Employee Affective Commitment Research Articles

Use of Political Skills by Leaders to Establish Successful Organizational Change

This study examines how leaders' political skills affect employee commitment and job ambiguity during organizational change, particularly when leader-employee interaction time is limited. We found that interpersonal influence and networking ability consistently benefit employees, regardless of how often leaders interact with them. Apparent sincerity is effective when leaders maintain regular contact, while high levels of social astuteness can backfire, causing more job ambiguity and less commitment. The research underscores the importance of these political skills in supporting employees and ensuring successful organizational change, even when leaders have limited interaction time with their employees.

The Effect of Visioner Leadership, Communication and Organizational Culture on Employee Commitment and Their Implications on Employee Performance

Facing competition in the current era of globalization requires every organization to work more efficiently and effectively. Competition Increasingly stringent conditions cause organizations to be able to increase their competitiveness in achieving the goals and objectives set by the organization. one of which is increasing employee commitment This study aims to know, analyze, and examine the influence of visionary leadership, communication, and organizational culture on employee commitment and its implications on employee performance at PT. Saraswanti Group North Sumatra. The research methods used are descriptive and verifiative analysis. The data collection used is using questionnaires accompanied by observation techniques and literature. The study used samples taken from proportionally selected employees. Data analysis techniques used to use SEM analysis. The results of the study descriptively show that visionary leadership, communication, organizational culture, employee commitment, and employee performance are in the category of quite good. The results of the verification research show that visionary leadership, communication, and organizational culture affect employee commitment both simultaneously and partially, and employee commitment affects employee performance at PT. Saraswanti Group North Sumatra.

The Effect of Servant Leadership Style on Organizational Commitment: The Case Study of Ileys Enterprise Detergent Manufacturing Company in Burao, Somaliland

Purpose: This study examined the effect of servant leadership style on organizational commitment in Ileys enterprise detergent manufacturing company in Burao, Somaliland. Methodology: The study employed a cross-sectional survey design, explanatory research, and quantitative approach; the target population was 200 employees working currently at Ileys enterprise detergent in the Burao district. The study used the census method. Data was collected from primary sources using standardized servant leadership style and organizational commitment questionnaires, adapted from previously used standard questionnaires. The study used SPSS for data analysis. Correlation and regression were used to analyze the relationship between servant leadership styles and organizational commitment. Findings: The regression results showed that the types of servant leadership styles have significant contributions to organizational commitment (R = 0.720, p = 0.000). It was concluded that all the servant leadership styles affect employee commitment. In The authenticity dimension of servant leadership was found to be the dominant servant leadership style (β =.557, p =0.000) in the Ileys enterprise. Unique Contribution to Theory, Practice and Policy: The study was used the servant leadership theory. To increase employees’ organizational commitment, manufacturing enterprise should develop training programs or mentoring by professionals for the supervisors and leaders that support servant leadership development. The study recommended that private manufacturing enterprises could practice the information to help develop strategies and meet organizational needs through servant leadership behavior development

Pengaruh Komunikasi, Kompetensi dan Komitmen Terhadap Kinerja Pegawai di BPKPD Kota Banjar

Less than optimal employee performance can be seen from the inefficient use of time at work. This is because certain employees act not in accordance with established rules, lack initiative and creativity in carrying out their duties, and experience poor collaboration due to inadequate communication. Carried out between superiors, subordinates and co-workers. Apart from that, the performance of employees at BPKPD Banjar City is influenced by (1) less than optimal communication. This is mainly caused by a lack of horizontal communication, which results in employees being unable to effectively coordinate tasks and resolve interpersonal problems between coworkers. Identical within the organization. (2) The competence of the Banjar City BPKPD is less than optimal due to a lack of knowledge caused by the large number of employees with low educational levels. In addition, their skills are limited in keeping up with advances in information technology, thus hampering their ability to fulfill their duties and responsibilities. (3) The level of commitment in the Banjar City BPKPD is currently less than optimal due to the low affective commitment of employees. This can be caused by their lack of participation in organizational development and their tendency to simply fulfill their job responsibilities without showing concern for the end result. The research was conducted using an explanatory quantitative survey methodology. The data analysis technique used is the Statistical Package for the Social Sciences (SPSS) application, using descriptive and regression analysis. Research findings show that (1) Communication has a positive and significant effect on employee performance at BPKPD Banjar City. This means that the better the communication, the higher the performance of employees at BPKPD Banjar City. (2) Competency has a positive and significant effect on employee performance at BPKPD Banjar City. This means that the higher the competency, the higher the performance of employees at BPKPD Banjar City. (3) Commitment has a positive and significant effect on employee performance at BPKPD Banjar City. This means that the higher the commitment, the higher the performance of employees at BPKPD Banjar City. (4) Communication, competence and commitment have a positive and significant effect on employee performance at BPKPD Banjar City. This means that the better the communication, the higher the competence and commitment, the higher the performance of employees at BPKPD Banjar City.

Analysis of The Role of Affective Commitment As an Intervening Variable in The Relationship Between Effective Reward and Organizational Learning in Advertising Industry

This research aims to analyze the influence of extrinsic reward and intrinsic reward on affective commitment. Primary data, collected through surveys of respondents from the target population, served as the data source. Data collection methods include in-depth interviews, observations, and surveys using questionnaires. The respondents targeted for the survey are employees who have permanent employee status and have worked for at least one year are targeted for the survey. This study employs descriptive research methods. Sampling employed non-probability techniques, such as convenience sampling. The research results revealed a positive and significant impact of both extrinsic and intrinsic rewards on affective commitment. This shows that giving rewards, both in extrinsic and intrinsic form, can increase employee emotional commitment to the company. Apart from that, the results of the analysis also show that affective commitment has a positive and significant effect on knowledge transfer. This emphasizes the importance of having employees with high emotional commitment, because this can increase their ability to share knowledge and information with colleagues. To develop these findings, companies can consider improving reward programs that can increase employee affective commitment, both through extrinsic and intrinsic rewards. Apart from that, companies can also pay attention to other factors that can increase affective commitment, such as a supportive work culture, opportunities for development, and recognition of employee contributions. In this way, companies can create a work environment that supports knowledge transfer and improves overall performance.

The Role of Leadership and Discipline to Increase Commitment to Loudry Harfia Employees

The Role of Leadership and Discipline to Increase Commitment to Loudry Harfia Employees

A Parallel Mediation Model of Employee Affective Commitment and HR Outcomes: Empirical Evidence from Judiciary of Pakistan

Attainment of goals and objectives of every institute lies in the performance of human resources. Public sector institutions and the judiciary as well face the problem of lower-level performance. In today's dynamic and competitive atmosphere, every organization needs to satisfy their employees to attain the optimum level of their skills and competencies to accomplish the organizational goals and objectives. The present study aims to examine the influence of HRM Practices on job satisfaction with the mediating mechanism of HR outcomes and employee affective commitment. Data collected for this study in two-time spans with a stratified random sample of 203 (186 males and 17 females) ministerial employees (Admin Office Coordinator, Senior Office Coordinator, and Office Coordinator) of Lahore High Court (Principal-seat and allied-Benches) to test the hypothesis. Findings of the study unveiled that HRM practices positively influenced the employees' satisfaction level. Moreover, mediation of HR outcomes and employee affective commitment found between the relationship of HRMPs and employee job satisfaction.

DAMPAK GAYA KEPEMIMPINAN BERORIENTASI PRESTASI DAN IKLIM ORGANISASI TERHADAP KOMITMEN AFEKTIF DAAITV MELALUI KEPUASAN KERJA

This study aims to ascertain the impact of independent factors like achievement-oriented leadership style and organizational climate. Affective commitment is a dependent variable, whereas job satisfaction is an intervening variable. The primary source of data for this quantitative study was an instantaneous Likert scale questionnaire delivered to each research participant. Employees of PT. X Jakarta and Medan make up the research population. A sample of 136 participants was selected using non-probability sampling techniques in conjunction with the purposive sampling approach. This study makes use of multivariate data analysis methods with the statistical model SEM-PLS. The results of the analysis show that there is a positive and significant effect of achievement-oriented leadership style on job satisfaction, affective commitment and affective commitment through job satisfaction. There is also a positive and significant effect of organizational climate on job satisfaction, affective commitment and affective commitment through job satisfaction. And there is a positive and significant effect of job satisfaction on affective commitment. These results provide managerial implications regarding how to increase employee affective commitment by paying attention to the achievement-oriented leadership style of the leaders and the organizational climate formed and increasing employee job satisfaction.

Pengaruh Kualitas Sumber Daya Manusia dan Teknologi Informasi terhadap Kinerja Karyawan Melalui Komitmen Karyawan Sebagai Variabel Intervening (Studi Kasus di PT. Central Motor Wheel Indonesia – Pasuruan)

Employee performance is influenced by several factors, one of which is employee commitment. When someone joins an organization, it is required to have a commitment in him. Commitment can support an employee to become a good team member who is willing to help the company to achieve its goals. High commitment can support an employee to become a good team member who is willing to help the company achieve its goals. The purpose of the following research is to determine the effect of the quality of human resources and information technology on employee performance through employee commitment at PT. Central Motor Wheel Indonesia. This study used a questionnaire, and used SPSS 25 software to analyze the data. Respondents in this study were 100 production/operational employees of PT. Central Motor Wheel Indonesia-Pasuruan. The results of this study prove that the quality of human resources affects employee performance, information technology affects employee performance, the quality of human resources affects employee commitment, information technology affects employee commitment, employee commitment affects employee performance, employee commitment mediates resource quality Humans on Employee Performance, and Information Technology has an effect on Employee Performance through Employee Commitment at PT. Central Motor Wheel Indonesia-Pasuruan

A Study of Effect of Employment Relationships Quality on Affective Commitment of Employees Working in Chinese, French and Guinean Companies Operating in the Republic of Guinea (West Africa)

A Study of Effect of Employment Relationships Quality on Affective Commitment of Employees Working in Chinese, French and Guinean Companies Operating in the Republic of Guinea (West Africa)

Global Impact of Top Management on Branding and Performance

This study explores how top management commitment to ISO 9001:2015 quality management system influences company branding and employee performance, with employee commitment moderating this relationship. Conducted in a cardboard packaging industry in Sidoarjo, East Java, Indonesia, the research involved 105 employees selected through purposive sampling. Data was collected via personal questionnaire surveys and analyzed using Structural Equation Modeling Partial Least Square (SEMPLS). Results show that top management commitment significantly impacts company branding and employee performance. However, employee commitment's moderating effect on the relationship between top management commitment and company branding was found insignificant due to incomplete socialization of the quality management system among employees, while it significantly moderated the relationship between top management commitment and employee performance. This study underlines the importance of top management commitment in ISO 9001:2015 implementation for improving company branding and employee performance and suggests the need for comprehensive socialization of quality management systems. Hightligh: Top management drives branding and performance. Employee commitment moderates top management's influence. Incomplete socialization affects employee commitment's moderating effect. Keywords: ISO 9001:2015, Top management commitment, Company branding, Employee performance, Moderation.

Pengaruh Job Satisfaction, Conflict Management, Leadership Style Terhadap Employee Commitment Pada PT Bina Media Tenggara

This study aims to analyze the effect of Job Satisfaction, Conflict Management, Leadership Style on Employee Commitment. This research was conducted using quantitative approach and survey method by taking samples from employees at Bina Media Tenggara company. The data were analyzed using multiple regression analysis techniques. A total of 225 samples were collected. The results showed that Job Satisfaction, Conflict Management and Leadership Style significantly affect Employee Commitment. This finding shows that employees with high Job Satisfaction, positive Conflict Management roles, and good Leadership Style can increase Employee Commitment in the company. This research provides practical implications for companies in increasing Employee Commitment. It is very important for companies to pay attention to these factors, because it can increase Job Satisfaction which affects Employee Commitment to achieve company goals.

The Effect of Organizational Citizenship Behavior and Leader-member Exchange on Employee Performance of PT Gresik Migas: Employee Commitment as an Intervening Variable

Aims: The purpose of this study is to ascertain the impact of Leader-Member Exchange (LMX) and Organizational Citizenship Behavior (OCB) on PT Gresik Migas employees' performance, as well as the mediating role that LMX and OCB play in employee performance.
 Study Design: This study was carried out with quantitative techniques, and an explanatory analysis was used to examine the data that was collected.
 Place of Study: The target of this research is employee of PT Gresik Migas in Gresik City. The total population in this study is 42 employees.
 Methodology: The personnel of PT Gresik Migas are the subject of this study. 42 employees made up the study's population. Saturated sampling is the method used to take a sample, and 42 employees make up the sample. Likert scale-based questionnaires are distributed as part of the data collecting process, and smartPLS 3.0 is used to process the collected data.
 Results: The results of the validity test state that there are invalid items, namely, 2 OCB items, 2 LMX items, and 2 employee performance items. Then the reliability test results state that everything is reliable. And hypothesis testing states that OCB affects performance because P values are 0.000 < 0.05. LMX affects performance because P values are 0.004 < 0.05. Employee commitment has no effect on performance because P values 0.451 > 0.05. OCB affects employee commitment because P values 0.034 < 0.05. LMX affects employee commitment because P values 0.045 < 0.05. Employee commitment cannot mediate the effect of OCB on performance because P values 0.454 > 0.05. And employee commitment cannot mediate the effect of LMX on performance because P values 0.469 > 0.05.
 Conclusion: This study discovered that LMX and OCB have a big impact on worker performance. The impact of employee dedication on performance is also negligible. Furthermore, the impact of OCB and LMX on employee performance cannot be mitigated by employee dedication.

Pengaruh Beban Kerja dan Disiplin Terhadap Komitmen Pegawai pada Dinas Pendidikan Pemuda dan Olahraga Kebupaten Solok

This study aims to analyze the effect of workload and discipline on employee commitment at the Solok district youth and sports education office. The sample in this study were 79 respondents with the total sampling method. Based on the results of multiple linear regression analysis of the variables Workload and Discipline on Employee Commitment with a value of Y = 14.413 + 0.259(X1) + 0.303 (X2) + e. From the t test conducted on the X1 variable, namely Workload with a t-count value smaller than t-table 1.735 > 1.992, which means that the Workload variable has no effect on Employee Commitment, while the X2 variable, namely Discipline, obtains a greater t-count value from t-table 3, 832 > 1.992 which means Discipline affects Employee Commitment. While the results of the f-test analysis obtained the f-count value is greater than the f-table, namely 10.860 > 3.12, which means that Workload and Discipline together affect Employee Commitment.

Occupational Safety & Health Management and Corporate Sustainability: The Mediating Role of Affective Commitment

BackgroundOccupational safety & health management (OSH) has garnered greater attention for its significance in promoting corporate sustainability for organizations in recent decades. The construction industry, in particular, is a major contributor to Malaysia's thirst for corporate sustainability in order to provide long-term support for the country. Thus, the main tenet of this study is to examine the mediating effect of employee affective commitment on the relationship between OSH and corporate sustainability. MethodsA questionnaire was administered to 273 full-time employees of listed construction companies in Malaysia. Smart PLS software version 3 was used to test the proposed model and hypotheses. Both the measurement model and the structural model were evaluated. ResultsAccording to the findings, OSH and its dimensions are positively related to employee affective commitment. Employee affective commitment, on the other hand, has been found to be significantly related to corporate sustainability and its dimensions: economic, social, and environmental sustainability. Apart from this, the prominent results reveal that employee affective commitment partially mediates the relationship between OSH and corporate sustainability and its dimensions: economic, social, and environmental sustainability. ConclusionThis empirical finding adds to the existing literature in explaining how OSH and affective commitment led to corporate sustainability. Several implications are offered to various stakeholders, such as construction companies, policymakers, and relevant regulators.

Transformational leadership and organizational citizenship behavior: Mediating role of affective commitment and work engagement of hotel employees in Indonesia

Employees who voluntarily conduct work that surpasses the criteria allocated to them to help the company achieve its goals exhibit organizational citizenship behavior. This study aims to examine the mediation role of affective commitment and work engagement on the influence of transformational leadership on organizational citizenship behavior. This study used survey methodology. Two hundred frontline staff working over a year in several star-rated hotels in Medan, Indonesia, are used as samples. Data were collected using a Likert scale questionnaire and analyzed using structural equation modeling-part least squares with SmartPLS 4.0 software. The findings show that transformational leadership, affective commitment, and work engagement affect organizational citizenship behavior (p < 0.05). Next, transformational leadership affects affective commitment (p < 0.05) and work engagement (p < 0.05), and transformational leadership affects organizational citizenship behavior through affective commitment (p < 0.05) and work engagement (p < 0.05). The findings of this study recommend that hotel management should use a transformational leadership style when filling managerial positions. In addition, the study results have implications for businesses in terms of creating arrangements that encourage employee engagement and affective commitment, enabling workers to volunteer their time, energy, and ideas to serve their co-workers and the company. This paper helps to develop human resources to maintain the sustainability of hotel industry in Medan, Indonesia. AcknowledgmentThis study is supported by all levels of management at Universitas Muhammadiyah Sumatera Utara for funding Fundamental research in 2022 and thanks also to the ranks of the Institute of Research and Community Service (LPPM) Universitas Muhammadiyah Sumatera Utara.

Building employee commitment through organizational climate in the manufacturing industry

This study examined organizational climate and employees' commitment. To achieve the objectives of the study, three research hypotheses were formulated to guide the study. Relevant literature was reviewed anchoring on the Two-Factor Theory and Equity theory. This study adopted a survey research design. The research population in this study comprised 370 staff of Asaba Aluminum Nigeria Pic, Delta State. The researcher used the Taro Yamane formula to determine the sample size of 150 respondents. The questionnaire was the instrument used for data collection while the instrument was validated by two experts in measurement and evaluation. The instrument was administered by the researcher with the help of the supervisors in the establishment with a 100 percent retrieval rate. Data gathered was analyzed using the frequency and the percentage while the hypotheses were tested through Ordinary Least Square (OLS). The findings revealed that job autonomy has an impact on employee morale; leadership style influences employee productivity; there is a relationship between reward system and employee job satisfaction, working environment influences the behavior of the organization; role clarity affects employee commitment; career development has an impact on employee competency and that communication efficiency influences employee performance. The study recommends amongst others that the management of Asaba Aluminum Pic should be more responsive to the physical condition of the work environment such as seasoned tools, machines, and career development programs as this will enhance efficiency in production and increase the quantity of products.

Authentic Leadership, Komitmen Efektif dan Job Resourcefullness dalam Membentuk Kreatifitas dan Kinerja Pegawai Bank Syariah Indonesia (KCP Perbaungan)

This study aims to examine the effect of authentic leadership, effective commitment, and job resourcefullness in shaping employee creativity and performance. The population in this researcher is all employees of Bank Syariah Indonesia (kcp Perbaungan). This research uses quantitative methods, the sample taken in this study was 35 respondents using the saturated sample method. The tool used is multiple linear regression with the help of the SPSS program. The results of the t test, the value of t count < t table where -1.199 < 2.03 with sig 0.240, meaning that authentic leadership has no effect in shaping creativity, 3.199 < 2.03 with sig 0.240, meaning authentic leadership has no effect in shaping creativity, 4.416 > 2.03 with sig 0. 000, meaning that effective commitment has a positive effect in shaping creativity, 5,366> 2.03 with sig 0.000, meaning effective commitment has a positive effect on performance, 3,611> 2.03 with sig 0.001, meaning job resourcefullness has a positive effect in shaping creativity, 3,522> 2.03 with sig 0.001, job resoucefullness has a positive effect in shaping performance. Authentic Leadership is an important leadership style for leaders in the Islamic bank industry in Indonesia. Authentic Leadership will increase the affective commitment of employees, and will increase the Job Resourcesullness of subordinates. affective commitment and Job Resourcesullness will shape employee creativity and performance.

The Effect of Work-Life Balance and Employment Status on the Commitment of Ar-Royan Tasikmalaya Confection Production Department Employees

The objectives of this study were to determine and analyze work-life balance, employment status, employee commitment and the effect of work-life balance and employment status on employee commitment in the production division of Ar-royan Tasikmalaya Confectionery. The research method used was the survey method, while the sampling method uses the census method. Data collection techniques were used for primary data through questionnaires from 63 respondents and interviews, secondary data from literature review and the company. The analysis tool uses path analysis. The results showed that work-life balance was included in the high classification, employment status in the high classification, and employee commitment in the high classification. Partially, work-life balance and employment status positively affect employee commitment. Work-life balance and employment status simultaneously affect employee commitment.

Analysis of intrinsic motivation influence on employee affective commitment during digital change

Technological, economic and other innovation-related advances of the 21st century have influenced the old, traditional business models. Presently, organizational change has become an integral part of corporate strategy for the majority of businesses. Such shifts have resulted in both new challenges and opportunities. The expansion of the use of information and communication technologies has driven fundamental shifts towards digital change. Organizations are being forced to revise processes, goals and overall mission in order to stay competitive in the marketplace. However, the implementation of digital transformation brings uncertainty, causes stress and raises concerns about future jobs. The study employs a literature review to fill the gap in understanding the relationship between employee intrinsic motivation and affective commitment during the transformation. A conceptual model proposes the antecedents of employee motivation (Organizational Citizenship Behavior and Leader Member Exchange) and investigates its impact on employee commitment to change. The utilized model elucidates how to maintain employee intrinsic motivation and affective commitment in the context of organizational transformation and sets the ground for future research.