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Journal articles on the topic 'Continuance Organizational Commitment'

Author: Grafiati

Published: 4 June 2025

Last updated: 15 July 2025

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1

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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Ariadi, Gede, and Agisius Wandra. "The Role of Attributes Organizational Commitment as mediators Between Work-Life Balance on Employee Performance." Journal of Economics, Business, and Accountancy Ventura 27, no. 2 (2024): 301–14. http://dx.doi.org/10.14414/jebav.v27i2.4506.

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Work-life balance contributes to a healthy, satisfying, and successful life. An imbalance in work-life dynamics can negatively impact both employee performance and their personal lives. This study employs exchange relationship theory to explore organizational commitment as a mediating variable, which includes affective commitment, continuance commitment, and normative commitment, in the relationship between work-life balance and employee performance. The research focuses on employees of micro, small, and medium enterprises (MSMEs) in Salatiga Regency. Data were collected through questionnaires

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Thamrin, Thamrin. "Budaya Organisasi dan Loyalitas Kerja yang dimediasi oleh Komitmen Kontinu." Jurnal Ilmiah Manajemen Kontigensi 6, no. 2 (2018): 82–95. https://doi.org/10.5281/zenodo.3382199.

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<em>This study aims to investigate organizational culture and work loyalty that is mediated by continuance commitment. The research method used is a quantitative approach with Structural Equation Modeling (SEM) analysis techniques. The population in this study were lecturers in the Private College of Information Technology Study Program in Medan City with a sample of 152 people. The results of the study prove that there is an influence of organizational culture on work loyalty that is mediated by continuance commitment. The research implications suggest optimizing organizational culture and co

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Hamid, Harlina. "The Effectiveness of Achievement Motivation Training to Increase Employee Organizational Commitment of PT. MX." Eduvest - Journal of Universal Studies 3, no. 5 (2023): 974–82. http://dx.doi.org/10.59188/eduvest.v3i5.819.

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This research aims to know the effectiveness achievement motivation training to increase organizational commitments of PT. MX Makassar Employees. The subjects were employees of PT. MX Makassar. They were The Supervisory Assistant, Supervisor, and Manager Assistant. Total subjects were 40. The instrument that was used at this research was Organizational Commitment Scale. Research data have been analysed by using Independent Samples t-test technique. The result of Independent Samples T-test that compared the experiment group and the control group indicated t = 9,620 (p <0,01) that meant, enti

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Kuok, Angus C. H., and Robert J. Taormina. "Conflict between affective versus continuance commitment among casino dealers." Evidence-based HRM: a Global Forum for Empirical Scholarship 3, no. 1 (2015): 46–63. http://dx.doi.org/10.1108/ebhrm-12-2013-0039.

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Purpose – The purpose of this paper is to empirically investigate the extent of the reported low affective commitment compared to continuance commitment of Chinese casino dealers, to discern if there is a significant difference between the two types of commitment, and to identify factors that could explain the difference between them. Design/methodology/approach – Questionnaire data were obtained from 247 Chinese casino dealers working for the three major casino groups in Macau. Correlations and regressions were used to analyze the data. Findings – Dealers’ affective commitment was significant

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Woods, Stephen A., Rebecca Poole, and Lara D. Zibarras. "Employee Absence and Organizational Commitment." Journal of Personnel Psychology 11, no. 4 (2012): 199–203. http://dx.doi.org/10.1027/1866-5888/a000073.

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This study examined the relations of organizational commitment and demographic factors with objectively measured absence frequency data of 106 staff at a UK school, collected over a 1-year period. We found significant associations of commitment and absenteeism, with high affective and normative commitment, and low continuance commitment being associated with lower levels of absence. Age moderated two of these associations, with low normative commitment and high continuance commitment predicting absence most strongly for older workers. Our findings help practitioners and researchers to understa

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KAWEDAR, WARSITO, and IKA JUNIARTA LUBIS. "ANALISIS KOMITMEN ORGANISASIONAL TERHADAP KEINGINAN BERPINDAH." Jurnal Ekonomi dan Bisnis 10, no. 1 (2009): 272. http://dx.doi.org/10.30659/ekobis.10.1.272-283.

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The research aims to test multiple dimensions from organizational commitment (affectiveand continuance commitment) in its relation to important organizational consequence, whichis job satisfaction and turnover intention. This research is consistent with Ketchand andStrawser (1998) and also Kadir (2003). These are difference in this research from formerresearch in term of sample used. Respondents are auditors at state auditor agency (BPKP)of Central Java and North Sulawesi. Hypothesis testing used Structural Equation Modeling(SEM). Analysis result of the affective commitment has positive effect

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Mousa, Mohamed, Vesa Puhakka, and Hala A. Abdelgaffar. "Climate change, responsible leadership and organizational commitment." Management of Environmental Quality: An International Journal 30, no. 5 (2019): 945–62. http://dx.doi.org/10.1108/meq-11-2018-0198.

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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 of Egypt in an attempt to explore the effect of climate change on physicians’ affective, continuance and normative commitment with and without mediating the role of responsible leadership. 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. Multiple regressions were employed to show how much variation in affec

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Asiltürk, Ayşe, Mesut Esat Ulusoy, and Eda Ulusoy. "Organizational Commitment in The Banking Sector: A Case of Private Sector Bank in East Blacksea Region Bankacılık." Mevzu - Sosyal Bilimler Dergisi 2 (September 30, 2019): 65–91. https://doi.org/10.5281/zenodo.3463829.

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The concept of organizational commitment is defined as employees's strong belief in accepting organizational goals and values; a strong desire to spend high-level effort taking into account the benefit of the organization and to maintain membership in the organization. Although there are different classifications related to organizational commitment in the literature, affective commitment, continuance commitment and normative commitment sub-dimensions were emphasized. This study is intended to contribute to the literature of participation banking in Turkey. It includes the implementation o

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Prabowo, Triatno Yudho. "HUBUNGAN ORGANIZATIONAL COMMITMENT DAN TURNOVER INTENTION PADA PERAWAT." Jurnal Muara Ilmu Sosial, Humaniora, dan Seni 1, no. 2 (2018): 259. http://dx.doi.org/10.24912/jmishumsen.v1i2.974.

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Tujuan penelitian ini adalah untuk mengetahui hubungan antara organizational commitment dengan turnover intention. Teori organizational commitment dikemukakan oleh Meyer dan Allen. Teori turnover intention dikemukakan oleh Tett dan Meyer. Organizational commitment merupakan usaha mendefinisikan dan melibatkan diri dalam organsasi dan tidak ada keinginan meninggalkannya. Turnover intention dapat dipahami sebagai niat secara sadar dan disengaja untuk meninggalkan organisasi. Penelitian ini melibatkan 64 responden. Penelitian ini menggunakan metode kuantitatif. Hasil penelitian menunjukan bahwa t

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Wangi, Eneng Nurlaili, Irfan Fahmi, and Siti Mutya Lutfiani. "Peran Komitmen Organisasi terhadap Kesejahteraan Karyawan Perguruan Tinggi Islam di Bandung." Psympathic : Jurnal Ilmiah Psikologi 8, no. 2 (2022): 271–84. http://dx.doi.org/10.15575/psy.v8i2.15054.

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This studi aims to examine the effect of organizational commitment on employees' well-being. This causality research involvig 721 respondents recruited using simple random sampling. Organizational commitment was measured using Organizational Commitment Questionnaire (OCQ) based on the concept from Meyer and Allen, while well-being was measured using instrument developed by Butler and Kern. The results show that affective and normative organizational commitment did not affected well-being, while continuance organizational commitment has a significant effect on well-being. Employees with affecti

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Omar, Muhamad Saufiyudin, Nurasyikin Mohd Salleh, and Siti Fatimah Abdul Aziz. "THE INFLUENCE OF ORGANIZATIONAL COMMITMENT TOWARDS JOB SATISFACTION AMONG POLYTECHNIC STAFF." International Journal of Modern Trends in Social Sciences 3, no. 13 (2020): 01–08. http://dx.doi.org/10.35631/ijmtss.313001.

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Organizational commitment is identified as a critical factor that is closely associated with job satisfaction. A limited number of studies have been done to look into the influence of organizational commitment on job satisfaction among Polytechnic staff. Therefore, this study aims to examine the influence of organizational commitment and job satisfaction. A quantitative study was conducted, and stratified random sampling was employed to collect data. Questionnaires were distributed and answered by 130 respondents. The findings reveal that organizational commitment that comprises normative comm

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Clinebell, Sharon, Vida Skudiene, Renata Trijonyte, and James Reardon. "Impact Of Leadership Styles On Employee Organizational Commitment." Journal of Service Science (JSS) 6, no. 1 (2013): 139–52. http://dx.doi.org/10.19030/jss.v6i1.8244.

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This research study examines the relationship between transformational, transactional and passive/avoidant leadership styles and three dimensions of organizational commitment – affective, continuance, and normative in two subsidiaries of one multinational organization. The research findings revealed that transformational leadership has the strongest impact on affective commitment, although transactional leadership also affects affective commitment. Transformational leadership also has a significant positive affect on normative commitment. Transactional leadership has a significant positive aff

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Stinglhamber, Florence, Kathleen Bentein, and Christian Vandenberghe. "Extension of the Three-Component Model of Commitment to Five Foci1." European Journal of Psychological Assessment 18, no. 2 (2002): 123–38. http://dx.doi.org/10.1027//1015-5759.18.2.123.

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Summary: We tested the generalizability of Meyer and Allen's (1991) three-component model of commitment to five foci, using a sample of university alumni (N = 478) and a sample of hospital nurses (N = 186). First, measures of affective, continuance, and normative commitment to the organization, the occupation, the supervisor, the work group, and customers were developed and tested using confirmatory factor analysis. Results provided strong support for the three-component model both within and across foci. They also showed that “high sacrifice” and “low alternatives” were distinguishable subcom

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Sudiyani, Ni Nyoman, Putu Gede Denny Herlambang, and I. Gusti Putu Agung Widya Goca. "Organizational Commitment and Organizational Citizenship Behavior of Female Employees." International Journal of Review Management Business and Entrepreneurship (RMBE) 3, no. 2 (2024): 124–30. http://dx.doi.org/10.37715/rmbe.v3i2.4640.

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The purpose of this study is to examine how female employees' organizational citizenship behavior (OCB) is impacted by organizational commitment (affective, normative, and continuance commitment). With a sample of 108 female respondents, this study was carried out at the Tabanan Regency Village Credit Institution (LPD). Purposive sampling was used in order to determine the sample. Structural Equation Modeling (SEM) - Partial Least Square (PLS) with WARP-PLS.6 software was used to analyze the data. The findings demonstrated that OCB is positively and significantly impacted by organizational com

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Thamrin, Thamrin. "Budaya Organisasi dan Loyalitas Kerja yang dimediasi oleh Komitmen Kontinu." Jurnal Ilmiah Manajemen Kontigensi 6, no. 2 (2018): 82–95. https://doi.org/10.5281/zenodo.3206377.

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<em>This study aims to investigate organizational culture and work loyalty that is mediated by continuance commitment. The research method used is a quantitative approach with Structural Equation Modeling (SEM) analysis techniques. The population in this study were lecturers in the Private College of Information Technology Study Program in Medan City with a sample of 152 people. The results of the study prove that there is an influence of organizational culture on work loyalty that is mediated by continuance commitment. The research implications suggest optimizing organizational culture and co

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Ashraf, Amna, Hina Arshad, Ahmad Saeed Choudhary, et al. "Assessment of Organizational Commitment Among Nurses in Fatima Memorial Hospital, Lahore." Biological and Clinical Sciences Research Journal 6, no. 2 (2025): 142–45. https://doi.org/10.54112/bcsrj.v6i2.1592.

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Organizational commitment among nurses is a critical determinant of healthcare quality, staff retention, and job satisfaction. In settings with limited resources, such as in Pakistan, evaluating organizational commitment helps address challenges in workforce sustainability and care standards. Objective: To assess the level of organizational commitment, including affective, continuance, and normative commitment, among nurses working at Fatima Memorial Hospital, Lahore. Methods: A descriptive cross-sectional study was conducted at Fatima Memorial Hospital involving 133 registered nurses selected

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Fumani Donald, Mabasa, Ngirande Hlanganipai, and Shambare Richard. "The relationship between perceived organizational support and organizational commitment among academics: the mediating effect of job satisfaction." Investment Management and Financial Innovations 13, no. 3 (2016): 267–73. http://dx.doi.org/10.21511/imfi.13(3-1).2016.13.

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This study investigated the relationship between perceived organizational support (POS), job satisfaction (JS) and organizational commitment (OC) in an institution of higher learning. The mediating effect of job satisfaction on the relationship between perceived organizational support and organizational commitment was tested. Self-completion questionnaires were administered to a sample of (n=302) participants. Structural equation modelling techniques were used to test the hypothesized relationships. Results indicate strong significant positive correlations among the variables. Furthermore, fin

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Dimas Utoro Jati and Endah Winarti HS. "Analisis Pengaruh Kompetensi, Kompensasi Dan Budaya Organisasi Terhadap Komitmen Kontinuan (Study Empiris Pada PT. Eastwind Mandiri Semarang)." Dharma Ekonomi 28, no. 2 (2021): 19–35. http://dx.doi.org/10.59725/de.v28i2.51.

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The purpose of this study was to determine the effect of competence, compensation, and organizational culture on continuance commitment (empirical study at PT. EastWind Mandiri Semarang). The sample used as a sample is all employees of the Production Department, totaling 100 people, with a purposive sampling method. The analytical method used is data quality test, model quality test, hypothesis testing t-test and multiple linear regression analysis. There is an influence between competence on continuance commitment with a significant number of 0.002 < α = 0.05 so it is significant. Me

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Nalla, Mahesh K., Sheeraz Akhtar, and Eric G. Lambert. "Exploring the Connection between Job Satisfaction and Different Forms of Organizational Commitment among Police." Criminal Justice and Behavior 47, no. 5 (2019): 511–28. http://dx.doi.org/10.1177/0093854819896611.

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Police operate around the world. Police organizations are tasked with a wide variety of duties, and successful police organizations need committed officers. The three main forms of organizational commitment are affective, normative, and continuance commitment. This study examined the relationship of overall job satisfaction and facet job satisfaction (transfers, pay, promotions, and supervision) on affective, normative, and continuance commitment among 550 officers working in the operations and investigation wings of the Lahore Police Stations in Punjab, Pakistan. Based on multivariate ordinar

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Chintya Pienata, Endo Wijaya Kartika,. "The Role of Organizational Commitment on Organizational Citizenship Behavior in Hotel Industry." Jurnal Manajemen 24, no. 3 (2020): 373. http://dx.doi.org/10.24912/jm.v24i3.674.

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There are many studies that focused on the role of organizational commitment on Organizational Citizenship Behavior (OCB) specifically conducted in Indonesia. However, few of studies emphasize on the role of three conceptual constructs of organizational commitment namely affective, normative, and continuance on OCB in Indonesian context. Several empirical studies still remain inconclusive due to the inconsistency results. This research is intended as an empirical test to examine the role of three conceptual dimensions of commitment on OCB, and also tested to add body of knowledge about the res

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Farrukh, Muhammad, Chong Wei Ying, and Shaheen Mansori. "Organizational commitment: an empirical analysis of personality traits." Journal of Work-Applied Management 9, no. 1 (2017): 18–34. http://dx.doi.org/10.1108/jwam-12-2016-0026.

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Purpose The purpose of this paper is to investigate the impact of five-factor model of personality on organizational commitment in the higher educational institutes of Pakistan. Design/methodology/approach Quantitative methodology was adopted to measure the impact of personality on organizational commitment. A structured questionnaire was e-mailed to the faculty members of the social science department of higher education institutes. SmartPLS software was used to run the structural equation modeling technique. Findings The findings showed that extroversion, agreeableness, and conscientiousness

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Tagorda, Jonas Alexis. "Organizational Values as Indicators of Organizational Commitment in selected BPO Companies in Metro Manila." Journal of Business and Management Studies 7, no. 2 (2025): 207–23. https://doi.org/10.32996/jbms.2025.7.2.14.

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The purpose of the study is to analyze the connection between organizational values and organizational commitment in the Philippine Business Process Outsourcing (BPO) setting. Organizational values were represented by the McDonald and Gandz taxonomy of values while organizational commitment was conceptualized in three forms: affective, normative and continuance commitment. The study was done through employees from selected BPO companies in Metro Manila. The results of the correlation analysis revealed that all the values sets are positively correlated with the three components of commitment, w

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Ahmad, Mohamad Firdaus, Nur Syazwani Zulaikha Safwan, Norlena Salamuddin, et al. "Gender Differences in Organizational Commitment." Journal of Law and Sustainable Development 11, no. 8 (2023): e518. http://dx.doi.org/10.55908/sdgs.v11i8.518.

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Objective: This study aims to determine the gender disparities of commitment between male and female employees within an organization. This study aims to offer valuable insights to employers, assisting them in fostering an inclusive work environment that encourages equal commitment and engagement from all employees, irrespective of their gender. Method: A survey study was conducted, which involved 370 employees who are currently employed in public and private organizations in Malaysia. Samples were selected using stratified random sampling. The study employed a questionnaire comprising 22 item

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Honer, Franchetta, and Jodine Burchell. "Toxic Leadership and Organizational Commitment in Faith-Based Healthcare Organizations." Business Management Research and Applications: A Cross-Disciplinary Journal 1, no. 1 (2022): 16–36. http://dx.doi.org/10.54093/bmra.v1i1.2121.

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In response to increasing cultural diversity at faith-based healthcare organizations, sincere, responsive, and sensitive leadership is critical to ensuring the organizational commitment of African American employees. Research was lacking on the relationship between toxic leadership and organizational commitment within faith-based healthcare settings. Further, little research existed on the ways toxic leadership affects the organizational commitment of African American workers. The purpose of this quantitative, non-experimental, correlational study was to examine the relationship between toxic

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Yüzbaşioğlu, Nedim, and Oğuz Doğan. "Relationship between Paternalistic Leadership and Organizational Commitment in Hospitality Industry: Case of Antalya, Turkey." Academic Journal of Interdisciplinary Studies 7, no. 1 (2018): 163–73. http://dx.doi.org/10.2478/ajis-2018-0017.

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Abstract The purpose of this study is to examine the relationship between paternalistic leadership and organizational commitment in hotel enterprises. For this purpose, the data obtained from 243 employees at randomly selected hotel enterprises operating in Antalya region. The findings indicated that there is a relationship between paternalistic leadership and organizational commitment. Furthermore, a moderating relationship was found between benevolent leadership and affective commitment, continuance commitment, normative commitment. The findings also indicated that there is a low-level relat

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Ariyani, Ariyani. "Organizational Commitment Mediates The Influence Of Transformational Leadership On Employees' Work Life Quality At Rsud Ratu Aji Putri Botung." OPSearch: American Journal of Open Research 2, no. 8 (2023): 648–63. http://dx.doi.org/10.58811/opsearch.v2i8.71.

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This study aims to investigate the influence of transformational leadership on employees' work life quality at RSUD Ratu Aji Putri Botung, with organizational commitment (affective, continuance, and normative commitment) as a mediator. The study employs a quantitative approach with an explanatory research method. The sample consists of 220 non-permanent employees (THL) selected through purposive sampling technique. Data is collected through questionnaires measuring the aforementioned variables. The results reveal that transformational leadership significantly and positively affects affective,

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Abdullah, Abdullah. "Evaluation of Allen and Meyerâ€™s Organizational Commitment Scale: A Cross-Cultural Application in Pakistan." Journal of Education and Vocational Research 1, no. 3 (2011): 80–86. http://dx.doi.org/10.22610/jevr.v1i3.13.

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Organizational Commitment comprises of three distinguishable components: Affective, Continuance and Normative Commitment. This study aims at evaluating Construct Validity (Convergent and Discriminant Validity) and Internal Reliability for Allen and Meyerâ€™s Organizational Commitment Scale (1996) among the Banking Sector employees of Pakistan. This study is the first of its kind in a Pakistani setting. Eighteen items (6 for each of the three measures of Affective, Continuance and Normative Commitment) were used in the questionnaire. Two hundred and fifteen (215) valid responses from Major citi

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Akhimien, Prince Godswill, Osarenmwinda Smart, and Osaigbovo Surprise. "Organisational Trust and Employee Commitment in Nigerian Financial Institutions." International Journal of Research and Innovation in Social Science VIII, no. VII (2024): 1590–97. http://dx.doi.org/10.47772/ijriss.2024.807129.

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This study investigates the relationship between organizational trust and employee commitment within Nigerian financial institutions, specifically Zenith Bank and Access Bank branches in Uromi, Edo State. Organizational trust is examined through the dimensions of integrity and transparency, while employee commitment is explored in terms of affective and continuance commitment. The study adopts a quantitative research approach, employing surveys administered to employees from both banks to collect data on perceptions of organizational trust and commitment. The sample consists of 62 employees fr

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Gonzales, Jenny Rose, and Christian Halili. "Organizational Culture and Commitment Among Instructors of Higher Education Institutions in San Jose City, Nueva Ecija." CGCI International Journal of Administration, Management, Education and Technology 1, no. 3 (2025): 75–90. https://doi.org/10.70059/9xcayg95.

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This study determined the organizational culture and commitment among 42 instructors of higher education institutions in San Jose City, Nueva Ecija, during the second semester of School Year 2019-2020. A descriptive-correlational research design was used in the study. The study employed total enumeration and utilized a questionnaire checklist to collect data. The instructors of higher education institutions in San Jose City have a strong positive organizational culture regarding rewards and recognition. Respondents provide a supportive work culture in their organization. They are committed to

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Novianti, Khusnul Rofida. "DOES ORGANIZATIONAL COMMITMENT MATTER? LINKING TRANSFORMATIONAL LEADERSHIP WITH ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)." Jurnal Aplikasi Manajemen 19, no. 2 (2021): 335–45. http://dx.doi.org/10.21776/ub.jam.2021.019.02.09.

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This research was conducted to identify the antecedents dimension of organizational commitment that consist of affective, continuance, and normative commitment to mediate transformational leadership on organizational citizenship behavior (OCB) in the salespeople’s banking sector in Malang, East Java. The population of this research was the employees in the banking sector that provides insurance and investment services in Malang city. The sampling technique used was non-probability sampling. A questionnaire was used as a research instrument. 118 responses were analyzed using Smart Partial Least

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He, Hao, and Chonlavit Sutunyarak. "Perception of Corporate Social Responsibility, Organizational Commitment and Employee Innovation Behavior: A Survey from Chinese AI Enterprises." Journal of Risk and Financial Management 17, no. 6 (2024): 237. http://dx.doi.org/10.3390/jrfm17060237.

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This study delves into the relationships between the perception of corporate social responsibility (PCSR), organizational commitment and employee innovation behavior, as well as the multiple mediating roles of affective, normative and continuance commitment in the relationship between the perception of CSR and innovation behavior. This research involved 419 employees from 15 artificial intelligence (AI) enterprises in Shenzhen, China. This study’s hypotheses were tested using structural equation modeling. The findings indicate that PCSR significantly impacts innovation behavior, and affective,

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Souisa, Wendy Wendy. "HUBUNGAN ANTARA KECERDASAN EMOSIONAL DAN KOMITMEN ORGANISASI PADA KARYAWAN HOTEL." Movere Journal 4, no. 2 (2022): 32–40. http://dx.doi.org/10.53654/mv.v4i2.260.

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This study aims to determine the relationship between emotional intelligence and organizational commitment to hotel employees in Ambon City. The sample for this study was several different hotel employees in Ambon City totaling 60 people. This study uses a correlation test to determine the level of closeness of the relationship between emotional intelligence variables and organizational commitment, where organizational commitment is divided into three parts, namely affective commitment, continuance commitment, normative commitment. This study found that emotional intelligence had a significant

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Najm, Najm, Abdul Azez, B. Alnidawy, and Abdul Sattar. H. Yousif. "Corporate governance and organizational commitment: the mediating role of organizational culture." European Journal of Government and Economics 11, no. 1 (2022): 113–38. http://dx.doi.org/10.17979/ejge.2022.11.1.7564.

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This study seeks to determine the impact of corporate governance dimensions (compliance with the corporate governance code, top management, control environment, transparency and disclosure, rights of shareholders and stakeholders) on the three main types of organizational commitment, (affective, continuance and normative). It also aims at examining the impact of organizational culture, as an intermediate variable, on the relationship between the two above mentioned variables. The sample of this study comprised 152 respondents working at five types of Jordanian companies. The results of the stu

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Panggabean, Mutiara S. "PERBEDAAN KOMITMEN ORGANISASIONAL BERDASARKAN KARAKTERISTIK INDIVIDU." Media Riset Bisnis & Manajemen 1, no. 2 (2020): 89–124. http://dx.doi.org/10.25105/mrbm.v1i2.8060.

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The paper studies the comparablity of organizational commitment according to different individual characteristic consists of sexes, age, education, tenure, mamiage status and dependants. The organizational commitment is measured by three dimensions: continuance, affective, and normative commitments. The samples are students of the University of Indonesia and University of Trisakti. By using ANOVA and Post-Hoc Pair wise Muliple Comparison and Independent T-test, the study concludes that organizational commitment is differed based on individual characteristics on of sexes, age, education, tenure

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Putro, Prima Utama Wardoyo. "ETIKA KERJA ISLAM, KOMITMEN ORGANISASI, SIKAP PADA PERUBAHAN ORGANISASI TERHADAP KINERJA." Jurnal Manajemen Indonesia 18, no. 2 (2018): 116. http://dx.doi.org/10.25124/jmi.v18i2.1205.

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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 organizat

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Mutmainnah, Dhyah, Tjutju Yuniarsih, Disman Disman, Janah Sojanah, Muji Rahayu, and Iman Sidik Nusannas. "The Impact of Directive Leadership on Innovative Work Behavior: The Mediation Role of Continuance Commitment." Journal of Indonesian Economy and Business 37, no. 3 (2022): 268–86. http://dx.doi.org/10.22146/jieb.v37i3.3377.

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Introduction/Main Objectives: The aim of this study is to test the effect of directive leadership and continuance commitment on innovative work behavior while also explaining the mediating role of continuance commitment and the effect of directive leadership on innovative work behavior. Background Problems: Managing innovative employee behavior is an integral component of sustainable organizational development. Innovative work behavior (IWB) is very important for improving organizational performance. Many studies have identified the antecedent factors of IWB. Novelty: The novelty of this res

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Jimenez, Jessica B., Nuevas T. Montes, Jose D. Velez, and Mila Mae A. Caballero. "Organizational Communication in Relation to the Organizational Commitment among Local Government Employees, Panglao, Bohol." University of Bohol Multidisciplinary Research Journal 9, no. 1 (2021): 30–56. http://dx.doi.org/10.15631/ubmrj.v9i1.132.

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This study intended to find out the relationship between the level of communication effectiveness and the three dimensions of organizational commitment among the employees of the Local Government of Panglao, Province of Bohol. The research engagement utilized the quantitative method, using a descriptive-normative survey in gathering the data. The inclusion criteria in this particular study were the randomly selected 17respondents of the 30 top management and the 161 of the 370 rank-and-file and job order employees of the Local Government Unit (LGU) of Panglao at 95% confidence level and 5% deg

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Schusterschitz, Claudia, Willi Geser, Elisabeth Nöhammer, and Harald Stummer. "Securely Attached, Strongly Committed? On the Influence of Attachment Orientations on Organizational Commitment." German Journal of Human Resource Management: Zeitschrift für Personalforschung 25, no. 4 (2011): 335–55. http://dx.doi.org/10.1177/239700221102500407.

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The paper at hand is the first that explores the notion of attachment orientations, i.e. attachment anxiety and attachment avoidance, influencing individual attachment towards an organization, i.e. employees' affective, normative and continuance commitment. Findings of a questionnaire survey reveal positive correlations of attachment anxiety with affective, normative and continuance commitment. Attachment avoidance in contrast was found to contribute only to the prediction of affective commitment. Reconsidered, our results imply low affective, normative and continuance commitment for secure em

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Mohamad Fuzi, Amirah, Wan Farhatun Wahida Zulkifli, Nurul Hidayana Mohd Noor, and Afief El Ashfahany. "Organizational Commitment and Organizational Citizenship Behaviour: The Moderating Effect of Trust among Fast Food Restaurant Employees." Journal of Advanced Research in Business and Management Studies 37, no. 1 (2024): 23–38. https://doi.org/10.37934/arbms.37.1.2338.

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There is an increasing employee turnover rate in the fast-food service industry. When organizational citizenship behavior among the employees is low, they tend to be demotivated, and their productivity will be reduced, affecting the tasks or jobs their supervisor assigns. Organizational citizenship behavior refers to the voluntary behavior exhibited by the employees while in the organization. Employees with this behavior tend to work harder as it boosts their motivation and induces passion. The study investigates the effect of organizational commitment on organizational citizenship behavior am

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Jaros, Stephen, and Robert A. Culpepper. "An analysis of Meyer and Allen's continuance commitment construct." Journal of Management & Organization 20, no. 1 (2014): 79–99. http://dx.doi.org/10.1017/jmo.2014.21.

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AbstractResearchers have disagreed recurrently over the years concerning the nature of continuance commitment as developed within the Meyer and Allen paradigm, specifically whether continuance commitment consists of ‘high sacrifices’ and ‘low alternatives’ subdimensions. To address this, Edward's analytical strategy was used to examine continuance commitment as having superordinate, aggregate, or multivariate structural forms. Results suggest that (1) continuance commitment is not a multidimensional construct, (2) that the ‘high sacrifices’ subscale alone taps continuance commitment, and (3) t

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