Influence of Organizational Values on Job Commitment of Public University Lecturers
Abstract
Values fostered by various organizations often have the potential to ignite various positive employee outcomes. Whereas previous scholars have documented those values such as corporate social responsibility (CSR), welfare programs, and teamwork are significant in influencing employee behaviour. However, how these values have influenced job commitment among university lecturers has not been highlighted. This is critical especially in universities like Nairobi and South Eastern which have experienced abnormally high turnover, absenteeism, and strike events of lecturer in the last five years. This study investigated the influence of organizational values on job commitment among lecturers at the University of Nairobi and South Eastern University. Specific objectives were to explore the influence of CSR on job commitment, analyse the influence of welfare programs on job commitment, and to determine the influence of teamwork on job commitment. The Theory of Equity by Adams was used to guide the study. Descriptive survey design was used on a target population of 56191 lecturers, deans and students from which 377 was derived as a sample size via Krejcie and Morgan’s (1970) Table. Closed and open-ended questionnaire was used for data collection. Findings revealed that organizational values investigated contributes 63.4% variation in job commitment among lecturers in the University of Nairobi and South Eastern Kenya University (R2 =0.634). CSR (B=.473), welfare programs (B=0.488), and teamwork (B=0.484) are significant predictors (p=0.000) of job satisfaction among the lecturers. It is concluded that equitable provision of these values can lead to a significant improvement in lecturers’ job commitment.
