Determinants Of Organizational Commitment Research Articles

Organizational Commitment among the Top-Level College Basketball Players in Japan: Focused on Bases of Power and School Stages at High School and University

This study examined the degree of organizational commitment, the content of bases of power, and the relationship between organizational commitment and bases of power of high school and university stages of elite university basketball players in Japan. One hundred sixty-six (166) university basketball players from the Kanto University Basketball Federation Men's Division 1 League took part in this study. They completed questionnaires about their high school and university coaches. For organizational commitment, affective commitment was significantly higher for the high school stage than the university stage (p 0.001). For bases of power, the university stage had significantly higher scores for expert power (p 0.001), while closeness-trust power and punishment power scores were significantly higher in the high school stage (p 0.001). For the high school stage, motivational power and for the university stage, motivational and expert powers showed as determinants of organizational commitment. In the relationship between organizational commitment and bases of power in the high school stage, it was noteworthy that no significant influence of expert power was confirmed. The results suggested that it is important for coaches to rely on motivational and expert powers to increase organizational commitment. To nurture players who want to contribute to a team, it was speculated that coaches should constantly have strong motivation for coaching and make efforts to maintain relationships with their targets so that their attitude is understood by players, and also not neglect daily information gathering, training, and interaction among coaches to maintain high expertise in coaching.

Organizational commitment through core self-evaluation, social support, and motivation

Humans are main actors in achieving organizational success. Every institution seems to be forced to adapt to changes due to the pandemic. The current situation requires that every aspect of employee life in almost every industry is carried out online, including education corporations. Campus Z faces extra challenges as a well-known private university to consistently demonstrate excellent transformational service performance. In achieving an excellent organization, various collaborations of qualified resources are needed, one of which is the ownership of administrative staffs who are highly dedicated to the organization. The positive attitude of employees is determined by the quality of their perspective on themselves and their assessment of their work and organization enviroment. By collecting data through a context review and Google Forms, the research team wanted to analyze the relationship between core self-evaluation, social support, extrinsic motivation, and intrinsic motivation as determinants of organizational commitment. Through multiple linear regression analysis, it has been proven that organizational commitment is positively influenced by extrinsic motivation and negatively influenced by intrinsic motivation. The research team hopes that the results of this study can provide constructive feedback on the leadership and management development of Campus Z in the long term.

Determinants of Organizational Commitment through Job Satisfaction as an Intervening Variable

The purpose of this research is to analyze the effect of Employee Engagement, Quality of Work Life on Organizational Commitment through Job Satisfaction as an intervening variable of PT. Communication
 This type of research is quantitative. The source of this research data is primary data that comes from the sample, namely the employees of PT. communication. The sampling technique in this study used saturated sampling which was distributed to all employees as many as 97 respondents. This study uses the path analysis method (path analysis) which is obtained using the Smart PLS application.
 The results of this study indicate that Employee Engagement, and Quality of Work Life have a positive and significant effect partially and simultaneously on Job Satisfaction. And Employee Engagement, Quality of Work Life, and Job Satisfaction have a positive and significant effect partially and simultaneously on Organizational Commitment, and it can be concluded that the Satisfaction variable as an intervening variable can mediate Employee Engagement, and Quality of Work Life has a positive and significant effect on Organizational Commitment. at PT. communication.

Determinants of organizational commitment: A study in a hospital context.

Determinants of organizational commitment: A study in a hospital context.

Impact of Organizational Value System, Perceived Organizational Support, and Job Satisfaction on Organizational Commitment

This paper aims to investigate the effects of perceived organizational support, organizational values system, and job satisfaction on organizational commitment. The study was conducted in the educational sector of Pakistan. Building on the previous literature, the authors propose a model which links an organization's internal procedures/practices, employees' perceptions, views, and his/her level of contentment with his/her job, loyalty and emotions. Through the assumed connections between these aspects, the relationship among them was inspected and analyzed in the given study. To test the proposed model, the data was collected online from 210 faculty members and teachers from different universities in Pakistan. It was accomplished through convenient sampling. Moreover, a cross-sectional method was adopted for data gathering. As per the author's assumptions, the results generated through regression analysis provide shreds of evidence that there exists a significant positive relationship between organizational commitment, job satisfaction, organizational values, and perceived organizational support. The overall study displays the importance of providing support, improving job satisfaction, and clearly defining organizational values to the employees to enhance their organizational commitment. The study validates the significance of organizational practices over employees' attachment towards the organization and deepens the understanding of the determinants of organizational commitment. Furthermore, suggestions about theoretical and managerial practices of the given study have been discussed in the end.

The Job Satisfaction as the Determinant of Organizational Commitment and Organizational Citizenship Behavior among Employees of Banks

The Job Satisfaction as the Determinant of Organizational Commitment and Organizational Citizenship Behavior among Employees of Banks

Determinants of Organizational Commitment among Academics of HEIs: The Buffering Role of Coworker Support

The significance of retaining committed staff is a main focus in contemporary literature in higher education. This study seeks to address issues related to lower employee commitment through a Social Exchange Theory Lens to explore the buffering role of co-worker support on the relationship between Supervisory Support (SS), Organizational Climate (OCL) and commitment HEIs in the Public Sector Pakistan. A quantitative and cross approach to survey was adopted as a survey technique by 366 respondents using a proportionately stratified random sampling method. The research theoretically argues and empirically shows that SS and OCL have a direct relationship with organizational commitment in the public sector HEIs. The findings suggest the significant role of SS, the organizational climate and the commitment to higher learning in the public sector. In addition, the findings confirm the hypothesis regarding the buffering effect of co-workers' help in the relationship between SS, OCL and organizational commitment. The main contribution concerns the implementation of co-worker support as a moderator between the relationship SS, OCL and the OC. The study also leads to a better understanding of the mechanisms of the organizational commitment seen in HEIs with regard to the buffering role of co-worker support in the Pakistani context.

Determinants of Organizational Commitment in Emerging Market: Korean Expatriates in India

This study examined expatriates’ organizational commitment by focusing on how willingness to accept an international assignment, training for an international assignment, expatriate empowerment, perceived organizational support, and demographic variables in order to predict the Korean expatriates’ organizational commitment in India. The results provided empirical evidence that expatriates are more committed to their organization when they perceived organizational support and empowerment and gave some valuable insights to develop relevant training for cultural adjustment and managerial skill development as well as supporting programs, especially for growing companies in emerging economies. By building on the cross-cultural management and organizational theories and researches, this study expands these recent findings to expatriate studies.

Ethical Climate as a Determinant of Organizational Commitment

Ethical climate is a vital phenomenon in organizational ethics. It consists of two major components: benevolent climate and principled climate. Recent studies in this field highlight that the ability of employees to appropriately implement such ethical climates may have a significant impact on organizational commitment. Although many studies have been done, the role of ethical climate as an important determinant is little discussed in the organization ethic research literature. Therefore, this study is undertaken to examine the relationship between ethical climate and organizational commitment. A survey method was used to gather data from employees at public agencies in Peninsular Malaysia. The outcomes of the SmartPLS path model analysis showed two important findings: firstly, the benevolent climate was positively and significantly related to organizational commitment. Secondly, the principled climate was positively and significantly related to organizational commitment. This study offers discussions, implications, and suggestions for further research.

Determinants of Organisational Commitment Among Generation -Y in the Malaysian SMEs

It is evident from research that Generation-Y constitutes a large proportion in the work force across the globe and hence it is a great challenge to organisations to attract and retain their Gen-Y employees. Various studies have highlighted that the knowledge of organisational commitment is crucial to organisations in developing their long-term performance and growth. This study aims to explore the determinants of organisational commitment among the Generation-Y who are employed in Malaysian SMEs (Johor Baharu, Selangor and KualaLumpur). The data was collected from 200 Gen-Y employees. Variables such as pay and benefits, training, leadership style, organisational culture and job satisfaction using multiple regression revealed that all variables had significant relationship with organisational commitment. Theoretical and practical implications are discussed based on the findings. The study also highlighted recommendations for future research.

Determinant of Organizational Commitment among Women Employees in Malaysia

Women involvement in the job market is increasing yearly. The scenario corroborates the government aspiration to have a more prominent women participation in the country’s job market. However, women’s multiple-role such as being a mother and a wife, among others, proved to be a hindrance to their career commitment. This study aims to determine the contributing factors to women organizational commitment. A total of 202 women working in the private and government sectors in Malaysia, participated in this study. The findings reveal that women are committed to their organization if they have a strong moral support from their family, friends and suervisors, in addition to attractive remunerations. The study findings are anticipated to facilitate the provision of a conducive and supportive working environment, particularly for the women employees by the policy maker and the management.

To be committed or not: examining effects of personal and workplace variables on the organizational commitment of Southern prison staff

This study examined how personal and workplace variables were related to organizational commitment among staff working at a large Southern prison. The personal variables were gender, age, position, tenure, educational level, and supervisory status. The workplace variables were assessment of training, job variety, role clarity, input into decision-making, and instrumental communication. The results indicate workplace variables play a greater role in shaping affective commitment of surveyed Southern prison staff than do personal variables. The personal variables explained only 10% of the variance in the commitment index, while workplace factors accounted for approximately 59% of the variance and were significant determinants of organizational commitment among the respondents. In the multivariate regression analysis, age, assessment of training, job variety, role clarity, input into decision-making, and instrumental communication all had positive associations with commitment. Educational level had a negative relationship with commitment. Implications of these findings for policy and future research are also discussed.

Affecting Factors of Public Employees’ Ganizational Commitment

Purpose – The aim of this chapter is to shed some light on the antecedents of organizational commitment, the mediating role of job engagement and job satisfaction as determinants of organizational commitment within the public sector environment, and the effects that national cultural values may have on these relationships. Approach – This paper presents a review of the works that, from both theoretical and empirical points of view, explore the affecting factors of public employees’ organizational commitment in an international setting. Findings – A comprehensive model has been developed, detailing the expectations on the influence that these factors might have on public employees’ level of commitment, either as mediators or moderators. Research limitations/implications – The main limitation is the paper’s theoretical nature; the subsequent implication is a future empirical research that may prove or disprove these theoretical findings. In addition, there are some other possible mediating factors and antecedents which may be of interest for future researchers. Originality/value – This comprehensive review of the extant literature may provide academics and public managers with a deeper comprehension of how organizational commitment might be achieved, and why some practices may or may not be transferrable from one country to another. Paper type – Literature review

Workplace Spirituality as a Determinant of Organizational Commitment amongst Academic Staff in the Private and Public Universities in Kenya

This study focused on workplace spirituality an intrinsic factor as a determinant of organizational commitment although most recent studies on organizational commitment have focused mostly on the extrinsic rewards such remuneration, training opportunities, promotion and other tangible monetary benefits as predictors of organizational commitment. Employees are viewed as one of the most important assets for most organizations, in particular service-based organizations like universities because of the benefits of delivering successful performances. It was therefore important to investigate whether workplace spirituality affects employee commitment. This survey study was a form of a cross-section study where both descriptive and correlational research designs were used. The study targeted all the academic staff in the public and private universities in Kenya. Stratified sampling was used where sixteen universities were selected followed by simple random sampling to select both representative department and staff from the selected departments. Data for the study was collected by administering a 25-item questionnaire to a sample of 347 academic. A total of 282 questionnaires were returned and analysis was done with the help of SPSS. Correlation and regression analysis results showed there was a significant positive relationship between workplace spirituality and organizational commitment.

Organizational Culture as a Determinant of Organizational Commitment: What Drives IT Employees in India?

Working with a sample of 218 IT professionals in Pune, India, researchers administered Meyer and Allen's instrument for measuring affective, normative, and continuance commitment, as well as the OCTAPACE cultural instrument that addresses openness, confrontation, trust, autonomy, proaction, authenticity, collaboration, and experimentation. The results showed that the respondents most valued the OCTAPACE elements of proaction, trust, openness, and experimentation. Perceived autonomy, experimentation, and collaboration positively influenced affective commitment, while confrontation and experimentation were found to be positive indicators of normative commitment. Authenticity was found to have links with continuance commitment. Overall, the study supports the notion that affective commitment, which is significantly high among Indian IT workers, can be further enhanced through the development of an open culture in which employees are trusted and encouraged to generate ideas, experiment collaboratively, and participate in decision making. ©2015 Wiley Periodicals, Inc.

Dimensions of Employee Satisfaction as Determinants of Organizational Commitment in the Hotel Industry

AbstractIn today's dynamic environment, the role of employees and their level of organizational commitment are becoming increasingly important for business success, which is especially relevant for the service industry in general and for the tourism sector in particular because of problems associated with employee turnover, loyalty strategies with the customer, and so forth. Employee satisfaction is considered an essential ingredient for developing organizational commitment. The main purpose of this study is to analyze the influence of different facets of employee job satisfaction, that is, job conditions, reward system, relations with superiors and co‐workers, organizational human resources (HR) policies, on employees’ organizational commitment in the hotel industry. The research hypotheses are tested with a sample of 760 hotel employees on Gran Canaria, Spain. The results show the relevance of the working conditions, direct rewards, relationships with managers, and the HR policies in order to develop a high level of organizational commitment.

THE EFFECTS OF ORGANIZATIONAL COMMUNICATION ON ORGANIZATIONAL COMMITMENT AND AN APPLICATION

This paper aims at investigating the effects of organizational communication on the organizational commitment, emphasizing the importance of communication. This study provides an empirical effort into a very limited research on the effects of sub-concepts of communication which is one of the organizational and task-based factors that are the determinants of organizational commitment on organizational communication. Data related to the research has been collected through internet and face-to-face surveys. This research has been conducted in Istanbul province with the employees from various sectors, mainly service sector employees. Data collected by 215 survey participants in January 2014 has been transferred to SPSS program and tested by means of Cronbach’s alpha reliability test, correlation analysis and regression analysis. Results show that there is a partial effect of organizational communication style on the organizational commitment; other types of organizational communication have no impact on organizational commitment. These findings indicate that organizational commitment of the employees, in the service sector mainly, are affected by the communication styles of their managers. The reason for that is human labor emerges as a main factor in this sector and they need to be allocated more time for communication by their managers since the sector offers working opportunities under the difficult conditions and managers influence employees and employees perform their work and behave in a way they are affected by their managers. These findings also indicate that some variables might affect organizational commitment in a sector and others might not. Organizational problems/results about the communication might differentiate from one sector to another. Discussion and managerial implications are also presented in the study.

Chinese Employees' Work Values and Turnover Intentions in Multinational Companies: The Mediating Effect of Pay Satisfaction

In this study the aim was to ascertain the effects of work values on pay satisfaction, organizational commitment, and turnover intention in a Chinese context. Pay satisfaction and work values were employed as determinants of organizational commitment and turnover intention. The mediating effect of pay satisfaction on work values and turnover intention was also examined. A total of 260 questionnaires were distributed to employees of selected multinational corporations in the semiconductor industry in Shanghai, in the People's Republic of China. The results indicated that pay satisfaction led to greater organizational commitment and lower turnover intention. Participants also indicated that their work values significantly affect normative commitment and turnover intention through pay satisfaction.

Determinants of organizational commitment among public hospital in al-qassim region employees in saudi arabic

Determinants of organizational commitment among public hospital in al-qassim region employees in saudi arabic

Determinants of Organizational Commitment: A Study of Information Technology Professionals in Pakistan

This study examines the relationship between career opportunities, work life policies, job characteristics and organizational commitment of information technology (IT) professionals in Pakistan. The results show that career opportunities and work life policies in IT professionals are significantly correlated with organizational commitment, while job characteristics do not determine their organizational commitment. Organizations will have to devise more family friendly policies and provide opportunities for career development to IT professionals to induce organizational commitment. Strategies addressing these issues are also discussed.