Organizational Commitment, job satisfaction and intention to stay: Literature review

Llobet, Joan; Fitó, M. Àngels

doi:10.3926/ic.475

Cited by 11 publications

(6 citation statements)

References 35 publications

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“…Organizational commitment signifies employees’ psychological attachment and loyalty to the organization. Understanding how these factors interrelate is essential for organizations to create a supportive work environment that fosters employee commitment and reduces turnover ( Allen, 2001 ; Llobet and Fito, 2013 ; Wan Sulaiman et al, 2013 ; Gvpn et al, 2018 ; Ibrahim et al, 2018 ; Chow and Abdullah, 2019 ) This expanded analysis will explore the impact of job involvement, perceived organizational support, and job insecurity on organizational commitment, shedding light on the intricate connections between these variables and their implications for employee engagement and organizational success.…”

Section: Job Involvement Perceived Organization Support and Job Insec...mentioning

confidence: 99%

Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator

Hngoi,

Abdullah,

Wan Sulaiman

et al. 2024

Front. Psychol.

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This study delves into the intricate relationships among job involvement (JI), perceived organizational support (POS), job insecurity (JIS), and organizational commitment (OC), with a particular focus on the mediating role of JIS within the context of the Malaysian private sector. The research delves into the antecedents of job insecurity and organizational commitment, offering insights to enhance commitment. Our study involved 440 employees in the Malaysian private sector, utilizing self-report questionnaires administered online. Notably, our findings underscore the significance of employment flexibility, job positions, and tenure in shaping JIS. Furthermore, we identify significant relationships among the variables: POS negatively predicts JIS, while JI, JIS, and POS collectively predict OC, with JIS partially mediating the POS-OC relationship. These empirically-grounded insights offer actionable guidance for organizations, empowering human resources practitioners to craft effective talent retention strategies and allocate resources strategically. In doing so, organizations can enhance employee productivity and bolster organizational commitment, ultimately contributing to sustained success in a dynamic work environment. These findings hold valuable implications for human resources practitioners, guiding the development of talent retention strategies and resource allocation to enhance employee productivity.

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Section: Job Involvement Perceived Organization Support and Job Insec...mentioning

confidence: 99%

Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator

Hngoi,

Abdullah,

Wan Sulaiman

et al. 2024

Front. Psychol.

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“…This indicates that for teachers who have the intention of leaving, the career direction after leaving is the main influencing factor. Llobet and Fito (2015) believed that the career direction of employees after leaving is related to their career planning. Mercurio (2018) believed that employees' career choice direction after resignation is influenced by multiple factors such as social and cultural atmosphere and personal career planning.…”

Section: International Journal Of Research Studies In Managementmentioning

confidence: 99%

Organizational equity, job performance and turnover intention among teachers in Chinese private universities: Based on employee retention framework

2023

IJRSM

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The purpose of this study is to describe the organizational equity, job performance and turnover tendency of teachers in private colleges and universities in China, so as to provide a basis for the development of employee retention plans in private colleges and universities.Specifically, it will determine the situation of organizational equity and the related situation of its four dimensions of distributive equity, procedural equity, interpersonal equity and information equity. By means of questionnaire survey, this paper collects 328 teachers' questionnaires from private undergraduate universities in China, and deeply analyzes the results of the questionnaire data. This paper uses quantitative analysis method and SPSS28 software to conduct multivariate statistical analysis of the questionnaire feedback data content, including descriptive analysis, correlation analysis and regression analysis. The research results show that teachers in private undergraduate universities in China disagree with organizational equity and its related dimensions, disagree with job performance and its related dimensions, and agree with turnover intention and its related dimensions. The research shows that organizational justice is significantly positively correlated with job performance, organizational justice is significantly negatively correlated with turnover intention, and job performance is significantly negatively correlated with turnover intention.

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“…Compromiso organizacional E l compromiso organizacional es definido como una actitud, estado mental o psicológico de los empleados, el cual forma un vínculo con la organización (Llobet & Fito, 2013;Meyer & Allen, 1991). Los estudios de Meyer & Allen (1984, 1991 clasifican al compromiso organizacional en tres tipos:…”

Section: Revisión De Literaturaunclassified

La relación del emprendimiento corporativo, la orientación al aprendizaje y el compromiso organizacional con el desempeño organizacional: un acercamiento teórico

Carpio

2018

novarua

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T his paper reports a theoretical review that confirms the existence of a significant relationship between corporate entrepreneurship, learning orientation, organizational commitment and organizational performance. The literature review was developed between february 2017 and may 2018 in different databases and metasearch engines such as EBSCO, Web of Science, Elsevier, Emerald, Redalyc and Google Scholar. Finally a model that contributes is proposed to the realization of futures research works from the perspective Latin American.

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Organizational Commitment, job satisfaction and intention to stay: Literature review

Cited by 11 publications

References 35 publications

Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator

Examining job involvement and perceived organizational support toward organizational commitment: job insecurity as mediator

Organizational equity, job performance and turnover intention among teachers in Chinese private universities: Based on employee retention framework

La relación del emprendimiento corporativo, la orientación al aprendizaje y el compromiso organizacional con el desempeño organizacional: un acercamiento teórico

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