Employee Affective Commitment Research Articles

Affective Commitment in Islamic Philanthropic Organizations in Indonesia: The Impact of Workplace Spirituality and Islamic-Based Organizational Culture

This study aims to analyze the impact of Islamic spirituality and Islamic-based organizational culture on employee affective commitment in the context of Islamic philanthropic organizations in Indonesia. This research method uses a quantitative approach with data collection through online questionnaires. Multiple linear regression analysis techniques were used to identify the relationship between variables of Islamic spirituality in the workplace, Islamic organizational culture, and affective commitment. The total research sample amounted to 135 employees from 12 Islamic philanthropic organizations in Indonesia. From these findings, it can be concluded that Islamic philanthropic organizations in Indonesia can strengthen employees' affective commitment by considering the application of Islamic spiritual values in the workplace and building an organizational culture that is in accordance with Islamic principles. By creating a work environment that supports both of these factors, organizations can foster stronger emotional bonds between employees and the organization and advance their philanthropic goals more effectively.

An Empirical study to investigate the Impact of Quality of Work-life on Employee Commitment among employees in the Insurance Industry in the Hoshiarpur District, Punjab, India

Orientation: The success of each and every business was greatly influenced by the quality of the working environment. Therefore, it is crucial to comprehend the nature of the workplace and how it affects employees' dedication, particularly in the case of the insurance industry. Purpose: The overall goal of this study was to ascertain the link between quality of work life and employee commitment in the insurance industry, particularly in the Hoshiarpur district, and to investigate the impact of work-life quality on employee commitment. The absence of research on the connections between employee commitment and quality of work life makes it difficult to learn about both employee commitment and quality of work life, as well as the impact of QWL (predictor) on employee commitment (dependent).Research methodology: In the Hoshiarpur district, a descriptive research using a sample of N = 66 insurance industry workers was used. The information was gathered using Tanya Nayak's employee commitment survey scale and scale measuring the quality of nursing work-life. The questionnaire was electronically disseminated to workers in the insurance industry in order to perform a pilot study. Using IBM SPSS 25 version software, the Cronbach's alpha, mean, standard deviation, and correlation were determined. Findings: The data showed that employee commitment and quality of work life are fully associated, and the predictor has also demonstrated its impact over the dependents. Implications: The findings shed light on how workers' commitment to their jobs in the insurance industry is influenced by their quality of work life. Improved knowledge of how quality of work life affects employee commitment in the insurance industry contributes to the body of knowledge regarding both these topics, particularly in the context of the insurance industry in the Hoshiarpur district of the Punjabi province.

The Effect of Organizational Culture and Authentic Leadership on Affective Commitment through Job Satisfaction

Human resources are very important for an organization to achieve any goal. With good HR management, the achievement of organizational goals can be influenced. Skilled human resources are very valuable and cannot be replaced by natural resources, additional capital, or new technology. Therefore, the importance of human resources, both as managers and employees, is in planning, implementing and supervising the organization. Thus, the current study seeks to examine the effect of organizational culture and authentic leadership on job satisfaction and affective commitment of employees of the North Penajam Paser Regency KUKMPERINDAG Service. All 96 employees were participated in this study and collected using simple random sampling technique. The data analyzed using the Structural Equation Modeling – Partial Least Square assisted by SmartPLS-3. The result indicates that organizational culture and authentic leadership have significant positive relationship with job satisfaction. Also, this study found that organizational culture and satisfaction work have significant positive relationship with affective commitment. Besides that, this study indicates that authentic leadership does not significant relationship with affective commitment. In addition, this study found that job satisfaction mediates the relationship between authentic leadership and affective commitment. This study concludes that organizational culture has a positive and significant effect on employee job satisfaction. This means that the better the implementation of organizational culture, the more it will be able to encourage employee job satisfaction. Organizational culture has a positive and significant effect on employee affective commitment, this can mean that improving organizational culture is able to encourage employee affective commitment. Authentic leadership has a positive and significant effect on employee job satisfaction. This means that authentic leadership can encourage employee job satisfaction.

Organisational Justice and Employees Affective Commitment: A Perceptual Survey of Police Officers in South-South Nigeria

This study examined the effect of organisational justice on employee affective commitment in Nigeria Police in South-South Nigeria. A survey design was adopted in the study. The population of the study was 4520 from which a Sample size of 367 was determined using Taro Yamane’s formula. Structured Questionnaire was used to collect data from the respondents. Multiple regression was used to test the hypotheses at 0.05 level of significance. Findings revealed that there was a significant effect of Distributive justice- (P- value 0.006 < 0.05) level of significance, Also, the findings showed that there was no statistically significant effect of Procedural justice ((P-value 0.728 > 0.05) level of significance on employee affective commitment. There was significant effect of Interactional justice (P-value 0.000 < 0.05) level of significance on Employee Affective commitment in Nigeria Police. Moreover, the findings showed statistically significant effect of Organisational culture ((P-value 0.014 > 0.05) level of significance on employee affective commitment. In view of these, it was recommended that the policy makers in Nigeria Police should facilitate rapid implementation of Equality, Equity and Need on Policemen outcomes (Distributive Justice) for more affective commitment in the organisation. Based on the findings of the study, it was concluded that, three organisational variables are statistically significant, except procedural justice.

DESIGN FACTORIAL ANALYSIS: IDENTIFYING THE INTERACTIONS WORKPLACE MINDFULNESS AND INDIVIDUAL FACTORS IN CONTROLLING AFFECTIVE COMMITMENT

This research is motivated by changes in organizational culture, high work pressure, shifts in individual values, and attention to the workplace which are common causes of decreased affective commitment. By paying attention to these factors and implementing appropriate steps, organizations can increase employee affective commitment. This study uses a quantitative perspective with the factorial method for problem solving, taking into account the interaction of each factor in the variables used. Research participants used FKIP Pasundan University graduates who worked for at least two years unless they were self-employed. The results showed that affective commitment can occur due to the interaction between workplace mindfulness and individual factors, this reflects the level of satisfaction, loyalty, and emotional attachment that employees feel towards their organization. Circumstances where employees are satisfied with their work and the organization provides sufficient attention will create stronger emotional bonds and higher commitment to the organization.

The Influence of Competency and Quality of Work Life on Organizational Commitment with Job Satisfaction as a Mediating Variable: A Study of Civil Servants at the Education Office of Banjarmasin, Indonesia

Organizations around the world face challenges in their efforts to maintain and improve work productivity and efficiency. In this context, it is important for organizations to understand the factors that affect employee commitment to the organization while improving the quality of their work life. This study is a quantitative descriptive research. The sample in this study were all civil servants who worked at the education office of Banjarmasin, totaling 86 people. The sampling technique used is saturated sampling or census. This study was measured using PLS-SEM analysis. Competence has no significant positive effect on job satisfaction in civil servants at the education office of Banjarmasin. The quality of work life has a significant positive effect on job satisfaction in civil servants at the education office of Banjarmasin. Competence has a significant positive effect on organizational commitment in civil servants at the education office of Banjarmasin. The quality of work life has a significant positive effect on organizational commitment in Civil Servants at the education office of Banjarmasin. Job satisfaction has no significant positive effect on organizational commitment to civil servants at the education office of Banjarmasin. Job satisfaction cannot mediate competency in organizational commitment in civil servants at the education office of Banjarmasin. Job satisfaction cannot mediate the quality of work life on organizational commitment in civil servants at the education office of Banjarmasin.

Islamic hospital nurse loyalty model: motivation, commitment and satisfaction

This paper aims to examine the effect of motivation, commitment, and satisfaction on nurse loyalty at Islamic Hospitals. The sampling technique uses a purposive method, where the requirement to be a sample is a nurse who has worked for one year. Based on this technique, a sample of 69 nurses was obtained with a response rate of 92%. Data were analyzed using structural equation modeling with a partial least square approach, by two separate but sequentially related stages (outer and inner model). The results showed that extrinsic motivation can affect employee commitment and job satisfaction. Intrinsic Motivation can affect job satisfaction but does not affect employee commitment. Extrinsic and intrinsic motivation cannot directly influence nurse loyalty, nor can it be mediated by nurse commitment or job satisfaction. Nurses will be loyal to the hospital if intrinsic and extrinsic motivation is mediated by employee commitment and job satisfaction respectively.

Leadership, Knowledge Management and Employee Commitment: Mediating Role of Crisis Management

Purpose: Using crisis management as a mediator between leadership skills, knowledge management, and employee commitment, the study examines the role of crisis management in UAE public sector organizations. In order to motivate employees and keep them committed, supportive leadership skills and knowledge are required. However, crisis management if managed through proper knowledge and skilled leadership develops employee commitment which is highly needed in the times of crisis.
 
 Theoretical framework: Managing knowledge and leadership skills during crisis situations can only be achieved if employees are able to effectively manage them.
 
 Design/methodology/approach: Using SMART PLS3, a structural equation modeling approach has been used to analyze the collected data in order to meet the objectives of the study.
 
 Findings: Likewise, crisis management significantly moderates the relationship between leadership, knowledge management, and employee commitment. Leadership, knowledge management, and employee commitment are strongly related.
 
 Research, Practical & Social implications: Despite genuine efforts, this study constraint persists. First, the study's sole focus is on employee commitment during times of crisis, and knowledge management is a crucial component of this. Also examined were aspects of knowledge management that affect employee commitment in detail.
 
 Originality/value: In this study, crisis management as a mediator was added to the theory and the matrix based on the knowledge-based view of crisis response leadership.

How serving helps leading: mediators between servant leadership and affective commitment.

Servant leadership has long been associated with maintaining employee's affective commitment, yet the underlying mechanism remains unclear. Research from non-western cultures remains scarce. This study sought to fill in such research gap by introducing insights from social exchange theory perspective, and examined two potential mediators (viz., psychological safety and job burnout) with a largescale, representative Chinese sample. A total of 931 staffs in a Chinese hospital were surveyed, and structural equation models revealed that psychological safety (indirect effect = 0.052, 95% Bootstrap CI = [0.002, 0.101]) and job burnout (indirect effect = 0.277, 95% Bootstrap CI = [0.226, 0.331]) parallelly (and partially) mediated the effect of servant leadership on affective commitment. Moreover, these effects held the same between permanent and temporary staffs, as well as between male and female staffs. Results suggested that a leader's orientation to care, validate, and respond to their followers' needs was effective in creating a psychological safe environment and downplaying job burnout in workplace, in exchange to which, followers remained affectively committed to their organization in a long term. Not only did this study contribute to existing literature by providing non-western data for service leadership research, it also provided a deeper understanding of associated mechanisms of how servant leadership might cast on talent retain and organizational development in a long term. These mechanisms shed light on how serving helps leading and advocate servant leadership for hospitals, as well as other serving organizations.

ORGANIZATIONAL CHANGES AND THE IMPACT ON THE PERFORMANCE OF SHARIA BANK EMPLOYEES THROUGH AFFECTIVE COMMITMENT

Organizational changes in a company often bring significant impact. One of the impacts that may arise due to organizational changes is decreasing employee performance. In the Islamic banking industry in Indonesia, one of the banks that has made organizational changes is Bank Syariah Indonesia (BSI). For this reason, it is necessary to pay attention to strategies in dealing with these changes so that changes can run well. One way to improve employee performance is to increase employee affective commitment to the company. This study aims to determine the relationship of organizational change to employee performance mediated by affective commitment. Respondents in this study were employees of Bank Syariah Indonesia (BSI) who had worked before and after the merger. The data collection process was carried out online to 165 employees of Bank Syariah Indonesia (BSI) and then analyzed using the Structural Equation Modeling (SEM) method through the SmartPLS 3.2 application. This study proves that organizational change has a negative effect on affective commitment, while affective commitment has a positive effect on employee performance. In addition, this study also proves that affective commitment is able to mediate a negative relationship between organizational change and employee performance. Therefore, employees need to increase their affective commitment in order to improve performance so as to support organizational change.

FOSTERING EMPLOYEE COMMITMENT IN PHARMACEUTICAL COMPANY THROUGH GREEN HUMAN RESOURCES MANAGEMENT

Currently, companies are faced with competition not only to get the best talent but to retain competent employees in the company, especially in the Pharmaceutical Industry, which in a pandemic situation still survives in the market. Companies need to create a strategy that can support increased employee commitment, and Employer Branding can be one of the strategies that can build a positive view so that it can influence employees to stay in the company. This research aims to analyze the effect of Employer Branding, Green Human Resources Management (GHRM), on Corporate Reputation and Employee Commitment among employees who understand GHRM with at least 1 year working period as a permanent employee in the Pharmaceutical Industry. This research was conducted on 238 respondents who met the research criteria, by distributing online questionnaires. The data processing method uses Structural Equation Modeling (SEM)-Partial Least Square (PLS). The research found that Employer branding has an influence on company reputation, but employer branding has no effect on employee commitment. Then, Green Human Resources Management (GHRM) has an influence on company reputation, company reputation has an influence on employee commitment, and green human resources management (GHRM) has a role that can affect employee commitment. This condition requires an active role of leaders in dealing with talent war condition in talent market by finding effective ways to retain competent employees in the company by fostering a sense of commitment in employees. Leaders in the company need to create better plans which support increased employee commitment, one of the plans is optimizing employee involvement through the application of green human resources management (GHRM). In this condition, leaders must play an active role to increase employee’s commitment, such as clarifying the goals that the company wants to achieve, involving employees in every decision or policy making in the team, and increasing employees' emotional feelings towards the company by paying attention to employee comfort at work and in the work environment.

The influence of humble leadership on employees' active self-service performance -- the mediating role of affective commitment and the moderating role of job autonomy

With the continuous development of social economy and the increasingly fierce competition among enterprises, how to improve employees' active self-service performance has attracted more and more scholars' attention. Based on the active motivation model, starting from the affective commitment and job autonomy of employees, this paper analyzes 328 valid sample data, and discusses the role and adjustment mechanism of humble leaders on employees' active self-service performance. The results show that humble leadership has a significant positive effect on employees' active self-service performance, and affective commitment plays a completely mediating role. In addition, job autonomy is an important boundary condition that affects this mechanism. When the level of job autonomy is high, the impact of humble leadership on employees' active self-service performance through affective commitment will increase. On the contrary, when the level of job autonomy is low, the interaction between humble leadership and job autonomy will decrease, and the degree of positive effect will be negatively affected.

The influence of humble leadership on employees' active self-service performance -- the mediating role of affective commitment and the moderating role of job autonomy

With the continuous development of social economy and the increasingly fierce competition among enterprises, how to improve employees' active self-service performance has attracted more and more scholars' attention. Based on the active motivation model, starting from the affective commitment and job autonomy of employees, this paper analyzes 328 valid sample data, and discusses the role and adjustment mechanism of humble leaders on employees' active self-service performance. The results show that humble leadership has a significant positive effect on employees' active self-service performance, and affective commitment plays a completely mediating role. In addition, job autonomy is an important boundary condition that affects this mechanism. When the level of job autonomy is high, the impact of humble leadership on employees' active self-service performance through affective commitment will increase. On the contrary, when the level of job autonomy is low, the interaction between humble leadership and job autonomy will decrease, and the degree of positive effect will be negatively affected.

Pengaruh Dukungan Organisasi, Kematangan Emosi dan Motivasi Kerja terhadap Komitmen Afektif Karyawan pada Dinas Pemadam Kebakaran dDan Penyelamatan Kota Yogyakarta


 This study aims to determine the effect of organizational support, emotional maturity and work motivation on the affective commitment of employees at the fire and rescue service in the city of Yogyakarta. This study uses a quantitative approach method. The population in the study amounted to 103 employees. Sampling by Accidental Sampling. Data were analyzed using Multiple Linear Regression equipped with the classical assumption test, T test and F test. The results showed that the Organizational Support variable had a positive and significant effect on Affective Commitment (Y), as evidenced by the results of the t test, which obtained a t count value of 2.263 > t table 1.675 and significant 0.028 <0.05. Then the variable Emotional Maturity (X2) has no significant effect on Affective Commitment (Y), as evidenced by the results of the t test, namely the t count value is 0.734 < t table 1.675 and is significant 0.467 > 0.05. And the variable Work Motivation (X3) has a positive and significant effect on the Affective Commitment variable (Y), evidenced by the results of the t test obtained t count 2.320 > t table 1.675 and significantly 0.025 <0.05. And simultaneously Organizational Support, Emotional Maturity and Work Motivation have a significant effect on Affective Commitment with α = 0.05.
 Keywords: Affective Commitment, Organizational Support, Emotional Maturity, Work Motivation

Effect of Organisational Climate on Employees’ Organisational Affective Commitment the Case of Ethiotelecom Western Region

The complexity of an organization rose for the need of creating a suitable working environment via investigating the effect of organizational Climate components (employees’ perceived autonomy, Bad Teamwork, reward and recognition, unfairness and supervisor’s support) on employees’ affective commitment in Ethiotelecom Western Region. For this study, Structural Equation model was used to analyse the data gathered from 250 employees through questionnaire from on non-managerial position employees out of which 236 were found valid and used for this study. The results of the study acknowledged that all organizational climate variables (autonomy, bad teamwork, reward and recognition, unfairness and supervisors’ support has a statistically significant effect on affective commitment of employees’ to the organization, nonetheless bad teamwork and unfairness has a negative and significant effect on affective commitment of employees’ to the study area. The study recommended structural transformation should take place in the organization to increase the motivation and commitment of employees’ primarily on the areas of bad teamwork and employees’ perception of unfairness to create a strong affective emotional attachment towards an organization. The conceptual relationship of organizational climate variables (employees’ perceived autonomy, bad teamwork, reward and recognition, unfairness and supervisor’s support) on affective commitment employees’ put an intense credit on the climate of an organization.

PENGARUH KEPUASAN KERJA TERHADAP KOMITMEN KARYAWAN DI UPTD PUSKESMAS SUKARAJA KABUPATEN SUKABUMI

In achieving organizational goals, it is necessary to properly manage the human resources in it. The Puskesmas is an organization where human resources or employees are called to have a major influence in achieving the goals of the Puskesmas. Job satisfaction is one of the factors that can affect employee commitment to the organization. In fact, there are many phenomena and problems that indicate that something is not right that is felt by the employees of the UPTD Puskesmas Sukaraja. Therefore, we will conduct research on the effect of job satisfaction on employee commitment at the UPTD Puskesmas Sukaraja. This research is a descriptive quantitative study using a simple linear regression statistical test with the independent variable being job satisfaction and the dependent variable being employee commitment. The results of the sample calculation using the slovin formula obtained the number of samples as many as 40 of the total population of 68 people. The sampling technique was taken using random sampling technique. The results showed that there was a relationship between job satisfaction and employee commitment and job satisfaction had a significant effect on employee commitment at the UPTD Puskesmas Sukaraja

Agreeable Supervisors Promoting the Organization – Implications for Employee Commitment and Retention

Abstract. Through two studies, we examine the importance of supervisor promotion of the organization (SPO) for employee commitment and retention. Study 1 ( N = 910) found SPO to be distinguishable from supervisor’s organizational embodiment, perceived supervisor support, perceived organizational support, and supervisor vision and to interact with perceived supervisor agreeableness to predict employee affective commitment. Using time-lagged data, Study 2 ( N = 272) found SPO to be indirectly related to turnover via employee affective commitment and this relation to be stronger at high perceived supervisor agreeableness. These findings indicate that SPO can help reduce employee turnover but that organizations would be well advised to encourage supervisors to act agreeably with subordinates or hire and promote supervisors who do so.

Kepemimpinan Transformasional Atasan Mendorong Komitmen Afektif Karyawan Ritel

A company really needs organizational commitment, that is, employees have a sense of trust in the company, are loyal, and participate or contribute to achieving company goals. Likewise in retail industry, namely products that are produced and distributed in large and mass quantities to be consumed by final consumers in small quantities according to the needs of these consumers. Retail companies seek to improve their human resources to foster the organizational commitment of their employees. Human resources are the most valuable asset in an organization. Aware of the importance of human resources as the industry's main capital asset, it is a concern for the retail industry management by providing training to strengthen leadership in the organizational structure. One form of leadership training needed to emulate employees is through transformational leadership. Transformational leadership training is carried out to stimulate employee affective commitment

Assessing the effects of transformational leadership on innovative behavior: the role of affective commitment and psychological capital

PurposeThis study examines the impact of transformational leadership on employees' innovative behavior via the mediating role of employee affective commitment and the moderating effect of psychological capital.Design/methodology/approachA sample of 555 employees from Ghana's textiles and dress-making industry through a three-wave self-administrated questionnaire participated in this study. The study's hypotheses were analyzed using Hierarchical Regression.FindingsResults revealed that the dimensions of transformational leadership positively influenced employee affective commitment and employees' innovative behavior. Furthermore, employee affective commitment positively influenced employees' innovative behavior. Moreover, employee affective commitment exercised mediation effects in the relationship between transformational leadership and employees' innovative behavior. Hope and Optimism moderated the employee affective commitment and employees' innovative behavior relationship. Self-efficacy negatively moderated the employee affective commitment and employees' innovative behavior relationship. Staggering, resilience had no moderation impact on the employee affective commitment and employees' innovative behavior relationship.Practical implicationsThe research provides guidlines to employers to prioritize training and development, institutionalize coaching and promote policies and investment that help to uphold employees’ positive emotions and positive psychological development.Originality/valueThis study tests the mediating role of employee affective commitment and moderating role of psychological capital in relation to transformational leadership and employees' innovative behavior. In addition, it assesses the interactive outcome of positive affect and positive psychological development of employees, which has attracted less theoretical and empirical deliberations.

Pengaruh Disiplin Kerja, Lingkungan Kerja Fisik dan Budaya Organisasi terhadap Komitmen Afektif Karyawan

This study aims to determine the effect of work discipline, physical work environment, and organizational culture on employees' affective commitment to the permanent employees of UST Yogyakarta. This study uses quantitative method. The population in this study were all permanent employees of UST. The number of samples was determined using the Solvin formula while the sampling technique employed accidental sampling technique. The gained data were analyzed using classical assumption test and multiple linear regression. The research findings show that work discipline has a significant positive effect on employee affective commitment with a significance value of 0.039. The physical work environment has a significant positive effect on employee affective commitment with a significance value of 0.043. Organizational culture has a significant positive effect on employee affective commitment with a significance value of 2.699. Simultaneously work discipline, physical work environment, and organizational culture affect the affective commitment of employees.