Organizational Commitment Research Articles

“Autarchic, Missing-in-action, or Participative?”: Viewed through the Lens of Competitive Dance Team Members’ Organizational Commitment Vis-à-vis Choreographer’s Management Approaches and Years of Service

ABSTRACT There is a dearth of investigations specifically focused on the domain of dance that focuses on a choreographer’s management approach and its influence on commitment of students from competitive dance teams in the higher education context. Furthermore, the direct influence of choreographers’ duration of service and level of commitment of student-dancers remains unexplored in the existing literature. The present study determined how choreographers’ managerial approaches and years of service influence student-dancers’ commitment levels in Philippine higher education institutions. The survey was administered to a purposively selected sample of choreographers and student-dancers. The study found no relationship between choreographers’ managerial approach, years of service, and student-dancers’ commitment. To confirm or disprove this research, a similar study is recommended.

Work-Life Balance as Mediator Between Workplace Spirituality, Organizational Commitment, and Job Satisfaction

Work-Life Balance as Mediator Between Workplace Spirituality, Organizational Commitment, and Job Satisfaction

영아교사의 전문성 관련 요인에 대한 메타분석

Objectives This study classified the related factors to provide basic data for understanding and supporting factors related to the professionalism of early childhood teachers and examined the effects of subfactors of each characteristic through meta-analysis. Methods For the purpose of a meta-analysis study to analyze the degree of correlation effect size between factors related to the professionalism of early childhood teachers, data were collected from domestic master's and doctoral dissertations and academic journals published from March 2003 to April 2024 using ‘early childhood teachers’ and ‘professionalism’ as keywords. The effect sizes of the final 54 factors were analyzed using the CMA meta-analysis program. Results First, among the factors related to the professionalism of infant teachers, organizational characteristics showed the largest effect size, followed by individual characteristics, job characteristics-protection, and job characteristics-risk. Second, the subfactors of individual characteristics showed happiness, personality, ego-resilience, and sensitivity in that order. Organizational characteristics showed high effect sizes in the order of organizational commitment, work environment, organizational health, teaching beliefs, peer relationships, and organizational effectiveness. As for the protective factors of job characteristics, the level of professional development, interaction, childcare commitment, job satisfaction, teacher efficacy, coping strategies, infant development knowledge, teaching ethics, role performance, play teaching efficacy, childcare environment, and teaching motivation showed high effect sizes in that order. Job stress, a risk factor of job characteristics, showed a medium effect size. Conclusions The factors related to the professionalism of early childhood teachers studied in Korea were found to have an overall effect on professionalism, and among them, organizational characteristics showed the greatest effect. Based on the research results, follow-up research and directions for the professionalism of early childhood teachers were discussed.

ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) KARYAWAN BERBASIS EFIKASI DIRI DAN BUDAYA ORGANISASI DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING

The research objectives are to examine the influence of self-efficacy and organizational culture on organizational citizenship behavior (OCB) with organizational commitment as an intervening variable. A sample of 100 respondents used the purposive sampling method. Data research methods use descriptive, verification, and path analysis. This study found that self-efficacy has a direct positive and significant effect on organizational commitment, organizational culture has a direct positive and significant impact on organizational commitment, organizational commitment has a direct positive and significant effect on employee OCB, self-efficacy has a direct positive and significant impact on OCB employees, organizational culture has a direct positive and significant effect on employee OCB, organizational commitment is able to mediate the influence of self-efficacy on employee OCB, and organizational commitment is able to mediate the impact of organizational culture on employee OCB. Keywords: Self Efficacy; Organizational Culture; Organizational Citizenship Behavior; Organizational Commitment

The Influence of Employee Engagement, Work Discipline and Transformational Leadership Style of Village Heads on the Performance of Village Apparatus with Organizational Commitment as an Intervening Variable (Survey of Village Apparatus in Cidahu District,

This research phenomenon is oriented towards the performance of village apparatus in Cidahu District, Kuningan Regency. The population of this study was all village apparatus in Cidahu District, Kuningan Regency, totaling 135 employees. Given the relatively small population, all populations were used as samples in this study, totaling 135 village apparatus in Cidahu District, Kuningan Regency. The results of the study were that employee engagement had a positive and insignificant effect on organizational commitment. Work discipline and transformational leadership style of the village head had a positive and significant effect on organizational commitment. Employee engagement and work discipline had a positive and significant effect on the performance of village apparatus. The transformational leadership style of the village head had a negative and insignificant effect on the performance of village apparatus. Organizational commitment had a positive and insignificant effect on the performance of village apparatus. Organizational commitment is unable to mediate the influence of employee engagement, work discipline and transformational leadership style on the performance of village officials.

AN EMPIRICAL ANALYSIS OF THE LEADER-MEMBER EXCHANGE AND QUITTING INTENTION MEDIATED BY JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: EVIDENCE FROM SELF-FINANCED PUBLIC UNIVERSITIES

This study investigates the effect of leader-member exchange on quitting intention as mediated by job satisfaction and organizational commitment in Vietnamese self-financed public universities. A questionnaire survey based on theory was conducted to obtain data from lecturers at eight self-financed public universities. The data were analyzed with a structural equation model. The model analysis demonstrated a significant linkage between leader-member exchange and quitting intention as mediated by job satisfaction and organizational commitment. Job satisfaction was found to be a significant predictor of high organizational commitment. Thus, the structural equation model results help clarify the mixed findings in the literature on the relationship between leader-member exchange and quitting intention.

The Role of the Glass Ceiling on Organizational Commitment of Female Academic Staff in Jordanian Higher Education Institutions

The current study examined the role of the glass ceiling on the organizational commitment of female academic staff in Jordanian Higher Education Institutions. Workplaces dominated by gender discrimination and a glass ceiling tend to have employees with less organizational commitment and lose experienced, and knowledgeable female talent. 245 participants were included in the study and asked to rate their level of agreement using a Likert scale on multiple statements regarding their perspectives/beliefs on two questionnaires (glass ceiling and organizational Commitment). Our findings indicated that there is a negative correlation between three dimensions of the glass ceiling; family barriers (r= - 0.68), social barriers (r= - 0.51) organizational barriers (r= - 0.77) and organizational commitment were significant. Among the dimensions of the glass ceiling, family barriers and organizational barriers were the best predictors of organizational commitment.

Ethical leadership and organizational commitment in the Colombian electricity sector: the importance of work self-efficacy

This study analyzes the effect of ethical leadership on organizational commitment, considering work self-efficacy as a mediating variable. Structural equation modeling is used to analyze the proposed relationships. The sample consists of 448 professionals inthe Colombian electricity sector. Ethical leaders increase organizational commitment, specifically the affective, normative, and perceived investment dimensions (Continuance 2), but not the perspective of lack of job opportunities (Continuance 1). Work self-efficacy explains how ethical leadership influences the analyzed dimensions of organizational commitment, with the exception of the lack of job opportunities (Continuance 1). Ethical leadership seeks to meet the socio-emotional needs of followers. When employees feel listened to and valued by the leader, they voluntarily choose to increase their commitment. However, when employees feel trapped in an organization and experience a constant sense of obligation, their discouragement intensifies, and they withdraw emotionally until they are disconnected from the positive effects of ethical leadership and work self-efficacy.

The relationship of ethical leadership with teachers’ organizational behavior, attitudes, and perceptions: a meta-analysis study

This study aims to investigate the influence of the school principal’s ethical leadership on teachers’ organizational behavior, attitudes, and perceptions and the moderating effect of some variables in this relationship. For this purpose, a meta-analysis of data collected from a total of 47 empirical studies involving 18,423 participants was performed. A random effects model was used to measure the overall effect sizes. The results showed that ethical leadership has a very strong positive effect on organizational trust and organizational justice, and a strong positive effect on job satisfaction, motivation, and organizational commitment. The analysis also revealed that ethical leadership has a strong negative relationship with organizational silence and a moderate negative relationship with mobbing and organizational cynicism. Among the tested moderators, only the level of education was found to moderate the effect of ethical leadership on organizational commitment. It was also concluded that ethical leadership has a greater effect on organizational commitment in primary schools. The current study evidenced that the ethical leadership of the school principal is an important variable in the organizational behavior, attitudes, and perceptions of teachers.

Employees’ Intention to Comply with Information Security Policies: The Impacts of Loafing and Commitment

Drawing upon the attitude theory, this study theorizes that commitment affects loafing behaviors and ISP compliance. Further, drawing upon the transfer theory, this study adopts the concepts of loafing and commitment transfer in order to explore whether social loafing will enhance employee cyberloafing and whether organizational commitment can enhance ISP commitment, both of which, in turn, influence ISP compliance intention. This study utilized structural equation modeling (SEM) to analyze survey data collected in July 2023 from 361 Taiwanese individuals affiliated with organizations or companies. The results show that social loafing has a strong positive effect on cyberloafing, which, in turn, has a strong negative effect on ISP compliance intention. Organizational commitment has a strong positive effect on ISP commitment, which, in turn, has a strong positive effect on ISP compliance intention. In addition, distortion of consequences moderates the relationship between social loafing and cyberloafing. Advantageous comparison moderates the relationship between cyberloafing and ISP compliance intention.

Impact of transformational and Transactional Leadership Styles on Affective Organizational Commitment: Analyzing the Conditional Role of Organizational Mission-driven Culture in Qatari Primary Health Care Corporation

Since leadership beliefs differ across cultures, there remains a paucity of evidence on the relationship between leadership styles, organizational culture, and affective organizational commitment. Therefore, this study made an attempt to examine the relationship between leadership styles, organizational mission-driven culture, and affective commitment of Qatari Primary Health Care Corporation (PHCC) employees. Under the lens of implicit leadership theory, the study hypothesized the conditional role of organizational mission-driven culture on the relationship between transactional leadership style and affective organizational commitment. The study also hypothesized the direct relationship between transformational leadership and affective organizational commitment. Data was collected from 23 health care centes, and a total of 1029 valid responses were analyzed via SPSS. Findings of the study revealed that the direct relationship between transformational leadership and affective organizational commitment of employees is positive and significant. Conversely, the direct relationship between transactional leadership and affective organizational commitment of employees is insignificant. Interestingly, the conditional role of mission-driven culture magnifies the relationship between transactional leadership and affective organizational commitment of employees, indicating that to reach a balance between transactional and transformational leadership styles, the role of mission-driven culture is considerable. These findings confirm that leadership beliefs differ across culture and conclude that transformational leaders reinforce organizational culture while transactional leaders work under existing organizational culture.

Bridging technostress and continuous learning in knowledge-intensive organizations: A socio-technical systems approach for the future of healthy working life

We present an interdisciplinary exploration of technostress in knowledge-intensive organizations, including both business and healthcare settings, and its impact on a healthy working life. Technostress, a contemporary form of stress induced by information and communication technology, is associated with reduced job satisfaction, diminished organizational commitment, and adverse patient care outcomes. This article aims to construct an innovative framework, called The Integrated Technostress Resilience Framework, designed to mitigate technostress and promote continuous learning within dynamic organizational contexts. In this perspective article we incorporate a socio-technical systems approach to emphasize the complex interplay between technological and social factors in organizational settings. The proposed framework is expected to provide valuable insights into the role of transparency in digital technology utilization, with the aim of mitigating technostress. Furthermore, it seeks to extend information systems theory, particularly the Technology Acceptance Model, by offering a more nuanced understanding of technology adoption and use. Our conclusion includes considerations for the design and implementation of information systems aimed at fostering resilience and adaptability in organizations undergoing rapid technological change.

Flood data platform governance: Identifying the technological and socio-technical approach(es) differences

Data platform governance concept focuses on what decision must be made in order to reach the data platform mission and who makes that decision. The current study of the data platform governance framework is applied for the general platform ecosystem that values managing data as an organizational asset. However, flood data platforms are essential tools for enhancing the governance of flood risks and data platform governance in flood platforms is understudied. By adopting a data governance domains framework, this paper identifies the technological and socio-technical approach(es) differences in public value(s) of flood data platforms. Empirically, we analyze 2 cases of flood data platforms to contrast the differences. Utilizing a qualitative approach, we combined web-observations and interviews to collect the data. Regardless of its approach, integrating flood data platform technologies into government authorities’ routines requires organizational commitment that drives value creation. The key differences between these approaches lies in the way the government sectors see this flood data platform technology. Empirically, our case study shows that the technological approach values improving capabilities and performances of the public authority while the socio-technical approach focuses more importantly providing engagement value with the public users. We further explore the differences of these approaches by analyzing each component of decision domains in the data governance framework.

The Effect of Transformational Leadership, Organizational Culture, and Work-Life Balance on Employee Performance of Regional Financial Agency of Karanganyar Regency Mediated by Organizational Commitment

study aims to measure how much influence can be caused by transformational leadership, organizational culture, and work-life balance on employee performance mediated by organizational commitment. The study was conducted using a purposive sampling method distributed to employees of the regional finance agency of karanganyar regency with a total of 90 respondents, the data obtained were then analyzed using partial least square with smartpls and then found that transformational leadership does not significantly impact either employee performance or organizational commitment, nor does it significantly impact employee performance when mediated by organizational commitment. Organizational culture, however, positively and significantly impacts both employee performance and organizational commitment, and also significantly impacts employee performance when mediated by organizational commitment. While work-life balance positively impacts both employee performance and organizational commitment, it is not significant for employee performance alone or when mediated by organizational commitment. Organizational commitment itself has a positive and significant effect on employee performance.

Organizational Commitment of Officers in Nakhon Si Thammarat Provincial Governor's Office

Background and Aim: As a result of the reform of Thailand's civil service system, officers of the Nakhon Si Thammarat Provincial Office must act efficiently and effectively according to both agency and individual indicators. This causes some officers to perform their duties under stressful conditions. As a result, the agency's officers are frequently changed in and out. This research, therefore, aims to (1) study the level of the work environment of organizational commitment of officers in the Nakhon Si Thammarat Provincial Office. And (2) compare factors of organizational commitment among officers. Nakhon Si Thammarat Provincial Office is classified by operating environment, Quality of life at work, corporate culture, Motivation for work, and job satisfaction. Materials and Methods: This research used quantitative research methods to study. The tool used to collect data is a questionnaire. Data analysis, according to objective 1, uses statistics on frequency distribution, percentage, mean, and standard deviation to analyze data. As for data analysis according to objective 2, one-way ANOVA test statistics were used to test statistical hypotheses. At the statistical significance level of .05 Results: The study results found that the officers 's organizational commitment in the Nakhon Si Thammarat Provincial Office is at the highest level overall. To consider each aspect, it was found that organizational culture at a high level is first, followed by job satisfaction. At a high level, organizational commitment, a high level of quality of life at work at a high level, and motivation in practice are the last. The results of comparing organizational commitment factors of officers in the Nakhon Si Thammarat Provincial Office found that officers with a quality of life at work Motivation for work, and job satisfaction are different and Have ties to different organizations at the significance at 0.05 level. Conclusion: The study emphasizes that a strong organizational culture and job satisfaction are the main factors driving the high organizational commitment among officers in the Nakhon Si Thammarat Provincial Office. Additionally, there is a strong correlation between variations in officers' organizational commitment and differences in job satisfaction, motivation, and quality of life at work.

Impacts of effort recognition on nurses’ organizational commitment and turnover intention

PurposeOrganizational commitment could influence nurses’ turnover intention, but we know little about how effort recognition may enhance all three aspects of nurses’ organizational commitment and consequently reduce their turnover intention. This study adopts the self-affirmation theory to examine how the number of effort recognitions received by a nurse may impact the normative, continuance and affective aspects of their organizational commitment and their turnover intention.Design/methodology/approachWe collected two-wave data from the survey responses of 481 nurses in a large medical center in Taiwan between June and August, 2017 and between January and February, 2018 as well as counting the number of times their efforts were recognized as excellent by using patient/family performance appraisal forms in 2016. Bivariate correlation was used to test the hypotheses.FindingsWe found that effort recognition is positively associated with nurses’ normative organizational commitment but not with their continuance or affective commitment. The three aspects of organizational commitment are negatively associated with turnover intention.Practical implicationsNurse managers who hope to reduce nurses’ turnover intention could consider adequately recognizing nurses’ outstanding performance.Originality/valueThe present study is the first to employ the self-affirmation theory to examine the impact of effort recognition on the three aspects of organizational commitment and turnover intention.

DIFFERENCES IN SAFETY CULTURE AND SAFETY MOTIVATION AMONG DIFFERENT OCCUPATIONAL GROUPS

In Turkey, the rate of fatal accidents per 100 thousand workers has been recorded as approximately 11 people per 100 thousand employees. The safety culture created in the workplaces, plays a significant role at reducing these rates. Employees with safety motivation are observed to exhibit positive safety behaviors. The aim of this study is to examine the relationship between the behaviors and attitudes of individuals belonging to different occupational groups towards safety culture and safety motivation. In this study, the scale conducted by Fung was applied to occupational groups in different sectors. Turkish adaptation and validity studies were carried out for the scales. In addition, ANOVA test, parametric tests, independent sample t test were used. The results of analyses have showed that the safety climate scale has a four-factor structure, and the safety motivation has a single-factor structure. When the safety attitude of the management, organization-al commitment and communication factors are examined in terms of occupational groups and sectors, it has been observed that academic sector has less organizational commitment and safety attitude than the other groups. However, when the analyzes between occupational groups and sectors were examined, no significant difference was found within the scope of safety motivation. In conclusion, the management or leaders who are involved in safety reduce the risk-taking rates of the employees. In addition, academicians and workers in educational sector show less safety attitude and have less organizational commitment.

Demographic Factors Influencing Lecturers’ Protean Career Orientation in North-Central Universities, Nigeria

The elements of a basic protean career orientation are basic elements of human needs for growth and meaningful occupational productivity. However, a significant percentage of lecturers in Nigerian universities find it difficult in practicing their value driven-career attitude and self-directed behavior. Thus, this descriptive study sought to assess the demographic factors that influence lecturers’ dimensions of protean career orientation: value driven-career attitude and self-directed behavior in North-central Universities, Nigeria. Four hundred lecturers were purposely selected from Kogi State University, Anyigba, Benue State University Makurdi and Federal University of Lafia, Nigeria as respondents using self-structured questionnaires. Data were analyzed using descriptive statistics. The study found age and gender (70.2%) as influencing lecturers' value-driven career attitude while educational level and gender influences their self-directed attitude. The study discovered further that job and career satisfaction, organizational commitment, task performance, self-management behavior and career productivity were the influence protean career orientation had on lecturers work outcome in North-central universities, Nigeria (97.2%). However, 70.2% of lecturers in the study settings could not practice their protean career orientation effectively. Poor motivation, lack of adequate infrastructural facilities, teaching of large classes, poor staff development and strike actions were the barriers identified (68.4%). The study recommends among others that the Nigerian universities should provide organizational support that actively engages employees in the management of their own career as well as formal training and education on value-driven and self-directed attitudes so as to encourage positive values among lecturers.

Organizational commitment and ethical environment: Reducing nomophobia in the workplace

Nomophobia, the anxiety experienced when individuals are separated from their mobile phones, is becoming increasingly prevalent in modern workplaces. This study investigates the role of organizational commitment in mitigating nomophobia, with a focus on the mediating influence of the ethical environment. Data were collected from 600 participants and analyzed using Structural Equation Modeling (SEM). The findings show that a strong sense of organizational commitment significantly reduces nomophobia among employees. Additionally, an ethical environment within organizations further mitigates this anxiety by fostering a workplace culture that encourages psychological well-being. This research provides practical insights for organizations looking to reduce the psychological strain associated with digital dependency, emphasizing the importance of both commitment and a strong ethical climate.

Sustainable employability and work outcomes: a prospective study

BackgroundIn recent years, sustainable employability, rooted in the capability approach, has received substantial attention due to its associations with work and health-related outcomes. While previous studies have indicated that being able and enabled to achieve important work values (i.e., work capabilities) is positively associated with desirable work outcomes, most of these studies have primarily employed a cross-sectional design to explore these associations. This study aimed to examine the long-term relationships between work capabilities and work and wellbeing-related outcomes, including work ability, work engagement, task and creative performance, organizational citizenship behavior, organizational commitment, job and life satisfaction, turnover intention, and burnout symptoms.MethodsData were collected from 251 randomly selected Dutch employees through a two-wave survey conducted in 2021 and 2023 via the Longitudinal Internet Studies for the Social Sciences panel. Multiple linear regression analyses were performed to assess these associations while controlling for potential covariates.ResultsThe results revealed that participants valued a diverse range of work capabilities but encountered challenges in realizing these valued capabilities. The capability set positively predicted desirable outcomes and was associated with reduced burnout over a two-year period.ConclusionsSupporting and enabling employees to realize their capabilities is essential for improving favorable work outcomes and diminishing burnout in today’s volatile work environment. These findings further emphasize the importance of organizations improving conversion factors to bridge the gap between valued capabilities and their actualization.