Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

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Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

Purpose of the study: This study aims to apply organizational commitment and job satisfaction as an indicator to stimulate organizational citizenship behaviours 

Methodology: The data collected by a questionnaire survey conducted among a group of hotel employees in Baghdad, Iraq The 200 questionnaires distributed, the researchers received 149,were valid responses The data were analyzed by AMOS software after ensuring validity, Reliability, and model fit

Main Findings:The results revealed that organizational commitment and job satisfaction play a positive and influential role in changing the organizational citizenship behaviours among hotel employees Also, organizational commitment has a stronger impact on improving the behaviour of employees than job satisfaction 

Research limitations/implications: The study contributes to human resource managers as it reveals the influential role affirms commitment and job satisfaction on altering staff behaviours towards organizational citizenship Therefore, it is understood that more variables need to be considered,such as psychological contract and employees' empowerment

Novelty/Originality of this study: The finding can fill the gap in the literature related to this article in the Iraqi setting, where studies about organizational citizenship is not existing in this context

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Stimulating Organizational Citizenship Behavior by Applying Organizational Commitment and Satisfaction

Strategies for Reducing Voluntary Employee Turnover in Public Schools by Peggy Proctor-Matos MMHRM, University of Phoenix, 2007 BA, University of Scranton, 2002 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University December 2019 Abstract The oversight of systematic approaches to reducing voluntary employee turnover decreases educational institutions’ budgets and performance. In the United States, public schools spend over $2.22 billion annually in voluntary employee turnover costs. The purpose of this qualitative single case study was to explore strategies public school leaders use to reduce voluntary employee turnover. The population consisted of 3 leaders from 1 public school located in Georgia, with successful experience reducing voluntary employee turnover. The conceptual framework for this study was grounded in Vroom’s expectancy theory. The data collection process included semistructured interviews and organizational documents and artifacts. Data were analyzed using a thematic analysis. Three themes emerged from the data collected: building a collaborative and supportive work environment, creating work motivation, and implementing incentives, rewards, and professional development. The implications for positive social change include the potential to reduce the local government’s expenditures associated with the replacement of employees and to increase resources for supporting social initiatives and more effective instruction for students in the community.The oversight of systematic approaches to reducing voluntary employee turnover decreases educational institutions’ budgets and performance. In the United States, public schools spend over $2.22 billion annually in voluntary employee turnover costs. The purpose of this qualitative single case study was to explore strategies public school leaders use to reduce voluntary employee turnover. The population consisted of 3 leaders from 1 public school located in Georgia, with successful experience reducing voluntary employee turnover. The conceptual framework for this study was grounded in Vroom’s expectancy theory. The data collection process included semistructured interviews and organizational documents and artifacts. Data were analyzed using a thematic analysis. Three themes emerged from the data collected: building a collaborative and supportive work environment, creating work motivation, and implementing incentives, rewards, and professional development. The implications for positive social change include the potential to reduce the local government’s expenditures associated with the replacement of employees and to increase resources for supporting social initiatives and more effective instruction for students in the community. Strategies for Reducing Voluntary Employee Turnover in Public Schools by Peggy Proctor-Matos MMHRM, University of Phoenix, 2007 BA, University of Scranton, 2002 Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University December 2019 Dedication First and foremost, I dedicate the completion of this doctoral study to my Lord and Savior. Through him, all things are possible. To my husband and best friend, Edwin, you are my hero and number one supporter. Thank you for always supporting my dreams. To my guardian angels, my Mom, Mary Ann, and sister, Carolyn, you are my light and inspiration. Thank you, Mom, for showing me the value of education. To my family and friends, your positive words were a source of motivation, which kept me focused on completing this study. To my colleagues and mentors, many thanks for your support, guidance, and listening ear . . . you too have made an everlasting impact on making this journey a success. Acknowledgments Completing this doctorate was only possible through the grace of God, the love and support of family and friends, and the talented Walden University family. To my best friend, confidant, and mentor for 22+ happy years, my husband, Edwin, thank you for your unwavering commitment, love, and dedication. I cannot begin to express how thankful I am to have you share my dreams. You sacrificed time and finances so that I could accomplish this educational goal. To my brothers, Charlie, Robert, and James, your belief in my intellectual abilities kept me motivated throughout the doctoral process. To my family and friends, I genuinely appreciate your support and encouragement. Special thanks to Aretha, Beverly, Linda, Jasmine, Jarvise, Holly, Sharon S., Sharon E., Danessa, Maryann, Cecider, and Qushanda. To my mentor and friend, Dr. Regina, for her guidance and mentorship, which was invaluable to my success. To the Walden University family for a productive doctoral journey. Dr. Jorge Gaytan, my Chair, thank you for your support, firmness, and steadfastness for excellence. Dr. Carol-Anne Faint, Second Committee Member, and Dr. Cheryl Lentz, University Research Reviewer, for your attention to detail and feedback. Your combined efforts contributed to the successful completion of this study. To the research participants, your participation in this study helped me achieve this educational milestone.

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Strategies for Reducing Voluntary Employee Turnover in Public Schools

There are few options available for school managers who wish to effectively tackle school conflicts. The aim of the present work was to assess the issue of school conflict, its sources, and the effectiveness of different conflict management styles in Secondary Education school units in Greece. Teachers (n = 128) from twelve randomly selected schools in the region of Epirus, NW Greece, participated in the present work. Teachers’ views on their school Principals’ leadership style as well as the sources, the type(s), and the severity of conflict in their school unit were surveyed. Conflict appeared to be a frequent issue in schools. Frequent sources of conflict included interpersonal and organizational parameters. School leaders exhibited a range of conflict management styles. Compromise and Collaborative styles were frequently observed, followed by Smoothing and Forcing. Avoidance was less frequently exhibited by school leaders. The transformational and transactional leadership styles exhibited were equally effective in successful conflict resolution, whereas a laissez-faire leadership style was not. The results indicate that leadership and conflict management style can be associated with the effectiveness of conflict management.

https://dialnet.unirioja.es/descarga/articulo/7742290.pdf

Leadership and Conflict Management Style Are Associated with the Effectiveness of School Conflict Management in the Region of Epirus, NW Greece.

BACKGROUND: Research on Transformational leadership has received attention among scholars, particularly in the field of management. However, the discussion about this issue in the context of higher education is still limited, particularly in the context of Research Universities in Malaysia. Therefore, this study is conducted to address this gap. OBJECTIVE: This study aims to examine the role of organizational commitment in mediating the relationship between transformational leadership and organizational citizenship behaviour (OCB). METHODS: The study was conducted by a structured survey questionnaire on 250 academic staff in Malaysian public universities (MRUs). Structured Equation Modeling (SEM) via SmartPLS software was utilized to examine study hypothesis. RESULTS: The findings of this study showed that transformational leadership has significant direct effect on organizational commitment and organizational commitment has significant direct effect on OCB. These results highlight the importance of mediating role of organizational commitment in predicting transformational leadership –OCB relationship. CONCLUSIONS: The leaders in Malaysian research universities could utilize these findings by setting up strategies to promote transformational leadership and maximize the feeling of academic staff of being committed; this will enhance citizenship behaviour of academic staff. It adds empirical evidence in the existing literature that organizational commitment has a mediation effects on the relationship between transformational leadership and organizational citizenship behaviour, especially in the Malaysian higher education context.

The impact of transformational leadership on organizational citizenship behaviour: Evidence from Malaysian higher education context

In international literature there are many documented studies which have shown the relationship between leadership and job satisfaction Specifically, transformational leadership is highly associated with this important and positive work attitude, that is, job satisfaction The interpretation in a school context is that the director should operate as transformational leader so as to produce better educational outcomes through teachers' job satisfaction In Greece, little empirical research has been done to investigate the perceptions of teachers about the relationship between transformational leadership and job satisfaction of teachers The purpose of the present study is to investigate the perceptions of teachers to the extent that transformational leadership contributes to job satisfaction The selected research method is a combination of quantitative and qualitative methods, namely using the questionnaire and the interview The sample consisted of 171 teachers from two types of educational institutions, secondary junior high schools and high schools, of a local directorate of secondary education The survey results showed that teachers feel substantial satisfaction when the school principal acts as a transformational leader Demographic variables, the type of school, and work experience, do not affect the views of teachers

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Transformational Leadership and Job Satisfaction: The Case of Secondary Education Teachers in Greece

In the international literature there are many documented studies which have shown the connection between leadership and commitment to organization. Specifically, transformational leadership is highly associated with this important and positive work attitude, job satisfaction.Â  The interpretation in a school context is that the director should practice as transformational leader so as to produce better educational outcomes through teachers' commitment to school goals. In Greece, little empirical research has been done to investigate the perceptions of teachers about the connection between transformational leadership and organizational commitment. The purpose of the present study is to investigate the perceptions of teachers to the extent that transformational leadership contributes to commitment to school goals.Â The selected research method is a combination of quantitative and qualitative methods, namely using questionnaire and interview.Â The sample consisted of 171 teachers from two types of educational institutions, lower and upper general secondary schools of a local administration of secondary education. The surveyâ€™s results showed that teachers feel substantial commitment to school goals when the school principal acts as transformational leader. Demographic variables, type of school and work experience, do not affect the views of teachers. https://doi.org/10.26803/ijlter.17.8.6

https://www.ijlter.org/index.php/ijlter/article/download/1223/pdf

Dimitra Panta

Papers

Transformational Leadership and Job Satisfaction: The Case of Secondary Education Teachers in Greece

Connection of Teachersâ€™ Organizational Commitment and Transformational Leadership. A Case Study from Greece