scholarly journals Factors Influencing Organizational Commitment Among Male Nurses in Korea

2021 ◽  
Vol 11 (2) ◽  
pp. 71-77
Author(s):  
Kwang-Min Choi ◽  
Mi-Kyeong Jeon
Keyword(s):  
Organizational Commitment ◽  
Male Nurses ◽  
Factors Influencing

scholarly journals Factors influencing recruitment and retention of male nurses in Macau and mainland China: a collaborative, qualitative study

BMC Nursing ◽  
2020 ◽  
Vol 19 (1) ◽  
Author(s):  
Aimei Mao ◽  
Jialin Wang ◽  
Yuan Zhang ◽  
Pak Leng Cheong ◽  
Iat Kio Van ◽  
...  
Keyword(s):  
Professional Development ◽  
Chinese Culture ◽  
Mainland China ◽  
College Major ◽  
Male Nurses ◽  
Economic Policies ◽  
Structured Interviews ◽  
Recruitment And Retention ◽  
Factors Influencing ◽  
Health Institutions

Abstract Background Macau and the Mainland China have different political and socio-economic policies but are both influenced by Chinese culture. By comparing the professional development experiences of male nurses from Macau and the Mainland, this study aims to explore factors influencing the recruitment and retention of male nurses. Methods A collaborative, qualitative approach was adopted in which researchers from Macau and the Mainland were jointly involved in carrying out interviews and analyzing data. A total of 24 clinical male nurses were invited, with 12 each from Macau the Mainland. Recruitment was based on purposive sampling from various health institutions in the two regions. Semi-structured interviews were conducted in 2017–2018 with similar interview guidelines for both Macau and the Mainland sites. Thematic analysis was used for data analysis, and Nvivo11 Plus software was used to facilitate the analysis. Results Key facilitators/barriers to recruitment and retention of male nurses were clustered under the two research questions: 1) What are the factors influencing the recruitment of male nurses? 2) What are the factors influencing the retention of male nurses? Males in Macau and the Mainland experienced pressure while entering nursing because of the stereotype that nursing is a feminine occupation. However, males in Macau chose nursing as a college major under their own volition while males in the Mainland were mostly forced into nursing. The males in Macau hardly thought of leaving nursing while their Mainland counterparts constantly felt uncertain about their professional future. The males on both sides hoped to thrive in career development. While the Macanese tended to pursue advanced programs in specialty nursing for better health care in the frontline, the Mainlanders wanted to get promoted to leave the frontline. Conclusion Male nurses in Macau and Mainland share some common experiences in professional development but have different views and values regarding nursing.

scholarly journals Toward a “Dashboard” Indicator of Retention in U.S. Navy Personnel

2020 ◽  
Author(s):  
Marcus K Taylor ◽  
Lisa M Hernández ◽  
A Monique Clinton-Sherrod
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Regression Models ◽  
Affective Organizational Commitment ◽  
Career Intentions ◽  
Men And Women ◽  
Factors Influencing ◽  
Leadership Satisfaction ◽  
Navy Personnel ◽  
Unit Cohesion

ABSTRACT Introduction Retention is a top priority for the U.S. Navy. However, our understanding of factors influencing retention of Navy personnel is limited. Current research implies that poor mental health, low appraisals of unit cohesion, low leadership satisfaction, and low social support may adversely affect retention. There is a need to understand how these and other factors influence retention in U.S. Navy personnel. We evaluated a broad range of factors influencing job satisfaction and career intentions (proxies of retention) in a large sample of Navy service members. Materials and Methods Seven hundred and ninety-eight U.S. Navy men and women participated in this study as part of the Naval Unit Behavioral Health Needs Survey (NHRC.2014.0006). Independent variables included personal and unit morale, unit cohesion, affective organizational commitment, social support, behavioral health, sleep, leadership satisfaction, and perceived stress. Dependent variables include job satisfaction and career intentions. Separate multivariate regression models examined the unique and combined associations of independent and demographic variables with each dependent variable, respectively. Results Regression models accounted for 48% of variance in job satisfaction and 55% of variance in career intentions, respectively. The most robust predictors of job satisfaction were affective organizational commitment (i.e., one’s emotional attachment to, identification with, and involvement in an organization), depressive symptoms, unit cohesion, and perceived stress; primary predictors of career intentions included affective organizational commitment, years of military service, marital status, and race/ethnicity. Conclusion In this study, we identified diverse predictors of job satisfaction and career intentions of Navy men and women, with overall models accounting for substantial variance in both outcomes. This study informs evidence-based policies, programs, practices, and processes designed to influence job satisfaction, career intentions, and retention in U.S. Navy service members. These study findings also inform the development of a dashboard indicator of retention of U.S. Navy men and women.

scholarly journals Komitmen Organisasi pada Dosen Generasi Milenial

2018 ◽  
Vol 3 (2) ◽  
pp. 153
Author(s):  
Reza Lidia Sari
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Sampling Technique ◽  
Professional Commitment ◽  
Satisfaction Survey ◽  
Analysis Method ◽  
Job Satisfaction Survey ◽  
Factors Influencing ◽  
Research Findings

<p>In Human Resource Management, workers from the millennial generation, including those working as lecturers in Indonesia, are often studied with regard to their low level of organizational commitment. Millennial lecturers are often faced with various challenges that can trigger them to decide to quit their jobs and leave the college. This research aimed to discover the factors influencing millennial lecturers’ organizational commitment. The instruments used were the Organizational Commit­ment Scale, Job Satisfaction Survey, and Professional Commitment Scale. The respondents were 123 lecturers from 10 universities in Padang, Jakarta, and Bali, who were selected using purposive sampling technique. The analysis method used was a multiple regression analysis. The research findings showed that job satisfaction and professional commitment, to be exact, their satisfaction with supervisors, professional commitment continuance and normative professional commitment had a significant impact on these lecturers’ organizational commitment. The result of this study delivers important implications to universities in managing their millennial lecturers so that they can improve their organizational commitment.</p><p> </p><p> </p>

Factors Influencing Organizational Commitment by Physicians.

1985 ◽  
Vol 1985 (1) ◽  
pp. 72-76 ◽  
Author(s):  
Alice Atkins Mercer ◽  
Kevin Bilson
Keyword(s):  
Organizational Commitment ◽  
Factors Influencing

scholarly journals Factors Influencing Organizational Commitment of Employees in the Plantation Sector in Sri Lanka

2021 ◽  
Vol 5 (1) ◽  
pp. 25
Author(s):  
A.N.M. Fernando ◽  
A.G.K. Wijesinghe ◽  
N.R. Abeynayake
Keyword(s):  
Organizational Commitment ◽  
Sri Lanka ◽  
Factors Influencing

scholarly journals Peningkatan Komitmen Organisasi untuk Menurunkan Angka Turnover Karyawan

2014 ◽  
Vol 8 (8) ◽  
pp. 339 ◽  
Author(s):  
Elita Halimsetiono
Keyword(s):  
Organizational Commitment ◽  
Employee Turnover ◽  
Turnover Rate ◽  
Psychological Aspects ◽  
Adverse Impact ◽  
Factors Influencing ◽  
Effectiveness And Efficiency

Komitmen organisasi dapat diartikan sebagai suatu sikap yang harus dimiliki oleh setiap pegawai untuk menunjukkan loyalitas terhadap organisasi tempat mereka bekerja. Pada dasarnya, komitmen organisasi berkaitan erat dengan aspek-aspek psikologis dalam menerima dan memercayai nilai-nilai dan tujuan organisasi yang muncul sebagai keinginan untuk tetap mempertahankan keanggotaan dalam organisasi. Permasalahan yang sering dikaitkan dengan rendahnya komitmen organisasi adalah pindah kerja (turnover). Masalah ini memiliki dampak yang merugikan organisasi karena dapat menghambat efektivitas dan efisiensi kerja yang selanjutnya akan menurunkan tingkat produktivitas organisasi. Oleh karena itu, untuk mencegah tingginya turnover karyawan, organisasi perlu meningkatkan komitmen organisasi karyawannya. Caranya adalah dengan mengetahui faktor-faktor apa saja yang memengaruhi komitmen organisasi dan bagaimana cara untuk meningkatkan komitmen organisasi tersebut. Artikel ini membahas faktor-faktor apa saja yang memengaruhi komitmen organisasi dan cara-cara yang dapat digunakan untuk meningkatkan komitmen organisasi sebagai upaya untuk menurunkan angka turnover karyawan.Organizational commitment can be interpreted as an attitude that should be owned by every employee to demonstrate loyalty to the organization where they work. Basically, organizational commitment is closely related to the psychological aspects in the acceptance and confidence to the values and objectives of the organization that are presented through the existence of a desire to maintain membership in the organization. Problems which are associated with low organizational commitment is turnover. This problem has an adverse impact on the organization because it can inhibit the effectiveness and efficiency of the work that would lower the level of productivity of the organization. Therefore, to prevent the high employee turnover, the organization should increase the organizational commitment of their employees. It can be done by identifying what factors influencing the organizational commitment of the employees and how to improve the employee’s organizational commitment. This article discusses factors influencing the organizational commitment and ways that can be used to enhance the organizational commitment as efforts to lower the employee turnover rate. 

scholarly journals Factors Influencing Teacher Professionalism Development on Secondary School

2019 ◽  
Author(s):  
Anisa Lutfiyana ◽  
Sugito Sugito
Keyword(s):  
Data Analysis ◽  
Organizational Commitment ◽  
School Culture ◽  
Secondary School ◽  
Research Finding ◽  
Teacher Professionalism ◽  
Validity And Reliability ◽  
Factors Influencing ◽  
Analysis Technique ◽  
Teacher Demand

Development is a permanent issue in school worldwide which teacher demand in enhance their competence, especially in professionalism competence. The main purpose of this article is to investigate whether three factors were influence teacher professionalism development, those are (1) leadership of principal, (2) organizational commitment, (3) school culture. This research is survey research. The population was 182 teachers of Muhammadiyah Secondary School of Yogyakarta. A sample of 162 teacherswasestablishedusingthesimplerandomsamplingtechnique.Thedatawere collected through questionnaire that had been tested for validity and reliability. The data analysis technique used double regression. The research finding shows that there was a positive and significant effect of: (1) leadership of principal on teacher professionalism development, as much 15,7%, (2) organizational commitment on teacher professionalism development, as much 15,7%, (3) school culture on teacher professionalism development, as much 21,1%.

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