Employee Organizational Commitment Research Articles

Oath of Government Employees-Based Standards and Organizational Commitment in a Local Government Unit in Central Luzon, Philippines

The study aimed to assess the organizational commitment and the internalization of the standards contained in the Oath of Government Employees (Panunumpa ng Kawani ng Gobyerno) based on the experience of the employee of the Local Government Unit of Olongapo. It will specifically focus on four key result areas reflected in the pledge of commitment: honesty and integrity, proper use of government property, fight against corruptions, technical and professional competencies. The researcher used a descriptive research method and utilized a cross-sectional design with the questionnaire as the main data gathering tool. The population of the study consisted of the employees in the different service-delivery units of a highly urbanized city in Central Luzon, Philippines. A sample size representing ten percent (10%) of the total population determined the respondents for the study. The sample respondents were selected among the different service-delivery units of the local government unit using a simple random sampling technique. This study intended to prove the significant difference in the organizational commitment of employees in the local government unit in terms of gender, age, and length of service. Furthermore, the research also tried to determine the relationship between the Oath of Government Employees – Based Standards and Employees Organizational Commitment in the local government unit of the involved highly urbanized city. The result of the study will serve as a basis to develop a proposed Service Charter for each of the service-delivery units of the local government of the City.

STRATEGIES, ORGANIZATIONAL COMMITMENT AND LEADERSHIP STYLES IN SMEs

Among the practitioners as well as among the researchers in the field of management, the theme of leadership enjoys a boundless and special interest. Regarding the results of the management within the SMEs, a very important role is played by the management. The aim of this paper is to examine the relationship between organizational commitment and the leadership dimensions of Bass (1985) (transactional, transformational and laissez faire) but also several outcome variables (leadership efficiency, employee satisfaction with the leader, additional effort employees). According to the methodology and approach, this is a systematic review of the literature. This review describes the Full Range Leadership Model (Bass, 1985) and the conceptual framework, which include laissez-faire leadership, transactional leadership, and transformational leadership. In this section, the characteristics and abilities of transformational leaders were discussed. The leadership section concludes with discussions of previous research on transformational leadership. This review also provides an analysis of the literature on organizational engagement. The various definitions of organizational commitment as well as the three components of the commitment model are set out. The paper presents the results and antecedents of organizational commitment resulting from previous research and concludes with a discussion related to the impact of transformational leadership on the organizational commitment of employees.

The Effect of Work Engagement and Job Satisfaction on Organizational Commitments at PT. Karya Sakti Sejahtera

The purpose of this study was to determine the effect of Work Engagement and Job Satisfaction on Organizational Commitment to the employees of PT. Karya Sakti Sejahtera, which is a company engaged in the construction sector in Indonesia. The population of this study was 103 people, and the sampling method used was saturated sampling, so the number of samples in this study was also 103 people. This research uses multiple linear regression analysis methods in analyzing research data. The results showed that both Work Engagement and Job Satisfaction had a significant positive effect on Organizational Commitment, both partially and simultaneously. This implies that the higher the employee's job involvement and job satisfaction, the higher the employee's organizational commitment to the company.

The Effect of Personality and Motivation on Employees Organizational Commitment in Managing the Environment

This study reflects some important errands about The Effect of Personality and Motivation on Employees Organizational Commitment in Managing the Environment . Most applicable process of architecture has been described in this study and its utility over the environment has also been discussed in a broad array. Renewable energy is the first and the foremost important viewpoint of this study and it is dependent on the initiative taken by individuals. Initiative taken by individuals is dependent on the quality of the thinking and the learning skills in this scenario. Moreover, new concepts of renewable energy along with the green energy have also intermingled with the topic of architecture. Sustainability of the development is the first and the foremost conclusive matter of this study. Efficiently using all of the resources can provide sustainability in this scenario Keyword : Renewable energy, sustainable architecture, green building construction, Green energy, Sustainable development

KOMPENSASI DAN LINGKUNGAN KERJA SERTA PENGARUHNYA TERHADAP KOMITMEN ORGANISASI

Organizational commitment becomes an important variable to determine employees work more effectively and deliver results according to organizational expectations. Organizations with low organizational commitment of employees will only hamper the achievement of organizational goals because efforts to develop organizational commitment are closely related to improving employee performance. This causes the study of organizational commitment and the variables that influence it is still relevant and important to be analyzed further in order to make a meaningful contribution to the development and dynamics of the organization. Of the many variables that can influence organizational commitment, compensation and work environment variables are still considered relevant to be observed based on the dynamics of current organizational behavior in each organization. This study aims to analyze the effect of compensation and work environment on organizational commitment of employees. In this study the sampling method was carried out randomly and involved 59 respondents. Multiple linear regression analysis using SPSS 25 for Windows software is used as an analysis and data processing tool. The results showed compensation and the work environment had a significant effect on employee organizational commitment partially and simultaneously.
 
 Keywords : Compensation, work environment, wages, human resources, organizational commitment

The Impact of Supportive Leadership on Performance of Millennial Employees in Digital Era at Training Centre In Bandung: The Mediation Role of Organizational Commitment

Managing performance of millennials employee behavior is an integral component of sustainable organizational development and a challenge in the digital era. Many researches have been identified the antecedent factors of performance. The aim of this study is to find out supportive leadership as one of behavioral leadership style can be a predictor of employee performance with the mediating role of organizational commitment. This study uses the indicators from only one dimension of leadership, which there are some empirical gaps between the result of previous researches. The sampling of this study took 52 millennial employees of a teachers training center in Bandung. In assessing the empirical model this study used Partial Least Square Structural Equation Modeling (PLS-SEM) analysis. The results of this study lead to the supportive leadership has a positive and significant impact on organizational commitment, and organizational commitment has a positive and significant influence on employee performance. The effect of supportive leadership on millennial employee performance is mediated by organizational commitment. This study concludes that supportive leadership has an indirect effect on performance of millennial employees through the mediating variable of organizational commitment, implying that supportive leadership might indirectly improve performance of millennial employees through organizational commitment. The assumption is that if a leader is effective at supporting staff, there will be an increase in employee organizational commitment, and if commitment improves, there will be an increase in performance. This research is expected to have impact on the improvement of millennial employees’ performance by implementing a supportive leadership style in order to enhance the organizational commitment

How Supervisor-Subordinate Guanxi Influence Employee Innovative Behavior: A Moderated Mediation Model.

PurposeIn the practice of inspiring employees’ innovative behavior (IB), managers often pay attention to the role of policies, capitals, incentive measures, equipment and other factors, while ignoring the role of the relationship between leaders and employees. Based on social exchange theory and conservation of resources theory, this paper is to examine the mediating role of job satisfaction (JS) and organizational commitment (OC) in the relationship between supervisor–subordinate guanxi (SSG) and employee IB, and the moderating role of psychological safety (PS) in the series mediation model between SSG and employee IB.Patients and MethodsCross-sectional data came from 207 employees of Chinese scientific and technological enterprises. The participants completed the SSG scale, JS scale, OC scale, IB scale, and PS scale. SPSS PROCESS macro was used to test the research hypothesis.ResultsSSG was positively associated with employee IB. SSG can not only influence IB through JS or OC (SSG→JS→IB; SSG→OC→IB) but also influence IB through JS and OC (SSG→JS→OC→IB). PS moderated the joint mediating effects between SSG and IB (SSG→JS→OC→IB).ConclusionTo stimulate employees’ IB within an enterprise can pay attention to the relationship between leaders and employees, improve employee JS, and strengthen employee OC. The lower the PS, the stronger the joint mediation effects between SSG and employee IB. Therefore, leaders should also pay attention to employees with high PS to avoid the counterproductive effect of cultivating SSG.

Exploring the Impact of Retention Strategies on job Satisfaction and Organizational Commitment in Commercial Banks of Khyber Pakhtunkha, Pakistan

This research has been conducted at knowing the effects of retention strategies on job satisfaction and employees commitment. This research was conducted employees of this sector switching more often to other banks , as this sector is very volatile and all banks prefer to use most effective retention strategies in better dealing, satisfying and committing employees. This research will really help the top level management in knowing the efficacy of its retention strategies worth. The data was collected through questionnaires used by other researchers for their studies before. The scale used has been mentioned in in the construct of this study. This research used job satisfaction and commitment as dependent variable and the retention strategies as independent variable. Reliability analysis conducted for the purpose of the reliability of the data.Thus the research achieved both of the hypotheses that the retention strategies have positively effectjob satisfaction and organizational commitment of employees.

Organisational trust and commitment among South African public service employees: Influence of socio-demographics

This study examined the influence of socio-demographics on the relationship between employee organisational trust and organisational commitment. The study’s participants were 255 South African public service employees (female = 58%; black = 82%; permanently employed = 84%), between the ages of 30 to 39 years. The participants responded to validated measures of organisational trust and commitment. We analysed the data using non-parametric inferential statistics to examine the association between their organisational trust and commitment statuses by their socio-demographics. Findings indicate that older employees and separated/divorced or widowed employees had higher organisational commitment. Younger employees and contract workers had marginally higher organisational trust. Public servants’ demographic information should guide the tailoring of organisational trust and commitment support interventions by human resources managers.

The Effect of Personality Traits on Organizational Commitment: Moderating Role of Distributive Justice: A Case of Public Sector Female Colleges of District Peshawar

Many studies have been conducted on personality traits in different organizations and an in different culture, different region and in different countries. The current study is talk about the two traits of personality i.e agreeableness and neuroticism and their effect on employee organizational commitment. And the main contribution of this study is to introduce distributive justice as a moderator variable. Data was collected from public sector female colleges of a Peshawar district. The sample size of this study was (n=120) and the data was cross-sectional in nature. The results reveal that the direct effect of agreeableness and distributive justice on organizational commitment is significant and positive while neuroticism has insignificant effect on organizational commitment. While the combined effect shows that both interactions terms has positive and significant effect on organizational commitment.

Employees Organizational Commitment of "AA" Resort in Bacolod City

Employees Organizational Commitment of "AA" Resort in Bacolod City

An Empirical Investigation of the Effect of Training and Development on Organizational Commitment in Higher Education Sector

This study aims to empirically investigate the effect of training and development on the organisational commitment of employees in the context of higher education. The study adopts a quantitative research approach where data is collected using a self-administered survey questionnaire distributed among faculty staff of the Aden University in Yemen. A total of 296 usable responses were received. Data was analysis by confirmatory factor analysis (CFA) and structural equation modelling (SEM). The finding reveal a positive relationship between training and development, and organisational commitment. This study concludes that when organisations provide training and development to enhance the knowledge and skills of their employees, it will contribute towards employees extending greater effort into their commitment to that organisation. Keywords: Training and development, organizational commitment, Higher Education, Social Exchange Theory

PENGARUH KEPEMIMPINAN DAN LINGKUNGAN KERJA TERHADAP KOMITMEN ORGANISASI: PERAN MEDIASI KEPUASAN KERJA

This study aims to empirically prove the influence of leadership behavior and work environment on turnover intention with job satisfaction as a mediating variable. The research sample was conducted using purposive sampling technique and 128 non-managerial permanent employees were selected at PT. XYZ as respondent. The method for proving research hypotheses uses path analysis which can identify both direct and indirect effects and is also an indicator to test validity and reliability. The research data was processed using Partial Least Square (PLS) with SMART PLS Ver 3.0 software. The results of the study found that leadership and work environment had an effect on job satisfaction. Job satisfaction directly affects organizational commitment, while leadership and the environment indirectly through mediation of job satisfaction affect organizational commitment. Taken together, leadership, work environment, and job satisfaction determine employee organizational commitment to the company. Suggestions from the results of the study, so that employee commitment is high to the company, management needs to change leadership styles that are adaptive and transformative, as well as a comfortable and friendly work environment that can increase job satisfaction. Keywords: organizational commitment, leadership, work environment, job satisfaction, turnover intention

KOMITMEN ORGANISASIONAL MEMEDIASI PENGARUH PERSEPSI DUKUNGAN ORGANISASI TERHADAP RETENSI KARYAWAN PADA HOTEL OBEROI BALI

Purpose of this research is to examine effect of perceived organizational support on employee retention, role of organizational commitment in mediating the effect of perceived organizational support on employee retention. Number of samples taken was 58 The Oberoi Hotel Bali employees through proportionate stratified random sampling with reference to the Slovin approach. Data collection was carried out through interviews and questionnaires. The analysis technique used is path analysis. Results show that perceived organizational support has positive and significant effect on employee retention. Perceived organizational support also have a positive and significant effect on employee organizational commitment and organizational commitment has been shown to significantly mediate the influence of perceived organization support on employee retention. The theoretical implication of this research is that when company provides support to its employees, the employee will theoretically conduct social exchange in the form of commitment to the company so that employee retention will increase.
 Keywords: perceived organizational support, organizational commitment, employee retention.

EVALUATION OF MANAGERS' ORGANIZATIONAL COMMITMENT AND DEVELOPMENT SITUATIONS IN EDUCATIONAL ORGANIZATIONS BEFORE AND DURING THE PANDEMIC PERIOD

Through education, societies raise the awareness within future generations and shape them as they wish. Due to the importance of educational institutions, organizational commitment of employees in educational institutions is also important. Detection and comparison of organizational commitment before and during the pandemic will be an important source of data in this challenging period.
 The aim of the research is to evaluate the situation of providing and developing organizational commitment of administrators and teachers in educational organizations before and during the pandemic in public primary schools in the 2020-2021 education period. In line with the research objectives, open-ended questions were asked to 20 teachers and 20 administrators, and the data of the research were obtained.
 After the analysis of the research data, the following conclusions were reached: When the participants were mentioned about organizational commitment, it was concluded that the teachers and administrators thought of the work commitment (loyalty).
 The results show that before the pandemic, administrators organized dining events according to the teachers’ and the administrators' views in order to ensure organisational commitment. The teachers defend that an equal and fair environment should be reached when developing organisational commitment while the administrators think the environment should be motivating. In order to provide, develop and maintain the organisational commitment, teachers believe that it is important to be equal and fair and the administrators believe that constructive criticism should be present.
 It has been concluded that during the pandemic, to ensure organisational commitment, the administrators arrange online meetings according to the teachers’ and the administrators’ opinion. While teachers mention the need to be in close dialogue (continuous dialogue) to develop organizational commitment, administrators say that there should be an effective communication environment. Also, according to the teachers, in providing, developing and maintaining organizational commitment, it is necessary to be motivating, it is achieved through good (effective) communication according to the views of the administrators.
 Keywords: Manager1, Pandemic(Covid-19)2, Education3, Organizational Commitment4

THE EFFECTS OF JOB STRESS AND COMPENSATION ON EMPLOYEE TURNOVER INTENTION AS MEDIATED BY ORGANIZATIONAL COMMITMENT (At Dinas Pariwisata and Kebudayaan DKI Jakarta)

This study aims to analyse the effects of Job Stress and Compensation on employee Turnover Intention as mediated by Organizational Commitment. The populations in this research are 147 permanent employees of Dinas Pariwisata and Kebudayaan DKI Jakarta. The research samples are 89 respondents by using Slovin’s formula with 5% error tolerance. The sampling method used is a quota sampling taken proportionally for each level. The method of data collection uses questionnaires. Data are analysed using SEM SmartPLS version 3.2.8 for Windows. The results of this research show that: (1) Job stress has a positive and significant influence on employee turnover intention; (2) Compensation has a positive, but not significant influence on employee turnover intention; (3) Job stress has a negative and significant influence on employee organizational commitment; (4) Compensation has a positive and significant influence on employee organizational commitment; (5) Organizational commitment has a negative and not significant influence on employee turnover intention; (6) Organizational commitment does not significantly mediate the influence of job stress on employee turnover intention; and (7) Organizational commitment does not significantly mediate the influence of compensation on employee turnover intention.

THE ROLE OF COMMUNICATION IN ENHANCING EMPLOYEES ORGANIZATIONAL COMMITMENT

Purpose - The purpose of this paper is to determine the role of communication in enhancing employees organizational commitment. The general objective of the study involves examining the impact of communication satisfaction, communication climate, relationship with superiors, organization integration, media quality, horizontal and informal communication channels, organizational perspective, relationship with other employees, personal feedback and the flow of informationon employees organizational commitment.Design/methodology/approach –The study utilized quantitative research methodology toinvestigatethe reason why employeescommunicate with their superiors and subordinates, the role of communication, their satisfaction and commitment towards their organization. Data was collected using a survey of structured questionnaire. The data analysis was conducted through descriptive statistical analysis by using the Statistical Package for Social Sciences (SPSS). Demographic data such as gender, age, academic degree, experience years, and the management level were analyzed by using frequency distributions and Percentages with the results presented in charts and tables. Inferential statistics were obtained by carrying out correlation and regressions analyses, to test for the correlations between the variables and their influence on employees organizational commitment.Findings and conclusions of the study - The results of the study revealed that communication satisfaction has a significant positive correlation withorganizational commitment, communication climate was also positively correlated to commitment, organization integration and perspective was highly and positively correlated to employees commitment whilepersonal feedback, horizontal and informal communication channels, and relationship with superiors was minimally positively related to employees organizational commitment. Additionally, the regression analysis indicate thatcommunication dimensions, internal communication and organizational integration are closely associated with employees organizational commitment. Therefore, nine (9) hypotheses were developed and tested accordingly to conclude that communication has a significant and direct impact on employees organizational commitment. Furthermore, the main implication of this study is associated with the fact that, organizations could use the findings of this study to develop communication practices and channels that encourage commitment within the organization which might translate to increased innovation, productivity, opportunity, collaboration, and effective commitment. The study also shows that employees organizational commitment can be improved through job enhancement together with matching the individuals values to those of the organization rather than, finding ways and means of improving job satisfaction through different strategies that involves improving the standard of the supervision, decentralization of power and counseling.

The Relationship between Work Performance and Organizational Commitment of Employees in the Provincial Directorate of Youth Services and Sports

In this research, it is aimed to examine the relationship between the job performance and organizational commitment of employees in the youth services and sports provincial directorate. A total of 83 people, 63 men and 20 women, who work in the Sakarya Provincial Directorate of Youth Services and Sports and determined by convenience sampling method, participated in the research carried out with the relational screening model. Research data were collected using the "Organizational Commitment Scale", "Employee Performance Scale" and "Personal Information Form". Data were analyzed using descriptive statistics, independent groups t-test, and Pearson correlation analysis. When the research findings are examined; It was determined that there was a significant difference in normative commitment and continuance commitment scores between men and women according to the department graduated (p<.05). On the other hand, no significant relationship was found between job performance and organizational commitment and age and years of service (p>.05). In conclusion; It can be said that the job performance of the employees in Sakarya Provincial Directorate of Youth Services and Sports is at a high level and their organizational commitment level is at a good level. Keywords: Organizational Commitment, Provincial Directorate of Youth Services and Sports, Job Performance

Internal Marketing and its Impact on the Organizational Commitment of Employees in Airlines

Internal Marketing (IM) is considered a sustainable management philosophy using a marketing-like approach to motivate employees and achieve long-term objectives such as increasing employee retention. This paper aims to investigate the effect of internal marketing mix elements (internal product, internal price, internal promotion, internal distribution, internal people, internal processes and internal physical evidence) on employee organizational commitment of the airlines in Egypt. Using a sample of 405 employees at different administrative levels in airlines. The questionnaire forms were used and distributed on paper and electronically in 18 airlines in Egypt. Descriptive statistics, Pearson correlation and regression analysis were used to find the results. The paper found that the internal marketing elements (internal product, internal price, internal promotion, internal people, internal processes) have a statistically significant effect on the employee organizational commitment in airlines. Based on the study results, the researchers recommend the managers and decision makers of the airlines in Egypt to enhance the internal market research and segmentation, training programs, role fit and clarity, career advancement for all employees, financial rewards, internal communication, automating tasks, applying the delegating and supporting style of management, and improving their work environment. HR and Marketing should work together in the airlines to help the employees enjoying their job experiences, improving their quality of life and then increasing their organizational commitment.

The Effect Of Situational Leadership Style And Achievement Motivation On The Organizational Commitment Of Pt Makmur Bintang Plastindo's Employees

Employee organizational commitment to the organization or company is the most important part. Employee organizational commitment is one of the goals that can show the results of the success of an organization related to achieving goals. Organizations that are able to increase organizational commitment from their employees are organizations that are able to operate effectively. One of the ways in which employee organizational commitment can be improved is through the application of the right situational leadership style. So that employees and organizations have the same goals. In addition to situational leadership style, achievement motivation can also increase the commitment of an employee. The purpose of this study was to determine the effect of situational leadership style and achievement motivation on the organizational commitment of PT Makmur Bintang Plastindo employees. Knowing the effect of situational leadership style on organizational commitment of employees of PT Makmur Bintang Plastindo. The effect of achievement motivation on the organizational commitment of PT Makmur Bintang Plastindo employees and which variables have the most influence on the organizational commitment of PT Bintang Makmur Plastindo employees. Population Measurement tools used in this study are organizational commitment scale, situational leadership style scale and achievement motivation scale. Based on the research results obtained through simple regression analysis and multiple regression analysis, it shows that situational leadership style and achievement motivation together have a positive and significant effect on organizational commitment. Situational leadership style and achievement motivation contribute to organizational commitment by 70.7% (Adjusted R Square 0.707). The implication of this research is for organizations that want to increase employee organizational commitment by applying the right situational leadership style or increasing employee achievement motivation through existing policies in the company or organization in order to increase employee organizational commitment. Keywords: Situational Leadership Style, Achievement Motivation, Organizational Commitment, PT Makmur Bintang Plastindo.