Employee Commitment Research Articles

A Study on Health and Medical Facilities and Housing Facilities for Labor and its Impact on Job Satisfaction at KSRTC

This study explores the impact of health and medical facilities, as well as housing provisions, on job satisfaction among the labor workforce at Karnataka State Road Transport Corporation (KSRTC). Labor welfare plays a pivotal role in ensuring the efficiency and commitment of employees. KSRTC, being one of the largest state-owned transportation organizations, provides a range of welfare measures to its workforce. This paper examines the adequacy of these facilities, their effectiveness in improving labor conditions, and how they influence job satisfaction. Through a mixed-method approach that includes surveys and interviews, this study provides insights into the relationship between welfare provisions and labor satisfaction at KSRTC, offering recommendations for policy improvements.

Do pay secrecy policies prevent voluntary turnover?

AbstractPay secrecy (PS) policies, commonly found in the US private sector, restrict pay communication among employees. Previous research suggests that these policies help prevent pay dissatisfaction and attrition among low earners by limiting salary comparisons. However, by exploiting the staggered adoption of PS bans across US states as a negative shock to PS, I find no causal relationship between PS and voluntary turnover. This suggests that workers' reluctance to ask others about their pay renders PS policies irrelevant for retention purposes. This, in turn, highlights the need for organizations to consider alternative approaches to enhance employee retention and commitment.

Factors Influencing the Work Motivation of Enterprise Employees

Abstract: With the passage of time, the work pressure in modern society is increasing, and the enthusiasm of enterprise employees has become one of the main factors affecting work performance. Therefore, how to improve the enthusiasm of employees has become the focus of many enterprises. The purpose of this study is to explore the impact of job satisfaction and loyalty on work motivation. Through the review and analysis of relevant literature, this study finds that there is a significant positive correlation between employees' job satisfaction and loyalty and their work motivation. This relationship involves many aspects, including a good working atmosphere and fair and reasonable compensation. Work benefits, positive corporate culture, employee loyalty and incentive policies also make a difference. At the same time, this study also puts forward a series of feasible strategic suggestions, aimed at helping enterprises to improve the job satisfaction and loyalty of employees, and then stimulate the enthusiasm of employees. The suggestions of this study include the measures that companies should improve the working environment, formulate a fair incentive mechanism to provide employees with career development opportunities, etc., which provides strong support and guidance for enterprises to improve employee performance and competitiveness.

Factors Affecting Employee's Loyalty in Banking Sector: A Case of a Local Bank in Karachi, Pakistan

Employees' loyalty in the banking sector in Karachi, Pakistan remains a critical issue because less skilled employees' performances have declined its market share. Human resource (HR) management strives to create long-term relationships with employees by motivating them through salary plans, better supervision, increased motivation, and enhanced passion. This empirical study utilized qualitative phenomenology to investigate the phenomenon of loyalty and develop the model of factors stimulating loyalty among employees, enlightening the HR on employee retention, consequently. The data were accumulated through convenience sampling among employees at a local bank utilizing open-ended interviews and thematic analysis. The findings confirm that salary plans, supervision, financial rewards, and personal traits stimulate loyalty among employees while motivation and satisfaction moderate the phenomenon in consideration. The research is useful for the banking sector to keep employees loyal and build long-term relationships with them.

Impact of Emotional Intelligence in Organizational Commitment among Employees of Educational Sector: Moderating Role of Personality Traits and Gender

Purpose: This study, grounded in Emotional Intelligence Theory by Daniel Goleman aims to study the impact of Emotional Intelligence on the Organizational Commitment of employees working in educational sectors. This study further identifies the personality traits and gender acting as the moderator between emotional intelligence and organizational commitment. Participants and Methods: The study's sample consists of men and women who work in different educational institutions. The employees working in various educational sectors were administered using a series of questionnaires to gauge their demographic information, personality traits, emotional intelligence, and organizational commitment. Utilizing SPSS26.0, the data was examined to determine the influence of gender and personality factors as well as emotional intelligence on organizational commitment. Results: The current study found a substantial relationship between emotional intelligence and organizational commitment in workers in the education sector. The Big Five Inventory moderator has a weak but somewhat significant impact, and the study further demonstrates the strong impact of gender on organizational commitment. According to the study, there is no difference in organizational commitment between male and female means of gender, but there is a difference between them when it comes to the big five inventory. Conclusion: Emotional intelligence has a significant impact on the organizational commitment of workers in the education sector. The results of the current study also showed that although personality qualities may serve as a moderator in some way between organizational commitment and emotional intelligence, gender is not a relevant moderator.

Impression Management and Employee Commitment in Akwa-Ibom Tertiary Institutions

General background: Employee commitment is crucial for organizational success, and impression management techniques may significantly influence this commitment. Specific background: Previous studies have examined the effects of impression management in organizational contexts, yet the specific dynamics in Nigerian tertiary institutions remain underexplored. Knowledge gap: The influence of exemplification, ingratiation, and self-promotion on different dimensions of employee commitment (affective, continuance, and normative) in Nigerian institutions has not been fully examined. Aims: This study aims to determine how these dimensions of impression management influence employee commitment and the moderating role of organizational culture. Results: Findings reveal a positive and significant relationship between impression management and employee commitment. Specifically, exemplification enhances affective commitment, ingratiation promotes continuance commitment, and self-promotion influences normative commitment. Organizational culture was found to strongly moderate these relationships. Novelty: This study provides new insights into the contextual effects of impression management on employee commitment in Nigerian tertiary institutions. Implications: The findings suggest that management should employ strategic impression management techniques to enhance employee commitment, fostering improved organizational performance and reduced turnover. Highlights: Impression management positively influences employee commitment in tertiary institutions. Exemplification enhances affective commitment, ingratiation promotes continuance commitment. Organizational culture strongly moderates the relationship between impression management and employee commitment. Keywords: Impression Management, Employment Commitment, Exemplification, Ingratiation, Self-Promotion

Factors Affecting Organizational Commitment Among Employees of the Propaganda and Training Department in Phongsaly Province

The factors influencing organizational commitment among employees are crucial for the development of an organization. Without strong organizational commitment, the organization's development may be hindered. This study aims to identify the factors that affect the organizational commitment of employees at the Propaganda and Training in Phongsaly Province, in order to promote sustainable development. The target group for this study consists of all 66 employees at the Propaganda and Training in Phongsaly Province. Questionnaires were used as the primary data collection tool. Data analysis was conducted using the SPSS version 2025 statistical program, with Multiple Regression Analysis employed to examine the relationships between the identified factors and employees' organizational commitment. The research findings indicate that factors such as personal responsibilities, management practices, organizational policies, labor costs, salaries, social welfare, and environmental factors (including colleagues) significantly influence the organizational commitment of employees at the Propaganda and Training in Phongsaly Province, with a statistical significance level of p ≤ 0.05.

Influence of Perceived Organizational Support and Organizational Identification on Employee Loyalty: A Conceptual Paper

Influence of Perceived Organizational Support and Organizational Identification on Employee Loyalty: A Conceptual Paper

Organizational structure and high-performance work practices

Abstract Using firm-level data from Denmark, a country characterized by a high level of adoption of “high-performance work practices” (HPWPs), we document a large percentage of firms with limited adoption and large differences depending on the firms’ organizational structures. To explain these differences, we propose a theoretical framework based on agency theory and on human resource process theory in which the benefits of HPWPs vary across organizations according to their organizational structure. We find that opportunity- and skill-enhancing practices are more frequently used in firms with a network structure than in firms with a divisional structure, which in turn use them more frequently than firms with a functional structure. These findings are consistent with the idea that firms whose structures are designed to rely more heavily on employee control benefit less from HPWPs than those whose structures are meant to promote employee commitment. The use of performance pay is greater in divisional firms than in functional firms, which is consistent with this same idea. However, we find that the use of performance pay is lower in network organizations than in divisional organizations and is not significantly different from its use in functional organizations.

Pengaruh Kepemimpinan dan Integritas terhadap Loyalitas Karyawan pada Kelurahan Semper Timur

The background to this research is based on the importance of leadership and integrity in increasing employee loyalty, especially in the government sector. Employee loyalty is a key factor in creating a productive and harmonious work environment. This research aims to analyze the influence of leadership and integrity on employee loyalty in Semper Timur Subdistrict. The method used in this research is a quantitative approach by distributing questionnaires to 40 employees of Semper Timur Subdistrict. Data analysis was carried out using linear multiple regression to test the relationship between leadership, integrity, and employee loyalty variables. The research results show that both leadership and integrity have a significant influence on employee loyalty. Effective leadership and high integrity between leaders and employees have been proven to increase employee loyalty, which in turn has a positive impact on overall organizational performance.

Human Resource Management 4.0 - Empowerment from a Holistic Perspective

The aim of this work is to examine the communication behaviour of Generation Z in a professional context and to identify their specific wishes regarding the behaviour of superiors. In addition, success factors of contemporary Human Resource Management 4.0 (HRM 4.0) are identified. A further goal of this paper is to demonstrate companies and superiors how they can meet the needs of Generation Z, in order to position themselves as good leaders and as an attractive employer in order to maintain the company's performance in the long term. The most important results of this study show that appreciative leadership behaviour creates trust between employees and superiors. This optimizes Generation Z's communication behaviour towards superiors. Furthermore, for Generation Z, an appreciative management culture that is committed to the well-being of employees is crucial for their choice of employer, their work productivity, their employee loyalty and their fluctuation behaviour. In consequence, it is essential for companies to consider the demands of Generation Z in order to remain competitive.

Does cross-cultural adjustment affect employee work commitment? Assessing the role of work factors within selected mission hospitals in Kenya

Background Globalization has expanded the scope of business with many companies relying on the contribution of expatriates to fill skills gap in foreign business operations, transferring management knowledge, launching new operations, and coordinating activities on a global scale. Expatriates, however, face challenges that stem from cultural differences. Their commitment levels depend on how well and how quickly they adjust to the unfamiliar culture(s) of the host country. Methods This study sought to investigate the implications of work factors on commitment of expatriates working in selected mission hospitals in Kenya. It was anchored on the provisions of the Three-Component Commitment and International Adjustment theories and a randomly selected sample of 112 respondents from a target population of 156 medical expatriates. Results and conclusions The results depicted that work-related factors significantly affected employee commitment (β= -1.033, p=0.000). To conclude, we argue that employee commitment amongst expatriates can be enhanced through work factors’ cross-cultural adjustment. We further recommend setting up of cross-cultural adjustment policies for expatriate workers within the workplace, particularly in mission hospitals.

Systematic Literature Review: The Effect of Quality of Work-Life Balance and Corporate Culture on Employee Engagement

This study explores the impact of work-life balance and organizational culture on employee engagement within an organization. As companies navigate the global market, human resources play a critical role in determining performance and competitive advantage. Organizational culture serves as a guiding framework that shapes employee behavior, while work-life balance directly influences employee well-being and productivity. Using a Systematic Literature Review (SLR) methodology, the study synthesizes findings from peer-reviewed publications indexed in Sinta, focusing on the relationships between these variables. The results indicate that both work-life balance and organizational culture significantly contribute to higher levels of employee engagement, enhancing motivation, commitment, and organizational performance. Employees in environments that prioritize work-life balance and foster open, participatory cultures tend to be more productive and loyal, reducing turnover rates. This research highlights the importance of creating policies that support a healthy work-life balance and positive work culture to improve employee engagement. Future research could examine these variables longitudinally, consider industry-specific dynamics, and incorporate qualitative methods for deeper insights.

Just Sustainabilities: Building Bridges and Breaking Barriers to Empower Employees for Inclusive Workplaces—Evidence from Ghana

This study examines the critical role of inclusive, people-centered strategies in driving organizational sustainability, focusing on two key institutions in the Ashanti Region of Ghana: Presbyterian University College (PUC) and Presbyterian Agogo Women’s College of Education (APWCE). Employing a qualitative research design, including 100 interviews, five focus groups, and participant observations, this study investigates employee perspectives on Diversity, Equity, and Inclusion (DEI) practices in the workplace. The findings identify key empowerment strategies—flexible job roles, participatory decision-making, leadership development, and open communication—that enhance employee engagement and commitment to sustainability efforts. The findings also demonstrate employees’ vital role in advancing sustainability through involvement in green initiatives, community engagement, and integrating sustainability into core organizational practices. This contribution intellectually bridges the gap between DEI policies and their practical application, offering a nuanced understanding of how cultural and social dimensions influence sustainability in underexplored contexts like Ghana. It emphasizes aligning organizational values with employee well-being to enhance job satisfaction and retention, presenting actionable strategies for fostering innovation, resilience, and long-term success. The increasing global focus on sustainability and the growing need for inclusive practices in organizational settings underscores the timeliness of this manuscript. It offers a holistic, forward-thinking approach that is especially relevant for organizations navigating post-pandemic workplace dynamics and seeking to align sustainability with equity and inclusivity.

The Influence Of Financial Compensation And Work Ethic On The Organizational Commitment Of Employees At PT Perkebunan Nusantara IV Work Unit Palm Oil Mill (PKS) Gunung Meliau

The purpose of this study is to examine the impact of financial compensation and work ethic on the organizational commitment of employees at PTPN IV Gunung Meliau Palm Oil Mill Unit. This research employs a quantitative approach. The sample in this study consists of all employees of PTPN IV Gunung Meliau Palm Oil Mill Unit, totaling 125 employees. This study uses multiple linear regression, correlation coefficient, coefficient of determination, F-test, and t-test. The results indicate that financial compensation and work ethic simultaneously affect organizational commitment. Furthermore, financial compensation and work ethic partially have a significant impact on organizational commitment

Is Business Sustainability Possible? The Moderating Role of Place of Work in the Relationship between Hotel Safety Culture, Job Satisfaction, Organizational Commitment and Customer-Oriented Behavior: A Cross-Regional Study

Safety culture is a key feature between employees’ job performance and organizational commitment. Hotel businesses are an important component of the service sector, and a customer-oriented approach in these businesses increases organizational performance. Therefore, the increased organizational commitment of employees plays an important role in the implementation of a customer-oriented approach. In this study, hotel safety culture, which is one of the important factors for business performance sustainability, is examined. In addition, the effect of hotel safety culture on job satisfaction, organizational commitment and customer-oriented behavior is examined. In this context, the research data were collected from the employees of 5-star hotels operating in Antalya and Doha through a questionnaire. The data were analyzed using PLS-SEM 4.0. As a result of the research, some significant effects were found between the variables in the hypothetical research model. Based on the results obtained, theoretically, in support of the studies in the literature, a positive relationship was found between perceived safety culture and employees’ job performance. Accordingly, as practical suggestions, it is recommended that hotel managers take measures to increase the safety culture (staff training, increasing physical measures, making warning signs visible, etc.).

The Effect of Compensation and Work Environment on Employee Loyalty through Job Satisfaction as a Mediator at the Regional Revenue Management Agency of West Nusa Tenggara

This study aims to examine the impact of compensation and work environment on employee loyalty, with job satisfaction as a mediating variable. The research method employed is quantitative associative with a causal approach. The population of the study consists of civil servants (PNS) at the Regional Revenue Management Agency (BAPPENDA) of West Nusa Tenggara Province (NTB). The respondents include 92 active employees of BAPPENDA, and the study uses a census method. Data collection was conducted using questionnaires distributed via Google Forms, with responses measured on a Likert scale ranging from "strongly disagree" to "strongly agree." Data analysis was performed using the Structural Equation Model (SEM) processed with Smart-PLS version 3.0. The findings of this research conclude that compensation and work environment positively effect job satisfaction, and job satisfaction significantly effects employee loyalty. Additionally, job satisfaction acts as a significant mediator between compensation, work environment, and employee loyalty. However, compensation has a positive but not significant effect on employee loyalty.

Knowledge management practices and organizational commitment among employees of line-agencies in Sulu

The study investigated the organizational commitment and knowledge management practices of line-agency employees in Sulu, Philippines during the Fiscal Year 2023. Quota sampling (n=200) was carried out to sample the participants. Descriptive-comparative analysis was conducted to analyze the organizational commitment and knowledge management competence of the employees. Findings of the study revealed that employees are highly competent in various aspects of knowledge management, including knowledge acquisition, sharing, creation, codification, and retention. For organizational commitment, the employees demonstrated a high level of commitment to their organization, work, profession, and group work. Further analysis indicated that some demographic profiles (i.e., age, appointment status, length of service, and educational attainment) mediated the knowledge management competence of the employees. Similarly, some profiles (i.e., appointment status, length of service, and educational attainment) mediated their organizational commitment. Linear correlation revealed that the commitment and knowledge management competence were highly but not significantly correlated. Organizations should continue to invest in training and development programs to sustain and further improve these competencies. This study observed the importance of continuous investment in employee development, personalized management practices, and integrated organizational strategies to optimize both knowledge management and employee commitment.

Identifying Differences in the Application of HR Marketing Tools in Companies in the Secondary Sector – a Case Study of Mining, Construction, and Manufacturing Industries

HR marketing is a relatively new field in corporate practice. When implemented effectively and designed professionally, HR marketing can give companies a significant competitive advantage in the labour market. Increasingly, HR managers and executives focus on securing high-quality and skilled employees who are integral to building a strong brand and employer value. To date, no studies have specifically examined HR marketing within the secondary sector, which appears to be stagnating in economically developed countries. This study aims to identify differences in the application of HR marketing tools among companies operating in the secondary sector, particularly within the mining, construction, and manufacturing industries. The research was conducted in two stages: the first stage involved an analysis of HR marketing practices among a sample of 215 companies operating in the Czech Republic and Slovakia. The second stage focused on a case study of 10 companies from the secondary sector, specifically three companies operating in the mining, construction, and manufacturing industries. This study offers a comparative analysis of HR marketing tool usage among companies within the secondary sector, including those in the Czech Republic and Slovakia. The key findings address the research questions and hypotheses. The results indicate that companies in the secondary sector primarily use traditional HR marketing tools such as company websites, personnel agency services, and job portals. Mining and manufacturing companies employ a wider range of HR marketing tools to enhance employee loyalty than construction companies.

Transformational Leadership and Employee Satisfaction on Employee Loyalty: The Mediating Role of Employee Engagement

Research aims: This study investigates employee loyalty among hospitality businesses despite improvements after the pandemic. It scrutinizes the influence of transformational leadership on employee satisfaction, engagement, and loyalty and assesses the mediating role of employee engagement.Design/Methodology/Approach: A quantitative design was implemented, and data were collected employing a questionnaire circulated to 261 employees. Then, the accumulated data was investigated using the Smart PLS 3.2.9 application.Research findings: The study highlights that transformational leadership affects employee loyalty while employee satisfaction does not. Employee engagement mediates the linkage between transformational leadership and employee satisfaction and loyalty. Employees need satisfaction to cover their turnover chances and remain loyal.Theoretical Contribution/Originality: The study expands the existing literature concerning the role of transformational leadership and job satisfaction in reinforcing employee loyalty. This type of study is infrequently due to its significant focus on performance.Practitioners/Policy Implications: Hotel business managers pay more attention to employee engagement in every activity. Accordingly, employee loyalty can be maintained, impacting hotel performance.Research Limitations/Implications: This study was performed on the four-star hotels. Consequently, these results cannot be fully implemented in different businesses. Various further elaborations are required to make it applicable to different sectors.