Commitment Scale Research Articles

Effects of person-job fit on occupational commitment among kindergarten teachers: occupational well-being as mediator and perceived organizational support as moderator

IntroductionThe objective of this research was to investigate the effect of person-job fit on occupational commitment among Chinese kindergarten teachers, and to identify strategies for improving the occupational commitment of this professional group.MethodsA survey was conducted among kindergarten teachers utilizing the Occupational Commitment Scale, Person-job Fit Scale, Occupational Well-being Scale, and Perceived Organizational Support Scale, resulting in the acquisition of 1539 valid data.ResultsA significant positive correlation was observed between person-job fit and occupational commitment, with occupational well-being serving as a partial mediator in this association. Additionally, the direct effect of person-job fit on occupational commitment was moderated by perceived organizational support. Specifically, a significant positive correlation between person-job fit and occupational commitment was evident when the scores of perceived organizational support were below 0.21, whereas a significant negative correlation was observed when the scores of perceived organizational support were above 1.67.ConclusionsIn order to enhance the degree of occupational commitment among kindergarten teachers, it is imperative to pay attention to their person-job fit, perceived organizational support, and occupational well-being.

Organizational Commitment of Employees at Bank of North Sumatra

This research aims to determine the level of organizational commitment possessed by Bank of North Sumatra employees. The approach used in this study is quantitative. The population in this study were bank employees at the Bank of North Sumatra, with a sample size of 172 employees. The sampling technique used in this research is incidental sampling. Furthermore, data was collected using an organizational commitment scale in the form of a Likert scale. The organizational commitment scale was distributed directly to research subjects. After the data is collected, the data is processed using SPSS statistical software. The results of this research show that the majority of employees at the Bank of North Sumatra have low organizational commitment. Based on these findings, the Bank of North Sumatra is encouraged to take action to increase employees' organizational commitment in order to overcome the problem of low organizational commitment among its employees. A few actions that companies can take to increase employee organizational commitment are providing an environment that can reduce employees' stress levels and providing coaching for employees to manage work stress well. These actions are important because employees who have high commitment will work harder to achieve company goals and will be more responsible for their work and loyal to the company when compared to employees who do not have high organizational commitment. Therefore, having highly committed employees will make it easier for employees to achieve their goals and achieve success.

İstanbul Havalimanı Teknik Personelinin Motivasyonunun Örgütsel Bağlılık Üzerine Etkisine Yönelik Bir Araştırma

Airport operators are called service operators. The most important factors which affect the quality of the services are the motivation of the employees and their commitment to organizations. Therefore, contemporary management approaches should investigate the factors that affect the motivation and organizational commitment of employees and find out the results.
 This study investigates the variables which influence the relationship between the motivation and organizational commitment of the technical electricity staff who work at Istanbul Airport. The method that was used in the research is the relational screening method which is one of the quantitative research methods. This screening method as “Motivation Scale” and “Organizational Commitment Scale” had been applied for the technical staff of the Istanbul Airport between October 1, 2019 and November 10, 2019. It is found out that there are significant differences based on gender, marital status, age, education level, working time in the corporate and position in terms of the motivation and commitment of the employees.

The associations between benevolent leadership, affective commitment, work engagement and helping behavior of nurses: a cross-sectional study

BackgroundBenevolent leadership is common in organizations, including hospitals, and is known to have positive effects on employees. Yet, nursing literature lacks sufficient research on its relationships with nurses’ behavior.MethodsIn March to April 2022, a cross-sectional study was carried out involving 320 nurses employed across various hospitals in Sichuan Province, China. Benevolent leadership, affective commitment, work engagement, and helping behavior were evaluated using the Benevolent Leadership Scale, Affective Commitment Scale, Work Engagement Scale, and Helping Behavior Questionnaire, respectively. The study employed structural equation model and the bootstrap method to investigate the proposed relationships.ResultsThe SEM analysis results indicated a positive association between benevolent leadership and several outcomes among nurses. Specifically, benevolent leadership was found to be positively associated with nurses’ affective commitment (β = 0.58, p < .001), work engagement (β = 0.02, p < .001), and helping behavior (β = 0.17, p = .001). Additionally, there was a significant indirect effect between benevolent leadership and nurses’ work engagement through affective commitment (β = 0.08, p = .007) as well as between benevolent leadership and helping behavior through affective commitment (β = 0.16, p < .001).ConclusionsThis study’s findings emphasize the crucial role of benevolent leadership in fostering nurses’ positive attitudes and behaviors in the workplace. Hospital administrators could promote the benevolent leadership of head nurses to enhance nurses’ affective commitment, work engagement, and helping behaviors.

Examination of Psychological Strength and Target Commitment Level of Students Faculty of Sports Sciences Province

The aim of our study is to examine the psychological resilience and goal commitment levels of the students studying at the Faculty of Sport Sciences of Fırat University over various variables. In our study, descriptive scanning methods were used. A total of 330 individuals, 152 women and 178 men, studying at the Faculty of Sport Sciences of Fırat University, participated in our research on a voluntary basis. “Demographic Information”, “Child and Adolescent Psychological Resilience Scale” adapted into Turkish by Arslan (2015) and “goal commitment scale” adapted into Turkish by Senel and Yıldız (2016) were used on the individuals participating in the research. SPSS package program was used for data analysis. Percentage frequencies of the given data were calculated, normal distribution tests were performed, and as a result of these controls, t test was used for those with 2 variables and analysis of variance for multiple variables. Tukey test was used to determine the differences between the groups. The significance level of the study was taken as p

The Polish adaptation of the unidimensional target-neutral scale of commitment (K.U.T.-PL)

The Polish adaptation of the unidimensional target-neutral scale of commitment (K.U.T.-PL)

The Influence of School Heads on Teachers’ Commitment in Public Secondary Schools in Kagera Region, Tanzania

Teachers’ commitment plays a pivotal role in the success of any education system and the leadership provided by heads of schools is instrumental in shaping this commitment. Empirical research has consistently demonstrated a strong connection between instructional leadership and teachers’ commitment. In the context of Kagera Region, Tanzania, which has witnessed a decline in various aspects of education and human development, this study built upon transformational leadership theory and employed quantitative research approach, with a cross-sectional design to investigate the relationship between supervisory practices of heads of schools and teachers’ commitment in public secondary schools. The study collected quantitative data from a sample of 240 teachers in the Kagera Region. The quantitative data were collected using two instruments: The Leadership Scale adapted from Carless, Wearing, and Mann (2000) and the Employee Commitment Scale adapted from Mwamatandala and Muneja (2020). The primary hypothesis posited that supervisory practices of heads of schools significantly impact teachers’ commitment. The results revealed a substantial significant relationship between heads of schools and teachers’ commitment, demonstrating the importance of instructional leadership in shaping teaching commitment in schools. The study also revealed an avarage level of teachers’ commitment in performing their duties in schools. This finding raises important questions regarding teacher efficacy and leadership efficacy within Kagera Region's public secondary schools. The results underline the need for targeted interventions aimed at improving instructional leadership practices to boost teachers’ commitment. Pedagogically, the results implicate that qualitative data can provide a deeper understanding about which and how leadership practices influence teachers’ commitment.

Validation of measurement scales for undergraduate students' self-perceived employability and university commitment in the United Arab Emirates

PurposeThe purpose of this study is to validate the psychometric properties of the Self-Perceived Employability Scale in the context of the United Arab Emirates (UAE-SPE) and to verify the model fit of the UAE-SPE and University Commitment Scale (UC) (Rothwell et al., 2008) for undergraduate students.Design/methodology/approachA cross-sectional survey study was carried out to collect the data using a web-based survey tool (Qualtrics) at a public university in the UAE. The sample was 646 undergraduate students.FindingsAs a result of the factor analysis, the study validated three factors of SPE for undergraduate students in the UAE that explain their perceptions of their university reputation, their field of study, the state of the UAE labour market and confidence in their skills. Confirmatory factor analysis verified good model fit indices of UAE-SPE and the UC scale. In addition, the study found a statistically significant positive relationship between the UC scale and the three factors of UAE-SPE.Originality/valueCurrently, there is a scarcity of published research on self-perceived employability amongst undergraduate students in higher education institutions in the UAE and the Arab region. This article not only contributes to research on this topic but also validates two scales, allowing cross-cultural comparisons of SPE and UC of undergraduate students in the Arab region and worldwide.

Nursing Students' Occupational Motivation, Occupational Commitment Levels and Related Factors

Nursing students' occupational motivation and commitment levels are essential for their development and success. Therefore, this study aimed to determine nursing students' occupational motivation, commitment levels, and related factors. The descriptive and cross-sectional study data were collected between March and April 2023. The study sample consisted of 326 students studying at the Nursing Departments of the Faculty of Health Sciences of two universities in a province of Türkiye in the 2022-2023 academic year. The data were collected using the Personal Information Form, Four-Dimensional Occupational Commitment Scale, and Motivation’s Resources and Problems Scale. It was determined that the occupational commitment levels, motivation levels, and academic achievements of the students differed according to the students' years, the high school they graduated from, the state of choosing the nursing department willingly, the state of being satisfied with school life, the reason for choosing the nursing profession, the willingness to do postgraduate education. In addition, there is a significant relationship between students' occupational commitment and occupational motivation. Educating students about occupational values is necessary to ensure occupational development. By developing strategies related to these factors affecting students, it is possible to train professional nurses with high occupational motivation and commitment to their profession.

Comparison of Occupational Burnout and Organizational Commitment in Physical Education and Other Branch Teachers: Sport High School Example

The aim of the research is to compare the occupational burnout and organizational commitment of physical education, sports and other branch teachers working in sports high schools. 513 physical education and sports teachers and 568 other branch teachers working in sports high schools throughout Turkey participated in the research. Data collection tools of the research are “Personal Information Form”, “Maslach Burnout Inventory” and “Multidimensional Organizational Commitment in Teachers” scales. The comparison of burnout and commitment of physical education and sports and other branch teachers was determined by single-sample T-test and multi-sample Anova test. Burnout and commitment scales in the research; teaching branch (p&amp;lt;0.05), gender (p&amp;lt;0.05), age (p&amp;lt;0.05), marital status (p&amp;lt;0.05), educational status (p&amp;lt;0.05), professional seniority A significant difference was detected in the sub-dimensions (p&amp;lt;0.05) and sports high school working time (p&amp;lt;0.05). It can be said that it can be beneficial for the teachers working in the sports high school to develop themselves professionally and to follow the developments in the teaching branches closely.

THE INFLUENCE OF PHILOSOPHICAL MENTALITY AND SPIRITUAL INTELLIGENCE ON CREATIVITY OF EMPLOYEES MEDIATED BY ORGANIZATIONAL COMMITMENT

The root of organizational creativity depends on employee’s creativity and any factor increasing the staff ’s creativity. In recent years, specific features of the mind and the role of emotions in people are considered a competitive advantage that has been at the center of attention by organizations. Therefore, the present study focused on the relationship between spiritual intelligence and philosophical mentality on employee creativity and the mediating role of organizational commitment. To analyze the conceptual model of research, philosophical mentality the Smith’s Wellbeing Questionnaire for Workers, spiritual intelligence King’s Questionnaire, organizational commitment Allen and Meyer’s Organizational Commitment Scale, and organizational creativity Randsip’s Creativity Questionnaire were used for collecting data. Data analysis was performed using Pearson correlation coefficient and analysis of variance. The statistical sample included 278 employees of factories located in industrial towns of Isfahan, Iran. The results indicated the positive relationships between philosophical mentality and creativity, philosophical mentality and organizational commitment, spiritual intelligence and employee creativity, spiritual intelligence and organizational commitment, organizational commitment, and employee creativity. In addition, philosophical mentality and spiritual intelligence can affect the employee’s creativity through organizational commitment as a mediator variable.

Job adjustment predictive factors of healthcare midwives in health system reform in Iran

BackgroundPossessing sensitive and multiple responsibilities in the country's health system, particularly after the implementation of the health reform in Iran, midwives must be able to optimally perform their duties in their new job as healthcare providers. This study aimed to identify the factors that predict job adjustment for Iranian midwives working in healthcare.MethodsIn this cross-sectional study, 310 midwives were recruited from 209 health centers in the Iranian province of West Azerbaijan using the census method and asked to complete research questionnaires. Data were collected using job adjustment, job satisfaction, and organizational commitment scales. SPSS version 25 was used to perform ANOVA and calculate multiple linear regression coefficients for data analysis. In addition, the AMOS software was employed for path analysis and the identification of predictive variables.ResultsThe mean age of the participants was 37.67 ± 7.1 years. Most participants (35.5%) were interested in their occupation as a midwife, and 27.1% were very interest. They had a moderate to strong tendency (76.1%) to remain in their new profession. In addition, 58.1% of participants experienced moderate job adjustment. For healthcare midwives, "desire to remain in the midwifery profession" and "organizational commitment" were significant predictors of job adjustment. "Desire to remain in the midwifery profession" directly affected midwives' job adjustment, while "interest in the new profession" had an indirect effect. Furthermore, "adequacy of income to expenses," "job satisfaction," and "organizational commitment" through the mediating role of "desire to remain in the profession" can, directly and indirectly, influence their job adjustment.ConclusionTo better prepare midwives for their role as healthcare providers, organizational managers should focus their efforts and plan primarily on providing incentives to increase the longevity of staying in the profession of midwifery increase job adjustment, job satisfaction, and organizational commitment, thereby improving the quality-of-service delivery.

The mediating role of organizational commitment between workplace bullying and turnover intention among clinical nurses in China: a cross-sectional study

BackgroundWorkplace bullying experienced by clinical nurses is a critical and pervasive issue that not only detrimentally impacts nurses but also poses a significant threat to the overall quality of nursing services and patient care. This study aimed to determine the mediating role of organizational commitment in the relationship between workplace bullying and turnover intention among clinical nurses in China.MethodsParticipants were recruited from 40 hospitals in various provinces of China from December 2, 2021 to February 25, 2023, using convenience sampling. After obtaining hospital ethical approval and participants’ informed consent, clinical nurses (n = 585) from different nursing departments in different hospitals completed the questionnaire. The Socio-demographic Questionnaire, Negative Acts Qestionnaire, Chinese Workers’ Organizational Commitment Scale and Turnover Intention Questionnaire were used to collect general demographic data of nurses and assess workplace bullying they experienced, their level of organizational commitment and turnover intention. Descriptive statistics, Pearson correlation analyses and structural equation model were adopted to analyze the data.ResultsPearson’s correlation analysis showed that that workplace bullying was significantly negatively correlated with organizational commitment (r = − 0.512, P<0.01) and significantly positively correlated with turnover intention (r = 0.558, P<0.01), organizational commitment was significantly negatively correlated with turnover intention (r = − 0.539, P<0.01). Mediation analysis indicated organizational commitment partially mediated the association between workplace bullying and turnover intention. The total effect (β = 0.69) of workplace bullying on turnover intention consisted of its direct effect (β = 0.41) and the indirect effect mediated through organizational commitment (β = 0.280), with the mediating effect accounting for 40.58% of the total effect.ConclusionOrganizational commitment mediated the associations of workplace bullying and turnover intention. Therefore, healthcare organizations and nursing managers should develop appropriate strategies to enhance nurses’ organizational commitment in order to reduce their turnover intention.

The Pattern of Relationships Between School Size, School Culture, and Teachers' Organizational Commitment and Students' Academic

The main goal of schools is to establish students in cognitive, affective and physical areas. In general, the academic success of the students is taken into consideration as the cognitive domain output. This research sought to figure out whether there was a connection between the size of the school, the teachers' organizational commitment, the school culture, and the students' academic success. Additionally, it aims to figure out the impact of school culture, instructors' organizational commitment, and school size on secondary and highschool students' academic progress. The relational survey model was used to run the research. A total of 445 secondary and high school teachers made up the research's sample. The Teacher Information Form, Organizational Culture Scale, and Organizational Commitment Scale were used to gather data. The average scores on the High School Pass Test (HSPT [LGS]) for secondary school students and the Basic Talent Exam (BTE [TYT]) for high school students were used to measure academic success. The student size of the schools for which data was collected was taken as the size of the school. The data were analyzed by performing correlation and regression analysis. According to the findings, it has been determined that there is a significant relationship between school culture and teachers' organizational commitment, school size and academic success of students in different directions and levels. While teachers' organizational commitment is positively affected by the school culture, it is negatively affected by the size of the school. Although the effect of teachers' organizational commitment on students' academic success is positive, it is at a low level. School culture, teachers' organizational commitment and school size together significantly predict the academic success of students.

EFFECT OF SELF-ESTEEM, GENDER, AND TYPE OF INSTITUTION ON THE ORGANIZATIONAL COMMITMENT OF SECONDARY SCHOOL TEACHERS

This research is conducted to evaluate the impact of self-esteem, gender, and type of institution (public and Private) on the organizational commitment of secondary school teachers. Teachers of secondary school were taken as sample for the study. 200 teachers (Male=119, &amp; Female=81., and Government=105, Private=95) were choosen for the sample of the study. However, for gathering of data a multistage random sampling technique was used. The self-Esteem Scale (SES) developed by Dhar &amp; Dhar and the Teacher’s Organizational Commitment Scale Developed by Jamal &amp; Raheem were administered on the 200 teachers for taking their responses.To conduct the analysis, the following techniques were used: Mean, S.D., Product Moment Correlation, Regression, t-test, and Factorial ANOVA. According to the study, there is a substantial positive association between organisational commitment and self-esteem (r=0.48). Moreover, self-esteem reported a significant (F=2.711) differential effect on organizational commitment. Gender (F=0.395) and type of institution (F=0.298) showed insignificant differential effects on self-esteem. While Gender (F=3.330) and type of institution (F=1.178) were also showed an insignificant differential effect on the organizational commitment of secondary school teachers.

The Relationship Between Teachers' School Happiness, Organizational Commitment, and Self-Efficacy

The purpose of this research is to reveal the relationship between teachers' perceptions of organizational commitment, school happiness, self-efficacy. In the study, data collection was conducted using the "Organizational Commitment Scale" adapted into Turkish by Han, Dağlı and Elçiçek (2018), the "School Happiness Scale" developed by Sezer and Can (2019), and the "Teachers' Self-Efficacy Scale" adapted into Turkish by Karaoğlu (2019), along with a personal information form developed by the researchers. The relational scanning method was used in the study. The sample of the study consists of 516 teachers working in different types and levels of schools in the Avcılar district of Istanbul, determined by the maximum diversity sampling method. The collected data were analyzed using the SPSS 27.0 software package, employing normality tests, t-Test, and One-Way Analysis of Variance (ANOVA). A relational (correlational) design was employed in the study to determine the relationship between teachers' perceptions of organizational commitment, school happiness, and self-efficacy, and a multiple regression analysis was used to determine the effect of organizational commitment and self-efficacy variables on school happiness. A moderate (r=0.559) and significant (p

Nurses’ Perceptions of Patient Safety Culture and Evaluation of Organizational Commitment Level

This research was carried out to determine nurses' perceptions of patient safety culture and organizational commitment levels, as well as to show the relationship between these two variables.&#x0D; In this descriptive and correlational study, data were collected between May and June 2018 with the participation of 299 nurses working in a public hospital. Turkish versions of surveys titled Hospital Survey on Patient Safety Culture and Organizational Commitment Scale were used in order to collect data. The data collected was summed using frequencies, percentages, means, and standard deviation. Pearson correlation in comparing categorical data between groups were benefitted in comparative analyses. &#x0D; Nurses’ perception of patient safety culture was at a level that needed improvement (Total average percentage of positive responses 54%). The standards of organizational commitments of the participants were found to be high (4.09±0.85). The association between nurses’ perceptions of patient safety culture and their organizational commitment degrees (r=0.41) were found statistically significant (p≤0.01). As the level of patient safety culture of nurses increases their level of commitment to their institutions also increases.&#x0D; The patient safety culture level of nurses is below the desired level and needs to be improved.. Enhancing the safety culture in hospitals will improve their organizational commitment.

The Relationship Between Safe Nursing Care and Professional Commitment of Nurses in Iranian Educational-Therapeutic Hospitals

Background: Safe nursing care and professional commitment are known as two important components influencing the nursing service quality. Objectives: The present study aimed to assess the relationship between safe nursing care and nurses’ professional commitment. Methods: In the present cross-sectional correlational research, 263 nurses were selected from the intensive care unit/cardiac care unit (ICU/CCU), internal, surgery, pediatrics, gynecology and obstetrics, oncology, burn, orthopedics, infectious, and neurology wards of educational-therapeutic hospitals affiliated with Qazvin University of Medical Sciences by quota sampling method between May 2022 and September 2022. Data collection was performed using the nurses’ professional commitment scale (NPCS) and the assessment of safe nursing care (ASNC) questionnaire. Nurses were selected using a convenience sampling method. The collected data were analyzed using descriptive and inferential statistical tests (t-test, Pearson’s correlation, and one-way analysis of variance (ANOVA)) by SPSS software version 16. Results: The mean scores of nurses’ professional commitment and safe nursing care were 86.16 ± 4.92 and 134.57 ± 16.15, respectively. Pearson’s correlation test showed a significant relationship between nurses’ professional commitment and safe nursing care (r = 0.345, P ≤ 0.001). Also, the test results indicated that the level of nurses’ professional commitment varied among individuals with different employment types (P = 0.008). Conclusions: According to this study, safe nursing care and nurses’ professional commitment are two important components influencing each other. Therefore, these results have important implications for policymakers and healthcare systems involved in promoting the level of safe nursing care and nurses’ professional commitment.

The relationship between learning burnout, professional commitment, and psychological capital in undergraduate clinical medical students.

This study examines the current status of and relationship between learning burnout, professional commitment, and psychological capital in undergraduate clinical medical students. A total of 249 undergraduate students were randomly selected from a 5-year clinical medical program at a medical university in Shandong, China. The study employed the Learning Burnout Scale, Professional Commitment Scale, Psychological Capital Scale to survey the sample, and performed structural equation modeling and multiple regression to test the proposed research model using SPSS 19.0. Significant differences in learning burnout were found among students in terms of their gender, years in the medical program, and student leadership (t = 1.811, F = 22.091, t = -2.295; P < .01). There were also significant differences in their professional commitment according to their gender, years in the program, and student leadership (t = -2.711, F = 4.275, t = 3.389; P < .01). Psychological capital differed significantly based on gender, years in the program, and student leadership (t = 8.709, F = 6.182, P < .01, t = 2.086, P < .05). Learning burnout showed significant negative correlations with professional commitment and psychological capital (r = -0.311, r = -0.291; P < .01). The psychological capital and professional commitment of undergraduate students of clinical medicine serve as predictors of learning burnout. Psychological capital partially mediates the relationship between professional commitment and learning burnout.

A Comparative Study of Self-Efficacy, Work Motivation and Organizational Commitment among Teachers

The present study was undertaken in order to investigate and compare if there was any significant difference between government and private school teachers with respect to work motivation, teachers’ self-efficacy and organizational commitment. To achieve this objective, data was gathered from 100 respondents which comprised of 50 government school teachers and 50 private school teachers through purposive and snowball sampling methods. Tools such as Work Motivation Questionnaire (WMQ), Organizational Commitment Scale (OCS) and Teachers’ sense of self-efficacy scale were used. Data was analyzed using statistical tools such as t-test and Mann-Whitney U test through Statistical Package for Social Sciences (SPSS). Results revealed that private school teachers had a higher extent of work motivation, teachers’ self-efficacy and organizational commitment when compared to government school teachers.