Employee Organizational Commitment Research Articles

Green HRM and Eco-friendly Behavior of Employees: The Mediating Role of Employee Organizational Commitment

This study aims to find out the relationship between Green Human Resource Management (GHRM) and Employee Eco-friendly Behavior (EEB) and the mediating role of Employee Organizational Commitment (EOC) in this relationship. Presently, many issues of Green HRM have an impact on organizations, i.e., environmental idea-sharing programs, participation of employees in environment management, use of green performance indicators, and the use of functional teams to implement environmental plans and strategies. There is a positive trend among businesses to start reporting the performance of Green HRM. It has collected data from 242 employees of private commercial banks. A self-administered questionnaire has been distributed among the participants. It has used a bootstrapping procedure to estimate the path coefficient within reflective PLS-SEM. The findings of this research indicate that employee organizational commitment fully mediates the relationship between Green HRM and Employee Eco-friendly Behavior. It accentuates the application of green human resource practices to ensure employee organizational commitment that ultimately results in the environment-friendly behavior of employees

Uticaj zadovoljstva poslom na organizacionu posvećenost zaposlenih u preduzećima u Srbiji

This paper presents research aimed at assessing the impact of job satisfaction on employee's organizational commitment. The study involved a sample of 248 employees in Serbian companies. Correlation analysis revealed a statistically strong and significant relationship between job satisfaction and organizational commitment variables. Regression analysis identified that the nature of work and supervision variables made the most significant individual contributions to achieving organizational commitment. The T-test of independent samples on job satisfaction indicated a statistically significant difference in mean values concerning employee satisfaction based on years of service. The research findings offer insights for enhancing employee job satisfaction, consequently fostering organizational commitment, leading to increased engagement and improved work performance.

Factors affecting the organisational commitment of employees at social service organisations

Factors affecting the organisational commitment of employees at social service organisations

INFLUENCE OF KNOWLEDGE MANAGEMENT, ORGANIZATIONAL AND LEARNING ORGANIZATIONAL COMMITMENT TO JOB SATISFACTION AND ITS IMPACT ON EMPLOYEE PERFORMANCE AT THE ACEH TRANSPORTATION SERVICE

The Department of Transportation is an implementing element of regional autonomy in the field of transportation which is located under and is responsible to the Governor through the Aceh Regional Secretary. The Department of Transportation has the main task of carrying out regional government affairs in the field of transportation based on the principle of regional autonomy and co-administration. This study aims to analyze the effect of knowledge management, organizational learning, organizational commitment on job satisfaction and their impact on employee performance at the Aceh Transportation Agency. This research is survey research with a quantitative approach, using SEM. The sample in this study amounted to 157 respondents. The results of this study indicate that knowledge management has a positive and significant effect (0.000 > 0.05) or Ha is accepted, organizational learning has a positive and significant effect (0.000 > 0.05) or Ha is accepted, organizational commitment has a positive and significant effect (0.000 > 0.05) or Ha is accepted, knowledge management has a positive and significant effect (0.000 > 0.05) or Ha is accepted, organizational learning perceived by employees also has a positive and significant effect (0.000 > 0.05) or Ha is accepted, organizational commitment also proves that employee performance has a positive effect and significant (0.000 > 0.05) or Ha is accepted and employee job satisfaction has a positive and significant effect (0.000 > 0.05) or Ha is accepted on the performance of Aceh Transportation Service employees. There is an indirect effect of knowledge management namely (0.004 > 0.05) or Ha is accepted, there is an indirect effect of organizational learning namely (0.005 > 0.05) or Ha is accepted and there is an indirect effect of organizational commitment namely (0.000 > 0.05) or Ha is accepted on employee performance through the organizational commitment of Aceh Transportation Service employees. Based on the results of this study, the authors suggest to the Head of the Aceh Transportation Service that the organizational commitment of Aceh Transportation Service employees needs to be further enhanced by means of leaders and employees approaching the community, especially in providing services to the community. Organizational learning also needs to get attention so that organizational learning can increase employee knowledge and can increase employee organizational commitment and employee performance, so what needs to be considered is that employees must be able to try to improve the mental model that is in them

KEPUASAN KERJA MEMEDIASI PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP KOMITMEN ORGANISASIONAL KARYAWAN CV. PRX DENPASAR

This study aims to determine the role of job satisfaction in mediating the effect of perceived organizational support on employees organizational commitment. The number of samples used is 50 employees of CV. PRX Denpasar through the saturated sample method. Data collection was carried out through interviews and questionnaires. Data analysis technique used is classical assumption test, path analysis, and sobel test. The results of this study showed that perceived organizational support has a positive and significant effect on organizational commitment, perceived organizational support has a positive and significant effect on job satisfaction, job satisfaction has a positive and significant effect on organizational commitment, and job satisfaction partially mediates the effect of perceived organizational support on organizational commitment. The results of this study have implication for the management of CV. PRX Denpasar to pay more attention to indicators of perceived organizational support and employees job satisfaction, in order to increases employees organizational commitment. Keywords: Perceived Organizational Support; Job Satisfaction; Organizational Commitment

THE EFFECT OF SELF-EFFICACY, TALENT MANAGEMENT, AND CONTINUOUS IMPROVEMENT ON EMPLOYEE ORGANIZATIONAL COMMITMENT PT. INDONESIA EPSON INDUSTRY

This research aims to test the influence of self-efficacy, talent management, and continuous improvement on employee organizational commitment of PT Indonesia Epson Industry. Self-Efficacy is an (X1), Talent Management as an (X2), Continuous Improvement as an (X3), and Organizational Commitment is a (Y). The method in this study is quantitative. The population of this research is the workers in Epson Line 151 workers. The sample is 110 people using the way of Slovin and data collection using a questionnaire method. The analysis results used a validity test, reliability test, classical assumption test, multiple linear regression test, t-test, F test, and coefficient of determination. So self-efficacy has no significant effect on the organizational commitment of PT Indonesia Epson Industry. In addition, talent management significantly affects the organizational commitment of PT Indonesia Epson Industry employees. Furthermore, it can also be essential that continuous improvement significantly affects the organizational commitment of PT Indonesia Epson Industry employees. Furthermore, self-efficacy, talent management, and continuous improvement together have a significant effect on the organizational commitment of PT Indonesia Epson Industry employees.

PERAN KEPUASAN KERJA DALAM MEMEDIASI PENGARUH KECERDASAN EMOSIONAL TERHADAP KOMITMEN ORGANISASIONAL

HR is the main asset of the company, so employees in the company are expected to have high organizational commitment. This study aims to determine the role of job satisfaction in mediating the influence of emotional intelligence on organizational commitment, the research was conducted at the LPD of Tegal Darmasaba Traditional Village, Kec. Abiansemal. Badung. The number of samples is 40 employees determined by the census method. Collecting data with a questionnaire that uses a Likert scale. Data analysis technique used Structural Equation Modeling (SEM) with Partial Least Square (PLS) approach, and VAF test to mediation. The result showe emotional intelligence had a positive effect on organizational commitment, job satisfaction had a positive effect on organizational commitment, emotional intelligence had a positive effect on job satisfaction, and job satisfaction was able to mediate the influence of emotional intelligence on organizational commitment. The findings in this study have implications that in order to increase employee organizational commitment, organizations are expected to be active in approaching employees to find out the problems they are facing, so that colleagues and the organization are able to provide solutions when employees cannot control their emotions. Keywords: Emotional Intelligence; Job satisfaction; Organizational Commitment

The Role of Internal Marketing on Employees Behaviour A Mediated Moderated Model

Since the increasing interest of the firms has depicted internal marketing strategies as one of the most prominent trends influencing the organisation, mainly literature has focused on HR-related practice and their influence on employee behaviour. Therefore, the current study fills the gap by applying internal marketing strategies to investigate employees' organisational citizenship behaviour. The study identifies a specific relationship between internal marketing and organisational citizenship behaviour through the mediating role of employees’ organisational commitment to the banking sector. The moderating role of employee collectivism has also been investigated in the present study. The data was collected from 469 employees through convenient sampling from the banking sector of Pakistan. The results have been achieved through structural equation modelling) using AMOS software. The results indicate that internal marketing has a significant and positive influence on the employee’s organisational citizenship behaviour through mediating role of organisational commitment. Moreover, the moderating role of collectivism also significantly influences employee’s organisational citizenship behaviour. This study also contributes to understanding internal marketing, employee organisational commitment and citizenship behaviour. Lastly, limitations and future suggestions have also been discussed at the end of the study.

THE ROLE OF KNOWLEDGE MANAGEMENT ON THE RELATIONSHIP OF LEARNING ORGANISATIONS AND EMPLOYEES’ BEHAVIOR IN THAILAND’S HOTEL INDUSTRIES CRISIS

The purpose of this study is to find solutions to the epidemic crisis by using knowledge management (KM) and learning organization (LO) to assess their work engagement and organizational commitment in employees. The sample group in this study is 392 management personnel in the hotel industry in Bangkok, Thailand. The study uses the quantitative research methodology and the structural equation model analysis. The results of the study revealed that KM has a direct influence on the intermediate variable, namely, LO, and an indirect effect on LO with a correlation to work engagement and organisational commitment (p < 0.05). The study represented almost variables has impact to each other. Human resource development could take into account the context and adapt the organization to be flexible and enthusiastic about learning amid changing circumstances, as well as understanding the condition of personnel in the organsation.

The Influence of Work Motivation, Compensation and Organizational Culture On Organizational Commitment Through Job Satisfaction As A Mediating Variable

Background: Public perception of public services is still influenced by the lack of organizational commitment of government officials. 
 Aim: this research is to analyze the mediating relationship between Work Motivation, Compensation and Organizational Culture through Job Satisfaction and Organizational Commitment Performance: a study of employees in public service agencies.
 The objective of this research subject is Civil Servant at Disperindagkop Pemalang Regency. The population in this study is 96 employees.
 Method: This study uses explanatory research for causal relationships between variables through hypothesis testing.sampling techniques with purposive sampling, The data analysis methods used are path analysis and Sobel tests to test indirect influences (mediation effects).
 Findings: Based on the results of data analysis, several things were concluded, including: there is a significant direct effect of Work Motivation, Compensation and Organizational Culture on Organizational Commitment through Job Satisfaction as a mediating variable. In addition, Job Satisfaction also has a significant effect on employee Organizational Commitment.
 ly acsept and use application technology to develop their business.

Study of the Effect of the Employees Social Capital on the Entrepreneurial Performance of Rural Cooperatives Regarding the Mediating Role of Employees Organizational Commitment

Study of the Effect of the Employees Social Capital on the Entrepreneurial Performance of Rural Cooperatives Regarding the Mediating Role of Employees Organizational Commitment

Pengaruh Konflik Peran dan Ambiguitas Peran Terhadap Komitmen Pegawai Pada Dinas Penanaman Modal dan Pelayanan Terpadu Satu Pintu Kabupaten Bima

The purpose of this research is to know role conflict has a partial significant effect on employee organizational commitment, to know role ambiguity has a partial significant effect on employee organizational commitment, to know work conflict and role ambiguity have a significant effect simultaneously on employee organizational commitment at the Investment and Integrated Services Agency. One Door Bima district. The instrument in the study used a questionnaire with a Likert scale. The population of employees at the Investment and One Stop Services Office of Bima district is 64 employees consisting of 45 civil servants, 8 regional honorary employees and 11 non-permanent employees. The sample in this study were 45 employees with PNS status with the sampling technique using purposive sampling. Data collection techniques include observation, interviews, questionnaires, literature study. Data analysis techniques used validity test, reliability test, multiple linear regression test, classic assumption test, correlation coefficient test, coefficient of determination, t test and f test with the help of SPSS version 23 for Windows. The results showed that there was a partial significant effect of role conflict on employee organizational commitment, there was a partial significant effect of role ambiguity on organizational commitment, there was a simultaneous significant effect of role conflict and role ambiguity on employee organizational commitment at the One Stop Investment and Services Agency. Bima district

The Effect Of Work Discipline, Organizational Commitment and Competency On The Performance Of Novotel Pekanbaru Hotel Employees

This study aims to determine the effect of work discipline, organizational behavior, and competence on employee performance. This research was conducted at the Novotel Hotel Pekanbaru. The research population in this study was the Novotel Hotel employees, numbering as many as 135 people. The research sample was taken from as many as 57 people using the Slovin formula, for a total sample of 57 people. The data collection method used in this study was a questionnaire about work discipline, organizational behavior, and performance competence, which was then analyzed using multiple linear regression. The results of this study are that: (1) there is a significant effect of work discipline on employee performance. This means that the higher the employee's work discipline, the higher the performance of the Novotel Pekanbaru Hotel employees. (2) There is an effect of organizational commitment on employee performance. This means that the higher the employee's organizational commitment, the higher the performance of the Novotel Pekanbaru Hotel employees. (3) Employee competence has an impact on the performance of Novotel Hotel employees. This means that the higher an employee's competence, the better their performance. (4) Simultaneously, there is a significant influence between work discipline, organizational commitment, and employee competence on the performance of Novotel Pekanbaru Hotel employees.

The Effect Of Work Discipline, Organizational Commitment and Competency On The Performance Of Novotel Pekanbaru Hotel Employees

This study aims to determine the effect of work discipline, organizational behavior, and competence on employee performance. This research was conducted at the Novotel Hotel Pekanbaru. The research population in this study was the Novotel Hotel employees, numbering as many as 135 people. The research sample was taken from as many as 57 people using the Slovin formula, for a total sample of 57 people. The data collection method used in this study was a questionnaire about work discipline, organizational behavior, and performance competence, which was then analyzed using multiple linear regression. The results of this study are that: (1) there is a significant effect of work discipline on employee performance. This means that the higher the employee's work discipline, the higher the performance of the Novotel Pekanbaru Hotel employees. (2) There is an effect of organizational commitment on employee performance. This means that the higher the employee's organizational commitment, the higher the performance of the Novotel Pekanbaru Hotel employees. (3) Employee competence has an impact on the performance of Novotel Hotel employees. This means that the higher an employee's competence, the better their performance. (4) Simultaneously, there is a significant influence between work discipline, organizational commitment, and employee competence on the performance of Novotel Pekanbaru Hotel employees.

Work-place diversity climate: Its association with racial microaggressions and employee work-place well-being

The study examined the role of work-place diversity climate in relation to employees’ experiences of racial microaggressions (RMAs), their organisational commitment, turnover intentions, job satisfaction, and organisational citizenship behaviour (OCB) in selected South African organisations. The employees (n = 262; male = 52.9%; white = 47.1%) completed the Diversity Perception Scale (DPS), the Daily Life Experience Scale (DLE), and measures for organisational commitment, turnover intentions, job satisfaction, and OCB. Following standardised regression analysis, the results indicated that an inclusive diversity climate was associated with lower employee perceptions of RMAs, reduced turnover intentions, improved job satisfaction, and improved OCB. Experiences of RMA’s was directly associated with lower diversity climate, higher turnover intentions, lower job satisfaction, and decreased OCBs. Diversity climate indirectly influenced the relationships between RMA’s and employee organisational commitment, turnover intentions, job satisfaction, and OCBs. Female gender and black racial group membership was associated with a lower sense of diversity climate and increased experiences of RMAs. The current findings suggest a need for diversity climate management for enhancing employee work-place well-being.

Relationship Between Organizational Commitment and Employee Satisfaction of PT X

This research aims to examine the relationship between job satisfaction and organizational commitment in employees of PT X. This study used quantitative research with a correlational research design. The research population were all the employees of PT X, 34 employees in total The sampling technique used is saturated sampling. The data collection method used is the adaptation of the Organizational Commitment Scale (OCS) and the generic job satisfaction scale with the validity used in this study is a validity construct. The data analysis technique used in this research is product-moment correlation. The results of the hypothesis test show that the organizational commitment of most of the employees of PT X is in very high classification, the job satisfaction of most of the employees of PT X is included in the high classification, and the positive relationship of employees of PT X between organizational commitment and job satisfaction. The author hopes that further researchers will make this research a valid reference for future research. And the authors suggest to develop this research.
 Keywords: organizational commitment, employee, statisfaction

Relationship between psychological capital and depression in Chinese physicians: The mediating role of organizational commitment and coping style.

It is well known that the medical profession is a high-risk practice, with intense work and complex situations. The physicians are prone to suffer from depression due to occupational stress under high workloads for long periods of time. Depression not only impairs physicians' mental health, but also affects the quality of health services, so it is important to explore the factors and mechanisms affecting depression among physicians. In this cross-sectional study, 1,139 physicians from Heilongjiang Province were surveyed by cluster sampling procedures. The questionnaires included Psychological Capital Questionnaire, Chinese Employee Organizational Commitment Questionnaire, Trait Coping Style Questionnaire and Self-rating Depression Scale. Pearson correlation analysis and Bootstrap were used for statistical analysis. This study found that 41.6% of physicians suffering from depression. Among them, 17.0% of physicians showed moderate depression, and 2.6% of physicians exhibited severe depression. The serial-multiple mediation of organizational commitment and positive coping styles in the relationship between psychological capital and depression was significant. The results showed that the psychological capital was sequentially associated with increased organizational commitment, and then increased positive coping styles, which resulted in reduced depression among physicians.

Correlation between Organizational Culture and Organizational Commitment of Nurses at Hamadan University of Medical Sciences, Iran

Background and Objective: Organizational commitment of employees is one of the important variables in the effectiveness of organizations. One of the effective factors of nurses' organizational commitment is the organizational culture of health centers. The present study aimed to investigate the correlation between the organizational culture and organizational commitment of nurses at Hamadan University of Medical Sciences. Materials and Methods: This descriptive correlational study was conducted based on an analytical design. The statistical population included all nursing staff working in the educational and medical centers of Hamadan. The sample size was calculated at 257 nurses. Data were collected using the Denison Organizational Culture Standard Questionnaire and the Meyer and Allen Standard Organizational Commitment Questionnaire. In this study, SPSS software (version 16) was used for data analysis, and a p-value less than 0.05 was considered statistically significant. Results: Based on the results, the organizational culture showed a significant correlation with organizational commitment (P <0.001,r = 0.56) and its dimensions, including emotional commitment (P<0.001, r =0.5), continuous commitment (P <0.001, r =0.4), and normative commitment (P <0.001, r =0.38). Moreover, the organizational commitment had a significant relationship with the dimensions of organizational culture, including involvement in work (P <0.001, r =0.48), adaptability (P <0.001, r =0.52), compatibility (P <0.001, r =0.5), and mission (P = 0.001, r =0.5). Conclusion: As evidenced by the obtained results, there was a correlation between organizational culture and dimensions of organizational commitment of nurses. Therefore, it is suggested that managers make wise decisions to promote organizational culture and organizational commitment in medical centers.

ANALISIS FAKTOR BUDAYA ORGANISASI,KOMPENSASI,DAN KEMPETENSI TERHADAP KOMITMEN ORGANISASIONAL DI PT PEGADAIAN CABANG PONCOL


 
 
 
 The right HRM is the key to success in achieving an organizational goal. The existence of HRM in an organization aims to increase the contribution of employees in the organization. One of the successes of HRM is determined in growing employee organizational commitment. How far the organizational commitment of employees to the organization will greatly determine the achievement of organizational goals. This study aims to determine whether there is an influence between organizational culture, compensation, and competence on organizational commitment at PT. Poncol Branch Pawnshop.
 The population in this study were all employees of PT. Pegadaian Branch Poncol, with a sample of 35 respondents. The variables in this study are organizational culture, compensation, and competence as independent variables and organizational commitment as the dependent variable. The sampling technique was carried out by the saturated sampling method (Census). The data used is primary data obtained from the distribution of questionnaires and the analytical method used is multiple linear regression analysis.
 The results of the first hypothesis stated "there is a positive and significant influence between organizational culture on organizational commitment at PT. Pegadaian Branch Poncol with a value (t-count 3.724 > t table 1.696)", hypothesis II states "there is a positive and significant effect between compensation and organizational commitment at PT. Pegadaian Branch Poncol with a value (t-count 4,007 > t table 1,696)", hypothesis III states "there is a positive and significant influence between competence and organizational commitment at PT. Poncol Branch Pawnshop with a value (t-count 3.038 > t-table 1.696)”. The results of the f test are known to be positive and significant with a value (fcount of 10.090 > ftable 2.69) and a p-value of 0.000 <0.05. The results of the coefficient of determination (R2) obtained a figure of 43.7% based on (Adjusted R Square), which means that 43.7% of the independent variables can be explained by the dependent variable and the remaining 56.3% is influenced by other factors that are not researched.
 
 
 
 
 
 Organizational culture has a significant positive effect on organizational commitment, with the better the culture applied by the organization, it is expected to have a positive influence on organizational commitment. Compensation has a positive and significant impact on organizational commitment, it is necessary to optimize the incentive system so that it is more adapted to the duties and responsibilities of each employee. This is expected to increase employee productivity. Competence has a positive and significant influence on organizational commitment, by increasing competence through skills, self-understanding and values ​​that exist within employees, it is hoped that employees can contribute more in increasing organizational commitment at PT. Poncol Branch Pawnshop..

Perceptions of dental health professionals (DHPs) on job satisfaction in Fiji: a qualitative study

Background:Reviewing job satisfaction is crucial as it has an impact on a person’s physical and mental wellbeing, as well as leading to a better organizational commitment of employees that enhances the organizations succession and progress as well as better staff retention. This study aimed to explore the perceptions of job satisfaction amongst Dental Health Professionals (DHPs) in Fiji and associated factors.Methods:This study used a phenomenological qualitative method approach commencing from August to November, 2021. The target group for this study were the DHPs who provide prosthetic services. This study was conducted among DHPs from 4 purposively selected clinics in Fiji. A semi- structured open-ended questionnaire was used to collect data. Thematic analysis was used to transcribe and analyze the audio qualitative data collected from the interviews.Results:Twenty-nine DHPs took part in the in-depth interview and the responses were grouped into three themes. The findings from the study indicate that DHPs are most satisfied with their teamwork and the relationship they have with their colleagues and co-workers, followed by the nature of the work and the supervision they received. The participants indicated that they were less satisfied with professional development opportunities and least satisfied with their pay and organizational support they receive.Conclusion:The results of this study have identified gaps and areas for improvement of job satisfaction for DHPs who provide prosthetic services in Fiji such as need for more career and professional development pathways, improved infrastructure to support prosthetic service delivery in Fiji and improve remuneration for DHPs. Understanding the factors that affect satisfaction levels and being able to act accordingly are likely to lead to positive outcomes both for DHPs and their organization.