A dissertation submitted in fulfilment of the requirement for the degree of Master of Education

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STAFF COMPETENCIES AS PREDICTORS OF WORK ENGAGEMENT: A CASE STUDY ON

ADMINISTRATIVE STAFF AT FATONI UNIVERSITY THAILAND

BY

YIHAN NAWAE

A dissertation submitted in fulfilment of the requirement for the degree of Master of Education

Kulliyyah of Education

International Islamic University Malaysia

NOVEMBER 2016

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ABSTRACT

The main purpose of the study is to examine the staff competencies as predictors of work engagement among the administrative staff at Fatoni University, Thailand. The study used the Tucker and Cofsky theory to investigate the factors. The theory introduces six variables in predicting work engagement i.e. skill, knowledge, self- concept, trait, and motive. The study also investigates the level of administrators’

work engagement as explained by the perceived competency. In addition, the study also ascertains if there are any relationship between perceived competencies and work engagement. The sample consist of 155 the respondent in administrative staff Fatoni University. Two questionnaires used to be an instrument in order to collect data from the sample. The first is "General Staff Competencies Questionnaire" and the last one is "Work Engagement Questionnaire ". The statistical include of descriptive statistics, correlation analysis, and multiple regression analysis. The finding show that the competencies on five dimensions of administrative staff skill, knowledge, self- concept, trait, and motive are practiced by them at a middle level as the overall performance and as individual factors ranged from the most to the least average which were motive, self-concept, trait, knowledge, and skill respectively. As well as work engagement was found at a moderate level as the overall performance . In addition, staff competencies of Fatoni University reflected significant relationship with all of the key processes except the dimension of self-concept which was found significant different.

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iii

ثحبلا صخلم

ضرغلاو ينفظولما تاءافك ةسارد وه ةساردلا هذه نم يسيئرلا

ينب لمعلا كابتشلاا ئبنت امك

ةعمابج ينيرادلإا ينفظولما ف

نياط دنلايات ، مت كلذ قيقحتلو .

فوكو ركات ةيرظن مادختسا

كس ي ( ( Tucker and Cofsky لماوعلا ةحص في ققحتلل

أو رثؤلما تايرغتلما ة

فى اهيلع

مت .ةساردلا هذه ؤبنتلا صيخ اميف تايرغتلما نم ةتس مادختسا

، لمعلاب طابترلااو

، لثم :

،تاراهلما(

و ،ةفرعلما و

،تاذلا موهفم سلا و

ةم أ ،هزيلما و و

عفادلا أو .)ذيفحتلا ا

ضرعتس ثحابلا

اضيأ ةساردلا فى ةءافكلا لبق نم حضوم وه امك ينيرادلإاو لمعلا ينب طابترلاا في نيابتلا

.ةروصتلما ةفاضإ

تاءافكلا ينب ةقلاع يأ كانه تناك اذإ ام ةساردلا تلوانت ،كلذ لىإ

ف ةعمابج ينيرادلإا ينب لمعلاب طابترلااو ةروصتلما نياط

( Fatoni University ) مت .

عيزوت 511 نابتسا ة ف ةعماج في ينكراشلما ىلع نياط

ينيرادلإا ينب .

تانايبتسلاا نم يننثا

لا عملج ةادأ نوكتل ةمدختسلما ةنيع نم تانايب

. "نايبتسا ينفظولما تاءافك ماع" وه لولأا

نايبتسا ةكراشلما لمعلا" وه دحاو رخآو

".

مت رثلأا ديدحتل يقت

يم

، مادختساب تانايبلا ليلتحو

،يفصولا ءاصحلإا و

لااو ،طابترلاا ليلتح ةساردلا جئاتن تراشأ .ةددعتلما تارادنح

إ هنأ لى

ي يغبن تاصاصتخلاا سراتم نأ أ

و في تلثتم داعبأ ةسخم ىلع تاطاشنلا ةيرادلإا تاراهلما

،ينفظوملل و

،ةفرعلما و

،تاذلا موهفم و

،ةمسلا و

عفادلا أ تاذفلمحا و

، ابه مايقلا بيج اهلك هذه

نم طسوتلما ىدلما في درفلا ءادلأا ثيح نم امنيب .ماعلا ءادلأا ثيح

ي ي يغبن يقلا ا ابه م

رثكلأ تلل اقفو طسوتلما نم لقأ و أ

لياتلا بيت لياوتلا ىلع

، هو ي عفادلا : أ

،ذفلمحا و و

موهفم

،تاذلا و

و ،ةفرعلما ،ةسم ديامح ىوتسبم لمعلاب طابترلاا ىلع روثعلا ت هنأ امك .ةراهلما ايرخ أ

ت .ماعلا ءادلأا ثيح نم عد

ديفم ةهماسم ةساردلا ة

ثيح نم أ

انه دق تاءافك تحضو

ف ةعماج نم ينفظولما

،نياط و قلاعلا ةفرعم ةيربكلا ة

ينفظوملل ماعلا ءادلأا ينب

، يدرفلا ءادلإاو

لاا لبق نم اهفينصت ت امدنع ةصاخ ءاوس دح ىلع تاقورف تدجو ثيح لمعلاب طابتر

يربك ةيونعم ة

.ىرخلأا لماوعلا ةيقبو تاذلا موهفم ينب

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APPROVAL PAGE

I certify that I have supervised and read this study and that in my opinion, it conforms to acceptable standards of scholarly presentation and is fully adequate, in scope and quality, as a dissertation for the degree of Master of Education.

………..

Afareez Al-Hafiz Abd.Razak Supervisor

I certify that I have read this study and that in my opinion it conforms to acceptable standards of scholarly presentation and is fully adequate, in scope and quality, as a dissertation for the degree of Master of Education.

………..

Hairuddin Mohd Ali Examiner

This dissertation was submitted to the Department of Social Foundations &

Educational Leadership and is accepted as a fulfilment of the requirement for the degree of Master of Education.

………..

Azam Othman

Head, Department of Social Foundations & Educational Leadership

This dissertation was submitted to the Kulliyyah of Education and is accepted as a fulfilment of the requirement for the degree of Master of Education.

………..

Nik Ahmad Hisham Ismail Dean, Kulliyyah of Education

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DECLARATION

I hereby declare that this dissertation is the result of my own investigations, except where otherwise stated. I also declare that it has not been previously or concurrently submitted as a whole for any other degrees at IIUM or other institutions.

Yihan Nawae

Signature ... Date ...

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INTERNATIONAL ISLAMIC UNIVERSITY MALAYSIA

DECLARATION OF COPYRIGHT AND AFFIRMATION OF FAIR USE OF UNPUBLISHED RESEARCH

STAFF COMPETENCIES AS PREDICTORS OF WORK ENGAGEMENT: A CASE STUDY ON ADMINISTRATIVE STAFF

AT FATONI UNIVERSITY THAILAND

I declare that the copyright holders of this dissertation are jointly owned by the student and IIUM.

No part of this unpublished research may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording or otherwise without prior written permission of the copyright holder except as provided below

1. Any material contained in or derived from this unpublished research may be used by others in their writing with due acknowledgement.

2. IIUM or its library will have the right to make and transmit copies (print or electronic) for institutional and academic purposes.

3. The IIUM library will have the right to make, store in a retrieved system and supply copies of this unpublished research if requested by other universities and research libraries.

By signing this form, I acknowledged that I have read and understand the IIUM Intellectual Property Right and Commercialization policy.

Affirmed by Yihan Nawae

……..……….. ………..

Signature Date

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vii

ACKNOWLEDGEMENTS

All praise to be Almighty Allah, the Most Gracious and the Most Merciful; without His immense blessings and guidance this dissertation could not be written. I had long been concerned to put into writing and reading regarding of my master dissertation. I also have received encouragements and helps from lots of people. I am honored to take this opportunity to thank peoples who helped me through this process. This has been an unbelievable journey that I will never forget. I would like to thank and acknowledge the following.

My supervisor, Assoc. Prof. Dr. Afareez Al-hafiz Abd Razak, and Assoc. Prof.

Dr. Mohd Burhan Ibrahim as co-supervisor, whose ideas, thought and critical assessment helped to improve the substance and outlook of this dissertation. I will always be proud of being his student.

To my parents, Ibrahim and Masyitah Nawae, I am truly blessed to have the best parents in the world. Your unconditional love, support of my endeavors, model of hard work, and example of being unyielding belief in me as a person made completion of my study possible. This dissertation is truly the reflection of everything you have taught me. I love you both.

To my grandmother, Chik Bunga Kajeh, the memories of my grandmother and the stories of her sacrifices and hard work for my families helped making me the person I am today. I wish you could be here to see this.

To my sister, Hannan and Iman Nawae, thank you for your assistance in completion my dissertation. You have motivated me when I was down. I am blessed to have two sisters whom I consider my best friends.

To my brothers, Syawki and Hisam Nawae, who have really helped me throughout this process, your model of hard work and encouragement me. Thank you for being such wonderful brothers and I am truly blessed to have you.

To all of my friends whom I am fortunate to say I have too many to acknowledge. You have all stood by me throughout this process and encouraged my completion.

To the faculty and staff of the Educational Leadership Program at IIUM, the knowledge and wisdom I have learned from each of you will guide my professional life in the future.

To the entire faculty and staff of KOED at IIUM, where I have earned my master’s degree, I am forever indebted to the faculty and staff of this wonderful institution. I would like to end with a favorite quote of mine, “Whoever strives shall succeed.”

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LIST OF TABLES

Table No. Page No.

2.1 Executive of the project 15

2.2 Executive Board of the project 16

2.3 Administrative Committee of Fatoni University 32

3.1 Scale of Dimensions for each variable 74

3.2 Summary of data Analysis method and statistical

technique 78

4.1 Respondents’ information: Gender and years of job

experience 80

4.2 Result of Reliability Analysis 81

4.3 Level of Skills of staff Competencies 82

4.4 Level of knowledge of staff competencies 84

4.5 Shows the level of “self-concept” on staff competencies 86

4.6 Trait Dimension of Staff Competencies 87

4.7 The level of “motive” staff competencies 90

4.8 Overall Descriptive Analysis 91

4.9 The level of “Work Engagement” staff competencies 92

4.10 Correlation Analysis 93

4.11 Correlation between variables of staff competencies and

work- engagement 94

4.12 Regression Analysis for staff competencies as predictors

of work engagement 95

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LIST OF FIGURES

Figure No

.

^{Page No}^.

2

.

¹ Fatoni University Administrative Structure 30

2

.

² The relationship between work engagement and burnout

in bipolar 59

2

.

³ JD-R Model 64

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CHAPTER ONE INTRODUCTION

1.1 BACKGROUND OF THE STUDY

A successful institution depends on a leader to manage or control all operational activities in the institution. Leithwood et al (2004) state that the institution’s success depends on the motivation and competence of leadership as leaders require a clear understanding of the practical realities of their work.

An administrator who interacts with students, teachers, non-instructional staff, and parents can stimulate a positive work environment. The administrator, as the instructional leader of an effective institution has to demonstrate a commitment to academic goals (Inham, 2010). According to Smith and Andrews (1989), the best principals have a clear vision of goals, are oriented to those goals and are able to articulate them to members of the team.

Johnson (1994) states that the administrator’ roles have always been of demanding nature. Administrator must deal with competing expectations and with the dilemmas inherent in simultaneously administering, supervising instruction, being accessible, delegating, accepting responsibility and so on. It is not surprising then that principals themselves have felt the need for professional development to help them perform their roles successfully.

Some leadership scholars (Hersey & Blachard, 1988) posit that effective leadership relates upon the characteristic in which the leader adjusts to the situation of the organization. Competency progress at both the organizational and individual levels

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has been used to support organizational change in selection, development, human resource planning and performance – management systems.

Buckley (1982) and Glatter (1980) cited in Virakarn Srisamai that they introduce another sort of competency as a purpose of the changing nature of an administrator’s role; that is the capacity to deal with the future. Buckley (1982) cited in Virakarn Srisamai points out that the major problem of school management is that of managing the present while preparing for the future at the same time. It is also a well-known fact that teachers find disorganization or inefficiency of school administration extremely frustrating. Thus, a competent principal should develop an efficient administration while also maintaining high morale among teachers.

Mohamed (1999) states that administrators should be especially competent in matters pertaining to teaching, curriculum and learning. Since the school is first and foremost, centered on pupil learning, an administrator should be coached in the expertise with which to perform this function. English (1992) claims that historically, administrators have not been master teachers but agents of control. They are dedicated to order and accountability. administrators’ preparation has therefore stressed on functions which include law, finance, planning, organizational theory, budgeting and personnel. Other domains such as learning theory, curriculum and instruction have in some cases, been neglected. Principals should be master teachers as well as climate and culture builders to really be instructional leaders.

Many of the modern processes, including the advance of competency model are useful in advancing their missions and achieving their goals, but without the support of equally innovative compensation strategies, effectiveness will not be as great as it might be

.

However, the institutions’ success requires administrators who

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have the qualities of being visionary, intellectual, talented, ethical, knowledgeable and wise. This is because the institutions have to set their own achieved destination and plans, including criteria for achievement and mobilizing resources for learning andmanaging financial resources (Sawnit Chaimuksik, 2001).

Therefore, administrators are people who are necessary at the operational level. For instance, they have to lead the policy and destination of international education. Mintzberge, H (1998) cited in Thongchai Santiwong, (2003) state that administrators must have three roles, which are firstly, the role of dealing relationship with people, and it shows that administrators must have the skill in dealing with insiders and outsiders. Secondly, the role of news information is data recognition, analysis and dissemination of information. Last is the role of decision-making for perform problem.

Administrators, who have productive competency following their roles, must also have knowledge and skill in educational administration. According to Jamlong Nakfon (2002) in his research, administrators should be knowledgeable, have competence in planning, competence in leadership, competence in managing, competence in conducting research and development, coordination benefits, be good at communication, be innovative and tech savvy, authority, demonstrate capacity and leadership that will be used in the performance of attention. In other words, administrators must have knowledge, skill and competence of administration which are hidden potentials and expressed by action. It calls for competency of the performance of duties.

A study conducted at Yala College (2006), shows a list of some major problems found in Islamic private schools in Educational Region II. The most critical one is the problem of school administration and management as they lack human

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power in management of the Islamic private school system. The administrators also lacked the skills of effective administrators because they lacked in understanding and recognizing the quality of education.

Moreover, it can be seen that the competency of administrator has an effect in developing any institution. Fatoni University is the first Islamic private university which is also one of the most well-known among Muslims in Thailand and in neighbouring countries. The university has been growing steadily both in the academic sphere and in terms of student population. The management is trying hard to enhance and improve all of its branches of knowledge in order to reach its vision that is to be a world class provider of knowledge to the ummah. Its graduates are among the most sought-after by employers looking for skilled and professional workers who are committed to good Islamic moral and ethical values.

However, the quality aspect of Fatoni University has to be improved in every aspect. The administrative staff need to use knowledge and ability to improve that institution to achieve its policy, so they must use the competencies in administration thoroughly to lead the university to success. However, the university has previously faced problem in managing needs in academic facilities, conditions and resources but it is ready to overcome these needs. The causes of low quality in academic achievement have to be addressed by including group learning especially in the sciences and economics facilities, but the most salient factor is in the area of administrative staff because they are the important mechanism in controlling, supervising, taking care of and managing education in this institution. The problem of administration in Fatoni University is very serious compared in others universities. So, the administrative staff have to improve as soon as possible (Kesatechai Ladheem, 2003).

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However, the researcher is interested to study the competencies of administrative staff as mentioned by Tucker and Cofsky (1994) in five fields, such as skills, knowledge, self-concept, traits, and motive. Based on these, the researcher also examined the work engagement which is a fundamental factor that is absorbed by staff after they recognize self-competency. It leads to fulfilling work- related state of mind that is contained by vigour, dedication and absorption. Staff character will positively change which could be beneficial to the institution and the staff. One of the researchers (Brown, 1986) states that people who possess work engagement will consider their work of high value, challenging, and need to use a variation of skills to achieve success as they inspire to meet goals at work. Thus it is important to examine the element of administrators’ competency and work engagement in getting the best result in order to develop their competency for the success of the university.

1.2 STATEMENT OF THE PROBLEM

Administrators are key players in the planning and implementation of organizational changes which bring about new goals, structure, and roles that transform familiar ways of doing things into new ways of solving persistent problems (Ireh & Bailey, 1999).

Although Fatoni University is a popular Islamic establishment in Pattani, Thailand and the first private Islamic university where most Muslim students in southern Thailand study, the university needs improvement in several area such as academic, curriculum, learning and teaching, research, book production, services, and art and culture. All these areas need competent administrative staff to develop the university further (Kesatechai Ladheem 2003).

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Kesatechai Ladheem (2003) state that Fatoni University has less standard administrative structure and less quality administrative system. Moreover, the University lacks trust, credibility, reliability, true understanding and lack of good attitude from local area. So, the administrative staff have to improve, consider and resolve the administrative system or structure those which are currently being used.

Moreover, one of the researchers points out that some major problem found in Islamic private institution in Educational Region II is the problem of institution administration and management as they lack the skill of effective administrators and power in managing the system.

Therefore, with respect to the administrative staff, they should enhance their own professional competence in the facilitation of personnel university’s action learning and improve all facilities to build the quality in all areas of study. Therefore, this research tries to examine the competence of effective administrative staff by using Tucker and Cofsky’s (1994) model to find out their actions in how they behave to the subordinates and also investigate their work engagement. Furthermore, this study attempts to investigate the competence of leadership and work engagement of administrative staff.

1.3 OBJECTIVES OF THE STUDY The objectives of the study are as follows:

1. To investigate if all the competencies of effective administrators as proposed by Tucker and Cofsky (1994) are practised by Fatoni University’s administrative staff.

2. To examine the levels in administrators’ work engagement as explained by the perceived competencies.

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3. To ascertain if there are any relationships between perceived competencies and work engagement among administrative staff at Fatoni University.

1.4 RESEARCH QUESTIONS

1. To what extent do Fatoni University’s administrative staff practise effective administrator competencies as suggested by Tucker and Cofsky?

2. What are the levels of administrators’ work engagement explained by the perceived competencies?

3. Are there any significant relationships between perceived competencies and work engagement among administrative staff at Fatoni University?

1.5 SIGNIFICANCE OF THE STUDY

Every institution, whether government or private, take the effort to find new approaches to leadership, and they look to a competency-based system as the support to solving organizational requirements. According to Tucker and Cofsky (1994), competencies may be grouped into skills, knowledge, self-concepts, traits, and motives.

Organizations that use competencies tend to define them in institutionally- relevant terms, modified to their own unique situations (Corporate Leadership Council, 1998). For example, the National Park Service in Thailand defines its competencies as a combination of knowledge, skills and abilities in a particular career that, when obtained, enables an individual to function at a specific and defined level of proficiency (Rosenbach & Taylor, 2001).

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Competencies can also be broken down into various categories that differentiate between purposes and uses. Essential competencies are seen as the foundation of knowledge and skills needed by everyone in an organization (Spencer, McClelland, & Spencer, 1990). These can be developed in individuals through training programmes and are simple to identify. Categorizing competencies helps to separate superior performance from average performance (Spencer, McClelland, &

Spencer, 1990), and includes self-concepts, traits and motives. Although more challenging to determine, they can predict long-term success in the workplace (Corporate Leadership Council, 1998). Competencies referred to as strategic in nature, are considered core to an organization (Spencer, McClelland, & Spencer, 1990). The core competencies can include anything that creates a competitive advantage in the marketplace such as speed, service and technology (Shippman et al., 2000).

Competencies are being utilized as a tool to readjust focus within an organization as to what is core and what it takes for the workforce to achieve success.

Additionally, competencies provide the pathway leading to the technical aspects of a particular function and highlight the necessary critical path through policies and regulations to the results desired by managerial staff. Competency models can also serve as vehicles for change.

The outcomes of using a competency framework should be that they provide measurable actions and behaviours that are associated with leadership functions (Department of the Army, 2006). When used as intended, such a framework will encourage continued reference to established leadership requirements, and utilizing competency projects’ leader functions across positions and time, and appear to be more appropriate for forward-looking application than specific job or task requirements (Shippman et al., 2000).

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Therefore, this research tries to examine the competency of administrative staff by using Tusker and Cofsky’s (1994) model to know the administrators’

competence on how to treat the subordinates and also investigate their work engagement.

The research of this type is important in the following ways. Firstly, to the university rector, it will inform him/her to what extent do Fatoni University administrative staff practise Tucker and Cofsky’s (1994) competencies and their work engagement. So, they could improve staff competencies and create activities for enhancing staff’s performance. It improves administrative staff work engagement which could benefit institution. Secondly, to administrative staff, it will provide information about competencies of administrators that have been used by them so that it helps them become more sensitive to the process of management and human interaction with the institution’s other personnel. Finally, to readers, the research work is important as it contains knowledge especially about the duties of leader.

1.6 DELIMITATIONS OF THE STUDY

Although the study is a product of painstaking and rigorous effort, the researcher acknowledges that there are certain limitations of this study because it concentrates only on a private Islamic University which is Fatoni University situated in Pattani. It will definitely be a huge task if the researcher intends to look into all universities in Pattani. Moreover, the researcher only confines this research to studying the aided administrative staff in Fatoni University as the target sample of the study.

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Competency: An ability and capacity acquired through deliberate, systematic and sustained effort to smoothly and adaptively carry out complex activities or job functions involving ideas (cognitive skills), things (technical skills), and/or people (interpersonal skills). There are five major components of competency (Tucker &

Cofsky, 1994);

1. Knowledge refers to information and learning resting on a person to be professionals such as knowledge of planning, knowledge of managing people, knowledge of using technology, etc.

2. Skill refers to a person‘s ability to perform a certain task, and able to show their ability to others (such as the ability to present, the ability to negotiate, the ability to communication, etc).

3. Self-Concepts and Values refers to a person‘s attitudes, values and self- image. An example is self-confidence, a person‘s belief that he or she can be successful in a given situation, and like a map which individuals will use to understand his/herself.

4. Traits-Traits refer to physical characteristics and consistent responses to situations or information. Good eyesight is a necessary trait for surgeons, as is self-control as an ability to remain calm under stress. Traits are features in people observed clearly such as credibility, trust, resiliency, kindliness, etc.

5. Motives-Motives are emotions, desires, physiological needs or similar impulses that prompt actions. For example, people who hope for success, will be pushed to achieve success, or people who do not have a friend and need one, will be encourage to have relationships with others.

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Work engagement is defined as a positive, fulfilling, work-related state of mind that is characterized by vigour, dedication, and absorption. There is a feeling of happiness in working and one keeps going even when the going gets tough to meet the goals at work.

Administrative staff is the administrative personnel who are administrators including Rector and Vice-Rector, Dean and Administrative, Deputy Dean of each faculty, Head of department and Administrative Assistant Head of department of each faculty at Fatoni Universiy.

Staff Competencies are skills required to lead others. While managers and supervisors obviously need these skills, even employees who are not directly responsible for others may need strong the competencies to influence their coworkers or to work effectively as part of a team. Staff competencies may include the ability to provide effective feedback, give clear direction or evaluate the performance of others.

Predictors are information that supports a probabilistic estimate of future events.

1.8 CONCLUSION

The present chapter outlines the introductory part of the whole research on staff competencies as predictors of work engagement in a case study on administrative staff at Fatoni University, Thailand. It covers the background of the study, highlighting the key competencies of administrators and effective leaders. The chapter also presents the statement of the problem, objectives and research questions as well as significance of the study which explicates the importance of the research context. The last part of

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this chapter mentions how the study is limited, its aspects and concludes by defining the operational terms of the study.