Search results

1

Relations between organizational commitment and demographic factors: a research in banking sector

100%

Dogar N.

Academicus. International Scientific Journal

|

2014

|

issue 10

103-115

EN

Aim of this research is to answer if organizational commitment changes according to demografic factors. Inputs gained from 200 person sample group from banking sector. According to the analysis it is found that affective and continuance commitment increases with age and job experience, and all componenets of commitment increase according to time in the last job. With the results derived from analysis, research’s support to organizational theory is discussed and some advices put forward.

2

Factors Influencing Innovative Behaviour of Teachers in Secondary Schools in the North East of Nigeria

86%

Bawuro F. A., Danjuma I., Wajiga H.

Path of Science

|

2018

|

vol. 4

|

issue 3

1007-1017

EN

Innovative behaviour (IB) refers to the process of developing, generating, applying or promoting new ideas by employees to increase job performance. Today, the rapid social and technological changes in our environment highlight the significance of IB of employees and especially for teachers. Thus, this paper aimed to develop a conceptual framework of factors influencing innovative behaviour of teachers in secondary schools. The research was explored through critical related literature analysis. Findings were presented in form of descriptive analysis, which shows that workplace happiness (WP), organisational climate (OC), affective commitment (AF) and transformational leadership (TFL) play a direct role in affecting innovative behaviour. The paper concludes that WP, OC, AF and TL have a positive impact in creating the essential conditions to encourage teachers to show IB in schools.

3

The relationship between teachers' sense of efficacy and organizational commitment at Colleges in Pakistan

86%

Shafiq M.

e-mentor

|

2023

|

vol. 99

|

issue 2

31-38

EN

This study explores the relationship between teachers’ sense of efficacy and their organizational commitment at colleges in Pakistan. It was conducted on a sample comprising 494 public-sector Pakistani college teachers. Tschannen-Moran and Hoy (2001) developed the teachers’ sense of efficacy scale, and John P. Meyer and Natalie J. Allen's developed organizational commitment scale (1991) was applied to collect the data. Hypotheses were tested using the Pearson Product Moment formula. The effects of the factors of the teachers’ sense of efficacy on organizational commitment were determined using the Regression Analysis. It was determined that a higher degree of teachers’ sense of efficacy enhances organizational commitment, as highlighted by a significant positive correlation between the teachers’ sense of efficacy and organizational commitment. There was a significant positive correlation between three factors of the teachers’ sense of efficacy scale and three components of organizational commitment of college teachers. It was also established that the teachers’ sense of efficacy can predict organizational commitment. The study shows that teachers’ sense of efficacy must be considered when selecting and training prospective teachers. To become efficient and effective, teaching organizations must pay considerable attention to monitoring and boosting the positive Sense of self-efficacy among their teaching staff.

4

Do Job Attitudes Mediate the Relationships between Triarchic Psychopathy Domains and Organizational Citizenship Behavior?

86%

Sanecka E.

Roczniki Psychologiczne

|

2023

|

vol. 26

|

issue 2

159-176

EN

The present study investigated how triarchic psychopathy domains are related to self-rated organizational citizenship behavior (OCB) and whether job attitudes, such as job satisfaction and affective commitment, mediate these relationships. Results from a sample of 434 employees indicated that OCB was positively correlated with boldness, negatively with meanness, and uncorrelated with disinhibition. Structural equation modeling (SEM) demonstrated that job satisfaction and affective commitment were positively predicted by boldness and negatively by meanness. In addition, disinhibition positively predicted affective commitment. With regard to job attitudes–OCB associations, only affective commitment significantly positively predicted OCB, suggesting its mediating role in the relationships between psychopathy dimensions and OCB. These findings contribute to the literature on the underpinnings of behavioral manifestations of psychopathy in the organizational context by proposing the potential attitudinal mechanism underlying the relationships between triarchic psychopathy domains and OCB.

5

Assessing the organizational commitment, subjective vitality and burnout effects on turnover intention in private universities

72%

Parmar V., Channar Z. A., Ahmed R. R., Streimikiene D., Pahi M. H., Streimikis J.

Oeconomia Copernicana

|

2022

|

vol. 13

|

issue 1

251-286

EN

Research background: Faculties of private universities are under immense working pressure, which causes stress and burnout. The job burnout triggers the psychological pressure, which increases the turnover intention. Purpose of the article: The undertaken study aims to evaluate the scale of burnout with its three-element model, which affects faculty members of private universities of Pakistan. This research also aims to examine the mediating effect of organizational commitment (e.g., affective, normative & continuance commitments), and moderating influence of subjective vitality in a relationship of job burnout and its constituents, for example exhaustion, efficacy & cynicism, and the turnover intention. Methods: The 712 responses were collected through a structured questionnaire from the junior and senior faculty members of private universities of Pakistan. The data was examined by using second order partial least square - structural equation approach - PLS-SEM. Findings & value added: The research findings exhibited that emotional exhaustion, cynicism, and professional efficacy have a direct significant influence on job burnout. The findings further demonstrated that the job burnout has a cogent and negative impact on faculty turnover intention. The findings demonstrated that elements of organizational commitment (e.g., normative, affective & continuance commitments) have a forceful serial mediating influence between burnout & its constituents for example exhaustion, efficacy & cynicism, and turnover intention. Finally, the findings have revealed that subjective vitality has a significant and positive impact as a moderating variable in a relationship between job burnout and turnover intention. This research has a long-term theoretical contribution, as it provides a novel conceptual framework, which can be replicated in different industries. Thus, this unique model provides the solution to reduce employees' turnover for other industries as well.

6

Wdzięczność i lojalność wobec organizacji jako istotne elementy wymiany pracownik – organizacja

58%

Wnuk M.

Zarządzanie Zasobami Ludzkimi

|

2017

|

issue 5(118) "Kooperacja, współpraca, przyjaźń" [Collaboration, Cooperation & Friendship]

55-73

PL

Celem przeprowadzonych badań było sprawdzenie roli wdzięczności i lojalności wobec organizacji dla wymiany przełożony – podwładny oraz pracownik – organizacja w kontekście kształtowania przywiązania emocjonalnego do organizacji oraz chęci do jej opuszczenia. W badaniu wzięło udział 802 pracowników rekrutujących się z różnych organizacji. POS (perceived organizational support) było całkowitym mediatorem w relacji między PSS (perceived supervisor support) a przywiązaniem emocjonalnym i chęcią opuszczenia organizacji. Przywiązanie emocjonalne częściowo pośredniczyło między POS a chęcią opuszczenia organizacji. Potwierdzono rolę wdzięczności i lojalności jako zmiennych istotnych dla wymiany przełożony – podwładny oraz pracownik – organizacja. Przywiązanie emocjonalne częściowo pośredniczyło między wdzięcznością i lojalnością wobec organizacji a chęcią jej opuszczenia.

EN

The goal of the research was to check the role of gratitude and loyalty towards an organization in terms of the superior–subordinate exchange and the employee–organization exchange in the context of shaping affective commitment to the organization as well as the intent to leave it. A total of 802 employees from various organizations took part in the study. POS mediated totally between PSS and affective organizational commitment as well as the intent to quit the organization. Affective organizational commitment mediated only partially between POS and the intent to quit organization. It was confirmed that the gratitude and loyalty towards the organization are significant variables in superior–subordinate as well as employee–organization exchanges. Affective organizational commitment mediated partially between gratitude as well as loyalty towards the organization and the intent to leave it.

Refine search results

1 Academicus. International Scientific Journal

1 Oeconomia Copernicana

1 Path of Science

1 Roczniki Psychologiczne

1 Zarządzanie Zasobami Ludzkimi

1 e-mentor

1 Ahmed R. R.

1 Bawuro F. A.

1 Channar Z. A.

1 Danjuma I.

1 Dogar N.

1 Pahi M. H.

1 Parmar V.

1 Sanecka E.

1 Shafiq M.

1 Streimikiene D.

1 Streimikis J.

1 Wajiga H.

1 Wnuk M.

2 2023

1 2022

1 2018