Commitment Of Personnel Research Articles

Employee Attitude and Job Motivation as Influencers of Employee Commitment Among Selected Multi-Purpose Cooperatives in Davao City

Employee commitment is crucial for the prosperity of the organization. The study aimed to determine the influence of employee attitude and job motivation on employees’ commitment among Multi-Purpose Cooperatives in Davao City. A descriptive-correlational design was utilized in the study with a purposive quota of 200 respondents from among the 10 selected multi-purpose cooperatives in Davao City. Mean, Standard Deviation, Pearson R, and Multiple Regression Analysis were used to analyze the gathered data. Research findings unveiled that the level of employee attitude toward multi-purpose cooperatives in Davao City is often manifested. The cooperative may instigate and cultivate activities and practices to enhance employee engagement and satisfaction. In addition, the level of job motivation is often manifested. The company cooperative may sustain and improve the procedures concerning employee motivation. Moreover, the level of employee commitment of cooperative personnel is often evident. The study suggests implementing flexible working arrangements and utilizing task management tools to improve and elevate the working conditions among employees. Further, employee attitude and job motivation significantly correlate with employee commitment. Also, the combined influence of employee attitude and job motivation can explain 71.6% of the variation in employee commitment.

The Effect of Recruitment Process and Loyalty on the Work Commitment of Indonesian National Army (TNI) Personnel on Service at the Jayakarta Regional Military Command

Military District Command (Kodam) / Kodam Jaya is a military district based in the Special Capital City Region (DKI) Jakarta with its headquarters in East Jakarta City. Kodam Jaya is one of the military districts that accepts prospective personnel who is already a member of the Indonesian National Army (TNI) in the DKI Jakarta area and its surroundings. The personnel of Kodam Jaya have high dedication by showing good performance and are able to coordinate between personnel. However, the work performance shown by Kodam Jaya personnel is less committed to work, as evidenced by the reluctance to be transferred to the other sub-units that are still within the Jaya Regional Military Command. Given these problems, this research is to find out the results of the analysis of the influence of the recruitment process and personnel loyalty in determining the work commitment of personnel on duty at Kodam Jaya. This study used a descriptive-quantitative method, with 133 respondents who were known to be from the Kodam Jaya personnel. By using the Slovin formula in sampling, the study uses regression analysis to find out the relationship between variables. The results of this research, it was found that the recruitment process and loyalty can determine the work commitment of Kodam Jaya personnel with high influence. However, the recruitment process has a very low influence on the work commitment of Kodam Jaya personnel.

Features of a Systematic Approach to the Prevention of Healthcare-Associated Infections in the Russian Federation and abroad

Relevance. Health care-associated infections (HAIs) are one of the global problems of modern healthcare with a negative trend in the growth of this pathology throughout the world, which is due to a complex of reasons, among which the resistance of pathogens of hospital infections to antimicrobials is important, as well as gaps in organization of epidemiological surveillance due to a number of objective and subjective factors (complication of technologies and expansion of the practice of invasive medical interventions, turnover and shortage of personnel in medical institutions, etc.).The purpose of the work is to study the experience of organizing measures for the prevention of HCAI from the standpoint of a systematic approach in Russia and in foreign countries that have the best practices in this area. The purpose of the work is to study the experience of organizing measures for the prevention of HCAI from the standpoint of a systematic approach in Russia and in foreign countries that have the best practices in this area.The results are based on the study of the basic principles of the system approach, its tools, functional organization and universalization, the use of a comprehensive analysis in relation to different areas of medical activity and types of medical care, the sequence of development and implementation of new methods in Russian and foreign experience in the implementation of epidemiological surveillance for HCAI. Problems in the field of organization and practical implementation of preventive measures to prevent the occurrence of HCAI have been identified, and urgent tasks for improving the epidemiological safety of medical activity have been identified.Conclusion. Differences were noted in approaches to the prevention of HAIs in Russia and abroad, concerning the resource provision of molecular biological monitoring of HAI pathogens, as well as the features of teamwork, targeted communication in medical teams and in explanatory work, as well as the implementation of training programs for relatives to care for patients with HAI. Measures are proposed to increase the commitment of medical personnel and collectives in general, other employees of medical organizations to epidemiologically safe skills in their professional activities, to develop patient education programs for personal prevention of HCAI.

Consequential lightning-caused wildfires and the “let burn” narrative

BackgroundCurrent guidance for implementation of United States federal wildland fire policy charges agencies with restoring and maintaining fire-adapted ecosystems while limiting the extent of wildfires that threaten life and property, weighed against the risks posed to firefighters. These ostensibly conflicting goals can make it difficult to clearly communicate specific response objectives of a given incident. Inherent ambiguity can expose land management agencies, like the United States Department of Agriculture Forest Service (USFS), to scrutiny when once remote, lightning-ignited wildfires burn across boundaries and result in damage. One such incident was the 2021 Tamarack Fire, ignited by lightning in a remote USFS wilderness area and ultimately burning 27,776 ha across multiple jurisdictions and destroying 25 structures. Intense sociopolitical interest developed around this incident, reigniting a “let burn” policy debate of the USFS despite this policy not formally existing. We provide a first approximation at quantifying the base rates of potentially consequently lightning-caused fires like the Tamarack Fire. We use multiple sources of fire-reporting data to characterize USFS fires from 2009 to 2020 by management-strategy to identify Tamarack Fire analogs. Within Incident Command System 209 (ICS-209) reports for fires originating on USFS lands, we identified 32 wildfires with similar key characteristics to the Tamarack Fire; nearly half ignited within wilderness areas.ResultsInitial strategies were driven by resource objectives for only six of the 32 wildfires; firefighter hazard mitigation was the primary driver of all others. No fire exhibited every characteristic of the Tamarack Fire. Analog fires accounted for a small percent (3.4%) of large (> 121 ha) USFS lightning-caused ignitions. These fires were responsible for 61.6% of structures destroyed and 25.8% of total personnel commitments of large lightning-caused USFS fires.ConclusionsLightning-ignited wildfires that could have resulted in sociopolitical controversy are rare, and those with strategies driven by resource objective are even rarer. More commonly, risks posed to firefighters from terrain, snags, or accessibility are factors driving strategy, even when fires ignite within wilderness areas. These results suggest that simple definitions of strategy such as those reported within the ICS-209 lack clarity and may increase sociopolitical pressure on the agency to continue aggressive fire exclusion strategies.

The Influence of Organizational Learning Capability on Organizational Commitment of Private Schools’ Library Personnel

Organizations continually face the challenges to compete effectively with global environments and in line with its success are the sincere commitment of employees. To cope up with the emerging needs of organizations, this study looked into the influence of organizational learning capability on the organizational commitment of library personnel. Quantitative research design was employed in this study using multiple regression analysis to determine the influence of organizational learning capability on organizational commitment.  A survey questionnaire was administered to the 400 library personnel in private schools in Region 11, Philippines using total population sampling method. Findings show that organizational learning capability significantly influenced organizational commitment. Further, results revealed that among the indicators of organizational learning capability, experimentation and openness was the strongest predictor of organizational commitment followed by dialogue and participative decision-making.

The Influence of Organizational Learning Capability on Organizational Commitment of Private Schools’ Library Personnel

Organizations continually face the challenges to compete effectively with global environments and in line with its success are the sincere commitment of employees. To cope up with the emerging needs of organizations, this study looked into the influence of organizational learning capability on the organizational commitment of library personnel. Quantitative research design was employed in this study using multiple regression analysis to determine the influence of organizational learning capability on organizational commitment.  A survey questionnaire was administered to the 400 library personnel in private schools in Region 11, Philippines using total population sampling method. Findings show that organizational learning capability significantly influenced organizational commitment. Further, results revealed that among the indicators of organizational learning capability, experimentation and openness was the strongest predictor of organizational commitment followed by dialogue and participative decision-making.

Work motivation, job satisfaction, work-family balance, and job commitment of library personnel in Universities in North-Central Nigeria

Increasingly, organizations are facing turbulent and competitive times. Hence, the need for universities to capitalize on the robustness and diversity of their employees to maximize their success by attracting and developing an engaged, healthy, and high-performing workforce through the provision of stimulating work environments that will promote work-family balance, work motivation, job satisfaction and overall job commitment. This study was designed to investigate the effects of work motivation, job satisfaction, and work-family balance on job commitment as well as work motivation and work-family balance as they affect job satisfaction of library personnel in universities in North-central Nigeria. The total enumeration technique was used to cover all the 926 library personnel in the universities in North-central Nigeria. The validated questionnaire was used to collect data on 926 library personnel out of which 842 responded. The response rate achieved was 91 %. The study found that work-family balance, work motivation and job satisfaction had significant effect on the job commitment of the respondents. Job satisfaction has the most significant effect (41 %) on job commitment. It is therefore, recommended that university administrators, library managers and most especially policy makers in the education sector should give adequate attention to work-family balance, work motivation, and job satisfaction when planning to improve job commitment of their employees. In addition, they should consider work motivation and work-family balance to improve job satisfaction of the library employees.

Organizational commitment and interpersonal relationship of library personnel as determinants of work performance in Nigeria universities

This study was originated to scrutinize the effects organizational commitment and interpersonal relationship of library personnel as determinants of work performance in Nigeria universities. This study employed descriptive survey method. Total enumeration or census survey techniques were used to cover all the library personnel in the partaking Nigeria universities. This study employs two research hypotheses to guide the study. Findings revealed that there is significant relationship between organizational commitment and work performance, while there is also a positive significant relationship between interpersonal relationship and work performance.

Exploring the Connection between Organizational Justice and Personnel Commitment among Teachers at the Postgraduate Level

This study investigates the connection between organizational justice and personnel commitment among postgraduate-level teachers. The study adopted a correlational research design. A random sample of 255 teachers was selected from eleven universities in Lahore, and data was gathered using a structured questionnaire comprising two sections. Data analysis involved statistical calculations, including means, percentages, and correlation analysis, with SPSS version 18.0 utilized for this purpose. The findings of the study revealed that organizational justice significantly influenced teachers' personnel commitment. Distributive justice emerged as the most significant predictor of personnel commitment, while procedural and interactional justice moderately predicted teachers' commitment. The study recommends that management should prioritize fairness in reward distribution, involve employees in decision-making processes, and maintain a respectful and dignified approach when communicating decision outcomes to staff. Consistency in rule application, accuracy in information usage, and the prevention of bias in employee-related matters are also advised for effective management.

A Unique Model of Performance-Based Premium Pay System in the Radiology Departments

Pay-for-performance (P4P) programs offer financial incentives to healthcare providers to improve the quality of care and patient safety. Various modifications of P4P approaches have been thrust into almost all medical specialities, including radiology, despite being a referral speciality. This article introduces a performance-based premium pay system for radiology personnel implemented in the radiology departments of a private health group in Turkey. The main purpose of the system is to enable the radiology personnel (i.e. technicians, rapporteurs and supporting staff) to earn more in parallel with the increase in their workload, to eliminate the imbalance between wages, to increase the institutional loyalty and commitment of radiology personnel, to ensure ownership of their tasks and equipment, to build up a team awareness, to encourage further training and specialization, and consequently, to improve the overall quality of radiology services.

KINERJA KARYAWAN: SERVANT LEADERSHIP DAN KOMITMEN PERSONIL

This study aims to determine the contribution of servant leadership and personnel commitment to employee performance at PT. The true dynamic partners of the Independent Variables are servant leadership and personnel commitment while the dependent is employee performance. This study used a quantitative approach. The sample used in this study was 55 respondents using a random sampling method from a population of 55 workers at PT. True Dynamic Partners. Primary data collection was obtained from distributing questionnaires and secondary data was obtained from agencies. The results of this study show that Servant Leadership (X1) and Personnel Commitment (X2) make a positive contribution to employee performance (Y) at PT Mitra Dinamika Sejati. Servant Leadership and Personnel Commitment together contribute to employee performance. Keywords: Servant Leadership, Personnel Commitment, Employee Performance.

Knowledge of Internal Quality Control for Laboratory Tests among Laboratory Personnel Working in Department of Biochemistry in a Tertiary Care Center: A Descriptive Cross-sectional Study.

Clinical laboratory holds a central position in patient care, thus, ensuring accurate laboratory test results is a necessity. Internal quality control ensures day-to-day laboratory consistency. However, unless practised, laboratory quality systems cannot be achieved. This depends on the efforts and commitment of laboratory personnel for its implementation. Hence, the aim of this study was to find out the knowledge of internal quality control for laboratory tests among laboratory personnel working in the Department of Biochemistry in a tertiary care centre. This was a descriptive cross-sectional study conducted from 1 July 2022 to 30 August 2022 after receiving ethical approval from Institutional Review Committee (Reference number: 2341/022). Semi-structured questionnaire was used to assess knowledge on internal quality control. Three non-respondents were excluded. The operational definition of the knowledge domain was set before finalizing the questionnaire. The convenience sampling method was used. Point estimate and 95% Confidence Interval were calculated. Among 20 laboratory personnel, 5 (25%) (6.02-43.98, 95% Confidence Interval) had adequate knowledge of internal quality control. The mean knowledge score was 12±2.44. The prevalence of adequate knowledge of internal quality control for laboratory tests among laboratory personnel working in the Department of Biochemistry was similar to the other study done in a similar setting. biochemistry; knowledge; laboratory personnel; quality control.

Influence of Training for Capacity Building on Job Commitment of Personnel in Academic Libraries in Ogun State, Nigeria

Capacity building involves the development of skills and expertise that allows people to be; conscious of new experiences, motivated by acquiring new skills, develop existing core techniques, and have continual access to information services, equipment, and services. Academic libraries in this technological age engage in complex activities such as providing services on social media platforms, and off-campus access to library resources, among others. The adoption of more sophisticated gadgets in providing information in academic libraries calls for new levels of skills and competence other than the traditional library skills applied some years back. Adopting more advanced devices for information access in academic libraries requires different skills and knowledge levels besides the standard library skills acquired over the years ago, thus the need for capacity building. This study adopted a survey method to investigate the influence of training for capacity on the job commitment of personnel in academic libraries in Ogun State. 393 personnel from the seven academic libraries in the state were used for the study. The study concluded that a significant positive relationship existed between training for capacity building and job commitment of the personnel in academic libraries in Ogun State. The study also exposed the awareness and perception of other issues on capacity building among the library personnel. The study suggested that academic libraries should concentrate more on capacity-building activities that aim to educate, provide leaders and collaborate to enhance the quality of services that library professionals offer.

Penilaian Kinerja dengan Menerapkan Konsep Balance Scorecard di Mts Islamiyah Palangka Raya

In general, many organizations still use performance measurement that puts more emphasis on the financial aspect, which is more commonly referred to as traditional performance measurement. Personal performance is measured only in terms of finances. Other performance such as increased competence and commitment of personnel, increased productivity, and business processes used to serve customers were ignored by management because measurement is difficult. The assessment of the financial aspect is measured based on the budget that has been made. The assessment is carried out by analyzing the variance (difference or difference) between actual and budgeted performance. The use of analysis of variance alone is not enough to measure performance, because the analysis of variance still contains variance limitations. The Balanced Scorecard is a measurement method with the best solution for managing business performance, because the Balanced Scorecard has the specialty of a comprehensive measurement scope, namely that in addition to considering financial performance it also considers non-financial performance. This study aims to find out how performance appraisal at MTS Islamiyah Palangka Raya uses the Balanced Scorecard method. The research used is qualitative with a descriptive qualitative approach and analyzed through observation, interviews and documentation. The results of this study describe that financial performance is considered good, as can be seen in the price indicators received from the School Operational Assistance (BOS) funds, and investment funds/committee contributions (SPP). From the customer perspective, the indicators used, namely the Number of New Customers, Number of Complaints, are said to be good. In the perspective of internal business processes found in the Balanced Scorecard it is said to be good, because the MTS Islamiyah Palangka Raya has carried out curriculum standards and teaching and learning process standards well. As for the growth and learning perspective, it shows that the performance of the MTS Islamiyah Palangka Raya has been good, this is shown by the amount of education and training carried out by the school.
 Keywords: performance, balanced scorecard, school.

THE IMPORTANCE OF TRUST IN TOP MANAGEMENT FOR TURKISH AND EUROPEAN AIRLINE COMPANIES - A COMPARATIVE STUDY

The aim of this study is to analyze and compare the effects of trust in top management on turnover intention and affective commitment of airline personnel in Turkey and Europe and to test whether trust in top management has a mediating effect on the relationship between top management communication and turnover intention and between top management communication and affective commitment of airline employees. Another aim of this study is to test whether trust in top management has a moderating effect on the relationship between perceived job stress and turnover intention. Based on the data obtained from a sample of 729 airline personnel working in Turkey and Europe, the findings reveal that trust in top management has a full mediating effect on the relationship between top management communication and turnover intention and between top management communication and affective commitment. Moreover, the results reveal that trust in top management moderates the relationship between perceived job stress and turnover intention for the Turkish sample. Based on the findings of this study, managerial and practical implications are provided.

ORGANIZATIONAL COMMITMENT OF MILITARY AND CIVILIAN PERSONNEL OF THE ARMED FORCES OF UKRAINE (PSYCHOLINGUISTIC ASPECT)

The aim of this article is to study the structure of organizational commitment as well as the psychological and behavioral mechanisms behind it among groups of military and civilian personnel of the Armed Forces of Ukraine. Based on the assertion that the army has an authoritarian (directive) style of management characterized by principles of unity of command and high centralization of leadership, in this work with the purpose of getting the sincere answers and reliable results the preference was given to the psycholinguistic method of research, namely, free association experiment. The results of the study proved that there are significant differences in the structure of organizational commitment when it comes to the position of individuals in the military hierarchy, that is, whether they hold a military/civilian position or are just beginning their military career as cadets. Dominant element in the structure of organizational commitment of civilian personnel of the Armed Forces of Ukraine is affective commitment, in relation to servicemen it is continuance commitment, in relation to cadets it is normative commitment.

Principal Leadership Strategy in Developing the Professionalism of Teachers and Education Personnel (Case Study at SMP Negeri 3 Ciruas and SMP Negeri 3 Pontang)

Improving the quality of educational institutions is inseparable from the development of the quality of teachers and education personnel. In facing the challenges of various advances, school principals must have the right and effective strategy in developing the professionalism of teachers and education staff who are able to produce quality students and generations of the nation. This study aims to reveal the principal's leadership strategy in developing the professionalism of teachers and education personnel which is applied at SMP Negeri 3 Ciruas and SMP Negeri 3 Pontang, with a sub focus that includes: (1) Professionalism of teachers and education personnel, (2) Efforts made school principals regarding their duties and functions, (3) Principal leadership strategies in developing the professionalism of teachers and education staff. This type of research is qualitative with a case study approach. The conclusions of this study are: 1). The professionalism of teachers and education personnel is the commitment of teachers and education personnel to carry out tasks according to their abilities and always improve their qualifications and competencies to realize the school's Vision and Mission and National Education Goals. 2) Efforts made by the principals of SMP Negeri 3 Ciruas and SMP Negeri 3 Pontang in developing the professionalism of teachers and education staff are optimizing their duties and functions as Educators, Managers, Administrators, Supervisors, Leaders, Innovators and Motivators. 3) The leadership strategy for the principals of SMP Negeri 3 Ciruas and SMP Negeri 3 Pontang in developing professionalism is a strategy in the form of a human-oriented leadership attitude through a democratic and charismatic attitude

The Development of the Charism Model for Personal Administration of School under the Sisters of Saint Joseph of the Apparition in Thailand to Create Organization Commitment

This research aimed to 1) create a charism model for personnel administration of school under the ‘Sisters of Saint Joseph of the Apparition’ in Thailand, in order to increase the commitment of personnel to the organization, and 2) demonstrate and improve the charism model. The research process was divided into three steps as follows: 1) developing a charism model, 2) demonstrating the model, and 3) enhancing the model. The findings revealed that the charism model for personnel management consisted of two factors. The first factor (charism) included 1) Agape Love, 2) Humility, 3) Altruism, 4) Vision, 5) Trust, 6) Service, and 7) Empowering. The second factor (personnel management) included 1) Planning, Recruitment and Positioning, 2) Promotion, Absence and Evaluation, 3) Performance, 4) Disciplinary Work and History Registration, 5) Code of Professional Ethics, and 6) Other Tasks Assignment. The researcher also developed a charism-based integrated personnel management manual for Saint Emilie school. The demonstration of the results revealed that lecturers and staff were satisfied with personnel management at the highest level. As the researcher considered each variable, the operational aspect had the highest average score, whereas salary, promotion, taking leave and evaluation had the lowest score. The six dimensions of the charism model for improving personnel administration were adjusted accordingly.

Emotional burnout syndrome in healthcare professionals

   Currently, one of the most pressing concerns of labor psychology and healthcare is emotional burnout in healthcare professionals. During the COVID- 19 pandemic this condition has become very significant due to it takes a lot of physical, phychoemotional and ethical commitment of medical personnel. Emotional burnout is a syndrome that derives from chronic stress and leads to the depletion of personal, emotional, and energy resources of a person in the professional life. It is an dynamic sequential process and relevant to stress stages (the alarm stage, the resistance stage and the exhaustion stage). There are many various factors inducing the burnout syndrome: social, political, economic, bureaucratic, etc. In the process of studying this phenomenon, different models of emotional burnout were proposed. The most famous model is the three-part model of burnout by С. Maslach, which includes emotional exhaustion, depersonalization and a decrease in personal achievements. In Russia V. V. Boyko has been studying the burout phenomenon. There are three main stages of emotional burnout (alarm, resistance and exhaustion), which have a close connection to stress stages; each stage has a specific combination of symptoms. According to a number of authors, burnout syndrome is closely related to empathy, therefore, it is necessary to study the relationship between the level of empathy and the degree of emotional burnout in healthcare professionals for planning further psychological support for the prevention of this syndrome.

Rational Organisation of Adverse Drug Reaction Monitoring

The main pharmacoepidemiological method for assessing the efficacy and safety of ongoing pharmacotherapy involves the collection of spontaneous reports on adverse drug reactions (ADRs) associated with the use of medicines.The aim of the study was to analyse approaches to organising a system for collecting information on ADRs associated with the use of medicinal products, taking the Omsk region as a case study.Materials and methods: the authors analysed 200 ADR reporting forms received by the Regional Centre for the Study of Side Effects of Drugs (RCSSED) in 2019.Results: the analysis determined the ways of receiving the forms in the RCSSED. According to the analysis, the ADR reports were submitted by medical organisations in Omsk (86%) and the Omsk region (0.5%), as well as directly by patients (13.5%). The leading sources of reports were clinical pharmacologists (80% of the forms). Most of the reports were on ADRs associated with the use of psychotropic (41%) and antitumour (10%) medicinal products; it is explained by the proactive attitude and high commitment of medical personnel from the specialised clinics in Omsk towards their professional duties. Other important sources of reports in the Omsk region, which contributed to the number of spontaneous reports from patients, were the patient hotline and free consultation appointments with the clinical pharmacologist of the RCSSED on side effects of medicinal products. The article emphasises the leading role of the RCSSED clinical pharmacologist in educating medical personnel—in pharmacovigilance, collecting information about the development of ADRs, and the quality of reporting form filling—and coordinating the activities of the medical and pharmacy services, including the stages of laboratory assessment of medicinal product quality and pharmaceutical consultation of general public.Conclusions: using the example of the Omsk region, the authors demonstrated the structural organisation of the collection of information about adverse reactions associated with the use of medicinal products. An important direction for further improvement of the organisation of ADR monitoring is the interaction with employees of pharmacy organisations, including additional training events for them.