Millennial Generation Optimizing Organizational Commitment with Internal Communication

Objective: Research on EER (employee-employer relationship) has always attracted the attention of researchers in the field of Human Resources Management. Every organization and company always strive to be at the forefront and get employees who are competent in their respective fields besides having high and sustainable commitment to their organization. One of the antecedents of sustainable organizational commitment is the fulfilment of the psychological contract. Unfortunately, the psychological contracts that have been studied so far have only considered mundane transactional and relational aspects. In fact, worldly exchanges will not last forever. Need to review the psychological contract from a spiritual perspective which rewards are more lasting and can be felt in this world and the hereafter. No doubt, these exchanges are only believed by people who believe in the afterlife or people who have religion and belief in God. This study aims to investigate the indicators of the psychological contract from a spiritual perspective, namely from an Islamic perspective. The psychological contract from an Islamic perspective in this study becomes a mediating variable between authentic leadership and sustainable organizational commitment. In addition, trust in leaders is also used as a moderating variable between authentic leadership and spiritual psychological contracts. Methods: Respondents in this study were Muslim lecturers at Muhammadiyah universities accredited A throughout Indonesia. There are 6 universities that come across the requirements located in the cities of Yogyakarta, Malang (East Java), Surakarta (Central Java), Jakarta, and Medan (North Sumatra). The questionnaire was distributed via Google form using a 6-point Likert scale and processed using structural equation modeling (SEM) with the Partial Least Squares (Smart PLS) 3.0 technique. The number of respondents who filled out the questionnaire completely was 121. Results: This research produced several findings, i.e.: (1). Authentic leadership has a positive effect on fulfilling the spiritual psychological contract, (2). The spiritual psychological contract affects organizational commitment, (3). Trust (in the leader) has a positive effect on fulfilling the spiritual psychological contract, (4). The spiritual psychological contract becomes a mediator of the positive influence of authentic leadership on organizational commitment, (5). The spiritual psychological contract also mediates the effect of trust (in the leader) on organizational commitment. (6) authentic leadership has no direct effect on organizational commitment, and (7). Trust (in the leader) does not moderate the effect of authentic leadership on the spiritual psychological contract. Originality: This study adds one of the 2 previously known dimensions (transactional and relational), namely the liturgical dimension. This study also explores the dimensions of the spiritual psychological contract, although the term used still adopts the two previous psychological contract terms. However, the sources that are referred to all dimensions come from the verses of the Al Quran and Al Hadith which are the main sources of Islamic law. This research was conducted at Muhammadiyah universities which requires all members to prioritize Islamic da'wah, without neglecting financial needs, but financial needs are not the main goal. Implication: An authentic leader is characterized by listening to the opinions of subordinates, being a role model for his subordinates, being willing to guide and motivate, being aware of his own qualities, wanting to convey information on the achievements of the organization and his team, as well as strategies to achieve their goals, and respect the differences within the institution, will bring about subordinates' desire to fulfill their spiritual psychological contract. Likewise, leaders who want to recognize the superiority of subordinates, give flexibility in choosing work projects, give challenging assignments, facilitate growth, and intend to build relationships, as contained in indicators of trust in the leader, will be able to increase the desire of subordinates to fulfill their spiritual psychological contract. Spiritual psychological contracts are a novelty in this study, especially with the addition of one dimension in this variable, namely the liturgical contract. Authentic leadership and trust in the leader are able to arouse followers to fulfil their spiritual psychological contract which also has an impact on increasing their organizational commitment in sustainable manner.

Work engagement has a very positive impact on individuals and organizations, because work engagement is a positive attitude towards work and the organization where they work. The research design can be interpreted as a strategy to organize research steps in order to obtain valid data according to the variable characteristics and research objectives. This research is an ex-post facto research (measurement after the event), because the research data for both the independent variable and the dependent variable have occurred before this research was conducted. Path Analysis (Path Analysis) is used to determine the magnitude of the relationship and the direct and indirect influence of work role suitability (X1), organizational commitment (X2), on work engagement (X3). Because the data obtained from the questionnaire is ordinal data, while the data analysis used to prove the truth of the hypothesis suggests a minimum of interval data, the ordinal data needs to be scaled up to an interval scale through the "method of successive interval. There is a significant influence of work role suitability and organizational commitment together on work engagement. The first research hypothesis is that there is influence from the suitability of work roles and organizational commitment on work engagement in employees of the Regional Government of the Regency of Bali Province. based on the results of the path analysis test or Path Analysis in Table 4.8 the results obtained are the magnitude of the influence of work role suitability on work engagement showing the results Ryx1x2 = 0.926, with a p-value of 0.000 <0.05, which states that Ho is rejected which means there is an influence from role suitability work and organizational commitment to work engagement. There is an influence of work role suitability on work engagement. The second research hypothesis is that there is an influence of suitability of work roles on work engagement in employees of the Regional Government of the Regency of Bali Province. based on the results of the path analysis test or Path Analysis in Table 4.8, the result is that the magnitude of the influence of work role suitability on work engagement is 0.771 with a p-value of 0.000 <0.05. There is an Effect of Organizational Commitment on Work Engagement. The third research hypothesis is that there is an influence of organizational commitment on work engagement in employees of the Regional Government of the Regency of Bali Province. based on the results of the path analysis test or Path Analysis in Table 4.8 the result is the magnitude of the influence of organizational commitment on work engagement of 0.388 with a p-value of 0.000 <0.05. Appropriateness of work roles and Organizational Commitment have a significant positive effect on work engagement in the Regional Government Employees of the Regency of Bali Province. Appropriateness of work roles has a significant positive effect on work engagement for Regional Government Employees of the Regency of Bali Province. Organizational Commitment has a significant positive effect on work engagement in the Regional Government Employees of the Regency of Bali Province.

The relevance of the studied problem is caused by the necessity of professional development in the field of human resource management of heads and specialists of the innovative organizations in a modern economic situation. In the article, the results of the conducted research of a personnel management system are given in the organizations of the Russian Federation (Voronezh region), and the necessity of creation of professional development system is proved in the field of human resource management of heads and specialists of the innovative organizations. The leading approaches to the research of this issue are the analysis and methodological justification of the psychological and pedagogical conditions which are necessary to realize the system of professional development in the field of human resource management of experts and heads of the innovative organizations. The implemented analysis defined the low level of competence of heads in the field of human resource management of most researched organizations. Professional development in the field of human resource management does not correspond to modern social and economic development conditions. To eliminate this problem the authors suggested theoretical and methodological basic concepts to establish the system of professional development in the field of human resource management of heads and specialists of the innovative organizations.

This study aims to investigate the levels of organizational commitment and work engagement among clinical nurses in tertiary hospitals and explore the relationship between them. The nursing literature supports the idea that organizational commitment plays an important role in positively influencing job performance. However, the relationship between organizational commitment and work engagement among clinical nurses remains unclear. This was a cross-sectional study. A convenience sample of clinical nurses (n = 621) was selected from five tertiary hospitals in Sichuan Province of China. Survey instruments included a general information questionnaire about organizational commitment and work engagement. Univariate analysis, correlation analyses and linear regression analysis were used to examine the association between organizational commitment and work engagement. The mean scores for organizational commitment and work engagement were 3.85 ± 0.59 and 4.58 ± 1.46, respectively. A moderate degree of positive correlation was found between them. Gender, monthly income and retention commitment were significantly associated with work engagement, and they accounted for 39.0% of the total variance. Clinical nurses had a moderate level of organizational commitment and a high level of work engagement. Organizational commitment positively influenced work engagement; that is, organizational commitment is a significant determinant of nurses' work engagement. Hospital organizations should focus on assessing and strengthening nurses' organizational commitment to promote increased work engagement and, ultimately, improved quality of care. This may include, but is not limited to, increasing rest time for nurses, implementing a performance appraisal system and focusing on nurses' psychological state.

In this study involving Civil Servants in Samarinda City DPRD. In this study, to see the performance of employees used a sample of 82 respondents. The data analysis used by the author is the Structural Equation Model (SEM). Hypothesis testing is done by multivariate analysis carried out through the SmartPLS program. Data analysis through partial Least Square (PLS) is done through two stages, namely: First, Assessing the outer model or measurement model. Second, assess the inner model or structural model. The results showed that Personality had a positive influence on employee job satisfaction, organizational commitment had a positive influence on employee job satisfaction, work engagement gave a positive effect on satisfaction, Personality had a positive influence on employee performance, organizational commitment had a positive influence on employee performance, work engagement provide a positive influence on employee performance, job satisfaction has a positive influence on the performance of employees of the Samarinda City Regional Representative Council. Keywords: Personality, Organizational Commitment, Work Engagement, Job Satisfaction, Employee Performance

The purpose of this literature review is to develop hypotheses regarding the influence between variables that can be used for further research in the field of human resource management. The article “Literature Review on Employee Productivity Determinants: An Analysis of Competence, Organizational Commitment, Career Path, and Motivation” is a scientific literature article in the field of human resource management. The approach used in this literature review is descriptive qualitative. The data collection technique used is literature study or reviewing previous relevant articles. The data used in this descriptive qualitative approach were obtained from previous studies relevant to this study and sourced from academic online media such as Thomson Reuters Journal, Springer, Taylor & Francis, Scopus Emerald, Elsevier, Sage, Web of Science, Sinta Journal, DOAJ, EBSCO, Google Scholar, and digital reference books. The results of this literature review article are as follows: 1) Competence influences employee productivity; 2) Organizational commitment influences employee productivity; 3) Career path influences employee productivity; and 4) Motivation influences employee productivity.

To attain long-term growth and maintain a competitive edge in light of swift technological and environmental transformations, the organization is presently concentrating on generating novel values through the implementation of diverse personnel management systems and an innovative organizational structure. The principal objective of this research is to ascertain whether organizational commitment has a substantial influence on the operation of a company's system and to investigate the consequences of interrelationships among pre-existing variables. Purposive sampling is a non-probability sampling technique that is employed in this investigation. The cumulative number of participants (120) was determined by employing the methodology suggested by Hair et al. (2019), which required the multiplication of n by 5. The study's eligible participants are personnel from the marketing department who fall within the age range of 18 to 45 years. The analytics method utilized is Partial Least Square Structural Equation Modeling (PLS-SEM). It is possible to conclude, on the basis of the research findings, that procedural justice increases organizational trust. Work engagement is positively influenced by procedural justice, which subsequently has a positive impact on organizational commitment. An organization's level of trust has a positive effect on employee engagement. Labor engagement and organizational commitment are correlated in a positive way. Trust within an organization has a constructive influence on members' level of commitment. Work engagement is not influenced by organizational trust in the context of the organization's procedural justice. A negative correlation has been observed between attrition intention and procedural justice. Organizational commitment mediates the relationship between procedural justice and attrition intention. Organizational commitment has a statistically significant and negative effect on attrition intention. Procedural justice significantly and positively mediates the relationship between organizational trust and organizational commitment; however, organizational commitment does not mediate the relationship between procedural justice and work engagement.

This study aimed at investigating the effects of (1) organizational culture on organizational commitment, (2) learning organization on organizational commitment, (3) empowerment on organizational commitment, (4) organizational culture on the performance of SMEs, (5) organizational commitment on the performance of SMEs, (6) learning organization on the performance of SMEs, and (7) empowerment on the performance of SMEs. The study employed a quantitative approach. As many as 354 samples of enterprise owners served as the variable of SMEs performance. The employees served as the variable of organizational culture, learning organization, empowerment and organizational commitment on SMEs in 17 districts in the Regency of South Minahasa. Data were then analyzed using SEM (Structural Equation Modelling) and further tested using CFA (Confirmatory factor Analysis). Based on the findings, it was be concluded that there were six significant and direct effects, namely: (1) Organizational Culture had a direct effects on organizational commitment (2) Learning organization had a direct effects on organizational commitment (3) Empowerment had a direct effects on the performance of SMEs (4) Organizational Culture had a direct effects on the performance of SMEs (5) Organizational Commitment had no direct effects on the performance of SMEs (6) Learning organization had a direct effects on the performance of SMEs, and (7) Empowerment had a direct effects on the performance of SMEs

Research Question: This study delves into the intricate relationships among internal communication, internal trust, and work engagement within the context of a developing business environment undergoing cultural and economic transition. Motivation: The fundamental research inquiries seek to ascertain the interconnections between the studied phenomena and elucidate the nature of these relationships. Work engagement, identified through previous research and contemporary business practices, emerges as a pivotal force with profound implications for motivation, management, and personal development within organizations. Idea: The introduction sets the stage by emphasizing the study's focus on relationships in a transitioning business environment. Subsequent sections meticulously articulate research objectives, explore the existing literature, pose research questions, and delineate the chosen methodology, elucidating the importance of standardized instruments and the rationale behind the selection of the Serbian organizational context. Results are presented with a focus on the identified correlations, leading to the formulation of two models. The subsequent discussion critically compares these models, offering insights into the implications of trust-determined communication on work engagement. Limitations are candidly acknowledged, underscoring the need for interpretative caution. Data: The research methodology predominantly employs a quantitative approach to unravel the complexities inherent in internal communication, internal trust, and work engagement. The study encompasses a substantial sample size, consisting of 708 respondents representing 16 working organizations in Serbia. Tools: To gauge these phenomena, standardized instruments such as Internal Trust, a shortened version of the Utrecht Work Engagement Scale, and the Internal Communication Scale were employed. The anticipated results unveil robust correlations among the elements under scrutiny. Findings: The findings culminate in the proposition of two models, with structural equation modelling revealing a model where trust determines communication, subsequently influencing work engagement as the more fitting representation. This model presents a nuanced understanding of the intricate dynamics within organizational frameworks. Contribution: Despite acknowledging certain limitations in the study, the research underscores its importance in the quest for the most influential factors contributing to work engagement in organizations. The research serves as a valuable contribution to the broader discourse on organizational behaviuor, shedding light on crucial factors that influence employee engagement in evolving business landscapes.

This study aims to analyze the influence of self-efficacy on the Organizational Citizenship Behavior (OCB) of madrasah principals in Kendari City, both directly and indirectly through work engagement, job satisfaction, organizational commitment, and positive thinking. This study uses a quantitative approach with an ex-post facto design. The population in this study were all 90 public and private madrasah principals in Kendari City, so the sampling technique used was a census. Data collection was carried out through a closed questionnaire with a five-point Likert scale and supported by interviews to strengthen the quantitative findings. Data analysis was carried out using Structural Equation Modeling (SEM) based on Partial Least Square (PLS). The results showed that self-efficacy, work engagement, and positive thinking had a positive and significant effect on the OCB of madrasah principals, while job satisfaction and organizational commitment had a positive but insignificant effect. Furthermore, job engagement was proven to be able to significantly mediate the effect of self-efficacy on OCB, while job satisfaction and organizational commitment did not play a significant role as single mediators. However, job satisfaction mediated by positive thinking showed a significant mediating role, while the combination of work engagement and positive thinking and organizational commitment and positive thinking showed no significant effect. This finding confirms that strengthening the OCB of madrasah principals is not only determined by self-confidence, but is also greatly influenced by work engagement and a positive mindset in facing organizational demands and limitations. This study provides theoretical implications for the development of organizational behavior studies in the field of education as well as practical implications for improving the effectiveness of madrasah principals' leadership in supporting educational quality and religious moderation programs.

The effect of internal communication and employee satisfaction on supply chain integration

This study was conducted to explore the relationship between personal and organizational values (P-O fit), work engagement, and different attitudinal and behavioral outcomes in hotel employees. More precisely, it attempts to clarify the role of work engagement as a mediator between the congruence of personal and organizational values and organizational commitment, intention to stay, and employee advocacy. Path analysis was used on the data collected from a large sample of participants recruited from different hotel organizations in Croatia to test the proposed model. The results have indicated that P-O fit has positive, direct, and indirect effects on employees’ organizational commitment, intention to stay, and readiness of employees to recommend their organization to customers, friends, and family. Work engagement directly depends on the level of P- O fit and significantly contributes to all the above-mentioned outcomes as well. This paper discusses the implications of the results concerning the importance of value congruence for the job and organizational attitudes and behaviors and provides suggestions for managing human resources through the processes and systems designed for retaining and motivating employees in tourism and hospitality industry.

Effective internal communication is essential to library staff being able to fulfill their duties, work together as a cohesive unit, and carry out the library’s mission. However, there is often a lack of coordinated focus on clear internal communication that includes all staff members in libraries. This can create environments where there is disconnect among staff and library departments leading to rumor mills and lowering morale. This exploratory study looked at the current state of internal library communications in public libraries and ideas to improve internal communications. Library leadership has the potential to create environments and cultures where internal communication is effective and supports library staff, their work, and the effective functioning of the library as a whole.

The productivity of vocational school teachers in Mataram City is low, teacher performance is influenced by head leadership and work motivation. The purpose of this study was to determine the effect of participatory leadership on organizational commitment and its impact on the work productivity of vocational schoolteachers in Mataram City. This research method is quantitative. The technique of determining the sample was 721 people randomly based on Morgan's theory confirmed by the Warwick and Lininger formula to obtain data for 259 teachers. Hypothesis analysis using Structural Equation Modeling - Partial Least Squares technique. The results of the study are; (1) participative leadership has a direct positive and significant effect on organizational commitment as evidenced by the T-Statistic 7.835 and P-Values 0.000; (2) participative leadership has a direct positive and significant effect on teacher performance as shown by the T-Statistic 7.007 and P-Values 0.000; (3) organizational commitment has a direct positive and significant effect on teacher performance shown T-Statistic 2.226 and P-Values 0.012 (4) participative leadership has an indirect effect on work productivity through organizational commitment with T-Statistic 2.606 and P-Values 0.009. The finding of this study is that organizational commitment mediates the effect of participatory leadership on the work productivity of vocational school teachers in Mataram City. It is concluded that participative leadership affects organizational commitment and organizational commitment.

PurposeThe purpose of this paper is to investigate the association of supervisor support with organizational commitment, turnover intentions, and life satisfaction, while also examining the mediating role of quality of work life (QWL) in these associations.Design/methodology/approachFor testing the research hypotheses, data were collected from 244 respondents working in organizations within the organized retail sector in India. Existing, established scales were used to measure the research constructs.FindingsThe results of this study indicate that supervisor support was positively related to QWL. Moreover, QWL was found to be positively related to organizational commitment and life satisfaction, whereas a negative association was observed between QWL and turnover intentions. Finally, the results show that QWL mediated the association of supervisor support with organizational commitment, turnover intentions, and life satisfaction.Practical implicationsThe current study suggests that a supportive supervisor enhances employees’ emotional attachment to the organization and life satisfaction by augmenting their QWL. The findings of this study may be helpful for organizational leaders in designing human resource practices that focus on enhancing supervisor support. An enhanced level of supervisor support may further help in retaining employees and improving their lives in today’s highly competitive and stressful business environment.Originality/valueAlthough the association of supervisor support with employee attitudes and behavior at work has been extensively investigated, previous research did not clarify how supervisor support is linked to these outcomes. By investigating the mediating role of QWL, this research elucidates the underlying mechanisms linking supervisor support with organizational commitment, turnover intentions, and life satisfaction. This research provides an important contribution not only to the workplace support literature, but also to the field of human resource management.