The Effect of Emotional Intelligence, Teachers’ Perception of Headmaster’s Interpersonal Communication, and Compensation on Affective Commitments of Teachers at Kindergartens (Published)
The aim of this study is to determine the effect of emotional intelligence, teachers’ perceptions of interpersonal communication of headmaster, and compensation for the affective commitment of teachers at Kindergarten Medan Perjuangan. This study uses Qualitative Research Methods and analysis technique of relationships between variables is a form of path analysis. Population in research are 140 kindergarten teachers in District of Medan Perjuangan, the sample is 103. The results of this study are 1. Emotional Intelligence has a direct positive effect on Compensation in Kindergarten in Medan Perjuangan District 2. Teacher’s Perception of Interpersonal Communication Principals directly influence positive for Compensation at kindergartens Medan Perjuangan District 3. Emotional Intelligence has a positive direct effect on teacher’s affective commitment at Kindergarten, Medan Perjuangan District 4. Teacher’s Perception of Principal Interpersonal Communication has a direct positive effect on affective commitment of teachers in at Kindergartens, Medan Perjuangan District. 5. Compensation has a direct positive effect on teacher’s affective commitment at Kindergartens Medan Perjuangan District.
This study is an empirical inquiry into the adoption and practice of metaphysical components such as leader mindfulness in management and its relationship with social realities such as employee work attitudes in African workplaces, specifically as it applies to Nigerian public agencies. As a cross sectional survey, data for the study was generated using structured questionnaire from two agencies located in Port Harcourt. A total of three hypotheses were postulated with analysis revealing significant correlations between leader mindfulness and the measures of employee work attitudes; Affective commitment, job involvement and job satisfaction; implying that the adoption and practice of leader mindfulness is a prerequisite for effectively attending to and addressing work-related issues and thus enhancing employee work attitudes. In conclusion, the findings of this study lend credence to its support for the adoption and practice of leader mindfulness in achieving a more sensitized and supportive work environment and thereby a more desirable expression of work attitudes from employees.
Psychological Contract Violation and Affective Commitment: The Mediating Effect of Cynicism and the Moderating Effect of Employees’ Expectations (Published)
This research is building on the previous research by examining both the mediating effect of cynicism and the moderating effect of employees’ expectations on the psychological contract violations–affective commitment relationship among academic staff in private universities in Egypt. A sample of 395 academic members responded to a four-part questionnaire measuring research variables (psychological contract violation, affective commitment, cynicism, and employees’ expectations). Cynicism was found to partially mediate the violation – affective commitment relationship. Further, employees’ expectations were found to moderate the violation – cynicism relationship. These results were discussed in light of extant literature. Research limitations and implications were reported
THE RELATIONSHIP OF ORGANIZATIONAL JUSTICE AND ORGANIZATIONAL COMMITMENT: AN EXAMPLE OF MILK AND DAIRY PRODUCT COMPANY (Published)
This study was carried out to investigate the relationship between perception and identification of organizational justice and organizational commitment of a sample group of employees in the business of milk and dairy products in Konya Province. A survey was applied to 102 employees in this context. In the survey, 38 questions have directed to employees with aimed to determine the participants’ perceptions of organizational justice, levels of organizational commitment and demographic characteristics. Research data were collected by using of Niehoff and Moorman’s Organizational Justice Scale and Meyer and Allen’s Organizational Commitment Scale. The data obtained from survey were analyzed using with frequency analysis, factor analysis and correlation analysis methods. According to the results of the study, the sample group consists of the male participants, the income middle, and the high level of education and in terms of industry experience revealed that consists of people with moderate experience. The reliability of the used scales was found to be higher regarding to Cronbach’s Alpha test. Results of factor analysis showed that employees’ perceptions for organizational commitment more clearly separated than their perceptions for organizational justice. We discussed the relationship among the organizational justice and commitment dimensions, and it was determined that the positive relations between affective commitment and distributive justice (r=0.41**), procedural justice (r=0.61**), interactional justice (r=0.49**) respectively. The normative commitment was found to be positive relationship between distributive and procedural justice. As a result, the levels of affective commitment of employees were found to be more associated with their justice perceptions.