This study was conducted to verify the construct model for organizational commitment among technical teachers at the Vocational College under the Ministry of Education. A study involving 25 ...vocational colleges with a total sample of 493 people consisting of teachers in mechanical engineering, electrical and electronic engineering fields, and engineering. This study uses Structural Equation Modeling (SEM) approach with AMOS 20 software. Researchers used the Organizational Commitment Questionnaire (OCQ) developed by Meyer, Allen, and Smith (1993) and Meyer and Allen (1997), comprising three substructures namely affective commitment, normative commitment and continuous commitment. The number of items is 24, 8 items per sub construct and after exploratory factor analysis is carried out there were only 22 items left. In order to ensure that the organization's commitment measuring model is verified, three factors have been evaluated as unidimensionality (looking at the factor loading ≥ 0.6), Validity (convergent validity AVE ≥ 0.5, and construct validity refers to fitness indexes) and Reliability (composite reliability, CR ≥ 0.6 and Average Variance Extracted ≥ 0.5). After the CFA analysis is carried out no items were dropped because all items have loading factors> 0.6, AVE ≥ 0.5 values for all sub constructs. While fitness indexes for Absolute Fit (RMESA = 0.062), Incremental Fit (CFI = 0.953, TLI = 0.945) and Parsimonious Fit (Chisq/df = 2.918) met the requirements set for all CR values ≥ 0.6. It can be concluded that after the measurement model was modified by looping between items, the model was fit to be used for structural model analysis process.
This study tested a mediation model in which empowering leadership was negatively related to three withdrawal behaviors: lateness, absenteeism, and turnover intention, with affective organizational ...commitment as a mediator. With 294 full-time US employees, results from structural equation modeling indicated that empowering leader behaviors at one time were positively related to estimates of affective organizational commitment at a second time, which in turn was negatively related to absenteeism and turnover intention at a final time. Additionally, no significant direct effect was found between empowering leadership and withdrawal behaviors, further supporting the mediation model. However, neither empowering leadership nor affective commitment influenced followers' lateness. Empowering leadership, which provides employees with autonomy and developmental support, may have a favorable effect on employees' decisions to attend and stay in the organization, as well as their affective reaction to the organization in the form of psychological commitment. This study extended prior research models by examining a full range of withdrawal behaviors in relation to empowering leadership and showed that commitment may explain why empowering leader behaviors can affect employees' retention decisions.
For decades, both researchers and management specialists along with human resources specialists have tried to explain, understand, measure and evaluate the consequences of the main organizational ...phenomena considered to be responsible for the employee performance, for their intention to stay within or to leave the organization, as well as for other phenomena with notable implications on the performance of organizations, such as absenteeism and scrap’s reduction. Organizational commitment is one of the most important organizational behaviors that leads to a better employee performance and a decrease intention to leave the organization, to reduce absenteeism and to reduce the negative behaviors manifested by employees in relation to the organization. Also, the existence of a high organizational commitment leads to the creation of an innovative working environment. Currently, organizational commitment is one of the most important topics, analyzed both in the academic literature and among practitioners. This is the reason why, in this paper, we aimed to analyze the evolution and structure of the scientific papers that approached this subject, using the method of bibliometric analysis. The data needed in order to perform this analysis was extracted from both the Web of Science and Scopus. Based on the collected data, the evolution in time of the number of publications that approached this subject was analyzed, also the names of the authors who with the most contributions in approaching this subject, the countries where these publications were present, the countries of origin of the authors between which most collaboration relations were established. Also, the intensity of the links between the most used keywords in relation to the analyzed keyword was analyzed, as well as the intensity of the links between the main keywords related to the term organizational commitment.
The study aims to examine the effect of instructional leadership on organizational commitment. This research uses a quantitative approach. The population in this study were all public elementary ...school teachers in Pringsewu Regency with a total of 2,736 teachers. Sampling using cluster random sampling technique and obtained 350 samples. The data analysis technique in this study used simple regression. The research findings show that there is a positive influence of head instructional leadership on organizational commitment.
In this paper, we investigate the process by which organizational commitment is influenced by job crafting among knowledge workers. To address this aim, we conducted a longitudinal qualitative case ...study in a software solutions development firm in Denmark. The findings from the study suggest that relational and cognitive job crafting encourage affective, normative, and continuous commitment among knowledge workers, which ultimately has a positive influence on retention. The study also highlights the considerable overlap between different types of job crafting, with task job crafting appearing to be a precursor to relational and cognitive job crafting. This paper contributes to the job crafting literature by providing a process-focused account of how it engenders knowledge workers’ organizational commitment and to practice by suggesting how managers can support job crafting efforts to increase knowledge worker retention.
•Hotel employee stressors after the pandemic outbreak consist of the three-dimensional structure.•Traditional hotel-work stressors positively affect job satisfaction and organizational ...commitment.•Job satisfaction and organizational commitment explain the job performance, subjective well-being, and prosocial behavior.•Hotel employees’ pre-pandemic perceptions of occupational stressors differ from their perceptions after the pandemic.
This study sought to examine the impacts of the global coronavirus pandemic on hotel employees’ perceptions of occupational stressors and their consequences. Paired t-tests and structural equation modeling were applied to examine the responses of 758 hotel employees in the United States. The findings showed that occupational stressors after the outbreak of the pandemic consisted of three domains: traditional hotel-work stressors, unstable and more demanding hotel-work-environment stressors, and unethical hotel-labor-practices-borne stressors. The impacts of these stressors differed from the hypothesis that traditional hotel-work stressors positively affect job satisfaction and organizational commitment. The findings showed that job satisfaction and organizational commitment significantly explained job performance, subjective well-being, and prosocial behavior, but they did not significantly influence turnover intention. Hotel employees’ pre-pandemic perceptions of occupational stressors and their consequences also differed significantly from their perceptions after the pandemic had broken out.
Objective: The study aims to analyze the important role of motivation in improving the performance of company employees with the support of organizational commitment as a mediation. ...Design/Method/Approach: This study uses a causality model with an explanatory method. The sample size of 160 respondents was obtained by distributing questionnaires to employees of a service company in Indonesia. The explanatory method as a measurement of confirmatory factor analysis and SEM analysis to test the model and significance test. Findings: The results of this study prove that motivation has a positive and significant effect on employee performance. Motivation-mediated employee success can master intrinsic factors and strengthen the associated extrinsic motivation because high-performance results are supported by affective, continuance, and normative commitment. Employee commitment, as a bond of experience, values, and beliefs, indirectly affects employee performance because it is needed to achieve organizational goals. Originality: This paper lies in a comprehensive study that combines the variables of motivation, organizational commitment, and performance into a complete study model. The originality of this paper shows the role of The Role of Motivation, How It Affects Employee Performance, and Organizational Commitment. Implications for Practice/Policy: Employee success in meeting company goals is important because employee motivation for commitment can move actions toward high performance. Furthermore, our findings show that the strength of the relationship between motivation and commitment mediates in helping the company's needs and changing employee actions that are more profound in producing job performance for the company's goals.
Performance management is an ongoing process that intends to facilitate employee performance. There are concerns that this may lead to negative employee experiences. In education, an effectively ...operating performance management process is crucial, considering the challenging and demanding nature of the teaching profession. Drawing on social exchange theory and the job demands-resources model, we propose that when teachers perceive performance management as a process that adheres to the principles of a so-called strong HRM system (i.e. one that communicates distinctively, consistently and reaches high levels of consensus), they will feel more appreciated, valued and energized, as signaled by higher levels of affective organizational commitment and less exhaustion. We hypothesize that, in turn, these outcomes improve teacher performance. We collected data from 458 Flemish teachers and matched these with performance ratings provided by school principals. The results show that the perceived strength of a performance management process relates negatively to teacher exhaustion while relating positively to their performance. Moreover, the relationship between perceived performance management process strength and teacher performance appeared to be indirect, operating primarily through affective organizational commitment. We discuss several theoretical and practical implications.
Anecdotal comments from practitioners and extant empirical research suggests a tenuous link between perceived organizational support and desired employee outcomes. Accordingly, in this study the ...authors conduct a meta-analysis examining the effects of perceived organizational support on four employee outcomes: organizational commitment, job satisfaction, performance, and intention to leave. The authors also examine the extent to which these effects are moderated by job type (frontline vs. non-frontline employee). Findings from the study indicate that perceived organizational support has a strong, positive effect on job satisfaction and organizational commitment; a moderate, positive effect on employee performance; and a strong, negative effect on intention to leave. Study findings also indicate that the effects of perceived organizational support are more pronounced for non-frontline employees.
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