Relevant bibliographies by topics / Continuance Organizational Commitment

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  2. Dissertations / Theses
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Academic literature on the topic 'Continuance Organizational Commitment'

Author: Grafiati
Published: 4 June 2025
Last updated: 1 August 2025

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Journal articles on the topic "Continuance Organizational Commitment"

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Mousa, Mohamed, and Vesa Puhakka. "Inspiring organizational commitment." Journal of Management Development 38, no. 3 (2019): 208–24. http://dx.doi.org/10.1108/jmd-11-2018-0338.

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Purpose The purpose of this paper is to focus on physicians in the four public hospitals located in the October province (Egypt) in an attempt to explore the effect of responsible leadership on physicians’ affective, continuance and normative commitment with and without mediating the role of organizational inclusion. Design/methodology/approach A total of 360 physicians were contacted and all of them received a set of questionnaires. After two follow-ups, a total of 240 responses were collected with a response rate of 66.67 percent. The authors used the χ2 test to determine the association bet
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Turner, Brian A., and Packianathan Chelladurai. "Organizational and Occupational Commitment, Intention to Leave, and Perceived Performance of Intercollegiate Coaches." Journal of Sport Management 19, no. 2 (2005): 193–211. http://dx.doi.org/10.1123/jsm.19.2.193.

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Three hundred twenty-eight intercollegiate coaches (men = 240, women = 88; Division I = 156, Division III = 172) responded to a questionnaire measuring commitment to their university and coaching occupation, intention to leave the organization and occupation, their team standings, and perceptions of their performance. The variables of division, gender, and marital/lifestyle status affected neither organizational nor occupational commitments. Organizational commitments of affective, normative, continuance: high sacrifice, and continuance: low alternatives correlated significantly with intention
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Valaei, Naser, and Sajad Rezaei. "Job satisfaction and organizational commitment." Management Research Review 39, no. 12 (2016): 1663–94. http://dx.doi.org/10.1108/mrr-09-2015-0216.

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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
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Aneel, Kumar, and Ali Ghumro Ikhtiar. "Perceived Organizational Support as Predictor of the Three Components of Organizational Commitment." SALU-Commerce & Economics Review 1, no. 1 (2015): 9–19. https://doi.org/10.5281/zenodo.3692203.

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Abstract: - The objective of this research was to determine the effect of perceived organizational support on the three components of organizational commitment. Primary data through survey questionnaire was collected from the college teachers of Sindh Province Pakistan. Through the empirical investigation of the data it was found that college teachers perceived support from their organization and they were committed to their organization. Perceived organizational support was found to have significant effect on the affective, continuance and normative commitment of the teachers. However the eff
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Prof, Dr Ikhtiar Ali Ghumro, Kumar Aneel, and Dr Hassan Jawad Soomro Prof. "Perceived Organizational Support as Predictor of the Three Components of Organizational Commitment." SALU-Commerce & Economics Review 1, no. 1 (2015): 9–19. https://doi.org/10.5281/zenodo.3722774.

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The objective of this research was to determine the effect of perceived organizational support on the three components of organizational commitment. Primary data through survey questionnaire was collected from the college teachers of Sindh Province Pakistan. Through the empirical investigation of the data it was found that college teachers perceived support from their organization and they were committed to their organization. Perceived organizational support was found to have significant effect on the affective, continuance and normative commitment of the teachers. However the effect of perce
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Septyani, Ni Made Senny Dwi, and Sukmarani Sukmarani. "Hubungan Persepsi Dukungan Organisasi dengan Komitmen terhadap Organisasi Pada Pelaut di PT.X." MANASA 11, no. 1 (2022): 75–85. http://dx.doi.org/10.25170/manasa.v11i1.3346.

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The purpose of this study was to determine correlation between perceived organizational support with each dimension of organizational commitment, namely affective commitment, continuance commitment, and normative commitment to seafarers at PT.X. The hypothesis of this study is that there is a positive correlation between perceived organizational support and the affective commitment, continuance commitment and normative commitment to seafarers at PT.X. The method used in this research is correlational quantitative method. The subjects in this study were sailors at PT X with 47 participants. The
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Moon, Kwangsu, Hangsoo Cho, Kyehoon Lee, and Shezeen Oah. "Effect of pay satisfaction on organizational commitment." Korean Journal of Industrial and Organizational Psychology 27, no. 3 (2014): 585–615. http://dx.doi.org/10.24230/kjiop.v27i3.585-615.

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The purpose of the present study was to examine the relative influences of sub-constructs of pay satisfaction on the sub-constructs of organizational commitment. This study also examined whether organizational trust has mediating effects on the relationships. Data were collected from 410 workers employed in a variety of organizations and a hierarchical regression was conducted to test hypothesis. Results indicated that the satisfaction for pay level has positive influence on continuance commitment, the satisfaction for pay system/management has positive influence on affective commitment and ne
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Nguddo, Erwin M., and Renebeth G. Donguiz. "ORGANIZATIONAL COMMITMENT OF JOB ORDER EMPLOYEES IN PHILHEALTH-CAR: INPUT TO STRATEGIC MANAGEMENT." Cognizance Journal of Multidisciplinary Studies 4, no. 7 (2024): 31–42. http://dx.doi.org/10.47760/cognizance.2024.v04i07.004.

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Organizational commitment among Job Orders significantly influences workforce stability and performance in an institution like PhilHealth-CAR. This study investigates the levels of affective, continuance, and normative commitments among JOCs through a quantitative approach. The findings revealed the existence of moderate affective commitment, which is driven by a sense of belonging and a good culture at the workplace. Perceived costs drove the continuance commitment due to leaving, and normative commitment reflected ethical obligations and loyalty. These vary from improving the culture in an o
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Erwin, M. Nguddo, and G. Donguiz Renebeth. "ORGANIZATIONAL COMMITMENT OF JOB ORDER EMPLOYEES IN PHILHEALTH-CAR: INPUT TO STRATEGIC MANAGEMENT." Cognizance Journal of Multidisciplinary Studies (CJMS) 4, no. 7 (2024): 31–42. https://doi.org/10.47760/cognizance.2024.v04i07.004.

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<strong>Organizational commitment among Job Orders significantly influences workforce stability and performance in an institution like PhilHealth-CAR. This study investigates the levels of affective, continuance, and normative commitments among JOCs through a quantitative approach. The findings revealed the existence of moderate affective commitment, which is driven by a sense of belonging and a good culture at the workplace. Perceived costs drove the continuance commitment due to leaving, and normative commitment reflected ethical obligations and loyalty. These vary from improving the culture
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Moin, Muhammad Farrukh. "The link between perceptions of leader emotion regulation and followers’ organizational commitment." Journal of Management Development 37, no. 2 (2018): 178–87. http://dx.doi.org/10.1108/jmd-01-2017-0014.

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Purpose The purpose of this paper is to investigate the association between perceptions of leader emotion regulation strategies and followers’ organizational commitment. In particular, this study using social exchange theory as a framework examines the association between leader surface and deep acting and followers’ affective, normative and continuance organizational commitment. Design/methodology/approach Survey data were collected from 323 employees of five service sector organizations in Anhui province, China. Further, PLS-SEM technique was used to perform quantitative analysis. Findings T
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Dissertations / Theses on the topic "Continuance Organizational Commitment"

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Lundkvist, Maja, and Blerta Amedi. "Continuance commitment and organizational culture – is there a relationship? : a study examining continuance commitment amongst university employees." Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-20124.

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Organizations today are facing difficulties with gaining committed employees. As organizational success isdependent on employee commitment, researchers have in recent years implied that there is a relationship betweenorganizational culture and organizational commitment. Organizational culture is described as the shared values,norms, assumptions and beliefs of a group. Moreover, research has shown that commitment consists out of threecomponents, of which continuance commitment is described as employees need rather than willingness to staywith its employing organization. Although there are resea
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Cloete, Celeste. "The impact of downsizing on surviving employees’ organizational commitment in a retail organization." University of the Western Cape, 2012. http://hdl.handle.net/11394/5048.

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Masters of Commerce<br>Organizations are operating within a difficult economic environment and in the face of fierce world competition (George & Jones, 1992 cited in Ndlovu & Brijball Parumasur, 2005). To remain competitive globally and for economic reasons, Theron and Dodd (2011) postulate that organizations sporadically have to retrench workers. In order to reduce expenses as well as costs and losses to the organization, they have to restructure and reduce their headcount and the typical form of engaging in the restructuring is by means of downsizing. Makawatsakul and Kleiner (2003) posit th
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Bonds, Andrea Annette. "Employees' Organizational Commitment and Turnover Intentions." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3983.

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Employees who want to leave their companies may exhibit low morale and commitment to organizations, which may affect the way employees interact with customers. The purpose of this correlational study was to examine the relationship between employees' affective, continuance, and normative commitment to their organizations and their turnover intentions. The target population consisted of individuals with 2 or more years of call center experience who resided in the United States. Meyer, Allen, and Smith's 3-component model of commitment provided the study's theoretical framework. A purposive samp
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Cohen, Melissa A. "WORK RELATIONSHIPS AS INVESTMENTS: THE UNEXPLORED COMPONENT OF CONTINUANCE COMMITMENT." Bowling Green, Ohio : Bowling Green State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1174936752.

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Persson, Brage Hedvig, and Andreas Olofsson. "Three-Component Model (TCM) of commitment i svensk kontext : En undersökning av relationen mellan commitment gentemot organisation och närmaste chef." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-16912.

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Syftet med studien var att undersöka relationen mellan commitment gentemot organisationen och chefs-commitment i en svensk kontext med hjälp av TCM Employee Commitment Survey. Metoden för att undersöka detta var en webbenkät som delades ut till sammanlagt 188 personer, med en svarsfrekvens på 35%. Respondenterna arbetade i tre olika organisationer inom offentlig sektor. I enkäten fick respondenterna ta ställning till påståenden rörande sin organisation och sin närmaste chef. Resultatet visade att ju lägre continuance commitment är gentemot närmaste chef, desto högre är affective commitment gen
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Riley, Derek. "Turnover Intentions: The Mediation Effects of Job Satisfaction, Affective Commitment and Continuance Commitment." The University of Waikato, 2006. http://hdl.handle.net/10289/2415.

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Retention and productivity levels of a workforce are one of the essential ingredients for organisations to prosper in today's competitive business environment. Turnover intentions of the workforce are an important consideration for managers of organisations, employees, families, and communities alike. This study investigated a comprehensive model of turnover intentions that included two proximal variables, (job satisfaction, and organisational commitment), the distal variables of organisational justice, work strain, work overload, and work-to-family conflict and family-to-work conflict with
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Hansson, Gustav, and Daniel Zätterqvist. "Sustainability Commitment : A study how identity (in)congruence affects organizational commitment." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-413845.

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Sustainability has become an important topic in many parts of society. However, companies struggle to translate it into their processes. If an individual values sustainability but is not able to fulfill these values an individual may feel a discrepancy; it may force individuals to feel an (in)congruence in their identity, leading to the question, How does sustainability identity (dis)congruence affect commitment? To answer the question a theoretical model was developed from different nuances of identity theory and organizational commitment. A mixed-method was used to capture the data. The resu
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Adnan, Sonia, Abir Nhaily, and Hongyu Wang. "To Evaluate and Study the relationship between employees’ commitment and individual performance : A Quantitative Approach- Case Study of Kansai Paints." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-75648.

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Nowadays the companies want to make sure that they have strong resources that can face the rapid changes in the environment. One of the most important resources is human resources. The interest of the companies to have committed employees have been increased because there is a big difference between the performance of committed employees and the rest of the employees. Committed employees perform well in the organization and help the organization to grow and face the competitive environment. Based on this, this research aims to evaluate and study the relationship between organizational commitme
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Groff, Kyle. "Examining the Moderating Role of Organizational Commitment in the Relationship between Shocks and Workplace Outcomes." Scholar Commons, 2012. http://scholarcommons.usf.edu/etd/4058.

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Little attention has been given to the role organizational commitment plays within broader models of turnover and withdrawal behavior. Understanding and integrating organizational commitment into such models is an important step to fully appreciating the role that commitment plays in the workplace. The purpose of the current study was twofold. First, this study aimed to examine the moderating role that organizational commitment plays in the unfolding model of voluntary turnover. Second, this study set out to examine the role that the various forms of commitment play in the relationship between
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Hopper, Melissa Loraine. "Communication satisfaction, job satisfaction, organisational commitment and intention to leave." The University of Waikato, 2009. http://hdl.handle.net/10289/2801.

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The retention of highly motivated, skilled and committed employees is a major concern by organisations to achieve a competitive advantage. The turnover intentions of human capital are of interest to managers, employees, and organisations today. This study explores a theoretical model of turnover intentions that included three proximal variables, job satisfaction, affective and continuance commitment, the distal variables of subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and manag
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Books on the topic "Continuance Organizational Commitment"

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Tremble, Trueman R. Analog scales of affective and continuance commitment. U.S. Army Research Institute for the Behavioral and Social Sciences, 1998.

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Book chapters on the topic "Continuance Organizational Commitment"

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Singh, Anita, and Lata Bajpai Singh. "Determinants of Job Satisfaction and Its Impact on Affective, Continuance, and Normative Commitment of Employees." In Multidisciplinary Perspectives on Human Capital and Information Technology Professionals. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-5297-0.ch014.

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This chapter aims to identify different factors of job satisfaction responsible for different types of commitment (i.e. affective, continuance, and normative commitment among the employees of IT organizations). The primary data was collected from 401 respondents of IT organizations using validated scales on organizational commitment and job satisfaction. The exploratory factor analysis was conducted to identify different factors of job satisfaction and scale reliability of organizational commitment scale. The reliability and validity of all the constructs were further done through confirmatory
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Esposito, Telelaz Galaa, Hiba Adouni, Shaima Afendi, and Zyed Achour. "Digital Transformation as a Moderator of the Relationship Between Employee Commitment and Retention." In Leading Inclusive Workplaces Through Digital Transformation and Organizational Change. IGI Global, 2025. https://doi.org/10.4018/979-8-3373-5127-8.ch002.

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This Tunis-based study at the British International School (BIST) explored digital transformation's impact on local and expatriate staff's organisational commitment and turnover over four months (70% participation). It analysed educational tech and new work models (hybrid, flexible) influence on leaving intentions, using OCQ (affective, normative, continuance commitment) and EMTIS scales. Tech use, impact, digital skills, and new model perceptions were also surveyed. Results showed frequent tech use boosts affective commitment and reduces turnover, especially for expats. Positive tech percepti
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Del Carmen Martínez Serna, María, and Javier Eduardo Vega Martínez. "Dimensions of Organizational Commitment and Its Impact on Organizational Learning and Innovation in Agribusiness." In Business and Management - Annual Volume 2023 [Working Title]. IntechOpen, 2023. http://dx.doi.org/10.5772/intechopen.113324.

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The proposal of this study is to analyze a model in which the effect of each of the dimensions of organizational commitment (OC) on organizational learning (OL) and its influence on innovation (INN) is examined. A questionnaire was applied to managers of 347 agribusiness small and medium-sized enterprises (SMEs) from the three states of the Bajío zone of the Mexican Republic. A quantitative study was carried out, for which a model that presents the different relationships proposed as hypotheses was validated, and with the use of structural equations the results were known. The findings show th
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Monteiro, Stéphanie, Ricardo Marcão, Vasco Ribeiro Santos, et al. "Performance Evaluation in Anesthesiology." In Advances in Medical Technologies and Clinical Practice. IGI Global, 2025. https://doi.org/10.4018/979-8-3693-8598-2.ch008.

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This chapter examines the evaluation of anesthesia professionals by focusing on the psychosocial and organizational factors that impact their performance. Traditional assessments tend to emphasize technical skills but often neglect critical influences such as job satisfaction, stress, and organizational support. Using Allen and Meyer's Organizational Commitment Model, the review explores how affective, continuance, and normative commitment shape professional behavior in high-pressure environments like anesthesiology. The findings highlight that beyond technical competence, psychosocial well-be
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Conference papers on the topic "Continuance Organizational Commitment"

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Hakim, A., and A. Y. Pristika. "The Influence of Organizational Citizenship Behavior, Continuance Commitment, Emotional Intelligence, and Spirituality on Performance." In Proceedings of the 17 th International Symposium on Management (INSYMA 2020). Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200127.016.

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Yuliaty, Farida, and Budi Santosa. "ANALYSIS OF QUALITY OF WORK LIFE (QWL) AND ORGANIZATION COMMITMENT TO JOB SATISFACTION AND THE IMPLICATION TOWARDS EMPLOYEE PERFORMANCE OF PDAM TIRTAWENING BANDUNG." In Seminar Sosial Politik, Bisnis, Akuntansi dan Teknik (SoBAT) ke-3. LPPM USB YPKP, 2021. http://dx.doi.org/10.32897/sobat3.2021.34.

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This empirical research is aimed to develop knowledge especially human resource management and resolve problem through a research about employee performance measurement through quality of work life, commitment and job satisfaction as the intervening variable with employees of PDAM TIRTAWENING as a sample as 102 questionnaires distributed to the chosen respondent and used as stastistic analysis. A measurement of quality of work life consists of four dimensions : growth and development, salary (reward system), participation, and work environment. Three model components and measurement of organiz
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