A comparative investigation of organizational commitment in government, public, and private organizations in Qatar

Al-Esmael, Bader Abdullh

September 2007

Thesis or dissertation

© 2007 Bader Abdullh Al-Esmael. All rights reserved. No part of this publication may be reproduced without the written permission of the copyright holder.

The purpose of this study was to investigate the antecedents and consequences of commitment in the developing nation of Qatar. Specifically, the influence of personal variables, job characteristics, organizational characteristics, and facets of job satisfaction of employees were investigated in relation to affective, continuance, and normative commitment.

A survey questionnaire was used to collect data from a random sample of 780 employees from government, public, and private sector companies and completed questionnaires were received from 544 employees representing a response rate of 69.7%. Research data were tested using Pearson's correlation, Analysis of variance, and T-Tests.

Statistically significant relationships were found between affective/normative commitment and almost all of the personal characteristics. However, only two demographic variables were statistically related to continuance commitment. Results indicated that employees with a high level of education, who were male, married with dependents, with long tenure and contract employment, reported higher levels of commitment than others. Interestingly, non Qatari employees showed higher levels of commitment than Qatari employees.

Relationships between job and organizational characteristics and components of organizational commitment were found to be significant, although the relationships were only weak to moderate. Generally, the results indicated that the lack of equity, inefficient personal growth, lack of job security, lack of autonomy, lack of task identity, and insufficient feedback on performance were stated as possible reasons for low commitment in this study. Relationships were also found between job satisfaction variables and affective and normative commitment. However, relationships between continuance commitment and job satisfaction variables were weak. Regarding consequences of OC, the research found that increasing organizational commitment among employees led to lower turnover intentions and more acceptance of organizational changes.

Business School, The University of Hull
Armstrong, Steven J.
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Qatar; Jāmiʻat Qaṭar
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