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1

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

PubMed

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

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

2012-07-01

2

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

ERIC Educational Resources Information Center

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

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

2001-01-01

3

Factors Contributing to Job Satisfaction and Organizational Commitment of Community College Leadership Teams.  

ERIC Educational Resources Information Center

Describes a study of job satisfaction and organizational commitment among top administrators (excluding the president) at New Mexico's 16 2-year colleges, and the effect of presidential leadership behaviors and job, personal, and organizational characteristics on satisfaction/commitment. Reports a fair degree of job satisfaction and college…

Chieffo, Anna Mejia

1991-01-01

4

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

ERIC Educational Resources Information Center

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

Lowhorn, Greg L.

2009-01-01

5

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

Microsoft Academic Search

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

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

2009-01-01

6

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

Microsoft Academic Search

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

Yoon Jik Cho; Hanjun Park

2011-01-01

7

Job Satisfaction and Organizational Commitment Among Probation and Parole Officers: A Case Study  

Microsoft Academic Search

Numerous studies have focused on job satisfaction and organizational commitment of police officers and correctional personnel, but few have examined these concepts within community corrections agencies. This study draws on prior research into job satisfaction of criminal system actors and looks at the explanatory power of these concepts for probation and parole officers from one county in a northeastern state.

Seble Getahun; Barbara Sims; Don Hummer

8

Finding Workable Levers Over Work MotivationComparing Job Satisfaction, Job Involvement, and Organizational Commitment  

Microsoft Academic Search

This article draws on a sample of state government health and human service managers to develop and test a model of work motivation. The authors examine the effect of individual attributes, job characteristics, and organizational variables on three aspects of work motivation: job satisfaction, organizational commitment, and job involvement. They find that managers have varying degrees of influence over these

Donald P. Moynihan; Sanjay K. Pandey

2007-01-01

9

The police stress survey: reliability and relation to job satisfaction and organizational commitment.  

PubMed

The 1981 Police Stress Survey of Spielberger, Westbury, Grier, and Greenfield was administered to 99 metropolitan and suburban police officers. Internal consistency reliabilities were in the .90s for both the total scale and two subscales which measure administrative/organizational and physical/psychological stressors. The administrative/organizational, but not the physical/psychological, subscale was significantly related to measures of job satisfaction and organizational commitment. PMID:2928440

Martelli, T A; Waters, L K; Martelli, J

1989-02-01

10

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

ERIC Educational Resources Information Center

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

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

2005-01-01

11

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

PubMed

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

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

2013-12-01

12

Effects of Career Development on the Organizational Commitment and Life Satisfaction of Women Student Affairs Administrators.  

ERIC Educational Resources Information Center

Surveys women student affairs administrators to examine relationships between career development, organizational commitment, and life satisfaction. Analyzes the effects of age, position title, educational attainment, years employed in higher education, and years in current position. Results indicate a significant relationship between career…

Blackhurst, Anne E.; Brandt, Joanne E.; Kalinowski, Jon

1998-01-01

13

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

Microsoft Academic Search

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

M. Van Latham; Peter M. Leddy

1987-01-01

14

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

PubMed Central

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

2010-01-01

15

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

ERIC Educational Resources Information Center

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

Chiang, Ti-Lin; Wang, Jia

2008-01-01

16

Effects of Personal and Work-Related Attributes on the Organizational Commitment and Life Satisfaction of Women Student Affairs Administrators.  

ERIC Educational Resources Information Center

Investigates the extent to which the organizational commitment and life satisfaction of upper-level women student-affairs administrators (N=140) are influenced by personal and work-related attributes. Findings highlight the relationship between role ambiguity and organizational commitment. Implications for improving women's commitment and…

Blackhurst, Anne; Brandt, Joanne; Kalinowski, Jon

1998-01-01

17

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

Microsoft Academic Search

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

Eric G. Lambert; Eugene A. Paoline

2008-01-01

18

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

ERIC Educational Resources Information Center

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

Brandt, Joanne; Krawczyk, Rosemary; Kalinowski, Jon

2008-01-01

19

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

Microsoft Academic Search

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

Steven Pool; Brian Pool

2007-01-01

20

Job security, satisfaction influence work commitment  

E-print Network

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

Reinardy, Scott

2012-01-01

21

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

Microsoft Academic Search

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

Colin Silverthorne

2004-01-01

22

Effects of Office Layout on Job Satisfaction, Productivity and Organizational Commitment as Transmitted through Face-to-Face Interactions  

Microsoft Academic Search

Face-to-face communication is important to job satisfaction, productivity and organizational commitment. Organizations can manipulate the workspace to promote these interactions and thereby enhance these outcomes. The purpose of this study is to investigate the effects of the office layout on face-to-face interactions, the effects of face-to-face interactions on the outcomes, and to note any effects of the office layout on

Leah R Wolfeld

2010-01-01

23

The relationship between the perception of distributed leadership in secondary schools and teachers' and teacher leaders' job satisfaction and organizational commitment  

Microsoft Academic Search

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 schools. Multiple regression analyses and path analyses revealed that the study variables explained significant variance in

Hester Hulpia; Geert Devos; Yves Rosseel

2009-01-01

24

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

Microsoft Academic Search

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

Anne Morris; Joan R. Bloom

2002-01-01

25

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

Microsoft Academic Search

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

Muhammad Jamal

1990-01-01

26

Organizational rewards and employee commitment: a Chinese study  

Microsoft Academic Search

Purpose – The purpose of this study is to assess how the cultural value orientations of individual employees moderate their attitudinal responses to different categories of organizational rewards. Specifically, it seeks to examine how one dimension of traditionality, respect for authority, moderates the relationship between affective organizational commitment and three variables: pay satisfaction, autonomy and satisfaction with supervision. Design\\/methodology\\/approach –

Alexander Newman; Abdullah Z. Sheikh

2012-01-01

27

Organizational Obstacles: Links with Financial Performance, Customer Satisfaction, and Job Satisfaction in a Service Environment  

Microsoft Academic Search

A model was developed to describe the roles of organizational obstacles (social and technical) in relation to three types of performance outcomes (customer satisfaction, financial performance, and employee job satisfaction), as well as to various moderators associated with different job types (e.g., customer contact, organizational commitment). In a test of this model, employee perceptions of organizational obstacles were measured in

Karen A. Brown; Terence R. Mitchell

1993-01-01

28

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

Microsoft Academic Search

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

Xiang Yao; Lei Wang

2006-01-01

29

Organizational and Client Commitment among Contracted Employees  

ERIC Educational Resources Information Center

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

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

2006-01-01

30

Organizational commitment and perceived organizational support in the NSW police  

Microsoft Academic Search

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

Paul Currie; Brian Dollery

2006-01-01

31

Social Capital and Organizational Commitment  

Microsoft Academic Search

Organizational scientists have been investigating the role of human relationships vis-à-vis firm productivity for some years. Recently, Social Capital has been theorized to play a central part in the reduction of organizational transaction costs. We briefly position Social Capital among several theories claiming a role for interpersonal capital, review its theoretical nuances, and test this theoretical structure using a sample

George W. Watson; Steven D. Papamarcos

2002-01-01

32

Regulatory foci and organizational commitment  

Microsoft Academic Search

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 commitment than prevention focus, (b) prevention focus related more strongly

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

2008-01-01

33

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

ERIC Educational Resources Information Center

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

Bogler, Ronit; Somech, Anit

2004-01-01

34

Commitment Profiles: Combinations of Organizational Commitment Forms and Job Outcomes  

ERIC Educational Resources Information Center

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

Wasti, S. Arzu

2005-01-01

35

Organizational Justice and Commitment in Interscholastic Sports  

ERIC Educational Resources Information Center

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

Whisenant, Warren

2005-01-01

36

Organizational justice and commitment in interscholastic sports  

Microsoft Academic Search

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 dimensions—procedural justice, distributive justice and interpersonal justice.

Warren Whisenant

2005-01-01

37

Psychological empowerment and organizational commitment: the moderating effect of organizational learning culture  

Microsoft Academic Search

This paper examines the influence of psychological empowerment on organizational commitment and the moderating effect of organizational learning culture on the relationship. The results suggest that psychological empowerment, organizational learning culture, and demographic variables had a significant impact on organizational commitment for employees in the public sector of Korea. Employees showed higher organizational commitment when they perceived high psychological empowerment

Baek-Kyoo Joo; Ji Hyun Shim

2010-01-01

38

Organizational handling of careers influences managers' organizational commitment  

Microsoft Academic Search

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

Mary Bambacas

2010-01-01

39

Antecedents and Consequences of Teacher Organizational and Professional Commitment.  

ERIC Educational Resources Information Center

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

Somech, Anit; Bogler, Ronit

2002-01-01

40

Job Stress and Organizational Commitment among Mentoring Coordinators  

ERIC Educational Resources Information Center

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

Michael, Orly; Court, Deborah; Petal, Pnina

2009-01-01

41

Organizational culture associated with provider satisfaction  

PubMed Central

Objectives Assess 1) provider satisfaction with specific elements of PCMH; 2) clinic organizational cultures; 3) associations between provider satisfaction and clinic culture. Methods Cross sectional study with surveys conducted in 2011 with providers and staff in 10 primary care clinics implementing their version of a PCMH: Care by Design™. Measures included the Organizational Culture Assessment Instrument (OCAI) and the American Medical Group Association provider satisfaction survey. Results Providers were most satisfied with quality of care (M=4.14; scale=1–5) and interactions with patients (M=4.12) and least satisfied with time spent working (M=3.47), paper work (M =3.45) and compensation (M=3.35). Culture profiles differed across clinics with family/clan and hierarchical the most common. Significant correlations (p ? 0.05) between provider satisfaction and clinic culture archetypes included: family/clan negatively correlated with administrative work; entrepreneurial positively correlated with the Time Spent Working dimension; market/rational positively correlated with how practices were facing economic and strategic challenges; and hierarchical negatively correlated with Relationships with Staff and Resource dimensions. Discussion Provider satisfaction is an important metric for assessing experiences with features of a PCMH model. Conclusions Identification of clinic-specific culture archetypes and archetype associations with provider satisfaction can help inform practice redesign. Attention to effective methods for changing organizational culture is recommended. PMID:24610184

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

2014-01-01

42

A multilevel model of affect and organizational commitment  

Microsoft Academic Search

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

Yan Li; David Ahlstrom; Neal M. Ashkanasy

2010-01-01

43

Value Orientation, Organizational Rewards, and Job Satisfaction.  

ERIC Educational Resources Information Center

The nationwide sales force (N=540) of a large food and beverage firm responded to a mail survey designed to investigate the role of value orientation as a moderator of the relationship between organizational rewards and job satisfaction. Of the two main elements in the investigation, the first was concerned with the predictive efficiency of two…

Cascio, Wayne F.

44

Commitment Elements Reframed (Antecedents & Consequences) for Organizational Effectiveness  

ERIC Educational Resources Information Center

The purpose of this paper is to identify theories of commitment in the workplace to develop a framework that helps the field create higher levels of commitment, productivity, and satisfaction. The paper is organized into five main sections: the method, commitment in the workplace, mapping workplace commitment, and the implications for HRD and…

Fornes, Sandra L.; Rocco, Tonette S.

2004-01-01

45

The Relationship between Organizational Commitment and Market Orientation  

Microsoft Academic Search

Existing literature seems to disagree on exactly what role organizational commitment plays in the market orientation of a firm. This paper hypothesizes that organizational commitment mediates the relationship between a market?based reward system and market orientation, and moderates the strength of the relationship between top management emphasis and market orientation. Data collected from 105 firms and 306 managers across Canada

Subramanian Sivaramakrishnan; David Zhang; Marjorie Delbaere; Edward Bruning

2008-01-01

46

Rethinking Organizational Commitment in Relation to Perceived Organizational Power and Perceived Employment Alternatives  

Microsoft Academic Search

The detachment of moral and affective motives from the actual behavior of loyalty and active commitment is recognized and expected in cross cultural research into organizational commitment. However, this separation is almost impossible to make from the perspective of western and managerially biased mainstream research into organizational commitment. Following the cross cultural perspective, the thesis of this article is that

Aviad Bar-Haim

2007-01-01

47

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

PubMed

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

Dávila, Ma Celeste; Jiménez García, Gemma

2012-03-01

48

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

Microsoft Academic Search

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

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

2002-01-01

49

School Counselors' Career Satisfaction and Commitment: Correlates and Predictors  

ERIC Educational Resources Information Center

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

Baggerly, Jennifer; Osborn, Debra

2006-01-01

50

Organizational justice and managerial commitment in corporate mergers  

Microsoft Academic Search

Purpose – The purpose of this paper is to investigate whether perceptions of distributive, procedural and interactional justice can explain the frequently reported low organizational commitment of managers in corporate mergers. Specifically, it aims to examine whether each of the justice dimensions is significantly and uniquely related to affective commitment, which of the justice dimensions has the strongest relationship with

Ruth Klendauer; Jürgen Deller

2009-01-01

51

HRM practices and organizational commitment profiles  

Microsoft Academic Search

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

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

2009-01-01

52

Perceived nuclear risk, organizational commitment, and appraisals of management: A study of nuclear power plant personnel  

SciTech Connect

This study examined to what extent nuclear risk perceptions, organizational commitment (OC), and appraisals of management are associated with each other among nuclear power plant personnel. The sample consisted of 428 nuclear power plant workers who completed a questionnaire at their workplace. Perceived nuclear risk and OC were most closely related to the appraisals of the top management of the organization. As the trust in and satisfaction with the top management increased, perceived nuclear safety and acceptance of the organizational goals and values heightened. This result is discussed in the context of industrial safety management. 29 refs., 2 tabs.

Kivimaeki, M.; Kalimo, R.; Salminen, S. [Finnish Institute of Occupational Health, Vantaa (Finland)

1995-06-01

53

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

PubMed

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

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

2013-01-01

54

Organizational Changes and Job Satisfaction among Support Staff  

Microsoft Academic Search

The purpose of this study is to identify job satisfaction amongst support staff employed by a nonprofit company undergoing organizational changes. The Job Satisfaction Survey (JSS) scale was used to measure overall job satisfaction and was conducted among 38 workers and the data was analyzed using content analysis. The findings indicate that workers were satisfied with some sections of their

Stavros K. Parlalis

2011-01-01

55

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

Microsoft Academic Search

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

Aaron Cohen

2007-01-01

56

Organizational commitment among public service employees  

E-print Network

, & Smith, 1976; Porter, Steers, Mowday, & Boulian, 1974; Price & Mueller, 1981; Steers, 1977; Stumpf & Hartman, 1984; Weiner & Vardi, 1980). Scholl (1981) and Decotiis and Summers (1987) state that commitment serves as ". . . a stabilizing force..., & Smith, 1976; Porter, Steers, Mowday, & Boulian, 1974; Price & Mueller, 1981; Steers, 1977; Stumpf & Hartman, 1984; Weiner & Vardi, 1980). Scholl (1981) and Decotiis and Summers (1987) state that commitment serves as ". . . a stabilizing force...

Young, Brian Scott

2012-06-07

57

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

ERIC Educational Resources Information Center

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…

Fruth, Marvin J.; And Others

58

Relationship of nurses’ assessment of organizational culture, job satisfaction, and patient satisfaction with nursing care  

Microsoft Academic Search

This exploratory study investigated the relationship among staff nurses’ assessment of organizational culture, job satisfaction, inpatient satisfaction with information about home care and follow-up, and general inpatient satisfaction with nursing care. A conceptual path model was tested using a secondary data analysis research design. Staff nurses and inpatients were sampled from inpatient units. The unit of analysis was patient care

Huey-Ming Tzeng; Shaké Ketefian; Richard W. Redman

2002-01-01

59

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

ERIC Educational Resources Information Center

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

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

2013-01-01

60

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

ERIC Educational Resources Information Center

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

Allen, Myria W.; Brady, Robert M.

1997-01-01

61

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

ERIC Educational Resources Information Center

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

McReynolds, Kevin V.

2010-01-01

62

Organizational Communication and Job Satisfaction in Australian Catholic Primary Schools  

ERIC Educational Resources Information Center

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

De Nobile, John J.; McCormick, John

2008-01-01

63

Organizational Culture and Physician Satisfaction with Dimensions of Group Practice  

PubMed Central

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

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

2007-01-01

64

Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction  

PubMed Central

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

2011-01-01

65

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

Microsoft Academic Search

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

Yuanqiong He; Kin Keung Lai; Yagang Lu

2011-01-01

66

Organizational commitment during organizational changes : A longitudinal case study on acquired key employees  

Microsoft Academic Search

Purpose – Mergers and acquisitions (M&As) represent major organizational changes, and create traumatic, stressful situations to employees. The purpose of this paper is to study the acquired key employees' organizational commitment towards the acquiring organization during the post-acquisition integration phase. Design\\/methodology\\/approach – This paper is a longitudinal single case study of a European-acquisition within the high-tech sector. Data are collected

Mélanie Raukko

2009-01-01

67

Organizational communication satisfaction in the virtual workplace  

Microsoft Academic Search

Purpose – This study aims to compare levels of communication satisfaction between virtual workplace and traditional workplace employees in a single firm and explore the potential causes of the differences. Design\\/methodology\\/approach – Two groups, virtual office and traditional office workers, from a single firm were surveyed using Down and Hazen's Communication Satisfaction Questionnaire. Based on previous research, this study developed

Ali D. Akkirman; Drew L. Harris

2005-01-01

68

Transformational and Transactional Leadership of Athletic Directors and Their Impact on Organizational Outcomes Perceived by Head Coaches at NCAA Division II Intercollegiate Institutions.  

E-print Network

?? Transformational and transactional leadership are known to be related to organizational variables, including organizational commitment, job satisfaction, organizational citizenship behavior (OCB), turnover intention, and… (more)

Kim, Hakwoo

2009-01-01

69

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

Microsoft Academic Search

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

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

2009-01-01

70

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

Microsoft Academic Search

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

Maria Simosi; Athena Xenikou

2010-01-01

71

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

ERIC Educational Resources Information Center

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

Buck, Jeffrey M.; Watson, John L.

2002-01-01

72

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

ERIC Educational Resources Information Center

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

Thomas, James L.; Cunningham, Brent J.

2009-01-01

73

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

Microsoft Academic Search

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

Yingyan Wang; Charles A. OReilly III

2010-01-01

74

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

E-print Network

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

Ekeland, Terry Paul

2006-04-12

75

Linking organizational culture and customer satisfaction: Results from two companies in different industries  

Microsoft Academic Search

This article presents a test of the relationship between organizational culture and customer satisfaction using business-unit data from two different companies. The first study examines 32 regional markets of a residential home-building company and the second study examines 148 automobile dealerships. The Denison Organizational Culture Survey (DOCS) is used to measure organizational culture, while customer satisfaction data were collected from

Michael A. Gillespie; Daniel R. Denison; Stephanie Haaland; Ryan Smerek; William S. Neale

2008-01-01

76

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

ERIC Educational Resources Information Center

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

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

2006-01-01

77

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

Microsoft Academic Search

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

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

2010-01-01

78

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

Microsoft Academic Search

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

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

2009-01-01

79

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

ERIC Educational Resources Information Center

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

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

2007-01-01

80

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

Microsoft Academic Search

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

Leonard H. Chusmir

1988-01-01

81

The Causal Relationships among Transformational Leadership, Organizational Commitment, and Employee Effectiveness  

Microsoft Academic Search

This study investigates the structural relationships among transformational leadership practices, organizational commitment, and employee effectiveness. Path analysis was used to understand the direct and indirect effects of four transformational leadership components, three organizational commitment types, and two employee effectiveness types. The results indicated that transformational leadership, especially as regards idealization influence and inspiration motivation components, directly enhances employees' extra-role behaviors

Arwiphawee Srithongrung

2011-01-01

82

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

Microsoft Academic Search

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

John Charles Thomas

2008-01-01

83

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

Microsoft Academic Search

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

Alessia DAmato; Regina Herzfeldt

2008-01-01

84

Individual correlates of organizational commitment and intention to leave the organization  

Microsoft Academic Search

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

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

2007-01-01

85

SOURCES OF ORGANIZATIONAL COMMITMENT: THE EFFECTS OF INTERNAL LABOR MARKETS AND WORKER VALUES  

Microsoft Academic Search

Data from the 1991 General Social Survey and National Organizations Survey are used to assess how organizational commitment is structured by one “demand side,” organizational-based factor, firm internal labor markets, and one “supply side,” individual-based factor, the values\\/preferences of workers. Findings indicate that organizational commitment is best explained by the joint influence of these two factors rather than by their

SONG YANG; STEVEN WORDEN; George Wilson

2004-01-01

86

Traits, Commitments, and College Satisfaction Among Black American Community College Students  

Microsoft Academic Search

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 that age is positively associated with satisfaction, while family responsibilities are inversely related to students' subjective evaluation of college.

Terrell L. Strayhorn

2011-01-01

87

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

ERIC Educational Resources Information Center

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

Powell, Deborah M.; Meyer, John P.

2004-01-01

88

Human Resources Management Activities, Organizational Commitment, and Organizational Citizenship Behaviors: An Empirical Study of Comparing Taiwan and China  

Microsoft Academic Search

The objective of this paper is to contrast differences between Taiwanese and Chinese employees by three factors, human resource management activities, organizational commitment, and organizational citizenship behavior, and forward Taiwan enterprises a recommendation as a reference of the policy decision to take actions to invest in China. The questionnairy adopted in this study is randomly distributed to Taiwanese and Chinese

Hui Ching Chiu; Hsiang Ru Chen; Yun Shi Liu

89

Communication satisfaction, organizational citizenship behavior and the relationship to student achievement in high schools.  

E-print Network

?? This study used a correlational design that allowed the researcher to examine the relationship among communication satisfaction, organizational citizenship behaviors (OCB) and student achievement.… (more)

Blanchard, Gayle A.

2012-01-01

90

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

E-print Network

.........................................................................................................x CHAPTER ONE: Introduction ......................................................................................1 CHAPTER TWO: Review of Literature ........................................................................9 Battlefield... Communication ................................................................................9 Organizational Commitment ............................................................................14 Repatriation and Reintegration...

Payne, Beverly

2010-04-27

91

Perceptions of partner sexual satisfaction in heterosexual committed relationships.  

PubMed

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

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

2014-04-01

92

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

Microsoft Academic Search

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

Thomas C. Mawhinney

2011-01-01

93

Company, country, connections: counterfactual origins increase organizational commitment, patriotism, and social investment.  

PubMed

Four studies examined the relationship between counterfactual origins--thoughts about how the beginning of organizations, countries, and social connections might have turned out differently--and increased feelings of commitment to those institutions and connections. Study 1 found that counterfactually reflecting on the origins of one's country increases patriotism. Study 2 extended this finding to organizational commitment and examined the mediating role of poignancy. Study 3 found that counterfactual reflection boosts organizational commitment even beyond the effects of other commitment-enhancing appeals and that perceptions of fate mediate the positive effect of counterfactual origins on commitment. Finally, Study 4 temporally separated the counterfactual manipulation from a behavioral measure of commitment and found that counterfactual reflection predicted whether participants e-mailed social contacts 2 weeks later. The robust relationship between counterfactual origins and commitment was found across a wide range of companies and countries, with undergraduates and M.B.A. students, and for attitudes and behaviors. PMID:20817783

Ersner-Hershfield, Hal; Galinsky, Adam D; Kray, Laura J; King, Brayden G

2010-10-01

94

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

Microsoft Academic Search

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

Priya Chandna; Venkat R. Krishnan

2009-01-01

95

Why Does Mentoring Work? The Role of Perceived Organizational Support  

PubMed Central

The authors examined the mediating role of perceived organizational support in the relationship between mentoring support received and work attitudes. Perceived organizational support partly mediated the relationship between specific types of mentoring support and job satisfaction and affective organizational commitment. Specifically, sponsorship, exposure and visibility, and role-modeling appear to be related to job satisfaction and organizational commitment through perceived organizational support. Perceived organizational support did not appear to mediate the relationship between other specific forms of mentoring support and job satisfaction and organizational commitment. PMID:20401322

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

2009-01-01

96

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

ERIC Educational Resources Information Center

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

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

2000-01-01

97

Emotional exhaustion and job performance: the mediating role of organizational commitment  

Microsoft Academic Search

We analyze the impact of emotional exhaustion (EE) on turnover intention, task performance and organizational citizenship behavior (OCB) among hospital nurses in China. The differential mediating effects of affective organizational commitment on the associations between EE and turnover intention, task performance and OCB were examined. Data were collected from both nurses and their supervising physicians using a questionnaire survey in

Louise Tourigny; Vishwanath V. Baba; Jian Han; Xiaoyun Wang

2012-01-01

98

Does Distributed Leadership Affect Teachers' Organizational Commitment? A MultiLevel Analysis  

Microsoft Academic Search

In this study we investigate the relation between d istributed leadership and teachers' organizational commitment. Multilevel analyses on data from 1522 teachers in 4 6 schools indicated that 9% of the variance in teachers' organizational comm itment is attributable to differences between schools. Furthermore, the analy ses revealed that a cooperative leadership team and the amount of leade rship support

H. Hulpia; G. Devos; H. Van Keer

99

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

ERIC Educational Resources Information Center

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.…

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

2012-01-01

100

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

Microsoft Academic Search

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

Yuwen Liu; Minu Ipe

2010-01-01

101

The Association between Training and Organizational Commitment among White-Collar Workers in Malaysia.  

ERIC Educational Resources Information Center

Responses from 204 of 300 Malaysian white-collar workers were analyzed for the association between training variables (availability of support, benefits, motivation, environment) and four types of organizational commitment. All training variables were significantly correlated with affective, normative, and overall commitment. Availability of…

Ahmad, Kamarul Zaman; Bakar, Raida Abu

2003-01-01

102

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

ERIC Educational Resources Information Center

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

Hulpia, Hester; Devos, Geert

2010-01-01

103

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

Microsoft Academic Search

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

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

2011-01-01

104

Relationship between organizational culture and job satisfaction in Russian business enterprises  

Microsoft Academic Search

This paper examines the correlation between organizational culture, psychological contract and job satisfaction in the context of cooperation between employers and employees in a new social and economical environment. The empirical study is based on the analysis of the personnel survey data from thirteen St. Petersburg and Moscow companies. The typology of organizational cultures was evaluated using the Organizational Culture

Elena Zavyalova; Dmitry Kucherov

2010-01-01

105

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

PubMed

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

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

2014-06-01

106

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

PubMed Central

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

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

2010-01-01

107

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

ERIC Educational Resources Information Center

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

Bartlett, Kenneth; Kang, Dae-seok

2004-01-01

108

Perceived leadership in swimming: leadership styles of NCAA swim coaches and its relationships with athlete satisfaction, turnover intention, and commitment.  

E-print Network

??This study examined the relationship between coaching leadership styles and swimmers’ satisfaction, turnover intention, and commitment in NCAA swimming. Dividing leadership into five dimensions (training… (more)

Rodriguez, Fernando Martinelli

2009-01-01

109

Perceived leadership in swimming: leadership styles of NCAA swim coaches and its relationships with athlete satisfaction, turnover intention, and commitment.  

E-print Network

??This study examined the relationship between coaching leadership styles and swimmers??? satisfaction, turnover intention, and commitment in NCAA swimming. Dividing leadership into five dimensions (training… (more)

Rodriguez, Fernando Martinelli

2009-01-01

110

The influence of goals, commitment, self-efficacy and self-satisfaction on motor performance  

Microsoft Academic Search

The study examined how goals combine with other factors in determining performance in a sport setting. More specifically, the effects of goal setting, commitment, self-efficacy, trait-efficacy, ability, and self-satisfaction on tennis performance were examined. Subjects (N?48) performed four trials of a specific service task. Before the third and fourth trials subjects set personal goals. The psychological variables, self-efficacy, self-satisfaction and

Yannis Theodorakis

1996-01-01

111

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

PubMed Central

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

2013-01-01

112

Antecedents and Outcomes of Career Commitment.  

ERIC Educational Resources Information Center

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

Aryee, Samuel; Tan, Kevin

1992-01-01

113

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

PubMed Central

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

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

2013-01-01

114

Predicting conflict management based on organizational commitment and selected demographic variables  

Microsoft Academic Search

The purpose of this study is to investigate the relationship between different levels of organizational commitment (compliance,\\u000a identification, internalization) of teachers and their different conflict management strategies (compromising, problem solving,\\u000a forcing, yielding, avoiding). Based on a questionnaire survey of 418 teachers, this study indicated that male teachers are\\u000a more likely to experience commitment based on compliance, and are more likely

Refik Balay

2007-01-01

115

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

ERIC Educational Resources Information Center

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

Pantouvakis, Angelos; Bouranta, Nancy

2013-01-01

116

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

ERIC Educational Resources Information Center

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

Mawhinney, Thomas C.

2011-01-01

117

The Effect of Congruence of Leadership Behaviors on Motivation, Commitment, and Satisfaction of College Tennis Players  

Microsoft Academic Search

The purpose of this study was to evaluate the effect of congruence of leadership behaviors on motivation, commitment, and satisfaction of college tennis players. Respondents (n = 245) included collegiate tennis players from all NCAA division levels (I, II, and III). The athletes were asked to complete a demographic questionnaire, the preferred and perceived versions of the Revised Leadership Scale

Damon Patrick Sermons Andrew

2004-01-01

118

Commitment and Job Satisfaction as Predictors of Turnover Intentions Among Welfare Workers  

Microsoft Academic Search

High commitment expresses willingness to contribute to the environment as part of a belief in common values and goals. In the world of labor, job involvement expresses a partnership of values and organizational goals and a desire to support the organization in order to achieve the same goals. Welfare organizations serve as an example of the importance of job involvement

Anat Freund

2005-01-01

119

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

ERIC Educational Resources Information Center

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

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

2014-01-01

120

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

Microsoft Academic Search

This study examines the relationship between (1) individual values, (2) organizational and occupational commitment, and (3) organizational citizenship behavior (OCB) and in-role performance in a sample of 192 teachers employed in 10 secular Jewish schools (response rate of 64%). The results showed that individual values were related to all commitment forms examined here, but contrary to expectations, there was no

Aaron Cohen; Ying Liu

2011-01-01

121

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

Microsoft Academic Search

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

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

2006-01-01

122

Organizational Commitment and Job Burnout among Employees of Non-Profit Organizations  

Microsoft Academic Search

This paper focuses on organizational commitment and job burnout among employees of nonprofit organizations. While much research has been conducted on these two variables separately, very little has been done in terms of understanding the relationship between them. Also, most of the studies in this area have been done in the context of for-profit organizations. The present study focused on

Shanthi Srinivas

123

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

ERIC Educational Resources Information Center

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

Gonzalez, Kenneth P.; Padilla, Raymond V.

124

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

ERIC Educational Resources Information Center

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

Luton, Bill

2010-01-01

125

Analyzing Institutional Commitment to Service: A Model of Key Organizational Factors  

Microsoft Academic Search

Although some work has begun to explore issues related to expanding, sustaining, and institutionalizing service-learning, there is little understanding of the dynamic relationship between organizational factors related to service-learning and actual levels of institutional commitment. Each institution must develop its own understanding of its academic priorities, including the role of service as an aspect of mission, and set clear goals

Barbara Holland

1997-01-01

126

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

ERIC Educational Resources Information Center

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

Sezgin, Ferudun

2009-01-01

127

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

ERIC Educational Resources Information Center

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

Wachtfogel, Marc

2009-01-01

128

The Relationship between Power Distance and Organizational Commitment in Primary Schools  

ERIC Educational Resources Information Center

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

Deniz, Ayhan; Yildirim, Bilal

2014-01-01

129

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

PubMed

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

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

2013-10-01

130

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

PubMed Central

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

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

2013-01-01

131

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

PubMed Central

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

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

2009-01-01

132

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

PubMed

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

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

2010-07-01

133

When feeling bad leads to feeling good: guilt-proneness and affective organizational commitment.  

PubMed

The authors posit that higher levels of guilt-proneness are associated with higher levels of affective organizational commitment. To explain this counterintuitive link, the authors suggest that a dispositional tendency to feel guilt motivates individuals to exert greater effort on their work-related tasks that, in turn, strengthens their affinity for the organization. The authors tested this idea using a laboratory study and field data from 2 samples of working adults. Individuals who are more guilt-prone reported higher levels of organizational attachment compared with less guilt-prone individuals. Furthermore, mediation analyses indicate that the link between guilt-proneness and affective commitment is driven by greater task effort. The authors discuss the implications of these findings for understanding the affective drivers of commitment in organizations. PMID:21728398

Flynn, Francis J; Schaumberg, Rebecca L

2012-01-01

134

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

PubMed

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

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

2014-08-01

135

Emotional bonds with supervisor and co-workers: Relationship to organizational commitment in China's foreign-invested companies  

Microsoft Academic Search

This study investigates the contribution of the emotional bond a Chinese worker has with his supervisor and with his co-workers in accounting for employees' organizational commitment in foreign-invested enterprises. Applying a five-factor component model of organizational commitment in a sample of 1160 industrial employees, the paper indicates that emotional bonds with both supervisor and co-workers are related to normative commitment

Yingyan Wang

2008-01-01

136

Improving hospital efficiency: a process model of organizational change commitments.  

PubMed

Improving hospital efficiency is a critical goal for managers and policy makers. We draw on participant observation of the perioperative coaching program in seven Ontario hospitals to develop knowledge of the process by which the content of change initiatives to increase hospital efficiency is defined. The coaching program was a change initiative involving the use of external facilitators with the goal of increasing perioperative efficiency. Focusing on the role of subjective understandings in shaping initiatives to improve efficiency, we show that physicians, nurses, administrators, and external facilitators all have differing frames of the problems that limit efficiency, and propose different changes that could enhance efficiency. Dynamics of strategic and contested framing ultimately shaped hospital change commitments. We build on work identifying factors that enhance the success of change efforts to improve hospital efficiency, highlighting the importance of subjective understandings and the politics of meaning-making in defining what hospitals change. PMID:24132582

Nigam, Amit; Huising, Ruthanne; Golden, Brian R

2014-02-01

137

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

ERIC Educational Resources Information Center

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

Li, Yongzhan

2014-01-01

138

Affective Commitment among Student Affairs Professionals  

ERIC Educational Resources Information Center

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

Boehman, Joseph

2007-01-01

139

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

PubMed

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

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

2014-04-01

140

The impact of participative leadership behavior on psychological empowerment and organizational commitment in Chinese state-owned enterprises: the moderating role of organizational tenure  

Microsoft Academic Search

We investigated whether participative leadership behavior can produce psychological empowerment, which in turn, leads to organizational commitment for employees of Chinese state-owned enterprises. Based on the data collected from 173 employees in two state-owned enterprises, we found that participative leadership behavior was associated with organizational commitment, but not with all four dimensions of psychological empowerment, namely, meaning, competence, self-determination, and

Xu Huang; Kan Shi; Zhijie Zhang; Yat Lee Cheung

2006-01-01

141

A comparative analysis of the relationship between organizational climate and job satisfaction of medical technologists.  

PubMed

This study examines the quality of the total workplace enviroment (organizational climate) as a correlate of six dimensions of job satisfaction for a sample of 344 medical technologists. The main focus is upon comparisons of administrators versus nonadministrators, hospital laboratory personnel versus nonhospital laboratory personnel, and men versus women. Various dimensions or organizational climate were found to be important correlates of job satisfaction, and similarities and differences between the units of analysis are noted. Also discussed are the implications for the managers of medical technologists. PMID:842572

McMahon, J T; Ivancevich, J M; Matteson, M T

1977-01-01

142

The effects of formal mentoring on employee work motivation, organizational commitment and job performance  

Microsoft Academic Search

Examines the effects of a two-year formal mentoring programme in a medium-sized manufacturing company on the work motivation, organizational commitment and job performance of mentees. Single measures were obtained, for each mentor-mentee pair, at the completion of the programme, from the 39 mentors and 39 mentees who remained. These measures included the pairs’ interaction opportunities; and the closeness of their

Christopher Orpen

1997-01-01

143

Perceptions of Retail Supervisors' Ethical Behavior and Front-line Managers' Organizational Commitment  

Microsoft Academic Search

The purpose of this study was to investigate the relationship between front-line managers' perceptions of their supervisors' ethical behavior and front-line managers' organizational commitment, and the relationship between front-line managers' perceptions of their supervisors' view of ethical dilemmas, front-line managers' own view of ethical dilemmas and perceptions of their supervisors' ethical behavior. Respondents were 99 front-line managers working in a

Kelly J. Mize; Nancy Stanforth; Christine Johnson

2000-01-01

144

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

PubMed

Much of the debate about managing work-force diversity concerns the rationale for the procedures used and the outcomes produced by programs perceived to be unfair. The authors explored the role of organizational justice in diversity initiatives; they examined which of 6 diversity arguments (T. H. Cox & S. Blake, 1991) were most often used by U.S. firms and accepted by employees. They also surveyed U.S. workers about diversity issues at work; the problem-solving diversity argument was related to higher employee job involvement and organizational commitment, even though the respondents ranked the resource-acquisition argument as the most acceptable. The authors also found that many organizational-justice issues still need to be resolved, even in those organizations with diversity-management programs. PMID:10902377

Kirby, S L; Richard, O C

2000-06-01

145

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

Microsoft Academic Search

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

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

146

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

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…

Bartlett, Kenneth R.; Klein, Howard J.

2001-01-01

147

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

Microsoft Academic Search

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

Jae San Park; Tae Hyun Kim

2009-01-01

148

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

ERIC Educational Resources Information Center

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

Jackson, Janese Marie

2011-01-01

149

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

Microsoft Academic Search

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

Dave Bouckenooghe

2012-01-01

150

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

Microsoft Academic Search

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

Dave Bouckenooghe

2011-01-01

151

Employee motivation and organizational impact of innovation on employee satisfaction  

Microsoft Academic Search

Work motivation, like all motivational processes, is also subject to change as a function of the external forces that comprise an individual’s world. Recent advances in work motivation offer a plethora of opportunities for scientists and organizational practitioners interested in the understanding, prediction, and remediation of issues pertaining to how, why, and when individuals engage and invest attention, energy, time,

Nadežda Fuksová; Jozef Chajdiak

2010-01-01

152

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

PubMed

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

Cohen, Aaron; Liu, Ying

2011-08-01

153

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

Microsoft Academic Search

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

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

154

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

PubMed

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

Yang, Yi-Feng

2014-02-01

155

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

PubMed

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

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

2009-05-01

156

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

PubMed

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

Fisher, David M

2014-07-01

157

Contribution to social exchange in public organizations: examining how support, trust, satisfaction, commitment and work outcomes are related  

Microsoft Academic Search

The intent of the research was to examine the relationships between support, trust, satisfaction, commitment and work outcomes. The framework of social exchange theory was used as a guide. The research described in this study replicates in the public sector (N = 704) and previous findings obtained in a study conducted in the private sector. Consistent with the study in private sector,

Pascal Paillé; Francois Grima; Marie-Ève Dufour

2012-01-01

158

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

ERIC Educational Resources Information Center

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

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

2012-01-01

159

Feeling the Love: Sportscasters Score Big with Job Satisfaction  

E-print Network

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

Reinardy, Scott

2011-01-01

160

An Organizational Cultural Assessment of Sandia National Laboratories  

Microsoft Academic Search

An Organizational Cultural Assessment (OCA) was performed at the Sandia National Laboratories (SNL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the

S. B. Haber; D. A. Crouch

1991-01-01

161

An organizational cultural assessment of the Energy Technology Engineering Center  

Microsoft Academic Search

An Organizational Cultural Assessment (OCA) was performed at the Energy Technology Engineering Center (ETEC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various species of communication, employee commitment to ETEC, work group cohesion, coordination of work, environmental, safety and health concerns, hazardous nature of work, and overall job satisfaction. A description of

S. B. Haber; D. A. Crouch

1991-01-01

162

An organizational cultural assessment of Lawrence Berkeley Laboratory  

Microsoft Academic Search

An Organizational Cultural Assessment (OCA) was performed at the Lawrence Berkeley Laboratory (LBL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the

S. B. Haber; D. A. Crouch

1991-01-01

163

An Organizational Cultural Assessment of Princeton Plasma Physics Laboratory  

Microsoft Academic Search

An Organizational Cultural Assessment (OCA) was performed at the Princeton Plasma Physics Laboratory (PPPL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in

S. B. Haber; D. A. Crouch

1991-01-01

164

An organizational cultural assessment of the Idaho National Engineering Laboratory  

Microsoft Academic Search

An Organizational Cultural Assessment (OCA) was performed at the Idaho National Engineering Laboratory (INEL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communication, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety, and overall job satisfaction. A description of each of the scales

D. A. Crouch; S. B. Haber

1991-01-01

165

An Organizational Cultural Assessment of the Morgantown Energy Technology Center  

Microsoft Academic Search

An Organizational Cultural Assessment (OCA) was performed at the Morgantown Energy Technology Center (METC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the

D. A. Crouch; S. B. Haber

1991-01-01

166

Career Commitment, Competencies, and Citizenship  

Microsoft Academic Search

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

Kerry David Carson; Paula Phillips Carson

1998-01-01

167

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

Microsoft Academic Search

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

Jong-Chae Kim

2011-01-01

168

[Mobbing: its relationships with organizational culture and personal outcomes].  

PubMed

A study dealing with the effects of both organizational culture and mobbing on personal and organizational outcomes of a sample of Spanish emergency workers, is reported here. It was found that there is a strong impact of organizational culture dimensions on mobbing, and that mobbing affects job satisfaction, organizational commitment and organizational citizenship behaviour. Results concerning organizational commitment show that this variable is not a mere effect of mobbing in general, but rather that it is also a direct impact of culture on this outcome. PMID:17296115

Topa Cantisano, Gabriela; Morales Domínguez, José Francisco; Gallastegui Galán, José Antonio

2006-11-01

169

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

ERIC Educational Resources Information Center

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

Sikorska-Simmons, Elzbieta

2006-01-01

170

Hello, my name is ____, and I'm an alcoholic: A study of organizational identification and commitment to Alcoholics Anonymous  

E-print Network

to Alcoholics Anonymous CHAPTER 1 Background and rationale Organizational identification and commitment have been examined primarily as workplace phenomena from which both employees and employers can benefit. Employers reap economic benefit from employees... and will receive continued investigation from multiple perspectives. Severity of Consequences of Alcoholism Alcohol has been found to be the third leading cause of preventable death in the United States in two important studies. Mokdad, Marks, Strop...

Hall, Dana Ferguson

2008-07-31

171

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

E-print Network

This study utilized the meta-theoretical framework developed by McCrae and Costa in 1996 that explains individual differences in human nature and the theory regarding the role of individual differences in task performance and organizational...

Watrous-Rodriguez, Kristen M.

2011-08-08

172

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

Microsoft Academic Search

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

Bård Kuvaas

2006-01-01

173

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

ERIC Educational Resources Information Center

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

Schulz, John

2013-01-01

174

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

Microsoft Academic Search

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

Kakyom Kim; Giri Jogaratnam

2010-01-01

175

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

Microsoft Academic Search

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

Nihat Kaya; Erdogan Koc; Demet Topcu

2010-01-01

176

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

Microsoft Academic Search

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

Nicolas Gillet; Marylène Gagné; Séverine Sauvagère; Evelyne Fouquereau

2012-01-01

177

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

E-print Network

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

Kabins, Adam H

2013-11-26

178

Politics and image in the organizational landscape : An empirical examination among public sector employees  

Microsoft Academic Search

This paper reports on two separate studies (S1, n = 169; S2, n = 224) that were designed to examine the relationship between organizational image, perceptions of workplace politics, and an additional set of job related variables (i.e. job satisfaction, organizational commitment, and job autonomy). The paper suggests that perceptions of politics have never been examined in relation to organizational

Eran Vigoda-Gadot; Hedva Vinarski-Peretz; Eyal Ben-Zion

2003-01-01

179

The Influences of Paternalistic Leadership, Job Stress, and Organizational Commitment on Organizational performance: An Empirical Study of Policemen in Taiwan  

Microsoft Academic Search

Due to the change of society, the development of te chnology, the cross straight interaction and the internationalization of Taiwan over past decades, p olice officers faced more severe criminal condition s when they executed their duties. From 2002 to 2006, 103 polic e officers died and 2,791 police officers were woun ded on duty, and 37 were committed suicide,

Huery Ren Yeh

180

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

ERIC Educational Resources Information Center

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

de Lara, Pablo Zoghbi Manrique

2008-01-01

181

The relationship among distributive and procedural justice and correctional life satisfaction, burnout, and turnover intent: An exploratory study  

Microsoft Academic Search

Distributive and procedural justice, two dimensions of organizational justice, have been found to be salient antecedents of many correctional staff attitudes, such as job stress, job satisfaction, and organizational commitment; however, little correctional research has examined their relationships with the life satisfaction, burnout, and turnover intent. Multivariate regression equations were estimated to determine the association of personal characteristics, distributive justice,

Eric G. Lambert; Nancy L. Hogan; Shanhe Jiang; O. Oko Elechi; Barbaranne Benjamin; Angela Morris; John M. Laux; Paula Dupuy

2010-01-01

182

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

Microsoft Academic Search

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

Roger Bennett; Anna Barkensjo

2005-01-01

183

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

Microsoft Academic Search

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

Bilha Mannheim; Yehuda Baruch; Joseph Tal

1997-01-01

184

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

E-print Network

institution, 2) a private children hospital, and 3) a private food factory. Data were collected using questionnaires and an open question survey. The questionnaires used were: 1) Cal W, Downs' (1990) Communication Audit Questionnaire (CAQ), the Mowday, Porter...

Varona, Federico

1991-06-27

185

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

PubMed Central

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

2014-01-01

186

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

Microsoft Academic Search

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

Amna Yousaf; Karin Sanders; Helen Shipton

187

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

PubMed

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

Yang, Yi-Feng

2012-10-01

188

Relationship among individual-level computerization, organizational commitment, and job performance  

Microsoft Academic Search

Summary form only given. More and more employees use computers due to the growth in information technology (IT). Also, IT has been greatly developed. However, it is said that few corporations are satisfied with their information systems. In addition, although some individual companies exhibited many examples of improving customer satisfaction and reducing costs, \\

I. Hiroaki

2001-01-01

189

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

PubMed Central

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

Sternick, Edward S.

2011-01-01

190

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

Microsoft Academic Search

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

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

2010-01-01

191

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

PubMed

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

Martin, U; Schinke, S P

1998-01-01

192

The impact of human resource management practices on intention to leave of employees in the service industry in India: the mediating role of organizational commitment  

Microsoft Academic Search

The purpose of this study was to investigate the impact of a bundle of eight human resource management practices on intention to leave, and to examine the mediating effect of organizational commitment on the relationship between the HRM practices and intention to leave of employees of a service organization in India. Most of the prior HRM practices–employee turnover studies have

Priyanko Guchait; Seonghee Cho

2010-01-01

193

Understanding of Diversity and Inclusion in a Perceived Homogeneous Culture: A Study of Organizational Commitment and Job Performance Among Korean Employees  

Microsoft Academic Search

There is growing evidence indicating that diversity and inclusion are critical predictors of organizational commitment and job performance. Social workers and managers who work with clients of diverse backgrounds as well as with immigrants need to have a clear understanding of diversity in its widest context. Utilizing a sample of 381 employees who were matched with their supervisors in a

Sangmi Cho; Michàlle E. Mor Barak

2008-01-01

194

Relationship of Directors' Beliefs of Perceived Organizational Support and Affective Commitment to Point in Time of Development of School Wellness Policies  

Microsoft Academic Search

In 2004, the US Congress passed legislation mandating that all local education agencies participating in the National School Lunch program establish wellness policies by the first day of school after June 30, 2006. This study analyzed the perceived organizational support (POS) and affective commitment (AC) of school food service directors in a northeastern state who accepted responsibility for developing the

Martha T. Conklin; Carolyn U. Lambert; Matthew Brenner; David A. Cranage

2009-01-01

195

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

ERIC Educational Resources Information Center

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

Chen, Mei-Yen

2009-01-01

196

Organizational Citizenship Behavior in Sport: Relationships with Leadership, Team Cohesion, and Athlete Satisfaction  

Microsoft Academic Search

The purpose of this study was to introduce the construct of organizational citizenship behavior (OCB; Organ, 1988) into the sport psychology literature and examine its utility in sport. Based upon OCB research in the organizational literature, the Multidimensional Model of Leadership (MML; Chelladurai, 1978), the conceptual framework of team cohesion (CFC; Carron & Hausenblas, 1998), and a model of athlete

Mark W. Aoyagi; Richard H. Cox; Richard T. McGuire

2008-01-01

197

The hospitality industry culture profile: a measure of individual values, organizational culture, and person–organization fit as predictors of job satisfaction and behavioral intentions  

Microsoft Academic Search

This study develops the hospitality industry culture profile, an instrument to assess organizational culture and individual values in hospitality organizations. An eight-factor structure of hospitality culture is identified. The effects of organizational culture, individual values, and the fit between the two (person–organization fit) on employees’ job satisfaction and behavioral intentions are assessed. Person–organization fit is shown to explain significant outcome

Mustafa Tepeci; A. L. Bart Bartlett

2002-01-01

198

The influence of belonging to virtual brand communities on consumers' affective commitment, satisfaction and word-of-mouth advertising : The ZARA case  

Microsoft Academic Search

Purpose – This paper aims to explore some of the effects of belonging to a virtual brand community on consumer behaviour. It also proposes the concept of belonging as a three-dimensional construct. Design\\/methodology\\/approach – The paper proposes that belonging to a virtual community has positive effects on consumer satisfaction, affective commitment and word-of-mouth behaviour. After validation of the measurement scales

Marcelo Royo-Vela; Paolo Casamassima

2011-01-01

199

Goal-setting in practice : The effects of personality and perceptions of the goal-setting process on job satisfaction and goal commitment  

Microsoft Academic Search

Purpose – The purpose of this study was to investigate how individual perceptions by employees of a goal-setting program and personality traits influence job satisfaction and goal commitment. Design\\/methodology\\/approach – Using the German version of Locke and Latham's goal-setting questionnaire, 97 production employees judged the quality of the goal-setting program in their company with regard to content-related problems of goals

Tanja Bipp; Ad Kleingeld

2011-01-01

200

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

PubMed

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

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

2013-07-01

201

Computerizing Organizational Attitude Surveys: An Investigation of the Measurement Equivalence of a Multifaceted Job Satisfaction Measure  

ERIC Educational Resources Information Center

Two quasi-experimental field studies were conducted to evaluate the psychometric equivalence of computerized and paper-and-pencil job satisfaction measures. The present research extends previous work in the area by providing better control of common threats to validity in quasi-experimental research on test mode effects and by evaluating a more…

Mueller, Karsten; Liebig, Christian; Hattrup, Keith

2007-01-01

202

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

ERIC Educational Resources Information Center

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

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

2000-01-01

203

Organizational Leadership and Its Impact On Social Workers' Job Satisfaction: A National Study  

Microsoft Academic Search

This article reports the results of a national study focusing on leader behavior and job satisfaction of BSW and MSW social workers employed in social service agencies. A stratified, systematic, randomly selected sample of 2,500 social workers who are members of NASW in the United States was surveyed through the use of a mailed questionnaire. The final sample was composed

Kathy Elpers; David J. Westhuis

2008-01-01

204

Organizational justice, employees' ethical behavior, and job satisfaction in the casino industry  

Microsoft Academic Search

Purpose – The paper aims to examine the antecedents and consequence of casino employees' ethical behavior. In particular, it proposes that both distributive and procedural justice have positive influences on such behavior, which in turn positively affects workers' job satisfaction. The paper aims to help casino management pinpoint areas for enhancing and promoting employees' ethical behavior so as to benefit

Shiang-Lih Chen McCain; Henry Tsai; Nicholas Bellino

2010-01-01

205

Understanding Decision-Making, Communication Rules, and Communication Satisfaction as Culture: Implications for Organizational Effectiveness.  

ERIC Educational Resources Information Center

A study of decision making processes and communication rules, in a corporate setting undergoing change as a result of organizational ineffectiveness, examined whether (1) decisions about formal communication reporting systems were linked to management assumptions about technical creativity/effectiveness, (2) assumptions about…

Shockley-Zalabak, Pamela

206

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

ERIC Educational Resources Information Center

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

Tsai, Markus Chia-Han

2012-01-01

207

Organizational cultural survey of the Stanford Linear Accelerator Center  

SciTech Connect

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

Not Available

1991-11-01

208

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

ERIC Educational Resources Information Center

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

Cassar, Vincent; Briner, Rob B.

2011-01-01

209

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

ERIC Educational Resources Information Center

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

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

2011-01-01

210

Management qualities and their effects on employee satisfaction and organizational success, part 1.  

PubMed

Successful healthcare managers often share similar qualities when working with employees.These qualities include the ability to effectively communicate, resolve conflicts, take corrective action, and teach and instruct through continuing education. These qualities and associated techniques play an integral role in employee job satisfaction levels, thus enabling healthcare managers to effectively lead their organizations. A healthcare organization's goal to deliver the highest quality of care to its patients is only possible through employees who share the same values, are able to work together, and abide by the same rules and policies. The healthcare manager must be able to effectively manage employees so that work is done in an appropriate amount of time while maintaining the highest level of care. PMID:22276375

Hicks, Joel M; Britt, Becky

2010-01-01

211

Organizational Climate Partially Mediates the Effect of Culture on Work Attitudes and Staff Turnover in Mental Health Services  

Microsoft Academic Search

Staff turnover in mental health service organizations is an ongoing problem with implications for staff morale, productivity,\\u000a organizational effectiveness, and implementation of innovation. Recent studies in public sector services have examined the\\u000a impact of organizational culture and climate on work attitudes (i.e., job satisfaction and organizational commitment) and,\\u000a ultimately, staff turnover. However, mediational models of the impact of culture and

Gregory A. Aarons; Angelina C. Sawitzky

2006-01-01

212

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

PubMed

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

Glenngård, Anna H

2013-07-01

213

The impact of job stress, job involvement, job satisfaction, and organizational commitment on correctional staff support for rehabilitation and punishment  

Microsoft Academic Search

Past studies that have examined correctional staff support for rehabilitation and punishment policies have produced conflicting results. Most studies have focused on personal characteristics including age, gender, job position, tenure, education, marital status, prior military service, and race. To expand the area of inquiry and assess the potential antecedents of the work environment regarding correctional staff support for inmate rehabilitation

Eric G. Lambert; Nancy L. Hogan; Shannon M. Barton; O. Oko Elechi

2009-01-01

214

Variable effects of humor styles on organizational outcomes.  

PubMed

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

Romero, Eric J; Arendt, Lucy A

2011-04-01

215

An Empirical Investigation of Knowledge Sharing and Commitment in Marketing Cannel: The Role of Satisfaction and Trust  

Microsoft Academic Search

Knowledge sharing, the key point in knowledge management, becomes an important research issue gradually because of its great influence on the competitive power of enterprises. So, based on the review of the relevant researches in the field of knowledge sharing and marketing channels, this research analyzed the relationship between knowledge sharing and commitment, developed a theoretical model, and gave an

Youming Liu; Rui Zhang; Keyi Wang; Jun Wu

2008-01-01

216

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

ERIC Educational Resources Information Center

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

Kirk-Brown, Andrea; Wallace, Debra

2004-01-01

217

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

Microsoft Academic Search

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

Bilha Mannheim; Yehuda Baruch; Joseph Tal

1997-01-01

218

Violence Between the Police and the PublicInfluences of Work-Related Stress, Job Satisfaction, Burnout, and Situational Factors  

Microsoft Academic Search

Stress of police officers is assumed to be one of the causes for an increased use of force, but to date, very few studies have tested this relationship empirically. This study examines influences of perceived work-related stress, job satisfaction, organizational commitment, and burnout on the use of force by police officers in Zurich, Switzerland (n = 422). A new approach

Patrik Manzoni; Manuel Eisner

2006-01-01

219

Sustainability Commitments Commitment  

E-print Network

Sustainability Commitments Emissions Commitment: On a fully sustainable urban campus, the materials for elimination. Supply Chain/Waste Management Commitment: On a fully sustainable urban campus, material flows and Landscape Management Commitment: On a fully sustainable urban campus, a comprehensive landscape

Heller, Barbara

220

School Climate and Teacher Commitment  

ERIC Educational Resources Information Center

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

Smith, Larry Don

2009-01-01

221

An organizational survey of the Strategic Petroleum Reserve  

SciTech Connect

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

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

1992-01-01

222

Attitudinal Correlates of Brand Commitment  

Microsoft Academic Search

Although brand commitment has been a recurrent theme in loyalty research, the construct is not well understood with regard to its formation and its links to other key attitudinal variables. Integrating consumer research and relationship marketing theory, this paper suggests two routes to the development of affective commitment and proposes a model of brand commitment with satisfaction, trust, and brand-person

Guangping Wang

2002-01-01

223

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

SciTech Connect

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

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

1992-01-01

224

Organizational cultural assessment of the Sandia National Laboratories  

SciTech Connect

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

Not Available

1991-05-01

225

Organizational Cultural Assessment of the Energy Technology Engineering Center  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Energy Technology Engineering Center (ETEC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communication, employee commitment to ETEC, work group cohesion, coordination of work, environmental, safety and health concerns, hazardous nature of work, and overall job satisfaction. A description of each of the scales used to assess these subjects is discussed below. The primary purpose of administering the survey was to attempt to measure, in a more quantitative and objective way the notion of organizational culture,'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. This document describes the results of this survey. 9 refs., 22 figs., 7 tabs.

Not Available

1991-04-01

226

Justice at the millennium: a meta-analytic review of 25 years of organizational justice research.  

PubMed

The field of organizational justice continues to be marked by several important research questions, including the size of relationships among justice dimensions, the relative importance of different justice criteria, and the unique effects of justice dimensions on key outcomes. To address such questions, the authors conducted a meta-analytic review of 183 justice studies. The results suggest that although different justice dimensions are moderately to highly related, they contribute incremental variance explained in fairness perceptions. The results also illustrate the overall and unique relationships among distributive, procedural, interpersonal, and informational justice and several organizational outcomes (e.g., job satisfaction, organizational commitment, evaluation of authority, organizational citizenship behavior, withdrawal, performance). These findings are reviewed in terms of their implications for future research on organizational justice. PMID:11419803

Colquitt, J A; Conlon, D E; Wesson, M J; Porter, C O; Ng, K Y

2001-06-01

227

Organizational Cultural Assessment of the Morgantown Energy Technology Center  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Morgantown Energy Technology Center (METC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture; '' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCA also provides a descriptive profile of the organization at one point in time that can than be compared to a profile taken at a different point in time to assess changes in the culture of the organization. 9 refs., 33 figs., 6 tabs.

Not Available

1991-06-01

228

An Organizational Cultural Assessment of the Morgantown Energy Technology Center  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Morgantown Energy Technology Center (METC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCA also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. 9 refs., 33 figs., 6 tabs.

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

1991-06-01

229

Generational differences of the frontline nursing workforce in relation to job satisfaction: what does the literature reveal?  

PubMed

The job satisfaction of registered nurses has been found to be associated with retention, organizational commitment, workforce safety, and cost savings to health care organizations. Satisfaction of the workforce is vital because nursing turnover can be detrimental for a labor force that is growing older. However, the summation of the most important variables that are linked to job satisfaction has been difficult to discern in part because the workforce includes 3 main generations (ie, Baby Boomers, Gen Xers, and Millennials) with unique work values that drive their job satisfiers. This article provides a review of existing literature to examine the differences in variables that are linked to job satisfaction that exist between the generational cohorts. Differences in stress sources, need for work-life balance, and compensation are discussed. The knowledge about generationally driven variables that influence job satisfaction can help managers develop strategies to maintain a diverse nursing workforce. PMID:24168868

Saber, Deborah A

2013-01-01

230

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

ERIC Educational Resources Information Center

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

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

2006-01-01

231

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

PubMed

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

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

2012-11-01

232

Organizational Climate Partially Mediates the Effect of Culture on Work Attitudes and Staff Turnover in Mental Health Services  

PubMed Central

Staff turnover in mental health service organizations is an ongoing problem with implications for staff morale, productivity, organizational effectiveness, and implementation of innovation. Recent studies in public sector services have examined the impact of organizational culture and climate on work attitudes (i.e., job satisfaction and organizational commitment) and, ultimately, staff turnover. However, mediational models of the impact of culture and climate on work attitudes have not been examined. The present study examined full and partial mediation models of the effects of culture and climate on work attitudes and the subsequent impact of work attitudes on staff turnover. Multilevel structural equation models supported a partial mediation model in which organizational culture had both direct influence on work attitudes and indirect influence through organizational climate. Work attitudes significantly predicted one-year staff turnover rates. These findings support the contention that both culture and climate impact work attitudes and subsequent staff turnover. PMID:16544205

Aarons, Gregory A.; Sawitzky, Angelina C.

2006-01-01

233

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

ERIC Educational Resources Information Center

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

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

2008-01-01

234

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

Microsoft Academic Search

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

Eugene A. Paoline; Eric G. Lambert

235

Creating a Positive Workplace Experience: The Issue of Support from Supervisors and Management in Shaping the Job Stress, Job Satisfaction, and Organizational Commitment of Private Correctional Staff  

Microsoft Academic Search

The number of private correctional facilities operated by corporate security businesses has increased rapidly over the past 30 years. There has been a parallel increase in literature, both pro and con, comparing the efficiency and effectiveness of private and public prisons; however, employees of private correctional facilities have been largely ignored. This is a serious oversight in light of the

Eric Lambert; Nancy Hogan

2009-01-01

236

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

ERIC Educational Resources Information Center

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.…

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

2002-01-01

237

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

ERIC Educational Resources Information Center

This study is based upon the conceptual linking of the multidimensional and multi-focal nature of work-related commitment. The main aims of our study were to create, through K-means cluster analysis, commitment profiles based on the three components of organizational and occupational commitment, and to examine their joint effect on key work…

Tsoumbris, Petros; Xenikou, Athena

2010-01-01

238

Typology of Organisational Commitment  

Microsoft Academic Search

This paper presents a contemporary review of the term commitment from an organisational perspective. The paper highlights the typology of employee commitment and of organisational commitment. Organisational commitment is a subset of employee commitment, which is comprised of work commitment, career commitment and organisational commitment. Organisational commitment, in turn, can be subdivided into affective commitment, continuance commitment and normative commitment.

Rajendran Muthuveloo; Raduan Che Rose

2005-01-01

239

An organizational survey of the Pittsburgh Energy Technology Center  

SciTech Connect

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

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

1991-09-01

240

An organizational survey of the Pittsburgh Energy Technology Center  

SciTech Connect

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

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

1991-09-01

241

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

ERIC Educational Resources Information Center

A three-component organizational commitment model was tested with 253 Chinese supervisor/supervisee dyads. Confirmatory factor analyses indicated that affective commitment (AC) related positively to in-role performance and organizational citizenship behavior (OCB); continuance commitment correlated negatively with OCB. Normative commitment

Chen, Zhen Xiong; Francesco, Anne Marie

2003-01-01

242

Organizational Cultural Assessment of the Princeton Plasma Physics Laboratory  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Princeton Plasma Physics Laboratory (PPPL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communication, employee commitment to PPPL, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, and overall job satisfaction. A description of each of the scales used to assess these subjects is discussed below. The primary purpose of administering the survey was to attempt to measure, in a more quantitative and objective way the notion of organizational culture,'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. In addition, by conducting a survey, a broad sampling of the individuals in the organization can be obtained. Finally, the OCS provides a descriptive profile of the organization at one point in time. This profile can then be used as a baselines point against which comparisons of other points in time can be made. Such comparisons may prove valuable and would help to assess changes in the organizational culture. Comparisons of the profiles can also be made across similar facilities. 9 refs., 27 figs., 8 tabs.

Not Available

1991-03-01

243

Differences between pediatric registered nurses' perception of organizational support, intent to stay, workload, and overall satisfaction, and years employed as a nurse in magnet and non-magnet pediatric hospitals: implications for administrators.  

PubMed

Much is understood about the issues that nurses believe impact their work environment and how Magnet hospitals have better organizational and patient outcomes. The majority of these large-scale studies have not included large numbers of nurses who care for children. In addition, we know little about how nurses perceive their work environment as their years in nursing increase. This study used a secondary analysis of survey responses from pediatric staff nurses to determine (1) whether there were differences in nurses' perceptions of organizational support, workload, intent to stay, and overall satisfaction within Magnet and non-Magnet hospitals, and (2) whether there were differences in these responses as the years in nursing increased. Findings indicate that Magnet nurses perceive a better work environment than do nurses from non-Magnet hospitals, and that for nurses in their first year as a nurse and for those nurses who have been a nurse for 15 years or longer believe their work environment is more supportive. The implications for nurse administrators include finding ways to keep new nurses engaged and satisfied after that initial "honeymoon" feeling about their new profession as well as providing further evidence of the value Magnet provides an institution. PMID:19092517

Lacey, Susan R; Teasley, Susan L; Cox, Karen S

2009-01-01

244

Teacher Team Commitment, Teamwork and Trust: Exploring Associations  

ERIC Educational Resources Information Center

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

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

2005-01-01

245

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

ERIC Educational Resources Information Center

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

Patnaik, Siddharth; Biswas, Soumendu

2005-01-01

246

Organizational aspects of caring.  

PubMed

Caring is fundamental to competence in medicine. Expressions of humaneness in the relationship between doctor and patient foster bonds of trust, enabling doctors and patients to communicate in ways that enhance diagnosis, treatment, and compliance. To be effective, a caring attitude must be adopted by all persons involved in the delivery of health care. Components of caring can be specified, learned, and incorporated into routine medical practice. Through their impact on stress management and coping, as well as morale and job satisfaction, the organizational and administrative practices surrounding health care encounters decisively impinge on caring. The organizational and financial arrangements for enhancing the humane delivery of health care are examined. PMID:7898409

Scott, R A; Aiken, L H; Mechanic, D; Moravcsik, J

1995-01-01

247

Job satisfaction: what is its true meaning in Greater China?  

Microsoft Academic Search

Purpose – Previously, researchers have performed studies on job satisfaction and organizational behavior outcomes in Western contexts. The purpose of this paper is to explore whether economic prosperity or cultural perspective may explain why job satisfaction may not be an effective predictor of organizational outcomes in Greater China. Researchers need more empirical evidence to understand the nature of the relationship

Yong Han; Nada K. Kakabadse

2009-01-01

248

An organizational cultural assessment of Lawrence Berkeley Laboratory  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Lawrence Berkeley Laboratory (LBL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the OCS through highly developed and validated scales that have been administered in many different types of organizations. Some of the issues, especially the questions on environmental concerns, are newly developed and are still being modified. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can than be compared to a profile taken at a different point in time to assess changes in the culture of the organization. All data from the OCS is presented in group summaries, by division, managerial level, and job classification. Statistically significant differences between groups are identified and discussed. The organizational profile which emerges from the results of the LBL samples is a positive one. The overall cultural style is best described as a constructive one, with high mean scores on the Humanistic, Affiliative, Achievement and Self-actualizing Scales. Four aspects to the communication process were assessed in this OCS; Trust, Accuracy, Interaction and Satisfaction. 9 refs., 57 figs., 6 tabs.

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

1991-02-15

249

Adjunct Faculty Organizational Sense of Belonging and Affective Organizational Commitment  

ERIC Educational Resources Information Center

In recent years all public higher education institutions have increased their reliance on adjunct faculty. Adjuncts provide expertise in key areas, are available at times that meet the needs of the changing student demographic, and cover an increasing number of introductory courses. It has been suggested that adjunct faculty may be more weakly…

Merriman, Constance L.

2010-01-01

250

Job Satisfaction among Military Prevention Specialists.  

ERIC Educational Resources Information Center

Employed questionnaire to study relationships between role perceptions and job satisfaction among military Drug and Alcohol Prevention Specialists (N=102). Found job satisfaction primarily related to perceived importance of prevention duty and organizational efficiency. Found supervisor's emphasis upon prevention duty was significant but…

Whorley, Larry W.

1989-01-01

251

Aligning internal organizational factors with a service excellence mission: an exploratory investigation in health care.  

PubMed

In today's competitive health care environment, service excellence is rapidly becoming a major differentiating advantage between health care providers. Too often, senior executives talk about their commitment to a mission statement that extols the virtues of providing world class service to their patients only to undermine those statements with what they do, write, and say. This article presents an exploratory investigation into a new application of an internal mission alignment instrument that seeks to assess the extent to which an organization's internal processes are aligned with its service mission. This instrument was sent to 250 randomly selected employees from all clinical departments of a large southeastern hospital to explore the underlying alignment factors. A factor analysis of the data revealed eight factors that predicted beneficial employee outcomes such as organizational commitment and satisfaction with the job and organization. PMID:17077700

Ford, Robert C; Sivo, Stephen A; Fottler, Myron D; Dickson, Duncan; Bradley, Kenneth; Johnson, Lee

2006-01-01

252

An Organizational Cultural Assessment of Princeton Plasma Physics Laboratory  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Princeton Plasma Physics Laboratory (PPPL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the OCS through highly developed and validated scales that have been administered in many different types of organizations. Some of the issues, especially the questions on environmental, safety and health concerns, are newly developed and are still being modified. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization.

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

1991-03-15

253

An Organizational Cultural Assessment of Sandia National Laboratories  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Sandia National Laboratories (SNL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the OCS through highly developed and validated scales that have been administered in many different types of organizations. Some of the issues, especially the questions on environmental, safety, and health concerns, are newly developed and are still being modified. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. 9 refs., 81 figs., 6 tabs.

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

1991-05-01

254

High Commitment HR Practices and Top Performers  

Microsoft Academic Search

• \\u000a \\u000a Both scholars and practitioners have paid much attention to the impact of retaining top-performing knowledge workers on organizational\\u000a effectiveness.\\u000a \\u000a \\u000a \\u000a • \\u000a \\u000a This study hypothesizes and analyzes how a bundle of high-commitment human resource practices (HCHRPs) influence affective\\u000a organizational commitment, a strong predictor of employee turnover, of top performers versus ordinary employees.\\u000a \\u000a \\u000a \\u000a • \\u000a \\u000a This study suggests that HCHRPs may enable organizations

Kiwook Kwon; Johngseok Bae; John J. Lawler

2010-01-01

255

An organizational cultural assessment of the Energy Technology Engineering Center  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Energy Technology Engineering Center (ETEC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various species of communication, employee commitment to ETEC, work group cohesion, coordination of work, environmental, safety and health concerns, hazardous nature of work, and overall job satisfaction. A description of each of the scales used to assess these subjects is discussed. The primary purpose of administering the survey was to attempt to measure, in a more quantitative and objective way the notion of organizational culture, '' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. In addition, by conducting a survey, a broad sampling of the individuals in the organization can be obtained. This is especially important when the survey is utilized in conjunction with an assessment or inspection team which typically has only a limited amount of resources to address many issues. The OCS provides a broad, but more comprehensive picture of the organization by querying a much larger number of individuals than could be reached through the assessment team alone. Finally, the OCS provides a descriptive profile of the organization at one point in time. This profile can then can be used as a baseline point against which comparisons of other points in time can be made. Such comparisons may prove valuable and would help to assess changes in the organizational culture. Comparisons of the profiles can also be made across similar facilities. 9 refs., 22 figs., 6 tabs.

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

1991-04-01

256

An organizational cultural assessment of the Idaho National Engineering Laboratory  

SciTech Connect

An Organizational Cultural Assessment (OCA) was performed at the Idaho National Engineering Laboratory (INEL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communication, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety, and overall job satisfaction. A description of each of the scales used to access these subjects is discussed. The primary purpose of administering the survey was to attempt to measure, in a quantitative and objective way the notion of organizational culture,'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. In addition, by conducting a survey, a broad sampling of the individuals in the organization can be obtained. This is especially important when the survey is utilized in conjunction with an assessment or inspection team which typically has only a limited amount of resources to address many issues. The OCS provides a broad, but comprehensive picture of the organization by querying a much larger number of individuals than could be reached through the assessment team alone. Finally, the OCS provides a descriptive profile of the organization at one point in time. This profile can then be used as a baseline point against which comparisons of other points in time can be made. Such comparisons may prove valuable and would help to assess changes in the organizational culture. Comparisons of the profiles can also be made across similar facilities. 9 refs., 194 figs., 6 tabs.

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

1991-07-01

257

Men, Women, and Attitudinal Commitment: The Effects of Workplace Experiences and Socialization  

Microsoft Academic Search

Women's underrepresentation in higher organizational ranks is often attributed to low attitudinal commitment. This study examines attitudinal commitment to determine its origins and whether it differs for men and women. Previous research indicates that men and women have different levels of attitudinal commitment. Two explanations of attitudinal commitment differences are the gender model and the job model. The gender model

Diane Dodd-McCue; Gail B. Wright

1996-01-01

258

Organisational Commitment and Committee Turnover of Volunteers in Sport.  

ERIC Educational Resources Information Center

A survey of 328 volunteers serving on sports committees in Australia found that organizational commitment was higher in organizations with open decision making, conflict resolution, and attention to group process. Positive, effective committee functioning led to lower turnover. (SK)

Cuskelly, Graham

1998-01-01

259

Instruction Guide Training and Organizational Development  

E-print Network

Instruction Guide � Training and Organizational Development Office of Human Resource Services Development Office of Human Resource Services University of Florida, Gainesville, FL 32611 Updated: January 17, Committed Cost Sharing, and Over the Cap percentages. #12;Instruction Guide � Training and Organizational

Pilyugin, Sergei S.

260

Sport and Organizational StudiesExploring Synergy  

Microsoft Academic Search

A number of phenomena of interest to management and organizational scholars have been investigated within the context of sport (e.g., compensation-performance relationships, escalating commitment, executive succession, sustainable competitive advantage). The authors are unaware, however, of any systematic effort to address the rationale, benefits, and potential of conducting organizational research within sport. The purpose of this article is to investigate how

Richard A. Wolfe; Karl E. Weick; John M. Usher; James R. Terborg; Laura Poppo; Audrey J. Murrell; Janet M. Dukerich; Deborah Crown Core; Kevin E. Dickson; Jessica Simmons Jourdan

2005-01-01

261

Assessing Organizational Culture: Moving towards Organizational Change and Renewal  

Microsoft Academic Search

This paper presents a method for assessing a library's organizational culture. Culture plays a critical role in creating a work environment where employees are committed and contribute to the success of the organization. A research project was conducted at the University of Saskatchewan Library to examine the ways in which the library's culture influences the work of library staff and

Carol Shepstone; Lyn Currie

262

Organizational Epistemology.  

ERIC Educational Resources Information Center

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,…

von Krogh, George; Roos, Johan

263

Organizational Development Interventions for Enhancing Creativity in the Workplace.  

ERIC Educational Resources Information Center

Evaluates traditional organizational development approaches to crises in commitment and adaptability, and presents a new approach to organizational development based on organizational creativity. Discusses the need to encourage employees to master new thinking skills and create an infrastructure that ensures these skills will be used regularly.…

Basadur, Min

1997-01-01

264

Social Exchange, Equity, and Commitment: Structural Equation Modeling of Dating Relationships  

Microsoft Academic Search

Structural equation modeling was used in 2 studies to evaluate the social exchange hypothesis, which states that relationship commitment results from satisfaction with the relationship, paired with the limited availability of desirable alternative relationships. College students in intimate relationships completed questionnaire measures of commitment, satisfaction, perceptions of alternatives, and inequity. The initial study (N = 238) supported the social exchange

Frank J. Floyd; Guenter H. Wasner

1994-01-01

265

Identity and dating commitment among women and men in college  

Microsoft Academic Search

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

Kathleen E. Matula; Ted L. Huston; Harold D. Grotevant; Ari Zamutt

1992-01-01

266

Corporate image, loyalty, and commitment in the consumer travel industry  

Microsoft Academic Search

This article examines the impact and interrelationship of corporate image, satisfaction, and commitment on customer loyalty in the travel industry. A corporate image–commitment–loyalty model was developed and tested. Partial least squares (PLS) was used to test the direct and indirect linkages between the four variables, and an alternative model was proposed. The tourism and travel industry is highly price sensitive

James E. Richard; Annie Zhang

2012-01-01

267

Corporate image, loyalty, and commitment in the consumer travel industry  

Microsoft Academic Search

This article examines the impact and interrelationship of corporate image, satisfaction, and commitment on customer loyalty in the travel industry. A corporate image–commitment–loyalty model was developed and tested. Partial least squares (PLS) was used to test the direct and indirect linkages between the four variables, and an alternative model was proposed. The tourism and travel industry is highly price sensitive

James E. Richard; Annie Zhang

2011-01-01

268

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

PubMed Central

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

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

2013-01-01

269

Emotional structure and commitment: implications for health care management  

Microsoft Academic Search

Purpose – This paper aims to determine if the emotional structure of direct healthcare workers was related to their commitment to the organization. Design\\/methodology\\/approach – A total of 105 direct healthcare workers completed self-report surveys to determine their emotional intelligence, emotional coping ability, and affective organizational commitment. Pearson Product Moment Correlation and independent sample t tests were used to analyze

John Humphreys; Bill Brunsen; Dale Davis

2005-01-01

270

School Health and Its Relation to Teacher Commitment.  

ERIC Educational Resources Information Center

Examines the relationship between teacher commitment to school and students and organizational health, using survey data from 54 elementary schools in Israel. Finds, for example, that the principal's administrative behavior is the most significant predictor of teacher commitment. (Contains 50 references.) (PKP)

Nir, Adam

2002-01-01

271

Factors affecting strategy commitment to community-oriented policing (COP) among South Korean police officers  

Microsoft Academic Search

Purpose – Prior studies examining the relationship between organizational commitment and organizational behavior contain several limitations, such as mixed levels of measurement and lack of empirical study in different social contexts. Using Mowday, Porter, and Steers's approach, this study aims to investigate individual demographic, personal, departmental and community characteristics as factors affecting police officers' levels of strategy commitment. Design\\/methodology\\/approach –

Chang-Hun Lee; Chang-Bae Lee

2011-01-01

272

Job satisfaction and job performance: is the relationship spurious?  

E-print Network

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

Cook, Allison Laura

2009-05-15

273

Organizational Culture and Safety  

NASA Technical Reports Server (NTRS)

'..only a fool perseveres in error.' Cicero. Humans will break the most advanced technological devices and override safety and security systems if they are given the latitude. Within the workplace, the operator may be just one of several factors in causing accidents or making risky decisions. Other variables considered for their involvement in the negative and often catastrophic outcomes include the organizational context and culture. Many organizations have constructed and implemented safety programs to be assimilated into their culture to assure employee commitment and understanding of the importance of everyday safety. The purpose of this paper is to examine literature on organizational safety cultures and programs that attempt to combat vulnerability, risk taking behavior and decisions and identify the role of training in attempting to mitigate unsafe acts.

Adams, Catherine A.

2003-01-01

274

An organizational survey of the Los Alamos Site  

SciTech Connect

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

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

1991-11-01

275

An organizational survey of the Los Alamos Site  

SciTech Connect

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

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

1991-11-01

276

Organizational cultural survey of the Los Alamos Site  

SciTech Connect

An Organizational Survey (OS) was administered at the Los Alamos Site that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. While comparisons among groups are made, it is not the purpose of this report to make evaluative statements of which profile may be positive or negative. However, using the data presented in this report in conjunction with other evaluative activities, may provide useful insight into the organization.

Not Available

1991-11-01

277

Organizational cultural survey of the Los Alamos Site  

SciTech Connect

An Organizational Survey (OS) was administered at the Los Alamos Site that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of ``culture;`` that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. While comparisons among groups are made, it is not the purpose of this report to make evaluative statements of which profile may be positive or negative. However, using the data presented in this report in conjunction with other evaluative activities, may provide useful insight into the organization.

Not Available

1991-11-01

278

When promoting positive feelings pays: Aggregate job satisfaction, work design features, and innovation in manufacturing organizations  

Microsoft Academic Search

This study investigates the relationship between aggregate job satisfaction and organizational innovation. In a sample of manufacturing companies, data were gathered from 3717 employees in 28 UK manufacturing organizations about their job satisfaction and aggregated to the organizational level. Data on innovation in technology\\/processes were gathered from multiple respondents in the same organizations 24 months later. The results revealed that

Helen J. Shipton; Michael A. West; Carole L. Parkes; Jeremy F. Dawson; Malcolm G. Patterson

2006-01-01

279

The effects of personal alienation on organizational identification: A quality-of-work-life model  

Microsoft Academic Search

It was hypothesized that personal alienation has a negative impact on organizational identification. The negative relationship between alienation and organizational identification was explained through a set of mediating variables involving need deprivation, job satisfaction, and job involvement. More specifically, it was hypothesized that alienation increases need deprivation, which in turn decreases job satisfaction, which in turn decreases job involvement, which

David Efraty; M. Joseph Sirgy; C. B. Claiborne

1991-01-01

280

Organizational Development  

E-print Network

business community to meet its needs for continued learning and organizational effectiveness. as part, inc. #12;stratEgic planning How clearly Have we developed tHe rigHt business strategy for ourOrganizational Design Executive Team Sales Systems Leadership Development Business Strategy Ex

Asaithambi, Asai

281

Organizational Justice  

ERIC Educational Resources Information Center

Helping principals understand the importance of organizational justice is the first step in enhancing learning outcomes for all learners, regardless of their social class, race, abilities, sex, or gender. In schools, organizational justice may be defined as teachers' perceptions of fairness, respect, and equity that relate to their…

Burns, Travis

2013-01-01

282

IT Employee Job Satisfaction in the Public Sector  

Microsoft Academic Search

Survey questionnaires were sent to state government IT employees in the United States to analyze how job characteristics, work environment, pay satisfaction, and advancement opportunities influence IT employee job satisfaction. The study results showed that job clarity, effective communications with management, a participatory management approach, organizational support of career development, opportunities for advancement, and family-friendly policies are all significant variables

Soonhee Kim

2009-01-01

283

Job Satisfactions of Professionals: A Study of the Job Satisfactions of Cooperative Extension Agents in New York State.  

ERIC Educational Resources Information Center

This study examined relationships between job satisfaction and dimensions and functions of work groups, sex, organizational status, and the levels of individual social dependency of the respondents. The Job Description Index provided a specific measure of overall job satisfaction. Social dependency was measured by the twenty questions in factor Q2…

Broadwell, George J.

284

The Role of Organizational and Individual Characteristics in Technology Acceptance  

Microsoft Academic Search

The roles that users' individual and organizational characteristics play in technology acceptance were examined. Perceived work group characteristics was considered an organizational characteristic; attitude toward change and job stress were considered individual characteristics. User satisfaction with system characteristics was considered a consequence of technology acceptance. Data were collected from a sample of 236 Korean expatriates in information technology (IT) industries

Dongseop Lee; Youngho Rhee; Randall B. Dunham

2009-01-01

285

Organizational Cultural Assessment of the Idaho National Engineering Laboratory  

SciTech Connect

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

Not Available

1991-06-01

286

Organizational Cultural Assessment of the Solar Energy Research Institute  

SciTech Connect

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

none,

1991-06-01

287

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

PubMed

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

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

2014-01-01

288

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

ERIC Educational Resources Information Center

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

Yoeli, Raya; Berkovich, Izhak

2010-01-01

289

Organizational Ethics and Teachers' Intent to Leave: An Integrative Approach  

ERIC Educational Resources Information Center

Purpose: The present study focuses on developing a conceptual framework that explores the relationships between teachers' intent to leave and a spectrum of ethics perceptions. The authors argue that these relationships are mediated by organizational commitment (affective and normative). Research Design: Organizational ethics was measured by…

Shapira-Lishchinsky, Orly; Rosenblatt, Zehava

2009-01-01

290

An organizational culture paradigm for effective residential treatment  

Microsoft Academic Search

Managerial attention in residential treatment programs is typically focused on issues of client safety and crisis management. The contribution of organizational culture to programmatic excellence is often overlooked. The authors propose that program excellence is contingent upon the existence of an appropriate culture, focused in its commitment to quality. Managerial attention should be directed toward enhancing organizational culture since it

Donald A. Sawyer; David J. Woodlock

1995-01-01

291

Body Satisfaction  

PubMed Central

Background Melanoma and obesity have both increased in recent years. Given the propensity of body dissatisfaction among the obese, the objectives of this paper were to determine how body satisfaction might influence skin examination and to examine differences in this relationship by gender among the participants of Check-It-Out, a study to increase thorough skin self-examination (TSSE). Methods Through primary care offices, 2126 participants were recruited from April 2000 to November 2001 for the baseline cross-sectional telephone data from the Check-It-Out study. TSSE was defined as the self-reported examination of all seven key areas of the body. Body satisfaction was reported based on the degree of disagreement or agreement with the statement I like the way my body looks. Analyses were conducted in 2005 and 2006. Results Among participants, 18% reported performing TSSE, 34% were normal or underweight, 36% were overweight, and 30% were obese. Overall, 23% strongly agreed, 45% somewhat agreed, 19% somewhat disagreed, and 12% strongly disagreed with the statement I like the way my body looks. Body satisfaction was less common among women than men. The odds of conducting TSSE were 1.6 for the total sample (1.9 for women and 1.2 for men) for those with strong agreement that they like the way their body looks. In multivariate analysis, body satisfaction was associated with TSSE performance for women and both genders together, along with the availability of a partner (both genders together and men), the availability of a wall mirror, the advice of a physician, and the use of glasses or contacts(women only). Conclusions Body satisfaction is an important factor in TSSE performance, especially among women, and should be considered along with other risk factors. PMID:18541179

Risica, Patricia Markham; Weinstock, Martin A.; Rakowski, William; Kirtania, Usree; Martin, Rosemarie A.; Smith, Kevin J.

2008-01-01

292

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

E-print Network

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 ...

Lee, Juwon

2013-05-31

293

Organizational and Supervisory Apology Effectiveness: Apology Giving in Work Settings  

ERIC Educational Resources Information Center

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

Bisel, Ryan S.; Messersmith, Amber S.

2012-01-01

294

The Multidimensional Nature of Continuance Commitment: Commitment Owing to Economic Exchanges Versus Lack of Employment Alternatives  

Microsoft Academic Search

Purpose  The purpose of this investigation was to develop a multidimensional measure of continuance organizational commitment, specifying\\u000a dimensions for continuance commitment based on the perception of beneficial economic exchanges versus the perception of low\\u000a job alternatives.\\u000a \\u000a \\u000a \\u000a \\u000a Design\\/Methodology\\/Approach  Three studies, which surveyed employees from various organizations, were conducted in order to find support for our conceptualization.\\u000a Study 1 involved the development of new

Meng U. Taing; Benjamin P. Granger; Kyle W. Groff; Erin M. Jackson; Russell E. Johnson

295

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

PubMed Central

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

2014-01-01

296

Transforming the Academic Library: Creating an Organizational Culture that Fosters Staff Success  

Microsoft Academic Search

Culture plays a critical role in creating a work environment where employees are committed and contribute to the success of the organization. A research study assessed organizational culture in an academic library to identify current and preferred organizational cultures. Specific actions to implement culture change, achieve organizational transformation, and facilitate a positive, creative and rewarding working environment are proposed.

Carol Shepstone; Lyn Currie

2008-01-01

297

Military Medical Graduates' Perceptions of Organizational Culture in Turkish Military Medical School  

Microsoft Academic Search

Organizational culture is the term used to describe the shared beliefs, perceptions, and expectations of individuals in organizations.\\u000a In the healthcare environment, organizational culture has been associated with several elements of organizational experience\\u000a that contribute to quality, such as nursing care, job satisfaction, and patient safety. A range of tools have been designed\\u000a to measure organizational culture and applied in

Mustafa Ozer; Bilal Bakir; Abdulkadir Teke; Muharrem Ucar; Turker Bas; Adnan Atac

2008-01-01

298

Correlates of Professional versus Organizational Withdrawal Cognitions.  

ERIC Educational Resources Information Center

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)

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

2003-01-01

299

Maybe I Do: Interpersonal Commitment and Premarital or Nonmarital Cohabitation  

ERIC Educational Resources Information Center

Explanations for the risks associated with premarital and nonmarital cohabitation (e.g., higher rates of breakup and divorce, lower relationship satisfaction, and greater risk for violent interaction) have focused on levels of conventionality, including attitudes about commitment to the institution of marriage. However, relatively little attention…

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

2004-01-01

300

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

E-print Network

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

O'Connor, Johnny Ray

2009-05-15

301

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

Microsoft Academic Search

Introduction: The aim of this study is to elucidate how patient safety behavior of nurses is associated with organizational safety climate and nurse's individual factors by covariance structure analysis of the results of the questionnaires, such as professional awareness and job- satisfaction, in 10 Japanese private hospitals. Methodology: In this study, the questionnaire was developed including organizational factors (organizational safety

Takayasu Inoue; Risuke Karima

302

Job satisfaction trends during nurses' early career  

PubMed Central

Background Job satisfaction is an important component of nurses' lives that can impact on patient safety, productivity and performance, quality of care, retention and turnover, commitment to the organisation and the profession. Little is known about job satisfaction in early career and how it varies for different groups of nurses. This paper investigates how the components of job satisfaction vary during early career in newly qualified UK nurses. Methods Nurses were sampled using a combined census and multi-stage approach (n = 3962). Data were collected by questionnaire at 6 months, 18 months and 3 years after qualification between 1998 and 2001. Scores were calculated for seven job satisfaction components and a single item that measured satisfaction with pay. Scores were compared longitudinally and between nursing speciality (general, children's, mental health) using a mixed model approach. Results No single pattern across time emerged. Trends varied by branch and job satisfaction component. Rank order of job satisfaction components, from high to low scores, was very similar for adult and child branch nurses and different for mental health. Nurses were least satisfied with pay and most satisfied with relationships at 6 and 18 months and with resources (adult and child) and relationships (mental health) at 3 years. Trends were typically upwards for adult branch nurses, varied for children's nurses and downwards for mental health nurses. Conclusion The impact of time on job satisfaction in early career is highly dependent on specialism. Different contexts, settings and organisational settings lead to varying experiences. Future research should focus on understanding the relationships between job characteristics and the components of job satisfaction rather than job satisfaction as a unitary construct. Research that further investigates the benefits of a formal one year preceptorship or probationary period is needed. PMID:18534023

Murrells, Trevor; Robinson, Sarah; Griffiths, Peter

2008-01-01

303

Commitment to Social Change  

Microsoft Academic Search

The purpose of this paper is to examine commitment as it relates to the pursuit of social change. This is done through the analysis of accounts by veterans of their involvement in feminist social movement organizations (FSMOs). They convey their stories of commitment to the feminist movement with language that one might use to describe an intimate relationship. The collective

Cheryl Hyde

1994-01-01

304

Ontological Commitment Agustin Rayo  

E-print Network

of Ontological Commitment Think of a sentence's truth-conditions as demands that the truth of the sentence. To describe a sentence's ontological commitments is to describe some of the demands that the sentence's truth to Fs is for the sentence's truth to demand of the world that it contain Fs. Four observations

Rayo, Agustín

305

Human resource configurations: investigating fit with the organizational context.  

PubMed

The present study investigated how key organizational contextual factors relate to bundles of human resource (HR) practices. In a two-phase study of a sample of 661 organizations representing a full range of industries and organizational size, the authors found that organizations use 1 of 5 HR bundles: cost minimizers, contingent motivators, competitive motivators, resource makers, and commitment maximizers. In addition, the authors showed that the organizations that use a given type of HR bundle may be distinguished by the organizational values they pursue and their organizational structure, thus suggesting that HR choices are related to the context within which organizations operate. PMID:18642989

Toh, Soo Min; Morgeson, Frederick P; Campion, Michael A

2008-07-01

306

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

ERIC Educational Resources Information Center

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

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

2012-01-01

307

Who will be committed to an organization that provides support for employee development?  

Microsoft Academic Search

Purpose – A prevailing notion in the management development literature is that support for employee development by organizations is positively associated with organizational commitment by employees. This paper aims to examine whether learning and performance goal orientations of employees act as moderators of this effect. The authors hypothesized that support for development would have differential effects on commitment depending on

Todd J. Maurer; Michael Lippstreu

2008-01-01

308

Understanding the Emotional Aspects of Escalation of Commitment: The Role of Negative Affect  

ERIC Educational Resources Information Center

Despite the importance of understanding the emotional aspects of organizational decision making, prior research has paid scant attention to the role of emotion in escalation of commitment. This article attempts to fill this gap by examining the relationship between negative affect and escalation of commitment. Results showed that regardless of…

Wong, Kin Fai Ellick; Yik, Michelle; Kwong, Jessica Y. Y.

2006-01-01

309

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

ERIC Educational Resources Information Center

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,…

Ning, Jing; Jing, Runtian

2012-01-01

310

Organizational Ineffectiveness and Effectiveness in Colleges and Universities. ASHE Annual Meeting Paper.  

ERIC Educational Resources Information Center

Potential indicators of organizational effectiveness and ineffectiveness in postsecondary institutions were investigated. Institutional effectiveness was defined as the possession of characteristics of excellence, including: student educational satisfaction, student academic development, student career development, student personal development,…

Jones, Philip

311

Commitment Without Marriage  

PubMed Central

The majority of Americans will marry in their lifetimes, and for many, marriage symbolizes the transition into long-term commitment. However, many Americans cannot legally marry. This article analyzes in-depth interviews with gays and lesbians in long-term partnerships to examine union formation and commitment-making histories. Using a life course perspective that emphasizes historical and biographical contexts, the authors examine how couples conceptualize and form committed relationships despite being denied the right to marry. Although previous studies suggest that commitment ceremonies are a way to form same-sex unions, this study finds that because of their unique social, historical, and biographical relationship to marriage and ceremonies, long-term same-sex couples do not follow normative commitment-making trajectories. Instead, relationships can transition more ambiguously to committed formations without marriage, public ceremony, clear-cut act, or decision. Such an understanding of commitment making outside of marriage has implications for theorizing alternative forms of union making. PMID:21814298

Reczek, Corinne; Elliott, Sinikka; Umberson, Debra

2011-01-01

312

Mobility norms, risk aversion, and career satisfaction of Chinese employees  

Microsoft Academic Search

Drawing on Turner’s (American Sociological Review, 25:855–867, 1960) framework of contest and sponsored mobility norms, this study investigated factors that affect employees’ career satisfaction\\u000a in the Chinese setting. Using two organization-referenced variables, procedural justice and perceived organizational support\\u000a (POS), to represent contest mobility norm and sponsored mobility norm, we evaluated their effects on career satisfaction.\\u000a We also explored the moderating

Raymond Loi; Hang-Yue Ngo

2010-01-01

313

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

PubMed Central

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

Curtis, Sara L.; Eby, Lillian T.

2010-01-01

314

Organizational and Individual Decision Making Organizational and Individual Decision Making  

E-print Network

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

Sadeh, Norman M.

315

Exploring the national and organizational culture mix in service firms  

Microsoft Academic Search

Using representative samples of U.S. and Japanese retail service firms, this study explores whether one particular type of\\u000a organizational culture is the best with respect to business outcomes (performance and customer satisfaction) or whether the\\u000a optimum culture depends on the national context in which the firm is embedded. The findings suggest that there is a significant\\u000a interaction effect of organizational

Cynthia Webster; Allyn White

2010-01-01

316

What child welfare staff say about organizational culture.  

PubMed

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

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

2013-01-01

317

Estimating Commit Sizes Efficiently  

NASA Astrophysics Data System (ADS)

The quantitative analysis of software projects can provide insights that let us better understand open source and other software development projects. An important variable used in the analysis of software projects is the amount of work being contributed, the commit size. Unfortunately, post-facto, the commit size can only be estimated, not measured. This paper presents several algorithms for estimating the commit size. Our performance evaluation shows that simple, straightforward heuristics are superior to the more complex text-analysis-based algorithms. Not only are the heuristics significantly faster to compute, they also deliver more accurate results when estimating commit sizes. Based on this experience, we design and present an algorithm that improves on the heuristics, can be computed equally fast, and is more accurate than any of the prior approaches.

Hofmann, Philipp; Riehle, Dirk

318

Racial Mismatch and School Type: Teacher Satisfaction and Retention in Charter and Traditional Public Schools  

ERIC Educational Resources Information Center

Studies of teacher satisfaction suggest that satisfaction is related to both the racial composition and the organizational structure of the schools in which teachers work. In this article, the authors draw from theories of race and organizations to examine simultaneously the effects of school type (traditional public vs. charter) and racial…

Renzulli, Linda A.; Parrott, Heather Macpherson; Beattie, Irenee R.

2011-01-01

319

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

ERIC Educational Resources Information Center

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

2000

320

Institutional emotion norms and role satisfaction: Examination of a career wife population  

Microsoft Academic Search

Unlike other types of career wives, Assemblies of God missionary wives report very high role satisfaction and low depressive symptomatology. In order to explain this “exception,” this study examines (1) the social-structural conditions that affect satisfaction, (2) affective and behavioral responses, and (3) organizational implications. Data were collected through participant observation, interviewing, analysis of documents, and questionnaire research (n=200). Findings

W. Jay Strickland

1992-01-01

321

Nurse manager perceptions of healthcare executive behaviors during organizational change.  

PubMed

Nurse managers have a large responsibility in implementing healthcare organizational change. To be effective, they need support from healthcare executives. The authors report on a study in which nurse managers described behaviors that facilitated the quality of their work life. Nurse managers in a large (700+ bed) hospital undergoing organizational change were asked to rank behavior of healthcare executives perceived as supportive to a successful transition process and related to maintaining quality of work life. The nurse managers in this study ranked frequent communication about the goals and progression of the organizational change by healthcare executives as most important during a time of organizational change. High visibility and verbalized commitment to the organizational change being implemented were indicated as important by the managers responsible for the operation and realization of the desired vision and goals. Behaviors exhibited by healthcare executives during a time of organizational change may be supportive to nurse managers. PMID:9372806

Knox, S; Irving, J A

1997-11-01

322

Validation of the organizational culture assessment instrument.  

PubMed

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

Heritage, Brody; Pollock, Clare; Roberts, Lynne

2014-01-01

323

Validation of the Organizational Culture Assessment Instrument  

PubMed Central

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

Heritage, Brody; Pollock, Clare; Roberts, Lynne

2014-01-01

324

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

Microsoft Academic Search

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

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

2002-01-01

325

Analysis of job satisfaction of university professors from nine Chinese universities  

Microsoft Academic Search

Research on work life and job satisfaction of university professors is becoming an important research issue in the field of\\u000a higher education. This study used questionnaires administered to 1 770 teachers from different levels, types, and academic\\u000a fields of Chinese universities to investigate job satisfaction among university professors and the relationship between job\\u000a satisfaction of university professors and the organizational

Ping Du; Manhong Lai; Leslie N. K. Lo

2010-01-01

326

IMPLICATIONS OF THE PSYCHOLOGICAL CONTRACT IN THE CONTEXT OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR  

Microsoft Academic Search

Many researchers have argued that when employee behavior goes above and beyond what is expected (organizational citizenship behavior), the result is increased organizational effectiveness (Katz, 1964; Organ, 1988). Previous research has shown a positive relationship between job satisfaction and various dimensions of OCB. This article proposes a conceptual model highlighting the importance of perceived or real psychological contract support between

Mark H. Jordan; Mike Schraeder

327

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

PubMed

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

Resch, Marley N; Alderson, Kevin G

2014-01-01

328

A driving commitment.  

PubMed

Italy's statistics institute, ISTAT, has announced in its annual report that the number of AIDS deaths is threatening to pass the number of deaths from traffic accidents. According to ISTAT, 4,370 Italians died from AIDS in 1994, while some 6,000 died on the country's roads. The report states that AIDS is the second leading cause of death after road accidents for young males, aged 18 to 29. Three years ago, Americans made a commitment to safer automobile engineering, better highway design, and increased penalties for drunken driving; consequently reducing both the total numbers and the per-capita incidence of traffic deaths, in spite of much more driving. A similar commitment to prevention and treatment efforts could have an equally dramatic impact on the incidence of AIDS and HIV transmission in the United States. However, that commitment will not likely emerge anytime soon given Congress's current plans for the budget. PMID:11362565

McGuire, S

1995-01-01

329

Factors Influencing Inter-organizational Information Integration in Networked Environment  

Microsoft Academic Search

The advanced telecommunication technologies have changed the way of business interaction and competition. The network-based inter-organizational process integration is a complex issue involving both technological and social factors. Trust is fundamental to initiate the inter-organizational interaction and to develop long-term business relationship. This research applies IS success model and trust-relationship commitment perspective to explore factors influencing the impact of business-to-business

Ying-Hueih Chen; Jyh-Jeng Wu

2011-01-01

330

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

ERIC Educational Resources Information Center

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

Kay, Carol; Healy, Margaret

331

Web Site Success: Antecedents of Web Site Satisfaction and Reuse  

Microsoft Academic Search

In building a successful organizational Web site, it is imperative that the design matches the organization's well-defined objectives. Clearly, different types of Web sites will have different objectives or goals. Thus, determining success across Web sites is both goal and context specific. One measure of Web site success is user satisfaction and the resulting intent to return to a Web

Ludwig Christian Schaupp

2010-01-01

332

Uncertainty, Fairness Perceptions, and Job Satisfaction: A Field Study  

Microsoft Academic Search

Following uncertainty management theory, we argue that when people face increased uncertainty, fairness becomes more important to them and judgments of fairness affect their reactions more strongly. The organizational field study reported here examines the effects of uncertainty about performance standards and appropriate behaviors on the relationship between fairness and job satisfaction. Results reveal that uncertainty moderates the positive relationship

Kristina A. Diekmann; Zoe I. Barsness; Harris Sondak

2004-01-01

333

Professional Women's Midcareer Satisfaction: Toward an Explanatory Framework.  

ERIC Educational Resources Information Center

Develops a framework of factors that influence the midcareer satisfaction of professional women, delineating key demographic, career, organizational, job, and stress factors. After providing a research background and describing the framework, the article dissects the framework and defines and develops propositions for each key dimension,…

Auster, Ellen R.

2001-01-01

334

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

ERIC Educational Resources Information Center

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

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

2012-01-01

335

The Issue of Control in Jail: The Effects of Professionalism, Detainee Control, and Administrative  

E-print Network

Support on Job Stress, Job Satisfaction, and Organizational Commitment among Jail Staff Eugene A. Paoline by examining a variety of antecedents of job stress, job satisfaction, and organizational commitment among jail all significantly impact degrees of job stress, job satisfaction, and organizational commitment

Foroosh, Hassan

336

[The organizational culture of a Brazilian public hospital].  

PubMed

The objective of this research was to analyze the organizational culture of a Brazilian public hospital. It is a descriptive study with quantitative approach of data, developed in a public hospital of São Paulo State, Brazil. The sample was composed by 52 nurses and 146 nursing technicians and auxiliaries. Data were collected from January to June 2011 using the Brazilian Instrument for Assessing Organizational Culture - IBACO. The analysis of the organizational values showed the existence of hierarchical rigidity and centralization of power within the institution, as well as individualism and competition, which hinders teamwork. The values concerning workers' well-being, satisfaction and motivation were not highly valued. In regard to organizational practices, the promotion of interpersonal relationship, continuous education, and rewarding practices were not valued either. It becomes apparent that traditional models of work organization support work practices and determine the organizational culture of the hospital. PMID:24918891

Rocha, Fernanda Ludmilla Rossi; Marziale, Maria Helena Palucci; de Carvalho, Michele Cristina; Cardeal Id, Samira de Fátima; de Campos, Monica Chiodi Toscano

2014-04-01

337

Organizational motivation, opportunity and ability to measure marketing performance  

Microsoft Academic Search

The authors draw on the MOA (motivation, opportunity, ability) framework from consumer information processing theory to explore the drivers of performance information processing, satisfaction with marketing performance assessment systems, and top management intentions to change them. A survey of senior managers at 66 large corporations reveals that organizational ability and opportunity to process marketing performance information appear to have positive

Bruce H. Clark; Andrew V. Abela; Tim Ambler

2005-01-01

338

Behavioral and Organizational Issues of Office Automation Technology.  

ERIC Educational Resources Information Center

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

Regan, Elizabeth A.

1984-01-01

339

Committed Sport Event Volunteers  

ERIC Educational Resources Information Center

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…

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

2013-01-01

340

Enhancing Relationships Strengthening Commitment  

E-print Network

Enhancing Relationships Strengthening Commitment Love is wonderful, but no one ever said love to experience many times in their relationship. We may not love our partner all of the time ­ and the other Caring enough to fight. Partners who are passionate about their differences stand a better chance

Leistikow, Bruce N.

341

Radioactive Materials License Commitments  

E-print Network

Radioactive Materials License Commitments for The University of Texas at Austin May 2009 July 2009 in the use of radioactive materials. In July 1963, the State of Texas granted The University of Texas at Austin a broad radioactive materials license for research, development and instruction. While this means

342

How to motivate your older employees to excel? The impact of commitment on older employees’ performance in the hospitality industry  

Microsoft Academic Search

This study examined the relationship between employee age and performance, defined as in-role performance and organizational citizenship behaviors (OCB), using a sample of 599 hospitality employees from Hong Kong. Results of a regression analysis indicated a negative relationship between age and in-role and OCB. We also examined whether organizational commitment is a necessary condition for older workers to perform well.

Joyce Iun; Xu Huang

2007-01-01

343

The effects of stake, satisfaction, and switching on true loyalty: a financial services study  

Microsoft Academic Search

Purpose – The purpose of this paper is to examine the differential influence of three drivers of loyalty on the dimensions of loyalty. The three drivers are stake, satisfaction, and the value of switching service providers. The dimensions of loyalty are behavioral response, commitment to the people providing the service, and commitment to the institution. An additional goal is to

Jane W. Licata; Goutam Chakraborty

2009-01-01

344

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

PubMed

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

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

2006-12-01

345

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

PubMed Central

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

2014-01-01

346

Correlates of Satisfaction in Older Volunteers: A Motivational Perspective  

Microsoft Academic Search

The author used motivational analysis to examine the role of satisfaction with volunteerism in a sample of older volunteers. The motivational approach proposes that volunteering serves specific needs or motives. The more the experience fulfills them, the more satisfied the individual and the greater the commitment to continue volunteering. The aim of the study was to clarify the relationship between

Marcia A. Finkelstein

2007-01-01

347

ANTECEDENTS OF JOB SATISFACTION:A STUDY OF TELECOM SECTOR  

Microsoft Academic Search

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

ADNAN RIAZ; MUHAMMAD RAMAY

2010-01-01

348

Customer satisfaction in the emergency department.  

PubMed

Patient satisfaction is not merely a "smile and be nice" set of behaviors. It is a philosophy that is founded in the concept that the patient's experience of care is important and ultimately translates into their actual response to care. The improved response to care that patients exhibit makes patient satisfaction important from a clinical vantage point. That point alone is enough to justify implementation of and commitment to a customer satisfaction program. There are, however, other compelling reasons also. Customer satisfaction has profound ramifications for the financial status of the institution and for its professional reputation in the community. The caregivers who participate in a system of good customer satisfaction experience fewer malpractice suits than their counterparts. And they enjoy a work environment that is more stable and pleasant than other institutions. The implementation of a meaningful customer service program is a huge task. It is a fundamental culture change that requires vision, long-term commitment, and constant surveillance. The single most critical factor in the successful implementation of a program that produces all the gains that it promises is leadership. Leadership must set the stage, create the atmosphere,demand that staff meet expectations, reward success, provide an example,and shape the new culture. Without strong, clear leadership, any customer service initiative will be simply a hospital-wide exercise, and those staff members who harbor a cynical viewpoint will be proved right in the end.One major difference between a successful customer service initiative and an unsuccessful one is the level of sincerity the hospital and its staff have about the care they express for their patients. If the whole process is merely an exercise to improve scores, the success will be limited and without deep roots. If the push is to establish an atmosphere of genuine care and interest for patients, however, the results are more meaningful, longer lasting, and more appreciated by patients and staff. PMID:15062498

Worthington, Kelly

2004-02-01

349

Organizational Knowledge and  

E-print Network

Knowledge Discovery SECTION II #12;CHAPTER 4 Organizational Knowledge and Communitiesof Practice of professional communication, particularly communication in science (Abbott, 1988; Bazerman & Paradis, 1991? Can communities of practice be harnessed, engineered, and managed like other organizational groups

Hall, Hazel

350

Essays in organizational economics  

E-print Network

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

Rantakari, Heikki

2007-01-01

351

Training and Organizational Development  

E-print Network

Training and Organizational Development Contact: Ellen Audley Assistant, 491-1376, Ellen training and development opportunities for personal and professional growth for Colorado State University training and organizational development consulting services are also available. Class Location: Johnson

Stephens, Graeme L.

352

Training and Organizational Development  

E-print Network

Training and Organizational Development Contact: Ellen Audley Assistant, 491-1376, Ellen coordinates training and development opportunities for personal and professional growth for Colorado State. Customized training and organizational development consulting services are also available. Class Location

Stephens, Graeme L.

353

Training and Organizational Development  

E-print Network

Training and Organizational Development Contact: Ellen Audley Assistant, 491-1376, Ellen coordinates training and development opportunities for personal and professional growth for Colorado State. Customized training and organizational development consulting services are also available. Class Locations

Stephens, Graeme L.

354

Training and Organizational Development  

E-print Network

Training and Organizational Development Contact: Ellen Audley Assistant, (970) 491-1376, Ellen 1 of 2 This office coordinates training and development opportunities for personal and professional and state classified personnel. Customized training and organizational development consulting services

Stephens, Graeme L.

355

Organizational Healing: Lived Virtuousness Amidst Organizational Crisis  

Microsoft Academic Search

This paper examines how organizations heal after major trauma. We introduce the concept of organizational healing, which is different from resilience, adaptation, and hardiness. It refers to the actual work of repairing and mending the collective social fabric of an organization after some threat or shock to its system. Using a qualitative research method, we uncover four themes of organizational

Edward H. Powley; Kim S. Cameron

2006-01-01

356

Dimensionality of Organizational Trust  

ERIC Educational Resources Information Center

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…

Adams, Samuel H.; Wiswell, Albert K.

2007-01-01

357

3. Understanding Organizational Behavior  

Microsoft Academic Search

Introduces the articles in this section, which relate primarily to what is labeled as organizational behavior or organizational diagnosis, as distinguished from organizational change and development. The editors asked the authors in this section to address several questions: What basic principles of psychology can be detected in the functioning of organizations? How does the observer modify the organization? (Is it

H. Meltzer; Ross Stagner

1980-01-01

358

Nurses' career commitment and job performance: differences across hospitals.  

PubMed

The interrelatedness of nurses' career commitment and job performance is debated. In nursing, few studies have focused on the relationship between the two concepts. A convenience sample of 640 registered nurses (RNs) from 24 hospitals was recruited. A comparative design was used to assess differences among governmental, teaching and private hospitals in regard to the concepts measured. In general, nurses were found to "agree" that they had a lifelong commitment to their careers, and that they were performing "well" their jobs in accordance with standards. Hospitals in the sample differed in most demographics except in gender, areas of work and decision-making styles. Based on the total scores of nurses' career commitment, there were no significant differences across hospitals. Based on the total scores of nurses' job performance, F-tests indicated some differences; the highest mean was at private hospitals. Using dimensional means of nurses' job performance uncovered no significant differences among hospitals. Individual items of nurses' job performance subscales differed, in some cases significantly, particularly for nurses working at private hospitals: nurses' career commitment was correlated positively and significantly with their job performance. Consistent with the current researchers' hypothesis, nurses' career commitment appears to influence job performance and is influenced by the nurses' characteristics and organizational factors in the workplace. Enhancing nurses' career commitment and their job performance should produce positive outcomes for nurses, patients and organizations. PMID:18536539

Mrayyan, Majd T; Al-Faouri, Ibrahim

2008-01-01

359

Motivation for and commitment to social values: The roles of age and gender  

Microsoft Academic Search

The primary aim of this study was to examine how motives and commitment to social values influence well-being in men and women\\u000a of different ages. College students and older adults in the community reported on their motivational orientation (intrinsic\\u000a vs. extrinsic), behavioral commitment to idiographic social values, and their current well-being (satisfaction with life,\\u000a positive and negative affect). We tested

Patty Ferssizidis; Leah M. Adams; Todd B. Kashdan; Christine Plummer; Anjali Mishra; Joseph Ciarrochi

2010-01-01

360

Organizational Design and Technology Choice with Nonbinding Contracts  

Microsoft Academic Search

We present a new methodology for studying the problem of labor contracting within a firm's boundaries where contracts provide only a minimal commitment to wages and employment. Given the peculiar contractual incompleteness of labor contracts, the resulting wages and profits under an interesting class of complete information bargaining games distort the technological and organizational decisions facing the owner of the

Lars Stole; Jeffrey Zwiebel

1993-01-01

361

Experiencing organizational change in Greece: the framework of psychological contract  

Microsoft Academic Search

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

Maria Tomprou; Ioannis Nikolaou; Maria Vakola

2012-01-01

362

Experiencing organizational change in Greece: the framework of psychological contract  

Microsoft Academic Search

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

Maria Tomprou; Ioannis Nikolaou; Maria Vakola

2011-01-01

363

Industrial restructuring: Facilitating organizational change at the firm level  

Microsoft Academic Search

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

Raphael Kaplinsky

1995-01-01

364

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

ERIC Educational Resources Information Center

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

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

2010-01-01

365

Coaching commitment and turnover: a comparison of current and former coaches.  

PubMed

Although coaching continuity is thought to be important in developing and sustaining quality sport programs, coach turnover is not well understood. Consequently, we used a commitment model to address why some coaches maintain their involvement while others discontinue coaching. For this study, 469 USA Swimming age-group coaches completed a mail survey designed to assess commitment model constructs, including coaching satisfaction, benefits, costs, investments, alternative options, social constraints, and commitment. To test the commitment model, we first used structural equation modeling to assess whether the model provided an adequate fit to the data for current and former coaches. Overall, satisfaction and investments were significantly related to commitment. Moreover, the standardized path coefficients between benefits and costs and satisfaction were also significant. Multivariate analysis of variance andfollow-up analyses revealed that current coaches reported higher commitment as well as less attractive alternative options, higher investments, and higher social constraints compared to former coaches. In replication of past research, we compared current andformer coaches on the benefits and costs associated with coaching. PMID:11926487

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

2002-03-01

366

Committing to Excellence  

NASA Technical Reports Server (NTRS)

We are honored, indeed, that President Reagan has agreed to participate in this symposium to underscore his personal commitment to productivity growth and quality improvement. NASA is proud to take the lead in what is certainly one of the most challenging and most important areas of our national life, the drive for excellence in all we do and all we produce. And we appreciate the cooperation and support of the corporate members of the American Institute for Aeronautics and Astronautics in helping to make this symposium a success.

Beggs, John M.

1984-01-01

367

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

Microsoft Academic Search

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

Mohamed H. Behery

2009-01-01

368

Strategic collaborative quality management and employee job satisfaction  

PubMed Central

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

Mosadeghrad, Ali Mohammad

2014-01-01

369

Linking organizational learning with technical innovation and organizational culture  

Microsoft Academic Search

Purpose – The purpose of this paper is to analyze the effect of organizational learning on technical innovation and the role of organizational culture as a determinant of the organizational learning processes. Design\\/methodology\\/approach – After reviewing the literature on organizational learning and its relationship with both, technical innovation and organizational culture, this paper analyzes those relationships using a sample of

Raquel Sanz-Valle; Julia C. Naranjo-Valencia; Daniel Jiménez-Jiménez; Laureano Perez-Caballero

2011-01-01

370

What is sexual satisfaction? Thematic analysis of lay people's definitions.  

PubMed

Sexual satisfaction is an important indicator of sexual health and is strongly associated with relationship satisfaction. However, research exploring lay definitions of sexual satisfaction has been scarce. We present thematic analysis of written responses of 449 women and 311 men to the question "How would you define sexual satisfaction?" The participants were heterosexual individuals with a mean age of 36.05 years (SD = 8.34) involved in a committed exclusive relationship. In this exploratory study, two main themes were identified: personal sexual well-being and dyadic processes. The first theme focuses on the positive aspects of individual sexual experience, such as pleasure, positive feelings, arousal, sexual openness, and orgasm. The second theme emphasizes relational dimensions, such as mutuality, romance, expression of feelings, creativity, acting out desires, and frequency of sexual activity. Our results highlight that mutual pleasure is a crucial component of sexual satisfaction and that sexual satisfaction derives from positive sexual experiences and not from the absence of conflict or dysfunction. The findings support definitions and models of sexual satisfaction that focus on positive sexual outcomes and the use of measures that incorporate items linked to personal and dyadic sexual rewards for both men and women. PMID:24070214

Pascoal, Patrícia Monteiro; Narciso, Isabel de Santa Bárbara; Pereira, Nuno Monteiro

2014-01-01

371

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

Microsoft Academic Search

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

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

2006-01-01

372

Measuring patient satisfaction.  

PubMed

Many businesses use customer satisfaction surveys successfully. You may notice that you find one in almost every restaurant or hotel room. I do not think it is a coincidence that the hotel industry provides some of the finest customer service available. When it comes to providing excellent customer service, dental practices can learn from businesses that regularly assess customer satisfaction. PMID:15819351

Levin, Roger

2005-03-01

373

Building Financial Satisfaction  

ERIC Educational Resources Information Center

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…

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

2006-01-01

374

Deconstructing job satisfaction  

Microsoft Academic Search

In this paper I argue that standard treatments of job satisfaction have inappropriately defined satisfaction as affect and in so doing have obscured the differences among three separate, if related, constructs. These key constructs are overall evaluative judgments about jobs, affective experiences at work, and beliefs about jobs. I show that clearly separating these constructs is consistent with current, basic

Howard M. Weiss

2002-01-01

375

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

PubMed

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

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

2011-11-01

376

Organizational Turnover: Correlates, Satisfaction, Opportunity, and Length of Service.  

ERIC Educational Resources Information Center

In a study of turnover in a midwest trucking firm, the files of 199 terminated drivers were used in a statistical analysis of 19 variables that might have been correlated to length of service. A series of interviews with drivers and key management personnel supplemented the statistical data. It was found that previously identified biographical…

Bavendam, James M.; Harper, Nancy L.

377

The relationship between sex life satisfaction and job stress of married nurses  

PubMed Central

Background The purpose of this study was to investigate the relationship among work stress, sex life satisfaction, and mental health of married nurses. Demographic information, work stress, sex life satisfaction, sexual desire and mental health measured using the Chinese Health Questionnaire, data were collected from 100 married nurses in Taiwan. Findings Sex life satisfaction and age were negatively correlated, but sex life satisfaction and sexual desire were positively correlated. The mental health of over-committed nursing staff was not affected. Higher reward for effort was positively correlated with sex life satisfaction. Conclusions No matter whether job stress was high or low, receiving a higher reward for effort led to better sex life satisfaction, which had a satisfying positive effect on the nurses' lives. To improve nursing care quality at the hospital, nursing administrators should assist nurses in confronting work stress via positive adjustment, which is associated with the nurses’ sexual harmony, and quality of life. PMID:22901339

2012-01-01

378

The effect of education on foodservice manager job satisfaction.  

PubMed

We conducted a study to determine whether educational background (field of study and level of education) was related to the job satisfaction of foodservice managers. The Index of Organizational Reactions Questionnaire was used to measure specific components of job satisfaction based on a five-point Likert-style scale (1 = low satisfaction, 3 = moderate satisfaction, and 5 = high satisfaction). Questionnaires were mailed to the entire population of 256 foodservice managers employed in college and university dining facilities of a regional division of a major foodservice company in the northeastern United States. Names, titles, positions, and addresses of the managers were obtained from the company's human resources department. Analysis of data was done through computation of the point-biserial correlation coefficient and the rank order correlation coefficient. Managers who responded to the questionnaire (74.6%) indicated moderate overall job satisfaction (mean = 3.42 on a 5-point scale). Of the respondents, 44% had an educational background in foodservice; these respondents had lower overall job satisfaction than did those having no education/training in foodservice. Both groups were most satisfied with the job components of supervision, type of work, and relationship with coworkers. Both groups were least satisfied with pay and benefits, company identification, and amount of work. A significant (p less than .01) positive relationship was found between educational field of study and job satisfaction, and a significant (p less than .001) negative relationship was found between educational level (i.e., degree[s] earned) and job satisfaction.(ABSTRACT TRUNCATED AT 250 WORDS) PMID:2212422

Kuntz, K A; Borja, M E; Loftus, M K

1990-10-01

379

The Effect of Management Commitment to Service Quality on Frontline Employees' Job Attitudes, Turnover Intentions and Service Recovery Performance in a New Public Management Context  

Microsoft Academic Search

We present and test a model of behavioural job outcomes grounded in Bagozzi's (1992) reformulation of attitude theory in the important and novel context of a former public sector government department that has undergone corporatisation. Frontline employees (FLEs) completed a self?administered questionnaire on how factors characterising management commitment to service quality (MCSQ) affect their job satisfaction and organisational commitment, and

Nicholas J. Ashill; Michel Rod; Janet Carruthers

2008-01-01

380

Adaptation and commitment in Internet-supported relationships and networks: A case study  

Microsoft Academic Search

In the literature on inter-organizational relations hips and networks, interaction is often seen as a p rocess of mutual adaptation among business partners. Adaptati on furthermore is viewed as a precondition for obta ining and sustaining commitment within business relationships. This paper is concerned with how the increase d standardization and modularization enabled by Inter net technologies challenge our understanding

Hanne Kragh

381

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

ERIC Educational Resources Information Center

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

Cunningham, George B.; Sagas, Michael

2004-01-01

382

Early Participation in the American College and University Presidents Climate Commitment  

ERIC Educational Resources Information Center

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,…

White, Stacey Swearingen

2009-01-01

383

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

Microsoft Academic Search

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

Neeru Malhotra; Pawan Budhwar; Peter Prowse

2007-01-01

384

Police Officer Job Satisfaction in Relation to Mood, Well-Being, and Alcohol Consumption  

Microsoft Academic Search

The authors examined job satisfaction, job stress, and thoughts of quitting in relation to positive and negative affect, life satisfaction, self-esteem, and alcohol consumption among police officers. Exploratory and confirmatory factor analyses revealed that 2 dimensions, positive affect and negative affect, provided a clear family-tree organizational framework for representing the otherwise confusing pattern of associations between job and well-being variables.

Andrea Kohan; Brian P. Oconnor

2002-01-01

385

Conflict management satisfaction and relational and sexual satisfaction  

Microsoft Academic Search

This study examines predictors of relational, and sexual, satisfaction. Specifically, it is hypothesized that the discrepancy between real and ideal conflict management style is antecedent to relational satisfaction, which is a direct antecedent of sexual satisfaction. It is suggested that communicating in the manner that one sees as ideal is important in predicting relational satisfaction. Surveys including measures for conflict

Monique M. Mitchell; Franklin J. Boster

1998-01-01

386

Credible commitment in carbon policy  

Microsoft Academic Search

In this article the problem of credible commitment in carbon policy is discussed. Investors favour long-term predictability of the policy, but without any external enforcement mechanisms a commitment made by a government can be withdrawn, leading to scepticism and lack of credibility. This results in increased market risks and investment hold-up. Regulatory uncertainty stems from (i) strategic interactions between government

Steffen Brunner; Christian Flachsland; Robert Marschinski

2012-01-01

387

Credible commitment in carbon policy  

Microsoft Academic Search

In this article the problem of credible commitment in carbon policy is discussed. Investors favour long-term predictability of the policy, but without any external enforcement mechanisms a commitment made by a government can be withdrawn, leading to scepticism and lack of credibility. This results in increased market risks and investment hold-up. Regulatory uncertainty stems from (i) strategic interactions between government

Steffen Brunner; Christian Flachsland; Robert Marschinski

2011-01-01

388

Security Requirements Engineering via Commitments  

E-print Network

between humans/organisations and soft- ware, and how information is manipulated. The importance(debtor, creditor, antecedent, consequent) in which a debtor agent promises (commits) to a creditor agent that, if the antecedent is brought about, the consequent will be brought about. Commitments are rooted in interaction

389

Commitment and Extortion Paul Harrenstein  

E-print Network

. In some, a player can only commit to the performance of an ac- tion, in others, he can commit himself be such that a promise, a threat, or a combination of both would be more conductive to his ends. The potency of a promise

Cengarle, María Victoria

390

Managing Organizational Culture.  

ERIC Educational Resources Information Center

Explains concept of organizational culture (includes systems of values and attitudes shared by organization's members, ways they have developed for handling problems, forms of acceptable solutions), and discusses OCLC, AT&T, and the University of California at Berkeley as examples of managing cultures and organizational change. Twenty-six…

Malinconico, S. Michael

1984-01-01

391

Organizational Management through Communication.  

ERIC Educational Resources Information Center

This book promotes professional management through the process of communication, developing communication strategies for setting goals, planning, organizing, controlling, and problem solving. The book's first five chapters, which relate organizational management to communication, include a behavioral approach to management and organizational

Allen, Richard K.

392

Training and Organizational Development  

E-print Network

Training and Organizational Development Contacts: Ellen Audley Customer Support, (970) 491.Benedetti@ColoState.EDU Page 1 of 2 This office coordinates training and development opportunities for personal-professional staff and state classi- fied personnel. Customized training and organizational development consulting

Rutledge, Steven

393

Organizational Paradigm Shifts.  

ERIC Educational Resources Information Center

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…

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

394

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

PubMed Central

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

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

2014-01-01

395

Commitment to strength and conditioning: a sport commitment model perspective.  

PubMed

The purpose of this study was to empirically apply the sport commitment constructs within the realm of strength and conditioning. Based on prior research in the sport domain, it was predicted that higher enjoyment, investments, benefits, and social support and lower perceived costs and attractive alternatives would predict higher commitment to strength and conditioning. With a sample of 191 intercollegiate male and female athletes, a pilot study was conducted to examine the predictors of commitment to strength and conditioning. Multiple regression analysis revealed that the strongest predictors of strength and conditioning commitment were perceived investments, benefits, enjoyment, costs, and attractive alternatives. Interestingly, differences emerged between men and women regarding the most salient predictors of commitment to strength and conditioning. Gender differences also emerged with male athletes reporting higher perceptions of enjoyment, benefits, and perceived obligation to their best friend to continue strength and conditioning. These findings are important both theoretically and practically. The Sport Commitment Model may provide an avenue to gain a further insight into strength and conditioning motivation, and providing practical strategies for increasing athletes' commitment: increasing enjoyment and perceived benefits, and decreasing perceived downsides and attractive alternatives. PMID:22648137

Weiss, Windee M; Halupnik, Danae

2013-03-01

396

Innovation and Organizational Change (IOC)  

NSF Publications Database

Innovation and Organizational Change (IOC) Program Solicitation NSF 05-628 Replaces Document NSF ... Change (IOC) Synopsis of Program: The Innovation and Organizational Change (IOC) program supports ...

397

Who Needs Leaders the Most? The Interactive Effect of Leadership and Core Self-Evaluations on Commitment to Change in the Public Sector  

Microsoft Academic Search

The purpose of this article is to shed light on an understudied topic in public administration, namely, commitment to organizational change. Specifically, this study examines the extent to which the quality of the relationship between employees and their managers positively influences employees’ commitment to change. Further, it investigates whether this relationship varies as a function of a person's core self-evaluations,

Adrian Ritz; Amanda Shantz; Kerstin Alfes; Alana S. Arshoff

2012-01-01

398

Predicting commitment in young adults' physically aggressive and sexually coercive dating relationships.  

PubMed

Intimate partner violence often begins during the courtship stage of romantic relationships. Although some relationships dissolve as a result of aggression, other relationships remain intact, increasing the risk for escalated violence. The present study identified factors predictive of individual differences in emerging adults' commitment to physically aggressive or sexually coercive dating relationships. Specifically, Rusbult's Investment Model of romantic relationships (e.g., investment, satisfaction, quality of alternatives, and commitment) was applied to a longitudinal sample of 148 young adult women who reported experiencing aggression or coercion from their current partners. To further explain commitment within aggressive or coercive dating relationships, rejection sensitivity and anxious and avoidant romantic relational styles were included as predictors of the Investment Model variables. A more avoidant romantic style indirectly predicted commitment through relationship satisfaction and investment. Both commitment and rejection sensitivity significantly predicted continuing an aggressive or coercive relationship 6 months later. The present study improves our understanding of the processes involved in relationship commitment. Continuing to understand these processes will inform interventions that seek to help women who have decided to end aggressive or coercive dating relationships. PMID:23920336

Young, Brennan J; Furman, Wyndol

2013-11-01

399

Inertia and Incentives: Bridging Organizational Economics and Organizational Theory  

Microsoft Academic Search

Organizational theorists have long acknowledged the importance of the formal and informal incentives facing a firm%u2019s employees, stressing that the political economy of a firm plays a major role in shaping organizational life and firm behavior. Yet the detailed study of incentive systems has traditionally been left in the hands of (organizational) economists, with most organizational theorists focusing their attention

Rebecca Henderson; Sarah Kaplan

2005-01-01

400

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

PubMed

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

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

2010-05-01

401

Self-determination in sport commitment.  

PubMed

The study tested utility of self-determination and sport commitment theories to understanding young athletes' sport commitment. 343 young athletes (M= 13.5 yr., SD= +/- 1.1) from soccer, basketball, volleyball, handball, and water polo teams volunteered to participate. All completed the Sport Motivation Scale and the Sport Commitment Questionnaire. Pearson correlations showed a strong relationship between commitment and intrinsic motivation scores. In contrast, extrinsic motivation scores were not significantly correlated to commitment, whereas amotivation scores showed a negative correlation to commitment. Path analysis resulted in strong positive association of intrinsic motivation and commitment. Amotivation had small negative relation to commitment. According to the model tested, social constraints and involvement opportunities were not significant contributors to sport commitment. An alternative model supported the mediating role of enjoyment to psychological commitment. The results showed that high self-determination is supportive of sport commitment, whereas low self-determination reduces sport commitment. PMID:16826662

Zahariadis, Panayotis; Tsorbatzoudis, Haralambos; Alexandris, Konstantinos

2006-04-01

402

Four-factor justice and daily job satisfaction: a multilevel investigation.  

PubMed

This study examined the differential effects of 4 types of organizational justice on daily job satisfaction at between- and within-individual levels. Specifically, the authors predicted that interpersonal justice and informational justice would exhibit meaningful daily variations and would have direct impacts on individuals' job satisfaction on a daily basis. They further theorized that distributive justice and procedural justice at a between-person level would moderate the within-person relationships. The authors used hierarchical linear modeling to test their hypotheses with a sample of 231 full-time employees in Hong Kong over the course of 25 working days. The results showed that both daily interpersonal and informational justice were positively related to daily job satisfaction. As hypothesized, between-individual distributive justice moderated the relationship between daily interpersonal justice and daily job satisfaction, and between-individual procedural justice moderated the relationship between daily informational justice and daily job satisfaction. PMID:19450012

Loi, Raymond; Yang, Jixia; Diefendorff, James M

2009-05-01

403

Jordanian nurses' job satisfaction and intent to stay: comparing teaching and non-teaching hospitals.  

PubMed

The aims of this study were to identify variables of Jordanian nurses' job satisfaction and intent to stay, compare the phenomena of interest in teaching and non-teaching hospitals, and correlate the two concepts of nurses' job satisfaction and intent to stay. A convenience sample of 433 nurses was obtained from three teaching hospitals and two non-teaching hospitals. Nurses were "neither satisfied nor dissatisfied" and were "neutral" in reporting their intent to stay at their current jobs. Nurses who were working in non-teaching hospitals reported higher job satisfaction and intent to stay rates than those working in teaching hospitals. Nurses' job satisfaction and intent to stay were at the borderlines, which require the immediate attention of nursing and hospital administrators. Nurses' job satisfaction and intent to stay, particularly in teaching hospitals, have to be promoted; thus, interventions have to be effectively initiated and maintained at the unit and organizational levels. PMID:17540315

Mrayyan, Majd T

2007-01-01

404

Nonlinear Capital Taxation Without Commitment  

E-print Network

We study efficient non-linear taxation of labour and capital in a dynamic Mirrleesian model incorporating political economy constraints. Policies are chosen sequentially over time, without commitment. Our main result is ...

Werning, Ivan

405

Franchisee leadership traits vs. manager leadership traits an exploratory study comparing hope, leadership, commitment and service quality delivery  

Microsoft Academic Search

In order to add to the understanding of the role of franchising in entrepreneurship and to help franchise systems improve\\u000a efficiency, the constructs of organizational leadership, hope, organizational commitment, and service quality perceptions\\u000a of franchised managers and franchisees are differentiated in the current study. For scholars and practitioners, the dynamic\\u000a relationship between entrepreneurship, franchisees, and management is an important triangle

Robin B. DiPietro; Denver E. Severt; Dianne H. B. Welsh; Peter V. Raven

2008-01-01

406

Essays in organizational economics  

E-print Network

This thesis is a collection of essays on organizational economics and finance-related topics. Firms and individuals who sell opinions may bias their reports for either behavioral or strategic reasons. Chapter 1 proposes a ...

Zitzewitz, Eric

2001-01-01

407

Training and Organizational Development  

E-print Network

Training and Organizational Development Contact: Ellen Audley Assistant, (970) 491-1376, Ellen 1 of 5 This office coordinates training and development opportunities for personal and professional and state classified personnel. Customized training and orga- nizational development consulting services

408

Training and Organizational Development  

E-print Network

Training and Organizational Development Contact: Ellen Audley Assistant, (970) 491-1376, Ellen training and development opportunities for personal and professional growth for Colorado State University training and organiza- tional development consulting services are also available. Class Location: Johnson

409

Training Services Organizational Effectiveness  

E-print Network

ULearn Training Services Organizational Effectiveness 612-626-1373 trngsvcs@umn.edu www/material is available in alternative formats upon request. Please contact University of Minnesota Training Services, 260 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 Search for Training

Minnesota, University of

410

Alcohol myopia and goal commitment.  

PubMed

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

Sevincer, A Timur; Oettingen, Gabriele

2014-01-01

411

Alcohol myopia and goal commitment  

PubMed Central

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

Sevincer, A. Timur; Oettingen, Gabriele

2014-01-01

412

Resisting Organizational Power  

Microsoft Academic Search

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

Peggy DesAutels

413

A Study of Teacher Job Satisfaction and Factors that Influence It  

ERIC Educational Resources Information Center

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…

Bolin, Feng

2007-01-01

414

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

ERIC Educational Resources Information Center

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

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

2010-01-01

415

Attitudes Towards Women as Managers: Do Extent of Exposure and Satisfaction with Exposure Make a Difference?  

Microsoft Academic Search

For changing the discriminatory attitudes of male managers towards women as managers, two approaches are possible. The first one, suggesting organizational responsibility, assumes a positive relationship between the extent of exposure to women managers and attitudes towards women as managers. The second approach, emphasizing the responsibility of women managers for change, assumes a positive relationship between the extent of satisfaction

Deepti Bhatnagar; Swamy Ranjini

416

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

ERIC Educational Resources Information Center

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

Chazon, Timothy Lee

2009-01-01

417

Creating value for employees: investment in employee development  

Microsoft Academic Search

Relying on a social exchange theory we examine the relationships among perceived investment in employees' development (PIED), job satisfaction, organizational commitment and intent to leave. Individual-level analyses from a sample of 405 nurses from two countries indicate that PIED is positively associated with job satisfaction and affective commitment but not with continuance commitment. As expected, job satisfaction and affective commitment

Chay Hoon Lee; Norman T. Bruvold

2003-01-01

418

Careerist Orientation and Organizational Citizenship Behavior in Expatriates and Non-Expatriates  

ERIC Educational Resources Information Center

This study had three objectives. First, we examined the relationship between careerist orientation and organizational citizenship behavior (OCB). Second, we investigated the mediating role of life satisfaction in the relationship between careerist orientation and OCB. Third, we examined whether expatriate employees (those sent abroad on full-time…

Adams, John W.; Srivastava, Abhishek; Herriot, Peter; Patterson, Fiona

2013-01-01

419

Affectivity, Organizational Stressors, and Absenteeism: A Causal Model of Burnout and Its Consequences.  

ERIC Educational Resources Information Center

A study of 487 healthcare workers found that negative affectivity was associated with low social support and job satisfaction, high emotional exhaustion, increased workload, and depersonalization. Positive affectivity correlated with autonomy and lower absenteeism. Affectivity had stronger effects on burnout than did organizational stress factors.…

Iverson, Roderick D.; Olekalns, Mara; Erwin, Peter J.

1998-01-01

420

Assessing an organizational culture instrument based on the Competing Values Framework: Exploratory and confirmatory factor analyses  

Microsoft Academic Search

BACKGROUND: The Competing Values Framework (CVF) has been widely used in health services research to assess organizational culture as a predictor of quality improvement implementation, employee and patient satisfaction, and team functioning, among other outcomes. CVF instruments generally are presented as well-validated with reliable aggregated subscales. However, only one study in the health sector has been conducted for the express

Christian D Helfrich; Yu-Fang Li; David C Mohr; Mark Meterko; Anne E Sales

2007-01-01

421

Promoting employee wellbeing: the relevance of work characteristics and organizational justice.  

PubMed

Research focusing on the relationship between organizational justice and health suggests that perceptions of fairness can make significant contributions to employee wellbeing. However, studies examining the justice-health relationship are only just emerging and there are several areas where further research is required, in particular, the uniqueness of the contributions made by justice and the extent to which the health effects can be explained by linear, non-linear and/or interaction models. The primary aim of the current study was to determine the main, curvilinear and interaction effects of work characteristics and organizational justice perceptions on employee wellbeing (as measured by psychological health and job satisfaction). Work characteristics were measured using the demand-control-support (DCS) model (Karasek and Theorell, 1990) and Colquitt's (2001) four justice dimensions (distributive, procedural, interpersonal and informational) assessed organizational justice (Colquitt, 2001). Hierarchical regression analyses found that in relation to psychological health, perceptions of justice added little to the explanatory power of the DCS model. In contrast, organizational justice did account for unique variance in job satisfaction, the second measure of employee wellbeing. The results supported linear relationships between the psychosocial working conditions and the outcome measures. A significant two-way interaction effect (control x support at work) was found for the psychological health outcome and the procedural justice by distributive justice interaction was significant for the job satisfaction outcome. Notably, the findings indicate that in addition to traditional job stressors, health promotion strategies should also address organizational justice. PMID:19596657

Lawson, Katrina J; Noblet, Andrew J; Rodwell, John J

2009-09-01

422

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

PubMed

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

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

2014-06-01

423

Commitment and leisure behavior: A theoretical perspective  

Microsoft Academic Search

The concept of commitment has been indirectly linked to a variety of topical areas in leisure research. The purpose of this paper is to identify and critique links between commitment and leisure behavior and to identify and discuss the attributes of committed behavior. The contribution of integrating the concept of commitment into research regarding conflict, substitution, recreation specialization, and leisure

Thomas Buchanan

1985-01-01

424

Self made women, agency and work commitment  

Microsoft Academic Search

The study of work commitment has been confronted by two major impediments. First, a basic problem, is the absence of a shared definition of commitment, a state of affairs that lends support to the view that commitment is a multiple and complex phenomenon. Secondly, most established theoretical frameworks have assumed that commitment to paid work is determined either by an

Fiona Scheibl

1999-01-01

425

Launch Commit Criteria Monitoring Agent  

NASA Technical Reports Server (NTRS)

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.

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

2005-01-01

426

Geography of European Life Satisfaction  

ERIC Educational Resources Information Center

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…

Okulicz-Kozaryn, Adam

2011-01-01

427

A Simulation Model for Measuring Customer Satisfaction through Employee Satisfaction  

NASA Astrophysics Data System (ADS)

Customer satisfaction is defined as a measure of how a firm's product or service performs compared to customer's expectations. It has long been a subject of research due to its importance for measuring marketing and business performance. A lot of models have been developed for its measurement. This paper propose a simulation model using employee satisfaction as one of the most important factors leading to customer satisfaction (the others being expectations and disconfirmation of expectations). Data obtained from a two-year survey in customers of banks in Greece were used. The application of three approaches regarding employee satisfaction resulted in greater customer satisfaction when there is serious effort to keep employees satisfied.

Zondiros, Dimitris; Konstantopoulos, Nikolaos; Tomaras, Petros

2007-12-01

428

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

PubMed Central

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

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

2013-01-01

429

The Relation of Secondary Traumatization to Therapists' Perceptions of the Working Alliance with Clients Who Commit Sexual Abuse  

ERIC Educational Resources Information Center

The authors assessed burnout, compassion fatigue, secondary trauma symptoms, and compassion satisfaction in relation to experienced therapists' perceptions of the working alliance. Participants, 106 specialists in the treatment of clients who commit sexual abuse, completed the Working Alliance Inventory-Short Form (T. J. Tracey & A. M. Kokotovic,…

Carmel, Melissa J. Sheehy; Friedlander, Myrna L.

2009-01-01

430

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

PubMed Central

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

Hudek-Knezevic, Jasna; Kalebic Maglica, Barbara; Krapic, Nada

2011-01-01

431

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

ERIC Educational Resources Information Center

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.…

Strayhorn, Terrell L.; Johnson, Royel M.

2014-01-01

432

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

Microsoft Academic Search

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

Kennon M. Sheldon; B. Ann Bettencourt

2002-01-01

433

Organizational Assessment Tool  

NSDL National Science Digital Library

The Organizational Assessment Tool (OAT) was written to promote learning and growth within environmental education (EE) organizations and was designed specifically to assist EE practitioners and supporters in their efforts to build local, state, and national capacity for EE. The OAT addresses leadership throughout all major areas of an organization and concludes by identifying significant leadership attributes. Areas which are addressed by the tool include organizational culture, team building, the organization itself (governing structure, governance, and strategic planning), managing skills, external stakeholders, and program evaluation.

434

Organizational Faultlines: Social Identity Dynamics and Organizational Change  

Microsoft Academic Search

The role that social identity dynamics play during organizational change is explored in a grounded theory study of a rural hospital undergoing major change. The faultline concept, from small group research, is applied at the organizational level to explain how professional identity group dynamics act as a barrier to change. The main contribution is the authors' organizational faultline model, which

Laura Gover; Linda Duxbury

2012-01-01

435

Organizational Citizenship and Organizational Justice in Turkish Primary Schools  

ERIC Educational Resources Information Center

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

Yilmaz, Kursad; Tasdan, Murat

2009-01-01

436

Employee work–life balance outcomes in Ireland: a multilevel investigation of supervisory support and perceived organizational support  

Microsoft Academic Search

This article examines how employee perceptions of supervisory and organizational support for work–life balance, in addition to the number of work–life balance programmes available, predict a number of work–life balance outcomes including role conflict, job satisfaction, family satisfaction and turnover intentions in a sample of large private and public sector organizations in Ireland. The attitudes of HR managers towards work–life

Alma McCarthy; Jeanette N. Cleveland; Sam Hunter; Colette Darcy; Geraldine Grady

2012-01-01

437

Organizational Adaptation and Higher Education.  

ERIC Educational Resources Information Center

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)

Cameron, Kim S.

1984-01-01

438

The Measurement of Vocational Commitment.  

ERIC Educational Resources Information Center

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…

Weis, Susan F.; Hubbard, Constance F.

439

Our commitment to business sustainability  

E-print Network

Our commitment to business sustainability `Timber is one of the most environmentally friendly timber, which is one of the most environmentally friendly building materials available. It is a renewable for in protecting and expanding Britain's forests and woodlands. Our implementation of an Environmental Management

440

People Strategy Committed to you  

E-print Network

is critical to sustaining our current high reputation. This will be achieved through defining what skills we who become experts in their field, are highly motivated, committed and engaged in our corporate; and > The FC will continue to have the reputation of being an organisation that is innovative and delivers its

441

Highland Hospital's mission, "Commitment to  

E-print Network

the physical, emotional, and spiritual needs of patients and loved ones in a compassionate envi- ronmentHighland Hospital's mission, "Commitment to excellence in health care, with patients that provides compassionate patient care. Today, Highland remains true to these values. Our health care

Goldman, Steven A.

442

Commitment to Student Success PHOTOBYKELLYGORHAM  

E-print Network

toenhancethestudentexperiencewhilebol- stering MSU's recruitment, retention, and graduation rates. The Vice President for Student demonstrate an abiding commitment to student success and engagement while main- taining institutional the entire uni- versity is fully engaged in supporting student success," and Vision Statement, "for those

Dyer, Bill

443

Sense or Sensibility?: How Commitment Mediates the Role of Self-Service Technology on Loyalty  

Microsoft Academic Search

\\u000a It has been well documented that employing self-service technology\\u000a (SST) results in considerable cost savings but few studies have examined its impact on consumers’ behavior. We apply a well-recognized\\u000a model from the field of services marketing in an SST context. We examine how the established relationships between satisfaction,\\u000a affective and calculative commitments, and loyalty are affected when the service is

Sangeeta Singh; Line Lervik Olsen

2009-01-01

444

Organizational values and social power  

Microsoft Academic Search

Purpose – Over the past decade, the social power taxonomy has been applied in many organizational contexts. This study aims to examine the issue of organizational values as antecedents of social power. Design\\/methodology\\/approach – A total of 187 Israeli MBA students participated in a study of power and values, as measured by organizational practices and behaviors. Findings – Findings indicated

Meni Koslowsky; Shmuel Stashevsky

2005-01-01

445

Organizational Learning and Crisis Management  

ERIC Educational Resources Information Center

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…

Wang, Jia

2007-01-01

446

Positive organizational psychology in sport  

Microsoft Academic Search

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

Christopher Robert David Wagstaff; David Fletcher; Sheldon Hanton

2012-01-01

447

Positive organizational psychology in sport  

Microsoft Academic Search

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

Christopher Robert David Wagstaff; David Fletcher; Sheldon Hanton

2011-01-01

448

Assessing organizational readiness for change  

Microsoft Academic Search

A comprehensive assessment of organizational functioning and readiness for change (ORC) was developed based on a conceptual model and previous findings on transferring research to practice. It focuses on motivation and personality attributes of program leaders and staff, institutional resources, and organizational climate as an important first step in understanding organizational factors related to implementing new technologies into a program.

Wayne E. K. Lehman; Jack M. Greener; D. Dwayne Simpson

2002-01-01

449

Organizational Performance and Customer Value  

ERIC Educational Resources Information Center

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…

Tosti, Donald; Herbst, Scott A.

2009-01-01

450

Indian Work on Organizational Effectiveness  

Microsoft Academic Search

Organizational effectiveness is a multi-dimensional construct. It may also be an important systemic variable which is both an outcome of organizational structures and processes and also their determinant. The multi-dimensionality of organizational effectiveness may reflect the multiple perspectives on organizations, of being purposive collectivities, human ecologies, living systems, and social entities. Of particular significance for the developing world is the

Khandwalla P N

451

RECOGNIZING THE ORGANIZATIONAL CONTEXT  

Microsoft Academic Search

Evaluation studies have been plagued by major problems including compromised methodological rigor, discovery of unanticipated consequences, and nonutilization of findings. Many of these problems occur because basic research methods are not designed to take account of the organizational context within which eualuation research, as applied research, is conducted. The authors propose and outline steps in an interactive strategy for designing,

J. David Hawkins; David Sloma

1979-01-01

452

Changing Organizational Cultures  

Microsoft Academic Search

This article addresses mergers in a nonprofit setting through a case study and a discussion of the literature. It addresses some commonly overlooked, though highly essential components of successful mergers: people.Nonprofit human service agencies are fundamentally changing the way they do business. The environment on which they depend is evolving rapidly, forcing many organizational and cultural changes. Mergers of nonprofit

Elissa D. Giffords; Richard P. Dina

2003-01-01

453

Academic Operations Organizational Chart  

E-print Network

Kathiresan Executive Director, Information Technology Professor Brian Mazer Special Advisor Dr. R. Robert OrrAcademic Operations Organizational Chart June 6, 2014 Campus Police Dr. David Bussiere Assistant President & Vice-Chancellor Dr. Ram Balachandar Associate Vice-Provost & Executive Director, Centre

454

Teaching Organizational Skills.  

ERIC Educational Resources Information Center

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.…

Bakunas, Boris; Holley, William

2001-01-01

455

Telecommunications and Organizational Choice.  

ERIC Educational Resources Information Center

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

Keen, Peter G. W.

1987-01-01

456

Police officer job satisfaction in relation to mood,well-being, and alcohol consumption.  

PubMed

The authors examined job satisfaction, job stress, and thoughts of quitting in relation to positive and negative affect, life satisfaction, self-esteem, and alcohol consumption among police officers. Exploratory and confirmatory factor analyses revealed that 2 dimensions, positive affect and negative affect, provided a clear family-tree organizational framework for representing the otherwise confusing pattern of associations between job and well-being variables. Job satisfaction was primarily associated with positive affect, life satisfaction, and self-esteem; job stress was primarily associated with negative affect and alcohol consumption; thoughts of quitting had moderate loadings on both factors. The 2-dimensional framework may prove useful as a guide in reviewing research in this field and in selecting constructs and measures for inclusion in future research. PMID:12206279

Kohan, Andrea; O'Connor, Brian P

2002-05-01

457

The Application of Organizational Learning Theory to Japanese and American Management  

Microsoft Academic Search

Karl Weick, in The Social Psychology of Organizing, theorized in effect that organizational learning must be governed by a theory of action. Such a theory can be described in terms of variety amplification by senior managers and variety reduction by junior managers. In a study of senior American and Japanese executives, the Japanese showed a stronger commitment to this theory

Jeremiah J. Sullivan; Ikujiro Nonaka

458

The Application of Organizational Learning Theory to Japanese and American Management  

Microsoft Academic Search

Karl Weick, in The Social Psychology of Organizing, theorized in effect that organizational learning must be governed by a theory of action. Such a theory can be described in terms of variety amplification by senior managers and variety reduction by junior managers. In a study of senior American and Japanese executives, the Japanese showed a stronger commitment to this theory

Jeremiah J. Sullivan; Ikujiro Nonaka

1986-01-01

459

Bridging the Gap: A Career Workshop Informed by Vocational and Organizational Theory.  

ERIC Educational Resources Information Center

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…

Kiziah, J. Elaine

460

The Moderating Role of Organizational Context on the Relationship Between Innovation and Firm Performance  

Microsoft Academic Search

This study examines how two cross-functional con- ditions (decision autonomy and trust) and a key managerial atti- tude toward the organization (organizational commitment), both individually and collectively, act as catalysts of the firm's ability to convert its innovation pursuits into performance outcomes. An analysis of the performance of 232 firms offers support for the hypothesized interaction effects. The positive relationship

Dirk De Clercq; Dimo Dimov

2011-01-01

461

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

Microsoft Academic Search

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

John D. Kammeyer-Mueller; Connie R. Wanberg

2003-01-01

462

Entire Complacency and Satisfaction  

E-print Network

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

2009-12-24

463

Quantifying Skype user satisfaction  

Microsoft Academic Search

The success of Skype has inspired a generation of peer-to- peer-based solutions for satisfactory real-time multimedia services over the Internet. However, fundamental questions, such as whether VoIP services like Skype are good enough in terms of user satisfaction, have not been formally addressed. One of the major challenges lies in the lack of an easily accessible and objective index to

Kuan-ta Chen; Chun-ying Huang; Polly Huang; Chin-laung Lei

2006-01-01

464

Commitment  

E-print Network

?" "Huh-unh. I haveta report ta Dobey Monday. Limited duty, wherever it is. Damn. I feel ready for the streets, now." He brought his fist down hard on the sink counter. Hutch rubbed hunched shoulders, gently, "Trust the doctors, Starsk. Don't be in too... in front of the building and was surprised by its absence. Worried, he called Starsky again, when he reached his desk...still, no answer. Seeing Dobey arrive, he hung up and called out, "Hey, Cap," he waitied for the man to turn, "I thought Starsky...

Multiple Contributors

1988-01-01

465

Emotional intelligence, emotional labor, and job satisfaction among physicians in Greece  

PubMed Central

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

2012-01-01

466

The relevance of ontological commitments  

E-print Network

In this introductory note, I describe my particular view of the notion of ontological commitments as honest and pragmatic working hypotheses that assume the existence (out there) of certain entities represented by the symbols in our theory. I argue that this is not naive, in the sense that it does not entail the belief that the hypotheses could ever be proved to be true (or false), but it is nevertheless justified by the success and predictive power of the theory that contains the concepts assumed to exist. I also claim that the ontological commitments one holds (even if tacitly so) have a great influence on what kind of science is produced, how it is used, and how it is understood. Not only I justify this claim, but I also propose a sketch of a possible falsification of it. As a natural conclusion, I defend the importance of identifying, clarifying and making explicit one's ontological commitments if fruitful scientific discussions are to be had. Finally, I compare my point of view with that of some philosop...

Echenique-Robba, Pablo

2014-01-01

467

The relevance of ontological commitments  

E-print Network

In this introductory note, I describe my particular view of the notion of ontological commitments as honest and pragmatic working hypotheses that assume the existence (out there) of certain entities represented by the symbols in our theory. I argue that this is not naive, in the sense that it does not entail the belief that the hypotheses could ever be proved to be true (or false), but it is nevertheless justified by the success and predictive power of the theory that contains the concepts assumed to exist. I also claim that the ontological commitments one holds (even if tacitly so) have a great influence on what kind of science is produced, how it is used, and how it is understood. Not only I justify this claim, but I also propose a sketch of a possible falsification of it. As a natural conclusion, I defend the importance of identifying, clarifying and making explicit one's ontological commitments if fruitful scientific discussions are to be had. Finally, I compare my point of view with that of some philosophers and scientists who have put forward similar notions.

Pablo Echenique-Robba

2014-01-14

468

Marriage Preparation: Factors Associated with Consumer Satisfaction.  

ERIC Educational Resources Information Center

Evaluated marriage preparation program to determine overall consumer satisfaction with the program, satisfaction with specific content areas, and extent to which consumer characteristics affected satisfaction ratings. Results of survey of 196 couples revealed high overall satisfaction levels, variability in satisfaction by content area, and…

Russell, Mary N.; Lyster, Rosanne Farnden

1992-01-01

469

Hand Anthropometry and SMS Satisfaction  

NASA Astrophysics Data System (ADS)

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.

Balakrishnan, Vimala; Yeow, Paul H. P.

470

Leadership-organizational culture relationship in nursing units of acute care hospitals.  

PubMed

The phenomena of leadership and organizational culture (OC) has been defined as the driving forces in the success or failure of an organization. Today, nurse managers must demonstrate leadership behaviors or styles that are appropriate for the constantly changing, complex, and turbulent health care delivery system. In this study, researchers explored the relationship between nurse managers' leadership styles and OC of nursing units within an acute care hospital that had achieved excellent organizational performance as demonstrated by a consistent increase in patient satisfaction ratings. The data from this study support that transformational and transactional contingent reward leaderships as nurse manager leadership styles that are associated with nursing unit OC that have the ability to balance the dynamics of flexibility and stability within their nursing units and are essential for maintaining organizational effectiveness. It is essential for first-line nursing leaders to acquire knowledge and skills on organizational cultural competence. PMID:18389837

Casida, Jesus; Pinto-Zipp, Genevieve

2008-01-01

471

A brief review on quantum bit commitment  

NASA Astrophysics Data System (ADS)

In classical cryptography, the bit commitment scheme is one of the most important primitives. We review the state of the art of bit commitment protocols, emphasizing its main achievements and applications. Next, we present a practical quantum bit commitment scheme, whose security relies on current technological limitations, such as the lack of long-term stable quantum memories. We demonstrate the feasibility of our practical quantum bit commitment protocol and that it can be securely implemented with nowadays technology.

Almeida, Álvaro J.; Loura, Ricardo; Paunkovi?, Nikola; Silva, Nuno A.; Muga, Nelson J.; Mateus, Paulo; André, Paulo S.; Pinto, Armando N.

2014-08-01

472

[Effect of ingroup membership on organizational meta-representation].  

PubMed

The present study considers the importance of analyzing what very powerful or influential people think about their employees. We assumed that belonging to a specific category has a differential effect on the perception of others' thoughts in the organization ("meta-representation"). Therefore, experts in organization and human resources from diverse organizations and institutions assessed seven dimensions which structure the organizational image (context, structure, organizational processes, working climate, culture, satisfaction and efficacy). The results showed that belonging to a group (managers or leaders, academicians, consultants, technicians or employees' representatives) modulated the meta-representation, as the experts' opinion about what they think that the employees consider important was related to their group. This was specifically the case for the managers' and leaders' representations, which differed from the other groups and especially from that of the technicians and employees' representatives. The implications of the present findings are discussed. PMID:21044521

de Miguel Calvo, Jesús María; Schweiger Gallo, Inge; Fernández Ríos, Manuel; Ruiz Díaz, Miguel Ángel

2010-11-01

473

Demystifying and improving organizational culture in health-care.  

PubMed

Organizational culture is defined as the shared values and beliefs that guide behavior within each organization, and it matters because it is related to performance. While culture is generally considered important, it is mysterious and intangible to most leaders. The first step toward understanding organizational culture is to measure it properly. This chapter describes methods for measuring culture in health-care organizations and how these methods were implemented in a large academic medical center. Because of the consistent empirical link between the dimension of communication, other culture dimensions, and employee satisfaction, special attention is focused in this area. Specifically, a case study of successful communication behaviors during a major "change management" initiative at a large academic medical center is described. In summary, the purpose of this chapter is to demystify the concept of culture and demonstrate how to improve it. PMID:21887935

Pellegrin, Karen L; Currey, Hal S

2011-01-01

474

Theories of loan commitments: a literature review  

Microsoft Academic Search

A loan commitment is an agreement by which a bank promises to lend to a customer at prespecified terms while retaining the right to renege on its promise if the borrower's creditworthiness deteriorates. The contract also specifies the various fees that must be paid over the life of the commitment. Loan commitments are widely used in the economy. As their

O. Emre Ergungor

2001-01-01

475

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

ERIC Educational Resources Information Center

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.…

Pearson, Quinn M.

2008-01-01

476

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

PubMed Central

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

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

2011-01-01

477

A study on the relationship between commitment of club activity and vocational readiness among university students.  

PubMed

The purpose of this study was to clarify the relationship between commitment of club activities and the vocational readiness among juniors at university. In this study, organizational commitment questionnaire (Mowday, 1979) and vocational readiness scale (Wakabayashi, Goto, and Shinkai, 1983) were tested with 178 (120 men, 58 women) juniors at one physical education university in the metropolitan area. According to correlation analysis, the relation between commitment of club activities and the vocational readiness was positive significant correlation (r = .303, p < .01). Moreover, we executed t-test. As the combined results, this study provided the following three conclusions; 1) Vocational readiness score of students who belonged to the club were higher than that of other students. 2) Vocational readiness score of students who were committed to club activities were higher than that of students with low commitment to club activities. 3) Students who were committed to club activities tended to increase the score of vocational readiness. It was not able to be declared that there were positive influences of the club activities in university education from the viewpoint of vocational readiness acquisition. Therefore, it is necessary to consider what the club activities should be from the viewpoint of university student's career education. PMID:22317677

Mizusawa, Takashi; Hochi, Yasuyuki; Mizuno, Motoki

2012-01-01

478

Investment in workforce health: exploring the implications for workforce safety climate and commitment.  

PubMed

The relationship between investment in employee health and non-health outcomes has received little research attention. Drawing from social exchange and climate theory, the current study uses a multilevel approach to examine the implications of worksite health investment for worksite safety and health climate and employee safety compliance and commitment to the worksite. Data were collected from 1932 personnel working on 31 offshore installations operating in UK waters. Installation medics provided corporate workforce health investment details for 20 of these installations. The findings provide support for a strong link between health investment practices and worksite safety and health climate. The results also found a relationship between health investment practices and organizational commitment among employees. These results suggest that health investment practices are associated with committed workforces and climates that reflect a priority on health and safety. PMID:20538100

Mearns, Kathryn; Hope, Lorraine; Ford, Michael T; Tetrick, Lois E

2010-09-01

479

A Stepwise Discriminant Analysis of Job Satisfaction and Group Cohesiveness of Biracial Blue and White Collar Workers.  

ERIC Educational Resources Information Center

The authors investigated differences in the job satisfaction and group cohesiveness of blue-collar and white-collar workers under participative and authoritative leadership styles for Negroes and whites. The Job Descriptive Index, Seashore's measure of group cohesiveness, and Likert's "Profile of Organizational Characteristics" were used. Some…

Milutinovich, Jugoslav S.; And Others

480

Subordinate Communication Satisfaction as a Function of Superior-Subordinate Co-orientation Regarding Performance Feedback Rules.  

ERIC Educational Resources Information Center

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…

Crouch, Brian S.; Hellweg, Susan A.

481

The American Customer Satisfaction Index (ACSI) Survey  

MedlinePLUS

... American Customer Satisfaction Index (ACSI) to measure online user satisfaction. The ACSI measures users' expectations and perceptions by ... through the sites. The ACSI survey generates a user satisfaction score based on users' answers to questions on ...

482

Work-Family Supportiveness Organizational Perceptions: Important for the Well-Being of Male Blue-Collar Hourly Workers?  

ERIC Educational Resources Information Center

The current study questions whether organizational perceptions of family supportiveness predict work-family conflict (WFC) and job satisfaction for an atypical sample of male hourly workers in a manufacturing organization, and whether those relationships depend on work (number of work hours) and family (number of family roles) demands. A…

Grandey, Alicia A.; Cordeiro, Bryanne L.; Michael, Judd H.

2007-01-01

483

Error analysis using organizational simulation.  

PubMed Central

Organizational simulations have been used by project organizations in civil and aerospace industries to identify work processes and organizational structures that are likely to fail under certain conditions. Using a simulation system based on Galbraith's information-processing theory and Simon's notion of bounded-rationality, we retrospectively modeled a chemotherapy administration error that occurred in a hospital setting. Our simulation suggested that when there is a high rate of unexpected events, the oncology fellow was differentially backlogged with work when compared with other organizational members. Alternative scenarios suggested that providing more knowledge resources to the oncology fellow improved her performance more effectively than adding additional staff to the organization. Although it is not possible to know whether this might have prevented the error, organizational simulation may be an effective tool to prospectively evaluate organizational "weak links", and explore alternative scenarios to correct potential organizational problems before they generate errors. PMID:11079885

Fridsma, D. B.

2000-01-01

484

Measuring government commitment to vaccination.  

PubMed

Vaccination is among the most cost-effective health interventions and has attracted ever greater levels of funding from public and private donors. However, some countries, mainly populous lower-middle income countries, are lagging behind on vaccination financing and performance. In this paper, we discuss the rationale for investing in vaccination and construct a metric to measure government commitment to vaccination that could promote accountability and better tracking of performance. While noting the limitations of available data, we find that populous middle-income countries, which stand to gain tremendously from increased vaccination uptake, perform poorly in terms of their vaccination outcomes. PMID:23598491

Glassman, Amanda; Zoloa, Juan Ignacio; Duran, Denizhan

2013-04-18

485

Commitment accounting for CO2 emissions  

NASA Astrophysics Data System (ADS)

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

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

2013-12-01

486

Organizational Website Design as a Rhetorical Situation  

Microsoft Academic Search

While a significant amount of attention and interest has been directed to investigate the communicative functions of organizational websites, little research has been done to examine how internal organizational communication shapes organizational website design. This study employs the theory of rhetorical situation to examine the impact of internal organizational communication on website design. Specifically, it has examined a few organizational

Canchu Lin

2007-01-01

487

Patient Satisfaction: Improving HCAHPS scores  

E-print Network

Patient Satisfaction: Improving HCAHPS scores in the Johns Hopkins Hospital Department of Medicine Leadership Program for the Advancement of Patient Care Quality and Safety ·Regardless of location. Patient satisfaction is an important aspect of patient care and is progressively being utilized

von der Heydt, Rüdiger

488

Perspectives on User Satisfaction Surveys.  

ERIC Educational Resources Information Center

Discusses academic libraries, digital environments, increasing competition, the relationship between service quality and user satisfaction, and user surveys. Describes the SERVQUAL model that measures service quality and user satisfaction in academic libraries; considers gaps between user expectations and managers' perceptions of user…

Cullen, Rowena

2001-01-01

489

Incompetent misdemeanants--pseudocivil commitment.  

PubMed

Prior to Jackson v. Indiana, psychiatric hospitalization of those found to be incompetent to stand trial often led to an inordinately long confinement, a particularly invidious consequence if the patient had been accused only of a misdemeanor. After a highly publicized murder perpetrated by a patient originally in this category, New York State instituted a rather cumbersome set of procedures designed to assure several layers of review, including involvement of the legal system, prior to increasing privileges or discharging someone committed pursuant to a criminal court order. The effect of this new law on patient care is examined by looking at the hospital course of 52 incompetent misdemeanants at one state facility. They are demographically and clinically quite similar to a control group of persons civilly committed, except for an increased length of inpatient stay. When compared with those sent to the county penitentiary after conviction, the study population differs on several important parameters. Looking like a patient, the incompetent misdemeanant is, however, treated more as a criminal with no indication that public safety is thereby increased or that individual therapeutic objectives are enhanced. PMID:3697515

Rachlin, S; Stokman, C L; Grossman, S

1986-01-01

490

The Query-commit Problem  

E-print Network

In the query-commit problem we are given a graph where edges have distinct probabilities of existing. It is possible to query the edges of the graph, and if the queried edge exists then its endpoints are irrevocably matched. The goal is to find a querying strategy which maximizes the expected size of the matching obtained. This stochastic matching setup is motivated by applications in kidney exchanges and online dating. In this paper we address the query-commit problem from both theoretical and experimental perspectives. First, we show that a simple class of edges can be queried without compromising the optimality of the strategy. This property is then used to obtain in polynomial time an optimal querying strategy when the input graph is sparse. Next we turn our attentions to the kidney exchange application, focusing on instances modeled over real data from existing exchange programs. We prove that, as the number of nodes grows, almost every instance admits a strategy which matches almost all nodes. This resu...

Molinaro, Marco

2011-01-01

491

An integrative model linking feedback environment and organizational citizenship behavior.  

PubMed

Past empirical evidence has suggested that a positive supervisor feedback environment may enhance employees' organizational citizenship behavior (OCB). In this study, we aim to extend previous research by proposing and testing an integrative model that examines the mediating processes underlying the relationship between supervisor feedback environment and employee OCB. Data were collected from 259 subordinate-supervisor dyads across a variety of organizations in Taiwan. We used structural equation modeling to test our hypotheses. The results demonstrated that supervisor feedback environment influenced employees' OCB indirectly through (1) both positive affective-cognition and positive attitude (i.e., person-organization fit and organizational commitment), and (2) both negative affective-cognition and negative attitude (i.e., role stressors and job burnout). Theoretical and practical implications are discussed. PMID:21166326

Peng, Jei-Chen; Chiu, Su-Fen

2010-01-01

492

Organizational recruitment website effects on viewers’ perceptions of organizational culture  

Microsoft Academic Search

When utilizing traditional recruitment media, organizations are typically limited to providing job seekers with information solely on their vacant positions. Organizational recruitment websites, on the other hand, allow organizations to provide prospective applicants with both job descriptions and other information about the organization. However, little research exists regarding the impressions that viewers gain from organizational recruitment websites. The present study

Phillip W. Braddy; Adam W. Meade; Christina M. Kroustalis

2006-01-01

493

Organizational Communication as an Important Factor of Organizational Behaviour  

Microsoft Academic Search

Organization sets itself specific objectives in order to meet the better business success, and to gain comparative advantage over the competition. For these objectives to be achieved, of crucial importance is organizational communication per se which implies communication among employees, as well as communication between different hierarchic levels in the same organization. Communication as an element of organizational behaviour is

Zeljko Turkalj; Ivana Fosic

2009-01-01

494

Interrelating leadership behaviors, organizational socialization, and organizational culture  

Microsoft Academic Search

Purpose – The purpose of this paper is to look into the theories regarding leadership, organizational culture, and organizational socialization and the theory that some aspects of socialization (e.g. employee enthusiasm for, or lack of, cooperation) can influence an organization's culture. Design\\/methodology\\/approach – Via questionnaire, 166 employees from a variety of organizations evaluated their leaders and companies on all variables.

Robert J. Taormina

2008-01-01

495

The Importance of Organizational Learning for Organizational Sustainability  

ERIC Educational Resources Information Center

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…

Smith, Peter A. C.

2012-01-01

496

Work and Pregnancy: Individual and Organizational Factors Influencing Organizational Commitment, Timing of Maternity Leave, and Return to Work  

Microsoft Academic Search

The authors surveyed 86 pregnant women (73%White, 8% Asian, 7% African American, 6% Hispanic, and1% Native American) to examine individual andorganizational factors associated with organizationalcommitment and planned timing of their maternity leavesand return to work after childbirth. Women whoseorganizations offered guaranteed jobs after childbirthplanned to work later into their pregnancies and toreturn to work sooner after childbirth. Women whoperceived supportive

Karen S. Lyness; Cynthia A. Thompson; Anne Marie Francesco; Michael K. Judiesch

1999-01-01

497

Organizational Errors: Directions for Future Research  

E-print Network

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 ...

Carroll, John Stephen

498

15 CFR 923.46 - Organizational structure.  

Code of Federal Regulations, 2010 CFR

...2010-01-01 false Organizational structure. 923.46 Section...Organization § 923.46 Organizational structure. The State must be...program must describe the organizational structure that will be used to...

2010-01-01

499

Work experience and satisfaction of male and female professors in Turkey: signs of progress?  

Microsoft Academic Search

Purpose – This research aims to investigate gender differences among professors in Turkey. Design\\/methodology\\/approach – Data were collected from 243 male and 165 female professors using an anonymously completed internet based questionnaire. Measures included personal demographic and work situation characteristics, workaholism components and validating job behaviors (e.g. perfectionism) workaholism antecedents (e.g. beliefs and fears, organizational values), work and extra-work satisfactions,

Mustafa Koyuncu; Ronald J. Burke; Lisa Fiksenbaum

2006-01-01

500

The commitment of young soccer players.  

PubMed

The main purpose of this study was to test the Sport Commitment Model in young soccer players. Participants' ( N = 437) age ranged from 14 to 16 years. Based on the sport commitment model proposed by Scanlan and colleagues, 6 scales and 28-items constitute the Sport Commitment Questionnaire (SCQ). Results of this study provide some support for the reliability and validity of the SCQ, using a sample of young soccer players. Reliability analysis provided acceptable internal consistency for four scales: Sport Commitment, Sport Enjoyment, Involvement Alternatives and Social Constraints. Sport Enjoyment (Beta= .56, p <.001) and Involvement Alternatives (Beta= -.40, p <.001) were the strongest sport commitment predictors. Further studies with a broader age range, different genders, and other sports or competitive levels are required to continue analyzing the sport commitment model. PMID:17425896

Sousa, Catarina; Torregrosa, Miquel; Viladrich, Carme; Villamarín, Francisco; Cruz, Jaume

2007-05-01