Higher Organizational Commitment Research Articles

Work engagement and organizational commitment on millennial employees in terms of authentic leadership perception

Work engagement and organizational commitment are research concepts that still need to be studied in Indonesia. Millennial employees are the generation that is dominating almost all organizations in Indonesia. The study aimed to examine how the role of authentic leadership is on work engagement and organizational commitment for millennial employees. Data were collected from 171 millennial employees in private and start-up companies through online and offline surveys. The quantitative method by survey method was applied in this study. Three scales were used to collect data, including the Utrecht Work Engagement Scale of work engagement (17 items), Organizational Commitment Questionnaire (15 items), and Authentic Leadership Questionnaire (24 items). The data analysis used multivariate analysis of covariance (MANCOVA). Results showed authentic leadership has a positive role in work engagement and organizational commitment, so the research hypothesis is accepted. This study further clarifies the contribution of authentic leadership in generating high work engagement and organizational commitment of the millennial generation. By applying authentic leadership, the leader may enhance millennial employees' work engagement and organizational commitment.

Success of organisations developing digital social innovation: Analysis of motivational key drivers

Digital social innovation (DSI) has generated an organisational network responsible for stimulating interventions in the socio-economic arena. Innovators seek to carry out social action in a sustainable manner. Sustainability implies that public policies should be result-oriented, that innovative social goods and services should be included in market activity and that funding should be largely private. Those professionals who promote these types of projects and initiatives are crucial to their organisations’ pursuit of social change. A survey with a sample of 56 cases was used to determine which combinations of job conditions lead to high organisational commitment and which lead to lack of commitment. Two fuzzy qualitative comparative analyses (fsQCA) indicate which extrinsic and intrinsic working conditions are necessary and which sufficient conditions to explain organisational commitment are.

The Mediating Role of Organizational Commitment Between Transformational Leadership, Job Satisfaction, and Turnover Intention among Call Center Agents in Metro Manila

This study looked at the relationship of transformational leadership and job satisfaction to turnover intention, including the mediating factor of organizational commitment among 87 call center agents in Metro Manila, Philippines. This study used a quantitative-cross-sectional and explanatory design and involved online survey of call center employees as a research method. Respondents were selected through a non-probability sampling technique specifically through snowball sampling or referral method. The results of this research showed a high level of transformational leadership exhibited in call center companies, high level of job satisfaction among call center agents, high organizational commitment but only average turnover intention. Most importantly, this research highlights the important role that organizational commitment as a mediator as the results of this study showed that organizational commitment fully mediates the relationship of transformational leadership and job satisfaction to turnover intention.

PENGARUH DISIPLIN KERJA, LINGKUNGAN KERJA DAN KOMPETENSI PEGAWAI TERHADAP KINERJA YANG DIMEDIASI OLEH KOMITMEN ORGANISASI PADA PEGAWAI KPU PROVINSI SULAWESI TENGGARA

The research objective is to find out; 1) To examine and analyze the effect of work discipline on the organizational commitment of the KPU Secretariat employees of Southeast Sulawesi Province. 2) To examine and analyze the influence of the work environment on the organizational commitment of the KPU Secretariat employees of Southeast Sulawesi Province. 3) To examine and analyze the effect of employee competence on the organizational commitment of the KPU Secretariat employees of Southeast Sulawesi Province. 4) To examine and analyze the effect of organizational commitment on the performance of the KPU Secretariat employees of Southeast Sulawesi Province. 5) To examine and analyze the effect of work discipline on the performance of the KPU Secretariat employees of Southeast Sulawesi Province. 6) To test and analyze the influence of the work environment on the performance of the employees of the KPU Secretariat of Southeast Sulawesi Province. 7) To test and analyze the effect of employee competence on the performance of the KPU Secretariat employees of Southeast Sulawesi Province. 8) To examine and analyze the role of organizational commitment in mediating the effect of work discipline on the performance of the KPU Secretariat employees of Southeast Sulawesi Province. 9) To examine and analyze the role of organizational commitment in mediating the influence of the work environment on the performance of the KPU Secretariat employees of Southeast Sulawesi Province. 10) To examine and analyze the role of organizational commitment in mediating the effect of employee competence on the performance of the KPU Secretariat employees of Southeast Sulawesi Province. This research design is included in the survey research category because the main data collection uses an instrument in the form of a questionnaire. Survey research is research that takes a sample from a population and uses a questionnaire as a data collection tool. The population in this study were all Civil Servants (PNS) at the Secretariat of the General Election Commission of Southeast Sulawesi Province and the Secretariat of the KPU in 17 regencies and cities totaling 279 people, so the determination of the number of samples for this study was determined using the Slovin formula (Sekaran, 2003). ). The type of data used in this research is quantitative. The data used are primary and secondary data. The data analysis method of this research is SEM (Structural Equation Model) analysis. The results showed that; 1) High work discipline has an impact on work discipline. 2) A high work environment will have an impact on organizational commitment. 3) High employee competence will have an impact on organizational commitment. 4) Good work discipline will have an impact on improving employee performance. 5) A good work environment cannot have an increasing impact on employee performance. 6) Good employee competence will have an impact on improving employee performance. 7) High organizational commitment has an impact on improving employee performance. 8) Work discipline has an impact on employee performance through organizational commitment. 9) the work environment has an impact on employee performance through organizational commitment. 10) Employee competence has an impact on employee performance through organizational commitment.

Dysfunctional Audit Behavior Determinants

This study aims to test several hypotheses regarding the influence of turnover intention, performance auditor, organizational commitment, locus of control and Times budget pressure on dysfunctional audit behavior. This research was conducted on auditors working in the Public Accounting Firm (KAP) Jakarta registered in Indonesian Institute of Public Accountants (IAPI) by using the dissemination of questionnaires. This study indicates that turnover intention, performance audit, and time budget pressure have a positive and significant effect on the dysfunctional audit behavior, while the locus of control and organizational commitment negatively affect the dysfunctional audit behavior. This research contributes to the development of science, especially in the field of auditing, the acceptance of dysfunctional audit behavior. The results of this study are also expected to be used by public accounting firms to consider when to hire new auditors so that companies can prefer those who have a high locus of control and have a high organizational commitment.

Shared Vision Based Teamwork Cohesiveness: Catalyst for Organizational Commitment and Organizational Citizenship Behavior (Self Congruence Theory Perspective)

This paper reviews the important role of Shared Vision Based Teamwork Cohesiveness (SVBTC) in bridging Organizational Commitment (OC) and Organizational Citizenship Behavior (OCB) for employees of an organization. One of the positive behaviors that are expected to grow in an organization is the presence of high OC and OCB in employees. Several previous studies have shown that employees who have good OC are not always supported by good OCB. In this study, a catalyst in the form of Shared Vision Based Teamwork Cohesiveness (SVBTC) is presented from the point of view of Self Congruence Theory (SCT) which is believed to be able to strengthen the relationship between OC and OCB. It is hoped that this paper will provide a new perspective on the factors that can increase OCB for employees in an organization.

Effect of Awards and Perception Towards the Work of The Commitment of The State High School Teacher's Organizational Commitment

This research can find out (1) the impact of appreciation on the understanding of the work of public high school teachers, (2) the impact of rewards on organizational loyalty of public high school teachers, and (3) the impact of job understanding on organizational loyalty of public high school teachers. The research methodology used is a survey with lane analytical techniques in testing the thesis. This study used samples of about 96 state high school teachers to take simple random samples (simple random samples). This research was conducted in the North Jakarta area. Based on the details of the thesis test, the research results can be broken down as follows: (1) there is a direct positive impact of rewards on job understanding; (2) there is a direct positive impact of rewards on organizational loyalty; and (3) there is a direct impact of positive job understanding on organizational loyalty. The implementation of this research is an effort to increase the loyalty of public high school teachers, which can be implemented through increasing appreciation and understanding of work.

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

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

Hubungan psychological capital dengan komitmen organisasi pada aparatur sipil negara

Organizational commitment is the willingness of members to have a relationship with the organization. High organizational commitment will lead to high on aspects like performance, discipline and achievement. A positive psychological state must be possessed because it can affect organizational commitment. Psychological capital is a developmental condition of a person’s positive psychological state and the emergence of self-efficacy, hope, resilience, and optimism so that it is related to organizational commitment. The purpose of the study was to determine the relationship between psychological capital and organizational commitment in ASN samples. Quantitative research in design and the data gathered from 125 ASN participants with at least one year of working experience in an organization or agency. Data were collected using psychological capital (PCQ) and organizational commitment scale (OCQ). Hypothesis testing was carried out with Pearson’s product moment correlation using SPSS. The results showed that there was a positive relationship between psychological capital and organizational commitment in state civil apparatus (r=0.87, p=0.000). It means the higher the psychological capital, the higher the organizational commitment. Keywords: Organizational commitment, psychological capital, state civil apparatus

KOMITMEN ORGANISASI DITINJAU DARI MASA KERJA

This study aims to empirically determine the description of organizational commitment. The sampling technique was carried out by total sampling technique and got 43 samples. The research instrument used was the organizational commitment scale. This type of research is quantitative research with descriptive and comparative models. The data analysis technique used is the one sample t-test. Researcher hypothesized that teachers with longer period of work will tend to have higher organizational commitment. The results showed that the organizational commitment of the teachers was generally high. In accordance with the proposed hypothesis, it is said that there is a difference in organizational commitment between teachers who have worked for more than 5 years and teachers who have worked for less than 5 years. The t-test results obtained were p = 0.006 (p

Linking Organizational Justice to Organizational Commitment Among Nigerian Police Officers

Organizational commitment is an imperative aspect of occupational attitudes as it signals employees’ willingness to stay with their organization and effectively achieve collective goals. Although recent studies have assessed factors influencing police officers’ organizational commitment, very little is known about the antecedents of police commitment in African countries. Based on a survey of Nigerian police officers, the study assesses the linkage between organizational justice and organizational commitment directly and indirectly through organizational trust and job satisfaction. Structural equation modeling (SEM) indicates that the relationship between organizational justice and organizational commitment is principally indirect through the mediating mechanisms of supervisory trustworthiness and job satisfaction. Officers who express greater organizational justice report higher trust in their management and supervisors and, subsequently, stronger job satisfaction, leading to higher organizational commitment. Implications for future research and policy are discussed.

Organizational Career Management in New Career Era: Scale Development and Validation

Despite the widely recognized change of career management in the new career era, little is known about whether the organizational career management practices are different from previous ones and their both possible beneficial and detrimental effects. In this paper, we developed a scale of organizational career management that reflected some features of the new career era based on an open questionnaire and literature review. Two independent studies were conducted (N=320; N=216) to examine the reliability and validity of the scale. The final OCM scale includes four dimensions: boundaryless and autonomy work, diversification, training and development, work-family balance. Further, we tested the effectiveness of the perceived organizational career management based on 179 employees over two months interval. We found both the possible benefits (i.e., higher organizational commitment and less turnover intention) and risks of perceived organizational career management (higher career competency and more likely to leave organizations). The contributions, practical complications, and future research suggestions are discussed.

Factors Affecting Dysfunctional Audit Behavior

This study aims to test several hypotheses regarding the influence of turnover intention, performance auditor, organizational commitment, locus of control, Times budget pressure and professional commitment on dysfunctional audit behavior. This research was conducted on auditors working in the Public Accounting Firm (KAP) Jakarta region registered with the Indonesian Institute of Public Accountants (IAPI) in 2019 using the dissemination of questionnaires. The analytical instrument in this study is double regression. The results of this study indicate that turnover intention, performance audit, time budget pressure and professional commitment have a positive and significant effect on the dysfunctional audit behavior while the locus of control and organizational commitment negatively affect the dysfunctional audit behavior. This research contributes to the development of science, especially in the field of auditing the acceptance of dysfunctional audit behavior. The results of this study are also expected to be used by public accounting firms to consider when to hire new auditors so that companies can prefer those who have a high locus of control and have a high organizational commitment so that acceptance of dysfunctional audit behavior can be minimized.

Effect of Self-Efficacy and Technostress on Teacher Performance through Organizational Commitments

This study aimed to determine the effect of self-efficacy on the performance of high school teachers and organizational commitment, determine the effect of technostress on the performance of high school teachers, determine the effect of technostress on high school teacher and organizational commitment, and to know the effect of self-efficacy and technostress on the performance of high school teachers in Purwokerto through organizational commitment. The population in this study were 400 high school teachers in Purwokerto. The sample used a proportional random sampling. A questionnaire was used as a method of data collection. The data analysis method used a search method based on the SEM-path analysis model. The results showed that self-efficacy had a significant effect on the performance of high school teachers. Self-efficacy had a significant effect on the organizational commitment of high school teachers. Technostress had a significant effect on the performance of high school teachers. Technostress had a significant effect on the organizational commitment of high school teachers. Self-efficacy and Technostress had a significant effect on the performance of high school teachers in Purwokerto through organizational commitment.

PENGARUH BUDAYA ORGANISASI DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN

Today's culinary world is growing very rapidly, making competition between culinary companies increasingly fierce. So that companies must pay attention to their employees so that employees work optimally and have a high organizational commitment to the company. With high organizational commitment, employees will not easily leave the company, this is an advantage for the company because it reduces recruitment costs. For this reason, the company must have a strong organizational culture and continuously improve employee job satisfaction. Data collection was done by using a questionnaire. This study uses a saturated sample because all the population is sampled. Saturated sampling is a technique of determining the sample when all members of the population are used as samples. The unit of analysis used in this study is the employee at Asela Restaurant. Namely as many as 64 employees who will be the sample in this study. Data analysis in this study was carried out with 2 types of analysis, namely Descriptive Statistical Analysis and Multiple Linear Regression Analysis using the SPSS program. The result of this research is that the first is that organizational culture has a significant effect on employee performance, and the second is that job satisfaction has a significant effect on employee performance.

Komitmen Organisasi Ditinjau Dari Status Pernikahan

This study aims to empirically determine the description of organizational commitment to MTs Al-Islamiyah Karang Anyar teachers. The sampling technique was carried out by total sampling technique and got 43 samples. The research instrument used was the organizational commitment scale. This type of research is quantitative research with descriptive and comparative models. The data analysis technique used is the one sample t-test. Researchers hypothesized that married teachers would tend to have higher organizational commitment than unmarried teachers. The results showed that the organizational commitment of the teachers was generally high. In accordance with the proposed hypothesis, it is said that there is a difference in organizational commitment between teachers who are married and teachers who are not married. The t-test results obtained were p = 0.000 (p <0.05). This shows that there is a significant difference. The empirical mean of married teachers are 100.06 and unmarried teachers are 90.54.

Weathering fluctuations in teacher commitment: leaders relational failures, with improvement prospects

PurposeStudies demonstrate the central role of principals in developing and sustaining teacher commitment to their school. Teachers' commitment to their school impacts teaching, learning, innovation and school climate and manifests job satisfaction. Commitment strongly relates to teacher attrition. Attrition is important in the study of school success and failure given its strong predictive link to student learning.Design/methodology/approachThis study thus identifies relational practices of principals who successfully develop and maintain high levels of commitment among their teaching staff compared to those principals who fail to maintain high commitment or fail to raise low commitment among their teachers during the school year. To investigate this process, this study uses longitudinal, within-year school network and climate data for teachers and principals in 15 American charter schools. With these data and theories offered by social-psychology and organizational studies, the interpersonal leadership and school climate conditions set forth by the principal link to the fluctuating levels of commitment among teachers.FindingsDespite the consistently established link between employee commitment and organizational success and failure, this operationalization of changing levels of staff commitment is a novel contribution to the discussion of organizational principal leadership failure. This study clearly tests the questions: Which emotional responses prove volatile to teachers' repeated exchanges with their principals? How do principals' relational practices impact teachers' commitment to teaching? Among the strongest findings is the key practice of principals to maintain trust—interpersonal and schoolwide—to improve commitment among teachers and avoid loss of commitment by the end of the school year.Practical implicationsRelational practices of principals can promote quality relationships that uphold trust and sustain environments conducive to maintaining high organizational commitment. When leaders fail to establish and maintain quality relationships, challenges experienced during a school year become more difficult to overcome.Originality/valueThe opportunity arises to test the time-varying aspect of interpersonal relations in organizations and the subsequent idea about how organizational leaders maintain strong relationships, strengthen poor ones or repair injured relationships. These results evidence teacher commitment is prone to decline at the end of the school year yet the chance and magnitude of the fluctuation directly responds to changes in principals' relational practices. With relational practices, principals can induce affective responses from teachers at the interpersonal and organizational level that improve commitment among teachers and reduce drops in commitment.

A Study of Effect of Organizational Socialization on Psychological Contract—Verification of Mediating Effects of Job Stress

The purpose of this research article is to investigate the correlation among organizational socialization, job stress, and psychological contract based on employees’ viewpoint. Convenience sampling is used in this study. The questionnaires were distributed to employees in different organizations. Total number of questionnaires distributed was 380; 285 returned and 25 invalid. Total number of valid questionnaires is 260, total 68% valid returned rate. Questionnaire survey and multi regression were used for analysis. The findings include: Job stress is negatively influenced by organizational socialization. Psychological contract is negatively influenced by job stress; psychological contract is positively influenced by organization socialization; job stress plays a role of mediating effects between organizational socialization and psychological contract. In sum, employees’ psychological contract is indeed influenced by organizational socialization and job stress. Based on the result, employees’ future expectation has significant influence on job stress and psychological contract, indicating if a company can provide a clear view of their future, reasonable promotion and reward mechanism, complete and clear rules or norms, employees’ insecurity and uncertainty about their future will be lowered, their negative feelings caused by job stress will be reduced, and they will have higher organizational commitment. In the long term, the interaction between employees and the organization will be more positive, consistent, and harmonic.

Assessment of perceived labor market conditions in employees’ turnover intention model – mediation and moderation analyzes

Purpose This paper aims to examine employee perceptions of the labor market in the employee turnover intention model and explores how different situations outside work (labor market conditions) play a role in employee-organizational membership. In addition, it also examines the mediating role of commitment in the relationship between stress and the turnover model. Design/methodology/approach Data were collected from 628 private school teachers working in the economically depressed state of J&K (India), which were randomly selected. Confirmatory factor analysis was used for validation of a scale. Structural equation modeling and PROCESS by Hayes was used to test the hypothesized relationships between the study variables. Findings The antecedents of occupational stressors contribute negatively toward employees’ psychological state resulting in undesirable employee-organizational relationships such as high turnover intentions and low organizational commitment. Nevertheless, lack of external job opportunities compels employees to maintain organizational membership, even though against the stressful working environment. Research limitations/implications This study while acknowledging the inherent limitations, questionnaires are susceptible to and single sectional nature of the study poses limitations. Practical implications The practical implication explains that the employee and organization relationship is governed more by external economic conditions than by the psychological feelings of the employees toward the organization (organizational commitment). As also, the moral system of employees, as well as their feelings toward the noble profession makes them feel morally exalted and this binds them to the membership of the organization. Originality/value This study mainly focuses on, to understand if and how the conditions of the labor market relate to the employees’ attitudes. This would enable us to gain more insights to the systematic relations of employees’ attitudinal variables such as occupational stress, organizational commitment and employee turnover intentions.

Organizational Commitment Is Negatively Associated with Burnout Among Nephrology Nurses

This study examines the association between burnout and organizational commitment in nephrology nurses working in hemodialysis. A cross-sectional study of all nurses working in a hospital hemodialysis unit was conducted. Low to medium level of burnout and a high level of organizational commitment were documented. A significant negative correlation was found between burnout and organizational commitment. Burnout was significantly higher among nurses who had made a career shift in the past, and lower levels of burnout were documented among married nurses. In a multivariate analysis, lower levels of burnout and a higher number of children were significantly associated with higher organizational commitment. Burnout is a negative independent predictor for organizational commitment. Inter ventions focused on reducing burnout among nurses should be implemented to improve organizational commitment.