Impact of Self-Efficacy, Organizational Commitment and Job Involvement on Job Performance in Private Bank Employees

2019 ◽  
Author(s):  
Shalini Srivastava ◽  
Prachi Pathak
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Self Efficacy ◽  
Job Involvement ◽  
Private Bank ◽  
Bank Employees

scholarly journals PENGARUH KETERLIBATAN KERJA TERHADAP KINERJA DENGAN PEMEDIASI KOMITMEN ORGANISASIONAL

2017 ◽  
pp. 3103
Author(s):  
Sebastianus Alexander Septiadi ◽  
Desak Ketut Sintaasih ◽  
I Made Artha Wibawa
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Structural Equation ◽  
Job Involvement ◽  
Positive Influence ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Analysis Tool ◽  
Validity And Reliability

This study examined the effect of job involvement on job performance and organizational commitment as mediation. This study involved 135 respondents and using saturated sample which take all employee become a respondents. Likert Scale is used as a balanced assessment questionnaires and using validity and reliability for testing questionaires. The analysis tool in the research is Structural Equation Model (SEM) which using a variance-based approach with Partial Least Square (PLS) as well as to test the mediating variable VAF to testing. Result of study found that job involvement has a positive effect on organizational commitment and job performance at Defense of Ministry. Organizational commitment has positive influence on job performance at Pusat Keuangan and organizational commitment as Partial mediation proved directly affect the relationship between job involvement and job performance. can be given to the Defense of Ministry is increasing attention to the dimensions of salary, normative commitment, and discipline work as dimensions that have bad perception

scholarly journals Linkage between satisfaction with colleagues, promotion, nature of work, and three-dimensional organizational commitment

2021 ◽  
Vol 19 (1) ◽  
pp. 127-136
Author(s):  
Arjun Rai ◽  
Prem Bahadur Budhathoki ◽  
Chandra Kumar Rai
Keyword(s):  
Organizational Commitment ◽  
Banking Sector ◽  
Positive Impact ◽  
Ordinary Least Squares ◽  
Three Dimensions ◽  
Survey Method ◽  
Normative Commitment ◽  
Private Bank ◽  
Continuance Commitment ◽  
Bank Employees

Employees’ job satisfaction is a leading factor in determining their organizational commitment. The organizational commitment level affects the employees’ decision to leave or remain in their organization. The banking sector of Nepal has been facing a problem of high employee mobility from one bank to another. In the backdrop of this context, this survey intends to examine the effect of satisfaction with colleagues, promotion, and the nature of work on the three dimensions of organizational commitment using the Ordinary Least Squares model in the context of private bank employees in Nepal. This study used a survey method to collect data from 199 employees working in private banks in Nepal, using a standardized questionnaire. The collected data were coded, entered, and processed in Statistical Package for Social Sciences version 25. The outcomes of the study – satisfaction with the colleagues, promotion, and the nature of the work – had a significant positive impact on the affective and normative commitment of the employees, but the regressors had an insignificant effect on continuance commitment. The employees’ satisfaction from their colleagues, promotion, and the nature of work positively improves their affective and normative commitment. Nevertheless, this study found the predictor variables as irrelevant factors for explaining the continuance commitment of the employees in the context of the study. This study’s contribution is the idea of how satisfaction with colleagues, promotion, and work nature contribute to the three dimensions of organizational commitment among Nepalese private bank employees.

scholarly journals Job rotation, job performance, organizational commitment: An empirical study on bank employees

2014 ◽  
Vol 1 (3) ◽  
pp. 10-13 ◽  
Author(s):  
Faisal Khan ◽  
Amran Md Rasli ◽  
Rosman Md Yusoff ◽  
Tariq Ahmed ◽  
Abid ur Rehman ◽  
...  
Keyword(s):  
Social Sciences ◽  
Organizational Commitment ◽  
Job Performance ◽  
Banking Sector ◽  
Negative Relationship ◽  
Future Research ◽  
Job Rotation ◽  
Study Results ◽  
Bank Employees ◽  
The Relationship

The aim of the study is to investigate the relationship and effect of  job variables rotation, job performance and organizational commitment among the employees working in banking sector in Pakistan. Self-administrated questionnaire was distributed by selecting a convenient sampling the data collected were 435 from the employees in the banks. The data were analyzed with the help of Statistical Package of Social Sciences (SPSS). The findings of the study revealed that a positive relationship was found between job rotation, job performance and organizational commitment among the employees, whereas negative relationship was found between job performance and organizational commitment. The study results are useful for the bankers, employees’ and managers. The study also provided the limitations and recommendations for future research.

scholarly journals Effect of Demography Factor and Employee Engagement to Organizational Commitment

ANALITIKA ◽  
2018 ◽  
Vol 10 (1) ◽  
pp. 54
Author(s):  
Nida Hasanati
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Behavior ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Analytical Technique ◽  
Utrecht Work Engagement Scale ◽  
Bank Employees ◽  
Turn Over

<p align="center">Organizational Commitment is important topic  of organizational behavior, as it can affect job satisfaction, organizational citizenship,  turn over, and job performance  . The purpose of this study is to examine the effect of demographic factors (gender,years of experience ) and employee engagement  to organizational commitment . This study used  bank employees as many as 200 people, research instrumentuse Organizational Commitment Questionnaire (OCQ) and Utrecht Work Engagement Scale (UWES-17). Analytical technique is use multiple regression and T- test. The result of analysis shows that demography factor and employee engagement simultaneously effect organizational commitment, besides it found that  between male and female organizational commitment employees is not different.</p>

scholarly journals Analisis Work Attitude Dan Job Performance Program Pokok Puskesmas Di Kabupaten Gresik

2017 ◽  
Vol 1 (1) ◽  
pp. 23
Author(s):  
Anif Prasetyorini
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Performance ◽  
Job Involvement ◽  
Cross Sectional Study ◽  
Sectional Study ◽  
Role Performance ◽  
Cross Sectional ◽  
Work Attitude

ABSTRAKPenelitian ini bertujuan menyusun strategi peningkatan cakupan program pokok Puskesmas berdasarkan analisis efektivitas tim, work attitude dan job performance unit kerja Puskesmas di Kabupaten Gresik. Jenis Penelitian adalah penilitian analitik dengan metode observasional yang bersifat cross sectional study dengan populasi seluruh unit kerja program pokok Puskesmas di Kabupaten Gresik. Hasil penelitian menunjukkan bahwa work attitude unit kerja termasuk dalam kategori cukup dengan penilaian terendah pada subvariabel organizational commitment. Job performance unit kerja termasuk dalam kategori cukup dengan penilaian terendah pada OCB khususnya dimensi conscientiousness. Cakupan program pokok Pukskesmas di Kabupaten Gresik termasuk dalam kategori baik. Peningkatan cakupan program pokok Puskesmas dapat dilakukan dengan cara meningkatkan job satisfaction, job involvement, organizational commitment dan in role performance unit kerja Puskesmas.

scholarly journals Some antecedents of employee commitment and their influence on job performance: A multi foci study

1995 ◽  
Vol 26 (4) ◽  
pp. 125-135 ◽  
Author(s):  
Christo Boshoff ◽  
Cecil Arnolds
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Organizational Effectiveness ◽  
Employee Commitment ◽  
Job Involvement ◽  
Positive Influence ◽  
General Notion ◽  
Daunting Task ◽  
The Individual ◽  
The Impact

The challenge of using scarce and limited resources to satisfy almost limitless needs will, from a management perspective, be like the proverbial cat: it will never go away. The optimal use of human resources, in particular, remains a daunting task. In an economic environment characterized by increasing global competitiveness, failure to realize this important objective could be organizationally terminal, as inefficient organizations are unlikely to survive over the long term. A variety of different measures could be used to evaluate organizational effectiveness. In this study, the individual job performance level of employees is regarded as an indicator of organizational effectiveness. It is hypothesized that the individual job performance of employees can be improved by enhancing employee commitment (commitment to the organization, job, supervisor, profession). In other words, the general notion is that, if employees perceive a high level of congruence between their individual objectives and those of the organization, job, supervisor, and profession, they are likely to be better performers. The empirical results showed that commitment to the profession has the strongest positive influence (p 0.01) on job performance. The impact of organizational commitment was also positive, but only at the 5% level. Neither job involvement (commitment to the job) nor commitment to the supervisor had any influence on job performance. All the antecedents modelled exerted some influence on the different types of commitment. Internal locus of control exerts a negative influence on all of them, and career factors exert a positive influence on all of them. Both self-esteem and anticipatory socialization enhance organizational commitment and commitment to the profession, while external locus of control's influence is limited to enhancing job involvement.

scholarly journals Studi Komitmen Organisasi Karyawan Bank: Peran Job Involvement Dan Kepuasan Kerja

2019 ◽  
Vol 19 (1) ◽  
pp. 7
Author(s):  
Ajeng Purnama Sari ◽  
Syamsul Hadi Senen ◽  
Masharyono Masharyono
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Organizational Commitment ◽  
Computer Software ◽  
Job Involvement ◽  
Organizational Goals ◽  
Employee Job Satisfaction ◽  
Analysis Technique ◽  
Bank Employees ◽  
Conventional Banks

Employees who are committed to the organization have a tendency to continue working in the organization. The loss of employee commitment means organizations lose support and loyalty from employees in achieving organizational goals. One of the companies that experienced a decline in employee organizational commitment was X Bank. The purpose of this study is to determine how much influence job involvement and job satisfaction on organizational commitment. The object in this study was employees of X bank, one of Indonesia's conventional banks. This study used saturated samples with 54 respondents. The data analysis technique used is Partial Least Squares (PLS) with computer software program smartPLS version 3.0. The results reveal that job involvement and job satisfaction influence organizational commitment. This shows that the higher job involvement and employee job satisfaction together, the higher the organizational commitment of X Bank employees.

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