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Sample records for satisfaction organizational commitment

  1. Teachers: Emotional Intelligence, Job Satisfaction, and Organizational Commitment

    ERIC Educational Resources Information Center

    Anari, Nahid Naderi

    2012-01-01

    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…

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

    ERIC Educational Resources Information Center

    Sesen, Harun; Basim, Nejat H.

    2012-01-01

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

  3. The Relationship of Organizational Commitment and Superintendent Job Satisfaction

    ERIC Educational Resources Information Center

    Williams, Todd

    2012-01-01

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

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Thorn, Dustin

    2010-01-01

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

  6. Job Satisfaction, Organizational Commitment, and Individual and Organizational Mission Values Congruence: Investigating the Relationships.

    ERIC Educational Resources Information Center

    Niehoff, Robert L.

    A survey of about 500 employees at a Catholic, Jesuit university found significant, but small, correlations between job satisfaction, organizational commitment, and mission value congruence. The job satisfaction composite score was significantly related to the demographic factors related to job function, seniority, and position. Organizational

  7. The Relationship between Organizational Trust and Organizational Silence with Job Satisfaction and Organizational Commitment of the Employees of University

    ERIC Educational Resources Information Center

    Fard, Parastoo Gashtasebi; Karimi, Fariba

    2015-01-01

    This study aimed to investigate the structural model between organizational trust and organizational silence with job satisfaction and organizational commitment of the employees of Islamic Azad University of Isfahan, (Khorasgan) branch. The study method is descriptive-correlation. The study population is the employees of Islamic Azad University of…

  8. 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

    Lowhorn, Greg L.

    2009-01-01

    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…

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

    PubMed

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

    2013-01-01

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

  10. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Maryland.

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

    The job satisfaction and organizational commitment of rehabilitation counselors working in the public rehabilitation agencies in Maryland are the focus of this study. Participants were 69 rehabilitation counselor survey respondents. A total of 130 surveys were mailed. Job satisfaction was measured using the Minnesota Satisfaction Questionnaire.…

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

    PubMed Central

    Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

    2013-01-01

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

  12. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Illinois.

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation agencies in Illinois are the focus of this study. Participants were 149 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 281 surveys were mailed. Job satisfaction was measured using…

  13. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: New Jersey.

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitation counselors working in the public rehabilitation agencies in New Jersey are the focus of this study. Participants were 84 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 141 surveys were mailed. Job satisfaction was measured…

  14. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: West Virginia.

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation agencies in West Virginia are the focus of this study. Participants were 68 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 139 surveys were mailed. Job satisfaction was measured…

  15. Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: North Dakota.

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation in North Dakota are the focus of this study. Participants were 34 rehabilitation counselor survey respondents whose agency agreed to take part in the study. A total of 47 surveys were mailed. Job satisfaction was measured using the…

  16. Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Alaska.

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation agencies in Alaska are the focus of this study. Participants were 14 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 32 surveys were mailed. Job satisfaction was measured using the…

  17. Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Nebraska.

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

    The job satisfaction and organizational commitment of rehabilitation counselors working in the public rehabilitation agency in Nebraska are the focus of this study. Participants were 31 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 57 surveys were mailed. Job satisfaction was measured using…

  18. Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: South Dakota.

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation agencies in South Dakota are the focus of this study. Participants were 19 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 34 surveys were mailed. Job satisfaction was measured…

  19. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Tennessee.

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitaton counselors working in the public rehabilitation agencies in Tennessee are the focus of this study. Participants were 94 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 146 surveys were mailed. Job satisfaction was measured…

  20. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Louisiana.

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitaton counselors working in the public rehabilitation agencies in Louisiana are the focus of this study. Participants were 71 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 145 surveys were mailed. Job satisfaction was measured…

  1. Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Minnesota.

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

    The job satisfaction and organizational commitment of rehabilitation counselors working in the public rehabilitation agency in Minnesota are the focus of this study. Participants were 28 rehabilitation counselor survey respondents whose agency agreed to take part in the study. A total of 40 surveys were mailed. Job satisfaction was measured using…

  2. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Florida.

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation in Florida are the focus of this study. Participants were 156 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 361 surveys were mailed. Job satisfaction was measured using the…

  3. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: California.

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitation counselors working in the public rehabilitaton agencies in California are the focus of this study. Participants were 223 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 435 surveys were mailed. Job satisfaction was measured…

  4. Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Maine.

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation in Maine are the focus of this study. Participants were 41 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 70 surveys were mailed. Job satisfaction was measured using the Minnesota…

  5. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Mississippi.

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation agencies in Mississippi are the focus of this study. Participants were 71 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 145 surveys were mailed. Job satisfaction was measured…

  6. Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Idaho.

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitaton in Idaho are the focus of this study. Because of the small population size, responses from counselors working in both the general (n=64) and blind (n=8) agencies were combined. Forty-two surveys were returned. Job satisfaction was…

  7. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: New York.

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation agencies in New York are the focus of this study. Participants were 159 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 357 surveys were mailed. Job satisfaction was measured using…

  8. Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: New Mexico (Blind).

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation in New Mexico's Blind agency are the focus of this study. Participants were four rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 10 surveys were mailed. Job satisfaction was…

  9. Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Vermont.

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation agencies in Vermont are the focus of this study. Participants were 22 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 40 surveys were mailed. Job satisfaction was measured using…

  10. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Pennsylvania.

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation agencies in Pennsylvania are the focus of this study. Participants were 132 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 214 surveys were mailed. Job satisfaction was measured…

  11. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Alabama.

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation agencies in Alabama are the focus of this study. Participants were 87 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 151 surveys were mailed. Job satisfaction was measured using…

  12. Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: South Carolina.

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitation counselors working in the public rehabilitation agency in South Carolina are the focus of this study. Participants were 4 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 12 surveys were mailed. Job satisfaction was measured…

  13. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Georgia.

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation agencies in the United States are the focus of this study. Participants were 146 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 240 surveys were mailed. Job satisfaction was…

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

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

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

  15. Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Connecticut.

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

    The job satisfaction and organizational commitment of rehabilitation counselors working in public rehabilitation agencies in the United States are the focus of this study. Participants were 44 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 75 surveys were mailed. Job satisfaction was…

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

    ERIC Educational Resources Information Center

    O'Brien, Terrance; And Others

    1993-01-01

    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…

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

    ERIC Educational Resources Information Center

    Potter, Stephanie Litton

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Chiang, Ti-Lin; Wang, Jia

    2008-01-01

    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…

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

    ERIC Educational Resources Information Center

    Lim, Taejo

    2010-01-01

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

  20. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: National Results.

    ERIC Educational Resources Information Center

    McGhee, Marcheta; Satcher, Jamie

    This study examined the job satisfaction and organizational commitment of rehabilitation counselors working in public (state/federal) rehabilitation agencies in the United States. Participants were 2,217 rehabilitation counselor survey respondents from 29 states whose agencies agreed to take part in the study. A total of 4,199 surveys were mailed.…

  1. Predictors of Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Oregon.

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitation counselors working in the public rehabilitation agencies in Oregon are the focus of this study. Participants were 63 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. Because of the small population size, Oregon's general (n=120) and…

  2. Organizational Commitment and Job Satisfaction among State Agency Rehabilitation Counselors: Virginia (Blind).

    ERIC Educational Resources Information Center

    Satcher, Jamie; McGhee, Marcheta

    The job satisfaction and organizational commitment of rehabilitation counselors working in the public rehabilitation agency serving blind persons in Virginia are the focus of this study. Participants were 13 rehabilitation counselor survey respondents whose agencies agreed to take part in the study. A total of 19 surveys were mailed. Job…

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

    PubMed Central

    2010-01-01

    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 nurses in Taiwan's hospitals. Methods We employed self-administered questionnaires to collect research data and select new nurses from three regional hospitals as samples in Taiwan. In all, 306 nurse samples were obtained. We adopted a multiple regression analysis to test the impact of the mentoring functions. Results Results revealed that career development and role modeling functions have positive effects on the job satisfaction and organizational commitment of new nurses; however, the psychosocial support function was incapable of providing adequate explanation for these work outcomes. Conclusion It is suggested in this study that nurse managers should improve the career development and role modeling functions of mentoring in order to enhance the job satisfaction and organizational commitment of new nurses. PMID:20712873

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

    ERIC Educational Resources Information Center

    Moore, Heather Louise

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Nyaanga, Solomon G.

    2012-01-01

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

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

    PubMed

    Antón, Concha

    2009-06-01

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

  7. Organizational commitment of military physicians.

    PubMed

    Demir, Cesim; Sahin, Bayram; Teke, Kadir; Ucar, Muharrem; Kursun, Olcay

    2009-09-01

    An individual's loyalty or bond to his or her employing organization, referred to as organizational commitment, influences various organizational outcomes such as employee motivation, job satisfaction, performance, accomplishment of organizational goals, employee turnover, and absenteeism. Therefore, as in other sectors, employee commitment is crucial also in the healthcare market. This study investigates the effects of organizational factors and personal characteristics on organizational commitment of military physicians using structural equation modeling (SEM) on a self-report, cross-sectional survey that consisted of 635 physicians working in the 2 biggest military hospitals in Turkey. The results of this study indicate that professional commitment and organizational incentives contribute positively to organizational commitment, whereas conflict with organizational goals makes a significantly negative contribution to it. These results might help develop strategies to increase employee commitment, especially in healthcare organizations, because job-related factors have been found to possess greater impact on organizational commitment than personal characteristics. PMID:19780367

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

    ERIC Educational Resources Information Center

    Nguni, Samuel; Sleegers, Peter; Denessen, Eddie

    2006-01-01

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

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

    E-print Network

    Varona, Federico

    1991-06-27

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

  10. A Study of the Value Added by Transformational Leadership Practices to Teachers' Job Satisfaction and Organizational Commitment

    ERIC Educational Resources Information Center

    Kieres, Katherine H.

    2013-01-01

    Based on Bass and Riggio's (2006) Augmentation Model of Transactional and Transformational Leadership, this quantitative study sought to identify the amount of variance in teacher job satisfaction and organizational commitment that can be explained by principals' transformational leadership behaviors, above and beyond the influence of…

  11. Organizational Incentives, Teacher Commitment, Morale, and Job Satisfaction: Is the Program Achieving Its Goals?

    ERIC Educational Resources Information Center

    Reyes, Pedro; And Others

    The purposes of this study were to compare first- and second-year career-ladder teachers on the basis of their levels of teacher commitment to schools, faculty morale, and job satisfaction and to analyze the variables that explain commitment, morale, and job satisfaction. Five hundred teachers, 250 first-year career-ladder teachers and 250…

  12. The Effects of Group Racial Composition on Job Satisfaction, Organizational Commitment, and Career Commitment.

    ERIC Educational Resources Information Center

    Mueller, Charles W.; Finley, Ashley; Iverson, Roderick D.; Price, James L.

    1999-01-01

    A study of the racial composition of teachers and students in 405 schools found black teachers less affected by being in the minority in their schools. In contexts where others are of the same race, white teachers experience greater coworker support, less role conflict, more autonomy, and adequate resources. Commitment to teaching career is not…

  13. Job security, satisfaction influence work commitment

    E-print Network

    Reinardy, Scott

    2012-01-01

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

  14. Organizational Value Orientation and Its Impact on Organizational Commitment and Job Satisfaction of Public School Teachers.

    ERIC Educational Resources Information Center

    Reyes, Pedro; Keller, David

    Although industrial and organizational psychologists have labored for two decades to understand processes governing behavior at work, the literature reveals little empirical work on organization value orientation and its effects on individuals within an organization. From research on personal values and interpersonal relationships, one might…

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

    ERIC Educational Resources Information Center

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

    2015-01-01

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

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

    ERIC Educational Resources Information Center

    Ting, Shueh-Chin

    2011-01-01

    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'…

  17. A Comparative Study of the Relationships between Conflict Management Styles and Job Satisfaction, Organizational Commitment, and Propensity to Leave the Job among Saudi and American Universities' Faculty Members

    ERIC Educational Resources Information Center

    Alzahrani, Mohammed

    2013-01-01

    This study used Rahim Organizational Conflict Inventory-II, Form C to examine the preference for conflict management styles among Saudi and American faculty members. Additionally, the study examined the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. A random sample…

  18. The Implementation of Planned Educational Change: A Multivariate Analysis of the Decision Source for Change, Organizational Commitment, and Job Satisfaction Among Elementary School Teachers.

    ERIC Educational Resources Information Center

    Coley, Thomas Gregory

    The question addressed in this thesis was, "Does the decision source for change make a difference to a teacher's or implementor's organizational commitment and job satisfaction?" It was hypothesized that the decision sources for implementing Individually Guided Education (IGE) in schools does not affect the teacher's commitment to the school and…

  19. 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

    Hulpia, Hester; Devos, Geert; Rosseel, Yves

    2009-01-01

    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…

  20. Organizational Commitment: Individual and Organizational Influences.

    ERIC Educational Resources Information Center

    Angle, Harold L.; Perry, James L.

    1983-01-01

    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…

  1. Factors Influencing Overall Job Satisfaction and Organizational Commitment in Early Childhood Work Environments.

    ERIC Educational Resources Information Center

    Jorde-Bloom, Paula

    1988-01-01

    A fairly stable set of job clusters was identified as contributing sources of satisfaction and frustration to early childhood edcators in center-based programs. These job clusters were: co-worker relations; supervisor relations; the nature of the work; pay and opportunities for promotion; and general working conditions. Related findings are…

  2. Analysis of Competencies, Job Satisfaction and Organizational Commitment as Indicators of Job Performance: A Conceptual Framework

    ERIC Educational Resources Information Center

    Khan, Asad; Masrek, Mohamad Noorman; Nadzar, Fuziah Mohamad

    2015-01-01

    Like other disciplines, organizational and technological innovations have influenced the standard philosophies of librarianship. These innovations have changed the basics of information retrieval and delivery in libraries. As a result, library authorities are demanding competency-based job performance. Nonetheless, there is a scarcity of research…

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

    ERIC Educational Resources Information Center

    Mosheti, Paul Alan

    2013-01-01

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

  4. Organizational Commitment through Organizational Socialization Tactics

    ERIC Educational Resources Information Center

    Filstad, Cathrine

    2011-01-01

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

  5. Organizational Commitment as Symbolic Process.

    ERIC Educational Resources Information Center

    Larkey, Linda; Morrill, Calvin

    1995-01-01

    Offers a processual (sic) approach suited to the complex nature of organizational commitment during times of radical change. Emphasizes commitment as communication processes that are integrally tied to the creation of organizational cultures, involve identification via symbolic processes, and encompass various degrees of linkages between…

  6. Organizational Climate and Teacher Commitment

    ERIC Educational Resources Information Center

    Douglas, Stephen Michael

    2010-01-01

    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).…

  7. Predicting Organizational Commitment from Organizational Culture in Turkish Primary Schools

    ERIC Educational Resources Information Center

    Ipek, Cemalettin

    2010-01-01

    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…

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

    ERIC Educational Resources Information Center

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

    2008-01-01

    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…

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

    ERIC Educational Resources Information Center

    Aydin, Ayhan; Sarier, Yilmaz; Uysal, Sengul

    2013-01-01

    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…

  10. Assessing Personal and Organizational Predictors of Managerial Commitment in Schools.

    ERIC Educational Resources Information Center

    Shin, Hyun-Seok; Reyes, Pedro

    Findings from a study to examine the relationships of both personal and organizational predictors with both managerial commitment and job satisfaction of school administrators are presented in this paper. A total of 99 public school and 77 private school administrators participated in a mailed survey, a 70.4 percent response rate. Multiple…

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

    ERIC Educational Resources Information Center

    Nayir, Funda

    2012-01-01

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

  12. Leadership and satisfaction in change commitment.

    PubMed

    Yang, Yi-Feng

    2011-06-01

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

  13. Commitment and Satisfaction among Parochial School Teachers: Findings from Catholic Education.

    ERIC Educational Resources Information Center

    Tarr, Hope C.; And Others

    1993-01-01

    Reports a study that examined commitment and satisfaction among elementary and secondary Catholic school lay teachers (n=1040 with 746 responding). The group was classified by commitment group (mission oriented or teaching oriented). Findings indicate that teacher ideology is important to both teacher satisfaction and organizational integrity. (SM)

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

    ERIC Educational Resources Information Center

    Shepherd-Osborne, Tracie

    2009-01-01

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

  15. Organizational and Client Commitment among Contracted Employees

    ERIC Educational Resources Information Center

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

    2006-01-01

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

  16. Organizational commitment among public service employees 

    E-print Network

    Young, Brian Scott

    1993-01-01

    of the department. The data were obtained as part of an attitudinal organizational-climate questionnaire voluntarily completed by front-line employees. Correlation coefficients indicated that the following were positively and significantly related to commitment...

  17. Managing Organizational Commitment: Insights from Longitudinal Research

    ERIC Educational Resources Information Center

    Morrow, Paula C.

    2011-01-01

    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…

  18. Teachers Commitment and Job Satisfaction. Project Report.

    ERIC Educational Resources Information Center

    Maehr, Martin L.; And Others

    Recent school effectiveness research has underscored the importance of teachers' personal investment and commitment--not just to education, but to the particular mission operating in their own school setting. There is growing evidence that aspects of the school organization are related to both job satisfaction and commitment. Employing path…

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

    ERIC Educational Resources Information Center

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

    2004-01-01

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

  20. The Effects of Organizational Training on Organizational Commitment

    ERIC Educational Resources Information Center

    Bulut, Cagri; Culha, Osman

    2010-01-01

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

  1. The Contribution of Perceived Fit between Job Demands and Abilities to Teachers' Commitment and Job Satisfaction

    ERIC Educational Resources Information Center

    Bogler, Ronit; Nir, Adam E.

    2015-01-01

    The current study aims at exploring the common means that may improve organizational effectiveness by focusing on two main facets of organizational qualities: teacher commitment and job satisfaction. Data were collected from 841 randomly sampled teachers employed in 118 elementary schools in Israel. A quantitative questionnaire, which included…

  2. Inductions Buffer Nurses' Job Stress, Health, and Organizational Commitment.

    PubMed

    Kamau, Caroline; Medisauskaite, Asta; Lopes, Barbara

    2015-11-01

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

  3. Regulatory Foci and Organizational Commitment

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  4. Organizational Justice and Commitment in Interscholastic Sports

    ERIC Educational Resources Information Center

    Whisenant, Warren

    2005-01-01

    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…

  5. Influencing Organizational Commitment through Office Redesign

    ERIC Educational Resources Information Center

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

    2012-01-01

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

  6. Physical Education Teachers' Organizational Commitment

    ERIC Educational Resources Information Center

    Demir, Hayri

    2013-01-01

    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…

  7. Teacher Commitment and Job Satisfaction: A Causal Analysis.

    ERIC Educational Resources Information Center

    Reyes, Pedro; Shin, Hyun-Seok

    1995-01-01

    Examines the causal relationship between teacher commitment to the school organization and job satisfaction using longitudinal career ladder data and measures of commitment and satisfaction from 854 teachers. Correlation/regression analyses indicate that satisfaction was causally prioritized to teacher commitment. Methodological issues in this…

  8. Exploring the Relationship Between Professional Commitment and Job Satisfaction Among Nurses.

    PubMed

    Hsu, Hsiu-Chin; Wang, Pao-Yu; Lin, Li-Hui; Shih, Whei-Mei; Lin, Mei-Hsiang

    2015-09-01

    This cross-sectional study explored the relationship between professional commitment and job satisfaction among nurses. A total of 132 registered nurses were recruited from a hospital in northern Taiwan. A self-reported structured questionnaire was used to collect data. Findings revealed significant differences among nurses in willingness to make an effort and their marital status, appraisal in continuing their careers, job level, and goals and values related to working shifts. Significant differences were found between inner satisfaction and work sector and marital status. Nurses' professional commitment was strongly related to job satisfaction; aspects of professional commitment explained 32% of the variance in job satisfaction. Study results may inform health care institutions about the importance of nurses' job satisfaction and professional commitment so hospital administration can improve these aspects of organizational environment. PMID:26215974

  9. Teacher Commitment and Job Satisfaction: Which Comes First?

    ERIC Educational Resources Information Center

    Shin, Hyun-Seok; Reyes, Pedro

    The purpose of this study was to examine the causal relationship between teacher commitment to the school organization and job satisfaction in a model of teacher commitment using longitudinal career ladder data. Two focal measures (commitment and satisfaction) and demographic predictors from 854 teachers were analyzed for this study. Cross-lagged…

  10. Job Stress and Organizational Commitment among Mentoring Coordinators

    ERIC Educational Resources Information Center

    Michael, Orly; Court, Deborah; Petal, Pnina

    2009-01-01

    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…

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

    ERIC Educational Resources Information Center

    Schroder, Ralph

    2008-01-01

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

  12. The Relationship between Career Growth and Organizational Commitment

    ERIC Educational Resources Information Center

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

    2010-01-01

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

  13. Nurses' perception of ethical climate and organizational commitment.

    PubMed

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

    2014-05-01

    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

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

    PubMed Central

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

    2015-01-01

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

  15. Employees' organizational identification and affective organizational commitment: an integrative approach.

    PubMed

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

    2015-01-01

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

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

    PubMed

    Dávila, Ma Celeste; Jiménez García, Gemma

    2012-03-01

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

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

    ERIC Educational Resources Information Center

    Panaccio, Alexandra; Vandenberghe, Christian

    2009-01-01

    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

  18. Social Linkages and Organizational Commitment in Voluntary Organizations.

    ERIC Educational Resources Information Center

    Latham, Van M.; Lichtman, Cary M.

    1984-01-01

    Surveyed 519 Southern Baptists to test the prepotency of social linkages for predicting commitment in voluntary organizations. Results indicated that instrumentality theory (association with church gives prestige) was a weak predictor of organizational commitment. Cohesion theory (feeling wanted and needed by the church) produced more consistent…

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

    PubMed

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

    2013-01-01

    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

  20. Commitment to Teaching: Teachers' Responses to Organizational Incentives. Report from the Program on Student Diversity and School Processes.

    ERIC Educational Resources Information Center

    Fruth, Marvin J.; And Others

    The major question addressed in a study of secondary school teachers was, to what degree do organizational incentives result in maintaining in the profession committed teachers whose primary satisfactions and reasons for persistence are related to students, curriculum, and classroom procedures? Interviews were conducted with 30 secondary school…

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

    ERIC Educational Resources Information Center

    Madlock, Paul E.

    2012-01-01

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

  2. Organizational Communication and Job Satisfaction in Australian Catholic Primary Schools

    ERIC Educational Resources Information Center

    De Nobile, John J.; McCormick, John

    2008-01-01

    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…

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

    ERIC Educational Resources Information Center

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

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Allen, Myria W.; Brady, Robert M.

    1997-01-01

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

  5. The Relationship of Job Attitudes and Organizational Commitment to Different Aspects of Organizational Environment.

    ERIC Educational Resources Information Center

    Cheng, Yin-Cheong

    The manner in which job attitudes and organizational commitment are related to personal attributes and organizational environment was studied for 588 secondary school teachers from Hong Kong. Instruments used to measure these variables are summarized in a table, which also gives psychometric characteristics and validity information. Confirmatory…

  6. The Relationship of Autonomy in Decision Making to Commitment to Schools and Job Satisfaction: A Comparison between Public School Teachers and Mid-Level Administrators.

    ERIC Educational Resources Information Center

    Reyes, Pedro

    1989-01-01

    This study examined the degree of organizational autonomy of public school teachers and midlevel administrators and its relationship to commitment to schools and job satisfaction. Teachers were less committed and felt less autonomy than administrators. School reform implications are linked to the findings of the study. (JD)

  7. Relationship of High School Principal Organizational Commitment and Campus Academic Performance

    ERIC Educational Resources Information Center

    Edison, David Allen

    2012-01-01

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

  8. Organizational Culture and Physician Satisfaction with Dimensions of Group Practice

    PubMed Central

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

    2007-01-01

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

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

    PubMed Central

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    McReynolds, Kevin V.

    2010-01-01

    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…

  11. Organizational Commitment, Knowledge Management Interventions, and Learning Organization Capacity

    ERIC Educational Resources Information Center

    Massingham, Peter; Diment, Kieren

    2009-01-01

    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…

  12. Applying Organizational Commitment and Human Capital Theories to Emigration Research

    ERIC Educational Resources Information Center

    Verkhohlyad, Olga; McLean, Gary N.

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Krishna, Vijay; Casey, Andrea

    2008-01-01

    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…

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

    ERIC Educational Resources Information Center

    Aydin, Ayhan; Sarier, Yilmaz; Uysal, Sengul

    2011-01-01

    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,…

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

    ERIC Educational Resources Information Center

    Joo, Baek-Kyoo

    2010-01-01

    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…

  16. The Organizational Dynamics of Teacher Workplace Commitment: A Study of Urban Elementary and Middle Schools.

    ERIC Educational Resources Information Center

    Kushman, James W.

    1992-01-01

    Two types of teacher workplace commitment--organizational commitment and commitment to student learning--were studied in 63 urban elementary and middle schools. Schools high in organizational commitment generally served educationally advantaged students, exhibited orderly school, climates conducive to learning, and involved teachers in…

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

    PubMed

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

    2007-08-01

    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

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

    ERIC Educational Resources Information Center

    Zhang, Jin; Zheng, Wei

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Sezgin, Ferudun

    2009-01-01

    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.…

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

    PubMed

    Huang, Meiju; Chen, Mei-Yen

    2013-08-01

    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

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

    ERIC Educational Resources Information Center

    Ucanok, Basak; Karabati, Serdar

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Buck, Jeffrey M.; Watson, John L.

    2002-01-01

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

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

    PubMed

    Smith, Kenneth J

    2010-04-01

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

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

    ERIC Educational Resources Information Center

    Thomas, James L.; Cunningham, Brent J.

    2009-01-01

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

  5. Mentor-Protege Commitment Fit and Relationship Satisfaction in Academic Mentoring

    ERIC Educational Resources Information Center

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

    2009-01-01

    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.…

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

    PubMed

    Chang, Ching Sheng; Chang, Hae Ching

    2010-08-01

    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

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

    ERIC Educational Resources Information Center

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

    2006-01-01

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

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

    ERIC Educational Resources Information Center

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

    2009-01-01

    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…

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

    ERIC Educational Resources Information Center

    Cakmak-Otluoglu, K. Ovgu

    2012-01-01

    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…

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

    ERIC Educational Resources Information Center

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

    2007-01-01

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

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

    ERIC Educational Resources Information Center

    Devos, Geert; Tuytens, Melissa; Hulpia, Hester

    2014-01-01

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

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

    ERIC Educational Resources Information Center

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

    2012-01-01

    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

  13. Traits, Commitments, and College Satisfaction among Black American Community College Students

    ERIC Educational Resources Information Center

    Strayhorn, Terrell L.

    2011-01-01

    Prior research has largely examined determinants of student satisfaction in four-year institutions and faculty job satisfaction in two-year institutions. The present study investigated the relationship between background traits, initial commitments, and satisfaction among African Americans attending two-year community colleges. Findings reveal…

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

    ERIC Educational Resources Information Center

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

    2006-01-01

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

  15. Catholic School Teachers' Views of Job Satisfaction and Work Circumstances and Their Relationship to Commitment.

    ERIC Educational Resources Information Center

    Ciriello, Maria J.

    The relationships among Catholic school teachers' commitment, job satisfaction, and work environment are examined. A survey of full-time Catholic elementary school teachers in a large Catholic diocese yielded a 68 percent response rate (n=655). Findings classified three groups of teachers on the basis of three sources of commitment: commitment to…

  16. Why Does Mentoring Work? The Role of Perceived Organizational Support

    PubMed Central

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

    2009-01-01

    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. PMID:20401322

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

    NASA Astrophysics Data System (ADS)

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

    2014-12-01

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

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

    ERIC Educational Resources Information Center

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

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Frazier, Eugene

    2013-01-01

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

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

    E-print Network

    Kabins, Adam H

    2013-11-26

    , moderate, AC-dominant, AC/NC-dominant, and high). Meta-analytic results revealed that high levels of bases of commitment (e.g., organizational identification, allocentrism, psychological contract fulfillment) resulted in value-based profiles, and low levels...

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

    ERIC Educational Resources Information Center

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

    2010-01-01

    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…

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

    ERIC Educational Resources Information Center

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

    2009-01-01

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

  3. 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

    Ozgan, Habib

    2011-01-01

    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…

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

    ERIC Educational Resources Information Center

    Henkin, Alan B.; Holliman, Stephanie L.

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Sass, James S.; Canary, Daniel J.

    1991-01-01

    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…

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

    ERIC Educational Resources Information Center

    Austin-Hickey, Rachel

    2013-01-01

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

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

  8. Relationship Between Job Characteristics and Organizational Commitment: A Descriptive Analytical Study

    PubMed Central

    Faraji, Obeidollah; Ramazani, Abbas Ali; Hedaiati, Pouria; Aliabadi, Ali; Elhamirad, Samira; Valiee, Sina

    2015-01-01

    Background: Many factors influence the organizational commitment of employees. One of these factors is job designing since it affects the attitude, beliefs, and feelings of the organization employees. Objectives: We aimed to determine the relationship between job characteristics and organizational commitment among the employees of hospitals. Patients and Methods: In this descriptive and correlational study, 152 Iranian employees of the hospitals (physicians, nurses, and administrative staff) were selected through stratified random sampling. Data gathered using 3-part questionnaire of “demographic information”, “job characteristics model,” and “organizational commitment,” in 2011. Study data were analyzed using SPSS v. 16. Results: There was significant statistical correlation between organizational commitment and variables of educational level (P = 0.001) and job category (P = 0.001). Also, a direct and significant correlation existed between motivating potential score and job feedback on one hand and organizational commitment on the other hand (P = 0.014). Conclusions: According to the results, managers of the hospitals should increase staff’s commitment through paying attention to proper job designing.

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

    PubMed Central

    2013-01-01

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

  10. Antecedents and Outcomes of Career Commitment.

    ERIC Educational Resources Information Center

    Aryee, Samuel; Tan, Kevin

    1992-01-01

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

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

    ERIC Educational Resources Information Center

    Nordin, Norshidah

    2012-01-01

    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…

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

    ERIC Educational Resources Information Center

    San Giacomo, Rose-Marie Carla

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Pantouvakis, Angelos; Bouranta, Nancy

    2013-01-01

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

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

    ERIC Educational Resources Information Center

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

    1975-01-01

    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.…

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

    ERIC Educational Resources Information Center

    Mawhinney, Thomas C.

    2011-01-01

    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…

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

    PubMed Central

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

    2013-01-01

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

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

    ERIC Educational Resources Information Center

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

    2007-01-01

    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…

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

    ERIC Educational Resources Information Center

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

    2014-01-01

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

  20. 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

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

    2007-01-01

    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…

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

    ERIC Educational Resources Information Center

    Jing, Lizhen; Zhang, Deshan

    2014-01-01

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

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  3. Organizational Career Growth, Affective Occupational Commitment and Turnover Intentions

    ERIC Educational Resources Information Center

    Weng, Qingxiong; McElroy, James C.

    2012-01-01

    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…

  4. The Association of School Environment to Student Teachers' Satisfaction and Teaching Commitment

    ERIC Educational Resources Information Center

    Huang, Shwu-yong L.; Waxman, Hersh C.

    2009-01-01

    A supportive school environment is crucial to the enhancement of student teaching experiences. This study assesses student teachers' perceptions of secondary school environments, and then relates the perceptions to their satisfaction with school experiences and teaching commitment. The results show that considerable disparities between student…

  5. Gender Influence on Job Satisfaction and Job Commitment among Colleges of Education Lecturers

    ERIC Educational Resources Information Center

    Tinu, Oladosu Christianah; Adeniji, Ajibola Adenike

    2015-01-01

    This study examines gender influence on job satisfaction and job commitment among Colleges of Education lecturers. The descriptive survey research design was adopted. The sample consisted of thirty male and thirty female lecturers from Osun State College of Education, Ila-Orangun. Questionnaire was the instrument used to collect data. Two null…

  6. Walking the Talk: Organizational Modeling and Commitment to Youth and Staff Development.

    ERIC Educational Resources Information Center

    Robertson, Robert M. Jr.

    1997-01-01

    Notes that effective staff development and positive youth development practice share many philosophical and structural similarities. Examines the relationship between youth and staff development and the long-term implications of organizational commitment to the youth-serving movement's newest paradigm-positive youth development. (EV)

  7. Development of an Instrument for the Measurement of Leadership Commitment to Organizational Process

    ERIC Educational Resources Information Center

    Hylton, Peter D.

    2013-01-01

    The purpose of this research study was to create a new instrument designed to examine the commitment of an organization's leadership to following organizational processes, as measured by stakeholder perceptions. This instrument was designed to aid in closure of a gap in the field of leadership studies relative to the impact that a leader's…

  8. Predicting Conflict Management Based on Organizational Commitment and Selected Demographic Variables

    ERIC Educational Resources Information Center

    Balay, Refik

    2007-01-01

    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…

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

    ERIC Educational Resources Information Center

    Wachtfogel, Marc

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Cerit, Yusuf

    2010-01-01

    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'…

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

    ERIC Educational Resources Information Center

    Short, Emily Carter

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Balay, Refik

    2012-01-01

    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…

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

    ERIC Educational Resources Information Center

    Luton, Bill

    2010-01-01

    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…

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

    ERIC Educational Resources Information Center

    Thomas, John Charles

    2008-01-01

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

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

    ERIC Educational Resources Information Center

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

    2009-01-01

    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…

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

    ERIC Educational Resources Information Center

    Deniz, Ayhan; Yildirim, Bilal

    2014-01-01

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

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

    ERIC Educational Resources Information Center

    Sezgin, Ferudun

    2009-01-01

    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…

  18. Affective Commitment among Student Affairs Professionals

    ERIC Educational Resources Information Center

    Boehman, Joseph

    2007-01-01

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

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

    PubMed Central

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

    2013-01-01

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

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

    PubMed

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

    2013-10-01

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

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

    PubMed

    Zhou, Yingying; Miao, Qing

    2014-10-01

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

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

    ERIC Educational Resources Information Center

    Li, Yongzhan

    2014-01-01

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

  3. An Analysis of the Relation between the Organizational Creativity Perceptions and Life Satisfaction Levels of the Teachers

    ERIC Educational Resources Information Center

    Akan, Durdagi

    2015-01-01

    The purpose of this study is to determine the relations between the organizational creativity perceptions and life satisfaction levels of the teachers. This study is conducted in descriptive survey method. Satisfaction with Life Scale and Organizational Creativity Scale were used to collect data from 233 primary and secondary school teachers…

  4. Psychometric properties of the "sport satisfaction instrument (SSI)" in female athletes: predictive model of sport commitment.

    PubMed

    Granero-Gallegos, A; Baena-Extremera, A; Gómez-López, M; Abraldes, J A

    2014-08-01

    The objective of this research was to assess the psychometric properties of the Sport Satisfaction Instrument (SSI) in a Spanish sample of female athletes in team sports federations, to decide whether it constitutes a valid and reliable instrument to be used in the context of female competitive sport in future research. The SSI was administered to a total of 615 athletes from 12 to 38 yr. of age. Confirmatory procedures and psychometric analysis supported the hypothesized theoretical model of two factors (Satisfaction/fun and Boredom). For female athletes, the 7-item model showed better goodness-of-fit indexes upon eliminating Item 2 from the Boredom subscale. Concurrent validity was explored through the correlations with the Perception of Success Questionnaire and Sport Commitment, obtaining positive correlations between Satisfaction/fun and Task Orientation and Sport Commitment, whereas Boredom correlated positively but less closely with Ego Orientation. The importance of Satisfaction/fun in the prediction of Sport Commitment, starting from task orientation, is emphasized. PMID:25153956

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

    E-print Network

    Ren, Run

    2009-05-15

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

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

    ERIC Educational Resources Information Center

    Bowling, Nathan A.; Hammond, Gregory D.

    2008-01-01

    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…

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

    PubMed

    Dawal, Siti Zawiah Md; Taha, Zahari

    2007-12-01

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

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

    ERIC Educational Resources Information Center

    Diffenauer, Deborah A.

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Blanchard, Gayle A.

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Naveh, Gali; Tubin, Dorit; Pliskin, Nava

    2010-01-01

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

  11. A consumer satisfaction survey of civilly committed sex offenders in Illinois.

    PubMed

    Levenson, Jill S; Prescott, David S; Jumper, Shan

    2014-04-01

    The purpose of this study was to obtain feedback from civilly committed sex offenders (N = 113) about the components of treatment that they believed to be most important and helpful in preventing reoffense. Participants were also asked to rate their satisfaction with the treatment process and therapists. Victim empathy and accountability were rated as the most important elements of treatment, along with skills for preventing relapse and methods for controlling sexual arousal. There was a fairly robust correlation between client perceptions of importance and satisfaction on most treatment components. Some clients expressed concerns about respect, confidentiality, and judgmental attitudes of some therapists. Because civilly committed sex offenders are considered to be among the most likely to reoffend, strategies are discussed for engagement of this population in a meaningful process of change. PMID:23362339

  12. The role of proactive personality in job satisfaction and organizational citizenship behavior: a relational perspective.

    PubMed

    Li, Ning; Liang, Jian; Crant, J Michael

    2010-03-01

    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 having a proactive personality was associated with employees establishing a high-quality exchange relationship with their supervisors; in turn, the quality of leader-member exchange was associated with greater job satisfaction and more organizational citizenship behaviors. Additionally, the relationship between proactive personality and organizational citizenship behavior was positively moderated by procedural justice climate within the group. Implications for management theory and practice are discussed. PMID:20230079

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

    PubMed Central

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

    2014-01-01

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

  14. The Relationship between Training and Organizational Commitment: A Study in the Health Care Field. [and] Invited Reaction--The Relationship between Training and Organizational Commitment: A Study in the Health Care Field.

    ERIC Educational Resources Information Center

    Bartlett, Kenneth R.; Klein, Howard J.

    2001-01-01

    Using social exchange theory as a framework, Bartlett's study of 337 nurses found that perceived access to and support for training, learning motivation, and perceived training benefits are positively related to organizational commitment, especially affective commitment. Contains 67 references. Klein's reaction addresses conceptual and…

  15. Organizational Justice and Employee Satisfaction in Performance Appraisal

    ERIC Educational Resources Information Center

    Palaiologos, Anastasios; Papazekos, Panagiotis; Panayotopoulou, Leda

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Zhu, Chang; Devos, Geert; Li, Yifei

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Jackson, Janese Marie

    2011-01-01

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

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

    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,…

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

    ERIC Educational Resources Information Center

    Panaccio, Alexandra; Vandenberghe, Christian

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Oh, Jeong Rok

    2013-01-01

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

  2. Organizational climate configurations: relationships to collective attitudes, customer satisfaction, and financial performance.

    PubMed

    Schulte, Mathis; Ostroff, Cheri; Shmulyian, Svetlana; Kinicki, Angelo

    2009-05-01

    Research on organizational climate has tended to focus on independent dimensions of climate rather than studying the total social context as configurations of multiple climate dimensions. The authors examined relationships between configurations of unit-level climate dimensions and organizational outcomes. Three profile characteristics represented climate configurations: (1) elevation, or the mean score across climate dimensions; (2) variability, or the extent to which scores across dimensions vary; and (3) shape, or the pattern of the dimensions. Across 2 studies (1,120 employees in 120 bank branches and 4,317 employees in 86 food distribution stores), results indicated that elevation was related to collective employee attitudes and service perceptions, while shape was related to customer satisfaction and financial performance. With respect to profile variability, results were mixed. The discussion focuses on future directions for taking a configural approach to organizational climate. PMID:19450003

  3. Why Does Mentoring Work? The Role of Perceived Organizational Support

    ERIC Educational Resources Information Center

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

    2010-01-01

    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,…

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

    PubMed

    Yang, Yi-Feng

    2014-02-01

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

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

    PubMed

    Fisher, David M

    2014-07-01

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

  6. Teachers' Perceptions of the Fairness of Their Workload and Their Commitment, Job Satisfaction, and Morale: Implications for Teacher Evaluation.

    ERIC Educational Resources Information Center

    Reyes, Pedro; Imber, Michael

    1992-01-01

    The proposition that teacher perceptions of the fairness of their workloads are related to varying levels of commitment, job satisfaction, and morale was studied for 472 high school teachers. Results from the mail survey support the proposition. Implications for administrative practice are discussed. (SLD)

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

    ERIC Educational Resources Information Center

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

    2012-01-01

    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…

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

    ERIC Educational Resources Information Center

    O'Meara, KerryAnn

    2015-01-01

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

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

    ERIC Educational Resources Information Center

    Erdem, Mustafa; Ucar, Ibrahim Halil

    2013-01-01

    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…

  10. The Relationship between Teachers' Perception about School Managers' Talent Management Leadership and the Level of Organizational Commitment

    ERIC Educational Resources Information Center

    Aytaç, Tufan

    2015-01-01

    Problem statement: Talent Management (TM) has been recently seen as a critical success factor in the development of educational organizations. The problem this study addresses is whether there is a relationship between teacher perceptions about school managers' TM leadership and their level of organizational commitment (OC). The level of school…

  11. The Correlation between Teachers' Perceptions about Principal's Emotional Intelligence and Organizational Climate and Job Satisfaction of Teachers of State Senior High School in Gunungsitoli Nias, Indonesia

    ERIC Educational Resources Information Center

    Waruwu, Binahati

    2015-01-01

    This study is aimed at finding out the significant correlation between: (1) teachers' perceptions about principal's emotional intelligence and job satisfaction of teachers, (2) organizational climate and job satisfaction of teachers, and (3) teachers' perceptions about principal's emotional intelligence and organizational climate and job…

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

    ERIC Educational Resources Information Center

    Sikorska-Simmons, Elzbieta

    2006-01-01

    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…

  13. The Negative Impact of Organizational Cynicism on Physicians and Nurses

    PubMed Central

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

    2015-01-01

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

  14. 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

    Schulz, John

    2013-01-01

    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…

  15. A Study on Relationship among Leadership, Organizational Culture, the Operation of Learning Organization and Employees' Job Satisfaction

    ERIC Educational Resources Information Center

    Chang, Su-Chao; Lee, Ming-Shing

    2007-01-01

    Purpose: The main purpose of this paper is to investigate the relationship among leadership, organizational culture, the operation of learning organization and employees' job satisfaction. Design/methodology/approach: A quantitative research design was employed. A total of 1,000 questionnaires were mailed out and received 134 valid replies.…

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

    ERIC Educational Resources Information Center

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

    2010-01-01

    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

  17. Organizational Orientation in Public and Private Elementary Schools.

    ERIC Educational Resources Information Center

    Reyes, Pedro; Pounder, Diana G.

    1993-01-01

    A survey of public and Catholic school teachers investigated the relationship between organizational value orientation and two variables--organizational commitment and job satisfaction. Private schools had more normative and public schools more utilitarian orientations. Schools with more normative orientations showed significantly higher job…

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

    ERIC Educational Resources Information Center

    Love, Kevin G.

    2013-01-01

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

  19. Factors Predicting Faculty Commitment to the University.

    ERIC Educational Resources Information Center

    Fjortoft, Nancy

    This paper examines the effect of faculty rank, satisfaction with salary, working conditions, institutional reputation, perceived influence on institutional policies, participation in meetings, and perceived governance on organizational commitment (at both the departmental and institutional level) using a representative sample of 4,925 faculty.…

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

    ERIC Educational Resources Information Center

    de Lara, Pablo Zoghbi Manrique

    2008-01-01

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

  1. Understanding organizational commitment: A meta-analytic examination of the roles of the five-factor model of personality and culture.

    PubMed

    Choi, Daejeong; Oh, In-Sue; Colbert, Amy E

    2015-09-01

    We examined the relationships between the Five-Factor Model (FFM) of personality traits and three forms of organizational commitment (affective, normative, and continuance commitment) and their variability across individualistic and collectivistic cultures. Meta-analytic results based on 55 independent samples from 50 studies (N = 18,262) revealed that (a) all FFM traits had positive relationships with affective commitment; (b) all FFM traits had positive relationships with normative commitment; and (c) Emotional Stability, Extraversion, and Openness to Experience had negative relationships with continuance commitment. In particular, Agreeableness was found to be the trait most strongly related to both affective and normative commitment. The results also showed that Agreeableness had stronger relationships with affective and normative commitment in collectivistic cultures than in individualistic cultures. We provide theoretical and practical implications of these findings for personality, job attitudes, and employee selection and retention. PMID:25822070

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

    ERIC Educational Resources Information Center

    Bartocci, Charles August

    2012-01-01

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

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

    PubMed Central

    2014-01-01

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

  4. Organizational and individual factors influencing job satisfaction and burnout of mental health workers.

    PubMed

    Martin, U; Schinke, S P

    1998-01-01

    Job satisfaction and burnout are important areas of study because of the financial and social effects of job satisfaction and the damaging physical/psychological impacts of burnout. Two hundred family/children and psychiatric workers of seven social service organizations were surveyed. Instruments used were the Minnesota Satisfaction Questionnaire, the Maslach Burnout Inventory, and the Staff Burnout Scale for Health Professionals. Reported levels of job satisfaction and burnout are within normal limits. Psychiatric and family/children workers report equal job satisfaction levels, but the latter group reports significantly higher burnout levels. Both groups are particularly satisfied with the amount of praise delivered by supervisors and are reportedly dissatisfied with salary levels and promotional opportunities. These three factors are strongly associated with job satisfaction and burnout levels of both groups. Findings have practical implications for social service administrators and practitioners. Correlates of satisfaction and burnout can be altered in order to maintain employee satisfaction and reduce burnout, absenteeism and turnover. PMID:9802151

  5. Commitment.

    PubMed

    Sturtz, D L

    2001-09-01

    Many trends in military medicine and civilian medical practice portend change that is unsettling to physicians. Historically, the medical profession has responded to patients' needs with both the art and the science of medicine. Many of the lessons learned regarding humanism in medicine are worth repeating. It is the job of physicians as teachers to keep bringing us back to certain basic principles. Commitment to God, country, honor, courage, leadership, and teaching should be stressed among those principles. Military physicians must also develop an attitude regarding their dual officer/doctor role because military and medical objectives may present difficult ethical decisions. In addition, observance of time-honored customs and traditions can bring a sense of justifiable pride to the physician caring for our nation's military members, their families, and retirees. PMID:11569433

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

    PubMed

    Yang, Yi-Feng

    2012-10-01

    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

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

    ERIC Educational Resources Information Center

    Chen, Mei-Yen

    2009-01-01

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

  8. The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers: The Mediating Role of Psychological Capital

    PubMed Central

    Lu, Lu; Liu, Li; Sui, Guoyuan; Wang, Lie

    2015-01-01

    Police officers’ job satisfaction is an important issue for police force management, but insufficient research exists on the topic, especially in China. This study aimed to examine the associations of job stress and organizational identification with job satisfaction among Chinese police officers, and particularly the mediating role of psychological capital (PsyCap). A cross-sectional study was conducted in Liaoning Province of China during the period of September–October 2014. A set of self-administered questionnaires was distributed to 2514 police officers, and complete responses were obtained from 2226 participants. The associations among variables in relation to job satisfaction were validated by structural equation modeling. Job stress was negatively associated with job satisfaction, while organizational identification and PsyCap were positively associated with job satisfaction among Chinese police officers. PsyCap mediated the associations of job stress and organizational identification with job satisfaction. Interventions to improve Chinese police officers’ job satisfaction should be developed in the future, especially the enhancement of PsyCap. PMID:26633436

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

    ERIC Educational Resources Information Center

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

    2009-01-01

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

  10. An Investigation of Factors Related to Teachers' Organizational Commitment in Rural High Schools

    ERIC Educational Resources Information Center

    Walker, Victoria LaShawn

    2013-01-01

    Relevant literature indicates that teachers who are not committed to their organization do not perform, do not provide a quality education for their students, and do not remain members of the organization; thus, making staffing, retaining, and maintaining highly qualified teachers problematic for rural schools. Limited research has been conducted…

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

    ERIC Educational Resources Information Center

    Hodge, Elizabeth M.; Ozag, David

    2007-01-01

    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…

  12. Personal and Role-Related Factors in the Development of Organizational Commitment

    ERIC Educational Resources Information Center

    Hrebiniak, Lawrence G.; Alutto, Joseph A.

    1972-01-01

    An empirical study of 318 elementary and secondary school teachers and 395 registered nurses examines the relationship between personal and role-related factors and commitment to the employing organization. Results of multivariate tests indicated that levels of tension and number of years experience are the most important variables explaining…

  13. The Effects of Principal Support on Special and General Educators' Stress, Job Satisfaction, School Commitment, Health, and Intent to Stay in Teaching.

    ERIC Educational Resources Information Center

    Littrell, Peggy C.; And Others

    1994-01-01

    A survey of 385 special and 313 general education teachers in Virginia found that groups had similar perceptions of principal support. Work-related variables were better predictors of extent of perceived support than were demographic variables. Specific types of support were significant predictors of job satisfaction, school commitment, and…

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

    ERIC Educational Resources Information Center

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

    2014-01-01

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

  15. School Level Factors Predicting Teachers' Senses of Professional Engagement, Efficacy, Commitment, and Job Satisfaction: An Application of Structural Equation Modeling. Draft.

    ERIC Educational Resources Information Center

    Chase, Anne M.

    Findings of a study that identified the school-level factors that affect teachers' dispositions toward their work are presented in this paper, which focuses on teacher satisfaction, professional engagement, commitment, and efficacy. Data were derived from the teachers' survey portion of the Teachers and Administrators Survey (ATS) from the High…

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

    ERIC Educational Resources Information Center

    Baird, Bonni Lynn

    2012-01-01

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

  17. Job Satisfaction among Care Aides in Residential Long-Term Care: A Systematic Review of Contributing Factors, Both Individual and Organizational

    PubMed Central

    Squires, Janet E.; Hoben, Matthias; Linklater, Stefanie; Carleton, Heather L.; Graham, Nicole; Estabrooks, Carole A.

    2015-01-01

    Despite an increasing literature on professional nurses' job satisfaction, job satisfaction by nonprofessional nursing care providers and, in particular, in residential long-term care facilities, is sparsely described. The purpose of this study was to systematically review the evidence on which factors (individual and organizational) are associated with job satisfaction among care aides, nurse aides, and nursing assistants, who provide the majority of direct resident care, in residential long-term care facilities. Nine online databases were searched. Two authors independently screened, and extracted data and assessed the included publications for methodological quality. Decision rules were developed a priori to draw conclusions on which factors are important to care aide job satisfaction. Forty-two publications were included. Individual factors found to be important were empowerment and autonomy. Six additional individual factors were found to be not important: age, ethnicity, gender, education level, attending specialized training, and years of experience. Organizational factors found to be important were facility resources and workload. Two additional factors were found to be not important: satisfaction with salary/benefits and job performance. Factors important to care aide job satisfaction differ from those reported among hospital nurses, supporting the need for different strategies to improve care aide job satisfaction in residential long-term care. PMID:26345545

  18. Job Satisfaction among Care Aides in Residential Long-Term Care: A Systematic Review of Contributing Factors, Both Individual and Organizational.

    PubMed

    Squires, Janet E; Hoben, Matthias; Linklater, Stefanie; Carleton, Heather L; Graham, Nicole; Estabrooks, Carole A

    2015-01-01

    Despite an increasing literature on professional nurses' job satisfaction, job satisfaction by nonprofessional nursing care providers and, in particular, in residential long-term care facilities, is sparsely described. The purpose of this study was to systematically review the evidence on which factors (individual and organizational) are associated with job satisfaction among care aides, nurse aides, and nursing assistants, who provide the majority of direct resident care, in residential long-term care facilities. Nine online databases were searched. Two authors independently screened, and extracted data and assessed the included publications for methodological quality. Decision rules were developed a priori to draw conclusions on which factors are important to care aide job satisfaction. Forty-two publications were included. Individual factors found to be important were empowerment and autonomy. Six additional individual factors were found to be not important: age, ethnicity, gender, education level, attending specialized training, and years of experience. Organizational factors found to be important were facility resources and workload. Two additional factors were found to be not important: satisfaction with salary/benefits and job performance. Factors important to care aide job satisfaction differ from those reported among hospital nurses, supporting the need for different strategies to improve care aide job satisfaction in residential long-term care. PMID:26345545

  19. Organizational cultural survey of the Stanford Linear Accelerator Center

    SciTech Connect

    Not Available

    1991-11-01

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

  20. An organizational survey of the Stanford Linear Accelerator Center

    SciTech Connect

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

    1991-11-01

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

  1. An organizational survey of the Stanford Linear Accelerator Center

    SciTech Connect

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

    1991-11-01

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

  2. Job Satisfaction among Newsworkers: The Influence of Professionalism, Perceptions of Organizational Structure, and Social Attributes.

    ERIC Educational Resources Information Center

    Pollard, George

    1995-01-01

    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…

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

    ERIC Educational Resources Information Center

    Williams, Irene Ana

    2011-01-01

    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…

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

    ERIC Educational Resources Information Center

    Avi-Itzhak, Tamara E.

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

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  6. The impact of perceived closeness on the differing roles of satisfaction, trust, commitment, and comfort on intention to remain with a physician.

    PubMed

    Spake, Deborah F; Bishop, John S

    2009-01-01

    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

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

    ERIC Educational Resources Information Center

    Tsai, Markus Chia-Han

    2012-01-01

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

    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.…

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

    PubMed Central

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

    2010-01-01

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

  10. Support from the top: supervisors' perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships.

    PubMed

    Erdogan, Berrin; Enders, Jeanne

    2007-03-01

    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

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

    ERIC Educational Resources Information Center

    Xiao, Jian; Wilkins, Stephen

    2015-01-01

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

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

    ERIC Educational Resources Information Center

    Cassar, Vincent; Briner, Rob B.

    2011-01-01

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

  13. Effects of Mentoring on the Employment Experiences and Career Satisfaction of Women Student Affairs Administrators.

    ERIC Educational Resources Information Center

    Blackhurst, Anne

    2000-01-01

    Surveys women student affairs administrators to determine the relationships between mentoring and role conflict, role ambiguity, organizational commitment, career satisfaction, and perceived sex discrimination. Results indicate mentoring may benefit White women and women of color in different ways, and may result in reduced role conflict and…

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

    ERIC Educational Resources Information Center

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

    2004-01-01

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

    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…

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

    PubMed Central

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

    2013-01-01

    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

  17. The linkage between employee and patient satisfaction in home healthcare.

    PubMed

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

    2009-01-01

    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

  18. An Investigation of the Organizational Factors that Foster Academic Vitality, Commitment, and Innovation among Two Year College Occupational Faculty.

    ERIC Educational Resources Information Center

    Schwandt, Linda

    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…

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

    ERIC Educational Resources Information Center

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

    2015-01-01

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

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

    ERIC Educational Resources Information Center

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

    2015-01-01

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

  1. An organizational survey of the Strategic Petroleum Reserve

    SciTech Connect

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

    1992-01-01

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

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

    SciTech Connect

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

    1992-01-01

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

  3. Organizational cultural assessment of the Sandia National Laboratories

    SciTech Connect

    Not Available

    1991-05-01

    An Organizational Cultural Assessment (OCA) was performed at the Sandia National Laboratories (SNL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety, and overall job satisfaction. The purpose of the OCS is to measure in a quantitative and objective way the values, attitudes, and beliefs of the individuals working within the organization. The OCS administration at SNL was the fifth to occur at a DOE facility. The sample was randomly selected from each Vice Presidency group, the largest organizational unit at SNL. Scores and significance are discussed and statistically significant differences between groups are identified and discussed.

  4. Stress, satisfaction, and the work-family interface: a comparison of self-employed business owners, independents, and organizational employees.

    PubMed

    Prottas, David J; Thompson, Cynthia A

    2006-10-01

    Using data from the 2002 National Study of the Changing Workforce (NSCW) (N = 3,504), we examined differences among organizational employment and two categories of self-employment: independent contractors and small business owners. Our results suggest that self-employment, either as owner or independent, may allow individuals to achieve greater autonomy than would be available to them as organizational employees. However, the greater pressure associated with ownership of a small business detracts from the advantages of having autonomy, making small business ownership a double-edged sword. Those working as independent contractors appear to reap the benefits of greater autonomy as well as lower levels of job pressure. PMID:17059300

  5. The Relationships between Collegiate DECA Commitment, Mentoring and College Students' Perceived Career Commitment

    ERIC Educational Resources Information Center

    Duke, Linda

    2013-01-01

    This study investigated relationships between student's Collegiate DECA commitment, psychological capital, mentoring, and perceived career commitment. Proposed relationships were supported with several psychological theories and frameworks including Organizational Commitment, Psychological Capital, and Social Identity Theory. Data was…

  6. The Importance of Teachers' Perceived Organizational Support to Job Satisfaction: What's Empowerment Got to Do with It?

    ERIC Educational Resources Information Center

    Bogler, Ronit; Nir, Adam E.

    2012-01-01

    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…

  7. Consequences of nursing procedures measurement on job satisfaction

    PubMed Central

    Khademol-hoseyni, Seyyed Mohammad; Nouri, Jamileh Mokhtari; Khoshnevis, Mohammad Ali; Ebadi, Abbas

    2013-01-01

    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. PMID:23983741

  8. A study of the antecedents and consequences of psychological ownership in organizational settings.

    PubMed

    Mayhew, Melissa G; Ashkanasy, Neal M; Bramble, Tom; Gardner, John

    2007-10-01

    Psychological ownership is a feeling of possession in the absence of any formal or legal claims of ownership. In this study, the authors aimed to extend previous empirical testing of psychological ownership in work settings to encompass both job-based and organization-based psychological ownership as well as related work attitudes and behavioral outcomes. Questionnaire data from 68 employees and their managers revealed that job-based psychological ownership and organization-based psychological ownership are distinct work attitudes that are distinguishable from job satisfaction and organizational commitment. Psychological ownership predicted job satisfaction and organizational commitment and mediated the relationship between autonomy and these work attitudes. There was no support for a relationship between psychological ownership and behavioral outcomes. The authors discuss the limitations of the study and the implications of psychological ownership. PMID:18225830

  9. Role Clarity and Organizational Level.

    ERIC Educational Resources Information Center

    Posner, Barry Z.; Butterfield, D. Anthony

    1978-01-01

    Role clarity was examined in terms of its relationship with personal outcomes and organizational effectiveness. Organizational level as moderator of such relationship was also investigated. Hypotheses based on prior research were confirmed. Role clarity was positively related to perceptions of job satisfaction, personal influence, organizational

  10. Study of the relationship between organizational culture and organizational outcomes using hierarchical linear modeling methodology.

    PubMed

    Platonova, Elena A; Hernandez, S Robert; Shewchuk, Richard M; Leddy, Kelly M

    2006-01-01

    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

  11. An Exploration of the Impact of Employee Job Satisfaction, Affect, Job Performance, and Organizational Financial Performance: A Review of the Literature

    ERIC Educational Resources Information Center

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

    2006-01-01

    Extensive research has explored job satisfaction, job performance, and the financial performance of organizations. Job satisfaction and job performance have been explored separately and collectively. However, scholars only have begun to explore the relationship between employee job satisfaction and financial performance of organization. This paper…

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

    PubMed

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

    2012-11-01

    This study investigated the moderating effects of several Global Leadership and Organizational Behavior Effectiveness (GLOBE) cultural value dimensions on the relationship between employees' perceptions of their organization's social responsibility and their affective organizational commitment. Based on data from a sample of 1,084 employees from 17 countries, results showed that perceived corporate social responsibility (CSR) was positively related to employees' affective commitment (AC), after controlling for individual job satisfaction and gender as well as for nation-level differences in unemployment rates. In addition, several GLOBE value dimensions moderated the effects of CSR on AC. In particular, perceptions of CSR were more positively related to AC in cultures higher in humane orientation, institutional collectivism, ingroup collectivism, and future orientation and in cultures lower in power distance. Implications for future CSR research and cross-cultural human resources management are discussed. PMID:23067337

  13. An International Comparison of the Effects of HRM Practices and Organizational Commitment on Quality of Job Performances among European University Employees

    ERIC Educational Resources Information Center

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

    2008-01-01

    Societal developments have forced universities all over Europe to replace their "professional" strategies, structures, and values by organizational characteristics that could be stereotyped as "private sector" features. This trend is known as "managerialism". Since university employees generally stick to professional values, a conflict may emerge…

  14. Work Values and Service-Oriented Organizational Citizenship Behaviors: The Mediation of Psychological Contract and Professional Commitment: A Case of Students in Taiwan Police College

    ERIC Educational Resources Information Center

    Chen, Chun-hsi Vivian; Kao, Rui Hsin

    2012-01-01

    Public security, traffic management and service for the people are the three major functions of policing. To assure the quality of police service, which is contingent on the people who render the service, has become the core of policing. This study aims to investigate the relationship between work values and service-oriented organizational

  15. Coaching Commitment and Turnover: A Comparison of Current and Former Coaches.

    ERIC Educational Resources Information Center

    Raedeke, Thomas D.; Warren, Anne H.; Granzyk, Tracy L.

    2002-01-01

    Surveyed U.S. swimming coaches to assess commitment model constructs (coaching satisfaction, benefits, costs, investments, alternative options, social constraints, and commitment). Satisfaction and investments significantly related to commitment. The standardized path coefficients between benefits and costs and satisfaction were significant.…

  16. An organizational survey of the Pittsburgh Energy Technology Center

    SciTech Connect

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

    1991-09-01

    An Organizational Survey (OS) was administrated at the Pittsburgh Energy Technology Center (PETC) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of ``culture``; that is, the values attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization.

  17. An organizational survey of the Pittsburgh Energy Technology Center

    SciTech Connect

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

    1991-09-01

    An Organizational Survey (OS) was administrated at the Pittsburgh Energy Technology Center (PETC) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of culture''; that is, the values attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization.

  18. Impact of yoga way of life on organizational performance

    PubMed Central

    Adhia, Hasmukh; Nagendra, HR; Mahadevan, B

    2010-01-01

    Background: Organizational performance can be attributed to a number of factors. However, there are certain organizational factors, the presence or absence of which can determine the success or failure of the organization. There are different ways in which organizations try to improve their performance by working on such factors. In the research presented in this article, an attempt is made to find out whether adoption of the Yoga Way of Life by managers can have a positive impact on such organizational performance indicators. Aims: To measure effect of yoga way of life on five different indicators through an empirical study. Materials and Methods: The five indicators are job satisfaction, job involvement, goal orientation, affective organizational commitment and organizational citizenship behavior. Statistics Analysis: Pre- and post-data was measured using self-reported questionnaire. Independent T-test (Paired) and Pearson’s correlation test were conducted using SPSS. Results and Conclusion: The results of the study show that Yoga has a significant positive impact on four out of five of these indicators. Only job involvement does not show significant improvement. The construct used for measuring job involvement had a Chronbach alpha of 0.613, which is an indicator of moderate reliability, which could be the main reason for not getting positive result. PMID:21170231

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

    ERIC Educational Resources Information Center

    Lashbrook, William B.

    1997-01-01

    The difficulty in finding a relationship between employee satisfaction and business performance results from how satisfaction is defined. A survey of 2000 employees determined that organizations, regardless of industry, could improve organizational performance by improving employee work unit satisfaction and that the work unit leader's actions may…

  20. Identifying Organizational Identification as a Basis for Attitudes and Behaviors: A Meta-Analytic Review.

    PubMed

    Lee, Eun-Suk; Park, Tae-Youn; Koo, Bonjin

    2015-09-01

    Organizational identification has been argued to have a unique value in explaining individual attitudes and behaviors in organizations, as it involves the essential definition of entities (i.e., individual and organizational identities). This review seeks meta-analytic evidence of the argument by examining how this identity-relevant construct functions in the nexus of attitudinal/behavioral constructs. The findings show that, first, organizational identification is significantly associated with key attitudes (job involvement, job satisfaction, and affective organizational commitment) and behaviors (in-role performance and extra-role performance) in organizations. Second, in the classic psychological model of attitude-behavior relations (Fishbein & Ajzen, 1975), organizational identification is positioned as a basis from which general sets of those attitudes and behaviors are engendered; organizational identification has a direct effect on general behavior above and beyond the effect of general attitude. Third, the effects of organizational identification are moderated by national culture, a higher-level social context wherein the organization is embedded, such that the effects are stronger in a collectivistic culture than in an individualistic culture. Theoretical and practical implications of the findings and future research directions are discussed. PMID:25984729

  1. Teacher Team Commitment, Teamwork and Trust: Exploring Associations

    ERIC Educational Resources Information Center

    Park, Sungmin; Henkin, Alan B.; Egley, Robert

    2005-01-01

    Purpose: To investigate relationships between teamwork, trust and teacher team commitment. Design/methodology/approach: Research has confirmed the value-added effects of organizational commitment in terms of job performance, organizational effectiveness, and employee retention. This study focused on teacher teams as the unit of analysis, and…

  2. Workplace Commitment: A Conceptual Model Developed from Integrative Review of the Research

    ERIC Educational Resources Information Center

    Fornes, Sandra L.; Rocco, Tonette S.; Wollard, Karen K.

    2008-01-01

    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…

  3. Institutionalized attitudes, intentions, and goal perceptions 

    E-print Network

    Alexander, Steven Eric

    1994-01-01

    This study investigated organizational-management goal congruence as a predictor of organizational commitment, general job satisfaction, extrinsic job satisfaction, intrinsic job satisfaction, and intention to quit. one ...

  4. 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)

    Watkins, William Edward, Jr.

    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.

  5. The Impact of Trust on Organization Commitment

    NASA Technical Reports Server (NTRS)

    Robinson, Kimberly; Stinson, Thomas N. (Technical Monitor)

    2002-01-01

    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.

  6. The Measurement of Job Satisfaction in Korea.

    ERIC Educational Resources Information Center

    Tak, Jinkook; Downey, Ronald G.

    Job satisfaction is highly researched in industrial and organizational psychology, and the Job Descriptive Index (JDI) is often used to measure job satisfaction. The JDI has been shown to have significant convergent and discriminant validities, good internal consistency and stability, and has been related to various personal and job factors. While…

  7. Virginity Lost, Satisfaction Gained?

    PubMed Central

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

    2013-01-01

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

  8. Guaranteeing patient satisfaction.

    PubMed

    Levin, R P

    1994-04-01

    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

  9. The role of moral commitment within the Investment Model.

    PubMed

    Rodrigues, David; Lopes, Diniz

    2015-03-01

    The Investment Model (Rusbult, 1980) defines general commitment as a long-term orientation towards relationship maintenance and feelings of psychological attachment, influenced by satisfaction, quality of alternatives and intrinsic/extrinsic investments. We suggest the importance of additionally assessing moral commitment, defined by an intrapersonal predisposition to remain in the relationship (Johnson, 1991). We argue moral commitment's association to perceived intrinsic investments acting as internal barriers influencing general commitment and promoting relationship maintenance. A correlational study resorting to structural equation modelling showed that moral commitment predicted intrinsic investments, which in turn predicted general commitment (Model 1). No direct paths emerged from moral commitment to satisfaction or quality of alternatives (Model 2), nor it emerged as a fourth direct predictor of general commitment (Model 3). Results are discussed under relationships maintenance and dissolution frameworks. PMID:25044005

  10. Organizational Epistemology.

    ERIC Educational Resources Information Center

    von Krogh, George; Roos, Johan

    This book is intended to give readers an observational scheme for understanding the process of organizational knowledge development at the individual and social levels. Chapter 1 examines devising a concept of organizational knowledge. In chapter 2, the place of epistemology within philosophy is discussed along with organizational, cognitivist,…

  11. 1 Organizational Sciences and Communication ORGANIZATIONAL SCIENCES

    E-print Network

    Vertes, Akos

    1 Organizational Sciences and Communication ORGANIZATIONAL SCIENCES AND COMMUNICATION The communication and organizational sciences majors are offered by the Department of Organizational Sciences. The Department of Organizational Sciences and Communication offers interdisciplinary programs leading

  12. Organizational Culture and Safety

    NASA Technical Reports Server (NTRS)

    Adams, Catherine A.

    2003-01-01

    '..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.

  13. An organizational survey of the Los Alamos Site

    SciTech Connect

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

    1991-11-01

    An Organizational Survey (OS) was administered at the Los Alamos Site that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concern, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of ``culture;`` that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. While comparisons among groups are made, it is not the purpose of this report to make evaluative statements of which profile may be positive or negative. However, using the data presented in this report in conjunction with other evaluative activities, may provide useful insight into the organization. The OS administration at the Los Alamos Site was the ninth to occur at a Department of Energy (DOE) facility. All data from the OS is presented in group summaries, by organization, department or directorate within organization, supervisory level both overall and within organization, and staff classification within organization. Statistically significant differences between groups are identified and discussed. 9 refs., 94 figs., 11 tabs.

  14. An organizational survey of the Los Alamos Site

    SciTech Connect

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

    1991-11-01

    An Organizational Survey (OS) was administered at the Los Alamos Site that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concern, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. While comparisons among groups are made, it is not the purpose of this report to make evaluative statements of which profile may be positive or negative. However, using the data presented in this report in conjunction with other evaluative activities, may provide useful insight into the organization. The OS administration at the Los Alamos Site was the ninth to occur at a Department of Energy (DOE) facility. All data from the OS is presented in group summaries, by organization, department or directorate within organization, supervisory level both overall and within organization, and staff classification within organization. Statistically significant differences between groups are identified and discussed. 9 refs., 94 figs., 11 tabs.

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

    E-print Network

    Cook, Allison Laura

    2009-05-15

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

  16. Commitment Predictors: Long-Distance versus Geographically Close Relationships

    ERIC Educational Resources Information Center

    Pistole, M. Carole; Roberts, Amber; Mosko, Jonathan E.

    2010-01-01

    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…

  17. How do different types of community commitment influence brand commitment? The mediation of brand attachment.

    PubMed

    Zhang, Ning; Zhou, Zhi-min; Su, Chen-ting; Zhou, Nan

    2013-11-01

    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

  18. How Do Different Types of Community Commitment Influence Brand Commitment? The Mediation of Brand Attachment

    PubMed Central

    Zhang, Ning; Su, Chen-ting; Zhou, Nan

    2013-01-01

    Abstract Although previous research indicates that participation in a brand community may foster consumer loyalty to the brand in question, research has seldom examined the mediating effect of community commitment on brand commitment. Drawing from the typologies of organizational commitment, we divide community commitment into three components: continuance community commitment (continuance CC), affective community commitment (affective CC), and normative community commitment (normative CC). We then assess the mediating role of brand attachment in the relationship between these three components and brand commitment. We test the hypotheses using a sample of online mobile phone brand communities in China. The empirical results reveal that brand attachment exerts an indirect (but not mediated) effect on the relationship between continuance CC and brand commitment and on the relationship between normative CC and brand commitment. We also find that it exerts a partial mediating effect on the relationship between affective CC and brand commitment. The findings contribute to the branding literature and have important implications for brand community management. PMID:23768073

  19. Organizational Science

    ERIC Educational Resources Information Center

    Beriwal, Madhu; Clegg, Stewart; Collopy, Fred; McDaniel, Reuben, Jr.; Morgan, Gareth; Sutcliffe, Kathleen; Kaufman, Roger; Marker, Anthony; Selwyn, Neil

    2013-01-01

    Scholars representing the field of organizational science, broadly defined as including many fields--organizational behavior and development, management, workplace performance, and so on--were asked to identify what they considered to be the most exciting and imaginative work currently being done in their field, as well as how that work might…

  20. An Empirical Investigation of Student Satisfaction with College Courses

    ERIC Educational Resources Information Center

    Sinclaire, Jollean K.

    2014-01-01

    This paper explores the relationship between the organizational behavior concept of job satisfaction and student satisfaction with college courses. It reports on a survey of 560 students on attitudes related to aspects of college courses including views on faculty, interaction and communication, the course, the physical learning environment, and…

  1. Organizational work-family resources as predictors of job performance and attitudes: the process of work-family conflict and enrichment.

    PubMed

    Odle-Dusseau, Heather N; Britt, Thomas W; Greene-Shortridge, Tiffany M

    2012-01-01

    The goal of the current study was to test a model where organizational resources (aimed at managing work and family responsibilities) predict job attitudes and supervisor ratings of performance through the mechanisms of work-family conflict and work-family enrichment. Employees (n = 174) at a large metropolitan hospital were surveyed at two time periods regarding perceptions of family supportive supervisor behaviors (FSSB), family supportive organizational perceptions (FSOP), bidirectional work-family conflict, bidirectional work-family enrichment, and job attitudes. Supervisors were also asked to provide performance ratings at Time 2. Results revealed FSSB at Time 1 predicted job satisfaction, organizational commitment and intention to leave, as well as supervisor ratings of performance, at Time 2. In addition, both work-family enrichment and family-work enrichment were found to mediate relationships between FSSB and various organizational outcomes, while work-family conflict was not a significant mediator. Results support further testing of supervisor behaviors specific to family support, as well models that include bidirectional work-family enrichment as the mechanism by which work-family resources predict employee and organizational outcomes. PMID:22149204

  2. Organizational Cultural Assessment of the Solar Energy Research Institute

    SciTech Connect

    1991-06-01

    An Organizational Cultural Assessment (OCA) was performed at the Solar Energy Research Institute (SERI) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad simple of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. All data from the OCS is presented in group summaries, by division, supervisory level, and staff classification. Statistically significant differences between groups are identified and discussed. The most notable finding which emerges from the OCA conducted at SERI is that it is a very homogeneous organization as indicated by the few statistically significant differences found between divisions/offices, staff classifications, and supervisory levels. The results also indicate SERI to be an organization which places a large amount of emphasis on those behaviors which are considered constructive'' (i.e., Humanistic-Encouraging, Affiliative, Achievement, Self-Actualizing) and, although to a lesser extent, on those behaviors which could be regarded as passive/defensive'' (i.e., Approval, Conventional, Dependent, Avoidance). 9 refs., 11 figs., 6 tabs.

  3. Organizational Cultural Assessment of the Idaho National Engineering Laboratory

    SciTech Connect

    Not Available

    1991-06-01

    An Organizational Cultural Assessment (OCA) was performed at the Idaho National Engineering Laboratory (INEL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the OCS through highly developed and validated scales that have been administered in many different types of organizations. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. The OCS administration at the INEL was the sixth to occur at a Department of Energy (DOE) facility. The INEL Organization is somewhat different from other DOE facilities are which the OCS was administered, due to the presence of six different major operating contractors. The seven organizations assessed at the INEL are: (1) Argonne National Laboratory -- West; (2) DOE Fire Department/Radiological and Environmental Sciences Laboratory; (3) EG G Idaho Incorporated; (4) MK Ferguson; (5) Protection Technology Incorporated; (6) Rockwell; and (7) Westinghouse Idaho Nuclear Company Incorporated. All data from the OCS is presented in group summaries by organization, Supervisory Level, Staff Classification, and department within organization. Statistically significant differences between groups are identified and discussed.

  4. Resonant leadership and workplace empowerment: the value of positive organizational cultures in reducing workplace incivility.

    PubMed

    Laschinger, Heather K Spence; Wong, Carol A; Cummings, Greta G; Grau, Ashley L

    2014-01-01

    Nursing leaders are indispensable in creating positive nursing work environments that retain an empowered and satisfied nursing workforce. Positive and supportive leadership styles can lower patient mortality and improve nurses' health, job satisfaction, organizational commitment, emotional exhaustion, and intent to stay in their position. The results of this study support the role of positive leadership approaches that empower nurses and discourage workplace incivility and burnout in nursing work environments. The findings also provide empirical support for the notion of resonant leadership, a relatively new theory of relationship-focused leadership approaches. This research adds to the growing body of knowledge documenting the key role of positive leadership practices in creating healthy work environments that promote retention of nurses in a time of a severe nursing shortage. PMID:24689153

  5. Committee Description The recently re-named Stanford Committee for Professional Satisfaction and Support was

    E-print Network

    Kay, Mark A.

    on promoting physician wellness and professional satisfaction as key organizational priorities. It has broughtCommittee Description The recently re-named Stanford Committee for Professional Satisfaction that the professional satisfaction of physicians and other caregivers is inextricably linked to quality, safety

  6. Child welfare employee recruitment and retention: an organizational culture perspective.

    PubMed

    Agbényiga, DeBrenna LaFa

    2009-01-01

    Drawing data from an organizational culture study, this cross-sectional study investigates the effect of organizational culture on child welfare employee recruitment and retention (N=92). Findings from quantitative analyses of the organizational culture inventory suggest that constructive culture style in child welfare organizations, especially humanistic-encouraging and self-actualizing culture norms, highly predict recruitment through employees' perception of "fit" and satisfaction as a member of the organization. Limitations, future research, and relevant implications are discussed. PMID:20695293

  7. Knowledge Management Antecedents and Its Impact on Employee Satisfaction: A Study on Indian Telecommunication Industries

    ERIC Educational Resources Information Center

    Singh, Ajay Kr.; Sharma, Vandna

    2011-01-01

    Purpose: Managers in many organizations have indicated that in today's highly competitive environment, knowledge management will be the key to organizational success in this millennium. This paper aims to analyze how the organizational culture and organizational learning impacts knowledge management, and ultimately the satisfaction of employees…

  8. From Personal Ethos to Organizational Vision: Narratives of Visionary Educational Leaders

    ERIC Educational Resources Information Center

    Yoeli, Raya; Berkovich, Izhak

    2010-01-01

    Purpose: Successful visionary educational leaders promote a shared vision with great commitment and manage to connect other organizational members to it. In spite of this, the source of their personal commitment to the organizational vision has not yet been the subject of extended study. The purpose of this paper is to correct this by…

  9. Correlates of Gay and Lesbian Couples' Relationship Satisfaction

    E-print Network

    Gross, James J.

    Correlates of Gay and Lesbian Couples' Relationship Satisfaction and Relationship Dissolution John of committed gay and lesbian cohabiting couples engaged in two conversations after being apart for at least 8 that satisfaction and stability in gay and lesbian relationships are related to similar emotional qualities

  10. 401 West Louisiana Avenue, Ruston, LA 71272 Tel: 318.257.2361 email: aros@latech.edu Applied Research for Organizational Solutions (AROS)

    E-print Network

    Selmic, Sandra

    groups) Quantitative research (e.g., employee climate surveys, customer satisfaction surveys) Personnel system. Quantitative Research Analyzed responses to employee satisfaction and organizational climate, and abilities to establish transportability. Personnel Selection Redesigned promotion exam for state troopers

  11. Skill Flexibility among Schoolteachers: Operationalization and Organizational Implications.

    ERIC Educational Resources Information Center

    Rosenblatt, Zehava; Inbal, Batia

    1999-01-01

    Investigates effects of skill flexibility on Israeli secondary teachers' work attitudes and job performance. Both role and functional flexibility were associated with improved teachers' work performance; role flexibility is linked to high organizational commitment and low powerlessness. Principals appreciate skill flexibility, but organizational

  12. 17 CFR 300.400 - Satisfaction of customer claims for standardized options.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 17 Commodity and Securities Exchanges 3 2011-04-01 2011-04-01 false Satisfaction of customer... CORPORATION Closeout Or Completion of Open Contractual Commitments § 300.400 Satisfaction of customer claims... direct payment procedure pursuant to section 10 of the Act, in satisfaction of a claim based...

  13. 17 CFR 300.400 - Satisfaction of customer claims for standardized options.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 17 Commodity and Securities Exchanges 3 2010-04-01 2010-04-01 false Satisfaction of customer... CORPORATION Closeout Or Completion of Open Contractual Commitments § 300.400 Satisfaction of customer claims... direct payment procedure pursuant to section 10 of the Act, in satisfaction of a claim based...

  14. 17 CFR 300.400 - Satisfaction of customer claims for standardized options.

    Code of Federal Regulations, 2013 CFR

    2013-04-01

    ... 17 Commodity and Securities Exchanges 3 2013-04-01 2013-04-01 false Satisfaction of customer... CORPORATION Closeout Or Completion of Open Contractual Commitments § 300.400 Satisfaction of customer claims... direct payment procedure pursuant to section 10 of the Act, in satisfaction of a claim based...

  15. 17 CFR 300.400 - Satisfaction of customer claims for standardized options.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 17 Commodity and Securities Exchanges 4 2014-04-01 2014-04-01 false Satisfaction of customer... CORPORATION Closeout Or Completion of Open Contractual Commitments § 300.400 Satisfaction of customer claims... direct payment procedure pursuant to section 10 of the Act, in satisfaction of a claim based...

  16. 17 CFR 300.400 - Satisfaction of customer claims for standardized options.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 17 Commodity and Securities Exchanges 3 2012-04-01 2012-04-01 false Satisfaction of customer... CORPORATION Closeout Or Completion of Open Contractual Commitments § 300.400 Satisfaction of customer claims... direct payment procedure pursuant to section 10 of the Act, in satisfaction of a claim based...

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

    ERIC Educational Resources Information Center

    Bisel, Ryan S.; Messersmith, Amber S.

    2012-01-01

    We synthesize the interdisciplinary literature into a heuristic for crafting effective organizational and supervisory apologies (the OOPS four-component apology). In the first experiment, we demonstrate how an offense committed by an organization is perceived to be more egregious than an offense committed by a friend or supervisor. Furthermore,…

  18. Correlates of Professional versus Organizational Withdrawal Cognitions.

    ERIC Educational Resources Information Center

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

    2003-01-01

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

  19. Organizational Metamorphosis in Space Research and Development.

    ERIC Educational Resources Information Center

    Tompkins, Phillip K.

    1978-01-01

    The communicative, and therefore organizational and managerial, aspects of the Marshall Space Flight Center's (MSFC) metamorphosis from Saturn V to Skylab are analyzed. MSFC's consistent successes are attributed to the organization's commitment to communication systems, its technical integrity, and its single-minded purpose. (JMF)

  20. The effects of health worker motivation and job satisfaction on turnover intention in Ghana: a cross-sectional study

    PubMed Central

    2014-01-01

    Background Motivation and job satisfaction have been identified as key factors for health worker retention and turnover in low- and middle-income countries. District health managers in decentralized health systems usually have a broadened ‘decision space’ that enables them to positively influence health worker motivation and job satisfaction, which in turn impacts on retention and performance at district-level. The study explored the effects of motivation and job satisfaction on turnover intention and how motivation and satisfaction can be improved by district health managers in order to increase retention of health workers. Methods We conducted a cross-sectional survey in three districts of the Eastern Region in Ghana and interviewed 256 health workers from several staff categories (doctors, nursing professionals, allied health workers and pharmacists) on their intentions to leave their current health facilities as well as their perceptions on various aspects of motivation and job satisfaction. The effects of motivation and job satisfaction on turnover intention were explored through logistic regression analysis. Results Overall, 69% of the respondents reported to have turnover intentions. Motivation (OR?=?0.74, 95% CI: 0.60 to 0.92) and job satisfaction (OR?=?0.74, 95% CI: 0.57 to 0.96) were significantly associated with turnover intention and higher levels of both reduced the risk of health workers having this intention. The dimensions of motivation and job satisfaction significantly associated with turnover intention included career development (OR?=?0.56, 95% CI: 0.36 to 0.86), workload (OR?=?0.58, 95% CI: 0.34 to 0.99), management (OR?=?0.51. 95% CI: 0.30 to 0.84), organizational commitment (OR?=?0.36, 95% CI: 0.19 to 0.66), and burnout (OR?=?0.59, 95% CI: 0.39 to 0.91). Conclusions Our findings indicate that effective human resource management practices at district level influence health worker motivation and job satisfaction, thereby reducing the likelihood for turnover. Therefore, it is worth strengthening human resource management skills at district level and supporting district health managers to implement retention strategies. PMID:25106497

  1. Satisfaction = Revenue.

    ERIC Educational Resources Information Center

    Johannesen, Rhonda

    1999-01-01

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

  2. The impact of affective factors related to work on the turnover intent of speech language pathologists in Texas 

    E-print Network

    O'Connor, Johnny Ray

    2009-05-15

    , retention, career commitment, organizational commitment, job satisfaction, job overload, and turnover intent. The purpose of this study was to explore the relationship between recruitment, retention, career commitment, organizational commitment, job...

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

    E-print Network

    Lee, Juwon

    2013-05-31

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

  4. Organizational socialization of physical therapists.

    PubMed

    Smith, D M

    1989-04-01

    Organizational socialization is the process by which an individual becomes a member of an organization. It involves interaction between the employee and the organization during recruitment, hiring, and training and continues as the employee's role in the organization is defined and develops. The individual and the employee each have a set of expectations for the other; the extent to which these expectations are recognized, communicated, and combined in a mutually agreeable "psychological contract" can influence the eventual effectiveness, satisfaction, and longevity of the individual as an employee. The purpose of this article is to describe organizational socialization as it applies to the physical therapy setting. The author makes recommendations for management of the process. PMID:2928395

  5. Does the Form of Employment Make a Difference?--Commitment of Traditional, Temporary, and Self-Employed Workers

    ERIC Educational Resources Information Center

    Felfe, Jorg; Schmook, Renate; Schyns, Birgit; Six, Bernd

    2008-01-01

    Increasing change in the labor market has produced new forms of employment. A growing number of people have temporary jobs or are self-employed freelancers. The aim of our study is to address these changes by introducing commitment to the form of employment as a new focus in commitment. In addition, we compare organizational commitment under…

  6. The Impact of Organization Culture on Satisfaction of Engineers in Technology

    NASA Technical Reports Server (NTRS)

    Westbrook, Jerry W.; Takada, Pamela W.; Roth, Axel (Technical Monitor)

    2001-01-01

    In today's technological workplace with the shortage of qualified knowledge workers, the factors that lead to job satisfaction have increasing importance. Several past studies have indicated that knowledge worker job satisfaction increases when Herzberg motivators are present. Other research has indicated that job satisfaction improves as the degree of organic organizational culture increases. After examining the factors that led to knowledge worker job satisfaction, the current study was undertaken. Knowledge workers in varying organizational cultures were surveyed in an effort to determine if there is a relationship between the degree of knowledge worker job satisfaction and the measure of organic organization culture. Two survey instruments, the Organizational Cultural Assessment (OCA) developed by Riegle, and the Minnesota Satisfaction Questionnaire (MSQ), were utilized. The OCA delineates degree of organic culture present whereas the MSQ measures job satisfaction. Results of both surveys were statistically analyzed to determine if knowledge workers experience higher satisfaction levels in organic organizational cultures. Once data was analyzed and the hypothesis proven, this could lead companies to move toward an organic culture with emphasis on motivators in an effort to make their organizational culture more conducive to higher employee retention. Through understanding the factors that lead to increased job satisfaction, corporate resources could more efficiently utilized. A total of eight high technology workplaces were surveyed. Five of the eight workplaces yielded statistically significant positive correlation between a positive organizational culture and increased job satisfaction. These initial results indicate the connection between culture and job satisfaction. The relationship will be further analyzed through future surveys of numerous high technology workplaces.

  7. Typologizing Organizational Amnesia

    ERIC Educational Resources Information Center

    Othman, Rozhan; Hashim, Noor Azuan

    2004-01-01

    This article proposes that a major problem limiting an organization's ability to develop organizational learning capacity is of organizational amnesia. To understand organizational amnesia, it is necessary to look at the various ways that organizational learning is defined. Organizational learning is not merely the process of acquiring knowledge.…

  8. Methods of measuring patient satisfaction in health care organizations.

    PubMed

    Ford, R C; Bach, S A; Fottler, M D

    1997-01-01

    Patient perceptions of the quality of services provided is a key factor (along with cost effectiveness) in determining a health care organization's competitive advantage and survival. This article examines the advantages, disadvantages, and problems associated with nine different methods of measuring patient satisfaction with service quality. The appropriateness of each of these techniques under different organizational conditions is also discussed. The article concludes with guidelines for measurement of patient satisfaction and implementation of managerial follow-up. PMID:9143904

  9. What child welfare staff say about organizational culture.

    PubMed

    Spath, Robin; Strand, Virginia C; Bosco-Ruggiero, Stephanie

    2013-01-01

    This article examines the factors that can affect job satisfaction, organizational culture and climate, and intent to leave at a public child welfare agency. Findings from focus group data collected from direct line, middle, and senior managers revealed a passive defensive culture. The authors discuss concrete organizational interventions to assist the agency in shifting to a constructive oriented culture through enhancements in communication, including supervision and shared decisionmaking, recognition and rewards, and improvement in other areas related to working conditions. PMID:23984484

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

    PubMed

    Westerberg, Kristina; Tafvelin, Susanne

    2015-07-01

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

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

    ERIC Educational Resources Information Center

    Ning, Jing; Jing, Runtian

    2012-01-01

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

  12. The Effects of Cognitive Style and Media Richness on Commitment to Telework and Virtual Teams.

    ERIC Educational Resources Information Center

    Workman, Michael; Kahnweiler, William; Bommer, William

    2003-01-01

    Sternberg's Thinking Style Inventory and the Organizational Commitment Questionnaire were completed by 261 of 552 teleworkers in virtual teams. Cognitive styles and types of media (rich/lean) were associated with commitment to telework and to the team. Results have implications for staff development and the design of telework. (Contains 74…

  13. Validation of the Organizational Culture Assessment Instrument

    PubMed Central

    Heritage, Brody; Pollock, Clare; Roberts, Lynne

    2014-01-01

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

  14. Is the Job Satisfaction-Job Performance Relationship Spurious? A Meta-Analytic Examination

    ERIC Educational Resources Information Center

    Bowling, Nathan A.

    2007-01-01

    The job satisfaction-job performance relationship has attracted much attention throughout the history of industrial and organizational psychology. Many researchers and most lay people believe that a causal relationship exists between satisfaction and performance. In the current study, however, analyses using meta-analytic data suggested that the…

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

    ERIC Educational Resources Information Center

    McCroskey, James C.; And Others

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

  16. Workplace spirituality and job satisfaction.

    PubMed

    van der Walt, Freda; de Klerk, Jeremias J

    2014-06-01

    In order to obtain an improved understanding of behaviour at work, employees should be studied from physical, psychological, and spiritual dimensions. Although the physical and psychological dimensions of individuals at work have been studied extensively, the spiritual dimension has been neglected for many years. The objective of the current research was to determine the relationship between workplace spirituality and a positive attitude related to work, that is, job satisfaction. A cross-sectional study was conducted with a sample of 600 white-collar workers, chosen from two organizations in different industries in South Africa. The research results indicate that there is a positive relationship between workplace spirituality and job satisfaction. These findings deepen the understanding of personal spirituality, organizational spirituality, and job satisfaction. They bring new insights into the significant role which spirituality plays in the context of the workplace. To survive in the 21st century, organizations need to be spiritually based. This, in turn, will lead to workers being satisfied with their entire work experience. PMID:24953156

  17. Impacts of CoP on Organizational Socialization in the Early Career

    ERIC Educational Resources Information Center

    Chang, Joohee; Chang, Wonsup; Jacobs, Ronald L.

    2008-01-01

    This paper focuses on the relationship between participation in communities of practice (CoP) and outcomes of organizational socialization (learning and adjustment) early in the career. Results from responses of employees in a Korean IT company show that participation in CoP is more strongly related to adjustment (job satisfaction, organizational

  18. Layoff survivors grapple with satisfaction and quality of work as newspapers reorganize

    E-print Network

    Reinardy, Scott

    2010-01-01

    perpetuate the downward spiral of lost circulation and advertising revenue. The results indicate that for those employees experiencing a decline in trust, morale, satisfaction and commitment, newspapers are creating production-line journalism that is seen...

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

    PubMed Central

    Curtis, Sara L.; Eby, Lillian T.

    2010-01-01

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

  20. Does Sexual Satisfaction Change With Relationship Duration?

    PubMed

    Schmiedeberg, Claudia; Schröder, Jette

    2016-01-01

    Despite a large body of empirical literature on sexual satisfaction, its development over the course of a relationship is still unclear. Only a small number of studies, most of which have relied on cross-sectional data of convenience samples, have explicitly focused on relationship duration, and empirical evidence is mixed. We analyzed how sexual satisfaction changes over the course of a relationship using three waves of the German Family Panel study (pairfam). We concentrated our analyses on young and middle-aged heterosexual individuals in committed relationships (N = 2,814) and applied fixed effects regression models, which have the advantage of estimations based on changes within individuals over time. We found a positive development of sexual satisfaction in the first year of a relationship, followed by a steady decline. This pattern persisted even when controlling for the frequency of intercourse, although the effects were, in part, mediated by intercourse frequency. We explained the non-linear effect of relationship duration on sexual satisfaction with an initial learning effect regarding partner-specific sexual skills, which is then outweighed by a decline in passion at later stages of a relationship. Moreover, we found significant effects for the control variables of health status, intimacy in couple communication, and conflict style, as expected. In contrast to past research, however, cohabitation and marriage were not found to play a role for sexual satisfaction in our data. Further research is required to deepen the understanding of the reasons why sexual satisfaction changes with relationship duration. PMID:26246315

  1. 26 CFR 801.4 - Customer satisfaction measures.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 26 Internal Revenue 20 2014-04-01 2014-04-01 false Customer satisfaction measures. 801.4 Section 801.4 Internal Revenue INTERNAL REVENUE SERVICE, DEPARTMENT OF THE TREASURY (CONTINUED) INTERNAL REVENUE PRACTICE BALANCED SYSTEM FOR MEASURING ORGANIZATIONAL AND EMPLOYEE PERFORMANCE WITHIN THE INTERNAL REVENUE SERVICE § 801.4 Customer...

  2. An Environmental Assessment of Community College Faculty Satisfaction.

    ERIC Educational Resources Information Center

    Jackson, Sonja Peters

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

  3. THE RELATIONSHIP BETWEEN HIGH INVOLVEMENT WORK SYSTEMS, SUPERVISORY SUPPORT, AND ORGANIZATIONAL EFFECTIVENESS: THE ROLE OF EMPLOYEE EXPERIENCES AT WORK

    E-print Network

    Wadhwa, Preeti

    2012-08-31

    experiences of work, employee turnover (voluntary and involuntary measured separately), customer satisfaction with service performance and loyalty, and financial performance (organizational traffic and sales). Guided by the contingency theory, I situate my...

  4. The relationship between job performance and perceived organizational support in faculty members at Chinese universities: a questionnaire survey

    PubMed Central

    2014-01-01

    Background Although several studies have been conducted to investigate the relationship between perceived organizational support (POS) and job performance (JP), it remains unclear whether this relationship is appropriate for faculty members at Chinese universities. The objectives of this study were to (a) examine the correlation between POS andJP; (b) identify the predictors of POS, including demographic and organizational characteristics among faculty members at a Chinese university; (c) investigate the influence of mediating factors between POS and JP; and (d) compare the findings of this study with related studies. Methods A cross-sectional questionnaire survey was used in this study. The questionnaire was administered to 700 faculty members who were randomly selected from all faculty members at six universities. A total of 581 questionnaires were obtained. A statistical model for JP was developed based on the literature review. Results The analysis results indicated that the relationship between POS and JP was mediated by job satisfaction (JS), positive affectivity (PA), and affective commitment (AC). In addition, procedural and distributive justice contribute to POS. Conclusions The study concludes that the relationship between POS and JP is mediated by JS, PA, and AC and is influenced by POS. These results can provide evidence for university administrators to improve POS and increase the JP of faculty members at universities. PMID:24624932

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

    ERIC Educational Resources Information Center

    DiPaola, Michael; Guy, Stephanie

    2009-01-01

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

  6. Sentiment analysis and the impact of employee satisfaction on firm earnings Andy Moniz1

    E-print Network

    Theune, Mariët

    are organizational assets. Management studies [1] suggest that corporate culture influences organizational behavior of corporate reputational sentiment based on newswires, blogs and Twit- ter feeds have mostly captured, especially in the areas of corporate efficiency, effectiveness and employee commitment. Indeed, according

  7. An experimental investigation of justice-based service recovery on customer satisfaction, loyalty, and word-of-mouth intentions.

    PubMed

    Shapiro, Terri; Nieman-Gonder, Jennifer M; Andreoli, Nicole A; Trimarco-Beta, Darlene

    2006-12-01

    Service recovery is related to many important organizational outcomes such as customer satisfaction, loyalty, and profitability. Within the theoretical framework of organizational justice, an experiment using a simulated "live" service failure was used to assess the effects of justice-based service-recovery strategies on customer satisfaction, loyalty, positive word-of-mouth intentions, and negative word-of-mouth intentions. Analysis indicated that strategies including interactional justice, distributive justice, and a combination of these were equally effective in maintaining customer satisfaction, loyalty, and positive word of mouth, and minimizing negative word of mouth after a service failure. No support for the service recovery paradox, that is, increased satisfaction following service failure and recovery compared to never having a problem, was found. Satisfaction and loyalty for those in the failure conditions were equal to, although not higher than, in the no-failure control condition. Practical implications for organizational practices are discussed. PMID:17305206

  8. Practical Relativistic Bit Commitment

    NASA Astrophysics Data System (ADS)

    Lunghi, T.; Kaniewski, J.; Bussières, F.; Houlmann, R.; Tomamichel, M.; Wehner, S.; Zbinden, H.

    2015-07-01

    Bit commitment is a fundamental cryptographic primitive in which Alice wishes to commit a secret bit to Bob. Perfectly secure bit commitment between two mistrustful parties is impossible through an asynchronous exchange of quantum information. Perfect security is, however, possible when Alice and Bob each split into several agents exchanging classical information at times and locations suitably chosen to satisfy specific relativistic constraints. In this Letter we first revisit a previously proposed scheme [C. Crépeau et al., Lect. Notes Comput. Sci. 7073, 407 (2011)] that realizes bit commitment using only classical communication. We prove that the protocol is secure against quantum adversaries for a duration limited by the light-speed communication time between the locations of the agents. We then propose a novel multiround scheme based on finite-field arithmetic that extends the commitment time beyond this limit, and we prove its security against classical attacks. Finally, we present an implementation of these protocols using dedicated hardware and we demonstrate a 2 ms-long bit commitment over a distance of 131 km. By positioning the agents on antipodal points on the surface of Earth, the commitment time could possibly be extended to 212 ms.

  9. Practical Relativistic Bit Commitment.

    PubMed

    Lunghi, T; Kaniewski, J; Bussières, F; Houlmann, R; Tomamichel, M; Wehner, S; Zbinden, H

    2015-07-17

    Bit commitment is a fundamental cryptographic primitive in which Alice wishes to commit a secret bit to Bob. Perfectly secure bit commitment between two mistrustful parties is impossible through an asynchronous exchange of quantum information. Perfect security is, however, possible when Alice and Bob each split into several agents exchanging classical information at times and locations suitably chosen to satisfy specific relativistic constraints. In this Letter we first revisit a previously proposed scheme [C. Crépeau et al., Lect. Notes Comput. Sci. 7073, 407 (2011)] that realizes bit commitment using only classical communication. We prove that the protocol is secure against quantum adversaries for a duration limited by the light-speed communication time between the locations of the agents. We then propose a novel multiround scheme based on finite-field arithmetic that extends the commitment time beyond this limit, and we prove its security against classical attacks. Finally, we present an implementation of these protocols using dedicated hardware and we demonstrate a 2 ms-long bit commitment over a distance of 131 km. By positioning the agents on antipodal points on the surface of Earth, the commitment time could possibly be extended to 212 ms. PMID:26230775

  10. Superintendent Job Satisfaction

    ERIC Educational Resources Information Center

    Brown, Sidney G.

    1978-01-01

    Employing the Minnesota Satisfaction Questionnaire and the Leader Behavior Description Questionnaire, this study investigates the relationship between the job satisfaction of Georgia school superintendents and perceived leader behavior of Georgia school board presidents. (JC)

  11. Factors Associated with Job Satisfaction among University Teachers in Northeastern Region of China: A Cross-Sectional Study

    PubMed Central

    Pan, Bochen; Shen, Xue; Liu, Li; Yang, Yilong; Wang, Lie

    2015-01-01

    Objective: Teachers’ job satisfaction is one of the key factors in institutional dynamics and is generally considered to be the primary variable by which the effectiveness of an organization’s human resource is evaluated. The objectives of this study were to assess the level of job satisfaction among university teachers and to clarify the associated factors. Method: A cross-sectional study was conducted between November 2013 and January 2014. Teachers from six universities in Shenyang, China were randomly sampled. The job satisfaction scale Minnesota Satisfaction Questionnaire (MSQ), perceived organizational support (POS), psychological capital questionnaire (PCQ-24), and effort-reward imbalance scale (ERI) together with questions about demographic and working factors were administered in questionnaires distributed to 1500 university teachers. Hierarchical linear regression analyses were performed to explore the related factors. Results: 1210 effective responses were obtained (effective respondent rate 80.7%). The average score of overall job satisfaction was 69.71. Hierarchical linear regression analysis revealed that turnover intention, occupational stress and chronic disease all had negative impacts on job satisfaction, whereas perceived organizational support, psychological capital and higher monthly income were positively associated with job satisfaction among the university teachers. Age was also linked to the level of job satisfaction. All the variables explained 60.7% of the variance in job satisfaction. Conclusions: Chinese university teachers had a moderate level of job satisfaction. Demographic and working characteristics were associated factors for job satisfaction. Perceived organizational support showed the strongest association with job satisfaction. Results of the study indicate that improving the perceived organizational support may increase the level of job satisfaction for university teachers. PMID:26473906

  12. Predicting implementation from organizational readiness for change: a study protocol

    PubMed Central

    2011-01-01

    Background There is widespread interest in measuring organizational readiness to implement evidence-based practices in clinical care. However, there are a number of challenges to validating organizational measures, including inferential bias arising from the halo effect and method bias - two threats to validity that, while well-documented by organizational scholars, are often ignored in health services research. We describe a protocol to comprehensively assess the psychometric properties of a previously developed survey, the Organizational Readiness to Change Assessment. Objectives Our objective is to conduct a comprehensive assessment of the psychometric properties of the Organizational Readiness to Change Assessment incorporating methods specifically to address threats from halo effect and method bias. Methods and Design We will conduct three sets of analyses using longitudinal, secondary data from four partner projects, each testing interventions to improve the implementation of an evidence-based clinical practice. Partner projects field the Organizational Readiness to Change Assessment at baseline (n = 208 respondents; 53 facilities), and prospectively assesses the degree to which the evidence-based practice is implemented. We will conduct predictive and concurrent validities using hierarchical linear modeling and multivariate regression, respectively. For predictive validity, the outcome is the change from baseline to follow-up in the use of the evidence-based practice. We will use intra-class correlations derived from hierarchical linear models to assess inter-rater reliability. Two partner projects will also field measures of job satisfaction for convergent and discriminant validity analyses, and will field Organizational Readiness to Change Assessment measures at follow-up for concurrent validity (n = 158 respondents; 33 facilities). Convergent and discriminant validities will test associations between organizational readiness and different aspects of job satisfaction: satisfaction with leadership, which should be highly correlated with readiness, versus satisfaction with salary, which should be less correlated with readiness. Content validity will be assessed using an expert panel and modified Delphi technique. Discussion We propose a comprehensive protocol for validating a survey instrument for assessing organizational readiness to change that specifically addresses key threats of bias related to halo effect, method bias and questions of construct validity that often go unexplored in research using measures of organizational constructs. PMID:21777479

  13. Effects of Gender on Engineering Career Commitment

    NASA Astrophysics Data System (ADS)

    Barker, Anne M.

    Engineering has been one of the most difficult fields for 'women to enter and in which to succeed. Although the percentage of female engineers has Increased, women are still seriously underrcpresented in the workforce. This study examined the effect offender on career commitment, success, satisfaction, and involvement in engineering, and the effect of personality and work environment on these variables. Alumni from an engineering school in the northeastern United States were surveyed. The questionnaire was analyzed using statistical and descriptive methods to determine relationships among these variables. Women's commitment scores were lower than men's when controlled for other variables, including satisfaction and involvement. Men had longer tenure as engineers than women, even when controlled for year of graduation, professional engineering status, and number of children. Women did not leave engineering in different proportions than men, but they did earn significantly less despite controlling for year of graduation and number of hours worked weekly. Some gender differences in workplace experience were also found, including having colleagues act protectively, being mistaken for secretaries, and seeing men progress faster in their careers than equally qualified women.

  14. The independent contributions of social reward and threat perceptions to romantic commitment.

    PubMed

    Gere, Judith; MacDonald, Geoff; Joel, Samantha; Spielmann, Stephanie S; Impett, Emily A

    2013-12-01

    Although separate literatures have emerged on effects of social threats (i.e., rejection and negative evaluation) and rewards (i.e., connection and intimacy) on the process of commitment to a romantic relationship, no research has examined the influence of both simultaneously. Using an attachment framework, we examined the relation of social threats and rewards to investment model constructs (i.e., commitment, satisfaction, investment, quality of alternatives) in 3 studies. Study 1 (N = 533) and Study 2 (N = 866) assessed attachment styles, reward and threat perceptions, and investment model constructs, and data were analyzed using structural equation models. In Study 3 (N = 358), reward and threat perceptions were experimentally manipulated followed by measurement of investment model constructs. Results showed that attachment avoidance was uniquely associated with lower perceptions of reward, whereas attachment anxiety was uniquely associated with stronger perceptions of threat. Stronger reward perceptions were associated with higher commitment, investment, and satisfaction, as well as lower quality of alternatives in all studies. Stronger threat perceptions were associated with lower satisfaction in all 3 studies. Stronger threat perceptions were also correlated with higher levels of investment and commitment, although these effects did not replicate in our experimental study. Thus, perceptions of reward appear unambiguously associated with higher levels of all facets of commitment, whereas perceptions of threat are most strongly associated with lower satisfaction. These results underscore the importance of considering the effects of rewards and threats simultaneously in commitment processes. PMID:23915039

  15. Minor League Fan Satisfaction with the Season Ticket Selling Process 

    E-print Network

    Reese, Jason D.

    2011-08-08

    family and friends for their support throughout this process. Finally, I would like to thank the Round Rock Express for their assistance and commitment to expanding the knowledge of sport marketing. Without their assistance and confidence in me... .............................................................................. 6 Marketing Activities ....................................................................... 7 Purchase Process ............................................................................ 8 Price Satisfaction...

  16. Institutional Racism Scale: Assessing Self and Organizational Attributes.

    ERIC Educational Resources Information Center

    Barbarin, Oscar A.; Gilbert, Renee

    The Institutional Racism Scale (IRS) was developed to assess how individuals look at racism, engage in activities to reduce racism, and view organizational commitment to the reduction of institutional racism. Existing methods for evaluating racism provided a framework for developing the scale. The final instrument generated after testing and…

  17. Performance Organizational Development

    E-print Network

    Shoubridge, Eric

    2015 Performance Dialogue Update Organizational Development 514.398.2000 od.hr@mcgill.ca http://www.mcgill.ca/hr/training #12;Performance Dialogue Organizational Development Human Resources 2 Plan MonitorAssess Individual Work Objectives Behavioural Competencies Development Plan #12;Performance Dialogue Organizational

  18. The Organizational Learning Audit.

    ERIC Educational Resources Information Center

    Pace, R. Wayne

    2002-01-01

    Notes that organizational communication and organizational learning share a common focus on how message processing occurs in institutional settings and how they affect and are affected by people and relationships. Proposes that the assessment of organizational learning represents an assessment of a subset of communication processes in an…

  19. Dimensionality of Organizational Trust

    ERIC Educational Resources Information Center

    Adams, Samuel H.; Wiswell, Albert K.

    2007-01-01

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

  20. “Tell me I’m sexy…and otherwise valuable:” Body Valuation and Relationship Satisfaction

    PubMed Central

    Meltzer, Andrea L.; McNulty, James K.

    2013-01-01

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

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

    PubMed

    Meltzer, Andrea L; McNulty, James K

    2014-03-01

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

  2. School Neighbourhood Socio-Economic Status and Teachers' Work Commitment in Finland: Longitudinal Survey with Register Linkage

    ERIC Educational Resources Information Center

    Linnansaari-Rajalin, Terhi; Kivimäki, Mika; Ervasti, Jenni; Pentti, Jaana; Vahtera, Jussi; Virtanen, Marianna

    2015-01-01

    The extent to which school neighbourhood affects teachers' work commitment is poorly known. In the current study, we investigated whether school neighbourhood socio-economic characteristics predicted teachers' organizational and professional commitment. Primary school teachers (n?=?1042) responded to surveys in 2000-2001 (baseline) and…

  3. Job satisfaction and motivation: how do we inspire employees?

    PubMed

    Alshallah, Sahar

    2004-01-01

    Productivity is defined as the efficient and effective use of resources with minimum waste and effort to achieve outcome. We live in a world that has limited resources. The health care industry faces this limitation more than any other industry. With these challenges facing health care administrators, the concept of productivity, job satisfaction and motivation become very important. Employee satisfaction and retention have always been an important issue for physicians, medical centers and businesses in general. Conventional human resources theories, developed some 50 years ago by Maslow and Herzberg, suggest that satisfied employees tend to be more productive, creative and committed to their employers. People are essential to productivity. The success of productivity improvement strategy is dependent on employee commitment, job satisfaction, skills, and motivation. Maslow's theory consists of a 5-level pyramid: physiologic or basic survival; physical and mental safety; sense of belonging; accomplishment, creativity, and growth; and self-actualization. Herzberg's theory suggests there are 2 groups of factors: hygiene (which satisfy) and motivation. The terms "job satisfaction" and "motivation" have, in my experience, become used interchangeably. There is a difference. Job satisfaction is an individual's emotional response to his or her current job condition, while motivation is the driving force to pursue and satisfy one's needs. Maslow and Herzberg's theories can be easily applied to the workplace. Managers can help employees achieve overall job satisfaction, which, with the employee's internal motivation drive, increase performance on the job. PMID:15098904

  4. Commitment and concern in the health service.

    PubMed

    Weir, R D

    1976-01-01

    As part of a general review of the use of local health services resources, a specific enquiry was mounted to examine the recurring complaint of a lack of identity or sense of belonging made by staff working in the largest district of the Grampian Health Board. The investigation pointed to clearly identifiable sources of confusion and concern: (a) a need to identify with and feel committed to the health service; (b) a sense of purpose and direction; (c) satisfaction with the conditions of service; (d) an understanding of an individual's role and its relationship to others'. It is relatively easy to list the problems, such as friction between occupational groups, lack of commitment, uncertainty over duties and authority, reluctance to delegate and resistance to, or even outright rejection of, decisions apparently at variance with professional advice. In addition to these internal stresses the health service is perpetually beset by two other external problems, namely what it is expected to achieve and the finance allowed to attain its goals. The various groups within the service are in no way agreed on roles and responsibilities, Without agreement goals cannot be defined. Without goals, use of resources cannot be rationalized. Without a demonstrably fair distribution of resources, neither the public nor health service staff will feel confident or committed. Somewhere this cycle must be broken. PMID:1052060

  5. Greek-Cypriot mental health nurses' professional satisfaction and association with mild psychiatric symptoms.

    PubMed

    Karanikola, Maria N K; Kaite, Charis

    2013-08-01

    The present descriptive correlational study aims to explore among Greek-Cypriot mental health nurses (MHNs) the level of professional satisfaction, potential differences with regard to vocational characteristics, and associations with anxiety and depressive symptoms. A random sample of 225 Greek-Cypriot MHNs employed in hospital and community settings completed Hamilton's Anxiety Scale, Beck's Depression Inventory, and Stamps's Index of Work Satisfaction. Moderate levels of overall professional satisfaction of 4.38 (±0.58) were detected. Work experience was positively correlated with satisfaction from payment (? = 0.230, P < 0.0001). Men seemed to be more satisfied with organizational policies (P = 0.0043) and performed tasks (P = 0.027) than women. Nurses working in psychiatric clinics of general hospitals experienced higher levels of professional satisfaction in general, and more satisfaction from organizational policies, autonomy, and task requirements than nurses working in community settings, substance misuse programs, and community mental health centres (P = 0.001). Nurses working in acute/admission settings were the less satisfied, compared to nurses working in rehabilitation wards (P = 0.017). Professional satisfaction was associated with anxiety (? = 0.280, P < 0.0001) and depressive (? = 0.246, P < 0.0001) symptoms. Greek-Cypriot MHNs seem to get moderate satisfaction from their work, whilst professional satisfaction is associated with their psychological well-being. Targeted managerial interventions and longitudinal research are warranted. PMID:22897681

  6. Leader communication styles and organizational health.

    PubMed

    Hicks, Joel M

    2011-01-01

    Communication is perhaps one of the greatest challenges facing managers and leaders today. Clearly articulating ideas and expectations to employees is vital to the productivity and the longevity of an organization. Furthermore, the style in which the communication is delivered has an influence on the satisfaction levels of employees. Research has discovered that there are many different styles in which a leader may communicate with employees. Research has provided several methods that aid in determining which style is the most appropriate for any given circumstance. Research has demonstrated how appropriate and effective communication is used to promote organizational health. Furthermore, research has demonstrated how inappropriate communication may decrease employee satisfaction. Finally, research has provided methods to aid in improving communication styles and delivery. PMID:21248553

  7. Internal marketing and the antecedents of nurse satisfaction and loyalty.

    PubMed

    Peltier, James W; Pointer, Lucille; Schibrowsky, John A

    2008-01-01

    Employee satisfaction and retention are critical issues that influence the success of any organization. Yet, one of the most critical problems facing the worldwide health care industry is the shortage of qualified nurses. Recent calls have been made within the traditional nursing literature for research that utilizes marketing and business models to better understand nurse satisfaction and retention. The purpose of this study is to develop scales that can be used to empirically test a model of the proposed antecedents of nurse job satisfaction and loyalty which have been used widely in the internal marketing and the relationship-marketing literature. Specifically, the study will investigate the degree to which structural bonding, social bonding, financial bonding activities, and quality of care impact how well nurses are satisfied with their job and their commitment to the organization. The results show that quality of care most impacted nurse satisfaction and loyalty, followed by structural, social, and financial bonds. PMID:19042513

  8. Strategic collaborative quality management and employee job satisfaction

    PubMed Central

    Mosadeghrad, Ali Mohammad

    2014-01-01

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

  9. Determinants of career satisfaction among pediatric hospitalists: a qualitative exploration

    PubMed Central

    Leyenaar, JoAnna K.; Capra, Lisa A.; O'Brien, Emily R.; Leslie, Laurel K.; Mackie, Thomas I.

    2014-01-01

    Objectives To characterize determinants of career satisfaction among pediatric hospitalists working in diverse practice settings, and to develop a framework to conceptualize factors influencing career satisfaction. Methods Semi-structured interviews were conducted with community and tertiary care hospitalists, using purposeful sampling to attain maximum response diversity. We employed close- and open-ended questions to assess levels of career satisfaction and its determinants. Interviews were conducted by telephone, recorded, and transcribed verbatim. Emergent themes were identified and analyzed using an inductive approach to qualitative analysis. Results A total of 30 interviews were conducted with community and tertiary care hospitalists, representing 20 hospital medicine programs and 7 Northeastern states. Qualitative analysis yielded 657 excerpts which were coded and categorized into four domains and associated determinants of career satisfaction: (i) professional responsibilities; (ii) hospital medicine program administration; (iii) hospital and healthcare systems; and (iv) career development. While community and tertiary care hospitalists reported similar levels of career satisfaction, they expressed variation in perspectives across these four domains. While the role of hospital medicine program administration was consistently emphasized by all hospitalists, community hospitalists prioritized resource availability, work schedule and clinical responsibilities while tertiary care hospitalists prioritized diversity in non-clinical responsibilities and career development. Conclusions We illustrate how hospitalists in different organizational settings prioritize both consistent and unique determinants of career satisfaction. Given associations between physician satisfaction and healthcare quality, efforts to optimize modifiable factors within this framework, at both community and tertiary care hospitals, may have broad impacts. PMID:24976348

  10. Committed Sport Event Volunteers

    ERIC Educational Resources Information Center

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

    2013-01-01

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

  11. Our Commitment: Planning for

    E-print Network

    Renewing Our Commitment: Planning for a Dynamic future 2013 Performance rePort A Core Campus Indianapolis (IUPUI), a partnership between Indiana and Purdue Universities, is Indiana's urban research of the best urban universities, recognized locally, nationally, and internationally for its achievements

  12. Financial health and customer satisfaction in private health care providers in Brazil.

    PubMed

    Schiozer, Rafael Felipe; Saito, Cristiana Checchia; Saito, Richard

    2011-11-01

    This paper analyzes the relationship between the financial health and organizational form of private health care providers in Brazil. It also examines the major determinants of customer satisfaction associated with the provider's organizational form. An adjusted Altman's z-score is used as an indicator of financial health. A proxy variable based on customer complaints filed at the Brazilian National Agency for Supplementary Health is used as an indicator for customer satisfaction. The study uses a sample of 270 private health care providers and their operations over the period 2003-2005. Panel data analysis includes control variables related to market, operations, and management. Principal results indicate that: (1) private health care providers benefit from economies of scale; (2) self-funded health plans have better financial health; (3) spending on marketing does not have a significant impact on customer satisfaction in Brazil; (4) weak empirical evidence exists showing that good financial performance enhances customer's satisfaction. PMID:22124495

  13. Building Financial Satisfaction

    ERIC Educational Resources Information Center

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

    2006-01-01

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

  14. Teaching Organizational Skills

    ERIC Educational Resources Information Center

    Bakunas, Boris; Holley, William

    2004-01-01

    Kerr and Zigmond (1986) found that 67 percent of all high school teachers surveyed viewed organizational skills as crucial for student success in school. How can teachers get their students to agree? One way is to teach organizational skills just as they would teach writing or computation skills. Explain and demonstrate what students are to do,…

  15. Managing Organizational Change.

    ERIC Educational Resources Information Center

    Watwood, Britt; And Others

    Based on studies comparing leadership in two rural community colleges undergoing change and examining the management of change at Maryland's Allegany College, this paper presents a conceptual framework and model for managing organizational change. First, a framework for understanding the community college chair's role in organizational change is…

  16. Organizational Paradigm Shifts.

    ERIC Educational Resources Information Center

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

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

  17. Organizational interventions in response to duty hour reforms

    PubMed Central

    2014-01-01

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

  18. Servant leadership, procedural justice climate, service climate, employee attitudes, and organizational citizenship behavior: a cross-level investigation.

    PubMed

    Walumbwa, Fred O; Hartnell, Chad A; Oke, Adegoke

    2010-05-01

    This study tests the influence of servant leadership on 2 group climates, employee attitudes, and organizational citizenship behavior. Results from a sample of 815 employees and 123 immediate supervisors revealed that commitment to the supervisor, self-efficacy, procedural justice climate, and service climate partially mediated the relationship between servant leadership and organizational citizenship behavior. Cross-level interaction results revealed that procedural justice climate and positive service climate amplified the influence of commitment to the supervisor on organizational citizenship behavior. Implications of these results for theory and practice and directions for future research are discussed. PMID:20476830

  19. Commitment using punishment.

    PubMed Central

    Green, L; Rachlin, H

    1996-01-01

    Experimental parameters were adjusted so that pigeons' pairwise choices among three alternatives reflected the following order of preference: (a) a smaller-sooner reinforcer, (b) a larger-later reinforcer, and (c) the smaller-sooner reinforcer followed by a punishment (consisting of an extended blackout period). After this order of preference was established, the pigeons were exposed to a two-link, concurrent-chain-like choice procedure. One terminal link consisted of a choice between the smaller-sooner and the larger-later reinforcer; the other terminal link was identical to the first except that the smaller-sooner reinforcer was followed by blackout punishment. The pigeons' preference (in their initial-link choice) for the terminal link with the punished smaller-sooner alternative increased as the delay between the initial and terminal links increased. By choosing this terminal link, the pigeons are said to have "committed" themselves to obtaining the larger-later reinforcer. However, unlike prior studies of commitment (e.g., Rachlin & Green, 1972), it was still possible after making the commitment for the pigeons to choose the smaller-sooner reinforcer and undergo the punishment. The pigeons did in fact occasionally make this highly deleterious choice. PMID:8636662

  20. Maintaining patient satisfaction in a hospital reorganization.

    PubMed

    Keating, T P; Arana, G A

    1995-01-01

    A review of inpatient satisfaction data for MUSC provides both comfort and cause for additional study. Although overall satisfaction rates of 89 and 88 during the period of organizational change indicate stable patient perceptions, one must reflect upon these scores in greater detail. For example, although survey response rates in the 36 percent to 28 percent range appear customary for this type of survey, absolute numbers of discharge responses averaged 496 for the four quarters reported. Some confidence can be taken in the fact that overall survey scores were highly consistent in the 89 to 88 range for the entire reporting period. Moreover, the fact that workforce performance variables such as medication errors and patient occurrence reports did not change indicates that patient care did not deteriorate during this period. Although one could argue that in a time of workforce reduction, employees may work more diligently in order to ensure job security, and that work deterioration may be more apparent over a longer period of observation, this limited view suggests that, at least in the acute phase, work performance was maintained. Future studies should review the relative effectiveness of the specific strategies adopted by MUSC management to ensure high levels of patient care. For example, although MUSC adopted a fairly comprehensive communications effort, it is difficult to discern whether timeliness, variety, or repetition contributed more to the effectiveness of the communications program. Such information could help managers develop focused change implementation strategies. It appears from the inpatient survey data collected by UHC and from the two work performance monitors that MUSC's approach to change management has been able to preserve acceptable levels of patient satisfaction in the face of significant organizational change. Furthermore, these strategies may have been helpful in countering the turbulence caused by large scale change or, at the very least, insulating the care site from potentially negative effects. PMID:10154276

  1. 24 CFR 242.17 - Commitments.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 2010-04-01 2010-04-01 false Commitments. 242.17 Section 242.17 Housing and...INSURANCE FOR HOSPITALS Application Procedures and Commitments § 242.17 Commitments. (a) Issuance of commitment . Upon...

  2. Motivating Teachers' Commitment to Change through Transformational School Leadership in Chinese Urban Upper Secondary Schools

    ERIC Educational Resources Information Center

    Liu, Peng

    2015-01-01

    Purpose: The purpose of this paper is to examine the effects of transformational school leadership on teachers' commitment to change and the effects of organizational and teachers' factors on teachers' perception of transformational school leadership in the Chinese urban upper secondary school context. Design/methodology/approach: The paper mainly…

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

    ERIC Educational Resources Information Center

    Gonzalez, Ester S.

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    White, Stacey Swearingen

    2009-01-01

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

  5. Homeopathy satisfaction in Iran

    PubMed Central

    Mahmoudian, Ahmad; Sadri, Gholamhosein

    2014-01-01

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

  6. Organizational climate and culture.

    PubMed

    Schneider, Benjamin; Ehrhart, Mark G; Macey, William H

    2013-01-01

    Organizational climate and organizational culture theory and research are reviewed. The article is first framed with definitions of the constructs, and preliminary thoughts on their interrelationships are noted. Organizational climate is briefly defined as the meanings people attach to interrelated bundles of experiences they have at work. Organizational culture is briefly defined as the basic assumptions about the world and the values that guide life in organizations. A brief history of climate research is presented, followed by the major accomplishments in research on the topic with regard to levels issues, the foci of climate research, and studies of climate strength. A brief overview of the more recent study of organizational culture is then introduced, followed by samples of important thinking and research on the roles of leadership and national culture in understanding organizational culture and performance and culture as a moderator variable in research in organizational behavior. The final section of the article proposes an integration of climate and culture thinking and research and concludes with practical implications for the management of effective contemporary organizations. Throughout, recommendations are made for additional thinking and research. PMID:22856467

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

    PubMed

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

    2010-01-01

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

  8. Relationship of safety climate perceptions and job satisfaction among employees in the construction industry: the moderating role of age.

    PubMed

    Stoilkovska, Biljana Blaževska; Žileska Pan?ovska, Valentina; Mijoski, Goran

    2015-01-01

    This study examines the degree to which construction sector employees perceive that safety is important in their organizations/sites and how job satisfaction affects these perceptions when age is introduced as a moderator variable. Two-way analysis of variance demonstrated that job satisfaction has a strong effect on perceived management commitment to work safety and that this relationship was moderated by respondents' age. Job satisfaction was associated with perceived accident rate and safety inspection frequency, but the proposed role of age in this linkage was not confirmed. Consequently, the findings indicated that by increasing the level of job satisfaction, perceptions of these safety climate aspects proved to be more positive. The conclusion is that these relationships could further lead to a lower percentage of accidents and injuries in the workplace and better health among employees. A significant relationship between job satisfaction, age and perceived co-workers' commitment to work safety was not found. PMID:26693996

  9. Commitment and energy conservation

    SciTech Connect

    Pallak, M.S.; Cook, D.A.; Sullivan, J.J.

    1980-01-01

    The authors discuss the process of becoming committed to energy conservation research, then describe practical issues of field research and several data sets on household energy conservation. Their results show that taking a stand affected behavior in reducing the levels of natural gas and electricity usage, with the effect continuing even after the study ended. Although based on the assumption that homeowners were initially favorable toward energy conservation, the studies suggest that energy-related behavior is malleable and amenable to approaches familiar to psychologists. The study indicates that feedback on energy use during peak seasons could help to avoid power shortages. 16 references, 6 tables.

  10. The Environmental Satisfaction Questionnaire

    ERIC Educational Resources Information Center

    Corazzini, John G.; And Others

    1977-01-01

    The Environmental Satisfaction Questionnaire (ESQ) is an instrument that has been developed to provide assessment information which can be used for redesign purposes. The article includes an explanation of the technology of the ESQ and several examples. (Author)

  11. Job Satisfaction and Stress.

    ERIC Educational Resources Information Center

    Davis, F. William

    1981-01-01

    Sources of job satisfaction and job related stress among public school physical educators are examined. Recommended techniques are offered for physical education administrators to reduce their employees' job-related stress and to improve the quality of worklife. (JN)

  12. Patient satisfaction constructs.

    PubMed

    Rahman, Muhammad Sabbir; Osmangani, Aahad M

    2015-10-12

    Purpose - The purpose of this paper is to examine the five-factor structure of patients' satisfaction constructs toward private healthcare service providers. Design/methodology/approach - This research is a cross-sectional study. A questionnaire-based survey was conducted with previous and current Bangladeshi patients. Exploratory factor analysis was employed to extract the underlying constructs. Findings - Five underlying dimensions that play a significant role in structuring the satisfaction perceived by Bangladeshi private healthcare patients are identified in this study. Practical implications - The main contribution of this study is identifying the dimensions of satisfaction perceived by Bangladeshi patients regarding private healthcare service providers. Originality/value - Healthcare managers adopt the five identified underlying construct items in their business practices to improve their respective healthcare efficiency while ensuring overall customer satisfaction. PMID:26440486

  13. Building successful student-athlete coach relationships: examining coaching practices and commitment to the coach.

    PubMed

    Rezania, Davar; Gurney, Robert

    2014-01-01

    In this study we utilized the concept of commitment to explain the impact of coaching practices on student-athlete's behaviour. We examined the impact of commitment to the coach on the coaching outcome of in-role behaviour, and the influence of coaching practices, of information sharing, training, and encouraging teamwork, on the formation of relationships. We adopted measures from the organizational behaviour literature and surveyed student-athletes at two universities in Canada. The sample included data from 165 student-athletes from two universities. Results from structural equation modeling indicate support for the effect of coaching practices on commitment to the coach. Results also support the effect of commitment to the coach on the student-athletes' role behaviour and performance. By showing that coaching practices impact commitment to the coach, and that commitment to the coach impacts student-athlete role behaviour and performance, the findings have important implications for a better understanding of the determinants of coaches' and athletes' performance. The managerial significance of this research rests in the insight provided into how coaching practices influence athlete's behaviour through commitment to the coach. This study contributes to the literature on coach-athlete relationship within universities and colleges by applying the concept of commitment to the coach. This helps diversity research approaches to understanding coach-athlete relationships and extends prior research on commitment by looking at the context of the relationship between the student-athlete and their coach. PMID:25105087

  14. Organizational Evaluation and Authority 

    E-print Network

    Scott, Richard W.; Dornbusch, Sanford M.; Busching, Bruce C.; Laing, James D.

    2015-07-21

    The authors describe four kinds of authority rights (legitimate attempts to control others) and analyze organizational authority systems in terms of the process by which participants’ performances are evaluated. They present ...

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

    PubMed

    Shields, Judith A; Jennings, Jerry L

    2013-01-01

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

  16. Organizational Citizenship Behavior, Communication and the Relationship to Student Achievement and School Size

    ERIC Educational Resources Information Center

    Henderson, Rebecca R.

    2013-01-01

    This correlational designed study allowed the researcher to examine the relationship between Organizational Citizenship Behavior (OCB) and communication satisfaction on elementary school campuses in one suburban school district in Arizona. Furthermore, this study examined whether differences exists between the level of OCB and communication…

  17. 5 BENEFITS OF BALDRIGE BUY-IN 1. It promotes organizational culture

    E-print Network

    5 BENEFITS OF BALDRIGE BUY-IN 1. It promotes organizational culture transformation. The Baldrige of the organization. The Baldrige approach uncovers core values, strengths and weaknesses, and promotes learning the value of the Baldrige criteria on three levels--cost savings, customer satisfaction and financial gain

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

    ERIC Educational Resources Information Center

    Russell, Brendan Christopher

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Bolin, Feng

    2007-01-01

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

  20. School Leadership Retention: A Study of Servant Leadership and School Leader Satisfaction

    ERIC Educational Resources Information Center

    Bovee, Jeffery A.

    2012-01-01

    The purpose of this quantitative correlation study was to find the relationship between the level of perceived servant leadership and the school leader job satisfaction in the North American Division (NAD) of Seventh-day Adventists P-12 schools. This quantitative correlation study utilized Laub's (1999) Organizational Leadership Assessment…

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

    ERIC Educational Resources Information Center

    Arifin, H. Muhammad

    2015-01-01

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

  2. Catch It If You Can: How Contagious Motivation Improves Group Projects and Course Satisfaction

    ERIC Educational Resources Information Center

    Krishen, Anjala S.

    2013-01-01

    This article proposes a theory-based contagious motivation model focusing on enhancing student perceptions of group projects and ultimately course satisfaction. Moreover, drawing from both pedagogical and organizational behavior literatures, a model is presented that ties together intrinsic motivation theory with social contagion and…

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

    ERIC Educational Resources Information Center

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

    2013-01-01

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

  4. Life Cycles and Communication Satisfaction: Do "Disco Kids" Make More Satisfied Employees?

    ERIC Educational Resources Information Center

    White, Kim; DeWine, Sue

    A study examined how age and the period of adolescence affect communication satisfaction and other organizational variables. Psychological and sociological profiles suggest that there should be differences between three age groups: "Traditionalist," individuals whose adolescence took place during the late 1950s; "New Breed," individuals whose…

  5. [Occupational stress and user satisfaction with primary healthcare in Portugal].

    PubMed

    Roque, Hugo; Veloso, Ana; Silva, Isabel; Costa, Patrício

    2015-10-01

    The Portuguese primary healthcare sector has suffered changes due to a reform on the lines of the conceptual framework referred to by some authors as "New Public Management." These changes may be generating higher levels of occupational stress with a negative impact at individual and organizational levels. This study examines the experience of stress in 305 health professionals (physicians, nurses and clinical secretaries) and satisfaction with the services provided by them from 392 users. The population under scrutiny is taken from 10 type A and 10 type B Family Health Units (FHU). The results show that 84.2% of professionals report moderate to high levels of occupational stress with the nurses being those with higher levels. Users reported good levels of satisfaction, especially with the nursing services. There were no differences in stress level between type A and type B FHU, though there were at the level of user satisfaction of type B FHU users who show higher levels of satisfaction. It was seen that dimensions of user satisfaction were affected by stress related to excess work. PMID:26465851

  6. Which comes first: employee attitudes or organizational financial and market performance?

    PubMed

    Schneider, Benjamin; Hanges, Paul J; Smith, D Brent; Salvaggio, Amy Nicole

    2003-10-01

    Employee attitude data from 35 companies over 8 years were analyzed at the organizational level of analysis against financial (return on assets; ROA) and market performance (earnings per share: EPS) data using lagged analyses permitting exploration of priority in likely causal ordering. Analyses revealed statistically significant and stable relationships across various time lags for 3 of 7 scales. Overall Job Satisfaction and Satisfaction With Security were predicted by ROA and EPS more strongly than the reverse (although some of the reverse relationships were also significant); Satisfaction With Pay suggested a more reciprocal relationship with ROA and EPS. The discussion of results provides a preliminary framework for understanding issues surrounding employee attitudes, high-performance work practices, and organizational financial and market performance. PMID:14516248

  7. Long-Term Youth Criminal Outcomes in MST Transport: The Impact of Therapist Adherence and Organizational Climate and Structure

    PubMed Central

    Schoenwald, Sonja K.; Chapman, Jason E.; Sheidow, Ashli J.; Carter, Rickey E.

    2010-01-01

    The current study investigated relations among therapist adherence to an evidence-based treatment for youth with serious antisocial behavior (i.e., Multisystemic Therapy), organizational climate and structure, and youth criminal charges on average 4 years post-treatment. Participants were 1979 youth and families treated by 429 therapists across 45 provider organizations. Results showed therapist adherence predicted significantly lower rates of youth criminal charges independently and in the presence of organizational variables. Therapist perceptions of job satisfaction and opportunities for growth and advancement relative to the organizational average predicted youth criminal charges, as did organizational average levels of participation in decision-making. These associations washed out in the presence of adherence, despite the fact that job satisfaction and growth and advancement were associated with adherence. PMID:19130360

  8. Identity and dating commitment among women and men in college.

    PubMed

    Matula, K E; Huston, T L; Grotevant, H D; Zamutt, A

    1992-06-01

    Lower division and upper division college women's and men's commitment in a dating relationship was examined in connection with their (a) gender role attitudes, (b) educational aspirations, (c) certainty about their future vocation, and (d) the importance they attach to work vs. marriage as a source of life satisfaction. Dating commitment was also examined for women in relation to their dedication to work for pay after marriage, and for men in terms of their ideas about their future wife working. The more certain upper division college women's vocational identity, the more committed they were to their dating partner, but the more they planned to work after marriage the less involved they were in a relationship. Additionally, upper division women who placed more importance on a job than marriage and who had a clearer vocational identity were less involved in a relationship. The clearer upper division men's vocational identity, the more committed they were in a relationship. Lower division men who placed more importance on work compared to marriage were less involved in a dating relationship. The results are discussed in light of Erikson's stages of identity development and more recent research that suggests women's identity development follows a different course from men's. PMID:24263847

  9. A Study of Commitment to the Work Organization among Community College Teachers of Developmental/Remedial Courses.

    ERIC Educational Resources Information Center

    Hill, Earl A.

    A study was conducted to examine the job attitudes of public two-year college instructors of developmental/remedial courses. The study used a path-analytical theoretical model to examine the relationships among the instructors' self-role congruence and length of service (the independent variables); total job satisfaction and organizational

  10. Experimental unconditionally secure bit commitment.

    PubMed

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

    2014-01-10

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

  11. Organizational Citizenship Behavior Among Iranian Nurses

    PubMed Central

    Dargahi, H; Alirezaie, S; Shaham, G

    2012-01-01

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

  12. Community College Faculty Job Satisfaction.

    ERIC Educational Resources Information Center

    Diener, Thomas

    1985-01-01

    Presents survey findings regarding community college faculty members' job satisfactions and dissatisfactions. Finds faculty deriving high satisfaction from student achievement, their own intellectual growth, flexible and autonomous working conditions, and association with stimulating peers while expressing dissatisfaction with job conditions,…

  13. 2014 County Commissioner Satisfaction Survey

    E-print Network

    2014 County Commissioner Satisfaction Survey: CSU Extension Services in Colorado Survey Results Summary Report April 2015 #12;Colorado State University Extension 2014 County Commissioner Survey Results Introduction: 2014 County Commissioner Survey The seventh annual County Commissioner Satisfaction Survey

  14. Deeper Learning Increased Student Satisfaction

    E-print Network

    Thompson, Michael

    Deeper Learning and Increased Student Satisfaction using collaborative testing Terry Mc satisfaction is a prominent feature of this form of evaluation reinforces existing learning; strengthens reasons for collaboration Promotion of teamwork skills (professional skill set) #12;Logistics and overhead

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

    PubMed

    Narine, L; Persaud, D D

    2003-08-01

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

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

    ERIC Educational Resources Information Center

    Aydin, Erhan; Gormus, Alparslan Sahin

    2015-01-01

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

  17. Black Female Community College Students' Satisfaction: A National Regression Analysis

    ERIC Educational Resources Information Center

    Strayhorn, Terrell L.; Johnson, Royel M.

    2014-01-01

    Data from the Community College Student Experiences Questionnaire were analyzed for a sample of 315 Black women attending community colleges. Specifically, we conducted multivariate analyses to assess the relationship between background traits, commitments, engagement, academic performance, and satisfaction for Black women at community colleges.…

  18. Values, Salience, and Job Satisfaction: Male and Female Occupational Therapists' Responses.

    ERIC Educational Resources Information Center

    Taylor, Elizabeth A.; And Others

    1990-01-01

    A matched peer study of 55 male and 55 female occupational therapists used discriminant analysis on data from the Life Roles Inventory. Males endorsed risk and advancement more strongly; females, social relationships. Males viewed studying more important in terms of participation, commitment, and role value. No difference in job satisfaction was…

  19. Organizational Adaptation and Higher Education.

    ERIC Educational Resources Information Center

    Cameron, Kim S.

    1984-01-01

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

  20. Can organizational justice help the retention of general practitioners?

    PubMed

    Heponiemi, Tarja; Manderbacka, Kristiina; Vänskä, Jukka; Elovainio, Marko

    2013-04-01

    In many countries, public sector has major difficulties in recruiting and retaining physicians to work as general practitioners (GPs). We examined the effects of taking up a public sector GP position and leaving public sector GP work on the changes of job satisfaction, job involvement and turnover intentions. In addition, we examined whether organizational justice in the new position would moderate these associations. This was a four-year prospective questionnaire study including two measurements among 1581 (948 women, 60%) Finnish physicians. A change to work as a public GP was associated with a substantial decrease in job satisfaction and job involvement when new GPs experienced that their primary care organization was unfair. However, high organizational justice was able to buffer against these negative effects. Those who changed to work as public GPs had 2.8 times and those who stayed as public GPs had 1.6 times higher likelihood of having turnover intentions compared to those who worked in other positions. Organizational justice was not able to buffer against this effect. Primary care organizations should pay more attention to their GPs - especially to newcomers - and to the fairness how management behaves towards employees, how processes are determined, and how rewards are distributed. PMID:23453045

  1. Contexts as Shared Commitments

    PubMed Central

    García-Carpintero, Manuel

    2015-01-01

    Contemporary semantics assumes two influential notions of context: one coming from Kaplan (1989), on which contexts are sets of predetermined parameters, and another originating in Stalnaker (1978), on which contexts are sets of propositions that are “common ground.” The latter is deservedly more popular, given its flexibility in accounting for context-dependent aspects of language beyond manifest indexicals, such as epistemic modals, predicates of taste, and so on and so forth; in fact, properly dealing with demonstratives (perhaps ultimately all indexicals) requires that further flexibility. Even if we acknowledge Lewis (1980)'s point that, in a sense, Kaplanian contexts already include common ground contexts, it is better to be clear and explicit about what contexts constitutively are. Now, Stalnaker (1978, 2002, 2014) defines context-as-common-ground as a set of propositions, but recent work shows that this is not an accurate conception. The paper explains why, and provides an alternative. The main reason is that several phenomena (presuppositional treatments of pejoratives and predicates of taste, forces other than assertion) require that the common ground includes non-doxastic attitudes such as appraisals, emotions, etc. Hence the common ground should not be taken to include merely contents (propositions), but those together with attitudes concerning them: shared commitments, as I will defend.

  2. College Faculty and Job Satisfaction.

    ERIC Educational Resources Information Center

    Diener, Thomas

    Attitudes of 277 faculty members about their work were surveyed in 1983. Herzberg and colleagues' theory that work satisfaction stems from the work itself and dissatisfaction from the work environment was also explored. Attention was directed to attitudes toward work, job stress, overall job satisfaction, and chief job satisfactions and…

  3. Geography of European Life Satisfaction

    ERIC Educational Resources Information Center

    Okulicz-Kozaryn, Adam

    2011-01-01

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

  4. 24 CFR 200.47 - Firm commitments.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ...2010-04-01 2010-04-01 false Firm commitments. 200.47 Section 200.47 Housing...PROGRAMS Requirements for Application, Commitment, and Endorsement Generally Applicable...Requirements for Existing Projects Commitment Applications § 200.47 Firm...

  5. 40 CFR 63.75 - Enforceable commitments.

    Code of Federal Regulations, 2010 CFR

    2010-07-01

    ... 2010-07-01 false Enforceable commitments. 63.75 Section 63.75 Protection...Air Pollutants § 63.75 Enforceable commitments. (a) To make an enforceable commitment an owner or operator shall submit a...

  6. 24 CFR 200.46 - Commitment issuance.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ...2010-04-01 2010-04-01 false Commitment issuance. 200.46 Section 200...PROGRAMS Requirements for Application, Commitment, and Endorsement Generally Applicable...Requirements for Existing Projects Commitment Applications § 200.46...

  7. 7 CFR 3550.70 - Conditional commitments.

    Code of Federal Regulations, 2010 CFR

    2010-01-01

    ...2010-01-01 2010-01-01 false Conditional commitments. 3550.70 Section 3550.70 Agriculture...502 Origination § 3550.70 Conditional commitments. A conditional commitment is a determination by RHS that a...

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

    PubMed Central

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

    2015-01-01

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

  9. Building a Culture of Inclusion: Disability as Opportunity for Organizational Growth and Improving Patient Care.

    PubMed

    Ailey, Sarah H; Brown, Paula; Friese, Tanya R; Dugan, Shelia

    2016-01-01

    Administrators at Rush University Medical Center have made a commitment to diversity, including accommodating disabilities in the workplace and for students. This article explains extensive multilevel accommodations instituted by Rush University Medical Center that promote organizational growth and a healthier work environment and improve patient care. PMID:26641467

  10. Amoeba: A Methodology for Modeling and Evolution of Cross-Organizational Business Processes

    E-print Network

    Young, R. Michael

    Amoeba: A Methodology for Modeling and Evolution of Cross-Organizational Business Processes Nirmit describes Amoeba, a methodology for business processes that is based on busi- ness protocols. Protocols capture the business meaning of interactions among autonomous parties via commitments. Amoeba includes

  11. Bridging the Gap: A Career Workshop Informed by Vocational and Organizational Theory.

    ERIC Educational Resources Information Center

    Kiziah, J. Elaine

    A brief, low-cost career intervention was designed to reduce employee turnover in the customer service call center of a financial institution. Through an extensive literature review, organizational commitment (OC) was identified as a primary predictor of employee turnover, and a list of research-supported OC antecedents was compiled. Antecedents…

  12. Simulation Gaming for Organizational Development

    ERIC Educational Resources Information Center

    Ruohomaki, Virpi

    2003-01-01

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

  13. Organizational Learning and Crisis Management

    ERIC Educational Resources Information Center

    Wang, Jia

    2007-01-01

    The impact of crises on organizations has been stronger than ever. This article explores the role of organizational learning in crisis management, an area that has received little attention from HRD community. Recognizing the dynamics and interconnectedness of crisis management, organizational learning, and organizational change, the article…

  14. Organizational Performance and Customer Value

    ERIC Educational Resources Information Center

    Tosti, Donald; Herbst, Scott A.

    2009-01-01

    While behavior systems analysts have recognized the importance of the consumer of organizational products (i.e., receiving system) in developing models of organizational change, few have offered a systematic assessment of the relationship between consumer and organizational practices. In this article we will discuss how a behavior systems approach…

  15. Organizational Theory and Leadership Navigation

    ERIC Educational Resources Information Center

    Brazer, S. David; Kruse, Sharon D.; Conley, Sharon

    2014-01-01

    Teaching organizational theory in a way that bridges to leadership practice is vital to preparing deft educational leaders who understand the organizational behavior of schools and districts. Organizational theory guides understanding of the complexities of schools and districts and can be a basis for collaborative and effective decision making.…

  16. Life Satisfaction of Adolescents.

    ERIC Educational Resources Information Center

    Torgoff, Irving; And Others

    The feelings and perceptions of adolescents, apart from objective indices, warrent attention from those who are concerned with adolescent development and psychological stress. There is a need for a reliable baseline measure of adolescent subjective well-being, as manifested by self-reports of life satisfaction, to which future measurements can be…

  17. The Satisfactions of Teaching

    ERIC Educational Resources Information Center

    Eisner, Elliot

    2006-01-01

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

  18. September 2013 Student Satisfaction

    E-print Network

    Bowen, W. Don

    September 2013 Student Satisfaction PROGRESS DASHBOARD This data is prepared annually for the Board: 156 #12;PROGRESS DASHBOARD ENROLMENT 2012 13,146 Undergraduate 3,222 Graduate 1,900 Professional (ME #12;PROGRESS DASHBOARD STUDENTSATISFACTION Percentage of students who are very satisfied or satisfied

  19. ORGANIZATIONAL RISK COMMUNICATION

    EPA Science Inventory

    Ris communication tools in organizations differs in several ways from many of tools and techniques developed for public meetings. The traditional view of risk communication seeks to manage the public outrage ssociated with site-based issues. Organizational risk communication seek...

  20. Teaching Organizational Skills.

    ERIC Educational Resources Information Center

    Bakunas, Boris; Holley, William

    2001-01-01

    Advocates teaching students organizational skills that lead to school success. Outlines seven such skills and how to teach them, including such things as bringing necessary supplies to class, organizing handouts and loose-leaf papers, taking and organizing notes, developing and following study plans, and planning and carrying out large projects.…

  1. Education and Organizational Democracy.

    ERIC Educational Resources Information Center

    Levin, Henry M.

    Because a main educational function is to prepare children for workplace roles, education's organizational forms and functions tend to correspond to those of the workplace. For instance, as the U.S. economy moved from agricultural through industrial to service bases, U.S. education moved from nonpublic schools to public schools to mass higher…

  2. ORGANIZATIONAL CHART Linsey Duett

    E-print Network

    Pillow, Jonathan

    ORGANIZATIONAL CHART Linsey Duett Cashier Operations Becky Cook Lawrence Cook Marcy Drapes Bryan Manuel Escareno Vincent Heeney Alexander Hughes Frank Lattanza Lee Lepe Anna Procyk Shawn Quinlan Annette MaintenanceTechs Jesse Adkins Caitlin Lundin Frank Prater Event Supervisors Katelyn Kitch Assistant Supervisor

  3. Organizational Knowledge Management Structure

    ERIC Educational Resources Information Center

    Walczak, Steven

    2005-01-01

    Purpose: To propose and evaluate a novel management structure that encourages knowledge sharing across an organization. Design/methodology/approach: The extant literature on the impact of organizational culture and its link to management structure is examined and used to develop a new knowledge sharing management structure. Roadblocks to…

  4. Creating Lasting Organizational Changes.

    ERIC Educational Resources Information Center

    Malott, Maria E.

    1999-01-01

    Offers guidelines for choosing valuable, lasting initiatives to guide organizational change efforts. Highlights include analyzing the total picture by examining the organization's mission; focusing on core departments; changing processes before altering the structure or acquiring technology; setting up effective behavioral contingencies; and…

  5. Health Satisfaction and Energy Spending

    E-print Network

    Meier, Helena

    life satisfaction is divided by health satisfaction levels and then the log of this fraction is used as an explanatory variable. Thus social life satisfaction is weighted by the health satisfaction level. We assume that satisfaction levels interact... .24) AMOUNT OF LEISURE TIME -0.144*** (-45.34) USE OF LEISURE TIME -0.118*** (-33.00) FLAT/HOUSE -0.358*** (-133.07) TIME -0.003*** (-7.91) Constant 1.465*** (43.55) Observations 64,902 Number of pid 13,784 R-squared 0.63 t...

  6. Working Atmosphere and Job Satisfaction of Health Care Staff in Kenya: An Exploratory Study

    PubMed Central

    Goetz, Katja; Marx, Michael; Marx, Irmgard; Brodowski, Marc; Nafula, Maureen; Prytherch, Helen; Omogi Awour, Irene K. E.; Szecsenyi, Joachim

    2015-01-01

    Background. Job satisfaction and working atmosphere are important for optimal health care delivery. The study aimed to document working atmosphere and job satisfaction of health care professionals in Kenya and to explore associations between job satisfaction, staff characteristics, and working atmosphere. Methods. Data from the integrated quality management system (IQMS) for the health sector in Kenya were used. Job satisfaction was measured with 10 items and with additional 5 items adapted to job situation in Kenya. Working atmosphere was measured with 13 item questionnaire. A stepwise linear regression analysis was performed with overall job satisfaction and working atmosphere, aspects of job satisfaction, and individual characteristics. Results. Out of 832 questionnaires handed out, 435 questionnaires were completed (response rate: 52.3%). Health care staff indicated high commitment to provide quality services and low levels regarding the adequacy and functionality of equipment at their work station. The aspect “support of the ministry of health” (? = 0.577) showed the highest score of explained variance (32.9%) regarding overall job satisfaction. Conclusions. IQMS which also evaluates job satisfaction and working atmosphere of health care staff provides a good opportunity for strengthening the recruitment and retention of health care staff as well as improving the provision of good quality of care. PMID:26504793

  7. Avoiding Depletion in Virtual Work: Telework and the Intervening Impact of Work Exhaustion on Commitment and Turnover Intentions

    ERIC Educational Resources Information Center

    Golden, Timothy D.

    2006-01-01

    Despite the tremendous growth of telework and other forms of virtual work, little is known about its impact on organizational commitment and turnover intentions, nor the mechanisms through which telework operates. Drawing upon the conservation of resources model as the theoretical framework, I posit telework's impact is the result of resource…

  8. Emotional intelligence, emotional labor, and job satisfaction among physicians in Greece

    PubMed Central

    2012-01-01

    Background There is increasing evidence that psychological constructs, such as emotional intelligence and emotional labor, play an important role in various organizational outcomes in service sector. Recently, in the “emotionally charged” healthcare field, emotional intelligence and emotional labor have both emerged as research tools, rather than just as theoretical concepts, influencing various organizational parameters including job satisfaction. The present study aimed at investigating the relationships, direct and/or indirect, between emotional intelligence, the surface acting component of emotional labor, and job satisfaction in medical staff working in tertiary healthcare. Methods Data were collected from 130 physicians in Greece, who completed a series of self-report questionnaires including: a) the Wong Law Emotional Intelligence Scale, which assessed the four dimensions of emotional intelligence, i.e. Self-Emotion Appraisal, Others’ Emotion Appraisal, Use of Emotion, and Regulation of Emotion, b) the General Index of Job Satisfaction, and c) the Dutch Questionnaire on Emotional Labor (surface acting component). Results Emotional intelligence (Use of Emotion dimension) was significantly and positively correlated with job satisfaction (r=.42, p<.001), whereas a significant negative correlation between surface acting and job satisfaction was observed (r=?.39, p<.001). Furthermore, Self-Emotion Appraisal was negatively correlated with surface acting (r=?.20, p<.01). Self-Emotion Appraisal was found to influence job satisfaction both directly and indirectly through surface acting, while this indirect effect was moderated by gender. Apart from its mediating role, surface acting was also a moderator of the emotional intelligence-job satisfaction relationship. Hierarchical multiple regression analysis revealed that surface acting could predict job satisfaction over and above emotional intelligence dimensions. Conclusions The results of the present study may contribute to the better understanding of emotion-related parameters that affect the work process with a view to increasing the quality of service in the health sector. PMID:23244390

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

    PubMed

    Bönigk, Mareike; Steffgen, Georges

    2013-12-01

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

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

    PubMed Central

    Bönigk, Mareike; Steffgen, Georges

    2013-01-01

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

  11. [Organizational climate, trust and burnout in a rehabilitation center].

    PubMed

    Bettinardi, O; Montagner, V; Maini, M; Vidotto, G

    2008-01-01

    Today human resources are considered of fundamental importance and necessity for the success of the organizations that provide health services. The aims of the present study were: 1) to investigate the perception that rehabilitation medical staff employees have of their hospital organization, 2) to quantify their evaluation concerning organizational trust, 3) to identify eventual burnout symptoms and their relationship with perceived organizational climate and trust. The sample consisted of 131 employees, subdivided into 6 professional categories. Three questionnaires were administered to the employees. The results evidenced significant differences between the various professional groups regarding the climate perceived and trust in the organization. Administrative personnel, nurses and medical graduates revealed a greater satisfaction, responsibility and work integration than the other employee groups (p = 0.023). All the scales which measured organizational climate correlated (inversely) with those measuring burnout (p" 0.05), indicating the existence of a close relationship between a work climate perceived as collaborative (r = -0.33) and characterized by a continuous exchange of information about the hospital organization (r = -0.50), and the psychological well-being experienced by the employees. This study confirms the importance of promoting organizational strategies aimed at mutual reinforcement and support characterized by regular and constructive feedback, wherein there is a reciprocal recognition of each employee's role through a clear, open communication. PMID:18700478

  12. Relationship Satisfaction and Goal Pursuit 1 Running head: RELATIONSHIP SATISFACTION AND GOAL PURSUIT

    E-print Network

    Reber, Paul J.

    versa. In the present research, we show that higher relationship satisfaction promotes a motivationalRelationship Satisfaction and Goal Pursuit 1 Running head: RELATIONSHIP SATISFACTION AND GOAL PURSUIT Close Relationships and Self-Regulation: How Relationship Satisfaction Facilitates Momentary Goal

  13. Computationally binding quantum commitments Dominique Unruh

    E-print Network

    International Association for Cryptologic Research (IACR)

    Computationally binding quantum commitments Dominique Unruh University of Tartu April 21, 2015 Abstract. We present a new definition of computationally binding commitment schemes in the quantum setting of computationally binding string commitment schemes in the quantum setting. A commitment scheme is a two

  14. Energy Organizational Planning

    SciTech Connect

    Gina C. Paradis; James Yockey; Tracey LeBeau

    2009-04-17

    As the Seneca Nation of Indians (SNI) continues to refine and finalize its Strategic Energy Plan, it became necessary to insure that a sustainable organization structure was developed through which the energy program and its initiatives could be nurtured and managed. To that end, SNI undertook a study to thoroughly evaluate the existing organizational structures and assess the requisite changes and/or additions to that framework that would complement the mission of the Strategic Plan. The goal of this study was to analyze, work with staff and leadership and recommend the most effective plan for the development of an organizational framework within which the Seneca could more effectively exercise energy sovereignty – control and manage their natural resource assets – i.e. develop its own energy resources, meet the current and projected energy needs of their community, and “sit at the table” with other regional energy providers to deal with issues on a peer-to-peer basis.

  15. Subordinate Communication Satisfaction as a Function of Superior-Subordinate Co-orientation Regarding Performance Feedback Rules.

    ERIC Educational Resources Information Center

    Crouch, Brian S.; Hellweg, Susan A.

    This study examined the relationship between subordinate satisfaction and superior-subordinate co-orientation regarding performance feedback rules within organizational dyads. Specifically, the study focused on how subordinate perceptions, regarding how and when informal performance feedback should be provided by a superior, would impact…

  16. Professional Learning Communities' Impact: A Case Study Investigating Teachers' Perceptions and Professional Learning Satisfaction at One Urban Middle School

    ERIC Educational Resources Information Center

    Boone, Shawn Christopher

    2010-01-01

    As a conceptual framework, professional learning communities (PLCs) have been described as a means to increase teacher effectiveness and satisfaction. One urban middle school implemented PLCs during the 2007-2008 school year. However, there had not been an investigation into the effectiveness of the PLCs. Using organizational learning theory, this…

  17. Hand Anthropometry and SMS Satisfaction

    NASA Astrophysics Data System (ADS)

    Balakrishnan, Vimala; Yeow, Paul H. P.

    The effect of hand anthropometry on Short Message Service (SMS) satisfaction was investigated using structured questionnaire interviews with 110 subjects, aged between 17-25 years old. Hand size was measured to assess its effect on mobile phone design factors satisfaction whereas thumb circumference and length were measured for keypad design factors. Small hand-sized subjects were found to be more satisfied with mobile phone dimensions than large hand-sized subjects. Thumb circumference significantly affects users` satisfaction towards key size and space between keys whereas thumb length significantly affects keypad layout satisfaction. Both thumb circumference and length significantly correlate negatively with the corresponding keypad design factors. Results confirm that hand anthropometry do affect users messaging satisfaction. These findings should prove useful to mobile phone designers who could look into the possibility of designing customized mobile phones that cater to large hand and thumb sized users, so as to increase their subjective satisfaction.

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

    ERIC Educational Resources Information Center

    Pearson, Quinn M.

    2008-01-01

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

  19. Impact of Magnet Culture in Maintaining Quality Outcomes During Periods of Organizational Transition.

    PubMed

    Gonzalez, Judith F Zedreck; Wolf, Gail; Dudjak, Linda; Jordan, Bernadette

    2015-01-01

    Organizational transition presents substantial risk to maintaining quality outcomes. The leadership style and culture present during periods of change and transition empower the frontline staff to react quickly and identify opportunities. The culture of Magnet develops the skill set that enables staff to be leaders in problem solving and identifying creative care delivery approaches. Objectives of this study were to analyze the impact of organizational transition on patient and staff satisfaction, quality, and safety in a Magnet-designated hospital and determine key factors contributing to these outcomes. PMID:25768059

  20. Launch Commit Criteria Monitoring Agent

    NASA Technical Reports Server (NTRS)

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

    2005-01-01

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

  1. Ecological models of sexual satisfaction among lesbian/bisexual and heterosexual women.

    PubMed

    Henderson, Alison W; Lehavot, Keren; Simoni, Jane M

    2009-02-01

    Sexual satisfaction is an integral component of sexual health and well-being, yet we know little about which factors contribute to it among lesbian/bisexual women. To examine a proposed ecological model of sexual satisfaction, we conducted an internet survey of married heterosexual women and lesbian/bisexual women in committed same-sex relationships. Structural equation modeling included five final latent variables for heterosexual women and seven final latent variables for lesbian/bisexual women. Overall, results indicated that, for both groups of women, a similar constellation of factors (depressive symptoms, relationship satisfaction, sexual functioning, and social support) was related to sexual satisfaction. In lesbian/bisexual women, internalized homophobia was an additional factor. Contrary to expectations, the presence of children in the home and a history of childhood sexual abuse did not contribute significantly to the model for either group. Findings support the idea that gender socialization may influence sexual satisfaction more than socialization around sexual orientation. Additionally, given that for both groups of women relationship satisfaction explained a substantial amount of variance in sexual satisfaction, sexual concerns may be better addressed at the relationship than the individual level. PMID:18574685

  2. Ecological Models of Sexual Satisfaction among Lesbian/Bisexual and Heterosexual Women

    PubMed Central

    Henderson, Alison W.; Simoni, Jane M.

    2014-01-01

    Sexual satisfaction is an integral component of sexual health and well-being, yet we know little about which factors contribute to it among lesbian/bisexual women. To examine a proposed ecological model of sexual satisfaction, we conducted an internet survey of married heterosexual women and lesbian/bisexual women in committed same-sex relationships. Structural equation modeling included five final latent variables for heterosexual women and seven final latent variables for lesbian/bisexual women. Overall, results indicated that, for both groups of women, a similar constellation of factors (depressive symptoms, relationship satisfaction, sexual functioning, and social support) was related to sexual satisfaction. In lesbian/bisexual women, internalized homophobia was an additional factor. Contrary to expectations, the presence of children in the home and a history of childhood sexual abuse did not contribute significantly to the model for either group. Findings support the idea that gender socialization may influence sexual satisfaction more than socialization around sexual orientation. Additionally, given that for both groups of women relationship satisfaction explained a substantial amount of variance in sexual satisfaction, sexual concerns may be better addressed at the relationship than the individual level. PMID:18574685

  3. The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange.

    PubMed

    Wayne, Sandy J; Shore, Lynn M; Bommer, William H; Tetrick, Lois E

    2002-06-01

    This study examined a model of the antecedents and consequences of perceived organizational support (POS) and leader-member exchange (LMX). It was predicted that organizational justice (procedural and distributive justice) and organizational practices that provide recognition to the employee (feelings of inclusion and recognition from upper management) would influence POS. For LMX, it was predicted that leader reward (distributive justice and contingent rewards) and punishment behavior would be important antecedents. Results based on a sample of 211 employee-supervisor dyads indicated that organizational justice, inclusion, and recognition were related to POS and contingent rewards were related to LMX. In terms of consequences, POS was related to employee commitment and organizational citizenship behavior, whereas LMX predicted performance ratings. PMID:12090617

  4. The Importance of Organizational Learning for Organizational Sustainability

    ERIC Educational Resources Information Center

    Smith, Peter A. C.

    2012-01-01

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

  5. Organizational Errors: Directions for Future Research

    E-print Network

    Carroll, John Stephen

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

  6. Entire Complacency and Satisfaction 

    E-print Network

    2009-12-24

    MalfoisEntireComplacencyandSatisfactionbyMinadeMalfois.pdf.txt Content-Type text/plain; charset=ISO-8859-1 Posted originally on the Archive of Our Own at http://archiveofourown.org/works/37739. Rating: General Audiences Archive Warning: No Archive Warnings Apply Category: F/F Fandom: Mina de Malfois... Character: Archivist12, Mina de Malfois - Character Additional Tags: Future Fic Collections: Yuletide Madness 2009 Stats: Published: 2009-12-24 Words: 811 Entire Complacency and Satisfaction by Carlanime Summary A quick look forward to the period immediately...

  7. Whistleblowing and organizational ethics.

    PubMed

    Ray, Susan L

    2006-07-01

    The purpose of this article is to discuss an external whistleblowing event that occurred after all internal whistleblowing through the hierarchy of the organization had failed. It is argued that an organization that does not support those that whistle blow because of violation of professional standards is indicative of a failure of organizational ethics. Several ways to build an ethics infrastructure that could reduce the need to resort to external whistleblowing are discussed. A relational ethics approach is presented as a way to eliminate the negative consequences of whistleblowing by fostering an interdependent moral community to address ethical concerns. PMID:16838574

  8. Using transformational change to improve organizational culture and climate in a school of nursing.

    PubMed

    Springer, Pamela J; Clark, Cynthia M; Strohfus, Pamela; Belcheir, Marcia

    2012-02-01

    A positive organizational culture and climate is closely associated with an affirming workplace and job satisfaction. Especially during a time of faculty shortages, academic leaders need to be cognizant of the culture and climate in schools of nursing. The culture of an organization affects employees, systems, and processes, and if the culture becomes problematic, transformational leadership is essential to create change. The purpose of this article is to describe an 8-year journey to change the culture and climate of a school of nursing from one of dissatisfaction and distrust to one of high employee satisfaction and trust. Kotter's model for transformational change was used to frame a longitudinal study using the Cultural and Climate Assessment Scale to transform the organizational culture and climate of a school of nursing. PMID:22201273

  9. Acceptance and Commitment Therapy: Introduction

    ERIC Educational Resources Information Center

    Twohig, Michael P.

    2012-01-01

    This is the introductory article to a special series in Cognitive and Behavioral Practice on Acceptance and Commitment Therapy (ACT). Instead of each article herein reviewing the basics of ACT, this article contains that review. This article provides a description of where ACT fits within the larger category of cognitive behavior therapy (CBT):…

  10. The Measurement of Vocational Commitment.

    ERIC Educational Resources Information Center

    Weis, Susan F.; Hubbard, Constance F.

    Recent efforts toward career education and the rise in occupationally oriented programs on the secondary and postsecondary level encourage a close examination of the nature of the relationship between people and their vocations. A 74 item device, the Vocational Commitment Index was developed to assess this relationship. Based upon a theoretically…

  11. Higher Education and Social Commitment.

    ERIC Educational Resources Information Center

    Nasution, S.; Virasai, Banphot, Eds.

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

  12. Commitment Profiles and Employee Turnover

    ERIC Educational Resources Information Center

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

    2013-01-01

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

  13. Creating patient satisfaction and loyalty.

    PubMed

    Fisk, T A; Brown, C J; Cannizzaro, K G; Naftal, B

    1990-06-01

    Many hospitals are considering enhanced approaches to patient satisfaction measurement and guest relations--or service management. Some are building in-house satisfaction management systems. Others are evaluating the growing number of systems commercially available for purchase. The authors review the successful design, testing, introduction, and nearly 5-year use of an in-house system. PMID:10105197

  14. Job Satisfaction in Fisheries Compared

    ERIC Educational Resources Information Center

    Pollnac, Richard; Bavinck, Maarten; Monnereau, Iris

    2012-01-01

    This article draws comparative lessons from seven job satisfaction studies on marine capture fishing that were recently carried out in nine countries and three geographical regions--Asia, Africa, and the Caribbean. The seven studies made use of an identical job satisfaction assessment tool and present information on a selection of metiers mainly…

  15. Satisfaction from Office Environmental Change.

    ERIC Educational Resources Information Center

    Ben-Porat, A.

    1981-01-01

    Evaluated the adjustment of 31 employees to a transition from private or semiprivate rooms to an open-space office. Adjustment was assessed by means of a job satisfaction model with three independent variables: job context, job content, and privacy. Results showed job satisfaction is an indicator of job adjustment. (Author/RC)

  16. Student Satisfaction with Attending Systems.

    ERIC Educational Resources Information Center

    McConnell, Thomas A.; And Others

    1993-01-01

    A survey of 252 dental students in three schools measured student satisfaction with (1) the patient care system in the dental school clinic; and (2) the responsibilities of the attending faculty, who manage 10-student teams. Results indicated general satisfaction but point to some problems in individual situations. (MSE)

  17. Determinants of Academics' Job Satisfaction: Empirical Evidence from Private Universities in Bangladesh

    PubMed Central

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

    2015-01-01

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

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

    PubMed

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

    2015-01-01

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

  19. The Nature of Organizational Politics.

    ERIC Educational Resources Information Center

    Newman, Belinda K.; Carpenter, D. Stanley

    1993-01-01

    Examines the role organizational politics play in student affairs. Sees background knowledge of politics as a concept critical to understanding idiosyncratic nature of any organization. Notes that both organizational conditions and individual behavior contribute to organization's political climate. Concludes that professionals who fail to…

  20. Is family-friendly policy (FFP) working in the private sector of South Korea?

    PubMed

    Kang, Young-Hee

    2013-01-01

    Using the Korean Labor and Income Panel Study (KLIPS), I investigated the impact of family-friendly policies (FFPs) on job satisfaction and organizational commitment in the private sector of South Korea. Paid leave, childcare leave, and support for housing are positively related to both job satisfaction and organizational commitment. Sick leave is positively related to organizational commitment. However, subsidized family event cost is a marginally significant predictor of job satisfaction and organizational commitment. In addition, the relationships between subsidized childcare cost and employee attitudes were not supported. Implications and suggestions for future research are discussed. PMID:24255855

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

    PubMed Central

    2014-01-01

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

  2. 7 CFR 3550.70 - Conditional commitments.

    Code of Federal Regulations, 2014 CFR

    2014-01-01

    ...conditional commitments issued in any locality based on market demand. ...program requirements. (g) Changes in plans, specifications...commitment must request approval for changes in plans, specifications...price. RHS may approve the changes if the following...

  3. 7 CFR 3550.70 - Conditional commitments.

    Code of Federal Regulations, 2011 CFR

    2011-01-01

    ...conditional commitments issued in any locality based on market demand. ...program requirements. (g) Changes in plans, specifications...commitment must request approval for changes in plans, specifications...price. RHS may approve the changes if the following...

  4. 7 CFR 3550.70 - Conditional commitments.

    Code of Federal Regulations, 2012 CFR

    2012-01-01

    ...conditional commitments issued in any locality based on market demand. ...program requirements. (g) Changes in plans, specifications...commitment must request approval for changes in plans, specifications...price. RHS may approve the changes if the following...

  5. 7 CFR 3550.70 - Conditional commitments.

    Code of Federal Regulations, 2013 CFR

    2013-01-01

    ...conditional commitments issued in any locality based on market demand. ...program requirements. (g) Changes in plans, specifications...commitment must request approval for changes in plans, specifications...price. RHS may approve the changes if the following...

  6. INSTITUTIONAL COMMITMENT TO GRADUATE MEDICAL EDUCATION

    E-print Network

    of the quality of education provided to residents/fellows at all participating institutions, as wellPage 23 INSTITUTIONAL COMMITMENT TO GRADUATE MEDICAL EDUCATION mission the commitment to provide excellent medical education, research endeavors, and medical care

  7. 48 CFR 2001.602-3 - Ratification of unauthorized commitments.

    Code of Federal Regulations, 2010 CFR

    2010-10-01

    ... Ratification of unauthorized commitments. 2001.602-3 Section 2001... Ratification of unauthorized commitments. (a) The Government is not bound by agreements or contractual commitments made to prospective...

  8. Chapter 311 Commitments in multiagent systems2

    E-print Network

    Chapter 311 Commitments in multiagent systems2 Some history, some confusions,3 some controversies psychology. In this essay, I briefly9 review the conceptual development of commitments in multiagent systems that interest1 Professor Castelfranchi and me the most.2 2 A Brief Retrospective3 Commitments in multiagent

  9. Mercurial Commitments: Minimal Assumptions and Efficient Constructions

    E-print Network

    Dodis, Yevgeniy

    Mercurial Commitments: Minimal Assumptions and Efficient Constructions Dario Catalano1 , Yevgeniy@unisa.it Abstract. (Non-interactive) Trapdoor Mercurial Commitments (TMCs) were introduced by Chase et al. [8) shared random string (SRS) model. Our results imply that (a) mercurial commitments can be viewed as sur

  10. 25 CFR 11.308 - Commitments.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ...2010-04-01 2010-04-01 false Commitments. 11.308 Section 11.308 Indians... Criminal Procedure § 11.308 Commitments. No person may be detained...the Court of Indian Offenses issues a commitment bearing the signature of a...

  11. Anchors of Religious Commitment in Adolescents

    ERIC Educational Resources Information Center

    Layton, Emily; Dollahite, David C.; Hardy, Sam A.

    2011-01-01

    This study explores adolescent religious commitment using qualitative data from a religiously diverse (Jewish, Christian, Muslim) sample of 80 adolescents. A new construct, "anchors of religious commitment," grounded in interview data, is proposed to describe what adolescents commit to as a part of their religious identity. Seven anchors of…

  12. Sustainability Our Commitment to Environmental Sustainability

    E-print Network

    Brent, Roger

    Campus Sustainability #12;Our Commitment to Environmental Sustainability Sustainable Development a serious commitment to environmental sustainability is woven into every part of our work. We are fortunate, built, expanded and operated this campus with a commitment to sustainability and efficient use

  13. Young Children's Understanding of Joint Commitments

    ERIC Educational Resources Information Center

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

    2009-01-01

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

  14. Deterministic relativistic quantum bit commitment

    NASA Astrophysics Data System (ADS)

    Adlam, Emily; Kent, Adrian

    2015-06-01

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

  15. Role Conflict and Faculty Life Satisfaction.

    ERIC Educational Resources Information Center

    Olsen, Deborah; Near, Janet P.

    1994-01-01

    A study of research university faculty in first (n=52) and third (n=47) years of appointment investigated relationships among work and nonwork satisfaction, interdomain conflict, and life satisfaction. Findings indicated that balance and conflict explained variance in life satisfaction beyond that explained by job and nonwork satisfaction. Changes…

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

    ERIC Educational Resources Information Center

    Schmidt, Steven W.

    2007-01-01

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

  17. Spermatogenesis: The Commitment to Meiosis.

    PubMed

    Griswold, Michael D

    2016-01-01

    Mammalian spermatogenesis requires a stem cell pool, a period of amplification of cell numbers, the completion of reduction division to haploid cells (meiosis), and the morphological transformation of the haploid cells into spermatozoa (spermiogenesis). The net result of these processes is the production of massive numbers of spermatozoa over the reproductive lifetime of the animal. One study that utilized homogenization-resistant spermatids as the standard determined that human daily sperm production (dsp) was at 45 million per day per testis (60). For each human that means ?1,000 sperm are produced per second. A key to this level of gamete production is the organization and architecture of the mammalian testes that results in continuous sperm production. The seemingly complex repetitious relationship of cells termed the "cycle of the seminiferous epithelium" is driven by the continuous commitment of undifferentiated spermatogonia to meiosis and the period of time required to form spermatozoa. This commitment termed the A to A1 transition requires the action of retinoic acid (RA) on the undifferentiated spermatogonia or prospermatogonia. In stages VII to IX of the cycle of the seminiferous epithelium, Sertoli cells and germ cells are influenced by pulses of RA. These pulses of RA move along the seminiferous tubules coincident with the spermatogenic wave, presumably undergoing constant synthesis and degradation. The RA pulse then serves as a trigger to commit undifferentiated progenitor cells to the rigidly timed pathway into meiosis and spermatid differentiation. PMID:26537427

  18. Individual Work Orientation and Teacher Outcomes.

    ERIC Educational Resources Information Center

    Reyes, Pedro

    1990-01-01

    This study analyzes the relationship among teacher work orientation, organizational commitment, and job satisfaction of public school teachers (N=133). Results indicated that work orientation was related to the degree of job satisfaction among teachers. Apparently, organizational commitment was not related to teachers' work orientation.…

  19. The relationship between perceptions of organizational functioning and voluntary counselor turnover: A four-wave longitudinal study

    PubMed Central

    Eby, Lillian T.; Rothrauff-Laschober, Tanja C.

    2011-01-01

    Using data from a nationwide study, we annually track a cohort of 598 substance use disorder counselors over a 4-wave period to (1) document the cumulative rates of voluntary turnover and (2) examine how counselor perceptions of the organizational environment (procedural justice, distributive justice, perceived organizational support, job satisfaction) and clinical supervisor leadership effectiveness (relationship quality, in-role performance, extra-role performance) predict voluntary turnover over time. Survey data were collected from counselors in year 1 and actual turnover data were collected from organizational records in year 2, 3, and 4. Findings reveal that 25% of the original counselors turned over by year 2, 39% by year 3, and 47% by year 4. Counselors with more favorable perceptions of the organizational environment are between 13.8% – 22.8% less likely to turn over than those with less favorable perceptions. None of the leadership effectiveness variables are significant. PMID:22116013

  20. Job Satisfaction: A Critical, Understudied Facet of Workforce Development in Public Health

    PubMed Central

    Harper, Elizabeth; Castrucci, Brian C.; Bharthapudi, Kiran; Sellers, Katie

    2015-01-01

    Context: The field of public health faces multiple challenges in its efforts to recruit and retain a robust workforce. Public health departments offer salaries that are lower than the private sector, and government bureaucracy can be a deterrent for those seeking to make a difference. Objective: The objective of this research was to explore the relationship between general employee satisfaction and specific characteristics of the job and the health agency and to make recommendations regarding what health agencies can do to support recruitment and retention. Design: This is a cross-sectional study using data collected from the 2014 Public Health Workforce Interests and Needs Survey (PH WINS). A nationally representative sample was constructed from 5 geographic (paired adjacent HHS [US Department of Health and Human Services]) regions and stratified by population and state governance type. Descriptive and inferential statistics were analyzed using the balanced repeated replication method to account for the complex sampling design. A multivariate linear regression was used to examine job satisfaction and factors related to supervisory and organizational support adjusting for relevant covariates. Setting and Participants: PH WINS data were collected from state health agency central office employees using an online survey. Main Outcome Measure: Level of job satisfaction using the Job in General Scale (abridged). Results: State health agency central office staff (n = 10 246) participated in the survey (response rate 46%). Characteristics related to supervisory and organizational support were highly associated with increased job satisfaction. Supervisory status, race, organization size, and agency tenure were also associated with job satisfaction. Conclusions: Public health leaders aiming to improve levels of job satisfaction should focus on workforce development and training efforts as well as adequate supervisory support, especially for new hires and nonsupervisors. PMID:26422493