Commitment Level Of Employees Research Articles

Pengaruh budaya organisasi dan komitmen organisasi terhadap kinerja karyawan

Healthcare services in hospitals are a significant concern in Indonesia, where the quality of employee performance is often considered suboptimal. This may be influenced by cultural factors and levels of employee commitment. This study aims to examine the impact of organizational culture and organizational commitment on employee performance in hospitals, both individually and collectively. The research adopts a quantitative correlational approach. Research subjects were selected using purposive sampling techniques, with data obtained from 167 hospital employees in Lamongan. The study utilized scales measuring employee performance, organizational culture, and organizational commitment. Data analysis was conducted using multiple linear regression. The results indicate that organizational culture and organizational commitment together have a significant effect on employee performance, with an F value of 15.864 and a p-value less than 0.000, contributing an effective contribution of 16.2%. However, the partial effect analysis reveals that while organizational culture influences employee performance, organizational commitment does not significantly affect employee performance.

Kompetensi dan Komitmen dalam Manajemen SDM Kontemporer

This study aims to explore the role of competence and commitment in contemporary human resource (HR) management and how they affect organizational performance. In the context of a dynamic and increasingly complex business environment, HR competencies and employee commitment levels are key factors in achieving competitive advantage. This study uses a quantitative approach by distributing questionnaires to HR professionals in various industries to collect data on competency development, HR policy implementation, and employee commitment levels. The results of the study show that there is a significant relationship between good HR competence and high employee commitment to increasing productivity and organizational effectiveness. This research suggests that companies should focus more on developing employee competencies and strategies to increase commitment to face modern managerial challenges. These findings are expected to provide insight for HR practitioners in designing more effective policies and practices to support organizational growth and success.

The Influence of Work Culture on Employee Commitment With the Work Environment as a Moderation Variable At the Binjai City Regional Secretariat Office

A work culture that is not clearly understood and a low level of employee commitment will cause inconsistency in behavior and lack of motivation of employees at work. The purpose of this study is to find out and analyze the role of the work environment in strengthening the influence of work culture on employee commitment at the Binjai City regional secretariat office. This research was conducted with a causal associative quantitative approach. The sample used was all ASN employees with a total of 82 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) showed that: 1) Work culture had a positive and significant effect on work commitment with a T-statistic value of 25.026 > 1.96 and a P-Value of 0.000 < 0.05; 2) The work environment has a positive and significant effect on work commitment with a T-statistic value of 4.164 > 1.96 and a P-Value of 0.000 < 0.05; and 3) the work environment was not able to significantly strengthen the influence of work culture on work commitment with a T-Statistic value of 0.791 < 1.96 with a P-Value of 0.431 > 0.05. These findings confirm that in the context of this study, the work environment does not have a significant impact in strengthening the relationship between work culture and employee work commitment. This shows that while a conducive work environment is important in improving employee satisfaction and well-being, when it comes to work commitment, other factors also need to be considered. Rewrite neatly without diminishing meaning

The Effect of Supervision on Employee Performance With Work Commitment as a Variable Moderation at PT. Media Persada Technique

Challenges in maintaining the effectiveness of the oversight system, lack of resources, and low levels of employee commitment underscore the importance of a holistic approach to improving organizational performance. The purpose of this study is to find out and analyze the influence of supervision on employee performance moderated by work commitment at PT. Media Teknik Persada. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 61 employees. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that 1) Supervision had no effect on employee performance with a T-statistic value of 0.816 < 1.96 and a P-Value of 0.418 > 0.05. 2) Work commitment has a positive and significant effect on employee performance with a T-statistic value of 3.169 > 1.96 and a P-Value of 0.002 < 0.05. 3) Moderating variables, namely work commitment, were not able to significantly strengthen the influence of supervision on employee performance with a T-Statistic value of 0.002 < 1.96 and a P-Value of 0.999 > 0.05. The implications of these findings explain that management must be able to take a more holistic approach to managing human resources, by focusing more on organizational culture through the involvement of work commitment, while considering effective and not excessive supervision in improving employee performance

The Impact of Work Conflict and Work Stress on Organizational Commitment: The Mediating Role of Motivation

Aims: This study examines the influence of job conflict, work-related stress, and employee motivation on organizational commitment, addressing their critical importance to organizational sustainability and employee commitment levels. Study Design: This is a quantitative research study. Methodology: Data were collected through surveys from a diverse sample of employees. Structural Equation Modeling (SEM) was applied using tools such as SPSS, Partial Least Square (PLS), and the Sobel Test to analyze the data. Results: The findings indicate that job conflict directly influences organizational commitment, whereas work stress does not have a direct impact. However, work stress significantly affects employee motivation, which subsequently impacts organizational commitment. Motivation serves as a mediator between job stress and organizational commitment, a relationship not observed with job conflict. Conclusion: This study contributes to the literature by elucidating the complex relationships among job stress, workplace conflict, and motivation, highlighting the mediating role of motivation in the link between job stress and organizational commitment. Future research should consider longitudinal designs and a broader range of industries to enhance the generalizability of these findings.

Hubungan Kepemimpinan Transaksional dengan Loyalitas Karyawan Pada PT. Sejahtera Wahana Gemilang (Chitose Internasional)

The purpose of this research is to explain the relationship between transactional leadership and employee loyalty at PT sejahtera wahana gemilang ( Chitose internasional) This research uses a qualitative approach, namely using a literature review or study methodology. Data collection techniques include searching for literature that discusses existing problems and collecting and analyzing data from various library sources, including books, periodicals, newspapers, magazines and other materials. The results of this research are that leadership style has a positive effect on employee performance and transactional leadership style has a significant relationship with PT employee loyalty. PT sejahtera wahana gemilang ( Chitose internasional) The results of this research imply that if the transactional leadership implemented is better, the level of employee loyalty will be higher.

The Role of Leadership and Discipline to Increase Commitment to Loudry Harfia Employees

The Role of Leadership and Discipline to Increase Commitment to Loudry Harfia Employees

Human Resource Development and Employee Commitment in Nepalese Commercial Banks

The level of employee commitment is a significant issue for many firms throughout the world. As a result, many firms are using a variety of human resource development techniques to increase employee commitment. Employee dissatisfaction has been voiced in the field of compensation, which is characterized by unequal rewards, inadequate compensation and lack of job security. The purpose of this research is to focus on analyzing the relationship between HRD dimensions and employees' commitment working across various commercial banks in Nepal. The study's independent variables were Training, Compensation, Job Security, and Reward. The dependent variable was employee commitment. The descriptive research design was used. The population of the study was 46408 employees and a simple random sample technique was used to choose 396 employees from 11 commercial banks under probability sampling method. Data were collected using a standardized questionnaire on Likert Scale with 1 specifying a strongly disagreement and 5 a strongly agreement. Descriptive statistics, correlation, and regression analysis were used to analyze the data. Cronbach's Alpha had been used to test for reliability. Reliability is acceptable with a Chronbach's Alpha rating of 0.76 on an average. IBM, SPSS version 26 was used to analyze the data. The study concluded that employees' Training, Compensation and Job Security had a favorable and significant relationship with employee commitment, Reward had a negative but significant impact on Employee Commitment. The study recommended that the policy makers and BOD of Nepalese Commercial banks should design an effective welfare policy to enhance commitment of employees.

Role of Employee Commitment in Total Quality Management on Performance of Institutions of Higher Learning in Kenya

Employee commitment is one of the common thematic areas for TQM in the service sector. It is crucial in fostering a sense of purpose, dedication, and alignment with the organization's mission and values. Since organization performance is linked to product quality and depends on its employees' dedication, organizations seeking competitive advantages through TQM must critically examine the levels of employee commitment. The universities in sub-Sahara Africa face elevated environmental dynamism in providing quality education. Due to conceptual gaps in the studies on employee commitment to university education in Kenya, the study evaluated the influence of employee commitment on the performance goals of private universities in Kenya. The study targeted seventeen (17) privately chartered universities founded by religious-based institutions in Kenya and utilized descriptive research design. The study censused 17 heads of administrative sections, functional departments and academic sections and used questionnaires as the primary data collection tool. Cronbach's Alpha reliability testing indicated that the instrument achieved scale reliability. The study used both descriptive and inferential analysis, and the results indicated that performance goals positively correlated with employee commitment (r = 0.670, p < 0.05) and explained 45.82 % variance in performance goals with an effect size; β1 = 0.67697 (t = 12.97, p< 0.05). The findings showed that employee commitment significantly influences the performance goals of these universities. The study recommends that these universities should seek to train, develop and align their human capital towards higher quality objectives from individual, departmental and organizational levels. This study is significant to the stakeholders in privately – chartered universities in Kenya and related contexts, as it will offer more enriching information on employee commitment to quality

Training Mediated by Organizational Culture and Moderated by Organizational Commitment and Leadership as Control Variables

The purpose of this research article is to find out whether there is an influence between variables in this study. This study used a quantitative research approach. The population consisted of 65 supervisors, whose online questionnaire was distributed to several manufacturing companies in Jababeka in January – February 2024, resulting in 65 responses. The sample size remains 65 supervisors. The collected data was analyzed through multiple regression analysis using SEM PLS series 4. Before conducting data analysis, several tests were carried out to determine the significance between variables both individually and simultaneously. Leadership is more instrumental in shaping organizational commitment than training. Therefore, companies need to pay attention to leadership development as one of the strategies to increase the level of employee commitment to the organization.

The Influence of Leadership and Organizational Culture on Employee Performance at PT Lippo General Insurance

Field observations show that the performance of employees at the company PT. LIPPO General Insurance needs to improve and optimize. This can be seen from the low level of employee commitment which can be seen from a lack of sense of responsibility in completing work tasks and responsibilities. Some employees were also found not to be punctual which affected funding at the PT company. LIPPO General Insurance. The research carried out aims to determine the influence that leadership and organizational culture have on the performance of PT Lippo employeesGeneral Insurance. The research is in the quantitative category with multiple linear regression analysis. The results of the research show that leadership has a positive and partially significant influence on employee performance as evidenced by Tcount 2.991 > 2.021 Ttable and significance 0.005 < 0.05. Organizational culture influences employee performance positively and partially significantly based on the results of Tcount 2.873 > 2.021 Ttable and significance 0.007 < 0.05. Furthermore, leadership and organizational culture have a positive and significant influence simultaneously on employee performance as shown by the F count of 16.680 > 3.24 F table and a significance value of 0.000 < 0.05. The influence of the two independent variables including leadership and organizational culture on employee performance was 46.1%, with the other 33.9% influenced by other factors outside the research.

Employee Attitude and Job Motivation as Influencers of Employee Commitment Among Selected Multi-Purpose Cooperatives in Davao City

Employee commitment is crucial for the prosperity of the organization. The study aimed to determine the influence of employee attitude and job motivation on employees’ commitment among Multi-Purpose Cooperatives in Davao City. A descriptive-correlational design was utilized in the study with a purposive quota of 200 respondents from among the 10 selected multi-purpose cooperatives in Davao City. Mean, Standard Deviation, Pearson R, and Multiple Regression Analysis were used to analyze the gathered data. Research findings unveiled that the level of employee attitude toward multi-purpose cooperatives in Davao City is often manifested. The cooperative may instigate and cultivate activities and practices to enhance employee engagement and satisfaction. In addition, the level of job motivation is often manifested. The company cooperative may sustain and improve the procedures concerning employee motivation. Moreover, the level of employee commitment of cooperative personnel is often evident. The study suggests implementing flexible working arrangements and utilizing task management tools to improve and elevate the working conditions among employees. Further, employee attitude and job motivation significantly correlate with employee commitment. Also, the combined influence of employee attitude and job motivation can explain 71.6% of the variation in employee commitment.

The Moderating Role of Ethical Leadership In the Relationship Between Person-Organization Fit and Organizational Commitment: A Case Study In Accomodation Establishments

The main purpose of this study within this context is to determine the relationship between the organizational commitment levels of employees in accommodation establishments and person-organization fit in Izmir. And to determine whether ethical leaders have a moderating role and present the degree of influence in aforementioned relationship. The sample of the research consists of employees working in 4 and 5-star hotels in İzmir city center, Turkey. In the study, 447 questionnaires were obtained and the data were analyzed with quantitative research methods.
 It was found as a result of the SEM analysis that ethical leadership has an effect on person-organization fit and organizational commitment, and also person-organization fit has an effect on organizational commitment. Although there was a statistically significant effect between the variables of the study, it was determined that ethical leadership did not have a moderating role in the relationship between organizational commitment and person-organization fit. The outcome of the research was announced about the findings obtained, and suggestions for researchers and practitioners in the relevant literature are included within line with the outcomes.

PENGARUH KEPUASAN KERJA TERHADAP KOMITMEN KARYAWAN CV MONANG CITA ABADI

Many employees often leave CV Monang Cita Abadi without clear reasons, and some employees who stay do not work optimally, causing work not to be completed on time. This study aims to examine and analyze the impact of job satisfaction on the level of employee commitment at CV Monang Cita Abadi. Data collection methods in this study include the use of questionnaires, interviews, and documentation studies. Furthermore, the data was processed using SPSS 21.0 for windows software. The data analysis method used is descriptive method and Simple Linear Regression to measure the effect of Job Satisfaction (X) on Employee Commitment at CV Monang Cita Abadi. The results of testing the correlation coefficient (R) show that the relationship between job satisfaction and employee commitment is very close. Job Satisfaction is proven to be the dominant factor influencing Employee Commitment at CV Monang Cita Abadi.

An assessment of demographic variables affecting employees’ organizational commitment in India’s thermal power sector

This study aims to analyze the impact of three demographic variables (gender, age, and work experience) on the commitment levels of employees in the Indian thermal power sector. 379 responses were collected through convenience sampling from the executives of NTPC Ltd, a major power utility in India. The facets of organizational commitment (affective commitment, normative commitment, and continuance commitment) were assessed using a standard scale. The quantitative research was done using statistical instruments of one-way ANOVA and independent sample t-test. The findings revealed a positive correlation between the three components of organizational commitment: affective, continuance, and normative. Further, the results highlighted that age plays an essential role in organizational commitment levels; it is found that commitment increases with the age of employees (F = 5.781, p < 0.01). However, gender is not making any variation in organizational commitment (F = –0.502, p < 0.01). Therefore, male and female employees enjoy equal commitment levels toward their work. The study further indicated that work experience significantly influences organizational commitment (F = 4.800, p < 0.01), and it is found to be greater for more experienced employees.

The impact of green culture on employee organizational commitment: The mediating role of green identity

ABSTRACT The importance of environmental issues leads the managers of organizations to implement green policies. Besides having environmental benefits and fulfilling the organization’s social responsibilities, implementing these policies will also have internal benefits that encourage managers to review internal organizational structures and identify the factors that affect them. This study examines how the green culture of the organization is one of the critical structures within the organization on the level of employee commitment through the mediation of the green identity of the organization. In this study, the analysis of standard questions of research variables in the statistical population, i.e. the staff of industrial estates in Isfahan province, has been used. The approach used in this research is structural equational modeling with the partial least squares method, done and analyzed by SmartPLSsoftware. The results show that green organizational culture directly affects organizational commitment. In addition, green organizational culture through green organizational identity as a mediating variable affects organizational commitment, and thus the mediating role of green organizational identity is strongly confirmed. The responsibility of organizations to protect the environment can be considered a factor in increasing organizational commitment and thus lead to further promotion and success of the organization. Therefore, organizations can create policies to implement green culture in addition to green identity in the organization can increase employee commitment to the organization, which is an essential result of this research.

Reframing talent acquisition, retention practices for organisational commitment in Malaysian SMEs: A managerial perspective

This paper explores whether employee commitment to the organisation is influenced by talent acquisition and retention practices. How do SMEs retain talent and encourage commitment and job embedding when their very existence is in doubt? The talk these days is about layoffs, terminations, reduced pay, no-pay leave and redeployment; how will SMEs fare in this scenario? This qualitative study includes in-depth interviews conducted using a social constructivism approach in order to gain a better understanding of the world in which we live and work. Individual meanings are formed not entirely within the individual, but through interaction with others, the social, where meaning is given. The template analysis method is used to analyse the interviews, which include specific themes. The findings point to a misalignment between talent acquisition, talent retention practices and organisational commitment. There has been no clear development in terms of how both can complement each other. As a result, the dimensions of person-organisation and person-job fit serve as a link between talent acquisition, retention and commitment. This contributes to higher levels of employee commitment, job embeddedness and an internal culture that may influence employee retention decisions. At the interpersonal level, SME owners must understand, nurture and motivate their talent. As an effective employee retention tool, monetary incentives play only a minor role. Talent retention is based on implementing a structured talent acquisition practice that includes a highly targeted cost-effective hiring plan. Talent acquisition includes fit dimensions that demonstrate a nuanced perception of individualised consideration, such as flexible work, belonging, career growth and interpersonal relationships.

Faculty commitment and performance in Montfortian educational institutions: Basis for a faculty development program

This descriptive-correlational study aims to determine the level of employee commitment and performance of the faculty members of Montfortian educational institutes in Southeast Asia having locale, employment status, educational attainment, and years of service as the selected variables for analysis. The randomly selected sample respondents for the study were the 81 teachers employed in two Montfortian Educational Institutions in Southeast Asia. The level of commitment was measured in three dimensions: Affective commitment, continuance commitment, and normative commitment. The level of performance was measured using four dimensions: Knowledge of the subject matter, knowledge of the nature of the learners, professionalism, and community engagement. Statistical analysis was made using the T-test and ANOVA. The findings of the study showed a “Very High” level of commitment of the faculty members both taken as a whole and when classified according to the selected variables. The exception is the level of continuance commitment among those who have served the school for more than 20 years. The level of performance was found to be “Very Good,” although it varied from “Very Good” to “Excellent” when analyzed by variables. A “Moderate Significant Relationship” between the levels of commitment and the levels of performance was established. The “locale” of the respondents significantly made a difference in the levels of commitment and in the relationship between the level of commitment and the level of performance. The result of the study shall be the basis for the formulation of a faculty development program to address the perceived gaps based on the findings of the research study.

Leadership styles and employee commitment

The relationship between leadership style and employee commitment is a vital aspect of organization dynamics. The leadership can be broadly defined as the relationship between an individual and a group built around some common interest where in the group behaves in a manner directed or determined by the leader (Shastri et al., 2010). This paper explores how various leadership styles, such as transformational, transactional and laissez faire, impact employee commitment levels. The study examines the leaders’ communication, decision making methods, and motivation strategies on employee’s emotional attachment to the organization and their willingness to contribute. By analyzing existing literature and empirical studies, this paper highlights the nuanced connections between leadership styles and employee commitment. Understanding these connections can provide insights for organization seeking to enhance employee commitment through effective leadership approaches.

Transformational leadership influences on organisational justice and employee commitment in a customer service organisation

Orientation: Organisations are facing several challenges pertaining to effective leadership, fairness and loyalty of employees. The moderating influence of transformational leadership (TL) on the relationship between justice and employee commitment is still largely unknown and needs to be explored further, especially within the customer service industry. Research purpose: The aim of this study was to determine the relationship between organisational justice and employee commitment and to examine the moderating effect of TL on the relationship between organisational justice and employee commitment in a customer service organisation. Motivation for the study: The research setting of this study is a customer service organisation. This organisation calls for a role model leadership approach, such as TL, to create a just, fair workplace and ultimately increase the level of employee commitment. Research approach/design and method: A quantitative cross-sectional survey design was used to collect the data from a sample of 111 permanently employed staff in a South African customer service organisation. Main findings: The findings indicate that TL had a significant positive relationship with organisational justice and employee commitment. Furthermore, the results indicate that TL moderated the relationship between organisational justice and employee commitment. Practical/managerial implications: The findings showed that TL could be vital as an effective leadership approach that can enhance justice perceptions and psychological attachment in the workplace. Contribution/value-add: This study contributes to the theoretical debate on TL, workplace fairness and psychological attachment by providing empirical support on the effect of TL on the relationship between justice and commitment perceptions.