Assessing the effect of grit and employability on organizational commitment mediating by job involvement

Abstract

The research investigated the effects of grit and employability on organizational commitment by mediating job involvement of the private higher education in Indonesia. This research used a quantitative approach with a survey method. The sample of this research is 130 lecturers selected by purposive sampling. The data were obtained by distributing questionnaires and analyzing with path analysis based on supporting correlation and descriptive statistics. The results of the research confirm that grit, employability and job involvement had significant direct effects on organizational commitment, grit and employability had significant direct effects on job involvement, and grit and employability had significant indirect effects on the organizational commitment by mediating job involvement. A fit research model was found on the effects of grit and employability on organizational commitment mediating by job involvement. This model can be discussed as a reference by researchers and practitioners in developing models of organizational commitment in the future and any context.

How to stay high-performing: developing organizational grit

“…The concept of grit, defined as having passion and perseverance for long-term goals which leads to improved performance (Armstrong et al , 2018; Duckworth et al , 2007; Eskreis-Winkler et al , 2014; Mooradian et al , 2016; Widodo and Chandrawaty, 2020), is increasingly receiving attention in recent years (Jordan et al , 2019a; Schimschal et al , 2021). An extensive literature study by Schimschal et al (2021) showed that grit is mostly associated with peak performance, increased engagement, greater resilience, improved well-being, increased leadership capability, reduced burnout and decreased attrition; and that it can be measured by the degree of passion an individual has and the perseverance for achieving long-term goals this person shows.…”

Can Performance Be Achieved Through the Role of Normative Commitment as Mediation and Innovation as Moderator: Driven by Good Governance, Driving Human Resources Intrinsic and Motivation?

“…Findings from (Widodo & Chandrawaty, 2020) there is a relationship between Normative commitment on performance. Shows that employee commitment always plays a very important role in improving Normative Performance (Syarif et al, 2022).…”

Linking Personality to Lecturers’ Employability and Affective Commitment

“…If under adequate conditions, these skills can stimulate lecturers' affective commitment manifested in attachment to, identification with, and involvement in the organization (Meyer & Allen, 1991). The previous studies also indicated that employability influences affective commitment (Philippaers et al, 2019;Widodo & Chandrawaty, 2020;Aryani & Widodo, 2020;Moreira et al, 2022). Therefore, the following hypothesis can be formulated (H): H 2 : Employability has a direct effect on affective commitment.…”