A Literature Review of the Three Elements of Organizational Commitment: The Meaning of the Contribution Score Average

Maydiantoro, Albet; Tusianah, Rias; Isnainy, Usastiawaty Cik Ayu Saadiah; Kesuma, Tubagus Ali Rachman Puja; Zainaro, M. Arifki; Nurmalisa, Yunisca

doi:10.37394/23207.2021.18.67

Cited by 3 publications

(1 citation statement)

References 43 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…In this context, it has been determined that only when committed, will knowledge workers voluntary pass their expertise to others. Therefore, a relationship between the organization and these employees should be created on mutual commitment [27,[40][41][42], mutual care, interdependence, reciprocity, and fairness [43]. The context for developing interdependencies based on the identified properties is the organizational culture.…”

Section: Introductionmentioning

confidence: 99%

Organizational Culture as a Prerequisite for Knowledge Transfer among IT Professionals: The Case of Energy Companies

et al. 2021

View full text Add to dashboard Cite

The energy sector is the epitome of Industry 4.0; therefore, it should be developed in line with the Industry 4.0 implementation framework and be managed according to the guidelines dedicated to knowledge-based enterprises. Under this model of evolution, the layers surrounding the technological aspects are first, knowledge management (in particular, its transfer), and then people, and culture. This study addresses two of the three identified levels by attempting to verify the organizational culture that supports professional knowledge transfer as the leading factor in effective specialist knowledge exchange in the energy sector. Recently, this sector has become highly dependent on IT solutions as the main factor for its development and security. A key role in this respect is played by IT professionals, whose attitudes and employee behavior are critical to the stability, efficiency, effectiveness, and security of IT systems in the energy companies. The purpose of this paper is to propose a theoretical construct, based on indicated norms and values as organizational culture foundation and cultural practices. This article also aims to analyze and diagnose the components that support the professional knowledge transfer in different groups of organizational stakeholders. Systematic analysis of the scientific literature, expert evaluation, and structured questionnaires were used to develop and verify the hypotheses. The research results supported the hypotheses that organizational culture tailored to the knowledge workers’ needs and expectations, influence the effective and efficient circulation of IT expert knowledge.

show abstract

Section: Introductionmentioning

confidence: 99%

Organizational Culture as a Prerequisite for Knowledge Transfer among IT Professionals: The Case of Energy Companies

et al. 2021

View full text Add to dashboard Cite

show abstract

Education Management from Indonesia: The Political Influence of Regional Heads

Ridwan

Rahman

Hariri

et al. 2022

Wseas Transactions on Business and Economics

View full text Add to dashboard Cite

The aim of this research is to present an understanding of the effect of political regional heads that causes anxiety on organizational commitment, the effect of anxiety on self-efficacy, and the effect of anxiety after there is a mediator of self-efficacy on organizational commitment. The effect of anxiety on self-efficacy was 1.16%, the effect of anxiety on organizational commitment was 12.1%. After the mediating variable (self-efficacy) in the second regression the R-Square became 49.8%. Thus Self-Efficacy plays a role in strengthening organizational commitment on the influence of Anxiety. The author concludes that anxiety affects low self-efficacy. In other words, self-efficacy is able to fortify the influence of anxiety in this case anxiety due to the succession of regional heads. Organizational commitment can be increased by the presence of self-efficacy. Self-efficacy is clearly able to maintain the commitment of the principal even though there are concerns about the succession of regional heads.

show abstract

Influence and Influenced Between Self-Efficacy and Principal Leadership: A Systematic Review

Kesuma

Sudjarwo

Pargito

et al. 2021

International Journal of Education and Information Technologies

View full text Add to dashboard Cite

This literature review article aims to look at the variables that influence, are influenced, and mediated by the leadership practices of principals in schools. The authors reviewed 16 research articles from European countries and a small part of Asia and America. The researchers concluded that: 1) Self-efficacy can affect variables such as emotional exhaustion, job satisfaction, normative commitment, and including motivation not to resign. 2) Self-efficacy can fluctuate, influenced by experience, which at that time can also be influenced by the opinions of others. Therefore, a leader is responsible for the development and growth of job satisfaction and teacher self-efficacy. 3) Self-efficacy can be a mediator for the growth and development of other variables. The psychological atmosphere you feel at that moment also adds another variable. The self-efficacy variable can also determine the improvement and achievement of other variables. This study provides new insights into how to manage people for maximum results.

show abstract

A Literature Review of the Three Elements of Organizational Commitment: The Meaning of the Contribution Score Average

Cited by 3 publications

References 43 publications

Organizational Culture as a Prerequisite for Knowledge Transfer among IT Professionals: The Case of Energy Companies

Organizational Culture as a Prerequisite for Knowledge Transfer among IT Professionals: The Case of Energy Companies

Education Management from Indonesia: The Political Influence of Regional Heads

Influence and Influenced Between Self-Efficacy and Principal Leadership: A Systematic Review

Contact Info

Product

Resources

About