Organizational Commitment Research Articles

The Influence of Work Ability, Servant Leadership, and Workload on Employee Performance through Organizational Commitment at Secretariat East Java Province Marine and Fisheries Service

The objective of this study is to examine the impact of work ability, servant leadership, and workload on employee performance, with organizational commitment serving as a mediating factor, at the East Java Province Maritime and Fisheries Service. This research offers both theoretical and practical advantages. This study employs a quantitative methodology. The data were gathered by a questionnaire that was issued to workers of the Secretariat, Maritime and Fisheries Service of East Java Province via an online form. This study used a saturation sampling strategy, which involves including all members of the population as respondents or selecting a sample of 71 individuals. The SEM-PLS statistical technique was utilized to conduct testing on the 7 stated hypotheses. The research findings indicate the following relationships: 1) Work ability has a significant impact on employee performance; 2) Work ability has a significant impact on organizational commitment; 3) Servant Leadership has a significant impact on employee performance; 4) Servant Leadership has a significant impact on organizational commitment; 5) Workload has a significant impact on employee performance; 6) Workload does not have a significant impact on organizational commitment; 7) Organizational commitment has a significant impact on employee performance.

Role of Ethical Leadership, Corporate Culture, Employee Empowerment, and Organizational Commitment on Employee Productivity: Case Study of State Owned Enterprise Employee

This study investigates the influence of ethical leadership, corporate culture, employee empowerment, and organizational commitment on employee productivity within a State-Owned Enterprise (SOE). Using a sample of 300 employees, data were analyzed through descriptive statistics, reliability testing, correlation analysis, and regression analysis. The findings indicate that all four factors significantly enhance employee productivity, with organizational commitment having the strongest impact. Ethical leadership was also found to influence productivity indirectly through organizational commitment, while corporate culture moderated the relationship between leadership and productivity. Employee empowerment was shown to further improve productivity by granting greater autonomy and responsibility to employees. These results suggest that SOEs can enhance employee productivity by fostering ethical leadership, a supportive corporate culture, empowering employees, and building organizational commitment. The study provides valuable insights for SOEs aiming to improve performance in a public-sector context.

The relationship of paternalistic leadership and organizational commitment

Paternalistic leadership is reported to have a favourable correlation with employee organisational commitment. This commitment is provided in exchange for the paternalistic leaders' care, attention, and protection of employees in both professional and personal contexts. Nonetheless, numerous further research have identified a negative tendency in this association. This research employed a Systematic Literature Review (SLR) utilising PRISMA as the principal procedure, identifying 16 articles published from 2014 to July 2024 that investigate the correlation between paternalistic leadership and organisational commitment. This relationship is delineated through two frameworks: firstly, paternalistic leadership induces varying degrees of employee organisational commitment; secondly, organisational commitment serves as a mediator between paternalistic leadership and other variables. From these two schemes, it is evident that (i) a positive correlation exists between benevolence and moral leadership and organisational commitment, albeit with variations in the types of commitment elicited by these leadership dimensions; (ii) authoritarian leadership elicits a negative reaction towards two forms of organisational commitment (affective and normative) among employees, while inducing a marginally positive response towards continuance commitment; and (iii) organisational commitment as a mediator exhibits a "inconclusive" effect.

Understanding Narcissism in the Workplace: The Dual Impact of Self-Efficacy and Political Skill on Attitudes and Performance

This study examines cognitive and behavioral mechanisms that explain why narcissism leads to positive and negative workplace outcomes. By sampling 296 working adults in the United States at three time points, we tested the model using partial least squares structural equation modeling. Drawing from social cognitive theory, we explore how grandiose and vulnerable narcissism influence workplace attitudes and behaviors, including organizational commitment, citizenship behavior, and workplace deviance. Our findings reveal that these differences are mediated through the serial mechanisms of self-efficacy and political skill. By highlighting the role of self-concept and social effectiveness skills in shaping narcissistic employees’ workplace behaviors, this study contributes to a deeper theoretical understanding of the factors motivating their engagement in positive workplace contributions versus unethical workplace behaviors.

Keeping Pace with the Generations! Quantitative Job Insecurity and Retention in Gen Z Workers: The Mediating Roles of Affective Commitment and Psychological Empowerment

The workforce is changing as new employees enter the labour pool. Malaysia’s largest demographic segment is currently Gen Z, constituting 38% of the total population, and boasting a monthly disposable income of US$428 million. Over the next ten years, up to 10 million people in Malaysia born after 1995 (i.e., Gen Z) will enter the workforce. The purpose of this research is to investigate the relationship between job security and employee retention through the mediating mechanism of affective organizational commitment and employees’ psychological empowerment among Gen Z, who are currently working and making up part of the workforce in Malaysia. Gen Z is characterized by distinctive attributes, demanding that human resource management (HRM) professionals anticipate potential innovations in their recruitment and training methodologies. Among the paramount concerns confronting HRM lies the challenge of employee retention, which holds a pivotal position in the overall success of an organization. This centrality is underscored by the financial burdens linked to the recruitment and training of fresh personnel, the disruption of business continuity occasioned by employee departures (commonly referred to as ‘turnover’), and the ensuing decline in productivity stemming from employee attrition. One strategy to increase retention is job security, because the finding of this research show that employees who have job security have high commitment and psychological empowerment, as well as high intention to stay in organizations. Implications for theory and research and management practice are discussed.

PENGARUH KECERDASAN EMOSIONAL, KOMITMEN ORGANISASIONAL, OCB (ORGANIZATIONAL CITIZENSHIP BEHAVIOUR) DAN IKLIM ORGANISASI TERHADAP KINERJA GURU DI SMA NEGERI 1 SUKASADA

The purpose of this research is to examine how teacher performance is influenced by organizational climate, organizational commitment, organizational citizenship behavior, and emotional intelligence. In this study, the population consisted of 34 instructors who worked at SMA Negeri 1 Sukasada. This research used a saturated sample, which means that all 34 instructors at SMA Negeri 1 Sukasada were sampled. Multiple linear regression analysis, which will be carried out using the SPSS (Statistics tool and Service Solution) tool, is a data analysis technique used to solve the problem in this research. According to the analysis findings, teachers at SMA Negeri 1 Sukasada are known to perform better when they have emotional intelligence; Likewise, organizational commitment, organizational citizenship behavior (OCB), and organizational climate had no effect on the performance of these students

Enhancing Employee Performance in Sindh's Higher Education Institutes: The Role of Commitment, Involvement and Appraisal

Enhancing employee performance involves setting clear expectations and providing continuous feedback. It is essential to create a positive workplace. This study creates the necessity of performance appraisal activities to improve employee performance and achieve organizational goals. It investigates the impact of performance appraisal on employee performance in Higher Education Institutions (HEIs) in Sindh, Pakistan. Structural Equation Modeling (SEM) was employed using SmartPLS to analyze the relationships between variables. It includes Performance Appraisal, Organizational Commitment, Job Involvement, and Employee Performance. A sample of 127 participants was selected from various HEIs in Sindh, Pakistan. The findings reveal a significant mediating effect of organizational commitment and job involvement on the relationship between performance appraisal and employee performance. On the other hand, effective performance appraisals enhance employee performance when supported by strong organizational commitment and job involvement. It includes recommendations that hold valuable knowledge and implications for executive bodies and policymakers of HEIs.

Integrating Hedonic and Eudaimonic Perspectives of Well-Being: A Conceptual Model for Sustaining Employee Well-Being in the Remote Work Context

As remote work gained popularity in the wake of the pandemic and is expected to continue to be a significant part of future workplaces, the issues of lower well-being and organizational commitment in employees have come to the forefront. Despite its benefits, these challenges hinder the long-term adoption of remote work. Research has yet to explore strategies for maintaining well-being and commitment in remote settings through dual aspects of well-being. In this study, following a conceptual approach, we integrate two distinct and complementary approaches to well-being, Hedonic and Eudaimonic, in the remote work context, using the overarching framework of the conservation of resources theory. It contributes to the literature by addressing dual aspects of well-being in remote work and expands understanding of employee engagement and workplace spirituality in remote work contexts. The study offers practical insights for organizations and employees to sustain well-being and commitment in remote work environments.

The Relationship between Happiness at Work and Performance in Hybrid Working Employees in the Era of Digital Transformation

This study examines the relationship between happiness at work and performance of hybrid employees in the era of digital transformation. Hybrid work systems, which combine working from home and the office, have become increasingly popular in the post-COVID-19 pandemic as they improve work-life balance. Happiness at work, which includes engagement, job satisfaction, and affective organizational commitment, is hypothesised to be related to performance. Using a quantitative approach with a correlational design, this study involved 220 hybrid employees in Jabodetabek. The measurement tools used were Happiness at Work Scale and Individual Work Performance Questionnaire. The results of Spearman analysis showed a significant positive relationship between happiness at work and performance (r = 0.546, p < 0.001). These results confirm that happiness at work contributes to improved performance. Organisations need to support employee well-being through work flexibility and effective technology to increase productivity.

How HRM practices influence the organizational commitment of knowledge workers: the role of job crafting

PurposeThe article aims to discuss relationships between human resource management (HRM) and organizational commitment (OC). Using the conservation of resources (COR) theory, this study investigates the mediating role of job crafting in the relationship between HRM and organizational commitment.Design/methodology/approachThis study is based on data from 450 knowledge workers representing companies of various sizes from the knowledge-intensive business services (KIBS) sector in Poland. Respondents completed the questionnaires using the computer-assisted telephone interview. I conducted the statistical verification of the mediation analyses using SEM with Amos ver. 28.FindingsThe findings show that HRM practices are positively related to organizational commitment. Statistical analysis confirmed that job crafting mediates relationships between HRM practices and organizational commitment.Research limitations/implicationsThis study has two limitations, i.e. its cross-sectional design and the use of self-reported questionnaire data.Originality/valueThe study is the first to explore the mediating mechanism (through job crafting) between HRM and organizational commitment in the context of KIBS companies in Poland. According to the results, HRM is an important antecedent of job crafting and organizational commitment.

Sharing employee management practices and work well-being: a moderated mediation model of organizational commitment and job autonomy

Sharing employee management practices and work well-being: a moderated mediation model of organizational commitment and job autonomy

Job satisfaction and organisational commitment amongst employees in the south African department of education: Issues and challenges

It is common in the Umlazi and Pinetown districts of the Department of Education (DoE) that employees resign before their retirement age. Available data showed that 1,310 employees of the DoE in the two districts have resigned in the past five years. This is an indication of a sharp rise in staff turnover, with its impacts on the quality of education and service delivery. This study examined how the working environment of the districts influences job satisfaction. With 249 participants, using a mixed method, the study further examined the correlation between job satisfaction and employee turnover and how intrinsic and extrinsic motivational factors influence job satisfaction at the districts. examines how the working environment of the Department’s districts influences job satisfaction. The study further examines the correlation between job satisfaction and employee turnover at the Department of Education, as well as how intrinsic and extrinsic motivational factors influence job satisfaction. The findings of the study indicate that there is a correlation between job satisfaction and organisational commitment. The findings further indicate that due to lack of job satisfaction, employees are less committed and loyal to their organisation. The study further suggests further research on strategies that can be implemented to improve employee job satisfaction and employee commitment for the benefit of the organisations.

Pengaruh Quality of Work Life dan Karakteristik Pekerjaan Terhadap Kinerja dengan Komitmen Organisasional Sebagai Variabel Mediasi pada Dinas Kesehatan Kota Semarang

This research aims to analyze the influence of quality of work life, job characteristics, quality of work life, and organizational commitment on the performance of Semarang City Health Service employees. This type of research is explanatory research. The results of the quality of work life variable, job characteristics variable, organizational commitment variable, and performance variable have a KMO value which indicates that the criteria for adequacy of this research sample have been met. Based on hypothesis testing and mediation effect testing results obtained: 1). Quality of work life has a positive influence on organizational commitment; 2). Job characteristics have a positive effect on organizational commitment; 3). Quality of work life influences performance; 4). Job characteristics have a positive effect on performance; 5). Organizational commitment has no effect on performance; 6). Organizational commitment is not a variable that mediates the influence of quality of work life on performance; 7). Organizational commitment is a variable that mediates the influence of job characteristics on performance.

Pengaruh Budaya Organisasional dan Kepribadian Terhadap Organizational Citizenship Behavior dengan Komitmen Organisasional Sebagai Mediasi : Studi pada Satuan Lalu Lintas Kepolisian Resor Kota Pati

The purpose of this study is to analyze and describe the influence of organizational culture and personality on Organizational Citizenship Behavior mediated by organizational commitment on Traffic Unit of Pati City Police Resort. The population used in this study were 102 members of Traffic Unit of Pati City Police Resort. The sampling method in this study used census. Data analysis technique used regression using SPSS program and Sobel test. The results of this study can be concluded that organizational culture has a positive effect on organizational commitment. Personality has a positive effect on organizational commitment. Organizational culture has a positive effect on OCB. Personality has a positive effect on OCB. Work motivation has a positive effect on employee performance. Organizational commitment is able to mediate the influence of organizational culture on OCB. Organizational commitment is able to mediate the influence of personality on OCB.

The Role of Digital Leadership and Employee Empowerment on Employees Performance in the Manufacturing Industry in the Era of Society and Industry Revolution 5.0

This research aims to analyze the relationship between digital leadership on employees' performance, digital leadership on organizational commitment, organizational commitment and employees' performance. Research respondents are 456 employees who work in the manufacturing industry The criteria for respondents are permanent employees, at least have worked for at least 5 years. This study is quantitative research using the Structural Equation Model (SEM) partial Least Square method, with data processing and analysis using SPSS 26 and SmartPLS 3.0 software. The majority of hypotheses developed in this research have been successfully proven, where digital leadership and employee empowerment have a direct influence on employee performance which is mediated by organizational commitment. between digital leadership and employee empowerment, organizational commitment and employee performance in the era of society 5.0.

Pengaruh Budaya Organisasi dan Komitmen Organisasi terhadap Kinerja Karyawan PT. Taman Sari Boga Catering

This research aims to analyze the influence of organizational culture and organizational commitment partially and simultaneously on employee performance at PT. Taman Sari Boga Caterin, the location of the company is in West Adiarsa, Karawang. The method used was quantitative verification techniques with a sample of 35 PT respondents. Taman Sari Catering Catering. This sampling method uses a saturated sampling method. The analysis model using multiple regression analysis maximizes the results of the F test and t test, a significance level of 5%. Research findings show that organizational culture partially influences the performance of PT employees. Taman Sari Boga Catering with a value of (1.500 > 0.361). Partial organizational commitment greatly influences the performance of PT employees. Taman Sari Boga Catering with a value of (2.496 > 0.361). Meanwhile, organizational culture and organizational commitment simultaneously influence the performance of PT Taman Sari Boga Catering employees because the calculated F value is 14.857 > 3.29. Results of the influence of organizational culture and organizational commitment on the performance of PT employees. Catering Taman Sari Boga Catering amounted to 0.489 or 48.9%, apart from that the remainder was due to the influence of other factors that were not examined, namely 0.511 or 5.11%.

PERAN MANAJEMEN TALENTA DAN TUNJANGAN KINERJA DALAM MENINGKATKAN KINERJA KARYAWAN MELALUI KOMITMEN ORGANISASI

This research was conducted to determine the role of talent management and performance allowances in improving employee performance through organizational commitment at the Central Java Province Department of Industry and Trade. The research method uses quantitative research. The sample taken was 182 employees. Data analysis in this study used the Partial Least Square (PLS) method with calculations using Smart PLS 4.0 software. The research results concluded that talent management variables have a role in improving employee performance and organizational commitment, performance allowances play a role in increasing organizational commitment but do not play a role in improving employee performance, organizational commitment plays a role in improving employee performance.

Antecedents of organizational commitment and its relationship with turnover intention

This research aims to examine the factors influencing organisational commitment and its correlation with turnover intention. This study utilised a sample of 357 sales and marketing professionals, encompassing both staff and managerial positions, across twenty multinational pharmaceutical companies in the Vietnamese market. Qualitative and quantitative methodologies are employed in conjunction. Three out of fifteen hypotheses lack support, indicating that employee voice does not generally influence organisational commitment. Only normative commitment and continuation commitment negatively affect turnover intention. Career growth and organisational fairness significantly influence normative commitment, which in turn has a substantial effect on turnover intention. This research is one of the initial studies to identify the antecedents influencing organisational commitment and its correlation with turnover intention, particularly within the context of multinational pharmaceutical businesses in Vietnam. The research findings indicate that implementing practical measures to enhance career development and organisational justice might elevate normative commitment and diminish turnover intention.

The Effect of Motivation and Organizational Commitment on Turnover Intention with Job Satisfaction as an Intervening Medium (Case Study on Employees of PT Permodalan Nasional Madani Jakarta Branch)

The aim of this research is to analyze the influence of Motivation on Turnover Intention, to analyze the influence of Organizational Commitment on Turnover Intention, to analyze the influence of Motivation on Job, to analyze the influence of Organizational Commitment on Job Satisfaction, to analyze the influence of Job Satisfaction on Turnover Intention, to analyze the influence of Motivation on Turnover, to analyze the influence of Organizational Commitment on Turnover Intention. Using quantitative, and descriptive research. The respondents are 246 employees of PT PNM. Questionnaires using a Likert scale with the assistance of SmartPLS. The results of this study indicate that motivation has a significant negative effect on turnover intention, organizational commitment has a significant negative effect on turnover intention, motivation has a significant positive effect on job satisfaction, organizational commitment has a significant positive effect on job satisfaction, job satisfaction has a significant negative effect on turnover intention, motivation has a significant negative effect on turnover intention through job satisfaction, and organizational commitment has a significant negative effect on turnover intention through job satisfaction The aim of this research is to analyze the influence of Motivation on Turnover Intention, to analyze the influence of Organizational Commitment on Turnover Intention, to analyze the influence of Motivation on Job, to analyze the influence of Organizational Commitment on Job Satisfaction, to analyze the influence of Job Satisfaction on Turnover Intention, to analyze the influence of Motivation on Turnover, to analyze the influence of Organizational Commitment on Turnover Intention. Using quantitative, and descriptive research. The respondents are 246 employees of PT PNM. Questionnaires using a Likert scale with the assistance of SmartPLS. The results of this study indicate that motivation has a significant negative effect on turnover intention, organizational commitment has a significant negative effect on turnover intention, motivation has a significant positive effect on job satisfaction, organizational commitment has a significant positive effect on job satisfaction, job satisfaction has a significant negative effect on turnover intention, motivation has a significant negative effect on turnover intention through job satisfaction, and organizational commitment has a significant negative effect on turnover intention through job satisfaction

Mediators of Work-Life Quality and Happy Workplace to the Link between Transformational Leadership and Employees' Organizational Commitment

The research used a quantitative methodology to examine the impact of work-life quality and a positive environment on employees' organizational commitment. The role of work-life quality (WLQ) and a happy workplace (HWP) is regarded as a mediating variable and their significant contributions to the relationship between transformational leadership and organizational commitment of employees are verified. The research involved 202 participants employed at rubber industries in southern Vietnam. The findings validated the existence of WLQ and HWP as mediators. This represents the novel focus of the research.