Factors Affecting Organizational Commitment of Employees: Evidence from Pakistan

2021 ◽  
Vol 6 (1) ◽  
pp. 13-27
Author(s):  
Bilal Nawaz Kayani ◽  
Umar Nawaz Kayani
Keyword(s):  
Organizational Commitment ◽  
Software Industry ◽  
Organisational Commitment ◽  
Summary Table ◽  
Factors Affecting ◽  
Organisational Effectiveness ◽  
Turnover Ratio ◽  
Prior Literature ◽  
Overall Performance ◽  
Organisational Factors

Organizational commitment is important for overall performance of an organization and wellbeing of its employees. Organisational commitment has gained much importance and it can lead to the positive and favourable outcomes for an organisation like improved employees’ performance, increased organisational effectiveness, decreased employee turnover ratio, increased organisational financial revenues and decreased absenteeism among employees. This study identifies the important organisational factors from prior literature and using a questionnaire survey examines the influence of these factors on the organisational commitment among employees of software industry of Pakistan. Results revealed that all the identified factors except gender affects organisational commitment among the employees of software industry of Pakistan. Recommendations were also made for making the organizational commitment practices and their implementation more vibrant and stronger within an organization based on research results and in relation with prior research studies. A summary table with all the identified factors is presented in this paper for helping other researchers doing research for knowing about different factors that can affect organizational commitment.

scholarly journals The Impact of Organisational Factors on Organizational Commitment at the Arab Bank in Jordan

2018 ◽  
Vol 14 (7) ◽  
pp. 26
Author(s):  
Abdullah Abbas Al-khrabsheh ◽  
Ahmed Kh. Muttar ◽  
Omar Rabeea Mahdi ◽  
Islam A. Nassar ◽  
Sakher A.I AL-Bazaiah
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Multiple Regression Analysis ◽  
Banking Sector ◽  
Organizational Factors ◽  
Organisational Commitment ◽  
Organisational Factors ◽  
The Impact

This study aims to examine the impact of emotional intelligence and job satisfaction on organisational commitment. Data are collected from sample of 102 employees working in the Arab Bank which is a one of the most important bank in Jordan. The multiple regression analysis is used to analyze the proposed hypotheses. The results indicate that emotional intelligence and job satisfaction have strong and positive impacts on organizational commitment. Lastly, the implications of this study provided support for the scholars of organizational factors, particularly in banking sector.

scholarly journals Organisational Commitment in Healthcare Systems: A Bibliometric Analysis

2021 ◽  
Vol 18 (5) ◽  
pp. 2271
Author(s):  
Carlos de las Heras-Rosas ◽  
Juan Herrera ◽  
Mercedes Rodríguez-Fernández
Keyword(s):  
Psychological Contract ◽  
Job Dissatisfaction ◽  
Burnout Syndrome ◽  
Future Research ◽  
Organisational Commitment ◽  
High Turnover ◽  
Staff Burnout ◽  
Quality Of Patient Care ◽  
Organisational Factors

Business organisations are subject to high pressure to ensure their sustainability and competitiveness. In the case of healthcare institutions, moreover, there are unique characteristics where human resource management is of vital importance. The workforce in these institutions is at a critical moment where the shortages of qualified staff, burnout, or job dissatisfaction represent some of the detrimental aspects for the performance of the organisation, and more importantly, they diminish the quality of patient care. The promotion of organisational commitment is positioned as one of the tools that organisations have to face this problem. This paper aims to increase knowledge about research trends that analyse organisational commitment in healthcare institutions. To this end, using bibliometric techniques, a sample of 448 publications on this subject from journals indexed in Web of Science between 1992 and 2020 is analysed. The results obtained suggest a growing interest in this subject and a visible concern for the management of human resources in these institutions. Research has focussed mainly on organisational factors related to nursing staff. The most analysed topics have been job satisfaction, the implications of stress and high turnover, burnout syndrome, and the possibility of leaving the job. On the other hand, issues emerged such as empowerment in the workplace and others related to organisational management such as quality of service or performance. Finally, there is a lack of research that deals more deeply with other groups working in health centres, such as doctors or administrative staff. There is also a need for further development in the analysis of the implications of the ideological psychological contract in relation to normative organisational commitment in the field of healthcare organisations. The contribution of this work focusses on expanding knowledge about commitment in healthcare organisations and creating points of support for future research as well as helping healthcare managers make decisions in HR management.

scholarly journals Comparative investigations of nonlinear and linear observers for a highly manoeuvrable target in sliding mode guidance

2017 ◽  
Vol 65 (2) ◽  
pp. 233-245
Author(s):  
Y. Wang ◽  
M. Sun ◽  
S. Du ◽  
Z. Chen
Keyword(s):  
Sliding Mode ◽  
Guidance System ◽  
Key Factors ◽  
Factors Affecting ◽  
First Order ◽  
Guidance Law ◽  
Linear Observer ◽  
Overall Performance ◽  
Twisting Algorithm ◽  
Different Levels

Abstract Target manoeuvre is one of the key factors affecting guidance accuracy. To intercept highly maneuverable targets, a second-order sliding-mode guidance law, which is based on the super-twisting algorithm, is designed without depending on any information about the target motion. In the designed guidance system, the target estimator plays an essential role. Besides the existing higher-order sliding-mode observer (HOSMO), a first-order linear observer (FOLO) is also proposed to estimate the target manoeuvre, and this is the major contribution of this paper. The closed-loop guidance system can be guaranteed to be uniformly ultimately bounded (UUB) in the presence of the FOLO. The comparative simulations are carried out to investigate the overall performance resulting from these two categories of observers. The results show that the guidance law with the proposed linear observer can achieve better comprehensive criteria for the amplitude of normalised acceleration and elevator deflection requirements. The reasons for the different levels of performance of these two observer-based methods are thoroughly investigated.

Behavior and Performance of Refrigerant Mixture HFC125/HC290 in Heat Pumps

2013 ◽  
Author(s):  
Xiaowei Fan ◽  
Fang Wang ◽  
Huifan Zheng ◽  
Xianping Zhang ◽  
Di Xu
Keyword(s):  
Energy Consumption ◽  
Heat Pumps ◽  
Operating Conditions ◽  
Environment Friendly ◽  
Factors Affecting ◽  
Refrigerant Mixture ◽  
Important Direction ◽  
Overall Performance ◽  
And Performance ◽  
Binary Refrigerant

The refrigerant mixtures provide an important direction in selecting new environment-friendly alternative to match the desirable properties with the existing halogenated refrigerants or future use in the new devices, in which, HFCs refrigerants with zero ODP combined with HCs refrigerants with zero ODP and lower GWP are of important value in the fields of application. In the present work, research on HFC125/HC290 (25/75 by mass) binary refrigerant mixture used in heat pumps was carried out, and parameters, factors affecting the performance were investigated, and compared with that of HCFC22 under the same operating conditions. It has been found that the new mixture can improve the actual COP by 2 to 13% and hence it can reduce the energy consumption by 20 to 31.5%. The overall performance has proved that the new refrigerant mixture could be a promising substitute for HCFC22.

scholarly journals WORK RELATED VALUES AND ORGANIZATIONAL COMMITMENT RELATIVE TO GENDER AND AGE

2018 ◽  
Vol 6 ◽  
pp. 296-302
Author(s):  
Agnieszka Leszczynska
Keyword(s):  
Organizational Commitment ◽  
Research Question ◽  
Age Groups ◽  
Research Problem ◽  
Organisational Commitment ◽  
Motivational Systems ◽  
Work Related ◽  
Gender And Age ◽  
And Gender ◽  
Gender Groups

This article discusses issues related to organizational commitment and work related values. The research problem focuses on the correlation between values related to professional work and the affective, normative and calculative commitment of employees. A research question was posed as to what work related values are correlated with organisational commitment. The article presents the results of an empirical study conducted on a group of 2076 people with the use of a diagnostic survey. The obtained data were analysed relative to the gender and age of the respondents. The results indicate certain discrepancies in terms of the value hierarchies observable between employees of different ages. Both men and women selected work-life balance and security as their most important values. The level of commitment was comparable between representatives of the two genders, with the levels observed for normative commitment. Organisational commitment increased with age and was statistically different for the respective age groups. The study confirmed the correlation between the hierarchy of work related values and the level of commitment, as well as the discrepancies in this respect between the respective age and gender groups. The same suggests that there is a need to account for values held by the employees when developing and employing motivational systems and HR practices.

scholarly journals An Empirical Investigation of the Effect of Training and Development on Organizational Commitment in Higher Education Sector

2021 ◽  
Keyword(s):  
Higher Education ◽  
Organizational Commitment ◽  
Social Exchange ◽  
Structural Equation ◽  
Quantitative Research ◽  
Social Exchange Theory ◽  
Training And Development ◽  
Research Approach ◽  
Organisational Commitment ◽  
Confirmatory Factor

This study aims to empirically investigate the effect of training and development on the organisational commitment of employees in the context of higher education. The study adopts a quantitative research approach where data is collected using a self-administered survey questionnaire distributed among faculty staff of the Aden University in Yemen. A total of 296 usable responses were received. Data was analysis by confirmatory factor analysis (CFA) and structural equation modelling (SEM). The finding reveal a positive relationship between training and development, and organisational commitment. This study concludes that when organisations provide training and development to enhance the knowledge and skills of their employees, it will contribute towards employees extending greater effort into their commitment to that organisation. Keywords: Training and development, organizational commitment, Higher Education, Social Exchange Theory

Organisational effectiveness and personality disorder

2015 ◽  
Vol 20 (2) ◽  
pp. 84-91 ◽  
Author(s):  
Jane Yeandle ◽  
Liz Fawkes ◽  
Clare Carter ◽  
Chris Gordon ◽  
Elizabeth Challis
Keyword(s):  
Personality Disorder ◽  
Service Delivery ◽  
Treatment Guidelines ◽  
Clinical Excellence ◽  
Emotional Reactions ◽  
Service Development ◽  
Content Type ◽  
Organisational Effectiveness ◽  
Client Group ◽  
Organisational Factors

Purpose – National treatment guidelines regarding Borderline Personality Disorder (BPD) (National Institute for Health and Clinical Excellence, 2009) make a number of recommendations relating to system and cultural treatment variables including: access to services, autonomy and choice, developing an optimistic and trusting relationship and managing endings and transitions. The purpose of this paper is to look at a model which could help organisational effectiveness across a range of service settings in relation to personality disorder. Design/methodology/approach – Explanation of why the McKinsey 7S organisational model (Waterman et al., 1980) may be useful in assessing organisational effectiveness in relation to personality disorder. Findings – Cultural and organisational factors across a range of levels need to be aligned to allow for effective service delivery. This is particularly important in working with this client group where strong emotional reactions and subsequent organisational splits are common. Practical implications – The application of this tool within clinical leadership and service development would be particularly important for coherence within generalist (as opposed to specialist) settings. Originality/value – To the authors’ knowledge this analysis is unique as a review of NHS culture across a range of settings and discussion of the implications for service delivery for patients with BPD.

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