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Artículos de revistas sobre el tema "Work commitment"

Autor: Grafiati

Publicado: 4 de junio de 2021

Última modificación: 20 de febrero de 2023

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1

Hidayati, Elly Wahyu, Achmad Sani Supriyanto y Vivin Maharani Ekowati. "Work Commitment as A Mediator of Work Environment Effect on Employee Performance". Management and Economic Journal (MEC-J) 5, n.º 1 (26 de abril de 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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2

Morrow, Paula C. y James C. McElroy. "Work commitment". Human Resource Management Review 11, n.º 3 (septiembre de 2001): 177–80. http://dx.doi.org/10.1016/s1053-4822(00)00047-4.

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3

IZUI, Tsutomu y 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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4

Elizur, Dov. "Work values and commitment". International Journal of Manpower 17, n.º 3 (mayo de 1996): 25–30. http://dx.doi.org/10.1108/01437729610119496.

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5

Neziri, Ibrahim. "TEACHER COMMITMENT: THE RELATIONSHIP BETWEEN THE CONTINUANCE, AFFECTIVE AND NORMATIVE WORK COMMITMENT AND THE PHYSICAL, SOCIAL AND PSYCHOLOGICAL WORK CONDITIONS". e-Journal of New World Sciences Academy 16, n.º 2 (25 de abril de 2021): 28–43. http://dx.doi.org/10.12739/nwsa.2021.16.2.1c0705.

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6

Alfa, Tri Yaumil, Dwi Iramadhani y Azwar Djafar. "Iklim Organisasi dan Komitmen Kerja Karyawan Puskesmas". Jurnal Psikologi Terapan (JPT) 3, n.º 2 (28 de septiembre de 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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7

Orthner, Dennis K. y Joe F. Pittman. "Family Contributions to Work Commitment". Journal of Marriage and the Family 48, n.º 3 (agosto de 1986): 573. http://dx.doi.org/10.2307/352043.

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8

Hanlon, Martin D. "Age and Commitment to Work". Research on Aging 8, n.º 2 (junio de 1986): 289–316. http://dx.doi.org/10.1177/0164027586008002006.

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9

de Gilder, Dick. "Commitment, trust and work behaviour". Personnel Review 32, n.º 5 (octubre de 2003): 588–604. http://dx.doi.org/10.1108/00483480310488351.

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10

McDERMOTT, KATHRYN, HEATHER K. SPENCE LASCHINGER y JUDITH SHAMIAN. "Work Empowerment and Organizational Commitment". Nursing Management (Springhouse) 27, n.º 5 (mayo de 1996): 44???47. http://dx.doi.org/10.1097/00006247-199605000-00010.

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11

RANDALL, DONNA M. y JOSEPH A. COTE. "Interrelationships of Work Commitment Constructs". Work and Occupations 18, n.º 2 (mayo de 1991): 194–211. http://dx.doi.org/10.1177/0730888491018002004.

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12

Morrow, Paula C. y Rosemary E. Wirth. "Work commitment among salaried professionals". Journal of Vocational Behavior 34, n.º 1 (febrero de 1989): 40–56. http://dx.doi.org/10.1016/0001-8791(89)90063-8.

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13

Bielby, D. D. "Commitment to Work and Family". Annual Review of Sociology 18, n.º 1 (agosto de 1992): 281–302. http://dx.doi.org/10.1146/annurev.so.18.080192.001433.

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14

Liu, Anita M. M., W. M. Chiu y Richard Fellows. "Enhancing commitment through work empowerment". Engineering, Construction and Architectural Management 14, n.º 6 (13 de noviembre de 2007): 568–80. http://dx.doi.org/10.1108/09699980710829021.

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15

McQuarrie, Fiona A. E. "Work careers and serious leisure: The effects of non‐work commitment on career commitment". Leisure/Loisir 24, n.º 1-2 (enero de 1999): 115–38. http://dx.doi.org/10.1080/14927713.1999.9651261.

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16

Andriani, Dewi, WisnuPanggah Setiyono y Detak Prapanca. "THE EFFECT OF NON FINANCIAL INCENTIVES, ORGANIZATIONAL COMMITMENTS TO WORK SATISFACTION IN DELTA TIRTA PDAM SIDOARJO". American Journal of Economics and Business Management 2, n.º 1 (3 de marzo de 2019): 1–4. http://dx.doi.org/10.31150/ajebm.vol2.iss1.39.

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The aim of this study is to know the effect of non-financial incentives and organizational commitment on work satisfaction. there are two variables in this study, namely independent variable and dependent variable. Non-financial incentives and Organizational Commitments become independent variables, while work satisfaction becomes the dependent variable. The results of hypothesis testing indicate that simultaneously, non-financial incentives variable (X1), and organizational commitment (X2) have a significant effect on work satisfaction (Y). In the partial non-financial incentives (X1) and organizational commitment (X2) have a significant effect on work satisfaction variables (Y). Among the variables that influence work satisfaction, organizational commitment variables (X2) have the most significant effect on work satisfaction variables (Y).

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17

Ramaditya, Muhammad, Lisa Rosa Liana y Ridwan Maronrong. "Does Interpersonal Relations and Work Incentives Affect Work Motivation and Organizational Commitments?" Jurnal Analisis Bisnis Ekonomi 18, n.º 2 (27 de noviembre de 2020): 70–82. http://dx.doi.org/10.31603/bisnisekonomi.v18i2.3741.

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This study aims to determine the effect of interpersonal relationships and work incentives on work motivation and organizational commitment of PT. Technology Karya Mandiri. The research sample was total all employees of 70 respondents. The method of collecting data through a questionnaire and used path analysis method using SmartPLS 3.0. Based on the results of the study, work motivation and organizational commitment has a positive and significant effect on interpersonal relationships. Work motivation and organizational commitment has a positive and significant effect on work incentives. Moreover, Organizational commitment has a positive and significant effect on work motivation. Work motivation has a negative and not significant effect on interpersonal relationships through organizational commitment. Work motivation has a negative and not significant effect on work incentives through organizational commitment. This study gives implications to provide a knowledge and optimization of human resource management strategies. The enhancement of motivation and commitment can be well received by his subordinates and other continuous efforts are made to improve both operational improvement and continuous improvement to create a highly dedicated human resources management.

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18

Fauziah, Siti Elsha, Suryadi Suryadi y Siti Zulaikha. "The Role of Principal Leadership and Work Stress on Teacher Work Commitment". AL-ISHLAH: Jurnal Pendidikan 13, n.º 1 (20 de junio de 2021): 707–14. http://dx.doi.org/10.35445/alishlah.v13i1.562.

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This study aims to determine the effect of principal leadership and work stress on the work commitment of extraordinary school teachers in North Jakarta. The method in this research uses a quantitative approach to multiple linear regression models. A sample test was conducted on 104 teachers of extraordinary schools in North Jakarta using the Slovin formula. Hypothesis testing is obtained from the t-test and the F-test. The results show that leadership has a positive and significant role in work commitment; job stress has a negative and effect on the work commitment where increased work stress will decrease teacher work commitment. Leadership and work stress affect the work commitment of teachers at special schools in North Jakarta with a coefficient of determination of 0,357 or 35,7%, meaning that leadership and work stress simultaneously affect teacher work commitment by 35.7%.

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19

Ayu Kusumawati, Gusti. "Implementation of Clinical Supervision to Increase Work Commitment of Primary School Teachers". International Journal of Elementary Education 4, n.º 2 (12 de julio de 2020): 219. http://dx.doi.org/10.23887/ijee.v4i2.26594.

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The purpose of this study was to determine the increase in elementary school teacher work commitments in Gugus 3 Kecamatan Blahbatuh Kabupaten Gianyar Semester II Academic Year 2018/2019 after attending clinical supervision activities. This research is a school action research. Subjects were elementary school teachers in Gugus 3 Kecamatan Blahbatuh Kabupaten Gianyar with a total of 58 teachers. Teacher work commitment data in this study were collected using a questionnaire. Data analysis techniques used descriptive analysis. Indicators of the success of this study are: if the minimum teacher work commitment is in the High category and classical completeness is 90%. Based on the research that has been done, it was concluded that the effective implementation of clinical supervision could increase the work commitments of elementary school teachers in Cluster 3 of Blahbatuh District, Gianyar Regency Semester II in 2018/2019 Academic Year. In the pre-cycle mean teacher work commitment is 128.74 in the medium category with the percentage of classical completeness is 67.24%. In the first cycle the mean work commitment of teachers was 145.98 in the high category with the percentage of classical completeness being 87.93%. Whereas, in cycle II it increased with a mean of 180.45 in the very high category with the percentage of classical completeness being 100%.

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20

Amrhein, Paul C. "How Does Motivational Interviewing Work? What Client Talk Reveals". Journal of Cognitive Psychotherapy 18, n.º 4 (octubre de 2004): 323–36. http://dx.doi.org/10.1891/jcop.18.4.323.64001.

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A psycholinguistic account of motivational interviewing (MI) is proposed. Critical to this view is the assumption that therapists and clients are natural language users engaged in a constructive conversation that reveals and augments relevant information about the status of future change in a client’s substance abuse. The role of client speech acts—most notably, verbal commitments—during MI is highlighted. How commitments can be signaled in client speech or gestures is discussed. How these commitment signals can inform therapeutic process and subsequent behavioral outcome is then put forth. Using natural language as a measure, a MI process model is presented that not only posits a mediational role for client commitment in relating underlying factors of desire, ability (self-efficacy), need, and reasons to behavior, but also a pivotal role as a need-satisfying enabler of a social-cognitive mechanism for personal change.

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21

Nguyen, Phuong, Jörg Felfe y Insa Fooken. "Work conditions as moderators of the relationship between western expatriates’ commitment and retention in international assignments". Evidence-based HRM: a Global Forum for Empirical Scholarship 2, n.º 2 (14 de octubre de 2014): 145–63. http://dx.doi.org/10.1108/ebhrm-09-2012-0011.

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Purpose – The purpose of this paper is to first, examine the role of multi-dimensional commitments of western expatriates to a local operation in sustaining retention in international assignments. Second, the study also attempts to investigate the work conditions in which dimensions of local operation commitment are more effective in predicting retention. Design/methodology/approach – Data were collected by questionnaire from 471 western expatriates currently working for the subsidiaries of multinational companies in Vietnam, and from this, five hypotheses were formulated and tested using hierarchical regression, moderated regression analyses and plots of two-way interaction effects. Findings – The results indicated that all three components of local operation commitment (affective, normative, and continuance commitment) positively predicted retention. The findings also revealed that job autonomy, leader support, and remuneration were found as moderators, which increase the effects of the three components of local operation commitment on retention. Practical implications – By understanding and managing the multi-dimensional nature of expatriate commitment to a local operation as well as their working conditions (job autonomy, leader support, and remuneration), multinational companies can reduce the rate of premature return for western expatriates. It is the interaction between local operation commitment and these factors that most positively influences retention. Originality/value – The first contribution of this research is the identification of the important role of multi-dimensional commitments to a local operation in predicting retention. Second, the moderating effects of work conditions found in this study partially explain why the relationship between local operation commitment and retention is reported unstable in previous studies. Therefore, controlling work conditions is recommended to enhance the local commitment-retention relationship.

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22

Tunnufus, Zakyya y Juliansyah Noor. "Links Between Human Resource Management Practices, Work Motivation, and Work Commitment in Indonesia Banking". Asia Pacific Management and Business Application 011, n.º 01 (31 de agosto de 2022): 119–30. http://dx.doi.org/10.21776/ub.apmba.2022.011.01.8.

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23

Robertus, Matin y Heru Santosa. "The Effect of Transformational Leadership and Organizational Culture on Work Commitments in SMP Jakarta Selatan". Technium Social Sciences Journal 7 (23 de abril de 2020): 49–58. http://dx.doi.org/10.47577/tssj.v7i1.390.

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The purpose of this study is to determine the effect of transformational leadership, organizational culture on work commitments in junior high schools throughout South Jakarta. The study was conducted on work commitments to the study population 84 and sample selection 69 employees of the Education Office of North Bengkulu. This research uses a quantitative approach with a path analysis method. The results showed that: (1) transformational leadership had a direct positive effect on work commitment, (2) organizational culture had a direct positive effect on work commitment, (3) transformational leadership had a direct positive effect on organizational culture. Based on the results of research to improve teacher work commitments that need to be improved is Transformational leadership, organizational culture.

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24

Pennaforte, Antoine Pierre. "Organizational supports and individuals commitments through work integrated learning". Higher Education, Skills and Work-Based Learning 6, n.º 1 (8 de febrero de 2016): 89–99. http://dx.doi.org/10.1108/heswbl-07-2015-0038.

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Purpose – The development of individual work competencies through work integrated learning (WIL) emanates from expectations of students to learn from both the workplace and their educational institution, and an assumption that WIL stakeholders will support them. This exchange between individuals and organizational insiders, according to the social exchange norm of reciprocity, may also nurture organizational behaviors. WIL student-workers may perceive support from insiders, and orient their behaviors to increase their contribution to the host organization in terms of performance, by developing specific bonds of commitment toward different targets. The paper aims to discuss these issues. Design/methodology/approach – By designing a “WIL perception of workplace support system” including four core stakeholders as a predictor of bonds of commitments, the author tested these relationships on a sample of 2,457 co-op students enrolled in a North American University. Findings – Results globally supported the hypotheses. Student-workers perception of co-workers and supervisor supports developed commitment to team. Student-workers perception of co-workers, supervisor, and organizational supports developed commitment to the host organization and to the work. However, the effect of perception of University support on commitment to host organization and to work was non-significant. Originality/value – Given the lack of studies in the WIL field from an organizational approach, the author propose to investigate what supports are perceived by WIL student-workers, and whether these supports develop specific bonds of commitment.

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Sahnan, Muhammad y Mahyudin Ritonga. "Kontribusi Komitmen Kerja dan Iklim Sekolah terhadap Kepuasan Kerja Guru SMA Kecamatan IV Jurai Pesisir Selatan". INFERENSI: Jurnal Penelitian Sosial Keagamaan 12, n.º 2 (31 de enero de 2019): 417–34. http://dx.doi.org/10.18326/infsl3.v12i2.417-434.

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This study aims to explore the contribution of work commitments and school climate on teacher’s job satisfaction. This research uses correlational methods that were analyzed with correlation and regression techniques. The result showed that work commitments was contribute significantly to job satisfaction of teachers. This means that the work commitments could be used as a predictor for the teacher’s job satisfaction. Then school climate contribute significantly to teacher’s job satisfaction also. This results means that the school climate can be used as a predictor for the teacher’s job satisfaction. Commitment to work and school climate were contribute significantly to teacher’s job satisfaction. Teacher’s job satisfaction is influenced by work commitments and school climate, either individually or jointly. Further, high commitment and also supported by a school climate create the conducive and improve the teacher’s job satisfaction. Commitment to work and school climate are two factors which are very important because it can affect the job satisfaction, but there are other factors that are believed to take effect on teacher’s job satisfaction.

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26

Fatchiya, Fella, I. Ketut R. Sudiarditha y Henry Eryanto. "Effect of Quality of Work Life on Performance Employees with Variables Work Commitments Intervening in Millenial Generation Employees in PT Pelabuhan Indonesia II (Persero) Head Office". IJHCM (International Journal of Human Capital Management) 5, n.º 1 (31 de mayo de 2021): 107–14. http://dx.doi.org/10.21009/ijhcm.05.01.9.

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Abstract: This study aims to analyze the influence of quality of work life on employee performance with work commitment as an intervening variable on employees of the millennial generation of PT head office. Port of Indonesia II (Persero). Determination of samples using Probability Sampling method with 160 respondents and analyzed using Structural Equation Model Partial Least Square (SEM PLS) analysis method. The results of the study showed that 1) the quality of work life has a positive and significant effect on employee performance, indicating that if the quality of work life in employees of the millennial generation of PT Pelabuhan Indonesia II (Persero) the better the employee performance will increase, 2) the quality of work life will have a positive and significant effect on work commitment, indicating that if the Quality of Work Life in employees of the millennial generation of PT Pelabuhan Indonesia II (Persero) the better then the employee's work commitment will increase , 3) work commitments have a positive and significant effect on employee performance, indicating that if the Work Commitment to millennial employees of PT Pelabuhan Indonesia II (Persero) is getting better then the Employee Performance will increase, and 4) the quality of work life on employee performance through work commitment has a positive and significant influence, showing an increase in the Work Commitment of millennial employees of PT Pelabuhan Indonesia II (Persero) able to mediate the influence of Quality of Work Life on Employee Performance.

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27

R., Arthi y Sumathi G.N. "Work-family conflict and professional commitment: proactive effect of transformational leadership". Problems and Perspectives in Management 18, n.º 1 (12 de febrero de 2020): 97–106. http://dx.doi.org/10.21511/ppm.18(1).2020.09.

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The study aims to empirically test the moderation effect of transformational leadership characteristic on the relationship between work-family conflict and professional commitment among school teachers. A cross-sectional study was conducted among 752 teachers currently working in private schools from selected districts in Tamil Nadu, India. Purposive sampling technique is used, and data were collected using a questionnaire. The moderating effect of transformational leadership behavior is examined using hierarchical regression analysis. Grounded with the conservation of resource theory (COR) and transformational leadership theory, the results supported the negative impact of work-family conflict on the professional commitment of teachers. Further, the moderation effect of transformational leadership found to reverse the negative relationship between work-family conflict and professional commitment. Thus, the transformational leadership behavior of leaders (head/principal) was found to foster the professional commitment of teachers. This study is focused only on the dimensions of transformational characteristics on the relationship between work-family conflict and professional commitment of teachers. Also, it would be constructive to examine other mediating or moderating impacts of variables such as peer support, job satisfaction, which can also have a significant impact. Further, the outcome variable related to the perspective of students can also be researched.

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Diana, Anis Eliyana, Dewi Susita, Vicky Aditya y Aisha Anwar. "Determining the effect of job satisfaction, work motivation, and work commitment on nurse performance amidst COVID-19 pandemic". Problems and Perspectives in Management 19, n.º 4 (19 de octubre de 2021): 89–96. http://dx.doi.org/10.21511/ppm.19(4).2021.08.

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Nurses are on the frontline fighting COVID-19, as they are caring for patients during the days and nights they spend at the hospital. The purpose of this study is to determine the direct impact of job satisfaction on motivation, commitment, and performance of nurses during the COVID-19 pandemic. Furthermore, the roles of work motivation and employee commitment on nurse performance are also tested. The population in this study is nurses at the State Regional Hospital in Pasuruan, East Java, Indonesia, totaling 161 nurses. The sample in this study is 62 respondents. The analysis technique used in this study is path analysis. The results show that job satisfaction has a significant role to foster motivation, commitment, and performance of nurses in the hospital. Furthermore, employee commitment and work motivation are also proved to affect nurse performance. The results provide a better understanding of the approaches that can be taken to maintain nurse performance, especially during a pandemic. AcknowledgmentThis study is entirely carried out independently. All the funds used for the research purposes come from the authors’ personal funds. No other party is responsible as a source of funds.

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Dr. P. Jayakumar, Dr P. Jayakumar. "Work Motivation and Organisational Commitment Among Supervisors in Textile Industry". Indian Journal of Applied Research 3, n.º 4 (1 de octubre de 2011): 283–84. http://dx.doi.org/10.15373/2249555x/apr2013/94.

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Dhar, Suman. "Measurement of Employees Work Stress and Impact of Organizational Commitment". Paripex - Indian Journal Of Research 3, n.º 3 (15 de enero de 2012): 26–28. http://dx.doi.org/10.15373/22501991/mar2014/8.

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Sariwulan, Tuty, Muhammad Calvin Capnary y Iskandar Agung. "CONTRIBUTION INDICATORS OF WORK STRESS AND EMPLOYEE ORGANIZATIONAL COMMITMENTS CASE STUDY". Business: Theory and Practice 20 (26 de agosto de 2019): 293–302. http://dx.doi.org/10.3846/btp.2019.28.

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This study aims to determine the contribution of work stress indicators as exogenous variables and organizational commitment as endogenous variables consisting of subvariable affective, continuance, and normative commitments. The sample of respondents in the study were 150 people with analysis using the assistance of the lisrel 8.80 program. Based on the research it was found that exogenous variables affect endogenous variables. In addition, it was also found that leadership and open information indicators in companies were ranked first and second in contributing to work stress. In affective commitment are indicators of level of income and job satisfaction. In continuity of commitment is an indicator of work passion and hope for improvement in life. In normative commitment are indicators of the implementation of the reward system and work time. Based on this, it is recommended that companies need to implement appropriate and effective strategies to overcome employee stress problems by developing leadership patterns that are more democratic, transparent, egalitarian; involves employee participation in decision making; career certainty; consistently applying the reward system; and others. This will be an entry point for creating enthusiasm, job satisfaction, loyalty, and employee performance that will increase the company’s productivity and progress.

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Nursalam, Nursalam, Nurul Hikmatul Qowi, Tri Johan Agus Yuswanto y Ferry Efendi. "Nurse's foci of commitment model to decrease turnover intention". International Journal of Public Health Science (IJPHS) 11, n.º 4 (1 de diciembre de 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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Emriko y Heryanto. "The Effect of Work Culture and Compensation through Leadership on the Work Commitment of Kindergarten Teachers in Pariaman City". Technium Social Sciences Journal 8 (28 de mayo de 2020): 499–513. http://dx.doi.org/10.47577/tssj.v8i1.643.

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Schools can run effectively if management functions such as planning, organizing, motivation and supervision that are functioning properly, as well as supporting elements (teachers and staff) are available and meet the requirements. The purpose of this study is to examine the influence of work culture, compensation for work leadership, the influence of work culture, compensation for work commitment and the influence of leadership as an intervening variable between work culture and compensation for the kindergarten teacher work commitments in Pariaman City.The approach used in this research is quantitative research and testing the proposed hypothesis. Hypothesis testing using the path analysis model. The population in this study was the total number of kindergarten teachers in Pariaman City as many as 54 people and a sample of 54 people. The data used are primary and secondary data. Analyzed by path analysis.Based on the results of the study found 1) there is an influence of work culture on the kindergarten teacher work leadership in Pariaman City, 2) there is an effect of compensation on the kindergarten teacher work leadership in Pariaman City, 3) there is an influence of work culture and compensation together towards the kindergarten teacher work leadership in Pariaman City, 4) there is an influence of work culture influencing the work commitment of kindergarten teachers in Pariaman City and 5) there is an effect of compensation on the work commitment of kindergarten teachers in Pariaman City and 6) there is an influence of work culture and compensation on work commitment through compensation as a moderating variable kindergarten teacher in Pariaman City.

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Somers, Mark John y Dee Birnbaum. "The Relative Influence of Work Commitment on Work Outcomes". Academy of Management Proceedings 2014, n.º 1 (enero de 2014): 10709. http://dx.doi.org/10.5465/ambpp.2014.10709abstract.

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35

Blau, Gary y Jack Ryan. "On Measuring Work Ethic: A Neglected Work Commitment Facet". Journal of Vocational Behavior 51, n.º 3 (diciembre de 1997): 435–48. http://dx.doi.org/10.1006/jvbe.1996.1568.

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36

Izui, Tsutomu y Ken'ichi Mori. "Comparing Circle Commitment and Work Centrality". Japanese journal of ergonomics 35, n.º 1Supplement (1999): 95. http://dx.doi.org/10.5100/jje.35.1supplement_95.

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Izui, Tsutomu y Ken'ichi Mori. "Comparing Circle Commitment and Work Centrality." Japanese journal of ergonomics 35 (1999): 350–51. http://dx.doi.org/10.5100/jje.35.2supplement_350.

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Hyggen, Christer. "Does smoking cannabis affect work commitment?" Addiction 107, n.º 7 (4 de abril de 2012): 1309–15. http://dx.doi.org/10.1111/j.1360-0443.2012.03796.x.

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Barnette, Vivian. "A scholarly work commitment in practice". Counselling Psychology Quarterly 19, n.º 3 (septiembre de 2006): 253–63. http://dx.doi.org/10.1080/09515070600959334.

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Agarwala, Tanuja, Amaia Arizkuren, Elsa Del Castillo y Marta Muñiz. "Work–family culture and organizational commitment". Personnel Review 49, n.º 7 (17 de febrero de 2020): 1467–86. http://dx.doi.org/10.1108/pr-11-2019-0608.

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PurposeTo understand whether the three dimensions of work–family culture, namely managerial support, negative consequences and organizational time demands relate in different ways with different types of commitment; affective, continuance and normative. The relationships were examined in a three-country cross-national context.Design/methodology/approachQuestionnaire survey was conducted in India, Peru and Spain among executives and managers drawn from both the manufacturing and the services sectors.FindingsThe three countries were both similar and different with Peru and Spain more similar to each other than with India. Managerial support dimension of work–family culture predicted affective commitment across all the three countries. Differences were found with respect to predictors of normative commitment. Managerial support predicted normative commitment for Spain. Lower negative career consequences resulted in decreased normative commitment among the managers in Peru and Spain.Research limitations/implicationsThe study has limitations of generalizability and common method variance.Practical implicationsHuman resource managers will find the study useful to determine which dimensions of work–family culture would predict the outcomes desired. The study has implications for the design of human resource practices in the industry.Originality/valueThe study is the first that addresses the three dimensions of work–family culture and organizational commitment in a cross-national context. The study suggests that the way in which work–family culture is conceptualized and experienced by employees may vary even among countries classified as “collectivist.”

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Grabowski, Damian, Agata Chudzicka-Czupała, Małgorzata Chrupała-Pniak, Żaneta Rachwaniec-Szczecińska, Marta Stasiła-Sieradzka y Wanda Wojciechowska. "Work ethic, organizational commitment and burnout". Medycyna Pracy 70, n.º 3 (14 de junio de 2019): 305–16. http://dx.doi.org/10.13075/mp.5893.00800.

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Reinardy, Scott. "Job Security, Satisfaction Influence Work Commitment". Newspaper Research Journal 33, n.º 1 (enero de 2012): 54–70. http://dx.doi.org/10.1177/073953291203300105.

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McLean, John. "Commitment and Work: Social Services Employees". Journal of Integrated Care 10, n.º 4 (agosto de 2002): 35–37. http://dx.doi.org/10.1108/14769018200200037.

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Morrow, Paula C. y James C. McElroy. "On assessing measures of work commitment". Journal of Organizational Behavior 7, n.º 2 (abril de 1986): 139–45. http://dx.doi.org/10.1002/job.4030070206.

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Wirawan, Putu Rizky Maysa y AA Sagung Kartika Dewi. "PERAN KEPUASAN KERJA MEMEDIASI PENGARUH STRES KERJA TERHADAP KOMITMEN ORGANISASIONAL". E-Jurnal Manajemen Universitas Udayana 9, n.º 1 (3 de enero de 2020): 59. http://dx.doi.org/10.24843/ejmunud.2020.v09.i01.p04.

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The purpose of this study was to analyze the effect of work stress on job satisfaction, to analyze the effect of job satisfaction on organizational commitment, to analyze the effect of work stress on organizational commitment to analyze job satisfaction in mediating the effect of work stress on commitment. This research was conducted at the UPT. Monument to the Struggle of the People of Bali. The number of samples used in this study is 49 employees, using the saturated sample method (census), which uses the entire population as a sample. Data analyzed using Path Analysis techniques. The results showed that work stress had a negative and significant effect on job satisfaction at the UPT. Monumen Perjuangan Rakyat Bali, job satisfaction has a positive and significant effect on organizational commitment, work stress has a negative and significant effect on organizational commitment, and job satisfaction Mediates the Effects of Job Stress on Organizational Commitments on UPT. Monument to the Struggle of the People of Bali. Keywords: work stress, job satisfaction, organizational commitment

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Telaumbanua, Idam Shaleh, Junaidi Arsyad y Syamsu Nahar. "Relationship between Madrasah Culture and Innovative Attitude and Madrasah Ibtidaiyah Negeri Teachers' Work Commitment". Scaffolding: Jurnal Pendidikan Islam dan Multikulturalisme 4, n.º 1 (26 de febrero de 2022): 172–80. http://dx.doi.org/10.37680/scaffolding.v4i1.1246.

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The goal of this research was to discover the relationship between madrasah culture and teacher work commitments in Madrasah Ibtidaiyah Negeri Gunung Sitoli, the relationship between innovative attitudes and teacher work commitments in Madrasah Ibtidaiyah Negeri Gunung Sitoli, and the relationship between Madrasah culture and innovative attitudes in Madrasah Ibtidaiyah Negeri Gunung Sitoli teachers. people, using a random sample from the entire population or total sampling A questionnaire with a Likert scale model was used as the research instrument. The requirements test was used to determine the independence, linearity, and normality of the independent variables. At a significance level of = 0.05, the data analysis technique used correlation and regression, as well as simple correlation and regression and multiple correlations. According to the findings of the study, there is a positive and significant relationship between madrasa culture and teacher work commitment. This means that the higher and more positive the madrasa culture, the higher and more positive the work commitment of the teachers of Gunung Sitoli City's State Islamic Madrasah by providing an effective contribution of 8.5 percent. Innovative attitudes and teacher work commitment have a positive and significant relationship. This means that the higher and more positive the innovative attitude, the higher and more positive the work commitment of the Madrasah Ibtidaiyah teachers throughout the city of Gunung Sitoli by providing an effective contribution of 4.56 percent, and there is a positive and significant relationship between madrasa culture and innovative attitudes in general. This means that the higher and more positive the madrasa culture and innovative attitude, the higher and more positive the work commitment of the teacher.

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Gerrard, Jessica. "All that is Solid Melts into Work: Self-Work, the ‘Learning Ethic’ and the work Ethic". Sociological Review 62, n.º 4 (noviembre de 2014): 862–79. http://dx.doi.org/10.1111/1467-954x.12208.

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In this paper I examine the intersections between a general commitment to education and learning and the moral and ethical dimensions of the work ethic under contemporary capitalism. Drawing on Kathi Weeks' (2011) recent exploration of the work ethic in The Problem with Work, I suggest there is a relationship between the form and function of the work ethic- and what I term the ‘learning ethic’. I suggest that commitment to a learning ethic, to the unreserved power of learning and education- may reiterate a moral commitment to the personal characteristics that define the work ethic under capitalism. As a consequence, consideration of the form and function of these moral character ideals in the continuation of unequal social relations across educational and workspaces, become obfuscated by a generalized celebration of learning, education and self-work.

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Manurung, Nurlaely y Asri Laksmi Riani. "PENGARUH DISIPLIN KERJA, MOTIVASI KERJA, KEPUASAN KERJA DAN KOMPETENSI TERHADAP KOMITMEN ORGANISASI". Jurnal Manajemen Dayasaing 18, n.º 1 (6 de abril de 2017): 10. http://dx.doi.org/10.23917/dayasaing.v18i1.3788.

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The purpose of this study to determine and analyze the effect of work discipline, work motivation, job satisfaction, and work competence of the organization’s commitment to employees in RSO Prof. Dr. R Soeharso Surakarta. This research was explanatory research with survey research design. Data used primary data. The population of all employees who work in RSO Prof. Dr. R. Soeharso totaling 626 people, were taken a sample of 244 people with purposive sampling technique. The research instrument used a questionnaire with a scale linkert. The data analysis includes validation test, reliability and multiple regression analysis, t-test, F and R2. The results showed discipline work positive and significant effect on organizational commitment, motivation positive and significant effect on organizational commitment, job satisfaction positive and significant effect on organizational commitment, competence work positive and significant effect on organizational commitment, and the discipline of work, work motivation , job satisfaction and work competence significant effect together against the organization’s commitmentto employee hospital Orthopedics Prof. Dr. R. Soeharso Surakarta

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Oya, Adhisty Merrial y Jimmy Ellya Kurniawan. "Hubungan antara Stres Kerja dengan Komitmen Organisasi pada Karyawan bagian Produksi di PT.X". Psychopreneur Journal 3, n.º 2 (1 de noviembre de 2019): 63–72. http://dx.doi.org/10.37715/psy.v3i2.1372.

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Turnover often occur. This is because of low organizational commitment, and low organizational commitment occurs because of work stress. Production employees have high work stress because they have a workload and work risk who can make low commitmnes and occur turnover. The purpose of this study was to determine the relationship between work stress and organizational commitment. Hypothesis of this study is there is a negative relationship between work stress and organizational commitment of production employee in PT.X. The subjects in this study were 63 production employees at PT.X. This study used quantitative method with correlational design. Data were collected using work stress scale that has been adapted from Parker & Decotis (1983) and organizational scale that has been adapted from Allen dan Meyer (1990). The results showed that there is no relationship between work stress and organizational commitment of production employee in PT.X (ρ=0.000 ; (p > 0.05)

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EDWAR. "PENGARUH MOTIVASI KERJA, KEPUASAN KERJA DAN KEADILAN ORGANISASI TERHADAP KOMITMEN KERJA PEGAWAI PADA DINAS PENDIDIKAN KABUPATEN KERINCI". JURNAL ADMINISTRASI NUSANTARA 4, n.º 2 (31 de diciembre de 2021): 39–50. http://dx.doi.org/10.51279/jan.v4i2.58.

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This study aims to determine the effect of independent variables on the dependent variable. The object of this research is the Kerinci Regency Education Office Staff. The number of samples in this study were 68 respondents. The analysis technique used is multiple linear regression. The results obtained by the partial test (t test) obtained: (a) There is a positive and significant influence of work motivation on work commitment. (b) There is a positive and significant influence of job satisfaction on work commitment. c) There is a positive and significant effect of organizational justice on work commitments. The results of the study simultaneously showed that work motivation, job satisfaction and organizational justice had a positive and significant effect on work commitment. work and organizational justice on the Work commitment dependent variable of 0,700 or 70.0%. While the remaining 30.0% is influenced by other variables outside this study.

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