Analysis of the Relationship Between Stress and Organizational Commitment in Employees: A Meta-Analysis Study

This research aims to investigate the relationship of stress and organizational commitment in employees with meta-analysis method. In the literature review, 22 studies and 42 comparisons were found which meet the determined criteria. “Fisher z” value was used to calculate impact size values and impact direction and overall impact of the research were analysed with random impact model. As a result of the analysis; it was determined that stress have a weak positive relationship impact on organizational commitment. In addition, it was also determined that there is a negative and weak relationship impact between stress and affective commitment; positive and weak relationship impact between stress and normative commitment and positive and small relationship impact between stress and continuance commitment in employees. In the research, it was seen that the impact of stress on organizational commitment vary according to the sector that employees work in. ın the analyses, it was determined that there is a positive impact in health and tourism and a negative impact in education and the impact size is weak in health and small in tourism and education. Based on the research results, it can be said that new researches are required about how and why the relationships between stress and organizational commitment in employees vary.

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Effect of Employee Participation on Organizational Performance with Organizational Commitment as a Moderator

International Journal of Scientific Research and Management ◽

10.18535/ijsrm/v6i6.el015 ◽

2018 ◽

Vol 6 (06) ◽

Cited By ~ 2

Author(s):

Peter Butali ◽

David Njoroge

Keyword(s):

Organizational Commitment ◽

Organizational Performance ◽

Survey Research ◽

Affective Commitment ◽

Employee Participation ◽

Continuance Commitment ◽

Study Population ◽

Descriptive Survey ◽

The Impact ◽

The Relationship

The purpose of this study was to find out the impact of employee participation on organizational performance and to find out the moderating effect of organizational commitment on the relationship between employee participation and organizational performance. The study population comprised of 5866 employees of three state corporations namely Mumias Sugar Company, Kenya Power and KenGen. The study adopted descriptive survey research design. The findings of the study were that employee participation had a significant effect on organizational performance. The study further showed that affective commitment, continuance commitment and normative commitment moderated the relationship between employee participation and organizational performance.

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A Literature Review of the Three Elements of Organizational Commitment: The Meaning of the Contribution Score Average

WSEAS TRANSACTIONS ON BUSINESS AND ECONOMICS ◽

10.37394/23207.2021.18.67 ◽

2021 ◽

Vol 18 ◽

pp. 679-689

Author(s):

Albet Maydiantoro ◽

Rias Tusianah ◽

Usastiawaty C. A. S Isnainy ◽

Tubagus Ali Rachman Puja Kesuma ◽

M. Arifki Zainaro ◽

...

Keyword(s):

Organizational Commitment ◽

Affective Commitment ◽

Meta Analysis ◽

Average Score ◽

Normative Commitment ◽

Continuance Commitment ◽

Self Interest ◽

Common Interests ◽

The Impact ◽

Personal Interests

This is a meta-analysis study. The study aims to determine the highest average score and the impact of the three elements of Allen and Meyer’s organizational commitment: Affective Commitment (AC), Normative Commitment (NC), and Continuance Commitment (CC). The author employed Sturgess's interpretation to determine the average score by Very Low, Low, Low Enough, High Enough, High, and Very High. We got that the highest average score of the three components of organizational commitments is the affective commitment (0.704), followed by the normative commitment (0.681), and the last one is the continuance commitment (0.585). We draw the conclusion that a person, basically, wants to be useful to others. Then, she will be able to put aside individual interests for the sake of common interests so that she will dare to bind herself to agreements, rules, and norms for mutual survival (NC). 'As a result of wanting to be useful to others and having the courage to decide to stay together in the rules, she will dare to put aside his transactional self-interest which is centered on personal interests or gain (CC). The scoring average consecutively says that AC is the biggest among of all, NC is less than AC, and CC is the least, implies that a manager should be able to build and maintain the AC as the first priority, followed by the NC. If a manager has been able to build and maintain the AC and NC, she is able to build and maintain the CC automatically.

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PENGARUH ETIKA KERJA ISLAM TERHADAP SIKAP AKUNTAN DALAM PERUBAHAN ORGANISASI DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING

EKUITAS (Jurnal Ekonomi dan Keuangan) ◽

10.24034/j25485024.y2003.v7.i4.364 ◽

2018 ◽

Vol 7 (4) ◽

pp. 441-471

Author(s):

Astri Fitria

Keyword(s):

Structural Equation ◽

Affective Commitment ◽

Work Ethic ◽

Negative Impact ◽

Positive Impact ◽

Equation Model ◽

Normative Commitment ◽

Continuance Commitment ◽

Islamic Work Ethic ◽

The Impact

The objective of the study is to analyze the impact of Islamic work ethic toward accountant attitude lo changing organization with commitment organization as a variable intervening. Population for this research is all of intern accountants, education accountants and accountant staf working Islam-organization basic in Indonesia. Data were collected via questionnaires. A total of 295 accountants were responded to this research. Data were analyzed by using Structural Equation Model (SEM).The result of the analysis support four hypotheses proposed in this research, there are; Islamic work ethic positive impact affective commitment, continuance commitment and normative commitment; Islamic work ethic positive impact cognitive, affective and behavioral tendency from attitude toward changing organization; affective commitment positive impact cognitive, affective and behavioral tendency from attitude toward changing organization; there is a negative impact between continuance commitment to cognitive, affective and behavioral tendency from attitude toward changing organization; normative commitment positive impact cognitive, affective and behavioral tendency from attitude toward changing organization; affective commitment mediated Islamic work ethic to cognitive, affective and behavioral tendency from attitude toward changing organization; continuance commitment mediated Islamic work ethic to cognitive, affective and behavioral tendency from attitude toward changing organization; normative commitment mediated Islamic work ethic to cognitive, affective and behavioral tendency from attitude toward changing organization.

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PENGARUH ETIKA KERJA ISLAM TERHADAP SIKAP AKUNTAN DALAM PERUBAHAN ORGANISASI DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING

EKUITAS (Jurnal Ekonomi dan Keuangan) ◽

10.24034/j25485024.y2003.v7.i4.1990 ◽

2016 ◽

Vol 7 (4) ◽

pp. 441

Author(s):

Astri Fitria

Keyword(s):

Structural Equation ◽

Affective Commitment ◽

Work Ethic ◽

Negative Impact ◽

Positive Impact ◽

Equation Model ◽

Normative Commitment ◽

Continuance Commitment ◽

Islamic Work Ethic ◽

The Impact

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The Impact of Organizational Justice and Organizational Commitment on Turnover in the Employees of Allied Bank Peshawar Region

Journal of Business & Tourism ◽

10.34260/jbt.v4i1.88 ◽

2021 ◽

Vol 4 (1) ◽

pp. 27-37

Author(s):

JUNAID ATHAR KHAN ◽

SAIMA AFSHEEN ◽

DR. SHAHID JAN ◽

MUHAMMAD TARIQ

Keyword(s):

Organizational Commitment ◽

Organizational Justice ◽

Turnover Intention ◽

Positive Impact ◽

Two Dimensions ◽

Decision Makers ◽

Level Of Satisfaction ◽

Relationship Of ◽

The Impact ◽

The Relationship

The study is aimed to investigate the impact of organizational justice over the organizational commitment and turnover intention perceived by the employees regarding their jobs in the Allied Bank of Peshawar region. A total of 180 employees selected from different hierarchical levels of Bank responded to the questionnaires used for the evaluation of this study. The collected data is analysed with the help of the SPSS 22.0 version, which provided the descriptive statistical analysis that further reveal means of employee’s Organizational Justice with two dimension Distributive Justice and Procedural Justice of organizational commitment and turnover, i.e. reported as close to 3.0. Reliability of the study is considered as adequate because the Cronbach Alpha values were reported considerably above than the predetermined threshold of 0.70 for all the four variables of the study. Multiple regression analysis, factor analysis were also conducted to test the hypotheses of the study and as a result, it was evaluated that the two dimensions of the organizational justice, i.e. distributive and procedural have significant positive impact over the employee’s job commitment and reduction in turnover of employees to other banks or other organizations. The study will help the decision makers and especially the HR executives in obtaining some better understanding of the relationship of two variables with organizational justice, so that they can formulate certain suitable strategies for the employees and organization as a whole, which in turns lead to higher level of satisfaction among employees and improve their performance as a whole. A number of limitations of this study and recommendations for the future researchers are also discussed at the end of the study.

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Impact of Authoritative and Laissez-Faire Leadership on Thriving at Work: The Moderating Role of Conscientiousness

European Journal of Investigation in Health, Psychology and Education ◽

10.3390/ejihpe11030048 ◽

2021 ◽

Vol 11 (3) ◽

pp. 667-685

Author(s):

Zulfiqar Ahmed Iqbal ◽

Ghulam Abid ◽

Muhammad Arshad ◽

Fouzia Ashfaq ◽

Muhammad Ahsan Athar ◽

...

Keyword(s):

Leadership Style ◽

Positive Impact ◽

Work Relationship ◽

Laissez Faire ◽

Relationship Of ◽

The Impact ◽

The Relationship ◽

Moderating Role ◽

Thriving At Work

This study empirically investigates the less discussed catalytic effect of personality in the relationship of leadership style and employee thriving at work. The growth and sustainability of the organization is linked with the association of leadership style and employee thriving at the worplace. The objectives of this study are to explore the impact of authoritative and laissez-faire leadership styles and the moderating role of the personality trait of conscientiousness on thriving in the workplace. A sample of 312 participants was taken from a leading school system with its branches in Lahore and Islamabad, Pakistan. The participants either worked as managers, teachers in headquarters, or school campuses, respectively. The regression results of the study show that authoritative leadership and conscientiousness have a significantly positive impact on thriving at work. Furthermore, conscientiousness moderates the relationship between laissez-faire style of leadership and thriving at work relationship. The findings of this study have theoretical implications for authoritative and laissez-faire leadership, employee conscientiousness, and managerial applications for the practitioners.

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Exploring the Relationship between Commitment Profiles and Work Attitudes, Employee Withdrawal, and Job Performance

Public Personnel Management ◽

10.1177/009102600002900305 ◽

2000 ◽

Vol 29 (3) ◽

pp. 353-366 ◽

Cited By ~ 39

Author(s):

Mark Somers ◽

Dee Birnbaum

Keyword(s):

Organizational Commitment ◽

Job Performance ◽

Job Search ◽

Affective Commitment ◽

Management Practice ◽

Career Commitment ◽

Work Attitudes ◽

Continuance Commitment ◽

The Relationship ◽

Positive Work

Four commitment profiles, based on levels of commitment to the organization and the career, were used to explore the relationship between distinct patterns of commitment and work-related outcomes with a sample of professional hospital employees. As two distinct forms of organizational commitment have been identified affective and continuance commitment separate profiles were constructed for each type of organizational commitment in conjunction with career commitment. Results for profiles based on affective commitment were consistent with prior research findings, in that employees committed to both their organization and their career exhibited the most positive work attitudes and the strongest intention to remain with the organization. Unexpectedly, the dually committed also had the strongest intensity of job search behavior, but these efforts did not translate into higher incidences of turnover. No differences were observed across commitment profiles with respect to job performance. The synergistic effect between affective and career commitment was not observed for profiles based on continuance commitment to the organization. Employees committed only to their careers exhibited more positive work outcomes than did those committed only to their organizations. The implications of these findings for management practice were discussed.

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Impact of Transformational Leadership on the Affective Commitment of Employees in the Service Sector

International Journal of Recent Technology and Engineering - 2 ◽

10.35940/ijrte.d7345.118419 ◽

2019 ◽

Vol 8 (4) ◽

pp. 1388-1393

Keyword(s):

Transformational Leadership ◽

Service Sector ◽

Affective Commitment ◽

Positive Impact ◽

Multifactor Leadership Questionnaire ◽

Intellectual Stimulation ◽

Four Dimensions ◽

Multifactor Leadership ◽

The Impact ◽

The Relationship

Purpose – There are few studies that have studied the relationship between Transformational leadership (TL) and organisation commitment (OC), but there are very few studies on the service sector especially in the Indian context. This study aims to fill the gap in literature by empirically examining the impact of four dimensions of TL using Multifactor Leadership Questionnaire (MLQ) on the Affective Commitment (AC) of the employees, within the context of the service sector in Bengaluru. Design/methodology/approach – A total of two hypotheses were proposed for testing transformational leadership using Multifactor Leadership Questionnaire (MLQ) questionnaire, (Bass and Avolio, 1997) and five items of affective organization commitment developed by Allen and Meyer (1996) was used for affective commitment. The questionnaire was administered to 210 employees working in various industries in the service sector in Bengaluru to measure the impact of TL on the AC of the respondents. Findings – The analysis of the data collected shows that TL has a positive impact on the affective commitment of the employees. In particular, the results of an empirical investigation revealed that individualized influence and individual consideration by the transformational leader had a significant impact on the affective commitment level of the employees. The employees in the hospitality industry had a difference in opinion compared to IT, Banking & education sector employees on the intellectual stimulation by the leader and their affective commitment towards the organization. Originality/value – This paper contributes to the existing literature of leadership and OC by providing practical evidence leading to the improvement of information and the understanding of the relationship between TL and AC.

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PENGARUH JOB INVOLVEMENT DAN KEADILAN ORGANISASIONAL TERHADAP KOMITMEN ORGANISASIONAL PADA KARYAWAN PACTO - BALI

Matrik Jurnal Manajemen Strategi Bisnis dan Kewirausahaan ◽

10.24843/matrik:jmbk.2016.v10.i02.p04 ◽

2016 ◽

pp. 128

Author(s):

Diyah Arum Puspita Sari ◽

Agoes Ganesha Rahyuda

Keyword(s):

Organizational Commitment ◽

Organizational Justice ◽

Affective Commitment ◽

Sampling Technique ◽

Job Involvement ◽

Employee Motivation ◽

Positive Influence ◽

Continuance Commitment ◽

Analysis Technique ◽

The Relationship

This study aims to find the effect of job involvement and organizational justice on three types of organizationalcommitment, which are affective, continuance and normative. This research was conducted in Pacto-Bali, using 70 employees as its respondents. Sampling technique used in this study was saturated sampling technique.Data was collected through interviews and questionnaires. The data analysis technique was multiple linear regression, which was processed using SPSS software.The findings indicate that job involvement has positive influence on each types of organizational commitment, that was affective commitment, continuance commitment and normative commitment. The same finding was found in the relationship between organizational justice and organizational commitment, where the more justice the employees received the more committed the employees to the organization. To improve the organizational commitment of employees, Pacto-Bali should increase employee motivation by inviting employees to involve in the decision making process, and also should improve the networking between the owners and employees in order to help organization to reach its goals

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Leadership styles and Its Impact on Employee Performance with a mediating effect of Organizational Commitment, An empirical study of NHA, Pakistan.

Global Management Sciences Review ◽

10.31703/gmsr.2020(v-iii).05 ◽

2020 ◽

Vol V (III) ◽

pp. 40-48

Author(s):

Bushra Alvi ◽

Aftab Haider ◽

Tauqeer Ahmed

Keyword(s):

Organizational Commitment ◽

Negative Impact ◽

Positive Impact ◽

Employee Performance ◽

Mediating Effect ◽

Working Environment ◽

Democratic Leadership ◽

National Highway ◽

Autocratic Leadership ◽

The Relationship

The study was conducted to investigate the relationship between autocratic and democratic leadership on employee performance through the mediation of organizational commitment in National Highway Authority Islamabad head office. The inquiry was conducted in a natural working environment of an organization where respondents are situated/located, that is a filed study. Simple random sampling technique was used to carry out the research using structured questionnaires which were adopted from other researcher's studies. The questionnaires were based on five-point Likert scale measuring autocratic leadership, democratic leadership, Organizational Commitment, and employee performance. 217 questionnaires were distributed among middle-level employees of National Highway Authority out of which all 217 were useable. The data was analyzed using SPSS. The descriptive statistics indicated that autocratic leadership has a negative impact on employee performance but does show the significant effect with that the other variable democratic leadership shows a significant positive impact on employee performance whereas organizational commitment does mediate the relationship between independent variables i-e Autocratic leadership, Democratic leadership and dependent variable i-e Employee Performance. Recommendations to improve employee performance under this study are provided to the organization.

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