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Journal articles on the topic 'Employees Organizational commitment. Corporate culture'

Author: Grafiati

Published: 4 June 2021

Last updated: 5 February 2022

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1

Anthony Wong, IpKin, and Jennifer Hong Gao. "Exploring the direct and indirect effects of CSR on organizational commitment." International Journal of Contemporary Hospitality Management 26, no. 4 (2014): 500–525. http://dx.doi.org/10.1108/ijchm-05-2013-0225.

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Purpose – The purpose of this study is to investigate the effect of perceived corporate social responsibility (CSR) on employees’ affective commitment through the mediating role of perceived corporate culture. Design/methodology/approach – Data were collected by means of self-administered survey. A total of 379 complete responses were obtained from tourism and hospitality organizations in China. The proposed relationships were tested using structural equation modeling in four nested models. Findings – Results show that CSR to employees and CSR to customers are fully mediated by employee develo

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Supriyadi, Dikdik. "National Private Banks’ Organizational Culture and Organizational Commitment Analysis." International Journal of Management Excellence 12, no. 1 (2018): 1700–1706. http://dx.doi.org/10.17722/ijme.v12i1.1038.

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The acceleration of environmental change results in changes in corporate culture, the success of an organization is not only supported by the organizational culture but also how the organization fosters organizational commitment that is understood as an individual's psychological bond to the organization. The purpose of this study is to analyze the Organizational Culture and Organizational Commitment in Private Banks in Bandung. Descriptive method was used in this study for employees of some private banks. The total number of respondents were 80 employees. The result shown that Organizational

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Dwivedi, Sulakshna, Sanjay Kaushik, and Luxmi. "Impact of Organizational Culture on Commitment of Employees: An Empirical Study of BPO Sector in India." Vikalpa: The Journal for Decision Makers 39, no. 3 (2014): 77–92. http://dx.doi.org/10.1177/0256090920140306.

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Retention of employees has become a critical issue in the corporate arena. With the increasing trend of frequent job switching among employees, it is a big challenge for HR Managers today to fulfill the aspirations of each and every employee and to bring congruence between organizational and individual goals. In the BPO sector of India where attrition rate is as high as 55 percent (ASSOCHAM, 2011), the situation is even more difficult for HR Managers. But the big question is how to make employees feel committed to their organizations especially in such a dynamic work environment where attritio

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Prasetyo, Agung. "PENGARUH KOMITMEN TUGAS PIMPINAN PERUSAHAAN DAN BUDAYA ORGANISASI KARYAWAN TERHADAP EFEKTIVITAS KERJA KARYAWAN PADA CV TRIKARSA UTAMA." Reslaj : Religion Education Social Laa Roiba Journal 2, no. 1 (2020): 41–66. http://dx.doi.org/10.47467/reslaj.v2i1.135.

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ABSTRACT  This study aims to reveal the influence of the Commitment of Corporate Leadership (X1) and organizational culture (X2) to the effectiveness of employee work (Y). The research method used was a survey method. The sampling technique uses stratified random sampling. The research sample amounted to 48 respondents. The trial results of the research instruments show that the reliability of the Likert scale instrument of organizational culture is 0.917, work motivation is 0.792, and work effectiveness is 0.854. Analysis of the data used is regression analysis. The conclusion of

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Sawalha, Nabeel, Michel Zaitouni, and Adil ElSharif. "Corporate Culture Dimensions Associated With Organizational Commitment: An Empirical Study." Journal of Applied Business Research (JABR) 28, no. 5 (2012): 957. http://dx.doi.org/10.19030/jabr.v28i5.7237.

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This study investigated the impact of corporate culture dimensions (empowerment, competence development, fair rewards and information sharing) on the affective, continuance, and normative organizational commitment in the banking sector in Kuwait. An empirical analysis was conducted across permanent, full-time and part-time employees (managers and non-managers) of five large private banks in Kuwait (n = 398). Both Exploratory Factor Analysis (EFA) and hierarchical regression analyses were used to draw the relationship between these variables. The results showed that sixty percent of variables c

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Chen, Jian-Yu, Suk-Jun Lim, Hyun-Jung Nam, and Joe Phillips. "Local culture as a corporate social responsibility multiplier: Confucian values' mediation between firm policies and employees' attitude." Asia-Pacific Journal of Business Administration 12, no. 3/4 (2020): 387–407. http://dx.doi.org/10.1108/apjba-04-2019-0088.

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PurposeThe Western-centric nature of research into corporate social responsibility (CSR) has left gaps in one’s understanding of local culture's role in augmenting or undermining the impact of firms' CSR policies. This paper constructs and tests variables measuring “Confucian values” mediation between Chinese employees' perceived CSR and their job satisfaction, organizational commitment and organizational citizenship behavior.Design/methodology/approachThe hypotheses were tested through structural equation modeling, using data from 311 responses completed by employees at Chinese private compan

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Tampol, Renato, and Hector M. Aguiling. "SVD educational institutions’ organizational culture and its integration to the human resources practices." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 3 (2021): 231–40. http://dx.doi.org/10.20525/ijrbs.v10i3.1114.

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The objective of this research is to determine the level of integration of 3 values namely integrity, commitment and corporate social responsibility which are part of SVD’s organizational culture to its 3 human resource activities namely hiring, training & development, and compensation and benefits The respondents of this research were employees of Divine Word College academic institutions located in different areas in the Philippines. A self-made questionnaire that was subjected to validity and reliability tests was distributed online and 405 questionnaires were retrieved. The collected d

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Ferreira Schütt, Paula Bruna Victória, Isadora Cristina Hoepers Dutra, and Sonia Regina De O. Santos Luna. "The incorporation of corporate social responsibility guidelines in the organizational culture of Eletrosul." McMaster Journal of Communication 12, no. 1 (2020): 35–49. http://dx.doi.org/10.15173/mjc.v12i1.2385.

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Corporate social responsibility (CSR) has been increasingly discussed in the market as well as by academia. The subject first gained prominence in the 1960s due to pressures exerted by society that required more societal and environmental commitment from organizations. This attitude has made organizations re-adapt their management approaches and, consequently, re-think their beliefs and practices. Within this context, this research study analyzed the incorporation of corporate social responsibility guidelines in the organizational culture (OC) of Eletrosul, an electric utility located in Flori

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Djalil, Ardinal. "Pengaruh Knowledge Management, Budaya Organisasi Dan Komitemen Organisasi Terhadap Kinerja Karyawan (Studi Pada Karyawan Bagian Produksi PT Daya Anugrah Mandiri)." Ekonam: Jurnal Ekonomi, Akuntansi & Manajemen 2, no. 1 (2020): 32–40. http://dx.doi.org/10.37577/ekonam.v2i1.229.

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ABSTRACT: The era of globalization has hit various aspects of human life. In the economic field, this has a significant impact on industries in Indonesia, both in the trading, manufacturing, and service industries. Employee performance is a matter of great concern to the company so, the management of employee knowledge influences that employee performance improvement through knowledge management, development of organizational culture, and increased organizational commitment from employees. This study aims to determine how respondents respond to knowledge management, organizational cultur

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Mehmood, Khawaja Khalid, Rabia Rasheed, and Javeria Jaan. "How Does Stakeholders Pressure Affect Organization Performance and Employee Wellbeing? Study of Multiple Mediating Roles." Journal of Business and Social Review in Emerging Economies 6, no. 1 (2020): 55–68. http://dx.doi.org/10.26710/jbsee.v6i1.1026.

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Employee satisfaction and high performance is every organization’s goal. When seen through the lens of stakeholder theory, these goals could be achieved by CSR practices through certain ways. Stakeholder theory affords an initial point to assimilate stakeholder pressure and corporate social responsibility practices. This research studies the effect of pressure from stakeholders over organization performance and wellbeing of employees by including the mediating effect of CSR oriented culture, CSR practices, organizational citizenship behavior, organizational commitment, and organizational trust

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Nguyen, Vinh The, Sununta Siengthai, Fredric Swierczek, and Umesh Kumar Bamel. "The effects of organizational culture and commitment on employee innovation: evidence from Vietnam’s IT industry." Journal of Asia Business Studies 13, no. 4 (2019): 719–42. http://dx.doi.org/10.1108/jabs-09-2018-0253.

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Purpose This paper aims to analyze the relationship between organizational culture (measured by mission, involvement, consistency, adaptability and well-being), employee organizational commitment and employee innovation in the Vietnamese IT industry. Design/methodology/approach This is a quantitative research using perceptual scale questionnaire survey developed based on the literature review and in-depth expert interviews. A total of 319 IT professionals working in Vietnam participated in the survey. The data were analyzed using multiple regression analysis. Findings The results suggest that

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Ikram, Amir, Muhammad Fiaz, Asif Mahmood, Ayyaz Ahmad, and Rafiya Ashfaq. "Internal Corporate Responsibility as a Legitimacy Strategy for Branding and Employee Retention: A Perspective of Higher Education Institutions." Journal of Open Innovation: Technology, Market, and Complexity 7, no. 1 (2021): 52. http://dx.doi.org/10.3390/joitmc7010052.

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Branding activities provide space to create internal culture, processes and a kind of organizational system which allows employees to use their abilities to their maximum. Internal corporate social responsibility (CSR) activities of an organization increase employee commitment, which ultimately enhances employee retention. There is a need to explore internal branding in relation to internal CSR for the sake of managing employee retention. Therefore, the study empirically examines the underlying associations among internal branding, employee retention and internal CSR. The data are collected fr

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Gollan, Paul J. "High involvement management and human resource line sustainability." Handbook of Business Strategy 7, no. 1 (2006): 279–86. http://dx.doi.org/10.1108/10775730610618945.

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PurposeThis article will outline a number of issues for organizations to consider when pursuing sustainable high performance workplace outcomes through high involvement management (HIM) initiatives and identifies those outcomes, which reinforce corporate profitability and corporate survival, and those that satisfy employee aspirations and needs in the workplace.Design/methodology/approachA model is presented that highlights the major factors, influences and outcomes of human resource sustainability in organizations. The paper then advocates an integrated model of the HIM process, emphasising t

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Vo, Thi Quy, Fredric William Swierczek, and Duc Khuong Nguyen. "Corporate Performance Of Privatized Firms In Vietnam." Journal of Applied Business Research (JABR) 29, no. 5 (2013): 1437. http://dx.doi.org/10.19030/jabr.v29i5.8025.

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We investigate the impacts of state shareholding, corporate culture and employee commitment on corporate performance of privatized firms in the Vietnamese context. Using data collected from a structured questionnaire as well as companies annual reports, we show that only organizational integration significantly affects the performance of privatized firms. Furthermore, employee and customer satisfactions are among the most important drivers of corporate performance. Finally, there is evidence to suggest that privatized firms with less state ownership perform better than those with more state ow

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Maheshwari, Mridul, and Manjari Singh. "Organizational Readiness for Performance-Related Pay: Focus on Government of India Employees." Vikalpa: The Journal for Decision Makers 35, no. 1 (2010): 63–74. http://dx.doi.org/10.1177/0256090920100105.

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In the recent zeitegist of competitiveness and drive for productivity enhancement, most organizations are experiencing challenges to revamp their existing systems. One such mechanism increasingly practised by organizations these days to enhance the performance of their employees is linking their pay to their performance. However, implementation of performance-related pay (PRP) is a challenging task for any organization and organizations need to check their readiness for it before implementing PRP. Besides, readiness in terms of various systems in the organizations, it also includes the psychol

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Trofimov, Andrii, Olga Drobot, Anzhelika Kоkаrieva, Nataliia Maksymova, Antonina Lovochkina, and Inna Kozytska. "THE INFLUENCE OF MANAGEMENT STYLE AND EMOTIONAL INTELLIGENCE ON THE FORMATION OF EMPLOYEES’ COMMITMENT AND LOYALTY." Humanities & Social Sciences Reviews 7, no. 5 (2019): 393–404. http://dx.doi.org/10.18510/hssr.2019.7544.

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on the formation of commitment and loyalty among the staff, and compare different styles of personnel management and determine the most effective. Methodology:The methodological basis of the study was formed by the following principles: the principle of internal and external determination unity, the principle of consciousness and activity unity, the principle of systemic nature, the principle of objectivity, the principle of qualitative and quantitative approach in the process of data analysis, the principle of validity. Statistical processing of data included analysis of the significanc

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Bundtzen, Hennings, and Gerriet Hinrichs. "Innovation capability of the company: the roles of leadership and error management." Marketing and Management of Innovations, no. 1 (2021): 112–23. http://dx.doi.org/10.21272/mmi.2021.1-09.

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Extensive research has been conducted promoting empowerment, inclusive decision making, and self-determination by employees. However, where does an organization initiate change if employees stay in their comfort zone and rather have a work-to-rule mentality? They just do not take over responsibility and the power they are given. The inductive case study involved first-hand data about leader-member exchange and corporate culture. A qualitative research approach was selected by employing personal construct psychology to receive an unbiased cultural view of employees and leaders interacting. A sa

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Arndt, Aaron D., Anusorn Singhapakdi, and Vivian Tam. "Consumers as employees: the impact of social responsibility on quality of work life among Australian engineers." Social Responsibility Journal 11, no. 1 (2015): 98–108. http://dx.doi.org/10.1108/srj-06-2013-0075.

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Purpose – The aim of this paper is to investigate whether consumer values influence work-related attitudes. Employees often feel conflict among different aspects of their lives. Although most extant research has focused on the effect of family values on work attitudes, we investigate whether a fit between employees’ socially responsible consumption orientation (SRCO) and firm corporate social responsibility (CSR) influences employee higher-order quality of work life. Design/methodology/approach – Survey data from 112 members of an engineering association in Australia. Findings – The results sh

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Yoon, Kyung Hee, Sung-Ho Oh, and Bo-Young Kim. "The Influence Of Job Insecurity On Career Commitment And Attitude In Multinational Corporations." Journal of Applied Business Research (JABR) 34, no. 1 (2017): 81–98. http://dx.doi.org/10.19030/jabr.v34i1.10096.

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As the perception of lifelong work shifts into lifelong career in the job insecurity market, the career development of employees through professional and competitive career management has become more important than being loyal to a lifelong work. Furthermore, in the case of multinational corporations, such as differentiation from the head office policy, cultural differences in labor relations, and the liquidity of business withdrawal, such a feature has a higher possibility of job insecurity than general companies. Therefore, the purpose of this study is to verify empirically how job insecurit

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Frolova, Irina, and Inga Lapina. "Integration of CSR principles in quality management." International Journal of Quality and Service Sciences 7, no. 2/3 (2015): 260–73. http://dx.doi.org/10.1108/ijqss-03-2015-0033.

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Purpose – This paper aims to analyse the case of a non-governmental organization (NGO) and the possibilities of implementing corporate social responsibility (CSR) strategy and principles in an organizational quality management system (QMS) to reduce the rate of staff turnover and improve the overall excellence of the organization. QMS provides a framework for implementing CSR policy, strategy, activities and culture at all management levels of organization, creating a basis for establishing a sustainable development policy and providing overall employee and management commitment and continuous

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Jit, Ravinder, C. S. Sharma, and Mona Kawatra. "Healing a Broken Spirit: Role of Servant Leadership." Vikalpa: The Journal for Decision Makers 42, no. 2 (2017): 80–94. http://dx.doi.org/10.1177/0256090917703754.

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Executive Summary A number of empirical studies have suggested that servant leadership can enhance the well-being/emotional health of its followers by creating a positive work climate ( Black, 2010 ; Jaramillo et al., 2009 a; Neubert et al., 2008 ). The followers’ sense of well-being, in turn, has been found to be related to greater organizational commitment ( Cerit, 2010 ; Hale & Fields, 2007 ; Hamilton & Bean, 2005 ; Han, Kakabadse, & Kakabadse, 2010; Pekerti & Sendjaya, 2010 ). Greater the organizational commitment, higher is the employee job satisfaction ( Cerit, 2009 ; Chu

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Wagner, Bruno, and Adriana Victoria Garibaldi de Hilal. "The human factor: a successful acquisition in Brazil." Management Research Review 37, no. 3 (2014): 261–87. http://dx.doi.org/10.1108/mrr-09-2012-0200.

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Purpose – The purpose of this case study was to identify how the human factor influenced the 2010 acquisition of company X's cement factory, located in town C in the Brazilian State of Goiás, by the multinational company A. Design/methodology/approach – Seventeen in-depth interviews were conducted with employees who participated of the acquisition process: 15 with professionals with leadership roles at the factory, the others with company A corporate executives. The data collected were qualitatively treated using discourse analysis to unveil the perceptions of the interviewees. Findings – The

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Mehni, Yousef, Saeed Sayadi, Masoud Pourkiani, Sanjar Salajegheh, and Hojat Babaei. "Valores morales de la organización basados en patrones morales comerciales y requisitos legales para presentar el modelo en la administración tributaria." Apuntes Universitarios 10, no. 4 (2020): 411–26. http://dx.doi.org/10.17162/au.v10i4.522.

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El propósito de esta investigación fue analizar y explicar los valores éticos de la organización basados en modelos éticos comerciales y requisitos legales para presentar un modelo en la Administración Tributaria de Kerman (Irán). La presente investigación es descriptiva y exploratoria, y de tipo combinado (cuantitativo, cualitativo). Por lo tanto, la orientación de esta investigación fue primero determinar e identificar los componentes de los valores éticos de la organización, además de revisar la literatura y los antecedentes de la investigación. El método de muestreo cualitativo exploratori

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Huang, Chun-Chen. "Employees’ Perception of Corporate Social Responsibility: Corporate Volunteer and Organizational Commitment." International Business Research 9, no. 9 (2016): 142. http://dx.doi.org/10.5539/ibr.v9n9p142.

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<p>Although there is a growing trend of corporate volunteer plans in Taiwan, there scanty studies on the antecedent and consequence variables that influence employees’ participation in corporate volunteer. Most of existing studies concerning corporate social responsibility (CSR) explored the effects of CSR on corporate financial performance or consumer behavior, while paying little attention to the effects on the stakeholders and employees of enterprises. In practice, many enterprises often include corporate volunteer as an important part of their CSR policies. Past literature has seldom

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Jigjiddorj, Sarantuya, Altanchimeg Zanabazar, Tsolmon Jambal, and Buyankhishig Semjid. "Relationship Between Organizational Culture, Employee Satisfaction and Organizational Commitment." SHS Web of Conferences 90 (2021): 02004. http://dx.doi.org/10.1051/shsconf/20219002004.

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Organizational culture is an important human resource management issue that affects the success and sustainability of a company. In organizational settings, culture describes what is unique about an organization, as expressed by the shared beliefs and values established by the founders and communicated through different ways. This shapes employees´ perceptions and behaviour, as well as the principles that apply to members of an organization. Job satisfaction refers to an employee´s feelings about their job and is frequently studied in relation to organizational culture and other variables, suc

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Bouraoui, Khadija, Sonia Bensemmane, Marc Ohana, and Marcello Russo. "Corporate social responsibility and employees’ affective commitment." Management Decision 57, no. 1 (2019): 152–67. http://dx.doi.org/10.1108/md-10-2017-1015.

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PurposeThe purpose of this paper is to examine the relationship between corporate social responsibility (CSR) and employees’ affective commitment. Three underlying mechanisms are used to explain the relationship between CSR and commitment, namely, deontic justice, social identity theory and social exchange theory.Design/methodology/approachData were collected through survey questionnaires. The sample consisted of 161 employees who work in private and public organizations in Tunisia. Regression analysis was conducted using a multiple mediation model.FindingsThe results reveal a positive and sig

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Mory, Linda, Bernd W. Wirtz, and Vincent Göttel. "Corporate social responsibility strategies and their impact on employees’ commitment." Journal of Strategy and Management 9, no. 2 (2016): 172–201. http://dx.doi.org/10.1108/jsma-12-2014-0097.

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Purpose – The purpose of this paper is to investigate how employees perceive corporate social responsibility (CSR) within their organizations, thus employees’ Internally Perceived CSR and how it impacts their organizational commitment. Design/methodology/approach – For conceptualizing, the constituents of Internally Perceived CSR – Individual CSR-Perception, Organizational CSR-Perception and their respective factors – are derived from social exchange theory, social identity theory and further relevant literature. The study’s research model is tested through a survey consulting 386 respondents

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Mai, Tien D. "The impact of corporate social responsibility for employees to organisational commitment." Journal of Agriculture and Development 19, no. 01 (2020): 1–8. http://dx.doi.org/10.52997/jad.1.01.2020.

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This study explores the factors of corporate social responsibility (CSR) for employees affecting organizational commitment, and then measures the impact of CSR for employees to organizational commitment. The study was conducted by surveying 200 employees working for companies in Ho Chi Minh City. The results of the correlation analysis show that CSR for employees influences the organizational commitment. In addition, the regression analysis shows that more specific results such as job autonomy, benefits (the most influential factor) have positive impacts on “affective commitment” of Vietnamese

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Budiarti, Tatik, and Mochamad Bukhori. "PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN MELALUI VARIABEL INTERVENING KOMITMEN ORGANISASI PADA CV. AUTO 99 MALANG." Jurnal Ilmiah Bisnis dan Ekonomi Asia 11, no. 2 (2018): 28–35. http://dx.doi.org/10.32812/jibeka.v11i2.57.

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This study aims to determine the effect of variable of organizational culture on employee performance, variable organizational commitment to employee performance and organizational culture variables on the performance of employees through the organization's commitment to CV AUTO 99 Malang. This type of research is Eksplanatory Research, the research method is quantitative. The population in this study amounted to 57 employees. The total sample of 57 employees using the technique of saturated samples (Path). Anailsis deskiptif This study uses quantitative and statistical analysis used to determ

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Jacobs, Glenda. "Constructing corporate commitment amongst remote employees." Corporate Communications: An International Journal 13, no. 1 (2008): 42–55. http://dx.doi.org/10.1108/13563280810848184.

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Goh, Swee Chua, Catherine Elliott, and Greg Richards. "Performance management in Canadian public organizations: findings of a multi-case study." International Journal of Productivity and Performance Management 64, no. 2 (2015): 157–74. http://dx.doi.org/10.1108/ijppm-10-2013-0170.

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Purpose – Performance management (PM) is now clearly a well-established practice in public sector organizations. However, increasingly scholars have been questioning its efficacy in improving organizational performance. Research has shown that the presumed benefits remain questionable and that there are many barriers, challenges and problems in implementing PM. The purpose of this paper is to report and discuss the findings of a multi-case study that examines in more depth how five Canadian public sector organizations are implementing PM. Design/methodology/approach – A qualitative multi-case

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Suparta, I. Wayan, and I. Komang Ardana. "PENGARUH BUDAYA ORGANISASI DAN KOMITMEN ORGANISASI TERHADAP KEPUASAN KERJA KARYAWAN PT. PENGEMBANGAN PARIWISATA INDONESIA PERSERO." E-Jurnal Manajemen Universitas Udayana 8, no. 6 (2019): 3446. http://dx.doi.org/10.24843/ejmunud.2019.v08.i06.p06.

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Job satisfaction can be fulfilled if there is a good organizational culture and high commitment from employees. The purpose of this study was to analyze the influence of organizational culture and organizational commitment on ITDC employee job satisfaction. The population of this study were all employees at ITDC. The sample selection process uses a total sampling method with the criteria of permanent employees who have worked for at least 2 years at ITDC, so that respondents have had experience working at PT ITDC so that they have experience and are able to feel the organizational culture at P

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George, Nimmy A., Nimitha Aboobaker, and Manoj Edward. "Corporate social responsibility and organizational commitment: effects of CSR attitude, organizational trust and identification." Society and Business Review 15, no. 3 (2020): 255–72. http://dx.doi.org/10.1108/sbr-04-2020-0057.

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Purpose Drawing from the social identity theory and social exchange theory, the purpose of this study is to examine the intervening mechanisms linking perceived corporate social responsibility (CSR) and employees’ affective organizational commitment. It is proposed that organizational trust (OT) and organizational identification (OID) would serially mediate the aforementioned relationship. Furthermore, this paper attempts to understand how employees’ attitude toward the importance of CSR (ICSR), moderates the linkages under the focus of this study. Design/methodology/approach This descriptive

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Wasiman, Wasiman. "THE INFLUENCE OF ORGANIZATIONAL CULTURE AND REWARDS SYSTEM ON THE PERFORMANCE EMPLOYEES OF HOTEL IN BATAM CITY WITH ORGANIZATIONAL COMMITMENT AS INTERVENING VARIABLES." Jurnal Apresiasi Ekonomi 6, no. 3 (2018): 305–13. http://dx.doi.org/10.31846/jae.v6i3.95.

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The purpose of this study was to determine the Influence of Organizational Culture and Rewards System, on the Performance of Hotel Employees in Batam City with Organizational Commitment as Intervening Variables. Respondents used in this study were employees of four-star hotels in Batam City with a total of 205 respondents. The method used in this research is observation, field, data collection by distributing questionnaires to employees of four-star hotels in Batam city. Data analysis uses multiple linear data analysis using SEM Amos program. Validi test results for organizational culture vari

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Baksi Maiti, Rooprekha, and Shamindra Nath Sanyal. "Optimizing the role of organizational commitment." International Journal of Organizational Analysis 26, no. 4 (2018): 669–90. http://dx.doi.org/10.1108/ijoa-06-2017-1183.

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Purpose The purpose of this paper is twofold: first, to find out the factors that affect organizational commitment in the school education sector and second, how these factors might be modified to judge organizational commitment of the school teachers. Design/methodology/approach This study was conducted using qualitative interviews with two sets of school teachers – government and government-affiliated schools and private schools in and around Kolkata city. The sample size was 40. The data triangulation method was applied for optimal verification of the result. Then the pattern of concordance

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Ermawati, Ni Putu Devy, and I. Komang Ardana. "PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, BUDAYA ORGANISASI, DAN MOTIVASI TERHADAP KOMITMEN ORGANISASIONAL PADA BPR DI KABUPATEN KLUNGKUNG." E-Jurnal Manajemen Universitas Udayana 7, no. 11 (2018): 6326. http://dx.doi.org/10.24843/ejmunud.2018.v07.i11.p19.

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The results showed that transformational leadership variables, organizational culture, and motivation simultaneously have a positive and significant effect on organizational commitment of employees. The purpose of this research is to know the influence of transformational leadership, organizational culture, and motivation to organizational commitment of employees. This research was conducted on five BPR's in Klungkung Regency. The number of samples in this study were 89 employees determined by probability sampling method. Data collection was done through interviews and questionnaires. Data ana

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Faisal, Nadhifa, and I. Gusti Ayu Manuati Dewi. "PENGARUH KOMPENSASI, LINGKUNGAN KERJA, DAN BUDAYA ORGANISASI TERHADAP KOMITMEN ORGANISASIONAL KARYAWAN." E-Jurnal Manajemen Universitas Udayana 8, no. 6 (2019): 3730. http://dx.doi.org/10.24843/ejmunud.2019.v08.i06.p16.

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and organizational culture on organizational commitment of employees. The population of this research is all employees of PT. Harum Indah Sari Tours & Travel Denpasar, amounting to 171 people. The sampling technique used was proportional incidental sampling with Slovin approach as the method of determining the sample, so the sample used was 63 people. Data collection was done through interviews and questionnaires. Data were analyzed using multiple linear regression analysis techniques. The results of data analysis show that compensation, environmental policy, and organizational culture hav

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Ortega‐Parra, Antonio, and Miguel Ángel Sastre‐Castillo. "Impact of perceived corporate culture on organizational commitment." Management Decision 51, no. 5 (2013): 1071–83. http://dx.doi.org/10.1108/md-08-2012-0599.

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Putra, Teduh Riawan, and I. Gde Adnyana Sudibya. "PENGARUH KEADILAN ORGANISASI, BUDAYA ORGANISASI DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASIONAL." E-Jurnal Manajemen Universitas Udayana 8, no. 1 (2018): 469. http://dx.doi.org/10.24843/ejmunud.2019.v08.i01.p17.

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Organizational commitment is the attitude of employees or organizational strength in binding employees to remain in the organization. Organizational commitment is the effect of intrinsic personal characteristics and some consequences. The purpose of this study was to determine the effect of organizational justice, organizational culture and job satisfaction on organizational commitment. The population of this study is all employees Gangga Express Fast Boat which amounted to 61 people. Data collection was done through interviews and questionnaires. Data analysis technique used is multiple linea

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Edward, Edward, Rio Lesmana Rafar, and Adi Putra. "THE INFLUENCE OF ORGANIZATIONAL CULTURE AND WORK MANAGEMENT SYSTEM TO ORGANIZATIONAL COMMITMENT." JOURNAL OF BUSINESS STUDIES AND MANGEMENT REVIEW 1, no. 1 (2017): 5–9. http://dx.doi.org/10.22437/jb.v1i1.3915.

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The purpose of this research are: (1) To know the description of organizational culture, management system to Employees commitment at Jambi Provincial Transportation Department. (2) To know the influence of organizational culture on Organization commitment to Jambi Provincial Transportation Department. (3) work management system to Organization commitment to Jambi Provincial Transportation Department (4) To know the influence between organizational culture and management system to Organization commitment at Jambi Provincial Transportation Department. The method of analysis of this research is

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Kong, Haiyan, Naipeng (Tom) Bu, Yue Yuan, Kangping Wang, and YoungHee Ro. "Sustainability of Hotel, How Does Perceived Corporate Social Responsibility Influence Employees’ Behaviors?" Sustainability 11, no. 24 (2019): 7009. http://dx.doi.org/10.3390/su11247009.

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This study sought to explore the influence of perceived corporate social responsibility (CSR) on organizational identification and organizational commitment. Based on extensive literature review, the theoretical model was proposed. Perceived CSR was developed as the determinant, organizational identification as the mediator, and organizational commitment as the outcome. Targeting highly educated employees, this study surveyed employees with bachelor degrees or above. A total of 836 data were collected, and structural equation modeling was analyzed with statistical software AMOS 21.0 software.

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Imran, Budiman. "ORGANIZATIONAL CULTURE, ORGANIZATIONAL COMMITMENT AND JOB SATISFACTION IN HOSPITAL EMPLOYEES IN WEST SULAWESI." Business and Entrepreneurial Review 18, no. 2 (2019): 133. http://dx.doi.org/10.25105/ber.v18i2.5331.

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<p>The background of this research is the facts at that the last decade has been so many literature and research about job satisfaction. Eventually organizational culture, and organizational commitment has the most important role in creating a job satisfaction in the Swasta hospital at Provinsi Sulawesi Barat.</p><p>The design of this research applies descriptive research and correlation research with organizational culture as independent variables and organizational commitment and job satisfaction as dependent variables. The primary data is taken from respondents which are e

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Sabella, Anton Robert, Mira Taysir El-Far, and Niveen Labib Eid. "The effects of organizational and job characteristics on employees’ organizational commitment in arts-and-culture organizations." International Journal of Organizational Analysis 24, no. 5 (2016): 1002–24. http://dx.doi.org/10.1108/ijoa-08-2015-0900.

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Purpose The purpose of this paper is to investigate the nature of organizational commitment among employees of Palestinian arts-and-culture organizations and to examine the combined effect and role of organizational and job characteristics in shaping employees’ commitment. Design/methodology/approach An on-site employee survey was conducted in 20 distinct local not-for-profit arts-and-culture organizations, where the respondent sampling frame constituted of 190 individuals with a response rate of 48 per cent. Confirmatory factor analysis was used in this study to confirm the original scale str

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Wicaksono, Prayudha Bangun Wicaksono, and Muafi Muafi. "The Effect of Transformational Leadership and Organizational Culture on Organizational Commitment in Mediating Organizational Cynicism." JBMP (Jurnal Bisnis, Manajemen dan Perbankan) 7, no. 2 (2021): 1–32. http://dx.doi.org/10.21070/jbmp.v7i2.1525.

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This study discusses and analyzes the effect of transformational leadership and organizational culture on organizational commitment mediated by organizational cynicism on employees at the Shirvano Consulting Yogyakarta company. The population and sample in this study are 31 respondents who are startup employees at Shirvano Consulting. This research uses quantitative methods by distributing questionnaires to respondents. The analytical test tool used in this study is SmartPLS v.3.0 with SEM analysis method. The results of data analysis in this study are: (1) Transformational leadership has a si

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Islam, Talat, Norliya Ahmad Kassim, Ghulam Ali, and Misbah Sadiq. "Organizational learning culture and customer satisfaction." Learning Organization 21, no. 6 (2014): 392–404. http://dx.doi.org/10.1108/tlo-07-2014-0040.

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Purpose – The aim of this study is to develop a theoretical framework with which to investigate the inter-relationships between organizational learning culture, normative commitment and customer satisfaction through the use of empirical investigation across the service sector. Design/methodology/approach – A questionnaire-based survey was given to 297 Malaysian employees in different service organizations. Findings – First, instruments were checked regarding its uni-dimensionality by applying confirmatory factor analysis and then structural equation modeling (SEM) was applied to test the model

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Malik, Nazaruddin. "The Influence of Turnover Factors Toward Employees’ Intention to Stay: A Case Study in Indonesian Islamic Universities." Jurnal Teknik Industri 21, no. 1 (2020): 80. http://dx.doi.org/10.22219/jtiumm.vol21.no1.80-92.

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This study analyzed several employee turnover factors, such as satisfaction, organizational commitment, and religiosity, to predict the employees’ intention to stay. Very few studies in the Muslim context have explored such a corporate attitude from the viewpoint of job satisfaction and organizational commitment. This study employed a quantitative and descriptive research design. A survey was used to analyze the correlation between some predictors of the employees’ intention to stay. In particular, it attempted to show that religiosity affected both job satisfaction and organizational commitme

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Malik, Nazaruddin. "The Influence of Turnover Factors Toward Employees’ Intention to Stay: A Case Study in Indonesian Islamic Universities." Jurnal Teknik Industri 21, no. 1 (2020): 80–91. http://dx.doi.org/10.22219/jtiumm.vol21.no1.80-91.

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This study analyzed several employee turnover factors, such as satisfaction, organizational commitment, and religiosity, to predict the employees’ intention to stay. Very few studies in the Muslim context have explored such a corporate attitude from the viewpoint of job satisfaction and organizational commitment. This study employed a quantitative and descriptive research design. A survey was used to analyze the correlation between some predictors of the employees’ intention to stay. In particular, it attempted to show that religiosity affected both job satisfaction and organizational commitme

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Santoso, Imam. "PENGARUH BUDAYA ORGANISASI, DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASIONAL (Survey pada Perum Perumnas Regional III Wilayah JABODETABEK 2018)." Aliansi : Jurnal Manajemen dan Bisnis 13, no. 2 (2020): 1–12. http://dx.doi.org/10.46975/aliansi.v13i2.18.

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This study aims to obtain information relating to the influence of organizational culture, and job satisfaction on Organizational Commitment. Research has been carried out using path analysis after all variables were entered into the correlation matrix. In this study, 300 employees of the third-level housing company in Jabotabek as a population were randomly selected as the analysis unit of 80 samples along with the four characteristics studied. The results showed that (1) organizational culture has a direct effect on organizational commitment, (2) organizational job satisfaction has a direct

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Aranki, Dima H., Taghrid S. Suifan, and Rateb J. Sweis. "The Relationship between Organizational Culture and Organizational Commitment." Modern Applied Science 13, no. 4 (2019): 137. http://dx.doi.org/10.5539/mas.v13n4p137.

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The main purpose of this research is to investigate the relationship between organizational culture and organizational commitment, in Information Technology (IT) companies in Jordan. A convenience sample was selected from employees working in 24 IT companies in Jordan. A total of 711 questionnaires were distributed among them; 371 were returned, and 342 were valid for statistical analysis, resulting in response rate of 52 percent. Linear regression analysis was also used to test the hypothesis. The results of the analysis indicated that there is a positive and significant relationship between

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Choi, Dong-Heui. "Impact of organizational culture on the organizational commitment in hotel employees." Indian Journal of Public Health Research & Development 9, no. 8 (2018): 841. http://dx.doi.org/10.5958/0976-5506.2018.00838.0.

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