Abstract
The aim of this study was to explore organizational and professional commitment among Croatian employees, as well as to find out whether there were any differences in those commitments regarding employees’ demographic characteristics. The empirical research was conducted online in January 2021. The questionnaire was distributed online using convenience sampling method, which is a non-probability sampling method that involves participants from population who are available to participate in the study. The number of participants was 153. Research results indicated that respondents were slightly more professionally than organizationally committed. By observing each organizational and professional commitment dimension, research results showed that the level of professional affective commitment stood out, while the level of normative commitment, both organizational and professional, was the lowest. Additionally, research results showed that there were no statistically significant differences in the mean value of organizational commitment as well as of professional commitment regarding any of the respondents’ demographic characteristics (gender, age, tenure in the organization, education and marital status).
Highlights
Organizational commitment can be described as a bond or attachment of the individual to the organization (Mathieu & Zajac, 1990), while professional commitment represents the loyalty or the desire to stay in a profession; as well as EKON
Research results indicated that respondents were slightly more professionally than organizationally committed
Since there is no available research on the level of professional commitment in Croatia, it is valuable to present similar research results achieved by Singh and Gupta (2018), and Aghaei and Savari (2014)
Summary
Organizational commitment can be described as a bond or attachment of the individual to the organization (Mathieu & Zajac, 1990), while professional commitment represents the loyalty or the desire to stay in a profession; as well as EKON. Many authors have dealt with the relationship between them (Meyer & Allen, 1984; Simpson, 1985; Wallace, 1993; Carson, Carson, Roe, Birkenmeier & Philips, 1999; Fiol, Pratt & O’Connor, 2009; Singh & Gupta, 2015). Both organizational and professional commitments still represent potent research topics
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