| dc.description.abstract | Terms of employment (also referred to as terms and conditions of service) are important
for employee engagement and commitment because they provide clarity of knowledge of
remuneration as
well as other additional benefits, working conditions, location of the job
as well as the organization‟s values, mission and vision, Torrington et al(2008).
This
research investigated the effects of terms of employment on employee engagement and
employee
commitment in Coffee Board of Kenya. The objective of the study was to
establish the effects of terms of employment on employee engagement and employee
commitment in Coffee Board of Kenya.
Terms of employment are important in any
organization as it helps
in enhancing employee engagement and employee commitment.
This study adopted a descriptive survey design in the investigation of the effects of terms
of employment on employee engagement and employee commitment
and also used
regression analysis to analyze
data
. The study used primary data.
The population
comprised of all the fifty employees of Coffee Board of Kenya.
The finding of
the study
revealed
that inadequate compensation of overtime hours worked impact
ed
negatively on
employee engagement and employe
e commitment. The organization
did not
encourage
sharing of information, knowledge and resources;
however
it provided
opportunities for
employees to learn and grow thus improving employee engagement. Employee
commitment was evidenced by the respondents‟ lo
yalty to the organization and the fact
they felt they owe a great deal to the organization. Well defined terms of employment
yields to greater employee engagement and employee commitment in an organization.
The study also revealed that the employees had du
lly signed contracts. The researcher
recommended that Coffee Board of Kenya, needs to come up with more strategies that
will boost employee commitment since there are quite a number of employees who do
not feel the sense of belonging to the organization a
nd also who feel that the Board‟s
problems are not their own thus portraying some degree of non
-
commitment. It was also
recommended that the Board should relook at its leadership style and management style
with an aim of building trust in its employee‟s t
hus boosting employee engagement and
employee commitment. Sharing of information, knowledge and resources is highly
recommended and this can be achieved by open communication forums. Terms of
employment should be well spelt out in such a way that the emplo
yee‟s personal values
are in sync with the organizations as well as transparency and integrity. The Board should
also come up with Human Resource Strategies that support employee engagement and
employee commitment.
Overtime allowance
and medical
cover shou
ld be
adequately
paid for | en_US |
