The effect of shared leadership on emotional organizational commitment through organizational fairness: Focused on civil servants of Namyangju City

2021 ◽  
Vol 21 (3) ◽  
pp. 171-201
Author(s):  
Jin-chun Lee ◽  
Byung-hwan Hyun
Keyword(s):  
Organizational Commitment ◽  
Shared Leadership ◽  
Civil Servants ◽  
Organizational Fairness

On the Differential and Shared Effects of Leadership for Learning on Teachers’ Organizational Commitment and Job Satisfaction: A Multilevel Perspective

2018 ◽  
Vol 55 (5) ◽  
pp. 705-741 ◽  
Author(s):  
Marcus Pietsch ◽  
Pierre Tulowitzki ◽  
Tobias Koch
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Shared Leadership ◽  
Leadership Practices ◽  
Structural Equation ◽  
Teaching And Learning ◽  
Structural Equation Models ◽  
Strong Predictor ◽  
Leadership For Learning ◽  
Differential Effects

Purpose: Over the past years “leadership for learning” (LFL) has become popular among educational scholars. LFL refers to the idea that effective leaders demonstrate a contextually contingent mix of instructional, transformational, and shared leadership practices that may have differential effects at various organizational levels. These assumptions have rarely been investigated within a coherent empirical design. We examine the shared and differential effects of LFL on teachers’ job satisfaction and organizational commitment, which are relevant antecedents for learning, improvement, and change on all levels of a school. Method: Drawing on survey data ( nteachers = 3,746, nschools = 126) from Germany and on well-established instruments like the Multifactor Leadership Questionnaire or Teaching and Learning International Survey, multilevel associations of LFL and teachers’ job satisfaction and organizational commitment were explored. This was done by applying doubly latent structural equation models. Findings: Our results indicate that (1) it is statistically necessary to model perceived leadership practices as a multilevel construct, (2) shared leadership is a strong predictor of individual and shared job satisfaction and organizational commitment of teachers whereas (3) individual consideration only shows significant associations on the individual level (4) that LFL is contextually sensitive. Implications for Research and Practice: Findings make a strong case for studying LFL within a multilevel framework and also for applying complex study and analytical designs, which should take the complexity of the theoretical assumptions into consideration all the way along from questionnaire design, through the process of data collection up to the point of data analysis.

scholarly journals Kepemimpinan transformasional, budaya dan komitmen organisasi di kementerian kesehatan

2016 ◽  
Vol 32 (3) ◽  
pp. 105
Author(s):  
Esrika Lamashinta ◽  
Noor Siti Rahmani ◽  
Yayi Suryo Prabandari
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Public Relations ◽  
Civil Servants ◽  
Information Law ◽  
Relationship Of ◽  
The Relationship

Transformational leadership, organizational culture and commitment in the Ministry of HealthPurposeThis study aimed to analyze the relationship of organizational culture on organizational commitment and transformational leadership that would affect performance. MethodsThis study was conducted using a survey including 137 civil servants, from four units which were finance; programs and information; law, organization and public relations; and public and staffing. ResultsThere was a correlation between the variables of transformational leadership and organizational culture and organizational commitment of 26%. Organizational culture variables had the a stronger influence on changes in the value of organizational commitment than transformational leadership. Interviews showed leadership and organizational culture had been influential and running but not all went well mostly because of routine.ConclusionTransformational leadership and organizational culture were inseparable and mutually supportive in influencing the level of commitment of the organization's employees within the organization.

scholarly journals Determinan Niat untuk Melakukan Whistleblowing pada Pemerintah Daerah

2020 ◽  
Vol 3 (3) ◽  
pp. 293
Author(s):  
Yesi Mutia Basri ◽  
Merri Agustin ◽  
Edfan Darlis
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Sampling Method ◽  
Civil Servants ◽  
Professional Commitment ◽  
Government Employees ◽  
Purposive Sampling ◽  
Personal Cost

This study aims to determine the factors that influence the intentions of government employees to do withlowing. This research examines Effect of personal cost of reporting, level of seriousness of fraud, organizational commitment and professional commitment on the intention to do whistleblowing. The population in this study were all staff / employees at OPD Kuantan Singingi. The sampling method used in this study was the purposive sampling and using the sample of 72  civil servants from 24 different OPD. The results of  regression analysis  show that personal cost affects the intention to do whistleblowing. 2) the level of seriousness of fraud affects the intention to do whistleblowing. 3)  organizational commitment affects the intention to do whistleblowing. 4)  professional commitment affects the intention to do whistleblowing. This research has a contribution in reducing fraud in government

Examination of organizational commitment and organizational citizenship behaviour among local government civil servants in Uganda

2017 ◽  
Vol 36 (10) ◽  
pp. 1304-1316 ◽  
Author(s):  
Vincent Obedgiu ◽  
Vincent Bagire ◽  
Samuel Mafabi
Keyword(s):  
Organizational Commitment ◽  
Local Government ◽  
Organizational Citizenship ◽  
Local Governments ◽  
Predictive Power ◽  
The Body ◽  
Civil Servants ◽  
Continuance Commitment ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between organizational commitment and organizational citizenship behaviour (OCB) among local government civil servants. Design/methodology/approach This paper adopts a cross-sectional survey research design with a response of 239 civil servants in the local government sector; data was collected using a questionnaire and quantitative approaches were used in analysis. Findings The findings reveal that there is a significant positive relationship between organizational commitment and organizational citizenship behaviour. The predictive power of organizational commitment on OCB is, however, lower than other similar studies in extant literature. Despite being significant, the coefficient of determination in the final model was very low raising thoughtful concerns hence recommendation for further analytical studies in the local government context in the African setting. Research limitations/implications The results in this study cannot be without limitations. The authors take a note of the sector that the authors studied, i.e., local governments, in which the authors may not have contextualized the concepts very well and had challenges of interpretation by the respondents. The authors were also limited by the lack of context-specific literature to underpin our discussion. The paper is also limited by the narrow scope of one region in Uganda and thus generalizability to the African level may be done with caution. Practical implications This study provides important implications to policy, practice and research. While policies provide for expected efficiencies and productivity, the authors note that an environment in which these are to be achieved is important when it promotes OCB. Policy makers should bear in mind behavioural elements for affective, normative and continuance commitment. Originality/value This study contributes to the body of knowledge by finding further support for the relationship between organizational commitment and OCB, and advances a likely debate that among local government civil servants in a developing country context the predictive power could be very low. This possibly explains the efficiency gaps at this level of state governance.

scholarly journals NIAT APARATUR SIPIL NEGARA (ASN) UNTUK MELAKUKAN WHISTLE-BLOWING: PENGARUH KOMITMEN ORGANISASI, PERSONAL COST, DAN REWARD

2020 ◽  
Vol 15 (2) ◽  
pp. 91
Author(s):  
Agustina Putri Pertiwi Widyanto ◽  
Firma Sulistiyowati
Keyword(s):  
Organizational Commitment ◽  
Quantitative Data ◽  
Sampling Method ◽  
Partial Least Square ◽  
Civil Servants ◽  
Least Square ◽  
Survey Method ◽  
Whistle Blowing ◽  
Purposive Sampling ◽  
Personal Cost

<p><em>This study investigates the influence of organizational commitment and personal cost on civil servant’s intention to do whistle-blowing with reward as moderating variable. To collect the data, this study uses survey method. The 64 civil servants at BPK Lampung Office become respondents of this study who are chosen through purposive sampling method. The Partial Least Square is used to analyze the quantitative data. The findings of the study indicate that organizational commitment gives influence on civil servants to do whistle-blowing. Personal cost does not impact on civil servants to do whistle-blowing. Reward cannot enforce or lessen the influence of organizational commitment and personal cost on civil servants to do whistle-blowing.</em><em></em></p>

scholarly journals Peran Mediasi Komitmen Organisasi: Kontribusi Karakteristik Individu terhadap Kinerja Pegawai

2020 ◽  
Vol 5 (3) ◽  
pp. 254
Author(s):  
Ahmad Ahmad
Keyword(s):  
Organizational Commitment ◽  
Employee Performance ◽  
Sampling Technique ◽  
Individual Characteristics ◽  
Civil Servants ◽  
Quantitative Approach ◽  
Survey Method ◽  
South Sulawesi ◽  
Units Of Analysis ◽  
And Performance

This study aims to explore the contribution effect of individual characteristics on organizational commitment and employee performance. The design of this research is a survey method using a questionnaire. The sampling technique was proportional stratified random. The number of respondents was determined as 125 employees through the table krejcie-morgan of 220 State Civil Servants, obtained 140 units of analysis (State Civil Apparatus at the South Sulawesi Provincial Health Office), only in its implementation there were 15 respondents who gave incomplete responses so that overall only 125 respondents used. The quantitative approach is used to test and prove hypotheses through the use of WarpPLS 6.0. The results of this study indicate that individual characteristics have a significant impact on employee commitment and performance, commitment also shows real results on employee performance. The resulting mediation role test shows that organizational commitment is not stated as a mediator because without the support of organizational commitment, in its implementation individual characteristics are also able to provide tangible results in improving performance.

scholarly journals Pengaruh Tingkat Keseriusan Kecurangan, Personal Cost, dan Komitmen Organisasi Terhadap Kecenderungan Melakukan Whistleblowing

2019 ◽  
Vol 1 (1) ◽  
pp. 011-019
Author(s):  
Nur Fauziah Busra ◽  
Muhammad Ahyaruddin ◽  
Agustiawan Agustiawan
Keyword(s):  
Organizational Commitment ◽  
Regional Development ◽  
Multiple Regression ◽  
Development Planning ◽  
Civil Servants ◽  
Personal Cost ◽  
Planning Agency

This study aims to investigate the factors that influence an individual's tendency to whistleblowing. Specifically, this study focused on the effect of severity of fraud, personal cost and organizational commitment on tendency to whistleblowing. The samples of this study were civil servants of Regional Development Planning Agency (BAPPEDA) Pekanbaru city. This study uses questionnaire to collect the data and uses multiple regression to test the hypothesis. The results of study showed that severity of fraud and organizational commitment have significantly effect on tendency to whistleblowing. But, this study did not find any significant effect among personal cost and tendency to whistleblowing. This means that the civil servants do not consider personal cost as a factor that will influence their intention to take or not take whistleblowing.

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