Low Organizational Commitment Research Articles

Perceived organizational change strengthens organizational commitment and organizational citizenship behavior via increased organizational nostalgia.

Organizational change has been thought to evoke negative employee responses, yet it is ubiquitous in modern market economies. It is thus surprising that the adverse effects of organizational change are not more visible or apparently disrupting. We hypothesized that, although perceived organizational change, by inducing change apprehension, stimulates negative employee responses (i.e., lower organizational commitment and organizational citizenship behavior [OCB]), it also elicits organizational nostalgia, which engenders positive employee responses (higher organizational commitment and OCB). We tested our hypotheses in nine studies. First, across four experiments (two preregistered), perceived societal or organizational change elicited organizational nostalgia and, via organizational nostalgia, increased employees' organizational commitment and OCB. Subsequently, in two preregistered experiments, induced organizational nostalgia (vs. control) strengthened employees' commitment to the changed organization and galvanized their defense of organizational change. Finally, in a preregistered follow-up experiment and two preregistered surveys, we tested and validated our full model regarding the opposing mediating roles of change apprehension and organizational nostalgia. The findings help to understand why effects of organizational change are less disruptive than might be expected and clarify the role of organizational nostalgia during organizational change. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The Job Satisfaction Paradox: Pluralistic Ignorance and the Myth of the “Unhappy Worker”

American media coverage of the “Great Resignation” may have contributed to a belief that job dissatisfaction is widespread in the United States, even though surveys show relatively high and stable levels of job satisfaction among American workers. Using data from the 2023 Quality of Employment Survey, we investigate whether individuals’ beliefs about job dissatisfaction mirror empirical evidence or align more with media portrayals of widespread discontent. While most study participants expressed personal job satisfaction, over half believed that the majority of Americans were not at all satisfied, indicative of pluralistic ignorance—a phenomenon involving a collective misperception about a group’s norms or beliefs. Dissatisfaction beliefs were more common among remote workers and those with fewer work friendships. Moreover, believing in widespread job dissatisfaction was associated with lower organizational commitment, controlling for personal job satisfaction. We discuss the role of pluralistic ignorance in reconciling personal experiences with contrasting media representations of work and the economy.

Predicting Organizational Commitment by Rumination

This study aimed to explore the relationship between rumination and organizational commitment, focusing on how rumination mediates the impact of various workplace factors on employees' commitment to their organization. Employing a cross-sectional design, the study gathered data from 350 participants across diverse industries using the Organizational Commitment Questionnaire (OCQ) and the Nolen-Hoeksema Ruminative Responses Scale (RRS). Linear regression analysis was conducted using SPSS Version 27 to examine the predictive relationship between rumination (independent variable) and organizational commitment (dependent variable), controlling for demographic variables. The analysis revealed that rumination significantly predicts organizational commitment, accounting for 44% of the variance in commitment levels (R² = 0.44, adjusted R² = 0.40, F = 8.39, p < 0.01). Higher levels of rumination were associated with lower organizational commitment, indicating that rumination negatively impacts employees' attachment and loyalty to their organization. The study confirms the significant mediating role of rumination in the relationship between workplace factors and organizational commitment. Addressing rumination through targeted interventions could enhance organizational commitment, suggesting the need for organizational strategies that mitigate negative thought patterns among employees.

Relationship between quality of work life and organizational commitment among Health care staff in Gorgan city

Background and Objective: Organizational commitment has been considered the objective and efficient achievement of the organization's goals and values, the achievement of the individual's role in relation to the goals and values, and the achievement of the organization for its own sake. This study was conducted to investigate the quality of work life (QWL) and organizational commitment and their relationship with each other. Materials and Methods: A descriptive-analytical cross-sectional study was conducted in 2022. In total, 80 health service workers of Gorgan city participated in the study in a random stratified manner. The data were collected using valid and established questionnaires of Walton's QWL and Allen and Meyer's organizational commitment and were analyzed with descriptive methods and statistical tests in SPSS software (version 23). Results: The average age of the participants was 40.11 ± 9.04 years. The majority of participants were female (69.3%). In general, 18.9% of the participants had a low QWL, 66.8% had an average QWL, and 14.3% had a high quality of life. In addition, 11.1% of people had low organizational commitment, 77.1% had medium organizational commitment, and 11.8% had high organizational commitment. A statistically significant relationship was observed between the QWL and organizational commitment (P=0.001). Conclusion: The QWL and organizational commitment of employees were evaluated at moderate levels, and with the increase in the QWL, organizational commitment also increased. The managers of the university and health centers should pay more attention to the quality of their working life and provide measures to improve it to be able to increase the level of commitment and attachment of their employees.

Organizational Commitment of Employees at Bank of North Sumatra

This research aims to determine the level of organizational commitment possessed by Bank of North Sumatra employees. The approach used in this study is quantitative. The population in this study were bank employees at the Bank of North Sumatra, with a sample size of 172 employees. The sampling technique used in this research is incidental sampling. Furthermore, data was collected using an organizational commitment scale in the form of a Likert scale. The organizational commitment scale was distributed directly to research subjects. After the data is collected, the data is processed using SPSS statistical software. The results of this research show that the majority of employees at the Bank of North Sumatra have low organizational commitment. Based on these findings, the Bank of North Sumatra is encouraged to take action to increase employees' organizational commitment in order to overcome the problem of low organizational commitment among its employees. A few actions that companies can take to increase employee organizational commitment are providing an environment that can reduce employees' stress levels and providing coaching for employees to manage work stress well. These actions are important because employees who have high commitment will work harder to achieve company goals and will be more responsible for their work and loyal to the company when compared to employees who do not have high organizational commitment. Therefore, having highly committed employees will make it easier for employees to achieve their goals and achieve success.

The Relationships Between Technological Disruption, Role Stress, and Turnover Intention by Journalists During China’s Media Transition Period Mediated by Organizational Commitment

With the gradual development of Internet technology, it has caused a sense of low organizational commitment for journalists about their profession, whether they are working in television media, radio media, or newspapers. Most empirical studies on employee turnover intention aim to explore the impact of job satisfaction on turnover intention. There is a lack of literature on technical factors contributing to professional insecurity, especially in the context of journalists during the transformation and development of Chinese media. This study examined the association between individual factor constructs (role stress) and organizational commitment to provide more information on the technical, individual, organizational factors and how these three factors affect the turnover intention of journalists in the stage of media transformation and development in China. The results show that there is a negative correlation between career value orientation and turnover intention, and career motivation value orientation, career ideal value orientation and career choice behavior value orientation have an impact on turnover intention.

Peer effects on organizational commitment: Evidence from military cadets

ABSTRACT The commitment of soldiers to the military is essential because it could lead to increased morale, motivation and retention. Despite the accumulation of knowledge about predictors of organizational commitment (OC), efforts to investigate environmental factors influencing OC are in their infancy. We note that individuals shape their attitudes toward the environment based on information obtained from their surroundings, and we investigate peer effects on OC using data from a natural experiment of randomly-assigned military academy roommates. A total of 400 cadets (Sex ratio: 93.5% male, Age: 21.13 1.43 years) from 136 living quarters participated in this quantitative study. In both self- and roommate-reports, we found that the average affective commitment (AC), continuance commitment (CC), and normative commitment (NC) of roommates in a living quarter can still predict AC, CC, and NC of the remaining individual in that same living quarter, respectively, even after controlling for the personal predictors of that remaining individual. Additionally, in self-report, we discovered that when there is a high heterogeneity in AC among roommates within a living quarter, the AC of the remaining individual in that living quarter tends to be higher, even after controlling for the personal predictors of that remaining individual. These findings provide initial evidence that attempting to assign soldiers with low OC to the same living quarters as those with high OC may be worthwhile.

Quality of Work Life with Nurse Organizational Commitment During the Covid-19 Pandemic Period

Health workers, especially nurses, play an important role in health services, especially during the covid-19 pandemic, both in the form of providing health care and treatment, so they are considered the main foundation. The research objective was to determine the relationship between quality of work life (QWL) and nurse organizational commitment during the covid-19 pandemic at Makassar City Hospital. This type of research was quantitative research with a cross sectional study approach. The sample in this study were nurses who served at the Makassar City Hospital Inpatient Installation. The data collection method was carried out by interviewing using a questionnaire. The results of the study in this study were that nurses who had a good level of QWL at most were with high organizational commitment, namely as many as 32 people (80,0%) while nurses who had an adequate level of QWL, the most were with low organizational commitment, namely as many as 24 people (72,7%). The results of the analysis using the Chi-Square Test obtained a value of p=0,000, which means that there was a relationship between the quality of work life and the organizational commitment of nurses during the Covid-19 pandemic at the Makassar City Hospital. From the results of the study, it was concluded that there was a relationship between QWL and the organizational commitment of nurses during the covid-19 pandemic at Makassar City Hospital.

Drowning in silence: a scale development and validation of quiet quitting and quiet firing

PurposeThis study aims to develop and validate two scales: quiet quitting (QQ), measuring individual-level work disengagement, low organisational commitment and not going above and beyond in work, and quiet firing (QF), measuring employee perceptions of the degree to which their managers devalue them and when organisations intentionally create a situation to make them quit.Design/methodology/approachThe scale development process involved item generation through literature search, review and interviews with working executives. The scales were then tested online by 264 participants from India.FindingsIn the quantitative analysis, the QQ and QF scales have good psychometric properties when tested with factor analysis, reliability analysis and Cronbach’s alpha. Furthermore, the convergent, discriminant and predictive validity of outcome constructs also showed significance.Originality/valueThis study found that the QQ and QF scales are highly reliable and exhibit good psychometric properties. To the best of the authors’ knowledge, this is one of the first studies to empirically develop and test the QQ and QF constructs and offer implications for organisations and managers.

Burnout and Its Influencing Factors among Hospital Nurses: A Cross-Sectional Study

Objectives: This study identified the associated factors with burnout among hospital nurses. Methods: In this cross-sectional correlational study, 208 nurses working at two university hospitals completed questionnaires on burnout, conflict management style with physician, resilience and organizational commitment. A transformed standardized burnout score of ≥56 was defined to be high. Data were analyzed with χ²-test, Mann-Whitney U test, Pearson correlation analysis and logistic regression.Results: Fifty-nine nurses (28.4%) had a significantly high burnout. The mean T scores of burnout were 61.84±3.89 and 45.31±7.48 in the high and low burnout group. The mean scores of resilience were 3.26±0.35 and 3.70±0.37 in the high and low group (<i>p</i><0.001). The mean scores of organizational commitment were 2.51±0.48 and 3.30±0.51 in the high and low group (<i>p</i><0.001). Nurses with high burnout managed conflict with physicians using the styles of collaboration (20.9%), competition (36.2%), avoidance (30.8%), accommodation (33.3%), and compromise (20.9%). Higher burnout was correlated with lower resilience (r=-0.62, <i>p</i><0.001) and lower organizational commitment (r=-0.58, <i>p</i><0.001). Lower burnout was associated with higher accommodation conflict management (B=-1.14, OR: 3.13, 95% CI: 1.11-8.85), higher dispositional and higher philosophical resilience (B=-1.31, OR: 3.72, 95% CI: 1.44-9.62; B=-2.29, OR: 9.90, 95% CI: 3.80-25.64). Lower burnout was associated with higher continuance of organizational commitment (B=-1.23, OR: 3.41, 95% CI: 1.80-6.49).Conclusions: Supportive strategies to enhance resilience, organizational commitment, and proper conflict management could be suggested for ameliorating burnout among hospital nurses.

How to plug the leaky pipeline in clinical rheumatology across Europe-lessons to be learned from experiences in business.

While >50% of medical students and residents are women, their proportion drastically diminishes within higher ranks and leadership roles, known as the "leaky pipeline". We aimed to evaluate the leaky pipeline among rheumatologists across Europe and to assess determinants inducing rheumatologists to leave hospitals. Experts in the field of economics developed a questionnaire with scientific focus on the leaky pipeline among rheumatologists, which was distributed electronically by national scientific societies of EULAR countries and by individual contacts. We performed common factor analysis, univariate t-tests and multivariate regression analyses to appraise our dataset. 311 hospital-based rheumatologists from 23/45 EULAR countries (52.7% females, 47.3% males) answered the questionnaire. The presence of the leaky pipeline was evident for the entire sample. Of 64% female rheumatologists only 34.2% departments' directors were female, with noteworthy regional differences. Female doctors reported higher intentions to leave their hospital (β = 0.28, p < 0.05) and lower commitment towards their current organization (β = -0.34, p < 0.05) when compared with males. Women reported lower levels of job satisfaction (β = -0.26, p< 0.10), promotion justice (β = -0.55, p< 0.01), and career perspectives (β = -0.26, p < 0.10, one-tailed) than men, explaining their lower organizational commitment. Female rheumatologists perceive worse job opportunities and satisfaction than males. Many reasons for the leaky pipeline are beyond the control of organizations. By our results, organizations should be encouraged to reconsider and adjust their performance management practices enabling an equitable work environment.

Pengaruh Kecerdasan Emosional Dan Lingkungan Kerja Terhadap Kinerja Anggota Kepolisian Dengan Mediasi Komitmen Organisasi

The performance of members of the police in the Traffic Unit of the Pekalongan Police is still not good, this is due to the low emotional intelligence of the members and the lack of attention from the leadership on the work environment, as well as the low organizational commitment of the members. The purpose of this study was to examine the effect of emotional intelligence, work environment and organizational commitment on member performance. This research was conducted by the Pekalongan Police Traffic Unit with a population of 67 people. The sample used is as many as 65 respondents. The independent variables in this study are emotional intelligence and work environment, while the dependent variable is the performance of members mediated by organizational commitment. Measurement of variables using a Likert scale. Data analysis using regression analysis. The software used for regression analysis is SPSS 25. The effect of Emotional Intelligence (X1) and Work Environment (X2) variables on Organizational Commitment (Y) can be made with the equation Y = 0.255X1 + 0.233X2. the indirect effect of Organizational Commitment (Y) as a mediator of Member Performance (Z) with the equation. Z = 0.272X1 + 0.244X2 + 0.263Y. The results of the analysis show that partially emotional intelligence and work environment have a positive and significant effect on organizational commitment. Partially emotional intelligence, work environment and organizational commitment have a positive and significant effect on member performance. Organizational commitment partially mediates the effect of emotional intelligence and work environment on member performance.

Profiling resilience: A latent profile analysis of German nurses' coping and resilience.

Because of the shortage of nurses, it becomes crucial for organizations and health systems to keep nurses in their workforce. As individual resilience is positively associated with organizational commitment and negatively with mental disorders, it may reduce nurses' intention to leave the profession. Thus, individual resilience gained attention in research. Nevertheless, there is no common conceptualization of individual resilience in the literature. Rather, three prevalent understandings exist. Due to these multiple understandings, the role of coping in the context of resilience remains unclear. Against this background, the aim of this study is to analyze the relationship between nurses' resilience and coping based on a person-centered approach. This study presents a latent profile analysis based on a survey of 210 German nurses. The profiles were generated based on the Brief Resilience Scale and Brief COPE. The Perceived Workload of Nurses' Scale and sociodemographic data were considered as explanatory factors using nominal logistic regression. Further, the relation with possible consequences was tested by χ²-test using the Irritation Scale and KUT Commitment Measure. The study identifies four different profiles of coping and resilience. The profiles "resistant" and "social-active" show rather low irritations and high organizational commitment. The "passive" profile has lower irritation scores than the "solitary" profile does, but the "passive" profile is associated with more irritation than the "resistant" or the "social-active" profile. Whereas the other profiles include characteristics of resilience, the "solitary" profile has a vulnerable nature. The analysis shows that more coordination and information problems, higher age, and not being in a leadership role are associated with a higher probability of belonging to the "solitary" profile. The chance of belonging to the "solitary" profile is significantly higher for women than for men, whereas women have a significantly lower chance of belonging to the "resistant" profile, compared to men. The analysis shows that the three prevalent understandings of resilience are appropriate but it also indicates that future scientific debate requires more precision in defining individual resilience. The study contributes to sharpening the definition of resilience as well as to understanding the link between coping and resilience.

The magnitude of healthcare professionals' turnover intention and associated factors during the period of COVID-19 pandemic in North Shewa Zone government hospitals, Oromia region, Ethiopia, 2021.

Healthcare professional turnover and shortages are perceived as a global issue affecting the performance of healthcare organizations. Studies show that the coronavirus disease has physical and psychological effects on healthcare workers. This study assessed the magnitude of turnover intention and related factors during the COVID-19 pandemic. A hospital-based cross-sectional study of 402 healthcare professionals working in the North Shewa Zone was conducted during the COVID-19 pandemic from 1 February to 28 February 2021. The data were collected using a self-managed structure questionnaire, entered into EpiData version 3.1, and exported to SPSS version 25 for further analysis. We performed a logistic regression analysis to identify factors related to healthcare professionals' turnover intention. Finally, the data were displayed in frequency, percentage, and summary statistics. From the total of 402 study participants, 363 of them were involved in the study with a response rate of 90.3%. The magnitude of healthcare professionals' turnover intention was 56.7%. Single marital status (AOR: 3.926; 95% CI: 1.961; 7.861), completion of obligatory service years (AOR: 0.287; 95% CI: 0.152, 0.542), dissatisfaction with the training opportunities (AOR: 2.407) 95% CI: 1.232, 4.701), having no established family (AOR: 2.184; 95% CI: 1.103, 4.326), dissatisfaction with organizational decisions process (AOR: 0.483; 95% CI: 0.250, 0.932), low continuous organizational commitment (AOR: 0.371; 95% CI 0.164; 0.842), dissatisfaction with professional development opportunities (AOR: 2.407; 95% CI: 1.232-4.701), and a non-conducive work environment (AOR: 2.079; 95% CI: 1.199, 3.607) were independent predictors of turnover intention. Our study showed that 56.7% of healthcare professionals have turnover intention. Being unmarried, lack of training opportunities, lack of established family, having completed the obligatory service years, non-conducive work environment, low continuous organizational commitment, dissatisfaction with the decision-making of the organization, and dissatisfaction with professional development opportunities of the organization all contributed to a higher rate of healthcare professionals' turnover intention. Healthcare organizations and other concerned bodies should create strategies that enhance the working environment, foster continuous organizational commitment, improve organizational decision-making, and provide professional development and training opportunities to lower the rate of turnover intention.

The Effects of Organizational Commitment on Non-Financial Performance: Insights from Public Sector Context in Developing Countries

Electric energy companies in developing countries face challenges such as low employee organizational commitment, which affects productivity and performance, thereby limiting the ability to fulfill the necessary obligations towards citizens. Therefore, this study aims to examine the effects of organizational commitment on non-financial performance in the electricity sector in the context of developing countries. The quantitative approach was used in this research to achieve the study's objectives. The data of the study were collected from 408 respondents and analyzed in two steps; the first step is the assessment of the measurement via Confirmatory Factor Analysis (CFA) while the second step is the testing of the developed hypotheses for the study using Structural Equation Modelling (SEM). The outcome of the study showed a direct positive and significant impact of organizational commitment on organizational performance. The limitations of this study and some recommendations for future research were also presented in this study. Keywords: Organizational Commitment, Organizational Performance, Electricity Sector, Non-Financial Performance, Public Sector in Developing Countries

Strategi Pengelolaan Sumber Daya Manusia dalam Meningkatkan Kinerja Berkelanjutan Di Rumah Sakit Tipe C Jakarta Timur

Hospitals are an essential part of the health sector; this makes the hospital service industry important. Facing increasingly fierce competition in health care services, every hospital requires proper and good management without reducing the quality of service. Not only applying the concept of good quality human resources, but every employee of the hospital service industry can carry out the vision and mission that is supported by management strategies that can not only improve performance but are also sustainable. Pre-survey was conducted to find out what factors can improve sustainable performance. Three hospitals type C in East Jakarta became the pre-survey research population, based on performance data it was found that the three hospitals were only able to achieve 80 percent performance, with leadership, loyalty, and initiative scores having quite low proportions. A total of 60 employees participated in the pre-survey. Pre-survey results show that employees have a low organizational commitment (3.65) and believe that they have sufficient competence (4.36) which is expected of the hospital where they work. These results indicate that sustainable performance needs to be investigated further, especially what factors can influence it. The implications for further research are explained in the discussion.

An ISM Modeling for The Innovation Barrier in Processed Food Industry

In Indonesia, the processed food industry is one of the strategic sectors of economic growth because rapid and massive innovation expected to accelerate the recovery of the Indonesian economy during Covid-19 pandemic. Therefore, this study aims to identify the innovation barriers as well as to understand how they interact with each other so that the decision makers can focus on to overcome these barriers. There is a presentation of hierarchy-based and the mutual relationships among these hindrances using interpretive structural modeling. Three main barriers including economic or political uncertainty, overlapping government regulations, and low organizational commitment was identified to show a high driving power with a low dependence because they have strategic importance and require great attention from stakeholders. The results become a reference for stakeholders in formulating the innovation development strategies and several formulating policies for the maintenance of political or economic stability as well as the harmonization of regulations. Keywords: barriers, innovation, ISM, modeling, processed food industry

Who will I be when I retire? The role of organizational commitment, group memberships and retirement transition framing on older worker’s anticipated identity change in retirement

Retirement is an eagerly awaited life transition for many older workers, but some may anticipate their exit from the workforce will result in loss of meaningful work-based activities and social interactions. For older workers more committed to their organization, retirement might represent a threat to maintaining a consistent, positive identity. Across three pre-registered studies of US adults aged 49 to 75, we investigated the relationship between organizational commitment and anticipated identity changes in retirement. Studies 1 and 2 (N = 1059) found that older workers largely anticipated positive changes to their identity in retirement. In Study 2, we divided older workers into two conditions and used a framing manipulation to present retirement as either a ‘role exit’ or a ‘role entry’. In the ‘role exit’ condition, older workers less committed to their organization anticipated more positive changes when they held more group memberships compared to those with fewer group memberships. Those in the ‘role entry’ condition anticipated significantly more positive changes to their identity in retirement than those in the ‘role exit’ condition, but did not anticipate more positive changes based on organizational commitment or group memberships. More group memberships, but not lower organizational commitment, was associated with more positive anticipation of identity changes in retirement. Study 3 (N = 215) surveyed older adults after they had retired, finding that identity changes experienced post-retirement were less positive than those anticipated by older workers. We discuss the theoretical and applied implications of these findings for older workers’ retirement decisions and wellbeing.

Efforts to Reduce Intention To Leave through Organizational Commitment and Career Development

The intention to quit or the decision to stay in an organization is referred to as "intention to leave". Low organizational commitment and professional growth factors influence the intention to depart. This study is qualitative, and it is a library study with books and other literature as the primary object. The primary data for this study came from a literature review. In this study, content analysis was used as a data analysis technique (content analysis). According to the findings, the company has to strengthen its organizational commitment, particularly in terms of work discipline, motivation, and employee job satisfaction. Then there's career planning to make the most of existing opportunities. Career development must be completed with the creation of qualifications that an employee must own in order to support his or her own career advancement.

Women’s Promotion to Management and Unfairness Perceptions—A Challenge to the Social Sustainability of the Organizations and Beyond

Inequality between women and men in top management positions is still a current reality where women are underrepresented. Gender discrimination against women in managerial positions violates the Sustainable Development Goal of gender equality. Gender discrimination affects women but also has negative consequences for employee output. Our aim is analyzing how the role of gender moderates the relationship between gender barriers to managerial positions and performance, mediated by organizational justice and commitment, and whether this relationship is stronger in women than in men. This study was carried out with 1278 employees (45.2% women and 54.8% men) of a Spanish financial group consisting of three different organizations. We performed a moderated mediation path analysis with Mplus. Results show that some gender barriers are associated with lower perceptions of organizational justice, which in turn are associated with lower organizational commitment, thus reducing performance. Moreover, this relationship is significant in men and women for work–family balance and barriers to accessing influential networks, but for unfair HR policies and practices, it is only significant in women. Removing gender barriers and unfairness perceptions is the goal that will contribute to organizational sustainability from the gender perspective.