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Journal articles on the topic 'Commitment'

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Published: 4 June 2021
Last updated: 12 October 2024

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1

Warren, Jared. "Ontological commitment and ontological commitments." Philosophical Studies 177, no. 10 (September 26, 2019): 2851–59. http://dx.doi.org/10.1007/s11098-019-01342-9.

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2

Bahtiar Nur Syahbana and Epsilandri Septyarini. "Peran Mediasi Kepuasan Kerja pada Pengaruh Keadilan Distributif dan Keadilan Prosedural terhadap Komitmen Afektif Studi Pada Kantor Dinas Koperasi dan Usaha Mikro Kabupaten Pacitan." Jurnal Manajemen 11, no. 2 (July 15, 2021): 112–29. http://dx.doi.org/10.30656/jm.v11i2.3017.

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This study aims to determine (1) the effect of distributive justice on job satisfaction and, (2) the effect of procedural justice on job satisfaction (3) the effect of job satisfaction on affective commitmnent (4) the effect of distributive justice on affective commitmnet (5) the effect of procedural justice on affective commitment. Research took sample by applying nonprobability sampling with saturated sample. The sample in this study were 40 employee of Dinas Koperasi dan Usaha Mikro Kabupaten Pacitan. The data collection method uses a questionnaire method that is distributed using the Purposive Sampling technique. In this research, data quality test, classical assumption test (normality test, multicollinearity test and heterokesdasticity test) are used, multiple linear regression analysis , sobel test, path analysis, and hypothesis testing. The research show that there is a positive significant relationship between distributive justice on job satisfaction, procedural justice on job satisfaction, procedural justice on affective commitment, job satisfaction on affective commitment, job satisfaction have a positive and significant effect on mediating between distributive justice and procedural justice on affective commitment. In the other result, this research found that there is no positive and significant effect between distributive justice on affective commitment. Keywords : distributive justice, procedural justice, job satisfaction, affective commitment
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Engelen, Andreas, Verena Rieger, Marius Wehner, and Fabian Heidemann. "Is Organizational Commitment to IT Good for Employees? The Role of Industry Dynamism and Concentration." MIS Quarterly 46, no. 4 (December 1, 2022): 2387–404. http://dx.doi.org/10.25300/misq/2022/16588.

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While research on the consequences of organizational commitment to IT has focused on outcomes of interest to shareholders, such as profitability and firm value, recent research has also considered other stakeholders that might benefit from an increased organizational commitment to IT, especially customers. We extend this line of the literature by investigating the benefits of a firm’s organizational commitment to IT for firms’ employees, a stakeholder group that uses and depends heavily on IT in its daily work. This exploratory study links a firm’s organizational commitment to IT with the nonmonetary employee metrics of job satisfaction and work-life balance and embeds these associations in the industry’s dynamism and concentration. We test our research model with a multi-industry dataset of 523 firms from the S&P 500 (2008-2017 period). Our findings indicate that an organizational commitment to IT may facilitate job satisfaction and work-life balance but only when industry dynamism and industry concentration are low. Additional analyses show that IT commitment’s influence on these outcomes depends on the firm’s commitment to particular IT technologies; for instance, organizational commitments to cloud technology and remote technology are particularly positively associated with work-life balance.
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Gundlach, Gregory T., Ravi S. Achrol, and John T. Mentzer. "The Structure of Commitment in Exchange." Journal of Marketing 59, no. 1 (January 1995): 78–92. http://dx.doi.org/10.1177/002224299505900107.

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Commitment is an essential part of successful long-term relationships. Whereas commitments by both parties in an exchange can provide the foundation for development of relational social norms, disproportionate commitments can lead to opportunism by the less committed partner. The authors study the effect of the credibility and proportionality of commitment inputs in an exchange upon the development of relational social norms, opportunism, and long-term commitment intentions. They also investigate longitudinal effects of the credibility of long-term commitment intentions, relational social norms, and opportunism in one time period on commitment inputs and long-term commitment intentions in later periods. Data gathered from a behavioral simulation suggest that (1) the credibility of commitment inputs in exchange is positively related to the development of relational social norms, (2) and is positively related to long-term commitment intentions in the same time period, (3) relational social norms may be undermined by opportunistic conduct, and (4) the presence of relational social norms in one time period is positively related to commitment inputs and long-term commitment intentions in later periods.
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Puspita, Theresia Yunie. "PENGARUH PERSEPSI KARAKTERISTIK PEKERJAAN DAN DUKUNGAN ORGANISASI TERHADAP OCB DENGAN MEDIASI KOMITMEN PERTUMBUHAN DAN NORMATIF KARYAWAN." Jurnal Sosial dan Teknologi Terapan AMATA 1, no. 1 (February 23, 2022): 25–32. http://dx.doi.org/10.55334/epic.v1i1.195.

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This research aims to determine the effect of perceptions of job characteristics and organizational support for OCB by mediating growth commitment and normative commitment of employees in the Engineering Division at PT. Adya Graha Surabaya. This research uses a quantitative approach that focuses more on hypothesis testing, while the data analysis technique uses path analysis, which looks at the relationship between job characteristics and organizational support felt by employees towards OCB through mediating growth commitments and employee normative commitments. The research findings indicate that perceived job characteristics significantly influence employee growth commitments, and employee growth commitments have a significant relationship with OCB, and also indicate that perceived job characteristics significantly influence OCB by mediating employee growth commitments. The results also show that perceived organizational support significantly influences employees' normative commitment, and normative commitment significantly influences OCB.
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Sánchez-Cuenca, Ignacio. "Institutional commitments and democracy." European Journal of Sociology 39, no. 1 (May 1998): 78–109. http://dx.doi.org/10.1017/s0003975600007803.

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Democracy, even if it is a system of self-government, rests on institutional commitments. An institutional commitment is a manipulation through rules of one's set of alternatives. I analyze the nature of institutional commitments in general and the role they play in a democracy. After drawing a distinction between committing to a rule and being committed by what a role establishes, three conclusions emerge: a) that representation is a functional commitment, b) that constitutions are commitments to rules, and c) that judicial review is not a commitment, but makes credible the commitments embodied in representation and constitutions.
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7

Gibson, John, and David Meacheam. "The individual and organizational commitments needed for a successful diabetes care community of practice." Health Services Management Research 22, no. 3 (August 2009): 122–28. http://dx.doi.org/10.1258/hsmr.2008.008018.

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Through a qualitative case study of a regional diabetes care programme in New South Wales, Australia, this article examines the phenomenon of communities of practice (CoPs) within organizations, with a specific focus on identifying the commitments required from both individuals and organizations in order to produce a successful CoP. The CoP literature suggests that ‘commitment’ is essential, yet the exact nature of this ‘commitment’ has not been identified. This study aims to discover what these commitments are. From the research data, key individual and organizational commitments are identified. The individual commitments needed are (in rank order of significance): a personal commitment to the aim of the CoP; a commitment to knowledge-sharing with others; a commitment to knowledge-seeking from others; effective management of personal relationships with others in the CoP; and understanding of the roles of other members. At the organizational level, the commitments needed are a good fit between the purposes of the CoP and the aims of the organizations employing the CoP members, a commitment to research regarding the CoP's activities, sufficient funding of the work of CoP members, continuing practical and political support to the CoP and facilitation of innovation within the CoP. Recommendations are made relating to the practical significance of the findings of the study. The implications of the findings are assessed relative to other health-service CoPs.
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Cudd, Ann E. "COMMITMENT AS MOTIVATION: AMARTYA SEN’S THEORY OF AGENCY AND THE EXPLANATION OF BEHAVIOUR." Economics and Philosophy 30, no. 1 (March 2014): 35–56. http://dx.doi.org/10.1017/s0266267114000030.

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This paper presents Sen's theory of agency, focusing on the role of commitment in this theory as both problematic and potentially illuminating. His account of some commitments as goal-displacing gives rise to a dilemma given the standard philosophical theory of agency.Eithercommitment-motivated actions are externally motivated, in which case they are not expressions of agency,orsuch actions are internally motivated, in which case the commitment is not goal-displacing. I resolve this dilemma and accommodate his view of commitment as motivation by developing a broader descriptive theory of agency, which recognizes both agent goal-directed and goal-displacing commitments. I propose a type of goal-displacing commitment, which I call ‘tacit commitment’, that can be seen to fit between the horns. Tacit commitments regulate behaviour without being made conscious and explicit. This resolution suggests a means of bridging the normative/descriptive gap in social-scientific explanation.
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Nursalam, Nursalam, Nurul Hikmatul Qowi, Tri Johan Agus Yuswanto, and Ferry Efendi. "Nurse's foci of commitment model to decrease turnover intention." International Journal of Public Health Science (IJPHS) 11, no. 4 (December 1, 2022): 1357. http://dx.doi.org/10.11591/ijphs.v11i4.22000.

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The hospital is an organization in the service sector with nurses as the main resource. Increasing the commitment of the nurses was one of the ways to retain nurses. This cross-sectional study explained nurse’s foci of commitment model to decrease turnover intention. Variables in this study included nurse characteristics, job characteristics, work experience, organizational factors, nurse commitment, and turnover intention. The population was nurses who have worked in islamic hospital in Surabaya, Indonesia. The 119 nurses selected as sample based on simple random sampling. Data collected using questionnaires and analyzed using partial least squares (PLS). Nurse characteristics influenced nurse commitments (path coefficient=0.252; t=2.953) and turnover intention (path coefficient=-0.239; t=2.458). Job characteristics influenced nurse commitments (path coefficient=0.190; t=2.409) and turnover intention (path coefficient=-0.183; t=2.107). Work experience influenced nurse commitments (path coefficient=0.208; t=2.231) and turnover intention (path coefficient=-0.153; t=1.964). organizational factors influenced nurse commitments (path coefficient=0.218; t=2.170) and turnover intention (path coefficient=-0.174; t=2.330). Nurse commitment influenced turnover intention (path coefficient=-0.226; t=2.084). The nurse's commitment as moderate these factors in reducing turnover intention. The influence of job satisfaction, nurse commitment, and perceived organizational support to turnover intention needs further research.
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Becker, Thomas E., Mary C. Kernan, Kevin D. Clark, and Howard J. Klein. "Dual Commitments to Organizations and Professions: Different Motivational Pathways to Productivity." Journal of Management 44, no. 3 (September 3, 2015): 1202–25. http://dx.doi.org/10.1177/0149206315602532.

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Commitments to organizations and professions have important implications for behavior in the workplace, but little is known about how these dual commitments combine to affect organizational outcomes. We present a model proposing that commitment to professions influences productivity through a positive effect on intrinsic motivation and a negative effect on extrinsic motivation. Commitment to organizations, conversely, is hypothesized to have a negative effect on intrinsic motivation and a positive effect on extrinsic motivation. We tested the model with a sample of 237 tenured management professors and, overall, the model fit the data well and better than less parsimonious models or ones positing reverse causality. Commitment to the profession was positively related to intrinsic motivation to engage in research and, through this effect, resulted in more challenging research goals, increased commitment to those goals, more hours spent on research, and greater research productivity. Commitment to the organization (university) was positively related to extrinsic motivation and negatively related to intrinsic motivation and was unrelated to goal level, goal commitment, hours spent on research, and research productivity. Our model makes a unique theoretical contribution by revealing the differing paths by which commitments to organizations and professions affect work outcomes, and our results support and extend commitment theory and offer unique insights into posttenure productivity.
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Panjaitan, Maludin, and Selamat Siregar. "PENGARUH KARAKTERISTIK ORGANISASI, DUKUNGAN ORGANISASI DAN PERSON ORGANIZATION FIT TERHADAP KOMITMEN ORGANISASI." Jurnal Ilmu Manajemen METHONOMIX 6, no. 1 (March 1, 2023): 66–74. http://dx.doi.org/10.46880/mtx.vol6no1.pp66-74.

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Commitment is one of the most important qualities that an employee should not be able to sell anymore. Therefore, increasing the professionalism of human resources needs to be combined with commitment. The aim of the research is to know the impact of organizational characteristics, organization support and person organization fit on organization commitments PT. X. The sample number is 68 employees PT. X. The results of the survey obtained the characteristics of an organization having a significant influence on the commitment of the organization, the organization's support has a significant impact on the organisation's commitment, the person's organization fit has a substantial impact on organizational commitments, organizational characteristics, organization support and person organization fit together have a significant effect on organisational commitment and the magnitude of organizational features, the support of the organisation and person organisation fit on organization commitments by 89.2% with the remaining 10.8% described by other variables not discussed in this study.
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ABOUSEADA, Al-Amin Abdel-Hameed, Thowayeb H. HASSAN, Mahmoud I. SALEH, and Salaheldeen H. RADWAN. "THE POWER OF AIRPORT BRANDING IN SHAPING TOURIST DESTINATION IMAGE: PASSENGER COMMITMENT PERSPECTIVE." GeoJournal of Tourism and Geosites 47, no. 2 (June 30, 2023): 440–49. http://dx.doi.org/10.30892/gtg.47210-1042.

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To providing an empirical investigation into how affective, continuance, and normative commitment could build airport branding. A quantitative content analysis was conducted by analyzing 400 passengers' reviews of Cairo International Airport from the following platforms (Skytrax, Tripadvisor, traveller, and flight report). Affective and continuance commitment are likely to build a strong brand rather than normative commitment. Passengers’ negative experiences with airports make them feel less emotionally attached, resulting in lower levels of affective and continuance commitments. Terminal problems can decrease affective and continuance commitment among passengers. The study identified factors that affect all three types of commitments (affective, continuance, and normative) at international airports, providing significant theoretical contributions and managerial implications.
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Andhini, Mega Murti. "Pengaruh Gender Dan Faktor Risiko Individu Terhadap Perilaku Eskalasi Komitmen." Jurnal Ekonomika Dan Bisnis (JEBS) 2, no. 1 (July 30, 2022): 433–39. http://dx.doi.org/10.47233/jebs.v2i1.125.

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Escalation of commitment is the tendency of the decision maker to maintain his commitment to decisions they made in the past. Decision makers become irrational by maintaining their commitment to continue using their resources on a failed action. In financing an investment project, the escalation of commitments can harm the company and eliminate opportunities for the company to grow in the future. This study examines the effect of gender and risks on the escalation of commitment behavior. The research subjects used were 98 students of the Department of Management. This study used a 2x2 factorial experimental design between subjects. The results showed that based on gender, women tend to escalate commitments compared to men. The results of this study also concluded that individuals with risk seekers tend to increase their commitment to an incorrect decision.
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Hamid, Harlina. "The Effectiveness of Achievement Motivation Training to Increase Employee Organizational Commitment of PT. MX." Eduvest - Journal of Universal Studies 3, no. 5 (May 22, 2023): 974–82. http://dx.doi.org/10.59188/eduvest.v3i5.819.

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This research aims to know the effectiveness achievement motivation training to increase organizational commitments of PT. MX Makassar Employees. The subjects were employees of PT. MX Makassar. They were The Supervisory Assistant, Supervisor, and Manager Assistant. Total subjects were 40. The instrument that was used at this research was Organizational Commitment Scale. Research data have been analysed by using Independent Samples t-test technique. The result of Independent Samples T-test that compared the experiment group and the control group indicated t = 9,620 (p <0,01) that meant, entirely, there was a differences with the increase of organizational commitment between the experiment group and the control group, were the score average of organizational commitments experiment was higher (mean =25) than control group (mean =2). Moreover, the different test of independent sample t-test, indicated affective commitment showed t =9,80 (p<0,01) that meant there was a difference with the increase of affective commitment between experiment group and control group. Furthermore, the continuance commitment t = 5381 (p>0,05) and normative commitment, was known t =5,779 (p>0,05). That all meant, both of the continuance commitment and normative commitment didn’t have a significant increase after training done.
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Br Parangin-Angin, Lestari Sukmawati, Sri Wulan, and Asnani Asnani. "AINUN’S MARITAL COMMITMENT IN HABIBIE’S NOVEL HABIBIE & AINUN." JOURNAL OF LANGUAGE 4, no. 2 (November 29, 2022): 331–40. http://dx.doi.org/10.30743/jol.v4i2.6024.

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This study deals with the Ainun’s marital commitment in Habibie’s Novel Habibie Ainun. The novel is taken from the true story of the author. In this novel, Ainun teaches readers how to carry out their obligations as a good wife and be able to take care of children and home with patience and faithfulness. The marital commitment contained in this novel is Ainun’s way of becoming a wife. The analysis is based on the theory of Marital Commitment by Adams Jones. They explain there are three commitments. They are personal, mental and structural commitments. In completing the analysis, the study uses descriptive qualitative method. The result of this study is presented in the form of description. In the analysis, it is shown that Ainun proves her personal and mental commitments in the novel. She always prioritizes her family. She is also described as a faithful companion. She always accompanies her husband in every up and down moments. These descriptions are as her personal commitment in her marriage. Then, she is portrayed as a religious woman who always cares about the welfare of the nation. Thus, this leads us that Ainun shows her mental commitment. But, structural commitment cannot be shown in the novel. All in all, the novel may imply a moral lesson about how to build a solid commitment in a marriage.
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Kurniasari, Intan Cahya, Armanu Thoyib, and Rofiaty Rofiaty. "PERAN KOMITMEN ORGANISASIONAL DALAM MEMEDIASI PENGARUH KOMPETENSI, PELATIHAN DAN BUDAYA ORGANISASI TERHADAP KINERJA PERAWAT." MIX: JURNAL ILMIAH MANAJEMEN 8, no. 2 (July 12, 2018): 352. http://dx.doi.org/10.22441/mix.2018.v8i2.010.

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Abstract. Research aim to analyze influence of 1) Competencies on Organtizational Commitment. 2) Training on Organtizational Commitment. 3) Organization Culture on Organtizational Commitmen. 4) Competencies on Nurses’ Performance. 5) Training on Nurses’ Performance. 6) Organization Culture on Nurses’ Performance. 7) Organizational Commitment on Nurses’ Performance. 8) Role mediation of Organizational Commitmen within the influence of Competencies on Nurses’ Performance. 9) Role mediation of Organizational Commitmen within the influence of Training on Nurses’ Performance. 10) Role mediation of Organizational Commitmen within the influence of Organizational Culture on Nurses Performance. Sample has taken by survey methode by used saturated sampling which mean make all population member as a sample. Research sample were 143 nurses who work at Waluyo Jati Kraksaan Probolinggo Hospital with more than 1 year working time. The analyse tool is Partial Least Square (PLS). The research result competencies, training and organization culture influence organizational commitment directly but didnt have influence on nurses performance. Organizational commitmen have the role mediation fully (complete) by competencies, training with culture to nurses’performance in Waluyo Jati Kraksaan Hospital.
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Firestone, William A., and Sheila Rosenblum. "Building Commitment in Urban High Schools." Educational Evaluation and Policy Analysis 10, no. 4 (December 1988): 285–99. http://dx.doi.org/10.3102/01623737010004285.

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A conceptual framework for understanding student and teacher commitment is presented and illustrated with data from a field study of 10 urban high schools. Three points are made. First, alienation and commitment are multidimensional; teachers and students make a variety of commitments that affect the nature of their work. Second, teacher and student commitments are mutually reinforcing. If one is low, it will depress the other. Finally, five school factors are identified that can increase commitments: relevance, respect, support, expectations, and influence. Policy implications of changing these factors in schools are discussed.
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Nguddo, Erwin M., and Renebeth G. Donguiz. "ORGANIZATIONAL COMMITMENT OF JOB ORDER EMPLOYEES IN PHILHEALTH-CAR: INPUT TO STRATEGIC MANAGEMENT." Cognizance Journal of Multidisciplinary Studies 4, no. 7 (July 30, 2024): 31–42. http://dx.doi.org/10.47760/cognizance.2024.v04i07.004.

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Organizational commitment among Job Orders significantly influences workforce stability and performance in an institution like PhilHealth-CAR. This study investigates the levels of affective, continuance, and normative commitments among JOCs through a quantitative approach. The findings revealed the existence of moderate affective commitment, which is driven by a sense of belonging and a good culture at the workplace. Perceived costs drove the continuance commitment due to leaving, and normative commitment reflected ethical obligations and loyalty. These vary from improving the culture in an organization to having a stronger affective commitment to aligning leadership with the employees' values to enhance normative commitment.
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Bakar, Gülay Tamer, and Salim Akyürek. "The effect of private health institution managers’ ethical leadership approach on the organizational commitment and performance of the employees." LAPLAGE EM REVISTA 7, Extra-D (July 22, 2021): 537–55. http://dx.doi.org/10.24115/s2446-622020217extra-d1134p.537-555.

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This research, basically focusing on the health sector, tried to specify the effect of the managers’ ethical approach on employees’ organizational commitments, performances, and the role of organizational commitments in this effect. The sampling was composed of 362 healthcare professionals. In this cross-sectional field study, an independent variable model for the ethical leadership approaches and a dependent variable model for the employees’ performances and commitments to their organizations were practiced. Data were collected through Ethical leadership, Organizational Commitment, and Individual Performance Scales. The data collected were analyzed through SPSS and AMOS package programs. The results of the analyses showed positive significant relationship between ethical leadership approaches and organizational commitment and employee’s performances. It was also observed that ethical leadership approaches had a positive and meaningful effect on affective, continuous and normative commitment, the sub-dimensions of organizational commitment, as well as the employees’ performances.
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Singh, Ajay, and Bindu Gupta. "Job involvement, organizational commitment, professional commitment, and team commitment." Benchmarking: An International Journal 22, no. 6 (August 3, 2015): 1192–211. http://dx.doi.org/10.1108/bij-01-2014-0007.

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Purpose – The purpose of this paper is to examine the relationship among job involvement, organizational commitment, team commitment and professional commitment and to explore generational differences for these variables. Design/methodology/approach – It used structured questionnaire survey approach for which data were collected from 477 full-time employees of 13 organizations from diverse sectors in India. Respondents were categorized into four generational cohorts following the classification reported in Robbins et al. (2011). Findings – The findings of the study indicated that professional commitment is negatively related with job involvement, affective organizational commitment, normative organizational commitment, and team commitment. Job involvement, affective and normative organizational commitment, and team commitment were positively correlated. Differences were observed among Generation Y, Generation X, Liberals, and Socialist for job involvement, affective organizational commitment, normative organizational commitment, professional commitment, and team commitment. Generation Y, for example, was found high in professional commitment, while Socialist were found higher on affective organizational commitment compared to other generations. Practical implications – Findings suggests that there is a decrease in job involvement, affective organizational commitment, normative organizational commitment, and increase in professional commitment in young generations. Organizations need to take consideration this while designing the HR policies for employees’ engagement. Originality/value – The contribution of the study lies in examining the employees’ attitude to different dimensions of work life and differences among Indian generations.
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Zhang, Qi, Edmund Durfee, and Satinder Singh. "Modeling Probabilistic Commitments for Maintenance Is Inherently Harder than for Achievement." Proceedings of the AAAI Conference on Artificial Intelligence 34, no. 06 (April 3, 2020): 10326–33. http://dx.doi.org/10.1609/aaai.v34i06.6596.

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Most research on probabilistic commitments focuses on commitments to achieve enabling preconditions for other agents. Our work reveals that probabilistic commitments to instead maintain preconditions for others are surprisingly harder to use well than their achievement counterparts, despite strong semantic similarities. We isolate the key difference as being not in how the commitment provider is constrained, but rather in how the commitment recipient can locally use the commitment specification to approximately model the provider's effects on the preconditions of interest. Our theoretic analyses show that we can more tightly bound the potential suboptimality due to approximate modeling for achievement than for maintenance commitments. We empirically evaluate alternative approximate modeling strategies, confirming that probabilistic maintenance commitments are qualitatively more challenging for the recipient to model well, and indicating the need for more detailed specifications that can sacrifice some of the agents' autonomy.
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Hidayati, Elly Wahyu, Achmad Sani Supriyanto, and Vivin Maharani Ekowati. "Work Commitment as A Mediator of Work Environment Effect on Employee Performance." Management and Economic Journal (MEC-J) 5, no. 1 (April 26, 2021): 59–66. http://dx.doi.org/10.18860/mec-j.v5i1.11421.

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This study aims to examine the effect of work environment on work commitments, work commitment on employee performance, and work commitment as a mediator of work environment influence on employee performance. The samples are 43 KPPN employees in Malang. Data are collected directly from the respondents through questionnaires and analyzed with path analysis using SPSS software. The result shows that work environment has a positive and significant influence on work commitment, and work commitment also has a positive and significant effect on employee performance. Therefore, work commitment proves to be a mediating variable.
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Lawet, Pilipus Wai, and Yuliana Setyaningsih. "Konsistensi Struktur Argument by Commitment dalam Editorial Harian Bisnis Indonesia: Perspektif Douglas Walton." Diglosia: Jurnal Kajian Bahasa, Sastra, dan Pengajarannya 3, no. 3 (October 3, 2020): 305–16. http://dx.doi.org/10.30872/diglosia.v3i3.103.

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Consistency is very essential in writing editorial rubrics because it shows commitments of the author and his institution. Author and media institution who have high commitments in writing editorial argumentation can increase the level of readers' confidence toward the content of editorials. This research is intended to optimize the consistency of the construction of argument by commitment in Bisnis Indonesia editorials. Data collection methods used were documentation and interview methods. The research data were in the form of editorial texts containing arguments. The data analysis method used was the qualitative data analysis. Besides, the content analysis method was also applied. The research result showed that there were inconsistencies of arguments by commitment used in the editorials. The inconsistencies occured because a deep understanding of the concept of argument by commitment in writing editorials has not been understood well by editorial writers. Therefore, the steps of optimizing the consistency of argument by commitment must be done as follows: (1) understanding the concept of argument by commitment, (2) designing an argument by commitment scheme, and (3) asking critical questions.
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Soenens, Bart, Michael D. Berzonsky, Curtis S. Dunkel, Dennis R. Papini, and Maarten Vansteenkiste. "Are all identity commitments created equally? The importance of motives for commitment for late adolescents’ personal adjustment." International Journal of Behavioral Development 35, no. 4 (July 2011): 358–69. http://dx.doi.org/10.1177/0165025411405954.

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On the basis of self-determination theory it is proposed that adolescents’ motives for forming and maintaining identity-relevant commitments can be either autonomous or controlled in nature. This study examined whether motives for identity commitments would add to the prediction of late adolescents’ adjustment beyond the effect of strength of commitment per se. In addition, it was examined how late adolescents’ identity-processing styles would relate to motives for commitment and whether motives for commitment would mediate between identity styles and adjustment. In a sample of 431 late adolescents it was found that autonomous and controlled motives were, respectively, positively and negatively related to adjustment even after taking into account the role of strength of commitment. Each of the three identity styles showed a specific pattern of associations with the motives for commitment, with an information-oriented style relating to the most autonomous and internalized motivational profile. Mediation analyses showed that at least part of the associations between identity styles and adjustment are mediated by motives for commitment. Directions for future research are discussed.
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Alfa, Tri Yaumil, Dwi Iramadhani, and Azwar Djafar. "Iklim Organisasi dan Komitmen Kerja Karyawan Puskesmas." Jurnal Psikologi Terapan (JPT) 3, no. 2 (September 28, 2022): 64. http://dx.doi.org/10.29103/jpt.v3i2.8881.

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The working atmosphere in the company is very important in determining employee performance and work commitment. This study aims to determine the relationship of organizational climate with work commitments for employees in Puskesmas Kutamakmur, Aceh Utara. The hypothesis being tested is a positive relationship between organizational climate and work commitments for employees who work in Puskesmas Kutamakmur. The sampling technique used in this study was sampling saturation with data collection methods through the organizational climate scale and Likert work commitment scale model for 120 employees. The reliability test produces an organizational climate of 0.880 and a work commitment of 0.911. Hypothesis test results show a positive relationship with organizational climate and work commitment based on the value of the correlation coefficient r = 0.455 (p = 0,000).
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IZUI, Tsutomu, and Ken'ichi MORI. "Work Commitment and Circle Commitment." Japanese journal of ergonomics 34, Supplement (1998): 534–35. http://dx.doi.org/10.5100/jje.34.supplement_534.

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Sumardona, Sumardona, and Saida Saida. "Peningkatan Kinerja Sumber Daya Manusia Berbasis Gaya Kepemimpinan, Kepercayaan dan Komitmen." Robust: Research of Business and Economics Studies 2, no. 2 (November 21, 2022): 156. http://dx.doi.org/10.31332/robust.v2i2.5293.

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Research thesis titled Performance Improvement Based Human Resources Leadership Style, Confidence and Commitment which aims to examine and analyze the effect of the variable leadership style on employee confidence, work commitments and performance of human resources . Besides, this research examines and analyzes the influence of variables of trust employees to work commitments and to test and analyze the effect of trust and commitment of employees working on the performance of human resources. This research was conducted by survey method by distributing questionnaires to 100 employees at the Regional Employment and Training Agency. Sampling using census method, to test the hypothesis using SEM with Partial Least Squares application program (PLS). The analysis showed that the style of leadership and a significant positive effect on employee confidence, work commitments and performance of human resources, and employee confidence and a significant positive effect on employee job commitment and confidence while work commitments and a significant positive effect on the performance of human resources . Therefore, the conclusion of this research is that leadership style is always friendly with subordinates, involving subordinates in decision -making and the importance of friends with common interests subordinate can increase the confidence of human resources, commitment to work and the performance of human resources. Besides, increased confidence and commitment of human resources work can improve the performance of human resources.
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Meeus, W., J. Iedema, and G. H. Maassen. "Commitment and Exploration as Mechanisms of Identity Formation." Psychological Reports 90, no. 3 (June 2002): 771–85. http://dx.doi.org/10.2466/pr0.2002.90.3.771.

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We report a two-wave longitudinal study of 1,571 Dutch adolescents concerning the role of commitment and exploration in identity development. We used the Utrecht-Groningen Identity Development Scale to measure commitment and exploration in the domains of relational and societal identity. Our results can be summarized in three points. (1) Commitment and exploration are related processes in the development of identity. Adolescents with strong commitments also frequently explore them, and adolescents with low exploration in general have weak commitments. (2) The longitudinal stability of commitment and exploration has a medium effect size. For relational identity the stability of commitment is greater than that of exploration, but this is not the case for societal identity. The explanation we give for the lack of this difference in stability between commitment and exploration in societal identity is that the formative period for societal identity comes primarily at the end of adolescence. In that connection, we conclude that for present-day Dutch adolescents the formation of relational identity probably precedes that of societal identity. (3) In neither identity domain is commitment predictive of exploration three years later, nor is the reverse the case. We conclude that no long-term developmental sequentiality of commitment and exploration was found, but the results do not rule out the possibility of short-term developmental sequentiality.
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Zhang, Qi, Edmund H. Durfee, and Satinder Singh. "Efficient Querying for Cooperative Probabilistic Commitments." Proceedings of the AAAI Conference on Artificial Intelligence 35, no. 13 (May 18, 2021): 11378–86. http://dx.doi.org/10.1609/aaai.v35i13.17356.

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Multiagent systems can use commitments as the core of a general coordination infrastructure, supporting both cooperative and non-cooperative interactions. Agents whose objectives are aligned, and where one agent can help another achieve greater reward by sacrificing some of its own reward, should choose a cooperative commitment to maximize their joint reward. We present a solution to the problem of how cooperative agents can efficiently find an (approximately) optimal commitment by querying about carefully-selected commitment choices. We prove structural properties of the agents' values as functions of the parameters of the commitment specification, and develop a greedy method for composing a query with provable approximation bounds, which we empirically show can find nearly optimal commitments in a fraction of the time methods that lack our insights require.
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Bučiūnienė, Ilona, and Vida Škudienė. "Impact of Leadership Styles on Employees' Organizational Commitment in Lithuanian Manufacturing Companies." South East European Journal of Economics and Business 3, no. 2 (November 1, 2008): 57–66. http://dx.doi.org/10.2478/v10033-008-0015-7.

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Impact of Leadership Styles on Employees' Organizational Commitment in Lithuanian Manufacturing CompaniesThis article investigates the relationship between employees' organizational commitment dimensions and leadership styles in Lithuanian manufacturing companies. The findings of the study reveal positive correlations between a transformational leadership style and affective and normative employee commitments. A laissez-faire leadership style was found to be negatively associated with employees' affective commitment.
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Hill, Brian V. "'Education For Commitment' A Logical Contradiction?" Journal of Educational Thought / Revue de la Pensée Educative 15, no. 3 (May 11, 2018): 159–70. http://dx.doi.org/10.55016/ojs/jet.v15i3.43911.

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Historical pressures have given rise to a doctrine that public education must be value-neutral in its curriculum. Education is to be seen as aiming at enlightenment but not commitment. Versions of value-neutrality are refuted, including the view that the goal of rational autonomy is non-partisan. This is seen to be a normative commitment, albeit educative, from which it appears that education can aim for commitments of a certain kind. Three other basic commitments consistent with the modem notion of education are identified and defended.
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Salvador, Ágata, Gabriela Fonseca, Leonor Pereira da Costa, and Shivani Atul Mansuklal. "“Feed” or “Unfeed”?" Journal of Media Psychology 35, no. 5 (September 2023): 303–15. http://dx.doi.org/10.1027/1864-1105/a000389.

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Abstract: This study aimed to explore the moderating role of social networking sites (SNS) use in the link between identity commitment development and psychological functioning in a sample of Portuguese emerging adults. Cross-sectional survey data were collected from 251 participants (71.3% women), aged 18–30 years ( M = 22.33, SD = 3.31). Self-report questionnaires were used to measure identity commitment-making (commitment-making and identification with commitment), SNS use (perception of feed refresh frequency), and psychological functioning (anxiety and depressive symptoms). Results showed that feed refresh frequency acts as a moderator with a distinct role in the associations between each identity commitment dimension and psychological functioning. Specifically, with the increased frequency of feed refresh, the relation between commitment-making and psychological symptoms becomes negative (for those who refresh feed more frequently, the presence of commitments was associated with lower levels of anxiety and depressive symptoms). On the other hand, the negative relation between identification with commitment and psychological symptoms becomes weaker with an increase in the frequency of feed refresh (for those who refresh feed more frequently, identifying with and embracing the commitments they already made was not associated with psychological symptoms). Overall, our results suggest that refreshing the SNS feed seems to boost the effect of commitment-making in psychological functioning and simultaneously hinder the effect of identification with commitment on psychological functioning. Ultimately, this study calls for further research on emerging adults’ identity development in the digital age, which can inform prevention/intervention actions for promoting youth media literacy and psychological adjustment.
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Nguyen, Phuong, Jörg Felfe, Insa Fooken, and Ho Thuy Ngoc. "Commitment to a parent company and a local operation." Evidence-based HRM: a Global Forum for Empirical Scholarship 3, no. 2 (August 3, 2015): 181–204. http://dx.doi.org/10.1108/ebhrm-05-2013-0013.

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Purpose – The purpose of this paper is to investigate the nature of commitments of local employees to a parent company and a local operation in comparison to the nature of commitment of Western expatriates to the two foci. Design/methodology/approach – Data were collected by questionnaire from 532 local employees and 471 Western expatriates currently working for the subsidiaries of multinational companies (MNCs) in Vietnam. Hypotheses were tested using exploratory factor analyses, confirmatory factor analyses, correlation analyses, t-test, generalized linear models and hierarchical regression. Findings – The results confirmed two distinct commitment foci and revealed that the commitment to the local operation was stronger than the commitment to the parent company for local employees. Remarkably, retention and absenteeism are more driven by local operation commitment than by parent company commitment for the local employees. In contrast, these outcomes are more driven by parent company commitment for the Western expatriates. Working conditions (job autonomy, job variety, transformational leadership and remuneration) positively predicted affective commitment to the local operation for both groups; particularly job variety and leadership were better predictors for local employees than for Western expatriates. Practical implications – The comparison shows effective and specific ways to sustain and reinforce the commitments of each employee group with regard to two foci. This information may help to reduce the rate of turnover intention and absenteeism in MNCs. Originality/value – By using a multifaceted approach, this study provided a comparison of dual organizational commitment for different categories of employees working in MNCs. Second, this study shows that the stronger commitment focus has a stronger influence on related outcomes (i.e. retention and absenteeism). If so, MNCs can focus on reinforcing the selected commitment focus in order to reduce the costs of management. Third, the study has initially pointed out that some work factors exert a specific influence on different commitment foci in the two groups. Controlling these work conditions is recommended to sustain and develop commitment levels of the two groups.
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Indriyaningrum, Kis, and Mohammad Fauzan. "The Effect of Self-Efficacy, Interpersonal Communication and Work Ethics on Sustainable Work Commitment." JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) 6, no. 3 (May 6, 2023): 437. http://dx.doi.org/10.32493/jjsdm.v6i3.29738.

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The objectives of the study were to test and analyze (1) the effect of self-efficacy on sustainable work commitments, (2) the influence of interpersonal communication on sustainable work commitments, (3) the influence of work ethics on sustainable work commitments. This type of research is explanatory research. The research population was all employees of Honda Surya Utama Perkasa Semarang Dealership as many as 123 employees. Instruments used in data collection using questionnaires with Likert scale Analysis techniques using regression models. Research findings that Self-Efficacy positively affects sustainable work commitments. Interpersonal Communication has no effect on continuous work commitment. Work Ethic positively affects the commitment to sustainable work. The implications of the findings of this study show that employees' sustainable work commitment is determined by employee self-efficacy and work ethic. Therefore, leaders in recruiting employees need to assess the ownership aspects of self-efficacy and work ethics.
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Changho Lim. "The Effects of Police Job Dimensions on Organizational Commitment-Affective Commitment, Continuance Commitment, Normative Commitment-." Police Science Journal 12, no. 3 (August 2017): 9–39. http://dx.doi.org/10.16961/polips.2017.12.3.9.

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Sarbazian, Majid, and Soroush Rostamzad Asli. "Rationales and Applications of Mutuality of Obligations in Iranian Contract Law." Modern Applied Science 10, no. 12 (August 15, 2016): 132. http://dx.doi.org/10.5539/mas.v10n12p132.

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In Iranian laws, commitment is exchangeable if it is of proper and rational interest. In exchangeable contracts, it needs that parties perform their commitments mutually and in the case of not performing the commitments by one party, another one can refuse its commitments as called lien. There are also cases in which some terms are cancelled since they destroy the powers of one party to enforce the other party in performing his commitment. On this basis, the main challenge of present paper is to study the nature and status of mutuality of obligations doctrine in Iranian laws and studying its basics and implications. At the end, it is recognized that although mutuality of obligations is not raised in Iranian laws as a legal doctrine, it is effective in shaping and undertaking an exchangeable commitment.
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Ramamoorthy, Nagarajan, and Donna Stringer. "Equity versus equality norms of justice and organisational commitment: the moderating role of gender." Irish Journal of Management 36, no. 3 (December 29, 2017): 206–20. http://dx.doi.org/10.1515/ijm-2017-0008.

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AbstractIn the current study, using a sample of 467 employees from Ireland, we examined the effects of distributive justice perceptions, based on equity versus equality principles, on two forms of employee commitment: affective and normative. Furthermore, we also tested whether employees’ gender moderated the relationships between these two distributive justice perceptions and the two forms of commitment. Results indicated that equity perceptions positively influenced both forms of commitment and equality perceptions positively influenced only normative commitment. Additionally, results revealed that women reported greater affective and normative commitments than men when equity perceptions were higher than when they were lower. Gender did not moderate the relationship between equality perceptions and normative commitment. Women, however, reported lower affective commitment than men when equality perceptions were lower; there were no differences between men and women on affective commitment when equality perceptions were higher. Implications are discussed.
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Schoemmel, Kristina, Thomas Skriver Jønsson, and Hans-Jeppe Jeppesen. "The development and validation of a Multitarget Affective Commitment Scale." Personnel Review 44, no. 2 (March 2, 2015): 286–307. http://dx.doi.org/10.1108/pr-06-2013-0099.

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Purpose – In order to contribute to the understanding of affective commitment towards distinct workplace targets, the purpose of this paper is to develop and validate a Multitarget Affective Commitment Scale (MACS) through two data collections. The MACS uses similarly worded items for distinct targets and reflects the most recent theoretical development of affective commitment. Design/methodology/approach – In the first data collection, items from previous commitment scales were tested through the social network service Facebook (n=305). The second data collection was conducted in the healthcare system of Denmark (n=496) using survey questionnaires. Findings – In Study 1, exploratory factor analyses were conducted to reduce the items based on the Facebook data. In Study 2, the authors confirm the findings of Study 1 and further reduce the items based on the healthcare sample. The healthcare sample is also used in Study 3, where the authors validate the MACS by investigating its relationship with predictors, correlates, and outcomes. Originality/value – The results suggest that the MACS are a reliable and valid measure of affective commitment compatible with the diverse targets to which affective commitment often occurs. Consequently, the MACS is applicable for research investigating multiply affective commitments, thereby advancing the understanding of interactions between affective commitments and diverse targets, among other applications.
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Alnajjar, Ahmed A. "Relationship between Job Satisfaction and Organizational Commitment among Employees in the United Arab Emirates." Psychological Reports 79, no. 1 (August 1996): 315–21. http://dx.doi.org/10.2466/pr0.1996.79.1.315.

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The purpose of this study was to assess 171 employees' job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitments were correlated; however, scores on job security were not correlated with the motivation towards job fulfillment. Positive satisfaction for relations with managers and with colleagues and job status were significantly correlated with positive job commitment. The canonical variant indicated that those who were disciplined about their work tended to have better relations with their managers as well as with colleagues.
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Awang, Hapini, Mat Rahimi Yusof, Mohd Faiz Mohd Yaakob, Mohd Fairuz Jafar, Ramlan Mustapha, and Kalipakiam Subramaniam. "The influence of virtual instructional leadership on teachers’ commitment: A Malaysian e-leadership case study." International Journal of Evaluation and Research in Education (IJERE) 11, no. 2 (June 1, 2022): 673. http://dx.doi.org/10.11591/ijere.v11i2.22669.

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<p>The ability of instructional leadership practices in shaping positive school culture is well known. Similarly, it is also proven that this kind of school leadership could strengthen teachers’ commitment. However, the research tended to focus on conventional instructional leadership and the ability of virtual instructional leadership to produce such impact remains unclear. Therefore, this study investigated the influence of virtual instructional leadership on teachers’ commitment. Based on Meyer and Allen’s Organizational Commitment Model the research model developed and analyzed using partial least squares-structural equation modeling (PLS-SEM). The finding revealed a positive impact of principals’ virtual instructional leadership practices towards teachers’ commitment in schools. Despite this, the study also discovered that normative and continuous commitments are not the fit dimensions for teacher’s commitments in the context of virtual instructional leadership, which is quite shocking. Hence, this would be a fruitful area for further works.</p>
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Turner, Brian A., and Packianathan Chelladurai. "Organizational and Occupational Commitment, Intention to Leave, and Perceived Performance of Intercollegiate Coaches." Journal of Sport Management 19, no. 2 (April 2005): 193–211. http://dx.doi.org/10.1123/jsm.19.2.193.

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Three hundred twenty-eight intercollegiate coaches (men = 240, women = 88; Division I = 156, Division III = 172) responded to a questionnaire measuring commitment to their university and coaching occupation, intention to leave the organization and occupation, their team standings, and perceptions of their performance. The variables of division, gender, and marital/lifestyle status affected neither organizational nor occupational commitments. Organizational commitments of affective, normative, continuance: high sacrifice, and continuance: low alternatives correlated significantly with intention to leave the organization and cumulatively explained 23.7% of the variance. Affective, normative, and continuance: low alternatives forms of commitment to occupation correlated significantly with intention to leave the occupation and cumulatively explained 23.1% of the variance. The bases of organizational commitment cumulatively explained 5.6% and 4.9% of the variance in subjective and objective performances, respectively. Results suggest that athletic departments should focus on enhancing their coaches’ commitment to the organization in order to retain them.
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Wagner–von Papp, Florian. "Best and even better practices in commitment procedures after Alrosa: The dangers of abandoning the “struggle for competition law”." Common Market Law Review 49, Issue 3 (June 1, 2012): 929–70. http://dx.doi.org/10.54648/cola2012035.

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In the Alrosa case, the ECJ adjudicated on the degree of protection to be afforded to undertakings against disproportionate commitments in the procedure under Article 9 of Regulation (EC) 1/2003. The General Court required a substantially full proportionality review, because commitments are made binding on the undertakings by a unilateral Commission decision. In contrast, the ECJ largely dispensed with the review for proportionality, because commitments are voluntarily offered by the undertakings. The article discusses the hybrid character of commitment decisions between a purely unilateral command and a freely negotiated contract. It argues that the ECJ's Alrosa decision has removed practically all constraints on the Commission in the commitment procedure. This lack of constraints may result in a vicious circle, leading to ever more commitment decisions and ever fewer infringement decisions. Undertakings start to extrapolate their obligations from commitment decisions and guidelines that do not authoritatively state the law. This reliance on "quasi case law" increases the Commission's discretion in future negotiations. The incentives for the Commission to resort to the commitment procedure are especially strong in cases involving novel legal issues, in which the benefit of legal certainty provided by an infringement decision would be particularly large. There is a danger that the struggle for law is abandoned in favour of discretionary case-to-case negotiations. In order to avoid this development, one could either subject the commitment procedure to more demanding constraints or one could make infringement decisions relatively more attractive by allowing the Commission increased discretion in devising proactive remedies.
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Zhang, Qiansong, Jieyi Pan, Dehui Xu, and Taiwen Feng. "Balancing coercive and non-coercive powers to enhance green supplier integration: do relationship commitment and closeness matter?" Supply Chain Management: An International Journal 25, no. 6 (June 1, 2020): 637–53. http://dx.doi.org/10.1108/scm-03-2019-0140.

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Purpose Although the importance of green supplier integration (GSI) has been recognized, the knowledge of how it can be enhanced is still limited. Using insights from transaction cost and resource dependence theories, this paper aims to explore how to balance coercive and non-coercive powers to enhance GSI and the mediating role of relationship commitment and the moderating role of relationship closeness. Design/methodology/approach To validate the hypotheses, this study conducted hierarchical regression analysis and bootstrapping using the survey data collected from 206 Chinese manufacturers. Findings The results indicate that coercive power undermines normative commitment, while non-coercive power promotes normative and instrumental commitments. Both normative and instrumental commitments enhance GSI. Normative commitment mediates the impacts of coercive and non-coercive powers on GSI, while instrumental commitment only mediates the impact of non-coercive power on GSI. Moreover, supplier trust and dependence negatively moderate the positive link between instrumental commitment and GSI. Practical implications Executives should carefully balance coercive and non-coercive powers to encourage firms to maintain good relationships with suppliers and develop common environmental values under different mediating effects of normative and instrumental commitments. However, they should also be aware that high level of trust and dependence can affect the impacts of powers. Originality/value This study contributes to GSI literature by opening the “black box” between power and GSI and verifying its boundary conditions.
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Panggabean, Mutiara S. "PERBEDAAN KOMITMEN ORGANISASIONAL BERDASARKAN KARAKTERISTIK INDIVIDU." Media Riset Bisnis & Manajemen 1, no. 2 (October 25, 2020): 89–124. http://dx.doi.org/10.25105/mrbm.v1i2.8060.

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The paper studies the comparablity of organizational commitment according to different individual characteristic consists of sexes, age, education, tenure, mamiage status and dependants. The organizational commitment is measured by three dimensions: continuance, affective, and normative commitments. The samples are students of the University of Indonesia and University of Trisakti. By using ANOVA and Post-Hoc Pair wise Muliple Comparison and Independent T-test, the study concludes that organizational commitment is differed based on individual characteristics on of sexes, age, education, tenure, marriage status and dependants. However, based on partial organizational commitment, the study includes that age, sexes, educational level, marriage status and total dependants show the distinction on affective commitment Cnly in educational level shows the difference on tenure.
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Brisson, Christopher. "Commitment." Feminist Studies 28, no. 3 (2002): 665. http://dx.doi.org/10.2307/3178797.

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Richard, Mark. "Commitment." Nous 32, S12 (October 1998): 255–81. http://dx.doi.org/10.1111/0029-4624.32.s12.12.

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Spake, Ellen. "Commitment." Pediatric Physical Therapy 5, no. 1 (1993): 22. http://dx.doi.org/10.1097/00001577-199300510-00004.

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Gilbey, John. "Commitment." Nature 457, no. 7230 (February 2009): 754. http://dx.doi.org/10.1038/457754a.

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Jung, Marshall. "Commitment." Journal of Couples Therapy 9, no. 1-2 (September 22, 2000): 127–44. http://dx.doi.org/10.1300/j036v09n01_09.

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Fochtman, Dianne. "Commitment." Journal of Pediatric Oncology Nursing 8, no. 3 (January 1991): 103–4. http://dx.doi.org/10.1177/104345429100800301.

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