scholarly journals Organizational Commitment of Para-Medical Staff with reference to Marital Status

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
Mrinali Tikare
Keyword(s):  
Organizational Commitment ◽  
Marital Status ◽  
Medical Staff ◽  
Affective Commitment ◽  
Sampling Method ◽  
Stratified Sampling ◽  
Normative Commitment ◽  
Hospital Organization ◽  
Continuance Commitment ◽  
Significant Difference

<div><p><em>The commitment of Para-medical employees contributes significantly to the success of hospital organization. </em><em>The present study attempts to analyze an organizational commitment marital status of Para-medical employees. The data have been collected from eight cities, comprising of four zones of India. The study uses a stratified sampling method in which 219 Para-medical employees from 32 hospitals have responded. This study uses the well known instrument - ACN scale developed by Allen and Meyer (1997). </em></p><p><em>The result indicated that there is no significant difference in total score of commitment, affective commitment, continuance commitment and normative commitment with reference to marital status. The reasons have been discussed subsequently. </em></p></div>

scholarly journals A Study of Organizational Commitment with reference to Marital Status of Indian Nursing Staff

2015 ◽  
Vol 2 (1) ◽  
pp. 19-28
Author(s):  
Mrinali Tikare
Keyword(s):  
Organizational Commitment ◽  
Marital Status ◽  
Nursing Staff ◽  
Affective Commitment ◽  
Sampling Method ◽  
Continuance Commitment ◽  
Significant Difference ◽  
Commitment Level ◽  
Hr Managers ◽  
Nursing Professionals

“Health is Wealth”, health is considered as the most important phenomenon in today’s world which determines the wealth of the country at large. Nursing staff plays the major role in the healthcare industry and it is obligatory that their needs have to be taken care and a congenial atmosphere is created for them to work with utmost job satisfaction and content, the result of which would be a high-quality nursing care. The present study focuses on organizational commitment with reference to the marital status of the nursing professionals. The data have been collected from eight cities, comprising of four zones of India. The study uses a stratified sampling method in which 376 Nursing Staff from 32 hospitals has responded. This study uses the well-known instrument - ACN scale developed by Allen and Meyer (1997). The group of married nursing staff revealed a higher mean for all the variables of commitment. However, there are similarities between married and unmarried nursing staff at the level of affective commitment, continuance commitment, and total organizational commitment. Conversely, there is a significant difference in normative commitment level between married and unmarried nursing staff of India. The result of the study confirmed the findings of the earlier studies related the positive relationship between marital status & organizational commitment, and higher commitment level of married employees as well as unmarried employees. This study suggests that the HR Managers should understand the issues of married & unmarried nursing staff and develop HR Policies accordingly. JEL Classifications Code: L2

scholarly journals The Role of Demographic Factors in Predicting Organizational Commitment Among Security Employees

2017 ◽  
Vol 5 (1) ◽  
pp. 409
Author(s):  
PhD Cand. Abdülkadir AVCI ◽  
Prof. Dr. Ramazan ERDEM
Keyword(s):  
Organizational Commitment ◽  
Marital Status ◽  
Affective Commitment ◽  
Individual Characteristics ◽  
Normative Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Older Employees ◽  
Significant Difference

The construct, “organizational commitment” has been a subject of interest for a long time for the people who study the organizational psychology. Employees’ organizational commitment is a complex matter and there are many factors which affect the organizational commitment of employees. Even though the organization has important role in it, demographic and individual characteristics of employees have also significant influence on organizational commitment. In this study a cross-sectional survey was conducted using a convenience sample of 336 security employees in a military organization to establish possible relationship between organisational commitment and important demographic variables (nationality, rank, gender, age, education, marital status, tenure). The data obtained by the survey were analysed using the SPSS 21.0 package program. In statistical analyses, T-test and variance (ANOVA) analyses were used. The results of the data showed that affective commitment of employees who had been working between 11-15 years was significantly differentiated from those of working years over 25 years. The results of this study also showed that officers had more normative commitment than civilians and the supervisors had less normative commitment than non-supervisors. The analysis also showed that males and younger employees differed significantly in normative commitment than their female counterparts and older employees. However, no statistically significant difference was found in education and marital status.

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).

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.

Internal and external networking behavior

2014 ◽  
Vol 19 (5) ◽  
pp. 595-614 ◽  
Author(s):  
Shelly Y. McCallum ◽  
Monica L. Forret ◽  
Hans-Georg Wolff
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Single Point ◽  
Negative Relationship ◽  
Future Research ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Content Type ◽  
External Networking ◽  
Networking Behavior

Purpose – The purpose of this paper is to examine the relationships of internal and external networking behaviors of managers and professionals with their affective, continuance, and normative commitment. Design/methodology/approach – Data were obtained from 335 managers and professionals of a health system who completed a survey on networking behavior and organizational commitment. Correlation analyses and multiple regressions were performed to test our hypotheses. Findings – The results showed that networking behavior focussed within an individual's organization was positively related with affective commitment and normative commitment. Networking with individuals outside of an individual's organization showed a significant negative relationship with normative commitment. Contrary to expectations, networking externally was not related to affective commitment, and neither internal nor external networking behaviors were related to continuance commitment. Research limitations/implications – Because data were collected at a single point in time, no statements can be made about causality. Future research is needed assessing both internal and external networking behavior and the three types of organizational commitment across time to help determine direction of causality or whether reciprocal relationships exist. Practical implications – Organizations that encourage internal networking behaviors may see individuals who are more connected with their colleagues and affectively committed to their organizations. However, encouraging external networking behavior may result in a drop in normative commitment as individuals might identify more with their profession than their employer. Originality/value – Although previous research has shown that networking behavior is related to job performance and career success measures, the research extends the literature by investigating whether networking is related to attitudinal variables such as organizational commitment. The paper explores whether differential relationships exist between internal and external networking behavior with three types of organizational commitment.

Variables Related to Organizational Commitment in Health Professionals

1994 ◽  
Vol 74 (3) ◽  
pp. 707-711 ◽  
Author(s):  
George Shouksmith
Keyword(s):  
Organizational Commitment ◽  
Personal Growth ◽  
Health Professionals ◽  
Affective Commitment ◽  
Organizational Factors ◽  
Normative Commitment ◽  
Satisfaction Scale ◽  
Continuance Commitment ◽  
Self Actualization ◽  
Opportunities For Promotion

Three measures of organizational commitment were related to scores from the Multidimensional Job Satisfaction Scale in a sample of 1121 health professionals to ascertain the organizational factors which were associated with commitment. Opportunity for personal growth or self-actualization and physical working conditions were related to all three forms of commitment. Affective and Normative Commitment were also enhanced in organizations with promotion systems perceived as fair. Organizational groups which also had satisfactory pay scales and supervisors perceived as possessing positive job-related skills had enhanced Affective Commitment; the presence of coworkers with positive attributes was related to Normative Commitment and high opportunities for promotion to Continuance Commitment.

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

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.

scholarly journals Examining the Relationship Between Organizational Cynicism and Organizational Commitment Levels of Nurses

2021 ◽  
Author(s):  
Emel Şeker ◽  
Serap Torun
Keyword(s):  
Organizational Commitment ◽  
Personal Information ◽  
Negative Relationship ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
State Hospitals ◽  
Organizational Cynicism ◽  
Significant Difference ◽  
Scale Total Score ◽  
The Relationship

Aim: This research was conducted to determine the relationship between organizational cynicism and organizational commitment of the nurses Method: This study was conducted in a descriptive -correlational design. “Personal Information Form, Organizational Cynicism Scale (OCS) and Organizational Commitment Questionnaire (OCQ)” were used as the data collection tools. The research was conducted by the researcher by applying a questionnaire to 280 nurses working in state hospitals. Data were analysed using SPSS 23.0 package program, independent Student’s t-test, One-Way ANOVA, Mann- Whitney U, Kruskal- Wallis, Pearson and Spearman correlation tests. Results: It was determined that there was a significant difference as a result of the comparisons made with the variables of nurses’ feeling comfortable in their workplaces, the unit in which they were working and their feeling of belonging to their workplace (p<,05). The mean total score of the Organizational Cynicism scale was 37.98±10.71, and the Organizational Commitment scale was 52.60±8.40. A relationship was determined between the organizational cynicism scale total score and affective, continuance and normative commitment subdimensiions in the organizational commitment scale. Conclusion: The results of the study revealed that nurses who were feeling comfortable in their workplaces and had feeling of belonging to their workplaces had lower levels of organizational cynicism, while nurses who were working in the intensive care units had higher levels of organizational cynicism. The organizational commitment levels of the nurses working in the operating room, feeling comfortable in their workplaces, and feeling of belonging to their workplaces were relatively higher. A negative relationship was found between the organizational cynicism scale total score and affective and continuance commitment subscales. On the other hand, a weak positive relationship was found between the organizational cynicism scale total score and normative commitment.

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 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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