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Relevant bibliographies by topics / Job commitment

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Academic literature on the topic 'Job commitment'

Author: Grafiati

Published: 4 June 2021

Last updated: 26 January 2023

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Journal articles on the topic "Job commitment"

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Alnajjar, Ahmed A. "Relationship between Job Satisfaction and Organizational Commitment among Employees in the United Arab Emirates." Psychological Reports 79, no. 1 (August 1996): 315–21. http://dx.doi.org/10.2466/pr0.1996.79.1.315.

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The purpose of this study was to assess 171 employees' job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitments were correlated; however, scores on job security were not correlated with the motivation towards job fulfillment. Positive satisfaction for relations with managers and with colleagues and job status were significantly correlated with positive job commitment. The canonical variant indicated that those who were disciplined about their work tended to have better relations with their managers as well as with colleagues.

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Bahtiar Nur Syahbana and Epsilandri Septyarini. "Peran Mediasi Kepuasan Kerja pada Pengaruh Keadilan Distributif dan Keadilan Prosedural terhadap Komitmen Afektif Studi Pada Kantor Dinas Koperasi dan Usaha Mikro Kabupaten Pacitan." Jurnal Manajemen 11, no. 2 (July 15, 2021): 112–29. http://dx.doi.org/10.30656/jm.v11i2.3017.

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This study aims to determine (1) the effect of distributive justice on job satisfaction and, (2) the effect of procedural justice on job satisfaction (3) the effect of job satisfaction on affective commitmnent (4) the effect of distributive justice on affective commitmnet (5) the effect of procedural justice on affective commitment. Research took sample by applying nonprobability sampling with saturated sample. The sample in this study were 40 employee of Dinas Koperasi dan Usaha Mikro Kabupaten Pacitan. The data collection method uses a questionnaire method that is distributed using the Purposive Sampling technique. In this research, data quality test, classical assumption test (normality test, multicollinearity test and heterokesdasticity test) are used, multiple linear regression analysis , sobel test, path analysis, and hypothesis testing. The research show that there is a positive significant relationship between distributive justice on job satisfaction, procedural justice on job satisfaction, procedural justice on affective commitment, job satisfaction on affective commitment, job satisfaction have a positive and significant effect on mediating between distributive justice and procedural justice on affective commitment. In the other result, this research found that there is no positive and significant effect between distributive justice on affective commitment. Keywords : distributive justice, procedural justice, job satisfaction, affective commitment

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Rahmat Putra, Muhammad Faris. "Pengaruh Kepuasan Kerja dan Komitmen Organisasi Terhadap Intention to Leave di Rumah Sakit Pura Raharja Surabaya." Jurnal Administrasi Kesehatan Indonesia 5, no. 2 (January 2, 2018): 99. http://dx.doi.org/10.20473/jaki.v5i2.2017.99-104.

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Turnover can be detrimented to the organization both in terms of cost, resources, and motivation of employees. The purpose is to determine the relationship variables on job satisfaction and commitment with the intention to leave. The method is an observational study with cross-sectional study. Samples from this study are employees Pura Raharja Hospital Surabaya who meet the criteria that respondents who are still within reach of researchers and respondents are willing to fill out a questionnaire study. Samples were calculated using simple random sampling and obtained by 50 respondents and the value of α = 0.05. The results of linear regression showed that the intention to leave the job is job satisfaction, career development job satisfaction and organizational commitment. The value of significance job satisfaction that is equal to 0,004 jobs, job satisfaction significant value that is equal to 0,04, career development and organizational commitment of significant value that is equal to 0.027. The variables that do not affect the intention to leave are a co-worker job satisfaction, job satisfaction wages, job satisfaction supervision and work commitments. The conclusion of this study is Job satisfaction affects the intention to leave and also commitments affect the intention to leave. Keywords: commitment, intention to leave, job satisfaction, turnover

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Abdul Halim, Norhaily, Aminuddin Hassan, Ramli Basri, Aminuddin Yusof, and Seyedali Ahrari. "Job Satisfaction as a Mediator between Leadership Styles and Organisational Commitment of Teachers in Malaysia." Asian Journal of University Education 17, no. 2 (June 6, 2021): 61. http://dx.doi.org/10.24191/ajue.v17i2.13398.

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Abstract: To better understand the organisational commitment of teachers, the current study examined job satisfaction as a mediator between organisational commitment and the three dimensions of leadership, namely transformational, transactional and passive-avoidant. The study involved 381 school teachers in Malaysia, and the multiple-model analysis used showed partial mediation on the negative association of passive-avoidant leadership style with teachers’ commitment to their organisation. The study found a relationship between transformational leadership and organisational commitment through job satisfaction. As expected, job satisfaction also fully mediated between transactional leadership and organisational commitment among teachers, and that teachers who are highly satisfied with their jobs attributed their commitment towards their school to transactional leadership. This study extends the knowledge on the effects of teachers’ leadership styles on their organisational commitments through a mediating factor. Higher education can play an important role in changing pre-service teachers' and future school principals’ mindsets to exhibit transformational and transactional leadership competencies. Therefore, leadership development and training of future school administrators during their tertiary education are important in order to enhance teachers' job satisfaction and commitment. Keywords: Teachers, Job satisfaction, Leadership styles, Organizational commitment, Malaysia

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Mufitha, Mohamed Buhari, Su Teng Lee, and Chen Chen Yong. "Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?" ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL 5, no. 1 (June 30, 2019): 124. http://dx.doi.org/10.24191/abrij.v5i1.9998.

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Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

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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 (February 23, 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 that perceived job characteristics significantly influence employee growth commitments, and employee growth commitments have a significant relationship with OCB, and also indicate that perceived job characteristics significantly influence OCB by mediating employee growth commitments. The results also show that perceived organizational support significantly influences employees' normative commitment, and normative commitment significantly influences OCB.

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Sahnan, Muhammad, and Mahyudin Ritonga. "Kontribusi Komitmen Kerja dan Iklim Sekolah terhadap Kepuasan Kerja Guru SMA Kecamatan IV Jurai Pesisir Selatan." INFERENSI: Jurnal Penelitian Sosial Keagamaan 12, no. 2 (January 31, 2019): 417–34. http://dx.doi.org/10.18326/infsl3.v12i2.417-434.

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This study aims to explore the contribution of work commitments and school climate on teacher’s job satisfaction. This research uses correlational methods that were analyzed with correlation and regression techniques. The result showed that work commitments was contribute significantly to job satisfaction of teachers. This means that the work commitments could be used as a predictor for the teacher’s job satisfaction. Then school climate contribute significantly to teacher’s job satisfaction also. This results means that the school climate can be used as a predictor for the teacher’s job satisfaction. Commitment to work and school climate were contribute significantly to teacher’s job satisfaction. Teacher’s job satisfaction is influenced by work commitments and school climate, either individually or jointly. Further, high commitment and also supported by a school climate create the conducive and improve the teacher’s job satisfaction. Commitment to work and school climate are two factors which are very important because it can affect the job satisfaction, but there are other factors that are believed to take effect on teacher’s job satisfaction.

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Valaei, Naser, and Sajad Rezaei. "Job satisfaction and organizational commitment." Management Research Review 39, no. 12 (December 12, 2016): 1663–94. http://dx.doi.org/10.1108/mrr-09-2015-0216.

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Purpose The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small and Medium-sized Enterprise (ICT-SME) is a matter of great concern. Design/methodology/approach A total of 256 valid questionnaires were collected among employees of Information and Communications Technology-Small and Medium-sized Enterprises (ICT-SMEs) to evaluate the measurement and structural model using partial least squares path modelling approach. Findings The findings indicate that payment, promotion, fringe benefits, co-worker, communication, operating procedures and nature of the work are positively associated with affective commitment. Furthermore, payment, promotion, fringe benefits, supervision, contingent rewards, operating procedures and nature of the work have a positive relationship with normative commitment. Considering employees’ years of experience as a categorical moderating variable, the results of partial least squares multi-group analysis show how the discrepancies between employees’ years of experience influence their level of commitment. Originality/value This study reveals that employees’ affective and normative commitments are positively associated and their continuance commitment is contingent upon their affective commitment, and not normative commitment. There are only three factors, i.e. promotion, fringe benefits and operating procedures, that are conductive to employees’ continuance commitment. Contributions, implications and limitations of the study are discussed.

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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 (December 30, 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 Product Moment Correlation Coefficients and Multiple Regression Analysis using SPSS were used to analyze the data. The results show that there is a significant relationship between continuance commitment and Job performance. As unexpected, the relationships between normative and affective commitment are not supported. The paper recommends the University to consider provision of incentives and conducive atmosphere that will enable employees to have affection for their jobs.

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E. Veronica, E. Veronica, and Dr R. Indradevi Dr. R. Indradevi. "Employee Job Satisfaction Enhances Organizational Commitment." Indian Journal of Applied Research 4, no. 3 (October 1, 2011): 259–61. http://dx.doi.org/10.15373/2249555x/mar2014/80.

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Dissertations / Theses on the topic "Job commitment"

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Akuamoah-Boateng, Robert. "Privatisation, employee job satisfaction and organisational commitment." Thesis, University of Kent, 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.328078.

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Markovits, Ioannis. "Job satisfaction and organizational commitment in Greece." Thesis, Aston University, 2009. http://publications.aston.ac.uk/15350/.

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In Study 1 this research investigated research hypotheses based on the moderating role of the economic sector to job satisfaction/organizational commitment relationships, and especially to the forms of commitment and the facets of satisfaction – extrinsic satisfaction and intrinsic satisfaction. Overall, 618 employees successfully completed the questionnaires (258 from private sector companies and 360 from the public administration). Then, distinguishable organizational commitment profiles developed and constructed from the forms or constructs of commitment. Two different samples were used in Study 2 in order to test the relevant hypotheses – 1,119 employees from the private sector and 476 from the public sector. Study 3 used the concept of regulatory focus, where the two foci relate differently to forms of organizational commitment and these two states moderate the satisfaction/commitment relationship and furthermore, individuals develop four separable regulatory focus characters based on the two major regulatory foci. Moreover, the moderating intervention is crucially influenced by the employment status of the individuals. The research hypotheses developed in this part were tested through two samples of employees: 258 working in the private sector and 263 in the public sector. Study 4 examined the mediating role of job satisfaction on the organizational commitment/organizational citizenship behaviours relationship. It argued that job satisfaction mediates more strongly the relationship between these forms and loyal boosterism (one of the OCB dimensions). The relevant hypotheses were tested through a combined sample of 646 employees, equally drawn from the two sectors.

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Riley, Derek. "Turnover Intentions: The Mediation Effects of Job Satisfaction, Affective Commitment and Continuance Commitment." The University of Waikato, 2006. http://hdl.handle.net/10289/2415.

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Retention and productivity levels of a workforce are one of the essential ingredients for organisations to prosper in today's competitive business environment. Turnover intentions of the workforce are an important consideration for managers of organisations, employees, families, and communities alike. This study investigated a comprehensive model of turnover intentions that included two proximal variables, (job satisfaction, and organisational commitment), the distal variables of organisational justice, work strain, work overload, and work-to-family conflict and family-to-work conflict with the turnover intentions. A questionnaire was completed by 114 participants of the Allied Health workforce at the Waikato District Health Board, from allied health occupational groups, psychologists, physiotherapists, social workers, dieticians, and speech language therapists. Job satisfaction, affective commitment, distributive, interactional, and procedural justice, strain and family-to-work conflict were correlated with turnover intentions. Results of the mediated regression analyses found that job satisfaction and affective commitment are significant mediators between distributive, interactional, and procedural justice, work strain, and family work conflict with turnover intentions. The major implications from this research are that managers of organisation need to foster job satisfaction and affective commitment within their organisation to reduce turnover intentions. In the final chapter, the conclusions are discussed in terms of its practical implications to organisations, employees and the need for future research.

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Laage, Lelanie. "Psychological empowerment, job satisfaction and organisational commitment in a chemical industry / Lelanie Laage." Thesis, North-West University, 2003. http://hdl.handle.net/10394/2344.

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Roberts, Jordan Rachel Simeon. "Job satisfaction, organisational commitment, professional commitment and turnover intentions among information technology professionals /." Title page, contents and abstract only, 2001. http://web4.library.adelaide.edu.au/theses/09SPS/09spsr6454.pdf.

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Milenkovic, Nebojsa. "Interrelationships among trade union commitment, organizational commitment, job satisfaction and trade union participation." Master's thesis, University of Cape Town, 2005. http://hdl.handle.net/11427/5833.

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Includes bibliographical references (leaves 43-51).
The issue of commitment has received extensive research through the years yet inconsistencies still prevail. This research investigated the relationships between organizational commitment, trade union commitment, job satisfaction and trade union participation. A survey based on the work of Meyer and Allen (1997) was used to collect data. The sample consisted of 90 participants who were members of the same trade union. The main findings indicate that trade union commitment is positively correlated to union participation and it explains 34 % of variance in participation. No significant difference based on gender was found in the sample which is inconsistent with available literature. Organizational and union commitment exhibit a significant positive relationship as do job satisfaction and union commitment as well as job satisfaction and union participation. Organizational commitment and union participation exhibited a non-significant result. Dual commitment was also apparent in the sample. Further research is advisable to ascertain fully on these relationships within the South African context.

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Pokorney, John James Halinski Ronald S. Strand Kenneth H. "Education relationships with job satisfaction and organization commitment /." Normal, Ill. Illinois State University, 1997. http://wwwlib.umi.com/cr/ilstu/fullcit?p9803734.

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Thesis (Ph. D.)--Illinois State University, 1997.
Title from title page screen, viewed June 7, 2006. Dissertation Committee: Ronald S. Halinski, Kenneth H. Strand (co-chairs), Patricia H. Klass, Larry McNeal. Includes bibliographical references (leaves 102-117) and abstract. Also available in print.

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Ozturk, Funda. "Determinants Of Organizational Citizenship Behavior Among Knowledge Workers: The Role Of Job Charcteristics, Job Satisfaction, And Organizational Commitment." Thesis, METU, 2010. http://etd.lib.metu.edu.tr/upload/12612296/index.pdf.

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Organizational citizenship behavior (OCB) has been an important and growing area of research for past two decades. Numerous empirical research have identified consequences and antecedents of this extra

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Buitendach, Johanna Hendrina. "Job insecurity and job satisfaction in selected organisations in South Africa / Johanna Hendrina Buitendach." Thesis, North-West University, 2004. http://hdl.handle.net/10394/715.

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Several factors have contributed to employment relations gradually becoming more uncertain in the last decades. In South Africa, as well as in other industrialised economies all over the world, organisations had to adjust to the pressures imposed by an intensified global competition. The transformation of working life has brought the topic of insecure working conditions to the forefront. Job insecurity are of vital importance in modern working life. A growing number of employees face the risk of losing their jobs as a consequence of organisational restructuring and layoffs. Job insecurity affects the well-being of individuals. In this sense, job insecurity is a significant stressor with consequences for the individual. However, the consequences are not limited to just the individual. The situation is often such that individuals experiencing job insecurity also tend to react to the dissatisfying circumstances in ways that affect the organisation as well. Several studies have found a negative association between job insecurity and job satisfaction. Job insecurity s also associated with lower levels of organisational commitment. The empirical objectives of this thesis were firstly to validate the Job Insecurity Questionnaire (JIQ) and Minnesota Job Satisfaction Questionnaire (MSQ) for employees in selected organisations in South Africa; secondly to determine its construct equivalence for different cultural groups; thirdly, to determine differences between the job insecurity and job satisfaction levels of various demographic groups, fourthly to assess the relationship between job insecurity, job satisfaction and organisational commitment, and lastly to determine whether job insecurity can predict job satisfaction and organisational commitment. A cross-sectional survey design with a random sample (N = 834) of employees in selected organisations in South Africa was used. The Job Insecurity Questionnaire, the Minnesota Job Satisfaction Questionnaire, the Organisational Commitment Questionnaire, and a biographical questionnaire were administered. Descriptive statistics were used to describe the measuring instruments in terms of mean, standard deviation, skewness and kurtosis. Cronbach alpha coefficients were used to describe the reliability of the measuring instruments. Construct (structural) equivalence was computed to compare the factor structure for the different culture groups included in this study. Exploratory factor analysis with a Procrustean target rotation was used to determine the construct equivalence of the JIQ and MSQ for the different culture groups. Pearson correlation coefficients were used to determine the relationship between the measuring instruments. Regression analyses were used to determine whether organisational commitment can be predicted by the independent variables namely, affective job insecurity; cognitive job insecurity; extrinsic job satisfaction; intrinsic job satisfaction; age; gender, and qualification. The results confirmed a two-factor model of job insecurity, consisting of affective and cognitive job insecurity. The scales showed acceptable internal consistencies. Exploratory factor analysis with target rotations confirmed the construct equivalence of scales for white and black participants. Practically significant differences were found between the levels of job insecurity of employees in terms of age groups and qualification levels. Furthermore, the results confirmed a two-factor model of job satisfaction, consisting of extrinsic job satisfaction and intrinsic job satisfaction. Exploratory factor analysis with target rotations confirmed the construct equivalence of scales for the black and white groups. The results obtained from comparing job satisfaction levels of various demographic groups showed that practically significant differences existed between the job satisfaction of different age and race groups. Results revealed significant relationships between job insecurity and job satisfaction. The multiple regression analysis indicated that 24% of the variance in organisational commitment was explained by affective job insecurity, cognitive job insecurity; extrinsic job satisfaction; intrinsic job satisfaction; age; gender and qualification. Limitations of the research are discussed, followed by recommendations for the selected organisations and for future research
Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

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Ayers, Jennifer Parker. "Job satisfaction, job involvement, and perceived organizational support as predictors of organizational commitment." ScholarWorks, 2010. https://scholarworks.waldenu.edu/dissertations/729.

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The purpose of this study was to determine whether or not there is a significant relationship between job satisfaction, job involvement, perceived organizational support, and organizational commitment among educators. A review of the literature revealed there is limited research that examined organizational behaviors among educators. Organizational commitment has been identified as a leading factor impacting an employee's level of success in various organizations. There remains a gap in the current literature regarding specific attitudinal behaviors influencing organizational commitment across various levels of education. Organizational commitment among educators employed at the primary, secondary, and postsecondary levels was examined. The sample for this study included 900 educators in a southern U.S. state. Based on the social exchange and leader member Exchange theories, this study used a nonexperimental quantitative design. The data were analyzed using three hierarchical multiple regressions. The findings of this study revealed a significant relationship between job satisfaction, job involvement, and organizational commitment. Given the significance of these findings, promotion of dialogue within education could enhance social exchange relations, employee involvement, and educator commitment. Social change implications include the improvement of the educational services and student success outcomes and promotion of the importance of quality workplace exchanges, personal growth, leadership, scholarship, collaboration, and the benefits of a highly committed workforce.

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Books on the topic "Job commitment"

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Fink, Stephen L. High commitment workplaces. New York: Quorum Books, 1992.

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Singh, I. S. A study of job satisfaction and commitment in knowledge workers. Ahmedabad: Mahatma Gandhi Labour Institute, 2008.

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Kristina, Håkansson, ed. Commitment to work and job satisfaction: Studies of work orientations. New York: Routledge, 2012.

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Dundas, Craig. The ties that bind: Organisational commitment, employee involvement and job security. [s.l.]: typescript, 1994.

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Stride, Chris. Measures of job satisfaction, organisational commitment, mental health, and job-related well-being: A bench-marking manual. 2nd ed. Chichester, West Sussex: John Wiley & Sons, 2007.

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Stride, Chris. Measures of job satisfaction, organisational commitment, mental health, and job-related well-being: A bench-marking manual. 2nd ed. Chichester, West Sussex: John Wiley & Sons, 2007.

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A, LePine Jeffery, and Wesson Michael J, eds. Organizational behavior: Improving performance and commitment in the workplace. 3rd ed. New York, NY: McGraw-Hill/Irwin, 2013.

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Ryu, Keikoh. The Impact of Organizational Ethical Climate on Organizational Commitment and Job Performance. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-2813-2.

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Pinks, Gregory J. Facilitating organizational commitment through human resource practices. Kingston, Ont: Industrial Relations Centre, Queen's University, 1992.

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A, LePine Jeffery, and Wesson Michael J, eds. Organizational behavior: Essentials for improving performance and commitment. Boston: McGraw-Hill Irwin, 2010.

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Book chapters on the topic "Job commitment"

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Kanchana, P. Na. "Job Satisfaction as Predictor of Organizational Commitment." In Lecture Notes in Mechanical Engineering, 767–73. India: Springer India, 2012. http://dx.doi.org/10.1007/978-81-322-1007-8_73.

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Park, Yang-Kyu, Rüdiger Kabst, Holger Steinmetz, and Michelle Turner. "Organizational Commitment und Job Involvement in Deutschland und Südkorea." In Managementforschung, 1–30. Wiesbaden: Gabler Verlag, 2009. http://dx.doi.org/10.1007/978-3-8349-8287-2_1.

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Jones, Bill, Deborah M. Flynn, and E. Kevin Kelloway. "Perception of support from the organization in relation to work stress, satisfaction, and commitment." In Organizational risk factors for job stress., 41–52. Washington: American Psychological Association, 1995. http://dx.doi.org/10.1037/10173-002.

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Hafer, John, Ronald Downey, and Nancy Zeigler. "The Job Involvement/Organizational Commitment Interaction Effect on Salespersons’ Turnover." In Proceedings of the 1992 Academy of Marketing Science (AMS) Annual Conference, 325–29. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-13248-8_67.

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Saputra, Y. E. P., and D. Indiyati. "Effect of job characteristics and work experience on organizational commitment." In Acceleration of Digital Innovation & Technology towards Society 5.0, 331–36. London: Routledge, 2022. http://dx.doi.org/10.1201/9781003222927-51.

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Zapantis, G., M. Skordoulis, M. Chalikias, D. Drosos, and A. Papagrigoriou. "Measuring the Impact of Burnout on Job Satisfaction and Organizational Commitment." In Strategic Innovative Marketing, 51–55. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-56288-9_8.

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Wong, Macy Mei Chi, and Cheung Ronnie. "Job Satisfaction and Organizational Commitment—Retail Banking Services in Hong Kong." In Proceedings of the International Conference on Managing the Asian Century, 365–73. Singapore: Springer Singapore, 2013. http://dx.doi.org/10.1007/978-981-4560-61-0_41.

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Johlke, Mark C. "The Relative Impact of Important Sales Presentation Skills Upon Industrial Salesperson Job Performance." In Marketing, Technology and Customer Commitment in the New Economy, 118. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-11779-9_42.

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Turulja, Lejla, and Amra Kožo. "Modeling Employee Job Performance Through Organizational Communication, Organizational Commitment and Innovative Behavior." In Lecture Notes in Networks and Systems, 109–28. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-17767-5_9.

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Ryu, Keikoh. "The Impact of Organizational Ethical Climate on Organizational Commitment in JFMEs in China." In The Impact of Organizational Ethical Climate on Organizational Commitment and Job Performance, 83–103. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-2813-2_5.

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Conference papers on the topic "Job commitment"

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Agung Trisliatanto, Dimas, Tan Evan Tandiyono, Dimaz Ganjar Harry Pradana, Pristiandi Teguh Cahya, and Nur Anilawati. "Job Satisfaction and Job Motivation Toward Performance Through Organizational Commitment." In 1st International Conference Postgraduate School Universitas Airlangga : "Implementation of Climate Change Agreement to Meet Sustainable Development Goals" (ICPSUAS 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icpsuas-17.2018.14.

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Özcan, Irfan, Gökhan Aba, and Metin Ateş. "The Effect of Organizational Commitment and Job Satisfaction of Nurses on Anticipated Turnover." In International Conference on Eurasian Economies. Eurasian Economists Association, 2016. http://dx.doi.org/10.36880/c07.01592.

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Today, there is an intense competition regarding the provision of private health services. In the context of such competition, it is important to provide that health personnel commit to their jobs and have job satisfaction in order for hospitals to thrive. However, perceptions and cognitions related to leaving employment are affected due to the specific features of health services and due to the heavy workload of personnel. The current study was conducted in order to determine the effect of organizational commitment and job satisfaction on employee turnover rates among health personnel. A total of 415 nurses who were employed in 5 private hospitals located in Istanbul completed questionnaires. In the study, expected employee turnover, organizational commitment, and job satisfaction scales were administered. Data was analyzed using the SPSS 17.0 software. It was found that expected employee turnover levels showed significant differences according to the demographic features of the nurses. In addition, employee turnover rates were negatively related to organizational commitment and job satisfaction. According to this, employee turnover levels decrease as organizational commitment and job satisfaction increase. Based on these results, it is recommended that hospital administrations should place importance on programs that aim to increase organizational commitment and job satisfaction among nurses in order to reduce employee turnover rates.

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Mufidatun, Ikhtiarisca Olifia, Didik Gunawan Tamtomo, and Bhisma Murti. "The Influence of Job Satisfaction and Organization Commitment on the Performance of Family Planning Counselors in Yogyakarta." In The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.04.50.

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ABSTRACT Background: Theoretically, organizational commitment mediates the relationship between job satisfaction and job performance. An organization with more satisfied employees tends to be more effective and productive. The purpose of this study was to investigate the influence of job satisfaction and organization commitment on the performance of family planning counselors in Yogyakarta. Subjects and Method: A cross sectional study was conducted at 50 family planning counselor offices in Yogyakarta, from January to February 2020. A sample of 200 family planning counselors was selected by stratified random sampling. The dependent variable was job performance. The independent variables were job satisfaction and organizational commitment. The data were collected by questionnaire and analyzed by a multiple logistic regression. Results: Family planning counselor who had good job performance was 57.00%, high job satisfaction was 64.50%, and high commitment was 45.50%. Family planning counselor job performance increased with high satisfaction (OR= 8.84; 95% CI= 1.49 to 3.22; p<0.001) and strong organizational commitment (OR= 4.84; 95% CI= 0.89 to 2.47; p<0.001). Conclusion: Family planning counselor job performance increases with high satisfaction and strong organizational commitment. Keywords: job performance job satisfaction, organization commitment Correspondence: Ikhtiarisca Olifia Mufidatun. Masters Program in Public Health, Universitas Sebelas Maret. Jl. Ir. Sutami 36A, Surakarta 57126, Central Java. Email: riscaolifia@gmail.com. Mobile: +6282220030006. DOI: https://doi.org/10.26911/the7thicph.04.50

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FERRETTI, MARIA SANTA. "JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT: AFFECTIVE COMMITMENT PREDICTORS IN A GROUP OF PROFESSIONALS." In Proceedings of the International Conference. WORLD SCIENTIFIC, 2008. http://dx.doi.org/10.1142/9789812793478_0021.

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Trung Kien, Nguyen, Phenpimon Wilairatana, Tenzin Dhonden, Pichit Ngamjarussrivichai, and Tsutomu Konosu. "Job Satisfaction and Organizational Commitment amongst Vietnamese workers." In 2020 9th International Congress on Advanced Applied Informatics (IIAI-AAI). IEEE, 2020. http://dx.doi.org/10.1109/iiai-aai50415.2020.00138.

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Teh, Pei-Lee, and Laosirihongthong Tritos. "Job involvement, job satisfaction, and organizational commitment: Predicting propensity to leave a job among skilled employee." In 2011 IEEE International Conference on Quality and Reliability (ICQR 2011). IEEE, 2011. http://dx.doi.org/10.1109/icqr.2011.6031670.

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Ratnasari, Sri. "Employee Performance: Organizational Culture, Organizational Commitment, And Job Satisfaction." In Proceedings of the 1st International Conference on Applied Economics and Social Science (ICAESS 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icaess-19.2019.54.

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Pei-Kuan Lin, Bich Thi Ngoc Pham, Shao-Yu Li, and Pao-Cheng Lin. "Impacts of leadership styles, job satisfaction, and job characteristics on public servants' organizational commitment." In 2015 12th International Conference on Service Systems and Service Management (ICSSSM). IEEE, 2015. http://dx.doi.org/10.1109/icsssm.2015.7170256.

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Maulana, Mochamad Irfan, and Perengki Susanto. "Job Satisfaction and Job Performance: The Role of Motivation, Organizational Citizenship Behavior and Organizational Commitment." In The Fifth Padang International Conference On Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA-5 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.201126.091.

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Anggraeni, Rini, and Rasto Rasto. "Job Satisfaction and Organizational Commitment as Determinants of Teacher Performance." In 2016 Global Conference on Business, Management and Entrepreneurship. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/gcbme-16.2016.95.

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Reports on the topic "Job commitment"

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Charles, Kristin. Effects of shift work on employee retention : an examination of job satisfaction, organizational commitment, and stress-based explanations. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5910.

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McIntyre, Robert M. EO Fairness Effects on Job Satisfaction, Organizational Commitment, and Perceived Work Group Effectiveness: Does Race or Gender Make a Difference? Fort Belvoir, VA: Defense Technical Information Center, September 2001. http://dx.doi.org/10.21236/ada402932.

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Leo, Michael. A Mixed-Methods and Multi-Level Investigation of the Effects of a Crew Chief Intervention on Job Attitudes, Occupational Stress, and Organizational Commitment. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.2759.

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Kelly, Elish, and Bertrand Maître. Identification Of Skills Gaps Among Persons With Disabilities And Their Employment Prospects. ESRI, September 2021. http://dx.doi.org/10.26504/sustat107.

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In 2013, the Irish Government published its National Disability Strategy Implementation Plan 2013-2015. As part of this strategy, a number of goals were set around participation, including job access for people with disabilities. This specific objective recommended a number of actions, including the commitment to publish a comprehensive employment strategy (CES) for people with disabilities. This strategy, the Comprehensive Employment Strategy for People with Disabilities, was published in 2015 for the period 2015-2024. The objective of this strategy, which is cross-governmental, is to support people with disabilities in accessing the labour market. Building on existing actions in the CES, the National Disability Authority (NDA) commissioned the Economic and Social Research Institute (ESRI) to undertake quantitative research into the workplace skills and abilities of persons with disabilities. To undertake this research, a number of nationally representative data sources were utilised to characterise the skills/educational endowments and gaps among persons with disabilities compared to those without. Specifically, data from the Survey on Income and Living Conditions (SILC), the Programme for the International Assessment of Adult Competencies (PIAAC), the Census of Population, and the European Union Statistics on Income and Living Conditions (EU-SILC) were examined. Where the data permitted, we differentiated those with a disability by type, everyday difficulties (e.g. difficulty dressing), and/or severity level. We also examined the employment characteristics of people with disabilities compared to persons without, and investigated the impact of having a disability on an individual’s employment prospects. What follows is a summary of the principal findings from this research, including some discussion on future directions.

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Kelly, Elish, and Bertrand Maître. Identification Of Skills Gaps Among Persons With Disabilities And Their Employment Prospects. ESRI, September 2021. http://dx.doi.org/10.26504/sustat107.

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In 2013, the Irish Government published its National Disability Strategy Implementation Plan 2013-2015. As part of this strategy, a number of goals were set around participation, including job access for people with disabilities. This specific objective recommended a number of actions, including the commitment to publish a comprehensive employment strategy (CES) for people with disabilities. This strategy, the Comprehensive Employment Strategy for People with Disabilities, was published in 2015 for the period 2015-2024. The objective of this strategy, which is cross-governmental, is to support people with disabilities in accessing the labour market. Building on existing actions in the CES, the National Disability Authority (NDA) commissioned the Economic and Social Research Institute (ESRI) to undertake quantitative research into the workplace skills and abilities of persons with disabilities. To undertake this research, a number of nationally representative data sources were utilised to characterise the skills/educational endowments and gaps among persons with disabilities compared to those without. Specifically, data from the Survey on Income and Living Conditions (SILC), the Programme for the International Assessment of Adult Competencies (PIAAC), the Census of Population, and the European Union Statistics on Income and Living Conditions (EU-SILC) were examined. Where the data permitted, we differentiated those with a disability by type, everyday difficulties (e.g. difficulty dressing), and/or severity level. We also examined the employment characteristics of people with disabilities compared to persons without, and investigated the impact of having a disability on an individual’s employment prospects. What follows is a summary of the principal findings from this research, including some discussion on future directions.

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Deal, Jennifer, Kristin Cullen, Sarah Stawiski, William Gentry, and Marian Ruderman. World Leadership Survey Biannual Report on Employee Commitment and Engagement 2013–2014. Center for Creative Leadership, 2015. http://dx.doi.org/10.35613/ccl.2015.2048.

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" From the Executive Summary: ""The purpose of the World Leadership Survey (WLS) is to provide a window into how professionals, managers, and executives view their life within the organization. This view of the employee experience will help leaders of organizations understand what employees experience, and what the organization can do to improve commitment and reduce turnover. The good news for organizations in the United States and Canada (the sample for this report) is that respondents are mostly committed to their organizations, satisfied with their jobs and their pay, work more than the typical 40-hour workweek, and do not currently intend to leave their jobs. The professionals, managers, and executives surveyed feel supported by their organization and by their direct supervisor, and think that their organizations are economically stable. Unfortunately they also feel overloaded, with their work disproportionately interfering with the rest of life, and that there is a high level of political behavior within their organization. Both overload and overt political behavior can reduce individual and organizational effectiveness. This report describes the current employee experience, and what organizations can focus on to maintain and improve commitment and engagement."

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