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Tytuł:
Relations between organizational commitment and demographic factors: a research in banking sector
Autorzy:
Dogar, Nizamettin
Powiązania:
https://bibliotekanauki.pl/articles/1036399.pdf
Data publikacji:
2014
Wydawca:
Academicus. International Scientific Journal publishing house
Tematy:
organisational commitment
affective commitment
continuance commitment
normative commitment
demografic factors
Opis:
Aim of this research is to answer if organizational commitment changes according to demografic factors. Inputs gained from 200 person sample group from banking sector. According to the analysis it is found that affective and continuance commitment increases with age and job experience, and all componenets of commitment increase according to time in the last job. With the results derived from analysis, research’s support to organizational theory is discussed and some advices put forward.
Źródło:
Academicus International Scientific Journal; 2014, 10; 103-115
2079-3715
2309-1088
Pojawia się w:
Academicus International Scientific Journal
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
The relationship between teachers sense of efficacy and organizational commitment at Colleges in Pakistan
Autorzy:
Shafiq, Muhammad
Powiązania:
https://bibliotekanauki.pl/articles/2231192.pdf
Data publikacji:
2023-07-20
Wydawca:
Szkoła Główna Handlowa w Warszawie
Tematy:
self-efficacy
teachers’ sense of efficacy
affective commitment
continuance commitment
normative commitment
organizational commitment
Opis:
This study explores the relationship between teachers’ sense of efficacy and their organizational commitment at colleges in Pakistan. It was conducted on a sample comprising 494 public-sector Pakistani college teachers. Tschannen-Moran and Hoy (2001) developed the teachers’ sense of efficacy scale, and John P. Meyer and Natalie J. Allen's developed organizational commitment scale (1991) was applied to collect the data. Hypotheses were tested using the Pearson Product Moment formula. The effects of the factors of the teachers’ sense of efficacy on organizational commitment were determined using the Regression Analysis. It was determined that a higher degree of teachers’ sense of efficacy enhances organizational commitment, as highlighted by a significant positive correlation between the teachers’ sense of efficacy and organizational commitment. There was a significant positive correlation between three factors of the teachers’ sense of efficacy scale and three components of organizational commitment of college teachers. It was also established that the teachers’ sense of efficacy can predict organizational commitment. The study shows that teachers’ sense of efficacy must be considered when selecting and training prospective teachers. To become efficient and effective, teaching organizations must pay considerable attention to monitoring and boosting the positive Sense of self-efficacy among their teaching staff.
Źródło:
e-mentor. Czasopismo naukowe Szkoły Głównej Handlowej w Warszawie; 2023, 99, 2; 31-38
1731-6758
1731-7428
Pojawia się w:
e-mentor. Czasopismo naukowe Szkoły Głównej Handlowej w Warszawie
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Assessing the organizational commitment, subjective vitality and burnout effects on turnover intention in private universities
Autorzy:
Parmar, Vishnu
Channar, Zahid Ali
Ahmed, Rizwan Raheem
Streimikiene, Dalia
Pahi, Munwar Hussain
Streimikis, Justas
Powiązania:
https://bibliotekanauki.pl/articles/19322490.pdf
Data publikacji:
2022
Wydawca:
Instytut Badań Gospodarczych
Tematy:
turnover intention
job burnout
emotional exhaustion
organizational cynicism
professional efficacy
subjective vitality
affective commitment
normative commitment
continuance commitment
Opis:
Research background: Faculties of private universities are under immense working pressure, which causes stress and burnout. The job burnout triggers the psychological pressure, which increases the turnover intention.  Purpose of the article: The undertaken study aims to evaluate the scale of burnout with its three-element model, which affects faculty members of private universities of Pakistan. This research also aims to examine the mediating effect of organizational commitment (e.g., affective, normative & continuance commitments), and moderating influence of subjective vitality in a relationship of job burnout and its constituents, for example exhaustion, efficacy & cynicism, and the turnover intention. Methods: The 712 responses were collected through a structured questionnaire from the junior and senior faculty members of private universities of Pakistan. The data was examined by using second order partial least square - structural equation approach - PLS-SEM. Findings & value added: The research findings exhibited that emotional exhaustion, cynicism, and professional efficacy have a direct significant influence on job burnout. The findings further demonstrated that the job burnout has a cogent and negative impact on faculty turnover intention. The findings demonstrated that elements of organizational commitment (e.g., normative, affective & continuance commitments) have a forceful serial mediating influence between burnout & its constituents for example exhaustion, efficacy & cynicism, and turnover intention. Finally, the findings have revealed that subjective vitality has a significant and positive impact as a moderating variable in a relationship between job burnout and turnover intention. This research has a long-term theoretical contribution, as it provides a novel conceptual framework, which can be replicated in different industries. Thus, this unique model provides the solution to reduce employees' turnover for other industries as well. 
Źródło:
Oeconomia Copernicana; 2022, 13, 1; 251-286
2083-1277
Pojawia się w:
Oeconomia Copernicana
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
A meta-analysis of emotional intelligence and organizational commitment
Meta-analiza inteligencji emocjonalnej i zaangażowania organizacyjnego
Autorzy:
Rahiman, Habeeb Ur
Kodikal, Rashmi
Biswas, Sangita
Hariharasudan, A.
Powiązania:
https://bibliotekanauki.pl/articles/1830635.pdf
Data publikacji:
2020
Wydawca:
Politechnika Częstochowska
Tematy:
emotional intelligence
affective commitment
continuance commitment
normative commitment
inteligencja emocjonalna
zaangażowanie emocjonalne
zaangażowanie w ciągłość
zaangażowanie normatywne
Opis:
While navigating through the contemporary turbulent business environment, the work-related areas are required to be improved furthermore, because an excellent worker or academic brilliance may not always lead to a successful career. This scenario leads to the aim of the present study, which is to explore the effect of Emotional Intelligence (EI) on the work environment of the employees in the field of banking. The banking industry has been chosen as the targeted area because of its dynamic work-related activities. The present study focuses on the impact of EI on bank employees in grueling work habitats. The methodology adapted to the study is a multi-sampling technique. The sample consists of 532 employees working in the banking sector of Bahrain. To fulfill the fundamental target of the research, directing quantitative studies, a structured based and a closed-ended questionnaire has been formed. The research finding states that self-awareness, self-regulation, self-motivation, social-awareness, social skills, and organizational commitment have a direct effect on EI. This result has also contributed to the existing literature on EI and suggested decision-makers and practitioners to adopt self-report and mixed measures through which organizations can create effective commitment and satisfaction.
Poruszając się po współczesnym, burzliwym środowisku biznesowym, konieczne jest dalsze doskonalenie obszarów związanych z pracą, ponieważ doskonały talent pracowniczy lub akademicki nie zawsze prowadzi do udanej kariery. Scenariusz ten prowadzi do celu niniejszego badania, którym jest zbadanie wpływu inteligencji emocjonalnej (EI) na środowisko pracy pracowników bankowości. Sektor bankowy został wybrany jako obszar docelowy ze względu na dynamiczne działania związane z pracą. Niniejsze badanie koncentruje się na wpływie EI na pracowników banków w wyczerpujących miejscach pracy. Metodologia zaadaptowana do badania to technika wielopróbkowa. Próba składa się z 532 pracowników zatrudnionych w sektorze bankowym Bahrajnu. Aby zrealizować podstawowy cel badań, kierując badaniami ilościowymi, stworzono ustrukturyzowany, zamknięty i zamknięty kwestionariusz. Wyniki badań wskazują, że samoświadomość, samoregulacja, motywacja własna, świadomość społeczna, umiejętności społeczne i zaangażowanie organizacyjne mają bezpośredni wpływ na EI. Wynik ten przyczynił się również do powstania istniejącej literatury na temat EI i zasugerował decydentom i praktykom przyjęcie samoopisowych i mieszanych środków, dzięki którym organizacje mogą tworzyć skuteczne zaangażowanie i satysfakcję.
Źródło:
Polish Journal of Management Studies; 2020, 22, 1; 418-433
2081-7452
Pojawia się w:
Polish Journal of Management Studies
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Logistics aspect of organizational culture and normative commitment in electric energy supply chain
Autorzy:
Lazar, Sebastjan
Potočan, Vojko
Mlaker-Kač, Sonja
Yanginlar, Gözde
Klimecka-Tatar, Dorota
Obrecht, Matevž
Powiązania:
https://bibliotekanauki.pl/articles/27315554.pdf
Data publikacji:
2022
Wydawca:
STE GROUP
Tematy:
organizational culture
commitment
normative commitment
logistics
supply chain
environmental management
ISO 14001
Opis:
Companies are increasingly aware that employees are an important factor in success, so they pay more and more attention to them. Because of that, organizational culture and normative commitment are also included as extremely important factors. The research includes a systematic and comprehensive review of the literature and at the same time obtaining and analysing data from practice through a survey. The research focuses on employees from the logistics departments in the supply chain of electronic component production and supply. Group of companies across Europe were included in the survey (Austria, Bosnia and Herzegovina, Bulgaria, Croatia, Czech Republic, Germany, Hungary, Latvia, Lithuania, North Macedonia, Poland, Romania, Russia, Serbia, Slovenia and Ukraine). The research demonstrates the realization that the types of classification of organizational culture have different effects on direct and indirect normative commitment. Gender differences were also found. The research-based on the calculated average mean values shows the classifications of organizational culture and normative commitment. The latter follows the organizational culture with minor deviations. The order of classification of organizational culture follows the current economic situation, where according to the studied criteria, the first is a culture of the market. The research shows that men’s rate of normative commitment is better than women's, while in organizational culture the situation is exactly the opposite. One of the most significant findings is based on the Pearson correlation coefficient with the SPSS program was found that, according to the classification, Hierarchy culture has a positive effect on indirect normative commitment.
Źródło:
Management Systems in Production Engineering; 2022, 4 (30); 319--330
2299-0461
Pojawia się w:
Management Systems in Production Engineering
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Identity statuses across various life domains and well-being in emerging adults
Autorzy:
Karaś, Dominika
Cieciuch, Jan
Powiązania:
https://bibliotekanauki.pl/articles/2122177.pdf
Data publikacji:
2019
Wydawca:
Polska Akademia Nauk. Czytelnia Czasopism PAN
Tematy:
identity
commitment
in-depth exploration
reconsideration of commitment
identity status
identity domain
Opis:
The aim of the study was to examine identity statuses in various life domains and the relationship between identity and well-being. We adopted the three-dimensional model of identity (Crocetti et al., 2008), including: in-depth exploration, commitment, and reconsideration of commitment. Moreover, in accordance with domain-specific approach (Goossens, 2001), we sought to empirically derive identity statuses in various life domains. The participants included 835 emerging adults (Mage = 21.81, SD = 2.33). We examined eight domains previously identified in qualitative research: personality characteristics, past experiences, family, friends and acquaintances, worldview, hobbies and interests, aims and plans for the future, and occupation. To measure three identity processes, we used a modified version of the Utrecht-Management of Identity Commitments Scale (Crocetti et al., 2008) and to measure well-being we used the Mental Health Continuum-Short Form (Keyes, 2013). Results indicate that, although the statuses identified in previous research were, to a large extent, replicated (except moratorium), people were classified in different statuses in different domains; thus, we conclude that talking about statuses should be limited to a given domain. Well-being was the highest in achievement statuses and the lowest in diffusion, but only in two examined domains: personality characteristics and past experience.
Źródło:
Polish Psychological Bulletin; 2019, 50, 3; 217-225
0079-2993
Pojawia się w:
Polish Psychological Bulletin
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Commitment Procedure under Serbian Competition Act
Autorzy:
Petronijević, Srđana
Šoljaga, Zoran
Powiązania:
https://bibliotekanauki.pl/articles/529875.pdf
Data publikacji:
2017-12-31
Wydawca:
Uniwersytet Warszawski. Wydawnictwo Naukowe Wydziału Zarządzania
Tematy:
commitment
competition law
Serbia
Opis:
The Serbian Competition Act , which has been in force since November 2009, was amended in 2013 in order to improve the effective enforcement of competition rules by the Commission for Protection of Competition (hereinafter, the Commission or Competition Commission), and to further harmonise national regulations with the EU acquis in the area of protection of competition. The 2009 Competition Act (hereianfter, the Act), which introduced some modern competition protection concepts into the Serbian legal system, had certain deficiencies which hindered the practical application of the statute and, consequently, effective enforcement by the Commission. In addition to the existing provisions of the Act, the legislator introduced a novelty that will, beyond any doubt, produce considerable effects on the Commission's actions in deciding on competition infringement cases. The novelty concerns the introduction of the so-called commitment procedure, which allows the Commission to close a competition infringement case by accepting commitments offered by the undertakings concerned, without establishing whether there has been an infringement. The instrument has turned out to be exceptionally effective in closing proceedings before the competition authorities of the EU and the Member States.
Źródło:
Yearbook of Antitrust and Regulatory Studies; 2017, 10(16); 167-176
1689-9024
2545-0115
Pojawia się w:
Yearbook of Antitrust and Regulatory Studies
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Managerial challenges for software houses related to work, worker and workplace : stress reduction and sustenance of human capital
Wyzwania menedżerskie firm przygotowujących dedykowane oprogramowanie internetowe związane z pracą, pracownikiem i miejscem pracy : zmniejszenie stresu i zrównoważenie kapitału ludzkiego
Autorzy:
Haque, Adnan Ul
Oino, Isaiah
Powiązania:
https://bibliotekanauki.pl/articles/405304.pdf
Data publikacji:
2019
Wydawca:
Politechnika Częstochowska
Tematy:
affective commitment
continuance commitment
cormative commitment
organisational stress
social support
zobowiązanie afektywne
zobowiązanie do kontynuacji
zobowiązanie normatywne
stres organizacyjny
wsparcie społeczne
Opis:
The study aims to assess work, worker and workplace challenges for software houses’ management in Canada and Pakistan, specifically exploring stress reduction and sustenance of human capital through social support programme. Study focuses to attain the gender and contrasting management level perspective. The managerial literature from four decades about organisational commitment, occupational stress, and social support at workplace was included to gain qualitative perspective. Total 67 respondents from private IT firms in Karachi and Toronto were interviewed using purposive and convenience sampling technique. It is evident that stress reduction and employee retention are the biggest challenges for IT firms. It has been evaluated that females are less vulnerable to stress as compared to males due to effective use of social support programme. Findings revealed that females received and perceived emotional support better than their counterparts do. Additionally, managerial position employees have lower stress and higher overall commitment as compared to non-managerial positioned workers. In terms of economies, Toronto has lower stress than Karachi workforce. Interestingly, female managers have higher normative and continuance commitment; while, male managers have higher affective commitment. The findings confirmed that overall stress level, causes, and effects vary in terms of gender in both countries. However, in contrast to Canada (developed economy); higher stressors exist in Pakistan (developing economy).
Badanie ma na celu ocenę wyzwań związanych z pracą, pracownikami i miejscem pracy w zarządzaniu domami wytwarzania programowania w Kanadzie i Pakistanie, a zwłaszcza zbadanie redukcji stresu i utrzymania kapitału ludzkiego poprzez program wsparcia społecznego. Studium koncentruje się na osiągnięciu perspektywy zarządzania na poziomie płci i kontrastu. W celu uzyskania jakościowej perspektywy uwzględniono literaturę menedżerską z czterech dekad na temat zaangażowania organizacyjnego, stresu zawodowego i wsparcia społecznego w miejscu pracy. W sumie 67 respondentów z prywatnych firm informatycznych w Karachi i Toronto przeprowadziło wywiady z wykorzystaniem celowej techniki doboru próby badawczej. Oczywiste jest, że zmniejszenie stresu i zatrzymanie pracowników to największe wyzwania dla firm IT. Oceniono, że kobiety są mniej podatne na stres w porównaniu z mężczyznami ze względu na efektywne wykorzystanie programu wsparcia społecznego. Wyniki ujawniły, że kobiety otrzymywały i postrzegały wsparcie emocjonalne lepiej niż mężczyźni. Ponadto pracownicy na stanowiskach kierowniczych mają niższy poziom stresu i większe ogólne zaangażowanie w porównaniu z pracownikami na stanowiskach innych niż kierownicze. Jeśli chodzi o gospodarkę, w Toronto zaobserwowano niższy poziom stresu niż u pracowników w Karaczi. Co ciekawe, kobiety na stanowiskach kierowniczyc mają większe zaangażowanie normatywne i kontynuacyjne; podczas gdy mężczyźni menedżerowie mają większe zaangażowanie afektywne. Wyniki potwierdziły, że ogólny poziom stresu, przyczyny i skutki różnią się pod względem płci w obu krajach. Jednak w przeciwieństwie do Kanady (gospodarka rozwinięta); wyższe przyczyny stresu występują w Pakistanie (rozwijająca się gospodarka).
Źródło:
Polish Journal of Management Studies; 2019, 19, 1; 170-189
2081-7452
Pojawia się w:
Polish Journal of Management Studies
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
The Impact of Positive Skills Training and Positive Thinking on Organizational Commitment
Autorzy:
Shabani, Mohammad
Sohrab, Hasan pour
morovat, morovat
Khaledian, Khaledian
Powiązania:
https://bibliotekanauki.pl/articles/1190159.pdf
Data publikacji:
2016
Wydawca:
Przedsiębiorstwo Wydawnictw Naukowych Darwin / Scientific Publishing House DARWIN
Tematy:
Meyer and Allen organizational commitment questionnaire
organizational commitment
positive skills training
positive thinking
Opis:
The purpose of the present study is to investigate the impact of Positive Skills Training and group Positive Thinking on Organizational Commitment. The population of the study consists of all the adjunct/affiliated/visiting professors of Payam Noor University of Ghorveh in the 2016-2017 academic years. In this research, the sample of the study consisted of 20 adjunct professors that were selected with available random sampling method. The sample of the experimental group included 10 professors that had participated in the positive thinking sessions voluntarily. And the sample of the control group was 10 people who had not participated in the positive thinking sessions (they were also selected by available random sampling method). The research method is semi-experimental with both experimental and control groups. The experimental group was exposed to 7sessions of positive psychotherapy; each session consisted of 60 minutes, while the control group received none of these therapies. Meyer and Allen questionnaire was used to collect data, and COVARIANCE analysis was used to analyze the data. The findings indicate that group positive thinking has a significant effect on enhancing organizational commitment.
Źródło:
World Scientific News; 2016, 42; 245-255
2392-2192
Pojawia się w:
World Scientific News
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Teachers’ Organizational Commitment and Organizational Citizenship Behavior. Is there any Relationship?
Autorzy:
Ahmadi, Soheila
Ahmadi, Farid
Powiązania:
https://bibliotekanauki.pl/articles/18104554.pdf
Data publikacji:
2013-09-30
Wydawca:
Wydawnictwo Adam Marszałek
Tematy:
organizational commitment
organizational citizenship behaviors
Urmia
Opis:
This study aimed to explore the level of teachers’ organizational commitment and organizational citizenship behavior and the relationship between them. The data was collected through a questionnaire returned from 322 teachers working in Urmia public high schools. The results of descriptive analysis indicated that the teachers had positive perceptions of organizational commitment and organizational citizenship behaviors. Moreover, they showed a moderate positive relationship between organizational commitment and organizational citizenship behavior, and affective commitment emerged as a significant predictor of organizational citizenship behaviors.
Źródło:
The New Educational Review; 2013, 33; 272-283
1732-6729
Pojawia się w:
The New Educational Review
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Internationalization Awareness and Commitment of Indonesian Higher Education
Autorzy:
Basri, Muhammad
Rosmaladewi, Rosmaladewi
Abduh, Amirullah
Powiązania:
https://bibliotekanauki.pl/articles/1971841.pdf
Data publikacji:
2018-03-31
Wydawca:
Wydawnictwo Adam Marszałek
Tematy:
internationalisation
awareness
commitment
higher education
Indonesia
Opis:
This paper aims to explore internationalization awareness and commitment of higher education in Indonesia. Since there are no publications on internationalization awareness and commitment for Indonesian higher education, this paper fills this gap. This qualitative case study involved 15 lecturers from an Indonesian university. This study used semi-structured interviews and data from the interviews were analyzed thematically. The research findings reveal that the internationalization of curriculum indicates awareness of internationalization by inviting experts and adapting curricula from developed countries. In addition, the commitment of internationalization was marked by the increasing quantity of international publications and collaboration with domestic and global agencies. The internationalization process faces both cultural and practical constraints. The finding suggests that there should be more elements of internationalization to indicate the preparation and the implementation of internationalization.
Źródło:
The New Educational Review; 2018, 51; 162-172
1732-6729
Pojawia się w:
The New Educational Review
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
The impact of firm-based organizational citizenship behavior on continuance and normative commitment among pharmaceutical executives: An SEM approach
Autorzy:
Oamen, Theophilus Ehidiamen
Powiązania:
https://bibliotekanauki.pl/articles/2189661.pdf
Data publikacji:
2023
Wydawca:
Uniwersytet Ekonomiczny w Katowicach
Tematy:
organizational citizenship behavior
normative commitment
pharmaceutical industry
structural equation modeling
social exchange theory.
continuance commitment
Opis:
Aim/purpose – The study was based on social exchange theory and addressed the effects of firm-based organizational citizenship behavior (OCB) on normative and continuance organizational commitment (OC). Multigroup behavioral differences among pharmaceutical executives were also evaluated. Design/methodology/approach – This study employed an empirical, explanatory cross-sectional study with online questionnaires administered to four hundred and one randomly selected pharmaceutical executives in Nigeria. The covariance-based structural equation modeling technique was used for testing hypotheses. Firm-based OCB domains –conscientiousness, sportsmanship, and civic virtue were regressed on OC domains of continuance, and normative. The hypothesized effects of firm-based OCB on the domains of OC were examined using Analysis of Moment Structures (AMOS). Findings – The structural model had acceptable fit measures. Conscientiousness and sportsmanship behaviors were negatively related to normative OC while civic virtue had a positive significant relationship with normative OC. Multigroup comparisons based on gender, profession, and type of organization revealed significant effects on the relations between civic virtue and normative OC. Employees highly vested with enhancing and representing their company’s image, tend to be more obligated to continue and remain with the organization. The more self-directed, and less-complaining employees are, the lower the tendency to remain with the organization. The nuances of group differences among employees had an impact on examined relationships. Research implications/limitations – Human resource managers should adequately stimulate and motivate employees to be ambassadors of the organization. This is achievable by instilling a sense of ownership and loyalty in employees. Further implications are discussed. Originality/value/contribution – The study disentangled the relations between OCB and OC in the context of pharmaceutical executives in a developing country. The study highlighted the essence of group-specific differences in behavioral evaluation among pharmaceutical executives.
Źródło:
Journal of Economics and Management; 2023, 45; 47-67
1732-1948
Pojawia się w:
Journal of Economics and Management
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Employee empowerment and continuence commitment in the Nigerian manufacturing industry
Autorzy:
Okolie, Ugo Chuks
Ochei, James Ogwugwua
Powiązania:
https://bibliotekanauki.pl/articles/1375707.pdf
Data publikacji:
2020
Wydawca:
Międzynarodowy Instytut Innowacji Nauka – Edukacja – Rozwój w Warszawie
Tematy:
Empowerment
continuance
commitment
motivation
manufacturing industry
Opis:
Employee empowerment and continuance commitment are two concepts that are of significance to all modern corporate entities. A robust appreciation and application of employee empowerment will contribute in measurable respects to the growth and sustainability of various organizations and continuance commitment of their employees. This study is an assessment of the relationship and the effect of employee empowerment on continuance commitment in the Nigerian manufacturing industry. A cross-sectional survey design method was adopted and data was collected via a survey of three hundred and three (303) respondents randomly selected from a population of 1243 employees of 25 manufacturing companies in Delta State, Nigeria. Data collect-ed were analyzed using Spearman’s Rank Correlation and linear regression analysis with the aid of Statistical Package for Social Science (SPSS) version 23. The results of the study showed that there is significant relationship between employee empowerment and continuance commitment. As predicted, the study also revealed that employee empowerment exerts a positive and statistically significant effect on continuance commitment in manufacturing companies in Delta State, Nigeria. Based on these findings, we conclude that employee empowerment has significant influence on continuance commitment. The study therefore recommends among others that management of manufacturing companies in Nigeria should grant their employees power to initiate change, thereby encouraging them to take charge of their work tasks.
Upodmiotowienie pracownika oraz potrzeba kontynuowania pracy dla organizacji są to dwie koncepcje, które mają duże znaczenie dla wszystkich współczesnych podmiotów korporacyjnych. Istotne uznanie i zastosowanie upodmiotowienia pracownika znacząco wpływa na wzrost i równowagę różnych organizacji oraz potrzebę kontynuowania pracy dla organizacji zatrudnionych tam pracowników. To badanie stanowi ocenę zależności i wpływu upodmiotowienia pracownika na potrzebę kontynuowania pracy dla organizacji w nigeryjskim przemyśle wytwór-czym. Została wykorzystana metoda przekrojowego badania ankietowego. Dane zostały zebrane w badaniu sondażowym trzystu trzech respondentów dobranych losowo z populacji 1243 pracowników zatrudnionych w 25 zakładach produkcyjnych w Stanie Delta w Nigerii. Zebrane dane zostały przeanalizowane z wykorzystaniem korelacji Spearmana oraz regresji liniowej za pomocą SPSS 23 version. Wyniki badań wskazały istotną zależność między upodmiotowienie pracownika i potrzebą kontynuowania pracy dla organizacji. Jak przewidywano badanie ujawniło również, że upodmiotowienie pracownika wywołuje pozytywny i znaczący statystycznie wpływ na potrzebę kontynuowania pracy dla organizacji w zakładach produkcyjnych w Stanie Delta w Nigerii. W oparciu o te wyniki można podsumować, że upodmiotowienie pracownika ma znaczący wpływ na potrzebę kontynuowania pracy dla organizacji. Zatem zalecenia to między innymi zapewnienie przez menedżerów zakładów produkcyjnych w Nigerii możliwości wykorzystania prawa do wprowadzania zmian, a tym samym umożliwienie pracownikom wzięcia odpowiedzialności za swoje zadania pracownicze.
Źródło:
International Journal of New Economics and Social Sciences; 2020, 11(1); 209-222
2450-2146
2451-1064
Pojawia się w:
International Journal of New Economics and Social Sciences
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
Commitment in the German Banking and Consulting Industry: Influence of Different Leadership Styles on Employee Commitment
Autorzy:
Zerner, Vinzent
Marten, Eckhard
Brandt, Jens
Powiązania:
https://bibliotekanauki.pl/articles/1934129.pdf
Data publikacji:
2021
Wydawca:
Akademia Leona Koźmińskiego w Warszawie
Tematy:
leadership
commitment
demographic change
banking
consulting
Opis:
Purpose: The success of a firm often largely depends on its employees. Therefore, we propose and test the possibility of influencing affective and normative commitment by transactional, transformational, and passive leadership styles. Implications: Demographic change is progressing slowly but steadily; here lies the crucial point. Our results show that only transformational leadership influences the commitment dimensions positively. That can help make the best use of scarce human resources to remain competitive in the long term. Originality/Value: The article provides new information concerning the relationship between transformational and transactional leadership style and their influence on commitment within the banking and consulting sector of the German service industry. It highlights the need for further research into this topic across industries and demographics. For cross-cultural (USA-Germany) comparisons, the article might help to understand differences and trends within globalization. Methodology: To address this question, we conducted interviews with 197 employees of the financial service sector in Germany to confirm the relationship between leadership styles and employee commitment. In order to verify and extend previous research, we planned an explanatory study. We used the multiple regression analysis to examine this relationship. Findings: The results provide new evidence for German participants, which show (1) that transformational leadership is the “optimum” to facilitate commitment and is completely decoupled from the other leadership styles. (2) Preliminary studies revealed a preference toward transactional leadership, which correlated positively with affective and normative commitment. The present study cannot confirm this correlation. (3) Passive leadership correlates negatively with commitment, which indicates that the avoidance of passive leadership is essential. In sum, the correlation for different leadership styles (except transactional leadership style) is higher than in the preliminary studies. This indicates that the relationship between leadership styles and affective and normative commitment is exceeding the assumptions.
Źródło:
Central European Management Journal; 2021, 29(4); 196-214
2658-0845
2658-2430
Pojawia się w:
Central European Management Journal
Dostawca treści:
Biblioteka Nauki
Artykuł
Tytuł:
The mediating role of organizational commitment in the relationship between internal marketing and job performance: Application in Turkiye
Autorzy:
Paksoy, H. Mustafa
Durmaz, Yakup
Özbezek, Dilek
Çopuroğlu, Filiz
Powiązania:
https://bibliotekanauki.pl/articles/31339788.pdf
Data publikacji:
2024
Wydawca:
Uniwersytet Ekonomiczny w Katowicach
Tematy:
internal marketing
organizational commitment
job performance
Opis:
Aim/purpose – The study aims to investigate the role of organizational commitment as a mediator between internal marketing and job performance. Design/methodology/approach – For this purpose, data were collected from 239 personnel working in the textile sector in Turkiye’s Organized Industrial Zone. The data obtained from the participants through the survey method were examined by explanatory factor analysis, descriptive statistics, correlation, and bootstrap regression analyses. Findings – The findings of the research clearly show that internal marketing practices have a significant impact on job performance. Internal marketing variable explained 52.24% of the change in organizational commitment. However, it has been revealed that organizational commitment has a partial mediating role in the relationship between internal marketing practices and job performance. Research implications/limitations – This study has limitations in taking samples from Turkiye, focusing on the textile industry, and using the convenience sampling method. Originality/value/contribution – These results strongly support the argument that internal marketing practices further increase job performance through organizational commitment.
Źródło:
Journal of Economics and Management; 2024, 46; 111-142
1732-1948
Pojawia się w:
Journal of Economics and Management
Dostawca treści:
Biblioteka Nauki
Artykuł
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