organizational commitment


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organizational commitment

the extent to which an employee is committed to an ORGANIZATION. It has both attitudinal components (i.e. the degree to which individuals identify with the goals of the firm) and behavioural aspects (i.e. the likelihood of an employee leaving the firm), and as such has been criticized for being a muddled concept. There are a number of standard scales for measuring commitment, and they are commonly applied using SURVEY methods.
References in periodicals archive ?
Due to its impact on employees' level of absenteeism, rate of turnover, intention to leave and many other unwanted occupational behavior, organizational commitment has gained a currency in management academic literature since 1970 (Chang, 1999 and Rajendran & Raduan, 2005).
The studies that look at the performance of public organizations have considered a number of factors, which include organizational culture and organizational commitment.
Drawing from social exchange theory, we proposed and tested a model in which job insecurity affects turnover intention through the mediator of organizational commitment, in the Korean context.
The results showed that job satisfaction of employees have significant positive effect on organizational commitment of employees.
Organizational commitment has been demarcated and measured in several methods.
Negative work behaviors may create potential issues like tardiness, high rate of absenteeism, social loafing, high turnover rate, decreases in job satisfaction and organizational commitment (Cullen et al.
The questionnaire included validated scales of Islamic HRM, employee engagement, job satisfaction, turnover intentions and organizational commitment.
Organizational Citizenship Behavior Scale (Lee and Allen, 2002), Organizational Commitment Scale (Allen and Meyer, 1990), Organizational Politics Scale (Kacmar and Carlson, 1997), and Job Involvement Scale (Kanungo, 1982) were used for assessment.
This research study was conducted to investigate the impact of internal marketing on organizational commitment of employees.
The purpose of this study was to explore healthcare providers' perceptions of the ethical climate within their internal work environment, its associations with their perceptions of the hospital's external corporate social responsibility, and their final decisions on whether or not they would like to make an organizational commitment toward the hospital.
The study is part of a series of studies conducted to determine the influences of work-life balance practices on job satisfaction and organizational commitment at the University of Peshawar.
Organizational commitment is the power of individual's identification with and participation in the organization.

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