Workplace Autonomy and Organizational Commitment

This assignment examines the impact of workplace autonomy on organizational commitment. It involves conducting statistical analyses using independent samples tests (t-tests) to compare means and Levene's test for equality of variances. The study investigates potential relationships between autonomy, commitment, and demographic factors like sex, comparing groups to determine significant differences.

ORGANIZATIONAL COMMITMENT LEVEL AND
AUTONOMY LEVEL IMPACT ON EMPLOYEE
TURNOVER

ABSTRACT
Employee turnover is one of big problem that is faced almost by all sort of organizations
irrespective of size (Byrne, 2005). There are number of reasons due to which employees leave
their job from organization. Low commitment towards organization and less autonomy are one
of these reasons (Cohen and Golan, 2007). In the current report these factors are taken in to
account that affect employee turnover intentions. Variables autonomy and turnover intention
have significant impact on turnover intentions because if less autonomy is given employees do
not find company as best place to work and their commitment level reduced which lead to
increased employee turnover at workplace. Hence, firms must ensure that free and good working
environment is provided to the employees at workplace and sufficient autonomy is given to
them.

INTRODUCTION
Employee turnover refers to the voluntary separation of the workers from their course of
employment. In other words, number of workers who decides to leave their job due to varied
reasons such as payoffs, less growth & promotional opportunities, poor relationship with
colleague, senior’s rude behavior, unbalanced work-life, misalignment and others. Over the past
few years, HR professionals are experiencing managerial issue of high staff turnover throughout
the world (Hancock and et.al., 2013). High staff turnover have damaging effect on the
organizational effectiveness i.e. high replacement, less productivity, less staff morale, high cost
of training, diminished loyalty and declined bottom line results. Employee turnover is increasing
at rapid in pace in many companies across globe. It is observed that employees are not satisfied
from their job and level of understanding is not build up among employees and management
(Masemola,, 2011). Due to this reason employee turnover is increasing at rapid pace across
globe. There is need to take strict action in order to handle situation. In the current report
different variables like employee turnover and organizational commitment as well as autonomy
are analyzed to draw useful conclusions. In many researches that are conducted earlier it is
identified that lack of autonomy at workplace motivate employees to leave their job from an
organization (Byrne, 2005). Hence, it is very important for firms to make employees comfortable
on job so that their satisfaction level can be increased and situation can be improved to great
extent. In researches conducted earlier it is identified that employee turnover is heavily affected
by level of autonomy given to them at workplace. There are many companies where strict rules
are developed and same are followed even employee face some specific problem. All these
things demotivate employees from doing job in the specific organization. Hence, it can be said
that lack of autonomy trigger thought of leaving a job from organization in mind of employees at
workplace. All these things also affects commitment level that employees have towards the
business firm. With decline in commitment level turnover intention also increase among
employees at workplace. In the current report varied analytical tools will be applied on data to
identify relationship among different variables. On the basis of analysis of results it will be
identified that what are the factors that have huge impact and play an important role in
motivating employees to leave their job.

Research hypothesis
Regression analysis
H0: There is no significant mean difference between employee turnover and autonomy as well as
organization commitment.
H1: There is significant mean difference between employee turnover and autonomy as well as
organization commitment.
T test
H0: There is no significant mean different between different levels of autonomy across sample
units in terms of gender.
H1: There is significant mean different between different levels of autonomy across sample units
in terms of gender.
H0: There is no significant mean difference between employee turnover and autonomy as well as
organization commitment.
H1: There is significant mean difference between employee turnover and autonomy as well as
organization commitment.
H0: There is no significant difference among sample units in terms of gender in respect to
commitment level that they have towards firm.
H1: There is significant difference among sample units in terms of gender in respect to
commitment level that they have towards firm.

METHOD
Research design: Research design are the one of the most important component of any research
study. It basically refers to different approaches like exploratory, experimental and descriptive
research design. In the present research study exploratory research design is used because in the
present research study scientific method is used for data analysis.
Independent and dependent variables: Dependent variable is employee turnover and
independent variables are organization commitment and autonomy. In the current research study
SPSS statistical tool will be applied on data set and regression as well as t test are applied on data
set. In SPSS variables are taken which are employee turnover, organization commitment and
autonomy at workplace. Independent variables are commitment and autonomy levels that have
some extent have impact employee turnover as independent variables are organization
commitment and autonomy (Cohen and Golan, 2007). There is interrelationship among these
variables and due to this reason it is possible to develop hypothesis.
Way in which specific number of participant’s recruited: There is sample of totally 368
respondents and all of them were recruited from specific company. In this regard first of all
permission was taken from the manager and on that basis on specific time data was collected
from these sample units.
Research procedure: In order to conduct research questionnaire was given to respondents and
received facts were tabulated in SPSS software. Further data analysis carried out and by doing
research was done.

RESULTS
Data screening
Tests of Normality
Kolmogorov-Smirnova Shapiro-Wilk
Statistic df Sig. Statistic df Sig.
Turnover
Intentions .091 368 .000 .964 368 .000
a. Lilliefors Significance Correction

Data is not normally distributed as value of level of significance is 0.00. Hence, there is absence
of normality from data.
Figure 1Clustered bar chart of sex and autonomy as well as organization commitment
It can be seen from the chart given above that in terms of sex there is no difference among males
and females as bars are touching same heights. Hence, it can be said that almost similar results
are obtained from male and female in respect to autonomy and organizational commitment. On
gender basis analysis is conducted because usually in research studies at initial stage by
considering demographic factors analysis process is initiated.

Two way ANOVA
H0: There is no significant mean difference between autonomy and organization commitment in
terms of employee turnover.
H1: There is significant mean difference between autonomy and organization commitment in
terms of employee turnover.
Interpretation
Value of level of significance is 0.093>0.05 in case of autonomy which reflect that there
is no significant mean difference between different category of autonomy in respect to dependent
variable turnover intentions. In case of organization commitment level significant difference is
observed as value of level of significance is 0.05 and it can be said that different results are
obtained in respect to turnover intentions in respect to varied level of commitment that
employees have towards the firm. Overall value of level of significance is 0.013<0.05 which is
indicating that with change in autonomy and commitment level high rate of change comes in
turnover level among employees. Descriptive statistics results are reflecting that at high
autonomy level relative to moderate and low autonomy by considering varied level of
organization commitment level high rate of variation comes in turnover intentions of individuals.
Regression analysis
H0: There is no significant mean impact of autonomy and organization commitment on
employee turnover.
H1: There is significant mean impact of autonomy and organization commitment on employee
turnover.
In respect to first hypothesis regression analysis is done and by doing so it is identified that what
sort of impact autonomy and commitment level have on employees turnover. In case of first
hypothesis it can be observed that there is one dependent variable which is employee turnover
and independent variable is autonomy and organization commitment. Hypothesis is tested
whether there is significant mean difference between dependent and independent variables.
Results are reflecting that value of statistics are [R=0.224, R Square= 0.47] which means that
with change in independent variable which are organization commitment and autonomy 22%
variation comes in employee turnover. There is moderate relationship between employee

turnover and independent variables as value of R is 0.47. This means that with change in
independent variables only moderate change comes in dependent variable. In the research studies
that were conducted earlier it was also commonly identified that autonomy and organization
commitment are the factors that have impact on the leaving intentions that comes in mind of
individuals. However, significant difference is observed between both sort of variables
[P=0.00<0.05] (regression analysis results) and on this basis it can be said that with change in
independent variables huge variation comes in dependent variables. In order to measure impact
of independent variables which are autonomy and organization commitment in detail on
employee’s turnover beta value can be considered. It can be seen in regression table that beta
value for autonomy is [B=-0.543] and same for organization commitment variable is [B=-0.853].
Facts clearly revealed that in case of increase in commitment level employee turnover will
decline by -0.853 points and same will decline in case of autonomy by -0.543 points. Hence, it
can be said that if autonomy and commitment level will get improved turnover will reduce at
workplace.
T test
Autonomy and gender
H0: There is no significant mean different between different levels of autonomy across sample
units in terms of gender.
H1: There is significant mean different between different levels of autonomy across sample units
in terms of gender.
Independent sample t test results are clearly reflecting that there is no significant mean
difference between dependent and independent variables as value of alpha is [P=0.256>0.05]
followed by mean and standard deviation for male is [M=2.36, SD=0.75] and same for females
is [M=2.27, SD=0.75]. In case of male and female autonomy is deviating exactly at same rate
and there is little difference in mean value. It can be said that there is no big gap between mean
and standard deviation value across both male and female. Hence, null hypothesis accepted. In
research studies that were conducted in past time period also same thing was observed that
across male and female there is same level of autonomy that is given to them at workplace.
Hence, impact of autonomy on leaving intentions may also be same across gender groups.

Commitment level and gender
H0: There is no significant difference among sample units in terms of gender in respect to
commitment level that they have towards firm.
H1: There is significant difference among sample units in terms of gender in respect to
commitment level that they have towards firm.
In third hypothesis an attempt is made to identify whether there is difference in level of
organization commitment across different categories of gender. In this hypothesis also T test is
applied to identify difference between genders in terms of commitment level they have towards
firm. Value of level of significance is [P= 0.09>0.05] which means that there is no significant
mean difference between male and female in respect to organization commitment. Past time
period researches also revealed same facts that commitment level almost remain same across
gender in an organization towards job and company. This is because commitment that individual
have towards job depend on work culture and sort of work which both category of gender are
equally observed. On this basis, it can be said that null hypothesis accepted. Mean and standard
deviation in case of male is [M=2.37, SD=0.631] and same in case of female is [M=2.20,
SD=0.67]. Here, also any big gap is not observed between male and female in respect to mean
and standard deviation value in respect to organizational commitment.
DISCUSSION
Results are clearly depicting that in case autonomy increased on job to the employees
then surely decline will be observed in employee turnover rate. Organization commitment have
much higher impact on employee turnover intentions then autonomy factor. Thus, firm must
focus more on organization commitment level factor that is among employees then autonomy.
This does not mean that autonomy factor must be completely ignored, but due attention need to
be paid on organization commitment level then autonomy. Firm must take serious actions so that
employee’s commitment level towards organization can be improved to great extent as much as
possible. In this regard succession planning of employees can be done and they can be promoted
to higher designations. Performance recognition can be done to improve employee’s
performance.

This result obtained because autonomy is equally given to employees at workplace and
no difference is made in respect to male and female. Hence, there are larger chances that similar
results are obtained between male and female. Thus, it can be said that instead of focusing on
gender firm must try to improve autonomy that is given to employees at workplace. It must also
ensure that autonomy is given to employees in proportion to responsibility they are performing
on their job. Delegation of higher autonomy may negatively affect business firm. Usually,
employees associated autonomy with their self-respect and their rights. Often, people prefer to
work in environment where they can freely work with freedom. If restrictions are imposed on
them they feel demotivated at workplace and bonding between organization as well as
employees does not developed. Hence, if else where employees get opportunity they leave job
from firm. Thus, it become necessary for the firm to give sufficient autonomy to employees at
workplace.
This means that commitment level towards organization is same among males and
females. However, it is slightly higher in case of male then females. Organization commitment
level is same across both groups because there are number of factors that play an important role
in developing organization commitment. In current research study components of organization
commitment are low, medium and high organization commitment. Almost there are similar
trends across both male and female in respect to organization commitment and they may have
same response on asked question. Results obtained are reflecting that situation may not come in
existence where male seem to have strong commitment level towards organization and females
have less commitment towards same. Either both will have strong commitment, moderate or
lower commitment towards firm. In case it is identified that there is low commitment of
employees towards firm then in that case employee turnover will surely increase as reflected by
results of regression. In simple terms it can be said that employee commitment is dependent on
sort of environment that employees received at workplace and perception that they formed about
organization. If employees will feel good environment and will have positive perception about
firm surely will feel attachment to the firm and commitment towards firm will be high. Hence,
creation of good atmosphere at workplace must be manager’s top priority to control employee
turnover.

Critique of study
Study can be criticize on ground that in same analysis of factors is not done that have
impact on commitment level of individuals and availability of autonomy at workplace. If same
things will be included in research study then comprehensive analysis was possible to be done.
Recommendation for research
It is recommended that data must be gathered in respect to factors that lead to
development of commitment level of individuals and factors due to which employees feel that
sufficient autonomy is given to them at workplace. By doing so in detail research can be carried
out.

.
REFERENCES
Books and Journals
Byrne, Z.S, 2005. Fairness reduces the negative effects of organizational politics on turnover
intentions, citizenship behavior and job performance, Journal of Business and
Psychology. 20. 175–200.
Cohen, A. and Golan, R., 2007. Predicting absenteeism and turnover intentions by past
absenteeism and work attitudes. An empirical examination of female employees in long
term nursing care facilities, Career Development International. 12. 416–432.
Hancock, J.I. and et.al., 2013. Meta-analytic review of employee turnover as a predictor of firm
performance. Journal of Management. 39(3). pp.573-603.
Online
Masemola, S, E., 2011. [PDF]. Employee turnover intentions, organizational commitment and
job satisfaction in a post-merger tertiary institution: the case of the University of
Limpopo. Available through:< http://ul.netd.ac.za/bitstream/handle/10386/484/SE
%20Masemola%20%28200405486%29%20Mini%20-dissertation_Redacted.pdf?
sequence=3&isAllowed=y>. [Accessed on 27th September 2017].

APPENDIX
Two way ANOVA
Descriptive Statistics
Dependent Variable: Turnover Intentions
Autonomy in the
workplace
Organisational
Commitment
Mean Std.
Deviation
N
Low Autonomy
Low Org Com 5.4091 1.39417 22
Medium Org Com 4.9808 1.38189 26
High Org Com 4.8125 1.70171 16
Total 5.0859 1.46806 64
Medium Autonomy
Low Org Com 5.8750 .97991 12
Medium Org Com 3.8608 1.36564 79
High Org Com 3.3226 1.32633 31
Total 3.9221 1.48271 122
High Autonomy
Low Org Com 4.8750 2.15058 8
Medium Org Com 3.9054 1.37909 74
High Org Com 2.8500 1.59624 100
Total 3.3681 1.64507 182
Total
Low Org Com 5.4405 1.47004 42
Medium Org Com 4.0419 1.42003 179
High Org Com 3.1633 1.66054 147
Total 3.8505 1.67713 368
Tests of Between-Subjects Effects
Dependent Variable: Turnover Intentions
Source Type III Sum
of Squares
df Mean Square F Sig.
Intercept Hypothesis 3760.346 1 3760.346 78.258 .003
Error 150.619 3.135 48.050a
Autonomy_LMH Hypothesis 43.941 2 21.971 3.960 .093
Error 27.737 4.999 5.548b
OrgCom_LMH Hypothesis 75.115 2 37.557 6.036 .055
Error 27.303 4.388 6.222c
Autonomy_LMH *
OrgCom_LMH
Hypothesis 27.384 4 6.846 3.216 .013
Error 764.264 359 2.129d

a. .998 MS(Autonomy_LMH) + .834 MS(OrgCom_LMH) - .723 MS(Autonomy_LMH *
OrgCom_LMH) - .108 MS(Error)
b. .725 MS(Autonomy_LMH * OrgCom_LMH) + .275 MS(Error)
c. .868 MS(Autonomy_LMH * OrgCom_LMH) + .132 MS(Error)
d. MS(Error)
Hypothesis 1
Variables Entered/Removeda
Model Variables
Entered
Variables
Removed
Method
1
Organisational
Commitment,
Autonomy in
the workplaceb
. Enter
a. Dependent Variable: Turnover Intentions
b. All requested variables entered.
Model Summaryb
Model R R Square Adjusted R
Square
Std. Error of
the Estimate
1 .473a .224 .219 1.48179
a. Predictors: (Constant), Organisational Commitment, Autonomy
in the workplace
b. Dependent Variable: Turnover Intentions
ANOVAa
Model SS df MS F Sig.
1 Regression 230.852 2 115.426 52.569 .000b
Residual 801.428 365 2.196

Total 1032.280 367
a. Dependent Variable: Turnover Intentions
b. Predictors: (Constant), Organisational Commitment, Autonomy in the workplace
Coefficientsa
Model Unstandardized Coefficients Standardized
Coefficients
t Sig.
B SE Beta
1
(Constant) 7.021 .319 22.029 .000
Autonomy in the
workplace -.543 .110 -.244 -4.950 .000
Organisational
Commitment -.835 .126 -.328 -6.650 .000
a. Dependent Variable: Turnover Intentions
Residuals Statisticsa
Minimum Maximum Mean Std. Deviation N
Predicted Value 2.8844 5.6419 3.8505 .79311 368
Residual -3.55497 3.61562 .00000 1.47774 368
Std. Predicted Value -1.218 2.259 .000 1.000 368
Std. Residual -2.399 2.440 .000 .997 368
a. Dependent Variable: Turnover Intentions
Charts

Hypothesis 2
Group Statistics
Sex N Mean SD SEM
Autonomy in the
workplace
Male 174 2.3678 .75441 .05719
Female 194 2.2784 .75140 .05395
Independent Samples Test
Levene's
Test for
Equality of
Variances
t-test for Equality of Means
F Sig. t df Sig. MD SED 95% CI

(2-
tailed)
Lower Upper
Autonomy
in the
workplace
Equal
variances
assumed
.146 .703 1.13
8 366 .256 .0894
7
.0786
0
-.0651
1
.2440
4
Equal
variances
not
assumed
1.13
8
361.37
4 .256 .0894
7
.0786
2
-.0651
5
.2440
8
Hypothesis 3
Group Statistics
Sex N Mean Std. Deviation Std. Error
Mean
Organisational
Commitment
Male 174 2.3793 .63138 .04787
Female 194 2.2010 .67202 .04825
Independent Samples Test
Levene's
Test for
Equality of
Variances
t-test for Equality of Means
F Sig. t df Sig.
(2-
tailed)
MD SED 95% CI
Lower Upper
Organisationa
l Commitment
Equal
variances
assumed
.297 .586 2.61
4
366 .009 .1782
8
.0681
9
.0441
8
.3123
8