Continuance Commitment Research Articles

The Role of Perceived Organizational Politics in Organizational Commitment and Turnover Intentions among Private Sector Teachers

The aim of the current study was to investigate the role of perceived organizational politics in organizational commitment and turnover intentions. The data (N = 120) was collected through purposive convenient sampling technique from private college teachers of Sargodha city, sample also equally comprised male teacher (n = 75) and female teacher (n = 75). Perception of Organizational Politics Scale (Kacmar & Carlson, 1997), Organizational Commitment Questionnaire (Mowday et al., 1979), and Turnover Intentions Scale (Mobley, 1977) were used to measure the constructs of present study. Correlational analysis showed that perceived organizational politics was negatively correlated with organizational commitment and its constructs (i.e. affective, continuance, and normative commitment). Correlation analysis also showed that perceived organizational politics positively correlated with turnover intentions. Simple linear regression analysis showed that perceived organizational politics was negative predictor of organizational commitment and its constructs. Simple linear regression showed that perceived organizational politics was positive predictor of turnover intentions. Simple linear regression also showed that organizational commitment was negative predictor of turnover intentions. Independent t-test demonstrated that females were significantly higher on perceived organizational politics and turnover intentions, results also showed that males scored higher on organizational commitment as compared to female teachers. Moderation analysis showed that there was significant effect of perceived organizational politics as a moderator in relationship between organizational commitment and turnover intentions. Limitations of the current study and suggestion for the future research have been discussed.

Optimalisasi Peran Guru Pengabdian Untuk Meningkatkan Kualitas Pembelajaran di Pondok Pesantren Al-Amanah Al-Gontory: Sebuah Tinjauan Efektivitas

Teacher effectiveness is the act of displaying or carrying out an activity within an educational institution. Effective teachers must have an important role in dedicating themselves to the educational process. The primary objective of this study is to delineate endeavors aimed at enhancing the efficacy of service teachers in elevating the standard of learning. The research adopts a qualitative approach employing thematic analysis as its model. The data collection methodologies encompass interviews, observations, and documentation. The findings reveal that the predominant model for nurturing service teachers at the Al-Amanah Al-Gontory Islamic boarding school is centered around total quality control. This entails overseeing and regulating the quality of the entire life structure, thereby influencing various facets of the educational environment. The methods used include direction, training, assignment, habituation, supervision, uswah hasanah, and approaches (humane, program, idealism). Next, enhancing teacher proficiency involves the implementation of various programs such as creating pre-teaching materials (RPP), reinforcing teaching materials, reviewing learning materials (Taftisyu al-I'dat al-mufaaji'), conducting supervision (Naqdu Tadris), and carrying out weekly assessments commonly referred to as Saturday evaluations. The effectiveness of the learning experience is validated through the continual commitment of the teaching staff.

Organizational Commitment: a Review of Conceptual Framework of Three-component Model

In today’s global market place, organizations must utilize their human resources effectively. In a world where competition is fierce, companies are about to realize that their workforce provides a competitive edge and that employee effectiveness is one of the key factors affecting the organization's success. Thus, it is imperative for organizations to ascertain the variables that impact the efficiency and output of their workforce. One of the many variables that can affect their efficacy is organizational commitment. The most devoted, enthusiastic, and faithful employees are the ones who are least inclined to think of leaving their positions. In this context, the concept of organizational commitment becomes a topic of utmost significance. Hence, in this paper, an attempt has been made to understand the conceptual framework of Organizational Commitment as a three-component model. Initially, Organizational Commitment was viewed as a two-component model i.e Affective and Continuance Commitment, later, another component “Normative Commitment” was added after due research.

Determinants of sickness absence in police: Case study of Abu Dhabi police department, UAE

Sickness absence among employees is reported to reduce organization profits and performance and thus threaten the organization's existence in the market. The monitoring and reporting of data on sickness absence is considered a crucial element of reactive health and safety control systems in organizations. It is one of the major indicators of organizational continuous commitment to improving the quality of working conditions. However, sickness absence in Police in the United Arab Emirates (UAE) is less investigated. The Occupational Health and Safety Survey developed for this study was distributed to 1317 employees of the Capital Police Directorate of Abu Dhabi Police. The survey was answered by 760 employees (58 %). While 230 (17 %) refused to participate, 259 (20 %) did not return the surveys, and 68 (5 %) were not surveyed as they were on authorized long-term leave for various reasons (and did not receive the survey). This study analyzes if the psychosocial work factors, physical work exposure factors, and employee's perception of the health and safety management system predict sickness absence in the Abu Dhabi Police after taking into account the other covariates. This study found no association between job control and the risk of sickness absence, in contrast to findings from other studies. There was also no association between psychological job demand and the perception of health and safety management with the risk of sickness absence in this study. Officers who fit the ‘job strain’ category did not have a significant increase in the risk of sickness absence in this study. However, high levels of combined physical exposures reported a significant relation with sickness absence. In conclusion, this, being one of the first studies in the region, provides insights on work factors and perception of HSE on sickness absence and provides recommendations within the context of the region for future studies and address sickness absence among police in the UAE.

Impact of Firm Ownership Type on Organizational Commitment and Citizenship Behaviour

In today’s globalized scenario, where advancements in technologies have facilitated people to connect, communicate and collaborate, and where organizations are striving to create an ecosystem that develops sustainable competitive advantage, people issues become a key factor. Organizations, therefore, require an understanding of the business scenario, organizational context and employee characteristics that influence employee behaviour and their workplace relationships as well as their intentions to stay. Though all organizations expect their employees to act with a sense of trust and commitment, the business context of family- and non-family firms are unique and different. While family firms are characterized by the family’s value system and emotions in building strong employee engagement, non-family firms are transactional and driven by outcomes. The study explores differences in organizational commitment and organizational citizenship behaviour between family- and non-family firms, and it draws on the tenets from the Social Exchange theory. The data has been collected from 634 dyadic responses captured at two levels—employees’ self-reported commitment levels and their citizenship behaviour rated by their managers. Our results show that, in the Indian context, the employees of family firms demonstrate a higher affective, continuance and normative commitment as compared to those of non-family firms. However, the two groups did not differ significantly in their organization citizenship behaviour. It was also found that the relationship between organizational commitment and citizenship behaviour was stronger in employees of family firms than in employees of non-family firms.

Redefining ‘Careers’ and ‘Sustainable Careers’: A Qualitative Study with University Students

Contemporary society challenges traditional linear career progressions with the emergence of the ‘sustainable career’ concept. This dynamic career path spans different societal domains over time and involves individuals actively shaping their paths through actions and the interpretation of their experiences. The evolving socioeconomic contexts demand a reevaluation of career development processes, necessitating an examination of individual perspectives on what makes a career authentically sustainable. Despite this, in the Italian and Spanish contexts, a definition of the concept of career and sustainable careers rooted in individuals’ interpretations is still absent. This qualitative study is designed to fill the existing gap by exploring the definition of the concepts of ‘career’ and ‘sustainable career’ in an initial sample of Italian (N = 197) and Spanish (N = 193) students (323 females, 67 males) aged 18–30 years (M = 20.13; SD = 2.13). Participants answered open-ended questions about ‘career’ and ‘sustainable career’. Qualitative data analysis software identified key themes, and correspondence analysis explored differences between the Italian and Spanish samples. The findings reveal that the concept of a career encompasses an evolving sequence of work experiences, incorporating training pathways, a continuous commitment to personal growth goals, and professional satisfaction. A sustainable career extends this, emphasizing a healthy work–life balance and the often-overlooked dimension of social empowerment. This study offers a perspective for designing research and interventions aimed at promoting careers and work environments perceived as authentically sustainable.

Be A Teacher And Shut Up: When The Violation of The Psychological Contract Stands as A Perfect Mediator in the Relationship Between Sexual Harassment and Continuous Commitment

Purpose: The purpose of this article is to shed light on the issue of sexual harassment towards women who hold lower positions in the hierarchy of higher education institutions. These women often feel powerless to refuse indecent advances from their hierarchical superiors, which violates the psychological contract between them and their subordinates. This highlights the close connection between sexuality and power relations in the workplace. Design/Methodology/ Approach: The study employed a quantitative methods which applied the survey questionnaire to get response from Tunisian higher education sector, including PhD students, permanent teaching assistants, and temporary teachers. We utilized 370 valid cases to infer the results. Findings: The results showed that sexual harassment has a significant and positive impact on both continuous commitment and violation of psychological contract, which has a significant and positive impact on continuous commitment. We also found that the violation of the psychological contract acts as a mediator in the relationship between sexual harassment and continuous commitment. Research, practical and social implications: The study would be valuable to contrôle the issue of sexual harassment of females who are affiliated and not affiliated with the university. The study would help prepare the policies regarding controlling potential harassers. Originality/ value: The study shed light on the important issue of sexual harassment towards women who hold lower positions in the hierarchy of higher education institutions in Tunisia.

Understanding configurations of continuance commitment for platform workers using fuzzy-set QCA

PurposeHow to improve continuance commitment for platform workers is still unclear to platforms' managers and academic scholars. This study develops a configurational framework based on the push-pull theory and proposes that continuance commitment for platform workers does not depend on a single condition but on interactions between push and pull factors.Design/methodology/approachThe data from the sample of 431 full-time and 184 part-time platform workers in China were analyzed using fuzzy-set qualitative comparative analysis (FsQCA).FindingsThe results found that combining family motivation with the two kinds of pull factors (worker's reputation and algorithmic transparency) can achieve high continuance commitment for full-time platform workers; combining job alternatives with the two kinds of pull factors (worker's reputation and job autonomy) can promote high continuance commitment for part-time platform workers. Particularly, workers' reputations were found to be a core condition reinforcing continuance commitment for both part-time and full-time platform workers.Practical implicationsThe findings suggest that platforms should avoid the “one size fits all” strategy. Emphasizing the importance of family and improving worker's reputation and algorithmic transparency are smart retention strategies for full-time platform workers, whereas for part-time platform workers it is equally important to reinforce continuance commitment by enhancing workers' reputations and doing their best to maintain and enhance their job autonomy.Originality/valueThis study expands the analytical context of commitment research and provides new insights for understanding the complex causality between antecedent conditions and continuance commitment for platform workers.

The Correlation Between the Principal’s Leadership Style and the Commitment of Teachers in Arab Schools in Israel

Abstract The present study examines the influence of the principal’s leadership style on the teachers’ commitment. The research question is: What is the correlation between the school principal’s leadership style and teachers’ sense of commitment? The research population is from The Triangle, a concentration of Israeli Arab towns and villages adjacent to the Green Line. The settlements are home to approximately 300,000 Arab citizens of Israel, representing about 24%% of Israel’s Palestinian Arab population who are Muslim. 352 teachers participated in the study, of which 275 were women (78.1%), and 77 were men (21.9%), most of them in the age range of 35-55. The teachers teach in middle schools and high schools. The research tools used in the study include two questionnaires: 1) Multi-factor Leadership Questionnaire – MLQ by Bass and Avolio [1990], which includes 36 items that measure nine leadership styles indices. 20 items examine transformational leadership, 12 items examine transactional leadership, and 4 items examine Laissez-faire leadership. 2) The Allen and Meyer [199] commitment to school questionnaire. The questionnaire includes 16 items, 8 first items examine affective commitment to the organization and 8 last items examine continuing commitment to the organization. The scale is between 1 and 4. Hypothesis H1 was confirmed, the study findings showed that there are positive relationships of moderate and significant strengths between all leadership indicators and commitment indicators while high levels of leadership (transformational, transactional and laissez-faire) the teacher reported about his principal, are associated with high levels of affective and continuance commitment. In addition, it was found that the relationship between transactional leadership and affective commitment is (slightly) stronger than the relationship between transformational leadership and affective commitment.

Sentiment Analysis Using the Vader Model for Assessing Company Services Based on Posts on Social Media

Abstract The provision of services by companies in specific domains requires continuous commitment and a constructive approach to meet customer requirements, however, it is often challenging to determine the level of customer satisfaction without their feedback. Therefore, this paper attempts to provide a solution to this problem by using comments from social networks and evaluating their sentiment using the VADER model. In order to accomplish the aim of our research, a lexicon has been built with more than 9500 adjectives and verbs from the Albanian language based on VADER which is just in the initial form and the sentiments are evaluated as positive, neutral, or negative. The lexicon was constructed for the Albanian language and two companies of the Republic of Kosovo were researched as case studies. Furthermore, the sentiment estimation, using the VADER model, in case of our datasets, we obtained a high accuracy, approximately between 89% and 95%. This level of accuracy has been primarily attributed to the application of all preprocessing steps within the dataset, which significantly enhances the model’s performance.

The effect of interpersonal, problem solving and technical training skills on performance of Ethiopia textile industry: Continuance, normative and affective commitment as mediators

The effect of interpersonal, problem solving and technical training skills on performance of Ethiopia textile industry: Continuance, normative and affective commitment as mediators

The impact of organizational commitment on knowledge management processes in project-based organizations with the mediating role of employee motivation

The purpose of this research is to investigate the effect of organizational commitment (with three dimensions of emotional commitment, continuous commitment, and normative commitment) on knowledge management processes (KMP) in project-based organizations, considering the mediating role of employee motivation. This research has an applied purpose and a descriptive and quantitative nature, which was conducted with a survey strategy. The statistical population is managers and experts of first-class construction companies in Tehran. Data collection was done through a standard questionnaire with 58 questions and hypotheses were tested with SmartPLS. The findings showed that emotional commitment and continuous commitment have a positive effect on employee motivation in project-oriented organizations, respectively, 0.56 and 0.2. Also, employee motivation has a positive effect of 0.51 on KMP in project-oriented organizations. Therefore, employee motivation plays a mediating role in influencing the dimensions of organizational commitment to KMP. But normative commitment does not have a positive effect on employee motivation in project-oriented organizations. On the other hand, employee motivation is influenced by their commitments to the organization and will have positive effects on intellectual capital management, KM and ultimately business performance. Among research backgrounds, the effect of organizational commitment dimensions on improving KMP with the mediating role of employee motivation in project-oriented organizations has not been investigated. It is expected that the results of this research can finally provide scientific and executive solutions to improve the performance of project-oriented organizations through the improvement of these components.

Is Turnover Intention of Waste Industry Employees Determined by Career Growth, Affective, Normative and Continuance?

However, in some businesses, job requirements are sometimes not in line with employees' aspirations for professional advancement, which often leads to a high incidence of employee turnover. The goal of this study is to determine how the likelihood of employee turnover is influenced by career development, emotional commitment, normative commitment, and continuation commitment.Purposive sampling was also utilised in this study to choose respondents. 158 employees, primarily on the island of Java, who work in the waste business industry were the subject of this study. The data is examined using the structural equation model (SEM) technique. According to the study's findings, career growth positively and significantly influences commitment, continuance commitment, and normative commitment. Additionally, career growth, affective commitment, normative commitment, and continuance commitment do not influence turnover intention. Last but not least, psychological capital does not moderate the relationship between affective commitment and turnover intention.

The Influence of Human Resource Management on Organizational Commitment of Thai Private University Personnel

The purposes of this research were: (1) to study perceptions of employees towards human resource management of Thai Private Universities; (2) to study organizational commitment of Thai Private University personnel; (3) to study a relationship between human resource management and organizational commitment of Thai Private University Personnel; and (4) to analyze human resource management influencing organizational commitment of Thai Private University personnel. The samples used in this study were 350 employees who work in Thai Private Universities in Bangkok and suburban areas. The instrument used to collect data was a research questionnaire. Statistics used in this research consisted of Percentage, Mean, Standard Deviation, Pearson Correlation and Multiple Regression Analysis. The research results showed that: The perceptions of employees towards human resource management of Thai Private Universities, in total, were at a high level. In particular, training and development had the highest mean value, followed by employee retention, employee recruitment and selection, and benefits and compensation. The organizational commitment of Thai Private University Personnel, in total, was at a high level. In particular, affective commitment had the highest mean value, followed by normative commitment, and continuance commitment. The correlation coefficient between human resource management and organizational commitment of Thai Private University Personnel was at the statistical significance at the 0.01 level with correlation value between .127 to .598, which the highest correlation was a relationship between employee retention and organizational commitment. In addition, employee retention had the highest influence on organizational commitment of Thai Private University Personnel, followed by benefits and compensation, training and development and recruitment and selection respectively.

The effect of pay equity on organizational commitment in higher education institutions in Bangladesh

Pay inequity seems to be a major concern at private universities in developing countries. Therefore, this study, drawing on equity and relative deprivation theories, aims to investigate the role of pay equity in shaping the organizational commitment of university faculty members in Bangladesh. It used the convenience sampling method with a structured questionnaire. Participants in the study were 254 full-time faculty members, including lecturers, assistant professors, associate professors, and professors from private universities in Bangladesh. A t-test comparing different categories of faculty members showed no noteworthy distinctions between their responses regarding pay equity and organizational commitment. Then, the study employed variance-based structural equation modeling (PLS-SEM) to analyze the data and validate the research model. According to the findings, internal pay equity positively and significantly affects affective (β = 0.327, p < 0.05) and normative commitment (β = 0.579, p < 0.05). Moreover, external pay equity is significantly associated with affective (β = 0.488, p < 0.05) and continuance commitment (β = 0.492, p < 0.05). However, the impact of internal pay equity on continuance commitment (β = 0.150, p = 0.165) was insignificant. Similarly, the relationship between external pay equity and normative commitment (β = 0.170, p = 0.263) was also insignificant. The findings indicate that higher education institutions can stimulate the organizational commitment of academics by promoting pay equity.

Continuance Commitment and Employee Performance of Non-Academic Staff in Public Universities in Western Region of Kenya

The present trend among firms is to prioritise the cultivation of dedicated employees due to the notable disparity in performance between devoted employees and their counterparts. Devoted personnel exhibit high levels of performance inside a company, hence contributing to the organisation's attainment of a competitive advantage over rival entities. The objective of this study was to examine the correlation between continuance commitment and employee performance of non-academic staff in public universities in the Western Region of Kenya. The research hypothesis suggested that there is no significant relationship between continuance commitment and employee performance of non-academic staff in public universities in the Western Region of Kenya. The study scope was limited to the six (6) Chartered Public Universities in the Western Region of Kenya, namely Maseno, Masinde Muliro, Jaramogi Oginga Odinga, Kisii, Kibabii, and Rongo. The study was underpinned by social exchange theory. Descriptive and correlational research designs were adopted in this study. The target population was comprised of 3,574 non-academic staff currently working at the six (6) Chartered Public Universities in the Western Region of Kenya. The sample size was 97 respondents, determined through Nassiuma’s (2000) formula. Stratified sampling was employed to group the respondents into strata, and simple random sampling was applied to select the respondents. Data was collected through the use of a structured questionnaire. The data collected was analysed using both descriptive and inferential statistics. Descriptive statistics were employed to analyse the demographic information, while inferential statistics were applied to test the relationship between the study variables. The key findings of this study indicated that there exists a significant positive relationship between continuance commitment and employee performance (p = 0.0000<0.05). The study recommended that university management should endeavour to enhance their staff organisational commitment through promoting their personal and career development and creating positive employee relations through organisational support programs.

Organizational Commitment to Minang Organization Management in Sintang City

Background: Organizational commitment is an important thing for every member who joins the organization. One of the things to be able to see organizational commitment in members of the organization is when the organization is having problems. Study aims: This study aims to find out what factors form the basis of someone's organizational commitment who survives in an organization that is having problems and how to control the organizational commitment they have. Method: respondents of this study were the management of the Minang Family Association in Sintang City who faced organizational problems and also problems that attacked individual members of the organization. This study uses a qualitative approach with interview and observation methods as a tool for collecting data. Result: Describe briefly about study findings. Conclusion: there are five things that become a factor for someone to stay in an organization when the organization is having problems, namely affective commitment, normative commitment, continuance commitment, socio-culture, and religiosity. The way that someone does to exercise control over their commitments so that they remain strong when the organization has problems is to regard existing problems as something that is normal for everyone to face and not make problems a burden but make problems as encouragement and improve themselves and the organization to be able to grow to be better.

Bruce Ziff's Property Pedagogy

This essay discusses Bruce Ziff’s contributions to property law pedagogy, highlighting four aspects of his teaching: (1) the breadth of the course materials used in his classes; (2) the ways in which he sought to place property law in in its social, political, historical, and economic context; (3) his collaborative approach to property law teaching; and (4) his continual commitment to innovation in the classroom. The author concludes by thanking Professor Ziff for his many contributions.

Peer effects on organizational commitment: Evidence from military cadets

ABSTRACT The commitment of soldiers to the military is essential because it could lead to increased morale, motivation and retention. Despite the accumulation of knowledge about predictors of organizational commitment (OC), efforts to investigate environmental factors influencing OC are in their infancy. We note that individuals shape their attitudes toward the environment based on information obtained from their surroundings, and we investigate peer effects on OC using data from a natural experiment of randomly-assigned military academy roommates. A total of 400 cadets (Sex ratio: 93.5% male, Age: 21.13 1.43 years) from 136 living quarters participated in this quantitative study. In both self- and roommate-reports, we found that the average affective commitment (AC), continuance commitment (CC), and normative commitment (NC) of roommates in a living quarter can still predict AC, CC, and NC of the remaining individual in that same living quarter, respectively, even after controlling for the personal predictors of that remaining individual. Additionally, in self-report, we discovered that when there is a high heterogeneity in AC among roommates within a living quarter, the AC of the remaining individual in that living quarter tends to be higher, even after controlling for the personal predictors of that remaining individual. These findings provide initial evidence that attempting to assign soldiers with low OC to the same living quarters as those with high OC may be worthwhile.

Evolving Trends and Patterns of Crime Against Women in Nepal (1997–2020): A Sociological Analysis of Violence Dynamics and Implications

This study looks at the changing trends and patterns of violence against women in Nepal from 1997 to 2020. The study examines particular types of violence, such as attempted rape, domestic violence, polygamy, trafficking, witchcraft, child marriage, and abortion. Data from the past two decades are analyzed using a quantitative research approach to look for any trends or patterns in the occurrence of various types of violence. The research's overarching goal is to use statistical analysis to evaluate theories related to these trends in order to better understand the prevalence and fundamental characteristics of crimes against women in Nepal. To analyze the gathered data, the research approach uses descriptive statistics as well as hypothesis testing. The findings are interpreted in light of the existing body of knowledge and ongoing investigations into assaults against women. Different trajectories in the frequency of various forms of violence have been revealed by the data analysis. Over time, we've seen a decline in some forms of violence, like domestic violence. Others, such as attempted rape and human trafficking, have shown an upward trend. This study emphasizes how important it is to continue working to address the underlying issues that lead to violence against women. The importance of creating comprehensive programs that prioritize prevention, prompt intervention, and all-encompassing care for survivors is emphasized. The study ultimately serves as a call for continued commitment to the cause and comprehensive strategies for ending violence against women in Nepal. It adds to the ongoing conversation about the safety and wellbeing of women.