Organizational Commitment Behavior Research Articles

HUMAN RESOURCES MANAGEMENT AND ORGANIZATIONAL BEHAVIOR: CASE STUDY IN A CONSULTATION COMPANY

Objective: To Analyze the relationship between human resources management and organizational behavior, in light of the analysis of high-performance work practices and workers' organizational commitment. Theoretical Framework: This study focuses on the “high performance work practices” (Pfeffer, 1998; Becker, et al. 2001) which refer to a set of practices that aim to select, develop, and retain workers, especially the most innovative ones, to maximize the organization's performance. Method: A case study was carried out in an innovation and technology consultancy organization, based on the application of a questionnaire survey on the components of organizational commitment (Nascimento et al., 2008) and the perception of workers regarding high performance work practices (Esteves, 2008). The sample is mainly composed of male professionals, between 26 and 34 years old and with a undergraduate or bachelor’s degree. Results and Discussion: The results show some consistency with previous empirical studies: high performance work practices are present in this type of organization; professionals are affectively committed to the organization; there are significant correlations between high performance work practices and organizational commitment, especially at the level of affective commitment. Research Implications: Assists in the design and implementation of practical human resources management strategies for managers, which contribute to the formulation of management systems focused on organizational commitment behaviors of professionals in the context of the consultancy sector. Originality/Value: It is a pioneering study developed in a national context on the two constructs in the consulting sector, contributing to the literature by highlighting the importance of a relational and reflective approach to the importance of organizational behavior. Its relevance and value is evidenced by the support it gives to the design of management systems and practices based on organizational behavior.

The Effects of Psychological Contracts and Organizational Support on Organizational Commitment Behavior on Millennial Generation Employees

The Effects of Psychological Contracts and Organizational Support on Organizational Commitment Behavior on Millennial Generation Employees

Evaluating Lecturer’s Organizational Commitment and Organization Citizenship Behavior and Performance Through Servant Leadership Model

The importance of organisation commitment and organisation citizenship to the effectiveness of the organisation is inarguable, especially in this current environment which moving towards industrial revolution 4.0 and globalisation. This study examines the effect of Servant Leadership Model on organizational commitment and organization citizenship behavior and lecturer’s performance. Respondents of this study were 225 permanent lecturers at private universities in Bandung, Indonesia. The research method uses in this study is quantitative approach. Data collected were analysed using structural equation modeling to address the research hypotheses. The results of the study prove that the servant leadership does not directly affect lecturer performance, but servant leadership has a significant effect on lecturer performance through organizational commitment or organization citizenship behavior. A better alternative is to improve lecturer performance by encouraging the application of servant leadership to increase organizational commitment which has an impact on lecturer performance.

Hubungan Komitmen Organisasi dan Budaya Organisasi dengan Organizational Citizenship Behavior di Sekolah Santo Nicholas Medan

The aim of this research is to determine the correlation between organizational commitment and organizational culture with Organizational Citizenship Behavior at the Santo Nicholas School Medan. The hypotheses propose that there is a positive and significant correlation between organizational commitment and organizational culture with Organizational Citizenship Behavior on educators and education staff at the Santo Nicholas School Medan. The population in this research are 40 people. The sampling technique is total sampling. Data analysis is using multiple regression analysis. Research results are: 1. There is a significant correlation between organizational commitment and Organizational Citizenship Behavior. This is indicated by the coefficient value of 0.554 with the value of sig. 0.000 < 0.05 and Ha statement is accepted with correlation is enough. 2. There is a significant correlation between organizational culture and Organizational Citizenship Behavior. This is indicated by the coefficient value of 0.535 with the value of sig. 0.000 < 0.05 and Ha statement is accepted with correlation is enough. 3. There is a significant correlation between organizational commitment and organizational culture with Organizational Citizenship Behavior. This is indicated by the value of coefficient R = 0.628 with a value of sig. 0.000 < 0.05 and the Ha statement is accepted with correlation is strong. The total effective contribution of organizational commitment and organizational culture with Organizational Citizenship Behavior is 36.7% and it stated to be low.

Impacts of Perceived Justice and Emotional Intelligence on Organizational Commitment and Organizational Citizenship Behavior

How to motivate employees to commit to the organization and to have more voluntary, beneficial behaviors for the organization is an interesting topic for researchers and managers. Based on the theory of equity, authors analyze the impacts of perceived justice and emotional intelligence on employees’ organizational commitment and organizational citizenship behaviors. The mixed research method is used to build a research model and to verify hypotheses with the data of 171 respondents working in different industries which deal with customers in HCM city. The partial least squares structural equation modeling (PLS-SEM) is used in order to explore the impacts of the two high order construct: Emotion intelligence and perceived justice on the organizational commitment, then onto organizational citizen behavior (OCB). The research results pointed out that all hypotheses are accepted. Perceived justice has greater impacts on employees’ organizational commitment than emotional intelligence. In contrast, emotional intelligence has greater influences on employees’ OCB than perceived justice. Managers should establish clear working process, offer opportunities for employees to express their feelings and recognize exactly employees’ contributions in order to improve the employees’ perception of fairness. Selecting carefully candidates and providing training programs are best ways to increase employees’ emotional intelligence.

PENGARUH PEMBERIAN TUNJANGAN KINERJA, KOMITMEN ORGANISASI DAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) TERHADAP KINERJA PERSONEL BRIMOB POLRI PADA SATUAN BRIMOB POLDA POLDA SULTRA

To determine and analyze the effect of providing performance allowances, organizational commitment and organizational citizenship behavior simultaneously and partially on the performance of Brimob Polri personnel at the Brimob Unit Polda Polda Sultra. The design in this study refers to the positivist paradigm with the approach used is quantitative. This type of research is explanatory research. The population in this study were Brimob Police personnel at the Southeast Sulawesi Police Mobile Brigade Unit, namely the ranks of BRIPKA and BRIGADIR, BRIPTU and BRIPDA and BHARATU, namely 594 Brimob Police personnel. In this study, the Slovin formula was used with a precision level of 10%, so the sample size was 86 respondents. The sampling technique used is purposive sampling. The analytical method used in this research is descriptive analysis and multivariate analysis using SPSS 22.0 statistical software. The provision of performance allowances, organizational commitment and organizational citizenship behavior simultaneously and partially has a positive and significant effect on the performance of Brimob personnel at the Southeast Sulawesi Police Mobile Brigade Unit. This means that any increase that occurs in the provision of performance allowances, organizational commitment and organizational citizenship behavior will have an impact on improving the performance of Brimob personnel at the Southeast Sulawesi Police Mobile Brigade Unit.

Pengaruh Budaya Organisasi dan Komitmen Karyawan terhadap Organizational Citizenship Behavior (OCB) pada Karyawan di Fakultas Ekonomi Universitas Negeri Padang

This study aims to determine the effect of organizational culture and employee commitment on organizational citizenship behavior (OCB) on employees at the Fakultas Ekonomi Universitas Negeri Padang. This research uses three variables, namely Organizational Culture, Employee Commitment, and Organizational Citizenship Behavior (OCB). This type of research is quantitative research with a causal method. The population in this study amounted to 45 employees with sampling using total sampling technique. So that a sample of 45 employees was obtained. Data collection techniques using research questionnaires. The data that has been collected was analyzed using multiple regression analysis, to see the most dominant component of its influence on organizational citizenship behavior (OCB) in employees at the Fakultas Ekonomi Universitas Negeri Padang. The results of this study indicate 1) organizational culture has a positive and significant effect on organizational citizenship behavior (OCB) on employees at the Fakultas Ekonomi Universitas Negeri Padang seen from the sig value. 0.000 < 0.05. 2) employee commitment has a positive and insignificant effect on organizational citizenship behavior (OCB) on employees at the Fakultas Ekonomi Universitas Negeri Padang as seen from 0.498 > 0.05. 3) organizational culture and employee commitment have a positive and significant effect on organizational citizenship behavior (OCB) on employees at the Fakultas Ekonomi Universitas Negeri Padang seen from the sig value. 0.000 < 0.05.Keywords : organizational culture, employee commitment, organizational citizenship behavior (OCB)

Corporate social responsibility and organizational commitment in agricultural cooperatives: evidence from Iran

The purpose of this paper is to investigate the corporate social responsibility (CSR) and organizational commitment (OC) in agricultural cooperatives of Iran. The study’s research model is tested through a survey consulting 260 respondents. The method of data collection is using the standard questionnaire of corporate social responsibility (CSR) based on the Carol model and organizational commitment (OC) based on the Allen-Meyer model. Data validity was confirmed by Bartlett test and KMO coefficient and its reliability was confirmed by Cronbach’s alpha. The statistical population of this study was the agricultural cooperatives with managed by the Rural Cooperative Organization (RCO) of Isfahan Province in Iran. The results of this research showed that from the members’ viewpoint, the highest corporate social responsibility was in the legal dimension and the lowest was in the discretionary dimension as based on the Carol model. The research results show that the organizational commitment index of managers is nearly of 50%. The results of cluster analysis in the field of members ‘perception of cooperative social responsibility showed that the four variables such as: performance satisfaction, members’ participation in cooperative meetings, age and purpose of membership, predicts the members’ behavior in separating the cooperative into two groups with strong and weak the CSR. Also, the result of cluster analysis in board of director’s organizational commitment showed that the variables such as: level of education, management experience and belief in the non-interference of other institutions in cooperative management, predicts the board of directors organizational commitment behavior in separating into two strong and weak the OC.
 Recibido: 29 diciembre 2020Aceptado: 23 septiembre 2021

English

English

Otantik Liderliğin Örgütsel Vatandaşlık ve ÖrgütselAdanmışlık Üzerindeki Etkisinin İncelenmesi: Trabzon Örneği (Investigation of the Effect of Authentic Leadership on Organizational Citizenship and Organizational Commitment: Case of Trabzon)

Purpose - The aim of this study is to examine the effect of authentic leadership perceptions of hotel business employees on organizational citizenship and organizational commitment behaviors, which are deemed as the positive organizational behaviors. Design/methodology/approach – Within the scope of the study, a field research was carried out in the municipality certified hotel businesses operating in Trabzon and data were collected with the help of survey technique. The survey consists of three scales, authentic leadership, organizational citizenship, and organizational commitment and demographic questions. The research sample consists of 303 employees. Frequency distribution, T-test, variance analysis, factor analysis, correlation and simple linear regression analysis were performed on the data. Findings - As a result of correlation analysis, it was found out that there is a low-level significant relationship between authentic leadership, organizational citizenship, and organizational commitment. As a result of the regression analysis, it was detected that authentic leadership perception has a positive effect on organizational citizenship behavior and organizational commitment behavior. Additionally, according to the results of the T-test and analysis of variance, there are significant differences between marital status and age groups and organizational commitment behavior, and there are significant differences between receiving tourism education and organizational citizenship behavior. Discussion - According to the findings, there is a positive and significant relationship between authentic leadership, organizational citizenship, and organizational commitment. In this context, it may be commented that as the authentic leadership perception levels of the employees working in the municipality certified hotel businesses in Trabzon increase, so do the levels of organizational citizenship and organizational commitment behavior. The results obtained in this study support the findings of studies conducted in different fields in the literature.

The effect of philanthropic organizations’ culture on employee performance through organizational commitment and organization citizenship behavior as intervening variables

The purpose of this study is to explain and analyze the effect of organizational culture on employee performance by mediating organizational commitment and Organizational Citizenship Behavior (OCB) in Philanthropic Organizations in Malang Raya. This research is a quantitative study with data collection methods using a questionnaire. The population in this study is 154 employees from 10 philanthropic organizations in Malang Raya. The sample was selected This study uses probability sampling with a saturated sampling type. From 115 returned questionnaires. the collected data was then analyzed using SEM (Structural Equation Modeling) PLS. The results showed that the organization culture variables had a positive and significant impact on employee performance. Besides, the results of this study also show that two mediating variables have different effects. OCB has a positive and significant effect on employee performance, while organizational commitment does not affect employee performance. Based on the results of mediation testing, it shows that OCB provides a partial mediation on the effect of organizational culture on employee performance. This study also shows that organizational commitment can not mediate organizational culture on employee performance. The implications of the research findings are expected to be fed into the Malang Raya Philanthropic Organization to maximize potential.  

주관적 경력성공의 조절효과를 통한 심리적 계약위반이 조직몰입과 조직시민행동에 미치는 영향

이 논문은 간호조직에서 심리적 계약위반이 그 구성원인 간호사의 조직몰입과 조직시민행동에 어떤 영향을 미치는지 연구하고 주관적 경력성공이라는 변수의 조절효과도 함께 연구하였다. 연구자는 선행 연구들을 통해 연구모형과 가설을 정해서 270명의 간호사들을 대상으로 실증분석을 실시하여, 유효한 247명에 대해 분석을 실시하여 유의미한 결과를 도출하였다. 수집된 자료는 SPSS 25.0과 AMOS 22.0으로 분석하였다. 연구결과, 거래적 계약위반은 규범적 몰입에 유의한 부(-)의 영향을 미쳤으며, 관계적 계약위반은 정서적 몰입과 지속적 몰입에 유의한 부(-)의 영향을 미쳤고, 신사적 행동에 유의한 부(-)의 영향을 미쳤다. 이 논문의 의의는 기존의 연구성과들을 간호조직에 적용했다는 것에 있을 것이다.

PERAN KOMITMEN ORGANISASI, PEMBERDAYAAN DAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR TERHADAP KINERJA MANAJERIAL

The importance of the role of organizational commitment, empowerment and organizational citizenship behavior in an effort to improve employee performance is an interesting research study. Some outstanding research results can be used as a foundation or reference for further research. Several contradictory research results between the influence of the role of organizational commitment and employee performance, empowerment and performance have been carried out in various countries and organizations which are very interesting for further study. Scoping method is very interesting to classify the influence between organizational commitment, empowerment and organizational citizenship behavior in an effort to improve employee performance.

PENGARUH MORAL KARYAWAN DAN KOMITMEN ORGANISASIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KOPERASI SIMPAN PINJAM CREDIT UNION SERVIAM KUPANG

This research was conducted at KSP CU Serviam Kupang with the object of research are the KSP CU Serviam Kupang employees. This research is an associative research which provides an explanation of the causal relationship between variables based on two types of data, namely primary data and secondary data. Data collection was carried out using questionnaires, interviews and observation techniques. The sample in this study amounted to 67 people. The purpose of this study are (1) To analyze and describe Employee Morale, Organizational Commitment and Organizational Citizenship Behavior of KSP CU Serviam employees, (2) To analyze and describe the influence of Employees Morale on Organizational Citizenship Behavior of KSP CU Serviam employees, (3) To analyze and describe describe the effect of Organizational Commitment on Organizational Citizenship Behavior of KSP CU Serviam employees, (4) To analyze and describe the influence of Employees Morale and Organizational Commitment to Organizational Citizenship Behavior of KSP CU Serviam employees. Data analysis used descriptive statistical analysis techniques, inferential statistical analysis, multiple linear regression analysis, t test and F test. The results showed that (1) Employees Morale partially had a positive and significant effect on Organizational Citizenship Behavior in KSP CU Serviam Kupang, (2) Organizational Commitment partially had a positive and significant effect on Organizational Citizenship Behavior of KSP CU Serviam Kupang, (3) Employees Morale and Organizational Commitment simultaneously have a positive and significant effect on Organizational Citizenship Behavior of the KSP CU Serviam Kupang. Thus the company must continue to improve and pay attention to Employee Morale and Organizational Commitment in the company so that employees are always eager to work for the achievement of company goals.
  
 Keywords : Employee Morale, Organizational Commitment, Organizational Citizenship Behavior.

PENGARUH REWARD, KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) PADA KARYAWAN TITIK TERANG KONVEKSI

This study aims to examine and analyze the effect of rewards, job satisfaction, organizational commitment, and organizational citizenship behavior (OCB) on employees of the Bright Point of Convection. The sample in this study was 50 employees of the Bright Point of Convection. The sampling technique used is the census technique, which is a technique that can be accessed by data that is achieved by collecting the required information from all related population units contained in the population. The analytical method used in this study using multiple linear regression models, with the help of the SSS test instrument version 23.0. The data testing technique used in this study includes validity testing, reliability testing with Cronbach alpha. classical assumption test and multiple linear analysis, to test and prove research. The results of the analysis show that there is a positive and significant effect of Reward on Organizational Citizenship Behavior (OCB), there is an insignificant effect of Job Satisfaction on Organizational Citizenship Behavior (OCB), there is a positive and significant effect of Organizational Commitment on Organizational Citizenship Behavior (OCB). And with the results of the f test (Goodness of fit) states that Rewards, Job Satisfaction, Organizational Commitment, simultaneously (together) have a significant positive effect on and Organizational Citizenship Behavior (OCB) on employees of the Bright Point of Convection.
 
 Keywords : Reward; Job Satisfaction; Organizational Commitment; Organizational Citizenship Behavior (OCB)

스포츠클럽 경영자의 기업가정신이 체육시설종사자의 조직공정성, 조직몰입, 혁신행동에 미치는 영향

스포츠클럽 경영자의 기업가정신이 체육시설종사자의 조직공정성, 조직몰입, 혁신행동에 미치는 영향

The nexus between organisational commitment and organisational citizenship behaviours in the Nigerian banking sector

The nexus between organisational commitment and organisational citizenship behaviours in the Nigerian banking sector

The Moderation Role of Ethical Leadership on Organizational Justice, Professional Commitment, and Organizational Citizenship Behavior Among Academicians

The Moderation Role of Ethical Leadership on Organizational Justice, Professional Commitment, and Organizational Citizenship Behavior Among Academicians

조직공정성 지각이 심리적 계약위반, 조직몰입 및 일탈행동에 미치는 영향 : LMX 및 CWX의 조절효과 검증

조직공정성 지각이 심리적 계약위반, 조직몰입 및 일탈행동에 미치는 영향 : LMX 및 CWX의 조절효과 검증

집단주의 성향이 조직몰입과 조직시민행동에 미치는 영향 : 조직신뢰 인식의 조절효과

집단주의 성향이 조직몰입과 조직시민행동에 미치는 영향 : 조직신뢰 인식의 조절효과