OBJECTIVES As many studies have shown, one of the most important tendencies of employees nowadays is to achieve work- life balance. Organizations should develop various activities and create supportive climate, within the framework of which employees will have opportunities to realize aforementioned goals which in turn would increase work productivity and work motivation. The aim of this paper ...

Article history: Received 25 November 2011 Available online 11 March 2012 Using a one-year longitudinal study of four components of organizational commitment (affective, normative, continuance–sacrifices, and continuance–alternatives) on a sample of employees frommultiple organizations (N=220), we examined the relationships of employee Big-Five personality traits to employee commitment componen...

Recent efforts have been made to identify and compare employees with profiles reflecting different combinations of affective (AC), normative (NC), and continuance (CC) organizational commitment. To date, the optimal profiles in terms of employee behavior and well-being have been found to be those in which AC, NC and CC are all strong, or those where AC, or AC and NC, dominate. The poorest outco...

Organizations are continually confronting challenges to remain competitive and successful, which compels organizations to regularly re-evaluate their strategies, structures, policies, operations, processes and culture. Managing change effectively is however a main challenge in the change management domain because of massive human involvement. Thus, managers and change agents are eager to know h...

The survival of the firms depends on the adoption of techniques and methods for encouraging learning among people. On other hand, it is necessary to have an attitude for interaction and endeavour in order for the learning to be built and conserved. Therefore, committed people in organizations have always been emphasized as a driving force of the extension and creation of learning. The aim of th...

The purpose of this study are to analyze Effect Employees’ Job Satisfaction and Work Motivation on Turnover Through Commitment at Bhayangkara Lumajang Hospital. This including explanatory research. Samples research employees Hospital as many 48 respondents. analysis used in is path analysis. result showed the job satisfaction does not significantly influence work commitment; motivation commitme...

This study is centered on inter-functional coordination in relation to organizational commitment in the hotel industry. Inter-functional coordination is defined in this study as the communication and sharing of information and resources, and integration and collaboration of different functional areas/departments. Organizational commitment is a psychological state that characterizes the employee...

Background: Quality of work life depends on a combination of variables in the work environment that has an important impact on organizational commitment, work participation, and job performance. Therefore, measuring two variables of quality of work life and organizational commitment is important for all employees of organizations, including emergency nurses, who are important members of the hea...