International Journal of Organizational Leadership

This paper aimed at answering the question, how the widely discussed concept of organizational commitment can be clustered. Based on relevant literature on employee commitment, a four-dimensional model of commitment was proposed. The proposed layers included a rational, a behavioral, a normative and an emotional layer, with each of them ranging from the lowest level of commitment – compliance – to the highest level, described as internalization. In order to assess this assumed model, the approach of an empirical study leading up to a confirmatory factor analysis was chosen. Using a wide array of pre-existing questionnaires, a set of items were generated in accordance with the proposed model and tested on a survey of n = 300 participants. Using a R-based confirmatory factor analysis, the proposed factor structure was assessed in terms of its model fit. Analyses however suggest a two-factor model, as only for emotional and behavioral commitment a satisfactory model fit could be shown. An additionally conducted reliability analysis confirmed this result. Therefore, based on the empirical data, a two-factor model of commitment is suggested. It is argued within the discussion of the results, that only the factors emotional and behavioral commitment target actually the relationship between employer and employee, whereas normative commitment depends stronger on the personality and the values of the employee, while rational commitment might be stronger connected to the overall (employment) market situation. Potential recommendations for practitioners are deducted from the findings and possible approaches for future research are presented.

In the highly competitive environment of the business world, organizations implement human resource policies and practices to increase the motivation and performance of employees. Efforts to keep employee turnover at minimum levels are directly proportional to employee satisfaction and their willingness to stay in the organization. Employees’ dissatisfaction, leaders’ attitudes and behaviours, human resources policies determine the life of the organizations. The increase in the employment turnover rate can decrease the performance of the organization, bring additional costs and cause employee trainings to be ineffective. In particular, the qualified employees can easily leave the organization if they do not like the management approach leads to the formation of different management understandings and perspectives. The leadership style of the managers and the human resources policies can shape the future of the organizations.  Therefore, it is important to conduct studies in this field to help the senior managers to make decisions and demonstrate their leadership roles. The sample of this study consists of 498 white-collar employees working in the private and public sector. The findings were subjected to factor and reliability analyses by using IBM SPSS 23 program. The hypotheses were tested by regression analysis and the results were evaluated and presented accordingly.

In the success of institutions, the peace and quality of the business life of human resources play an important role. The organizational load on employees can affect both individual and organizational stress, their turnover intention, and emotional commitment. Therefore, institutional stress and commitment have become the subject of many studies. In this study, we investigate the effects of responsibility load and workload on work stress, emotional commitment, and turnover intention, using a sample that consists of academics employed in state universities in Turkey. Data analyzed in this study were collected via questionnaires from the academics (n = 1043). The results indicated that workload and responsibility load affect work stress; work load and responsibility load affect emotional commitment; and work load affects turnover intention, while responsibility load has no effect on it.