Organizational Commitment of Civil Servants to the Department of Employment

Abstract

The objectives of the research were (1) to study the levels of organizational climate and organizational commitment of the civil servants to the Department of Employment (DoE), (2) to compare the levels of organizational commitments of DoE civil servants based on personal factors, and (3) to conduct quantitative study about correlations between organizational climate and organizational commitment of DoE civil servants. The methods used were Questionnaire collecting data of 400 civil servants of DoE under the Ministry of Labour, Descriptive Statistics, T-Test, One-way ANOVA, and Pearson's Correlation Coefficient Analysis. The findings were 1) most DoE civil servants ranked overall high for the organizational climate and organizational commitment. Every individual aspect also ranked high. In terms of organizational climate, Organizational belonging, Continuance Commitment and Normative Commitment ranked the highest on average. 2) DoE civil servants with different ages, marital status, average monthly income and period of employment had different levels of organizational commitment, which has statistical significance at 0.05. While DoE civil servants with different genders and educational displayed similar levels of organizational commitment. 3) Organizational climate correlated to organizational commitment of the DoE civil servants at a moderate level in a positive direction (r=0.63), which has statistical significance at 0.05.