Increase Employee Commitment Research Articles

Investigating the impact of soft TQM practices on employees’ organizational commitment in governmental Sudanese petroleum organizations

PurposeThis study aims to investigate and analyze the impact of soft total quality management (TQM) practices on employees’ organizational commitment in Sudanese governmental petroleum organizations and to propose targeted strategies on how to enrich the soft TQM practices.Design/methodology/approachThe study used questionnaires to gather data from employees at Sudanese governmental petroleum organizations that adopt quality programs. A stratified random sampling procedure was followed and generated a sample size of 253. Data were analyzed via regression.FindingsThe study examined the relationship between employee’s organizational commitment and five soft TQM practices, namely training and education, top management commitment, employee empowerment, involvement and teamwork. These practices collectively explain most of the variance in the employees’ organizational commitment in Sudanese governmental petroleum organizations with R2 = 75%. All independent variables are positively and statistically significant at a 5% significance level. Training/education was inferred as the most influencing factor, and teamwork was the least important among the five practices.Practical implicationsThe positive relationship between soft TQM practices and organizational commitment suggests several actionable strategies for organizations. By fostering a culture that emphasizes continuous learning, empowerment and involvement, organizations can improve not only the quality of their products and services but also overall productivity. High levels of organizational commitment reduce turnover rates, which in turn lowers recruitment and training costs associated with replacing employees. Encouraging teamwork and employee involvement fosters a collaborative environment where innovation can thrive. Finally, policymakers could use these findings to advocate for the adoption of TQM practices in public sector organizations.Originality/valueThe findings from this study underscore the importance of soft TQM practices – specifically training and education, top management commitment, employee empowerment, involvement and teamwork – in enhancing employees’ organizational commitment. This focus on human-centric practices provides an important contribution to existing literature, particularly in contexts that are underrepresented in TQM research, such as developing countries and governmental organizations. It demonstrates how abstract TQM principles translate into practical outcomes like increased employee commitment, which is a crucial factor for organizational success.

The Role of Psychological Safety and Employee Engagement in Improving Workplace Safety

It explores the importance of psychological safety and employee engagement in creating a safe environment at work. Traditional occupational safety approaches have mostly focused on technical measures and compliance with legal regulations. However, recent research shows that psychological factors also play a critical role in developing occupational safety culture. While psychological safety enables employees to report potential dangers without fear of sanctions, employee engagement strengthens the safety culture by increasing commitment to safety policies and practices. Employees in workplaces with a high level of psychological safety can express risks and dangers more quickly, encouraging a proactive approach to preventing work accidents. Individuals with high employee commitment internalize safety procedures and make safe behavior the norm. This study comprehensively discusses the effects of psychological safety and employee commitment on occupational safety culture through case studies, surveys, and focus group discussions. Research conducted in the construction, manufacturing, and healthcare sectors reveals the impact of these two factors on the sustainability of safety culture and the reduction of occupational accidents. Research findings emphasize that strategies that promote psychological safety, increase employee loyalty, and strengthen safety communication should be developed to strengthen the safety culture. In this context, it is recommended that management adopt a holistic safety management strategy that supports social and psychological approaches to ensure safety in the workplace.

INVESTIGATING THE MODERATING EFFECT OF GENDER ON THE RELATIONSHIP BETWEEN WORKPLACE SPIRITUALITY AND EMPLOYEE LOYALTY

The human resource management (HRM) practices have been broadened to include a workplace spirituality (WS) dimension to increase employee loyalty to the organization. Employee loyalty plays a significant role in organizational development as well as economic growth around the world. The main purpose of this study is to investigate the moderating role of gender between workplace spirituality (WS) and employee loyalty (EL) in the Nigerian public sector. This study adopts a quantitative research approach. A survey, using a questionnaire, was conducted to obtain data from 500 public sector employees in Lagos state Nigeria. Structural Equation Modeling analysis using AMOS version 22 was conducted to determine the moderating role of gender between workplace spirituality and employee loyalty. The findings reveal that there is a strong causal relationship between workplace spirituality and employee loyalty in the Lagos state public sector. However, the worker’s gender does not moderate the relationship between workplace spirituality and employees’ loyalty. The study also establishes valid measures for workplace spirituality and employee loyalty constructs. It is evident from the findings that workplace spirituality is an underlying factor to reckon with in motivating an employee to be loyal to their organization. Hence, this study supports the use of workplace spirituality as one of human resource management practices dimension in the organization.

The Key Role of Employee Commitment in the Relationship Between Flexible Work Arrangements and Employee Behavior

The research’s main objective is to examine the mediating role of Employee Commitment (EC) in the relationship between Flexible Work Arrangements (FWAs) and employee behavior (Innovative Work Behavior (IWB) and Employee Performance (EP)) among employees in the Republic of Serbia. The research consists of a theoretical part (review of the literature on previous theoretical and empirical findings) and an empirical part (Partial least squares structural equation modeling (PLS-SEM) analysis conducted on a sample of 582 employees in Serbia). The main findings have determined that there is full mediation, as the indirect effect of FWAs on Innovative Work Behavior through employee commitment is significant, and partial mediation, as the indirect effect of FWAs on Employee Performance through Employee commitment. The flexibility provided by FWAs not only increases employee satisfaction and loyalty but also motivates them to reciprocate through improved behavior and employee performance. In this way, employee commitment becomes a key factor that links organizational flexibility policies with positive outcomes in employee behavior. Flexible work arrangements are key to HR sustainability by enabling a better work-life balance, reducing stress, increasing employee commitment, and fostering long-term innovation and productivity. The mediating role of employee commitment in the relationship between flexible work arrangements and employee behaviors, such as innovative work behavior and employee performance, is particularly important. A high level of commitment, which stems from flexible work conditions, significantly contributes to innovative practices and improved performance, further strengthening the sustainability of organizations.

Integration of flexible corporate demographic policy tools into the personnel management system

Amid staff shortages and rising labour costs, many Russian enterprises are looking for non-material methods to man age personnel. Organizational, labour and socio-psychological aspects of employee incentives are closely linked to the corporate demographic policy tools. The article aims to analyse the demand for flexible working arrangements for employees with family responsibilities, as well as to determine the opportunities for integrating flexible organizational and labour tools of corporate de mographic policy into the personnel management system. Flexibilization theory in the context of corporate demographic policy constitutes the methodological basis of the study. The standard methods of structured personal interviews, frequency analysis with equality of proportions hypothesis test using a chi-square statistic, and comparison of mean values based on the Kruskal Wallis test were applied. The empirical evidence includes collective agreements and local regulations of the largest employers in the Russian Federation, as well as results of a sociological survey conducted in June–September, 2023 (the analyzed sample cov ered 2,804 respondents). The study statistically proves that employees working flexible hours are more satisfied with their job and life compared to those with rigid schedules. It also shows that flexible working arrangements are in demand among employees with parental commitments. The paper presents a model and an algorithm for integrating flexible organizational and labour tools of corporate demographic policy into the personnel management system. We develop a list of HR metrics and identify potential positive implications of this integration through strengthening the HR brand, increasing employee loyalty and engagement, and reducing staff turnover.

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.

Pengaruh Kepemimpinan dan Integritas terhadap Loyalitas Karyawan pada Kelurahan Semper Timur

The background to this research is based on the importance of leadership and integrity in increasing employee loyalty, especially in the government sector. Employee loyalty is a key factor in creating a productive and harmonious work environment. This research aims to analyze the influence of leadership and integrity on employee loyalty in Semper Timur Subdistrict. The method used in this research is a quantitative approach by distributing questionnaires to 40 employees of Semper Timur Subdistrict. Data analysis was carried out using linear multiple regression to test the relationship between leadership, integrity, and employee loyalty variables. The research results show that both leadership and integrity have a significant influence on employee loyalty. Effective leadership and high integrity between leaders and employees have been proven to increase employee loyalty, which in turn has a positive impact on overall organizational performance.

Analisis Kompensasi dan Lingkungan Kerja dalam Meningkatkan Loyalitas di PT. Citra Nusantara Catering

This research aims to analyze the role of compensation and work environment in increasing employee loyalty at PT. Citra Nusantara Catering. Qualitative descriptive methods with triangulation interviews and observation techniques were used to explore compensation conditions, work environment, and employee loyalty levels. The results of the research showed that the compensation provided by the company was below standard, with employee salary data indicating the need for adjustments to achieve higher compensation levels. adequate. The work environment also requires improvement, as indicated by workplace layout data. It is recommended to improve lighting, air circulation and layout arrangements to improve employee welfare and productivity. Employee attendance data is an additional factor that needs to be taken into account when analyzing loyalty levels. Research shows a correlation between compensation conditions, work environment, and employee absenteeism levels. With the results of this research, recommendations for reviewing compensation policies include salary adjustments, increasing incentives, and providing more comprehensive benefits. On the work environment side, improvements to lighting, air circulation and workplace layout are proposed to improve employee welfare and productivity. By implementing these steps, it is hoped that the company can increase employee loyalty, having a positive impact on overall company performance.

Improving Commitment among Employees with Human Resource Management Practices: Evidence from Insurance Companies

Developing a committed workforce is critical to the success of today's businesses. In this regard, this study aims to analyze the association of HRM practices on commitment among employees of Nepalese insurance companies. This study employs a descriptive research approach. 30 sets of questionnaires in each of the six insurance companies were distributed. The study reveals a positive and significant relationship between employee commitment and HRM practices in insurance companies. The results reveal that an effective and enhanced compensation plan is vital since it clarifies the staff's developing position and gives them a better long-term perspective. Organizing training and development events regularly for employees to improve their abilities, stimulate innovation, and improve performance is also critical for increasing employee commitment. Furthermore, companies should implement a successful system for performance reviews to assist employees in carrying out their obligations. Such practices ultimately help in improving employee commitment.

Role of Training and Development Programs in Enhancing the Employees Job Satisfaction and Loyalty

Purpose: The aim of this literature review is to examine the relationship between training and development programs and employee loyalty and job satisfaction. By evaluating how these programs improve abilities and promote development, the research aims to emphasize how crucial they are for developing potential and assisting Design/Methodology/ A narrative analysis of relevant literature was conducted, utilizing Boolean operators such as "OR" and "AND" to refine the search. Specifically, the search strategy employed the query ((training) OR (development)) AND (job satisfaction)) OR (employee loyalty), focusing on articles published in English between 2018 and 2024. PubMed served as the primary database for sourcing pertinent studies. Findings: Effective training and development initiatives greatly increase employee loyalty and work satisfaction, according to the report. These programs improve productivity and performance on an individual basis while also enhancing company culture and overall efficacy. Implications/Originality/Value: The results highlight how important it is for businesses to undertake training and development strategically. Long-term success depends on these programs' ability to increase operational effectiveness and cultivate a dedicated staff. Companies must give priority to tailored training programs that meet employee demands in order to adjust to the changing business environment and guarantee long-term growth, productivity, and happiness.

A Study of the Effects of Toxic Leadership and Person-Organization Fit on Organizational Commitment and Employee Performance

Objective - It is projected that organisational commitment as a mediating variable will diminish the effect of toxic leadership on employee performance and increase the effect of P-O Fit. A study comparing the effects of Toxic Leadership on decreasing performance and P-O Fit on enhancing performance, both mediated by organisational commitment. Methodology/Technique - The time dimension makes this study cross-sectional. Only Bengkulu Provincial Health Office personnel received the questionnaire, which used the census approach to sample all 311 respondents. This study uses SEM to test concept validity (convergent and discriminant) and reliability. Using SmartPLS 3.0, respondent profile statistical descriptions, hypothesis testing with path analysis, and indirect impact testing are explained. Findings – Research shows that toxic leaders hurt employee performance, not organisational commitment. Even while P-O fit has little influence on organisational commitment or performance mediated by it, it can boost employee performance. Organisational commitment affects employee performance. The employee's organisational commitment is supposed to be ongoing and based on his desire for a decent wage and a job. This makes someone ignore the leader's poisonous leadership style and compatibility with the organisation if it pays well and has good facilities. Novelty - The research model we examine provides a more complete picture of how organizational commitment can reduce or increase employee performance influenced by toxic leadership and person-organization fit. Based on the research that has been conducted, we believe that leaders with a toxic leadership style can neglect their followers' acceptance and reduce constant performance. On the other hand, person-organization fit helps increase employee commitment and performance. Type of Paper: Empirical JEL Classification: J24, J28 Keywords: Employee Performance; Organizational Commitment; P-O Fit; Toxic Leadership Reference to this paper should be made as follows: Praningrum; Suryosukmono, G; Afrizal; Dewi, R.K; Pefriyadi. (2024). A Study of the Effects of Toxic Leadership and Person-Organization Fit on Organizational Commitment and Employee Performance, J. Mgt. Mkt. Review, 9(3), 140 – 147. https://doi.org/10.35609/jmmr.2024.9.3(5)

The Role of Quality of Work Life and Job Satisfaction in Mediating the Influence of Organizational Justice on Employee Commitment

This study aims to determine the role of quality of work life and job satisfaction in mediating the influence of organizational justice on employee commitment at the UPTD Puskesmas Dawan II, Klungkung Regency. The population used in this study was 69 employees, the sample in this study was 69 employees. The data analysis technique used was Patrial Least Square (PLS) using Smart PLS 4.0.9 software. The results of this study indicate that organizational justice has a positive and significant direct effect on employee commitment. Organizational justice has a positive and significant direct effect on the quality of work life. Organizational justice has a positive and significant direct effect on job satisfaction. The quality of work life has a positive and significant direct effect on employee commitment. Job satisfaction has a positive and significant direct effect on employee commitment. The quality of work life is able to partially mediate the effect of organizational justice on employee commitment. Job satisfaction is able to partially mediate the effect of organizational justice on employee commitment. It is recommended that employees are able to increase their self-confidence, and the company must be able to regulate employee working hours to suit the company's expectations, job satisfaction as one of the considerations in efforts to increase employee commitment.

Man vs Woman: Exploring Organizational Support, Job Satisfaction, and Trust in Travel Industry Employee Commitment

Attention to employee welfare is a significant focus in human resource management. Companies that pay attention to employee welfare often see increased employee commitment. This study aims to analyze the direct and indirect effects of perceived organizational support on affective commitment in conventional travel agents in Bali, considering the mediating roles of job satisfaction and employee trust and the moderating role of gender. Data for this was collected through a questionnaire and a sample of 411 conventional travel agent employees in Bali. Sample selection was carried out using the purposive sampling method. The collected data will analyzed using SmartPLS 4. This study shows that perceived organizational support positively affects employees’ affective commitment at conventional travel agents in Bali. In addition, job satisfaction positively influenced employees’ affective commitment, but employee trust did not affect affective commitment. This finding also identified that job satisfaction partially mediates the relationship between perceived organizational support and affective commitment, while employee trust does not mediate the relationship. An interesting difference was seen between male and female employees. Perceived organizational support had a significant impact on female employees’ trust. This research implies that companies and management of conventional travel agencies should improve employee support, satisfaction, and well-being of male and female employees without discrimination.

Mediating Effect Of Employee Wellbeing On The Relationship Between Recruitment And Selection Practices And Employee Commitment Of National Police Service In Uasin Gishu County, Kenya

Low employee commitment has been a prevalent issue within the National Police Service (NPS), often leading to negative consequences such as low morale, poor service delivery, and public distrust. Therefore, this study sought to determine the mediating effect of employee wellbeing on the relationship between recruitment and selection on employee commitment of National Police Service in Uasin Gishu County, Kenya. The study was guided by Ability motivation opportunity theory. This study adopted explanatory research design. The sample size of 328 for this study was calculated based on Yamane’s formula. The researcher used a questionnaire as research instrument. A pilot study was conducted in national police service in Nandi County. Quantitative data collected using the questionnaires for all the objectives were analysed using descriptive statistics that is frequency, percentages, mean and standard deviation. Inferential analysis was carried through correlation and multiple regression analysis. Analyzed data were presented in form of tables and charts. The study findings revealed that the effect of recruitment and selection practices on employee commitment through employee wellbeing is 0.3041, indicating that for every standard deviation increase in recruitment and selection practices. The study concluded that improving recruitment and selection practices can lead to higher levels of employee wellbeing, which in turn can enhance employee commitment. The study recommended that organizations should focus on improving recruitment and selection practices to enhance employee wellbeing and ultimately increase employee commitment.

Стійкість і соціальна відповідальність людських ресурсів як глобальна репутаційна тенденція конкурентоспроможності

The article examines the importance of the reputation trend in forming a competitive strategy and the influence of ethics and human resources business reputation on achieving sustainable development goals. The influence of the ethical principles of personnel management as a significant intangible asset on the economic efficiency of the enterprise, on competitiveness, investment attractiveness, financial stability, long-term partnership relations, and ecosystem restoration, is studied. External and internal factors influencing the formation of a business reputation are analyzed. It is substantiated that the formation of competitiveness takes place with the help of such factors as product quality, environmental friendliness of production, innovation, and sustainability of the business, as well as effective communication with the market, which requires an appropriate reputational strategy that will ensure an acceptable level of responsibility for product quality standards, social and environmental aspects of production. Compliance with moral and ethical norms is emphasized as a basis for the formation of the company’s reputational capital, which becomes an integral component of the sustainable strategy of a modern enterprise. Business reputation is a strategic resource that allows companies to stand out in the market, gain competitive advantages, and attract and retain customers. It contributes to capitalization growth, investment attractiveness, profitability, and preservation of ecosystems. A positive reputation helps to stabilize the market position in crisis periods and form the basis for strategic recovery. Competitive enterprises grow by the principles of social responsibility; management ensures sustainable development within the enterprise, takes responsibility for solving social problems, maintains the local ecosystem, eases the burden on the relevant state bodies, and establishes relationships with investors and potential consumers of goods and services. Business reputation adds to capitalization and is considered not only an intangible asset but also a strategic resource that affects building a strong team within the enterprise, attracting investment, retaining customers, and increasing employee loyalty. Keywords: competitiveness, social responsibility, business reputation, human potential, sustainable development, reputation capital, team building.

RETAINING EMPLOYEE COMMITMENT: UNDERSTANDING FACTORS IN RETENTION MANAGEMENT AT THE MINISTRY OF INVESTMENT/BKPM A CASE STUDY IN THE NON-INDUSTRIAL LICENSING DIRECTORATE

This research aims to determine the factors that influence employee retention and commitment within the Directorate of Non-Industrial Licensing at the Ministry of Investment/BKPM. The main goal is to understand how job satisfaction, organizational support, and career development influence employee retention. This research addresses the challenge of retaining a high-performing and committed workforce, which is critical to achieving the Ministry's strategic objectives. The Ministry of Investment/BKPM, since its transformation from BKPM, has made a significant contribution to increasing foreign and domestic investment through improving licensing and facilitation processes. This research was conducted through a qualitative approach using the triangulation method to obtain comprehensive employee insight. The internship program is focused on analyzing retention management practices, organizational support systems, and career development opportunities in the Ministry. Key accomplishments include detailed assessments of employee perceptions of job satisfaction, effectiveness of organizational policies, and clarity of promotion processes. Based on these findings, several recommendations are proposed to improve retention strategies. Continuous evaluation and improvement of organizational practices, policies and processes is essential. Factors such as a supportive work environment and fair treatment were identified as important factors for employee commitment, while ambiguity in the promotion process was an issue. Future internship programs should focus on analyzing these aspects more thoroughly and implementing regular feedback sessions to understand employee perspectives better. This will help in increasing employee commitment and satisfaction.

The Effect of Visioner Leadership, Communication and Organizational Culture on Employee Commitment and Their Implications on Employee Performance

Facing competition in the current era of globalization requires every organization to work more efficiently and effectively. Competition Increasingly stringent conditions cause organizations to be able to increase their competitiveness in achieving the goals and objectives set by the organization. one of which is increasing employee commitment This study aims to know, analyze, and examine the influence of visionary leadership, communication, and organizational culture on employee commitment and its implications on employee performance at PT. Saraswanti Group North Sumatra. The research methods used are descriptive and verifiative analysis. The data collection used is using questionnaires accompanied by observation techniques and literature. The study used samples taken from proportionally selected employees. Data analysis techniques used to use SEM analysis. The results of the study descriptively show that visionary leadership, communication, organizational culture, employee commitment, and employee performance are in the category of quite good. The results of the verification research show that visionary leadership, communication, and organizational culture affect employee commitment both simultaneously and partially, and employee commitment affects employee performance at PT. Saraswanti Group North Sumatra.

Pengaruh Kepemimpinan dan Iklim Organisasi Terhadap Komitmen Pegawai pada Dinas Ketenagakerjaan Kota Tasikmalaya

In the era of globalization, public organizations such as the Manpower Office of Tasikmalaya City face complex challenges. Effective human resource (HR) management is key to achieving organizational goals and providing the best possible service. Employee commitment, which is influenced by leadership and organizational climate, is an important factor in achieving this. This research aims to analyze the influence of leadership and organizational climate on employee commitment in the Manpower Office of Tasikmalaya City. This research uses a quantitative method with a survey data collection technique through questionnaires to 45 employees. The data was analyzed using the multiple linear regression analysis technique. The results of the study show that leadership and organizational climate have a significant simultaneous and partial influence on employee commitment. This means that good leadership and organizational climate can increase employee commitment. This research provides important implications for the Manpower Office of Tasikmalaya City in increasing employee commitment through effective leadership and organizational climate. This can contribute to improving performance and achieving organizational goals.

Organizational Silence and Organizational Commitment: Empirical Evidence from the Greek Public Sector

Organizations perform better and have less employee turnover when the latter voice their suggestions and concerns. This study explores how organizational silence factors affect organizational commitment and job satisfaction. Given the limited related empirical evidence, this study investigated a randomly selected sample of 205 participants currently employed in a Greek public organization. To collect data, a structured questionnaire was used and multiple linear regression analysis was implemented to test hypotheses. Results showed the existence of the silence climate that leaded to employees’ silence behavior and negatively affected all dimensions of organizational commitment and job satisfaction. This study may help public entities’ management, especially in cases of countries with bureaucratic inefficiencies in the public administration, in order to successfully implement structural changes enhancing communication channels reducing thus silence and increase employee commitment and satisfaction.

Implementation of Gratitude Program to Increase Employee Resilience and Loyalty in the Workplace

This research aims to examine the effect of the implementation of the gratitude program on employee resilience and loyalty in the workplace. Using a qualitative approach with in-depth interviews and focused group discussions, the study involved 20 employees from various divisions in a company that had implemented a gratude program. The results of the study show that this program increases employee resilience through activities such as gratitude sharing sessions and gratitude journal writing, as well as increasing employee loyalty by strengthening appreciation and attachment to the company. These findings indicate that gratitude programs are effective in creating a positive work environment, improving psychological well-being, and strengthening interpersonal relationships in the workplace. This research contributes to the development of HR management theory and offers practical implications for companies in increasing employee resilience and loyalty.