Components Of Organizational Commitment Research Articles

Enhancing organizational commitment through shared leadership: insights from Saudi higher education

This study investigates the impact of shared leadership (SL) on the various dimensions of organizational commitment (OC) within Saudi higher education institutions (HEIs). Employing a descriptive cross-sectional survey design, data were collected from faculty members at a prominent Saudi university using structured questionnaires. The questionnaires included validated scales for SL, encompassing dimensions such as Development and Mentoring, Problem-Solving, Support and Consideration, and Planning and Organizing, as well as for OC, which measured affective, normative, and continuance commitment. Descriptive statistics, correlation, and regression analyses were used to assess the relationships between SL and OC components. The findings indicate that shared leadership is widely practiced, with Development and Mentoring emerging as the most prominent SL dimension. A significant positive relationship was identified between SL and all three OC components, with affective commitment demonstrating the strongest correlation. Additionally, SL was found to significantly predict overall OC, underscoring its role in enhancing faculty commitment. These results highlight the potential of adopting shared leadership practices in HEIs to strengthen faculty engagement and institutional performance. Future research should expand data collection across multiple institutions and examine the combined influence of SL and OC on the quality of education and institutional success.

Organizational compassion, employees' mental health, commitment and engagement in the context of COVID-19: a serial mediation analysis

PurposeThe study examines the effects of organizational compassion during the COVID-19 pandemic on teachers' mental health and, consequently, their commitment and work engagement. The study tests a serial mediation model for the effects of organizational compassion on employee engagement via mental health and the three components of organizational commitment.Design/methodology/approachA cross-sectional sample (N = 436) completed an online questionnaire towards the end of the prolonged lockdown of schools in Uganda (2021–2022). Serial mediation analysis in PROCESS Macro was employed to test the hypotheses.FindingsAs hypothesized, organizational compassion was significantly related to teachers' mental health, the three components of organizational commitment, and employee engagement. A double mediation path of the effects of organizational compassion on employee engagement via mental health and affective commitment was significant.Practical implicationsThe findings highlight how organizational compassion benefits employees’ psychological health and work attitudes and behavior. The findings draw attention to the need to design compassion practices that boost the emotional value of organizational compassion to the individual over the economic and normative value.Originality/valueThe study contributes to the literature on organizational compassion outcomes by focusing on employee engagement and the underlying mediating mechanisms. The study is also one of the few that has examined the effects of organizational compassion on the three components of organizational commitment.

Effects of job attitudes on withdrawal behaviors

The hotel industry, like other service sectors, faces significant challenge in managingwithdrawal behaviors, due to their substantial impact on performance andprofitability. This paper investigates the relationship between two job attitudes –organizational commitment and job involvement – and two withdrawal behaviors –absenteeism and intention to leave. The study utilized a random sample of 734 hotelemployees in Croatia. Logistic regression analysis was used to predict absenteeismand turnover intentions. Statistically significant negative relationships were foundbetween affective and normative commitment and absenteeism, as well as affective,normative and continuance commitment and turnover intentions. However, nosignificant effect was found between job involvement and absenteeism, although astrong and negative relationship exists between job involvement and turnoverintentions. Additionally, a positive relationship was identified between jobinvolvement and all components of organizational commitment. These findings canprovide a foundation for human resource management and decision-makingprocesses in the hotel industry, offering insights into employee attitudes, and can bea pushover in the creation of strategies to manage undesirable employee behaviors.

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.

FOSTERING COMMITMENT IN SMES IN BOSNIA AND HERZEGOVINA: FACTORS INFLUENCING AFFECTIVE CONTINUANCE AND NORMATIVE COMMITMENT

Rewards play a crucial role within the framework of exchange theory, serving as a vital component. By acknowledging and rewarding employees, organizations convey appreciation, fostering an environment conducive to teamwork, heightened productivity, and the attraction of talented professionals. This study delves into the intricate interplay between employees' perceptions of rewards and their impact on the three fundamental components of organizational commitment. Conducted through a survey of small and medium enterprises in the Federation of Bosnia and Herzegovina, this research aims to scrutinize the influence of extrinsic rewards on organizational commitment among employees in this region. The study's core objective is to analyze whether extrinsic rewards play a substantial role in shaping affective, normative, and continuance commitment among employees within Bosnia and Herzegovina's small and medium-sized enterprises (SMEs). The empirical evidence derived from this research substantiates the proposed hypothesis, underscoring the pivotal role of extrinsic rewards in nurturing and sustaining affective, normative, and continuance commitment within SMEs in Bosnia and Herzegovina. Additionally, this investigation sheds light on the precursors contributing to the development of each commitment component. By advancing our understanding of the intricate dynamics between rewards and commitment, this research makes significant contributions to the realms of human resource management (HRM), as well as the interconnected domains of rewards and commitment. Furthermore, the practical implications of these findings are noteworthy, offering valuable insights for practitioners and serving as a practical guide for small and medium-sized enterprises in cultivating a workforce characterized by sustained commitment.

Kako interna društvena odgovornost utiče na posvećenost zaposlenih? Istraživanje u uslužnom sektoru u Srbiji

Purpose: Despite the increasing importance of internal social responsibility (ISR), there has been limited research on employees" perceptions regarding social responsibility (SR) and its influence on employees" behavior within service companies. Employees play a crucial role in service delivery in these companies. The present study specifically concentrates on the effects of ISR on organizational commitment with a special emphasis on service companies. The primary goal of this study is to investigate the impact of ISR on organizational commitment components, i.e. affective, continuance and normative commitment in service companies. Methodology: Data were collected using an adapted questionnaire. Descriptive, correlation and regression analysis were applied to examine the hypotheses. Findings: The findings indicate a meaningful positive influence of ISR on affective, continuance and normative commitment among employees. Implications: This emphasizes the importance of integrating ISR into companies" business strategies, especially those oriented towards employees. Recognizing and prioritizing ISR can enhance employees" commitment, motivation and retention, ultimately contributing to organizational success.

Validating Meyer and Allen’s Three Component Model Employee Commitment Survey in the Context of the Resort Sector of the Maldives

This research aims to analyse the validity and reliability of the Three-Component Model (TCM) Employee Commitment Survey and discover the components of Organisational Commitment (OC) in the context of the Maldives resort sector. This research used the revised version of the TCM by Meyer et al. (1993). The literature reports many issues related to its theory and construct validity. The fact that TCM was developed in Western culture and lacks validation in the Maldivian context reveals the necessity to conduct this study. Towards this, the current study employed 250 employees from the resorts of the Maldives. The results of CFA revealed affective commitment is the only component that constitutes OC. This study contributes to the body of knowledge in OC from different cultural perspectives

Factors Influencing Emotional Intelligence and Organizational Commitment among College Teachers; a Systematic Study

Emotional intelligence (EI) plays a significant role in shaping organizational commitment among college teachers. College faculty members often work in dynamic and demanding environments, where interpersonal relationships and effective communication are crucial. This heightened emotional awareness and regulation not only enhance their ability to establish positive working relationships but also contribute to a more positive and supportive work environment. When college teachers feel valued, understood, and supported, their commitment to the organization increases. They are more likely to align themselves with the institution's mission and goals, which, in turn, can result in greater job satisfaction and a willingness to invest in their long-term career with the college. In essence, emotional intelligence fosters a sense of belonging and attachment to the organization, which is a critical component of organizational commitment. Institutions that promote emotional intelligence and provide training and support in this area can foster a more engaged and committed faculty, ultimately benefiting both the teachers and the institution as a whole.

TÁC ĐỘNG CỦA PHONG CÁCH LÃNH ĐẠO CHUYỂN ĐỔI ĐẾN SỰ GẮN KẾT VỚI TỔ CHỨC CỦA NHÂN VIÊN TẠI CÁC NGÂN HÀNG THƯƠNG MẠI TRONG BỐI CẢNH CHUYỂN ĐỔI SỐ

The study aims to evaluate the impact of transformational leadership style on organizational commitment of employees at commercial banks in the context of digital transformation. Quantitative research methods have been used through exploratory factor analysis (EFA) and linear structural modeling (SEM) with a survey scale including 582 samples of employees at different commercial bank branches in all three regions of the country: North, Central and South. The results show both theoretical and practical contributions of the research as it has demonstrated the importance and both direct and indirect impact of transformational leadership style on three components of organizational commitment of employees including emotional bonding; calculation-based commitment and standards-based engagement through the mediating element, that is creativity at work. Based on the research results, a number of recommendations have been proposed to promote the transformational leadership style and strengthen the organizational commitment of employees at commercial banks in the context of digital transformation.

Onboarding: just how important is it?

PurposeEmployee retention has become a greater challenge for organizations as today’s employees are more likely to voluntarily change organizations than previous generations. Therefore, this paper aims to examine organizational experiences and how new employees are integrated into their work environments – a process known as onboarding. Specifically, this research explores the relationship between the onboarding processes that new employees experience and their levels of job satisfaction, organizational commitment and job embeddedness.Design/methodology/approachThe authors administered a Web-based survey and tested three hypotheses. The survey was distributed to 170 new employees, with 54 participants responding. The onboarding construct consisted of self-developed questions based on Bauer’s Four Cs (compliance, clarification, culture and connection) model. The constructs for job satisfaction, organizational commitment and job embeddedness were obtained from the literature.FindingsThe authors found that a new employee’s onboarding experience plays a significant role in shaping three variables negatively correlated with turnover: job satisfaction, organizational commitment and job embeddedness. More specifically, job satisfaction appears to be more correlated with the concrete, well-defined aspects of the onboarding experience. Furthermore, the highest level of Bauer’s onboarding model, connection, showed significant correlation with nearly all components of organizational commitment and job embeddedness.Originality/valueOrganizational leaders may use these findings to develop a better understanding of the retention implications of the first few months of a new employee’s time in the organization and then implement strategies that boost onboarding effectiveness to help mitigate losses due to voluntary turnover.

The relationship between teachers' sense of efficacy and organizational commitment at Colleges in Pakistan

This study explores the relationship between teachers’ sense of efficacy and their organizational commitment at colleges in Pakistan. It was conducted on a sample comprising 494 public-sector Pakistani college teachers. Tschannen-Moran and Hoy (2001) developed the teachers’ sense of efficacy scale, and John P. Meyer and Natalie J. Allen's developed organizational commitment scale (1991) was applied to collect the data. Hypotheses were tested using the Pearson Product Moment formula. The effects of the factors of the teachers’ sense of efficacy on organizational commitment were determined using the Regression Analysis. It was determined that a higher degree of teachers’ sense of efficacy enhances organizational commitment, as highlighted by a significant positive correlation between the teachers’ sense of efficacy and organizational commitment. There was a significant positive correlation between three factors of the teachers’ sense of efficacy scale and three components of organizational commitment of college teachers. It was also established that the teachers’ sense of efficacy can predict organizational commitment. The study shows that teachers’ sense of efficacy must be considered when selecting and training prospective teachers. To become efficient and effective, teaching organizations must pay considerable attention to monitoring and boosting the positive Sense of self-efficacy among their teaching staff.

An assessment of demographic variables affecting employees’ organizational commitment in India’s thermal power sector

This study aims to analyze the impact of three demographic variables (gender, age, and work experience) on the commitment levels of employees in the Indian thermal power sector. 379 responses were collected through convenience sampling from the executives of NTPC Ltd, a major power utility in India. The facets of organizational commitment (affective commitment, normative commitment, and continuance commitment) were assessed using a standard scale. The quantitative research was done using statistical instruments of one-way ANOVA and independent sample t-test. The findings revealed a positive correlation between the three components of organizational commitment: affective, continuance, and normative. Further, the results highlighted that age plays an essential role in organizational commitment levels; it is found that commitment increases with the age of employees (F = 5.781, p < 0.01). However, gender is not making any variation in organizational commitment (F = –0.502, p < 0.01). Therefore, male and female employees enjoy equal commitment levels toward their work. The study further indicated that work experience significantly influences organizational commitment (F = 4.800, p < 0.01), and it is found to be greater for more experienced employees.

The role of emotional quotients and adversity quotients in career success.

Career success has been considered equally important for both personal and organizational development. The purpose of the current study was to examine how trait emotional quotient (EQ) and adversity quotient (AQ) contribute to individuals' objective career success (job position) and subjective career success (organizational commitment). Participants included 256 Chinese adults who completed four measurements-the Self-Reported Emotional Intelligence Test, Resilience Scale, Grit Scale, and the Affective, Continuance, and Normative Commitment Scale-and provided demographic information. After validating the four scales used in this study, multiple regression analysis revealed that only one aspect of trait EQ (regulation of emotion) positively predicted one component of organizational commitment (affective commitment). Adversity quotient was measured on two dimensions: resilience and grit. Only consistency of interest (grit) positively predicted affective commitment. Perseverance of effort (grit) and acceptance of self and life (resilience) positively predicted normative commitment. Personal competence (resilience) positively predicted continuance commitment but negatively predicted normative commitment. Only acceptance of self and life (resilience) positively predicted job position. Overall, these findings demonstrate the specific influence of trait EQ and AQ on career success for organizational professionals who want to improve organizational productivity as well as individuals who want to achieve success at work.

Determinants of Job Performance of Universities Employees

The purpose of this study is to analyze the influence of organizational commitment components on job satisfaction and job performance. The relationship between variables in this study was analyzed structurally using SPSS and AMOS version 22. A total of 292 survey results were collected from University of Trunojoyo Madura employees. The study results show that the components of organizational commitment, namely affective commitment, and normative commitment affect job satisfaction, but continuance commitment does not influence job satisfaction. Then job satisfaction affects employee job performance, and job satisfaction mediates the relationship between normative commitment and affective commitment to employee job performance, but job satisfaction does not mediate the relationship between continuance commitment and employee job performance.

Leadership and Turnover Intentions in a Public Hospital: The Mediating Effect of Organisational Commitment and Moderating Effect by Activity Department

This research aimed to study the effect of leadership (transformational and transactional) on turnover intentions and whether this relationship is mediated by organisational commitment and moderated by the department of activity. To this end, it was hypothesized that: (1) leadership has a negative and significant association with turnover intentions; (2) leadership has a positive and significant association with affective organisational commitment; (3) organisational commitment has a negative and significant association with turnover intentions; (4) organisational commitment has a mediating effect on the relationship between leadership and turnover intentions; (5) the department to which the employee belongs has a moderating effect on the relationship between leadership and organisational turnover intentions. The sample consists of 477 participants working at the Hospital Professor Doutor Fernando Fonseca (HFF) in Portugal, performing their functions in several departments. This is a quantitative, correlational, and cross-sectional study. The results indicate that transformational leadership has a negative and significant effect on turnover intentions and a positive and significant effect on affective and normative commitment. Transactional leadership negatively and significantly affects all three components of organisational commitment. Affective and normative commitment has a negative and significant effect on turnover intentions. Calculative commitment has a positive and significant effect on turnover intentions. Affective commitment and calculative commitment have a partial mediating effect on the relationship between transformational leadership and organisational turnover intentions. The department to which the employee belongs does not have a moderating effect on the relationship between leadership and turnover intentions. It has been proven that leadership plays an extremely important role in the smooth running of this hospital unit.

Özel Eğitim Öğretmenlerinin Okula Bağlılık Düzeylerinin İş Motivasyonlarıyla İlişkisinin İncelenmesi

In this research, it was aimed to investigate the relationship of special education teachers' commitment levels to school with their work motivations. In order to determine the effect of special education teachers' perceptions of organizational commitment on job motivation in educational institutions, regression analysis was carried out in parallel with this. In the types of motivation, intrinsic motivation and extrinsic motivation sources were examined by considering them together in the said research. According to the results obtained as a result of the analysis,; it has been understood that only emotional attachment is a significant predictor of intrinsic motivation from organizational commitment components. In addition, it has been determined that attendance commitment and emotional commitment to the institution are significant predictors of extrinsic motivation together. Emotional attachment, which stands out as an important concept here, expresses the individual's attachment as a feeling, identification with the organization he is in, preference to stay in the organization and desire to be a part of the organization. Key Words: Educational Institution, Special Education, Commitment, Work Motivation

Organizational Commitment, Teachers' Empowerment, and Transformational Teaching of Public Elementary Schools in Laguna, Philippines

Teacher commitment is indeed an internal factor that motivates teachers to put more effort and energy into sustaining school involvement and to further improve and enhance their teaching strategies to attain their objectives. Thus, it is important to know the level of commitment, teachers' empowerment, and transformational teaching of teachers during this time of the pandemic. Transformational teaching entails developing dynamic interactions between teachers, students, and a body of shared knowledge. According to this viewpoint, teachers serve as intellectual coaches who construct student teams that work together with their teachers to master bodies of knowledge. These constructivist-based transformational teaching approaches help students develop new knowledge and actions. Teachers that employ constructivist theory as a theoretical framework assist students in becoming active participants in society and the global workplace. The sample of the study consisted of 551 teachers who responded on a representative of public elementary schools in Calamba, Cabuyao, Binan, and Sta. Rosa. Cluster sampling was used to collect the sample, and the city school districts served as the representative of the clusters. Ranking sampling was used to choose the participating schools and the teacher respondents. Each cluster was ranked based on population distribution and gender distribution to maintain an equal proportion of teachers' respondents across all participating schools in the four city school divisions. Teacher respondents were selected randomly to represent the sample of the study. The study mainly focuses on the level of organizational commitment, teachers’ empowerment to the level of transformational teaching. The findings showed that the components of organizational commitment and teachers' empowerment significantly foresee the relationship on transformational teaching of teachers in the four (4) City Schools Division in Laguna. As a result, when teachers demonstrate a high level of organizational commitment and teacher empowerment to the level of transformational teaching, it encourages teachers to stay committed to their field of work and expected to attain their objectives.

Display of Organizational Commitment from State Civil Apparatus at the Secretariat of Regional Government of Kupang City, East Nusa Tenggara Province

The purpose of this research is to understand and determine of organizational commitment of the State Civil Apparatus at the Regional Government Secretariat of Kupang City, East Nusa Tenggara Province. This research has been conducted for 5 months, from January 2022 to May 2022 in Kupang City. The number of research respondents was 370 people who were determined by purposive stratified proportional sampling. The types of data used are primary and secondary data from interviews using a questionnaire, field observation, and documentation. The data analysis method used in this research is a descriptive analysis based on the average value of the Likert scale classification. The results showed that the component of organizational commitment in the high category was only a component of continuance commitment with an average value of 3.70, while those in the medium value category were affective commitment with an average score of 3.64 and normative commitment with an average value of 3.61. In general, the organizational commitment of the State Civil Apparatus in the Kupang City Government is still in the medium category with an average score of 3.65. This display of organizational commitment is likely to become a major obstacle to the performance of the state civil service. The strategy that can be carried out by local governments to increase organizational commitment is to increase the aspects of affective commitment and normative commitment of the State Civil Apparatus within the scope of the Regional Government Secretariat of the Kupang City. 
 Keywords: organizational commitment, affective commitment, continuance commitment, normative commitment

The impact of Covid-19 on organisational commitment with mediating role of satisfaction among the Iraqi auditors

PurposeThe study seeks to examine the effect of the Covid-19 on organisational commitment with the mediating role of job satisfaction of Iraqi auditors to determine the impact the Corona has on the organisational commitment of Iraqi auditors with the mediating role of job satisfaction.Design/methodology/approachThe study's statistical population consists of those auditors working in the auditing organisations and private sector auditing institutions in Iraq. The number of respondents was 1,500 and 305 questionnaires were collected and analysed using Cochran's formula. Data were collected using the Covid1-19 questionnaire developed by the researcher, Minnesota Life Satisfaction Questionnaire (1967) and Allen and Meyer (1990) Organisational Commitment Questionnaire. In this study, the components of individual fear, collective fear and the transition from a feeling of security to insecurity with 29 questions for the impact of Covid-19 and job satisfaction components derived from the Minnesota Model, which includes six components (payment system, nature of job, progress opportunities, organisational atmosphere, leadership style and physical condition) is based on 19 questions. The components of organisational commitment are based on three types of emotional commitment, continuance commitment and normative commitment with 24 questions. Structural equation modelling using Smart-PLS software was used to analyse the data.FindingsThe results showed that the Covid-19 effect variable was not significant on organisational commitment but was significant considering the mediating role of job satisfaction.Originality/valueThe paper has covered a very interesting topic nowadays and the results may give great insight to auditors in a challenging condition due to COVID 19.

Transformational Leadership and ‎Organizational Commitment: ‎‎‎Moderating Role of Emotional ‎Intelligence in HEI s in Afghanistan

Academic leaders have a very important role to play in higher educational institutions, and for ‎the development of academic leaders, attention has to be paid to their emotional intelligence to ‎ensure transformational leadership and effective decision-making in their institution. This is ‎because, with the passage of time, the roles of academic leaders have also changed. In the present ‎study, the focus is on the transformational leadership style of academic leaders as it is more ‎prevalent in the higher education institutions in Kabul Afghanistan. This study analyzed the ‎moderating role of Emotional intelligence (EI) of employees on the relationship between ‎transformational leadership (TL) and organizational commitment (OC) in the private higher ‎education institutions in Kabul. The population of the study is the employees of the academics ‎and employees of the 7 private universities in Kabul from that 270 are sample size and the ‎technique used is convenience sampling. The statistical result found that EI acts as a moderator ‎on the relationship between transformational leadership and organizational commitment. This ‎study provides leaders with a new insight to look at their employees ‘level of commitment to ‎their organization. In addition, this study further helps in exploring the impact of employees’ ‎emotional intelligence on the relationship between transformational leadership and different ‎components of organizational commitment. Different aspects of these variables were tested, to ‎provide a wider and more comprehensive understanding of the factors that affect organizational ‎commitment in private higher education institutions in Kabul.‎