MASTER OF HUMAN RESOURCE MANAGEMENT

INSTITUTE OF HUMAN RESOURCE ADVANCEMENT

UNIVERSITY OF COLOMBO

Factors effecting work place commitment of

development officers in Akkaraipattu Divisional 
Secretariat.

T.M.M.ANZAR
MHRM/12/2022/07
 Brief Introduction

•Workplace commitment is a crucial aspect of organizational performance and employee

engagement.
•Understanding the factors that influence workplace commitment is essential for effective
management and fostering a positive work environment.
•This research focuses on the factors that affect workplace commitment specifically
among development officers in Akkaraipattu Divisional Secretariat.
•The aim of this research is to explore and identify the key factors that contribute to or
hinder workplace commitment in this specific context.
•By examining these factors, we can gain insights into the dynamics of workplace
commitment and develop strategies to enhance commitment levels among development
officers.
 Problem Statement

The problem of lack of workplace commitment among

development officers in Divisional Secretariat,
Akkaraipattu has been identified as a significant obstacle
to achieving the development objectives of the division.
 Objectives 
Main Identify the factors that affect the workplace commitment of
Objective Development Officers in Divisional Secretariat, Akkaraipattu.

1. Identify the Challenges faced by the development officers in Divisional

Secretariat, Akkaraipattu and its impact on workplace commitment.
Other Objectives

2. Asses the role of Job satisfaction in promoting workplace commitment among

Divisional Secretariat, Akkaraip attu.
3. Investigate the impact of organizational culture on the workplace commitment
of development officers in Divisional Secretariat, Akkaraipattu.
4. Analyze the role of leadership style in shaping the workplace commitment of
development officers in Divisional Secretariat, Akkaraipattu.
5. Provide recommendation to improve workplace commitment among
development officers in Divisional Secretariat, Akkraipattu.
 Summary of Literature review 
• Workplace commitment has been identified as a crucial factor in ensuring
organizational success and employee well-being.

• Graduates are one of the most valuable human resources of a nation with a higher
social standing. They must perform duties at the medium or upper levels of
management that benefit society in a variety of ways.

• In the public sector of Sri Lanka, Divisional Secretariat is a key administrative unit
responsible for delivering services to the public and implementing government
policies and programs at the local level.

• The development officers working at Divisional Secretariats play a vital role in

facilitating development activities and addressing the needs of the local community.
 Summary of Literature review 

Workplace Commitment Factors That Affect Workplace Commitment

1 Affective Commitment Job Satisfection Fairness & Equity

Affection for the Organization

Organizational Culture Job Security
2 Continuance Commitment

Fear of Loss Role Ambigity Job Control

3 Normative Commitment Leadership Communication

Sense of obligation to stay

Recognisition &Reward Personal Values & Beliefs
Employee commitment is the degree
to which the employee feels devoted
Career Development Opt Work-Life Balnce
to the organization (Akintayo, 2010).
 Summary of Literature review 
Research Gap

Although the concept of workplace commitment has been widely studied, there
is limited research on the factors that contribute to workplace commitment
among Development Officers in Divisional Secretariats. Therefore, there is a need
to investigate the factors that affect workplace commitment in this specific
context. Specially there is a need to explore the unique challenges faced by
Development Officers in DS , Akkaraipattu and how these challenges impact their
workplace commitment.
Methodology  Conceptual Framework

Independent Variables
Dependent Variable
 
Affecting Factors
Employee Commitment
Organizational Culture
Affective Commitment
Job Satisfaction
Continuance Commitment
Employee Engagement Normative Commitment

Leadership Style

Recognition and Reward

Methodology  Data Collection

• The primary data for this study will be collected using a structured questionnaire.

•The questionnaire will consist of two sections. The first section will collect
demographic data such as age, gender, education level, and years of experience. The
second section will collect data on the factors affecting workplace commitment.

•The factors affecting workplace commitment will be measured using a Likert scale.

•The questionnaire will be pretested before the actual data collection. The data will be
collected in person by the researcher.
Methodology  Population & Sample
• The population of interest for this study is all development officers in divisional
secretariat, Akkaraipattu.

• The sample will be selected using a simple random sampling technique.

• A sampling frame will be obtained from the divisional secretariat, Akkaraipattu,

which will include the names of all development officers in the organization.

• The data were collected randomly to represent each employee according to the
sample size 80 out of 97.

• The data were collected from various departments within the Divisional
Secretariat.
Methodology  Data Analysis

•The data collected through the printed questionnaire will be analyzed using
descriptive statistics such as frequencies, percentages, means, and standard
deviations.

•The data will also be analyzed using inferential statistics such as correlation and
regression analysis. The data will be analyzed using SPSS software.
 Ethical Considerations &
Methodology 
Limitations
 
The study will be conducted in accordance with ethical principles and guidelines.
Informed consent will be obtained from all participants before data collection.
Participation in the study will be voluntary and participants will have the right to
withdraw from the study at any time. The confidentiality of participants will be
maintained throughout the study.  

The limitations of this study include the sample size and the use of a self-reported
questionnaire. The sample size is limited to 80 development officers, which may not
be representative of the entire population. The use of a self-reported questionnaire
may also be subject to response bias
Data presentation and
analysis  Descriptive Statistics
Data presentation and
analysis  Descriptive Statistics
Data presentation and
analysis  Reliability Statistics

No Variables No of Items Cronbach’s Alpha

1 Employee Commitment 15 .783

2 Organization Culture 2 .761

3 Job Satisfaction 2 .783

4 Leadership Style 2 .747

5 Employee Engagement 2 .747

6 Recognition and Reward 2 .857

Data presentation and
analysis  Correlation Analysis
Data presentation and
analysis  Regression Analysis
 Conclusion and Implications 

Divisional Secretariat, Akkaraipattu take steps to improve job satisfaction,

provide organizational support and recognition, promote work-life balance, and
Findings

adopt a supportive and empowering leadership style. By doing so, the

organization can create a positive work environment that fosters commitment
and engagement among its employees, ultimately leading to increased
productivity and success.

The implications of these findings are significant for the Divisional Secretariat,
Akkaraipattu. To increase the workplace commitment of development officers,
Implication

the organization should focus on improving job satisfaction, providing

organizational support and recognition, promoting work-life balance, and
adopting a supportive and empowering leadership style. By taking these steps,
the organization can create a positive work environment that fosters
commitment and engagement among its employees.
Conclusion and Implications  Recommendation

1. The organization should conduct regular employee satisfaction surveys to identify

areas of improvement and track progress over time.

2. The organization should provide training programs for managers and supervisors
to promote supportive leadership styles and improve communication with
employees.

3. The organization should establish formal recognition programs to acknowledge

and reward employee contributions and achievements.

4. The organization should establish a mentorship program to provide guidance and

support to new employees and help them develop their skills and career paths.
 Direction for Future
Conclusion and Implications  Studies

1. A longitudinal study could be conducted to examine the changes in workplace commitment

over time and identify the factors that contribute to these changes.
 
2. A comparative study could be conducted to compare the workplace commitment of
development officers in different divisions or organizations and identify the factors that
differentiate them.

3. A qualitative study could be conducted to explore in-depth the experiences and perceptions of
development officers regarding their workplace commitment and the factors that influence it.
 
4. A study could be conducted to examine the impact of workplace commitment on
organizational outcomes such as productivity, employee turnover, and customer satisfaction.
 
5. A study could be conducted to explore the cultural factors that influence workplace
commitment among development officers in different regions or countries.
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THANK YOU SO MUCH