High Level Of Commitment Research Articles

The Effect of Normative Commitment on Intention to Stay at Work: An Application in the Aviation Sector

Normative commitment is defined as the extent to which an individual adheres to norms at work. The intention to stay at work indicates how long the individual plans to stay in their current job. A high level of normative commitment indicates that the individual adheres strongly to organizational and social norms, which may positively affect the intention to stay at work. The extant literature indicates that normative commitment, which arises from a sense of moral duty or perceived obligation to the organization, can significantly influence an individual's decision to continue employment with the organization. The objective of this study is to investigate the impact of normative commitment on work retention intentions.A total of 567 individuals employed in the aviation sector at IGA (Istanbul Ground Airport) were surveyed. The correlation analysis revealed a highly significant positive relationship between normative commitment and intention to stay at work, with r = 0.718 (p < 0.05 significance level). The regression analysis demonstrated that normative commitment exerts an effect on intention to stay at work (β = 0.753; p < 0.05). The results of the t-test and ANOVA on normative commitment and intention to stay at work revealed significant differences between gender, status, age, education, and working hours at the p < 0.05 significance level.

How can biodiversity strategy and action plans incorporate genetic diversity and align with global commitments?

Abstract National, subnational, and supranational entities are creating biodiversity strategy and action plans (BSAPs) to develop concrete commitments and actions to curb biodiversity loss, meet international obligations, and achieve a society in harmony with nature. In light of policymakers’ increasing recognition of genetic diversity in species and ecosystem adaptation and resilience, this article provides an overview of how BSAPs can incorporate species’ genetic diversity. We focus on three areas: setting targets; committing to actions, policies, and programs; and monitoring and reporting. Drawing from 21 recent BSAPs, we provide examples of policies, knowledge, projects, capacity building, and more. We aim to enable and inspire specific and ambitious BSAPs and have put forward 10 key suggestions mapped to the policy cycle. Together, scientists and policymakers can translate high level commitments, such as the Convention on Biological Diversity’s Kunming–Montreal Global Biodiversity Framework, into concrete nationally relevant targets, actions and policies, and monitoring and reporting mechanisms.

Factors Affecting Employees Motivation: An Exploratory study of employees at The General Administration of Education in Jeddah

This research aims to systematically explore the intrinsic and extrinsic factors influencing employee motivation in the General Administration of Education in Jeddah. Through qualitative methods, the study seeks to identify and understand the impact of career development, leadership styles, organizational culture, work-life balance policies, and external economic factors on motivation(Al Doghan & Albar, 2015).Furthermore, the research aims to investigate and identify the key factors, both intrinsic and extrinsic, that significantly influence employee motivation within the General Administration of Education in Jeddah ,proposing strategies for improvement in educational administration. The significance lies in bridging the gap between academic knowledge and practical applications, ultimately enhancing the quality of education and administrative efficiency in the region. The study employs an exploratory study with a mono-method design utilizing semi-structured interviews for data collection. Thematic analysis is employed to extract insights from the gathered qualitative data(Delve,Ho,2023).The research sample comprises 15 employees from the general administration of education in Jeddah, including administrative assistants to department heads. The participants consist of 8 males and 7 females, with varying ages ranging from 30 to 55 years old. Years of experience range from 7 to 33 years, with a mix of job titles including administrative roles and managerial positions.The study concluded that job satisfaction and opportunities for personal growth play a crucial role in enhancing employee motivation and productivity. It also showed that a positive work culture and transformational leadership contribute to increasing motivation levels. Additionally, the research emphasized the importance of achieving a balance between work and personal life, and the need to understand and address economic factors to maintain high levels of motivation and commitment.

Increasing Employee Commitment: 25 Strategies

Employee commitment is pivotal to the success of healthcare organizations, influencing trust, loyalty, and productivity. High levels of commitment among employees foster a positive work environment where individuals willingly contribute their time, energy, and talents. Conversely, low commitment leads to cynicism and disengagement. Commitment comprises behavioral, emotional, and rational components and is often driven by reciprocal investments between employees and employers. To assess and enhance employee commitment, healthcare leaders can use a variety of strategies, including clear communication, values-based hiring, career planning, and leadership practices that emphasize care, ownership, security, and accountability. Ultimately, committed leadership is essential for fostering a culture of commitment within the organization.

Trust and Organizational Commitment in a Postpandemic Environment.

This study aimed to evaluate nurses' trust in their leader and organizational commitment, examining the relationship between these factors postpandemic and investigating if age, tenure, and specialty area predicted trust and commitment. The nursing shortage was intensified by COVID-19. Nonnursing studies have explored the relationship of employee trust with organizational commitment, illustrating sparsity in nursing literature. This study used a cross-sectional, descriptive, correlational design. An electronic survey was sent to more than 1000 nurses, with a final sample size of 135 over 6 weeks. Results demonstrated high levels of both trust and commitment. The correlation coefficients of all study variables were significant (P < 0.001). Organizational tenure predicted employee trust. Developing leadership skills in building trust with the nursing team contributes to increased organizational commitment. Interventions such as leader development in establishing trust and building relationships with their team members may improve nurse retention and organizational commitment.

Analysis Of The Implementation Of The Healthy Living Community Movement (Germas) Program In The Work Area Of The Hutabaginda Community Health Center, North Tapanuli Regency

Background: GERMAS is an effort to increase awareness, will and ability for everyone to live healthily so that the highest level of public health can be achieved (Ministry of Health of the Republic of Indonesia, 2017). GERMAS prioritizes promotive and preventive efforts, without neglecting curative-rehabilitative efforts by involving all components of the nation in promoting a healthy paradigm.Objectives: to describe and analyze the implementation of the GERMAS program in the Hutabaginda Community Health Center Working Area, North Tapanuli Regency.Research method: This type of research uses descriptive qualitative.Results: that the process of conveying policy information from policy makers to policy implementors is carried out in a structured manner. That the implementation of the GERMAS program in the Working Area of the Hutabaginda Community Health Center, North Tapanuli Regency, the Working Area of the Hutabaginda Community Health Center, Tapanuli Regency has been supported by adequate facility resources and village fund resources but has not been supported optimally by human resources. That cross-program and cross-sector coordination and cooperation in implementing the GERMAS program in the Working Area of the Hutabaginda Community Health Center, North Tapanuli Regency has shown a high level of commitment to realizing, supporting and implementing the GERMAS program in the Working Area Hutabaginda Health Center, North Tapanuli Regency. That the implementation of the GERMAS program policy in the Hutabaginda Community Health Center Working Area, North Tapanuli Regency has been carried out based on a hierarchical organizational structure and has been equipped with Standard Operating Procedures (SOP).Conclusion: The main inhibiting factor in implementing the GERMAS program policy in the Working Area of the Hutabaginda Community Health Center, North Tapanuli Regency is that the entire community does not regularly participate in activities carried out by Germas because there are still those who live in areas that are difficult to reach.

The Relationship Between Organizational Commitment, Professional Development, and Job Performance of Educators in Public Universities

This study investigates the relationship between organizational commitment, professional development, and job performance among educators in public universities. Using a sample of 250 educators from public universities in West Java, Indonesia, the study employed a quantitative approach, incorporating Pearson correlation and multiple regression analyses to examine the influence of organizational commitment and professional development on job performance. The findings revealed that both organizational commitment and professional development have significant positive effects on job performance. Furthermore, an interaction effect was observed, suggesting that educators who exhibit high levels of organizational commitment and actively participate in professional development activities perform better than those with only one of these factors. These results emphasize the importance of fostering both commitment and professional growth in improving educator performance. The study contributes to the literature on educator effectiveness and offers practical recommendations for enhancing job performance in higher education institutions.

Beyond Design: Examining the Implementation of Gender-Responsive Social Protection in Ethiopia

Recent years have witnessed increased global attention and investment in inclusive and gender-responsive social protection programming in low- and middle-income countries. While high-level design commitments are important and welcome, in practice, they may not guarantee protection from vulnerabilities and a reduction in gender inequality. Programme implementation presents a critical, yet often underestimated, challenge. This article offers insights into the reality of implementing the gender provisions of Ethiopia’s Productive Safety Net Programme. Drawing on qualitative data from rural Ethiopia, it shows that the implementation of the gender provisions has generated implementation gaps and inconsistencies. The findings highlight the need to move beyond commitments on paper and allocate greater resources and attention to the implementation of gender-responsive social protection.

Ideal Workers, Supporting Actors, or Thrill Seekers? How Coworker Demands Influence Ambulance Volunteers’ Experiences of Freedom and Meaningful Work

AbstractFor nonprofit organizations (NPOs) struggling to attract adequate numbers of volunteers, examining what makes nonprofit engagement meaningful is essential because disenchanted volunteers can simply quit. Yet, the assumption that freedom is a core aspect of the volunteer experience and of meaningful work may not hold true in high-stakes environments where volunteers must demonstrate high levels of commitment and expertise. This study aims to analyze how freedom plays out in high-stakes volunteering and its impact on meaningful work. Drawing on interviews with volunteer and paid ambulance crew working in nine stations in Aotearoa New Zealand, the study explores how “super-volunteers” talk about freedom in the context of their on-road work and how coworkers communicatively attempt to influence volunteers’ freedom. Three volunteer profiles emerged from the analysis: ideal workers, supporting actors, and thrill seekers. Most paid staff encouraged ideal workers to strive for self-realization, a form of positive freedom in work, which led to optimal clinical performance. Supporting actors privileged self-determination or positive freedom at work, although coworkers successfully pushed them to contribute to basic emergency work. Because thrill seekers demanded freedom from boring or dirty jobs, appeals to teamwork failed to sway them. The study makes two key contributions. First, the diversity of freedoms volunteers evoked and resisted underscores the importance of nuancing the assertion that volunteering is a “free” act. Second, although the meaningful work literature is drifting in the pro-freedom direction, it shows that the freedoms enacted by volunteers or promoted by coworkers were arguably “mistaken”—for volunteers, patients, and the NPO itself.

Employer Branding and Its Relationship with Organizational Commitment: A Case Study in Peru

The study’s main purpose was to determine the association between employer branding and organizational commitment in a company specializing in technological solutions for payment systems in Peru. The research was characterized by having a quantitative approach, being basic and with a non-experimental – transversal design and a correlational scope. We worked with a census sample of 85 employees of the company studied, to which two questionnaires were applied, the first to measure the employer branding variable with 28 items, and the second to measure the organizational commitment variable with 26 items. Both instruments reported high reliability, evidenced by Cronbach’s coefficients of 0.967 and 0.925, respectively. The results showed a statistically significant association (r=0.690; p&lt;0.001) between both variables, indicating a moderate-magnitude positive relationship. In conclusion, it is inferred that an adequate employer branding strategy is related to high levels of organizational commitment.

Developing and piloting a set of quality-of-care indicators for Romanian public hospitals as part of a national programme to fund quality

BackgroundHealthcare systems aim to enhance the health status and well-being of the individuals and populations they serve. To achieve this, measuring and evaluating the quality and safety of services provided and the outcomes achieved is essential. Like other countries, Romania faces challenges regarding the quality of care provided in its public hospitals. To address this, the Romanian Ministry of Health initiated reforms in 2022, including implementing a pay-for-performance model based on quality indicators. This paper presents a descriptive analysis of processes, methods, results and lessons learned from developing and piloting a set of Quality of Care indicators for Romanian public hospitals.MethodsWorld Health Organization’s Athens Office on Quality of Care and Patient Safety assisted Romania in developing and piloting a set of quality-of-care indicators for public hospitals. The development phase included defining indicator domains, identifying potential indicators across these domains, and defining the final indicator set. The piloting phase involved selecting and recruiting piloting hospitals, developing data collection and validation methods and tools, training hospital staff, and collecting and analysing indicator data. Piloting ended with an evaluation workshop. Mixed, quantitative and qualitative methods were used, including literature reviews, stakeholder consultation workshops, survey instruments developed for this study, modified Delphi panels and consensus-building meetings. National stakeholders were actively involved throughout the process.ResultsFour priority domains were defined for quality-of-care indicators for Romanian public hospitals: patient safety, patient experience, healthcare workforce training and safety, and clinical effectiveness. 25 core indicators were selected across these domains. During the pilot, hospitals achieved an average completion rate of 90% for data submission, with all domains rated equally relevant during post-pilot evaluations. Lessons included the need for supportive legislation, improved internal auditing practices and enhanced staff training, refinement of indicator data collection methods and alignment of indicators with hospital-specific contexts.ConclusionsThis work presents a significant stride in improving Romanian public hospitals’ quality of care and patient safety. It underscores the importance of high-level commitment, stakeholder engagement, and robust data practices in driving successful quality improvement efforts. Emphasising the role of data-driven and patient-centric approaches in achieving optimal healthcare outcomes, lessons learned offer insights for the continuation of quality improvement work in Romania but also for healthcare systems elsewhere.

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.

Impact of job meaningfulness on employee retention: Antecedent and outcome of person-organization fit and person job fit

Employee retention promotes positivity in an organization and improves employers’ brand value. As the human resource department operates with the objective of improving employees’ contribution towards the organization, meaningful work is an important topic in the core areas of human resource development (HRD), such as employee involvement, motivation, and personal development. Not only salary, benefits, working environment, and status but also the factors that determine whether you enjoy going to work every day are whether you believe that your work makes a meaningful contribution. In HRD, meaningful work comes to the forefront through a connection with a high level of commitment. Thus, this study aims to establish the relationship between meaningful and purposeful jobs affecting employee retention and the mediating factors of person organization fit (POF) and person job fit (PJF). A cross-sectional study involving a survey methodology was used to collect data from 150 white-collar employees working in the IT, banking, textile, and multinational companies in Bangladesh. The results indicate that job meaningfulness has a positive relationship with employee retention (p-value = 0.031) and both the mediating factors of PJF (p-value = 0.040) and POF (p-value = 0.028). The results also indicate that while POF positively influences employee retention (p-value = 0.019), PJF has no significant influence on employee retention (p-value = 0.164). Thus, promoting employee job meaningfulness and purpose in the workplace may represent an opportunity for organizations to improve employee engagement and retention.

Exploring workplace well-being strategies in Iranian public organizations: a mixed methods study

PurposeTo ensure effective national governance, it is essential to enhance employees' well-being in the workplace. Employees with good mental and physical health are more likely to demonstrate a high level of commitment and engagement in advancing public policy objectives, which serve as instruments of public will. A comprehensive understanding of the various effective strategies to improve workplace well-being is indispensable to formulating human resource management policies within the public sector. Therefore, this study aims to uncover and prioritize the key strategies, programs and actions that contribute to enhancing the workplace well-being of public employees in Iran, drawing from their perspectives and experiences.Design/methodology/approachWe conducted a mixed-method study incorporating both qualitative and quantitative phases to recognize and measure these strategies. In the first phase, a qualitative content analysis was carried out based on the perspectives of Iranian public sector employees. In the subsequent phase, a questionnaire derived from the qualitative findings was randomly distributed to 374 employees from 14 public organizations. FindingsWorkplace well-being strategies can be summarized according to the level of their importance as follows: employees' well-being through “inter-personal relationship,” “systems,” “technologies,” “structure,” “culture” and “environment” within the organization. These strategies as six themes divided into 13 categories and 60 subcategories of programs and actions to promote employee well-being in the work setting.Originality/valueThe importance of considering employees' perspectives on workplace well-being is highlighted as a crucial aspect, rather than depending exclusively on managerial viewpoints for the implementation of well-being initiatives. Adopting an integrated and holistic approach to workplace well-being through strategies, programs and actions is another significant contribution of this study.

Membangun Komitmen Aktivitas Karyawan Kelurahan Tegal Sari Mandala III Medan di Era Digital melalui Desain Komunikasi Organisasi yang Efektif

Abstract This research aims to investigate the role of technology and digital communication in building commitment to employee activities in Tegal Sari Mandala III Medan Village in the digital era through effective organizational communication design. Employee activity commitment is a key factor that influences organizational performance and success. However, the digital era brings new challenges in building employee commitment through changes in communication and interaction patterns in the work environment. Using a mixed quantitative and qualitative approach, this research combines surveys, in-depth interviews, and participant observation to collect data. The research results show that the effective use of digital communication technology, such as email, instant messaging applications, and online collaboration platforms, has a significant positive relationship with the level of employee activity commitment. The more effective the use of digital communication technology, the higher the level of affective, sustainable and normative commitment that employees have. This research also identified challenges in implementing digital communication technology and effective communication design, such as varying levels of digital literacy among employees. To overcome these challenges, organizations need to provide training and mentoring to employees, as well as adopt an integrated communication approach. In general, this research confirms that efficient organizational communication design, supported by the appropriate use of digital communication technology, can be a key factor in strengthening employee engagement in the digital era. Organizations that are able to optimize the potential of technology and digital communications well will have a competitive advantage in building a team of human resources that is qualified and has a high level of commitment.

Mediating role of organizational commitment in learning orientation and performance relationships for cooperatives in Malaysia

This research explores the mediating role of organisational commitment in the relationship between learning orientation and the performance of cooperatives in Malaysia. The study aims to investigate into how learning orientation and organisational commitment interact and collectively influence the performance outcomes of cooperatives. By employing a systematic random sampling technique, data was gathered from 236 small and micro cooperatives across Malaysia. The analysis was conducted using partial least squares-based structural equation modeling (PLS-SEM), a robust statistical method well-suited for examining complex relationships, particularly in studies with relatively small sample sizes. The findings underscore that organisational commitment plays a significant mediating role, enhancing the impact of learning orientation on cooperative performance. This indicates that while a strong learning orientation is essential for cooperative success, its effectiveness is markedly amplified when it is supported by a high level of organisational commitment among members. This suggests that cooperative leaders should prioritize fostering a culture of commitment within their organizations to fully leverage the benefits of a learning-oriented approach. This study contributes to the broader academic discussion by providing empirical evidence from the cooperative sector in a developing country, an area that has been relatively underexplored in previous research. The practical implications are clear where cooperative management should strategically focus on enhancing both learning orientation and organisational commitment to drive better performance outcomes. Moreover, this study sets the stage for future research to investigate these dynamics in various cultural and organisational contexts, thereby broadening the applicability of the findings beyond the Malaysian cooperative sector.

Impact of Human Resource Management Policies and Practices on Employee Motivation, Commitment and Performance

The primary goal of this study is to demonstrate how human resource management (HRM) policies and practices, which include employee job status, job security, internal promotion, and individualized rewards, have a substantial impact on employee motivation and commitment and their level of performance in the organization. Employees of commercial banks, insurance companies and financial companies at the managerial and assistant levels were included in this study. According to the study, there is a substantial and positive association between HRM policies and practices with that of employee motivation, and commitment. Similarly, a high level of employee motivation and commitment would contribute to the improvement of their level of performance in the institution as they accomplish the allocated duty based on their best efficiency, ability, and knowledge. It is the reason that management of the organization needs to focus on the improvement of employee job status, job security, internal promotion, and individualized rewards along with other variables of HRM policies and practices so that employees would feel motivated and committed to the accomplishment of assigned jobs. It is essential for the improvement of employee performance and also the overall performance of the organizations so that they can sustain and perform business activities in society for a long duration of time.

Job Motivation and Organizational Commitment of NGO Employees: Inputs for an Improved Employee Retention

This study aimed to assess the intrinsic and extrinsic motivational factors affecting job satisfaction and organizational commitment among employees of Tinig ng Silangan Inc. A survey questionnaire served as the primary data collection instrument, with 33 employees selected as respondents through purposive sampling. The collected data were encoded and subjected to statistical analysis, utilizing mean calculations, T-tests, and ANOVA to evaluate significant differences in responses. Additionally, Pearson r was employed to examine the relationship between variables related to remote work and employee engagement. The findings indicate that respondents expressed general satisfaction with both intrinsic and extrinsic factors influencing their job motivation, along with a high level of organizational commitment. However, no significant relationships were found between intrinsic or extrinsic factors and affective or continuance commitment. Notably, normative commitment demonstrated a significant relationship with the intrinsic factor "achievement." Significant correlations were also observed between "recognition" and all dimensions of organizational commitment, as well as between "work itself" and "development potential." Affective commitment was significantly associated with the "responsibility" factor, while no significance was noted for continuance or normative commitment. Furthermore, a strong link emerged between "advancement" and affective commitment. Despite the generally positive assessment of motivational factors, respondents highlighted challenges, including insufficient funding, lack of job security, minimal financial support, and an unclear career progression due to the organization's non-governmental status. Overall, while respondents showed a commitment to the organization, priorities included improving financial stability, salary, and personnel standards.

Progress towards Measles and Rubella Elimination in the South-East Asia Region—2013–2023

The South-East Asia (SEA) Region of the World Health Organization (WHO), through a Regional Committee resolution in 2013, adopted the goal of “measles elimination and rubella control by 2020”. The goal was revised in 2019 to “measles and rubella elimination by 2023”. Countries of the Region have made significant efforts to achieve the goal. Progress has been made in the Region, with five of the 11 countries of the Region having been verified for having eliminated measles and rubella. Surveillance and immunization program performance for measles and rubella has shown an improvement since 2013. This progress has been possible due to a high level of political and programmatic commitment in the countries of the Region, as well as due to the alliances and infrastructures established for disease elimination initiatives in the past, notably for polio, being utilized effectively to implement strategies for measles and rubella elimination. The unforeseen COVID-19 pandemic had a detrimental effect on the immunization and surveillance efforts, leading to a delay in the achievement of measles and rubella elimination in the Region. Challenges to achieve the goal remain; however, efforts are ongoing in countries to not only protect the gains made so far but also to make further progress towards the goal of measles and rubella elimination.

Factors Affecting the Level of Exhaustion among Public School Teachers in Catbalogan City

Teachers' exhaustion is a prevalent issue that affects their well-being and job performance. It is crucial for educational institutions and policymakers to address these factors and implement strategies to support and prioritize the well-being of teachers. Teaching is a demanding profession that requires high levels of energy and commitment. The study aimed to assess the factors affecting the level of exhaustion of single and married teachers in public schools in Catbalogan City Division. This study utilized a descriptive-correlational research design. Accordingly, "Financial Background”, and "Financial Components” ranked 1st, and 2nd among 7 factors affecting exhaustions to teacher-respondents, thus, the Composite Mean= 3.65 with descriptive interpretation of “Agree.” Further, there was a low positive association between Civil Status, and Years of Teaching; and Level of Exhaustion. Moreover, there was no significant correlation between Civil Status and Level of Exhaustion. The findings suggest a complex interplay between civil status, years of teaching, and levels of exhaustion among educators. While years of teaching experience shows a low positive association with exhaustion, civil status alone does not significantly correlate with exhaustion levels. Future research could further explore the specific contextual factors in Catbalogan City and similar settings to better understand the dynamics of teacher exhaustion. Additionally, longitudinal studies could provide insights into how teachers' experiences of exhaustion evolve over time and the role of coping strategies in mitigating burnout.