Organizational Commitment Research Papers - Academia.edu (original) (raw)

This study examined the effect of workplace spirituality on job performance mediated by organizational commitment and job involvement. The sample in this study were employees of PKU Muhammadiyah Hospital, Yogyakarta. Data collection used survey method. The method of analyzing the data is SEM-AMOS version 24.00. The study revealed that workplace spirituality significantly affects organizational commitment, job involvement, and job performance. Organizational commitment affects job performance. Job involvement does not affect job performance. The indirect effect of workplace spirituality on job performance through organizational commitment has the same value with the direct impact of workplace spirituality towards job performance.

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- Workplace Spirituality, Organizational Commitment, Job Performance, Job Involvement

Empowering school teams and personnel considered as essential component to expand community participation and involvement in school organization to deliver quality education services to improve school performances. It determines the manifestation of emerging distributed leadership and its relationship to School-Based management and organizational commitment. It was an attempt to identify the most practiced distributed leadership frameworks that reflects the inter-correlation on the concept of different authors about the emerging distributed leadership practice. It pertains to interactive, appreciative, and adaptive distributive leadership. It was determined the manifestation of emerging distributed leadership frameworks as obtained from 715 respondents from public secondary schools in the Division of Quezon who were purposively selected. The study utilized the descriptive method of research. Aside from quantitative data to determine the correlational analysis, the qualitative data also used to strongly support the qualitative results. In general, correlational analysis of the study found out that there was a significant relationship between emerging distributed leadership, School-Based Management practices and organizational commitment. The study illustrates that the distributed leadership frameworks ware being manifested to achieve school effectiveness that develop school structural change and innovation to sustain quality education engaging school heads, teachers, and other stakeholders.

- by IOER International Multidisciplinary Research Journal ( IIMRJ) and +1
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- Organizational Commitment, Distributed Leadership, Adaptive, Interactive

Purpose – The purpose of this paper is to present a conceptual framework of development, commitment, and
retention of Generation Y employees.
Design/methodology/approach – Based on a review of existing literature and using social exchange and
social constructivist approach, this study presents a conceptual framework with mentoring, strategic
leadership, social media, and knowledge sharing as its key constructs to retain Generation Y employees.
Findings – Mentoring, strategic leadership, social media, and knowledge sharing have a great potential to
foster competency development. Competency development is critical to evoke affective commitment of
Generation Y employees, which in turn results in intention to stay forth.
Research limitations/implications – The proposed conceptual framework should be empirically
validated in the future research.
Practical implications – Organisations should incorporate mentoring, strategic leadership, social media,
and knowledge sharing into their talent management strategy for Generation Y employees. Competency
development then in turn evokes commitment of Generation Y employees, leading to intention to stay forth.
The framework suggests an approach for generation-specific retention strategy.
Originality/value – This is one of the first studies to propose a holistic framework to retain Generation Y
employees. This paper adds a new dimension to the talent management literature by focusing on young
generation employees

- by Mohammad Faraz Naim
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- Talent management, Organizational Commitment, Employee Retention, Millennials

This paper summarizes a stream of research aimed at developing and validating a measure of employee commitment to work organizations. The instrument, developed by Porter and his colleagues, is called the Organizational Commitment Questionnaire (OCQ). Based on a series of studies among 2563 employees in nine divergent organizations, satisfactory test-retest reliabilities and internal consistency reliabilities were found. In addition, cross-validated evidence of acceptable levels of predictive, convergent, and discriminant validity emerged for the instrument. Norms for males and females are presented based on the available sample. Possible instrument limitations and future research needs on the measurement and study of organizational commitment are reviewed.

- by Bilal Ali
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- Psychology, Organizational Commitment, Business and Management

The purpose of this study was to assess 171 employees' job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitments were correlated; however, scores on job security were not correlated with the motivation towards job fulfillment. Positive satisfaction for relations with managers and with colleagues and job status were significantly correlated with positive job commitment. The canonical variant indicated that those who were disciplined about their work tended to have better relations with their manager...

- by Cemal Zehir
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- Psychology, Organizational Commitment, Organizational Justice, Turkey

A field study of 209 leaderfollower dyads from 12 different organizations was conducted to test the moderating effects of job enrichment and goal difficulty on the relationship between transformational leadership and three follower... more

The aim of this study is to explore the link among important factors with effect organizational commitment. Secondly this study focuses to make a positive significant relation in setting of goals, engagement of employee and optimistic... more

- by Zeeshan Ashraf
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- Psychology, Organizational Commitment, Employee engagement, Goal Setting

Organizations in this day and age should always be prepared for the changes to meet the demands of the times. To be able to compete competitively with other organizations, organizations are required to have adaptive nature and sensitive to changes in their environment. It is intended that the organization could be a good organization. To support these objectives, the resources required are competitive. So it is with PT PP (Persero) Tbk Project Supermall Pakuwon Indah which always focuses on managing its human resources in order to prepare human resource competitive, dynamic and dedicated. Job satisfaction and organizational commitment has been a concern which is significant in the study of the world of work. This is due to a general recognition that these variables can be a major determinant of organizational performance and effectiveness. It is important to study the impact of employees satisfied with their jobs and committed to the organization. It is striped linear with corporate...

The study is intended to determine the effect of organizational culture to job satisfaction as mediated by organizational commitment of TOWSOL military personnel. The researcher considered the three theoretical frameworks such as Job Satisfaction of Paul Spector, Organizational Culture of Cameron and Quinn and Organizational Commitment of Meyer and Allen. The study is limited to the military personnel assigned at TOWSOL (Tactical Operations Wing Southern Luzon). Upon analysis, it was found out that under the nine facets job satisfaction, pay, promotion and nature of work have the highest satisfaction rates. While for organizational culture, under present perspective, dominant characteristics has control culture with 30.46 points while the remaining aspect such as leadership style, management of employees, organizational glue, strategic emphasis and criteria for success has collaborate culture. For organizational commitment, normative commitment has the highest commitment level. In determining the effect of organizational culture on the job satisfaction among the military personnel, it was found out under the current situation that adhocracy culture has the significant effect on the job satisfaction. While for five years projection, it was found out that adhocracy and market have significant effect on the job satisfaction of the respondents. As organizational commitment mediates the effect of organizational culture on the job satisfaction, it was found out that under the current perspective, the affective commitment does mediate the effect of organizational culture on the job satisfaction while for five years projection, normative aspect under organizational commitment has significant effect.

- by Raija Kalimo
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- Public Opinion, Organizational Commitment, Multidisciplinary, Risk Analysis

ÖZ Ülkemiz kamu sektörünün en önemli organizasyonlarından biri olan Sağlık Bakanlığı'nda da son yıllarda yeniden yapılanma çalışmaları gündeme gelmektedir. En son 15 08 2017 tarih ve 694 sayılı kanun hükmünde kararname ile yeniden yapılandırılan Sağlık Bakanlığı teşkilat yapısında önemli ve köklü değişiklikler gerçekleştirilmiştir. Bu çalışmada yeniden yapılandırılan Sağlık Bakanlığı'nda tüm örgütler için son derece önemli bir konu olan örgütsel bağlılığın analizinin yapılması hedeflenmektedir. Bu amaçla bu çalışmada Bartın Ağız ve Diş Sağlığı Merkezi evreninde gerçekleştirilen örgütsel bağlılık anketinden elde edilen bulgulara yer verilmektedir. Gerçekleştirilen anket uygulaması sonucunda ağız ve diş sağlığı merkezinde görev yapan kamu çalışanlarında örgütsel bağlılık, duygusal bağlılıkta 3,46, devam bağlılığında 3,38, normatif bağlılıkta ise 3,31 seviyesinde gerçekleşmektedir.
The Ministry of Health, which is one of the most important organizations of our country's public sector, has been in the process of restructuring efforts in recent years. Major and radical changes have been made in the structure of the Ministry of Health which was restructured with the decree of the last law dated 15 08 2017 and numbered 694. In this study, it is aimed to analyze organizational commitment, which is an extremely important issue for all organizations in the restructured Ministry of Health. For this purpose, in this article the findings obtained from the organizational commitment questionnaire conducted in BartınCenter of Dentistry and Dental Health are included to analyze. As a result of the survey, organizational commitment was 3.46 in the subscale of emotional attachment, 3.38 in the dimension of continuing attachment, and 3.31 in normative attachment dimension in the public employees working at Oral and Dental Health Center.

Purpose-This study aims to expand our knowledge on the processes through which work-family policies relate to work-family conflict as well as work-related attitudes among women in management positions returning to work after maternity leave. Design/methodology/approach-A total of 238 women in management positions who recently have returned to work after maternity leave completed a self-reported questionnaire. Findings-Results show that the availability of policies was either directly or indirectly positively related to work attitudes among female managers. Also, findings show that work-family conflict partially mediates the relationship between the availability of communication and psychological support and flexible time management policies with work engagement, and policy availability moderates the relationship between work-family conflict and work engagement. Originality/value-Managers have a crucial role in conveying the value of work-family policies and in creating a culture supporting the management of work and family. By investigating the processes underlying the role of work-family policies in influencing work attitudes of women in managerial positions, this study sheds light on how the awareness of the available policies might be an important determinant of work-related well-being and organizational commitment.

Although organizational commitment continues to interest researchers because of its positive effects on organizations, we know relatively little about the effects of the ethical context on organizational commitment. As such, we contribute to the organizational commitment field by assessing the effects of ethical climates (Victor and Cullen, 1987, 1988) on organizational commitment. We hypothesized that an ethical climate of benevolence has a positive relationship with organizational commitment while egoistic climate is negatively ...

- by Bart Victor
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- Marketing, Business Ethics, Applied Ethics, Organizational Commitment

This research is a preliminary study, which aims to examine the relationship among peer relationship, organizational commitment, organizational culture and job satisfaction. Besides, the mediation role, the study also investigates the significance of job satisfaction. Further, while investigating the moderating impact of psychological capital “PsyCap” between the peer relationship and organizational commitment, it determined that PsyCap strengthens peer relationship and organizational commitment in Pakistan Railways. Thus, at large, job satisfaction had played mediating role between culture and employee commitment. On the other hand, PsyCap has a moderating impact in this study, whereas the job satisfaction does not arbitrate among peer relationships, organizational culture and organizational commitment.

Both conventional wisdom and empirical evidence suggest that arranging a prior commitment or agreement before an interaction takes place enhances the chance of reaching mutual cooperation. Yet it is not clear what mechanisms might underlie the participation in and compliance with such a commitment, especially when participation is costly and non-compliance can be profitable. Here, we develop a theory of participation and compliance with respect to an explicit commitment formation process and to institutional incentives where individuals, at first, decide whether or not to join a cooperative agreement to play a one-shot social dilemma game. Using a mathematical model, we determine whether and when participating in a costly commitment, and complying with it, is an evolutionary stable strategy, resulting in high levels of cooperation. We show that, given a sufficient budget for providing incentives, rewarding of commitment compliant behaviours better promotes cooperation than punishment of non-compliant ones. Moreover, by sparing part of this budget for rewarding those willing to participate in a commitment, the overall level of cooperation can be significantly enhanced for both reward and punishment. Finally, the presence of mistakes in deciding to participate favours evolutionary stability of commitment compliance and cooperation.

This study seeks to broaden our understanding of the popular, yet under-researched, concept of micromanagement in the IT workforce by exploring IT professionals’ trust in the competence of their supervisor as an antecedent to their perceptions of being micromanaged. The study also explores whether felt responsibility is the mechanism via which micromanagement negatively affects IT professionals’ job satisfaction and organizational commitment, both proximal factors of turnover. These relationships are explored under the aegis of the Management Control Systems models, leader-member exchange theory, and the job characteristics model. Results indicate that trust in supervisor
competence is a significant antecedent to IT professionals’ perceptions of being micromanaged and that felt responsibility fully mediates the relationship between micromanagement and organizational commitment. The findings underscore the importance of building IT professionals’ trust in their supervisor’s competence and suggest that organizations proactively provide early intervention to negate the potential adverse impact on organizational outcomes.

- by Marius van Dijke
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- Perception, Leadership, Organizational Commitment, Distributive Justice

This study investigated the causal analysis relating the
human resource management (HR) practices, perceived
organizational politics (POP), and perceived satisfaction level
(PSL) with the mediating role of organizational identification
(OI) to organizational commitment (OC) among the employees
of Adventist Medical Center and Adventist Medical Center
College, Iligan City, Lanao del Norte. The study used a
descriptive-correlation and causal non-experimental design and
the selection of sample were done through simple random
sampling. Results revealed that only HR practices has direct and
indirect effects to OC. It is concluded that if HR practices within
organization are more favorable to the employees, they will more likely possess higher satisfaction in their works. They also tend to have strong identification with the organization, which leads them to better commitment

- by IJSRP Journal
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- Organizational Commitment
- by Tanya Rehman
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- Human Resource Management, Pakistan, Organizational Commitment, Human Resources

The purpose of this studies to analyze organizational commitment, organizational culture, work environment to job satisfaction of employee of PT. BintanBersatu Apparel Batam partially and simultaneously. This research is quantitative from primary sources collected through questionnaires. The data technique of collection is Cluster Sampling. The data analysis used is the testing instrument carried out through testing validity and reliability, while the analysis of data technique used is descriptive analysis method and quantitative analysis using multiple linear regression analysis techniques. The results showed that the partial variable organizational commitment was not significant for employee job satisfaction. Organizational culture variables are significant effect to job satisfaction. Work environment variables significant influence to job satisfaction. The variable leadership style is not significant effect to job satisfaction. Simultaneous test results of organizational commitme...

- by endiet prasetiyo
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- Psychology, Organizational Commitment, Job Satisfaction
- by Saleh Tamimi
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- Marketing, Human Resource Management, Organizational Commitment, China
- by seunghae lee
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- Management, Marketing, Sociology, Psychology
- by Tonette S Rocco and +1
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- Human Resource Development, Content Analysis, Organizational Commitment, Concept Map
- by Joseph Daly
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- Applied Ethics, Social Justice, Organizational Commitment, Procedural Justice
- by Aishath Shirdha
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- Marketing, Psychology, Applied Psychology, Organizational Commitment
- by Yehuda Baruch and +1
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- Management, Marketing, Psychology, Tourism Studies
- by Lori Muse
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- Economics, Small Business, Organizational Commitment, Product Model
- by Ethlyn Williams and +1
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- Psychology, Organizational Commitment, Job Satisfaction, Transformational Leadership
- by Erich Dierdorff and +1
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- Organizational Change, Organizational Commitment, Organizational Citizenship Behavior, Transformational Leadership
- by Jhonatan Garcia
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- Marketing, Psychology, Applied Psychology, Organizational Change
- by Ria Yusuf
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- Psychology, Organizational Commitment, Job Satisfaction, American Economics

La présente étude vise à analyser l’influence perçue des pratiques de Gestion des Ressources Humaines (GRH) dans la relation entre l’engagement organisationnel (affectif et calculé) et la performance au travail des agents dans le contexte de l’administration publique au Bénin. Les données présentées dans cette recherche ont été recueillies lors d’une enquête réalisée auprès du personnel de l’Etat. Les résultats de l’analyse multi-variée révèlent que ces agents sont plus performants lorsqu’ils ont un fort niveau d’engagement affectif à l’égard de l’Administration publique. Ces résultats montrent aussi que les pratiques de GRH ont une influence plus significative sur l’engagement affectif que sur l’engagement calculé, et mettent enfin en évidence la portée de la GRH dans la relation entre l’engagement organisationnel et la performance au travail des agents de l’Etat. Mots clés : Pratiques de GRH, engagement affectif, engagement calculé, performance au travail, Administration publique.

State policies and programs in the Philippines have paved the way for more women to participate in the peace and security sector, particularly in the military, in recent years. These policies are incorporated in the larger gender and development (GAD) policy of the government. This article assesses whether the GAD policies and programs actually translate to the retention of female military personnel in the Philippine Navy, one of the three branches of service of the Armed Forces of the Philippines. It measures the satisfaction of female military personnel on policies on women empowerment and protection against sexual violence, together with job satisfaction and organizational commitment, and evaluates whether these factors have an effect in their decision to stay or leave the military profession. The revised gendered model shows that the most significant factor affecting the intention of female soldiers of the Philippine Navy to stay is organizational commitment while job satisfaction has more direct and significant positive effect on organizational commitment, with satisfaction on women empowerment and participation having a direct positive effect on both organizational commitment and job satisfaction. The female soldiers' experience of sexual harassment in the organization lowers their level of satisfaction on the organization's programs on women empowerment and participation.

- by Michelle Castillo
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- Gender, Organizational Commitment, Job Satisfaction, Gender and Development
- by A.Zafer ACAR
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- Leadership, Organizational Commitment, Market Orientation

SjoÈberg, A. & Sverke, M. (2000). The interactive effect of job involvement and organizational commitment revisited: A note on the mediating role of turnover intention. Scandinavian Journal of Psychology, 41, 247±252. This study extends... more

- by Anders Sjöberg
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- Psychology, Cognitive Science, Organizational Commitment, Job Satisfaction

Although the majority of empirical commitment research has adopted a variable-centered approach, the person-centered or profiles approach is gaining traction. One challenge in the commitment profiles literature is that names are attached to profiles based on the within-study comparison among profiles and their relative levels and shapes. Thus, it is possible that different studies name the same profiles differently or different profiles similarly because of the context of the other profiles in the study. A meta-analytic approach, combined with multilevel latent profile analysis (LPA) that accounts for both within-and between-sample variability, is used in this study to examine the antecedents and outcomes of commitment profiles. This helps solve the naming problem by examining multiple data sets (K 40) with a large sample (N 16,052), obtained by contacting commitment researchers who voluntarily supplied primary data to bring further consensus about the phenomenology of profiles. LPA results revealed 5 profiles (Low, Moderate, AC-dominant, AC/ NC-dominant, and High). Meta-analytic results revealed that high levels of bases of commitment were associated with value-based profiles whereas low levels were associated with weak commitment profiles. Additionally, value-based profiles were associated with older, married, and less educated participants than the weak commitment profiles. Regarding outcomes of commitment, profiles were found to significantly relate to focal behaviors (e.g., performance, tenure, and turnover) and discretionary behaviors (e.g., organizational citizenship behaviors). Value-based profiles were found to have higher levels of both focal and discretionary behaviors for all analyses. Implications for the commitment and profile literature are discussed.

- by Adam Kabins
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- Organizational Commitment

RESUMEN El presente trabajo presenta los resultados de una investigación que buscaba explorar posi-bles relaciones de dependencia entre el Compromiso de las personas con la organización y el Clima Organizacional. Para su realización se aplicó la encuesta de Clima Organizacional ECO a un grupo de 2.426 empleados pertenecientes a 11 empresas de diferentes sectores eco-nómicos y distintas regiones de Colombia. Los resultados obtenidos mostraron que sí existe una relación de dependencia entre una medida global del Compromiso Organizacional y las variables de CO. Se encontró que los factores de Clima que más contribuyeron a explicar el compromiso fueron: el valor colectivo Responsabilidad y Relaciones Interpersonales segui-dos por Estabilidad y Retribución. ABSTRACT The presents paper the results of a survey carried out to explore posible dependence relationships between organizational commitment and organizational climate. For the purpose the Organizational Climate Questionnaire ECO was applied to a group of 2.426 employees working for 11 colombian organizations. The results obtained evidenced an important dependence relationship between a general measure of commitment and climate variables. It was found that the climate factors that better explained commitment were Resposibility and Inter-personal Relations, followed by Stability and Economic Compensation. PALABRAS CLAVE Compromiso, Clima Organizacional.

- by Fernando Toro Álvarez
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- Organizational Commitment
- by Gilles Simard
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- Organizational Commitment, Empowerment, Human Resource, Regression Analysis

The intensity of competition emerging in each area with globalization directly affects businesses. In order to be able to sustain their continuity in this intense competitive environment, enterprises have to understand their organizational structures and increase their employees' satisfaction. Businesses can increase the satisfaction of their customers as long as their employees keep the pleasure they have at the top level. Increased customer satisfaction leads to a competitive advantage by providing directprofitability to the business. The sympathy that employees have against their businesses is generally confronted as organizational trust.Transparency in administration, equality of justice and equality, identification, organizational culture, loyal commitment, organizational citizenship behavior increase the belief that is givento the organisation. The constant change of the staff for the business is seen as one of the biggest obstacles to the establishment of organizational trust.Personnel circulation has a direct negative impact on co-existence when considering the adaptation of new staff, the evaluation of work efficiency, the analysis of skills, and the improvement of work efficiency. Employees who are directly in contact with customersincrease profitability,attitudes and activities. Since employees are directly in contact with profitable customers, they are able to represent their attitudes and activities. Businesses should identify and increase their organizational trust and job satisfaction in order to create a steady growth and competitive advantage. In this study, organizational trust and job satisfaction are examined and it is aimed to investigate the effects of organizational trust on job satisfaction. The main purpose of working in this direction is to learn the organizational trust and job satisfaction that the employees in public and private banks in Kastamonu province and surrounding provinces are perceived. The universe of the research is the public and private banks in the provinces and districts of Kastamonu. A face-to-face survey was conducted between 16.11.2017 and 01.01.2018 in order to determine the perceived organizational trust and job satisfaction. The obtained data will contribute to the establishment of the strategies that will be formed within the scope of organizational trust and employees' job satisfaction of the enterprises and it will contribute to the determination of the analytical information necessary for providing better quality services by increasing satisfaction in the service areas.