MOTİVASYON ARAÇLARININ ÖRGÜTSEL BAĞLILIK ÜZERİNDEKİ ETKİSİ: KAMU KURUMLARINDAKİ X VE Y KUŞAĞI KARŞILAŞTIRMASI

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
Gökhan Kerse
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Affective Commitment ◽  
Survey Method ◽  
Public Sector Employees ◽  
Context Data ◽  
Gathering Data

The main purpose of this study is to explore the effects of the motivational tools (intrinsic and extrinsic) on the organizational commitment (normative, continuance and affective commitment). In the study were also compared caring levels to motivation tools of X generation and Y generation and levels to their organizational commitment. In this context, data were collected through survey method from171 public sector employees. Gathering data were analysed by using SPSS. The main finding showed that there is effects the motivational tools on organizational commitment.

Organizational commitment among Dutch public sector employees

2006 ◽  
Vol 72 (2) ◽  
pp. 187-201 ◽  
Author(s):  
Bram Steijn ◽  
Peter Leisink
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Public Service ◽  
Affective Commitment ◽  
Personal Characteristics ◽  
Minor Importance ◽  
Normative Commitment ◽  
The Past ◽  
Hrm Practices ◽  
Public Sector Employees

Organizational commitment has become a much researched subject over the past three decades. This article focuses on the relatively understudied public sector. On the basis of a large public-sector-wide survey, organizational commitment and its antecedents are assessed, including the contribution made by HRM practices. The findings are, to a large extent, in agreement with earlier studies in that they indicate the relatively major importance of job and organizational characteristics and the relatively minor importance of personal characteristics for affective commitment. Further, there is evidence of an effect of employees’ perception of HRM practices on organizational commitment, which is relevant for orienting management action. However, the findings with respect to normative commitment differ from previous studies. It is suggested that further research should be done that includes both organizational commitment and public service motivation as the latter could have an effect on normative commitment of public sector employees.

Examining how respectful engagement affects task performance and affective organizational commitment

2019 ◽  
Vol 48 (3) ◽  
pp. 644-658 ◽  
Author(s):  
Ameer A. Basit
Keyword(s):  
Organizational Commitment ◽  
Task Performance ◽  
Affective Commitment ◽  
Organizational Context ◽  
Equation Modeling ◽  
Survey Method ◽  
Job Engagement ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Positive Effects

Purpose The purpose of this paper is to advance research on the newly developed construct of respectful engagement (RE) (Carmeli et al., 2015), which focuses on positive interrelating behaviors characterized by respect in the organizational context. Further, this study aims to examine whether RE was associated with task performance and affective organizational commitment, and whether employee job engagement mediated these relationships. Design/methodology/approach Using the self-reported measures and online survey method, data were collected from 185 employees working in one of the world’s largest hosiery firms located in the eastern part of Punjab, Pakistan. Structural equation modeling and multiple regressions were used to test the proposed conceptual model. Findings RE had significant positive effects on task performance and affective commitment. The effect of RE on affective commitment was stronger than it was on task performance. Moreover, job engagement significantly mediated the effects of RE on task performance and affective commitment. Research limitations/implications This study provides empirical evidence that RE enhances job engagement of employees by improving their levels of effort, enthusiasm and pride and concentration in work roles. Consequently, the enhanced level of job engagement leads employees to demonstrate better task performance and increased affective commitment with the organization. Practical implications Managers can institutionalize RE by applying strategies suggested by (Dutton, 2003) that focus on conveying presence, being genuine, communicating affirmation, effective listening and supportive communication. Training programs around these strategies can help managers to achieve this goal. Furthermore, in their day-to-day performance discussions, managers should follow the above strategies that could open further avenues for RE at the workplace. Managers can also allocate some weight to employees’ RE as part of their performance appraisals. The use of rewards would encourage employees to adopt RE as a norm desired by the organization. Originality/value This study extends research on the new developed construct of RE by focusing on task performance and affective commitment as its key outcomes. Furthermore, this study is the first to introduce job engagement as mediator in the relationship of RE with task performance and affective commitment. Another important aspect of this study is that its model has been tested on the data collected from Pakistan, which is an underrepresented geographical region in the management literature.

scholarly journals Impact Of Culture On The Organizational Commitment Of Public-Sector Employees In Haiti

2012 ◽  
Vol 11 (3) ◽  
pp. 331
Author(s):  
Renaud Lauture ◽  
Yao Amewokunu ◽  
Sherrie Lewis ◽  
Assion Lawson-Body
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Employee Development ◽  
Public Sector Employees ◽  
Self Worth ◽  
Cultural Traits

This study serves as an examination of organizational commitment among public-sector employees in Haiti. Factors include employee development, training, self-worth, recognition and cultural traits. Organizational commitment theories and their potential effects on Haitian culture are also emphasized.

scholarly journals Psychological Empowerment: Antecedents From Goal Orientation and Consequences in Public Sector Employees

2018 ◽  
Vol 40 (2) ◽  
pp. 297-326 ◽  
Author(s):  
Beatriz García-Juan ◽  
Ana B. Escrig-Tena ◽  
Vicente Roca-Puig
Keyword(s):  
Public Sector ◽  
Goal Orientation ◽  
Affective Commitment ◽  
Psychological Empowerment ◽  
Well Being ◽  
Performance Goal ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Public Sector Employees ◽  
Performance Goal Orientation

Recent research has encouraged the study of psychological empowerment in public organizations owing to its benefits for optimum service delivery and performance improvement in the public context. This study analyzes how learning goal orientation, prove-performance goal orientation, and avoid-performance goal orientation are related to psychological empowerment and how such empowerment influences well-being outcomes within the context of public employees. Analyses of data from 553 public-sector employees showed that only learning goal orientation strongly and positively influences psychological empowerment. Furthermore, the results support the positive and significant relationship between psychological empowerment and both job satisfaction and affective commitment and the negative link with job anxiety levels. Theoretical and practical implications, as well as future directions for the psychological empowerment issue, are discussed.

scholarly journals The Effect of Self-Efficacy on Employee’s Organizational Commitment in a Private Chemical Industry

2019 ◽  
Vol 8 (3S2) ◽  
pp. 892-895
Keyword(s):  
Organizational Commitment ◽  
Chemical Industry ◽  
Self Efficacy ◽  
Affective Commitment ◽  
Simple Random Sampling ◽  
Hazardous Substances ◽  
Survey Method ◽  
Cross Sectional ◽  
Chemical Company ◽  
High Level

The chemical industries in Malaysia is one of the biggest industry and being one of the sources of income for Malaysians contributing to the nations’ wealth for continuous development. To work in such industries requires high self-efficacy and an endless commitment by employees as chemical industries always deal with highly risk and hazardous substances. The aim of this study is to investigate the effect of self-efficacy on employees affective, continuance and normative commitment at a private chemical industry in Malaysia. This research employ survey method and a cross-sectional research design. A total of 80 respondents were recruited using simple random sampling method from a private chemical company in Johor. The data was collected using the general Self-efficacy Questionnaire and Organizational Commitment Questionnaire. The results shows that self-efficacy is at the high level while moderate level was recorded for all three affective, continuance and normative commitments among employees in the chemical company. Data analysis using simple linear regressions showed that self-efficacy predicted affective commitment, while self-efficacy did not significantly predicted continuance and normative commitments.

Motivational bases of commitment to organizational change in the Chinese public sector

2019 ◽  
Vol 47 (1) ◽  
pp. 1-8 ◽  
Author(s):  
Bangcheng Liu ◽  
Zonghe Zhang
Keyword(s):  
Organizational Change ◽  
Public Sector ◽  
Affective Commitment ◽  
Eastern China ◽  
Planned Change ◽  
Commitment To Change ◽  
Psychological Reactions ◽  
The Public ◽  
Public Sector Employees ◽  
Chinese Public

Does public sector employees’ public service motivation (PSM) affect their psychological reactions to organizational change? We examined the effects of PSM on public sector employees’ commitment to a specific organizational change. Participants were 231 public sector employees from a city in eastern China, who completed surveys assessing commitment to change and PSM. The results showed that there was a significant relationship between PSM and employees’ commitment to organizational change. That is, individuals with high (vs. low) PSM were more likely to have high levels of continuance and normative commitment, whereas PSM was not significantly correlated with affective commitment to organizational change. Practical implications are discussed of a successful planned change in the public sector, including staffing, communication, and discipline during the change process.

scholarly journals The impact of burnout on organizational commitment: A study of public sector employees in Turkey

2019 ◽  
Vol 4 (2) ◽  
pp. 106-118
Author(s):  
Mehmet Sarisik ◽  
Erhan Bogan ◽  
Burhanettin Zengin ◽  
Bekir Dedeoglu
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Public Sector Employees ◽  
The Impact

scholarly journals The Effects of Job Autonomy, Organizational Learning, and Work Environment on Organizational Commitment of Public Sector Employees in the Ashanti Region of Ghana

2021 ◽  
Vol 9 (1) ◽  
pp. 2099-2110
Author(s):  
Isaac Ahakwa ◽  
Jingzhao Yang ◽  
Evelyn Agba Tackie ◽  
Leslie Afotey Odai ◽  
Samuel Dartey
Keyword(s):  
Organizational Commitment ◽  
Organizational Learning ◽  
Public Sector ◽  
Work Environment ◽  
Structural Equation ◽  
Group Behavior ◽  
Equation Modeling ◽  
Job Autonomy ◽  
Ashanti Region ◽  
Public Sector Employees

Many employers and researchers across the globe have, over the years, adopted different approaches that can ensure employees' commitment to an organization. In this study, we seek to find a linkage between Job Autonomy, Organizational Learning, and Work Environment towards Organizational Commitment of public sector employees in Ghana. Data were obtained from three hundred and thirty (330) employees of five (5) Metropolitan, Municipal and Districts Assemblies (MMDAs) in the Ashanti Region of Ghana through the use of simple random probability sampling. However, three hundred and fifteen (315) accurate responses were used in the analysis due to incomplete and missing figures. Data were analyzed using partial least squared based on Structural Equation Modeling (SEM). The findings revealed that organizational learning has the greatest outcome on organizational commitment and was statistically significant at p< 0.05. This finding provides useful suggestions for institutions, employers, and policymakers to promote organizational learning among employees through in-service trainings, knowledge distribution, and group behavior. The result can serve as a practical tool to boost organizational commitment towards achieving organizational goals.

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