Table 8 - uploaded by Metin Kaplan
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The results of this study which aims at determining the differences among subdimensions of organizational commitment in terms of demographic variables of staff employed in four and five star hotels in Cappadocia, show that there are differences in the subdimensions of organizational commitment in terms of age of employees and star classification, o...
Contexts in source publication
Context 1
... Results of the ANOVA Analysis carried out to determine the differences among normative commitment in terms of the age status of the hotel in which the participants are employed presented below in Table 8. When we analyze the findings in Table 8; it can be stated that there are meaningful differences between the age status of the hotel and the normative commitment [F (2- 410) = 4,663; p=0,010<0,05]. ...
Context 2
... Results of the ANOVA Analysis carried out to determine the differences among normative commitment in terms of the age status of the hotel in which the participants are employed presented below in Table 8. When we analyze the findings in Table 8; it can be stated that there are meaningful differences between the age status of the hotel and the normative commitment [F (2- 410) = 4,663; p=0,010<0,05]. According to the results of the Tukey HSD test, the meaningful differences are identified between the employees of the hotel whose age is 5 years old and lower and the employees of the hotel whose age is 11-15 years old. ...
Similar publications
The results of this study which aims at determining the differences among subdimensions of organizational commitment in terms of demographic variables of staff employed in four and five star hotels in Cappadocia, show that there are differences in the subdimensions of organizational commitment in terms of age of employees and star classification, o...
Citations
... Some elements affect commitment level of employees (Kayani & Kayani, 2021). In the hospitality industry, customers are satisfied with employee performance and on the other hand getting committed employees are main objective of the organization to achieve overall performance of the organization and how personal factors determine commitment level of employees to achieve goals (Ogut et al., 2011). Employee's turnover seems very high so researchers take interest to explore the reason behind it (Canny, 1992;Rose, 1991). ...
... Age of employees affect their level of commitment in hotel industry (Ogut et al., 2011). Kayani and Kayani (2021) found that, age, has influence on organizational commitment of employees. ...
The dedication of employees to the organization is a significant component in determining its overall health. Additionally, the demographic makeup of the workforce influences the degree of commitment. So considering the situation the study examined the how demographic factors affect the level of commitment towards their organization. The population of the study was employees working in restaurant situated in Lalitpur district of Bagmati Zone. One hundred and fifty-four restaurant workforce were taken as the sample for the study. Convenience sampling was used to gather the information regarding organizational commitment from concerned respondents. Valid organization commitment questionnaire OCQ was employed to test the organizational commitment of restaurant workforce. The analytical research design was used to examine the influence of demographic factors. The statistical test used in the study were percentage frequency, independent sample t test and one-way ANOVA. The internal consistency of the OCQ was found reliable with Cronbach alpha (α = 9.33). The result revealed that only two demographic factors (income, job position) were found to be influencing factors for determining organizational commitment level. The remaining factors (like age, marital status, service years, education, gender) did not seem important factor to affect the organizational commitment. So the owner of the restaurants will get benefit form the result of the study and stay focused on the how income and their promotion can be important for getting committed employees in the organizations. Regarding limitation of the study, area coverage is small so future researcher is suggested to go beyond this area to make their result generalizable.
... Our study showed that there is a positive and significant correlation between instrumental climate and continuance commitment that concurs with the results of past studies of Tsai and Huang 2 in Taiwan, Cullen et al. 12 in the United States, Kaplan et al. in Turkey. 2,12,31 Continuance commitment is a form of psychological attachment of a person to his organization, which is rooted in the person's understanding of what he might lose if he left the company. It is evident that in this type of commitment, a kind of egoism and self-interest can be seen. ...
The high turnover of nurses has become a universal issue. The manner in which nurses view their organization’s ethical climate has direct bearing on their organizational commitment. The aim of this study was to determine the correlation between nurses’ perception of ethical climate and organizational commitment in teaching hospitals in the southeastern region of Iran. A descriptive analytical design was used in this study. The sample consisted of 275 nurses working in four teaching hospitals in the southeastern region of Iran. The instruments used in this study included a demographic questionnaire, Ethical Climate Questionnaire, and Organizational Commitment Questionnaire. Data analysis was carried out using Pearson’s correlation, t-test, and descriptive statistic through Statistical Package for Social Science, version 16. The result of this research indicated a positive correlation among professionalism, caring, rules, independence climate, and organizational commitment. Therefore, findings of this study are a guideline for researchers and managers alike who endeavor to improve organizational commitment.
