The Relationship Between Psychological Empowerment And Organizational Commitment Among Employees In Service Sector (Food And Beverage) In Kuching, Sarawak
This study aims to determine the relationship between psychological empowerment which consisted of four dimensions; meaning, competence, self-determination and impact and organizational commitment. This study is a quantitative and conducted among 142 employees in food and beverage service sector at...
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| Main Author: | |
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| Format: | Final Year Project Report |
| Language: | English English |
| Published: |
Universiti Malaysia Sarawak (UNIMAS)
2020
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| Online Access: | http://ir.unimas.my/id/eprint/32253/1/Damatia.pdf http://ir.unimas.my/id/eprint/32253/5/Damatia%20ft.pdf http://ir.unimas.my/id/eprint/32253/ |
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| Summary: | This study aims to determine the relationship between psychological empowerment which consisted of four dimensions; meaning, competence, self-determination and impact and organizational commitment. This study is a quantitative and conducted among 142 employees
in food and beverage service sector at Vivacity Megamall, Kuching by using simple random sampling and the sample was determined by using Krejcie and Morgan (1970) table. The data obtained was analysed by using IBM Statistical Package for Social Science SPSS version 22.0. Descriptive statistic used to analyse demographic information of respondents followed by Pearson correlation and multiple regression. The result of Pearson correlation shows that
there is positive relationship between meaning with r = 0.561 and p<0.05, competence with r = 0.386 and p<0.05, self-determination with r = 0.329 and p<0.05 and impact with r = 0.299 and p<0.05 towards organizational commitment. On the hands, multiple regressions resulting
that meaning is the dominant dimension among psychological empowerment towards organizational commitment with F (4,137) = 18.755, p<0.05, R= 0.595, R2 = 0.353. This indicates that 35.3% of change in organizational commitment is due to the change of the
predictor which is meaning. Based on the findings, recommendations were made for human resource practitioners, organization and future researcher. Human resource practitioner should encourage more employee’s involvement in the management system, implement
mentoring program and hire person that fit to the job, person-job-fit (PJF). The organization is encouraged to cultivate empowerment culture and to recognise the achievement of employee while future researchers should explore on behavioural dimension of empowerment
with organizational commitment. |
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