An examination of the relationships between select nature of work characteristics and organizational commitment of IT professionals

2003 ◽  
Author(s):  
Tim Klaus ◽  
Cynthia LeRouge ◽  
J. Ellis Blanton
Keyword(s):  
Organizational Commitment ◽  
Work Characteristics ◽  
It Professionals

scholarly journals Managerial work characteristics and organizational commitment after offshoring:

2017 ◽  
Vol 2017 (1) ◽  
pp. 11561
Author(s):  
Angelika Zimmermann ◽  
Eleni Lioliou ◽  
Joao S. Oliveira
Keyword(s):  
Organizational Commitment ◽  
Work Characteristics ◽  
Managerial Work

scholarly journals Locus of Control as a Moderator in the Relationship Between Job Satisfaction and Organizational Commitment: a Study of Indian It Professionals

2019 ◽  
Vol 4 (2) ◽  
pp. 25-41 ◽  
Author(s):  
Bindu Chhabra
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Locus Of Control ◽  
Human Resource Development ◽  
It Professionals ◽  
Organizational Functioning ◽  
Internal Locus Of Control ◽  
Relationship Of ◽  
The Relationship ◽  
Moderating Role

In recent times, increasing interest has been shown by OB and HR practitioners in the area of organizational commitment (OC). This interest stems from the fact that the committed workforce is considered beneficial for organizational functioning and effectiveness. The present study was conducted to explore the direct relationship of job satisfaction and locus of control (LOC) on organizational commitment. The purpose of the study was also to see if locus of control moderates the relationship between job satisfaction and organizational commitment. The study was conducted using structured questionnaires for measuring the above mentioned variables. The sample of the study was 449 Indian IT professionals. Hierarchical multiple regression showed that job satisfaction and internal locus of control was positively related to organizational commitment. Also, locus of control was found to moderate the relationship between job satisfaction and organizational commitment such that the relationship was stronger for internals than for externals. The present study has important implications for human resource development in the IT sector. Managers should use strategies to achieve high job satisfaction and organizational commitment. They must be aware of the moderating role which different personality attributes play in the relationship between job satisfaction and organizational commitment.

Just Let Me Do My Job!

2021 ◽  
Vol 52 (3) ◽  
pp. 77-95
Author(s):  
Feruzan Irani-Williams ◽  
Lori Tribble ◽  
Paige S. Rutner ◽  
Constance Campbell ◽  
D. Harrison McKnight ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Organizational Outcomes ◽  
Management Control ◽  
It Professionals ◽  
Job Characteristics Model ◽  
It Workforce ◽  
Member Exchange ◽  
Systems Models ◽  
Felt Responsibility ◽  
The Relationship

This study seeks to broaden our understanding of the popular, yet under-researched, concept of micromanagement in the IT workforce by exploring IT professionals' trust in the competence of their supervisor as an antecedent to their perceptions of being micromanaged. The study also explores whether felt responsibility is the mechanism via which micromanagement negatively affects IT professionals' job satisfaction and organizational commitment, both proximal factors of turnover. These relationships are explored under the aegis of the Management Control Systems models, leader-member exchange theory, and the job characteristics model. Results indicate that trust in supervisor competence is a significant antecedent to IT professionals' perceptions of being micromanaged and that felt responsibility fully mediates the relationship between micromanagement and organizational commitment. The findings underscore the importance of building IT professionals' trust in their supervisor's competence and suggest that organizations proactively provide early intervention to negate the potential adverse impact on organizational outcomes.

scholarly journals Motivasi, Kepuasan, Karakteristik, Kepemimpinan dan Keadilan Terhadap Komitmen Organisasi

2019 ◽  
Vol 16 (1) ◽  
pp. 21-32
Author(s):  
Golan Hasan
Keyword(s):  
Organizational Commitment ◽  
Least Squares ◽  
Partial Least Squares ◽  
Significant Influence ◽  
Work Motivation ◽  
Work Satisfaction ◽  
Work Characteristics ◽  
Private Banks

Dilaksanakannya penelitian ini adalah untuk memberikan analisa serta pengaruh motivasi, kepuasan, karakteristik kepemimpinan, dan keadilan dalam organisasi serta komitmen dalam organisasi bagi karyawan bank swasta dengan jumlah pekerja yang cukup banyak. Penelitian ini terfokus pada karakterisitk kerja, kepemimpinan serta keadilan suatu organisasi sehingga memberikan pengaruh dalam komitmen organisasi. Untuk sampel yang dilakukan adalah sebanyak 200 karyawan yang diambil dari 5 (lima) bank swasta yang terdapat di Batam. Sampel yang bisa digunanakan sebanyak 124, serta mempergunakan PLS (Partial Least Squares). Kesimpulan dari penelitian ini menunjukkan adanya pengaruh yang signifikan antara motivasi kerja, hasil kepuasan kerja dan pengaruh non-signifikan karakteristik kerja, kepemimpinan serta keadilan suatu organisasi berpengaruh bagi komitmen organisasi. Kata kunci: Motivasi, Kepuasan, Kepemimpinan, Keadilan, Organisasi  Abstract: MOTIVATION, SATISFACTION, CHARACTERISTIC, LEADRESHIP AND JUSTICE ON ORGANIZATIONAL COMMITMENTS.       The implementation of this research is to provide analysis and the influence of motivation, satisfaction, characteristics, leadership and justice in organizations and commitments in organizations for employees of private banks with a considerable number of workers. This research focuses on the characteristics of work, leadership and fairness of an organization so that it gives influence in organizational commitment. For the samples to be carried out are 200 employees taken from 5 (five) private banks located in Batam. The samples can be used as many as 124, and using PLS (Partial Least Squares). The conclusions from this study indicate a significant influence between work motivation, work satisfaction results and non-significant effects of work characteristics, leadership and fairness of an influential organization for organizational commitment. Keyword: Motivation, Satisfaction, Leadership, Justice, Organization

scholarly journals Organizational Commitment of IT Professionals in Public Sector

2011 ◽  
Vol 2 (6) ◽  
pp. 266-274
Author(s):  
Zahid Mehmood Awan ◽  
Muhammad Khalil Shahid .
Keyword(s):  
Job Satisfaction ◽  
Information Technology ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Public Sector ◽  
It Professionals ◽  
Interpersonal Conflicts ◽  
Public Sector Organization ◽  
Proposed Model ◽  
Public Sector Organizations

This study focuses on the factors like salary/incentives, interpersonal conflicts, employeesorganization interface, job satisfaction and organizational culture, in order to clarify the behavior of organizational commitment among information technology employees in public sector organizations. The study provides an insight of the culture of public sector organization, which managers may use for the improvement of organizational commitment. The study tested and analyzed the proposed model, which gave valuable results. The result of the study also claims that organizational commitment may be increased.

scholarly journals IT Professionals’ Personality, Personal Characteristics, and Commitment: Evidence from a National Survey

2019 ◽  
Vol 12 (3) ◽  
pp. 58 ◽  
Author(s):  
Javaid Syed ◽  
Ruth M. Tappin
Keyword(s):  
Organizational Commitment ◽  
Statistical Significance ◽  
Personal Characteristics ◽  
The United States ◽  
National Sample ◽  
Future Research ◽  
It Professionals ◽  
Cross Sectional ◽  
Continuance Commitment ◽  
Independent Variables

Drawing on personality traits theory (Costa & McCrae, 1985) and organizational commitment theory (Mowday, Steers & Porter, 1979), the purpose of the present study was to investigate, through four separate hierarchical regression procedures, the effect of a set of independent variables (neuroticism, gender, and generational age) on four separate dependent variables (DV): overall organizational commitment (OC), affective commitment (AC), continuance commitment (CC), and normative commitment (NC). The sample consisted of responses from 279 IT professionals in the United States, drawn from a national sample from the merged cross-sectional GSS 1972-2014 Cross-Sectional Cumulative Data, Release 5, March 24, 2016. Results of multiple regressions analyses revealed that, among IT professionals, neuroticism did not predict overall OC, AC, CC, or NC. Generational age predicted OC, AC, and CC with statistical significance. Gender predicted CC; none of the independent variables (IVs) predicted NC. Directions for future research are offered.

Sign in / Sign up

Export Citation Format

Share Document