Perceptions Of Organizational Commitment Research Articles

القيادة المستدامة لدى مديري المدارس الثانوية بمدينة جدة وعلاقتها بالالتزام التنظيمي للمعلمين من وجهة نظرهم

The aim of the research is to identify the degree of implementation of sustainable leadership by school principals in Jeddah and its relationship to organizational commitment from the teachers' point of view, and the degree of practice of organizational commitment by teachers in the Kingdom from the teachers' point of view, as well as to reveal the relationship between sustainable leadership and organizational commitment, and also to reveal the differences between the degree of practice of school principals in Jeddah for sustainable leadership in the light of the variables of gender and experience and the detection of differences in and the degree of perception of teachers in Jeddah applying organizational commitment in the light of the variables of gender and experience. To achieve the objectives of the study, a quantitative approach was followed that combines the survey and correlation methods. The sample of the study consisted of (612) male and female secondary school teachers. The researchers used the sustainable leadership questionnaire prepared by Kalvan (2015) and the organizational commitment questionnaire prepared by Ghali and Dahleez (2015). The results of the research showed that the general trend of school principals' practice of sustainable leadership is high from the teachers' point of view. The results also showed that the general trend of teachers' practice of organizational commitment was high. It was also found that there is a statistically significant positive relationship between sustainable leadership and organizational commitment. Also, the results showed that there were statistically significant differences in the degree of practicing sustainable leadership by school principals in Jeddah from the point of view of their teachers, due to the gender variable in favor of females. Also, there are no statistically significant differences in the degree of practice of sustainable leadership by school principals in Jeddah from the point of view of their teachers due to the variable of experience There are also statistically significant differences in the degree of teachers' perception of organizational commitment in Jeddah due to the gender variable in favor of females. There are also statistically significant differences in organizational commitment attributed to experience in favor of teachers with years of experience between 10-20 years.

Perceptions of Organizational Commitment in Nepalese Insurance Companies and Commercial Banks

This study aims to examine the status of organizational commitment (affective commitment, continuancecommitment, and normative commitment) in insurance companies and commercial banks of Nepal. Thisstudy is conducted utilizing a survey methodology with questionnaires serving as the primary tool. Sixinsurance companies and six commercial banks are covered by this study. A total of 360 questionnaires—30in each of the 12 organizations—have been distributed, and 225 (62.5%) of those that have been fullycompleted and returned are used for the study. The data are analyzed by using the latest version of thestatistical package for social science (SPSS). Descriptive statistical tools like mean and standard deviationare used. The one-way analysis of the variance is used for determining the statistical differences between theorganizational commitment dimensions found in two samples (insurance companies and commercialbanks). Based on the results, affective commitment is found at a high level, normative commitment at amoderate level, and continuance at a low level in Nepalese insurance companies and commercial banks.Insurance companies show higher affective and normative commitment than commercial banks. Significantdifferences in judgments of affective and normative commitment between employees of Nepalese insurancecompanies and commercial banks are also revealed by analysis of variance. In fact, firms that have a strongorganizational commitment are better able to keep employees, which put them in a better position to gain theadvantages of a more devoted, engaged, and dependable workforces. Therefore, today's businesses mustdesign workplaces that encourage more moral and emotional commitment among their employees.

The Relationship Between Teachers' School Happiness, Organizational Commitment, and Self-Efficacy

The purpose of this research is to reveal the relationship between teachers' perceptions of organizational commitment, school happiness, self-efficacy. In the study, data collection was conducted using the "Organizational Commitment Scale" adapted into Turkish by Han, Dağlı and Elçiçek (2018), the "School Happiness Scale" developed by Sezer and Can (2019), and the "Teachers' Self-Efficacy Scale" adapted into Turkish by Karaoğlu (2019), along with a personal information form developed by the researchers. The relational scanning method was used in the study. The sample of the study consists of 516 teachers working in different types and levels of schools in the Avcılar district of Istanbul, determined by the maximum diversity sampling method. The collected data were analyzed using the SPSS 27.0 software package, employing normality tests, t-Test, and One-Way Analysis of Variance (ANOVA). A relational (correlational) design was employed in the study to determine the relationship between teachers' perceptions of organizational commitment, school happiness, and self-efficacy, and a multiple regression analysis was used to determine the effect of organizational commitment and self-efficacy variables on school happiness. A moderate (r=0.559) and significant (p

Sınıf Öğretmenlerinin Örgütsel Bağlılık Düzeyleri ile Örgütsel İmaj Algıları Arasındaki İlişkinin Araştırma Bulgularının Değerlendirilmesi

Organizational commitment levels of teachers who worked in elementary schools the purpose of this study the relationship between the level of organizational image perceptions, the perceptions of teachers, teachers according to some variables show significant differences to determine whether personal and organizational image perceptions contributed to organizational commitment, which is to evaluate how the findings revealed. The study group of the research designed in the relational screening model is 2020-2021 academic year 2.during the period, it consists of 442 teachers in 18 official primary schools located in Bakırköy district of Istanbul province. In the research, the data were collected through the “Organizational Image Scale”, “Organizational Commitment Scale” and the personal information form. To analyze the data “arithmetic mean and standard deviation, one-way ANOVA, independent samples t-test, correlation analysis and regression analysis techniques were used. When the research findings are examined, the perceptions of classroom teachers about the entire dimension of the organizational image scale are at a “high” level. Teachers' perceptions of organizational commitment are at the “medium” level in all dimensions of the scale. A positive and moderate relationship was found between classroom teachers' perceptions of organizational image and perceptions of organizational Decency. At the same time, it is observed that teachers' perceptions of organizational image significantly predict their organizational commitment. It can be stated that an increase of one unit in teachers' organizational image perception can increase teachers' organizational commitment by 0.437. Key Words: Classroom Teacher, Organizational Commitment, Organizational Image, Research Findings

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

Influence of Organizational Commitment and Financial Compensation on the Production Employees’ Performance at PT Fumira Semarang

This study aims to examine respondent’s perceptions of organizational commitment and financial compensation on the production employees’ performance at PT Fumira Semarang. This study uses a quantitative approach and uses a sample of 42 employees. The data collection method used in this research are questionnaire, interview, and literature review. While the analysis technique is multiple linear regression analysis which is equipped with classical assumption test, test t, test F, and coefficient of determination using SPSS 25 software. The regression equation is Y = 2,955 + 0,222X1 + 0,428X2.. The coefficient of determination (R<sup>2</sup>) is 36,2%. The results of this study indicate that organizational commitment (X1) and financial compensation (X2) has a significant effect on employee performance (Y). The results show that organizational and financial compensation simultaneously influenced employee performance

ORGANIZATIONAL COMMITMENT OF CONSTRUCTION PROFESSIONALS IN THE CONSTRUCTION INDUSTRY

The construction industry has a high employee turnover rate and poor reputation about work life balance. The turnover rate in an organization and work life conditions of professionals can be directly related to the level of organizational commitment of individuals. This study investigates the organizational commitment of professionals working in the construction industry. To achieve this objective, a survey was administered to construction professionals working in the Turkish construction industry. Accordingly, 338 valid responses were attained to be used in the data analysis step. Along with their perceptions on organizational commitment, the effects of the demographic characteristics of participants on their organizational commitment perceptions were also investigated. The findings show that the organizational commitment of professionals’ changes based on their work experience, age, working time, and project type. It was also found that younger workers and workers who spent more time at work have more negative perceptions about their companies.

ORGANIZATIONAL COMMITMENT OF CONSTRUCTION PROFESSIONALS IN THE CONSTRUCTION INDUSTRY

The construction industry has a high employee turnover rate and poor reputation about work life balance. The turnover rate in an organization and work life conditions of professionals can be directly related to the level of organizational commitment of individuals. This study investigates the organizational commitment of professionals working in the construction industry. To achieve this objective, a survey was administered to construction professionals working in the Turkish construction industry. Accordingly, 338 valid responses were attained to be used in the data analysis step. Along with their perceptions on organizational commitment, the effects of the demographic characteristics of participants on their organizational commitment perceptions were also investigated. The findings show that the organizational commitment of professionals’ changes based on their work experience, age, working time, and project type. It was also found that younger workers and workers who spent more time at work have more negative perceptions about their companies.

ORGANIZATIONAL COMMITMENT IN THE COMPANIES OF AVIATION INDUSTRY: THE ATTITUDE OF MANAGERIAL AND NON-MANAGERIAL EMPLOYEES

The article discusses the challenges and factors influencing organizational commitment which has influence on the staff turnover in aviation organizations. The studies reveal that organizational commitment plays a huge role in a relationship between an individual and organization. If an employee’s organizational commitment is high, it is scientifically proven that his or her intention to change the organization is low. In the Lithuanian aviation sector, the impact of organizational commitment has not yet been assessed in any research. Also, the studies did not yet consider the different groups of aviation employees and the differences in their perceptions of organizational commitment. The aim of this article is to investigate the level of organizational commitment in the Lithuanian aviation sector among employees’ groups and to compare the results with the data from other surveys. The study reveals that organizational commitment is different between managerial and non-managerial staff. These results are useful for a broader analysis, which can be conducted in assessing the impact of organizational commitment between different groups of employees and to propose a model that reduces the difference in organizational commitment between different groups of employees. The observation of organizational commitment level can be made among different groups of employees.

Modeling the mediation roles in the relationship between job satisfaction and organizational commitment of public sector forest engineers in Turkey

ABSTRACT Forest ecosystems are critical for achieving sustainable development goals. All forests in Turkey are managed and controlled by the General Directorate of Forestry (GDF) as a public organization. In order to achieve sustainable forest management, forestry activities include intensive operations involving reforestation, combating forest fires and smuggling, supervising logging activities, etc. Because of these rigorous forestry activities, forest engineers face a number of challenges in their profession. These problematic issues affect the 4,830 Public Sector Forest Engineers (PSFEs) in terms of organizational commitment (ORC) and job satisfaction (JOS). This study proposed to determine and reveal the underlying problems of the PSFEs’ perception of ORC and JOS using causal models. A large number of data were collected from 397 participating PSFEs in Turkey via applied questionnaire forms. Structural equation modeling (SEM) and bootstrap methodology were used to determine the main factors and analyze the relationships between latent variables and working conditions (WOC) and turnover intention (TOI) as mediators. The SEM results showed a direct positive effect (0.77) between the JOS and ORC of the PSFEs in Turkey. Positive WOC (0.153) and negative TOI (0.775) mediation roles were also revealed. The study indicated that the GDF administration needs to increase the motivation factors using incentive tools such as rewards, promotions, etc. and to reconstruct the WOC to decrease the TOI of the PSFEs. The developed models will contribute to the literature in terms of their availability and adaptability to different professions.

Relationship between teachers' positive psychological capital, organisational commitment and motivation levels

The purpose of this study is to look into the relationship between positive psychological capital, organisational commitment, and teacher motivation. The research was designed using the quantitative research method, and the relational research pattern was applied. The sample for the research consisted of 210 teachers who were selected with the simple random sampling method among the teachers working in Muş province in the 2020–2021 academic year. Due to the epidemic, the data for the study were collected electronically with the "Positive Psychological Capital Scale," "Organisational Commitment Scale for Teachers," and "Teacher Motivation Scale." The data were subjected to normality analysis and demonstrated a normal and homogeneous distribution. The correlation stepwise regression analysis, the arithmetic mean, independent samples t-test, and one-way ANOVA were applied to analyse the data. According to the data analysis results, the positive psychological capital and motivation perceptions of the teachers were found to be at a high level; however, the perception of organisational commitment was at a medium level. While positive psychological capital perceptions of teachers according to gender and school type variables show a significant difference, their organisational commitment and motivation perceptions do not differ significantly. According to another result of the study, there is a moderately positive relationship between positive psychological capital and organisational commitment and motivation perceptions; it was concluded that there is a highly significant positive relationship between organisational commitment and motivation. In addition, it was found that teachers' perceptions of the extroversion sub-dimension of positive psychological capital and the intrinsic and managerial sub-dimensions of motivation together positively and significantly predicted the perception of organisational commitment.

Understanding the Perception of Organizational Commitment During COVID-19 Pandemic: Senior Hotel Managers Perspective

Understanding the Perception of Organizational Commitment During COVID-19 Pandemic: Senior Hotel Managers Perspective

The Relationship Between Organizational Commitment and Work Alienation: A Study on the Health Sector

Alienation, which is built on Hegel’s social psychology studies and Karl Marx’s philosophical studies, is considered to be an increasingly important problem as an interdisciplinary subject. Work alienation is a state of incompatibility that occurs as a result of the individual’s getting distanced from himself/herself and society. It is important to handle this state of incompatibility, which is affected by external and internal factors, from an administrative point of view. In this connection, the purpose of the current study is to determine the level of work alienation of employees and the effect of alienation on the level of organizational commitment. The study employed the questionnaire method to collect data. The population of the study consists of health sector workers in the city of İstanbul. The sample of the study is comprised of 322 people selected from the population by using the random sampling method. Correlation and regression analysis methods were used to determine the interaction between the perceptions of organizational commitment and work alienation. As a result of the analysis, it was determined that there is a negative and significant correlation between work alienation and organizational commitment.

Investigations of Organizational Commitment of Healthcare Professionals in Terms of Personal and Business Factors

Organizational commitment plays a pivotal role in determining whether an employee will stay with the organization for a longer period of time and work passionately towards achieving the organization’s goal In this study, the organizational commitment perceptions of health sector employees have been compared based on demographic variables and job characteristics using a comparative correlational research design. The sample of this study consists of 397 employees working at different levels in a company operating in the Konya health sector. Personal Information Form and Organizational Commitment Scale have been used to collect research data. According to the findings of the study, it has been observed that the affective commitment of the participants was high, whereas other organizational commitment perceptions were moderate. Participants' perceptions of organizational commitment differ according to gender, age, professional seniority, position and working duration. In the light of these data, it is proposed that the institutions provide the necessary support and training in order to increase the organizational commitment of the employees.

Üniversite İdari Personelinin Örgütsel Bağlılık Algılarının Örgütsel Kültür Algılarından Yordanması (Predicting Organizational Commitment Perceptions of University Administrative Staff from Their Organizational Culture Perceptions)

Purpose – The study aims to investigate the organizational culture and organizational commitment perceptions of the university administrative staff and the relationships between their organizational culture and organizational commitment perceptions. In the study, firstly organizational culture and organizational commitment perceptions of the participants were described and some analysis were made to test whether these perceptions differ statistically depending on gender, education level and experience of the participants. Furthermore, the relationships between the perceptions of organizational culture and organizational commitment were examined. Design/methodology/approach – Information about the universe, sample, data collection tools and data analysis process of the research carried out in the relational screening model are given below. The data to be used in the study were collected between October and November 2019. Findings – Study results also indicated that organizational culture perceptions of the participants did not differ statistically according to the gender variable. However, organizational commitment perceptions of the participants differed statistically in terms of emotional commitment. It was observed that the participants' perceptions of organizational culture differed in the dimensions of power culture, achievement culture and support culture, while organizational commitment perceptions of the participants differed in terms of emotional commitment depending on their educational level. Finally, the total variances explained by four organizational culture dimensions were ordered as 34% for normative commitment, 20% for emotional commitment, and 8% for continuance commitment.

The Relationship Between Burnout Syndrome and Organizational Commitment Perception of Employees in Fast Moving Consumer Goods Industry

Purpose – The aim of this research is to identify the relationship between burnout syndrome and organizational commitment perception of employees. Design/methodology/approach – Within the framework of the existing literature, two Likert type scales were used to measure the conceptual structures. The measurement tools were distributed to 475 participants made up of sales employees employed by companies operating in the fast-moving consumer goods industry in Istanbul. In total, 445 valid questionnaires were gathered for statistical analysis. The research was conducted by IBM SPSS 22.0 and AMOS 23.0 software. In total, 10 hypotheses, including all the sub-dimensions, were investigated through statistical analysis. Findings – It has been concluded that there is a significant, linear, and negative relationship between two conceptual structures and their sub-dimensions. It has also been observed that there is a statistically significant, linear, moderate, and negative correlation between burnout syndrome and organizational commitment (r = -0.362, p = 0.00 <0.05). Discussion – Employees experiencing burnout syndrome have lower levels of organizational commitment; and therefore, managers should work on reducing the probability of burnout syndrome of individuals within the organizations. The findings are limited to the perceptions of 445 employees and the sample consists of employees working in a single industry in Istanbul. The analysis can be expanded further to cover other industries and employees in the future studies.

Examination of organizational commitment levels of the academic staffs employed in sports sciences in Turkey

The aim of this research is to examine the organizational commitment perceptions of academics who teach in the sports fields. Population of the research is composed of academics who teach in the sports fields as part of the academic staff. The research group consists of 408 academics who work in the field of sports sciences. In the research, a questionnaire form was used as a data collection tool. The questionnaire consists of two parts. In the first part, there are 5 questions to determine the demographic and employment characteristics of the individuals, and in the second part, there are 18 questions in the form of a 5-point Likert scale to determine the perception of organizational commitment. Data analysis was conducted in SPSS 16 package program. When the organizational commitment perception according to demographic and employment characteristics was examined, it was found that emotional commitment perception differed only by the title variable. It has been found that academics with the title of Professor have higher emotional commitment than others. Keywords: Organizational Commitment, Academic Personnel, Sports Sciences

The Relationship Between Emotional Labor and Organizational Commitment

This research study aiming at revealing the relationship between emotional labor behaviors and organizational commitment perception levels of the instructors working in faculties of education, was designed in the relational screening model. The research was carried out with 365 volunteer instructors selected by proportional cluster sampling method and working in 12 Faculties of Education in ADIM Universities in Turkey. The data of the research was collected by using Organizational Commitment Scale and Emotional Labor Scale. Descriptive and inferential statistical techniques were used in data analysis. As a result of the research, it was revealed that the instructors exhibited surface acting behaviors and affective commitment at the highest level. The instructors emotional labor levels were found to be significantly different according to their educational status and whether they did their job willingly or not; while their organizational commitment levels were found to be significantly different according to their title and whether they did their job willingly or not. It was also found that there were positive, low level and moderate, significant relationships between the instructors’ emotional labor levels and their organizational commitment. It was revealed that the instructors’ genuine acting and deep acting behaviors significantly predicted their affective, normative and overall commitment; while their surface acting, deep acting and genuine acting behaviors significantly predicted their continuance commitment. Various suggestions were made such as increasing emotional labor behavior levels of the instructors and appointing the instructors who are eager to do their job willingly.

The Predictive Power of the Organizational Commitments of Assigned Teachers in Different Branches on Their Organizational Dissent

The purpose of this study is to investigate the effect of the organizational commitments of assigned teachers in different branches on their organizational dissent. The study universe consists of 234 randomly selected persons. In the study, Organizational Commitment Scale, Organizational Dissent Scale and Personal Information Form were used to collect the data. Correlation analysis (r) was performed to determine the relationship between the scores from the scales and the Regression Analysis (β) was performed to determine whether the scores were could predict each other. A significant positive correlation was detected between the moral commitment sub-dimension of organizational commitment and the articulated dissent sub-dimension of organizational dissent, and a significant negative correlation was detected between the alienative commitment sub-dimension of organizational commitment and the external dissent sub-dimension of organizational dissent. When the prediction of organizational dissent by organizational commitment was examined, it was determined that the moral commitment and alienative commitment sub-dimensions predicted organizational dissent levels and that the organizational dissent levels of the teachers decreased as the organizational commitment levels increased. In conclusion, the present study was conducted to determine how organizational commitment perceptions of teachers impact organizational dissent. In the present study, it was concluded that moral and alienative commitment had a significant and direct impact on the dimension of dissent and that calculative commitment did not have any impact on dissent.

The effects of organizational commitment and harmonious passion on voluntary turnover among social workers: A mixed methods study

Voluntary turnover among Social Workers (SWs) is increasing at an alarming rate. Not only is voluntary turnover rising, but employees’ organizational commitment and harmonious passion are declining. This study explored and examined the effect organizational commitment and harmonious passion have on voluntary turnover among Child Protective Services (CPS) SWs. The study used a concurrent mixed-method design. Data collected during the quantitative phase provided information on the perceptions of SWs regarding organizational commitment, harmonious passion, and their intent to leave. The qualitative aspect of the study consisted of one-on-one interviews, which provided an opportunity for the SWs to tell their story in a meaningful way and provided a deeper explanation of their perceptions of organizational commitment, harmonious passion, voluntary turnover, and intent to leave. There were 226 SWs who completed the survey, and 29 SWs participated in an interview. The results of the study indicated organizational commitment and harmonious passion levels are low among CPS SWs who participated in the current study. The SWs of this study feel undervalued and need support and respect from CPS leaders to increase their levels of organizational commitment and harmonious passion.