Showing papers on "Organizational commitment published in 2023"

“Stay” or “Leave”: Influence of employee-oriented social responsibility on the turnover intention of new-generation employees

Abstract: With the new-generation employees gradually becoming the main force in various industries, it becomes the core issue of organizational research that how to reduce the turnover rate of new-generation employees to obtain key talents, develop sustainable business strategies, and stabilize the organizational system environment. Existing research focuses on the field of the turnover intention (TI) of new-generation employees. However, systematic discussions on TI influencing factors and processes are few. From the perspective of employee-oriented social responsibility (ESR), combining the Price–Mueller turnover model, 243 valid responses to questionnaire surveys of new-generation employees from 17 electronics industry enterprises in northern China are collected to explore the mechanism of ESR on the TI of new-generation employees, mediating effect of organizational commitment, and moderating effect of perceived organizational support (POS). Results show that when the ESR level is high, new-generation employees tend to follow the logic of the “stay” mentality to reduce the tendency to leave firms. In addition, the three dimensions of organizational commitment: affective commitment (AC), normative commitment (NC), and continuance commitment (CC) have significant mediating effects on the relationship between ESR and TI. POS moderates the relationship between ESR and AC and that between ESR and NC, but this moderating effect does not exist between ESR and CC. This study provides empirical evidence in the Chinese context for the literature on the factors affecting the turnover of new-generation employees in enterprises. It also presents policy implications for enterprise managers and social decision-making departments to optimize enterprise human resource strategies and adapt to a dynamic external environment.

Relationship of Organizational Commitment to Teamwork in a Municipality From Peru

Abstract: Purpose: The general objective was to determine the relationship between organizational commitment and teamwork in a municipality from Peru. Theoretical framework: The current literature has reported good findings on both organizational commitment and teamwork. However, there is still much to research and understand about OC and TE because it is an ever-evolving development. Design/methodology/approach: A quantitative, applied, non-experimental, descriptive and correlational study was used, applying the questionnaires to 94 workers of the municipality. Findings: The results revealed that organizational commitment is deficient 73% and teamwork is deficient 78%, also, the p=0.000<0.05, indicating that the variables retain a highly significant correlation, also, it is evident that they reached a Rho=82.9%. Research, Practical & Social implications: We suggest a future research agenda and highlight the contributions made to organizational commitment and teamwork. Originality/value: the organizational commitment maintains a very strong positive correlation with teamwork, evidencing that by generating in the workers a sense of belonging with the institution, as long as the best collaborators are offered job growth options and very strong affective bonds are created, then an assertive communication is achieved through permanent dialogue, the communication flow is improved and with it the needs of the employees are recognized, impacting positively in the decision making process, since the planned goals have been realistic to the resources and abilities of the employees.

Inclusive leadership and turnover intention: the role of follower–leader goal congruence and organizational commitment

Abstract: PurposeUsing a dual-lens of leader–member exchange (LMX) and social exchange theory (SET), this study aims to propose a conceptual model that explores the nexus between inclusive leadership and turnover intention as mediated by follower–leader goal congruence and organizational commitment.Design/methodology/approachData were collected via a survey questionnaire from a sample of 322 front line employees working in different banks in Pakistan. The structural equational modeling (SEM) technique was used for hypotheses testing.FindingsFindings of the study show that inclusive leadership has a positive influence on follower–leader goal congruence which in turn has a positive influence on organizational commitment. Further, organizational commitment has a negative influence on turnover intention. Additionally, the results lend support to the mediating effects of follower–leader goal congruence on the relationship between inclusive leadership and organizational commitment, and the mediating effect of organizational commitment on the relationship between follower–leader goal congruence and turnover intention.Research limitations/implicationsThis research extends the literature on inclusive leadership, follower–leader goal congruence, organizational commitment and turnover intention. This study focuses on the follower–leader centric approach.Practical implicationsThe findings of this study can guide policymakers and management of the banking industry to develop the inclusive leadership qualities of existing managers to reduce the turnover intention of their employees.Originality/valueBy incorporating LMX and SET, this study tests a model that demonstrates the mediating role of follower–leader goal congruence and organizational commitment in the relationship between inclusive leadership and employees’ turnover intention.

Effect of the Affiliation Dimension at Work on Organizational Commitment an Applied Study of Etihad Food Industries Company Ltda. Sugar and Oil Industry / Babylon Governorate

Abstract: Purpose: The aim of this study is to find out the extent of the impact of all kinds of affiliation (national affiliation - intellectual affiliation - political affiliation - religious affiliation) on organizational commitment through its dimensions represented by (emotional, continuous, and normative) among workers in the Union Company for Food Industries Ltd. / Industry Sugar and oil in the province of Babylon. Theoretical framework: The study touched on the theoretical aspect of the variables of the study and reviewed the most important concepts related to the variable after affiliation and organizational commitment. The company's vision of the extent of the impact of institutional affiliation in achieving organizational commitment at work. According to Avey (2009) affiliation expresses the mutual investment between the individual and the organization in the continuation of the ongoing contractual relationship, as this mutual relationship shows individual behavior more than the expected official behavior and being ignored by the organization as well as the individual's desire to give part of himself in order to contribute In the success and continuity of the organization such as (the desire to work more diligently and do it voluntarily, and take on additional responsibilities). Organizational commitment is generally defined as “the relative strength of an individual's identification with, and participation in, a specific organization” (Subramaniam & Mia; 2003, p. 3). Design/methodology/approach: The questionnaire was used as a tool for collecting the necessary data and information, and an intended sample consisted of (302) represented by (managers - assistants - and department officials - administrative departments). In Al-Ittihad Company for Food Industries Ltd., the descriptive analytical approach was mainly used in presenting and analyzing the research. The information was interpreted, and a number of statistical methods were used, such as confirmatory factor analysis and structural equation modeling method to measure the effect ratio, arithmetic mean, standard deviation, relative coefficient of difference, relative importance and Pearson's ratio through statistical programs (SPSS V. 23) The Program (Amos V. 23). Findings: The results show that job affiliation will achieve common and mutual communication and understanding among the pillars of management at their different levels (top, middle and bottom), and sincerity in the service of the job goal will achieve greater returns when it appears on the actual performance of the individual. Membership produces commitment, just as commitment is affected by belonging. Research, Practical & Social implications: The study is the most important findings of the study is that interest in employee affiliation leads to achieving organizational commitment in the workplace and will also increase the organization's chances of achieving its goals and objectives. Originality/value: Organizations today are striving to become world class organizations that compete globally and in order to achieve this organizations must not only recruit the best talent but they need employees who are psychologically connected to their work. Managers must build a supportive culture that allows employees to utilize their expertise and abilities in their work processes. In order for employees to do so, opportunities must be provided to harness their abilities and to develop positive attitudes towards their workplace.

The Effect of Environmental Management Practices and Knowledge in Strengthening Responsible Behavior: The Moderator Role of Environmental Commitment

Abstract: This study examines the effects of environmental management practices on environmental knowledge and environmentally responsible behavior by means of an environmental commitment moderator variable regarding the hotel employees in Manavgat–Türkiye. The existing literature on the relevant concepts has provided the theoretical basis of the research. Using the stratified convenience sampling method, a sample of 403 hotel employees from various hotels in the region participated in the survey. First of all, data screening analysis was used for the analysis of research data and the results obtained were analyzed through the AMOS program to test the structural model. According to the research results, it has been determined that environmental management practices are considered to be an important variable in terms of environmental knowledge and environmental knowledge positively affects the level of responsible behavior. In addition, it has been concluded that environmental commitment strengthens the relationship between these variables. In future research, it is predicted that the implementation of this study, which has been applied to hotel employees, in other areas of the tourism sector by taking into account the variables such as organizational commitment, business attachment, organizational performance, and employee attitude will enrich the literature.

Benevolent leadership, harmonious passion, and employee work behaviors: A multi-level moderated mediation model

Abstract: The present study examines harmonious passion as a mediator of the relationship between benevolent leadership and employee performance, i.e., job performance and organizational citizenship behavior. We argue that benevolent leaders satisfy psychological needs in ways that promote harmonious passion, which energizes employee performance. To test our hypotheses, we collected multilevel, multisource, and lagged data from 357 employees in 89 groups. The results indicate that trust climate moderates the indirect effect of harmonious passion on employee performance. The positive indirect relationship between benevolent leadership and employee performance via harmonious passion was positive and significant, but only when trust climate was higher (versus lower). We discuss the implications for theory and practice.

Job Satisfaction and Organizational Commitment Among Teachers in Norway : A Comparative Study of Selected Schools From Public and Private Educational Systems

Abstract: Problem. Recruiting teachers and motivating them to stay in their jobs represents a major educational challenge in Norway. Growing demands and greater expectations on teachers are factors that have resulted in higher turnover and problems of filling vacancies. Based on this background, the primary purpose of this study was to determine if job satisfaction is associated with organizational commitment among public and Seventh-day Adventist (SDA) teachers in Norway. The secondary purpose was to compare job satisfaction and organizational commitment between public and SDA teachers in Norway, and to establish linear combination based on the factors of job satisfaction that explain each of the components of organizational commitment among public and SDA teachers on an individual basis. To accomplish this task, this research study set out to explore and develop a theoretical model that explains and defines the factors of job satisfaction and organizational commitment and the relationships between them. Method. A stratified random sample consisting of 469 public school teachers and 57 SDA teachers completed a self-administered 91-item questionnaire. A survey-research method was used to determine if job satisfaction is associated with organizational commitment among teachers employed by public and SDA schools in Norway. Results. The research showed that job satisfaction items that are related to the climate of an educational organization contribute the most to the development of affective commitment. This is followed by items of efficacy. In general, the SDA teachers who responded had experienced a higher level of job satisfaction and organizational commitment. Conclusions. Focusing on developing a positive climate and efficacy among teachers in schools in Norway will contribute to the development of affective commitment which refers to the employees' emotional attachment to, identification with, and involvement in the employing school. Climate and efficacy represent the major influences contributing to an employee's desire to stay with the employing organization.

Authentic leadership and employee resilience during the COVID-19: The role of flow, organizational identification, and trust

Abstract: The present work investigated fundamental mediating mechanisms (i.e., flow experience, organizational identification, and trust), underlining the impact of authentic leadership on employee resilience during the turbulent COVID-19 pandemic. A total of 901 frontline employees working in a construction engineering company in China participated in this study. They were asked to respond to a battery of questionnaires comprising Trust Scale (affective-based, cognitive-based, and competence-based), Flow Proneness Questionnaire (FPQ), Organizational Identification Scale, Authentic Leadership Questionnaire, and Employee Resilience Scale. Results of structural equation modeling indicated that: (1) Authentic leadership positively predicted employee resilience in the COVID-19 pandemic, directly and indirectly. (2) As for the indirect relationship, two parallel mediation effects and one chain mediation were detected: employees' flow at work and organizational identification respectively and dependently mediated the relationship between authentic leadership and employee resilience; trust and organizational identification played as a chain mediation role within authentic leadership-employee resilience association. The study provides empirical evidence for organizations' resilience-building and leadership training programs. Findings also contribute to the literature by facilitating flow intervention, promoting organizational identification and trust to enhance the effect of authentic leadership in promoting positive psychological functioning of employee resilience. Limitations with respect to future research directions were also outlined.

Leadership and Turnover Intentions in a Public Hospital: The Mediating Effect of Organisational Commitment and Moderating Effect by Activity Department

Abstract: This research aimed to study the effect of leadership (transformational and transactional) on turnover intentions and whether this relationship is mediated by organisational commitment and moderated by the department of activity. To this end, it was hypothesized that: (1) leadership has a negative and significant association with turnover intentions; (2) leadership has a positive and significant association with affective organisational commitment; (3) organisational commitment has a negative and significant association with turnover intentions; (4) organisational commitment has a mediating effect on the relationship between leadership and turnover intentions; (5) the department to which the employee belongs has a moderating effect on the relationship between leadership and organisational turnover intentions. The sample consists of 477 participants working at the Hospital Professor Doutor Fernando Fonseca (HFF) in Portugal, performing their functions in several departments. This is a quantitative, correlational, and cross-sectional study. The results indicate that transformational leadership has a negative and significant effect on turnover intentions and a positive and significant effect on affective and normative commitment. Transactional leadership negatively and significantly affects all three components of organisational commitment. Affective and normative commitment has a negative and significant effect on turnover intentions. Calculative commitment has a positive and significant effect on turnover intentions. Affective commitment and calculative commitment have a partial mediating effect on the relationship between transformational leadership and organisational turnover intentions. The department to which the employee belongs does not have a moderating effect on the relationship between leadership and turnover intentions. It has been proven that leadership plays an extremely important role in the smooth running of this hospital unit.

Perceived organizational support and organizational citizenship behavior–A study of the moderating effect of volunteer participation motivation, and cross-level effect of transformational leadership and organizational climate

Abstract: The purpose of this study is to examine the relationship between perceived organizational support and organizational citizenship behavior, and to explore the moderating effect of volunteer participation motivation on the relationship between the variables, as well as the cross-level effect of transformational leadership and organizational climate. In this study, the front-liners of Taiwan’s National Immigration Agency were the study subjects. A total of 289 employee questionnaires were filled out and returned. It was found that employees’ POS had a positive effect on OCB, while volunteer participation motivation had a moderating effect on the relationships between the variables. Furthermore, transformational leadership and organizational climate were found to have a cross-level effect on enhancing employees’ POS, boosting their motivation to volunteer, and triggering more OCB in employees. The results of this study provide the organization with development measures to encourage its employees to convey more OCB, and improve their service performance. Moreover, based on research evidence that an organization encourages employees to actively participate in voluntary work, and should promote cooperation between the employees and the public by enhancing their sense of public responsibility, improving their services to the public, creating a harmonious work climate for the employees, and offering more opportunities for the public to engage with the employees.

The Effect of Green Human Resources Management Practices on Employees’ Affective Commitment and Work Engagement: The Moderating Role of Employees’ Biospheric Value

Abstract: Organizational Sustainability is an increasingly important movement in the business world because of its social impact and also for the obligations imposed by state agendas and programs by global entities, such as the United Nations. At the forefront of such a movement is the Human Resources function, given its boundary activities with several critical internal and external stakeholders. The term Green Human Resource Management (GHRM) has been used to describe people management with a focus on green issues. The main objective of this research was to explore the relationship between personal values associated with sustainable behaviors (altruistic, biospheric, egoistic, and hedonic values), organizational outcomes such as engagement and commitment, and GHRM. A questionnaire was prepared and used to collect 532 responses from employees from various organizations. Results show that of the four personal values only the biospheric one moderates the relationship between GHRM practices and affective commitment so that the relationship between HRM and affective commitment is stronger when biospheric values score higher. This is an important finding, as it shows that when people value the biosphere, the effect of GHRM practices on affective commitment and work engagement is stronger than when people value other matters.

Pengaruh Stres Kerja terhadap Turnover Intetion dimediasi Job Embeddedness dan Komitmen Organiasional pada CV Filo Company, Klaten

Abstract: This research was conducted on CV Filo Company with the aim of knowing the direct effect of work stress on turnover intention, the indirect effect of job stress on turnover intetion with job job embeddedness as a mediating variabel, and the inderect effect of job stress on turnover intention with organizational commitment as a mediation variabel. Quantitative research method used in this study using Smart PLS 3.0 program as an analytical tool. Samplong using non-probability sampling that is saturated sample or census, the sample is this study were all employees of CV Filo Company with 32 employees. Consisting of 26 women and 6 men, the majority are 21-24 years old, the majority have diploma/bachelor degress, and the majority have worked for 1-12 months. The data collection techniwue used a questionnaire distributed online, the research instrument used a Likert scale. Methods of data analysis through validity, reliability, and hypothesis testing. In this study, it was shown that work stress had no direct effect on turnover intention, indicated by a coefficient value of 0.119 and p-value of 0.354 (>0.05), hypothesis 1 was rejected. Job stress has a positive effect on turnover intention with job emebeddedness as a mediaton indicated by a coefficient value of 0.433 and p-value of 0.006 (<0.05), hypothesis 2 supported. Job stress has a positive effect on turnover intention with organizational commitment as a mediaton indicated by a coefficient value of 0.316 and p-value of 0.014 (<0.05), hypothesis 3 supported.

The Mediating Effect of Organizational Commitment on the Relationship Between Work Life Balance and Intention to Leave

Abstract: This study aimed to measure the mediating effect of organizational commitment on the relationship between work life balance and intention to leave. The study population is consisted of (800) working women in king Abdullah university hospital. To collect the primary data questionnaire survey was distributed to (200) working women and (144) questionnaires were returned. The study uses ordinary least square (OLS) technique to run simple regression and test hypothesis where the work life balance is used as independent variable and intention to leave as dependent variable, for mediating effect the study used the organization commitment variable. After analysis, study found that affective commitment has fully mediated the relationship between work life balance and intention to leave. While normative commitment has partially mediated the relationship between work life balance and intention to leave among working women in King Abdullah University Hospital. In light of previous findings, the researchers recommends adoption of work life balance program in Jordanian hospitals, to improve the motivation and commitment of women employees for better organizational performance.

The moderating role of workplace ostracism between employee training, employee participation and organizational commitment among bank employees

Abstract: PurposeThis study aimed at investigating employee training, employee participation and organizational commitment (OC) and the moderating effect of workplace ostracism among bank employees.Design/methodology/approachThe study used a descriptive and cross-sectional design with the aid of a standard scale constructed into a questionnaire. Cluster, convenience and simple random sampling techniques were used to select 1,067 respondents, of which 870 were deemed fit for the study. The theories underpinning the study were the social exchange theory (SET) and social identity theory (SIT). Four hypotheses were developed and tested using hierarchical multiple regression analysis, and moderation using PROCESS macro.FindingsThe study found that employee training and employee participation had a significant positive relationship with organizational commitment, while organizational ostracism had a significant but negative relationship with organizational commitment among bank employees. The study also found that workplace ostracism moderated the relationship between organizational climate and organizational commitment The study recommended that organizational commitment requires management training their workforce, allowing employee participation in decisions, and minimizing or outrightly eradicating the practice of organizational ostracism. It is, therefore, concluded that workers place great value on training and participation in decision-making and frown at organizational ostracism.Originality/valueThis paper fills in the gaps left by the paucity of empirical investigation of the moderating role that workplace ostracism plays between employee training, employee participation and organizational commitment – a feat that is lacking in developing countries. It serves as a reminder to management to prevent or entirely eliminate workplace ostracism to allay an employee's impression of being a threat to an organization when commitment is low.

Developing the relationship between corporate cultural factors and employees' organizational commitment via self-efficacy

Abstract: PurposeIn this study, the researchers explored the predictive powers of corporate cultural factors and self-efficacy on Pakistan's public sector bank employees' organizational commitment.Design/methodology/approachThe researchers designed a co-relational study based on cross-sectional data using a questionnaire to collect the data from the Pakistan public sector banks' managers, assistant managers and operational managers. Consequently, the researchers based this study's findings on the 270 valid responses to the questionnaire.FindingsThis study's findings reveal that, except for teamwork, together with self-efficacy, the corporate cultural factors comprising organizational communication, training and development and reward and recognition have positive and significant impacts on organizational commitment. More specifically, self-efficacy plays a mediating role in terms of the relationships between organizational commitment and organizational communication, training and development and reward and recognition.Practical implicationsFrom establishing the most relevant corporate cultural factors, the researchers consider that this study's findings are helpful to policymakers and organizations in developing organizational commitment among employees. More practically in the case of Pakistan's public sector banks, the employees can improve employees' performance by recognizing the significance of the corporate cultural factors on employees' organizational commitment. In addition, the researchers consider that this study's findings can improve managerial efficiency which, in turn, can lead to the organizations becoming more successful.Originality/valueIn the context of Pakistan's public sector banks, this study's findings provide empirical insights to the relationships between the corporate cultural factors and organizational commitment. In addition, the findings provide insights to the role played by self-efficacy in mediating these relationships.

The impact of organizational culture and leadership styles on the performance of public organizations

Abstract: When comparing actual outputs of an organization to its expected results, aims, and objectives, this is referred to as organizational performance (Abuzarqa, 2019; Al Khajeh, 2018). Therefore, this study is to determine the impact of organizational culture and leadership styles on the performance of Jordanian government organizations. The total number of respondents in this survey was 168, and they were divided into Jordanian government employees. The quantitative analysis test, which includes the validity test, reliability test, classic assumptions test, and hypothesis test, is used in the data analysis process. Organizational culture and leadership styles are independent variables in this study. Organizations’ performance is the dependent variable in this study. The findings of this study reveal that organizational culture and leadership styles have a significant or minor impact on the performance of Jordanian public organizations. The two independent variables have a significant point that supports the hypothesis. As a result, it is widely assumed that organizational culture and leadership styles have an impact on the functioning of Jordanian government organizations. Future studies may examine managerial support as a moderating variable between organizational culture and leadership styles and performance.

Organizational Productivity: A Critical Analysis of the Impact of Employee Motivation

Abstract: Purpose: The main objective of this research was to examine the importance of training and development in the workplace. Methodology: Several dimensions of employee performance were analyzed, including productivity, job satisfaction, employee satisfaction, employee commitment, and decision-making. An adopted five Likert scale questionnaire was adopted for the online data collection from 100 respondents from the telecommunication industry. Convenience sampling was used for sampling and the PLS-SEM was the main technique for data analysis using smart PLS software. Findings: The results suggest that organizational performance and employee performance in the telecommunication sector in Pakistan increase if there is a significant relationship between employees and decision-making. Similarly, employees with a high level of job satisfaction and affective commitment will ultimately have a higher potential for productivity and career satisfaction. Conclusions: The study concluded that employee performance improves as teamwork increases. Teamwork within the company is very valuable; it directly affects the performance of employees. When an employee gets enough teamwork possibilities, his performance will automatically develop.

Perceived Organizational Support and Performance: Moderated Mediation Model of Psychological Capital and Organizational Justice – Evidence from India

Abstract: Employee performance attainment is a pervasive issue in the workplace and is increasingly becoming an important problem for effective human resource management. A review of the extant literature on perceived organizational support (POS) and performance suggests that there is a dearth of research aimed at examining the underlying mechanisms and the boundary conditions of the relationship between POS and performance. One of the objectives of this study is to examine the mediating role of psychological capital on the relationship between POS and performance. Furthermore, this study investigates the moderating role of organizational justice perception in said indirect relationship. Study 1 included a sample of 465 employees from both large private life insurance and telecom organizations. Study 2 was conducted on a sample of 216 employees from a large steel manufacturing firm. Findings suggest that psychological capital mediated the relationship between POS and performance. The indirect relationship of POS and performance via psychological capital was moderated by organizational justice. However, there is a counter-intuitive finding in this research. It was observed that at a high level of organizational justice, it had a smaller effect on performance in contrast to low level of organizational justice. Finally, theoretical contributions and managerial implications are discussed.

An Examination of CSR's role in Fostering Organizational Commitment and Employee Performance

Abstract: The study aims to identify the inspiration of CSR (Corporate Social Responsibility) in developing organizational commitment and employee performance. Data were collected from 281 employees of Pharmaceutical companies in Pakistan by a standardized survey questionnaire employing the random sample method. Corporate social responsibility, digitalization, organizational rewards, employee performance, and organizational commitment were the main variables of the investigation. The planned framework is examined empirically using a statistical package for the social science for demographics, reliability, descriptive, and correlation. Then confirmatory factor analysis was used to check model fit and validity, and the structural equation model was used for hypothesized model. Corporate social responsibility, digitalization, and organizational rewards positively impact employee performance by the mediating effect of organizational commitment. This examination contributes to a more profound comprehension of how employee performance can be influenced by the impact of corporate social responsibility via organizational commitment.

Psychological Empowerment and Job Performance: Examining Serial Mediation Effects of Self-Efficacy and Affective Commitment

Abstract: A substantial body of literature has analyzed the influence of psychological empowerment on individual and organizational outcomes. However, there is still a need to examine how empowered employees achieve higher performance. To fill this gap in the literature, this study analyzed the mediating role of self-efficacy and affective commitment in the relationship between psychological empowerment and task-based job performance. Data were collected from 357 employees. The hypotheses were tested using structural equation modeling and bootstrapping procedures. The results validated the structural relationships between psychological empowerment, self-efficacy, affective commitment, and task-based job performance. In addition, the serial mediation effect of self-efficacy and affective commitment was also confirmed. These results highlight the relevance of psychological variables, such as psychological empowerment and affective commitment, for individuals and organizations. The study supports that feeling empowered and emotionally committed is essential in building a long-term relationship between the employee and the organization.

The impact of time spent working from home on affective commitment in the workplace: The mediating role of social relationships and collective aims

Abstract: Introduction Working from home has become increasingly prevalent due to the COVID-19 pandemic, creating new challenges for organizations and employees. According to the latent deprivation model proposed by Jahoda, work provides latent benefits alongside its material rewards, and losing such benefits leads to a decline in well-being. Organizational affective commitment, or affective commitment within the organization, is a prominent concept in organizational psychology that is linked to lower workforce fluctuation and increased work performance. The present research examined the impact of time spent working from home on affective commitment by examining Jahoda’s “latent functions,” including social contact and collective purpose, representing an innovative application of the latent deprivation model in the context of home office. Methods Using an online questionnaire, we collected data from 456 participants (239 female and 217 male) who had been employed for at least 2 years and who had spent a proportion of their time working from home in March and April 2021. The data were analyzed using a path model, in which the potential adverse effect of time spent in home office on affective commitment to the workplace was mitigated by latent functions. Results Specifically, we found that more time spent in home office was associated with a decrease in social contact, the impact of which on affective commitment was mediated through the perception of collective purpose. Discussion Our findings emphasize the role of the latent benefits of work experienced by employees even when working from home, and the role of those benefits in supporting employees’ commitment to the workplace. We argue that a deeper understanding of such factors is vital, as working from home is expected to remain widespread even after the pandemic.

Determinant job involvement, and career development on job satisfaction and its implications for organizational commitment

Abstract: This study’s objective was to examine the impact of perceived organizational support, work participation, and career advancement on faculty lecturers’ job satisfaction and organizational commitment at Muhammadiyah Universities in Jabodetabek. This study employed a descriptive and verification survey with 1,402 faculty lecturers from Muhammadiyah Universities in Jabodetabek and a sample size of 420 respondents. SEM (Structural Equation Modeling) using Lisrel data analysis tools 8.80 is utilized to analyze the data. Based on the study’s results, the following conclusions were drawn: At Muhammadiyah Universities in Jabodetabek, perceived organizational support, work participation, and career advancement had a favorable and substantial influence on job satisfaction, with a contribution value (R2) of 60%. Partially, perceived organizational support has the greatest effect on lecturers’ work satisfaction, particularly those aspects of lecturer welfare that are indicated by caring characteristics. The perceived organizational support, job participation, career advancement, and work satisfaction of faculty lecturers at Muhammadiyah Universities in Jabodetabek have a positive and considerable influence on organizational commitment, with a contribution value (R2) of 86%. Partially, work satisfaction exerts the greatest effect on organizational commitment, as evidenced by the supervisor supervision dimension of job satisfaction. The results also demonstrated that work satisfaction mediates the influence of perceived organizational support, job participation, and career advancement on organizational commitment.

Pengaruh quality of work life terhadap kinerja karyawan dengan komitmen organisasional sebagai variabel mediasi

Abstract: Employee performance is an important thing to advance a company, good performance is needed so that company goals can be achieved. Several factors that affect an employee's performance include quality of work life and organizational commitment. This study aims to analyze the effect of quality of work life on employee performance with organizational commitment as a mediating variable. Samples were taken as many as 58 employees and using saturated samples. Data collection in this study was carried out by interview and questionnaire methods. The data analysis technique used in this research is Path Analysis and Sobel Test. Based on the results of the analysis, it was found that the quality of work life has a positive and significant effect on employee performance, the quality of work life has a positive and significant effect on organizational commitment, organizational commitment has a positive and significant effect on employee performance, organizational commitment is a mediating variable from the influence of quality of work life. on employee performance.

Ethical leadership and follower unethical pro-organizational behavior: examining the dual influence mechanisms of affective and continuance commitments

Abstract: This paper aims to examine the indirect effects of ethical leadership on unethical pro-organizational behavior (UPB). We primarily examine how two types of organizational commitment (i.e. affective commitment and continuance commitment) mediate the effect of the supervisors’ ethical leadership on their followers’ UPB. Collecting data from 291 employees in South Korea, at two points in time, we found that ethical leadership has a negative relationship with follower UPB through affective commitment and has a positive relationship with follower UPB through continuance commitment. Furthermore, follower organizational identification moderates the mediation processes, which makes the affective commitment-UPB relationship more negative but the continuance commitment-UPB relationship more positive when the followers more closely identify with their organization. We also discuss the theoretical contributions and practical implications.

Organizational commitment and interpersonal relationship of library personnel as determinants of work performance in Nigeria universities

Abstract: This study was originated to scrutinize the effects organizational commitment and interpersonal relationship of library personnel as determinants of work performance in Nigeria universities. This study employed descriptive survey method. Total enumeration or census survey techniques were used to cover all the library personnel in the partaking Nigeria universities. This study employs two research hypotheses to guide the study. Findings revealed that there is significant relationship between organizational commitment and work performance, while there is also a positive significant relationship between interpersonal relationship and work performance.

Islamic work ethics and employees’ prosocial voice behavior: The multi-role of organizational identification

Abstract: This study aims to uncover the direct and indirect effects of Islamic work ethics (IWE) on prosocial voice behavior in the education sector in Indonesia. Organizational identification has also been investigated extensively as a mediator and moderator of the relationship between IWE and prosocial voice. Self-rated questionnaires were distributed to teaching staff at various universities, and 271 participants were selected for analysis and hypothesis testing. The PLS-SEM results confirmed that IWE positively affect organizational identification and prosocial voice. It was also confirmed that organizational identification acts as a mediator and effective moderator of the relationship between IWE and prosocial voice. This study adds to the knowledge of IWE literature by examining its role in developing organizational identity and prosocial voice. Furthermore, this study offers new insight by exploring the multi-role of organizational identification in the proposed model.

Can Organizational Culture Encourage Islamic Banking Performance?: The Role of Organizational Commitment as Mediation

Abstract: Purpose: This research aimed to observe the influence of organizational culture and organizational commitment on presentation in Aceh Sharia banking and the mediating impact of organizational commitment among organizational culture and performance using two methods, namely VAF and Bootstrapping. Theoretical framework: The concept model for this research was constructed from the reflective indicator model. The evaluation of the measurement model was carried out by external load and evaluation of the internal model (structural model). Design/methodology/approach: The research was performed on permanent employees of Aceh Sharia banking. The sampling method was a random sampling, through a questionnaire, with a self-administered process as a research tool. The pls-sem is a method of data analysis with the Smartpls analysis tool. Findings: The results showed that organizational culture had a positive and important influence on Commitment and organizational activity that would affect Acehn's Sharia banking activity. Research, Practical & Social implications: In addition, organizational commitment has the role as a partial mediation among the association organizational culture and presentation. Originality/value: It showed the importance of work-related behaviors and shared conceptions in Islamic banking in achieving Aceh's Islamic banking success.