Abstract
The purpose of this research is to examine the organizational commitment model based on a three component of organizational commitment (Meyer, Stanley, Herscovitch, & Topolnytsky, 2002). This research used multidimensional variables that affect organizational commitment in an integrated manner namely religiosity, internal marketing, organizational justice and job satisfaction. The method of data collection was done by using a survey through questionnaire. The number of samples of 200 people used non-probability sampling with a purposive sampling method. Description of respondents' assessments of constructs had a higher mean value than the standard deviation of 4 and 5, which means that the research construct was good and very good. The results of the SEM assumption tests were all normally distributed data with a critical ratio of ± 2.58. Measurement model test results using confirmatory factor analysis (CFA) were all valid indicators which confirmed latent variables. Validity used convergent validity with a loading factor ≥ 0.50. The reliability test resulted construct validity ≥ 0.70, while the results of the variance extracted above ≥0.50. The structural model modification test results can be seen from the goodness of fit that showed the value of good fit. Not all hypotheses were proven, internal marketing affected organizational justice, organizational justice influenced job satisfaction, job satisfaction was proven to affect organizational commitment and internal marketing was proven to influence organizational commitment mediated by organizational justice and job satisfaction. Overall, the results of this research indicated that organizational commitment was influenced by various factors, namely internal marketing, organizational justice and job satisfaction, while religiosity either directly or indirectly did not affect organizational commitment. Keywords : religiosity, internal marketing, organizational justice, job satisfaction, organizational commitment. DOI : 10.7176/EJBM/12-2-06 Publication date: January 31 st 2020
Highlights
Organizational commitment has been subject to increasing discussion lately, organizational commitment has been examined in various disciplines ranging from organizational behavior, sociology, marketing and accounting
The purpose of this study is to examine the model of organizational justice relationships, religiosity, internal marketing and job satisfaction with the organizational commitment of lecturers in private universities under the management of the Higher Education Service Institutions in Indonesia
The results showed that three dimensions of organizational justice including distributive, procedural and interactional justice significantly affected overall employee job satisfaction
Summary
Organizational commitment has been subject to increasing discussion lately, organizational commitment has been examined in various disciplines ranging from organizational behavior, sociology, marketing and accounting. The term commitment is often used in daily communication, but commitment is not as simple as practical meaning. This concept has evolved from time to time since 1960 and shows a shift in the flow of thought that changes the way of view of commitment, definition, and measurement. The premise underlying this concept does not change, organizational commitment is based on the premise that individuals form an attachment to the organization (Ketchand & Strawser, 1998). Organizational practitioners and academics realize that organizational commitment is an important factor that determines organizational effectiveness, refer to organizational commitment as a psychological construct that connects organizational members with their organizations and has implications for individual decisions to remain or leave the organization (Meyer & Allen, 1991)
Sign-in/Register to view highlights & summary Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
