organizational commitment – Jurnal Pengurusan

Elevating Organizational Commitment through Corporate Culture: A Case of Public Service Agencies in Malaysia

Faris A181711 — Tue, 11 Oct 2022 04:13:05 +0000

Despite various contextual factors being reported to have influenced organizational commitment among employees, more empirical evidences are required. This is important as to reaffirm such assertion in the growing body of literature on organizational commitment. In line with that, this study attempts to examine the influence of corporate culture on organizational commitment. Corporate culture is assessed in terms of communication, teamwork, training and development, and reward and recognition. A survey was conducted among public servants of selected government agencies in the Northern Region of Peninsular Malaysia. Based on the statistical analyses, the findings reported that communication, training and development, and reward and recognition have a significant and positive influence on organizational commitment. In the discussion section, all significant factors in enhancing organizational commitment among public servants are elaborated. Finally, recommendations as well as theoretical and practical ramifications are brought to fore.

Kesan Kepimpinan Kebaktian Terhadap Tingkah Laku Kewarganegaraan Organisasi: Komitmen Organisasi sebagai Pengantara

khairul23 — Fri, 07 Oct 2022 01:12:21 +0000

Organizational citizenship behavior is an important element in volunteer activities and this is acknowledged by many studies that explored factors that drive volunteer engagement. A review of the literature showed that organizational citizenship behavior is influenced by factors related to volunteer characteristics and organizational factors. This study was conducted to examine the relationship between servant leadership and organizational citizenship behavior (OCB) among volunteers. Based on the Environmental Psychology Model and leadership theory, this study proposes significant direct relationship between servant leadership and organizational citizenship behavior, as well as an indirect relationship through organizational commitment as a mediator. Multiple regression analysis was used to test the hypothesis based on the data from 361 volunteers who had been actively involved in voluntary activities for more than a year. The results of the study indicate a significant positive direct relationship between servant leadership and organizational citizenship behavior, as well as organizational commitment as a mediator. This study shows that leadership style plays an important role in influencing organizational citizenship behavior and this is in line with volunteer commitment. Therefore from the practical perspective, the management of a voluntary organization needs to instill servant leadership through appropriate trainings to increase volunteer’s OCB. In conclusion, leadership in voluntary organization emphasizes different aspects of leadership in increasing commitment and OCB to achieve greater performance.

How do Organizations Respond to Workplace Deviance under the influence of Organizational Citizenship in Public Universities?

khairul23 — Tue, 05 Jul 2022 03:32:53 +0000

This paper explores the parallel roles in an organization as it relates to the level of commitment shown by its employees (citizens of the company) and their workplace deviance. The study goes a step deeper to show how this relationship is intertwined with the theory of social exchange. A total of 600 respondents consisted of lecturers and employees from the top five Malaysian public research universities, but only 189 were suitable for statistical analysis. Current research employs a deductive approach and uses nonprobability sampling. SEM-PLS is used to examine the research model and test the mediating effect of organizational citizenship behaviour on the relationship between organizational commitment and workplace deviance. The results reveal what is known to be true between healthy commitment and organizational citizenship as well as the dangers of workplace deviance on that relationship. Despite this positive relationship, workplace deviance does in fact modify organizational commitment in a negative manner. The study’s findings have shown empirically that workplace deviance does influence behaviours and perhaps dampens the relationship between organizational citizenship and its commitment to the organization itself. The outcome of the research data can help future managers, particularly in tertiary education settings, in implementing appropriate organizational mechanisms towards improving organizational citizenship behaviour. In addition, the findings can also provide insights for other public and private universities alike in approaching workplace deviance.