scholarly journals Organizational commitment profiles in the Republic of Serbia

2016 ◽  
pp. 545-559
Author(s):  
Jelena Dostanic ◽  
Svetlana Cizmic
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Personality Traits ◽  
Sample Size ◽  
Component Model ◽  
Normative Commitment ◽  
Starting Point ◽  
Private And Public ◽  
The Republic ◽  
Organizational Tenure

The main goal of this study was to investigate which commitment profiles exist among employees in companies in the Republic of Serbia. Another goal was to examine if there were differences in frequences of commitment profiles based on gender, age, organizational tenure, sector and position, as well as if personality traits discriminate different profiles. The starting point was Meyer and Allen's three-component model of organizational commitment, which differentiates three forms of commitment: affective, continuance and normative commitment. Based on sample size of 395 employees, the results showed that there were three different profiles among workers in companies in Serbia: affective/ normative dominant, fully committed and uncommitted. Significant differences in the frequency of profiles were obtained between employees in private and public sector, between managers and workers, as well as differences based on organizational tenure. Extraversion and agreeableness from HEXACO personality model discriminated different organizational commitment profiles the best.

scholarly journals The Effect of Personality Traits on Organizational Commitment: Moderating Role of Distributive Justice: A Case of Public Sector Female Colleges of District Peshawar

2021 ◽  
Vol 2 (2) ◽  
pp. 157-168
Author(s):  
IMRAN SAEED ◽  
GHAYYUR QADIR ◽  
GHAYYUR QADIR
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Distributive Justice ◽  
Personality Traits ◽  
Sample Size ◽  
Direct Effect ◽  
Moderator Variable ◽  
Cross Sectional ◽  
Moderating Role

Many studies have been conducted on personality traits in different organizations and an in different culture, different region and in different countries. The current study is talk about the two traits of personality i.e agreeableness and neuroticism and their effect on employee organizational commitment. And the main contribution of this study is to introduce distributive justice as a moderator variable. Data was collected from public sector female colleges of a Peshawar district. The sample size of this study was (n=120) and the data was cross-sectional in nature. The results reveal that the direct effect of agreeableness and distributive justice on organizational commitment is significant and positive while neuroticism has insignificant effect on organizational commitment. While the combined effect shows that both interactions terms has positive and significant effect on organizational commitment.

scholarly journals The impact of employees' commitment on organizational performances

2020 ◽  
Vol 25 (3) ◽  
pp. 28-37
Author(s):  
Biljana Đorđević ◽  
Maja Ivanović-Đukić ◽  
Vinko Lepojević ◽  
Sandra Milanović
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Affective Commitment ◽  
Positive Impact ◽  
Empirical Studies ◽  
Normative Commitment ◽  
Starting Point ◽  
The Republic ◽  
Hr Managers ◽  
The Impact

This paper examines the impact of employees' commitment on the productivity of organizations in the Republic of Serbia. Employees' commitment represents the willingness of employees to make efforts for the benefit of the organization and the desire to remain in them. It can be seen as: affective, continuous and normative commitment. Affective commitment reflects a belief in the goals of an organization and a willingness to actively participate in its development; normative commitment reflects a sense of obligation on employees to remain in the organization while continuing commitment is due to employees' assessment that leaving the organization causes greater costs than benefits. Previous research shows that all types of commitment have a major impact on the performance of organizations. As the number of empirical studies on this topic in Serbia is limited, this paper examines the impact of each type of organizational commitment on the productivity of organizations in Serbia, as well as the impact of the overall commitment. The aim of the paper was to identify the types of organizational commitment that have the greatest impact on the performance of organizations in Serbia and to propose measures to HR managers whose implementation can improve the operations of domestic organizations. The starting point of the paper was that employees' commitment has a statistically significant effect on organizational performance. To verify the validity of this assumption, a primary survey was conducted. 169 employees of 17 organizations in Serbia were surveyed. By applying correlation and regression analysis methods, it has been proven that overall organizational commitment, as well as its certain types, have a positive impact on the productivity of organizations in Serbia, with the impact of normative commitment on performance greater than other types of commitment. At the same time, the contribution of continuous commitment to the performance of organizations in Serbia is negligible (statistically insignificant). In line with the obtained results, recommendations for human resources managers in Serbia are proposed. The theoretical implications of the paper are reflected in filling the gap in the national literature in the field of organizational commitment, while the empirical implications are reflected in the mechanisms and measures that are proposed at the end of the paper.

scholarly journals Familiarity with Mission and Vision: Impact on Organizational Commitment and Job Satisfaction

2021 ◽  
Vol 12 (1) ◽  
pp. 124-143
Author(s):  
Dunja Dobrinić ◽  
Robert Fabac
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Organizational Vision ◽  
Organizational Mission ◽  
Vision Statements ◽  
Public Sector Employees ◽  
Public Sector Organizations ◽  
Private And Public ◽  
The Republic

Abstract Background: The relationship between organizational mission and vision statements, organizational commitment, and job satisfaction has been discussed vastly in previous research, both in the domain of public sector organizations and in profit organizations. Objectives: The goal is to investigate if there are differences in organizational commitment and job satisfaction between employees who are familiar with the mission and vision of their organization, compared to those who are not familiar with them. Methods/Approach: A survey research has been conducted on a sample of 114 employees in private and public sector organizations in the Republic of Croatia. Data were analysed using a t-test to determine the differences between two groups of respondents, i.e. those who are familiar with the visions and mission of their organisation, and those who are not. Results: There are differences in job satisfaction levels between employees who are familiar with the mission and vision of the organization in which they are employed and those who are not. Furthermore, differences are particularly evident in the group of public sector employees. Conclusions: The presence of awareness of the organizational mission and vision among employees has a positive effect on their job satisfaction. This is possibly an indicator of the organization’s culture, which fosters positive values embedded in the organizational vision and mission.

Professionalism, rewards, job satisfaction and organizational commitment amongst accounting professionals in Uganda

2014 ◽  
Vol 4 (2) ◽  
pp. 134-157 ◽  
Author(s):  
Samuel K. Sejjaaka ◽  
Twaha K. Kaawaase
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Sector ◽  
Work Experience ◽  
Structural Equation ◽  
Emerging Market ◽  
Measurement Scales ◽  
Market Conditions ◽  
Content Type ◽  
Private And Public

Purpose – The purpose of this paper is to examine the extent to which the constructs of professionalism (Hall, 1968), rewards (Bartol, 1979) and job satisfaction (Stamps and Piedmonte, 1986; Hampton and Hampton, 2004) can be used as valid predictors of organizational commitment (Porter et al., 1974) in an emerging economy context. Design/methodology/approach – Using pre-existing scales for these constructs, the authors collected data from 277 ICPAU licensees’ and carried out a factor analysis to examine their validity. Given the relevance of the organizational-professional conflict (OPC) debate to performance in public and private sector organizations, the authors use ANOVA to assess whether there are significant differences between CPAs in the private and public sectors. We also develop a structural equation model to assess the extent to which organizational commitment can be explained by professionalism, rewards and job satisfaction. Findings – The findings show that the four scales can be used as valid measures in an emerging market environment, albeit with some modifications. The correlations between the study variables are significant (p<0.01) but weak. There are also no significant differences between the scores of private and public sector Certified Public Accountant (CPAs) on professionalism, rewards and organizational commitment. However, there is significantly lower job satisfaction amongst CPAs employed in the public sector. The authors also find that job satisfaction is the best predictor of organizational commitment. Professionalism and rewards are weak predictors of organizational commitment. The fitted model shows that there is a weak fit between organizational commitment and professionalism, rewards and job satisfaction (GFI=0.86, RMSEA=0.086). Originality/value – The authors modify the extant measurement scales for use in emerging market conditions and show that with some adjustment, they are robust measures of the study variables. The paper also extends the organizational commitment (OC) debate to emerging market conditions and shows that rewards on their own are not enough to ensure organizational commitment amongst professionals. It is important to improve job satisfaction through more enriching work experience.

scholarly journals INFLUENCE OF PERCEIVED GLASS CEILING AND PERSONAL ATTRIBUTES ON FEMALE EMPLOYEES’ ORGANIZATIONAL COMMITMENT

2018 ◽  
Vol 7 (1) ◽  
pp. 1556
Author(s):  
Chibuzor Uchenna Onuoha
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Glass Ceiling ◽  
Educational Status ◽  
Personal Attributes ◽  
Cross Sectional ◽  
Public Sector Organizations ◽  
Female Employees ◽  
Organizational Tenure ◽  
Job Position

The present study, which was designed as a cross-sectional research investigated the role of personal attributes (age, education, job position, organizational tenure) and the perceived glass ceiling on organizational commitment of senior level female employees in public sector organizations. One hundred and fifty-two female workers with a mean age of 36.6 (s.d. = 9.03) were conveniently sampled from eight public sector organizations in southwest Nigeria. Job position was categorized into three: supervisor (33.6%), middle management (51.3%) and senior management (15.1%). Their educational status ranged from national diploma to post-graduate certificates. Each respondent completed a questionnaire that contained standardized scales that measured perceived glass ceiling, organizational commitment, age, education, job position and organizational tenure. Results showed significant joint influence of age, education, job position, organizational tenure and perceived glass ceiling on organizational commitment. Perceived glass ceiling and age contributed most to organizational commitment. It was concluded that personal attributes influenced organizational commitment but perceived glass ceiling and age contributed significantly to organizational commitment.

scholarly journals Career adaptability, personality traits and socio-demographic characteristics as predictors of organizational commitment

2020 ◽  
Vol 10 (1) ◽  
pp. 28-51
Author(s):  
Katarina Suvajdžić ◽  
Dušana Šakan ◽  
Mirjana Franceško ◽  
Željka Bojanić
Keyword(s):  
Organizational Commitment ◽  
Private Sector ◽  
Personality Traits ◽  
Affective Commitment ◽  
Career Adaptability ◽  
Normative Commitment ◽  
Total Employment ◽  
Older Employees ◽  
Demographic Features ◽  
Executive Positions

The purpose of the study was to determine the extent to which career adaptability, personality traits, and socio-demographic features account for organizational commitment among the employed population. The study was conducted on an appropriate sample of 390 employees in the public (34%) and private sector (66%) in Serbia (42% male, 58% female), average age of 40. 46,2% of the respondents occupy executive positions, and 58,2% non-executive positions. Criterion variables are summative scores of organizational commitment dimensions (affective, normative and instrumental). Predictor variables are socio-demographic features (gender, organizational role, organization type, years of employment (total), years of employment (current organization), age, and education) as summative scores on the six-dimension HEXACO-based model (Honesty, Emotionality, Extraversion, Agreeableness, Conscientiousness, Openness to experience) and summative scores on career adaptability scales (concern, control, curiosity and confidence). Employing hierarchical multiple regression-based analyses, we have determined that personality traits, socio-demographic features, and career adaptability aspects account for 29% of affective commitment variance, 18% of normative commitment and 17% of instrumental commitment. In order of magnitude and importance, socio-demographic features first and personality traits second can be considered stable predictors of affective and normative commitment, whereas career adaptability makes for the least stable predictor. Personality traits are the most important factor in instrumental commitment, then socio-demographic features, whereas career adaptability is the least important factor. Affective commitment is more common among employees occupying executive positions, employees with longer employment period in the organization, and among employees in the private sector who display higher levels of extraversion, honesty and agreeableness, and levels of control. Normative commitment is on avarage higher among executives, in the private sector, among employees with shorter total employment (but longer employment in the current organization), and among older employees with higher extraversion, agreeableness and lower openness. Instrumental commitment is on average higher among employees with longer employment period in the organization and older respondents, and among those with higher emotionality and honesty, and lower extraversion. We can conclude that socio-demographic features constitute a major factor in organizational commitment, while personality traits are less significant. Career adaptability is a minor factor, and only for some aspects of organizational commitment. Based on the results obtained, we have fomulated a number of practical implications that may be of use to occupational psychologists in creating interventions to increase organizational commitment.

scholarly journals Onderzoeksnotitie: Een vernieuwd meetinstrument voor organizational commitment

2010 ◽  
Vol 23 (2) ◽  
Author(s):  
Suzanne Jak ◽  
Arne Evers
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Component Model ◽  
Future Research ◽  
Normative Commitment ◽  
Dutch Version ◽  
Continuance Commitment

A renewed instrument for organizational commitment A renewed instrument for organizational commitment S. Jak & A.V.A.M. Evers, Gedrag & Organisatie, volume 23, June 2010, nr. 2, pp. 158-171 The prevailing model in organizational commitment research is Allen and Meyer's (1990) 3-component model of organizational commitment. They developed three scales to measure commitment, the affective commitment scale (ACS), the continuance commitment scale (CCS) and the normative commitment scale (NCS). The correlation between the ACS and NCS has consistently been found to be larger than theoretically expected, both with the original scales and the revised scales (Meyer, Allen & Smith, 1993). In the current study, a Dutch version of the revised scales is developed, where the correlation between the ACS and NCS is smaller than originally. This was attained by omitting the word 'feeling' from the NCS items. The newly-developed scales appeared to be both reliable and valid. Possibilities for future research are discussed.

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.

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