scholarly journals KNOWLEDGE MANAGEMENT AND ORGANIZATIONAL COMMITMENT IN PRIVATE UNIVERSITIES IN ANAMBRA STATE

2021 ◽  
Vol 3 (8) ◽  
pp. 308-318
Author(s):  
Anizoba Adaeze Shalom ◽  
Onyekwelu Njideka ◽  
Uzodike Ngozi
Keyword(s):  
Knowledge Management ◽  
Organizational Commitment ◽  
Private Universities ◽  
P Value ◽  
Teaching Staff ◽  
Continuance Commitment ◽  
Anambra State ◽  
Strong Positive Relationship ◽  
Commitment Level ◽  
Level Of Significance

This work examined the extent of the relationship that exists between knowledge management (KM) and organizational commitment in Private Universities in Anambra State, Nigeria. A survey research design was adopted by the study. The population of the study is 95 teaching staff of 4 randomly selected private universities in the studied area. A structured questionnaire was used in data collection and it was validated using face and content validity, while the reliability was done using Cronbach Alpha reliability test, with a coefficient of 0.878. The analysis of data was done using a combination of descriptive and inferential statistics and the hypothesis was tested at a 5% level of significance. The result showed that there is a strong positive relationship (r = .939) between the two variables and that an 88% percentage change (R2 = .882) in continuance commitment was explained by changes in management buy-in. With an F-statistics of 658.525 and a p-value of .000, the study stated that there is a statistically significant relationship between management buy-in and continuance commitment. Sequel to this, it was concluded that knowledge management as measured by management buy-in, spurs employee commitment level. Among others, it was recommended that the management of the studied institutions needs to take the issue of management of knowledge serious, by ensuring that the older and more experienced staff pass their wealth of knowledge to the younger and less experienced ones, as this will breed an environment of positive competence.  Keywords: Knowledge Management, Organizational Commitment, Management Buy-In, Continuance Commitment, Private Universities and Anambra State.

scholarly journals The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences

2015 ◽  
Vol 8 (7) ◽  
pp. 195 ◽  
Author(s):  
Arbabisarjou Azizollah ◽  
Farhang Abolghasem ◽  
Dadgar Mohammad Amin
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
P Value ◽  
Medical Sciences ◽  
Continuance Commitment ◽  
Statistical Population ◽  
The Face ◽  
Level Of Significance ◽  
The Relationship

<p><strong>BACKGROUND &amp; OBJECTIVE:</strong> Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences. </p><p><strong>MATERIALS &amp; METHODS:</strong> This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer &amp; Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach’s Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at P&lt;0.05.</p><p><strong>FINDINGS:</strong> The findings of the study showed that there was a significant relationship between organizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009).</p>

Can We Rely on Job Satisfaction to Reduce Job Stress?

2017 ◽  
Vol 3 (3) ◽  
pp. 17-26 ◽  
Author(s):  
Elisabet Siahaan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Multiple Regression ◽  
Job Stress ◽  
Family Conflict ◽  
Work Family Conflict ◽  
Strong Positive Relationship ◽  
Commitment Level ◽  
Work Family

Stress has been a hot topic to discuss since several years ago. Stress triggered a negative behaviour from employees. In a long term, stress would decrease the whole organizational performance. This study aimed to understand the factor which led to employees’ stress within state-owned organization in Indonesia. All this time, each organization tried to improve their employees’ job satisfaction as it would commonly lead to a positive attitude from the employees. Employees’ organizational commitment was a key which led to organizational success. Work-family conflict had been manifested as a problem in the work-life as the employees could not balance their role as employees and as a family member. These variables were hypothesized to affect employees’ job stress level.The research was conducted at PT Pelabuhan Indonesia I Medan, one of major state-owned firm in Indonesia. The research was focused on married employees and had been working for at least 3 years. There were 72 employees across division selected in the research. The sample was proportionally taken from each division. Data was collected using self-administered questionnaires. The data was analysed with correlation and multiple regression analyses.Correlation analysis showed that stress had a strong positive relationship with work-family conflict. Stress moderately correlated with the employees’ organizational commitment level and satisfaction level. Multiple regression analysis showed that job satisfaction might reduce employees’ job stress but it was insignificant. Job stress was positively and significantly affectedby employees’ satisfaction and commitment. Employees’ organizational commitment negatively and significantly affected the stress level. These relationships explained 64% of job stress variance.

scholarly journals Organizational climate and employee engagement: A commercial bank perspective in Southeast Nigeria

2021 ◽  
Vol 2 (3) ◽  
pp. 161-173
Author(s):  
Onyekwelu Njideka Phina ◽  
◽  
Nwogwugwu Ngozi Ogechukwuand ◽  
Anizoba Adaeze Shallom ◽  
◽  
...  
Keyword(s):  
Organizational Climate ◽  
Employee Engagement ◽  
Significant Relationship ◽  
Commercial Banks ◽  
P Value ◽  
Communication Climate ◽  
Open Communication ◽  
Anambra State ◽  
Positive Meaning ◽  
Level Of Significance

Abstract Purpose: This study aimed to ascertain the role organizational climate could play in galvanizing the employees of commercial banks in southeast Nigeria for better performance through exhibiting greater engagement to their jobs and organizations. Research methodology: Survey Research Design was employed for the study. The study population consisted of 988 employees of 50 randomly selected commercial banks in the region studied. Data were elicited through a structured questionnaire while the analysis was carried out using Simple Regression Analysis and hypothesis tested at a 5% level of significance. Results: The findings showed that there is a statistically significant relationship between Distributive Justice Climate and Job Satisfaction in Microfinance Banks in South-East Nigeria (r = .962; R-Square = .926; F = 5865.689; p-value<.05) and that there is a statistically significant relationship existing between Open Communication Climate and Positive Meaning in Microfinance Banks in South-East Nigeria (r = .982; R-Square = .965; F = 13000.304; p-value<.05). Limitations: Because of the concentration of commercial banks in Anambra state, most of the banks selected for the study through a random method were from Anambra State. This could affect the generalizability of the findings. Contribution: This study contributed to the already existing body of knowledge on Organizational Climate and Employee Engagement. The study also revealed empirical results of the relationship between the variables of the study, specifically in commercial banks in South-East Nigeria.

scholarly journals Factors Swaying Inspiration of Employees Performance in the Insurance Companies of Bangladesh: A Comparative Analysis Between Demographic Forces and Components of Organizational Commitment

2021 ◽  
Vol 9 (3) ◽  
pp. 293-301
Author(s):  
Serena Aktar
Keyword(s):  
Organizational Commitment ◽  
Survey Design ◽  
Demographic Factors ◽  
Sampling Technique ◽  
Insurance Companies ◽  
Primary Data ◽  
Continuance Commitment ◽  
Strong Positive Relationship ◽  
High Level ◽  
The Relationship

The purpose of this study is to identify and examine the most inspirational factor of employees’ performance in the perception of employees in the insurance companies of Bangladesh. This empirical study has been conducted through an explanatory survey design. A survey with a structured questionnaire has been conducted for collecting primary data. A convenient random sampling technique was used to collect primary data for examining the relationship between the dependent and independent variables. It means the relationship between the three components of organizational commitment and inspiration of employees’ performance; demographic factors and inspiration of employees’ performance in the insurance companies of Bangladesh. A total number of 400 structured questionnaires were distributed and received back with properly filled 378 questionnaires that were statistically used for analysis. The statistical software SPSS (IBM 26) has been used for input and processing raw data into hypothetical final results. Descriptive statistics, binary correlation, multiple regression analysis, and lastly One-Way-ANOVA have been used step by step to test the hypothetical research results. The results of this study indicated that a strong positive relationship exists between the educational ability & experience of respondents from demographic factors and inspiration of employees’ performance; continuance commitment of the respondents from components of organizational commitment and inspiration of employees’ performance in insurance companies of Bangladesh. It is suggested in this research that the organization should pay attention to continuance committed employees having a high level of education and experience.

scholarly journals Self Efficacy as Predictor of Organizational Commitment among Revenue Personnel

2016 ◽  
Vol 3 (4) ◽  
Author(s):  
Sonal Agarwal ◽  
P.C Mishra
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Significant Relationship ◽  
Self Efficacy ◽  
Affective Commitment ◽  
Wide Spectrum ◽  
Work Place ◽  
P Value ◽  
Continuance Commitment ◽  
The Relationship

Organizational commitment is becoming increasingly recognized in industrial/organizational literature. Self efficacy beliefs affect performance in a wide spectrum of life including the work place. The aim of the present study was to explore the relationship between self efficacy and organizational commitment and to find out the extent to which self efficacy significantly predicts organizational commitment among revenue personnel.  It was hypothesized that the relationship between self efficacy and organizational commitment will be positive and that self efficacy will significantly predict organizational commitment. For this purpose, a sample of one hundred revenue personnel, in the age range of thirty to forty years were incidentally selected from Lucknow and other nearby cities and districts of India. The minimum job experience of the participants was five years. Self efficacy was measured using the Generalized self efficacy scale   by Schwarzer  and Jerusalem (1995).The  organizational commitment scale developed by Khan and Mishra [2002], was used to measure the commitment of employees towards their organization. Pearson product moment correlation analysis and regression analysis was conducted on the obtained data. Results reveal a positive and significant relationship between self efficacy and organizational commitment[r=0.356][ p value 0.01]. A positive significant relationship was also found between self efficacy and the three sub scales of organizational commitment namely affective commitment, continuance commitment and normative commitment. Further, the regression analysis revealed that self efficacy significantly predicts organizational commitment among revenue personnel.

scholarly journals PERAN GAYA KEPEMIMPINAN SITUASIONAL KEPALA SEKOLAH UNTUK MENINGKATKAN KOMITMEN ORGANISASI GURU

2017 ◽  
Vol 2 (1) ◽  
pp. 319
Author(s):  
Syarif Muhammad ◽  
Adman Adman
Keyword(s):  
Organizational Commitment ◽  
Leadership Style ◽  
Rating Scale ◽  
Situational Leadership ◽  
Analysis Data ◽  
Working Environment ◽  
Survey Method ◽  
Continuance Commitment ◽  
External Demand ◽  
Commitment Level

The study aims to identify the figure of  principal situational leadership style, teachers’ organizational commitment level, and to identify how much the influence comes principal situational leadership style level to teachers’ organizational commitment level. The problem studied in this research is the lower degree of the principal situational leadership style in SMK Pasundan 1 Bandung. The study consists of two variables: situational leadership style (X) which is closely related to the personality, behavior, and character that establish the response or reaction towards the external demand of working environment. Also, variable of teachers’ organizational commitment which draws the result of working that is done by related educators with the owned task and responsibility. The study used explanatory survey method and the collecting data technique is using questionnaire by using measurement of rating scale, with the 64 teachers in SMK Pasundan 1 Bandung  as the population. The analysis data technique used in the study is the simple linear regression. The result of the study is gained that principal situational leadership style is in the medium category and lowest indicator is delegating, whereas teachers’ organizational commitment is in the medium category and the lowest indicator is continuance commitment. The result of the study as follows; (1) that principal situational leadership style positively influenced the teachers’ organizational commitment in SMK Pasundan 1 Bandung, (2) teachers’ organizational commitment in SMK Pasundan 1 Bandung is not much influenced by principal situational leadership style, it is caused by other factors which influences the teachers’ organizational commitment that is not studied in this research.ABSTRAKPenelitian ini bertujuan untuk mengetahui gambaran efektivitas gaya kepemimpinan situasional kepala sekolah, dan tingkat komitmen organisasi guru, serta mengetahui seberapa besar pengaruh dari gaya kepemimpinan situasional kepala sekolah terhadap komitmen organisasi guru di SMK Pasundan 1 Kota Bandung. Permasalahan yang dikaji dalam penelitian ini adalah rendahnya tingkat komitmen organisasi guru di SMK Pasundan 1 Kota Bandung. Penelitian ini terdiri dari dua variabel yaitu gaya kepemimpinan situasional kepala sekolah (X) yang merupakan erat kaitanya dengan kerpibadian, perilaku dan karakternya yang menetapkan respon  atau reaksi terhadap tuntutan eksternal dunia kerja. Serta variabel komitmen organisasi guru (Y) yang merupakan gambaran hasil kerja yang dilakukan pendidik terkait dengan tugas serta tanggung jawab yang dimilikinya. Metode penelitian menggunakan metode explanatory survey, dengan teknik pengumpulan data dengan cara penyebaran angket menggunakan skala pengukuran rating scale, dengan ukuran populasi 64 orang guru di SMK Pasundan 1 Kota Bandung. Teknik analisis data yang digunakan dalam penelitian ini adalah regresi linier sederhana. Hasil penelitian diperoleh informasi bahwa gaya kepemimpinan situasional kepala sekolah berada pada kategori sedang dan indikator terendah adalah mendelegasikan, sedangkan komitmen organisasi guru berada pada kategori sedang dan indikator terendah adalah komitmen berkelanjutan. Hasil penelitian adalah sebagai berikut; (1)bahwa gaya kepemimpinan situasional kepala sekolah berpengaruh positif terhadap komitmen organisasi guru di SMK Pasundan 1 Kota Bandung, (2)komitmen organisasi guru di SMK Pasundan 1 Kota Bandung tidak banyak dipengaruhi oleh gaya kepemimpinan situasional kepala sekolah, dikarenakan adanya faktor-faktor lain yang berpengaruh terhadap komitmen organisasi yang tidak dikaji dalam penelitian ini.

scholarly journals Agricultural Development Programme (ADP) Capacity Building and Cassava Farmers Productivity in Anambra State

2020 ◽  
Vol 8 (4) ◽  
pp. 43
Author(s):  
Obiadi Adaobi J. ◽  
Nwankwo Frank O. ◽  
Ezeokafor Uche R.
Keyword(s):  
Capacity Building ◽  
Agricultural Development ◽  
Development Program ◽  
The Body ◽  
Production Model ◽  
P Value ◽  
Anambra State ◽  
Significant Difference ◽  
Level Of Significance ◽  
Descriptive Survey

This study was necessitated as a result of the low productivity of cassava farmers in Anambra State. The study set out to examine the effect of Agricultural Development Program (ADP) capacity building on cassava farmers’ productivity in Anambra State. The work was anchored on Cobb-Douglas production model. Descriptive survey research design was adopted for the study. The population of this study comprised of all the ADP cassava farmers and non-ADP cassava farmers in Otuocha and Onitsha Agricultural Zone. With membership strength of three hundred and sixty (360) ADP Cassava farmers and one hundred and sixty (160) non-ADP cassava farmers, making up a total of five hundred and twenty (520) respondents. Structured and unstructured questionnaires were used for data collection and the analysis was done with Analysis of Variance (ANOVA) at 5% level of significance. From the analysis showed that there is a significant difference in the output of ADPCFs and non ADPCFs in Anambra State (F =13.209 and p-value < .05). Based on the findings, the study concluded that belonging to ADP was responsible for the differences in output observed in the study. Sequel to this, it was recommended that cassava farmers in the state that are yet to key into ADP needs to do so in order to learn from the various level of capacity development programs organized by the body.

scholarly journals Knowledge of Chikungunya Disease among Academic Population in Private Universities, Khartoum State, Sudan - 2019

2020 ◽  
pp. 1-8
Author(s):  
Ghalib Nashaat El Hunjul ◽  
Siham Ahmed Balla
Keyword(s):  
Private Universities ◽  
Target Population ◽  
Viral Disease ◽  
Diagnostic Methods ◽  
P Value ◽  
Teaching Staff ◽  
Common Symptom ◽  
Cross Sectional ◽  
Poor Knowledge ◽  
Study Population

Introduction: Chikungunya is a viral disease that could lead to chronic symptoms. It has no approved treatment or vaccine to date. Objective: To assess the level of knowledge about Chikungunya viral disease following an outbreak in Kassala Sudan among the academic population in private universities in Khartoum State. Methods: A cross-sectional study was carried out in three private universities in Khartoum State during April-August 2019. A sample of 376 individuals (346 medical students and 30 teaching staff) was determined. A self-administered questionnaire was distributed to the target population. It included eleven variables about the information regarding Chikungunya disease. Data was imported into SPSS program version 20 and descriptive statistics were presented.  Knowledge variables were categorized into scores as adequate, moderate and poor. Chi square test was used to test the knowledge levels among the study population at the confidence level of 95%. Results: Out of 376 study population, 66 (17.6%) had never heard about the Chikungunya disease. Therefore, the knowledge variables were analyzed among 310 individuals who heard about the disease. Out of 310 individuals, 235 (75.8%) knew that the disease is viral and 245 (79.0%) knew that fever is the common symptom. Individuals who did not know the mode of transmission were 200 (64.5%). Individuals who did not know the diagnostic methods of the disease and management methods accounted for 228 (73.5%) and 174 (56.1%) respectively. One hundred seventy-five individuals (56.5%) did not know the prevention by vector control and 174 (56.1%) did not know if a vaccine is available or not. Out of 310 individuals, 60 (19.4%) had adequate knowledge about Chikungunya disease. Moderate to poor knowledge were significantly high among the study population, p value = 0.0002. Conclusion: Most of the study population heard about Chikungunya disease but the majority had moderate to poor knowledge about the disease. Private universities should open channels with Ministries of Health to facilitate field training of students during outbreaks.

scholarly journals A Study of Organizational Commitment with reference to Marital Status of Indian Nursing Staff

2015 ◽  
Vol 2 (1) ◽  
pp. 19-28
Author(s):  
Mrinali Tikare
Keyword(s):  
Organizational Commitment ◽  
Marital Status ◽  
Nursing Staff ◽  
Affective Commitment ◽  
Sampling Method ◽  
Continuance Commitment ◽  
Significant Difference ◽  
Commitment Level ◽  
Hr Managers ◽  
Nursing Professionals

“Health is Wealth”, health is considered as the most important phenomenon in today’s world which determines the wealth of the country at large. Nursing staff plays the major role in the healthcare industry and it is obligatory that their needs have to be taken care and a congenial atmosphere is created for them to work with utmost job satisfaction and content, the result of which would be a high-quality nursing care. The present study focuses on organizational commitment with reference to the marital status of the nursing professionals. The data have been collected from eight cities, comprising of four zones of India. The study uses a stratified sampling method in which 376 Nursing Staff from 32 hospitals has responded. This study uses the well-known instrument - ACN scale developed by Allen and Meyer (1997). The group of married nursing staff revealed a higher mean for all the variables of commitment. However, there are similarities between married and unmarried nursing staff at the level of affective commitment, continuance commitment, and total organizational commitment. Conversely, there is a significant difference in normative commitment level between married and unmarried nursing staff of India. The result of the study confirmed the findings of the earlier studies related the positive relationship between marital status & organizational commitment, and higher commitment level of married employees as well as unmarried employees. This study suggests that the HR Managers should understand the issues of married & unmarried nursing staff and develop HR Policies accordingly. JEL Classifications Code: L2

scholarly journals A COMPARATIVE ANALYSIS ON THE RELATIONSHIP BETWEEN ORGANIZATIONAL CULTURE AND SERVICE QUALITY IN PUBLIC AND PRIVATE UNIVERSITIES IN KENYA

2021 ◽  
Vol 6 (1) ◽  
pp. 1-15
Author(s):  
Diana Wanjiku Ngugi ◽  
Hazel Gachunga ◽  
Clive Mukanzi
Keyword(s):  
Organizational Culture ◽  
Service Quality ◽  
Significant Relationship ◽  
Public Universities ◽  
Private Universities ◽  
P Value ◽  
Teaching Staff ◽  
Public And Private ◽  
Significant Difference ◽  
The Relationship

Purpose: The purpose of this study was to compare the relationship between Organizational Culture and Service Quality between public and private universities in Kenya. Methodology: The methodology of this study comprised of descriptive and causal research designs. The target population was 2,475 teaching staff in the 23 chartered public and 17 chartered private universities in Kenya. Sample size comprised of 225 teaching staff in the business program in two chartered public and two chartered private universities in Kenya. The collected questionnaires were 189 (Public 75, Private 114) which resulted in a response rate of 84%. Findings: The study findings showed that, in universities in Kenya, there was a significant difference in means of Organizational Culture between public (mean=3.60, p-value=0.000<0.05) and private (mean=4.13, p-value=0.000<0.05), with private universities having a higher mean. The study findings showed that, in universities in Kenya, there was a significant difference in means of Service Quality between public (mean=3.68, p-value=0.000<0.05) and private (mean=4.18, p-value=0.000<0.05), with private universities having a higher mean. The findings also showed that Organizational Culture has a positive, significant relationship with Service Quality in both public (r=0.649, p-value=0.000<0.05) and private (r=0.587, p-value=0.000<0.05) universities, where the relationship was stronger in public universities compared to private universities. Organizational Culture has a significant influence on Service Quality in Public universities (r2=0.421) and in Private universities (r2=0.345). The study concluded that there is indeed a significant, positive relationship between Organizational Culture and Service Quality in both public and private universities in Kenya. The Study also concluded that Organizational Culture was a significant predictor of Service Quality in both public and private universities in Kenya. Unique contribution to theory, practice and policy: This study made an outstanding contribution to theory by validating use of systems theory of management. The study also contributed greatly to theory by showing a significant relationship between Organizational Culture (using DOCS) and Service Quality (using SERVQUAL) as measurement instruments in public and private universities in Kenya. This study recommended that leadership in public universities needs to emulate the culture in private universities so that there is higher service Quality for the students. Also, leadership in private universities need to improve on how they use their strong and positive organizational culture to deliver Service quality to its students amidst the unique challenges they face.

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