Sense Of Commitment Research Articles

Effects of “We”-framing and partner number on 2- and 3-year-olds’ sense of commitment

Committed partners feel normatively bound to one another. This normative pressure causes partners not to abandon one another for attractive alternatives. Research suggests that this sense of commitment emerges at around 3 years of age. This study investigated effects of partner number and linguistic “we”-framing on 2- and 3-year-olds’ commitment (N = 48 per age group). One or three puppet partners framed a boring game as something either “we” or “you” are doing. As participants played with their partner(s), a fun, alternative game appeared. Two-year-olds remained longer with partner(s) before abandoning them following “we”-framing compared to “you”-framing, particularly when committed to a group of partners. There were no reliable effects on 3-year-olds, who readily abandoned their partner(s). This is the first report of a manipulation that reliably influences 2-year-olds’ sense of commitment. These results may suggest a not-fully-normative, partner-based sense of responsibility in 2-year-olds, though additional research is warranted.

Ethical care in patients with Covid-19: A grounded theory.

Providing ethical care during the Covid-19 pandemic has become an inevitable challenge due to facing limitations such as fear of contracting the disease, lack of equipment and emergence of ethical conflicts; So that there is no clear picture of how to provide ethical care for patients with Covid-19. The study aimed to explain the ethical care process of patients with Covid-19. This qualitative study was conducted in 2021-2023 using the grounded theory research method. Data were collected through conducting 21 semi-structured interviews with 19 participants (16 staff nurses, and 3 supervisor). Sampling was started purposively and continued theoretically. Data analysis was performed by the method proposed by Strauss and Corbin. The results indicated that starting the process with a problem means a challenge of how to do the right or correct thing for the patient. This process is driven by the feeling of duty and inner commitment to do the right thing. The sense of responsibility or commitment is directly related to the degree of faith in a person. The actions that a nurse takes to fulfill her sense of commitment is called the faith-based behavior process. The process of behavior based on faith is done through two steps. Attaining the satisfaction of God and as well as the satisfaction of one's conscience is the nurses' ultimate goal of doing the right work and being committed. The process of ethical care of patients with Covid-19 can be different according to the degree of faith and environmental conditions. A higher level of faith and more helpful environmental conditions, the greater the nurse's inner commitments in the first and second steps, as a result, the satisfaction of God and conscience will be greater.

Unveiling the Hidden Dynamics: exploring causative factors and impact of employee turnover on organisational performance.

Employee turnover is a widely recognised subject in an organisational setting. Although academics and organisational human resource departments have accepted the fact that employee turnover can have a disastrous impact on the organisation, there are limited studies conducted on the causative factors and effects of employee turnover in organisations. Therefore, this study helped to highlight some of the causative factors triggering employee turnover and their impact on an organisation. In addition, the study also suggests vital strategies for mitigating and reducing employee turnover. In line with the preceding assertion, the cross-sectional qualitative study taking into consideration conference papers, government periodicals, chronological documents, and mainly secondary and primary sources were used. Online search engines such as Scopus, EBSCO, Emerald, science direct, and unrestricted web service search engines such as google scholar and Mendeley demonstrated to be valuable database resources. The finding indicated that performance appraisal feedback, job insecurity, stress and work overload, death, and compensation are significant factors responsible for employee turnover was also deduced that employee turnover can affect organisational performance through ineffectuality in the delivery of service, increase in workload, errors in work processes and reduction in sense of loyalty. However, findings also postulated that training and development, competitive benefits and compensation, effective leadership, and job satisfaction are key procedures that help in reducing and mitigating employee turnover.

Providing 0.1 Full-Time Equivalent (FTE) Support to Fellowship Core Faculty Improves Faculty Involvement in Fellowship Education and Recruitment.

In 2022, the American Council for Graduate Medical Education (ACGME) recommended that core faculty (CF) in medical subspecialty fellowships receive at least 0.1 full-time equivalent (FTE) salary support, with plans to enforce compliance in July 2023. After early feedback raised concerns about potential unintended consequences, ACGME deferred enforcement to July 2024. Hence, there is an urgent need to understand the ramifications of providing FTE support for CF. In 2020, the Yale hematology and medical oncology (HO) fellowship program began providing 0.1 FTE support to all CF. Perceptions regarding this were assessed via surveys distributed to all CF in 2021 and 2022 and to all HO fellows in 2021. The vast majority (83.3%) of CF survey respondents reported improved job satisfaction and an increased sense of involvement in the fellowship program as a result of the new 0.1 FTE-supported CF program. Most CF increased attendance at fellowship conferences, devoted more time to mentorship, and increased participation in recruitment. In free text comments, CF respondents described that providing 0.1 FTE support made them "feel rewarded," gave them "a sense of commitment" to the fellowship, and helped "offset clinical requirements." HO fellows reported "a positive impact" of the new program with faculty being "more present at lectures." The median number of times faculty were available to interview fellowship applicants rose markedly after introduction of the program. The FTE-supported CF program was viewed enthusiastically by fellows and faculty, resulting in increased CF involvement in fellowship education and recruitment.

Recruitment of Honorary Teachers in Public Elementary Schools

The teacher is one of the factors that determine the success of education. Honorary teachers are a reality in Indonesia's education sector, including in public elementary schools. This research explores the meaning related to the recruitment of honorary teachers in public elementary schools. The research adopts a qualitative approach with a phenomenological method. The data in this study are transcripts of in-depth interviews with informants. Fourteen informants in this study comprised twelve honorary elementary school teachers and two school principals. There are three stages of data analysis data reduction, data presentation, and drawing conclusions. This research found that public elementary school s employ honorary teachers to address teacher shortages. Each honorary teacher has their own reasons for registering as an honorary teacher, such as job opportunities, bringing happiness to their parents, and a sense of dedication. Public elementary schools can recruit honorary teachers even if they do not have a PGSD degree. The implications of this research are related to meeting the needs of teachers in public elementary schools, increasing the welfare of honorary teachers, and teacher recruitment that takes into account the suitability of educational qualifications.

The content and structure of the educational discipline "Military-patriotic education" for the preparation of applicants for the specialty 017 "Physical culture and sports"

The full-scale war in Ukraine determined the educational strategy of the state regarding the organization and implementation of military-patriotic education and military-patriotic training of youth. The article presents the content and elements of the structure of the educational discipline "Military-patriotic education" for the preparation of applicants for the "Physical culture and sports" specialty. Research methods used: analysis of educational and methodological literature; study of scientific publications on the subject of research; systematization and generalization of information; study of regulatory documentation regarding the organization of the educational process in institutions of higher education.
 The training course contains three credits, 2 content modules: the basics of military and patriotic education; physical and military training. The goal of the educational discipline is to form the affirmation of national identity, patriotic consciousness, a sense of loyalty and love for Ukraine, readiness to fulfill the civic and constitutional duty to protect national interests, territorial integrity and independence of Ukraine based on real heroic examples of Ukrainians.
 The educational course includes the following topics: structure and content of military-patriotic education; history of the Ukrainian army and military service; state symbols of Ukraine; military and patriotic games; general physical training; fire training; topographic preparation; tactical training; tactical medicine.
 During the study, relevant competences are formed. The system of values, which Ukraine demonstrates by its own example and the highest price of Ukrainian Heroes, is assimilated; the formation of patriotic values, education of respect and dignity, features of the Ukrainian mentality; acquisition of skills and abilities in military applied training.

Impact of leadership styles on employee performance in small and medium enterprises

This study focuses on the relationship between leadership styles and employee performance within the framework of European small and medium enterprises (SMEs). The study conducted interviews with 50 leaders and employees of different SMEs to collect data and reach the findings. The study shows the mixed influence of leadership styles and contextual moderation through qualitative interviews of leaders and employees from various SMEs in Europe. It sheds a spotlight on the various styles of leadership that typify many European SMEs, such that transformational leadership dominates significantly. The sense of dedication and zeal encouraged by charismatic leaders prompts professionals to action. Transactional leadership, however, does facilitate task-oriented accomplishment but it adversely affects employee’s vitality. The lack of common feedback on laissez-faire leadership highlights the essence of flexibility and considering the preferences of team members. Social psychological and other contextual aspects — organizational culture and the SME developmental stage — are, therefore, very important moderators of styles. With transformational leadership, innovative SMEs can thrive; transactional leadership might cause SMEs from regulated industries to grow fat on them. The preferential leadership according to the start-ups and the mature SMEs is different. Its implications for practice point out the importance of coherence with respect to the personality style of the leader concerning the context of the organization and the needs of employees.

Tourism Village Management Strategy Based On Sense Of Mission And Sense Of Commitment

This study aims to describe the management of a tourism village in the form of teak wood stockpiling and used as a tourism sector by the Perhutani of Benculuk Village by empowering the surrounding community based on a sense of mission and a sense of commitment. The approach used in this research is descriptive qualitative, and the method of data collection is in the form of interviews conducted with informants who have an interest in managing Djawatan Tourism Village. Analysis of the data obtained was carried out through data collection, data verification, data presentation and drawing conclusions. The results of the study show that the management of teak wood hoarding which is used as a Tourism Village in practical implementation is based on the ACTORS theory and Sense Of Mission and Sense Of Commitment with the aim of minimizing the unemployment rate of the surrounding community. Perhutani has a specific strategy for approaching the community in managing the teak wood stockpiling area so that it becomes a developing and advanced tourism village, so that the surrounding community becomes prosperous, lives happily, and avoids poverty

Assessing an Indonesian Credit Union’s Internal Control Using COSO ERM Framework: A Case Study at Credit Union Kridha Rahardja

COSO ERM framework has been widely used for assessing the quality of internal control in many forprofit companies. However, there is still limited application of COSO ERM Framework for non-profit organizations and social enterprises with dual objectives like credit unions. This research evaluates how effective and comprehensive the implementation of internal controls is within a Credit Union in Indonesia, a member-based social enterprise offering financial services to middle-low-income groups. This is a collaborative case study of the researcher and the practitioners of the credit union. Participants shared their perspectives through questionnaire feedback, interviews, and focus group discussions, to examine the control activities within the organization and identify risks that may impact the organization’s goals. The findings suggest a critical demand for forming an operational manual with detailed structures and policies. Furthermore, the sense of loyalty is the key to enhancing members’ participation in various activities within the organization.

Citizens participation and local government responsiveness in Enugu State, Nigeria (2008-2015)

Citizen participation entails transparency, accountability, inclusiveness, efficiency and effectiveness to enhance trust in governance through consultative and joint decision-making process in line with the wellbeing of citizens’. The paper portends that if citizens are allowed to partake in decision making, the system will respond satisfactorily to the collective preferences of its populace. Nigeria local governments are shrouded in secrecy without citizens’ involvement in government activities. The drivers of local authorities carryout their functions without any sense of loyalty, responsiveness, and accountability to people at the grassroots but to governors and godfathers in Nigeria with particular reference to Enugu state. Secondary source of data were consulted and content analysis were employed to determine the relevance of the materials, theories were used to explain the relationship of the variables. The paper recommends that Nigeria local government need a well democratic structure of local authorities to enhance citizen participation in governmental activities. There need to be some legal mechanism in place for elected officials to involve citizens in planning, execution, and evaluation of programmes and projects in their area. This will serve as a fertile ground for community leaders and traditional rulers to contribute their own quota for national development at the grassroots.

MANAGEMENT OF THE EDUCATIONAL PROCESS ORGANIZATION MUNICIPAL INSTITUTION "POLTAVA REGIONAL CENTER OF NATIONAL PATRIOTIC EDUCATION, TOURISM AND LOCAL HISTORY OF STUDENTS OF POLTAVA REGIONAL COUNCIL" UNDER MARTIAL LAW

The article analyzes the management of the educational process of institutions of out-of-school education under martial law. On the example of the educational activity of the Municipal Institution "Poltava Regional Center for National Patriotic Education, Tourism and Local History of Students of the Poltava Regional Council," a purposeful process and result of training, education, development and socialization of the individual are described, aimed at strengthening patriotic values, beliefs and respect for the cultural and historical past of Ukraine in the consciousness and feelings of the individual. Priority directions of activity and ways of realization of certain tasks are defined. The mechanisms of cooperation of the institution with institutions of general secondary, out-of-school and professional (vocational) education, especially the involvement of students among internally displaced persons in the educational process are described.
 Currently, in the Poltava region, considerable attention is paid to national and patriotic education. Powerful work is being done on the formation of a high patriotic consciousness, a sense of loyalty, love for the Motherland, concern for the well-being of one's people, readiness to fulfill the civic and constitutional duty to protect the national interests, integrity, independence of Ukraine in the young generation, promoting its establishment as a legal, democratic, social state. The most important priority of national-patriotic education is the formation of a valuable attitude of the individual towards the Ukrainian people, the Motherland, the state, and the nation.

The Correlation Between the Principal’s Leadership Style and the Commitment of Teachers in Arab Schools in Israel

Abstract The present study examines the influence of the principal’s leadership style on the teachers’ commitment. The research question is: What is the correlation between the school principal’s leadership style and teachers’ sense of commitment? The research population is from The Triangle, a concentration of Israeli Arab towns and villages adjacent to the Green Line. The settlements are home to approximately 300,000 Arab citizens of Israel, representing about 24%% of Israel’s Palestinian Arab population who are Muslim. 352 teachers participated in the study, of which 275 were women (78.1%), and 77 were men (21.9%), most of them in the age range of 35-55. The teachers teach in middle schools and high schools. The research tools used in the study include two questionnaires: 1) Multi-factor Leadership Questionnaire – MLQ by Bass and Avolio [1990], which includes 36 items that measure nine leadership styles indices. 20 items examine transformational leadership, 12 items examine transactional leadership, and 4 items examine Laissez-faire leadership. 2) The Allen and Meyer [199] commitment to school questionnaire. The questionnaire includes 16 items, 8 first items examine affective commitment to the organization and 8 last items examine continuing commitment to the organization. The scale is between 1 and 4. Hypothesis H1 was confirmed, the study findings showed that there are positive relationships of moderate and significant strengths between all leadership indicators and commitment indicators while high levels of leadership (transformational, transactional and laissez-faire) the teacher reported about his principal, are associated with high levels of affective and continuance commitment. In addition, it was found that the relationship between transactional leadership and affective commitment is (slightly) stronger than the relationship between transformational leadership and affective commitment.

The Weight of Witnessing: Commitment, Expectation, and Responsibility in Child Protection Ethnography

Abstract The practice of witnessing holds particular power regarding the question of how best to assure children’s wellbeing. This is especially true for the field of internationally initiated attempts at child protection, often against corporal punishment, as I have explored them in Zanzibar, Tanzania. Acts of witnessing are imbued with a sense of commitment, with a variety of expectations, and with a certain obligation, or responsibility, to act upon what one comes to see or know. In order to understand witnessing as a relational and collaborative process first, rather than as an anthropological self-identification, I propose to think with witnessing as having a weight, and of potential ways to reconsider how this weight of witnessing may be distributed differently, in child protection ethnography specifically, and anthropology more generally.

Ethical Leadership and Employee’s Performance in Lagos State Government-Office of the Auditor General

Ethical leadership is leadership that is directed by respect for ethical beliefs and values and for the dignity and rights of others. This study examined the effects of ethical leadership on employee performance in Lagos State Government-Office of Auditor General. The objectives of the study were to: examine the effect of ethical leadership on employee effectiveness in Lagos State Government-Office of the Auditor General; investigate the effect of ethical leadership on employee job satisfaction in Lagos State Government-Office of the Auditor General and evaluate the influence of ethical leadership on employee productivity in Lagos State Government-Office of the Auditor General. The study adopted a descriptive survey research design on a population of 381 of Lagos State Government-Office of Auditor General. Purposive sampling technique was employed in administering the research instrument. The research instrument employed was a questionnaire. Data were gathered from primary source. The research instrument employed was a self-constructed 5-point Likert scale questionnaire. The research instrument was validated through content validity and a Cronbach alpha reliability test of 0.875, 0.895 and 0.823 indexes were conducted. The results of the study revealed that ethical leadership has a significant influence on employee effectiveness, job satisfaction and productivity. Thus, the study recommended that the leadership of the commission should adopt equal treatment of its staff to help improve the quality and increase employees’ sense of commitment towards their job.

NATIONAL PATRIOTIC EDUCATION IS A PRIORITY DIRECTION OF THE EDUCATIONAL PROCESS IN EXTRACURRICULAR EDUCATION INSTITUTIONS

The article theoretically substantiates the theoretical and methodological aspects of national-patriotic education of youth in extracurricular education institutions of Ukraine, which allows to determine the prospects of their use in the conditions of modernization of the education system and preservation of the best traditions and creation of modern standards of extracurricular education. It is established that in modern conditions the activity of extracurricular education institutions is an actual means of forming positive motives for the educational and cognitive activity of young people and national-patriotic education of young people. The aim of article is to determine the theoretical and methodological foundations of national and patriotic education of youth in extracurricular education institutions. To achieve the goal, theoretical analysis of scientific works, synthesis, comparison and generalization of approaches to the definition of theoretical aspects of national-patriotic education of youth in extracurricular education institutions were used. It has been proven that the national-patriotic education of children and youth is a complex systematic and purposeful activity of state authorities, public organizations, families, educational institutions, and other social institutions regarding the formation of a high patriotic consciousness, a sense of loyalty, love for the Ukraine in the young generation, concern for the well-being of their people, readiness to fulfill their civic and constitutional duty to protect the national interests, integrity, independence of Ukraine, and support its establishment as a legal, democratic, and social state. It has been proven that extracurricular work is an informal parallel education capable of quickly and mobility responding to changes in the social environment.

Increasing Employees’ Efficiency through Workforce Management

The study aims to find out the degree of influence of different factors affecting workforce management and to suggest some measures to increase the workforce management by strengthening the HR factors taken under study. It is a descriptive study. The organization studied is a top Indian real estate company in Delhi. The sample size of the study is 30. The study indicates that workforce management procedure has been effective and systematic to a large extend. Nevertheless, there has been more apprehension/disagreement from some quarters/section of the employees. This is indicative of the fact that there’s always a room for improvement and enhancement. Referral should be taken on priority basis as it is a speedy source of recruitment and gives the sense of loyalty among the employees. Performance appraisal should be undertaken on regular basis and proper feedback on performance should be given by the superior.

Endomarketing Management and Staff Engagement of a Municipality in Peru

Purpose: To determine the relationship between endomarketing management and staff engagement in a municipality in Lima-Peru. Theoretical framework: Kotler and Amstrong (2014) argued that endomarketing consists of the application of theories, techniques, rules of strategic marketing and human resource management at all levels of the organization, seeking to continuously improve the service offered to employees or internal customers. In this sense, employees are seen as corporate partners who need to feel satisfied, so that they work motivated and committed to provide high quality products and services that meet the expectations of the consumer public. Also, Rosen (2020) stated that engagement occurs when employees feel part of the company, i.e., they have an internal incentive, a broad motivation and a sense of commitment quite genuine, it has an exponential growth, as they themselves intervene by contributing novel ideas and care to identify problematic situations. Design/methodology/approach: As stated by Agudelo et al. (2008) the variables were not manipulated, so the design was non-experimental. Likewise, Bernal (2016) argued that, when performing calculations for a research it is of quantitative approach, and if it intends to relate two or more variables it is a correlational work, Likewise, Morgan et al. (2019) argued that as it has been started from hypotheses that can be corroborated or refuted to confront events, the method was hypothetical deductive. And taking into account what was proposed by Salkind, & Bruce (2021), the cut is transversal because the collection of information has been carried out in a limited time frame. Findings: It is evident that 58.82% consider endomarketing to be good, not so far from the average level of 41.18% who observed it to be fair and there were no expressions of finding it bad; in the case of engagement, a considerable 70.59% find it good, which is quite far from the opinion of 27.06% who consider it to be acceptable and only 2.35% perceive engagement to be bad. Research, Practical & Social implications: On the other hand, in the practical argumentation, stated Salkind, & Bruce (2021), reference is made to the fact that with the results obtained corrective measures can be taken to optimize the services of the municipality, which finally leads to a social argumentation, as the users of local government services benefit. Finally, according to Hernández et al. (2014), the social justification is due to the fact that, if the appropriate corrective measures are applied, the users of local government services will benefit. Originality/value: The present work is methodologically postulated because the questionnaires have been adapted for the public sector and the concepts were discussed with an expertise and depth that may be useful in the future for those interested in delving into the conceptions of the variables.

Empowered learning in school: A scoping review

A high degree of motivation, a sense of commitment, self-efficacy and the ability to make the right choices are the characteristics of empowered learners. With education being seen as preparation for life, educators are increasingly pressured to develop curriculum and pedagogy that assist learners to become empowered. Based on the theoretical framework developed by Arksey and O’Malley, the present study reviewed 16 empowered learning intervention studies at the school level published between the years 1995 and 2021 as well as provides an extensive summary of empowered learning enhancing interventions conducted in schools. This study highlights the concept of empowered learning, features and scope of interventions directed towards empowered learning of students at schools and the role of empowered learning in schools. Notwithstanding varied intervention results, the findings of this study indicate that empowered learning interventions produce highly motivated students with a sense of commitment and self-efficacy. This review also identifies the need for more pure experimental studies and a commonly accepted theory on empowered learning as a single concept.

The effect of psychological contract, employer branding and job satisfaction on turnover intention: Organizational commitment as moderating variable at start-up IT company

IT-startup is an organization that starts a business in the technology field. The problem that is often faced is high-turnover. The reality of business processes takes a long time to develop into large companies. One of the potential factors in business success is human resources. The present study analyzes the direct and indirect effects of the psychological contract, employer branding, and job environment on turnover intention in IT start-up companies. Organizational commitment was employed as the moderating variable. The study was conducted in several IT start-up companies in Jakarta, focusing on four business fields: educational technology, IT consulting, software and hardware, and IT infrastructure. Respondents were 182 employees of IT start-up companies, recruited using a purposive sampling technique. Applying Partial Least Square, this study found that psychological contract, employer branding, and job environment, directly and indirectly, affect turnover intention. Organizational commitment was found to have the most significant direct effect on turnover intention. Meanwhile, employer branding exhibited the most significant indirect effect on turnover intention. IT start-ups need to strengthen their psychological contracts, employer branding, and job environment to reduce high turnover. IT start-ups must provide a conducive job environment to support employee work processes. This strengthens the psychological aspect of employees to stay afloat in the long term. A sense of loyalty, high commitment, and professionalism must be instilled in all employees as part of efforts to strengthen the psychological contract. The business success of an IT start-up becomes a good branding employer so that it is able to recruit potential human resources candidates. IT start-up companies need to strengthen their psychological contract, employer branding, and job environment in order to minimize turnover intention. Employees are a long-term investment for a company’s business sustainability, and their ideas, creativities, and innovation are pivotal for the company.

The Enterprise at the Service of Society in the 21st century

The Enterprise at the Service of Society in the 21st century