scholarly journals Efectos de congruencia de valores personales y organizacionales sobre la lealtad a la organización

2018 ◽  
Vol 27 (2) ◽  
pp. 291-309
Author(s):  
Nada Krapić ◽  
Sanja Barić
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Large Scale ◽  
Affective Commitment ◽  
Polynomial Regression ◽  
Organizational Values ◽  
Normative Commitment ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Organisational Values

The aim of this study was to examine the effects of congruence between personal and organizational values focused on tasks and people on organizational commitment. The study was carried out on a convenience sample of 217 participants from several middle- and large-scale organisations who completed the Organisational commitment questionnaire and the Personal and organisational values scale. The data were analysed using polynomial regression analysis. The results obtained show that affective commitment was higher when personal and organizational values focused on tasks were in congruence on higher levels. Normative commitment was higher when personal and organizational values focused on tasks were incongruent in a way that organizational values were higher than personal. Additionally, greater incongruence between personal and organizational values focused on tasks was associated with a sharper increase of normative commitment. Overall commitment was higher when personal and organizational values focused on tasks were in congruence on higher levels, when these values were incongruent in a way that organizational values were higher than personal, and when this incongruence was more pronounced. Regarding the effects of congruence between personal and organizational values focused on people the results obtained show that normative and affective commitment were higher when these values were incongruent in a way that organizational values were higher than personal.

scholarly journals The Role of Demographic Factors in Predicting Organizational Commitment Among Security Employees

2017 ◽  
Vol 5 (1) ◽  
pp. 409
Author(s):  
PhD Cand. Abdülkadir AVCI ◽  
Prof. Dr. Ramazan ERDEM
Keyword(s):  
Organizational Commitment ◽  
Marital Status ◽  
Affective Commitment ◽  
Individual Characteristics ◽  
Normative Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Older Employees ◽  
Significant Difference

The construct, “organizational commitment” has been a subject of interest for a long time for the people who study the organizational psychology. Employees’ organizational commitment is a complex matter and there are many factors which affect the organizational commitment of employees. Even though the organization has important role in it, demographic and individual characteristics of employees have also significant influence on organizational commitment. In this study a cross-sectional survey was conducted using a convenience sample of 336 security employees in a military organization to establish possible relationship between organisational commitment and important demographic variables (nationality, rank, gender, age, education, marital status, tenure). The data obtained by the survey were analysed using the SPSS 21.0 package program. In statistical analyses, T-test and variance (ANOVA) analyses were used. The results of the data showed that affective commitment of employees who had been working between 11-15 years was significantly differentiated from those of working years over 25 years. The results of this study also showed that officers had more normative commitment than civilians and the supervisors had less normative commitment than non-supervisors. The analysis also showed that males and younger employees differed significantly in normative commitment than their female counterparts and older employees. However, no statistically significant difference was found in education and marital status.

scholarly journals Examination of Relationships among Organizational Characteristics and Organizational Commitment of Nurses in Western and Eastern Region of Nepal

2015 ◽  
Vol 53 (200) ◽  
pp. 256-261 ◽  
Author(s):  
Archana Shrestha Joshi ◽  
Mineko Namba ◽  
Tara Pokharela
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Multiple Regression Analysis ◽  
Multiple Regression ◽  
Affective Commitment ◽  
Personal Characteristics ◽  
Organizational Characteristics ◽  
Eastern Region ◽  
Normative Commitment ◽  
Independent Variables

Introduction: The objective of this study is to identify relationships between three components of organizational commitment and organizational characteristics of nurses in the western and the eastern region of Nepal. Methods: A self-administrated questionnaire was used to collect data from 310 nurses currently working at various hospitals in the eastern and the western region of the country. The questionnaire included three sections namely 1) personal characteristics 2) organizational characteristics and 3) organizational commitments scale. Descriptive analysis and multiple regression analysis were performed to identify significance in various relationships. Results: Out of the 240 completed questionnaires, 226 were found valid for analysis. The mean age was 27.4 years. For each depended variable affective, continuance and normative commitment, multiple regression analysis was performed with personal Characteristics and organizational characteristics as independent variables. All independent variables were found significantly related to each of the two dependent variables; affective commitment and normative commitment (R2 adjusted=0.24, p<0.01 and R2 adjusted=0.05, p<0.01 respectively). However, they were not significantly related to the continuance commitment. Both support from boss (β=0.138, p<0.05) and satisfaction with training (β=0.301, p<0.05) were found to be positive and significant with affective commitment. On the other hand, satisfaction with training (β=0.191, p<0.05) was also positive and significant with normative commitment. Conclusions: Since both support from boss and training program were found to be positive and significant with affective commitment, hospitals must encourage supervisors to provide more assistance to the subordinate nurses. Moreover, hospitals should develop more training programs to keep nurses motivated.   Keywords: nursing management; organizational commitment; organizational characteristics; retention.

scholarly journals Job satisfaction and organizational commitment: experiences of family-owned hotels in Ho, Ghana

2021 ◽  
Vol 3 (1) ◽  
pp. 1-19
Author(s):  
Esther T. Appaw-Agbola ◽  
Christopher Mensah ◽  
Mawufemor A.Kugbonu
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Positive Association ◽  
Demographic Variables ◽  
Age Group ◽  
Normative Commitment ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Continuance Commitment ◽  
Intrinsic Satisfaction

The study investigates the interplay between demographic variables, job satisfaction and organisational commitment among workers in family-owned hotels in Ho, Ghana. A convenience sample of 280 employees selected from 45 facilities participated in the study by completing self-administered questionnaires. Descriptive statistics and PLS-SEM were used to analyse the data. Path results showed a positive and significant association between extrinsic job satisfaction and affective and continuance commitment. There was a significantly positive association between intrinsic satisfaction and affective and normative commitment. Furthermore, employees within the age group of 30-40 years exhibited higher levels of intrinsic satisfaction and affective commitment compared to those in the 45-50-year age group. The findings of the study provide important implications for family-owned hotels. Managers and proprietors of family-owned hotels must embark on strategies that will help to improve extrinsic and intrinsic satisfaction as well as affective and normative commitment.

Analisis Dimensi Komitmen Organisasional yang Mempengaruhi Organizational Citizenship Behavior Karyawan PT KAI DAOP VI Yogyakarta

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Yati Suhartini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Regression Coefficient ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
Dominant Dimension ◽  
Significance Level

The research was carried out to find the influence of three dimensions of organizational commitment, namely affective commitment, continuity commitment, and normative commitment, toward organizational citizenship behavior (OCB) of employees.The research was conducted respectively from seven stations in operation areas of PT Kereta Api Daop VI Yogyakarta.The subject of research are 55 employees Data was derived from a survey, collected by applying questionnaires, analized by using multiple linier regression,and assisted by the application of SPSS 21 program.Based on the result of data analysis, it is showed that the three dimensions of organizational commitment, namely affective commitment (X1), continuity commitment (X2), and normative commitment (X3) influence partially or simultaneously on organizational citizenship behavior (Y) of employees, thus partially or simultaneously supporting the 5 hypotheses. These were indicated by the value of regression coefficient and the significant level of each factor which are 0.250 and 0.042; 0.386 and 0.001; 0.481and 0,000, respectively. Likewise, the value of F amounting to 30.520 with the significance level of 0,000, whereas adjusted R2 counting to 0.621. Furthermore, normative commitment indicates as the most dominant dimension that influences on organizational citizenship behavior of employees.

scholarly journals Employees Perception of Training and Its Relationship with Organizational Commitment among the Employees Working at Saudi Industrial Development Fund

2017 ◽  
Vol 8 (2) ◽  
pp. 25 ◽  
Author(s):  
Mohammed S. Alamri ◽  
Thamir I. Al-Duhaim
Keyword(s):  
Organizational Commitment ◽  
Industrial Development ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Simple Random Sample ◽  
Normative Commitment ◽  
Development Fund ◽  
Perceived Supervisor Support ◽  
Perceived Availability

The aim of this study is to examine employees perception of training provided by Saudi Industrial Development Fund (SIDF) and its relationship with organizational commitment. To achieve this aim, the study utilized a questionnaire consists of two validated, well established, international instruments: the first one is the perceived availability of training developed by Newman et al., (2011) and includes 22-item inventory that measures an individual on the training, the second instrument called commitment scale developed by Allen and Meyer, (1996) and includes 18-item inventory to identify a person’s commitment. This questionnaire has been distributed to a simple random sample consist of (200) employees of Saudi Industrial Development Fund. A total of (175) complete questionnaires has been received back at a response rate of (87%). After analyzing data and testing hypotheses, the main results of this study are:• There is a positive relationship between five training-related variables and affective commitment.• There is a positive relationship between two training-related variables (the perceived availability of training and perceived supervisor support for training) and two commitment-related variables (continuance and normative commitment).• There is a negative relationship between perceived co-worker support for training and two commitment-related variables (continuance and normative commitment).• There is no relationship between two training-related variables (the perceived benefits of training and motivation to learn) and two commitment-related variables (continuance and normative commitment).

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).

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.

Internal and external networking behavior

2014 ◽  
Vol 19 (5) ◽  
pp. 595-614 ◽  
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.

Variables Related to Organizational Commitment in Health Professionals

1994 ◽  
Vol 74 (3) ◽  
pp. 707-711 ◽  
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.

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

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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