Antecedents and Outcomes of Organisational Commitment among Malaysian Engineers

Abstract

This study explores the major factors contributing to organizational commitment among engineers in Malaysia. It identifies the effects of certain antecedents on organizational commitment and evaluates the impact of organizational commitment to organizational outcomes. From the literature review, a theoretical foundation for the study was compiled and two hypotheses were established. Firstly, positive employee perception leads to higher organizational commitment. Secondly, higher organizational commitment brings positive organizational outcomes. A questionnaire survey of Malaysian engineers established that employee perception and attitudinal characteristics have a significant influence on organizational commitment, while organizational commitment and behavioral characteristics directly affect organizational outcomes. The research demonstrates that positive employee perception enhances organizational commitment, which, in turn, leads to positive organizational outcomes

Job Stress in Accordance with Organizational Commitment and Social Capital

“…Other results revealed a reverse and significant relationship between organizational commitment and stress. This result is consistent with previous studies (14,15). Considering the stronger relationship between affective commitment and job stress dimensions, it can be stated that affective support helps health more explicitly (8).…”

“…When employees are satisfied with their job and trust their organization, their job commitment is increased proportionally. Organizational commitment decreases intention to leave the or-ganization and job (10-13) and job stress (14,15). The role of social capital as a mediator has been approved by different studies (16).…”

Antecedents of Employee Engagement in the Manufacturing Sector

“…For this reason, employees have felt less commitment to their employers with reduced expectations of reciprocity Vance (2006). Previous study also higlighted the importance of personal characteristics and perceptions of the role, job and organization and how these influence organizational commitment, which subsequently determines organizational outcomes (Muthuveloo and Che Rose, 2005). Moreover a consultant studies estimate that only 14-30% of the employees are engaged (Welbourne, 2007).…”

“…Over the past 25 years, the great changes in the global economic have had important implications for Science Publications AJAS organizational commitment (Muthuveloo and Che Rose, 2005) and relationship between employees and employers as well as employee engagement. Employees realize that they are not able to work for single employers until they retire.…”

The Influence of Leadership and Satisfaction Work on Nursing Performance Through Motivation as an Intervening at a Public Hospital

“…The results of research by Chugtai and Zafar (2006), Al-Hussami (2008), Mrayyan and AlFaouri (2008), Al-Ahmadi (2009) and Khan et al (2010) explain and prove there is a positive influence between job satisfaction and employee performance. This opinion is opposed by research conducted by Petty et al (1984), Crossman and Zaki (2003), Muthuveloo and Rose (2005) and Chen et al (2007) prove that there is no relationship of job satisfaction on employee performance, this happens because there is a unique phenomenon that is not informed.…”