Organizational Commitment Research Articles

Supervisor support, workplace spirituality, and organizational commitment among millennial teachers: An investigation of the mediating role of well-being

Supervisor support, workplace spirituality, and organizational commitment among millennial teachers: An investigation of the mediating role of well-being

Cultivating flexibility: the relationship between flexible organizational values, participation climate, and job attitudes from an employee perspective

AbstractAdopting a flexible organizational culture have the potential to be a remedy for organizations that face globalization, technological advancements, and higher expectations from the workforce. However, research on the mechanism between organizational culture and its outcomes remain understudied. This study adopts an employee-centric approach, suggesting that employees’ perception of a participation climate act as a mediator between flexible organizational culture values (clan and adhocracy values) and employees’ organizational commitment and readiness for change. Cross-sectional data was collected from 619 police employees and analyzed by a two-step structural equation modeling approach. The results supports participation climate as a mediator. Participation climate partially mediated the relationship between clan culture and organizational commitment, adhocracy culture and organizational commitment, and adhocracy culture and readiness for change. Full mediation was found for the relationship between clan culture and readiness for change. Theoretically, this study provides supporting evidence of a relationship between employees’ perceptions of flexible organizational values and a climate for participation, grounded in the notion that organizational climate is the surface level manifestation of organizational culture. Practically, the results offer valuable insight for leaders and organizations who seek knowledge on flexible values, participation climate, employee commitment and readiness for change.

Comprehensive Analysis Of Background Screening Impact On Employee Experience And Organizational Outcomes

This comprehensive study examines the multifaceted impact of background checks on employee experience and organizational outcomes, with a particular focus on the implementation of a nationwide, standardized employment screening system. The research is guided by six interconnected themes: trust, transparency, fairness, diversity and inclusion, engagement, and retention. In the contemporary business landscape, background checks have transcended their traditional role as a mere formality, evolving into critical assets for enhancing employee satisfaction, organizational trust, and retention rates. This review synthesizes a wide array of studies to analyze the complex interplay between background screening practices and employer-employee relationships. It establishes robust evidence for how fair, transparent, and reasonable background checks can significantly enhance organizational commitment and employee loyalty. The results underscore the critical importance of awareness and transparency in the background check process, highlighting how these factors foster trust and perceptions of fairness, ultimately leading to positive employee attitudes and improved organizational outcomes. The study also delves into the potential adverse effects of excessive or biased background checks on workforce diversity, with a particular emphasis on historically marginalized groups and individuals with criminal records. It proposes that employers who embrace equality in the workplace and ensure that their background check processes are free from unlawful discrimination can cultivate and maintain a diverse, inclusive, and highperforming workforce. The implications for practice and research are far-reaching. To optimize employee experience and key outcomes such as organizational commitment, job satisfaction, and reduced turnover intention, employers must prioritize fairness, transparency, and inclusiveness in their background check processes. The study identifies critical areas for further research, including sector-specific effects of background screening practices and the impact of emerging technologies and data privacy concerns on background check processes. By reconceptualizing background checks as a strategic tool for building trust and enhancing employee commitment, rather than a mere compliance exercise, organizations can achieve superior outcomes across multiple dimensions of performance. This research provides a comprehensive framework for understanding and implementing effective background screening practices that balance organizational risk management with positive employee experiences.

The Roles of Corporate Social Responsibility and Perceived Organizational Support on Employee Loyalty in the Vietnamese Public Sector

Employee loyalty is crucial for an organization’s success, especially during economic recovery after the COVID-19 pandemic. This research aims to develop a framework of employee loyalty for the public sector, examining the relationship between corporate social responsibilities (CSR), perceived organizational support (POS), organizational identification, and employee well-being. The research addresses the gap in the literature on employee loyalty in public sector organizations and provides valuable insights into the mediating roles of employee well-being and organizational identification in enhancing employee loyalty in the Vietnamese public sector. The findings of this study showed that both CSR and POS positively impact organizational identification and employee well-being. Also, organizational identification and employee well-being play mediating roles in the relationship between CSR, POS, and employee loyalty. However, there is an insignificant relationship between POS and employee loyalty in the Vietnam public sector context. By combining both social identity theory and organizational support theory perspectives, this research offers a more integrated and holistic approach to understanding the path from CSR and POS to employee loyalty, providing managers and policymakers with a more concrete perception of the value and role of CSR and POS in building long-term trustworthy relationships with employees.

The Antecedents of Organizational Commitment of Academics in LSPU

The Antecedents of Organizational Commitment of Academics in LSPU

The role of voluntary green behavior and green performance in promoting sustainability in the hospitality industry

This study aims to explore how green training, green commitment, and green information management affect green performance in 5-star hotels in Medan City, focusing specifically on voluntary green behavior. The study's participants included 331 employees from seven 5-star hotels in Medan City: JW Marriott Hotel, Aryaduta Hotel, Grand Mercure, Cambridge Hotel, Grand City Hall Medan, Hotel Danau Toba International, and Adimulia Hotel. Each of these hotels has been in operation for more than five years. Data was collected through a questionnaire and analyzed using structural equation modeling (SEM). The findings confirm that green training, green commitment, and green knowledge management play important roles in promoting sustainable practices in the hotel industry. Investing in employee training to build knowledge and skills, showing strong management commitment to sustainability, and implementing effective knowledge management are key to creating a work environment that supports sustainability and environmental responsibility. The managerial implications suggest that hotels should focus on developing policies and programs that encourage sustainable practices. This includes improving education and training, strengthening organizational commitment, and adopting effective knowledge management practices. By doing so, hotels can enhance their sustainability performance and strengthen their reputation and competitiveness in an increasingly eco-conscious market.

The Influence of Organizational Culture, Work Environment and Job Stress on Job Satisfaction Through Organizational Commitment as an Intervening Variable on Employees

This study aims to analyze the influence of Organizational Culture, Work Environment, and Job Stress on Job Satisfaction through Organizational Commitment as an intervening variable. The data analysis method in this study uses quantitative analysis, specifically descriptive statistical analysis and inferential statistical analysis. The inferential analysis in this study employs PLS-SEM (Partial Least Square – Structural Equation Modeling) with the software SmartPLS 3. The results of the study indicate that Organizational Culture and Work Environment have a positive and significant influence on Job Satisfaction and Organizational Commitment. Meanwhile, Job Stress significantly has a negative impact on Job Satisfaction and Organizational Commitment. Organizational Commitment significantly has a positive influence on Job Satisfaction. Through Organizational Commitment, Organizational Culture significantly has a positive influence on Job Satisfaction. Through Organizational Commitment, the Work Environment positively and significantly affects Job Satisfaction. Through Organizational Commitment, Job Stress is not significant and has a negative influence on Job Satisfaction.

Analisis Pengaruh Budaya Organisasi dan Keadilan Organisasi Terhadap Organizational Citizenship Behavior (OCB) Dengan Komitmen Organisasional Sebagai Variabel Intervening

This study aims to determine the Analysis of the Influence of Organizational Culture and Organizational Justice on Organizational Citizenship Behavior (OCB) with Organizational Commitment as an Intervening Variable. (Study on Employees of the Mataram City Health Office). This study used primary and secondary data obtained through the distribution of questionnaires to respondents who were employees of the Mataram City Health Office. The population in this study is 76 employees of the Mataram City Health Office. This research is a quantitative research. The analysis method uses Partial Least Squares Structural Equation Modeling (PLS-SEM) using the SmartPLS v.4.0 tool. The results of the study show that Organizational Culture has a significant positive effect on Organizational Citizenship Behavior (OCB), Organizational Justice has a positive and significant effect on Organizational Citizenship Behavior (OCB), Organizational Culture has a positive and significant effect on Organizational Commitment, Organizational Justice has a positive and significant effect on Organizational Commitment, Organizational Commitment has a positive and significant effect on Organizational Citizenship Behavior (OCB), Organizational Culture has a positive and significant effect on Organizational Commitment through Organizational Citizenship Behavior (OCB), Organizational Justice has a positive and significant effect on Organizational Commitment through Organizational Citizenship Behavior (OCB).

Beban Kerja dan Dukungan Organisasi terhadap Kinerja Pegawai Dengan Komitmen Organisasi Sebagai Variabel Intervening

This research aims to test and analyze the influence of workload and organizational support on employee performance with organizational commitment as an intervention variable at the Payakumbuh Municipality Education Deparment. This type of research is quantitative research. This sample is all employees of the Payakumbuh City Education Department. The sampling method uses the census method, where all members are used as research samples. This research uses primary data and secondary data. Primary data was obtained through questionnaires which were delivered directly to all employees of the Payakumbuh City Education Office totaling 55 questionnaires and all respondents returned the questionnaires. Meanwhile, secondary data is obtained from existing sources. The data was processed by analysis using Structural Equation Modeling (SEM) using the SmartPLS4 application. The research results show that workload has a positive and significant effect on employee performance, organizational support has a negative but significant effect on employee performance. Workload has a positive and significant effect on organizational commitment and organizational support has a positive but not significant effect on organizational commitment. Furthermore, organizational commitment has a positive and significant effect on performance. Then the workload variable has a positive and significant effect on performance through organizational commitment, but the organizational support variable has a negative and insignificant effect on performance through organizational commitment.

The Influence of Burnout and Teamwork on Organizational Commitment in Pekanbaru City Branch Family Pharmacy Employees

This study aims to look at the effect of Burnout and Teamwork on Organizational Commitment in Employees of the Family Pharmacy, Pekanbaru City Branch. This type of research is using quantitative research. The population in this study were all employees of the technician section totaling 102 people. This study used employees of the technician section of the Pekanbaru City Branch of the Family Pharmacy as the object of research. The sampling method uses saturated samples, namely 102 respondents. The analysis method used in processing this research data is descriptive statistical analysis, classical assumption test, multiple linear regression analysis and the coefficient of determination using a significance level of 0.05. The data processing of this research uses the help of SPSS 23 software. The results showed that there was a negative and significant influence between burnout on organizational commitment. There is a positive and significant influence between teamwork on organizational commitment. There is a simultaneous positive and significant influence between burnout and teamwork on organizational commitment.

밀레니얼 세대와 Z세대의 특성과 팔로워십이 조직몰입에 미치는 영향 : 직무만족의 매개효과와 세대 간 차이분석

The MZ generation is expected to account for 83% of the domestic workforce by 2025(Lee, J. W., 2019) and will play a key role in the future economy. Recently, issues such as the declining organizational adaptability of the MZ generation and frequent resignations have negatively impacted corporate management. This study analyzes the effects of autonomy, needs for achievement, Work-Life Balance(work-family balance, work-leisure balance) and followership on organizational commitment among the MZ generation, and examines the mediating effect of job satisfaction among these factors, followed by an analysis of the differences in moderating effects between generations. Data was collected from 336 MZ generation employees nationwide, and hypotheses were tested using hierarchical regression analysis. The analysis results showed that, first, needs for achievement, work-leisure balance, and followership had significant effects on job satisfaction, while autonomy and work-family balance did not . Second, work-leisure balance and followership had significant effects on organizational commitment, while autonomy, needs for achievement, and work-family balance did not. Third, job satisfaction had a significant effect on organizational commitment, and the mediation test showed that needs for achievement had a full mediating effect. Work-leisure balance and followership showed partial mediating effects. Fourth, the influence of job satisfaction was greatest for needs for achievement, followed by followership and work-leisure balance, while organizational commitment was greatest for followership, followed by work-leisure balance. Fifth, the test of moderating effect differences based on generational classification showed that the moderating effects of work-leisure balance and followership were significant, with Generation Z showing a higher influence of these factors on organizational commitment. The implications of this study are that it emphasize the need for improving the work environment and strengthen collaboration capabilities to engage the MZ generation whithin the organizations, as well as the need for followership that reflects the characteristics of the MZ generation. In conclusion, this study provided practical measures to enhance the organizational commitment of MZ generation employees, there by Practical and academic implications for human resource development.

컨설팅전문기업 경영컨설턴트의 직무자율성, 직무재창조, 개인-직무적합성 및 조직몰입의 구조적 관계

The purpose of this study was to investigate the structural relationship between job autonomy, job crafting, person-job fit, and organizational commitment of management consultants of consulting companies. The instrument consisted of measurement tools used in previous studies and modified to fit the job context of management consultants. The responses of 352 management consultants in consulting companies were utilized in the analysis. Reliability analysis, descriptive statistics analysis, correlation analysis, and multicollinearity analysis were conducted using SPSS 29.0 for Windows. Additionally, confirmatory factor analysis and structural equation modeling were performed using the lavaan package in R. The results of the study are as follows. First, a structural relationship model was derived for predicting the causal relationship between job autonomy, job crafting, person-job fit, and organizational commitment of management consultants in consulting companies. Second, the person-job fit of management consultants was shown to have a direct and positive effect on organizational commitment. Job autonomy and job crafting did not significantly affect organizational commitment. Third, the job autonomy of management consultants was found to have a statistically significant effect on organizational commitment through job crafting and person-job fit. Job autonomy has a significant positive effect on organizational commitment with person-job fit as a single mediation and a significant positive effect on organizational commitment with job crafting and person-job fit as dual mediation. Based on these results, suggestions for enhancing the level of organizational commitment of management consultants and implications for follow-up research were presented.

Effect of Transactional Leadership on Work Performance with Organizational Commitment as A Mediating Variable In BPJS Ketenagakerjaan Branch Office Se-Medan Raya

In this study, researchers wanted to see the direct and indirect effects between transactional leadership variables as independent variables and organizational commitment as a mediating variable and work performance as the dependent variable. This type of research uses quantitative, this research was conducted at BPJS Employment Branches throughout Greater Medan consisting of BPJS Employment City Medan Branch Office, North Medan Branch, Tanjung Morawa Branch and Binjai Branch. The population of this study was 82 employees and the sample used was all the population using the saturated sample technique. The data source used is primary data sources and data collection is done by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measurement tool. The results of this study are as follows transactional leadership has a positive and significant effect on organizational commitment with an original sample value of 0.683 and P values of 0.000. Transactional leadership has a positive and significant effect on work performance with an original sample value of 0.391 and p values of 0.012. Organizational commitment has a positive and significant effect on job performance with an original sample value of 0.177 and p values of 0.001. Transactional leadership has a positive and significant effect on work performance through organizational commitment directly with the original sample result of 0.124 and p values 0.003.

Sikap, Norma Subjektif, Kontrol Perilaku, Komitmen Organisasi, dan Budaya Organisasi: Menguji Niat Whistleblowing

The background of this research is that corruption is still a problem in every country. ACFE every year still provides reports on cases that occur in the world. One that can detect cases with reports from whistleblowers. ACFE reports every year that reports from whistleblowers are more effective. There is an increase in cases revealed due to whistleblowing. The purpose of this study was to determine whether attitudes, subjective norms, behavioral control, organizational commitment, organizational culture affect a person's intention to do whistleblowing. The research method used is quantitative research by distributing questionnaires, the population in this study are employees in various divisions including the finance, bookkeeping, IT, HRD divisions with the results showing that attitudes, subjective norms, behavioral control, organizational commitment, and organizational culture affect a person's intention to whistleblowing. The conclusion of this study is that the higher the attitude, subjective norms, behavioral control, organizational commitment, and organizational culture, the higher one's intention to whistleblowing. Keywords: Planned of behavior’s theory, Organizational Commitment, Organizational Culture, Whistleblowing

The impact of organizational incentives on the loyalty of studying abroad teachers in Hainan, China: The mediating role of organizational commitment

Competition in higher education is essentially a competition for talent, particularly manifested in the competition among high-level university teachers. Therefore, enhancing teachers' loyalty to their profession and universities, controlling talent turnover, and establishing a responsible and well-structured teaching staff are fundamental to the sustainable development of universities. This study, based on the motivation-hygiene theory, utilized convenience sampling to conduct a questionnaire survey on internationally studying teachers from 21 universities in Hainan Province, China. A total of 667 valid questionnaires were collected, and a structural equation model was employed to investigate the influence of organizational incentives in Hainan's universities on the loyalty of international teaching staff; as well as the mediating effect of organizational commitment of international teachers between organizational incentives and loyalty. The research results show that both organizational incentives and organizational commitment can positively predict teachers' loyalty, and organizational incentives can positively predict organizational commitment. Organizational commitment plays a partial mediating role between organizational incentives and teachers' loyalty. Based on this, this study suggests that university administrators should establish a reasonable incentive mechanism and cultivate the organizational commitment of overseas-study teachers, in order to comprehensively enhance the loyalty of overseas-study teachers and ensure the stability of the teaching staff.

Pengaruh Disiplin Kerja, Pengalaman Kerja, dan Komitmen Organisasi Terhadap Kinerja Karyawan Pada PT Al-Shofa Duta Mandiri

This study aims to determine the Influence of Work Discipline (X1), Work Experience (X2), and Organizational Commitment (X3) on Employee Performance at PT Al-Shofa Duta Mandiri Mataram. The type of research used is causal associative research. The technical analysis used is Multiple Linear Regression using SPSS. In this study, a sample determination technique was used by the saturated sampling method or census, so that the respondents in this study were all employees of PT-Al-Shofa Duta Mandiri Mataram totaling 50 employees. The results of the analysis showed that: (1) Work Discipline had a positive and significant effect on Employee Performance at PT-Al-Shofa Duta Mandiri Mataram (2) Work Experience had a positive and significant effect on Employee Performance at PT-Al-Shofa Duta Mandiri Mataram (3) Organizational Commitment had a positive and significant effect on Employee Performance at PT-Al-Shofa Duta Mandiri Mataram. With the presentation of the results of the analysis above, the company can pay more attention to the environment around the workplace, the company must be able to overcome the problems around the workplace so that employees are comfortable working, then can increase work activities in the team as well as an assessment of employee attitudes and free employees to innovate so that employees feel recognized and still maintain a state where employees can enjoy all existing infrastructure, With the help of infrastructure, employees will find it easier to complete tasks, all of which are done to improve employee performance.

Job Motivation and Organizational Commitment of NGO Employees: Inputs for an Improved Employee Retention

This study aimed to assess the intrinsic and extrinsic motivational factors affecting job satisfaction and organizational commitment among employees of Tinig ng Silangan Inc. A survey questionnaire served as the primary data collection instrument, with 33 employees selected as respondents through purposive sampling. The collected data were encoded and subjected to statistical analysis, utilizing mean calculations, T-tests, and ANOVA to evaluate significant differences in responses. Additionally, Pearson r was employed to examine the relationship between variables related to remote work and employee engagement. The findings indicate that respondents expressed general satisfaction with both intrinsic and extrinsic factors influencing their job motivation, along with a high level of organizational commitment. However, no significant relationships were found between intrinsic or extrinsic factors and affective or continuance commitment. Notably, normative commitment demonstrated a significant relationship with the intrinsic factor "achievement." Significant correlations were also observed between "recognition" and all dimensions of organizational commitment, as well as between "work itself" and "development potential." Affective commitment was significantly associated with the "responsibility" factor, while no significance was noted for continuance or normative commitment. Furthermore, a strong link emerged between "advancement" and affective commitment. Despite the generally positive assessment of motivational factors, respondents highlighted challenges, including insufficient funding, lack of job security, minimal financial support, and an unclear career progression due to the organization's non-governmental status. Overall, while respondents showed a commitment to the organization, priorities included improving financial stability, salary, and personnel standards.

Work-life conflict: A study based on nurses in general hospitals in Galle district Sri Lanka

Work–life conflict has become a significant area of research due to the pressures of modern competitive lifestyles, due to that both men and women must earn to support their families. Balancing work and family responsibilities, while maintaining organizational commitment, is especially challenging for nurses, who play a major role in the health sector and often work long hours.This study focuses on the relationship between work-life conflict and organizational commitment among nurses in public sector hospitals in the Galle district in Sri Lanka. The primary objective is to investigate this relationship and understand the factors contributing to work-life conflict, its outcomes, and solutions.The research is quantitative, also use both primary and secondary data. A structured questionnaire was distributed to the random sample of 120 nurses, and the data were analyzed using Excel 2013, with results presented tables, charts and graphs.Findings show a significant negative relationship between work-life conflict and organizational commitment. Nurses must balance their work and family roles to strengthen their psychological bond with their hospitals. Hospital administrations should enhance organizational support to help nurses manage both domains, leading to increased commitment. It is beneficial not only the organization but also the broader society by improving healthcare outcomes.

The Influence of Global and Growth Mindsets on Organizational Commitment and Educational Staff Performance at Universitas Warmadewa: Advancing Towards a High-Quality and Globally Competitive University

The Influence of Global and Growth Mindsets on Organizational Commitment and Educational Staff Performance at Universitas Warmadewa: Advancing Towards a High-Quality and Globally Competitive University

The Effects of Construction Workers Perceived Organizational Support on Adaptive Performance : Focusing on the Mediating Roles of Self-Directed Learning Ability and Organizational Commitment

The Effects of Construction Workers Perceived Organizational Support on Adaptive Performance : Focusing on the Mediating Roles of Self-Directed Learning Ability and Organizational Commitment