Evaluating Organizational Commitment in Support of Organizational Leadership

Einolander, Jarno

doi:10.1016/j.promfg.2015.07.300

Cited by 8 publications

(6 citation statements)

References 5 publications

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“…This implies that the theory and dimensions put forward by are still relevant to use in this study, where organizational commitment is a psychological construct which is a characteristic of the relationship between members of an organization and its organization which has implications for individual decisions to continue membership in an organization. To see the consistency of the results of this study with the results of studies conducted by previous researchers, the results were consistent and in accordance with the opinions and results of research conducted by (Chênevert et al, 2013;Einolander, 2015;Galih Anugrah & Bagus Priyambodo, 2022;Totawar & Nambudiri, 2014;Yucel & Bektas, 2012) which stated that organizational commitment has a significant effect on increasing employee competency.…”

Section: The Effect Of Organizational Commitment On Employee Competencysupporting

confidence: 90%

The Implications of Leadership, Culture, Competence, Commitment, and Satisfaction on Lecturer Performance in Private Universities of North Sumatra

Maslan

Priadana

Setiawan

et al. 2023

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The success of education and teaching at private universities in North Sumatra Province will depend heavily on the quality of lecturers who are able to produce high lecturer performance. which in the end will be able to improve the performance of the private university. This study aims to identify, analyze and examine Visionary Leadership, Organizational Culture, and Lecturer Competence on Affective Commitment and Job Satisfaction and Their Implications for Lecturer Performance at Private Universities in North Sumatra. This study used a quantitative method with a descriptive analysis and verification analysis approach. In this study, the sample was the lecturers who received the fixed income with a sample of 212 lecturers. The method of analysis in this study uses path analysis (path analysis). The results of the study concluded that: 1). There is a significant influence from Visionary Leadership, Organizational Culture, and Lecturer Competence on Affective Commitment, with a magnitude of influence of 73.18 percent 2). There is a significant influence from Visionary Leadership, Organizational Culture, and Lecturer Competence on Job Satisfaction with an influence of 75.11 percent, and 3) there is a significant influence. of affective commitment and job satisfaction on lecturer performance with an influence size of 85.57 percent. 11 percent, and 3) there is a significant effect. of affective commitment and job satisfaction on lecturer performance with an influence size of 85.57 percent. 11 percent, and 3) there is a significant effect. of affective commitment and job satisfaction on lecturer performance with an influence size of 85.57 percent.

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Section: The Effect Of Organizational Commitment On Employee Competencysupporting

confidence: 90%

The Implications of Leadership, Culture, Competence, Commitment, and Satisfaction on Lecturer Performance in Private Universities of North Sumatra

Maslan

Priadana

Setiawan

et al. 2023

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“…When it comes to making decisions about the employees, company managers and leaders frequently face a lack of information related to employee commitment to the organization (Hasyim et al, 2021). Employee commitment and engagement in their work information is extremely useful for management in making effective decisions (Jarno, 2015). Other forms of commitment, such as occupation, job, work-group, union and work itself have already been influenced by the conceptual and operational development of OC (Cohen, 2007).…”

Section: Firm Attributes and Marketing Performancementioning

confidence: 99%

The role of organizational attributes on the marketing performance of Asian telecommunication companies: mediating effect of the Chief Marketing Officers’ political skill

Mustafi

Dong

Hosain

2023

JCMARS

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PurposeAt present, for any product, smooth marketing has become a major challenge due to the novel market challenges as well as sudden and extended changes. Thus, the concerns for the marketers are essential to consider the choice of buyers and also to satisfy them. The purpose of this empirical research is to focus on the role of three organizational attributes (OA): job satisfaction (JS), organizational commitment (OC) and extrinsic motivation (EM) on the marketing performance (MP) mediated by the Chief Marketing Officers' (CMOs') political skill (CPS) in the telecommunication industries of China, Singapore, Vietnam, Malaysia, Indonesia, India, Pakistan, Bangladesh, United Arab Emirates (UAE) and Sri Lanka.Design/methodology/approachIn this paper, based on 132 survey responses collected from CMOs, the authors conducted descriptive statistics using Statistical Package for Social Science (SPSS-25) and tested the assumed hypotheses through covariance-based structural equation modeling (CB-SEM) using AMOS software (version 25).FindingsThe authors found that JS has an insignificant role on MP while OC and EM have significant positive roles over the dependent variable. CPS has also a significant positive influence over MP. Further, the authors identified that CPS can fully mediate the relationship between JS and MP while it can partially mediate the relationship between OC and MP. On the other hand, CPS cannot mediate the relationship between EM and MP at all.Originality/valueAccording to authors’ knowledge, this is one of the very limited initial attempts that have investigated the role of three important OA on the MP testing the mediating effect of CPS. The authors expect that the study outcomes will have an enormous impact on marketing academia as a torch-bearing research as well as for CMOs for formulating an effective marketing policy.

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“…Organizational commitment dijelaskan oleh Robbins dan Coulter (2011) yaitu sejauh mana seorang karyawan mengaitkan diri mereka dengan organisasi dan tujuan-tujuannya, serta mempunyai keinginan untuk mempertahankan jabatannya didalam organisasi tersebut. Sementara dalam penelitian Einolander (2015) Komitmen organisasional adalah seberapa jauh seseorang menganggap diri mereka sebagai seseorang yang berorganisasi. Penjelasan lebih rinci terdapat dalam penelitian Limpanitgul et al (2017) dimana komitmen organisasional terbagi atas tiga hal yaitu affective, continuance dan normative, dimana komitmen affective merupakan sebuah perasaan keterikatan kepada perusahaan, continuance merupakan kesadaran terhadap kerugian yang didapat jika meninggalkan perusahaan, dan normative adalah rasa kewajiban untuk terus bekerja dalam perusahaan tersebut.…”

Section: Kajian Teoriunclassified

Pengaruh Organizational Learning, Organizational Commitment dan Job Satisfaction Terhadap Employee Performance di Jakarta

Mohamad

Nawawi

2020

JMK

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This research is focusing on three variables of Organizational Learning, Organizational Commitment and Job Satisfaction, and its effects on Employee Performance. Total of 90 employees who work in General Service Division of Bank BTPN Jakarta are selected as samples for this research. The methods used are Quantitative Research, in which all the samples are required to answer an online questionnaire that the researcher sent. Then, the results of the questionnaire were analyzed with PLS-SEM methods using analytical software SmartPLS 3. The results showed that (1) Organizational Learning has a positive and significant effect on Employee Performance, (2) Organizational Commitment has a positive and significant effect on Employee Performance, and (3) Job Satisfaction has a positive and significant effect on Employee Performance. Dalam penelitian ini berfokus pada tiga variabel, yaitu Organizational Learning, Organizational Commitment dan Job Satisfaction, dan pengaruhnya terhadap Employee Performance. Penelitian ini dilakukan terhadap 90 responden yang bekerja pada divisi General Service di Kantor Pusat Bank BTPN Jakarta. Metode penelitian yang digunakan adalah metode kuantitatif, dimana responden akan menjawab kuesioner berbasis online yang dikirimkan oleh peneliti. Kemudian data yang diperoleh diolah dengan metode PLS-SEM menggunakan software pengolahan data SmartPLS 3. Hasil penelitian menunjukkan bahwa (1) Organizational Learning mempunyai pengaruh yang positif dan signifikan terhadap Employee Performance, (2) Organizational Commitment mempunyai pengaruh yang positif dan signifikan terhadap Employee Performance, dan (3) Job Satisfaction mempunyai pengaruh yang positif dan signifikan terhadap Employee Performance.

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Evaluating Organizational Commitment in Support of Organizational Leadership

Cited by 8 publications

References 5 publications

The Implications of Leadership, Culture, Competence, Commitment, and Satisfaction on Lecturer Performance in Private Universities of North Sumatra

The Implications of Leadership, Culture, Competence, Commitment, and Satisfaction on Lecturer Performance in Private Universities of North Sumatra

The role of organizational attributes on the marketing performance of Asian telecommunication companies: mediating effect of the Chief Marketing Officers’ political skill

Pengaruh Organizational Learning, Organizational Commitment dan Job Satisfaction Terhadap Employee Performance di Jakarta

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