The Relationship between Job Satisfaction and Organizational Commitment in Hospitals of Iran: A Meta-analysis

Isfahani, Parvaneh; Heydari, Azadeh

doi:10.52547/psj.17.3.8

Cited by 10 publications

(7 citation statements)

References 12 publications

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“…AC facilitates employee participation in decision-making, harmonizing employee beliefs with the values and objectives of the company. As per Rashid, Sambasivan and Johari (2003) and Suma and Lesha (2013), the financial and social costs and advantages of working for the organization refer to continuance commitment. The term normative commitment indicates feelings of obligation brought on by pressure, substantial rewards, strategies or employee well-being.…”

Section: Affective Commitmentmentioning

confidence: 99%

Links connecting organizational socialization, affective commitment and innovative work behavior

Torlak,

Budur,

Khan

2023

TLO

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Purpose This study aims to investigate the relationships between affective commitment (AC), innovative work behavior (IWB) and organizational socialization strategies (training, coworker support, understanding and future prospects) to ensure the viability and prosperity of businesses in Iraq. Design/methodology/approach The methodology includes demographic analysis, confirmatory factor analysis and structural equation modeling. Findings An analysis of survey data based on a random sample of participating employees shows that training, understanding and future prospects all significantly and positively affect employee AC. Coworker support does not significantly affect AC. Employees’ AC to their companies significantly positively affects their IWB. Employees’ AC to their companies significantly mediates the relationships between training, understanding, future prospects and IWB. Company practices regarding training, understanding, coworker support and future prospects do not affect employees’ IWB. Research limitations/implications The authors conducted the study in Sulaymaniyah. The results may not apply to Iraq and other nations. Researchers from various industries and countries can evaluate the model. The research ignores company age, size and fit between individuals and organizations. Originality/value The study closes a research gap in organizational behavior by exploring the association between managerial socialization strategies, AC and creative work behavior in Iraq.

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Section: Affective Commitmentmentioning

confidence: 99%

Links connecting organizational socialization, affective commitment and innovative work behavior

Torlak,

Budur,

Khan

2023

TLO

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“…Continuance commitment is described as the individuals' feelings towards their organization when taking into consideration the cost of organization leaving (Anari, 2012), and usually when individuals feel a need to remain at organization (Suma & Lesha, 2013). The lost sunk cost of quitting an organization creates a behavioral bond known as continuance commitment (Lambert et al, 2017).…”

Section: Continuance Commitment (Cc)mentioning

confidence: 99%

The Effect of Organizational Climate on Organizational Commitment in 2022: Case Study - Gaza Electricity Distribution Corporation

سويدان¹,

علي²,

الطحيطاح³

2023

مجلة العلوم الإقتصادية و الإدارية و القانونية

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This study aims to investigate the effect of organizational climate on organizational commitment in Gaza Electricity Distribution Corporation (GEDCO). A questionnaire was employed as the study tool, and a descriptive analytical technique was used to meet the study's objectives. (269) questionnaires were distributed, but (221) returned with a response rate of 82.16%. Also (SPSS) was used for data analysis by using various statistical methods. To analyze the structural equation model and look at the study hypotheses, analysis of a moment structures program (AMOS) tool was utilized. This study mainly contributes in enhancing the literature of the concept of organizational commitment, improving the methods of the study in the human resource area, and in finding out the effect of the research factors on organizational commitment. The results showed that there is a direct, weak, positive, effect of the organizational climate on organizational commitment (27.8%). The organizational structure (OS) dimension has the most impact on organizational commitment (74.4%), the next dimension was decision making (DM) equals (69.7%), while the dimensions (available technology (AT) was the least influential on organizational commitment (44.5%). The study recommends for providing employees with a proper awareness concerning organizational climate dimensions and how it may affect their organizational commitment.

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“…Di dalam penelitian yang dilakukan oleh Cantari, Fuad, dan Santoso (2017) terdapat hubungan positif antara kepuasan kerja dengan komitmen kontinuan. Beberapa penelitian lain juga telah menunjukkan bahwa kepuasan kerja memiliki hubungan yang erat dengan komitmen kontinuan (Nazneen & Miralam, 2017;Ramadhani & Khoirunnisa, 2018;Suma & Lesha, 2013;Valaei & Rezaei, 2016). Menurut Hasibuan (2001) kepuasan kerja memiliki hubungan yang erat dengan komitmen kontinuan karena anggota organisasi yang mendapat kepuasan kerja akan mempunyai catatan kehadiran yang baik, memiliki komitmen kerja, dan kinerja lebih baik daripada anggota organisasi yang tidak memperoleh kepuasan kerja.…”

Section: Pendahuluanunclassified

Komitmen Kontinuan Pada PNS Direktorat Jenderal Pajak Ditinjau Dari Kepuasan Kerja Dan Masa Kerja

Hapsari,

Hapsari

2023

psiko

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PNS di Kementerian seringkali mengalami permasalahan ketika diharuskan untuk pindah kerja atau mutasi ke luar daerah, begitu pula pada PNS di Direktorat Jenderal Pajak. Masalah yang timbul misalnya jauh dari keluarga, berkurangnya penghasilan atau masalah domestik lainnya. Salah satu hal yang membuat PNS dapat terus bertahan di organisasinya walaupun harus mengalami mutasi adalah komitmen kontinuan. Penelitian ini bertujuan untuk mengetahui pengaruh kepuasan kerja dan masa kerja terhadap komitmen kontinuan pada PNS Direktorat Jenderal Pajak. Penelitian ini berjenis kuantitaif dan teknik sampling yang digunakan adalah snowball sampling. Total keseluruhan responden sebanyak 56 orang yang bekerja sebagai PNS Direktorat Jenderal Pajak. Untuk mengukur komitmen kontinuan peneliti menggunakan continuance commitment scale dan untuk mengukur kepuasan kerja, peneliti menggunakan Job Descriptive Index (JDI). Berdasarkan hasil uji hipotesis diketahui bahwa terdapat pengaruh siginifikan antara kepuasan kerja dengan komitmen kontinuan pada PNS di lingkungan Direktorat Jenderal Pajak dengan nilai signifikansi sebesar 0.000 dimana kepuasan kerja memiliki pengaruh 47.4%. Sementara uji anacova menunjukkan nilai signifikansi sebesar 0.233 (p>0.05) yang mengindikasikan bahwa masa kerja tidak berfungsi sebagai variabel kontrol.

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The Relationship between Job Satisfaction and Organizational Commitment in Hospitals of Iran: A Meta-analysis

Cited by 10 publications

References 12 publications

Links connecting organizational socialization, affective commitment and innovative work behavior

Links connecting organizational socialization, affective commitment and innovative work behavior

The Effect of Organizational Climate on Organizational Commitment in 2022: Case Study - Gaza Electricity Distribution Corporation

Komitmen Kontinuan Pada PNS Direktorat Jenderal Pajak Ditinjau Dari Kepuasan Kerja Dan Masa Kerja

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