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1

Work satisfaction, organizational commitment and withdrawal behaviours  

Microsoft Academic Search

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

Karin Falkenburg; Birgit Schyns

2007-01-01

2

Communication Relationship Satisfaction and Organizational Commitment  

Microsoft Academic Search

This exploratory study examines the relationship between communication relationship satisfaction (CRS) and organizational commitment. CRS was measured by organizational communication relationship (OCR) instrument developed by the International Communication Association (ICA). Organizational commitment was measured by Porter, Steers, Mowday and Boulian's (1974) scale. Data were obtained from 122 white-collar employees in an engineering company through a paper-and-pencil questionnaire. A factor analysis

Joseph M. Putti; Samuel Aryee; Joseph Phua

1990-01-01

3

Impact of satisfaction and commitment on teachers’ organizational citizenship  

Microsoft Academic Search

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 and organizational commitment mediated the relation between

Harun Sesen; Nejat H. Basim

2012-01-01

4

Teachers: Emotional Intelligence, Job Satisfaction, and Organizational Commitment  

ERIC Educational Resources Information Center

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

Anari, Nahid Naderi

2012-01-01

5

Work values, job satisfaction and organizational commitment in China  

Microsoft Academic Search

This study examined the relationships between work values, job satisfaction, and organizational commitment of white-collar workers who are employed by foreign-invested companies in China. Results of structural equation modeling show that various facets of job satisfaction mediated the relationships between work values and organizational commitment. Employees' individualism and their willingness to take risks were related to various facets of job

Fabian Jintae Froese; Shufeng Xiao

2011-01-01

6

Work values, job satisfaction and organizational commitment in China  

Microsoft Academic Search

This study examined the relationships between work values, job satisfaction, and organizational commitment of white-collar workers who are employed by foreign-invested companies in China. Results of structural equation modeling show that various facets of job satisfaction mediated the relationships between work values and organizational commitment. Employees' individualism and their willingness to take risks were related to various facets of job

Fabian Jintae Froese; Shufeng Xiao

2012-01-01

7

Job satisfaction and organizational commitment of hotel managers in Turkey  

Microsoft Academic Search

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

Ebru Gunlu; Mehmet Aksarayli; Nilüfer ?ahin Perçin

2010-01-01

8

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

Microsoft Academic Search

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

Kuldip Singh

2012-01-01

9

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

PubMed

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

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

2012-07-01

10

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

ERIC Educational Resources Information Center

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

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

2010-01-01

11

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

ERIC Educational Resources Information Center

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

Thorn, Dustin

2010-01-01

12

Effects of Perceived Discrimination on Job Satisfaction, Organizational Commitment, Organizational Citizenship Behavior, and Grievances.  

ERIC Educational Resources Information Center

In a study of 366 ethnically diverse employees, perceived discrimination from supervisors, coworkers, or the organization affected organizational commitment, job satisfaction, and citizenship behavior. Perceived discrimination was not related to the number of grievances filed. (Contains 57 references.) (SK)

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

2001-01-01

13

Physical Therapists With Doctoral Degrees: Job Satisfaction And Organizational Commitment  

Microsoft Academic Search

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

Holly Haizlip Wise

1984-01-01

14

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

ERIC Educational Resources Information Center

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

Brown, Donna; Sargeant, Marcel A.

2007-01-01

15

Relationship Between Communication Satisfaction and Organizational Commitment in Three Guatemalan Organizations  

Microsoft Academic Search

The main purpose of this study was to examine the relationship between organi zational communication satisfaction and organizational commitment in three Guatemalan organizations. Data were collected using three questionnaires: the Downs's (1990) Communication Audit Questionnaire (CAQ), the Mowday, Porter, and Steers's (1979) Organizational Commitment Questionnaire (OCQ), and the Cook and Wall's (1980) Organizational Commitment Instrument (OCI). Results indicated that, first,

Federico Varona

1996-01-01

16

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

ERIC Educational Resources Information Center

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

Lowhorn, Greg L.

2009-01-01

17

Exploring the impact of mentoring functions on job satisfaction and organizational commitment of new staff nurses  

Microsoft Academic Search

BACKGROUND: Although previous studies proved that the implementation of mentoring program is beneficial for enhancing the nursing skills and attitudes, few researchers devoted to exploring the impact of mentoring functions on job satisfaction and organizational commitment of new nurses. In this research we aimed at examining the effects of mentoring functions on the job satisfaction and organizational commitment of new

Rhay-Hung Weng; Ching-Yuan Huang; Wen-Chen Tsai; Li-Yu Chang; Syr-En Lin; Mei-Ying Lee

2010-01-01

18

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

Microsoft Academic Search

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

Pei-Lee. Teh; Laosirihongthong. Tritos

2011-01-01

19

The relationship of facets of salesperson job satisfaction with affective organizational commitment  

Microsoft Academic Search

Purpose – This paper aims to examines the relationships between various facets of salesperson job satisfaction as assessed by the INDSALES measure and salesperson organizational commitment. The paper also seeks to explore salesperson gender as a moderator of the relationship between facets of job satisfaction and organizational commitment. Design\\/methodology\\/approach – This study uses survey research of one firm's business-to-business salespeople

James Boles; Ramana Madupalli; Brian Rutherford; John Andy Wood

2007-01-01

20

Loneliness, job satisfaction, and organizational commitment of migrant workers: empirical evidence from China  

Microsoft Academic Search

This study examines the relationship between loneliness, job satisfaction, and organizational commitment of migrant workers. 213 migrant workers completed the survey. This study found that migrant workers are satisfied with their jobs and are committed to their organizations. Contrary to expectation, migrant workers are not lonely. Age and gender do not have influence on loneliness or organizational commitment. Single migrant

Sow Hup Chan; Hua Han Qiu

2011-01-01

21

Influence of job characteristics and organizational commitment on job satisfaction of hospital foodservice employees.  

PubMed

The purpose of this study was to determine the relationships among job characteristics, organizational commitment, job satisfaction, and demographic variables for hospital foodservice employees. Questionnaires including 30 items on job characteristics, 15 items on organizational commitment, 6 items related to job satisfaction, and 7 demographic items were administered to 45 supervisory and 172 nonsupervisory employees of 11 randomly selected hospitals. The reliability for the total instruments, using Cronbach's alpha, was 0.87 and 0.89, respectively, for the supervisory and nonsupervisory employee questionnaires. Organizational commitment and job satisfaction were related positively, with an r2 of 0.38. For supervisors, job characteristics related positively (p = .019) to organizational commitment, with variety being the only significant individual characteristic. For nonsupervisory employees, the model was also significant (p = .0001), with variety and feedback being the only significant individual characteristics. For all employees, there was a positive relationship between job characteristics and job satisfaction, with variety and feedback being the significant individual characteristics. Age was the only demographic variable related to organizational commitment; older employees had higher commitment scores. Demographic variables were not related to job satisfaction. Supervisors had higher perceived variety, autonomy, feedback, dealing with others, and friendship opportunities scores and higher commitment and satisfaction scores than did nonsupervisory employees. The findings indicate that dietitians and foodservice managers may increase organizational commitment and job satisfaction by increasing the variety and feedback in employees' jobs. PMID:2380454

Sneed, J; Herman, C M

1990-08-01

22

Conceptualization and Management of Communication Satisfaction and Organizational Commitment in Three Guatemalan Organizations  

Microsoft Academic Search

This study investigated employees' and supervisors' conceptualizations of organizational commitment and communication satisfaction in three Guatemalan organizations. The study also examined differences and similarities in participants' views of management strategies based on levels of commitment and satisfaction. Self-administered surveys with open-ended questions were used to collect data. The content analysis of responses revealed three major findings. First, employees and supervisors

Federico Varona

2002-01-01

23

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

Microsoft Academic Search

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

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

2009-01-01

24

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

Microsoft Academic Search

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

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

2010-01-01

25

The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study  

Microsoft Academic Search

This paper reports the results of a two-sample study—a sample of medical reps from pharmaceutical companies (N = 232) and a sample of respondents from multiple organizations (N = 221)—of the relationships between pay satisfaction, organizational commitment, and turnover intentions. Hypotheses were\\u000a tested using a multidimensional perspective on both pay satisfaction and organizational commitment. Results from both samples\\u000a show that the effect of pay

Christian Vandenberghe; Michel Tremblay

2008-01-01

26

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

PubMed Central

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

Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

2013-01-01

27

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

Microsoft Academic Search

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

Ay?e Kuruüzüm; Emre Ipekçi Çetin; Sezgin Irmak

2009-01-01

28

Predictive Models of Marketing Education Teachers' Work Satisfaction and Organizational Commitment.  

ERIC Educational Resources Information Center

Usable responses from 296 secondary marketing education teachers in Georgia, North Carolina, and Tennessee regarding the capacity of rewards to predict the work satisfaction and organizational commitment found that task involvement was the most important variable. Supervision did not predict satisfaction but was significant regarding…

O'Brien, Terrance; And Others

1993-01-01

29

The Role of Personal Work Goals in Newcomers' Job Satisfaction and Organizational Commitment: A Longitudinal Analysis  

Microsoft Academic Search

This study examined the importance of 3 characteristics of personal work goals (i.e., commitment, attainability, and progress) in accounting for changes in newcomers' affective job attitudes (i.e., job satisfaction and organizational commitment) during the 1st months of employment. Twenty weeks after organizational entry, 81 newcomers provided a list of their personal work goals. Goal attributes and job attitudes were assessed

Günter W. Maier; Joachim C. Brunstein

2001-01-01

30

Career satisfaction, organizational commitment, and turnover intention : The effects of goal orientation, organizational learning culture and developmental feedback  

Microsoft Academic Search

Purpose – The purpose of this paper is to investigate the impact of personal characteristics (goal orientation) and contextual characteristics (organizational learning culture and developmental feedback) on employees' career satisfaction, organizational commitment, and turnover intention. Design\\/methodology\\/approach – Subjects were drawn from four Fortune Global 500 companies in Korea. Descriptive statistics and hierarchical multiple regression analyses were used to explain the

Sunyoung Park

2010-01-01

31

The relationship of work satisfaction and organizational commitment to retirement intention.  

PubMed

The relationship between attitudes, job satisfaction, and organizational commitment has been shown to influence turnover/retirement. This relationship is important because of changing demographic patterns in the U.S. that are contributing to present and future foodservice labor shortages. The labor shortage has potential for retarding the long-term growth of the foodservice industry. However, recruitment and retention of older workers could be a factor in controlling the problem. Therefore, the major purpose of this research was to obtain information from current older foodservice employees to permit the determination of how various aspects of their jobs affect job satisfaction and organizational commitment and, thus, intention to remain on the job by delaying retirement. Non-management-level hospital and college/university foodservice workers aged 55 years and older (no. = 243) were surveyed. Hospital employees were selected from corporate rosters provided by a major contract foodservice company. College and university employees were selected from the roster of the National Association of College and University Food Services (NACUFS). No statistically meaningful relationship (r greater than or equal to .30) between work satisfaction (measured by the Minnesota Satisfaction Questionnaire) and organizational commitment (measured by the Organizational Commitment Questionnaire), as correlated with retirement intention, was found. Although not considered meaningful, a slight statistical relationship was found (r = .15, p less than .02) between intrinsic satisfaction and the desire to delay retirement (work intention). PMID:3397466

DeMicco, F J; Olsen, M D

1988-08-01

32

Islamic work ethic – A moderator between organizational commitment and job satisfaction in a cross-cultural context  

Microsoft Academic Search

This study investigates the moderating impacts of the Islamic work ethic on the relationships between organizational commitment and job satisfaction. It uses a sample of 425 Muslim employees in several organizations in the United Arab Emirates (UAE). The empirical results indicate that the Islamic work ethic directly affects both organizational commitment and job satisfaction, and that it moderates the relationship

Darwish A. Yousef

2001-01-01

33

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

PubMed

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

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

2013-12-01

34

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

ERIC Educational Resources Information Center

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

Lim, Taejo

2010-01-01

35

Source of recruitment and employee attitudes: An analysis of job involvement, organizational commitment, and job satisfaction  

Microsoft Academic Search

This study empirically investigated the relationship between recruiting methods and the work attitudes of job involvement, organizational commitment, and job satisfaction. Multivariate and follow-up univariate analyses showed strong recruitment source effects, with employee referrals emerging as a better source of recruitment than newspaper advertisements. The results of the study are discussed and directions for future research elucidated.

M. Van Latham; Peter M. Leddy

1987-01-01

36

Culture, job satisfaction and organizational commitment in India and the United States  

Microsoft Academic Search

Purpose – The purpose of this paper is to compare and contrast the roles of culture and job satisfaction as antecedents to organizational commitment in both a Western context (the US) and in India. Design\\/methodology\\/approach – Responses come from a questionnaire distributed to engineers in India. Construct equivalence of measures is established, while hierarchical regression analysis is used to assess

Catherine T. Kwantes

2009-01-01

37

An empirical study on the relationship between job satisfaction, organizational commitment and efficiency of firm networks  

Microsoft Academic Search

Today, Firm networks are receiving an increasing attention in China. However, little research examined the relationship of job satisfaction, organizational commitment and efficiency of firm networks, although some previous researches examined them in hierarchy firms, especially lack of empirical investigation. In this paper, 3 latent variables and 21 observed variables are conducted in structural equation model(SEM). We identify that ten

Xu Bi-lin; Wang Xi; Li Tao

2010-01-01

38

Further Evidence for the Discriminant Validity of Measures of Organizational Commitment, Job Involvement, and Job Satisfaction  

Microsoft Academic Search

Discriminant validity of measures of job satisfaction, job involvement, and organizational commitment was assessed with data from 194 bus drivers and 311 engineers. In each sample, LISREL VI confirmatory factor analyses illustrated that indicators of the 3 variables better fit a 3-factor model than several 2- and one single-factor models. Additional LISREL analyses were used to evaluate whether sets of

John E. Mathieu; James L. Farr

1991-01-01

39

Understanding Organizational Commitment and Satisfaction of TACOM Life Cycle Management Command Acquisition, Technology, and Logistics Associates.  

National Technical Information Service (NTIS)

This study focused on the job satisfaction and organizational commitment of civil service workers employed at the U.S. Army Tank Automotive Command (TACOM) located in Warren, Michigan. TACOM employs 6,739 employees in Warren with a wide range of acquisiti...

N. L. Saxon

2012-01-01

40

Workplace Learning, Job Satisfaction, and Organizational Commitment in Small to Midsize Companies in Taiwan  

ERIC Educational Resources Information Center

This quantitative study explored the relationships among workplace learning, job satisfaction, and organizational commitment (OC) in the context of small to midsize information technology companies in Taiwan. Twenty-six companies participated in the study, and a total of 206 valid surveys were collected and analyzed out of 450 that were…

Chiang, Ti-Lin; Wang, Jia

2008-01-01

41

The effects of organizational communication on job satisfaction and organizational commitment in a land ambulance service and the mediating role of communication satisfaction  

Microsoft Academic Search

Purpose – The purpose of this paper is to provide further insight into the relationship between internal communication practices, communication satisfaction, job satisfaction, and organizational commitment. It is centered in the emergency services sector in general, and on land ambulance services in particular. The focus organization is a large urban land ambulance service with an operating budget of approximately $50

Jules Carrière; Christopher Bourque

2009-01-01

42

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

PubMed

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

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

2014-01-01

43

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

ERIC Educational Resources Information Center

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

Brandt, Joanne; Krawczyk, Rosemary; Kalinowski, Jon

2008-01-01

44

Investigation into How Job Satisfaction and Organizational Commitment Affect Retention Decisions of Company Grade Officers in the Supply Career Field.  

National Technical Information Service (NTIS)

This thesis examined the retention decisions of company grade supply officers in the United States Air Force. Specifically, the relationships between organizational commitment and the components of job satisfaction were examined with three aspects of care...

M. M. Miller

1985-01-01

45

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

Microsoft Academic Search

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

Hugh P. Gunz; Sarah P. Gunz

1994-01-01

46

A management development model : Measuring organizational commitment and its impact on job satisfaction among executives in a learning organization  

Microsoft Academic Search

Purpose – The purpose of this study is to investigate the nature of organizational commitment and the impact on executive's motivational level in providing job satisfaction within a learning organization. Design\\/methodology\\/approach – A management development model examines the relationship between the measurable constructs. The model explores the relationship between the executive's motivation level and their outcome with job satisfaction and

Steven Pool; Brian Pool

2007-01-01

47

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

Microsoft Academic Search

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

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

2010-01-01

48

Person-environment congruence as a predictor of organizational commitment and job satisfaction: Evidence from a transnational manufacturing company  

Microsoft Academic Search

Person-environment (P-E) fit has long been a focus in organizational research. Previous studies of manufacturing management have ignored a critical factor: the fit between the organization and employees. To address this oversight, this study focuses on organizational culture and person-environment fit and their relationship to organizational commitment and job satisfaction for manufacturing workers. A value-based measure of P-E fit was

Wan-Yu Chen; Calvin S. Weng; Hui-Ying Hsu

2010-01-01

49

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

Microsoft Academic Search

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

Samuel Nguni; Peter Sleegers; Eddie Denessen

2006-01-01

50

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

ERIC Educational Resources Information Center

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

Nguni, Samuel; Sleegers, Peter; Denessen, Eddie

2006-01-01

51

The relationship between perceived compensation, organizational commitment and job satisfaction: the case of Mexican workers in the Korean Maquiladoras  

Microsoft Academic Search

Expatriate literature has generally favoured home country factors to understand expatriate success. In this paper, we contribute to the field by shifting our focus to the host country workforce (HCW). We use equity theory to examine the effects of perception gaps in compensation between HCW and expatriates on organizational commitment and its impact on job satisfaction and job performance. Based

Yongsun Paik; K. Praveen Parboteeah; Wonshul Shim

2007-01-01

52

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

Microsoft Academic Search

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

Alarick Pruitt

2008-01-01

53

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

Microsoft Academic Search

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

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

2005-01-01

54

Effects of internal marketing on nurse job satisfaction and organizational commitment: example of medical centers in Southern Taiwan.  

PubMed

As nurses typically represent the largest percentage of employees at medical centers, their role in medical care is exceptionally important and becoming more so over time. The quality and functions of nurses impact greatly on medical care quality. The concept of internal marketing, with origins in the field of market research, argues that enterprises should value and respect their employees by treating them as internal customers. Such a marketing concept challenges traditional marketing methods, which focus on serving external customers only. The main objective of internal marketing is to help internal customers (employees) gain greater job satisfaction, which should promote job performance and facilitate the organization accomplishing its ultimate business objectives. A question in the medical service industry is whether internal marketing can similarly increase the job satisfaction of nurses and enhance their commitment to the organization. This study aimed to explore the relational model of nurse perceptions related to internal marketing, job satisfaction, and organizational commitment by choosing nurses from two medical centers in Southern Taiwan as research subjects. Of 450 questionnaire distributed, 300 valid questionnaires were returned, giving a response rate of 66.7%. After conducting statistical analysis and estimation using structural equation modeling, findings included: (1) job satisfaction has positive effects on organizational commitment; (2) nurse perceptions of internal marketing have positive effects on job satisfaction; and (3) nurse perceptions of internal marketing have positive effects on organizational commitment. PMID:18080971

Chang, Ching-Sheng; Chang, Hsin-Hsin

2007-12-01

55

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

Microsoft Academic Search

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

Colin Silverthorne

2004-01-01

56

Perceived Role and Task Characteristic Influences on Job Satisfaction, Organizational Commitment, and Turnover Decision-Making Among Navy Health Care Administrators.  

National Technical Information Service (NTIS)

The present study investigated the differential effects of personal, role, and perceived task characteristic measures on job satisfaction and organizational commitment. It was hypothesized that a combination of perceived task characteristic and role ambig...

L. A. Johnson M. C. Butler

1982-01-01

57

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

ERIC Educational Resources Information Center

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

Ting, Shueh-Chin

2011-01-01

58

An investigation of the moderating effects of organizational commitment on the relationships between work–family conflict and job satisfaction among hospitality employees in India  

Microsoft Academic Search

The present study examined the relationships among work–family conflict (WFC), organizational commitment (OC) and job satisfaction (JS) in a hotel setting. Responding to calls in the literature to explore organizational constructs in international settings, data were collected from the employees of a large independently owned and operated hotel in India. Hierarchical linear regression analyses demonstrated that one of two sub

Karthik Namasivayam; Xinyuan Zhao

2007-01-01

59

Organizational commitment and auditors in public accounting  

Microsoft Academic Search

Purpose – The purpose of this paper is to examine organizational commitment within the context of important antecedents, correlates, and consequences for auditors in public accounting. Specifically, to explore the relationships among the constructs of experience, role ambiguity, organizational commitment (affective and continuance), job satisfaction, and turnover intentions. Design\\/methodology\\/approach – An integrated model is developed and tested using structural equation

Lawrence P. Kalbers; William J. Cenker

2007-01-01

60

How Does Organizational Commitment Affect Organizational Innovation  

Microsoft Academic Search

Organizational commitment plays an important role in technological innovation, which has three components, namely affective commitment, continuance commitment, and normative commitment. This paper takes the enterprises of Zhejiang, China as the investigated objects, applies the structural equation model to analyze whether and how the three components of organizational commitment affect organizational innovation. The results of the research as follows: (1)

Lin Ming; Zhang Zhao Ying

2010-01-01

61

Studying organizational commitment with the OCQ in the Korean retail context: Its dimensionality and relationships with satisfaction and work outcomes  

Microsoft Academic Search

A two-stage approach was adopted to study organizational commitment among Korean retail employees. First, both exploratory and confirmatory factor analyses were conducted to examine the dimensionality and psychometric properties of organizational commitment as measured by the Organizational Commitment Questionnaire (OCQ). Two dimensions—affective and continuance—were identified. On that basis, this study empirically tested a model on the relationships among two facets

Keun S. Lee; Tao Gao

2005-01-01

62

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

ERIC Educational Resources Information Center

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

Hulpia, Hester; Devos, Geert; Rosseel, Yves

2009-01-01

63

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

Microsoft Academic Search

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

Anne Morris; Joan R. Bloom

2002-01-01

64

EO Fairness Effects on Job Satisfaction, Organizational Commitment, and Perceived Work Group Effectiveness: Does Race or Gender Make a Difference.  

National Technical Information Service (NTIS)

A theoretical model investigated by McIntyre, Bartle, Landis, and Dansby (2001) indicated that equal opportunity fairness (EOF) attitudes have significant impact on perceived work group effectiveness, job satisfaction, and, ultimately, organizational comm...

R. M. McIntyre

2001-01-01

65

Organizational commitment through organizational socialization tactics  

Microsoft Academic Search

Purpose – The aim of this paper is to investigate how organizational socialization tactics affect newcomers' organizational commitment and learning processes. Design\\/methodology\\/aproach – 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 organizational commitment. The respondents were newcomers in two large Norwegian government organizations. Findings

Cathrine Filstad

2011-01-01

66

Antecedents and Consequences of Organizational Commitment Among Pakistani University Teachers  

Microsoft Academic Search

The purpose of this study was to determine if selected personal characteristics, facets of job satisfaction, and the two dimensions of organizational justice (distributive justice & procedural justice) significantly explained variance in the organizational commitment of Pakistani university teachers. In addition, the present study examined the influence of organizational commitment on two organizational outcomes—job performance and turnover intentions. Data were

Aamir Ali Chughtai; Sohail Zafar

67

Organizational Commitment: Individual and Organizational Influences.  

ERIC Educational Resources Information Center

Two models of the factors leading to organizational commitment are compared: the member-based model, which holds that commitment originates in the actions and personal attributes of the organizational member, and the organization-based model, which is based on the premise that commitment reflects a member's reciprocation for the organization's…

Angle, Harold L.; Perry, James L.

1983-01-01

68

The Relationship among Ethical Climate Types, Facets of Job Satisfaction, and the Three Components of Organizational Commitment: A Study of Nurses in Taiwan  

Microsoft Academic Search

The high turnover of nurses has become a global problem. Several studies have proposed that nurses’ perceptions of the ethical\\u000a climate of their organization are related to higher job satisfaction and organizational commitment, and thus lead to lower\\u000a turnover. However, there is limited empirical evidence supporting a relationship between different types of ethical climate\\u000a within organizations and facets of job

Ming-Tien Tsai; Chun-Chen Huang

2008-01-01

69

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

Microsoft Academic Search

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

Muhammad Jamal

1990-01-01

70

Institutional Forces and Organizational Culture in China: Effects on Change Schemas, Firm Commitment and Job Satisfaction  

Microsoft Academic Search

This paper examines the effects of institutional forces on change schemas of senior managers, mid-level managers and front-line workers of different types of firms in China. We postulate that several socio-economic forces including regional economic prosperity, firm type (state-owned and foreign-invested), within-firm ranks, and organizational cultures are at work. The cognitive differences among people in local and foreign firms operating

Chung-Ming Lau; David K. Tse; Nan Zhou

2002-01-01

71

Institutional Forces and Organizational Culture in China: Effects on Change Schemas, Firm Commitment and Job Satisfaction  

Microsoft Academic Search

This paper examines the effects of institutional forces on change schemas of senior managers, mid-level managers and front-line workers of different types of firms in China. We postulate that several socio-economic forces including regional economic prosperity, firm type (state-owned and foreign-invested), within-firm ranks, and organizational cultures are at work. The cognitive differences among people in local and foreign firms operating

Chung-Ming Lau; David K Tse; Nan Zhou

72

Antecedents and Consequences of Organizational Commitment: A Comparison of Two Scales  

Microsoft Academic Search

The structural properties of two measures of organizational commitment, the Organizational Commitment Questionnaire and the Organizational Commitment Scale, were examined to establish similarities and differences in the measures. Next, the antecedents of age, gender, marital status, leader-member exchange, and justice and the consequences of job satisfaction, life satisfaction, nonwork satisfaction, intent to turnover, and job involvement were examined in relation

K. Michele Kacmar; Dawn S. Carlson; Robert A. Brymer

1999-01-01

73

The effects of organizational structure and job characteristics on export sales managers’ job satisfaction and organizational commitment  

Microsoft Academic Search

This study draws on the job-modification framework and the job characteristics model to investigate the relationship between organizational structure, job characteristics, and work outcomes in export sales organizations. The study offers a conceptual framework and an empirical test using data collected from 160 UK exporters. The results indicate that formalization and centralization have a positive impact on job feedback. Moreover,

Evangelia Katsikea; Marios Theodosiou; Nick Perdikis; John Kehagias

2011-01-01

74

Predictors of Organizational Commitment among Staff in Assisted Living  

ERIC Educational Resources Information Center

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

Sikorska-Simmons, Elzbieta

2005-01-01

75

Extension Personnel's Self-Esteem and Workplace Relationships: Implications for Job Satisfaction and Affective Organizational Commitment Foci  

ERIC Educational Resources Information Center

This study proposes relationships between job satisfaction, affective commitment (organization, supervisor and workgroup), and exchange relations with supervisor, organization and workgroup members among extension personnel. Perceived self-esteem (SE) is hypothesized to moderate relations between the social exchange foci and the corresponding…

Ladebo, Olugbenga Jelil; Olaoye, Olalekan Jacob; Adamu, Comfort Oyekale

2008-01-01

76

Organizational Commitment through Organizational Socialization Tactics  

ERIC Educational Resources Information Center

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

Filstad, Cathrine

2011-01-01

77

The Measurement of Organizational Commitment.  

National Technical Information Service (NTIS)

This paper summarizes a stream of research aimed at developing and validating a measure of employee commitment to work organizations. The instrument, developed by Porter, is called the Organizational Commitment Questionnaire (OCQ). Based on a series of st...

R. T. Mowday R. M. Steers L. W. Porter

1978-01-01

78

Organizational Climate and Teacher Commitment  

ERIC Educational Resources Information Center

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

Douglas, Stephen Michael

2010-01-01

79

Predictors of Organizational Commitment Among Staff in Assisted Living  

Microsoft Academic Search

Purpose: This study examines the role of organiza- tional culture, job satisfaction, and sociodemographic characteristics as predictors of organizational commit- ment among staff in assisted living. It is particularly important to examine organizational commitment, because of its close links to staff turnover. Design and Methods: Data were collected from 317 staff members in 61 facilities, using self-administered ques- tionnaires. The

Elzbieta Sikorska-Simmons

2005-01-01

80

Relationship between Organizational Commitment and EFQM Business Excellence Model: A Study on Turkish Quality Award Winners  

Microsoft Academic Search

Excellence models affect performance and help organizations achieve organizational excellence. Furthermore, organizational commitment is another concern of organizational excellence. The measurement of organizational commitment has become an important issue in TQM. In this respect, the extent to which employees are committed to what they are responsible for may directly influence the level of customer satisfaction with services and products. The

Ozkan Tutuncu; Deniz Kucukusta

2007-01-01

81

The Measurement of Organizational Commitment.  

ERIC Educational Resources Information Center

This paper summarizes a stream of research aimed at developing and validating a measure of employee commitment to work organizations. The instrument, developed by Porter and his colleagues, is called the Organizational Commitment Questionnaire. Satisfactory test-retest reliabilities and internal consistency reliabilities were found. (Author)

Mowday, Richard T.; And Others

1979-01-01

82

Predicting Organizational Commitment from Organizational Culture in Turkish Primary Schools  

ERIC Educational Resources Information Center

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

Ipek, Cemalettin

2010-01-01

83

The predictability of normative organizational commitment for turnover in Chinese companies: a cultural perspective  

Microsoft Academic Search

While many researchers have shown that affective organizational commitment is the most valuable predicator for organizational outcomes, such as job satisfaction, the value of normative organizational commitment in predicting working behaviour needs to be clarified. Additionally, indices of organizational outcomes used in prior studies were almost always the employees' perceptions of and attitudes towards organizations, rather than actual behaviour. The

Xiang Yao; Lei Wang

2006-01-01

84

Idiosyncratic Deals and Organizational Commitment  

ERIC Educational Resources Information Center

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

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

2010-01-01

85

Faculty Organizational Commitment and Citizenship  

ERIC Educational Resources Information Center

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

Lawrence, Janet; Ott, Molly; Bell, Alli

2012-01-01

86

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

ERIC Educational Resources Information Center

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

Aydin, Ayhan; Sarier, Yilmaz; Uysal, Sengul

2013-01-01

87

The Influence of Work Values on Job and Career Satisfaction, and Organizational Commitment among Korean Professional Level Employees  

ERIC Educational Resources Information Center

The study contributes to the work values literature as well as to the knowledge base of meaning of working in Asian economies. It represents the results of an empirical study of Korean mid-level employees in diverse industries, investigating the effects of different understandings of work and non-work dimensions on job satisfaction, career…

Kuchinke, K. Peter; Kang, Hye-Seung; Oh, Seok-Young

2008-01-01

88

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

Microsoft Academic Search

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

Jörg Felfe; Kathrin Heinitz

2010-01-01

89

Relationship Between Perceived Satisfaction With Staff Development Activities and the Selected Variables of Job Satisfaction, Organizational Commitment, and the Intent to Remain With an Organization.  

National Technical Information Service (NTIS)

The military nurse serves in the dual role of nurse and officer creating a unique perspective of professional development. Previous studies have demonstrated a positive relationship between satisfaction with staff development activities and the selected v...

J. R. Harvey

1999-01-01

90

Performance Differences Among Four Organizational Commitment Profiles  

Microsoft Academic Search

The authors drew from prior research on organizational commitment and from configural organizational theory to propose a framework of affective and continuance commitment profiles. Using cluster analyses, the authors obtained evidence for 4 of these profiles in an energy industry sample (N = 970) and a sample of 345 employed college students. The authors labeled the clusters: allied (i.e., moderate

Robert R. Sinclair; Jennifer S. Tucker; Jennifer C. Cullen; Chris Wright

2005-01-01

91

Personal, Role, Structural, Alternative and Affective Correlates of Organizational Commitment.  

National Technical Information Service (NTIS)

The generalizability of the correlates of organizational commitment is examined using two definitions of commitment. Personal, job, organizational, and labor market variables are examined in relation to organizational commitment and employee turnover. Res...

W. H. Mobley K. K. Hwang

1982-01-01

92

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

ERIC Educational Resources Information Center

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

Shepherd-Osborne, Tracie

2009-01-01

93

Study on Relationship Between Organizational Commitment and its Determinants among Private Sector Employees of Pakistan  

Microsoft Academic Search

Organizational commitment is one of the widely researched areas among researchers, psychologist and human resource management practitioners. The objective of the present study is to analyze the relationship between work motivation, overall job satisfaction and organizational commitment among Pakistani workforce. The focus of the study is towards analyzing the general behavior of the private sector employees towards work motivation and

Sundas Warsi; Noor Fatima; Shamim A. Sahibzada

2009-01-01

94

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

Microsoft Academic Search

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

Robert J. Taormina

1999-01-01

95

Commitment profiles: Combinations of organizational commitment forms and job outcomes  

Microsoft Academic Search

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 create distinct “profiles” of commitment and the implications of different profiles. In Study

S. Arzu Wasti

2005-01-01

96

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

Microsoft Academic Search

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

Li Hai; Zhang Mian

2007-01-01

97

Procedural Justice, Occupational Identification, and Organizational Commitment.  

National Technical Information Service (NTIS)

Extending Tyler's (1989) group-value model, the present study tested the hypothesis that procedural justice may be of differential salience in the development of organizational commitment among individuals who identify primarily with their employing organ...

L. A. Witt

1992-01-01

98

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

Microsoft Academic Search

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

Donald E. Hawkins; Youn Taek Lee

1990-01-01

99

Managing Organizational Commitment: Insights from Longitudinal Research  

ERIC Educational Resources Information Center

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

Morrow, Paula C.

2011-01-01

100

Dissecting Organizational Commitment and Its Relationship with Employee Behavior  

Microsoft Academic Search

In theory, organizational commitment should have a moderately strong relationship with employee performance, but empirical studies have generally found only a weak relationship. We present a new model of the organizational commitment process in which different components of organizational commitment have different relationships with employee behaviors. We argue that the empirical relationship between organizational commitment and performance is weak for

Thomas E. Slocombe; Thomas W. Dougherty

1998-01-01

101

Organizational commitment and perceived organizational support in the NSW police  

Microsoft Academic Search

Purpose – An embryonic empirical literature on Australian policing has established that commitment levels of police officers are comparatively low. This paper seeks to add to this literature. Design\\/methodology\\/approach – The paper applies Allen and Meyer's three-component model of organizational commitment, in conjunction with the Eisenberger et al.'s model of perceived organizational support, to a sample of 351 sworn police

Paul Currie; Brian Dollery

2006-01-01

102

Awareness of Hospital Environment and Organizational Commitment  

Microsoft Academic Search

This research examined possible differences between physicians and nurses in their commitment to their hospital and the relationship of their organizational commitment to their awareness of both the internal and the external environments of the organization. Data came from a public hospital in India. Questionnaires were developed for the measurement of the two predictor variables (awareness of the organization's internal

Debdulal Dutta Roy; Malati Ghose

1997-01-01

103

The Effects of Organizational Training on Organizational Commitment  

ERIC Educational Resources Information Center

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

Bulut, Cagri; Culha, Osman

2010-01-01

104

The Relationship between Affective and Continuance Organizational Commitment  

Microsoft Academic Search

Organizational commitment was measured by Organizational Commitment Questionnaire (OCQ) which consists of two scales: an affective commitment scale and a continuance commitment scale. This study used quantitative methodology to examine the relationship between affective and continuance organizational commitment. Subjects of this study were the employees in Taiwanese hotels. In order to collect primary data, subjects completed a questionnaire containing the

2012-01-01

105

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

ERIC Educational Resources Information Center

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…

Bogler, Ronit; Somech, Anit

2004-01-01

106

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

Microsoft Academic Search

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

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

2007-01-01

107

Commitment Profiles: Combinations of Organizational Commitment Forms and Job Outcomes  

ERIC Educational Resources Information Center

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

Wasti, S. Arzu

2005-01-01

108

Talents maintaining strategies of private enterprises based on organizational commitment  

Microsoft Academic Search

Since the 1960s, organizational commitment has been one of the most important fields in Organizational Behavior; especially in recent 20 years, organizational commitment attracted great interest of Human Resources Management researchers, and a lot of valuable literatures were produced. But there was still not enough research on the organizational commitment of China private enterprises. This article describes the relevant theory

Xing Jin-ling

2010-01-01

109

Glancing Back: Recalling Organizational Commitment in a Growing Organization  

Microsoft Academic Search

The current study adopts an innovative approach to the study of time and organizational commitment, examines commitment as a process that unfolds and changes over time, and illuminates how different components of organizational commitment operate both similarly and distinctly. Past research has found that, in a downsizing organization, employees will recall having experienced greater organizational commitment in the past than

Todd L. Pittinsky; Margaret J. Shih

2005-01-01

110

Relationship among organizational support, organizational commitment and organizational citizenship behavior of university faculty members  

Microsoft Academic Search

The concepts of organizational support (OS), organizational commitment (OC) and organizational citizenship behavior (OCB) have aroused great interests among scholars since they were introduced. However, most of the research on them is either based on western culture or taking company employees as the research object. There have been insufficient studies on university faculty members. Study on organizational citizenship behavior of

Wang Dan; Zhang Dan-dan

2010-01-01

111

Sexual satisfaction in committed relationships  

Microsoft Academic Search

This article provides an overview of the recent interdisciplinary research on the connection between sexual satisfaction and\\u000a overall relationship happiness for couples. The authors discuss the literature on same- and opposite-sex couples and, cognizant\\u000a of gender, race, and class differences, state a case for how specific aspects of sexuality, such as frequency of sex, emotion,\\u000a and orgasm, affect individual and

Pepper Schwartz; Linda Young

2009-01-01

112

Antecedents and Outcomes of Organizational Commitment.  

National Technical Information Service (NTIS)

This study examines the antecedents and outcomes of organizational commitment within a cross-validational framework. The study was carried out among 382 hospital employees and 119 R/D scientists and engineers. It was found that major influences on commitm...

R. M. Steers

1976-01-01

113

Organizational Justice and Commitment in Interscholastic Sports  

ERIC Educational Resources Information Center

The purpose of this study was to determine the effect of three organizational justice dimensions on the commitment of high school student athletes (N = 480) to continue playing a referent sport. The athletes were asked to complete an instrument designed to assess their perceived levels of justice displayed by their coaches in three justice…

Whisenant, Warren

2005-01-01

114

SERVANT LEADERSHIP MEASURES AND ORGANIZATIONAL COMMITMENT  

Microsoft Academic Search

The aim of this research is to examine different measures of servant leadership in literature and advance both the theoretical conceptualization and empirical validation of these in public leadership. Conceptually it extends the understanding of servant leadership measures as reflective constructs, incorporating authenticity, courage, standing back, and forgiveness. Empirically, it tests the relationship of these measures with organizational commitment of

Zahrah Tariq; Abdul Raufu Ambali

2013-01-01

115

Influencing Organizational Commitment through Office Redesign  

ERIC Educational Resources Information Center

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

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

2012-01-01

116

Physical Education Teachers' Organizational Commitment  

ERIC Educational Resources Information Center

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

Demir, Hayri

2013-01-01

117

Factors Affecting the Organizational Commitment of Military Physicians.  

National Technical Information Service (NTIS)

This study examines the 1978 DOD Survey of Officers and Enlisted Personnel for the determinants of organizational commitment for military physicians. The physicians studied were not in the initial period of obligation. Organizational commitment is measure...

J. T. Menifee

1984-01-01

118

Organizational handling of careers influences managers' organizational commitment  

Microsoft Academic Search

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

Mary Bambacas

2010-01-01

119

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

Microsoft Academic Search

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

Noor Hasrul; Nizan Mohammd Noor

120

Antecedents and consequences of organizational commitment to accounting organizations  

Microsoft Academic Search

This paper evaluates the utility of a multidimensional conceptualization of organizational commitment in the public accounting environment. Also examines a wide range of antecedent variables for each of the three dimensions of organizational commitment, as well as the consequence of intention to leave the public accounting organization. Results suggest that organizational commitment in the public accounting environment can be conceptualized

Lynn Stallworth

2004-01-01

121

Assessing Organizational Commitment: An Employee's Global Attitude toward the Organization  

Microsoft Academic Search

In response to numerous calls for a clarification of conceptual and methodological issues related to organizational commitment, the authors propose using advances in the conceptualization of attitudes. In applying this approach, we asked employees to complete semantic differential scales measuring organizational commitment as a global attitude toward the organization and to complete the Organizational Commitment Questionnaire (OCQ). With a sample

Harriette S. McCaul; Verlin B. Hinsz; Kevin D. McCaul

1995-01-01

122

Perceived Role and Task Characteristic Influences on Satisfaction, Commitment, and Turnover Decision-Making in Three Health Care Occupations.  

National Technical Information Service (NTIS)

The present study examined the differential effects of a combination of individual, role, and perceived task characteristic measures on satisfaction, organizational commitment, and turnover decision-making. Survey data obtained from 739 health service adm...

M. C. Butler L. A. Johnson P. T. Bruder

1982-01-01

123

Antecedents and Consequences of Teacher Organizational and Professional Commitment.  

ERIC Educational Resources Information Center

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…

Somech, Anit; Bogler, Ronit

2002-01-01

124

Job Stress and Organizational Commitment among Mentoring Coordinators  

ERIC Educational Resources Information Center

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

Michael, Orly; Court, Deborah; Petal, Pnina

2009-01-01

125

Organizational culture associated with provider satisfaction  

PubMed Central

Objectives Assess 1) provider satisfaction with specific elements of PCMH; 2) clinic organizational cultures; 3) associations between provider satisfaction and clinic culture. Methods Cross sectional study with surveys conducted in 2011 with providers and staff in 10 primary care clinics implementing their version of a PCMH: Care by Design™. Measures included the Organizational Culture Assessment Instrument (OCAI) and the American Medical Group Association provider satisfaction survey. Results Providers were most satisfied with quality of care (M=4.14; scale=1–5) and interactions with patients (M=4.12) and least satisfied with time spent working (M=3.47), paper work (M =3.45) and compensation (M=3.35). Culture profiles differed across clinics with family/clan and hierarchical the most common. Significant correlations (p ? 0.05) between provider satisfaction and clinic culture archetypes included: family/clan negatively correlated with administrative work; entrepreneurial positively correlated with the Time Spent Working dimension; market/rational positively correlated with how practices were facing economic and strategic challenges; and hierarchical negatively correlated with Relationships with Staff and Resource dimensions. Discussion Provider satisfaction is an important metric for assessing experiences with features of a PCMH model. Conclusions Identification of clinic-specific culture archetypes and archetype associations with provider satisfaction can help inform practice redesign. Attention to effective methods for changing organizational culture is recommended.

Scammon, Debra L.; Tabler, Jennifer; Brunisholz, Kimberly; Gren, Lisa H.; Kim, Jaewhan; Tomoaia-Cotisel, Andrada; Day, Julie; Farrell, Timothy W.; Waitzman, Norman J.; Magill, Michael K.

2014-01-01

126

A multilevel model of affect and organizational commitment  

Microsoft Academic Search

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.

Yan Li; David Ahlstrom; Neal M. Ashkanasy

2010-01-01

127

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

ERIC Educational Resources Information Center

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

Schroder, Ralph

2008-01-01

128

Staff Conflict, Organizational Bureaucracy, and Teacher Satisfaction.  

ERIC Educational Resources Information Center

This study was to isolate factors in conflict which teachers experience in their work and to determine their relationship to organizational bureaucracy, satisfaction, and central life interests. A stratified random sampling was used for the main position of the study. The school districts were stratified into five groups on the basis of the number…

Gerhardt, Ed.; Miskel, Cecil

129

Sex Differences in the Continuance Component of Organizational Commitment  

Microsoft Academic Search

A total of 192 male and 347 female human resource professionals completed Allen and Meyer's Continuance Commitment Scale, assessing one of three components of organizational commitment. Women reported higher levels of continuance commitment than men. The sex differences in continuance commitment can be regarded as small to moderate following Cohen's rules of thumb regarding effect sizes. Regression analysis confirmed the

Judy C. Wahn

1998-01-01

130

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

PubMed

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

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

2013-06-01

131

The relationship between career growth and organizational commitment  

Microsoft Academic Search

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 model. Survey data, collected from 961 employees in 10 cities in the People's Republic of China, showed that

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

2010-01-01

132

Using Job Involvement and Organizational Commitment Interactively to Predict Turnover  

Microsoft Academic Search

Recently Blau and Boal (1987) have proposed a conceptual model describing how an interaction of job involvement and organizational commitment can be usefulfor predicting employee turnover and absenteeism. This study partially tested their conceptual model. The study sample consisted of 129field office employees from an insurance company. The results showed that an interaction ofjob involvement and organizational commitment accounted for

Gary Blau; Kimberly Boal

1989-01-01

133

The Relationship between Perceptions of Corporate Citizenship and Organizational Commitment  

Microsoft Academic Search

The results of a survey of business professionals verified a relationship between perceptions of corporate citizenship and organizational commitment. More important, the results demonstrated that the relationship between corporate citizenship and organizational commitment was stronger among employees who believe highly in the importance of the social responsibility of businesses. The results also indicated that the ethical measure of corporate citizenship

Dane K. Peterson

2004-01-01

134

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

Microsoft Academic Search

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

A. Newman; A. Z. Sheikh

2011-01-01

135

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

Microsoft Academic Search

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

A. Newman; A. Z. Sheikh

2012-01-01

136

Work--family conflict, perceived organizational support, and organizational commitment among employed mothers  

Microsoft Academic Search

This study investigated the impact of work interfering with family (WIF) and family interfering with work (FIW) on women's organizational commitment and examined both the direct and moderating effects of their perceived organizational support. Participants were 143 professional employed mothers with at least 1 preschool-age child. The study found that WIF was positively related to continuance organizational commitment but unrelated

Wendy J. Casper; Jennifer A. Martin; Louis C. Buffardi; Carol J. Erdwins

2002-01-01

137

Nurses' perception of ethical climate and organizational commitment.  

PubMed

The high turnover of nurses has become a universal issue. The manner in which nurses view their organization's ethical climate has direct bearing on their organizational commitment. The aim of this study was to determine the correlation between nurses' perception of ethical climate and organizational commitment in teaching hospitals in the southeastern region of Iran. A descriptive analytical design was used in this study. The sample consisted of 275 nurses working in four teaching hospitals in the southeastern region of Iran. The instruments used in this study included a demographic questionnaire, Ethical Climate Questionnaire, and Organizational Commitment Questionnaire. Data analysis was carried out using Pearson's correlation, t-test, and descriptive statistic through Statistical Package for Social Science, version 16. The result of this research indicated a positive correlation among professionalism, caring, rules, independence climate, and organizational commitment. Therefore, findings of this study are a guideline for researchers and managers alike who endeavor to improve organizational commitment. PMID:24019306

Borhani, Fariba; Jalali, Tayebe; Abbaszadeh, Abbas; Haghdoost, Aliakbar

2014-05-01

138

Intra-organizational network resources : How they relate to career success and organizational commitment  

Microsoft Academic Search

Purpose – The purpose of this paper is to investigate the relationship of intra-organizational network resources with career success and organizational commitment. Design\\/methodology\\/approach – The study utilized survey data from 316 British individuals who composed a highly heterogeneous sample in terms of both organizational roles and employment settings. Findings – The study finds that total intra-organizational network resources were related

Nikos Bozionelos

2008-01-01

139

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

PubMed

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

Dávila, Ma Celeste; Jiménez García, Gemma

2012-03-01

140

An empirical analysis on the relation between learning organization and organizational commitment  

Microsoft Academic Search

This study basically aims to determine the relationship between learning organization and organizational commitment, and to determine whether “emotional commitment”, “normative commitment” and “continuation commitment” which are subordinate elements of organizational commitment have effects on learning organization and subordinate elements of learning organization. Secondary aim is to contribute to the management literature by determining which dimension of organizational commitment is

Metin Atak; Ramazan Erturgut

2010-01-01

141

A Process Model of Organizational Commitment and Job Involvement.  

National Technical Information Service (NTIS)

An integrative model which included antecedent and outcome variables was developed for the study of organizational commitment and job involvement. Antecedent variables were grouped into the four categories of personal-demographic characteristics, personal...

K. F. Donnelly S. D. Hartford

1982-01-01

142

Structural Influences on Organizational Commitment: A Research Note.  

National Technical Information Service (NTIS)

Relationships of several aspects of organization structure with organizational commitment were examined within a multiple correlation framework for 262 public sector employees. As a set, the six structural variables accounted for over 20% of the variation...

J. H. Morris R. M. Steers

1979-01-01

143

Organizational Commitment and Managerial Turnover: A Longitudinal Study.  

National Technical Information Service (NTIS)

The study investigates the relationship between organizational commitment and turnover among management trainees. The study utilized a fifteen-month longitudinal design which was carried out from the first day of each of the trainee's employment through t...

L. W. Porter W. J. Crampon F. J. Smith

1972-01-01

144

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

ERIC Educational Resources Information Center

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

Panaccio, Alexandra; Vandenberghe, Christian

2009-01-01

145

The interactive effect of collectivism and organizational rewards on affective organizational commitment  

Microsoft Academic Search

Purpose – The purpose of this paper is to develop an interactionist framework for examining how the cultural dimension of collectivism interacts with workplace attributes to influence organizational commitment. Design\\/methodology\\/approach – These issues are studied by using a longitudinal survey to examine the development of affective organizational commitment by a racially diverse set of young professionals in the USA. Findings

Ian O. Williamson; Meredith F. Burnett; Kathryn M. Bartol

2009-01-01

146

School Counselors' Career Satisfaction and Commitment: Correlates and Predictors  

ERIC Educational Resources Information Center

The purpose of this article is to investigate correlates and predictors of school counselors' career satisfaction and commitment. Regression analyses of 1,280 Florida counselors' survey responses indicated that positive predictors of career satisfaction included appropriate duties, high self-efficacy, and district and peer supervision, while…

Baggerly, Jennifer; Osborn, Debra

2006-01-01

147

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

Microsoft Academic Search

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

Caroline Aubé; Vincent Rousseau; Estelle M. Morin

2007-01-01

148

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

ERIC Educational Resources Information Center

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

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

2011-01-01

149

How gendered is organizational commitment? The case of academic faculty  

Microsoft Academic Search

Purpose – The purpose of this paper is to investigate the gendered and emotionalized nature of organizational commitment in a university context. Design\\/methodology\\/approach – The paper presents a qualitative study that utilizes a grounded theory approach. The research investigates the gendered and emotionalized nature of commitment which is often not accurately and clearly understood in the context of the modern

Ron Fisher; Maree V. Boyle; Liz Fulop

2010-01-01

150

The Dimensionality and Stability of Organizational Commitment: A Longitudinal Examination of Cook and Walls (1980) Organizational Commitment Scale (BOCS)  

Microsoft Academic Search

The dimensionality and the temporal stability of Cook and Wall's (1980) measure of organizational commitment, referred to here as the British Organizational Commitment Scale (BOCS), were examined using two-wave longitudinal data collected from a sample of 218 employees in British Rail. Alternative one-, two-, and three-factor models of the BOCS were evaluated using both the standard nine-item version of the

D Guest; R Peccei

1993-01-01

151

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

PubMed

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

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

2013-01-01

152

HRM practices and organizational commitment profiles  

Microsoft Academic Search

In this study, we examined how employee perceptions of development-oriented, stability-oriented, and reward-oriented human resource management (HRM) practices affected the likelihood of affective and continuance commitment profile membership. Our focus on profiles of combined commitment components is a departure from a literature dominated by studies of the separate forms of employee commitment. Drawing from self-determination theory (Deci and Ryan 2000)

Ian R. Gellatly; Karen H. Hunter; Luanne G. Currie; P. Gregory Irving

2009-01-01

153

Leadership, LMX, Commitment and NGO EffectivenessTransformational Leadership, Leader-Member Exchange, Organizational Commitment, Organizational Effectiveness and Programme Outcomes in Non-Governmental Organizations  

Microsoft Academic Search

This study examines whether transformational leadership influences leader–member exchange (LMX) that furthers organizational commitment. It also examines whether transformational leadership directly influences the organizational commitment. Further, the study tests whether organizational commitment enhances NGOs’ effectiveness that improves programme outcomes in terms of health, income, education and happiness of villagers. Data were collected from 312 NGOs in Jharkhand state (India). The

M. S. A. Mahalinga Shiva; Damodar Suar

2010-01-01

154

Learning organizations, internal marketing, and organizational commitment in hospitals  

PubMed Central

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

2014-01-01

155

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

Microsoft Academic Search

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 was grounded by the Theory of Independent Mindedness (TIM). The findings offered support for the value

Paul E. Madlock

2012-01-01

156

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

ERIC Educational Resources Information Center

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

Madlock, Paul E.

2012-01-01

157

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

Microsoft Academic Search

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

Aaron Cohen

2007-01-01

158

Multiple Dimensions of Organizational Identification and Commitment as Predictors of Turnover Intentions and Psychological Well-Being  

Microsoft Academic Search

Although it is recognized that identification and commitment are closely related aspects of employees' psychological attachment to the organization, there has been no analysis of the overlap between multiple dimensions of each construct. In this study, three-component models of organizational identification and commitment were investigated as predictors of turnover intentions and psychological well-being (self-esteem, satisfaction with life, and self-efficacy) among

Gregory E. Harris; James E. Cameron

2005-01-01

159

Organizational Commitment, Knowledge Management Interventions, and Learning Organization Capacity  

ERIC Educational Resources Information Center

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

Massingham, Peter; Diment, Kieren

2009-01-01

160

Workplace spirituality and organizational commitment: an integrative model  

Microsoft Academic Search

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

Christian Vandenberghe

2011-01-01

161

Organizational commitment among high school teachers of India and Iran  

Microsoft Academic Search

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

Faranak Joolideh; K. Yeshodhara

2009-01-01

162

Organizational Commitment: The Utility of an Integrative Definition  

Microsoft Academic Search

The authors report a series of 9 studies (N = 2,734) in which they evaluated the construct definition, measurement, and validation of organizational commitment (OC). An integrated examination of a wide range of antecedents of the various dimensions of OC was conducted. Results support the existence of 3 major OC dimensions (affective, continuance, and normative), with 2 subdimensions (personal sacrifice

Randall B. Dunham; Jean A. Grube; Maria B. Castañeda

1994-01-01

163

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

ERIC Educational Resources Information Center

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

McReynolds, Kevin V.

2010-01-01

164

Organizational Commitment among High School Teachers of India and Iran  

ERIC Educational Resources Information Center

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

Joolideh, Faranak; Yeshodhara, K.

2009-01-01

165

Organizational commitment, knowledge management interventions, and learning organization capacity  

Microsoft Academic Search

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

Peter Massingham; Kieren Diment

2009-01-01

166

Interactive organizational commitment and hardiness in public accountants' turnover  

Microsoft Academic Search

Purpose – The overall purpose of the study is to build upon and add to a turnover model for public accounting. This study examines two components of organizational commitment, affective and continuance, and attempts to reconcile mixed results found in prior studies. An interaction of the two components and the personality trait of hardiness are explored. Design\\/methodology\\/approach – One hundred

Daniel W. Law

2005-01-01

167

Organizational Communication and Job Satisfaction in Australian Catholic Primary Schools  

ERIC Educational Resources Information Center

Job satisfaction has been associated with a variety of behaviours relating to communication. However, very little research has been conducted in primary schools encompassing job satisfaction and a range of communication variables. This study investigated the relationships between aspects of organizational communication and facets of job…

De Nobile, John J.; McCormick, John

2008-01-01

168

Psychometric Evaluation of the Organizational Job Satisfaction Scale  

Microsoft Academic Search

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

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

1997-01-01

169

Attitudes towards organizational change : What is the role of employees’ stress and commitment?  

Microsoft Academic Search

Purpose – Occupational stress and organizational change are now widely accepted as two major issues in organizational life. The current study explores the linkage between employees’ attitudes towards organizational change and two of the most significant constructs in organizational behaviour; occupational stress and organizational commitment. Design\\/methodology\\/approach – A total of 292 participants completed ASSET, a new “Organizational Screening Tool”, which,

Maria Vakola; Ioannis Nikolaou

2005-01-01

170

Organizational Culture and Physician Satisfaction with Dimensions of Group Practice  

PubMed Central

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

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

2007-01-01

171

Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction  

PubMed Central

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.

2011-01-01

172

Dimensionality of organizational commitment in volunteer workers: Chamber of commerce board members and role fulfillment  

Microsoft Academic Search

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

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

2005-01-01

173

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

ERIC Educational Resources Information Center

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

Krishna, Vijay; Casey, Andrea

2008-01-01

174

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

ERIC Educational Resources Information Center

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

Aydin, Ayhan; Sarier, Yilmaz; Uysal, Sengul

2011-01-01

175

The early employment influences of sales representatives on the development of organizational commitment  

Microsoft Academic Search

Purpose – This paper aims to assess the status of the organizational commitment construct and introduce a new way of looking at organizational commitment – especially in early stages of employment, wherein the target company seems to be having problems. Design\\/methodology\\/approach – Change in organizational commitment is measured at two points in the early employment of new salespersons in order

Chu-Mei Liu

2007-01-01

176

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

Microsoft Academic Search

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

Lars-Eric Petersen; Jörg Dietz

2008-01-01

177

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

Microsoft Academic Search

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

Mahmut Demir

2011-01-01

178

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

ERIC Educational Resources Information Center

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

Joo, Baek-Kyoo

2010-01-01

179

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

ERIC Educational Resources Information Center

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

Cohen, Aaron

2006-01-01

180

Beyond the Three-Component Model of Organizational Commitment  

Microsoft Academic Search

Adding to empirically based critique in the last 15 years, this paper offers a critical conceptual analysis of the three-component model of organizational commitment in order to arrive at a unequivocal grounding of the concept in standard attitudinal theory. Using the attitude-behavior model by Eagly & Chaiken (1993), we demonstrate that the three-component model combines fundamentally different attitudinal phenomena. Instead,

O. N. Solinger; W. van Olffen; R. A. Roe

2007-01-01

181

[Satisfaction and psychological well-being as antecedents of organisational commitment].  

PubMed

Satisfaction and psychological well-being as antecedents of organisational commitment. The role of organisational commitment in public administration and its repercussions on the institution are examined in this study. It reports part of a larger research project that studies job satisfaction, life satisfaction, and psychological well-being as antecedents of organisational commitment. Data were collected from 697 public-sector employees, using questionnaires. Results showed that job satisfaction, life satisfaction, and psychological well-being were strong predictors of organisational commitment. Higher levels of job satisfaction, life satisfaction, and psychological well-being were associated with more favourable perceptions of organisational commitment. Furthermore, this study highlights the impact of dynamic work on the employee's commitment. PMID:17617976

Mañas, Miguel A; Salvador, Carmen; Boada, Joan; González, Esperanza; Agulló, Esteban

2007-08-01

182

The impact of selected organizational variables and managerial leadership on radiation therapists' organizational commitment  

Microsoft Academic Search

The purpose of this study was to examine the impact of selected organizational factors and the leadership behavior of supervisors on radiation therapists' commitment to their organizations.The population for this study consists of all full time clinical radiation therapists registered by the American Registry of Radiologic Technologists (ARRT) in the United States. A random sample of 800 radiation therapists was

Duane Akroyd; Jeff Legg; Melissa B. Jackowski; Robert D. Adams

2009-01-01

183

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

ERIC Educational Resources Information Center

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

Sezgin, Ferudun

2009-01-01

184

An Empirical Study of the Relationship between Transformational Leadership, Empowerment and Organizational Commitment  

Microsoft Academic Search

Organizational leadership literature highlights that transformational leadership has four salient features: intellectual stimulation, individualized consideration, individualized influenced attributed, and individualized influence behavior. The ability of leaders to properly implement this leadership style may have a significant impact on organizational commitment. More importantly, recent studies in this area reveal that effect of transformational leadership style on organizational commitment is indirectly affected

Azman Ismail; Hasan Al-Banna Mohamed; Ahmad Zaidi Sulaiman; Mohd Hamran Mohamad; Munirah Hanim Yusuf

2011-01-01

185

An investigation of the British organizational commitment scale : A qualitative approach to evaluating construct validity  

Microsoft Academic Search

Purpose – At a general level, this article is concerned with the mechanisms through which constructs important to organizational analysis are identified, operationalized and validated. Specifically, the purpose of this paper is to consider the construct of organizational commitment, investigating the validity of a popular tool for its measurement – the British Organizational Commitment Scale (BOCS).Design\\/methodology\\/approach – Problems in defining

Ian Ashman

2007-01-01

186

Retaining Staff Employees: The Relationship Between Human Resources Management Strategies and Organizational Commitment  

Microsoft Academic Search

Organizational behavior studies suggest that employee retention is dependent upon levels of organizational commitment. This study focused on the potential influence that human resources management (HRM) strategies have on organizational commitment levels among staff employees. The study collected data on human resources practices at thirty-four public institutions of higher education. In addition, staff employees from six of these institutions completed

Jeffrey M. Buck; John L. Watson

2002-01-01

187

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

Microsoft Academic Search

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

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

2006-01-01

188

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

Microsoft Academic Search

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

Naser Shirbagi

2007-01-01

189

Examining the Moderating Role of Organizational Commitment in the Relationship between Shocks and Workplace Outcomes  

Microsoft Academic Search

Little attention has been given to the role organizational commitment plays within broader models of turnover and withdrawal behavior. Understanding and integrating organizational commitment into such models is an important step to fully appreciating the role that commitment plays in the workplace. The purpose of the current study was twofold. First, this study aimed to examine the moderating role that

Kyle Groff

2012-01-01

190

The role of organizational culture in the relationship between leadership and organizational commitment: an empirical study in a Greek organization  

Microsoft Academic Search

The aim of this paper is to explore the nature of relationships between organizational culture and leadership behaviours in affecting employees' commitment to their work organization. Building on organizational commitment literature, this study used a survey methodology. Empirical evidence was obtained from 300 employees working in a large Greek service company. The analyses indicated that the culture orientations examined served

Maria Simosi; Athena Xenikou

2010-01-01

191

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

PubMed

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

Huang, Meiju; Chen, Mei-Yen

2013-08-01

192

The impact of organizational justice on work performance : Mediating effects of organizational commitment and leader-member exchange  

Microsoft Academic Search

Purpose – The purpose of this paper is to develop and test a model that identifies the impact of organizational justice on work performance. The model examined the mediating role played by organizational commitment and leader-member exchange (LMX) in linking organizational justice and work performance. Design\\/methodology\\/approach – The data were collected from 793 completed questionnaires sampling employees from industries across

Xinyan Wang; Jianqiao Liao; Degen Xia; Tao Chang

2010-01-01

193

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

ERIC Educational Resources Information Center

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

Ucanok, Basak; Karabati, Serdar

2013-01-01

194

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

ERIC Educational Resources Information Center

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)

Buck, Jeffrey M.; Watson, John L.

2002-01-01

195

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

Microsoft Academic Search

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

Meng Xiang-ju

2010-01-01

196

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

Microsoft Academic Search

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

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

2001-01-01

197

Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction  

Microsoft Academic Search

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

Yafang Tsai

2011-01-01

198

Mentor-Protege Commitment Fit and Relationship Satisfaction in Academic Mentoring  

ERIC Educational Resources Information Center

Based on a sample of students and their faculty mentors, this study examined how the fit between mentor and protege levels of commitment is associated with both partners' relationship satisfaction. Mentoring dyads were classified into groups according to fit between partners' commitment, and relationship satisfaction was compared across groups.…

Poteat, Laura F.; Shockley, Kristen M.; Allen, Tammy D.

2009-01-01

199

Relational Maintenance, Satisfaction, and Commitment in Marriages: An Actor-Partner Analysis  

Microsoft Academic Search

We used data collected from 117 married couples to investigate the interdependent nature of spouses' perceptions of marital satisfaction and commitment and the use of maintenance behaviors. Results using dyadic analysis techniques revealed significant actor and partner effects of spouses' perceptions of satisfaction and commitment with the use of maintenance behaviors. Further, the strength of the actor and partner effects

Daniel J. Weigel; Deborah S. Ballard-Reisch

2008-01-01

200

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

ERIC Educational Resources Information Center

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

Thomas, James L.; Cunningham, Brent J.

2009-01-01

201

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

Microsoft Academic Search

The purpose of this article is to determine the relationship between transformational leadership of vocational school principals on vocational teachers’ organizational commitment. A random sample of 340 vocational teachers responded to a three-part instrument (the transformational leadership questionnaire, the organizational commitment questionnaire and a demographic section). Means, standard deviations, Pearson correlations and stepwise regression analysis were used to analyse the

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

2012-01-01

202

The power of psychological empowerment as an antecedent to organizational commitment in Indian managers  

Microsoft Academic Search

The current study attempts to measure psychological empowerment and organizational commitment in a sample of 607 managers drawn from various organizations in India, grouped together in terms of the technology they adopt. The study attempts to predict psychological empowerment (measured through Spreitzer's (1995) standard scale) through the organizational commitment variable (measured through Allen and Myer's (1990) scale). The study is

Jyotsna Bhatnagar

2005-01-01

203

Propensity to trust and organizational commitment: a study in the Indian pharmaceutical sector  

Microsoft Academic Search

Using survey data from 364 employees of four mid-sized pharmaceutical companies in India, we tested the relationship between propensity to trust and the three components of organizational commitment. Standardized measures of propensity to trust and organizational commitment were administered after creating temporal separation in data collection to control common source variance. Results supported most hypotheses. Propensity to trust was found

Ranjeet Nambudiri

2012-01-01

204

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

Microsoft Academic Search

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

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

2010-01-01

205

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

ERIC Educational Resources Information Center

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

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

2012-01-01

206

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

ERIC Educational Resources Information Center

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

Cakmak-Otluoglu, K. Ovgu

2012-01-01

207

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

ERIC Educational Resources Information Center

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

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

2009-01-01

208

The Antecedents of Organizational Commitment: The Case of Australian Casual Academics  

ERIC Educational Resources Information Center

Purpose: Despite the increasing attention of organizational commitment in the management literature, most studies predominantly focus on full-time workers in traditional work settings. This paper examined the antecedents of organizational commitment among casual academics working in the tertiary education sector in Australia.…

Joiner, Therese A.; Bakalis, Steve

2006-01-01

209

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

ERIC Educational Resources Information Center

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

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

2007-01-01

210

The antecedents of organizational commitment: the case of Australian casual academics  

Microsoft Academic Search

Purpose – Despite the increasing attention of organizational commitment in the management literature, most studies predominantly focus on full-time workers in traditional work settings. This paper examined the antecedents of organizational commitment among casual academics working in the tertiary education sector in Australia. Design\\/methodology\\/approach – A questionnaire survey was developed and distributed to casual academics working in a large Australian

Therese A. Joiner; Steve Bakalis

2006-01-01

211

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

Microsoft Academic Search

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

Alessia DAmato; Regina Herzfeldt

2008-01-01

212

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

Microsoft Academic Search

This study examined the relationship between organizational commitment and nonwork participation using a multidimensional approach. Female nursing staff of two hospitals in western Canada were surveyed and a total of 227 useable questionnaires were returned for a response rate of 47%. The affective, continuance, and normative dimensions of organizational commitment were measured. The nonwork variables included personal resource enrichment and

Aaron Cohen; Catherine Kirchmeyer

1995-01-01

213

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

Microsoft Academic Search

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

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

2011-01-01

214

Individual correlates of organizational commitment and intention to leave the organization  

Microsoft Academic Search

Purpose – The goals of the present study are three-fold. First of all, the paper aims to test the three-component model (emotional, continuance and normative components) of organizational commitment in the Lithuanian population. The second goal is to analyze the relationships among individual factors (age, gender, personality traits) and organizational commitment. Finally, the paper aims to test the hypothesis if

Lina Labatmedien?; Auks? Endriulaitien?; Loreta Gustainien?

2007-01-01

215

Relationships between teacher organizational commitment, psychological hardiness and some demographic variables in Turkish primary schools  

Microsoft Academic Search

Purpose – The purpose of this paper is to examine the relationships between teachers' organizational commitment perceptions and both their psychological hardiness and some demographic variables in a sample of Turkish primary schools. Design\\/methodology\\/approach – A total of 405 randomly selected teachers working at primary schools in Ankara participated in the study. Personal Views Survey III-R and the Organizational Commitment

Ferudun Sezgin

2009-01-01

216

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

Microsoft Academic Search

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

Dane K. Peterson

2003-01-01

217

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

Microsoft Academic Search

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

Hester Hulpia; Geert Devos; Hilde Van Keer

2009-01-01

218

The Influence of Leader Behaviors on Organizational Commitment: A Study in the Australian Public Sector  

Microsoft Academic Search

Over the past decade the area of organizational commitment has received considerable attention from both researchers and managers. Of particular interest are the links between this and other constructs such as trust, task performance, and turnover. Despite the widespread acknowledgment of the importance and value of organizational commitment, there has been limited research that has specifically addressed the relationship between

Chris Perryer; Catherine Jordan

2005-01-01

219

An integrative process model of organizational commitment for working women and men  

Microsoft Academic Search

Previous organizational commitment models may not be complete since few combined more than one theory, none looked at gender differences, and nearly all ignored the impact of a feedback mechanisms on the overall process. A new model presented here shows a three-stage organizational commitment process. The first, or preorganizational, stage consists of personal characteristics. These are modified in stage two

Leonard H. Chusmir

1988-01-01

220

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

ERIC Educational Resources Information Center

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

Devos, Geert; Tuytens, Melissa; Hulpia, Hester

2014-01-01

221

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

Microsoft Academic Search

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

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

2006-01-01

222

Employee Commitment in Times of Change: Assessing the Importance of Attitudes Toward Organizational Change  

Microsoft Academic Search

Organizations are dynamic and changing entities. Variables associated with organizational change have been shown to serve as mediators of several individual difference variable\\/work- related outcome relationships. This study examines three potential antecedents of 258 police offi- cers' attitudes toward organizational change (ATOC), and whether ATOC mediates the relationships between these antecedents and affective organizational commitment (AOC). At the time of

Steven M. Elias

2009-01-01

223

The Impact of Family Supportive Policies and Practices on Organizational Commitment to the Army  

Microsoft Academic Search

This article analyzes the effects of organizational support for families on the organizational commitment of male enlisted Army soldiers and their wives. Organizational support is measured as perceptions of the supportiveness of both formal Army level policies and informal unit leader practices towards families. Results of our path analysis indicate that perceptions of the supportiveness of both formal policies and

Chris Bourg; Mady Wechsler Segal

1999-01-01

224

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

PubMed

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

Chang, Ching Sheng; Chang, Hae Ching

2010-08-01

225

Commitment to Organizational Change: Extension of a Three-Component Model  

Microsoft Academic Search

Three studies were conducted to test the application of a three-component model of workplace commitment (J. P. Meyer & N. J. Allen, 1991; J. P. Meyer & L. Herscovitch, 2001) in the context of employee commitment to organizational change. Study 1, conducted with 224 university students, provided preliminary evidence for the validity of newly developed Affective, Continuance, and Normative Commitment

Lynne Herscovitch; John P. Meyer

2002-01-01

226

Organizational commitment, job involvement, and turnover: A substantive and methodological analysis  

Microsoft Academic Search

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

Mark A. Huselid; Nancy E. Day

1991-01-01

227

Research on the correlativity between the employees' organizational commitment and work performance in state-owned enterprises  

Microsoft Academic Search

Organizational commitment is an important problem to discuss the relation between the employees and the organization. There is a certain relation between the employees' organizational commitment and their work performance. Using the method of sampling, this paper investigated and researched the present situation of the employees' organizational commitment and their work performance in state-owned enterprises, then conducted the correlation analysis

Zhichun Yue; Xiaorui Zhang

2009-01-01

228

Research on the influence factors of employees' organizational commitment in state-owned enterprises based on AHP  

Microsoft Academic Search

Organizational commitment is a new problem in the research field of human resource management. The factors which affect the employees' organizational commitment in state-owned enterprises compose a complicated and multilevel system. This paper used the Analytic Hierarchy Process to analyses and study the influence factors of employees' organizational commitment in state-owned enterprises, defined the importance degree of all the influence

Zhichun Yue; Xiaorui Zhang

2009-01-01

229

Relationships between Organizational Commitment, Core Job Characteristics, and Organizational Citizenship Behaviors in United States Air Force Organizations.  

National Technical Information Service (NTIS)

Organizational commitment is an area of concern for Air Force leaders, so much so that commitment is a subject of interest on the annual Air Force Climate Assessment Survey. The Air Force has consistently failed to meet retention goals and designates mill...

D. L. Banks

2006-01-01

230

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

PubMed

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

Honda, Yuki; Hochi, Yasuyuki; Mizuno, Motoki

2012-01-01

231

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

PubMed

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

Seruya, Francine M; Hinojosa, Jim

2010-09-01

232

Why Does Mentoring Work? The Role of Perceived Organizational Support  

PubMed Central

The authors examined the mediating role of perceived organizational support in the relationship between mentoring support received and work attitudes. Perceived organizational support partly mediated the relationship between specific types of mentoring support and job satisfaction and affective organizational commitment. Specifically, sponsorship, exposure and visibility, and role-modeling appear to be related to job satisfaction and organizational commitment through perceived organizational support. Perceived organizational support did not appear to mediate the relationship between other specific forms of mentoring support and job satisfaction and organizational commitment.

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

2009-01-01

233

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

Microsoft Academic Search

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

Thomas C. Mawhinney

2011-01-01

234

Organizational commitment of a health profession faculty: dimensions, correlates and conditions.  

PubMed

Health professions depend on their faculties to prepare new practitioners, conduct research and provide essential services. Organizational commitment is an important aspect of faculty effectiveness and job performance, and may impact on turnover, absenteeism and interpersonal trust. A survey of organizational commitment, including faculty demographics and workplace variables, was conducted. Respondents were full- and part-time chiropractic faculty working in the United States and Canada. More than 54% of the study population (n = 609) completed and returned the instrument. A large majority of the respondents were male (68.4%) and employed full-time (81.6%). Almost half (47.5%) of the respondents were assigned to the area of patient care at their institutions. This study provides an initial assessment of organizational commitment among chiropractic faculty. Tenure in higher education, gender and age were found to be the most important predictors of organizational commitment. PMID:15203850

Marchiori, Dennis M; Henkin, Alan B

2004-06-01

235

The effects of gender and leave of absence on attributions for high performance, perceived organizational commitment, and allocation of organizational rewards  

Microsoft Academic Search

The present study examined the effects of gender and type of leave of absence on attributions for high performance, perceptions of organizational commitment, and allocation of organizational rewards. Results of the study, utilizing a predominately white student sample with a mean age of 29 years, indicated that there were no negative effects in terms of perceived organizational commitment or allocation

Tammy D. Allen; Joyce E. A. Russell; Michael C. Rush

1994-01-01

236

Validity Assessment of Compliance, Identification, and Internalization as Dimensions of Organizational Commitment  

Microsoft Academic Search

The purpose of this study was to examine the validity and reliability of an organizational commitment survey developed by O'Reilly and Chatman (1986) who conceptualized organizational commitment in terms of three distinct, measurable dimensions: (a) internalization, (b) identification, and (c) compliance. Data from 100 employees were subjected to two-factor and three-factor oblique solutions. Results of factor analyses and tests of

Charlotte D. Sutton; Allison W. Harrison

1993-01-01

237

Organizational Commitment of Information Technology Professionals: Role of Transformational Leadership and Work-Related Beliefs  

Microsoft Academic Search

Impact of transformational leadership and five work-related beliefs (work ethic, Marxist, organizational, leisure ethic, and humanistic) on affective, continuance, and normative commitment was studied using 34 manager-subordinate pairs from information technology (IT) and 44 pairs from manufacturing organizations in India. Analyses of variance show that normative and continuance commitment, transformational leadership, and three beliefs—work ethic, Marxist, and organizational—are less in

Priya Chandna; Venkat R. Krishnan

2009-01-01

238

Relationships between professional commitment, job satisfaction, and work stress in public health nurses in Taiwan.  

PubMed

The purpose of this study was to assess both direct and indirect relationships between professional commitment, job satisfaction, and work stress in public health nurses (PHNs) in Taiwan. The two major questions addressed were as follows: What were the professional commitment, job satisfaction, and work stress among PHNs? What model accurately portrays the relationships between these three independent variables? Exploration of the causal pathways among these variables revealed a fitness model. A structured, self-administered questionnaire with three scales was distributed to the subjects. A total of 258 subjects completed the questionnaire, yielding a 90% response rate. Results demonstrate a significant, direct, and positive effect of professional commitment on job satisfaction, as well as a significant inverse influence of job satisfaction on work stress. An indirect effect of professional commitment on work stress through job satisfaction was also revealed in the findings. All paths in the model were significant (P < .05). The findings of the study can help show that professional commitment plays an antecedent role to job satisfaction and work stress of nurses. This study suggests that professional commitment is an important factor related to work stress and that health care institutions should be concerned with this issue. PMID:17383604

Lu, Kuei-Yun; Chang, Liang-Chih; Wu, Hong-Lan

2007-01-01

239

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

Microsoft Academic Search

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

Aaron Cohen; Aya Veled-Hecht

2010-01-01

240

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

ERIC Educational Resources Information Center

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

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

2009-01-01

241

Does congruence between espoused and enacted organizational values predict affective commitment in Australian organizations?  

Microsoft Academic Search

This article examines the fit between employee perceptions of espoused and enacted organizational values and their relationship with affective commitment. Drawing upon a survey of 343 employees in Australian organizations, our findings demonstrate that sensitivity to the distinction between espoused and enacted organizational values provides a more comprehensive account of the values construct and a better understanding of the relationship

Andrea Howell; Andrea Kirk-Brown; Brian K. Cooper

2011-01-01

242

Does congruence between espoused and enacted organizational values predict affective commitment in Australian organizations?  

Microsoft Academic Search

This article examines the fit between employee perceptions of espoused and enacted organizational values and their relationship with affective commitment. Drawing upon a survey of 343 employees in Australian organizations, our findings demonstrate that sensitivity to the distinction between espoused and enacted organizational values provides a more comprehensive account of the values construct and a better understanding of the relationship

Andrea Howell; Andrea Kirk-Brown; Brian K. Cooper

2012-01-01

243

The effects of HRM practices and antecedents on organizational commitment among university employees  

Microsoft Academic Search

This paper examines which factors affect organizational commitment among Dutch university employees in two faculties with different academic identities (separatist versus hegemonist, Stiles, 2004). The analyses of Web survey data reveal that in the separatist faculty decentralization, compensation, training\\/development, positional tenure and career mobility have significant effects. Age, organizational tenure, level of autonomy, working hours, social involvement and personal importance

S. G. A. Smeenk; R. N. Eisinga; J. C. Teelken; J. A. C. M. Doorewaard

2006-01-01

244

A Framework for the Development of Organizational Commitment Using Action Learning  

ERIC Educational Resources Information Center

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

Krishna, Vijay; Marquardt, Michael J.

2007-01-01

245

Person-Organization (Culture) Fit and Employee Commitment under Conditions of Organizational Change: A Longitudinal Study  

ERIC Educational Resources Information Center

This longitudinal study examines how person-organization fit, operationalized as congruence between perceived and preferred organizational culture, relates to employees' affective commitment and intention to stay with an organization during the early stages of a strategic organizational change. Employees in a large energy company completed surveys…

Meyer, John P.; Hecht, Tracy D.; Gill, Harjinder; Toplonytsky, Laryssa

2010-01-01

246

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

ERIC Educational Resources Information Center

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…

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

2000-01-01

247

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

ERIC Educational Resources Information Center

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

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

2004-01-01

248

The Impact of Organizational Justice on Employees' Pay Satisfaction, Work Attitudes and Performance in Chinese Hotels  

Microsoft Academic Search

The authors have done an empirical study to investigate the relationship between pay fairness and employees' pay satisfaction in ten hotels in China. The results of data analysis indicate that employees' perception of organizational justice (distributive justice, procedural justice, interactional justice, informational justice) and managerial compliance with the labor law are important antecedents of employees' pay satisfaction (satisfaction with pay

Xiaoyi Wu; Chunben Wang

2008-01-01

249

Effects of Team and Organizational Commitment--A Longitudinal Study  

ERIC Educational Resources Information Center

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

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

2010-01-01

250

Further Assessments of Meyer and Allen's (1991) Three-Component Model of Organizational Commitment  

Microsoft Academic Search

The construct validity of J. P. Meyer and N. J. Allen's (1991) 3-component model of organizational commitment was assessed. Despite the large error components associated with some of the items from Meyer and Allen's scales, the existence of 3 facets of commitment (affective, continuance, and normative) was generally supported by a confirmatory factor analysis of data from 2,301 nurses. Moreover,

Rick D. Hackett; Peter Bycio; Peter A. Hausdorf

1994-01-01

251

Organizational Commitment and Identification: An Examination of Conceptual and Operational Convergence.  

ERIC Educational Resources Information Center

Defines and reviews the literature on organizational commitment and identification. Reports an empirical study which found that commitment and identification correlated consistently and similarly with relevant attitudinal, tenure, and demographic variables. Concludes that communication scholars are advised to refer to identification as a process…

Sass, James S.; Canary, Daniel J.

1991-01-01

252

Employee Commitment and Organizational Citizenship Behaviors in the Hotel Industry: Do Foci Matter?  

Microsoft Academic Search

In this article the authors examine the relationship between employee commitment and organizational citizenship behaviors. Their main objective is to examine the relationship between commitment to the organization, the supervisor, and colleagues, and citizenship behavior directed toward the organization (civic virtue and sportsmanship) and individuals (helping). The authors present the results of a study conducted in 10 hotels located in

Veronique Dagenais-Cooper; Pascal Paillé

2012-01-01

253

Role stressors and organizational commitment: public sector employment in St Lucia  

Microsoft Academic Search

Purpose – The purpose of this paper is to investigate the relationships among role conflict, role ambiguity, the three dimensions of organizational commitment, and turnover intentions. In addition, the paper tests the moderating effect of perceived alternatives in the relationship between continuance commitment and turnover intentions. Design\\/methodology\\/approach – The research was a cross-sectional study of employees in the public sector

Helena M. Addae; K. Praveen Parboteeah; Nickler Velinor

2008-01-01

254

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

ERIC Educational Resources Information Center

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

Koys, Daniel J.

1988-01-01

255

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

ERIC Educational Resources Information Center

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

Ozgan, Habib

2011-01-01

256

Invited reaction: The relationship between training and organizational commitment—A study in the health care field  

Microsoft Academic Search

This issue's feature article by Bartlett examines an important and interesting question, that is, whether organizational practices have an impact on employee commitment. The study contributes to the human resource development (HRD) literature by adding to the evidence that organizational practices do indeed affect employee commitment. Particularly strong was the relationship observed between perceived access to training and affective organizational

Howard J. Klein

2001-01-01

257

Side-bet theory and the three-component model of organizational commitment  

Microsoft Academic Search

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) turnover intention. The findings provided strong support for Becker’s theory. All seven side-bet categories

Deborah M Powell; John P Meyer

2004-01-01

258

Strengthening organizational commitment. Understanding the concept as a basis for creating effective workforce retention strategies.  

PubMed

One of the most significant challenges facing any health care leader today is that of building commitment among followers. The last decade, with its tumultuous changes in our organizations, left many employees emotionally detached from their workplace. Mistrust, increasing cynicism, escalating financial pressures, and continuing challenges adversely impact our workforce's organizational commitment. The author explores the concept of commitment, which can serve as a basis for developing practical effective retention strategies. PMID:15192998

Manion, Jo

2004-01-01

259

Exploring Antecedents of Five Types of Organizational Commitment Among Correctional StaffIt Matters What You Measure  

Microsoft Academic Search

Correctional staff are the backbone of any correctional organization, and building organizational commitment among employees is critical for an effective organization. Although there is a small but growing body of literature on the antecedents and consequences of organizational commitment, there has been little discussion on the various types and levels of commitment and whether results differ depending on the form

Eric G. Lambert; Nancy L. Hogan; Shanhe Jiang

2008-01-01

260

The Impact of Family and Career Planning Variables on the Organizational, Career, and Community Commitment of Professional Women.  

ERIC Educational Resources Information Center

Evaluated independence of organizational, career, and community commitment among 118 married professional women and examined influence of extra-work variables on the three commitment types. Findings suggest that organizational, career, and community commitment are independent variables; and that extra-work factors strongly influence career…

Steffy, Brian D.; Jones, Jack W.

1988-01-01

261

Beyond the Three-Component Model of Organizational Commitment  

Microsoft Academic Search

This article offers a conceptual critique of the three-component model (TCM) of organizational com- mitment (Allen & Meyer, 1990) and proposes a reconceptualization based on standard attitude theory. The authors use the attitude-behavior model by Eagly and Chaiken (1993) to demonstrate that the TCM combines fundamentally different attitudinal phenomena. They argue that general organizational com- mitment can best be understood

Omar N. Solinger; Woody van Olffen

2008-01-01

262

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

ERIC Educational Resources Information Center

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

Nordin, Norshidah

2012-01-01

263

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

ERIC Educational Resources Information Center

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

Bartlett, Kenneth; Kang, Dae-seok

2004-01-01

264

Organizational commitment in MNC subsidiary top managers: antecedents and consequences  

Microsoft Academic Search

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

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

2012-01-01

265

Organizational commitment in MNC subsidiary top managers: antecedents and consequences  

Microsoft Academic Search

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

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

2011-01-01

266

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

PubMed Central

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

2013-01-01

267

Voluntary Retirement and Organizational Turnover Intentions: The Differential Associations with Work and Non-Work Commitment Constructs  

Microsoft Academic Search

The relationships of voluntary retirement and organizational turnover intentions to various commitment constructs in work\\u000a and non-work settings were examined using a sample of 345 employees near retirement age (mean age = 53.71). The results demonstrated\\u000a that work centrality and commitment to leisure activities were unique predictors of retirement intentions, while affective\\u000a organizational commitment predicted turnover intentions but not retirement. Occupational commitment

Joseph A. Schmidt; Kibeom Lee

2008-01-01

268

On The Discriminant Validity of the Meyer and Allen Measure of Organizational Commitment: How Does it Fit with the Work Commitment Construct?  

Microsoft Academic Search

The purpose of this article is to examine the discriminant validity of the Meyer and Allen scales of organizational commitment and their relationships to commitment of different foci such as work involvement, job involvement, career commitment, and the Protestant work ethic. A total of 238 usable questionnaires were returned from nurses from two hospitals in western Canada. Results of confirmatory

Aaron Cohen

1996-01-01

269

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

PubMed Central

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

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

2013-01-01

270

The Impact of Punishment and Rehabilitation Views on Organizational Commitment Among Correctional Staff: A Preliminary Study  

Microsoft Academic Search

It has been long recognized that organizational commitment is an important component of effective organizations. It has, however,\\u000a received relatively little attention in the correctional literature. Furthermore, much of the research to date on correctional\\u000a orientation has focused on examining how various forces affect the punishment and rehabilitation views of correctional employees,\\u000a but ignored how these views affect employees’ organizational

Eric Lambert; Nancy Hogan; Shannon M. Barton; Shanhe Jiang; David N. Baker

2008-01-01

271

Impact of empowerment on professional practice environments and organizational commitment among nurses: a structural equation approach.  

PubMed

A higher turnover rate was identified in Chinese staff nurses and it was highly correlated with lower commitment. Empowering work environments that support professional practice have been positively related to nurse outcomes. This study was to integrate structural empowerment theory with magnet hospital characteristics and provide empirical evidence on the relationships between structural empowerment, professional practice environments and organizational commitment. A cross-sectional design was used to examine the relationships in a sample of 750 full-time nurses employed in five Chinese hospitals in 2011. Structural equation modeling was used to test the proposed hypotheses. The results support the hypothesized model. Professional practice environments partially mediated the relationship between empowerment and organizational commitment. Our findings suggest that higher empowerment facilitates the professional practice environments and commitment of these nurses. PMID:23425379

Yang, Jinhua; Liu, Yanhui; Huang, Chunping; Zhu, Lefeng

2013-02-01

272

The management paradox : Self-rated employability and organizational commitment and performance  

Microsoft Academic Search

Purpose – This paper aims to investigate associations between self-rated employability (SRE) and affective organizational commitment and performance to probe the so-called management paradox, namely the idea that SRE relates to performance, but also to reduced commitment. SRE concerns the workers' perception about all available (quantitative SRE) or instead better (qualitative SRE) job opportunities on the internal (internal SRE) and\\/or

Nele De Cuyper; Hans De Witte

2011-01-01

273

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

ERIC Educational Resources Information Center

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

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

2007-01-01

274

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

ERIC Educational Resources Information Center

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

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

1975-01-01

275

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

ERIC Educational Resources Information Center

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

Pantouvakis, Angelos; Bouranta, Nancy

2013-01-01

276

Perceived Organizational Support and Job Satisfaction on Employee Performance in Chinese SOE settings  

Microsoft Academic Search

The study was to investigate the generalizability of perceived organizational support and job satisfaction as positive correlations of employee performance in China. In a study conducted, 130 matched cases of 130 employees and their 34 immediate supervisors from two large-scale state-owned enterprises were selected as participants. Standardized psychological scales measuring POS, job satisfaction, four facets of OCB were administered. Data

Ren-Tao Miao

2010-01-01

277

Chinese Employee's Turnover Intentions in Relation to Organizational Identification, Work Values, Job Satisfactions in Service Industry  

Microsoft Academic Search

This study investigated relationships between Chinese employee's turnover intentions and organizational identification (OI), work values and job satisfactions in a sample of 330 from 25 firms in service industry. All of subjects are distributed from service industries. The service firms include professional service firms and traditional service firms. The study aims to discuss mediating effect of job satisfaction, and moderating

Xueyan Wei; Long Hai

2007-01-01

278

Effects of disposition on hospitality employee job satisfaction and commitment  

Microsoft Academic Search

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

Paula Silva

2006-01-01

279

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

Microsoft Academic Search

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

Ren-Tao Miao

2010-01-01

280

Organizational climate, relative psychological climate and job satisfaction : The example of supportive leadership climate  

Microsoft Academic Search

Purpose – Organizational climate has been shown to predict job satisfaction and other employee attitudes. Using the concept of organizational climate, strength has shown mixed success. However, diversity in psychological climate at the individual level has not been explored. The paper aims to introduce a new individual-level concept: relative psychological climate paper. Design\\/methodology\\/approach – Using the example of supportive leadership

Birgit Schyns; Stephen Wood

2009-01-01

281

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

Microsoft Academic Search

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

Sherny E. Sullivan; Rabi S. Bhagat

1992-01-01

282

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

ERIC Educational Resources Information Center

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

Mawhinney, Thomas C.

2011-01-01

283

Practice assistants in primary care in Germany - associations with organizational attributes on job satisfaction  

PubMed Central

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.

2013-01-01

284

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

ERIC Educational Resources Information Center

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

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

2006-01-01

285

Organizational Career Growth, Affective Occupational Commitment and Turnover Intentions  

ERIC Educational Resources Information Center

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

Weng, Qingxiong; McElroy, James C.

2012-01-01

286

Relationship between employees’ beliefs regarding training benefits and employees’ organizational commitment in a petroleum company in the State of Qatar  

Microsoft Academic Search

The study examined the relationship between the beliefs of senior staff Qatari national employees regarding training benefits as measured by the benefits of employee training, and employees’ organizational commitment as measured by the three-component model of organizational commitment. This relationship was assessed through a quantitative associational research design. From the study site, Qatar Petroleum, a total of 283 responses were

Mohammed Asad Shareef Al-Emadi; Michael J. Marquardt

2007-01-01

287

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

ERIC Educational Resources Information Center

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

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

2011-01-01

288

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

ERIC Educational Resources Information Center

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

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

2007-01-01

289

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

Microsoft Academic Search

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

Aaron Cohen; Ying Liu

2011-01-01

290

Causal inferences between participation in decision making, task attributes, work effort, rewards, job satisfaction and commitment  

Microsoft Academic Search

Purpose – Regulatory frameworks in Australia encourage employee participation in decision making (PDM) on the basis that participation benefits work effort, job satisfaction and commitment. Although the literature supports this premise, there is little evidence that patterns of causal inference in the relationship are clearly understood. This study aims to examine for structural and causal inference between PDM and the

Brenda Scott-Ladd; Anthony Travaglione; Verena Marshall

2006-01-01

291

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

ERIC Educational Resources Information Center

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

Luton, Bill

2010-01-01

292

The “new career” and organizational commitment : Do boundaryless and protean attitudes make a difference?  

Microsoft Academic Search

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

Jon P. Briscoe; Lisa M. Finkelstein

2009-01-01

293

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

ERIC Educational Resources Information Center

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

Cerit, Yusuf

2010-01-01

294

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

ERIC Educational Resources Information Center

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

Sezgin, Ferudun

2009-01-01

295

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

ERIC Educational Resources Information Center

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

Briscoe, Jon P.; Finkelstein, Lisa M.

2009-01-01

296

Predicting Conflict Management Based on Organizational Commitment and Selected Demographic Variables  

ERIC Educational Resources Information Center

The purpose of this study is to investigate the relationship between different levels of organizational commitment (compliance, identification, internalization) of teachers and their different conflict management strategies (compromising, problem solving, forcing, yielding, avoiding). Based on a questionnaire survey of 418 teachers, this study…

Balay, Refik

2007-01-01

297

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

Microsoft Academic Search

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

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

1996-01-01

298

Psychometric Evaluation of Measures of Organizational Commitment and Intention to Quit Among Pharmaceutical Scientists  

Microsoft Academic Search

This study utilized different statistical techniques to evaluate the reliability (internal consistency) and the discriminant validity of the most widely used measures of organizational commitment and intention to quit (the employing organization). Data were obtained from a national mail survey of members of the American Association of Pharmaceutical Scientists (AAPS) working in the pharmaceutical industry. Both instruments had high Cronbach

Sheldon Xiaodong Kong; Albert I. Wertheimer; Joaquima Serradell; William F. McGhan

1994-01-01

299

Loyalty, Value Congruency,and Affective Organizational Commitment: An Empirical Study  

Microsoft Academic Search

This paper reports findings of a study designed to test a hypothesized relationship between generalized values of loyalty and duty; individual and organization value congruency; and organizational commitment offered by Yoash Wiener. He argued that, “a fullerexplanation of individual behavior in an organization requires a consideration of effect of generalized values of loyalty and duty.” These generalized values are considered

Isaiah O. Ugboro

1993-01-01

300

Participative decision making and organizational commitment : Comparing Nigerian and American employees  

Microsoft Academic Search

Purpose – The purpose of this paper is to examine the relationship between participation in decision making (PDM) and the organizational commitment of Nigerian and American employees working in the public sector environment. A focal concern of this study is the extent to which cultural differences or similarities between Nigeria and the USA impact this relationship. Design\\/methodology\\/approach – The study

Joyce Elele; Dail Fields

2010-01-01

301

Faculty Commitment and Engagement in Organizational Reform. ASHE Annual Meeting Paper.  

ERIC Educational Resources Information Center

A quantitative research design was employed to investigate how faculty members become engaged and remain committed to organizational reform. Data collection included interviews with 17 faculty members at California State University in Monterey Bay during the academic year 1995-96, as well as several site visits. This new university was part of a…

Gonzalez, Kenneth P.; Padilla, Raymond V.

302

The relationship between leadership styles and organizational commitment in Malaysia: role of leader–member exchange  

Microsoft Academic Search

Building upon the ‘social exchange theory’ notion, this study hypothesized the moderating impact of leader–member exchange (LMX) on the relationship between two leadership styles and organizational commitment of employees. One hundred and fifty-six Malaysian executives voluntarily participated in this study. Though the hypotheses for direct effects received low to moderate support for transformational leadership styles, the moderating hypothesis received substantial

May-Chiun Lo; T. Ramayah; Hii Wei Min; Peter Songan

2010-01-01

303

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

ERIC Educational Resources Information Center

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

Thomas, John Charles

2008-01-01

304

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

ERIC Educational Resources Information Center

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

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

2009-01-01

305

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

ERIC Educational Resources Information Center

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

Balay, Refik

2012-01-01

306

Work-family climate, organizational commitment, and turnover: Multilevel contagion effects of leaders.  

PubMed

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

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

2009-01-01

307

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

PubMed

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

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

2013-10-01

308

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

PubMed Central

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

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

2013-01-01

309

Psychological contract breaches, organizational commitment, and innovation-related behaviors: a latent growth modeling approach.  

PubMed

This study examined the relationships among psychological contract breaches, organizational commitment, and innovation-related behaviors (generating, spreading, implementing innovative ideas at work) over a 6-month period. Results indicate that the effects of psychological contract breaches on employees are not static. Specifically, perceptions of psychological contract breaches strengthened over time and were associated with decreased levels of affective commitment over time. Further, increased perceptions of psychological contract breaches were associated with decreases in innovation-related behaviors. We also found evidence that organizational commitment mediates the relationship between psychological contract breaches and innovation-related behaviors. These results highlight the importance of examining the nomological network of psychological contract breaches from a change perspective. PMID:20604593

Ng, Thomas W H; Feldman, Daniel C; Lam, Simon S K

2010-07-01

310

The effects of emotionally intelligent leadership behaviour on emergency staff nurses' workplace empowerment and organizational commitment.  

PubMed

The purpose of this study was to test a model exploring the relationships among emotionally intelligent leadership behaviour, workplace empowerment and commitment. A predictive, non-experimental design was used to test the model in a random sample of 300 emergency staff nurses working in Ontario. A path analysis supported the fully mediated hypothesized model (chi(2)=2.3, df=1, p > .05; CFI=.99, IFI=.99, RMSEA=.08). Perceived emotionally intelligent leadership behaviour had a strong direct effect on structural empowerment (beta=.54), which in turn had a strong direct effect on organizational commitment (beta=.61). PMID:19289914

Young-Ritchie, Carol; Spence Laschinger, Heather K; Wong, Carol

2009-01-01

311

Correlates of Job Stress and Job Satisfaction for Minority Professionals in Organizations: An Examination of Personal and Organizational Factors  

ERIC Educational Resources Information Center

Relationships among organizational factors, personal difference variables, and job satisfaction and stress is reviewed. The relationships of job satisfaction and job stress to organizational factors are examined for a sample of minority professional personnel. These relationships are studied using the personal variables of race, type-A…

Ford, David L., Jr.; Bagot, Diane S.

1978-01-01

312

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

PubMed

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

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

2013-01-01

313

A Path Analytic Model of Human Capital and Organizational Job Characteristics on Female Job Satisfaction  

Microsoft Academic Search

This study attempts to integrate human capital theory (predominantly an economic theory) with the traditional organizational job characteristics found in the behavioral job satisfaction literature. Four human capital variables-formal education, marital status, length of service, and alternative job information-are posited to have direct influence on seven organizational job characteristics-pay, co-worker integration, promo-tional opportunities, job communications, equitable treatment, routiniza-tion, and centralization.

Thomas N. Martin

1981-01-01

314

Effects of job satisfaction, affective commitment and job involvement on job skill ratings  

Microsoft Academic Search

In this study, we surveyed 272 post-holders from four different occupations, namely, public servants in charge of HR administration,\\u000a software engineers, web editors, and newspaper advertisement salesperson. We found that the three job attitude variables of\\u000a job satisfaction, affective commitment and job involvement all have significant effects upon job skill importance ratings\\u000a and skill level ratings after controlling for occupational

Wendong Li; Kan Shi; Dan He; Jinying Zhuang; Jianchun Liang; Jianping Xu

2008-01-01

315

[The relationships among occupational and organizational commitment, human relations in the workplace, and well-being in nurses].  

PubMed

This study examined the relationship among human relations in the workplace, job involvement, affective commitment and continuance commitment with occupational and organizational commitment, and well-being. Questionnaires were completed by 855 female nurses who worked in four public hospitals (mean age = 32.6 years). The results of factor analysis showed that each component of the vocational constructs was distinguishable from the others. Path analysis showed that human relations in the workplace directly influenced job involvement and affective commitment both to the occupation and to the organization. Job involvement in turn directly influenced affective commitment and continuance commitment to the occupation. Job involvement also influenced affective commitment to the organization directly, and indirectly through affective commitment to the occupation. Finally, it was found that human relations in the workplace and affective commitment to the occupation positively influenced well-being; continuance commitment to the occupation was a negative influence. Theoretical and practical implications are discussed. PMID:24505973

Sawada, Tadayuki

2013-12-01

316

Organizational Effects on Patient Satisfaction in Hospital Medical-Surgical Units  

PubMed Central

Objective The purpose of this study was to examine the relationships between hospital context, nursing unit structure, and patient characteristics and patients’ satisfaction with nursing care in hospitals. Background Although patient satisfaction has been widely researched, our understanding of the relationship between hospital context and nursing unit structure and their impact on patient satisfaction is limited. Methods The data source for this study was the Outcomes Research in Nursing Administration Project, a multi-site organizational study to investigate relationships among nurse staffing, organizational context and structure and patient outcomes. The sample for this study was 2720 patients and 3718 RNs in 286 medical-surgical units in 146 hospitals. Results Greater availability of nursing unit support services and higher levels of work engagement were associated with higher levels of patient satisfaction. Older age, better health status and better symptom management were also associated with higher levels of patient satisfaction. Conclusions Organizational factors in hospitals and nursing units, particularly support services on the nursing unit and mechanisms that foster nurses’ work engagement and effective symptom management, are important influences on patient satisfaction.

Bacon, Cynthia Thornton; Mark, Barbara

2010-01-01

317

Testing the relationship between three-component organizational\\/occupational commitment and organizational\\/occupational turnover intention using a non-recursive model  

Microsoft Academic Search

This study explored the relationship between three-component organizational\\/occupational commitment and organizational\\/occupational turnover intention, and the reciprocal relationship between organizational and occupational turnover intention with a non-recursive model in collectivist cultural settings. We selected 177 nursing staffs out of 30 hospitals in Taiwan as our sample, and structural equation modelling analysis was conducted to test our hypotheses. The results showed that

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

2007-01-01

318

Linking perceptions of training with organizational commitment: The moderating role of self-construals  

Microsoft Academic Search

Training is considered an important HR practice relevant to employee work-related attitudes. In this study, we systematically investigated the connections between employees' perceptions of training—in terms of perceived training-related benefits, perceived supervisor support for training, and perceived access to training—and their three types of organizational commitment—continuance, affective, and normative. In addition, we further explored how employee self-construal—individual, relational, and collective

Huadong Yang; Karin Sanders; Carolina Perey Bumatay

2011-01-01

319

Linking perceptions of training with organizational commitment: The moderating role of self-construals  

Microsoft Academic Search

Training is considered an important HR practice relevant to employee work-related attitudes. In this study, we systematically investigated the connections between employees' perceptions of training—in terms of perceived training-related benefits, perceived supervisor support for training, and perceived access to training—and their three types of organizational commitment—continuance, affective, and normative. In addition, we further explored how employee self-construal—individual, relational, and collective

Huadong Yang; Karin Sanders; Carolina Perey Bumatay

2012-01-01

320

The validity of the three-component model of organizational commitment in a Chinese context  

Microsoft Academic Search

This study examined the construct validity of Meyer and Allen’s (1991) three-component model of organizational commitment in a Chinese context and compared levels of OC between the Chinese sample and previously published data from Canada and South Korea. In a study of 226 Chinese employees in six foreign-invested companies, a five-factor oblique model, which included both substantive and method factors,

Yuqiu Cheng; Margaret S Stockdale

2003-01-01

321

Factors Relating to Organizational Commitment of Older Male Employees in Japan  

Microsoft Academic Search

Recently, an increasing number of employers have provided employment opportunities for older adults. Yet, few studies pay\\u000a attention to older employees’ perceptions of their employment. Using a Japanese national sample of 995 male employees aged\\u000a 55 to 64, this study examined whether the existing research on organizational commitment applies to older employees, whether\\u000a measures that are unique to older employees

Yoshiko Yamada; Hidehiro Sugisawa; Yoko Sugihara; Hiroshi Shibata

2005-01-01

322

Impact of marketing work-place diversity on employee job involvement and organizational commitment.  

PubMed

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 employees. They also surveyed U.S. workers about diversity issues at work; the problem-solving diversity argument was related to higher employee job involvement and organizational commitment, even though the respondents ranked the resource-acquisition argument as the most acceptable. The authors also found that many organizational-justice issues still need to be resolved, even in those organizations with diversity-management programs. PMID:10902377

Kirby, S L; Richard, O C

2000-06-01

323

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

PubMed Central

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

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

2014-01-01

324

Managing the Aftermaths of Contracting in Public Transit Organizations: Employee Perception of Job Security, Organizational Commitment and Trust.  

National Technical Information Service (NTIS)

This study assesses how to manage the effects or outcomes of organizational change on job security and employee commitment in transit systems using trust-building, empowerment, employee reassurance, and job redesign strategies. The major findings are that...

I. Ugboro K. Obeng

2001-01-01

325

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

ERIC Educational Resources Information Center

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

Bowling, Nathan A.; Hammond, Gregory D.

2008-01-01

326

The Moderating Effect of Leader-member Exchange on the Job Insecurity-Organizational Commitment Relationship  

NASA Astrophysics Data System (ADS)

Job insecurity has become an important issue for society and organizations in the last decades due to uncertain economic conditions, global competition, and the advancement of information technology. As job insecurity have detrimental consequences for employees and organizations, it is vital to identify variables that could buffer against the negative effects of job insecurity. In this study, we examined the moderating effect of Leader-member exchange on the relation between job insecurity and organizational commitment. Data collected from 314 employees indicated that the negative relationship between qualitative insecurity and affective commitment was alleviated as Leader-member exchange increased. Furthermore, the positive relation between quantitative insecurity and continuance commitment decreased as Leader-member exchange increased.

Hu, Sanman; Zuo, Bin

327

The Role of Proactive Personality in Job Satisfaction and Organizational Citizenship Behavior: A Relational Perspective  

Microsoft Academic Search

Drawing from a relational approach, the authors conceptualize the quality of leader–member exchange as a mediator and procedural justice climate as a contextual moderator for understanding the role of proactive personality in job satisfaction and organizational citizenship behavior. Data from a sample of 200 Chinese employees within 54 work groups were used to examine the hypothesized models. Results show that

Ning Li; Jian Liang; J. Michael Crant

2010-01-01

328

Organizational Communication, Performance, and Job Satisfaction as a Function of Ethnicity and Sex.  

ERIC Educational Resources Information Center

Examines the effects of supervisors' and subordinates' ethnicity and sex on organizational communication, supervisory-rated performance, and job satisfaction. Identifies interactions between the sex of the supervisor and subordinate on communication and their ethnicity on supervisory-rated performance. There were limited impacts of sex and…

Penley, Larry E.; Hawkins, Brian L.

1980-01-01

329

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

Microsoft Academic Search

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

Anthony Meo; HewittAnne

2012-01-01

330

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

Microsoft Academic Search

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

Jae San Park; Tae Hyun Kim

2009-01-01

331

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

ERIC Educational Resources Information Center

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

Diffenauer, Deborah A.

2010-01-01

332

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

ERIC Educational Resources Information Center

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

Zhu, Chang; Devos, Geert; Li, Yifei

2011-01-01

333

A causal model to evaluate the relationships among supervision, role stress, organizational commitment and internal service quality  

Microsoft Academic Search

Organizational research has shown that certain supervisory behaviours contribute to an environment conducive to superior job performance. Hypothesizes that supervision and role stress influence the internal service quality of an insurance salesforce through their impact on organizational commitment as an intervening variable. To test this theory, a causal model to evaluate exogenous latent variables and endogenous latent variables was fitted

Christo Boshoff; Gerhard Mels

1995-01-01

334

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

ERIC Educational Resources Information Center

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

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

2008-01-01

335

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

Microsoft Academic Search

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

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

2008-01-01

336

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

Microsoft Academic Search

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

PeiWen Liao; FurHsing Wen; Chin-Cheh Yu

2010-01-01

337

Assessment of Meyer and Allen’s Three-Component Model of Organizational Commitment in South Korea  

Microsoft Academic Search

J. P. Meyer and N. J. Allen’s (N. J. Allen & J. P. Meyer, 1990; J. P. Meyer & N. J. Allen, 1991) 3-component model of organizational commitment was investigated with samples from 2 different organizations in South Korea. Data were collected by self-administered questionnaires and analyzed using covariance structure analysis. The results were mixed. Reliabilities of the Affective Commitment

Jong-Wook Ko; James L. Price; Charles W. Mueller

1997-01-01

338

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

ERIC Educational Resources Information Center

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

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

2011-01-01

339

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

Microsoft Academic Search

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

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

2012-01-01

340

Implications of the Organization Cultural Antecedents on Organizational CommitmentA Study in Indian Public Sector Units  

Microsoft Academic Search

The objective of this study is to find out the contribution of various cultural variables on the organizational commitment. Data were collected from the public sector units located in the eastern part of India. Analysis of data revealed strong relationship between culture of the organization and commitment of employees. The antecedents of culture were then examined in relation to the

Avinash D. Pathardikar; Sangeeta Sahu

2011-01-01

341

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

Microsoft Academic Search

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

Dave Bouckenooghe

2012-01-01

342

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

Microsoft Academic Search

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

Dave Bouckenooghe

2011-01-01

343

Knowledge sharing acts as a significant antecedent to organizational commitment in a Confucian culture: A quantitative study of employees in the Hong Kong ICT industry  

Microsoft Academic Search

Most studies in organizational commitment have been conducted in western cultures using the three-component model of Meyer and Allen (1991). Knowledge sharing has been identified as a key enabler in gaining competitiveness. It is especially important in the ICT industry where employees share information on rapidly changing technologies. Knowledge sharing and organizational commitment share similar characteristics in terms of organizational

Anthony Wong; Canon Tong; Joseph M Mula

344

An Assessment of Meyer and Allen's (1991) Three-Component Model of Organizational Commitment and Turnover Intentions  

Microsoft Academic Search

Propositions about the relationship between Meyer and Allen's (1991) model of organizational commitment and turnover intentions were tested via field research. Specifically, we assessed concurrent and longitudinal effects of affective, continuance, and normative commitment on turnover intentions. We tested main and interaction effects and also assessed the effects of two continuance commitment sub-dimensions—CC-hisac and CC-loalt—on turnover intentions. Two studies were

Stephen J. Jaros

1997-01-01

345

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

PubMed

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

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

2012-04-01

346

Workplace empowerment, work engagement and organizational commitment of new graduate nurses.  

PubMed

As a large cohort of experienced nurses approaches retirement, it is critical to examine factors that will promote the engagement and empowerment of the newer workforce, allowing them to provide high quality patient care. The authors used a predictive, non-experimental survey design to test a theoretical model in a sample of new graduate nurses. More specifically, the relationships among structural empowerment, six areas of work life (conceptualized as antecedents of work engagement), emotional exhaustion and organizational commitment were examined. As predicted, structural empowerment had a direct positive effect on the areas of work life, which in turn had a direct negative effect on emotional exhaustion. Subsequently, emotional exhaustion had a direct negative effect on commitment. Implications of these findings for nursing administrators are discussed. PMID:17039996

Cho, Julia; Laschinger, Heather K Spence; Wong, Carol

2006-09-01

347

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

PubMed

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

Cohen, Aaron; Liu, Ying

2011-08-01

348

Electronic surveillance systems in infection prevention: Organizational support, program characteristics, and user satisfaction  

PubMed Central

Background The use of electronic surveillance systems (ESSs) is gradually increasing in infection prevention and control programs. Little is known about the characteristics of hospitals that have a ESS, user satisfaction with ESSs, and organizational support for implementation of ESSs. Methods A total of 350 acute care hospitals in California were invited to participate in a Web-based survey; 207 hospitals (59%) agreed to participate. The survey included a description of infection prevention and control department staff, where and how they spent their time, a measure of organizational support for infection prevention and control, and reported experience with ESSs. Results Only 23% (44/192) of responding infection prevention and control departments had an ESS. No statistically significant difference was seen in how and where infection preventionists (IPs) who used an ESS and those who did not spend their time. The 2 significant predictors of whether an ESS was present were score on the Organizational Support Scale (odds ratio [OR], 1.10; 95% confidence interval [CI], 1.02-1.18) and hospital bed size (OR, 1.004; 95% CI, 1.00-1.007). Organizational support also was positively correlated with IP satisfaction with the ESS, as measured on the Computer Usability Scale (P = .02). Conclusion Despite evidence that such systems may improve efficiency of data collection and potentially improve patient outcomes, ESSs remain relatively uncommon in infection prevention and control programs. Based on our findings, organizational support appears to be a major predictor of the presence, use, and satisfaction with ESSs in infection prevention and control programs.

Grota, Patti G.; Stone, Patricia W.; Jordan, Sarah; Pogorzelska, Monika; Larson, Elaine

2012-01-01

349

The Study of the Relationship between Organizational Justice and Job Satisfaction on Y-Generation in Chinese IT Industry  

Microsoft Academic Search

Research on job satisfaction of employees has always been a hot spot in Human Resource Management. This study examined the relationship between three forms of organizational justice and job satisfaction on Post-'80 generation employees in Chinese IT industry. Survey data were collected from 198 IT personnel employed coming from ten IT enterprises in two cities of China via a combination

Weidan Xu

2009-01-01

350

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

Microsoft Academic Search

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

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

351

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

PubMed

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

Yang, Yi-Feng

2014-02-01

352

Teacher perceptions of school culture and their organizational commitment and well-being in a Chinese school  

Microsoft Academic Search

This study aims to analyze and validate the dimensions and specific features of a school culture in a Chinese context. A sample\\u000a of 181 teachers from a Chinese primary and secondary school in Beijing participated in a survey that measures school organizational\\u000a cultural characteristics and teacher organizational commitment and well-being as outcomes of school culture. Specific cultural\\u000a characteristics of this

Chang Zhu; Geert Devos; Yifei Li

2011-01-01

353

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

PubMed

Considering the influential nature of context, the current investigation examined whether the relationship between role overload and organizational commitment was affected by various contextual factors. Drawing on the occupational stress literature, structural empowerment and cooperative climate were examined as factors that would mitigate the negative effects of role overload on organizational commitment. In addition, national culture was examined to determine whether empowerment and cooperative climate had consistent moderating effects across cultures. The relationships among these variables were examined using hierarchical linear modeling in a sample of 6,264 employees working at a multinational organization in 337 different work locations across 18 countries. Results suggested that the negative effect of role overload on organizational commitment did not vary as a function of culture in the current sample, but empowerment and cooperative climate had a moderating influence on this relationship. Furthermore, a 3-way interaction was observed between the cultural variable of power distance, empowerment, and role overload in predicting organizational commitment, suggesting that factors that serve to mitigate the negative effects of role overload in one culture may be ineffectual in another. This 3-way interaction was observed regardless of whether Hofstede's (2001) cultural value indices were used or the cultural practice scores from the Global Leadership and Organizational Behavior Effectiveness (GLOBE) project (R. J. House, Hanges, Javidan, Dorfman, & Gupta, 2004). (PsycINFO Database Record (c) 2014 APA, all rights reserved). PMID:24512027

Fisher, David M

2014-07-01

354

Work status, gender, and organizational commitment among Korean workers: The mediating role of person-organization fit  

Microsoft Academic Search

The aim of this article is to examine the role of person-organization (P-O) fit in the relationship between work status and\\u000a organizational commitment. To this end, this article looks at whether women and workers on part-time or short-term contracts\\u000a show a lower degree of commitment to the organization than their counterparts in Korea, before and after controlling for P-O\\u000a fit.

Jee Young Seong; Doo-Seung Hong; Won-Woo Park

355

Why Does Mentoring Work? The Role of Perceived Organizational Support  

ERIC Educational Resources Information Center

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

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

2010-01-01

356

Linking Perceived External Prestige and Intentions to Leave the Organization: The Mediating Role of Job Satisfaction and Affective Commitment  

Microsoft Academic Search

The present study examines social workers' beliefs about the prestige that outsiders (e.g., patients, suppliers, competitors, and the public) attribute to their organization and the way these beliefs influence the social workers' commitment to the organization they work for, job satisfaction, and turnover intentions (i.e., intentions to leave the organization). We collected two primary data sets (N = 160 and

Abraham Carmeli; Anat Freund

2009-01-01

357

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

ERIC Educational Resources Information Center

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…

Cho, Daeyeon

2009-01-01

358

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

ERIC Educational Resources Information Center

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

Erdem, Mustafa; Ucar, Ibrahim Halil

2013-01-01

359

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

ERIC Educational Resources Information Center

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

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

2011-01-01

360

The Relationship Between Index of Social Position a nd Organizational Commitment of Taiwanese Expatriates Working in Mainland China  

Microsoft Academic Search

A study of 389 Taiwanese expatriates working in Main land China was conducted to investigate the relatio nship between Hollingshead's 2-Factor Index of Social Pos ition and organizational commitment. The methods o f data analysis used in this study consisted of explorator y factor analysis (EFA), internal consistency relia bility, and one-way analysis of variance (ANOVA) with post hoc comparis

Sheng Wen Liu; Ralph Norcio

361

Validating the dimensionality of Porter et al.'s measurement of organizational commitment in a non-Western culture setting  

Microsoft Academic Search

The present study seeks to validate the dimensionality of the measurement of organizational commitment construct as conceptualized by Porter and his colleagues, using a confirmatory factor analysis. Two independent samples drawn from the United Arab Emirates (UAE) were used in this study. The first sample consisted of 430 employees, while the second sample consisted of 567 employees. The empirical results

Darwish A. Yousef

2003-01-01

362

Applying Structural Equation Models to Study the Influence of Leadership, Total Quality Management, and the Organizational Commitment  

Microsoft Academic Search

This research investigates the implementation between leadership style, total quality management (TQM), and organizational commitment as well as strength of their manifest indicator. Based on recent literatures, this research using structural equation modeling to develop a framework. Using data collected from 376 TQM participants in high-tech industries, the empirical results indicate that strong and positive relationship between leadership style, TQM,

Wen-Hai Chih; Yu-An Lin

363

Mentoring and Organizational Citizenship Behavior: Estimating the Mediating Effects of Organization-Based Self-Esteem and Affective Commitment  

ERIC Educational Resources Information Center

This study explored how perceptions of reciprocal support in mentoring influence mentors' and proteges' intent to extend work-related help to coworkers in organizations. Our findings shed light on the role that organization-based self-esteem (OBSE) and affective organizational commitment (AOC) play as mediators in transmitting the effect of…

Ghosh, Rajashi; Reio, Thomas G., Jr.; Haynes, Ray K.

2012-01-01

364

Organizational culture: does it affect employee and organizational outcomes?  

PubMed

This study determined the type of organizational culture (bureaucratic, innovative, or supportive), and determined the relationships among organizational commitment, and behavioural outcomes (turnover, absenteeism, and productivity) in hospital foodservice departments. The sample included 423 foodservice employees from nine hospitals in eastern Canada and nine hospitals in East Tennessee. Two research instruments were used for data collection. The historical data instrument, completed by the department director, obtained data to calculate productivity, turnover, and absenteeism rates. The four-part employee instrument included the 24-item Organizational Culture Index, the 15-item Organizational Commitment Questionnaire, five questions to determine perceptions of job satisfaction, and demographic items. Multiple linear regression analysis tested relationships among variables. The predominant culture was bureaucratic (14.9 +/- 4.3 of a possible 24). Means were lower for innovative (13.2 +/- 4.3) and supportive (12.7 +/- 5.0) cultures. Supportive and innovative cultures had positive relationships with both job satisfaction and organizational commitment. Organizational culture was not related to turnover, absenteeism, or productivity. Mean productivity was 3.8 +/- 3.2 meals per labour hour, ranging from 0.8 to 15.1. Employees rated satisfaction with co-workers highest, and satisfaction with pay lowest. These findings will help hospital foodservice managers understand the relationship of culture to organizational and employee outcomes; changing culture may improve desired outcomes. PMID:10119752

Gilbert, N M; Sneed, J

1992-01-01

365

Linking Resident Satisfaction to Staff Perceptions of the Work Environment in Assisted Living: A Multilevel Analysis  

ERIC Educational Resources Information Center

Purpose: This study examines the relationship between resident satisfaction and staff perceptions of the work environment in assisted living. Staff perceptions were assessed at the facility level, using aggregate measures of staff job satisfaction, organizational commitment, and views of organizational culture. Design and Methods: The sample…

Sikorska-Simmons, Elzbieta

2006-01-01

366

Satisfaction with business-to-employee benefit systems and organizational citizenship behavior : An examination of gender differences  

Microsoft Academic Search

Marketing the products of other companies within an individual company intranet can benefit both employees and the company itself. This study examines the dimensions of satisfaction with a business-to-employees (B2E) benefit system and the linkages between satisfaction and organizational citizenship behavior (OCB). Structural equation modeling of data shows that convenience, delivery, interface, accuracy, price and security are factors that affect

Jen-Hung Huang; Bih-Huang Jin; Chyan Yang

2004-01-01

367

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

ERIC Educational Resources Information Center

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

Schulz, John

2013-01-01

368

The Relationship between Organizational Career Management and Job Satisfaction: An Empirical Study on Software R&D Professionals  

Microsoft Academic Search

The primary purpose of this paper is to explore the relationship between organizational career management (OCM) and job satisfaction (JS). The measurements we used were the OCM scale developed by Long Lirong and JS scale developed by Smith et al. We conducted questionnaires survey in twelve software enterprises in China and acquired a sample of 141. The results showed that

Wu Wenhua

2008-01-01

369

The role of supervisor autonomy support, organizational support, and autonomous and controlled motivation in predicting employees' satisfaction and turnover intentions  

Microsoft Academic Search

Using self-determination theory (Deci & Ryan, 2008) as the guiding theoretical framework, the present study tested a model that incorporates workers' perceptions of organizational support and supervisor autonomy support, global and domain specific (i.e., work) motivation, work satisfaction, and turnover intentions. The hypothesized model was tested using a sample of 735 workers (362 men and 373 women). Results revealed that

Nicolas Gillet; Marylène Gagné; Séverine Sauvagère; Evelyne Fouquereau

2012-01-01

370

Organizational cynicism: bases and consequences.  

PubMed

Organizational cynicism is the belief that an organization lacks integrity, which, when coupled with a powerful negative emotional reaction, leads to disparaging and critical behavior. In this article, the author attempts to theoretically clarify the process by which five forms of cynicism develop in the workplace and to empirically relate them to affective outcomes. Societal, employee, and organizational change cynicisms may be attributed to psychological contract violations; work cynicism may be related to burnout; and person-role conflict and personality cynicism may be related to innate hostility. Empirically, personality cynicism emerged as the strongest predictor of organizational cynicism, adversely affecting all of the criteria. Other forms of cynicism had more selective effects. Organizational change cynicism induced job dissatisfaction and alienation, and employee cynicism affected organizational commitment. Societal cynicism actually increased both job satisfaction and commitment. Both personality and work cynicisms were related to organizational citizenship indirectly, through alienation. Theoretical and practical implications are discussed. PMID:10950198

Abraham, R

2000-08-01

371

Assessing Cross-National Invariance of the Three-Component Model of Organizational Commitment: A Six-Country Study of European University Faculty  

Microsoft Academic Search

This study examined cross-national invariance of Meyer and Allen’s three-component model of organizational commitment using samples of university faculty from six European countries. The analysis revealed strict factorial measurement invariance of affective, continuance, and normative organizational commitment constructs (AC, CC, and NC, respectively). While the samples failed to differ in AC and CC, substantial cross-national differences were found for NC.

Rob Eisinga; Christine Teelken; Hans Doorewaard

2010-01-01

372

The Problem of Empirical Redundancy of Constructs in Organizational Research: An Empirical Investigation  

ERIC Educational Resources Information Center

Construct empirical redundancy may be a major problem in organizational research today. In this paper, we explain and empirically illustrate a method for investigating this potential problem. We applied the method to examine the empirical redundancy of job satisfaction (JS) and organizational commitment (OC), two well-established organizational

Le, Huy; Schmidt, Frank L.; Harter, James K.; Lauver, Kristy J.

2010-01-01

373

Career Commitment, Competencies, and Citizenship.  

ERIC Educational Resources Information Center

Nursing department employees (n=75) completed the Career Commitment Measure and other measures. Emotional intelligence was positively related to career commitment but not organizational commitment. Both types of commitment were positively related to organizational citizenship. (SK)

Carson, Kerry David; Carson, Paula Phillips

1998-01-01

374

The Role of Organizational Commitment and Citizenship Behaviors in Understanding Relations between Human Resources Practices and Turnover Intentions of IT Personnel  

Microsoft Academic Search

The primary objective of this study is to present and test an integrated model of turnover intentions which addresses the unique nature of the information technology (IT) profession. It identifies a multidimensional set of human resources (HR) practices likely to increase retention among IT employees. It also considers organizational citizenship behaviors and two distinct types of organizational commitment as key

Patrick Lalonde; Guy Paré; Michel Tremblay

2001-01-01

375

ORGANIZATIONAL COMMITMENT AND CASE STUDY ON THE UNION OF MUNICIPALITIES OF MARMARA  

Microsoft Academic Search

The present paper, written on the subject of institutional commitment, presents a theoretical and empirical study aiming at measuring the level of institutional commitment of the staff of the Union of Municipalities of Marmara. The field study realised for the purpose of the paper measured levels of affective, continuance and normative commitments of the workers. In addition, the correlation between

Recep BOZLAGAN; Mahmut DOGAN; Murat DAOUDOV

2010-01-01

376

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

ERIC Educational Resources Information Center

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

Love, Kevin G.

2013-01-01

377

Public service motivation and organizational citizenship behavior in Korea  

Microsoft Academic Search

Purpose – The main theme is to investigate whether the distinct classes of organizational citizenship behavior (OCB) such as altruism and generalized compliance are shown in the Korean context, and whether public service motivation, job satisfaction and organizational commitment are predictors of OCB in Korean civil servants. Design\\/methodology\\/approach – Structural equation modeling (SEM) is applied to survey data of 1,584

Sangmook Kim

2006-01-01

378

Enhanced care assistant training to address the workforce crisis in home care: changes related to job satisfaction and career commitment.  

PubMed

Changes in job satisfaction and career commitment were observed as a consequence of a geriatric case management training program focusing on skills development among personal care attendants in home care. A comparison of pretraining and posttraining scores uncovered a statistically significant increase in Intrinsic Job Satisfaction scores for participants 18-39 years of age, whereas levels declined among the group of middle aged participants and no change was observed among participants age 52 and older. On the other hand, a statistically significant decline in Extrinsic Job Satisfaction was documented over all participants, but this was found to be primarily due to declines among participants 40-51 years of age. When contacted 6-12 months after the training series had concluded participants indicated that the training substantially increased the likelihood that they would stay in their current jobs and improved their job satisfaction to some extent. A comparison of pretraining and posttraining scores among participants providing follow-up data revealed a statistically significant improvement in levels of Career Resilience. These results are discussed as they relate to similar training models and national data sets, and recommendations are offered for targeting future educational programs designed to address the long-term care workforce shortage. PMID:17595925

Coogle, Constance L; Parham, Iris A; Jablonski, Rita; Rachel, Jason A

2007-01-01

379

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

ERIC Educational Resources Information Center

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

de Lara, Pablo Zoghbi Manrique

2008-01-01

380

Influence of Professional Nursing Practice on Nurse Satisfaction and Retention among Active Duty United States Air Force Nurses.  

National Technical Information Service (NTIS)

A causal modeling non-experimental design was used to test the influence of professional nursing practice (autonomy, control over nursing practice, group cohesion, and organizational commitment) on job satisfaction and anticipated turnover. A sample of 79...

M. A. Solano

1993-01-01

381

Individual Values, Organizational Commitment, and Participation in a Change: Israeli Teachers’ Approach to an Optional Educational Reform  

Microsoft Academic Search

Purpose  The purpose of this study was to examine how individual values and organizational commitment are related to teachers’ participation\\u000a in an optional change program in the Israeli educational system.\\u000a \\u000a \\u000a \\u000a \\u000a Design\\/Methodology\\/Approach  Data were obtained from 214 Israeli teachers employed in 25 secular Jewish schools during a time when teachers had the option\\u000a of joining a reform plan initiated by the government and

Aaron CohenLilach Caspary; Lilach Caspary

382

The difference a manager can make: organizational justice and knowledge worker commitment  

Microsoft Academic Search

The quality of the employment relationship is argued to be central to knowledge workers' commitment, which in turn supports knowledge creation. Given the high levels of discretion enjoyed by knowledge workers, managers' decisions over work distribution, content and resources become more critical for commitment and knowledge creation. However, little research has explored how justice perceptions shape the quality of the

Marc Thompson; Paul Heron

2005-01-01

383

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

Microsoft Academic Search

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

Amna Yousaf; Karin Sanders; Helen Shipton

384

Moderating Roles of Gender and Organizational Level between Work Stress and Job Satisfaction among Chinese Hospitality Employees  

Microsoft Academic Search

The objective of this study was to empirically examine the moderating effects of gender and organizational level (OL) on work stress-job demands ( JD)and interpersonal conflict (IC), and job satisfaction (JS) for Chinese hotel employees. Data were collected from employees (n=271) in six upscale hotels of Zhejiang Province, China via self-administered questionnaire and then processed utilizing SPSS 18.0. Hierarchical regression

Shumei Guo; Songbai Li

2011-01-01

385

Does taking the good with the bad make things worse? How abusive supervision and leader–member exchange interact to impact need satisfaction and organizational deviance  

Microsoft Academic Search

We integrate and extend past work on self-determination theory and mixed relationships, or relationships characterized by both conflict and support, to address the question of how abusive supervision promotes subordinate organizational deviance. In so doing, we propose a mediated moderation model wherein abusive supervision and leader–member exchange interact to predict organizational deviance, with psychological need satisfaction mediating the effect of

Huiwen Lian; D. Lance Ferris; Douglas J. Brown

386

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

Microsoft Academic Search

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

Sut I Wong Humborstad; Chad Perry

2011-01-01

387

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

Microsoft Academic Search

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

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

388

Moderating Effect of Network Centrality on the Relationship Between Work Experience Variables and Organizational Commitment.  

National Technical Information Service (NTIS)

The purpose of this research was to identify the effect of an individual's network position on the relationship between work experience variables and affective commitment. This study tested three hypotheses, which were introduced through a comprehensive l...

L. M. Kaspari

2013-01-01

389

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

PubMed

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

Yang, Yi-Feng

2012-10-01

390

Work commitment and job satisfaction for program staff: How to build it  

Microsoft Academic Search

Children develop appropriately in social, cognitive, physical, and emotional ways in a stable environment. Early childhood administrators can help create this stable environment by minimizing staff turnover. Staff turnover can be kept at a reasonable rate through the development of administrative skills which will enhance staff self-esteem and job satisfaction.

Nora Palmer Gould

1990-01-01

391

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

ERIC Educational Resources Information Center

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

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

2009-01-01

392

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

PubMed

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

Sternick, Edward S

2011-01-01

393

The linkage between psychological capital and commitment to organizational mission: a study of nurses.  

PubMed

A variety of studies demonstrate a clear linkage between the positive psychological capacities of employees and desirable workplace outcomes. However, to date, little empirical research exists which has examined this relationship. Given current and projected challenges in healthcare industry, the need for nurses who are committed to the mission of their organization has never been more critical. The authors report findings from a study designed to examine the important linkage between nurses' self-reported positive psychological capital (PsyCap) and their "intentions to stay" as well as their supervisors' ratings of their commitment to the mission of the organization. The authors found a highly significant positive relationship between PsyCap and the "intentions to stay" and commitment to the mission, values, and goals of the hospital. Practical implications for effectively managing PsyCap in the workplace are presented. PMID:15951706

Luthans, Kyle W; Jensen, Susan M

2005-06-01

394

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

ERIC Educational Resources Information Center

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

Baker-Tate, Ixchel M.

2010-01-01

395

Organizational and occupational commitment in relation to bridge employment and retirement intentions  

Microsoft Academic Search

Understanding the antecedents to retirement and bridge employment is important to older-aged adults who seek ways to smoothly transition to full retirement, and to organizations that benefit from retaining their highly skilled and most experienced workers, especially in occupations for which labor shortages are projected. We tested the effects of affective, continuance, and normative commitment to organizations and to occupations

David A. Jones; Barbara R. McIntosh

2010-01-01

396

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

ERIC Educational Resources Information Center

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

Hodge, Elizabeth M.; Ozag, David

2007-01-01

397

Organizational commitment towards software process improvement an irish software vses case study  

Microsoft Academic Search

This paper presents a study of the software development processes of very small software companies, with a focus on the company's Software Process Improvement (SPI) activities. SPI has gained an increasing importance in software engineering domain. However, recent studies show that the obligation and commitment towards SPI especially in small companies is weak and not always taken seriously. This situation

S. Bin Basri; R. V. O'Connor

2010-01-01

398

Central Life Interests and Organizational Commitment of Blue-Collar and Clerical Workers.  

National Technical Information Service (NTIS)

Central life interests (CLI) of male blue-collar and female clerical workers were measured along with their overall commitment to their employing organization and their attraction to twelve of its features. Workers with a CLI in work were more highly comm...

R. Dubin J. E. Champoux

1973-01-01

399

Predicting the Organizational Commitment of Marketing Education and Health Occupations Education Teachers by Work Related Rewards.  

ERIC Educational Resources Information Center

Responses from 282 of 580 marketing and 193 of 348 health occupations teachers showed that the intrinsic rewards of significance and involvement predicted commitment for both groups. Marketing educators valued extrinsic factors of supervision, promotion, and coworkers, whereas health occupations teachers chose working conditions as the most…

Richards, Beverly; And Others

1994-01-01

400

Linking Public Relations Tactics to Long-Term Success: An Investigation of How Communications Contribute to Trust, Satisfaction, and Commitment in a Nonprofit Organization  

Microsoft Academic Search

This study measured the impact of communications on building trust, commitment, and satisfaction among donors of a large nonprofit organization located in Fort Worth, Texas. Donors (n = 275) responded to a mail survey that included a modified version of the Hon and Grunig (1999) organization-public relationship scale and stewardship communication tactics. Regression analyses indicate that roughly 50% of the

Julie ONeil

2009-01-01

401

Organizational Commitment and its Relationship to Perceived Leadership Style in an Islamic School in a Large Urban Centre in Canada: Teachers' Perspectives  

Microsoft Academic Search

Drawing on a theoretical orientation based on the moral perspective which maintains that the relationship between the leader and the followers is not one of power, but of sharing mutual needs, aspirations and values. This empirical mixed-method study focused on understanding the professional lives of teachers, particularly their organizational commitment in relation to the principal's leadership style, in an Islamic

Mohamed Fathy Hussein; José L. da Costa

2008-01-01

402

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

ERIC Educational Resources Information Center

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

Chen, Mei-Yen

2009-01-01

403

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

Microsoft Academic Search

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

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

1996-01-01

404

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

Microsoft Academic Search

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

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

405

Leader-member exchange and employee work outcomes in Chinese firms: the mediating role of job satisfaction  

Microsoft Academic Search

This study investigates the mediating role of job satisfaction in the relationships between leader-member exchange (LMX) and employee work outcomes in Chinese firms, namely, organizational commitment and intention to leave. Based on the data collected from the four manufacturing firms based in China, the hierarchical regression analyses strongly support our theoretical predication that job satisfaction fully mediates the relationships between

Millissa F. Y. Cheung; Wei-ping Wu

2012-01-01

406

Leader-member exchange and employee work outcomes in Chinese firms: the mediating role of job satisfaction  

Microsoft Academic Search

This study investigates the mediating role of job satisfaction in the relationships between leader-member exchange (LMX) and employee work outcomes in Chinese firms, namely, organizational commitment and intention to leave. Based on the data collected from the four manufacturing firms based in China, the hierarchical regression analyses strongly support our theoretical predication that job satisfaction fully mediates the relationships between

Millissa F. Y. Cheung; Wei-ping Wu

2011-01-01

407

Linking job insecurity to well-being and organizational attitudes in Belgian workers: the role of security expectations and fairness  

Microsoft Academic Search

The aim of this study was to investigate how perceptions of job insecurity and fairness associate with individual well-being (job satisfaction and general health) and organizational attitudes (organizational commitment and turnover intention), under the condition that the psychological contract as perceived by the employee includes a promise on job security, or not. More specifically, we suggest that (H1) job insecurity

Claudia Bernhard-Oettel; Nele De Cuyper; Bert Schreurs; Hans De Witte

2011-01-01

408

Perceptions of Organizational Support and Affectivity as Predictors of Job Satisfaction.  

National Technical Information Service (NTIS)

Staw, Bell, and Clausen (1986) have suggested that employees bring a positive or negative disposition to the work setting, process information about the job in a way that is consistent with that disposition, and then experience job satisfaction or dissati...

L. A. Witt

1994-01-01

409

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

PubMed

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

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

2013-07-01

410

The organizational social context of mental health medicaid waiver programs with family support services: implications for research and practice.  

PubMed

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

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

2014-01-01

411

The Interactive Effects of Role Conflict and Role Ambiguity on Job Satisfaction and Attitudes Toward Organizational Change: A Moderated Multiple Regression Approach  

Microsoft Academic Search

This study investigates the joint effects of both role conflict and role ambiguity on job satisfaction and three dimensions of attitudes toward organizational change, namely affective, cognitive, and behavioral tendency in a multicultural work setting. The study used a sample of 397 employees from several manufacturing and service organizations in the United Arab Emirates. Results of the moderated regression analysis

Darwish A. Yousef

2000-01-01

412

The impact of perceived closeness on the differing roles of satisfaction, trust, commitment, and comfort on intention to remain with a physician.  

PubMed

This study extends previous research by examining perceived closeness as a moderator of traditional relationship measures such as satisfaction, trust, commitment, and psychological comfort, and the impact of each on the intention of the patient to remain with his/her physician. Our findings reveal that in cases where the patient feels close to the physician, psychological comfort with the physician is the most important factor in predicting patient retention. For those who feel less close to the physician, satisfaction is the primary predictor of patient retention. Therefore, as a close relationship develops between the patient and doctor, the patient's comfort level becomes increasingly important as an exit barrier, even outweighing patient satisfaction. PMID:19197584

Spake, Deborah F; Bishop, John S

2009-01-01

413

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

ERIC Educational Resources Information Center

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

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

2000-01-01

414

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

ERIC Educational Resources Information Center

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

Williams, Irene Ana

2011-01-01

415

Job Satisfaction among Newsworkers: The Influence of Professionalism, Perceptions of Organizational Structure, and Social Attributes.  

ERIC Educational Resources Information Center

Explores attitudes among Canadian news workers, finding that more professionalism, a less formal and smaller organization, media sector, and several social attributes lead to more job satisfaction. Shows that newspaper workers were most satisfied due to a combination of intrinsic factors, such as autonomy, authority, and control of work; and…

Pollard, George

1995-01-01

416

Interpersonal and organizational dimensions of patient satisfaction: the moderating effects of health status  

Microsoft Academic Search

Objectives. Based on Donabedian's structure, process, and outcome model, this study was conducted to identify the underlying dimensions of patient satisfaction for diabetic patients and determine the effects of demographic characteristics and health status on these dimensions. Design. A cross-sectional analytical research design was used with a questionnaire, comprising demographic characteristics, the general and mental health items from the SF-20,

MARGARET S. WESTAWAY; PAUL RHEEDER; DANIE G. VAN ZYL; JOHN R. SEAGER

2003-01-01

417

Achieving long-term customer satisfaction through organizational culture : Evidence from the health care sector  

Microsoft Academic Search

Purpose – Customer satisfaction is becoming increasingly important for organisational survival, let alone prosperity. In this context, this study seeks to examine the impact of cultural dimensions on the customer service orientation of employees and recognize potential variations between the perceptions of managerial and non-managerial employees regarding the aforementioned relationship. Design\\/methodology\\/approach – The study took place in 20 Greek public

Victoria Bellou

2007-01-01

418

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

ERIC Educational Resources Information Center

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

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

2008-01-01

419

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

Microsoft Academic Search

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

Rupashree Baral; Shivganesh Bhargava

2010-01-01

420

Organizational Climate Partially Mediates the Effect of Culture on Work Attitudes and Staff Turnover in Mental Health Services  

Microsoft Academic Search

Staff turnover in mental health service organizations is an ongoing problem with implications for staff morale, productivity,\\u000a organizational effectiveness, and implementation of innovation. Recent studies in public sector services have examined the\\u000a impact of organizational culture and climate on work attitudes (i.e., job satisfaction and organizational commitment) and,\\u000a ultimately, staff turnover. However, mediational models of the impact of culture and

Gregory A. Aarons; Angelina C. Sawitzky

2006-01-01

421

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

ERIC Educational Resources Information Center

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

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

2011-01-01

422

Examination of the combined eÄects of work values and early work experiences on organizational commitment  

Microsoft Academic Search

Summary We tested the hypothesis that the influence of early work experiences on organization commitment would be moderated by the value employees place on these experiences. We measured work values in two samples of recent university graduates prior to organ- izational entry, and obtained measures of commensurate work experiences and three forms of commitment (aÄective, continuance, and normative: Allen and

JOHN P. MEYER; P. GREGORY IRVING; NATALIE J. ALLEN

1998-01-01

423

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

ERIC Educational Resources Information Center

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

Cassar, Vincent; Briner, Rob B.

2011-01-01

424

Support from the top: supervisors' perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships.  

PubMed

The authors hypothesized that supervisors' perceived organizational support (POS) would moderate the relationships between leader-member exchange (LMX), job satisfaction, and job performance. On the basis of social exchange theory, supervisors' exchanges with the organization and subordinates should be interconnected. The authors expected that supervisors with high POS would have more resources to exchange with subordinates. Thus, supervisor POS should enhance the relationships between LMX and job satisfaction and LMX and job performance for subordinates. Hierarchical linear modeling analysis provided support for the hypotheses in a sample of 210 subordinates and 38 supervisors of a grocery store chain. The positive relationship between LMX and job satisfaction was stronger when supervisors had high POS. Moreover, LMX was related to performance only when supervisors had high POS. PMID:17371081

Erdogan, Berrin; Enders, Jeanne

2007-03-01

425

Variable effects of humor styles on organizational outcomes.  

PubMed

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

Romero, Eric J; Arendt, Lucy A

2011-04-01

426

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

Microsoft Academic Search

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

K. V. PETRIDES; ADRIAN FURNHAM

2006-01-01

427

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

ERIC Educational Resources Information Center

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

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

2011-01-01

428

Effects of Perceived Over Qualification on Job Satisfaction, Organizational Commitment, and Turnover: A Study of AFIT Graduates.  

National Technical Information Service (NTIS)

The US Air Force provides multiple program to increase the educational skills of its workforce. This study focuses on the Air Force Institute of Technology (AFIT) graduate level, in-residence degree program. The Air Force is making a significant investmen...

T. E. Hoskins

2003-01-01

429

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

PubMed Central

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

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

2013-01-01

430

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

PubMed

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

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

2013-01-01

431

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

ERIC Educational Resources Information Center

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

Engle, Deborah Lynn

2010-01-01

432

An Investigation of the Organizational Factors that Foster Academic Vitality, Commitment, and Innovation among Two Year College Occupational Faculty.  

ERIC Educational Resources Information Center

The need to respond to changing student clientele, new educational technologies, and increasing demands to do more with fewer resources presents serious challenges for two-year college faculty and can negatively effect faculty vitality and commitment. Faculty vitality, however, has been shown to be significantly related to the vitality and…

Schwandt, Linda

433

The linkage between employee and patient satisfaction in home healthcare.  

PubMed

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

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

2009-01-01

434

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

ERIC Educational Resources Information Center

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

Kirk-Brown, Andrea; Wallace, Debra

2004-01-01

435

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

PubMed

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

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

2004-06-01

436

Does Cultural Socialization Predict Multiple Bases and Foci of Commitment?  

Microsoft Academic Search

Some organizational commitment theorists have proposed that culture is an important antecedent to organizational commitment (Meyer & Allen, 1991; Wiener, 1982). This study tests whether individualized measures of power distance, collectivism, uncertainty avoidance, and masculinity are related to an employee’s level of commitment. A nine-factor model of commitment is postulated with three bases (affective, continuance, and normative commitment) and three

Michael Clugston; Jon P. Howell; Peter W. Dorfman

2000-01-01

437

Does cultural socialization predict multiple bases and foci of commitment?  

Microsoft Academic Search

Some organizational commitment theorists have proposed that culture is an important antecedent to organizational commitment (Meyer & Allen, 1991; Wiener, 1982). This study tests whether individualized measures of power distance, collectivism, uncertainty avoidance, and masculinity are related to an employee’s level of commitment. A nine-factor model of commitment is postulated with three bases (affective, continuance, and normative commitment) and three

Michael Clugston; Jon P Howell; Peter W Dorfman

2000-01-01

438

Relationships among five forms of commitment: an empirical assessment  

Microsoft Academic Search

Summary This paper examined whether Morrow's (1993) model of five universal forms of work commitment (aÄective organizational commitment, continuance organizational commit- ment, career commitment, job involvement and work ethic endorsement) has empirical support. The paper explored the discriminant validity among the five scales of these commitment forms. It also tested Morrow's model regarding the interrelationships among them in comparison with

Aaron Cohen

1999-01-01

439

Organizational Cultural Assessment of the Energy Technology Engineering Center  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Energy Technology Engineering Center (ETEC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communication, employee commitment to ETEC, work group cohesion, coordination of work, environmental, safety and health concerns, hazardous nature of work, and overall job satisfaction. A description of each of the scales used to assess these subjects is discussed below. The primary purpose of administering the survey was to attempt to measure, in a more quantitative and objective way the notion of organizational culture,'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. This document describes the results of this survey. 9 refs., 22 figs., 7 tabs.

Not Available

1991-04-01

440

The Importance of Teachers' Perceived Organizational Support to Job Satisfaction: What's Empowerment Got to Do with It?  

ERIC Educational Resources Information Center

Purpose: The paper aims to investigate the mediating effect of teacher empowerment on the relationship between teachers' perception of their school support and their intrinsic and extrinsic job satisfaction. Design/methodology/approach: Data were collected from a sample of 2,565 teachers affiliated with 153 Israeli elementary schools. A path…

Bogler, Ronit; Nir, Adam E.

2012-01-01

441

Internal Communication and Job Satisfaction Revisited: The Impact of Organizational Trust and Influence on Commercial Bank Supervisors.  

ERIC Educational Resources Information Center

Using H. Dennis' (1974) five-factor communication climate construct framework as a predictor variable, a study investigated the relationship between perceptions of communication climate and job satisfaction of supervisory employees in the banking industry. A systematic random sample was drawn from 68 commercial banks in Orange County, California,…

Pincus, J. David; And Others

442

Facilitating Organisational Commitment to Evaluation: Implications from Nigeria.  

ERIC Educational Resources Information Center

Research conducted among trainers in Nigeria explores key issues inhibiting organizational commitment to training evaluation. Inferences are drawn to arrive at strategies for facilitating organizational commitment. Implications for trainer role and effectiveness are given. (JOW)

Akin-Ogundeji, Oladele

1988-01-01

443

Consequences of nursing procedures measurement on job satisfaction  

PubMed Central

Background: Job satisfaction among nurses has consequences on the quality of nursing care and accompanying organizational commitments. Nursing procedure measurement (NPM) is one of the essential parts of the performance-oriented system. This research was performed in order to determining the job satisfaction rate in selected wards of Baqiyatallah (a. s.) Hospital prior and following the NPM. Materials and Methods: An interventional research technique designed with an evaluation study approach in which job satisfaction was measured before and after NPM within 2 months in selected wards with census sampling procedure. The questionnaire contained two major parts; demographic data and questions regarding job satisfaction, salary, and fringe benefits. Data analyzed with SPSS version 13. Results: Statistical evaluation did not reveal significant difference between demographic data and satisfaction and/or dissatisfaction of nurses (before and after nursing procedures measurement). Following NPM, the rate of salary and benefits dissatisfaction decreased up to 5% and the rate of satisfaction increased about 1.5%, however the statistical tests did not reveal a significant difference. Subsequent to NPM, the rate of job value increased (P = 0.019), whereas the rate of job comfort decreased (P = 0.033) significantly. Conclusions: Measuring procedures do not affect the job satisfaction of ward staff or their salary and benefits. Therefore, it is suggested that the satisfaction measurement compute following nurses’ salary and therefore benefits adjusted based on NPM. This is our suggested approach.

Khademol-hoseyni, Seyyed Mohammad; Nouri, Jamileh Mokhtari; Khoshnevis, Mohammad Ali; Ebadi, Abbas

2013-01-01

444

Supervisor–Subordinate Guanxi and Employee Work Outcomes: The Mediating Role of Job Satisfaction  

Microsoft Academic Search

In this study, we attempt to explain the divergent results found in the relationships between supervisor–subordinate guanxi\\u000a and employee work outcomes. Specifically, we propose that the relationships between supervisor–subordinate guanxi and participatory\\u000a management, turnover intentions, and organizational commitment are mediated by job satisfaction. Based on the data collected\\u000a from a sample of 196 employees of three local manufacturing firms in

Millissa F. Y. Cheung; Wei-Ping Wu; Allan K. K. Chan; May M. L. Wong

2009-01-01

445

Study of the relationship between organizational culture and organizational outcomes using hierarchical linear modeling methodology.  

PubMed

This study examines how perceptions of organizational culture influence organizational outcomes, specially, individual employee job satisfaction. The study was conducted in the health care industry in the United States. It examined the data on employee perceptions of job attributes, organizational culture, and job satisfaction, collected by Press Ganey Associates from 88 hospitals across the country in 2002-2003. Hierarchical linear modeling was used to test how organizational culture affects individual employee job satisfaction. Results indicated that some dimensions of organizational culture, specifically, job security and performance recognition, play a role in improving employee job satisfaction. PMID:16849991

Platonova, Elena A; Hernandez, S Robert; Shewchuk, Richard M; Leddy, Kelly M

2006-01-01

446

Generational differences of the frontline nursing workforce in relation to job satisfaction: what does the literature reveal?  

PubMed

The job satisfaction of registered nurses has been found to be associated with retention, organizational commitment, workforce safety, and cost savings to health care organizations. Satisfaction of the workforce is vital because nursing turnover can be detrimental for a labor force that is growing older. However, the summation of the most important variables that are linked to job satisfaction has been difficult to discern in part because the workforce includes 3 main generations (ie, Baby Boomers, Gen Xers, and Millennials) with unique work values that drive their job satisfiers. This article provides a review of existing literature to examine the differences in variables that are linked to job satisfaction that exist between the generational cohorts. Differences in stress sources, need for work-life balance, and compensation are discussed. The knowledge about generationally driven variables that influence job satisfaction can help managers develop strategies to maintain a diverse nursing workforce. PMID:24168868

Saber, Deborah A

2013-01-01

447

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

PubMed

This study investigated the moderating effects of several Global Leadership and Organizational Behavior Effectiveness (GLOBE) cultural value dimensions on the relationship between employees' perceptions of their organization's social responsibility and their affective organizational commitment. Based on data from a sample of 1,084 employees from 17 countries, results showed that perceived corporate social responsibility (CSR) was positively related to employees' affective commitment (AC), after controlling for individual job satisfaction and gender as well as for nation-level differences in unemployment rates. In addition, several GLOBE value dimensions moderated the effects of CSR on AC. In particular, perceptions of CSR were more positively related to AC in cultures higher in humane orientation, institutional collectivism, ingroup collectivism, and future orientation and in cultures lower in power distance. Implications for future CSR research and cross-cultural human resources management are discussed. PMID:23067337

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

2012-11-01

448

An Exploration of the Impact of Employee Job Satisfaction, Affect, Job Performance, and Organizational Financial Performance: A Review of the Literature  

ERIC Educational Resources Information Center

Extensive research has explored job satisfaction, job performance, and the financial performance of organizations. Job satisfaction and job performance have been explored separately and collectively. However, scholars only have begun to explore the relationship between employee job satisfaction and financial performance of organization. This paper…

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

2006-01-01

449

The Antecedents of Employee Commitment in Hospitality Industry: Evidence from China  

Microsoft Academic Search

Employee commitment is an important issue for both practitioners and academicians. This paper focuses on exploring the relationships among organizational support, affective commitment and normative commitment, based on data from the hospitality industry of China. The results indicate that affective commitment had significant positive effect on normative commitment. Among the three dimensions of organizational support, managerial support had the greatest

Yuanqiong He; K. K. Lai; Yagang Lu

2008-01-01

450

Affective and continuance commitment to the organization: test of an integrated model in the Turkish context  

Microsoft Academic Search

The present study investigated organizational commitment in Turkey, a predominantly collectivist society. A model of antecedents and consequences of organizational commitment was tested, where commitment was conceptualized as composed of two dimensions, affective and continuance. Affective commitment was hypothesized to develop from positive work experiences and to predict desirable outcomes. Continuance commitment, on the other hand, was argued to be

S. Arzu Wasti

2002-01-01

451

Work Values and Service-Oriented Organizational Citizenship Behaviors: The Mediation of Psychological Contract and Professional Commitment: A Case of Students in Taiwan Police College  

ERIC Educational Resources Information Center

Public security, traffic management and service for the people are the three major functions of policing. To assure the quality of police service, which is contingent on the people who render the service, has become the core of policing. This study aims to investigate the relationship between work values and service-oriented organizational

Chen, Chun-hsi Vivian; Kao, Rui Hsin

2012-01-01

452

An International Comparison of the Effects of HRM Practices and Organizational Commitment on Quality of Job Performances among European University Employees  

ERIC Educational Resources Information Center

Societal developments have forced universities all over Europe to replace their "professional" strategies, structures, and values by organizational characteristics that could be stereotyped as "private sector" features. This trend is known as "managerialism". Since university employees generally stick to professional values, a conflict may emerge…

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

2008-01-01

453

Communication and Commitment in Organizations: A Social Identity Approach  

Microsoft Academic Search

Results of two studies show that horizontal communications (informal, with proximate colleagues, of socio-emotional content) are less strongly related to levels of commitment at both organizational and unit level, than are vertical communications (strategic information and communication with management). In addition, it was shown that vertical communication from senior management predicts organizational commitment best, whereas commitment with the unit is

Tom Postmes; Martin Tanis; Boudewijn de Wit

2001-01-01

454

The mediating effect of job satisfaction and organizational commitment on self-reported performance: more robust evidence of the PSM—performance relationship  

Microsoft Academic Search

Public service motivation (PSM) has been linked to various outcome variables, but as more and more public administration research is devoted to improving performance, the possible link between PSM and performance is increasingly of interest. The current study contributes to this literature by investigating whether this relationship is present in a dataset of Belgian civil servants. The results corroborate the

W. V. Vandenabeele

2009-01-01

455

The mediating role of psychological empowerment on job satisfaction and organizational commitment for school health nurses: A cross-sectional questionnaire survey  

Microsoft Academic Search

BackgroundThe importance of the professional role of school health nurses in promoting children's health in their school environment is widely recognized. However, studies of their working experience have revealed feelings of disempowerment that appear to be related to insufficient support from school managers. In these unsupportive working environments, it seems possible that psychological empowerment may play a mediating role to

Li-Chun Chang; Chia-Hui Shih; Shu-Man Lin

2010-01-01

456

Impact of yoga way of life on organizational performance  

PubMed Central

Background: Organizational performance can be attributed to a number of factors. However, there are certain organizational factors, the presence or absence of which can determine the success or failure of the organization. There are different ways in which organizations try to improve their performance by working on such factors. In the research presented in this article, an attempt is made to find out whether adoption of the Yoga Way of Life by managers can have a positive impact on such organizational performance indicators. Aims: To measure effect of yoga way of life on five different indicators through an empirical study. Materials and Methods: The five indicators are job satisfaction, job involvement, goal orientation, affective organizational commitment and organizational citizenship behavior. Statistics Analysis: Pre- and post-data was measured using self-reported questionnaire. Independent T-test (Paired) and Pearson’s correlation test were conducted using SPSS. Results and Conclusion: The results of the study show that Yoga has a significant positive impact on four out of five of these indicators. Only job involvement does not show significant improvement. The construct used for measuring job involvement had a Chronbach alpha of 0.613, which is an indicator of moderate reliability, which could be the main reason for not getting positive result.

Adhia, Hasmukh; Nagendra, HR; Mahadevan, B

2010-01-01

457

The moderating effects of rituals on commitment in premarital involvements  

Microsoft Academic Search

Rituals promote commitment in marital and family relationships. However, the salience of rituals to commitment in premarital involvements has not been investigated. This study examined if rituals were related to commitment, and to what extent rituals moderated the association between investment model variables (i.e., satisfaction level, investment size, and alternatives) and commitment. University students (N = 100) who were in a couple

Kelly Campbell; James J. Ponzetti Jr

2007-01-01

458

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

ERIC Educational Resources Information Center

This study is based upon the conceptual linking of the multidimensional and multi-focal nature of work-related commitment. The main aims of our study were to create, through K-means cluster analysis, commitment profiles based on the three components of organizational and occupational commitment, and to examine their joint effect on key work…

Tsoumbris, Petros; Xenikou, Athena

2010-01-01

459

Non-regular professionals' dual commitment in South Korea: antecedents and consequences  

Microsoft Academic Search

There is a growing concern with whether nonregular professionals are concurrently committed to both the organization and their profession and whether such commitments are beneficial to that organization. This article seeks to investigate the relationship between organizational justice variables and the dual commitment of nonregular professionals via perceived organizational support (POS) and the subsequent effect of the dual commitment on

Jaehoon Rhee; Sung Hun Hwang

2011-01-01

460

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

ERIC Educational Resources Information Center

A three-component organizational commitment model was tested with 253 Chinese supervisor/supervisee dyads. Confirmatory factor analyses indicated that affective commitment (AC) related positively to in-role performance and organizational citizenship behavior (OCB); continuance commitment correlated negatively with OCB. Normative commitment

Chen, Zhen Xiong; Francesco, Anne Marie

2003-01-01

461

Satisfaction vs. Sacrifice: Sports Editors Assess the Influences of Life Issues on Job Satisfaction  

Microsoft Academic Search

A survey (N = 184) and interviews examine issues that influence job satisfaction among newspaper sports editors. The results indicate that perceived organizational support has a strong, positive correlation to job satisfaction, while work-family conflict and role overload have a negative influence. The interviews indicate that sports editors do not receive as much organizational support as the survey suggests. Motivation-hygiene

Scott Reinardy

2007-01-01

462

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

Code of Federal Regulations, 2010 CFR

...2009-04-01 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...

2009-04-01

463

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

ERIC Educational Resources Information Center

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…

Patnaik, Siddharth; Biswas, Soumendu

2005-01-01

464

The Moderating Effects of Work-Family Role Combinations and Work-Family Organizational Culture on the Relationship between Family-Friendly Workplace Supports and Job Satisfaction  

ERIC Educational Resources Information Center

This study determined whether work-family role combinations (i.e., work and elder care, work and child care, work and elder care and child care) and work-family culture significantly moderate the relationship between availability of workplace supports and job satisfaction. The data were obtained from the Families and Work Institute's 1997 archival…

Sahibzada, Khatera; Hammer, Leslie B.; Neal, Margaret B.; Kuang, Daniel C.

2005-01-01

465

Workplace Commitment: A Conceptual Model Developed from Integrative Review of the Research  

ERIC Educational Resources Information Center

This article investigates the previous research and theories of workplace commitment using content analysis and concept mapping. It provides a conceptual model of workplace commitment, integrating the literature on organizational commitment, occupational/career commitment, and individual commitment. The significance of this article lies in the…

Fornes, Sandra L.; Rocco, Tonette S.; Wollard, Karen K.

2008-01-01

466

Effects of war exposure on Air Force personnel's mental health, job burnout and other organizational related outcomes  

PubMed Central

Longitudinal data from a stratified representative sample of U.S. Air Force personnel (N = 1009) deployed to the wars in Iraq, Afghanistan, and other locations were analyzed in this study. Using structural equation models, we examined the effects of war exposure on traumatic experiences, Post Traumatic Stress (PTS) symptoms, resource loss, and on subsequent functioning, perceived health, and on job and organizationally relevant outcomes. The job and organizational outcomes included job burnout, job involvement, job strain, job satisfaction, work-family conflict, organizational commitment, deployment readiness, and intention to reenlist. We found that deployment to the theater of the war increased risk of exposure to trauma, which in turn, predicted elevated PTS symptoms and resource loss. PTS symptoms predicted later loss of resources and deterioration in perceived health and functioning. In turn, resource loss predicted negative job and organizational outcomes. Exposure to trauma fully mediated the effects of deployment to the theater of war on PTS symptoms and resource loss and had additional significant indirect effects on several job and organizational relevant outcomes. For returning veterans, deployment to the theater of war, exposure to trauma, PTS symptoms, and resource loss represents a ‘cascading’ chain of events that over time results in a decline of health and functioning as well as in adverse job and organizationally relevant outcomes that may affect organizational effectiveness.

Vinokur, Amiram D.; Pierce, Penny F.; Lewandowski-Romps, Lisa; Hobfoll, Stevan E.; Galea, Sandro

2011-01-01

467

Essays in economics: 1. Pre-committed government spending and partisan politics. 2. Investment in energy efficiency: Do the characteristics of firms matter? 3. Information processing and organizational structure  

NASA Astrophysics Data System (ADS)

1. Spending commitments requiring future outlays are important for understanding partisan politics because they prevent a conservative government from scaling back spending programs. In a one-government-good model, a "stubborn liberal" policy maker can use precommitted spending to prevent a later conservative government from imposing spending cuts. In a model where parties differ about spending priorities, re-election uncertainty creates a bias towards higher government spending and higher taxes. 2. The literature on energy efficiency provides examples of profitable technologies that are not universally adopted. Theory indicates that firms should undertake all investments with a positive net present value, and that the discount rate for computing the present value of a project should be the return available on other projects in the same risk class, not on characteristics of the firm. This model is tested by examining whether firms' characteristics influence their decision to join the Environmental Protection Agency's Green Lights program. A discrete choice regression is estimated over a sample of participating and non-participating firms. Missing values in the data matrix are replaced with multiple imputations using the EM algorithm. The results show that: (1) substantial improvements in the power of hypothesis tests can be achieved through imputation of missing data, and (2) characteristics of firms do affect their decision to join Green Lights. 3. Standard theories of the firm stress profit maximization as the foundation for derivation of predictable behavior. Yet evidence continues to accumulate that firms do not act as required by the neoclassical framework. Instead of being represented by ever more elaborate maximization models, the firm can be modeled simply as a network of information-processing agents. The actions of the firm are then a function only of the network structure and the information-processing capabilities of the agents. This approach can be used to explain a number of features of organizational behavior. It also suggests that derivation of the optimal organizational structure may be computationally complex, with a number of implications for economic theory and policy development.

Watkins, William Edward, Jr.

468

The Relationship Between University Student Commitment Profiles and Behavior: Exploring the Nature of Context Effects  

Microsoft Academic Search

Theoretical concepts from the organizational behavior literature, including commitment, are rarely used to help explain university student behavior. The benefits of doing so might include the development of a synthesis of knowledge about the behavior of students in an organizational setting. Such a synthesis is important because it will help extend organizational commitment literature to student samples and will help

Jeffrey J. McNally; P. Gregory Irving

2010-01-01

469

The Impact of Trust on Organization Commitment  

NASA Technical Reports Server (NTRS)

As the global economy continues to spawn competitive forces, organizations have sought to become more competitive by cutting costs, eliminating non-value added work, and using more automation. Jobs have become broader and more flexible leading to a leaner workforce with higher-level knowledge and skills and more responsibility for day-to-day decisions. More than ever, organizations depend on employees as the innovators and designers of products and processes and as a source of strategic advantage. Therefore employee commitment among knowledge workers is needed to maintain organizational viability. It would seem that stronger relationships due to greater dependency, involvement, and investment would develop between employers and high-technology workers resulting in more committed employees. However, the opposite has been evidenced as key knowledge workers are changing jobs frequently. This may be due to a perceived lack of commitment by management to its employees. The notion of exchange may dominate the development of organizational commitment whereby an individual decides what to give a firm (commitment, extra effort, better performance, etc.) based on what the firm gives them (e.g., trust and security). It is the relationship between an employee's organizational commitment and the responding level of trust in the organization that is examined in this paper. An experiment is described that will seek to identify this relationship. Preliminary results are expected to show a positive relationship whereby employee commitment is positively correlated with organizational trust.

Robinson, Kimberly; Stinson, Thomas N. (Technical Monitor)

2002-01-01

470

Universally Composable Commitments  

Microsoft Academic Search

We propose a new security measure for commitment protocols, called Universally Composable (UC) Commitment. The measure guarantees that commitment protocols behave like an \\\\ideal commitment service,\\

Ran Canetti; Marc Fischlin

2001-01-01

471

GIVING COMMITMENT: EMPLOYEE SUPPORT PROGRAMS AND THE PROSOCIAL SENSEMAKING PROCESS  

Microsoft Academic Search

Researchers have assumed that employee support programs cultivate affective organ- izational commitment by enabling employees to receive support. Using multimethod data from a Fortune 500 retail company, we propose that these programs also strengthen commitment by enabling employees to give support. We find that giving strengthens affective organizational commitment through a \\

ADAM M. GRANT; JANE E. DUTTON; BRENT D. ROSSO

2008-01-01

472

24 CFR 891.818 - Firm commitment application.  

Code of Federal Regulations, 2010 CFR

...2004-04-01 false Firm commitment application. 891.818...Disabilities § 891.818 Firm commitment application. (a) New...an application for a firm commitment for capital advance funding...that HUD requires; (2) Organizational documents of the...

2004-04-01

473

24 CFR 891.818 - Firm commitment application.  

Code of Federal Regulations, 2010 CFR

...2005-04-01 false Firm commitment application. 891.818...Disabilities § 891.818 Firm commitment application. (a) New...an application for a firm commitment for capital advance funding...that HUD requires; (2) Organizational documents of the...

2005-04-01

474

Job satisfaction: what is its true meaning in Greater China?  

Microsoft Academic Search

Purpose – Previously, researchers have performed studies on job satisfaction and organizational behavior outcomes in Western contexts. The purpose of this paper is to explore whether economic prosperity or cultural perspective may explain why job satisfaction may not be an effective predictor of organizational outcomes in Greater China. Researchers need more empirical evidence to understand the nature of the relationship

Yong Han; Nada K. Kakabadse

2009-01-01

475

Functional Status and Patient Satisfaction  

PubMed Central

OBJECTIVE To determine the extent to which chronic illness and disease severity affect patient satisfaction with their primary care provider in general internal medicine clinics. DESIGN Cross-sectional mailed questionnaire study. SETTING Primary care clinics at 7 Veterans Affairs medical centers. PATIENTS/PARTICIPANTS Of 62,487 patients participating in the Ambulatory Care Quality Improvement Project, 35,383 (57%) returned an initial screening questionnaire and were subsequently sent a satisfaction questionnaire. Patients (N=21,689; 61%) who returned the Seattle Outpatient Satisfaction Survey (SOSQ) were included in the final analysis, representing 34% of the original sample. MEASUREMENTS AND MAIN RESULTS The organizational score of the SOSQ measures satisfaction with health care services in the internal medicine clinic, and the humanistic scale measures patient satisfaction with the communication skills and humanistic qualities of the primary care physician. For ischemic heart disease (IHD), chronic obstructive pulmonary disease (COPD), and diabetes, patient ability to cope with their disease was more strongly associated with patient satisfaction than disease severity. Among IHD patients, improvement in ability to cope emotionally with their angina was associated with higher SOSQ organizational scores (standardized ?=0.18; P<.001) but self-reported physical limitation due to angina was not (?=0.01; P=.65). Similarly, in COPD, improved ability to cope with dyspnea was associated with greater organizational scores (?=0.11; P<.001) but physical function was not (?=?0.03; P=.27). For diabetes, increased education was associated with improved organizational scores (?=0.31; P<.001) but improvement in symptom burden was not (?=0.03; P=.14). Similar results were seen with prediction of SOSQ humanistic scores. CONCLUSIONS Patient education and ability to cope with chronic conditions are more strongly associated with satisfaction with their primary care provider than disease severity. Further improvements in patient education and self-management may lead to improved satisfaction and quality of care.

Fan, Vincent S; Reiber, Gayle E; Diehr, Paula; Burman, Marcia; McDonell, Mary B; Fihn, Stephan D

2005-01-01

476

Commitment profiles: The configural effect of the forms and foci of commitment on work outcomes  

Microsoft Academic Search

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 outcomes. One hundred and fifty seven working adults completed

Petros Tsoumbris; Athena Xenikou

2010-01-01

477

[The influence of organizational ties in the consolidation of Psychosocial Care Centers].  

PubMed

This article seeks to investigate the influence of organizational ties in the consolidation of Psychosocial Care Centers (CAPS - II and AD [Alcohol and Drugs]) in the city of Petrolina, State of Pernambuco, Brazil. Based on qualitative research, semi-structured interviews were conducted with a multi-professional team from both CAPS, with the sample consisting of one representative from each professional category. A critical review of the data was based on content analysis prepared from categorization of the discourses. The results showed that, in general, the teams do not possess sufficient theoretical knowledge about the system of which they are part. Moreover, although there is a high level of satisfaction, precarious working conditions and a lack of professional recognition and labor input can negatively affect the institutional dynamics. Lastly, a quantitative equivalence was also detected regarding affective and calculative aspects of organizational commitment and a close relationship between length of service and involvement with the work. PMID:24061023

Alves, Haiana Maria de Carvalho; Dourado, Lidiane Bento Ribeiro; Côrtes, Verônica da Nova Quadros

2013-10-01

478

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

PubMed

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

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

2007-01-01

479

Navy Organizational Commitment and Non-response.  

National Technical Information Service (NTIS)

The U.S. Navy has traditionally administered Navy-wide surveys using paper forms, but began full-scale administration over the internet in 2005. One of the first surveys to be entirely web-based was the 2005 Morale, Welfare and Recreation (MWR) Customer A...

R. A. Schultz Z. A. Uriell

2008-01-01

480

Adjunct Faculty Organizational Sense of Belonging and Affective Organizational Commitment  

ERIC Educational Resources Information Center

In recent years all public higher education institutions have increased their reliance on adjunct faculty. Adjuncts provide expertise in key areas, are available at times that meet the needs of the changing student demographic, and cover an increasing number of introductory courses. It has been suggested that adjunct faculty may be more weakly…

Merriman, Constance L.

2010-01-01

481

Romantic Relationships: Love, Satisfaction, and Staying Together  

Microsoft Academic Search

Fifty-seven dating couples were studied on a variety of relationship measures. The interrelations among love attitudes and relationship satisfaction were of primary interest. However, for one subsample of couples, sexual attitudes, self-esteem, self-disclosure, commitment, investment, and relationship continuation\\/termination were also studied. Partners displayed similarity on a variety of measures, including several love attitudes, disclosure, investment, commitment, and relationship satisfaction. Some

Susan S. Hendrick; Clyde Hendrick; Nancy L. Adler

1988-01-01

482

Guaranteeing patient satisfaction.  

PubMed

Dental practice is about people and service. As the competition for patients increases, the successful practices will be the ones that focus increasingly on communication, relationship building and customer service. Quality care will be demonstrated through focusing on the total clinical and psychological aspects of patient satisfaction--and not just on technical parameters. Any practice can convert to a high level patient relations office if the commitment is truly there. These will be the leading practices of tomorrow. PMID:9520766

Levin, R P

1994-04-01

483

Social Axioms and Organizational Behavior  

Microsoft Academic Search

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

Catherine T. Kwantes; Charlotte M. Karam

484

An organizational cultural assessment of the Energy Technology Engineering Center  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Energy Technology Engineering Center (ETEC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various species of communication, employee commitment to ETEC, work group cohesion, coordination of work, environmental, safety and health concerns, hazardous nature of work, and overall job satisfaction. A description of each of the scales used to assess these subjects is discussed. The primary purpose of administering the survey was to attempt to measure, in a more quantitative and objective way the notion of organizational culture, '' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. In addition, by conducting a survey, a broad sampling of the individuals in the organization can be obtained. This is especially important when the survey is utilized in conjunction with an assessment or inspection team which typically has only a limited amount of resources to address many issues. The OCS provides a broad, but more comprehensive picture of the organization by querying a much larger number of individuals than could be reached through the assessment team alone. Finally, the OCS provides a descriptive profile of the organization at one point in time. This profile can then can be used as a baseline point against which comparisons of other points in time can be made. Such comparisons may prove valuable and would help to assess changes in the organizational culture. Comparisons of the profiles can also be made across similar facilities. 9 refs., 22 figs., 6 tabs.

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

1991-04-01

485

Customer Satisfaction with Training Programs.  

ERIC Educational Resources Information Center

A model for evaluating customer satisfaction with training programs was tested with training purchasers. The model confirmed two types of projects: training aimed at achieving learning results and at changing job performance. The model did not fit for training intended to support organizational change. (Contains 31 references.) (SK)

Mulder, Martin

2001-01-01

486

Employer Satisfaction Ratings of Recent Business Graduates.  

ERIC Educational Resources Information Center

Survey responses from 176 of 568 personnel officers revealed high satisfaction with recently hired business graduates, especially in these areas: honesty, punctuality, grooming, ethics, dependability, hard work, lifelong learning commitment, pride in work, interpersonal skills, and work habits. Least satisfaction was found with desktop publishing…

Davison, Leslie J.; And Others

1993-01-01

487

Normative commitment in the workplace: A theoretical analysis and re-conceptualization  

Microsoft Academic Search

Among the components of the Meyer and Allen's [Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 64?89] three-component model of organizational commitment, normative commitment (NC) has received the least attention. It is sometimes dismissed as a redundant construct that bears many similarities to affective commitment and does not explain

John P. Meyer; Natalya M. Parfyonova

2010-01-01

488

Is the professional satisfaction of general internists associated with patient satisfaction?  

Microsoft Academic Search

BACKGROUND: The growth of managed care has raised a number of concerns about patient and physician satisfaction. An association between\\u000a physicians’ professional satisfaction and the satisfaction of their patients could suggest new types of organizational interventions\\u000a to improve the satisfaction of both.\\u000a \\u000a \\u000a OBJECTIVE: To examine the relation between the satisfaction of general internists and their patients.\\u000a \\u000a \\u000a \\u000a \\u000a DESIGN: Cross-sectional surveys of

Jennifer S. Haas; E. Francis Cook; Ann Louise Puopolo; Helen R. Burstin; Paul D. Cleary; Troyen A. Brennan

2000-01-01

489

Professional Values and Organizational Decision Making  

Microsoft Academic Search

Professions and organizations institutionalize values. These values may clash when professionals participate in organizational decision making. This article investigates the interplay between professional values and organizational purposes in the organizations that formulated federal subsidized housing policy between 1968 and 1977. Policy professionals in these organizations are committed to public finance theory, a branch of welfare economics that stresses policy criteria

Robert Bell

1985-01-01

490

Organisational Commitment and Committee Turnover of Volunteers in Sport.  

ERIC Educational Resources Information Center

A survey of 328 volunteers serving on sports committees in Australia found that organizational commitment was higher in organizations with open decision making, conflict resolution, and attention to group process. Positive, effective committee functioning led to lower turnover. (SK)

Cuskelly, Graham

1998-01-01

491

Toward a multidimensional model of athletes' commitment to coach-athlete relationships and interdependent sport teams: a substantive-methodological synergy.  

PubMed

Drawing from a three-factor model of organizational commitment, we sought to provide validity evidence for a multidimensional conceptualization designed to capture adolescent athletes' commitment to their coach-athlete relationship or their team. In Study 1, 335 individual-sport athletes (Mage = 17.32, SD = 1.38) completed instruments assessing affective, normative, and continuance commitment to their relationship with their coach, and in Study 2, contextually modified instruments were administered to assess interdependent-sport athletes' (N = 286, Mage = 16.31, SD = 1.33) commitment to their team. Bayesian structural equation modeling revealed support for a three-factor (in comparison with a single-factor) model, along with relations between commitment dimensions and relevant correlates (e.g., satisfaction, return intentions, cohesion) that were largely consistent with theory. Guided by recent advancements in Bayesian modeling, these studies provide a new commitment instrument with the potential for use and refinement in team- and relationship-based settings and offer preliminary support for a conceptual framework that may help advance our understanding of the factors underpinning individuals' engagement in sport. PMID:24501144

Jackson, Ben; Gucciardi, Daniel F; Dimmock, James A

2014-02-01

492

Patient Satisfaction  

PubMed Central

Patient satisfaction is an important and commonly used indicator for measuring the quality in health care. Patient satisfaction affects clinical outcomes, patient retention, and medical malpractice claims. It affects the timely, efficient, and patient-centered delivery of quality health care. Patient satisfaction is thus a proxy but a very effective indicator to measure the success of doctors and hospitals. This article discusses as to how to ensure patient satisfaction in dermatological practice.

Prakash, Bhanu

2010-01-01

493

Commitment Predictors: Long-Distance versus Geographically Close Relationships  

ERIC Educational Resources Information Center

In this web-based study, the authors examined long-distance relationships (LDRs) and geographically close relationships (GCRs). Two hierarchical multiple regressions (N = 138) indicated that attachment predicted LDR and GCR commitment in Step 1. Final equations indicated that high satisfaction and investments predicted LDR commitment, whereas low…

Pistole, M. Carole; Roberts, Amber; Mosko, Jonathan E.

2010-01-01

494

Influence of Top Management Commitment on Management Program Success  

Microsoft Academic Search

The literature on many different types of management programs says that effective program installations depend on the level of top management commitment: the stronger the commitment, the greater the potential for program success. A meta-analysis of 18 studies that evaluated the impact of management by objectives on job satisfaction was presented to test this hypothesis. Results showed that the gain

Robert Rodgers; John E. Hunter; Deborah L. Rogers

1993-01-01

495

The Effects of Organizational Cynicism on Community Colleges: Exploring Concepts from Positive Psychology  

ERIC Educational Resources Information Center

This study tested the negative relationships between organizational cynicism and organizational commitment and organizational citizenship behavior, and the positive relationship between organizational cynicism and turnover intention within the context of higher education. Going beyond previous research efforts, this study identified how these…

Barnes, Lenora Lacy

2010-01-01

496

How do different types of community commitment influence brand commitment? The mediation of brand attachment.  

PubMed

Although previous research indicates that participation in a brand community may foster consumer loyalty to the brand in question, research has seldom examined the mediating effect of community commitment on brand commitment. Drawing from the typologies of organizational commitment, we divide community commitment into three components: continuance community commitment (continuance CC), affective community commitment (affective CC), and normative community commitment (normative CC). We then assess the mediating role of brand attachment in the relationship between these three components and brand commitment. We test the hypotheses using a sample of online mobile phone brand communities in China. The empirical results reveal that brand attachment exerts an indirect (but not mediated) effect on the relationship between continuance CC and brand commitment and on the relationship between normative CC and brand commitment. We also find that it exerts a partial mediating effect on the relationship between affective CC and brand commitment. The findings contribute to the branding literature and have important implications for brand community management. PMID:23768073

Zhang, Ning; Zhou, Zhi-min; Su, Chen-ting; Zhou, Nan

2013-11-01

497

Antecedents, Mediators, and Consequences of Affective, Normative, and Continuance Commitment: Empirical Tests of Commitment Effects in Federal Agencies  

Microsoft Academic Search

This study examines the constructs and the effects of three subdimensions of federal employees' organizational commitment—affective, normative, and continuance. Using the Merit Systems Protection Board (MSPB) 2000 survey instrument and employing an exploratory and confirmatory factor analysis, multivariate regression, and a structural equation model, the authors empirically test and measure (a) the dimensionality of the three commitment constructs, (b) how

Sung Min Park; Hal G. Rainey

2007-01-01

498

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

PubMed Central

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.

2013-01-01

499

The effects of union membership on multiple work commitments among female public sector employees.  

PubMed

The effects of union membership on union, organizational, and dual commitment among 245 clerical employees at a midwestern state university represented by a Local of the American Federation of State, County, and Municipal Employees (AFSCME) were investigated. Based on the similarity hypothesis of the social identity theory, it was hypothesized that union membership would be positively related to union and dual commitment and negatively related to organizational commitment. The results of the regression analyses supported the similarity hypothesis, and union membership explained a significant amount of variance in union and dual commitment but not in organizational commitment. These findings are discussed in the context of applying social psychological approaches to understand attitudes toward unionization; industrial conflict; and union, organizational, and dual commitment. PMID:7760293

Johnson, G J; Johnson, W R

1995-03-01

500

Organizational Culture and Safety  

NASA Technical Reports Server (NTRS)

'..only a fool perseveres in error.' Cicero. Humans will break the most advanced technological devices and override safety and security systems if they are given the latitude. Within the workplace, the operator may be just one of several factors in causing accidents or making risky decisions. Other variables considered for their involvement in the negative and often catastrophic outcomes include the organizational context and culture. Many organizations have constructed and implemented safety programs to be assimilated into their culture to assure employee commitment and understanding of the importance of everyday safety. The purpose of this paper is to examine literature on organizational safety cultures and programs that attempt to combat vulnerability, risk taking behavior and decisions and identify the role of training in attempting to mitigate unsafe acts.

Adams, Catherine A.

2003-01-01