scholarly journals The Causal Relationship among Job Performance, Support for Career Development, Organizational Commitment, Career Commitment and Organizational Citizenship Behavior of Employee in Large Corporations

2015 ◽  
Vol 47 (3) ◽  
pp. 139-174 ◽  
Author(s):  
손규태 ◽  
Kim Jin-Mo
Keyword(s):  
Organizational Commitment ◽  
Career Development ◽  
Job Performance ◽  
Causal Relationship ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Career Commitment ◽  
Citizenship Behavior ◽  
Performance Support ◽  
Large Corporations

scholarly journals Study on organizational commitment and workplace empowerment as predictors of organization citizenship behaviour

2016 ◽  
Vol 3 (3) ◽  
pp. 63
Author(s):  
Shiney Chib
Keyword(s):  
Human Capital ◽  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Empowerment ◽  
Citizenship Behavior ◽  
Work Place ◽  
Organizational Success ◽  
Workplace Empowerment

Organizational citizenship behavior (OCB) can be defined as, anything positive and constructive that employees do voluntarily, which supports co-workers and benefits the company. These employees are always ready to ‘go the extra mile’ or ‘go above and beyond’ the minimum efforts required to do a merely satisfactory job. Human capital plays a key role in achieving organization objectives with the highest effectiveness. Employee empowerment is a strategy and philosophy and helps employees own their work and take responsibility for their results. Organizational commitment is individual’s psychological involvement and attachment to the organization and is very important for organizational success. It predicts work variables such as turnover, organizational citizenship behavior and job performance. This paper is an effort to analyze work place empowerment and organizational commitment as a predictor of organizational citizenship behavior.

The Effect of Perceiving a Calling on Pakistani Nurses’ Organizational Commitment, Organizational Citizenship Behavior, and Job Stress

2018 ◽  
Vol 29 (6) ◽  
pp. 540-547 ◽  
Author(s):  
Bilal Afsar ◽  
Asad Shahjehan ◽  
Sadia Cheema ◽  
Farheen Javed
Keyword(s):  
Organizational Commitment ◽  
Job Stress ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Descriptive Analysis ◽  
Career Commitment ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Design Data ◽  
Positive Effects

Introduction. People differ considerably in the way in which they express and experience their nursing careers. The positive effects associated with having a calling may differ substantially based on individuals’ abilities to live out their callings. In a working world where many individuals have little to no choice in their type of employment and thus are unable to live out a calling even if they have one, the current study examined how perceiving a calling and living a calling interacted to predict organizational commitment, organizational citizenship behavior, and job stress with career commitment mediating the effect of the interactions on the three outcome variables. The purpose of the study is to investigate the mediating effect of career commitment between the relationships of calling and (a) nurses’ attitudes (organizational commitment), (b) behaviors (organizational citizenship behavior), and (c) subjective experiences regarding work (job stress). Design. Using a descriptive exploratory design, data were collected from 332 registered nurses working in Pakistani hospitals. Descriptive analysis and hierarchical regression analysis were used for data analysis. Results. Living a calling moderated the effect of calling on career commitment, organizational citizenship behavior, and job stress, and career commitment fully mediated the effect of calling on organizational commitment, organizational citizenship behavior, and job stress. Discussion and Conclusion. Increasing the understanding of calling, living a calling, and career commitment may increase nurses’ organizational commitment and organizational citizenship behavior and decrease job stress. The study provided evidence to help nursing managers and health policy makers integrate knowledge and skills related to calling into career interventions and help nurses discover their calling.

scholarly journals Factors Influencing Employees’ Commitment in the Public Institution: Empirical Evidences in Malaysia

2020 ◽  
Vol 4 (5) ◽  
pp. 26-31
Author(s):  
Ummi Naiemah Saraih ◽  
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Peninsular Malaysia ◽  
Public Institution ◽  
Citizenship Behavior ◽  
The Public ◽  
The Relationship

This research is conducted to look on several factors which are expected to create an impact on employees’ commitment in one of the public institution in Peninsular Malaysia. In specific, the aim of this research is to provide the linkages between organizational commitment and several factors in the perspectives of job performance, organizational justice and organizational citizenship behavior (OCB). Thus, the proposed research objectives are: 1) to identify the relationship between job performance and organizational commitment among employee in the public institution; 2) to explore the relationship between organizational justice and organizational commitment among employee in the public institution; and 3) to examine the relationship between OCB and organizational commitment among employee in the public institution. In accordance to that, a scientific literature review has been developed; and the participants of this research are included of 165 employees from one of the public institution located in the center region of Peninsular Malaysia. With the aid of SPSS software, the results indicated that all of the factors are positively and significantly related to organizational commitment among employee in this institution. The implications and several suggestions are discussed based on the research findings.

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