Print ISSN: 2204-1990

Online ISSN: 1323-6903

Keywords : Organizational Commitment


Relationship Between Demographic Variables and Job Outcomes of Clinical Nurses in NABH Accredited Hospitals

Ashwini.P, Dr R. Indradevi

Journal of Contemporary Issues in Business and Government, 2023, Volume 29, Issue 1, Pages 133-143
DOI: 10.47750/cibg.2023.29.01.011

One of the most important and much-needed services in patient care is nursing. Managing an employee in the hospital industry is difficult, and addressing their requirements is critical. Nurses are crucial in ensuring that the requirements of patients are satisfied. Nurses and the organization's goals both benefit from increased job satisfaction. In this study, clinical nurses working in NABH-accredited hospitals in Tamil Nadu are examined to see how demographic factors such as age, years of service, and designation affect outcomes such as job satisfaction, involvement in the workplace, organisational commitment (attitude), job stress (psychological), and turnover intention (behavioural).

School Principals’ Distributed Leadership Style,Teachers‘Job Satisfaction and Organizational Commitment in a Lowincome and Underdeveloped Country

Ahmad Tariq

Journal of Contemporary Issues in Business and Government, 2022, Volume 28, Issue 4, Pages 138-169
DOI: 10.47750/cibg.2022.28.04.0011

This research article investigates the effects of school principals' distributed leadership style on
teachers' job satisfaction and organizational commitment in a low-income, underdeveloped
country. Data was collected from 650 school teachers working at 65 conveniently selected
private secondary schools in Kabul, the capital city of Afghanistan. Statisticalprocedures such as
descriptive statistics, reliability, validity, goodness of fit, and SEM were utilized to analyze the
data quantitatively. The analysis results showed that principles distributed leadership style
significantly affected teachers’ job satisfaction (Beta = 0.425, t = 12.142) and organizational
commitment (Beta = 0.387, t = 9.439) in private schools in Afghanistan. In addition, the results
indicated that organizational commitment mediated the relationship between distributed
leadership and teachers’ job satisfaction (Beta = 0.142, t = 7.474). The results also suggested that
teachers’ work experience positively influenced their level of commitment and job satisfaction,
while their agehad no significant impact on the mentioned variables

Managing Employee Performance of Sharia Banking through Religiosity and Islamic Work Ethics in the Covid-19 Pandemic

Ismi Darmastuti

Journal of Contemporary Issues in Business and Government, 2022, Volume 28, Issue 2, Pages 102-115
DOI: 10.47750/cibg.2022.28.02.008

The Covid-19 pandemic has spread to various countries, including Indonesia. As a result,
almost all sectors experienced contraction, including Islamic banking. However, Islamic
banking is considered quite capable of surviving this impact based on the empirical
facts of the previous crises. The purpose of this study is to analyze how the performance
of employees in Islamic banking during the Covid-19 pandemic. In this case, Islamic
banking is required to be able to develop even though it is during the Covid-19
pandemic. This research was conducted in Islamic banking companies, especially in
West Java. The sample used is employees who have worked for a minimum of two
years using nonprobability sampling techniques. The analytical tool used is Structural
Equation Modeling (SEM). By conducting this research, it is hoped that it will be able
to contribute to the company with policies as an effort to manage Islamic banking
employees during the Covid-19 pandemic in order to stick to the guidelines of the
Koran and Hadith and to contribute to existing knowledge.

THE EFFECT OF ORGANIZATIONAL COMMITMENT AND LOCUS OF CONTROL ON THE PERFORMANCE OF THE VCI SUPERVISORY AGENCY WITH TRI KAYA PARISUDHA AS A MODERATING VARIABLE

Ni Nyoman Opi Widiari; I.D.G Dharma Suputra

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 6, Pages 1304-1315
DOI: 10.47750/cibg.2021.27.06.108

The Village Credit Institution (VCI) plays an important role for indigenous village communities, because the
Village Credit Institution (VCI) is present as a solution to the problems of poverty alleviation programs and
provides access to capital for small businesses. The phenomenon of corruption cases involving the chairman of the
Village Credit Institution Supervisory Agency (VCI) that occurred recently added to the long list of corruption
cases involving the chairman of the Village Credit Supervisory Agency (VCI). This study aims to examine the
effect of organizational commitment and locus of control on the performance of the supervisory agency and Tri
Kaya Parisudha as moderator.This research was conducted at the Village Credit Institution in Badung Regency
using primary data obtained from questionnaires. The method of determining the sample using a quota sampling
technique with respondents obtained as many as 81 of 90 respondents at the Village Credit Institution in Badung
Regency. The data analysis technique used is the interaction test1304variable moderation moderated regression
analysis (MRA).Results analysis shows that organizational commitment has a positive effect on the performance of
the VCI supervisory body, locus of control has a positive effect on the performance of the VCI supervisory body,
Tri Kaya Parisudha strengthens the influence of organizational commitment on the performance of the VCI
supervisory body, and Tri Kaya Parisudha strengthens the influence of locus of control on the performance of the
supervisory body. VCI.

Effect of Work Stress and Burnout Perceptions of Aviation Sector Employees on Organizational Commitment

DR.ERDAL DURSUN

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 3, Pages 412-417
DOI: 10.47750/cibg.2021.27.03.056

Aviation sector employees, who have an important role in the aviation industry, wear out both physically and psychologically due to the heavy working conditions of their work and the difficulties of working in the service sector. These difficulties cause stress and burnout on employees, such as intense competition, high performance and productivity expectations, time pressure and excessive workload. Hence, the commitment of the employees to their organizations decreases over time. As a result of preventing work stress, there may be a decrease in the burnout levels of the employees and an increase in the organizational commitment of the employees.

Investigating the Effect of the Relationship between Brand Visual Identities, Focus on Employees and Customers and Brand Personality on Organizational Commitment

SAEID REZA KHOSHBIN

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 3, Pages 1964-1974
DOI: 10.47750/cibg.2021.27.03.243

Corporate brand identity is a key issue for any organization. Accordingly, its study is a profitable field of research. As a result, companies should pay special attention to brand identity management because it affects employees' commitment to the organization, their job satisfaction, and brand performance. The present study aimed to investigate the role of organizational commitment in the relationship between organizational brand identity, brand performance and job satisfaction of Shahr Bank employees. The present research is applied in terms of purpose and descriptive-correlational in terms of data collection. The statistical population of the study was the employees of Shahr Bank which was estimated to be 120 samples through Morgan table, and then the data were collected using cluster sampling method. A questionnaire was used to collect information, which was distributed among the sample after confirming its validity and reliability (Cronbach's alpha coefficient of 0.94%). Finally, after collecting data, the data were analyzed using structural equations (Smart PLS). To analyze the research data, two methods of descriptive statistics and inferential statistics have been used. The results show that brand identity has a positive effect on employee commitment, as well as sub-hypotheses of positive effect of focus on customer and employee, brand personality and having consistent relationships on the formation of brand identity were confirmed. Also positive effect of brand visual identity and human resource planning on the formation of brand identity was not confirmed according to the results. Finally, the hypotheses of a positive effect of employee commitment on brand performance and employee job satisfaction were confirmed.

Integrating Landscape Of Organizational Commitment Among Teachers In Indigeneous Primary Schools In Malaysia

NOORSURAYA MOHD MOKHTAR; NORLAILI HARUN; NOR FARHANA MOHD AZMI; NOOR DALILA MUSA

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 2, Pages 1421-1432
DOI: 10.47750/cibg.2021.27.02.154

Purpose of the study:  This study focused on job satisfaction and organizational commitment among teachers who are teaching the indigenous students in the Pahang state. The purpose of this study was to identify the relationship between job satisfaction and organizational commitment among the teachers and to find out which dimension in job satisfaction scored the highest factors in fulfilling organizational commitment.
Methodology:  This is a correlational study adopting a quantitative approach in data analysis.  A questionnaire on organizational commitment was adapted from Meyer and Allen (1990) while job satisfaction dimension was adapted from Spector (1985).  The questionnaires were distributed to 51 respondents from 3 indigenous schools in Pahang.  This study used purposive sampling technique and data were analysed using SPSS version 25. 
Main Findings:  Findings showed a significant relationship between job satisfaction and organizational commitment among the teachers.  The result showed that promotion opportunities were the element of job satisfaction that has the highest influence towards organizational commitment, meanwhile supervision has the factors lowest influence to organizational commitment.
Applications of this study:  This study is beneficial to the Pahang State Education Department in providing guidelines on how to increase organizational commitment among teachers in indigenous schools. Besides that, this study also benefits the school management as it offers a guideline for them to improve performance appraisal.  The findings can also help future researchers by providing better understanding of the connection between job satisfaction and organizational commitment.
Novelty/Originality of this study:  Although literature pertaining to job satisfaction and organizational commitment has often been discussed internationally, there is a scarcity of investigation on the issue in the Malaysian context, explicitly in the topic related to indigenous school teachers.  Hence, this study is trying to fill this gap.

Organizational Commitment: Three Research Models Proposal

Asst. Prof. Dr. Mustafa Aslan

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 2, Pages 1255-1265
DOI: 10.47750/cibg.2021.27.02.140

Organizational commitment is a vital subject for all organizations that are trying to establish a
sustainable business model. In all studies examining the effects of variables on organizational
commitment, the research models are designed as all three dimensions of the organizational
commitment are distinct variables that are not affecting each other. This research model is valid
if the researcher is only trying to investigate the effects of the independent variables on the
dimensions. However, if the organizational commitment is being investigated, then the research
models should be different. This study tries to examine how the research models should be
designed as per research purpose and demonstrates the difference between currently used and
the proposed research models by using a sample dataset from a previous study.

The link between Work Motivation and Organizational Commitment – Differences between Central and Local Authority Employees

Gaziz Sagituly; Junhua Guo

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 2, Pages 5179-5191
DOI: 10.47750/cibg.2021.27.02.529

Despite the fact that both the central and local executive bodies are part of the Kazakhstani public administration system, its working conditions, salaries, social allowances and employment relationships are different. Therefore, it can be assumed that civil servants’ attitudes toward their job and organizations, and relationships between them, are different. This paper investigates the motivation-commitment link with respect to differences between central and local authorities’ employees, with a number of goals: to determine levels of motivation and commitment vary the employment place; to identify the main motivation factors that might influence each dimension of organizational commitment.
A sample of 1205 civil servants completed standardized questionnaires. The results show significant relationships between motivation and organizational commitment. Results also confirmed the hypothesized relationship differences: Intrinsic and extrinsic motivations are more strongly related to the continuance and normative commitment for central authority employees than for local authority ones. In turn, when both motivational factors increase, local authority employees have a stronger affective commitment than do central authority’s employees

Heads of Departments Leadership Styles, Work Climate and Organizational Commitment Enhance the Job Performance of University Lecturers

SYED ALI ZAMIN; DR. FAUZI HUSSIN

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 2, Pages 1850-1858
DOI: 10.47750/cibg.2021.27.02.195

For survival in the environment and increase organizational success it is mandatory for any organization to focus on enhancing employees’ job performance. The main objective of this study was to determine the correlation of leadership styles, work climate and organizational commitment with job performance. The public universities lecturers were selected as population of the study while 339 lecturers were administered as a sample for this study through stratified random sampling technique. Data was collected by using standardized questionnaire through survey method. Statistical Package for Social Sciences (SPSS-25) was adopted to analyse the data according to the proposed hypothesis. It was concluded that the constructs such as; leadership styles, work climate and organizational commitment are the predictor to boostjob performance of lecturers.

Self-Actualization‟s influence on Job Satisfaction among Academic Leaders in Tamil Nadu Universities- A Review

Dr. R. GOPINATH

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 1, Pages 3267-3280

In recent days, the distinction of job satisfaction is receiving increase attention in varied paradigms. Amongst, the job satisfaction of academic leaders is relatively significant to the improved and empowered future generations. Job Satisfaction is a vital determinant and a leading cause, for the successful endeavor of an organization and educational institutions, in the competitive edge. Consequently, many investigations reported that exercising appropriate management of human resource; offers sustain beneficial impacts, both in individuals and diverse organizational levels. These observed implications were, similar, in academic sector also the positive and few negative outcomes were well outlined in absence of job satisfaction in earlier investigations. As job satisfaction do mine provides, uncountable benefits to the organizations, employers strive to generate satisfaction among employees. Recent studies have evident and elucidated that Self-actualization has influenced and played a role, in determining the job satisfaction among the individuals. This review attempted to analyze the chronological recent literature on Self-Actualization’s influences on job satisfaction, among the academic leaders in Tamil Nadu Universities context.

Organizational Climate And Organizational Citizenship Behavior On Public Sector Organizations

I Komang Pasek Guna Wirawan; I Nengah Suardhika; Anak Agung Putu Agung

Journal of Contemporary Issues in Business and Government, 2021, Volume 27, Issue 1, Pages 1156-1171

Every organization certainly expects success. To achieve this success, organizations need quality human resources. The Regional Development Planning Agency (BAPPEDA) of Bali Province is one of the instruments in the government structure that has a strategic role in planning regional development. Human workers or employees are the main implementers for the success of a business. The purpose of this study was to examine and confirm the relationship between the variables of organizational climate, organizational commitment, Organizational Citizenship Behavior (OCB) and employee performance, at BAPPEDA Bali Province. Respondents in this study were all PNS employees at BAPPEDA Bali Province. The number of respondents in this study was determined to be 72 respondents using a sampling technique called non probability or often called total sampling. This study uses Structural Equation Modeling (SEM) analysis with the help of the SmartPLS program. The results of this study indicate that: 1) organizational climate has a positive and significant effect on organizational commitment, 2) organizational climate has a negative and insignificant effect on employee performance, 3) organizational climate has a positive and significant effect on organizational citizenship behavior (OCB), 4) commitment organization has a positive and significant effect on employee performance, 5) organizational commitment has a positive and significant effect on OCB, 6) OCB has a positive and significant effect on employee performance.

Analyzing the Mediating Role of Organizational Commitment in the Relationship between Psychological Capital and Human Resource Productivity

MEHDI SADEGHI FARD; SAEED SAYADI; MASOUD POURKIANI; SANJAR SALAJEGHEH; HOJAT BABAEI

Journal of Contemporary Issues in Business and Government, 2020, Volume 26, Issue 1, Pages 116-127
DOI: 10.47750/cibg.2020.26.01.015

The aim of this study is to identify the mediating role of organizational commitment in the relationship between psychological capital and human resource productivity. This study is an applied study in terms of aim and descriptive-correlational in terms of way of collecting data based on structural equation modeling. The statistical population of the present study is the employees of the affiliated departments of one of the governmental organizations of South Khorasan province, which included about 700 people in 2019. The sample size was 520 people and was selected using random sampling method. To collect the data, valid (Setiyanto & Natalia, 2017) Organizational Commitment Questionnaire and Luthans et al Psychological Capital Questionnaire were used, and a 31-item questionnaire was used to measure the variable of human resource productivity. In this questionnaire, the dimensions of ability, understanding and recognition, organizational support, motivation, feedback, credibility and adaptability were extracted from (Kumar & Agarwal, 2019) human resource productivity model and the dimension of effort was extracted from (Karakus et al., 2019) human resource productivity model. The Cronbach's alpha coefficient was used to assess the reliability of the questionnaires, and the results indicated an acceptable value for the Cronbach's alpha coefficient. The results of structural analysis of the research showed a positive and significant effect of psychological capital on human resource productivity (0.160) and also a positive and significant effect of psychological capital on organizational commitment (0.889). The results showed a positive and significant effect of organizational commitment on human resource productivity (0.847). Also, the research results indicate that psychological capital both directly and indirectly affects the productivity of human resources (0.753) through organizational commitment. Thus, the mediating effect of organizational commitment on the relationship between psychological capital and human resource productivity was confirmed.