Job Commitment Research Articles

Communication Skills of School Heads and Work Motivation of Elementary Teachers Leading Up to Effective Job Performance

Teacher's quality and caliber greatly affect the success of any educational system. Effective communication from the school head and the teacher's motivation can lead to effective job performance, especially at the school level. This study investigated school heads' communication skills and elementary teachers' work motivation leading to effective job performance. Specifically, it aims to determine the demographic profile of elementary teachers. This study desired to ascertain the perceived level of motivation and identify which factors of school heads' communication skills and work motivation significantly affect the teachers' job performance. Lastly, it indicates the significant difference in the perception of elementary teachers according to their demographic profile. The study was conducted at Tayabas City Division, comprising thirty-two elementary schools within two districts, particularly in East and West. This research incorporated descriptive-quantitative research. The study found that most of the teacher respondents have a positive level of verbal, non-verbal, written, listening, and visual communication skills. Elementary teachers were disclosed to have an uplifting motivation for work in terms of job commitment, relationship, quality of work, workplace environment, policies and decision-making process, motivation, and contact between their school heads. The findings indicate that teacher-respondents have sufficient motivation from different aspects of the school they are teaching. Further, the findings indicate that teacher-respondents have sufficient motivation from different aspects of the school they are teaching. Hence, the findings indicate no statistically significant difference between their communication skills and work motivation in influencing their job performance when grouped according to their demographics.

Analysis of the Effect of Compensation, Motivation, and Work Environment on Job Satisfaction and Employee Job Loyalty Using the Partial Least Square (PLS) Method at PT. XYZ

PT.XYZ engaged in the wood processing industry by producing and exporting plywood. Based on preliminary research conducted, it is known that the current condition is that there are problems regarding decreased job satisfaction which results in a low employee work loyalty attitude towards the company. The purpose of this study is to determine the effect of compensation, motivation, and work environment on job satisfaction, to determine the effect of job satisfaction on employee job loyalty, and to provide suggestions for development and improvement to companies related to human resource management. All permanent employees of the production division PT. XYZ is the research population totaling 95 people, with a sample size of 50 employees. The research method is quantitative using a questionnaire with a scale of 1 to 5. The data analysis technique in this study uses the Structural Equation Modeling-Partial Least Square (SEM-PLS) method. The results showed that compensation has a significant effect on job satisfaction, motivation has a significant effect on employee job satisfaction, work environment has a significant effect on employee job satisfaction, and job satisfaction has a significant effect on employee job loyalty.

Casualization and Employee’s Job Attitudes in the Financial Sector

There has been a rise in the number of temporary jobs available in Nigeria, which has had a negative impact on worker productivity. It is becoming increasingly difficult to absorb workers into benefit programmes like social protection systems, and even if they are, the benefits that are made accessible to them are pitiful, due to the prevalence of casualization. The purpose of this research was to analyze the effect of casualization on GTCO employees' job attitudes. This study adopted descriptive research design. The target population of study comprised of Ten thousand and ten GTCO temporary and casual employees. Three hundred and eighty-four (384) temporary and casual employees were chosen with the help of purposive and snowball sampling techniques as the sample size. The hypotheses were tested using Pearson Correlation, and the data were analyzed using frequency and descriptive statistics. The results showed that workers' job commitment was lower when they were employed on a contract basis, that they were less satisfied when they were employed for a shorter period of time, and that they were more likely to leave their current job if they were on a temporary contract. The study concluded, among other things, that businesses should work toward making it easier for workers to transition from temporary to permanent positions following the legally mandated six (6) month trial term.

The Role of Strategic Planning In Improving Service Quality and Profitability of the Healthcare Industry: A Systematic Review

Strategic planning plays a pivotal role in enhancing service quality and profitability in the healthcare industry. This systematic review synthesizes findings from various studies conducted between 2019 and 2023, exploring the impact of strategic planning on these two crucial aspects. Following the PRISMA 2020 guidelines, the review encompasses journals discussing strategy management in the healthcare industry, ensuring transparency and scientific rigor. The findings underscore the importance of involving employees and stakeholders, including patients, in the strategic planning process, as it increases job satisfaction, commitment, and service quality, while also fostering patient loyalty. Knowledge management, continuous learning, and informed decision-making serve as key factors influencing organizational performance. The strategic planning promotes effective resource allocation and incremental learning, which contribute to improved profitability. Studies consistently demonstrate that well-executed strategic planning positively affects the service quality, patient satisfaction, operational efficiency, cost-effectiveness, and profitability in healthcare organizations. Integrating digital technologies into the strategic planning process supports digital transformation, ultimately enhancing the service quality and profitability. Furthermore, the strategic planning also facilitates successful lean implementations, reducing waste and increasing efficiency. This systematic review highlights the broader implications of strategic planning, including its relationship to human resource management and organizational sustainability. Comprehensive strategic planning that involves the stakeholders, promotes the continuous learning, integrates the technology, and considers the human resources and sustainability is crucial for enhancing the service quality and profitability. Overall, this systematic review emphasizes the significance of strategic planning in the healthcare industry by shedding lights on the best practices, challenges, and key considerations for developing and implementing effective strategies to improve the quality of care, patient satisfaction, and long-term profitability.

Transformational Leadership and Employees’ Commitment: Evidence from Selected SACCOs in Kilimanjaro Region, Tanzania

It has long been demonstrated that followers of transformative leaders perform better than average, but it is unknown why this happens. However, the reasoning behind why this process occurs is unclear. The main aim of this study was to establish the influence transformational leadership on employee commitment among selected SACCOS in Kilimanjaro region. Specifically, the study pursued the following objectives; establish the influence of idealized influence, inspirational motivation, individualized consideration and intellectual stimulation on employee commitment among selected SACCOS in Kilimanjaro region in Tanzania. The study adopted explanatory research design using both qualitative and qualitative research technique. Both primary and secondary data were collected whereas questionnaire was used to collect primary data from employees of the four selected SACCOS in Kilimanjaro region. Study population comprised of all employees in function level team and SACCOS board members. Purposive sampling was used to sample 102 employees whereas the collected data were analyzed both descriptively and inferentially. The results found that, there is a positive significant relationship between transformational leadership and employee commitment of selected SACCOS in Kilimanjaro region. Moreover, the results concluded that, compared with other variables, idealized influence had a significant positive relationship on employee commitment in the selected SACCOS. Further, the study rejected all null hypotheses and concludes that all transformational leadership variables had a statistical significant relationship with employee commitment. Based on the above conclusion, the study recommends that, SACCOS management should embrace every facet of transformational leadership across all domains of work as a fundamental style that will be crucial to the success of their business. This research contributes to the area of literature of transformational leadership and their influence on employee job commitment.

The Effect of Emotional Labour on Job Dedication Among Early Childhood Teachers in the UAE: The Mediating Role of Teaching Self-Efficacy

The Effect of Emotional Labour on Job Dedication Among Early Childhood Teachers in the UAE: The Mediating Role of Teaching Self-Efficacy

The Influence of Quality of Work Life on Work Life Balance Which is Mediated by Job Stress, Job Satisfaction and Job Commitment (Study on Employees PT Nindya Karya Project Indonesia)

This research aims to analyze the influence of Quality of Work Life on Work Life Balance which is mediated by Job Stress, Job Satisfaction and Job Commitment (Study on Employees PT Nindya Karya Project Indonesia). The type of research used in this research is explanatory research, with the research method being an explanatory survey which prioritizes quantitative methods. The population is all employees of PT Nindya Karya Project Indonesia, totaling 197 people, with a sample size of 132 people. The sampling technique uses nonprobability sampling with accidental sampling technique. The data analysis method uses Structural Equation Modeling - Partial Least Square (SEM-PLS). The research results show that Quality of Work Life has a significant positive effect on Job Stress, Job Satisfaction and Job Commitment. Job Stress, Job Satisfaction and Job Commitment has a significant positive effect on Work Life Balance. Quality of Work Life has a significant positive effect on Work Life Balance which is mediated by Job Stress, Job Satisfaction and Job Commitment

Culture and Behavior Boost Productivity While Loyalty Lowers It in Indonesia

This study explores the relationships between organizational culture, job loyalty, work behavior, and employee productivity at the SAMSAT Sidoarjo Office, with job satisfaction as a mediating factor. Using a quantitative approach and total sampling, data were collected from 130 employees via questionnaires and analyzed using Smart Partial Least Square (SmartPLS). The results reveal that organizational culture and work behavior positively impact productivity, while job loyalty has a negative effect. All three variables positively influence job satisfaction, which in turn enhances productivity. The findings underscore the importance of fostering a supportive organizational culture and positive work behaviors to boost employee satisfaction and productivity. Highlights: 1. Positive Influence: Culture and behavior boost productivity and satisfaction. 2. Negative Impact: Job loyalty decreases productivity. 3. Mediating Role: Job satisfaction mediates culture, loyalty, behavior impacts on productivity. Keywords: Organizational culture, job loyalty, work behavior, employee productivity, job satisfaction

Unleashing Job Loyalty through Leadership, Commitment, and Motivation

This quantitative study examines the impact of leadership, commitment, and work motivation on work loyalty among employees of PT. Benelli Perkasa Motor. Using a total sampling technique, data were collected from 105 employees through distributed questionnaires and analyzed using SPSS. Results indicate that effective leadership, employee commitment, and high work motivation positively influence work loyalty. The findings underscore the importance of fostering these factors to reduce turnover rates, enhance productivity, and cultivate a positive work environment within the organization. Highlight: Leadership influences work loyalty positively. Employee commitment drives organizational success. High motivation boosts productivity effectively. Keyword: Leadership, Commitment, Work Motivation, Work Loyalty, PT. Benelli Perkasa Motor

The Influence of Career Development and Providing Compensation on Job Loyalty and Job Satisfaction As Intervening Variables in Pdam Kudus (Perumda Tirta Muria)

The Influence of Career Development and Providing Compensation on Job Loyalty and Job Satisfaction As Intervening Variables in Pdam Kudus (Perumda Tirta Muria)

Institutional affiliation and Job loyalty and their relationship to performance

The study aimed to identify the concepts of Institutional Affiliation and Job Loyalty, and their role in achieving performance. The study used the analytical method, which depends on deconstructing the basic elements of the research topics, and then studying them in an in-depth manner, and then deriving provisions or rules. Through it, generalizations will made that help solve problems. The study concluded that institutional affiliation is an internal behavior among individuals that pushes them towards greater performance, in order to achieve the organization’s goals and maintain its permanence, continuity and distinction. The degree of institutional affiliation is not fixed, and its intensity increases or decreases according to the reciprocal relationship between individual and organization that belongs to him. The results also indicated that the degree of Job Loyalty is not fixed. The intensity increases or decreases according to what the organization provides to individual in terms of fulfilling his ambitions and hopes, and according to the benefit obtained from belonging to the organization, as the percentage of benefit obtained increases, and the individual’s loyalty to the organization linked to the strength of the relationship between individual and those responsible for it. The results also showed that achieving the required performance requires employees to exert their utmost efforts to reach an outstanding level of performance, and that achieving outstanding performance requires achieving job satisfaction, and the availability of institutional affiliation and loyalty. The study came out with several recommendations.

Responsabilidad Social Corporativa como Estrategia para Mejorar el Rendimiento Empresarial

How Corporate Social Responsibility (CSR) can improve business performance will be analyzed through a qualitative literature review. Relevant academic studies and sources were reviewed to explore the relationship between CSR and business performance. The findings indicate that CSR improves consumer perception and behavior, strengthening loyalty and sales. In addition, it contributes to customer loyalty and retention, increases job satisfaction and commitment, and attracts and retains talent. CSR also improves organizational climate and culture, facilitates market differentiation and fosters innovation. In financial terms, CSR translates into improved direct financial performance, better access to capital and more effective risk management. These benefits not only drive short-term financial success, but also ensure long-term sustainability and growth. Integrating CSR practices into a company's business model is not just a matter of regulatory compliance, but a strategic decision that can profoundly transform its performance and sustainability. CSR is a powerful tool for improving business performance across multiple dimensions, and stands out as a strategic priority for modern companies.

The Role of Emotional Intelligence in Mitigating Employee Turnover: A Psychological Approach

This research investigates the pivotal role of Emotional Intelligence (EI) in mitigating employee turnover from a psychological perspective. Emotional Intelligence—encompassing self-awareness, empathy, and stress management—is identified as a crucial factor in enhancing job satisfaction and organizational commitment, thus influencing employee retention. Employing a library research methodology, the study reviews existing literature on EI's impact on reducing turnover and highlights how high EI levels contribute to lower turnover rates by improving job satisfaction and fostering a stronger commitment to the organization. The study finds that employees with elevated EI are adept at managing workplace stress, fostering positive relationships, and aligning with organizational values. This alignment enhances their job satisfaction and commitment, leading to reduced turnover rates. The findings have practical implications for organizations, suggesting that integrating EI assessments into recruitment processes, developing EI training programs, and creating supportive work environments can significantly improve employee retention. Prioritizing EI development helps in building a more resilient and engaged workforce, thereby contributing to organizational stability and performance.

일·생활 불균형이 창업의지에 미치는 영향

Workers experience the loss of individual resources due to work-life imbalances and try to pursue economic activities continuously by securing new resources through entrepreneurship and the adversity quotient. The purpose of this study is to explore the factors that influence the transformation of them into entrepreneurs and to verify the path in which entrepreneurial intention is formed. to verify the path in which the will to start a business is formed. Accordingly, the effects of work-life imbalance on entrepreneurial intention were explored by targeting office workers in Korea. By analyzing the effects of work-life imbalance on entrepreneurial intention through its mediation on entrepreneurship and regulation on the adversity quotient empirically, this author attempted to explore the factors that influence their conversion to entrepreneurs and implications in it. Through an online survey, the following results were derived by using SPSS and PROCESS Macro based on 350 respondents’ data. First, the positive effects of work-life imbalance on entrepreneurial intention were verified. It means that from a long-term perspective, work-life imbalance is rather an important factor in increasing entrepreneurial intention as a positive stimulus. Second, it was confirmed that entrepreneurship is an important key mediating factor that provides the challenge of change and innovation between work-life imbalance and entrepreneurial intention. Third, it was found that the adversity quotient is an important factor in converting losing resources into positive energy between work-life imbalance and entrepreneurial intention. Academically, main topics have been on work-life balance, job commitment, and turnover intention rather than work-life imbalance, and research subjects related to start-ups have been students, retirees, or seniors mainly. This study is differentiated as it deals with the correlation between work-life imbalance and start-ups. Also, it extends the research subjects in terms of ripple effects targeting office workers that account for 97% of the economically active population. This study verified that start-up activities that change the negative situation of work-life imbalance experienced by many office workers positively may work as an alternative, and it is practically meaningful in solving social problems as it helps vitalize start-ups and create various jobs afterwards.

أثر القيادة بالحب على الولاء الوظيفي لدى العاملين في القطاع الصحي بمحافظة حفر الباطن

This study aimed to determine the extent of the impact of the leadership style with love on the performance of the organization in general. It also shed light on leadership with love (fatherly leadership) or as leadership with the maternal nature is called, as an effective leadership style, and an attempt to show and clarify its role in improving the job satisfaction of subordinates, through... Reviewing many relevant studies, and for this purpose, the researcher used the questionnaire tool in order to reach the objectives of the study. The results showed that leadership with love was high in the case of the study, as it came with an average of (3.89). The study finally concluded that love is an effective leadership method for achieving job satisfaction. The percentage of influence of leadership with love on job loyalty reaches 56%, and the results confirm the validity of the regression model, as it was statistically significant, the value (F) = 459.124, the value of the level of significance is less than 0.001, and the value of the regression coefficient = 0.574, which shows that the more leadership with love increases by One, job loyalty increased by 0.574, and the regression coefficient was also statistically significant, as the value of (t) = 21.427, and the significance level value was less than 0.05. Finally, the study recommended that the leader always work to build a work environment far from routine and close to interaction and harmony. This is because job satisfaction for employees is a result of love.

From leadership to allegiance: the interplay of middle leadership, teacher job satisfaction and commitment in schools

PurposeMiddle leadership is difficult to define and fathom as these roles are fluid, adapting to the context of individual schools. However, little is known about the relationships among middle leadership, teacher commitment and job satisfaction in the field of education. The purpose of this paper is to propose a conceptual framework on the mediating role of teacher job satisfaction in the relationship between middle leadership and teacher commitment in schools based on past research, particularly in the context of schools.Design/methodology/approachA review of literature was undertaken to develop the conceptual framework.FindingsFindings suggested that middle leadership can positively influence teacher commitment via the mediating effect of teacher job satisfaction.Originality/valueThe value of this paper lies in understanding middle leadership as a salient factor in influencing teacher commitment via teacher job satisfaction. This paper’s framework lays a strong foundation for the expansion of the middle leadership knowledge base on middle leadership as well as for future theory development and debate.

MANAGEMENT PRACTICES: SHAPING EMPLOYEE SATISFACTION AND COMMITMENT IN LARGE GERMAN COMPANIES

The rapid evolution of the political, economic, and social landscape has generated increased interest in understanding the contextual application of Management styles and behaviours toward employees. In this context, organizations must comprehend and assess employee satisfaction to enhance productivity and realize their strategic and economic goals. Therefore, this study aims to investigate the prevailing and significant Management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment. To achieve the research objective, the study will employ a qualitative method to explore Management behaviours toward employees. Data was collected through interviews with randomly selected Managers from different companies and departments. The study aims to uncover discrepancies or variations in employee expectations regarding Management behaviour. The findings will provide a better understanding of the most prevalent and significant Management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment. The results will be valuable to Management in adopting suitable leadership styles and improving employee satisfaction, leading to increased productivity and organizational performance. The research will contribute to the existing body of knowledge in the field of Management and human resource Management by providing insights into the impact of Management behaviours on employees. It will also offer recommendations to Management on how to enhance employee satisfaction and job commitment, leading to improved organizational performance. In conclusion, this study will investigate the prevailing Management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.

Potential impact of relational job design on future intentions of episodic volunteers in major sport events.

Based on Social Identity Theory, this study hypothesized the parallel mediating roles of organizational commitment, and commitment to beneficiaries, in the relationship between relational job design and future volunteer intentions among episodic volunteers at a mega sport event. Perceived organizational support was tested as a moderator of this relationship. Participants were 617 episodic volunteers (35.7% male and 64.3% female) at the 7th CISM Military World Games in Wuhan, China, who completed online questionnaires. Regression-based analyses indicated that relational job design positively predicted future volunteer intentions through organizational commitment. Although the results did not indicate a mediating role of commitment to beneficiaries, relational job design was still shown to positively predict commitment to beneficiaries. Furthermore, the association between relational job design and commitment to beneficiaries was moderated by perceived organizational support, such the effect was stronger when perceived organizational support was high. The results have practical implications for strengthening episodic volunteers' intentions to participate in future mega sport events, creating a legacy of volunteerism.

Generational differences in work attitudes: The role of union instrumentality and socioeconomic status

Although the work attitudes of new generations entering the labor market are significantly different from those of previous generations, whether these different attitudes are due to generational or age effects is unclear. This study analyzes the work attitudes of different generations of young adults of the same age using data from the 2006 and 2019 Korean Workplace Panel Surveys. The results show that millennials and Generation Z, the young adults in 2019, are less satisfied with their jobs and less committed to their organizations than Generation X, the young adults in 2006. Second, millennials and Generation Z have higher union instrumentality than Generation X, which, in turn, is positively associated with job satisfaction. Finally, perceived current socioeconomic status exacerbates the negative relationship between cohorts and job satisfaction, whereas perceived future improvement in socioeconomic status mitigates the negative relationship between cohorts and job commitment. The authors discuss the findings as they relate to economic disadvantages, including fewer opportunities in the labor market for new generations.

The Influence of Career Development, Job Loyalty and Employee Welfare on Employee Performance in National Unity and Political Agencies in South Minahasa

This research aims to determine the influence of career development, job loyalty and Employee Welfare on employee performance at the National Unity and Political Agency of South Minahasa. This research uses quantitative and associative methods. The sampling technique in this research used saturated samples. Data collection in this research used a questionnaire distributed to 35 respondents who were KESBANGPOL Agency employees. The results show that career development, job loyalty and employee welfare simultaneously have a significant effect on the performance of employees of the National Unity and Political Agency of South Minahasa. Career development partially and significantly influences the performance of employees of the South Minahasa National and Political Unity Agency. Job loyalty partially and significantly influences the performance of employees of the National Unity and Political Agency of South Minahasa. Employee welfare partially and significantly influences the performance of employees of the National Unity and Political Agency of South Minahasa. It can be concluded that Career Development, Job Loyalty and Employee Welfare simultaneously have a positive and significant effect on the performance of employees of the South Minahasa National and Political Unity Agency, while the variables of career development, job loyalty and employee welfare partially have a positive and significant effect on the performance of National Unity and Political Agency employees. South Minahasa Politics. For the National Unity and Political Agency of South Minahasa, the variables of career development, job loyalty, and employee welfare have been proven to influence employee performance