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

2018 ◽  
Vol 6 (06) ◽  
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.

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

2018 ◽  
Vol 7 (1) ◽  
pp. 94
Author(s):  
Öznur Tulunay Ateş ◽  
Neslin İhtiyaroğlu
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Negative Impact ◽  
Positive Impact ◽  
Meta Analysis ◽  
Continuance Commitment ◽  
Weak Relationship ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

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.

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 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 role of abusive supervision and organizational commitment on employees' information security policy noncompliance intention

2020 ◽  
Vol 30 (5) ◽  
pp. 1383-1405
Author(s):  
Bowen Guan ◽  
Carol Hsu
Keyword(s):  
Organizational Commitment ◽  
Security Policy ◽  
Affective Commitment ◽  
Abusive Supervision ◽  
Three Dimensions ◽  
Continuance Commitment ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this paper is to investigate the association between abusive supervision and employees' information security policy (ISP) noncompliance intention, building on affective commitment, normative commitment and continuance commitment. The study also examines the moderating effect of perceived certainty and severity of sanctions on the relationship between the three dimensions of organizational commitment and ISP noncompliance intention.Design/methodology/approachSurvey methodology was used for data collection through a well-designed online questionnaire. Data was analyzed using the structural equation model with Amos v. 22.0 software.FindingsThis study demonstrates that abusive supervision has a significant, negative impact on affective, normative and continuance commitment, and the three dimensions of organizational commitment are negatively associated with employees' ISP noncompliance intention. Results also indicate that the moderating effect of perceived severity of sanctions is significant, and perceived certainty of sanctions plays a positive moderating role in the relationship between affective commitment and employees' ISP noncompliance intention.Practical implicationsFindings of this research are beneficial for organizational management in the relationships between supervisors and employees. These results provide significant evidence that avoiding abusive supervision is important in controlling employees' ISP noncompliance behavior.Originality/valueThis research fills an important gap in examining employees' ISP noncompliance intentions from the perspective of abusive supervision and the impact of affective, normative and continuance commitment on ISP noncompliance. The study is also of great value for information systems research to examine the moderating role of perceived certainty and severity of sanctions.

scholarly journals The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences

2015 ◽  
Vol 8 (7) ◽  
pp. 195 ◽  
Author(s):  
Arbabisarjou Azizollah ◽  
Farhang Abolghasem ◽  
Dadgar Mohammad Amin
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
P Value ◽  
Medical Sciences ◽  
Continuance Commitment ◽  
Statistical Population ◽  
The Face ◽  
Level Of Significance ◽  
The Relationship

<p><strong>BACKGROUND &amp; OBJECTIVE:</strong> Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences. </p><p><strong>MATERIALS &amp; METHODS:</strong> This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer &amp; Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach’s Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at P&lt;0.05.</p><p><strong>FINDINGS:</strong> The findings of the study showed that there was a significant relationship between organizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009).</p>

Intrapreneurial behaviour: the role of organizational commitment

2017 ◽  
Vol 13 (3) ◽  
pp. 243-256 ◽  
Author(s):  
Muhammad Farrukh ◽  
Wei Ying Chong ◽  
Shaheen Mansori ◽  
Sara Ravan Ramzani
Keyword(s):  
Organizational Commitment ◽  
Empirical Study ◽  
Structural Equation ◽  
Affective Commitment ◽  
Capital City ◽  
Continuance Commitment ◽  
Content Type ◽  
The Public ◽  
The Impact

Purpose The purpose of this paper is to shed light on the impact of organizational commitment (OC) on the intrapreneurial behaviour of the employees in higher educational institutes (HEIs) of Pakistan. Design/methodology/approach This paper opted the empirical study using the survey approach. Structural equation modelling was used to analyse the questionnaires completed the Deans/Head of Schools, professors and associate professors of the 20 public HEIs of Pakistan located in the capital city, Islamabad. In total, 500 structured questionnaires were sent to the Deans/Head of Schools, professors and associate professors. A total of 306 responses were received. Findings Affective commitment (AC) and normative commitment (NC) has a positive and significant impact on the intrapreneurial behaviour while continuance commitment (CC) is negatively associated with the same behaviour. Originality/value This empirical study will contribute to the theoretical knowledge on intrapreneurship and OC in the public sector HEIs, which has been neglected in entrepreneurship research.

scholarly journals The impact of corporate social responsibility for employees to organisational commitment

2020 ◽  
Vol 19 (01) ◽  
pp. 1-8
Author(s):  
Tien D. Mai
Keyword(s):  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Affective Commitment ◽  
Health And Safety ◽  
Influential Factor ◽  
Job Autonomy ◽  
Continuance Commitment ◽  
Corporate Social ◽  
The Impact

This study explores the factors of corporate social responsibility (CSR) for employees affecting organizational commitment, and then measures the impact of CSR for employees to organizational commitment. The study was conducted by surveying 200 employees working for companies in Ho Chi Minh City. The results of the correlation analysis show that CSR for employees influences the organizational commitment. In addition, the regression analysis shows that more specific results such as job autonomy, benefits (the most influential factor) have positive impacts on “affective commitment” of Vietnamese employees. For “continuance commitment” , besides job autonomy, benefits, the factor “training and development” also shows a positive influence. Meanwhile, the factors related to health and safety, the balance between job and life are not as effective as those in other countries

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

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.

scholarly journals PERANAN GOOD CORPORATE GOVERNANCE DALAM MEMPREDIKSI FINANCIAL DISTRESS

2016 ◽  
pp. 144
Author(s):  
Diah Mentari Cahyani ◽  
Ni Nyoman Ayu Diantini
Keyword(s):  
Organizational Commitment ◽  
Financial Distress ◽  
Affective Commitment ◽  
Sampling Technique ◽  
Job Involvement ◽  
Employee Motivation ◽  
Continuance Commitment ◽  
Good Corporate Governance ◽  
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 positiveinfluence 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 justiceand 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 shouldincrease 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.

scholarly journals A Study on the Relationship between Self-Efficacy Beliefs and Organizational Commitment with Job Satisfaction in Office Employees in Esfarayen City, Iran

2015 ◽  
Vol 9 (6) ◽  
pp. 15-23
Author(s):  
Hamid Saremi ◽  
Abas Ali Rezeghi
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Self Efficacy ◽  
Affective Commitment ◽  
Age Groups ◽  
Continuance Commitment ◽  
Significant Difference ◽  
Office Employees ◽  
The Relationship

The present study aimed at examining the relationship between self-efficacy and organizational commitment with job satisfaction of office employees of Esfarayen County. Research method can be categorized as descriptive, correlation research. The study population consisted of all office employees who worked in 2014-2015 in offices in Esfaraen County of which 248 employees were selected using stratified random sampling. Data was collected through administrating three questionnaires, Sherer self-efficacy, Meyer and Allen organizational commitment and Barry Field-Roth job satisfaction. The results of data analysis using Pearson's correlation and multivariate regression showed that there was a significant positive correlation between self-efficacy and organizational commitment with job satisfaction of employees, and they predict it positively. Among different types of organizational commitment, affective commitment, normative commitment and continuance commitment were of significant positive relationship with job satisfaction of employees; however, only affective commitment and continuous commitment predicted it positively. The results obtained from data analysis using independent two-sample t-test showed that there was no difference between male and female employees' job satisfaction. The results of one-way analysis of variance showed that there was a significant difference in different age groups, different years of services and different levels of education for job satisfaction of employees. The result suggested that employees who had higher organizational commitment and self-efficacy were of higher job satisfaction.

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