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

2016 ◽  
Vol 13 (3) ◽  
pp. 267-273 ◽  
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

scholarly journals Immediate Supervisors’ Leadership Behaviour and Employees’ Organizational Commitment: Do Pay and Promotion Mediate the Nexus?

2016 ◽  
Vol 6 (8) ◽  
pp. 61
Author(s):  
Emmanuel Yaw Ampofo
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Leadership Style ◽  
Affective Commitment ◽  
Motivational Factors ◽  
Mediating Effect ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Transformational Leadership Style ◽  
The Relationship

<!--[if gte mso 9]><xml> <o:OfficeDocumentSettings> <o:RelyOnVML/> <o:AllowPNG/> </o:OfficeDocumentSettings> </xml><![endif]--><p>This study examines the mediating effect of motivational factors of pay and promotion on transformational leadership and organizational commitment relationship in Unilever Ghana using a quantitative, non-experimental, cross-sectional and analytical survey design study. The results of the study revealed significant positive relationship between transformational leadership style and affective commitment, continuance commitment, and normative commitment. However, the results of the study revealed no significant mediation of pay in the relationship between transformational leadership style and affective commitment, continuance commitment, and normative commitment. Additionally, no significant mediation of promotion was found in the relationship between transformational leadership and affective commitment, transformational leadership and continuance commitment, and transformational leadership and normative commitment. Managers’ adoption of transformational leadership behavior as a key strategy to get employees committed to the organizations will be of great significance because motivational factors such as pay and promotion do not mediate the transformational leadership and organizational commitment relationship. This is a maiden empirical research in Ghana where motivational factors are used as mediators in transformational leadership and organizational commitment relationship.</p>

scholarly journals Examining the relationship between job satisfaction and organizational commitment: A research on public sector healthcare professionals during the pandemic period

2020 ◽  
Vol 17 (4) ◽  
pp. 1204-1221
Author(s):  
Sinan Gürcüoğlu ◽  
Makbule Hürmet Çetinel ◽  
Alper Karagöz
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Significant Relationship ◽  
Health Workers ◽  
Negative Relationship ◽  
Normative Commitment ◽  
Satisfaction Scale ◽  
Continuance Commitment ◽  
The Relationship

The aim of this study is to determine the relationship between the job satisfaction levels of public sector health workers and their organizational commitment. The research was conducted with the participation of health sector employees. Job Satisfaction Scale and Organizational Commitment Scale were used. In the study, job satisfaction and organizational commitment levels were also investigated in terms of demographic variables. The obtained data were analyzed by statistical methods.  Descriptive Statistics, ANOVA, t test, correlation and regression analysis were used. According to the findings; there is a negative relationship between emotional continuance and external satisfaction. There is positive correlation between continuance commitment internal satisfactions, and negatively significant relationship between continuance commitment and external satisfaction. In addition, a significant negative correlation was founded between normative commitment and internal satisfaction, positive significant relationship between normative commitment and external satisfaction. It was determined that continuance commitment and normative commitment variables had a significant effect on the internal job satisfaction of helthcare personnel, while emotional commitment, continuance commitment and normative commitment variables had a significant effect on external job satisfaction. It was found that demographic factors are also effective on job satisfaction and organizational commitment. ​Extended English summary is in the end of Full Text PDF (TURKISH) file.   Özet Bu çalışma ile kamu sektörü sağlık çalışanlarının iş tatmin düzeyleri ile örgütsel bağlılık düzeyleri arasındaki ilişkinin belirlenmesi amaçlanmıştır. Araştırma sağlık sektörü çalışanlarının katılımı ile gerçekleştirilmiştir. İş tatmini ölçeği ve örgütsel bağlılık ölçeği kullanılmıştır. Çalışmada ayrıca iş tatmini ve örgütsel bağlılık düzeyleri demografik değişkenler açısından da araştırılmıştır. Elde edilen veriler istatistiki yöntemler ile analize edilmiştir. Tanımlayıcı İstatistikler, ANOVA, t testi, korelasyon ve regresyon analizi kullanılmıştır.   Araştırma sonucunda elde edilen bulgulara göre; duygusal bağlılık ile dışsal tatmin arasında negatif yönlü bir ilişki vardır. Devam bağlılığı ile içsel tatmin arasında pozitif yönlü, devam bağlılığı ile dışsal tatmin arasında negatif yönlü anlamlı bir ilişki bulunmaktadır. Ayrıca normatif bağlılık ile içsel tatmin arasında negatif yönlü anlamlı bir ilişki ve normatif bağlılık ile dışsal tatmin arasında pozitif yönlü anlamlı bir ilişki bulgulanmıştır. Sağlık personellerinin içsel iş tatminlerine devam bağlılığı ve normative bağlılık değişkenlerinin anlamlı birer etkisi olduğu, dışsal iş tatminlerine duygusal bağlılık, devam bağlılığı ve normatif bağlılık değişkenlerinin anlamlı birer etkisi olduğu tespit edilmiştir. Demografik faktörlerin de iş tatmini ve örgütsel bağlılık üzerinde etkili olduğu bulgulanmıştır.

scholarly journals Perceived Organizational Support (POS) and Organizational Commitment

2008 ◽  
Vol 1 (2) ◽  
Author(s):  
Dian Ekowati ◽  
Mirza Andini
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Human Resource ◽  
Organizational Support ◽  
Random Sampling ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Continuance Commitment ◽  
Strategic Processes ◽  
The Right

Human resource is critically important aspect of organizations. The functions and roles of human resource have developed from administrative matter into supporting the organization to run the managerial and strategic processes. Expertise, knowledge, and experience of existing human resources in organizations should be suitable and allocated at the right time and place. By properly manage the human resources, organization would be able to obtain qualified human resources that have high commitment to organization. High commitment to organizations will lead to a higher effort in supporting organizational success. In order to gain employees’ commitment to the organizations, management should put some efforts that ensure all aspects of employees’ commitment are fulfilled. This paper is intended to find the significant influence of perceived organizational support (POS) on the dimensions of employee’s commitment, comprising of the affective commitment, continuance commitment, and normative commitment, and to find which one of those dimensions are dominantly influence by POS. This paper employed 50 respondents that were sampled using convenient random sampling. Result showed that there were significant influences of POS on employee’s commitment either in affective commitment. POS can influence the employees’ organizational commitment in all dimensions. This implies that in order to improve organizational commitment, management should provide appropriate managerial supports and ensure that the supports are in line with employee’s aspirations and needs.

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 How Does Support by the Organization Decrease Employee’s Intention to Leave?

2019 ◽  
Vol 2 (2) ◽  
pp. 61
Author(s):  
Novianthi Dian Purnamawati ◽  
Debora Eflina Purba
Keyword(s):  
Customer Service ◽  
Organizational Support ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Intention To Leave ◽  
Mediating Effect ◽  
Contact Center ◽  
Phone Calls ◽  
The Relationship

This study aims to investigate the mediating effect of affective commitment in the relationship between perceived organizational support and turnover intention. Data were collected using paper-and-pencil survey on inbound Customer Service Officers (CSO) of a Contact Center X in Jakarta operating in service of electricity needs by phone calls (N = 96). Data were analyzed using Hayes PROCESS macro on SPSS software. Results showed that perceived organizational support was negatively related to turnover intention and positively related to affective commitment. Results also showed that affective commitment was negatively correlated with turnover intention. The mediation analysis showed that affective commitment fully mediated the relationship between perceived organizational support and turnover intention. The theoretical and practical implications of the study were further discussed.

scholarly journals The Relationship between Job Satisfaction and Organizational Commitment among Employees of a Selected Tertiary Educational Institution in Northwest Haiti

2021 ◽  
Vol 2 (Issue 1 (January to March 2021)) ◽  
pp. 33-40
Author(s):  
Willy Lima ◽  
Daniel Allida
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Educational Institution ◽  
Motivating Factors ◽  
Normative Commitment ◽  
Strong Positive Relationship ◽  
High Level ◽  
The Relationship

This study sought to investigate the relationship between job satisfaction and organizational commitment among employees of a selected tertiary educational institution at Northwest of Haiti. A questionnaire was used to collect data from 55 employees. It was found that there is a moderate level of job satisfaction and high level of continuance and normative commitment among employees. It was also found that there is a strong positive relationship between job satisfaction and affective commitment and a weak positive relationship between job satisfaction and normative commitment. It was therefore recommended that administrators should seek to find ways and means to provide extrinsic and intrinsic motivating factors in order to prevent job dissatisfaction with regrettable consequences for the institution when employees may decide to leave their organization.

scholarly journals Organizational Climate and Employee Performance: Examining the Mediating Role of Organizational Commitment and Moderating Role of Perceived Organizational Support

2020 ◽  
Vol 10 (3) ◽  
pp. 238
Author(s):  
ANTHONY FRANK OBENG ◽  
PRINCE EWUDZIE QUANSAH ◽  
ERIC COBBINAH ◽  
STEPHEN ABIAM DANSO
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Well Being ◽  
Mediating Effect ◽  
Moderation Effect ◽  
The Relationship

Engaging employees and being supportive in enhancing their well-being in an organization is very paramount. Past studies show that these practices and policies are beneficial to the commitment level of the employer and the employee in the attainment of employee performance. This study was then conceptualized to examine the moderating effect of perceived organizational support on the relationships between organizational climate and organizational commitment and organizational commitment and employee performance. Also, the mediating effect of organizational commitment in the relationship between organizational climate and employee performance. Drawing on employees from the power generation companies in Ghana, a systematic sampling method was employed in choosing 371 respondents for the study. Hierarchical regression in SPSS software (version 23) was employed to analyze the hypotheses. It was observed that organizational commitment partially mediated the relationship between organizational climate and employee performance. However, perceived organizational support had no moderation effect on the relationship between organizational climate and organizational commitment. Furthermore, perceived organizational support had no moderation effect on the relationship between organizational commitment and employee performance. These results suggest that with an effective organizational climate, organizational support does little to strengthen or weaken employee performance. The practical implication is also discussed.

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.

scholarly journals Relationship between Professional Ethics and Organizational Commitment

2011 ◽  
Vol 1 (1) ◽  
pp. 178 ◽  
Author(s):  
Freyedon Ahmadi
Keyword(s):  
Organizational Commitment ◽  
Significant Relationship ◽  
Professional Ethics ◽  
Food Industry ◽  
Affective Commitment ◽  
Normative Commitment ◽  
Continuance Commitment

The purpose of this paper is to investigate relationship between professional ethics and organizational commitment in food industry in Kurdistan province. In this study researchers have used the Allen and Meyer’s model for identification of organizational commitment. For accessing the objective sample of 210 people of 15 food industry in Kurdistan province was selected. The results of this study have shown that, there is a significant relationship between professional ethics and organizational commitment and its dimensions.   Keywords: Organizational commitment, affective commitment, continuance commitment, normative commitment, Professional ethics  

scholarly journals Self Efficacy as Predictor of Organizational Commitment among Revenue Personnel

2016 ◽  
Vol 3 (4) ◽  
Author(s):  
Sonal Agarwal ◽  
P.C Mishra
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Significant Relationship ◽  
Self Efficacy ◽  
Affective Commitment ◽  
Wide Spectrum ◽  
Work Place ◽  
P Value ◽  
Continuance Commitment ◽  
The Relationship

Organizational commitment is becoming increasingly recognized in industrial/organizational literature. Self efficacy beliefs affect performance in a wide spectrum of life including the work place. The aim of the present study was to explore the relationship between self efficacy and organizational commitment and to find out the extent to which self efficacy significantly predicts organizational commitment among revenue personnel.  It was hypothesized that the relationship between self efficacy and organizational commitment will be positive and that self efficacy will significantly predict organizational commitment. For this purpose, a sample of one hundred revenue personnel, in the age range of thirty to forty years were incidentally selected from Lucknow and other nearby cities and districts of India. The minimum job experience of the participants was five years. Self efficacy was measured using the Generalized self efficacy scale   by Schwarzer  and Jerusalem (1995).The  organizational commitment scale developed by Khan and Mishra [2002], was used to measure the commitment of employees towards their organization. Pearson product moment correlation analysis and regression analysis was conducted on the obtained data. Results reveal a positive and significant relationship between self efficacy and organizational commitment[r=0.356][ p value 0.01]. A positive significant relationship was also found between self efficacy and the three sub scales of organizational commitment namely affective commitment, continuance commitment and normative commitment. Further, the regression analysis revealed that self efficacy significantly predicts organizational commitment among revenue personnel.

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