Higher Levels Of Organizational Commitment Research Articles

Pengaruh Komitmen Organisasi dan Disiplin Kerja terhadap Motivasi Serta Dampaknya terhadap Kinerja Aparatur Sipil Negara Pada Badan Pengelolaan Keuangan dan Pendapatan Daerah Provinsi Jambi

This study aims to obtain an overview of the influence of organizational commitment, work discipline, motivation and performance of state civil servants on the Regional Financial and Revenue Management Agency (BPKPD) of Jambi Province. To answer the research objectives, the researcher conducted literature observations related to several research variables, as well as reviewing relevant journals. The population of this research is all BPKPD Jambi Province employees totaling 166 employees. The population of this study was too large, so the researcher decided to use a sample taken based on the Slovin formula, where the error rate was 10%, and obtained a sample of 63 employees. Data analysis using the path analysis method to measure the influence of the research variables. The next analysis is R square and hypothesis testing (t test and F test). The research results show that both simultaneous and partial organizational commitment and work discipline have an influence on work motivation and performance. This indicates that the high level of organizational commitment and work discipline of employees at work can increase their work motivation, thereby having a positive effect on their performance. This research concludes that organizational commitment, work discipline, work motivation and employee performance at BPKPD Jambi Province are at a fairly high level. In addition, organizational commitment and work discipline, both simultaneously and individually, have a significant positive effect on work motivation and performance. Meanwhile, work motivation also has a significant positive effect on performance.

Mediating Effect of Psychological Capital on the Relationship between COVID-19 Stress and the Organizational Commitment among Nurses in Davao City, Philippines

Background: The COVID-19 pandemic has abruptly caused heightened levels of stress among nurses globally, which in turn affected their organizational commitment. Interest on studying the effect of psychological capital on these variables is considered for its close links to organizational success. Purpose: This study determined the mediating effect of psychological capital (PC) on the relationship between COVID-19 stress (CS) and organizational commitment (OC) among nurses working in Davao City. Methods: Using descriptive-correlational design, the mediating effect of PC on the relationship between CS and OC among nurses in Davao City was determined. Snowball sampling was utilized to recruit 225 respondents. The data were gathered using COVID-19 stress scale, Psychological Capital Questionnaire, and Organizational Commitment Scale. Mean, standard deviation, Pearson r, regression analysis, and Sobel test were used in the statistical analysis. Results and Conclusion: Respondents had high levels of CS (M=3.73, SD=0.89), very high levels of PC (M=4.43, SD=0.56), and high levels of OC (M=3.42, SD=0.56). CS was correlated with PC (p=<0.001; r=0.48) and OC (p=<0.001; r=0.59); as do PC and OC (p=<0.001; r=0.44). Furthermore, CS was a statistically significant predictor of OC (β=.372, p=<.001). Upon inclusion of PC, CS continued to influence OC (β=0.209, p=<0.001). CS also significantly influenced PC (β=0.294, p=<0.001). PC partially mediated the relationship between CS and OC (Z=3.159, p=0.002). Implications for Practice: The interrelationship among the variables is multifaceted. Organizations are encouraged to maximize psychological capital of nurses to enhance their organizational commitment despite being exposed to heightened COVID-19 stress.

The relationship between occupational therapists’ organizational commitment, perceived organizational support, and entrepreneurial orientations

Introduction: Entrepreneurial orientation is a critical factor in the success of an organization and encourages higher performance. Individual entrepreneurial orientation can be influenced by organizational commitment and perceived organizational support. The study aimed to examine the relationship between occupational therapists’ organizational commitment, perceived organizational support levels, and their individual entrepreneurial orientation. Method: Using an online form, a cross-sectional survey study was conducted with 88 occupational therapists aged between 22 and 28. Occupational therapists completed a socio-demographic information form, the Organizational Commitment Scale, the Perceived Organizational Support Scale, and the Individual Entrepreneurial Orientation Scale. Data were analyzed using descriptive statistics and correlation analysis. Results: Significant positive correlations were found between occupational therapists’ individual entrepreneurial orientations and organizational commitment ( p = 0.015; r = 0.260) and perceived organizational support ( p = 0.045; r = 0.214). Conclusion: This study indicates that occupational therapists’ individual entrepreneurial orientation increases when their levels of organizational commitment and perceived organizational support increase. Therefore, organizations should strive to maintain high levels of organizational commitment and the support provided by the organization to enhance the entrepreneurial orientation of occupational therapists, which is important for their creativity and innovation.

Addressing brain drain through employee development: the interplay of organizational commitment, turnover intention, and individual differences in Lebanon’s health-care sector

Purpose The purpose of this study is to explore the influence of employee development programs on organizational commitment and its subsequent impact on employee turnover intention by considering individual differences for non-medical staff in a health-care institution in Lebanon. This study is relevant in understanding and addressing the brain drain phenomenon in the Lebanese health-care sector. Design/methodology/approach Correlational analysis and hierarchical regression were conducted to examine the relationships among employee development, organizational commitment and turnover intention. The study also made use of Process by Hayes to examine the existence of a moderated mediated relationship, which is the central point of this research. Findings Results indicate that when holding constant frequency of training, individuals high in commitment report a lesser intention to leave compared to those low in commitment. As a first-stage moderated mediation model is understood, this finding shows that the indirect effect of frequency of training on turnover intention through organizational commitment is moderated by individual differences. Originality/value The findings of this study, based on the human capital theory and social exchange theory, enhance our understanding of how employee development influences organizational commitment, predominantly in the context of Lebanon’s health-care sector grappling with brain drain. Additionally, by integrating both the self-determination theory and the expectancy theory, the study provides a new stance on how intrinsic motivational factors contribute to a better understanding of this complex relationship, especially considering the brain drain dilemma. This study addressed the gap in research studies that failed to explore the extent of the relationship between employee development and turnover intention by highlighting the importance of looking at the relationship as a moderated mediated type of relationship. The findings highlight the importance of organizations implementing the right development programs, as they yield higher levels of organizational commitment and subsequently decrease the intention to leave. This study is important for health-care organizations in Lebanon, suggesting a strategic approach to retain skilled professionals amidst ongoing migration challenges.

Work-Related Stress, Emotional Exhaustion, Job Satisfaction, and Organizational Commitment of Indonesian Healthcare Workers

Healthcare workers play a vital role in delivering quality healthcare, especially in challenging environments like those found in Indonesia's healthcare sector. This study aimed to understand how factors like work-related stress, emotional exhaustion, and job satisfaction simultaneously affect the organizational commitment of healthcare workers at Advent Hospitals in Manado, Indonesia. Using a quantitative approach through a survey, data were collected from 265 healthcare workers. Statistical analysis, specifically multiple linear regression using SPSS version 21, was conducted to analyze the data. The results revealed a significant simultaneous positive impact of work-related stress, emotional exhaustion, and job satisfaction on the organizational commitment of healthcare workers at Advent Hospitals in Manado. These findings offer valuable insights for healthcare administrators and policymakers to develop targeted interventions that promote a supportive work environment, fostering high levels of organizational commitment among healthcare professionals.

Motivación laboral y compromiso organizacional de los colaboradores de la municipalidad distrital de San Ramón, Chanchamayo

The research work was developed with the purpose of establishing the relationship between work motivation and organizational commitment of the collaborators of the district municipality of San Ramón. The research approach was quantitative, with a non-experimental, cross-sectional, descriptive and correlational design. The study population consisted of 150 employees and the random sample consisted of 108 participants. The variables of work motivation and organizational commitment were evaluated through surveys and questionnaires using a Likert-type scale. The reliability of the measurement instruments was assessed with the Crombach's Alpha coefficient, and the data analysis was performed with SPSS V22 statistical software. The results indicated that 92.6% of the collaborators presented high levels of work motivation and a high level of organizational commitment to the district municipality of San Ramón, and 6.5% presented medium levels. The Spearman's Rho correlation coefficient was 0.515, with a significance level of p=0.000<0.05. In conclusion, there is a moderate correlation between work motivation and organizational commitment of the collaborators of the district municipality of San Ramón.

TRANSFORMATIONAL LEADERSHIP OF SCHOOL HEADS AND INDIVIDUAL WORK PERFORMANCE OF TEACHERS: THE MEDIATING EFFECT OF ORGANIZATIONAL COMMITMENT

The purpose of this study was to determine the transformational leadership of school heads and the individual work performance of teachers as mediated by organizational commitment. Utilizing quantitative, non-experimental design via correlational technique, data were obtained from 256 respondents of the study who are teachers among public elementary schools in Cateel 1 and 2, Davao Oriental. The researcher utilized a stratified random sampling technique and an online survey mode of data collection. The researcher also utilized the statistical tools mean, Pearson r, and Medgraph using the Sobel z-test. From the results of the study, it was found that there is a very high level of transformational leadership and individual work performance. There is a high level of organizational commitment. Also, results revealed that there is a significant relationship between transformational leadership and individual work performance, a significant relationship between transformational leadership and organizational commitment, and a significant relationship between organizational commitment and individual work performance. Further, organizational commitment has a partial mediating effect on the relationship between the transformational leadership of school heads and the individual work performance of teachers.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0458/a.php" alt="Hit counter" /></p>

Coaching to Leadership Trust Towards an Intrapreneurial Framework

Leadership trust is a crucial element in fostering effective leadership and building strong relationships between leaders and their teams. Coaching has gained recognition as a powerful intervention to enhance leadership capabilities and cultivate trust within the workplace. This study explores the impact of coaching on leadership trust, aiming to uncover the mechanisms through which coaching interventions influence trust perceptions among leaders and their team members. The study addresses the perceived gap in the existing literature by providing nuanced insights into the relationship between coaching and leadership trust. It examines how coaching facilitates the growth of key trust-building factors, such as effective communication, empathy, and transparency, and explores how these factors positively impact leader-follower relationships. The findings from this study contribute valuable implications for leadership development and organizational effectiveness. The research highlights the transformative potential of coaching in fostering authentic and trustworthy leadership, resulting in increased employee engagement, improved team dynamics, and higher levels of organizational commitment. Based on the findings, the following are recommended; 1) Implementing a Leadership Coaching Program: Organizations should design and implement comprehensive coaching programs that focus on developing leaders’ emotional intelligence, communication skills, and ethical decision-making. This approach fosters an authentic leadership style, engendering trust among team members. 2) Aligning Coaching Objectives with Organizational Values: Coaching interventions should be aligned with the organization’s core values and strategic objectives. This alignment ensures that coaching outcomes directly contribute to building a trust-driven organizational culture. 3) Promoting a Coaching Culture: Encourage a coaching culture within the organization, where coaching is seen as a valuable tool for leadership development and trust-building. Cultivate a mindset that embraces coaching as a continuous learning process rather than a remedial measure. 4) Integrating Coaching with Leadership Development Initiatives: Integrate the leadership coaching program with broader leadership development initiatives within the organization. A cohesive approach ensures that coaching complements other learning experiences, reinforcing leadership trust at multiple levels. By embracing these recommendations, organizations can harness the potential of a leadership coaching program to cultivate authentic leadership, engender trust, and foster a culture of continuous growth and innovation. As leadership trust continues to be a foundation of organizational success, this research offers valuable insights for organizations seeking to leverage coaching to build and sustain trust-driven leadership, leading to improved employee engagement and organizational performance. Keywords: coaching, leadership trust, intrapreneurship, leadership development, leadership coaching

Turnover intention and associated factors among health workers in Christian Health Association of Ghana hospitals: An institution-based cross-sectional study

ABSTRACT Background Identifying the key factors that may be associated with turnover intention could enable organizations to proactively identify the major determinants of actual turnover and design strategies to reduce voluntary turnover. The aim of this study was to assess turnover intention and its associated factors among health professionals working in Christian Health Association of Ghana (CHAG) affiliated hospitals. Methods An institution-based cross-sectional study was conducted among 630 health workers in 30 CHAG hospitals from April to September 2022. A structured questionnaire was used to collect data on the respondents’ socio-demographic variables, turnover intention, and organizational and job-related factors predicting their turnover intention. Multiple logistic regression analysis was conducted to identify significant predictors of turnover intention. Results The overall turnover intention rate was 67.4%. Being younger increased the odds of turnover intention among the health professionals. On the other hand, being male, having a high level of organizational commitment, perceiving organizational support to be high, being satisfied with one’s job, and being autonomous at work decreased the health professionals’ intention to leave their current place of work. Conclusions This study provids valuable information that could inform policy decisions and strategies aimed at improving health worker retention in CHAG affiliated hospitals in Ghana.

Unveiling the Dynamics of Organizational Commitment: Exploring Organizational Commitment and Demographic Factors among Teachers in Technical Secondary Schools

This study examines organizational commitment among schoolteachers, aiming to determine its extent and explore variations across different teacher groups. The research involved 217 participants from all Technical Secondary Schools in the country. Data were collected through a questionnaire adapted from the Three-Component Model of Occupational Commitment and analyzed using Statistical Package for the Social Sciences (SPSS version 26). Results indicated a notably high level of organizational commitment among the teachers. No significant differences were observed in relation to age and experience in connection to organizational commitment. However, a noteworthy gender difference emerged, revealing that female teachers exhibited higher levels of commitment compared to their male counterparts.

Comparative Study of the Impact of Authentic Leadership on Organizational Commitment of Public and Private Secondary School Teachers

This comparative study was conducted to investigate the influence of authentic leadership on the organizational commitment of secondary school teachers. The study focuses on both public and private secondary schools, recognizing the distinct contextual factors that may shape the relationship between authentic leadership and organizational commitment in these two sectors. This study aimed to bridge the gap by exploring the potential impact of authentic leadership behaviors exhibited by school principals on the organizational commitment of teachers, while considering potential variations between the public and private school contexts. A mixed method was employed. Data collection involved surveys, interviews, and document analysis. The findings suggest that authentic leadership plays a crucial role in influencing teachers' affective and normative commitment levels in both public and private secondary schools in the KP region. The implications of these findings are significant for educational policymakers, school administrators, and leadership development programs. Strengthening authentic leadership behaviors among school principals could foster higher levels of organizational commitment among teachers, contributing to improved educational outcomes and teacher well-being. The study underscores the need for tailored approaches in enhancing authentic leadership practices based on the specific sector; thereby promoting a more committed and engaged teaching workforce in Khyber Pakhtunkhwa. Further research avenues and recommendations are discussed in light of the study's outcomes.

The Influence of Employer Branding and Organizational Commitment on Turnover Intention

This study aims to explore the influence of Employer Branding and organizational commitment on turnover intention in the manufacturing sector. By involving 93 respondents in this study. Through a quantitative approach, the data collection method uses a questionnaire with simple random sampling. Questionnaire data was analyzed using Smart PLS software. The results of the analysis show that Employer Branding has a significant positive impact on reducing the intention to move among manufacturing employees. Similarly, high levels of organizational commitment are associated with low turnover intentions, providing evidence that employees who feel emotionally and normatively attached to the company tend to stay in it. This study contributes to the understanding of the factors that influence the decision of employees in the manufacturing sector to consider moving. The implication of these findings is the importance of building a positive corporate image and strengthening the emotional and normative bonds between employees and the organization. This research confirms that an effective Employer Branding strategy and increased organizational commitment can play an important role in reducing turnover intention.

Effect of Emotional Intelligence and Organizational Commitment on Service Quality Mediated by Organizational Citizenship Behaviour

This study aims to determine the effect of emotional intelligence and organizational commitment on service quality with organizational citizenship behaviour as a mediation variable. This study is located on BPJS Kesehatan KC Pekalongan, with a total population amounted 75 employees, and the sample is about 40 employees. The sampling technique in this study uses judgment sampling. The analysis technique used path analysis with SPSS 25 as a hypothesis testing tool. The study found that emotional intelligence significantly affects organizational citizenship behaviour. However, organizational commitment hasn’t a significant effect on organizational citizenship behaviour because employees who have a high level of organizational commitment do not always mean that these employees also exhibit OCB behavior. Emotional intelligence, organizational commitment, and organizational citizenship behaviour significantly affect service quality.

THE MEDIATING EFFECT OF ORGANIZATIONAL COMMITMENT ON THE RELATIONSHIP BETWEEN WORKPLACE RESILIENCE AND TEACHER PROFESSIONAL IDENTITY

The purpose of this study was to determine the mediating effect of organizational commitment on the relationship between workplace resilience and teacher professional identity. Utilizing quantitative, non-experimental design via correlational technique, data were obtained from 300 respondents who are public elementary school teachers of the three national high schools in the province of Davao Del Sur. The researcher utilized a stratified random sampling technique and an online survey mode of data collection. The researcher also utilized the statistical tools mean, Pearson r, and Medgraph using Sobel z-test. From the results of the study, it was found out that there is a very high level of mean score for workplace resilience, a very high level of mean score for teacher professional identity and a high level of organizational commitment. Also, results revealed that there is a significant relationship between workplace resilience and teacher professional identity, a significant relationship between workplace resilience and organizational commitment and a significant relationship between organizational commitment and teacher professional identity. Further, it was revealed that there was full mediation on the effect of organizational commitment on the relationship between workplace resilience and teacher professional identity.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0005/a.php" alt="Hit counter" /></p>

Relationship Between Organizational Culture and Organizational Commitment: Moderation Effect of Job Satisfaction Among SME in Beijing, China

This conceptual paper examines the relationship between organizational culture, organizational commitment, and the moderating effect of job satisfaction in Small and Medium Enterprises (SMEs) located in Beijing, China. Drawing on relevant theoretical perspectives and empirical studies, the paper provides a comprehensive analysis of these constructs and their interconnections. The findings highlight the significance of a positive and supportive organizational culture in fostering higher levels of organizational commitment. Additionally, the paper explores the moderating role of job satisfaction in strengthening the relationship between organizational culture and organizational commitment. The conclusions emphasize the importance of prioritizing employee satisfaction and cultivating a positive organizational culture to enhance commitment in SMEs. The limitations of the study are discussed, and future research directions are proposed, including empirical studies, cross-cultural comparisons, longitudinal research, and intervention studies. Overall, this conceptual paper contributes to the understanding of organizational behavior in the specific context of SMEs in Beijing and offers valuable insights for stakeholders aiming to promote organizational commitment and sustainable growth.

What works to promote community engagement: Strategic plan for volunteering and participation in Andalusia (Spain)

AbstractThis article describes the design of the “First Comprehensive Strategic Plan for Volunteering and Citizen Participation in Andalusia,” which establishes the priorities and strategies for promoting citizen engagement in the Autonomous Community of southern Spain. The drawing up of the strategic plan was developed in two phases. First, a theoretical analysis of the effective practices for promoting citizen participation was conducted. Second, the opinion of a total of 35 representatives of Third Sector organizations was obtained. The review of evidence‐based practices made it possible to identify 13 basic strategies for community awareness, education for participation, volunteer management, and the development of inter‐organizational networks. Next, 19 interviews were conducted with representatives of the most prominent social entities in the region and two participatory workshops with 16 leaders of the volunteer movement in Andalusia were held. The results showed the existence of a consolidated social fabric, with a “community of practice” constituted over two decades in which awareness‐raising and training strategies have been effectively combined to promote volunteering. Representatives of the Third Sector consider educational strategies for participation as a priority, such as service‐learning, early participation experiences during adolescence and the training of volunteers and members of associations. On the other hand, although social organizations are aware of the need to adapt to new forms of participation (more individualized, one‐off, or episodic), they generally defend strategies that contribute to a higher level of organizational commitment. The resulting plan integrates measures to promote participation and volunteering through cross‐cutting actions.

Organizational culture and barriers to change in University of Gondar Comprehensive Specialized Hospital Cardiac Unit

BackgroundCardiovascular disease is a major contributor to high mortality in Ethiopia. Hospital organizational culture affects patient outcomes including mortality rates for patients with cardiovascular disease. Therefore, the purpose of this study was to assess organizational culture and determine barriers to change in the Cardiac Unit of University of Gondar Comprehensive Specialized Hospital.MethodsWe used a mixed methods approach with a sequential explanatory design. We collected data through a survey adapted from a validated instrument measuring organizational culture (n = 78) and in-depth interviews (n = 10) with key informants from different specialty areas. We analyzed the quantitative data using descriptive statistics and the qualitative data through a constant comparative method of thematic analysis. We integrated the data during the interpretation phase to generate a comprehensive understanding of the culture within the Cardiac Unit.ResultsThe quantitative results indicated poor psychological safety and learning and problem solving aspects of culture. On the other hand, there were high levels of organizational commitment and adequate time for improvement. The qualitative results also indicated resistance to change among employees working in the Cardiac Unit as well as other barriers to organizational culture change.ConclusionMost aspects of the Cardiac Unit culture were poor or weak, signaling opportunities to improve culture through identifying culture changing needs, implying the need to be aware of the subcultures within the hospitals that influence performance. Thus, it is important to consider hospital culture in planning health policy, strategies, and guidelines.RecommendationsIt is of paramount importance to strengthen organizational culture through fostering a safe space that enables workers to express divergent views and actively considering such views to improve the quality of care, supporting multidisciplinary teams to think creatively to address problems, and investing in data collection to monitor changes in practice and patient outcomes.

How to foster the commitment level of managers? Exploring the role of moderators on the relationship between job satisfaction and organizational commitment: A study of educational managers in Vietnam

Organizational commitment is a perennial concern. Numerous studies have been conducted to figure out how to strengthen the commitment of employees to the organization. Many of them examined the moderating factors that influence the link between job satisfaction and organizational commitment. However, the majority of past research has focused on the private and corporate sectors. Further, some management personnel opt to quit the firm while still being content with their existing position. Therefore, this study aims to investigate the role of moderators in the relationship between job satisfaction and organizational commitment by applying the purposive sampling method to conduct the data survey of 402 managers in Ho Chi Minh City, Vietnam, who work in the public education sector. By using the PLS-SEM modeling approach with the help of SmartPLS 4 software to examine the research hypotheses, the results reveal that organizational commitment is positively affected by job satisfaction and work engagement. At the same time, managers with high person-organization fit and fun at work will have higher levels of organizational commitment in situations of high satisfaction in their jobs. Conversely, high role stress will dampen the levels of organizational commitment in situations of high job satisfaction. The results offered some managerial implications to strengthen the commitment to the organization of the managers in the educational sector. This research also stressed some limitations and suggested opportunities for future investigation.

Organizational commitment and associated factors among health professionals working in public hospitals of southwestern Oromia, Ethiopia

IntroductionOrganizational commitment refers to the extent to which employees identify with and are involved with a given organization. It is an important variable for healthcare organizations to consider since it acts as a predictor of job satisfaction, organizational efficiency and effectiveness, health professionals’ absenteeism, and turnover. However, there is a knowledge gap in the health sector about workplace factors that are associated with healthcare provider commitment to their organization. Thus, this study aimed to assess organizational commitment and associated factors among health professionals working in public hospitals in the southwestern Oromia region, Ethiopia.MethodsA facility-based analytical cross-sectional study was conducted from March 30 to April 30, 2021. A multistage sampling technique was employed to select 545 health professionals from public health facilities. Data were collected using a structured self-administered questionnaire. simple and multiple linear regression analyses were employed to assess the association between organizational commitment and explanatory variables after checking the assumptions of factor analysis and linear regression. The statistical significance was declared at a p-value of < 0.05 and Adjusted Odds Ratio (AOR) with a 95% Confidence Interval (CI).ResultsHealth professionals’ organizational commitment percentage mean score was 48.8% (95% CI: 47.39, 50.24). A higher level of organizational commitment was associated to satisfaction with recognition, work climate, supervisor support, and workload. Besides, good practice of transformational and transactional leadership styles and employee empowerment are significantly associated with high organizational commitment.ConclusionThe overall level of organizational commitment is a bit low. To improve the organizational commitment of health professionals, hospital managers, and healthcare policy-makers need to develop and institutionalize evidence-based satisfaction strategies, practice good leadership styles and empower healthcare providers on the job.

Investigation of the Relationship Between Psychological Comfort Levels and Organizational Commitment Levels of Physical Education Teachers

This research aims to examine the relationship between psychological comfort levels and organizational commitment levels of physical education teachers. The universe of the research consisted of physical education teachers working in Elâzığ province. The study's sample group consisted of 211 people, 148 male, and 63 female, from physical education teachers working in Elâzığ. The "Psychological Comfort Scale" and "Organizational Commitment Scale" were used as data collection tools. Dependent-Sample T-test, One Way Anova, and Pearson Correlation Analysis were used in the analysis of the data. In terms of gender and educational status variables, there was no significant difference in the organizational commitment sub-dimensions and psychological commitment levels of physical education teachers. Regarding age, occupational year, and marital status variables, significant differences were found in organizational commitment sub-dimensions and psychological comfort levels. According to the findings obtained, as the age and occupational year increased, the organizational commitment and psychological comfort levels of physical education teachers decreased. Single teachers were found to have higher levels of organizational commitment and psychological comfort than married teachers. A medium-level relationship was found between the levels of forced commitment, moral commitment, and self-interested commitment, which are the organizational commitment sub-dimensions of physical education teachers, and psychological comfort levels (r= -0.39, r= 0.51, r=0.43). As the psychological comfort levels of physical education teachers increased, so did their level of organizational commitment. After all; A significant positive relationship was found between the organizational commitment levels of physical education teachers and their psychological comfort levels.Keywords: Organizational Commitment, Physical Education Teacher, Psychological Comfort.