Fauzia & Nighat Parveen

8/10/2019 Fauzia & Nighat Parveen

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ORGANIZATIONAL COMMITMENT IN RELATION TO BIOGRAPHIC

VARIATIONS AMONG COLLEGE TEACHERS

By

Dr.Fauzia Khurshid

Ass!ia"# Pr$#ssr

%Ni&ha" Par'##(

M. Phi) S!h)ar

D#*ar"+#(" $ Edu!a"i(

N,ML

ABSTRACT

Present study was designed to investigate the role of demographic variation in determining

the level of organizational commitment among college teachers. A stratified random sample

of 50 male and female teachers was collected from two Islamabad Model College for irls

such as I!"#$ Islamabad and Islamabad Model College for %oys& '!(0#) Islamabad. Among

them *0 were male and )0 were female teachers& their ages ranged from *5 to $5 years& and+ob e,perience ranged from ( to *0 years. -ata was collected through a research

uestionnaire developed by Meyer and Allen& named as organizational commitment

uestionnaire /C12 which was comprised of fifteen items and three subscales named as&

affective commitment scale& continuance commitment scale and normative commitment scale.

Collected data was statistically analyzed with the help of various statistics which shows that

about )03 teachers have low commitment& whereas )(3 respondents carrying moderate

commitment and only )43 respondents possess high level of the organizational commitment.lder college teachers were more committed than the younger ones. It was discovered that female

teachers have higher organizational commitment as compared to male college teachers and increase

in the level of ualification correlates negatively with organizational commitment. Management can

use various commitment strategies to shape the behaviour and attitude of teachers byfocusing on developing committed employees who can be trusted to use their discretion to

carry out +ob tass.

Keywords: Biographic Variations, Organization commitment and College teachers.

INTROD,CTION

Organizations are consciously coordinate social unit, based on two or more people

that function on relatively continuous basis, being organizational behaviour theorists Robbins

and Judge (2010 define !organizational behaviour as a discipline which e"plore impacts

which individual variations, groups dynamics and organizational structure could have on

behaviour in the conte"t of organization, aim of applying such e"ploration is towards

improving organizational# effectiveness$%

&n an organizational setting employees differ in terms of their appearances, abilities

and bio'graphics% iographic variations include personal characteristics of the employees

such as, age, and gender race and wor) e"perience%

*s organizational commitment is one of the vital attitudes, that is defined by +owday,

teers - .orter (1// !as novel state of mind which helps employees to identify themselveswith their organizations goals and wishes to maintain membership of their organization%


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Organizational commitment is a firm belief which can lead employees towards unconditional

acceptance of organizational norm, culture, rules and regulation it is employees# willingness

to e"ert significant efforts on the behalf of organization organizational commitment is helpful

to inculcate an intense desire in employee to maintain employment in the organization$%

Organizational commitment has been conceptualized and measure in a variety of ways,

+eyer and *llen (1/ gave tricomponent approach of the organizational commitment which

tends to reflect three general themes such as normative commitment, affective commitment and

continuance commitment, all these are part of an overall attitudinal commitment% *ccording to

this approach, commitment binds an individual with his or her organization and thereby reduces

the li)elihood of undesired 3ob behaviour including absenteeism and turnover%

+eyer and *llen (1/4 also differentiates between affective and continuancecommitment, and stated !that affective commitment is employees emotional attachment with

organization which compel him to identify himself with organization whereas on other hand

continuance commitment is perceived costs associated with leaving the organization$% *llen

and +eyer (1//0 also recommended that normative commitment demonstrates a perceived

obligation to remain in the organization% for him affective commitment (*5 is an emotional

attachment, identification and involvement of employee with the organization and a belief in

its goals and values% 6mployees who have strong affective commitment have greater chances

to continue employment with the organization because they want to do so% 7hile continuance

commitment is the perceived economic value of staying with the organization compared with

leaving it, so employee remains in the organization because they need to do so (+eyer and

*llen 1//1, 1//%

8arious researches established a significant and positive relationship between age and

employees# commitment% 9or e"ample, in 1//0 +athieu - :a3ac e"plored that variable of

age has significant positive correlation with organizational commitment% Researchers alsoproposed that older wor)ers are more li)ely to hold a higher level of organizational

commitment, one e"planation for such findings may be the fact that the e"pectations from

older wor)er on wor) place is that they can ad3ust themselves at wor) (;hurshid, 2012%

6ducational


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organizational commitment therefore, individuals with higher he importance of understanding 3ob

security#s role has increased with the emphasis over the past decade on employee reactions to

ma3or organizational change%

7ith respect to the study of gender and organizational commitment, some

misunderstanding has occurred due to the approach in which this sub3ect has been studied%

>he gender approach to the study of women and organizational commitment was described as

one where the fundamental belief was that, women accept family roles as a chief source of

their identity and fulfillment, leading to a different point of reference to wor) for men, for

whom wor) is supreme% 5ontrary to it, supporters of the 3ob'model, regarding the study of

organizational commitment and women specifies that there were no significant differences

between the wor) attitudes of women and men, and that wor) attitudes of both se"es

developed in similar ways% &n a meta'analytic study, researchers (+athieu - :a3ac, 1//0

noted a correlation that specified a stronger, although wea), advantage for female employees

with respect to organizational commitment% +athieu and :a3ac reviewed 14 studies involving

gender and organizational commitment here ratings for males were coded with higher values%

+arital status is one of the important biographic factor that could effects employees

wor) attitude, generally married wor)ers are perceive more committed towards their

organization than single wor)ers% *n e"planation for this assumption could be that married

wor)ers rather than single wor)ers have more family responsibilities to gratify, for that

rehe relationship between biographical variables and organizational commitment has

been already researched in the 7estern conte"t but the relationship among biographic factors

and organizational commitment has not been yet completely discovered in .a)istani cultural

conte"t especially in the conte"t of college teachers%

*lthough organizational commitment is an e"tensive researched area but in the

conte"t of biographic and organizational commitment there is lac) of research, >herefore,

present study was designed to increase )nowledge regarding the factors that can predict


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organizational commitment especially in the conte"t of teachers wor)ing in the &slamabad

+odel 5olleges% =ue to the fact that there is great variation in biographics of +odel colleges

teachers regarding age, gender, marital status designation, o find out the impact of biographic variations such as age, gender, marital status,

eachers wor)ing on contract basis are more committed towards their profession than

permanent teachers%

6. 6"perienced college teachers demonstrate more commitment towards their profession than

teachers with less wor) e"perience%

P*u)a"i( % Sa+*)#

>eachers wor)ing at &slamabad +odel 5olleges were population of this research% * stratified

random sample of A0 male and female teachers was collected from two &slamabad +odel

5ollege for Birls such as &'C4 &slamabad and &slamabad +odel 5ollege for oys, 9'10CD

&slamabad% *mong them 20 were male and D0 were female teachers, their ages ranged from

2A to 4A years, and 3ob e"perience ranged from 1 to 20 years%

M#"hd)&y

tudy was e"ploratory in nature in which


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Ta-)# 8 Or&a(iza"i(a) C++i"+#(" I( r#)a"i( " G#(d#r 1N2345

+ales 9emales (KL20 (KLD0

+ %= + %=

*ffective 1%0 4%2 1/%D D%45ontinuance 1F%A 4%1 1%0 4%

Kormative 1A%A D%2 1/%2 4%

GGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGG

>otal commitment A0%0 11%A AA%A 12%

>able D describes mean and = of respondents# scores on the variable gender, from

this table it can be seen that the female teachers are more committed towards their

organizations as compared to male teachers%

Ta-)# 9

Or&a(iza"i(a) C++i"+#(" I( r#)a"i( " Mari"a) S"a"us 1N2345

+arried ingle (KLD (KL1D

+ %= + %=

*ffective 1%4 D%4 1%A D%2

5ontinuance 1F%D 4%D 1%4 D%4

Kormative 1F%F D% 1F%D 4%4

GGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGG

>otal commitment A1%D 11%4 AD%2 11%0

>able A describes the mean and = of respondents# scores on the variable marital status,

from the table it can be seen that the unmarried college teachers are more total committed

towards their organizations as compare to married college teachers%

Ta-)# 3

Or&a(iza"i(a) C++i"+#(" I( r#)a"i( " A!ad#+i! :ua)i$i!a"i( 1N2345

777777777777777777777777777777777777777777777777777777777777777777777777777+aster +% .hil .h=

(KL2 (KL20 (KL2 + %= + %= + %=

*ffective 1%2 D% 1D%0 4%2 1F%0 %/

5ontinuance 1F%A 4%2 1%A A% 1A%0 %A

Kormative 1F%2 4%/ 1%A 4% 1A%0 %4GGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGG

>otal commitment A0%/ 12% 4/%0 14%F 4F%0 %1

>able A describes the mean and = of respondents# scores on the variable academic


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committed towards their organization as compared to teacher with different higher Hecturers *% .rofessors (nL10 (2F (14

+ %= +ean %= +ean %=

*ffective 1/% D%D 1%/ D%F 1%F 4%/

5ontinuance 1%1 2%4 1F%2 4%4 1A%A 4%

Kormative 1/% 2%F 14%2 4%A 1A%2 D%

GGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGGG>otal commitment A% %D 4/%D 12%A 4%D 12%D

>able F describes the mean and = of respondents# scores on the variable designation, from

this table it can be seen that the *ssistant .rofessors possesses lower commitment towards

their organizations as compared to employees with other designations, whereas teachers who

are wor)ing as 6> e"hibits higher level of organizational commitment towards their

wor)place%

Ta-)# he present study was carried out to e"plore the variation in commitment level of the teachers

wor)ing at college level% 9or the measurement of organizational commitment, Organization

5ommitment Euestionnaire was used% >he psychometric properties of scale were determined and

results showed that the scale has sufficient reliability and validity and can confidently use for the

research purpose% >o identify levels of teachers# commitment percentile analysis were performed% >he

criteria to find out the cutoff points was one standard deviation plus and one standard deviation minus

the mean score of the data the score of and were determined as cut off points these score falls on 2A th

and Athpercentile the score up to 2A th percentile was considered as low level of organizational

commitment and scores falls on A thpercentile was considered as high level of commitment% Rest of

the score considered as a moderate level of commitment%

&t was hypothesized that older colleges# teachers are more committed towards their wor) as

compared to younger ones% 9ind of the study supported this hypothesis% >he findings of this research

were consistent with the theory of commitment that state that as age increases, the level of

organizational commitment also increases% *ccording to the finding of this study overall, older

teachers were found more commitment with their profession%

&n 1/D +orrow claimed that commitment is a function of personal attributes which also

include dispositional characteristics% Brus)y (1/FF proposed that women would become more

committed to an organization than man would because they had to overcome more barriers than men

to gain membership did% rebinia) and *lutto (1/2, found that female were less li)ely to change


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their organization compared to their male counterparts% &n this regard, a hypothesis was formulated

usually female college teachers are more committed towards their profession than male college

teachers% Result supports this and it was found that level of commitment was higher in female college

teachers%

.revious research discovered that unmarried employees generally found to be highly

committed towards their organizations as compared to married or separated employees, in this

research a hypothesis was developed regarding marital status of the college unmarried teachers are

more committed towards occupation% On commitment finding, suggest that unmarried teachers have

high mean score on the total scale of O5E% *s for the variable commitment is concerned result

revealed that commitment increased gradually with e"perienced%

>eachers# eachers with higher


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1% iographic variations effect the organizational commitment of college teachers%

2% Older college teachers are more committed than the younger ones%

D% Overall level of organizational commitment is higher in female teachers as compared to male

college teachers%

4% +arried teachers are less committed as compared to unmarried one%

A% &ncrease in the level of


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&t is also recommended that management may assign roles and responsibilities by )eeping in

view the staff biographic variations li)e age, gender, marital status, e"perience and nature of 3ob%

&t is also recommended that management may n provide some training to the younger

employees so their level of the commitment can be raised% *s female college teachers were more

committed towards their wor)place than males there is a need that management may wor) to e"plore

the causes of low commitment in males% 9inding informed us about the higher commitment level

of unmarried college teachers, so there is a need that management may devise some plan which

can enhance the commitment level of married teachers% 9inding depicted that


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concern with the teachers# re%%, - trasser, % (1/4% * Hongitudinal *nalysis of the *ntecedents of

Organizational 5ommitment%Academy of Management 6ournal& *8& 45!((*.

ec)er, % J%, - Reil, +% +% (1///% 9eacher Professionalism and the :mergence of

Constructivist!Compatibleec)er, %% (1/F0% Kotes on the concept of commitment%American 6ournal of

;ociology& 77& )*!$0.

=ubin, R%, 5hampu", J %6% - .orter, H% (1/A% 5entral life interests and organizational commitment of blue collar and clerical wor)ers%Administrative ;ciences 1uarterly *0.

pp. $((!$*(.Brus)y, O% (1/FF% 5areer mobility and organizational commitment%Administrative ;ciences

1uarterly& (0&$""!50).

rebinia), H% B%, - *lutto J% *% (1/2% .ersonal and role related factors in the

development of organizational commitment%Administrative ;ciences 1uarterly& (8&

pp% AAA'A2D%

;hurshid, 9% (2012% Managing


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+orrow, .%5% (1/D% 5oncept redundancy in organizational research% >he casewor) of

commitment%Academy of Management >eview, , pp% 4F'A00%

+orris, J% % - teers, R% +% ((4"02. tructural influences on organizational commitment%

6ournal of ?ocational %ehaviour& (8&pp% A0'A.

+owday, R% >%, .orter, H%7%, - teers, R% +% (1/2:mployee @organization linages.

Kew or)? *cademic press%

+owday, R% >%, teers, R% >%, - .orter, H% 7% (1//% >he measurement of

organizational commitment%6ournal of ?ocational %ehavior& ($& pp. **$ !*$8.

+owday, R%>%, teers, R%+, - .orter, H%7% (1//% >he measurement of

organizational commitment%6ournal of vocational behavior& ($&**$!*$8.

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1A0%

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Fauzia & Nighat Parveen