Human resource management practices and employee commitment in telecommunication industry in Banadir-Region, Somalia
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Date
2019-11
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Kampala International University, College of Humanities and Social Sciences
Abstract
The study examined the effect of human resource management practices and employee commitment in
Telecommunication Industry in Banadir Region, Somalia. The statement of the problem stated that
majority of the telecom companies in Banadir are experiencing issues resulting from inappropriate
application of HRM practices, Inappropriate HRM policies and practices of some of these organizations
due to non-existence of HRM specialists. The study was guided by three specific objectives; (i) To
establish the effect of training and development on employee commitment (ii) To examine the effect of
employee engagement on employee commitment and (iii) To examine the effect of motivation on
employee commitment. The study employed a descriptive research design. The study had a population of
250 and a sample size of 152 respondents. The study employed both purposive and random sampling
techniques in selection of the study sample. The study used questionnaire and data was analyzed using
descriptive tabulations using SPSS software. However the findings of the study revealed that HRM
Practices have a significant effect on the commitment of employees of the telecom industry. The results
from the regression analysis indicated that training and development significantly affects the level of
commitment of employees in the telecommunications sector of Somalia, at the rate of 48.5% and this was
indicated by the r-squared of 0.485, meaning that training and development significantly influence 48.5%
on the level of employee commitment of the telecom sector. Regression analysis on the effect of
employee engagement on employee commitment revealed that the employee engagement significantly
affects employee commitment in the telecom sector, at a rate of 48.5% and this was indicated by the rsquared
of 0.485, indicating that employee engagement significantly influences 48.5% on the employee
commitment, while the Regression analysis results on the effect of motivation on employee commitment
revealed that the motivation accounted for 53.4% on Employee Commitment of Telecom industry and
this was indicated by r-squared of 0.534 implying that motivation significantly contributes on to
employee Commitment of Telecom industry. The study findings conclude that; training and development
has a significant effect on the commitment of employees of the telecom industry, employee engagement
also has a significant effect on the commitment of employees of the telecom industry and motivation has
a positive significant effect on the commitment of employees of the telecom industry. However, the
study recommends that, there is a need to carry out research on the various methods of employee training
and development best suited for their employees and the organization at large, there is also need that
telecommunication organizations should ensure that the employee engagement system is consistent, and
there also there is also need that the telecommunications industry should find out various kinds of
motivation systems of employee best suited for the telecommunication industry in Somalia. Contribution
of knowledge is set early expectations and gives frequent feedback.
Description
A research report submitted to the college of economics and management in the partial fulfillment of the requirements for the award of a Master’s Degree in Human resource Management of Kampala International University
Keywords
Human resource management practices, Employee commitment, Telecommunication industry, Somalia