Organizational Commitment Research Articles

The Role of Organizational Rumination Perception in Employee Commitment on the Axis of Response Styles Theory: A Field Study

The main theme of this study is to investigate the possible relationship between the perception of organizational rumination and the concept of organizational commitment in the context of response styles theory. According to the reaction styles theory, the negative and repetitive thought process is called rumination; It is considered as a combination of sadness and depression. In the context of the theory, organizational rumination is defined as the individual's thinking over and over again about his/her emotional state and possible causes and consequences, without taking action to solve the problem. Corporate commitment, on the other hand, is the driving force behind corporate success, defined as the loyalty and loyalty of the employee to his institution. What makes it so important is the concept's close relationship with outcomes such as participation, performance, workforce turnover and organizational rumination. In this study, a field research was conducted with employees working as nurses in private hospitals operating in Kayseri; The relationship between employees' ruminative perceptions and their organizational commitment was examined in the context of corporate commitment and its sub-dimensions. In the research, it was determined that employees' ruminative perceptions negatively affected their corporate commitment, and the sub-dimensions of corporate commitment showed significant differences at the level of ruminative perception.

The Effect of Early Childhood Teachers’ Consideration on Empathy and Organizational Commitment

The Effect of Early Childhood Teachers’ Consideration on Empathy and Organizational Commitment

Organizational Climate as Predictor of Happiness in Male and Female MNC Managers

Responsibility, work and task orientation, social relations, communication and information, resources, objectives, quality of working life, leadership, approach and method, autonomy are some of the factors of organizational climate. Knowing how or whether these factors predict happiness in multinational corporate managers, with respect to gender was the research question in the current study. The organizational climate—which encompasses: Stakeholder perspective with factors such as; role clarity, respect, communication, reward system, career development, planning and decision making, innovation, relationship, teamwork and support, job quality, conflict, commitment and morale, training and learning and direction which was perceived to have a strong relationship with happiness. It was also anticipated that organizational culture would be a strong indicator of MNC managers' satisfaction, both male and female. One hundred and fifty male and female MNC managers with at least ten years of work experience were selected from the National Capital Region (NCR) of Delhi, which comprises the cities of Jaipur City in Rajasthan State as well as Gurugram, Noida, and Ghaziabad. The Oxford Happiness Questionnaire (OHQ) (Hills and Argyle, 2002) and the Organizational Climate Questionnaire (OCQ) (Furnham, A. and Goodstein, L.D. 1997) completed by the male and female managers of MNCs. The method of correlational research and multiple regression analysis were applied. Research evidence also corroborated the results which reveal a significantly negative correlation of role clarity, reward system, career development, planning and decision making, conflict handling, training and learning and direction with happiness and a significantly positive correlation with respect, communication, relations, team work and support, quality of service, commitment, morale and happiness among both male and female MNC managers. Studies have repeatedly shown and confirmed that elements of organizational climate While direction and incentive systems are significant negative predictors of happiness for organizational climate elements, commitment and morale are significant positive drivers of happiness for both male and female managers of multinational corporations. The results are analyzed in light of recent empirical research.

Leadership Behaviour and Organisational Commitment of Academic Staff at Kyambogo University, Uganda

This study examined the influence of leadership behaviour on the organizational commitment of academic staff at Kyambogo University. Specifically, the study examined the influence of directive, supportive, participative and achievement-oriented leadership behaviours on the commitment of academic staff to their job.Using a positivist research paradigm, this correlational study involved a sample of 175 full-time academic staff of Kyambogo University. Data was collected using aself-administered questionnaire and analysed using Partial Least Square StructuralEquation Modelling (PLS-SEM). The results indicated that while participative leadership behaviour positively and significantly influenced the organizational commitment of academic staff, directive and supportive leadership behaviors had a negative and insignificant influence on organisational commitment of academic staff. Nonetheless, achievement-oriented leadership behaviour had apositive but insignificant influence on academic staff job commitment. Therefore,directive leadership behaviour impedes the organisational commitment of academic staff, supportive leadership behaviour leads to low organisational commitment of academic staff, participative leadership behaviour is essential for the organisational commitment of academic staff, and achievement-oriented leadership behaviour contributes less to organisational commitment of academic staff. It was recommended that university leaders should minimise the use of supportive and directive leadership behaviours in preference for participative leadership behaviour while not entirely ignoring engagement in achievement-oriented leadership behaviour.

The Impact of Perceived Organizational Support and Social Support on Employee Performance: The Mediating Role of Organizational Commitment

The aim of this research is to assess and elucidate the impact of perceived organizational support and social support on employee performance, with organizational commitment serving as a mediating factor. The study involved 543 employees from the Regional Secretariat Office of Southeast Sulawesi Province. A sample of 84 employees was selected using a proportional cluster random sampling technique. Data were collected through questionnaires and interviews. For statistical analysis, SmartPLS 4.0 software was employed to model structural equations. The findings reveal that perceived organizational support, social support, and organizational commitment all influence employee performance. Specifically, perceived organizational support does not significantly affect organizational commitment, whereas social support has a significant impact on it. Organizational commitment does not mediate the relationship between perceived organizational support and employee performance; however, it does mediate the relationship between social support and employee performance. The Regional Secretariat Office of Southeast Sulawesi Province and related stakeholders can utilize these findings to enhance employee performance by focusing on employee commitment, perceived organizational support, and social support.

Exploring the Connection between a Leader's Emotional Intelligence and their Effectiveness in Managing Teams and Organization

This study focuses on leaders in the province of Punjab, Pakistan, aiming to explore the influence of emotional intelligence on various aspects such as leadership effectiveness, communication, conflict management, and the motivation and retention of employees. Questionnaires from a pre-structured set were sent to 150 business managers from a variety of industries as part of a quantitative research study. ANOVA, regression, and correlation analyses were used to develop three hypotheses. It was found that emotional intelligence has a significant impact on leadership effectiveness. One of the most important findings from the correlation study was that emotional intelligence and leadership effectiveness are strongly linked (r = 0.78, p < 0.01). The study demonstrated how emotional intelligence plays a key role in communication, conflict resolution, and group dynamics. Finally, the ANOVA results showed that as a leader's emotional intelligence increases, their motivation, organizational commitment, and employee retention also rise significantly. Then, evidence was presented to add to (Goleman & Intelligence, 1995) study on emotional intelligence and underscores its importance for effective leadership. The findings suggest that emotional intelligence is an essential component of successful leadership, improving team performance, employee satisfaction, and overall organizational success. Data was gathered from self-report questionnaires administered to a broad range of leaders in Punjabi businesses.

Cultivating loyalty: the role of inclusive leadership in fostering organizational commitment through mediating effect of psychological safety and perceived organizational support

Purpose This study explores the effect of inclusive leadership (IL) on organizational commitment (OC) in Pakistan’s telecom sector. Psychological safety (PS) and perceived organizational support (POS) are taken as mediators to explore the interplay of the constructs. The study aims to contribute to the existing literature by providing insights into the critical role of inclusive IL impacting OC through PS and POS as mediators. Design/methodology/approach This study uses a quantitative methodology and a cross-sectional survey of 289 employees of the telecom sector working in the front office dealing with customer services. Using confirmatory factor analysis and structural equation modeling, the study tests hypotheses on the critical role of OC in Pakistan’s telecom sector. With the aid of SPSS v27 and AMOS v23 for structural equation model construction and path analysis, a time-lagged data collection method was used to avoid common method bias. Findings According to the research paper’s findings, evidence supports the hypotheses, suggesting that IL has a positive direct and indirect impact on OC via PS and POS. Originality/value This study adds to the existing body of knowledge on IL, PS, POS and OC. This study also tests the mediating role of PS and POS in Pakistan’s telecom sector’s service domain. This research also provides practical implications for leaders and employees concerning PS and POS in the specific context of Pakistan’s society.

The Role of Attributes Organizational Commitment as mediators Between Work-Life Balance on Employee Performance

Work-life balance contributes to a healthy, satisfying, and successful life. An imbalance in work-life dynamics can negatively impact both employee performance and their personal lives. This study employs exchange relationship theory to explore organizational commitment as a mediating variable, which includes affective commitment, continuance commitment, and normative commitment, in the relationship between work-life balance and employee performance. The research focuses on employees of micro, small, and medium enterprises (MSMEs) in Salatiga Regency. Data were collected through questionnaires distributed to 111 respondents, and the analysis was conducted using structural equation modeling. The findings reveal that affective and continuance commitments are crucial in linking work-life balance to employee performance. In contrast, normative commitment does not significantly influence this relationship. Theoretically, social exchange theory highlights that continuance commitment is a key mediator in the connection between work-life balance and employee performance.

THE IMPACT OF EMPLOYMENT CLASSIFICATION ON ORGANISATIONAL COMMITMENT: A COMPARATIVE ANALYSIS OF PERMANENT AND OUTSOURCED SOFTWARE ENGINEERS USING MEYER AND ALLEN’S THREE-COMPONENT MODEL

The study examines the impact of permanent employment versus outsourcing on organisational commitment, focusing on three key dimensions: affective, continuance, and normative commitment. The research utilises descriptive statistics and an independent samples t-test to analyse data from 200 employees (100 permanent, 100 outsourced) in a multinational information technology organisation. The results reveal significant differences in commitment levels between permanent and outsourced employees, with permanent employees demonstrating higher levels across all three dimensions. For affective commitment, permanent employees reported a mean score of 4.70, significantly higher than the 2.40 reported by outsourced employees. Similarly, permanent employees exhibited more significant continuance commitment (3.75) and normative commitment (4.59) compared to outsourced employees (2.95 and 2.72, respectively). Low standard errors, high t-values, and significant p-values in hypothesis testing confirm these differences. The effect size analysis further highlights the magnitude of these differences, with Cohen’s d values of 8.356 for affective commitment, 3.652 for continuance commitment, and 9.067 for normative commitment, indicating significant and moderate effects across all dimensions. These findings suggest that permanent employment fosters stronger emotional attachment, a greater sense of obligation, and higher perceived costs of leaving the organisation. In contrast, outsourced employment is associated with lower levels of commitment. The study contributes to understanding how employment type influences employee engagement and loyalty, offering insights for organisational policies to improve retention and foster stronger connections with employees.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0895/a.php" alt="Hit counter" /></p>

Indirect Effect of Organizational Commitment on The Relationship Between Quality of Work Life and Job Performance Among Academics in Malaysia

Indirect Effect of Organizational Commitment on The Relationship Between Quality of Work Life and Job Performance Among Academics in Malaysia

Examining the Interplay between Employment Capability Development, Organization Culture, and Organizational it Adaptability in Shaping Organizational Commitment and Performance in the Gambia National Water And Electricity Company (NAWEC)

Examining the Interplay between Employment Capability Development, Organization Culture, and Organizational it Adaptability in Shaping Organizational Commitment and Performance in the Gambia National Water And Electricity Company (NAWEC)

Analysis of the Impact of Principal's Service Oriented Leadership on Teacher's Organizational Support and Job Satisfaction

In an effort to gain deeper insights into the level of commitment among teachers within an organization, this study focused on the role of job satisfaction as a mediating factor in the relationship between teachers' organizational commitment and different leadership styles: transformational, transactional, and passive-avoidant. The research involved 160 school teachers and twenty principals in schools under Thimphu Thromde, and a comprehensive analysis was conducted, which revealed partial mediation in the context of the negative correlation between the passive-avoidant leadership style and teachers' commitment to their organization. The findings of the study highlighted a significant connection between transformational leadership and organizational commitment, with job satisfaction acting as a mediator. Essentially, teachers who reported higher job satisfaction were more likely to demonstrate stronger commitment to their school, primarily due to the presence of transformational leadership. Similarly, in the case of transactional leadership, job satisfaction emerged as a full mediator between this leadership style and teachers' organizational commitment. This suggests that teachers who are highly satisfied with their job attribute their commitment to the organization to transactional leadership. Overall, this research contributes valuable knowledge regarding the impact of leadership styles on teachers' organizational commitments, with job satisfaction serving as an intermediary factor. It underscores the importance of higher education in reshaping the mindsets of pre-service teachers and future school principals, encouraging them to exhibit transformational and transactional leadership qualities. Therefore, leadership development and training during tertiary education play a crucial role in enhancing teachers' job satisfaction and commitment, ultimately benefiting the educational environment.

Association of Job Satisfaction, Intention to Stay, Organizational Commitment, and General Self-Efficacy Among Clinical Nurses in Riyadh, Saudi Arabia.

Nurse turnover presents a significant challenge for healthcare organizations worldwide, impacting patient care quality and organizational stability. Understanding the determinants of nurse turnover, particularly job satisfaction, intention to stay, organizational commitment, and general self-efficacy, is crucial for developing effective retention strategies. This study aimed to explore the relationships among job satisfaction, intention to stay, organizational commitment, general self-efficacy, and demographic variables. A cross-sectional, correlational research design was employed, with data collected through validated questionnaires distributed to a total convenience sample of 227 clinical nurses in Riyadh, Saudi Arabia between July 2023 and August 2023. Validated measurement tools, including the Job Satisfaction Index, the Intent to Stay Scale, the Organizational Commitment Scale, and the General Self-Efficacy Scale, were utilized. Descriptive statistics were employed to summarize demographic information, and a correlation analysis was conducted to explore the relationships between the study variables. The findings revealed moderate levels of job satisfaction, intention to stay, organizational commitment, and general self-efficacy among the clinical nurses, with significant positive correlations observed among these variables as well as the nurses' sociodemographic characteristics. Notably, clinical nurses constituted a significant portion of the sample, suggesting the need for targeted interventions tailored to this demographic group as well as non-Saudi nurses (expatriate nurses), particularly in enhancing their organizational commitment and self-efficacy. The study found significant and positive associations between the four study variables and the nurses' demographic characteristics. Tailored interventions addressing job satisfaction, intent to stay, organizational commitment, self-efficacy, and demographic variables are essential for mitigating nurse turnover. By fostering a supportive work environment and implementing targeted retention strategies informed by demographic insights and determinants of turnover, healthcare organizations can enhance nurse retention rates and ensure a stable and fulfilled nursing workforce.

Competence and organizational commitment to performance through job satisfaction in bps west Sumatera region

The purpose of this study is to examine how job satisfaction among employees of the West Sumatra Regional Central Statistics Agency affects competence and organisational commitment on performance. Using the Slovin technique, 269 samples were found to meet the study's criteria. In research, questionnaires chosen by proportional random sampling are distributed, and SmartPLS3 is used to test the data. The study's findings demonstrate that while organisational commitment has a significant impact on job satisfaction, competence has no significant effect on performance, job satisfaction has a significant impact on performance, and job satisfaction is able to job satisfaction has the ability to mediate organisational commitment to performance, and competence can mediate performance.

The Impact of Job Satisfaction and Organizational Commitment on Employee Turnover Intentions in the Malaysian Manufacturing Industry

One of the primary resources of an organization that can provide a worthy contribution to the achievement of the organization’s strategies is human resources. A significant problem in most manufacturing organizations is the desire to leave. Given this, the objective of this study will be to assess and measure the impact of job satisfaction and organizational commitment on employee turnover intention in the manufacturing sector. Of 200 questionnaires, 179 were filled out by a manufacturing organization (response rate = 89.5%). Demographic profiles were described using frequency count and percentages of the respondents. Descriptive and inferential statistics were adopted for the analysis of specific data gathered. Regarding inferential statistics, the measure used in the study was the Pearson Correlation Coefficient, which was used to determine the strength of the relationship between dependent and independent variables. According to the results of the analysis, it can be concluded that the independent variable job satisfaction is related to the sub-variable satisfaction with compensation and satisfaction with career development opportunities, which has a low negative correlation with employees' turnover intention. However, no significant relation was found between organizational commitment and the turnover intention of employees within the organization. This research offers valuable information to organizations within the manufacturing industry regarding the factors influencing turnover intention, including job satisfaction and organizational commitment.

Enhancing organizational commitment through shared leadership: insights from Saudi higher education

This study investigates the impact of shared leadership (SL) on the various dimensions of organizational commitment (OC) within Saudi higher education institutions (HEIs). Employing a descriptive cross-sectional survey design, data were collected from faculty members at a prominent Saudi university using structured questionnaires. The questionnaires included validated scales for SL, encompassing dimensions such as Development and Mentoring, Problem-Solving, Support and Consideration, and Planning and Organizing, as well as for OC, which measured affective, normative, and continuance commitment. Descriptive statistics, correlation, and regression analyses were used to assess the relationships between SL and OC components. The findings indicate that shared leadership is widely practiced, with Development and Mentoring emerging as the most prominent SL dimension. A significant positive relationship was identified between SL and all three OC components, with affective commitment demonstrating the strongest correlation. Additionally, SL was found to significantly predict overall OC, underscoring its role in enhancing faculty commitment. These results highlight the potential of adopting shared leadership practices in HEIs to strengthen faculty engagement and institutional performance. Future research should expand data collection across multiple institutions and examine the combined influence of SL and OC on the quality of education and institutional success.

ANALYSIS OF TRANSFORMATIONAL LEADERSHIP AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE MEDIATED BY ORGANIZATIONAL COMMITMENT

This research aims to determine the influence of transformational leadership and organizational culture on employee performance which is mediated by organizational commitment. The sample in this research was 75 active lecturers at the Batam City Private University. Based on the test results using SEM PLS, it was found that the influence of organizational commitment on performance had a significant influence, the influence of transformational leadership on performance had an insignificant influence, the influence of culture on performance had a significant influence, the influence of transformational leadership on organizational commitment had a significant influence, the influence of organizational culture on organizational commitment had a significant influence, The influence of transformational leadership on performance is mediated by organizational commitment and has an insignificant effect. The influence of organizational culture on performance which is mediated by organizational commitment has a significant effect. . The indirect conclusion is that organizational commitment is able to mediate the influence of organizational culture on employee performance at PTS University Lecturers in Batam City.

The Role of Organizational Climate in Increasing the Commitment of DPD KNPI Karawang Members

This research aims to determine the effect of organizational climate on organizational commitment. The research method used is quantitative with a causality research design. The data collection technique uses saturated samples, where the entire population is sampled. The population in this study were 110 members of the Karawang Regency Regional Executive Board of the Indonesian Youth National Committee, consisting of 97 men and 13 women. Data were collected using the Organizational Commitment Questionnaire (OCQ) and the organizational climate scale constructed by the researcher. Hypothesis testing was conducted with simple regression analysis using SPSS version 25.0 for Windows 64-bit. The results showed a significance value of 0.025 (P < 0.05), which means that there is a negative effect of organizational climate on organizational commitment in members of the Karawang Regency Indonesian Youth National Committee. The coefficient of determination (R Square) value of 0.045 indicates that 4.5% of the variation in organizational commitment is explained by organizational climate. In comparison, the remaining 95.5% is influenced by other factors not included in this study.

The relationship between organizational justice and job outcomes: examining the mediation of quality of work-life and psychological capital

PurposeThis study investigates the indirect effect of organizational justice on key job outcomes, namely, job satisfaction (JS) and organizational commitment (OC) through employees’ quality of work-life (QWL) and psychological capital (PsyCap) by invoking the social exchange and conservation of resources theories.Design/methodology/approachThis study used survey method. The data were collected from 440 respondents across two points in time.FindingsWe found support for a direct effect of organizational justice on employees’ satisfaction and commitment and found that QWL and PsyCap mediated the relationship between organizational justice and its outcomes.Research limitations/implicationsThe study offers insight into underlying mechanisms governing this relationship by positioning QWL and PsyCap as mediators. The findings contribute to the extant literature, including ratifying that justice perceptions strengthen positive job attitudes of employees.Practical implicationsThe study discusses the implications for practice and makes a case for organizations to conduct audits to assess employee fairness perceptions.Originality/valueThis paper explores the underlying relationship between organizational justice and job outcome, and empirically examines the mediation QWL and PsyCap.

Exploring Internal Marketing, Employee Satisfaction, and Commitment for Customer Orientation at Anutapura Palu Hospital Moderated by Cultural Congruence

This research aims to explore the direct influence of internal marketing on employee satisfaction, organizational commitment and consumer orientation, as well as examining the indirect impact of internal marketing on consumer orientation. An additional focus of this study is to identify the important role of cultural congruence in organizational contexts. This type of research is descriptive-causal research. This survey used 100 respondents from employees at Anutapura Hospital, Kota Palu, Sulawesi Tengah. Respondents were selected using proportional stratified sampling, which implies that the number of employees depends on the size of the division. The analysis technique that will be used in this research is the Structural Equation Modeling (SEM) analysis technique using the SmartPLS partial least squares (PLS) application. The results of this research found that internal marketing has a positive effect on employee satisfaction, organizational commitment and customer orientation in hospitals. In addition, employee satisfaction and organizational commitment were found to be able to mediate the relationship between internal marketing and customer orientation. Cultural congruence identified in this research was found to have a moderating effect on the relationship between internal marketing and employee satisfaction, but not on organizational commitment. The implications of this research are that management needs to pay greater attention to the development of effective internal marketing strategies. Apart from that, management must also consider cultural congruence in managing the organization.