Effect of Organizaional Development Towards Organizational Commitment: Moderating Role of Personality
DOI:
https://doi.org/10.61143/umyu-jafr.6(1)2024.012Keywords:
Organizational rewards, Career growth, Customer service, Personality, Organizational commitmentAbstract
The current economic landscape has presented many challenges, leading to heightened employee mobility as individuals seek better opportunities and working conditions. This study examines the relationship between organizational development and employee commitment with reference to seven (7) general hospitals in Katsina State. The study is quantitative and simple random sampling technique was utilized. Three hundred and fifty (350) copies of questionnaire were administered to staff of seven general hospitals in Katsina State. Data collected were analysed using SPSS and SMART-PLS. The findings of the study revealed that reward system, career growth and customer service have significant relationship with organizational commitment. Moreover, the study also revealed that personality moderate the relationship of reward systems and career growth towards organizational commitment. While there is no moderation effect of personality on customer service towards organizational commitment. This means that, employees that enjoys effective reward system, having chances to achieve their career aspiration tend to show high level of commitment to the commitment, which in turn ensure retention and organizational effectiveness. The research recommends that organisations should design and ensure effective implementation of organizational development strategies in order to enhance the commitment of workers, ensure retention and organizational effectiveness.
Metrics
References
Ajayi, M.O. (2017). Influence of gender and age on organisational commitment among civil servants in South-West Nigeria. Canadian Social Science. 13(2), pp.29-35.
Allen, N. J., & Meyer, J. P. (1997). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology. 63, 1-18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Angle, H. L., & Perry J. L., (1981). An empirical assessment of organizational commitment and organizational effectiveness. Administrative Science Quarterly. 26(1), 1-14. https://doi.org/10.2307/2392596
Asrar-ul-Haq, M., & Kuchinke, K. P. (2016). Impact of leadership styles on employees’ attitude towards their leader and performance: Empirical evidence from Pakistani banks. Future Business Journal , 2(1), 54-64. https://doi.org/10.1016/j.fbj.2016.05.002
Balfour, D. L. & Wechsler B., (1991). Commitment, performance, and productivity in public organizations. Public Productivity & Management Review. 14(4), 355-367. https://doi.org/10.2307/3380952
Bandura, A. (1992). Social foundations of thought and action. Upper Saddle River, NJ: Prentice Hall.
Banihashemi, S. (2014). The role of communication to improve organizational process. European Journal of Humanities and Social Sciences
Baran, B., Linda, S. & Miller, Lindsay. (2012). Advancing organizational support theory into the Twenty-First century World of work. Journal of Business and Psychology. 27. https://doi.org/10.1007/s10869-011-9236-3
Boroumand, Z., (1996). Organizational behavior, Payame Noor publication, 3rd Edition, Tehran, Iran.
Boshoff, C. & Mels, G. (1995). A causal model to evaluate the relationships among supervision, role stress, organizational commitment and internal service quality. European Journal of Marketing. 29(2), pp.23-42. https://doi.org/10.1108/03090569510080932
Chandel, J. K., Sharma, S. K., & Bansal, S. P. (2011). Linking the big five personality domains to organisational commitment. International Journal of Research in Commerce, IT and Management, 1(3), 19-24.
Cohen, A. (2007). Commitment before and after: An evaluation and reconceptualization of organizational commitment. Human Resource Management Review, 17, 336-354. https://doi.org/10.1016/j.hrmr.2007.05.001
Cropanzano, R. & Mitchell, M. (2005). Social exchange theory: An interdisciplinary review. Journal of Management. 31. 874-900. https://doi.org/10.1177/0149206305279602
Cummings T.G., & Worley C.G. (2005). Organization Development & Change (8th Edition). The United State of American: Thomson South-Western.
Daft, R. L. (2015). Organization theory and design. Cengage learning
Dhar, R. L. (2015). The effects of high performance human resource practices on service innovative behaviour. International Journal of Hospitality Management, 51, 67-75. https://doi.org/10.1016/j.ijhm.2015.09.002
Dhar, R. L. (2015). The effects of high performance human resource practices on service innovative behaviour. International Journal of Hospitality Management, 51, 67-75. https://doi.org/10.1016/j.ijhm.2015.09.002
Eisinga, R., Teelken, C., & Doorewaard, H. (2010). Assessing cross-national invariance of the three-component model of organizational commitment: A six-country study of European university faculty. Cross-Cultural Research, 44(4), 341- 373. https://doi.org/10.1177/1069397110370932
Faisal, M. N. & Al-Esmael, B. A., (2014). Modeling the enablers of organizational commitment. Business Process Management Journal, 21(1), 25-46. https://doi.org/10.1108/BPMJ-08-2012-0086
Farrukh, M., Ying, C. W., & Mansori, S. (2017). Organisational commitment: An empirical analysis of personality traits. Journal of Work-Applied Management, 9(1), 18–34. https://doi.org/10.1108/JWAM-12-2016-0026
Gould-Williams, J. (2007). HR practices, organizational climate and employee outcomes: Evaluation social exchange relationships in local government. International Journal of Human Resource Management, 18(9), 1627-1647. https://doi.org/10.1080/09585190701570700
Helm, S., Eggert, A., & Garnefeld, I. (2010). Modeling the impact of corporate reputation on customer satisfaction and loyalty using partial least squares. Handbook of Partial Least Squares (pp. 515-534). Berlin, Heidelberg: Springer. https://doi.org/10.1007/978-3-540- 32827-8_23
Henseler, J. & Chin, W. (2010). A comparison of approaches for the analysis of interaction effects between latent variables using partial least squares path modeling. Structural equation modeling. 17. 82-109. https://doi.org/10.1080/10705510903439003
Henseler, J., & Fassott, G. (2010). Testing Moderating Effects in PLS Path Models: An Illustration of Available Procedures. Handbook of Partial Least Squares (pp. 713-735). Berlin, Heidelberg: Springer. https://doi.org/10.1007/978-3-540-32827-8_31
Ivancevich, J. M., Konopaske, R., & Matteson, M. T. (2013). Organizational behavior and management (10th ed.). McGraw-Hill/Irwin.
Jans, N. A., (1989). Organizational commitment, career Factors and career/life stage. Journal of Organizational Behavior, 10, 247-266. https://doi.org/10.1002/job.4030100305
Krejcie, R.V., & Morgan, D.W., (1970). Determining sample size for research activities. Educational and Psychological Measurement. https://doi.org/10.1177/001316447003000308
Kumar, K., & Bakhshi, A. (2010). The Five-factor model of personality and organisational commitment: Is there any relationship? Humanity and Social Sciences Journal, 5(1), 25- 34.
Leephaijaroen, S. (2016). Effects of the big-five personality traits and organisational commitments on organisational citizenship behavior of support staff at Ubon Ratchathani Rajabhat University, Thailand. Kasetsart Journal of Social Sciences, 37(2), 104-111. https://doi.org/10.1016/j.kjss.2015.03.002
Lent, R.W., & Brown, S.D. (2013). Understanding and facilitating career development in the 21st century. Career Development and Counseling: Putting Theoryand Research to Work, 2, 1–26.
Malhotra, N., Budhwar P., & Prowse P., (2007). Linking rewards to commitment: An empirical investigation of four UK call centres. International Journal of Human Resource Management, 18(12), 2095-2127. https://doi.org/10.1080/09585190701695267
Marique, G. & Stinglhamber, F. (2011) Identification to Proximal Targets and Affective Organizational Commitment. Journal of Personnel Psychology. 10, 3, 107-117. https://doi.org/10.1027/1866-5888/a000040
Markard, J.; Stadelmann, M.; Truffer, B. (2009). Prospective analysis of technological innovation systems: Identifying technological and organizational development options for biogas in Switzerland. Research Policy. 38, 4, 655-667. https://doi.org/10.1016/j.respol.2009.01.013
Mayer, R. C., & Schoorman, F. D., (1992). Predicting participation and production outcomes through a two-dimensional model of organizational commitment. Academy of Management Journal, 35(3), 671-684. https://doi.org/10.2307/256492
Mbiriri, V. W. (2018). Factors influencing organizational development: A study of Artcafee and Bakery Ltd. http://www.eropo/usiu.acike.
McCrae, R. R., & Costa, P. T. (1987). Validation of the five-factor model of personality across instruments and observers. Journal of Personality and Social Psychology, 52(1), 81–90. https://doi.org/10.1037/0022-3514.52.1.81
McCrae, R. R., & Costa, P. T. (1987). Validation of the five-factor model of personality across instruments and observers. Journal of Personality and Social Psychology, 52(1), 81–90. https://doi.org/10.1037/0022-3514.52.1.81
Menges, C. (2016). Toward improving the effectiveness of formal mentoring programs: Matching by personality matters. Group & Organization Management, 41(1), 98– 129. https://doi.org/10.1177/1059601115579567
Meyer, J. P., Maltin, E. R., & Thai, S. (2012). Employee commitment and well-being. Employee commitment and well-being, in contemporary occupational health psychology: Global perspectives on research and practice , 2, 19-35. https://doi.org/10.1002/9781119942849.ch2
Miao, Q., Newman A., Sun Y. & Xu L. (2013). What factors influence organizational commitment of public sector employees in China? The role of extrinsic, intrinsic and social rewards. International Journal of Human Resource Management, 24(17), 3262-3280. https://doi.org/10.1080/09585192.2013.770783
Miao, Q., Newman, A., Sun, Y., & XU, L. (2013). What Factors influence organizational commitment of public sector employees in China? The role of extrinsic, intrinsic and Social rewards. International Journal of Human Resource Management. 24(17), pp.3262-3280. https://doi.org/10.1080/09585192.2013.770783
Mowday, R.T. (1998). Reflections on the study and relevance of organizational commitment. Human Resource Management Review, 8(4), 387-401. https://doi.org/10.1016/S1053-4822(99)00006-6
National Bureau of Statistics. (2023). Demographic Statistics Bulleting. National Bureau of Statistics. https://nigerianstat.gov.ng/download/775
Newman, A. & Sheikh A. Z. (2012). Organizational Commitment in Chinese Small and Medium- Sized Enterprises: The Role of Extrinsic, Intrinsic and Social Rewards. International Journal of Human Resource Management. 23(2), pp.349-367. https://doi.org/10.1080/09585192.2011.561229
NMA (2023). Brain drain: how dearth of health workers affects healthcare delivery in Katsina. In https://dailytrust.com/brain-drain-how-dearth-of-health-workers-affects-healthcare- delivery-in-katsina/
Odor, H. O. (2018). Organizational change and development. European Journal of Business and Management, 10(7): 58-64.
Olori, W. O. and Dan-Jumbo C. T. (2017). Workplace discrimination and employee commitment in Rivers State Civil Service, Nigeria. European Journal of Business and Management. 9(8), pp.51-57
O'reilly III, C. & Chatman, J. (1986). Organizational commitment and psychological attachment: The effect of compliance, identification and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492-499. https://doi.org/10.1037/0021-9010.71.3.492
Oshio, A., Taku, K., Hirano, M., & Saeed, G. (2018). Resilience and big five personality traits: A meta-analysis. Personality and Individual Differences, 127, 54–60. https://doi.org/10.1016/j.paid.2018.01.048
Peccei, R. & Rosenthal, P. (1997). The antecedents of employee commitment to customer service: Evidence from a UK service context. International Journal of Human Resource Management. 8(1), pp.66-86. https://doi.org/10.1080/09585199700000041
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A Review of the Literature. The Journal of applied psychology. 87. 698-714. https://doi.org/10.1037/0021-9010.87.4.698
Rigdon, E., Schumacker, R., & Wothke, W. (1998). Interaction and Nonlinear Effects in Structural Equation Modeling (1st ed.). Routledge. https://doi.org/10.4324/9781315092614
Riketta, M. (2002) Attitudinal organizational commitment and job performance: a meta-analysis. Journal of Organizational Behavior. 23, 3, 257-266. https://doi.org/10.1002/job.141
Sanposh, Ruangyot, 2008, The Impact of ODIs on Employee Commitment, Employee Motivation, Job Satisfactionand job Performance: A Case Study of Udon Mastertech Co., Ltd. in Thailand, AU-GSB e-Journal, Vol. 4, PP: 29- 41, Available at: http://gsbejournal.au.edu/index.html.
Schunk, D. H. (2012). Social cognitive theory and Motivation. The Oxford Handbook of Human Motivation. https://doi.org/10.1093/oxfordhb/9780195399820.013.0002
Shahid, A., & Azhar S. M. (2013). Gaining employee commitment: Linking to organizational effectiveness. Journal of Management Research, 5, 1. https://doi.org/10.5296/jmr.v5i1.2319
Somers, M.J. (1995). Organizational Commitment, Turnover and Absenteeism: An Examination of Direct and Interaction Effects. Journal of Organizational Behavior. 16(1), pp.49-58. https://doi.org/10.1002/job.4030160107
Spector, P.E. and Fox, S. (2010) Counterproductive Work Behavior and Organizational Citizenship Behavior: Are They Opposite Forms of Active Behavior? Applied Psychology: An International Review, 59, 21-39. .http://dx.doi.org/10.1111/j.1464-0597.2009.00414.x
Sturges, J., Guest D., Conway, N. & Davey, K. M. (2002). A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work. Journal of Organizational Behavior. 23, 731-748. https://doi.org/10.1002/job.164
Sundstrom, E. D., Lounsbury, J. W., Gibson, L. W., & Huang, J. L. (2016). Personality traits and career satisfaction in training and development occupations: Toward a distinctive personality profile. Human Resource Development Quarterly, 27(1), 13–40. https://doi.org/10.1002/hrdq.21223
Tsaur, S. & LIN Y. (2004). Promoting service quality in tourist hotels: The role of HRM practices and service behavior. Tourism Management. 25, pp.471-481. https://doi.org/10.1016/S0261-5177(03)00117-1
Wang, Q., Weng, Q. & Mcelroy (2014). Organizational career growth and subsequent voice behavior: The role of affective commitment and gender. Journal of Vocational Behavior. 84, 431-441. https://doi.org/10.1016/j.jvb.2014.03.004
Weng, Q., Mcelroy, J. C., Morrow, P. C. & Liu, R. (2010). The relationship between career growth and organizational commitment. Journal of Vocational Behavior. 77, 391-400. https://doi.org/10.1016/j.jvb.2010.05.003
World Economic Forum. (2022), The Great Resignation: How to attract and retain top talent in 2022, https://www.weforum.org.agenda/2022/01/the-great-resignation
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 UMYU Journal of Accounting and Finance Research
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
