Factors influencing employees’ level of commitment in a multinational consumer company: Towards the design of a commitment enhancement program

• Main Author: Evangelista, Nohrinyl
• Format: text
• Language: English
• Published: Animo Repository 2006
• Subjects: Organizational commitment; Industrial and Organizational Psychology
• Online Access: https://animorepository.dlsu.edu.ph/etd_masteral/6664; https://animorepository.dlsu.edu.ph/context/etd_masteral/article/12848/viewcontent/CDTG004084_P.pdf
• Institution: De La Salle University

The research aimed to design a program to increase the level of commitment of selected group of employees from a multinational consumer company (MCC). The group is composed of 71 employees who have been with the company for less than a year to more than 30 years. All of them were identified as respondents of this research. In order to design a program, three research problems were identified and these were: What is the level of commitment of the selected group of employees?; What are the factors that significantly influence the organizational commitment among selected group of employees? What measures can the organization take to enhance the employees’ organizational commitment? Through the use of Commitment Profile Survey, the level of commitment of employees was identified under moderate level. Using Dessler’s commitment framework as guide in the focus group discussion and through correlational study, the factors that significantly influence organizational commitment were identified. These were actualizing, double-talk, hard-side rewards, transcendental mediation, and securitizing Other factors such as communion, valuebased hiring and people-first values were found to be least contributive. However, the new factors identified which are not part of guiding framework are leadership and working environment. The measures that are perceived to enhance commitment were outlined in the Project Brief entitled Project Mapagpalaya. Analysis of the aforementioned findings revealed main concern for communication improvement which became the theme of the program design. And through the statistical treatment via the use of Pearson R, the significant relationships of the independent variable longevity and satisfaction with rewards system with the dependent variable, commitment were identified. There is a significant relationship between affective commitment and satisfaction with rewards system while there is also a significant relationship between continuance commitment and longevity. There was no relationship seen with any of the commitment type with career advancement. Major influences or factors affecting commitment were also confirmed using Dessler’ s Commitment wheel. Through the FGD, it was established that actualizing, double-talk, hardside rewards, transcendental mediation, and securitizing were marks of a high commitment workplace. While there were also commitment factor in the wheel which were not highlighted which are communion, value-based hiring and people-first values. However, there were also new factors identified which are not part of the wheel such as leadership and working environment. Based on these findings, a program was designed to enhance the level of commitment of the employees under study. The program highlighted double talk and transcendental mediation, hard-side rewards, securitizing, leadership and working environment. Recommendation for future researches on the same area are evaluation of the program designed to enhance commitment and possible test of correlation between commitment and productivity and commitment and degree of openness.