Factors influencing organizational commitment in a telecommunication company

Pao Yue-kong Library Electronic Theses Database

Factors influencing organizational commitment in a telecommunication company


Author: Chan, Hoi-shan Bella
Title: Factors influencing organizational commitment in a telecommunication company
Year: 2000
Subject: Organizational commitment -- Case studies
Job satisfaction -- Case studies
Hong Kong Polytechnic University -- Dissertations
Department: Multi-disciplinary Studies
Dept. of Management
Pages: viii, 89, [11] leaves : ill. ; 30 cm
Language: English
OneSearch: https://www.lib.polyu.edu.hk/bib/b1568904
URI: http://theses.lib.polyu.edu.hk/handle/200/3543
Abstract: The present study investigated the relationships between job satisfaction and organization commitment. It conducted on job satisfaction with a view to accessing its effectiveness and implications on organizational commitment. The former included pay, promotion, working relationship with supervisor, coworker and nature of work. The latter included affective, continuance and normative commitment. It aimed to find out how and to what extent job satisfaction impacts on dependent variable of organizational commitment. To further explored the possible relationship, interactions of biographical characteristics as well as organization related components were also tested. The proposed model developed for testing was a quantitative one. A sample of 330 employees of all levels from the Telecommunication Company were selected to test eleven hypotheses, of which eight were supported. Further, results revealed that job satisfaction served as significant predictors of organization commitment. In addition, the study showed that some of the biographical characteristics and demographic variables also had predictive power on different constructs of organizational commitment. This study provides insights to the human resources practitioners that there are potential threats hidden in working environment if the Company cannot properly manage the different aspects of the job, say, pay, promotion, etc. However, biographical characteristics and demographic variables alone do not have significant predictive power organizational commitment, which supported the Anti-discrimination Ordinances. Recommendations in the area of human resources management can help to enhance organization commitment.

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