Date
1-16-2025
Department
School of Behavioral Sciences
Degree
Doctor of Philosophy in Psychology (PhD)
Chair
Gilbert Franco
Keywords
commitment, COVID-19, organizational citizenship behavior, organizational commitment, remote work, telecommuting, telework, biblical commitment
Disciplines
Psychology
Recommended Citation
Hays, Joshua L., "Analyzing Organizational Commitment and Organizational Citizenship Behavior in Telecommuting Work Environments" (2025). Doctoral Dissertations and Projects. 6451.
https://digitalcommons.liberty.edu/doctoral/6451
Abstract
The COVID-19 pandemic forced employees and organizations into telecommuting roles which created undesirable consequences for the employee (distractions, overworking, isolation, etc.) and the organization (emotional disengagement, turnover, control, lack of collaboration, etc.). The research design for this study was a quasi-experimental correlational design to analyze the relationship between organizational commitment and telecommuting environments. The data obtained from the participants was collected by using Google Forms survey design. Upon receiving the required (n = 100) completed surveys, the data was then inputted into the Statistical Package for Social Sciences (SPSS) version 29 for analysis. The participants of this study were from a private Christian university located in Virginia. The demographic variables were analyzed using an Independent Samples T-test. The main variables of the study were analyzed by performing a Pearson r bivariate correlation. The organizational commitment factors were analyzed using an Analysis of Variance. The results of the study showed that organizational commitment was negatively related to organizational citizenship behaviors within a telecommuting environment. Additionally, “willingness to exert effort” was the significant bonding factor that connected the three factors of organizational commitment. Implications within the study portrayed the importance of role separation between work and family and showed a reduction in conflict between the employee and the organization. Finally, cultivating organizational citizenship behaviors within the organization will lead to numerous benefits, i.e., group cohesiveness, an increase in customer satisfaction, adapting to environmental changes, and reducing minor customer complaints.
