scholarly journals Relationship between Paternalistic Leadership and Organizational Commitment in Hospitality Industry: Case of Antalya, Turkey

2018 ◽  
Vol 7 (1) ◽  
pp. 163-173 ◽  
Author(s):  
Nedim Yüzbaşioğlu ◽  
Oğuz Doğan
Keyword(s):  
Organizational Commitment ◽  
Hospitality Industry ◽  
Affective Commitment ◽  
Normative Commitment ◽  
Paternalistic Leadership ◽  
Continuance Commitment ◽  
Authoritarian Leadership ◽  
Low Level ◽  
Benevolent Leadership ◽  
The Relationship

Abstract The purpose of this study is to examine the relationship between paternalistic leadership and organizational commitment in hotel enterprises. For this purpose, the data obtained from 243 employees at randomly selected hotel enterprises operating in Antalya region. The findings indicated that there is a relationship between paternalistic leadership and organizational commitment. Furthermore, a moderating relationship was found between benevolent leadership and affective commitment, continuance commitment, normative commitment. The findings also indicated that there is a low-level relationship between authoritarian leadership and continuance commitment

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 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 HUMAN RESOURCES PRACTICES AND ORGANIZATIONAL COMMITMENT: CONNECTING THE CONSTRUCTS IN A PUBLIC ORGANIZATION

2020 ◽  
Vol 21 (4) ◽  
Author(s):  
HELOÍZA H. OLIVEIRA ◽  
LUIZ C. HONÓRIO
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Multiple Regression ◽  
Affective Commitment ◽  
Career Planning ◽  
Selection Process ◽  
Future Research ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
The Relationship

ABSTRACT Purpose: This article aims to describe and analyze the relationship between human resources practices and organizational commitment in a large public urban sanitation company. Originality/value: It has been found that most human resources practices significantly influence organizational commitment, showing that the affective and normative commitment is the most affected and, on a weaker scale, there is the continuance commitment. Design/methodology/approach: The survey was conducted with 349 employees whose formulated hypotheses were verified by multiple regression. Findings: The results indicated a predominance of affective commitment of employees, greater agreement with the practice of human resources associated with benefits and disagreement with the career planning regarding the policies related to the internal selection process, self-development, compensation policy and the promotion process. The multiple regression analysis allowed to confirm the hypotheses postulated, revealing a more significant positive relationship between human resources practices with the types of affective and normative commitment when compared to the continuance commitment. Organizational commitment of the affective type proved to be positively influenced by the human resources practices associated with career planning and benefits, while the commitment of the normative type was positively more induced by the human resources practice related to training and development. Despite the fact that the article revealed results that contribute to the academy, future research must be carried out to improve the relationship between the constructs treated in this study.

scholarly journals Effect of pay satisfaction on organizational commitment

2014 ◽  
Vol 27 (3) ◽  
pp. 585-615
Author(s):  
Kwangsu Moon ◽  
Hangsoo Cho ◽  
Kyehoon Lee ◽  
Shezeen Oah
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Negative Influence ◽  
Positive Influence ◽  
System Management ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Trust In Management ◽  
Pay System ◽  
The Relationship

The purpose of the present study was to examine the relative influences of sub-constructs of pay satisfaction on the sub-constructs of organizational commitment. This study also examined whether organizational trust has mediating effects on the relationships. Data were collected from 410 workers employed in a variety of organizations and a hierarchical regression was conducted to test hypothesis. Results indicated that the satisfaction for pay level has positive influence on continuance commitment, the satisfaction for pay system/management has positive influence on affective commitment and negative influence on continuance commitment, and the satisfaction for benefits has positive influences on all sub-constructs of organizational commitment. Also, the satisfaction for pay system/management and benefits has positive influences on the trust in management and members. The trust in management has negative influence on continuance commitment and the trust in members has positive influences on affective and normative commitment. In addition, the trust in members mediated partially the relationship between the satisfaction for pay system/management and affective commitment, and between the satisfaction for benefits and affective and normative commitment. The trust in management mediated partially the relationship between the satisfaction for pay system/management and continuance commitment, and between the satisfaction for benefits and continuance commitment.

Exploring the Relationship between Commitment Profiles and Work Attitudes, Employee Withdrawal, and Job Performance

2000 ◽  
Vol 29 (3) ◽  
pp. 353-366 ◽  
Author(s):  
Mark Somers ◽  
Dee Birnbaum
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Job Search ◽  
Affective Commitment ◽  
Management Practice ◽  
Career Commitment ◽  
Work Attitudes ◽  
Continuance Commitment ◽  
The Relationship ◽  
Positive Work

Four commitment profiles, based on levels of commitment to the organization and the career, were used to explore the relationship between distinct patterns of commitment and work-related outcomes with a sample of professional hospital employees. As two distinct forms of organizational commitment have been identified affective and continuance commitment separate profiles were constructed for each type of organizational commitment in conjunction with career commitment. Results for profiles based on affective commitment were consistent with prior research findings, in that employees committed to both their organization and their career exhibited the most positive work attitudes and the strongest intention to remain with the organization. Unexpectedly, the dually committed also had the strongest intensity of job search behavior, but these efforts did not translate into higher incidences of turnover. No differences were observed across commitment profiles with respect to job performance. The synergistic effect between affective and career commitment was not observed for profiles based on continuance commitment to the organization. Employees committed only to their careers exhibited more positive work outcomes than did those committed only to their organizations. The implications of these findings for management practice were discussed.

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).

scholarly journals PENGARUH JOB INVOLVEMENT DAN KEADILAN ORGANISASIONAL TERHADAP KOMITMEN ORGANISASIONAL PADA KARYAWAN PACTO - BALI

2016 ◽  
pp. 128
Author(s):  
Diyah Arum Puspita Sari ◽  
Agoes Ganesha Rahyuda
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Sampling Technique ◽  
Job Involvement ◽  
Employee Motivation ◽  
Positive Influence ◽  
Continuance Commitment ◽  
Analysis Technique ◽  
The Relationship

This study aims to find the effect of job involvement and organizational justice on three types of organizationalcommitment, which are affective, continuance and normative. This research was conducted in Pacto-Bali, using 70 employees as its respondents. Sampling technique used in this study was saturated sampling technique.Data was collected through interviews and questionnaires. The data analysis technique was multiple linear regression, which was processed using SPSS software.The findings indicate that job involvement has positive influence on each types of organizational commitment, that was affective commitment, continuance commitment and normative commitment. The same finding was found in the relationship between organizational justice and organizational commitment, where the more justice the employees received the more committed the employees to the organization. To improve the organizational commitment of employees, Pacto-Bali should increase employee motivation by inviting employees to involve in the decision making process, and also should improve the networking between the owners and employees in order to help organization to reach its goals

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.

The role of abusive supervision and organizational commitment on employees' information security policy noncompliance intention

2020 ◽  
Vol 30 (5) ◽  
pp. 1383-1405
Author(s):  
Bowen Guan ◽  
Carol Hsu
Keyword(s):  
Organizational Commitment ◽  
Security Policy ◽  
Affective Commitment ◽  
Abusive Supervision ◽  
Three Dimensions ◽  
Continuance Commitment ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this paper is to investigate the association between abusive supervision and employees' information security policy (ISP) noncompliance intention, building on affective commitment, normative commitment and continuance commitment. The study also examines the moderating effect of perceived certainty and severity of sanctions on the relationship between the three dimensions of organizational commitment and ISP noncompliance intention.Design/methodology/approachSurvey methodology was used for data collection through a well-designed online questionnaire. Data was analyzed using the structural equation model with Amos v. 22.0 software.FindingsThis study demonstrates that abusive supervision has a significant, negative impact on affective, normative and continuance commitment, and the three dimensions of organizational commitment are negatively associated with employees' ISP noncompliance intention. Results also indicate that the moderating effect of perceived severity of sanctions is significant, and perceived certainty of sanctions plays a positive moderating role in the relationship between affective commitment and employees' ISP noncompliance intention.Practical implicationsFindings of this research are beneficial for organizational management in the relationships between supervisors and employees. These results provide significant evidence that avoiding abusive supervision is important in controlling employees' ISP noncompliance behavior.Originality/valueThis research fills an important gap in examining employees' ISP noncompliance intentions from the perspective of abusive supervision and the impact of affective, normative and continuance commitment on ISP noncompliance. The study is also of great value for information systems research to examine the moderating role of perceived certainty and severity of sanctions.

scholarly journals The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences

2015 ◽  
Vol 8 (7) ◽  
pp. 195 ◽  
Author(s):  
Arbabisarjou Azizollah ◽  
Farhang Abolghasem ◽  
Dadgar Mohammad Amin
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
P Value ◽  
Medical Sciences ◽  
Continuance Commitment ◽  
Statistical Population ◽  
The Face ◽  
Level Of Significance ◽  
The Relationship

<p><strong>BACKGROUND &amp; OBJECTIVE:</strong> Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences. </p><p><strong>MATERIALS &amp; METHODS:</strong> This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer &amp; Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach’s Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at P&lt;0.05.</p><p><strong>FINDINGS:</strong> The findings of the study showed that there was a significant relationship between organizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009).</p>

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