Organizational Commitment Questionnaire 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.

Work Climate and Organisational Politics as Predictors of Organisational Commitment among Staff of Benue State University, Makurdi

This study investigated work climate and organisational politics as predictors of organisational commitment among employees of Benue State University, Makurdi. Employing an ex-post facto research design, three hypotheses were formulated, and a sample of 187 participants completed the Organisational Climate Questionnaire (OCQ), Perceived Organisational Politics Scale (POPS), and Organisational Commitment Questionnaire (OCQ). Data analysis involved regression and multiple regression techniques. Hypothesis one, positing that work climate significantly influences organisational commitment among Benue State University staff, was supported (R =.185, R2 =.034, F(1,177) = 6.229, P <.05). Hypothesis two, which suggested that organisational politics significantly affects organisational commitment, was also supported (R =.629, R2 =.396, F(1,181) = 117.960, P <.05). Additionally, Hypothesis three, indicating a joint influence of work climate and organisational politics on organisational commitment, was affirmed (R =.632, R2 =.400, F(2,173) = 56.950, P <.001). Recommendations derived from the findings include prioritising employees commitment to enhance productivity, mitigating favouritism within the organisation to facilitate effective task execution, and empowering managers to assess and improve work climate, thereby fostering a motivating environment conducive to ongoing performance enhancement.

Examining the Factor Structure of the Organizational Commitment Questionnaire in the Vietnamese Educational Context

In contemporary organizational research, organizational commitment has emerged as a crucial concept in comprehending employees' behavior within the workplace, reflecting their identification with an organization and dedication to its objectives. Despite its significance, the existing literature reveals a scarcity of research on this subject within the Vietnamese educational context. Therefore, the primary objective of the current study was to validate the factor structure of the 24-item Organizational Commitment Questionnaire (OCQ) in Vietnam. Both exploratory and confirmatory factor analyses were employed to analyze the data obtained from 706 high school teachers. The results obtained from the factorial analyses strongly support the validity of the three-factor model of the original OCQ, which comprises affective commitment, continuance commitment, and normative commitment. The results include statistical measures such as factor loadings, eigenvalues, and variance explained, indicating how well the observed data align with the proposed three-factor model. This validation is crucial for understanding and measuring organizational commitment within the Vietnamese settings. Educational researchers can rely on these findings to better assess teachers’ commitment within schools. This study suggests further examining the reliability and validity of the OCQ with a wide range of participants among teachers at both elementary and secondary school levels.

The Effect Of Leadership Qualities On Organizational Commitment Among Bureaucrats; Emotional Intelligence As A Moderator

Organizational commitment occupies a paramount position within the realm of organizational progress. The current study intended to analyze the effect of leadership qualities of bureaucrats on the organizational commitment by analyzing the moderating effect of emotional intelligence. A cross-sectional design based on survey method was induced into the study. Data were collected adopting convenience sampling from bureaucrats (n=302) serving in different administrative sectors of Pakistan. The measured instruments were three questionnaires of The Wong and Law Emotional Intelligence Scale (WLEIS), Leadership Qualities Questionnaire and Organizational Commitment Questionnaire. SPSS version 27 by applying Hayes Process Macro Model was used to analyze the data. The ultimate findings of Pearson Product Moment revealed that there is a positive significant correlation between leadership qualities, organizational commitment and emotional intelligence. The Hayes Process Macro Model unraveled the moderated effect of emotional intelligence that strengthens the congruent bond between leadership qualities and organizational commitment. By prioritizing emotional intelligence alongside leadership skills, they can foster a culture of commitment and engagement among bureaucrats.

The Relationship between Organizational Commitment and Organizational Citizenship Behavior in State Civil Apparatus (ASN) in the Sidoarjo Regency Government Environment

In order to create a successful organization, employees are needed who are willing to work beyond their routine duties and strive for performance results that exceed organizational standards. Organizational citizenship behavior (OCB) is an employee’s desire to work with good quality and try to create the best service, which is an indication of extra-role behavior. One factor that can increase OCB behavior is organizational commitment. This research aims to determine the correlation between organizational commitment and organizational citizenship behavior (OCB) or the extra role behavior of State Civil Apparatus (ASN) in the Sidoarjo Regency Government Environment. This research uses quantitative correlational research with one dependent variable and one independent variable. The participants in this research were 333 ASN representing all regions within the Sidoarjo Regency Government. Data collection used the organizational citizenship behavior (OCB) scale developed by researchers and the organizational commitment questionnaire. The research data has been tested for assumptions using the normality test and linearity test and the data analysis technique used in this research is simple linear regression analysis. The results show that organizational commitment is proven to have a positive and significant relationship with organizational citizenship behavior with a t coefficient value of 31,204 and a significance of 0.000 <0.01. The effective contribution obtained in this research was 74.6%. Meanwhile, for the remaining 25.4%, OCB was influenced by other variables not studied in this research.

Predicting Organizational Commitment by Rumination

This study aimed to explore the relationship between rumination and organizational commitment, focusing on how rumination mediates the impact of various workplace factors on employees' commitment to their organization. Employing a cross-sectional design, the study gathered data from 350 participants across diverse industries using the Organizational Commitment Questionnaire (OCQ) and the Nolen-Hoeksema Ruminative Responses Scale (RRS). Linear regression analysis was conducted using SPSS Version 27 to examine the predictive relationship between rumination (independent variable) and organizational commitment (dependent variable), controlling for demographic variables. The analysis revealed that rumination significantly predicts organizational commitment, accounting for 44% of the variance in commitment levels (R² = 0.44, adjusted R² = 0.40, F = 8.39, p < 0.01). Higher levels of rumination were associated with lower organizational commitment, indicating that rumination negatively impacts employees' attachment and loyalty to their organization. The study confirms the significant mediating role of rumination in the relationship between workplace factors and organizational commitment. Addressing rumination through targeted interventions could enhance organizational commitment, suggesting the need for organizational strategies that mitigate negative thought patterns among employees.

The Role of Perceived Organizational Politics in Organizational Commitment and Turnover Intentions among Private Sector Teachers

The aim of the current study was to investigate the role of perceived organizational politics in organizational commitment and turnover intentions. The data (N = 120) was collected through purposive convenient sampling technique from private college teachers of Sargodha city, sample also equally comprised male teacher (n = 75) and female teacher (n = 75). Perception of Organizational Politics Scale (Kacmar & Carlson, 1997), Organizational Commitment Questionnaire (Mowday et al., 1979), and Turnover Intentions Scale (Mobley, 1977) were used to measure the constructs of present study. Correlational analysis showed that perceived organizational politics was negatively correlated with organizational commitment and its constructs (i.e. affective, continuance, and normative commitment). Correlation analysis also showed that perceived organizational politics positively correlated with turnover intentions. Simple linear regression analysis showed that perceived organizational politics was negative predictor of organizational commitment and its constructs. Simple linear regression showed that perceived organizational politics was positive predictor of turnover intentions. Simple linear regression also showed that organizational commitment was negative predictor of turnover intentions. Independent t-test demonstrated that females were significantly higher on perceived organizational politics and turnover intentions, results also showed that males scored higher on organizational commitment as compared to female teachers. Moderation analysis showed that there was significant effect of perceived organizational politics as a moderator in relationship between organizational commitment and turnover intentions. Limitations of the current study and suggestion for the future research have been discussed.

Investment sector employees’ career adaptability and organisational commitment

Orientation: An understanding of career adaptability and organisational commitment has become a thought-provoking phenomenon facing many contemporary organisations in the investment sector.Research purpose: This study aimed to investigate the relationship between career adaptability and organisational commitment among employees in the investment sector.Motivation for the study: There is an increasing need to understand employees’ capability to successfully manage changes that occur in the work context and how these impact their commitment to the organisation.Research approach: study adopted a quantitative research approach. A biographical questionnaire, Career Adapt-Abilities Scale, and Organisational Commitment Questionnaire, were administered among 200 permanent employees in the investment sector. Descriptive statistics, correlations, independent t-tests, and regressions were used to analyse the data.Main findings: The results showed a significant positive correlation between career adaptability and organisational commitment of employees who work in the investment sector. These results supported a predictive relationship between some demographic variables, career adaptability, and organisational commitment.Practical implications: Organisations should consider agile approaches to career adaptability given the constantly changing work environment in the Fourth Industrial Revolution and aim to achieve organisational commitment through the alignment of individual and organisational values and goals.Contribution: The findings provided valuable insight and knowledge about career adaptability and organisational commitment particularly for employees in the investment sector.

Impact of Leadership Styles on Organizational Commitment: Empirical Evidence from Small and Medium Enterprises in Can Tho Vietnam

This study aims to investigate the impact of leadership style on organizational commitment in the context of small and medium enterprises (SMEs) in Vietnam, thereby proposing some implications to enhance the engagement between employees and SMEs.This study adopted the Multiple Leadership Styles scales and Organizational Commitment Questionnaire to develop a survey questionnaire in the context of Can Tho Vietnamese SMEs. Primary data was then collected by distributing 300 questionnaires toemployees, who are working at SMEs in Can Tho Vietnam. There were 217 valid questionnaires that were eligible for further analysis including Cronbach's alpha reliability analysis, exploratory factor analysis, and multivariate regression analysis. Ourestimated results indicated that transformational, transactional, and passive/avoidant leadership styles had a significant relationship with organizational commitment. Specifically, transformational and transactional leadership style has a positive impact on organizational commitment, which is denoted by loyalty, effort, and pride of employees. Meanwhile, passive/avoidant leadership style has both a negative impact and a positive impact on employee commitment. This is a new contribution found from the study that leadership style has a considerable impact on organizational commitment.

Leadership styles, organisational rewards and employees’ commitment in academic libraries

This study investigated leadership styles, organisational rewards and employees’ commitment in academic libraries in Nigeria. The descriptive study adopted a total enumeration sampling technique. All of the 218 staff of academic libraries in Ondo State were covered by the study; 153 (70.2%) responded to the study. The Organisational Commitment Questionnaire developed by Allen and Meyer was used for data collection. The study found that the extent of the leadership styles adopted by the heads of libraries was moderate. Heads of libraries and subordinate staff had conflicting opinions about the extent of employees’ commitment and organisational rewards given to employees. The study found a significant relationship between leadership styles and employee commitment, and between organisational rewards and employee commitment in academic libraries in Nigeria. It is recommended that academic libraries should be democratic in their leadership approach and reward employees fairly for their efforts so as to ensure maximum employee commitment.

Radyoloji Teknisyenlerinde Örgütsel Sessizlik ve Liderlik Tarzı Algısı Bağlamında Örgütsel Bağlılık ve İş Doyumu

This study was designed to evaluate the organizational commitment and job satisfaction in relation to organizational silence and perceived leadership behavior among radiology technicians. A total of 269 radiology technicians were included in this study. Participants completed the questionnaire form on study instruments including Minnesota Satisfaction Questionnaire (MSQ), Organizational Commitment Questionnaire (OCQ), Instrumental Leadership Scale (ILS), and Organizational Silence Scale (OSS) to assess job satisfaction, organizational commitment, instrumental leadership and organizational silence, respectively. Organizational commitment scores were significantly higher in private vs. public sector employees (3.61(0.63) vs. 3.47(0.65), p

Psychological Well-being and Organizational Commitment of Teachers in Relation to Performance

This study explored the extent of the relationship between psychological well-being and organizational commitment and teachers' performance in a local college. The research employed a descriptive correlation design. Using the purposive sampling technique, the data were taken from teachers through Ryff’s Psychological Well-being Scale (1989), Meyer and Allen’s (1990) Organizational Commitment Questionnaire (OCQ), and the results of the Teacher Evaluation Questionnaire answered by the students last second semester of AY 2018-2019. The researcher analyzed the data using mean, Sign test for K Independent Samples, Kruskal Wallis H-test, and Chi-Square test. The findings revealed that there is no significant difference in the psychological well-being and organization commitment of teachers when grouped according to their profile. The result showed that teachers’ psychological well-being has a fair level of Autonomy, Environmental mastery, Personal Growth, Positive Relations with Others, Purpose in Life, and Self-acceptance. Among the six dimensions, Autonomy has the highest mean while Personal Growth has the lowest. Regarding their organizational commitment, the respondents have high levels of affective normative, and moderate normative organizational commitment. The findings also revealed evidence of a relationship between teachers’ psychological well-being and their organizational commitment. However, there is no significant relationship between their performance, psychological well-being, and organizational commitment. Keywords: college teaching, local college, psychological well-being, organizational commitment, teacher performance

Work burnout and organisational commitment of medical professionals

While psychological, emotional, and physical exhaustion has contributed to unproductivity across various dimensions of work life, how work burnout has shaped the organisational commitment of medical professionals who are at the forefront of health and well-being remains underexplored and less understood. This study offers new and insightful perspectives on work burnout and variations in the commitment of medical professionals in Ogun State, Nigeria. This study evaluated the correlation and relative effect between work burnout, family commitment, and organisational commitment and optimal productivity using the product moment correlation and analysis of variance (ANOVA) estimation procedures. Items in the questionnaire were developed in line with the Maslach Burnout Inventory-General Survey, organisational commitment questionnaire, family commitment inventory questionnaire, Work Productivity and Activity Impairment, Employment Absence and Productivity Scale, and employee performance questionnaire. Findings revealed that handling multiple tasks simultaneously, shortage of staff, inadequate facilities or equipment, poor appraisal, lack of recognition and autonomy, and work overload are the most prevalent stressors to medical professionals (medical laboratory scientists, nurses, pharmacists, and technicians). The result further revealed that the effects include fatigue, frequent headache, sleeplessness and the lingering cold, low motivation, anxiety, and decreased output, among other symptoms. This study suggests that work burnout and work–family conflict are positively associated with high productivity at work and increased organisational commitment. The gender dimensions of the result revealed that females experience more work burnout and work–family conflict than males. Thus, policies and management practices should be implemented to mitigate their effects in the health sector for efficient patient care.

Conflict Management Styles and Organizational Commitment: A Study Among Perbadanan Kemajuan Negeri Selangor Employees

Purpose: This study aims to determine how employees manage with conflict and their commitment towards the organization. Theoretical framework: The conflict management style and organizational commitment theory was applied in this study. Design/Methodology/Approach: A sample of 245 respondent from PKNS employees was used in this cross-sectional study. Data was collected using simple random sampling by distributing close-ended questionnaire. All items in survey questionnaire were adapted from Rahim’s Organizational Conflict Inventory-II (ROCI-II) to measure conflict management styles as independent variable which are integrating, obliging, compromising, dominating and avoiding style. Meanwhile, organizational Commitment Questionnaire (OCQ) were used to measure employees’ organizational commitment. Data obtained were measure with the aid of Statistical Package Social Sciences (SPSS) version 29. Findings: Result obtained from the analysis showed that integrating, compromising, dominating and avoiding style of conflict management is statistically significant relationship on organizational commitment. Accordingly, the analysis also shows that conflict management styles has relationship toward organizational commitment. Research, Practical & Social implications: This research will be useful to the current problem with conflict management. It will provide an additional in-depth overview of the factors involved in handling conflict and their relation to organizational commitment at all organizational levels. Fostering a good relationship among the employees will create a harmony work environment and give sense of respect between individual. This is a path that lead to a successful business and organization. Originality/Value: This study presents an advance knowledge to the current literature on handling conflict and organizational commitment. Additionally, the findings from this study will help employees in abilities to manage conflict and further understanding on organizational commitment through conflict management.

THE RELATIONSHIP BETWEEN SCHOOL ORGANIZATIONAL CLIMATE AND PRIMARY TEACHER’S COMMITMENT IN MALAYSIA

The purpose of this study was to examine the relationship between school organizational climate and teacher’s commitment. This study focused on four dimensions of school organizational climate which are institutional vulnerability, professional teacher, collegial leadership and achievement press. A quantitative survey method was applied and randomly tested with a sample of 170 teachers from seven government primary schools in the district of Arau, Perlis, Malaysia. The instrument used in this study was adapted from Organizational Commitment Questionnaire (OCQ) and the Organizational Climate Index (OCI). Analyses of the data gathered were presented using Statistical Package for Social Science (SPSS) version 21. The findings indicated that the relationship of school organization climate and teachers’ commitment is moderately strong.

Ntoring Functions to Self-Efficacy and Organizational Commitment

Mentoring, one of the human relations intervention program, aims to harness employees skills for professional development. Focusing on the mentees' level of mentoring functions received from their mentors, level of occupational self-efficacy (OSE), and level of organizational commitment (OC), the study examined these among 50 mentees from a local BPO company using three standardized tests - Mentoring Functions Questionnaire (MFQ-9), Occupational Self-Efficacy Short Version, and Three Component Organizational Commitment Questionnaire. It was supplemented by a one-on-one interview with 10 respondents using an open-ended questionnaire. The study determined that the psychosocial support function though high (x̄=4.11) may still be improved in terms of ensuring an accepting and confirming relationship as revealed during the interview. Meanwhile, career support (x̄=4.30) and role modelling (x̄=4.30) are at very high level. Very high level was found on OSE (x̄=4.47) and OC (x̄=4.74) with normative commitment (x̄=4.86) as the dominant type. A correlation was established between psychosocial support and OSE (p=0.048) attributed to the importance of motivation, counseling, coaching, and friendship. No statistical significant correlation was established between mentoring functions and OC (p=0.88). Age may have been a factor as majority of the respondents are millennials who are known to have a stronger concept of task commitment instead. A proposed strategic response roadmap for learning and development plan focuses on enhancing the accepting and confirming aspect of psychosocial support through building a support system. This includes capacity building for mentors and establishing mentors and mentees' circle.

Work Motivation, Work Commitment and Performance of Public School Teachers: Basis for an Intervention Program

This descriptive correlational study determined the level of work motivation, work commitment, and performance of Public School Teachers in the Division of Passi City as basis for an Intervention Program. The participants of the study were the 226 public school teachers in the Division of Passi City, Iloilo. Data were gathered using the Work Motivation Questionnaire and the Organizational Commitment Questionnaire and were statistically analyzed using the mean, t-test, ANOVA and Pearson’s r set at 0.05 alpha level. Data with significant findings were further subjected to Scheffe test. Findings of the study showed that majority of the teachers were female who earned Masters units in teaching and have been teaching for more than a decade. Teachers have high level of work motivation in terms of need for achievement, need for power, and need for affiliation and high level of work commitment in terms of loyalty towards work, personal commitment, and security of tenure. The teachers have very satisfactory level of performance as reflected in their IPCR. No significant difference existed in the level of work motivation and work commitment of teachers in terms of age, sex, highest educational attainment and length of service. Also, no significant difference existed in the performance of teachers when classified as to districts. Significant differences occurred in the teacher’s level of work motivation and work commitment when classified according to different dimensions. No significant relationship existed between the work motivation and performance of teachers as well as their work commitment and performance while a significant relationship occurred in the level of work motivation and work commitment. The behavior of the students is the most common problem encountered by the teachers. The organizational development program is recommended to further motivate and enhance the commitment and performance of teachers.

Self-efficacy, organizational commitment, workload as predictors of life satisfaction in elementary school teachers: the mediating role of job satisfaction.

Life satisfaction as well as job satisfaction of teachers has a significant impact on educational outcomes. To evaluate a model of factors predicting life satisfaction through the mediating role of job satisfaction. This was a cross-sectional study, with a sample of 300 primary school teachers of both sexes (68% female, 32% male) and with a mean age of 42.52 years (SD = 10.04). They were administered the General Self-Efficacy Scale, the Satisfaction with Life Scale (SWLS), the Workload Scale (ECT), the Generic Job Satisfaction Scale, and the Organizational Commitment Questionnaire (OCQ). Structural equation modeling (SEM) was used for data analysis. The SEM analysis found significant goodness-of-fit indices: (χ2 = 13.739; df = 5; p = <0.001; CFI = 0.99, TLI = 0.98, RMSEA = 0.05, SRMR = 0.04). Specifically, self-efficacy and organizational commitment were positive predictors of job satisfaction, while workload was a negative predictor of job satisfaction. The mediating effect of job satisfaction between self-efficacy, life satisfaction, workload, and overall life satisfaction was confirmed. The results confirm the importance of self-efficacy, organizational commitment, and workload in job satisfaction and overall life satisfaction of elementary education teachers. Job satisfaction acts as a mediator in this relationship. It is important to reduce workload and promote self-efficacy and organizational commitment to improve the well-being and satisfaction of teachers.

Organisational Commitment and Job Satisfaction among Employees

bstract: The present paper examines the organisational commitment and job satisfaction among employees.80 employees working in several companies and institutions were taken. To evaluate Organisational Commitment Questionnaire (OCQ) was used to measure organisational commitment and Job Satisfaction Scale (JSS) was used for measuring job satisfaction of the employees. To analyse the obtained data, Person’s Correlation and t-test were employed. The result of the present study indicates that there is a significant relationship between organisational commitment and job satisfaction. The t-test results indicate that there is no significant difference in organisational commitment and job satisfaction among male and female employees. This study gives an understanding about organisational commitment and job satisfaction among employees.

Evaluation Employees’ Organizational Commitment—Evidence from Iran

Today, the ultimate approach of an organization in any society is to attract as many beneficiaries as possible. Due to the nature-oriented development of their rural communities, they have to satisfy their interest groups more than other communities. When it comes to rural development in Iran, there are many credible organizations that directly and indirectly engage with the target community. The absence of organizational tasks leads to failure in achieving predetermined goals. Allen and Meyer’s standard organizational commitment questionnaire was used as a data collection tool. Descriptive statistical measures such as focus and dispersion indices were used to analyze the results. Inferential statistical measures such as the mean difference comparison test and the correlation coefficient were also used. The results showed that the level of organizational commitment among employees of Jihad-e-Agriculture Organization in Isfahan Province is 55%. The results also showed that the most important factors affecting employees’ organizational commitment were social responsibility, psychological factors and income satisfaction, which could explain up to 50% of employees’ organizational commitment.