Dimensions Of Organizational Commitment Research Articles

Does Servant Leadership Induce Organizational Commitment Through Job Satisfaction? Evidence from the Telecom Sector

This research aims at explaining if the job satisfaction mediates relationship between servant leadership dimensions and organizational commitment dimensions. A set of three separate questionnaires were developed. Furthermore, respondents were selected using judgmental sampling and 450 sets of instruments were distributed among people working for the telecom sector in three waves, each wave being apart from the other with a time lag of one month. However, not all the respondents filled the set of three instruments, consequently, 397 useable sets were used as the final sample. Upon collecting the data, data were analyzed by employing three separate structural equation models. Results indicate job satisfaction partially mediates servant leadership and organizational commitment dimensions with exception of only two cases; persuasive mapping and normative commitment where mediation is full in nature, and wisdom and continuance commitment where no mediation is found. After analyzing the results, it is recommended that telecom sector must understand the importance of leadership and its importance in enhancing organizational commitment among employees. It is further recommended that future researchers should conduct similar studies in other industries as well.

Dampak Struktur Organisasi terhadap Komitmen Organisasi: Perbandingan Antara Sektor Publik dan Swasta

A good organizational structure will have an impact on employee organizational commitment. This study aims to examine the impact of organizational structure on organizational commitment in public and private sector companies in Banjarmasin. The three main structural dimensions included in this research are formalization, centralization (in the form of a hierarchy of authority and participation), and standardization. 100 questionnaires were distributed to 8 public and private companies in Banjarmasin and a sample of 80 valid questionnaires was obtained. The research results show that all structural dimensions have a relationship with organizational commitment in both sectors, except for authority hierarchy. Among the structural dimensions, formalization shows the greatest correlation with organizational commitment in public companies, while participation has the largest correlation with organizational commitment in private companies. Employee demographics have no impact on dimensions of organizational structure or commitment in either the private or public sectors. In addition, position in the private or public sector does not mediate the relationship between organizational structure and organizational commitment.

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.

Job insecurity and employee commitment during COVID-19: mediating the role of quitting intention in family-owned hotels

ABSTRACT Using the social exchange theory, this article explores how quitting intention mediates job insecurity and organisational commitment in family-owned hotels during the COVID-19 period in Ghana. A conceptual model was developed to give a clear perspective of the study. Literature was empirically reviewed on job insecurity, the link between job insecurity and employee commitment, and employee job insecurity vis-a-vis quitting intention. Questionnaires, were used to elicit employees’ views on the key variables of the study. The partial least square structural equation modelling (PLS-SEM) technique using SmartPLS-3 for the analysis. The result shows that job insecurity significantly impacts the various dimensions of organisational commitment. Also, quitting intention mediates the relationship between job insecurity and commitment. The study sheds new light on the underlying mechanisms linking job insecurity to organisational commitment in family-owned hotels. The study will provide insights to practitioners in the hospitality and tourism industry in the formulation of policies which are merged with economic recovery strategies during crisis management.

Comparative Analysis of QWL and Organizational Commitment among selected Public and Private Sector Banks in Karnataka, India

Two of the most important psychological phenomenon that affects an organization’s survival and growth are quality of work life and organizational commitment. The primary objective of this research study is to examine the association between quality of work life and organizational commitment and also to make a comparative analysis of quality of work life and organizational commitment between public and private sector bank employees. To conduct this research, the researcher has used stratified random sampling technique. The required information was collected from 322 people employed in public and private sector banks in and around Mysore and Bangalore city. A structured questionnaire was prepared by considering standard components of quality of work life and organizational commitment. The factors for Quality of work life considered for the study were adequate and fair compensation, use of capacities at work, social integration, occupied space by work in life, work condition, opportunities at work, constitutionalizing at work and social relevance and importance of work. Similarly, the dimensions of Organizational commitment were affective, continuance and normative component. The collected information was then subjected to pearson’s correlation to examine the association between quality of work life and organizational commitment. Descriptive and inferential statistics were used to make a comparison between public and private sector bank employees. Results of the analysis revealed that the factors of quality of work life had a positive and significant relationship with the dimensions of organizational commitment. The results also indicated that there was no significant difference in the commitment of employees working in public and private sector banks. However, difference was seen only with adequate and fair compensation and use of capacities among public and private sector banks.

Disentangling the relationships between talent management, organizational commitment and turnover intention: Evidence from higher educational institutions in India

AbstractWhile a substantial body of research demonstrated that talent management practices and organizational commitment are linked to turnover decisions, little is known about the mechanism unfolding this process. This research aims to unravel the relationship between various dimensions of talent management and organizational commitment and turnover intention. First, a moderated moderated‐mediation is conceptualized, and relationships are studied by collecting data from 435 faculty members from higher educational institutions (HEIs) in southern India. Then, after checking the psychometric properties of the survey instrument by structural equation modeling (SEM), the data were analyzed using Hayes's PROCESS macros. The findings indicate that (i) talent recruitment strategies positively predict organizational commitment and talent engagement, (ii) talent engagement is positively related to organizational commitment, and (iii) talent engagement mediates the relationship between talent recruitment strategies and organizational commitment. Further, the results documented that talent acquisition (first moderator) and talent development (second moderator) influence the relationship between talent recruitment strategies and talent engagement. Additionally, the results support talent retention in strengthening the relationship between talent engagement and organizational commitment. The previously established negative relationship between organizational commitment and turnover intention has been fortified in this study. To the best of our knowledge, the three‐way interaction between talent recruitment strategies, talent acquisition, and talent development is investigated for the first time, representing a pivotal contribution to the bourgeoning literature on talent management. The theoretical and practical implications are discussed.

ORGANIZATIONAL COMMITMENT, EMPLOYEES PERFORMANCE AND ISLAMIC WORK ETHICS: HALAL RESTAURANT PERSPECTIVE

Halal restaurants are a staple for Muslims. Employee performance is an important element in increasing the number of visitors to halal restaurants. This study aims to analyze the effect of Islamic work ethic on employee performance, the effect of Islamic work ethic on organizational commitment; and the effect of organizational commitment on employee performance. This study uses a type of quantitative research. The population in this study is all halal restaurant employees who have halal certification in Indonesia. Sampling using purposive sampling with certain criteria. Data collection techniques using a questionnaire. While the data analysis of this study uses SEM PLS.The results of this study indicate that the Islamic work ethic variable has an influence on employee performance, Islamic work ethic has a positive effect on the dimensions of organizational commitment. In addition, the results of this study indicate that organizational commitment variables affect employee performance. This research has two contributions, namely empirical and policy aspects. The results of this study are additional literature related to empirical evidence of the influence of Islamic work ethics and organizational commitment to halal restaurants. In addition, the results of this study help halal restaurants in sustainable development.

Organisational Culture and Employee Commitment of Academic Staff: The Moderating Effect of Job Satisfaction

Purpose of the article: This study investigated the contribution of organisational culture to the three dimensions of organisational commitment (normative, affective and continuance) of academic staff as moderated by job satisfaction.Methodology/methods: The study adopted the quantitative method using a descriptive survey. One hundred and seventy-four (174) academics in Lagos, Nigeria selected through non-probabilistic methods participated in the survey. The data was gathered using three validated questionnaires through Cronbach Alpha. Descriptive and inferential statistics were employed for the data analysis.Scientific aim: To ascertain the effect of organisational culture on commitment of academic staff and confirm if job satisfaction mediates this effect.Findings: It was observed from the outcome that there is a significant positive relationship among the variables of the study. The results also showed that the organisational culture contributed significantly to organisational affective commitment of academic staff. It also showed that that the organisational culture contributed significantly to organisational normative and continuance commitment of academic staff. The contribution of the organisational culture was seen to be significant on composite organisational commitment of academic staff just as job satisfaction slightly moderated the effect of organisational culture on the commitment of academics and the effect was found to be significant.Conclusions: The study concluded that the organisational culture and job satisfaction have a positive impact on organisational commitment. University management can improve staff commitment through review of their organisational culture elements and job satisfaction

To moonlight or not to moonlight: The role of organisational commitment dimensions in secondary employment decisions among higher education teachers

AbstractThis study aims to explore the relationship between organisational commitment dimensions and moonlighting intentions. Using a sample of 189 teachers from various higher educational institutions (HEIs), the study employs Structural Equation Modelling (SEM) to examine the impact of organisational commitment dimensions (affective, continuance, normative) on moonlighting intentions. The results of the study indicate a negative relationship between organisational commitment dimensions and moonlighting intentions, suggesting that higher education institutions can reduce moonlighting intentions among faculty members by fostering a positive work environment that promotes organisational commitment. The findings of this study have implications for organisations, as they suggest that increasing employees' affective and normative commitments decrease their intentions to engage in moonlighting. Additionally, the study highlights the importance of understanding the antecedents of moonlighting intentions, as it can help organisations to implement policies and practices that reduce the likelihood of employee moonlighting.

THE EFFECT OF INTRINSIC, EXTRINSIC MOTIVATION AND ORGANIZATIONAL COMMITMENT ON MILLENNIAL EDUCATOR’S JOB PERFORMANCE

Intrinsic and extrinsic motivation, organizational commitment, and job performance are major components of development inherent in every individual which every educational institution considers as an essential goal to achieve. For this, the primary purpose of the study was to determine the level of intrinsic and extrinsic motivation and organizational commitment exerted significant effect on the level of job performance of millennial educators. A descriptive correlational research was conducted involving 143 randomly selected millennial educators in the Diocese of Malolos. The findings revealed that the intrinsic motivation (p-value of 0.037) was found significant and extrinsic motivation (p-value of 0.908) was found not significant in relation to Job Performance. The combined effect of intrinsic and extrinsic motivation revealed that there was no significant influence with job performance (p-value of 0.174) of the educators. However, the influence of organizational commitment on job performance was found not significant. These findings indicated that the three dimensions of organizational commitment namely affective (0.65), continuance (0.016) and normative (0.025) were not directly correlated with the job performance of the millennial educators. Generally, the study proposes that extrinsic motivation may be examined to help millennial educators to enhance job performance and that school management may take a deeper look at organizational commitment of the educators to help them foster healthy and conducive work- relationship between and among employees as well as the administrators.

THE ROLE OF AUTHENTIC LEADERSHIP IN ENHANCING ORGANIZATIONAL COMMITMENT: EVIDENCE FROM EGYPT

The purpose of this paper is to explore the effect of toxic leadership on organizational commitment from the point of view of employees in cement sector companies in Egypt. The study used a survey questionnaire. Respondents were 310, The descriptive analytical approach was applied. The study used regression analysis to determine the relationship between the independent variable on the dependent variables. The results of the regression analysis proved that authentic leadership dimensions (Self-awareness, Balanced Processing, Internalized Moral Perspective, and Relational Transparency) has a positive and significant effect on organizational commitment dimensions from the point of view of employees in cement sector companies

“Stay” or “Leave”: Influence of employee-oriented social responsibility on the turnover intention of new-generation employees

With the new-generation employees gradually becoming the main force in various industries, it becomes the core issue of organizational research that how to reduce the turnover rate of new-generation employees to obtain key talents, develop sustainable business strategies, and stabilize the organizational system environment. Existing research focuses on the field of the turnover intention (TI) of new-generation employees. However, systematic discussions on TI influencing factors and processes are few. From the perspective of employee-oriented social responsibility (ESR), combining the Price–Mueller turnover model, 243 valid responses to questionnaire surveys of new-generation employees from 17 electronics industry enterprises in northern China are collected to explore the mechanism of ESR on the TI of new-generation employees, mediating effect of organizational commitment, and moderating effect of perceived organizational support (POS). Results show that when the ESR level is high, new-generation employees tend to follow the logic of the “stay” mentality to reduce the tendency to leave firms. In addition, the three dimensions of organizational commitment: affective commitment (AC), normative commitment (NC), and continuance commitment (CC) have significant mediating effects on the relationship between ESR and TI. POS moderates the relationship between ESR and AC and that between ESR and NC, but this moderating effect does not exist between ESR and CC. This study provides empirical evidence in the Chinese context for the literature on the factors affecting the turnover of new-generation employees in enterprises. It also presents policy implications for enterprise managers and social decision-making departments to optimize enterprise human resource strategies and adapt to a dynamic external environment.

Reconstruction of trust and organizational commitment through servant leadership in the postpandemic era: evidence from the IT sector of Pakistan

Purpose The purpose of this paper is to investigate the impact of the role of trust in leaders in the relationship between dimensions of servant leadership and dimensions of organizational commitment in the information technology (IT) sector of Pakistan in post-COVID era. This paper also highlights the role of trust in leader as mediating mechanism among the examined variables. Design/methodology/approach Self-administered questionnaires were distributed to IT professional working in the IT sector of Pakistan. The sample included 283 across Pakistan. Structural equation modeling was used to analyze the data. Findings Results indicated that trust in a leader has a significant indirect effect on the relationship between the dimensions of servant leadership and organizational commitment. Upon further investigation, it is found that in the majority of cases, the nature of mediation is partial in nature. Whereas, it is found that trust in leader fully mediates the relationship between persuasive mapping and normative commitment. Furthermore, trust in leader is also found to be fully mediating the relationship between emotional healing and continuance commitment. Research limitations/implications This study is limited to the geographical boundaries of Pakistan, results obtained during the course of study have limited generalizability outside the country. Originality/value This paper aims at addressing a gap in the literature by developing a model of how trust in leader mediates the relationship between servant leadership and organizational commitment, and examine relationship between individual dimensions of servant leadership and organizational commitment.

Workplace social capital mediates the relationship between authentic leadership and three dimensions of organizational commitment of hospital nurses: A cross-sectional study.

This study aimed to examine the mediating effect of workplace social capital on the relationship between authentic leadership and the three dimensions of organizational commitment: affective, normative, and continuance. In January 2019, anonymous self-reported questionnaires were distributed to 1220 nurses working in the general wards of two university hospitals in Japan. Structural equation modeling was used to examine the mediating effects of workplace social capital on the relationship between nurse managers' authentic leadership and the three dimensions of organizational commitment. Six hundred and fifty-nine data points were analyzed (valid response rate=54.0%). Participants' average age was 28.6 years (standard deviation: 6.6), and 93.3% were female. The mediation indirect effect of workplace social capital between authentic leadership and organizational commitment was statistically significant in the models of affective organizational commitment and normative organizational commitment, but not in the model of continuance organizational commitment. The effects of authentic leadership and workplace social capital had different impacts on each of the three dimensions of organizational commitment. Nurse managers' authentic leadership and workplace social capital can enhance nurses' positive commitment to the organization.

PERAN KOMITMEN AFEKTIF TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN PT X DI JAKARTA

Employees owned by the company should have extensive knowledge, adequate skills, and be committed to realizing company goals. Organizational Citizenship Behavior is a voluntary behavior shown by employees that influences performance improvement even though it is not included in the job description. Organizational Citizenship Behavior is thought to be enhanced by organizational commitment. Organizational commitment is an attitude of loyalty shown by employees towards their company in realizing the vision and mission and progress of the company. One dimension of organizational commitment that is in line with Organizational Citizenship Behavior is affective commitment. This study aims to determine the role of affective commitment to Organizational Citizenship Behavior. The research method uses quantitative methods that are non-experimental using predictive correlation techniques. The sample of this research is 73 employees who work at PT X. The results of this research show that affective commitment has a positive and significant role on Organizational Citizenship Behavior. The size of the role given by organizational commitment to Organizational Citizenship Behavior is 24%. The results of the different test as an additional test show that there are differences in the levels of Organizational Citizenship Behavior in employees with permanent and non-permanent status.
 Keywords: Organizational commitment, Organizational Citizenship Behavior, Employees

Emotional Labor in the Service Sector: The Role of Organizational Commitment

This research examines the Organizational Commitment (OC) levels and emotional labor (levels) (EL) of employees in the service sector and to determine whether there is a significant relationship between these variables, to identify which dimensions of OC affect which dimensions of EL if there is a significant relationship, and to determine whether EL varies statistically according to demographic factors. For this purpose; a survey has been carried out in Zonguldak province in Türkiye and the data were obtained by a face-to-face survey method of 433 workers actively working in the service sector. These data have been tested with reliability, correlation, simple linear regression, multiple variance analysis, independent sample T-test and one-way variance analysis. Because of the reliability analysis carried out, it has been determined that the scales used in the research have high internal consistency. The correlation analysis indicates a moderate and positive relationship between the normative and emotional commitment dimensions of EL and OC. Because of simple linear regression analyses; it has been determined that the 1-unit increase in emotional commitment caused an increase of 0.693 units on EL and a 1-unit increase in normative commitment caused an increase of 0.959 units on EL.

Studying the Impact of Administrative Empowerment As a Mediating Variable in the Relationship between Organizational Commitment and Administrative Creativity: A Field Study in the Jordanian Pharmaceutical Companies in Light of Covid - 19

Managerial creativity enhances the distinction of any organization compared to other organizations due to its ability to find suitable solutions for the problems facing the organization and due to its ability to improve new products and services or through improving working methods or styles in it. Therefore, this topic has occupied a large area of interest in literature review. However, there are some aspects which are still ambiguous about the impact of each of the organizational commitment and administrative empowerment on one hand and administrative creativity on the other hand, especially in light of the COVID-19 pandemic which the world is suffering from nowadays. Accordingly, this study aims to investigate the impact of organizational commitment, with its various dimensions, on administrative creativity within the Jordanian pharmaceutical companies with the existence of administrative empowerment as a mediating variable. Data of the study was collected using a simple random sample which consisted of (201) employees working in the Jordanian pharmaceutical companies. Structural equation modeling (SEM) analysis was conducted using AMOS.20. 
 The study found that there are strong correlation relationships between most of the study variables in addition to the existence of a significant impact of administrative empowerment on administrative creativity as a dependent variable. The (direct and indirect) results of the total impact analysis revealed that there is an impact of all dimensions of organizational commitment on administrative creativity with the existence of administrative empowerment as a mediating variable. Based on these results, the study recommended that Jordanian pharmaceutical companies conduct workshops, seminars and training programs to teach their employees the importance of organizational commitment and occupational empowerment and their role in enhancing administrative creativity. In addition, the investigated companies need to pay attention to involving their employees in setting goals, formulating policies and programs, participating in decision-making processes and spreading a culture of teamwork by providing incentives of various kinds, which contributes to enhancing the levels of organizational commitment and administrative creativity alike, especially in light of Covid-19 pandemic.

Paternalistic leadership and organizational commitment: Evidence from the information technology sector

This research aims to test the relationship between dimensions of paternalistic leadership and dimensions of organizational commitment in the information technology (IT) sector of Istanbul. Two separate questionnaires were adapted for measuring dimensions of paternalistic leadership (Erben & Güneşer, 2008) and organizational commitment (Allen & Meyer, 1990). Data were collected at two different points in time from such employees of the IT sector of Istanbul who have been working with the same manager for at least six months. In all, 350 pairs of questionnaires were distributed and only 248 pairs of questionnaires were received. Three separate multiple regression analyses were used as the statistical technique. Results indicated that two of the dimensions of paternalistic leadership, namely benevolent leadership and moral leadership, have a significant relationship with the three dimensions of organizational commitment, namely affective, normative, and continuance commitment. However, authoritarian leadership is found to be negatively associated with affective commitment, whereas, it does not have any significant association with normative and continuance commitment. Therefore, it is concluded that benevolent leadership and moral leadership can be instrumental in enhancing the level of organizational commitment among the employees, whereas, authoritarianism can be counterproductive in nature. Hence, the study provides the framework to the managers in the IT sector of Istanbul for enhancing the organizational commitment among the employees.

The Influence of personal skills for telework on organisational commitment: The mediating effect of the perceived intensity of telework

This study investigated the influence of personal skills for telework on organisational commitment as mediated by the intensity of telework. Data collected from a survey of 320 employees whose organisations provided the option of remote work were analysed. The results reveal that the influence of personal skills for telework on the affective, continuance, and normative organisational commitment dimensions is partly mediated by the perceived intensity of telework. The study revealed that this relationship is mediated at different levels by the intensity of telework. Good personal telework skills have the strongest influence on emotional attachment to the organisation, a somewhat weaker influence on continuance commitment that is linked to the fear of changing jobs, and the weakest influence on normative commitment, which emphasises the sense of responsibility to remain with an organisation. This study fills a research gap and contributes to existing telework intensity studies in the context of crisis (i.e., the COVID -19 pandemic).

Task orientation, knowledge sharing, organizational justice, and organizational commitment among bank employees: Evidence from Nigeria

The challenges facing banking organizations have manifested in low job commitment among employees. This was attributed to poor task orientation, low knowledge sharing, and a lack of organizational justice in these organizations. However, to the researchers' knowledge, only a few studies outside the Ibadan metropolis have investigated the contribution of the identified variables to the current level of organizational commitment among bank employees in Nigeria. The cross-sectional survey polled responses from 406 employees conveniently sampled from selected bank branches in Ibadan using a standardized questionnaire. The results revealed significant positive associations among task orientation, knowledge sharing, organizational justice, and dimensions of organizational commitment. Task orientation, knowledge sharing, and organizational justice significantly influenced organizational commitment. The study recommends more studies be conducted on investing in employees' knowledge capital, training, and promoting justice as these foster high organizational commitments and spur optimum job performance.