Research Proposal: Employee Commitment in Non-Profits

This research proposal investigates techniques for managing employee commitment and expectations within non-profit organizations, particularly in the context of the UAE. The introduction highlights the challenges in employee management within this sector, emphasizing the significance of non-financial methods. The literature review explores employee commitment in UAE, contrasting public, private, and semi-public sectors, and identifying tools and techniques used by private sector organizations. The research methodology section outlines a critical realism philosophy, mixed-methods data collection (interviews and surveys), and thematic analysis. The research objectives aim to identify ways non-profits can manage employee expectations and ensure higher commitment. The proposal includes a Gantt chart for project timelines and references relevant literature on employee management and organizational behavior. The study aims to provide insights into enhancing employee satisfaction and productivity within non-profit organizations by exploring non-financial strategies.

Running head: RESEARCH PROPOSAL
RESEARCH PROPOSAL
Topic : Techniques wherein a non-profit company manages employee commitment and
expectations
Name of the student
Name of the university
Author note

1RESEARCH PROPOSAL
Introduction
The issue of employee management for the non-profit organizations have been one of the most challenging
aspects that have remained largely low researched areas. Rate of attention paid to the research on the techniques
of managing the expectations of the employees have been remained low due to the fact that managing the
employees have been mostly related to the financial tools(Alifianty et al. 2016. It is the role of the organisation
to ensure that the employees are engaged in a satisfactory manner. However other than the financial tools of
ensuring employee management, there are number of other methods to ensure higher motivation for the
employees. For example, the notion of reaffirmation of the employees motivations with that of the employer’s
mission is important to create the generate value for both of the parties(Braimah 2016). Moreover other than
then financial tools and technique of employee management, the impact of employees having the opportunity of
developing their skills and career advancements are one of the factors that contribute to the development of
higher motivation and fulfilment of expectations (Dalkrani et al.2018). The paper will be analysing the issue of
the non-financial management of the employee management in terms of fulfilling their expectations. In
particular it will be highlighting the need of understanding the tools and techniques employed for the purpose of
ensuring higher customer expectations and commitment in the workplace.
Scope of the research
This research is expected to highlight the factors of emotional satisfaction of the employees in order to
understand the contribution it makes for the employees in the given context of the organization. This research
will be highlighting the fact that management of the employee satisfaction is the key to higher productivity of
the company as well as creating the value for the company that their organization cares about their growth and
development. Hence this paper will be analysing the issue on the content of the non-profit organization in the
context of UAE.
Literature review
Methods of enhancing employment commitment and expectations in the context of UAE
According to researches, the issue of employee commitment is the context of UAE can be understood in three
different sectors of public, private and the semi-public organizations. This has been observed that the public
and semi-public organizations have lacked the required infrastructure for ensuring higher commitment of the
employees, while in case of the private sector organizations, it has resulted in the higher satisfaction of the
employees(Gupta et al. 2016). It seems that employees had less interactions with the management which led to
the lacking in recognition of the good work of the employees(Ishizaka et al. 2016). This has also be noted that
the private sector organizations have lacked the important tools and techniques for managing the employee
commitment and they have been offered lesser career development opportunities which is why the Emiratis are
choosing the option of joining the semi-public or private organization for the purpose of having higher
satisfaction and fulfilment of their expectations in relation to the public organization. In case of the tools and
techniques employed by the private sectors organizations, it has been observed that companies in the private
sector have looked into the deeper issue of satisfaction of the employees in the context of the

2RESEARCH PROPOSAL
organization(Jaworski et al. 2018). The term “employee commitment” has been defined as the process of
developing the bond sharing between the employees and the organization.
Non-profit organizations and employee management
It has been previously observed that meeting the employee expectations and the enhancing their level of
commitment is one of the issues that differs between the profit and non-profit organizations. In case of the
second types of organization, the primary aspect of creating trust and building the relationship of empowerment
for the employees and the organization. It is management of empowerment and value creation for the
employees and the organization(Gupta et al. 2016). According to the survey research, it has been observed non-
profit organizations ensure higher commitment of the employee by letting them engage in the work to a greater
extent (Nikpour 2017). In addition to this, it has been observed that there is a growing need of new expectations
of the employees within the workplace which is one of the reasons for equipping the managerial infrastructure
with new techniques and tools(Gupta et al. 2016).Enhanced level of expectations in the charitable services is
expected to be transparent, accountable and deliver positive results. However in case of the employee
engagement, it does not align with the charity needs of the organization. It is also important to understand the
fact that monetary factors are not the only ways of ensuring employees commitment and satisfaction in
organization instead it is more important to recognise the right talent in the context of the
organization(Nikpour 2017). Recognition of works has been proved to be the positive contributor to the
development of higher satisfaction of the customers. According to the Jeffrey Pferrer of the Standard University
says that recognition is one of the most important aspects of ensuring higher commitment and the average
percentage of the same ranges between 30-50%( Gupta et al. 2016). Recognition of works in the workplace is
likely to make positive contribution to the same. Moreover the issue of employee management requires the
guidance of an effective leader. According to the theory of new leadership, it has been identified that self-
regulated systems has led to the failure of business at the global scale and there is a need to develop responsible
leadership (Smith et al. 2010). The expectation from the new leader is to manage social, economic, national,
regional opportunities and challenges. According to the Global fitness framework, the aim is to cater to the
global challenges by understanding the individual strength, stamina and suppleness of the members of the
society (Smith et al. 2007).
It has been observed that there is an existing gap in the present literature of the management of the human
capital in the context of the non-profit organization. It has been further noted that the issue of understanding the
employee satisfaction and meeting their expectations in the context of the non-profit organisations are limited
since they are options for monetary options are also restricted, it is essential to develop number of alternatives
for the purpose of managing employee commitment (Gupta et al. 2016).
Research methodology
Research philosophy
Research philosophy provides the framework for the purpose of conducting the study in detail. There are
three different phis, namely, realism, positivism and interpretivism. Under the realism philosophy, the analysis
is based on the empirical data. However the data is not always reflective of the objective reality since it seems to

3RESEARCH PROPOSAL
differ between the respondents (Smith 2015). It is also significant to consider that under the philosophy of
critical realism, such facts and data may not be able to provide the tight set of analysis due to the fact that such
data sets and facts may be constructed which is likely to impact the final results since the researcher has higher
chances of being subjected to biased understanding of the same (Panneerselvam 2014. One of the advantages of
this research philosophy is that the researcher is independent and detached which is impacting for conducting
the research in a value free manner (Smith 2015). Considering the advantages of the philosophy of critical
realism this research philosophy will be depending on the critical realism framework to complete the study.
Data analysis technique
For the purpose of analysing the quantitative data, the survey results will be converted into different themes
under the given topic. The advantage of this data analysis method will be undertaking the comprehensive
method of data derivation. For the purpose of this research, it will completed by undertaking the thematic
analysis since it offers the option of selecting the right choice and on the available different themes under the
umbrella topic. This is further important for the purpose of making the definite correlation between the relevant
theory and the outcome of the data derived (Simonsohn et al. 2017).
Data collection method
This study will be undertaking the mixed method of quantitative and qualitative data collection. Under the
qualitative method of data collection, this research will be adopting the interview method of data collection in
order to derive the primary data(Vaioleti et al. 2016). However it is significant to note that primary data
collection is not sufficient for the purpose of bringing the desired outcome, it is also important to derive data
from the relevant literature of the issue of employee’s commitment. For the secondary data collection method,
important journals and books will be referred in to understand the opinion of the scholars. In addition to this,
this study will be depending on quantitative method of data collection. Under this framework questionnaire and
survey will be conducted in order to derive the result since it is important to understand the extent of employee
commitment and satisfaction in the context of UAE.
Sampling size
For the purpose of bringing out the best result in this regard, it is essential to undertake face-to-face interview of
five employees of one of the chosen companies(Smith 2015). These interviews will be helpful in deriving the
first-hand knowledge in the issues. In case of the questionnaire, the chosen sample size will be inclusive of open
ended questions in order to make the right choice. For the purpose of the interview selection method, this will be
including the probability method of sample size choice while in case of the survey based questionnaire, study
will be completed undertaking some of the random sampling method.
Ethical considerations
There are number of ethical issues of the research process. Firstly, it will be ensured that confidentiality is
maintained throughout the process of the interview and the survey process. This will be done to avoid any
probable breach of law. However in case of the survey research, prior permission would be undertaken for the
purpose of conducting the research. Any form of unethical means will be avoided in the research study due to
the fact that the research is purely for the academic purpose and no discrepancy will be encouraged.

4RESEARCH PROPOSAL
Research objectives
 To recommend the ways in which non-profit organizations can manage their employee expectations
while also ensuring higher commitment of the employees?
Research questions
RQ1. What are the techniques employed for ensuring higher commitment of the employees in the non-profit
organizations?
RQ2.what are the non-financial methods of meeting the employee’s commitment to the job?
Conclusion
The aim of the paper has been to understand the relevance of conducting the study on the techniques of
managing employees commitment and expectations in the context of the non-profit organizations of UAE. It
has been observed that using unique technique like aligning the organizational values with that of the employees
of the organization have been one of the most challenging aspects for the non-profit organizations. There are
previous researches in the context of UAE that explains the factors that organizations use number of tools and
techniques in the public sector to ensure higher commitment of the employees, however there is scarcity of
information in understanding the non-financial ways of managing the employee commitment and managing
their expectations.. It is expected to complete the study within the given framework of time.

5RESEARCH PROPOSAL
Activities 1st
to 3rd
Week
4th
to 10th
week
11t
h to
13th
Week
14t
h to
17th
Week
18th
to 21st
Week
22
nd to
23rd
Week
24th
Week
Selection of the topic 
Data collection from
secondary sources
 
Creating layout 
Literature review   
Analysis and
interpretation of
collected data
  
Findings of the data  
Conclusion of the
study

Formation of draft  
Submission of final
work

Gantt chart
Created by the author

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Reference
Alifianty, S. and Susanty, A.I., 2016. Influence of employee stock option program and job
satisfaction on employee commitment (A Case Study of a Telephone Company in
Indonesia). Pertanika International Journal of Social Sciences and Humanities, 24, pp.215-
226.
Braimah, M., 2016. Internal marketing and employee commitment in the hospitality
industry. African Journal of Hospitality, Tourism and Leisure, 5(2), pp.1-22.
Dalkrani, M. and Dimitriadis, E., 2018. The Effect of Job Satisfaction on Employee
Commitment. International Journal of Business & Economic Sciences Applied
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2817.
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Meyer, J.P., 2016. Employee commitment: Looking back and moving forward. In Handbook
of employee commitment. Edward Elgar Publishing.

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Nikpour, A., 2017. The impact of organizational culture on organizational performance: The
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Organizational Leadership, 6, pp.65-72.
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