Analysis of the components of commitment and their influence on employee turnover: a case study of Teachers Service Commission of Kenya
High commitment expresses willingness to contribute to the environment as part of a belief in common values and goals. Job involvement expresses a partnership of values and organizational goals and a desire to support the organization in order to achieve the same goals. (Robinson, Porporino, and Simourd, 1992). The Teachers Service Commission is a state corporation established by an act of parliament cap 212 in 1967 and mandated to register, recruit, remunerate, deploy, discipline teachers and maintain teaching standards in public schools and tertiary institutions. The Commission manages all the teachers in public schools estimated at 245,000. The Commission has its headquarters in Nairobi with District offices all over the Republic. The Commission has experienced a high labour mobility in recent years and hence this research aims to establish whether this may be as a result of the various components of commitment. The components of commitment that this research analyzed are Protestant Work Ethic which is an individuals' beliefs and value system, Job involvement which is readiness to invest personal resources in the job, Career Commitment which is a wish to develop and advance one's career, Continuance commitment which is the cost and benefit analysis of the employment relationship, and Affective Commitment which is the employees emotional attachment to the organizations goals and values vis-a-vis employee turnover both internally and externally. The study was conducted on secretariat staff at the Teachers Service Commission and adopted a stratified research technique. Data used was both primary and secondary data. Primary data was collected using questionnaires while secondary data was used to augment, supplement and authenticate the validity of primary data collected. Data was analyzed using descriptive statistics percentages, proportions, frequency tables, standard deviation and measures of central tendency. Readiness in exerting considerable effort on behalf of the Commission, quality of supervision in the Commission, satisfaction with accomplishment in his/her career and employee desire to remain employee of the Commission were the most important variables being analyzed as found in the study, in which the Commissions' management recognized employees commitment. The study concluded that work environment (inadequate space, congestion in some offices, and noisy open offices) affects the respondent's duty performance. The study recommended that in order to enhance employee commitment at the Commission, the organization should understand what factors affect employee commitment and also how they influence the labour turnover and it should also be able to address these issues appropriately.