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1
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.
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Van Zyl, L., C. Van Eeden, and S. Rothmann. "Job insecurity and the emotional and behavioural consequences thereof." South African Journal of Business Management 44, no. 1 (2013): 75–86. http://dx.doi.org/10.4102/sajbm.v44i1.149.
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The aim of this study was to investigate the relations among negative emotional reactions (reduced affective organisational commitment and higher job-related stress), and behavioural reactions to job insecurity (coping behaviour). A non-experimental correlation research design was used and the participants were a convenience sample of employees working for a private hospital in Gauteng, South Africa (N = 242). The measuring instruments included the Job Insecurity Inventory, the Organisational Commitment Questionnaire, the Experience of Work and Life Circumstances Questionnaire, and the COPE Questionnaire. The results showed that job insecurity was associated with job-related stress. Affective job insecurity was associated with detachment from the organisation, while cognitive job insecurity was associated with low identification with the organisation. Experiences of affective job insecurity, job-related stress, and low organisational commitment were associated with the use of avoidance coping strategies. Employees who experienced cognitive job insecurity (compared to those who experienced lower cognitive job insecurity) were less inclined to apply active coping strategies, even if their job-related stress was low.
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Sehunoe, Norah, Rian Viviers, and Claude-Helene Mayer. "Job satisfaction, organisational commitment and work engagement in an insurance company." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 39, no. 2 (2019): 123–44. http://dx.doi.org/10.25159/2520-3223/5875.
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Retaining talented employees and keeping them healthy and well are increasingly important challenges for organisations in the age of the knowledge worker. Organisations are interrogating aspects such as the reasons why some employees are more satisfied, committed and engaged to their organisations than others. Another question is: what should managers do to ensure employee wellness within their organisations? This study explores the relationship between job satisfaction, organisational commitment and work engagement. Spector’s (1997) Job Satisfaction Survey, Allen and Meyer’s (1990) Organisational Commitment Questionnaire and Schaufeli and Bakker’s (2004) Utrecht Work Engagement Scale were administered to a sample of 220 employees from a South African insurance company. The findings show mixed results with regard to significant correlations between job satisfaction, organisational commitment and work engagement. The majority of the findings suggest that there are significant correlations, of a large and medium effect, between scales, including a number of positive relationships of varying strength between job satisfaction, organisational commitment and selected components of work engagement. The findings could benefit organisations as they could contribute to a better understanding of what motivates their workers, particularly their levels of satisfaction, commitment and engagement, and what the combined effect of these might be on the retention and wellness of employees.
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Jameel, Alaa S., Yazen N. Mahmood, and Swran J. Jwmaa. "Organisational Justice and Organisational Commitment among Secondary School Teachers." Cihan University-Erbil Journal of Humanities and Social Sciences 4, no. 1 (2020): 1–6. http://dx.doi.org/10.24086/cuejhss.v4n1y2020.pp1-6.
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Given the importance of teachers ' understanding of organizational justice and its effect on their organizational commitment, the literature of teachers and schools lacks evidence about the relations between these factors in developing countries. This research seeks to investigate the direct influence of organizational justice on teachers committed to their schools. the study consists of three dimensions of Organizational justice namely: distributive, procedural, and interactional justice as a dependent variables and organizational commitment as an independent variable. The study conducted among eight official secondary schools. However, Stratified random sampling choice depending on the total of teachers at each school, Data Collection Method was using a structured questionnaire by self-administrative. SPSS has analysed the 92 valid surveys. The results indicated there is a positive and significant relationship between Organizational justice dimensions and organizational commitment, distributive justice found highly correlated with organizational commitment. However, the three dimensions of Organizational justice positively and significantly predicted organizational commitment among secondary school teachers. The study could provide some significant literature contributions on the Organizational justice and organizational commitment of secondary school teachers in developing countries.
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Tokarski, Stefan, and Karolina Oleksa-Marewska. "The importance of organisational climate and commitment of knowledge workers for increasing the competitive advantage of enterprises." WSB Journal of Business and Finance 53, no. 1 (2019): 13–21. http://dx.doi.org/10.2478/wsbjbf-2019-0002.
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Abstract As a result of socio-economic transformations and development of the Information Era, the competitive advantage of enterprises is based on intellectual capital. Competent employees as owners of knowledge, skills and creativity, essentially contribute to the strengthening of the position taken by their organisation on the market. In order to allow employees to use their capabilities in an effective way, it is crucial to provide them with favourable organisational conditions, which constitute organisational climate. The concept of organisational climate refers to employees’ perception of organisational conditions, which can be combined with the first level of economic analysis in the approach presented by New Institutional Economics, according to the model presented by O. Williamson (2000, p. 597). It is assumed that the employees’ positive assessment of the organisational climate is correlated with a higher level of the employees’ commitment, which leads to an increase in the competitive advantage of an organisation. In order to verify the hypothesis, some quantitative surveys have been carried out among knowledge workers (N = 639). In the research, two questionnaires have been used: the Organisational Climate Questionnaire (authors: L. Rosenstiel and R. Bögel) and the Oldenburg Burnout Inventory (OLBI developed by E. Demerouti), which examine the level of burnout and commitment to work. The results of the statistical analysis have shown a significant, strong relationship between the assessment of organisational climate dimensions and the level of employees’ commitment to work, which contributes to an increase in the competitive advantage of an enterprise.
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Buitendach, J. H., and H. De Witte. "Job insecurity, extrinsic and intrinsic job satisfaction and affective organisational commitment of maintenance workers in a parastatal." South African Journal of Business Management 36, no. 2 (2005): 27–38. http://dx.doi.org/10.4102/sajbm.v36i2.625.
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The objective of this study was to assess the relationship between job insecurity, job satisfaction and affective organisational commitment of maintenance workers (N = 178) in a parastatal in Gauteng. A cross-sectional design was used. Stratified random samples of maintenance workers (N = 178) were taken. The Job Insecurity Inventory, Minnesota Job Satisfaction Questionnaire and Organisational Commitment Questionnaire were used as measuring instruments. The results revealed small but significant relationships between job insecurity and extrinsic job satisfaction and job insecurity and affective organisational commitment. Job satisfaction was found to mediate the relationship between job insecurity and affective organisational commitment.
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Miller, Karen, Charmaine Haskell, and Andrew Thatcher. "The Relationship between Intention to Emigrate and Organisational Commitment." South African Journal of Psychology 32, no. 3 (2002): 16–20. http://dx.doi.org/10.1177/008124630203200303.
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South Africa is currently experiencing one of the highest periods of emigration in its history. However, this phenomenon has received little research attention. This study examined the issue of emigration from an organisational psychology perspective by exploring the relationship between intention to emigrate and organisational commitment. To achieve this an Intention to Emigrate scale was developed in order to assess individuals' behavioural intentions with regard to leaving the country. Thereafter, the relationship between intention to emigrate and organisational commitment was examined. The sample consisted of 105 employees from a single organisation. The Intention to Emigrate was found to be reliable and some evidence for the validity of the scale was also established. A significant relationship between intention to emigrate and organisational commitment, measured by the Organisational Commitment Questionnaire, was established. In addition, the results indicated that people are more likely to emigrate if they have a university qualification and/or friends that have settled abroad.
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Kanengoni, Herbert, Christophe Nzitonda Ngarambe, and Johanna Hendrina Buitendach. "Psychological capital and work behaviour–related outcomes among South African church ministers." South African Journal of Psychology 48, no. 4 (2017): 488–500. http://dx.doi.org/10.1177/0081246317729571.
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This cross-sectional study purposively sampled ( n = 191) church ministers from all nine South African Provinces to investigate the relationship between psychological capital, work outcomes, and well-being among the church ministers in South Africa. A psychological capital questionnaire, the Minnesota satisfaction questionnaire, organisational commitment scale, orientation to happiness scale, satisfaction with life scale, and general health questionnaire were used to collect data. The results revealed that overall psychological capital not only had a positive relationship with job satisfaction, organisational commitment, and well-being but was also predictive of the mentioned constructs. Findings from this study encourage organisations in general, and church ministry in particular, to enhance individuals’ level of psychological capacities for institutional and individual growth and thriving.
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Fashola, A. K., A. A. Akanni, and C. O. Ajila. "Leadership Style and Perceived Organisational Politics as Predictors of Organisational Commitment among Civil Servants in Osun State." Journal of Asian Development 2, no. 2 (2016): 33. http://dx.doi.org/10.5296/jad.v2i2.10042.
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<p>This study examined the predictive roles of leadership styles and perceived organisational politics on organisational commitment among Civil Servant in Osun State. Primary data for the study were collected from a total of 248 Civil Servants in Osun state using the stratified random sampling technique. Three standardized Psychological Scales were used in the study. These were the Supervisors Behaviour Descriptive Questionnaire (SBDQ), Perception of Organisational Politics Scale (POPS) and Organisational Commitment Questionnaire (OCQ). Data collected were subjected to inferential statistics such as Pearson Moment Correlation and Multiple Regression. Results showed a significant positive relationship between leadership style and organisational commitment among Civil Servants in Osun State (r (246)=0.31, p &lt; 0.05}. It also revealed a significant relationship between perceived organisational politics and organisational commitment {r =(246) = 0.20, p &gt; 0.05}. It further showed a joint significant relationship among leadership style, perceived organisational politics and organisational commitment { F (2,245) = 16.21, p &lt; 0.05}.The stepwise multiple regression analysis revealed that 9.4% variation in organisational commitment is explained by the democratic leadership style, autocratic leadership style and perceived organisational politics {r= 0.324, r<sup>2 </sup>(adj) = 0.0094, F (3,244) = 9.514, P &lt; 0.05}. The study concluded that both leadership style and perceived organisational politics predicted organisational commitment.</p>
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AKINTAYO, Olufemi Akinwumi. "THE INFLUENCE OF LOCUS OFCONTROL,GENDER AND JOB CADRE ONORGANISATIONAL COMMITMENT AND JOB SATISFACTION AMONG NIGERIAN INSURANCE WORKERS." LASU Journal of Employment Relations & Human Resource Management 1, no. 1 (2018): 145–55. http://dx.doi.org/10.36108/ljerhrm/8102.01.0171.
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The study examines the influence of locus of control, gender and job cadre on Organisational Commitment and Job Satisfaction among Nigerian Insurance workers. The objectives of the research were to examine the influence of gender, job cadre and locus of control on Organisational Commitment and Job Satisfaction. To achieve these objectives, data were collected from 600 workers from six insurance companies using three standardized psychological instruments with appropriate psychometric properties. The instruments used are: Nowicki -Strickland Locus of Control Scale (N – SLCS), Organisational Commitment Scale (OCS), Job Satisfaction Questionnaire (MSQ) and Biographical Information Questionnaire (BIQ). The participants consisted of 247 males and 353 females with age between 21 and 65 years. They were randomly selected from the six companies. The sample consisted of senior and junior workers evenly distributed across the companies. The workers responded to the three instruments and biographical questionnaire used for the study and their responses were subjected to statistical analysis using the SPSS. Means and standard deviations were calculated to obtain descriptive results. One-way ANOVA andT-tests were carried out to obtain inferential results. The results showed that the variables under study correlated with each other significantly. In conclusion, there are no significant differences between male and female managers and job cadre (senior and junior managers) in most of the variables in the organisations under study. Based on these findings, recommendations were made on how to increase Nigerian workers’ organisational commitment and job satisfaction
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Katou, Anastasia A. "Transformational leadership and organisational performance." Employee Relations 37, no. 3 (2015): 329–53. http://dx.doi.org/10.1108/er-05-2014-0056.
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Purpose – The purpose of this paper is to investigate the serially mediating mechanisms of organisational justice, organisational trust, and employee reactions in the relationship between transformational leadership and organisational performance. Design/methodology/approach – The study is based on a national sample of 133 organisations from the public and private sectors in Greece and on data obtained from 1,250 employees at three hierarchical positions. The statistical method employed is structural equation modelling. Findings – The findings of the study suggest that responsive and supportive transformational leadership behaviour have a positive impact on organisational growth. Additionally, this impact is mediated by organisational procedural justice, organisational trust integrity and dependability, and organisational commitment. Research limitations/implications – The study does not allow for dynamic causal inferences because the data were collected using a questionnaire at a single point in time. Furthermore, the findings of the study may not generalise across borders, because the study was applied in the Greek context, which is experiencing a severe economic and financial crisis. Practical implications – The major message of the study to decision makers and practitioners is that leaders should work at fostering organisational commitment by improving perceptions of fairness and trust, consistent with the context where the organisation is activated. Originality/value – There is hardly any research that has been conducted to examine the serially mediating relationships of justice, trust, and employee reactions using multi-dimensional constructs in investigating the relationship between transformational leadership and organisational performance.
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Oso, Oluwatoyin Aduke, Okanlade Adesokan Lawal-Adebowale, Remi Rebecca Aduradola, and James Kehinde Adigun. "An investigation of the effects of organisational communication on work outcomes within agriculture research institutes in Nigeria." Agricultura Tropica et Subtropica 53, no. 4 (2020): 207–13. http://dx.doi.org/10.2478/ats-2020-0021.
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AbstractThe study investigated the effects of organisational communication on work outcomes (job satisfaction, affective commitment and quit-intentions) of agriculture research personnel from six research institutes in Nigeria. Further, the mediational role of job satisfaction was determined among the constructs. Simple random sampling technique was used to elicit information from 209 researchers of the selected research institutes. Data were collected through a well-structured questionnaire and analysed using hierarchical regression and Sobel tests. Results obtained from hierarchical regression analyses indicated that organisational communication was related to job satisfaction (b = 0.18, P < 0.01), affective commitment (b1 = 0.20, P < 0.01) and quit-intentions (b1 = – 0.18, P < 0.01). Sobel test indicated that job satisfaction partially mediated the organisational communication-affective commitment relationship (Z = 5.42, P < 0.05). Similarly, job satisfaction was a partial mediator of the organisational communication – quit-intention relationship (Z = 4.13, P < 0.05). This is an indication that increased organisational communication fosters personnel’s satisfaction with job, improves affective commitment and reduces intents of quitting the organisation. Evidence of partial mediation revealed that job satisfaction may not be the only mediator of the predictor-criterions linkages.
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Shamma, Fathi Mohsen, and Reem Al-Zu’bi. "High diploma students’ perceptions of justice and its correlation with organisational commitment." Cypriot Journal of Educational Sciences 15, no. 4 (2020): 854–69. http://dx.doi.org/10.18844/cjes.v15i4.5064.
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This study reveals the correlations between high diploma student’s perceptions of the level of organisational justice exhibited by Jordanian school principals and their own level of organisational commitment. To achieve these objectives, the researchers employed a descriptive correlation design. A 44-item questionnaire comprising four fields was administered to a sample of (354) high diploma students working as teachers in (15) public schools. The results show there is evidence of perceived justice and a high level of commitment among teachers; additionally, it identified a strong connection between teachers’ commitment and all aspects of organisational justice. These findings have implications for Jordanian school administration; accordingly, the researchers propose relevant recommendations for further investigation.
 
 Keywords: organisational justice (OJ); organisational commitment (OC); high diploma.
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Rafiei, Sima, and Sina Abdollahzade. "Organisational commitment as a moderating role in the relationship between power distance perception and outcome variables." BMJ Leader 2, no. 1 (2018): 16–19. http://dx.doi.org/10.1136/leader-2017-000020.
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BackgroundHealthcare organisations have mainly emphasised on significant role of human resources in improving organisational performance and obtaining competitive advantage. This study aimed to investigate the relationship between perception of justice among hospital employees and outcome variables such as organisational commitment, job satisfaction and readiness to accept job responsibilities. It further examined the impact of job commitment on the relationship between perception of power distance, job satisfaction and readiness to accept responsibilities.MethodsA cross-sectional, descriptive design study was conducted among hospital employees affiliated by Qazvin University of Medical Sciences, Qazvin, Iran. A standard questionnaire taken from Francesco and Chen study was applied to gather data. Descriptive statistics, correlation coefficient, linear regression and moderated multiple regression were used to analyse study data using SPSS V.20.ResultsStudy findings showed that the level of power distance perceived by employees had a significant relationship with job satisfaction, employee participation, organisational commitment and readiness to accept job responsibilities (P<0.05). Moderated multiple regression results supported the hypothesis that job commitment had a significant moderating effect on the relationship between perception of justice, job satisfaction and readiness to work (β1=0.7, β2=0.4, P<0.05).ConclusionApplying strengthening strategies to improve employee commitment to their work and job responsibilities help organisations maintain more satisfied workforce who have positive perception towards justice in the workplace.
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Ariyanto, Ariyanto, Maat Pono, and Abdul Razak Munir. "The Influence of Organisational Culture, Motivation, and Organisational Commitment on Employee Performance." HASANUDDIN JOURNAL OF BUSINESS STRATEGY 1, no. 3 (2019): 79–87. http://dx.doi.org/10.26487/hjbs.v1i3.255.
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The big challenges faced by the government today is to perform effectively and efficiently. The purpose of the study was to analyze the influence of organizational culture, motivation, and organizational commitment on employee performance in the case of education office province in South Sulawesi. The sample used was 138 respondents. Data obtained through questionnaire distribution to the government employees assigned in the education office of the South Sulawesi Province. The method used is path analysis that is run with the SPSS 25 for Windows program. The results showed that organizational culture had a positive and significant effect on employee performance, motivation had a positive and significant effect on employee performance, and organizational commitment had a positive and significant effect on employee performance.
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E. A. Acquah, Hannah, Noble Amoako Sarkodie, Baffoe Enoch, Lennox Adams, Benjamin Nii Amon Djanie, and Joseph Nunoo. "Influence of Organisational Culture on Employee Commitment: Evidence from Environmental Protection Agency in Ghana." International Journal of Technology and Management Research 5, no. 3 (2020): 45–57. http://dx.doi.org/10.47127/ijtmr.v5i3.100.
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This study assesses the influence of culture on employee commitment at Environmental Protection Agency in Accra. The study adopted quantitative method using descriptive survey. One hundred and twenty-six (126) employees were selected using convenience sampling technique. The primary data was gathered using questionnaire and validated through Cronbach Alpha. In analysing the data gathered, descriptive as well as inferential statistics were employed. It was observed from the outcome that, the four culture dimensions used by the researchers all existed at the organisation. Further, training and development; reward and recognition; team work and organisational communication all showed significant relationship with employee commitment at the organisation. Thus, there was a positive effect between cultural practices in the organisation and employee commitment. Management must there ensure the fostering of strong culture to help retained committed staff which eventually reduce high turnover.
 Citation: Acquah, H. E. A., Sarkodie, N. A., Baffoe, E., Lennox, A., Amon, D. B. N. and Nunoo, J. Influence of Organisational Culture on Employee Commitment: Evidence from Environmental Protection Agency in Ghana, 2020; 5(3): 45-57.
 Received: May 28, 2020Accepted: September 30, 2020
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Rasudin, Syahmina N., and Shamarina Shohaimi. "A validation study of the Malay version of career commitment questionnaire." International Journal Of Community Medicine And Public Health 4, no. 6 (2017): 1827. http://dx.doi.org/10.18203/2394-6040.ijcmph20172140.
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Background: An employee’s commitment to his career is an important aspect in ensuring organisational effectiveness. Low level of commitment may increase withdrawal rates, thus, will negatively affect the organisation. The career commitment level of an employee needs to be measured properly. Hence, a validated and reliable instrument is very important to measure the level of career commitment among employees. Career Commitment Questionnaire (CCQ) consists of a combination of Blau’s Measure and Career Commitment Measure (CCM). Methods: The CCQs were distributed to secondary school teachers from 30 schools in Kota Bharu district. The collected questionnaires were split into Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA). Respondents answered the instrument by self-administered. Data were analysed for EFA, CFA, internal consistency, and convergent validity using STATA software Version 14. Results: The EFA resulted in the production of 1 factor with 19 items, while CFA results confirmed the construction of 1 factor with 19 items showed by the value of Chi square/df (1.631), TLI (0.967), CFI (0.971), and RMSEA (0.078)which met the requirements of model fitness. The overall Cronbach’s alpha value of CCQ was 0.99. The Average Variance Extracted (AVE) of CCQ was 0.78 indicating that the convergent validity was met. Conclusions: To recapitulate, the CCQ was proved to be a validated and reliable instrument for measuring the level of career commitment among school teachers and in future should be tested to ensure the suitability of CCQ in different career fields.
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Nienaber, Hester, and Nico Martins. "Exploratory study." TQM Journal 32, no. 3 (2020): 475–95. http://dx.doi.org/10.1108/tqm-05-2019-0151.
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PurposeEmployee engagement recently emerged as a promising mechanism to improve organisational effectiveness and accordingly reduce the performance gap. This paper empirically demonstrates which employee engagement dimension(s) act as the strongest dimension to enhance the levels of employee engagement and consequently organisational effectiveness.Design/methodology/approachThis study used a quantitative approach, specifically a survey design, using a questionnaire to collect data. Regression analysis was applied to predict the impact of the employee engagement dimensions on the level of employee engagement in organisations and the impact of online/social media, as part of communication, on employee engagement.FindingsThe statistical analyses indicate that the dimensions organisational strategy and implementation, organisational commitment and team commitment are significant predictors of employee engagement. On-line/social media has a negative effect on employee engagement. However, according to the results, communication in organisations can be improved, especially by using online/social media more effectively.Research limitations/implicationsThis includes low response rate from some groups.Practical implicationsThe importance of secondary general management tasks, particularly motivation and communication, in mobilising employees to cooperate in pursuing organisational goals, became apparent. This study reflects the adverse effect of a lack of leadership and management skills, and ineffective use of online/social media on organisational performance, as reported in academic and practitioner research. Regardless, practitioners can apply the levers of motivation, via structural dimensions of organisation, to activate psychological presence which drives employee engagement and in turn facilitates strategy implementation and consequently organisational effectiveness. Scholars can modify their research agendas by investigating the “(un)availability” of human resources to improve organisational effectiveness.Social implicationsThe costs of disengaged employees are high, in terms of productivity losses and the performance gap, with adverse consequences for society.Originality/valueEmployee engagement as a driver of strategy implementation is an overlooked area of research. This study offers a better explanation of employee engagement as a mechanism to improve strategy implementation, thus reducing the performance gap, and consequently waste. Employee engagement engenders employee support to pursue organisational goals, in a coordinated system of cooperation, and is produced by the structural dimensions of organisation, the parameters within which psychological presence is activated. Psychological presence drives employee engagement which enables employees to be available to implement strategy to achieve organisational goals and thus organisational effectiveness. Engagement at a broader level than individual is significant.
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Alshamari , PhD, Shaher. "LAISSEZ-FAIRE LEADERSHIP POSITIVELY IMPACTS ORGANISATIONAL COMMITMENT IN HEALTHCARE CENTRES IN QATAR." International Journal of Advanced Research 8, no. 9 (2020): 967–78. http://dx.doi.org/10.21474/ijar01/11750.
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Leadership engenders an essential element for organisations to develop business strategies and achieve their goals. This research aims to examine the impact of laissez-faire leadership style on organisational commitment (OCOM) in health care centers in Qatar. The researcher adopted a quantitative approach, using a self-administered questionnaire to collect the primary data. The sample consisted of 218 leaders and supervisors from five healthcare centers in Qatar selected employing non-random sampling. The study indicated a significant positive relationship existed between laissez-faire leadership and OCOM. Moreover, leadership behavior significantly impacted OCOM behaviors. but in different degrees: continuance commitment and normative commitment to a higher extent, and affective commitment less so. Also, the results showed the percentage to which Laissez-Faire leadership style was practiced, in the sample, to be high.
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Chiu, Wai Yee Betty, and Fung Fai Ng. "Improvement of job satisfaction and organisational commitment through work group identification: an examination of the quantity surveyors in Hong Kong." Construction Economics and Building 13, no. 3 (2013): 80–95. http://dx.doi.org/10.5130/ajceb.v13i3.3316.
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Though extant literatures in other sectors indicate that job satisfaction and organizational commitment are important for determining individual and organisational outcomes, limited related research has been conducted amongst quantity surveyors in Hong Kong. Given cooperative working arrangement in the quantity surveying profession, work group identification is regarded as an important antecedent for determining job satisfaction and organisational commitment. The aim of this study is to examine whether work group identification improves job satisfaction and organisational commitment. A questionnaire survey is conducted to collect data from quantity surveyors working in private sector. A total of 71 valid responses are obtained from 509 contacted quantity surveyors in Hong Kong. Bivariate correlation and multiple regression analyses are performed to find the significance of relationships among the variables. Data analysis results support most hypotheses. Work group identification is found to have significant positive effect on job satisfaction, affective and normative commitment. The finding is a bold step for quantity surveying companies to improve their quantity surveyors’job satisfaction and commitment level. The role of other contextual and organisational factors on job satisfaction and organisational commitment needs to be complemented for future research.
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Krapić, Nada, and Sanja Barić. "Efectos de congruencia de valores personales y organizacionales sobre la lealtad a la organización." Psihologijske teme 27, no. 2 (2018): 291–309. http://dx.doi.org/10.31820/pt.27.2.8.
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The aim of this study was to examine the effects of congruence between personal and organizational values focused on tasks and people on organizational commitment. The study was carried out on a convenience sample of 217 participants from several middle- and large-scale organisations who completed the Organisational commitment questionnaire and the Personal and organisational values scale. The data were analysed using polynomial regression analysis. The results obtained show that affective commitment was higher when personal and organizational values focused on tasks were in congruence on higher levels. Normative commitment was higher when personal and organizational values focused on tasks were incongruent in a way that organizational values were higher than personal. Additionally, greater incongruence between personal and organizational values focused on tasks was associated with a sharper increase of normative commitment. Overall commitment was higher when personal and organizational values focused on tasks were in congruence on higher levels, when these values were incongruent in a way that organizational values were higher than personal, and when this incongruence was more pronounced. Regarding the effects of congruence between personal and organizational values focused on people the results obtained show that normative and affective commitment were higher when these values were incongruent in a way that organizational values were higher than personal.
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Cesário, Francisco, and Maria José Chambel. "A previous trainee experience: does it matter for retention of young graduates?" International Journal of Organizational Analysis 25, no. 2 (2017): 270–81. http://dx.doi.org/10.1108/ijoa-02-2016-0977.
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Purpose This paper aims to explore the extent to which participation in a previous graduate recruitment programme affects graduates’ organisational affective commitment and their desire to remain. Design/methodology/approach With the support of a Portuguese organisation that annually operates a trainee programme to attract the best graduates from top universities, a questionnaire with human resource management (HRM) practices, affective commitment and turnover intention scales was used, with data collected from 168 recent recruited graduates representing two groups: graduates with previous participation in the trainee programme and graduates non-trainees. Findings Despite the company’s expectation that graduate trainees would present higher levels of affective commitment and lower intentions to voluntarily leave than employees recruited by traditional procedures, the t-test results show no significant differences between groups. However, correlations for both groups show a significant positive association between perceived HRM practices and affective commitment and a negative relation with turnover intention. These results suggest that placing a high value on HR practices leads to reinforcement of employment relations and a decrease in the desire to voluntarily leave. Practical implications The findings suggest the need for organisations to rethink their recruitment strategies and raise an interesting question with regard to organisational strategy: is it useful or fair to create two groups of graduates within the same organisation, because we may be promoting the development of two micro-cultures? Originality/value The study with this specific group is needed because of an increased implementation of trainee programmes all over Europe as a means of attracting graduates. The literature is scarce, focusing only on trainees’ attitudes compared to those recruited through traditional procedures.
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Kaur Sahi, Gurjeet, and Rupali Mahajan. "Employees’ organisational commitment and its impact on their actual turnover behaviour through behavioural intentions." Asia Pacific Journal of Marketing and Logistics 26, no. 4 (2014): 621–46. http://dx.doi.org/10.1108/apjml-01-2014-0015.
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Purpose – The purpose of this paper is to empirically test an integrated model incorporating the constructs of organisational commitment (OC), behavioural intentions (BI), actual turnover behaviour (ATB) and telecom work characteristics (WC) so as to examine the impact of commitment on employees’ BI, whereby they wish to dissolve their relationship with the employment provider. Design/methodology/approach – Structural equation modelling technique has been used to test the data collected through questionnaire from a sample of 139 employees including managers and executives across the hierarchy of an Indian telecom organisation named Aircel Dishnet Ltd from the Jammu and Kashmir circle head office in India. Findings – The theoretical constructs were validated before incorporating the hypothetical structural model. SEM results indicate a good fit to the empirical data. The findings confirmed that affective, continuance and normative commitments lay significant impact on employees’ OC. Also, commitment influence attitudes, subjective norms and perceived behavioural control, thereby affecting the BI of the employees. An indirect significant impact of OC on the ATB was also revealed. A partial mediation of WC was also found between BI and ATB. Research limitations/implications – The generalisability of the study is limited as the sample concentrates to one organisation of a single industry in India. Practical implications – The study provides insights for the policy makers to create and develop mechanisms and programmes leading to the enhancement of affective OC for employee retention. Originality/value – The model clearly explains telecom employees’ OC and its impact on the ATB through their BI. Though the findings do not reveal any component of commitment to lay more impact on OC, it exhibits higher career commitment than OC among the telecom employees.
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Katou, Anastasia A. "How does human resource management influence organisational performance? An integrative approach-based analysis." International Journal of Productivity and Performance Management 66, no. 6 (2017): 797–821. http://dx.doi.org/10.1108/ijppm-01-2016-0004.
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Purpose Drawing on the contingency perspective between business strategies and human resource (HR) practices, the purpose of this paper is to examine the effects of human resource management (HRM) system (which integrates both content and process of HR practices) on both proximal organisational outcomes (such as job satisfaction, motivation, and organisational commitment) and distal organisational outcomes (such as employee engagement, organisational citizen behaviour (OCB), co-operation among employees, intention to quit, and operational performance). Design/methodology/approach The analysis is based on a sample of 996 Greek employees working in 108 private organisations and the statistical method employed is structural equation modelling with bootstrapping estimation. Findings The results indicate that HRM content is more positively related to job satisfaction and motivation and less related to organisational commitment than HRM process. Moreover, HRM system is sequentially related to organisational outcomes (both directly and indirectly) and significantly influences employee job satisfaction and motivation, as well as OCB and co-operation among employees, and operational performance. Research limitations/implications The data were collected using a questionnaire at a single point in time, and thus, not allowing dynamic causal inferences. Considering that Greece is experiencing a severe financial crisis, the findings from this unique context may not generalise across other contexts. Practical implications The core messages to decision makers are that employee development and rewards are the major dimensions of the content of an HRM system and that consistency and distinctiveness are the principal features of the process of an HRM system, even in cases where the organisation is operating under an economic crisis environment. Originality/value Investigations into the relationship between HRM systems and organisational performance have become increasingly common. Nevertheless, empirical studies that measure the impact of HRM systems, which being contingent on business strategies integrate both content and process of HR practices on organisational performance are still rare. This paper partially fills this gap.
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Hashim, Junaidah, and Saodah Wok. "Predictors to employees with disabilities’ organisational behaviour and involvement in employment." Equality, Diversity and Inclusion: An International Journal 33, no. 2 (2014): 193–209. http://dx.doi.org/10.1108/edi-03-2012-0018.
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Purpose – The purpose of this paper is to examine the work challenges of employees with disabilities and predict the organisational behaviours of employees and their involvement in employment. Design/methodology/approach – A self-developed questionnaire was used to gather relevant information from employers, employees with disabilities and their co-workers. The questionnaires were distributed and administered by a number of trained enumerators. Findings – Both employers and co-workers perceived that their organisations have provided conducive organisation climate, comfortable work environment and reasonable adjustment for their employees with disabilities. Employees with disabilities are found loyal and committed. They are satisfied with the job. Organisational loyalty and commitment are predicted by the organisations’ ability to restructure their job design to suit to the needs of employees with disabilities. Research limitations/implications – Initially, this study planned to use purposive sampling; however, due to poor database maintained by the relevant agency of employees with disability employment in the country, the paper was unable to identify which employers employ how many employees with disabilities. The sampling then was based on convenient sampling. Practical implications – Job design, organisational climate and comfortable work environment have long been recognised for motivating employees’ performance (Hackman et al., 1975; Garg and Rastogi, 2006). The paper's findings show that these factors also motivate employees with disabilities. This is added value to the existing body of knowledge as limited is known about the motivation of employees with disabilities. Originality/value – This study is unique because it gathers data from several parties: employees with disabilities, the co-workers and the employers.
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Friday, Edeh Ogbu, and Joy N. Ugwu. "ORGANISATIONAL JUSTICE AND EMPLOYEE COMMITMENT OF SELECTED PRIVATE SECONDARY SCHOOLS TEACHERS IN NIGERIA." International Journal of Management & Entrepreneurship Research 1, no. 1 (2020): 18–30. http://dx.doi.org/10.51594/ijmer.v1i1.3.
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This study investigates the relationship between organisational justice and employee commitment of private secondary school teachers in Nigeria using survey design. Twenty (20) private secondary schools were selected in Bayelsa State using simple random sampling. Four hundred and eighty (480) teachers were surveyed. Sample of two hundred and fourteen (214) was determined using Krejcie and Morgan sample size determination table. Two hundred and fourteen (214) copies of questionnaire were administered to the teachers but one hundred and eighty three (183) copies were correctly filled and returned. Pearson Product Moment Correlation Coefficient (rs) was used to analyse the hypotheses. It was found that organisational justice has positive significant association with employee commitment. This study concludes that organisational justice measured in terms of distributive justice, procedural justice and interactional justice enhances employee commitment in selected private secondary schools in Nigeria.
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Moshoeu, A. N., and D. J. Geldenhuys. "Job insecurity, organisational commitment and work engagement among staff in an open distance learning institution." Southern African Business Review 19, no. 1 (2019): 22–43. http://dx.doi.org/10.25159/1998-8125/5832.
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The objective of this study was to explore the relationship between job insecurity, organisational commitment and work engagement among staff in an open distance learning institution. The research was conducted through computer-aided telephone interviews and self-completion techniques. A cross-sectional survey design was conducted among 260 employees in an open distance learning institution. The measuring instruments included the job insecurity scale, organisational commitment questionnaire and Utrecht Work Engagement Scale. The results demonstrated statistically significant relationships between job insecurity and organisational commitment, and between job insecurity and work engagement. A practically significant relationship between variables was also determined; however, the effect was too small to yield a practically significant relationship between the variables. The results revealed that a component of job insecurity (likelihood of loss of job features), together with a component of work engagement (vigour), explains 25% of the total variation of organisational commitment and that the remaining 75% was attributed to factors beyond the scope of this study. This study demonstrated that employees would not always reduce their commitment and work effort when confronted with uncertainty as suggested by several studies. Nevertheless, it could be assumed that the survey participants fear being unemployed and feel trapped because of a lack of alternative employment opportunities.
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Suárez-Albanchez, Julio, Juan Jose Blazquez-Resino, Santiago Gutierrez-Broncano, and Pedro Jimenez-Estevez. "Occupational Health and Safety, Organisational Commitment, and Turnover Intention in the Spanish IT Consultancy Sector." International Journal of Environmental Research and Public Health 18, no. 11 (2021): 5658. http://dx.doi.org/10.3390/ijerph18115658.
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Background: The purpose of this study is to analyse the impact that occupational health and safety policies have on employees’ work and organisational commitment and, in turn, on their intention to leave the company. Methods: For this study, we designed a questionnaire with a five-level Likert scale and distributed it among professionals from different companies in the IT consultancy sector in Spain. The data collected from 458 completed questionnaires were analysed using the partial least squares structural equation modelling (PLS-SEM) technique using the SmartPLS software. Results: From the analysis of the data, it was concluded that there is indeed a positive relationship between occupational health and safety policies and employees’ work and organisational commitment, as well as a negative relationship between these policies and the intention to leave the company. Similarly, there is a negative relationship between employees’ work and organisational commitment and their turnover intention. Conclusions: Although, due to the activity of professionals in the sector, occupational health and safety has not been an area of priority, it was concluded from this study that an improvement in these areas would have a beneficial effect on the commitment of workers to the company, thus helping to reduce the high levels of turnover in the sector. Future lines of research, as well as their practical application and the limitations of the study, are indicated at the end of the paper.
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Jabeen, Fauzia, Mohamed Behery, and Hossam Abu Elanain. "Examining the relationship between the psychological contract and organisational commitment." International Journal of Organizational Analysis 23, no. 1 (2015): 102–22. http://dx.doi.org/10.1108/ijoa-10-2014-0812.
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Purpose – The aim of this study is to examine the impact of the psychological contract, relational psychological contract and transactional psychological contract on organisational commitment as mediated by transactional leadership in the United Arab Emirates (UAE) context. The paper also explores the contractual status to determine if the theory remains valid, regardless of the fact whether one is employed as a contingent or permanent worker. Design/methodology/approach – This research made a longitudinal study spanning a 24-week time period. Data were collected using a self-administered structured questionnaire prepared in English and Arabic, at three stages representing three visits to the participating companies in the UAE. Pearson’s correlation analysis and multiple regression analysis were used to examine the research hypotheses. Findings – The results show that the psychological contracts (transactional and relational) are positively related to transactional leadership. This study categorizes several consequential relationships between transactional leadership and organisational commitment. It also advocates that transactional leadership has only a fractional mediating role in relation to relational psychological contract, transactional psychological contract and organisational commitment. Practical implications – The findings suggest that practitioners and academics alike should note that the nature of the psychological contract employed will impact upon commitment and retention. Originality/value – This study makes a significant contribution to the body of literature, being the second part of a longitudinal study that aimed at testing the mediating effect of transactional leadership on organisational commitment within the context of the UAE. In the earlier study, the intent was to analyse the role of transformational leadership as a mediator between the psychological contract and organisational commitment. Typically, transformational leadership has been found to partially mediate the above mentioned relationships. In addition, it also advocates that there may be some value in considering the employees’ contractual status with regard to the psychological contract and its impact on organisational commitment.
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Segbenya, Moses, Ebenezer Aggrey, and Fred Peniana. "Human Resource Factors and Organizational Commitment at the College of Distance Education, University of Cape Coast." Journal of Business and Enterprise Development VOLUME 8, no. 2019 (2019): 61–90. http://dx.doi.org/10.47963/jobed.2019.03.
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The study examined human resource factors and organisational commitment at the College of Distance Education, University of Cape Coast, Ghana. The research approach was quantitative, specifically using a descriptive study design. Out of 242 staff of the College, a sample of 148 respondents (comprising 18 senior members, 80 senior staff and 50 junior staff) were drawn across the three spectrums of staff using Krejcie and Morgan (1970) sample determination formula. The main instrument for data collection was a self- administered questionnaire. Data of the study was analysed with means, standard deviations, independent t-test, two-way analysis of variance and Spearman rank-order correlations matrix. The study found that commitment level among staff at the college (CoDE) was high and affective commitment was perceived higher than normative and continuance dimensions of organisational commitment. Work relations were perceived as higher than extrinsic rewards and training and development. It was also found that training and orientation significantly relate to organisational commitment. Sex and age of respondents did not affect organisational commitment and other variables of the study. It was recommended that management of the college should continue to pay more attention to work relations at the college by engaging staff of the college in inter-unit or interdepartmental assignments to enable staff to build more work relations and used both on-the-job and off-the-job training techniques to maintain or increase commitment level among staff of the college.
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Comfort E., OMOROGBE,, and ODUMOSU Johnson B. "TASK SCHEDULING AUTOMATION AND ORGANISATIONAL EFFICIENCY: STUDY OF SELECTED FIRMS IN OGUN - STATE NIGERIA." International Journal For Research In Business, Management And Accounting (ISSN: 2455-6114) 2, no. 4 (2017): 20–30. http://dx.doi.org/10.53555/bma.v2i4.1702.
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Task scheduling automation was examined to provide evidence on its effect on organsational efficiency by reference to two fully automated firms in Ogun State of Nigeria. Organisational efficiency was measured in terms of individual’s commitment to work, productivity, quality output and workflow efficiency. A structured questionnaire was administered to 56 employees from both firms. The inferential statistical tool, specifically the regression analysis measured the effect of automated task scheduling on workflow efficiency and whether individual commitment and productivity increased with the use of time tracking software. The resultrevealed that task scheduling had a significant effect on workflow efficiency. Task scheduling explained about 33.9% (R2 = 0.339) variation of workflow efficiency; and time tracking software’s ability to impel increase in employees’ commitment to work was not significant (p< 0.01). It was recommended that task scheduling should be considered by firms as it gives employees a clearer insight into organisation’s objectives and assist firms in meeting with daily tasks, urgent orders and deadlines. Additionally, time tracking software would permit task and time monitoring in such a way that employees time are judiciously utilised for organisational efficiency.
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Scheepers, Caren, and Melissa Reddy. "Influence Of Organisational Culture On Strategy Execution In A South African Organisation." Journal of Applied Business Research (JABR) 35, no. 4 (2019): 109–28. http://dx.doi.org/10.19030/jabr.v35i4.10305.
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Purpose: This study examines the effects of nine dimensions of organisational culture (uncertainty avoidance; gender egalitarianism; assertiveness; institutional collectivism; in-group collectivism; humane, future and achievement orientation; and power distance) on the dimensions of strategy execution (information sharing, leadership, rewards, performance, structure, employee commitment and coordination) within a fast-moving consumer goods (FMCG) company.Design: A survey questionnaire covering demographics, organisational culture and strategy execution was distributed electronically. Following assessment of reliability and validity of the 281 completed questionnaires, Pearson correlation and a canonical correlation analyses were conducted using the nine dimensions of culture as predictors of strategy execution variables, to evaluate the multivariate shared relationship between the two variable sets.Findings: The findings indicate that the dimensions of organisational culture have a variation of strong, medium and weak associations with the dimensions of strategy execution. Achievement orientation was found to have the highest effect on strategy execution dimensions and the future planning orientation the second highest.Research limitations/implications: The major limitation was that the population was represented by one large organisation in the South African FMCG industry, thereby excluding other companies in this country and the results may not necessarily be generalised to other populations. Future studies could include more industries and countries.Practical implications: This study provides evidence that company management must place considerable emphasis on developing organisational culture dimensions that have a positive impact on strategy execution.Originality/value: The study reveals that achievement and future planning orientated cultures have a significant influence on strategy execution.
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Na-nan, Khahan, and Salitta Saribut. "Development and validation of an organisational commitment instrument for generation Y employees in small and medium-sized enterprises in Thailand." Industrial and Commercial Training 51, no. 4 (2019): 244–55. http://dx.doi.org/10.1108/ict-11-2018-0091.
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Purpose Organisational commitment (OC) has become a hot behavioural topic among researchers, scholars and consulting firms. However, OC instruments have rarely been studied and developed by academics in small and medium-sized Thai enterprises (SMEs). The purpose of this paper is to develop an instrument to measure the OC of Generation Y employees in Thai SMEs. Design/methodology/approach A measurement scale for OC was established in three stages. First, 16 questions were developed as a questionnaire based on the concepts and theories of OC, and a survey was conducted for 360 Generation Y employees working in various SMEs. Second, the questions were validated using exploratory factor analysis and, finally, confirmatory factor analysis and convergent validity were tested. Findings The OC instrument presented excellent reliability at 0.865. Three factors of the 16 questions as normative commitment, affective commitment and continuance commitment were extracted. These all passed the general rule of thumb for minimum acceptability of a measurement system. Originality/value This OC instrument has concrete psychometric measurements and can be applied by researchers, scholars, practitioners and organisations in other settings, especially in the Thai context. Importantly, factor analysis results suggested that the OC questionnaire was suitable for utilisation and application as is, or with minimal modifications, to various business fields and/or settings.
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Martins, Nico, and Melinde Coetzee. "Organisational culture, employee satisfaction, perceived leader emotional competency and personality type: An exploratory study in a South African engineering company." SA Journal of Human Resource Management 5, no. 2 (2007): 20. http://dx.doi.org/10.4102/sajhrm.v5i2.116.
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The purpose of this study was to investigate employees’ experiences of their organisation’s culture and general satisfaction levels and to explore whether potential explanations for these could be derived from measures of the perceived emotional competency and dominant personality type of senior management as aspects of their predominant leadership style. The South African Culture Instrument (SACI), an Employee Satisfaction Survey questionnaire and the 360 Degree Emotional Competency Profiler (ECP) were administered to a sample of 181 (SACI), 170 (Employee Satisfaction Survey questionnaire) and 88 (ECP) volunteer employees of a South African engineering company. All nine senior directors voluntary participated in completing the MBTI, Form G. The results indicated significant differences between the various biographical groups regarding the measured dimensions. The ECP and MBTI results showed the affective and social aspects of leadership behaviour to be a development area for senior management. This study makes an important contribution to the expanding body of knowledge that focuses on the evaluation of organisational factors and leader attributes that influence the motivation, commitment and satisfaction of employees in South African organisations.
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Armaghan, Negar, and Jean Renaud. "Evaluation of Knowledge Management in an Organisation." Journal of Information & Knowledge Management 16, no. 01 (2017): 1750006. http://dx.doi.org/10.1142/s021964921750006x.
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Implementation of Knowledge Management (KM) brings significant changes at various levels of an organisation. Knowledge sharing is one of the aspects that plays a significant role in the success of KM. This paper uses empirical research. It will analyse the applicability of KM as a new change in an organisation, while taking into account the aspects influencing knowledge sharing. The research identifies the aspects related to knowledge sharing which will be assessed. This case study has been realised by using a questionnaire at an Iranian research organisation. The five factors of trust, commitment, job satisfaction, learning and organisational communication have been identified and studied as aspects affecting knowledge sharing. The results show that during the implementation of KM there would be a lot of resistance from people. While people seem to welcome this change and find it effective in organisational growth, the assessment shows that there is no adequate preparation in terms of knowledge sharing and KM.
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Magano, C. F., A. Thomas, and G. P. De Bruin. "A cross-cultural comparison of organisational commitment amongst vehicle sales staff." South African Journal of Business Management 42, no. 1 (2011): 17–29. http://dx.doi.org/10.4102/sajbm.v42i1.486.
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The automotive industry is regarded as being critical to the economic growth of South Africa (Horn, 2007). As the achievement of organisational goals occurs largely through the performance of committed human resources (Nijhof, De Jong & Beukhof, 1998), the purpose of the present study was to gain a deeper understanding of the differences in organisational commitment amongst different language groups (language being a proxy of culture) of vehicle sales staff at a large South African motor retailer.The unit of analysis for the study was individual employees (n=314) and the data were collected through the administration of the TCM survey questionnaire developed by Allen and Meyer (1990) to measure affective, normative and continuance commitment. The majority of respondents (36,90%) were African language speakers, 32,30% were English language speakers and 3,60% were Afrikaans language speakers.Results indicate that African language respondents scored significantly lower on normative commitment than did either the Afrikaans or English respondents. No significant differences in normative commitment were observed between the Afrikaans and English respondents.Given the strategic importance of the automotive industry to the South African economy, this finding could alert managers to the necessity of understanding the reasons for the lower normative commitment of the African language group (compared to the Afrikaans and English speakers) and, accordingly, to devise ways of increasing normative commitment with this group.
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Morrison, Rachel L. "Negative relationships in the workplace: Associations with organisational commitment, cohesion, job satisfaction and intention to turnover." Journal of Management & Organization 14, no. 4 (2008): 330–44. http://dx.doi.org/10.1017/s1833367200003126.
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AbstractThis study investigates the link between perceptions of negative workplace relationships and organisational outcomes. Respondents (n = 412) spanned a wide range of occupations, industries and nationalities. Data were collected using an Internet-based questionnaire. Results indicated that those with at least one negative relationship at work were significantly less satisfied, reported less organisational commitment, were part of less cohesive workgroups and were significantly more likely to be planning to leave their job.
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Morrison, Rachel L. "Negative relationships in the workplace: Associations with organisational commitment, cohesion, job satisfaction and intention to turnover." Journal of Management & Organization 14, no. 4 (2008): 330–44. http://dx.doi.org/10.5172/jmo.837.14.4.330.
Full textAbstract:
AbstractThis study investigates the link between perceptions of negative workplace relationships and organisational outcomes. Respondents (n = 412) spanned a wide range of occupations, industries and nationalities. Data were collected using an Internet-based questionnaire. Results indicated that those with at least one negative relationship at work were significantly less satisfied, reported less organisational commitment, were part of less cohesive workgroups and were significantly more likely to be planning to leave their job.
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FEJOH, J., P. A. ONANUGA, and O. A. IBRAHIM. "ORGANISATIONAL CULTURE AS A DETERMINANT OF WORKERS’ JOB COMMITMENT IN PUBLIC SECONDARY SCHOOLS IN OGUN STATE, NIGERIA." Journal of Humanities, Social Science and Creative Arts 13, no. 1 (2019): 89–97. http://dx.doi.org/10.51406/jhssca.v13i1.1931.
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This study examined organisational culture as a determinant of workers’ job commitment in public secondary schools in Ogun State. The study adopted an ex-post facto design approach. The population consists of all workers (teaching and non-teaching staff) in secondary schools in Ogun State, Nigeria. A multi-stage random sampling technique was adopted where five (5) public secondary schools (comprising of both junior and senior) were randomly selected from each of the local government area s from twenty (20) local government areas in Ogun State, making a total of ten (10) secondary schools were selected for the study. Stratified random sampling technique was used in selecting ten (10) workers (teaching and non-teaching) from each junior and secondary schools respectively, making a total number of twenty (20) workers from each of the selected ten (10) secondary schools. A total number of 200 workers was selected for the study. The instrument used for this study is a questionnaire which is sub-divided into three sections. Section A was used to collect information on personal characteristics of the respondents while Section B contained Workers Organisational Commitment Scale which was designed to measure workers’ job commitment. Section C contained Organisational Climate Index (OCI) and was used to measure organisational culture. Data was analyzed using regression and T-test analysis at 0.05 level of significance. Findings revealed that organisational culture has significant relationship with public secondary school workers’ job commitment and that there was no significant difference in public secondary school workers’ job commitment between senior and junior school employees. It is concluded that organisational culture determines job commitment of public secondary school employees in Ogun State. Based on the findings, it is therefore recommended that motivation strategies should adopted to improve teachers’ salaries and promotions. Teachers should positively change their attitude s to work and view their job as more of a call than a profession. 
 
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Maryam, Suryani, Ernie Tisnawati Sule, Joeliaty Joeliaty, and Rina Novianty Ariawaty. "Effects of Safety Climate and Employee Engagement towards Organisational Citizenship Behaviour of Sewage Workers." Asian Journal of Business and Accounting 14, no. 1 (2021): 253–75. http://dx.doi.org/10.22452/ajba.vol14no1.10.
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Manuscript type: Research paper Research aims: This study aims to investigate the effects of safety climate and employee engagement on organisational citizenship behaviour (OCB). Design/Methodology/Approach: Drawing from the social exchange theory and flow theory, a theoretical framework was developed and tested using data collected from 610 freelance sewage workers. A questionnaire survey was used to collect the data, while structural equation modelling (SEM) analysis was used as the data analysis approach. Research findings: The results reveal that both safety climate and employee engagement have significantly positive impact on employees’ organisational citizenship behaviour amongst sewage workers in Indonesia. This finding indicates that although the sewage cleaners are often employed based on contract and may not be in a position to demand more from the organisations, they do appreciate the organisational commitment in producing a safe workplace environment. They, in return will demonstrate a higher engagement towards their work. Theoretical contribution/Originality: This study contributes to the organisational citizenship behaviour literature by examining how workplace environmental factors such as safety climate affects organisational citizenship behaviour. In the context of sewage cleaning, safety climate is important, as sewage workers are frequently exposed to and threatened by serious health problems. Yet, there has been a paucity of research on the sewage cleaning sector to understand the relationships. Research limitation/Implications: The study implies that when organisations are willing to improve safety climate, their employees will perceive improved safety climate, and then will have more engagement and organisational citizenship behaviour.
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Flower, Rebecca, Defne Demir, John McWilliams, and Dianne Johnson. "Perceptions of fairness in the psychological contracts of allied health professionals." Asia-Pacific Journal of Business Administration 7, no. 2 (2015): 106–16. http://dx.doi.org/10.1108/apjba-03-2015-0022.
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Purpose – The purpose of this paper is to investigate the relationships between components of the psychological contract, organisational justice, and negative affectivity (NA), with key employee outcomes (i.e. organisational commitment, job satisfaction, depression, and psychological distress) among allied health professionals. Design/methodology/approach – In total, 134 (response rate of 46 per cent) Australian allied health professional completed a questionnaire. Findings – Multiple regressions revealed that higher NA was associated with lower organisational commitment, lower job satisfaction, and higher levels of depression. The psychological contract variable, breach, was associated with depression. Informational justice was associated with organisational commitment. Distributive justice was associated with job satisfaction. Research limitations/implications – This research is limited by its cross-sectional design and that the data were self-reported. The results obtained suggest the potential utility of collecting longitudinal data to replicate and extend the results. Practical implications – While NA may be beyond management control, it may be ameliorated by attention to improving communication of management decisions and by sensitivity to the elements implicit in psychological contracts. The negative consequences of contract breach may be offset by informational and distributive justice. Originality/value – This study is one of the first to examine multiple measures of the psychological contract in addition to organisational justice and NA. Further, this study adds to the literature for allied health professionals, where little is known about factors contributing to their turnover.