Sample records for satisfaction organizational commitment

  1. Impact of Satisfaction and Commitment on Teachers' Organizational Citizenship

    ERIC Educational Resources Information Center

    Sesen, Harun; Basim, Nejat H.

    2012-01-01

    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…

  2. Organizational commitment, job satisfaction, and turnover among psychiatric technicians

    Microsoft Academic Search

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

    1974-01-01

    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

  3. The Relationship of Organizational Commitment and Superintendent Job Satisfaction

    ERIC Educational Resources Information Center

    Williams, Todd

    2012-01-01

    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…

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

    PubMed

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

    2012-07-01

    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

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

    ERIC Educational Resources Information Center

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

    2010-01-01

    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…

  6. 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

    Thorn, Dustin

    2010-01-01

    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…

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

    PubMed

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

    2014-11-10

    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

  8. Interaction of organizational commitment and job satisfaction of nurses and medical secretaries in Turkey

    Microsoft Academic Search

    Mehmet Top; Omer Gider

    2012-01-01

    The main aims of this study is to explain the relationship between job satisfaction and organizational commitment and to investigate the effects of gender, education level, age, monthly income, ownership type of the employed hospital, length of employment in the hospital, job and marital status on organizational commitment and job satisfaction. The research was carried out in three hospitals in

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

    Microsoft Academic Search

    Larry J. Williams; Stella E. Anderson

    1991-01-01

    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

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

    PubMed

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

    2013-01-01

    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

  11. The Link Between Job Satisfaction and Organizational Commitment: Differences Between Public and Private Sector Employees

    Microsoft Academic Search

    Yannis Markovits; Ann J. Davis; Doris Fay; Rolf van Dick

    2010-01-01

    Employees in the public and private sectors experience different working conditions and employment relationships. Therefore, it can be assumed that their attitudes toward their job and organizations, and relationships between them, are different. The existing literature has identified the relationship between organizational commitment and job satisfaction as interesting in this context. The present field study examines the satisfaction–commitment link with

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

    PubMed Central

    Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

    2013-01-01

    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

  13. Exploring the Relationships Among Trust, Employee Satisfaction, and Organizational Commitment

    Microsoft Academic Search

    Yoon Jik Cho; Hanjun Park

    2011-01-01

    This research seeks to answer two questions. The first question is this: ‘Does trust matter for employee satisfaction and commitment?’ In the business management field, one can find many empirical studies investigating trust as a valuable resource within organizations. The public management field, however, has paid less attention to this issue. This research investigates the role of trust within one

  14. Resonant leadership, workplace empowerment, and "spirit at work": impact on RN job satisfaction and organizational commitment.

    PubMed

    Wagner, Joan I J; Warren, Sharon; Cummings, Greta; Smith, Donna L; Olson, Joanne K

    2013-12-01

    Canadian researchers have developed the Spirit At Work (SAW) tool for identifying the experiences of individuals who are passionate about and energized by their work. This article describes (a) what registered nurses perceive as contributing to their personal SAW; and (b) the relationships among resonant leadership, structural empowerment concepts, psychological empowerment concepts, SAW concepts, job satisfaction, organizational commitment, and the demographic variables of experience, education, and rank in the RN workplace. The theoretical model was tested using LISREL 8.80 and survey data from 147 randomly selected RNs. Engaging work was found to account for 63% of the explained variance in the model's endogenous variables. Spiritual connection had a causal effect on organizational commitment, while resonant leadership and individual empowerment had significant causal influence on SAW, job satisfaction, and organizational commitment. These results strengthen those of previous studies reporting workplace structures/processes/contributions leading to superior care environments. Future studies will clarify the role of SAW in the workplace. PMID:24617283

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

    ERIC Educational Resources Information Center

    Lim, Taejo

    2010-01-01

    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…

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

    ERIC Educational Resources Information Center

    Nyaanga, Solomon G.

    2012-01-01

    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…

  17. Perceived ideological differences, job satisfaction and organizational commitment among psychiatrists in a community mental health center.

    PubMed

    Baker, J G; Baker, D F

    1999-02-01

    Physician turnover has long been a problem in community mental health centers. While explanations for the problem have been offered, there have been no systematic studies of factors associated with the high turnover. In this study, the Minnesota Satisfaction Questionnaire and the Organizational Commitment Questionnaire were given to psychiatrists employed by a community mental health center. Subjects were also asked to identify their treatment ideology, and to rate their perception of the ideology of other clinicians and administrators with whom they work. Psychiatrists perceived significant differences in many ideological areas. Analysis demonstrated a correlation between these differences and the commitment of the psychiatrists to the organization. PMID:10094512

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

    Microsoft Academic Search

    Peter Lok; John Crawford

    1999-01-01

    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

  19. 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

    Nguni, Samuel; Sleegers, Peter; Denessen, Eddie

    2006-01-01

    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…

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

    Microsoft Academic Search

    Samuel Nguni; Peter Sleegers; Eddie Denessen

    2006-01-01

    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

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

    Microsoft Academic Search

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

    2005-01-01

    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

  2. Job security, satisfaction influence work commitment

    E-print Network

    Reinardy, Scott

    2012-01-01

    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....

  3. The impact of organizational culture and person-organization fit on organizational commitment and job satisfaction in Taiwan

    Microsoft Academic Search

    Colin Silverthorne

    2004-01-01

    The related concepts of organizational culture and person-organization (P-O) fit or congruence between the person and organization are important to organizational success. The psychological contract, which is both perceptual and individual, forms the basis of the P-O fit. However, there has been little attention paid to the interaction of fit and organizational culture with such concepts as job satisfaction and

  4. 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

    Francesco Ceresia

    2010-01-01

    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,

  5. The Role of Perceived Autonomy Support in Principals' Affective Organizational Commitment and Job Satisfaction

    ERIC Educational Resources Information Center

    Chang, Yujin; Leach, Nicole; Anderman, Eric M.

    2015-01-01

    The purpose of this study is to examine the relations between principals' perceived autonomy support from superintendents, affective commitment to their school districts, and job satisfaction. We also explore possible moderation effects of principals' career experiences on these relations. Data were collected from K-12 public school principals in…

  6. Organizational commitment and satisfaction with work among transferred employees: An application of Referent Cognitions Theory

    Microsoft Academic Search

    J. Syroit; H. Lodewijkx; E. Franssen; I. Gerstel

    1993-01-01

    Referent Cognitions Theory (RCT) predicts that resentment is highest among persons who combine high referent outcomes (i) with low likelihood of amelioration and (ii) with perceived unfairness of the procedures leading to their actual outcomes. In organizations, resentment can be expressed in decreased commitment and decreased satisfaction with the organization, and with one's work and work situation. Predictions derived from

  7. An investigation of job satisfaction, organizational commitment and role conflict and ambiguity in a sample of Chinese undergraduate nursing students.

    PubMed

    Wu, L; Norman, I J

    2006-05-01

    This study aimed to explore the relationships between job satisfaction and organizational commitment, role conflict and ambiguity, and demographic variables associated with retention of nurses within the Chinese healthcare workforce. A hypothetical model derived from a review of research studies investigating relationships between these variables was tested in a cross-sectional questionnaire survey of all the final year nursing students in a medical university in China. Seventy-one out of the total sample of 75 final year nursing students completed the questionnaire, producing a response rate of 95%. Descriptive and inferential statistical analysis of the data revealed a positive relationship between job satisfaction and organizational commitment, and a negative relationship between job satisfaction and role conflict and ambiguity. These results largely support the hypothesised associations between variables found in research studies derived mainly from samples of Western qualified nurses. However, contrary to previous studies, the findings suggest that aspirations to work in a clinical post are associated with high job satisfaction, and degree level student nurses have relatively high job satisfaction. The main implications for nursing education and practice are that educators and clinical mentors should work collaboratively to reduce the gap between theory and practice, specifically to improve the quality of student nurses' clinical experience in China and elsewhere. Positive clinical placement experience is related to high job satisfaction, and so, potentially, to improved retention. Future studies are needed which investigate changes in job satisfaction and other related variables over time, which have student nurse samples that are sufficient to enable the predictive value of these variables on retention in the healthcare workforce to be investigated. PMID:16338032

  8. Contextual Factors Affecting Job Satisfaction and Organizational Commitment in Community Mental Health Centers Undergoing System Changes in the Financing of Care

    Microsoft Academic Search

    Anne Morris; Joan R. Bloom

    2002-01-01

    This study examines the relationship between contextual factors and job satisfaction and organizational commitment among a sample of 148 administrators and staff in 17 community mental health centers undergoing the transition from fee-for-service (FFS) reimbursement to capitation of Medicaid-funded mental health services in Colorado. Hierarchical linear modeling was used to assess both organizational level factors as well as factors at

  9. The promise of spirit at work: increasing job satisfaction and organizational commitment and reducing turnover and absenteeism in long-term care.

    PubMed

    Kinjerski, Val; Skrypnek, Berna J

    2008-10-01

    The effectiveness of a spirit at work program in long-term care was evaluated using a quasi-experimental, pretest-posttest design. These findings, along with focus group results, provide strong support that the program increased spirit at work, job satisfaction, organizational commitment, and organizational culture (particularly teamwork and morale), leading to a reduction in turnover and absenteeism--two major concerns in the long-term care sector. This study suggests that implementation of a spirit at work program is a relatively inexpensive way to enhance the work satisfaction of employees, increase their commitment to the organization (thus reducing turnover and absenteeism), and ultimately improve the quality of resident care. PMID:18942536

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

    Microsoft Academic Search

    Muhammad Jamal

    1990-01-01

    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

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

    Microsoft Academic Search

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

    2004-01-01

    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

  12. Organizational Commitment through Organizational Socialization Tactics

    ERIC Educational Resources Information Center

    Filstad, Cathrine

    2011-01-01

    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…

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

    Microsoft Academic Search

    Cheri Ostroff

    1992-01-01

    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

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

    Microsoft Academic Search

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

    1996-01-01

    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

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

    Microsoft Academic Search

    William H. Bommer

    1996-01-01

    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

  16. The Relationship between Perceived Organizational Support and Teachers' Organizational Commitment

    ERIC Educational Resources Information Center

    Nayir, Funda

    2012-01-01

    Problem Statement: It can be said that one of the key factors ensuring teachers adaptation to developments is teachers' level of commitment to their schools. In this commitment, the teacher is expected to internalize the organizational objectives. The teacher's perception of organizational support is important for him to internalize the…

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

    ERIC Educational Resources Information Center

    Shepherd-Osborne, Tracie

    2009-01-01

    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…

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

    Microsoft Academic Search

    Robert J. Taormina

    1999-01-01

    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

  19. The Relationship between Organizational Commitment and Organizational Climate in Manufacturing

    ERIC Educational Resources Information Center

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

    2004-01-01

    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…

  20. The Effects of Organizational Training on Organizational Commitment

    ERIC Educational Resources Information Center

    Bulut, Cagri; Culha, Osman

    2010-01-01

    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…

  1. Influence of Teacher Empowerment on Teachers' Organizational Commitment, Professional Commitment and Organizational Citizenship Behavior in Schools

    ERIC Educational Resources Information Center

    Bogler, Ronit; Somech, Anit

    2004-01-01

    The present study focuses on the relationship between teacher empowerment and teachers' organizational commitment, professional commitment (PC) and organizational citizenship behavior (OCB). It examines which subscales of teacher empowerment can best predict these outcomes. The data were collected through a questionnaire returned by a sample of…

  2. Commitment Profiles: Combinations of Organizational Commitment Forms and Job Outcomes

    ERIC Educational Resources Information Center

    Wasti, S. Arzu

    2005-01-01

    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…

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

    PubMed

    Kamau, Caroline; Medisauskaite, Asta; Lopes, Barbara

    2014-06-27

    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

  4. Regulatory Foci and Organizational Commitment

    ERIC Educational Resources Information Center

    Markovits, Yannis; Ullrich, Johannes; van Dick, Rolf; Davis, Ann J.

    2008-01-01

    We use regulatory focus theory to derive specific predictions regarding the differential relationships between regulatory focus and commitment. We estimated a structural equation model using a sample of 520 private and public sector employees and found in line with our hypotheses that (a) promotion focus related more strongly to affective…

  5. Influencing Organizational Commitment through Office Redesign

    ERIC Educational Resources Information Center

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

    2012-01-01

    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…

  6. Investigating the Correlates and Predictors of Affective and Continuance Organizational Commitment: A Cross sectional Survey of Malaysian Academic Librarians

    Microsoft Academic Search

    Noor Hasrul; Nizan Mohammd Noor

    This study attempts to identify the correlates and predictors of affective and continuance organizational commitment. Meyer & Allen's (1997) conceptualization and operationalization of organizational commitment has been adopted for this study. This study was carried out to determine whether work related variables such as job satisfaction, job involvement, job autonomy, job performance feedback, role conflict and role clarity would have

  7. Organizational handling of careers influences managers' organizational commitment

    Microsoft Academic Search

    Mary Bambacas

    2010-01-01

    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.

  8. The Effects of Organizational Restructure on Employee Satisfaction

    Microsoft Academic Search

    Jack L. Howard; Dwight D. Frink

    1996-01-01

    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

  9. Antecedents and Consequences of Teacher Organizational and Professional Commitment.

    ERIC Educational Resources Information Center

    Somech, Anit; Bogler, Ronit

    2002-01-01

    Examines the relationship of teacher professional and organizational commitment with participation in decision making and organizational citizenship behavior in Israel. Finds, for example, that teachers with high commitment to their organization and/or their profession report that they are more engaged in organizational citizenship behavior than…

  10. Relationships of Task Performance and Contextual Performance with Turnover, Job Satisfaction, and Affective Commitment

    Microsoft Academic Search

    James R Van Scotter

    2000-01-01

    The effects of task performance and contextual performance on turnover, job satisfaction, and affective organizational commitment were examined for two samples of Air Force mechanics. Supervisor ratings of task performance and contextual performance were obtained in 1992 (N=419) for one sample and in 1993 for the second sample (N=991). In both samples, task performance and contextual performance predicted turnover and

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

    ERIC Educational Resources Information Center

    Schroder, Ralph

    2008-01-01

    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…

  12. A multilevel model of affect and organizational commitment

    Microsoft Academic Search

    Yan Li; David Ahlstrom; Neal M. Ashkanasy

    2010-01-01

    This multilevel study investigates affective antecedents of organizational commitment. 230 individuals from 56 working groups\\u000a were surveyed in eight mainland Chinese firms. The results showed that frequently experienced feelings of guilt and determination\\u000a in organizations were positively related to increased organizational commitment. In addition, the increase of intragroup relationship\\u000a conflict strengthened the negative association between chaotic emotions and organizational commitment.

  13. The Relationship between Career Growth and Organizational Commitment

    ERIC Educational Resources Information Center

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

    2010-01-01

    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…

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

    PubMed Central

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

    2015-01-01

    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

  15. Sexual satisfaction in premarital relationships: associations with satisfaction, love, commitment, and stability.

    PubMed

    Sprecher, Susan

    2002-08-01

    This investigation focused on how sexual satisfaction is associated with relationship quality and stability in premarital couples. With data collected at multiple times over several years from a sample of heterosexual couples (who were all dating at Time 1), we examined how sexual satisfaction was associated with relationship satisfaction, love, commitment, and stability. At each wave of the study, sexual satisfaction was associated positively with relationship satisfaction, love, and commitment for both men and women. In addition, change in sexual satisfaction between Time 1 and Time 2 was associated with change over the same period in relationship satisfaction, love, and commitment. Furthermore, some evidence was found that sexual satisfaction was associated with relationship stability. Overall, sexual satisfaction had stronger links with relationship quality for men than for women. PMID:12476266

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

    PubMed

    Dávila, Ma Celeste; Jiménez García, Gemma

    2012-03-01

    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

  17. Perceived organizational support and organizational commitment : The moderating effect of locus of control and work autonomy

    Microsoft Academic Search

    Caroline Aubé; Vincent Rousseau; Estelle M. Morin

    2007-01-01

    Purpose – The aim of this article is to deepen the understanding of the relationships between perceived organizational support (POS) and the dimensions of organizational commitment (i.e. affective, normative and continuance commitment), and to test the moderating effect of locus of control and work autonomy. Design\\/methodology\\/approach – This study, based on a cross-sectional research design, was conducted in an organizational

  18. Predictors of Organizational Commitment: Variations across Career Stages.

    ERIC Educational Resources Information Center

    Brooks, Jan Leeman; Seers, Anson

    1991-01-01

    The matching of 5 predictors of organizational commitment with 5 career stages was investigated with a sample of 1,536 Air Force employees. Between- and within-stage analysis showed that team cohesion was stronger during second stage, job challenge during third, supervisor behavior during fourth, and organizational climate during fifth.…

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

    ERIC Educational Resources Information Center

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

    2011-01-01

    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…

  20. Organizational Commitment of Professional Employees in Union and Nonunion Research Libraries.

    ERIC Educational Resources Information Center

    Hovekamp, Tina Maragou

    1994-01-01

    Examines organizational commitment in unionized and nonunionized research libraries based on a survey of 400 professional employees at 26 libraries. Organizational commitment was studied in relation to union presence, union membership status, and union commitment. (Contains 22 references.) (KRN)

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

    ERIC Educational Resources Information Center

    Madlock, Paul E.

    2012-01-01

    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…

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

    Microsoft Academic Search

    Aaron Cohen

    2007-01-01

    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,

  3. Job Satisfaction of Teachers and Organizational Effectiveness of Elementary Schools.

    ERIC Educational Resources Information Center

    Knopp, Robert; O'Reilly, Robert R.

    The purpose of this study was to examine the relationship between job satisfaction of teachers and perceived school effectiveness. Questionnaires were distributed to teachers in 75 elementary schools in Ontario, Canada. A job description index and the concept of organizational effectiveness were used to measure job satisfaction variables of work,…

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

    ERIC Educational Resources Information Center

    Allen, Myria W.; Brady, Robert M.

    1997-01-01

    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…

  5. Organizational identity strength, identification, and commitment and their relationships to turnover intention: does organizational hierarchy matter?

    Microsoft Academic Search

    Michael S. Cole; Heike Bruch

    2006-01-01

    Summary In the present study we sought to clarify the functional distinctions between organization identity strength, organizational identification, and organizational commitment. Data were obtained from 10 948 employees of a large steel manufacturer. First, confirmatory factor analysis was used to test the discriminant validity of the three focal constructs. Next, drawing on research that suggests hierarchical differentiation may influence individuals'

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

    Microsoft Academic Search

    Serap Benligiray; Harun Sönmez

    2012-01-01

    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

  7. Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction

    PubMed Central

    2011-01-01

    Background Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees. Methods A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned. To test the reliability of the data, they were analyzed by Cronbach's ? and confirmatory factors. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction. Results Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction. Conclusions The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction. PMID:21569537

  8. Organizational commitment among high school teachers of India and Iran

    Microsoft Academic Search

    Faranak Joolideh; K. Yeshodhara

    2009-01-01

    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). They were asked to responsed to the

  9. Organizational Commitment among High School Teachers of India and Iran

    ERIC Educational Resources Information Center

    Joolideh, Faranak; Yeshodhara, K.

    2009-01-01

    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).…

  10. Workplace spirituality and organizational commitment: an integrative model

    Microsoft Academic Search

    Christian Vandenberghe

    2011-01-01

    In this article, the model of spiritual leadership of Fry and colleagues is built on to envision how spiritual leaders can influence employee commitment in the workplace, and ultimately job performance, organizational citizenship behaviors, retention, and psychological well-being. The model presented proposes sense of calling and sense of membership as mediators of the effects of spiritual leadership on four components

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

    ERIC Educational Resources Information Center

    Dude, David Joseph

    2012-01-01

    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…

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

    ERIC Educational Resources Information Center

    Cohen, Aaron

    2006-01-01

    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…

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

    Microsoft Academic Search

    Yuanqiong He; Kin Keung Lai; Yagang Lu

    2011-01-01

    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,

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

    ERIC Educational Resources Information Center

    Zhang, Jin; Zheng, Wei

    2009-01-01

    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…

  15. Organization communication, job stress, organizational commitment, and job performance of accounting professionals in Taiwan and America

    Microsoft Academic Search

    Jui-Chen Chen; Colin Silverthorne; Jung-Yao Hung

    2006-01-01

    Purpose – To further understand the impact of organizational communication and commitment on job stress and performance. Over the past 20 years, the constructs of organizational commitment and communication have been studied extensively but little attention has been paid to the relationship between them and other organizational variables such as job performance and stress. Also, differences between employees either in

  16. Exploring Organizational Commitment and Leadership Frames within Indian and Iranian Higher Education Institutions

    Microsoft Academic Search

    Naser Shirbagi

    2007-01-01

    The survey investigates relationship between faculty members' organizational commitment and leadership frames of chairpersons. The primary objective of this research was to understand how these contribute in making faculty members committed to a university. It was a comparative study in Iranian and Indian institutions. Questionnaires containing organizational commitment and leadership frames measures were distributed to faculty members employed in Tabriz

  17. Another look at the locus of control-organizational commitment relationship: it depends on the form of commitment

    Microsoft Academic Search

    Daniel F. Coleman; Gregory P. Irving; Christine L. Cooper

    1999-01-01

    Summary Previous studies imply that individuals with an external locus of control (LOC) are less likely to be committed to their organizations. More recent work on organizational commitment has suggested that commitment is not a unidimensional construct and can take several forms (e.g., aÄective and continuance). Using a sample of 232 employees of a Canadian governmental agency, we examined the

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

    ERIC Educational Resources Information Center

    Ucanok, Basak; Karabati, Serdar

    2013-01-01

    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…

  19. Retaining Staff Employees: The Relationship between Human Resources Management Strategies and Organizational Commitment.

    ERIC Educational Resources Information Center

    Buck, Jeffrey M.; Watson, John L.

    2002-01-01

    Explored whether an institution's human resources management (HRM) strategies can influence individuals' organizational commitment levels, which ultimately can affect staff turnover rates. Found significant relationship between certain HRM strategies and commitment constructs. (EV)

  20. 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

    Ekeland, Terry Paul

    2006-04-12

    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 ...

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

    PubMed

    Smith, Kenneth J

    2010-04-01

    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

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

    Microsoft Academic Search

    Yingyan Wang; Charles A. OReilly III

    2010-01-01

    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

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

    ERIC Educational Resources Information Center

    Thomas, James L.; Cunningham, Brent J.

    2009-01-01

    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…

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

    ERIC Educational Resources Information Center

    Devos, Geert; Tuytens, Melissa; Hulpia, Hester

    2014-01-01

    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…

  5. The relationship between ethical pressure, relativistic moral beliefs and organizational commitment

    Microsoft Academic Search

    Dane K. Peterson

    2003-01-01

    Questionnaire data from 161 business professionals were analyzed to investigate a proposed interaction between pressure to engage in unethical work activity and relativistic moral beliefs with respect to business professionals’ organizational commitment and intentions to leave the organization. The results indicated that organizational commitment was lower and intention to leave was higher for professionals who felt pressured by their employer

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

    Microsoft Academic Search

    John Charles Thomas

    2008-01-01

    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.

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

    Microsoft Academic Search

    Alessia DAmato; Regina Herzfeldt

    2008-01-01

    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,

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

    Microsoft Academic Search

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

    2011-01-01

    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

  9. Employee Motivation and Organizational Commitment: A Comparison of Tipped and Nontipped Restaurant Employees

    Microsoft Academic Search

    Catherine R. Curtis; Randall S. Upchurch; Denver E. Severt

    2009-01-01

    This study explores motivational and organizational commitment factors of tipped and nontipped restaurant employees when differentiated by gender. The data collected from employees of a nationally-known, branded restaurant chain was analyzed using the ANOVA procedure in an effort to determine if significant differences existed between the tipped and nontipped employees relative to their level of motivation and organizational commitment. The

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

    ERIC Educational Resources Information Center

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

    2007-01-01

    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…

  11. Effects of management communication, opportunity for learning, and work schedule flexibility on organizational commitment

    Microsoft Academic Search

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

    2006-01-01

    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 employees. Based on her conceptual framework, we examined the separate and synergistic effects of

  12. The effects of organizational formalization on organizational commitment and work alienation in US, Japanese and Korean industrial salesforces

    Microsoft Academic Search

    Ronald E. Michaels; Alan J. Dubinsky; Masaaki Kotabe; Chae Un Lim

    1996-01-01

    States that researchers in marketing have called for investigations concerning personal selling and sales management in the international arena. Examines the influence of organizational formalization on work alienation through role stress and organizational commitment in industrial salesforces in the USA, Japan and Korea. From surveys of salesforces selling electronic products and components, reveals inter-country differences and highlights the importance of

  13. Side-Bet Theory and the Three-Component Model of Organizational Commitment

    ERIC Educational Resources Information Center

    Powell, Deborah M.; Meyer, John P.

    2004-01-01

    We tested Becker's (1960) side-bet conceptualization of commitment within the context of Meyer and Allen's (1991) three-component model of organizational commitment. Employees (N=202) from various organizations completed a survey including measures of (a) seven categories of side bets (b) affective, normative, and continuance commitment, and (c)…

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

    ERIC Educational Resources Information Center

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

    2002-01-01

    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…

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

    NASA Astrophysics Data System (ADS)

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

    2014-12-01

    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.

  16. Professional and organizational commitment in paediatric occupational therapists: the influence of practice setting.

    PubMed

    Seruya, Francine M; Hinojosa, Jim

    2010-09-01

    The professional and organizational commitment of paediatric occupational therapists working in two distinct practice settings, schools and medically based settings, was investigated. A web-based survey program was used to administer a questionnaire to occupational therapists employed in New York, New Jersey and Connecticut. The study employed social identity theory as a guiding perspective in understanding therapists' professional and organizational commitment. One hundred and fifty-seven paediatric therapists responded to the Professional Commitment Questionnaire and the Organizational Commitment Questionnaire to gauge their commitment to both the profession and their employing organizations. Results indicated that paediatric therapists, regardless of employment setting, have high professional commitment. Paediatric occupational therapists employed in medically based settings indicated statistically significant higher organizational commitment than their school-based counterparts. For therapists that work in school settings, the presence of a professional cohort did not influence professional commitment scores. As the study employed a web-based survey methodology, only individuals who were members of associations and had access to a computer and the Internet were able to participate. Further study might include widening the participant pool as well as adding additional instruments to explore both professional and organizational commitment on a more national scale. PMID:20806287

  17. Organizational and Occupational Identification: Relations to Teacher Satisfaction and Intention to Early Retirement

    ERIC Educational Resources Information Center

    Gumus, Murat; Hamarat, Bahattin; Colak, Ertugrul; Duran, Erol

    2012-01-01

    Purpose: This paper aims to explore the effects of two work related identification (occupational and organizational) of school teachers on intention to early retirement (withdrawal) and satisfaction with the occupation and satisfaction with the school. It also seeks the influence of perceived external prestige on withdrawal and satisfaction.…

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

    ERIC Educational Resources Information Center

    Frazier, Eugene

    2013-01-01

    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…

  19. The relationship between organizational socialization and commitment in the workplace among employees in long-term nursing care facilities

    Microsoft Academic Search

    Aaron Cohen; Aya Veled-Hecht

    2010-01-01

    Purpose – This paper seeks to examine the relationship between organizational socialization and commitment in the workplace (affective organizational commitment, occupational commitment, workgroup commitment, work involvement and job involvement). It also examines whether this relationship holds when organizational justice is included in the equation. Design\\/methodology\\/approach – A total of 109 employees employed no longer than 3.5 years in long-term nursing

  20. A Review and Meta-Analysis of the Antecedents, Correlates, and Consequences of Organizational Commitment

    Microsoft Academic Search

    John E. Mathieu; Dennis M. Zajac

    1990-01-01

    In this article, we summarize previous empirical studies that examined antecedents, correlates, and\\/or consequences of organizational commitment using meta-analysis. In total, 48 meta-analyses were conducted, including 26 variables classified as antecedents, 8 as consequences, and 14 as correlates. Statistical artifacts were found to account for the variance between studies in only one meta-analysis that used attendance. Type of organizational commitment

  1. An investigation of the role of job satisfaction in employees' organizational citizenship behavior.

    PubMed

    Talachi, Rahil Kazemi; Gorji, Mohammad Bagher; Boerhannoeddin, Ali Bin

    2014-06-01

    Job satisfaction, as an integral part of organizational environment, can affect organizational citizenship behavior. Therefore, the present paper aimed at determination of the relationship between these two factors among the employees to provide an appropriate model. The population of this study consisted of all employees of Golestan Province industry, mine and trade organization (Iran), the number of whom is 154, out of which, 120 employees were selected as a sample by the simple random sampling method. For collecting the data, two questionnaires of job satisfaction and organizational citizenship behavior were applied, and the obtained data was analyzed using the statistical methods of Kolmogorov-Smirnov test, Spearman's correlation, Pearson's correlation coefficient, Regression analysis, F-test and T-test. From the results, it was found that the variable of job satisfaction had a significant positive relationship with organizational citizenship behavior and one unit increase in organizational citizenship behavior is resulted from 0.622 unit increase in job satisfaction. PMID:25144970

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

    Microsoft Academic Search

    Randi L. Sims; K. Galen Kroeck

    1994-01-01

    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.

  3. Longitudinal Examination of Mentoring Relationships on Organizational Commitment and Citizenship Behavior.

    ERIC Educational Resources Information Center

    Donaldson, Stewart I.; Ensher, Ellen A.; Grant-Vallone, Elisa J.

    2000-01-01

    A 6-month study of 157 workers being mentored found that proteges with high-quality mentoring relationships had higher levels of organizational commitment over time. Relationship quality also influenced levels of self-reported organizational citizenship behavior (helping co-workers, volunteering beyond job duties). However, such behavior was not…

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

    ERIC Educational Resources Information Center

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

    2004-01-01

    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…

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

    ERIC Educational Resources Information Center

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

    2009-01-01

    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…

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

    ERIC Educational Resources Information Center

    Austin-Hickey, Rachel

    2013-01-01

    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…

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

    ERIC Educational Resources Information Center

    Hulpia, Hester; Devos, Geert

    2010-01-01

    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…

  8. The relationship between organizational commitment and contextual performance among private club leaders

    Microsoft Academic Search

    Ronald F. Cichy; JaeMin Cha; SeungHyun Kim

    2009-01-01

    The present study examined the factor structure of, and relationships between, multi-dimensional constructs of organizational commitment (OC) and contextual performance (CP) in the context of the private club industry. Data were collected from private club leaders (N=549) via a web survey. Structural equation modeling showed that affective commitment (AC) had the strongest positive effects on both dimensions of CP. Continuance

  9. Effects of Team and Organizational Commitment--A Longitudinal Study

    ERIC Educational Resources Information Center

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

    2010-01-01

    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…

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

    PubMed Central

    2013-01-01

    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

  11. Antecedents and Outcomes of Career Commitment.

    ERIC Educational Resources Information Center

    Aryee, Samuel; Tan, Kevin

    1992-01-01

    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)

  12. Organizational commitment among general practitioners: A cross-sectional study of the role of psychosocial factors

    PubMed Central

    Kuusio, Hannamaria; Heponiemi, Tarja; Sinervo, Timo; Elovainio, Marko

    2010-01-01

    Objective To examine whether general practitioners (GP) working in primary health care have lower organizational commitment compared with physicians working in other health sectors. The authors also tested whether psychosocial factors (job demands, job control, and colleague consultation) explain these differences in commitment between GPs and other physicians. Design Cross-sectional postal questionnaire. Setting and participants A postal questionnaire was sent to a random sample of physicians (n = 5000) drawn from the Finnish Association database in 2006. A total of 2841 physicians (response rate 57%) returned the questionnaire, of which 2657 (545 GPs and 2090 other physicians) fulfilled all the participant criteria. Main outcome measures Organizational commitment was measured with two different indicators: intention to change jobs and low affective commitment. Results GPs were less committed to their organizations than other physicians. Work-related psychosocial factors (high job demands, low job control, and poor colleague consultation) were all significant risk factors for low organizational commitment. Conclusions The evidence collected suggests that policies that reduce psychological demands, such as job demands and low control, may contribute to better organizational commitment and, thus, alleviate the shortages of physicians in primary care. Furthermore, giving GPs a stronger say in decisions concerning their work and providing them with more variety in work tasks may even improve the quality of primary care. The strategies for workplace development should focus on redesigning jobs and identifying GPs at higher risk, such as those with especially high job strain. PMID:20470018

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

    ERIC Educational Resources Information Center

    Bartlett, Kenneth; Kang, Dae-seok

    2004-01-01

    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…

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

    ERIC Educational Resources Information Center

    Pantouvakis, Angelos; Bouranta, Nancy

    2013-01-01

    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…

  15. Organizational commitment in MNC subsidiary top managers: antecedents and consequences

    Microsoft Academic Search

    Antonia M. García-Cabrera; M. Gracia García-Soto

    2012-01-01

    This article studies, first, how affective and continuance commitments affect MNC subsidiary top managers' intent to leave either their current post or the firm itself, and second, which variables influence these managers' affective and continuance commitments. The analysis uses a sample of MNC subsidiary top managers in Spain, and the results confirm that these managers' intent to leave the subsidiary

  16. Organizational commitment in MNC subsidiary top managers: antecedents and consequences

    Microsoft Academic Search

    Antonia M. García-Cabrera; M. Gracia García-Soto

    2011-01-01

    This article studies, first, how affective and continuance commitments affect MNC subsidiary top managers' intent to leave either their current post or the firm itself, and second, which variables influence these managers' affective and continuance commitments. The analysis uses a sample of MNC subsidiary top managers in Spain, and the results confirm that these managers' intent to leave the subsidiary

  17. The Relationship between Organizational Support and Satisfaction with Teacher Assistance Teams.

    ERIC Educational Resources Information Center

    Kruger, Louis J.; And Others

    1995-01-01

    The relationship between organizational support and satisfaction with a collaborative problem-solving structure called the Teacher Assistance Team (TAT), which assists general education teachers concerning special needs students, was studied with 161 TAT members and 127 elementary school consumers of TAT services. Organizational supports involved:…

  18. Practice assistants in primary care in Germany – associations with organizational attributes on job satisfaction

    PubMed Central

    2013-01-01

    Background Job satisfaction and organizational attributes in primary care teams are important issues as they affect clinical outcomes and the quality of health care provided. As practice assistants are an integral part of these teams it is important to gain insight into their views on job satisfaction and organizational attributes. The aim of this study was to evaluate the job satisfaction of practice assistants and the organizational attributes within their general practices in Germany and to explore the existence of possible associations. Methods This observational study was based on a job satisfaction survey and measurement of organizational attributes in general practices in the German federal state of Baden-Wuerttemberg. Job satisfaction was measured with the 10-item ‘Warr-Cook-Wall job satisfaction scale’. Organizational attributes were evaluated with the 21-items ‘survey of organizational attributes for primary care’ (SOAPC). Linear regression analyses were performed in which each of SOAPC scales and the overall score of SOAPC was treated as outcome variables. Results 586 practice assistants out of 794 respondents (73.8%) from 234 general practices completed the questionnaire. Practice assistants were mostly satisfied with their colleagues and least of all satisfied with their income and recognition for their work. The regression analysis showed that ‘freedom of working method’ and ‘recognition of work’, the employment status of practice assistants and the mode of practice were almost always significantly associated with each subscale and overall score of SOAPC. Conclusions Job satisfaction is highly associated with different aspects of organizational attributes for primary care (‘communication’, ‘decision-making’ and ‘stress’). Consequently, improved job satisfaction could lead to a better-organized primary care team. This implication should be investigated directly in further intervention studies with a special focus on improving the recognition for work and income. PMID:23915225

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

    PubMed Central

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

    2013-01-01

    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

  20. The Impact of Negative Attitudes toward Computers on Employees' Satisfaction and Commitment within a Small Company.

    ERIC Educational Resources Information Center

    Murrell, Audrey J.; Sprinkle, Jodi

    1993-01-01

    A survey of 29 employees at a real estate office revealed that one-third still felt incompetent with computers despite generally positive attitudes toward them. A correlation appears to exist between frustration with computers and job satisfaction, although negative attitudes toward computers and job performance appear unrelated to organizational

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

    ERIC Educational Resources Information Center

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

    2006-01-01

    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…

  2. Effects of disposition on hospitality employee job satisfaction and commitment

    Microsoft Academic Search

    Paula Silva

    2006-01-01

    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

  3. 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

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

    2011-01-01

    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…

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

    Microsoft Academic Search

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

    2006-01-01

    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

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

    ERIC Educational Resources Information Center

    Jing, Lizhen; Zhang, Deshan

    2014-01-01

    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…

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

    ERIC Educational Resources Information Center

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

    2014-01-01

    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…

  7. Sustain our organizational commitment to efficiency and effectiveness through careful

    E-print Network

    Benos, Panayiotis "Takis"

    . Innovate through an organizational culture that emphasizes continuous learning for our staff and utilizes to enhance learning and growth in academic programs and to support excellence and innovation in teaching as to help us demonstrate the value of our services to all our stakeholders. Communicate strategically

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

    ERIC Educational Resources Information Center

    Short, Emily Carter

    2013-01-01

    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.…

  9. The Moderating Effect of Organizational Commitment on the Occupational Stress Outcome Relationship

    Microsoft Academic Search

    C. S. Leong; Adrian Furnham; Cary L. Cooper

    1996-01-01

    The study attempted to examine the effect of organizational commitment as a moderator of the stress-outcome relationship. In all, 106 (39 male, 67 female) professional and administrative officers from various departments of a public sector organization each completed a set of questionnaires which consisted of the Occupational Stress Indicator (OSI) which has six subscales relating to stressors, six relating to

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

    ERIC Educational Resources Information Center

    Thomas, John Charles

    2008-01-01

    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

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

    ERIC Educational Resources Information Center

    Wachtfogel, Marc

    2009-01-01

    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,…

  12. The Relationship between Power Distance and Organizational Commitment in Primary Schools

    ERIC Educational Resources Information Center

    Deniz, Ayhan; Yildirim, Bilal

    2014-01-01

    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…

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

    PubMed

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

    2013-10-01

    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

  14. Sleep and organizational citizenship behavior: the mediating role of job satisfaction.

    PubMed

    Barnes, Christopher M; Ghumman, Sonia; Scott, Brent A

    2013-01-01

    We examine sleep as an important factor beyond the work domain that is relevant to organizational citizenship behavior. In a field study of 87 employees from a variety of organizations, an objective measure of sleep quantity predicted organizational citizenship behavior directed toward organizations but not organizational citizenship behavior directed toward individuals. Additionally, job satisfaction mediated this relationship. In a second field study of 85 working college students, we found that natural variation in daily sleep over the course of a work week predicted daily variance in organizational citizenship behavior directed toward both individuals and organizations, and that job satisfaction mediated these relationships. Based on these findings, we discuss theoretical and practical implications of sleep-deprived employees. PMID:23148600

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

    E-print Network

    Ren, Run

    2009-05-15

    /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...

  16. Relationships among marital investment, marital satisfaction, and marital commitment in domestically victimized and nonvictimized wives.

    PubMed

    Bauserman, S A; Arias, I

    1992-01-01

    The present investigation examined the association between marital investment, marital satisfaction, and commitment to marriage among physically abused women. We applied an investment model and a social learning model to understanding victimized wives' satisfaction and commitment to stay married. Thirty wives who reported physical abuse and 58 nonabused wives completed measures of marital stability, investment in marital problem solving, and dyadic adjustment. Investment in marital problem solving was assessed by having subjects indicate how much energy that they have put into solving 34 common marital problems and whether their efforts were successful or not successful. Consistent with a social learning model but counter to an investment perspective, correlational and multiple regression analyses for each group revealed that failed investment was significantly related to lower, not greater, commitment. Group differences also emerged. Whereas nonabused wives' commitment was related to their dyadic adjustment abused wives' commitment was related to their level of failed investment. Results are consistent with the notion that women may remain in abusive relationships because of psychological entrapment. PMID:1308436

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

    Microsoft Academic Search

    Michel Tremblay; Bruno Sire; David B. Balkin

    2000-01-01

    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

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

    PubMed

    Dawal, Siti Zawiah Md; Taha, Zahari

    2007-12-01

    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

  19. Conflict Resolution For Nursing Promoting Job Satisfaction and Respect for Organizational Justice

    Microsoft Academic Search

    Anthony Meo; HewittAnne

    2012-01-01

    Unresolved conflict is a primary reason why nursing turnover rates are exceptionally high and job satisfaction is lacking within the profession. One of the driving factors in leading a decision to leave employment is a nurse’s relationship with peers and with the organization. Whether or not an infrastructure exists to resolve conflict is irrelevant if a nurse’s perception of organizational

  20. Do types of organizational culture matter in nurse job satisfaction and turnover intention?

    Microsoft Academic Search

    Jae San Park; Tae Hyun Kim

    2009-01-01

    Purpose – The purpose of the study is to examine whether and how different types of organizational culture are associated with job satisfaction and turnover intention among hospital nurses in Korea, where the work culture is often considered different from that of Western countries. Design\\/methodology\\/approach – The sample for the study consists of 527 nurses working in two public hospitals

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

    ERIC Educational Resources Information Center

    Diffenauer, Deborah A.

    2010-01-01

    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…

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

    Microsoft Academic Search

    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

    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

  3. Communication Satisfaction, Organizational Citizenship Behavior and the Relationship to Student Achievement in High Schools

    ERIC Educational Resources Information Center

    Blanchard, Gayle A.

    2012-01-01

    This study used a correlational design that allowed the researcher to examine the relationship among communication satisfaction, organizational citizenship behaviors (OCB) and student achievement. High school teachers were surveyed from a convenience sample of 12 school districts in Arizona. Established instruments were used to survey…

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

    ERIC Educational Resources Information Center

    Naveh, Gali; Tubin, Dorit; Pliskin, Nava

    2010-01-01

    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…

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

    ERIC Educational Resources Information Center

    Jackson, Janese Marie

    2011-01-01

    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…

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

    ERIC Educational Resources Information Center

    Zhu, Chang; Devos, Geert; Li, Yifei

    2011-01-01

    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…

  7. Organizational Justice and Employee Satisfaction in Performance Appraisal

    ERIC Educational Resources Information Center

    Palaiologos, Anastasios; Papazekos, Panagiotis; Panayotopoulou, Leda

    2011-01-01

    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…

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

    ERIC Educational Resources Information Center

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

    2008-01-01

    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…

  9. The Effects of Job Demands and Organizational Resources through Psychological Need Satisfaction and Thwarting.

    PubMed

    Gillet, Nicolas; Fouquereau, Evelyne; Huyghebaert, Tiphaine; Colombat, Philippe

    2015-01-01

    In Study 1, we tested a model in which two job demands (i.e., changes in tasks and ambiguities about work) and organizational resources (i.e., interpersonal and informational justice) influence work engagement through the satisfaction of individuals' psychological needs for autonomy, competence, and relatedness. In Study 2, we examined the indirect effects of the same job demands and organizational resources on burnout through need thwarting. We also examined the mediating role of organizational resources in the relationships of changes in tasks and ambiguities about work to need satisfaction (Study 1) and need thwarting (Study 2). Structural equation modeling performed on cross-sectional data collected from 461 workers in Study 1 and 708 employees in Study 2 provided support for the hypothesized models. Specifically, results revealed that changes in tasks and ambiguities about work have direct and indirect effects (via organizational resources) on psychological need satisfaction and need thwarting, which in turn positively predicted work engagement and burnout, respectively (p < .05). Research implications and study limitations are discussed. PMID:25991079

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

    PubMed

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

    2012-04-01

    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

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

    Microsoft Academic Search

    José Varela González; Teresa García Garazo

    2006-01-01

    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

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

    PubMed

    Cohen, Aaron; Liu, Ying

    2011-08-01

    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

  13. Some Possible Antecedents of Military Personnel Organizational Citizenship Behavior

    Microsoft Academic Search

    Sait Gurbuz

    2009-01-01

    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

  14. Self-efficacy, job satisfaction, motivation and commitment: exploring the relationships between indicators of teachers’ professional identity

    Microsoft Academic Search

    Esther T. Canrinus; Michelle Helms-Lorenz; Douwe Beijaard; Jaap Buitink; Adriaan Hofman

    This study investigates how relevant indicators of teachers’ sense of their professional identity (job satisfaction, occupational\\u000a commitment, self-efficacy and change in level of motivation) are related. A model is proposed, tested with structural equation\\u000a modelling (SEM) and refined using data from 1,214 Dutch teachers working in secondary education. Classroom self-efficacy and\\u000a relationship satisfaction play a key influencing role in the

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

    PubMed

    Yang, Yi-Feng

    2014-02-01

    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

  16. Self-Efficacy, Job Satisfaction, Motivation and Commitment: Exploring the Relationships between Indicators of Teachers' Professional Identity

    ERIC Educational Resources Information Center

    Canrinus, Esther T.; Helms-Lorenz, Michelle; Beijaard, Douwe; Buitink, Jaap; Hofman, Adriaan

    2012-01-01

    This study investigates how relevant indicators of teachers' sense of their professional identity (job satisfaction, occupational commitment, self-efficacy and change in level of motivation) are related. A model is proposed, tested with structural equation modelling (SEM) and refined using data from 1,214 Dutch teachers working in secondary…

  17. Stress in Teaching: a study of occupational stress and its determinants, job satisfaction and career commitment among primary schoolteachers

    Microsoft Academic Search

    Mark G. Borg; Richard J. Riding; Joseph M. Falzon

    1991-01-01

    A questionnaire survey of 710 Maltese primary schoolteachers revealed that the level of teacher stress, job satisfaction and career commitment was constituted differently in some of the teacher demographic subgroups. A principal components analysis of the stress ratings of 20 items covering various aspects of the teacher's work environment yielded four factors described in terms of ‘pupil misbehaviour’, ‘time\\/ resource

  18. Half-Way Out: How Requiring Outside Offers to Raise Salaries Influences Faculty Retention and Organizational Commitment

    ERIC Educational Resources Information Center

    O'Meara, KerryAnn

    2015-01-01

    This institutional case study examines the influence of a policy requiring outside offers for faculty salary increases on institutional retention efforts and faculty organizational commitment. Outside offers and policies governing them are rarely examined, and studied here from the perspective of administrators, leaving faculty, and faculty who…

  19. The Impact of Structured On-the-Job Training (S-OJT) on a Trainer's Organizational Commitment

    ERIC Educational Resources Information Center

    Cho, Daeyeon

    2009-01-01

    The purpose of this study was to examine the causal relationships between S-OJT trainer preparation, self-efficacy as a trainer, trainers' delivery of S-OJT, and organizational commitment as a consequence of employing S-OJT. This study proposed a theoretical model from the review of related literature and then empirically investigated the fitness…

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

    Microsoft Academic Search

    Jong-Chae Kim

    2011-01-01

    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),

  1. The negative impact of organizational cynicism on physicians and nurses.

    PubMed

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

    2014-01-01

    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

  2. Career Commitment, Competencies, and Citizenship

    Microsoft Academic Search

    Kerry David Carson; Paula Phillips Carson

    1998-01-01

    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

  3. Personnel Characteristics, Job Satisfaction, and Organizational Styles of Television Program Directors Over Market Ranks and Station Sizes.

    ERIC Educational Resources Information Center

    Fish, Marjorie; Adams, R. C.

    A study compared the organizational styles of television station program directors (PDs) against indicators of market and department size, personnel stability, job satisfaction, and productivity. Researchers used the four types of management styles used by Likert: exploitative authoritarian, benevolent authoritarian, consultative, and…

  4. Effects of Individual and Organizational Factors on Job Satisfaction and Intent to Stay in the Hotel and Restaurant Industry

    Microsoft Academic Search

    Kakyom Kim; Giri Jogaratnam

    2010-01-01

    While employee turnover has long been recognized as a critical factor to be effectively managed by the hospitality industry, there has been little effort aimed at developing a systematic model to address and predict employee intentions to stay. This research investigated the effects of individual and organizational factors on job satisfaction and intent to stay of hotel and restaurant employees.

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

    Microsoft Academic Search

    Bilha Mannheim; Yehuda Baruch; Joseph Tal

    1997-01-01

    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,

  6. The mediating role of organizational subcultures in health care organizations

    Microsoft Academic Search

    Peter Lok; Jo Rhodes; Bob Westwood

    2011-01-01

    Purpose – This study aims to investigate the mediating role of organizational subculture between job satisfaction, organizational commitment (dependent variables) and leadership, culture (independent variables) in health care organizations. Design\\/methodology\\/approach – A survey on nurses from 26 wards from various types of hospital was used. A total of 251 usable returns were collected for the analysis (i.e. response rate of

  7. 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

    Love, Kevin G.

    2013-01-01

    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…

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

    Microsoft Academic Search

    Amna Yousaf; Karin Sanders; Helen Shipton

    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

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

    ERIC Educational Resources Information Center

    de Lara, Pablo Zoghbi Manrique

    2008-01-01

    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).…

  10. 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

    Carden, Lila Lenoria

    2007-09-17

    , 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...

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

    ERIC Educational Resources Information Center

    Bartocci, Charles August

    2012-01-01

    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…

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

    ERIC Educational Resources Information Center

    Chen, Mei-Yen

    2009-01-01

    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.…

  13. Individual Reactions to High Involvement Work Processes: Investigating the Role of Empowerment and Perceived Organizational Support

    Microsoft Academic Search

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

    2009-01-01

    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

  14. Impact of Marketing WorkPlace Diversity on Employee Job Involvement and Organizational Commitment

    Microsoft Academic Search

    Susan L. Kirby; Orlando C. Richard

    2000-01-01

    Much of the debate about managing work-force diversity concerns the rationale for the procedures used and the outcomes produced by programs perceived to be unfair. The authors explored the role of organizational justice in diversity initiatives; they examined which of 6 diversity arguments (T. H. Cox & S. Blake, 1991) were most often used by U.S. firms and accepted by

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

    ERIC Educational Resources Information Center

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

    2009-01-01

    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…

  16. 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

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

    2014-01-01

    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…

  17. Job satisfaction and career commitment of librarians in federal university libraries in Nigeria

    Microsoft Academic Search

    Gboyega Adio; S. O. Popoola

    2010-01-01

    Purpose – The purpose of this paper is to examine the dissatisfaction of library users and the manager of each federal university library vis-à-vis the complaint of the librarians working in those libraries on inadequate funding, lack of promotion, poor condition of service and lack of recognition which affected their career commitment. Design\\/methodology\\/approach – Questionnaires were used to gather data

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

    ERIC Educational Resources Information Center

    Baker-Tate, Ixchel M.

    2010-01-01

    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…

  19. Western Canada and the Western United States: Similarities and Differences in Organizational Commitment.

    ERIC Educational Resources Information Center

    Gattiker, Urs E.

    This study examined how factors such as income, gender, and hierarchical level help to determine employee's level of attitudinal and behavioral commitment to their employers in the United States and Canada. Employers at 28 Canadian firms and 15 U.S. firms were asked to choose female respondents and match them with male respondents in positions of…

  20. Job Satisfaction in Joint Venture Hotels in China: An Organizational Justice Analysis

    Microsoft Academic Search

    Kwok Leung; Peter B. Smith; Zhongming Wang; Haifa Sun

    1996-01-01

    In a survey of local employees of joint venture hotels in China, it was found that procedural and performance-based distributive justice was related to job satisfaction, but interactional justice was not. Comparison with other local employees was related to job satisfaction, but comparison with overseas employees was not. Senior managers reported a lower level of procedural and interactional justice, and

  1. Organizational Climate Configurations: Relationships to Collective Attitudes, Customer Satisfaction, and Financial Performance

    Microsoft Academic Search

    Mathis Schulte; Cheri Ostroff; Svetlana Shmulyian; Angelo Kinicki

    2009-01-01

    Research on organizational climate has tended to focus on independent dimensions of climate rather than studying the total social context as configurations of multiple climate dimensions. The authors examined relationships between configurations of unit-level climate dimensions and organizational outcomes. Three profile characteristics represented climate configurations: (1) elevation, or the mean score across climate dimensions; (2) variability, or the extent to

  2. 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

    Zone, Emma J.

    2013-01-01

    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…

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

    PubMed

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

    2013-07-01

    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

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

    ERIC Educational Resources Information Center

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

    2000-01-01

    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…

  5. The Effects of Needs, Organizational Factors and Teacher's Characteristics on Job Satisfaction in Kindergarten Teachers.

    ERIC Educational Resources Information Center

    Avi-Itzhak, Tamara E.

    The purpose of this study is to: (1) identify and assess perceived professional needs of kindergarten teachers; (2) identify perceived professional needs, organizational factors and teachers' characteristics which significantly discriminate between "satisfied teachers" vs. "dissatisfied teachers"; and (3) assess their relative contribution to the…

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

    ERIC Educational Resources Information Center

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

    2008-01-01

    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…

  7. 26 CFR 801.2 - Measuring organizational performance.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ...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...

  8. 26 CFR 801.2 - Measuring organizational performance.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ...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...

  9. 26 CFR 801.2 - Measuring organizational performance.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ...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...

  10. 26 CFR 801.2 - Measuring organizational performance.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ...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...

  11. 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

    Tsai, Markus Chia-Han

    2012-01-01

    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…

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

    ERIC Educational Resources Information Center

    Xiao, Jian; Wilkins, Stephen

    2015-01-01

    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…

  13. 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

    Cassar, Vincent; Briner, Rob B.

    2011-01-01

    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,…

  14. The Role of Trait Emotional Intelligence in a Gender-Specific Model of Organizational Variables 1

    Microsoft Academic Search

    K. V. PETRIDES; ADRIAN FURNHAM

    2006-01-01

    This article investigated the relationships between trait emotional intelligence (''trait EI'' or ''emotional self-efficacy'') and 4 job-related variables (perceived job control, job stress, job satisfaction, and organizational commitment). Gender-spe- cific data (N 5 167, 87 females) were analyzed via multigroup structural equation modeling. Perceived job control had a negative effect on stress and a positive effect on satisfaction. Stress had

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

    ERIC Educational Resources Information Center

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

    2004-01-01

    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…

  16. 26 CFR 801.4 - Customer satisfaction measures.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 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...

  17. 26 CFR 801.4 - Customer satisfaction measures.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 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...

  18. 26 CFR 801.4 - Customer satisfaction measures.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 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...

  19. 26 CFR 801.4 - Customer satisfaction measures.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 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...

  20. Revisiting the impact of job satisfaction and organizational commitment on nurse turnover intention: An individual differences analysis

    Microsoft Academic Search

    Sara De Gieter; Joeri Hofmans; Roland Pepermans

    BackgroundNurse turnover is an important contributing factor to the worldwide nursing shortage. Many studies have examined the antecedents of nurse turnover to gain a better understanding of the problem and help hospitals reduce their turnover rates. However, an important shortcoming of this research stream is its exclusive focus on explaining turnover behavior of the “average nurse”, thereby disregarding individual differences

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

    ERIC Educational Resources Information Center

    Engle, Deborah Lynn

    2010-01-01

    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…

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

    Microsoft Academic Search

    Bilha Mannheim; Yehuda Baruch; Joseph Tal

    1997-01-01

    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.

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

    ERIC Educational Resources Information Center

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

    2015-01-01

    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…

  4. Measurement of human service staff satisfaction: development of the Job Satisfaction Survey.

    PubMed

    Spector, P E

    1985-12-01

    The development of the Job Satisfaction Survey (JSS), a nine-subscale measure of employee job satisfaction applicable specifically to human service, public, and nonprofit sector organizations, is described. The item selection, item analysis, and determination of the final 36-item scale are also described, and data on reliability and validity and the instrument's norms are summarized. Included are a multitrait-multimethod analysis of the JSS and the Job Descriptive Index (JDI), factor analysis of the JSS, and scale intercorrelations. Correlation of JSS scores with criteria of employee perceptions and behaviors for multiple samples were consistent with findings involving other satisfaction scales and with findings from the private sector. The strongest correlations were with perceptions of the job and supervisor, intention of quitting, and organizational commitment. More modest correlations were found with salary, age, level, absenteeism, and turnover. PMID:4083275

  5. School Climate and Teacher Commitment

    ERIC Educational Resources Information Center

    Smith, Larry Don

    2009-01-01

    This study examined the relationship between school climate and teacher commitment. The study focused on elementary schools in Northeast Alabama. Thirty-four elementary schools consisting of 522 teachers took part in the study. The teachers completed two survey instruments: the Organizational Climate Index (OCI) and the Organizational Commitment

  6. Organizational Cultural Assessment of the Energy Technology Engineering Center

    SciTech Connect

    Not Available

    1991-04-01

    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.

  7. Commitment to Family Roles: Effects on Managers' Attitudes and Performance

    Microsoft Academic Search

    Laura M. Graves; Patricia J. Ohlott; Marian N. Ruderman

    2007-01-01

    The authors tested the premise that family role commitment (i.e., marital role commitment, parental role commitment) has simultaneous negative and positive effects on managers' (N = 346) life satisfaction, career satisfaction, and performance through family-to-work interference and enhancement. The authors also explored whether psychological strain mediates the effects of interference and enhancement on outcomes. The authors expected family role commitment

  8. An Organizational Cultural Assessment of the Morgantown Energy Technology Center

    SciTech Connect

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

    1991-06-01

    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.

  9. Organizational Cultural Assessment of the Morgantown Energy Technology Center

    SciTech Connect

    Not Available

    1991-06-01

    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.

  10. 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

    Reio, Thomas G., Jr.; Kidd, Cathy A.

    2006-01-01

    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…

  11. The effects of corporate social responsibility on employees' affective commitment: a cross-cultural investigation.

    PubMed

    Mueller, Karsten; Hattrup, Kate; Spiess, Sven-Oliver; Lin-Hi, Nick

    2012-11-01

    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

  12. Teacher commitment and its effects on student achievement in American high schools

    Microsoft Academic Search

    2005-01-01

    This study explored the effects of teacher commitment on student achievement. Three teacher commitment dimensions of organizational, professional, and student commitment were derived. The three-dimensional teacher commitment measurement model was tested by a confirmatory factor analysis. Then, the relationships among individual and organizational variables, teacher commitment, and student achievement were analyzed by a 2-level hierarchical linear modeling method. As the

  13. Do your commitments match your convictions?

    PubMed

    Sull, Donald N; Houlder, Dominic

    2005-01-01

    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

  14. Commitment in the workplace: toward a general model

    Microsoft Academic Search

    John P Meyer; Lynne Herscovitch

    2001-01-01

    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

  15. Sustainability Commitments Commitment

    E-print Network

    Heller, Barbara

    will have an acclaimed landscape design in keeping with the historical modern aesthetic of the IIT campus and Landscape Management Commitment: On a fully sustainable urban campus, a comprehensive landscape

  16. 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

    Chen, Chun-hsi Vivian; Kao, Rui Hsin

    2012-01-01

    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

  17. 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

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

    2008-01-01

    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…

  18. Awareness of Stress-reduction Interventions: The Impact on Employees' Well-being and Organizational Attitudes.

    PubMed

    Pignata, Silvia; Boyd, Carolyn; Gillespie, Nicole; Provis, Christopher; Winefield, Anthony H

    2014-07-28

    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

  19. The Issue of Control in Jail: The Effects of Professionalism, Detainee Control, and Administrative Support on Job Stress, Job Satisfaction, and Organizational Commitment among Jail Staff

    Microsoft Academic Search

    Eugene A. Paoline; Eric G. Lambert

    Jails are important, yet understudied, components of the American criminal justice system. While most research on correctional\\u000a personnel has focused on prisons, a growing body of work is beginning to emerge on jails. This is encouraging given the unique\\u000a circumstances that occur within jail environments (e.g., diversity and mobility of offenders, health issues among detainees,\\u000a overcrowding, lack of training among

  20. An organizational survey of the Pittsburgh Energy Technology Center

    SciTech Connect

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

    1991-09-01

    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.

  1. An organizational survey of the Pittsburgh Energy Technology Center

    SciTech Connect

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

    1991-09-01

    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.

  2. Organizational Cultural Assessment of the Princeton Plasma Physics Laboratory

    SciTech Connect

    Not Available

    1991-03-01

    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.

  3. Impact of yoga way of life on organizational performance

    PubMed Central

    Adhia, Hasmukh; Nagendra, HR; Mahadevan, B

    2010-01-01

    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

  4. Business Performance, Employee Satisfaction, and Leadership Practices.

    ERIC Educational Resources Information Center

    Lashbrook, William B.

    1997-01-01

    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…

  5. The Relationship between the Three Components of Commitment and Employee Performance in China.

    ERIC Educational Resources Information Center

    Chen, Zhen Xiong; Francesco, Anne Marie

    2003-01-01

    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

  6. Commitment Profiles: The Configural Effect of the Forms and Foci of Commitment on Work Outcomes

    ERIC Educational Resources Information Center

    Tsoumbris, Petros; Xenikou, Athena

    2010-01-01

    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…

  7. 26 CFR 801.2 - Measuring organizational performance.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ...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 § 801.6T)...

  8. 17 CFR 300.400 - Satisfaction of customer claims for standardized options.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ...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...

  9. The Mediating Role of Organizational Citizenship Behavior between Organizational Identification and Its Consequences

    ERIC Educational Resources Information Center

    Patnaik, Siddharth; Biswas, Soumendu

    2005-01-01

    This study was conducted to assess the impact of organizational identification on consequences like job satisfaction and turnover intention of organizational members. It also explored the mediational role played by organizational citizenship behavior in the relationship. Using a sample (n=127) of Indian employees, this current study makes a…

  10. Typology of Organisational Commitment

    Microsoft Academic Search

    Rajendran Muthuveloo; Raduan Che Rose

    2005-01-01

    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.

  11. Values, commitment, and OCB among Chinese employees

    Microsoft Academic Search

    Ying Liu; Aaron Cohen

    2010-01-01

    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

  12. An organizational cultural assessment of Lawrence Berkeley Laboratory

    SciTech Connect

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

    1991-02-15

    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.

  13. The Construct of Work Commitment: Testing an Integrative Framework

    ERIC Educational Resources Information Center

    Cooper-Hakim, Amy; Viswesvaran, Chockalingam

    2005-01-01

    This study meta-analytically examined extensive literature associated with work commitment. The primary purposes were to (a) cumulate correlations among dimensions of work commitment to see which were intercorrelated and (b) determine impact of work commitment dimensions and subdimensions on specific outcome variables (job satisfaction, job…

  14. The Measurement of Job Satisfaction in Korea.

    ERIC Educational Resources Information Center

    Tak, Jinkook; Downey, Ronald G.

    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…

  15. An empirical investigation of the influence of safety climate on organizational citizenship behavior in Taiwan's facilities.

    PubMed

    Lee, Tzai-Zang; Wu, Chien-Hsing; Hong, Chih-Wei

    2007-01-01

    Although the social exchange relationships between employers and employees are increasingly important to the performance of safety management systems, the psychological effects of work attitudes on this relationship have been less studied. Using a sample of first-line operators and their supervisors from 188 facilities in Taiwan which had Occupational Health and Safety Assessment Series 18000 (OHSAS 18000) certification, the current research conducted an empirical investigation of the influence of safety climate on organizational citizenship behavior (OCB). Work attitude was used to disclose the psychological effect. Research results indicated that (a) safety climate was a significant predicator of OCB, (b) the psychological effect significantly influenced social exchange relationships, and (c) job satisfaction showed a stronger mediating influence than organizational commitment due to the frequent top management turnover. Discussions and implications are also addressed. PMID:17888235

  16. Virginity Lost, Satisfaction Gained?

    PubMed Central

    Higgins, Jenny A.; Trussell, James; Moore, Nelwyn B.; Davidson, J. Kenneth

    2013-01-01

    Despite the literature's focus on (hetero)sexual initiation, we know little about the degree to which young people are satisfied by their first vaginal intercourse experience, let alone the factors that predict satisfaction. We analyzed data from a cross-sectional survey of 1986 non-Hispanic White and Black 18-25 year old respondents from four university campuses. Respondents were asked to rate the degree to which their first vaginal intercourse was physiologically and psychologically satisfying. Both Black and White women were significantly less likely than Black and White men to experience considerable or extreme satisfaction at first vaginal intercourse, particularly physiological satisfaction. Among all four gender-race groups, being in a committed relationship with one's sexual partner greatly increased psychological satisfaction, particularly among women. Experiencing less guilt at first sexual intercourse was also strongly associated with psychological satisfaction for women. Developing sexual relationships with partners they care for and trust will foster satisfaction among young people at first vaginal intercourse. Our findings highlight strong gender asymmetry in affective sexual experience. PMID:20401787

  17. EMPLOYEES' SATISFACTION, CENTRAL ELEMENT OF THE STRATEGY OF COMPETITIVE ORGANIZATION

    Microsoft Academic Search

    Deaconu Alecxandrina; Dumitrescu Dalina

    In the more and more competitive environment, managers are concerned with employees' satisfaction, as a key factor for organizational effectiveness, efficiency, and development, and for the successful implementation of corporate strategy. In this paper, we analyzed the relation motivation-performance- satisfaction, and the importance that intrinsic and extrinsic rewards have for increasing employees' satisfaction. The individual is satisfied if he is

  18. An Organizational Cultural Assessment of Sandia National Laboratories

    SciTech Connect

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

    1991-05-01

    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.

  19. An Organizational Cultural Assessment of Princeton Plasma Physics Laboratory

    SciTech Connect

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

    1991-03-15

    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.

  20. Social Axioms and Organizational Behavior

    Microsoft Academic Search

    Catherine T. Kwantes; Charlotte M. Karam

    This chapter examines the use of social axioms in predicting work attitudes and behaviors. As organizational research can\\u000a be conducted as several levels of analysis, this chapter reviews the research conducted in the areas of organizational citizenship\\u000a behavior (OCB), normative commitment, and conflict management and resolution, paying careful attention to the possible levels\\u000a of analysis within each area. The effect

  1. An organizational cultural assessment of the Idaho National Engineering Laboratory

    SciTech Connect

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

    1991-07-01

    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.

  2. An organizational cultural assessment of the Energy Technology Engineering Center

    SciTech Connect

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

    1991-04-01

    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.

  3. Customer Satisfaction with Training Programs.

    ERIC Educational Resources Information Center

    Mulder, Martin

    2001-01-01

    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)

  4. Manifesto Commitments

    NSDL National Science Digital Library

    On July 13, the Blair Administration published the "Government's Annual Report" for 1999-2000. As always, the Annual Report celebrates the accomplishments of the government and predicts a rosy future for a Labour-led Britain. The Manifesto Commitments page, hosted by the Prime Minister's official site, details the 177 commitments made by the Labour Party in the 1997 election for the five years of the Parliament and the progress made so far on each one.

  5. Organisational ethics and employee satisfaction and commitment

    Microsoft Academic Search

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

    2004-01-01

    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

  6. Adjunct Faculty Organizational Sense of Belonging and Affective Organizational Commitment

    ERIC Educational Resources Information Center

    Merriman, Constance L.

    2010-01-01

    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…

  7. High Commitment HR Practices and Top Performers

    Microsoft Academic Search

    Kiwook Kwon; Johngseok Bae; John J. Lawler

    2010-01-01

    • \\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

  8. Job satisfaction among public health professionals working in public sector: a cross sectional study from Pakistan

    PubMed Central

    2013-01-01

    Background Job satisfaction largely determines the productivity and efficiency of human resource for health. It literally depicts the extent to which professionals like or dislike their jobs. Job satisfaction is said to be linked with the employee’s work environment, job responsibilities and powers and time pressure; the determinants which affect employee’s organizational commitment and consequently the quality of services. The objective of the study was to determine the level of and factors influencing job satisfaction among public health professionals in the public sector. Methods This was a cross sectional study conducted in Islamabad, Pakistan. Sample size was universal including 73 public health professionals, with postgraduate qualifications and working in government departments of Islamabad. A validated structured questionnaire was used to collect data from April to October 2011. Results Overall satisfaction rate was 41% only, while 45% were somewhat satisfied and 14% of professionals highly dissatisfied with their jobs. For those who were not satisfied, working environment, job description and time pressure were the major causes. Other factors influencing the level of satisfaction were low salaries, lack of training opportunities, improper supervision and inadequate financial rewards. Conclusion Our study documented a relatively low level of overall satisfaction among workers in public sector health care organizations. Considering the factors responsible for this state of affairs, urgent and concrete strategies must be developed to address the concerns of public health professionals as they represent a highly sensitive domain of health system of Pakistan. Improving the overall work environment, review of job descriptions and better remuneration might bring about a positive change. PMID:23298253

  9. Job satisfaction and job performance: is the relationship spurious? 

    E-print Network

    Cook, Allison Laura

    2009-05-15

    The link between job satisfaction and job performance is one of the most studied relationships in industrial/organizational psychology. Meta-analysis (Judge, Thoresen, Bono, & Patton, 2001) has estimated the magnitude of this relationship to be ?...

  10. 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

    Microsoft Academic Search

    William Edward Watkins Jr.

    1998-01-01

    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 \\

  11. Concern for the Environment: Implications for Industrial and Organizational Psychology

    ERIC Educational Resources Information Center

    Bass, Bernard M.; Bass, Ruth

    1976-01-01

    Among the issues discussed are the following: occupational level and work satisfaction, occupational structure and the environment; ecology and organizational and personnel psychology, and the influence of ecological factors. (Author/AM)

  12. Personnel knowledge of the pay system, pay satisfaction and pay effectiveness: evidence from Finnish personnel funds

    Microsoft Academic Search

    Christina Sweins; Panu Kalmi; Kiisa Hulkko-Nyman

    2009-01-01

    Using data collected from over 1,000 individuals in 30 Finnish personnel funds, we study the links between pay knowledge, pay satisfaction and pay effectiveness. We find consistent evidence that higher levels of pay knowledge are associated with improved pay satisfaction and perceived pay effectiveness at the organizational level. We find that pay knowledge has an independent impact on organizational outcomes,

  13. Leadership, climate, psychological capital, commitment, and wellbeing in a non-profit organization

    Microsoft Academic Search

    A. J. McMurray; A. Pirola-Merlo; J. C. Sarros; M. M. Islam

    2010-01-01

    Purpose – This exploratory study aims to examine the effects of leadership on organizational climate, employee psychological capital, commitment, and wellbeing in a religious\\/church-based non-profit organization. Design\\/methodology\\/approach – Leadership effects are investigated using established scales including the transformational leadership scale, (TLS), organizational climate questionnaire (OCQ), positive and negative affect scale (PANAS), psychological capital (PsyCap), and organizational commitment. It is a

  14. 1 Organizational Sciences and Communication ORGANIZATIONAL SCIENCES

    E-print Network

    Vertes, Akos

    to Communication Studies, COMM 1040 Public Communication, or COMM 1041 Interpersonal Communication. Achievement1 Organizational Sciences and Communication ORGANIZATIONAL SCIENCES AND COMMUNICATION The communication and organizational sciences majors are offered by the Department of Organizational Sciences

  15. The Consequences of Participant Satisfaction With Energy Conservation Programs

    Microsoft Academic Search

    Bernard Goitein; Bob Weinstein

    1986-01-01

    The relationship between satisfaction with a residential energy audit and reported subsequent energy conservation behavior is investigated in a stratified random sample of 500 Illinois audit recipient. Results demonstrate a weak relationship between audit satisfaction and energy conservation behavior, a finding consistent with similar satisfac tion-behavior relationships studied in the literature of social and organizational psychology. Although impacts upon energy

  16. Employee attitudes, organizational performance, and qualitative factors underlying success

    Microsoft Academic Search

    James W. Thompson

    1996-01-01

    The first phase of this study investigated the relationship between aspects of organizational climate as assessed by a full consensus employee survey and a variety of organizational performance measures. Strong relationships were found for customer satisfaction, absenteeism, second level grievances, safety, and profits in the expected directions. Subsequent comparisons of the groups above or below one standard deviation from the

  17. Stress and Job Satisfaction among Primary Headteachers: A Question of Balance?

    ERIC Educational Resources Information Center

    Chaplain, Roland P.

    2001-01-01

    Explores perceived stress and job satisfaction among 36 primary British headteachers. Around half reported high levels of occupational stress; half were satisfied with their work. Highest satisfaction levels came from personal and organizational factors. School organization was a source of stress and satisfaction. Social support was perceived as…

  18. Organizational Cultural Assessment of the Solar Energy Research Institute

    SciTech Connect

    none,

    1991-06-01

    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.

  19. NUPlans Web Commitments

    E-print Network

    Shull, Kenneth R.

    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

  20. TQM practice in maquiladora: Antecedents of employee satisfaction and loyalty

    Microsoft Academic Search

    Minjoon Jun; Shaohan Cai; Hojung Shin

    2006-01-01

    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

  1. Organizational and Supervisory Apology Effectiveness: Apology Giving in Work Settings

    ERIC Educational Resources Information Center

    Bisel, Ryan S.; Messersmith, Amber S.

    2012-01-01

    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,…

  2. The influence of organizational factors on safety in Taiwanese high-risk industries

    Microsoft Academic Search

    Shang Hwa Hsu; Chun-Chia Lee; Muh-Cherng Wu; Kenichi Takano

    2010-01-01

    Organizational theorists have recently begun to pay research attention to the workforces of emerging countries in Asia, especially the greater China regions. However, little research has focused on the influence of organizational factors on safety in these countries. This study hypothesized that organizational factors, characterized as safety leadership perspective (management commitment, blame culture) and safety climate perspective (harmonious relationships), would

  3. Occupational Stress and Satisfaction in Teaching

    Microsoft Academic Search

    Mark G. Borg; Richard J. Riding

    1991-01-01

    Teacher stress, job satisfaction, absenteeism, career intention, career commitment and self?image as teacher were investigated in a context which allowed many of the characteristics of an educational system to be incorporated in the design. A questionnaire survey of 545 teachers in Maltese secondary schools revealed that some of the demographic characteristics of the sample were related to self?reported teacher stress,

  4. Satisfaction = Revenue.

    ERIC Educational Resources Information Center

    Johannesen, Rhonda

    1999-01-01

    Colleges and universities are turning increasingly to private real estate and property management companies to boost customer satisfaction with, and income from, student housing. Issues to be considered are examined, including the market profile, facility types and needs, maintenance and housekeeping, communications technology, complementary…

  5. Instruction Guide Training and Organizational Development

    E-print Network

    Pilyugin, Sergei S.

    Instruction Guide © Training and Organizational Development Office of Human Resource Services Office of Human Resource Services University of Florida, Gainesville, FL 32611 Updated: January 17, 2012 be auto-approved by the next day. Figure 2: Period Effort Reduced, Average Commitment % Reduced 14. Click

  6. Correlates of Professional versus Organizational Withdrawal Cognitions.

    ERIC Educational Resources Information Center

    Blau, Gary; Tatum, Donna Surges; Ward-Cook, Kory

    2003-01-01

    Pre/post measures were completed by 226 medical technologists in 1996 and 2000. Attitudinal professional commitment had a stronger negative relationship to intention to leave the profession. Gender discrimination and organizational support had a stronger negative relationship to intention to leave the organization. (Contains 60 references.) (SK)

  7. Effects of Sexual Arousal on Commitment: The Moderating Role of the Arousing Source

    E-print Network

    Lee, Juwon

    2013-05-31

    Being sexually aroused by one's partner is likely to increase one's commitment to the partner; whereas being aroused by an alternative mate might decrease it. These patterns are conceivably moderated by satisfaction from ...

  8. Organizational safety climate differently affects on patient safety behavior of nurses according to the hospital scale in Japanese private hospitals

    Microsoft Academic Search

    Takayasu Inoue; Risuke Karima

    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

  9. Forgiveness and Relationship Satisfaction: Mediating Mechanisms

    PubMed Central

    Braithwaite, Scott R.; Selby, Edward A.; Fincham, Frank D.

    2011-01-01

    Although the ability to forgive transgressions has been linked to overall relationship satisfaction, the mechanisms that mediate this association have not been established. We propose that the tendency to forgive a romantic partner increases relationship satisfaction via increased relational effort and decreased negative conflict. In two studies, we used structural equations modeling to examine these variables as potential mechanisms that drive this association. In Study 1 (N = 523) and Study 2 (N = 446) we found that these variables significantly mediated the association between forgiveness and relationship satisfaction. The findings were robust when examined concurrently and longitudinally, across multiple measures of forgiveness, and when accounting for baseline relationship satisfaction and interpersonal commitment. These two mechanisms parallel theorized positive and negative dimensions of forgiveness and the motivational transformation that is said to underlie forgiveness. Theoretical implications and implications for intervention are discussed. PMID:21707170

  10. Relationship between organizational justice and organizational safety climate: do fairness perceptions influence employee safety behaviour?

    PubMed

    Gyekye, Seth Ayim; Haybatollahi, Mohammad

    2014-01-01

    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

  11. Bit Commitment Using Pseudorandomness

    Microsoft Academic Search

    Moni Naor

    1991-01-01

    We show how a pseudo-random generator can provide a bit commitment protocol. We also analyze the number of bits communicated when parties commit to many bits simultaneously, and show that the assumption of the existence of pseudo-random generators suffices to assure amortized O(1) bits of communication per bit commitment.

  12. The ups and downs of dating: fluctuations in satisfaction in newly formed romantic relationships.

    PubMed

    Arriaga, X B

    2001-05-01

    This research examined the association between relationship satisfaction and later breakup status, focusing on the temporal changes in satisfaction ratings of individuals in newly formed dating relationships. Growth curve analytic techniques were used in 2 longitudinal studies to create 4 predictors: each participant's initial level of satisfaction, linear trend in satisfaction over time, degree of fluctuation in satisfaction over time, and mean level of satisfaction. Consistent with hypotheses, individuals who exhibited greater fluctuation in their repeated satisfaction ratings were more likely to be in relationships that eventually ended, even after controlling for overall level of satisfaction. Individuals with fluctuating levels of satisfaction also reported relatively lower commitment. The results are discussed in terms of conditions that promote versus undermine relationship stability. PMID:11374747

  13. Struggling for balance amid turbulence on international assignments: work–family conflict, support and commitment

    Microsoft Academic Search

    Margaret A. Shaffer; David A. Harrison; K. Matthew Gilley; Dora M. Luka

    2001-01-01

    Using human capital theory, we develop hypotheses about the impact of perceived organizational support and two forms of work–family conflict on the psychological withdrawal of expatriates. We also consider the exacerbating effects of commitment to either domain. To test these hypotheses, we collected multisource data from 324 expatriates in 46 countries. Results indicate that perceived organizational support and the interplay

  14. Maybe I DoInterpersonal Commitment and Premarital or Nonmarital Cohabitation

    Microsoft Academic Search

    Scott M. Stanley; Sarah W. Whitton; Howard J. Markman

    2004-01-01

    Explanations for the risks associated with premarital and nonmarital cohabitation (e.g., higher rates of breakup and divorce, lower relationship satisfaction, and greater risk for violent interaction) have focused on levels of conventionality, including attitudes about commitment to the institution of marriage. However, relatively little attention has been paid to the role of interpersonal, not institutional, commitment. In a national random

  15. The underrepresentation of women in science: differential commitment or the queen bee syndrom?

    Microsoft Academic Search

    Naomi Ellemers; Henriette van den Heuvel; Gilder de T. C; Anne Maass; Alessandra Bonvini

    2004-01-01

    We examined possible explanations for the underrepresentation of women among university faculty, in two different national contexts. In the Netherlands, a sample of doctoral students (N = 132) revealed no gender differences in work commitment or work satisfaction. Faculty members in the same university (N = 179), however, perceived female students to be less committed to their work and female

  16. I Scratch Your Back – You Scratch Mine. Do Procedural Justice and Organizational Identification Matter for Employees' Cooperation During Change?

    Microsoft Academic Search

    Alexandra Michel; Ralf Stegmaier; Karlheinz Sonntag

    2010-01-01

    Employee cooperation is fundamental for accomplishing successful organizational change processes. Therefore, it is important to understand how employees' cooperation can be supported in the context of organizational change. Based on the group engagement model, we hypothesized how procedural justice affects organizational identification which in turn should have an affect on employees' cooperation (commitment to change, values-congruence fit, and change-supporting behavior)

  17. Laypeople's conceptions of commitment.

    PubMed

    Fehr, B

    1999-01-01

    The author conducted 8 studies to elucidate the content and structure of lay conceptions of commitment. Studies 1 to 5 revealed that laypeople regard commitment to close relationships (e.g., friends, family, spouse) as central to the concept, whereas they consider nonclose (e.g., commitment to a neighbor) and noninterpersonal varieties (e.g., one's occupation) peripheral. This prototype structure influenced information processing in predictable ways. Studies 6 to 8 focused on the vertical structure of commitment categories. Results suggest that types of commitment are organized as fuzzy rather than true class-inclusion hierarchies. Study 8 also examined relationship implications of conceptions of commitment. People who held a relational conception of commitment had more positive perceptions, thoughts, and feelings about their dating relationship than did those who held a nonrelational conception. PMID:9972555

  18. Changes in commitment to change among leaders in home help services.

    PubMed

    Westerberg, Kristina; Tafvelin, Susanne

    2015-07-01

    Purpose - The purpose of the this study was to explore the development of commitment to change among leaders in the home help services during organizational change and to study this development in relation to workload and stress. During organizational change initiatives, commitment to change among leaders is important to ensure the implementation of the change. However, little is known of development of commitment of change over time. Design/methodology/approach - The study used a qualitative design with semi-structured interviews with ten leaders by the time an organizational change initiative was launched and follow-up one year later. Thematic content analysis was used to analyze the interviews. Findings - Commitment to change is not static, but seems to develop over time and during organizational change. At the first interview, leaders had a varied pattern reflecting different dimensions of commitment to change. One year later, the differences between leaders' commitment to change was less obvious. Differences in commitment to change had no apparent relationship with workload or stress. Research limitations/implications - The data were collected from one organization, and the number of participants were small which could affect the results on workload and stress in relation to commitment to change. Practical implications - It is important to support leaders during organizational change initiatives to maintain their commitment. One way to accomplish this is to use management team meetings to monitor how leaders perceive their situation. Originality/value - Qualitative, longitudinal and leader studies on commitment to change are all unusual, and taken together, this study shows new aspects of commitment. PMID:26083636

  19. Enhancing Tropos with Commitments A Business Metamodel and Methodology

    E-print Network

    and a methodology for specifying a business model. This paper includes an insurance industry case study that severalEnhancing Tropos with Commitments A Business Metamodel and Methodology Pankaj R. Telang for specifying cross-organizational business interactions that is based on Tropos. Current approaches

  20. Organizational and Individual Decision Making Organizational and Individual Decision Making

    E-print Network

    Sadeh, Norman M.

    Organizational and Individual Decision Making Organizational and Individual Decision Making Citation: Kathleen M. Carley & Dean Behrens, 1999, "Organizational and Individual Decision Making." Ch. 18, Inc. #12;Organizational and Individual Decision Making Organizational and Individual Decision Making

  1. Commitment to Change: Its Role in the Relationship between Expectation of Change Outcome and Emotional Exhaustion

    ERIC Educational Resources Information Center

    Ning, Jing; Jing, Runtian

    2012-01-01

    Successful implementation of organizational changes greatly depends on committed employees. It is crucial for managers, leaders, and HRD professionals to understand the antecedents and outcomes of commitment to change. The purpose of this study is to investigate the relationships among expectation of change outcome at the individual level,…

  2. What Do You Expect? The Effect of Psychological Contracts on Affective Commitment in Industrial Marketing Relationships

    Microsoft Academic Search

    Mikael Lövblad; Apostolos Bantekas

    2010-01-01

    Affective relationship commitment has in several studies been identified as a crucial factor in the longevity of business relationships. In this article, it is argued that affective commitment should be researched on the individual level rather than the organizational level and that relevant psychological processes need to be incorporated into theory in order to increase understanding regarding the dynamics of

  3. Exploring the relationship between commitment, experience, and self-assessed performance in youth sport organizations

    Microsoft Academic Search

    Terry Engelberg; James Skinner; Dwight H. Zakus

    2011-01-01

    Youth sport organizations are dependent on the work of dedicated volunteers to function efficiently. However, these organizations are facing increasingly stringent management and legislative challenges and a closer scrutiny on their performance by sport governing bodies and other regulatory agencies. This study examined the links between organizational commitment, commitment to the volunteer role, and two aspects of volunteer performance (involvement

  4. Affective, Normative, and Continuance Commitment Levels across Cultures: A Meta-Analysis

    ERIC Educational Resources Information Center

    Meyer, John P.; Stanley, David J.; Jackson, Timothy A.; McInnis, Kate J.; Maltin, Elyse R.; Sheppard, Leah

    2012-01-01

    With increasing globalization of business and diversity within the workplace, there has been growing interest in cultural differences in employee commitment. We used meta-analysis to compute mean levels of affective (AC; K=966, N=433,129), continuance (CC; K=428, N=199,831), and normative (NC; K=336, N=133,277) organizational commitment for as…

  5. Values and psychological contracts in their relationship to commitment in the workplace

    Microsoft Academic Search

    Aaron Cohen

    2011-01-01

    Purpose – This paper aims to examine relationships between individual-level values, psychological contracts, and six workplace commitment forms (organizational, occupational, group, work, job, union). It also seeks to examine whether individual values and psychological contracts relate to commitment forms when controlling for demographic variables. Design\\/methodology\\/approach – A total of 313 employees of a major bank in Israel took part in

  6. Individual Differences among Employees Management Communication Style and Employee Satisfaction: Replication and Extension.

    ERIC Educational Resources Information Center

    McCroskey, James C.; And Others

    Portions of three earlier studies relating differences in employees to employee satisfaction and one study relating management communication style (MCS) to employee satisfaction were replicated across four organizational contexts. Major findings supported the generalizability of the results revealed in the earlier research. The role of…

  7. Increasing Job Satisfaction. Symposium 22. [Concurrent Symposium Session at AHRD Annual Conference, 2000.

    ERIC Educational Resources Information Center

    2000

    This document contains three papers from a symposium on increasing job satisfaction that was conducted as part of a conference on human resource development (HRD). "A Systematic Model of Job Design by Examining the Organizational Factors Affecting Satisfaction" (Zhichao Cheng, Danyang Yang, Fenglou Liu) reports on a project in which multiple…

  8. Organizational and environmental factors that affect worker health and safety and patient outcomes

    Microsoft Academic Search

    Tammy Lundstrom; Gina Pugliese; Judene Bartley; Jack Cox; Carol Guither

    2002-01-01

    This article reviews organizational factors that influence the satisfaction, health, safety, and well-being of health care workers and ultimately, the satisfaction, safety, and quality of care for patients. The impact of the work environment on working conditions and the effects on health care workers and patients are also addressed. Studies focusing on worker health and safety concerns affected by the

  9. Organizational citizenship behavior: a case study of culture, leadership and trust

    Microsoft Academic Search

    Steven Appelbaum; Nicolas Bartolomucci; Erika Beaumier; Jonathan Boulanger; Rodney Corrigan; Isabelle Doré; Chrystine Girard; Carlo Serroni

    2004-01-01

    The case will test two hypotheses regarding three variables influencing the level of employee satisfaction and organizational citizenship at GAMMA, a manufacturer of plastics. Two hypotheses were developed from a review of the literature and initial results from exploratory research ( H1: low employee satisfaction at GAMMA is a direct result of an autocratic leadership style, low trust environment and

  10. Validation of the Organizational Culture Assessment Instrument

    PubMed Central

    Heritage, Brody; Pollock, Clare; Roberts, Lynne

    2014-01-01

    Organizational culture is a commonly studied area in industrial/organizational psychology due to its important role in workplace behaviour, cognitions, and outcomes. Jung et al.'s [1] review of the psychometric properties of organizational culture measurement instruments noted many instruments have limited validation data despite frequent use in both theoretical and applied situations. The Organizational Culture Assessment Instrument (OCAI) has had conflicting data regarding its psychometric properties, particularly regarding its factor structure. Our study examined the factor structure and criterion validity of the OCAI using robust analysis methods on data gathered from 328 (females?=?226, males?=?102) Australian employees. Confirmatory factor analysis supported a four factor structure of the OCAI for both ideal and current organizational culture perspectives. Current organizational culture data demonstrated expected reciprocally-opposed relationships between three of the four OCAI factors and the outcome variable of job satisfaction but ideal culture data did not, thus indicating possible weak criterion validity when the OCAI is used to assess ideal culture. Based on the mixed evidence regarding the measure's properties, further examination of the factor structure and broad validity of the measure is encouraged. PMID:24667839

  11. Assessing organizational effectiveness in higher education drug prevention consortia.

    PubMed

    Sheldon-Keller, A E; Lloyd-McGarvey, E; Canterbury, R J

    1995-01-01

    Eighty-three consortia of institutions of higher education, organized under funding from the Fund for the Improvement of Post-Secondary Education (FIPSE) Drug Prevention Programs of the Department of Education, were surveyed to measure organizational effectiveness. Generalized satisfaction with the functioning of the consortia was related to the number of active members, the average miles traveled to meetings, satisfaction with performance of task functions, members' roles, the level of trust among members and the level of creativity and innovation in problem-solving. Satisfaction with goal attainment was significantly related to the presence of at least one "internal" goal for the consortium. PMID:7500226

  12. Recovery at Work: The Relationship Between Social Identity and Commitment Among Substance Abuse Counselors

    PubMed Central

    Curtis, Sara L.; Eby, Lillian T.

    2010-01-01

    The complex makeup of the substance abuse treatment workforce poses unique challenges to the field. One interesting dynamic is the high rate of counselors who are personally recovering from addictions. Based on social identity theory, it was expected that counselors working in the field of substance abuse treatment who are in recovery themselves will identify more with their profession and report higher professional and organizational commitment. Data from a study of substance abuse counselors from across the United States supports the proposed relationship between personal recovery status and professional commitment but not organizational commitment. PMID:20674241

  13. Female partners of men who use pornography: are honesty and mutual use associated with relationship satisfaction?

    PubMed

    Resch, Marley N; Alderson, Kevin G

    2014-01-01

    The authors discuss findings pertaining to male pornography use and female partners' relationship satisfaction and distress. The authors investigated honesty regarding pornography use and mutual consumption between partners, along with honesty and mutual use as predictors of satisfaction. Female participants (N = 340) in committed relationships completed the Pornography Distress Scale and Couples Satisfaction Index online. Participants reporting more honesty showed higher satisfaction and lower levels of distress, and participants disclosing mutual use showed lower levels of distress, although no differences were reported in satisfaction. Honesty regarding pornography use significantly predicted relationship dissatisfaction. Directions for future research and counseling implications are discussed. PMID:23898992

  14. Quality Circles in Higher Education: Quality, Satisfaction, and Climate.

    ERIC Educational Resources Information Center

    Kay, Carol; Healy, Margaret

    The effect of quality circles at Iowa State University on absenteeism, performance evaluation, perceptions of the organization climate, job satisfaction, and perceived opportunities for professional and personal growth was measured in this study. The process of quality circles is designed to promote job fulfillment and organizational productivity…

  15. An Environmental Assessment of Community College Faculty Satisfaction.

    ERIC Educational Resources Information Center

    Jackson, Sonja Peters

    The purpose of this study was to ascertain the perceptions and satisfaction levels of individuals employed as full-time teaching faculty at Polk Community College (PCC) (Florida), with regard to the environmental elements of formal influence, communication, collaboration, organizational structure, work design, and student focus. These elements…

  16. The Career Satisfaction Scale: Response Bias among Men and Women

    ERIC Educational Resources Information Center

    Hofmans, Joeri; Dries, Nicky; Pepermans, Roland

    2008-01-01

    Recent studies demonstrate an increasing emphasis on subjective career success. This construct is typically measured using self-report scales, with the most used instrument being the Career Satisfaction Scale of Greenhaus, Parasuraman, and Wormley [Greenhaus, J. H., Parasuraman, S., & Wormley, W. M. (1990). "Effects of race on organizational

  17. Perceiving a Calling, Living a Calling, and Job Satisfaction: Testing a Moderated, Multiple Mediator Model

    ERIC Educational Resources Information Center

    Duffy, Ryan D.; Bott, Elizabeth M.; Allan, Blake A.; Torrey, Carrie L.; Dik, Bryan J.

    2012-01-01

    The current study examined the relation between perceiving a calling, living a calling, and job satisfaction among a diverse group of employed adults who completed an online survey (N = 201). Perceiving a calling and living a calling were positively correlated with career commitment, work meaning, and job satisfaction. Living a calling moderated…

  18. The Dynamic Commitment Design.

    ERIC Educational Resources Information Center

    Grabosky, Fran

    1985-01-01

    Presents a model to remedy the problem of groups with poor cohesion, energy, and interaction. The Dynamic Commitment Design promotes group growth through the "fish-bowl" effect. Members currently committed to therapy who wish to make contact form the inner circle, while those wishing to withdraw move outside the circle. (BH)

  19. Behavioral and Organizational Issues of Office Automation Technology.

    ERIC Educational Resources Information Center

    Regan, Elizabeth A.

    1984-01-01

    This study addressed behavioral and organizational issues related to office automation technology. Data from a national sample of 383 organizations were analyzed to determine if the manner in which organizations designed and managed office support made a difference in the job satisfaction and productivity of support personnel. Research…

  20. The Impact of Organizational Justice on Climate and Trust in High Schools

    ERIC Educational Resources Information Center

    DiPaola, Michael; Guy, Stephanie

    2009-01-01

    In the private sector, organizational justice has consistently demonstrated a strong correlation with trust in management, employee commitment, and performance. The purpose of this study was to investigate whether organizational justice has a similar relationship with social processes in the educational arena. This study examined the relationship…

  1. The trust-commitment challenge in service quality-loyalty relationships.

    PubMed

    Moreira, Antonio Carrizo; Silva, Pedro Miguel

    2015-01-01

    Purpose - The purpose of this paper is to develop and empirically test a model to examine service quality, satisfaction, trust and commitment as loyalty antecedents in a private healthcare service. Design/methodology/approach - The approach was tested using structural equation modelling, involving 175 patients from a private Portuguese healthcare unit, using a revised Service Quality Assessment Scale (SQAS) scale for service quality evaluation. Findings - The scale used to evaluate service quality is valid and meaningful. Service quality proved to be a multidimensional construct and relevant to build satisfaction. The path satisfaction?trust?loyalty was validated, whereas the path satisfaction?commitment?loyalty was not statistically supported. Research limitations/implications - The revised SQAS scale showed good internal consistency in healthcare context. Further trust-commitment antecedents must be examined in a private healthcare landscape to generalise the findings. Practical implications - Healthcare quality managers must explore the service quality dimensions to generate satisfaction among their patients. Developing trust generates positive patient attitudes and loyalty. Originality/value - This study explores using the SQAS scale in a private healthcare context. The authors provide further evidence that service quality is an antecedent and different from satisfaction. All the measures used proved to be valid and reliable. Trust and commitment play different roles in their relationship with loyalty. PMID:25860922

  2. Quantum Bit String Commitment

    E-print Network

    Adrian Kent

    2003-06-04

    A bit string commitment protocol securely commits $N$ classical bits in such a way that the recipient can extract only $Mcommitment implies bit commitment and hence, given the Mayers-Lo-Chau theorem, that non-relativistic quantum bit string commitment is impossible. Not so: there exist non-relativistic quantum bit string commitment protocols, with security parameters $\\epsilon$ and $M$, that allow $A$ to commit $N = N(M, \\epsilon)$ bits to $B$ so that $A$'s probability of successfully cheating when revealing any bit and $B$'s probability of extracting more than $N'=N-M$ bits of information about the $N$ bit string before revelation are both less than $\\epsilon$. With a slightly weakened but still restrictive definition of security against $A$, $N$ can be taken to be $O(\\exp (C N'))$ for a positive constant $C$. I briefly discuss possible applications.

  3. ANTECEDENTS OF JOB SATISFACTION:A STUDY OF TELECOM SECTOR

    Microsoft Academic Search

    ADNAN RIAZ; MUHAMMAD RAMAY

    2010-01-01

    This study is based on the assumption that “a happy worker is a productive worker”. The research was conducted to identify the significance of those factors that lead towards job satisfaction and commitment of employees working in the telecom sector of Pakistan. The associations among pay and benefits, performance appraisal system, career development and management, supervision and collegiality and open

  4. Correlates of Gay and Lesbian Couples' Relationship Satisfaction

    E-print Network

    Gross, James J.

    Correlates of Gay and Lesbian Couples' Relationship Satisfaction and Relationship Dissolution John # MH50841 from the National Institute of Mental Health to Robert Levenson. Correspondence may be ad of committed gay and lesbian cohabiting couples engaged in two conversations after being apart for at least 8

  5. The integrative structure of employee commitment : The influential relations of individuals' characteristics in a supportive learning culture

    Microsoft Academic Search

    Ji Hoon Song; Hong Min Kim

    2009-01-01

    Purpose – This research primarily aims to explore the influences of the individuals' perceptional characteristics and cultural aspects of the learning organization on organizational commitment in Korean organizational settings. Design\\/methodology\\/approach – The approach takes the form of examining the integrative determinants of performance improvement, designed as a research framework, which conceptually shows the relations among the environmental variable – supportive

  6. Enabling School Structures: Principal Leadership and Organizational Commitment of Teachers

    ERIC Educational Resources Information Center

    Sinden, James; Hoy, Wayne K.; Sweetland, Scott R.

    2004-01-01

    School structures need not be rigid, controlling, and coercive; in fact, they can be just the opposite. Enabling school structures are centralized and formalized in ways that promote problem solving, collaboration, flexibility, change, and professional judgment. The current research demonstrates the importance of "both" collegial leadership of the…

  7. COMPENSATING RESTAURANT EMPLOYEE THROUGH TIPS: AN ANTECEDENT FOR ORGANIZATIONAL COMMITMENT?

    Microsoft Academic Search

    Brian Miller

    Economic and social pressures are forcing managers to examine how people get paid and what difference it makes. The foodservice industry uses tipping as a compensation method for many of its jobs. Research on tipping has focused on role conflict, views of the parties involved in the tipping process, and the relationship of tip size and other variables (Shamir, 1983;

  8. Who's Committed? Who's Involved?

    ERIC Educational Resources Information Center

    Kipps, Carol

    1970-01-01

    Describes a teaching strategy which aims at success by using peer groups and questions designed to enable students to think independently. Results of using this method indicate more student involvement and commitment. (FL)

  9. "Tell me I'm sexy…and otherwise valuable:" Body Valuation and Relationship Satisfaction.

    PubMed

    Meltzer, Andrea L; McNulty, James K

    2014-03-01

    Although extant research demonstrates that body valuation by strangers has negative implications for women, Studies 1 and 2 demonstrate that body valuation by a committed male partner is positively associated with women's relationship satisfaction when that partner also values them for their non-physical qualities, but negatively associated with women's relationship satisfaction when that partner is not committed or does not value them for their non-physical qualities. Study 3 demonstrates that body valuation by a committed female partner is negatively associated with men's relationship satisfaction when that partner does not also value them for their non-physical qualities but unassociated with men's satisfaction otherwise. These findings join others demonstrating that fully understanding the implications of interpersonal processes requires considering the interpersonal context. (120 words). PMID:24683309

  10. Practical relativistic bit commitment

    E-print Network

    Tommaso Lunghi; J?drzej Kaniewski; Felix Bussieres; Raphael Houlmann; Marco Tomamichel; Stephanie Wehner; Hugo Zbinden

    2014-11-18

    Bit commitment is a fundamental cryptographic primitive in which Alice wishes to commit a secret bit to Bob. Perfectly secure bit commitment between two mistrustful parties is impossible through asynchronous exchange of quantum information. Perfect security is however possible when Alice and Bob each split into several agents exchanging classical information at times and locations suitably chosen to satisfy specific relativistic constraints. In this Letter we first revisit a previously proposed scheme that realizes bit commitment using only classical communication. We prove that the protocol is secure against quantum adversaries for a duration limited by the light-speed communication time between the locations of the agents. We then propose a novel multi-round scheme based on finite-field arithmetic that extends the commitment time beyond this limit, and we prove its security against classical attacks. Finally, we present an implementation of these protocols using dedicated hardware and we show how it could be used to realize commitments of duration ranging up to 212 milliseconds by agents occupying antipodal locations on the Earth.

  11. Unwrapping the organizational entry process: disentangling multiple antecedents and their pathways to adjustment.

    PubMed

    Kammeyer-Mueller, John D; Wanberg, Connie R

    2003-10-01

    This 4-wave longitudinal study of newcomers in 7 organizations examined preentry knowledge, proactive personality, and socialization influences as antecedents of both proximal (task mastery, role clarity, work group integration, and political knowledge) and distal (organizational commitment, work withdrawal, and turnover) indicators of newcomer adjustment. Results suggest that preentry knowledge, proactive personality, and socialization influences from the organization, supervisors, and coworkers are independently related to proximal adjustment outcomes, consistent with a theoretical framework highlighting distinct dimensions of organizational and work task adjustment. The proximal adjustment outcomes partially mediated most of the relationships between the antecedents of adjustment and organizational commitment, work withdrawal, and turnover. PMID:14516244

  12. Essays in organizational economics

    E-print Network

    Rantakari, Heikki

    2007-01-01

    This thesis consists of three theoretical essays that examine the role of organizational architecture in facilitating organizational adaptation to a changing environment. Chapter 1 develops a model of coordinated adaptation ...

  13. Experiencing organizational change in Greece: the framework of psychological contract

    Microsoft Academic Search

    Maria Tomprou; Ioannis Nikolaou; Maria Vakola

    2011-01-01

    We examine antecedents and outcomes of psychological contract violation in parallel with perceptions of psychological contract fulfilment in the Greek banking sector. We demonstrated that violation mediated the relation between breach and attitudinal outcomes. Trust in the employer partially mediated the relationship of breach and violation with employee attitudes. Finally, careerism moderated the relationship of perceived breach and organizational commitment.

  14. Experiencing organizational change in Greece: the framework of psychological contract

    Microsoft Academic Search

    Maria Tomprou; Ioannis Nikolaou; Maria Vakola

    2012-01-01

    We examine antecedents and outcomes of psychological contract violation in parallel with perceptions of psychological contract fulfilment in the Greek banking sector. We demonstrated that violation mediated the relation between breach and attitudinal outcomes. Trust in the employer partially mediated the relationship of breach and violation with employee attitudes. Finally, careerism moderated the relationship of perceived breach and organizational commitment.

  15. Industrial restructuring: Facilitating organizational change at the firm level

    Microsoft Academic Search

    Raphael Kaplinsky

    1995-01-01

    In 1991 the Dominican Republic committed itself to an industrial strategy involving a transition from mass production and the widespread introduction of organizational change in individual firms, in relationships between firms and in the linkages between firms, and the institutional infrastructure supporting industrial activity. The general statement of policy was not, however, reflected at the productive level. Consequently steps were

  16. Involvement in and Satisfaction with Decision Making Related to Staff and Student Behavior in IGE Schools. Technical Report No. 48.

    ERIC Educational Resources Information Center

    Feldman, Robert Howard

    This study examines the validity of the assumption that teacher involvement in and satisfaction with decision-making is systematically related to such organizational effectiveness criteria as (a) teacher job satisfaction, (b) student achievement in reading and mathematics, and (c) student affective behavior, in elementary schools that have…

  17. Predictors of Job Satisfaction among Staff in Residential Settings for Persons with Intellectual Disabilities: A Comparison between Three Residential Models

    ERIC Educational Resources Information Center

    Chou, Yueh-Ching; Kroger, Teppo; Lee, Yue-Chune

    2010-01-01

    Background: This cross-sectional study aims to assess whether there are differences in staff job satisfaction, including organizational and individual characteristics, between three residential models for adults with intellectual disabilities (small residential home, group home and institution) and to investigate the organizational and individual…

  18. “Diversity”; and organizational communication

    Microsoft Academic Search

    Brenda J. Allen

    1995-01-01

    Although popular organizational literature abounds with discussions of workplace diversity, few studies of organizational communication address this topic. This essay entreats scholars to conduct research on race?ethnicity—one of the most salient aspects of diversity—and its role in organizational communication processes. The author offers a rationale for her position, reviews related literature, and provides recommendations for future investigations.

  19. Dimensionality of Organizational Trust

    ERIC Educational Resources Information Center

    Adams, Samuel H.; Wiswell, Albert K.

    2007-01-01

    Trust facilitates individual and organizational learning, and is often misunderstood by organizations although they must continuously learn in order to attain organizational goals and survive. Leaders of organizations often view trust defensively and their reactions may impede organizational learning This paper builds on prior research concerning…

  20. Workers' perceptions of workplace safety and job satisfaction.

    PubMed

    Gyekye, Seth Ayim

    2005-01-01

    A lot of attention has been focused on workers' perceptions of workplace safety but relatively little or no research has been done on the impact of job satisfaction on safety climate. This study investigated this relationship. It also examined the relationships between job satisfaction and workers' compliance with safety management policies and accident frequency. A positive association was found between job satisfaction and safety climate. Workers who expressed more satisfaction at their posts had positive perceptions of safety climate. Correspondingly, they were more committed to safety management policies and consequently registered a lower rate of accident involvement. The results were thus consistent with the notion that workers' positive perceptions of organisational climate influence their perceptions of safety at the workplace. The findings, which have implications in the work environment, are discussed. PMID:16219157

  1. Strategic collaborative quality management and employee job satisfaction

    PubMed Central

    Mosadeghrad, Ali Mohammad

    2014-01-01

    Background: This study aimed to examine Strategic Collaborative Quality Management (SCQM) impact on employee job satisfaction. Methods: The study presents a case study over six years following the implementation of the SCQM programme in a public hospital. A validated questionnaire was used to measure employees’ job satisfaction. The impact of the intervention was measured by comparing the pre-intervention and post-intervention measures in the hospital. Results: The hospital reported a significant improvement in some dimensions of job satisfaction like management and supervision, organisational policies, task requirement, and working conditions. Conclusion: This paper provides detailed information on how a quality management model implementation affects employees. A well developed, well introduced and institutionalised quality management model can improve employees’ job satisfaction. However, the success of quality management needs top management commitment and stability. PMID:24847482

  2. Person\\/organization job-fitting and affective commitment to the organization : Perspectives from the UAE

    Microsoft Academic Search

    Mohamed H. Behery

    2009-01-01

    Purpose – The aim of this paper is to examine the mediation effect of the psychological contract (PC) on the relationship between person–organization (P-O) fit, person–job (P-J) fit and affective commitment to the organization (organizational affective commitment or OAC). Design\\/methodology\\/approach – The empirical data for the study were collected using self-administered questionnaires with 960 participants from 16 large companies in

  3. Commitment to Peace.

    ERIC Educational Resources Information Center

    Montessori, Renilde

    1995-01-01

    This reprint from a 1985 issue of "The NAMTA Journal" discusses the ideas of Maria Montessori and Erich Fromm in relation to world peace and the role of education in promoting peace. Also examines the nature of conflict, war, and peace, and the need to commit oneself to peace. (MDM)

  4. Unit Commitment Solution Methods

    Microsoft Academic Search

    Sayeed Salam

    An effort to develop a unit commitment approach capable of handling large power systems consisting of both thermal and hydro generating units offers a large profitable return. In order to be feasible, the method to be developed must be flexible, efficient and reliable. In this paper, various proposed methods have been described along with their strengths and weaknesses. As all

  5. Unit commitment literature synopsis

    Microsoft Academic Search

    G. B. Sheble; G. N. Fahd

    1994-01-01

    Several optimization techniques have been applied to the solution of the thermal unit commitment problem. They range from heuristics such as complete enumeration to the more sophisticated ones such as Augmented LaGrangian. The heuristics have even reappeared as expert systems. The problem to solve is the optimal scheduling of generating units over a short-term horizon, typically 168 hours. This paper

  6. Committed Sport Event Volunteers

    ERIC Educational Resources Information Center

    Han, Keunsu; Quarterman, Jerome; Strigas, Ethan; Ha, Jaehyun; Lee, Seungbum

    2013-01-01

    The purpose of this study was to investigate the relationships among selected demographic characteristics (income, education and age), motivation and commitment of volunteers at a sporting event. Three-hundred and five questionnaires were collected from volunteers in a marathon event and analyzed using structural equation modeling (SEM). Based on…

  7. COSAR: commitment-oriented \\

    Microsoft Academic Search

    Jun-Jang Jeng; Henry Chang; Jen-Yao Chung

    2003-01-01

    Microelectronic manufacturing is a discipline of supply chain management, and deals with the efficient coordination of manufacturing processes and owning enterprise along a value chine to provide products to customers. The systems for microelectronic manufacturing processes are usually linear, rigid and producing solutions that are far from optimal. This paper presents a commitment-oriented \\

  8. Workplace safety perceptions and perceived organizational support: do supportive perceptions influence safety perceptions?

    PubMed

    Gyekye, Seth Ayim; Salminen, Simo

    2007-01-01

    The current study investigated the relationship between organizational safety climate and perceived organizational support. Additionally, it examined the relationship with job satisfaction, worker compliance with safety management policies, and accident frequency. Safety climate and supportive perceptions were assessed with Hayes, Perander, Smecko, et al. 's (1998) and Eisenberger, Fasolo and LaMastro's (1990) scales respectively. Confirmatory factors analysis confirmed the 5-factor structure of Hayes et al. 's WSS scale. Regression analysis and t-tests indicated that workers with positive perspectives regarding supportive perceptions similarly expressed positive perceptions concerning workplace safety. Furthermore, they expressed greater job satisfaction, were more compliant with safety management policies, and registered lower accident rates. The perceived level of support in an organization is apparently closely associated with workplace safety perception and other organizational and social factors which are important for safety. The results are discussed in light of escalating interest in how organizational factors affect employee safety and supportive perceptions. PMID:17599793

  9. Building Financial Satisfaction

    ERIC Educational Resources Information Center

    Vera-Toscano, Esperanza; Ateca-Amestoy, Victoria; Serrano-Del-Rosal, Rafael

    2006-01-01

    This paper aims to contribute further research on the conceptualization of individual financial satisfaction as a particular domain of satisfaction with life as a whole. Based on the 2003 "Survey on Living Conditions and Poverty" for Andalucia (Spain) and using a self-reported measure of welfare, ordered probit models are used to analyze the…

  10. Commitment and Dependency in Marriage.

    ERIC Educational Resources Information Center

    Nock, Steven L.

    1995-01-01

    Investigates the relationship between commitment and dependency in marriage, using a national probability sample of 2,331 individuals. Results indicate that income, occupational, and labor dependency increase commitment to marriage. However, the felt obligation to, or imagined commitment of, the spouse is the strongest influence on individual…

  11. Organizational interventions in response to duty hour reforms

    PubMed Central

    2014-01-01

    Background Changes in resident duty hours in Europe and North America have had a major impact on the internal organizational dynamics of health care organizations. This paper examines, and assesses the impact of, organizational interventions that were a direct response to these duty hour reforms. Methods The academic literature was searched through the SCOPUS database using the search terms “resident duty hours” and “European Working Time Directive,” together with terms related to organizational factors. The search was limited to English-language literature published between January 2003 and January 2012. Studies were included if they reported an organizational intervention and measured an organizational outcome. Results Twenty-five articles were included from the United States (n = 18), the United Kingdom (n = 5), Hong Kong (n = 1), and Australia (n = 1). They all described single-site projects; the majority used post-intervention surveys (n = 15) and audit techniques (n = 4). The studies assessed organizational measures, including relationships among staff, work satisfaction, continuity of care, workflow, compliance, workload, and cost. Interventions included using new technologies to improve handovers and communications, changing staff mixes, and introducing new shift structures, all of which had varying effects on the organizational measures listed previously. Conclusions Little research has assessed the organizational impact of duty hour reforms; however, the literature reviewed demonstrates that many organizations are using new technologies, new personnel, and revised and innovative shift structures to compensate for reduced resident coverage and to decrease the risk of limited continuity of care. Future research in this area should focus on both micro (e.g., use of technology, shift changes, staff mix) and macro (e.g., culture, leadership support) organizational aspects to aid in our understanding of how best to respond to these duty hour reforms. PMID:25558915

  12. Investigating the relationship between employee satisfaction and guest satisfaction

    Microsoft Academic Search

    Michael A. Spinelli; George C. Canavos

    2000-01-01

    A study of six metropolitan, full-service hotels (involving 600 guests and 240 employees) found a statistical connection between employee satisfaction and guest satisfaction. Regarding employees' satisfaction, the data indicated that monetary factors can be dissatisfiers. The surest way to build employee satisfaction is to let employees know that their efforts are appreciated; that they can participate in decision making; and

  13. Affective commitment in the public sector: the case of IT employees

    Microsoft Academic Search

    Margaret F. Reid; Myria W. Allen; Cynthia K. Riemenschneider; Deborah J. Armstrong

    2006-01-01

    To improve our understanding of individual motivations to remain employed in governmental agencies this study focuses on a specific segment of a state government agency workforce. Information technology (IT) employees possess skills that transfer easily to other sectors, which make them an important group when examining factors that influence the affective commitment and job satisfaction of individuals working in public

  14. Organizational Paradigm Shifts.

    ERIC Educational Resources Information Center

    National Association of College and University Business Officers, Washington, DC.

    This collection of essays explores a new paradigm of higher education. The first essay, "Beyond Re-engineering: Changing the Organizational Paradigm" (L. Edwin Coate), suggests a model of quality process management and a structure for managing organizational change. "Thinking About Consortia" (Mary Jo Maydew) discusses cooperative effort and…

  15. Embeddedness of Organizational Capabilities

    Microsoft Academic Search

    Rajdeep Grewal; Rebecca J. Slotegraaf

    2007-01-01

    Managers must regularly make decisions on how to access and deploy their limited resources in order to build organizational capabilities for a sustainable competitive ad- vantage. However, failure to recognize that organizational capabilities involve complex and intricately woven underlying processes may lead to an incomplete understanding of how capabilities affect competitive advantage. As a means of understanding this un- derlying

  16. Changing Organizational Forms.

    ERIC Educational Resources Information Center

    1997

    This document contains three papers from a symposium on changing organizational forms. "Goal Integration in a Multi-divisional Organization" (Richard J. Torraco, Mary Finnegan), reports on a study that examined how goals are integrated into organizational activities once they have been identified, proposes a model of goal integration, and develops…

  17. Linking rewards to commitment: an empirical investigation of four UK call centres

    Microsoft Academic Search

    Neeru Malhotra; Pawan Budhwar; Peter Prowse

    2007-01-01

    Rewards being an important component of exchange theory, this research examines relationships among frontline employees' perceptions of rewards (extrinsic and intrinsic) and the three components of organizational commitment (i.e. affective, normative and continuance). The investigation is conducted by the help of a large survey in four call centres of a major retail bank in the UK. The results of the

  18. Internal Social Media's Impact on Socialization and Commitment

    ERIC Educational Resources Information Center

    Gonzalez, Ester S.

    2012-01-01

    Social media technologies present an opportunity for organizations to create value by acclimating new employees and increasing organizational commitment. Past research has indicated that many organizations have leveraged social media in innovative ways. The purpose of this study is to investigate an internal social media tool that was designed and…

  19. Early Participation in the American College and University Presidents Climate Commitment

    ERIC Educational Resources Information Center

    White, Stacey Swearingen

    2009-01-01

    Purpose: The purpose of this paper is to describe and analyze those US campuses that became signatories of the American College and University Presidents Climate Commitment (ACUPCC) during the charter membership period of December 2006 through September 15, 2007. Design/methodology/approach: The paper draws on literature in organizational change,…

  20. Work Experiences, Occupational Commitment, and Intent to Enter the Sport Management Profession

    ERIC Educational Resources Information Center

    Cunningham, George B.; Sagas, Michael

    2004-01-01

    Building from Mever, Allen, & Smith's (1993) work in organizational psychology, the purpose of this study was to examine the relationships among work experiences, affective occupational commitment, and intent to enter the sport management profession among college seniors completing their internship requirements. Results indicate that intent to…

  1. Homeopathy satisfaction in Iran

    PubMed Central

    Mahmoudian, Ahmad; Sadri, Gholamhosein

    2014-01-01

    Background: Patient satisfaction is a key indicator of the quality and effectiveness of a therapeutic method. Assessing the satisfaction of patients undergoing homeopathic therapy is essential in the early steps of educating the community, if suitable outcomes are to be achieved. Materials and Methods: This descriptive cross-sectional study was conducted in 2008 on 125 patients from the city of Isfahan. Patients aged above 15 years who had referred to the homeopathic practitioners and received homeopathic drugs for at least three times were randomly selected and included in the study. Patient satisfaction was assessed in three main areas (general health, physician performance, and symptoms relief) using a valid questionnaire. The results were compared with those of a similar study conducted in 2004 on 240 patients. Results: Mean score of satisfaction with homeopathic treatment was 77.48 ± 6.36 out of 100. In 2004, it was 77.4 ± 8.13. Median age was 36.41 ± 11.25 years. Median time of therapy was 16.80 ± 17.94 months. The highest level of satisfaction was related to relief of symptoms. Satisfaction of physician performance and improvement of general health came next. The degree of satisfaction with therapy was not significant between the different groups with regard to their sex and different levels of education, but there was significant difference in the duration of treatment. The four symptoms that showed better improvement in 2008 were headache, gastrointestinal (GI) disturbances, fatigue, and insomnia. Conclusions: After using homeopathy for several years, patients’ satisfaction was found to be still high. Shifting the area of satisfaction from general health to relief of symptoms could be related to physicians’ experiments for remedy selection. Scientific centers should do more surveys about the effectiveness of homeopathic treatment. Integration of homeopathy with medicine may bring in more success at less cost. It seems rational to support homeopathy as an effective practice. PMID:25400678

  2. Retirement and marital satisfaction.

    PubMed

    Lee, G R; Shehan, C L

    1989-11-01

    This study examined the effects of retirement status, length of retirement, and spouse's retirement status on marital satisfaction. Although some previous research and theory suggest that retirement has salutary effects on the quality of marriage, we find no such pattern here. Instead, some small negative effects are observed, particularly involving effects of husbands' retirement on the marital satisfaction of employed wives. These results suggest an explanation in terms of the household division of labor, employing insights from equity theory. Overall, there is no indication of any beneficial impact of retirement on the marital satisfaction of either husbands or wives. PMID:2809116

  3. Relationship between staff nurse involvement in organizational structures and perception of empowerment.

    PubMed

    McDonald, Susan F; Tullai-McGuinness, Susan; Madigan, Elizabeth A; Shively, Marty

    2010-01-01

    Work structures that empower nurses contribute to a healthy work environment yet there are few studies that have looked at the relationship between nurse participation in formal work structures and their perception of empowerment. Nurses involved in power-sharing activities demonstrate a greater commitment to the organization and have improved job satisfaction. To measure the perception of structural empowerment by nurses and examine the relationship between staff registered nurse participation in organizational structures and perceived structural empowerment. A descriptive correlational survey design was used to measure staff nurses' perception of structural empowerment, using the Conditions of Work Effectiveness Questionnaire-II (CWEQ-II). A purposive sample of staff registered nurses (N = 122) at a large Veterans Affairs urban teaching hospital was recruited to complete an online survey. The response rate was 33%. Nurses perceived a moderate amount of structural empowerment and a greater sense of empowerment in the areas of opportunity, support, and collaboration on the CWEQ-II. The total mean score for the CWEQ-II (M = 18.50, SD = 3.63) indicated a moderate amount of perceived structural empowerment. Of the 4 CWEQ-II subscales, opportunity (M = 3.78, SD = 0.87) was moderately high. Resources (M = 3.04, SD = 0.72) and support (M = 2.92, SD = 0.94) were rated as moderate, and participants rated information moderately low (M = 2.75, SD = 0.88). On 2 scales that measured sources of organizational power, informal power was moderately high (M = 3.37, SD = 0.79) compared with formal power (M = 2.64, SD = 0.81), which scored moderately low. In comparing nurses who participated in councils with those who did not, there were no significant differences in their total or subscale scores on the CWEQ-II. Of those who did participate in councils (n = 48, 39.3%), the number of council meetings nurses attended correlated significantly with support (r = 0.37, P = .009). The percentage of time council members communicated information to their peers at the unit level correlated positively with informal power (r = 0.30, P = .04). Organizational structures that provide opportunities for nurses to participate in professional matters that are important to them support empowerment that is essential for a healthy work environment. PMID:20234204

  4. Length of service and commitment of nurses in hospitalsof Social Security Organization (SSO) in Tehran

    PubMed Central

    Jafari Kelarijani, Seyed Ebrahim; Heidarian, Ali Reza; Jamshidi, Reza; Khorshidi, Mohamad

    2014-01-01

    Background: A nurse’s commitment is the most important factor that influences her performance and depends on other variables. The purpose of this research was to study the relationship between length of service of the nurses with the amount of occupational commitment and organizational commitment. Methods: From Winter 2012 to Spring 2013, 266 nurses were chosen in selected hospitals of Social Security Organization (SSO). These nurses were randomly categorized into six different classes of service records including < 5, 5-9, 10-14, 15-19, 20-24, and 25-29 years. The length of service is related to the organizational, occupational, affective, continuance, and normative commitment. The data were collected and analyzed. Results: Generally 84% of the responders were women and the rest were men of which 95% had a bachelor’s degree and the rest had higher academic degrees. The length of service in 81% of nurses was <15 years and 19% were higher than 15 years. Significant correlation were seen between continuance and occupational commitments and length of service (r=0.23, P=0.04 and r=-0.26, P=0.02, respectively). There were not any significant differences regarding organizational, affective and normative commitments (P=0.12, P=0.33, P=0.47, respectively). Conclusion: The results show that the length of service was related to continuance and occupational commitment. So pre-retirement of the nurses after 20 years of work can result in an increase in average commitment of employees. PMID:24778784

  5. Gender and the relationship between perceived fairness of pay or promotion and job satisfaction.

    PubMed

    Witt, L A; Nye, L G

    1992-12-01

    Brockner and Adsit (1986) found that satisfaction with an exchange relationship was more strongly related to perceptions of equity among men than women. Kahn (1972) reported that men were more likely than women to distribute outcomes to individuals in direct proportion to their input. We evaluated potential gender differences among 12,979 personnel in 30 different organizational systems in (a) correlations between fairness and job satisfaction scores and (b) standardized group differences in the perceived amounts of pay and promotion fairness and expressed levels of facet and global job satisfaction. The fairness-satisfaction relationship was not higher for men, and there were no practical differences in fairness perceptions and job satisfaction between men and women. PMID:1468995

  6. Efficient String-Commitment from Weak Bit-Commitment

    Microsoft Academic Search

    Kai-Min Chung; Feng-Hao Liu; Chi-Jen Lu; Bo-Yin Yang

    2010-01-01

    \\u000a We study security amplification for commitment schemes and improve the efficiency of black-box security amplification in the\\u000a computational setting, where the security holds against PPT active adversaries. We show that ?(logs) black-box calls to a weak bit-commitment scheme with constant security is sufficient to construct a commitment scheme with\\u000a standard negligible security, where s denotes the security parameter and ?(logs)

  7. Organizational Adaptation Kathleen M. Carley

    E-print Network

    Sadeh, Norman M.

    Organizational Adaptation Kathleen M. Carley Dept. of Social and Decision Sciences Carnegie Mellon: Kathleen M. Carley, 1998, "Organizational Adaptation." Annals of Operations Research. 75: 25-47. #12;Organizational Adaptation A computational model of organizational adaptation in which change occurs at both

  8. Rebuilding organizational culture in the wake of a merger.

    PubMed

    Trimnell, J; Butterill, D; Skinner, W; Golyea, G; Yue-Chan, L; Macfarlane, D

    2001-01-01

    More and more, corporate culture is being recognized as an important determinant of organizational effectiveness. This article describes how the Centre for Addiction and Mental Health proactively focused on rebuilding its culture after a mandated merger. The long-term effects of this effort need to be monitored. However, commitment is strong to the ideas articulated in the Statement of Desired Culture that was developed by a staff task force and approved by the Centre's Board. PMID:15892324

  9. Using the Malcolm Baldrige "are we making progress" survey for organizational self-assessment and performance improvement.

    PubMed

    Shields, Judith A; Jennings, Jerry L

    2013-01-01

    A national healthcare company applied the Malcolm Baldrige Criteria for Performance Excellence and its "Are We Making Progress?" survey as an annual organizational self-assessment to identify areas for improvement. For 6 years, Liberty Healthcare Corporation reviewed the survey results on an annual basis to analyze positive and negative trends, monitor company progress toward targeted goals and develop new initiatives to address emerging areas for improvement. As such, the survey provided a simple and inexpensive methodology to gain useful information from employees at all levels and from multiple service sites and business sectors. In particular, it provided a valuable framework for assessing and improving the employees' commitment to the company's mission and values, high standards and ethics, quality of work, and customer satisfaction. The methodology also helped the company to incorporate the philosophy and principles of continuous quality improvement in a unified fashion. Corporate and local leadership used the same measure to evaluate the performance of individual programs relative to each other, to the company as a whole, and to the "best practices" standard of highly successful companies that received the Malcolm Baldrige National Quality Award. PMID:22571768

  10. A Study of Teacher Job Satisfaction and Factors that Influence It

    ERIC Educational Resources Information Center

    Bolin, Feng

    2007-01-01

    Research on job satisfaction, an extremely important topic in organizational administration and social psychology, has a history of nearly sixty years, beginning with the publication of Hoppock's (1935) classic work. The study of organization administration and behavioral sciences started fairly late on the Chinese mainland. There are few studies…

  11. Navy Women in Traditional and Nontraditional Jobs: A Comparison of Satisfaction, Attrition, and Reenlistment.

    ERIC Educational Resources Information Center

    Thomas, Patricia J.; And Others

    A study examined the effects of two organizational structural elements--gender appropriateness of job assignment and mix of women and men in a work group--upon the attitudes and behavior of Navy women. Effects of being assigned to a traditionally feminine or masculine job were examined and related to attrition, satisfaction, and reenlistment.…

  12. Social Capital: Relationship between Social Capital and Teacher Job Satisfaction within a Learning Organization

    ERIC Educational Resources Information Center

    Chazon, Timothy Lee

    2009-01-01

    This dissertation was designed to study the relationship between Social Capital and teacher Job Satisfaction for 11 selected North Carolina Middle Schools. This study uses the learning organizational theory and social capital theory as theoretical constructs for studying the complex relationships between school as a Learning Organization (LO),…

  13. The Workplace Satisfaction of Newly-Tenured Faculty Members at Research Universities

    ERIC Educational Resources Information Center

    Russell, Brendan Christopher

    2013-01-01

    If faculty are dissatisfied with their work, colleges and universities can experience educational and organizational repercussions that include contentious departmental climates and stagnant work productivity. Researchers have studied the workplace satisfaction of faculty during three traditional career stages: the tenure-track, middle-career, and…

  14. Predictors of Learner Satisfaction and Transfer of Learning in a Corporate Online Education Program

    ERIC Educational Resources Information Center

    Gunawardena, Charlotte N.; Linder-VanBerschot, Jennifer A.; LaPointe, Deborah K.; Rao, Lalita

    2010-01-01

    This study explores factors that predict learner satisfaction and transfer of learning in an online educational program at a multinational corporation, established to improve organizational learning by providing training in technical skills. A mixed-methods design was used, selecting both quantitative methods (utilizing survey research) and…

  15. The Influence of Competence, Motivation, and Organisational Culture to High School Teacher Job Satisfaction and Performance

    ERIC Educational Resources Information Center

    Arifin, H. Muhammad

    2015-01-01

    The study aims to find out and analyze the influence of competence, motivation, and organizational competence to high school teacher job satisfaction and performance in Jayapura City, Papua, Indonesia. The study was conducted on 117 respondents of 346 teachers by means of questionnaire. Data is analyzed by SEM analysis method in AMOS program.…

  16. Reexamining the Job Satisfaction–Performance Relationship: The Complexity of Attitudes

    Microsoft Academic Search

    Deidra J. Schleicher; John D. Watt; Gary J. Greguras

    2004-01-01

    The present article argues that organizational researchers tend to adopt an overly simplistic conceptualization and operationalization of job satisfaction (and job attitudes in general). Specifically, past research has failed to examine the affective-cognitive consistency (ACC) of job attitudes and the implications this has for the strength of the attitude and its relationship with behavior (e.g., job performance). Results from Study

  17. Work Volition as a Critical Moderator in the Prediction of Job Satisfaction

    ERIC Educational Resources Information Center

    Duffy, Ryan D.; Bott, Elizabeth M.; Torrey, Carrie L.; Webster, Gregory W.

    2013-01-01

    Building on the Psychology of Working Framework, the current study explored the extent to which work volition functioned as a moderator in the relation between positive affect, core self-evaluations, perceived organizational support (POS), and work self-efficacy to job satisfaction. In a diverse sample of 206 employed adults, work volition was…

  18. A Study of the Determinants and of the Impact of Flexibility on Employee Benefit Satisfaction

    Microsoft Academic Search

    Michel Tremblay; Bruno Sire; Annie Pelchat

    1998-01-01

    The purpose of this study was to examine the influence of individual characteristics and organizational justice on employee benefit satisfaction, and to explore the role of flexible benefit plans. Employees from three Canadian organizations were surveyed. A total of 285 usuable questionnaires were returned, for a response rate of 42%. The variables in the model accounted for more than 40%

  19. Burnout, Job Stress and Job Satisfaction Among Southern Correctional Officers: Perceptions and Causal Factors.

    ERIC Educational Resources Information Center

    Lindquist, Charles A.; Whitehead, John T.

    1986-01-01

    Surveyed perceptions of burnout, job stress, and job satisfaction among a representative sample (N=241) of Alabama correctional officers. Examination of predictor variables revealed that social support; marital status; role conflict; age; correctional seniority; and extrinsic, organizational, and overload stressors significantly influenced…

  20. Impact of the strategic human resource management on organizational performance: evidence from Turkey

    Microsoft Academic Search

    Sait Gurbuz; Ibrahim S. Mert

    2011-01-01

    The strategic importance of human resources (HR) and their contribution to the organizational performance are receiving increasing recognition worldwide. In this study, we examined strategic human resource management (SHRM) and HR practices in Turkey to assess the impact of these practices on financial\\/market performance, operational performance, job satisfaction, and turnover. Empirical results from a sample of Turkey's Top 500 firms-2007

  1. Resisting Organizational Power

    Microsoft Academic Search

    Peggy DesAutels

    Normative ethical theory should provide us with guidance for how to live moral lives in a world filled with inequity and abuse\\u000a of power. In this essay, I address ways that features of resisting organizational power do and do not overlap with features\\u000a of resisting oppression more generally. I examine the potential for moral damage to individuals who resist organizational

  2. Financial satisfaction and financial stressors in marital satisfaction.

    PubMed

    Archuleta, Kristy L; Britt, Sonya L; Tonn, Teresa J; Grable, John E

    2011-04-01

    Using a sample of 310 married respondents from one U.S. Midwestern state, a test was conducted to examine the association of financial satisfaction and financial stressors in a spouse's decision to stay married to the same person or leave the relationship. The role of demographic and socioeconomic variables, religiosity, psychological constructs, financial satisfaction, and financial stressors as factors influencing marital satisfaction was tested. Financial stressors were measured using a list of financial stressors adapted from the literature. Financial satisfaction was measured with a one-item scale. The Kansas Marital Satisfaction Scale was used as a validation tool to assess whether individuals would marry or not marry again. Religiosity and financial satisfaction were positively associated with marital satisfaction. A negative interaction between financial satisfaction and financial stressors was also noted. Findings suggest that respondents who are financially satisfied tend to be more stable in their marriages. PMID:21675570

  3. The Organizational Health of Urban Elementary Schools: School Health and Teacher Functioning

    PubMed Central

    Mehta, Tara G.; Atkins, Marc S.; Frazier, Stacy L.

    2013-01-01

    This study examined the factor structure of the Organizational Health Inventory-Elementary version (OHI-E; Hoy, Tarter, & Kottkamp, 1991) in a sample of 203 teachers working in 19 high-poverty, urban schools and the association of organizational school health with teacher efficacy, teacher stress, and job satisfaction. Results indicated a similar factor structure of the OHI-E as compared with the population of schools in the original sample (Hoy et al., 1991), and that specific components of organizational health, such as a positive learning environment, are associated with teacher efficacy, stress, and satisfaction. Overall, teachers’ relations with their peers, their school leadership, and their students appear especially critical in high-poverty, urban schools. Recommendations for research and practice related to improving high-poverty, urban schools are presented. PMID:23935763

  4. Personality, organizational stress, and attitudes toward work as prospective predictors of professional burnout in hospital nurses

    PubMed Central

    Hudek-Kneževi?, Jasna; Kalebi? Maglica, Barbara; Krapi?, Nada

    2011-01-01

    Aim To examine to what extent personality traits (extraversion, agreeableness, conscientiousness, neuroticism, and openness), organizational stress, and attitudes toward work and interactions between personality and either organizational stress or attitudes toward work prospectively predict 3 components of burnout. Methods The study was carried out on 118 hospital nurses. Data were analyzed by a set of hierarchical regression analyses, in which personality traits, measures of organizational stress, and attitudes toward work, as well as interactions between personality and either organizational stress or attitudes toward work were included as predictors, while 3 indices of burnout were measured 4 years later as criteria variables. Results Personality traits proved to be significant but weak prospective predictors of burnout and as a group predicted only reduced professional efficacy (R2?=?0.10), with agreeableness being a single negative predictor. Organizational stress was positive, affective-normative commitment negative predictor, while continuance commitment was not related to any dimension of burnout. We found interactions between neuroticism as well as conscientiousness and organizational stress, measured as role conflict and work overload, on reduced professional efficacy (?NRCWO?=?-0.30; ßcRCWO?=?-0.26). We also found interactions between neuroticism and affective normative commitment (??=?0.24) and between openness and continuance commitment on reduced professional efficacy (??=?-0.23), as well as interactions between conscientiousness and continuance commitment on exhaustion. Conclusion Although contextual variables were strong prospective predictors and personality traits weak predictors of burnout, the results suggested the importance of the interaction between personality and contextual variables in predicting burnout. PMID:21853549

  5. Tuberculosis Control Program and patient satisfaction, Rio de Janeiro, Brazil

    PubMed Central

    Portela, Margareth Crisóstomo; Lima, Sheyla Maria Lemos; Brito, Cláudia; Ferreira, Vanja Maria Bessa; Escosteguy, Claudia Caminha; de Vasconcellos, Maurício Teixeira Leite

    2014-01-01

    OBJECTIVE To evaluate factors associated with users’ satisfaction in the Tuberculosis Control Program. METHODS A cross-sectional study of 295 patients aged ? 18 years, with two or more outpatient visits in the Tuberculosis Control Program, in five cities in the metropolitan region of Rio de Janeiro, RJ, Southeastern Brazil, in 2010. Considering an estimated population of 4,345 patients, the sampling plan included 15 health care units participating in the program, divided into two strata: units in Rio de Janeiro City, selected with probability proportional to the monthly average number of outpatient visits, and units in the other four cities. In the units, four temporal clusters of five patients each were selected with equal probability, totaling 300 patients. A questionnaire investigating the users’ clinical and sociodemographic variables and aspects of care and service in the program relevant to user satisfaction was applied to the patients. Descriptive statistics about users and their satisfaction with the program were obtained, and the effects of factors associated with satisfaction were estimated. RESULTS Patients were predominantly males (57.7%), with a mean age of 40.9 and with low level of schooling. The mean treatment time was 4.1 months, mostly self-administered (70.4%). Additionally, 25.8% had previously been treated for tuberculosis. There was a high level of satisfaction, especially regarding medication provision, and respect to patients by the health professionals. Patients who were younger (? 30), those on self-administered treatment, and with graduate level, showed less satisfaction. Suggestions to improve the services include having more doctors (70.0%), and offering exams in the same place of attendance (55.1%). CONCLUSIONS Patient satisfaction with the Tuberculosis Control Program was generally high, although lower among younger patients, those with university education and those on self-administered treatment. The study indicates the need for changes to structural and organizational aspects of care, and provides practical support for its improvement. PMID:25119945

  6. Tuberculosis Control Program and patient satisfaction, Rio de Janeiro, Brazil.

    PubMed

    Portela, Margareth Crisóstomo; Lima, Sheyla Maria Lemos; Brito, Cláudia; Ferreira, Vanja Maria Bessa; Escosteguy, Claudia Caminha; Vasconcellos, Maurício Teixeira Leite de

    2014-06-01

    OBJECTIVE To evaluate factors associated with users' satisfaction in the Tuberculosis Control Program. METHODS A cross-sectional study of 295 patients aged ? 18 years, with two or more outpatient visits in the Tuberculosis Control Program, in five cities in the metropolitan region of Rio de Janeiro, RJ, Southeastern Brazil, in 2010. Considering an estimated population of 4,345 patients, the sampling plan included 15 health care units participating in the program, divided into two strata: units in Rio de Janeiro City, selected with probability proportional to the monthly average number of outpatient visits, and units in the other four cities. In the units, four temporal clusters of five patients each were selected with equal probability, totaling 300 patients. A questionnaire investigating the users' clinical and sociodemographic variables and aspects of care and service in the program relevant to user satisfaction was applied to the patients. Descriptive statistics about users and their satisfaction with the program were obtained, and the effects of factors associated with satisfaction were estimated. RESULTS Patients were predominantly males (57.7%), with a mean age of 40.9 and with low level of schooling. The mean treatment time was 4.1 months, mostly self-administered (70.4%). Additionally, 25.8% had previously been treated for tuberculosis. There was a high level of satisfaction, especially regarding medication provision, and respect to patients by the health professionals. Patients who were younger (? 30), those on self-administered treatment, and with graduate level, showed less satisfaction. Suggestions to improve the services include having more doctors (70.0%), and offering exams in the same place of attendance (55.1%). CONCLUSIONS Patient satisfaction with the Tuberculosis Control Program was generally high, although lower among younger patients, those with university education and those on self-administered treatment. The study indicates the need for changes to structural and organizational aspects of care, and provides practical support for its improvement. PMID:25119945

  7. Experimental unconditionally secure bit commitment.

    PubMed

    Liu, Yang; Cao, Yuan; Curty, Marcos; Liao, Sheng-Kai; Wang, Jian; Cui, Ke; Li, Yu-Huai; Lin, Ze-Hong; Sun, Qi-Chao; Li, Dong-Dong; Zhang, Hong-Fei; Zhao, Yong; Chen, Teng-Yun; Peng, Cheng-Zhi; Zhang, Qiang; Cabello, Adán; Pan, Jian-Wei

    2014-01-10

    Quantum physics allows for unconditionally secure communication between parties that trust each other. However, when the parties do not trust each other such as in the bit commitment scenario, quantum physics is not enough to guarantee security unless extra assumptions are made. Unconditionally secure bit commitment only becomes feasible when quantum physics is combined with relativistic causality constraints. Here we experimentally implement a quantum bit commitment protocol with relativistic constraints that offers unconditional security. The commitment is made through quantum measurements in two quantum key distribution systems in which the results are transmitted via free-space optical communication to two agents separated with more than 20 km. The security of the protocol relies on the properties of quantum information and relativity theory. In each run of the experiment, a bit is successfully committed with less than 5.68×10(-2) cheating probability. This demonstrates the experimental feasibility of quantum communication with relativistic constraints. PMID:24483878

  8. Airline Passengers' Satisfaction with Airports 

    E-print Network

    Kim, Hyun Joo

    2012-02-14

    Airports are places where people have the potential to experience either satisfaction or frustration, and marketing and tourism scholars have argued that customer satisfaction is one of the primary goals of airports. ...

  9. Gaining and maintaining commitment to large-scale change in healthcare organizations.

    PubMed

    Narine, L; Persaud, D D

    2003-08-01

    Healthcare administrators have sought to improve the quality of healthcare services by using organizational change as a lever. Unfortunately, evaluations of organizational change efforts in areas such as total quality management (TQM), continuous quality improvement (CQI), and organizational restructuring have indicated that these change programmes have not fulfilled their promise in improving service delivery. Furthermore, there are no easy answers as to why so many large-scale change programmes are unsuccessful. The aim of this analysis is to provide insights into practices that may be utilized to improve the chances of successful change management. It is proposed that in order to effect change, implementers must first gain commitment to the change. This is done by ensuring organizational readiness for change, surfacing dissatisfaction with the present state, communicating a clear vision of the proposed change, promoting participation in the change effort, and developing a clear and consistent communication plan. However gaining commitment is not enough. Many change programmes have been initially perceived as being successful but long-term success has been elusive. Therefore, maintaining commitment during the uncertainty associated with the transition period is imperative. This can be done by successfully managing the transition using action steps such as consolidating change using feedback mechanisms and making the change a permanent part of the organization's culture. PMID:12908992

  10. Effects of Reputation, Relational Satisfaction, and Customer–Company Identification on Positive Word-of-Mouth Intentions

    Microsoft Academic Search

    Soo Yeon Hong; Sung-Un Yang

    2009-01-01

    By combining the growing body of knowledge on organizational reputation and organization—public relationships with insights from marketing literature on customer–company identification, this study develops and tests models of customers' positive word-of-mouth (WOM) intentions. Specifically, this study examines the effects of organizational reputation and relational satisfaction on customers' positive WOM intentions, and the critical mediation role of customer–company identification in such

  11. Employee Satisfaction: Does Kano's Model Apply?

    Microsoft Academic Search

    Kurt Matzler; Matthias Fuchs; Astrid Schubert

    2004-01-01

    Employee satisfaction has become one of the critical issues in total quality management. Numerous studies investigate the antecedences and consequences of the construct. It has been found that employee satisfaction drives productivity and customer satisfaction. In order to better understand the drivers of employee satisfaction, the authors investigate whether Kano's model of customer satisfaction also applies to employee satisfaction. Kano's

  12. Psychological need-satisfaction and subjective well-being within social groups

    Microsoft Academic Search

    Kennon M. Sheldon; B. Ann Bettencourt

    2002-01-01

    Five candidate measures of psychological need-satisfaction were evaluated as predictors of high positive and low negative mood within the group, intrinsic motivation for group activities, and high commitment to the group. Consistent with self-determination theory (Deci & Ryan, 1991), personal autonomy and interpersonal relatedness both predicted positive outcomes. Consistent with optimal distinctiveness theory (Brewer, 1991), feeling included within the group,

  13. Individual- and organizational-level consequences of organizational citizenship behaviors: A meta-analysis.

    PubMed

    Podsakoff, Nathan P; Whiting, Steven W; Podsakoff, Philip M; Blume, Brian D

    2009-01-01

    Although one of the main reasons for the interest in organizational citizenship behaviors (OCBs) is the potential consequences of these behaviors, no study has been reported that summarizes the research regarding the relationships between OCBs and their outcomes. Therefore, the purpose of this study is to provide a meta-analytic examination of the relationships between OCBs and a variety of individual- and organizational-level outcomes. Results, based on 168 independent samples (N = 51,235 individuals), indicated that OCBs are related to a number of individual-level outcomes, including managerial ratings of employee performance, reward allocation decisions, and a variety of withdrawal-related criteria (e.g., employee turnover intentions, actual turnover, and absenteeism). In addition, OCBs were found to be related (k = 38; N = 3,611 units) to a number of organizational-level outcomes (e.g., productivity, efficiency, reduced costs, customer satisfaction, and unit-level turnover). Of interest, somewhat stronger relationships were observed between OCBs and unit-level performance measures in longitudinal studies than in cross-sectional studies, providing some evidence that OCBs are causally related to these criteria. The implications of these findings for both researchers and practitioners are discussed. (PsycINFO Database Record (c) 2009 APA, all rights reserved). PMID:19186900

  14. 3 CFR - Continuation of the National Emergency With Respect to Persons Who Commit, Threaten to Commit, or...

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ...Commit, Threaten to Commit, or Support Terrorism Presidential Documents Other Presidential...Commit, Threaten to Commit, or Support Terrorism On September 23, 2001, by Executive...commit, threaten to commit, or support terrorism, pursuant to the International...

  15. 76 FR 58999 - Continuation of the National Emergency With Respect to Persons Who Commit, Threaten To Commit, Or...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2011-09-22

    ...Commit, Threaten To Commit, or Support Terrorism Presidential Documents Federal Register...Commit, Threaten To Commit, Or Support Terrorism On September 23, 2001, by Executive...commit, threaten to commit, or support terrorism, pursuant to the International...

  16. 78 FR 58149 - Continuation of the National Emergency With Respect to Persons Who Commit, Threaten To Commit, or...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2013-09-20

    ...Commit, Threaten To Commit, or Support Terrorism Presidential Documents Federal Register...Commit, Threaten To Commit, or Support Terrorism On September 23, 2001, by Executive...commit, threaten to commit, or support terrorism, pursuant to the International...

  17. Organizational Citizenship Behavior Among Iranian Nurses

    PubMed Central

    Dargahi, H; Alirezaie, S; Shaham, G

    2012-01-01

    Background: Organizational Citizenship Behavior (OCB) is defined as “individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate, promotes the effective functioning of organization”. OCB, enhance job satisfaction among nursing employees. According to several findings, nurses’ OCB have a positive and significant influence on job satisfaction. This research is aimed to study OCB among Iranian nurses. Methods: A cross-sectional, descriptive and analytical study was conducted among 510 nurses working in 15 teaching hospitals in Tehran, Iran to be selected by stratified random sampling. The respondents were asked to complete Netemeyer’s organizational citizenship behavior questionnaire that encompassed four dimensions of OCB including Sportsmanship, Civil Virtue, Conscientiousness, Altruism and selected each item of OCB dimensions and identified their attitudes about OCB items were observed in hospitals of Tehran. The data was analyzed by T-test, ANOVA and Pearson statistical methods. Results: The results of this research showed that most of the nurses who studied in this study, had OCB behaviors. Also, we found that there was significant correlation between Iranian nurses’ marriage status, qualifications and gender with sportsmanship, altruism and civic virtue. Conclusion: This research demonstrates the existence of OCB among Iranian nurses that are essential in developing patient – oriented behavior. The results can be used to develop further nursing management strategies for enhancement of OCB. Finally, the present study indicates new possibilities for future researches such as analysis and comparison of OCB between different hospitals and how nursing policy-makers can enhance these behaviors in Iranian hospitals. PMID:23113181

  18. Human Resources Organizational Development and Training

    E-print Network

    Dennett, Daniel

    Human Resources Organizational Development and Training November 2009 Development Guide for Tufts Organizational Competencies Copyright © 2009 Tufts University #12;Human Resources Organizational Development Human Resources/Organizational Development and Training is pleased to provide you with this Guide. We

  19. Career Opportunity and Organizational Attachment in a Blue-Collar Unionized Environment.

    ERIC Educational Resources Information Center

    Prince, J. Bruce

    2003-01-01

    Surveys completed by a random sample of 1,884 blue-collar unionized workers showed that perceived role enhancement opportunities (more task complexity and autonomy) were positively related to attitudes associated with promotion opportunities (commitment, work involvement, career opportunity satisfaction). This was especially true for workers with…

  20. Colouring, constraint satisfaction, and complexity

    Microsoft Academic Search

    Pavol Hell; Jaroslav Nesetril

    2008-01-01

    Abstract Constraint satisfaction problems have enjoyed much attention since the early seventies, and in the last decade have become also a focus of attention amongst theoreticians. Graph colourings are a special class of constraint satisfaction problems; they oer,a microcosm of many of the considerations that occur in constraint satisfaction. From the point of view of theory, they are well known

  1. Autonomy and satisfaction among mammographers.

    PubMed

    Hooi, P S; Whaley, C; Bugg, N

    2000-01-01

    This article reports results of a study assessing the relationship between decision autonomy and task satisfaction in Texas mammographers. As hypothesized, the results indicate a positive correlation between autonomy and satisfaction. The authors also found that no independent variable (age, years of experience, employment status, position or type of imaging facility) had predictive value for mammographers' autonomy and task satisfaction. PMID:10743665

  2. Geography of European Life Satisfaction

    ERIC Educational Resources Information Center

    Okulicz-Kozaryn, Adam

    2011-01-01

    The vast majority of studies analyze life satisfaction at individual and/or country level. This study contributes with analysis of life satisfaction at the (sub-national) province level across multiple countries. The purpose of this study is to call attention to spatial aspects of life satisfaction. Literature does not discuss the fact that life…

  3. Organizational Citizenship and Organizational Justice in Turkish Primary Schools

    ERIC Educational Resources Information Center

    Yilmaz, Kursad; Tasdan, Murat

    2009-01-01

    Purpose: The purpose of this study is to determine primary school teachers' perceptions regarding organizational citizenship and organizational justice. The study also aims to determine whether such perceptions vary depending on the variables of gender, field of study and seniority, and whether organizational citizenship behaviors and…

  4. Does Organizational Forgetting Matter? Organizational Survival for Life Coaching Companies

    ERIC Educational Resources Information Center

    Aydin, Erhan; Gormus, Alparslan Sahin

    2015-01-01

    Purpose: The purposes of this paper are to determine the role of organizational forgetting in different type of coaching companies and to determine organizational survival based on both knowledge structure of coaching companies and organizational forgetting with core features of organizations. Design/methodology/approach: Within the context of…

  5. Organizational Adaptation and Higher Education.

    ERIC Educational Resources Information Center

    Cameron, Kim S.

    1984-01-01

    Organizational adaptation and types of adaptation needed in academe in the future are reviewed and major conceptual approaches to organizational adaptation are presented. The probable environment that institutions will face in the future that will require adaptation is discussed. (MLW)

  6. Study of relationship between the organizational structure and market orientation from the viewpoint of nurse managers

    PubMed Central

    Bahadori, Mohammadkarim; Yaghoubi, Maryam; Javadi, Marzieh; Rahimi, Zahreh Agha

    2015-01-01

    Background: Considering globalization of health care and quality improvement trend to respond to competition and customer orientation, attention to organizational structure and its relationship with market orientation is essential. Therefore, this study reviews the relationship between organizational structure and market orientation in selected hospitals of Isfahan (Iran). Materials and Methods: This study was a descriptive survey. The study population comprised nurse managers from selected hospitals (n = 80). Data collection tools were two questionnaires (market orientation questionnaire and organizational structure) that the validity and reliability were confirmed (r = 0.83 for market orientation questionnaire and r = 0.87 for organizational structure). SPSS (Ver. 16) software was used for the analyses. Results: The mean score of organizational structure was 65.4 (11.2) and total mean of market orientation was 51.14 (17.6). All aspects of the organizational structure (Organization Centralization, Formalization in Organization, and Organization Complication) and market orientation (responding to competition, accountability, customer satisfaction, intelligent organization)—except by responding to clients with Formalization in Organization—as well as all aspects of the Systemic attitude (the system of internal coordination and communication systems_ and market orientation (responding to competition, accountability, customer satisfaction, intelligent organization), there was a meaningful relationship (P < 0.05). Conclusion: Market orientation and its dimensions have a significant relationship with organizational structure and can lead managers’ view to the analysis and recognizing elements of success and achievement to goals. With increasing competition in markets, globalization of health services, and presence in international markets and more attention to patients’ satisfaction, hospitals need to understand and use of market orientation in order to promote quality and services in the health care system. PMID:25861660

  7. Total performance scorecard: the way to personal integrity and organizational effectiveness

    Microsoft Academic Search

    Hubert K. Rampersad

    2005-01-01

    Purpose – A new blueprint for creating a learning organization is needed in which personal and organizational performance and learning mutually reinforce each other on a sustainable basis. Traditional business management concepts are insufficiently committed to learning and rarely take the specific personal ambitions of employees into account. In consequence there are many superficial improvements, marked by temporary and cosmetic

  8. Organizational Strategy and Employee Outcomes: A Person–Organization Fit Perspective

    Microsoft Academic Search

    Nancy Da Silva; Jennifer Hutcheson; Gregory D. Wahl

    2010-01-01

    This study adopted a person–organization fit framework to examine (a) whether employees’ perceptions of organizational strategy for adaptation predicted their commitment to their organization and their intentions to stay and (b) whether these 2 relationships were moderated by perceived job alternatives. Support was found for both hypotheses. Specifically, when there are numerous perceived job alternatives, employees who perceive a misfit

  9. Unwrapping the Organizational Entry Process: Disentangling Multiple Antecedents and Their Pathways to Adjustment

    Microsoft Academic Search

    John D. Kammeyer-Mueller; Connie R. Wanberg

    2003-01-01

    This 4-wave longitudinal study of newcomers in 7 organizations examined preentry knowledge, proactive personality, and socialization influences as antecedents of both proximal (task mastery, role clarity, work group integration, and political knowledge) and distal (organizational commitment, work withdrawal, and turnover) indicators of newcomer adjustment. Results suggest that preentry knowledge, proactive personality, and socialization influences from the organization, supervisors, and coworkers

  10. Organizational structures and practices are better predictors of suicide terror threats than individual psychological dispositions.

    PubMed

    Qirko, Hector

    2014-08-01

    Terror organizations tend to rely on a limited number of practices to reinforce commitment to suicide on the part of recruits. Therefore, given the many difficulties associated with identifying individuals willing to become suicide terrorists, understanding the organizational contexts in which most suicide terrorism takes place is likely to be more useful than psychological profiling for predicting future attacks. PMID:25162853

  11. The Satisfactions of Teaching

    ERIC Educational Resources Information Center

    Eisner, Elliot

    2006-01-01

    A noted educator reflects on six satisfactions that he experienced during his career in teaching: introducing students to great ideas, getting a foothold on immortality, improvising on the job, enjoying teaching as a meaningful aesthetic experience, sharing your love of what you teach, and knowing you made a difference in a student's life.

  12. Predicting Parent Satisfaction.

    ERIC Educational Resources Information Center

    Meredith, William H.; And Others

    Because the factors which influence parent functioning have not been extensively researched, a study was conducted to determine the relationships among marital adjustment, child temperament, locus of control, and parent satisfaction. Participants included 93 volunteer couples who had at least one child at home. Parents averaged 35 years old and…

  13. Employer Satisfaction Survey.

    ERIC Educational Resources Information Center

    Broadbent, William A.

    A three-part, state-wide survey was conducted in Spring 1979, to determine employer satisfaction with the vocational programs offered at Hawaii's high schools and community colleges. Three populations were involved in the survey: (1) the personnel directors of 29 firms representing approximately 25% of the businesses in Hawaii with 250 or more…

  14. Leader Behavior in a Police Command Bureaucracy: A Closer Look at the Quasi-Military Model.

    ERIC Educational Resources Information Center

    Jermier, John M.; Berkes, Leslie J.

    1979-01-01

    Relationships among instrumental, supportive, and participative leader behaviors, task variability and task interdependence, and job satisfaction and organizational commitment were examined in a police command bureaucracy. (Author)

  15. Positive organizational psychology in sport

    Microsoft Academic Search

    Christopher Robert David Wagstaff; David Fletcher; Sheldon Hanton

    2012-01-01

    The purpose of this paper is to review the literature relating to the positive aspects of organizational psychology research in sport. To this end, the narrative is divided into three main sections. The first section defines and delimits relevant concepts, including organizational psychology, positive psychology and positive organizing. The second section presents the background to positive organizational psychology in sport

  16. Positive organizational psychology in sport

    Microsoft Academic Search

    Christopher Robert David Wagstaff; David Fletcher; Sheldon Hanton

    2011-01-01

    The purpose of this paper is to review the literature relating to the positive aspects of organizational psychology research in sport. To this end, the narrative is divided into three main sections. The first section defines and delimits relevant concepts, including organizational psychology, positive psychology and positive organizing. The second section presents the background to positive organizational psychology in sport

  17. Simulation Gaming for Organizational Development

    ERIC Educational Resources Information Center

    Ruohomaki, Virpi

    2003-01-01

    This article introduces development and design approaches to organizational change (DIL). Simulation games can be used for promoting organizational development. They offer an arena for organization members to analyze the present state of an organization and create new organizational solutions. The bridge between the present and future mode of…

  18. Combining Divergent Organizational Cultures.

    ERIC Educational Resources Information Center

    Isenhart, Myra W.

    A study examined the creation of a new division within an organization, where members of management were primarily from an "immigrant" or regulatory culture, to determine the effects on management and professional satisfaction. Data were elicited through both a survey instrument and in-depth interviews with 26 current employees and 12 former…

  19. Telecommunications and Organizational Choice.

    ERIC Educational Resources Information Center

    Keen, Peter G. W.

    1987-01-01

    Argues that organizations are becoming increasingly complex as a response to diverse environmental demands. Describes how information technology can be employed to simplify organizations and reverse this trend. Also describes the federated organizational structure, analogous to the United States. Considers the potential contribution of…

  20. Staffing and Organizational Development

    ERIC Educational Resources Information Center

    Harvey, Thomas R.

    1975-01-01

    Observing that conventional approaches to institutional solvency through staff reductions or alterations have not been very effective, the author advocates an organizational development approach to the student-faculty ratio dilemma. A systematic staff analysis plan is outlined and its advantages and disadvantages compared to the conventional…

  1. Organizational knowledge resources

    Microsoft Academic Search

    Clyde W. Holsapple; Kshiti D. Joshi

    2001-01-01

    Decision-making episodes are knowledge intensive processes, operating on and adding to organizational knowledge resources. Decision support systems (DSS) perform some of the knowledge management (KM) that is integral to these episodes. Interest in the field of KM, among both practitioners and researchers has mushroomed in the late 1990s. Initiatives that aim to deliberately, explicitly manage organizations' knowledge resources have become

  2. Alcohol myopia and goal commitment

    PubMed Central

    Sevincer, A. Timur; Oettingen, Gabriele

    2014-01-01

    According to alcohol myopia theory, acute alcohol consumption leads people to disproportionally focus on the salient rather than the peripheral aspects of a situation. We summarize various studies exploring how myopic processes resulting from acute alcohol intake affect goal commitment. After consuming alcohol student participants felt strongly committed to an important personal goal even though they had low expectations of successfully attaining the goal. However, once intoxicated participants were sober again (i.e., not myopic anymore) they failed to act on their goal commitment. In line with alcohol myopia theory, strong goal commitment as a result of alcohol intake was mediated by intoxicated (vs. sober) participants disproportionally focusing on the desirability rather than the feasibility of their goal. Further supporting alcohol myopia theory, when the low feasibility of attaining a particular goal was experimentally made salient (either explicitly or implicitly by subliminal priming), intoxicated participants felt less committed than those who consumed a placebo. We discuss these effects of acute alcohol intake in the context of research on the effects of chronic alcohol consumption on goal commitment. PMID:24624106

  3. The Urban Context: A Place to Eliminate Health Disparities and Build Organizational Capacity

    PubMed Central

    GILBERT, KEON L.; QUINN, SANDRA CROUSE; FORD, ANGELA F.; THOMAS, STEPHEN B.

    2011-01-01

    This study seeks to examine the process of building the capacity to address health disparities in several urban African American neighborhoods. An inter-organizational network consisting of a research university, community members, community organizations, media partners, and foundations was formed to develop a community-based intervention designed to provide health promotion and disease prevention strategies for type 2 diabetes and hypertension. In-depth qualitative interviews (n = 18) with foundation executives and project directors, civic organization leadership, community leaders, county epidemiologist, and university partners were conducted. Our study contextualizes a process to build a public health partnership using cultural, community, organizational, and societal factors necessary to address health disparities. Results showed 5 important factors to build organizational capacity: leadership, institutional commitment, trust, credibility, and inter-organizational networks. These factors reflected other important organizational and community capacity indicators such as: community context, organizational policies, practices and structures, and the establishment of new commitments and partnerships important to comprehensively address urban health disparities. Understanding these factors to address African American health disparities will provide lessons learned for health educators, researchers, practitioners, foundations, and communities interested in building and sustaining capacity efforts through the design, implementation, and maintenance of a community-based health promotion intervention. PMID:21271434

  4. Effects of Habitual Anger on Employees’ Behavior during Organizational Change

    PubMed Central

    Bönigk, Mareike; Steffgen, Georges

    2013-01-01

    Organizational change is a particularly emotional event for those being confronted with it. Anger is a frequently experienced emotion under these conditions. This study analyses the influence of employees’ habitual anger reactions on their reported behavior during organizational change. It was explored whether anger reactions conducive to recovering or increasing individual well-being will enhance the likelihood of functional change behavior. Dysfunctional regulation strategies in terms of individual well-being are expected to decrease the likelihood of functional change behavior—mediated by the commitment to change. Four hundred and twelve employees of different organizations in Luxembourg undergoing organizational change participated in the study. Findings indicate that the anger regulation strategy venting, and humor increase the likelihood of deviant resistance to change. Downplaying the incident’s negative impact and feedback increase the likelihood of active support for change. The mediating effect of commitment to change has been found for humor and submission. The empirical findings suggest that a differentiated conceptualization of resistance to change is required. Specific implications for practical change management and for future research are discussed. PMID:24287849

  5. Effects of habitual anger on employees' behavior during organizational change.

    PubMed

    Bönigk, Mareike; Steffgen, Georges

    2013-12-01

    Organizational change is a particularly emotional event for those being confronted with it. Anger is a frequently experienced emotion under these conditions. This study analyses the influence of employees' habitual anger reactions on their reported behavior during organizational change. It was explored whether anger reactions conducive to recovering or increasing individual well-being will enhance the likelihood of functional change behavior. Dysfunctional regulation strategies in terms of individual well-being are expected to decrease the likelihood of functional change behavior-mediated by the commitment to change. Four hundred and twelve employees of different organizations in Luxembourg undergoing organizational change participated in the study. Findings indicate that the anger regulation strategy venting, and humor increase the likelihood of deviant resistance to change. Downplaying the incident's negative impact and feedback increase the likelihood of active support for change. The mediating effect of commitment to change has been found for humor and submission. The empirical findings suggest that a differentiated conceptualization of resistance to change is required. Specific implications for practical change management and for future research are discussed. PMID:24287849

  6. Partner traits that predict relationship satisfaction for neurotic individuals in premarital relationships.

    PubMed

    Larson, Jeffry H; Blick, Ryan W; Jackson, Jeffrey B; Holman, Thomas B

    2010-01-01

    The purpose of this study was (a) to examine the degree of consensus between self-reports of neuroticism and partner reports of neuroticism, (b) to explore how neuroticism is related to relationship satisfaction for both partners, and (c) to identify partner traits and skills that predict relationship satisfaction in committed premarital relationships in which one partner has neurotic traits. The results from 198 single, young adult couples who completed the Relationship Evaluation indicated the length of the relationship and their perceptions of their partners' empathy, flexibility, and clear-speaking skills predicted relationship satisfaction for neurotic women. Predictors of relationship satisfaction for neurotic men included perceptions of their partners' lack of criticism and flooding as well as high levels of kindness and empathy. Implications for couple therapy are discussed. PMID:20924938

  7. Entire Complacency and Satisfaction

    E-print Network

    2009-12-24

    Posted originally on the Archive of Our Own at http://archiveofourown.org/works/37739. Rating: General Audiences Archive Warning: No Archive Warnings Apply Category: F/F Fandom: Mina de Malfois Character: Archivist12, Mina de Malfois - Character... Additional Tags: Future Fic Collections: Yuletide Madness 2009 Stats: Published: 2009-12-24 Words: 811 Entire Complacency and Satisfaction by Carlanime Summary A quick look forward to the period immediately following Mina's sojourn in grad school. Notes...

  8. Entire Complacency and Satisfaction 

    E-print Network

    2009-12-24

    Posted originally on the Archive of Our Own at http://archiveofourown.org/works/37739. Rating: General Audiences Archive Warning: No Archive Warnings Apply Category: F/F Fandom: Mina de Malfois Character: Archivist12, Mina de Malfois - Character... Additional Tags: Future Fic Collections: Yuletide Madness 2009 Stats: Published: 2009-12-24 Words: 811 Entire Complacency and Satisfaction by Carlanime Summary A quick look forward to the period immediately following Mina's sojourn in grad school. Notes...

  9. A Theory and Measurement of Meeting Satisfaction

    Microsoft Academic Search

    Robert O. Briggs; Gert-jan De Vreede; Bruce A. Reinig

    2003-01-01

    For many years, meeting satisfaction has been a key outcome variable in experimental Group Support Systems (GSS) research. GSS research results on meeting satisfaction are conflicting, reporting positive, negative, or no effects. Unfortunately, no causal model of meeting satisfaction has been developed that could explain these effects. This paper derives Satisfaction Attainment Theory (SAT), a causal model of meeting satisfaction.

  10. Assessing Marital Adjustment and Satisfaction: A Review.

    ERIC Educational Resources Information Center

    Burnett, Paul

    1987-01-01

    Evaluated five instruments of marital adjustment and satisfaction: Marital Adjustment Test, Dyadic Adjustment Scale, Marital Satisfaction Index, Marital Satisfaction Scale, and the Kansas Marital Satisfaction Scale. Discusses studies evaluating psychometric properties of each instrument. Recommends the Marital Satisfaction Index for assessing…

  11. Role Overload, Job Satisfaction, Leisure Satisfaction, and Psychological Health among Employed Women

    ERIC Educational Resources Information Center

    Pearson, Quinn M.

    2008-01-01

    Role overload, job satisfaction, leisure satisfaction, and psychological health were measured for 155 women who were employed full time. Role overload was negatively correlated with psychological health, job satisfaction, and leisure satisfaction. Job satisfaction and leisure satisfaction were positively correlated with psychological health.…

  12. Satisfaction degree evaluation of Elena Venizelou-Alexandra's Maternity Clinic patients.

    PubMed

    Balis, Charalampos; Goula, Aspasia; Stamouli, Maria-Aggeliki; Kokkinou, Alexia

    2013-01-01

    The concept of health care users' satisfaction is a complicated issue that is constantly differentiated and adapted. Aim of this study is to evaluate the satisfaction degree of the patients of Alexandra Maternity Clinic and to determine their total perception concerning the quality of health services it offers. A suitably designed questionnaire was used so as to collect all the necessary information. Although the patients seem to be satisfied with the quality of health services in total, some organizational issues, such as bureaucracy, need to be solved. PMID:23823453

  13. Launch Commit Criteria Monitoring Agent

    NASA Technical Reports Server (NTRS)

    Semmel, Glenn S.; Davis, Steven R.; Leucht, Kurt W.; Rowe, Dan A.; Kelly, Andrew O.; Boeloeni, Ladislau

    2005-01-01

    The Spaceport Processing Systems Branch at NASA Kennedy Space Center has developed and deployed a software agent to monitor the Space Shuttle's ground processing telemetry stream. The application, the Launch Commit Criteria Monitoring Agent, increases situational awareness for system and hardware engineers during Shuttle launch countdown. The agent provides autonomous monitoring of the telemetry stream, automatically alerts system engineers when predefined criteria have been met, identifies limit warnings and violations of launch commit criteria, aids Shuttle engineers through troubleshooting procedures, and provides additional insight to verify appropriate troubleshooting of problems by contractors. The agent has successfully detected launch commit criteria warnings and violations on a simulated playback data stream. Efficiency and safety are improved through increased automation.

  14. Conscientious commitment to women's health.

    PubMed

    Dickens, Bernard M; Cook, Rebecca J

    2011-05-01

    Conscientious commitment, the reverse of conscientious objection, inspires healthcare providers to overcome barriers to delivery of reproductive services to protect and advance women's health. History shows social reformers experiencing religious condemnation and imprisonment for promoting means of birth control, until access became popularly accepted. Voluntary sterilization generally followed this pattern to acceptance, but overcoming resistance to voluntary abortion calls for courage and remains challenging. The challenge is aggravated by religious doctrines that view treatment of ectopic pregnancy, spontaneous abortion, and emergency contraception not by reference to women's healthcare needs, but through the lens of abortion. However, modern legal systems increasingly reject this myopic approach. Providers' conscientious commitment is to deliver treatments directed to women's healthcare needs, giving priority to patient care over adherence to conservative religious doctrines or religious self-interest. The development of in vitro fertilization to address childlessness further illustrates the inspiration of conscientious commitment over conservative objections. PMID:21421213

  15. 75 FR 57159 - Continuation of the National Emergency With Respect to Persons Who Commit, Threaten to Commit, or...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2010-09-20

    ...Commit, Threaten to Commit, or Support Terrorism On September 23, 2001, by Executive...commit, threaten to commit, or support terrorism, pursuant to the International Emergency...States constituted by the grave acts of terrorism and threats of terrorism committed...

  16. 77 FR 56519 - Continuation of the National Emergency With Persons Who Commit, Threaten To Commit, or Support...

    Federal Register 2010, 2011, 2012, 2013, 2014

    2012-09-12

    ...Commit, Threaten To Commit, or Support Terrorism On September 23, 2001, by Executive...commit, threaten to commit, or support terrorism, pursuant to the International Emergency...States constituted by the grave acts of terrorism and threats of terrorism committed...

  17. Organizational Development and Staff Diversity

    E-print Network

    Mahon, Bradford Z.

    Organizational Development and Staff Diversity Safe Space The Safe Space program addresses ways) & Allied people regarding issues they may confront in the workplace and elsewhere. Participants who compete

  18. responsibilities Underlying MIT Medical's commitment

    E-print Network

    Polz, Martin

    . This explanation is available from our Billing Office at MIT Medical/Cambridge, E23-398, 617-258-5336. · examinePatient rights and responsibilities Underlying MIT Medical's commitment to high-quality, accessible medical care is our respect for your individual needs and rights as explained inside: »» Knowing about

  19. Launch commit criteria monitoring agent

    Microsoft Academic Search

    Glenn S. Semmel; Steven R. Davis; Kurt W. Leucht; Daniel A. Rowe; Andrew O. Kelly; Ladislau Bölöni

    2005-01-01

    The Spaceport Processing Systems Branch at NASA Kennedy Space Center has developed and deployed a software agent to monitor the Space Shuttle's ground processing telemetry stream. The application, the Launch Commit Criteria Monitoring Agent, increases situational awareness for system and hardware engineers during Shuttle launch countdown. The agent provides autonomous monitoring of the telemetry stream, automatically alerts system engineers when

  20. Political Parties and Monetary Commitments

    Microsoft Academic Search

    William Bernhard; David Leblang

    2002-01-01

    We argue that political parties will choose monetary institutions inorder to help them win elections and retain of ce. Increased levels ofeconomic openness in the industrial democracies have complicated thepursuit of of ce by altering the policy preferences of constituents anddecreasing the ability of cabinet ministers to deliver promised economicoutcomes. We contend that monetary commitments can help politicalparties manage diverse

  1. Commitment, Scholarship, and Classical Liberalism ——————

    Microsoft Academic Search

    JEREMY SHEARMUR

    2003-01-01

    he relationship between one's work as a scholar and one's personal concern for—indeed, commitment to—a particular political agenda is an issue that might well have worried many classical liberal scholars. In this article, I seek to shed some light on this issue. The problem may arise in various ways. We may be struck, for example, by the gap between certain

  2. Commitment Profiles and Employee Turnover

    ERIC Educational Resources Information Center

    Stanley, Laura; Vandenberghe, Christian; Vandenberg, Robert; Bentein, Kathleen

    2013-01-01

    We examined how affective (AC), normative (NC), perceived sacrifice (PS), and few alternatives (FA) commitments combine to form profiles and determine turnover intention and turnover. We theorized that three mechanisms account for how profiles operate, i.e., the degree to which membership is internally regulated, the perceived desirability and…

  3. Higher Education and Social Commitment.

    ERIC Educational Resources Information Center

    Nasution, S.; Virasai, Banphot, Eds.

    The proceedings of the Regional Institute of Higher Education and Development's seminar and the meaning and implications of social commitment in higher education are reported. The welcoming address (S. Nasution) and the opening address (Y. B. Dato' Murad bin Mohd. Noor) welcome the participants and set the tone for the discussions to follow. The…

  4. Cheat Sensitive Quantum Bit Commitment

    E-print Network

    Lucien Hardy; Adrian Kent

    2004-03-03

    We define cheat sensitive cryptographic protocols between mistrustful parties as protocols which guarantee that, if either cheats, the other has some nonzero probability of detecting the cheating. We give an example of an unconditionally secure cheat sensitive non-relativistic bit commitment protocol which uses quantum information to implement a task which is classically impossible; we also describe a simple relativistic protocol.

  5. When a Patient Commits Suicide.

    ERIC Educational Resources Information Center

    Marshall, Karol A.

    1980-01-01

    Suicide is a tragic and upsetting event which sometimes occurs when a person is in some form of therapy. This paper advocates a process after a patient commits suicide which allows for a thorough and orderly working through of the event by involved treatment personnel. (Author)

  6. Emotional intelligence and life satisfaction

    Microsoft Academic Search

    Benjamin Palmer; Catherine Donaldson; Con Stough

    2002-01-01

    This study examined the relationship between emotional intelligence and life satisfaction. To determine the nature of this relationship, personality constructs known to predict life satisfaction were also assessed (positive and negative affect). Emotional intelligence was assessed in 107 participants using a modified version of the Trait Meta-Mood Scale [TMMS; Salovey, P, Mayer, J., Goldman, S., Turvey, C. & Palfai, T.1995.

  7. An index of job satisfaction

    Microsoft Academic Search

    Arthur H. Brayfield; Harold F. Rothe

    1951-01-01

    An attitude scale to give an index of job satisfaction was constructed by a combination of Thurstone and Likert scaling methods. A corrected odd-even reliability coefficient of .87 was computed from scores obtained from a sample of 231 female office employees. Validity was investigated by comparing job satisfaction scores of two groups: (1) 40 students who had personnel jobs, and

  8. Patients' satisfaction with stroke services

    Microsoft Academic Search

    Pandora Pound; Patrick Gompertz; Shah Ebrahim

    1994-01-01

    Patient satisfaction with stroke services is a key aspect of the evaluation of the quality of services but there are no adequate means of assessing satisfaction in this area. A questionnaire derived from in-depth interviews was piloted on two samples. The resulting questionnaire consisted of two sections, one on inpatient services (Hospsat) and the other on services in the community

  9. Learning and Job Satisfaction. Symposium.

    ERIC Educational Resources Information Center

    2002

    This symposium is comprised of three papers on learning and job satisfaction. "The Relationship Between Workplace Learning and Job Satisfaction in United States Small to Mid-Sized Businesses" (Robert W. Rowden) reports findings that revealed sufficient evidence to conclude that learning is pervasive in the small to mid-sized businesses studied;…

  10. Job Satisfaction of University Faculty.

    ERIC Educational Resources Information Center

    Onuoha, Alphonso R. A.

    1980-01-01

    In testing Herzberg's two-factor theory of job satisfaction, it was found that theories of job satisfaction may be closely related to the methods used in collecting data; hence, the results of studies employing different methods raise questions about the validity of a particular theory. (Author/IRT)

  11. Determinants of academics' job satisfaction: empirical evidence from private universities in Bangladesh.

    PubMed

    Masum, Abdul Kadar Muhammad; Azad, Md Abul Kalam; Beh, Loo-See

    2015-01-01

    The job satisfaction of academics is related to a number of variables of complex function such as demographic characters, the work itself, pay, work responsibilities, variety of tasks, promotional opportunities, relationship with co-workers and others. Academics may be simultaneously satisfied with some facets of the job and dissatisfied with others. This paper aims at determining the influential factors that contribute to the enhancement or reduction of academics' job satisfaction among private universities in Bangladesh with special reference to Dhaka, the capital city of Bangladesh. A total of 346 respondents are considered from ten private universities using non-probability sampling. A pre-tested and closed-ended questionnaire using a seven-point Likert scale is used for data collection. In this study, descriptive statistics, Pearson product moment correlation, multiple regression, and factor analysis are exercised as statistical tools. A conceptual model of job satisfaction is developed and applied for academics' job satisfaction. The results reveal that compensation package, supervisory support, job security, training and development opportunities, team cohesion, career growth, working conditions, and organizational culture and policies are positively associated with the academics' job satisfaction. Amongst them, three factors stood out as significant contributors for job satisfaction of academics i.e. compensation package, job security, and working conditions. Therefore, the management of private universities should focus their effort on these areas of human resource management for maintaining academics' job satisfaction and employee retention. The study will be useful for university management in improving overall job satisfaction as it suggests some strategies for employee satisfaction practices. PMID:25699518

  12. Organizational Errors: Directions for Future Research

    E-print Network

    Carroll, John Stephen

    The goal of this chapter is to promote research about organizational errors—i.e., the actions of multiple organizational participants that deviate from organizationally specified rules and can potentially result in adverse ...

  13. The Importance of Organizational Learning for Organizational Sustainability

    ERIC Educational Resources Information Center

    Smith, Peter A. C.

    2012-01-01

    Purpose: This Special Issue is intended to heighten awareness of the importance of organizational learning in addressing the demands of organizational sustainability, and in particular triple bottom line (TBL) sustainability. A definition of TBL sustainability is provided, together with an exploration of the practical issues relevant to adopting…

  14. Physician satisfaction with rural hospitals.

    PubMed

    Mackesy, R

    1993-01-01

    This study examines factors leading to physician satisfaction with small rural hospitals. Interviews were conducted with 122 rural physicians using a standardized survey instrument. The relationship between the independent variables and the dependent variable, hospital satisfaction, are described and tested using chi-square and discriminant analysis. The findings of this study revealed that no demographic variables appeared in the chi-square, and only age appeared in the discriminant analysis. Practice factors impacting hospital satisfaction included practice satisfaction (both in the chi-square and discriminant analysis) and years at current location (only in the chi-square). Hospital-related factors affecting hospital satisfaction included administrative responsiveness (strongest association); administration accessibility, communication with administration, and nursing skill and knowledge in the chi-square; and administrative responsiveness, nursing skill and knowledge, and technology in the discriminant analysis. PMID:10128120

  15. Self-leadership in organizational teams: A multilevel analysis of moderators and mediators

    Microsoft Academic Search

    Udo Konradt; Panja Andressen; Thomas Ellwart

    2009-01-01

    The present study examines the relation of self-leadership on team members' motivation, satisfaction, and performance in organizational teams. The mediating role of motivation processes was tested at the individual level. Moreover, the moderating effects of group-level variables, i.e., autonomy and task type, and intrateam processes, i.e., task and relationship conflicts, were analysed. Hierarchical linear modelling analyses showed that self-leadership is

  16. The Content of Organizational Communication.

    ERIC Educational Resources Information Center

    Rogers, Donald P.

    In order to determine the content of an organizational communication course, this study examined 26 textbooks in that field, according to the frequency of discussion of a topic and the number of pages devoted to a topic. The findings from that examination indicate that topics in organizational communicaton can be outlined under three course types:…

  17. Faculty Receptivity to Organizational Change.

    ERIC Educational Resources Information Center

    Kazlow, Carole; Giacquinta, Joseph

    Responses of 160 faculty members to seven innovations involving such organizational areas as collective bargaining, Affirmative Action and school governance in higher education were examined using two prevailing models. One links resistance to personality and the other to organizational status. Seven semantic differentials, demographic questions,…

  18. LEADERSHIP DEVELOPMENT IN CONTEXT: A DESCRIPTIVE MIXED METHOD STUDY OF LEADERSHIP DEVELOPMENT ACTIVITIES DURING SIGNIFICANT ORGANIZATIONAL CHANGE 

    E-print Network

    Hasler, Michael G.

    2010-07-14

    the participation, support, candor, and professionalism of the many people at the Wolf Company who were part of this study. The people at Wolf are among the brightest, hardest working, and committed people with whom I have ever worked, and I hope for nothing... .................................................. 68 Review of Internal Wolf Documents ............................................. 70 Organization Development Staff Interviews.................................. 74 Organizational Culture Assessment Instrument...

  19. HRM and its effect on employee, organizational and financial outcomes in health care organizations

    PubMed Central

    2014-01-01

    Background One of the main goals of Human Resource Management (HRM) is to increase the performance of organizations. However, few studies have explicitly addressed the multidimensional character of performance and linked HR practices to various outcome dimensions. This study therefore adds to the literature by relating HR practices to three outcome dimensions: financial, organizational and employee (HR) outcomes. Furthermore, we will analyze how HR practices influence these outcome dimensions, focusing on the mediating role of job satisfaction. Methods This study uses a unique dataset, based on the ‘ActiZ Benchmark in Healthcare’, a benchmark study conducted in Dutch home care, nursing care and care homes. Data from autumn 2010 to autumn 2011 were analyzed. In total, 162 organizations participated during this period (approximately 35% of all Dutch care organizations). Employee data were collected using a questionnaire (61,061 individuals, response rate 42%). Clients were surveyed using the Client Quality Index for long-term care, via stratified sampling. Financial outcomes were collected using annual reports. SEM analyses were conducted to test the hypotheses. Results It was found that HR practices are - directly or indirectly - linked to all three outcomes. The use of HR practices is related to improved financial outcomes (measure: net margin), organizational outcomes (measure: client satisfaction) and HR outcomes (measure: sickness absence). The impact of HR practices on HR outcomes and organizational outcomes proved substantially larger than their impact on financial outcomes. Furthermore, with respect to HR and organizational outcomes, the hypotheses concerning the full mediating effect of job satisfaction are confirmed. This is in line with the view that employee attitudes are an important element in the ‘black box’ between HRM and performance. Conclusion The results underscore the importance of HRM in the health care sector, especially for HR and organizational outcomes. Further analyses of HRM in the health care sector will prove to be a productive endeavor for both scholars and HR managers. PMID:24938460

  20. Optimal short-term thermal unit commitment

    Microsoft Academic Search

    C. K. Pang; H. C. Chen

    1976-01-01

    Fuel cost savings can be obtained by proper commitment of the available generating units. This paper describes a truncated dynamic programming method for the commitment of thermal units over a period of up to 48 hours. The commitment is such that the total cost is minimal. The total cost includes both the production cost and costs associated with the startup

  1. Estimating Trust from Agents' Interactions via Commitments

    E-print Network

    Estimating Trust from Agents' Interactions via Commitments Anup K. Kalia1 and Zhe Zhang2 the domain- independent concept of commitments. 2 Model of Trust based on Commitments We adopt Wang and Singh the positive and negative experiences the truster has with the trustee. Both r and s are real numbers. Wang

  2. Bit Commitment Using Pseudo-Randomness

    Microsoft Academic Search

    Moni Naor

    1989-01-01

    We show how a pseudo-random generator can provide a bit commitment protocol. We also analyze the number of bits communicated\\u000a when parties commit to many bits simultaneously, and show that the assumption of the existence of pseudo-random generators\\u000a suffices to assure amortized O(1) bits of communication per bit commitment.

  3. Employee commitment: academic vs practitioner perspectives

    Microsoft Academic Search

    Jeryl L. Shepherd; Brian P. Mathews

    2000-01-01

    Employee commitment has been extensively researched by academics. Theories about commitment towards the organisation have enjoyed much interest. The concept is a central part of HR models. Research to date, however, has not examined the extent to which such “academic” perspectives are compatible with the views of practitioners. Hence, this research establishes practitioner’s understanding of employee commitment in a variety

  4. Young Children's Understanding of Joint Commitments

    ERIC Educational Resources Information Center

    Grafenhain, Maria; Behne, Tanya; Carpenter, Malinda; Tomasello, Michael

    2009-01-01

    When adults make a joint commitment to act together, they feel an obligation to their partner. In 2 studies, the authors investigated whether young children also understand joint commitments to act together. In the first study, when an adult orchestrated with the child a joint commitment to play a game together and then broke off from their joint…

  5. Deterministic Relativistic Quantum Bit Commitment

    E-print Network

    Emily Adlam; Adrian Kent

    2015-04-03

    We describe new unconditionally secure bit commitment schemes whose security is based on Minkowski causality and the monogamy of quantum entanglement. We first describe an ideal scheme that is purely deterministic, in the sense that neither party needs to generate any secret randomness at any stage. We also describe a variant that allows the committer to proceed deterministically, requires only local randomness generation from the receiver, and allows the commitment to be verified in the neighbourhood of the unveiling point. We show that these schemes still offer near-perfect security in the presence of losses and errors, which can be made perfect if the committer uses an extra single random secret bit. We discuss scenarios where these advantages are significant.

  6. Toward a theory of patient satisfaction

    Microsoft Academic Search

    Susie Linder-Pelz

    1982-01-01

    Despite the widespread concern in health care literature with patients'--or clients'--satisfaction there has been no explicit definition of that concept nor systematic consideration of its determinants and consequences. The definition of satisfaction proposed here is derived from Fishbein and Ajzen's attitude theory and from job satisfaction research. Among the various probable determinants of a patient's satisfaction with health care are

  7. The Relationship between Satisfaction with Workplace Training and Overall Job Satisfaction

    ERIC Educational Resources Information Center

    Schmidt, Steven W.

    2007-01-01

    Opportunities for training and development are paramount in decisions regarding employee career choices. Despite the importance, many research studies on job satisfaction do not address satisfaction with workplace training as an element of overall job satisfaction, and many job satisfaction survey instruments do not include a "satisfaction with…

  8. Depression and sexual satisfaction among female medical students: surprising findings from a pilot study.

    PubMed

    Peleg-Sagy, Tal; Shahar, Golan

    2012-01-01

    We report surprising findings from a pilot study aimed at assessing the psychological price paid by female medical students who are also involved in serious romantic relationships. Sixty female medical students were assessed as to their depressive symptoms, level of self-criticism, sexual satisfaction, role commitment, and perceived rewards derived from their professional, marital, and domestic roles. The high levels of depressive symptoms found among participants in this study were the sole predictor of low sexual satisfaction. Professional role reward was positively associated with depressive symptoms. Consistent with the notion of multiple roles conflict among self-critical students, role commitment and reward in the professional and domestic domains interacted to predict depressive symptoms. Results suggest that female medical students involved in romantic relationships pay a high emotional price for their conflicting role demands. PMID:22642435

  9. Neonatal nurse practitioner role satisfaction.

    PubMed

    Beal, J A; Steven, K; Quinn, M

    1997-06-01

    The article reports a descriptive study utilizing a triangulated approach to explore the role satisfaction of a nationwide random sample of 315 neonatal nurse practitioners (NNPs). Role satisfaction was found to be high, and practice philosophy tended toward a medical orientation. Those NNPs who were master's prepared and who reported to and were evaluated and paid by departments of nursing were more likely to have a nursing practice philosophy. Intrinisic factors related to satisfaction included autonomy, patient management, relationships with colleagues and families, role diversity, and a sense of accomplishment. Implications for administrators and NNPs are discussed. PMID:9214952

  10. Commitment 

    E-print Network

    Multiple Contributors

    1988-01-01

    's Starsky." A tingle of excitement flittered through Hutch's stomach as he picked up the phone, "Hi, Starsk, how's it going?" "I'm drowning in computer printouts. Sorry, I couldn't get back to you on Monday. It's taking me a while to get a handle... editing to be print ready. All I had to do was get an artist or two to contribute, one final edit and I was ready to go, right? W2r0n.cz! Sydney said this isn't long enough. Marion found a glaring hole in the first story and all my visions of a speedy...

  11. Organizational innovations and health care decentralization: a perspective from Spain.

    PubMed

    López-Casasanovas, Guillem

    2007-04-01

    Recent policy developments in public health care systems lead to a greater diversity in health care. Decentralization, either geographically or at an institutional level, is the key force, because it encourages innovation and local initiatives in health care provision. The devolution of responsibilities allows for a sort of 'deconstruction' of the status quo by changing both organizational forms and service provision. The new organizations enjoy greater freedom in the way they pay their staff, and are judged according to the results. These organizations may retain financial surpluses, develop 'spin-off' companies, and commission a range of specialized services (such as Diagnostic and Treatment Centres in UK) from providers outside the institutional setting in order to have more access to capital markets. However, this diversity may generate a feeling of a lack of commitment to a national health service and ultimately a loss of social cohesion. Through fiscal decentralization to regional authorities or planned delegation of financial agreements to providers, financial incentives are more explicit and may seem to place profit making above a commitment to better health care. An evaluation of the 'myths and realities' of the decentralization process is needed. Here, I offer an assessment of the 'pros' and 'cons' of the health care decentralization process in Spain, drawing on the experience of regional reforms from the pioneering organizational innovations implemented in Catalonia in 1981, up to the currently observed dispersion of health care spending per capita across the regions. PMID:18634666

  12. Leveraging information technology to drive improvement in patient satisfaction.

    PubMed

    Nash, Mary; Pestrue, Justin; Geier, Peter; Sharp, Karen; Helder, Amy; McAlearney, Ann Scheck

    2010-01-01

    A healthcare organization's commitment to quality and the patient experience requires senior leader involvement in improvement strategies, and accountability for goals. Further, improvement strategies are most effective when driven by data, and in the world of patient satisfaction, evidence is growing that nurse leader rounding and discharge calls are strategic tactics that can improve patient satisfaction. This article describes how The Ohio State University Medical Center (OSUMC) leveraged health information technology (IT) to apply a data-driven strategy execution to improve the patient experience. Specifically, two IT-driven approaches were used: (1) business intelligence reporting tools were used to create a meaningful reporting system including dashboards, scorecards, and tracking reports and (2) an improvement plan was implemented that focused on two high-impact tactics and data to hardwire accountability. Targeted information from the IT systems enabled clinicians and administrators to execute these strategic tactics, and senior leaders to monitor achievement of strategic goals. As a result, OSUMC's inpatient satisfaction scores on the Hospital Consumer Assessment of Healthcare Providers and Systems survey improved from 56% nines and tens in 2006 to 71% in 2009. PMID:20854357

  13. Exploring direct and indirect influences of physical work environment on job satisfaction for early-career registered nurses employed in hospitals.

    PubMed

    Djukic, Maja; Kovner, Christine T; Brewer, Carol S; Fatehi, Farida; Greene, William H

    2014-08-01

    We explored direct and indirect influences of physical work environment on job satisfaction in a nationally representative sample of 1,141 early-career registered nurses. In the fully specified model, physical work environment had a non-significant direct effect on job satisfaction. The path analysis used to test multiple indirect effects showed that physical work environment had a positive indirect effect (p?satisfaction through ten variables: negative affectivity, variety, workgroup cohesion, nurse-physician relations, quantitative workload, organizational constraints, distributive justice, promotional opportunity, local and non-local job opportunities. The findings make important contributions to the understanding of the relationship between physical work environment and job satisfaction. The results can inform health care leaders' insight about how physical work environment influences nurses' job satisfaction. PMID:24985551

  14. Ergonomics in organizational design and management

    Microsoft Academic Search

    HAL W. HENDRICK

    1991-01-01

    The historical development of ergonomics in organizational design and management is reviewed. Basic concepts of organizational design and of sociotechnical systems are discussed. The emergence of an organizational-machine interface technology and related concepts of macroergonomics are presented, including sociotechnical system considerations in organizational and work systems design. Macroergonomics methods and applications are summarized.

  15. Commitment accounting for CO2 emissions

    NASA Astrophysics Data System (ADS)

    Davis, S. J.; Socolow, R. H.

    2013-12-01

    Long-lived energy infrastructure that burns fossil fuels represents a multi-decade 'commitment' to emit CO2. Today's global power sector, alone, represents hundreds of billions of tons of still unrealized 'committed emissions' of CO2. And every year, substantial new commitments to future emissions are made, as new power plants are built. The socioeconomic inertia of these commitments is a major barrier to climate change mitigation. Here, we quantify these annual commitments by a bottom-up analysis of all power plants commissioned between 1950 and 2011; assigning emission commitments to the year when each generator came on line. We find, assuming 40-year commitments, that the global commitment to future emissions from the world's generators in 2011 (the most recent year in our analysis) was 318 Gt CO2, of which 216 Gt CO2 were commitments from the world's coal-fired generators and 134 Gt CO2 were commitments from China's generators. Annual new global commitments exceeded 15 Gt CO2 per year in every year since 2000. Moreover, between 2005-2010 (the latest year of available emissions data), new global commitments were more than twice as large as actual emissions from all power plants. Country-specific ratios of new committed emissions to actual emissions, averaged over 1990-2010 were 4.1 for China, 2.6 for India, 0.9 for the EU, and 0.6 for the US. We urge that the reporting of annual CO2 emissions, already widely institutionalized, be augmented by 'commitment accounting' which makes these future emissions salient. Annual committed emissions and annual emissions of primary power infrastructure. New committed emissions (light green) have grown from approximately 4 Gt CO2 per year in 1960 to roughly 10 Gt CO2 per year between 1970-1995, and then to more than 15 Gt CO2 per year since 2000. Throughout this period, new committed emissions have exceeded annual emissions (blue curve, source: IEA). Although the commitments made 30-40 years ago have largely been realized (dark green), a large proportion of commitments made since 1990 remain (gray-green).

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

    E-print Network

    Watrous-Rodriguez, Kristen M.

    2011-08-08

    citizenship behaviors (OCB) proposed by Motowidlo, Borman, and Schmit in 1997, to examine the interrelationships among the Big Five personality traits (conscientiousness, agreeableness, extraversion, emotional stability, and openness to experience), three...

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

    E-print Network

    Watrous-Rodriguez, Kristen M.

    2011-08-08

    OF PHILOSOPHY Approved by: Chair of Committee, Mindy Bergman Committee Members, Winfred Arthur, Jr. Stephanie C. Payne Ryan D. Zimmerman Head of Department, Les Morey May 2010 Major Subject: Psychology iii ABSTRACT What Makes a Good... Arthur, Jr., Stephanie Payne, and Ryan Zimmerman, for their time, involvement, and guidance throughout the course of this project. I also thank my colleagues at St. Mary?s University, Heather Hill, Jennifer Zwahr-Castro, Pat Owen, Greg Pool...

  18. Chronic Illness and Patient Satisfaction

    PubMed Central

    Carlin, Caroline S; Christianson, Jon B; Keenan, Patricia; Finch, Michael

    2012-01-01

    Objective To examine how the relationship between patient characteristics, patient experience with the health care system, and overall satisfaction with care varies with illness complexity. Data Sources/Study Setting Telephone survey in 14 U.S. geographical areas. Study Design Structural equation modeling was used to examine how relationships among patient characteristics, three constructs representing patient experience with the health care system, and overall satisfaction with care vary across patients by number of chronic illnesses. Data Collection/Extraction Methods Random digital dial telephone survey of adults with one or more chronic illnesses. Principal Findings Patients with more chronic illnesses report higher overall satisfaction. The total effects of better patient–provider interaction and support for patient self-management are associated with higher satisfaction for all levels of chronic illness. The latter effect increases with illness burden. Older, female, or insured patients are more satisfied; highly educated patients are less satisfied. Conclusions Providers seeking to improve their patient satisfaction scores could do so by considering patient characteristics when accepting new patients or deciding who to refer to other providers for treatment. However, our findings suggest constructive actions that providers can take to improve their patient satisfaction scores without selection on patient characteristics. PMID:22515159

  19. Pathology (Gregg) Clinical Organizational Structure

    E-print Network

    Leistikow, Bruce N.

    Molecular Pathology (Gregg) Clinical Organizational Structure Department Chair (Howell) Vice Chair, Strategic Technology (Levenson) Vice Chair, Research (Wan) Senior Director, Anatomic Pathology (Bishop) Vice (Jin) Surgical Pathology (Bishop) Directors of: Senior Director, Clinical Pathology (Gregg) Progenitor

  20. Synergistic Moel of Organizational Structure.

    ERIC Educational Resources Information Center

    Wolfe, Richard O.

    1985-01-01

    Defines the concept of the synergistic model of organizational structure. The primary components of the model are cooperative action and job integration, which have as a direct result the increased energy in staff members using the model. (MD)

  1. Health behavior, quality of work life, and organizational effectiveness in the lumber industry.

    PubMed

    Donaldson, S I; Sussman, S; Dent, C W; Severson, H H; Stoddard, J L

    1999-08-01

    A major incentive for work-site health promotion activities has been the promise of increased company profitability. Some critics have challenged the economic argument based on distal outcomes such as increased employee longevity and less morbidity later in life. The purpose of this study was to examine the relationships between employee health behavior, quality of work life, and proximal organizationally valued outcomes. Data were collected from a stratified random sample of employees working at Pacific Lumber Company (N = 146), the largest single-site lumber mill in California. Although employee sleep patterns predicted health care utilization and psychological well-being, for the most part employee health behaviors were not strong predictors of proximal organizational effectiveness factors. However, quality-of-work-life factors significantly predicted organizational commitment, absenteeism, and tardiness frequency. The findings suggest the value of improving the system of work in which employees are embedded as part of comprehensive work-site health promotion efforts. PMID:10435239

  2. Eye of the beholder: the individual and dyadic contributions of empathic accuracy and perceived empathic effort to relationship satisfaction.

    PubMed

    Cohen, Shiri; Schulz, Marc S; Weiss, Emily; Waldinger, Robert J

    2012-04-01

    This study examined links between two distinct facets of empathy-empathic accuracy and perceived empathic effort-and one's own and one's partner's relationship satisfaction. Using a video recall procedure, participants (n = 156 couples in committed relationships) reported on their own emotions and their perceptions of partners' emotions and partners' empathic intentions during moments of high affect in laboratory-based discussions of upsetting events. Partners' data were correlated as a measure of how accurately they were able to read what the other was feeling and to what degree they felt the other was trying to be empathic at those moments. The perception of empathic effort by one's partner was more strongly linked with both men's and women's relationship satisfaction than empathic accuracy. Men's relationship satisfaction was related to the ability to read their partners' positive emotions accurately, whereas women's relationship satisfaction was related to their partners' ability to read women's negative emotions accurately. Women's ability to read their husbands' negative emotions was positively linked to both men's and women's relationship satisfaction. Findings suggest that the perception of a partner's empathic effort-as distinct from empathic accuracy-is uniquely informative in understanding how partners may derive relationship satisfaction from empathic processes. When working with couples in treatment, heightening partners' perceptions of each other's empathic effort, and helping partners learn to demonstrate effort, may represent particularly powerful opportunities for improving satisfaction in relationships. PMID:22369462

  3. The relationship between commitment and exercise behavior

    Microsoft Academic Search

    Philip M. Wilson; Wendy M. Rodgers; Paul J. Carpenter; Craig Hall; James Hardy; Shawn N. Fraser

    2004-01-01

    Objectives: The purpose of this study was to examine the relationship between commitment and exercise behavior using the Sport Commitment Model (SCM; J Sport & Exercise Psychology, 15, 1) as a guiding conceptual framework.Design: Cross-sectional survey.Methods: Participants at two universities (N1=205; 83.4% female; N2=223; 73.1% female) provided demographic information and completed measures of exercise commitment and frequency of exercise behavior.Results:

  4. Graduate Assistant Commitment Form Eagle ID:________________________

    E-print Network

    Hutcheon, James M.

    unites within the University. Research Assistant (RA) ­ primary responsibilityGraduate Assistant Commitment Form 1 Eagle ID Assistant (GA) ­ provide general administrative support to academic and administrative

  5. Advancing organizational health literacy in health care organizations serving high-needs populations: a case study.

    PubMed

    Weaver, Nancy L; Wray, Ricardo J; Zellin, Stacie; Gautam, Kanak; Jupka, Keri

    2012-01-01

    Health care organizations, well positioned to address health literacy, are beginning to shift their systems and policies to support health literacy efforts. Organizations can identify barriers, emphasize and leverage their strengths, and initiate activities that promote health literacy-related practices. The current project employed an open-ended approach to conduct a needs assessment of rural federally qualified health center clinics. Using customized assessment tools, the collaborators were then able to determine priorities for changing organizational structures and policies in order to support continued health literacy efforts. Six domains of organizational health literacy were measured with three methods: environmental assessments, patient interviews, and key informant interviews with staff and providers. Subsequent strategic planning was conducted by collaborators from the academic and clinic teams and resulted in a focused, context-appropriate action plan. The needs assessment revealed several gaps in organizational health literacy practices, such as low awareness of health literacy within the organization and variation in perceived values of protocols, interstaff communication, and patient communication. Facilitators included high employee morale and patient satisfaction. The resulting targeted action plan considered the organization's culture as revealed in the interviews, informing a collaborative process well suited to improving organizational structures and systems to support health literacy best practices. The customized needs assessment contributed to an ongoing collaborative process to implement organizational changes that aided in addressing health literacy needs. PMID:23030561

  6. Evaluation of Emotional Intelligence and Job Satisfaction in Employees of Kashan Hospitals

    PubMed Central

    Ghoreishi, Fatemeh Sadat; Zahirrodine, Ali Reza; Assarian, Fatemeh; Moosavi, Seyed Gholam Abbas; Zare Zadeh Mehrizi, Maryam

    2014-01-01

    Background: Job satisfaction and emotional intelligence are two important variables in organizational behavioral studies, and are key factors in promoting the efficiency of organizations. Objectives: The present study was conducted in order to determine the job satisfaction and emotional intelligence of employees of Kashan hospitals in 2011. Materials and Methods: This cross-sectional study was performed on 121 employees of Kashan hospitals who were selected using random stratified method. In this study, Bar-on emotional intelligence and job satisfaction questionnaires were used. The data were analyzed using statistical methods such as odds ratio, Chi-square and Fisher's exact test. Results: The majority of employees (76%) had moderate emotional intelligence while 88.2% of them had moderate job satisfaction. In this study, there were no significant relations between emotional intelligence and variables such as sex, education, and marital and job status (P > 0.05) but significant relations were found between the age and emotional intelligence (P = 0.01). Furthermore, there was no significant relation between job satisfaction and demographic variables. Moreover, no significant relation was found between the emotional intelligence and job satisfaction (P > 0.05). Conclusions: As the majority of the staff had average level of job satisfaction and emotional intelligence and others were lower than average, it seems necessary for authorities to explore the reasons for job dissatisfaction to prevent job burnout, depression and developing a sense of helplessness in the staff. It is also recommended to hold educational workshops for the staff especially who are younger than 40 years to promote their emotional intelligence. PMID:25414889

  7. The delivery commitment schedule process

    SciTech Connect

    Vance, S.A. (Pacific Northwest Lab., Richland, WA (United States))

    1991-01-01

    The Standard Contract for the Disposal of Spent Nuclear Fuel (SNF) and/or High-Level Radioactive Waste (HLW) (herein referred to as the Contract) tasked the U.S. Department of Energy (DOE) with the development of a transportation system adequate to service both utilities and the waste management system (WMS). Due to the nature of the Contract, this development must take place prior to the utilities' final determination of the specific SNF that they will deliver during each allocation period. The Delivery Commitment Schedule (DCS) process is designed to initiate the identification of the SNF that will be delivered at a given time in order to aid in the development of the transportation system.

  8. The delivery commitment schedule process

    SciTech Connect

    Vance, S.A.

    1991-07-01

    The Standard Contract for the Disposal of Spent Nuclear Fuel (SNF) and/or High-Level Radioactive Waste (HLW) (herein referred to as the Contract'') tasked the Department of Energy with the development of a transportation system adequate to service both utilities and the waste management system (WMS). Due to the nature of the Contract, this development must take place prior to the utilities' final determination of the specific SNF that they will deliver during each allocation period. The Delivery Commitment Schedule (DCS) process is designed to initiate the identification of the SNF that will be delivered at a given time in order to aid in the development of the transportation system. This paper highlights the aspects of the DCS process that will be beneficial to the development of the transportation system. 4 refs.

  9. Unit Commitment DYNAMICS: User's manual

    SciTech Connect

    Aravandy, J.M.; Chen, J.; Fahd, G.N.; Fossier, P.; Jabbour, S.J.; Saigal, S.S.; Stenson, M.P.; Wells, W.M. (Decision Focus, Inc., Mountain View, CA (United States))

    1992-10-01

    This User's Manual describes the EPRI computer model, Unit Commitment DYNAMICS, which has been developed to provide least cost generation schedules for electric utilities. In particular, DYNAMICS has been designed to provide optimal schedules for such flexible, but energy limited, generation options as energy storage, conventional hydro, and economy power transactions. DYNAMICS provides the following advantages over conventional/heuristic based models: Optimized scheduling logic; auditable solutions and a self-validating method; accurate hourly marginal costs for all system demands (energy, spinning reserves,...); advanced, easy-to-use graphical user interface; and improved, detailed modeling capabilities. Additional releases of DYNAMICS will be made available in 1993 and 1994 providing optimal schedules incorporating environmental and transmission constraints.

  10. Job satisfaction in health-care organizations

    PubMed Central

    Bhatnagar, Kavita; Srivastava, Kalpana

    2012-01-01

    Job satisfaction among health-care professionals acquires significance for the purpose of maximization of human resource potential. This article is aimed at emphasizing importance of studying various aspects of job satisfaction in health-care organizations. PMID:23766585

  11. 48 CFR 11.203 - Customer satisfaction.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... 2010-10-01 false Customer satisfaction. 11.203 Section 11...Requirements Documents 11.203 Customer satisfaction. Acquisition organizations shall communicate with customers to determine how well...

  12. Greater Efficiency for Conditional Constraint Satisfaction

    Microsoft Academic Search

    Mihaela Sabin; Eugene C. Freuder; Richard J. Wallace

    2003-01-01

    Abstract: A conditional constraint satisfaction problem (CCSP) extends a standard constraint satisfaction problem (CPS) with a conditionbased component that controls what variables participate in problem solutions. CCSPs adequately represent...

  13. Effects of Spousal Satisfaction and Selected Career Factors on Job Satisfaction of Extension Agents.

    ERIC Educational Resources Information Center

    Hebert, Michael; Kotrlik, Joe W.

    1990-01-01

    A survey of extension agents and their spouses (n=127, 83 percent) found that the strongest predictor of job satisfaction was spousal satisfaction. Four-H agents had lower job satisfaction, related to long, irregular working hours. Agents had low extrinsic satisfaction related to recognition, salary, policies, and decision-making power. Spouses…

  14. The relationship between human resource investments and organizational performance: a firm-level examination of equilibrium theory.

    PubMed

    Subramony, Mahesh; Krause, Nicole; Norton, Jacqueline; Burns, Gary N

    2008-07-01

    It is commonly believed that human resource investments can yield positive performance-related outcomes for organizations. Utilizing the theory of organizational equilibrium (H. A. Simon, D. W. Smithburg, & V. A. Thompson, 1950; J. G. March & H. A. Simon, 1958), the authors proposed that organizational inducements in the form of competitive pay will lead to 2 firm-level performance outcomes--labor productivity and customer satisfaction--and that financially successful organizations would be more likely to provide these inducements to their employees. To test their hypotheses, the authors gathered employee-survey and objective performance data from a sample of 126 large publicly traded U.S. organizations over a period of 3 years. Results indicated that (a) firm-level financial performance (net income) predicted employees' shared perceptions of competitive pay, (b) shared pay perceptions predicted future labor productivity, and (c) the relationship between shared pay perceptions and customer satisfaction was fully mediated by employee morale. PMID:18642983

  15. Project on Elite Athlete Commitment (PEAK): IV. identification of new candidate commitment sources in the sport commitment model.

    PubMed

    Scanlan, Tara K; Russell, David G; Scanlan, Larry A; Klunchoo, Tatiana J; Chow, Graig M

    2013-10-01

    Following a thorough review of the current updated Sport Commitment Model, new candidate commitment sources for possible future inclusion in the model are presented. They were derived from data obtained using the Scanlan Collaborative Interview Method. Three elite New Zealand teams participated: amateur All Black rugby players, amateur Silver Fern netball players, and professional All Black rugby players. An inductive content analysis of these players' open-ended descriptions of their sources of commitment identified four unique new candidate commitment sources: Desire to Excel, Team Tradition, Elite Team Membership, and Worthy of Team Membership. A detailed definition of each candidate source is included along with example quotes from participants. Using a mixed-methods approach, these candidate sources provide a basis for future investigations to test their viability and generalizability for possible expansion of the Sport Commitment Model. PMID:24197720

  16. Assessing asymmetric effects in the formation of employee satisfaction

    Microsoft Academic Search

    Kurt Matzler; Birgit Renzl

    2007-01-01

    Employee satisfaction is a central concern in the service industry in general and in hospitality and tourism in particular. Employee satisfaction is typically viewed as a multi-factorial construct, assuming that some satisfaction factors are more important than others. In this study we investigate whether there is an asymmetric relationship between satisfaction involving single satisfaction factors and overall employee satisfaction. Two

  17. Requesting a Commitment to Change: Conditions that Produce Behavioral or Attitudinal Commitment

    ERIC Educational Resources Information Center

    Overton, Githa Kanisin; MacVicar, Ronald

    2008-01-01

    There is a lack of clarity in the conceptualization of "commitment" underlying the commitment to change (CTC) procedure used by organizers of continuing education in the health professions. This article highlights the two distinct conceptualizations of commitment that have emerged in the literature outside health care education and practice. The…

  18. CommitCoin: Carbon Dating Commitments with Bitcoin Jeremy Clark1

    E-print Network

    CommitCoin: Carbon Dating Commitments with Bitcoin Jeremy Clark1 and Aleksander Essex2 1 Carleton power of the Bitcoin peer-to-peer network; a network used to mint and trade digital cash. 1 IntroductoryCoin. CommitCoin harnesses the existing processing power of the Bitcoin network without trusting it

  19. Parenting satisfaction of mothers during midlife

    Microsoft Academic Search

    Kelly J. Koski; Laurence Steinberg

    1990-01-01

    The present investigation explores the relations among midlife identity concerns, marital satisfaction, mental health, and parenting satisfaction among mothers of preadolescents and early adolescents. Data were obtained from 129 intact families with a firstborn child between the ages of 10 and 15. The results suggest that intense midlife concerns are associated with diminished satisfaction with parenting, although this relation is

  20. Job Satisfaction of Community College Faculty.

    ERIC Educational Resources Information Center

    Hutton, Jerry B.; Jobe, Max E.

    1985-01-01

    Describes a study using the Job Satisfaction Inventory to survey 390 faculty from 14 Texas community colleges. Areas of greatest satisfaction included relationships with supervisors and colleagues and teaching itself. Least satisfaction occurred with professional development opportunities, time allocation, and student preparation/motivation. Notes…

  1. Job Satisfaction and the Ethnic Minority Librarian.

    ERIC Educational Resources Information Center

    Squire, Jan S.

    1991-01-01

    Discussion of job satisfaction among ethnic minority librarians emphasizes the importance of four areas: planning, recruitment, hiring, and staff acceptance and retention. Factors of job satisfaction are described; ethnicity and ethnic minority demographics are discussed; and literature that addresses librarian satisfaction is reviewed, including…

  2. Business Traveler Satisfaction with Hotel Service Encounters

    Microsoft Academic Search

    Evita Yung; Andrew Chan

    2002-01-01

    This study examines customer satisfaction with a series of hotel services. Five service encounters were examined in a sample of business travelers (n = 140) who had stayed in Hong Kong hotels. Overall satisfaction and repurchase intention were differentially impacted by the various service encounters. Business center encounters had the greatest effect on business traveler satisfaction, followed by check-out and

  3. An Overview of Customer Satisfaction Models.

    ERIC Educational Resources Information Center

    Hom, Willard

    This document is a report on how California community colleges can incorporate customer satisfaction models and theories from business to better serve students. Emphasis is given to two levels of customer satisfaction: macro- and micro-models. Macro-models look at how customer satisfaction relates to other elements or priorities of community…

  4. The American Customer Satisfaction Index (ACSI) Survey

    MedlinePLUS

    ... nih.gov/medlineplus/survey2012/acsisurvey.html The American Customer Satisfaction Index (ACSI) Survey To use the sharing features ... MedlinePlus en español. NLM participates in the American Customer Satisfaction Index (ACSI) to measure online user satisfaction. The ...

  5. The determinants of employee benefits satisfaction

    Microsoft Academic Search

    David B. Balkin; Rodger W. Griffeth

    1993-01-01

    This study developed a multidimensional scale of benefits satisfaction and utilized a discrepancy model to examine the determinants of employee benefits satisfaction. The empirical findings are based on the survey responses of 205 employees in a hospital. The results indicate that pay level, female gender and exempt status employees are positively related to benefits satisfaction. Further, age and education level

  6. Personality Typologies Related to Marital Satisfaction.

    ERIC Educational Resources Information Center

    Wiggins, James; And Others

    1983-01-01

    Surveyed 126 married couples to study factors related to marital satisfaction. Results showed personality compatibility was a major factor in satisfaction. Individuals whose spouses were more accurate in perceiving their satisfaction and those in relationships with a previous marriage were also more satisfied. (JAC)

  7. A Study of School Nurse Job Satisfaction

    ERIC Educational Resources Information Center

    Junious, DeMonica L.; Johnson, Regina Jones; Peters, Ronald J., Jr.; Markham, Christine M.; Kelder, Steven H.; Yacoubian, George S., Jr.

    2004-01-01

    This study explored job satisfaction and changes needed to help boost levels of job satisfaction. Self-reported job satisfaction data were collected from 71 school nurses employed in elementary, middle, and high school settings via interactive focus groups. The subjects participated in a 30- to 45-minute focus group session that was audiotaped and…

  8. Job Satisfaction and Dissatisfaction Among Journalism Graduates

    ERIC Educational Resources Information Center

    Shaver, Harold C.

    1978-01-01

    A survey of the degree of job satisfaction felt by 404 news/editorial and advertising graduates indicates that journalism graduates develop satisfaction and dissatisfaction with jobs in a manner usually consistent with Frederick Herzberg's motivation-hygiene theory of job satisfaction. (GW)

  9. Customer satisfaction analysis: Identification of key drivers

    Microsoft Academic Search

    W. Michael Conklin; Ken Powaga; Stan Lipovetsky

    2004-01-01

    A problem of identifying key drivers in customer satisfaction analysis is considered in relation to Kano theory on the relationship between product quality and customer satisfaction using tools from Cooperative Game Theory and Risk Analysis. We use Shapley Value and Attributable Risk techniques to identify priorities of key drivers of customer satisfaction, or key dissatisfiers and key enhancers. We demonstrate

  10. Consumer satisfaction with mental health treatment

    Microsoft Academic Search

    Jay Lebow

    1982-01-01

    Reviews literature on the evaluation of consumer satisfaction with mental health treatment. The methods of assessing consumer satisfaction, methodological issues in studies assessing satisfaction, results of the studies, and the value of consumer evaluation are discussed. Consumer evaluation is found to be a useful though flawed method of assessing services. It is concluded that consumer evaluation should be included in

  11. Consumer Satisfaction and Incarceration After Treatment

    Microsoft Academic Search

    John A. Pandiani; Steven M. Banks; Lucille M. Schacht

    2001-01-01

    Consumer satisfaction is increasingly used to measure community mental health program performance. Understanding the relationship between consumer satisfaction and treatment outcomes is only beginning. This article adds to this understanding by reporting on an assessment of the relationship between consumer evaluation of community mental health services and incarceration after treatment in a statewide system of care. Results indicate that satisfaction

  12. Work Commitment of Employed Married Women.

    ERIC Educational Resources Information Center

    Avioli, Paula Smith; Kaplan, Eileen

    Since married women typically curtail their employment behavior to accommodate the needs of their family, it is often assumed that women have a relatively weak and unstable work commitment. However, it is erroneous to infer work commitment from behavior, since work behavior is motivated and constrained by a myriad of personal and social…

  13. Unconditionally Secure Quantum Bit Commitment is Impossible

    Microsoft Academic Search

    Dominic Mayers

    1997-01-01

    The claim of quantum cryptography has always been that it can provide protocols that are unconditionally secure, that is, for which the security does not depend on any restriction on the time, space, or technology available to the cheaters. We show that this claim does not hold for any quantum bit commitment protocol. Since many cryptographic tasks use bit commitment

  14. Relationship stability and supplier commitment to quality

    Microsoft Academic Search

    Kee-hung Lai; T. C. E. Cheng; A. C. L. Yeung

    2005-01-01

    This study explores the link between relationship stability and supplier commitment to quality, and the contingency of the link on characteristics of transactions within the framework of transaction cost analysis. Data collected from 358 suppliers of a globalized firm suggest that supplier firms regard a stable relationship as being positively linked to their commitment to quality for the focal buyer

  15. Antecedents of commitment in construction management

    Microsoft Academic Search

    Hubert K. L. Chan

    2007-01-01

    It is difficult to request that all professionals implementing a construction project have intrinsic responsibility for the whole project from planning to construction and maintenance due to the dynamic environment and the intracompany transitions. In an attempt to understand the phenomenon of commitment in the construction industry, this study seeks to identify the factors that bring about goal commitment among

  16. The Influence of Culture on Teacher Commitment

    ERIC Educational Resources Information Center

    Abd Razak, Nordin; Darmawan, I. Gusti Ngurah; Keeves, John P.

    2010-01-01

    Culture is believed to be an important factor that influences various aspects of human life, such as behaviour, thinking, perceptions and attitudes. This article examines the similarities and differences in the influence of culture on teacher commitment in three types of Malaysian primary schools. Since commitment to teaching has rarely been…

  17. Communication, Commitment, and Cooperation in Social Dilemmas

    Microsoft Academic Search

    Norbert L. Kerr; Cynthia M. Kaufman-Gilliland

    1994-01-01

    Intragroup communication promotes cooperation in social dilemmas. Two explanations are plausible: Discussion may (a) enhance feelings of group identity or (b) induce commitments to cooperate. Some remedies for social dilemmas (like group communication) may be subclassified as public-welfare remedies (of which enhanced group identity is an example) versus cooperation-contingent remedies (of which commitment is an example). The efficacy of a

  18. Personal Values and Commitment to Energy Conservation

    Microsoft Academic Search

    Keith Neuman

    1986-01-01

    Human values represent an important but neglected level of analysis in the study of energy conservation behavior. This article examines the role values play in people's commitment to energy conservation, using data from an in-depth survey of 376 households in Southern California. The impact of values on commitment is considered in terms of a theoretical framework that includes attributes of

  19. Outpatient Commitment: What, Why, and for Whom

    Microsoft Academic Search

    E. Fuller Torrey; Mary Zdanowicz

    2001-01-01

    The authors describe studies showing the effectiveness of involuntary outpatient commitment in improving treatment compliance, reducing hospital readmission, and reducing episodes of violence among persons with severe psychiatric illnesses. They point out that because of its role in enhancing compliance with treatment, outpatient commitment can be regarded as a form of assisted treatment, such as assertive case man- agement, representative

  20. The business case for commitment to diversity

    Microsoft Academic Search

    Stanley F. Slater; Robert A. Weigand; Thomas J. Zwirlein

    2008-01-01

    Does an organization's commitment to diversity - as reflected by CEO commitment, human capital, corporate communications (internal and external), and supplier diversity - result in competitive advantage and superior financial performance? Diversity can bring new voices and perspectives into the strategy dialogue, help managers understand and address the needs of a demographically diverse customer base, and stimulate a wider range