Commitment Level Of Employees Research Articles

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.

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.

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.

Effect of Wages and Incentives on Employee Performance of PT. Bank of North Sumatra, Lubuk Pakam Branch

Every company or agency in implementing programs that are directed is always efficient to achieve company goals. One way is to improve employee performance. Performance as a result of employee work is seen from the aspects of quality, quantity, working time, and cooperation to achieve the goals that have been set by the organization. The company's performance is said to be of quality and successful in achieving its objectives, which can be influenced by factors that come from within the company such as the competencies possessed by employees and employee work discipline and the provision of financial compensation in accordance with the ability of employees to complete their duties and responsibilities, resulting in output quality. PT. Bank of North Sumatra which is a source of businesses engaged in banking. The level of employee commitment in providing the best service will greatly affect the achievement of the goals of the company which in turn will lead to the growth of the bank. Banks are business entities whose growth is highly dependent on the amount of third party funds that are collected and channeled again to the public. This research was conducted with the aim to determine the effect of Wages and Incentives on Employee Performance of PT. Bank of North Sumatra, Lubuk Pakam Branch. This is to determine the effect of Intellectual Competence on Employee Performance at the Lubuk Pakam Branch of the Bank of North Sumatra. This is to determine the effect of Work Discipline on Financial Compensation at the Lubuk Pakam Branch of the Bank of North Sumatra. The results of this study are the wages and incentives given to PT. Bank Sumut, Lubuk Pakam Branch, to the employees of Bank of North Sumatra has a very good effect on improving employee performance. PT. Bank of North Sumatra has made all employees very welfare without prioritizing personal interests. Employee performance of PT. Bank Sumut Lubuk Pakam Branch has increased the provision of good wages and incentives at PT. Bank of North Sumatra, Lubuk Pakam Branch, 2020.

Level of Employee Loyalty from Generation Z

Since generation Z dominates North Sumatra province and Medan City has the largest number of residents in North Sumatra province, we want to find out the level of employee loyalty from generation Z Medan City. The data was taken primarily and was distributed to 385 respondents of employees from generation Z Medan City using nonprobability sampling techniques. Data is processed using technical descriptive statistical analysis. The results showed that there are still many employees of Generation Z Medan City who have never changed jobs (44.94%) and the most working period is 1 year - 3 years (41.56%). The level of employee loyalty from generation Z Medan City is in a high category class from the aspects of obedience and submission, responsibility, devotion, and honesty. This is likely influenced by the characteristics of generation Z, the increasing unemployment rate in North Sumatra Province, and the impact of the COVID-19 pandemic. Generation Z women employees are more loyal than men employees, which may be caused by job stability or labor chaos.

DAMPAK KOMPENSASI DAN BEBAN KERJA TERHADAP LOYALITAS KARYAWAN PADA PT. BERLIAN MULTI SEJAHTERA

Human resources are an essential element in determining the smooth running of the organization's activities. Human resources as the company's most critical asset because their role has been used as the subject of company policies and operational activities. The level of employee loyalty in the company is strongly influenced by the compensation and workload given to employees. This study aims to determine the effect of compensation and workload on employee loyalty at PT. Berlian Multi Sejahtera. The sample size of this study was 55 people using the saturated sampling method—the collected data through questionnaires and interviews. The outer model test assessed the validity and reliability of the questionnaire first. In testing the hypothesis using the SEM PLS method, it is known that the t-test, p-values, and the original sample. The results that compensation contributes to employee loyalty, while workload does not contribute to employee loyalty.

Factors Affecting Organizational Commitment of Employees in Healthcare Sector of Kathmandu Valley

In today’s context the demand for healthcare service has increased due to people’s awareness on the importance of health and quality of life. Though there is a lot of advancement in medical technology employees are considered an important asset of an organization. Employees' commitment is important matter to consider because the presence of committed employees helps in reducing absenteeism, delays and turnover in the organization. So, the aim of the study is to investigate the factors affecting organizational commitment of employees in healthcare sector of Kathmandu Valley. In order to fulfill the objectives of the study, the survey was conducted using a well-structured and self-administered questionnaire. The sample of 185 was randomly selected from sampling frame of 4683 employees of 11 private hospitals of Kathmandu Valley. Data were analyzed using descriptive statistics, correlation and regression analysis. The study revealed that the level of employee commitment is moderate in hospitals of Kathmandu Valley. The findings derived from multiple regression analysis confirmed that organizational reward and work-life balance are important factors that positive and significantly affect organizational commitment. It indicates that higher the organizational reward and work-life balance, higher would be the organizational commitment. However, supervisory support, training and development and organizational culture do have insignificant influence on organizational commitment of employees in health care sector of Kathmandu Valley. Thus, it is assured that the results from the study are more valid and they could have a significant policy implication for concerning health sector authorities of Nepal.

Impact of inclusiveness on organizational commitment among employees of IT industry

Organizations continue to be challenged by diversity in their workforce. Hence it becomes imperative to nurture an inclusive workplace where all employees can co-exist and thrive. The primary objective of the current study is to examine the relationship between different constructs of inclusiveness and the organizational commitment of employees. Their search for the study is based on the data collected from multiple IT organizations across major cities (Delhi, Mumbai, Bangalore, and Pune) of India. A structured questionnaire was distributed. Multiple regression analysis was applied on the primary data obtained from 160 respondents to interpret the impact on the organizational commitment by different constructs of inclusiveness. The results from the study reveal that different constructs of inclusiveness (supervisor role, relationship with co-workers, and organizational practices) have a significant effect on the organizational commitment of an employee. The study highlights the importance of creating a sense of acceptance among employees of an organization through inclusive work culture, which ultimately enhances the commitment level of employees towards their organization.

Sustaining employee commitment by utilising hr practices in 2021: post covid scenario

The last two years has been avalanche of change in HR practices. The global pandemic has altered the reality of Hr practices and redefined the work areas completely. This article will present how the transformation has been made and further how HR will emerge in the future. Organizations around the world has scrambled to react and handle the sudden pandemic effect because of which a sudden transformation was of immediate need. The emergence demanded for digital transformation strategies which are suppose to be of people centric. Understanding the prevailing scenario and peoples mindset, digital transformation was inevitable for all organizations.Considering the shifts in the industry, it is very important to keep in pace the rapid development This paper makes an attempt to study how HR practices were been designed to sustain the commitment levels of employees in various organizations from IT sector.

DEMOGRAPHIC DIFFERENCES MATTER ON JOB OUTCOMES: PSYCHOLOGICAL CONTRACT’S MEDIATING ROLE

Purpose – Drawing upon prior researches on the social exchange theory, we examine the effect of employee demographic variables on psychological contract fulfillment, which eventually influences employee’s job satisfaction, intention to leave, organizational citizenship behavior, cynicism, and task performance. Research methodology – Data from 274 employees of different manufacturing enterprises has been collected through the survey. Description and interpretation statistics are used through SPSS and also AMOS. Structural equality modeling is used to assess the psychological contract’s mediating function. Findings – Data analysis shows that psychological contract fulfillment mediated positive relationships between demographic variables and constructive job outcomes; in contrast, mediated negative relationships between demographic variables and destructive job outcomes. Research limitations – This paper applies data from the manufacturing industry operating in Turkey, which may prevent the generalizability of the paper. More study is needed to confirm these results on different samples in order to generalize findings. In addition, the data comes from a single source, raising the risk of common technique bias, and is focused solely on self-reports. Practical implications – The study suggests that organizations review and revise their ideas on the exchange connection with their workforce as job outcomes of employees are connected to PC fulfillment. In practice, managers and leaders may highlight that such fulfillment constitutes an investment of resources into and a long-term commitment to the employee in addition to satisfying relational responsibilities. Leaders should place a strong emphasis on increasing employee commitment levels. Creating a culture of trust and loyalty fosters beneficial behavioral and attitudinal results among employees. Originality/Value – This study investigated psychological contract fulfilment’s mediator effect on the relationship between demographic differences and job outcomes.

DAMPAK GAYA KEPEMIMPINAN TERHADAP LOYALITAS KARYAWAN DAN TURNOVER INTENTION (STUDI KASUS PT BANK XYZ TBK)

The Indonesian banking industry had a voluntary turnover rate in 2019, this could indicate a low level of employee loyalty in Indonesian banking. This research was conducted using qualitative research methods and semi-structured interview questions. There were a total of thirteen interviewees, twelve employees and a senior human resources manager who worked at PT Bank XYZ as a triangulation process. Thematic data analysis was used to analyze the data. The results of the interview show that the leadership style has a high leadership style and has a maximum effect on employee loyalty and turnover intention at PT Bank XYZ. Transformational leadership style and democratic leadership style are the most suitable leadership styles to increase employee loyalty and reduce turnover intention of employees working at PT Bank XYZ. In addition, the results of the interview show that there are eight main factors that influence employee loyalty and turnover intention of employees working at PT Bank XYZ. The eight main factors are: Work-Life Balance, Passion for Job, Salary, Bonuses and Benefits, Relationship with Leader, Relationship with Team Members, Leader Appreciation and Respect, Career Path, and Personal Development. From the results of thestudy, it can be concluded that leadership style is the most important and important factor influencing employee loyalty and turnover intention as stated by interviewees. Transformational and democratic leadership styles are the most suitable leadership styles to increase employee loyalty and reduce turnover intentions at PT Bank XYZ.