The Effect of Job Characteristics on Organizational Commitment: The Role of Growth Need Strength in Nepali IT Companies

Saud, Tina Rawal

doi:10.3126/jbmr.v3i1.31973

Cited by 5 publications

(6 citation statements)

References 63 publications

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“…Committed employees will show their voluntary behavior and have a strong desire to serve their organization to pay for the effort in providing awareness for organizational goals beyond passive loyalty (Ismail, 2019). Organizational commitment helps employees identify their goals with the company and motivates employees to stay in it (Saud, 2020).…”

Section: Introductionmentioning

confidence: 99%

The Effect of Job Insecurity on Innovative Work Behavior through Organizational Commitment in UFO Elektronika Employees

Fauziawati¹

2021

JBMR

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UFO Elektronika is a brand used by PT Damai Sejahtera Abadi, company engaged in furniture and electronic retail, which was founded in 2003. This study aims to determine and explain the effect of job insecurity on innovative work behavior with organizational commitment as an intervening variable on UFO Elektronika employees. This is a quantitative study with a sample of 41 employees using the saturated sampling technique. The statistical analysis used SEM-PLS with SmartPLS 3 software. The results explained that job insecurity has a negative significant effect on organizational commitment, job insecurity has a negative significant effect on innovative work behavior, organizational commitment has a positive significant effect on innovative work behavior, and organizational commitment are able to mediate the relationship between job insecurity and innovative work behavior. The implementation of research that can be applied to companies is the creation of a suggestion box that can be filled in by employees to report conditions in the workplace to minimize work insecurity caused by several factors and communicate problem solving together, compile an organizational culture to strengthen the bonds of value, company values for employees, and rewarding employees who are active in proposing innovative ideas for the success of the company.

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Section: Introductionmentioning

confidence: 99%

The Effect of Job Insecurity on Innovative Work Behavior through Organizational Commitment in UFO Elektronika Employees

Fauziawati¹

2021

JBMR

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“…The level of autonomy given to an employee indicates the level of trust and value placed on the employees' creative values and prowess, Ogbor et al (2021) posited that autonomy as a degree of freedom can create room for creativity and innovativeness. Many scholars noted the significant role of a committed workforce as an asset and vital resource for organizations to gain a competitive edge and strong values (Nguyen et al, 2014;Saud, 2020). Exceptionally gifted employees are the intellectual capitals who are the key drivers of organizational performance and goal attainment beyond limits.…”

Section: Literature Reviewmentioning

confidence: 99%

Role of Job Satisfaction on Job Commitment and Value Creation of Management Sciences Academics

Oriazowanlan

Nwokocha

2022

jmer

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Objective: Job switching intentions and high turnover rates among academics in Nigerian Universities including Southern Nigeria are appalling. The study examined the role of job satisfaction on job commitment and value creation. Research Design & Methods: Five research questions guided the study and two hypotheses were formulated. The study adopted the descriptive survey research design. 150 respondents were selected using a convenient sampling technique. A 46-item structured questionnaire was used as an instrument for data gathering which was rated on four point scale with nominal values. The instrument was scrutinized and found valid. The data gathered was analyzed using mean and standard deviation to address the research questions and determined the respondents’ homogeneity respectively while the null hypotheses were tested with t-test inferential statistics. Findings: The findings revealed that job satisfaction has a great influence on job commitment and value creation. Emphasis was laid on job characteristics such as autonomy, social and environmental factors such as recognition, and appropriate rewards of academics with exceptional skills for value creation as well as motivation by management. Implications & Recommendations: Ingenious academics that are highly talented and gifted should complement affective commitment with continuance commitment and demonstrate their creative prowess and ingenuity to create values for the organization. Also, management should ensure that academics with exceptional work skills are properly rewarded, recognized, and motivated to guarantee their retention, absolute commitment, and effective work performance. Contribution & Value Added: These results provide an overview of the challenges of job satisfaction and poor motivation that could affect their value creation.

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“…Shrestha and Parajuli (2020) revealed that the organizational commitment of employees is predicted by supervisory support/ behavior. Saud (2020) documented that job characteristics have significant positive effects on organizational commitment. Pandey (2020) reported that there is a positive relationship between work-life balance and employee commitment.…”

Section: Theoretical Framework and Review Of Literaturementioning

confidence: 99%

Factors Affecting Organizational Commitment of Employees in Healthcare Sector of Kathmandu Valley

Gurung¹,

Bastola²

2022

Kanya J.

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In today’s context the demand for healthcare service has increased due to people’s awareness on the importance of health and quality of life. Though there is a lot of advancement in medical technology employees are considered an important asset of an organization. Employees' commitment is important matter to consider because the presence of committed employees helps in reducing absenteeism, delays and turnover in the organization. So, the aim of the study is to investigate the factors affecting organizational commitment of employees in healthcare sector of Kathmandu Valley. In order to fulfill the objectives of the study, the survey was conducted using a well-structured and self-administered questionnaire. The sample of 185 was randomly selected from sampling frame of 4683 employees of 11 private hospitals of Kathmandu Valley. Data were analyzed using descriptive statistics, correlation and regression analysis. The study revealed that the level of employee commitment is moderate in hospitals of Kathmandu Valley. The findings derived from multiple regression analysis confirmed that organizational reward and work-life balance are important factors that positive and significantly affect organizational commitment. It indicates that higher the organizational reward and work-life balance, higher would be the organizational commitment. However, supervisory support, training and development and organizational culture do have insignificant influence on organizational commitment of employees in health care sector of Kathmandu Valley. Thus, it is assured that the results from the study are more valid and they could have a significant policy implication for concerning health sector authorities of Nepal.

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The Effect of Job Characteristics on Organizational Commitment: The Role of Growth Need Strength in Nepali IT Companies

Cited by 5 publications

References 63 publications

The Effect of Job Insecurity on Innovative Work Behavior through Organizational Commitment in UFO Elektronika Employees

The Effect of Job Insecurity on Innovative Work Behavior through Organizational Commitment in UFO Elektronika Employees

Role of Job Satisfaction on Job Commitment and Value Creation of Management Sciences Academics

Factors Affecting Organizational Commitment of Employees in Healthcare Sector of Kathmandu Valley

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