Normative Organizational Commitment Research Articles

Examining the influence of attitude toward work on the organizational commitment

The study sought to investigate how employees' attitudes toward their work influence their commitment to the organization. To provide a comprehensive understanding, the researchers reviewed relevant literature. Employing a descriptive assessment and correlational research design, the study focused on the institution's employees as its population. Data collection utilized validated research questionnaires tailored to the study's objectives. Results revealed a notable level of alignment between employees' attitudes toward work and their organizational commitment. Specifically, the correlation analysis highlighted significant associations between attitudes toward work and both affective and continuance commitment. However, no significant correlation was found between attitudes toward work and normative organizational commitment.

An Investigation into the Relationship between Transformational Leadership Style and Organizational Commitment in a College of Administration and Economics: An Empirical Research

The current research aims to demonstrate the relationship and impact between transformational leadership and its dimensions (Idealized Influence Behaviour, Idealized Influence Attributed, Intellectual Stimulation, Inspiring Motivation, and Individual Consideration) on organizational commitment and its dimensions (continuous organizational commitment, emotional organizational commitment, and normative organizational commitment) at the College of Administration and Economics. Descriptive-analytical approach used to achieve the core object of the research. The research adopted the questionnaire as the core tool for this purpose. A research sample included various administrative levels (director, chief inspector, supervisor, and assistant supervisor). The questionnaire distributed randomly, and 70 valid questionnaires collected for statistical analysis. The research adapted a set of statistical methods such as arithmetic mean, coefficient of variation, standard deviation, and simple regression coefficient by the statistical program (SPSS V26) to analyze data and test hypotheses. The research reached a set of essential results, the most important of which was that transformational leadership is the main factor for building an organization's culture to achieve growth and success and motivate individuals. Paper type: Research paper

Job satisfaction and organizational commitment in Syrian refugee textile enterprises: A case study from Turkey

The aim of this study is to investigate the effects of Syrian refugee entrepreneurs operating in the Turkish textile industry on job satisfaction and organizational commitment of refugee employees. It is foreseen that refugees working informally may become permanent. This image shakes not only the social order but also the economic balance. A significant portion of refugees have a very low education level; also, Turkish society does not welcome them as they create a cheap labor force. Due to poor working conditions, they tend to change their jobs constantly. At this point, refugees’ attitude toward work and organization has been examined. The sample comprised 12 enterprises; 104 blue-collar employees, experts, and managers answered the questionnaires. All of the participants in the study were Syrian refugees. The results concluded that while there is a positive relationship between affective and normative organizational commitment and the perception of abstract talent management practice, there is a negative and weak relationship between continuance commitment with a strength of –0.169. The perception of tangible talent management practice is positively related to internal and external job satisfaction and negatively related to continuance commitment with a power of –0.157. Accordingly, Syrian refugees with a talent management perspective believe talented employees should be in their jobs to achieve their goals. Job satisfaction partially mediates between the abstract perception of talent management practices and organizational commitment.

Psychological Well-being and Organizational Commitment of Teachers in Relation to Performance

This study explored the extent of the relationship between psychological well-being and organizational commitment and teachers' performance in a local college. The research employed a descriptive correlation design. Using the purposive sampling technique, the data were taken from teachers through Ryff’s Psychological Well-being Scale (1989), Meyer and Allen’s (1990) Organizational Commitment Questionnaire (OCQ), and the results of the Teacher Evaluation Questionnaire answered by the students last second semester of AY 2018-2019. The researcher analyzed the data using mean, Sign test for K Independent Samples, Kruskal Wallis H-test, and Chi-Square test. The findings revealed that there is no significant difference in the psychological well-being and organization commitment of teachers when grouped according to their profile. The result showed that teachers’ psychological well-being has a fair level of Autonomy, Environmental mastery, Personal Growth, Positive Relations with Others, Purpose in Life, and Self-acceptance. Among the six dimensions, Autonomy has the highest mean while Personal Growth has the lowest. Regarding their organizational commitment, the respondents have high levels of affective normative, and moderate normative organizational commitment. The findings also revealed evidence of a relationship between teachers’ psychological well-being and their organizational commitment. However, there is no significant relationship between their performance, psychological well-being, and organizational commitment. Keywords: college teaching, local college, psychological well-being, organizational commitment, teacher performance

Linking Transformational Leadership and Work Environment Towards Employee Engagement

This study was to determine the impact of transformational leadership and work environment on employee engagement at Bidlabfor Polda with organizational normative commitment as an intervening variable. The research method used in this study is a quantitative research method with primary data sources used in this study. The subjects in this study included employees of the Forensic Laboratory of the Java Regional Police, a total of 53 people. The sample was collected using census sampling technique, which is a sampling technique that takes into account all available populations for sampling. For data analysis methods, descriptive analysis and partial least squares (PLS) analysis were used. Based on data analysis on the impact of transformational leadership style and work environment on employee performance at Bidlabfor Polda with organizational normative commitment as the mediating variable, it can be concluded that commitment of the organization is the variable that has the greatest influence in forming an optimal environment. employee contract. Therefore, transformational leadership can only shape employee engagement if it is associated with good normative engagement with the organization.

The Influence of Human Resource Management in Banking

In this study, we examined how HRM practises in Kuwait's banking sector affected employees' affective, continuing, and normative organisational commitment Permanent, full-time, and part-time employees are available members managers and non-managers alike from The study included five organisations.Kuwait is dominated by large private banks. The link between these variables was investigated using both exploratory factor analysis (EFA) and hierarchical regression analysis. The findings revealed that, due to factors like culture and values, 50% of the variables agreed with prior study, while 50% of the variables did not. The findings have important ramifications for both the international trade and Kuwait's banking industry. Due to the fierce global competition, businesses are becoming more aware of the importance of HR. Furthermore, efficient One important source of competitive advantage that helps firms succeed is human resources. As a result, By utilising cutting-edge techniques like coaching, HRM is making investments in its people resources to help them grow abilities and improve organisational performance. In this essay, the impact of coaching on worker performance in Lebanon's banking industry is examined. By researching coaching creative and motivating intervening strategies that result in improved employee performance, It aims to close the market gap in Lebanon. This study examines how coaching influences employee creativity and motivation, which has an effect on employee performance, using a case study that is qualitative technique within an experimental framework.

The Impact of Organizational Commitment on the Job Satisfaction of College Teachers in the College of Business Administration of Negros Oriental State University

Teachers are at the core of society’s education and literacy, making them an indispensable workforce. While the profession offers a noble cause, it is not without challenges and difficulties. The institution where they belong is expected to provide them with the necessary support so they can perform their job well. This study looks into the relationship between the organizational commitment levels and job satisfaction of 29 regular-fulltime faculty of the College of Business Administration of the Negros Oriental State University main campus. A survey questionnaire was administered to measure their affective, continuance, and normative organizational commitment levels, and job satisfaction. Through Pearson’s r, it was found that there is no statistically significant relationship between affective and continuance commitment to job satisfaction. Although not strong, there is a recorded significant relationship between normative commitment and job satisfaction. The results showed that organizational commitment is not a strong driver for job satisfaction and vice versa. Several factors may affect this result such as the demographic profile of the respondents and their innate interest in the profession. As the study has its limitations, further research can be conducted to explore other factors of job satisfaction and influences in the organizational commitment.

Workplace social capital mediates the relationship between authentic leadership and three dimensions of organizational commitment of hospital nurses: A cross-sectional study.

This study aimed to examine the mediating effect of workplace social capital on the relationship between authentic leadership and the three dimensions of organizational commitment: affective, normative, and continuance. In January 2019, anonymous self-reported questionnaires were distributed to 1220 nurses working in the general wards of two university hospitals in Japan. Structural equation modeling was used to examine the mediating effects of workplace social capital on the relationship between nurse managers' authentic leadership and the three dimensions of organizational commitment. Six hundred and fifty-nine data points were analyzed (valid response rate=54.0%). Participants' average age was 28.6 years (standard deviation: 6.6), and 93.3% were female. The mediation indirect effect of workplace social capital between authentic leadership and organizational commitment was statistically significant in the models of affective organizational commitment and normative organizational commitment, but not in the model of continuance organizational commitment. The effects of authentic leadership and workplace social capital had different impacts on each of the three dimensions of organizational commitment. Nurse managers' authentic leadership and workplace social capital can enhance nurses' positive commitment to the organization.

The impact of firm based organizational citizenship behavior on continuance and normative commitment among pharmaceutical executives: An SEM approach

Aim/purpose – The study was based on social exchange theory and addressed the effects of firm-based organizational citizenship behavior (OCB) on normative and con- tinuance organizational commitment (OC). Multigroup behavioral differences among pharmaceutical executives were also evaluated. Design/methodology/approach – This study employed an empirical, explanatory cross- -sectional study with online questionnaires administered to four hundred and one randomly selected pharmaceutical executives in Nigeria. The covariance-based structural equation modeling technique was used for testing hypotheses. Firm-based OCB domains – conscientiousness, sportsmanship, and civic virtue were regressed on OC domains of continuance, and normative. The hypothesized effects of firm-based OCB on the domains of OC were examined using Analysis of Moment Structures (AMOS). Findings – The structural model had acceptable fit measures. Conscientiousness and sportsmanship behaviors were negatively related to normative OC while civic virtue had a positive significant relationship with normative OC. Multigroup comparisons based on gender, profession, and type of organization revealed significant effects on the relations between civic virtue and normative OC. Employees highly vested with enhancing and representing their company’s image, tend to be more obligated to continue and remain with the organization. The more self-directed, and less-complaining employees are, the lower the tendency to remain with the organization. The nuances of group differences among employees had an impact on examined relationships. Research implications – Human resource managers should adequately stimulate and motivate employees to be ambassadors of the organization. This is achievable by instil- ling a sense of ownership and loyalty in employees. Further implications are discussed. Originality/value/contribution – The study disentangled the relations between OCB and OC in the context of pharmaceutical executives in a developing country. The study highlighted the essence of group-specific differences in behavioral evaluation among pharmaceutical executives. Keywords: organizational citizenship behavior, normative commitment, continuance com- mitment, pharmaceutical industry, structural equation modeling, social exchange theory. JEL Classification: C38, D21, D23.

The Relationship between Perceived Organizational Support (POS) and Turnover Intention: The Mediating Role of Job Motivation, Affective and Normative Commitment

Aim/Purpose: The study aims to examine the mediating role of job motivation and affective and normative commitment on the relationship between perceived organizational support (POS) and job turnover intention. Background: POS refers to employees’ beliefs and perceptions concerning the extent to which the organization values their contributions, cares about their well-being, and fulfils their socio-emotional needs. To date, research has shown that employee turnover is a complex construct resulting from the interplay of both individual and organizational variables, such as motivation and climate. Methodology: Cross-sectional data were collected from 143 employees of an Italian industrial company. Paper-and-pencil questionnaires were used to assess respondents’ POS, job motivation, affective and normative organizational commitment, and turnover intentions. Contribution: Specifically, in this research, we aim at examining (i) the indirect effect of POS on turnover intention via (ii) job motivation and (iii) normative and affective commitment. Findings: Results show that high POS is associated with high levels of job motivation and affective and normative commitment, which in turn are negatively linked to turnover intentions. Recommendation for Researchers: Researchers should not lose sight of the importance of studying and delving into the concept of turnover intention given that, from an organizational point of view, losing personnel means losing competencies, which need to be replaced through assessment, selection, training, and development, processes that are often challenging and expensive. Future Research: Future research should further investigate the role of motivation and commitment, other than additional variables, for POS and turnover intention. Longitudinal studies and further testing are required to verify the causal processes stemming from our model. Future research could consider linking employees’ self-reported measures with objective data concerning turnover rates.

The Influence of personal skills for telework on organisational commitment: The mediating effect of the perceived intensity of telework

This study investigated the influence of personal skills for telework on organisational commitment as mediated by the intensity of telework. Data collected from a survey of 320 employees whose organisations provided the option of remote work were analysed. The results reveal that the influence of personal skills for telework on the affective, continuance, and normative organisational commitment dimensions is partly mediated by the perceived intensity of telework. The study revealed that this relationship is mediated at different levels by the intensity of telework. Good personal telework skills have the strongest influence on emotional attachment to the organisation, a somewhat weaker influence on continuance commitment that is linked to the fear of changing jobs, and the weakest influence on normative commitment, which emphasises the sense of responsibility to remain with an organisation. This study fills a research gap and contributes to existing telework intensity studies in the context of crisis (i.e., the COVID -19 pandemic).

The Psychology of Financial Giving: Values Congruence and Normative Organizational Commitment as Predictors of Alumni Monetary Donations to Higher Education

Many universities around the world depend on financial donations to maintain and enhance their operations. We propose that donating money to an organization is a specific form of organizational citizenship behavior. We theorize that perceived values congruence between alumni and their colleges/universities and normative organizational commitment each provide motivation for people to donate money. We tested our hypotheses using alumni from a private college in the USA, measuring both the amount as well as the frequency of their donations to the college. We also measured alumni self-reports of values congruence and normative organizational commitment. We found empirical support for a positive relationship between values congruence and commitment and between commitment and financial giving. Values congruence, however, was not related to giving behavior; normative organizational commitment fully mediated the relationship between values congruence, and the alumnus’ financial giving behaviors. Higher education organizations that depend on donations from members to sustain their operations might focus advancement efforts on developing a perception of values congruence in potential donors, and/or by stimulating a sense of obligation to give back to the colleges from which they have previously derived benefits.

Effect of internal corporate social responsibility activities on tourism and hospitality employees’ normative commitment during COVID-19

The purpose of this research is to explore the extent to which internal corporate social responsibility activities affect employees’ normative organizational commitment during the COVID-19 crisis and to survey the role of the administrative level as a moderator between the two of them. A survey in the form of a self-completed questionnaire was conducted on a sample of employees in hospitality and tourism establishments in Hail city, Kingdom of Saudi Arabia. 213 employees voluntarily participated in the current study. Their responses were examined by using linear regression and exploratory factor analyses. The findings revealed that internal corporate social responsibility is a positive predictor of normative organizational commitment. The total effect of internal corporate social responsibility on normative organizational commitment could not be enhanced through the moderation of the administrative position. This study has important implications for both academics and professionals. Theoretical and managerial implications, contributions, limitations, and future study objectives were reviewed in light of the findings.

The role of organisational commitment and leader-member exchange in knowledge application during the COVID-19 pandemic

PurposeThis study aims to examine the role of organisational commitment (affective, normative, continuance) in influencing employees’ knowledge application behaviour during the COVID-19 pandemic. This study also probes the moderating role of leader–member exchange (LMX) in the association between organisational commitment and knowledge application.Design/methodology/approachThis study used a sample of 206 employees working in various private sector organisations in Brunei Darussalam. Structural equation modelling using Smart-PLS was used to test the hypothesised relationships.FindingsThe findings show that affective and normative organisational commitment spurred employees’ knowledge application behaviour significantly during the COVID-19 crisis. However, the moderating effect of LMX could not be established in this study.Practical implicationsThe findings provide managers with insights into the crucial role organisational commitment can play in encouraging knowledge application in an organisation.Originality/valueStudies exploring the enabling factors of knowledge application are scarce, especially in the context of a global crisis such as the COVID-19 pandemic. This study develops a model and empirically validates the importance of organisational commitment for knowledge application amidst the COVID-19 pandemic. This study also provides insights for managers into how LMX can affect knowledge application outcomes, particularly during uncertain times.

Work-Life Balance and Normative Organisational Commitment of Selected Deposit Money Banks in ADO-ODO/OTA Local Government Area, Ogun State

Work-Life Balance and Normative Organisational Commitment of Selected Deposit Money Banks in ADO-ODO/OTA Local Government Area, Ogun State

Peran Komitmen Organisasi terhadap Kesejahteraan Karyawan Perguruan Tinggi Islam di Bandung

This studi aims to examine the effect of organizational commitment on employees' well-being. This causality research involvig 721 respondents recruited using simple random sampling. Organizational commitment was measured using Organizational Commitment Questionnaire (OCQ) based on the concept from Meyer and Allen, while well-being was measured using instrument developed by Butler and Kern. The results show that affective and normative organizational commitment did not affected well-being, while continuance organizational commitment has a significant effect on well-being. Employees with affective-based organizational commitment show different behavior compared to continuance- and normative-based. This commitment made the employees choose to continue the job by considering how comfortable they work, which is related to their well-being.

Organizaciona posvećenost zdravstvenih radnika u privatnom sektoru

Introduction: Organizational commitment is defined as 'psychological relationship of an individual with an organization'. The aims of this study were to analyze organizational affective and normative commitment of young healthcare providers, factors that determine their perception of organizational support, as well as to identify possibilities to promote employee dedication to the healthcare organization they worked for. Method: The research was conducted as a cross-sectional study in a private healthcare institution 'Fizio Vracar' in Belgrade. Meyer-Allen questionnaire (with 24 questions) was distributed during the third week of May 2018, and 30 physical therapists of both sexes and with median age 29.9 completed it, voluntarily and anonymously. Results: The organizational normative commitment declined with the increase of organizational support (r=-0.526; p<0.001), while organizational affective commitment increased with the increase of organizational support (r=0.756; p<0.001). On the scale from 1 to 5, all the employees had the average score above 3 for affective and normative commitment (3.72±0.56 and 3.19±0.75), while the score for organizational support was above 4 (4.11±0.54). The model of multiple linear regression showed that affective and normative commitment were factors that determined the perception of organizational support (B=0.66; 95% CI: 0.41-0.91; and B=-0.20; 95% CI: -0.38; -0.02). Conclusion: Even though organizational support had better score than affective and normative commitment, there is certainly room for their improvement. Managers and employees should consider the employee requests together, care more about employee general satisfaction, empower team spirit, while the organization should implement mechanisms to retain work force.

Professional Knowledge and Organizational Commitment of Faculty Members Handling Science Subjects in the University of Eastern Philippines

This study aimed to determine the professional knowledge of faculty members in terms of knowledge of science content, knowledge of general pedagogy, pedagogical content knowledge, and knowledge of the curriculum structure and materials and find out the degree of organizational commitment along with affective, continuance, and normative organizational commitment. A complete enumeration of faculty members handling science teacher education courses in the College of Education and College of Science. Descriptive-observational and survey were employed. The questionnaires were adapted from the framework for Philippine Science Teacher Education published by the Department of Science and Technology (DOST) and University of the Philippines-National Institute for Science and Mathematics Education Development (UP-NISMED) and the organizational commitment along with affective, continuance, and normative commitment constructed and tested. It was found out that faculty members have very high professional; specifically, very high knowledge content, very high knowledge of general pedagogy, and very high knowledge of the curriculum structure and materials. It was also found out that faculty members are very highly committed to the University. Specifically, faculty members are very highly committed to affective, continuance, and normative organizational commitment.

Organizational Communication in Relation to the Organizational Commitment among Local Government Employees, Panglao, Bohol

This study intended to find out the relationship between the level of communication effectiveness and the three dimensions of organizational commitment among the employees of the Local Government of Panglao, Province of Bohol. The research engagement utilized the quantitative method, using a descriptive-normative survey in gathering the data. The inclusion criteria in this particular study were the randomly selected 17respondents of the 30 top management and the 161 of the 370 rank-and-file and job order employees of the Local Government Unit (LGU) of Panglao at 95% confidence level and 5% degree of error. It underwent an ethics review to ensure that the “do-no-harm” was observed in the study’s entire conduct. The result shows that respondents often used the unmediated or interpersonal method in communicating with the higher-ups. The unmediated method of face-to-face is moderately effective. In lateral communication, the unmediated face-to-face and mediated methods of SMS/text messaging are very effective. Furthermore, respondents in all groups have moderate affective, continuance, and normative commitment levels. A significant correlation is found between the level of communication effectiveness on both affective and continuance organizational commitment. However, an inverse correlation between the level of communication effectiveness and normative organizational commitment was found. Although proven repeatedly in research, communication effectiveness and organizational commitment are directly correlated but not always directly correlated. In the context of the study, that term limit affects such. Of the three dimensions of organizational commitment, only the affective and continuance commitment reveals a significant direct correlation with communication effectiveness.

THE ROLE OF GRIT AS A MODERATOR IN THE RELATIONSHIP BETWEEN JOB INSECURITY AND ORGANIZATIONAL COMMITMENT

Job insecurity has become a phenomenon that often occurs in pandemic situations. The purpose of this study is to examine the relationship between job insecurity and organizational commitment as a variable and at the level of dimension. In addition, this study explores the moderating role of grit on the relationship between job insecurity and organizational commitment, especially during the pandemic which has an impact on many cases of layoffs. Participants were 200 employees who were obtained online using the method of convenience sampling. This research is quantitative, using measuring tools, namely the Organizational Commitment Questionnaire, Job Insecurity Measurement, and The Grit Scale. The data processing method used is the hierarchical multiple regression test. The results showed that there was no significant relationship between job insecurity and overall organizational commitment, also at the level of dimension such as affective organizational commitment, continuance organizational commitment, and normative organizational commitment. In addition, there was no significant moderating role of grit in the relationship between organizational commitment and job insecurity. This indicates that someone who has high job insecurity does not necessarily have an impact on reduced commitment to the organization.