scholarly journals Interrelationship among and determinants of professional commitment, organizational commitment, and job motivation of contingency engineers

2004 ◽  
Vol 43 (2) ◽  
pp. 174-184
Author(s):  
Chiaki Asai
Keyword(s):  
Organizational Commitment ◽  
Professional Commitment ◽  
Job Motivation

scholarly journals The Interface between Motivational and Emotional Facets of Organizational Commitment among Instructors at Higher Education

2016 ◽  
Vol 5 (3) ◽  
pp. 228 ◽  
Author(s):  
Nahid Royaei ◽  
Afsaneh Ghanizadeh
Keyword(s):  
Higher Education ◽  
Emotion Regulation ◽  
Organizational Commitment ◽  
Emotional Regulation ◽  
Decisive Role ◽  
Well Being ◽  
Teacher Commitment ◽  
Theory And Practice ◽  
Job Motivation ◽  
Economic Developments

Teachers in higher education domain play a decisive role in advancing economic developments as well as nurturing the well-being of the societies. Thus, the issue of university instructors’ commitment and the factors influencing its development should be a compelling priority for higher education administrations. The present study aims to extend the research on teacher organizational commitment by investigating the contribution of job motivation and emotion regulation to teacher commitment at higher education. To this purpose, 135 English as a foreign language (EFL) instructors from different higher education institutes and universities took part in this study. They were requested to complete a battery of three questionnaires: Organizational Commitment Questionnaire (OCQ), Work Tasks Motivation Scale for Teachers (WTMST), and Emotional Regulation Questionnaire (ERQ). Findings demonstrated that both emotion regulation and motivation had a positive significant correlation with teacher organizational commitment. Moreover, findings obtained via regression analysis showed that among job motivation components, identified regulation was the best contributor of teacher organizational commitment. Also, among the subscales of emotion regulation, reappraisal strategy was a better predictor of teacher organizational commitment. Findings are discussed in details with respect to the implications for both theory and practice in higher education. 

scholarly journals What Drives Teaching Performance at School? The Determinants of School Teacher Performance

2020 ◽  
Vol 3 (4) ◽  
Author(s):  
Nelly Yulianti Butar Butar ◽  
◽  
Noverdi Bross ◽  
Dwi Sunu Kanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Teacher Performance ◽  
School Teacher ◽  
Christian Schools ◽  
Professional Commitment ◽  
Final Exam ◽  
National Examination ◽  
Improving Student Learning ◽  
Academic Year

This study aims to analyze the factors that affect teacher performance with organizational commitment as a mediation between professional commitment and job satisfaction to teacher performance. In the realization of the achievement of target student scores based on the results of the National Examination for the 2016/2017 academic year to 2018/2019 academic year for the Djakarta Christian Schools Association in South Jakarta. The problem has been identified that the lack of attention from the school is an impact on teacher performance. The unilateral policies given to the teacher have become tiring pressure on the teacher and have an impact on the lack of desire for creativity in improving student learning outcomes as seen in the results of students' final exam scores. This study uses Professional Commitment and Job Satisfaction as independent variables, Teacher Performance as the dependent variable, and Organizational Commitment as a moderating variable. This study used 29 teachers as respondents and used SPSS software in processing and analyzing data. This research results that Job Satisfaction affects Organizational Commitment, Job Satisfaction affects Teacher Performance, Organizational Commitment affects Teacher Performance, Professional Commitment affects Organizational Commitment and Professional Commitment affects Teacher Performance. Job Satisfaction indirectly affects Teacher Performance through Organizational Commitment, and Professional Commitment indirectly affects Teacher Performance through Organizational Commitment.

scholarly journals Determinan Niat untuk Melakukan Whistleblowing pada Pemerintah Daerah

2020 ◽  
Vol 3 (3) ◽  
pp. 293
Author(s):  
Yesi Mutia Basri ◽  
Merri Agustin ◽  
Edfan Darlis
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Sampling Method ◽  
Civil Servants ◽  
Professional Commitment ◽  
Government Employees ◽  
Purposive Sampling ◽  
Personal Cost

This study aims to determine the factors that influence the intentions of government employees to do withlowing. This research examines Effect of personal cost of reporting, level of seriousness of fraud, organizational commitment and professional commitment on the intention to do whistleblowing. The population in this study were all staff / employees at OPD Kuantan Singingi. The sampling method used in this study was the purposive sampling and using the sample of 72  civil servants from 24 different OPD. The results of  regression analysis  show that personal cost affects the intention to do whistleblowing. 2) the level of seriousness of fraud affects the intention to do whistleblowing. 3)  organizational commitment affects the intention to do whistleblowing. 4)  professional commitment affects the intention to do whistleblowing. This research has a contribution in reducing fraud in government

scholarly journals Superior–Subordinate Aggressive Communication Among Catholic Priests and Sisters in the United States

2019 ◽  
Vol 34 (1) ◽  
pp. 3-31
Author(s):  
Rebecca M. Chory ◽  
Sean M. Horan ◽  
Peter J. C. Raposo
Keyword(s):  
Organizational Commitment ◽  
Catholic Church ◽  
Roman Catholic ◽  
The United States ◽  
Roman Catholic Church ◽  
Verbal Aggressiveness ◽  
Job Motivation ◽  
Aggressive Communication ◽  
The Relationship ◽  
Diocesan Priests

The Roman Catholic Church is one of the world’s largest and oldest organizations, yet communication among its members serving in ecclesiastical occupations (e.g., priests) remains relatively unexplored. The present study addresses this paucity of research by examining the relationship between 145 U.S. priests’ and sisters’ perceptions of their religious superiors’ aggressive communication and perceptions of the superiors’ credibility, as well as their own experiences of job and vocational satisfaction, motivation, and organizational commitment. Results indicated that superior verbal aggressiveness was associated with priests’ and sisters’ job motivation, organizational commitment, and perceptions of superior credibility, whereas superior argumentativeness only predicted perceptions of superior competence. The pattern of findings also suggests that superior aggressive communication functions differently across the ecclesiastical occupations studied, with diocesan priests appearing to be most influenced by their superiors’ aggressive communication and sisters seemingly the least influenced. Implications for management and organizational communication research and the Catholic Church are discussed.

scholarly journals Resilience as a mediator linking transformational leadership and person-centered organizational culture to organizational effectiveness

2015 ◽  
Vol 28 (4) ◽  
pp. 829-854 ◽  
Author(s):  
Sunyoung Oh ◽  
Sangchoong Roh ◽  
MinU Kang ◽  
Youngwon Suh
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Effectiveness ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behaviors ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Beneficial Effects ◽  
Job Motivation

The present research examined the possibility that transformational leadership and person-centered organizational culture are antecedents of employees' resilience and employees' resilience plays as a mediator linking transformational leadership and person-centered organizational culture to their happiness and organizational effectiveness. Specifically, we suggest that transformational leadership and person-centered organizational culture serve as environmental factors to enhance employees' resilience, which eventually contributes to organizational effectiveness such as job motivation, organizational commitment, and organizational citizenship behaviors via the path between resilience and happiness. Data were collected from 498 employees in various companies. The results found that resilience was positively related with job motivation, organizational commitment, and organizational citizenship behaviors, and these relationships were mediated by happiness. Furthermore, it was found that both transformational leadership and person-centered organizational culture were positively correlated with resilience, and had significant indirect effects on organizational effectiveness variables via the path between resilience and happiness, while only transformational leadership had direct effects on organizational effectiveness variables. These findings indicate that resilience is important for the beneficial effects of happiness on organizational effectiveness, and transformational leadership and person-centered organizational culture may increase organizational effectiveness by promoting employees' resilience. Finally, theoretical and practical implications, limitation and suggestion for future research are discussed.

scholarly journals ANALISIS PENGARUH ETIKA KERJA ISLAMI TERHADAP KOMITMEN PROFESI DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING

2020 ◽  
Vol 5 (1) ◽  
pp. 48
Author(s):  
Khairul Fahmi
Keyword(s):  
Organizational Commitment ◽  
Data Collection ◽  
Path Analysis ◽  
Total Population ◽  
Professional Commitment ◽  
Sampling Techniques ◽  
Collection Method ◽  
Work Ethics ◽  
Work Effectiveness ◽  
Islamic Work Ethic

This research aims to determine the influence of Islamic work ethic on a professional commitment with the organizational commitment as a intervening variable on the banker PT. Bank BRIsyariah in North Sumatera region. The data collection method used in this study is to use a questionnaire that uses a Likert scale. The population used in this study was 106 people with banker characteristics that have worked for more than 1 year. The sample in this study equals the total population of 106 samples using sampling techniques based on purposive sampling. By using the path Analysis of the research results shows that Islamic work ethics is positive and significant to the commitment of the profession of Bankers Brisyariah in North Sumatera region. The Organization's commitment is to promote the influence of Islamic work ethics on the professional commitment of bankers of BRIsyariah in North Sumatera.significant effect on the work effectiveness of the Harapan Harapan Companion Program.

scholarly journals Komitmen Organisasi pada Dosen Generasi Milenial

2018 ◽  
Vol 3 (2) ◽  
pp. 153
Author(s):  
Reza Lidia Sari
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Sampling Technique ◽  
Professional Commitment ◽  
Satisfaction Survey ◽  
Analysis Method ◽  
Job Satisfaction Survey ◽  
Factors Influencing ◽  
Research Findings

<p>In Human Resource Management, workers from the millennial generation, including those working as lecturers in Indonesia, are often studied with regard to their low level of organizational commitment. Millennial lecturers are often faced with various challenges that can trigger them to decide to quit their jobs and leave the college. This research aimed to discover the factors influencing millennial lecturers’ organizational commitment. The instruments used were the Organizational Commit­ment Scale, Job Satisfaction Survey, and Professional Commitment Scale. The respondents were 123 lecturers from 10 universities in Padang, Jakarta, and Bali, who were selected using purposive sampling technique. The analysis method used was a multiple regression analysis. The research findings showed that job satisfaction and professional commitment, to be exact, their satisfaction with supervisors, professional commitment continuance and normative professional commitment had a significant impact on these lecturers’ organizational commitment. The result of this study delivers important implications to universities in managing their millennial lecturers so that they can improve their organizational commitment.</p><p> </p><p> </p>

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