Abstract: It is an established fact that organizations across the globe consider employees as their assets and try to advance their well-being. However, the local firms of developing countries are mostly profit oriented and do not have much concern about their employees’ engagement or commitment. Like other developing countries, the local organizations of Pakistan are also less concerned about the well-being of their employees. Especially public sector organizations lack concern regarding engagement, satisfaction or commitment of the employees. Therefore, this study aimed at investigating the impact of job recognition and job motivation on organizational commitment in the mediation role of employee engagement. The data were collected from land record officers of board of revenue, Punjab, Pakistan. Structured questionnaire was used to collect data through physically visiting land record officers and also through the internet. A total of 318 land record officers’ responses were finalized to perform data analysis. The data were analyzed through confirmatory factor analysis and structural equation modeling technique. The findings revealed that job recognition and job motivation have direct as well as indirect positive and significant impact on organizational commitment. The limitations, practical implications and future research indications are also explained.
Abstract: Leadership is crucial for hotel survival and success. It enables hotels to develop and compete effectively. This research intends to explore the implementation of six leadership styles by frontline hotel managers in four star hotels in Cairo and assess its impact on employees’ creativity and organizational commitment. The leadership patterns considered in this study includes: democratic, autocratic, laissez-faire, transformational, transactional, and ethical leaderships. Questionnaire was used as a research method to gather data. A structured survey was established and distributed on employees in Cairo’s four star hotels. A total of 284 questionnaire forms were returned and usable for statistical analysis. The results of this study identified that transactional and autocratic leadership were the prevalent styles used in four star hotels in Cairo. Two leadership styles proved to have significant high correlation and impact on employees’ creativity and organizational commitment including: transformational and democratic leadership. Besides, laissez-faire leadership was found had a smaller effect on employees’ creativity and ethical leadership had a lesser influence on employees’ commitment. The autocratic leadership had strong negative correlation and significant impact on both dependent variables. This research concludes that frontline hotel managers should adopt transformational and/or democratic leadership style in managing their subordinates.
Abstract: This research aims to investigate: (1) Relationship between the quality of working life and organizational commitment of municipal employee in Samut Sakhon Province. (2) To compare the quality of working life and the organizational commitment of municipal employee in Samut Sakhon Province by the gender, age, education, official experience, position, division, and income. This study is a quantitative research; data was collected by questionnaires distributed to the municipal employee in Samut Sakhon province for 241 sample by stratified random sampling. Data was analyzed by descriptive statistic including percentage, mean, standard deviation and inferential statistic including t-test, F-test and Pearson correlation for hypothesis testing. Finding showed that the quality of working life and the organizational commitment of municipal Employee in Samut Sakhon province in terms of compensation and fair has a positive correlation (r = 0.673) and the comparison of the quality of working life and organizational commitment of municipal employees in Samut Sakhon province by gender. We found that the overall difference was statistically significant at the 0.05 level and we also found stability and progress in career path and the characteristics are beneficial to society has a difference was statistically significant at the 0.01 level, and the participation and social acceptance has a difference was statistically significant at the 0.05 level.
Abstract: This paper examines the influence of knowledge management factors on organizational commitment for employees in the oil and gas drilling industry of Iran. We determine what knowledge factors have the greatest impact on the personnel loyalty and commitment to the organization using collected data from a survey of over 300 full-time personnel working in three large companies active in oil and gas drilling industry of Iran. To specify the effect of knowledge factors in the organizational commitment of the personnel in the studied organizations, the Principal Component Analysis (PCA) is used. Findings of our study show that the factors such as knowledge and expertise, in-service training, the knowledge value and the application of individuals’ knowledge in the organization as the factor “learning and perception of personnel from the value of knowledge within the organization” has the greatest impact on the organizational commitment. After this factor, “existence of knowledge and knowledge sharing environment in the organization”; “existence of potential knowledge exchanging in the organization”; and “organizational knowledge level” factors have the most impact on the organizational commitment of personnel, respectively.
Abstract: The aim of this study is to examine the relationship
between organizational commitment which is defined as a strong
belief in and acceptance of the organization’s goals and values, and
burnout syndrome and organizational cynicism. Accordingly, a field
research based on survey method was conducted on the employees of
a health institution operating in the province of Konya. The findings
of the research show that there is a positive statistically significant
relationship between organizational cynicism and burnout while
there is a negative statistically significant relationship between
organizational commitment and burnout. Furthermore, it has been
also realized that there is a negative and statistically significant
relationship between organizational commitment and organizational
cynicism.
Abstract: In today’s rapidly changing and increasingly complex
environment, organizations have relied on their members’ positive
attitude toward their employers. In particular, employees’
organizational commitment (primarily, the affective component) has
been recognized as an essential component of organizational
functioning and success. Hence, identifying the determinants of
affective commitment is one of the most important research issues.
This study tested the influence of leader-member exchange (LMX)
and exchange ideology on employee’s affective commitment. In
addition, the interactive effect of LMX and exchange ideology was
examined. Data from 198 members of the Korean military supports
each of the hypotheses. Lastly, implications for research and directions
for future research are discussed.
Abstract: This study aims to examine the role of career
advancement and job security as predictors of employee commitment
to their organization. Data was collected from 580 frontline
employees attached to two departments of 29 luxury hotels in
Peninsular Malaysia. Statistical results using Partial Least Squares
technique provided support for the proposed hypotheses. In view of
the findings, theoretical and practical implications are discussed.
Abstract: In sport, human resources management gives special
attention to method of applying volunteers, their maintenance, and
participation of volunteers with each other and management
approaches for better operation of events celebrants. The recognition
of volunteers- characteristics and motives is important to notice,
because it makes the basis of their participation and commitment at
sport environment. The motivation and commitment of 281
volunteers were assessed using the organizational commitment scale,
motivation scale and personal characteristics questionnaire.The
descriptive results showed that; 64% of volunteers were women with
age average 21/24 years old. They were physical education student,
single (71/9%), without occupation (53%) and with average of 5
years sport experience. Their most important motivation was career
factor and the most important commitment factor was normative
factor. The results of examining the hypothesized showed that; age,
sport experience and education are effective in the amount of
volunteers- commitment. And the motive factors such as career,
material, purposive and protective factors also have the power to
predict the amount of sports volunteers- commitment value.
Therefore it is recommended to provide possible opportunities for
volunteers and carrying out appropriate instructional courses by
events executive managers.
Abstract: High employee turnover rate in Malaysia-s retail industry has become a major issue that needs to be addressed. This study determines the levels of job satisfaction, organizational commitment, and turnover intention of employees in a retail company in Malaysia. The relationships between job satisfaction and organizational commitment on turnover intention are also investigated. A questionnaire was developed using Job Descriptive Index, Organizational Commitment Questionnaire, and Lee and Mowday-s turnover intention items and data were collected from 62 respondents. The findings suggested that the respondents were moderately satisfied with job satisfaction facets such as promotion, work itself, co-workers, and supervisors but were unsatisfied with salary. They also had moderate commitment level with considerably high intention to leave the organization. All satisfaction facets (except for co-workers) and organizational commitment were significantly and negatively related to turnover intention. Based on the findings, retention strategies of retail employees were proposed.
Abstract: Distance education program is a dimension of contemporary and new education technologies. Concepts and applications in this field are the results of a series of educational demands and developments in various communication and education technologies. Distance education applications have some conceptual bases. These are creating new education opportunities, realizing work-education unity, getting democratic in education, lifelong education, tendency to individual matters, effective use of institutions, integration of technology and education, tendency to individual and social needs, taking three dimensional integration as the main principle (publishing, printed materials and face to face education), reaching maximum mass, individual and mass education integrity and education demand and financial matters balance. Economics, Business Administration and Open Education faculties, which have been giving education within Anadolu University since 1982 in Turkey, are carrying on education with nearly 1.000.000 students. The aim of this study is to determine organizational commitment levels of students who have been studying at Anadolu University Economics, Business Administration and Open Education faculties in the scope of affective, continuance and nominative commitment in Allen&Meyer model. In the study, organizational commitment of the Economics, Business Administration and Open Education faculty students, who are receiving education by means of distance education, to their faculties is dealt after introducing Anadolu University Distance Education system which gives higher education via distance education method in Turkey. In order to increase the success level of faculties it is required for students to have high level of organizational commitment to their faculties. A questionnaire has been applied by using “Organizational Commitment Scale", developed by Meyer&Allen to determine organizational commitments of Economics, Business Administration and Open Education students. Organizational commitment is dealt with as affective, continuance and nominative commitment. The questionnaire was applied face to face to randomly chosen 500 students living in Eskişehir and the data was downloaded to the computer by using SPSS program and the results were analyzed in terms of demographic features (gender, age, marital status, years of study, work and income level) of students by using frequency test, ttest and ANOVA test. As a result of these analyses, when the comments of Open Education Faculty students on levels of affective, continuance and nominative commitment to their faculties were examined, it has been revealed that continuance commitment level has the highest rate. Among the female participants; continuance commitment is high in the age range of 30-40, for normative commitment it is 17-22. However no dominant age range was defined for affective commitment. Regarding the marital status; continuance commitment average is higher among married participants; but nominative affective commitment average is higher among single participants. As to the years of study, affective and continuance commitment is higher among senior students while normative commitment is higher among junior students. Moreover; in terms of continuance, affective and normative commitment, those who do not work and have low income have higher level of all there commitment types than those who work and have relatively high income.
Abstract: Prior research has examined the relationship between religiosity, religious involvement, and involvement in secular, civic organizations. However, research has not examined the influence of religious involvement on secular, non-civic organizations (i.e. work organizations). This study examines the link between religiosity, religious involvement, and the three-component model of organizational commitment. More specifically, the author hypothesizes that individuals high in religiosity (and religious involvement) will have lower affective, continuance, and normative commitment than less religious (or non-religious) individuals. In addition, it is hypothesized that this relationship is moderated by a third factor: organizational spirituality. Further, the author hypothesizes that for organizations that are spiritual the negative relationship between religiosity and job commitment will be weakened or even negated.
Abstract: The aims of this study were to compare the
differences of being good membership behavior among faculties and
staffs of Suan Sunandha Rajabhat University with different sex, age,
income, education, marital status, and working period, and
investigate the relationships between organizational commitment and
being good membership behavior. The research methodology
employed a questionnaire as a quantitative method. The respondents
were 305 faculties and staffs of Suan Sunandha Rajabhat University.
This research used Percentage, Mean, Standard Deviation, t-test,
One-Way ANOVA Analysis of Variance, and Pearson’s Product
Moment Correlation Coefficient in data analysis. The results showed
that organizational commitment among faculties and staffs of Suan
Sunandha Rajabhat University was at a high level. In addition,
differences in sex, age, income, education, marital status, and
working period revealed differences in being good membership
behavior. The results also indicated that organizational commitment
was significantly related to being good membership behavior.
Abstract: Employees commitments of vision and mission of
organization is effected due to manager’s executes by approach of
leadership The leaders who have attributions like vision, confidence
and correctitude, sharing and participation, creativeness, progressive
learning –improvement and responsibility are effective to increase
organizational commitment if they are sensitive to expectation and
requirement of employees in an organization. Studies about
organizational commitment appear results that employees who have
strong organizational commitment have the most contribution. In this
study, “Leadership” and “Organizational Commitment” conduct
surveys to 31 employees of Ahmet Özdemir Nak. Tic. San. A.Ş.
which has operations in road and railway transportation sector. It is
analyzed the effects of leadership approach to organizational
commitment deals with result of survey.
Abstract: High Performance Work Systems (HPWS) generally give rise to positive impacts on employees by increasing their commitments in workplaces. While some argued this actually have considerable negative impacts on employees with increasing possibilities of imposing strains caused by stress and intensity of such work places. Do stressful workplaces hamper employee commitment? The author has tried to find the answer by exploring linkages between HPWS practices and its impact on employees in Japanese organizations. How negative outcomes like job intensity and workplaces and job stressors can influence different forms of employees- commitments which can be a hindrance to their performance. Design: A close ended questionnaire survey was conducted amongst 16 large, medium and small sized Japanese companies from diverse industries around Chiba, Saitama, and Ibaraki Prefectures and in Tokyo from the month of October 2008 to February 2009. Questionnaires were aimed to the non managerial employees- perceptions of HPWS practices, their behavior, working life experiences in their work places. A total of 227 samples are used for analysis in the study. Methods: Correlations, MANCOVA, SEM Path analysis using AMOS software are used for data analysis in this study. Findings: Average non-managerial perception of HPWS adoption is significantly but negatively correlated to both work place Stressors and Continuous commitment, but positively correlated to job Intensity, Affective, Occupational and Normative commitments in different workplaces at Japan. The path analysis by SEM shows significant indirect relationship between Stressors and employee Affective organizational commitment and Normative organizational commitments. Intensity also has a significant indirect effect on Occupational commitments. HPWS has an additive effect on all the outcomes variables. Limitations: The sample size in this study cannot be a representative to the entire population of non-managerial employees in Japan. There were no respondents from automobile, pharmaceuticals, finance industries. The duration of the survey coincided in a period when Japan as most of the other countries is under going recession. Biases could not be ruled out completely. We must take cautions in interpreting the results of studies as they cannot be generalized. And the path analysis cannot provide the complete causality of the inter linkages between the variables used in the study. Originality: There have been limited studies on linkages in HPWS adoptions and their impacts on employees- behaviors and commitments in Japanese workplaces. This study may provide some ingredients for further research in the fields of HRM policies and practices and their linkages on different forms of employees- commitments.
Abstract: This study attempts to investigate the relationship
between internal CSR practices and organizational commitment
based on the social exchange theory (SET). Specifically, we examine
the impact of five dimensions of internal CSR practices on
organizational commitment: health and safety, human rights, training
and education, work life balance and workplace diversity. The
proposed model was tested on a sample of 336 frontline employees
within the banking sector in Jordan. Results showed that all internal
CSR dimensions are significantly and positively related to affective
and normative commitment. In addition, the findings of this study
indicate that all internal CSR dimensions did not have a significant
relationship with continuance commitment. Limitations of the study,
directions for future research, and implications of the findings are
discussed.