The Impact of Workplace Factors on Employee Commitment: An Empirical Analysis

This study expected to explore the connection between different elements of human asset and employee commitment. The review used a poll to gather information from employees of different associations. Through appropriate investigation, the elements of Altruism and Attendance were distinguished as fundamentally connected with employee commitment. The disclosures uncovered an enormous positive connection between both attendance & altruism & employee commitment among employees. Moreover, an amazing positive connection was found among altruism and attendance, albeit further exploration is expected to lay out the useful meaning of this relationship. In general, the outcomes propose that associations might profit from advancing attendance and encouraging a culture of altruism among employees to improve employee commitment.


Introduction
Employee commitment is a basic part of hierarchical achievement, as it is firmly connected to employee efficiency, maintenance, and occupation fulfillment [1,2]. Thus, recognizing factors that influence employee commitment has been a focal point of examination in the field of human asset the executives. While a few variables have been proposed to influence employee commitment, this exploration centers around the connection between altruism, attendance, and employee commitment in the work environment.
Several studies have found that altruism, defined as "the selfless concern for the welfare of others" [3], is an essential component of employee commitment [4,5]. Similarly, attendance, or the extent to which employees are present and punctual, has also been identified as a critical factor affecting employee commitment [6,7]. In any case, the degree to which unselfishness and participation are connected with worker responsibility has not been widely considered.
This examination means to explore the connection between altruism, attendance, and employee commitment in the working environment. In particular, we try to respond to the accompanying research address: How much are altruism and attendance corresponded with employee commitment in hierarchical settings?
To accomplish this objective, we utilized a survey to gather information from employees of different associations. The gathered information was then investigated utilizing connection examination to analyze the connection between the factors. The disclosures of this paper should add to the ongoing composition on the components influencing employee commitment and give commonsense bits of knowledge to associations hoping to upgrade employee commitment.

Literature Review
Working environment factors have forever been a significant subject of examination, as they altogether affect employee execution, commitment, and prosperity. Understanding the connection between's various work environment elements can assist associations with establishing a positive workplace that advances employee commitment and fulfillment. In this review, we mean to distinguish and break down the connection between's two explicit working environment factors, specifically Altruism and Attendance, and their effect on Employee Commitment.
Employee commitment has been a critical element for hierarchical achievement [8]. Employee commitment is characterized as the mental connection of an employee towards an association, which inspires him/her to work for the association's objectives and goals [9]. As of late, a few investigations have been led to recognize the variables that impact employee commitment, and two of the critical elements distinguished are Altruism and Attendance.
Altruism is the selfless concern for the welfare of others what's more, has been found to decidedly affect employee commitment [10]. Employees who exhibit altruistic behavior tend to be more committed to their organization, as they are motivated by a sense of responsibility towards their colleagues and the organization's success [11]. Altruism has also been found to promote positive work relationships, which can further enhance employee commitment [12].
Attendance, on the other hand, is a measure of an employee's reliability and has been viewed as decidedly connected with employee commitment [13]. Employees who attend work regularly demonstrate their commitment to the organization and its goals. Attendance has also been found to be a predictor of job satisfaction and overall job performance [14].
Interestingly, a study by De Dreu and Van Vianen [15] found a positive correlation between Altruism and Attendance, suggesting that employees who exhibit altruistic behavior are also more likely to attend work regularly. However, the practical significance of this finding needs to be explored further, as the measures used to assess Altruism and Attendance were not directly related.
In summary, both Altruism and Attendance have been identified as significant elements that impact employee commitment. This study intends to research the connection between these variables further and their effect on employee commitment.

Theories Used in The Research
Some of the factors discussed in this research and the theories behind those factors are provided below.
Social Exchange Theory posits that social interactions are based on a system of rewards and costs. Employees who exhibit altruistic behaviors may be rewarded with higher levels of commitment from their colleagues [15,16]. Similarly, employees who attend work regularly may do so because they expect to receive rewards or avoid negative consequences, according to Expectancy Theory [15,17].
Herzberg's Two-Component Hypothesis recommends that there are two arrangements of variables that impact work fulfillment and inspiration: cleanliness factors (for example compensation, working circumstances) and inspirations (for example acknowledgment, learning experiences) [15,18]. Your examination could be deciphered to recommend that attendance & altruism are cleanliness factors that add to employee commitment.

4.
Objectives • To examine how employee commitment & attendance are related.
• To identify how altruistic behavior will impact over employee commitment.
• To provide insights & recommendations to organizations on how to improve employee commitment through attendance and altruistic behavior.

Methodology & Data Collection Data Collection:
Data collection was conducted through online or paper-based surveys. The questionnaire included questions related to employee attendance, altruism, and commitment. The responses from over 220 participants were used for analysis.

Data Analysis:
In order to identify the connections, relations between the factors employee commitment, altruism & attendance, Pearson's correlation test followed by paired t test was used.

Ethical Considerations:
The research adhered to ethical guidelines and obtained informed consent from participants while ensuring confidentiality and anonymity of responses.

Data Collection Questionnaire Design:
The questionnaire included closed-ended questions related to employee attendance, altruism, and commitment. It was designed to be easy to understand and answer within a reasonable amount of time.

Data Collection Procedure:
The survey was distributed through various channels, including email and social media. Members were given clear directions on the best way to finish the review and were guaranteed that their reactions would stay secret.

Data Quality:
To ensure data quality, the researchers conducted a pilot study and refined the questionnaire based on feedback received. Additionally, the data was checked for completeness and accuracy before analysis.
Overall, the methodology and data collection aimed to give a systematic & clear way to deal with data collection and examination that addressed the research questions and objectives.  Table 1 Review of the data "P value & statistical significance": P value (two-tailed) < 0.0001 By regular models, this distinction is viewed as incredibly genuinely critical, that is extremely statistically significant.     Paired t test for checking the significance of correlation Review of data: Table 7 Review of data P value and statistical significance: P (two-tailed) value = 0.0068 By customary rules, this distinction is viewed as measurably critical in other words very statistically significant. Table 8 Confidence interval The exploration discoveries demonstrate a critical positive relationship among's altruism and employee commitment, as well as among attendance and employee commitment. Besides, the concentrate likewise uncovered a measurably huge positive relationship among's attendance and altruism. These discoveries recommend that advancing attendance and cultivating an unselfish workplace can add to improving employee commitment. Be that as it may, the viable meaning of the connection among's attendance and altruism should be additionally investigated as the actions used to survey attendance and altruism were not straightforwardly related.

Paired t test for checking the significance of correlation
In light of the discoveries of the exploration, there are a few proposals that can be made to associations to further develop employee commitment through attendance and selfless way of behaving. Generally, by carrying out these suggestions, associations can further develop employee commitment through attendance and unselfish way of behaving, prompting a more useful and drawn in labor force.

Conclusion
This exploration planned to distinguish factors in the work environment that are related with employee commitment. Subsequent to directing an exhaustive examination, the investigation discovered that both altruism and attendance were essentially related with employee commitment. Furthermore, there was a huge positive connection among's altruism and attendance. The discoveries of this exploration have viable ramifications for supervisors and associations as far as understanding the significance of advancing positive work environment ways of behaving, for example, altruism and attendance, which can prompt expanded employee commitment. Notwithstanding, it ought to be noticed that further examination is important to investigate the connection between these variables and their effect on employee commitment completely. By and large, this study features the significance of establishing a positive workplace that cultivates altruism and urges attendance to improve employee commitment and at last, hierarchical achievement.

Future Scope
The present study has opened avenues for future research. One possible direction for further investigation could be to explore the causal relationship between employee commitment, altruism, and attendance. Future examinations could likewise explore the effect of other work environment factors, like work fulfillment and administration, on employee commitment. Furthermore, future examination could incorporate a bigger and more different example to improve the generalizability of the discoveries. Finally, it could be useful to explore interventions that organizations could implement to foster employee commitment, such as training programs or incentives for altruistic behavior and attendance.

Authors' Biography
Bonny Thomas K. is a distinguished scholar with a proven track record of academic excellence. Holding a Bachelor's degree in Engineering and currently pursuing an MBA in Information Technology & Human Resources from the prestigious Indian Institute of Information Technology Allahabad. Bonny has a strong foundation in both technology and business. His research interests center on the intersection of technology and business, with a particular focus on Human Capital Management and strategy realization. Bonny is an accomplished researcher who has already published one research paper in the field. Bonny's meticulous approach to research, coupled with his deep understanding of the subject matter, has earned him recognition and respect in the academic community. He is a dedicated scholar with a passion for making meaningful contributions to the field of technology, business and beyond.