The Effect of in-Service Training on Perceived Organizational Commitment Level and Employee Performance

2017 ◽  
Keyword(s):  
Organizational Commitment ◽  
Employee Performance ◽  
Service Training ◽  
Commitment Level

scholarly journals Organizational Commitment of People Working For Turkish Sports Management Organizations In Terms of Some Variables

2016 ◽  
Vol 12 (2) ◽  
pp. 159 ◽  
Author(s):  
Murat Kalfa ◽  
Merve Karaman ◽  
Dilek Tufan
Keyword(s):  
Organizational Commitment ◽  
Sports Management ◽  
Senior Executives ◽  
Main Structure ◽  
The People ◽  
Significant Difference ◽  
Education Levels ◽  
Service Training ◽  
Management Organization ◽  
Commitment Level

The aim of this study is to identify and examine the organizational commitment levels of the people working for General Directorate of Sports and Sports Federations that form the main structure of Turkey national sports management organization regarding some variables. Sampling of the study consisted of 105 female and 142 male, totally 247 participants whose age averages were 40.53± 9.86 working for General Directorate of Sports and Sports Federations that form the main structure of Turkish national sports management organization. Organizational Commitment Questionnaire (OCQ) was used to identify organizational commitment levels of the employers. Since the data did not meet the parametric hypotheses, nonparametric Kruskall-Wallis and Man-Whitney U tests were used to analyze organizational commitment levels in terms of variables. Results of the analysis revealed that organizational commitment and its sub dimensions emotional, normative and attendance commitment levels were at moderate level. Considering education levels, getting in-service training and quality inservice training conditions, there was not any significant difference at organizational commitment level and sub dimensions; however, there were significant differences in terms of the ages, marital statuses, the institution they worked for, their position, and whether they chose their job voluntarily or not. In conclusion, the ones who were above 40, married, working for federation, chose their jobs voluntarily, were senior executives, and section leaders had higher organizational commitment levels.

scholarly journals Linking Leadership Styles to Employee Performance in the Public Sector Organizations in Ghana: The Role of Organizational Commitment

2021 ◽  
Vol 16 (5) ◽  
pp. 43
Author(s):  
Francis Donkor
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Leadership Styles ◽  
Employee Performance ◽  
Sem Analysis ◽  
Main Element ◽  
Labor Turnover ◽  
The Public ◽  
Public Sector Organizations ◽  
Commitment Level

The study examines the link between leadership styles and employee performance in the public sector organizations with respect to organizational commitment. A total of 330 respondents were selected from ten public sector organizations in Ghana. A PLS-SEM analysis was conducted and was found that organizational commitment partially mediates the relationship between both transformational and transactional leadership styles and employee performance. The study concludes that organizational success largely depends on the commitment level of employees which helps reduce labor turnover. Theoretically, the study findings reveal that leadership is the main element of employee performance through the commitment of employees. Therefore, the effectiveness of these leadership styles in encouraging employee performance are dependent on organizational commitment.

Effect of Organizational Culture and Organizational Commitment to Employee Performance through Organizational Citizenship Behavior (OCB) as Intervening Variables (Study on Bappeda Litbang Provinsi Bali)

2018 ◽  
Vol 9 (08) ◽  
pp. 20997-21013
Author(s):  
Anom Suwibawa ◽  
Anak Agung Putu Agung ◽  
I Ketut Setia Sapta
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Employee Performance ◽  
Sem Analysis ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Individual

Organizational culture as the values, principles, traditions and ways of working shared by members of the organization and affect the way they act. Organizational commitment has an important role of employee performance. The commitment can be realized if the individual in the organization, running their rights and obligations according to their duties and functions and functions within the organization, because the achievement of organizational goals is the work of all members of the organization that are collective Vipraprastha, Sudja,  & Yuesti (2018). Respondents in this study are Civil Servants (PNS) at least have been working for 2 years. The number of respondents in this study were 86 respondents using Nonprobability technique that is saturated samples or often called total sampling. This research uses SMARTPLS 3 Structural Equation Modeling (SEM) analysis. The results of this study indicate that: 1) organizational culture has a positive and significant effect on Organizational Citizenship Behavior (OCB); 2) Organizational Citizenship Behavior (OCB) has positive and significant impact on Organizational Citizenship Behavior (OCB); 3) Organizational Citizenship Behavior employee, 4) organizational culture has a positive effect on the performance of employees, either partially or through Organizational Citizenship Behavior (OCB), 5) Organizational commitment has no effect on employee performance.

The mediation effect of job satisfaction and organizational commitment on the organizational learning effect of the employee performance

2019 ◽  
Vol 68 (7) ◽  
pp. 1208-1234 ◽  
Author(s):  
Muhammad Irfani Hendri
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Learning ◽  
Employee Performance ◽  
Limited Liability ◽  
Partial Least Square ◽  
Limited Liability Company ◽  
Content Type ◽  
West Kalimantan ◽  
The Relationship

Purpose The purpose of this paper is to test the effect of organizational learning on employees’ job satisfaction, the effect of organizational learning on the employees’ organizational commitment, the effect of the organizational learning on employees’ performance, the effect of job satisfaction on the employees’ performance and the effect of organizational commitment on employees’ performance in PTPN XIII (Limited Liability Company) in West Kalimantan. Design/methodology/approach The population in this research refers to all employees of PTPN XIII (Limited Liability Company) in West Kalimantan, with the criteria that the employees are from class III‒IV (population of access). The size of the sample is determined by using the partial least square approach, which is 10 times of the size of formative indicator, that is, job satisfaction with five indicators plus employee performance with eight indicators, with the total being 13 × 10 = 130 employees. The sampling method used is proportional random sampling technique, which is based on work area (three working areas: Head Office, West Kalimantan I District and West Kalimantan District II). Findings Learning organization has a significant and positive effect on job satisfaction and organizational commitment, but it has no significant effect on the employee performance. Job satisfaction and organizational commitment have a significant effect on employee performance. Originality/value The phenomenon that existed in PTPN XIII (Limited Liability Company) and referring from various previous research results, the study regarding employee performance was conducted using organizational learning variable as an exogenous variable and using job satisfaction and organizational commitment variable as an intervening variable. Robbins (1996) revealed that the relationship between organizational learning and performance is not very close. It is necessary to have other variables that can reinforce the relationship and to determine the extent to which the organizational learning can contribute to the improvement of the performance.

scholarly journals PENGARUH SERVANT LEADERSHIP TERHADAP KOMITMEN ORGANISASIONAL DAN KINERJA PEGAWAI (Studi pada Pegawai Negeri Sipil di RSUD Wangaya Kota Denpasar)

2017 ◽  
pp. 2731
Author(s):  
I Gede Hendry Kamanjaya ◽  
Wayan Gede Supartha ◽  
IG.A. Manuati Dewi
Keyword(s):  
Organizational Commitment ◽  
Servant Leadership ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Inferential Analysis ◽  
The Impact

This study is focused to analyze the impact of servant leadership on employee performance in relation to the organizational commitment mediation. It is a causality research, providing an explanation and understanding about the impact of servant leadership on employee performance and the impact of servant leadership on organizational commitment. The sample of the research are 90 civil servants in Wangaya General Hospital as the respondents. In this study questionares are used as instuments of the research. Descriptive and inferential analysis were applied as method of analysis and Structural Equation Model-Partial Least Square (SEM-PLS) as a tool. The result is that servant leadership does not have any significant effect on employees performance, servant leadership has a positive and significant effect on organizational commitment, organizational commitment has positive and significant effect on employee performance, and the impact on servant leadership and employee performance through the role of organizational commitment as mediating variable is supported.

scholarly journals Pengaruh Komitmen Dan Kompetensi Terhadap Kinerja Karyawan Pada Karyawan PT. BPR Duta Bali

2020 ◽  
Vol 2 (1) ◽  
pp. 89-98
Author(s):  
Bagus Nyoman Kusuma Putra ◽  
I Wayan Gede Antok Setiawan Jodi ◽  
I Ketut Merta
Keyword(s):  
Regression Analysis ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Linear Regression ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Multiple Linear Regression Analysis ◽  
Analysis Method ◽  
Positive Effect

Organizational commitment is a level or awareness of a person to recognize the extent of an organization and is bound to its goals so as to accelerate the organization to achieve its objectives. Competence is knowledge, skills, and abilities that are mastered by someone who has become a part of him, so he can do cognitive, affective, and psychomotor behaviors as well as possible. Employee performance is the result of work in quality and quantity achieved by someone in carrying out their functions in accordance with the responsibilities given to him.The purpose of this study is to determine the effect of commitment and competence on employee performance at PT. BPR Duta Bali. The sampling technique used is a saturated sampling technique. The sample in this study was 40 employees. The data analysis method used is multiple linear regression analysis with the SPSS program. The results of the study state that the commitment variable has a positive effect on employee performance. Competency variables do not affect employee performance. Commitment and competency variables simultaneously have a positive and significant effect on employee performance

scholarly journals Pengaruh Knowledge Management, Budaya Organisasi Dan Komitemen Organisasi Terhadap Kinerja Karyawan (Studi Pada Karyawan Bagian Produksi PT Daya Anugrah Mandiri)

2020 ◽  
Vol 2 (1) ◽  
pp. 32-40
Author(s):  
Ardinal Djalil
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Organizational Commitment ◽  
Corporate Culture ◽  
Random Sampling ◽  
Employee Performance ◽  
Human Life ◽  
Simple Random Sampling ◽  
Service Industries ◽  
Coefficient Of Determination

ABSTRACT: The era of globalization has hit various aspects of human life. In the economic field, this has a significant impact on industries in Indonesia, both in the trading, manufacturing, and service industries. Employee performance is a matter of great concern to the company so, the management of employee knowledge influences that employee performance improvement through knowledge management, development of organizational culture, and increased organizational commitment from employees. This study aims to determine how respondents respond to knowledge management, organizational culture, organizational commitment to employee performance, and to see how much influence knowledge management, corporate culture, organizational commitment on employee performance, partially or simultaneously. The method used in this research is quantitative. Data collection was carried out through a literature study and distributing questionnaires to 86 respondents. Sampling with Proportional Simple Random Sampling. Data analysis using multiple linear analyses. The results showed that: Respondents 'responses to knowledge management, organizational culture, and employee performance were in a good category, and respondents' responses to organizational commitment were in the sufficient category. Regression equation Y = 21,678 + 0,374X1 + (-0,045X2) + 0,169X3 + e, shows knowledge management, organizational culture, organizational commitment has a positive effect on employee performance. Correlation results (R) of 0.467, indicating that there is a moderate relationship between knowledge management, organizational culture, organizational commitment to employee performance. The results of the coefficient of determination (R2), indicate that the magnitude of the influence of knowledge management, organizational culture, organizational commitment to employee performance by 21.8%, the remaining 78.2% by variables not examined in this research model.  ABSTRACT: Era globalisasi telah melanda berbagai aspek kehidupan manusia. Dalam bidang perekonomian hal ini membawa dampak yang cukup besar bagi industri- industri di Indonesia baik itu industri perdagangan, manufaktur maupun jasa kinerja karyawan menjadi hal yang sangat di perhatikan oleh perusahaan, sehingga peningkatan kinerja karyawan dipengaruhi oleh pengelolaan pengetahuan karyawan melalui knowledge management, perbaikan budaya organisasi, dan peningkatan komitmen organisasi dari karyawan. Penelitian ini bertujuan untuk mengetahui bagaimana tanggapan  responden mengenai knowledge management, budaya organisasi, komitmen organisasi dengan kinerja karyawan, serta untuk melihat seberapa besar pengaruh knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan, secara parsial maupun simultan. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif. Pengumpulan data dilakukan melalui studi pustaka dan penyebaran kuesioner kepada 86 responden. Pengambilan sample dengan Proportional Simple Random Sampling. Analisis data menggunakan analisis linier berganda. Hasil penelitian menunjukkan bahwa: Tanggapan responden terhadap knowledge management, budaya organisasi, dan kinerja karyawan berada dalam kategori baik, serta tanggapan responden terhadap komitmen organisasi berada dalam kategori cukup. Persamaan regresi Y = 21,678 + 0,374X1 + (-0,045X2) + 0,169X3 + e, menunjukkan knowledge management, budaya organisasi, komitmen organisasi berpengaruh positif terhadap kinerja karyawan. Hasil korelasi (R) sebesar 0,467, menunjukkan bahwa terjadi hubungan yang sedang antara knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan. Hasil koefisien determinasi (R2), menunjukkan bahwa besarnya pengaruh knowledge management, budaya organisasi, komitmen organisasi terhadap kinerja karyawan sebesar 21,8%, sisanya 78,2% dipengaruhi oleh variabel yang tidak diteliti dalam model penelitian ini.

scholarly journals To investigate the Association between Normative Commitment (Sense of Obligation to Stay) and Employee’s Performance in “FENDA COMMUNICATION AND IT -KSA”

2021 ◽  
Vol 11 (3) ◽  
pp. 135
Author(s):  
Rafia Gulzar
Keyword(s):  
Organizational Commitment ◽  
Employee Performance ◽  
Research Paper ◽  
Normative Commitment ◽  
Close Relationship ◽  
Sense Of Obligation ◽  
Three Components

Normative commitment happens when employee feel a sense of obligation towards his organization, even if employee is not happy with tasks and responsibility assigned, or even if employee desires to chase better chances or opportunity. Normative commitment(NC) is one of the three components of Organizational commitment that has received less attention in research than other two components ( Affective and Continuance).The main purpose of this research paper was to critically understand the normative commitment  and evaluate the existing  relationship between normative commitment and employees performance in “FENDA COMMUNICATION AND IT -KSA”. The Total number of respondents were 68 surveyed and eight statements used to measure the normative commitment, has been developed by Allen and Meyer (1991) and three -statements used for measuring employee performance has been developed by the Williams and Anderson (1991).  The data was analyzed that clearly showed that there is a close relationship between normative commitment and employees’ performance in sample study organization.

scholarly journals MANAGE OF JOB STRESS AND MEASURE EMPLOYEE PERFORMANCE IN HEALTH SERVICES

2019 ◽  
Vol 18 (1) ◽  
pp. 53
Author(s):  
Abdul Haeba Ramli
Keyword(s):  
Data Analysis ◽  
Organizational Commitment ◽  
Work Stress ◽  
Structural Equation ◽  
Employee Performance ◽  
Simple Random Sampling ◽  
Equation Modeling ◽  
Survey Method ◽  
Service Employees ◽  
Section Data

<p>This research on health service employees who are in Jakarta wants to observe the work stress experienced and how the risks will arise from organizational commitment and employee performance. The design of this research is to use a survey method with cross-section data collection using a questionnaire. A total of 82 employees of the Private Hospital consisting of Doctors, Nurses and Staff as respondents in this study, were determined by utilizing the simple random sampling method. The data analysis method used is Structural Equation Modeling (SEM) as a design in analyzing data analysis on testing research hypotheses. The results of the study present the results that work stress has a negative and significant impact on organizational commitment, then work stress that has a negative and significant impact on employee performance, then high organizational commitment can actually cause a positive and significant impact on employee performance.</p>

scholarly journals THE EFFECT OF LEADERSHIP, JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT ON EMPLOYEE PERFORMANCE AT RUMAH SAKIT UMUM DAERAH BESUKI SITUBONDO, INDONESIA

2018 ◽  
Vol 6 (6) ◽  
pp. 322-334
Author(s):  
Amrozi ◽  
Zarah Puspitaningtyas ◽  
Djoko Poernomo
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Linear Regression ◽  
Multiple Linear Regression ◽  
Random Sampling ◽  
Employee Performance ◽  
Sampling Technique ◽  
Regression Method ◽  
Linear Regression Method ◽  
Multiple Linear Regression Method

This study is to examine the influence of leadership, job satisfaction and organizational commitment on employee performance. Population in this research was the entire employees of Rumah Sakit Umum Daerah (RSUD) Besuki, Situbondo, Indonesia which was about 295 peoples. Then, the researcher applied probability random sampling technique to select 170 respondents as the sampling. The researcher analyzed the data by applying multiple linear regression method. The result shows that leadership and job satisfaction contribute positive and significant effect on employee performance, while organizational commitment has no effect on employee performance.

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