scholarly journals Pengaruh Komitmen Organisasi Terhadap Kinerja Penyuluh Keluarga Berencana (PKB) Di BKKBN Propinsi Sulawesi Tenggara

2021 ◽  
Vol 4 (1) ◽  
pp. 26-42
Author(s):  
Faidha Faidha
Keyword(s):  
Affective Commitment ◽  
Normative Commitment ◽  
Continuance Commitment

Fenomena yang terjadi program yang dicanangkan oleh BKKBN Propinsi Sulawesi Tenggara berhadapat dengan beberapa masalah yaitu; komitmen organisasional pada setiap pegawai berbeda, diantaranya beberapa pegawai memutuskan untuk berkomitmen pada suatu organisasi karena merasa insentif/gaji yang diterima sesuai dengan kinerja yang diberikan, kemudian beberapa pegawai yang memutuskan untuk berkomitmen karena merasa kewajiban untuk tetap berada dalam perusahaan tersebut karena ia dibutuhkan dan ada pula yang berkomitmen karena apabila dia meninggalkan kantor akan menambah biaya yang lebih besar dibanding tetap bekerja di kantor tersebut. Penelitian ini bermaksud mengkaji pengaruh komitmen organisasi terhadap kinerja penyuluh Keluarga Berencana di Wilayah Sulawesi Tenggara. Penelitian dilakukan melalui pendekatan kuantitatif, dimana sampel dipilih menurut kebutuhan sebanyak 35 orang. Instrumen penelitian menggunakan kuesioner. Selanjutnya penelitian menggunakan uji validitas (test of validity) dan uji reliabilitas (test of realiability). Data kemudian diolah menggunakan Uji Validitas dan Uji Reabilitas, Dengan menguji pengaruh komitmen organisasi terhadap kinerja pegawai penyuluh. Hasil penelitian menunjukkan bahwa hubungan komitmen organisasi yang terdiri dari affective commitment, continuance commitment dan normative commitment ditingkatkan maka meningkatkan kinerja penyuluh. Sebaliknya, apabila komitmen organisasi tidak baik, akibatnya akan berdampak pada hasil kinerja penyuluh yang tidak

Leadership credibility and change success: mediating role of commitment to change

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Noufou Ouedraogo ◽  
Michel Zaitouni ◽  
Mohammed Laid Ouakouak
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Employee Commitment ◽  
Organisational Change ◽  
Normative Commitment ◽  
Commitment To Change ◽  
Continuance Commitment ◽  
Content Type ◽  
Negative Effect

PurposeThe purpose of this study is to investigate the effects of leadership credibility on employees' behaviours and attitudes towards organisational change through the lens of employee commitment to change.Design/methodology/approachThe authors conducted a quantitative study in which 239 participants from diverse organisations participated.FindingsUsing structural equation modelling techniques, the results reveal that leadership credibility has a positive effect on both affective and normative commitment to change but a negative effect on continuance commitment to change. The authors also report that change success is positively impacted by affective commitment to change and negatively impacted by continuance commitment to change but is not significantly affected by normative commitment to change.Research limitations/implicationsThus, the authors contribute to closing a knowledge gap in change management theory while making practical recommendations for leading people during times of organisational transition.Originality/valueThis study sheds light on the role of leadership credibility and employee commitment during organisational change.

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.

scholarly journals Employee Commitment in Public and Private Banks in India

2015 ◽  
Vol 10 (11) ◽  
pp. 199 ◽  
Author(s):  
Shweta Mittal ◽  
Vivek Mittal
Keyword(s):  
Affective Commitment ◽  
Employee Commitment ◽  
Primary Data ◽  
Normative Commitment ◽  
Public And Private ◽  
Continuance Commitment ◽  
The Public ◽  
Private Banks ◽  
The Difference ◽  
Three Components

The study assesses the employee commitment in the public and private banks and finds the difference in employee commitment with regard to all the three components of employee commitment i.e. affective commitment, normative commitment and continuance commitment in the public and private banks. The primary data has been collected from 203 employees through a structured questionnaire of employee commitment that measures affective, continuance and normative commitment. The t-test has been used to compare the three components of employee commitment. It was found that the employee commitment of public sector banks is better than private banks.

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 Employee Commitment to Organizational Change with the Role of Job Satisfaction and Transformational Leadership

2020 ◽  
Vol 2 ◽  
pp. 1-17
Author(s):  
Nguyen Thi Bich Thuy ◽  
Phan Dang Ngoc Yen Van
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Change ◽  
Affective Commitment ◽  
Theory And Practice ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Survey Sample ◽  
Transformation Leadership

This study aimed to analyze the role of job satisfaction and transformation leadership for employees’ commitment to organizational change. Based on a survey sample of 381 employees in post-merger enterprises in retail and pharmaceutical sector and a linear regression model. The results revealed that Transformational leadership was associated positively and significantly with Affective Commitment (β = .42, p < .000), Normative Commitment (β = .32, p < .000), and Continuance Commitment (β = .27, p < .000); Job satisfaction was associated positively and significantly with Affective Commitment (β = .24, p < .000) and Normative Commitment (β = .30, p < .000) among employees’ to organizational change. The results of this study provide a foundation of theory and practice for organizational changes that can efficiently exploit the human resource for the development in the next period.

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.

scholarly journals Mối quan hệ giữa sự suy kiệt cảm xúc, khả năng thích nghi và sự gắn kết của nhân viên người việt trong các công ty đa quốc gia trên địa bàn Thành phố Hồ Chí Minh

2021 ◽  
Vol 15 (3) ◽  
pp. 180-192
Author(s):  
Trần Thị Lệ Hiền
Keyword(s):  
Emotional Exhaustion ◽  
Affective Commitment ◽  
Normative Commitment ◽  
Continuance Commitment

Nghiên cứu được thực hiện nhằm kiểm định mối quan hệ giữa sự suy kiệt cảm xúc (emotional exhaustion – EE), khả năng thích nghi (adaptability – AD) và sự gắn kết của nhân viên người Việt trong các công ty đa quốc gia trên địa bàn Tp. HCM về mặt tình cảm (affective commitment - AC), lợi ích (continuance commitment – CC) và đạo đức (normative commitment – NC). Sau khi khảo sát 212 mẫu, dữ liệu thu thập sẽ được xử lý bằng phần mềm SPSS 25.0 và AMOS 20.0. Kết quả nghiên cứu cho thấy sự suy kiệt cảm xúc có ảnh hưởng đến sự gắn kết của nhân viên vì tình cảm và lợi ích. Sự thích nghi của nhân viên sẽ có ảnh hưởng đến sự gắn kết về mặt đạo đức.

HUBUNGAN KOMITMEN ORGANISASI DAN KEPUASAN KERJA ANTARA KARYAWAN TETAP DAN TIDAK TETAP PADA PT PRIMAYUDHA MANDIRIJAYA

2019 ◽  
Vol 4 (2) ◽  
Author(s):  
Laili Mariana
Keyword(s):  
Job Satisfaction ◽  
Affective Commitment ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Temporary Worker ◽  
Purposive Sampling

Penelitian ini menggunakan metode kuantitatif dengan tujuan untuk mendeskripsikan perbedaan dan hubungan dari commitment dan the work statisfaction antara regular employee dan temporary worker. Penentuan sampel dengan menggunakan purposive sampling. Data diambil dengan menggunakan kuisioner. Objek dari penelitian ini adalah PT Primayudha Mandirijaya dengan jumlah responden sebanyak 84 orang. Berdasarkan analisis data yang dihasilkan, ditemukan bahwa semua variabel memiliki t hitung lebih besar dari t tabel, jadi dapat disimpulkan bahwa terdapat perbedaan. Terdapat perbedaan pada affective commitment, continuance commitment, normative commitment, dan the work statisfaction pada regular employee dan temporary worker. Tidak ditemukan korelasi signifikan antara affective commitment dan the work statisfaction antara regular employee dan temporary worker dengan tingkat signifikansi sebesar 0.082, dan Tidak ditemukan korelasi signifikan antara continuan commitment dan the work statisfaction antara regular employee dan temporary worker dengan tingkat signifikansi sebesar 0.110. Namun ditemukan korelasi signifikan antara normative commitment dengan the work statisfaction work antara regular employee dan temporary worker dengan tingkat signifikansi sebesar 0.002.Kata Kunci : Commitment, Job Satisfaction, regular employee, temporary worker.

Sign in / Sign up

Export Citation Format

Share Document