The Analysis of the Differences in Organizational Commitment and Job Performance by the DISC Behavior Types and Yin-Yang and the Five Elements in Saju Myeongri: Focusing on Franchise Workers

2018 ◽  
Vol 14 (5) ◽  
pp. 579-592
Author(s):  
Na-We Kim ◽  
Soo-Hong Park ◽  
Il-Suck Sun
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Yin Yang ◽  
Five Elements ◽  
Behavior Types

scholarly journals Impact of BYOD on organizational commitment: an empirical investigation

2019 ◽  
Vol 32 (2) ◽  
pp. 246-268 ◽  
Author(s):  
Melina Seedoyal Doargajudhur ◽  
Peter Dell
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Job Demands ◽  
Well Being ◽  
Job Resources ◽  
Job Autonomy ◽  
Self Assessment ◽  
Content Type ◽  
Perceived Workload

PurposeBring your own device (BYOD) refers to employees utilizing their personal mobile devices to perform work tasks. Drawing on the job demands-resources (JD-R) model and the task-technology fit (TTF) model, the purpose of this paper is to develop a model that explains how BYOD affects employee well-being (through job satisfaction), job performance self-assessment, and organizational commitment through perceived job autonomy, perceived workload and TTF.Design/methodology/approachSurvey data from 400 full-time employees in different industry sectors in Mauritius were used to test a model containing 13 hypotheses using confirmatory factor analysis and structural equation modeling.FindingsThe SEM results support the hypothesized model. Findings indicate that BYOD indirectly affects job satisfaction, job performance and organizational commitment via job demands (perceived workload), job resources (perceived job autonomy) and TTF. Further, job resources influences job demands while TTF predicted job performance. Finally, job satisfaction and job performance self-assessment appear to be significant determinants of organizational commitment.Practical implicationsThe findings are congruent with the JD-R and TTF models, and confirm that BYOD has an impact on job satisfaction, job performance self-assessment and organizational commitment. This could inform organizations’ policies and practices relating to BYOD, leading to improved employee well-being, performance and higher commitment.Originality/valueThe expanded model developed in this study explains how employee well-being, performance and organizational commitment are affected by BYOD, and is one of the first studies to investigate these relationships.

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

2000 ◽  
Vol 29 (3) ◽  
pp. 353-366 ◽  
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.

scholarly journals The Effect of Organizational Image on Organizational Commitment and Performance: An Investigation on University Employees

2021 ◽  
Vol 11 (2) ◽  
pp. 348-359
Author(s):  
ecem altun
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Marital Status ◽  
Educational Status ◽  
Individual Performance ◽  
Full Time ◽  
Organizational Image ◽  
Performance Levels ◽  
University Employees ◽  
And Performance

In this study, it was aimed to examine the effect of organizational image perceptions of university employees on organizational commitment and performance levels. The research was designed and conducted in relational survey model. The sample of the research consisted of 316 academic and administrative staff working full-time in two state and two foundation universities in Istanbul in the 2018-2019 academic year. The data were collected using the Organizational Image Scale, the Individual Performance Scale and the Organizational Commitment Scale. Data were analyzed by performing independent group t-test, correlation and regression analysis. As a result of the research, it was determined that the organizational image perceptions of university employees did not differ significantly according to demographic variables. It has been determined that the organizational commitment levels of university employees differ significantly according to their marital status, educational status, working time and staff type. It has been revealed that the performance levels of university employees differ only by marital status. It has been determined that there is a moderate and positive significant relationship between the organizational image perceptions of university employees and their organizational commitment and job performance levels. In addition, organizational image perceptions of university employees significantly predict their organizational commitment and job performance.

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