Organizational Commitment Factors Research Articles

The Influence of Organizational Commitment, Team Cohesion, and Leadership Style on Employee Retention in the Hotel Industry

This research aims to analyze the influence of organizational commitment, team cohesion, and leadership style on employee retention in the hotel industry in the Special Region of Yogyakarta. This research used a simple random sampling technique with a total of 153 respondents. Primary data collection was carried out using a questionnaire method via Google Form which had been tested for validity and reliability. The analysis used in this research is logistic regression analysis with the help of the IBM SPSS statistics 25 program. The results of data analysis show that simultaneously the factors of organizational commitment, team cohesion and leadership style have a positive and significant effect on employee retention. Partially, organizational commitment and team cohesion have no effect on employee retention. However, leadership style has a positive and significant effect on employee retention.

Incidence of Employer Brand on Organizational Commitment Factors in University Professors

In competitive environments, the implementation of human management strategies strengthens organizational commitment. This paper analyses the impact of the employer branding on the factors of organizational commitment. The elements of the study were 369 university professors from private and public institutions in Arequipa, and Smart PLS 4.0 software was used for the statistical contrast. The results explain that the employer brand experience has a positive impact on the affective factors, identification with objectives-values and morale. Furthermore, it contributes to the understanding of the theoretical links between the consequences of employer branding and the determinants of organizational commitment factors, both of which are relevant to human resource management in the dynamic environment.

Pengaruh Budaya Organisasi Dan Komitmen Organisasi Terhadap Kinerja Karyawan PT Bambang Djaja Surabaya

The purpose of this study was to determine the Influence of Organizational Culture and Organizational Commitment, both simultaneously and partially on the performance of employees at PT. Bambang Djaja. This research was conducted using a quantitative approach. The analytical method used in this research is multiple linear analysis. The data used primary and secondary obtained a total sample of 80 respondent. The hypothesis testing used is multiple linear analysis. The limitation of this research is that the assessment was conducted only focusing on the influence of several factors of organizational commitment on employee performance. The conclusions in this study are only based on the acquisition of data analysis, is is necessary to develop further research to examine the influence of other factors that have not been studied regarding organizational culture and organizational commitment on employee performance with different research methods, a wider sample, and the use research instrument different and morecemplete.

Implementasi Kebijakan Pengelolaan Dana Desa pada Kecamatan Bunguran Tengah Kabupaten Natuna

The Village Fund policy is intended for villages to finance the implementation of village governance. For more than three years, the priority use of the Village Fund has been directed towards stunting prevention. However, it was identified that stunting prevention in three villages in Bunguran Tengah sub-district is still high. The assumption is that with the management of the Village Fund for stunting prevention in the three villages, it will decrease, if this continues, it will risk decreasing the level of productivity in the three villages. The purpose of this study is to analyze the implementation of the Village Fund Management Policy in Bunguran Tengah Sub-district, Natuna Regency, including an analysis of the factors that influence policy implementation, factors that hinder policy implementation, and efforts to overcome factors that hinder policy implementation. The theory used as a basis for examining the focus of research, namely Policy Implementation Theory using the Donald P. Warwick Model, includes Enabling Factors consisting of Organizational Commitment, Organizational Capability, Information Quality, and Potential. The inhibiting factors consist of the number of actors involved in policy implementation, low commitment or dual loyalty, the inherent complexity of the policy (instrinsic complexity), too long decision-making levels, time and leadership changes. This research was conducted using qualitative methods. The determination of informants in this study was carried out by purposive sampling, including the Head of Service, Sub-District Head, Village Head, Community Empowerment Expert, Village Facilitator, Community Development Cadre (KPM), Community Leaders. Data analysis will be carried out with descriptive analysis using the stages of data analysis according to Miles and Huberman. The results of this study indicate that the Village Fund Management Policy Implementation Process in Bunguran Tengah District, Natuna Regency, Riau Islands Province is running quite well, but not yet optimal. Influenced by factors of organizational commitment, organizational capability, quality of information, potential. Factors that hinder implementation include the low ability of human resources, Standard Operating Procedures in stunting prevention efforts in three villages have not been compiled as guidelines for the flow of work procedures, low commitment that occurs in leaders and implementers, decision-making levels that are too long, changes in leadership mean there is also the possibility of policy changes and the unavailability of supporting equipment, this results in less effective management of the Village Fund.

Komitmen Organisasi Staf Jurnal Indonesia berdasarkan Komunikasi, Kepemimpinan, dan Etika Kerja

Increasing the organizational commitment of employees or staff is one way to increase organizational performance so that it remains competitive and resilient. The aim of this research is to determine the relationship between servant leadership and interpersonal communication and Islamic work ethics as mediators with the organizational commitment of journal managers. Quantitative methods were used with (online) questionnaires distributed to universities in Indonesia. The novelty of this research is using measuring instruments for interpersonal communication and organizational commitment that are different from several previous studies. The research results show that all independent variables are significantly related to organizational commitment factors, except interpersonal communication. Interpersonal communication has no significant relationship with organizational commitment (P=0.822), but when mediated by Islamic work ethics it has a significant relationship with organizational commitment (P=0.001). This means that Islamic work ethics become a full mediator of interpersonal communication relationships and organizational commitment. The influence of leadership factors on organizational commitment is very strong (P=0.001). On the other hand, when mediated by Islamic work ethics, the influence decreases (P=0.004).

조직구성원이 지각한 상사의 진성리더십이 조직몰입에 미치는 영향

The purpose of this study is to investigate whether the boss's genuine leadership perceived by the members of the organization affects organizational commitment through resilience. After conducting a survey of 313 office workers working in this study, the collected data were analyzed using SPS 27.0 and AMOS 27.0. The results of this study are as follows. Self-awareness, balanced information processing, internalized moral perspective, and relational transparency, which are four subfactors of genuine leadership, were statistically significant to all three subfactors of organizational commitment, and positivity and sociality, which are subfactors of resilience, were found to affect emotional, normative, and continuous factors of organizational commitment, but did not affect the control of resilience and continuous factors of organizational commitment. The four subfactors of the boss's genuine leadership, the positivity of resilience, and sociality were affected. In other words, in order to increase the genuine leadership of the boss and the organizational commitment of the members of the organization, the results suggest that various support systems are needed in the direction of increasing their resilience. This study suggests that in order to survive in a rapidly changing era, changes must be made from within the company, and that leaders must create an environment in a good atmosphere with a sincere attitude as leaders and pay a lot of attention to human management in order to improve their members' organizational commitment.

Impact of Organizational Commitment Factors on Business Performance of Enterprises in the Context of Digital Transformation: A Case Study of Private Enterprises in Vinh City, Nghe An Province, Vietnam

The study aims to test the impact of organizational commitment factors on the business performance of self-employed enterprises in the context of digital transformation in Vinh city, Nghe An province, Vietnam. Using quantitative research methods through exploratory factor analysis (EFA) and multiple regression model analysis, the research results show that all three components of employee commitment to the organization are have a positive impact on business performance. In which, the order of impact is determined as: norm-based commitment, emotional commitment and finally calculation-based commitment. From there, the study proposes a number of solutions to strengthen employees’ commitment to the organization in order to improve business performance in enterprises.

Analysis of Factors Affecting Teacher Performance at State Elementary School In Rangsang Pesisir District Riau Province

The objective was to determine the factors that influence the high and low performance of teachers in state elementary school in rangsang pesisir district. this research uses percentage analysis method and quantitative and qualitative descriptive statistics. the result is that the factors of organizational commitment, organizational culture, work motivation, leadership style, job satisfaction and work environment are very influential on the performance of teachers furthermore, when viewed from the aspect of factors specifically, the specific factors of these general factors can affect the work results and performance of civic servant teachers in state elementary school with a very influential category

Sustainable Entrepreneurship in the Light Engineering Industries: A Developing Country Perspective

The study strives to generate deep insights into sustainable entrepreneurship of the Light Engineering Industries (LEIs) from a developing country perspective. This exploratory research has conducted interview schedules with a total of 450 respondents (entrepreneurs 100, workers 350) from 100 LEIs scattered in different parts of Bangladesh. The LEIs belong to the green category as indicated by the environmental regulation of Bangladesh; however, the study has found a clear lack of environmental concerns to its day-to-day practices. Deficiencies are also observed in its value chain processes. This sector is lagging to take environmental initiatives for marketing their products and creating environmental and social risk awareness among workers. In addition to these, the study has found significant deficiencies in the workers' job satisfaction, job involvement, and organizational commitment factors that are hindering organizational effectiveness. For the current entrepreneurial activities to be sustainable, this sector needs to scrutinize its product, market, value chain, industry clusters, employee motivation and environmental concerns to its day-to-day operations.

Women’s Role in Organizational Commitment and Job Satisfaction in the Travel Industry—An Evidence from the Urban Setting

Employee satisfaction is the main factor achieving high work performance, providing quality services in the tourism sector, which directly affects the increase in productivity and commitment to the organization. The research is focused on determining the factors of job satisfaction and commitment to the institution by the female workforce. The authors conducted a survey in tourism companies in Novi Sad (the second-largest city in Serbia), based on a sample of 610 women in total, using a standardized MSQ questionnaire for job satisfaction, and Meyer and Allen’s organizational commitment scale. Three multiple regression analyses were used to determine the relationship between job satisfaction factors and organizational commitment factors. The results confirm the existence and strength of correlation between satisfaction factors and types of organizational commitment, and the fact that the position of women in the tourism sector is not at an enviable level, and that they remain in the same organization because of the small number of alternatives and moral obligations.

Leadership Styles Dimensions and Organizational Commitment Nexus: Evidence from a Public Sector in Nigeria

Scholarly works have shown that one of the outstanding factors of organizational commitment has been leadership, which relates to the style adopted by the leader and the impact it has on the commitment level of employees for performance. The aim of this research was to explore the effect of leadership styles on organizational commitment. Transformational, transactional, and laissez faire styles of leadership were examined. A cross-sectional survey of 151 employees at a public sector agency in Abuja, Nigeria, was conducted. The research employed a quantitative approach to the collection of data using questionnaire administration. All questionnaire items were assessed using the five-point Likert scale. Inferential statistics in research was carried out using multiple regression technique to substantiate the survey findings. Based on the Great man theory, Contingency theory and Behavioural theory, the study confirms that transformational, transactional and laissez faire leadership styles and organizational commitment were statistically associated. In terms of contribution to the model, the explanatory variables jointly contributed 68.2 percent in explaining organizational commitment. On individual contribution, transformational leadership style contributed the most, 58.6 percent to the model while transactional leadership style contributed 11.8 percent to the model and finally laissez-faire leadership style contributed 11.2 percent to organizational commitment in the study context. The study therefore recommends that AEA should use continuous transformational leadership style practices to sustain high employee commitment and organizational effectiveness. Also, AEA should apply a bit of both transactional and laissez faire leadership styles from time to time depending on the situation of things at the workplace as there is no particular leadership style that is one-size fit all but depends on situation at hand. One realistic implication that could be learned from this study is that in order to minimize employee turnover, managers need to implement affirmative strategies that will benefit the establishment.

The Effect of Organizational Commitment and Internal Communication on Job Satisfaction and Performance of Informal Education Institution Employee

Employee performance at informal educational institutions has an important role in supporting the achievement of organizational goals. However, the identification of the determining factors and their impact on employee performance at the institution is often done partially. This study focuses on three factors, namely organizational commitment factors, internal communication, and job satisfaction. Specifically, the aim of this study was to examine the effect of organizational commitment and internal communication on job satisfaction and employee performance at informal educational institutions in Kampung Inggris, Pare Indonesia. In this study, organizational commitment and internal communication act as independent variables, employee performance acts as the dependent variable, and job satisfaction acts as a mediator variable. This study uses a questionnaire to collect data. The sample obtained and valid for use was 116. Structural equation modeling was used to analyze the data. The results of the analysis indicate that organizational commitment and internal communication factors have a positive and significant effect on job satisfaction and employee performance in informal educational institutions in Kampung Inggris, Pare region, Indonesia. This finding implies that these institutions need to find and implement ways to build a system of internal communication and organizational commitment and direct it to increase job satisfaction in order to improve the performance of their employees. Keywords: organizational commitment, internal communication, job satisfaction, employee performance DOI: 10.7176/EJBM/13-3-09 Publication date: January 31 st 2021

LITERATURE REVIEW FACTORS AFFECTING SERVICE PERFORMANCE: TRANSFORMATIONAL LEADERSHIP, TRUST ORGANIZATION AND ORGANIZATIONAL COMMITMENT

The development of information technology has an impact on the paradigm of global economic, organizational and geopolitical development. The speed in making the right decisions in an organization will determine the direction of business and business development of a company in response to intense competition, both nationally and globally. Effectiveness and efficiency in determining human resources are the main strategic factors in winning future business competition. Good human resource management is an absolute requirement in managing an organization that will affect the company's service performance. This paper is a review of the strategic relationship between Transformational Leadership, Trust Organization and Organizational Commitment on the performance of company services. This research was conducted by looking at the three factors that are considered to have an effect on service performance, namely the Transformational Leadership, Trust Organization and Organizational Commitment factors through various relevant research methods and can explain in detail the relationship between service performance factors and Transformational Leadership, Trust Organization and Organizational Commitment.

Analisis Pengaruh Kepuasan Kerja, Komitmen Organisasi, dan Keterlibatan Kerja Pada Kinerja Karyawan Bank Muamalat Surakarta

The purpose of this study was to examine the positive effect of job satisfaction, organizational commitment, and job involvement on employee performance at Bank Muamalat Surakarta. This research methodology using explanatory research type, the researcher conducted a survey and jumped into the research location by giving questionnaires to the employees of Bank Muamalat Surakarta directly. This study uses a quantitative method, where this method is used to test the hypothesis. The population of this research is all employees of Bank Muamalat Surakarta as many as 60 people as well as the research sample. The sampling technique used total sampling technique, where the number of samples was the same as the population. The data analysis technique used multiple regression analysis, t test, F test, and R2 test. The results showed that there was a significant influence between job satisfaction factors (X1) on the employee performance of Bank Muamalat Surakarta, there was a significant influence between organizational commitment factors (X2) on the employee performance of Bank Muamalat Surakarta, there was a significant influence between job involvement factors (X3) on the performance of employees of Bank Muamalat Surakarta.

Outcomes of an Emergency Department Observation Unit–Based Pathway for the Treatment of Uncomplicated Vaso-occlusive Events in Sickle Cell Disease

This was a prospective, pre-post, 13-year observational study documenting the multiyear implementation of an observation unit sickle cell pathway for patients with uncomplicated vaso-occlusive events. The sickle cell pathway begins with rapid triage to identify patients with uncomplicated vaso-occlusive events for immediate transfer to the observation unit and initiation of patient-controlled analgesia followed by repeated evaluations of pain and identification of other complications. Data were abstracted from the electronic medical record or observation unit database. The sickle cell pathway was initiated in April 2006. Major revisions of it were carried out in June 2009 (physician evaluation occurs in sickle cell pathway and only patient-controlled analgesia administration of medications) and October 2010 (multidisciplinary management and individual dosing). Annual ED visits ranged between 287 and 528. The preimplementation hospital admission rate was 33% (123/368), 3-day return rate 16% (60/368), and 30-day return rate 67% (248/368). Refinements to the sickle cell pathway have resulted in a decrease in admission rate to 20% (258/1276); 3-day return rate, to 3.6% (46/1,276); and 30-day return rate, to 41% (525/1,276) for the past 3 years. The use of a sickle cell pathway for the treatment of uncomplicated vaso-occlusive events has been effective in providing rapid treatment and reducing hospital admissions. However, it was not only the intervention and its refinement that made the sickle cell pathway successful. With the Consolidated Framework for Implementation Research, it was discerned that outer setting factors of organizational commitment to the care of patients with SCD, inner setting factors of learning climate and leadership engagement, individuals, and process contributed to the success of the sickle cell pathway.

PENGARUH KOMITMEN AFEKTIF, KOMITMEN KONTINUAN DAN KOMITMEN NORMATIF TERHADAP KINERJA PEGAWAI DINAS KEPENDUDUKAN DAN CATATAN SIPIL KABUPATEN PAMEKASAN

ABSTRACT
 
 This research was conducted in the civil registry of Kabupaten Pamekasan. with a total sample of 44 people. The purpose of this study is 1). To know and describe how well affective commitment, continuance commitment, and normative commitment in the Department of Population and Civil Registry, 2). To know and examine the simultaneous influence of organizational commitment factors on the performance, 3). To find out and test the partial influence on the performance. The results show that normative commitment as an attitude that describes the individual's orientation towards the organization. Affective commitment relates to the emotional, identification, and involvement of employees within an organization. A continuous component means a component based on the employee's perception of the disadvantage he will face if leaving the organization. Simultaneously, affective commitment, continuous commitment and normative commitment have a very significant effect on the performance. Partially, affective commitment have a significant influence on the performance. Continuous commitment variables have a dominant influence in influencing the performance of employees of the Department of Population and Civil Registry of Kabupaten Pamekasan.
 
 Keywords: Affective Commitment (X1), Continuous Commitment (X2), Normative Commitment (X3) and Employee Performance (Y).

ORGANIZATIONAL COMMITMENT OF MUHAMMADIYAH UNIVERSITY LEADERS IN INDONESIA

Purpose of the study: This study aims to examine the organizational commitment of Muhammadiyah university leaders in Indonesia. In this study, we describe factors of organizational commitment and explain those factors partially. 
 Methodology: This design of this study is quantitative. We conduct surveys involved 120 respondents from 12 Muhammadiyah universities. In this study, we use purposive sampling methods with the student body of the university and size of academic board as special characteristics of the samples.
 Results: The results of this study indicate that the affective commitment of all Muhammadiyah university leaders is more glaring with high trust and great loyalty to their organization as major features. They run the organization guided by the concept of amar ma'ruf nahi mungkar (spreading goodness and eradicating badness).
 Implications: Muhammadiyah universities need to compare their leader’s commitment before and after accommodating regulation about university governance. This could be a foundation to build a strategic approach for organizations in order to achieve their mission.
 Novelty/Originality: This study analyzes commitment, governance and shared the vision of one of the largest Islamic organizations in the world. It also discusses university governance generally.

The Implications of Transformational Leadership Styles, Organizational Commitments and Teamwork Performance Among Law Enforcement in Malaysia

The purpose of this study is to examine and evaluate the implications of organizational commitment factors as a mediator of the relationship between transformational leadership styles and teamwork performance among law enforcement in Malaysia. Quantitative research design has been used which comprise a number of 254 support group of law enforcement officers in the Federal Territory of Putrajaya. Multiple regression analysis is used to evaluate the direct and indirect relationships of variables and study models. The two factors characteristic of the transformational leadership style are used as an independent variable in looking at the effectiveness of teamwork performance among law enforcement. The inspirational motivation and individual considerations have positive and significant relationships with teamwork performance. Organizational commitment is found to have a partial mediator that influenced the relationship between inspirational motivation and individual consideration in teamwork performance. The inspirational, motivational features and individualized considerations in the style of transformational leadership are necessary and emphasized in producing more productive and effective teamwork commitments and performance. This study presents the details of the implications of transformational leadership style characteristics on organizational commitment and teamwork performance in the context of law enforcement in Malaysia.

Impact of Self-Efficacy, Organizational Commitment and Job Involvement on Job Performance in Private Bank Employees

Present scenario and organizational environment is volatile and uncertain, and it creates hindrances in the accomplishment of individual goals and organizational goals as well and after demonetization private banking sector is going through high work pressure and highly uncertain work environment. To remove the encumbrance of uncertainty and to grow in an efficient, effective and productive manner organizations need employees who are confident, committed and involved in their job and finally give the best results. Committed and confident employees are the backbone of any organization and it requires a great amount of effort to understand that which factors affects the level of commitment, level of involvement and level of confidence the most. The purpose of this study is to explore the impact of self-efficacy, organizational commitment and job involvement on job performance among private bank employees of Uttarakhand and Uttar Pradesh. Exploratory Factor Analysis extracted the two factors of self-efficacy, four factors of organizational commitment, two factors of job involvement and two factors of job performance. Further multiple regression analysis reveals that self-efficacy have significant impact on job performance whereas organizational commitment and job involvement have insignificant impact. Although various studies have been done previously using aforesaid variables but there is a lack of literature of the collective study in private banking sector in Indian context. Several researches mentioned that this kind of study can be performed for further development in related research. Hence the researcher attempted to validate the scales which will be helpful for academicians, researchers and for those who have stake in this study to formulate the strategies for organizational success.

호텔 직원의 여가활동 참여가 조직몰입 및 고객지향성에 미치는 영향

The purpose of this study is to investigate the effects of hotel employees’ leisure activity participation on organizational commitment and customer orientation. The summary of the result from this investigation is as follows. First, the study found that educational and social activity among 4 factors of intra-company club activity have affected on organizational commitment. Second, the study found that only the social activity among 4 factors of intra-company club activity have affected on customer orientation. Third, the study found that emotional commitment, continual commitment, normative commitment, the 3 factors of organizational commitment, have affected on customer orientation. This study shows that the participation of intra-company leisure activities of hotel employees has a positive effect on the organizational commitment and the quality of customer-oriented service. Therefore, the company is suggested developing and supporting effort for leisure activity programs like intra-company club activities in order to maximize satisfaction of employees.