Work Motivation as Predictor of Organization Commitment

El estudio del compromiso organizacional (CO) esta capturando la atencion de gerentes e investigadores. Ademas de ser una de las alternativas mas eficaces para la consecucion de las metas organizacionales, la importancia del CO radica en su capacidad para influir en la eficiencia y el bienestar de los miembros de una organizacion. El objetivo del presente trabajo fue explorar las relaciones entre el CO y los valores individuales en una muestra de empleados argentinos. Los sujetos completaron una hoja de datos personales, la escala de Individualismo-Colectivismo (vertical y horizontal) y la de Compromiso Organizacional. La muestra total fue clasificada en 8 subgrupos, en funcion de la dicotomizacion por la mediana de las cuatro dimensiones axiologicas (IH: individualismo horizontal, IV: individualismo vertical, CH: colectivismo horizontal y CV: colectivismo vertical). Se seleccionaron los 4 subgrupos mas representativos (N= 162), vale decir, los que exhibian altos puntajes en una de las cuatro dimensiones axiologicas y bajos en las restantes tres. En tales grupos se calcularon analisis de varianza simples, pruebas de comparacion a posteriori y analisis de correlacion entre las variables exploradas. Los resultados mostraron que: a) los colectivistas (CH o CV), desarrollan mayor nivel de compromiso afectivo, mientras que los individualistas (IH o IV), se vinculan con sus organizaciones a traves del compromiso normativo y/o calculativo; b) las mujeres y los empleados con mayor antiguedad exhiben mayores niveles de compromiso afectivo y normativo; c) los mas escolarizados, los que ocupan cargos gerenciales y los empleados de grandes empresas se sienten unidos a sus organizaciones a traves del compromiso normativo, y d) el compromiso calculativo pareciera operar de modo diferente al afectivo y al normativo, desde el momento que no aparece vinculado con ninguna de las variables sociodemograficas exploradas. Se analizan las limitaciones del estudio y se proponen alternativas superadoras para futuras investigaciones en el area.

THE AIM OF THE PAPER
 We used self-determination theory to examine the motivation of business school students in Hungary. The research aimed to clarify whether extrinsic or intrinsic motivation or both dominates learning intentions among these students. Although student motivation to learn has been studying extensively, there is an absence of research evidence using this framework in Central-Eastern European higher education. Given the increasing prominence of the region in global geo-political and business affairs, this absence of understanding is important to correct.
 METHODOLOGY
 Our questionnaire-based study shows a strong link between some forms of extrinsic motivation and intrinsic motivation, along with evidence for the coexistence of extrinsic and intrinsic motivators in the same person. We used a modified version of Vallerand et al. (1992-1993) motivation-survey the “Academic Motivation Scale AMSC-28”. We added 11 plus questions to the questionnaire. The empirical research was a confirmative study about self-determination theory. The methodology used was descriptive statistics, correspondence, and correlation analysis. The size of the sample was 471. The purpose of our study was to check if the theory of Deci and Ryan are valid on the students of a university in Central Europe.
 MOST IMPORTANT RESULTS
 The purpose of our study was to check how the theory of Deci and Ryan applies to the students of a university in Central Europe. The results of the research highlight that the students could have both intrinsic and extrinsic motivation at the same time and intrinsic motivation is not the only type of motivation that could lead to good performance in learning and other activities. 
 RECOMMENDATIONS
 The findings could help to evaluate currently used motivational strategies for students and to stimulate further research on the subject usinűg the framework of self-determination theory.
 Acknowlwdgements: The authors would like to thank Professor John Schermerhorn and Professor Gábor Rappai for their valuable comments and critique in writing this article. With the support of the EFOP-3.6.3-VEKOP-16-2017-00007 project.

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This article tests hypotheses about the effects of two types of work motivation (i.e. intrinsic motivation and extrinsic motivation) and four types of social communication on three important work dispositions (i.e. job involvement, red tape, and perceived organizational effectiveness) among 790 managers employed in public agencies in the states of Illinois and Georgia. The results show that intrinsic motivation is significantly associated with public managers' job involvement, perceptions of red tape, and organizational effectiveness. Also, certain types of organizational communication and mentoring socialization are closely related to the outcomes. The results of cross-interaction effects between motivation and communications on outcome variables support the SDT prediction that when public managers are more involved with different types of social communication behaviors, the relationship between extrinsic motivation and three outcome variables becomes more pronounced. That is, communication in public agencies provides more autonomy and discretion for extrinsically motivated public managers, thus leading to more positive organizational dispositions.

This study seeks to examine the multifaceted influences of diverse motivational factors on the live streaming engagement of e-sports fans based on self-determination theory. While previous research has focused on the offline participation in e-sports events, the shift towards live streaming engagement has created a new and underexplored area: the motivations for live streaming viewing among e-sports fans. Consequently, this research develops an e-sports Live Streaming Viewing Motivation Scale for evaluating both intrinsic and extrinsic motivations underlying e-sports fans’ live streaming engagement, and then utilises SPSS 26.0 and AMOS 26.0 to assess the reliability and validity of the scale. Subsequently, multiple linear regression analysis of 1052 questionnaires is employed to construct models and evaluate hypotheses. Findings indicate that : (1) Intrinsic motivation exhibits significant impact on the live viewing behaviour of e-sports fans. (2) However, the impact of extrinsic motivation is insignificant. (3) When both intrinsic and extrinsic motivations coexist, intrinsic motivation maintains a positive impact, whereas extrinsic motivation demonstrates a negative influence. (4) The motivational influence is multifaceted; notably, dimensions such as idol worship, leisure entertainment, and competitive stimulation positively affect live viewing motivation, while belonging identification, social engagement, and peripheral activities exert a negative impact. In conclusion, intrinsic motivation emerges as the primary driving force behind e-sports fans’ live streaming viewing behaviour. Extrinsic motivation fails to independently influence live streaming engagement and even dampens enthusiasm when combined with intrinsic motivation. Theoretically, this study contributes to the existing literature on Self-determination theory and motivations behind e-sports live streaming viewing behaviour. It not only refines the motivation scale, but also elucidates the impact of various motivations on viewing behaviour. Practically, it provides insights for optimising e-sports products and services.

This paper aims to study the effects of intrinsic and extrinsic motivation on employee’s performance. Employees obviously work for the organization for monetary benefits but these monetary compensations and rewards are not the sole requirement of all employees. Some of them need salary increment and bonuses to get themselves motivated while others need recognition and non-monetary benefits. The study was aimed to discuss how the extrinsic and intrinsic motivation can hinder or increase the motivation level of employees. Several motivational theories have also been discussed in this paper that helps in better understanding of why and how employees are motivated. Intrinsic and extrinsic motivation is said to have significant impact on employee’s performance. Our study examined 60 female and 143 male respondents (n=203) of banking sector to study the effects of intrinsic and extrinsic motivation on employee’s performance. There was a positive relationship of intrinsic and extrinsic motivation of employees with their performance. With the increase in intrinsic and extrinsic motivation, employee’s performance tends to increase as well. We also have discussed some of the future directions and recommendations so that it can help future researchers to study the other constructs that can affect employee’s performance.

The hotel industry, like other service sectors, faces significant challenge in managingwithdrawal behaviors, due to their substantial impact on performance andprofitability. This paper investigates the relationship between two job attitudes –organizational commitment and job involvement – and two withdrawal behaviors –absenteeism and intention to leave. The study utilized a random sample of 734 hotelemployees in Croatia. Logistic regression analysis was used to predict absenteeismand turnover intentions. Statistically significant negative relationships were foundbetween affective and normative commitment and absenteeism, as well as affective,normative and continuance commitment and turnover intentions. However, nosignificant effect was found between job involvement and absenteeism, although astrong and negative relationship exists between job involvement and turnoverintentions. Additionally, a positive relationship was identified between jobinvolvement and all components of organizational commitment. These findings canprovide a foundation for human resource management and decision-makingprocesses in the hotel industry, offering insights into employee attitudes, and can bea pushover in the creation of strategies to manage undesirable employee behaviors.

The purpose of this study is to propose model research in order to determine the predictors of job satisfaction and organizational commitment. A proposed model has three independent variables, namely perceived development opportunity, workload, job satisfaction and one dependent variable, namely organizational commitment. The independent variable lead to a mediating variable, which is job satisfaction as predictor of dependent variable. Proposed research model has five hypotheses that will determine whether perceived development opportunity, workload and job satisfaction influence organizational commitment. The study will be conducted in Bali Regional Police Traffic Accident Unit. This study is the first in providing a proposed model to determine the organizational commitment among Police Traffic Accident in Bali Regional. The empirical finding will be useful as reference for further studies and policy making regarding human resources.

Organizational Commitment and Its Dimensions in Nurses working in Arak’s Hospitals

This paper examines intrinsic and extrinsic motivation characteristics and analyses the differences between the two types of motivation on black and grey corruption. This study evaluated public official survey data based on theoretical discussions and analysed the effects of intrinsic motivation, extrinsic motivation and organisational identity. The data of this study are drawn from a survey of perceptions among South Korean public servants working in the central government. In all, 1,400 public servants participated, and questionnaires were sent proportionally to the number of civil servants in each ministry, taking account of rank, age and gender. Ordinary least squares regression analysis is used to check the hypotheses. The analysis finds that both intrinsic and extrinsic motivation had the effect of suppressing black corruption. In the case of grey corruption; however, intrinsic motivation suppressed grey corruption, while extrinsic motivation increased it in the opposite direction. In addition, the grey corruption associated with organisational identity, which was mainly considered a positive factor in organisational behaviour, was found to increase. However, intrinsic motivation was found to be an interaction result that suppressed the increase in grey corruption caused by organisational identity.

The purpose of this correlational research study was to provide insights into specific extrinsic organizational rewards, extrinsic social rewards, and intrinsic rewards that lead to certified occupational therapy assistants' (COTA) organizational commitment, and how managers and recruiters can utilize this knowledge in developing more effective COTA recruitment and retention strategies. The target population for this investigation included COTAs who worked full-time in North Carolina, South Carolina, and Virginia and were members of the American Occupational Therapy Association. Findings from this study indicated that predictors of COTAs' organizational commitment were determined by intrinsically rewarding job tasks that were supported by their work environment, salary, and promotional opportunities.

Background: Organizational commitment is one of the most popular work attitudes, studied by the researchers. The high levels of employee commitment lead to several important outcomes at individual and organizational levels. Therefore, it is crucial to identify the factors that influence organizational commitment, with special reference to organizational health. Objectives: The purpose of this study is to examine the relationship between schools’ organizational health and teachers’ organizational commitment in Shiraz high schools. Patients and Methods: The statistical population consisted of Shiraz secondary school male teachers. The multistage cluster random sampling method was used to select 250 subjects based on Kersji and Morgans’ table (1978). The organizational health inventory (OHI) was used to measure the health of secondary schools. An organizational commitment scale was then utilized to measure teachers’ organizational commitment. One-Sample T- test, Pearson correlation and multiple regression tests were used for data analysis. Results: The findings indicated that schools’ organizational health and its dimensions including institutional integrity, consideration, resource support, morale and academic emphasis were at moderate level, but the initiating structure and principal influence were at low level. Also, teacher’s commitment and its dimensions (emotional commitment and continuance commitment) were at moderate level and normative commitment was at high level. The results showed that the correlation between schools’ organizational health and teachers’ commitment was 0.64, and the correlation coefficients between teachers’ commitment and institutional integrity, initiating structure, consideration, principal influence, resource support, morale and academic emphasis were 0.56, 0.44, 0.42, 0.22, 0.26, 0.16 and 0.65, respectively. The results indicated that the correlation between schools’ organizational health and emotional commitment, continuance commitment, and normative commitment were 0.62, 0.32, and 0.66, respectively. Finally, five dimensions of school health- institutional integrity, initiating structure, resource support, morale and academic emphasis positively predicted teacher commitment. Conclusions: The results of the present study are discussed with regard to developing the organizational health of schools and improving the organizational commitment of teachers. In other words, it can be concluded that teachers in a healthy school are committed to teaching and learning.

PurposeThe purpose of this paper is to explore the path of motivation leading to organizational commitment resulting in reduced turnover intentions (TIs). It examine the relationship between dimensions of motivation (amotivation, introjected regulations (IRs) and intrinsic motivation (IM)) with dimensions of commitment (affective, normative and continuance). Furthermore, it test the effect of these three dimensions of commitment on TIs.Design/methodology/approachA sample of 467 teachers working in public schools in Dhofar Governate in Sultanate of Oman was selected for the study. A path analysis was conducted to test the hypothesized model.FindingsThe analysis unveils that teacher’s TIs can be reduced with a right mix of motivation and commitment. Furthermore, amotivation is only linked to affective commitment and this linkage is positive; IRs positively affect continuance and normative commitment (NC); and IM positively affects affective commitment and NC. Moreover, a significant negative effect of affective, normative and continuance commitment is found on TIs.Originality/valueThis research sheds light on how motivation can indirectly affect TI through commitment. This study is of immense importance as it focuses on the education sector in Oman especially in Dhofar Governate.

We analyzed the effects of psychological capital on organizational commitment and turnover intention among flight attendants at a Korean airline and the mediating effect of organizational commitment. Data were collected through a 2022 survey of Korean flight attendants, yielding 297 responses. Model reliability and validity were assessed to confirm hypotheses. Hope had a significant negative effect on turnover intention P<0.05), whereas optimism and resilience did not have significant effects on turnover intention. Additionally, hope had a significant positive effect on normative and continuance commitment, unlike optimism and resilience, which did not have significant effects on normative commitment or continuance commitment. Both normative commitment and continuance commitment negatively influenced turnover intention. Organizational commitment mediated the relationship between psychological capital and turnover intention, reinforcing the positive impact of psychological capital on reducing turnover intention. This study underscores the significance of psychological capital in shaping organizational commitment and reducing turnover intention among Korean flight attendants. Strengthening psychological capital and fostering organizational commitment can bolster airline stability, competitiveness, and service quality.