The Impact of the Retention Factors on Organizational Commitment: A case of High -Tech Employees in the Sudanese Telecommunications Sector (Published)
The purpose of this study is to investigate the impact of the retention factors (compensation, job characteristics, training and career opportunities, work/ life policies and supervisor support) on the organizational commitment (affective, continuous and normative) in high technology employees of the Sudanese telecommunications sector. The study adopts the quantitative approach for hypotheses verification. A questionnaire was developed and sent to 3 high tech employees in the Sudanese telecom sector. Data from 219 respondents were used to validate the measures and to test the research model. A multiple regression model was used; findings revealed that there is a significant positive relationship between (i) compensation and affective and continuance commitment (ii) training and career opportunities and affective and normative commitment (iii) Job characteristics and work/ life policies and normative commitment. Supervisor support had no direct impact on any of the organizational commitment components. Furthermore, the highest degree of association was found between training and career opportunities and normative commitment. The study suggests that an effective human resource management HRM system that fosters competitive compensation, fair training and career opportunities, enriched job characteristics and balanced work life policies, is likely to result in a higher organizational commitment.
Keywords: Affective Commitment, Normative Commitment, Organizational Commitment, continuous commitment, high-tech employees
The Relationship between Leadership Styles and Organizational Commitment – Exploring the Mediating Effect of Diversity, Equity, and Inclusion (DEI) Practices (Published)
This study explores the impact of Diversity, Equity, and Inclusion (DEI) practices on human resource management in the hospitality industry. It focuses on the relationship between leadership styles and organizational commitment. By scrutinizing the interplay of these elements, the research aims to offer practical insights for addressing labor shortages, enhancing employee satisfaction, and bolstering organizational competitiveness. Key research questions explore the positive influence of DEI practices on leadership styles, their mediating role between leadership styles and organizational commitment, and the distinct mediating effects of Diversity, Equity, and Inclusion. The research concludes that transformational leaders who inspire and motivate their teams foster organizational commitment by promoting inclusive practices. Transactional leaders who focus on clear expectations and rewards indirectly impact commitment by ensuring fair and equitable treatment. The study recommends that organizations invest in leadership development programs emphasizing transformational leadership skills and integrating equity-focused practices. A notable research trend emerging from this study is the concept of an Inclusive Leadership Model, emphasizing the mediating roles of DEI practices in tandem with leadership styles. This research aims to guide the hospitality industry in formulating human resource management strategies and promoting DEI practices.
Keywords: DEI practices, Leadership Styles, Organizational Commitment
The Influence Of Organizational Culture and Job Satisfaction on Organizational Citizenship Behavior With Organizational Commitment as an Intervening Variable in the Bureau of Staffing, Organization, and Procedure of the Ministry of Public Works and Housing Republic of Indonesia (Published)
In this study, we will look at the direct effects of job satisfaction, organizational culture, and organizational commitment on organizational citizenship behavior and the indirect effects of these factors through organizational commitment. Through causal research with a quantitative foundation. Path analysis was done on the survey data from 90 individuals. According to the test’s findings, job satisfaction positively and significantly influences organizational commitment and citizenship behavior. Organizational culture has a significant, positive impact on how dedicated a commitment is to the organization. The conduct and activity of organizational citizens are slightly but favorably influenced by organizational culture. On organizational citizenship behavior, organizational commitment has a significant and favorable impact. Organizational commitment directly results from job satisfaction and influences corporate citizenship behavior in a favorable and meaningful way. Corporate commitment, a fundamental component of organizational culture, significantly and favorably affects organizational citizenship behavior.
Citation: Agus Dwi Praptana and , Setyo Riyanto (2022) The Influence Of Organizational Culture and Job Satisfaction on Organizational Citizenship Behavior With Organizational Commitment as an Intervening Variable in the Bureau of Staffing, Organization, and Procedure of the Ministry of Public Works and Housing Republic of Indonesia, Global Journal of Human Resource Management, Vol.10, No.4, pp.60-75
Keywords: : job_satisfaction, Organizational Citizenship Behavior, Organizational Commitment, Organizational Culture
EMPLOYEE LOYALTY AND ORGANIZATIONAL COMMITMENT IN PAKISTANI ORGANIZATIONS (Published)
Employee loyalty can be defined as employees being committed to the success of the organization and believing that working for this organization is their best option. The aim of the study was to find the impact of organizational commitment on employee loyalty in Pakistani organizations. This study also finds out the relationship between financial benefit, manger attitude and organizational commitment. At last, the factors affecting employee loyalty was also determined. To achieve the aim of the study questionnaire survey was used. The results show that there is a positive and significant impact of organizational commitment on employee loyalty in Pakistani organizations.
Keywords: Employee loyalty, Organizational Commitment, Pakistan, financial benefit, manager attitude