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1

Work satisfaction, organizational commitment and withdrawal behaviours  

Microsoft Academic Search

Purpose – The focus of this research paper is on the effects of work satisfaction and organizational commitment on withdrawal behaviours. In order to acquire a better understanding of this relationship, the moderating effects of work satisfaction and organizational commitment are examined. Design\\/methodology\\/approach – A questionnaire study was undertaken with Dutch and Slovakian respondents. Findings – Although the results do

Karin Falkenburg; Birgit Schyns

2007-01-01

2

Impact of Satisfaction and Commitment on Teachers' Organizational Citizenship  

ERIC Educational Resources Information Center

This study examined the impact of job satisfaction and organizational commitment on teachers' organizational citizenship behavior (OCB) in a structural equation model. The study was employed to a group of teachers and their supervisors. The results indicated that job satisfaction and commitment to the school had an impact on OCBs of the teachers…

Sesen, Harun; Basim, Nejat H.

2012-01-01

3

Teachers: Emotional Intelligence, Job Satisfaction, and Organizational Commitment  

ERIC Educational Resources Information Center

Purpose: The purpose of this study is to investigate the relationship between emotional intelligence and job satisfaction, between emotional intelligence and organizational commitment, and between job satisfaction and organizational commitment among high-school English teachers. Furthermore, the study aims to examine the role of gender and age in…

Anari, Nahid Naderi

2012-01-01

4

Organizational commitment, job satisfaction, and turnover among psychiatric technicians  

Microsoft Academic Search

Studied changes across time in measures of organizational commitment and job satisfaction as each related to subsequent turnover among 60 recently employed psychiatric technician trainees. A longitudinal study across a 101\\/2-mo period was conducted, with attitude measures (Organizational Commitment Questionnaire and Job Descriptive Index) collected at 4 points in time. Results of a discriminant analysis indicate that significant relationships existed

Lyman W. Porter; Richard M. Steers; Richard T. Mowday; Paul V. Boulian

1974-01-01

5

Relationship bewteen organizational politics, job satisfaction and organizational commitment in UiTM Sarawak  

Microsoft Academic Search

The study aimed to promote understanding of employees' reactions to organizational politics. The relationship between perception of organizational politics, job satisfaction and organizational commitment was examined among 60 staff (both academic and non-academic) in UiTM Sarawak. Three standard instruments: Perception of Organizational Politics Scale (POPS) by Kacmar and Carlson (1994); Job satisfaction by Job Satisfaction Survey (JSS) by Paul E.

Kuldip Singh

2012-01-01

6

Job satisfaction and organizational commitment of hotel managers in Turkey  

Microsoft Academic Search

Purpose – The aim of this paper is to identify the effects of job satisfaction on organizational commitment for managers in large-scale hotels in the Aegean region of Turkey and, in addition, to examine whether there is a significant relationship between the characteristics of the sample, organizational commitment, and job satisfaction. Design\\/methodology\\/approach – Two structured questionnaires were administered to large-scale

Ebru Gunlu; Mehmet Aksarayli; Nilüfer ?ahin Perçin

2010-01-01

7

The Relationship of Organizational Commitment and Superintendent Job Satisfaction  

ERIC Educational Resources Information Center

The purpose of this study was to examine the relationship between superintendent job satisfaction and organizational commitment. Surveys were sent electronically to superintendents (N = 470) of Texas mid-size schools to collect data to test for relationships of variables and constructs associated with job satisfaction and components of…

Williams, Todd

2012-01-01

8

A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors.  

PubMed

The high turnover of nurses has become a global problem. Several studies have proposed that nurses' perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment and thus lead to higher organizational citizenship behaviors. This study uses hierarchical regression to understand which types of ethical climate, facets of job satisfaction, and the three components of organizational commitment influence different dimensions of organizational citizenship behaviors. Questionnaires were distributed to 450 nurses, and 352 usable questionnaires were returned. The findings of the article suggest that hospitals can increase organizational citizenship behaviors by influencing an organization's ethical climate, job satisfaction, and organizational commitment. Hospital administrators can foster within organizations, the climate types of caring, law and code and rules climate, satisfaction with coworkers, and affective commitment and normative commitment that increase organizational citizenship behavior, while preventing organizations from developing the type of instrumental climate and continuance commitment that decreases it. PMID:22753457

Huang, Chun-Chen; You, Ching-Sing; Tsai, Ming-Tien

2012-07-01

9

Job Satisfaction, Organizational Commitment, and Religious Commitment of Full-Time University Employees  

Microsoft Academic Search

This study investigated the relationship of job satisfaction and organizational and religious commitment among full time workers at Akra University (a pseudonym) based on a number of demographic factors. Analysis of variance using the Games-Howell procedure revealed that workers who were older than age 46 years had higher job satisfaction and organizational and religious commitment than younger employees. It was

DONNA BROWN; MARCEL A. SARGEANT

2007-01-01

10

The Relationship between Diversity Training, Organizational Commitment, and Career Satisfaction  

ERIC Educational Resources Information Center

Purpose: The purpose of this paper is to investigate the association between employees' perceptions of diversity training (DT) existence and effectiveness with organizational commitment (OC), and career satisfaction (CS). Design/methodology/approach: The analyses in this paper utilize survey data collected between 2006 and 2007 from over 11,000…

Yap, Margaret; Holmes, Mark Robert; Hannan, Charity-Ann; Cukier, Wendy

2010-01-01

11

Perceptions of Organizational Justice, Job Satisfaction, and Organizational Commitment in Intercollegiate Athletics: A Study of NCAA Men's Sport Coaches  

ERIC Educational Resources Information Center

The purpose of the present study was to examine the relationship among organizational justice components, overall job satisfaction, and organizational commitment within the intercollegiate athletics setting. Perceptions of three organizational justice components (procedural, distributive, and interactional), overall job satisfaction, and…

Thorn, Dustin

2010-01-01

12

Physical Therapists With Doctoral Degrees: Job Satisfaction And Organizational Commitment  

Microsoft Academic Search

This study was designed to evaluate job satisfaction-dissatisfaction and organizational commitment of physical therapists with doctoral degrees. Attempts were made to study the entire current population of therapists licensed or registered to practice in the United States. Current estimates of this population range from 159-350 therapists. 219 therapists were identified, 164 of whom participated in the study (75.23% response rate).

Holly Haizlip Wise

1984-01-01

13

The Effect of Supportive Organizational Leadership, Organizational Socialization, and Satisfaction with Supervision on Turnover as Mediated by Organizational Commitment and Job Satisfaction in Faculty  

ERIC Educational Resources Information Center

This study utilized a predictive, multivariate research design to test the relationship between three independent variables--supportive organizational leadership, organizational socialization, and satisfaction with supervision--and the dependent variable--turnover intent--as mediated by organizational commitment and job satisfaction. The…

Lowhorn, Greg L.

2009-01-01

14

The impact of psychological empowerment and organizational commitment on Chines nurses' job satisfaction.  

PubMed

Abstract Background: Research findings have shown that job satisfaction of Chinese nurses is at a low level. Limited studies have focused on the impact of psychological empowerment and organizational commitment on job satisfaction of Chinese nurses. Aims: The aim of this study is to describe job satisfaction, psychological empowerment and organizational commitment of Chinese nurses and to explore the impact of psychological empowerment and organizational commitment on the nurses' job satisfaction. Methods: A total of 726 nurses were recruited in a convenience sample from 10 tertiary hospitals. Data were collected using four questionnaires including Job Satisfaction Survey, Psychological Empowerment Scale, Organizational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis. Results: Nurses' job satisfaction, psychological empowerment, and organizational commitment were identified at moderate levels. Nurses' job satisfaction and psychological empowerment were significantly different in terms of age and length of service; nurse job satisfaction varied with respect to marital status. Findings further indicated that nurse job satisfaction was positively correlated with psychological empowerment and organizational commitment. Psychological empowerment, organizational commitment, and marital status were significant predicting factors of nurse job satisfaction. Conclusions: This study provides evidence to help nursing managers and health policy-makers to develop intervention programs aimed at enhancing nurse job satisfaction and retaining nurses. PMID:25381702

Zhou, Wen-Bin; Ouyang, Yan-Qiong; Qu, Hui

2014-11-10

15

Job involvement, job satisfaction, and organizational commitment: Predicting propensity to leave a job among skilled employee  

Microsoft Academic Search

This paper examines the impact of job involvement, job satisfaction and organizational commitment on propensity to leave a job. Using a stratified random sampling procedure, survey questionnaires are administered to 116 Information Systems (IS) personnel working in multinational companies in Malaysia. Results show that IS personnel's job involvement is positively associated with organizational commitment. Likewise, job satisfaction has a positive

Pei-Lee. Teh; Laosirihongthong. Tritos

2011-01-01

16

Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors  

Microsoft Academic Search

Previous organizational citizenship behavior (OCB) research (a) has not demonstrated that extra-role behaviors can be distinguished empirically from in-role activities, and (b) has not examined the relative contributions of components ofjob satisfaction a nd organizational commitment to the performance of OCBs. Factor analysis of survey data from 127 employees' supervisors supported the distinction between in-role behaviors and two forms of

Larry J. Williams; Stella E. Anderson

1991-01-01

17

Treating employees fairly and organizational citizenship behavior: Sorting the effects of job satisfaction, organizational commitment, and procedural justice  

Microsoft Academic Search

A study was conducted to measure the relative contribution of perceptions of procedural justice toward predicting organizational citizenship behavior (OCB) controlling for the effects of job satisfaction and organizational commitment. Employees in a national cable television company completed a survey containing measures of work satisfaction, affective and continuance commitment, and perceptions of fairness, while their managers completed an OCB survey.

Robert H. Moorman; Brian P. Niehoff; Dennis W. Organ

1993-01-01

18

An analysis of relationships among transformational leadership, job satisfaction, organizational commitment and organizational trust in two Turkish hospitals.  

PubMed

The purpose of this study was to investigate the relationships among employee organizational commitment, organizational trust, job satisfaction and employees' perceptions of their immediate supervisors' transformational leadership behaviors in Turkey. First, this study examined the relationships among organizational commitment, organizational trust, job satisfaction and transformational leadership in two Turkish public hospitals. Second, this investigation examined how job satisfaction, organizational trust and transformational leadership affect organizational commitment. Moreover, it was aimed to investigate how organizational commitment, job satisfaction and transformational leadership affect organizational trust. A quantitative, cross-sectional method, self-administered questionnaire was used for this study. Eight hundred four employees from two public hospitals in Turkey were recruited for collecting data. The overall response rate was 38.14%. The measurement instruments of survey were the Job Satisfaction Survey (developed by P. Spector), the Organizational Commitment Questionnaire (developed by J. Meyer and N. Allen), the Organizational Trust Inventory-short form (developed by L. Cummings and P. Bromiley) and the Transformational Leadership Inventory (TLI) (developed by P. M. Podsakoff). Five-point Likert scales were used in these measurement instruments. Correlation test (the Pearson's rank test) was used to examine relationships between variables. Also, multiple regression analysis was used to determine the regressors for organizational commitment and organizational trust. There were significant relationships among overall job satisfaction, overall transformational leadership and organizational trust. Regression analyses showed that organizational trust and two job satisfaction dimensions (contingent rewards and communication) were significant predictors for organizational commitment. It was found that one transformational leadership dimension (articulating a vision), two job satisfaction dimensions (pay and supervision) and two organizational commitment dimensions (affective commitment and normative commitment) were significant regressors for organizational trust. There is a lack of research in the health organizations regarding organizational commitment, organizational trust, job satisfaction and transformational leadership. The investigator of the proposed study intends to add to the literature and intends to prove that the proposed study would be important for healthcare organizations. A number of specific measures should be undertaken to reduce factors that negatively affect organizational commitment, organizational trust and job satisfaction of hospital personnel and to improve transformational leadership behaviors of hospital administrators. PMID:23239046

Top, Mehmet; Tarcan, Menderes; Tekingündüz, Sabahattin; Hikmet, Ne?et

2013-01-01

19

Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment  

Microsoft Academic Search

BACKGROUND: The motivation for this study was to investigate how role stress among nurses could affect their job satisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their job satisfaction and stimulating them to willingly remain in their jobs and commit themselves to

Wen-Hsien Ho; Ching Sheng Chang; Ying-Ling Shih; Rong-Da Liang

2009-01-01

20

Leadership, Job Satisfaction and Organizational Commitment in Healthcare Sector: Proposing and Testing a Model  

PubMed Central

Conflict of interest: none declared. Introduction Employees’ job satisfaction and commitment depends upon the leadership style of managers. This study clarifies further the relationships between leadership behaviors of managers and two employees’ work-related attitudes-job satisfaction and organizational at public hospitals in Iran. A better understanding of these issues and their relationships can pinpoint better strategies for recruiting, promotion, and training of future hospital managers and employees, particularly in Iran but perhaps in other societies as well. Methods This cross-sectional study was conducted using self-administered questionnaires distributed among 814 hospital employees and managers through a stratified random sampling. Results and discussion The dominant leadership style of hospital managers was participative style. Hospital employees were moderately satisfied with their jobs and committed to their organization. Salaries, benefits, promotion, contingent rewards, interpersonal relationships and working conditions were the best predictors of job satisfaction among hospitals employees. Leadership, job satisfaction and commitment were closely interrelated. The leadership behavior of managers explained 28% and 20% of the variations in job satisfaction and organizational commitment respectively. Conclusion This study clarifies the causal relations of job satisfaction and commitment, and highlights the crucial role of leadership in employees’ job satisfaction and commitment. Nevertheless, participative management is not always a good leadership style. Managers should select the best leadership style according to the organizational culture and employees’ organizational maturity. PMID:24082837

Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

2013-01-01

21

Path analysis of organizational commitment, job involvement and job satisfaction in Turkish hospitality industry  

Microsoft Academic Search

Purpose – This paper aims to determine the structural relationships between job involvement, job satisfaction, and three dimensions of organizational commitment (i.e. affective commitment, normative commitment, and continuance commitment) in the Turkish hospitality industry. Design\\/methodology\\/approach – A questionnaire survey was conducted among the full-time employees of five-star hotels in the Antalya region, which is an important tourism destination especially for

Ay?e Kuruüzüm; Emre Ipekçi Çetin; Sezgin Irmak

2009-01-01

22

Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Rhode Island.  

ERIC Educational Resources Information Center

The job satisfaction and organizational commitment of rehabilitation counselors working in the public rehabilitation agency in Rhode Island are the focus of this study. Participants were 23 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 50 surveys were mailed. Job satisfaction was measured…

McGhee, Marcheta; Satcher, Jamie

23

Relationships between Educators' Organizational Commitment, Job Satisfaction, and Administrators' Gender  

ERIC Educational Resources Information Center

The purpose of this quantitative, causal-comparative study was to examine the differences between teachers' mean job satisfaction scores based on the administrators' gender and examine the relationship between the administrators' gender and teachers' organizational commitment plans in Tennessee middle schools. Job satisfaction

Potter, Stephanie Litton

2012-01-01

24

How can core self-evaluations influence job burnout? The key roles of organizational commitment and job satisfaction.  

PubMed

This study aimed to explore how core self-evaluations influenced job burnout and mainly focused on the confirmation of the mediator roles of organizational commitment and job satisfaction. A total of 583 female nurses accomplished the Core Self-Evaluation Scale, Organizational Commitment Scale, Minnesota Satisfaction Questionnaire, and Maslach Burnout Inventory-General Survey. The results revealed that core self-evaluations, organizational commitment, job satisfaction, and job burnout were significantly correlated with each other. Structural equation modeling indicated that core self-evaluations can significantly influence job burnout and are completely mediated by organizational commitment and job satisfaction. PMID:24567302

Peng, Jiaxi; Li, Dongdong; Zhang, Zhenjiang; Tian, Yu; Miao, Danmin; Xiao, Wei; Zhang, Jiaxi

2014-02-23

25

Transformational Leadership, Organizational Commitment, and Job Satisfaction: A Comparative Study of Kenyan and U.S. Financial Firms  

ERIC Educational Resources Information Center

This study explores the nature of the relationship between transformational leadership and two work-related attitudes, organizational commitment and job satisfaction, by comparing Kenya and the United States. The results show that transformational leadership has a strong and positive effect on organizational commitment and job satisfaction in both…

Walumbwa, Fred O.; Orwa, Bani; Wang, Peng; Lawler, John J.

2005-01-01

26

Effects of job rotation and role stress among nurses on job satisfaction and organizational commitment  

PubMed Central

Background The motivation for this study was to investigate how role stress among nurses could affect their job satisfaction and organizational commitment, and whether the job rotation system might encourage nurses to understand, relate to and share the vision of the organization, consequently increasing their job satisfaction and stimulating them to willingly remain in their jobs and commit themselves to the organization. Despite the fact that there have been plenty of studies on job satisfaction, none was specifically addressed to integrate the relational model of job rotation, role stress, job satisfaction, and organizational commitment among nurses. Methods With top managerial hospital administration's consent, questionnaires were only distributed to those nurses who had had job rotation experience. 650 copies of the questionnaire in two large and influential hospitals in southern Taiwan were distributed, among which 532 valid copies were retrieved with a response rate of 81.8%. Finally, the SPSS 11.0 and LISREL 8.54 (Linear Structural Relationship Model) statistical software packages were used for data analysis and processing. Results According to the nurses' views, the findings are as follows: (1) job rotation among nurses could have an effect on their job satisfaction; (2) job rotation could have an effect on organizational commitment; (3) job satisfaction could have a positive effect on organizational commitment; (4) role stress among nurses could have a negative effect on their job satisfaction; and (5) role stress could have a negative effect on their organizational commitment. Conclusion As a practical and excellent strategy for manpower utilization, a hospital could promote the benefits of job rotation to both individuals and the hospital while implementing job rotation periodically and fairly. And when a medical organization attempts to enhance nurses' commitment to the organization, the findings suggest that reduction of role ambiguity in role stress has the best effect on enhancing nurses' organizational commitment. The ultimate goal is to increase nurses' job satisfaction and encourage them to stay in their career. This would avoid the vicious circle of high turnover, which is wasteful of the organization's valuable human resources. PMID:19138390

Ho, Wen-Hsien; Chang, Ching Sheng; Shih, Ying-Ling; Liang, Rong-Da

2009-01-01

27

Relationships among Organizational Commitment, Job Satisfaction, and Learning Organization Culture in One Korean Private Organization  

ERIC Educational Resources Information Center

The purpose of this study is to identify dynamic relationships among organizational commitment, job satisfaction, and learning organization culture in a Korean private company. Using a sample of 669 employees from five subsidiaries of a Korean conglomerate, this research found that learning organization culture is moderately and positively related…

Lim, Taejo

2010-01-01

28

The Impact of Telecommuting Intensity on Employee Perception Outcomes: Job Satisfaction, Productivity, and Organizational Commitment  

ERIC Educational Resources Information Center

This research investigates the impact of telecommuting intensity (hours worked/week from home) on worker perceived outcomes such as job satisfaction, productivity, organizational commitment. Data was collected and analyzed from a large U.S. Federal Department. The conceptual research model and design include three key mediating variables, one…

Nyaanga, Solomon G.

2012-01-01

29

Ethical Climate, Organizational Commitment, and Job Satisfaction of Full-Time Faculty Members  

ERIC Educational Resources Information Center

The purpose of this quantitative study was to better understand the relationship of perceived ethical climate on the organizational commitment and job satisfaction of full-time faculty members in institutions of higher education. Full-time faculty members are the forefront employees of any educational institution, and they have a direct impact on…

Moore, Heather Louise

2012-01-01

30

The Influence of Individual, Job, and Organizational Characteristics on Correctional Staff Job Stress, Job Satisfaction, and Organizational Commitment  

Microsoft Academic Search

As staff performance is vital to the survival of correctional institutions, much empirical attention has been paid to studying the causes and consequences of their attitudes and behaviors. The current study adds to this body of knowledge by examining the factors that explain three central occupational attitudes—job stress, job satisfaction, and organizational commitment. More specifically, using survey data collected from

Eric G. Lambert; Eugene A. Paoline

2008-01-01

31

The impact of role stress on workers' behaviour through job satisfaction and organizational commitment.  

PubMed

Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well-being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. According to previous theory, role ambiguity and conflict decrease workers' performance and are positively related to the probability of workers leaving the organization. Job satisfaction refers to a positive evaluation of a job, while organizational commitment refers to an employee's attachment to the organization. The affective dimensions of organizational commitment and job satisfaction are considered to be important predictors of turnover intention, absenteeism, and job performance. In the literature, role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and their commitment towards the organization. The role of job satisfaction and organizational commitment were analysed as variables that should mediate between role ambiguity and conflict and employees' behaviour. The hypotheses were confirmed by means of path analysis carried out with data obtained from a sample of Spanish blue-collar workers employed by a bus company and a water supply company. Role stressors were negatively related to affective commitment mediated through job satisfaction. Affective commitment to the organization exerted a positive influence on performance and reduces the withdrawal behaviour analysed— intention to leave and absenteeism—although the strongest predictor of intention to leave was, in this study, job satisfaction. PMID:22029494

Antón, Concha

2009-06-01

32

Group cohesion and organizational commitment: protective factors for nurse residents' job satisfaction, compassion fatigue, compassion satisfaction, and burnout.  

PubMed

Stress can have detrimental effects on nurse residents' levels of job satisfaction, compassion, fatigue, and burnout. This can lead to high turnover rates and poor quality of care among novice nurses. Therefore, it is critical to identify protective factors to prevent the onset of negative nurse outcomes (compassion fatigue, burnout, and job dissatisfaction) and to promote positive nurse outcomes (job satisfaction, compassion satisfaction). This study aimed to determine whether factors such as group cohesion and organizational commitment would be protective and moderate the association between stress exposure and posttraumatic stress symptoms and other negative nurse outcomes, thus facilitating positive outcomes. Findings showed that group cohesion was effective in moderating the negative effects of current stress exposure and posttraumatic stress symptoms on negative nurse outcomes, specifically on increased compassion fatigue and burnout, and reduced compassion satisfaction. In addition, organizational commitment was determined to promote positive nurse outcomes such as job satisfaction and compassion satisfaction. The study findings are promising, as retention of quality nurses is a significant problem for hospitals. Nurse managers and hospital administrators should be aware of the benefits of group cohesion and organizational commitment and strive to make the promotion of these factors a priority. PMID:24503320

Li, Angela; Early, Sean F; Mahrer, Nicole E; Klaristenfeld, Jessica L; Gold, Jeffrey I

2014-01-01

33

Personal and Work-Related Predictors of Organizational Commitment and Life Satisfaction of Slovak Women in Higher Education  

ERIC Educational Resources Information Center

Two samples of Slovak women in higher education were surveyed in order to determine the extent to which organizational commitment and life satisfaction are related to personal and work-related attributes. Organizational commitment was found to be related to the work-related attributes of role conflict and role ambiguity. These work-related…

Brandt, Joanne; Krawczyk, Rosemary; Kalinowski, Jon

2008-01-01

34

Discriminant Validation of Measures of Job Satisfaction, Job Involvement, and Organizational Commitment  

Microsoft Academic Search

Discriminant validity of measures of job satisfaction, job involvement, and organizational commitment was empirically evaluated using data collected from a sample of 577 full-time employees of a 327-bed Veterans Administration Medical Center. The LISREL VI computer program was used to conduct a confirmatory factor analysis of items from measures of these three concepts and to evaluate relations between other job-related

Paul P. Brooke; Daniel W. Russell; James L. Price

1988-01-01

35

Professional\\/Organizational Commitment and Job Satisfaction for Employed Lawyers  

Microsoft Academic Search

This paper presents the results of a two part field study designed to examine issues of organizational-professional conflict (OPC) amongst employed layers (corporate counsel). The study adopts the Johnson (1972) collegiate\\/oligarchic typology, and hypothesises that the unexpectedly low OPC found by Aranya and Ferris (1984) amongst employed accountants is a function of the nature of the profession. It replicates the

Hugh P. Gunz; Sarah P. Gunz

1994-01-01

36

The relationship between commitment and organizational culture, subculture, leadership style and job satisfaction in organizational change and development  

Microsoft Academic Search

The concept of organizational commitment has been examined extensively in organizational literature, yet the relationships between organizational culture, subculture and commitment have received little attention so far. Acknowledging the complexity and the multifaceted nature of antecedents involved in organizational commitment, it is still necessary to understand the dynamics of relationships between these variables. It was found that organizational subculture was

Peter Lok; John Crawford

1999-01-01

37

Enhancing long-term worker productivity and performance : The connection of key work domains to job satisfaction and organizational commitment  

Microsoft Academic Search

Purpose – The purpose of this research is to explore key work domains that impact worker job satisfaction and organizational commitment, which in turn impact long-term worker productivity and performance. Design\\/methodology\\/approach – The paper utilizes factor analysis, ordinary least squares (OLS) regression analysis, and basic descriptive statistics (Pearson Correlations, standard deviations, means) to explore the relationship between job satisfaction and

Jonathan H. Westover; Andrew R. Westover; L. Alan Westover

2010-01-01

38

Transformational and Transactional Leadership Effects on Teachers' Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behavior in Primary Schools: The Tanzanian Case  

ERIC Educational Resources Information Center

This article examines the effects of transformational and transactional leadership on teachers' job satisfaction, organizational commitment, and organizational citizenship behavior in the context of schools in a specific developing country context, that of Tanzania. It does so by testing a model of such effects using a set of data collected from a…

Nguni, Samuel; Sleegers, Peter; Denessen, Eddie

2006-01-01

39

Transformational and transactional leadership effects on teachers' job satisfaction, organizational commitment, and organizational citizenship behavior in primary schools: The Tanzanian case  

Microsoft Academic Search

This article examines the effects of transformational and transactional leadership on teachers' job satisfaction, organizational commitment, and organizational citizenship behavior in the context of schools in a specific developing country context, that of Tanzania. It does so by testing a model of such effects using a set of data collected from a sample of Tanzanian primary school teachers. Regression analyses

Samuel Nguni; Peter Sleegers; Eddie Denessen

2006-01-01

40

Communication Satisfaction and Organizational Commitment: A Study in Three Guatemalan Organizations  

E-print Network

The main purpose of this study was to examine the relationship between organizational communication and organizational commitment in Guatemala. To investigate these areas, three different organizations were studied: 1) a private educational...

Varona, Federico

1991-06-27

41

The Relationship of Leadership Style of the Department Head to Nursing Faculty Professional Satisfaction and Organizational Commitment  

ERIC Educational Resources Information Center

The purpose of this research was to determine if there was a relationship between the leadership style of the nursing department head and the level of professional satisfaction and organizational commitment by nursing faculty members. The survey instrument was a self-constructed four point Likert scale designed by the researcher to determine the…

Byrne, Daria McConnell

2011-01-01

42

Job satisfaction and organizational commitment within Davidson County Community Corrections and Davidson County Drug Court Residential Programs  

Microsoft Academic Search

The purpose of this research study was to examine both the job satisfaction and the organizational commitment among the staff of Davidson County Community Corrections Program and Davidson County Drug Court Residential Program. This was done by means of a questionnaire of the staff working with the offenders within these programs. The staff consists of probation officers, drug and alcohol

Alarick Pruitt

2008-01-01

43

Job and organizational determinants of nursing home employee commitment, job satisfaction and intent to turnover  

Microsoft Academic Search

The purpose of this study was to examine whether job characteristics, the work environment, participation in quality improvement activities and facility quality improvement environment predicted employee commitment and job satisfaction in nursing homes, and whether those same predictors and commitment and satisfaction predicted turnover intention. A total of 6584 nursing home employees from 76 nursing homes in a midwestern state

B. Karsh; B. C. Booske; F. Sainfort

2005-01-01

44

Job security, satisfaction influence work commitment  

E-print Network

A nationwide survey of newspaper journalists found that coping control, perceptions of job quality and job security and organizational commitment are significant, positive predictors of job satisfaction....

Reinardy, Scott

2012-01-01

45

The Individual-Organization Fit between Organizational Culture and Individual Values as Predictor of Job Satisfaction and Organizational Commitment in a Italian Municipality: The Role of Human Resource Management in a Public Organization  

Microsoft Academic Search

The aim of this research is to explore organizational culture and individual-organization fit (I-O Fit) as predictor of job satisfaction and organizational commitment. It's hypothesized that values composing organizational culture: a) are joint in constructs that postpone to some typologies already explored in the studies concerning organizational cultures; b) they behave as stable elements of that same typology of culture,

Francesco Ceresia

2010-01-01

46

The Effect of Internal Marketing on Organizational Commitment: Job Involvement and Job Satisfaction as Mediators  

ERIC Educational Resources Information Center

Purpose: After reviewing previous research, this study found that few school or educational studies have simultaneously explored both internal marketing and organizational commitment, and of those that have, only direct effects were examined. This study clarifies the relationship between school organization's internal marketing and teachers'…

Ting, Shueh-Chin

2011-01-01

47

The impact of identification and commitment on job satisfaction : The case of a Turkish service provider  

Microsoft Academic Search

Purpose – The purpose of this paper is to examine the relationship between employees’ perceptions of organizational identification, job satisfaction and organizational commitment. The study also investigates the influence of organizational commitment and organizational identification on job satisfaction. Design\\/methodology\\/approach – The theoretical framework of the positive relationships between job satisfaction and identification, commitment and job satisfaction, and commitment and identification

Ipek Kalemci Tuzun

2009-01-01

48

Organizational Commitment among Public Service Employees.  

ERIC Educational Resources Information Center

A study that examined factors associated with organizational commitment among 64 blue-collar workers found that the following were positively and significantly related: promotion satisfaction, job characteristics, communication, leadership satisfaction, job satisfaction, intrinsic and extrinsic exchange, and intrinsic and extrinsic rewards.…

Young, Brian S.; Worchel, Stephen; Woehr, David J.

1998-01-01

49

The Relationship between the Perception of Distributed Leadership in Secondary Schools and Teachers' and Teacher Leaders' Job Satisfaction and Organizational Commitment  

ERIC Educational Resources Information Center

This study investigates the relation between distributed leadership, the cohesion of the leadership team, participative decision-making, context variables, and the organizational commitment and job satisfaction of teachers and teacher leaders. A questionnaire was administered to teachers and teacher leaders (n = 1770) from 46 large secondary…

Hulpia, Hester; Devos, Geert; Rosseel, Yves

2009-01-01

50

Relationship of Job Stress and Type-A Behavior to Employees' Job Satisfaction, Organizational Commitment, Psychosomatic Health Problems, and Turnover Motivation  

Microsoft Academic Search

The present study examined the relationship of job stress, job stressors, and Type-A behavior pattern with employees' job satisfaction, organizational commitment, psychosomatic health problems, and turnover motivation among full-time nurses (N = 215) working in a large Canadian hospital. Both job stress and stressors (role ambiguity, overload, conflict, and resource inadequacy) were significantly related to four outcome variables. Type-A behavior

Muhammad Jamal

1990-01-01

51

Predictors of Organizational Commitment among Staff in Assisted Living  

ERIC Educational Resources Information Center

Purpose: This study examines the role of organizational culture, job satisfaction, and sociodemographic characteristics as predictors of organizational commitment among staff in assisted living. It is particularly important to examine organizational commitment, because of its close links to staff turnover. Design and Methods: Data were collected…

Sikorska-Simmons, Elzbieta

2005-01-01

52

The impact of organizational ethical climate fit on information technology professional's job satisfaction and organizational commitment research in progress  

Microsoft Academic Search

The recent wave of high profile corporate ethical failures, as well as ethical issues surrounding information technologies and users of those technologies, raises questions about the limits that an IT professional will tolerate and accept as normalized behavior. Consideration as to what is normalized behavior within the organizational ethical climate is an important aspect of corporate ethics, in that beliefs

Sandra K. Newton; Stephen C. Wingreen; J. Ellis Blanton

2004-01-01

53

Teacher Participation in School Decision-Making and Job Satisfaction as Correlates of Organizational Commitment in Senior Schools in Botswana  

ERIC Educational Resources Information Center

The Problem: Two major national educational challenges in Botswana are to retain teachers and recruit more. Both retention and recruitment efforts often involve issues of teacher decision-making, teacher job satisfaction, and how these correlate with commitment to the school organization. Little was known about Botswana teachers' views on…

Mosheti, Paul Alan

2013-01-01

54

Organizational Commitment through Organizational Socialization Tactics  

ERIC Educational Resources Information Center

Purpose: The aim of this paper is to investigate how organizational socialization tactics affect newcomers' organizational commitment and learning processes. Design/methodology/approach: A survey was conducted using a measurement tool based on Van Maanen and Schein's theory on organizational socialization tactics and Kuvaas' measurement tools of…

Filstad, Cathrine

2011-01-01

55

Organizational Climate and Teacher Commitment  

ERIC Educational Resources Information Center

This study examined the relationship of school climate and teacher commitment in elementary schools in Alabama. A total of 67 elementary schools were surveyed and 1353 teachers voluntarily participated in the study. The instruments used in this study were the Organizational Climate Index (OCI) and the Organizational Commitment Questionnaire (OCQ).…

Douglas, Stephen Michael

2010-01-01

56

Job and career influences on the career commitment of health care executives : The mediating effect of job satisfaction  

Microsoft Academic Search

Purpose – While there is considerable evidence supporting the relationship between job satisfaction and organizational commitment, the relationship between the antecedents of job satisfaction, organizational commitment and career commitment are not clearly understood. This study seeks to clarify whether these antecedents have an effect independent of job satisfaction on career commitment or whether these antecedents are mediated by job satisfaction.

Duan-Rung Chen; Robert Myrtle; Caroline Liu; Daniel Fahey

2011-01-01

57

Predicting Organizational Commitment from Organizational Culture in Turkish Primary Schools  

ERIC Educational Resources Information Center

This study aims to describe organizational culture and commitment and to predict organizational commitment from organizational culture in Turkish primary schools. Organizational Culture Scale (Ipek "1999") and Organizational Commitment Scale (Balay "2000") were used in the data gathering process. The data were collected from 415 primary teachers…

Ipek, Cemalettin

2010-01-01

58

Organizational culture and job satisfaction  

Microsoft Academic Search

This empirical investigation examines the impact of organizational culture types on job satisfaction in a survey of marketing professionals in a cross-section of firms in the USA. Cameron and Freeman’s (1991) model of organizational cultures comprising of clan, adhocracy, hierarchy, and market was utilized as the conceptual framework for analysis. The results indicate that job satisfaction levels varied across corporate

Daulatram B. Lund

2003-01-01

59

Perceived Organizational Support: Linking Human Resource Management Practices with Affective Organizational Commitment, Professional Commitment and Turnover Intention  

Microsoft Academic Search

The main objective of this conceptual paper is to e xamine the role of perceived organizational support (POS) to link the four (4) human resource management practi ces namely pay satisfaction, career development opp ortunities, work\\/family support and leader-member exchange and affective organizational commitment, professional c ommitment and turnover intention of faculty members working for private higher education institutions in

Tek-Yew Lew

60

Faculty Organizational Commitment and Citizenship  

ERIC Educational Resources Information Center

Building on a theoretical framework that links characteristics of individuals and their work settings to organizational commitment (OC) and citizenship behavior, this study considers why faculty may be disengaging from institutional service. Analyses of survey data collected from a state system of higher education suggest that job characteristics,…

Lawrence, Janet; Ott, Molly; Bell, Alli

2012-01-01

61

Idiosyncratic Deals and Organizational Commitment  

ERIC Educational Resources Information Center

This article examines the relationship between idiosyncratic deals and organizational commitment. In particular, it examines how two individual differences which reflect self-worth (core self-evaluations and age) moderate that relationship. We predicted that employees with feelings of high self-worth will expect and will feel entitled to these…

Ng, Thomas W. H.; Feldman, Daniel C.

2010-01-01

62

Individual value systems, organizational investments, and personal constraints as predictors of organizational commitment: Direct or indirect effects?  

Microsoft Academic Search

This study attempted to determine if individual value systems, organizational investments, and personal constraints affect organizational commitment directly or only indirectly through job satisfaction. Previous research has determined that certain job characteristics exert only indirect effects on the value or affective dimension of organizational commitment. The purpose of this study was to examine whether other categories of antecedents have any

Ursula Wittig-Berman; Dorothy Lang

1990-01-01

63

The Relationship Between Satisfaction, Attitudes, and Performance: An Organizational Level Analysis  

Microsoft Academic Search

Previous research has consistently shown little relationship between job satisfaction, job attitudes, and performance for individuals, but little work has investigated these relationships at the organizational level of analysis. This study investigated the relationship between employee satisfaction, other job-related attitudes (commitment, adjustment, and psychological stress), and organizational performance. Organizational performance data were collected for 298 schools; employee satisfaction and attitude

Cheri Ostroff

1992-01-01

64

Transformational leader behaviors and substitutes for leadership as determinants of employee satisfaction, commitment, trust, and organizational citize  

Microsoft Academic Search

The goal of this study was to examine the effects of transformational leadership behaviors, within the context of Kerr and Jermier's (1978) substitutes for leadership. Data were collected from 1539 employees across a wide variety of different industries, organizational settings, and job levels. Hierarchical moderated regression analysis procedures generally showed that few of the substitutes variables moderated the effects of

William H. Bommer

1996-01-01

65

Transformational Leader Behaviors and Substitutes for Leadership as Determinants of Employee Satisfaction, Commitment, Trust, and Organizational Citizenship Behaviors  

Microsoft Academic Search

The goal of this study was to examine the effects of transformational leadership behaviors, within the context of Kerr and Jermier’s (1978) substitutes for leadership. Data were collected from 1539 employees across a wide variety of different industries, organizational settings, and job levels. Hierarchical moderated regression analysis procedures generally showed that few of the substitutes variables moderated the effects of

Philip M. Podsakoff; Scott B. MacKenzie; William H. Bommer

1996-01-01

66

The impact of consensus and agreement of leadership perceptions on commitment, Organizational Citizenship Behaviour, and customer satisfaction  

Microsoft Academic Search

Based on a follower-centred approach to transformational leadership, the meaning of team consensus for relevant organizational outcome measures is examined. It is argued that high consensus among followers with regard to their respective leaders' behaviour is an indicator of consistent transformational leadership. It is also hypothesized that the team consensus concerning leadership moderates the relation between transformational leadership and outcome

Jörg Felfe; Kathrin Heinitz

2010-01-01

67

The Effect of School Principals' Leadership Styles on Teachers' Organizational Commitment and Job Satisfaction  

ERIC Educational Resources Information Center

Researchers have conducted a number of studies in order to demonstrate the effects of leadership styles on school outcomes. In these research studies, particularly, the full range of leadership styles have been used. The impact of transformational leadership, transactional leadership and laissez faire stated in this model on job satisfaction and…

Aydin, Ayhan; Sarier, Yilmaz; Uysal, Sengul

2013-01-01

68

Organizational commitment among public service employees  

E-print Network

The present study examined the correlates and predictors of commitment among sixty-four employees of a public service organization. organizational commitment was defined as an identification with and interest in the overall effectiveness and success...

Young, Brian Scott

1993-01-01

69

Assessing the Relationship between Emotional Intelligence and Organizational Commitment among Early Childhood Educators  

ERIC Educational Resources Information Center

The purpose of this quantitative study was to assess the relationship between emotional intelligence and organizational commitment among early childhood educators. Organizational commitment and its established precursor, job satisfaction, have gained relevance because turnover within early childhood education has fluctuated between 25% and 40% for…

Shepherd-Osborne, Tracie

2009-01-01

70

Leadership and satisfaction in change commitment.  

PubMed

Managerial transformational leadership skills may directly influence banking counter staff toward change commitment and improve job satisfaction and service quality, or the influence instead may be mediated by change commitment. For a sample comprised of 246 managers from four large Taiwanese banks, the following path relationships were tested: (1) the association of transformational leadership with change commitment, (2) the association of change commitment with job satisfaction, and (3) the direct or indirect (through the mediation of change commitment) effect of transformational leadership on job satisfaction. Regression was utilized to gain insight into the effects of transformational leadership and change commitment on job satisfaction. Transformational leadership may foster change by providing psychological support to the banking counter staff, enabling them to use their skills to meet the needs of individual customers in response to complex environments. PMID:21879618

Yang, Yi-Feng

2011-06-01

71

Organizational and Client Commitment among Contracted Employees  

ERIC Educational Resources Information Center

This study examines affective commitment to employing and client organizations among long-term contracted employees, a new and growing employment classification. Drawing on organizational commitment and social exchange literatures, we propose two categories of antecedents of employee commitment to client organizations. We tested our hypotheses…

Coyle-Shapiro, Jacqueline A-M.; Morrow, Paula C.

2006-01-01

72

The Relationship Between Performance Appraisal and Organizational Citizenship Behavior: The Mediating Role of Organizational Commitment  

Microsoft Academic Search

The authors in this paper developed and tested a structural model in which organizational commitment mediates between performance appraisal and organizational citizenship behavior. The main findings are as follows. Firstly, performance appraisal including system and process facets had significant effect on organizational commitment. Secondly, organizational commitment leads to organizational citizenship behavior. Thirdly, organizational commitment plays fully mediating role between performance

Li Hai; Zhang Mian

2007-01-01

73

Predicting employee commitment and satisfaction: the relative effects of socialization and demographics  

Microsoft Academic Search

This study compared the relative influences of organizational socialization and demographic variables on job satisfaction and organizational commitment. Organizational variables were assessed by asking 193 Chinese employees in Hong Kong to evaluate socialization within their companies, namely: (1) training received; (2) understanding of the organization; (3) co-worker support; and (4) future prospects within their companies. Dependent variables were standard measures

Robert J. Taormina

1999-01-01

74

An Empirical Analysis of Organizational Commitment Among American Hotel Sales and Marketing Professionals  

Microsoft Academic Search

A total of 1,100 American hotel sales and marketing professionals were surveyed to examine how these professionals became committed to their organization. It was found that organizational commitment was mainly a function of work-related characteristics (Job satisfaction and professional commitment). Some theoretical and practical implications are also discussed.

Donald E. Hawkins; Youn Taek Lee

1990-01-01

75

Service climate and organizational commitment: The importance of customer linkages  

Microsoft Academic Search

Service employees are simultaneously concerned with their own and their customers' well-being. Managing these dual concerns is of strategic importance in a customer-oriented service firm. This research tests a model comparing overall and customer-linked antecedents and consequences of employee affective organizational commitment. The study determines (a) how service climate variables influence both overall and customer-linked job satisfaction, (b) the contribution

Michèle Paulin; Ronald J. Ferguson; Jasmin Bergeron

2006-01-01

76

Managing Organizational Commitment: Insights from Longitudinal Research  

ERIC Educational Resources Information Center

This article summarizes what is known about the "active" management of affective organizational commitment (AOC) through a review of 58 studies employing longitudinal research designs. The review yields six broad categories of antecedents that have empirically demonstrated effects on AOC: socialization practices, organizational changes, human…

Morrow, Paula C.

2011-01-01

77

School Cultures: Organizational Value Orientation and Commitment  

Microsoft Academic Search

This study investigated elementary and high school teachers' organizational commitment and workplace value orientation. Shein's model of organizational culture was used to interpret the findings of the study. A cross-sectional design was used to carry out the study, and survey methods were used to collect the data. The results indicate that differences exist between elementary and high schools regarding how

Jim Shaw; Pedro Reyes

1992-01-01

78

Predictors of new graduate nurses' organizational commitment during a nurse residency program.  

PubMed

Retaining newly graduated nurses is critical for organizations because of the significant cost of turnover. Since commitment to an organization is associated with decreased turnover intent, understanding factors that influence new graduates' organizational commitment is important. In a sample of nurse residency program participants, predictors of organizational commitment over time were explored. Perceptions of the work environment, particularly job satisfaction and job stress, were found to be most influential. PMID:22617781

Bratt, Marilyn Meyer; Felzer, Holly M

2012-01-01

79

The Effects of Organizational Training on Organizational Commitment  

ERIC Educational Resources Information Center

This empirical study investigated the impact of organizational training on employee commitment focusing on employees' emotional and affective responses towards their organization. Organizational training is conceptualized within a multidimensional framework consisting of motivation for training, access to training, benefits from training and…

Bulut, Cagri; Culha, Osman

2010-01-01

80

The Relationship between Organizational Commitment and Organizational Climate in Manufacturing  

ERIC Educational Resources Information Center

The purpose of this study was to explore the relationship between organizational commitment and organizational climate. Subjects were chosen from three large Australian automotive component manufacturing companies. A questionnaire was administered to 1,413 employees from forty-two countries of origin. A 97.8 percent response rate yielded 1,382…

McMurray, Adela J.; Scott, D. R.; Pace, R. Wayne

2004-01-01

81

A field study on organizational commitment, professional commitment and peer mentoring  

Microsoft Academic Search

This study investigates attitudes and citizenship behaviors of IS workers in the software industry by examining relationships among various facets of organizational commitment, professional commitment, and a particular organizational citizenship behavior (OCB) called peer mentoring. Results revealed that one facet of organizational commitment, affective commitment, was positively associated with peer mentoring, while a second facet, normative commitment, was negatively associated

Scott E. Bryant; Dan Moshavi; Thang V. Nguyen

2007-01-01

82

The Effects of Organizational Experiences on Career Satisfaction of IT Postsecondary Teachers in Thailand  

NASA Astrophysics Data System (ADS)

The quality of information technology education depends heavily on the teaching commitment of Thai IT educators. With many universities competing for academic excellence, the quality of teaching and career satisfaction among Thai educators is often overlooked. To understand how different organizational experiences influence career satisfaction and teaching commitment, data collected from Thai IT educators reveals that organizational acceptance, training programs, and academic support influence career satisfaction. Thai universities can focus on strategies that will enhance these organizational experiences, which can lead to higher quality IT educators in Thailand.

Prawatrungruang, Theerapath; Mahatanankoon, Pruthikrai; Wolf, James; Vila-Ruiz, Joaquin

83

Commitment Profiles: Combinations of Organizational Commitment Forms and Job Outcomes  

ERIC Educational Resources Information Center

Although the three-component model of organizational commitment by Meyer and Allen (1991) posits that an employee can experience the three components concurrently, previous research has been largely variable-centered, looking at the antecedents and outcomes of each component separately. Two studies explored how the three components combine to…

Wasti, S. Arzu

2005-01-01

84

Inductions buffer nurses' job stress, health and organizational commitment.  

PubMed

Abstract Nurses suffer disproportionate levels of stress and are at risk of sickness-absence and turnover intentions but there is a lack of research clarifying preventions. This study investigated the impact of inductions (job preparation courses) about mental health for nurses' job stress, general health and organizational commitment. Data from 6,656 nurses were analyzed using structural equation modeling (SEM), showing that mental health inductions increase nurses' job satisfaction, which reduces their occupational stress and improves their health. SEM showed that these occupational health benefits increase the nurses' commitment to the organization. Job satisfaction (feeling valued, rewarded) also had a direct effect on nurses' intentions to continue working for the organization. Mental health inductions are therefore beneficial beyond job performance: they increase occupational health in the nursing profession. PMID:24971576

Kamau, Caroline; Medisauskaite, Asta; Lopes, Barbara

2014-06-27

85

Physical Education Teachers' Organizational Commitment  

ERIC Educational Resources Information Center

The aim of this study was to determine physical education teachers' organizational commitment levels. The sample consisted of 204 physical education teachers working in the city center of Konya in the 2011 to 2012 academic year. The respondents were randomly selected in this research. Data collected for this research by using the Scale for…

Demir, Hayri

2013-01-01

86

Influencing Organizational Commitment through Office Redesign  

ERIC Educational Resources Information Center

Prior research on the effects of office redesign on work-related outcomes has been largely a theoretical and yielded mixed and conflicting findings. Expanding on individual reactions to office design changes as specified by social interference theory, we propose that office redesign affects organizational commitment and this relationship is…

Morrow, Paula C.; McElroy, James C.; Scheibe, Kevin P.

2012-01-01

87

Organizational handling of careers influences managers' organizational commitment  

Microsoft Academic Search

Purpose – This study aims to investigate how the relationship between two aspects of career management – the practice of career development activities by the organization (organizational career development) and career development activities by the individual (career self-management), and affective and normative commitment levels, are influenced by the value that employees place on the career development offerings of their organizations.

Mary Bambacas

2010-01-01

88

The Effects of Organizational Restructure on Employee Satisfaction  

Microsoft Academic Search

In an effort to better understand the multidimensional nature of satisfaction, it is examined in the context of organizational restructuring. This context allows the test of a conceptual model that includes antecedents, components of work-related satisfaction, overall satisfaction, and satisfaction with life. The findings support the notions that (1) organizational restructuring has demonstrable implications for employee satisfaction and (2) work-related

Jack L. Howard; Dwight D. Frink

1996-01-01

89

Job Stress and Organizational Commitment among Mentoring Coordinators  

ERIC Educational Resources Information Center

Purpose: This research aims to examine the impact of job stress on the organizational commitment of a random, representative sample of coordinators in the Israeli educational mentoring organization PMP. Organizational commitment, including affective, continuance and normative commitment, refers to worker relations in the organization, and how…

Michael, Orly; Court, Deborah; Petal, Pnina

2009-01-01

90

Predictors of Organizational Commitment for Faculty and Administrators of a Private Christian University  

ERIC Educational Resources Information Center

Faculty and administrators of a private Christian university responded to measures of overall, intrinsic, and extrinsic job satisfaction as well as organizational and religious commitment. The survey measured responses on a five-point Likert-type scale. Data were statistically analyzed by using descriptive statistics and factor analysis. Results…

Schroder, Ralph

2008-01-01

91

The impact of ethical climate on job satisfaction, and commitment in Nigeria : Implications for management development  

Microsoft Academic Search

Purpose – The purpose of this paper is to examine the impact of ethical climate on job satisfaction and organizational commitment in Nigeria, and to discover the extent to which unethical practices among managers have impacted upon managerial practices in Nigeria. Design\\/methodology\\/approach – The study followed a descriptive research design using survey methods with statistical treatment. Using the business directory

John O. Okpara; Pamela Wynn

2008-01-01

92

Effects of organizational justice on organizational citizenship behaviors: mediating effects of institutional trust and affective commitment.  

PubMed

This study investigated the mediating role of institutional trust and affective commitment on the relationship between organizational justice and organizational citizenship behaviors. The study participants were 315 faculty members at 67 public/private universities of technology and vocational colleges in Taiwan. Structural equation modeling was used to analyze the relationships between the variables and assess the goodness of fit of the overall model. Organizational justice was positively related to institutional trust and there was an indirect effect of organizational justice on affective commitment through institutional trust. In addition, the relation between institutional trust and affective commitment was positive and affective commitment was shown to have a positive relation to organizational citizenship behaviors. Institutional trust was found to indirectly affect organizational citizenship behaviors through affective commitment. Most importantly, this study suggested a mediating effect of institutional trust and affective commitment on the relation between organizational justice and organizational citizenship behaviors. Implications, limitations, and future research were also discussed. PMID:24245075

Guh, Wei-Yuan; Lin, Shang-Ping; Fan, Chwei-Jen; Yang, Chin-Fang

2013-06-01

93

Organizational commitment in Chinese small- and medium-sized enterprises: the role of extrinsic, intrinsic and social rewards  

Microsoft Academic Search

This study investigates the relationship between organizational rewards and employee commitment in Chinese small- and medium-sized enterprises (SMEs). Hierarchical regression analysis was utilized to analyse survey data from 286 employees of 11 organizations.In line with what was hypothesized extrinsic rewards were found to be strongly related to both affective and continuance commitment, whereas satisfaction with supervision and role clarity positively

A. Newman; A. Z. Sheikh

2012-01-01

94

Organizational commitment in Chinese small- and medium-sized enterprises: the role of extrinsic, intrinsic and social rewards  

Microsoft Academic Search

This study investigates the relationship between organizational rewards and employee commitment in Chinese small- and medium-sized enterprises (SMEs). Hierarchical regression analysis was utilized to analyse survey data from 286 employees of 11 organizations.In line with what was hypothesized extrinsic rewards were found to be strongly related to both affective and continuance commitment, whereas satisfaction with supervision and role clarity positively

A. Newman; A. Z. Sheikh

2011-01-01

95

The Relationship between Career Growth and Organizational Commitment  

ERIC Educational Resources Information Center

This research examines the relationship between employees' career growth and organizational commitment. Career growth was conceptualized by four factors: career goal progress, professional ability development, promotion speed and remuneration growth, while organizational commitment was conceptualized using Meyer and Allen's (1997) three component…

Weng, Qingxiong; McElroy, James C.; Morrow, Paula C.; Liu, Rongzhi

2010-01-01

96

Organizational culture, job satisfaction, and clinician turnover in primary care.  

PubMed

The purpose of this study is to examine how organizational culture and job satisfaction affect clinician turnover in primary care pediatric practices. One hundred thirty clinicians from 36 primary care pediatric practices completed the Primary Care Organizational Questionnaire (PCOQ), which evaluates interactions among members of the practice and job-related attributes measuring 8 organizational factors, along with a separate 3-item instrument measuring job satisfaction. Random effects logistic models were used to assess the associations between job satisfaction, the organizational factors from the PCOQ, and clinician turnover over the subsequent year. All 8 measured organizational factors from the PCOQ, particularly perceived effectiveness, were associated with job satisfaction. Five of the 8 organizational factors were also associated with clinician turnover. The effects of the organizational factors on turnover were substantially reduced in a model that included job satisfaction; only 1 organizational factor, communication between clinicians and nonclinicians, remained significant (P = .05). This suggests that organizational culture affects subsequent clinician turnover primarily through its effect on job satisfaction. Organizational culture, in particular perceived effectiveness and communication, affects job satisfaction, which in turn affects clinician turnover in primary care pediatric practices. Strategies to improve job satisfaction through changes in organizational culture could potentially reduce clinician turnover. PMID:23804066

Hall, Charles B; Brazil, Kevin; Wakefield, Dorothy; Lerer, Trudy; Tennen, Howard

2010-04-01

97

Employees’ Organizational Identification and Affective Organizational Commitment: An Integrative Approach  

PubMed Central

Although several studies have empirically supported the distinction between organizational identification (OI) and affective commitment (AC), there is still disagreement regarding how they are related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and outcomes. This research was designed to fill these gaps. Using a cross-lagged panel design with two measurement times, Study 1 examined the directionality of the relationship between OI and AC, and showed that OI is positively related to temporal change in AC, confirming the antecedence of OI on AC. Using a cross-sectional design, Study 2 investigated the mediating role of OI in the relationship between three work experiences (i.e., perceived organizational support, leader-member exchange, and job autonomy) and AC, and found that OI partially mediates the influence of work experiences on AC. Finally, Study 3 examined longitudinally how OI and AC combine in the prediction of actual turnover, and showed that AC totally mediates the relationship between OI and turnover. Overall, these findings suggest that favorable work experiences operate via OI to increase employees' AC that, in turn, decreases employee turnover. PMID:25875086

Stinglhamber, Florence; Marique, Géraldine; Caesens, Gaëtane; Desmette, Donatienne; Hansez, Isabelle; Hanin, Dorothée; Bertrand, Françoise

2015-01-01

98

Overworked and Isolated? Predicting the Effect of Work-Family Conflict, Autonomy, and Workload on Organizational Commitment and Turnover of Virtual Workers  

Microsoft Academic Search

The study proposes that work-family conflict, autonomy, and workload influence work exhaustion and job satisfaction. Exhaustion is also thought to influence satisfaction. The model further proposes that work exhaustion and job satisfaction will affect organizational commitment, which, in turn, will influence turnover intention. The study was conducted at a company in the computer and software services industry. Overall, good support

Manju Ahuja; Katherine M. Chudoba; Joey F. George; Chuck Kacmar; D. Harrison Mcknight

2002-01-01

99

Organizational identification and commitment: correlates of sense of belonging and affective commitment.  

PubMed

The general purpose of this work is to analyze the overlap between organizational identification and commitment. Specifically, our study focuses on the analysis of the differences and similarities between sense of belonging (a dimension of organizational identification) and affective commitment (a dimension of organizational commitment). In order to do this, we analyzed their discriminant validity and raised their relationship with variables that previous research had showed like precedent and subsequent variables of them: value congruence, perceived support, organizational citizenship behavior, and intention to continue in the organization. A total of 292 people at one organization completed surveys measuring the variables previously described. The results showed that sense of belonging and affective commitment are different concepts and they have different relationships with relation to precedent and subsequent variables. Affective commitment seems to be more useful than sense of belonging to predict organizational citizenship behavior aimed at the organization and intention to continue. Some practical implications are described. PMID:22379714

Dávila, Ma Celeste; Jiménez García, Gemma

2012-03-01

100

Perceived Organizational Support, Organizational Commitment and Psychological Well-Being: A Longitudinal Study  

ERIC Educational Resources Information Center

Using longitudinal data (N=220), we examined the contribution of perceived organizational support and four mindsets of organizational commitment (affective, normative, perceived sacrifice associated with leaving and perceived lack of alternatives) to employee psychological well-being. In order to assess the contribution of support and commitment

Panaccio, Alexandra; Vandenberghe, Christian

2009-01-01

101

Organizational commitment to employees and organizational performance : A simultaneous test of configurative and universalistic propositions  

Microsoft Academic Search

Purpose – The purpose of this paper is to examine the effect of organizational commitment to employees (OCE) on organizational performance through two different approaches – a configurative approach and a universalistic approach. The theoretical model formulated in this paper integrates both propositions with the aim of analyzing which has the most relevant impact on organizational performance. Design\\/methodology\\/approach – Structural

Vicente Roca-Puig; Inmaculada Beltrán-Martín; Ana B. Escrig-Tena; J. Carlos Bou-Llusar

2007-01-01

102

Affective Organizational Commitment and Citizenship Behavior: Linear and Non-linear Moderating Effects of Organizational Tenure  

ERIC Educational Resources Information Center

Utilizing a meta-analytical approach for testing moderating effects, the current study investigated organizational tenure as a moderator in the relation between affective organizational commitment and organizational citizenship behavior (OCB). We observed that, across 40 studies (N = 11,416 respondents), the effect size for the relation between…

Ng, Thomas W. H.; Feldman, Daniel C.

2011-01-01

103

Role Stress in Working Women: Differential Effect on Selected Organizational Outcomes.  

ERIC Educational Resources Information Center

Role stress was significantly and negatively related to organizational commitment; overall job satisfaction; satisfaction with pay, work, coworkers, and supervision; and personal-life satisfaction. (Author)

Chassie, Marilyn B.; Bhagat, Rabi S.

1980-01-01

104

Bases of social power, leadership styles, and organizational commitment.  

PubMed

Affective organizational commitment reflects the extent to which organizational members are loyal and willing to work toward organizational objectives (Meyer & Allen, 1997). In particular, affective organizational commitment holds very important implications at all organizational levels (e.g., turnover rates, performance, and citizenship behavior). Whereas previous research has evinced the positive influence of transformational and charismatic leadership styles on affective commitment toward the organization (Bass & Avolio, 1994), little is known with regard to the nature of this relationship. In line with the interpersonal power/interaction model, the present investigation aimed to investigate the mechanism at play between transformational leadership style and affective organizational commitment. Specifically, we hypothesized that transformational leadership style would increase affective organizational commitment through its effect on willingness to comply with soft bases of power. In two studies, we subjected the foregoing hypotheses to empirical scrutiny. In Study 1, the proposed mediation model was empirically supported with Italian employees in the public sector. Attesting to the robustness of our findings, Study 2 replicated the findings of Study 1 with Italian employees from the public and private sectors. In addition, Study 2 replicated Study 1 using a different measure of transformational leadership. Both Study 1 and Study 2 provided results consistent with our hypotheses. Specifically, the present paper reports empirical evidence that (1) the more participants report having a transformational leader, the more willing they become to comply with soft (but not harsh) power bases, (2) in turn, greater willingness to comply with soft (but not harsh) power bases increases one's affective organizational commitment. These findings provide additional support for the interpersonal power/interaction model and pave the way for new research directions. PMID:23072507

Pierro, Antonio; Raven, Bertram H; Amato, Clara; Bélanger, Jocelyn J

2013-01-01

105

Learning organizations, internal marketing, and organizational commitment in hospitals  

PubMed Central

Background Knowledge capital is becoming more important to healthcare establishments, especially for hospitals that are facing changing societal and industrial patterns. Hospital staff must engage in a process of continual learning to improve their healthcare skills and provide a superior service to their patients. Internal marketing helps hospital administrators to improve the quality of service provided by nursing staff to their patients and allows hospitals to build a learning culture and enhance the organizational commitment of its nursing staff. Our empirical study provides nursing managers with a tool to allow them to initiate a change in the attitudes of nurses towards work, by constructing a new ‘learning organization’ and using effective internal marketing. Methods A cross-sectional design was employed. Two hundred questionnaires were distributed to nurses working in either a medical centre or a regional hospital in Taichung City, Taiwan, and 114 valid questionnaires were returned (response rate: 57%). The entire process of distribution and returns was completed between 1 October and 31 October 2009. Hypothesis testing was conducted using structural equation modelling. Results A significant positive correlation was found between the existence of a ‘learning organization’, internal marketing, and organizational commitment. Internal marketing was a mediator between creating a learning organization and organizational commitment. Conclusion Nursing managers may be able to apply the creation of a learning organization to strategies that can strengthen employee organizational commitment. Further, when promoting the creation of a learning organization, managers can coordinate their internal marketing practices to enhance the organizational commitment of nurses. PMID:24708601

2014-01-01

106

The Influence of Cultural Congruency, Communication, and Work Alienation on Employee Satisfaction and Commitment in Mexican Organizations  

ERIC Educational Resources Information Center

This study examined the influence of cultural congruency between societal and organizational cultures on Mexican supervisors' and employees' communication behaviors and employees' work alienation, satisfaction, and commitment. The participants were full time nonmanagement adults working for Mexican owned organizations located in Mexico. This study…

Madlock, Paul E.

2012-01-01

107

Commitment before and after: An evaluation and reconceptualization of organizational commitment  

Microsoft Academic Search

A review of the organizational commitment literature has pointed out several advantages as well as some limitations of the approach advanced by Meyer and Allen (Meyer, P.J. and Allen, J.N. (1997). Commitment in the workplace: Theory, research, and application. Thousand Oaks, CA: Sage.). The advantages include good psychometric properties of the current scales, acceptable discriminant validity of the three dimensions,

Aaron Cohen

2007-01-01

108

Employee organizational commitment: the influence of cultural and organizational factors in the Australian manufacturing industry  

Microsoft Academic Search

The importance of enhancing employee organizational commitment (EOC) is highlighted by the extensive literature revealing its positive impact on employees' job performance, reducing absenteeism and turnover rates, and improving employees' adaptability to organizational change. This study provides an insight into how EOC levels can be enhanced by examining the contextual factors that can influence EOC. Specifically, the study examines the

Sophia Su; Kevin Baird; Bill Blair

2009-01-01

109

Total Quality Management, Organizational Commitment, Perceived Organizational Support, and Intraorganizational Communication.  

ERIC Educational Resources Information Center

Investigates positive claims about total quality management (TQM), comparing employee responses from an organization not implementing TQM with those from two organizations using TQM. Finds organizational commitment and perceived organizational support to be higher in TQM organizations, along with more positive employee-top management and coworker…

Allen, Myria W.; Brady, Robert M.

1997-01-01

110

The Impact of Organizational Learning Capacity from the Socio-Cognitive Perspective on Organizational Commitment  

ERIC Educational Resources Information Center

This study is to examine the impact of organizational learning on affective commitment in Korea. In particular, this study addressed the importance of organizational learning as an HRD strategy from the socio-cognitive perspective. Data were collected from four large companies located in the area of Seoul, South Korea. There were 233 usable…

Cho, Daeyeon; Eum, WonSun Jini; Lee, Kyung Ho

2013-01-01

111

Relationship of High School Principal Organizational Commitment and Campus Academic Performance  

ERIC Educational Resources Information Center

The purpose of the study was to explore the relationship of Texas high school principals' organizational commitment and the academic performance of the high schools served by the principals. Three components of principal organizational commitment--affective commitment, continuance commitment, and normative commitment--were assessed using the…

Edison, David Allen

2012-01-01

112

Analysis of organizational commitment and work–family conflict in view of doctors and nurses  

Microsoft Academic Search

The present study investigates the relationship between organizational commitment and work–family conflict for medical doctors and nurses. Using canonical analysis on questionnaire, this relation has been tested distinctively through three sub-dimensions of organizational commitment listed: affective commitment, continuance commitment and normative commitment. Data collected from 766 (411 doctors and 355 nurses) individuals employed at seven state hospitals and three medical

Serap Benligiray; Harun Sönmez

2012-01-01

113

Psychometric Evaluation of the Organizational Job Satisfaction Scale  

Microsoft Academic Search

Findings are reported from a replicated evaluation of the psychometric properties of the Organizational Job Satisfaction Scale. Data lend strong support for the scale which assesses four dimensions of organizationa l job satisfaction. Principal component factor analysis of data from two indepen- dent samples of urban staff registered nurses (RNs) (n = 496; n = 532) confirmed four dimensions of

Maranah A. Sauter; Diane Boyle; Debra Wallace; Janet L. Andrews; Marjorie S. Johnson; Sandra M. Edenfield; Rebecca Carr; Laura Campbell; Bernita K. Hamilton; Roma Lee Taunton

1997-01-01

114

Commitment as an Antidote to the Tension and Turnover Consequences of Organizational Politics.  

ERIC Educational Resources Information Center

Surveys of 141 upper/middle managers and 418 university employees demonstrated that higher organizational commitment decreased the link between organizational politics and job tension. For managers, commitment decreased the effect of politics on intention to quit. (SK)

Hochwarter, Wayne A.; Perrewe, Pamela L.; Ferris, Gerlad R.; Guercio, Rachel

1999-01-01

115

Applying Organizational Commitment and Human Capital Theories to Emigration Research  

ERIC Educational Resources Information Center

Purpose: This study aims to bring some additional insight into the issue of emigration by establishing a relationship between emigration and psychic return of citizens to their human capital investment in the country. Design/methodology/approach: The article adopts a quantitative research strategy. It applies organizational commitment and human…

Verkhohlyad, Olga; McLean, Gary N.

2012-01-01

116

Organizational Commitment among High School Teachers of India and Iran  

ERIC Educational Resources Information Center

Purpose: This paper aims to investigate the organizational commitment of teachers in India and Iran. It is an attempt to understand how these perceptions vary by demographic variables such as age and subject taught by teachers. Design/methodology/approach: Data were collected from 721 high school teachers in Bangalore (India) and Sanandaj (Iran).…

Joolideh, Faranak; Yeshodhara, K.

2009-01-01

117

Brand Attachment to Specific Technology, Means Efficacy, and Organizational Commitment  

ERIC Educational Resources Information Center

This study was exploratory in nature and examined the organizational commitment (dependent variable) impact of evangelistic marketing and training efforts. There was sufficient evidence from the practitioner press that many technology companies have adopted an evangelism marketing approach. This marketing method seeks to create attachments to…

McReynolds, Kevin V.

2010-01-01

118

Organizational Commitment, Knowledge Management Interventions, and Learning Organization Capacity  

ERIC Educational Resources Information Center

Purpose: The purpose of this paper is to examine the relationship between organizational commitment and knowledge management initiatives in developing learning organization capacity (LOC). Design/methodology/approach: This is an empirical study based on a single case study, using partial least squares (PLS) analysis. Findings: The strategic…

Massingham, Peter; Diment, Kieren

2009-01-01

119

Training and its Impact on Organizational Commitment among Lodging Employees  

Microsoft Academic Search

Training is one of the key methods managers employ to control hospitality products and services. The purpose of this research was to examine the attitudes U.S. hotel employees have about the training that they have received and to test for a relationship between training and their commitment to the organizations. Other variables that addressed employee satisfaction, such as awareness of

Wesley S. Roehl; Skip Swerdlow

1999-01-01

120

Organizational Culture and Physician Satisfaction with Dimensions of Group Practice  

PubMed Central

Research Objective To assess the extent to which the organizational culture of physician group practices is associated with individual physician satisfaction with the managerial and organizational capabilities of the groups. Study Design and Methods Physician surveys from 1997 to 1998 assessing the culture of their medical groups and their satisfaction with six aspects of group practice. Organizational culture was conceptualized using the Competing Values framework, yielding four distinct cultural types. Physician-level data were aggregated to the group level to attain measures of organizational culture. Using hierarchical linear modeling, individual physician satisfaction with six dimensions of group practice was predicted using physician-level variables and group-level variables. Separate models for each of the four cultural types were estimated for each of the six satisfaction measures, yielding a total of 24 models. Sample Studied Fifty-two medical groups affiliated with 12 integrated health systems from across the U.S., involving 1,593 physician respondents (38.3 percent response rate). Larger medical groups and multispecialty groups were over-represented compared with the U.S. as a whole. Principal Findings Our models explain up to 31 percent of the variance in individual physician satisfaction with group practice, with individual organizational culture scales explaining up to 5 percent of the variance. Group-level predictors: group (i.e., participatory) culture was positively associated with satisfaction with staff and human resources, technological sophistication, and price competition. Hierarchical (i.e., bureaucratic) culture was negatively associated with satisfaction with managerial decision making, practice level competitiveness, price competition, and financial capabilities. Rational (i.e., task-oriented) culture was negatively associated with satisfaction with staff and human resources, and price competition. Developmental (i.e., risk-taking) culture was not significantly associated with any of the satisfaction measures. In some of the models, being a single-specialty group (compared with a primary care group) and a group having a higher percent of male physicians were positively associated with satisfaction with financial capabilities. Physician-level predictors: individual physicians' ratings of organizational culture were significantly related to many of the satisfaction measures. In general, older physicians were more satisfied than younger physicians with many of the satisfaction measures. Male physicians were less satisfied with data capabilities. Primary care physicians (versus specialists) were less satisfied with price competition. Conclusion Some dimensions of physician organizational culture are significantly associated with various aspects of individual physician satisfaction with group practice. PMID:17489908

Zazzali, James L; Alexander, Jeffrey A; Shortell, Stephen M; Burns, Lawton R

2007-01-01

121

Distributive and Procedural Justice as Related to Satisfaction and Commitment.  

ERIC Educational Resources Information Center

Randomly selected employees from a Veterans Administration Medical Center (n=200) were asked to complete measures on distributive justice and procedural justice 4 weeks before their performance appraisal; and on job satisfaction, commitment, involvement, and self-reported performance feedback 4 weeks after their performance appraisals.…

Tang, Thomas Li-Ping; Sarsfield-Baldwin, Linda J.

122

The Effect of Gender on Organizational Commitment of Teachers: A Meta Analytic Analysis  

ERIC Educational Resources Information Center

The purpose of this study is to determine the effect of gender on the organizational commitment of teachers. In this respect, the levels of organizational commitment were also investigated with organizational commitment. Fifteen master and doctorate theses done between 2005-2009 were analyzed using meta analysis. At the end of the research study,…

Aydin, Ayhan; Sarier, Yilmaz; Uysal, Sengul

2011-01-01

123

Employee Perceptions of Organizational Learning as Determinants of Affective Commitment in Knowledge Intensive Firms  

ERIC Educational Resources Information Center

Despite considerable research on organizational commitment, a clear understanding of the process through which commitment develops has remained elusive. While there has been discussion in the literature about the possible relationship between organizational learning and organizational commitment, this paper develops a theoretical framework to…

Krishna, Vijay; Casey, Andrea

2008-01-01

124

Dimensionality of Organizational Commitment in Volunteer Workers: Chamber of Commerce Board Members and Role Fulfillment  

ERIC Educational Resources Information Center

This study explores the multi-dimensionality of organizational commitment of volunteer chamber of commerce board members using the Meyer and Allen (1997) scale. The effect of organizational commitment on desirable board member roles is also tested. Theory is developed by uniting past research in both organizational commitment and employee…

Dawley, David D.; Stephens, Robert D.; Stephens, David B.

2005-01-01

125

Employment Discrimination: Authority Figures' Demographic Preferences and Followers' Affective Organizational Commitment  

Microsoft Academic Search

The authors used theories of organizational commitment and obedience to authority to explain employment discrimination. In Study 1, employees participated in an experimental simulation of their work. An organizational authority's demographic preferences led to employment discrimination. As expected, affective organizational commitment moderated this effect, such that it was stronger for more committed employees. In Study 2, another sample of employees

Lars-Eric Petersen; Jörg Dietz

2008-01-01

126

Organizational Commitment for Knowledge Workers: The Roles of Perceived Organizational Learning Culture, Leader-Member Exchange Quality, and Turnover Intention  

ERIC Educational Resources Information Center

This article investigates the impact of perceived organizational learning culture and leader-member exchange (LMX) quality on organizational commitment and eventually on employee turnover intention. Employees exhibited the highest organizational commitment when they perceived a higher learning culture and when they were supervised in a supportive…

Joo, Baek-Kyoo

2010-01-01

127

Organizational Commitment of Principals: The Effects of Job Autonomy, Empowerment, and Distributive Justice  

ERIC Educational Resources Information Center

Organizational commitment has been a topic of extensive interest in the organizational behavior literature since the 1950's. It has been associated with workforce stability, decreased absenteeism, organizational citizenship behaviors, and decreased turnover. This study focuses on the relationships between organizational commitment and…

Dude, David Joseph

2012-01-01

128

Effects of organizational justice, trust and commitment on employees' deviant behavior  

Microsoft Academic Search

The purposes of this study are (1) to investigate the influence of organizational justice (OJ) and organizational trust (OT) on employees' types of commitment to organization and deviant behavior and (2) to examine the relationship between the dimension of organizational commitment (OC) and organizational deviance (OD). Through conducting a face-to-face interview, a total of 554 questionnaires were collected from employees

Mahmut Demir

2011-01-01

129

Linking organizational support to employee commitment: evidence from hotel industry of China  

Microsoft Academic Search

Employee commitment is an important issue for both practitioners and academicians. Although antecedents of employee commitment have been examined in previous literature, organizational support, which is an important organizational characteristic to be developed by managers, and its relationship with employee commitment have not attracted enough academic attention nowadays. Meanwhile, enough empirical evidence of relationship between various dimensions of employee commitment,

Yuanqiong He; Kin Keung Lai; Yagang Lu

2011-01-01

130

The Relationship between Multiple Commitments and Organizational Citizenship Behavior in Arab and Jewish Culture  

ERIC Educational Resources Information Center

This study examined the relation between multiple commitments (organizational commitment, occupational commitment, job involvement, and group commitment), ethnicity, and cultural values (individualism/collectivism, power distance, uncertainty avoidance, and masculinity/femininity) with organizational citizenship behaviors (OCB) and in-role…

Cohen, Aaron

2006-01-01

131

Leader-member exchange and affective organizational commitment: the contribution of supervisor's organizational embodiment.  

PubMed

In order to account for wide variation in the relationship between leader-member exchange and employees' affective organizational commitment, we propose a concept termed supervisor's organizational embodiment (SOE), which involves the extent to which employees identify their supervisor with the organization. With samples of 251 social service employees in the United States (Study 1) and 346 employees in multiple Portuguese organizations (Study 2), we found that as SOE increased, the association between leader-member exchange and affective organizational commitment became greater. This interaction carried through to in-role and extra-role performance. With regard to antecedents, we found in Study 1 that supervisor's self-reported identification with the organization increased supervisor's expression of positive statements about the organization, which in turn increased subordinates' SOE. PMID:20718516

Eisenberger, Robert; Karagonlar, Gokhan; Stinglhamber, Florence; Neves, Pedro; Becker, Thomas E; Gonzalez-Morales, M Gloria; Steiger-Mueller, Meta

2010-11-01

132

Examining the Relationship between Teacher Organizational Commitment and School Health in Turkish Primary Schools  

ERIC Educational Resources Information Center

The purpose of this study was to examine the relationships between teachers' perceptions of organizational commitment and school health in Turkish primary schools. The Organizational Commitment Scale and the Organizational Health Inventory were used to gather data from 323 randomly selected teachers employed in 20 primary schools in Ankara.…

Sezgin, Ferudun

2009-01-01

133

A Research to Determining the Impact of 360 Degree Performance Evaluation System on Organizational Commitment  

Microsoft Academic Search

This study tries to find out whether the 360 degree performance evaluation system (PES) has an influence on employees in terms of organizational commitment. Then it attempts to determine direction of the impact on commitment. In more detail, the study focuses on the eight key competencies acknowledged by the 360 Degree PES and their respective impacts on organizational commitment dimensions

Gulten Eren Gümüstekin; Derya Ergun Ozler; Fatma Y?lmaz

2010-01-01

134

Training and organizational commitment among nurses following industry and organizational change in New Zealand and the United States  

Microsoft Academic Search

This survey study examines the relationship between employee attitudes related to training and organizational commitment among a sample of nurses in New Zealand and the United States. The magnitude of recent restructuring to New Zealand's public health system allows for an examination of employee attitudes towards training and organizational commitment in comparison to nurses from similar sized hospitals in the

Kenneth Bartlett; Dae-seok Kang

2004-01-01

135

How Does Satisfaction Translate into Performance? An Examination of Commitment and Cultural Values  

ERIC Educational Resources Information Center

The purpose of this study is to add new insights into the mechanism through which job satisfaction relates to job performance. Affective commitment was tested as a potential mediator between job satisfaction and job performance, and traditionality was used as a potential moderator between job satisfaction and affective commitment. A survey study…

Zhang, Jin; Zheng, Wei

2009-01-01

136

Internal marketing, customer orientation, and organizational commitment: moderating effects of work status.  

PubMed

Associations among internal marketing, customer orientation, and organizational commitment were examined, particularly with regard to the moderating effects of work status on the relationships between internal marketing and customer orientation or organizational commitment, in a cross-sectional design with structural equation modeling. Two studies (Ns = 119 and 251) were conducted among full- and part-time service employees at Taipei Sports Centers. Internal marketing was associated with organizational commitment and customer orientation. Customer orientation was associated with organizational commitment and partially mediated the relation between internal marketing and organizational commitment. Furthermore, work status significantly moderated the relationships between internal marketing and customer orientation but not between internal marketing and organizational commitment. Implications and directions for future research were discussed. PMID:24340810

Huang, Meiju; Chen, Mei-Yen

2013-08-01

137

The Effects of Values, Work Centrality, and Organizational Commitment on Organizational Citizenship Behaviors: Evidence from Turkish SMEs  

ERIC Educational Resources Information Center

Organizational citizenship behaviors (OCBs) are voluntary contributions of employees not explicitly recognized by the formal reward system and are ultimately critical for sustaining organizational effectiveness (Organ, 1988). The current study aims to investigate the effects of values, work centrality, and organizational commitment on…

Ucanok, Basak; Karabati, Serdar

2013-01-01

138

The Link Between Organizational Ethics and Job Satisfaction: A Study of Managers in Singapore  

Microsoft Academic Search

Based on a survey of 237 managers in Singapore, three measures of organizational ethics (namely, top management support for ethical behavior, the organization's ethical climate, and the association between ethical behavior and career success) are found to be associated with job satisfaction. The link between organizational ethics and job satisfaction is argued from Viswesvaran et al.'s (1998) organizational justice and

Hian Chye Koh; El'fred H. Y. Boo

2001-01-01

139

The Role of Participation in Decision-Making in the Organizational Politics-Job Satisfaction Relationship  

Microsoft Academic Search

The present study examined the impact participation in decision-making (PDM) had on the relationship between perceptions of organizational politics and expressions of job satisfaction among 1251 public sector employees. We hypothesized that perceptions of organizational politics would reduce job satisfaction and that the detrimental effect of poltics on job satisfaction would be weakest among workers who engage in consensus decision-making

L. A. Witt; Martha C. Andrews; K. Michele Kacmar

2000-01-01

140

Intention to leave or remain: Testing the different effects of perceived organizational support and job satisfaction  

Microsoft Academic Search

Through one survey of 206 employees from diverse geographical areas in China, this study investigated the relationship among perceived organizational support, job satisfaction, intention to leave and intention to remain. The aim is to test the different effects of perceived organizational support and job satisfaction in predicting turnover intention and intention to remain. Results show that both job satisfaction and

Meng Xiang-ju

2010-01-01

141

The relationships among affective organizational commitment, transformational leadership style, and unit organizational effectiveness within the Corps of Cadets at Texas A&M University  

E-print Network

Organizational commitment and transformational leadership have been found to correlate positively with each other and with organizational effectiveness. However, much of the commitment research has been based on traditional organizations...

Ekeland, Terry Paul

2006-04-12

142

Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction  

Microsoft Academic Search

Background  Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs\\u000a of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually\\u000a adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job\\u000a satisfaction.

Yafang Tsai

2011-01-01

143

Want to, need to, ought to: employee commitment to organizational change  

Microsoft Academic Search

Purpose – This study aims to focus on the role of employee commitment in the success of organizational change initiatives. The authors seek to propose and test a model that delineates antecedents and consequences of affective, normative, and continuance commitment to organizational change. Design\\/methodology\\/approach – Data were collected via online survey from employees working in a large not-for-profit organization. A

Janet Turner Parish; Susan Cadwallader; Paul Busch

2008-01-01

144

Goal orientation and organizational commitment : Individual difference predictors of job performance  

Microsoft Academic Search

Purpose – The purpose of this paper is to paper examine goal orientation and organizational commitment in relation to employees' job attitudes and performance in a hospital. Specifically, it investigates the effects of mastery and performance goals on different facets of organizational commitment and how these effects impact individuals' job outcomes. Design\\/methodology\\/approach – The paper utilized an online survey to

Olivia F. Lee; James A. Tan; Rajeshekhar Javalgi

2010-01-01

145

Teachers' Organizational Commitment: Examining the Mediating Effects of Distributed Leadership  

ERIC Educational Resources Information Center

This study examines the relation between principals' leadership and teachers' organizational commitment, mediated by distributed leadership. Data were collected from 1,495 teachers in 46 secondary schools. Structural equation modeling indicated that the effect of principals' leadership on teachers' organizational commitment is…

Devos, Geert; Tuytens, Melissa; Hulpia, Hester

2014-01-01

146

Administrative, Faculty, and Staff Perceptions of Organizational Climate and Commitment in Christian Higher Education  

Microsoft Academic Search

Findings of 957 surveyed employees from four evangelical higher education institutions found a negative correlation for climate and commitment and staff members. Administrators were found to have a more favorable view of their institutional climate than staff. Employee age, tenure, and classification had predictive value for organizational climate, whereas only employee age and tenure predicted organizational commitment.

John Charles Thomas

2008-01-01

147

Learning orientation, organizational commitment and talent retention across generations : A study of European managers  

Microsoft Academic Search

Purpose – The purpose of this study is to test the relationships of learning, organizational commitment and talent retention across managerial generations in Europe. Design\\/methodology\\/approach – Hypotheses are developed to explain the influence of learning and organizational commitment on talent retention across generations. A total of 1,666 European managers completed a survey on these issues. Depending on year of birth,

Alessia DAmato; Regina Herzfeldt

2008-01-01

148

Exploring the Effects of Empowerment, Innovation, Professionalism, Conflict, and Participation on Teacher Organizational Commitment  

ERIC Educational Resources Information Center

Improved understanding of teacher retention depends on systematic research on working conditions, teachers' perceptions of their work environments, and the effect of condition-of-work variables on organizational commitment. The examination of organizational commitment in K-12 teachers is a construct with implications for long-term…

Holliman, Stephanie Layne

2012-01-01

149

The Relationship between Transformational Leadership and Organizational Commitment: The Case for Vocational Teachers in Jordan  

ERIC Educational Resources Information Center

The purpose of this article is to determine the relationship between transformational leadership of vocational school principals on vocational teachers-organizational commitment. A random sample of 340 vocational teachers responded to a three-part instrument (the transformational leadership questionnaire, the organizational commitment

Khasawneh, Samer; Omari, Aieman; Abu-Tineh, Abdullah M.

2012-01-01

150

The Influence of Distributed Leadership on Teachers' Organizational Commitment: A Multilevel Approach  

ERIC Educational Resources Information Center

In the present study the effects of a cooperative leadership team, distributed leadership, participative decision-making, and context variables on teachers' organizational commitment are investigated. Multilevel analyses on data from 1522 teachers indicated that 9% of the variance in teachers' organizational commitment is attributable to…

Hulpia, Hester; Devos, Geert; Van Keer, Hilde

2009-01-01

151

Protean and Boundaryless Career Attitudes and Organizational Commitment: The Effects of Perceived Supervisor Support  

ERIC Educational Resources Information Center

Despite the traditional sentiment that protean and boundaryless career attitudes indicate a decline in organizational commitment, little empirical evidence is available. The present study examined the relation of protean and boundaryless career attitudes to organizational commitment and whether the perceived supervisor support moderated these…

Cakmak-Otluoglu, K. Ovgu

2012-01-01

152

Organizational Commitment of Teachers in Urban Schools: Examining the Effects of Team Structures  

ERIC Educational Resources Information Center

This study examines the effects of four team-based structures on the organizational commitment of elementary teachers in an urban school district. The study model focuses on organizational commitment and includes three intervening, endogenous variables: teacher empowerment, school communication, and work autonomy. Team teaching had both direct and…

Dee, Jay R.; Henkin, Alan B.; Singleton, Carole A.

2006-01-01

153

Organizational and Client Commitment among Contracted Employees: A Replication and Extension with Temporary Workers  

ERIC Educational Resources Information Center

This study replicates and extends Coyle-Shapiro and Morrow's study (Coyle-Shapiro, J.A.-M., & Morrow, P.C. 2006. Organizational and client commitment among contracted employees. "Journal of Vocational Behavior, 28," 416-431) of organizational and client commitment among contracted employees. Our study focuses on temporary workers rather than…

Connelly, Catherine E.; Gallagher, Daniel G.; Gilley, K. Matthew

2007-01-01

154

Key organizational commitment antecedents for nurses, paramedical professionals and non-clinical staff  

Microsoft Academic Search

Purpose – The purpose of this paper is to develop a causal model that explains the antecedents and mediating factors predicting the organizational commitment of healthcare employees in different work roles. Design\\/methodology\\/approach – This study tests an integrative causal model that consists of a number of direct and indirect relationships for antecedents of organizational commitment. It is proposed that the

Sinan Caykoylu; Carolyn P. Egri; Stephen Havlovic; Christine Bradley

2011-01-01

155

A structural model of teacher role stress, satisfaction, commitment, and intentions to leave: a comment on Conley and You (2009).  

PubMed

Conley and You assessed the plausibility of three alternative model specifications of the relations between role stressors (i.e., role conflict, role ambiguity, and role overload) and organizational commitment, satisfaction, and turnover intentions among a sample of 178 teachers employed in four Southern California high schools. Using structural equations modeling procedures to evaluate their data, the authors reported the best fit for their "fully mediated effects" model wherein there was a "strong causal path from role ambiguity and role conflict --> satisfaction --> commitment --> intentions to leave" (p. 781). This note addresses methodological issues with the present study and provides suggestions for follow-up efforts designed to replicate and/or extend this line of research. PMID:20524561

Smith, Kenneth J

2010-04-01

156

What Makes a Good Citizen? An Examination of Personality and Organizational Commitment as Predictors of Organizational Citizenship Behavior  

E-print Network

components of organizational commitment (affective, normative, continuance), and OCB. Two samples were included; Sample 1 (N = 133) consisted of employed undergraduate students and their coworkers and Sample 2 (N = 241) consisted of older, more stably...

Watrous-Rodriguez, Kristen M.

2011-08-08

157

Clients' Satisfaction with Monopolistic Services and Commitment to the Organization: A University Context  

ERIC Educational Resources Information Center

This study investigates the relationship between monopolistic service providers and customer satisfaction and commitment. The authors investigated how the ethical perceptions of service consumers, their perceptions of service quality, and satisfaction effect commitment to the long-term relationship with monopolistic service providers. Results…

Thomas, James L.; Cunningham, Brent J.

2009-01-01

158

Dispositions, organisational commitment and satisfaction: A longitudinal study of MBA graduates  

Microsoft Academic Search

This study examines the relationships among dispositional sources of value preferences and personality attributes, organisational commitment and satisfaction using a longitudinal sample from MBA graduates in a US business school. After examining and comparing four types of models: (1) direct effects of dispositions on organisational commitment; (2) direct effects of dispositions on organisational satisfaction; (3) direct effects of dispositions on

Yingyan Wang; Charles A. OReilly III

2010-01-01

159

Effects of Management Communication, Opportunity for Learning, and Work Schedule Flexibility on Organizational Commitment  

ERIC Educational Resources Information Center

In the current career climate characterized by change and turbulence, employees may demonstrate limited organizational commitment to their employers. Rousseau (1998) suggests that two key ways to elicit loyalty from employees today are to reinforce perceptions of organizational membership and demonstrate organizational care and support for…

Ng, Thomas W. H.; Butts, Marcus M.; Vandenberg, Robert J.; DeJoy, David M.; Wilson, Mark G.

2006-01-01

160

Moderating effect of nurses' customer-oriented perception between organizational citizenship behaviors and satisfaction.  

PubMed

This study investigates whether organizational citizenship behaviors enhance job satisfaction among nursing personnel, while exploring whether customer-oriented perception has a moderating effect between nursing personnel's organizational citizenship behaviors and job satisfaction.The authors used a cross-sectional survey sent to 500 nurses with 232 valid responses. According to the research findings, nurses' organizational citizenship behaviors have a positive and significant influence on job satisfaction. Results also indicated that the moderating effect of nurses' customer-oriented perception on the relationship between their organizational citizenship behaviors and job satisfaction was stronger for high customer-oriented perception than it was low customer-oriented perception. PMID:20693338

Chang, Ching Sheng; Chang, Hae Ching

2010-08-01

161

Organizational Commitment, Job Involvement, and Turnover: A Substantive and Methodological Analysis  

Microsoft Academic Search

This study was conducted to examine the hypothesis that organizational commitment and job involvement interact in the prediction of turnover (Blau & Boal, 1987). Prior work in this area has not incorporated a sufficiently broad definition of commitment, has omitted relevant covariates, and has utilized inappropriate estimation procedures (ordinary least-squares regression [OLS]). The presence of a commitment–involvement interaction was tested

Mark A. Huselid; Nancy E. Day

1991-01-01

162

Organizational Commitment: Clarifying the Concept and Simplifying the Existing Construct Typology  

PubMed

This paper examines popular concepts and "types" of organizational commitment in light of the definition of commitment and common factors that pertain to all commitments. It argues that a commitment is best conceptualized as a single, fundamental construct that may vary according to differences in focus, terms, and time-specific evaluation. Analysis of affective commitment measures indicates that certain measures contain more than one set of terms and make assumptions about evaluation that add constraints to the basic meaning of commitment. Recommendations include the argument that commitment measures address one set of terms and avoid evaluative phraseology. PMID:8980083

Brown

1996-12-01

163

The Impact of Satisfaction, Trust, and Relationship Value on Commitment: Theoretical Considerations and Empirical Results  

Microsoft Academic Search

Commitment is as an essential ingredient for successful long-term relationships. Developing a customer's commitment in business relationships does pay off in increased profits, customer retention, willingness to refer and recommend. Relationship marketing literature suggests customer satisfaction and trust as major determinants of commitment. Recently, practitioners and scholars have identified customer value as a pivotal issue in the management of business

Achim Walter; Thilo A. Mueller; Gabriele Helfert

164

Consequences of organizational commitment in abolished company sports team - a case study in Japan.  

PubMed

The purpose of this study was to show that how the abolishment of company sports team influenced the organizational commitment in employees. In this study, Three-Component Model of Organizational Commitment (Meyer and Allen, 1997) was tested with 16 employees (10 males, 6 females) of T Company in NAGANO prefecture. The average age of the participants was 44, 50 years (SD=±0.85). And from 16 employees, 3 male employees were measured on organizational commitment with interview test. According to the analysis, the relation between organizational commitment in employees and the abolishment of company sports team was not positive significant correlation. Furthermore, results of interview test did not show the relation between organizational commitment in employees and the abolishment of company sports team. However, results of interview test showed the relation with organizational commitment of players in T Company sports team. Consequently, the goal to possess a sports team in T Company was not to boost organizational commitment in employees. In addition, it is necessary to reconsider the correlation among employees engaged in T Company in the future. PMID:22317676

Honda, Yuki; Hochi, Yasuyuki; Mizuno, Motoki

2012-01-01

165

Relationship between transformational leadership style and organizational commitment: Mediating effect of psychological empowerment  

NASA Astrophysics Data System (ADS)

This study explores the relationship between style of transformational leadership and organizational commitment of employees with mediating role of psychological empowerment in the textile sector Punjab Pakistan. Data was collected using tools from 250 employees. The transformational leadership questionnaire, MLQ-Multifactor leadership Questionnaire [1] was used to verify the perception of the employees towards transformational leadership style in two dimensions i.e. idealized influence and inspirational motivation. The organizational commitment questionnaire designed by [2] was used to verify the affective organizational commitment. Further, psychological empowerment questionnaire was developed by [3] which was used to examine the state of psychological empowerment of textile sector employees. Pearson Correlation revealed that there exists a positive significant relationship between idealized influence and affective organizational commitment, Inspirational motivation and affective organizational commitment, affective organizational commitment and psychological empowerment. The results from the study put forward that there is a significant relationship between style of transformational leadership and organizational commitment. The mediating variable which one is suitable in the model i.e. psychological empowerment and the model is good fit as the F value is significant.

Asif, Muhammad; Ayyub, Samia; Bashir, Muhammad Khawar

2014-12-01

166

Impact of organizational structure on nurses’ job satisfaction: A questionnaire survey  

Microsoft Academic Search

Background Nurses’ job satisfaction is an important issue because of its impact on the quality of the nursing job. Therefore, it receives a lot of attention in the international nursing literature but insight into the sources of nurses’ job satisfaction is yet insufficient, in particular for sources related to organizational structure. ObjectivesWe contribute by investigating the relationship between the organizational

A. WILLEM; M. BUELENS; I. DE JONGHE

2005-01-01

167

Organizational and Environmental Predictors of Job Satisfaction in Community-based HIV/AIDS Service Organizations.  

ERIC Educational Resources Information Center

Using variables measuring organizational characteristics and environmental influences, this study analyzed job satisfaction in community-based HIV/AIDS organizations. Organizational characteristics were found to predict job satisfaction among employees with varying intensity based on position within the organization. Environmental influences had…

Gimbel, Ronald W.; Lehrman, Sue; Strosberg, Martin A.; Ziac, Veronica; Freedman, Jay; Savicki, Karen; Tackley, Lisa

2002-01-01

168

Assessing the impact of organizational communication on job satisfaction and job performance  

Microsoft Academic Search

The present paper analyses the impact of organizational communication on job satisfaction and job performance. Data were collected\\u000a from 380 employees working at different managerial levels in various organizations in India by using Organizational Communication\\u000a Scale (Roberts & O’Reilly, 1974), Job Satisfaction Survey scale (Spector, 1985), and Job Performance scale (Rodwell, Kienzle\\u000a & Shadur, 1998). It was found that organizational

Vijai N. Giri; B. Pavan Kumar

2010-01-01

169

Small Business Leadership and Organizational Culture, Job Satisfaction and Performance: Correlational Research  

ERIC Educational Resources Information Center

This study investigated the relationship among organizational leadership styles (criterion variables), organizational culture, and employee job satisfaction, and organizational performance (predictor variables). The study research method was the quantitative method using a correlational research design that investigated the relationship among the…

Frazier, Eugene

2013-01-01

170

Medical error reduction: the effect of employee satisfaction with organizational support  

Microsoft Academic Search

The problem of medical errors as a factor of service quality has become critically important for healthcare providers. The research model in this paper describes how employee satisfaction with organizational support (ESWOS) and organizational systems supported by an organizational culture impact medical error reduction. The proposed research model was tested using structural equation modelling for hypotheses, based on data collected

DonHee Lee; Sang M. Lee; Marc J. Schniederjans

2011-01-01

171

A Multidimensional Approach to the Relation between Organizational Commitment and Nonwork Participation.  

ERIC Educational Resources Information Center

According to responses from 47% (227) of Canadian nurses surveyed, nonwork variables such as personal resource enrichment/depletion from nonwork activities, work interference with nonwork, and organizational support of nonwork explained a significant percentage of the variance in organizational commitment. Differential effects appeared for…

Cohen, Aaron; Kirchmeyer, Catherine

1995-01-01

172

A Framework for the Development of Organizational Commitment Using Action Learning  

ERIC Educational Resources Information Center

Organizational commitment has been explored extensively over the past 40 years because of its benefits to individuals and the organization. Action learning, in turn, has been used by companies worldwide to develop leaders, teams and organizations. No study, however, has been undertaken to determine how action learning might develop organizational

Krishna, Vijay; Marquardt, Michael J.

2007-01-01

173

Work-Family Climate, Organizational Commitment, and Turnover: Multilevel Contagion Effects of Leaders  

ERIC Educational Resources Information Center

This paper presents empirical research analyzing the relationship between work-family climate (operationalized in terms of three work-family climate sub-scales), organizational leadership (i.e., senior manager) characteristics, organizational commitment and turnover intent among 526 employees from 37 different hotels across the US. Using…

O'Neill, John W.; Harrison, Michelle M.; Cleveland, Jeannette; Almeida, David; Stawski, Robert; Crouter, Anne C.

2009-01-01

174

Influence of HRM Practices on Organizational Commitment: A Study among Software Professionals in India  

ERIC Educational Resources Information Center

Although organizational commitment has been discussed frequently in organizational psychology for almost four decades, few studies have involved software professionals. A study in India reveals that HRM practices such as employee-friendly work environment, career development, development oriented appraisal, and comprehensive training show a…

Paul, A. K.; Anantharaman, R. N.

2004-01-01

175

The Relationships between Organizational Justice, Confidence, Commitment, and Evaluating the Manager and the Perceptions of Conflict Management at the Context of Organizational Behavior  

ERIC Educational Resources Information Center

In this study, the perceptions related to strategies of conflict management, organizational confidence, organizational justice, organizational commitment and evaluating the manager which are effective on the organizational behavior of teachers are studied. The research is a discretional study in the model of survey. The high-schools in the center…

Ozgan, Habib

2011-01-01

176

The impact of organizational and leader–member support on expatriate commitment  

Microsoft Academic Search

Using data from expatriates at MNC subsidiaries in China, this paper investigates the relationships between parent company and local subsidiary perceived organizational support (POS), leader–member exchange (LMX) and affective commitment of expatriates. The study examines the moderating effect of LMX in the relationships between both parent company and local subsidiary POS and affective commitment. Results support the relationships between both

Yuwen Liu; Minu Ipe

2010-01-01

177

A framework for assessing commitment to change. Process and context variables of organizational change  

Microsoft Academic Search

Major organizational changes yield limited success. Failure of change is frequently due to a lack of commitment and motivation of the employees who have to implement the change. In this paper a framework is developed in which employees' emotional involvement and their commitment to change is explained by change process variables and internal context variables. The process variables refer to

Geert Devos; Karlien Vanderheyden; Herman Van den Broeck

2002-01-01

178

Urban Teacher Commitment: Exploring Associations with Organizational Conflict, Support for Innovation, and Participation  

ERIC Educational Resources Information Center

This study explores relationships between teachers' organizational commitment and interpersonal conflict, participation activities beyond the classroom, and innovation in schools. Potential relationships among study variables are suggested in research that views affective commitment as a proxy measure for decisions to leave the school. Increments…

Henkin, Alan B.; Holliman, Stephanie L.

2009-01-01

179

How Distributed Leadership Can Make a Difference in Teachers' Organizational Commitment? A Qualitative Study  

ERIC Educational Resources Information Center

The present study explores the relation between distributed leadership and teachers' organizational commitment. Semi-structured interviews with teachers and school leaders of secondary schools were conducted. A comparative analysis of four schools with high and four schools with low committed teachers was carried out. Findings revealed differences…

Hulpia, Hester; Devos, Geert

2010-01-01

180

An Examination of Factors Affecting Organizational Commitment of Developmental Math Faculty at Florida Community Colleges  

ERIC Educational Resources Information Center

Community colleges play an important role in the accessibility of higher education to the American population and developmental coursework is of vital importance to college degree attainment. The large demand for student remediation in math requires optimal commitment of developmental math faculty members. Increased organizational commitment has…

Austin-Hickey, Rachel

2013-01-01

181

Human Resource Management and a Culture of Respect: Effects on Employees' Organizational Commitment.  

ERIC Educational Resources Information Center

Eighty-eight employees were asked about management motivation for 37 activities and the degree to which they are committed to their organizations. Subjects' organizational commitment is positively related to the perception that these activities are motivated by a desire to (1) show respect for the individual and (2) attract/retain employees.…

Koys, Daniel J.

1988-01-01

182

Dispositional traits and turnover intention : Examining the mediating role of job satisfaction and affective commitment  

Microsoft Academic Search

This paper investigates the relationships between turnover intention and positive affectivity (PA) and negative affectivity (NA), and the mediating roles of job satisfaction and affective commitment in those relationships. Based on a sample of 279 Chinese managers, PA predicts turnover intention, and job satisfaction mediates the relationship. However, NA is neither directly nor indirectly related to turnover intention.

Randy K. Chiu; Anne Marie Francesco

2003-01-01

183

Effects of Team and Organizational Commitment--A Longitudinal Study  

ERIC Educational Resources Information Center

Retention management, i.e., keeping qualified employees, is a top priority for contemporary organizations. Commitment, and especially team commitment, can be the key to mastering this challenge. There is a lack of longitudinal research concerning the development and the direction of the effects of team commitment over time. In a longitudinal…

Neininger, Alexandra; Lehmann-Willenbrock, Nale; Kauffeld, Simone; Henschel, Angela

2010-01-01

184

The influence of ethical fit on employee satisfaction, commitment and turnover  

Microsoft Academic Search

This study examines the influence of ethical fit on employee attitudes and intentions to turnover. The results of this investigation provides support for the conjecture that ethical work climate is an important variable in the study of person-organization fit. Ethical fit was found to be significantly related to turnover intentions, continuance commitment, and affective commitment, but not to job satisfaction.

Randi L. Sims; K. Galen Kroeck

1994-01-01

185

Perceptions of partner sexual satisfaction in heterosexual committed relationships.  

PubMed

Sexual script theory implies that partners' ability to gauge one another's level of sexual satisfaction is a key factor in determining their own sexual satisfaction. However, relatively little research has examined how well partners gauge one another's sexual satisfaction and the factors that predict their accuracy. We hypothesized that the degree of bias in partner judgments of sexual satisfaction would be associated with quality of sexual communication. We further posited that emotion recognition would ameliorate the biases in judgment such that poor communicators with good emotion recognition would make less biased judgments of partner satisfaction. Participants were 84 married or cohabiting heterosexual couples who completed measures of their own and their partners' sexual satisfaction, relationship satisfaction, quality of communication about sexual issues within their relationships, and emotion recognition ability. Results indicated that both men and women tended to be accurate in perceiving their partners' levels of sexual satisfaction (i.e., partner perceptions were strongly correlated with self-reports). One sample t-tests indicated that men's perceptions of their partners' sexual satisfaction were biased such that they slightly underestimated their partners' levels of sexual satisfaction whereas women neither over- nor underestimated their partners' sexual satisfaction. However, the gender difference was not significant. Bias was attenuated by quality of sexual communication, which interacted with emotion recognition ability such that when sexual communication was good, there was no significant association between emotion recognition ability and bias, but when sexual communication was poor, better emotion recognition ability was associated with less bias. PMID:23990145

Fallis, Erin E; Rehman, Uzma S; Purdon, Christine

2014-04-01

186

Commitment to legal claiming: influences of attributions, social guidance, and organizational tenure.  

PubMed

This study investigates antecedents of individuals' commitment to the legal-claiming process. Individuals were surveyed as they entered a district office of the federal Equal Employment Opportunity Commission to file an employment discrimination claim. Respondents' attributions regarding who they blamed for their grievance, the social guidance received, their organizational tenure, and their commitment to legal claiming were assessed. Results showed that individuals who made strong external attributions had a higher commitment to legal claiming than did those who made weak external attributions. Social guidance and organizational tenure were significant moderators of the attribution-claiming relationship. Specifically, commitment to legal claiming was more strongly related to external attributions when social guidance was low and organizational tenure was high. Theoretical and practical implications are discussed. PMID:12184580

Groth, Markus; Goldman, Barry M; Gilliland, Stephen W; Bies, Robert J

2002-08-01

187

The Influence of Leadership Behavior and Organizational Commitment on Organizational Readiness for Change in a Higher Learning Institution  

ERIC Educational Resources Information Center

Many factors contribute to the effectiveness in implementing organizational change. However, many change effort fail due to several factors such as lack of commitment, style of leadership, and emotional distress of the employees who have to implement the change. This study was intended to determine the influence of leadership behavior and…

Nordin, Norshidah

2012-01-01

188

Training and Organizational Commitment among Nurses in New Zealand and United States Public Hospitals Experiencing Industry and Organizational Change  

ERIC Educational Resources Information Center

This study examines the relationship between employee attitudes towards training and organizational commitment among a sample of nurses in New Zealand and the United States. Results show that perceived access to training, training frequency, motivation to learn from training, benefits of training, and supervisory support for training were…

Bartlett, Kenneth; Kang, Dae-seok

2004-01-01

189

Antecedents and Outcomes of Career Commitment.  

ERIC Educational Resources Information Center

A model of antecedents and outcomes of career commitment was tested with data from 510 of 650 Singaporean teachers and nurses surveyed. The model did not fit the data: career satisfaction did not affect career commitment directly or indirectly through organizational commitment. Career commitment was not significantly related to work quality. (SK)

Aryee, Samuel; Tan, Kevin

1992-01-01

190

Organizational performance impacting patient satisfaction in Ontario hospitals: a multilevel analysis  

PubMed Central

Background Patient satisfaction in health care constitutes an important component of organizational performance in the hospital setting. Satisfaction measures have been developed and used to evaluate and improve hospital performance, quality of care and physician practice. In order to direct improvement strategies, it is necessary to evaluate both individual and organizational factors that can impact patients’ perception of care. The study aims were to determine the dimensions of patient satisfaction, and to analyze the individual and organizational determinants of satisfaction dimensions in hospitals. Methods We used patient and hospital survey data as well as administrative data collected for a 2008 public hospital report in Ontario, Canada. We evaluated the clustering of patient survey items with exploratory factor analysis and derived plausible dimensions of satisfaction. A two-level multivariate model was fitted to analyze the determinants of satisfaction. Results We found eight satisfaction factors, with acceptable to good level of loadings and good reliability. More than 95% of variation in patient satisfaction scores was attributable to patient-level variation, with less than 5% attributable to hospital-level variation. The hierarchical models explain 5 to 17% of variation at the patient level and up to 52% of variation between hospitals. Individual patient characteristics had the strongest association with all dimensions of satisfaction. Few organizational performance indicators are associated with patient satisfaction and significant determinants differ according to the satisfaction dimension. Conclusions The research findings highlight the importance of adjusting for both patient-level and organization-level characteristics when evaluating patient satisfaction. Better understanding and measurement of organization-level activities and processes associated with patient satisfaction could contribute to improved satisfaction ratings and care quality. PMID:24304888

2013-01-01

191

An Analysis of the Relationship between Select Organizational Climate Factors and Job Satisfaction Factors as Reported by Community College Personnel  

ERIC Educational Resources Information Center

The purpose of this study was to investigate the overall satisfaction with organizational climate factors across seven studies of various levels of community college personnel. A secondary purpose was to determine if there was a significant relationship between satisfaction with organizational climate factors and the importance of job satisfaction

San Giacomo, Rose-Marie Carla

2011-01-01

192

The Impact of Psychological Capital on Job Burnout of Chinese Nurses: The Mediator Role of Organizational Commitment  

PubMed Central

Background Nursing has a high risk of job burnout, but only a few studies have explored its influencing factors from an organizational perspective. Objective The present study explores the impact of psychological capital on job burnout by investigating the mediating effect of organizational commitment on this relationship. Methods A total of 473 female nurses from four large general hospitals in Xi’an City of China were selected as participants. Data were collected via the Psychological Capital Questionnaire, the Maslach Burnout Inventory-General Survey, and the Organizational Commitment Scale. Results Both psychological capital and organizational commitment were significantly correlated to job burnout. Structural equation modelling indicated that organizational commitment partially mediated the relationship between psychological capital and job burnout. Conclusion The final model revealed a significant path from psychological capital to job burnout through organizational commitment. These findings extended prior reports and shed some light on the influence of psychological capital on job burnout. PMID:24416095

Xiao, Runxuan; Song, Yunyun; Feng, Xi; Zhang, Yan; Miao, Danmin

2013-01-01

193

Leadership and change commitment in the life insurance service context in Taiwan: the mediating-moderating role of job satisfaction.  

PubMed

The effects of transformational leadership and satisfaction were studied along with their interconnected effects (mediation and moderation) on commitment to change in the life insurance industry in two samples, sales managers and salespersons. A multiple mediated-moderated regression approach showed mediation and moderation to have statistically significant main effects on change commitment. Transformational leadership and satisfaction made a more important contribution to change commitment while job satisfaction had a mediating and moderating role that could enhance the relationships between leadership and change commitment. This information is of importance in building successful change commitment associations with customers. PMID:21853777

Yang, Yi-Feng

2011-06-01

194

Organizational Stress, Job Satisfaction and Job Performance: Where Do We Go From Here?  

Microsoft Academic Search

This article reviews and summarizes two decades of empirical literature concerned with both direct and moderating variable-based analyses of the relationship of organizational stress with job satisfaction and job performance. Moderating influences of various constructs operationalized at the individual, group and organizational level of analysis are classified and then reviewed systematically. An evaluative summary of this research suggests that although

Sherny E. Sullivan; Rabi S. Bhagat

1992-01-01

195

An Analysis of the Relation between Secondary School Organizational Climate and Teacher Job Satisfaction  

ERIC Educational Resources Information Center

This study investigates and analyzes the relation between the secondary school organizational climate and teacher job satisfaction using a self-designed school organizational climate scale based on studies in China and abroad. The findings show that except for interpersonal factors there are significant correlations between the various factors of…

Xiaofu, Pan; Qiwen, Qin

2007-01-01

196

Job Satisfaction: I/O Psychology and Organizational Behavior Management Perspectives  

ERIC Educational Resources Information Center

Perspectives on job satisfaction and its relations with job performance among members of the Industrial/Organizational Psychology (IOP) and Organizational Behavior Management (OBM) cultures are identified and compared. Comparisons include vantage points of each culture on the roles of theory and data regarding the definitions of behavior, job…

Mawhinney, Thomas C.

2011-01-01

197

The Relationship between Perceived Organizational Support and Performance: The Mediating Role of Job Satisfaction  

Microsoft Academic Search

This study investigated the relationships of perceived organizational support (POS), job satisfaction and behavioral outcomes, partially to help explain in past research regarding the relationship between POS and performance (task performance and organizational citizenship behaviors (OCBs)). In this study, 261 employees from Small-Medium sized enterprises in China were selected as participants. Data analyzed using two steps of AMOS showed positive

Ren-Tao Miao

2010-01-01

198

Relation of Organizational Structure to Job Satisfaction, Anxiety-Stress, and Performance  

ERIC Educational Resources Information Center

Reports on the relationship between organizational shape or structure (tall, medium, and flat) and job satisfaction, anxiety-stress, and performance. Indicates that salesmen in flat organizations perceive more autonomy and more satisfaction with respect to self-actualization, perceive lower amounts of anxiety-stress, and perform more efficiently.…

Ivancevich, John M.; Donnelly, James H., Jr.

1975-01-01

199

The Link between Organizational Learning Culture and Customer Satisfaction: Confirming Relationship and Exploring Moderating Effect  

ERIC Educational Resources Information Center

Purpose: The aim of this paper is to develop a theoretical framework and conduct an empirical study across different service sectors to investigate the inter-relationships between organizational learning culture, employee job satisfaction and their impact on customer satisfaction. It also aims to examine an individual-level variable (educational…

Pantouvakis, Angelos; Bouranta, Nancy

2013-01-01

200

Interaction of job-limiting pain and political skill on job satisfaction and organizational citizenship behavior  

Microsoft Academic Search

Purpose – Job-limiting pain (JLP) is an increasingly relevant topic in organizations. However, research to date has failed to examine the stress-inducing properties of pain and its effects on job satisfaction and organizational citizenship behavior (OCB). To address this gap, the purpose of this paper is to examine the interactive relationship between JLP and political skill (PS) on job satisfaction

Gerald R. Ferris; Laci M. Rogers; Fred R. Blass; Wayne A. Hochwarter

2009-01-01

201

Testing the Relationship between Three-Component Organizational/Occupational Commitment and Organizational/Occupational Turnover Intention Using a Non-Recursive Model  

ERIC Educational Resources Information Center

This study explored the relationship between three-component organizational/occupational commitment and organizational/occupational turnover intention, and the reciprocal relationship between organizational and occupational turnover intention with a non-recursive model in collectivist cultural settings. We selected 177 nursing staffs out of 30…

Chang, Huo-Tsan; Chi, Nai-Wen; Miao, Min-Chih

2007-01-01

202

[Psychologica well-being, perceived organizational support and job satisfaction amongst Chilean prison employees].  

PubMed

This research aims to identify the relationship between job satisfaction, psychological well-being and Perceived Organizational Support amongst prison officials. 190 officials working in one state prison and one privately-run prison were evaluated using the Job Satisfaction Questionnaire¹, Psychological Well-being Scale² and Scale of Perceived Organizational Support³. The main results show a significant positive correlation between job satisfaction, psychological well-being and perceived organizational support, so that those who are satisfied with their jobs tend to feel better psychologically and perceive that they receive support from their organizations. Furthermore the study variables showed no significant differences between officials at both prisons. As regards socio-demographic figures, gender differences were found in terms of job satisfaction and psychological well-being, while no differences were found according to unit. PMID:22071488

Bravo-Yáñez, C; Jiménez-Figueroa, A

2011-01-01

203

Relationship between Employees' Beliefs regarding Training Benefits and Employees' Organizational Commitment in a Petroleum Company in the State of Qatar  

ERIC Educational Resources Information Center

The study examined the relationship between the beliefs of senior staff Qatari national employees regarding training benefits as measured by the benefits of employee training, and employees' organizational commitment as measured by the three-component model of organizational commitment. This relationship was assessed through a quantitative…

Al-Emadi, Mohammed Asad Shareef; Marquardt, Michael J.

2007-01-01

204

Organizational and Personal Predictors of Teacher Commitment: The Mediating Role of Teacher Efficacy and Identification with School  

ERIC Educational Resources Information Center

This study tested a predictive and mediation model of teacher commitment. Teacher efficacy and sense of identification with school were hypothesized to mediate the relations of an individual antecedent (teaching experience) and two organizational antecedents (perceived organizational politics and reflective dialogue) to teacher commitment.…

Chan, Wai-Yen; Lau, Shun; Nie, Youyan; Lim, Sandy; Hogan, David

2008-01-01

205

Organizational commitment and intentions to quit : An examination of the moderating effects of psychological contract breach in Trinidad and Tobago  

Microsoft Academic Search

Purpose – The study, conducted in Trinidad and Tobago, seeks to investigate the relationships among perceived organizational support, psychological contract, and affective organizational commitment. In addition, the study aims to test the moderating effect of psychological contract breach in the relationship between affective commitment and turnover intentions. Design\\/methodology\\/approach – The research was a cross-sectional study of employees in media organizations

Helena M. Addae; K. Praveen Parboteeah; Evyan E. Davis

2006-01-01

206

The Mediator Effect of Career Development between Personality Traits and Organizational Commitment: The Example of Sport Communication Technology Talents  

ERIC Educational Resources Information Center

This paper explored the relationships among career development, personality trait, and organizational commitment and examines whether career development mediates the relationship between personality trait and organizational commitment. The sample was 275 sport communication technology talents in Taiwan. The instrument included the Personality…

Lo, Hung-Jen; Lin, Chun-Hung; Tung-Hsing, Lin; Tu, Peng-Fei

2014-01-01

207

The Relation between School Leadership from a Distributed Perspective and Teachers' Organizational Commitment: Examining the Source of the Leadership Function  

ERIC Educational Resources Information Center

Purpose: In this study the relationship between school leadership and teachers' organizational commitment is examined by taking into account a distributed leadership perspective. The relation between teachers' organizational commitment and contextual variables of teachers' perceptions of the quality and the source of the supportive and supervisory…

Hulpia, Hester; Devos, Geert; Van Keer, Hilde

2011-01-01

208

The Mediation of Performance in the Relationship of Organizational Commitment to University Faculty's Effectiveness  

ERIC Educational Resources Information Center

To provide more insights into inconsistent findings on the relationship of organizational commitment to effectiveness, this study conducted a questionnaire survey among 188 academics in Beijing. Analysis of survey responses suggested that organizational commitment presented significant relationships to performance and effectiveness. These…

Jing, Lizhen; Zhang, Deshan

2014-01-01

209

Investigating the Effects of Relationship Quality on Organizational Commitment and Prosocial Behavior in Hotel Food & Beverage Division  

Microsoft Academic Search

The present study examines the relationship among relationship quality, organizational commitment, and prosocial behavior. In this study, relationship quality is defined as relationship quality between manager and employee (RQME) and relationship quality between organization and employee (RQOE). The authors also investigate the mediating roles of RQOE and organizational commitment in the conceptual research model. Findings indicate that RQME has a

Yong-Ki Lee; Yong-Ju Kwon; Kyung Ah Lee

2007-01-01

210

Work and pregnancy: individual and organizational factors influencing organizational commitment, timing of maternity leave, and return to work.  

PubMed

This study surveys pregnant women to examine the individual and organizational factors related with organizational commitment, planned timing of maternity leaves and return to work after childbirth. The survey was conducted on 86 pregnant women; among them, 73% were White, 8% were Asian, 7% were African-American, 6% were Hispanic, and 1% were Native-American respondents. The findings revealed that women whose organizations offered guaranteed jobs after childbirth planned to work later into their pregnancies and to return to work sooner after childbirth. Also, women who perceived supportive work-family cultures were more committed to their organizations and planned to return more quickly after childbirth than women who perceived less supportive cultures. Furthermore, women with less traditional attitudes towards parenting planned to work later into their pregnancies and return to work sooner after childbirth. PMID:12296220

Lyness, K S; Thompson, C A; Francesco, A M; Judiesch, M K

1999-10-01

211

The relationship of organizational citizenship behavior with job satisfaction, turnover intent, life satisfaction, and burnout among correctional staff  

Microsoft Academic Search

There has been considerable growth in research on correctional staff. This literature has shown that correctional staff affects the workplace and the correctional workplace affects staff. While many areas of working in institutional corrections have been explored, there are many other areas that still need to be investigated. This study examined the relationship between organizational citizenship behaviors and job satisfaction,

Eric G. Lambert

2010-01-01

212

The Long-Term Care Workforce Crisis: Dementia-Care Training Influences on Job Satisfaction and Career Commitment  

ERIC Educational Resources Information Center

The present study compares changes in job satisfaction and career commitment among Alzheimer's care staff participating in a two-phase, state-level training collaborative to improve dementia care. Results reveal an increase in extrinsic job satisfaction and a decrease in career commitment. Findings could be related to the effects of both the…

Coogle, Constance L.; Head, Colleen A.; Parham, Iris A.

2006-01-01

213

Organizational Career Growth, Affective Occupational Commitment and Turnover Intentions  

ERIC Educational Resources Information Center

Survey data, collected from the People's Republic of China, were used to test Weng's (2010) four facet model of career growth and to examine its effect on occupational commitment and turnover intentions. Weng conceptualized career growth as consisting of four factors: career goal progress, professional ability development, promotion speed, and…

Weng, Qingxiong; McElroy, James C.

2012-01-01

214

Organizational Socialization, Person-Environment Fit and Commitment of Recent College Graduates  

ERIC Educational Resources Information Center

To determine whether person-environment fit and organizational commitment are impacted by socialization content, a survey was administered to 500 recent college graduates across the United States. The variables examined for the study were: socialization content (performance proficiency, people, politics, language, organization goals/values, and,…

Wachtfogel, Marc

2009-01-01

215

Employee Demography, Organizational Commitment, and Turnover Intentions in China: Do Cultural Differences Matter?  

Microsoft Academic Search

This study investigates the main effect of demographic variables on organizational commitment (OC) and the moderating effect of gender and education on the relationship between OC and turnover intentions (TI) based on a survey of 333 employees in the People's Republic of China (PRC). Only position positively influenced employees' OC while other demographic variables had no main effects on OC.

Zhen Xiong Chen; Anne Marie Francesco

2000-01-01

216

The Relationships between Clan Culture, Leader-Member Exchange, and Affective Organizational Commitment  

ERIC Educational Resources Information Center

As colleges and universities face the challenge of transitioning to a scheme of funding based on student retention and graduation rates, it is imperative that all variables that can effect enrollment be considered. This study focused on the relationships between clan culture, leader-member exchange, and affective organizational commitment.…

Short, Emily Carter

2013-01-01

217

The "New Career" and Organizational Commitment: Do Boundaryless and Protean Attitudes Make a Difference?  

ERIC Educational Resources Information Center

Purpose: The purpose of this paper is to establish whether positive or negative relationships exist between boundaryless and protean career attitudes (respectively) and organizational commitment and whether such relationships can be moderated by development opportunities. Design/methodology/approach: Surveys from 212 part-time MBAs were analyzed…

Briscoe, Jon P.; Finkelstein, Lisa M.

2009-01-01

218

The Relationship between Power Distance and Organizational Commitment in Primary Schools  

ERIC Educational Resources Information Center

The aim of this study is to determine the relationship between organizational commitment and power distance. The study has a correlational survey research model. The population of the study consists of a total of 4838 teachers working in the primary schools in the center of the city of Balikesir and in the centers of its districts in the 2012-2013…

Deniz, Ayhan; Yildirim, Bilal

2014-01-01

219

The Effect of Learning Organization Culture on the Relationship between Interpersonal Trust and Organizational Commitment  

ERIC Educational Resources Information Center

The primary purpose of this research was to assess the effect of learning organization culture on the linkage between interpersonal trust and organizational commitment. The study sample was obtained from employees of two major Korean conglomerates. Online questionnaires were completed by 321 respondents. Structural equation modeling (SEM) was used…

Song, Ji Hoon; Kim, Hong Min; Kolb, Judith A.

2009-01-01

220

Transformational Leadership and Organizational Commitment: A Study of UNC System Business School Department Chairs  

ERIC Educational Resources Information Center

Ample evidence is available citing a positive relationship between transformational leadership and organizational commitment (Boerner et al., 2007; Bono & Judge, 2003; Bycio, Hackett, & Allen, 1995; Chen, 2004; Emery & Barker, 2007; Walumbwa, Orwa, Wang, & Lawler, 2005). The majority of research on leadership in higher education, however, is based…

Luton, Bill

2010-01-01

221

Effect of Learning Organization Perception to the Organizational Commitment: A Comparison between Private and Public University  

ERIC Educational Resources Information Center

This research aims to examine the impact of faculty members' learning organization perceptions to the organizational commitment through quantitative method. The study group consists of 172 faculty members working in two universities, which are private (Zirve University) and public (Harran University) ones. The research results show that faculty…

Balay, Refik

2012-01-01

222

The Effects of Servant Leadership on Teachers' Organizational Commitment in Primary Schools in Turkey  

ERIC Educational Resources Information Center

This study examines the effects of servant leadership behaviours of primary school principals on teachers' school commitment. The research data were collected from 563 teachers working in primary schools in Duzce. Servant leadership behaviours of principals were measured with a servent organizational leadership assessment scale, and the teachers'…

Cerit, Yusuf

2010-01-01

223

Relationships between Teacher Organizational Commitment, Psychological Hardiness and Some Demographic Variables in Turkish Primary Schools  

ERIC Educational Resources Information Center

Purpose: The purpose of this paper is to examine the relationships between teachers' organizational commitment perceptions and both their psychological hardiness and some demographic variables in a sample of Turkish primary schools. Design/methodology/approach: A total of 405 randomly selected teachers working at primary schools in Ankara…

Sezgin, Ferudun

2009-01-01

224

Administrative, Faculty, and Staff Perceptions of Organizational Climate and Commitment in Christian Higher Education  

ERIC Educational Resources Information Center

Findings of 957 surveyed employees from four evangelical higher education institutions found a negative correlation for climate and commitment and staff members. Administrators were found to have a more favorable view of their institutional climate than staff. Employee age, tenure, and classification had predictive value for organizational

Thomas, John Charles

2008-01-01

225

Firm Internal Labor Markets and Organizational Commitment in Norway and the United States  

Microsoft Academic Search

This paper examines how and why firm internal labor markets (FILMs) are related to employees' organizational commitment (OC) Membership in a FILM might be expected to enhance one's OC for several reasons: FILMs are assumed to be associated with greater promotion opportunities, earnings, firm-specific skills, and autonomy; and less likely to be related to unionization. We measure these concepts and

Arne L. Kalleberg; Arne Mastekaasa

1994-01-01

226

Organizational Commitment and Psychological Attachment: The Effects of Compliance, Identification, and Internalization on Prosocial Behavior  

Microsoft Academic Search

Previous research on organizational commitment has typically not focused on the underlying dimensions of psychological attachment to the organization. Results of two studies using university employees (N = 82) and students (N = 162) suggest that psychological attachment may be predicated on compliance, identification, and internalization (e.g., Kelman, 1958). Identification and internalization are positively related to prosocial behaviors and negatively

Charles A. O'Reilly; Jennifer Chatman

1986-01-01

227

Commitment as an Antidote to the Tension and Turnover Consequences of Organizational Politics  

Microsoft Academic Search

Organizational commitment was conceptualized and tested as a moderator of the relationship between perceived politics and the outcomes of intent to turnover and job tension in two studies seeking convergence of results. Study 1 sampled middle and upper level managers in the hotel industry. Study 2 sampled university employees using different measures of the similar constructs in an effort to

Wayne A. Hochwarter; Pamela L. Perrewé; Gerald R. Ferris; Rachel Guercio

1999-01-01

228

Effects of disposition on hospitality employee job satisfaction and commitment  

Microsoft Academic Search

Purpose – The main purpose of this paper is to investigate the relationship of job attitudes to personality traits in a hospitality setting. Design\\/methodology\\/approach – The author uses a questionnaire at two hotel chains in the western US to ascertain the variables. Employees that are surveyed are all non-management personnel. Findings – The author finds that job attitudes, specifically, organizational

Paula Silva

2006-01-01

229

Affective Commitment among Student Affairs Professionals  

ERIC Educational Resources Information Center

Student affairs professionals in the United States were surveyed to determine the predictive value of overall job satisfaction, organizational support, organizational politics, and work/nonwork interaction on affective organizational commitment. Results indicate that a supportive work environment leads to increased affective attachment to the…

Boehman, Joseph

2007-01-01

230

Servant leadership and affective commitment in the Chinese public sector: the mediating role of perceived organizational support.  

PubMed

This study examined a possible mediating mechanism between servant leadership and the affective commitment in Chinese employees. Servant leadership, perceived organizational support, and affective commitment was assessed among 239 full-time employees in the Chinese public sector in three rounds of surveys. Servant leadership influenced affective commitment through perceived organizational support. The effect of servant leadership exists in Chinese culture as well as Western cultures. PMID:25310313

Zhou, Yingying; Miao, Qing

2014-10-01

231

Work–family climate, organizational commitment, and turnover: Multilevel contagion effects of leaders ?  

PubMed Central

This paper presents empirical research analyzing the relationship between work–family climate (operationalized in terms of three work–family climate sub-scales), organizational leadership (i.e., senior manager) characteristics, organizational commitment and turnover intent among 526 employees from 37 different hotels across the US. Using multilevel modeling, we found significant associations between work–family climate, and both organizational commitment and turnover intent, both within and between hotels. Findings underscored the importance of managerial support for employee work–family balance, the relevance of senior managers’ own work–family circumstances in relation to employees’ work outcomes, and the existence of possible contagion effects of leaders in relation to work–family climate. PMID:19412351

O’Neill, John W.; Harrison, Michelle M.; Cleveland, Jeannette; Almeida, David; Stawski, Robert; Crouter, Anne C.

2009-01-01

232

Stress, health and well-being: the mediating role of employee and organizational commitment.  

PubMed

This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs) based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization's commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization's commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally. PMID:24157512

Jain, Ajay K; Giga, Sabir I; Cooper, Cary L

2013-10-01

233

Stress, Health and Well-Being: The Mediating Role of Employee and Organizational Commitment  

PubMed Central

This study investigates the mediating impact of organizational commitment on the relationship between organizational stressors and employee health and well-being. Data were collected from 401 operator level employees working in business process outsourcing organizations (BPOs) based in New Delhi, India. In this research several dimensions from ASSET, which is an organizational stress screening tool, were used to measure employee perceptions of stressors, their commitment to the organization, their perception of the organization’s commitment to them, and their health and well-being. Data were analyzed using structural equation modeling on AMOS software. Results of the mediation analysis highlight both employee commitment to their organization and their perceptions of the organization’s commitment to them mediate the impact of stressors on physical health and psychological well-being. All indices of the model fit were found to be above standard norms. Implications are discussed with the view to improving standards of health and well-being within the call center industry, which is a sector that has reported higher turnover rates and poor working conditions among its employees internationally. PMID:24157512

Jain, Ajay K.; Giga, Sabir I.; Cooper, Cary L.

2013-01-01

234

Job Satisfaction and Career Commitment Among Alzheimer’s Care Providers: Addressing Turnover and Improving Staff Empowerment  

Microsoft Academic Search

This study investigated the relation between job satisfaction and career commitment among 262 Alzheimer’s care staff working in long-term and community-based care settings. It was anticipated that the results would suggest whether career commitment could be enhanced to positively influence job satisfaction, and conversely, if improvements in job satisfaction might contribute to a deepened sense of vocational empowerment. Participants attended

Constance L. Coogle; Iris A. Parham; Colleen A. Rachel

2011-01-01

235

Job Satisfaction and Commitment of Two-Year College Part-Time Faculty.  

ERIC Educational Resources Information Center

Uses nationally representative data to investigate the job satisfaction and commitment of two-year college part-time faculty members. Reports that part-time faculty members are satisfied with their roles, but they are concerned with issues regarding salary, benefits, and long-term job security. (KS)

Valadez, James R.; Anthony, James Soto

2001-01-01

236

Service climate, employee commitment and customer satisfaction : Evidence from the hospitality industry in China  

Microsoft Academic Search

Purpose – This study attempts to contribute to the knowledge of how service climate improves customer satisfaction in the hospitality industry based on evidence from mainland China. It considers different dimensions of service climate separately, including customer orientation, managerial support and work facilitation, and introduces an important mediator – employee commitment – to examine the relationship between service climate and

Yuanqiong He; Wenli Li; Kin Keung Lai

2011-01-01

237

Building Affective Commitment to Organization among Chinese University Teachers: The Roles of Organizational Justice and Job Burnout  

ERIC Educational Resources Information Center

In view of the benefit of improving employees' organization commitment, it is important to study the major influencing factors of organization commitment. According to previous literature, organizational justice and job burnout have been considered two major influencing variables of affective commitment; however, little empirical research can…

Li, Yongzhan

2014-01-01

238

Organizational Commitment Among Intercollegiate Head Athletic Trainers: Examining Our Work Environment  

PubMed Central

Objective: To 1) examine the commitment of head athletic trainers to their intercollegiate work environments, 2) develop a model that better reflects the head athletic trainer's daily work setting, and 3) use new techniques to describe the various ways head athletic trainers demonstrate commitment to their organizations. Design and Setting: Organizational commitment (OC) surveys were sent to 461 head athletic trainers identified for the sample. A response rate of 71.5% (330/461) was obtained from the mail survey. Subjects: A proportional random sample of head athletic trainers was taken from a population identified in the National Association of Collegiate Directors of Athletics (NACDA) directory of intercollegiate athletics as Division I, II, and III institutions. Measurements: Returned OC surveys were analyzed using descriptive and inferential statistics for all demographic and OC variables. Exploratory cluster analysis was performed to examine naturally clustering groups. Results: Exploratory cluster analysis revealed five naturally clustering groups that represent the head athletic trainers' patterns of commitment across the specific organizational targets. Paired t tests indicated that the continuance commitment scores were significantly lower than the affective and normative scores across the sample. Analysis of variance tests indicated significant differences for specific commitment dimensions based on gender and NCAA division demographics. Beyond that, the five-cluster solution revealed no particular demographic characteristics that predisposed individuals to specific clusters. Conclusions: The findings reinforce a central theme in intercollegiate athletic training: that student-athletes and student athletic trainers are the primary focus of the head athletic trainers' commitment. Positive attachment and obligation directed toward student-athletes and student athletic trainers link the five clusters. Commitment patterns in areas other than student-athletes and student athletic trainers define the cluster membership or head athletic trainer “type” presented in this study. In addition, specific commitment differences based on gender and NCAA division may warrant further investigation. PMID:16558486

Winterstein, Andrew P.

1998-01-01

239

Assessing organizational readiness for depression care quality improvement: relative commitment and implementation capability.  

PubMed

BackgroundDepression is a major cause of morbidity and cost in primary care patient populations. Successful depression improvement models, however, are complex. Based on organizational readiness theory, a practice¿s commitment to change and its capability to carry out the change are both important predictors of initiating improvement. We empirically explored the links between relative commitment (i.e., the intention to move forward within the following year) and implementation capability.MethodsThe DIAMOND initiative administered organizational surveys to medical and quality improvement leaders from each of 83 primary care practices in Minnesota. Surveys preceded initiation of activities directed at implementation of a collaborative care model for improving depression care. To assess implementation capability, we developed composites of survey items for five types of organizational factors postulated to be collaborative care barriers and facilitators. To assess relative commitment for each practice, we averaged leader ratings on an identical survey question assessing practice priorities. We used multivariable regression analyses to assess the extent to which implementation capability predicted relative commitment. We explored whether relative commitment or implementation capability measures were associated with earlier initiation of DIAMOND improvements.ResultsAll five implementation capability measures independently predicted practice leaders¿ relative commitment to improving depression care in the following year. These included the following: quality improvement culture and attitudes (p =0.003), depression culture and attitudes (p <0.001), prior depression quality improvement activities (p <0.001), advanced access and tracking capabilities (p =0.03), and depression collaborative care features in place (p¿=¿0.03). Higher relative commitment (p¿=¿0.002) and prior depression quality improvement activities appeared to be associated with earlier participation in the DIAMOND initiative.ConclusionsThe study supports the concept of organizational readiness to improve quality of care and the use of practice leader surveys to assess it. Practice leaders¿ relative commitment to depression care improvement may be a useful measure of the likelihood that a practice is ready to initiate evidence-based depression care changes. A comprehensive organizational assessment of implementation capability for depression care improvement may identify specific barriers or facilitators to readiness that requires targeted attention from implementers. PMID:25443652

Rubenstein, Lisa V; Danz, Marjorie S; Crain, A; Glasgow, Russell E; Whitebird, Robin R; Solberg, Leif I

2014-12-01

240

Examination of Primary School Teachers' Job Satisfaction With Regards to Organizational Creativity within a School Context  

Microsoft Academic Search

The purpose of this study was to examine teachers' job-satisfaction with regards to educational level, attending social activities outside school, and the number of the teachers within the school variables and the explanation level of organizational creativity on teachers' job-satisfaction in a school context. The sample consists of 298 teachers working at primary schools in Konya during 2008-2009 education year

Ercan YILMAZ; Hüseyin IZGAR

2009-01-01

241

Quality of supervisor-subordinate relationship, cultural values, and organizational justice  

E-print Network

/outgroup identification, leader-member exchange, and guanxi: a Chinese concept for interpersonal relationship) can influence the effects of organizational justice on employees’ job satisfaction, organizational commitment, trust in the supervisor, and trust...

Ren, Run

2009-05-15

242

A meta-analytic examination of the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale  

Microsoft Academic Search

Although several different measures have been developed to assess job satisfaction, large-scale examinations of the psychometric properties of most satisfaction scales are generally lacking. In the current study we used meta-analysis to examine the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale (MOAQ-JSS; [Cammann, C., Fichman, M., Jenkins, D., & Klesh, J. (1979). The Michigan Organizational Assessment

Nathan A. Bowling; Gregory D. Hammond

2008-01-01

243

The Role of Organizational Justice in Pay and Employee Benefit Satisfaction, and its Effects on Work Attitudes  

Microsoft Academic Search

The objective of our study is to provide a complementary approach with regard to organizational justice in the domain of compensation. It presents research undertaken on a sample of 285 employees in three different Canadian organizations. The results reveal that employees distinguish clearly between pay satisfaction and benefit satisfaction, and that distributive justice perceptions are better predictors of pay satisfaction

Michel Tremblay; Bruno Sire; David B. Balkin

2000-01-01

244

A Meta-Analytic Examination of the Construct Validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale  

ERIC Educational Resources Information Center

Although several different measures have been developed to assess job satisfaction, large-scale examinations of the psychometric properties of most satisfaction scales are generally lacking. In the current study we used meta-analysis to examine the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale…

Bowling, Nathan A.; Hammond, Gregory D.

2008-01-01

245

Effects of socially responsible human resource management on employee organizational commitment  

Microsoft Academic Search

In this paper, we introduced the concept of socially responsible human resource management (SR-HRM) and examined the effects of perceived SR-HRM on employee organizational commitment (OC) in the Chinese context. After examining the psychometric properties of the scales, hierarchical multiple regression analysis was utilised to test the research hypotheses. The results showed that, in general, SR-HRM is positively related to

Jie Shen; Cherrie Jiuhua Zhu

2011-01-01

246

The effect of job organizational factors on job satisfaction in two automotive industries in Malaysia.  

PubMed

A methodology is developed in diagnosing the effect of job organizational factors on job satisfaction in two automotive industries in Malaysia. One hundred and seventy male subjects of age 18-40 years with the mean age of 26.8 and standard deviation (SD) of 5.3 years and the mean work experience of 6.5 years and SD of 4.9 years took part in the study. Five job organizational factors were tested in the study including job rotation, work method, training, problem solving and goal setting. A job organization questionnaire was designed and was based on respondents' perception in relation to job satisfaction. The results showed that job organization factors were significantly related to job satisfaction. Job rotation, work method, training and goal setting showed strong correlation with job satisfaction while problem solving had intermediate correlation in the first automotive industry. On the other hand, most job organization factors showed intermediate correlation with job satisfaction in the second automotive industry except the training factor which had low correlation with job satisfaction. These results highlight that job rotation, work methods, problem solving and goal setting are outstanding factors in the study of job satisfaction for automotive industries. PMID:18572797

Dawal, Siti Zawiah Md; Taha, Zahari

2007-12-01

247

Effects of Core Self-Evaluations on the Job Burnout of Nurses: The Mediator of Organizational Commitment  

PubMed Central

Objective To explore the impact of Core self-evaluations on job burnout of nurses, and especially to test and verify the mediator role of organizational commitment between the two variables. Method Random cluster sampling was used to pick up participants sample, which consisted of 445 nurses of a hospital in Shanghai. Core self-evaluations questionnaire, job burnout scale and organizational commitment scale were administrated to the study participants. Results There are significant relationships between Core self-evaluations and dimensions of job burnout and organizational commitment. There is a significant mediation effect of organizational commitment between Core self-evaluations and job burnout. Conclusions To enhance nurses’ Core self-evaluations can reduce the incidence of job burnout. PMID:24755670

Zhou, Yangen; Lu, Jiamei; Liu, Xianmin; Zhang, Pengcheng; Chen, Wuying

2014-01-01

248

Messages from the Battlefield: Relationships of Communication Between Deployed Citizen-Soldiers and Colleagues on Organizational Commitment  

E-print Network

of organizational commitment--affective, normative, or continuance--have implications for behavioral outcomes of employees. The purpose of this study was to examine the relationships of communication with civilian colleagues and non-deployed military peers...

Payne, Beverly

2010-04-27

249

A Study of the Relationship between Manager' s Leadership Style and Organizational Commitment in Taiwan' s International Tourist Hotels  

Microsoft Academic Search

This study was aimed at analyzing the cognition and the relationship between managers' leadership styles and employees' organizational commitment in the operation unit of international tourist hotels. In order to meet the features of this industry, both the theories,\\

TAIN-FUNG WU; MEI-HUI TSAI; YEH-HSUN FEY; ROBERT T. Y. WU

250

Faculty Perceptions of Organizational Climate and Expressed Job Satisfaction in Selected Baccalaureate Schools of Nursing.  

ERIC Educational Resources Information Center

A study of nursing school faculty job satisfaction and perceptions of organizational climate found that deans' behavior influenced those perceptions and that the longer a faculty member remained in his or her position at the same school, the less satisfied he or she was with the work, promotional opportunities, supervision, and fellow workers.…

Donohue, Janet D.

1986-01-01

251

Support, trust, satisfaction, intent to leave and citizenship at organizational level : A social exchange approach  

Microsoft Academic Search

Purpose – The purpose of this paper is to propose to test a research model to gain a better understanding of the connection between perceived support, trust, satisfaction, intention to quit and citizenship at the organizational level. Design\\/methodology\\/approach – A total of 355 white-collar employees were recruited among alumni of a business school in France. Structural equation modeling was used

Pascal Paillé; Laurent Bourdeau; Isabelle Galois

2010-01-01

252

The Relationship Between Organizational Factors and Resident Satisfaction with Nursing Home Care and Life  

Microsoft Academic Search

We examined the relationships between nursing home (NH) resident satisfaction and NH organizational characteristics, while controlling for the effect of resident characteristics within facilities. We used a stratified, random sample of NHs (N=72) from two states and a prescreened and randomized sample of 1496 residents. Data sources included resident interviews, an administrator survey, the Minimum Data Set (MDS), and the

Judith A. Lucas; Carrie A. Levin; Timothy J. Lowe; Brian Robertson; Ayse Akincigil; Usha Sambamoorthi; Scott Bilder; Eun Kwang Paek; Stephen Crystal

2007-01-01

253

Job Satisfaction and the Perceived Organizational Culture of U.S. Military and Military Affiliated Personnel  

ERIC Educational Resources Information Center

This study examined the relationship between demographic characteristics, level of job satisfaction, and current/preferred organizational culture in a sample of 139 off-campus military degree program participants. Responses were received from undergraduate students in the fields of engineering, applied sciences and arts, and education. "The Job…

Diffenauer, Deborah A.

2010-01-01

254

Influence of Trainee Characteristics, Instructional Satisfaction, and Organizational Climate on Perceived Learning and Training Transfer  

ERIC Educational Resources Information Center

This study examines the effect of transfer variables on trainee characteristics, instructional satisfaction, and organizational factors of perceived learning and training transfer made by a group of trainees who attended a financial training program conducted for a Korean conglomerate. Data analyses revealed several variables in the three domains…

Lim, Doo Hun; Morris, Michael Lane

2006-01-01

255

Student LMS Use and Satisfaction in Academic Institutions: The Organizational Perspective  

ERIC Educational Resources Information Center

The present paper examines student use of and satisfaction with the Learning Management System (LMS), and how these dependent variables are correlated with organizational variables at one Israeli university. Data on 1212 course websites was gathered in 2007 from the LMS warehouse, the student-management database, the instructor-management…

Naveh, Gali; Tubin, Dorit; Pliskin, Nava

2010-01-01

256

Awaking the Public Sector with Strategic Corporate Philanthropy: Revitalizing the Public Servant's Organizational Knowledge, Innovative Capability, and Commitment  

ERIC Educational Resources Information Center

Given the perils of today's dynamic and resource-constrained environment, intellectual capital has become a source of competitive advantage for public sector organizations. Composed of three elements--organizational knowledge, innovative capability, and organizational commitment--intellectual capital is an asset that cannot simply be bought or…

Jackson, Janese Marie

2011-01-01

257

Teacher Perceptions of School Culture and Their Organizational Commitment and Well-Being in a Chinese School  

ERIC Educational Resources Information Center

This study aims to analyze and validate the dimensions and specific features of a school culture in a Chinese context. A sample of 181 teachers from a Chinese primary and secondary school in Beijing participated in a survey that measures school organizational cultural characteristics and teacher organizational commitment and well-being as outcomes…

Zhu, Chang; Devos, Geert; Li, Yifei

2011-01-01

258

An Examination of the Relationship between Training Comprehensiveness and Organizational Commitment: Further Exploration of Training Perceptions and Employee Attitudes  

ERIC Educational Resources Information Center

For organizations, the value of employing highly committed individuals is well documented. Accordingly, scholars have endeavored to identify factors that may influence employees' organizational commitment. One factor that has received growing attention in this regard is individuals' perceptions of training offered by an organization. However,…

Ehrhardt, Kyle; Miller, Janice S.; Freeman, Sarah J.; Hom, Peter W.

2011-01-01

259

The role of organizational politics, contextual resources, and formal communication on change recipients' commitment to change: A multilevel study  

Microsoft Academic Search

Over the past decade there has been an increased interest in studying the factors that affect people's commitment to change. Drawing from the Job Demands–Resources model, in this enquiry we explored the moderating role of two contextual resources (i.e., trust in top management, history of change) and formal communication in the relationship between perceived organizational politics and commitment to change.

Dave Bouckenooghe

2011-01-01

260

The role of organizational politics, contextual resources, and formal communication on change recipients' commitment to change: A multilevel study  

Microsoft Academic Search

Over the past decade there has been an increased interest in studying the factors that affect people's commitment to change. Drawing from the Job Demands–Resources model, in this enquiry we explored the moderating role of two contextual resources (i.e., trust in top management, history of change) and formal communication in the relationship between perceived organizational politics and commitment to change.

Dave Bouckenooghe

2012-01-01

261

Five-Factor Model of Personality and Organizational Commitment: The Mediating Role of Positive and Negative Affective States  

ERIC Educational Resources Information Center

Using a one-year longitudinal study of four components of organizational commitment (affective, normative, continuance-sacrifices, and continuance-alternatives) on a sample of employees from multiple organizations (N=220), we examined the relationships of employee Big-Five personality traits to employee commitment components, and the mediating…

Panaccio, Alexandra; Vandenberghe, Christian

2012-01-01

262

‘National’ identity, perceived fairness and organizational commitment in a Hong Kong context: a test of mediation effects  

Microsoft Academic Search

This paper builds on research exploring antecedents of organizational commitment in non-Western contexts. Using identity theory as a foundation, we develop a model which posits that the relationship between the strength of one's ‘national’ identity and affective and normative commitment is mediated by justice perceptions. Using a sample of indigenous Hong Kong employees, we found that perceptions of distributive, procedural

Kyle Ehrhardt; Margaret Shaffer; Warren C. K. Chiu; Dora M. Luk

2012-01-01

263

Sticking to our guns: Social identity as a basis for the maintenance of commitment to faltering organizational projects  

Microsoft Academic Search

Summary What leads some people to maintain commitment to faltering organizational projects while others abandon them? Building on previous work that has examined the link between social identity and the characteristics of decision-making associated with groupthink, this paper argues that one key determinant of continued commitment to group projects is the extent to which group members define themselves in terms

S. Alexander Haslam; T. Postmes; Russell Spears; Jolanda Jetten; Paul Webley

2006-01-01

264

Nursing Assistants' Job Commitment: Effect of Nursing Home Organizational Factors and Impact on Resident Well-Being  

Microsoft Academic Search

Purpose: The purpose of this study was to investigate (a) whether certified nursing assistants (CNAs) are more committed to nursing home jobs when they perceive their jobs as enhanced (greater autonomy, use of knowledge, teamwork), and (b) whether CNA job commitment affects resident satisfaction. Design and Methods: A qualitative exploration of manage- ment philosophy and practice and of CNAs' views

Christine E. Bishop; Dana Beth Weinberg; Walter Leutz; Almas Dossa; Susan G. Pfefferle; Rebekah M. Zincavage

2008-01-01

265

Nursing Assistants' Job Commitment: Effect of Nursing Home Organizational Factors and Impact on Resident Well-Being  

ERIC Educational Resources Information Center

Purpose: The purpose of this study was to investigate (a) whether certified nursing assistants (CNAs) are more committed to nursing home jobs when they perceive their jobs as enhanced (greater autonomy, use of knowledge, teamwork), and (b) whether CNA job commitment affects resident satisfaction. Design and Methods: A qualitative exploration of…

Bishop, Christine E.; Weinberg, Dana Beth; Leutz, Walter; Dossa, Almas; Pfefferle, Susan G.; Zincavage, Rebekah M.

2008-01-01

266

Emotional intelligence, job satisfaction, well-being and engagement: explaining organisational commitment and turnover intentions in policing  

Microsoft Academic Search

This study examines the effect of emotional intelligence upon the job satisfaction, well-being and engagement of police officers in explaining their organisational commitment and turnover intentions. Survey responses from 193 police officers in Australia were analysed using partial least squares path modelling. As predicted, emotional intelligence leads to job satisfaction and well-being, with positive path relationships leading to employee engagement

Yvonne Brunetto; Stephen TT Teo; Kate Shacklock; R Farr-Wharton

2012-01-01

267

Organizational Justice and Employee Satisfaction in Performance Appraisal  

ERIC Educational Resources Information Center

Purpose: This paper aims to explore the performance appraisal (PA) aspects that are connected with organizational justice, and more specifically three kinds of justice, namely distributive, procedural and interactional justice. Design/methodology/approach: The research is based on a sample of 170 respondents who answered a questionnaire giving…

Palaiologos, Anastasios; Papazekos, Panagiotis; Panayotopoulou, Leda

2011-01-01

268

Job characteristics, work commitments, and job satisfaction of the Thai workers in Taiwan's construction industry: Taiwan - using type A and B personalities as moderators  

Microsoft Academic Search

This paper describes the variables of job characteristics, work commitments and job satisfaction. We studied 400 Thai employees in Taiwan. AB people are moderators, and that Type A people are easily irritated, highly competitive, and are always in a hurry. Job characteristics do not affect job satisfaction, but work commitments affect job satisfaction.

PeiWen Liao; FurHsing Wen; Chin-Cheh Yu

2010-01-01

269

Stability and change in the first 10 years of marriage: does commitment confer benefits beyond the effects of satisfaction?  

PubMed

Although commitment is theoretically distinct from relationship satisfaction, empirical associations between the concepts are high. After drawing from classic definitions of commitment to distinguish between commitment as the desire for a relationship to persist versus the behavioral inclination to maintain the relationship, we predicted that the former component would function much like satisfaction, whereas the latter component would operate independently of satisfaction to stabilize couple relationships. Using satisfaction and commitment data collected over the first 4 years of marriage (N = 172 couples), we demonstrate that only behavioral inclinations to maintain the marriage are related to observed marital interaction behaviors, to reported steps taken toward dissolution, and to 11-year divorce rates, independent of satisfaction. Consistent with dyadic "weak-link"' conceptions of commitment, likelihood of divorce was found to increase as a function of the lower of the 2 partners' inclination to maintain the relationship. Commitment may stabilize declining intimate partnerships, particularly when it is conceptualized as the inclination to maintain the relationship. (PsycINFO Database Record (c) 2012 APA, all rights reserved). PMID:22103577

Schoebi, Dominik; Karney, Benjamin R; Bradbury, Thomas N

2012-04-01

270

Relationships between in-role performance and individual values, commitment, and organizational citizenship behavior among Israeli teachers.  

PubMed

This study examines the relationship between (1) individual values, (2) organizational and occupational commitment, and (3) organizational citizenship behavior (OCB) and in-role performance in a sample of 192 teachers employed in 10 secular Jewish schools (response rate of 64%). The results showed that individual values were related to all commitment forms examined here, but contrary to expectations, there was no clear distinction between values that represent conservation and self-transcendence and values that represent openness to change and self-enhancement in terms of their relationship either to commitment or to behavioral outcomes. Likewise, there was no clear distinction between the three dimensions of commitment (affective, continuance, and normative) or two commitment foci (organizational and occupational) in terms of their relationships to different values. Unsurprisingly, the findings showed a strong effect of commitment on OCB and in-role performance. The findings show that both individual values and commitment are concepts that can increase our understanding of employees' behavior in the workplace. We conclude by emphasizing the need for further research on the relationship between values, commitment, and performance and by suggesting some directions for such research. PMID:22044271

Cohen, Aaron; Liu, Ying

2011-08-01

271

Structural relationships between organizational service orientation, contact employee job satisfaction and citizenship behavior  

Microsoft Academic Search

Purpose – The purpose of this paper is to contribute to the knowledge of how organization service orientation (OSO) influences job satisfaction and organizational citizenship behavior (OCB) of customer-contact employees. Design\\/methodology\\/approach – Questionnaires were carried out in 149 hotel firms. One customer-contact employee and the manager provide the data in each hotel. The constructs were measured using existing scales. Structural

José Varela González; Teresa García Garazo

2006-01-01

272

Career Commitment: A Reexamination and an Extension.  

ERIC Educational Resources Information Center

A model investigating effects on career commitment of job involvement, organizational commitment, and job satisfaction added the variables achievement need, work ethic, and extra-work factors (family involvement, number of dependents). Tested with 228 subjects, the model supported the effects of achievement need and work ethic but not extra-work…

Goulet, Laurel R.; Singh, Parbudyal

2002-01-01

273

Organizational Politics, Job Attitudes, and Work Outcomes: Exploration and Implications for the Public Sector  

Microsoft Academic Search

The study aimed to promote understanding of employees' reactions to organizational politics. The relationship between perception of organizational politics, job attitudes, and several other work outcomes was examined among 303 public sector employees in Israel. Perception of organizational politics was found to have had a negative relationship with job attitudes (e.g., job satisfaction and organizational commitment), a positive relationship with

Eran Vigoda

2000-01-01

274

The Impact of Organizational Justice on Career Satisfaction of Employees in the Public Sector of South Korea  

ERIC Educational Resources Information Center

The purpose of this study was to explore the relationship between organizational justice and career satisfaction of employees in the public sector of South Korea. Specifically, this study aimed to investigate the impact of three different dimensions (distributive, procedural, and interactional justice) of organizational justice on career…

Oh, Jeong Rok

2013-01-01

275

Why Does Mentoring Work? The Role of Perceived Organizational Support  

ERIC Educational Resources Information Center

The authors examined the mediating role of perceived organizational support in the relationship between mentoring support received and work attitudes. Perceived organizational support partly mediated the relationship between specific types of mentoring support and job satisfaction and affective organizational commitment. Specifically, sponsorship,…

Baranik, Lisa E.; Roling, Elizabeth A.; Eby, Lillian T.

2010-01-01

276

Justice and organizational citizenship behavior: What is the relationship?  

Microsoft Academic Search

This study investigates the relationship between perceptions of overall fairness, organizational citizenship behavior, employee attitudes, and the quality of the supervisory\\/subordinate relationship based on the justice and organizational citizenship literature. Results show that employees do form perceptions of overall fairness and that these perceptions influence job satisfaction and organizational commitment. Relationships are found between altruism and perceptions of overall fairness,

Judith W. Tansky

1993-01-01

277

Some Possible Antecedents of Military Personnel Organizational Citizenship Behavior  

Microsoft Academic Search

Organizational citizenship behavior (OCB) describes actions in which employees are willing to go above and beyond their prescribed role requirements. Little or no attention has been paid to the OCB from military perspective. The purpose of this article is to investigate job satisfaction, organizational commitment, organizational justice, and trust in supervisor as the potential antecedents of OCB in a military

Sait Gurbuz

2009-01-01

278

Feeling the Love: Sportscasters Score Big with Job Satisfaction  

E-print Network

This study indicates that TV sportscasters (N = 272) are extremely satisfied in their jobs. Perceived organizational support and management's commitment to local sports coverage contributed to that satisfaction. Work-family ...

Reinardy, Scott; Crawford II, Jerry L.

2011-01-01

279

A multilevel cross-cultural examination of role overload and organizational commitment: investigating the interactive effects of context.  

PubMed

Considering the influential nature of context, the current investigation examined whether the relationship between role overload and organizational commitment was affected by various contextual factors. Drawing on the occupational stress literature, structural empowerment and cooperative climate were examined as factors that would mitigate the negative effects of role overload on organizational commitment. In addition, national culture was examined to determine whether empowerment and cooperative climate had consistent moderating effects across cultures. The relationships among these variables were examined using hierarchical linear modeling in a sample of 6,264 employees working at a multinational organization in 337 different work locations across 18 countries. Results suggested that the negative effect of role overload on organizational commitment did not vary as a function of culture in the current sample, but empowerment and cooperative climate had a moderating influence on this relationship. Furthermore, a 3-way interaction was observed between the cultural variable of power distance, empowerment, and role overload in predicting organizational commitment, suggesting that factors that serve to mitigate the negative effects of role overload in one culture may be ineffectual in another. This 3-way interaction was observed regardless of whether Hofstede's (2001) cultural value indices were used or the cultural practice scores from the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project (R. J. House, Hanges, Javidan, Dorfman, & Gupta, 2004). PMID:24512027

Fisher, David M

2014-07-01

280

Reforms in French Public Universities. How does commitment to performance match with commitment to public values?  

E-print Network

a positive effect on job satisfaction, organizational commitment and organizational performance (Kim, 2011 University. The increasing use of performance measures in the public sector has been a major issue for public management research over the past years (Rabovsky, 2012). Proponents argue that performance measures improve

Boyer, Edmond

281

Transformational leadership in the consumer service workgroup: competing models of job satisfaction, change commitment, and cooperative conflict resolution.  

PubMed

This paper discusses the effects of transformational leadership on cooperative conflict resolution (management) by evaluating several alternative models related to the mediating role of job satisfaction and change commitment. Samples of data from customer service personnel in Taiwan were analyzed. Based on the bootstrap sample technique, an empirical study was carried out to yield the best fitting model. The procedure of hierarchical nested model analysis was used, incorporating the methods of bootstrapping mediation, PRODCLIN2, and structural equation modeling (SEM) comparison. The analysis suggests that leadership that promotes integration (change commitment) and provides inspiration and motivation (job satisfaction), in the proper order, creates the means for cooperative conflict resolution. PMID:24765708

Yang, Yi-Feng

2014-02-01

282

The effects of perceived external prestige, ethical organizational climate, and leader-member exchange (LMX) quality on employees' commitments and their subsequent attitudes  

Microsoft Academic Search

Purpose – This study aims to investigate the role of perceived external prestige (PEP), ethical organizational climate, and leader-member exchange (LMX) quality in explaining organizational and career commitment, and also analyzes effects of the two commitments on motivation to participate in training and turnover intention. Design\\/methodology\\/approach – Relationships among the constructs are predicted based on relevant literature, and are tested

Dae-seok Kang; Jim Stewart; Hayeon Kim

2011-01-01

283

Learning Organization Perceptions in Elementary Education in Terms of Teachers and the Effect of Learning Organization on Organizational Commitment  

ERIC Educational Resources Information Center

In this study, it was tried to determine to what degree the learning organization predicted organizational commitment according to primary school teachers' perceptions. Descriptive survey model was used in this study and 429 teachers were chosen among 2387 teachers who worked in primary schools in Van in 2010-2011 education years and were…

Erdem, Mustafa; Ucar, Ibrahim Halil

2013-01-01

284

How Providing Mentoring Relates to Career Success and Organizational Commitment: A Study in the General Managerial Population  

ERIC Educational Resources Information Center

Purpose: This study aims to investigate the relationship of mentoring provided with career success and organizational commitment in the general managerial population. Design/methodology/approach: Participants were 194 native British who were employed in a variety of jobs, professions and industries in the United Kingdom. Findings: Mentoring…

Bozionelos, Nikos; Bozionelos, Giorgos; Kostopoulos, Konstantinos; Polychroniou, Panagiotis

2011-01-01

285

Career Commitment, Competencies, and Citizenship  

Microsoft Academic Search

Carson and Bedeian's (1994) Career Commitment Measure was used to examine the relationships of career commitment with emotional intelligence and organizational citizenship behavior, which were then examined for relationships with organizational commitment. As predicted, emotional intelligence was positively related to career commitment, but not related to organizational commitment. Both types of commitments were positively related to organizational citizenship behavior and

Kerry David Carson; Paula Phillips Carson

1998-01-01

286

PERCEPTIONS OF ORGANIZATIONAL CLIMATE AMONG MALE AND FEMALE ADMINISTRATIVE STAFF IN THREE SELECTED UNIVERSITIES  

Microsoft Academic Search

A positive organizational climate will have a significant positive impact for staff because it enhances staff's satisfaction, loyalty and commitment. Increased level of staff's satisfaction, loyalty and commitment will eventually result in increase institutional effectiveness and support that will contribute to the success of higher education (Thompson, 2005). Several studies (Thompson, 2005; Phillips, Little and Goodine, 1996; Litwin and Stringer,

Tengku Marini; Narimah Ismail

287

The Influence Of Perceived Managerial Work Values And Perceived Constructive Organizational Culture On Job Satisfaction Of Employees In Sport Organizations  

Microsoft Academic Search

The main purpose of this study is to examine how employee job satisfaction is influenced by perceived managerial work values and perceived constructive organizational culture. Specifically, the current study model provides a conceptual framework describing interrelationships among three types of work values (i.e., Intrinsic, Extrinsic, and Social Relations), four dimensions of constructive organizational culture (i.e., Achievement, Self-actualizing, Humanistic-encouraging, and Affiliative),

Jong-Chae Kim

2011-01-01

288

The negative impact of organizational cynicism on physicians and nurses.  

PubMed

Despite the potentially severe consequences that might result, there is a paucity of research on organizational cynicism within US health care providers. In response, this study investigated the effect of cynicism on organizational commitment, job satisfaction, and interest in leaving the hospital for another job in a sample of 205 physicians and 842 nurses. Three types of cynicism were investigated: trait (dispositional), global (directed toward the hospital), and local (directed toward a specific unit or department). Findings indicate that all 3 types of cynicism were negatively related to affective organizational commitment and job satisfaction, but positively related to interest in leaving. In both nurse and physician samples, cynicism explained about half of the variance in job satisfaction and affective commitment, which is the type of commitment managers are most eager to promote. Cynicism accounted for about a quarter and a third of the variance in interest in leaving the hospital for nurses and physicians, respectively. Trait, global, and local cynicism each accounted for unique variance in affective commitment, job satisfaction, and interest in leaving, with global cynicism exerting the largest influence on each outcome. The implications for managers are that activities aimed at decreasing organizational cynicism are likely to increase affective organizational commitment, job satisfaction, and organizational tenure. PMID:25350015

Volpe, Rebecca L; Mohammed, Susan; Hopkins, Margaret; Shapiro, Daniel; Dellasega, Cheryl

2014-01-01

289

Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation  

Microsoft Academic Search

The purpose of this study was to explore alternative relationships between performance appraisal satisfaction and employee outcomes in the form of self-reported work performance, affective organizational commitment and turnover intention. A cross-sectional survey of 593 employees from 64 Norwegian savings banks showed that performance appraisal satisfaction was directly related to affective commitment and turnover intention. The relationship between performance appraisal

Bård Kuvaas

2006-01-01

290

The Impact of Role Conflict, Role Ambiguity and Organizational Climate on the Job Satisfaction of Academic Staff in Research-Intensive Universities in the UK  

ERIC Educational Resources Information Center

This study focuses on academics in research-intensive universities in the UK and explores their perceptions of organizational climate, role conflict, role ambiguity and job satisfaction. The findings suggest that the universities have multiple organizational climates. Three organizational climate types -- the Clan, the Hierarchy and the Adhocracy…

Schulz, John

2013-01-01

291

The Relationship between Organizational Support, Work-Family Conflict, and the Job-Life Satisfaction of University Coaches  

ERIC Educational Resources Information Center

This study examined the relationship between organizational support, work-family conflict, and job and life satisfaction among coaches. Data from collegiate head coaches with families (N = 253) were gathered through a mailed questionnaire. Results from a series of covariance structure models indicated that a partially mediated model was the best…

Dixon, Marlene A.; Sagas, Michael

2007-01-01

292

The Role of Perceived Organizational Support and Career Opportunities as Moderators of the Relationship between Work Engagement and Job Satisfaction  

Microsoft Academic Search

The purpose of the present study was to explore whether perceived organizational support and perceived career opportunities moderate the relationship between dimensions of work engagement and job satisfaction. Employed students from a large state university in California were selected as the participants of this study. A total of 181 surveys were analyzed. Results of the study did not show that

Farideh Forootan

2012-01-01

293

An exploratory analysis of the influence of human resource management activities and organizational climate on job satisfaction in Turkish banks  

Microsoft Academic Search

This study aims to explore the influence of human resource management (HRM) activities and organizational climate on job satisfaction in Turkish banks. The study first examines the relative influence of eight HRM activities of: (i) behavior and attitudes (in recruitment and selection); (ii) teamwork; (iii) extensive training; (iv) written policies; (v) training in multiple functions; (vi) incentives; (vii) performance appraisal;

Nihat Kaya; Erdogan Koc; Demet Topcu

2010-01-01

294

Employees' Perceptions of Organizational Trust and Service Climate: a Structural Model Combining Their Effects On Employee Satisfaction  

Microsoft Academic Search

In this article, the authors extend prior research on employees'perception of service climate by testing the impact of employees'perception of organizational trust on service climate and employee satisfaction. Multidimensional constructs of trust and service climate were developed using the literature in the trust and service management domains. Results support the hypothesized relationships between the constructs, in that trust affects service

Prakash K. Chathoth; Brenda Mak; Vinnie Jauhari; Kamal Manaktola

2007-01-01

295

Alternative Models for Antecedents and Outcomes of Work Centrality and Job Satisfaction of High-Tech Personnel  

Microsoft Academic Search

Alternative causal models were developed, relating Work Centrality and Job Satisfaction to antecedents and outcomes. The antecedents examined were demographics and need for achievement, and the outcomes included performance, wages, organizational commitment, and career planning. The models were tested using data of Israeli high-tech personnel. Results indicated that organizational commitment, career planning, and wages were significantly affected by work centrality,

Bilha Mannheim; Yehuda Baruch; Joseph Tal

1997-01-01

296

Internal Marketing, Negative Experiences, and Volunteers'Commitment to Providing High-Quality Services in a UK Helping and Caring Charitable Organization  

Microsoft Academic Search

This empirical study examined the effects of “negative'' contact experiences with beneficiaries on charity volunteers' job satisfaction and organizational commitment within a helping and caring charitable organization that for 3.5 years had operated an internal marketing program. It was hypothesized that negative experiences downwardly moderated (i) the impact of the charity's internal market activities on satisfaction and commitment, and (ii)

Roger Bennett; Anna Barkensjo

2005-01-01

297

Demographic Differences in Organizational Commitment to the University of College of Business Administration Students: An Application of the Allen and Meyer Model  

ERIC Educational Resources Information Center

Organizational commitment of undergraduate college students to the university was measured by modifying an established measure and demographic differences were examined. Affective, continuance, and normative commitment facets were assessed. No differences based upon gender, race, and GPA were found. Length of time at the university and transfer…

Love, Kevin G.

2013-01-01

298

To examine the effect of the motivation provided by the administration on the job satisfaction of teachers and their institutional commitment  

Microsoft Academic Search

of teachers and their institutional commitment. Sampling of the research is based on four hundred teachers working in Sakarya. Data was obtained through Minnesota Job Satisfaction Scale, Cook and Wall Institutional Job Commitment Questionnaire and Motivation Questionnaire as well as three questions determining gender, branch and educational status were used. At the end of the research it was found that

Mehmet D. Karsl?; Hale ?skender

2009-01-01

299

A Profile of Profiles: A Meta-analysis of Organizational Commitment Profiles  

E-print Network

of commitment, this study combined latent profile analysis (LPA) with meta-analysis to examine the antecedents and bases of commitment profiles, utilizing a large archival data set (K = 40; N = 16,052). LPA results revealed five commitment profiles (weak...

Kabins, Adam H

2013-11-26

300

Proactive and politically skilled professionals: What is the relationship with affective occupational commitment?  

Microsoft Academic Search

The aim of this study is to extend research on employee affective commitment in three ways: (1) instead of organizational\\u000a commitment the focus is on occupational commitment; (2) the role of proactive personality on affective occupational commitment is examined; and (3) occupational satisfaction\\u000a is examined as a mediator and political skills as moderator in the relationship between proactive personality and

Amna Yousaf; Karin Sanders; Helen Shipton

301

Fairness, Teachers' Non-Task Behavior and Alumni Satisfaction: The Influence of Group Commitment  

ERIC Educational Resources Information Center

Purpose--The purpose of this study is to examine the relationship between interactional justice, as a type of organizational justice that reflects the teachers' perceived fairness of supervisor treatment, and their non-task behavior in terms of organizational citizenship behavior (OCB) and deviant workplace behavior (DWB).…

de Lara, Pablo Zoghbi Manrique

2008-01-01

302

Effects That Previous Employment Experiences Had on Organizational Commitment of an Hourly Workforce  

ERIC Educational Resources Information Center

A committed workforce is critical to the success of any organization. While there was a great deal of debate on how to best describe commitment, one model that attracted a significant following is the Three Component Model (TCM) developed by Meyer and Allen (1988). While it may be argued that the model is a mixed model combining attitudinal and…

Bartocci, Charles August

2012-01-01

303

Pathways to success for moderately defined careers: a study of relationships among prestige/autonomy, job satisfaction, career commitment, career path, training and learning, and performance as perceived by project managers  

E-print Network

, career commitment, and performance. The purpose of this study was to test a career development model examining the path of relationships amongst autonomy/prestige, career path, training and learning, job satisfaction, career commitment, and performance...

Carden, Lila Lenoria

2007-09-17

304

Deployed Army Personnel: The Affect of Equal Opportunity Climate Perceptions on Job Satisfaction and Organizational Commitment  

Microsoft Academic Search

Equal opportunity (EO) climate reflects perceptions of the extent to which discrimination and harassment are likely to occur in the workplace, however to date minimal work has been devoted to exploring associations between EO climate and important work attitudes. We address this gap by testing a conceptual model incorporating work group cohesion and job strain as explanatory variables linking EO

Russell A. Matthews; Kizzy M. Parks; Benjamin M. Walsh; Michael D. Tuller; Daniel P. McDonald

305

Psychological Contract Violation: Impacts on Job Satisfaction and Organizational Commitment Among Australian Senior Public Servants  

Microsoft Academic Search

In a world of ongoing organisational transformation, the psychological contract between the employer and the employee is open to violation. It is imperative that senior managers, as change agents, have a good understanding of the psychological contract and how it influences employee behaviour and attitudes towards their job and their organisation. This paper explains the concept of psychological contract violation

Janice Anna Knights; Barbara Jean Kennedy

2005-01-01

306

The impact of role stress on workers' behaviour through job satisfaction and organizational commitment  

Microsoft Academic Search

Dysfunctions in role performance have been associated with a large number of consequences, almost always negative, which affect the well?being of workers and the functioning of organizations. An individual's experience of receiving incompatible or conflicting requests (role conflict) and\\/or the lack of enough information to carry out his\\/her job (role ambiguity) are causes of role stress. According to previous theory,

Concha Antón

2009-01-01

307

Employee empowerment, job satisfaction and organizational commitment : An in-depth empirical investigation  

Microsoft Academic Search

Purpose – The purpose of this paper is to test the relationship between perceived empowerment practices and Chinese service employee service effort and turnover intention, also to examine the mediating role of employee job attitudes in this relationship. Design\\/methodology\\/approach – To test hypotheses about the relationships above, survey data were collected by a self-administered questionnaire from frontline service workers at

Sut I Wong Humborstad; Chad Perry

2011-01-01

308

Effects of person-vocation fit and core self-evaluation on career commitment of medical university students: the mediator roles of anxiety and career satisfaction  

PubMed Central

Background How the career commitment of medical university students can be improved is an underinvestigated topic. Aim This experimental study aims to explore the factors that influence career commitment of medical university students. Methods One hundred eighty-two medical university students completed the vocational value questionnaire, state anxiety scale, core self-evaluation scale, Minnesota satisfaction questionnaire, and the Chinese career commitment questionnaire. Results (1) A mismatch was found between the vocational value and the medical career of medical university students, primarily in their self-development; (2) Core self-evaluation can significantly predict the continued commitment of medical university students; (3) Vocational value, career fit, and core self-evaluation can significantly predict the affective commitment and normative commitment of medical university students, while state anxiety and vocational satisfaction play significant mediating roles. Conclusions Both person–vocation fit and core self-evaluation can affect the career commitment of medical university students, while job satisfaction and state anxiety play mediating roles. PMID:24555701

2014-01-01

309

Coorientational Accuracy and Organizational Conflict: An Examination of Tactic Selection and Discussion Satisfaction.  

ERIC Educational Resources Information Center

Examines the relationship between coorientational accuracy (CA) and two dimensions of conflict (tactic selection and interaction satisfaction). Indicates that CA has an impact on interactants' levels of discussion satisfaction. (JK)

Papa, Michael J.; Pood, Elliott A.

1988-01-01

310

Studies of transformational leadership in the consumer service workgroup: cooperative conflict resolution and the mediating roles of job satisfaction and change commitment.  

PubMed

The present paper evaluates the effect of transformational leadership on job satisfaction and change commitment along with their interconnected effects (mediation) on cooperative conflict resolution (management) in customer service activities in Taiwan. The multi-source samples consist of data from personnel serving at customer centers (workgroups), such as phone service personnel, customer representatives, financial specialists, and front-line salespeople. An empirical study was carried out using a multiple mediation procedure incorporating boot-strapping techniques and PRODCLIN2 with structural equation modeling (SEM) analysis. The results indicate that the main effect of the leadership style on cooperative conflict resolution is mediated by change commitment and job satisfaction. PMID:23234098

Yang, Yi-Feng

2012-10-01

311

Role of organizational justice in determining work outcomes of national and expatriate academic staff in Malaysia  

Microsoft Academic Search

Purpose – The study aims to analyze the differences between national and expatriate academic staff perception of organizational justice in Malaysian institutions of higher learning. It also explores the role of organizational justice in shaping teaching faculties' attitude (job satisfaction and commitment) and behavioral intention (turnover intention). Design\\/methodology\\/approach – The sample consisted of teaching staff belonging to several faculties drawn

Arif Hassan; Junaidah Hashim

2011-01-01

312

Managerialism, Organizational Commitment, and Quality of Job Performances among European University Employees  

ERIC Educational Resources Information Center

To achieve efficient and effective quality improvement, European universities have gradually adopted organizational strategies, structures, technologies, management instruments, and values that are commonly found in the private business sector. Whereas some studies have shown that such managerialism is beneficial to the quality of job performances…

Smeenk, Sanne; Teelken, Christine; Eisinga, Rob; Doorewaard, Hans

2009-01-01

313

Being the Good SoldierOrganizational Citizenship Behavior and Commitment Among Correctional Staff  

Microsoft Academic Search

Correctional institutions rely on staff to accomplish a variety of tasks and objectives to ensure the safety and security of society. A significant body of research has focused on characteristics and attitudes of correctional staff to uncover positive work outcomes. One area that rarely appears in the correctional literature is organizational citizenship behavior (OCB), which refers to those prosocial work

Eric G. Lambert; Nancy L. Hogan; Marie L. Griffin

2008-01-01

314

Faculty Satisfaction and Motivation: How Faculty Perceive Themselves in the Institutional Environment. ASHE Annual Meeting Paper.  

ERIC Educational Resources Information Center

The effect of the institutional culture on faculty commitment, motivation, and satisfaction when filtered through other factors in the organizational environment was investigated. Preliminary findings from research on "The Organizational Context for Teaching and Learning" at the National Center for Research to Improve Postsecondary Teaching and…

Spencer, Melinda G.; And Others

315

Validation of the Wood's Job Satisfaction Questionnaire among Taiwanese Nonprofit Sport Organization Workers  

ERIC Educational Resources Information Center

The purpose of this study was to examine the psychometric properties of Wood's Job Satisfaction Questionnaire (JSQ) among Taiwanese workers. The participants were 341 nonprofit sport organization workers (M[subscript age] = 35.89, SD = 9.23) who completed the job satisfaction questionnaire, turnover intention scale, and organizational commitment.…

Chen, Mei-Yen

2009-01-01

316

Using Baldrige Performance Excellence Program Approaches in the Pursuit of Radiation Oncology Quality Care, Patient Satisfaction, and Workforce Commitment  

PubMed Central

The Malcolm Baldrige National Quality Improvement Act was signed into law in 1987 to advance US business competitiveness and economic growth. Administered by the National Institute of Standards and Technology, the Act created the Baldrige National Quality Program, recently renamed the Baldrige Performance Excellence Program. The comprehensive analytical approaches referred to as the Baldrige Healthcare Criteria, are very well-suited for the evaluation and sustainable improvement of radiation oncology management and operations. A multidisciplinary self-assessment approach is used for radiotherapy program evaluation and development in order to generate a fact-based, knowledge-driven system for improving quality of care, increasing patient satisfaction, enhancing leadership effectiveness, building employee engagement, and boosting organizational innovation. This methodology also provides a valuable framework for benchmarking an individual radiation oncology practice's operations and results against guidelines defined by accreditation and professional organizations and regulatory agencies. PMID:22655229

Sternick, Edward S.

2011-01-01

317

Using baldrige performance excellence program approaches in the pursuit of radiation oncology quality care, patient satisfaction, and workforce commitment.  

PubMed

The Malcolm Baldrige National Quality Improvement Act was signed into law in 1987 to advance US business competitiveness and economic growth. Administered by the National Institute of Standards and Technology, the Act created the Baldrige National Quality Program, recently renamed the Baldrige Performance Excellence Program. The comprehensive analytical approaches referred to as the Baldrige Healthcare Criteria, are very well-suited for the evaluation and sustainable improvement of radiation oncology management and operations. A multidisciplinary self-assessment approach is used for radiotherapy program evaluation and development in order to generate a fact-based, knowledge-driven system for improving quality of care, increasing patient satisfaction, enhancing leadership effectiveness, building employee engagement, and boosting organizational innovation. This methodology also provides a valuable framework for benchmarking an individual radiation oncology practice's operations and results against guidelines defined by accreditation and professional organizations and regulatory agencies. PMID:22655229

Sternick, Edward S

2011-01-01

318

Political Science Methodology in Evaluation: Power, Professionalism, and Organizational Commitment in TTT.  

ERIC Educational Resources Information Center

This paper examines the relationship among professionalism, commitment to organization, and attitudes toward increasing client power in the Training Teacher Trainers (TTT) program at the City University of New York (CUNY). The project consisted of a central TTT office; three programs located at City, Hunter, and Richmond Colleges; and 16 schools…

Styskal, Richard A.

319

The Relationship between North Carolina Teachers' Trust and Hope and Their Organizational Commitment  

ERIC Educational Resources Information Center

Researchers have alluded to employees' perceptions of trust and hope as potential antecedents of their commitment to organizations. However, there have been no systematic attempts to identify the relationships among the constructs as they relate to teachers. Therefore, the premise of this study was to determine the nature of the relationship…

Hodge, Elizabeth M.; Ozag, David

2007-01-01

320

Organizational Commitment Patterns in Higher Education: A Study of Selected Midlevel Student Services Professionals  

ERIC Educational Resources Information Center

The student services profession was designed to create a commitment to the "whole student" and as such, the professionals who serve in this profession recognize the importance of this complex relationship. A review of the literature revealed that student services professionals are unsung professionals who generally feel a sense of calling to their…

Baker-Tate, Ixchel M.

2010-01-01

321

The Influence of Cognitive and Affective Based Job Satisfaction Measures on the Relationship Between Satisfaction and Organizational Citizenship Behavior  

Microsoft Academic Search

One of the most widely believed maxims of management is that a happy worker is a productive worker. However, most research on the nature of the relationship between job satisfaction and job performance has not yielded convincing evidence that such a relationship exists to the degree most managers believe. One reason for this might lie in the way in which

Robert H. Moorman

1993-01-01

322

The Mediating Effects of Basic Psychological Needs at Work on the Relationship between the Dimensions of the Learning Organization and Organizational Commitment in Registered Nurses  

ERIC Educational Resources Information Center

The purpose of this study was to determine the mediating effects of the Basic Psychological Needs at Work, comprised of competence, autonomy and relatedness, on the relationship between the Dimensions of the Learning Organization and affective and normative organizational commitment in the United States nursing population. The study incorporated…

Baird, Bonni Lynn

2012-01-01

323

The impact of employee perceptions of training on organizational commitment and turnover intentions: a study of multinationals in the Chinese service sector  

Microsoft Academic Search

This study examines the impact of employee perceptions of training on organizational commitment, and the latter's relationship with turnover intentions. Structured equation modelling is conducted on survey data from 437 Chinese employees of five multinational enterprises operating in the Chinese service sector. The results of the survey are consistent with social exchange theory. They highlight the importance of training as

Alexander Newman; Rani Thanacoody; Wendy Hui

2011-01-01

324

Job choice: The impact of intrinsic and extrinsic factors on subsequent satisfaction and commitment  

Microsoft Academic Search

108 recent master's of business administration graduates were surveyed immediately after accepting jobs and again 6 mo later. It was hypothesized that Ss who made job choices on intrinsic bases (e.g., intrinsic interest in the job and opportunity for advancement) would be more satisfied and committed than those who made the decision based on extrinsic factors (e.g., family concerns and

Charles A. OReilly; David F. Caldwell

1980-01-01

325

Examining Correlates of Part-Time Faculty Affective Commitment and Job Satisfaction  

ERIC Educational Resources Information Center

Changes in a multitude of factors including the economy, student enrollment, university goals and policies, and the available talent pool have created an imbalance in the supply and demand for qualified part-time faculty. The unmet demand has prompted university leaders to seek an understanding of part-time faculty affective commitment, job…

Duhn, Samantha Tiffany

2013-01-01

326

The Impact of Perceived Closeness on the Differing Roles of Satisfaction, Trust, Commitment, and Comfort on Intention to Remain with a Physician  

Microsoft Academic Search

This study extends previous research by examining perceived closeness as a moderator of traditional relationship measures such as satisfaction, trust, commitment, and psychological comfort, and the impact of each on the intention of the patient to remain with his\\/her physician. Our findings reveal that in cases where the patient feels close to the physician, psychological comfort with the physician is

Deborah F. Spake; John S. Bishop Jr

2009-01-01

327

Efficacy Beliefs, Job Satisfaction, Stress and Their Influence on the Occupational Commitment of English-Medium Content Teachers in the Dominican Republic  

ERIC Educational Resources Information Center

The purpose of the present study was to investigate the effects of efficacy, job satisfaction, job stress and their influence on the occupational commitment of English-medium content teachers. A total of 109 practicing English-medium and Spanish-medium content teachers from the Dominican Republic volunteered to participate in the study. Findings…

Barouch Gilbert, Rachel; Adesope, Olusola O.; Schroeder, Noah Lee

2014-01-01

328

Public School Teachers' Work Motivation, Organizational Incentives, Job Satisfaction, and Primary Life Interests.  

ERIC Educational Resources Information Center

This project evaluates the research instruments measuring motivation, incentives, satisfaction, and primary life interests; develops basic research conclusions from the variable relationships; and builds a quasi-theory of satisfaction for educational organizations. Three thousand four hundred randomly selected public school teachers in Kansas…

Miskel, Cecil G.; And Others

329

The Relationship of Perceived Organizational Support, Job Satisfaction, and Years of Online Teaching Experience to Work Engagement among Online Undergraduate Adjunct Faculty Members  

ERIC Educational Resources Information Center

The rapid growth of online higher education has necessitated increased employment of adjunct faculty. Correlational analyses were implemented to determine whether a relationship exists between adjunct undergraduate faculty's perceptions of organizational support, overall job satisfaction, and online teaching experience, and their work…

Zone, Emma J.

2013-01-01

330

Family-supportive organization perceptions and organizational commitment: the mediating role of work-family conflict and enrichment and partner attitudes.  

PubMed

The present study aims to explain the processes through which family-supportive organizational perceptions (FSOP) relate to employee affective commitment. We suggest multiple mechanisms through which this relationship transpires-(a) the focal employee's experience of work-to-family conflict and enrichment and (b) the attitudes of the employee's spouse/partner. Hypotheses are tested with data from 408 couples. Results suggest that employee FSOP is positively associated with employee commitment through both employee work-to-family experiences and partner attitudes. FSOP was positively related to employee work-to-family enrichment, which was positively associated with employee affective commitment. FSOP was negatively associated with employee work-to-family conflict, which related to a partner's more positive attitude toward the employee's work schedule and higher commitment to the employee's firm. Partner commitment was positively and reciprocally related to employee affective commitment. These relationships partially mediated the FSOP-employee affective commitment relationship and varied as a function of parental status and single- versus dual-earner couple status but not as a function of employee gender. Theoretical and practical implications are discussed. PMID:23565896

Wayne, Julie Holliday; Casper, Wendy J; Matthews, Russell A; Allen, Tammy D

2013-07-01

331

Justice and organizational punishment: Attitudinal outcomes of disciplinary events  

Microsoft Academic Search

This study utilized a justice framework to investigate punished subordinates' attitudinal reactions to specific disciplinary events. Results suggested that personality variables (negative affectivity and belief in a just world) influenced subordinate perceptions of the disciplinary event. In addition, belief in a just world had a direct effect on satisfaction with the supervisor, intention to leave, and organizational commitment. Contrary to

Gail A. Ball; Linda Klebe Trevino; Henry P. Sims

1993-01-01

332

Organizational cultural survey of the Stanford Linear Accelerator Center  

SciTech Connect

At the request of the Department of Energy, an Organizational Survey (OS) was administered at the Stanford Accelerator Center (SLAC). The OS measured employees' opinions on subjects such as organizational culture, communication, commitment, group cohesion, coordination, safety, environmental issues, and job satisfaction. The result of this work was a quantitative measure of the notion of culture at the SLAC site. This report presents these results and discusses their interpretation.

Not Available

1991-11-01

333

Organizational Survey of the Naval Petroleum Reserve (NPR) in California  

SciTech Connect

At the request of the Department of Energy, an Organizational Survey (OS) was administered at the Naval Petroleum Reserve (NPR). The OS measured employees` opinions on subjects such as organizational culture, communication, commitment, group cohesion, coordination, safety, environmental issues, and job satisfaction. The result of this work was a quantitative measure of these variables at the NPR site. This report presents these results and discusses their interpretation.

Not Available

1991-11-01

334

Organizational Survey of the Naval Petroleum Reserve (NPR) in California  

SciTech Connect

At the request of the Department of Energy, an Organizational Survey (OS) was administered at the Naval Petroleum Reserve (NPR). The OS measured employees' opinions on subjects such as organizational culture, communication, commitment, group cohesion, coordination, safety, environmental issues, and job satisfaction. The result of this work was a quantitative measure of these variables at the NPR site. This report presents these results and discusses their interpretation.

Not Available

1991-11-01

335

Organizational cultural survey of the Stanford Linear Accelerator Center  

SciTech Connect

At the request of the Department of Energy, an Organizational Survey (OS) was administered at the Stanford Linear Accelerator Center (SLAC). The OS measured employees' opinions on subjects such as organizational culture, communication, commitment, group cohesion, coordination, safety, environmental issues, and job satisfaction. The result of this work was a quantitative measure of the notion of culture at the SLAC site. This report presents these results and discusses their interpretation.

Not Available

1991-11-01

336

An organizational survey of the Stanford Linear Accelerator Center  

SciTech Connect

At the request of the Department of Energy, an Organizational Survey (OS) was administered at the Stanford Accelerator Center (SLAC). The OS measured employees' opinions on subjects such as organizational culture, communication, commitment, group cohesion, coordination, safety, environmental issues, and job satisfaction. The result of this work was a quantitative measure of the notion of culture at the SLAC site. This report presents these results and discusses their interpretation.

Shurberg, D.A.; Haber, S.B.

1991-11-01

337

An organizational survey of the Stanford Linear Accelerator Center  

SciTech Connect

At the request of the Department of Energy, an Organizational Survey (OS) was administered at the Stanford Accelerator Center (SLAC). The OS measured employees` opinions on subjects such as organizational culture, communication, commitment, group cohesion, coordination, safety, environmental issues, and job satisfaction. The result of this work was a quantitative measure of the notion of culture at the SLAC site. This report presents these results and discusses their interpretation.

Shurberg, D.A.; Haber, S.B.

1991-11-01

338

The moderating effect of teamwork perceptions on the organizational politics--job satisfaction relationship.  

PubMed

By using regression analyses on data from 355 full-time employees of a customer-service organization in the eastern United States, the authors tested the hypothesis that perceptions of organizational politics are more strongly related to job dissatisfaction among individuals who perceive low levels of teamwork importance than among those who perceive high levels of teamwork importance. Hierarchical moderated regression analysis of the data revealed that the moderating effect of teamwork importance was most relevant at average-to-high levels of perceived politics. That finding supports the assertion that one way to address the negative impact of organizational politics is to try to ensure that employees value teamwork. PMID:11478575

Valle, M; Witt, L A

2001-06-01

339

Effects of perceived organisational support on participation in decision making, affective commitment and job satisfaction in lean production in Sri Lanka  

Microsoft Academic Search

Purpose – The purpose of this paper is to examine the moderating effect of perceived organisational support (POS) on the relationship between participation in decision making (PDM) and affective commitment, and PDM and job satisfaction in lean production in Sri Lanka. Design\\/methodology\\/approach – A random sample of 616 shop-floor employees engaged full-time in export-apparel manufacturing firms, which have implemented a

Dharmasri Wickramasinghe; Vathsala Wickramasinghe

2012-01-01

340

Interactive Effects of Work Group and Organizational Identification on Job Satisfaction and Extra-Role Behavior  

ERIC Educational Resources Information Center

Past research has focused on the differential relationships of organizational and work group identification with attitudes and behavior. However, no systematic effort has been undertaken yet to explore interactive effects "between" these foci of identification. We predicted that in cases of positive overlap of identifications (i.e. high work group…

van Dick, Rolf; van Knippenberg, Daan; Kerschreiter, Rudolf; Hertel, Guido; Wieseke, Jan

2008-01-01

341

The Moderating Effect of Teamwork Perceptions on the Organizational Politics-Job Satisfaction Relationship  

Microsoft Academic Search

By using regression analyses on data from 355 full-time employees of a customer-service organization in the eastern United States, the authors tested the hypothesis that perceptions of organizational politics are more strongly related to job dissatisfaction among individuals who perceive low levels of teamwork importance than among those who perceive high levels of teamwork importance. Hierarchical moderated regression analysis of

Matthew Valle; L. A. Witt

2001-01-01

342

Conflict Management Styles and Job Satisfaction by Organizational Level and Status in a Private University  

ERIC Educational Resources Information Center

Effective handling of conflict can result in effective teamwork and leadership, higher morale, increased productivity, satisfied customers, and satisfied employees. Ineffective conflict management styles in the workplace can lead to low levels of job satisfaction, resulting in high levels of turnover. Research indicates that the economic cost to…

Williams, Irene Ana

2011-01-01

343

The Cyclical Effect of Expatriate Satisfaction on Organizational Performance: The Role of Firm International Orientation.  

ERIC Educational Resources Information Center

Analysis of responses from 132 expatriates in Fortune 500 companies showed a direct positive relationship between their job satisfaction and the organization's performance. The relationship varies depending on the company's level of experience in a country and degree of internationalization. Expatriates' sharing of their learning experiences…

Downes, Meredith; Thomas, Anisya S.; McLarney, Carolan

2000-01-01

344

Work-family enrichment as a mediator between organizational interventions for work-life balance and job outcomes  

Microsoft Academic Search

Purpose – This paper aims to examine the role of work-family enrichment in the relationships between organizational interventions for work-life balance (job characteristics, work-life benefits and policies, supervisor support and work-family culture) and job outcomes (job satisfaction, affective commitment and organizational citizenship behaviour). It is hypothesized that organizational interventions for work-life balance will be positively related to job outcomes and

Rupashree Baral; Shivganesh Bhargava

2010-01-01

345

Are Chameleons Good Citizens? A Longitudinal Study of the Relationship Between Self-Monitoring and Organizational Citizenship Behavior  

Microsoft Academic Search

In this study the relationship between self-monitoring and organizational citizenship behavior (OCB) was examined longitudinally among professional and managerial employees of a federal government research laboratory. Supervisory ratings of subordinates' OCBs were collected and matched with 172 subordinates' self-ratings of self-monitoring, job satisfaction, organizational commitment, perceived organizational support, and perceptions of job characteristics. One year later, supervisory ratings of subordinates'

Gerald L. Blakely; Martha C. Andrews; Jack Fuller

2003-01-01

346

An Empirical Study of the Conceptualization of Overall Organizational Justice and Its Relationship with Psychological Empowerment, Organizational Commitment and Turnover Intention in Higher Education  

ERIC Educational Resources Information Center

Traditionally, organizational justice has been conceptualized by differentiating the construct into distributive, procedural and interactional justice. In recent years, some researchers have suggested that treating organizational justice as one concept may be a better approach, since the distributive, procedural and interactional justice have…

Tsai, Markus Chia-Han

2012-01-01

347

26 CFR 801.2 - Measuring organizational performance.  

Code of Federal Regulations, 2014 CFR

...BALANCED SYSTEM FOR MEASURING ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN THE INTERNAL REVENUE SERVICE...Thus, organizational measures of customer satisfaction, employee satisfaction, and business results (including quality...

2014-04-01

348

26 CFR 801.2 - Measuring organizational performance.  

Code of Federal Regulations, 2012 CFR

...BALANCED SYSTEM FOR MEASURING ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN THE INTERNAL REVENUE SERVICE...Thus, organizational measures of customer satisfaction, employee satisfaction, and business results (including quality...

2012-04-01

349

26 CFR 801.2 - Measuring organizational performance.  

Code of Federal Regulations, 2013 CFR

...BALANCED SYSTEM FOR MEASURING ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN THE INTERNAL REVENUE SERVICE...Thus, organizational measures of customer satisfaction, employee satisfaction, and business results (including quality...

2013-04-01

350

26 CFR 801.2 - Measuring organizational performance.  

Code of Federal Regulations, 2011 CFR

...BALANCED SYSTEM FOR MEASURING ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN THE INTERNAL REVENUE SERVICE...Thus, organizational measures of customer satisfaction, employee satisfaction, and business results (including quality...

2011-04-01

351

Prosocial organizational behaviors: The roles of workplace justice, achievement striving, and pay satisfaction  

Microsoft Academic Search

In this research, the roles of workplace justice, achievement striving behavior and pay satisfaction were used to predict prosocial behaviors. A total of 354 individuals from a consumer products company provided data for this research. Results suggest that achievement striving accounted for unique variance in in-role behavior. Perceived fairness in skill-based pay's certification process showed positive associations with extra-role and

Cynthia Lee

1995-01-01

352

The relationship between learning organization and organizational commitment among nursing managers in educational hospitals of Isfahan University of Medical Sciences in 2008-9  

PubMed Central

BACKGROUND: Old methods of administrating can’t cover the rapid changes of today. These changes redounded new organizations like learning organizations to be formed. The purpose of this research was to study the relationship between learning organization and organizational commitment among nursing managers. METHODS: This was a descriptive analytic survey. The population of study included 90 nursing managers of 9 educational hospitals. Data gathering was done via learning organizational (LO) and organizational commitment (OC) questionnaires. Data analysis was done using SPSS software. RESULTS: The mean score of LO was 56.9 ± 18.1 among nursing mangers, and the mean score of OC was 62.3 ± 10.1. In general, there was a significant relationship between LO and OC and there was a significant relationship between LO and job experience based on ANOVA test. CONCLUSIONS: In today’s changing environment of very rapid changes which have been seen in different areas of science and technology and the increasing complexity and dynamics of environmental factors, only organizations with active adaptation (dynamic equilibrium) can survive and remain capable of growth. This aim can be fulfilled just in learning organizations. PMID:21589785

Yaghoubi, Maryam; Raeisi, Ahmad Reza; Afshar, Mina; Yarmohammadian, Mohammad Hossein; Hasanzadeh, Akbar; Javadi, Marzi; Ansary, Maryam

2010-01-01

353

The Impact Assessment of Demographic Factors on Faculty Commitment in the Kingdom of Saudi Arabian Universities  

ERIC Educational Resources Information Center

Organizational commitment is perceived as an attitude of association to the organization by an employee, which leads to particular job-related behaviors such as work absenteeism, job satisfaction and turnover intensions. Turnover is the ratio of the number of workers that had to be replaced in a given time period to the average number of workers.…

Iqbal, Adnan; Kokash, Husam A.; Al-Oun, Salem

2011-01-01

354

Factors Affecting O.S.U. Extension Agents' Perceptions of Organizational Justice and Job Satisfaction: Critical Insights into Emerging Trends and Existing Policies in Extension Human Resource Management  

Microsoft Academic Search

This descriptive-correlational study investigated Ohio State University Extension county agents' perceptions of, and relationships between, organizational justice (including distributive, procedural, interactional, and systemic justice) and job satisfaction. The researchers used a census of O.S.U. Extension county agents and a mailed questionnaire to collect data from them in February 2002. The final response rate was 86%. The findings suggest that O.S.U.

Ryan J. Schmiesing; R. Dale Safrit; Joseph A. Gliem

355

Is patient satisfaction in primary care dependent on structural and organizational characteristics among providers? Findings based on data from the national patient survey in Sweden.  

PubMed

In parallel to market-like reforms in Swedish primary care, the gathering and compilation of comparative information about providers, for example through survey tools, has been improved. Such information is increasingly being used to guide individuals' choice of provider and payers' assessments of provider performance, often without critically reflecting about underlying factors affecting the results. The purpose of this study was to analyze variation in patient satisfaction, with respect to organizational and structural factors, including the mix of registered individuals, among primary care providers, based on information from a national patient survey in primary care and register data in three Swedish county councils. Systematic variation in patient satisfaction was found with respect to both organizational and structural factors, including characteristics of registered individuals. Smaller practices and practices where a high proportion of all visits were with a doctor were associated with higher patient satisfaction. Also practices where registered individuals had a low level of social deprivation and a high overall illness on average were associated with higher patient satisfaction. Factors that are of relevance for how well providers perform according to patient surveys are more or less possible to control for providers. This adds to the complexity for the use of such information by individuals and payers to assess provider performance. PMID:23040560

Glenngård, Anna H

2013-07-01

356

Variable effects of humor styles on organizational outcomes.  

PubMed

The relationship between individual humor styles and several organizational variables was investigated: stress, satisfaction with coworkers, team cooperation, and organizational commitment. Four humor styles from the Humor Styles Questionnaire were measured. Survey results of 349 participants indicated different humor styles (affiliative, self-enhancing, aggressive, and self-defeating) can have either a positive or negative effect on organizational outcomes. Results suggested that both researchers and practitioners can benefit from having a better understanding of how different humor styles affect people and outcomes in organizations. PMID:21675578

Romero, Eric J; Arendt, Lucy A

2011-04-01

357

The Effects of Lecturer Commitment on Student Perceptions of Teaching Quality and Student Satisfaction in Chinese Higher Education  

ERIC Educational Resources Information Center

Student satisfaction has become an important concept in higher education because students are paying higher tuition fees and increasingly seeing themselves as customers and because satisfaction is commonly used as an indicator of quality by quality assurance agencies and the compilers of rankings and league tables. In business organisations, it…

Xiao, Jian; Wilkins, Stephen

2015-01-01

358

The Relationship between Psychological Contract Breach and Organizational Commitment: Exchange Imbalance as a Moderator of the Mediating Role of Violation  

ERIC Educational Resources Information Center

This study tested the mediating role of violation in the relationship between breach and both affective and continuance commitment and the extent to which this mediating role is moderated by exchange imbalance amongst a sample of 103 sales personnel. Results suggest that violation mediated the relationship between breach and commitment. Also,…

Cassar, Vincent; Briner, Rob B.

2011-01-01

359

The Effects of Occupational Health and Safety Risk Factors on Job Satisfaction in Hotel Enterprises  

Microsoft Academic Search

Occupational health and safety risk factors can have direct or indirect effects on levels of organizational commitment, job satisfaction, and the job productivity of workers in service companies as well as other types of industries. In this paper, the effects of physical, biological, chemical and socio-psychological risk factors, related to occupational safety and health, encountered in hotel enterprises on job

Gonca Kilic; Murat Selim Selvi

2009-01-01

360

Organizational factors impacting on patient satisfaction: A cross sectional examination of service climate and linkages to nurses’ effort and performance  

Microsoft Academic Search

BackgroundPatient satisfaction is influenced by the setting in which patients are treated and the employees providing care. However, to date, limited research has explained how health care organizations or nurses influence patient satisfaction.

J. H. Greenslade; N. L. Jimmieson

2011-01-01

361

The Effects of Organizational Learning Culture and Job Satisfaction on Motivation to Transfer Learning and Turnover Intention  

ERIC Educational Resources Information Center

Although organizational learning theory and practice have been clarified by practitioners and scholars over the past several years, there is much to be explored regarding interactions between organizational learning culture and employee learning and performance outcomes. This study examined the relationship of organizational learning culture, job…

Egan, Toby Marshall; Yang, Baiyin; Bartlett, Kenneth R.

2004-01-01

362

The Organizational Social Context of Mental Health Medicaid Waiver Programs with Family Support Services: Implications for Research and Practice  

PubMed Central

Introduction Peer family support specialists (FSS) are parents with practical experience in navigating children’s mental health care systems who provide support, advocacy and guidance to the families of children who need mental health services. Their experience and training differ from those of formally trained mental health clinicians, creating potential conflicts in priorities and values between FSS and clinicians. We hypothesized that these differences could negatively affect the organizational cultures and climates of mental health clinics that employ both FSS and mental health clinicians, and lower the job satisfaction and organizational commitment of FSS. Method The Organizational Social Context (OSC) measure was administered on site to 209 FSS and clinicians in 21 mental health programs in New York State. The study compared the organizational-level culture and climate profiles of mental health clinics that employ both FSS and formally trained clinicians to national norms for child mental health clinics, assessed individual-level job satisfaction and organizational commitment as a function of job (FSS vs. clinician) and other individual-level and organizational-level characteristics, and tested whether FSS and clinicians’ job attitudes are differentially associated with organizational culture and climate. Results The programs’ organizational culture and climate profiles were not significantly different from national norms. Individual-level job satisfaction and organizational commitment were unrelated to position (FSS vs. clinician) or other individual-level and organizational-level characteristics except for culture and climate. Conclusions Organizational culture and climate are not related to the employment of FSS. Both FSS’ and clinicians’ individual-level work attitudes are associated similarly with organizational culture and climate. PMID:24065458

Glisson, Charles; Williams, Nathaniel J.; Green, Philip; Hemmelgarn, Anthony; Hoagwood, Kimberly

2013-01-01

363

Expectation Gaps, Job Satisfaction, and Organizational Commitment of Fresh Graduates: Roles of Graduates, Higher Learning Institutions and Employers  

ERIC Educational Resources Information Center

Purpose: The aim of this research is to attempt to reveal the difference between what fresh graduates expect and their actual experiences pertaining to the working environment. Design/methodology/approach: Using a set of self-administered questionnaires, data were collected from 128 graduates. They were asked to indicate their preferences on…

Jusoh, Mazuki; Simun, Maimun; Chong, Siong Choy

2011-01-01

364

The relationship between leader-member relations, job satisfaction and organizational commitment in international tourist hotels in Taiwan  

Microsoft Academic Search

The tourism industry is an indicator of the degree of internationalization and modernization of a country; and hotels are a key part in the tourism industry. According to studies on foreign tourists to Taiwan, expenses for international hotels make up the major portion of the tourists' total costs. Hence, international hotels play a significant role in the industry. The population

Shu-Hsien Liao; Da-Chian Hu; Hui-Ying Chung

2009-01-01

365

Quality of clinical supervision and counselor emotional exhaustion: The potential mediating roles of organizational and occupational commitment  

PubMed Central

Counselor emotional exhaustion has negative implications for treatment organizations as well as the health of counselors. Quality clinical supervision is protective against emotional exhaustion, but research on the mediating mechanisms between supervision and exhaustion is limited. Drawing upon data from 934 counselors affiliated with treatment programs in the National Institute on Drug Abuse’s Clinical Trials Network (CTN), this study examined commitment to the treatment organization and commitment to the counseling occupation as potential mediators of the relationship between quality clinical supervision and emotional exhaustion. The final ordinary least squares (OLS) regression model, which accounted for the nesting of counselors within treatment organizations, indicated that these two types of commitment were plausible mediators of the association between clinical supervision and exhaustion. Higher quality clinical supervision was strongly correlated with commitment to the treatment organization as well as commitment to the occupation of SUD counseling. These findings suggest that quality clinical supervision has the potential to yield important benefits for counselor well-being by strengthening ties to both their employing organization as well the larger treatment field, but longitudinal research is needed to establish these causal relationships. PMID:23312873

Knudsen, Hannah K.; Roman, Paul M.; Abraham, Amanda J.

2013-01-01

366

Organizational Systems Questionnaire (OSQ) Validity Study.  

PubMed

Marriage and family therapists (MFTs), who are trained in systems theory and consult with complex and difficult systems (e.g., couples and families), are uniquely suited to both assess and intervene in broader organizational systems. However, MFTs are in need of more systemically designed assessment tools to guide and inform their interventions with organizational systems. This study examined the construct and concurrent validity of the Organizational Systems Questionnaire (OSQ). The OSQ is designed to use a systemic framework to measure the construct of organizational functioning. Participants were simultaneously administered the Abridged Job Description Index, Organizational Commitment Questionnaire, Stress in General, and Communication Satisfaction Questionnaire scales along with the OSQ. The OSQ demonstrated good construct validity, factor analysis indicates it is measuring one global factor of organizational functioning, reliability was strong (alpha = .91), and it showed high levels of internal consistency. The OSQ also demonstrated positive concurrent validity with acceptable levels of correlation with the other organizational measures. Overall, the OSQ was found to be a useful and psychometrically sound single-factor measure of organizational functioning. PMID:17437456

Billings, James C; Kimball, Thomas G; Shumway, Sterling T; Korinek, Alan W

2007-04-01

367

Factors That Predict Organizational Commitment for Full-Time and Part-Time Faculty in Community Colleges across North Carolina  

ERIC Educational Resources Information Center

Organizational dependence on part-time employees is a relatively recent trend across the modern landscape of the American workforce and is especially apparent in higher education. At community colleges across the country, as well as in North Carolina, there is a substantial reliance on part-time faculty employment. This is common practice in order…

Engle, Deborah Lynn

2010-01-01

368

26 CFR 801.4 - Customer satisfaction measures.  

Code of Federal Regulations, 2013 CFR

... false Customer satisfaction measures. 801...ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN...801.4 Customer satisfaction measures. The...to measure customer satisfaction for a particular...organizational units, or employees within the IRS...

2013-04-01

369

26 CFR 801.4 - Customer satisfaction measures.  

Code of Federal Regulations, 2014 CFR

... false Customer satisfaction measures. 801...ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN...801.4 Customer satisfaction measures. The...to measure customer satisfaction for a particular...organizational units, or employees within the IRS...

2014-04-01

370

26 CFR 801.4 - Customer satisfaction measures.  

Code of Federal Regulations, 2012 CFR

... false Customer satisfaction measures. 801...ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN...801.4 Customer satisfaction measures. The...to measure customer satisfaction for a particular...organizational units, or employees within the IRS...

2012-04-01

371

26 CFR 801.4 - Customer satisfaction measures.  

Code of Federal Regulations, 2011 CFR

... false Customer satisfaction measures. 801...ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN...801.4 Customer satisfaction measures. The...to measure customer satisfaction for a particular...organizational units, or employees within the IRS...

2011-04-01

372

The linkage between employee and patient satisfaction in home healthcare.  

PubMed

Greater accountability for patient outcomes, reduced reimbursement, and a protracted nursing shortage have made employee and patient satisfaction results central performance metrics and strategic imperatives in healthcare. Key questions are whether the two interact and if so, how can that relationship be leveraged to obtain maximum gains in both employee and patient satisfaction. This article examines the experience of a large, nonprofit home care agency in exploring these issues. The agency found that organizational commitment to patient care and customer service are fundamental to patient satisfaction. The more employees perceived that the organization is focused on quality and customers, the more patient satisfaction increased. Among nurses, work-life balance, fair compensation, and regard for employees all influenced patient satisfaction. PMID:19350879

Rosati, Robert J; Marren, Joan M; Davin, Denise M; Morgan, Cynthia J

2009-01-01

373

Individual reactions to high involvement work processes: investigating the role of empowerment and perceived organizational support.  

PubMed

This study sought to understand how high involvement work processes (HIWP) are processed at the employee level. Using structural equation modeling techniques, the authors tested and supported a model in which psychological empowerment mediated the effects of HIWP on job satisfaction, organizational commitment, job performance, and job stress. Furthermore, perceived organizational support (POS) was hypothesized to moderate the relationships between empowerment and these outcomes. With exception for the empowerment-job satisfaction association, support was found for our predictions. Future directions for research and the practical implications of our findings for both employees and organizations are discussed. PMID:19331475

Butts, Marcus M; Vandenberg, Robert J; DeJoy, David M; Schaffer, Bryan S; Wilson, Mark G

2009-04-01

374

Alternative Models for Antecedents and Outcomes of Work Centrality and Job Satisfaction of High-Tech Personnel  

Microsoft Academic Search

Alternative causal models were developed,relating Work Centrality and Job Satisfaction toantecedents and outcomes. The antecedents examined weredemographics and need for achievement, and the outcomes included performance, wages, organizationalcommitment, and career planning. The models were testedusing data of Israeli high-tech personnel. Resultsindicated that organizational commitment, careerplanning, and wages were significantly affected by workcentrality, while performance was positively butnonsignificantly related to it.

Bilha Mannheim; Yehuda Baruch; Joseph Tal

1997-01-01

375

Perceptions of Retirement Affect Career Commitment: The Mediating Role of Retirement System Satisfaction for Two Teacher Age Groups  

ERIC Educational Resources Information Center

This study investigated a sample of California elementary, intermediate, and high school employed teachers (N = 247) to assess the effects of retirement perceptions on career commitment among teachers who are in different age groupings. Using path analysis, the influence of five retirement perceptions variables was examined: concerns about…

Smith, Justin L.; Conley, Sharon; You, Sukkyung

2015-01-01

376

Students' Instructional Dissent and Relationships with Faculty Members' Burnout, Commitment, Satisfaction, and Efficacy  

ERIC Educational Resources Information Center

Extending research on instructional dissent beyond student reports, this study examined the potential for students' expressed dissent to have deleterious effects on faculty members. Instructors (N = 113) completed surveys about students' instructional dissent regarding their classes and reported their own burnout, commitment,…

Frisby, Brandi N.; Goodboy, Alan K.; Buckner, Marjorie M.

2015-01-01

377

Moderators of the relationships between coworkers' organizational citizenship behavior and fellow employees' attitudes.  

PubMed

The authors developed and tested the prediction that the relationship hetween coworkers' organizational citizenship behaviors (OCBs) and fellow employees' attitudes depends on the supervisors' abusiveness. Results of a longitudinal study using data collected from 173 supervised employees at 2 points in time (separated by 7 months) suggested that coworkers' OCB was positively related to fellow employees' job satisfaction and affective commitment when abusive supervision was low. However, when abusive supervision was high, coworkers' OCB was negatively related to job satisfaction and was unrelated to organizational commitment. The results of a 2nd study were consistent with the idea that the attributions employees make for their coworkers' OCB explains the moderating effect of abusive supervision on the relationship between coworkers' OCB and job satisfaction. PMID:15161405

Tepper, Bennett J; Duffy, Michelle K; Hoobler, Jenny; Ensley, Michael D

2004-06-01

378

Predicting Burnout and Job Satisfaction in Workplace Counselors: The Influence of Role Stressors, Job Challenge, and Organizational Knowledge  

ERIC Educational Resources Information Center

The present study examines the antecedents of burnout and job satisfaction among counselors employed in workplace settings. Workplace counselors face the unique demands of managing dual client relationships (individual and organization) within the counseling setting. Antecedents of the job-related outcomes of burnout and satisfaction are likely to…

Kirk-Brown, Andrea; Wallace, Debra

2004-01-01

379

An organizational survey of the Strategic Petroleum Reserve  

SciTech Connect

At the request of the management of the Strategic Petroleum Reserve (SPR), an Organizational Survey (OS), identical to the one that has been used prior to Tiger Team Assessments at other Department Energy facilities, was administered at SPR independent of a Tiger Team Assessment. The OS measured employees` opinions on subjects such as organizational culture, communication, commitment, group cohesion, coordination, safety, environmental issues, and job satisfaction. The result of this work was a quantitative measure of these variables at the SPR site. SPR management intends to utilize these results in their self-assessment process in preparation for an upcoming Tiger Team Assessment. This report presents these results and discusses their interpretation.

Shurberg, D.A.; Haber, S.B.

1992-01-01

380

An organizational survey of the Strategic Petroleum Reserve. [Organizational survey in preparation for an upcoming Tiger Team Assessment  

SciTech Connect

At the request of the management of the Strategic Petroleum Reserve (SPR), an Organizational Survey (OS), identical to the one that has been used prior to Tiger Team Assessments at other Department Energy facilities, was administered at SPR independent of a Tiger Team Assessment. The OS measured employees' opinions on subjects such as organizational culture, communication, commitment, group cohesion, coordination, safety, environmental issues, and job satisfaction. The result of this work was a quantitative measure of these variables at the SPR site. SPR management intends to utilize these results in their self-assessment process in preparation for an upcoming Tiger Team Assessment. This report presents these results and discusses their interpretation.

Shurberg, D.A.; Haber, S.B.

1992-01-01

381

Organizational Cultural Assessment of the Energy Technology Engineering Center  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Energy Technology Engineering Center (ETEC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communication, employee commitment to ETEC, work group cohesion, coordination of work, environmental, safety and health concerns, hazardous nature of work, and overall job satisfaction. A description of each of the scales used to assess these subjects is discussed below. The primary purpose of administering the survey was to attempt to measure, in a more quantitative and objective way the notion of organizational culture,'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. This document describes the results of this survey. 9 refs., 22 figs., 7 tabs.

Not Available

1991-04-01

382

Organizational cultural assessment of the Sandia National Laboratories  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Sandia National Laboratories (SNL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety, and overall job satisfaction. The purpose of the OCS is to measure in a quantitative and objective way the values, attitudes, and beliefs of the individuals working within the organization. The OCS administration at SNL was the fifth to occur at a DOE facility. The sample was randomly selected from each Vice Presidency group, the largest organizational unit at SNL. Scores and significance are discussed and statistically significant differences between groups are identified and discussed.

Not Available

1991-05-01

383

Faculty Satisfaction in Academic Medicine.  

ERIC Educational Resources Information Center

Describes the challenges and elements of satisfaction in academic medicine. Proposes a model of academic faculty satisfaction which postulates that organizational, job-related, and personal factors combine to develop self-knowledge, social knowledge, and satisfaction with outcomes of productivity, retention, and learner-patient satisfaction. (DB)

Nyquist, Julie G.; Hitchcock, Maurice A.; Teherani, Arianne

2000-01-01

384

Internal Communication and Job Satisfaction Revisited: The Impact of Organizational Trust and Influence on Commercial Bank Supervisors.  

ERIC Educational Resources Information Center

Using H. Dennis' (1974) five-factor communication climate construct framework as a predictor variable, a study investigated the relationship between perceptions of communication climate and job satisfaction of supervisory employees in the banking industry. A systematic random sample was drawn from 68 commercial banks in Orange County, California,…

Pincus, J. David; And Others

385

The Importance of Teachers' Perceived Organizational Support to Job Satisfaction: What's Empowerment Got to Do with It?  

ERIC Educational Resources Information Center

Purpose: The paper aims to investigate the mediating effect of teacher empowerment on the relationship between teachers' perception of their school support and their intrinsic and extrinsic job satisfaction. Design/methodology/approach: Data were collected from a sample of 2,565 teachers affiliated with 153 Israeli elementary schools. A path…

Bogler, Ronit; Nir, Adam E.

2012-01-01

386

Building employee commitment in the hospitality industry  

Microsoft Academic Search

Purpose – Employee turnover has lately considerably increased in the Lithuanian hospitality industry. Given the fact that organizational commitment is negatively related to employee turnover, the research aim is to determine the level of employee organizational commitment as well as their empowerment, which can be viewed as a possible means of stimulating employee commitment, as well as the interrelationship between

Ruta Kazlauskaite; Ilona Buciuniene; Linas Turauskas

2006-01-01

387

Corporate social responsibility as a source of employee satisfaction  

E-print Network

S. J. (1986). Prosocial organizational behaviors. Academy ofOrganizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior.

Bauman, Christopher W.; Skitka, Linda J.

2012-01-01

388

Commitment to company and union: Parallel models  

Microsoft Academic Search

Parallel models of commitment to company and commitment to union were tested with 16 employees of the transportation department of a unionized metropolitan newspaper. In addition to the commitment measures, Ss completed segments of the Job Diagnostic Survey and instruments assessing job stress, perceived pay equity, and social involvement. Results indicate that an organizational-commitment model is less successful in predicting

Cynthia V. Fukami; Erik W. Larson

1984-01-01

389

An Organizational Cultural Assessment of the Morgantown Energy Technology Center  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Morgantown Energy Technology Center (METC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCA also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. 9 refs., 33 figs., 6 tabs.

Crouch, D.A.; Haber, S.B.

1991-06-01

390

Organizational Cultural Assessment of the Morgantown Energy Technology Center  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Morgantown Energy Technology Center (METC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture; '' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCA also provides a descriptive profile of the organization at one point in time that can than be compared to a profile taken at a different point in time to assess changes in the culture of the organization. 9 refs., 33 figs., 6 tabs.

Not Available

1991-06-01

391

Job Satisfaction: A Case Study  

Microsoft Academic Search

Job satisfaction is one of the most important concepts in the study of organizational behavior along with absenteeism, productivity, and turnover. Many researchers and industrial psychologists are interested in finding factors that increase job satisfaction because it is related to job behaviors like performance and accidents. This project studies the determinants of job satisfaction at Occidental College. I surveyed 59

Lina Zeng

2001-01-01

392

Generational differences of the frontline nursing workforce in relation to job satisfaction: what does the literature reveal?  

PubMed

The job satisfaction of registered nurses has been found to be associated with retention, organizational commitment, workforce safety, and cost savings to health care organizations. Satisfaction of the workforce is vital because nursing turnover can be detrimental for a labor force that is growing older. However, the summation of the most important variables that are linked to job satisfaction has been difficult to discern in part because the workforce includes 3 main generations (ie, Baby Boomers, Gen Xers, and Millennials) with unique work values that drive their job satisfiers. This article provides a review of existing literature to examine the differences in variables that are linked to job satisfaction that exist between the generational cohorts. Differences in stress sources, need for work-life balance, and compensation are discussed. The knowledge about generationally driven variables that influence job satisfaction can help managers develop strategies to maintain a diverse nursing workforce. PMID:24168868

Saber, Deborah A

2013-01-01

393

The effects of corporate social responsibility on employees' affective commitment: a cross-cultural investigation.  

PubMed

This study investigated the moderating effects of several Global Leadership and Organizational Behavior Effectiveness (GLOBE) cultural value dimensions on the relationship between employees' perceptions of their organization's social responsibility and their affective organizational commitment. Based on data from a sample of 1,084 employees from 17 countries, results showed that perceived corporate social responsibility (CSR) was positively related to employees' affective commitment (AC), after controlling for individual job satisfaction and gender as well as for nation-level differences in unemployment rates. In addition, several GLOBE value dimensions moderated the effects of CSR on AC. In particular, perceptions of CSR were more positively related to AC in cultures higher in humane orientation, institutional collectivism, ingroup collectivism, and future orientation and in cultures lower in power distance. Implications for future CSR research and cross-cultural human resources management are discussed. PMID:23067337

Mueller, Karsten; Hattrup, Kate; Spiess, Sven-Oliver; Lin-Hi, Nick

2012-11-01

394

Your Place or Mine? Organizational Identification and Comfort as Mediators of Relationships Between the Managerial Control of Workspace and Employees' Satisfaction and Well-being  

Microsoft Academic Search

A large body of management and design literature argues that organizational outcomes can be enhanced either by strict managerial control or by managerial enrichment of office space. An alternative model, derived from the social identity approach to organizational life, argues that because they fail to empower workers both strategies are likely to compromise employees' organizational identification and should therefore be

Craig Knight; S. Alexander Haslam

2010-01-01

395

An Exploration of the Impact of Employee Job Satisfaction, Affect, Job Performance, and Organizational Financial Performance: A Review of the Literature  

ERIC Educational Resources Information Center

Extensive research has explored job satisfaction, job performance, and the financial performance of organizations. Job satisfaction and job performance have been explored separately and collectively. However, scholars only have begun to explore the relationship between employee job satisfaction and financial performance of organization. This paper…

Reio, Thomas G., Jr.; Kidd, Cathy A.

2006-01-01

396

Commitment in the workplace: toward a general model  

Microsoft Academic Search

It is now well recognized that employees can develop multiple work-relevant commitments, and that commitment itself is a multidimensional construct. Unfortunately, there remains considerable disagreement, both within and across work commitment literatures (e.g., organizational, occupational, union), about what commitment is, its dimensionality, how it develops, and how it affects behavior. We argue that commitment should have a “core essence” regardless

John P Meyer; Lynne Herscovitch

2001-01-01

397

Do your commitments match your convictions?  

PubMed

How many of us keep pace day to day, up-holding our obligations to our bosses, families, and the community, even as our overall satisfaction with work and quality of life decline? And yet, our common response to the situation is: "I'm too busy to do anything about it now." Unfortunately, unless a personal or professional crisis strikes, very few of us step back, take stock of our day-to-day actions, and make a change. In this article, London Business School strategy professors Donald Sull and Dominic Houlder examine the reasons why a gap often exists between the things we value most and the ways we actually spend our time, money, and attention. They also suggest a practical approach to managing the gap. The framework they propose is based on their study of organizational commitments--the investments, promises, and contracts made today that bind companies to a future course of action. Such commitments can prevent organizations from responding effectively to change. A similar logic applies to personal commitments--the day-to-day decisions we make about how we allocate our precious resources. These decisions are individually small and, therefore, easy to lose sight of. When we do, a gap can develop between our commitments and our convictions. Sull and Houlder make no value judgments about the content of personal commitments; they've devised a somewhat dispassionate tool to help you take a thorough inventory of what matters to you most. It involves listing your most important values and assigning to each a percentage of your annual salary, the hours out of your week, and the amount of energy you devote. Using this exercise, you should be able to identify big gaps--stated values that receive little or none of your scarce resources or a single value that sucks a disproportionate share of resources--and change your allocations accordingly. PMID:15697116

Sull, Donald N; Houlder, Dominic

2005-01-01

398

Teacher team commitment, teamwork and trust: exploring associations  

Microsoft Academic Search

Purpose – To investigate relationships between teamwork, trust and teacher team commitment. Design\\/methodology\\/approach – Research has confirmed the value-added effects of organizational commitment in terms of job performance, organizational effectiveness, and employee retention. This study focused on teacher teams as the unit of analysis, and posited associations between teamwork, viewed as team skills, trust and teacher team commitment. Data were

Sungmin Park; Alan B. Henkin; Robert Egley

2005-01-01

399

Professionalism as a Form of Work Commitment.  

ERIC Educational Resources Information Center

Evaluated concept of professionalism as a form of work commitment using a modified version of Hall's (1968) multidimensional measure of professionalism on 325 accountants in public practice. Examined three forms of work commitment--job involvement, organizational commitment, and work ethic endorsement--and four professional behaviors. Suggests the…

Morrow, Paula C.; Goetz, Joe F., Jr.

1988-01-01

400

An International Comparison of the Effects of HRM Practices and Organizational Commitment on Quality of Job Performances among European University Employees  

ERIC Educational Resources Information Center

Societal developments have forced universities all over Europe to replace their "professional" strategies, structures, and values by organizational characteristics that could be stereotyped as "private sector" features. This trend is known as "managerialism". Since university employees generally stick to professional values, a conflict may emerge…

Smeenk, Sanne; Teelken, Christine; Eisinga, Rob; Doorewaard, Hans

2008-01-01

401

Work Values and Service-Oriented Organizational Citizenship Behaviors: The Mediation of Psychological Contract and Professional Commitment: A Case of Students in Taiwan Police College  

ERIC Educational Resources Information Center

Public security, traffic management and service for the people are the three major functions of policing. To assure the quality of police service, which is contingent on the people who render the service, has become the core of policing. This study aims to investigate the relationship between work values and service-oriented organizational

Chen, Chun-hsi Vivian; Kao, Rui Hsin

2012-01-01

402

Awareness of Stress-reduction Interventions: The Impact on Employees' Well-being and Organizational Attitudes.  

PubMed

Employing the social-exchange theoretical framework, we examined the effect of employees' awareness of stress-reduction interventions on their levels of psychological strain, job satisfaction, organizational commitment, perceptions of senior management trustworthiness and procedural justice. We present longitudinal panel data from 869 employees who completed questionnaires at two time points at 13 Australian universities. Our results show that employees who reported an awareness of stress-reduction interventions undertaken at their university scored lower on psychological strain and higher on job satisfaction and commitment than those who were unaware of the interventions. The results suggest that simply the awareness of stress interventions can be linked to positive employee outcomes. The study further revealed that senior management trustworthiness and procedural justice mediate the relationship between awareness and employee outcomes. Copyright © 2014 John Wiley & Sons, Ltd. PMID:25066108

Pignata, Silvia; Boyd, Carolyn; Gillespie, Nicole; Provis, Christopher; Winefield, Anthony H

2014-07-28

403

An organizational survey of the Pittsburgh Energy Technology Center  

SciTech Connect

An Organizational Survey (OS) was administrated at the Pittsburgh Energy Technology Center (PETC) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of ``culture``; that is, the values attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization.

Stock, D.A.; Shurberg, D.A.; Haber, S.B.

1991-09-01

404

An organizational survey of the Pittsburgh Energy Technology Center  

SciTech Connect

An Organizational Survey (OS) was administrated at the Pittsburgh Energy Technology Center (PETC) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of culture''; that is, the values attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization.

Stock, D.A.; Shurberg, D.A.; Haber, S.B.

1991-09-01

405

Impact of yoga way of life on organizational performance  

PubMed Central

Background: Organizational performance can be attributed to a number of factors. However, there are certain organizational factors, the presence or absence of which can determine the success or failure of the organization. There are different ways in which organizations try to improve their performance by working on such factors. In the research presented in this article, an attempt is made to find out whether adoption of the Yoga Way of Life by managers can have a positive impact on such organizational performance indicators. Aims: To measure effect of yoga way of life on five different indicators through an empirical study. Materials and Methods: The five indicators are job satisfaction, job involvement, goal orientation, affective organizational commitment and organizational citizenship behavior. Statistics Analysis: Pre- and post-data was measured using self-reported questionnaire. Independent T-test (Paired) and Pearson’s correlation test were conducted using SPSS. Results and Conclusion: The results of the study show that Yoga has a significant positive impact on four out of five of these indicators. Only job involvement does not show significant improvement. The construct used for measuring job involvement had a Chronbach alpha of 0.613, which is an indicator of moderate reliability, which could be the main reason for not getting positive result. PMID:21170231

Adhia, Hasmukh; Nagendra, HR; Mahadevan, B

2010-01-01

406

Organizational Cultural Assessment of the Princeton Plasma Physics Laboratory  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Princeton Plasma Physics Laboratory (PPPL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communication, employee commitment to PPPL, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, and overall job satisfaction. A description of each of the scales used to assess these subjects is discussed below. The primary purpose of administering the survey was to attempt to measure, in a more quantitative and objective way the notion of organizational culture,'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. In addition, by conducting a survey, a broad sampling of the individuals in the organization can be obtained. Finally, the OCS provides a descriptive profile of the organization at one point in time. This profile can then be used as a baselines point against which comparisons of other points in time can be made. Such comparisons may prove valuable and would help to assess changes in the organizational culture. Comparisons of the profiles can also be made across similar facilities. 9 refs., 27 figs., 8 tabs.

Not Available

1991-03-01

407

Work Values and Service-Oriented Organizational Citizenship Behaviors: The Mediation of Psychological Contract and Professional Commitment: A Case of Students in Taiwan Police College  

Microsoft Academic Search

Public security, traffic management and service for the people are the three major functions of policing. To assure the quality\\u000a of police service, which is contingent on the people who render the service, has become the core of policing. This study aims\\u000a to investigate the relationship between work values and service-oriented organizational citizenship behaviors with Taiwan\\u000a Police College’s students as

Chun-hsi Vivian Chen; Rui Hsin Kao

2012-01-01

408

Sustainability Commitments Commitment  

E-print Network

transit, carpooling and alternative fuel vehicle use among students, faculty, and staff to commute miles occurring by these alternative means. The plan will also transition all IIT campus vehicles ASHRAE and IEEE standards for indoor environmental quality. Energy Commitment: On a fully sustainable

Heller, Barbara

409

The Relationship between the Three Components of Commitment and Employee Performance in China.  

ERIC Educational Resources Information Center

A three-component organizational commitment model was tested with 253 Chinese supervisor/supervisee dyads. Confirmatory factor analyses indicated that affective commitment (AC) related positively to in-role performance and organizational citizenship behavior (OCB); continuance commitment correlated negatively with OCB. Normative commitment

Chen, Zhen Xiong; Francesco, Anne Marie

2003-01-01

410

Enhancing Organizational Goal Congruence: A Solution to Organizational Politics  

Microsoft Academic Search

Results of moderated multiple regression analyses on data collected from 979 workers in 5 organizations confirmed the hypothesis that supervisor–subordinate goal congruence would moderate the relationship between organizational politics and organizational commitment. Similar analyses on data collected from 366 workers in 2 of those organizations provided partial support for the second hypothesis that goal congruence would also moderate the relationship

L. A. Witt

1998-01-01

411

Business Performance, Employee Satisfaction, and Leadership Practices.  

ERIC Educational Resources Information Center

The difficulty in finding a relationship between employee satisfaction and business performance results from how satisfaction is defined. A survey of 2000 employees determined that organizations, regardless of industry, could improve organizational performance by improving employee work unit satisfaction and that the work unit leader's actions may…

Lashbrook, William B.

1997-01-01

412

Linking Adult Attachment Styles to Relationship Satisfaction in Hong Kong and the United States: The Mediating Role of Personal and Structural Commitment  

Microsoft Academic Search

Maintaining a satisfying heterosexual relationship is important to many individuals’ happiness and physical health. Evolutionary\\u000a theories on the formation of relationships suggest that adult attachment and relationship commitment are universal mechanisms\\u000a for securing and maintaining such mating relationships. This study sought to understand how these two mechanisms may link\\u000a to each other and how they in turn contribute to relationship

Man Yee Ho; Sylvia Xiaohua Chen; Michael Harris Bond; Chin Ming Hui; Clare Chan; Michael Friedman

2012-01-01

413

Commitment Profiles: The Configural Effect of the Forms and Foci of Commitment on Work Outcomes  

ERIC Educational Resources Information Center

This study is based upon the conceptual linking of the multidimensional and multi-focal nature of work-related commitment. The main aims of our study were to create, through K-means cluster analysis, commitment profiles based on the three components of organizational and occupational commitment, and to examine their joint effect on key work…

Tsoumbris, Petros; Xenikou, Athena

2010-01-01

414

26 CFR 801.2 - Measuring organizational performance.  

Code of Federal Regulations, 2010 CFR

...Chief Financial Officers Act of 1990 (Public Law 101-576, 108 Stat. 2838). Thus, organizational measures of customer satisfaction, employee satisfaction, and business results (including quality and quantity measures as described in §...

2010-04-01

415

Typology of Organisational Commitment  

Microsoft Academic Search

This paper presents a contemporary review of the term commitment from an organisational perspective. The paper highlights the typology of employee commitment and of organisational commitment. Organisational commitment is a subset of employee commitment, which is comprised of work commitment, career commitment and organisational commitment. Organisational commitment, in turn, can be subdivided into affective commitment, continuance commitment and normative commitment.

Rajendran Muthuveloo; Raduan Che Rose

2005-01-01

416

17 CFR 300.400 - Satisfaction of customer claims for standardized options.  

Code of Federal Regulations, 2010 CFR

...2010-04-01 false Satisfaction of customer claims for standardized...Commitments § 300.400 Satisfaction of customer claims for standardized...delivered to or on behalf of customers in satisfaction of claims pursuant to...

2010-04-01

417

Values, commitment, and OCB among Chinese employees  

Microsoft Academic Search

This study examines relationships and interactions between (1) individual values, (2) organizational and occupational commitment, and (3) organizational citizenship behavior (OCB) and in-role performance in a sample of 166 employees working for a public organization in northern China. The results show several differences between the Chinese employees and previously studied Western samples, some of them expected and others surprising. Among

Ying Liu; Aaron Cohen

2010-01-01

418

Teacher Team Commitment, Teamwork and Trust: Exploring Associations  

ERIC Educational Resources Information Center

Purpose: To investigate relationships between teamwork, trust and teacher team commitment. Design/methodology/approach: Research has confirmed the value-added effects of organizational commitment in terms of job performance, organizational effectiveness, and employee retention. This study focused on teacher teams as the unit of analysis, and…

Park, Sungmin; Henkin, Alan B.; Egley, Robert

2005-01-01

419

WORKING PAPER N 2011 -06 The organisational commitment of  

E-print Network

International Conference on Labor Market and the Household (Turin) and the Job Satisfaction Revisited conference consider below will indeed show that worker commitment and job satisfaction are not synonyms-section ISSP data from 1997 and 2005 to consider three of measures of worker commitment. There are enormous

Paris-Sud XI, Université de

420

Effects of war exposure on air force personnel's mental health, job burnout and other organizational related outcomes.  

PubMed

Longitudinal data from a stratified representative sample of U.S. Air Force personnel (N = 1009) deployed to the wars in Iraq, Afghanistan, and other locations were analyzed in this study. Using structural equation models, we examined the effects of war exposure on traumatic experiences, Post Traumatic Stress (PTS) symptoms, resource loss, and on subsequent functioning, perceived health, and on job and organizationally relevant outcomes. The job and organizational outcomes included job burnout, job involvement, job strain, job satisfaction, work-family conflict, organizational commitment, deployment readiness, and intention to reenlist. We found that deployment to the theater of the war increased risk of exposure to trauma, which in turn, predicted elevated PTS symptoms and resource loss. PTS symptoms predicted later loss of resources and deterioration in perceived health and functioning. In turn, resource loss predicted negative job and organizational outcomes. Exposure to trauma fully mediated the effects of deployment to the theater of war on PTS symptoms and resource loss and had additional significant indirect effects on several job and organizational relevant outcomes. For returning veterans, deployment to the theater of war, exposure to trauma, PTS symptoms, and resource loss represents a "cascading" chain of events that over time results in a decline of health and functioning as well as in adverse job and organizationally relevant outcomes that may affect organizational effectiveness. PMID:21280941

Vinokur, Amiram D; Pierce, Penny F; Lewandowski-Romps, Lisa; Hobfoll, Stevan E; Galea, Sandro

2011-01-01

421

Effects of war exposure on Air Force personnel’s mental health, job burnout and other organizational related outcomes  

PubMed Central

Longitudinal data from a stratified representative sample of U.S. Air Force personnel (N = 1009) deployed to the wars in Iraq, Afghanistan, and other locations were analyzed in this study. Using structural equation models, we examined the effects of war exposure on traumatic experiences, Post Traumatic Stress (PTS) symptoms, resource loss, and on subsequent functioning, perceived health, and on job and organizationally relevant outcomes. The job and organizational outcomes included job burnout, job involvement, job strain, job satisfaction, work-family conflict, organizational commitment, deployment readiness, and intention to reenlist. We found that deployment to the theater of the war increased risk of exposure to trauma, which in turn, predicted elevated PTS symptoms and resource loss. PTS symptoms predicted later loss of resources and deterioration in perceived health and functioning. In turn, resource loss predicted negative job and organizational outcomes. Exposure to trauma fully mediated the effects of deployment to the theater of war on PTS symptoms and resource loss and had additional significant indirect effects on several job and organizational relevant outcomes. For returning veterans, deployment to the theater of war, exposure to trauma, PTS symptoms, and resource loss represents a ‘cascading’ chain of events that over time results in a decline of health and functioning as well as in adverse job and organizationally relevant outcomes that may affect organizational effectiveness. PMID:21280941

Vinokur, Amiram D.; Pierce, Penny F.; Lewandowski-Romps, Lisa; Hobfoll, Stevan E.; Galea, Sandro

2011-01-01

422

Workplace Commitment: A Conceptual Model Developed from Integrative Review of the Research  

ERIC Educational Resources Information Center

This article investigates the previous research and theories of workplace commitment using content analysis and concept mapping. It provides a conceptual model of workplace commitment, integrating the literature on organizational commitment, occupational/career commitment, and individual commitment. The significance of this article lies in the…

Fornes, Sandra L.; Rocco, Tonette S.; Wollard, Karen K.

2008-01-01

423

An organizational cultural assessment of Lawrence Berkeley Laboratory  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Lawrence Berkeley Laboratory (LBL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the OCS through highly developed and validated scales that have been administered in many different types of organizations. Some of the issues, especially the questions on environmental concerns, are newly developed and are still being modified. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can than be compared to a profile taken at a different point in time to assess changes in the culture of the organization. All data from the OCS is presented in group summaries, by division, managerial level, and job classification. Statistically significant differences between groups are identified and discussed. The organizational profile which emerges from the results of the LBL samples is a positive one. The overall cultural style is best described as a constructive one, with high mean scores on the Humanistic, Affiliative, Achievement and Self-actualizing Scales. Four aspects to the communication process were assessed in this OCS; Trust, Accuracy, Interaction and Satisfaction. 9 refs., 57 figs., 6 tabs.

Haber, S.B.; Crouch, D.A.

1991-02-15

424

Practitioner Organizational  

E-print Network

Academic­ Practitioner Exchange: Organizational Culture Matthew Dull is an assistant professor professionalism. E-mail: mdull@vt.edu Academic­Practitioner Exchange: Organizational Culture 857 Matthew Dull Virginia Tech Leadership and Organizational Culture: Sustaining Dialogue between Practitioners and Scholars

Buehrer, R. Michael

425

A comparison of the relationship of commitment to turnover in recent hires and tenured employees  

Microsoft Academic Search

Hypothesized that tenure in the organization moderates the relationship between organizational commitment and turnover. 209 nurses (mean age 36 yrs) were surveyed about moral commitment and organizational tenure, and 9 mo later information about organization staying or leaving by Ss was obtained from participating institutions. Results show no relationship between commitment and turnover with Ss who had been employed less

James D. Werbel; Sam Gould

1984-01-01

426

Essays in economics: 1. Pre-committed government spending and partisan politics. 2. Investment in energy efficiency: Do the characteristics of firms matter? 3. Information processing and organizational structure  

NASA Astrophysics Data System (ADS)

1. Spending commitments requiring future outlays are important for understanding partisan politics because they prevent a conservative government from scaling back spending programs. In a one-government-good model, a "stubborn liberal" policy maker can use precommitted spending to prevent a later conservative government from imposing spending cuts. In a model where parties differ about spending priorities, re-election uncertainty creates a bias towards higher government spending and higher taxes. 2. The literature on energy efficiency provides examples of profitable technologies that are not universally adopted. Theory indicates that firms should undertake all investments with a positive net present value, and that the discount rate for computing the present value of a project should be the return available on other projects in the same risk class, not on characteristics of the firm. This model is tested by examining whether firms' characteristics influence their decision to join the Environmental Protection Agency's Green Lights program. A discrete choice regression is estimated over a sample of participating and non-participating firms. Missing values in the data matrix are replaced with multiple imputations using the EM algorithm. The results show that: (1) substantial improvements in the power of hypothesis tests can be achieved through imputation of missing data, and (2) characteristics of firms do affect their decision to join Green Lights. 3. Standard theories of the firm stress profit maximization as the foundation for derivation of predictable behavior. Yet evidence continues to accumulate that firms do not act as required by the neoclassical framework. Instead of being represented by ever more elaborate maximization models, the firm can be modeled simply as a network of information-processing agents. The actions of the firm are then a function only of the network structure and the information-processing capabilities of the agents. This approach can be used to explain a number of features of organizational behavior. It also suggests that derivation of the optimal organizational structure may be computationally complex, with a number of implications for economic theory and policy development.

Watkins, William Edward, Jr.

427

Job satisfaction: what is its true meaning in Greater China?  

Microsoft Academic Search

Purpose – Previously, researchers have performed studies on job satisfaction and organizational behavior outcomes in Western contexts. The purpose of this paper is to explore whether economic prosperity or cultural perspective may explain why job satisfaction may not be an effective predictor of organizational outcomes in Greater China. Researchers need more empirical evidence to understand the nature of the relationship

Yong Han; Nada K. Kakabadse

2009-01-01

428

The Impact of Trust on Organization Commitment  

NASA Technical Reports Server (NTRS)

As the global economy continues to spawn competitive forces, organizations have sought to become more competitive by cutting costs, eliminating non-value added work, and using more automation. Jobs have become broader and more flexible leading to a leaner workforce with higher-level knowledge and skills and more responsibility for day-to-day decisions. More than ever, organizations depend on employees as the innovators and designers of products and processes and as a source of strategic advantage. Therefore employee commitment among knowledge workers is needed to maintain organizational viability. It would seem that stronger relationships due to greater dependency, involvement, and investment would develop between employers and high-technology workers resulting in more committed employees. However, the opposite has been evidenced as key knowledge workers are changing jobs frequently. This may be due to a perceived lack of commitment by management to its employees. The notion of exchange may dominate the development of organizational commitment whereby an individual decides what to give a firm (commitment, extra effort, better performance, etc.) based on what the firm gives them (e.g., trust and security). It is the relationship between an employee's organizational commitment and the responding level of trust in the organization that is examined in this paper. An experiment is described that will seek to identify this relationship. Preliminary results are expected to show a positive relationship whereby employee commitment is positively correlated with organizational trust.

Robinson, Kimberly; Stinson, Thomas N. (Technical Monitor)

2002-01-01

429

Managing and facilitating innovation and nurse satisfaction.  

PubMed

Behaviors and actions that foster innovation are complementary to those associated with managing and facilitating nurse satisfaction. These include creating an organizational climate that encourages the generation, sharing, and implementation of new ideas; managing with the skills to hire and retain competent and creative individuals; and establishing the infrastructure and processes to recognize and embed best and promising practices into the organization. The ability to innovate and to manage and facilitate nurse satisfaction is a necessary competency for organizational success. PMID:19893447

Weston, Marla J

2009-01-01

430

GIVING COMMITMENT: EMPLOYEE SUPPORT PROGRAMS AND THE PROSOCIAL SENSEMAKING PROCESS  

Microsoft Academic Search

Researchers have assumed that employee support programs cultivate affective organ- izational commitment by enabling employees to receive support. Using multimethod data from a Fortune 500 retail company, we propose that these programs also strengthen commitment by enabling employees to give support. We find that giving strengthens affective organizational commitment through a \\

ADAM M. GRANT; JANE E. DUTTON; BRENT D. ROSSO

2008-01-01

431

Organizational Wellness Programs: A Meta-Analysis  

Microsoft Academic Search

Organizational wellness programs are on or off-site services sponsored by organizations which attempt to promote good health or to identify and correct potential health related problems (Wolfe, Parker, & Napier, 1994). The authors conducted a meta-analysis on studies that examined the effects of participation in an organizational wellness program (fitness or comprehensive) on absenteeism and job satisfaction. The results revealed

Kizzy M. Parks; Lisa A. Steelman

2008-01-01

432

An Organizational Cultural Assessment of Sandia National Laboratories  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Sandia National Laboratories (SNL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the OCS through highly developed and validated scales that have been administered in many different types of organizations. Some of the issues, especially the questions on environmental, safety, and health concerns, are newly developed and are still being modified. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. 9 refs., 81 figs., 6 tabs.

Haber, S.B.; Crouch, D.A.

1991-05-01

433

An Organizational Cultural Assessment of Princeton Plasma Physics Laboratory  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Princeton Plasma Physics Laboratory (PPPL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the OCS through highly developed and validated scales that have been administered in many different types of organizations. Some of the issues, especially the questions on environmental, safety and health concerns, are newly developed and are still being modified. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization.

Haber, S.B.; Crouch, D.A.

1991-03-15

434

The Measurement of Job Satisfaction in Korea.  

ERIC Educational Resources Information Center

Job satisfaction is highly researched in industrial and organizational psychology, and the Job Descriptive Index (JDI) is often used to measure job satisfaction. The JDI has been shown to have significant convergent and discriminant validities, good internal consistency and stability, and has been related to various personal and job factors. While…

Tak, Jinkook; Downey, Ronald G.

435

An organizational cultural assessment of the Idaho National Engineering Laboratory  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Idaho National Engineering Laboratory (INEL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communication, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety, and overall job satisfaction. A description of each of the scales used to access these subjects is discussed. The primary purpose of administering the survey was to attempt to measure, in a quantitative and objective way the notion of organizational culture,'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. In addition, by conducting a survey, a broad sampling of the individuals in the organization can be obtained. This is especially important when the survey is utilized in conjunction with an assessment or inspection team which typically has only a limited amount of resources to address many issues. The OCS provides a broad, but comprehensive picture of the organization by querying a much larger number of individuals than could be reached through the assessment team alone. Finally, the OCS provides a descriptive profile of the organization at one point in time. This profile can then be used as a baseline point against which comparisons of other points in time can be made. Such comparisons may prove valuable and would help to assess changes in the organizational culture. Comparisons of the profiles can also be made across similar facilities. 9 refs., 194 figs., 6 tabs.

Crouch, D.A.; Haber, S.B.

1991-07-01

436

An organizational cultural assessment of the Energy Technology Engineering Center  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Energy Technology Engineering Center (ETEC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various species of communication, employee commitment to ETEC, work group cohesion, coordination of work, environmental, safety and health concerns, hazardous nature of work, and overall job satisfaction. A description of each of the scales used to assess these subjects is discussed. The primary purpose of administering the survey was to attempt to measure, in a more quantitative and objective way the notion of organizational culture, '' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. In addition, by conducting a survey, a broad sampling of the individuals in the organization can be obtained. This is especially important when the survey is utilized in conjunction with an assessment or inspection team which typically has only a limited amount of resources to address many issues. The OCS provides a broad, but more comprehensive picture of the organization by querying a much larger number of individuals than could be reached through the assessment team alone. Finally, the OCS provides a descriptive profile of the organization at one point in time. This profile can then can be used as a baseline point against which comparisons of other points in time can be made. Such comparisons may prove valuable and would help to assess changes in the organizational culture. Comparisons of the profiles can also be made across similar facilities. 9 refs., 22 figs., 6 tabs.

Haber, S.B.; Crouch, D.A.

1991-04-01

437

The role of moral commitment within the Investment Model.  

PubMed

The Investment Model (Rusbult, 1980) defines general commitment as a long-term orientation towards relationship maintenance and feelings of psychological attachment, influenced by satisfaction, quality of alternatives and intrinsic/extrinsic investments. We suggest the importance of additionally assessing moral commitment, defined by an intrapersonal predisposition to remain in the relationship (Johnson, 1991). We argue moral commitment's association to perceived intrinsic investments acting as internal barriers influencing general commitment and promoting relationship maintenance. A correlational study resorting to structural equation modelling showed that moral commitment predicted intrinsic investments, which in turn predicted general commitment (Model 1). No direct paths emerged from moral commitment to satisfaction or quality of alternatives (Model 2), nor it emerged as a fourth direct predictor of general commitment (Model 3). Results are discussed under relationships maintenance and dissolution frameworks. PMID:25044005

Rodrigues, David; Lopes, Diniz

2015-03-01

438

Action Tendency Measure of Job Satisfaction: A Cross Cultural Validation  

Microsoft Academic Search

Job satisfaction has been of interest to organizational researchers for a long time. However, success in measuring it has been limited. There have been suggestions that its assessment through “action tendencies’ may be more useful than the usual descriptive measures of job satisfaction. An Action Tendency Measure (ATM) of job satisfaction was developed earlier in a series of studies conducted

Chhokar J S

439

Facilitators of Organizational Learning in Design  

ERIC Educational Resources Information Center

Purpose: The purpose of this paper is to determine the influence of organizational factors such as leadership commitment, incentives and interaction on learning outcomes defined as performance improvement and organizational climate. Design/methodology/approach: Different aspects of knowledge acquisition, sharing and utilization were examined,…

Pham, Ngoc Thuy; Swierczek, Fredric William

2006-01-01

440

Psychological Flexibility, ACT, and Organizational Behavior  

Microsoft Academic Search

This paper offers organizational behavior management (OBM) a behavior analytically consistent way to expand its analysis of, and methods for changing, organizational behavior. It shows how Relational Frame Theory (RFT) suggests that common, problematic, psychological processes emerge from language itself, and they produce psychological inflexibility. Research suggests that an applied extension of RFT, Acceptance and Commitment Therapy, has led to

Frank W. Bond; Steven C. Hayes; Dermot Barnes-Holmes

2006-01-01

441

Customer Satisfaction with Training Programs.  

ERIC Educational Resources Information Center

A model for evaluating customer satisfaction with training programs was tested with training purchasers. The model confirmed two types of projects: training aimed at achieving learning results and at changing job performance. The model did not fit for training intended to support organizational change. (Contains 31 references.) (SK)

Mulder, Martin

2001-01-01

442

Adjunct Faculty Organizational Sense of Belonging and Affective Organizational Commitment  

ERIC Educational Resources Information Center

In recent years all public higher education institutions have increased their reliance on adjunct faculty. Adjuncts provide expertise in key areas, are available at times that meet the needs of the changing student demographic, and cover an increasing number of introductory courses. It has been suggested that adjunct faculty may be more weakly…

Merriman, Constance L.

2010-01-01

443

The perceived levels of job satisfaction among police officers: A descriptive review  

Microsoft Academic Search

Whereas job satisfaction is a popular research topic among industrial and organizational psychologists, police organizational\\u000a researchers have all but ignored the area of job satisfaction. Considering its link to many organizationally important factors,\\u000a such as productivity, morale, and personnel turnover, research on job satisfaction in policing should be important. The identification\\u000a of how satisfied police officers are with various jobrelated

M. L. Dantzker; M. A. Surrette

1996-01-01

444

Organisational ethics and employee satisfaction and commitment  

Microsoft Academic Search

This study examines the relationship between organisational ethics and organisational outcomes based on the justice theory and cognitive dissonance theory. The sample data are derived from a questionnaire survey of 237 managers in Singapore. Results obtained from decision trees indicate significant and positive links between ethical culture constructs (i.e. top management support for ethical behaviour and the association between ethical

Hian Chye Koh; El'fred H. Y. Boo

2004-01-01

445

Is the professional satisfaction of general internists associated with patient satisfaction?  

Microsoft Academic Search

BACKGROUND: The growth of managed care has raised a number of concerns about patient and physician satisfaction. An association between\\u000a physicians’ professional satisfaction and the satisfaction of their patients could suggest new types of organizational interventions\\u000a to improve the satisfaction of both.\\u000a \\u000a \\u000a OBJECTIVE: To examine the relation between the satisfaction of general internists and their patients.\\u000a \\u000a \\u000a \\u000a \\u000a DESIGN: Cross-sectional surveys of

Jennifer S. Haas; E. Francis Cook; Ann Louise Puopolo; Helen R. Burstin; Paul D. Cleary; Troyen A. Brennan

2000-01-01

446

High Commitment HR Practices and Top Performers  

Microsoft Academic Search

• \\u000a \\u000a Both scholars and practitioners have paid much attention to the impact of retaining top-performing knowledge workers on organizational\\u000a effectiveness.\\u000a \\u000a \\u000a \\u000a • \\u000a \\u000a This study hypothesizes and analyzes how a bundle of high-commitment human resource practices (HCHRPs) influence affective\\u000a organizational commitment, a strong predictor of employee turnover, of top performers versus ordinary employees.\\u000a \\u000a \\u000a \\u000a • \\u000a \\u000a This study suggests that HCHRPs may enable organizations

Kiwook Kwon; Johngseok Bae; John J. Lawler

2010-01-01

447

Toward a multidimensional model of athletes' commitment to coach-athlete relationships and interdependent sport teams: a substantive-methodological synergy.  

PubMed

Drawing from a three-factor model of organizational commitment, we sought to provide validity evidence for a multidimensional conceptualization designed to capture adolescent athletes' commitment to their coach-athlete relationship or their team. In Study 1, 335 individual-sport athletes (Mage = 17.32, SD = 1.38) completed instruments assessing affective, normative, and continuance commitment to their relationship with their coach, and in Study 2, contextually modified instruments were administered to assess interdependent-sport athletes' (N = 286, Mage = 16.31, SD = 1.33) commitment to their team. Bayesian structural equation modeling revealed support for a three-factor (in comparison with a single-factor) model, along with relations between commitment dimensions and relevant correlates (e.g., satisfaction, return intentions, cohesion) that were largely consistent with theory. Guided by recent advancements in Bayesian modeling, these studies provide a new commitment instrument with the potential for use and refinement in team- and relationship-based settings and offer preliminary support for a conceptual framework that may help advance our understanding of the factors underpinning individuals' engagement in sport. PMID:24501144

Jackson, Ben; Gucciardi, Daniel F; Dimmock, James A

2014-02-01

448

Neighborhood Satisfaction among Urban Dwellers.  

ERIC Educational Resources Information Center

Compares three models: (1) a belief-affect approach, which proposes that evaluations of specific aspects of a community combine to yield overall satisfaction ratings; (2) a commitment approach, which looks at the impact of emotional and economic ties; and (3) an availability approach, which emphasizes the impact of beliefs about the community on…

Miller, Frederick D.; And Others

1980-01-01

449

The Effects of Organizational Cynicism on Community Colleges: Exploring Concepts from Positive Psychology  

ERIC Educational Resources Information Center

This study tested the negative relationships between organizational cynicism and organizational commitment and organizational citizenship behavior, and the positive relationship between organizational cynicism and turnover intention within the context of higher education. Going beyond previous research efforts, this study identified how these…

Barnes, Lenora Lacy

2010-01-01

450

Patient satisfaction.  

PubMed

Patient satisfaction is an important and commonly used indicator for measuring the quality in health care. Patient satisfaction affects clinical outcomes, patient retention, and medical malpractice claims. It affects the timely, efficient, and patient-centered delivery of quality health care. Patient satisfaction is thus a proxy but a very effective indicator to measure the success of doctors and hospitals. This article discusses as to how to ensure patient satisfaction in dermatological practice. PMID:21430827

Prakash, Bhanu

2010-09-01

451

Patient Satisfaction  

PubMed Central

Patient satisfaction is an important and commonly used indicator for measuring the quality in health care. Patient satisfaction affects clinical outcomes, patient retention, and medical malpractice claims. It affects the timely, efficient, and patient-centered delivery of quality health care. Patient satisfaction is thus a proxy but a very effective indicator to measure the success of doctors and hospitals. This article discusses as to how to ensure patient satisfaction in dermatological practice. PMID:21430827

Prakash, Bhanu

2010-01-01

452

A new thermal unit commitment approach using constraint logic programming  

Microsoft Academic Search

The authors propose a constraint logic programming (CLP) algorithm to solve the thermal unit commitment (UC) problem in this paper. The algorithm combines the characteristics of the logic programming with the constraint satisfaction as well as the depth-first branch and bound search techniques to provide an efficient and flexible approach to the UC problem. Through the constraint satisfaction techniques, the

Kun-Yuan Huang; Hong-Tzer Yang; Ching-Lien Huang

1998-01-01

453

A new thermal unit commitment approach using constraint logic programming  

Microsoft Academic Search

The authors propose a constraint logic programming (CLP) algorithm to solve the thermal unit commitment (UC) problem in this paper. The algorithm combines the characteristics of the logic programming with the constraint satisfaction as well as the depth-first branch and bound (B&B) search techniques to provide an efficient and flexible approach to the UC problem. Through the constraint satisfaction techniques,

Kun-Yuan Huang; Hong-Tzer Yang; Ching-Lien Huang

1997-01-01

454

Organizational Culture and Safety  

NASA Technical Reports Server (NTRS)

'..only a fool perseveres in error.' Cicero. Humans will break the most advanced technological devices and override safety and security systems if they are given the latitude. Within the workplace, the operator may be just one of several factors in causing accidents or making risky decisions. Other variables considered for their involvement in the negative and often catastrophic outcomes include the organizational context and culture. Many organizations have constructed and implemented safety programs to be assimilated into their culture to assure employee commitment and understanding of the importance of everyday safety. The purpose of this paper is to examine literature on organizational safety cultures and programs that attempt to combat vulnerability, risk taking behavior and decisions and identify the role of training in attempting to mitigate unsafe acts.

Adams, Catherine A.

2003-01-01

455

Reframing the Dialogue about Committed Teaching.  

ERIC Educational Resources Information Center

There is a pressing need to refocus teacher education on five professional mind sets: reflective (self), collaborative (relationships), analytic (organizations), worldly (context), and action (change). These mind sets affirm that effective, committed teaching requires integration of content expertise and organizational and relationship skills.…

Bowman, Richard F.

2003-01-01

456

Organizational cultural survey of the Los Alamos Site  

SciTech Connect

An Organizational Survey (OS) was administered at the Los Alamos Site that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. While comparisons among groups are made, it is not the purpose of this report to make evaluative statements of which profile may be positive or negative. However, using the data presented in this report in conjunction with other evaluative activities, may provide useful insight into the organization.

Not Available

1991-11-01

457

Organizational cultural survey of the Los Alamos Site  

SciTech Connect

An Organizational Survey (OS) was administered at the Los Alamos Site that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of ``culture;`` that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. While comparisons among groups are made, it is not the purpose of this report to make evaluative statements of which profile may be positive or negative. However, using the data presented in this report in conjunction with other evaluative activities, may provide useful insight into the organization.

Not Available

1991-11-01

458

An organizational survey of the Los Alamos Site  

SciTech Connect

An Organizational Survey (OS) was administered at the Los Alamos Site that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concern, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. While comparisons among groups are made, it is not the purpose of this report to make evaluative statements of which profile may be positive or negative. However, using the data presented in this report in conjunction with other evaluative activities, may provide useful insight into the organization. The OS administration at the Los Alamos Site was the ninth to occur at a Department of Energy (DOE) facility. All data from the OS is presented in group summaries, by organization, department or directorate within organization, supervisory level both overall and within organization, and staff classification within organization. Statistically significant differences between groups are identified and discussed. 9 refs., 94 figs., 11 tabs.

Shurberg, D.A.; Haber, S.B.

1991-11-01

459

An organizational survey of the Los Alamos Site  

SciTech Connect

An Organizational Survey (OS) was administered at the Los Alamos Site that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concern, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of ``culture;`` that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. While comparisons among groups are made, it is not the purpose of this report to make evaluative statements of which profile may be positive or negative. However, using the data presented in this report in conjunction with other evaluative activities, may provide useful insight into the organization. The OS administration at the Los Alamos Site was the ninth to occur at a Department of Energy (DOE) facility. All data from the OS is presented in group summaries, by organization, department or directorate within organization, supervisory level both overall and within organization, and staff classification within organization. Statistically significant differences between groups are identified and discussed. 9 refs., 94 figs., 11 tabs.

Shurberg, D.A.; Haber, S.B.

1991-11-01

460

What Factors Influence a Teacher's Commitment to Student Learning?  

ERIC Educational Resources Information Center

Study of the personal, organizational, student-related factors influencing teacher commitment to student learning. Finds, for example, that among personal factors intrinsic rewards are more important than extrinsic rewards, that among organization factors collegiality is an important influence on commitment to student learning, and that among…

Dannetta, Vincent

2002-01-01

461

A modified hybrid particle swarm optimization approach for unit commitment  

Microsoft Academic Search

This paper presents a new solution to thermal unit- commitment (UC) problem based on a modified hybrid particle swarm optimization (MHPSO). Hybrid real and binary PSO is coupled with the proposed heuristic based constraint satisfaction strategy that makes the solutions\\/particles feasible for PSO. The velocity equation of particle is also modified to prevent particle stagnation. Unit commitment priority is used

Le Thanh Xuan Yen; Deepak Sharma; Dipti Srinivasan; Pindoriya Naran Manji

2011-01-01

462

Corporate image, loyalty, and commitment in the consumer travel industry  

Microsoft Academic Search

This article examines the impact and interrelationship of corporate image, satisfaction, and commitment on customer loyalty in the travel industry. A corporate image–commitment–loyalty model was developed and tested. Partial least squares (PLS) was used to test the direct and indirect linkages between the four variables, and an alternative model was proposed. The tourism and travel industry is highly price sensitive

James E. Richard; Annie Zhang

2011-01-01

463

Corporate image, loyalty, and commitment in the consumer travel industry  

Microsoft Academic Search

This article examines the impact and interrelationship of corporate image, satisfaction, and commitment on customer loyalty in the travel industry. A corporate image–commitment–loyalty model was developed and tested. Partial least squares (PLS) was used to test the direct and indirect linkages between the four variables, and an alternative model was proposed. The tourism and travel industry is highly price sensitive

James E. Richard; Annie Zhang

2012-01-01

464

How Do Different Types of Community Commitment Influence Brand Commitment? The Mediation of Brand Attachment  

PubMed Central

Abstract Although previous research indicates that participation in a brand community may foster consumer loyalty to the brand in question, research has seldom examined the mediating effect of community commitment on brand commitment. Drawing from the typologies of organizational commitment, we divide community commitment into three components: continuance community commitment (continuance CC), affective community commitment (affective CC), and normative community commitment (normative CC). We then assess the mediating role of brand attachment in the relationship between these three components and brand commitment. We test the hypotheses using a sample of online mobile phone brand communities in China. The empirical results reveal that brand attachment exerts an indirect (but not mediated) effect on the relationship between continuance CC and brand commitment and on the relationship between normative CC and brand commitment. We also find that it exerts a partial mediating effect on the relationship between affective CC and brand commitment. The findings contribute to the branding literature and have important implications for brand community management. PMID:23768073

Zhang, Ning; Su, Chen-ting; Zhou, Nan

2013-01-01

465

How do different types of community commitment influence brand commitment? The mediation of brand attachment.  

PubMed

Although previous research indicates that participation in a brand community may foster consumer loyalty to the brand in question, research has seldom examined the mediating effect of community commitment on brand commitment. Drawing from the typologies of organizational commitment, we divide community commitment into three components: continuance community commitment (continuance CC), affective community commitment (affective CC), and normative community commitment (normative CC). We then assess the mediating role of brand attachment in the relationship between these three components and brand commitment. We test the hypotheses using a sample of online mobile phone brand communities in China. The empirical results reveal that brand attachment exerts an indirect (but not mediated) effect on the relationship between continuance CC and brand commitment and on the relationship between normative CC and brand commitment. We also find that it exerts a partial mediating effect on the relationship between affective CC and brand commitment. The findings contribute to the branding literature and have important implications for brand community management. PMID:23768073

Zhang, Ning; Zhou, Zhi-min; Su, Chen-ting; Zhou, Nan

2013-11-01

466

The Experience of Time at Work: Relationship to Communication Load, Job Satisfaction, and Interdepartmental Communication  

Microsoft Academic Search

This study examined 393 organizational members' reported communication load, job satisfaction, and interdepartmental communication satisfaction in relation to their experience of time along eleven dimensions—flexibility, linearity, pace, punctuality, delay, scheduling, separation, urgency, scarcity, and future and present time foci. Results indicate that organizational members who experienced their time as more delayed, more flexible, and more oriented toward the future tended

Dawna I. Ballard; David R. Seibold

2006-01-01

467

Organizational Culture  

Microsoft Academic Search

The concept of organizational culture has received increasing attention in recent years both from academics and practitioners. This article presents the author’s view of how culture should be defined and analyzed if it is to be of use in the field of organizational psychology. Other concepts are reviewed, a brief history is provided, and case materials are presented to illustrate

Edgar H. Schein

1990-01-01

468

Organizational Justice  

ERIC Educational Resources Information Center

Helping principals understand the importance of organizational justice is the first step in enhancing learning outcomes for all learners, regardless of their social class, race, abilities, sex, or gender. In schools, organizational justice may be defined as teachers' perceptions of fairness, respect, and equity that relate to their…

Burns, Travis

2013-01-01

469

Philosophical and Ethical Aspects of Organizational Behavior Management  

Microsoft Academic Search

Historical and recent events in the developing field of Organizational Behavior Management are critically reviewed. The review suggests the following: (a) the field is losing touch with its basic science, behavior analysis, (b) the ends to which behavior technologies are employed favor productivity and devote little attention to satisfaction in the work place, (c) technologies for measuring and increasing satisfaction

T. C. Mawhinney

1984-01-01

470

Testing the Generalizability of a Career Commitment Measure and Its Impact on Employee Turnover.  

ERIC Educational Resources Information Center

Tested generalizability of career commitment measure and its impact on employee turnover using longitudinally tracked sample of bank tellers (N=133). Found career commitment could be reliably operationalized and was distinct from job involvement and organizational commitment. Discusses findings in terms of identifying threshold level for…

Blau, Gary

1989-01-01

471

Predictors of Student Commitment at Two-Year and Four-Year Institutions.  

ERIC Educational Resources Information Center

This study examined the predictors of institutional commitment of first-year students at 28 two-year public and 23 four-year public institutions. Institutional commitment is a precursor or predictor of student persistence behavior. For this study, institutional commitment is defined as the student's overall satisfaction, sense of belonging,…

Strauss, Linda C.; Volkwein, J. Fredericks

472

Organizational Cultural Assessment of the Solar Energy Research Institute  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Solar Energy Research Institute (SERI) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad simple of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. All data from the OCS is presented in group summaries, by division, supervisory level, and staff classification. Statistically significant differences between groups are identified and discussed. The most notable finding which emerges from the OCA conducted at SERI is that it is a very homogeneous organization as indicated by the few statistically significant differences found between divisions/offices, staff classifications, and supervisory levels. The results also indicate SERI to be an organization which places a large amount of emphasis on those behaviors which are considered constructive'' (i.e., Humanistic-Encouraging, Affiliative, Achievement, Self-Actualizing) and, although to a lesser extent, on those behaviors which could be regarded as passive/defensive'' (i.e., Approval, Conventional, Dependent, Avoidance). 9 refs., 11 figs., 6 tabs.

none,

1991-06-01

473

Organizational Cultural Assessment of the Idaho National Engineering Laboratory  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Idaho National Engineering Laboratory (INEL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the OCS through highly developed and validated scales that have been administered in many different types of organizations. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. The OCS administration at the INEL was the sixth to occur at a Department of Energy (DOE) facility. The INEL Organization is somewhat different from other DOE facilities are which the OCS was administered, due to the presence of six different major operating contractors. The seven organizations assessed at the INEL are: (1) Argonne National Laboratory -- West; (2) DOE Fire Department/Radiological and Environmental Sciences Laboratory; (3) EG G Idaho Incorporated; (4) MK Ferguson; (5) Protection Technology Incorporated; (6) Rockwell; and (7) Westinghouse Idaho Nuclear Company Incorporated. All data from the OCS is presented in group summaries by organization, Supervisory Level, Staff Classification, and department within organization. Statistically significant differences between groups are identified and discussed.

Not Available

1991-06-01

474

Nurses as implementers of organizational culture.  

PubMed

Drawing from both theory and case-study data, the role of nurse leaders in implementing constructive organizational cultures is discussed. Constructive cultures create high-performance work environments, increasing both employee and patient satisfaction, and ultimately affecting economic performance. Nursing administrators aspiring to implement a constructive culture should emphasize people-centered values through a collective mission, strategic human resource management practices, and a patient service-oriented philosophy. Furthermore, constructive organizational cultures create successful high-performance work environments when nurses have positive colleague interactions and approach tasks in a manner that helps them experience self-actualization, while at the same time achieving organizational goals. PMID:14705557

Wooten, Lynn Perry; Crane, Patricia

2003-01-01

475

Tenure-Track Faculty Job Satisfaction Survey Institutional Report  

E-print Network

Tenure-Track Faculty Job Satisfaction Survey Institutional Report: University of North Carolina, and organizational climate and culture. This COACHE Tenure-Track Job Satisfaction Survey© provides academic leaders Method 2 Survey Results 4 How to Read This Report 5 Response Rate, Weight Scales, and Peer Group 6

Xie,Jiang (Linda)

476

A Restatement of the Satisfaction-Performance Hypothesis  

Microsoft Academic Search

This article reviews recent evidence in support of Organ's (1977) argument that satisfaction more generally correlates with organizational prosocial or citizenship-type behaviors than with traditional productivity or in-role performance. An attempt is then made to interpret just what it is in satisfaction measures that provides this correlation, leading to the suggestion that fairness cognitions comprise the major factor. Implications of

Dennis W. Organ

1988-01-01

477

NUPlans Web Commitments  

E-print Network

NUPlans Web Commitments Job Aid CommitmentsNUPlansWebV1.1 Last Updated 4/14/2013 - mac © 2013 Northwestern University FMS705 NUPlans Web 1 of 3 Commitments in NUPlans Web Commitments are a form of revenue of commitment funds. The process is facilitated in NUPlans Web. Note: security access is required to view

Shull, Kenneth R.

478

From Personal Ethos to Organizational Vision: Narratives of Visionary Educational Leaders  

ERIC Educational Resources Information Center

Purpose: Successful visionary educational leaders promote a shared vision with great commitment and manage to connect other organizational members to it. In spite of this, the source of their personal commitment to the organizational vision has not yet been the subject of extended study. The purpose of this paper is to correct this by…

Yoeli, Raya; Berkovich, Izhak

2010-01-01

479

Job Satisfactions of Professionals: A Study of the Job Satisfactions of Cooperative Extension Agents in New York State.  

ERIC Educational Resources Information Center

This study examined relationships between job satisfaction and dimensions and functions of work groups, sex, organizational status, and the levels of individual social dependency of the respondents. The Job Description Index provided a specific measure of overall job satisfaction. Social dependency was measured by the twenty questions in factor Q2…

Broadwell, George J.

480

Predicting Job Satisfaction and Job Performance in a Privatized Organization  

Microsoft Academic Search

The current study focused on job satisfaction and job performance, as well as on their predictors in a privatized organization. We tested a model in which job satisfaction, consistent with social cognitive theory, is related to self-efficacy and perceptions of social context (i.e., colleagues, immediate supervisor, top management); job satisfaction, in turn, predicts job performance along with organizational tenure.White collars

Laura Borgogni; Silvia Dello Russo; Laura Petitta; Michele Vecchione

2010-01-01

481

Knowledge Management Antecedents and Its Impact on Employee Satisfaction: A Study on Indian Telecommunication Industries  

ERIC Educational Resources Information Center

Purpose: Managers in many organizations have indicated that in today's highly competitive environment, knowledge management will be the key to organizational success in this millennium. This paper aims to analyze how the organizational culture and organizational learning impacts knowledge management, and ultimately the satisfaction of employees…

Singh, Ajay Kr.; Sharma, Vandna

2011-01-01

482

Understanding Employee Job Satisfaction: The Importance of Procedural and Distributive Justice  

Microsoft Academic Search

The importance of perceived fair treatment and its effect on employee job satisfaction cannot be overlooked. Hierarchical regression analyses revealed that structural procedural justice, interpersonal procedural justice, and distributive justice each accounted for significant unique variance in employee job satisfaction. In addition, when job satisfaction was regressed on all three types of organizational justice, all three justice perceptions significantly predicted

Stephen P. Schappe

1998-01-01

483

Organizational Ethics and Teachers' Intent to Leave: An Integrative Approach  

ERIC Educational Resources Information Center

Purpose: The present study focuses on developing a conceptual framework that explores the relationships between teachers' intent to leave and a spectrum of ethics perceptions. The authors argue that these relationships are mediated by organizational commitment (affective and normative). Research Design: Organizational ethics was measured by…

Shapira-Lishchinsky, Orly; Rosenblatt, Zehava

2009-01-01

484

TQM practice in maquiladora: Antecedents of employee satisfaction and loyalty  

Microsoft Academic Search

In this study, we investigate the transferability of TQM practices to offshore manufacturing firms by validating direct and indirect relationships among top management commitment, HR-focused TQM practices, employee satisfaction, and employee loyalty. Our research objective is to isolate critical TQM practices that would enhance employee satisfaction and loyalty among maquiladora workers. On-site surveys were conducted at two leading maquiladora firms

Minjoon Jun; Shaohan Cai; Hojung Shin

2006-01-01

485

Correlates of Gay and Lesbian Couples' Relationship Satisfaction  

E-print Network

Correlates of Gay and Lesbian Couples' Relationship Satisfaction and Relationship Dissolution John of committed gay and lesbian cohabiting couples engaged in two conversations after being apart for at least 8 that satisfaction and stability in gay and lesbian relationships are related to similar emotional qualities

Gross, James J.

486

A TEST OF THE IMPORTATION AND WORK ENVIRONMENT MODELS: THE EFFECTS OF WORK ETHIC, IMPORTANCE OF MONEY, AND MANAGEMENT VIEWS ON THE JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT OF CORRECTIONAL STAFF  

Microsoft Academic Search

There are two fundamental models used to explain the attitudes and behaviors of correctional staff. The first is the Importation Model, which holds that work attitudes are primarily shaped by factors that employees bring with them to the workplace, and the second is the Work Environment Model, which holds that employee work attitudes are primarily shaped by dimensions of the

Eric G. Lambert; Nancy L. Hogan

2009-01-01

487

Organizational and Supervisory Apology Effectiveness: Apology Giving in Work Settings  

ERIC Educational Resources Information Center

We synthesize the interdisciplinary literature into a heuristic for crafting effective organizational and supervisory apologies (the OOPS four-component apology). In the first experiment, we demonstrate how an offense committed by an organization is perceived to be more egregious than an offense committed by a friend or supervisor. Furthermore,…

Bisel, Ryan S.; Messersmith, Amber S.

2012-01-01

488

Complex measures of job satisfaction\\/dissatisfaction among professionals  

Microsoft Academic Search

The present study deals with concepts of work satisfaction\\/dissatisfaction and occupational commitment among professionals. It examines elements of job satisfaction and individual social background among four professional groups: Doctors, Engineers, Lawyers and Teachers, as well as their differences in level of job satisfaction\\/dissatisfaction. A two-stage principal components method was applied to data from the longitudinal study ‘Professions in Australia’ to

Elzbieta Malinowska-tabaka

1987-01-01

489

Military Medical Graduates' Perceptions of Organizational Culture in Turkish Military Medical School  

Microsoft Academic Search

Organizational culture is the term used to describe the shared beliefs, perceptions, and expectations of individuals in organizations.\\u000a In the healthcare environment, organizational culture has been associated with several elements of organizational experience\\u000a that contribute to quality, such as nursing care, job satisfaction, and patient safety. A range of tools have been designed\\u000a to measure organizational culture and applied in

Mustafa Ozer; Bilal Bakir; Abdulkadir Teke; Muharrem Ucar; Turker Bas; Adnan Atac

2008-01-01

490

Organizational Metamorphosis in Space Research and Development.  

ERIC Educational Resources Information Center

The communicative, and therefore organizational and managerial, aspects of the Marshall Space Flight Center's (MSFC) metamorphosis from Saturn V to Skylab are analyzed. MSFC's consistent successes are attributed to the organization's commitment to communication systems, its technical integrity, and its single-minded purpose. (JMF)

Tompkins, Phillip K.

1978-01-01

491

The impact of affective factors related to work on the turnover intent of speech language pathologists in Texas  

E-print Network

, retention, career commitment, organizational commitment, job satisfaction, job overload, and turnover intent. The purpose of this study was to explore the relationship between recruitment, retention, career commitment, organizational commitment, job...

O'Connor, Johnny Ray

2009-05-15

492

The effects of health worker motivation and job satisfaction on turnover intention in Ghana: a cross-sectional study  

PubMed Central

Background Motivation and job satisfaction have been identified as key factors for health worker retention and turnover in low- and middle-income countries. District health managers in decentralized health systems usually have a broadened ‘decision space’ that enables them to positively influence health worker motivation and job satisfaction, which in turn impacts on retention and performance at district-level. The study explored the effects of motivation and job satisfaction on turnover intention and how motivation and satisfaction can be improved by district health managers in order to increase retention of health workers. Methods We conducted a cross-sectional survey in three districts of the Eastern Region in Ghana and interviewed 256 health workers from several staff categories (doctors, nursing professionals, allied health workers and pharmacists) on their intentions to leave their current health facilities as well as their perceptions on various aspects of motivation and job satisfaction. The effects of motivation and job satisfaction on turnover intention were explored through logistic regression analysis. Results Overall, 69% of the respondents reported to have turnover intentions. Motivation (OR?=?0.74, 95% CI: 0.60 to 0.92) and job satisfaction (OR?=?0.74, 95% CI: 0.57 to 0.96) were significantly associated with turnover intention and higher levels of both reduced the risk of health workers having this intention. The dimensions of motivation and job satisfaction significantly associated with turnover intention included career development (OR?=?0.56, 95% CI: 0.36 to 0.86), workload (OR?=?0.58, 95% CI: 0.34 to 0.99), management (OR?=?0.51. 95% CI: 0.30 to 0.84), organizational commitment (OR?=?0.36, 95% CI: 0.19 to 0.66), and burnout (OR?=?0.59, 95% CI: 0.39 to 0.91). Conclusions Our findings indicate that effective human resource management practices at district level influence health worker motivation and job satisfaction, thereby reducing the likelihood for turnover. Therefore, it is worth strengthening human resource management skills at district level and supporting district health managers to implement retention strategies. PMID:25106497

2014-01-01

493

Organizational equilibrium and organizational change  

Microsoft Academic Search

This article contrasts traditional models of MNE organizational design against newer models, represented by transnationalism and heterarchy. The important characteristics are fundamentally different. Traditional models tend to be models of equilibrium, while the newer models are largely models of change. With the intent of reconciling the two theories, it is argued that the new change-oriented models are most applicable at

William G Egelhoff

1999-01-01

494

Does the Form of Employment Make a Difference?--Commitment of Traditional, Temporary, and Self-Employed Workers  

ERIC Educational Resources Information Center

Increasing change in the labor market has produced new forms of employment. A growing number of people have temporary jobs or are self-employed freelancers. The aim of our study is to address these changes by introducing commitment to the form of employment as a new focus in commitment. In addition, we compare organizational commitment under…

Felfe, Jorg; Schmook, Renate; Schyns, Birgit; Six, Bernd

2008-01-01

495

Exploring pre-service student-teachers' commitment to community engagement in the second year of training  

Microsoft Academic Search

This preliminary study examines the utility of the Community Engagement Commitment Scale and reports on factors that predict student-teachers' commitment to community engagement in their second year of study at a South African university. Independent variables included Dalbert's personal belief in a just world, an adaptation of Rusbult et al.'s original predictors of Commitment level (Satisfaction, Quality of alternatives, Investment

Salomé Human-Vogel; Hanlie Dippenaar

2012-01-01

496

Organizational safety climate differently affects on patient safety behavior of nurses according to the hospital scale in Japanese private hospitals  

Microsoft Academic Search

Introduction: The aim of this study is to elucidate how patient safety behavior of nurses is associated with organizational safety climate and nurse's individual factors by covariance structure analysis of the results of the questionnaires, such as professional awareness and job- satisfaction, in 10 Japanese private hospitals. Methodology: In this study, the questionnaire was developed including organizational factors (organizational safety

Takayasu Inoue; Risuke Karima

497

Relationship between organizational justice and organizational safety climate: do fairness perceptions influence employee safety behaviour?  

PubMed

This study investigated the relationships between organizational justice, organizational safety climate, job satisfaction, safety compliance and accident frequency. Ghanaian industrial workers participated in the study (N = 320). Safety climate and justice perceptions were assessed with Hayes, Parender, Smecko, et al.'s (1998) and Blader and Tyler's (2003) scales respectively. A median split was performed to dichotomize participants into 2 categories: workers with positive and workers with negative justice perceptions. Confirmatory factors analysis confirmed the 5-factor structure of the safety scale. Regression analyses and t tests indicated that workers with positive fairness perceptions had constructive perspectives regarding workplace safety, expressed greater job satisfaction, were more compliant with safety policies and registered lower accident rates. These findings provide evidence that the perceived level of fairness in an organization is closely associated with workplace safety perception and other organizational factors which are important for safety. The implications for safety research are discussed. PMID:24934417

Gyekye, Seth Ayim; Haybatollahi, Mohammad

2014-01-01

498

Social Information Processing and Job Characteristics: A Simultaneous Test of Two Theories with Implications for Job Satisfaction.  

ERIC Educational Resources Information Center

Tests two theories regarding the factors that influence job satisfaction in an organizational setting: the job characteristic theory, and the social information processing theory. Finds individuals' job satisfaction is predicted by objective characteristics of the job, and an individual's level of job satisfaction is influenced by the job…

Pollock, Timothy G.; Whitbred, Robert C.; Contractor, Noshir

2000-01-01

499

The Multidimensional Nature of Continuance Commitment: Commitment Owing to Economic Exchanges Versus Lack of Employment Alternatives  

Microsoft Academic Search

Purpose  The purpose of this investigation was to develop a multidimensional measure of continuance organizational commitment, specifying\\u000a dimensions for continuance commitment based on the perception of beneficial economic exchanges versus the perception of low\\u000a job alternatives.\\u000a \\u000a \\u000a \\u000a \\u000a Design\\/Methodology\\/Approach  Three studies, which surveyed employees from various organizations, were conducted in order to find support for our conceptualization.\\u000a Study 1 involved the development of new

Meng U. Taing; Benjamin P. Granger; Kyle W. Groff; Erin M. Jackson; Russell E. Johnson

500

The Impact of Organization Culture on Satisfaction of Engineers in Technology  

NASA Technical Reports Server (NTRS)

In today's technological workplace with the shortage of qualified knowledge workers, the factors that lead to job satisfaction have increasing importance. Several past studies have indicated that knowledge worker job satisfaction increases when Herzberg motivators are present. Other research has indicated that job satisfaction improves as the degree of organic organizational culture increases. After examining the factors that led to knowledge worker job satisfaction, the current study was undertaken. Knowledge workers in varying organizational cultures were surveyed in an effort to determine if there is a relationship between the degree of knowledge worker job satisfaction and the measure of organic organization culture. Two survey instruments, the Organizational Cultural Assessment (OCA) developed by Riegle, and the Minnesota Satisfaction Questionnaire (MSQ), were utilized. The OCA delineates degree of organic culture present whereas the MSQ measures job satisfaction. Results of both surveys were statistically analyzed to determine if knowledge workers experience higher satisfaction levels in organic organizational cultures. Once data was analyzed and the hypothesis proven, this could lead companies to move toward an organic culture with emphasis on motivators in an effort to make their organizational culture more conducive to higher employee retention. Through understanding the factors that lead to increased job satisfaction, corporate resources could more efficiently utilized. A total of eight high technology workplaces were surveyed. Five of the eight workplaces yielded statistically significant positive correlation between a positive organizational culture and increased job satisfaction. These initial results indicate the connection between culture and job satisfaction. The relationship will be further analyzed through future surveys of numerous high technology workplaces.

Westbrook, Jerry W.; Takada, Pamela W.; Roth, Axel (Technical Monitor)

2001-01-01