Organizational commitment and its effects on organizational citizenship behavior in a high-unemployment environment

Abstract

Many planning domains have to deal with temporal features that can be expressed using durations that are associated to actions. Unfortunately, the conservative model of actions used in many existing temporal planners is not adequate for domains which require more expressive models. This paper presents a temporal planning approach that combines the principles of Graphplan and TGP and uses the information calculated in the planning graph to deal with a non-conservative model of actions that include local conditions and effects. In this approach, we propose two strategies for search. The first one is based on the Graphplan backward search. The second one is based on a least-commitment and heuristic search, and it attempts to overcome the main limitations of a chronological backtracking search when dealing with large temporal problems. This search has proved to be beneficial in the scalability of the planner and the experiments show that a planner using this new search is competitive with other state-of-the-art planners w.r.t. the plan quality 1 .

Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behaviour in State-owned Banking

“…This finding also in line with studies from eastern culture by Kasemsap in Thailand [15], Liu & Cohen in China [37], Wang in Japan [38], Noor in Pakistan [39], Asiedu et al in Ghana [40], and Bakhshi et al in India [42]. Literatures from western culture support the same notion, Morin et al [43], Devece et al [44], and Lavelle et al [45].…”

“…This argument supported by previous researches from Kasemsap [15] who conduct the survey in Thailand and Liu & Cohen [37] using public organization participant in Northern China. Study with Asian and African culture background from Wang [38] in Japan, Noor [39] in Pakistan, Asiedu et al [40] in Ghana, Ibrahim & Aslinda [41] in Indonesia, and Bakhshi et al [42] in India were among the researchers who had the same argument about the positive and significance relation between these variables. Although these researches use different viewpoint (some directly related the organizational commitment, and some use the detail dimension; affective, cognitive, and normative), the result show the same pattern.…”

Exploratory Study Examining the Joint Impacts of Mentoring and Managerial Coaching on Organizational Commitment

“…For instance, Allen and Meyer [50] argued that organizational commitment consists of three types of commitment; affective commitment, continuance commitment, and normative commitment [51]. Affective commitment refers to employees' positive emotional attachment to their organization and the degree of involvement in the organization.…”

Pengaruh Kecerdasan Emosional Dan Kepuasan Kerja Terhadap Perilaku Kewargaan Organisasi Pada Badan Kepegawaian Daerah Provinsi Jawa Barat Di Bandung

“…Faktor-faktor yang mempengaruhi perilaku kewargaan organisasi yaitu, job satisfaction ) (Ayim & Haybatollahi, 2015, emotional intelligence , organizational commitment (Ng & Feldman, 2011) (Jain, 2015) (Shahabinasab et al, 2016) (Devece et al, 2015), leadership (Saeed et al, 2016), job stressors (Pooja et al, 2016), transformational leadership (Srithongrung, 2011) (López-domínguez et al, 2013 (Kim, 2013), employee effectiveness (Srithongrung, 2011), employee engagement (Jenetha Kartika, 2015), perceived organizational support (Chiang & Hsieh, 2012), psychological empowerment (Chiang & Hsieh, 2012).…”