Istilah Glosari

Glosari Pengurusan Sumber Manusia dan Syarat Faedah Pekerja

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Employee Commitment

Employee commitment refers to the psychological attachment and loyalty an employee feels towards their organization, which motivates them to contribute to the organization's goals and stay with the company long-term.

What is employee commitment at work?

Employee commitment at work refers to the emotional and psychological attachment that employees have towards their organization. It is the degree to which employees identify with, are involved in, and feel loyal to their workplace.

Committed employees are generally more engaged, motivated, and willing to go above and beyond their job responsibilities to contribute to the organization's success. This commitment is crucial for achieving high levels of productivity, reducing turnover rates, and fostering a positive workplace culture.

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What are the three types of employee commitment?

The three types of employee commitment:

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Affective commitment

Description: Affective commitment refers to the emotional attachment that employees feel towards their organization. Employees with high affective commitment identify strongly with the organization's values, culture, and goals.
Characteristics: These employees genuinely enjoy being part of the organization and feel a sense of belonging and pride in their work. They are typically highly engaged, motivated, and enthusiastic about contributing to the organization's success.
Impact: Affective commitment leads to higher job satisfaction, lower turnover rates, and increased discretionary effort, where employees are willing to go above and beyond their formal job requirements.

2. Continuance commitment

Description: Continuance commitment is based on the perceived costs or losses associated with leaving the organization. Employees with high continuance commitment stay with their employer because they feel that leaving would result in significant personal or financial sacrifices.
Characteristics: These employees may remain with the organization due to factors such as job security, salary, benefits, or lack of alternative employment opportunities. Their commitment is driven more by necessity than by emotional attachment.
Impact: While continuance commitment can contribute to employee retention, it may not lead to high levels of job satisfaction or engagement. Employees may stay with the organization but may not be fully invested in their work.

3. Normative commitment

Description: Normative commitment is based on a sense of obligation or duty to remain with the organization. Employees with high normative commitment feel that they ought to stay because of moral or ethical reasons.
Characteristics: This type of commitment can stem from a sense of loyalty, gratitude for the organization’s support, or a belief that leaving would negatively impact colleagues or the organization.
Impact: Normative commitment can foster a stable workforce, as employees feel a moral duty to stay. However, like continuance commitment, it may not always result in high levels of engagement or job satisfaction.

What is an employee commitment survey?

An employee commitment survey is a structured questionnaire designed to assess the level of commitment that employees have towards their organization.

This survey typically includes a series of questions aimed at understanding various aspects of commitment, such as emotional attachment, loyalty, and willingness to go above and beyond for the organization. The survey is administered to employees to gather their feedback and perceptions regarding their commitment to the organization.

Key components of an employee commitment survey:

Affective commitment questions: These questions assess the emotional attachment that employees feel towards the organization.
Example: "I feel a strong sense of belonging to this organization."

Continuance commitment questions: These questions evaluate the perceived costs or benefits associated with leaving the organization.
Example: "It would be difficult for me to leave this organization because of the personal sacrifices it would entail."

Normative commitment questions: These questions gauge the sense of obligation or duty that employees feel towards the organization.
Example: "I feel a moral obligation to remain with this organization."

Demographic information: This includes questions about employees' demographics such as age, gender, tenure, department, etc., which help in segmenting and analyzing survey responses.

Open-ended questions: These questions allow employees to provide additional comments, suggestions, or insights regarding their commitment to the organization.
Example: "What do you think the organization could do to improve employee commitment?"

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Employee recognition & rewards trends report

How do you measure employee commitment?

Measuring employee commitment involves a combination of quantitative and qualitative methods to understand how employees feel about their organization and their work. Here are detailed approaches to measure employee commitment effectively:

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1. Employee surveys

Description: Surveys are one of the most common and direct methods to measure employee commitment. They typically include questions that assess various dimensions of commitment such as emotional attachment, perceived costs of leaving, and sense of obligation.
Components:
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1. ‍Affective commitment questions: Assess emotional attachment and identification with the organization.
  Example: "I feel a strong sense of belonging to my organization." ‍
2. Continuance commitment questions: Measure perceived costs or benefits of staying versus leaving.
  Example: "It would be very hard for me to leave my organization right now, even if I wanted to." ‍
3. Normative commitment questions: Evaluate the sense of obligation or moral duty to remain with the organization.
  Example: "I feel an obligation to remain with my current employer."

2. Turnover and retention rates

Description: Analyzing turnover and retention rates provides insights into overall employee commitment. High turnover rates may indicate low commitment, while high retention rates suggest strong commitment.
Metrics:
1. Voluntary turnover rate.
2. Retention rate.
3. Average tenure of employees.

3. Employee engagement scores

Description: Engagement and commitment are closely linked. Measuring engagement through surveys and feedback can give an indication of commitment levels.
Methods:
1. Engagement surveys.
2. Pulse surveys.
3. Participation rates in engagement activities.

4. Performance metrics

Description: Committed employees often show higher productivity and better performance. Monitoring performance metrics can help identify commitment levels.
Metrics:
1. Productivity levels.
2. Quality of work.
3. Achievement of performance goals.

5. Absenteeism rates

Description: High absenteeism can be a sign of low commitment. Tracking absenteeism rates can provide indirect insights into employee commitment.
Metrics:
1. Frequency of absences.
2. Duration of absences.
3. Patterns in absenteeism.

6. Feedback from managers and peers

Description: Regular feedback from supervisors and colleagues can provide qualitative insights into an employee’s level of commitment.
Methods:
1. 360-degree feedback.
2. Performance reviews.
3. Peer evaluations.

7. Exit interviews

Description: Conducting exit interviews with departing employees can provide valuable insights into reasons for leaving and overall commitment levels.
Questions:
1. "What prompted you to look for a new job?"
2. "What could the organization have done to keep you?"

8. Employee focus groups

Description: Focus groups allow for in-depth discussions and can uncover deeper insights into employee commitment and areas for improvement.
Format: Structured discussions facilitated by a moderator to explore specific topics related to commitment.

Tinjauan nadi pekerja:

Ini ialah tinjauan pendek yang boleh dihantar dengan kerap untuk menyemak pendapat pekerja anda tentang sesuatu isu dengan cepat. Tinjauan ini mengandungi kurang soalan (tidak lebih daripada 10) untuk mendapatkan maklumat dengan cepat. Ini boleh diberikan secara berkala (bulanan/mingguan/suku tahunan).

Pertemuan satu lawan satu:

Mengadakan mesyuarat berkala selama sejam untuk sembang tidak rasmi dengan setiap ahli pasukan ialah cara terbaik untuk memahami apa yang berlaku dengan mereka. Memandangkan ia adalah perbualan yang selamat dan peribadi, ia membantu anda mendapatkan butiran yang lebih baik tentang sesuatu isu.

eNPS:

eNPS (skor Promoter Bersih pekerja) ialah salah satu cara paling mudah lagi berkesan untuk menilai pendapat pekerja anda tentang syarikat anda. Ia termasuk satu soalan menarik yang mengukur kesetiaan. Contoh soalan eNPS termasuk: Sejauh manakah anda mengesyorkan syarikat kami kepada orang lain? Pekerja menjawab tinjauan eNPS pada skala 1-10, di mana 10 menandakan mereka 'berkemungkinan besar' mengesyorkan syarikat dan 1 menandakan mereka 'sangat tidak mungkin' mengesyorkannya.

Berdasarkan maklum balas, pekerja boleh diletakkan dalam tiga kategori berbeza:

Penganjur
Pekerja yang telah bertindak balas secara positif atau bersetuju.
Pengkritik
Pekerja yang telah bertindak balas secara negatif atau tidak bersetuju.
pasif
Pekerja yang kekal neutral dengan jawapan mereka.

Terokai cara Empuls boleh membantu organisasi anda