Academic literature on the topic 'Organisational commitment questionnaire'
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Journal articles on the topic "Organisational commitment questionnaire"
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Theron, Anthonie, and Nicole Marguerite Dodd. "Organisational commitment in the era of the new psychological contract." South African Journal of Economic and Management Sciences 14, no. 3 (2011): 333–45. http://dx.doi.org/10.4102/sajems.v14i3.100.
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The aim of this study was to investigate organisational commitment in an organisation that had recently experienced organisational restructuring (a merger). The psychological contract that exists between employees and organisations is brittle due to many organisational changes that stem from organisational restructuring. When psychological contracts are breached, employees may experience reduced commitment to the organisation. The target population for this study consisted of all employees working at three recently-merged higher education institutions in the Nelson Mandela Metropolis (n=100) and a self-administered questionnaire was distributed amongst staff. The results indicated that an increase in the number of positive human resource management (HRM) practices reported by respondents correlated with a decrease in violation and breach of the psychological contract, despite organisational restructuring. It was further revealed that effective management of the psychological contract is crucial during organisational restructuring, in order to maintain the commitment and loyalty of employees.
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Diedericks, E., and S. Rothmann. "Flourishing of information technology professionals: Effects on individual and organisational outcomes." South African Journal of Business Management 45, no. 1 (2014): 27–41. http://dx.doi.org/10.4102/sajbm.v45i1.115.
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The aim of this study was to investigate the relationship between flourishing and individual and organisational outcomes, including job satisfaction, organisational commitment, organisational citizenship behaviour, turnover intention andcounterproductive behaviour. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. A biographical questionnaire, the Mental Health Continuum Short Form, Job Satisfaction Scale, Organisational Commitment Scale, Turnover Intention Scale, Organisational Citizenship Behaviour Scale and a Counterproductive Behaviour Scale were administered. Flourishing affected job satisfaction, organisational commitment, organisational citizenship behaviour and organisational commitment directly and indirectly. Job satisfaction had strong direct effects on organisational commitment (positive) and turnover intention (negative), and a moderate negative effect on counterproductive work behaviour. Flourishing affected turnover intention indirectly and negatively via organisational commitment.
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Garg, Ajay K., and D. Ramjee. "The Relationship Between Leadership Styles And Employee Commitment At A Parastatal Company In South Africa." International Business & Economics Research Journal (IBER) 12, no. 11 (2013): 1411. http://dx.doi.org/10.19030/iber.v12i11.8180.
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The influence of leadership style on employee commitment for the organisation has not been adequately addressed in the Parastatal companies in South Africa. A need therefore exists for greater understanding of the relationship between the leadership style and work-related attitudes (such as employee commitment) in order to develop a leadership style that will encourage organisational commitment. This study examined the relationship between leadership style, and employee commitment. Managers and their subordinates participated in the study. 348 questionnaires were distributed, 58 to managers and 290 to their subordinates. Final data for analysis included responses from 197 participants (34 managers, and 163 subordinates). 163 respondents rated their managers leadership behaviour on Bass and Avolios (1997) multi-factor leadership questionnaire (MLQ) and Meyer and Allens (1997) organisational commitment questionnaire (OCQ). A series of statistical procedures were followed to analyse the data. Hypotheses were tested on two levels. First, correlations among managers and subordinates with regard to the MLQ, and then the MLQ versus the OCQ. Results revealed a weak positive yet significant relationship between transformational leadership and affective commitment, normative commitment and continuance commitment. Transactional leadership had a weak but significant positive correlation with normative commitment, and Laissez-faire results indicated a weak negative yet significant correlation to affective commitment and normative commitment. Overall findings from this study suggest that leadership styles do play important roles in determining levels of affective commitment, continuance commitment and normative commitment. This study contributes to the bank of findings relating to the development of leadership and organisational commitment, not only in South Africa, but within the Parastatal organisations in particular.
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Alhaqbani, Abdullah, Deborah M. Reed, Barbara M. Savage, and Jana Ries. "The impact of middle management commitment on improvement initiatives in public organisations." Business Process Management Journal 22, no. 5 (2016): 924–38. http://dx.doi.org/10.1108/bpmj-01-2016-0018.
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Purpose – Top management commitment is considered a significant factor in improvement programmes, and many papers have been written about the role of top management commitment in implementing a quality management system. However, not considering other management levels’ commitment, such as middle management, may lead to issues in achieving organisational development. Public organisations that work through vertical structures may face a lack of middle management commitment, which might have a negative impact on lower and non-management staff commitment to improvement programmes. In this regard, the purpose of this paper is to examine the impact of middle management’s commitment towards improvement initiatives in public organisations. Design/methodology/approach – Empirical research with a mixed-method design used semi-structured interviews and a questionnaire to explore the current practices of continuous improvement (CI) and examine employees’ views from different management levels of the implications of current improvements in a Saudi public service organisation. Findings – The analysis indicated that the lower managers and non-management staff agree that, after the implementation of the quality management system, the organisation’s middle management showed a lack of commitment to that system. Moreover, this lack of commitment is recognised in the analysis of participants’ views of CI practices recorded in the questionnaire and interviews. This lack of commitment has caused poor employee commitment and thus a lack of problem solving in organisational departments. It is also responsible for a lack of employee involvement, the centralisation of decisions, deficiencies in terms of determining and applying training, inequality between employees and a lack of trust between employees and their managers. These issues could be managed and resolved through middle management and their commitment. Practical implications – Increasing middle managers’ awareness of the importance of their commitment to improvement initiatives can have an impact on employees’ commitment towards improvement initiatives, especially in those public organisations that have vertical/hierarchical structures. The level of commitment towards the implementation of improvement programmes needs further in-depth analyses to identify which factors influence public organisation leaders’ commitment to improvement programmes. Originality/value – The results of this study could motivate middle managers in public organisations to review their policies and to facilitate CI initiatives.
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Chiu, Wai Yee Betty, and Fung FaI Ng. "The Mediation Influence of Job Satisfaction on Organisational Commitment amongst Quantity Surveyors." Construction Economics and Building 15, no. 1 (2015): 56–74. http://dx.doi.org/10.5130/ajceb.v15i1.4304.
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Some researchers claimed that job satisfaction directly affected organisational commitment but others considered it had a mediation effect on the relationship between some independent variables and organisational commitment. Thus, this paper aimed to examine whether job satisfaction mediated the relationship between work group identification and the two forms of organisational commitment amongst quantity surveyors. A quantitative approach with questionnaire survey was employed for data collection. Questionnaires were sent to the chartered quantity surveyors and 71 valid responses were obtained for analysis. A bootstrapping approach was applied to the survey data to test the mediating effect of job satisfaction between work group identification and organisational commitment. The bootstrapping results supported most hypotheses. The findings suggested that surveying companies should focus their efforts on improving quantity surveyors’ job satisfaction through the organisation of social activities. Special measures should also be taken by the work group leaders to improve the working relationship among quantity surveyors to foster job satisfaction.Paper Type: Research article
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Mokhtar, Ridwan, Sylvia Nabila Azwa Ambad, Sharifah Nurafizah Syed Annuar, and Nelson Lajuni. "Perceived Organisational Support and Organisational Commitment among Oil and Gas Offshore Employees in Malaysia." International Journal of Human Resource Studies 10, no. 4 (2020): 168. http://dx.doi.org/10.5296/ijhrs.v10i4.17914.
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With the fast growth of business and rapid changes in the economic landscape, organisational commitment remains an important subject to be discussed in any part of an organisation. Thus, the present study examines the effects of perceived organisational support on organisational commitment among offshore employees in Malaysia. A study was conducted by distributing online questionnaire via Google Forms among offshore employees. A total of 246 completed responses were collected, and data collected were then analysed using PLS-SEM 3.3.2. The outcomes suggest that all dimensions of perceived organisational support have a significant relationship towards organisational commitment among offshore employees in Malaysia, except for supervisor support.
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Kayani, Bilal Nawaz, and Umar Nawaz Kayani. "Factors Affecting Organizational Commitment of Employees: Evidence from Pakistan." Australian Journal of Business and Management Research 6, no. 1 (2021): 13–27. http://dx.doi.org/10.52283/nswrca.ajbmr.20210601a02.
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Organizational commitment is important for overall performance of an organization and wellbeing of its employees. Organisational commitment has gained much importance and it can lead to the positive and favourable outcomes for an organisation like improved employees’ performance, increased organisational effectiveness, decreased employee turnover ratio, increased organisational financial revenues and decreased absenteeism among employees. This study identifies the important organisational factors from prior literature and using a questionnaire survey examines the influence of these factors on the organisational commitment among employees of software industry of Pakistan. Results revealed that all the identified factors except gender affects organisational commitment among the employees of software industry of Pakistan. Recommendations were also made for making the organizational commitment practices and their implementation more vibrant and stronger within an organization based on research results and in relation with prior research studies. A summary table with all the identified factors is presented in this paper for helping other researchers doing research for knowing about different factors that can affect organizational commitment.
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Aghimien, Douglas O., Oluwaseyi A. Awodele, and Christopher S. Maipompo. "Organisational Commitment of Construction Skilled Workers in Selected Construction Firms in Nigeria." Journal of Construction Business and Management 3, no. 1 (2019): 8–17. http://dx.doi.org/10.15641/jcbm.3.1.481.
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Skilled construction workers are crucial to the successful delivery of construction projects. However, there have been reports of their shortage within the Nigerian construction industry. Ensuring commitment of the few available ones to their organisation is important as this is bound to influence the service delivery of these organisations. This paper presents the result of the assessment of the organisational commitment of skilled construction workers in Abuja, Nigeria. A quantitative survey design was adopted, and data were gathered from selected skilled construction workers in 31 construction companies registered with Nigeria's Federation of Construction Industry. Organisational Commitment Scale was adopted in assessing the commitment of these set of workers, and data were harnessed through the use of a questionnaire. Percentage, mean item score and Kruskal-Wallis H-Test were used in analysing the data gathered. Cronbach Alpha test was also conducted to test the reliability of the research instrument. The study revealed that the common type of commitment exhibited by skilled construction workers is the continuance commitment. Factors such as getting feedback from supervisors, payment received being equal to work done, and the availability of opportunities to grow, play a major role in the commitment type being exhibited. The practical implication of this result is that construction companies within the country need to improve in the aspect of human resource management to attain better commitment and at the same time improve their productivity. It is believed that the findings of this study will assist construction organisations in adopting the right method that will help enhance the organisational commitment of their skilled workers.
 Keywords: Construction workers, Nigeria, Organisational commitment, Skilled workers, Workers satisfaction.
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Podnar, Klement, and Urša Golob. "THE TWIN FOCI OF ORGANISATIONAL IDENTIFICATION AND THEIR RELEVANCE FOR COMMITMENT: A STUDY OF MARKETING COMMUNICATIONS INDUSTRY." Journal of Business Economics and Management 16, no. 1 (2014): 214–27. http://dx.doi.org/10.3846/16111699.2013.791636.
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The purpose of this paper is to distinguish the two foci of organisational identification and to explore relations among employees’ groups and corporate identification, perceived external prestige, and organisational commitment. Structural equation modelling was applied to data collected by questionnaire from a sample of 145 respondents employed in advertising agencies, to test the relationships between the researched concepts. Organisational identification comprises identification with the organisation both as a collective of individuals and as a social entity. Perceived external prestige augments corporate identification and helps to explain organisational commitment. A strong positive link between corporate identification and organisational commitment was also found. The findings suggest a means for marketing strategists and general managers to predict the consequences of managing reputation for employees and to undertake appropriate initiatives to enhance corporate identification inside the company and thus influence organisational commitment and corporate performance.
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Koomson, Samuel. "Effect of Organisational Commitment in Psychological Contract Breach-Organisational Citizenship Behaviour Bond among Medical Doctors." International Journal of Scientific Research and Management 8, no. 04 (2020): 369–76. http://dx.doi.org/10.18535/ijsrm/v8i04.sh01.
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Medical doctors are responsible for leading the care of patients. They are perhaps the most valuable assets of healthcare organisations. Yet, indications signal that medical doctors operating in the Upper East and West Regions of Ghana are bedevilled with severe breaches in their psychological contract, which could probably result in low commitment to their organisation and subsequently, stifle their tendency to be good organisational citizens. The study therefore investigated the interceding effect of organisational commitment in the nexus between psychological contract breach and organisational citizenship behaviour among medical doctors in the Upper East and Upper West Regions of Ghana. 214 medical doctors participated in the study. A validated, semi-structured and self-administered questionnaire was employed. The data collected was subjected to Kaiser-Meyer-Olkin measure of sampling adequacy and Bartlett test of sphericity, as well as reliability and validity tests. Mediating effect was conducted. Control variables were sex, age, employment type and tenure. Significant level was set at 5%. Partial-least squares structural equation modelling was used to analyse the data, with the help of Smart PLS 3.0M.3 software. Consistent with expectations, organisational commitment partially mediated the association between psychological contract breach and organisational citizenship behaviour among medical doctors working in these two regions. The study therefore settled that organisational commitment lessened the effect of a psychological contract breach on the medical doctors’ tendency to be bad organisational citizens. The study therefore recommends managers of Ghana Health Service to consider improving the level of organisational commitment among the medical doctors.
Dissertations / Theses on the topic "Organisational commitment questionnaire"
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Basson, Bruce Ahswin. "Organisational commitment after a transformation process at a provincial government department." Thesis, University of the Western Cape, 2008. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_4414_1260521840.
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<p>Organisations are by nature, dynamic entities that continuously undergo transformation in response to both internal and external pressures, which are imposed on them (Robbins, Odendaal &<br>Roodt, 2003). Government departments are by no means immune to these changes, which pose challenges that affect their service delivery. During periods of fundamental transformation, individuals typically experience changes in their levels of organisational commitment, which impacts on effective and efficient service delivery. Organisational commitment as an area of research is one of the factors that could lead to greater morale, strong organisational climate, motivation and productivity in many organisations facing transformation (Salami, 2008). The aim of this study was to investigate the level of organisational commitment after a transformation process at a Provincial Government Department. Recent organisational transformations (both in the private and public sector) have included the redrawing of divisional boundaries, flattening of hierarchic levels, spreading of spans of control, revising compensation, streamlining processes and reforming governance (Ndlovu &<br>Brijball Parusumar, 2005). The results of the research indicate that employees are moderately committed to the organisation. Statistically significant relationships were found between the dimensions of organisational commitment, except for affective commitment and total commitment which were not significant. <br>Furthermore, results indicate that statistically significant differences exist based on the biographical characteristics (namely, gender, race, tenure, marital status, age and job level) but these characteristics do not significantly explain the variance in organisational commitment for this organisation. A limitation of the research is that the sampling composition and research design preclude the results of this study being generalised to other organisations and it is recommended that a stratified random sampling design be utilised for future research.</p>
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Dockel, Andreas. "The effect of retention factors on organisational commitment : an investigation of high technology employees." Diss., 2003. http://hdl.handle.net/2263/27597.
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There is a revolutionary change in the world of work that impacts on the individual, work and society. The future of work suggests flexibility, boundary less communities and change in work, as we know it today. As the world of work changes from a worker intensive industrial society towards an automated information society, the retention of technological advantages e.g., human, intellect and knowledge capital is no longer assured. Employers struggle to retain their valuable high technology employees due to a general shortage of experienced candidates and aggressive recruitment tactics by others in the high technology arena. The purpose of this study is to investigate specific retention factors that induce organisational commitment and can thus increase the retention of high technology employees. High technology industries operate in volatile market and experience accelerating growth and rates of change. High technology employees are educated, have a strong preference for independence and hold a large portion of the organisation's intellectual capital. A core belief in human resources is to retain and develop employees to obtain a competitive advantage. In order to retain these valuable employees it has become necessary for organisations to transform from using an employee controlling to a more employee commitment driven strategy. To gain employees' commitment to the organisation and increase retention, the employer needs to identify which retention factors induce organisational commitment. Compensation, job characteristics, training and development opportunities, supervisor support, career opportunities and work/life policies were identified as the top six retention factors in the content analysis done on high technology literature. Organisational commitment has been defined as a mindset, which ties the individual to the organisation. Different forms and foci of organisational commitment are discussed with the approach developed by Meyer and Allen's three component model (1991). The consequences of organisational commitment benefit the organisation in terms of increased job performance, intention to stay, increase in attendance, loyalty, decrease in turnover, greater creativity, more co-operation (particularly across discipline specialities), more volunteerism and more time devoted to productive work on behalf of the organisation. This study focused on a 100% South African owned telecommunications company based in the Gauteng province. A questionnaire was developed and a population of 94 telecommunications professionals, technicians and associated professionals were selected to investigate the influence of various identified retention factors on organisational commitment. The statistical analysis of the data culminated in a regression analysis that measured the significance and the strength of the relationship between the identified retention factors and organisational commitment. The main conclusions were that compensation, job characteristics, supervisor support and work/life policies were significantly related to organisational commitment. On the other hand, in this study training, development and career opportunities were not related. High technology organisations are not just interested in the retention of employees but also creating a mutually beneficial interdependence with employees. The identified retention factors might serve as a means to demonstrate the organisation's support for, or commitment to, their employees and in turn cultivate a reciprocal attachment by employees. Employees' organisational commitment is related to their belief that the identified retention factors are motivated by the desire to retain good employees and to be fair in the treatment of employees. Future research needs are discussed.<br>Dissertation (MCom (Human Resources Management))--University of Pretoria, 2004.<br>Human Resource Management<br>unrestricted
Book chapters on the topic "Organisational commitment questionnaire"
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Gupta, Sweety, and Anshu Yadav. "Impact of Sustainable Banking (E-Banking) on the Organisational Commitment Level of Bank Employees in Delhi." In Examining the Intersection of Circular Economy, Forestry, and International Trade. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4990-2.ch011.
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The growing awareness among the society has led to a demand of a sustainable banking. Sustainable development promotes society betterment, and it also benefits the bank in several ways. One such factor is an increase in organization commitment among bank employees as a result of sustainable banking. This study revolves around finding the impact of sustainable banking towards the organization commitment level of bank employees in Delhi. For this study, 550 questionnaires were sent to the respondents. Out of the questionnaire sent, only 450 were found useful for further study. Convenient sampling was used to gather data from bankers. Correlation and regression analysis were done in AMOS to study the relationship between both the stated variables.
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Shajera, Amani, and Yousif Al-Bastaki. "Organisational Readiness for Knowledge Management." In Building a Competitive Public Sector with Knowledge Management Strategy. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-4434-2.ch004.
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This study explores the factors that affect organisational readiness for Knowledge Management (KM). This chapter assesses the organisational readiness for KM at public sector organisations in Bahrain; furthermore, it utilises these findings to develop a guideline to enable the successful adoption and implementation of KM. A questionnaire survey was conducted at the public sector organisations in Bahrain. The research findings indicate that culture (collaboration, trust, and learning), structure (centralisation, formalization, and rewards systems), and IT infrastructure (IT support) all provide a sound basis for organisations to assess their readiness for KM. The results show that the public sector organisations in Bahrain vary in terms of readiness levels against the different variables. The findings are discussed and relevant recommendations are made with regards to KM adoption at the public sector organisations in Bahrain. The findings imply a need for intensified organisational and managerial commitment in order to promote collaboration, trust, learning, decentralisation, less formalisation, reward systems, and enhanced IT support at the public sector organisations in Bahrain. Implementation of these required changes in the public sector’s culture and structure will help in preparing the public sector and their awareness and readiness to implement KM. This study is among the first empirical works assessing organisational readiness for adopting KM. Moreover, this chapter has extended knowledge in KM, especially concerning the need for the consideration of organisational readiness before embracing KM. The most significant contribution of this chapter is that it provides an instrument for assessing organisational readiness. It serves as a guideline for leaders and helps them to ensure that essential preliminary factors and variables are promoted and covered when they start KM implementation within their organisations.
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Shehabat, Issa Mahmoud. "Integration Between Knowledge Management and Total Quality Management in Jordanian Universities: Empirical Study." In Research Anthology on Preparing School Administrators to Lead Quality Education Programs. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3438-0.ch016.
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Knowledge management is important and necessary for the survival of an organisation and its superiority. It can be integrated into the philosophy of total quality management to play a role in the development of the basis of performance of modern organisations. It can be strengthened to achieve its strategic objectives. The total quality management philosophy seeks to achieve customer satisfaction through the commitment of the leadership of an organisation and its workers by a process of continuous improvement of the quality of performance in various aspects of an organisation. This study aims to identify the integration between knowledge management and total quality management, when applied to public Jordanian universities as a sample for the study, and to follow the descriptive analytical method research style. The online questionnaire responses were statistically analysed. The study found the presence of integrity and a strong correlation between knowledge management and total quality management.
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Al-Hasan, Said, Brychan C. Thomas, and Ayman Mansour. "The Impact of Internet Adoption on the International Marketing of the Jordanian Banking Sector." In E-Marketing in Developed and Developing Countries. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-3954-6.ch017.
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The research aims are to explore the extent of the banking sector’s adoption of Internet applications in Jordan for marketing products and to identify the impact of such adoption on developing international markets. This study also aims to determine the major obstacles restraining banks marketing their products internationally through the Internet and to make recommendations conducive to an effective and optimal implementation of Internet applications for marketing bank products locally and internationally. The statistical software package SPSS was used to analyse data and test hypotheses and from the findings a series of recommendations were formulated for upgrading the banking industry in Jordan. A population frame included banking organisations in Jordan and a research sample of 19 banks was used involving an inclusive field survey. For the unit of analysis, the study analysed information and data gathered through the questionnaire which was distributed to managers and other personnel involved in marketing at banks. Statistical methods used to analyse data and test hypotheses were frequency rates and percentages relevant to the questionnaire, standard deviations and means, and multiple regression analysis. The key results from the statistical analysis have shown that the Jordanian banking sector’s adoption of the Internet has had an impact on the international clients’ commitment towards the banks.
Conference papers on the topic "Organisational commitment questionnaire"
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Ludviga, Iveta, and Irina Sennikova. "Organisational change: generational differences in reaction and commitment." In Business and Management 2016. VGTU Technika, 2016. http://dx.doi.org/10.3846/bm.2016.10.
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Organizational acceptance of change and the willingness to embrace it is largely dependent on employees and their experiences – generations respond to change differently, especially when change is related to information technologies. The paper aims to explore how three major generations of employees – Baby Boomers, Xers and Millennials, react to change and how their commitment to change affect satisfaction and engagement. Data (N = 202) is collected through structured questionnaire and structural equation modelling technique is used for analysis. The results reveal what major differences between generations are in place. Recommendations for managing organisational change across the three generations are provided.