scholarly journals Organizational Commitment among the Employees of NGOs in Bangladesh: An Empirical Study

2016 ◽  
Vol 3 (3) ◽  
pp. 109-114
Author(s):  
Dhanonjoy Kumar ◽  
Md. Zakir Hossain ◽  
Aleya Jebin
Keyword(s):  
Organizational Commitment ◽  
Customer Service ◽  
Business Performance ◽  
Affective Commitment ◽  
Major Elements ◽  
Demographic Variables ◽  
Continuance Commitment ◽  
Gender Education ◽  
Tools And Techniques ◽  
Structured Questionnaire

Committed human resource is one of the most valuable and effective assets of an organization. Meyer and Allen (1993) have documented that organizational commitment as a leading factor impacting the level of achievement in many organizations. Commitment-based organizations believe that staff’s organizational commitment contributes to workforce stability and better customer service, hence increase business performance. This study investigates the organizational commitment of NGOs employees’ in Bangladesh. It focuses on the relative importance of organizational commitment and their impact on the overall organizational success. A total number of 120 employees from three selected NGOs located at different districts in Bangladesh have been interviewed for this study purpose. Data have been collected through structured questionnaire. While tackling the issue addressed in the study relevant statistical tools and techniques were applied at appropriate places. The researchers have tried to measure the organizational commitment through recognized three major elements like-affective commitment, continuance commitment and normative commitment. The study revealed that the level of organizational commitment relating to above mentioned elements is not satisfactory. It is also exposed that demographic variables like age, gender, education and working experiences seemed to affect the commitment of employees. Another noticeable outcome of the study is that the organizational commitment has a significant impact on selected NGOs operations in Bangladesh.  

scholarly journals Influence of Demographic Variables on Organizational Commitment of School Teachers: Evidence from the Kathmandu Valley, Nepal

2020 ◽  
Vol 2 (2) ◽  
pp. 262-274
Author(s):  
Sarita Agrawal ◽  
Bandana Kumari Jain
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
School Community ◽  
Demographic Variables ◽  
Education Level ◽  
Primary Data ◽  
School Teachers ◽  
Continuance Commitment ◽  
Gender And Education ◽  
Demographic Heterogeneity

Background: Teachers are actors and thus play various roles and responsibilities in the classroom, school and entire community. Their commitment contributes to increasing the skills, knowledge, creativity, intelligence, devotion, and attitudes of the school community. The demographic heterogeneity of teachers affects not only performance but also thecommitment level of the school community. Objectives:The study aims to find the influence of socio-demographic variables on the organizational commitment of school teachers in Kathmandu and Lalitpur districts. Methods: This study is quantitative and based on primary data. The study has employed a conclusive research design. The population of the study was secondary level teachers in Kathmandu and Lalitpur districts, and a number of them were selected  using the principles of purposive sampling. The size of the sample was 232. Results: The study reveals that affective, continuance, normative as well as overall commitment of teachers in school do not differs in terms of gender and education level. However, affective commitment increases as an increase in service years whereas continuance commitment increases at the beginning years of service for five years. However,between five to ten years, it lessens.Again after ten years, it increases if the teacher is involvedin the same job for one decade. Conclusions: The commitment of teachers is not affected by their gender and education level. However, the years in service spent by teachers influence their affective and continuance commitment but not the normative commitment. Implications: The findings of this study can be useful for school administrators and policymakers to find the influence of demographic factors on the commitment of school teachers.

scholarly journals The Impact of Employee Personality Traits on Organizational Commitment in an Apparel Industry in Trincomalee District

2018 ◽  
pp. 1-11
Author(s):  
H. M. M. L. Herath ◽  
Faizal Antanat Shamila
Keyword(s):  
Organizational Commitment ◽  
Personality Traits ◽  
Affective Commitment ◽  
Apparel Industry ◽  
Primary Data ◽  
Structure Questionnaire ◽  
Continuance Commitment ◽  
Garment Factories ◽  
The Impact ◽  
Structured Questionnaire

This research aims to investigate the Impact of Employee Personality Traits on Organizational Commitment among the employees of the apparel industry in Trincomalee. Based on the comprehensive literature review, two groups of variables were identifying in the workplace. Two variables were personality traits and organizational commitment. Personality traits include openness to experience, conscientiousness, extraversions, agreeableness, neuroticism, Organizational commitment contains affective commitment, continuance commitment, and normative commitment. The sample was drawn employees of the apparel industry in Trincomalee District. A structured questionnaire was used to collect the primary data from the sample. The primary data were collected through closed structure questionnaire from 200 respondents from selected garment factories in Trincomalee. Data analysis was used to analyses the primary data and data were analyzed by using univariate, bivariate and regression analyses. These outcomes show the analyzed data revealed that the personality traits are positively and significantly impact of organizational commitment. So, it can be revealed that there is a positive and significant impact on personality traits on organizational commitment in selected garment factories in Trincomalee District.

Workplace Spirituality and Organizational Commitment: An Empirical Exploration

2017 ◽  
Vol 10 (02) ◽  
Author(s):  
Naval Garg
Keyword(s):  
Organizational Commitment ◽  
Sense Of Community ◽  
Workplace Spirituality ◽  
Necessary Condition ◽  
Continuance Commitment ◽  
Six Dimensions ◽  
The Impact ◽  
Structured Questionnaire

The paper aims to empirically explore the impact of six dimensions of workplace spirituality on three types of organizational commitment. Six dimensions of workplace spirituality used for the study are Swadharma, Lokasangraha, authenticity, sense of community, Karma capital and Krityagyata. Components of organizational commitment are affective, normative and continuance commitment. A sample of 541 employees working in various organizations was given a structured questionnaire. Correlations, regressions and Necessary Condition Analysis(NCA) were carried out. The paper has enriched the field of workplace spirituality by contributing to existing literature via adding one more construct of Indian spirituality i.e. Krityagyata. Paper concludes that workplace spirituality climate helps in promoting organizational commitment. NCA elicited necessity of various dimensions of workplace spirituality for healthy organizational commitment.

Evaluating Employees' Commitment in Islamic Work Ethics Perspective

2014 ◽  
Vol 2 (4) ◽  
pp. 87-94
Author(s):  
Nur`Ain Achim ◽  
Hairunnisa Ma’amor ◽  
Norhidayah Mohd Rashid
Keyword(s):  
Affective Commitment ◽  
Pearson Correlation ◽  
Future Research ◽  
Kuala Lumpur ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Financial Firms ◽  
Pearson Correlation Test ◽  
The Relationship ◽  
Structured Questionnaire

Objective - The study purposes three objectives, which is to recognize the level of employees' commitment (EC) among employees, to identify the level of IWE application among employees, and to investigate the relationship between EC and IWE. Methodology/Technique - The data was collected through a structured questionnaire from employees working at selected financial firms in Kuala Lumpur and has been statistically analysed using SPSS. Findings - The results showed that the levels of employees' commitment and IWE among employees are high, however the Pearson correlation test shows there is no significant relationship between EC and IWE. Hence, it is recommended for future research to explore a different angle of the management dimension to be tested with IWE and expand the context into a multidisciplinary field. Novelty - This research helps to broaden the employees' knowledge about the work ethics in Islamic perspectives and apply it in their organization. Type of Paper - Empirical Keywords : Organizational commitment; employees commitment; affective commitment; normative commitment; continuance commitment; Islamic; work ethics.

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 HUBUNGAN ORGANIZATIONAL COMMITMENT DAN TURNOVER INTENTION PADA PERAWAT

2018 ◽  
Vol 1 (2) ◽  
pp. 259
Author(s):  
Triatno Yudho Prabowo
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Normative Commitment ◽  
Continuance Commitment

Tujuan penelitian ini adalah untuk mengetahui hubungan antara organizational commitment dengan turnover intention. Teori organizational commitment dikemukakan oleh Meyer dan Allen. Teori turnover intention dikemukakan oleh Tett dan Meyer. Organizational commitment merupakan usaha mendefinisikan dan melibatkan diri dalam organsasi dan tidak ada keinginan meninggalkannya. Turnover intention dapat dipahami sebagai niat secara sadar dan disengaja untuk meninggalkan organisasi. Penelitian ini melibatkan 64 responden. Penelitian ini menggunakan metode kuantitatif. Hasil penelitian menunjukan bahwa terdapat hubungan negatif antara dimensi organizational commitment (continuance commitment, normative commitment, affective commitment) dengan turnover intention meliputi : continuance commitment dengan turnover intention (r = -0,362), normative commitment dengan turnover intention (r = -0,714), dan affective commitment dengan turnover intention (r = - 0,720).

scholarly journals Perceived Organizational Support (POS) and Organizational Commitment

2008 ◽  
Vol 1 (2) ◽  
Author(s):  
Dian Ekowati ◽  
Mirza Andini
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Human Resource ◽  
Organizational Support ◽  
Random Sampling ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Continuance Commitment ◽  
Strategic Processes ◽  
The Right

Human resource is critically important aspect of organizations. The functions and roles of human resource have developed from administrative matter into supporting the organization to run the managerial and strategic processes. Expertise, knowledge, and experience of existing human resources in organizations should be suitable and allocated at the right time and place. By properly manage the human resources, organization would be able to obtain qualified human resources that have high commitment to organization. High commitment to organizations will lead to a higher effort in supporting organizational success. In order to gain employees’ commitment to the organizations, management should put some efforts that ensure all aspects of employees’ commitment are fulfilled. This paper is intended to find the significant influence of perceived organizational support (POS) on the dimensions of employee’s commitment, comprising of the affective commitment, continuance commitment, and normative commitment, and to find which one of those dimensions are dominantly influence by POS. This paper employed 50 respondents that were sampled using convenient random sampling. Result showed that there were significant influences of POS on employee’s commitment either in affective commitment. POS can influence the employees’ organizational commitment in all dimensions. This implies that in order to improve organizational commitment, management should provide appropriate managerial supports and ensure that the supports are in line with employee’s aspirations and needs.

scholarly journals Study of Various Sales Promotion Tools Implemented by “Big Bazaar” and Its Impact on Consumer Satisfaction

2019 ◽  
pp. 23-29
Author(s):  
Dr. Samir Dubey
Keyword(s):  
Consumer Satisfaction ◽  
Demographic Variables ◽  
Purchase Intentions ◽  
Sales Promotion ◽  
Primary Research ◽  
Descriptive Research ◽  
Tools And Techniques ◽  
The Impact ◽  
Mobile Telecom ◽  
Structured Questionnaire

Consumer Satisfaction is the measure of the degree that companies tend to match and surpass with relation to their expectations. Retail Industry is a consumer centric Industry with a direct connect with the consumers round the year in various segments like food, apparel, pharmacy, mobile telecom, jewellery and many more verticals. Big Bazaar was the first to turn the picture of Hypermarket India, which introduced and serviced all these segments under one roof. Innovations and Initiatives have been their differentiators. The paper attempts to assess and reveal the sales promotion tools and techniques of Big Bazaar. The study is based on descriptive research design with a structured questionnaire furnishing information regarding behavioural characteristic and demographic variables. A Primary research was conducted with 400 consumers visiting Big Bazaar, through specifically designed personal interview process and analyses the impact of these promotional tools on purchase intentions.

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

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

The influence of ethical leadership on the organizational commitment in fire organizations

2021 ◽  
Vol 37 (1) ◽  
pp. 145-156
Author(s):  
Mohammadkarim Bahadori ◽  
Matina Ghasemi ◽  
Edris Hasanpoor ◽  
Seyed Mojtaba Hosseini ◽  
Khalil Alimohammadzadeh
Keyword(s):  
Organizational Commitment ◽  
Ethical Leadership ◽  
Affective Commitment ◽  
Role Model ◽  
Fire Department ◽  
Average Score ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Content Type ◽  
In Fire

Purpose It is necessary for organizations to have committed employees to perform properly and be able to survive in a competitive world. One of the key components of organizational commitment is implementation of ethical leadership. The purpose of this study is to examine the relationship between ethical leadership and organizational commitment in fire organizations of Tehran. Design/methodology/approach A descriptive-correlational study was carried out in 2019. The sample consisted of 200 randomly selected participants, active in executive and headquarters divisions of fire department in Tehran. To collect data, a questionnaire with three different parts: demographics, organizational commitment questionnaire and the ethical leadership scale, was used. Data analysis were performed by AMOS24 and SPSS software, and data are presented as descriptive statistics of frequency, percentages, mean ± standard deviation (SD) and Pearson’s correlation coefficient. Findings Mean and SD for organizational commitment and ethical leadership were 3.44 ± 0.7 and 3.66 ± 0.62, respectively. Affective commitment had the highest average score among organizational commitment dimensions (3.63 ± 0.75). Among ethical leadership dimensions, ethical management showed the highest average (3.79 ± 0.70). Each component of organizational commitment, i.e. affective commitment, continuance commitment and normative commitment, also showed a significant relationship with ethical leadership (p < 0.05). Model fit results revealed that independent variables could anticipate 87% of changes of dependent variables in organizational commitment. Originality/value The results show a significantly positive relationship between ethical leadership and organizational commitment among the firefighters. Therefore, by using ethical leadership method, i.e. being a role model, improving the relations between management and employees, establishing trust and mutual respect, managers of fire departments can increase firefighters’ organizational commitment, affective commitment, continuance commitment and normative commitment and prevent them from quitting.

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