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1
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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Singh, Ajay, and Bindu Gupta. "Job involvement, organizational commitment, professional commitment, and team commitment." Benchmarking: An International Journal 22, no. 6 (August 3, 2015): 1192–211. http://dx.doi.org/10.1108/bij-01-2014-0007.
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Purpose – The purpose of this paper is to examine the relationship among job involvement, organizational commitment, team commitment and professional commitment and to explore generational differences for these variables. Design/methodology/approach – It used structured questionnaire survey approach for which data were collected from 477 full-time employees of 13 organizations from diverse sectors in India. Respondents were categorized into four generational cohorts following the classification reported in Robbins et al. (2011). Findings – The findings of the study indicated that professional commitment is negatively related with job involvement, affective organizational commitment, normative organizational commitment, and team commitment. Job involvement, affective and normative organizational commitment, and team commitment were positively correlated. Differences were observed among Generation Y, Generation X, Liberals, and Socialist for job involvement, affective organizational commitment, normative organizational commitment, professional commitment, and team commitment. Generation Y, for example, was found high in professional commitment, while Socialist were found higher on affective organizational commitment compared to other generations. Practical implications – Findings suggests that there is a decrease in job involvement, affective organizational commitment, normative organizational commitment, and increase in professional commitment in young generations. Organizations need to take consideration this while designing the HR policies for employees’ engagement. Originality/value – The contribution of the study lies in examining the employees’ attitude to different dimensions of work life and differences among Indian generations.
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Sugiarto, Irwan. "Organizational climate, organizational commitment, job satisfaction, and employee performance." Diponegoro International Journal of Business 1, no. 2 (December 30, 2018): 112. http://dx.doi.org/10.14710/dijb.1.2.2018.112-120.
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The purpose of this study was to examine the relationship between organizational climate, organizational commitment, job satisfaction, and employee performance. Particularly, we examine the effect of organizational climate and organizational commitmenton job satisfaction. Furthermore, we also test the effect of job satisfaction on employee performance.Results of path analysis on 90 respondents showsopports for all hypotheses. Partially, organizational climate and organizational commitment have positive effect on job satisfaction. Simultaneously, organizational climate and organizational commitment positivelyaffect job satisfaction. In addition, job satisfaction has positive effect on employee performance.
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Wirawan, Putu Rizky Maysa, and AA Sagung Kartika Dewi. "PERAN KEPUASAN KERJA MEMEDIASI PENGARUH STRES KERJA TERHADAP KOMITMEN ORGANISASIONAL." E-Jurnal Manajemen Universitas Udayana 9, no. 1 (January 3, 2020): 59. http://dx.doi.org/10.24843/ejmunud.2020.v09.i01.p04.
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The purpose of this study was to analyze the effect of work stress on job satisfaction, to analyze the effect of job satisfaction on organizational commitment, to analyze the effect of work stress on organizational commitment to analyze job satisfaction in mediating the effect of work stress on commitment. This research was conducted at the UPT. Monument to the Struggle of the People of Bali. The number of samples used in this study is 49 employees, using the saturated sample method (census), which uses the entire population as a sample. Data analyzed using Path Analysis techniques. The results showed that work stress had a negative and significant effect on job satisfaction at the UPT. Monumen Perjuangan Rakyat Bali, job satisfaction has a positive and significant effect on organizational commitment, work stress has a negative and significant effect on organizational commitment, and job satisfaction Mediates the Effects of Job Stress on Organizational Commitments on UPT. Monument to the Struggle of the People of Bali.
Keywords: work stress, job satisfaction, organizational commitment
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Hartanto, Didy Agus, Saladin Ghalib, and Irwansyah Irwansyah. "PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, KEPUASAN KERJA, DAN KOMITMEN ORGANISASIONAL TERHADAP KINERJA KARYAWAN (Studi pada karyawan Hotel Aston Banua)." Jurnal Bisnis dan Pembangunan 10, no. 1 (January 15, 2021): 37. http://dx.doi.org/10.20527/jbp.v10i1.9952.
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The research objective was to determine the effect of Transformational Leadership on Job Satisfaction and Employee Performance, Organizational Commitment on Job Satisfaction and Employee Performance, Job Satisfaction on Employee Performance, Job Satisfaction as an intervening variable between Transformational Leadership and Employee Performance, and Job Satisfaction as an intervening variable between Organizational Commitments and Employee Performance.The population of the study was all employees totaling 40 people. Data collection using a questionnaire with Likert Scale. Data analysis was performed using the Partial Least Square (PLS) method.The results showed that Transformational Leadership has a significant influence on Job Satisfaction but does not have a significant effect on Employee Performance, Organizational Commitment has a significant effect on Job Satisfaction and Employee Performance, Job Satisfaction has a significant effect on Employee Performance, Job Satisfaction does not have a significant effect as an intervening variable between Transformational Leadership and Employee Performance, Job Satisfaction has a significant influence as an intervening variable between Organizational Commitment and Employee Performance.Keywords : Transformational Leadership, Job Satisfaction, Organizational Commitment, Employee Performance
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Weibull, Alise. "European Officers' Job Satisfaction and Job Commitment." Current Sociology 42, no. 3 (December 1994): 57–70. http://dx.doi.org/10.1177/001139294042003006.
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Nursalam, Nursalam, Nurul Hikmatul Qowi, Tri Johan Agus Yuswanto, and Ferry Efendi. "Nurse's foci of commitment model to decrease turnover intention." International Journal of Public Health Science (IJPHS) 11, no. 4 (December 1, 2022): 1357. http://dx.doi.org/10.11591/ijphs.v11i4.22000.
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The hospital is an organization in the service sector with nurses as the main resource. Increasing the commitment of the nurses was one of the ways to retain nurses. This cross-sectional study explained nurse’s foci of commitment model to decrease turnover intention. Variables in this study included nurse characteristics, job characteristics, work experience, organizational factors, nurse commitment, and turnover intention. The population was nurses who have worked in islamic hospital in Surabaya, Indonesia. The 119 nurses selected as sample based on simple random sampling. Data collected using questionnaires and analyzed using partial least squares (PLS). Nurse characteristics influenced nurse commitments (path coefficient=0.252; t=2.953) and turnover intention (path coefficient=-0.239; t=2.458). Job characteristics influenced nurse commitments (path coefficient=0.190; t=2.409) and turnover intention (path coefficient=-0.183; t=2.107). Work experience influenced nurse commitments (path coefficient=0.208; t=2.231) and turnover intention (path coefficient=-0.153; t=1.964). organizational factors influenced nurse commitments (path coefficient=0.218; t=2.170) and turnover intention (path coefficient=-0.174; t=2.330). Nurse commitment influenced turnover intention (path coefficient=-0.226; t=2.084). The nurse's commitment as moderate these factors in reducing turnover intention. The influence of job satisfaction, nurse commitment, and perceived organizational support to turnover intention needs further research.
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Yamin, Ahmad Hudi, and Setiyawan Setiyawan. "The Influence of Leader Behaviour, Work Atmosphere, and Job Satisfaction on Employee Commitments in the Secretariat of the Regional House of Representatives." International Journal of Research and Scientific Innovation 09, no. 05 (2022): 30–35. http://dx.doi.org/10.51244/ijrsi.2022.9503.
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The success of the organization is determined by its employees’ commitments. Employees with a strong affective commitment are motivated to achieve greater levels of job performance and make meaningful contributions to the firm. This study focused on the effect of leader behavior, work atmosphere, and job satisfaction on employee commitment in the secretariat of the regional House of Representatives in Pasuruan, East Java, Indonesia. This study is quantitative approach and using explanatory research. Sample of this study is 28 employees. This research aims to analyze the partial and simultaneous influence as well as determine the dominant variable that influence the commitment of employees of the Secretariat of the Regional Representative Council of Pasuruan Regency. Based on this study, the conclusion obtained is that the normality test results are known that the data is distributed normally. This study found that leader behavior, work atmosphere, and job satisfaction simultaneously influence the employee commitment. Partially, only job satisfaction that influence the employee commitment. Both leader behavior and work atmosphere don’t have effect on employee commitment. This study also found that job satisfaction as a dominant variable that influence employee commitment.
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Kodrattriana, Sigit. "PENGARUH GAJI, KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP TURNOVER INTENTION KARYAWAN DI PT PEMBANGUNAN JAYA." Aliansi : Jurnal Manajemen dan Bisnis 13, no. 1 (September 4, 2020): 81–86. http://dx.doi.org/10.46975/aliansi.v13i1.10.
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This study aims to analyze the influence of salary, job satisfaction, organizational commitment to Intention at PT. Pembangunan Jaya. The research population is employees of PT. Pembanguna Jaya and the sampling method used Slovin formula which produces 80 respondents to be examined by questionnaire. Salary is an important element that can affect employee performance because it is used to meet various employee needs. Salary is divided into four dimensions, namely salary level (pay level), compensation (benefit) salary increase (pay raise), structure and payroll administration (pay structure and administration). Job satisfaction is a positive feeling about someone's work from a characteristic evaluation. Job satisfaction is divided into job satisfaction towards work (work ef self), pay (pay), promotion opportunities (supervisor) and supervisors (co. workers). Organizational commitment is the extent to which employees take sides with the organization to maintain it. Organizational commitment is divided into three continence commitments, effective commitment and normative commitment. Turnover Intention is an employee's tendency or intention to stop working from his job. Turnover is divided into three dimensions based on intentions (intention to quit), information seeking activities (job search) and thinking of going out (thinking of quit). In this study salary levels of job satisfaction and organizational commitment have a positive effect.
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NingTyas, Azisah Putri Ayu, Suseno Hadi Purnomo, and Aswar Aswar. "PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING." E-Jurnal Manajemen Universitas Udayana 9, no. 4 (April 3, 2020): 1634. http://dx.doi.org/10.24843/ejmunud.2020.v09.i04.p20.
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This study aims to analyze the effect of job satisfaction on turnover intention with organizational commitment as an intervening variable. The approach of this study is quantitative. The population in this study are permanent employees who are in PT. Astra International Tbk, Honda. The sample of this study were 100 employees in PT. Astra International Tbk, Honda using path analysis. From the analysis model the value of the dependent variable was obtained from the results of the questionnaire and using a Likert scale. The results of this study indicate that the model studied has met the model's feasibility test. Job satisfaction shows positive and significant results on organizational commitment, job satisfaction shows positive and significant results on turnover intention, organizational commitment shows positive and significant results on turnover intention and job satisfaction has a significant positive effect on turnover intention through organizational commitment.
Keywords: Job satisfaction, turnover intention, organizational commitments.
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Saud, Tina Rawal. "The Effect of Job Characteristics on Organizational Commitment: The Role of Growth Need Strength in Nepali IT Companies." Journal of Business and Management Research 3, no. 1-2 (October 30, 2020): 39–56. http://dx.doi.org/10.3126/jbmr.v3i1.31973.
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Organizational commitment is one of the critical problems faced by the organizations, today. The outcomes related to commitment i.e. turnover and absenteeism can be resolved through enriched jobs. However, there is limited knowledge availability both from practical and academic aspects regarding the effect of job characteristics on organizational commitment, and keeping this perspective in mind this study examined the effect of job characteristics on organizational commitment in Nepali IT companies along with the moderating effect of growth need strength. Altogether 167 responses were collected from employees using survey questionnaire. Regression analysis and multiple moderated regression analysis were carried out to examine the hypothesized relationship. The results indicated that job characteristics had a significant positive effect on organizational commitment and among the five dimensions of job characteristic only skill variable had a non-significant effect on organizational commitment. However, the moderating effect of growth needs strength on job characteristics and organizational commitment relationship could not be established. Research implications along with the limitations of this study are discussed.
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Bachri, Fathul, and Nihayatu Aslamatis Solekah. "Organizational Commitment as Mediating Variable of Employee Job Satisfaction Toward Turnover Intentions." INOBIS: Jurnal Inovasi Bisnis dan Manajemen Indonesia 4, no. 2 (March 1, 2021): 151–62. http://dx.doi.org/10.31842/jurnalinobis.v4i2.174.
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The high employees turnover at PT. BRI Syariah shows low job satisfaction and organizational commitment and high desire to change jobs. The purpose of this study was to determine the effect of job satisfaction and organizational commitment on turnover intentions directly or indirectly. Quantitative methods are used in this study. The population is employees at PT. BRI Syariah of Malang Branch with 50 people. The sampling technique used was census sampling with sample size of 50 people. Data collection techniques using questionnaires and path analysis. The results of the study indicated that there is negative and significant effect of job satisfaction on turnover intentions, positive and significant effect of job satisfaction on organizational commitment, negative and significant effect of organizational commitment on turnover intentions, and negative and significant effect of job satisfaction on turnover intentions indirectly through organizational commitment.
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Pergamino, Gina M., and Angelo P. Yuayan. "Job Satisfaction and Organizational Commitment Among Teachers of the Bohol Association of Catholic Schools, Diocese of Tagbilaran." University of Bohol Multidisciplinary Research Journal 9, no. 1 (September 15, 2021): 1–29. http://dx.doi.org/10.15631/ubmrj.v9i1.131.
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Job Satisfaction is an attitude the employees have about their jobs, while organizational commitment refers to a widely recognized theory covering normative, affective, and continuance aspects. The study aimed to assess the level of job satisfaction and organizational commitment among teachers in BACS. Furthermore, it examined the correlation between job satisfaction and organizational commitment. It also looked into the significant difference in job satisfaction between the respondents’ years of service. The study used the quantitative descriptive-normative survey method to gather data through standardized questionnaires. From 311 teachers, a random sample of 291 respondents was selected with a +/-1.46% margin of error at a 95% confidence interval. Results revealed that teachers were highly satisfied with their jobs, while having a moderate organizational commitment (rs = 0.524, p = 0.000). Moreover, Spearman’s rank-order correlation test revealed a positive correlation between job satisfaction and organizational commitment. Furthermore, a Kruskal-Wallis H test showed a statistically significant difference in job satisfaction between the respondents’ years of service, = 10.124, p=0.018, with a mean rank job satisfaction of 170.36 for one year and below, 137.76 for more than one year – three years, 124.70 for more than three years – five years, and 148.75 for more than five years. A Dunn-Bonferroni test showed that teachers employed for one year and below significantly had higher job satisfaction than those who stayed for more than three years – five years.
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Chen, Ching-Fu, and Ting Yu. "Effects of positive vs negative forces on the burnout-commitment-turnover relationship." Journal of Service Management 25, no. 3 (June 10, 2014): 388–410. http://dx.doi.org/10.1108/josm-01-2012-0003.
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Purpose – The purpose of this paper is to examine relationships among job demands, job resources, burnout, organizational commitment, and staff turnover intentions in a volunteer workforce setting. Design/methodology/approach – To test empirically the positive and negative forces on the burnout – commitment – turnover relationship, this study uses 190 questionnaires collected from museum volunteers who also hold paid service jobs. The data were analysed using structural equation modelling. Findings – Consistent with previous studies, both job demands and job resources have significant impacts on burnout. Job resources have positive significant impact on organizational commitment. Both burnout and organizational commitment have significant impacts on volunteers’ turnover intentions. Research limitations/implications – An integrated understanding would require different theoretical approaches to volunteering in various settings to determine cross-influences. Moderator analyses might clarify the predictability of job demands and resources. A multilevel research design would provide further insights. Practical implications – To retain their volunteer workforce, firms should grant volunteers sufficient autonomy and allow them to determine their work processes, which not only reduces burnout but also satisfies psychological control needs. Constructive feedback from colleagues offers better organizational support to volunteers. Originality/value – This study identifies and empirically tests key indicators of job demands and job resources for volunteers who also hold paid jobs. It helps explain inconsistent reports of the burnout – organizational commitment link by raising the possibility that it is context specific rather than generic.
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Zhang, Li, Liou-Yuan Li, Jidapa Chollathanrattanapong, and Guang-Lei Lu. "ORGANIZATIONAL COMMITMENT, JOB INSECURITY AND JOB INVOLVEMENT AND MEDIATION EFFECTS OF POSITIVE EMOTION." EUrASEANs: journal on global socio-economic dynamics, no. 1(32) (January 31, 2022): 85–98. http://dx.doi.org/10.35678/2539-5645.1(32).2022.85-98.
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This study aimed to investigate the effects of job insecurity on organizational commitment and Job Involvement respectively and the mediation effects of positive emotion thereto. The hypotheses this research addressed are (1) Job insecurity has no significant effect on organizational commitment; (2) Job insecurity has a significant negative effect on Job Involvement; (3) Organizational commitment has a significant positive effect on Job Involvement. (4) Positive emotion failed to reduce the negative effect of job insecurity on organizational commitment and Job Involvement respectively. The results show that, the powerlessness in job insecurity is a key factor affecting organizational commitment and Job Involvement. And the powerlessness in job insecurity not only affects organizational commitment and Job Involvement but also affects Job Involvement through organizational commitment.
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Permatasari, Anak Agung Sagung Intan, and Agoes Ganesha Rahyuda. "KEPUASAN KERJA MEMEDIASI PENGARUH STRES KERJA TERHADAP KOMITMEN ORGANISASIONAL PADA KARYAWAN THE GRAND SANTHI HOTEL." E-Jurnal Manajemen Universitas Udayana 9, no. 6 (June 3, 2020): 2187. http://dx.doi.org/10.24843/ejmunud.2020.v09.i06.p07.
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Organizational commitment is attitude from employees to remain members of an organization and work hard for goals and sustainability of organization. Purpose of this study is to determine effect of job stress on organizational commitment and job satisfaction, effect of job satisfaction on organizational commitment, and role of job satisfaction in mediating effect of work stress on organizational commitment. Study is conducted at The Grand Santhi Hospital with 50 samples, using saturated sampling. Data are analyzed using path analysis. Results showed that job stress has negative and significant effect on organizational commitment, job stress has negative and significant effect on job satisfaction, job satisfaction has positive and significant effect on organizational commitment, and job satisfaction able to mediate job stress on organizational commitment. Company needs to pay attention to workload and work capacity and evaluate the salary given to employees to match the workload so as to increase organizational commitment.
Keywords: Organizational Commitment, Job Stress, Job Satisfaction.
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Fransiska Ekobelawati. "Pengaruh Budaya Organisasi Dan Kepuasan Kerja terhadap Komitmen Organisasional Karyawan." Jurnal Ekonomi STIEP 4, no. 1 (May 20, 2019): 40–45. http://dx.doi.org/10.54526/jes.v4i1.15.
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This study was aimed to determine: (1) Organization culture of Waroeng Spesial Sambal Yogyakarta;(2) Employee’s job satisfaction of the Sari Banto Pontianak; (3) Employee’s organizational commitment ofthe Waroeng Spesial Sambal; (4) The effect of organization culture on employee’s organizationalcommitment of the Sari Banto Pontianak; (5) The effect of job satisfaction on employee’s organizationalcommitment of the Sari Banto Pontianak; (6) The effect of organization culture and job satisfaction onemployee’s organizational commitment of the Sari Banto Pontianak. The sample in this study were 100employees of the Sari Banto Pontianak. The data collection technique used was questionnaire. The dataanalysis technique used was multiple regression.The results of this study indicated that: (1) There was positive and significant relationship betweenorganization culture on employee’s organizational commitment of the Sari Banto Pontianak in the amount of(β) 0,513 (***p<0,001; p=0,000), with the contribution of organization culture on employee’sorganizational commitment in the amount of (ΔR2) 0,243; (2) There was positive and significant relationshipbetween job satisfaction on employee’s organizational commitment of the Sari Banto Pontianak in theamount of (β) 0,213 (*p<0,05; p=0,034), with the contribution of job satisfaction on employee’sorganizational commitment in the amount of (ΔR2) 0,044; (3) There was positive and significant influencebetween the variables of organization culture and job satisfaction on employee’s organizational commitmentof the Sari Banto Pontianak in the amount of organization culture (β) 0,512 (***p<0,001; p=0,000) and jobsatisfaction (β) 0,210 (*p<0,05; p=0,015). The influence of organization culture and job satisfaction toemployee’s oranizational commitment of the Sari Banto Pontianak (ΔR2) 0,286*.<!--End
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Bakan, Ismail, Tuba Buyukbese, Burcu Ersahan, and Buket Sezer. "Effects of Job Satisfaction on Job Performance and Occupational Commitment." INTERNATIONAL JOURNAL OF MANAGEMENT & INFORMATION TECHNOLOGY 9, no. 1 (March 31, 2014): 1472–80. http://dx.doi.org/10.24297/ijmit.v9i1.668.
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The paper aims to examine the effect of job satisfaction on the levels of job performance and occupational commitment among academicians in the universities. A structured questionnaire was used as an instrument for data collection, with academic staff in the Kahramanmaras Sutcu Imam University as respondents. The results of regression analysis indicated that job satisfaction has a positive impact on job performance and occupational commitment. Job satisfaction explains the 36.7 percent of job performance, and 48.0 percent of occupational commitment of academic staff. Additionally, occupational commitment has also a positive impact on job performance of academicians and explains 28.7 percent of their job performance. Academic administrators can provide a suitable organizational climate to increase the satisfaction level and thus, occupational commitment and job performance of the academic staff will increase. The results and recommendations in the paper will be of interest to all academic administrators and staff, not only for the Kahramanmaras Sutcu Imam University but also for the academic administrators in all universities.
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Jose, Joby, and Dr N. Panchanatham Dr. N. Panchanatham. "Influence of Job Satisfaction and Organizational Commitment on Job Involvement towards Organizational Effectiveness." Indian Journal of Applied Research 4, no. 1 (October 1, 2011): 280–82. http://dx.doi.org/10.15373/2249555x/jan2014/81.
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WRIGHT, THOMAS A. "JOB PERFORMANCE AND ORGANIZATIONAL COMMITMENT." Perceptual and Motor Skills 85, no. 6 (1997): 447. http://dx.doi.org/10.2466/pms.85.6.447-450.
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Wright, Thomas A. "Job Performance and Organizational Commitment." Perceptual and Motor Skills 85, no. 2 (October 1997): 447–50. http://dx.doi.org/10.2466/pms.1997.85.2.447.
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The relationship between employees' commitment and job performance continues to interest those studying organizational behavior and management. The present study yielded a significant negative correlation between measures of organizational commitment and job performance for a sample of 41 employees with significant organizational work experience. Limitations and further directions for research are discussed.
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Maini, Vandna. "Job Commitment of Women Executives." Management and Labour Studies 26, no. 4 (October 2001): 247–57. http://dx.doi.org/10.1177/0258042x0102600404.
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In the last few years, the number of women holding executive positions in India has greatly increased. The question that arises is how much commitment they have to their work in the face of their responsibilities to husband, home and children. A study made of 325 women executives in Ludhiana and Chandigarh revealed a significant relationship between marital status, salary drawn, age, work experience and job commitment. In many of these factors, the attitudes of the women were hardly different from those of men — a considerable change from the situation that previously prevailed both in India and the West.
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Wijayanti, Trisna Kiki, and Dwiarko Nugrohoseno. "Pengaruh Dukungan Otonomi dan Efikasi Diri terhadap Kepuasan melalui Komitmen Organisasi." BISMA (Bisnis dan Manajemen) 6, no. 2 (May 25, 2018): 77. http://dx.doi.org/10.26740/bisma.v6n2.p77-88.
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Autonomy support that given to employees is supported by the self-efficacy of employees, it will increase the employee job satisfaction and organizational commitment. With a sample of 97 employees at PT. Boma Bisma Indra (Persero) Surabaya, using SEM Smart PLS 2.0 analysis techniques. The result that is a significant effect of autonomy support on organizational commitment and job satisfaction, a significant effect of self efficacy on organizational commitment and job satisfaction, a significant effect of organizational commitment on job satisfaction, no significant effect of autonomy support on job satisfaction mediated by organizational commitment and no significant effect of self efficacy on job satisfaction mediated by organizational commitment.Autonomy support that given to employees is supported by the self-efficacy of employees, it will increase the employee job satisfaction and organizational commitment. With a sample of 97 employees at PT. Boma Bisma Indra (Persero) Surabaya, using SEM Smart PLS 2.0 analysis techniques. The result that is a significant effect of autonomy support on organizational commitment and job satisfaction, a significant effect of self efficacy on organizational commitment and job satisfaction, a significant effect of organizational commitment on job satisfaction, no significant effect of autonomy support on job satisfaction mediated by organizational commitment and no significant effect of self efficacy on job satisfaction mediated by organizational commitment.
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Hartanti, Rina. "Pengaruh Organizational Citizenship Behaviours, Organizational Commitment Terhadap Job Performance Auditor." Jurnal Akuntansi Trisakti 8, no. 2 (September 30, 2021): 151–72. http://dx.doi.org/10.25105/jat.v8i2.8684.
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Abstract: Examining the Effect of Organizational Citizenship Behaviors and Organizational Commitments on Auditor’s Job Performance is the purpose of this study. The effect of each dimension of Organizational Citizenship Behaviors and Organizational Commitment on Auditor’s Job Performance was also tested in this study. Data was obtained by distributing 325 questionnaires to HRD Manager (Personnel Manager) at public accounting firms in DKI Jakarta to be forwarded to respondents, namely auditors and only 264 questionnaires were successfully filled out for analysis with Structural Equation Models (SEM). Research shows the results: (1). Auditor’s Organizational Commitment are proven to be positively and significantly influenced by Auditor’s Organizational Citizenship Behaviors (2). Organizational Commitment is proven to have a significant and positive effect on Job Performance. (3). Significantly and positively Organizational Citizenship Behaviors affect the Auditor's Job Performance. Auditors who have high Organizational Citizenship Behaviors ultimately provide maximum Job Performance at the public accounting firm where they work.
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Winata, Aldo. "Analisa Pengaruh Professionalism dan Rewards Terhadap Job Satisfaction Serta Implikasinya Pada Organizational Commitment; Telaah Pada Sopir Taksi Konvensional Bandara Soekarno-Hatta." Jurnal Manajemen 9, no. 2 (March 16, 2018): 1–17. http://dx.doi.org/10.31937/manajemen.v9i2.716.
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Jakarta is the place where the largest number of land transportation in Indonesia, according to Djarot in Kompas.com article, vehicles every day increased about 1500 units. And according to an article from Liputan 6, revenue from conventional taxi drivers dropped dramatically after the entry of online transport by 40-50% during 2016 due to the entry of online transport. Conventional taxi companies must immediately anticipate this phenomenon so that their human resources can survive in the company. The purpose of this research are first, to know is there a positive effect from professionalism factors to organizational commitment and job satisfaction. Second, to know job satisfaction factors have a positive effect to organizational commitment. And the last is to know is there a positive effect from rewards factors to job satisfaction and organizational commitment’s factors. This research uses descriptive method with non-probability method. Through judgmental sampling technique, primary data collection was obtained from questionnaire distribution to conventional taxi driver of Soekarno-Hatta Airport. The data has been collected and then obtained by using Structural Equation Modeling (SEM). The result of this research indicates that there is positive influence from professionalism to organizational commitment but the data do not support the hypothesis, there is positive influence from professionalism to job satisfaction, but there’s negative effect between job satisfaction and organizational commitment, there is positive relation of rewards to job satisfaction, Finally there is a positive effect of rewards on organizational commitment.
Keywords: organizational commitment, professionalism, rewards, job satisfaction, ecommerce, conventional taxi driver.
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Shi Hu. "Facilitate Affective Commitment and Organizational Citizenship Behavior of the Technology Employees in the Chinese IT Companies." International Journal of Business and Society 23, no. 2 (August 8, 2022): 931–48. http://dx.doi.org/10.33736/ijbs.4851.2022.
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This study aims to understand the antecedents of affective commitment and organizational citizenship behavior (OCBO) of technology employees in Chinese IT Companies. Job satisfaction, which is a positive job attitude is identified as the mediator for the relationships between family-supportive supervisor (FSS), challenge job demands, and affective commitment and organizational citizenship behavior (OCBO) of the technology employees in the Chinese IT Companies. IT industry is a promising industry in China. However, the Chinese IT companies have an overtime culture, which is highly related to the commitments of the technology employees. PLS-SEM (partial least squares structural equation modeling) by Smart PLS 3.2 version software is adopted for the data analysis, which includes the measurement model and structural model analysis. 304 technology employees from three Chinese IT companies participated in this research survey. After the data analysis, challenge job demands and FSS are positively related to job satisfaction while FSS is directly connected with affective commitment and OCBO of the technology employees in Chinese IT companies. Moreover, job satisfaction plays a positively mediating role between the exogenous variables and endogenous variables in this study. The current research provides useful insights into the strategies taken that could enhance affective commitment and OCBO of the technology employees in Chinese IT companies.
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Zain, Rinduan, and Anaas Tri Ridlo Dina Yuliana. "Pengaruh Kompensasi dan Kepuasan Kerja terhadap Kinerja Dosen di Fakultas Ilmu Tarbiyah dan Keguruan UIN Sunan Kalijaga Yogyakarta." MANAGERIA: Jurnal Manajemen Pendidikan Islam 2, no. 1 (June 7, 2017): 107–26. http://dx.doi.org/10.14421/manageria.2017.21-06.
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Quantitative research of the correlation studies with model aims to analyse the influence of large contributions and relations variables (X1) compensation and job satisfaction (X2) against a variable performance lecturer (Y) when controlled with variable organizational commitment (Z) and basing on the theory of two factors that was conceived by Frederick Herzberg. The results of the comparison between the coefficients of correlation bivariat (X1 = Y = compensation and performance Lecturer) and partial correlation coefficients (X1 = compensation, organizational commitment and Z = Y = performance Lecturer) indicate that ryx1 > ryx1z i.e. 0317 > 0268. This means that the compensation effect on performance because the lecturer is mediated by the commitment of the organization. The regression results to prove the value of the β1 = β2 = 0153 and 0383, where compensation contributions and commitments of the Organization was able to improve the performance of lecturers of 54%. That is, when a lecturer at Faculty of Tarbiyah UIN Sunan Kalijaga Pedagogy and has compensation and high organizational commitment can enhance the performance of lecturers of 54%. While on the job satisfaction variables retrieved results correlation bivariat (X2 = job satisfaction with Y = performance Lecturer) significant i.e. 0.001 < α 0.10, while partial correlation results (X2 = job satisfaction, organizational commitment, Z = and Y = performance lecturer) was not significant because significant numbers 0086 > α 0.10, so that job satisfaction is really in a linear effect on the performance of a lecturer. The results of the regression coefficient regression proved the job satisfaction (β) of 0267, where the contribution of job satisfaction was able to increase the performance of a lecturer of 27%. That is, when a lecturer at the Faculty of pedagogy and Tarbiyah UIN Sunan Kalijaga Yogyakarta has a high job satisfaction though have no organizational commitment can enhance the performance of lecturers of 27%.
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Zulfikar, Zulfikar. "Dampak Komitmen Organisasi terhadap Kepuasan Kerja Pegawai pada Dinas Pendidikan dan Kebudayaan Kabupaten Aceh Utara." ITQAN: Jurnal Ilmu-Ilmu Kependidikan 13, no. 1 (June 30, 2021): 117–26. http://dx.doi.org/10.47766/itqan.v13i1.415.
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Organizational commitment has a very large influence on employee job satisfaction, especially in terms of improving the quality of employee performance. Sometimes both the incumbents/staff do not heed the agreed commitments so as to allow a decrease in the quality of performance in an organizational unit. This study surveyed a large number of people, including employees working in North Aceh Education and Culture Offices. This research is quantitative research. Questionnaires were used to collect data. The non-probability sampling method is used to select respondents from a population. The analysis used in this study is multiple linear regression analysis. The result of this research is to increase the implementation of organizational commitment to increasing employee job satisfaction. This research is expected to be input and reference for leaders in developing policies related to organizational commitment to employee job satisfaction in an organization, and the results of this study cannot be used as a reference or comparison for an organization regarding the impact of organizational commitment on employee job satisfaction.
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Wonga, Yohana E., Nang Among Budiadi, Sugiyarmasto ., and Ariefah Yulandari. "DETERMINAN PERILAKU KEWARGANEGARAAN ORGANISASIONAL (OCB) PETUGAS DI RUMAH SAKIT." Jurnal Bisnis dan Kewirausahaan 13, no. 1 (April 1, 2020): 1–18. http://dx.doi.org/10.31001/jbk.v13i1.1023.
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This study was aimed to examine the effect of job satisfaction and organizational commitment to OCB, the effect of job satisfaction on organizational commitment, the effect of organizational justice to job satisfaction and organizational commitment, the influence of superordinate support to job satisfaction and organizational commitment. Sample was determided by using probability cluster sampling method and random sampling.The sample were staffs of Psychiatric Hospital and PKU Muhammadiyah Hospital in Surakarta. Data collection using questionnaires was distributed directly as many as 200 questionnaires. Data analysis was conducted by using SEM. The results showed that job satisfaction had a positive effect on OCB, organizational commitment had no effect on OCB. Job satisfaction had no effect on organization commitment. The value of organizational justice to job satisfaction shows significant effect, but not on organizational commitment. Superordinate support had no effect on job satisfaction and organizational commitment.
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Cao, Jiming, Cong Liu, Guangdong Wu, Xianbo Zhao, and Zhou Jiang. "Work–Family Conflict and Job Outcomes for Construction Professionals: The Mediating Role of Affective Organizational Commitment." International Journal of Environmental Research and Public Health 17, no. 4 (February 24, 2020): 1443. http://dx.doi.org/10.3390/ijerph17041443.
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This study developed and tested a model, which involves the effects of work–family conflicts on job satisfaction and job performance of construction professionals, with a focus on the mediating role of affective organizational commitment. A structured questionnaire survey was conducted among construction professionals in China, resulting in 317 valid responses. The results, generated from structural equation modelling, revealed two interrelated dimensions of work-family conflicts, work’s interfering with family life and family life’s interfering with work. We found these two types of work-family conflicts directly, negatively affected affective organizational commitments and job satisfaction but not job performance. Additionally, affective organizational commitment positively affected job satisfaction and job performance, and mediated the effects of work–family conflicts on job satisfaction. This study advances our understanding of how or why work–family conflicts produce dysfunctional effects on employees’ job outcomes in the context of construction projects.
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Manurung, Nurlaely, and Asri Laksmi Riani. "PENGARUH DISIPLIN KERJA, MOTIVASI KERJA, KEPUASAN KERJA DAN KOMPETENSI TERHADAP KOMITMEN ORGANISASI." Jurnal Manajemen Dayasaing 18, no. 1 (April 6, 2017): 10. http://dx.doi.org/10.23917/dayasaing.v18i1.3788.
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The purpose of this study to determine and analyze the effect of work discipline, work motivation, job satisfaction, and work competence of the organization’s commitment to employees in RSO Prof. Dr. R Soeharso Surakarta. This research was explanatory research with survey research design. Data used primary data. The population of all employees who work in RSO Prof. Dr. R. Soeharso totaling 626 people, were taken a sample of 244 people with purposive sampling technique. The research instrument used a questionnaire with a scale linkert. The data analysis includes validation test, reliability and multiple regression analysis, t-test, F and R2. The results showed discipline work positive and significant effect on organizational commitment, motivation positive and significant effect on organizational commitment, job satisfaction positive and significant effect on organizational commitment, competence work positive and significant effect on organizational commitment, and the discipline of work, work motivation , job satisfaction and work competence significant effect together against the organization’s commitmentto employee hospital Orthopedics Prof. Dr. R. Soeharso Surakarta
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Omar, Muhamad Saufiyudin, Nurasyikin Mohd Salleh, and Siti Fatimah Abdul Aziz. "THE INFLUENCE OF ORGANIZATIONAL COMMITMENT TOWARDS JOB SATISFACTION AMONG POLYTECHNIC STAFF." International Journal of Modern Trends in Social Sciences 3, no. 13 (September 10, 2020): 01–08. http://dx.doi.org/10.35631/ijmtss.313001.
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Organizational commitment is identified as a critical factor that is closely associated with job satisfaction. A limited number of studies have been done to look into the influence of organizational commitment on job satisfaction among Polytechnic staff. Therefore, this study aims to examine the influence of organizational commitment and job satisfaction. A quantitative study was conducted, and stratified random sampling was employed to collect data. Questionnaires were distributed and answered by 130 respondents. The findings reveal that organizational commitment that comprises normative commitment, continuance commitment and affective commitment significantly and positively impacts job satisfaction. This suggests that improving the organizational commitment, more specifically, the normative commitment, continuance commitment, and affective commitment among Polytechnic staff is critically important to enhance their job satisfaction.
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Nguyen, Hoang-Phu, and Hoai-Nam Le. "Determinants of job-hopping behavior: the case of information technology sector." International Journal of Law and Management 64, no. 3 (March 8, 2022): 308–20. http://dx.doi.org/10.1108/ijlma-06-2020-0178.
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Purpose The purpose of this paper is to investigate how emotional experience factors affect the obligation-related commitment. The emotional experience factors consist of positive factor, job satisfaction and negative factor, and emotional exhaustion from the study of Wong and Tay (2010); both facets have been studied with affective commitment but yet lack of study about normative commitment. Affective and normative commitments are both components of organizational commitment; while affective commitment refers to the intention of keeping the position because of the desire but not by any other attachment, whereas normative commitment is defined as staying for the reasons related to obligation. Also, by applying withdrawal construct of validation of job-hopping behavior, a connection was constructed between normative commitment and the two separated motives of job-hopping behavior, advance motive and escape motive (Lake et al., 2017). Design/methodology/approach To achieve such objectives, quantitative research is implicated using the primary data collected from online and offline surveys from employees who are currently working in many information technology (IT)-related companies in Ho Chi Minh City. As for analyzing tactic and method, SmartPLS software is applied to ensure the reliability and validity of the factors as well as confirming the significant and developing the hypotheses from the proposed construct. Findings The findings reveal the significant affect from workplace escape motive that leads to the behavior of job hop, but not from the career enhancement. The result also revealed the effect of indebted obligation when most of the employees maintain the low level of normative commitment and the proper increase in emotional exhaustion and job satisfaction can help to improve the normative commitment of such employees. Originality/value This study makes its contribution and recommendations to human resource management in IT industry.
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Gho, Jung-han, Myung-shin Ha, and Sung-kwang Choi. "Job Burnout and Job Engagement in Cargo Employees: A Job Demands-Resources Model." Korean Academy Of International Commerce 37, no. 2 (June 30, 2022): 209–34. http://dx.doi.org/10.18104/kaic.2022.37.2.209.
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Purpose : This study the effect of job characteristics on job burnout, job enthusiasm, job satisfaction, and organizational commitment by using job demand-resource model for cargo employees in Port of Busan.
Research design, data and methodology : Based on a literature search, research models and hypotheses were developed, and 200 sets of data were collected from cargo workers. The data were analyzed under structural equation modeling(SEM) for hypothesis verification.
Results : First, we found that job demands had a significant positive effect on job burnout, and did not have a significant negative effect, job resource had a significant positive effect on job burnout. Second, job burnout did not have a significant effect on job satisfaction or organizational commitment, but job enthusiasm had a significant positive effect on job satisfaction and organizational commitment.
Conclusions : Cargo workers' job requirements and proper management of job resources can have a positive effect on port cargo productivity by reducing burnout, increasing enthusiasm, and increasing union cohesion by increasing immersion in shipping unions.
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Jufrizen, Jufrizen, Nadia Nadia, and Muslih Muslih. "Mediation Role of Job Satisfaction on the Influence of Emotional Intelligence and Transformational Leadership on Organizational Commitment." International Journal of Science, Technology & Management 3, no. 4 (July 18, 2022): 985–96. http://dx.doi.org/10.46729/ijstm.v3i4.560.
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The purpose of this study was to determine and analyze the effect of emotional intelligence on organizational commitment, the influence of transformational leadership on organizational commitment, the effect of emotional intelligence on job satisfaction, the effect of transformational leadership on job satisfaction, the effect of job satisfaction on organizational commitment, the influence of emotional intelligence on organizational commitment through job satisfaction, and the effect of transformational leadership on organizational commitment through job satisfaction. In this study, using associative research with a sample of 81 respondents who are employees of the North Sumatra Provincial Health Office. Data collection techniques using interviews and a list of statements such as questionnaires and data analysis techniques using partial least squares (smartpls) to test the seven hypotheses proposed in this study. The results of the research show that emotional intelligence has no effect on organizational commitment, transformational leadership has no effect on organizational commitment, emotional intelligence has a significant effect on job satisfaction, transformational leadership has a significant effect on job satisfaction, job satisfaction has no significant effect on organizational commitment, emotional intelligence has a significant effect on commitment. organization through job satisfaction (in other words job satisfaction acts as a mediator).
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Mariam, Siti. "JOB SATISFACTION EMPLOYEES HOSPITAL." Business and Entrepreneurial Review 19, no. 1 (August 24, 2019): 81. http://dx.doi.org/10.25105/ber.v19i1.5342.
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<p>The design of this research applies descriptive research and correlation research with etchical leadership, organizational commitment and job satisfaction as dependent variables. The primary data is taken from respondents which are employees of the Private hospital at Jakarta Barat. As conclusion, the are has influence positive and significance of etchical leadership toward organizational commitment, the are has influence positive and significance of etchical leadership toward job satisfaction, the are has influence positive and significance of organizational commitment toward job satisfaction, the are has influence positive and significance of etchical leadership toward job satisfaction with organizational commitment as mediating variable.</p>
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Harahap, Lely Fitria, Suriadi ., Lilis Nurhasanah, Herdian Ridha, and Dwina Sri Wahyuni. "PENGARUH SIKAP KERJA, KOMITMEN PROFESI DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI DI INSPEKTORAT DAERAH KABUPATEN LABUHANBATU SELATAN." JEKKP (Jurnal Ekonomi, Keuangan dan Kebijakan Publik) 2, no. 2 (January 7, 2021): 179–88. http://dx.doi.org/10.30743/jekkp.v2i2.3393.
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The problems in research what is influence of job attitude on performance. What is influence of profession commitment on performance. What is influence of job motivation on performance. What is influence of job attitude, profession commitment and job motivation on performance. The research of purposes is for know and analysis influence of job attitude on performance. For know and analysis influence of profession commitment on performance. For know and analysis influence of job motivation on performance. For know and analysis influence of job attitude, profession commitment and job motivation on performance. Samples in the research amount to 31 employees people. Data analyze technique in the research using descriptive analyze and regression analize. The results of this research explain of job attitude variable effect significant and positive on performance. Profession commitment variable effect significant and positive on performance. Job motivation variable effect significant and positive on performance. Job attitude, profession commitment and job motivation variable effect significant and positive on performance.
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Murtiningsih, Retno Sari, and Tiara Puspa. "MASIHKAH JOB SATISFACTION DAN MOTIVATION MEMENGARUHI ORGANIZATIONAL COMMITMENT?" Jurnal Manajemen dan Pemasaran Jasa 12, no. 1 (April 1, 2019): 147. http://dx.doi.org/10.25105/jmpj.v12i1.3000.
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<p><em>This research is concerning the influence of job motivation and job satisfaction on organizational commitment. The purpose of this study is to see how far the influence of job motivation and job satisfaction on organizational commitment. This study uses primary data obtained from 150 respondents. The sample was selected by using purposive sampling technique. The dependent variable in this study is organizational commitment, while the independent variables are job motivation and job satisfaction. This study used the structural equation modeling (SEM) to test job motivation, job satisfaction and organizational relationship models. The results show that job motivation positively influences job satisfaction, but job satisfaction surprisingly does not have positive and significant effect on organizational commitment. Furthermore, job motivation positively influence organizational commitment</em></p>
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DEMIR, Selcuk. "The Role of Self-Efficacy in Job Satisfaction, Organizational Commitment, Motivation and Job Involvement." Eurasian Journal of Educational Research 20, no. 85 (February 1, 2020): 205–24. http://dx.doi.org/10.14689/ejer.2020.85.10.
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Nisa', Luthfi Jauharotun. "The Influence of Job Satisfaction on Loyalty of Tourism Buses’ Drivers and Their Assistants in Malang through Organizational Commitment." Ekonomi Bisnis 23, no. 2 (October 22, 2018): 63. http://dx.doi.org/10.17977/um042v23i2p63-74.
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A person’s loyalty is a form of loyalty to an object, both people and tasks. But in fact in the current era, loyalty is a difficult thing to find. Human resources who born in 1983-1997 or called Y generation have lower loyalty than X generation (1963-1982). So that studying loyalty of tourism buses’ drivers and their assistants is an interesting thing in order to know what cause the loyalty of drivers and their assistants. The purpose of this study are (1) to find out the description of job satisfaction, organizational commitmen and driver and kernet loyalty, (2) to find out whether there is a significant positive influence on job satisfaction on the driver's and kernet's organizational commitment, (3) to find out whether there is a positive influence significant organizational commitment to driver and kernet loyalty, (4) to determine whether there is a significant positive influence on job satisfaction on driver and kernet loyalty, (5) and to find out whether there is a significant positive effect on job satisfaction on driver loyalty and kernet through organizational commitment. This research is quantitative and using path analysis to determine the relationship between variables. The sampling method uses purposive sampling in the form of judment sampling. Population in this research is 125 driver and kernet in Malang with sample 105 driver and kernet. Data collection methods use a closed questionnaire. The research results show that: (1) Job satisfaction has a positive and significant effect on the driver's and kernet's organizational commitment; (2) Organizational commitment has a positive and significant influence on driver and kernet loyalty; (3) Job satisfaction has a positive and significant impact on driver and kernet loyalty; (4) Job satisfaction affects the loyalty of driver and kernet through organizational commitment.
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Sakila, Kevin Luhika. "Pengaruh Kepuasan Kerja, Affective Commitment, Continuance Commitment, dan Normative Commitment terhadap Turnover Intention Karyawan Grand Palace Hotel Malang." Ekonomi Bisnis 24, no. 1 (May 20, 2019): 31. http://dx.doi.org/10.17977/um042v24i1p31-42.
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ABSTRACT Sakila, Kevin Luhika. 2018. The Influence of Job Satisfaction, Affective Commitment, Continuance Commitment, and Normative Commitment to Employee Intention Turnover Grand Palace Hotel Malang. Sarjana's Thesis, Department of Management, Faculty of Economics, Universits Negeri Malang. Advisor: Lohana Juariyah, S.E., M.Si KEY WORDS: Job Satisfaction, Affective Commitment, Continuance Commitment, Normative Commitment, Employee Turnover Intention The hospitality industry is one of the industries that often experience employee turnover problems. Basically, to know the factors causing someone out of the company is very difficult. Before the employee decides to leave the organization, it first appears the intention of the employee to leave the organization (turnover intention). Job satisfaction, affective commitment, continuance commitment, and normative commitment are the four factors that influence employee turnover intention. This study aims to (1) to describe descriptive job satisfaction, affective commitment, continuance commitment, normative commitment and turnover intention of Grand Palace Hotel employees (2) to find out whether job satisfaction, affective commitment, continuance commitment and normative commitment have negative and significant influence against employee turnover intention Grand Palace Hotel.This type of research uses a quantitative approach with multiple linear regression analysis. The population in this study are all employees of Grand Palace Hotel with contract status of 45 respondents. Sampling technique using total sampling technique. Methods of data collection using open and closed questionnaires.From the data analysis, the results obtained that, employee job satisfaction in the high category or satisfied; affective commitment of employees into high or good category; continuance commitment of employee into category enough or good enough; employee normative commitment is high or good category; and employee turnover intention included in the category enough. The result of analysis using SPSS shows that: (1) Job satisfaction has negative and significant effect to employee intention turnover, meaning H1 is accepted; (2) Affective commitment has a negative but insignificant effect on employee turnover intention, meaning H2 is rejected; (3) Continuance commitment has a negative and significant effect on employee intention turnover, meaning that H3 is accepted; (4) Normative commitment negatively and significantly affect employee intention turnover, meaning H4 accepted.The suggestion given by the researcher to the Grand Palace Hotel is as follows: (1) pay attention to employee's job satisfaction level, especially on the attitude that is not satisfied with salary, promotion, and coworkers relationship (2) emotional employees by providing motivation, understanding of the hotel's mission vision, ownership and sense of love towards the organization, increasing employees' self-confidence that they are right to lose if leaving the hotel because other organizations are no better, maintaining an already high normative commitment employee response to items that indicate a lack of sense of debt to the organization (3) and then for employee intent turnover, it is necessary to consider the direction and provision of self-confidence in employees is a business that can dampen the intentions of employees to find another job. In subsequent research to retest or re-examine whether it is true that affective commitment has an insignificant negative effect on the turnover intention of other hotel employees.