Work Commitment Research Articles

ANALISIS KINERJA PEGAWAI DITINJAU DARI FAKTOR INTERNAL DAN EKSTERNAL DI KANTOR URUSAN AGAMA (KUA) KECAMATAN BENJENG KABUPATEN GRESIK JAWA TIMUR

This research aims to analyze employee performance in terms of internal and external factors as well as supporting and inhibiting factors in improving employee performance in KUA Benjeng District, Gresik Regency using a descriptive qualitative analysis approach. The results of the research are that performance is viewed from internal employee factors, work quality is in accordance with the law or SOP and punctuality is optimal. Then employees have various innovations to make it easier to complete work and employees are able to carry out their work in accordance with their main duties and functions. Performance is reviewed from external factors, employees communicate well with superiors and co-workers, employees implement teamwork and employees implement organizational culture well. Supporters in improving employee performance, the quality of their human resources is very responsible for the tasks that have been assigned, employees have competencies that are in accordance with their main duties and functions and work commitment has been implemented well. The obstacles to improving employee performance are inadequate work facilities, employees do not mix family problems into the office and human resources at KUA do not understand technology.

Impact of Emotional Intelligence in Organizational Commitment among Employees of Educational Sector: Moderating Role of Personality Traits and Gender

Purpose: This study, grounded in Emotional Intelligence Theory by Daniel Goleman aims to study the impact of Emotional Intelligence on the Organizational Commitment of employees working in educational sectors. This study further identifies the personality traits and gender acting as the moderator between emotional intelligence and organizational commitment. Participants and Methods: The study's sample consists of men and women who work in different educational institutions. The employees working in various educational sectors were administered using a series of questionnaires to gauge their demographic information, personality traits, emotional intelligence, and organizational commitment. Utilizing SPSS26.0, the data was examined to determine the influence of gender and personality factors as well as emotional intelligence on organizational commitment. Results: The current study found a substantial relationship between emotional intelligence and organizational commitment in workers in the education sector. The Big Five Inventory moderator has a weak but somewhat significant impact, and the study further demonstrates the strong impact of gender on organizational commitment. According to the study, there is no difference in organizational commitment between male and female means of gender, but there is a difference between them when it comes to the big five inventory. Conclusion: Emotional intelligence has a significant impact on the organizational commitment of workers in the education sector. The results of the current study also showed that although personality qualities may serve as a moderator in some way between organizational commitment and emotional intelligence, gender is not a relevant moderator.

Professional–personal boundary work: Individuals torn between integration and segmentation

What drives individuals to work until late at night or during holidays, and how do they stop work or keep work commitment in its place? This qualitative study examines boundary work between the professional and the personal life domains. Drawing on interviews with 26 academics employed at a university, we identify various boundary work drivers and tactics. Norms prevailing in the professional field, career requirements and high workloads, as well as strong intrinsic passion for science drive individuals to work long hours and to blend the professional–personal boundary. At the same time, individuals try to establish boundaries to ensure productivity and one’s health, or meeting family and personal life needs. Furthermore, our research reveals three patterns of the relationship between integration and segmentation. Firstly, individuals utilize segmentation to restrict integration, employing sophisticated tactics such as self-deception or self-isolation to shield themselves from the negative repercussions of excessive integration. Secondly, segmentation tactics can not only restrict integration but also enable it, for instance through the creation of ‘free’ times and spaces. Thirdly, individuals sometimes also utilize integration to enable segmentation. Our findings expand boundary theory by identifying manifold boundary-work drivers and tactics and by revealing that integration and segmentation are not just two opposing poles of a continuum but they are mutually connected, restricting or enabling one another.

Factors influencing the turnover intention for disease control and prevention workers in Northeast China: an empirical analysis based on logistic-ISM model.

This study aimed to determine the current turnover intention among workers at Centers for Disease Control and Prevention (CDCs) in Northeast China and to investigate the factors contributing to this phenomenon. The cross-sectional study was conducted in May 2023 across four northeastern provinces of China. The study included a total of 11,912 valid participants who were CDC workers selected using a stratified cluster sampling method. The study assessed demographics, turnover intention, work resources, work perceptions, and psychological support through online questionnaires. The binary logistic regression analysis identified the factors associated with turnover intention for CDC workers, while the Interpretative Structural Modelling (ISM) revealed the hierarchical relationship between the influencing factors. The study found that 28.8% of the respondents reported high turnover intention. The binary logistic regression suggested that the risk factors of turnover intention among employees included gender, age, education, and several work-related, organizational, and psychological factors. The work-related factors were daily working hours, job burnout, and role overload. The organizational factor was unit support for training, unit's infrastructure conditions, leadership style, remuneration package and performance appraisal and promotion system. The psychological support factors were family support, professional identity, and organizational commitment. The ISM analysis results showed that the primary factors influencing CDC workers' intention to leave were internally connected and grouped into four categories according to their level of impact: surface, transition, deep, and essential factors. Notably, the essential factors were professional identity and organizational commitment. Nearly one-third of the respondents expressed a strong desire to resign from their employment. Turnover intention among CDC workers was subject to diverse influences. Early identification, detection, and targeted multidisciplinary interventions should be introduced to address the array of factors that affect staff, with particular emphasis on boosting the professional identity and organizational commitment of CDC workers.

Does cross-cultural adjustment affect employee work commitment? Assessing the role of work factors within selected mission hospitals in Kenya

Background Globalization has expanded the scope of business with many companies relying on the contribution of expatriates to fill skills gap in foreign business operations, transferring management knowledge, launching new operations, and coordinating activities on a global scale. Expatriates, however, face challenges that stem from cultural differences. Their commitment levels depend on how well and how quickly they adjust to the unfamiliar culture(s) of the host country. Methods This study sought to investigate the implications of work factors on commitment of expatriates working in selected mission hospitals in Kenya. It was anchored on the provisions of the Three-Component Commitment and International Adjustment theories and a randomly selected sample of 112 respondents from a target population of 156 medical expatriates. Results and conclusions The results depicted that work-related factors significantly affected employee commitment (β= -1.033, p=0.000). To conclude, we argue that employee commitment amongst expatriates can be enhanced through work factors’ cross-cultural adjustment. We further recommend setting up of cross-cultural adjustment policies for expatriate workers within the workplace, particularly in mission hospitals.

The Important Role of Human Resource Management Practices, Worker Motivation, Leadership, Work Commitment, and Employee Performance

The performance of a company can be seen from the performance of the human resources in it. Employee performance can be influenced by several supporting factors such as employee motivation, leadership, human resource management practice, and work commitment. This study aims to examine how human resource management practice, employee motivation and leadership impact employee performance with work commit-ment as an intervening variable. This research includes quantitative descriptive research using a questionnaire as a tool to collect data. The number of respondents in this study was 435 using purposive sampling method. Analysis using PLS with a predetermined research method to get the results of the study. Based on the test results obtained, HRMP has a positive effect on work commitment. Leadership, work commitment and work motivation have a positive effect on employee performance. HRMP has a positive effect on employee performance mediated by work commitment. Based on the results of existing research, it is necessary to conduct further research on other sectors other than the technology industry because this sector is quite different from other sectors.

Upgrading fatigue

There are two positions that are difficult to reconcile and compose when it comes to the problem of professional updating: on the one hand, there is the unavoidable need for doctors to consolidate and refine their cultural and technical preparation, acquiring at least the most substantial and most easily transferable part of the knowledge deriving from a progress that never ceases to amaze: on the other hand, the overbearing and wearisome fatigue of a hard daily work commitment makes its harassing presence felt, which does not allow for any breaks and which does not allow room not only for study but also for the same family relationships or for some marginal Iudic activity.

OCB Mediation: The Influence of Transformational Leadership and Work Commitment on Employee Performance

Civil Servants (PNS) are the main assets of the government in efforts to improve public services. Therefore, the composition and management of PNS are crucial factors in policy reforms aimed at improving government performance. With the increasing demands of the community for better public services, state civil servants need to be ready to carry out government duties and national development. This study aims to analyze the effect of transformational leadership and work commitment on organizational citizenship behavior (OCB) and employee performance, and to evaluate the effect of both on employee performance through OCB. This study uses an explanatory/confirmatory research approach. The population studied includes all employees in the Village Offices throughout Jember Regency, with a sampling technique using the saturated sample method. Hypothesis testing was carried out using Structural Equation Modeling (SEM) with the help of the SmartPLS statistical tool. The results of the study indicate that transformational leadership and work commitment have a significant effect on OCB. In addition, OCB plays a significant role in improving employee performance. Transformational leadership and work commitment also have a positive and significant effect on employee performance through OCB.

Komitmen Kerja Kepala Madrasah dalam Meningkatkan Efektivitas Madrasah Tsanawiyah Swasta di Kepulauan Riau

This study was conducted to see the work commitment of the Madrasah principal in improving the effectiveness of Private Junior High Schools (MTs) in the Riau Islands. As an effort to improve the quality of education in madrasas, it is hoped that private madrasas can compete with other public schools. This study uses a qualitative approach that describes the object of study through the process of extracting facts and object data in the field. Data collection techniques use interviews, observation and documentation. Data analysis techniques use data reduction, data presentation and drawing conclusions or verification. The results of the study indicate that the work commitment of the Madrasah principal in improving the effectiveness of private MTs in the Riau Islands is not optimal, because there are still many aspects that have not been achieved in terms of realization, budget constraints for the procurement of Madrasah facilities and infrastructure, increasing the professionalism of human resources, and other facilities that are still very limited. For this reason, the head of private MTs in the Riau Islands Province tries to improve the effectiveness of madrasas by implementing strategic educational development concepts. The roles played by the head of the Madrasah are; 1) focusing on common interests, 2) improving communication and understanding, 3) increasing involvement and participation, and 4) avoiding win-lose solutions. These roles are very helpful in realizing increased effectiveness of education in madrasas.

The influence of instructional leadership and work commitment on teacher performance

This research explores the influence of the principal's instructional leadership and teacher work commitment on teacher performance in Vocational High Schools in Padang City. This research aims to measure how much the two variables contribute to the effectiveness of teacher performance. Using descriptive quantitative methods, this research involved 133 teachers as samples. Regression analysis is used to analyze the relationship between variables. The research showed that the principal's instructional leadership contributed 7.8% to improving teacher performance, while work commitment contributed 22.5%. When these two variables were combined, they explained 23.1% of the variability in teacher performance. This research underlines the importance of effective instructional leadership and high work commitment in improving teacher performance. In addition, this research recommends that other factors that influence teacher performance, such as social support and school culture, be further explored in future research. In conclusion, these findings provide important insights for developing educational policies that support the role of principals as instructional leaders and motivate teachers' work commitment, which can ultimately improve overall educational outcomes.

Effect of Organizational Culture, Organizational Communication Mediated by Work Commitment on Employee Performance PT Tata Bara Utama in Central Kalimantan

Research Aims: This study aims to determine the effect of organizational culture, organizational communication mediated by working commitment on employee performance of PT Tata Bara Utama in Central Kalimantan. Design/methodology/approach: This research is a quantitative study by examining the cause-and-effect relationship of the variables of organizational culture, organizational communication mediated by work commitment to the performance of employees a sample of 46 respondents who are still working on the Central Kalimantan project. This research was processed using SmartPLS 3.2. Research Findings: 1) directly organizational culture and organizational communication have a significant and positive effect on employee performance. 2) commitment has no effect on employee performance. 3) Organizational culture has a significant and positive effect on employee performance. 4) organizational communication has no effect on employee performance. 5) indirectly organizational culture and organizational communication have no effect on employee performance mediated by commitment. Theoretical Contribution/Originality: with the research, steps that can be taken by management, namely the need to approach lower-line employees to increase commitment so that it can affect employee performance. Keywords: organizational culture, organizational communication, commitment, employee performance, project.

Factors Related to Compliance in the Implementation of Clinical Pathway by Health Workers in the Treatment Room of Benjamin Guluh Hospital, Kolaka Regency

Introduction: The problem of the implementation of the clinical pathway at Benyamin Guluh hospital is the lack of compliance of health workers in carrying out services in accordance with the clinical pathway format. This study aims to analyze factors related to compliance in the implementation of clinical pathways by health workers in the treatment room of Benyamin Guluh Hospital, Kolaka Regency. Method: Quantitative research with a cross sectional study approach. The population of this study is 151 people, with a sample of 110 people. Sample withdrawal uses cluster random sampling. Data collection uses questionnaires and data from agencies related to the research. Data analysis using chi square test. Result: The results of the study obtained the variable of work commitment (X2count = 12,332 > X2table = 3,841 and Phi (j) = 0,335), communication (X2count = 12,463 > X2table = 3,841 and Phi (j) = 0,337), knowledge (X2count = 10,876 > X2table = 3,841 and Phi (j) = 0,314), and attitude (X2count = 8,759 > X2table = 3,841 and Phi (j) = 0,282). Conclusion: There is a moderate relationship between work commitment, communication, knowledge, and attitude and compliance in the implementation of clinical pathways by health workers in the treatment room of Benjamin Guluh Hospital, Kolaka Regency.

Modeling and Optimization to Increase Lecturers' Work Commitment

This study aims to find strategies and ways to increase lecturers' work commitment by examining other variables that have a positive and dominant effect on lecturers' work commitment. These variables are self-efficacy, teamwork, compensation, and achievement motivation either directly or indirectly with the variable work commitment of Pamulang University lecturers. The population of this study were 2024 lecturers from 17 study programs from the total lecturers of Pamulang University, South Tangerang in the 2019/2020 academic year based on PDDikti Region IV West Java and Banten data. The sampling technique used proportional sandom sampling with the Cochran Formula with a sample of 267. The results of the study found that 1) there is a direct influence of self-efficacy on lecturer work commitment; 2) There is a direct influence between teamwork on lecturer work commitment; 3) There is a direct influence between compensation on lecturer work commitment; 4) There is a direct influence between achievement motivation on lecturer work commitment; 5) There is a direct influence between self-efficacy on achievement motivation; 6) There is a direct influence between teamwork on achievement motivation; 7) There is a direct influence between compensation on achievement motivation; 8) There is an indirect effect between self-efficacy through achievement motivation on lecturer work commitment; 9) There is an indirect effect between teamwork through achievement motivation on lecturer work commitment; and 10) There is an indirect effect of compensation through achievement motivation on lecturer work commitment. SITOREM results show that there are 14 indicators from 5 variables that need to be improved and 10 indicators from 5 variables that are maintained and developed. This study concludes that strengthening self-efficacy, teamwork, compensation and achievement motivation can increase lecturers' work commitment.

Unveiling The Lived Experiences of School Heads in Managing Intergenerational Diversity among Proficient Teachers

This transcendental phenomenological study explored the lived experiences of school heads in managing intergenerational diversity among proficient teachers in public elementary schools in Noveleta, Cavite. Through in-depth interviews, participant observations, and document analysis, the study revealed how generational differences impacted school management practices. Seven key themes emerged: Intergenerational Dynamics and Work Culture, Leadership and Adaptive Management Strategies, Technological Evolution and Pedagogical Adaptation, Communication, Collaboration, and Team Cohesion, Coping with Change and Navigating Resistance, Personal Well-being and Professional Growth, and Cultural and Societal Influences. The findings highlighted that school heads faced distinct challenges when managing generational gaps in work ethics, discipline, and professional values. Older generations of teachers, such as Baby Boomers and Generation X, exhibited stronger work ethics and commitment, often working through breaks to ensure student learning. In contrast, younger generations, particularly Generation Y and Z, were perceived to prioritize work-life balance and demonstrated less initiative. These differences posed significant challenges in fostering collaboration and innovation within schools. School heads employed adaptive strategies, such as empathetic leadership, fostering open communication, and promoting flexible solutions to bridge these generational divides. Moreover, the study emphasized the need for school management to address stereotypes and biases associated with different generations, creating inclusive environments that promoted cohesion and mutual respect. The implications extended to educational policies and professional development programs aimed at fostering intergenerational understanding and improving staff relations.

Core self-evaluation:an empirical study in the in the Colombian context

core self-evaluation (CSE) refers to the essential judgments individuals make regarding their self-performance. This study aims to empi-rically examine the correlation between employee’s CSE and key organizational variables, encompassing happiness, motivation, job satisfaction,work commitment, and person-job fit. Through a cross-sectional self-administered instrument, the research delves into the perspectives of 241employees within four retail industry companies in northeastern Colombia. Employing a partial least squares-structural equation model, theanalysis explores the relationships among these variables. The results identify a lack of full reciprocity in the examined associations. When treating CSE as the dependent variable, the study validates only the hypotheses proposing job satisfaction and motivation as independent variables.Nevertheless, a significant association emerges between CSE, and all examined organizational variables when applying a supplemental analysiswith inverted hypotheses. These findings emphasize the importance of adopting a multifaceted approach to enhance organizational outcomes for employees in a business setting. Furthermore, they suggest that, beyond conventional knowledge, CSR could function as a significant catalyst for various organizational behaviors, thereby advocating for its exploration and application in similar studies.

The Influence of Emotional Intelligence and Work Culture on Work Commitment and Its Implications on Nurse Performance

This study examines the influence of Emotional Intelligence and Work Culture on Work Commitment and its implications for Nurse Performance in hospitals in the Banten Province. Nurses play a pivotal role in the delivery of quality healthcare services, directly impacting patient recovery and overall hospital performance. The study adopts a quantitative approach with a survey method, collecting data from nurses at four city hospitals in Banten. The results show that both Emotional Intelligence and Work Culture have a significant positive effect on Work Commitment, which in turn, strongly influences Nurse Performance. Emotional Intelligence enables nurses to manage their emotions effectively, fostering stronger emotional engagement with their work. Meanwhile, a supportive Work Culture enhances collaboration and communication among nurses, further strengthening their commitment to their jobs. The findings also reveal that Work Commitment serves as a crucial mediator in the relationship between Emotional Intelligence, Work Culture, and Nurse Performance. Nurses with higher Emotional Intelligence are better equipped to handle stress and build stronger relationships with patients and colleagues, leading to improved performance. Similarly, a positive Work Culture fosters an environment where nurses feel valued and supported, increasing their dedication and job satisfaction. The study concludes that hospitals should prioritize strategies to enhance Emotional Intelligence and cultivate a positive Work Culture to improve both nurse performance and the overall quality of healthcare services.

Strategi Loyalitas Kerja pada Azalea Gorden

Azalea Gorden is a Micro, Small and Medium Enterprise (MSME) engaged in the production and sale of curtains with the best quality and competitive prices since 2005. This study aims to determine employee work loyalty at Azalea Gorden. The focus of this study is to understand employee work loyalty strategies and their impact on employee productivity. The method used is descriptive and Observative, by describing the situation through observations that occur in the field. The data obtained are the results of interviews with the Owner / Shop Owner of Azalea Gorden. The results of the study indicate that there are several factors that influence employee work loyalty at Azalea Gorden. These factors include job satisfaction and a positive work climate, and it was also found that high work loyalty can have a positive impact on employee productivity. The implication of this study is the importance of MSMEs in creating a work environment that motivates and supports employees to remain loyal. In managing employees, companies must pay attention to job satisfaction and a positive work climate.

Enhancing affective and continuance commitment to the organization through affective and cognitive attitude toward work

The study aimed to examine the influence of attitude toward work on the organizational commitment of employees. To deepen the concept of the study, literatures were reviewed. The study applied descriptive assessment and correlational research design. The population was all employees of the institution. Questionnaires were used to gather the data and inferential statistics were used to analyze the data. The study found that the attitudes of employees toward their work and organizational commitment were high. The analysis of variance suggests that overall, there is a significant correlation between attitude and organizational commitment. However, taking it singly, there is no correlation between attitude and normative organizational commitment. Thus, the study suggests that management needs to enhance employees' organizational commitment through improving affective and cognitive attitudes toward work.

Nurturing affective and continuance organizational commitment by developing cognitive and affective attitudes toward work

The study aimed to examine the effect of employees' attitudes toward their work on organizational commitment. To deepen the concept of the study, literatures were reviewed. The study used descriptive assessment and correlational research design. The population of the study was all the employees of the Divine Word College of Laoag. It used research questionnaires to gather the data and inferential statistics were used to analyze the data, thus, Weighted Mean and Pearson r correlation were used. The study found that the attitude of employees toward their work and their organizational commitment were high. The Pearson r correlation results suggest that overall, there is a significant correlation between attitude toward work and organizational commitment. However, taking it separately, only affective and continuance commitment is associated with cognitive and affective toward work but not with normative commitment.

Pengaruh Sumber Daya Pekerjaan Dengan Keterikatan Kerja Sebagai Mediasi Terhadap Perilaku Proaktif Pada PT Perusahaan Listrik Negara Persero Rayon Ampera

The purpose of this research is to determine the influence of job resources and job commitment as mediators in proactive behavior. This type of research uses a quantitative research approach. The method of data collection from research on the effect of work resources and work involvement as mediators on proactive behavior is the survey method. The survey was conducted by distributing questionnaires to PT employees. PLN Persero Rayon Ampera. The questionnaire contains questions to measure the studied variables, namely work resources, work commitment and proactive behavior. Data analysis techniques in this research, the researcher analyzed the data by making a questionnaire. So, the management of the data used in this research uses structural equation modeling (SEM) with the method of least partials (PLS) through the computer program or the SmartPLS application. The results of this study explain that job resources have a positive impact commitment to work. The results of the analysis show that professional resources have a positive impact on work engagement. Work engagement has a positive influence on proactive behavior. The results of the analysis also show that work engagement has a positive impact on proactive behavior. Work engagement plays a mediating role in the relationship between job resources and proactive behavior. The results of the analysis show that work engagement plays a mediating role in the relationship between job resources and proactive behavior.