Employee Organizational Commitment Research Articles

PENGARUH BUDAYA ORGANISASI, KOMPENSASI DAN KOMITMEN ORGANISASIONAL TERHADAP KINERJA KARYAWAN PERKEBUNAN SAWIT

The purpose of this study was to analyze the effect of organizational culture, compensation and organizational commitment on the performance of employees of Palm Oil Plantations in Kandis District, Siak Regency, Riau Province. Through this research, it is stated that the value of organizational culture can be used as a guideline and value in the company for each employee in improving their performance. And by providing compensation in accordance with what employees have done to this company affects employee performance in the future and also increases employee organizational commitment to stay in the plantation. There were 100 sample of respondents involved in this study. Multiple linear regression analysis techniques with the help of the SPSS program, were used in this study. The results of this study indicate that organizational culture, compensation and organizational commitment have a positive and significant effect on employee performance, so that all hypotheses are supported.

How does organizational commitment in employees relate to work engagement in millennial employees in the era of the Fourth Industrial Revolution?

How does organizational commitment in employees relate to work engagement in millennial employees in the era of the Fourth Industrial Revolution?

Empowering leadership, employee organizational commitment and organizational citizenship behavior: the roles of leader authenticity and trust

PurposeDrawing on the leader–member exchange (LMX) theory, we examine the role of empowering leadership in employee organizational commitment and the organizational citizenship behavior. Furthermore, we examine if these relationships are explained by factors such as follower trust in the leader and leader authenticity.Design/methodology/approachWe draw on survey data from 153 individuals serving the hospitality industry sector. The data are analyzed using structural equation modeling.FindingsResults show that trust in a leader positively mediates the relationship between empowering leadership and organizational citizenship behavior as well as organizational commitment. We also find a direct association between empowering leadership and the two organizational outcomes. However, we do not find evidence of the moderating role of leader authenticity in empowering leadership and trust in leader–leader relationship.Originality/valueThis paper brings to light the significance of empowering leadership, especially for hospitality workers who often operate in stressful and deeply hierarchical organizational environments. Our study findings provide a pathway for how supervisors should follow an empowering form of leadership annculcate trust in employees for better organizational outcomes. The findings indicate significant theoretical and practical implications and offer recommendations for future research.

Pengaruh Kualitas Kehidupan Kerja Terhadap Komitmen Organisasional Dengan Kesejahteraan Karyawan Sebagai Variabel Mediasi (Studi pada Karyawan Peternakan Ayam Petelur di Kecamatan Purbolinggo, Kabupaten Lampung Timur)

The phenomenon of employees resigning from their company or the low level of organizational commitment in employees is thought to be caused by poor quality of work life, besides the role of employee welfare to mediate between the influence of quality of work life on organizational commitment. The purpose of this study is to determine whether there is a direct effect of quality of work life on organizational commitment and whether the indirect effect of employee welfare can mediate the effect of quality of work life on organizational commitment. This research uses a type of quantitative research. This study uses primary data obtained by distributing questionnaires directly through questionnaires at CV Sekuntum Herbals and PT Sanjaya Satwa Utama, the data obtained is then processed using the AMOS SEM analysis tool. The population in this study were employees of CV Sekuntum Herbals and PT Sanjaya Satwa Utama who had worked for at least one year and obtained the results of respondent data that met the criteria of 128 people. So that a sample of 120 respondents was obtained because there were 3 questionnaires that were not returned and 5 questionnaires that were not filled in completely. The results of this study are that the quality of work life has a significant positive effect on organizational commitment, then employee welfare mediates positively and significantly between the influence of work life quality on organizational commitment.

Study of Work Motivation, Work Discipline, and Communication on Employee Organizational Commitment

Study of Work Motivation, Work Discipline, and Communication on Employee Organizational Commitment

Conformity or differentiation: How corporate social responsibility affects employee behaviour in China

AbstractIn reality, not all enterprises pursue the same or similar corporate social responsibility practices. The effects produced by enterprises fulfilling the identical corporate social responsibility are not always the same. Based on the social identity theory and social exchange theory, this paper discusses the impact of corporate social responsibility on employee behaviour, so as to clarify the deep‐rooted motivations and effects of enterprises' choice of different social responsibility strategies under Chinese unique institutional contexts. By adopting a quantitative approach, this paper finds that corporate social responsibility positively predicts employee behaviour, and that different types of corporate social responsibility have different effects. In addition, this paper finds that employee organisational commitment mediates the relationship between corporate social responsibility and employee behaviour. Consistent corporate social responsibility mainly affects employees' in‐role behaviour primarily through normative commitment, and differentiated corporate social responsibility mainly affects employees' extra‐role behaviour through affective commitment. The theoretical and practical implications of these findings are discussed.

The Impact of Corporate Cultural Factors on Organizational Commitment at Tasco Corporation

Purpose: The purpose of this article is to analyze the cultural factors within a business that impact the organizational commitment of employees at Tasco Corporation, thereby proposing solutions to enhance their commitment to the company. Design/methodology/approach: Secondary data was collected from relevant materials on key themes: factors of corporate cultural influencing organizational commitment. A questionnaire were used for gathering primary information from employees at Tasco Corporation. The survey was conducted from August 2023 to December 2023. The questionnaire was designed based on the previous research findings, surveying 290 samples to identify the factors and levels of influence of corporate culture on employee organizational commitment at Tasco Corporation. Findings: There were five factors influencing employees’ organizational commitment at Tasco Corporation: Organizational communication, Training and development, Compensation and recognition, Empowerment, Risk-taking and innovation acceptance. Research, Practical & Social implications: Our findings could be used as a valuable reference for businesses to increase employee commitment to the organization. Originality/value: There have been numerous studies on the influence of corporate culture on employees’ organizational commitment. However, there was not any research has been conducted at Tasco Corporation. Therefore, we decided to undertake the topic of the article: "The Impact of Corporate Cultural Factors on Organizational Commitment at Tasco Corporation."

The Effect Of Organizational Citizenship Behavior (OCB) And Organizational Commitment On Employee Performance Of PT. Bukit Angkasa Makmur Central Bengkulu

The title of this study is the effect of organizational citizenship behavior (OCB) and organizational commitment on the performance of employees of PT. Bukit Angkasa Makmur Central Bengkulu. This research is based on the importance of employee performance in an organization. Employee performance is influenced by several factors, including organizational citizenship behavior and organizational commitment. This study aims to analyze the effect of organizational citizenship behavior and organizational commitment on the performance of employees of PT. Bukit Angkasa Makmur Bengkulu.This type of research is quantitative research with a descriptive approach. The population of this study were all employees of PT. Bukit Angkasa Makmur Bengkulu. The number of research samples was 175 people. Data collection was carried out using a questionnaire. Data analysis techniques using multiple linear regression analysis techniques.The results of data analysis obtained multiple linear regression equations as follows: Y = 1.083 + 0.513 X1 + 0.696 X2. The results of the analysis show that organizational citizenship behavior has a positive and significant effect on employee performance (tcount = 7.239 and Sig. = 0.000) and organizational commitment has a positive and significant effect on employee performance (tcount = 6.808 and Sig. = 0.000). Simultaneously organizational citizenship behavior and organizational commitment to employee performance (Fhitung = 175,649 and Sig. = 0.000).It is recommended to the management of PT. Bukit Angkasa Makmur Bengkulu to be able to improve employee performance by increasing organizational citizenship behavior and employee organizational commitment.

Examining transformational leadership, Work Environment and Job Satisfaction on Organizational Commitment: Employees PT. Pandungo Main Partner

Research Aims: This research aims to examine the influence of Transformational Leadership, Work Environment, and Job Satisfaction on Organizational Commitment. Design/methodology/approach: the study employed a quantitative research approach. 32 workers at PT. Pandungo Main Partner served as the study's sample. The research employs a non-probability sampling technique for sampling. A Likert scale questionnaire distributed in accordance with suitable criteria is used as the data collection tool in this study. Utilizing partial least squares structural equation modeling for statistical analysis (PLS-SEM). Research Findings: The study's findings demonstrate the positive and substantial effects of job satisfaction, work environment, and transformational leadership style on organizational commitment. Employee commitment, to the company overall and to their profession, is predicated on a favorable evaluation of their jobs. Theoretical Contribution/Originality: This research provides new insight into how transformational leadership, work environment, and job satisfaction influence employee organizational commitment Keywords: Transformational Leadership; Work Environment; Job Satisfaction; Organizational Commitment.

Optimalisasi Komitmen Organisasi Karyawan Bagian Produksi PT. Hino Motors Manufacturing Indonesia Kabupaten Purwakarta Melalui Pengembangan Karier dan Kepuasan Kerja

The success of such a company lies in the role of every employee who has a strong commitment to its organization, because each employee whose strong commitments mean that they are willing to engage themselves with the company is characterized by a strong level of loyalty and dedication to the company. Then, from there, the commitment should be observed by every company. Some of the factors that can make the organization's commitment strong are how the company looks at the career development and job satisfaction of each of its employees. This research aims to find out the relationship between career development and job satisfaction and the organizational commitment of employees of the Production Division at PT. Hino Motors Manufacturing Indonesia in the district of Purwakarta. The research uses quantitative approaches and nonprobability sampling. Data analysis techniques using validity tests, reliability tests, classical assumption tests, double linear regression tests, and hypothesis tests are interpreted by interpreting the output tables of the Statistical Package for Social Science (SPSS) software program version 26. The results of this research show that career development has a partial influence on employee organization commitment, and job satisfaction has a partial impact on employee organization commitment. Furthermore, career development and employment satisfaction have a simultaneous effect on the commitment of employees in the production division of PT. Hino Motors Manufacturing Indonesia, Purwakarta district. This means that the more companies pay attention to employee career development, the higher levels of employee satisfaction can further strengthen the organization's commitment.

The Relation between Job Stress, Job Satisfaction and Organizational Commitment (Study on Employees of Bank Pembangunan Daerah Bali Mangupura Branch)

This research aims to analyze the relationship between work stress, job satisfaction and employee organizational commitment at the Mangupura Branch of the Bali Regional Development Bank. This research used a sample of 85 employees. The method used in this research is a survey method using questionnaire and interview techniques with descriptive statistics and inferential path analysis statistical analysis tools. The research results show that work stress has a significant negative effect on organizational commitment. Job satisfaction has a significant positive effect on organizational commitment. Job Stress has a significant negative effect on job satisfaction. Job satisfaction mediates the effect of job stress on organizational commitment. The implication of this research is to prove the social exchange theory and its relationship to the research variables. This research also offers the benefits of job satisfaction, managing work stress on organizational commitment.

The impact of job satisfaction on organizational commitment with employee engagement as moderating variable

The purposes of the study are to analyze; 1) the impact of job satisfaction on banking employee’s organizational commitment, 2) the impact of employee engagement on organizational commitment, 3) the impact of job satisfaction on employee engagement, and 4) the indirect effect of job satisfaction on organizational commitment of banking employees in Padang with employee engagement as a moderating variable. The type of research is causative research, which aims to see how far the independent variables affect the dependent variable. The research data was collected came from 180 employees who worked in banking, in which they had more than 2 years of experience. Then the data to analyze using the structural equation modeling (SEM) approach with Smart PLS 3.0 software. The results showed that: 1) Job satisfaction has not a direct effect on organizational commitment in banking employees in Padang; 2) Employee engagement has a direct and significant effect on organizational commitment of banking employees in Padang; 3) Job satisfaction has a direct and significant effect on employee engagement banking employees in Padang and 4) Job satisfaction has an indirect and significant influence on employee organizational commitment when mediated by employee engagement. The contribution of this study is expected to provide information for companies in developing and improving employee attitudes to have a high commitment to the company. This is intended so that employees can contribute to providing excellent service to increase organizational competitiveness.

A STUDY OF STAFF MOTIVATION AND ORGANIZATIONAL COMMITMENT IN THE HOTEL INDUSTRY

Maia Toidze E-mail: maia.toidze@bsu.edu.ge Doctor of Social Sciences, Batumi Shota Rustaveli State University Batumi, Georgia https://orcid.org/0009-0007-1179-7763 Abstract: It suggests that successful companies know the importance of commitment and motivated employees for business efficiency. In this paper, we aimed to study the interrelationships of professional motivation and organizational commitment of employees in the tourism sector, particularly in medium-sized hotels. Also, the influence of factors such as organizational trust and organizational culture on motivation and commitment. The empirical research was carried out in medium-sized hotels. In the study, 110 participants were included from various positions.The statistical analysis was an evaluation by SPSS software program P≤ 0,05 is considered statistically significant. According to our study, hotel staff's organizational commitment is above average; It is suggested that internal motivation is leading for employees. Notably, a statistically significant relationship was revealed between staff internal motivation and organizational commitment. The statistically significant linkage was revealed between intrinsic motivation and affective, also intrinsic motivation, and normative commitment. The study found that t organizational units' components are of static importance concerning trust components. A statistically significant relationship was found between professional motivation and the confidence level components in an organization. According to factor analysis, trust is essential in staff organizational commitment and motivation. Based on our study, we have thought that companies' management should pay more attention to social capital development in organizations. Moreover, the company management should be interested in motivating and commitment to the staff of their companies. It is advisable to introduce a culture of employee motivation, organizational loyalty, and organizational trust assessment and self-assessment, the analysis of which will be used in the development of motivation strategies. However, in introducing a motivational system, much emphasis should be placed on stimulating intrinsic motivation. Keywords: Hotel industry, motivation, organizational commitment JEL classification: D 23

The effect of job satisfaction and moonlighting intentions with mediating and moderating effects of commitment and HR practices an empirical study

Moonlighting as a practice, the limelight was gained during the COVID-19 pandemic due to remote work involving flexible work, which saved employees’ commuting time to the office and has become a potential source of income for individuals seeking other jobs. The authors examined the phenomenon of moonlighting by assessing the relationships between job satisfaction, organizational commitment, and moonlighting intentions. The authors also examined the mediating effects of employee organizational commitment and economic intentions and the moderating role of human resource practices on the relationship between job satisfaction and moonlighting intentions. The data were gathered for five reflective constructs of this empirical study—job satisfaction, organizational commitment, human resources practices, economic intentions, and moonlighting intentions—by surveying IT-enabled industry employees in Hyderabad. The data from 311 valid responses were subjected to structural equation modeling analysis using IBM AMOS version 28. The model-fit indices from SEM analysis indicate excellent model fit. The structural model from SEM analysis reveals that 50% of the variance in moonlighting is accounted for by job satisfaction and organizational commitment. The factor of job satisfaction is statistically significant and influences the moonlighting intentions of employees in IT-enabled industries. Job satisfaction has a positive impact on organizational commitment, and when organizational commitment increases, moonlighting intentions decrease. Organizational commitment partially mediates moonlighting intentions through job satisfaction. The study also assessed the moderating role of human resource practices on the relationship between job satisfaction and moonlighting intentions. The moderation analysis results reveal statistically significant and positive moderating effects of human resource practices on intentions to moonlight through job satisfaction. The slope analysis indicated that human resource practices strengthen the positive relationship between job satisfaction and moonlighting.

Interaction Effect of Management Communication and Workplace Formalization on Shared Goals and Commitment of Employees During Post-Merger and Acquisition Integration

This research analyzes the effect of management communication on shared goals and organizational commitment of employees during post-merger and acquisition integration. In addition, we examine whether a work policy in terms of formalization could moderate the effect of management communication on shared goals of employees. Survey data were collected from 209 employees at a company in the power and energy sector in Thailand which was acquired by another company. We implemented multisource data collection to prevent common method variance issues in cross-sectional surveys. Partial least squares structural equation modeling was then used to analyze the data. Based on the findings, we discovered supporting evidence confirming the positive association between management communication and shared goals. Shared goals also mediate the effect of management communication on organizational commitment. Moreover, moderating effect analysis showed that the degree to which management communication affects shared goals is stronger among employees in the work units that have high levels of formalization than those in work units that have low levels of formalization. In essence, our study provides new evidence showing that workplace formalization could be the factor that intensifies the degree to which management communication encourages employees to develop shared goals. Our research also provides some implications for human capital development and policy recommendations during organizational change.

ANALISIS PENGARUH JOB DEMAND DAN WORK FAMILY CONFLICT TERHADAP ORGANIZATIONAL COMMITMENT DENGAN BURNOUT SEBAGAI VARIABEL MEDIASI

This research aims to obtain empirical evidence regarding the influence of job demands and work family conflict on organizational commitment through the mediation of burnout. The population in this study were employees of the West Sumatra Financial Services Authority (OJK). The sample collection technique is total sampling, that is, the entire population is sampled. The data analysis technique uses Structural Equation Modeling (SEM) with SmartPLS software. Based on the results of research tests, it shows that job demand has a positive and significant effect on burnout. Work family conflict has no positive and significant effect on Burnout, Job demand has no positive and significant effect on Organizational Commitment of employees, Work family conflict has no positive and significant effect on Organizational Commitment, Burnout has a positive and significant effect on Organizational Commitment. indirectly, Job demand influences Organizational Commitment through Burnout as mediation and Work family conflict does not influence Organizational Commitment through Burnout as mediation West Sumatra Financial Services Authority employees.

Dampak Struktur Organisasi terhadap Komitmen Organisasi: Perbandingan Antara Sektor Publik dan Swasta

A good organizational structure will have an impact on employee organizational commitment. This study aims to examine the impact of organizational structure on organizational commitment in public and private sector companies in Banjarmasin. The three main structural dimensions included in this research are formalization, centralization (in the form of a hierarchy of authority and participation), and standardization. 100 questionnaires were distributed to 8 public and private companies in Banjarmasin and a sample of 80 valid questionnaires was obtained. The research results show that all structural dimensions have a relationship with organizational commitment in both sectors, except for authority hierarchy. Among the structural dimensions, formalization shows the greatest correlation with organizational commitment in public companies, while participation has the largest correlation with organizational commitment in private companies. Employee demographics have no impact on dimensions of organizational structure or commitment in either the private or public sectors. In addition, position in the private or public sector does not mediate the relationship between organizational structure and organizational commitment.

Analisis Pengaruh Gaya Kepemimpinan Konsultatif dan Beban Tugas terhadap Tingkat Komitmen Karyawan di PT. Bank BCA KCP Bali

This research aims to investigate the influence of consultative leadership style and task demands on employee organizational commitment at PT. Bank BCA KCP Bali, as well as to measure the extent to which leadership and task demands influence the organizational commitment of employees at PT. Bank BCA KCP Bali. This research was carried out at PT. Bank BCA KCP Bali with a research object population involving all employees. The number of respondents involved was 53 people. The results of the F-test (simultaneous) show that all the variables studied have a significant influence on increasing the commitment of PT employees. Bank BCA KCP Bali, with an F-calculated value that exceeds the F-table value at a significance level of □= 5%. Partially, the t-test results show that the most significant variable influences the commitment of PT employees. Bank BCA KCP Bali is a task demands variable, with a t-count value that is greater than the consultative leadership variable which has a smaller t-count value.

Impact of Extrinsic Job Satisfaction Factors on Organizational Commitment of Banking Sector at Pokhara Metropolis

The paper aims at examining the influence of extrinsic JS factors on organizational commitment of employees in banking sector of Pokhara Metropolis. Non-managerial employees of government, joint- and non-joint venture commercial banks comprising 102 males and 107 females were approached for opinion survey. A questionnaire consisting of five-point Likert scales along with demographic questions were disseminated to collect the data. Using descriptive and analytical method, the results were obtained. The results revealed that a high level of extrinsic job satisfaction appeared when employees have friendly relation with supervisors, while they were least satisfied with pay. It implies that banking employees get satisfied if their supervisor treats them as friends. The study also found those employees’ emotional feelings like loyalty, and having an affiliation with their organization was enthusiastic. Similarly, they believe better to stay in the current organization as the organization has providing something for them, because leaving current organization will need extra costs for them. Thus, there was a higher position of affective commitment and moderate level of continuance and normative commitment of employees. Finally, it was found that extrinsic job satisfaction dimensions have constructive significant impact of employees’ commitment at work place, indicating a high level of extrinsic factors play a pivotal role to satisfy the banking employee and thereby their organizational commitment. The study contributes to analyze extrinsic job satisfaction factors in banking sectors and which factor play significant role to create their commitment of employees in workplace.

The effect of ethical orientation, anticipative socialization, and employee organizational commitment to whistleblowing behavior

The effect of ethical orientation, anticipative socialization, and employee organizational commitment to whistleblowing behavior