Organizational Commitment Scale Research Articles

Psychological career pre-occupation and social connectedness in Ghanaian education staff’s career management

Purpose: This study examines the interplay of psychosocial career pre-occupation, social connectedness, and organisational commitment in higher education and offers insights for academia and practitioners. It also explores the impact of gender, job level, and the moderating effect of psychosocial career pre-occupation on employees’ commitment in this sector.Design/methodology/approach: A purposeful sample of 288 senior academic and administrative staff, mostly married males aged 31–40 years, completed the Psychosocial Career Pre-occupation Scale (PCOS), Workplace Friendship Scale (WFS), and Organisational Commitment Scale (OCS).Findings/results: Significant relationships were found among psychosocial career pre-occupation, social connectedness, and organisational commitment in higher education. Moderated analysis revealed predictive roles of gender, job level, and psychosocial career pre-occupation on organisational commitment, and illuminating sector dynamics.Practical implications: For human resource managers and practitioners in Ghana’s public higher education, this study offers insights to boost workforce commitment and engagement, which is vital for national progress.Originality/value: By validating essential elements of career self-management practices, this research extends career construction theory, enriching understanding and fostering professionals’ careers in higher education. It contributes to practical applications and scholarly knowledge by providing a deepening insight into organisational dynamics in this sector.

Staff Commitment in Ugandan Public Universities: Does Servant Leadership Matter?

This study investigates how staff commitment in Uganda's public universities is impacted by servant leadership. In many organizational contexts, servant leadership a leadership philosophy that puts the needs of the team first and motivates leaders to serve their staff has been gaining traction. Empirical research on its impact on staff commitment in Ugandan public universities is limited, despite its potential advantages. By examining whether and how servant leadership impacts staff commitment in the education sector, this study seeks to close this knowledge gap. The results of this study may influence leadership practices in public universities in Uganda as well as in other comparable educational environments worldwide. This study looks at how staff members' commitment to their schools is affected by public university leaders' servant leadership behaviours. Data for the study came from 214 employees of Uganda's public universities. A servant organizational leadership assessment scale was used to gauge the servant leadership behaviours of university administrators, and an organizational commitment scale was used to gauge staff members' organizational commitment. This study shows a significant and favourable correlation between staff members' commitment to the university and the servant leadership behaviours of university leaders. Servant leadership was a strong predictor of staff commitment.

Психологические ресурсы служебной лояльности в профилактике дисциплинарных нарушений сотрудниками органов внутренних дел

Introduction. The article deals with the significance of service loyalty as a promising psychological resource that can be used in the prevention of disciplinary violations among employees of internal affairs bodies. Loyalty as a structural component of personal reliability of employees is a significant characteristic of personality of dynamic nature, which enables to ensure its formation and development in professional activity. Research methods. General scientific methods of theoretical analysis, empirical methods, methods of psychological practice (training), psychodiagnostic techniques were used in the research: Questionnaire of J. Meyer and N. Allen “Organisational Commitment Scale”, S.S. Baranskaya's Method of measuring loyalty, V.I. Dominyak's Method “The possibility of realising motives”, L.A. Yasyukova’s test “Legal Consciousness”. Mathematical processing of the results included methods of descriptive, comparative and factor analysis using the statistical package “SPSS Statisticsver. 22.0” with the Mann-Whitney U-criterion. Results. The possibilities of service loyalty as a personal resource for solving the challenges of disciplinary violations among employees of internal affairs bodies were determined. The peculiarities of loyalty of employees having disciplinary sanctions reflecting low level of affective, continued and normative loyalty, work loyalty, assessment of possibilities of realisation of motives were established. The factor structure of loyalty is revealed, where the values of professional activity, loyalty to profession, psychological well-being and social acceptance, work and professional community loyalty, satisfaction with activity and organisational culture are considered the leading ones. The results of psychological training aimed at the formation and development of loyalty were analysed. Statistically reliable, significant shifts (p ≤ 0.05) in the loyalty indicators of employees who participated in the psychocorrectional work were identified, proving the possibility of changing the loyal attitude of employees.

Mediating Effect of Psychological Capital on the Relationship between COVID-19 Stress and the Organizational Commitment among Nurses in Davao City, Philippines

Background: The COVID-19 pandemic has abruptly caused heightened levels of stress among nurses globally, which in turn affected their organizational commitment. Interest on studying the effect of psychological capital on these variables is considered for its close links to organizational success. Purpose: This study determined the mediating effect of psychological capital (PC) on the relationship between COVID-19 stress (CS) and organizational commitment (OC) among nurses working in Davao City. Methods: Using descriptive-correlational design, the mediating effect of PC on the relationship between CS and OC among nurses in Davao City was determined. Snowball sampling was utilized to recruit 225 respondents. The data were gathered using COVID-19 stress scale, Psychological Capital Questionnaire, and Organizational Commitment Scale. Mean, standard deviation, Pearson r, regression analysis, and Sobel test were used in the statistical analysis. Results and Conclusion: Respondents had high levels of CS (M=3.73, SD=0.89), very high levels of PC (M=4.43, SD=0.56), and high levels of OC (M=3.42, SD=0.56). CS was correlated with PC (p=<0.001; r=0.48) and OC (p=<0.001; r=0.59); as do PC and OC (p=<0.001; r=0.44). Furthermore, CS was a statistically significant predictor of OC (β=.372, p=<.001). Upon inclusion of PC, CS continued to influence OC (β=0.209, p=<0.001). CS also significantly influenced PC (β=0.294, p=<0.001). PC partially mediated the relationship between CS and OC (Z=3.159, p=0.002). Implications for Practice: The interrelationship among the variables is multifaceted. Organizations are encouraged to maximize psychological capital of nurses to enhance their organizational commitment despite being exposed to heightened COVID-19 stress.

The relationship between occupational therapists’ organizational commitment, perceived organizational support, and entrepreneurial orientations

Introduction: Entrepreneurial orientation is a critical factor in the success of an organization and encourages higher performance. Individual entrepreneurial orientation can be influenced by organizational commitment and perceived organizational support. The study aimed to examine the relationship between occupational therapists’ organizational commitment, perceived organizational support levels, and their individual entrepreneurial orientation. Method: Using an online form, a cross-sectional survey study was conducted with 88 occupational therapists aged between 22 and 28. Occupational therapists completed a socio-demographic information form, the Organizational Commitment Scale, the Perceived Organizational Support Scale, and the Individual Entrepreneurial Orientation Scale. Data were analyzed using descriptive statistics and correlation analysis. Results: Significant positive correlations were found between occupational therapists’ individual entrepreneurial orientations and organizational commitment ( p = 0.015; r = 0.260) and perceived organizational support ( p = 0.045; r = 0.214). Conclusion: This study indicates that occupational therapists’ individual entrepreneurial orientation increases when their levels of organizational commitment and perceived organizational support increase. Therefore, organizations should strive to maintain high levels of organizational commitment and the support provided by the organization to enhance the entrepreneurial orientation of occupational therapists, which is important for their creativity and innovation.

The predictive ability of government secondary school principals’ talent management practice with emotional organizational commitment from the point of view of teachers in Kuwait

The present study aimed to investigate the predictive ability of the talent management practices of school principals to the affective organizational commitment of teachers in the State of Kuwait. To achieve this goal, correlation approach was used. The Talent Management Scale and the Affective Organizational Commitment Scale were applied to a random sample of 202 male and female teachers from Kuwait City schools. The results of stepwise regression analysis revealed that development and reward management practices were statistically significant predictors of affective organizational commitment predictive ability to emotional commitment, while identifying critical positions and competence training did not predict affective organizational commitment. The study recommends conducting more studies to investigate the predictive role of identifying critical positions and competence training practices in affective commitment.

The role of organizational commitment in the relationship between collaborative leadership and teacher performance

Teacher performance significantly determines the quality of education, and various methods are employed to enhance it. Factors influencing teacher performance include personal, organizational, and managerial aspects. This study aims to examine the role of organizational commitment in the relationship between collaborative leadership and teacher performance. Participants in this research were recruited using purposive sampling, and the criteria included permanent teachers with a minimum of 2 years of experience, totaling 195 individuals. This correlational study utilized Leadership Scale, Organizational Commitment Scale, and Teacher Performance Scale to collect data, which were then analyzed through the Hayes Process Model 4. The findings indicate a relationship between collaborative leadership and teacher performance (r=0.759, p<.01) and organizational commitment with teacher performance (r=0.450, p<.01). Commitment serves as a mediator in the relationship between collaborative leadership and teacher performance, with an indirect effect value of 0.047, se=0.018, cl (0.015 – 0.089), confirming all hypotheses in this study. The study shows that teacher performance is influenced by the collaborative leadership style of the school principal mediated by the organizational commitment of the teachers. To enhance teacher performance, school principals can employ a collaborative leadership model and strengthen organizational commitment.

Work ethics climate in relation to nurses’ commitment in a South African hospital

Orientation: Commitment, well-being and employer loyalty affect nurse retention. Literature shows that nurses are leaving the workforce at an alarming rate and that various factors are causing them to leave their employers.Research purpose: The main aim of this study was to investigate the influence of the ethical work climate in the organisation on nurses’ commitment.Motivation for the study: The health sector is essential in promoting mental, physical and emotional health but faces a shortage of skilled workers. The work ethics climate (WEC) can play a crucial role in retaining skills.Research approach/design and method: A quantitative research approach was adopted in a non-probability convenience sample of 208 permanent nurses from a South African public hospital. Participants completed self-assessments on an ethical climate questionnaire and an organisational commitment scale (OCS), and regression analysis was used to analyse the data.Main findings: Work ethics climate correlated with nurses’ affective, continuance and normative commitment. In addition, the results indicated that WEC predicted nurses’ commitment.Practical/managerial implications: Public hospitals in South Africa should create policies, laws and procedures that encourage ethical behaviour characterised by honesty, justice and dignity to boost nurse commitment. Thus, the South African hospital should foster an ethical workplace and implement an ethical code.Contribution/value add: This study contributes to the theory of ethical work climate and ethical behaviour by suggesting that nurses who positively perceive policies, rules and hospitals that have clear regulations are more likely to engage.

PLS-SEM assessment of the impact of job satisfaction on the organisational commitment of women quantity surveyors

This study investigates the impact of job satisfaction on the organizational commitment of women quantity surveyors (WQS) in the South African construction industry. This investigation was done to promote female participation within the construction industry by establishing significant job satisfaction factors that organizations can improve upon. A post-positivism philosophical approach, using a questionnaire survey, was employed to obtain quantitative data from registered WQS. The data obtained were analyzed using frequencies, percentages, mean item scores, Kruskal–Wallis H-test, and partial least square structural equation modelling (PLS-SEM). Using the organization commitment scale developed in past studies, it was found that WQS in the study area exhibited more continuance commitment. Also, their job satisfaction level is below average. PLS-SEM revealed that the continuance commitment exhibited is negatively influenced by the job satisfaction variables. The findings of this study provide valuable benefits to employers of construction organizations as the creation and enhancement of supportive work practises, structures, and cultures can help to attract and retain female quantity surveyors in the construction sector.

The effect of empowerment on English language teachers’ commitment to schools: the mediation of teachers’ attitudes towards curriculum reform

ABSTRACT The current study aimed to examine the effect of empowerment on English language teachers’ commitment to schools and attitudes towards curriculum reform and the mediation effect of teachers’ attitudes towards curriculum reform on the relationship between the teacher’s empowerment and commitment to schools. A questionnaire was used to collect data from a sample of 332 middle school English teachers in Algeria. The questionnaire included teachers’ empowerment questionnaire model of Yin et al. (2013. “The Effect of Trust on Teacher Empowerment: The Mediation of Teacher Efficacy.” Educational Studies 39 (1): 13–28), the Organisational Commitment scale of Meyer & Allen (1997) and the Attitude toward Change Instrument of Dunham et al. (1989). The results advocated a significant and positive correlation between the teachers’ empowerment, attitudes towards curriculum reform, and commitment to schools. The findings also revealed that teachers’ attitudes towards curriculum reform had a significant mediation effect on the relationship between empowerment and school commitment. The extent to which teachers believe they are empowered and have a role and contribution in shaping the curriculum of their school has a direct bearing on their dedication to their jobs. The study suggested that the ministry of national education should consider the role of TATCR, TE, and TCTS together as important.

The role of job crafting as an employee strategy in responding to organizational change and job satisfaction in health units in Greece: Cross sectional study

Background: In recent decades, in the context of organizational change, Job crafting is the process in which the redesign of work takes place, employees change their labor boundaries and labor relations to find meaning in them. Material and Method: Data were collected from 112 health care workers from the public and private sector regardless of specialty with a random sampling method. The data was collected by a questionnaire that included three parts: demographics, scale of organizational commitment, job satisfaction. The data was analyzed with SPSS version 24.0 using descriptive statistics, Pearson correlation, variance analysis and t-test. Purpose: To investigate job crafting as a strategy of employees in Health Units in Greece regarding organizational change and the factors that affect job satisfaction. Results: A statistically significant positive correlation was identified between the RCT scale and the MSQ satisfaction scale (r=0.299, p=0.002<a=0.05). The hypothesis of homogeneity of variations is not rejected for the Job crafting and RCT scales by Levene's test (p-values>a=0.05), while it is rejected for the MSQ scale (F=3.757, p-value=0.027<a=0.05). Subsequently, there was no statistically significant relationship between the Job Crafting scales, RCT of the questionnaire and age group (p-values>a=0.05) with application of One Way ANOVA. There was also no statistically significant difference (χ2(3)=2.068, p-value=0.558>a=0.05) so there is no differentiation in the degree of agreement of the MSQ scale per educational level. Finally, the hypothesis of equality of population fluctuations is not rejected (Vene test, F=2,507, p=0,116) and a statistically significant relationship between the Job Crafting scale in relation to the employment agency (t=-2,607, p=0,01) emerged. Conclusions: Job crafting has a positive impact on organizational change and job satisfaction is positively linked to the implementation of Job crafting. Planning and managing organizational change is a complex and difficult task for organizational managers. Reactions to organizational change can be multiple, often ambiguous and complex. Employees can respond to change in unexpected ways. They don't just face change, but they may also be actively involved with it and play an active role in influencing its direction. On the one hand, organizations and, on the other hand, managers should turn to work redesign interventions, leave room for employees to change their work routine and provide them with opportunities to "match" their work to their strengths, skills and preferences.

Measuring the reliability and validity of Allen and Meyer’s organizational commitment scale in the public sector

The aim of this study is to look into the reliability and validity of the multidimensional Allen and Meyer’s (1990) organizational commitment (OC) scale in a financial organization belonging to the public sector in Greece, as well as the relationship between the factors of the questionnaire. Using stratified random sampling, 205 employees were selected to participate in the survey, currently working in the aforementioned organization. The necessary ethical issues of participation in the research were observed. The reliability of the questionnaire was examined using Cronbach’s alpha coefficient, while the validity was checked using factor analysis. Correlations were investigated using Spearman’s coefficient. Results confirmed that affective, continuance and normative dimensions of commitment were statistically reliable and valid while measuring the levels of Greece’s public sector OC with a statistically significant positive correlation between them. The findings are consistent with the results of previous studies that Allen and Meyer’s (1990) OC scale is the most reliable, validated, well-established and widely used instrument which provides a true picture of the relationship between various dimensions and sub-dimensions of commitment (Khajuria & Khan, 2022).

Investigation of the Relationship between the Leadership Styles Perceived by the Coaches and the Levels of Organizational Commitment

The research was conducted to examine the relationship between coaches' perceived leadership styles and organizational commitment levels. For this purpose, people who actively continue their coaching duties in different branches and reside in Trabzon were included in the study. Three separate forms were used to collect data in the research. These; Personal Information Form, Multifactor Leadership Scale and Organizational Commitment Scale. SPSS (Version 26) was used in the analysis process of this study, which was carried out in the relational screening model. Among parametric tests, t-test, ANOVA and Pearson correlation analysis were used. According to the research results; There were no differences in the variables of gender, education level, being a national athlete, type of sports branch and region of duty. However, in the transformational leadership sub-dimension; Statistically significant results were obtained depending on the variables of age, marital status, coaching level, institution and tenure. In the transactional leadership sub-dimension; Statistically significant results were obtained depending on the variables of age, perceived income status, coaching level, institution and tenure. In the organizational commitment variable; Statistically significant results were obtained only in the variables of perceived income status, coaching level and tenure. Finally; It was concluded that there was a positive relationship between the leadership styles perceived by the coaches and their organizational commitment levels.

Assessment of the Organizational Commitment among Nurses

Organizational commitment is the extent to which a person may be identified with their membership in a particular organization. Objective: To assess the organizational commitment among nurses. Methods: Utilizing a cross-sectional research approach, this study examined organizational commitment among registered nurses employed in several tertiary care hospitals in Karachi, Pakistan, and enrolled in the Post RN program at Horizon School of Nursing and Health Sciences in Karachi, Pakistan. This study included 71 nurses in total. Three elements of overall organizational commitment are measured by the Organizational Commitment Scale (OCS), established by Balfour and Wechsler in 1996. Results: Study findings show that 35.2% of respondents reported great pride in their affiliation with the company, demonstrating high loyalty and job satisfaction. In addition, 40.8% of respondents strongly agreed with the importance of the organization's values. Moreover, the findings also show that 8.5% demonstrated low commitment, and 60.6% fell into the moderate commitment category. Meanwhile, 31.0% exhibited high commitment. Conclusions: The study revealed a diverse spectrum of commitment levels, with a substantial majority demonstrating moderate commitment. Addressing this issue should be a priority for the organization, focusing on recognizing and appreciating employees' efforts to enhance overall satisfaction and foster a more supportive work environment.

Organizational Commitment, Psychological Capital, and Job Burnout among Teachers: Closer Focus on Job Sector

The extent to which a person identifies with and actively participates in each organization is referred to as their organizational commitment, which is the attitude that influences employee behavior beneficial to the organization. The present study was designed to investigate the connection between job burnout, organizational commitment, and psychological capital among government and non-government officials. It also aimed to find out demographic differences, i.e., (job sector, gender, and job experience) in organizational Commitment, psychological capital, and job burnout among government and non-government officials. In the present research, data was collected using the Maslach Burnout Inventory, psychological capital, and organizational commitment scales from a conveniently selected sample of 400 teachers from different colleges in Mansehra, Haripur, and Abbottabad. The study's findings suggested a significant positive relationship between organizational commitment and psychological capital, whereas job burnout is significantly negatively associated with organizational commitment and psychological capital among teachers. Teachers affiliated with government institutions reported more job burnout, whereas non-government teachers scored high on psychological capital and organizational commitment. Female employees and employees with more than five years of job experience exhibited higher levels of job burnout and organizational commitment.

The Relationship of Organizational Commitment with Organizational Citizenship

Employees with high OCB levels are able to increase productivity and provide a good future for the company. OCB can be influenced by internal factors and external factors. One of the internal factors that influence OCB is organizational commitment. This study aims to determine the relationship between organizational commitment and Organizational Citizenship Behavior. Using a correlational quantitative approach, this study involved 141 production employees at PT. X Semarang was selected through a, purposive sampling technique. The research data was taken using the organizational commitment scale and the OCB scale. Furthermore, the data were analyzed using the Kendall or non-parametric correlation technique. The result of the correlation coefficient between organizational commitment and OCB variables is 0.153 with a significance level of p=0.005 where p<0.05. These results indicate that there is a positive relationship between organizational commitment and OCB. So it can be concluded that the production employees of PT. X Semarang has a good commitment so that employees are able to show good OCB to fellow employees and to the company

Work Social Support and PTSD in Police Officers: The Mediating Role of Organizational Commitment

The military police officers of Rio de Janeiro are often exposed to critical incidents in routine work that may have a potentially traumatic effect on their mental health, such as post-traumatic stress disorder (PTSD). This study aims to explore the protective role of work social support (i.e., emotional, instrumental, and informational) and affective organizational commitment (and its mediation effect) in facing PTSD, considering these variables as essential resources in the work context according to the conservation of resources theory (COR) approach. This is a cross-sectional study, with a sample of 329 military police officers from Rio de Janeiro, Brazil, who were administered a questionnaire of sociodemographic variables, the Critical Incident History Questionnaire (CIHQ), the Post-Traumatic Stress Disorder Checklist 5 (PCL-5), the Perceived Social Support at Work Scale (EPSST), and the Affective Organizational Commitment Scale. It was found that only emotional support showed a significant association with affective commitment and PTSD symptoms. Affective organizational commitment, in turn, partially mediated the relationship between emotional support and PTSD. These findings shed light on the importance of organizations, such as the military police, in promoting the development of psychological resources like emotional support and affective commitment to mitigate PTSD and promote a sustainable work environment.

Enhancing Teaching Productivity Among University Staffers: The Influence of Organizational Commitment and Workload

The declining level and quality of productivity in the educational sector have become a cause for concern among stakeholders. This study investigated the connection between workers' organisational commitment, workload, and productivity among university staff in Oyo and Osun states. The descriptive research design was utilised, and data were collected from two public universities in each state. Valid and standardised instruments were used, including the Quantitative Workload Inventory, Work Productivity Survey, and Organizational Commitment Scale. Pearson correlation and regression analyses were conducted. The results revealed significant correlations between productivity and workload (r = .039, p < .05) and organisational commitment (r = .044, p < .05). Workload contributed the most (Beta = .425, t = 6.015, p < .05) productivity prediction, followed by organisational commitment (Beta = .284, t = 5.116, p < .05). These findings highlight the need for the educational sector to address the dangers posed by excessive workload and lack of organisational commitment. It is recommended that measures be implemented to manage these factors effectively, including improving working conditions, enhancing welfare packages, and ensuring prompt payment of salaries and allowances for university staff.

Influence of Principals’ Conflict Resolution Skills on Teachers’ Commitment in Public Secondary Schools in Ogun State

This study investigated the Influence of principals’ conflict resolution skills on teachers’ job commitment in public secondary schools in Ogun State. A descriptive research design was employed. The population for the study consisted of 3,109 teachers. A sample of six hundred and forty-five (645) respondents was selected. Three (03) instruments were used for data collection, namely: demographic data form, organizational commitment scale (r = .91), and Rahim organizational conflict inventory – II (r = .96). Findings showed that there was a significant influence of principals’ conflict resolution skills on teachers’ job commitment (R = .253; R2 = .064; Adj. R2= 063; F (1,636) = 43.508; P< .05). Also, principals’ gender significantly moderated the influence of principals’ conflict resolution skills on teachers’ job commitment. Male principals have a significant moderating influence of principals’ conflict resolution skills on teachers’ job commitment (R =.376; R2 =.141; R2(adj) =.139; F (1,406) =66.563; P<.05). Also, female principals do not have a significant moderating influence of principals’ conflict resolution skills on teachers’ job commitment (R =.048; R2 =.002; R2(adj) =-.002; F (1,230) =.525; P>.05). Based on these findings, it was recommended that regular seminars should be organized to educate principals on conflict resolution strategies. Also, the Ministry of Education should organize extensive in-service development programs and/or encourage the principals to go for short courses in educational management with specific emphasis on leadership skills and styles and conflict management in schools irrespective of their gender.

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.