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.

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 The Role of Employees Job Satisfaction in the Relationship between Transformational Leadership and Affective Commitment at Roof-Tile Manufacturing Company

2021 ◽  
Vol 11 (1) ◽  
pp. 306
Author(s):  
Tri Widarmanti ◽  
Arif Partono Prasetio ◽  
Bachruddin Saleh Luturlean
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Human Resources ◽  
Affective Commitment ◽  
Mediating Role ◽  
Roof Tile ◽  
The Relationship ◽  
Mediator Variable

Human resources play a strategic and important role to achieve company's vision and mission, the quality of human resources will affect the performance and progress of an organization. Commitment is very important for organization, a strong affective commitment encourages employees to contribute better, there are constructive factors of affective commitment such as transformational leadership and job satisfaction. This study wants to examine the relationship between transformational leadership, affective commitment, and job satisfaction and the effect of transformational leadership practices on affective commitment directly and indirectly through the mediating role of job satisfaction in tile rooftop manufacturers at Jatiwangi Indonesia. A quantitative survey approach has been used, and 5 hypotheses were tested with a sample 184 of 350 employees of roof-tile manufactures was selected to answer the questionnaire. Data collected based on descriptive analytics processed by SPSS Software, and the result of this study show that there is a positive relationship between these variables, transformational leadership significant positive relations to job satisfaction and affective commitment and job satisfaction becomes a partial mediator variable in the relationship between transformational leadership with affective commitment, but yet those 4 company still not represent all roof-tile company in Indonesia, future studies could replicate the current one by collecting data from different sources.

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 The influence of transformational leadership dimensions on intrapreneurial behaviour through mediators

2021 ◽  
pp. 2099-2114 ◽  
Author(s):  
Thi Thuy Giang Huynh
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Change ◽  
Structural Equation ◽  
Affective Commitment ◽  
Equation Model ◽  
Intellectual Stimulation ◽  
Strategic Renewal ◽  
Mediating Role ◽  
Leadership Dimensions

The present study aimed to examine the direct impact of transformational leadership dimensions on employee strategic renewal behaviour and venture behaviour, and through a mediating role of job satisfaction and employee commitment to organizational change. The study sample consisted of 464 employees in different firm types in Ho Chi Minh city of Vietnam. The data is analysed using a structural equation model (SEM). The paper shows that dimensions of transformational leadership (namely intellectual stimulation, inspirational motivation, and individual consideration) have positive and significant influence employee strategic renewal behaviour and venture behaviour directly, and via job satisfaction and commitment to organizational change (affective commitment and normative commitment) as a moderating mechanism.

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.

scholarly journals Implementasi Komitmen Organisasional Terhadap Kepuasan Kerja Pegawai

2018 ◽  
Author(s):  
Indriyani Tahir ◽  
Herman Sjahruddin ◽  
Heslina
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Random Sampling ◽  
Affective Commitment ◽  
Stratified Random Sampling ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Employee Job Satisfaction ◽  
Water Company ◽  
Regional Water

This study aims to determine the Implementation of Organizational Commitment on Job Satisfaction Employee on Makassar Regional Water Company. The populations in this study a number of 149 Employees. Sampling was done by using stratified random sampling in order to obtain the number of samples amounted 60 Employee, but there are 2 (two) of them were outliers (disabled) so that the overall use only 58 data that can be analyzed using WarpPLS Ver. 5.0. The results showed that the variables of Organizational Commitment on the dimensions of the continuance commitment and normative commitment is low and demonstrated proven to improve employee job satisfaction, while a high of affective commitment in practice proved not able to improve employee job satisfaction on Makassar Regional Water Company

scholarly journals Implementasi Komitmen Organisasional Terhadap Kepuasan Kerja Pegawai

2017 ◽  
Author(s):  
Indriyani Tahir ◽  
Herman Sjahruddin ◽  
Hj. Heslina
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Random Sampling ◽  
Affective Commitment ◽  
Stratified Random Sampling ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Employee Job Satisfaction ◽  
Water Company ◽  
Regional Water

This study aims to determine the Implementation of Organizational Commitment on Job Satisfaction Employee on Makassar Regional Water Company. The populations in this study a number of 149 Employees. Sampling was done by using stratified random sampling in order to obtain the number of samples amounted 60 Employee, but there are 2 (two) of them were outliers (disabled) so that the overall use only 58 data that can be analyzed using WarpPLS Ver. 5.0. The results showed that the variables of Organizational Commitment on the dimensions of the continuance commitment and normative commitment is low and demonstrated proven to improve employee job satisfaction, while a high of affective commitment in practice proved not able to improve employee job satisfaction on Makassar Regional Water Company

scholarly journals The Moderating Role of Gender in the Relationship among Organizational Justice, Commitment, Job Satisfaction and Organizational Citizenship Behaviors of Secondary School Teacher

2018 ◽  
Vol 35 (1) ◽  
Author(s):  
Riffatun Nisa Awan ◽  
Ghazanfar Ali ◽  
Sobia Anjum
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Affective Commitment ◽  
School Teacher ◽  
Interactional Justice ◽  
Civic Virtue ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Continuance Commitment

This study intends to search the structural relations among organizationaljustice, job satisfaction, supervisor support, organizational commitment,and organizational citizenship behaviors (OCBs) of a sample of 500secondary school teachers (SSTs) of district Sargodha using a surveyresearch design. The analyses revealed that all demographic variableshad insignificant effects on most of the organizational citizenshipbehaviors of SSTs while only gender had significant effects as amoderator variable. Regression analysis revealed affective commitmentand operational justice were significantly correlated to all dimensions ofcitizenship behaviors, whereas only sportsmanship behavior of teacherswas related to normative commitment and interactional justice. Teachers’compliance behavior and civic virtue were correlated with continuancecommitment. Gender turned out to be a significant moderator betweenthe relationships of the pairs of variables such as; continuancecommitment and civic virtue, affective commitment and compliance,interactional justice and helping, operational justice and civic virtue, jobsatisfaction and sportsmanship, continuance commitment andsportsmanship.

Job satisfaction and organizational commitment

2016 ◽  
Vol 39 (12) ◽  
pp. 1663-1694 ◽  
Author(s):  
Naser Valaei ◽  
Sajad Rezaei
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
Information And Communications Technology ◽  
Fringe Benefits ◽  
Communications Technology ◽  
Years Of Experience ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Content Type

Purpose The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern. Design/methodology/approach A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach. Findings The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment. Originality/value This study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.

scholarly journals THE EFFECT OF JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT ON NURSES’ PERFORMANCE

2019 ◽  
Vol 7 (6) ◽  
pp. 332-339 ◽  
Author(s):  
Mohammed A. Karem ◽  
Yazen N. Mahmood ◽  
Alaa S. Jameel ◽  
Abd Rahman Ahmad
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Quantitative Method ◽  
Affective Commitment ◽  
Critical Role ◽  
The Body ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
The Impact

The purpose: The purpose of this study was to find the impact of organizational commitment and Job satisfaction on nurses’ job performance. Methodology: The study conducted at the hospital of Ibn al-Athir and employed a quantitative method by structured questionnaires to collect the data. 200 questionnaires were distributed randomly and only 108 valid surveys likewise; the valid questionnaires have been analyzed by SPSS to exam the impact of organizational commitment and job satisfaction on job performance. Findings: the results indicated there is a positive and significant impact of Job satisfaction on nurses' performance. However, the three components of organizational commitment, Affective Commitment, Continuance Commitment, and Normative Commitment have a positive and significant impact on nurse's performance. The findings of this research indicate that employees ' job satisfaction and organizational commitment components play a critical role in nurses' performance. Implications: of this study to enrich the body of literature in the context of Iraq, which is suffering from a lack of studies related to nurses' performance. Novelty: the study provided useful and valuable recommendations to hospitals to increase nurse performance in the context of Iraq.

Sign in / Sign up

Export Citation Format

Share Document