Role Of Organizational Commitment Research Articles

The Role of Organizational Commitment in the Influence of Competency and Knowledge Sharing on Organizational Citizenship Behavior (Study At Udayana University)

Organizational Citizenship Behavior (OCB) refers to the actions of individuals within an organization who support each other in the work context. As explained in social exchange theory, reciprocal actions that a person performs without expecting anything in return are related to the quality of work life involving voluntary behavior, which is rooted in assumptions of reciprocity and fairness. Employees who have high competence tend to have high organizational commitment and display OCB, because they feel more capable and confident. Knowledge sharing between employees in an organization, also encourages organizational commitment and OCB, because employees who share knowledge feel more capable and confident in carrying out their duties. Organizational commitment makes Employees feel bound by their obligations and responsibilities to contribute to the organization. The respondents in this research were employees at Udayana University. The number of respondents in this study was 1,296 respondents, the sample size was set at 306 Udayana University employees determined using the Slovin formula. Determination of sample size which taken using Proportionate Stratified Random Sampling. This research uses Structural Equation Modeling (SEM) analysis using SmartPLS 3.0 software. The results of this research show that competence and knowledge sharing positive and significant effect on organizational commitment. Competence, knowledge sharing, and organizational commitment positive and significant effect on OCB. Commitment organization capable mediate influence No direct competence and knowledge sharing towards OCB. Effect mediation variable commitment organization on influence not direct competence and knowledge sharing towards OCB in nature partially mediated.

The Influence Of Career Growth And Perceived Organizational Support On Turnover Intention: The Role Of Organizational Commitment Among Indonesian Millennial Employees

The Millennial generation, which dominates the world’s current population, can be both an opportunity and a challenge due to its characteristic of being unable to stay in a company for a long period of time like previous generations. This research aims to measure the influence of career growth and perceived organizational support on turnover intention among millennial employees, mediated by organizational commitment. Empirical data were collected from 316 respondents using an online survey assessed through a 7-point Likert scale. The respondents are millennial employees (born between 1980 and 1996) in Indonesia who are currently working in a company with a minimum tenure of 2 years. The data were analyzed using Structural Equation Modeling (SEM) with Lisrel 8.8 software. The results show that career growth and perceived organizational support can increase commitment and reduce employees' intention to leave. It was additionally discovered that organizational commitment significantly serves as a mediating factor in the relationship between career growth and perceived organizational support regarding turnover intention

The Role Of Organizational Commitment In Mediating The Influence Of Transformational Leadership And Organizational Culture On Employee Performance

The Role Of Organizational Commitment In Mediating The Influence Of Transformational Leadership And Organizational Culture On Employee Performance

The Role of Organizational Commitment in Mediating the Influence of the Physical Work Environment and Organizational Culture on the Performance of Perumda Pasar Argha Nayottama Employees, Buleleng District

Employee performance plays a very important role in the success of a company. Good company performance is reflected in the superior and dedicated performance of employees. On the other hand, poor performance reflects declining company performance. To find out the factors that cause a decline in performance, it is necessary to conduct research, especially at Perumda Pasar Argha Nayottama which is experiencing the phenomenon of not achieving company performance in 2022. The aim of this research is to analyze the influence of the physical work environment and organizational culture on employee performance with organizational commitment as a mediating variable in Perumda Pasar Argha Nayottama, Buleleng Regency. The number of samples used was 72 employees from a total population of 258 employees, with a sampling technique using the Slovin formula. The data analysis used in this research is SEM-PLS inferential analysis. The results of this research indicate that the physical work environment has a positive and significant effect on employee performance. Physical Work Environment has a positive and significant effect on Organizational Commitment. Organizational culture has a positive and significant effect on employee performance. Organizational culture has a positive and significant effect on organizational commitment. Organizational Commitment has a positive and significant effect on Employee Performance. The Physical Work Environment has a positive but not significant effect on Employee Performance through Organizational Commitment, this means that Organizational Commitment is not able to mediate (Ummediated). Organizational culture has a positive and significant effect on employee performance through organizational commitment, partial mediation.

The Role of Organisational Commitment in Mediating Employee Work Behavior as Organisational Culture in the ATVI Environment

This research aims to determine whether Organisational Commitment plays a role in mediating the influence of Organisational Culture and Work Environment on Organisational Citizenship Behavior at the Indonesian Television Academy. This research was conducted at the Indonesian Television Academy. The sampling technique used in this research is a saturated sampling technique, because the number of samples in this research is the entire population of Indonesian Television Academy employees as the educational academy is going to be transformed into higher level educational institution. The data analysis method used is multiple linear analysis. The results of this research are that there is an influence of Organisational Culture on Organisational Commitment, there is an influence of the Work Environment on Organisational Commitment, there is an influence of Organisational Commitment on Organisational Citizenship Behavior. Organisational Commitment mediates the influence of Organisational Culture on Organisational Citizenship Behavior and Organisational Commitment mediates the influence of the Work Environment on Organisational Citizenship Behavior.

Transformational Leadership and Organizational Citizenship Behavior in Egypt: Roles of Organizational Commitment, Public Service Motivation, and Organizational Justice

This study aims to examine the impact of transformational leadership (TL) on employees’ organizational citizenship behavior (OCB). It further aims to examine the mediating effect of organizational commitment (OC), and the moderating effect of organizational justice (OJ) and public service motivation (PSM), as perceived by Nasser Social Bank employees, on the abovementioned relationship. Data were collected from a survey including 173 employees of Nasser Social Bank in Egypt. Correlation, simple regression, and multiple regression analysis were employed to analyze the collected data. The results indicated that Nasser Social Bank employees’ OCB was affected by perceived TL. Second, OC mediated the relationship between TL and employees’ OCB. Finally, OJ and PSM positively moderated the effect of TL on Nasser Social Bank employees’ OCB. This study makes recommendations to enhance the employees’ levels of OCB in an Egyptian context. Further discussions are presented.

The Role Of Organizational Commitment In Mediating Employee Engagement And Work Environment On Employee Performance

This research aims to analyze the influence of employee engagement and the work environment in the hotel environment both directly and indirectly through organizational commitment as an intervening variable. The population used was all hotel employees at three hotels in Central Java, namely Hotel Adhiwangsa Surakarta, Whiz Pemuda Semarang, and Hotel Grand Wahid Salatiga. The sample used was a saturated sample or census with a total of 147 respondents. The analysis techniques used are multiple linear regression analysis, path analysis and Sobel test. The results of this research found that (1) employee engagement has a positive and significant effect on employee performance (2) the work environment has a positive and significant effect on employee performance (3) employee engagement has a positive and significant effect on organizational commitment (4) the work environment has a positive and significant effect significant effect on organizational commitment (5) organizational commitment has a positive and significant effect on employee performance (6) organizational commitment is able to mediate but has a small effect on the relationship between the influence of Employee Engagement on employee performance (7) organizational commitment is able to mediate but has a small effect on the relationship the influence of the work environment on employee performance.

Organizational citizenship behavior in the inspectorate of banjarmasin city government: the role of organizational commitment and job satisfaction

The role of organizational commitment and job satisfaction is very important in a healthy and productive work environment. Both are interrelated and can affect individual, group, and organizational performance. So therefore, need to be evaluated how organizational commitment (OC), job satisfaction (JS), and organizational citizenship behavior (OCB) in the government sector, namely the Inspectorate of Banjarmasin City Government. This research takes a quantitative approach with explanatory analysis. This results research is expected to add to the literature on organizational commitment, job satisfaction, and employee OCB. Based on the results of the study, organizational commitment (OC), and job satisfaction (JS) had a positive and significant effect on organizational citizenship behavior (OCB) at the Inspectorate of the Banjarmasin City Government, both partially and simultaneously. This study provides recommendations Organizations can focus on fostering a positive work environment that encourages commitment and satisfaction. Employees who are committed and satisfied are more likely to stay with the organization and contribute positively over the long term. Managers can use insights from this relationship to develop strategies that promote commitment and job satisfaction

Impact of Occupational Safety and Health (K3) and compensation on employee performance: The role of organizational commitment

The purpose of this research is to analyze the impact of occupational safety and health (K3) and compensation with organizational commitment as mediation variable on employee performance. The study was conducted on contract daily employees at Dr. Suyoto Hospital Rehabilitation Center of the Ministry of Defense, Jakarta. This study used a quantitative sample of 68 employees using probability sampling technique. The data analysis technique used is path analysis using SPSS 29 software. The analysis used in this study includes validity test, reliability test, normality test, coefficient of determination test, f test, t test, and Sobel test to determine the mediating effect. The results of the study show that OSH (K3), compensation and organizational commitment have an effect on performance.

Overcoming organizational constraints: The role of organizational commitment and job crafting in relation to employee performance

Organizational constraints have been shown to impact numerous work outcomes negatively. However, we still know little about the mechanisms by which organizational constraints affect employee performance or the conditions under which performance is or is not reduced. Drawing on the job demands–resources theory, we propose a mediated-moderation model that advances our understanding of the effects of organizational constraints on employee performance. We hypothesize that organizational constraints decrease organizational commitment, resulting in employees being less willing to be proactive (job crafting), which in turn leads to lower job performance. However, we further hypothesize that the amount of crafting in the face of organizational constraints depends on commitment, with more committed employees (despite constraints due to counterbalancing factors) engaging in more job crafting than those with low commitment. As a result of high commitment and job crafting, employee performance can actually be higher. Data collected from 746 Polish employees revealed that organizational constraints were directly and negatively related to employee performance. However, this negative relationship is mediated through organizational commitment and job crafting, and further moderated by organizational commitment as predicted.

The dual pillars of academic excellence: Transformational leadership and organizational commitment

This research delves into the connection between transformational leadership, organizational commitment, and lecturer performance within the realm of higher education. Its primary objective is to comprehend how transformational leadership and organizational commitment influence lecturers and their overall effectiveness. The study encompassed 178 lecturers from Kadiri University. Data collection involved the administration of a well-structured questionnaire, and subsequent analysis was conducted using multiple linear regression techniques. The results underscore a robust and positive association between transformational leadership and lecturer performance. Furthermore, the role of organizational commitment in lecturer performance is noteworthy. These findings hold pragmatic significance for educational institutions, highlighting the imperative of cultivating transformational leadership and organizational commitment to augment faculty performance and cultivate dynamic learning environments.

The Roles of Organizational Commitment, Emotional Intelligence, and Job Satisfaction for Improving Employee Performance at a Construction Company

The research analyzed the influence of organizational commitment, emotional intelligence, and job satisfaction on employee performance. It aimed to determine the variables with the most significant influence on employee performance. The object of the research was a construction company where employee performance had an important role in ensuring long-term business sustainability. Quantitative research applied purposive sampling techniques. The number of respondents used as a research database was 100 people. Then, the influence of these variables was analyzed using Partial Least Square (PLS). The research results show that organizational commitment, emotional intelligence, and job satisfaction have a positive effect on employee performance. Job satisfaction is found to have the highest impact on employee performance. The research makes a positive contribution to the body of knowledge by analyzing the influence of organizational commitment, emotional intelligence, and job satisfaction on employee performance. Organizations need to increase organizational commitment and emotional intelligence of their employees because the sustainability of an organization's business is very dependent on the performance of its employees. Then, business quality is determined by commitment and emotional intelligence which influence employee performance comprehensively. Meanwhile, job satisfaction is a concern focused on companies for the stability of employee performance. It is hoped that the research will provide positive recommendations for the company and emphasize the central role of employee performance in the success of its business.

The Role Of Organizational Commitment In Mediating The Effect Of Employee Well-Being And Workload On Employee Performance: A Case Study Of ABC Company In Medan, Indonesia

Over the last 5 years, ABC company in Medan has been experiencing a financial issue that led to several other problems such as the absence of employee performance appraisal, salary and compensation cuts which also have an impact on employee well-being, as well as the implementation of an early retirement program which has caused a number of employees to take part in the program thus impacting on high workload and decreased employee organizational commitment. Therefore, the present study aims to investigate and elucidate the effect of employee well-being and workload on employee performance through organizational commitment as a mediating variable at ABC Company Medan. Descriptive Quantitative was employed as a research design with Causal Associative as the methodological approach. The present study used both primary and secondary data that were obtained through a list of questionnaire statements and interviews as well as documentation studies. 58 employees of ABC Company Medan were the sample in this study which was selected using the Total Sampling technique or a saturated sampling out of 58 populations. The data analysis techniques using descriptive statistical analysis and path analysis, using Smart PLS. Based on the results, it was figured out that, directly, employee well-being has a positive and significant effect on both organizational commitment and employee performance. Organizational commitment has a positive and significant effect on employee performance. However, workload has a negative and significant effect on both organizational commitment and employee performance. Based on the Sobel Test, indirectly, employee well-being has a positive and significant effect on employee performance and workload has a negative and significant effect through organizational commitment as a mediating variable on employee performance.

The Role of Organizational Commitment in Mediating The Influence of Work Motivation and Organizational Culture on Bappeda Provinsi Bali Employee Performance

The purpose of this study was to examine and analyze the effect of work motivation and organizational culture on employee performance through organizational commitment at BAPPEDA Provinsi Bali. This study uses a combination of quantitative and qualitative methods. The number of respondents in this case was 112 respondents. The collected data were analyzed using partial least square structural equation modeling (SEM-PLS). The results indicate that (1) work motivation influences employee performance, (2) organizational culture influences employee performance, (3) work motivation influences organizational commitment, (4) organizational culture influences organizational commitment, (5) organizational commitment influence on employee performance, (6) organizational commitment can partially mediate the effect of work motivation on employee performance, (7) organizational commitment can partially mediate the influence of organizational culture on employee performance.

Analysis of Employee Performance with The Role of Organizational Commitment as A Moderation Variable In Amusement Park Tourism Companies in The City of Surabaya

The research aims to understand the impact of work discipline and competence in part on the performance of employees as well as the influence of working disciplines and competences on Employee Performance with organizational commitment as a variable of moderation. This case study was conducted on one of the tourism companies that moved in the area of amusement parks in the city of Surabaya. The sample in this study consisted of 103 permanent employees with saturated/sensus sampling techniques. The type of data used is quantitative data. Primary data collection techniques use questionnaires distributed to permanent employees and secondary data of permanent employees from the entertainment park tourism company in the city of Surabaya. This study uses Smart PLS data analysis. The conclusions of this study showed that in part work discipline and competence contributed to improved Employee Performance, while organizational commitment as moderation could not contribute to the relationship of work disciplines and competencies in improving Employee Performances.

The Influence of Motivation and Organisational Culture on The Performance of Non-Lecturer Employees of Mercu Buana University With Organisational Commitment As An Intervening Variable

The purpose of this study is to investigate the effect of an organisation's culture and motivation at work on the performance or performance of non-lecturer employees at Mercu Buana University, by considering the role of organisational commitment as an intermediate variable. The method approach to be used is quantitative, and the research population consists of 278 permanent employees who are not lecturers at Mercu Buana University. The sample to be used in the study is 74 people, with an error rate of 10% based on the slovin formula. Primary data will be obtained through the use of questionnaires, observations, literature studies, and information sources from internet research. Data analysis and testing will be carried out using SEM-PLS which is processed using the SmartPLS application. The results obtained based on testing are that the culture that exists in the organisation has a positive impact on the quality of employee performance. In addition, it was found that organisational culture also has a positive effect on organisational commitment, which also plays a role in mediating the effect of organisational culture on employee performance. Work motivation also has a positive impact on employee performance, and organisational commitment acts as a significant mediator variable in connecting the effect of work motivation on employee performance.

The Work Life Balance and Job Embeddedness on Turnover Intention: The Role of Organizational Commitment as Intervening

The Work Life Balance and Job Embeddedness on Turnover Intention: The Role of Organizational Commitment as Intervening

The Influence of Organizational Culture on Employee Engagement: The Role of Organizational Commitment As An Intervening Variable

The purpose of this paper is to determine the influence of Organizational Culture on employee engagement with organizational commitment as an intervening variable. This research used a quantitative approach to reveal the relationship between research variables with Structural Equation Modeling (PLS-SEM) as a data analysis tool. The findings of this research are Organizational Culture has a positive and significant influence on employee engagement. Organizational commitment has a positive and significant influence on mediating Organizational Culture to employee engagement. This research provides a new perspective on Human Resource Management with KSPPS BMT UGT Nusantara as the research object.

The Factors affecting Organizational Citizenship Behavior: Role of Organizational Commitment and Job Satisfaction

This research was conducted to determine how much influence job satisfaction and organizational commitment have on the (OCB). The methodology that used in this study is a quantitative research method with descriptive analysis and verification analysis approaches. The sample used was 42 employees. The results showed that job satisfaction and organizational commitment had a significant effect on (OCB) which. Job satisfaction has a significant effect on (OCB), while organizational commitment has a significant effect on Organizational Citizenship Behavior (OCB). The results showed that organizational commitment contributes more to Organizational Citizenship Behavior (OCB) than job satisfaction.

The Effect of Spiritual Leadership on Employee Engagement: The Role of Organizational Commitment as an Intervening Variable

The purpose of this paper is to determine the influence of spiritual leadership on employee engagement with organizational commitment as an intervening variable. This research used a quantitative approach to reveal the relationship between research variables with Structural Equation Modeling (AMOS-SEM) as a data analysis tool. The findings of this research are Spiritual Leadership has a positive and significant influence on employee engagement. Organizational commitment has a positive and significant influence on mediating spiritual leadership to employee engagement. This research provides a new perspective on Human Resource Management with KSPPS BMT UGT Nusantara as the research object