Keywords : Affective Commitment


Antecedents of job turnover in educational sector of Pakistan

Muhammad Rizwan; Asad Afzal Humayon; Ahmad Usman Shahid; Rizwan Qaiser Danish; Nauman Aslam; Jawad Shahid

International Journal of Organizational Leadership, Volume 6, Issue 1, Pages 89-101
DOI: 10.33844/ijol.2017.60404

The primary purpose of this research was to analyze the effect of affective commitment, job satisfaction, job stress, organizational politics, job role ambiguity, and job formalization on employees’ job turnover in private and public sector universities of Lahore, Pakistan. A survey based explanatory research design was used. This study was conducted among the employees working in educational sectors such as universities and colleges in Lahore. About 270 questionnaires were distributed by employing various methods of communication such as email in person and post. The findings of this study indicated that job satisfaction, job stress, organizational politics, and job role ambiguity had significant effects on job turnover of employees while affective commitment and job formalization had adverse effects on the employees. Self-reported measures were used to measure employees’ turnover, affective commitment, job satisfaction, job stress, organizational politics, job role ambiguity, and job formalization. Since all the participants were selected from Lahore’s public and private universities and colleges, the outcomes were not connected to differences of instructional materials or educational foundations. Considering the importance of employees’ turnover, affective commitment, job satisfaction, job stress, organizational politics, job role ambiguity, and job formalization, higher education institutional management and policy makers should take the necessary measures to reduce the extent of turnover which will improve the employees’ individual and organizational performance. The relevant literature shows that employees’ turnover is under investigation especially in public sector universities of Lahore, Pakistan. So, the current study has contributed to enhance the consideration on the most noteworthy problems.

Effects of occupational commitment on corporate reputation: An empirical test for a hospital case in North Cyprus

Pinar Kurd; Tolga Medeni; Tunç Medeni; Mustafa Sagsan

International Journal of Organizational Leadership, Volume 6, Issue 1, Pages 17-31
DOI: 10.33844/ijol.2017.60297

The reputation of a corporation in its stakeholders’ eye
is a very important factor which opens the doors to be privileged and
successful by creating awareness in a business environment where the competition
is high. The most important stakeholders which influence reputation is
employees who have an important role for the corporation to survive. Each
occupation requires a high commitment. However, individuals working in the
health field have a priority according to other fields. The purpose of the
study is to reveal the relationship between occupational commitment and corporate
reputation of healthcare staff. The dimensions of occupational commitment of a
private hospital employees was examined and their perception in terms of their
own corporate as employees was measured. In conclusion, it was concluded that
the affective commitment highly affects the social environment of the business
environment, product performance, and vision leadership, which are some of the
dimensions of the corporate reputation and were grouped as a result of the
measurement. In addition, it was found out that the dimensions of  corporate reputation can be reduced by being
collected under different titles.

Employees’ need for independence, organizational commitment, and turnover intentions: The moderating role of justice perceptions about performance appraisals

Burcu Birecikli; Lütfihak Alpkan; Alper Ertürk; Seval Aksoy

International Journal of Organizational Leadership, Volume 5, Issue 3, Pages 270-284
DOI: 10.33844/ijol.2016.60461

This empirical research attempts to find out whether it is possible to retain employees who possess strong need for independence and to make them committed by using fair performance appraisal systems. One hundred five white-collar employees working in three high-tech companies were participated in this study. Results showed that both perceived procedural justice and perceived distributive justice of the performance appraisals moderated the relationship between need for independence and affective commitment, as well as the relationship between need for independence and turnover intentions. As a result, the high levels of justice perceptions will lessen the strength of negative relationship between need for independence and organizational commitment and the high levels of justice perceptions will lessen the strength of positive relationship between need for independence and turnover intentions. These findings underlined the importance of justice perceptions, since they not only lead to positive attitudes and behaviors, but also mitigate the effects of the individual attitudes such as need for independence.