scholarly journals The Impact of Employee Personality Traits on Organizational Commitment in an Apparel Industry in Trincomalee District

2018 ◽  
pp. 1-11
Author(s):  
H. M. M. L. Herath ◽  
Faizal Antanat Shamila
Keyword(s):  
Organizational Commitment ◽  
Personality Traits ◽  
Affective Commitment ◽  
Apparel Industry ◽  
Primary Data ◽  
Structure Questionnaire ◽  
Continuance Commitment ◽  
Garment Factories ◽  
The Impact ◽  
Structured Questionnaire

This research aims to investigate the Impact of Employee Personality Traits on Organizational Commitment among the employees of the apparel industry in Trincomalee. Based on the comprehensive literature review, two groups of variables were identifying in the workplace. Two variables were personality traits and organizational commitment. Personality traits include openness to experience, conscientiousness, extraversions, agreeableness, neuroticism, Organizational commitment contains affective commitment, continuance commitment, and normative commitment. The sample was drawn employees of the apparel industry in Trincomalee District. A structured questionnaire was used to collect the primary data from the sample. The primary data were collected through closed structure questionnaire from 200 respondents from selected garment factories in Trincomalee. Data analysis was used to analyses the primary data and data were analyzed by using univariate, bivariate and regression analyses. These outcomes show the analyzed data revealed that the personality traits are positively and significantly impact of organizational commitment. So, it can be revealed that there is a positive and significant impact on personality traits on organizational commitment in selected garment factories in Trincomalee District.

Workplace Spirituality and Organizational Commitment: An Empirical Exploration

2017 ◽  
Vol 10 (02) ◽  
Author(s):  
Naval Garg
Keyword(s):  
Organizational Commitment ◽  
Sense Of Community ◽  
Workplace Spirituality ◽  
Necessary Condition ◽  
Continuance Commitment ◽  
Six Dimensions ◽  
The Impact ◽  
Structured Questionnaire

The paper aims to empirically explore the impact of six dimensions of workplace spirituality on three types of organizational commitment. Six dimensions of workplace spirituality used for the study are Swadharma, Lokasangraha, authenticity, sense of community, Karma capital and Krityagyata. Components of organizational commitment are affective, normative and continuance commitment. A sample of 541 employees working in various organizations was given a structured questionnaire. Correlations, regressions and Necessary Condition Analysis(NCA) were carried out. The paper has enriched the field of workplace spirituality by contributing to existing literature via adding one more construct of Indian spirituality i.e. Krityagyata. Paper concludes that workplace spirituality climate helps in promoting organizational commitment. NCA elicited necessity of various dimensions of workplace spirituality for healthy organizational commitment.

Intrapreneurial behaviour: the role of organizational commitment

2017 ◽  
Vol 13 (3) ◽  
pp. 243-256 ◽  
Author(s):  
Muhammad Farrukh ◽  
Wei Ying Chong ◽  
Shaheen Mansori ◽  
Sara Ravan Ramzani
Keyword(s):  
Organizational Commitment ◽  
Empirical Study ◽  
Structural Equation ◽  
Affective Commitment ◽  
Capital City ◽  
Continuance Commitment ◽  
Content Type ◽  
The Public ◽  
The Impact

Purpose The purpose of this paper is to shed light on the impact of organizational commitment (OC) on the intrapreneurial behaviour of the employees in higher educational institutes (HEIs) of Pakistan. Design/methodology/approach This paper opted the empirical study using the survey approach. Structural equation modelling was used to analyse the questionnaires completed the Deans/Head of Schools, professors and associate professors of the 20 public HEIs of Pakistan located in the capital city, Islamabad. In total, 500 structured questionnaires were sent to the Deans/Head of Schools, professors and associate professors. A total of 306 responses were received. Findings Affective commitment (AC) and normative commitment (NC) has a positive and significant impact on the intrapreneurial behaviour while continuance commitment (CC) is negatively associated with the same behaviour. Originality/value This empirical study will contribute to the theoretical knowledge on intrapreneurship and OC in the public sector HEIs, which has been neglected in entrepreneurship research.

scholarly journals Organizational Commitment among the Employees of NGOs in Bangladesh: An Empirical Study

2016 ◽  
Vol 3 (3) ◽  
pp. 109-114
Author(s):  
Dhanonjoy Kumar ◽  
Md. Zakir Hossain ◽  
Aleya Jebin
Keyword(s):  
Organizational Commitment ◽  
Customer Service ◽  
Business Performance ◽  
Affective Commitment ◽  
Major Elements ◽  
Demographic Variables ◽  
Continuance Commitment ◽  
Gender Education ◽  
Tools And Techniques ◽  
Structured Questionnaire

Committed human resource is one of the most valuable and effective assets of an organization. Meyer and Allen (1993) have documented that organizational commitment as a leading factor impacting the level of achievement in many organizations. Commitment-based organizations believe that staff’s organizational commitment contributes to workforce stability and better customer service, hence increase business performance. This study investigates the organizational commitment of NGOs employees’ in Bangladesh. It focuses on the relative importance of organizational commitment and their impact on the overall organizational success. A total number of 120 employees from three selected NGOs located at different districts in Bangladesh have been interviewed for this study purpose. Data have been collected through structured questionnaire. While tackling the issue addressed in the study relevant statistical tools and techniques were applied at appropriate places. The researchers have tried to measure the organizational commitment through recognized three major elements like-affective commitment, continuance commitment and normative commitment. The study revealed that the level of organizational commitment relating to above mentioned elements is not satisfactory. It is also exposed that demographic variables like age, gender, education and working experiences seemed to affect the commitment of employees. Another noticeable outcome of the study is that the organizational commitment has a significant impact on selected NGOs operations in Bangladesh.  

scholarly journals Effect of Employee Participation on Organizational Performance with Organizational Commitment as a Moderator

2018 ◽  
Vol 6 (06) ◽  
Author(s):  
Peter Butali ◽  
David Njoroge
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Survey Research ◽  
Affective Commitment ◽  
Employee Participation ◽  
Continuance Commitment ◽  
Study Population ◽  
Descriptive Survey ◽  
The Impact ◽  
The Relationship

The purpose of this study was to find out the impact of employee participation on organizational performance and to find out the moderating effect of organizational commitment on the relationship between employee participation and organizational performance. The study population comprised of 5866 employees of three state corporations namely Mumias Sugar Company, Kenya Power and KenGen. The study adopted descriptive survey research design. The findings of the study were that employee participation had a significant effect on organizational performance. The study further showed that affective commitment, continuance commitment and normative commitment moderated the relationship between employee participation and organizational performance.

scholarly journals Influence of Demographic Variables on Organizational Commitment of School Teachers: Evidence from the Kathmandu Valley, Nepal

2020 ◽  
Vol 2 (2) ◽  
pp. 262-274
Author(s):  
Sarita Agrawal ◽  
Bandana Kumari Jain
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
School Community ◽  
Demographic Variables ◽  
Education Level ◽  
Primary Data ◽  
School Teachers ◽  
Continuance Commitment ◽  
Gender And Education ◽  
Demographic Heterogeneity

Background: Teachers are actors and thus play various roles and responsibilities in the classroom, school and entire community. Their commitment contributes to increasing the skills, knowledge, creativity, intelligence, devotion, and attitudes of the school community. The demographic heterogeneity of teachers affects not only performance but also thecommitment level of the school community. Objectives:The study aims to find the influence of socio-demographic variables on the organizational commitment of school teachers in Kathmandu and Lalitpur districts. Methods: This study is quantitative and based on primary data. The study has employed a conclusive research design. The population of the study was secondary level teachers in Kathmandu and Lalitpur districts, and a number of them were selected  using the principles of purposive sampling. The size of the sample was 232. Results: The study reveals that affective, continuance, normative as well as overall commitment of teachers in school do not differs in terms of gender and education level. However, affective commitment increases as an increase in service years whereas continuance commitment increases at the beginning years of service for five years. However,between five to ten years, it lessens.Again after ten years, it increases if the teacher is involvedin the same job for one decade. Conclusions: The commitment of teachers is not affected by their gender and education level. However, the years in service spent by teachers influence their affective and continuance commitment but not the normative commitment. Implications: The findings of this study can be useful for school administrators and policymakers to find the influence of demographic factors on the commitment of school teachers.

scholarly journals The impact of corporate social responsibility for employees to organisational commitment

2020 ◽  
Vol 19 (01) ◽  
pp. 1-8
Author(s):  
Tien D. Mai
Keyword(s):  
Corporate Social Responsibility ◽  
Organizational Commitment ◽  
Social Responsibility ◽  
Affective Commitment ◽  
Health And Safety ◽  
Influential Factor ◽  
Job Autonomy ◽  
Continuance Commitment ◽  
Corporate Social ◽  
The Impact

This study explores the factors of corporate social responsibility (CSR) for employees affecting organizational commitment, and then measures the impact of CSR for employees to organizational commitment. The study was conducted by surveying 200 employees working for companies in Ho Chi Minh City. The results of the correlation analysis show that CSR for employees influences the organizational commitment. In addition, the regression analysis shows that more specific results such as job autonomy, benefits (the most influential factor) have positive impacts on “affective commitment” of Vietnamese employees. For “continuance commitment” , besides job autonomy, benefits, the factor “training and development” also shows a positive influence. Meanwhile, the factors related to health and safety, the balance between job and life are not as effective as those in other countries

A Literature Review of the Three Elements of Organizational Commitment: The Meaning of the Contribution Score Average

2021 ◽  
Vol 18 ◽  
pp. 679-689
Author(s):  
Albet Maydiantoro ◽  
Rias Tusianah ◽  
Usastiawaty C. A. S Isnainy ◽  
Tubagus Ali Rachman Puja Kesuma ◽  
M. Arifki Zainaro ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Meta Analysis ◽  
Average Score ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Self Interest ◽  
Common Interests ◽  
The Impact ◽  
Personal Interests

This is a meta-analysis study. The study aims to determine the highest average score and the impact of the three elements of Allen and Meyer’s organizational commitment: Affective Commitment (AC), Normative Commitment (NC), and Continuance Commitment (CC). The author employed Sturgess's interpretation to determine the average score by Very Low, Low, Low Enough, High Enough, High, and Very High. We got that the highest average score of the three components of organizational commitments is the affective commitment (0.704), followed by the normative commitment (0.681), and the last one is the continuance commitment (0.585). We draw the conclusion that a person, basically, wants to be useful to others. Then, she will be able to put aside individual interests for the sake of common interests so that she will dare to bind herself to agreements, rules, and norms for mutual survival (NC). 'As a result of wanting to be useful to others and having the courage to decide to stay together in the rules, she will dare to put aside his transactional self-interest which is centered on personal interests or gain (CC). The scoring average consecutively says that AC is the biggest among of all, NC is less than AC, and CC is the least, implies that a manager should be able to build and maintain the AC as the first priority, followed by the NC. If a manager has been able to build and maintain the AC and NC, she is able to build and maintain the CC automatically.

scholarly journals Analysis of the Relationship Between Stress and Organizational Commitment in Employees: A Meta-Analysis Study

2018 ◽  
Vol 7 (1) ◽  
pp. 94
Author(s):  
Öznur Tulunay Ateş ◽  
Neslin İhtiyaroğlu
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Negative Impact ◽  
Positive Impact ◽  
Meta Analysis ◽  
Continuance Commitment ◽  
Weak Relationship ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

This research aims to investigate the relationship of stress and organizational commitment in employees with meta-analysis method. In the literature review, 22 studies and 42 comparisons were found which meet the determined criteria. “Fisher z” value was used to calculate impact size values and impact direction and overall impact of the research were analysed with random impact model. As a result of the analysis; it was determined that stress have a weak positive relationship impact on organizational commitment. In addition, it was also determined that there is a negative and weak relationship impact between stress and affective commitment; positive and weak relationship impact between stress and normative commitment and positive and small relationship impact between stress and continuance commitment in employees. In the research, it was seen that the impact of stress on organizational commitment vary according to the sector that employees work in. ın the analyses, it was determined that there is a positive impact in health and tourism and a negative impact in education and the impact size is weak in health and small in tourism and education. Based on the research results, it can be said that new researches are required about how and why the relationships between stress and organizational commitment in employees vary.

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.

scholarly journals ETIKA KERJA ISLAM, KOMITMEN ORGANISASI, SIKAP PADA PERUBAHAN ORGANISASI TERHADAP KINERJA

2018 ◽  
Vol 18 (2) ◽  
pp. 116
Author(s):  
Prima Utama Wardoyo Putro
Keyword(s):  
Organizational Change ◽  
Organizational Commitment ◽  
Work Performance ◽  
Affective Commitment ◽  
Mediation Effect ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Work Ethics ◽  
Change Commitment ◽  
The Impact

The subject of this study is to examine the impact of Islamic work ethics, organizational commitment, and attitude toward organizational change to work performance, where attitude toward organizational change as an intervening. Organizational commitment consists of affective commitment, normative commitment, and continuance commitment. The samples of this research are theacers of state Islamic school in Sragen Regency. The instrument analysis to test the model is AMOS. The result showed that Islamic work ethics has no positif significant effect to work performance and attitude toward organizational change. Either organizational commitment has no positif significant effect to performance. Organizational commitment has positif significant effect to attitude toward organizational change and attitude toward organizational change has positif significant effect to performance. The variable of attitude toward organizational change has no mediation effect between Islamic work ethics to work performance, and has no mediation effect between organizational commitments toward work performance. Keywords—Work Performance; Islamic Work Ethics; Attitude Toward Organizational Change; Organizational Change; Commitment Abstrak Dalam penelitian ini, diuji pengaruh etika kerja didalam lingkup Islam, komitmen pada organisasi, dan sikap dalam menghadapi perubahan organisasi terhadap kinerja karyawan. Dalam penelitian ini, komitmen organisasi didasari pada tiga aspek: affective commitment, normative commitment, dan continuance commitment. Sampel yang digunakan untuk penelitian ini adalah guru yang dikhususkan pada sekolah Islam (madrasah) di Kabupaten Sragen. Penelitian ini menggunakan AMOS sebagai alat analisis. Berdasarkan hasil penelitian diperoleh bahwa etika kerja Islam, komitmen, dan sikap terhadap perubahan di organisasi tidak memberikan pengaruh yang signifikan terhadap kinerja guru. Sementara itu komitmen organisasi berpengaruh signifikan terhadap sikap pada perubahan organisasi. Sikap terhadap perubahan organisasi juga berpengaruh terhadap kinerja guru. Variable sikap terhadap perubahan organisasi tidak memediasi antara variable etika kerja Islam pada kinerja dan tidak memediasi antara komitmen pada kinerja. Kata kunci—kinerja, etika kerja Islam, sikap pada perubahan organisasi, perubahan organisasi, dan komitmen.

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