TQM practices and affective commitment: a case of Malaysian semiconductor packaging organizations

The purpose of the present study is to examine the effects of the five elements of TQM practices on employees’ affective commitment within six major Malaysian semiconductor contract manufacturing organizations. Despite extensive research on TQM practices, the issue of linking TQM practices with affective commitment has been found to be less focused. Sample size of the study was 377 resulting in a response rate of 75.4 percent. Regression analyses were employed to explore the relationship between TQM practices and affective commitment. Findings of the study reveal that teamwork, organizational communication, organizational trust and teamwork are positively associated with affective commitment. The study also shows that the organizational communication is perceived as a dominant TQM practice and is strongly associated with affective commitment.Total quality management, affective commitment, Malaysia, semiconductor industry

Organizational Commitment, Human Resources, Continuance Commitment, Affective Commitment, Normative Commitment, Banking Sector

The concept of organizational commitment is defined as employees's strong belief in accepting organizational goals and values; a strong desire to spend high-level effort taking into account the benefit of the organization and to maintain membership in the organization. Although there are different classifications related to organizational commitment in the literature, affective commitment, continuance commitment and normative commitment sub-dimensions were emphasized. This study includes the implementation of an organizational commitment questionnaire developed by Allen and Meyer (1990) and adapted to Turkish by Wasti (2000) on a total of 53 employees in a participation bank operating in the East Black Sea Region. As a result of the study, no statistically significant relationship was found between the organizational commitment levels of the bank employees and the variables of age, marital status, gender, lenght of work, job title, income level. When the organizational score means of the employees were evaluated, it was seen that the average scores of affective commitment were higher than continuance and normative commitment

Proactive and politically skilled professionals: What is the relationship with affective occupational commitment?

The aim of this study is to extend research on employee affective commitment in three ways: (1) instead of organizational commitment the focus is on occupational commitment; (2) the role of proactive personality on affective occupational commitment is examined; and (3) occupational satisfaction is examined as a mediator and political skills as moderator in the relationship between proactive personality and affective occupational commitment. Two connected studies, one in a hospital located in the private sector and one in a university located in the public sector, are carried out in Pakistan, drawing on a total sample of over 400 employees. The results show that proactive personality is positively related to affective occupational commitment, and that occupational satisfaction partly mediates the relationship between proactive personality and affective occupational commitment. No effect is found for a moderator effect of political skills in the relationship between proactive personality and affective occupational commitment. Political skills however moderate the relationship between proactive personality and affective organizational commitment

Beyond the Three-Component Model of Organizational Commitment

Adding to empirically based critique in the last 15 years, this paper offers a critical conceptual analysis of the three-component model of organizational commitment in order to arrive at a unequivocal grounding of the concept in standard attitudinal theory. Using the attitude-behavior model by Eagly & Chaiken (1993), we demonstrate that the three-component model combines fundamentally different attitudinal phenomena. Instead, we argue that general organizational commitment can best be conceived of as affective commitment only, being a genuine attitude towards an object: the organization. Normative and continuance commitment, in contrast, appear to be attitudes regarding specific forms of behavior (i.e., staying or leaving) that may or may not follow from the affective bond with the organization. The conclusion of our analysis is that the threecomponent model fails to qualify as a general model of organizational commitment, but instead represents a specific model to predict turnover behavior. Therefore, we suggest limiting the use of the TCM to predicting turnover and to abandon it as a general model of employee commitment. We propose to return to the conceptualization of organizational commitment as an attitude towards the organization and to use Eagly & Chaiken’s model to generate specific models for predicting a broad range of organizational behaviors. Finally, we discuss the definition and measurement of organizational commitment, arguing that covering affective, cognitive and behavioral facets of this attitude helps to differentiate the construct from other constructs and to enhance the construct validity of measurement instruments.management and organization theory ;

Pengaruh Komitmen Profesional Afektif dan Komitmen Profesional Normatif terhadap Komitmen Organisasional Dimoderasi Idealisasi Pengaruh (Studi Kasus pada Guru Smk Negeri di Kabupaten Pati)

This study aims to examine the influence of affective professional commitment and professionalcommitment to the normative organizational commitment moderated teacher idealization influence.The study population was a teacher at SMK Negeri Pati regency as many as 331 teachers. The totalsample of 140 respondents. The sampling technique using proportional random sampling. Dataanalysis using regression test berganda.Hasil research can be found that affect the professionalcommitment affective organizational commitment, professional commitment normative effect onorganizational commitment, idealization influence effect on organizational commitment. idealizationeffect of strengthening the influence of affective professional commitment to organizationalcommitment. Idealization effect of strengthening the influence of normative professional commitmentto organizational commitment Guru

The Influence of Job Satisfaction and Organizational Commitment on Executive Withdrawal and Performance

This research examines the influence of job satisfaction and three dimensions of organizational commitment (i.e., affective, continuance, and normative) on the intention to leave, job search activity, performance, and leadership effectiveness of executives. Job satisfaction and the commitment dimensions were hypothesized to negatively predict the retention-related variables. Results generally supported the hypotheses. Job satisfaction had the strongest relationship, but both affective and continuance commitment showed an incremental effect even in the presence of job satisfaction. We also hypothesized that job satisfaction and affective commitment would positively and continuance commitment would negatively associate with general performance and leadership. As predicted, job satisfaction associated positively with performance, though not with leadership. Continuance commitment negatively associated with both performance and leadership

Pengaruh Sosialisasi Organisasi Pada Komitmen Afektif Yang Dimediasi Oleh Kesesuaian Nilai

This study developed a research framework for the understanding of organizational socialization and affective commitment at the individual level by using the self-assessment (self-report). This study aimed to examine the effect of organizational socialization on affective commitment to the suitability of the variable pemediasi. Data collected as many as 135 respondents were obtained from educative and administrative employees who work at Sanata Dharma University, Yogyakarta. From the data obtained, the data analysis using regression model pemediasi through a simple regression analysis and regression.The results of this study indicate that organizational socialization positive and significant effect on affective commitment. From the results of this study can be reported that the organizational socialization positive and significant effect on the suitability value. Other findings from this study indicate that the suitability of the positive and significant effect on affective commitment. In addition, the results of this study also showed that the suitability of the mediating effect of organizational socialization on affective commitment

Pengaruh Affective Commitment Terhadap Service Quality Melalui Organizational Citizenship Behavior Sebagai Variabel Mediasi Di Depot 369

Penelitian ini difokuskan pada Affective Commitment, Organizational Citizenship Behavior, Service Quality dimana penelitian ini digunakan untuk mengetahui pengaruh Organizational Citizenship Behavior terhadap Affective Commitment dan Service Quality di Depot 369 Surabaya. Populasi dalam penelitian ini adalah semua karyawan service dari Depot 369 Surabaya dengan menggunakan teknik sensus dengan populasi. Penelitian ini menggunakan software Smart PLS. Hasil analisa yang diperoleh menunjukkan bahwa Affective Commitment berpengaruh signifikan kepada Organizational Citizenship Behavior, Organizational Citizenship Behavior berpengaruh signifikan kepada Service Qualilty, Affective Commitment tidak berpengaruh signifikan terhadap Service Quality, Organizational Citizenship Behavior merupakan variabel mediasi antara Affective Commitment dengan Service Quality

Factors Associated With Occupational Commitment of Secondary School Teachers in Kuala Lumpur

This research was an attempt to study factors associated with the occupational commitment of secondary school teachers in Kuala Lumpur, Malaysia. The research design was a descriptive correlational study and the data were collected using questionnaires. The study followed a survey method which used a stratified sampling technique to select 510 teachers. A response rate of 83 .23% (433) was considered to be valid. Both descriptive and inferential statistics were used to analyse the data of the study. The research findings showed that teachers' levels of affective, continuance, normative and overall occupational commitment were moderate. Female teachers indicated higher affective, normative and overall occupational commitment than did males. Malay teachers indicated higher affective and overall occupational commitment than did teachers from Chinese, Indian and other ethnic groups. Both non-graduate teachers and teachers with a Bachelor's degree showed higher affective, continuance, nonnative and overall occupational commitment than did teachers with a Master' s degree. Years of experience in a current school had a significant correlation with continuance occupational commitment; whereas number of children had a significant correlation with overall occupational commitment. furthermore, the findings showed that supportive principal behaviour, engaged teacher behaviour, frustrated teacher behaviour, affective organizational commitment, continuance organizational commitment, normative organizational commitment, role conflict, intrinsic motivation and extrinsic motivation have significant correlations with affective, continuance, nonnative and overall occupational commitment. Role ambiguity has a significant correlation with affective, normative and overall occupational commitment. Intimate teacher behaviour has a significant correlation with only affective occupational commitment