scholarly journals The Relationship between Components of Work Engagement and Organizational Commitment of Female Employees of University

2016 ◽  
Vol 6 (3) ◽  
pp. 63
Author(s):  
Fatemeh Forootan Eghlidi ◽  
Fariba Karimi
Keyword(s):  
Organizational Commitment ◽  
Correlation Coefficient ◽  
Work Engagement ◽  
Stepwise Regression ◽  
Applied Research ◽  
Pearson Correlation ◽  
Significant Difference ◽  
Study Population ◽  
Female Employees ◽  
The Relationship

Aim: The present research was conducted with the aim of determining the relationship between the components of work engagement and organizational commitment of female employees working at University of Isfahan. Methods: The type of the research was an applied research by purpose and a descriptive correlational-type research by nature. The study population consisted of female employees at University of Isfahan, 428 individuals, of whom 202 individuals were chosen as sample according to stratified random sampling fit for the size. The measuring instrument was a questionnaire about organizational commitment by Mowday el al and a questionnaire on work engagement by Shaufeli et al. In the analysis of the findings of the research, Pearson correlation coefficient, stepwise regression, and multiple-way analysis of variance were used to examine the research hypotheses. Result: The results of the analyses indicated that correlation coefficient between work engagement and its components vigor (the desire for job), dedication, and absorption and organizational commitment is significant. Among the components of work engagement, dedication to work was the best predictor for organizational commitment. No significant difference was observed between opinions of respondents according to demographic factors concerning work engagement and organizational commitment. Conclusions: Manager implement professional standards and rules in organizations in order to maintain and promote the variables, provide employees with freedom of action and power in accordance with their duties and provide an intimate climate by involving them in decision makings

scholarly journals The Relationship between Organizational Commitment and Job Satisfaction

2021 ◽  
Vol 7 (2) ◽  
pp. 146
Author(s):  
Yeşim Avunduk
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Personal Information ◽  
Pearson Correlation ◽  
Educational Status ◽  
Private Company ◽  
Satisfaction Scale ◽  
Continuance Commitment ◽  
Significant Difference ◽  
The Relationship

The study aimed to determine the relationship between organizational commitment and job satisfaction of individuals working in the sports sector. The sample of the study consisted of a total of 496 people (375 males and 121 females), who were working in a private company operating in the sports sector in Istanbul, and selected by easy sampling method. In addition to the personal information form, the “Organizational Commitment Scale” developed by Meyer and Allen (1984, 1997) and adapted to Turkish by Boylu et al. (2007), and the Minnesota Job Satisfaction Scale, developed by Weiss et al. (1967) and adapted into Turkish by Baycan (1985) were used as data collection tools. Analyzes were analyzed using SPSS 22.0 package program. Independent t-test, ANOVA and Pearson Correlation analyses were performed to analyse the data. In addition, the analyzes were performed at a 95% confidence interval. Analysis results showed that there was a significant difference in the continuance commitment sub-dimension of individuals according to the gender variable. It was determined that there was a significant difference in both the job satisfaction levels and the affective and normative commitment levels of the individuals according to their welfare status. Moreover, it was determined that there was a significant difference in all sub-dimensions of the job satisfaction scale and in all sub-dimensions of the organizational commitment scale according to the educational status of the participants. As a result, it was determined that there was a positive and moderate relationship between “Affective Commitment” and “Continuance Commitment” and “Internal Satisfaction” and “External Satisfaction”. Another result, it was determined that the organizational commitment and job satisfaction levels of the individuals differed according to their socio-demographic characteristics, and as the affective and continuance commitment of the individuals increased, their job satisfaction increased.

INVESTIGATION OF THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE AND EFFECTIVENESS OF EDUCATIONAL ADMINISTRATION IN CITY OF ISFAHAN

2018 ◽  
Vol 6 (1) ◽  
pp. 19-24
Author(s):  
Nader Almasi ◽  
Narges Saeidian Khorasgani
Keyword(s):  
Emotional Intelligence ◽  
Correlation Coefficient ◽  
Educational Administration ◽  
Stepwise Regression ◽  
Pearson Correlation ◽  
Work Culture ◽  
Data Collection Tool ◽  
The Relationship ◽  
Education Managers

Purpose: The objective of this study was evaluation of the relationship between emotional intelligence and effectiveness of educational administration in city of Isfahan using descriptive and correlational approaches. Methodology: The studied population included 444 education managers in city of Isfahan in year 2015-2016. Based on Cochran formula, 216 participants were systematically sampled for the study. The data collection tool was two standard questionnaires of emotional intelligence questionnaire of Rod Barry and Jane Graves (2005) and effectiveness questionnaire of Aspercher and Christopher (2002). The validity of questionnaires were confirmed by some of the education managers, while reliability of them were calculated using Cronbach’s alpha for emotional intelligence and effectiveness to be 0.86 and 0.83, respectively. Data analysis was performed for both descriptive (frequency, percentage, chart) and inferential statistics (Pearson correlation, stepwise regression, and analysis of variance tests). Main Findings: Results showed that there is a significant correlation between emotional intelligence and effectiveness of administration with correlation coefficient of 0.372 and reliability of 0.002. Also, there was a significant correlation between optimism/emotion regulation factor and effectiveness of administration with correlation coefficient of 0.264 and reliability of 0.000. In addition, there was a significant correlation between evaluation of emotion and interaction marketing factor with correlation coefficient of 0.434 and reliability of 0.001. Furthermore, there was a significant correlation between social skills and effectiveness of administration with correlation coefficient of 0.254 and reliability of 0.04. Finally, there was a significant correlation between use of emotions and effectiveness of administration with correlation coefficient of 0.251 and reliability of 0.004. Implications: This study and result will enlighten academicians and administration about role of emotional intelligence in work culture and success. Originality: In author’s knowledge and belief this study is first of its kin din city of Isfahan.

scholarly journals Organizational Commitment among Secondary School Teachers in relation to Job Burnout

2020 ◽  
Vol 8 (3) ◽  
pp. 72-76
Author(s):  
Hadiya Habib
Keyword(s):  
Organizational Commitment ◽  
Secondary School ◽  
Secondary School Teachers ◽  
Pearson Correlation ◽  
Job Burnout ◽  
School Teachers ◽  
Male And Female ◽  
Significant Difference ◽  
Spss Software ◽  
The Relationship

The present research attempts to study the relationship between the organizational commitment and job burnout of secondary school teachers. The sample for the present study consisted of 200 secondary school teachers selected randomly. Two questionnaires were chosen to collect the data. The collected data were analyzed through SPSS software, and proper statistical methods like mean, t-test and Pearson Correlation coefficient were used. The findings of the study revealed that there is no significant difference in the organizational commitment mean scores of male and female secondary school teachers, i.e., both the groups measure similar to organizational commitment. It was also announced that there is a significant correlation between the organizational commitment and job burnout of secondary school teachers, which means that higher the organizational commitment, the higher will be the job burnout and vice versa.

scholarly journals The Relationship between Organizational Climate and the Organizational Silence of Administrative Staff in Education Department

2016 ◽  
Vol 9 (6) ◽  
pp. 120
Author(s):  
Asghar Zamani Pozveh ◽  
Fariba Karimi
Keyword(s):  
Organizational Climate ◽  
Pearson Correlation ◽  
Administrative Staff ◽  
Measurement Instruments ◽  
Education Department ◽  
School Year ◽  
Organizational Silence ◽  
Significant Difference ◽  
Study Population ◽  
The Relationship

<p class="apa">The aim of the present study was to determine the relationship between organizational climate and the organizational silence of administrative staff in Education Department in Isfahan. The research method was descriptive and correlational-type method. The study population was administrative staff of Education Department in Isfahan during the school year 2014-2015 with a number of 517 staff, of whom a number of 220 staff were selected as the sample using stratified random sampling fit for the size and by means of Krejcie and Morgan’s (1970) sampling formula. Measurement instruments were Sussman and Deep’s (1989) Organizational Climate Questionnaire and Van Dyne et al. (2003) Organizational Silence Questionnaire. For data analysis, Pearson correlation coefficient, stepwise regression and multiple variance tests were utilized. The results indicated that there was an inverse and significant relationship between organizational climate, bonuses in organization (r=-0.163 and P=&lt;0.05) and procedures in organization (r= -0.196 and P=&lt;0.01), and organizational silence. The results of multiple regression indicated that the best predictors of organizational silence were procedures in organization and objectives of organization, respectively (P=&lt;0.01) among other dimensions of organizational climate. The results of multivariate analysis of variance test showed that there was a significant difference in respondents’ opinions about organizational climate, considering their age.</p>

The Relationship between Distributed Leadership and Teachers’ Organizational Commitment in Guangzhou City, China

2021 ◽  
Vol 12 (3) ◽  
pp. 2723-2732
Author(s):  
ArsaythambyVeloo Et.al
Keyword(s):  
Organizational Commitment ◽  
Distributed Leadership ◽  
Work Experience ◽  
Random Sampling ◽  
Pearson Correlation ◽  
Guangzhou City ◽  
Significant Difference ◽  
The Relationship ◽  
Survey Approach ◽  
One Way Anova

The objective of this study was to determine the relationship between teachers’ organizational obligation and distributed leadership in secondary schools ofBaiyun district in Guangzhou city, China. This study was conducted using the quantitative survey approach. The respondents comprised of 98 teachers were selected through random sampling. The data of the study were collected using 22 items from Distributed Leadership Inventory and 15 items from Organizational Commitment Questionnaire. The data analysis used independent sample t-test, one-way ANOVA and Pearson correlation with SPSS version 22. The findings of the study showed that there was no significant difference between gender and teaching work experience based on organizational commitment. However, there was a positive relationship between school distributed leadership and teachers’ organizational commitment.

The Relationship between Work Performance and Organizational Commitment of Employees in the Provincial Directorate of Youth Services and Sports

2021 ◽  
Vol 15 (8) ◽  
pp. 2263-2268
Author(s):  
Halil Ibrahim Genç ◽  
Mehmet Cevher
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Work Performance ◽  
Personal Information ◽  
Employee Performance ◽  
Pearson Correlation ◽  
Youth Services ◽  
Continuance Commitment ◽  
Significant Difference ◽  
The Relationship

In this research, it is aimed to examine the relationship between the job performance and organizational commitment of employees in the youth services and sports provincial directorate. A total of 83 people, 63 men and 20 women, who work in the Sakarya Provincial Directorate of Youth Services and Sports and determined by convenience sampling method, participated in the research carried out with the relational screening model. Research data were collected using the "Organizational Commitment Scale", "Employee Performance Scale" and "Personal Information Form". Data were analyzed using descriptive statistics, independent groups t-test, and Pearson correlation analysis. When the research findings are examined; It was determined that there was a significant difference in normative commitment and continuance commitment scores between men and women according to the department graduated (p<.05). On the other hand, no significant relationship was found between job performance and organizational commitment and age and years of service (p>.05). In conclusion; It can be said that the job performance of the employees in Sakarya Provincial Directorate of Youth Services and Sports is at a high level and their organizational commitment level is at a good level. Keywords: Organizational Commitment, Provincial Directorate of Youth Services and Sports, Job Performance

scholarly journals Relationship between hope and psychological well-being among male and female students of Farhangian University of Zanjan province

2020 ◽  
Vol 11 (6) ◽  
pp. 2077
Author(s):  
Mohammad Saeed Ahmadi ◽  
Abbas Ramazani
Keyword(s):  
Research Method ◽  
Stepwise Regression ◽  
Pearson Correlation ◽  
Well Being ◽  
Female Students ◽  
Psychological Well Being ◽  
Correlational Research ◽  
Significant Difference ◽  
The Relationship ◽  
Academic Year

The purpose of this study was to determine the relationship between hope and psychological well-being among the students of Farhangian University using a descriptive correlational research method. All students of Farhangian University of Zanjan province in the academic year of 2018-19 were considered and 324 of them were selected as the research sample. Hope scale Schneider (1991) and psychological well-being scale of Ryff (1989) were used as research tools. using SPSS 21 software, Pearson correlation coefficient test, stepwise regression, ANOVA and independent t-test were used to analyze the data. The results showed that there was a significant relationship between hope and psychological well-being and this includes their components too (p <0.01). There is no significant difference between hope and psychological well-being among students based on gender (P> 0.05). Also, the results of stepwise regression indicated that hope and motivational hope could predict psychological well-being (p <0.01). Therefore, it can be concluded that in order to improve the psychological well-being of students, their hope should be increased in a way.

scholarly journals Job Design, Organizational Commitment on Compensations of Physicians in a Private Hospital, Philippines.

2019 ◽  
Vol 7 (1) ◽  
pp. 1067-1086
Author(s):  
ENOCH ASUAH-DUODU ◽  
Sechelle P. Smith ◽  
Phyo Wai Lin Thein
Keyword(s):  
Organizational Commitment ◽  
Positive Relationship ◽  
Private Hospital ◽  
Pearson Correlation ◽  
Job Design ◽  
Test Analysis ◽  
Future Studies ◽  
Significant Difference ◽  
Years Of Service ◽  
The Relationship

ABSTRACT INTRODUCTION: The profession of a physician is one of the highly respected and challenging jobs in the world today. It is one of the fields where intelligence and hard decisions are made to save lives. This study examined the relationship between job design, organizational commitment, and compensations; if job design and organizational commitment are predictors of compensation of physicians of a private hospital in Manila, Philippines; and if there is a significant difference in compensation when physician’s gender and years of service are considered. METHOD: The research design was correlational using a t-test, analysis of variance (ANOVA), regression, and Pearson Correlation. Fifty hospital physicians were conveniently selected to answer a self-constructed questionnaire. RESULTS: The study revealed that job design and organizational commitment has a positive correlation to compensation in a health facility.  Sex and years of service of the physicians do not differ on compensation. DISCUSSION AND RECOMMENDATIONS: The study also revealed that attention should be given to organizational commitment. Organizational commitment predicted a positive relationship to compensation, but job design in terms of prediction, could not predict compensation though it had a positive relationship, which requires future studies to further investigate using other variables.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

scholarly journals Time series analysis of the relationship between diarrhea in children and Rota 2 vaccine in the Fanteakwa District of the eastern region of Ghana

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
James Atampiiga Avoka ◽  
Elvis J. Dun-Dery ◽  
Issah Seidu ◽  
Armel N. E. Abou ◽  
Paul Twene ◽  
...  
Keyword(s):  
Pearson Correlation ◽  
Developed Countries ◽  
Seasonal Effects ◽  
Eastern Region ◽  
Least Developed Countries ◽  
R Software ◽  
Significant Difference ◽  
Severe Gastroenteritis ◽  
Access To Medical Care ◽  
The Relationship

Abstract Background Rotavirus is considered the main causal factor of severe gastroenteritis among infants and children globally. The association with severe rotavirus infection is mostly worse among the least developed countries, mainly due to inadequate access to medical care and poverty. This study was conducted to determine the seasonal effects in respect of diarrhea cases in children, the association between diarrhea cases and Rota2 vaccine in the Fanteakwa District of the Eastern Region of Ghana. Methods The study compares monthly diarrhea cases against children vaccinated with Rota2 extracted from DHIMS2 spanning May 2012 to December 2017 in Fanteakwa District. A univariate association between diarrhea cases and children vaccinated with Rota 2 was conducted using the R-software version 3.4.4 with the use of forecast, tseries and TSAPred. Pearson Correlation coefficient was also computed between monthly diarrhea cases and Rota 2 as well as lagged values of Rota 2 and Diarrhea cases. Results The study shows that February recorded the highest average number of diarrhea cases (172) over the period 2012 to 2017 with a standard deviation of 59. However, a one-way analysis of variance shows a significant difference amongst the monthly averages with an F-statistic of 0.042 and P-value of 0.064. It is observed that the correlations between each of the Rota2 doses and the lagged cases are positive, showing higher Rota2 doses a month ago ((Xt − 1),0.346 to0.735), two months ago ((Xt − 2),0.383 to 0.746), three months ago ((Xt − 3), 0.330 to 0.737) and four months ago ((Xt − 4), 0.236 to 0.723) are associated with lower diarrhea cases. The results also show that an increase in the previous two month’s Rota2 figures by 100 is associated with a significant decrease in the currently expected diarrhea cases by approximately 36. Conclusion Seasonal variations exist in the occurrence of diarrhea in children, with January recording the highest number of diarrhea cases (172). There is a relationship between episodes of diarrhea in children and Rota2 (p-value = 0.064); thus, the more children are vaccinated with Rota2, the less diarrhea cases are recorded. Diarrhea cases in Fanteakwa district are generally low, except 2013 and 2016 where the cases are higher than the rest of the other years.

Sign in / Sign up

Export Citation Format

Share Document