HUBUNGAN ORGANIZATIONAL COMMITMENT DAN TURNOVER INTENTION PADA PERAWAT

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).

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The Effect of Islamic Work Ethics on Organizational Commitment, Job Satisfaction, and Turnover Intentions of Islamic Microfinance in Pekalongan

International Journal of Islamic Business and Economics (IJIBEC) ◽

10.28918/ijibec.v4i1.1571 ◽

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.

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The influence of ethical leadership on the organizational commitment in fire organizations

International Journal of Ethics and Systems ◽

10.1108/ijoes-04-2020-0043 ◽

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.

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Internal and external networking behavior

Career Development International ◽

10.1108/cdi-08-2013-0101 ◽

2014 ◽

Vol 19 (5) ◽

pp. 595-614 ◽

Cited By ~ 18

Author(s):

Shelly Y. McCallum ◽

Monica L. Forret ◽

Hans-Georg Wolff

Keyword(s):

Organizational Commitment ◽

Affective Commitment ◽

Single Point ◽

Negative Relationship ◽

Future Research ◽

Normative Commitment ◽

Continuance Commitment ◽

Content Type ◽

External Networking ◽

Networking Behavior

Purpose – The purpose of this paper is to examine the relationships of internal and external networking behaviors of managers and professionals with their affective, continuance, and normative commitment. Design/methodology/approach – Data were obtained from 335 managers and professionals of a health system who completed a survey on networking behavior and organizational commitment. Correlation analyses and multiple regressions were performed to test our hypotheses. Findings – The results showed that networking behavior focussed within an individual's organization was positively related with affective commitment and normative commitment. Networking with individuals outside of an individual's organization showed a significant negative relationship with normative commitment. Contrary to expectations, networking externally was not related to affective commitment, and neither internal nor external networking behaviors were related to continuance commitment. Research limitations/implications – Because data were collected at a single point in time, no statements can be made about causality. Future research is needed assessing both internal and external networking behavior and the three types of organizational commitment across time to help determine direction of causality or whether reciprocal relationships exist. Practical implications – Organizations that encourage internal networking behaviors may see individuals who are more connected with their colleagues and affectively committed to their organizations. However, encouraging external networking behavior may result in a drop in normative commitment as individuals might identify more with their profession than their employer. Originality/value – Although previous research has shown that networking behavior is related to job performance and career success measures, the research extends the literature by investigating whether networking is related to attitudinal variables such as organizational commitment. The paper explores whether differential relationships exist between internal and external networking behavior with three types of organizational commitment.

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Variables Related to Organizational Commitment in Health Professionals

Psychological Reports ◽

10.2466/pr0.1994.74.3.707 ◽

1994 ◽

Vol 74 (3) ◽

pp. 707-711 ◽

Cited By ~ 13

Author(s):

George Shouksmith

Keyword(s):

Organizational Commitment ◽

Personal Growth ◽

Health Professionals ◽

Affective Commitment ◽

Organizational Factors ◽

Normative Commitment ◽

Satisfaction Scale ◽

Continuance Commitment ◽

Self Actualization ◽

Opportunities For Promotion

Three measures of organizational commitment were related to scores from the Multidimensional Job Satisfaction Scale in a sample of 1121 health professionals to ascertain the organizational factors which were associated with commitment. Opportunity for personal growth or self-actualization and physical working conditions were related to all three forms of commitment. Affective and Normative Commitment were also enhanced in organizations with promotion systems perceived as fair. Organizational groups which also had satisfactory pay scales and supervisors perceived as possessing positive job-related skills had enhanced Affective Commitment; the presence of coworkers with positive attributes was related to Normative Commitment and high opportunities for promotion to Continuance Commitment.

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A Literature Review of the Three Elements of Organizational Commitment: The Meaning of the Contribution Score Average

WSEAS TRANSACTIONS ON BUSINESS AND ECONOMICS ◽

10.37394/23207.2021.18.67 ◽

2021 ◽

Vol 18 ◽

pp. 679-689

Author(s):

Albet Maydiantoro ◽

Rias Tusianah ◽

Usastiawaty C. A. S Isnainy ◽

Tubagus Ali Rachman Puja Kesuma ◽

M. Arifki Zainaro ◽

...

Keyword(s):

Organizational Commitment ◽

Affective Commitment ◽

Meta Analysis ◽

Average Score ◽

Normative Commitment ◽

Continuance Commitment ◽

Self Interest ◽

Common Interests ◽

The Impact ◽

Personal Interests

This is a meta-analysis study. The study aims to determine the highest average score and the impact of the three elements of Allen and Meyer’s organizational commitment: Affective Commitment (AC), Normative Commitment (NC), and Continuance Commitment (CC). The author employed Sturgess's interpretation to determine the average score by Very Low, Low, Low Enough, High Enough, High, and Very High. We got that the highest average score of the three components of organizational commitments is the affective commitment (0.704), followed by the normative commitment (0.681), and the last one is the continuance commitment (0.585). We draw the conclusion that a person, basically, wants to be useful to others. Then, she will be able to put aside individual interests for the sake of common interests so that she will dare to bind herself to agreements, rules, and norms for mutual survival (NC). 'As a result of wanting to be useful to others and having the courage to decide to stay together in the rules, she will dare to put aside his transactional self-interest which is centered on personal interests or gain (CC). The scoring average consecutively says that AC is the biggest among of all, NC is less than AC, and CC is the least, implies that a manager should be able to build and maintain the AC as the first priority, followed by the NC. If a manager has been able to build and maintain the AC and NC, she is able to build and maintain the CC automatically.

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Relationship between Professional Ethics and Organizational Commitment

International Journal of Learning and Development ◽

10.5296/ijld.v1i1.1139 ◽

2011 ◽

Vol 1 (1) ◽

pp. 178 ◽

Cited By ~ 1

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

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Implementasi Komitmen Organisasional Terhadap Kepuasan Kerja Pegawai

10.31235/osf.io/btxz9 ◽

2018 ◽

Author(s):

Indriyani Tahir ◽

Herman Sjahruddin ◽

Heslina

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Random Sampling ◽

Affective Commitment ◽

Stratified Random Sampling ◽

Normative Commitment ◽

Continuance Commitment ◽

Employee Job Satisfaction ◽

Water Company ◽

Regional Water

This study aims to determine the Implementation of Organizational Commitment on Job Satisfaction Employee on Makassar Regional Water Company. The populations in this study a number of 149 Employees. Sampling was done by using stratified random sampling in order to obtain the number of samples amounted 60 Employee, but there are 2 (two) of them were outliers (disabled) so that the overall use only 58 data that can be analyzed using WarpPLS Ver. 5.0. The results showed that the variables of Organizational Commitment on the dimensions of the continuance commitment and normative commitment is low and demonstrated proven to improve employee job satisfaction, while a high of affective commitment in practice proved not able to improve employee job satisfaction on Makassar Regional Water Company

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Implementasi Komitmen Organisasional Terhadap Kepuasan Kerja Pegawai

10.31227/osf.io/ga8wx ◽

2017 ◽

Author(s):

Indriyani Tahir ◽

Herman Sjahruddin ◽

Hj. Heslina

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Random Sampling ◽

Affective Commitment ◽

Stratified Random Sampling ◽

Normative Commitment ◽

Continuance Commitment ◽

Employee Job Satisfaction ◽

Water Company ◽

Regional Water

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Organizational Commitment of Para-Medical Staff with reference to Marital Status

IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) ◽

10.21013/jmss.v4.n1.p1 ◽

2016 ◽

Vol 4 (1) ◽

Author(s):

Mrinali Tikare

Keyword(s):

Organizational Commitment ◽

Marital Status ◽

Medical Staff ◽

Affective Commitment ◽

Sampling Method ◽

Stratified Sampling ◽

Normative Commitment ◽

Hospital Organization ◽

Continuance Commitment ◽

Significant Difference

<div>The commitment of Para-medical employees contributes significantly to the success of hospital organization. The present study attempts to analyze an organizational commitment marital status of Para-medical employees. The data have been collected from eight cities, comprising of four zones of India. The study uses a stratified sampling method in which 219 Para-medical employees from 32 hospitals have responded. This study uses the well known instrument - ACN scale developed by Allen and Meyer (1997). The result indicated that there is no significant difference in total score of commitment, affective commitment, continuance commitment and normative commitment with reference to marital status. The reasons have been discussed subsequently. </div>

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Job satisfaction and organizational commitment

Management Research Review ◽

10.1108/mrr-09-2015-0216 ◽

2016 ◽

Vol 39 (12) ◽

pp. 1663-1694 ◽

Cited By ~ 95

Author(s):

Naser Valaei ◽

Sajad Rezaei

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Affective Commitment ◽

Information And Communications Technology ◽

Fringe Benefits ◽

Communications Technology ◽

Years Of Experience ◽

Normative Commitment ◽

Continuance Commitment ◽

Content Type

Purpose The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern. Design/methodology/approach A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach. Findings The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment. Originality/value This study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.

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