The Impact of Motivational Factors on Organizational Commitment

Private higher education is a rapidly expanding part
of Ethiopia s higher education system. Investment in
private higher institutions is growing, but little
is known about the management in general, and the
nature of work factors and employees commitment in
particular. This study revieled that instructors in
private colleges were satisfied with intrinsic
factors of work such as opportunity for
achievement,challenging work, responsibility, and
opportunity for growth and development. Where as,
they were dissatisfied with extrinsic content of
work such as salary, fringe benefits, incentives,
job security, opportunity for training, and post
employment security. Moreover, there was a
structural inequity, a perception that they are
required to do too much work for small pay.
Consequently, employees were not committed to their
organization which implies the availability of high
turnover and lower performance. To build a viable
work force for the success and industrial peace, the
colleges should invest in the long term goal of
their employees and learn to balance their interest
to earn a higher profit with those of their
employees.

Autorentext

I had an opportunity to be engaged in research works while doing my masters degree in Business Administration (MBA). This research is an output of my dedication and hard work in the area of organizational management.

Klappentext

Private higher education is a rapidly expanding part of Ethiopia's higher education system. Investment in private higher institutions is growing, but little is known about the management in general, and the nature of work factors and employees commitment in particular. This study revieled that instructors in private colleges were satisfied with intrinsic factors of work such as opportunity for achievement,challenging work, responsibility, and opportunity for growth and development. Where as, they were dissatisfied with extrinsic content of work such as salary, fringe benefits, incentives, job security, opportunity for training, and post employment security. Moreover, there was a structural inequity, a perception that they are required to do too much work for small pay. Consequently, employees were not committed to their organization which implies the availability of high turnover and lower performance. To build a viable work force for the success and industrial peace, the colleges should invest in the long term goal of their employees and learn to balance their interest to earn a higher profit with those of their employees.