Job Security, Employee Engagement, Career Satisfaction and Organizational Commitment : A Case of Senior High School Teachers in Ghana

국문 초록 (Abstract)

고용 안정, 직원 참여, 직업 만족 및 조직 몰입 간의 관계에 대해서는 거의 연구되지 않았습니다. 이 연구는 경력 만족을 중재 변수로 사용하여 가나의 맥락에서 직업 안정 - 조직 위탁 관계 및 직원 참여 - 조직 위탁 관계에 대한 직업 만족의 중재 효과를 연구하는 것을 목표로합니다. 구조화 된 설문지는 가나의 케이프 코스트 메트로폴리스에있는 228 명의 고등학교 교사들로부터 자료를 수집하는 데 사용되었습니다. SPSS 및 SMART PLS SEM (반사 모델)을 사용하여 데이터를 분석했습니다. 결과는 고용 보장과 조직 몰입 간의 통계적으로 유의 한 양의 상관 관계를 제시하며 직원 참여와 조직 몰입 간의 유의 한 양의 상관 관계를 제시합니다. 공동 모델을 고려할 때, 직업 만족은 직원 참여와 규범 적 공약 간의 관계만을 중재했다. 그러나 개별 모델에 대한 추가 분석을 통해 직업 만족과 가치 약속을 제외한 모든 조직 구성 요소 사이에 존재하는 관계가 직업 만족을 중재한다는 것을 알 수 있습니다. 마찬가지로, 직업 만족은 직원 참여와 가치 헌신을 제외한 조직 헌신의 다른 모든 구성 요소 간의 관계를 조정합니다.

다국어 초록 (Multilingual Abstract)

Little research has been conducted on the relationship between job security, employee engagement, career satisfaction and organizational commitment. The study aims to use career satisfaction as a mediating variable to study the mediating effect of career satisfaction on job security-organizational commitment relationship and employee engagement-organizational commitment relationship in the Ghanaian context. Structured questionnaire was use to collect data from 228 senior high school teachers in the Cape Coast Metropolis of Ghana. Data was analyzed using SPSS and SMART PLS SEM (reflective model). The results suggest a statistically significant positive correlation between job security and organizational commitment and also significant positive correlation between employee engagement and organizational commitment. Considering the joint model, career satisfaction only mediated the relationship between employee engagement and normative commitment. However, a further analysis of the individual models suggest that career satisfaction mediated the relationships that exist between job security and all the components of organizational commitment except value commitment. Likewise, career satisfaction mediated the relationships between employee engagement and all other components of organizational commitment except value commitment.

목차 (Table of Contents)

• 1. INTRODUCTION . 1
• 1.1 Background of the study 1
• 1.2 Purpose of the study . 6
• 1.3 Significance of the study 6
• 1.4 Scope of the study 8
• 2 THEORETICAL FRAMEWORK . 9
• 2.1 Concept of Job security 9
• 2.1.1 Importance of job security to the employee . 9
• 2.1.2 Determinants of perceived job security 11
• 2.2 Concept of employee engagement . 12
• 2.2.1 The need for employee engagement at the workplace . 14
• 2.2.2 Strategies to engage employees at workplace 15
• 2.3 Concept of organizational commitment . 16
• 2.3.1 Types of organizational commitment. 18
• 2.4 Concept of career satisfaction 21
• 2.5 Supporting theories 22
• 2.5.1 Psychological contract theory 22
• 2.5.2 Social exchange theory 24
• 3 RESEARCH FRAMEWORK 27
• 3.1 Job security and organizational commitment . 27
• 3.2 Job security and career satisfaction 28
• 3.3 Career satisfaction and organizational commitment 28
• 3.4 Mediating role of career satisfaction in the job security and organizational commitment relation 29
• 3.5 Employee engagement and organizational commitment . 30
• 3.6 Employee engagement and career satisfaction 30
• 3.7 Mediating role of career satisfaction in the employee engagement and organizational commitment relation 31
• 4 BACKGROUND OF EDUCATION SYSTEM IN GHANA 32
• 4.1 Brief history of public education in Ghana 32
• 4.2 Structure of formal public education in Ghana 33
• 4.2.1 Structure of senior high school in Ghana . 33
• 4.3 Role of teachers in public education 34
• 4.4 Challenges of the present education system. 34
• 5 RESEARCH METHODS 36
• 5.1 Research design . 36
• 5.2 Research approach . 36
• 5.3 Study area . 37
• 5.4 Sample and sampling procedure 37
• 5.5 Data collection instrument . 38
• 5.6 Data collection procedures . 39
• 5.7 Data processing and analysis . 40
• 5.8 Ethical consideration 42
• 5.9 Sample characteristics 42
• 6 RESULTS 44
• 6.1 Reliability and correlations 44
• 6.2 Goodness of fit and Validity 45
• 6.3 Hypothesis Testing . 47
• 6.3.1 Path analysis . 48
• 6.3.2 Mediation analysis . 51
• 6.3.3 Probing for additional mediation effects 52
• 7 DISCUSSION 60
• 7.1 Implications of the study 62
• 8 LIMITATIONS 65
• 8.1 Suggestions for further studies . 65
• REFERENCE . 66
• APPENDIX 1: QUESTIONNAIRE. 94