Employee Organizational Commitment Research Articles

Peran Kepuasan Kerja dan Komitmen Organisasi Memediasi Pengaruh Budaya Organisasi Terhadap Kinerja Karyawan

The purpose of this study was to explain the role of job satisfaction and organizational commitment to mediate the efffect of organizational culture on employee performance. The population of this research is the employees of PT. Indomarco Prismatama (Indomaret) Pangkalpinang, totaling 115 people. The analytical tool used is path analysis using SEM method (struktural equation modeling) using SmartPLS 3. The results of the study indicate that organizational culture had a positive and significant effect on satisfaction. Organizational culture has a positive and significant effect on employee performance and organizational culture also has a positive and significant effect on organizational commitment. Furthermore, job satisfaction has a positive and significant effect on employee performance and organizational commitment has a positive and significant effect on employee performance. Job satisfaction is able to partially mediate the influence of organizational culture on employee performance and organizational commitment is able to partially mediate the influence of organizational culture on employee performance. Therefore, it is important for leaders in the company to pay attention to and develop job satisfaction and organizational commitment so that organizational culture can improve employee performance.

Telaah Komitmen Organisasi: Pengaruh Atas Penilaian Kinerja, Perencanaan Karier dan Partisipasi Karyawan

Much empiric research had been conducted on the antecedents of employee organizational commitment. However, there is still less research that examines the effect of HR management praxis, such as performance appraisal systems, career planning systems, and employee participation on organizational commitment. In this study, I tested the impact of these three variables in explaining employee work commitments in the banking sector in West Java. Based on a survey of 98 employees in 20 private banks in West Java, this study uses regression analysis, correlation analysis, and G-test to test hypotheses. The results showed that the performance appraisal system, career planning system and employee participation significantly influence employee work commitment. This result also indicates that the level of organizational commitment of employees in the private banking sector in West Java is low. Therefore, this study suggests that for employees to be genuinely committed to their work, companies must make objective efforts in managing performance appraisals, career planning, and employee participation to ensure effective implementation and to achieve expected results. Keywords: performance appraisal system, career planning, employee participation, organisational commitment

Impact of inclusiveness on organizational commitment among employees of IT industry

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

Antecedent of Organizational Citizenship Behavior Variables: Gender as Moderator

is study was conducted to examine the influence of workplace spirituality on job satisfaction; workplace spirituality on organizational citizenship behavior (OCB); workplace spirituality on organizational commitment; job satisfaction on organizational citizenship behavior; organizational commitment on organizational citizenship behavior; and gender role as a moderating variable on the influence of job satisfaction, workplace spirituality, organizational commitment on OCB. The survey was performed in all public notary offices in Bangli Regency, with 76 permanent staff serving as respondents. The Partial Least Square (SEM PLS) strategy was utilized to analyze the data. Before the model is pronounced excellent, the results of the entire model assessment are based on the value of Q-Square Predictive Relevance (Q2), R-Square (R2) and Goodness of Fit (GoF). The test findings show that workplace spirituality (WPS) has a substantial beneficial impact on job satisfaction, indicating that the hypothesis is correct. The hypothesis is accepted because the test findings show that workplace spirituality (WPS) positively influences organizational citizenship behavior. The test findings show that workplace spirituality (WPS) has a substantial favorable influence on organizational commitment, indicating that the hypothesis is correct. The hypothesis is rejected because the test findings show that job satisfaction (JS) has no influence on OCB. The hypothesis is accepted because the test findings show that employee organizational commitment has a strong beneficial influence on organizational citizenship behavior. As a consequence of the hypothesis testing on gender as a moderator, it can be concluded that gender is not a moderator in the accepted model.

Effect of Job Satisfaction on Organizational Commitment: Evidence from Employees of a Special Mission Organization in Rwanda

This study assessed the effect of job satisfaction and demographic characteristics on the organizational commitment of employees (N = 119) in Rwanda. The study adopted a cross-sectional survey design for data collection. Descriptive, correlation, standard, and hierarchical regression analysis techniques were used to carry out the analysis. The effect of intrinsic job satisfaction was positive and significant on overall organizational commitment, continuance, and normative commitment, but negative and significant on affective commitment. The opposite was the case for extrinsic job satisfaction, although the effect on affective commitment was insignificant. The effect of satisfaction with the work environment was positive but only significant on affective commitment and significantly negative on continuance commitment. Job satisfaction dimensions had a significant unique effect on the overall and all the organizational commitment dimensions, even after controlling for the effect of the five demographic characteristics. From the results, it is recommended that for the organization to enhance employees’ commitment, management should adopt measures that enhance job satisfaction among them. This study adds to the much-needed empirical evidence from the developing world, but more importantly, from a special mission organizational context, consistent with the interconnectedness of organizations across the globalized world.

ESG Practices, Perceived Warmth/Competence, and Organizational Commitment: The Case of Bio & Pharmaceutical Companies in Korea

Purpose The purpose of this paper is to examine (1) the effect of environment, social, and governance practices on employee organizational commitment, and (2) the mediating role of employee perceived warmth and competence. Design/Methodology/Approach - Data were collected from 108 employees of 74 bio and pharmaceutical companies in South Korea. Confirmatory factor analysis, path analysis, and a bootstrapping technique in structural equation model was performed to test the hypothesis. Findings - The paper found that perceived image of a company had a mediating effect on the relationship between a company’s environment/governance practices and its employees’ organizational commitment. Specifically, in relation to organizational commitment, environment practices were mediated by perceived competence, and governance practices were mediated by perceived warmth. Research Implications - This is one of the first studies to show how corporate environment, social, and governance practices can influence internal stakeholder perceptions and attitudes toward an organization. In particular, we showed in detail how environment, social, and governance practices affect employee perceptions of the company and ultimately improve their organizational commitment. While previous studies mostly focused on investigating the integrated effect of environment, social, and governance practices on corporate financial performance, this study verified how discriminatory characteristics of each practices have different effects on employee perceptions and attitudes.

EXPLORING THE RELATIONSHIP BETWEEN JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT FROM A GENDER PERSPECTIVE IN KOSOVO CONTEXT

This paper examines the relationship between job satisfaction, organizational commitment and gender in Kosovo employment institutions. Despite the positive efforts to change the legislation, in order to increase women’s participation in the labor market, Kosovo still remains the country with the lowest participation of women in the labor market, comparing to the other countries in the region. The study of job satisfaction and organizational commitment helps to understand the dynamics that generate the continuation of women at work and encourage many others to be included in the labor market. This paper uses the cultural heritage approach to understand the phenomenon. The methodology used to gather the data was quantitative one. A questionnaire was distributed to 338 employees of 11 employment institutions in Kosovo. The data revealed that more females than males show high level of job satisfaction and organizational commitment in the institutions where they work. This confirms the ‘the paradox of the contented female worker’, as explained by Clark (1997). The study also shows that there exists also a positive correlation between job satisfaction and organizational commitment of employees, both females and males, in the employment institutions involved in this study.

The Mediating Role of Organizational Commitment in the Effect of Authentic Leadership on Employee Performance

In today's competitive environment, employees' individual performances are considered to be an important determining factor in achieving sustainable competitive advantage of organizations. Therefore, managers are in the interest of increasing the performance of their employees. Many studies have been conducted by researchers to identify the antecedents of employee performance. In the researches, leadership is the most remarkable research topic. The literature supports the view that the leader positively affects employee performance. Although it has been documented in the literature that different leadership styles are effective on employee performance, research on authentic leadership is limited. For this reason, studies are needed in the literature to determine the effect of the authentic leader on employee performance. An authentic leader is a leadership approach that motivates employees to perform beyond expectations by identifying them with organizational goals and interests. Also, the authentic leader plays an important role in the formation of organizational commitment in employees as well as affecting employee performance. Based on this reasoning in the research; A conceptual model including the authentic leader, employee performance, and organizational commitment is proposed. To test the proposed model, 317 survey data were obtained from the garment manufacturing employees in Istanbul. The survey data were analyzed with the help of SSPS-24 and AMOS-18 software. The results of the analysis showed that the authentic leadership positively affected employee performance and organizational commitment. In addition to these findings, it was determined that organizational commitment has a mediating role in the effect of the authentic leader on employee performance. In addition to contributing to the literature, the research findings have results that will attract the attention of researchers and practitioners.

Organizational Commitment Impact on Job Well-Being of SMEs Employees in Taiwan in Post-COVID-19 Era

Taiwan's industrial structure is mainly composed of small and medium-sized enterprises (SMEs), with over 98% of enterprises being SMEs and employing more than 80% of the workforce in Taiwan. Many industries are under severe stress due to the COVID-19 outbreak, and many companies are reducing staff hiring or staff working hours. The main purpose of this study was to examine the factors influencing the job well-being of Taiwanese SME employees in the context of the COVID-19 epidemic, including organizational justice, job insecurity, decent work, and organizational commitment. Through a questionnaire survey, 653 valid questionnaires were collected and analyzed using structural equation modeling to verify the effects between the study constructs. The study found that organizational justice, job insecurity, and decent work all had significant effects on organizational commitment, with job insecurity having the least effect. Organizational commitment has a positive and significant effect on employees' job well-being, with a standardized regression coefficient of 0.469. In the research model, the R2 of employees' organizational justice, job insecurity, decent work, and organizational commitment on job well-being was as high as 0.724. The results of the study show that Taiwan has a large number of SMEs that can respond quickly and flexibly to the environment. Even in the unsettled environment of an epidemic, employees' organizational commitment to the company remains a decisive factor in employee well-being. The smaller-than-expected impact of employee job insecurity is indirect evidence of the resilience of the Taiwanese industry.

The Effect of the Use of Social Media on Organizational Commitment

Social Media offers an opportunity for firms to generate value through the facilitation of employee experiences. Using social media business creates an environment of collaboration. This article suggests that organization commitment of employees is prejudiced by the social media usage. The study attempts to answer how social media helps in improving the organization commitment in terms of affective, normative and continuance commitment. The study was empirically tested by using the employee survey data collected from IT employees working in Bangalore. The paper concludes with a brief of the usage of social media in IT companies and its consequences.

Greening the hospitality sector: Employees' environmental and job attitudes predict ecological behavior and satisfaction

Employees' organizational commitment is significant for developing ecological behavior in the context of greening the hospitality sector. Notwithstanding this importance, limited literature exists discussing the significant contribution of hospitality sector employees in their organizations' environmental management system. A theoretical framework was proposed based on the literature review, and data was collected via survey-based questionnaires from 508 hotel industry employees. By applying Hayes PROCESS Macros, data was analyzed. The findings suggest that employee environmental attitudes instigate employees' ecological behavior and satisfaction with the organization. The mediating role of employee organizational commitment was also found statistically significant. This study recommends that hospitality sector managers and practitioners promote employees' organizational commitment. The results also verify that employees' organizational commitment stimulates their environmental attitudes to demonstrate ecological behavior to adopt green practices in the hospitality sector.

PENGARUH LINGKUNGAN KERJA DAN PENGEMBANGAN KARIR TERHADAP KOMITMEN ORGANISASI PADA PT. TIGARAKSA SATRIA

The importance of paying attention to employee organizational commitment because employees are the main resource and important asset in the company. Companies must be able to maintain or even improve the quality of their employees so that their employees can produce good organizational commitment. The purpose of this study was to determine and analyze the work environment and career development effect on organizational commitment partially and simultaneously. The research used is research with quantitative methods. The technique of collecting data in this study was done by distributing questionnaires. The data analysis technique in this study used the classical assumption test, multiple regression, hypothesis testing with SPSS 22 software. The population in this study was 56 employees at PT. Tigaraksa Satria. From the research results obtained tcount < ttable (6.606 > 1.68), meaning that the work environment has a significant effect on organizational commitment. Likewise with the career development variable obtained tcount < ttable (7.144 > 1.68), meaning that career development has a significant effect on organizational commitment. Based on the results of the F test, it shows that Fcount > Ftable (41.716 > 3.26) and a value of 0.000 < 0.05, this indicates that simultaneously the work environment and career development have a significant effect on organizational commitment.

Toxic Leadership, Teachers’ Job Satisfaction and Organisational Commitment in Lagos State Tertiary Institutions, Nigeria

Employee job satisfaction and organisational commitment are directly influenced by leadership styles. Despite the fact that the good elements of leadership have already been explored, the bad sides of leadership must be addressed as well. This study examined the relationship between school toxic leadership, teachers’ job satisfaction and organisational commitment in Lagos State tertiary institutions. Two hypotheses were set to serve as guides for the study. Correlational and descriptive research designs were adopted while the population comprised all lecturers in Lagos State owned tertiary institutions. The sample size was 240 lecturers after stratifying the population into the institutions nomenclature and thereafter selected through purposive sampling technique. Analysis was carried out using inferential statistics of Pearsons Product-Moment Correlation Analysis. Findings indicated that a negative relationship existed between toxic leadership and teachers’ job satisfaction in Lagos State tertiary institutions and also a negative relationship existed between toxic leadership and organisational commitment in Lagos State tertiary institutions. According to the findings of the study, toxic leadership exists in Lagos State higher institutions. The study recommended that before being placed in leadership roles, tertiary institution lecturers should be exposed to leadership development training and opportunities.

The Effect of Emotional Intelligence on Job Satisfaction and Organizational Commitment in the Case of Educational Sector

This study reviews current research into the field of emotional intelligence as it pertains to business. The overall aim of the study was to study the effect of emotional intelligence on both job satisfaction and organizational commitment. The research implemented the quantitative methodology throughout implementing surveys over a defined number of respondents for data collection and the data had been treated using the SPSS statistical tool. Findings indicate a strong positive correlation between emotional intelligence and employee organizational commitment and job satisfaction. The relationship between individual success and organizational success was established only conditionally. Further study is recommended to establish this relationship in other fields of business.

HUMAN RESOURCE MANAGEMENT PRACTICES AND POLICIES AND EMPLOYEE ORGANIZATIONAL COMMITMENT IN BOSNIA AND HERZEGOVINA COMPANIES

Nowadays, when operating in an unstable market, organizations in Bosnia and Herzegovina (BiH) are also facing a continuous outflow of qualified employees to the countries of the European Union. In order to properly respond to the challenges from the environment, the organizations in BiH are forced to take adequate measures so as to become competitive in the market, which may prove to be difficult if they do not retain skilled workforce. This paper attempts to show that by implementing appropriate human resource management (HRM) practices and policies, organizations in BiH can affect employee organizational commitment, which will result not only in market survival but also in increased competitiveness, as the experience of the organizations in the surrounding countries shows that human resources is what gives these companies a competitive advantage. The paper aimed at examining the impact of characteristics, organizational characteristics, and HRM practices focused on performance appraisal, job security, employee participation, and career planning on employee organizational commitment in BiH companies with more than 50 employees in four sectors. The empirical research was conducted on a sample of 128 companies. The results show that when it comes to employee organizational commitment, HRM practices and policies bear more importance than demographic and organizational characteristics and that there is a statistically significant positive impact of HRM practices and policies on employee organizational commitment.

IMPACT OF COMPETENCY MANAGEMENT ON THE ORGANIZATIONAL INVOLVEMENT

Human resources are the most important resources for companies, so it is important to manage their skills to anticipate their evolution for the development of the company. Competency management is the way an organization manages its human capital and ensures the adjustment between the skills and knowledge of employees and their needs to achieve its objectives. However, the question that arises is whether competency management has an impact on the organizational commitment of employees.

THE ROLE OF LEADER-MEMBER EXCHANGE (LMX) IN MEDIATING WORKLIFE BALANCE AND WORK ENGAGEMENT ON THE EMPLOYEE ORGANIZATIONAL COMMITMENT OF PT. ERA BARU MANDIRI

This research examines the leader-member exchange (LMX) role in mediating the contribution of work-life balance and work engagement on the employee organizational commitment of PT. Era Baru Mandiri. The population was all employees of PT. Era Baru Mandiri, which amounted to 120 people. Determination of the number of respondents was by the census. Data were collected by distributing questionnaires to all respondents and analyzed using AMOS-SEM. The descriptive hypothesis testing proves that the work-life balance, work engagement, LMX, and discipline variables are good. In other words, all variables have been applied well at PT. Era Baru Mandiri. The direct effect hypothesis testing proves that work-life balance and work engagement contribute significantly to changes in LMX, work-life balance and LMX contribute significantly to changes in commitment, and work engagement does not contribute significantly to commitment. The indirect effect hypothesis testing proves that LMX partially mediates the contribution of work-life balance to changes in commitment, and LMX fully mediates the contribution of work engagement to changes in commitment. This finding explains the increase in organizational commitment of PT. Era Baru Mandiri is a function of increasing work-life balance, work engagement, and LMX.

Determinants of Employee Job Satisfaction: An Analysis of Structural Equation Model

Imbalances in an employee’s working life have become a major problem due to the many issues related to employee well-being, productivity levels and boredom at work. Work-Life balance has now become a vulnerable topic because it offers real benefits to the organization and its success, so the goal to be achieved in this study is to provide an explanation of the influence of charismatic leadership and Work-Life balance against organizational commitment through employee job satisfaction in the broadcasting industry. The study was conducted using a questionnaire distributed in November-December 2019 where respondents used as many as 190 employees in the broadcasting industry in Jawa Timur. The data was analyzed using the Structural Equation Model (SEM). The results of this study show that a good charismatic leadership will increase employee job satisfaction, a good Work-Life balance will increase employee job satisfaction, and good job satisfaction will increase commitment. Organizational employees, good charismatic leadership will increase employee organizational commitment and good Work-Life balance does not increase employee organizational commitment directly.

Employee Organızatıonal Commıtment and Its Effect On Turnover Intentıon Behavıor In Multı-Fınance Industry

One of the indicator of successful organization that boost HR practices is that they can retain employees. Therefore companies are encouraged to take action to reduce turnover as one of the popular HR program that could retain employees. This study aims to examine the impact of multi-finance employee organizational commitment on turnover intention behaviour. Survey within the finance sector business and disributing questionnaire was used to obtain data from 212 respondents from 30 multi-finance companies. The data were analyzed through the PLS-SEM model using smartPLS-3 software. The results show that organizational commitment has a positive and significant effect on attitude toward leaving, subjective norm, and perceived behavioural control; thus, it impacts employee turnover intention. The significant indirect impact of organizational commitment on turnover intention was also revealed. The model clearly expresses the organizational commitment of multi-finance employees and its impact on turnover intention through the theory of planned behaviour construct. Managers need to understand these factors and their impact on turnover intention.

Management Control Systems and Employee Organisational Commitment in the Malaysian Public Sector

Purpose: This study investigates the relationship between management control systems (input controls, behaviour controls and output controls) and the level of employee organisational commitment in the Malaysian public sector. Methodology: The quantitative method was applied using convenience sampling techniques. A total of 102 usable questionnaires were collected from the prospective respondents of public sector departments/agencies in Putrajaya, Malaysia. The primary data analysis technique for this study is Partial Least Squares Structural Equation Modelling (PLS-SEM). Findings: The research findings indicate no relationship between output controls and employee organisational commitment. Input controls and behaviour controls, on the other hand, were found to be positively related to the level of employee organisational commitment in the public sector. Practical Implications: This study offers a number of practical guidelines for the public sector emphasising the utilisation of input controls and behaviour control to promote the level of employee organisational commitment. Originality/Value: Given the lack of extant literature on this topic, this is probably one of the first studies that provides evidence of the relationship between management control systems (input controls, behaviour controls and output controls) and the level of employee organisational commitment in the Malaysian public sector context that is in line with the social exchange theory. Keywords: Input control, behavioural control, output control, employee organisational commitment, public sector