Significant Predictor Of Organizational Commitment Research Articles

Organization resilience and organizational commitment: The roles of emotion appraisal and psychological safety

Purpose: The study examines the mediating effect of self-emotion appraisal and other-emotion appraisal on psychological safety, individual resilience, and organizational commitment at the workplace. Design/methodology/approach: This study generated 140 survey responses from workers in diverse occupations and industries during the COVID-19 pandemic. A mixed-methods data analysis was conducted. Hierarchical regression analysis was employed to test the hypotheses, and process macroanalysis was used to generate the mediation analysis. Qualitative data analysis through thematic coding was adopted to interpret the respondents’ written opinions and narratives. Findings: The results revealed that self-emotion appraisal strongly correlates to resilience, but evaluation of self-emotion has no effect on organizational commitment. Other-emotion appraisal and psychological safety are not significant predictors of resilience at the workplace. Rather, psychological safety is a significant predictor of organizational commitment. The qualitative analysis generated from the respondents’ narratives provides deeper insight into the quantitative results. Additional data that emerged from the qualitative interpretation revealed other factors that are related to emotional appraisal, psychological safety, resilience, and organizational commitment. Practical implications: The findings shed light on the need to understand an individual’s emotional appraisal when instilling workplace resilience. Further, promoting psychological safety, such as by involving employees in the change process, managing fairness perception, and eliciting trust, enhances organizational commitment in the workplace. Integrating open communication, management intervention, and coaching programmes should form part of the employee engagement and development functions to help build organizational resilience and commitment. Originality/value: This research is an original contribution conducted during the global health crisis that led to abrupt changes in the workers’ lives and the workplaces in Singapore. Research implications: This present study demonstrated constructive findings on emotion regulations and perceived psychological safety associated with resilience and commitment amid the disruptive changes in work practices at the workplace. Further, the outcome of the study shows the mediating effect of self-emotional appraisal on psychological safety and resilience. The result draws parallels with past literature that showed that individuals who appraised their emotions tended to recalibrate and recognize their subjective behaviour and take actions to modify it. Social implications: Emotion regulation connotes employees’ emotion coping strategies, and research showed that emotion reappraisal produces a positive effect on workplace relationship quality.

PENGARUH KEPEMIMPINAN ETIS, KEPEMIMPINAN TRANSFORMASIONAL, DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI: STUDI KORELASIONAL PADA PEGAWAI KABUPATEN LEBAK

<p><em>Our study examines the effect of ethical leadership, transformational leadership, and job satisfaction on organizational commitment. Quantitative, cross-sectional, and questionnaire methods administered to ninety employees of the Lebak Regency in Banten as data in this study. The discussion is based on data processing which analyzed by multiple regression both partially and simultaneously to obtain a significant predictor of organizational commitment. We obtained several findings including that ethical leadership has a positive effect on organizational commitment, transformational leadership has a partial positive-effect on organizational commitment, job satisfaction has a partial positive-effect on organizational commitment, and simultaneously a positive influence on ethical leadership, transformational leadership, and job satisfaction towards the organization commitment. The contribution of this research adds to the literature and proves that the intended study will be important for other district organizations in Indonesia</em>.</p>

Emotional Intelligence and Organizational Commitment - Application of the Goleman’s Model of Emotional Intelligence

This study aims to examine the role of emotional intelligence (EI) in explaining the organizational commitment by applying the Goleman’s model (1998) of emotional intelligence. Though EI is a relatively recent phenomenon, it has a significant role in contemporary organizations, particularly in employees’ commitment towards their organization. Very little work has been evident so far by taking the Goleman’s model to explain the role of EI in employees’ commitment towards organizations. Hence, this study explores this relationship by considering the competencies explained in Goleman’s model. For this purpose, the current study has taken the NGO sector operating in Saudi Arabia. A sample size of 100 was selected; however, only seventy responses for the questionnaires were received back on which the analysis was done. The results compiled from the multiple regression model, indicated a weak but direct relationship between the tenets of emotional intelligence and organizational commitment. Nonetheless, here, the significant aspect is that not all components of Goleman’s model were related to organizational commitment. Rather only self-management and relationship management were found to be significant predictors of organizational commitment. On the other hand, self-awareness and social awareness had no role to play in organizational commitment. Hence, this might be concluded that the NGOs should focus on these components of emotional intelligence to foster organizational commitment in their employees.

Demographic Variables, Perceived Work Stress, and Job Satisfaction as Predictors of Organizational Commitment in Nurses During the COVID-19 Pandemic

Organizational commitment, defined in nursing as the degree to which nurses identify with the goals and direction of their hospital, affects the willingness of nurses to participate actively in work tasks. This study was designed to explore the predictive value of demographic variables, perceived work stress, and job satisfaction with regard to organizational commitment in nurses. This cross-sectional study used an internet survey that included the Stress Scale on COVID-19 Patient Care, McCloskey/Mueller Satisfaction Scale, and Organizational Commitment Scale to collect data from 189 nurses at a hospital in southern Taiwan. Data analysis was conducted using SPSS/Window 22.0. Societal support and job satisfaction were identified as the most significant predictors of organizational commitment during the COVID-19 pandemic, explaining 47% of the total variance in organizational commitment (F [17, 171] = 8.79, p < .001). Level of perceived work stress averaged 48.3 (SD = 15.4), which is slightly higher than the median, and was highest among the participants who were married and had young children. The stress was mainly associated with social isolation. Those participants with a bachelor's degree or higher, a monthly income >NT$70,000, or with children reported relatively higher levels of job satisfaction and organizational commitment. The results provide a valuable guide to hospital management. To strengthen the organizational commitment and work dedication of nurses and to minimize pandemic-related staff attrition hospital management should work to ensure their nurses receive sufficient societal support and are satisfied with their jobs.

Predictors of Organizational Commitment: An Empirical Evidence from FMCG Sector in Oman

The paper attempts to identify the significant predictors of organizational commitment among select FMCG employees in Sultanate of Oman. Quantitative approach has been used to study the influence of demographic variables and work environment on organizational commitment. Data were collected from the 100 employees through the questionnaires. In the sample, there were 60 male and 40 female employees. Data were analyzed by using appropriate statistical tests like mean, standard deviation, correlation coefficient and regression analysis. Study revealed that FMCG employees reported moderate level of scores on work environment and organizational commitment. Correlation analysis indicated that age and job experience showed the positive significant relationship with organizational commitment, affective commitment, continuance commitment and normative commitment. The positive and significant relationship is also found between work environment, job contents, supervision practices, pay, promotional practices, coworkers and organizational commitment. Regression analysis showed that age, job experience, supervision practices, pay and promotional opportunities emerged as the significant predictors of organizational commitment.

Workplace Spirituality as a Predictor of Organizational Commitment Among IT Employees

The need for exploring and imbibing new management concepts in the workplace is always on the rise. Organizations spend huge financial resources to find out new and efficient ways to manage their workforce. The present study seeks to understand the role of workplace spirituality in determining organizational commitment among IT employees in India. A quantitative approach is adopted by using the Workplace spirituality scale by Petchsawang and Duchon (2009) and Organizational commitment scale by Allen and Meyer (1990). Data collection is then followed up by correlation and regression analysis. The findings indicate a strong positive correlation between the two variables. Furthermore, workplace spirituality is also established as a significant predictor of organizational commitment. The findings of the research enumerate on how the increase of workplace spirituality can increase the rate of organizational commitment among a workforce. Future research in this field, can be a segue for more co relational studies in relation to workplace spirituality and strengthen the idea and its usage in the business environment. It can lead to top managements leading a very reliable and efficient workforce. A workforce that is not only motivated but also dedicated to subscribe and own the values of the organization.

Organizational Citizenship Behaviour and the Mediating Role of Organizational Commitment: A Study of Private Universities

This study aims to perpetuate the investigation of organizational commitment and its mediating role as it is one of the most crucial components in understanding organizational behaviour. A total of 324 samples were collected from the academics of 20 private universities in Malaysia. Partial Least Squares Structural Equation Modelling (PLS-SEM) using SmartPLS3.0 was used to perform the latent variable analysis. The results indicate transformational leadership, organizational culture, and organizational justice are the significant predictors of organizational commitment, and organizational commitment, in turn, is found to be a strong predictor of organizational citizenship behaviour. Moreover, the results of mediating analysis highlight that organizational commitment significantly mediates the hypothesized relationship. The implications of the findings are discussed and recommendations for future research are proposed.

Enhancing Miner’s Commitment through Corporate Social Responsibility: Evidence of the Mining Sector

Several studies have assessed the different dimensions of corporate social responsibility (CSR), literatures have been emerging in studying the impact of CSR in different sectors. Few are looking at its effect inside the organization, such as its effects on the workers. Therefore this research aims to investigate the dimensions of CSR within the mining sector and its effect on the organizational commitment. The proposed model was tested on a sample of 415 employees within the mining sector of the Democratic Republic of CONGO. Statics techniques and tools were used in this research such as a linear regression model in determining the linear relationship between the dimensions of CSR and the commitment, regression path analysis using Lisrel to show the strength of the relationship. The findings revealed that 3 dimensions of CSR (economic, legal and environmental) were significant predictors of organizational commitment. Management within the mining sector of DRC, ought to recognize the fact that workers who perceive good social responsibility of their organizations, develop emotional attachment and sense of obligation to their organization and are most likely to be committed to the organization, workers had neutral perceptions about the Philanthropic activities of the mining firms and this dimension was insignificant. Keywords: Corporate Social Responsibility, Mining Sector, Employees, Organizational Commitment. DOI: 10.7176/JESD/11-20-13 Publication date: October 31 st 2020

Burnout on Employees Organizational Commitment: Five Star Hotel Employees

Purpose - The purpose of this study is to examine the effects of burnout on employees’ organizational commitment in five-star hotels, in Turkey. Design/methodology/approach – The study was conducted on 443 employees: 323 males and 120 females. The study composed of two analyses. First, the relationship between employee organizational commitment and burnout was investigated using Pearson Product-Moment Correlation Coefficient. Second, Multiple Linear Regression was applied in order to test organizational commitment as a function of three dimensions of burnout. Findings – According to the Pearson Product-Moment Correlation Coefficient findings, emotional exhaustion has a positive effect on employees’ organizational commitment and but not statistically significant. On the other hand, personal accomplishment and depersonalization is negatively related to organizational commitment and statistically significant. Moreover, with Multiple Linear Regression analysis, dimensions of employee burnout were found to be significant predictors of organizational commitment. Discussion –The findings of the study potentially affect hotel employees by identifying the effects of burnout on employees’ organizational commitment in five-star hotels, in Turkey. This study provides meaningful implications for the hospitality industry in terms of burnout and organizational commitment.

Effects of Nurse-Physician Collaboration on Nursing Performance and Organizational Commitment in Intensive Care Unit Nurses

Purpose: This study was done to identify the effects of nurse-physician collaboration on nursing performance and organizational commitment in intensive care unit (ICU) nurses. Methods: A cross-sectional survey was used and data were collected from 203 ICU nurses working in two advanced general hospitals and two general hospitals. Data were analyzed using descriptive statistics, independent t-test, One-way ANOVA, Scheffe test, Pearson correlation coefficients and Hierarchical multiple regression with SPSSWIN 23.0 program. Results: The sub-domains of nurse-physician collaboration were as follows: 3.77±0.51 for sharing of patient information, 3.36±0.65 for decision-making process on the cure or care, and 3.20±0.72 for relationship between nurse and physician. Nurse-physician collaboration was significantly positively correlated with nursing performance and organizational commitment. Regression analysis showed that nurse-physician collaboration explained an additional 24.9%p of nursing performance and an additional 13.4%p of organizational commitment. "Sharing of patient information" and "Relationship between nurse and physician" were significant predictors of nursing performance. ‘Relationship between nurse and physician’ was a significant predictor of organizational commitment. Conclusion: These results provide evidence that the collaboration between nurses and physicians should be enhanced in terms of sharing patient information and mutual respect, to improve nursing performance and organizational commitment of ICU nurses.

Investigating Organizational Culture among Civil Servants Organizational Commitment

This study aims to explore the effects of Organizational Culture on organizational commitment of Civil Servants in an Indonesia context. The sample comprised of 71 Civil Servants working at Cilegon City Government in Indonesia which were selected by a multistage stratified sampling method.. A scale that aimed to measure the Civil Servants’ Organizational Culture and their organizational commitment was used to collect data. Mean scores, Pearson moment correlation coefficients, and simple linear regression analyses were carried out to analyze data. The Findings Short that Positive relationships between organizational culture and organizational commitment. The results indicated that organizational culture was a significant predictor of organizational commitment.

Factors Affecting Organizational Commitment in Navy Corpsmen.

Organizational commitment is a psychological state that has a strong impact on the likelihood that employees will remain with an organization. Among military personnel, organizational commitment is predictive of a number of important outcomes, including reenlistment intentions, job performance, morale, and perceived readiness. Because of the unique challenges and experiences associated with military service, it may be that organizational commitment is even more critical in the military than in civilian populations. Despite the essential role that they play in protecting the health of other service members, little is known about the factors that influence Navy Corpsmen's organizational commitment. This study investigated demographic and psychosocial factors that may be associated with organizational commitment among Corpsmen. Surveys of organizational commitment and possible demographic and psychosocial correlates of organizational commitment were completed by 1,597 male, active duty Navy Corpsmen attending Field Medical Training Battalion-West, Camp Pendleton, California. Bivariate correlations and hierarchical multiple regression analyses were used to determine significant predictors of organizational commitment. Of the 12 demographic and psychosocial factors examined, 6 factors emerged as significant predictors of organizational commitment in the final model: preservice motivation to be a Corpsman, positive perceptions of Corpsman training, confidence regarding promotions, occupational self-efficacy, social support for a Corpsman career, and lower depression. Importantly, a number of the factors that emerged as significant correlates of organizational commitment in this study are potentially modifiable. These factors include confidence regarding promotions, positive perceptions of Corpsman training, and occupational self-efficacy. It is recommended that military leaders and policy-makers take concrete steps to address these factors, thereby strengthening organizational commitment among Corpsmen. Further research is needed to identify ways in which organizational commitment could be strengthened among Corpsmen.

Organizational Commitment and its Predictors among Nurses Working in Jimma University Specialized Teaching Hospital, Southwest Ethiopia

Background: The idea of organizational commitment has intuitive appeal because of the relationship of commitment to turnover, absenteeism, and organizational performance. All of these are important to healthcare executives who are attempting to stabilize a nursing workforce in the presence of a growing nursing shortage. Objective: The objective of the study was to determine the level of organizational commitment of nurses and its predictors among Jimma University specialized teaching hospital nurses, Southwest Ethiopia. Methods: Institution based cross-sectional study design was conducted in Jimma University Specialized Teaching Hospital from March 2 to March 18, 2016 and systematic sampling technique was used to select a total of 242 study subjects. Data were collected using self-administered questionnaire and entered to Epi data version 3.1 and analyzed using SPSS version 16 software. One-way analysis of variance, independent sample T-tests and Multivariable linear regression analysis was conducted to identify predictors of organizational commitment and significance was checked at p<0.05. Results: The respondents mean score of organizational commitment was 70.45 ± 8.22 and only 72 (32.9%) of the nurses score high level of organizational commitment. The independent t-test and One-way analysis of variance result revealed educational status and working ward were significantly associated with organizational commitment. The multivariable linear regression showed that perceived organizational support (s=0.482, p<0.001), interpersonal relationship (s=0.303, p=0.008), job satisfaction (s=0.059, p=0.027), transformational leadership behavior (s=0.165, p<0.001), educational qualification (s=-1.860, p=0.02) and working ward (s=-0.585, p=0.018) were significant predictors of organizational commitment among nurses. Conclusion: The organizational commitment levels of nurses were low. Job satisfaction, perceived organizational support, transformational leadership behavior, interpersonal relationship, and working in ICU and OR are significant predictors of organizational commitment. Recommendation: Human Resource Management, CEO and Nursing Leaders of JUSTH shall participate nurses in managerial decision making, using improved communication skills and give appreciation for their contributions to the organization.

The Relationship between Personality Factors and Organizational Commitment of Iranian Primary School Principals

This study was conducted with the aim to study the relationship between personality factors and organizational commitment among a group of Iranian primary school principals. The sample included all the 108 primary school principals of Ardabil, a northern city of Iran. The study drew on a descriptive correlational research design. The research instruments consisted of The Sixteen Personality Factor Questionnaire (16PF) and Organizational Commitment Questionnaire (Meyer &amp; Alen, 1991).The data were analyzed through Pearson and Spearman correlations, Independent t-test and Mann-Whitney U-test. The results showed that there was a significant relationship between the personality factor of emotional stability and organizational commitment. In addition, there were negative significant relationships between the personality factors of self-assured, conservative and group-dependent and organizational commitment. However, no other personality factor was significantly correlated with organizational commitment. Moreover, no significant difference was found between male and female principals regarding their organizational commitment. As emotional stability was a significant predictor of organizational commitment and organizational commitment is associated with positive working outputs, it is highly suggested that organizations pay special attention to the personality features of the human resources for employment.

The effect of diversity management on teachers' organizational commitment and organizational citizenship behavior

The aim of this study is to investigate the effect of diversity management on teachers' organizational commitment and organizational citizenship behavior. The study was conducted following a survey model. The sampling consists of 464 amongst 1088 teachers who were working in Anatolian High Schools in the city center of Diyarbakır, Turkey in the academic year of 2013-2014. The sample for the study consisted of 464 teachers who were chosen using a stratified sampling method. The data were collected via "Diversity Management", "Organizational Commitment" and "Organizational Citizenship Behaviors" scales and analyzed statistically using regression analysis. The results of this study reveals that diversity management can be a significant predictor of organizational commitment and organizational citizenship behavior. Among the suggestions proposed based on the findings, the importance of composing policies which enable teachers to accept and internalize the aims and values of the school and setting contexts in which teachers can show voluntary behaviors is emphasized. According to these results, it is possible to indicate that respecting diversities and showing tolerance to them in order to provide higher level organizational commitment and organizational citizenship behaviors of teachers are important.

Perceived organizational commitment and job satisfaction among nurses in Albanian public hospitals: A cross-sectional study

Context: Organizational commitment and job satisfaction are the widely studied factors in management literature, which are evaluated as the major precursors of employees' performance. There is a lack of focus/research on commitment and job satisfaction studies in public hospital settings in Albania.Objective: The purpose of the study was to describe the nurses' organizational commitment and job satisfaction with regard to different dimensions of the job attributes.Design: It was a cross-sectional study utilizing the Albanian version of the organizational commitment and job satisfaction questionnaire and a demographic questionnaire.Setting: The study was carried out in three regional public hospitals in Albania.Participants: About 400 survey questionnaires were distributed in October till December 2011. Multiple follow-ups yielded 246 statistically usable questionnaires.Statistical analyses: Stepwise regression analysis and one-sample t-test were used to confirm the research hypotheses.Results: The results of the stepwise regression analysis demonstrated that satisfaction of the nurses with nature of the work, salary, and quality of the supervision explained a considerable percent variance in their commitment. However, they were relatively less satisfied with promotion opportunities and coworkers satisfaction.Conclusion: Nature of work, salary satisfaction, and quality supervision are significant predictors of organizational commitment. Yet nurses feel lack of promotion opportunities in public hospitals. Policy makers should provide better promotion opportunities combining intrinsic and extrinsic job rewards.

Influence of Psychological Empowerment on Organizational Commitment among Medical Employees in a Hospital Setting.

People within organizations are a key factor for efficiency. Thus employee empowerment has become a popular management strategy. The study aimed to investigate the relationship between psychological empowerment and organizational commitment among medical staff of a hospital in Zahedan city. This cross sectional study was carried out in 2013. A random sample of 172 medical employees in Khatam-ol-Anbia hospital at Zahedan city was selected and responded to items of the questionnaires using a 7-point Likert scale ranging from 1 to 7. For measuring psychological empowerment and organizational commitment, Mishra & Spreitzer's scale and Meyer and Allen's questionnaire were used. A higher score means a higher degree of psychological empowerment or organizational commitment. Analysis was carried out using SPSS. The level of organizational commitment and psychological empowerment significantly were higher than average. There was a significant positive relationship between employees' empowerment and their commitment to organization. Psychological empowerment was a significant predictor of organizational commitment (β = .524). Out of the five dimensions of empowerment three dimensions are significant predictors of commitment and explain 37.1% of the variance in commitment. Due to The positive influence of psychological empowerment on organizational commitment, programs for in-service education should focus on facilitating psychological empowerment to improve and increase organizational commitment. Also, since impact of employees psychological empowerment on organizational commitment partially supported, there are other variables that influence the organizational commitment.

Influence of Psychological Empowerment on Organizational Commitment among Medical Employees in a Hospital Setting

Introduction: people within organizations are a key factor for efficiency. Thus employee empowerment has become a popular management strategy. The study aimed to investigate the relationship between psychological empowerment and organizational commitment among medical staff of a hospital in Zahedan city. Methods: This cross sectional study was carried out in 2013. A random sample of 172 medical employees in Khatam-ol-Anbia hospital at Zahedan city was selected and responded to items of the questionnaires using a 7-point Likert scale ranging from 1 to 7. For measuring psychological empowerment and organizational commitment, Mishra &amp; Spreitzer’s scale and Meyer and Allen’s questionnaire were used. A higher score means a higher degree of psychological empowerment or organizational commitment. Analysis was carried out using SPSS. Results: The level of organizational commitment and psychological empowerment significantly were higher than average. There was a significant positive relationship between employees’ empowerment and their commitment to organization. Psychological empowerment was a significant predictor of organizational commitment (β = .524). Out of the five dimensions of empowerment three dimensions are significant predictors of commitment and explain 37.1% of the variance in commitment. Conclusions: Due to The positive influence of psychological empowerment on organizational commitment, programs for in-service education should focus on facilitating psychological empowerment to improve and increase organizational commitment. Also, since impact of employees psychological empowerment on organizational commitment partially supported, there are other variables that influence the organizational commitment.

Malaysian Computer Professional: Assessment of Emotional Intelligence and Organizational Commitment

Abstract The contribution of emotional intelligence towards organizational commitment has been extensively documented in the literature. This study was conducted to address this gap. Adopting a survey research methodology involving 115 Information Technology Professionals working in Malaysian Administration Modernisation and Management Planning Unit (MAMPU), the findings of the study reveal that out of the four clusters of emotional intelligence, only two turns out to be the significant predictors of organizational commitment. The findings further signify the importance of emotional intelligence in ensuring organizational commitment in the context of computer professionals.

The relationship between career anchors and organizational commitment

Aim: The purpose of this study was to examine the relationship between career anchors and organizational commitment among Urmia University faculty members. Methods: The empirical analysis is based on a sample of 70 faculty members of Urmia University. The data for this study were gathered through two standard questionnaires of career anchors according to Schein model and of organizational commitment according to Meyer and Allen model. Result: Findings from this study indicate that there is a positive significant relationship between career anchor components and organizational commitment components and also technical, functional competence, general managerial competence, autonomy-independence, pure challenge, and life style are significant predictors of organizational commitment. Conclusions: It is obvious from the findings that there is a positive significant relationship between career anchors and organizational commitment. Thus, each organization should pay much more attention to career anchors and organizational commitment.