scholarly journals Review: The Level of Organizational Commitment And Integrity From Gender Differences in The Teaching Professional

2021 ◽  
Vol 2 (6) ◽  
pp. 2155-2165
Author(s):  
Agus Satriawan ◽  
Rina Anindita
Keyword(s):  
Gender Differences ◽  
Organizational Commitment ◽  
Teaching Profession ◽  
T Test ◽  
Teaching Professional

The present study was aimed to examine level in organizational commitment between different gender among lecturer’s profession. We hypothesized that female lecturer would tend to have higher organizational commitment compared to the male lecturer. Participants were 204 lecturers (103 males, 101 females). Data is processed by statistical t test with the results showing that the organizational commitment of the teaching profession in general is high. However, in contrast to the hypothesis we propose, male organizational commitment is higher than women.

Pengaruh konflik, komitmen organisasi dan kepuasan kerja terhadap loyalitas karyawan pada Rumah Sakit TK. III, dr. Reksodiwiryo padang (studi kasus pada seluruh staf non medis)

2021 ◽  
Vol 5 (3) ◽  
pp. 566
Author(s):  
Mardhatila Fitri Sopali ◽  
Putri Azizi ◽  
Ai Elis Karlinda
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Multiple Regression Analysis ◽  
Multiple Regression ◽  
Significant Influence ◽  
Analytical Method ◽  
Medical Staff ◽  
T Test ◽  
Employee Loyalty

This study aims to determine how big the influence of Conflict, Organizational Commitment and Job Satisfaction together on Employee Loyalty at Tk Hospital. III dr. Reksodiwiryo Padang. The method of collecting data is through surveys and distributing questionnaires, with a sample of 57 respondents. Non-medical staff at Tk Hospital. III dr. Reksodiwiryo Padang. The analytical method used is multiple regression analysis. The results obtained based on the partial test (t test) obtained: (a) partially there is a significant effect of Conflict on Employee Loyalty. Thus Ha is accepted, Ho is rejected. (b) partially there is a significant effect of Organizational Commitment on Employee Loyalty. Thus obtained Ha accepted Ho rejected. (c) partially there is no significant effect of Job Satisfaction on Performance Loyalty. Thus, Ha is rejected, Ho is accepted. (d) There is a spatially significant influence between Conflict, Organizational Commitment, and Job Satisfaction on Employee Loyalty. Thus obtained Ha accepted Ho rejected. (e) the contribution of the variables of Conflict, Organizational Commitment, and Job Satisfaction together to Employee Loyalty is 40.2% while the remaining 59.8% is influenced by other variables not examined in this study.

scholarly journals IKLIM ORGANISASI DAN KOMITMEN ORGANISASI TERHADAP KEDISIPLINAN KERJA PEGAWAI PADA KANTOR SEKRETARIAT DPRD KABUPATEN BIMA

2019 ◽  
Vol 8 (4) ◽  
Author(s):  
Firmansyah Kusumayadi ◽  
Muhammad Ali
Keyword(s):  
Data Analysis ◽  
Organizational Commitment ◽  
Linear Regression ◽  
Organizational Climate ◽  
Multiple Linear Regression ◽  
Sampling Technique ◽  
Total Sample ◽  
T Test ◽  
Analysis Techniques ◽  
Independent Variable

This study aims to determine the effect of Organizational Climate and Organizational Commitment to Employee Work discipline at the Bima Regency DPRD Secretariat office. The dependent variable used is Work Discipline, the independent variable is Organizational Climate and Organizational Commitment. This type of research is causal associative. The sampling technique used is the Census technique to obtain a total sample of 48 respondents who are civil servants. Data analysis techniques in this study were multiple linear regression, t-test, f-test, and adjusted determination coefficient test (R2). From the regression results for this study the equation is obtained, namely Y = 8.756 + 0.565 X1 + 0.434 X2. The results of this study indicate that partially the organizational climate has a positive and significant effect on employee work discipline. Partially, organizational commitment has a positive and significant effect on employee work discipline. Simultaneously the organizational climate and organizational commitment have a positive and significant effect on employee work discipline at the Bima Regency DPRD Secretariat office.Keywords: organizational climate, organizational commitment, work discipline

scholarly journals Predikcija stavova o menadžerskim i liderskim poslovima ravnatelja kroz analizu broja učenika, broja smjena i tjednog radnog vremena ravnatelja

2013 ◽  
Vol 8 (1.) ◽  
Author(s):  
Željko Burcar
Keyword(s):  
Gender Differences ◽  
Secondary School ◽  
Negative Predictive Value ◽  
Predictive Value ◽  
School Principals ◽  
Secondary School Principals ◽  
T Test ◽  
Regression Analyses ◽  
Male And Female

The aim of this study is to examine principals attitudes toward managerial and leadership jobs, to examine whether there are gender differences in these variables and whether number of shifts, number of student and workload predict managerial and leadership jobs in school. 119 elementary and secondary school principals participated in the study. For this study the scales for managerial and leadership jobs has been constructed. The results show that participants confirm attitudes about managerial and leadership jobs in school and those they exist as planning, organizing, evaluating and leading and they are interrelated. Furthermore, according to the results of regression analyses in the prognosis toward managerial and leadership jobs number of shift have statistically significant negative predictive value. Results of this study, according to the T-test, show that there are no gender differences on attitudes about managerial and leadership jobs between male and female. It could be concluded, with the caution, that principals provides less managerial and leadership jobs in bigger school, what can be logically explained, because of bigger administrative-technical and professional department in bigger multi shift schools and job delegation to that departments.

scholarly journals Do aggression and impulsivity dominate dark triad across genders?

2020 ◽  
Author(s):  
Anupriya Singh ◽  
Aisha Naeem ◽  
Komal Chandiramani
Keyword(s):  
Gender Differences ◽  
Standard Deviation ◽  
Pearson Correlation ◽  
Correlation Method ◽  
Dark Triad ◽  
T Test ◽  
Descriptive Statistics ◽  
Regression Analyses ◽  
Future Directions ◽  
Significant Relationships

The study investigated gender differences in Overall Dark Triad (Machiavellianism, Narcissism, and Psychopathy), Aggression, Impulsivity, and impact of Dark triad on Aggression and Impulsivity. Data was collected from 214 young adults. Analyses was done using descriptive statistics (mean and standard deviation). T-test was employed to analyze gender differences. Pearson Correlation Method and Multiple regression were used to assess the relation and prediction amongst the variables, respectively. T-test suggested significant gender differences in Machiavellianism, Psychopathy, and Overall Dark Triad, with females scoring high than males. No gender difference was observed in Aggression and Impulsivity. Correlation and regression analyses revealed several significant relationships between the above constructs. The research was concluded by briefly foregrounding some of the study’s implications and future directions.

scholarly journals PENGARUH KOMITMEN ORGANISASI DAN KOMPENSASI TERHADAP KINERJA PERSONIL BHAYANGKARA PEMBINA KEAMANAN DAN KETERTIBAN MASYARAKAT (BHABINKAMTIBMAS) DI POLRESTA BANJARMASIN

2019 ◽  
Vol 6 (2) ◽  
pp. 187
Author(s):  
Arif Wahyu Bibitharta ◽  
Ahmad Alim Bachri ◽  
Maya Sar Dewi
Keyword(s):  
Data Analysis ◽  
Organizational Commitment ◽  
Data Collection ◽  
Multiple Regression ◽  
Error Rate ◽  
Research Method ◽  
Sampling Technique ◽  
T Test ◽  
Questionnaire Data ◽  
Partial Compensation

<p><em>This study analyzes the influence of organizational commitment and compensation simultaneously on the performance of personnel BHABINKAMTIBMAS Polresta Banjarmasin, analyzing the influence of organizational commitment and partial compensation to personnel performance BHABINKAMTIBMAS Polresta Banjarmasin, analyzing the dominant variable of organizational commitment and compensation affecting BHABINKAMTIBMAS Polresta Banjarmasin performance.</em></p><p><em>The research method used is explanatory research with quantitative approach. The population of this research was 52 people with purposive sampling sampling technique with 52 samples. data collection was done by using questionnaire. Data analysis using multiple regression with F test and t test.</em></p><p><em>The Influence of Organizational Commitments (X1) affects the performance of personnel (Y). The proof of the statement can not be based on the value of t greater than the value of t table (4.824&gt; 2.007) and lower value significantly than error rate (0,000 &lt;0,05). The effect of Work Compensation (X2) influenced the performance of personnel (Y) of t table (3.931&gt; 2.007) and significantly lower value than error rate (0,000 &lt;0,05). This result shows that partial compensation work variable has an effect on personnel performance. The table above shows that 0.942 = 94.2% means there are still other variables that affect the personnel performance besides the organizational commitment variable and the simultaneous commitment to the personnel performance of BHABINKAMTIBMAS Polresta Banjarmasin.</em></p>

scholarly journals Students' Perceptions of the Physics-Mathematical E-Module on Partial Differential Material Based on Gender

2021 ◽  
Vol 54 (3) ◽  
Author(s):  
Astalini Astalini ◽  
Darmaji Darmaji ◽  
Dwi Agus Kurniawan ◽  
Mashelin Wulandari
Keyword(s):  
Gender Differences ◽  
Physics Education ◽  
Quantitative Research ◽  
Teaching And Learning ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
T Test ◽  
Homogeneity Test ◽  
Partial Differential ◽  
Class A

Based on the observations in mathematics physics I, several obstacles were found in teaching and learning activities such as the lack of teaching materials that were easily understood by students. This is because the main books used are books in English as a whole. Therefore, the researcher developed an electronic book, namely the e-module of mathematical physics I on partial differential material created using the 3D PageFlip Professional application. The type of research used is a comparative type of quantitative research. The population in this study were students of physics education class 2019 with a sample of 80 regular classes A and B. The sampling technique used is simple random sampling. The data were analyzed by descriptive and inferential statistics using the IBM SPSS Statistic 25 application consisting of descriptive test, normality test, homogeneity test, and t-test. In the assumption test, the data is normally distributed and homogeneous so that a t-test can be performed. The t-test obtained a sig value of 0,043 for gender differences in class A, and 0,010 for gender differences in class B. So it can be concluded that Ho is rejected and Ha is accepted, meaning that there are significant (significant) differences in perceptions based on gender in each. class A and B. Where the perception of female students is higher than the perception of male students, but overall students gave a good perception of the mathematics physics e-module on partial differential material.

Age, Gender, and Cognitive Style Differneces in IS Professionals

2011 ◽  
pp. 19-24
Author(s):  
Michael J. Gallivan
Keyword(s):  
Job Satisfaction ◽  
Gender Differences ◽  
Organizational Commitment ◽  
Cognitive Style ◽  
Turnover Intentions ◽  
Demographic Variables ◽  
Scholarly Journals ◽  
Men And Women ◽  
Explanatory Variables ◽  
Is Professionals

There is a long tradition of research on IS professionals that has examined potential gender differences between men and women, beginning with early studies by Igbaria and his colleagues (Guimaraes & Igbaria 1992; Igbaria & Chidambaram 1997; Igbaria & Siegel 1992). While these and many subsequent studies posited differences between men and women IS professionals, very few differences have been found—particularly for variables that are commonly studied: job satisfaction, turnover intentions, organizational commitment, and stress. I first summarize the results from many survey studies published in leading IS scholarly journals, as a way to frame my research on the adaptation of IS professionals to innovations in work practices. Then I summarize my program of research examining demographic variables, including age, gender and cognitive style differences as explanatory variables for a range of outcomes among IS professionals.

scholarly journals Comparison of Strategies to Manage Stress Considering to Selected Socio-demographic Characteristics of Employees

2018 ◽  
Vol 26 (2) ◽  
pp. 130-136
Author(s):  
Tatiana Lorincová
Keyword(s):  
Gender Differences ◽  
Standard Deviation ◽  
Stress Management ◽  
Management Strategies ◽  
Demographic Characteristics ◽  
T Test ◽  
Brief Cope ◽  
Common Strategy ◽  
Religiosity And Spirituality ◽  
The Individual

The presented paper deals with the analysis of selected stress management strategies considering to gender and position in organization in which individual employees work. The aim of the paper is to compare the ways of managing and processing the stressful situations, as well as their variability with regard to the group of respondents, their inclusion in the organization (manager or executive employee) and the size of organization (small and medium organization). The research was conducted by using two methodologies, namely Brief COPE from Carver (1997) and SVF 78 by Janke and Erdmann (2003). The research sample consisted of 130 respondents aged 19 to 63 (mean age 40.38 with a standard deviation of 6.73), namely 53.8% of males and 47.2% of women. The research sample consisted of executive employees (49.2%) and managers (50.8%) working in a small and medium-sized organization. The research results were analyzed by t-test for two independent samples, namely the individual stress management strategies were compared. We found statistically significant differences in the level of control of the situation, self-blaming, POZ 1 and NEG among executive employees and managers. At the level of perseverance, self-blaming, religiosity and spirituality, and NEG we found statistically significant gender differences. Comparison of employees working in a small and medium-sized organization has demonstrated the existence of statistically significant differences in levels of underestimation, negation, ventilation and self-blaming. The most common strategy of stress management was the strategy of self-blaming, given the analyzed socio-demographic characteristics of the respondents.

Assessing Teaching Readiness of University Students in Cross River State, Nigeria: Implications for Managing Teacher Education Reforms

2016 ◽  
Vol 1 (2) ◽  
pp. 96 ◽  
Author(s):  
B. A. Akuegwu ◽  
A. O. Edet (MRS) ◽  
C. C. Uchendu (MRS) ◽  
U. I. Ekpoh (MRS)
Keyword(s):  
Teacher Education ◽  
Teaching Profession ◽  
T Test ◽  
University Education ◽  
Education Reforms ◽  
Education Students ◽  
Cross River State ◽  
Ex Post ◽  
Ex Post Facto ◽  
Gender Influences

This ex-post-facto designed study was geared towards assessing the readiness of would-be teachers in universities inCross River State for the teaching profession, and how reforms can be managed to strengthen this. Three hypotheseswere isolated to give direction to this investigation. 200 students from the two universities in the state constituted thesample drawn from a population of 1684 graduating education students. Data were generated using “Students’Teaching Readiness Questionnaire (S.T.R.Q.)”. Population t-test and Independent t-test statistical techniques wereused to analyze data collected. Results disclosed that teaching readiness of university education students issignificantly low in terms of possession of communication skills, interpersonal skills, ICT skills and entrepreneurialskills; gender influences teaching readiness of university education students in one hand and in the other, it does not;teaching readiness of university education students does not significantly differ on the basis of institution ofaffiliation. On the strength of these findings, implications for managing teacher education reforms were articulated.

scholarly journals PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KOMITMEN ORGANISASIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DI VILLA KUBU MANGGALA SEMINYAK

2017 ◽  
Vol 7 (2) ◽  
pp. 614
Author(s):  
Made Satwika Dwi Cahyadi ◽  
I Gusti Bagus Honor satrya
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
T Test ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
F Test ◽  
Normality Test

One of the factors that must be considered in managing human resources is the volunteerism of employees in helping co-workers outside of their responsibilities (Organizational Citizenship Behavior). The symptoms of problems associated with low OCB are due to the low transformational leadership and organizational commitment. The purpose of this study was to determine the effect of transformational leadership and organizational commitment to OCB at Villa Kubu Manggala Seminyak. This research was conducted at Villa Kubu Manggala Seminyak by using census method that is 30 respondents. The data was collected by distributing questionnaires using a 5-point likert scale to measure 12 statement items. Tests conducted using the classical assumption test that is normality test, multicollinearity test, heteroscedasticity test, f test and t test. The results of the analysis show that transformational leadership has a positive and significant effect on OCB and organizational commitment has a positive and significant impact on OCB. To improve the OCB's behavior within the organization, companies should pay more attention to normative commitment and promotion opportunities.

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