Differences In Organizational Commitment Research Articles

القيادة المستدامة لدى مديري المدارس الثانوية بمدينة جدة وعلاقتها بالالتزام التنظيمي للمعلمين من وجهة نظرهم

The aim of the research is to identify the degree of implementation of sustainable leadership by school principals in Jeddah and its relationship to organizational commitment from the teachers' point of view, and the degree of practice of organizational commitment by teachers in the Kingdom from the teachers' point of view, as well as to reveal the relationship between sustainable leadership and organizational commitment, and also to reveal the differences between the degree of practice of school principals in Jeddah for sustainable leadership in the light of the variables of gender and experience and the detection of differences in and the degree of perception of teachers in Jeddah applying organizational commitment in the light of the variables of gender and experience. To achieve the objectives of the study, a quantitative approach was followed that combines the survey and correlation methods. The sample of the study consisted of (612) male and female secondary school teachers. The researchers used the sustainable leadership questionnaire prepared by Kalvan (2015) and the organizational commitment questionnaire prepared by Ghali and Dahleez (2015). The results of the research showed that the general trend of school principals' practice of sustainable leadership is high from the teachers' point of view. The results also showed that the general trend of teachers' practice of organizational commitment was high. It was also found that there is a statistically significant positive relationship between sustainable leadership and organizational commitment. Also, the results showed that there were statistically significant differences in the degree of practicing sustainable leadership by school principals in Jeddah from the point of view of their teachers, due to the gender variable in favor of females. Also, there are no statistically significant differences in the degree of practice of sustainable leadership by school principals in Jeddah from the point of view of their teachers due to the variable of experience There are also statistically significant differences in the degree of teachers' perception of organizational commitment in Jeddah due to the gender variable in favor of females. There are also statistically significant differences in organizational commitment attributed to experience in favor of teachers with years of experience between 10-20 years.

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.

Is there any difference in organizational commitment between general hospitals and specialized hospitals? Empirical evidence from public hospitals in Beijing, China

ObjectiveThe purpose of the study on the one hand is to see different hospital organization commitment have difference, including the overall score and various dimensions, on the other hand, due to the different hospital type, its function orientation is different, the factors of the doctor organization commitment may also exist differences, so the study of another purpose is to determine for different types of hospital doctor organization commitment the focus and key groups, provide reference for the doctor incentive strategy.MethodsA total of 292 doctors in four large public hospitals in Beijing were investigated. Physicians’ perceived organizational commitment was investigated using self-made electronic questionnaires. Data were analyzed by factor analysis, descriptive statistics, t-test, ANOVA, and multiple linear regression.ResultsIn the large public hospital doctor perception of the hospital commitment status, Specialized hospitals had higher overall commitment behavior scores, it is 3.47 ± 0.86; General hospital commitment behavior scored low at 3.39 ± 0.91. In the regression results, department category, working years, administrative position, and entry mode are the influencing factors of the organizational commitment of doctors in general hospitals, while in specialized hospitals, in addition to whether to hold an administrative position, entry mode, and working hours, the influencing factors also include gender, professional title and overseas learning background.ConclusionThere are differences in the perceived organizational commitment by doctors in different types of public hospitals, and different factors influencing their organizational commitment.Hospital type directly influences physicians’ organizational commitment and plays a moderating role in influencing other factors. A possible solution is general hospital specialization, encouraging general hospitals to develop the dominant discipline. These findings can help healthcare service hospital executives or government policymakers understand the impact of hospital specialization strategies and develop more efficient medical staff incentive systems.

Effects of a school-based, post-pandemic recovery intervention on Canadian educators

Although copious research has documented elevated stress and burnout in teachers worldwide during the COVID-19 pandemic, few studies have provided empirical evidence of effective interventions to support post-pandemic educator recovery and resilience. Attention to educator well-being is essential not only to healthy schools, but also to preventing teacher shortages. In the current study, Canadian educators (n = 621) who participated in a school-based mental health intervention program offered by a national mental health organization demonstrated significantly higher levels of well-being and recovery post-intervention than pre-intervention. Moreover, when compared with a control group (n = 86), the intervention group demonstrated significantly higher levels of connectedness, recovery, well-being, and resilience, although no differences in organizational commitment were demonstrated. Implications on teacher attrition and shortages are discussed.

Gender Differences in Organizational Commitment

Objective: This study aims to determine the gender disparities of commitment between male and female employees within an organization. This study aims to offer valuable insights to employers, assisting them in fostering an inclusive work environment that encourages equal commitment and engagement from all employees, irrespective of their gender. Method: A survey study was conducted, which involved 370 employees who are currently employed in public and private organizations in Malaysia. Samples were selected using stratified random sampling. The study employed a questionnaire comprising 22 items to assess organizational commitment: affective, normative and continuance. The collected data were analyzed using the MANOVA test to examine any significant differences in organizational commitment based on gender. Results: The results reveal a significant difference based on gender on affective and normative commitment, while continuance commitment shows insignificant findings based on gender. Implications: This study offers valuable insights and recommendations for organizations to foster high employee commitment in their careers. The implications of this study are beneficial for both public and private sectors as they gain a comprehensive understanding of employees' organizational commitment.

Human Life of Korean University Students

Purpose: The Korean wave phenomenon is closely related to university students in Korea, and university students are greatly influenced by the Korean Wave phenomenon and experience and develop positive changes and opportunities through it. The Korean Wave phenomenon is contributing to university students introducing and promoting Korean wave contents abroad, contributing to Korean language education and cultural exchange, and becoming Korea's representative soft power factor through cultural event planning and international leadership. Through these roles, university students can gain opportunities to promote Korean culture and values to the world and form an international network, which has created a need for research on the lives of Korean university students.
 Method: In this study, 150 Korean university students were surveyed by convenience sampling method. A valid questionnaire was analyzed for 136 people, and the data were analyzed using the SPSS 23.0 program. Frequency analysis, t-test, and One Way ANOVA were used as analysis methods. According to the purpose of the analysis, differences in stress by gender, difference in organizational commitment by presence or absence of friends of the opposite sex, differences in empowerment by religious type, and differences in organizational commitment by friends of the opposite sex and dwelling type were explored.
 Results: First, as a result of examining the difference in stress according to gender in Korean university students, males answered Q7(I feel the need to reduce part of my role in my team) and Q8(I feel my role is too much in my team). It was found that women experience higher levels of stress than women. Second, as a result of verifying differences in empowerment according to religious types of Korean university students, in Q8(I decide the goal of my training by myself), the result was that Christian believers experienced higher empowerment than other religions(non-religious). And as a result of examining the difference in organizational commitment according to the presence or absence of friends of the opposite sex among Korean university students, those who have friends of the opposite sex were Q1(I feel a strong sense of belonging to the team I am currently training for), Q2(I think the current team is worth putting my heart and soul into), and Q3(I look forward to life in the team more positively in the future).
 Conclusion: First, Korean university students showed different role burdens and stress levels according to gender. Second, Christians tended to feel greater self-determination and control through religious values and belief systems. Third, those who have friends of the opposite sex tend to feel a strong sense of belonging and passion within the organization. Fourth, students living in university dormitory dormitories showed higher organizational commitment than students who commute to school. The university dormitory provides an environment that encourages the formation of relationships with classmates and communication with the outside world.

Muhammadiyah dan Gerakan Ekonomi Islam

Muhammadiyah and the Islamic Economic Movement substantially have the same goals and targets, namely the advancement of religion and the welfare of the people. This relationship is interesting to study, especially with regard to the rise of Islamic economics today and Muhammadiyah's views on economic issues. So the problem that needs to be answered is; 1. What is Muhammadiyah's attitude towards the Islamic economic movement, 2. Are there differences in organizational commitment, community commitment and attitudes towards the format of the Islamic economic movement from Muhammadiyah leaders in terms of the region (YogyakartaJakarta), 3. Why Muhammadiyah is a social organization that has a broad network has not prioritized strategic efforts in the economic field, especially in overcoming the people's economy. To answer questions number 1 and number 2, research was conducted on 30 Muhammadiyah leaders who were considered representative by using a questionnaire method. For problem number 2, an independent sample t-test was carried out statistically. Meanwhile for problem number 3, a socio-historical analysis was carried out according to the references found. To complete this research, interviews were conducted with several Muhammadiyah Central Executive personnel. It was found that Muhammadiyah basically agrees with the Islamic economic format. There is no difference in organizational commitment indicating there is no friction within the Muhammadiyah organizational body as well as there is no difference in attitude towards GEI reflecting a commitment to renewal and submission to the decisions of the Tarjih Muhammadiyah assembly. The existence of differences in commitment to the community shows the existence of individual freedom in choosing how to deal with community problems. Muhammadiyah Jakarta is more enthusiastic about seeing problems objectively-empirically compared to Muhammadiyah Jogjakarta. The attitude of the organization prioritizes the formation of the personality and character of economic actors rather than thinking about the formation of an Islamic economic system and network.

Analyzing the Differences in Organizational Commitment and Teamwork Competence by MBTI Personality Type of Aviation Department Students

Analyzing the Differences in Organizational Commitment and Teamwork Competence by MBTI Personality Type of Aviation Department Students

Differences in organizational commitment of the baby boomers and the Generations X, Y, Z

Purpose: This paper attempts to answer the following questions: does the level of organisational commitment of employees’ generations differ significantly as well as which generation has the highest and which the lowest level of organisational commitment? Its purpose is to identify the differences in the level of commitment between generations of employees and to recognise generations that are characterized by its lowest and highest level. Methodology: The paper presents the results of a survey conducted among students and their family members representing diverse generations of employees. The sample consisted of 396 respondents of Baby Boomers and Generations X, Y, Z. The differences in the level of organizational commitment and its components between these generations were analyzed with the use of descriptive statistics, ANOVA analysis and nonparametric tests. Findings: The levels of commitment differed significantly between the examined generations of employees. Generation Z was characterised by the lowest level, while Baby Boomers by the highest level of commitment. The findings also suggested that generation Y was more similar to generation Z than to generation X regarding organisational commitment. Research limitations/implications: In future research, it would be particularly important to find out what activities are carried out to increase employee commitment in relation to the different generations of employees in organisations and whether they are in line with employees' needs and expectations. The purposive sampling method means that the results of the study are not representative and cannot be generalised, so a random sampling method should be used in the future. Practical implications: By providing insight into generational differences in organisational commitment, the study can contribute to the formulation of effective age-related policies adapted to the specific characteristics of employees’ generations in organisations. Value: This study has provided empirical evidence on differences in the level of organisational commitment and its components between generations that were absent for four generations of employees. Keywords: organizational commitment, Human Resource Management, generations of employees. Category of the paper: Research paper.

Gender Differences in Organizational Commitment among Early Career Engineers in Canada

To assess a possible explanation for persistent gender inequalities in engineering, this study examines gender differences in recent Bachelor of Engineering graduates’ intention to look for another engineering job three years after graduation. Applying organizational commitment theories, we examined gender differences in job and family characteristics, and feelings of these graduates towards their jobs to understand what underlying factors make these graduates look for a job with another employer. Based on logistic regression analyses of the National Graduates Survey 2013 (Statistics Canada, 2013), we found no statistically significant gender differences in intentions to leave. This indicates that job commitment is unlikely to be the reason for women’s underrepresentation in the occupation. However, women are more likely to look for a job with another employer when they feel overqualified for the work they are doing, are supervising someone at a job, are a visible minority, or when they have children. Moreover, significantly more visible minority men than white men are looking for a new job. These results have implications for the existing retention initiatives for women and visible minority engineers in Canada

Does organizational citizenship behavior predict organizational commitment of employees in higher educational institutions?

Many studies have been conducted in organizations on the topics of organizational commitment and organizational citizenship behavior (OCB). However, there is a shortage of these topics in higher education institutions in the Asian context. Therefore, this article attempts to fill this literature gap. The study examines the influence of organizational citizenship behavior on organizational commitment in the higher education sector in Vietnam. It analyzes the effect of OCB components on three aspects of organizational commitment: affective commitment, normative commitment, and continuance commitment. A self-administered survey was collected from 301 employees working for 21 higher education institutions in Ho Chi Minh City, Vietnam, and the structural equation was analyzed by using Smart PLS-SEM. The results establish that OCB components such as helping, sportsmanship, loyalty, individual initiative, compliance, civic virtue, and self-development influence organizational commitment. Furthermore, “helping” demonstrated the most substantial effect on organizational commitment. The research also found a difference in organizational commitment between groups of respondents based on age and educational level. However, the research was restricted to Ho Chi Minh City universities and future research could broaden the sample size to vocational colleges as well as other Asian contexts. Theoretical contributions, practical implications, and future research directions are discussed.

Correlation between professional burnout and employee commitment to the organization

The article describes an empirical study, which purpose was to identify the relationship between organizational commitment and employee burnout. The author used the following research methods: V. Boyko’s test “Diagnosis of the level of emotional burnout”, The Utrecht Work Engagement Scale, WACMQ. 327 employees (159 men, 168 women) became participants of the study, the average age was 23 years, work experience was 1.8 years in the current organization. The author revealed reliably significant differences in organizational commitment among workers with different levels of professional burnout. The dominant symptoms, interrelated with organizational commitment, of workers with all fully formed phases of burnout were “emotional detachment” and “driven into a cage”. It was proved that there is a correlation between organizational commitment, involvement in professional activity and professional burnout of an employee. The more pronounced the employee’s symptoms of burnout, the less he is committed to the organization and involved in professional activities. It was also revealed that high organizational commitment can have a negative impact on the psychological state and health of the employee.

A Study on the Organizational Commitment of Teachers and their Classroom Performance

This study investigates the influence of the organizational commitment of male and female secondary school teachers on student outcomes in Khyber Pakhtunkhwa. The objectives were to determine instructors' commitment levels towards their employers' organizations and their own professional development. The study to find the correlation between teachers' organizational commitment and students' learning outcomes, as well as the impact of demographic factors (age, gender, etc.) on commitment levels.The study population consisted of male and female educators from government secondary schools in Khyber Pakhtunkhwa. A total of 480 teachers, including 280 males and 280 females, were randomly selected from four all-male and all-female schools. The findings revealed significant differences in organizational commitment between male and female teachers.The study suggests that male and female principals should attend organizational behaviour courses, investigate the reasons for lower organizational commitment among male teachers, and hire more highly qualified teachers for secondary schools.

Commitment, job satisfaction and personality: A cross sectional study of generational cohorts in nursing students.

The current domestic nursing workforce is the most generational diversity in history with a wide range of life experiences. The purpose of this study was to investigate generational differences in organizational commitment, job satisfaction and personality traits in a sample of nursing students preparing for the workforce. This cross-sectional study used data collected from pre-licensure final semester nursing students and degree completion students (n=313) from three different schools about job satisfaction, personality traits and organizational commitment. Findings showed the scores between the generations were not significantly different for job satisfaction (p=0.86) and organizational commitment (p=0.40). Significant differences were found between the generations for the personality measures of agreeableness (p=0.02), conscientiousness (p=0.01), and emotional stability (p=0.00). Understanding generational differences in nursing students entering the workforce can serve academia and practice partners to focus curriculum and resources appropriately to prepare the next generation of nurses for the challenges in a time of crisis.

ORGANIZATIONAL COMMITMENT IN THE COMPANIES OF AVIATION INDUSTRY: THE ATTITUDE OF MANAGERIAL AND NON-MANAGERIAL EMPLOYEES

The article discusses the challenges and factors influencing organizational commitment which has influence on the staff turnover in aviation organizations. The studies reveal that organizational commitment plays a huge role in a relationship between an individual and organization. If an employee’s organizational commitment is high, it is scientifically proven that his or her intention to change the organization is low. In the Lithuanian aviation sector, the impact of organizational commitment has not yet been assessed in any research. Also, the studies did not yet consider the different groups of aviation employees and the differences in their perceptions of organizational commitment. The aim of this article is to investigate the level of organizational commitment in the Lithuanian aviation sector among employees’ groups and to compare the results with the data from other surveys. The study reveals that organizational commitment is different between managerial and non-managerial staff. These results are useful for a broader analysis, which can be conducted in assessing the impact of organizational commitment between different groups of employees and to propose a model that reduces the difference in organizational commitment between different groups of employees. The observation of organizational commitment level can be made among different groups of employees.

How do demographic characteristics relate to organizational commitment? Evidence from Croatia

Organizational commitment gets significant attention from both scientists and practitioners alike since the 1950s. This interest is evident in the literature in the area of management and organizational behaviour, in an impressive number of studies exploring the nature, antecedents, and outcomes of organizational commitment. The aim of this paper is to contribute to the clarification of the relationship between employees’ demographic characteristics and their organizational commitment, since research studies imply mainly inconsistent results about this relationship. The empirical research was carried out in Croatia. The research sample includes 304 employees. A self-developed questionnaire was used for data collection, specifically about gender, age, tenure, education, and marital status. In order to assess organizational commitment, the Organizational Commitment Scale was applied. Research results showed no differences in organizational commitment regarding the employees’ gender or marital status, while the differences in employees’ organizational commitment exist regarding employees’ age, tenure in organization and education. Dwelling into these differences, this paper demonstrates that the level of organizational commitment varies according to different subcategories of each demographic characteristic. In addition, this paper explains the origin and possible reasons of differences in organizational commitment regarding the different subcategories of each demographic characteristic.

KOMITMEN ORGANISASI DITINJAU DARI MASA KERJA

This study aims to empirically determine the description of organizational commitment. The sampling technique was carried out by total sampling technique and got 43 samples. The research instrument used was the organizational commitment scale. This type of research is quantitative research with descriptive and comparative models. The data analysis technique used is the one sample t-test. Researcher hypothesized that teachers with longer period of work will tend to have higher organizational commitment. The results showed that the organizational commitment of the teachers was generally high. In accordance with the proposed hypothesis, it is said that there is a difference in organizational commitment between teachers who have worked for more than 5 years and teachers who have worked for less than 5 years. The t-test results obtained were p = 0.006 (p

Komitmen Organisasi Ditinjau Dari Status Pernikahan

This study aims to empirically determine the description of organizational commitment to MTs Al-Islamiyah Karang Anyar teachers. The sampling technique was carried out by total sampling technique and got 43 samples. The research instrument used was the organizational commitment scale. This type of research is quantitative research with descriptive and comparative models. The data analysis technique used is the one sample t-test. Researchers hypothesized that married teachers would tend to have higher organizational commitment than unmarried teachers. The results showed that the organizational commitment of the teachers was generally high. In accordance with the proposed hypothesis, it is said that there is a difference in organizational commitment between teachers who are married and teachers who are not married. The t-test results obtained were p = 0.000 (p <0.05). This shows that there is a significant difference. The empirical mean of married teachers are 100.06 and unmarried teachers are 90.54.

Familiarity with Mission and Vision: Impact on Organizational Commitment and Job Satisfaction

Abstract Background: The relationship between organizational mission and vision statements, organizational commitment, and job satisfaction has been discussed vastly in previous research, both in the domain of public sector organizations and in profit organizations. Objectives: The goal is to investigate if there are differences in organizational commitment and job satisfaction between employees who are familiar with the mission and vision of their organization, compared to those who are not familiar with them. Methods/Approach: A survey research has been conducted on a sample of 114 employees in private and public sector organizations in the Republic of Croatia. Data were analysed using a t-test to determine the differences between two groups of respondents, i.e. those who are familiar with the visions and mission of their organisation, and those who are not. Results: There are differences in job satisfaction levels between employees who are familiar with the mission and vision of the organization in which they are employed and those who are not. Furthermore, differences are particularly evident in the group of public sector employees. Conclusions: The presence of awareness of the organizational mission and vision among employees has a positive effect on their job satisfaction. This is possibly an indicator of the organization’s culture, which fosters positive values embedded in the organizational vision and mission.

Demographic Differences in Organizational Commitment among Catholic Religious Men and Women Working in Rural Areas: A Case of Lodwar Diocese in Turkana County, Kenya

Demographic Differences in Organizational Commitment among Catholic Religious Men and Women Working in Rural Areas: A Case of Lodwar Diocese in Turkana County, Kenya