Predictors of Organizational Commitment among Higher Education Institutions Faculty: Towards A Framework to Enhance Faculty Commitment
Dolores T. Quiambao
Abstract:
This study focused on the predictors of organizational commitment of
faculty members in Pampanga so as to serve as inputs for the conception
of a framework using a sequential explanatory mixed method approach.
The initial phase of the research involved a quantitative analysis to ascertain the factors influencing organizational commitment. These factors
were categorized into three groups: personal, professional, and job factors. The personal factors of the study included age, sex, and civil status.
The professional factors were divided into educational attainment,
length of teaching at the current school and other school(s), while the job
factors comprised of salary, benefits, incentives, and job satisfaction. For
the 1st phase, 89 faculty served as respondents, while for the 2nd phase,
11 faculty served as participants. Meanwhile, the second part, which was
the qualitative phase, selected participants from the same colleges and
universities. An Analysis of Variance (ANOVA) was employed to ascertain
the relationship between the independent variables and the dependent
variable as well as to test hypotheses. The study's results indicate that
personal factors and professional factors, namely, length of teaching service and salary, do not have significant effects on organizational commitment. However, incentives and job satisfaction were found to have significant impact on faculty commitment. These results were further confirmed through the qualitative phase, wherein three major themes
emerged that connects the results of the quantitative phase namely, job
security, organizational self-image, and leadership influence. Higher education institutions may consider the emergent framework as a reference in order to enhance faculty members’ organizational commitment.
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