THE EFFECT OF JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT ON NURSES’ PERFORMANCE

The purpose: The purpose of this study was to find the impact of organizational commitment and Job satisfaction on nurses’ job performance. Methodology: The study conducted at the hospital of Ibn al-Athir and employed a quantitative method by structured questionnaires to collect the data. 200 questionnaires were distributed randomly and only 108 valid surveys likewise; the valid questionnaires have been analyzed by SPSS to exam the impact of organizational commitment and job satisfaction on job performance. Findings: the results indicated there is a positive and significant impact of Job satisfaction on nurses' performance. However, the three components of organizational commitment, Affective Commitment, Continuance Commitment, and Normative Commitment have a positive and significant impact on nurse's performance. The findings of this research indicate that employees ' job satisfaction and organizational commitment components play a critical role in nurses' performance. Implications: of this study to enrich the body of literature in the context of Iraq, which is suffering from a lack of studies related to nurses' performance. Novelty: the study provided useful and valuable recommendations to hospitals to increase nurse performance in the context of Iraq.

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The Effect of Islamic Work Ethics on Organizational Commitment, Job Satisfaction, and Turnover Intentions of Islamic Microfinance in Pekalongan

International Journal of Islamic Business and Economics (IJIBEC) ◽

10.28918/ijibec.v4i1.1571 ◽

2020 ◽

Vol 4 (1) ◽

pp. 30

Author(s):

Siti Aminah Caniago ◽

Denny Mustoko

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Turnover Intention ◽

Affective Commitment ◽

Work Ethic ◽

Turnover Intentions ◽

Normative Commitment ◽

Continuance Commitment ◽

Work Ethics ◽

Islamic Work Ethic

The purpose of this research is to analyze the effect of Islamic work ethics on job satisfaction, turnover intentions and organizational commitment and its three dimensions: affective commitment, continuance commitment and normative commitment. This method of analysis used a simple regression to determine the relationship of independent variables and dependent variables. The analysis used descriptive analysis to present the main characteristic of the samples. Islamic work ethic used instrument developed by Ali, job satisfaction was measured by Dubinsky and Harley’s instruments, organizational commitment used instrument by Bozeman, Perrine, Meyer and the turnover intentions adapted by previous research, Home and Griffith. The collected data was tabulated and analyzed using softwareStatistical Pakage for the Social Sciences (SPSS)16.0. This research selects 10 Islamic microfinances in Pekalongan city. Results show that Islamic Work Ethic is positive significant related to job satisfaction, affective commitment, continuance commitment, normative commitment, and negative influence related to turnover intention variable. From this research, the application of Islamic Work Ethics was a solution to job satisfaction and organizational commitment and less contributes to turnover intention.

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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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Implementasi Komitmen Organisasional Terhadap Kepuasan Kerja Pegawai

10.31235/osf.io/btxz9 ◽

2018 ◽

Author(s):

Indriyani Tahir ◽

Herman Sjahruddin ◽

Heslina

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Random Sampling ◽

Affective Commitment ◽

Stratified Random Sampling ◽

Normative Commitment ◽

Continuance Commitment ◽

Employee Job Satisfaction ◽

Water Company ◽

Regional Water

This study aims to determine the Implementation of Organizational Commitment on Job Satisfaction Employee on Makassar Regional Water Company. The populations in this study a number of 149 Employees. Sampling was done by using stratified random sampling in order to obtain the number of samples amounted 60 Employee, but there are 2 (two) of them were outliers (disabled) so that the overall use only 58 data that can be analyzed using WarpPLS Ver. 5.0. The results showed that the variables of Organizational Commitment on the dimensions of the continuance commitment and normative commitment is low and demonstrated proven to improve employee job satisfaction, while a high of affective commitment in practice proved not able to improve employee job satisfaction on Makassar Regional Water Company

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Implementasi Komitmen Organisasional Terhadap Kepuasan Kerja Pegawai

10.31227/osf.io/ga8wx ◽

2017 ◽

Author(s):

Indriyani Tahir ◽

Herman Sjahruddin ◽

Hj. Heslina

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Random Sampling ◽

Affective Commitment ◽

Stratified Random Sampling ◽

Normative Commitment ◽

Continuance Commitment ◽

Employee Job Satisfaction ◽

Water Company ◽

Regional Water

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Job satisfaction and organizational commitment

Management Research Review ◽

10.1108/mrr-09-2015-0216 ◽

2016 ◽

Vol 39 (12) ◽

pp. 1663-1694 ◽

Cited By ~ 95

Author(s):

Naser Valaei ◽

Sajad Rezaei

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Affective Commitment ◽

Information And Communications Technology ◽

Fringe Benefits ◽

Communications Technology ◽

Years Of Experience ◽

Normative Commitment ◽

Continuance Commitment ◽

Content Type

Purpose The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern. Design/methodology/approach A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach. Findings The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment. Originality/value This study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.

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ETIKA KERJA ISLAM, KOMITMEN ORGANISASI, SIKAP PADA PERUBAHAN ORGANISASI TERHADAP KINERJA

Jurnal Manajemen Indonesia ◽

10.25124/jmi.v18i2.1205 ◽

2018 ◽

Vol 18 (2) ◽

pp. 116

Author(s):

Prima Utama Wardoyo Putro

Keyword(s):

Organizational Change ◽

Organizational Commitment ◽

Work Performance ◽

Affective Commitment ◽

Mediation Effect ◽

Normative Commitment ◽

Continuance Commitment ◽

Work Ethics ◽

Change Commitment ◽

The Impact

The subject of this study is to examine the impact of Islamic work ethics, organizational commitment, and attitude toward organizational change to work performance, where attitude toward organizational change as an intervening. Organizational commitment consists of affective commitment, normative commitment, and continuance commitment. The samples of this research are theacers of state Islamic school in Sragen Regency. The instrument analysis to test the model is AMOS. The result showed that Islamic work ethics has no positif significant effect to work performance and attitude toward organizational change. Either organizational commitment has no positif significant effect to performance. Organizational commitment has positif significant effect to attitude toward organizational change and attitude toward organizational change has positif significant effect to performance. The variable of attitude toward organizational change has no mediation effect between Islamic work ethics to work performance, and has no mediation effect between organizational commitments toward work performance. Keywords—Work Performance; Islamic Work Ethics; Attitude Toward Organizational Change; Organizational Change; Commitment Abstrak Dalam penelitian ini, diuji pengaruh etika kerja didalam lingkup Islam, komitmen pada organisasi, dan sikap dalam menghadapi perubahan organisasi terhadap kinerja karyawan. Dalam penelitian ini, komitmen organisasi didasari pada tiga aspek: affective commitment, normative commitment, dan continuance commitment. Sampel yang digunakan untuk penelitian ini adalah guru yang dikhususkan pada sekolah Islam (madrasah) di Kabupaten Sragen. Penelitian ini menggunakan AMOS sebagai alat analisis. Berdasarkan hasil penelitian diperoleh bahwa etika kerja Islam, komitmen, dan sikap terhadap perubahan di organisasi tidak memberikan pengaruh yang signifikan terhadap kinerja guru. Sementara itu komitmen organisasi berpengaruh signifikan terhadap sikap pada perubahan organisasi. Sikap terhadap perubahan organisasi juga berpengaruh terhadap kinerja guru. Variable sikap terhadap perubahan organisasi tidak memediasi antara variable etika kerja Islam pada kinerja dan tidak memediasi antara komitmen pada kinerja. Kata kunci—kinerja, etika kerja Islam, sikap pada perubahan organisasi, perubahan organisasi, dan komitmen.

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THE IMPACT OF JOB SATISFACTION AND EMOTIONAL INTELLIGENCE ON ORGANIZATIONAL COMMITMNET OF UNIVERSITY TEACHERS OF PAKISTAN

Open Journal of Science and Technology ◽

10.31580/jmis.v1i1.147 ◽

2018 ◽

Vol 1 (1) ◽

pp. 4-11

Author(s):

Syed Waqar Hussain Bukhari

Keyword(s):

Job Satisfaction ◽

Emotional Intelligence ◽

Organizational Commitment ◽

Organizational Behavior ◽

Affective Commitment ◽

Faculty Members ◽

Normative Commitment ◽

Organizational Policies ◽

The Impact ◽

The Relationship

This research study was conducted to observe the association among the faculty members of the universities of Islamabad and Rawalpindi, their emotional intelligence, job satisfaction and organizational commitment. In the educational settings, the role of emotional intelligence is the most discussed and researched extensively in the realm of organizational behavior. Researchers have also argued the importance of emotional intelligence in academics. Moreover, little empirical research has been carried out to test the relationship among emotional intelligence, job satisfaction and organizational commitment, specifically the teachers of the universities of Pakistan. This study aimed not merely to ascertain empirical evidence to observe the relationship among EI, JS and OC in academics context, but also to recognize its theoretical and useful implications in the context of universities of Pakistan. The results of this study revealed that the correlation exists among job satisfaction, emotional intelligence and the components of organizational commitment: affective commitment, normative commitment and continuous commitment. Hierarchical regression analysis was applied to test the hypothesis, results indicated that job satisfaction positively predicts affective commitment, normative commitment and continuous commitment but emotional intelligence does not predicts affective commitment, normative commitment and continuous commitment. This study concluded that academic managers should make their teachers well satisfied and faithful to their organizations by defining their roles, clear organizational policies and procedures, finest provision of intrinsic and extrinsic incentives and creating sense of empowerment to their faculty members.

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THE INFLUENCE OF ORGANIZATIONAL COMMITMENT TOWARDS JOB SATISFACTION AMONG POLYTECHNIC STAFF

International Journal of Modern Trends in Social Sciences ◽

10.35631/ijmtss.313001 ◽

2020 ◽

Vol 3 (13) ◽

pp. 01-08

Author(s):

Muhamad Saufiyudin Omar ◽

Nurasyikin Mohd Salleh ◽

Siti Fatimah Abdul Aziz

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Quantitative Study ◽

Random Sampling ◽

Affective Commitment ◽

Critical Factor ◽

Stratified Random Sampling ◽

Normative Commitment ◽

Continuance Commitment

Organizational commitment is identified as a critical factor that is closely associated with job satisfaction. A limited number of studies have been done to look into the influence of organizational commitment on job satisfaction among Polytechnic staff. Therefore, this study aims to examine the influence of organizational commitment and job satisfaction. A quantitative study was conducted, and stratified random sampling was employed to collect data. Questionnaires were distributed and answered by 130 respondents. The findings reveal that organizational commitment that comprises normative commitment, continuance commitment and affective commitment significantly and positively impacts job satisfaction. This suggests that improving the organizational commitment, more specifically, the normative commitment, continuance commitment, and affective commitment among Polytechnic staff is critically important to enhance their job satisfaction.

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The relationship between perceived organizational support and organizational commitment among academics: the mediating effect of job satisfaction

Investment Management and Financial Innovations ◽

10.21511/imfi.13(3-1).2016.13 ◽

2016 ◽

Vol 13 (3) ◽

pp. 267-273 ◽

Cited By ~ 2

Author(s):

Mabasa Fumani Donald ◽

Ngirande Hlanganipai ◽

Shambare Richard

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Support ◽

Significant Relationship ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Mediating Effect ◽

Normative Commitment ◽

Continuance Commitment ◽

The Relationship

This study investigated the relationship between perceived organizational support (POS), job satisfaction (JS) and organizational commitment (OC) in an institution of higher learning. The mediating effect of job satisfaction on the relationship between perceived organizational support and organizational commitment was tested. Self-completion questionnaires were administered to a sample of (n=302) participants. Structural equation modelling techniques were used to test the hypothesized relationships. Results indicate strong significant positive correlations among the variables. Furthermore, findings of the study demonstrate that job satisfaction mediates the relationship between perceived organizational support and organizational commitment. The results also showed that there is a significant relationship between perceived organizational support and job satisfaction. A significant relationship between perceived organizational support and affective commitment, as well as continuance commitment was also noted, but no significant relationship between perceived organizational support and normative commitment was found. Results showed a significant positive relationship between job satisfaction and affective commitment, as well as continuance commitment, but no significant relationship between job satisfaction and normative commitment was found. Keywords: academic staff, perceived organizational support, organizational commitment, job satisfaction, relationships, SEM. JEL Classification: J28

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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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