Organizational Commitment Research Articles

Employee Engagement And Leader-Member Exchange Form Organizational Commitment And Organizational Citizenship Behavior. Can It Be Achieved For Employees Who Work While Studying?

This study aims to explore the relationship between employee engagement (EE) and leader-member exchange (LMX) in shaping organizational Commitment (OC) and organizational citizenship behavior (OCB) among employees who work while studying. Data was collected from 291 respondents who had worked for at least 1 year in various sectors. Using the Structural Equation Modeling approach, the results of the study showed that employees who had a high level of engagement and good relationships with leaders tended to show a higher commitment to the organization and a higher OCB. Based on the results of the study, five direct influences produce positive and significant numbers, namely EE against OC, EE against OCB, LMX against OC, LMX against OCB and OC against OCB. The indirect influence of EE on OCB through OC also produces a positive and significant, meaning that OC plays a role in mediating the influence of EE on OCB. The indirect impact of LMX variables on OCB through OC is also positive and significant, meaning that OC mediates the influence of LMX on OCB.

Organizational commitment, procedural justice climate, and organizational citizenship behavior towards sustainability: a multilevel study

Purpose This study aims to examine the direct and indirect effects of team-level sustainable leadership on employees’ organizational citizenship behavior (OCB) towards sustainability through team-level procedural justice and employees’ organizational commitment. Design/methodology/approach The study adopted a time-lagged approach, and data from 267 employees and 53 supervisors from 21 large manufacturing firms in Pakistan were collected. Furthermore, a multilevel modeling analysis was conducted to test the proposed hypotheses. Findings Sustainable leadership significantly and positively influences employees’ OCB towards sustainability. Empirical evidence confirmed that a procedural justice climate (PJC) and employees’ organizational commitment significantly mediate the relationship between sustainable leadership practices and employees’ OCB towards sustainability. Originality/value To the best of the authors’ knowledge, this study is the first to explore the multilevel role of sustainable leadership concerning OCB towards sustainability, PJC and organizational commitment.

Should I Stay or Should I Go (Later)? Teacher Intentions and Turnover in Low-Performing Schools and Districts before and during the COVID-19 Pandemic

Abstract Teacher turnover is a perennial concern, especially in low-performing, high-poverty schools. While districts and schools may try to anticipate and mitigate turnover by surveying teachers about their future plans, existing research on whether teacher-reported intent is predictive of actual turnover behavior is mixed. Using unique survey data from teachers in 35 low-performing, high-poverty districts in Michigan linked at the teacher level to statewide administrative data, we are able to measure turnover behavior one, two, and three years following reported intent. We find that intent is a significant predictor of turnover and becomes increasingly predictive over time. We also find organizational commitment and school organizational conditions are important factors in teachers' intent and, to a lesser degree, actual turnover behavior.

Exploring Teacher Organizational Commitment for Promoting Sustainable Development in Higher Education: A Systematic Literature Review and Analysis of Theories and Methodologies in Chinese Studies

Teacher organisational commitment (TOC) is a key factor influencing teachers' professional stability and teaching quality, and it is important for achieving sustainable development in higher education. However, systematic analyses in this area are insufficient. Therefore, this study adopted the PRISMA framework to conduct a systematic literature review, focusing on empirical studies on the COVID-19 pandemic and its post-epidemic period. Relevant literature was screened from Scopus, Web of Science, Wiley, and ScienceDirect, resulting in 11 peer-reviewed studies from the context of higher education in China, this study aims to explore the mainstream research theories and methodologies on TOC from a Chinese perspective and discuss the different roles TOC has played in various research. Exploring the current state in China, this study enhances the theoretical and practical understanding of TOC and delivers actionable insights for school administrations and policymakers to promote sustainable development in higher education. The study also offers recommendations for future research to investigate TOC in various cultural contexts further, thereby supporting international perspectives.

Does communicating measurable diversity goals attract or repel historically marginalized job applicants? Evidence from the lab and field.

Many organizations struggle to attract a demographically diverse workforce. How does adding a measurable goal to a public diversity commitment-for example, "We care about diversity" versus "We care about diversity and plan to hire at least one woman or racial minority for every White man we hire"-impact application rates from women and racial minorities? Extant psychological theory offers competing predictions about how historically marginalized applicants might respond to such goals. On one hand, measurable diversity goals may raise belongingness concerns among marginalized group members who are uncomfortable with being recruited and hired based on their demographics. On the other, measurable goals might increase organizational attraction by signaling that marginalized group members are more likely to be hired. In a preregistered field experiment (n = 5,557), including measurable diversity goals in job advertisements increased application likelihood among marginalized group members-women and racial minorities-by 6.5%, without sacrifices to candidate quality. These field effects were primarily driven by White women, who were 10.5% more likely to apply after seeing a measurable diversity goal. Follow-up studies with women (total n = 893, preregistered) and racial minorities (total n = 865, preregistered) suggest that although measurable diversity goals signal a more instrumental approach to diversity, they also increase perceived strategic benefits and beliefs that the organization's commitment is genuine among both groups, which in turn are tied to increased willingness to apply. We discuss the tensions marginalized group members face when evaluating organizational diversity initiatives. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

Human Resources Management Practices (HRMP) and Disaster Preparedness of Accommodation Establishment in Puerto Galera, Oriental Mindoro

There was a potential research gap in the theoretical knowledge of the social impact of socially responsible HRM practices and disaster preparedness. The literature review also indicates that few studies have explored the influence of employees’ perceived socially responsible HRM on individual employees’ attitudes and behaviors, such as organizational identification and job performance. Most previous studies on socially responsible HRM focused on its relationship with employee organizational citizenship behavior, organizational commitment, job satisfaction, well–being, and turnover intention. There are research gaps in the context of accommodation establishment in Puerto Galera, Oriental Mindoro, Philippines despite the glowing understanding of the significance of disaster preparedness and HRMP. Hence, the study aims to determine the Human Resources Management Practices (HRMP) and disaster preparedness of accommodation establishments in Puerto Galera, Oriental Mindoro. The study used descriptive correlational methods research. The respondents of the study are the supervisors, managers, and staff in the total of 30 respondents in selected accommodation establishments in Puerto Galera, Oriental Mindoro. The researchers used a self-prepared research instrument. Mean was used to summarize and responses and Cronbach Alpha was used to calculate by taking a score from each scale item and correlating it with the total score for each observation. Results showed that the relationship between human resource management practices and disaster preparedness in accommodation establishments underscores the multifaceted approach required to mitigate risks, ensure employee and guest safety, and maintain operational continuity during emergencies.

Human Resource Management (HRM) and Corporate Social Responsibility (CSR): Integrating Social Goals with Employee Engagement

The integration of corporate social responsibility (CSR) and human resource management (HRM) in Pakistani firms is examined in this study, with an emphasis on the effects of CSR-driven efforts on employee engagement. 300 workers from a variety of industries, including manufacturing, services, and education, were surveyed using a standardized questionnaire as part of a quantitative research design. Employee engagement metrics (job satisfaction, motivation, and organizational commitment), HRM practices (employee training, performance evaluation, and inclusivity), and CSR practices (community development, environmental sustainability, and ethical governance) made up the three sections of the questionnaire. An online survey platform and in-person distribution was used to gather data, guaranteeing a balanced representation of demographic groupings and industries. A high positive correlation between CSR activities and employee engagement was shown through statistical analysis, including regression and correlation tests. Notable impacts were seen in community development and ethical governance projects. The results emphasize how important it is for Pakistani companies to match HRM strategies with social objectives in order to create an inclusive and purpose-driven work environment.

Systematic Literature Review : Importance Of Knowledge Sharing on Organization (Antecedents & Consequences

Sharing knowledge (Knowledge Sharing) is considered important to encourageemployee behavior to improve employee performance and influence the results that leaders want fortheir members, for this reason the author concentrates on finding answers to what factors influencea person's decision to share their knowledge with colleagues. This research examines theoriesrelated to knowledge sharing behavior, by concluding 37 journals that discuss knowledge sharing.The author concludes that there are many factors that influence knowledge sharing behavior. Theresearch started by searching for data on journal banks such as Scopusm, Emerald, ScienceDirect,Google Scholar, and other supporting websites, after that the author studied and grouped theantecedents of this knowledge sharing behavior, and concluded that knowledge sharing behaviorwas discussed in 5 different journals as an antecedent of knowledge behavior. This sharing andbehavior is influenced by several factors such as organizational commitment (OC), ethicalleadership (EL). Transformational Leadership, and Trust, as well as knowledge sharing research have been widely researched in various organizational sectors, especially profit organizations.

The Effect of Transformational Leadership and Career Management on Organizational Commitment with Job Satisfaction as an Interverning Variable

This study aims to analyse the effect of transformational leadership, career management on organisational commitment with job satisfaction as an interverning variable. The population of the study is active civil servants in the BP2MI environment, totalling 884 people (data as of December 2023). Determination of the number of research samples using the Slovin formula due to the limited and reachable population of 275 people. The sampling method used non-probability sampling with purposive sampling technique. This study uses a Structural Equation Model (SEM) approach with a measurement model using the Smart PLS version 3.2.9 programme. The results showed that Transformational Leadership had no significant direct influence on Organisational Commitment at BP2MI. Transformational Leadership had a significant direct influence on employee Job Satisfaction at BP2MI. Career Management had a significant direct influence on employee Job Satisfaction at BP2MI. Job Satisfaction had a significant direct influence on Organisational Commitment of employees at BP2MI. Job Satisfaction can mediate the effect of Transformational Leadership on Organisational Commitment at BP2MI. Job Satisfaction can mediate the effect of Career Management on Organisational Commitment at BP2MI.

Different Shades of Green? The Role of Green HRM and Its Authenticity in Cultivating Employee Commitment to Environment and Organization

Green human resource management (HRM) leverages the workforce to advance environmental sustainability. While prior research predominantly examined green HRM’s impact on employees’ environmental dedication, this study takes a more comprehensive approach by investigating employees’ broader commitment to the organization and examining a potential boundary condition. We posit that employees’ perceptions of green HRM, along with their beliefs in its authenticity, interact and relate to both pro-environmental behavior and affective organizational commitment. Results from a vignette experiment indicate that these effects are stronger when green HRM is perceived as authentic rather than inauthentic. A subsequent time-lagged field survey study extends these findings, suggesting that green HRM fosters pro-environmental behavior, which in turn spills over into affective organizational commitment. This indirect relationship is more pronounced among employees with stronger authenticity beliefs. These results offer novel insights into green HRM’s role in promoting commitment to both the environment and the organization, highlighting the importance of adopting this role authentically.

Evaluating the Predictive Validity of Employee Engagement: A Meta-Analytic Comparison with Job Attitudes in Forecasting Employee Performance

The present research employs “meta-analytic estimates” to investigate if the “employee engagement (EE) construct” exhibits additional reliability in forecasting “employee performance”, which encompasses a wide range of behaviour related to performance, beyond “other job attitudes” including “job satisfaction”, “job involvement”, and “organizational commitment”. The data were obtained from 53 empirical studies conducted focusing on the correlation of the above-mentioned variables, which included a sample size of 4,421 individuals. The approximations obtained were integrated with previously published meta-analytic approximations concerning the association between “employee performance” and indicators of “job attitudes”, resulting in a meta-matrix that encompasses 1,082 distinct correlations. By utilizing the meta-matrix, it was found: (1) The additional reliability of “employee engagement” is low to moderate in comparison to “individual job attitudes”, and (2) The additional reliability of “employee engagement” is low in comparison to a “higher-order job attitude construct” that represents the amalgamation of “other job attitudes” in forecasting a “higher-order employee performance construct”. The findings indicate that due to the limited scope of prevalent “employee engagement” assessments, it may be more appropriate to view “employee engagement” as a more comprehensive “job attitude” measure that can efficiently forecast “employee performance”.

Transforming Healthcare Performance: The Intersection of Digital Innovation and Organizational Commitment in Laboratory and Radiology Departments

Transforming Healthcare Performance: The Intersection of Digital Innovation and Organizational Commitment in Laboratory and Radiology Departments

Exploring the interplay between social connectedness, job control, and organizational commitment: the mediating role of work engagement among Chinese teachers

This study investigated the factors influencing teachers’ organizational commitment in China. We employed a survey design with a sample of 506 full-time teachers from various public middle and high schools across mainland China. Social connectedness, job control, and work engagement were measured using self-reported scales. Structural equation modeling (SEM) was utilized to examine the hypothesized relationships. The results indicated that social connectedness and job control were directly associated with higher levels of organizational commitment among teachers. Furthermore, work engagement played a mediating role in these relationships. Specifically, teachers who felt more connected to their colleagues and had greater control over their work reported higher levels of work engagement, which, in turn, predicted stronger organizational commitment. These findings highlight the importance of fostering a supportive and collaborative school environment to cultivate social connectedness and provide teachers with greater autonomy and decision-making opportunities to enhance job control. By nurturing these factors, schools can promote work engagement, ultimately leading to a more dedicated and committed teaching workforce.

Pengaruh Sistem Pengendalian Intern, Sistem Informasi Akuntansi, Dan Komitmen Organisasi Terhadap Akuntabilitas Pengelolaan Alokasi Dana Desa Pada Desa-Desa di Kecamatan Kupang Tengah

This research aims to determine the influence of the internal control system, accounting information system, and organizational commitment on the accountability of village fund allocation management in villages in the Kupang Tengah District. The data used in this research are primary and secondary data. The data obtained in this research were collected through questionnaires distributed directly to all village officials in the Kupang Tengah District. This study uses a Quantitative approach with a saturated sampling technique. The data analysis technique used is descriptive statistical analysis, validity test, reliability test, normality test, and hypothesis testing. The analysis tool used is Statistical Package for the Social Sciences 23 (SPSS 23). The results of this study indicate that there is a significant influence of the internal control system, accounting information system, and organizational commitment on the accountability of village fund allocation management.

The Impact of Workforce Flexibility on Organizational Operations: Promoting Productive Employment

Objective: Workforce flexibility strategies are increasingly becoming a critical means for enterprises to enhance competitiveness and adapt to the rapidly changing market environment. Theoretical Framework: By integrating workforce flexibility with the theoretical framework of Sustainable Development Goals (SDGs), this study examines how flexible strategies serve as key drivers to improve market adaptability, productivity, and employee satisfaction, and provides an in-depth analysis of their application in real-world cases. Method: Using an empirical case analysis approach, three globally influential companies—GitHub, Microsoft, and Flex—were selected for study to systematically analyze their experiences and outcomes in implementing workforce flexibility strategies. Results and Discussion: The results demonstrate that flexible work arrangements significantly improve market adaptability and productivity, while also enhancing employee satisfaction and organizational loyalty. Furthermore, workforce flexibility fosters work-life balance, increases employee autonomy, and creates more opportunities for career development. Research Implications: These findings provide an empirical foundation for management when formulating human resource strategies and suggest integrating workforce flexibility measures into future HR planning to achieve optimal organizational performance. Originality/Value: The study emphasizes the value of flexible strategies in promoting industry innovation and achieving SDGs, offering a fresh management perspective for tackling globalization challenges.

The relationship between transformational leadership and teacher organizational commitment: Empirical evidence from China

This study examines the influence of transformational leadership on organizational commitment among teachers in private vocational schools in Chongqing, China, providing empirical evidence of the relationship. A quantitative approach was used employing a structured questionnaire to collect data from 120 teachers. Out of 150 distributed questionnaires, 111 were returned and analyzed. Statistical techniques, including regression and correlation analyses were conducted using SPSS to assess the relationships. The results show a significant and positive relationship between transformational leadership and organizational commitment (Beta = 0.56, p < 0.01), indicating that transformational leadership enhances teachers’ commitment to their institutions. This research provides insights into the role of transformational leadership in private vocational schools emphasizing its importance in fostering faculty engagement and retention. The findings offer practical recommendations for school administrators to improve organizational commitment and suggest further exploring contextual factors influencing leadership effectiveness.

Wine tourism as a catalyst for sustainable competitive advantage: unveiling the role of employee wellbeing and organizational commitment

PurposeThis research aims to explore the influence of the wine tourism development on the sustainable competitive advantage of Spanish wineries as well as the role of employee well-being and organizational commitment on this main relationship.Design/methodology/approachThis research formulates a theoretical model and then examines it through structural equation modeling. The analysis is based on data collected from 196 wineries in Spain, compiled during the period from September 2022 to January 2023.FindingsThe results of this study show a positive and significant effect between the wine tourism development and the sustainable competitive advantage of wineries in Spain as well as the mediating role of employee well-being and organizational commitment in this main connection.Practical implicationsBased on the study’s findings, winery managers are advised to develop wine tourism strategies that include guided tours emphasizing sustainability, curated food and wine experiences, cultural activities and specialized employee training programs to improve service quality, strengthen organizational commitment, and eventually achieve a sustainable competitive advantage.Originality/valueThe distinctiveness of this research stems from various key aspects: first, it enhances insight into the benefits linked to the wine tourism research field; second, this is the inaugural study to explore wine tourism development as a driving force for sustainable competitive advantage within Spanish wineries and; third, prior studies have not concurrently examined the functions of employee well-being and organizational commitment in mediating the connection between wine tourism development and the wineries’ sustainable competitive advantage.

Organizational Commitment, Personality Domains, and Self- Regulations: A Structural Equation Model on Work Engagement among Public Secondary School Teachers

Organizational Commitment, Personality Domains, and Self- Regulations: A Structural Equation Model on Work Engagement among Public Secondary School Teachers

Workaholism, work engagement, and affective commitment: relationships to self-concept levels and work outcomes

As a result of the significant changes in businesses around the globe such as the generalization of remote working and digital transformation, the boundaries between work and private life tend to vanish, causing concerns about whether individuals’ investment in their work could have detrimental effects on their life and health. In such context, the notion of heavy work investment, an umbrella construct that subsumes different forms of investment of the self into the work domain, warrants scholarly attention as it may have both a bright and dark side for individuals. The present study focuses on three forms of heavy work investment, i.e., workaholism, work engagement, and affective organizational commitment, and was aimed at examining their association with three levels of the self-concept, i.e., individual, relational, and collective, as well as their contribution to change in number of hours worked, role overload, depression, and emotional exhaustion over time. We conducted a three-wave study with a four-month time separation between measurements among a sample of alumni from a French business school (N = 544) to explore these relationships. Results indicated that as expected, workaholism was positively associated with the individual self-concept, reflecting a tendency to prioritize individual achievements and success, but was also related to a stronger collective self-concept, which involves a self-definition based on group membership. Work engagement and affective organizational commitment were positively and only related to the collective self-concept. In terms of work outcomes, workaholism, but not work engagement and affective commitment, was found to increase the number of hours employees worked across time as well as to heighten their perception of being overloaded by their work. Workaholism was also associated with a significant increase in the odds of depression over time. In contrast, work engagement was found to protect employees from the risk of depression and emotional exhaustion over time. Affective commitment was unrelated to change in any of the four work outcomes. These findings have significant implications for research on heavy work investment and for our understanding of its nature and consequences for employees, which we elaborate on in the discussion.

The Influence of Teacher Personality on Organizational Commitment in Secondary Schools

The Influence of Teacher Personality on Organizational Commitment in Secondary Schools