Predicting Organizational Commitment by Rumination

Abstract

This study aimed to explore the relationship between rumination and organizational commitment, focusing on how rumination mediates the impact of various workplace factors on employees' commitment to their organization. Employing a cross-sectional design, the study gathered data from 350 participants across diverse industries using the Organizational Commitment Questionnaire (OCQ) and the Nolen-Hoeksema Ruminative Responses Scale (RRS). Linear regression analysis was conducted using SPSS Version 27 to examine the predictive relationship between rumination (independent variable) and organizational commitment (dependent variable), controlling for demographic variables. The analysis revealed that rumination significantly predicts organizational commitment, accounting for 44% of the variance in commitment levels (R² = 0.44, adjusted R² = 0.40, F = 8.39, p < 0.01). Higher levels of rumination were associated with lower organizational commitment, indicating that rumination negatively impacts employees' attachment and loyalty to their organization. The study confirms the significant mediating role of rumination in the relationship between workplace factors and organizational commitment. Addressing rumination through targeted interventions could enhance organizational commitment, suggesting the need for organizational strategies that mitigate negative thought patterns among employees.