Evaluating Employees' Commitment in Islamic Work Ethics Perspective

2014 ◽  
Vol 2 (4) ◽  
pp. 87-94
Author(s):  
Nur`Ain Achim ◽  
Hairunnisa Ma’amor ◽  
Norhidayah Mohd Rashid
Keyword(s):  
Affective Commitment ◽  
Pearson Correlation ◽  
Future Research ◽  
Kuala Lumpur ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Financial Firms ◽  
Pearson Correlation Test ◽  
The Relationship ◽  
Structured Questionnaire

Objective - The study purposes three objectives, which is to recognize the level of employees' commitment (EC) among employees, to identify the level of IWE application among employees, and to investigate the relationship between EC and IWE. Methodology/Technique - The data was collected through a structured questionnaire from employees working at selected financial firms in Kuala Lumpur and has been statistically analysed using SPSS. Findings - The results showed that the levels of employees' commitment and IWE among employees are high, however the Pearson correlation test shows there is no significant relationship between EC and IWE. Hence, it is recommended for future research to explore a different angle of the management dimension to be tested with IWE and expand the context into a multidisciplinary field. Novelty - This research helps to broaden the employees' knowledge about the work ethics in Islamic perspectives and apply it in their organization. Type of Paper - Empirical Keywords : Organizational commitment; employees commitment; affective commitment; normative commitment; continuance commitment; Islamic; work ethics.

scholarly journals Self efficacy and Organizational Commitment of IT employees in Coimbatore District

2020 ◽  
pp. 432-436
Keyword(s):  
Self Efficacy ◽  
Pearson Correlation ◽  
Organisational Commitment ◽  
It Industry ◽  
Coimbatore District ◽  
It Employees ◽  
Pearson Correlation Test ◽  
The Difference ◽  
The Relationship ◽  
Structured Questionnaire

The current study is conducted on self-efficacy and organisational commitment of IT Employees in Coimbatore District. The objective of the study is to find the relationship between Self-efficacy and Organisational Commitment of IT Employees. A Sample of 100 employees including males and females, working in IT industry in Coimbatore District were selected. The employees were given the structured questionnaire, designed and tested by Schwarzer, R., & Jerusalem, M. (1995), Pethe et al. (1999), Allen, N. and Meyer, J. (1990). ANOVA test was used to find the difference between the variables and Pearson Correlation test was used to calculate the relationship between the variables. The results revealed that there was no significant association between male and female and self-efficacy and organisational commitment, and there was significant relationship between self-efficacy and organisational commitment and thus the research accepted the alternate hypothesis.

scholarly journals Analyzing the influence of employee values on knowledge management in sport organizations

2019 ◽  
Vol 10 (3) ◽  
pp. 667-685 ◽  
Author(s):  
Vahid Delshab ◽  
Mathieu Winand ◽  
Saeed Sadeghi Boroujerdi ◽  
Do Young Pyun ◽  
Abed Mahmoudian
Keyword(s):  
Knowledge Management ◽  
Pearson Correlation ◽  
Sport Organizations ◽  
Content Type ◽  
Significant Relationships ◽  
Employee Values ◽  
Terminal Values ◽  
Pearson Correlation Test ◽  
The Relationship ◽  
Structured Questionnaire

Purpose The purpose of this study is to investigate the relationship between employee values and knowledge management (KM) in sport organizations. Design/methodology/approach Data (N = 234) were collected online through a structured questionnaire from employees of 33 sport organizations in Iran. To test the hypotheses, Pearson correlation test and a regression analysis was conducted. Findings The results from the study revealed that there were significant relationships between employee values and KM. Both instrumental and terminal values significantly influenced KM. Research limitations/implications One limitation of this study is related to the generalizability of the results. Therefore, the current study is required to be replicated with other sport organizations in various sectors (public or private) to improve external validity of the results. Practical implications Based on this study, employees of sport organizations in developing countries tend to store knowledge more than sharing and applying it. The findings can be used by human resources and KM practitioners who are interested in developing organizational knowledge through employees’ values. Originality/value Through this study, the positive roles of employee instrumental and terminal values, as the key drivers in determining intangible assets in organizations, were found.

A study On Organizational Commitment and Job Satisfaction Among Employees at Selected Government Agencies in Kelantan

2021 ◽  
Vol 7 (2) ◽  
pp. 20
Author(s):  
Atiela Amran ◽  
Intan-Nurul ‘Ain Mohd Firdaus Kozako ◽  
Azwan-Shah Aminuddin ◽  
Hanitahaiza Aminuddin ◽  
Hanitahaiza Aminuddin ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
Descriptive Statistics ◽  
Working Environment ◽  
Future Research ◽  
Government Agencies ◽  
Continuance Commitment ◽  
The Relationship ◽  
Shed Light

Organizational Commitment is one of the main topics discuss in today’s working environment.  Most of the scholar agreed that to make the employees highly commit to the organization, employees must have satisfaction with their work.  Further study related to this area is still needed to identify the most important criteria to the specific industries.  Hence, this study conducted a non-experimental study in which researchers investigated and analysed the relationship between organizational commitment and job satisfaction, in which focuses on continuance, normative, and affective commitment.  There are 140 valid responses collected from three government agencies in Tanah Merah, Kelantan.  Regression analysis were used for this study to identify the relationship between two variables.  The result of descriptive statistics showed that continuance commitment represents the highest mean score for this study.  Meanwhile, Organizational Commitment has a moderate, positive, and significant relationship towards job satisfaction (r=598, p<0.01).  It can be concluded that most of the respondents used to have affective commitment towards the organization where they remain members and part of the organization.  Findings of this study shed light on how to build a sustainable employee in government agencies. The researchers also suggest several recommendations for future research for this study.

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.

Workplace Ostracism and Its Negative Outcomes

2016 ◽  
Vol 15 (4) ◽  
pp. 143-151 ◽  
Author(s):  
Xiaoming Zheng ◽  
Jun Yang ◽  
Hang-Yue Ngo ◽  
Xiao-Yu Liu ◽  
Wengjuan Jiao
Keyword(s):  
Affective Commitment ◽  
Psychological Capital ◽  
Intention To Leave ◽  
Future Research ◽  
Conservation Of Resources ◽  
Negative Consequences ◽  
Negative Outcomes ◽  
Workplace Ostracism ◽  
Using Data ◽  
The Relationship

Abstract. Workplace ostracism, conceived as to being ignored or excluded by others, has attracted the attention of researchers in recent years. One essential topic in this area is how to reduce or even eliminate the negative consequences of workplace ostracism. Based on conservation of resources (COR) theory, the current study assesses the relationship between workplace ostracism and its negative outcomes, as well as the moderating role played by psychological capital, using data collected from 256 employees in three companies in the northern part of China. The study yields two important findings: (1) workplace ostracism is positively related to intention to leave and (2) psychological capital moderates the effect of workplace ostracism on affective commitment and intention to leave. This paper concludes by discussing the implications of these findings for organizations and employees, along with recommendations for future research.

THE RELATIONSHIP BETWEEN CAREER DEVELOPMENT, COMPENSATION, JOB SECURITY, WORK ENVIRONMENT AND EMPLOYEE LOYALTY

2020 ◽  
Vol 9 (1) ◽  
Author(s):  
Muhammad Faizal Samat ◽  
Muhammad Najmuddin Hamid ◽  
Muhammad Ameer Shafiq Awang@Ali ◽  
Wan Muhammad Iqmal Fazri Wan Juahari ◽  
Khairul Asraf Ghazali ◽  
...  
Keyword(s):  
Career Development ◽  
Work Environment ◽  
Turnover Rate ◽  
Sampling Technique ◽  
Job Security ◽  
Future Research ◽  
Kuala Lumpur ◽  
Employee Loyalty ◽  
Convenience Sampling ◽  
The Relationship

Malaysia has recorded the second highest involuntary turnover rate at 6% and third highest voluntary rate at 6.5% in South East Asia. Employee loyalty becomes critical towards employer. Thus, the purpose of this study was to examine the relationship between career development, compensation, job security, work environment and employee loyalty. In conducting this study, convenience sampling technique has been employed and respondents have been chosen in the area of Kuala Lumpur. Hypothesis were tested using regression analysis by using Smart-PLS. Based on the result, career development, compensation and job security were found to be significant with employee loyalty. However, work environment was found to be not significant with employee loyalty. It is suggested for future research to explore other variables in order to find the factors contributed in employee loyalty. Keywords: Career Development, Compensation, Job Security, Work Environment, Employee Loyalty

The Binding and Blinding Influence of Project Commitment

2015 ◽  
Vol 28 (1) ◽  
pp. 57-74 ◽  
Author(s):  
Melinda L. Korzaan ◽  
Nita G. Brooks
Keyword(s):  
Structural Equation ◽  
Affective Commitment ◽  
Behavioral Control ◽  
Equation Modeling ◽  
Future Research ◽  
Perceived Behavioral Control ◽  
It Projects ◽  
Continuance Commitment ◽  
It Project ◽  
Survey Responses

Proper management of information technology (IT) projects remains important within organizations; they require tremendous investment and consume valuable resources. To enhance one's understanding of IT projects and the continued issue of project failure, this study develops a model of the psychological influences of IT project commitment for individuals working on IT projects and its influence on intentions to continue an IT project (ICITP). Survey responses from 232 individuals across several organizations were obtained, and structural equation modeling was used to analyze the data. Three forms of project commitment (affective, continuance, and normative), subjective norm, and perceived behavioral control – internal were significant predictors of ICITP, explaining 64% of the variance. Additionally, continuance commitment and perceived behavioral control – internal were found to explain 46% of the variance in affective commitment. Implications and directions for future research are provided.

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 kadar HbA1C dengan estimasi filtrasi glomerulus pada pasien DM tipe 2

e-CliniC ◽  
2016 ◽  
Vol 4 (1) ◽  
Author(s):  
Rixi Gahung ◽  
Karel Pandelaki ◽  
Emma Sy. Moeis
Keyword(s):  
Diabetes Mellitus ◽  
Hba1c Level ◽  
Pearson Correlation ◽  
P Value ◽  
Type 2 Dm ◽  
High Hba1c ◽  
Pearson Correlation Test ◽  
Relationship Of ◽  
The Relationship

Abstract: Diabetes mellitus is still increasing in number in the future. Type 2 diabetes mellitus type 2 (T2DM) often appears in adults and the cause is due to a shortage of the hormone insulin on a relative basis, generally appears slowly and gradually worsens. One of the parameters to control blood sugar level is HbA1c. The high HbA1c increases the risks and complications in T2DM patients. This study aimed to obtain the relationship between HbA1c level and GFR among T2DM patients. This was an analytical study using the patient's medical record data. This study was conducted at the Endocrine Clinic and Heart and Hypertension Clinic with a total samples of 65 patients. The results showed that of the 65 subjects, there were 40 male patients and 25 female patients. The Pearson correlation test showed that the relationship of the HbA1c level and GFR had a p value = 0.05 > 0.462 and the correlation r = 0.093. Conclusion: There was no significant relationship between HbA1c level and GFR in type 2 DM patients. Keywords: HbA1c, GFR, type 2 DM Abtsrak: Diabetes merupakan suatu penyakit tidak menular yang akan terus meningkat jumlahnya di masa datang. Diabetes Melitus tipe 2 (DMT2) sering muncul pada orang dewasa dan penyebabnya oleh karena kekurangan hormon insulin secara relatif , umumnya muncul perlahan dan secara bertahap akan bertambah berat. Salah satu parameter kontrol kadar gula darah ialah HbA1c. Jika HbA1c meningkat terjadi pula peningkatan resiko komplikasi. Penelitian ini bertujuan untuk mengetahui hubungan kadar HbA1c dengan eLFG pada pasien DMT2. Jenis penelitian ini analitik dengan mengevaluasi data rekam medik pasien. Penelitian dilakukan di Poliklinik Endokrin dan Poliklinik Jantung dan Hipertensi dengan jumlah subyek penelitian 65 pasien DMT2. Hasil penelitian ini menunjukkan bahwa dari 65 orang subjek terdapat 40 laki-laki dan 25 perempuan. Untuk mengetahui adanya hubungan kadar HbA1c dengan LFG digunakan analisis bivariat Pearson correlation yang mendapatkan nilai p hitung = 0,462> 0,05 dengan kekuatan korelasi r = 0,093. Simpulan: Tidak terdapat hubungan bermakna antara kadar HbA1c dengan eLFG pada pasien DM tipe 2.Kata kunci: HbA1c, eLFG, DM tipe 2

scholarly journals Hubungan Kadar Hemoglobin dan Vo2Max Pada Atlet Softball Putra

2020 ◽  
Vol 5 (1) ◽  
pp. 16-21
Author(s):  
Mila Ayu Hariyanti ◽  
Nur Indri Rahayu ◽  
Pipit Pitriani
Keyword(s):  
Research Method ◽  
Pearson Correlation ◽  
Hemoglobin Level ◽  
Test Method ◽  
Descriptive Research ◽  
Correlational Research ◽  
The Family ◽  
Pearson Correlation Test ◽  
The Relationship ◽  
Research Analysis

Penelitian ini bertujuan untuk melihat adanya hubungan antara kadar Hemoglobin dan Vo2max pada Atlet Softball Putra Banten. Metode yang digunakan dalam penelitian ini adalah metode penelitian deskriptif dengan analisis correlational. Subjek dalam penelitian adalah Atlet Softball Putra Banten yang berjumlah 17 orang. Untuk mengukur kadar hemoglobin menggunakan Family Dr yaitu alat cek Hb digital sedangkan untuk pengukuran nilai VO2max menggunakan metode Bleep-test. Data kemudian diolah menggunakan uji korelasi pearson. Terdapat hubungan yang berarti antara kadar hemoglobin dengan vo2max dengan koefisien korelasi sebesar 0,489 menunjukkan bahwa semakin tinggi kadar hemoglobin maka semakin tinggi tingkat vo2max Atlet Softball Putra Banten.This study aims to see the relationship between hemoglobin levels and vo2max in Banten Softball Men. The method used in this research is descriptive research method with correlational research analysis. Subjects in the study are the Banten Softball Men Banten, amounting to 17 people. The characteristic data taken is gender. To measure hemoglobin levels using the Family Dr. is a digital Hb check tool while for the measurement of VO2max values using the Bleep-test method. The data is then processed using the Pearson correlation test. There is a significant relationship between hemoglobin levels with vo2max with a correlation coefficient of 0.489 indicating that the higher the hemoglobin level, the higher the vo2max level of softball athletes Banten.

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