Employee Affective Commitment Research Articles

The Effect of Visioner Leadership, Communication and Organizational Culture on Employee Commitment and Their Implications on Employee Performance

Facing competition in the current era of globalization requires every organization to work more efficiently and effectively. Competition Increasingly stringent conditions cause organizations to be able to increase their competitiveness in achieving the goals and objectives set by the organization. one of which is increasing employee commitment This study aims to know, analyze, and examine the influence of visionary leadership, communication, and organizational culture on employee commitment and its implications on employee performance at PT. Saraswanti Group North Sumatra. The research methods used are descriptive and verifiative analysis. The data collection used is using questionnaires accompanied by observation techniques and literature. The study used samples taken from proportionally selected employees. Data analysis techniques used to use SEM analysis. The results of the study descriptively show that visionary leadership, communication, organizational culture, employee commitment, and employee performance are in the category of quite good. The results of the verification research show that visionary leadership, communication, and organizational culture affect employee commitment both simultaneously and partially, and employee commitment affects employee performance at PT. Saraswanti Group North Sumatra.

Analysis of The Role of Affective Commitment As an Intervening Variable in The Relationship Between Effective Reward and Organizational Learning in Advertising Industry

This research aims to analyze the influence of extrinsic reward and intrinsic reward on affective commitment. Primary data, collected through surveys of respondents from the target population, served as the data source. Data collection methods include in-depth interviews, observations, and surveys using questionnaires. The respondents targeted for the survey are employees who have permanent employee status and have worked for at least one year are targeted for the survey. This study employs descriptive research methods. Sampling employed non-probability techniques, such as convenience sampling. The research results revealed a positive and significant impact of both extrinsic and intrinsic rewards on affective commitment. This shows that giving rewards, both in extrinsic and intrinsic form, can increase employee emotional commitment to the company. Apart from that, the results of the analysis also show that affective commitment has a positive and significant effect on knowledge transfer. This emphasizes the importance of having employees with high emotional commitment, because this can increase their ability to share knowledge and information with colleagues. To develop these findings, companies can consider improving reward programs that can increase employee affective commitment, both through extrinsic and intrinsic rewards. Apart from that, companies can also pay attention to other factors that can increase affective commitment, such as a supportive work culture, opportunities for development, and recognition of employee contributions. In this way, companies can create a work environment that supports knowledge transfer and improves overall performance.

The Role of Leadership and Discipline to Increase Commitment to Loudry Harfia Employees

The Role of Leadership and Discipline to Increase Commitment to Loudry Harfia Employees

A Parallel Mediation Model of Employee Affective Commitment and HR Outcomes: Empirical Evidence from Judiciary of Pakistan

Attainment of goals and objectives of every institute lies in the performance of human resources. Public sector institutions and the judiciary as well face the problem of lower-level performance. In today's dynamic and competitive atmosphere, every organization needs to satisfy their employees to attain the optimum level of their skills and competencies to accomplish the organizational goals and objectives. The present study aims to examine the influence of HRM Practices on job satisfaction with the mediating mechanism of HR outcomes and employee affective commitment. Data collected for this study in two-time spans with a stratified random sample of 203 (186 males and 17 females) ministerial employees (Admin Office Coordinator, Senior Office Coordinator, and Office Coordinator) of Lahore High Court (Principal-seat and allied-Benches) to test the hypothesis. Findings of the study unveiled that HRM practices positively influenced the employees' satisfaction level. Moreover, mediation of HR outcomes and employee affective commitment found between the relationship of HRMPs and employee job satisfaction.

DAMPAK GAYA KEPEMIMPINAN BERORIENTASI PRESTASI DAN IKLIM ORGANISASI TERHADAP KOMITMEN AFEKTIF DAAITV MELALUI KEPUASAN KERJA

This study aims to ascertain the impact of independent factors like achievement-oriented leadership style and organizational climate. Affective commitment is a dependent variable, whereas job satisfaction is an intervening variable. The primary source of data for this quantitative study was an instantaneous Likert scale questionnaire delivered to each research participant. Employees of PT. X Jakarta and Medan make up the research population. A sample of 136 participants was selected using non-probability sampling techniques in conjunction with the purposive sampling approach. This study makes use of multivariate data analysis methods with the statistical model SEM-PLS. The results of the analysis show that there is a positive and significant effect of achievement-oriented leadership style on job satisfaction, affective commitment and affective commitment through job satisfaction. There is also a positive and significant effect of organizational climate on job satisfaction, affective commitment and affective commitment through job satisfaction. And there is a positive and significant effect of job satisfaction on affective commitment. These results provide managerial implications regarding how to increase employee affective commitment by paying attention to the achievement-oriented leadership style of the leaders and the organizational climate formed and increasing employee job satisfaction.

Pengaruh Kualitas Sumber Daya Manusia dan Teknologi Informasi terhadap Kinerja Karyawan Melalui Komitmen Karyawan Sebagai Variabel Intervening (Studi Kasus di PT. Central Motor Wheel Indonesia – Pasuruan)

Employee performance is influenced by several factors, one of which is employee commitment. When someone joins an organization, it is required to have a commitment in him. Commitment can support an employee to become a good team member who is willing to help the company to achieve its goals. High commitment can support an employee to become a good team member who is willing to help the company achieve its goals. The purpose of the following research is to determine the effect of the quality of human resources and information technology on employee performance through employee commitment at PT. Central Motor Wheel Indonesia. This study used a questionnaire, and used SPSS 25 software to analyze the data. Respondents in this study were 100 production/operational employees of PT. Central Motor Wheel Indonesia-Pasuruan. The results of this study prove that the quality of human resources affects employee performance, information technology affects employee performance, the quality of human resources affects employee commitment, information technology affects employee commitment, employee commitment affects employee performance, employee commitment mediates resource quality Humans on Employee Performance, and Information Technology has an effect on Employee Performance through Employee Commitment at PT. Central Motor Wheel Indonesia-Pasuruan

A Study of Effect of Employment Relationships Quality on Affective Commitment of Employees Working in Chinese, French and Guinean Companies Operating in the Republic of Guinea (West Africa)

A Study of Effect of Employment Relationships Quality on Affective Commitment of Employees Working in Chinese, French and Guinean Companies Operating in the Republic of Guinea (West Africa)

Global Impact of Top Management on Branding and Performance

This study explores how top management commitment to ISO 9001:2015 quality management system influences company branding and employee performance, with employee commitment moderating this relationship. Conducted in a cardboard packaging industry in Sidoarjo, East Java, Indonesia, the research involved 105 employees selected through purposive sampling. Data was collected via personal questionnaire surveys and analyzed using Structural Equation Modeling Partial Least Square (SEMPLS). Results show that top management commitment significantly impacts company branding and employee performance. However, employee commitment's moderating effect on the relationship between top management commitment and company branding was found insignificant due to incomplete socialization of the quality management system among employees, while it significantly moderated the relationship between top management commitment and employee performance. This study underlines the importance of top management commitment in ISO 9001:2015 implementation for improving company branding and employee performance and suggests the need for comprehensive socialization of quality management systems. Hightligh: Top management drives branding and performance. Employee commitment moderates top management's influence. Incomplete socialization affects employee commitment's moderating effect. Keywords: ISO 9001:2015, Top management commitment, Company branding, Employee performance, Moderation.

Pengaruh Job Satisfaction, Conflict Management, Leadership Style Terhadap Employee Commitment Pada PT Bina Media Tenggara

This study aims to analyze the effect of Job Satisfaction, Conflict Management, Leadership Style on Employee Commitment. This research was conducted using quantitative approach and survey method by taking samples from employees at Bina Media Tenggara company. The data were analyzed using multiple regression analysis techniques. A total of 225 samples were collected. The results showed that Job Satisfaction, Conflict Management and Leadership Style significantly affect Employee Commitment. This finding shows that employees with high Job Satisfaction, positive Conflict Management roles, and good Leadership Style can increase Employee Commitment in the company. This research provides practical implications for companies in increasing Employee Commitment. It is very important for companies to pay attention to these factors, because it can increase Job Satisfaction which affects Employee Commitment to achieve company goals.

The Effect of Organizational Citizenship Behavior and Leader-member Exchange on Employee Performance of PT Gresik Migas: Employee Commitment as an Intervening Variable

Aims: The purpose of this study is to ascertain the impact of Leader-Member Exchange (LMX) and Organizational Citizenship Behavior (OCB) on PT Gresik Migas employees' performance, as well as the mediating role that LMX and OCB play in employee performance.
 Study Design: This study was carried out with quantitative techniques, and an explanatory analysis was used to examine the data that was collected.
 Place of Study: The target of this research is employee of PT Gresik Migas in Gresik City. The total population in this study is 42 employees.
 Methodology: The personnel of PT Gresik Migas are the subject of this study. 42 employees made up the study's population. Saturated sampling is the method used to take a sample, and 42 employees make up the sample. Likert scale-based questionnaires are distributed as part of the data collecting process, and smartPLS 3.0 is used to process the collected data.
 Results: The results of the validity test state that there are invalid items, namely, 2 OCB items, 2 LMX items, and 2 employee performance items. Then the reliability test results state that everything is reliable. And hypothesis testing states that OCB affects performance because P values are 0.000 < 0.05. LMX affects performance because P values are 0.004 < 0.05. Employee commitment has no effect on performance because P values 0.451 > 0.05. OCB affects employee commitment because P values 0.034 < 0.05. LMX affects employee commitment because P values 0.045 < 0.05. Employee commitment cannot mediate the effect of OCB on performance because P values 0.454 > 0.05. And employee commitment cannot mediate the effect of LMX on performance because P values 0.469 > 0.05.
 Conclusion: This study discovered that LMX and OCB have a big impact on worker performance. The impact of employee dedication on performance is also negligible. Furthermore, the impact of OCB and LMX on employee performance cannot be mitigated by employee dedication.

Occupational Safety & Health Management and Corporate Sustainability: The Mediating Role of Affective Commitment

BackgroundOccupational safety & health management (OSH) has garnered greater attention for its significance in promoting corporate sustainability for organizations in recent decades. The construction industry, in particular, is a major contributor to Malaysia's thirst for corporate sustainability in order to provide long-term support for the country. Thus, the main tenet of this study is to examine the mediating effect of employee affective commitment on the relationship between OSH and corporate sustainability. MethodsA questionnaire was administered to 273 full-time employees of listed construction companies in Malaysia. Smart PLS software version 3 was used to test the proposed model and hypotheses. Both the measurement model and the structural model were evaluated. ResultsAccording to the findings, OSH and its dimensions are positively related to employee affective commitment. Employee affective commitment, on the other hand, has been found to be significantly related to corporate sustainability and its dimensions: economic, social, and environmental sustainability. Apart from this, the prominent results reveal that employee affective commitment partially mediates the relationship between OSH and corporate sustainability and its dimensions: economic, social, and environmental sustainability. ConclusionThis empirical finding adds to the existing literature in explaining how OSH and affective commitment led to corporate sustainability. Several implications are offered to various stakeholders, such as construction companies, policymakers, and relevant regulators.

Transformational leadership and organizational citizenship behavior: Mediating role of affective commitment and work engagement of hotel employees in Indonesia

Employees who voluntarily conduct work that surpasses the criteria allocated to them to help the company achieve its goals exhibit organizational citizenship behavior. This study aims to examine the mediation role of affective commitment and work engagement on the influence of transformational leadership on organizational citizenship behavior. This study used survey methodology. Two hundred frontline staff working over a year in several star-rated hotels in Medan, Indonesia, are used as samples. Data were collected using a Likert scale questionnaire and analyzed using structural equation modeling-part least squares with SmartPLS 4.0 software. The findings show that transformational leadership, affective commitment, and work engagement affect organizational citizenship behavior (p < 0.05). Next, transformational leadership affects affective commitment (p < 0.05) and work engagement (p < 0.05), and transformational leadership affects organizational citizenship behavior through affective commitment (p < 0.05) and work engagement (p < 0.05). The findings of this study recommend that hotel management should use a transformational leadership style when filling managerial positions. In addition, the study results have implications for businesses in terms of creating arrangements that encourage employee engagement and affective commitment, enabling workers to volunteer their time, energy, and ideas to serve their co-workers and the company. This paper helps to develop human resources to maintain the sustainability of hotel industry in Medan, Indonesia. AcknowledgmentThis study is supported by all levels of management at Universitas Muhammadiyah Sumatera Utara for funding Fundamental research in 2022 and thanks also to the ranks of the Institute of Research and Community Service (LPPM) Universitas Muhammadiyah Sumatera Utara.

Building employee commitment through organizational climate in the manufacturing industry

This study examined organizational climate and employees' commitment. To achieve the objectives of the study, three research hypotheses were formulated to guide the study. Relevant literature was reviewed anchoring on the Two-Factor Theory and Equity theory. This study adopted a survey research design. The research population in this study comprised 370 staff of Asaba Aluminum Nigeria Pic, Delta State. The researcher used the Taro Yamane formula to determine the sample size of 150 respondents. The questionnaire was the instrument used for data collection while the instrument was validated by two experts in measurement and evaluation. The instrument was administered by the researcher with the help of the supervisors in the establishment with a 100 percent retrieval rate. Data gathered was analyzed using the frequency and the percentage while the hypotheses were tested through Ordinary Least Square (OLS). The findings revealed that job autonomy has an impact on employee morale; leadership style influences employee productivity; there is a relationship between reward system and employee job satisfaction, working environment influences the behavior of the organization; role clarity affects employee commitment; career development has an impact on employee competency and that communication efficiency influences employee performance. The study recommends amongst others that the management of Asaba Aluminum Pic should be more responsive to the physical condition of the work environment such as seasoned tools, machines, and career development programs as this will enhance efficiency in production and increase the quantity of products.

Authentic Leadership, Komitmen Efektif dan Job Resourcefullness dalam Membentuk Kreatifitas dan Kinerja Pegawai Bank Syariah Indonesia (KCP Perbaungan)

This study aims to examine the effect of authentic leadership, effective commitment, and job resourcefullness in shaping employee creativity and performance. The population in this researcher is all employees of Bank Syariah Indonesia (kcp Perbaungan). This research uses quantitative methods, the sample taken in this study was 35 respondents using the saturated sample method. The tool used is multiple linear regression with the help of the SPSS program. The results of the t test, the value of t count < t table where -1.199 < 2.03 with sig 0.240, meaning that authentic leadership has no effect in shaping creativity, 3.199 < 2.03 with sig 0.240, meaning authentic leadership has no effect in shaping creativity, 4.416 > 2.03 with sig 0. 000, meaning that effective commitment has a positive effect in shaping creativity, 5,366> 2.03 with sig 0.000, meaning effective commitment has a positive effect on performance, 3,611> 2.03 with sig 0.001, meaning job resourcefullness has a positive effect in shaping creativity, 3,522> 2.03 with sig 0.001, job resoucefullness has a positive effect in shaping performance. Authentic Leadership is an important leadership style for leaders in the Islamic bank industry in Indonesia. Authentic Leadership will increase the affective commitment of employees, and will increase the Job Resourcesullness of subordinates. affective commitment and Job Resourcesullness will shape employee creativity and performance.

The Effect of Work-Life Balance and Employment Status on the Commitment of Ar-Royan Tasikmalaya Confection Production Department Employees

The objectives of this study were to determine and analyze work-life balance, employment status, employee commitment and the effect of work-life balance and employment status on employee commitment in the production division of Ar-royan Tasikmalaya Confectionery. The research method used was the survey method, while the sampling method uses the census method. Data collection techniques were used for primary data through questionnaires from 63 respondents and interviews, secondary data from literature review and the company. The analysis tool uses path analysis. The results showed that work-life balance was included in the high classification, employment status in the high classification, and employee commitment in the high classification. Partially, work-life balance and employment status positively affect employee commitment. Work-life balance and employment status simultaneously affect employee commitment.

Analysis of intrinsic motivation influence on employee affective commitment during digital change

Technological, economic and other innovation-related advances of the 21st century have influenced the old, traditional business models. Presently, organizational change has become an integral part of corporate strategy for the majority of businesses. Such shifts have resulted in both new challenges and opportunities. The expansion of the use of information and communication technologies has driven fundamental shifts towards digital change. Organizations are being forced to revise processes, goals and overall mission in order to stay competitive in the marketplace. However, the implementation of digital transformation brings uncertainty, causes stress and raises concerns about future jobs. The study employs a literature review to fill the gap in understanding the relationship between employee intrinsic motivation and affective commitment during the transformation. A conceptual model proposes the antecedents of employee motivation (Organizational Citizenship Behavior and Leader Member Exchange) and investigates its impact on employee commitment to change. The utilized model elucidates how to maintain employee intrinsic motivation and affective commitment in the context of organizational transformation and sets the ground for future research.

An Empirical study to investigate the Impact of Quality of Work-life on Employee Commitment among employees in the Insurance Industry in the Hoshiarpur District, Punjab, India

Orientation: The success of each and every business was greatly influenced by the quality of the working environment. Therefore, it is crucial to comprehend the nature of the workplace and how it affects employees' dedication, particularly in the case of the insurance industry. Purpose: The overall goal of this study was to ascertain the link between quality of work life and employee commitment in the insurance industry, particularly in the Hoshiarpur district, and to investigate the impact of work-life quality on employee commitment. The absence of research on the connections between employee commitment and quality of work life makes it difficult to learn about both employee commitment and quality of work life, as well as the impact of QWL (predictor) on employee commitment (dependent).Research methodology: In the Hoshiarpur district, a descriptive research using a sample of N = 66 insurance industry workers was used. The information was gathered using Tanya Nayak's employee commitment survey scale and scale measuring the quality of nursing work-life. The questionnaire was electronically disseminated to workers in the insurance industry in order to perform a pilot study. Using IBM SPSS 25 version software, the Cronbach's alpha, mean, standard deviation, and correlation were determined. Findings: The data showed that employee commitment and quality of work life are fully associated, and the predictor has also demonstrated its impact over the dependents. Implications: The findings shed light on how workers' commitment to their jobs in the insurance industry is influenced by their quality of work life. Improved knowledge of how quality of work life affects employee commitment in the insurance industry contributes to the body of knowledge regarding both these topics, particularly in the context of the insurance industry in the Hoshiarpur district of the Punjabi province.

The Effect of Organizational Culture and Authentic Leadership on Affective Commitment through Job Satisfaction

Human resources are very important for an organization to achieve any goal. With good HR management, the achievement of organizational goals can be influenced. Skilled human resources are very valuable and cannot be replaced by natural resources, additional capital, or new technology. Therefore, the importance of human resources, both as managers and employees, is in planning, implementing and supervising the organization. Thus, the current study seeks to examine the effect of organizational culture and authentic leadership on job satisfaction and affective commitment of employees of the North Penajam Paser Regency KUKMPERINDAG Service. All 96 employees were participated in this study and collected using simple random sampling technique. The data analyzed using the Structural Equation Modeling – Partial Least Square assisted by SmartPLS-3. The result indicates that organizational culture and authentic leadership have significant positive relationship with job satisfaction. Also, this study found that organizational culture and satisfaction work have significant positive relationship with affective commitment. Besides that, this study indicates that authentic leadership does not significant relationship with affective commitment. In addition, this study found that job satisfaction mediates the relationship between authentic leadership and affective commitment. This study concludes that organizational culture has a positive and significant effect on employee job satisfaction. This means that the better the implementation of organizational culture, the more it will be able to encourage employee job satisfaction. Organizational culture has a positive and significant effect on employee affective commitment, this can mean that improving organizational culture is able to encourage employee affective commitment. Authentic leadership has a positive and significant effect on employee job satisfaction. This means that authentic leadership can encourage employee job satisfaction.

Organisational Justice and Employees Affective Commitment: A Perceptual Survey of Police Officers in South-South Nigeria

This study examined the effect of organisational justice on employee affective commitment in Nigeria Police in South-South Nigeria. A survey design was adopted in the study. The population of the study was 4520 from which a Sample size of 367 was determined using Taro Yamane’s formula. Structured Questionnaire was used to collect data from the respondents. Multiple regression was used to test the hypotheses at 0.05 level of significance. Findings revealed that there was a significant effect of Distributive justice- (P- value 0.006 < 0.05) level of significance, Also, the findings showed that there was no statistically significant effect of Procedural justice ((P-value 0.728 > 0.05) level of significance on employee affective commitment. There was significant effect of Interactional justice (P-value 0.000 < 0.05) level of significance on Employee Affective commitment in Nigeria Police. Moreover, the findings showed statistically significant effect of Organisational culture ((P-value 0.014 > 0.05) level of significance on employee affective commitment. In view of these, it was recommended that the policy makers in Nigeria Police should facilitate rapid implementation of Equality, Equity and Need on Policemen outcomes (Distributive Justice) for more affective commitment in the organisation. Based on the findings of the study, it was concluded that, three organisational variables are statistically significant, except procedural justice.

DESIGN FACTORIAL ANALYSIS: IDENTIFYING THE INTERACTIONS WORKPLACE MINDFULNESS AND INDIVIDUAL FACTORS IN CONTROLLING AFFECTIVE COMMITMENT

This research is motivated by changes in organizational culture, high work pressure, shifts in individual values, and attention to the workplace which are common causes of decreased affective commitment. By paying attention to these factors and implementing appropriate steps, organizations can increase employee affective commitment. This study uses a quantitative perspective with the factorial method for problem solving, taking into account the interaction of each factor in the variables used. Research participants used FKIP Pasundan University graduates who worked for at least two years unless they were self-employed. The results showed that affective commitment can occur due to the interaction between workplace mindfulness and individual factors, this reflects the level of satisfaction, loyalty, and emotional attachment that employees feel towards their organization. Circumstances where employees are satisfied with their work and the organization provides sufficient attention will create stronger emotional bonds and higher commitment to the organization.