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Journal articles on the topic 'Promotion and Employee commitment'

Author: Grafiati

Published: 5 June 2025

Last updated: 1 August 2025

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1

Ningkiswari, Intan Ayu, and Ratna Dwi Wulandari. "Pengaruh Kepuasan Kerja Terhadap Komitmen Karyawan Rumah Sakit Mata Undaan Surabaya." Jurnal Administrasi Kesehatan Indonesia 5, no. 2 (2018): 162. http://dx.doi.org/10.20473/jaki.v5i2.2017.162-167.

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Preliminary survey result showed the number of employees knowledge about the event held by Undaan Eye Hospital in Surabaya reached 52,8%. It means more than 20% employees are not aware of activity outside the work which that number can affect to decreasing employee commitment to the organization. Job satisfaction factors divided into 5 there are pay satisfaction, promotion, coworker, supervisor and the job characteristic. The aim of this study is to analyze the influence job satisfaction to employee commitment. Observational analytic was used in this research with the cross sectional design. T

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V. E., Ebele, Okoye J. N., Udeoba C. E., Nwosu I. C., and Chidi E. N. "Assessment of Manpower Planning Strategies on Employee Performance in Awka South Local Government Area, Anambra State." British Journal of Management and Marketing Studies 7, no. 3 (2024): 1–14. http://dx.doi.org/10.52589/bjmms-ruaybttn.

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This study assessed the impact of manpower planning strategies on employee performance in Awka South Local Government Area, Anambra State, Nigeria. Effective manpower planning is essential for organizations to optimize employee performance, productivity, and overall efficiency. Despite its importance, local governments in Nigeria face challenges such as overstaffing, poor skill mix, and inefficient resource utilization, which hinder employee performance. This research aims to identify the manpower planning strategies used in Awka South Local Government Area and examine the effect of staff prom

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

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Purpose The aim of this study is to examine the structural relationship between Spector’s nine job satisfaction facets (supervision, nature of the work, communication, contingent rewards, co-worker, fringe benefits, payment, promotion and operating procedures), organizational commitment facets (normative commitment, affective commitment and continuance commitment) and the influence of employees’ years of experience on satisfaction and commitment relationships. Owing to the nature of the industry, employee satisfaction, retention and commitment in Information and Communications Technology-Small

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Nguyen, Thang Ngoc, Dung Viet Mai, and Anh Thao Vu. "Study of factors influencing the organizational commitment of Generation Z working in the IT sector of Vietnam." Journal of Infrastructure, Policy and Development 8, no. 7 (2024): 4706. http://dx.doi.org/10.24294/jipd.v8i7.4706.

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This study aims to advance understanding of the factors affecting Generation Z employee commitment in the workplace of the information and technology (IT) companies in Vietnam. A survey of 450 Generation Z employees in IT companies shows that company remuneration, reward and welfare, work environment, colleagues, direct manager, promotion, job characteristics, green initiatives are positively related to Generation Z organizational commitment. More specifically, work environment and direct manager have the highest effect on Generation Z employee commitment to organization while promotion and co

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Yakup, Yakup, Risman Paulutu, and Moh Rolli Paramata. "A Dimension Analysis of Job Satisfaction Effect on Employee Organizational Commitment." Mabsya: Jurnal Manajemen Bisnis Syariah 3, no. 1 (2021): 60–74. http://dx.doi.org/10.24090/mabsya.v3i1.4749.

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This study aims to analyze the dimensions of job satisfaction and its influence on employee organizational commitment at the Regional Finance Board of Pohuwato Regency. The data used in this study are primary data that comes from filling out questionnaires. The study population was 59 employees using the census method. The analysis technique used to answer research problems and test hypotheses is multiple regression analysis with the help of Statistical Product Service Solution (SPSS) software which is used to analyze the data. The results of this study are (1) there is a positive and signific

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Uchechukwu, Sampson OGAH, and Martha AKINBO Tina. "Exploring promotion practices, impact on public servants' commitment, efficiency, responsiveness, and goal attainment in Nigeria." World Journal of Advanced Research and Reviews 24, no. 2 (2024): 2557–71. https://doi.org/10.5281/zenodo.15128954.

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This paper explored the influence of promotion practices on the commitment, efficiency, responsiveness, and goal attainment of public servants in Nigeria. Public sector organizations are vital for national governance and development, particularly in countries like Nigeria. The performance of public servants, who play a crucial role in policy implementation and service delivery, is significantly influenced by their perceptions of fairness and transparency in promotion practices. Despite the importance of these employees, they encounter challenges such as political interference, nepotism, and bu

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Minh, Hai Thi Tran. "Application of Systematic Literature Review Method in Studying Factors Affecting Employee Commitment to the Organization." Application of Systematic Literature Review Method in Studying Factors Affecting Employee Commitment to the Organization 07, no. 11 (2024): 6757–64. https://doi.org/10.5281/zenodo.14172440.

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Bhatnagar (2007) found that employees who are committed to the organization can create competitive advantages for the organization. Employees who have been working for the organization will become invaluable assets that help create sustainable competitive advantages for the organization. When employees are committed, they will be attached and consider themselves a part of the organization, which will motivate them to contribute to achieving the organization's goals. Therefore, this study was conducted to identify factors affecting employee commitment to the organization. Using the systematic l

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Khizra, Imran, Akhtar Jafrani Iqra, and Masood Hassan Dr. "The Effects of Socialization on Employee Commitment at Workplace." International Journal of Management Sciences and Business Research 11, no. 03 (2022): 78–91. https://doi.org/10.5281/zenodo.6907135.

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<em>This study examines corporate socializing and employee loyalty at k-executive electric. Multiple factors, including interpersonal relationships, compensation, personality attributes, and professional progression, were found to influence employee loyalty. Socialization is believed to positively improve employees' affective, ongoing, and normative commitment. These links were evaluated using the information of 371 K Electric executives. In addition, questionnaires were used to collect information. Statistical software known as SPSS was utilized to evaluate the data. According to the rese

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Rai, Arjun, Prem Bahadur Budhathoki, and Chandra Kumar Rai. "Linkage between satisfaction with colleagues, promotion, nature of work, and three-dimensional organizational commitment." Problems and Perspectives in Management 19, no. 1 (2021): 127–36. http://dx.doi.org/10.21511/ppm.19(1).2021.11.

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Employees’ job satisfaction is a leading factor in determining their organizational commitment. The organizational commitment level affects the employees’ decision to leave or remain in their organization. The banking sector of Nepal has been facing a problem of high employee mobility from one bank to another. In the backdrop of this context, this survey intends to examine the effect of satisfaction with colleagues, promotion, and the nature of work on the three dimensions of organizational commitment using the Ordinary Least Squares model in the context of private bank employees in Nepal. Thi

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Siregar, Zulkifli Musannip Efendi. "Extrinsic Motivation and Organizational Commitment : A Literarure Review." International Journal of Business, Technology and Organizational Behavior (IJBTOB) 2, no. 4 (2022): 397–402. http://dx.doi.org/10.52218/ijbtob.v2i4.214.

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Increasing employee commitment at work is one of the most important points for the company. Without organizational commitment from an employee, the employee will tend to work less than optimally. This study aims to find the answers to the research question of whether extrinsic motivation influence organizational commitment. Metode penelitian yang digunakan dalam penelitian ini adalah article review dari beberapa jurnal yang telah publish. The results of the study proved that extrinsic motivation influence organizational commitment. The results of this research have implications for policymaker

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Uchechukwu Sampson OGAH and Tina Martha AKINBO. "Exploring promotion practices, impact on public servants’ commitment, efficiency, responsiveness, and goal attainment in Nigeria." World Journal of Advanced Research and Reviews 24, no. 2 (2024): 2557–71. https://doi.org/10.30574/wjarr.2024.24.2.3475.

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This paper explored the influence of promotion practices on the commitment, efficiency, responsiveness, and goal attainment of public servants in Nigeria. Public sector organizations are vital for national governance and development, particularly in countries like Nigeria. The performance of public servants, who play a crucial role in policy implementation and service delivery, is significantly influenced by their perceptions of fairness and transparency in promotion practices. Despite the importance of these employees, they encounter challenges such as political interference, nepotism, and bu

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Rahmah, Tya Ananda, and Syahruddin Y. "Pengaruh Kepuasan Kerja dan Komitmen Organisasi terhadap Turnover Intention pada Karyawan Sales Promotion Girl dan Sales Promotion Boy Sogo Departement Store Bigmall Samarinda." FORUM EKONOMI 19, no. 2 (2018): 155. http://dx.doi.org/10.29264/jfor.v19i2.2122.

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This Research aim to analyze The Effect of Job Satisfaction and Organizational Commitment on Employee Turnover Intention In Sales Promotion Girl and Sales Promotion Boy SOGO Department Store BIGMALL Samarinda. The research sample consisted of 60 respondents. Election Procedure sample uses purposive sampling method. Data analysis techniques in this study using multiple linear regression analysis. Result of Hypothesis testing (1) Job satisfaction have significant negative effect on employee turnover intention Sales Promotion Girl and Sales Promotion Boy of SOGO Department Store BIGMALL Samarinda

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Neubert, Mitchell J., Cindy Wu, and James A. Roberts. "The Influence of Ethical Leadership and Regulatory Focus on Employee Outcomes." Business Ethics Quarterly 23, no. 2 (2013): 269–96. http://dx.doi.org/10.5840/beq201323217.

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ABSTRACT:Regulatory focus theory is proposed as offering an explanation for the influence of ethical leadership on organizational citizenship behaviors and employee commitments. The prevention focus mindset of an employee is argued to be the mechanism by which an ethical leader influences extra-role compliance behavior as well as normative commitment, whereas the promotion focus mindset of an employee is argued to be the mechanism by which an ethical leader influences extra-role voice behavior as well as affective commitment. Moreover, leader-member exchange is proposed as a moderator of the r

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Ghaznafar, Faheem, Ghulam Nabi, and Quratul Ain. "An Analytical Study on HR Practices in the Public Sector Universities of Azad Jammu and Kashmir." Global Regional Review VI, no. I (2021): 192–202. http://dx.doi.org/10.31703/grr.2021(vi-i).21.

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The primary focus of this paper was to analyze the impact of performance evaluation, compensation and promotion on perceived employee performance. Primary data collection was collected from 214 employees serving in various universities of AJK. Data were analyzed through correlation and regression by running SPSS software. Results revealed that all selected HR practices were positively related to employee perceived performance and employee commitment. Employee commitment has also been tested as the mediator between HR practices and employee perceived performance. As per reference (Barren and Ke

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Sakila, Kevin Luhika. "Pengaruh Kepuasan Kerja, Affective Commitment, Continuance Commitment, dan Normative Commitment terhadap Turnover Intention Karyawan Grand Palace Hotel Malang." Ekonomi Bisnis 24, no. 1 (2019): 31. http://dx.doi.org/10.17977/um042v24i1p31-42.

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ABSTRACT Sakila, Kevin Luhika. 2018. The Influence of Job Satisfaction, Affective Commitment, Continuance Commitment, and Normative Commitment to Employee Intention Turnover Grand Palace Hotel Malang. Sarjana's Thesis, Department of Management, Faculty of Economics, Universits Negeri Malang. Advisor: Lohana Juariyah, S.E., M.Si KEY WORDS: Job Satisfaction, Affective Commitment, Continuance Commitment, Normative Commitment, Employee Turnover Intention The hospitality industry is one of the industries that often experience employee turnover problems. Basically, to know the factors causing someon

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Chaudhary, Manoj Kumar, Madan Dhungana, Jagat Timilsina, and Asmita Dahal. "Glass Ceiling Perception and Its Role in Women Employees Turnover Intention in Insurance Industry." International Research Journal of MMC 6, no. 1 (2025): 157–74. https://doi.org/10.3126/irjmmc.v6i1.78050.

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This study examines the effect that glass ceiling perceptions have on female employees' intention to leave life insurance companies in the Kathmandu Valley. As part of a cross-sectional explanatory study design, data from 252 female employees was collected in January 2025 using a purposive sampling technique through a structured questionnaire. Employee relations, lack of organizational support, discriminatory promotion practices, and family obligations were all examined in relation to turnover intention. The results of the correlation study showed that employee relations, organizational suppor

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Park, JiYeon, and YoungHwa Son. "The effects of Work-Life Harmony and Leader-Member exchange on organizational commitment." Korean Journal of Industrial and Organizational Psychology 27, no. 2 (2014): 317–38. http://dx.doi.org/10.24230/kjiop.v27i2.317-338.

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Many companies have started to pay attention to the promotion of employee happiness and offer a variety of benefit plans to improve company productivity. Work-life harmony and leader-member exchange are important parts of the quality of working life. Organizational commitment is directly related to organizational performance. The purpose of this study was to examine the effects of work-life harmony and leader-member exchange on organizational commitment through employee happiness at work. Data was collected from 530 workers employed in a variety of organizations. It was found that work-life ha

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Pradhan, Gopal Man, Prakash Shrestha, and Keshab Khadka. "Impact of Human Resource Management Policies and Practices on Employee Motivation, Commitment and Performance." VEETHIKA-An International Interdisciplinary Research Journal 10, no. 3 (2024): 29–41. http://dx.doi.org/10.48001/veethika.2024.10.03.004.

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The primary goal of this study is to demonstrate how human resource management (HRM) policies and practices, which include employee job status, job security, internal promotion, and individualized rewards, have a substantial impact on employee motivation and commitment and their level of performance in the organization. Employees of commercial banks, insurance companies and financial companies at the managerial and assistant levels were included in this study. According to the study, there is a substantial and positive association between HRM policies and practices with that of employee motiva

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Yan, Shimei, Shan Wu, and Gang Zhang. "Impact of connective leadership on employees’ goal commitment during M & A integration." Leadership & Organization Development Journal 37, no. 6 (2016): 789–801. http://dx.doi.org/10.1108/lodj-10-2014-0206.

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Purpose – The purpose of this paper is to explore the role of connective leadership in the promotion of employee goal commitment, and to determine whether conflict can mediate the relationship between connective leadership and goal commitment during the integration of mergers and acquisitions (M & A). Design/methodology/approach – The study draws on survey data (n=255) from Chinese employees who work for 12 native M & A enterprises. Structural equation modeling and regression analysis are applied to analyze the data. Findings – The results show that connective leadership is positively

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Mugizi, Wilson, Fred E. K. Bakkabulindi, and Ronald Bisaso. "Framework for the Study of Employee Commitment." Makerere Journal of Higher Education 7, no. 2 (2016): 15–47. http://dx.doi.org/10.4314/majohe.v7i2.2.

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This paper is a conceptual discussion of the construct of employee commitment identifying its antecedents in an organisational context. While the paper is of general interest to human resource management (HRM), it arose as part of a study on the commitment of academic staff in universities in Uganda. The paper suggests a framework for studying employee commitment, and proposes 21 hypotheses for future research basing on a review of recent literature. Each hypothesis suggests an antecedent. The antecedents are grouped into three categories, namely; HRM practices, organisational and personal cha

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Kodrattriana, Sigit. "PENGARUH GAJI, KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP TURNOVER INTENTION KARYAWAN DI PT PEMBANGUNAN JAYA." Aliansi : Jurnal Manajemen dan Bisnis 13, no. 1 (2020): 81–86. http://dx.doi.org/10.46975/aliansi.v13i1.10.

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This study aims to analyze the influence of salary, job satisfaction, organizational commitment to Intention at PT. Pembangunan Jaya. The research population is employees of PT. Pembanguna Jaya and the sampling method used Slovin formula which produces 80 respondents to be examined by questionnaire. Salary is an important element that can affect employee performance because it is used to meet various employee needs. Salary is divided into four dimensions, namely salary level (pay level), compensation (benefit) salary increase (pay raise), structure and payroll administration (pay structure and

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Suhail, Aneeqa, Steven Kilroy, Jeske van Beurden, and Trui Steen. "Exploring perceived motivation-enhancing HR practices and employee–supervisor relationship quality on affective commitment in public hospitals: a multi-level perspective." Journal of Organizational Effectiveness: People and Performance 12, no. 5 (2025): 137–55. https://doi.org/10.1108/joepp-07-2024-0333.

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PurposeThis study aims to examine the impact of supervisors’ perceptions of motivation-enhancing HR practices and the employee–supervisor relationship quality, on employees’ affective commitment through the mediating role of employees’ perceptions of motivation-enhancing HR practices. Moreover, the study investigates whether the employee–supervisor relationship quality moderates the relationship between supervisors’ and employees’ perceptions of motivation-enhancing HR practices.Design/methodology/approachThe study draws on survey data from 542 employees and 38 supervisors in two large teachin

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Abu Rumman, Amani, Lina Al-Abbadi, and Rawan Alshawabkeh. "The impact of human resource development practices on employee engagement and performance in Jordanian family restaurants." Problems and Perspectives in Management 18, no. 1 (2020): 130–40. http://dx.doi.org/10.21511/ppm.18(1).2020.12.

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Given the organizational positive outcomes of human resource development (HRD) practices like organizational effectiveness, sustainable competitive advantage, and organizational commitment, the current study was designed to detect the impact of HRD practices (employee training, employee empowerment, employee promotion) as independent variables on employee engagement and employee performance as dependent variables and to notify those who are interested. A quantitative descriptive-analytical method was adopted for the current research paper. Data were collected conveniently via a questionnaire f

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Syahnur, Ogi F., and Farida Elmi. "Good Corporate Governance Principles act as Mediators of The Influence of Organizational Commitment, Leadership, and Organizational Culture on Employee Performance." International Journal of Indonesian Business Review 2, no. 2 (2023): 176–93. http://dx.doi.org/10.54099/ijibr.v2i2.720.

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Purpose – This study aimed to determine the influence of good corporate governance principles as an intervening variable on organizational commitment, leadership, and organizational culture on employee performance.Methodology/approach – The population includes all employees of one of Pertamina's subsidiaries, namely PT Pertamina Training and Consulting, located at DKI Jakarta. Probabilistic sampling technique with simple random sampling was used, obtaining a sample of 162 employees. The method of data analysis used is the partial least squares structural equation (SEM-PLS).Findings – The resea

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OSAHON, OSAZEVBARU, HENRY, ARUOREN, EMMANUEL E., and OBIEROMA, ANDREW AJEDAFEMU. "ORGANIZATIONAL POLITICS AS PREDICTOR OF EMPLOYEE JOB ENGAGEMENT IN THE NIGERIAN PUBLIC SECTOR: THE CASE OF LOCAL GOVERNMENT COUNCILS IN DELTA STATE." International Journal of Social Sciences and Management Review 08, no. 01 (2025): 52–69. https://doi.org/10.37602/ijssmr.2025.8104.

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This study examined the impact of organizational politics on employee engagement in local government councils in Delta State, Nigeria, focusing on three primary factors: lack of transparent policies, high levels of perceived organizational politics, and favoritism in promotion practices. Using a quantitative research approach, the study made use of the questionnaire to collect data from a population of 254 employees. Simple linear regression was used to test the hypotheses formulated to determine the effect of the independent variable on the dependent variable. The findings reveal that lack of

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Darmawan, La Ode Ahmad, Eka Suaib, and Muhammad Basri. "PENGARUH KOMITMEN ORGANISASI DAN KEPUASAN KERJA TERHADAP KINERJA PEGAWAI KOMISI PEMILIHAN UMUM KOTA KENDARI." Jurnal Manajemen, Bisnis dan Organisasi (JUMBO) 4, no. 2 (2020): 228. http://dx.doi.org/10.33772/jumbo.v4i2.15795.

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The purpose of this research is to empirically investigate and analyze the organizational commitment and job satisfaction of the employee performance of the general election commission in Kendari City simultaneously and partially. This study uses a quantitative approach, the data in this study using a questionnaire. The population in this study was 36 people who were also the research sample. The data analysis used multiple linear regression analysis.The results of this study indicate that organizational commitment and job satisfaction simultaneously have a significant effect on improving empl

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Yuliani, Indah, and Katim Katim. "PENGARUH KOMITMEN ORGANISASI DAN KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR." Jurnal Riset Manajemen dan Bisnis (JRMB) Fakultas Ekonomi UNIAT 2, no. 3 (2017): 401–8. http://dx.doi.org/10.36226/jrmb.v2i3.74.

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This study aims to analyze the effect of job satisfaction and commitment to OCB.Data used in this study is the primary data obtained from the questionnaire. The number of samples as many as 62 respondents who are the entire population of PT. TAW area west Jakarta. The analysis technique used is multiple regression methods. The results showed that Organizational Commitment has a significant positive effect on OCB. Job satisfaction has a significant positive effect on OCB and Organizational Commitment and Job Satisfaction has a significant positive effect on OCB. Suggestion in this research job

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Cao, Feng, and Jirawan Deeprasert. "Factors Affecting Organizational Commitment in Catering Industry: Haidilao as a Case Study." Journal of Ecohumanism 3, no. 3 (2024): 1459–78. http://dx.doi.org/10.62754/joe.v3i3.3599.

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Organizational commitment is crucial for organizational development. This study analyzes the case of Hai Di Lao to explore the factors influencing organizational commitment in the restaurant industry. The research methodology includes an online survey, yielding 418 valid responses. The results indicate that both results orientation and employee orientation significantly impact organizational commitment through mediating variables: career goal progress, career competence development, promotion rate, and salary growth. Specifically, results orientation significantly affects career goal progress,

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Desa, Nasina Mat, Muhammad Hasmi Abu Hassan Asaari, and Mohd Irman Ab Ibrahim. "Organizational factors and organizational commitment among Malaysian naval personnel." International Journal of Asian Social Science 13, no. 7 (2023): 190–203. http://dx.doi.org/10.55493/5007.v13i7.4841.

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Employee commitment to the organization is influenced by management support. Management support is to ensure a better work culture in an organization because management plays an important role in terms of physical and emotional employees. This paper explores the organizational factors, namely leadership styles, promotions, workloads, and workplace facilities in regards to organizational commitment among navy personnel in a naval base. A self-administered questionnaires have been deployed among navy personnel in getting their responses on leadership styles, promotions, workloads, workplace faci

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Putri Artha Devia Febriani, Netania Emilisa, and Alfi Rahmah Maulidia. "Pengaruh Employer Attractiveness dan Employer Recruiting Behavior terhadap Employee Productivity yang dimediasi oleh Employee Commitment pada Karyawan SPG Perusahaan Matahari Bekasi Barat." Jurnal Manajemen Bisnis Eka Prasetya Penelitian Ilmu Manajemen 10, no. 1 (2024): 194–213. http://dx.doi.org/10.47663/jmbep.v10i1.376.

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Penelitian ini menyelidiki hubungan antara daya tarik perusahaan (Employer Attractiveness), perilaku rekrutmen (Employer Recruiting Behavior), komitmen karyawan (Employee Commitment), dan produktivitas karyawan (Employee Productivity) pada Sales Promotion Girl (SPG) di Perusahaan Matahari, Bekasi Barat. Temuan utama menunjukkan bahwa meskipun daya tarik perusahaan tidak secara langsung memengaruhi produktivitas karyawan, namun perilaku rekrutmen perusahaan memiliki dampak positif yang signifikan terhadap produktivitas mereka. Sementara daya tarik perusahaan memengaruhi komitmen karyawan, komit

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Sunarko, Cahyo, and Wiyarni Wiyarni. "The Influence of Position Hierarchy and Promotion on Professionalism with Affective Commitment as a Mediation Variable." International Journal of Innovative Research in Engineering and Management 12, no. 3 (2025): 77–84. https://doi.org/10.55524/ijirem.2025.12.3.10.

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Employee professionalism is a key factor in determining the effectiveness of the organization, especially in hierarchical structures where promotion plays an important role. This study aims to examine the influence of position hierarchy and promotion on employee professionalism, with affective commitment as a mediating variable. The background of this research departs from the need to understand how organizational structure and promotion policies can shape professional behavior through employees' emotional attachment to the organization. This study uses a quantitative approach with a survey me

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Boateng, Thekla, and Ellis Kwadwo Peprah. "The Impact Of Leadership Styles On Employee Commitment: A Reflective Analysis In The Context Of Guinness Ghana Breweries Limited." IOSR Journal of Business and Management 26, no. 12 (2024): 01–09. https://doi.org/10.9790/487x-2612050109.

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This study delves into the essential role of effective leadership in promoting employee commitment within organizations. Drawing from the field of organizational psychology and organizational behaviour literature, this study investigates how various leadership styles influence employee commitment within the context of Guinness Ghana Breweries Limited (GGBL) located in Kumasi. A total of 120 participants comprising 85 employees and 35 leaders were included in the study. The multifactor leadership questionnaire (MLQ) and organizational commitment questionnaire (OCQ) were used as the primary inst

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Friliana, Dania, Pahlawansjah Harahap, and Sujito Sujito. "PENGARUH KOMPETENSI, KOMITMEN PEGAWAI DAN PROMOSI TERHADAP PRESTASI KERJA." Sustainable Business Journal 2, no. 1 (2023): 25. http://dx.doi.org/10.26623/sbj.v2i1.7009.

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<p><em>Certification is the most important component as proof that employees have expertise in their fields. This study aims to determine the factors that can improve the performance of the logistics function of the Central Java Regional Police. The independent variables in this study are Competence, Employee Commitment and Promotion and the dependent variable is work achievement with motivation as a mediating variable. This study uses quantitative methods by using questionnaires to collect the required data. The sample in this study were 82 employees of the Central Java Police log

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Fehér, János, and Matthias Reich. "Perceived impacts of company Workplace Health Promotion on employment relationship." Journal of Eastern European and Central Asian Research (JEECAR) 7, no. 3 (2020): 238–54. http://dx.doi.org/10.15549/jeecar.v7i3.357.

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Workplace Health Promotion (WHP) as part of Workplace Health Management (WHM) is an emerging function within organizational HRM. Research has investigated the economic feasibility of WHM by examining health-related productivity losses and presenteeism but has also shown connections of WHM and employee reactions, i. a. happiness, confidence, job satisfaction, and perceptions of being cared for by employers. The goal of this paper is to examine possible impacts of WHM, and especially WHP on certain motivational and emotional aspects of the employment relationship, namely the perceived attractive

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Rahmaniah, Kasaya Annisa, Agus Riyanto, and Yudha Heryawan Asnawi. "EMPLOYEE ATTITUDE BEFORE AND AFTER WORK RELATIONSHIP POLICY." Value : Jurnal Manajemen dan Akuntansi 15, no. 2 (2020): 50–59. http://dx.doi.org/10.32534/jv.v15i2.1211.

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The process of work termination of employment is done carelessly, the process is carried out with careful consideration. Termination of employment by PT. This XYZ has an impact on the changing attitudes of its employees. Employee attitude is an important factor in contributing to promotion and high commitment in management practices. Data can be divided into two parts, namely primary data and secondary data. Primary data is a source of data collected by the authors themselves, while secondary data is data collected from other parties. The processing method uses the T test. Termination of emplo

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Alkhamis, Faisal Abdulkarim. "The Impacts of HRM Practices on Employee Outcomes: The Mediating Role of HRM Effectiveness." Revista de Gestão Social e Ambiental 18, no. 1 (2024): e6313. http://dx.doi.org/10.24857/rgsa.v18n1-128.

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Purpose: This study aimed to examine the impacts of human resource management (HRM) practices on employee outcomes (employee commitment, employee satisfaction, and employee turnover intention) through HRM effectiveness. Theoretical Framework: The literature recognized the importance of HRM effectiveness in achieving both organizational outcomes and employee outcomes. Numerous variables were examined as mediating variables between HRM practices and organizational as well as employee outcomes such as work attitudes, employee engagement, knowledge management, employee performance, and HRM effecti

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Galinoma, Barry, and Felician Barongo. "Contribution of Staff Motivation Towards Organizational Development: A Case of Integrated Justice Centre, Kinondoni, Tanzania." African Journal of Empirical Research 5, no. 3 (2024): 847–55. http://dx.doi.org/10.51867/ajernet.5.3.72.

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This study was conducted at the Integrated Justice Centre in Kinondoni, Tanzania, with 75 respondents participating selected through purposive sampling from a target of 94 employees working at the Integrated Justice Center, Kinondoni. The specific objective was to assess the contribution of staff motivation to organizational development. The study was guided by Maslow’s Theory of Hierarchical Needs and Alderfer’s ERG Theory. A case study design was employed using quantitative data collection methods, including questionnaires. Data was analyzed quantitatively using the Statistical Package for S

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Okonkwo, Adonai Okechukwu Prince Ph.D, Nnamdi Charles Onyia, Jonathan Ibekwe Ph.D Okolie, and Ozoemena Christian Ph.D Okafor. "PERFORMANCE-BASED COMPENSATION AND EMPLOYEE OUTPUT OF MICROFINANCE BANKS IN ENUGU STATE, NIGERIA." International Journal of Interdisciplinary Research in Marketing and Management 10, no. 3 (2023): 1–12. https://doi.org/10.5281/zenodo.8186377.

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<em>The Study focused on performance-based compensation on employee output of microfinance banks in Enugu State Nigeria. Specifically, the study aimed to pursue the following objectives: determine the effect of individual performance-based bonus on employee commitment, ascertain the relationship between merit increase and job satisfaction, determine the effect of piece-rate-scheme and organizational productivity and ascertain the relationship between promotion-based incentive and job output. Survey research design was adopted for the study. Hypotheses one and three were tested using simple lin

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Dramićanin, Sandra, Goran Perić, and Nebojša Pavlović. "Job satisfaction and organizational commitment of employees in tourism: Serbian Travel agency case." Strategic Management 26, no. 4 (2021): 50–64. http://dx.doi.org/10.5937/straman2104050d.

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The aim of this research is to examine the relationships between the factors of job satisfaction (pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of work and communication) identified by Spector and the organizational commitment in travel agencies in Serbia. The survey was conducted during March and April 2020, on a sample of 152 respondents, using a survey method and validated instruments: Job Satisfaction Survey and Organizational Commitment Questionnaire. Research findings indicate a significant positive relationship between job sat

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Abdullahi, Farida, Khadijah Abubakar, Rahma Bashir Abbas, and Ajalie Stanley Nwannebuife. "Reward Management System and Employee Performance in Nigeria Deposit Insurance Corporation (NDIC), Abuja." Global Journal of Human Resource Management 13, no. 1 (2025): 1–17. https://doi.org/10.37745/gjhrm.2013/vol13n1117.

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In every organization, employee performance is the fundamental aspect of organizational performance. In realizing that, a very good working reward system well help enhance employee performance. Confusion mostly arises in organization due to administering fair rewards. This study evaluates the “Impact of reward system on employee performance in Nigeria Deposit Insurance Corporation Abuja”. The study adopted the survey research design where questionnaires were administered to the staff of the organization. The sample size of the study was 323 respondents from NDIC Abuja and the response rate was

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Isrot, Afifa. "Impact of Management Systems and Motivational Factors on Employee Satisfaction in the Health Sector: A Study on Rangpur City Corporation Area." Global Disclosure of Economics and Business 11, no. 1 (2022): 39–58. http://dx.doi.org/10.18034/gdeb.v11i1.636.

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This study sheds light on the relationship between Employee management and motivation (EMM) practices with employee satisfaction. The study's objective is to analyze the implementation of employee management practices, motivational factors in healthcare centers, and its impact on employees' perception, which leads to satisfaction or dissatisfaction. Employee Management includes workforce planning, induction compensation management, and employee motivation. The study focuses on employee motivation. It is the most critical factor for increased commitment, productivity, and involvement of employe

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Syarifuddin, Helmi, Rahmad Madjid, and Anshar Daud. "Leadership Transformation: Job Satisfaction and Organizational Commitment Department of Transportation in Southeast Sulawesi." International Journal of Contemporary Sciences (IJCS) 1, no. 12 (2024): 802–17. http://dx.doi.org/10.55927/ijcs.v1i12.11750.

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This study aims to analytically and descriptively examine the influence of transformational leadership on job satisfaction, organizational commitment, and employee performance. A survey approach was employed, utilizing questionnaire data collection, with a census method due to the relatively small and accessible research population. The data analysis method applied was descriptive analysis. The research findings indicate that transformational leadership in the Transportation Department of Southeast Sulawesi Province is rated sufficiently with an average score of 3.27, indicating that the major

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Awolaja, Ayodeji M. "Impact of Corona Virus Pandemic Lockdown on Employee Commitment in Deposit Money Banks Staff in Ekiti State." International Journal of Research and Innovation in Social Science VII, no. V (2023): 1615–24. http://dx.doi.org/10.47772/ijriss.2023.70624.

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The study examined the impact of the Corona-Virus Pandemic lockdown on Employee Commitment in deposit money banks in Ekiti State. This study was designed along the line of a descriptive survey. The population of staff strength of these banks is numbered to be 427. The 427 number of staff is relatively low compared to other state; nonetheless it may be unachievable if the researcher tends to sample all the registered banks. Still, the study cut across the entire population involving all members of staff of deposit money banks in Ado-Ekiti, Ekiti State. Regression analysis was carried out to ana

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M. Cuyos, Thwillemae Joy, Roda Liza Hisoler, Jayshle Louise A. Guerrero, et al. "Employee Retention and Employee Motivation of Selected Nurses in Private Hospitals in General Santos City." International Journal of Research and Innovation in Social Science IX, no. III (2025): 303–11. https://doi.org/10.47772/ijriss.2025.90300025.

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Retaining employees continues to be a significant issue in the healthcare industry, especially among nurses, as elevated turnover rates can interfere with patient care and place a strain on hospital resources. However, there were limited studies on the employee retention and employee motivation among nurses in private hospitals in General Santos City. For this reason, this study aimed to determine the level of nurses’ motivation and its effect towards retention. Correlational methods of research were used. The study involved one hundred(100) full-time nurses. An adopted questionnaire was used.

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Donaldson, Stewart I., Steve Sussman, Clyde W. Dent, Herbert H. Severson, and Jacqueline L. Stoddard. "Health Behavior, Quality of Work Life, and Organizational Effectiveness in the Lumber Industry." Health Education & Behavior 26, no. 4 (1999): 579–91. http://dx.doi.org/10.1177/109019819902600413.

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A major incentive for work-site health promotion activities has been the promise of increased company profitability. Some critics have challenged the economic argument based on distal outcomes such as increased employee longevity and less morbidity later in life. The purpose of this study was to examine the relationships between employee health behavior, quality of work life, and proximal organizationally valued outcomes. Data were collected from a stratified random sample of employees working at Pacific Lumber Company ( N = 146), the largest single-site lumber mill in California. Although emp

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Taquiso, Elwin L. "Organizational Commitment and Turnover Intention of Southland College Employees." Cognizance Journal of Multidisciplinary Studies 5, no. 1 (2025): 624–43. https://doi.org/10.47760/cognizance.2025.v05i01.048.

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Organizational Commitment refers to the bond between the employee and the organization where he/she feels fit in and has understood the organizational goals and objectives thereby contributing actively to its attainment. Turnover Intention refers to the plan or resolution of the employee to leave the organization at a specific time. The purpose of the study was to determine the organizational commitment and turnover intention of Southland College employees. Employing a quantitative research design, the study used 165 stayers and leavers. They answered a validated self-made questionnaire with a

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Elwin, L. Taquiso. "Organizational Commitment and Turnover Intention of Southland College Employees." Cognizance Journal of Multidisciplinary Studies (CJMS) 5, no. 1 (2025): 624–43. https://doi.org/10.47760/cognizance.2025.v05i01.048.

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Organizational Commitment refers to the bond between the employee and the organization where he/she feels fit in and has understood the organizational goals and objectives thereby contributing actively to its attainment. Turnover Intention refers to the plan or resolution of the employee to leave the organization at a specific time. The purpose of the study was to determine the organizational commitment and turnover intention of Southland College employees. Employing a quantitative research design, the study used 165 stayers and leavers. They answered a validated self-made questionnaire with a

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Mai, Anh Vu, Thi Truc Quynh Nguyen, Thi Ngoc Le, and Thi Thuy Vu. "The Factors Affecting Employee Commitment to Restaurants in Thanh Hoa City: Application of the PLS-SEM Model." Social Science and Human Research Bulletin 02, no. 01 (2025): 10–15. https://doi.org/10.5281/zenodo.14643469.

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Abstract The study focuses on analyzing the factors affecting employee commitment to restaurants in Thanh Hoa, based on the development and application of measurement scales suitable for the current situation and context. The research sample consists of 186 responses from customers who have experienced dining at restaurants in Thanh Hoa City, eligible for analysis using Smart PLS 4.0 statistical software and the PLS-SEM model. The results show that five factors influence employee commitment, in the following order of impact: (3) Salary, bonuses, and benefits; (5) Promotion opportunities; (4) W

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Lemons, Mary A., and Coy A. Jones. "Procedural justice in promotion decisions: using perceptions of fairness to build employee commitment." Journal of Managerial Psychology 16, no. 4 (2001): 268–81. http://dx.doi.org/10.1108/02683940110391517.

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Alamsyah, Ilham Ramadhandi. "RETAINING EMPLOYEE COMMITMENT: UNDERSTANDING FACTORS IN RETENTION MANAGEMENT AT THE MINISTRY OF INVESTMENT/BKPM A CASE STUDY IN THE NON-INDUSTRIAL LICENSING DIRECTORATE." Journal of Economic, Bussines and Accounting (COSTING) 7, no. 5 (2024): 2848–59. http://dx.doi.org/10.31539/costing.v7i5.12135.

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This research aims to determine the factors that influence employee retention and commitment within the Directorate of Non-Industrial Licensing at the Ministry of Investment/BKPM. The main goal is to understand how job satisfaction, organizational support, and career development influence employee retention. This research addresses the challenge of retaining a high-performing and committed workforce, which is critical to achieving the Ministry's strategic objectives. The Ministry of Investment/BKPM, since its transformation from BKPM, has made a significant contribution to increasing foreign a

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