Impact Of Organizational Commitment Research Articles

Insights into Job Satisfaction in the Sugar Industry

This study investigates the impact of organizational commitment, job characteristics, and career development on employee job satisfaction in PT. PG Candi Baru, a sugar company in Sidoarjo, Indonesia. Using quantitative research with 130 permanent employees, data was collected via Likert scale questionnaires and analyzed using path analysis techniques with SmartPLS software. The results confirm that organizational commitment, job characteristics, and career development positively influence employee job satisfaction. These findings underscore the importance of fostering organizational commitment, improving job characteristics, and providing career development opportunities to enhance overall employee satisfaction and organizational performance in the sugar industry. Highlight: Quantitative Analysis: Path analysis with SmartPLS software for robust statistical insights. Positive Relationships: Organizational commitment, job characteristics, career development enhance satisfaction. Industry Relevance: Vital implications for enhancing satisfaction in the sugar industry. Keywoard: Organizational Commitment, Job Characteristics, Career Development, Employee Job Satisfaction, Sugar Industry

The Relationship between Physical Work Environment, Non-Physical Work Environment, and Organizational Commitment on the Performance of Nurses in the Inpatient Ward of Kendari City Hospital

Nurse performance is the effort of nurses in carrying out their duties and responsibilities to the best of their abilities, in order to achieve the main goals of the profession and organizational objectives. The purpose of this study is to examine the physical work environment's impact on the performance of nurses in the Inpatient Ward of Kendari City Hospital, the non-physical work environment's impact on the performance of nurses in the Inpatient Ward of Kendari City Hospital, and organizational commitment's impact on the performance of nurses in the Inpatient Ward of Kendari City Hospital. Data analysis was conducted using SPSS statistical tests including univariate, bivariate, and multivariate analyses. The sample size for this study was 95 individuals, and the sampling technique used was the census method. The results of this study indicate that the physical work environment significantly influences the performance of nurses in the Inpatient Ward of Kendari City Hospital with a p-value of 0.028 < 0.05. The non-physical work environment also significantly influences the performance of nurses in the Inpatient Ward of Kendari City Hospital with a p-value of 0.009 < 0.05. Organizational commitment significantly influences the performance of nurses in the Inpatient Ward of Kendari City Hospital with a p-value of 0.017 < 0.05. Recommendations from this study include the need for management to improve the physical work environment, particularly in terms of ventilation and cleanliness, to enable nurses to perform well

The Effect of Internal Organization Factor and Legal Protection on User Intention of Whistleblowing System with Internal Control as Moderation Variable

This research aims to analyze the influence of perceived organizational support, commitment to the organization, locus of control and law enforcement on whistleblowing intentions with internal control as a moderating variable. The sample for this research was the university academic community who live in Semarang, Central Java, Indonesia, totaling 246 people. This study investigates the motivations of university whistleblowers with the notion that as establishments are required to uphold sound governance practices, colleges ought to be free from fraud. Apart from that, research related to whistleblowing and legal protection moderated by internal control systems at universities is still underrepresented in Indonesia, so this moderation model is the originality of this research. The results of this study show that while organizational commitment, organizational support, and law enforcement have little impact on whistleblower intentions, locus of control does. The impact of legal protection on the desire to come out as a whistleblower may be mitigated by the internal control system. However, the impact of organizational commitment, support, and locus of control on the desire to become a whistleblower cannot be mitigated by the internal control system.

Impact of organizational commitment and work motivation on employee performance airnav Juanda International Airport

This study aims to analyze the effect of organizational commitment and work motivation on employee performance at AIRNAV Indonesia Surabaya branch Juanda International Airport. The research sample involved 20 employees by using the entire population as respondents. Data collection techniques were conducted through questionnaires, interviews, and documentation, while data analysis used multiple linear regression. The results showed that organizational commitment and work motivation partially and jointly have a positive and significant effect on employee performance. The findings highlight the importance of organizational efforts in increasing the level of commitment and motivation of employees to advance their performance. The implication of this study can contribute to the organization's management in developing more effective strategies to improve employee welfare and productivity in AIRNAV Indonesia's aviation work environment.

Organizational commitment as mediating between administrative creativity and job performance among department managers at Al Hussein bin Talal University

This study examines the impact of organizational commitment on administrative creativity and job performance among department managers at Al Hussein bin Talal University. Job performance refers to managers' ability to accomplish their job-related duties efficiently and effectively. Administrative creativity refers to managers' ability to generate innovative ideas and solutions. Organizational commitment is loyalty to an organization. Quantitative research will be used in the study. Surveys will be distributed to department managers at Al Hussein bin Talal University to collect data. The study will use validated measures of administrative creativity, organizational commitment, and job performance. To examine the relationships and mediating effects among the variables, statistical analyses will be performed, such as correlation analysis and mediation analysis. This study will impact human resource management and organizational development practices at Al Hussein bin Talal University. The university can improve department manager performance by fostering a culture that encourages innovation and administrative creativity. In addition, understanding organizational commitment can improve employee commitment to the organization.

Enhancing employee’s job satisfaction in Vietnam: Exploring the impact of organizational commitment, supervisor emotional support and training

Job satisfaction is an important factor in promoting an employee’s well-being, productivity, and organizational success. Generally, when job satisfaction is high, employees experience greater emotions of fulfillment, motivation, and engagement. This can result in increased productivity, improved performance, and a decrease in employee turnover rates. Low job satisfaction, on the other hand, can result in tension, exhaustion, and a diminished sense of accomplishment and job security. It can also have negative effects on a person's physical and mental health and lead to decreased productivity, increased absenteeism, and increased turnover rates. Therefore, it is interesting to study some factors behind job satisfaction, especially in the context of a developing country. In particular, this study examines the roles of organizational commitment, supervisory emotional support, and training in job satisfaction. Furthermore, this research also investigates the moderating impact of training on the organizational commitment-job satisfaction relationship. The research collected data on office employees in Vietnam from December 2022 to January 2023. The quantitative analysis was conducted using SPSS and AMOS software. The findings reveal that organizational commitment, supervisory emotional support, and training have positive influences on job satisfaction. Additionally, training has a positive moderating role in the organizational commitment -job satisfaction nexus. The practical implications emphasize that organizations should create a supportive work environment and encourage emotional support from managers. Moreover, companies should prioritize training opportunities for staff members to improve their work satisfaction.

Analyzing The Impact of Employee Attitudes on Productivity In Public Sector Organizations: A Case Study Of The Nigeria Institute For Oil Palm Research (NIFOR) In Edo State, Nigeria

This study investigates the intricate relationship between employee attitudes and productivity within the context of public sector organizations, with a specific focus on the Nigeria Institute for Oil Palm Research (NIFOR) located in Edo State, Nigeria. Employee attitudes, encompassing job satisfaction, motivation, and organizational commitment, play a pivotal role in shaping workplace productivity. Through empirical research with the use of tables and simple percentages in the analysis of data. The test statistic adopted chi- square as a basis for computation. This study examines the nature and extent of Employee attitudes, encompassing job satisfaction, motivation, and organizational commitment impact at NIFOR and offers insights into potential improvements to enhance both employee

The Impact of Organizational Commitment on Business Performance in Private Enterprises in Nghe An Province, Viet Nam

The Impact of Organizational Commitment on Business Performance in Private Enterprises in Nghe An Province, Viet Nam

Examining the influence of organizational commitment on service quality through the lens of job involvement as a mediator and emotional labor and organizational climate as moderators

This study investigates the impact of organizational commitment and job engagement on service quality, while integrating the influences of organizational climate and emotional labor. Utilizing data from 427 participants, acquired via structured questionnaires, the research employed the Statistical Package for the Social Sciences (SPSS) for analysis. The findings reveal that heightened job engagement and organizational commitment significantly enhance service quality, primarily through reinforcing employees' trust in their organization. A favorable organizational climate is instrumental in strengthening employees' affiliation with their organization, consequently leading to superior service provision. Furthermore, the capability to effectively regulate emotions emerges as a critical factor in both job engagement and the quality of service. The study advocates for augmenting job engagement and organizational commitment, cultivating a supportive workplace atmosphere, and equipping employees with resources for efficient emotional management. These strategies are proposed to substantially improve service quality. The insights derived from this research provide essential directives for managers striving to achieve service excellence.

Pengaruh Organizational Commitment, Human Resource Development, Dan Follower-Leader Goal Congruence Terhadap Turnover Intention Pada PT New Era Ponsel Jakarta Timur

The importance of systematic human resource management for each company to be able to compete in the global market, including PT New Era Mobile and PT Ribhi Ponsel. PT New Era Mobile is a company engaged in buying and selling electronic goods by selling online and offline and serving the repair of damaged goods. While PT Ribhi Mobile is a subsidiary of the same PT New Era Mobile that conducts digital operations. This study aims to analyze the influence of Organizational Commitment, Human Resource Development, and Follower-Leader Goal Congruence on PT. New Era Mobile, as well as to evaluate the impact of Organizational Commitment and Human Resource Development on Turnover Intention in the company. The research method used is Hypothesis Testing with the aim of testing hypotheses that explain the relationship between variables, especially Organizational Commitment, Human Resource Development, and Follower-Leader Goal Congruence to Turnover Intention in PT employees. New Era Mobile Phones. Data were collected using correlational studies with a cross-sectional approach. research results, an overview of the situation of PT. New Era Mobile shows that the level of Organizational Commitment, Human Resource Development, Follower-Leader Goal Congruence, and Turnover Intention of employees tends to be positive. The results of hypothesis testing show that there is a significant negative influence between Organizational Commitment, Human Resource Development, and Follower-Leader Goal Congruence on Turnover Intention.

Working in uncertainty: Organizational behavior of contingent college teachers in the Philippines

<span lang="EN-US">Several researchers have previously written about factors that contribute to the organizational commitment of employees. However, there are only few empirical studies on the impact of organizational commitment on organizational citizenship behavior (OCB), especially among non-permanent employees and how these behaviors have been impacted by perceived organizational support (POS). This study investigated the contextual relationships of organizational commitment and OCB, along with the mediation effect of POS on those relationships in the context of contingent teachers in Philippine state universities and colleges. A survey was conducted in selected state universities and colleges in the Philippines with contingent teachers for academic year 2019-2020 as respondents. Findings of the study showed that the targeted population generally rate their OCB higher than their organizational commitment or any of the subcategories thereof. They also rated OCB higher than the perceived support that they receive from their given organizations. Results also found that POS, although correlating with OCB, did not mediate any of associated relationships. The results indicate that contingent faculty members develop and maintain commitment to their organizations from sources other than the perceived support that they receive from their organizations.</span>

The impact of organizational commitment on knowledge management processes in project-based organizations with the mediating role of employee motivation

The purpose of this research is to investigate the effect of organizational commitment (with three dimensions of emotional commitment, continuous commitment, and normative commitment) on knowledge management processes (KMP) in project-based organizations, considering the mediating role of employee motivation. This research has an applied purpose and a descriptive and quantitative nature, which was conducted with a survey strategy. The statistical population is managers and experts of first-class construction companies in Tehran. Data collection was done through a standard questionnaire with 58 questions and hypotheses were tested with SmartPLS. The findings showed that emotional commitment and continuous commitment have a positive effect on employee motivation in project-oriented organizations, respectively, 0.56 and 0.2. Also, employee motivation has a positive effect of 0.51 on KMP in project-oriented organizations. Therefore, employee motivation plays a mediating role in influencing the dimensions of organizational commitment to KMP. But normative commitment does not have a positive effect on employee motivation in project-oriented organizations. On the other hand, employee motivation is influenced by their commitments to the organization and will have positive effects on intellectual capital management, KM and ultimately business performance. Among research backgrounds, the effect of organizational commitment dimensions on improving KMP with the mediating role of employee motivation in project-oriented organizations has not been investigated. It is expected that the results of this research can finally provide scientific and executive solutions to improve the performance of project-oriented organizations through the improvement of these components.

THE INFLUENCE OF WORK ETHIC AND ORGANIZATIONAL COMMITMENT ON EMPLOYEE PERFORMANCE AT PT. BTN (PERSERO) MEDAN BRANCH OFFICE

This study aims to analyze the influence of work ethic on employee performance, ascertain the impact of organizational commitment on employee performance, and determine the combined influence of work ethic and organizational commitment on employee performance. The research is of a quantitative nature with an associative approach. The study's population consists of employees at PT. Bank Tabungan Negara (Persero) Tbk Medan Branch Office. Simple random sampling was employed to select a sample of 61 respondents. The findings reveal that the work ethic variable (X1) significantly affects employee performance, as does organizational commitment (X2). Work ethic and organizational commitment collectively influence employee performance. The determination test yielded a correlation coefficient (R) value of 0.661, indicating a relatively strong relationship between work ethic, organizational commitment, and employee performance. The adjusted R-square value, or coefficient of determination, suggests that 41.7% of employee performance variance can be explained by work ethic and organizational commitment variables, while the remaining 58.2% is influenced by other unexamined variables.

Employee Performance in a Logistics Service Company is Determined by the Work Environment and Organizational Commitments

The purpose of this study is to investigate the impact of organizational commitment and the work environment on employee performance. This study employs an associative research design and a quantitative approach. The population consists of 150 employees who work in the East Jakarta Shopee Express region. The sampling approach utilized was incidental sampling, and the sample size was calculated using the Slovin formula to be 60 respondents. This study's data gathering method is a questionnaire whose validity and reliability have been evaluated. This study suggests that logistics employee performance can be influenced by the workplace environment and that the business is committed to attaining company goals.

Examining the Impact of Organizational Commitment on Job Stress and Turnover Intention in The Malaysian Hotel Industry

Examining the Impact of Organizational Commitment on Job Stress and Turnover Intention in The Malaysian Hotel Industry

The impact of organizational commitment on improving the quality of services (An exploratory study of the opinions of a sample of employees at Asia Cell Communications Company)

The current research aims to clarify the concept of organizational commitment as an independent variable with its three dimensions (continuity commitment, emotional commitment, normative commitment), in improving the quality of service as a dependent variable with its five dimensions (reliability, responsiveness, empathy, tangibility, and safety). After that the correlation and influence relationship between them was determined, and in order to achieve the objectives of the research, a questionnaire consisting (46) items was designed, in the light of which data was collected and analyzed and hypotheses tested by using the ready-made statistical program (spss) .A simple random sample of (150) male and female workers was selected in Asia Cell Telecom Company, and many statistical tools and methods were used to achieve the research objectives, including : frequencies, percentages, arithmetic means, standard deviations, and regression analysis, the most prominent conclusions were the existence of a significant correlation between the two variables, and a strong effect between organizational commitment and quality of services .The most prominent conclusions were: the existence of a significant correlation between the two variables, and a strong impact of the dimensions of regulatory commitment on the quality of services.

Impact of Organizational Commitment on Nurse Performance with Organization Citizen Behavior as a Mediation Variable in XYZ Hospital

This study aims to determine the impact of organizational commitment on nurse performance with the variable organization citizen behavior as a mediating variable at XYZ Hospital. XYZ Hospital provides a wide selection of rooms that can be selected according to the needs and costs that the patient wants. However, in the midst of the ongoing progress, there is a gap between old employees and new employees, especially in the paramedic section, namely nurses. There is a decrease in balance in the work environment which makes gaps occur when doing team work, in this case the researcher relates it to the theory of organizational citizen behavior. The object of this research is XYZ Hospital Nurse. This research was conducted on 44 respondents using a quantitative descriptive approach. Therefore, the data analysis used is statistical analysis in the form of multiple linear regression test. The results showed that the value of tcount > ttable, then Ha1 is accepted, which states that Organizational Commitment (X1) partially has a significant effect on the nurse’s performance variable (Y). The value of tcount < ttable, then Ha2 is rejected, which states that Organization Citizen Behavior (X2) partially has no significant effect on the nurse’s performance variable (Y). fcount > ftable, then Ha4 is accepted, it can be concluded that Organizational Commitment (X1) and Organization Citizen Behavior (X2) simultaneously have a significant effect on the nurse’s performance variable (Y).
 Keywords: commitment, organization citizen behavior (OCB), nurse

THE EFFECT OF ORGANIZATIONAL COMMITMENT AND WORK MOTIVATION ON TURNOVER INTENTION AT CV PIRAMIDA JAYA

This research focuses on the turnover rate of CV Piramida Jaya Bandung which varies from 2019 to 2022. However, this research also intends to understand organizational commitment, work motivation, turnover intention, and the extent to which organizational commitment and work motivation influence simultaneously and partially. employee turnover at CV Pyramid Jaya. This study uses a quantitative research design with descriptive and verification methodologies, with data collection through questionnaires, interviews, observations, and literature studies. The study population was all employees of CV Piramida Jaya, totaling 60 people, with a saturation sample which incidentally could represent all employees. Organizational commitment (X1) and work motivation (X2) are independent variables, and turnover intention (Y) is the dependent variable. Validity, reliability, and traditional assumption tests are part of data analysis. Data processing using statistical product and service solution software includes data analysis methods linear regression analysis, correlation, determination, T test, and F. Thus it is hoped that this research can explain the variables that influence CV Piramida Jaya employees' intentions to leave their jobs and offers useful advice for human resource management. According to the results of the questionnaires filled out by respondents, the main cause of employee intention to leave the company is a lack of commitment which is revealed through poor training and lack of employee attendance because it does not support careers and employees. development. Regression analysis and other appropriate statistical methods will be used to analyze the data to determine the impact of organizational commitment and work motivation on turnover intention. Also anticipated from the study findings are ideas or recommendations to improve CV Piramida Jaya's human resource management and better knowledge about the factors that affect the turnover rate in the company.

Can Organizational Culture Encourage Islamic Banking Performance?: The Role of Organizational Commitment as Mediation

Purpose: This research aimed to observe the influence of organizational culture and organizational commitment on presentation in Aceh Sharia banking and the mediating impact of organizational commitment among organizational culture and performance using two methods, namely VAF and Bootstrapping. Theoretical framework: The concept model for this research was constructed from the reflective indicator model. The evaluation of the measurement model was carried out by external load and evaluation of the internal model (structural model). Design/methodology/approach: The research was performed on permanent employees of Aceh Sharia banking. The sampling method was a random sampling, through a questionnaire, with a self-administered process as a research tool. The pls-sem is a method of data analysis with the Smartpls analysis tool. Findings: The results showed that organizational culture had a positive and important influence on Commitment and organizational activity that would affect Acehn's Sharia banking activity. Research, Practical & Social implications: In addition, organizational commitment has the role as a partial mediation among the association organizational culture and presentation. Originality/value: It showed the importance of work-related behaviors and shared conceptions in Islamic banking in achieving Aceh's Islamic banking success.

The Effect of Motivation, Competence and Organizational Commitment on Performance of Employees in Food and Beverage Manufacturing Company

This study intends to examine and determine the impact of organizational commitment as an intervening variable on employee performance at one food and beverage company. In order to sample, permanent workers were given questionnaires using the Likert scale and one of the non-probability sampling approaches, known as saturation sampling. The SPSS application's route analysis is used in the data analysis process. There are two sub-structures in the research findings. In Sub-structure I, it is demonstrated that organizational commitment is significantly influenced by motivation, that it is not significantly influenced by human resource competence, and that it is significantly influenced concurrently by both motivation and human resource competence. According to Sub-Structure II, employee performance is significantly influenced by motivation, human resource competencies, organizational commitment, and employee performance. Additionally, employee performance is significantly influenced simultaneously by motivation, human resource competencies, and organizational commitment.