scholarly journals Organizational Commitment Antecedents of Paramedics in Private Hospitals

2021 ◽  
Vol 21 (1) ◽  
pp. 51-69
Author(s):  
Abdullah Abbas Al Khrabsheh ◽  
Omar Rabeea Mahdi ◽  
Ahmed Kh. Muttar ◽  
Islam A. Nassar
Keyword(s):  
Organizational Commitment ◽  
Private Hospitals

The impact of ethical climate types on nurses’ behaviors in Bosnia and Herzegovina

2016 ◽  
Vol 24 (8) ◽  
pp. 922-935 ◽  
Author(s):  
M Sait Dinc ◽  
Alma Huric
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Bosnia And Herzegovina ◽  
Ethical Climate ◽  
Nursing Shortage ◽  
Cover Letter ◽  
Private Hospitals ◽  
Public And Private ◽  
Public And Private Hospitals ◽  
Overall Job Satisfaction

Background: The performance of nurses has become vital in hospitals. Some studies have suggested that nurses’ perceptions of the ethical climate in their hospitals are related to higher job satisfaction and organizational commitment and in turn lessen the issue of nursing shortage. Hypothesis: (1) The ethical climate types “caring,” “independent,” “law and code,” and “rules” have a significant positive impact on overall job satisfaction. (2) The ethical climate types and overall job satisfaction have significant positive influences on normative and affective and significant negative influences on continuance commitment. Research design: The study uses path analysis to understand which types of ethical climate impact overall job satisfaction. It also tries to find the effect of different types of ethical climate and overall job satisfaction on the components of organizational commitment. The relationships between variables were evaluated using factor analysis, reliability, descriptive statistics, correlations, and regression in this study. Participants and research context: A total of 171 useful questionnaires were collected from nurses working in public and private hospitals in Bosnia and Herzegovina. Ethical considerations: Formal research approval was obtained from the administration of each study hospital. Questionnaires with a cover letter were mailed to the hospitals that agreed to participate in the study. In the cover letter, the researchers explained the study purpose, encouraged nurses’ voluntary participation, and guaranteed the anonymity of participants. Findings: In the first path analyses, “rules” and “caring” climates significantly and positively affected overall job satisfaction. In the second one, while overall job satisfaction and “rules” climate significantly influenced normative commitment, “caring” climate and overall job satisfaction significantly affected affective commitment. Discussion: The findings of the study have been convenient with the literature. Conclusion: Public and private hospitals can enhance overall job satisfaction and organizational commitment by altering the ethical climate of organizations. Hospital administrations should nurture caring and rule types of ethical climate which influence overall satisfaction. By this way, they could reduce nursing shortage.

Does Doctors' Perception of Hospital Leadership Style and Organizational Culture Influence Their Organizational Commitment?

2014 ◽  
Vol 42 (9) ◽  
pp. 1549-1561 ◽  
Author(s):  
Beste Gokce ◽  
Salih Guney ◽  
Alev Katrinli
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Leadership Behavior ◽  
Private Hospitals ◽  
Hospital Leadership ◽  
Culture Influence ◽  
Perceptions Of Leadership ◽  
The Relationship ◽  
Positive Effect

Our aim in this study was to determine the effect of organizational culture on the relationship between perception of leadership style and commitment to the organization by identifying firstly how Turkish doctors perceived the leadership behavior at private hospitals and then assessing the level of their organizational commitment. We developed and then tested a research model that incorporated leadership style, organizational commitment, and organizational culture. We distributed a survey to doctors working at four private hospitals in Turkey (N = 98). We found that doctors' perceptions of leadership behavior had a statistically significant, positive effect on their level of organizational commitment. We also found that organizational culture did not act as a moderator in this relationship.

scholarly journals The Impact of Organizational Commitment in Promoting Emotional Work (Applied study in a sample of private hospitals in Baghdad governorate): أثر الالتزام التنظيمي في تعزيز العمل العاطفي (دراسة تطبيقية على عينة من المستشفيات الأهلية في محافظة بغداد)

2020 ◽  
Vol 4 (5) ◽  
Author(s):  
Amal Mansoor Hasan
Keyword(s):  
Organizational Commitment ◽  
Descriptive Analysis ◽  
Private Hospitals ◽  
Applied Study ◽  
Emotional Work ◽  
Questionnaire Form ◽  
Emotional Commitment ◽  
Independent Variable ◽  
Relationship Of ◽  
The Impact

This research aims to identify the impact of organizational commitment in promoting emotional work by promoting competition among private hospitals (Study Sample). The research was based on the hypothesis that represented by the existence of an impact relationship between the research variables by analyzing the answers of the research sample, which included a number of private hospitals in Baghdad by distributing the questionnaire form to the employees working in the hospitals (study sample) which was (120) questionnaires, and after collected was (93) questionnaires only a valid form for statistical analysis using the Smart PLS program and descriptive analysis so a number of conclusions were reached, most notably are the following: - A clear impact relationship of organizational commitment in promoting emotional work. - There is a good correlation between the independent variable (organizational commitment) and the dependent variable (emotional work). The researcher presented a set of recommendations based on his findings, the most important of which is to consolidate the organizational commitment in the organization, especially the emotional commitment because it is based on the degree of individual engagement in hospitals (study sample).

scholarly journals Measurement of Organizational Commitment in Private Hospitals in Chennai City

2018 ◽  
Vol 11 (2) ◽  
pp. 1625-1627
Author(s):  
Palayan Libia
Keyword(s):  
Organizational Commitment ◽  
Correlation Analysis ◽  
Organisational Commitment ◽  
Private Hospitals ◽  
Organization Commitment ◽  
Chennai City ◽  
The Relationship ◽  
Organisation Culture ◽  
Research Studies

Organisational commitment is considered to be a positive psychological sate which binds an employee to the organisation. Several research studies have established that highly commitment employees remain with the company .organisation commitment found to be inversely related to employees in private hospitals in Chennai city. This study investigated the relationship between organisation effective, organisation culture and organization commitment. In this research correlation analysis was carried out to describe the link between the employee’s commitment and organisation commitment.

scholarly journals Work-life Balance Practices and Workplace Attitudes in Private Hospitals in Jordan

2016 ◽  
Vol 9 (9) ◽  
pp. 98 ◽  
Author(s):  
Hannah Diab ◽  
Taghrid S. Suifan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Medical Staff ◽  
Work Life ◽  
Mediation Effect ◽  
Work Life Balance ◽  
Private Hospitals ◽  
Life Balance ◽  
Workplace Attitudes ◽  
Work Life Conflict

<p>The main aim of this research is to contribute to the body of literature revolving around work-life balance (WLB) and its causal relationship with desired workplace outcomes. Particularly, the interest was directed towards investigating the linkage between WLB practices and workplace attitudes of job satisfaction and organizational commitment along with the mediation effect of work-life conflict. The research also sought to differentiate between formal and informal WLB practices in order to examine the more influential of the two.</p><p>This research was applied to the context of private hospitals in Jordan targeting medical-staff. With 450 questionnaires randomly distributed to medical-staff working in private hospitals in Jordan, 363 responses were obtained and analyzed yielding a response rate of 81 percent. Fitness-of-measure tests (reliability and validity) were first carried out to assess the suitability and generalizability of the obtained sample. Subsequently, data was analyzed and the research hypotheses were tested for possibility of rejection.</p><p>Results revealed the rejection of all hypotheses implying a statistically significant relationship between WLB practices and workplace attitudes of job satisfaction and organizational commitment with the former being more affected by the relationship than the latter. The findings also confirmed the mediation effect of work-life conflict. Furthermore, informal WLB practices were found to be superior to formal practices in terms of attaining desirable organizational outcomes. Finally, the research disclosed the fact that physicians—of all the segments under study—had the most conflict between work and life responsibilities.</p>

Leadership, Organizational Culture, Organizational Justice on Organizational Commitments and Employee Performance Contract in Private Hospitals

2019 ◽  
Vol 16 (3) ◽  
pp. 151
Author(s):  
Dwi Cahyadi Putra Aditya
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Employee Performance ◽  
Evaluation Process ◽  
Significant Positive Effect ◽  
Private Hospitals ◽  
Analysis Process ◽  
Evaluation Of Data ◽  
Positive Effect

ABSTRACTThe purpose of this study was to analyze the variables of Leadership, Organizational Culture, Organizational Justice Against Organizational Commitment and Contract Employee Performance at Private Hospitals. This researcher was conducted at the Premagana Hospital in Gianyar. Data collection techniques using questionnaires and interviews with a sample of 150 respondents. This research technique with Amos for Windows 23.0 analysis process, starts from the evaluation process of SEM assumptions through evaluation of data normality, Confirmatory factor analysis (CFA) and influence analysis with SEM. The results of this study indicate that the CR value of 2.704> 2,000 and Probability = 0.007 <0.05 indicates that the effect of leadership variables on organizational commitment is a significant positive effect CR value 3.459> 2,000 and Probability = *** <0.05 indicates that influence the organizational culture variable on organizational commitment is a significant positive effect. CR value 4.181> 2,000 and Probability = *** <0.05 indicates that the influence of organizational justice variables on organizational commitment is a significant positive effect. The value of CR 2.165> 2,000 and Probability = 0.030 <0.05 indicates that the influence of leadership variables on employee performance is a significant positive effect. CR value 4.527> 2,000 and Probability = *** <0.05 indicates that the influence of organizational culture variables on employee performance is a significant positive effect. The CR value of 0,233 <2,000 and Probability = 0,823 <0,05 shows that the influence of organizational justice variables on employee performance is a positive and insignificant effect. CR value of 2.193> 2,000 and Probability = 0.002 <0.05 indicates that the influence of organizational commitment variables on employee performance is a significant positive effect.

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