Examining the link between employee engagement, job satisfaction and organizational commitment among non-academic staff in UiTM Campus Samarahan and Campus Samarahan 2 / Fitri Fahiza Bunsu and Nur Atira Mohamad

This study delves into the complex interplay between employee engagement, job satisfaction, and organizational commitment among non-academic staff at UiTM Campus Samarahan and Campus Samarahan 2. The study on employee engagement, job satisfaction, and organizational commitment identifies gaps supported by evidence from literature reviews, encompassing theoretical, population, knowledge, and empirical gaps. The primary objective is to clarify the degree to which these elements are interconnected and impact the dynamics of the workplace. This cross-sectional study included 190 non-academic staff from UITM Cawangan Sarawak Campus Samarahan and UiTM Cawangan Sarawak Campus Samarahan 2. The participants were selected by stratified random sampling. The instrument was used for data collection using a self-administered survey questionnaire distributed physically to non-academic staff members at both UiTM campuses. The questionnaire consisting of four parts: socio-demographic background, work engagement-work and welI-being (UWES-9), job satisfaction survey (JSS) and organizational commitment questionnaire (OCQ) whereby the data were analysed through descriptive analysis, Pearson Correlation and simple linear regression and analysis of variance (ANOVA). The findings reveal significant correlations between heightened employee engagement and job satisfaction, leading to a positive impact on organizational commitment. Moreover, our research has shown that there is no significant relationship between vigor and organizational commitment. Next, our results indicate that the coefficient for pay satisfaction is not statistically significant. Lastly, there is no significant difference in organizational commitment of non­-academic staff at UiTM Campus Samarahan and Campus Samarahan 2 based on length of service. Our study challenges the commonly accepted ideas and emphasizes the importance of understanding how employee engagement, job satisfaction and organizational commitment interact in different organizational settings. Further research is needed to explore the specific factors causing these differences in our study.