Organizational commitment of civil service managers in Jordan: a field study

1996 ◽  
Vol 15 (5) ◽  
pp. 65-74 ◽  
Author(s):  
Nail A.H.K. Awamleh
Keyword(s):  
Organizational Commitment ◽  
Field Study ◽  
Civil Service ◽  
Service Managers

scholarly journals The Effect Of Organizational Learning On Organizational Commitment, Job Satisfaction And Work Performance

2011 ◽  
Vol 25 (6) ◽  
Author(s):  
Raduan Che Rose ◽  
Naresh Kumar ◽  
Ong Gua Pak
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Learning ◽  
Literature Review ◽  
Public Service ◽  
Work Performance ◽  
Future Research ◽  
Font Size ◽  
The Relationship ◽  
Service Managers

<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="color: black; font-size: 10pt; mso-ansi-language: EN-GB;" lang="EN-GB"><span style="font-family: Times New Roman;">The literature review reveals that there is a relationship between organizational learning organizational commitment, job satisfaction and work performance. However, it is apparent that the integrated relationships between these variables have not been found to be reported. Hence, we examine the relationship among these variables using a sample of public service managers in Malaysia. Organizational learning was found positively related to organizational commitment, job satisfaction, and work performance. Organizational commitment and job satisfaction are also positively related with work performance and these variables partially mediate the relationship between organizational learning and work performance. Implication of the study and suggestions for future research been discussed in this paper.</span></span></p>

Employee Perceptions of the Fairness of Work Group Incentive Pay Plans

1998 ◽  
Vol 24 (4) ◽  
pp. 469-488 ◽  
Author(s):  
James H. Dulebohn ◽  
Joseph J. Martocchio
Keyword(s):  
Organizational Commitment ◽  
Procedural Justice ◽  
Field Study ◽  
Work Group ◽  
Fortune 500 ◽  
Employee Perceptions ◽  
Incentive Pay ◽  
Production Facility ◽  
Job Classification ◽  
Fairness Judgments

A field study investigated 368 employees’ perceptions of the fair-ness of work group incentive pay plans. In particular, we studied therelationships between six antecedent variables (understanding of thepay plan, satisfaction with base pay, organizational commitment, beliefsin the pay plan eflectiveness, plan payout amount, and group identijication) and outcome variables, including fairness judgments of both theprocesses associated with the pay plan as well as the earned payoutamounts. The setting for this study was a major nonunion production facility of a Fortune 500 company that is involved in chemical produc-tion. The findings indicate that understanding of the pay plan, belief inthe pay plan effectiveness, and organizational commitment were relatedto perceptions of procedural justice. Moreover, pay satisfaction, under-standing, belief in the pay plan effectiveness, and organizational commitment were associated with perceptions of distributive justice.Further, we found significant effects of two control variables— job classification on perceptions of procedural justice, and organization altenure on both perceptions of procedural and distributive justice.

The Changing Face of Georgia's Merit System: Results from an Employee Attitude Survey in the Georgia Department of Juvenile Justice

2003 ◽  
Vol 32 (2) ◽  
pp. 267-278 ◽  
Author(s):  
Charles W. Gossett
Keyword(s):  
Organizational Commitment ◽  
Juvenile Justice ◽  
Civil Service ◽  
Service System ◽  
Civil Service Reform ◽  
Attitude Survey ◽  
New Employees ◽  
Merit System ◽  
The Impact ◽  
At Will

In 1996, the state of Georgia passed a radical civil service reform law that, in effect, removed all new employees from the traditional civil service system and made them “at-will” employees. Additionally, many functions, such as recruitment and classification, were decentralized to the operating agencies. This study attempts to review the impact of these changes on employees in one of the agencies, the Department of Juvenile Justice. A comparison is made of the attitudes of employees who are covered by civil service regulations and those who are not, principally with respect to organizational commitment and loyalty. The results of the survey suggest that, to date, the impact of these reforms on commitment and loyalty is not significant.

Overcoming the tensions between values: a challenge for French public service managers and their training schools

2015 ◽  
Vol 83 (3) ◽  
pp. 463-480 ◽  
Author(s):  
Fabrice Larat ◽  
Christian Chauvigné
Keyword(s):  
Public Service ◽  
Public Management ◽  
Civil Service ◽  
Critical Distance ◽  
Public Officials ◽  
The Public ◽  
Training Schools ◽  
Supervisory Staff ◽  
Service Managers

While there is universal recognition of their important role in the functioning of administrations and for the motivation of public officials, the values that serve as a reference for the public service are witnessing a change in the way they are understood and implemented in practice, particularly with regard to the new requirements of public management. The analysis developed in this article centres on the interplay between various dimensions relating to the perception and use of the key values of the French civil service and highlights the tensions that prevail despite the apparent preservation of the axiological reference universe of those concerned. It raises the question of the role of schools in the training of values management. It draws on the results of a survey conducted in France by the network of civil service schools (Réseau des écoles de service public; RESP) among managers undergoing training and their teachers and supervisory staff. Points for practitioners The study shows that organizations that are responsible for the initial or continuing training of civil servants offer a breeding ground for the (re)production of public service values. However, for civil service managers to be able to deal with the potential tensions between values (no clear hierarchy, apparent contradictions) it is necessary to develop their capacities for reflective analysis and practical application that will allow a critical distance and promote a contextualized ethical approach.

The Influence of Work Motivation on Organizational Commitment Among Civil Servants of Kazakhstan: Analyzing the Mediating Role of Job Satisfaction

2021 ◽  
Vol 19 (3) ◽  
pp. 543-567
Author(s):  
Gaziz Sagituly ◽  
Junhua Guo
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Civil Service ◽  
Work Motivation ◽  
Civil Servants ◽  
Mediating Effect ◽  
Regional Administration ◽  
Mediating Role ◽  
The Relationship

One of the priority directions of administrative reforms that take place in the Republic of Kazakhstan is the enhancement of civil service effectiveness. And, the success of reforms will mostly be determined by the condition of civil service, which depends on the performance of civil servants. Taking into consideration the importance of motivated and satisfied employees on their commitment, this study was aimed to identify the relationship between motivation and job satisfaction on employees’ commitment and studying the mediating role of job satisfaction on the relationship of civil servants’ motivation and organizational commitment in the central and local executive bodies in Kazakhstan. In total, 1205 civil servants from 5 ministries and 4 regional administration completed a questionnaire adapted from previous studies. The results show significant relationships exist between work motivation dimensions and organizational commitment as well as work motivation and job satisfaction. Moreover, the study found the mediating effect of job satisfaction on the hypothesized relationships. This paper contributes to the existing human resources literature on employees’ commitment and guides management on how to improved employees’ job satisfaction and employee’s commitment.

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