Empirical investigation of the relationship between organizational factors and organizational commitment in service organizations

Abstract

Purpose The purpose of this paper is to investigate the influence of organizational factors such as culture, leadership, structure and top management support on organizational commitment in Bangladeshi service sector. Design/methodology/approach This study is based on empirical findings administered on 217 managerial personnel in the service organizations based in Bangladesh. Findings Findings of this study reveal that among the variables that are hypothesized in this study; team orientation, stability, transformational leadership, transactional leadership, decentralization, formalization and top management support have an influence on organizational commitment. Research limitations/implications This study has identified and integrated factors that can influence organizational commitment in Bangladeshi service sector. Larger sample size including multiple country or culture may bring more explanatory power, comparability and increased generalizability. Practical implications The outcome of this study will help business managers to identify and understand the organizational factors that can influence organizational commitment. Originality/value This study extends current research on organizational commitment by identifying and integrating the organizational factors and providing a simplistic model for the relationship between organizational factors and organizational commitment in the context of Bangladeshi service organizations.

Pengaruh Budaya Organisasi, Gaya Kepemimpinan dan Kecerdasan Emosional terhadap Komitmen Organisasi

“…Yiing and Ahmad (2008), Rahman et al (2018), Park, S. and Doo, M.Y. (2020) menemukan bahwa budaya organisasi secara langsung maupun tidak langsung akan mempengaruhi komitmen organisasi.…”

“…al (2014) menyatakan bahwa gaya kepemimpinan mempengaruhi komitmen organisasi baik secara langsung ataupun tidak langsung. Sedangkan menurut Cheok dan Eleanor (2010) dan dari Rahman et. al (2018), komitmen organisasi dan kinerja karyawan secara langsung dipengaruhi oleh gaya kepemimpinan transformational oleh manajer atau pimpinannya.…”

“…Hasil pengujian hipotesis pertama menemukan bahwa Budaya Organisasi secara signifikan berpengaruh terhadap Komitmen Organisasi. Hal ini sesuai dengan penelitian Rahman et al (2018) bahwa Budaya organisasi berpengaruh signifikan dan positif terhadap Komitmen Organisasi. Menurut Cameron & Queen (2006) menyatakan bahwa komitmen karyawan atau kelompok dicapai melalui pengembangan partisipasi karyawan dalam dinamika kerja, proses manajemen serta pengambilan keputusan.…”

The Effect of Affective Organizational Commitment Towards Innovation Capability and Its Impact to Job Performance in Family Business

“…Acosta et al, (2016) and Kmieciak et al, (2012) in Moussa and Arbi (2020) also showed that employee commitment contributes to the innovation capability. According to Meyer and Allen (1991) in Rahman et al, (2018), there are three concepts of commitments: normative commitment, affective commitment, and continuance commitment. Affective commitment points out to the emotional attachment of employee with their identification and involvement within organization (Yiing and Ahmad, 2009).…”

“…This research found out that (1) affective commitment of employee mediates the correlation between the usage of HRIS and individual innovation capability (2) the more employees tied up with the company, the higher positive impact towards the HRIS. Rahman et al, (2018) also investigated the relationship between organizational commitment and organizational factors such as structure, culture, and top management in Bangladeshi service organization. The findings of this research are (1) decentralization influences affective and normative organizational commitment significantly and formalization do not influence significantly on affective organization and negatively influences normative commitment (2) top management support does not influence normative commitment significantly but positively influences affective commitment.…”