Povezanost organizacione posvećenosti i motivacione strukture zaposlenih

Locus of control is an important variable that affects every area of human endeavor as describing individual differences and predicting behavior in organizational settings. Also, it is viewed as an important element for work motivation which determines the level of organizational commitment. Organization commitment is a critical factor to organizational success, effectiveness and efficiency. A high level of motivated and committed nurses in an organization can have beneficial consequences, resulting in lower absenteeism, higher performance and lower nurses' turnover. Aim: The present study aimed to investigate the relationship among nurses' locus of control, wok motivation factors, and their organizational commitment. Research Design: A descriptive correlational design was utilized. Study Setting: the study was conducted in all in patient units at Benha Teaching Hospital. The study sample was: A convenience sample of staff nurses (129) who are working in the above mentioned study setting. Tools of data collection: Three tools were used: (1) the Rotter’s internal-external (I-E) locus of control scale, (2) Wok motivation factors questionnaire, and (3) staff nurses’ organizational commitment questionnaire. The result: The findings of this study showed that the highest percentage of studied staff nurses' (57.6%) had internal locus of control, while the lowest percentage of them (15%) had external locus of control. And, the majority of the staff nurses (79.9%) had high perception level regarding work motivation factors. Also, more than three fifth of staff nurses (63.3%) had moderate level of organizational commitment. Conclusion: The study concluded that there was a positive highly statistical significant correlation between overall score of locus of control, work motivation factors and organizational commitment for nurses. Also, there was a positive highly statistical significant correlation between staff nurses`locus of control, work motivation factors, and organizational commitment in relation to years of experience, and education qualification during study. Recommendation: it recommended that, hospital should carry out continuous in–service training program for enhancing nurses` locus of control, and the hospital administrators should pay more attention to create innovative methods and promotion to increase nurses' organizational commitment and maintain good work motivation.

: This study determined the level of ethical practices, organizational commitment and job performance of the teachers of Cebu Technological University campuses. The researcher used descriptive method in conducting the study. There are seven areas in which the provisions of RA 6713 are always complied. Only one provision of RA 6713 was just often complied. Generally RA 6713 are always complied by the respondents. The level of organizational commitment of the teachers is to a high extent. Job performance’s rating of the respondents is very satisfactory. Age, gender, civil status, highest educational attainment and length of service are not significantly correlated with the level of ethical practices. Profile variables of the respondents are not significantly correlated with their levels of organizational commitments. Only age profile is significantly correlated with their level of job performance. There is a correlation between the level of ethical practices and organizational commitment. Job performance is not correlated to the ethical practices and to the organizational commitment of the teachers. Significant differences were noted on the level of ethical practices, level of organizational commitment, and level of job performance among the teachers. Age and number of relevant seminars and trainings attended have influenced the level of ethical practices and level of job performance. The results show that majority of the teachers’ profile has no significant relationship towards their level of ethical practices and profiles have no bearing to their organizational commitment. Finally only age is significantly correlated to their level of job performance. This recommends that School administration of Cebu Technological University Campuses should maintain their potential and best practices and strategies in order to maintain and enhance the teachers’ level of ethical practices in relation to RA 6713, level of organizational commitment and level of job performance. Keywords : Ethical Practices, Organizational Commitment, Job Performance, Provisions of RA 6713

The related concepts of organizational culture and person‐organization (P‐O) fit or congruence between the person and organization are important to organizational success. The psychological contract, which is both perceptual and individual, forms the basis of the P‐O fit. However, there has been little attention paid to the interaction of fit and organizational culture with such concepts as job satisfaction and organizational commitment and the application of this concept in non‐western cultures. The results of this study, conducted in Taiwan, indicate that P‐O fit is a key element in both the level of job satisfaction that employees experience and also in their level of organizational commitment whether measured by an instrument or turnover rates. An organization is not a passive or stable institution and it evolves and grows within an organizational culture. While P‐O fit may be linked to organizational culture, the impact of specific types of organizational culture was also assessed. Involvement in an organization that had a bureaucratic organizational culture resulted in the lowest levels of job satisfaction and organizational commitment. An innovative culture was next highest and a supportive culture had the highest level of employee job satisfaction and organizational commitment. These findings indicate that organizational culture plays an important role in the level of job satisfaction and commitment in an organization. In terms of the impact of the P‐O fit on job satisfaction and organizational commitment in Taiwan, the results indicate that the degree of fit plays an important role in all of the types of organizational culture studied. The better the fit the higher the levels of these two variables. The results indicate that the P‐O fit is an important variable within the organizations in non‐western cultures.

Higher quitting rates and concerns with satisfaction and commitment are common in resort industries. A field study at a large mountain resort was conducted to assess the degree to which specific job conditions influenced stress, job satisfaction, organizational commitment, and assessment of occupational alternatives, and how these in turn, influenced intentions to quit. Specifically, it was thought that job demands, supervisory style, pay satisfaction, role conflict, and training issues would influence psychological stress levels, job satisfaction, and organizational commitment which would affect intentions to quit. A questionnaire assessing these constructs was given to 440 full-time employees of a ski resort. Two hundred usable questionnaires were returned. Path analysis was used to assess the model. Results showed that supervisory style, prolonged static work postures, high levels of workload, and role conflict were predictors of psychological stress. Role conflict, psychological stress, and job satisfaction were significant predictors of organizational commitment, and organizational commitment was indeed negatively linked to intent to quit. The strongest predictors of intentions to quit were job satisfaction and organizational commitment. Subsequent analyses attempted to differentiate between levels of organizational commitment and job satisfaction as well as between seasonal and year round employees using additional job condition variables which were not included in the original path analysis. This group of additional variables included the Work Environment Scales, and other job conditions such as repetitiveness, task significance, skill utilization, departmental cooperation, and job security. Staff support, autonomy, job involvement, and task clarity were found to significantly discriminate between low, medium, and high levels of both satisfaction and organizational commitment. Several of the additional job condition variables differentiated between employment type (seasonal vs. year round), thus implying that these other job conditions may influence employee ITQ through the mediating constructs of organizational commitment and job satisfaction.

This study aims to determine the level of personality, motivation, job satisfaction, organizational commitment, and turnover intention, in addition to know the relation between individual characteristics with the turnover intention as well as the influence of personality, motivation, job satisfaction, and organizational commitment on the turnover intention of hatchery employees at PT Prima Larvae. The research use census method and the location is chosen purposively in PT Prima Larvae, located in Cukuh Balak Sub District, Tanggamus Regency. Respondents in this study were all hatchery employees at PT Prima Larvae. Data collection was carried out from October to November 2018. The data analysis method used descriptive and verification analysis using multiple regression analysis. The results of this study indicated that the level of motivation and turnover intention in the high category, while the level of job satisfaction in the medium category but tended to be low and the level of personality in the medium category but tended to be high, and the level of organizational commitment in the low category. The individual characteristics (age and tenure) related to employee’s intention turnover, but not of the level of education and status marital. In overall, personality, motivation, job satisfaction, and organizational commitment influenced on employee turnover while partially only job satisfaction and organizational commitment. Key words: job satisfaction, organizational commitment, turnover intention

The purpose of this study was to explore levels of organizational commitment, job satisfaction and work engagement among community health-care workers in China, and to examine spatial relationships of variables. Data were collected by Organizational Commitment Scale, Job Satisfaction Scale and Utrecht Work Engagement Scale from 1404 community health-care workers in Guangzhou and Shenzhen cities. Structural equation model was used to analyze relationships among three variables. Medium levels of organizational commitment, job satisfaction and work engagement were found among community health-care workers. Organizational commitment was positively correlated to work engagement (r = 0.564) and job satisfaction (r = 0.550). The path analysis indicated that total effect (β = 0.598) of organizational commitment on job satisfaction (R 2 = 0.52) consisted of a direct effect (β = 0.264) and an indirect effect (β = 0.334), which was mediated positively by work engagement. Improvement in work engagement may lead to higher level of job satisfaction and organizational commitment.

In hospitals in the United States, the ratio of nurses to patients is declining, resulting in an increase in workloads for the remaining nurses. Consequently, the level of commitment that these nurses have to their jobs is important. Outside health care, employees from different generations working for a variety of organisations differ in their levels of organisational commitment, but this information has not been available for nurses. This study, carried out in the state of Alabama, looks at whether nurses from different generations differ in their levels of organisational commitment, and also whether there are any differences in organisational commitment between licensed practical nurses (LPNs) and registered nurses (RNs). A questionnaire designed to measure levels of organisational commitment was answered by 145 nurses. The results were analysed for any differences in organisational commitment in nurses from different generations and with different nursing degrees. Nurses from different generations showed the same levels of organisational commitment, but LPNs showed significantly less affective commitment, that is, lower feelings of loyalty to their workplace, than RNs. This information may be useful for hospital administrators and human resource managers in the United States to highlight the value of flexible incentive packages to address the needs of a diverse workforce. For healthcare employers in the UK, the concept that there is an association between nursing qualifications and levels of organisational commitment is critical for building organisational stability and effectiveness, and for nurse recruitment and retention.

The study aimed to identify the relationship between the degree of practice of secondary school principals in The North district within The Green Line of servant leadership and the level of organizational commitment among teachers at those schools. The descriptive correlational methodology was used, and the questionnaire was a tool for the study. The study sample consisted of (305) teachers who were chosen using the simple random method. The results showed that the degree of servant leadership practice was high, and the level of organizational commitment was high, and the existence of a statistically significant correlation at the significance level (α=0.05) between the degree of servant leadership practice and the level of organizational commitment. The study recommended encouraging school principals to practice servant leadership, and to maintain a high level of emotional, continuity and organizational commitment among teachers.

This study examined the contribution of social–demographic characteristics, employee attitudes and environmental factors in explaining levels of organisational commitment amongst public sector social workers in the Occupied Palestinian Territories. Using a cross-sectional design, data were collected in the summer of 2016 from employees at twelve local directorates of the Ministry of Social Development (N = 237) in the West Bank. Palestinian social workers reported extremely high levels of overall organisational commitment. Results of multiple regressions revealed predictors of this outcome, including job stress, job satisfaction and service orientation. As hypothesised, job satisfaction and service orientation were positively related to the dependent variable. Surprisingly, higher levels of job stress were related to higher levels of organisational commitment. Implications for organisational policies and future research are discussed.

The study determines the levels of work motivation and organizational commitment of the faculty of the Private Higher Education Institutions (PHEIs) in Region I, Philippines as basis for formulating the ROEL PALO ANICAS [RPA] Integrative Formula. The study uses the descriptive-correlational survey method. It utilized a three-part questionnaire and seven (7) PHEIs offering non-allied medical courses in Region I, Philippines served as respondents. A result reveals that the faculty is qualified in their respective positions because they possess the minimum requirements for their appointments. The work motivation of the faculty is more or less uniform; but the level of organizational commitment differed significantly, which implies that some have a lower level of organizational commitment. Age, highest educational attainment, and position were not significantly influenced by their levels of work motivation and organizational commitment due to individual differences on their perceptions. Faculty who are rewarded for their exemplary performance are stronger in their commitment while age and academic rank appear to have no significant relationship to work motivation as well as academic rank, which has no significant relationship to organizational commitment. Therefore, the administrations of each PHEIs in Region I, Philippines are encouraged to adopt the ROEL PALO ANICAS [RPA] Integrative Formula. Keywords - Education, work motivation; Organizational Commitment; Private Higher Education Institutions (PHEIs); Hygiene Factors/Extrinsic Motivation; Motivational Factors/Intrinsic Motivation and RPA Integrative Formula

This study aimed to examine the private course teachers? levels of organizational commitment and job satisfaction and the relationship between their organizational commitment and job satisfaction To this end private course teachers were administered ?Organizational Commitment Scale? and ?Job Satisfaction Scale? Research is based on survey design The population comprises the teachers N=480 working in 34 private courses affiliated to the directorate of National Education and located in the center of Malatya province during 2009? 2010 school year The sample of the study included 217 teachers selected randomly from among the population The results about the organizational commitment revealed that the private course teachers feel attached to their organization at ?moderate? level X = 56 22 in general It was found that teachers? organizational commitment scores did not differ significantly in terms of variables including gender branch last higher education institution they graduated whether they had pedagogical formation and weekly work load lesson hour while they differed in terms of seniority and number of teachers at the institution The results about job satisfaction revealed that private course teachers? level of job satisfaction is above the level of ?neutral? X = 74 24 It was found that teachers? level of job satisfaction did not differ in terms of variables including gender branch number of teachers at the institution last higher education institution they graduated whether they had pedagogical formation and weekly work load lesson hour while they differed in terms of seniority variable Lastly a positive and medium level of correlation was found between private course teachers? levels of organizational commitment and job satisfaction

The purpose of this study is to look into the level of organizational motivation and commitment, as well as the relationship between motivation and organizational commitment, in the Urdaneta City National High School. The relationships between organizational motivation and commitment were investigated using different methodologies and statistical tools. A total of 22 respondents participated in the research survey. A questionnaire was used to collect data for this study. The "Motivation Questionnaire" and the "Organizational Commitment Questionnaire" were administered to senior high school teachers. Within this scope, teachers' motivation levels were examined in two dimensions: intrinsic and extrinsic motivation; and teachers' organizational commitment levels were examined in three dimensions: affective commitment (AC), continuance commitment (CC), and normative commitment (NC). The results showed that there is a significant impact of employee motivation on organizational commitment. Important recommendations are also derived from the study.

Aim: This study aims to analyse the correlations between sports provincial representatives’ organisational commitment and job satisfaction. Methods: The study, which was conducted by using Minnesota job satisfaction scale, reached 84 volunteering athletes who were the provincial representatives in Çanakkale and Balıkesir and 19 of whom were female and 65 of whom were male. The data collected were analysed on the SPSS programme. Descriptive statistics were used for the demographic variables. The validity and reliability tests were done for the scales used. The kurtosis and skewness values were tested in analysing the distribution of the data and the data were regarded to have normal distribution. Results: It was found on comparing the Çanakkale and Balıkesir provincial sports representatives’ average scores for organisational commitment and job satisfaction that there were statistically significant differences between the athletes in the external satisfaction sub-factor of job satisfaction and in the attendance commitment sub-factor of organisational commitment. Accordingly, the sports provincial representatives in Çanakkale were found to have higher score averages than the ones in Balıkesir. An examination of the participants in terms of their work experience, on the other hand, demonstrated that the representatives with 10 year or more experience had higher internal satisfaction and emotional commitment score averages than the ones with 7–9-year experience. Conclusion: It may be concluded that sports provincial representatives’ organisational commitment and job satisfaction increase in parallel to the increase in their work experience. Key words: Job satisfaction, commitment, organisational commitment

Cooperatives represent a resilient, vibrant, and viable economic alternative for achieving social goals because they can ensure more sustainable social and economic benefits within communities. This study determined the level of employees' organizational commitment, job satisfaction, and the performance of cooperatives in the province of Zamboanga del Sur, Zamboanga Peninsula Region. The study utilized a descriptive-correlational design. A total of 22 managers, 22 bookkeepers, and 76 employees served as respondents who were chosen through purposive and random sampling techniques, respectively. The organizational Commitment Questionnaire, Job Satisfaction Questionnaire, and Performance of Cooperatives Questionnaire were used to gather the data. Mean, Standard Deviation, Pearson Product Moment Correlation Coefficient, and Multiple Regression Coefficient Analysis were the statistical tools used in the study. Results showed that the employees had high organizational commitment and job satisfaction. In addition, the performance of cooperatives was very good. The level of the employees' organizational commitment in terms of affective commitment and level of job satisfaction in terms of work, physical working conditions, salary, and promotion were correlated with cooperatives' performance in compliance with government requirements and human resource management. In addition, the cooperatives showed good performance with employees who worked according to their assigned responsibilities. Keywords : economic alternative, government requirement, physical working conditions, promotion, salary

Employees’ organizational commitment is considered as a crucial issue in higher education setting for realizing institutional vision, attaining its goals, and uplifting employees’ motivation to achieve better work performance. This subject has, therefore, been studied so as to draw attention to enhance the effectiveness of Ethiopian higher education institutions with particular reference to Haramaya University. Thus, the main objective of this study was to assess academic staffs’ level of organizational commitment. In addition, the study assessed whether there exist a significant difference in academic staffs’ level of organizational commitment in terms of their gender and level of education. A cross-sectional research design was employed in the study. Primary and secondary data sources were used. A commitment scale questionnaire was used to collect data from 275 participants who were selected using stratified random sampling technique as well as further information about the study were also collected using focus group discussion and document review. The quantitative data were analyzed using both descriptive and inferential statistics; the qualitative data were analyzed using content and narration methods of data analysis. The study revealed that academic staffs of the university have moderate level of organizational commitment. With this level of organizational commitment, it is less likely to attain both individual work performance objectives and organizational missions and vision of the university. In addition, there were relative implications of turnover, turnover intention, absenteeism, and demotivation among academic staffs. The study further revealed that although there is no significant difference in level of commitment with reference to gender, academic staffs’ level of organizational commitment was significantly different with reference to their level of education. Thus, it is recommended that the working environment of the university is revisited by giving due emphasis to and addressing the determinants that lower the organizational commitment of the staff.