ABSTRACT
The study examined the relationship between work engagement and organizational commitment among job order employees at Aklan State University-Banga. The study adopted a descriptive-correlational design with 100 job order employees of Aklan State University-Banga as respondents. Stratified random sampling was used to select the respondents. A researcher-made questionnaire was used to collect data. The results showed that the respondents were moderately engaged at work and moderately committed to the organization. The results also showed a significant positive relationship between work engagement in term of job demands and job resources and organizational commitment in terms of affective, normative and continuance commitment. Affective commitment was found to have a weak relationship with job demands but have a strong relationship with job resources. Normative commitment has a moderate relationship with both job demands and job resources. Same true with continuance commitment. A significant difference was found in the degree of work engagement in terms of job demands when respondents were classified as to office assignment. Differences were found in terms of affective organizational commitment as to length of service and office assignment.
Keywords: Work Engagement, Organizational Commitment, Aklan State University-Banga, Job Order Employees, Job Demands, Job Resources, Affective Commitment, Normative Commitment, Continuance Commitment
INTRODUCTION
Work engagement and organizational commitment have attracted substantial attention owing to their critical role in molding employee behavior, performance, and overall organizational effectiveness. When employees are involved in their tasks, they feel inspired to strive for tougher objectives while achieving success. Engaged employees will discover that their work is more pleasurable; they transform the pleasure into more effective actions (Bakker & Leiter, 2010). Employees will go to work not because of a strong and uncontainable inner impulse, but because the work is a pleasuring thing (Bakker & Demerouti, 2008).
On the other hand, organizational commitment shows staff members' commitment to their company’s aims, values, and objectives (Soomro et al., 2023). Higher levels of discretionary effort, decreased inclinations to leave, and greater work satisfaction correlate with strong organizational commitment.
In higher education institutions, employees are usually classified as permanent, contractual, or job order. Permanent staff have job security, receive benefits, and have opportunities to grow over time. These factors often make them more motivated and loyal. In contrast, job order employees are hired for specific tasks or projects. They contribute much to the institution but face limits. They lack tenure, have fewer benefits, and live with job insecurity.
The number of students, academic needs, and administrative duties at Aklan State University – Banga has been steadily rising. As the university grows, it depends more on its workforce, especially job order employees who play an important role in many offices, departments, and operational units. They help with both academic and operational tasks. Even though their positions are not permanent, they take on key responsibilities that help keep the university running well. Knowing their work engagement and organizational commitment matters. These factors affect their job performance, satisfaction, and likelihood of staying. Despite their significant contributions, job order employees are often perceived as occupying a more vulnerable position in the workforce due to the temporary nature of their employment.
Employees on a job order basis at Aklan State University – Banga are vital to its day- to-day operations, despite their work often going unnoticed. They regularly confront elements such as insecure employment status or contracts, fewer benefits, and a limited capacity for professional development, in contrast to permanent staff, which may contribute to disengagement and lower commitment levels. This may ultimately manifest as a decrease in motivation, work performance, and commitment to the institution.
Several studies on work engagement and organizational commitment were focused on permanent employees and do not consider job order employees in state universities. Job order employees contend with job insecurity, less benefits, and lack of opportunities for promotions or advancement. This can potentially impact their work engagement and organizational commitment. In this study, the researcher aimed to address these gaps by examining the relationship between work engagement and organizational commitment for job-order employees, thus providing valuable information to assist and inform university administrators and enhance motivation to work and employee performance.
The question of what keeps employees engaged and committed to the organization is particularly significant in light of the fact that their continued engagement occurs without the assurance of a tenure position, benefits, or a prospect for career advancement. Moreover, there is hardly any research that addresses how work engagement translates into organizational commitment within a temporary work environment where job security is absent. As such, this study sought to address this gap by examining the relationship between work engagement and organizational commitment, among long-serving job order employees within the context of a state university and how their employment status and institutional framework influenced their commitment to the organization.
Consequently, the study is both contemporary and pertinent, as it aimed to elucidate how job order employees of Aklan State University – Banga perceive their jobs, maintain engagement in their work, and demonstrate commitment to the university, despite the problems associated with contractual employment. By focusing on this group, the research aimed to provide valuable insights that could guide university administrators in creating policies and programs that promote inclusivity, motivation, and loyalty among all employees, regardless of their employment status.
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