scholarly journals Job Design, Organizational Commitment on Compensations of Physicians in a Private Hospital, Philippines.

2019 ◽  
Vol 7 (1) ◽  
pp. 1067-1086
Author(s):  
ENOCH ASUAH-DUODU ◽  
Sechelle P. Smith ◽  
Phyo Wai Lin Thein
Keyword(s):  
Organizational Commitment ◽  
Positive Relationship ◽  
Private Hospital ◽  
Pearson Correlation ◽  
Job Design ◽  
Test Analysis ◽  
Future Studies ◽  
Significant Difference ◽  
Years Of Service ◽  
The Relationship

ABSTRACT INTRODUCTION: The profession of a physician is one of the highly respected and challenging jobs in the world today. It is one of the fields where intelligence and hard decisions are made to save lives. This study examined the relationship between job design, organizational commitment, and compensations; if job design and organizational commitment are predictors of compensation of physicians of a private hospital in Manila, Philippines; and if there is a significant difference in compensation when physician’s gender and years of service are considered. METHOD: The research design was correlational using a t-test, analysis of variance (ANOVA), regression, and Pearson Correlation. Fifty hospital physicians were conveniently selected to answer a self-constructed questionnaire. RESULTS: The study revealed that job design and organizational commitment has a positive correlation to compensation in a health facility.  Sex and years of service of the physicians do not differ on compensation. DISCUSSION AND RECOMMENDATIONS: The study also revealed that attention should be given to organizational commitment. Organizational commitment predicted a positive relationship to compensation, but job design in terms of prediction, could not predict compensation though it had a positive relationship, which requires future studies to further investigate using other variables.

scholarly journals Feedback Environment and Creativity in Education Organizations

2015 ◽  
Vol 3 (2) ◽  
pp. 121
Author(s):  
Ying-Leh Ling ◽  
Fairuz Ismail ◽  
Abdul Ghani Kanesan Abdullah
Keyword(s):  
Quantitative Study ◽  
Positive Relationship ◽  
Pearson Correlation ◽  
Study Data ◽  
Educational Organizations ◽  
Feedback Environment ◽  
High Quality ◽  
Significant Difference ◽  
Inferential Analysis ◽  
The Relationship

This study aims to examine the relationship between feedback environment practices and creativity in the educational organizations. This study is a quantitative study. A total of 40 polytechnic students from Polytechnic Kuching Sarawak are randomly selected to participate in this study. Data were obtained using a set of questionnaire consisting of three parts. The data obtained were analyzed descriptively and inferentially. Inferential analysis involves <em>t</em> test and Pearson correlation. The findings have shown that the level of feedback environment based on students' perception is high. Simultaneously, the level of creativity among the students is also high. The findings indicated that there is no significant difference in feedback environment between genders. Furthermore, the study also showed a significant and positive relationship between feedback environment and students’ creativity. The results of this study have several implications directly to the formation of high-quality students as feedback environment and students’ creativity are interrelated and inseparable in educational organizations.

scholarly journals Investigation of the Relationship between the Organizational Cynicism Levels and Intent of Revenge of Sports Science Faculty Students Who Work

2018 ◽  
Vol 8 (6) ◽  
pp. 45
Author(s):  
Sevim Güllü
Keyword(s):  
Positive Relationship ◽  
Personal Information ◽  
Pearson Correlation ◽  
Science Students ◽  
Data Collection Tool ◽  
Sports Science ◽  
Organizational Cynicism ◽  
Significant Difference ◽  
The Relationship ◽  
Academic Year

The research aims to determine the level of relationship between the organizational cynicism and the tendency ofrevenge of sports science students. In this study, descriptive and relational screening technique was used as theresearch technique. The working group consists of 105 students (36 female, 69 male). The participants are studentwho study at Istanbul University Faculty of Sports Science in the academic year of 2017-2018. All of the studentshave been working at an organization/ a workplace for at least 6 months. As the data collection tool, two scales wereutilized with the personal information form prepared by the researchers. Organizational Cynicism Scale and RevengeScale were used. The percentage (%), frequency, skewness, kurtosis, t-test, ANOVA, Pearson Correlation analysiswere used. As a result there is a positive relationship between the level of organizational cynicism and intention ofrevenge. It was revealed that gender and type of employment variables did not make a significant difference inorganizational cynicism and sub-dimensions and will for revenge. However, significant differences have beenidentified in favor of the participants with a low salary in the behavioral sub-dimension of organizational cynicism.On the other hand, the scores of organizational cynicism and will for revenge of the participants are moderate andeven low.

scholarly journals Investigation of the Relationship between Academic Self-Concept and Academic Self-Efficacy of University Students Receiving Sports Education

2021 ◽  
Vol 7 (3) ◽  
pp. 68
Author(s):  
Isa Doğan ◽  
Gamze Durmuş
Keyword(s):  
University Students ◽  
Self Efficacy ◽  
Personal Information ◽  
Pearson Correlation ◽  
Self Concept ◽  
Test Analysis ◽  
Grade Levels ◽  
Significant Difference ◽  
The Relationship ◽  
Academic Self Efficacy

In this study, it was aimed to examine the relationship between Academic Self-Concept and Academic Self-Efficacy of university students studying in the field of sports sciences. The population of the research consists of a total of 619 students from the 2nd, 3rd, and 4th grades of Karabük University Hasan Doğan School of Physical Education and Sports, while the sample group consists of a total of 241 students, 88 of whom are female and 153 are male. “Personal Information Form”, “Matovu Academic Self-Concept Scale” developed by Liu and Wang (2005) and later adapted for university students by Matovu (2014) and adapted into Turkish by Cantekin and Gökler (2019), and the “Academic Self-Efficacy Scale” developed by Kandemir (2010) were used as data collection tools in the research. The data obtained were analyzed with the SPSS-24 Package Program. At the same time, Pearson correlation analysis, Independent-Samples t-test analysis, One-Way ANOVA (One-Way Analysis of Variance), Tukey multiple comparison were used in the analysis and interpretation of the data. While there is a significant difference between the Academic Self-Efficacy Scale (ASES) and Self-Efficacy for Academic Effort, one of its sub-dimensions, according to the gender of the students, there is no significant difference between it and the other sub-dimensions. According to the grade levels of the students, there is a significant difference between the total of ASES and Self-Efficacy for Handling Academic Problems, one of its sub-dimensions, while there is no significant difference between it and other sub-dimensions.

scholarly journals The Relationship between Components of Work Engagement and Organizational Commitment of Female Employees of University

2016 ◽  
Vol 6 (3) ◽  
pp. 63
Author(s):  
Fatemeh Forootan Eghlidi ◽  
Fariba Karimi
Keyword(s):  
Organizational Commitment ◽  
Correlation Coefficient ◽  
Work Engagement ◽  
Stepwise Regression ◽  
Applied Research ◽  
Pearson Correlation ◽  
Significant Difference ◽  
Study Population ◽  
Female Employees ◽  
The Relationship

Aim: The present research was conducted with the aim of determining the relationship between the components of work engagement and organizational commitment of female employees working at University of Isfahan. Methods: The type of the research was an applied research by purpose and a descriptive correlational-type research by nature. The study population consisted of female employees at University of Isfahan, 428 individuals, of whom 202 individuals were chosen as sample according to stratified random sampling fit for the size. The measuring instrument was a questionnaire about organizational commitment by Mowday el al and a questionnaire on work engagement by Shaufeli et al. In the analysis of the findings of the research, Pearson correlation coefficient, stepwise regression, and multiple-way analysis of variance were used to examine the research hypotheses. Result: The results of the analyses indicated that correlation coefficient between work engagement and its components vigor (the desire for job), dedication, and absorption and organizational commitment is significant. Among the components of work engagement, dedication to work was the best predictor for organizational commitment. No significant difference was observed between opinions of respondents according to demographic factors concerning work engagement and organizational commitment. Conclusions: Manager implement professional standards and rules in organizations in order to maintain and promote the variables, provide employees with freedom of action and power in accordance with their duties and provide an intimate climate by involving them in decision makings

scholarly journals The Relationship between Organizational Commitment and Job Satisfaction

2021 ◽  
Vol 7 (2) ◽  
pp. 146
Author(s):  
Yeşim Avunduk
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Personal Information ◽  
Pearson Correlation ◽  
Educational Status ◽  
Private Company ◽  
Satisfaction Scale ◽  
Continuance Commitment ◽  
Significant Difference ◽  
The Relationship

The study aimed to determine the relationship between organizational commitment and job satisfaction of individuals working in the sports sector. The sample of the study consisted of a total of 496 people (375 males and 121 females), who were working in a private company operating in the sports sector in Istanbul, and selected by easy sampling method. In addition to the personal information form, the “Organizational Commitment Scale” developed by Meyer and Allen (1984, 1997) and adapted to Turkish by Boylu et al. (2007), and the Minnesota Job Satisfaction Scale, developed by Weiss et al. (1967) and adapted into Turkish by Baycan (1985) were used as data collection tools. Analyzes were analyzed using SPSS 22.0 package program. Independent t-test, ANOVA and Pearson Correlation analyses were performed to analyse the data. In addition, the analyzes were performed at a 95% confidence interval. Analysis results showed that there was a significant difference in the continuance commitment sub-dimension of individuals according to the gender variable. It was determined that there was a significant difference in both the job satisfaction levels and the affective and normative commitment levels of the individuals according to their welfare status. Moreover, it was determined that there was a significant difference in all sub-dimensions of the job satisfaction scale and in all sub-dimensions of the organizational commitment scale according to the educational status of the participants. As a result, it was determined that there was a positive and moderate relationship between “Affective Commitment” and “Continuance Commitment” and “Internal Satisfaction” and “External Satisfaction”. Another result, it was determined that the organizational commitment and job satisfaction levels of the individuals differed according to their socio-demographic characteristics, and as the affective and continuance commitment of the individuals increased, their job satisfaction increased.

scholarly journals Organizational Commitment among Secondary School Teachers in relation to Job Burnout

2020 ◽  
Vol 8 (3) ◽  
pp. 72-76
Author(s):  
Hadiya Habib
Keyword(s):  
Organizational Commitment ◽  
Secondary School ◽  
Secondary School Teachers ◽  
Pearson Correlation ◽  
Job Burnout ◽  
School Teachers ◽  
Male And Female ◽  
Significant Difference ◽  
Spss Software ◽  
The Relationship

The present research attempts to study the relationship between the organizational commitment and job burnout of secondary school teachers. The sample for the present study consisted of 200 secondary school teachers selected randomly. Two questionnaires were chosen to collect the data. The collected data were analyzed through SPSS software, and proper statistical methods like mean, t-test and Pearson Correlation coefficient were used. The findings of the study revealed that there is no significant difference in the organizational commitment mean scores of male and female secondary school teachers, i.e., both the groups measure similar to organizational commitment. It was also announced that there is a significant correlation between the organizational commitment and job burnout of secondary school teachers, which means that higher the organizational commitment, the higher will be the job burnout and vice versa.

The Relationship between Distributed Leadership and Teachers’ Organizational Commitment in Guangzhou City, China

2021 ◽  
Vol 12 (3) ◽  
pp. 2723-2732
Author(s):  
ArsaythambyVeloo Et.al
Keyword(s):  
Organizational Commitment ◽  
Distributed Leadership ◽  
Work Experience ◽  
Random Sampling ◽  
Pearson Correlation ◽  
Guangzhou City ◽  
Significant Difference ◽  
The Relationship ◽  
Survey Approach ◽  
One Way Anova

The objective of this study was to determine the relationship between teachers’ organizational obligation and distributed leadership in secondary schools ofBaiyun district in Guangzhou city, China. This study was conducted using the quantitative survey approach. The respondents comprised of 98 teachers were selected through random sampling. The data of the study were collected using 22 items from Distributed Leadership Inventory and 15 items from Organizational Commitment Questionnaire. The data analysis used independent sample t-test, one-way ANOVA and Pearson correlation with SPSS version 22. The findings of the study showed that there was no significant difference between gender and teaching work experience based on organizational commitment. However, there was a positive relationship between school distributed leadership and teachers’ organizational commitment.

The Relationship between Work Performance and Organizational Commitment of Employees in the Provincial Directorate of Youth Services and Sports

2021 ◽  
Vol 15 (8) ◽  
pp. 2263-2268
Author(s):  
Halil Ibrahim Genç ◽  
Mehmet Cevher
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Work Performance ◽  
Personal Information ◽  
Employee Performance ◽  
Pearson Correlation ◽  
Youth Services ◽  
Continuance Commitment ◽  
Significant Difference ◽  
The Relationship

In this research, it is aimed to examine the relationship between the job performance and organizational commitment of employees in the youth services and sports provincial directorate. A total of 83 people, 63 men and 20 women, who work in the Sakarya Provincial Directorate of Youth Services and Sports and determined by convenience sampling method, participated in the research carried out with the relational screening model. Research data were collected using the "Organizational Commitment Scale", "Employee Performance Scale" and "Personal Information Form". Data were analyzed using descriptive statistics, independent groups t-test, and Pearson correlation analysis. When the research findings are examined; It was determined that there was a significant difference in normative commitment and continuance commitment scores between men and women according to the department graduated (p<.05). On the other hand, no significant relationship was found between job performance and organizational commitment and age and years of service (p>.05). In conclusion; It can be said that the job performance of the employees in Sakarya Provincial Directorate of Youth Services and Sports is at a high level and their organizational commitment level is at a good level. Keywords: Organizational Commitment, Provincial Directorate of Youth Services and Sports, Job Performance

scholarly journals The investigation of the relationship between perceived freedom and brief resilience: The role of participation in physical activity

2021 ◽  
Vol Supplement 1 (13) ◽  
pp. 19-28
Author(s):  
TULAY AVCI TASKIRAN ◽  
BULENT GURBUZ
Keyword(s):  
Pearson Correlation ◽  
T Test ◽  
Psychological Resilience ◽  
University Staff ◽  
Test Analysis ◽  
Resilience Scale ◽  
Significant Difference ◽  
The Mean ◽  
The University ◽  
The Relationship

Background: This study was designed to examine the relationship between perceived freedom in leisure and psychological resilience of university staff. Material and Methods: The sample group of the study was composed of 189 academic and 81 administrative university staff (Mage=36.11±7.34). Participants were assessed based on the “Perceived Freedom in Leisure Scale (T-PFLS)” and the “Brief Resilience Scale (T-BRS)”. ANOVA, independent samples t-test, and Pearson correlation analysis methods were used to analyze the data. Results: T-test analysis indicated that there was no significant difference between the mean scores of “T-PFLS”; however, there was a statistically significant difference between the mean scores of “T-BRS” with regard to gender. The male participants’ mean scores were higher than those of the female participants. The analysis revealed statistically significant differences in “T-PFLS” and “T-BRS” mean scores with respect to the position at the university. ANOVA analysis indicated statistically significant differences in mean scores of “T-PFLS” and “T-BRS” with respect to leisure participation preference. The mean scores of frequent participants were higher than the others in both of the scales. There was a statistically significant positive and moderate correlation between the mean scores of “T-PFLS” and “T-BRS” scores. Conclusion: As a result, active participants reported higher perceived freedom and psychological resilience scores.

scholarly journals KEPUASAN KERJA DAN MASA KERJA SEBAGAI PREDIKTOR KOMITMEN ORGANISASI PADA KARYAWAN PT ROYAL KORINDAH DI PURBALINGGA

Proyeksi ◽  
1970 ◽  
Vol 5 (1) ◽  
pp. 17
Author(s):  
Purida Kingkin ◽  
Haryanto Fadholan Rasyid ◽  
Ruseno Arjanggi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Positive Relationship ◽  
Significant Positive Relationship ◽  
Know How ◽  
Years Of Service ◽  
Permanent Employees ◽  
The Relationship ◽  
Collection Methods ◽  
Major Hypothesis

This study aimed to verify empirically the relationship between job satisfaction and years of service with the commitment of the organization, know how big contribution of job satisfaction, organizational commitment and know how big contribution of years of service with the commitment of the organization. The population in this study as part of its permanent employees with monthly samples of 50 department employees and use of purposive sampling quota. This research data collection methods using scales. There are three hypotheses. Major hypothesis of this study is there a connection between job satisfaction and years of service with the organization's commitment to the employees of Royal Korindah in Purbalingga. Minor first hypothesis of this study is there a positive relationship between job satisfaction, organizational commitment to the employees of Royal Korindah in Purbalingga. Minor second hypothesis of this study is there a relationship between years of service with the organization's commitment to the employees of Royal Korindah in Purbalingga. Conclusion The results indicate that there is a significant relationship between job satisfaction and years of service with the organization's commitment to the employees of Royal Korindah in Purbalingga, there was a significant positive relationship between job satisfaction and organizational commitment and there wass a significant positive relationship between years of service with the commitment of the organization.  Keywords: Organizational Commitment, Job Satisfaction and Work Period.

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