Measuring Employee’s Commitment in

Warid Telecom Pvt Ltd

Pakistan

Course: Research Method for Business

Submitted to: Sir Tayyab Ali Khan

Submitted by: MHRM-R-2nd Semester

Name: Roll No:

Sadaf Dilshad 05

Muhammad Arslan 09

Muhammad kamran 16

Samreen Anwar 27

Rabia Anwar 37

Amnah Sharif 43

Date: 10 July 2014

Company Profile:

Warid Telecom is a joint venture between Abu Dhabi Group & SingTel Group. Abu Dhabi Group entered

into a strategic alliance with Singapore Telecom. Warid was launched in Pakistan in 2004. It is a foreign

investment in Pakistan by Sheikh Nahayan Mubarak Al Nahayan. Warid started its operations in 2005. It

experienced a rapid growth in its initial phase. Currently, this company has about 10 million users in

Pakistan.

Warid Telecom takes pride in being backed by the Abu Dhabi Group. The Dhabi Group is a multinational

company based in the UAE, which owns and operates a wide range of business concerns that are spread

across 3 different continents. It has a diversified business interest in the institutions that have enjoyed

commercial success as a result of its strong financial resources and extensive management expertise.

Warid Telecom is currently operational in Bangladesh and Pakistan, Uganda & Congo. Within the

markets in which Warid is already operating, has quickly developed a large customer base.

Warid Telecom (Pvt) Limited provides cellular telecommunication services. It offers postpaid and

prepaid, mobile number portability (MNP), chat, roaming, SMPP (Short Message Peer-to-Peer)

connectivity, telemetry via GPRS, remote office connectivity, sale force automation, enterprise SMS and

GPRS, email, wireless broadband, and location based tracking services. The company provides Ilaqai

Portal, a local language entertainment and information service; Warid Tijarat, an e-commerce platform;

and Mobile Internet Buckets, an Internet service for mobile devices. Additionally, it offers BlackBerry

Internet services and data cards. The company has strategic partnerships with Bank Alfalah Credit Card,

MCB Credit Cards, 4b Telecom, Mobile Zone, Chimera Pvt Ltd, and Nobel Communication. Warid is

providing both prepaid and postpaid connections in Pakistan.

Identification Of problem:Visit office of warid telecom.

Employee’s Commitment

Introduction:Commitment can be defined as an employee level of attachment to some aspect of work and is a behavior generally described as in which one stays with an organization,

attend work regularly, puts in a full day or more, protects, corporate assets and believe in organizational goals.

Problem statement:Defining the factors which contributing towards to employee commitment?

Research question:What are the factors contributing towards the employee commitment?

Need for the research:The purpose of the study is to find the causes or factors of lower employee commitment in the warid telecom. Now the company is facing a problem of lower employee commitment and we aimed at finding the factors affecting employee commitment to the company.

Research objective:To find out those factors which are affecting employee’s commitment.

Definition:“Commitment is a force that binds an individual to a course of action that is of relevance to a particular target” (Mayer & Hersovitch, 2001)

Importance of Employee’s commitment to the organization:In the present era of globalization and information technology has led to competition between different organizations. It has been seen that of all other resources, human resources can act as a competitive advantage for any organization. The need of hour is to attract and retain those employees who have the skills and capabilities therefore creative organizations now-a-days are searching for innovative employees that will improve and enhance organizations profitability. Organizations treat their employee’s as their assets and try to retain their skillful and innovative employees in the organization therefore the value of employee’s commitment is increasing day by day.

Types of Commitment:

1. Committed to organization:It is a psychological state characterizing an employee’s relationship with an organization that has implications for the employee’s decision to remain or leave the organization and is the strength of an individual identification with involvement in and attachment to organization.

Elements:

Effective attachment to organization (affection, warmth, belongingness, pleasure, etc.)

Loyalty to organization (internalization of goals, values and missions of loyalty)

2. Committed to work:Work commitment refers neither to organization nor to one’s career but to employment itself. Person committed to work holds a strong sense of duty towards their work and lacks intrinsic value on work as a central like interest.

Elements:

Motivated to work/willingness to work. Involvement in a job ( Allen,N.J & Meyer, J. P. (1990) ).

Factors which has positive affect on Employee Commitment: Training and Career path. Leadership Working environment Remuneration and reward Organization culture and policies

Schematic Diagram

I.V

D.V

Mediating.V

M.V

Employee’s Commitment

Employee’s Satisfaction

Employee’s Motivation

Working environment

Remuneration and reward

Theoretical Framework:

The point of study that is the dependent variable is employee’s commitment in the context of organization Warid Telecom. The major influencing factors of employee commitment are working environment and compensation in which include remuneration and reward also.

The both play the role of independent variable with respect to the our organization. In present scenario the employee motivation play the role of moderating variable which influence the relationship between independent and depedent variable. And mediating variable is in this case employee satisfaction.

Operationalization:

Employee commitment

Commitment is a force that binds an individual to a course of action that is of relevance to a particular target. (Meyer & Herscovitch, 2001)

Operationally employee commitment is viewed as sense of attachment to the organization which results in job related behaviours such as committed to organization, committed to work and a good organizational member.

For measuring the employee commitment following dimensions and elements has been used.

Employee commitment©

D1 D2 D3

E1 E2 E3 E4 E5

DIMENSION 1:

Committed to organization:

It is a kind of relationship between an employee and an organization, which have a great impact on employee’s decision to remain or leave the organization.

ELEMENT 1:

Affective attachment to organization:

The degree to which an individual is attached to an organization through feelings such as affection, warmth, belongingness, pleasure etc.

ELEMENT 2:

Loyalty to organization:

The degree to which an individual is attached to the organization by matching his or her goals with that of the organization and by being loyal to the organization.

DIMENSION 2:

Committed to work:

The employee which is committed to organization show a strong sense of duty towards their work and try to accomplish their assigned task efficiently and effectively.

Committed to organization

Committed to work

Committed through organizational citizenship behaviours

Affective attachment to organization

Willingness to work

Helping othersInvolvement in organizational function

Loyalty to organization

ELEMENT 3:

Motivation/Willingness to work:

The committed employee always tries to do their best at work and try to find new ways to accomplish their tasks. They willingly done overtimes and don’t mind to take some work at home.

DIMENSION 3:

Committed through organizational citizenship behaviours:

Committed employees show behaviours that are discretionary but do not directly related to the formal job requirements, but support interpersonal and social context in which formal jobs are performed.

ELEMENTS 4:

Helping others:

Behaviours that help other persons including customers, visitors and other employees.

ELEMENT 5:

Involvement in organizational functions:

It includes behaviours like active participation and involvement in the organizational functions.

Hypothesis

Hypothesis 1

A0:There is a no relationship between working environment and employee commitment.

A1: There is a relationship between working environment and employee commitment.

Hypothesis 2

A0:There is a no relationship between remuneration and employee commitment.

A1:There is a relationship between remuneration and employee commitment.

Method Section:

Population & Sample:

Population Sample Size

2100 325

Sample Method:We have uses the method of Simple Random Sampling.

Why it is appropriate?We have used the sample size calculator to find the appropriate size of sample. Therefore we think that the sample of our population is appropriate because we have used scientific method of calculation.

Research Design:

Purpose Of The Study:

Our purpose of study is exploratory because we want to know the impact of various factors on the employee commitment in warid, and we have reviewed the literature on employee commitment so that we can have better understanding of how an organization could be able to improve its employees commitment.

Extent Of Researcher Interference With The Study:

In our study the extent of the researcher interference is moderate because we will study the impact on employee commitment by temporarily fluctuating the remuneration or reward policies of the organization.

Study Setting:We are conducting our research in a non- contrived setting i.e. in natural setting. We will study the employee's behaviors at work as they naturally do in their routine settings.

Research Strategies: We adopt Observational strategy because it involves going into natural setting of people, watching while they are working and then analyzing and then interpret their behavior.

Unit Of Analysis:As we want to know the commitment level of each employee in the organization and we will ask certain questions on the commitment level from the employees so the unit of analysis in our study is an individual employee.

Data Collection Method:

For collecting data we have used questionnaire.

Variables & Measures Used: Our variables were working environment & compensation, for measuring these variables we used likert scale.

Time Frame for Study:

As we are going to know the impact of changing remuneration policies on the level of employee commitment at two different time periods so the study we are conducting is a longitudinal Study.

Recommendations:

1. If we provide better working environment it will be helpful to increase the employee commitment.

2. If the compensation satisfies well the need of employees it would be an enhancing factor of employee commitment.

Acknowledgement:

Reference:

Allen,N.J & Meyer, J. P. (1990).The measurement and antecedents of affective, continuance and normative commitment to the organization [Electronic Version]. Journal of Occupational Psychology, 63

Allen, N., & Meyer, J. P. (1993). Organizational commitment: evidence of career stage effects. Journals of Business Research,26(1)

Baruch, Y. (1998), “The rise and fall of organizational commitment”, Human System

Management, Vol. 17

Appendix