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Journal articles on the topic 'Employee commitment'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Febriani, Yunita, Yulia Puspita Sari, Fitantina, and Eko Ardi Wiyanto. "Unravelling Motivation: The Key Mediator between Organizational Commitment and Employee Performance at Wyndham Opi Hotel." Journal of Business and Management Review 6, no. 2 (2025): 074–91. https://doi.org/10.47153/jbmr.v6i2.1457.

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Research Aims: This study aims to analyse the role of motivation as a mediator in the relationship between organizational commitment and employee performance at Wyndham Opi Hotel Palembang. The research is based on the phenomenon of the hotel's failure to achieve its specified targets and the relatively high employee turnover rate. Design/methodology/approach: The study was conducted on a population of 150 employees, with data collected through interviews and questionnaires. The analysis technique employed was Structural Equation Modelling-Partial Least Squares (SEM-PLS) to assess the relation

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Puspita, Theresia Yunie. "PENGARUH PERSEPSI KARAKTERISTIK PEKERJAAN DAN DUKUNGAN ORGANISASI TERHADAP OCB DENGAN MEDIASI KOMITMEN PERTUMBUHAN DAN NORMATIF KARYAWAN." Jurnal Sosial dan Teknologi Terapan AMATA 1, no. 1 (2022): 25–32. http://dx.doi.org/10.55334/epic.v1i1.195.

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This research aims to determine the effect of perceptions of job characteristics and organizational support for OCB by mediating growth commitment and normative commitment of employees in the Engineering Division at PT. Adya Graha Surabaya. This research uses a quantitative approach that focuses more on hypothesis testing, while the data analysis technique uses path analysis, which looks at the relationship between job characteristics and organizational support felt by employees towards OCB through mediating growth commitments and employee normative commitments. The research findings indicate

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OBENG, ANTHONY FRANK, PRINCE EWUDZIE QUANSAH, ERIC COBBINAH, and STEPHEN ABIAM DANSO. "Organizational Climate and Employee Performance: Examining the Mediating Role of Organizational Commitment and Moderating Role of Perceived Organizational Support." International Journal of Human Resource Studies 10, no. 3 (2020): 238. http://dx.doi.org/10.5296/ijhrs.v10i3.17395.

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Engaging employees and being supportive in enhancing their well-being in an organization is very paramount. Past studies show that these practices and policies are beneficial to the commitment level of the employer and the employee in the attainment of employee performance. This study was then conceptualized to examine the moderating effect of perceived organizational support on the relationships between organizational climate and organizational commitment and organizational commitment and employee performance. Also, the mediating effect of organizational commitment in the relationship between

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MUELLER, CHARLES W., JEAN E. WALLACE, and JAMES L. PRICE. "Employee Commitment." Work and Occupations 19, no. 3 (1992): 211–36. http://dx.doi.org/10.1177/0730888492019003001.

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5

DeCotiis, Thomas A., and J. Michael Jenkins. "Employee Commitment." Cornell Hotel and Restaurant Administration Quarterly 26, no. 4 (1986): 70–75. http://dx.doi.org/10.1177/001088048602600419.

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Muhyi, Herwan Abdul. "THE INFLUENCE OF ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT ON EMPLOYEE PERFORMANCE (Study in PT Pelayaran Samudera Selatan Jakarta)." Strategic : Jurnal Pendidikan Manajemen Bisnis 10, no. 2 (2010): 1. http://dx.doi.org/10.17509/strategic.v10i2.1081.

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Organizational culture and organizational commitment are the two factors that related to unoptimal employee performance The purpose of this research is to know, firstl; the implementation of organizational culture,organizational commitment, employee performance; and secondly, the influence of organizational culture and organizational commitment on the employee performancet. Variables of this research consist of organizational culture (X1), organizational commitment with subvariables; affective commitment (X2), continuance commitmen (X3), normative commitment (X4). and employee performance (Y).

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Hidayati, Elly Wahyu, Achmad Sani Supriyanto, and Vivin Maharani Ekowati. "Work Commitment as A Mediator of Work Environment Effect on Employee Performance." Management and Economic Journal (MEC-J) 5, no. 1 (2021): 59–66. http://dx.doi.org/10.18860/mec-j.v5i1.11421.

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This study aims to examine the effect of work environment on work commitments, work commitment on employee performance, and work commitment as a mediator of work environment influence on employee performance. The samples are 43 KPPN employees in Malang. Data are collected directly from the respondents through questionnaires and analyzed with path analysis using SPSS software. The result shows that work environment has a positive and significant influence on work commitment, and work commitment also has a positive and significant effect on employee performance. Therefore, work commitment proves

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Yamin, Ahmad Hudi, and Setiyawan Setiyawan. "The Influence of Leader Behaviour, Work Atmosphere, and Job Satisfaction on Employee Commitments in the Secretariat of the Regional House of Representatives." International Journal of Research and Scientific Innovation 09, no. 05 (2022): 30–35. http://dx.doi.org/10.51244/ijrsi.2022.9503.

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The success of the organization is determined by its employees’ commitments. Employees with a strong affective commitment are motivated to achieve greater levels of job performance and make meaningful contributions to the firm. This study focused on the effect of leader behavior, work atmosphere, and job satisfaction on employee commitment in the secretariat of the regional House of Representatives in Pasuruan, East Java, Indonesia. This study is quantitative approach and using explanatory research. Sample of this study is 28 employees. This research aims to analyze the partial and simultaneou

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Sumardona, Sumardona, and Saida Saida. "Peningkatan Kinerja Sumber Daya Manusia Berbasis Gaya Kepemimpinan, Kepercayaan dan Komitmen." Robust: Research of Business and Economics Studies 2, no. 2 (2022): 156. http://dx.doi.org/10.31332/robust.v2i2.5293.

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Research thesis titled Performance Improvement Based Human Resources Leadership Style, Confidence and Commitment which aims to examine and analyze the effect of the variable leadership style on employee confidence, work commitments and performance of human resources . Besides, this research examines and analyzes the influence of variables of trust employees to work commitments and to test and analyze the effect of trust and commitment of employees working on the performance of human resources. This research was conducted by survey method by distributing questionnaires to 100 employees at the R

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Okereka, Onofere Princewill, and Olisa Kizito Abasili. "Manpower Development and Employee Commitment in Selected Local Government Areas in Delta State." International Journal of Public Administration Studies 3, no. 2 (2024): 79. http://dx.doi.org/10.29103/ijpas.v3i2.14395.

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Nigerian local governments have been investing in employee training and manpower development over the years to improve the institutions' overall performance and level of dedication. This is because it is acknowledged that training and workforce development play a critical role in achieving organizational goals and objectives. Thus, in a few Delta State local government units, this study looked at the relationship between employee commitment and manpower development. Using a self-administered questionnaire, 390 employees provided data, and the Taro Yamane method was used to calculate the sample

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Anindita, Rina, and Adventia Emilia Seda. "How employee engagement mediates the influence of individual factors toward organizational commitment." Problems and Perspectives in Management 16, no. 1 (2018): 276–83. http://dx.doi.org/10.21511/ppm.16(1).2018.27.

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Employee engagement affects the Employer Commitment which has influence on the expression desired by someone in relation to their professional attitude, connecting the work with personal life for psychological, cognitive, emotional, and their personal feelings as a whole, so that employees engagement towards a company will drive the employees’ performance. This is proved by the previous studies, but they have not included individual factors as the force that forms employee engagement or organizational commitment, specifically because seeing how the consequences of employee engagement produced.

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Mawoli, Mohammed Abubakar, and Toun Olanrewaju Bolawa. "Employee commitment and turnover intentions in new generation commercial banks in Ilorin metropolis." Kampala International University Interdisciplinary Journal of Humanities and Social Sciences 1, no. 3 (2020): 25–34. http://dx.doi.org/10.59568/kijhus-2020-1-3-03.

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This study examines the effect of Affective, Continuance and Normative Commitments on employee’s intention to quit employment in Commercial Banks in Ilorin Metroplis. The population of the study comprised employees of Money Deposit Banks established after Nigerian independence (New Generation Banks) operating in Ilorin metropolis. Simple random sampling was used to select 229 banks’ staff and subsequently surveyed using a close-ended questionnaire instrument. The study employed mean and standard deviation to summarize the research data for further statistical processing, while multiple regress

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Radosavljevic, Zivota, Vesna Cilerdzic, and Milan Dragic. "Employee organizational commitment." International Review, no. 1-2 (2017): 18–26. http://dx.doi.org/10.5937/intrev1702018r.

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Aziz, Hassan Mahmood, Baban Jabbar Othman, Bayar Gardi, et al. "Employee Commitment: The Relationship between Employee Commitment And Job Satisfaction." Journal of Humanities and Education Development 3, no. 3 (2021): 54–66. http://dx.doi.org/10.22161/jhed.3.3.6.

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Hassan, Abdulhafis Adeyinka, Habibat Bolanle Abdulkareem, and Ramota Funsho Sanni. "Efficacy of Performance Management on Organizational Commitment to Serve Police Personnel." Indonesian Journal of Multidiciplinary Research 3, no. 1 (2022): 145–52. https://doi.org/10.17509/ijomr.v3i1.52518.

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The importance of performance management cannot be underestimated in employee organizational commitment. Organizational commitment is a psychological link between an employee and his or her organization that makes it less likely that the employee will voluntarily leave the organization and the extent to which an employee develops an attachment and feels a sense of allegiance to his or her employer. Social exchange theory was used to anchor the study and the study considered employee welfare and job rotation among other performance management, descriptive statistic method was adopted and Pearso

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Jannah, Andi Siti Raodahtul, and Edy Jumady. "EFEK PEMBERIAN INSENTIF DAN KOMITMEN DALAM UPAYA PENINGKATAN PRODUKTIVITAS KERJA KARYAWAN PT GELAEL SUPERMARKET MAKASSAR." Al-KALAM : JURNAL KOMUNIKASI, BISNIS DAN MANAJEMEN 7, no. 2 (2020): 83. http://dx.doi.org/10.31602/al-kalam.v7i2.3257.

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This study aims to analyze: (1) the effect of providing incentives to employee work productivity, (2) the effect of commitment to employee work productivity, (3) the effect of intuitive and commitment to the work productivity of employees of PT. Gelael Supermarket. This research is a descriptive quantitative research. The study population was all employees of PT. Gelael Supermarket as many as 150 employees with a sample of 65 respondents. Data collection using questionnaires and interviews, the sampling technique is simple random sampling, while the data analysis is done using multiple linear

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Jena, Lalatendu Kesari, Pratishtha Bhattacharyya, and Sajeet Pradhan. "Employee Engagement and Affective Organizational Commitment: Mediating Role of Employee Voice among Indian Service Sector Employees." Vision: The Journal of Business Perspective 21, no. 4 (2017): 356–66. http://dx.doi.org/10.1177/0972262917733170.

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Several studies have conceptualized and tested the relationship between employee engagement and affective organizational commitment. Yet, the mediating mechanism that explains the association between these two constructs was rarely investigated. This article attempts to test the indirect effect of employee voice on employee engagement—affective organizational commitment linkage by drawing responses from 301 executives working in Indian service sector. The finding of the study reported employee voice mediating the association of employee engagement and affective organizational commitment. In co

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Pokhrel, Shree Krishna, Sudha Bhujel, and Laxman Pokhrel. "Employer Branding as a Promoter of Employees’ Organisational Commitment." Journal of Business and Social Sciences Research 8, no. 1 (2023): 1–16. http://dx.doi.org/10.3126/jbssr.v8i1.56574.

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The purpose of the study is to investigate the role of employer branding (EB) on employee organisational commitment (OC) among employees of various service sectors such as banking and financial institutions and health. The paper employed a cross-sectional survey research design consisting of a self-administrated questionnaire for collecting data from 260 employees. Data were collected using purposive sampling. A Partial Least Squares Structural Equation (PLS-SEM) was used to test the hypotheses. The findings show that EB positively and significantly affects affective commitment (AC), continuou

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Fatchiya, Fella, I. Ketut R. Sudiarditha, and Henry Eryanto. "Effect of Quality of Work Life on Performance Employees with Variables Work Commitments Intervening in Millenial Generation Employees in PT Pelabuhan Indonesia II (Persero) Head Office." IJHCM (International Journal of Human Capital Management) 5, no. 1 (2021): 107–14. http://dx.doi.org/10.21009/ijhcm.05.01.9.

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Abstract: This study aims to analyze the influence of quality of work life on employee performance with work commitment as an intervening variable on employees of the millennial generation of PT head office. Port of Indonesia II (Persero). Determination of samples using Probability Sampling method with 160 respondents and analyzed using Structural Equation Model Partial Least Square (SEM PLS) analysis method. The results of the study showed that 1) the quality of work life has a positive and significant effect on employee performance, indicating that if the quality of work life in employees of

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Joko Bagio Santoso, Ali Akhmadi, and Siti Nafisah. "Employee Performance Factors at PT. Boston Nusantara." Management Studies and Business Journal (PRODUCTIVITY) 1, no. 1 (2024): 1–7. http://dx.doi.org/10.62207/fx3ye802.

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Employees are valuable assets to the organization, and their efforts will help the company accomplish its mission. Companies that cannot manage and monitor their employees' performance will negatively impact the achievement of the company's goals and vision. Employee commitment supported with excellent work discipline and a high level of job satisfaction has an impact on employee performance. However, there are still employees that are uncommitted and lack strong work discipline. This study aims to investigate and identify some of the factors of employee performance at PT. Boston Nusantara, su

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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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Sakila, Kevin Luhika. "Pengaruh Kepuasan Kerja, Affective Commitment, Continuance Commitment, dan Normative Commitment terhadap Turnover Intention Karyawan Grand Palace Hotel Malang." Ekonomi Bisnis 24, no. 1 (2019): 31. http://dx.doi.org/10.17977/um042v24i1p31-42.

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ABSTRACT Sakila, Kevin Luhika. 2018. The Influence of Job Satisfaction, Affective Commitment, Continuance Commitment, and Normative Commitment to Employee Intention Turnover Grand Palace Hotel Malang. Sarjana's Thesis, Department of Management, Faculty of Economics, Universits Negeri Malang. Advisor: Lohana Juariyah, S.E., M.Si KEY WORDS: Job Satisfaction, Affective Commitment, Continuance Commitment, Normative Commitment, Employee Turnover Intention The hospitality industry is one of the industries that often experience employee turnover problems. Basically, to know the factors causing someon

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Rana, Geeta, Ravindra Sharma, S. P. Singh, and Vipul Jain. "Impact of Employer Branding on Job Engagement and Organizational Commitment in Indian IT Sector." International Journal of Risk and Contingency Management 8, no. 3 (2019): 1–17. http://dx.doi.org/10.4018/ijrcm.2019070101.

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This article seeks to empirically examine the impact of employee branding on job engagement and organizational commitment in Indian IT companies. The data was collected from 250 employees employed in various companies in Indian IT companies. Results revealed a strong positive association between employer branding and job engagement, job engagement and organizational commitment, and employer branding and organizational commitment. Further, job engagement showed a partial mediating effect on the link between employer branding and organizational commitment. This is the first empirical investigati

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Drake, Julie, Joanne Blake, and Wayne Swallow. "Employer engagement: the critical role of employee commitment." Education + Training 51, no. 1 (2009): 23–42. http://dx.doi.org/10.1108/00400910910931814.

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Getnet, Daniel, and Alemayehu Turga Fujie. "Effect of Leadership, Employee Commitment, and Work Motivation, on Employees' Performance." Journal Research of Social Science, Economics, and Management 3, no. 6 (2024): 1310–22. http://dx.doi.org/10.59141/jrssem.v3i6.606.

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This study aimed to test and analyze the effect of leadership, employee commitment, and work motivation on employee performance. The researcher employed a correlational research design, which is suitable for examining the relationships between variables. The data collected from the questionnaires was analyzed using regression model fit and ANOVA. Regression model fit helps to determine how well the model predicts the outcome variable. At the same time, ANOVA assesses the significance of the relationships between employee performance, employee commitment, work motivation, and job satisfaction.

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Monika, Rahayu Kristanti, Tri Wijayati Wardoyo Dewie, and Dwijanto Witjaksono Andre. "The Influence of Training, Social Capital, and Commitment on Employee Performance (A Study at the Fire and Rescue Department of Surabaya City)." Journal of Economics, Finance And Management Studies 08, no. 01 (2025): 583–88. https://doi.org/10.5281/zenodo.14753101.

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This study examines the influence of training, social capital, and commitment on employee performance at the Fire and Rescue Department of Surabaya City. Effective human resource management is crucial for developing superior and high-quality human resources, enabling employees to work reliably and professionally. Training is a vital investment that provides long-term benefits to both organizations and employees. Social capital is considered a valuable asset because employee quality and competence directly affect organizational productivity and success. Organizational commitment serves as a key

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Kamule, Rahul Arun, and Dr S. C. Patil. "EXAMINING THE RELATIONSHIP BETWEEN EMPLOYEE COMMITMENT ON ORGANIZATIONAL EFFECTIVENESS." JCMM’s Kaleidoscope Journal of Management Research 1, no. 1 (2024): 20–23. http://dx.doi.org/10.62801/jkjmr-v1i1-4.

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In the era of globalization, the concept of employee commitment is widely discussed within organizations. Research indicates that employee engagement not only enhances organizational effectiveness but also contributes to sustaining higher levels of commitment among employees. The extent to which an employee is devoted to their organization and its values is commonly referred to as employee commitment. Both employee productivity and allegiance to the company are pivotal factors in the overall success of the corporation. This essay aims to explore the significance of motivated employees in the a

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Boateng, Thekla, and Ellis Kwadwo Peprah. "The Impact Of Leadership Styles On Employee Commitment: A Reflective Analysis In The Context Of Guinness Ghana Breweries Limited." IOSR Journal of Business and Management 26, no. 12 (2024): 01–09. https://doi.org/10.9790/487x-2612050109.

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This study delves into the essential role of effective leadership in promoting employee commitment within organizations. Drawing from the field of organizational psychology and organizational behaviour literature, this study investigates how various leadership styles influence employee commitment within the context of Guinness Ghana Breweries Limited (GGBL) located in Kumasi. A total of 120 participants comprising 85 employees and 35 leaders were included in the study. The multifactor leadership questionnaire (MLQ) and organizational commitment questionnaire (OCQ) were used as the primary inst

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Hartanto, Didy Agus, Saladin Ghalib, and Irwansyah Irwansyah. "PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, KEPUASAN KERJA, DAN KOMITMEN ORGANISASIONAL TERHADAP KINERJA KARYAWAN (Studi pada karyawan Hotel Aston Banua)." Jurnal Bisnis dan Pembangunan 10, no. 1 (2021): 37. http://dx.doi.org/10.20527/jbp.v10i1.9952.

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The research objective was to determine the effect of Transformational Leadership on Job Satisfaction and Employee Performance, Organizational Commitment on Job Satisfaction and Employee Performance, Job Satisfaction on Employee Performance, Job Satisfaction as an intervening variable between Transformational Leadership and Employee Performance, and Job Satisfaction as an intervening variable between Organizational Commitments and Employee Performance.The population of the study was all employees totaling 40 people. Data collection using a questionnaire with Likert Scale. Data analysis was per

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Lim, Lin Lin, Junaimah Jauhar, Yashar Salamzadeh, and Rizwan Ullah Khan. "DETERMINANTS OF GEN Y EMPLOYEES’ JOB PERFORMANCE, EMPLOYEE COMMITMENT AS MEDIATOR, NOT MODERATED BY LEADERSHIP STYLES." International Journal of Education, Psychology and Counseling 7, no. 47 (2022): 35–54. http://dx.doi.org/10.35631/ijepc.747005.

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The purpose of this study is to examine empirically the effects of human resources practices (mainly rewards, training and development and work-life balance), Generation Y (Gen Y) employee commitment and leadership styles on Gen Y employees’ job performance. The study also investigates human resources practices on Gen Y employee job performance with employee commitment as mediator and both transactional and transformational leadership styles as moderator. This study used the sample data collected which completed by fully employed Gen Y employees of manufacturing companies from Northern Corrido

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Bučiūnienė, Ilona, and Vida Škudienė. "Impact of Leadership Styles on Employees' Organizational Commitment in Lithuanian Manufacturing Companies." South East European Journal of Economics and Business 3, no. 2 (2008): 57–66. http://dx.doi.org/10.2478/v10033-008-0015-7.

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Impact of Leadership Styles on Employees' Organizational Commitment in Lithuanian Manufacturing CompaniesThis article investigates the relationship between employees' organizational commitment dimensions and leadership styles in Lithuanian manufacturing companies. The findings of the study reveal positive correlations between a transformational leadership style and affective and normative employee commitments. A laissez-faire leadership style was found to be negatively associated with employees' affective commitment.

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Agastya, Kadek Deva, Henny Meyliana, Hari Mudjiarto, Taridi Taridi, and Karsinah Karsinah. "How does Performance Employee Enhanced Mindful Leadership of School Employees?" Journal of Economic, Religious, and Entrepreneurship (JoERE) 1, no. 1 (2023): 1–11. http://dx.doi.org/10.60046/joere.v1i1.30.

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This study investigates the effect of mindful leadership and organizational commitment on employee performance in an organizational context. Mindful leadership is a leadership approach that integrates full awareness and attention in managing teams and organizations, while organizational commitment reflects the level of attachment, loyalty, and employee involvement. This study uses a quantitative approach by applying a questionnaire to employees of SMA in Bandar Lampung City. The collected data were analyzed using statistical regression techniques to examine the relationship between mindful lea

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Ingsih, Kusni, Fransiska Dita Jamalia, and Suhana Suhana. "Increasing OSH, Work Motivation, Employee Performance and Organizational Commitment of Hospital Employees." Academic Journal of Interdisciplinary Studies 11, no. 6 (2022): 194. http://dx.doi.org/10.36941/ajis-2022-0161.

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Empirically proving the effect of occupational safety and health (OSH), work motivation, and organizational commitment on employee performance is the aim of this study. The general hospital employees of the Lamandau area are the population in this study. The sample of this research is 100 respondents. Determination of the sample of this research is by purposive sampling. Multiple linear analysis with SPSS 22 program is the analytical tool. Sobel test is also used to determine and analyze the effect of mediation. The results showed that organizational commitment was not influenced by OSH. Work

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Habibah, Siti, Khaerul Rizal Abdurahman, and Wisnu Bayu Pratama. "Optimalisasi Komitmen Organisasi Karyawan Bagian Produksi PT. Hino Motors Manufacturing Indonesia Kabupaten Purwakarta Melalui Pengembangan Karier dan Kepuasan Kerja." J-MAS (Jurnal Manajemen dan Sains) 9, no. 1 (2024): 473. http://dx.doi.org/10.33087/jmas.v9i1.1683.

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The success of such a company lies in the role of every employee who has a strong commitment to its organization, because each employee whose strong commitments mean that they are willing to engage themselves with the company is characterized by a strong level of loyalty and dedication to the company. Then, from there, the commitment should be observed by every company. Some of the factors that can make the organization's commitment strong are how the company looks at the career development and job satisfaction of each of its employees. This research aims to find out the relationship between c

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Abbas, Resham, and Saira Ahmed. "HEARTSTRINGS AT WORK: EXPLORING CATALYSTS AND CONSEQUENCES OF EMPLOYEE COMMITMENT." International Journal of Business Reflections 4, no. 1 (2023): 39–55. http://dx.doi.org/10.56249/ijbr.03.01.39.

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Affective employee commitment, also known as organizational commitment, refers to the loyalty and emotional attachment that workers feel towards their employer. It reflects the extent to which employees align themselves with the organization's objectives and values and are willing to go above and beyond to contribute to its success. This study aims to provide a comprehensive understanding of affective employee commitment by examining the factors or antecedents that significantly influence it. Additionally, the study explores the positive outcomes that stem from the establishment of affective e

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IBRAHIM1, Aminu, Oladejo Lukman GBOLAGADE, Munir Shehu MASHI, and Kabir IBRAHIM. "Employee Commitment and Job Performance in Federal University Dutsin-ma, Katsina State." Nile Journal of Business and Economics 6, no. 16 (2020): 36–46. http://dx.doi.org/10.20321/nilejbe.v6i16.03.

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Employee commitment and job performance are considered to be an issue in Federal University Dutsin-ma to achieve high employee performance. The objective of this study is to study the employee commitment in relation to the performance of FUDMA Staff. The study investigated the impact of three dimensions of employee commitment-continuance, normative and affective commitments on employee Job performance. The researcher adopted a descriptive survey research design; total sample of 299 were selected using convenience sampling technique. Questionnaires were used to collect the data. Both Pearson Pr

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AKPOLO Rowland Bodiseowei and ODIRI, Vincent, I.O. "Employee Engagement and Organisational Commitment in Nigeria: Does it Matters for Local Government Service Commission?" Journal of Business and Management Studies 5, no. 1 (2023): 01–09. http://dx.doi.org/10.32996/jbms.2023.5.1.1.

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In the human resource literature, employee engagement and organisational commitment are very vital elements that propel organizational commitment, hence the need to empirically investigate if employee engagement matters for the organizational commitment of the local government service commission in Nigeria. The study was built on the social exchange and job demand-resources theories. A cross-sectional survey design and a sample size of three hundred and ninety-six (396) employees of the local government service commission were employed. The study used four (4) dimensions of employee engagement

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Uraon, Ram Shankar. "Examining the Impact of HRD Practices on Organizational Commitment and Intention to Stay Within Selected Software Companies in India." Advances in Developing Human Resources 20, no. 1 (2017): 11–43. http://dx.doi.org/10.1177/1523422317741691.

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The Problem Software companies are knowledge-based organizations, they invest considerably on human resource development (HRD) practices to overcome the shortage of competent workforce, to stay competitive in the dynamic and competitive business environment of today. Furthermore, software companies are continuously involved in HRD interventions for the development of employees; problems such as low levels of employee commitment, employee engagement, and employee intention to stay are the biggest challenges. The Solution This study examined the impact of comprehensive HRD practices on organizat

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Serradj, Toufik, and Amal Saidani. "Exploring the Impact of Organizational Support, Perceived Productivity, and Employee Status on the Organizational Commitment during the Mandatory Telework of COVID-19 Pandemic: Empirical Evidence with Algerian Employees." Journal of Comparative International Management 27, no. 2 (2024): 152–67. https://doi.org/10.55482/jcim.2024.34346.

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This study investigates the impact of mandatory teleworking during the coronavirus disease 2019 (COVID-19) pandemic on organizational commitment (OC) among employees in Algeria. A sample of 408 respondents were utilized, consisting of employees from public sector companies in Algiers. Data were collected through an online questionnaire, and the methodology employed is quantitative, using statistical analysis to examine the relationship between teleworking conditions and levels of OC. The results highlight significant associations between commitment levels and factors such as teleworking durati

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Muhammad Rafi Dhia. "Analysis of Career Development and Engagement on Gen Z Retention via Commitment in Jakarta Tech Companies." Assets Journal: Management, Administration, Economics, and Accounting 2, no. 1 (2024): 9–14. http://dx.doi.org/10.59923/assets.v2i1.180.

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This study aims to examine the impact of Career Development and Employee Engagement on the retention of Generation Z employees in technology companies in Jakarta, with Organizational Commitment serving as a mediating variable. The research uses Career Development and Employee Engagement as independent variables and Employee Retention as the dependent variable. Data was gathered by distributing questionnaires to 140 employees working in technology companies in Jakarta. An associative quantitative approach was employed, utilizing primary data and applying Structural Equation Modeling (SEM) throu

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Rubel, Mohammad Rabiul Basher, Nadia Newaz Rimi, and Tim Walters. "Roles of Emerging HRM and Employee Commitment: Evidence from the Banking Industry of Bangladesh." Global Business Review 18, no. 4 (2017): 876–94. http://dx.doi.org/10.1177/0972150917692223.

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This study examines the roles emerging human resource management (HRM) plays in enhancing employee commitment to the organization from the perspective of social exchange theory (SET). In this relationship, HRM roles represent the mechanisms through which managers’ actions, behaviours and HRM procedures affect employees’ commitment to the organization. A self-administered questionnaire survey was employed for data collection from a sample of 217 respondents drawn from front-line employees working in private commercial banking organizations in Bangladesh. Using structural equation analysis, the

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Sokoy, Raymond, Balthasar Kambuaya, and Ferdinand Risamasu. "Pengaruh Stres Kerja, Kepuasan Kerja Dan Komitmen Organisasi Terhadap Kinerja Pegawai." Adhigana Papua: Jurnal Ilmiah Magister Manajemen 3, no. 1 (2025): 33–43. https://doi.org/10.61331/adhiganapapua.v3i1.25.

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This study aims to: (1) analyze the simultaneous effects of work stress, job satisfaction, and organizational commitment on employee performance at the Youth and Sports Office of Jayapura Regency; (2) examine the partial effects of these variables on employee performance; and (3) identify the most dominant variable influencing employee performance. The study population consists of all employees of the Youth and Sports Office of Jayapura Regency, totaling 26 individuals, with a sample of 23 employees. A multiple regression analysis was employed to test the significance of the relationships betw

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Nainggolan, Mina Indryani, and Onan Marakali Siregar. "THE INFLUENCE OF WORK ETHIC AND ORGANIZATIONAL COMMITMENT ON EMPLOYEE PERFORMANCE AT PT. BTN (PERSERO) MEDAN BRANCH OFFICE." CASHFLOW : CURRENT ADVANCED RESEARCH ON SHARIA FINANCE AND ECONOMIC WORLDWIDE 3, no. 1 (2023): 142–55. http://dx.doi.org/10.55047/cashflow.v3i1.880.

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This study aims to analyze the influence of work ethic on employee performance, ascertain the impact of organizational commitment on employee performance, and determine the combined influence of work ethic and organizational commitment on employee performance. The research is of a quantitative nature with an associative approach. The study's population consists of employees at PT. Bank Tabungan Negara (Persero) Tbk Medan Branch Office. Simple random sampling was employed to select a sample of 61 respondents. The findings reveal that the work ethic variable (X1) significantly affects employee p

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Melisani, Meirna Melisani, Nurwulan Kusuma Devi, and Haspul Naser. "Employee Engagement Mediation: Employee Performance Through Employee Loyalty and Organizational Commitment." International Journal of Science and Society 6, no. 1 (2024): 168–84. http://dx.doi.org/10.54783/ijsoc.v6i1.1004.

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The automotive parts highly value the quality of production results, so it requires employee involvement to mediate employee loyalty and organizational commitment to improve employee performance. The quality demands of automotive parts production must meet customer standards. Therefore, employee performance determines the desired quality of work. Researchers will investigate the relationship between employee loyalty and organizational commitment by examining how employee engagement influences employee performance. The results of this study can provide input to management for future follow-up.

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Iqbal, Aimon, Nousheen Munawar, Imran Ali, and Nousheen Fatima. "Establishing Employee Commitment: Respect or Pay?" Journal of Management Studies and Development 3, no. 01 (2023): 1–16. http://dx.doi.org/10.56741/jmsd.v3i01.459.

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This research delves into whether employees prioritize workplace respect or Pay Satisfaction for their commitment to an organization, focusing specifically on the service sector, notably the banking industry. The overarching goal is to discern the determinants influencing employees' decisions to remain loyal to their current position or explore alternative job opportunities. Employing a cross-sectional, causal, and quantitative approach, primary data was collected through a structured and close-ended questionnaire targeting banking sector staff. The study revealed that employees exhibit diverg

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Duke-Andrews, Linda, and Judipat Obiora. "THE IMPACT OF PAY DISPERSION ON EMPLOYEE COMMITMENT: A STUDY OF SELECTED HOTELS IN PORT HARCOURT, NIGERIA." International Journal of Advanced Research in Public Policy, Administration and Development Strategies 6, no. 1 (2023): 174–95. http://dx.doi.org/10.48028/iiprds/ijarppads.v6.i1.14.

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This study investigated the impact of pay dispersion on employee commitment in the context of selected hotels in Port Harcourt, Nigeria. The primary objective was to examine how variations in pay among employees affect their levels of affective, continuance, and normative commitment. This study adopted a quasi-experimental research design to explore the impact of pay dispersion on employee commitment. A sample of 15 hotels in Port Harcourt was conveniently selected for the study, with a population of 500 employees. The Taro Yamen sampling size formula was employed to ensure a representative sa

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BOURROUK, Khalid, and Adiba BOUSFIHA. "Organizational Commitment Dimensions as Predictors of Employee Communication Behavior in Moroccan Private Organizations." African scientific journal Vol 3, N° 10 (2022): 227. https://doi.org/10.5281/zenodo.6367737.

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<strong>Abstract</strong> Organizational commitment and employee communication behavior have recently received an increased scholarly attention in the realm of public relations. Previous research has been oriented extensively towards examining the two constructs as antecedents or consequences of other organizational outcomes such as productivity, customer satisfaction and employee retention; however, the association between organizational commitment and employee communication behavior has not been examined. Hence, the present quantitative study purports to make a contribution to the literature

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Okolie, Ugo Chuks, and Thomastina Nkechi Egbon. "Flexibility Work Arrangements and Employee Normative Commitment in Selected General Hospitals in Delta State, Nigeria." Logika : Journal of Multidisciplinary Studies 14, no. 01 (2023): 102–21. http://dx.doi.org/10.25134/logika.v14i01.8358.

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This study examined flexible working arrangements and employee normative commitment in selected hospitals in Delta State. Specifically, to access the influence of flexi-time, job-sharing and telecommuting on employee normative commitment. A cross-sectional research design and simple random sampling technique was adopted. A questionnaire was employed as the research instrument for the study with 173 respondents deemed usable. The study was anchored on border theory and data collected were analysed using descriptive and inferential statistics. Correlation and multiple regression analysis were em

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Montayop, Pamfilia Ferdinanda, Yohanes Rante, and Westim Ratang. "Organizational Commitment on Employee Performance: The Mediating Role of Organizational Citizenship Behavior in Papua Province." International Journal of Research and Review 11, no. 3 (2024): 105–13. http://dx.doi.org/10.52403/ijrr.20240314.

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This study aimed to analyze the direct effect and indirect effect of organizational commitment on employee performance through organizational citizenship behavior in Boven Digoel Regency, Papua Province, Indonesia. The study utilized a sample of 142 employees selected through a consideration technique from ten regional apparatus organizations in Boven Digoel Regency, out of a total of 185 employees. Path analysis, facilitated by SmartPLS version 3.00, was employed for data analysis. The analysis yielded several noteworthy findings. First, organizational commitment was observed to lack a direct

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Isnaini, Tin, and Heru Sulistyo. "KINERJA KARYAWAN BERBASIS KEPEMIMPINAN TRANSFORMASIONAL." Jurnal Ekonomi dan Bisnis 12, no. 1 (2011): 106. http://dx.doi.org/10.30659/ekobis.12.1.106-121.

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The objective of this study is to analize and examine the optimalitation of transformational leadership and its influence on employee performance with employeeâ€™s affective commitment, continuans commitment, normative commitment and employeeâ€™s creativity variable as intervening variable at Bappeda Kabupaten Jepara. Respondents of this study are all employeesof Bappeda Kabupaten Jepara as many as 50 people, by sampling random sampling methods.With the analytical techniques by using Partial Least Square (PLS).Based on the analysis and discussion in this study obtained a general conclusion tha

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