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1

Job Satisfaction and Organizational Commitment.  

National Technical Information Service (NTIS)

The literature on job satisfaction and organizational commitment is reviewed. Job satisfaction is defined and current theoretical perspectives identified. Subsequent discussion focuses on the measurement of satisfaction, methods of studying satisfaction, ...

R. W. Griffin T. S. Bateman

1985-01-01

2

Impact of satisfaction and commitment on teachers’ organizational citizenship  

Microsoft Academic Search

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

Harun Sesen; Nejat H. Basim

2012-01-01

3

Work values, job satisfaction and organizational commitment in China  

Microsoft Academic Search

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

Fabian Jintae Froese; Shufeng Xiao

2011-01-01

4

Work values, job satisfaction and organizational commitment in China  

Microsoft Academic Search

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

Fabian Jintae Froese; Shufeng Xiao

2012-01-01

5

Impact of Satisfaction and Commitment on Teachers' Organizational Citizenship  

ERIC Educational Resources Information Center

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

Sesen, Harun; Basim, Nejat H.

2012-01-01

6

Teachers: Emotional Intelligence, Job Satisfaction, and Organizational Commitment  

ERIC Educational Resources Information Center

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

Anari, Nahid Naderi

2012-01-01

7

Organizational commitment, job satisfaction, and turnover among psychiatric technicians  

Microsoft Academic Search

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

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

1974-01-01

8

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

ERIC Educational Resources Information Center

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

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

2010-01-01

9

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

10

Organizational Commitment Profiles and Job Satisfaction among Greek Private and Public Sector Employees  

Microsoft Academic Search

Recent research into organizational commitment has advocated a profiles-based approach. However, with the exception of Wasti, published findings are confined to North American samples. This article examines the relationships between organizational commitment profiles and job satisfaction in Greece. Greek organizations have rarely been the subject of detailed examination, so the study provides baseline information regarding levels of organizational commitment and

Yannis Markovits; Ann J. Davis; Rolf van Dick

2007-01-01

11

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

Microsoft Academic Search

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

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

2010-01-01

12

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

Microsoft Academic Search

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

Pei-Lee. Teh; Laosirihongthong. Tritos

2011-01-01

13

The relationship research among organizational commitment, employee satisfaction and work performance  

Microsoft Academic Search

This study used questionnaires, released 243 copies questionnaires in Shaanxi Province, carried out correlation analysis and multiple stepwise regression analysis on survey quantified results by SPSS software. This study explored the mutual relationships among the three factors: organizational commitment, employee satisfaction, work performance in Shaanxi enterprise, pointed that there is significant positive correlation among organizational commitment, employee satisfaction, and work

Chen Jing; Sun Xiao-hua

2009-01-01

14

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

Microsoft Academic Search

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

Mehmet Top; Omer Gider

2012-01-01

15

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

Microsoft Academic Search

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

Larry J. Williams; Stella E. Anderson

1991-01-01

16

The missing link between job satisfaction and correctional staff behavior: The issue of organizational commitment  

Microsoft Academic Search

Over the past twenty years, several empirical studies have examined the consequences of job satisfaction among correctional\\u000a staff. When looking at worker behavior in other disciplines, though, it is commonplace to include both job satisfaction and\\u000a organizational commitment. However, very few studies about correctional staff behavior include both concepts. This paper discusses\\u000a job satisfaction and organizational commitment, and addresses the

ERIC G. LAMBERTtt; Shannon M. Barton; Nancy Lynne Hogan

1999-01-01

17

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

Microsoft Academic Search

This research sought to clarify how certain personal and organizational factors influence the job satisfaction and organizational commitment of early childhood educators who work in center-based programs. Several important conclusions emerged. A fairly stable set of job clusters were identified as contributing sources of satisfaction and frustration: co-worker relations; supervisor relations; the nature of the work itself; pay and opportunities

Paula Jorde-Bloom

1988-01-01

18

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

19

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

Microsoft Academic Search

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

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

2010-01-01

20

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

PubMed

The purpose of this study was to examine whether job characteristics, the work environment, participation in quality improvement activities and facility quality improvement environment predicted employee commitment and job satisfaction in nursing homes, and whether those same predictors and commitment and satisfaction predicted turnover intention. A total of 6,584 nursing home employees from 76 nursing homes in a midwestern state participated. A self-administered questionnaire was used to collect the data. The results supported the hypotheses that job and organizational factors predicted commitment and satisfaction while commitment and satisfaction predicted turnover intentions. The implications for retaining nursing home employees are discussed. PMID:16253944

Karsh, B; Booske, B C; Sainfort, F

2005-08-15

21

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

Microsoft Academic Search

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

Christian Vandenberghe; Michel Tremblay

2008-01-01

22

The Effects of Subordinate-Supervisor Conscientiousness Fit on Organizational Commitment and Career Satisfaction  

Microsoft Academic Search

This study focused on the effects of subordinate-supervisor conscientiousness fit on organizational commitment and job satisfaction, and explored the mediator effect of trust in leadership between subordinate-supervisor conscientiousness fit and outcomes. The results showed that some specific dimensionalities of the subordinate-supervisor conscientiousness fit had significant positive influence to trust in leadership, organizational commitment, and career satisfaction. There are significant positive

Xiaoping Liu; Jinfei Zhou

2010-01-01

23

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

PubMed Central

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

Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

2013-01-01

24

The role of personal work goals in newcomers' job satisfaction and organizational commitment: a longitudinal analysis.  

PubMed

This study examined the importance of 3 characteristics of personal work goals (i.e., commitment, attainability, and progress) in accounting for changes in newcomers' affective job attitudes (i.e., job satisfaction and organizational commitment) during the 1st months of employment. Twenty weeks after organizational entry, 81 newcomers provided a list of their personal work goals. Goal attributes and job attitudes were assessed at 3 testing periods covering 8 months. Goal commitment was found to moderate the extent to which differences in the attainability of personal goals at the workplace accounted for changes in job satisfaction and organizational commitment. Goal progress mediated the interactive effect of goal commitment and attainability on newcomers' job attitudes. Findings are discussed with respect to their relevance for proactive approaches to organizational socialization. PMID:11596797

Maier, G W; Brunstein, J C

2001-10-01

25

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

26

The unfolding effects of organizational commitment and anticipated job satisfaction on voluntary employee turnover  

Microsoft Academic Search

An evolving discontent with existing theories of voluntary turnover led to the postulation of an “unfolding model” for the effects of organizational commitment and anticipated job satisfaction on voluntary employee turnover. In particular, existing theory and research on voluntary turnover were judged to apply validly to only a very small number of organizational situations. That is, their ecological validities appear

Thomas W. Lee; Terence R. Mitchell

1991-01-01

27

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

ERIC Educational Resources Information Center

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

McGhee, Marcheta; Satcher, Jamie

28

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

29

Satisfaction with job security as a predictor of organizational commitment and job performance in a multicultural environment  

Microsoft Academic Search

The study explores the role of satisfaction with job security in predicting organizational commitment and job performance in a multicultural non-Western environment. It also examines factors contributing to the variations in satisfaction with job security among employees. Results indicate that satisfaction with job security is positively correlated with both organizational commitment and job performance. Furthermore, employees’ age, educational level, job

Darwish A. Yousef

1998-01-01

30

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

Microsoft Academic Search

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

Sunyoung Park

2010-01-01

31

An exploratory factor analysis of workplace learning, job satisfaction, and organizational commitment in small to midsize enterprises in Taiwan  

Microsoft Academic Search

The purpose of this study was twofold: (1) to identify the factor structures associated with three Western-developed instruments (Small Business Workplace Learning Survey, Minnesota Satisfaction Questionnaire, and the Organizational Commitment Questionnaire, hereinafter referred to as SBWLS, MSQ, or OCQ) used to assess workplace learning, job satisfaction, and organizational commitment when applied in a non-Western setting; and (2) to determine if

Jia Wang; Homer Tolson; Ti-Lin Chiang; Tse-Yang Huang

2010-01-01

32

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

PubMed Central

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

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

2009-01-01

33

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

ERIC Educational Resources Information Center

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

Lim, Taejo

2010-01-01

34

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

35

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.

2010-01-01

36

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

National Technical Information Service (NTIS)

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

N. L. Saxon

2012-01-01

37

Structural Determinants of Job Satisfaction and Organizational Commitment in Turnover Models  

Microsoft Academic Search

Using Meta-Analytical Structural Equation Modeling (SEM), the relationships between structural determinants of job satisfaction and organizational commitment were investigated in the context of contemporary turnover models. Data for this study were obtained from nine empirical studies conducted under the direction of James L. Price and Charles W. Mueller at the University of Iowa. The results suggest that only three structural

Stefan Gaertner

1999-01-01

38

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

Microsoft Academic Search

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

Xu Bi-lin; Wang Xi; Li Tao

2010-01-01

39

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

Microsoft Academic Search

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

Jules Carrière; Christopher Bourque

2009-01-01

40

A study of the relationship between job satisfaction, organizational commitment and turnover intention among hospital employees.  

PubMed

The purpose of this descriptive, co-relational and cross-sectional study was to gain a better understanding of the relationships between job satisfaction and organizational commitment of employees, and their impact on turnover intention at Isfahan Hospitals, Isfahan, Iran, in 2005. Data were collected by the distribution of two questionnaires among 629 employees of these hospitals through a stratified random sampling method. The results of the paper indicate that hospital employees are moderately satisfied with their jobs and committed to their organization. Employees' job satisfaction and organizational commitment were closely inter-related and correlated with turnover intention (P < 0.001). The positive correlation between the two was expected, but there was also unexpected correlation with turnover intention. This may be due to external factors, such as job market conditions, which may influence perceived opportunities for career advancement elsewhere. The impact of such external factors is outside the scope of this study, but will have to be investigated in further research. As job satisfaction and organizational commitment have strong correlation with turnover, it is very important to reinforce them by applying the right human resource policies. PMID:18957399

Mosadeghrad, Ali Mohammad; Ferlie, Ewan; Rosenberg, Duska

2008-11-01

41

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

Microsoft Academic Search

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

Hugh P. Gunz; Sarah P. Gunz

1994-01-01

42

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

Microsoft Academic Search

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

Peter Lok; John Crawford

1999-01-01

43

Organizational commitment of military physicians.  

PubMed

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

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

2009-09-01

44

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

Microsoft Academic Search

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

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

2010-01-01

45

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

Microsoft Academic Search

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

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

2005-01-01

46

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

PubMed

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

Chang, Ching-Sheng; Chang, Hsin-Hsin

2007-12-01

47

??????????????????? ???????-???????? A Study on the Relationship among Internal Marketing, Job Satisfaction, Organizational Commitment, and Customer Orientation A Case of Theme Park in Taiwan  

Microsoft Academic Search

The study focuses on the internal marketing of theme park in Taiwan. The purpose is to explore the essences of int ernal marketing and its influence on job satisfaction, organizational commitment and customer

Shen-Ching Cheng; Yen-Rung Chang

48

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

ERIC Educational Resources Information Center

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

Ting, Shueh-Chin

2011-01-01

49

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

Microsoft Academic Search

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

Karthik Namasivayam; Xinyuan Zhao

2007-01-01

50

How Does Organizational Commitment Affect Organizational Innovation  

Microsoft Academic Search

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

Lin Ming; Zhang Zhao Ying

2010-01-01

51

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

Microsoft Academic Search

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

Keun S. Lee; Tao Gao

2005-01-01

52

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

53

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

54

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

National Technical Information Service (NTIS)

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

R. M. McIntyre

2001-01-01

55

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

Microsoft Academic Search

This study proposes relationships between job satisfaction, affective commitment (organization, supervisor and workgroup), and exchange relations with supervisor, organization and workgroup members among extension personnel. Perceived self-esteem (SE) is hypothesized to moderate relations between the social exchange foci and the corresponding commitment foci and global job satisfaction. One hundred and fifty-six extension personnel (i.e. 93.41% responses) from Ogun State Agricultural

Olugbenga Jelil Ladebo; Olalekan Jacob Olaoye; Comfort Oyekale Adamu

2008-01-01

56

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

Microsoft Academic Search

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

Ming-Tien Tsai; Chun-Chen Huang

2008-01-01

57

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

Microsoft Academic Search

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

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

2004-01-01

58

Predictors of Organizational Commitment among Staff in Assisted Living  

ERIC Educational Resources Information Center

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

Sikorska-Simmons, Elzbieta

2005-01-01

59

Perceived organizational support and employee performance: The mediating role of organizational commitment and organizational citizenship behavior  

Microsoft Academic Search

Current sport management literature shows that perceived organizational support (POS) influences some important employee attitudes and behaviors such as organizational citizenship behavior (OCB), organizational commitment (OC), job satisfaction, and turnover intention, among other attitudinal variables (e.g., Wayne, Shore, Boomer, & Tetrick, 2002; Pack, 2005). These employee attitudes and reactions, in turn, are said to influence employee performance. While the investigation

Claudio Rocha; Packianathan Chelladurai

2008-01-01

60

Organizational Commitment through Organizational Socialization Tactics  

ERIC Educational Resources Information Center

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

Filstad, Cathrine

2011-01-01

61

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

ERIC Educational Resources Information Center

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

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

2008-01-01

62

Pilot study for evidence-based nursing management: improving the levels of job satisfaction, organizational commitment, and intent to leave among nurses in Turkey.  

PubMed

Because of the nursing shortage problem, an important goal for nurse managers is preventing nurses from leaving the organization. This study analyzed the effect of evidence-based nursing management practices on nurses' levels of job satisfaction, organizational commitment, and intent to leave using the Promoting Action Research Implementation in Health Service framework as a guide. This study employed a single-group, quasi-experimental, pretest-post-test design with repeated measures. Data were collected using the Minnesota Job Satisfaction Questionnaire and the Organizational Commitment Scale. The study was conducted at a 127-bed private, accredited hospital. The sample was composed of 58 nurses who participated in all three measurements. Data analysis was conducted using repeated-measures anova and the Cochrane Q-test. An improvement was observed in the nurses' intrinsic, extrinsic, and total satisfaction levels, and in the degree of normative commitment. Nurse managers stated that they benefited from this study. In order to find effective and long-lasting solutions to the nursing shortage problem, evidence-based recommendations should be used in nursing management. PMID:22462608

Arslan Yurumezoglu, Havva; Kocaman, Gulseren

2012-03-28

63

Variables related to organizational commitment in health professionals.  

PubMed

Three measures of organizational commitment were related to scores from the Multidimensional Job Satisfaction Scale in a sample of 1121 health professionals to ascertain the organizational factors which were associated with commitment. Opportunity for personal growth or self-actualization and physical working conditions were related to all three forms of commitment. Affective and Normative Commitment were also enhanced in organizations with promotion systems perceived as fair. Organizational groups which also had satisfactory pay scales and supervisors perceived as possessing positive job-related skills had enhanced Affective Commitment; the presence of coworkers with positive attributes was related to Normative Commitment and high opportunities for promotion to Continuance Commitment. PMID:8058849

Shouksmith, G

1994-06-01

64

Predicting Organizational Commitment from Organizational Culture in Turkish Primary Schools  

ERIC Educational Resources Information Center

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

Ipek, Cemalettin

2010-01-01

65

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

66

Faculty Organizational Commitment and Citizenship  

ERIC Educational Resources Information Center

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

Lawrence, Janet; Ott, Molly; Bell, Alli

2012-01-01

67

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

ERIC Educational Resources Information Center

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

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

2008-01-01

68

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

Microsoft Academic Search

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

Cheri Ostroff

1992-01-01

69

Predictors of organizational commitment among occupational therapists.  

PubMed

Organizational commitment may have an important influence on work related outcomes (attrition, absenteeism, burnout, tardiness, and job performance) particularly during times of health care organizational turmoil and change. This study used a correlational research design with multiple regression analysis to determine the predictive power of extrinsic and intrinsic rewards as determinants of organizational commitment among occupational therapists (OTRs) working full-time in ambulatory care and hospital settings. Task involvement was a significant predictor of OTRs' commitment in both ambulatory care and hospital settings. General working conditions and task autonomy were significant determinants of commitment among OTRs working in ambulatory care settings. Salary and supervision were significant predictors of commitment among hospital OTRs. Given the demand for OTRs in ambulatory care and hospital settings, a better understanding of significant determinants that influence organizational commitment among OTRs could prove beneficial in developing recruitment and retention job design strategies. PMID:23944217

Painter, J; Akroyd, D

1998-01-01

70

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

National Technical Information Service (NTIS)

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

W. H. Mobley K. K. Hwang

1982-01-01

71

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

ERIC Educational Resources Information Center

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

Shepherd-Osborne, Tracie

2009-01-01

72

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

Microsoft Academic Search

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

Sundas Warsi; Noor Fatima; Shamim A. Sahibzada

2009-01-01

73

Procedural Justice, Occupational Identification, and Organizational Commitment.  

National Technical Information Service (NTIS)

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

L. A. Witt

1992-01-01

74

Commitment to Organizational Change: A Critical Review  

Microsoft Academic Search

This article provides a critical, narrative review of existing findings from the organizational behavior literature on the assessment of employee commitment to change initiatives. First, articles that have assessed commitment to change and attempted to link it to antecedents and\\/or outcomes are analyzed. Second, implications of these results and recommendations for future research are provided, focusing on the need to

Stephen Jaros

2010-01-01

75

Dissecting Organizational Commitment and Its Relationship with Employee Behavior  

Microsoft Academic Search

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

Thomas E. Slocombe; Thomas W. Dougherty

1998-01-01

76

The Effects of Organizational Training on Organizational Commitment  

ERIC Educational Resources Information Center

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

Bulut, Cagri; Culha, Osman

2010-01-01

77

The Relationship between Organizational Commitment and Organizational Climate in Manufacturing  

ERIC Educational Resources Information Center

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

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

2004-01-01

78

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

79

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

PubMed

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

Bratt, Marilyn Meyer; Felzer, Holly M

80

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

Microsoft Academic Search

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

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

2007-01-01

81

Regulatory Foci and Organizational Commitment  

ERIC Educational Resources Information Center

|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…

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

2008-01-01

82

Commitment and employee behavior: Comparison of affective commitment and continuance commitment with perceived organizational support  

Microsoft Academic Search

The social exchange view of commitment (R. Eisenberger, R. Huntington, S. Hutchison, & D. Sowa, 1986) suggests that employees' perceptions of the organization's commitment to them (perceived organizational support, or POS) creates feelings of obligation to the employer, which enhances em- ployees' work behavior. The authors addressed the question of whether POS or the more traditional commitment concepts of affective

Lynn McFarlane Shore; Sandy J. Wayne

1993-01-01

83

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

Microsoft Academic Search

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

Wang Dan; Zhang Dan-dan

2010-01-01

84

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

85

Influencing Organizational Commitment through Office Redesign  

ERIC Educational Resources Information Center

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

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

2012-01-01

86

Influencing Organizational Commitment through Office Redesign  

ERIC Educational Resources Information Center

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

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

2012-01-01

87

Organizational handling of careers influences managers' organizational commitment  

Microsoft Academic Search

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

Mary Bambacas

2010-01-01

88

Sexual satisfaction in committed relationships  

Microsoft Academic Search

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

Pepper Schwartz; Linda Young

2009-01-01

89

DOES PERCEIVED ORGANIZATIONAL SUPPORT MEDIATE THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL COMMITMENT?  

Microsoft Academic Search

This study examines a model involving Human Resource Management (HRM) practices, perceived organizational support, and organizational commitment. It was hypothesized that HRM practices (performance appraisal, training and career development) will be positively related to organizational commitment, and that perceived organizational support would serve as a mediator in the relationship between HRM practices and commitment. The statistical results on data gathered

Aizzat Mohd. Nasurdin; Mohamad Abdullah Hemdi; Lye Phei Guat

2008-01-01

90

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

National Technical Information Service (NTIS)

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

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

1982-01-01

91

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

92

Predictors of organizational commitment in India: strategic HR roles, organizational learning capability and psychological empowerment  

Microsoft Academic Search

Employee commitment continues to be one of the most exciting issues for both practitioners and academicians. Linkages in literature are found for HRM Practices, but there is a lacuna of research linking organizational commitment and strategic HR roles, psychological empowerment as well as organizational learning capability. The current study examines these linkages. Whether these variables predict organizational commitment in Indian

Jyotsna Bhatnagar

2007-01-01

93

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

Microsoft Academic Search

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

John O. Okpara; Pamela Wynn

2008-01-01

94

Leadership – style, satisfaction and commitment : An exploration in the United Arab Emirates' construction sector  

Microsoft Academic Search

Purpose – This paper aims to provide an examination of the extent to which different leadership styles impact employee job satisfaction and organizational commitment in the United Arab Emirates (UAE) through a case analysis in the construction sector. Design\\/methodology\\/approach – The research is based on a survey of three companies, one client organization, one consultancy firm and one contracting company.

Kasim Randeree; Abdul Ghaffar Chaudhry

2012-01-01

95

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

Microsoft Academic Search

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

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

2002-01-01

96

Value Orientation, Organizational Rewards, and Job Satisfaction.  

National Technical Information Service (NTIS)

The nation-wide sales force (N=540) of a large food and beverage firm responded to a survey designed to investigate the role of value orientation as a moderator of the relationship between organizational rewards and job satisfaction. From equifinality the...

W. F. Cascio

1973-01-01

97

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

Microsoft Academic Search

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

A. Newman; A. Z. Sheikh

2012-01-01

98

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

Microsoft Academic Search

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

A. Newman; A. Z. Sheikh

2011-01-01

99

Predictors of Organizational Commitment: Variations across Career Stages.  

ERIC Educational Resources Information Center

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

Brooks, Jan Leeman; Seers, Anson

1991-01-01

100

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

101

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

Microsoft Academic Search

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

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

2007-01-01

102

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

ERIC Educational Resources Information Center

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

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

2011-01-01

103

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

104

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

105

The Relationship between Organizational Commitment, Intention to Remain and Attitude towards Absenteeism.  

ERIC Educational Resources Information Center

|In recent years, organizational analysts have examined the dynamics of organizational commitment both in production and service industries. These efforts have attempted to identify the antecedents and consequences of organizational commitment. The linkages between organizational commitment, employees' intention to remain, and attitudes towards…

Rotter, Naomi G.; Mills, Miriam K.

106

Variability in the Organizational Climate of Government Offices and Affective Organizational Commitment  

Microsoft Academic Search

This study examined the shared perceptions of 739 professional and technical employees regarding organizational climate and the strength of affective commitment in fifty-one geographically dispersed offices of an agency of state government. The results indicated that the level of affective commitment in these offices could be predicted reliably (adjusted R2 = .75) from three of the eight dimensions of organizational climate included

Shahidul Hassan; John Rohrbaugh

2012-01-01

107

Organizational effectiveness and commitment through strategic management  

Microsoft Academic Search

Asserts that top management needs to be aware of both high and low consensus among their management teams in terms of commitment to what they say they are doing in the organization. All too often leaders in organizations who are conditioned by repetitive refrains of hearing the “customer is number one” come to believe it and fail to evaluate the

Mary S. Thibodeaux; Edward Favilla

1996-01-01

108

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

109

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

110

Why work? : the contribution of value perceptions and efficacy expectations to organizational commitment  

Microsoft Academic Search

The dissertation describes a project aimed at an understanding of the way both (congruence between) organizational and individual values and efficacy expectations contribute to organizational commitment.

Vuuren van Hubrecht Abraham

2006-01-01

111

Work Motivation, Job Satisfaction, and Organisational Commitment of Library Personnel in Academic and Research Libraries in Oyo State, Nigeria  

Microsoft Academic Search

A well-managed organization sees employees as the source of quality and productivity. This study examines the perception of work motivation in relation to job satisfaction and organizational commitment of library personnel in academic and research libraries in Oyo state, Nigeria. Two hundred library personnel (41% female, 59% male) were selected through a total enumeration sampling from five research and four

Adeyinka Tella; C. O. Ayeni; S. O. Popoola

2007-01-01

112

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

ERIC Educational Resources Information Center

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

Madlock, Paul E.

2012-01-01

113

Research Note: Organizational Commitment in the Restaurant Industry  

Microsoft Academic Search

The hospitality industry has faced many challenges throughout the years in terms of managing, retaining, and motivating its people with the concept of organizational commitment being of primary interest. The findings of this study as set within the restaurant sector indicate that monetary incentives influence restaurant workers' degree committment to the organization but to a lesser degree than intrinsic factors.

Randall S. Upchurch; Robin B. DiPietro; Catherine Curtis; Jeannie Hahm

2010-01-01

114

Organizational Commitment among High School Teachers of India and Iran  

ERIC Educational Resources Information Center

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

Joolideh, Faranak; Yeshodhara, K.

2009-01-01

115

Organizational Commitment among High School Teachers of India and Iran  

ERIC Educational Resources Information Center

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

Joolideh, Faranak; Yeshodhara, K.

2009-01-01

116

Organizational Commitment, Knowledge Management Interventions, and Learning Organization Capacity  

ERIC Educational Resources Information Center

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

Massingham, Peter; Diment, Kieren

2009-01-01

117

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

ERIC Educational Resources Information Center

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

McReynolds, Kevin V.

2010-01-01

118

Workplace spirituality and organizational commitment: an integrative model  

Microsoft Academic Search

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

Christian Vandenberghe

2011-01-01

119

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

ERIC Educational Resources Information Center

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

Krishna, Vijay; Casey, Andrea

2008-01-01

120

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

ERIC Educational Resources Information Center

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

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

2005-01-01

121

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

Microsoft Academic Search

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

Mahmut Demir

2011-01-01

122

The Relation of Organizational Differences to Job Satisfaction for Managers.  

National Technical Information Service (NTIS)

Job satisfaction has typically been viewed as a predominantly personal phenomenon and it has been studied this way. The present study investigates the influence of organizational variables on patterns of responses of 1099 managers in five companies to 28 ...

P. A. Jury W. Weitzel R. V. Dawis P. R. Pinto

1971-01-01

123

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

124

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

ERIC Educational Resources Information Center

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

Cohen, Aaron

2006-01-01

125

Relationships among leadership, organizational commitment, and ocb in uruguayan health institutions  

Microsoft Academic Search

We develop and test a model that relates leadership behaviors, organizational commitment, and organizational citizenship behaviors (OCBs). We test the model using structural equations with a sample of 116 doctors from Uruguay. Consistent with expectations, our results show that transactional leadership behaviors increase followers' continuance commitment and decrease their growth commitment, whereas transformational leadership behaviors increase followers' growth commitment and

Raul Lagomarsino; Pablo Cardona

2003-01-01

126

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

127

Human resource practices, organizational commitment and intention to stay  

Microsoft Academic Search

Purpose – The purpose of this paper is to examine the impacts of key human resource (HR) practices on permanent employees' organizational commitment and intention to stay. These practices include facilitating of person-organization fit (P-O fit), designing effective remuneration and recognition, creating sufficiently challenging assignments, and implementing training and career development. Design\\/methodology\\/approach – The study was carried out in three

Janet Chew; Christopher C. A. Chan

2008-01-01

128

Factors affecting internship satisfaction: Based on organizational socialization theory  

Microsoft Academic Search

Internship is not only the learning tools but also a good chance for college students to understand the workplace culture and his or her future working role within the organization. Based on organizational socialization theory, this empirical study analyzes the factors affecting college students' internship satisfaction. The major finding is that: the organizational socialization tactics adopted by the organizations and

He Huang; Jia Jia

2010-01-01

129

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

130

Job Satisfaction of Teachers and Organizational Effectiveness of Elementary Schools.  

ERIC Educational Resources Information Center

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

Knopp, Robert; O'Reilly, Robert R.

131

The Association Between Satisfaction and Commitment Differs Across Marital Couple Types  

Microsoft Academic Search

Research and theory indicate that satisfaction is a key determinant of commitment. Because some marriages are defined by a traditional ideology that anchors commitment in a value system rather than inherent rewards of the relationship, the association between satisfaction and commitment was expected to vary by couple type. Participants completed self-report measures of relational ideology, autonomy, communication, satisfaction, and several

Michelle Givertz; Chris Segrin; Alesia Hanzal

2009-01-01

132

Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction  

PubMed Central

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

2011-01-01

133

Organizational Culture and Physician Satisfaction with Dimensions of Group Practice  

PubMed Central

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

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

2007-01-01

134

The Relationship between Organizational Support, Employee Development, and Organizational Commitment: An Empirical Study.  

ERIC Educational Resources Information Center

A survey of 262 hospital supervisors and managers found that managers who were satisfied with employee career development were more committed to the organization and perceived more organizational support. They were also more likely to provide career development for their own supervisees. (Contains 46 references.) (SK)

Tansky, Judith W.; Cohen, Debra J.

2001-01-01

135

Employment discrimination: authority figures' demographic preferences and followers' affective organizational commitment.  

PubMed

The authors used theories of organizational commitment and obedience to authority to explain employment discrimination. In Study 1, employees participated in an experimental simulation of their work. An organizational authority's demographic preferences led to employment discrimination. As expected, affective organizational commitment moderated this effect, such that it was stronger for more committed employees. In Study 2, another sample of employees completed a survey that included an employment discrimination scenario. A model of linkages from affective organizational commitment to submissiveness to organizational authorities to employment discrimination fit the data well, after controlling for prejudicial attitudes and authoritarianism. Submissiveness to organizational authorities mediated the relationship between affective organizational commitment and employment discrimination. The authors discuss the importance of studying employment discrimination as an organizational and not just an intergroup phenomenon. PMID:19025248

Petersen, Lars-Eric; Dietz, Jörg

2008-11-01

136

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

Microsoft Academic Search

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

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

2006-01-01

137

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

Microsoft Academic Search

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

Jeffrey M. Buck; John L. Watson

2002-01-01

138

Employee commitment in MNCs: Impacts of organizational culture, HRM and top management orientations  

Microsoft Academic Search

This article tests a model of organizational commitment in multinational corporations (MNCs). According to the model, organizational culture and human resource management (HRM) affect employee commitment directly as well as indirectly through top management team orientations. Szpecifically, we examined the effect of top management team global orientation and geocentric orientation, which are seen as contributing uniquely to employee commitment in

Sully Taylor; Orly Levy; Nakiye A. Boyacigiller; Schon Beechler

2008-01-01

139

How distributed leadership can make a difference in teachers' organizational commitment? A qualitative study  

Microsoft Academic Search

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 in the leadership practices which influenced organizational commitment. The leadership practices include the quality

Hester Hulpia; Geert Devos

2010-01-01

140

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

Microsoft Academic Search

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

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

2010-01-01

141

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

142

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

ERIC Educational Resources Information Center

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

Ucanok, Basak; Karabati, Serdar

2013-01-01

143

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

144

Relationship satisfaction and commitment in long-term male couples: Individual and dyadic effects  

Microsoft Academic Search

Male couples (N = 53) described their relationship history during an oral history interview, and partners also provided individual self-reports about relationship satisfaction, commit- ment, and quality. Although couple members were similar in satisfaction levels, they differed in commitment levels. An individual's expression of positive and negative emotions during the interview predicted both his own and his partner's current satisfaction,

Richard P. Boesch; Renata Cerqueira; Martin A. Safer; Thomas L. Wright

2010-01-01

145

Patient satisfaction, managers' climate orientation and organizational climate  

Microsoft Academic Search

Purpose – The purpose of this paper, in the context of hospital wards, is to test a model in which the ward manager's orientation towards a given organizational climate contributes to determine the climate perceived by medical and nursing staff, and this, in turn, has an impact on patient satisfaction. Design\\/methodology\\/approach – The design of the study is cross-sectional. The

Alessandro Ancarani; Carmela Di Mauro; Maria D. Giammanco

2011-01-01

146

Organizational commitment and turnover of nursing home administrators.  

PubMed

In this investigation, the associations between organizational commitment (OC), intent-to-turnover, and actual turnover of a large sample of nursing home administrators (NHAs) are examined. Data used come from a mail survey, from which 632 responses were received from the NHAs (response rate = 63%). The one-year turnover rate of NHAs was 39 percent, and in almost all cases (87%) these NHAs had also exhibited low OC scores. The intent-to-turnover results show thinking about quitting comes before searching for a new position, which in turn both comes before the intention to quit. Multivariate analyses show work overload has a strong and robust association with both intent-to-turnover and turnover of NHAs, and may indicate that NHAs are leaving their positions because they are understaffed. PMID:16648695

Castle, Nicholas G

147

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

148

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

Microsoft Academic Search

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

Hester Hulpia; Geert Devos; Hilde Van Keer

2009-01-01

149

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

Microsoft Academic Search

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

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

2011-01-01

150

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

ERIC Educational Resources Information Center

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

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

2009-01-01

151

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

152

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

153

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

ERIC Educational Resources Information Center

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

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

2007-01-01

154

Innovative human resource management (HRM) practices as predictors of employee job involvement and organizational commitment  

Microsoft Academic Search

This paper aims to investigate the innovative human resource management (HRM) practices that significantly influence employee job involvement and organizational commitment in selected large companies belonging to the Top 1000 corporations in the Philippines.The findings reveal that the subject companies are extensively implementing various innovative practices related to HRM functions that enhance employee job involvement and organizational commitment. HRM functions

Divina M. Edralin

2008-01-01

155

Role of organizational commitment in advanced manufacturing technology and performance relationship  

Microsoft Academic Search

This study, utilizing an advanced manufacturing technology (AMT) intensity index, first, examines the variations in a company’s performance as a function of the simultaneous effect of organizational commitment and the dimensions of manufacturing technology intensity and, second, using the moderator hypothesis, examines a proposal that the greater the organizational commitment complemented AMT’s competences, the greater would be the performance impact

Atul Gupta; Joe Prinzinger; Dan C. Messerschmidt

1998-01-01

156

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

157

Antecedents of organizational citizenship behaviours among part-time employees of service organizations in Korea  

Microsoft Academic Search

This study investigates the antecedents of organizational citizenship behaviours by using data consisting of 196 part-time instructors drawn from six sport centres in the Republic of Korea. The results of a structural equation analysis suggest that job satisfaction has a positive effect on organizational and occupational commitment, occupational satisfaction has a positive effect on organizational and occupational commitment, organizational commitment

Taehee Kim; Kyungro Chang

2011-01-01

158

Organizational and client commitment among contracted employees: A replication and extension with temporary workers  

Microsoft Academic Search

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 long-term contracted employees, and also finds that perceived organizational support (POS) from a client organization indeed

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

2007-01-01

159

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

Microsoft Academic Search

In the current career climate characterized by change and turbulence, employees may demonstrate limited organizational commitment to their employers. Rousseau (1998) suggests that two key ways to elicit loyalty from employees today are to reinforce perceptions of organizational membership and demonstrate organizational care and support for employees. Based on her conceptual framework, we examined the separate and synergistic effects of

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

2006-01-01

160

Justice, Cynicism, and CommitmentA Study of Important Organizational Change Variables  

Microsoft Academic Search

Recent theoretical and empirical studies have begun to address the commonality between organizational justice and organizational change efforts. In the present study, the authors build on these efforts by investigating the interactive effects of three forms of organizational justice on affective change commitment following the spin-off of a durable goods manufacturer from its parent corporation. Results indicated interactional justice interacted

Jeremy B. Bernerth; Achilles A. Armenakis; Hubert S. Feild; H. Jack Walker

2007-01-01

161

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

162

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

Microsoft Academic Search

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

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

1996-01-01

163

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

Microsoft Academic Search

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

Mark A. Huselid; Nancy E. Day

1991-01-01

164

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

Microsoft Academic Search

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

Daniel J. Weigel; Deborah S. Ballard-Reisch

2008-01-01

165

Work Life, Career Commitment, and Job Satisfaction as Antecedents of Career Withdrawal Cognition among Teacher Interns.  

ERIC Educational Resources Information Center

|Surveys of 350 teacher trainees from Singapore's teacher training institution were used to examine relationships among quality of work life, career commitment, job satisfaction, and withdrawal cognition. Career commitment and job satisfaction were important predictors of withdrawal cognition. Perceptions of the social status of teaching strongly…

Lam, Peter; And Others

1995-01-01

166

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

167

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

168

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

Microsoft Academic Search

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

Zhichun Yue; Xiaorui Zhang

2009-01-01

169

Beyond satisfaction : The relative importance of locational convenience, interpersonal relationships, and commitment across service types  

Microsoft Academic Search

Purpose – Many studies have documented that satisfaction does not always result in loyalty, and that dissatisfaction does not necessarily result in defection. In response, this study goes beyond satisfaction and proposes the moderating effects of locational convenience, interpersonal relationships, and commitment between satisfaction and customer loyalty across search, experience, and credence attribute services. Design\\/methodology\\/approach – Hierarchical moderated regression analysis

Li-Wei Wu

2011-01-01

170

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

ERIC Educational Resources Information Center

|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…

Strayhorn, Terrell L.

2011-01-01

171

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

2010-09-03

172

Conceptualizing and assessing organizational image: Model images, commitment, and communication  

Microsoft Academic Search

Despite its significance as a form of shared organizational knowledge, there have been few attempts to conceptualize or assess empirically the concept of organizational image or the content of organization members’ images of their organization. In this paper, qualitative and quantitative methods of data collection and analysis were used to assess organizational images, index the degree of similarity between members’

D. F. Treadwell; Teresa M. Harrison

1994-01-01

173

Analysis of Organizational Commitment among Base Level Civilian Engineers in Air Force Civil Engineering.  

National Technical Information Service (NTIS)

The purpose of this research was to determine whether the current emphasis on training and career development by the Air Force Engineering and Services will significantly influence organizational commitment and turnover among civilian engineers in the bas...

S. A. Schmidt

1985-01-01

174

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

PubMed

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

Chang, Ching Sheng; Chang, Hae Ching

2010-08-01

175

Effects of Team and Organizational Commitment--A Longitudinal Study  

ERIC Educational Resources Information Center

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

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

2010-01-01

176

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

177

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

Microsoft Academic Search

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

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

2006-01-01

178

Human resource management practices on exit, voice, loyalty, and neglect: organizational commitment as a mediator  

Microsoft Academic Search

There has been growing interest in the degree to which human resource systems contribute to organizational effectiveness. Yet, limited research attention has been paid to their influence on employees' behaviors. In this study, we examined how human resource management practices (HRMP) affected the employees' exit, voice, loyalty, and neglect (EVLN) behaviors, and organizational commitment's mediating effects. Findings indicated that selective

Steven Si; Yi Li

2011-01-01

179

Human resource management practices on exit, voice, loyalty, and neglect: organizational commitment as a mediator  

Microsoft Academic Search

There has been growing interest in the degree to which human resource systems contribute to organizational effectiveness. Yet, limited research attention has been paid to their influence on employees' behaviors. In this study, we examined how human resource management practices (HRMP) affected the employees' exit, voice, loyalty, and neglect (EVLN) behaviors, and organizational commitment's mediating effects. Findings indicated that selective

Steven Si; Yi Li

2012-01-01

180

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

ERIC Educational Resources Information Center

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

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

2010-01-01

181

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

ERIC Educational Resources Information Center

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

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

2009-01-01

182

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

ERIC Educational Resources Information Center

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

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

2004-01-01

183

Short Stories at WorkStorytelling as an Indicator of Organizational Commitment  

Microsoft Academic Search

Membership patterns and tenure cycles in organizations have changed, which has resulted in significant leadership challenges. This study examined the relationship between storytelling and organizational commitment to determine whether storytelling signaled the degree of unity that organizational members built to “weather” turbulence. Stories from interviews with employees across all hierarchical levels and tenure stages at diverse locations of a global

John F. McCarthy

2008-01-01

184

Employed Family Physician Satisfaction and Commitment to Their Practice, Work Group, and Health Care Organization  

PubMed Central

Objective Test a model of family physician job satisfaction and commitment. Data Sources/Study Setting Data were collected from 1,482 family physicians in a Midwest state during 2000–2001. The sampling frame came from the membership listing of the state's family physician association, and the analyzed dataset included family physicians employed by large multispecialty group practices. Study Design and Data Collection A cross-sectional survey was used to collect data about physician working conditions, job satisfaction, commitment, and demographic variables. Principal Findings The response rate was 47 percent. Different variables predicted the different measures of satisfaction and commitment. Satisfaction with one's health care organization (HCO) was most strongly predicted by the degree to which physicians perceived that management valued and recognized them and by the extent to which physicians perceived the organization's goals to be compatible with their own. Satisfaction with one's workgroup was most strongly predicted by the social relationship with members of the workgroup; satisfaction with one's practice was most strongly predicted by relationships with patients. Commitment to one's workgroup was predicted by relationships with one's workgroup. Commitment to one's HCO was predicted by relationships with management of the HCO. Conclusions Social relationships are stronger predictors of employed family physician satisfaction and commitment than staff support, job control, income, or time pressure.

Karsh, Ben-Tzion; Beasley, John W; Brown, Roger L

2010-01-01

185

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

186

Understanding project champions’ ability to gain intra-organizational commitment for environmental projects  

Microsoft Academic Search

A key enabler of environmental projects is the ability of the project champion to gain commitment to the project from other stakeholders in his or her organization. This paper develops a model of commitment-gaining success that is based on intra-organizational influence theory. The model also includes project payback, customer pressure, government regulation, top management support and the project champion's position

Thomas F. Gattiker; Craig R. Carter

2010-01-01

187

Why Does Mentoring Work? The Role of Perceived Organizational Support  

PubMed Central

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

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

2009-01-01

188

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

ERIC Educational Resources Information Center

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

Ozgan, Habib

2011-01-01

189

The impact of emotional dissonance on organizational commitment and intention to turnover.  

PubMed

In the workplace, emotional dissonance is the conflict between experienced emotions and emotions expressed to conform to display rules. This study is an empirical examination of the impact of emotional dissonance on organizational criteria and its moderation by self-monitoring and social support. Emotional dissonance was theorized to stimulate turnover intentions, either solely through job dissatisfaction or through both job dissatisfaction and reduced organizational commitment. Job dissatisfaction was found to be the sole mediator. Emotional dissonance resulted in job dissatisfaction, which, in turn, stimulated withdrawal intentions. Self-monitoring and social support exerted moderator effects, albeit in opposing directions. Emotional dissonance aroused feelings of job dissatisfaction and reduced organizational commitment among high self-monitors. In contrast, social support lessened the negative impact of emotional dissonance on organizational commitment. PMID:10412221

Abraham, R

1999-07-01

190

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

191

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

Microsoft Academic Search

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

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

2005-01-01

192

Organizational commitment in MNC subsidiary top managers: antecedents and consequences  

Microsoft Academic Search

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

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

2011-01-01

193

Organizational commitment in MNC subsidiary top managers: antecedents and consequences  

Microsoft Academic Search

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

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

2012-01-01

194

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

Microsoft Academic Search

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

Randy K. Chiu; Anne Marie Francesco

2003-01-01

195

Identification of Factors Associated with Student Satisfaction and Commitment to Pharmacy Practice.  

ERIC Educational Resources Information Center

A survey of pharmacy students in their last year of training examined factors relating to student commitment to and satisfaction with pharmacy. Included were the number of professional organizations joined, parental education, age, interest in working with sick patients, and satisfaction with choosing pharmacy school. (MSE)

McGhan, William F.; And Others

1985-01-01

196

Woman High School Principals: Perspectives on Role Conflict, Role Commitment, and Job Satisfaction.  

ERIC Educational Resources Information Center

|Quantitative/qualitative study of female public high school principals in Illinois, Minnesota, and Wisconsin regarding their experiences with role conflict, role commitment, and job satisfaction. Describes personal and professional characteristics of female high school principals. Finds that role conflict negatively impacts job satisfaction and…

Eckman, Ellen Wexler

2002-01-01

197

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

198

Job Satisfaction as a Mediator of the Relationship Between Job Stressors and Affective, Continuance, and Normative Commitment: A Path Analytical Approach  

Microsoft Academic Search

This article investigates the potential mediating role of job satisfaction between job stressors—namely, role overload-quantitative, role overload-qualitative, and lack of career development—as sources of stress on the one hand, and various facets of organizational commitment—namely, affective, continuance, and normative—on the other hand. A sample of 361 employees in a number of organizations in the United Arab Emirates (UAE) was used.

Darwish A. Yousef

2002-01-01

199

Strengthening affective organizational commitment: the influence of fairness perceptions of management practices and underlying employee cynicism.  

PubMed

This study investigates the relationship between cynicism, the perceived fairness of change management and personnel practices, and affective organizational commitment. High levels of affective organizational commitment have been shown to reduce voluntary turnover in the nursing workforce. Previous research suggests that "unfair" management practices and employee cynicism lead to lower commitment. It is not clear, however, whether the perceived fairness of particular practices influences affective commitment beyond that accounted for by underlying employee cynicism. Data were obtained from a study involving 1104 registered nurses that formed part of a larger investigation of the general well-being of nurses in Western Australia. Only nurses who were permanent or employed on fixed term or temporary contracts were included. Findings indicated that although higher levels of cynicism among nurses were associated with lower levels of affective commitment, their perception of the fairness of change management and personnel practices influenced their affective commitment over and above their cynicism. The perceived fairness of management practices is an important influence on nurses' affective commitment beyond that accounted for by cynicism. The implication for managers is that the affective organizational commitment of nurses is likely to be strengthened by addressing the perceived fairness of change management and personnel practices notwithstanding their beliefs about the integrity of the organization. PMID:21248545

English, Brian; Chalon, Christopher

200

The employee satisfaction in metalworking manufacturing: How do organizational culture and organizational learning capacity jointly affect it?  

Microsoft Academic Search

It is a known fact that the organizations, which give more attention to the satisfaction of their employees, produce more successful outcomes than others do. In this sense, we have constructed an original model and carried out a research analysis in metalworking manufacturing, which the main subject is about to investigate the employee satisfaction depending on the factors of organizational

Bulent Aydin; Adnan Ceylan

2008-01-01

201

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

202

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

203

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

Microsoft Academic Search

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

Xiaoyi Wu; Chunben Wang

2008-01-01

204

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

205

Stability and Change in the First 10 Years of Marriage: Does Commitment Confer Benefits Beyond the Effects of Satisfaction?  

Microsoft Academic Search

Although commitment is theoretically distinct from relationship satisfaction, empirical associations between the concepts are high. After drawing from classic definitions of commitment to distinguish between commitment as the desire for a relationship to persist versus the behavioral inclination to maintain the relationship, we predicted that the former component would function much like satisfaction, whereas the latter component would operate independently

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

2012-01-01

206

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

Microsoft Academic Search

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

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

2008-01-01

207

The dynamic relation between organizational and professional commitment of highly educated research and development (R&D) professionals.  

PubMed

Researchers of the work-related commitment of professionals have investigated the possibility of conflict between organizational and professional forms of commitment. Drawing on the organizational socialization literature, the authors hypothesized that both forms of commitment would change with increasing organizational tenure. Specifically, the authors proposed that the patterns of change of the 2 forms of commitment would be complementary: Organizational commitment would take a U-shaped pattern of change, whereas professional commitment would take an inverse U-shaped pattern. The results, based on data collected from a sample of 204 research and development (R&D) professionals with PhDs, confirmed the U-shaped pattern of organizational commitment and the complementary relation between the 2 forms of commitment during the first 14 months after organizational entry. These findings suggest the importance of maintaining a balance between organizational and professional commitment and provide a method for identifying the critical period for interventions designed to increase retention of R&D professionals during their early organizational socialization. PMID:17703791

Chang, Jae Yoon; Choi, Jin Nam

2007-06-01

208

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

209

Organizational Socialization: Predictors of Commitment during and After Entry.  

National Technical Information Service (NTIS)

The predictors of commitment to membership in the Naval Reserve examined by this study include the individual's perceptions of various aspects of the organization, the process by which he/she made the decision to join, and support of family, friends and f...

R. W. Hinton

1981-01-01

210

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

PubMed

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

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

1999-10-01

211

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

212

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

ERIC Educational Resources Information Center

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

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

2009-01-01

213

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

ERIC Educational Resources Information Center

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

Thomas, John Charles

2008-01-01

214

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

Microsoft Academic Search

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

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

2010-01-01

215

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

ERIC Educational Resources Information Center

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

Thomas, John Charles

2008-01-01

216

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

ERIC Educational Resources Information Center

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

Balay, Refik

2012-01-01

217

Factors related to the organizational and professional commitment of internal auditors  

Microsoft Academic Search

Much has been written about organizational and professional commitment; however, little has been directed toward the internal auditing profession. Given the recent decline of Enron, WorldCom, etc., and new regulations (eliminating the outsourcing of internal auditing) the internal auditor is likely to gain more responsibility in the firm. It will benefit employers and the professions to better understand what leads

Ik-Whan G. Kwon; Doyle W. Banks

2004-01-01

218

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…

Luton, Bill

2010-01-01

219

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

Microsoft Academic Search

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

M. Kivimaeki; Raija Kalimo; Simo Salminen

1995-01-01

220

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

221

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

222

Self-efficacy, professional commitment, and job satisfaction of diabetic medical care personnel.  

PubMed

The purpose of this study was to investigate the relationships among the self-efficacy, professional commitment, and job satisfaction of diabetic health-care personnel. The research design was cross-sectional. Three teaching hospitals, one from each of northern, middle and southern parts of Taiwan, were selected for data collection and used questionnaires to collect data; 202 participants were recruited. The demographic data for job title and job satisfaction were not significantly different (F = 2.13, P = 0.090). Self-efficacy was significantly positively correlated with professional commitment (r = 0.29, P = 0.000) and with job satisfaction (r = 0.14, P = 0.041). A total of 34.1% of the variance in job satisfaction was explained by age, years of service in the medical or nursing field, the actual number of years caring for patients with diabetes, self-efficacy, and professional commitment. Understanding the self-efficacy and professional commitment of medical and nursing personnel can help increase job satisfaction and improve the quality of medical and nursing care. PMID:23343231

Vivienne Wu, Shu-Fang; Lee, Mei-Chen; Liang, Shu-Yuan; Chuang, Yeu-Hui; Lu, Yu-Ying; Wu, Meng-Ping

2012-12-01

223

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.

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

2009-01-01

224

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

2013-10-11

225

Sanctifying Work: Effects on Satisfaction, Commitment, and Intent to Leave  

Microsoft Academic Search

Sanctification involves perceiving objects or events: (a) theistically by viewing them as having spiritual significance, or (b) nontheistically by viewing them as extraordinary and worthy of veneration and respect without any reference to a higher being. Previous research has found positive outcomes associated with sanctification, including increased satisfaction with marriage (Mahoney et al., 1999), body image (Mahoney, Carels, et al.,

Alan G. Walker; Megan N. Jones; Karl L. Wuensch; Shahnaz Aziz; John G. Cope

2008-01-01

226

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

PubMed Central

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

Winterstein, Andrew P.

1998-01-01

227

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

ERIC Educational Resources Information Center

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

San Giacomo, Rose-Marie Carla

2011-01-01

228

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

Microsoft Academic Search

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

Birgit Schyns; Stephen Wood

2009-01-01

229

Organizational culture as a predictor of job satisfaction: the role of gender and age  

Microsoft Academic Search

Purpose – This paper seeks to examine how values comprising organizational culture impact on employees' job satisfaction, taking also into account their gender and age. Design\\/methodology\\/approach – The study took place in all three public hospitals located in a major Greek city, where 125 usable questionnaires were gathered. The measures adopted include the Organizational Culture Profile and the Job Descriptive

Victoria Bellou

2010-01-01

230

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

231

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

Microsoft Academic Search

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

Sherny E. Sullivan; Rabi S. Bhagat

1992-01-01

232

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

ERIC Educational Resources Information Center

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

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

1975-01-01

233

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

Microsoft Academic Search

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

Ren-Tao Miao

2010-01-01

234

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

Microsoft Academic Search

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

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

2009-01-01

235

The impact of organisational values and performance management congruency on satisfaction and commitment  

Microsoft Academic Search

The relationship between organisational values and performance management systems and the influence this relationship has on an employee's job satisfaction and commitment was investigated surveying 325 employees from an Australian public service organisation. Respondents were classified into four main value types – Collegial, Meritocratic, Leadership and Elite, according to a typological theory of organisational values. Factor analysis of the performance

David Rosete

2006-01-01

236

The concurrent effects of workplace bullying, satisfaction with supervisor, and satisfaction with co-workers on affective commitment among schoolteachers in China  

Microsoft Academic Search

Purpose – The paper seeks to examine the effects of workplace bullying, satisfaction with supervisor, and satisfaction with co-workers on affective commitment. Design\\/methodology\\/approach – A survey approach was used in this research. Partial least squares analyses on data from 142 full-time schoolteachers in China were used to determine whether workplace bullying, satisfaction with supervisor, and satisfaction with co-workers have unique

Darcy McCormack; Gian Casimir; Nikola Djurkovic; Li Yang

2006-01-01

237

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

PubMed

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

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

2009-01-01

238

Why Employees Speak to Coworkers and Bosses: Motives, Gender, and Organizational Satisfaction.  

ERIC Educational Resources Information Center

Reports on a study investigating employees' motives (pleasure, affection, escape, relaxation, control, inclusion, and duty) for communication with coworkers or superiors and their satisfaction with work, satisfaction with superiors, and commitment. Notes differences between females and males among the numerous motives for communication under…

Anderson, Carolyn M.; Martin, Matthew M.

1995-01-01

239

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

Microsoft Academic Search

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

Eric G. Lambert

2010-01-01

240

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

Microsoft Academic Search

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

Huadong Yang; Karin Sanders; Carolina Perey Bumatay

2012-01-01

241

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

Microsoft Academic Search

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

Huadong Yang; Karin Sanders; Carolina Perey Bumatay

2011-01-01

242

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

243

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

National Technical Information Service (NTIS)

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

I. Ugboro K. Obeng

2001-01-01

244

Measuring Organizational Commitment: A Replication of Psychometric Properties and an Analysis of the Role of Social Desirability.  

National Technical Information Service (NTIS)

Utilizing several diverse samples (N equals 534), psychometric properties of the organizational commitment questionnaire (OCQ) developed by Porter and his colleagues were assessed. Means and standard deviations, internal consistency reliability, discrimin...

H. W. Hennessey F. Luthans

1981-01-01

245

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

ERIC Educational Resources Information Center

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

Zhu, Chang; Devos, Geert; Li, Yifei

2011-01-01

246

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

247

Conditions of Employment, Job Satisfaction, and Job Commitment Among Early Intervention Personnel  

Microsoft Academic Search

Conditions of employment (characteristics and benefits), job satisfaction, and job commitment were examined for 73 staff members in early intervention (primarily infant-toddler) programs working in one of the following five job categories: teachers and early intervention specialists, social-service and family-service providers, therapists, administrators, and aides. Staff were more likely to receive “professional” benefits, such as paid time for planning and

SUSAN KONTOS; NANCY FILE

1992-01-01

248

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

PubMed

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

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

2012-11-12

249

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

250

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

251

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

Microsoft Academic Search

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

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

2006-01-01

252

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

ERIC Educational Resources Information Center

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

San Giacomo, Rose-Marie Carla

2011-01-01

253

Does Acceptability of Violence Impact the Relationship Between Satisfaction, Victimization, and Commitment Levels in Emerging Adult Dating Relationships?  

Microsoft Academic Search

This study examined the impact of acceptability of violence on dating violence victimization, relationship satisfaction, and\\u000a relationship commitment. A survey administered to a sample of 155 male and 417 female college students showed that relationship\\u000a satisfaction was significantly associated with relationship commitment, but that dating violence victimization was not. Moreover,\\u000a acceptability of violence emerged as a significant moderator of the

Shelby A. Kaura; Brenda J. Lohman

2009-01-01

254

Linking Biomechanical Workload and Organizational Practices to Burnout and Satisfaction  

Microsoft Academic Search

We found support for several hypotheses linking work practices to employee outcomes: reducing biomechanical workload is associated\\u000a with decreased burnout via perceptions that job demands are less threatening; lower demands are associated with higher job\\u000a satisfaction primarily through decreases in burnout; employers who include employees in decision making processes have employees\\u000a with lower levels of burnout and higher satisfaction; and

Jennifer C. Cullen; Barbara A. Silverstein; Michael P. Foley

2008-01-01

255

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

Microsoft Academic Search

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

Michel Tremblay; Bruno Sire; David B. Balkin

2000-01-01

256

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

ERIC Educational Resources Information Center

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

Bowling, Nathan A.; Hammond, Gregory D.

2008-01-01

257

The impact of organizational culture on the job satisfaction of knowledge workers  

Microsoft Academic Search

Purpose – The objective of the paper is twofold: first, to test a framework of the relationship between satisfaction of knowledge workers and organizational culture, developed in a previous theoretical study, within a specific industry, specifically, the pharmaceutical one; second, to investigate which of the constructs that constitute such a framework are the most important in the above mentioned industry.

Barbara Bigliardi; Alberto Ivo Dormio; Francesco Galati; Giovanni Schiuma

2012-01-01

258

Connecting organizational human resource practices to consumer satisfaction : Outlining a potential causal mechanism  

Microsoft Academic Search

Purpose – The purpose of this paper is to provide researchers and practitioners an understanding of one potentially direct linking mechanism between organizational practices and consumer satisfaction with a service. Design\\/methodology\\/approach – This paper is conceptual and the approach adopted is analytical. Extant research and concepts, including from psychology and economics, have been used to develop propositions and to discuss

Karthik Namasivayam

2005-01-01

259

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

ERIC Educational Resources Information Center

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

Lim, Doo Hun; Morris, Michael Lane

2006-01-01

260

Emotional intelligence and job satisfaction: the role of organizational learning capability  

Microsoft Academic Search

Purpose – The purpose of this paper is to analyze the relationship between emotional intelligence (EI) and job satisfaction, by taking into consideration organizational learning capability (OLC). Design\\/methodology\\/approach – Data were collected from eight Spanish ceramic tile manufacturers. The survey was addressed to shop floor workers, and 157 valid questionnaires were obtained, representing a response rate of 61 per cent.

Ricardo Chiva; Joaquín Alegre

2008-01-01

261

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

262

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

PubMed

Drawing from a relational approach, the authors conceptualize the quality of leader-member exchange as a mediator and procedural justice climate as a contextual moderator for understanding the role of proactive personality in job satisfaction and organizational citizenship behavior. Data from a sample of 200 Chinese employees within 54 work groups were used to examine the hypothesized models. Results show that having a proactive personality was associated with employees establishing a high-quality exchange relationship with their supervisors; in turn, the quality of leader-member exchange was associated with greater job satisfaction and more organizational citizenship behaviors. Additionally, the relationship between proactive personality and organizational citizenship behavior was positively moderated by procedural justice climate within the group. Implications for management theory and practice are discussed. PMID:20230079

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

2010-03-01

263

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

Microsoft Academic Search

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

PeiWen Liao; FurHsing Wen; Chin-Cheh Yu

2010-01-01

264

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

265

Organizational Justice and Employee Satisfaction in Performance Appraisal  

ERIC Educational Resources Information Center

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

Palaiologos, Anastasios; Papazekos, Panagiotis; Panayotopoulou, Leda

2011-01-01

266

Job stress and job performance among employees in Hong Kong: The role of Chinese work values and organizational commitment  

Microsoft Academic Search

This study investigates the direct and moderating effects of Chinese work values and organizational commitment on the stress–job performance relationship. Chinese work values are the work?related Confucian values of Chinese societies, and include collectivism, hardworking, endurance, and harmonious social relationships (guanxi). A three?component (affective, continuance, and normative) conception of commitment (Meyer & Allen, 1991) is used. A self?administered questionnaire survey

2003-01-01

267

Maintaining an open mind to closed individuals: The effect of resource availability and leadership style on the association between openness to experience and organizational commitment  

Microsoft Academic Search

This paper examines whether workplace characteristics, particularly resource availability and transformational leadership, moderate the association between openness to experience and organizational commitment. In Study 1, 205 employees completed a questionnaire that assessed their openness, organizational commitment, and perceived availability of resources at their organization. Openness reduced the extent to which individuals felt obliged to remain loyal to the organization, although

Simon A. Moss; Janis McFarland; Simon Ngu; Anna Kijowska

2007-01-01

268

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

ERIC Educational Resources Information Center

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

Cho, Daeyeon

2009-01-01

269

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

ERIC Educational Resources Information Center

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

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

2011-01-01

270

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

ERIC Educational Resources Information Center

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

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

2012-01-01

271

Enforcement styles, organizational commitment, and enforcement effectiveness: an empirical study of local environmental protection officials in urban China  

Microsoft Academic Search

The authors investigated the relationship between enforcement styles and perceptions of enforcement effectiveness in China by surveying three groups of environmental protection bureau officials from the major cities of Guangzhou, Chengdu, and Dalian. In general, it was found that organizational commitment partially mediates the relationship between the enforcement style of prioritization and perceptions of effectiveness. In this case, mediation and

Shui-Yan Tang; Carlos Wing-Hung Lo; Gerald E Fryxell

2003-01-01

272

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

273

The relationship between organizational factors and resident satisfaction with nursing home care and life.  

PubMed

We examined the relationships between nursing home (NH) resident satisfaction and NH organizational characteristics, while controlling for the effect of resident characteristics within facilities. We used a stratified, random sample of NHs (N = 72) from two states and a prescreened and randomized sample of 1496 residents. Data sources included resident interviews, an administrator survey, the Minimum Data Set (MDS), and the Online Survey, Certification and Reporting System (OSCAR). Using Hierarchical Linear Modeling (HLM) techniques, we found that non-chain affiliation, certified nursing assistant staffing, and provision of a family council had significant positive effects on total resident satisfaction. The presence of a special care unit was associated with lower levels of satisfaction. PMID:17409050

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

2007-01-01

274

A Contingency Approach to Appraisal Satisfaction: An Initial Investigation of the Joint Effects of Organizational Variables and Appraisal Characteristics  

Microsoft Academic Search

The present study explored the moderating effects of organizational variables on the appraisal characteristic-appraisal satisfaction relationship. Analyses indicated that the appraisal characteristics of action plans, frequency, and rater training were more positively related to appraisal satisfaction when subordinates experienced role conflict, were not closely monitored, and supervisors had a large span of control. The results provide substantial support for conceptualizing

Gregory H. Dobbins; Robert L. Cardy; Stephanie J. Platz-Vieno

1990-01-01

275

A longitudinal test of the investment model: The impact on job satisfaction, job commitment, and turnover of variations in rewards, costs, alternatives, and investments  

Microsoft Academic Search

A 12-mo longitudinal study of 88 newly hired nurses and junior accountants (mean age of all Ss 24 yrs) tested a series of assumptions from the authors' investment model concerning the determinants of job satisfaction, job commitment, and turnover. In general, greater job satisfaction resulted from high job rewards and low job costs; whereas strong job commitment was produced by

Caryl E. Rusbult; Dan Farrell

1983-01-01

276

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

277

Benefits—Satisfaction—Loyalty Linkages in Retail Loyalty Card Programme Model: Exploring the Roles of Programme Trust and Programme Commitment  

Microsoft Academic Search

Investigations to determine whether benefits that members derived from a loyalty programme could influence their satisfaction, trust, commitment, loyalty with the programme, and ultimately store loyalty are critical to elucidating the roles and significance of constructs and advancing management practise. With this in mind, our research aims to assess the effects of the loyalty programme's benefits offered by one of

Rosidah Musa; Nor Asiah Omar; Musramaini Mustapha

278

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

279

A longitudinal test of the investment model: The development (and deterioration) of satisfaction and commitment in heterosexual involvements  

Microsoft Academic Search

Used a longitudinal study of heterosexual dating relationships to test investment model predictions regarding the process by which satisfaction and commitment develop (or deteriorate) over time. Initially, 17 male and 17 female undergraduates, each of whom was involved in a heterosexual relationship of 0–8 wks duration, participated. Four Ss dropped out, and 10 Ss' relationships ended. Questionnaires were completed by

Caryl E. Rusbult

1983-01-01

280

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

Microsoft Academic Search

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

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

1991-01-01

281

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

282

[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

283

The effect of organizational reengineering on job satisfaction for staff in hospital social work departments.  

PubMed

The professional staff in five hospital social work departments participated in an exploratory study to assess the impact of organizational reengineering on job satisfaction, professional identity and other work related attitudes. A survey was used to explore how job functions had changed; whether or not staff felt adequately prepared to perform the new tasks; and whether the changes were consistent with their professional identities and academic preparation. Follow up focus group interviews were held to enrich the quantitative findings. The results of the study indicate that reengineering has a negative effect on job satisfaction and results in role changes that are experienced as inconsistent with the professional identity and academic preparation of social work staff. In addition to describing the results of the study, this paper provides a brief overview of reengineering, describes models of reengineering for hospital social work departments and suggests strategies for lessening the negative effect on staff. PMID:12836778

Neuman, Karen

2003-01-01

284

Are all part-time faculty underemployed? The influence of faculty status preference on satisfaction and commitment  

Microsoft Academic Search

Utilizing a person–job fit perspective, we examined the job satisfaction and affective commitment of three groups of college\\u000a faculty (N = 167): full-time faculty, part-time faculty preferring a part-time position (voluntary part-time), and part-time faculty\\u000a preferring a full-time position (involuntary part-time). Involuntary part-time faculty were least satisfied with salient facets\\u000a of satisfaction (advancement, compensation, and job security), whereas voluntary part-time faculty and

Douglas C. Maynard; Todd Allen Joseph

2008-01-01

285

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

286

Career Commitment, Competencies, and Citizenship.  

ERIC Educational Resources Information Center

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

Carson, Kerry David; Carson, Paula Phillips

1998-01-01

287

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

Microsoft Academic Search

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

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

2004-01-01

288

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

Microsoft Academic Search

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

Tengku Marini; Narimah Ismail

289

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

290

The impact of Social Dominance Orientation and Right-Wing Authoritarianism on the relation between Person–Organization fit with commitment, satisfaction, and turnover intentions  

Microsoft Academic Search

This research examined whether Person–Organization fit would mediate the relationships of Social Dominance Orientation and Right-Wing Authoritarianism with the outcome variables of turnover intentions, satisfaction, and commitment. The study was conducted with a military sample and found that both Social Dominance Orientation and Right-Wing Authoritarianism predict greater satisfaction, continuance and normative commitment and that these relationships were mediated by perceived

Adelheid A. M. Nicol; Kevin Rounding; Allister MacIntyre

2011-01-01

291

EMPLOYEE PERCEPTIONS OF ORGANIZATIONAL COMMITMENT TO THE GREEN MOVEMENT, QUALITY MANAGEMENT MATURITY, AND OUTCOMES  

Microsoft Academic Search

In this research, we find support for a proposed set of linkages among employee perceptions of organizational green orientation, Quality Management (QM) Maturity, and outcomes, in terms of positive impacts of the green movement and organizational performance. Specifically, we find that employees who believe that their organizations are aligned with the green movement are more likely to also see the

Lillian Y. Fok; Susan M. L. Zee; Sandra J. Hartman

292

Consumer Satisfaction and Repatronage Intentions Following a Business Failure: The Importance of Perceived Control with an Organizational Complaint  

Microsoft Academic Search

The purpose of this study was to examine consumers' perceptions of control regarding complaints to organizations. Participants were 134 people recruited to write genuine letters of complaint to organizations that had recently failed them. Consumers' perceptions of their communicative control were examined as they related to satisfaction with organizational recovery efforts and intent to do business with organizations in the

San Bolkan; Alan K. Goodboy; John A. Daly

2010-01-01

293

A study on relationship among leadership, organizational culture, the operation of learning organization and employees' job satisfaction  

Microsoft Academic Search

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

Su-Chao Chang; Ming-Shing Lee

2007-01-01

294

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

295

The emergence of job satisfaction in organizational behavior : A historical overview of the dawn of job attitude research  

Microsoft Academic Search

Purpose – Based more on practical (and contextual), rather than theoretical grounds, over time, job satisfaction came to be the work attitude of choice for many early researchers interested in studying the relationship between employee attitudes and efficiency. Surprisingly, research examining the basis for why this belief is practically nonexistent. This paper addresses this apparent void in the organizational literature.

Thomas A. Wright

2006-01-01

296

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

297

Public Accounting Work Experience : The Influence of Demographic and Organizational Attributes  

Microsoft Academic Search

The work experience of individuals in public accounting is important for a variety of personal and organizational purposes. Work experience is divisible analytically into work outcomes (such as performance, job satisfaction, organizational commitment and turnover intentions) and work processes (such as the perception of role stress, job characteristics and organizational technology). However, work experience may be patterned by demographic variables

Timothy J. Fogarty

1994-01-01

298

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

299

Relationship between commitment to hospital goals and job satisfaction: a case study of a nursing department.  

PubMed

Why is it that people in the same occupation doing similar work in the same department experience different levels of intrinsic satisfaction? This article sheds light on this question and provides hospital administrators with guidelines for improving employee motivation through intrinsic job satisfaction. PMID:2266009

Alpander, G G

1990-01-01

300

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

301

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

Microsoft Academic Search

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

Sut I Wong Humborstad; Chad Perry

2011-01-01

302

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

Microsoft Academic Search

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

Concha Antón

2009-01-01

303

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

Microsoft Academic Search

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

Janice Anna Knights; Barbara Jean Kennedy

2005-01-01

304

The moderating effect of organizational change cynicism on middle manager strategy commitment  

Microsoft Academic Search

This paper focuses on middle managers as key actors in organizational strategizing. Through an empirical study we explore some of the barriers to effective implementation of strategic change initiatives. This research is motivated by the recognition that to understand strategizing in organizations we need to appreciate both when it is successful and when it is not, but that we still

Lisa Ceinwen Barton; Veronique Ambrosini

2012-01-01

305

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

306

A further examination of antecedents of correctional staff life satisfaction  

Microsoft Academic Search

Working in corrections is not only a demanding job, but a socially important one. While a growing number of studies have examined how the work environment impacts the job stress, job satisfaction, and organizational commitment of staff, very few studies have examined how working in corrections impacts the life satisfaction of workers. The current study utilized OLS regression to examine

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

2009-01-01

307

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

308

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

ERIC Educational Resources Information Center

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

Styskal, Richard A.

309

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

ERIC Educational Resources Information Center

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

Baker-Tate, Ixchel M.

2010-01-01

310

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

ERIC Educational Resources Information Center

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

Baker-Tate, Ixchel M.

2010-01-01

311

Development and test of a model of external organizational commitment in human resources outsourcing  

Microsoft Academic Search

Most prior outsourcing studies in the human resources domain have fo- cused on the initial decision for outsourcing HR activities. Hence, little is known about HR managers' commitment to continue an already existing outsourcing relationship. This study constitutes a first step to increase our understanding of the factors related to the continuity of HR outsourcing re- lationships. We developed and

Filip Lievens; Wilfried De Corte

2008-01-01

312

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

ERIC Educational Resources Information Center

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

Hodge, Elizabeth M.; Ozag, David

2007-01-01

313

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

Microsoft Academic Search

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

Shumei Guo; Songbai Li

2011-01-01

314

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

Microsoft Academic Search

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

Alexander Newman; Rani Thanacoody; Wendy Hui

2011-01-01

315

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

316

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

Microsoft Academic Search

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

Mohamed Fathy Hussein; José L. da Costa

2008-01-01

317

Job Satisfaction and Career Commitment Among Nursing Assistants Providing Alzheimer's Care  

Microsoft Academic Search

As part of a statewide dementia-specific training collaborative, data were collected from nursing assistants and aides who provide paid Alzheimer's care. This study explored the relevance of previous education and practical experiences to specific constructs associated with worker recruitment and retention. Direct-care providers with prior training in gerontology and geriatrics had lower levels of extrinsic job satisfaction and career resilience

Constance L. Coogle; Iris A. Parham; Katherine A. Young

2007-01-01

318

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.

Sternick, Edward S.

2011-01-01

319

The Effect of Information Satisfaction and Relational Benefit on Consumers' Online Shopping Site Commitments  

Microsoft Academic Search

Among the potential determinants of consumers’ commitments to online shopping site are information features of the Web site, because online shopping consumers have to base their judgment solely on the product or service information presented on the site. When consumers are satisfied with such information features and perceive clear benefits from their relationships with the site, we can expect them

Chung-Hoon Park; Young-Gul Kim

2006-01-01

320

Instrumental and interpersonal determinants of relationship satisfaction and commitment in industrial markets  

Microsoft Academic Search

Although factors relating to suppliers' performance on core marketing functions (instrumental factors) and those relating to the climate of interpersonal relations between supplier and customer resource personnel (interpersonal factors) have both been independently advocated as determinants of relationship satisfaction in business-to-business (B2B) markets, there is a dearth of studies that have investigated their joint effects. The author develops and tests

Alhassan G. Abdul-Muhmin

2005-01-01

321

Sales or lost sales? An insight into the marketing barriers affecting frontline employees' satisfaction and attitudinal commitment in a fashion retail outlet  

Microsoft Academic Search

This paper discusses some of the findings from exploratory research that provided an insight into the marketing barriers affecting frontline employees' satisfaction and attitudinal commitment in the context of a fashion retail outlet in Melbourne. Frontline employees represent the 'face' of an organisation (Hoffman and Bateson 1997) and they play a key role in satisfying customers' expectations, and thus in

Judy Rex; Vicky Kalimnios

322

FACULTY SATISFACTION AND THE DEAN'S INFLUENCE: AN ORGANIZATIONAL STUDY OF TWELVE LIBERAL ARTS COLLEGES  

Microsoft Academic Search

QUESTIONNAIRE DATA WERE OBTAINED FROM 685 FACULTY MEMBERS IN 12 LIBERAL ARTS COLLEGES. MEASURES INCLUDED AMOUNTS OF ADMINISTRATIVE INFLUENCE, BASES OF INFLUENCE FOR THE DEAN AND FACULTY, AND LEVELS OF FACULTY SATISFACTION. FACULTY SATISFACTION WAS GREATEST IN THOSE COLLEGES HAVING THE HIGHEST TOTAL INFLUENCE ACROSS ALL LEVELS OF THE ACADEMIC HIERARCHY. FACULTY ALSO INDICATED GREATEST SATISFACTION WITH DEANS WHO HAVE

JERALD G. BACHMAN

1968-01-01

323

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

Microsoft Academic Search

This study sought to understand how high involvement work processes (HIWP) are processed at the employee level. Using structural equation modeling techniques, the authors tested and supported a model in which psychological empowerment mediated the effects of HIWP on job satisfaction, organizational commitment, job performance, and job stress. Furthermore, perceived organizational support (POS) was hypothesized to moderate the relationships between

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

2009-01-01

324

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

325

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

326

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

Microsoft Academic Search

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

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

1996-01-01

327

Commitment to the Green Movement by Organizations and Individuals, Impacts of Organizational Culture, and Perceptions of Impacts Upon Outcomes  

Microsoft Academic Search

In this research, we find support for a proposed set of linkages among individual andorganizational green orientation, organizational culture, employee perceptions oforganizational green orientation, Quality Management (QM) Maturity, and outcomes, interms of positive impacts of the green movement and organizational performance.Specifically, we find that in organizations which are oriented toward the green movementand which have organizational cultures which are supportive

Susan M. L. Zee; Sandra J. Hartman; Lillian Y. Fok

2009-01-01

328

Perceptions of Organizational Support and Affectivity as Predictors of Job Satisfaction.  

National Technical Information Service (NTIS)

Staw, Bell, and Clausen (1986) have suggested that employees bring a positive or negative disposition to the work setting, process information about the job in a way that is consistent with that disposition, and then experience job satisfaction or dissati...

L. A. Witt

1994-01-01

329

Relationships Among Ethical Climates, Perceived Organizational Support, and Intent-to-Leave for Licensed Nurses in Skilled Nursing Facilities  

Microsoft Academic Search

This study tests a model that examines the effects of ethical climates and perceived organizational support on licensed nurses’ intent to leave through job satisfaction and organizational commitment. A cross-sectional survey design was implemented. Three hundred and fifty nine skilled nursing facilities were selected in the midwestern United States. While a total of 110 facilities (31%) agreed to participate, responses

Anna A. Filipova

2011-01-01

330

Intention to leave nursing : The importance of interpersonal work context, work-home interference, and job satisfaction beyond the effect of occupational commitment  

Microsoft Academic Search

Purpose – The purpose of this paper is to examine potential predictors of nurses' intention to leave the nursing profession. Specifically, this study investigates whether perceptions of the interpersonal work environment, work-home interference, and subsequent job satisfaction, would predict occupational turnover intentions beyond the impact of nurses' occupational commitment. Design\\/methodology\\/approach – A questionnaire is completed twice, with a one-year interval

Beatrice I. J. M. van der Heijden; Karen van Dam; Hans Martin Hasselhorn

2009-01-01

331

The relative influence of organisational commitment and job satisfaction on service quality of customer-contact employees in banking call centres  

Microsoft Academic Search

An inter-disciplinary approach is adopted to provide a deeper understanding of the human resource-service quality relationship. The paper tests the relationships organisational commitment and job satisfaction have with service quality of customer-contact employees. Hypotheses are constructed by reviewing literature in the areas of human resource management and services marketing. A study comprising 342 employees was conducted in four telephone call

Neeru Malhotra; Avinandan Mukherjee

2004-01-01

332

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

333

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

Microsoft Academic Search

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

Dharmasri Wickramasinghe; Vathsala Wickramasinghe

2012-01-01

334

The influence of superleader behaviors on organization commitment, job satisfaction and organization self-esteem in a self-managed work team  

Microsoft Academic Search

Purpose – The purpose of this paper was to examine the impact of superleader behaviors in self-managed work teams, on organization commitment, job satisfaction and organization self-esteem. Design\\/methodology\\/approach – Data were collected on-site over a period of three days from employees working in a non-union paper mill located in a small rural community in the northwestern region of the USA.

David F. Elloy

2005-01-01

335

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

336

The Interactive Effects of Role Conflict and Role Ambiguity on Job Satisfaction and Attitudes Toward Organizational Change: A Moderated Multiple Regression Approach  

Microsoft Academic Search

This study investigates the joint effects of both role conflict and role ambiguity on job satisfaction and three dimensions of attitudes toward organizational change, namely affective, cognitive, and behavioral tendency in a multicultural work setting. The study used a sample of 397 employees from several manufacturing and service organizations in the United Arab Emirates. Results of the moderated regression analysis

Darwish A. Yousef

2000-01-01

337

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

PubMed Central

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

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

2010-01-01

338

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

SciTech Connect

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

Not Available

1991-11-01

339

Organizational cultural survey of the Stanford Linear Accelerator Center  

SciTech Connect

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

Not Available

1991-11-01

340

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

SciTech Connect

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

Not Available

1991-11-01

341

Justice and organizational punishment: Attitudinal outcomes of disciplinary events  

Microsoft Academic Search

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

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

1993-01-01

342

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

ERIC Educational Resources Information Center

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

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

2008-01-01

343

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

ERIC Educational Resources Information Center

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

Williams, Irene Ana

2011-01-01

344

Expectancy Work Motivation, Central Life Interests, Voluntarism, Organizational Situation, Job Satisfaction, and Perceived Teaching Performance.  

ERIC Educational Resources Information Center

This study tested the hypotheses that expectancy work motivation, individual attitudes toward work, and structural and environmental components are predictions of teacher job satisfaction and effectiveness. Samples were selected from junior high school and higher education faculties. Subjects responded to open-ended questionnaires, and results…

Miskel, Cecil; And Others

345

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

346

Interpersonal and organizational dimensions of patient satisfaction: the moderating effects of health status  

Microsoft Academic Search

Objectives. Based on Donabedian's structure, process, and outcome model, this study was conducted to identify the underlying dimensions of patient satisfaction for diabetic patients and determine the effects of demographic characteristics and health status on these dimensions. Design. A cross-sectional analytical research design was used with a questionnaire, comprising demographic characteristics, the general and mental health items from the SF-20,

MARGARET S. WESTAWAY; PAUL RHEEDER; DANIE G. VAN ZYL; JOHN R. SEAGER

2003-01-01

347

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

Microsoft Academic Search

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

Rupashree Baral; Shivganesh Bhargava

2010-01-01

348

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

Microsoft Academic Search

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

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

2003-01-01

349

Research on Perceived Organizational Support for the High-tech Enterprise Knowledge-worker's Loyalty Based on Structure Equation Modeling  

Microsoft Academic Search

Based on the Organizational Support Theory, this paper forms evaluation Index of loyalty model for knowledge-workers of high-tech enterprise in information and communication field through three dimensions-job satisfaction, perceived organizational support, and organizational commitment. By questionnaire conducted in an information communication company, this paper achieves data for structural equation and validates the fit index. Then it confirms the evaluation method

Wang Yan; Cheng Yanxia

2011-01-01

350

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

351

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

PubMed

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

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

2013-01-10

352

How to attract people who are in sync with your culture : … and so improve productivity, commitment and organizational performance  

Microsoft Academic Search

Purpose – This paper aims to underline the importance of organizations attracting people who are synchronized with the organizational culture. Design\\/methodology\\/approach – Deals with defining the company's culture, recruitment advertising, and the interviewing and selection of candidates. Findings – Explains how appointing someone whose values, beliefs and behaviors are compatible with those of the organization can contribute to increased productivity

Anita Weyland

2011-01-01

353

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

2012-10-08

354

The Role of Psychological Climate on Public Sector Employees' Organizational Commitment: An Empirical Assessment for Three Occupational Groups  

Microsoft Academic Search

In an effort to understand how proximal work environment shapes public sector employees' work attitudes, this study examined how perceptions of psychological climate were related to the extent of affective commitment in three occupational groups: clerical, professional, and managerial\\/executive. Data were gathered from 267 employees in 11 New York State agencies. Results indicated that the strength of association between measures

Shahidul Hassan; John Rohrbaugh

2011-01-01

355

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

ERIC Educational Resources Information Center

|The need to respond to changing student clientele, new educational technologies, and increasing demands to do more with fewer resources presents serious challenges for two-year college faculty and can negatively effect faculty vitality and commitment. Faculty vitality, however, has been shown to be significantly related to the vitality and…

Schwandt, Linda

356

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

357

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

Microsoft Academic Search

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

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

2009-01-01

358

High-performance work systems, organizational commitment, and the role of demographic features in the People's Republic of China  

Microsoft Academic Search

The present study is an attempt to overcome methodological deficiencies in strategic human resource management research that is restricted to organizational-level analysis regarding the absence or presence of a certain HR practice, the use of single-respondent data, and the views of HR managers or decision makers. We adopted a multiple-respondent strategy as the foundation for studying employee-centered high-performance work systems

Kun Qiao; Shaista Khilji; Xiaoyun Wang

2009-01-01

359

Are employees more committed and willing to accept critical assignments during a crisis? A study of organizational commitment, professional commitment and willingness to care during the SARS outbreak in Taiwan  

Microsoft Academic Search

Few researches were involved in investigating the factors of commitment affecting employees' willingness to take critical assignment during a crisis. The severe acute respiratory syndrome (SARS) event provided as a good arena for crisis research. The study focused on the impact of crisis on the employees' willingness to accept critical assignments and the influencing factors of their willingness. This empirical

Chia-Ching Wu; Wei-Chia Lee; Rose S. J. Lin

2012-01-01

360

Are employees more committed and willing to accept critical assignments during a crisis? A study of organizational commitment, professional commitment and willingness to care during the SARS outbreak in Taiwan  

Microsoft Academic Search

Few researches were involved in investigating the factors of commitment affecting employees' willingness to take critical assignment during a crisis. The severe acute respiratory syndrome (SARS) event provided as a good arena for crisis research. The study focused on the impact of crisis on the employees' willingness to accept critical assignments and the influencing factors of their willingness. This empirical

Chia-Ching Wu; Wei-Chia Lee; Rose S. J. Lin

2011-01-01

361

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

362

Influencing the nursing commitment to workforce satisfaction and the origins of magnet: an interview with dr Michael evans.  

PubMed

This department highlights nursing leaders who have demonstrated a commitment to patient care leadership. This interview profiles Michael Evans, PhD, RN, FAAN, dean of the Texas Tech University School of Nursing and president of the American Nurses Credentialing Center. PMID:24061579

Adams, Jeffrey M

2013-10-01

363

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

ERIC Educational Resources Information Center

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

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

2004-01-01

364

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

ERIC Educational Resources Information Center

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

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

2004-01-01

365

Organizational Influences, Public Service Motivation and Work Outcomes: An Australian Study  

Microsoft Academic Search

This research examines the influence of organizational factors—intrinsic rewards, extrinsic rewards, work relations with management, and work relations with co-workers—on the relationship between public service motivation (PSM) and two work outcomes: job satisfaction and organizational commitment. Using data from the 2005 Australian Survey of Social Attitudes of over 2,200 employees in the Australian public and private sectors, this study found

Jeannette Taylor

2008-01-01

366

Investigating reverse causality between human resource management policies and organizational performance in small firms  

Microsoft Academic Search

Purpose – The purpose of this paper is to test reverse causality between human resource management (HRM) policies and organizational performance, through the intervening steps of employee attitudes (satisfaction, commitment, motivation) and employee behaviors (absences, turnover, disputes), which are still relatively untested in small firms and in a non-US\\/UK context such as Greece. Design\\/methodology\\/approach – Structural equation modeling was used

Anastasia A. Katou

2012-01-01

367

Analysis of Factors Affecting Employee's Occupational Commitment  

Microsoft Academic Search

This research mainly examines the factors that affect an employee's occupational commitment. Respondents of the questionnaire were all insurance agents, and a total of 246 valid questionnaires were completed. After going through correlation and regression analysis of the collected data, it is implied that insurance agents' affective occupational commitment, is higher than their affective organizational commitment. Also, their organizational commitment

C. C. Chen; Y. H. Yang; S. T. Hsiung

2009-01-01

368

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

Microsoft Academic Search

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

K. V. PETRIDES; ADRIAN FURNHAM

2006-01-01

369

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

370

Is continuance commitment beneficial to organizations? Commitment-performance relationship: a new look  

Microsoft Academic Search

This paper explores the multifaceted nature of commitment in three industrial firms in Jordan. Furthermore, the study investigates the nature of organizational commitment using employees’ job performance and five demographic variables. The results confirm that organizational commitment is a three-dimensional concept. The findings also uncover positive relationships between the global form of commitment and its three components on one hand,

Abubakr Suliman; Paul Iles

2000-01-01

371

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

PubMed

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

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

2009-04-01

372

The linkage between employee and patient satisfaction in home healthcare.  

PubMed

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

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

373

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

374

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

375

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

376

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

377

Organizational Citizenship: A Review, Proposed Model, and Research Agenda  

Microsoft Academic Search

Organizational citizenship was recently proposed as a form of job performance which may be more strongly related to job satisfaction than performance measures employed in previous job satisfaction-job performance research. However organizational citizenship holds more promise for organizational behavior research than merely its relationship to job satisfaction. Organ (1988a) argues that organizational citizenship, in the aggregate, promotes the effective functioning

Mel Schnake

1991-01-01

378

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

379

Personal and Organizational Diversity Factors' Impact on Social Workers' Job Satisfaction: Results from a National Internet-Based Survey  

Microsoft Academic Search

A national online survey examined the relationship among minority status, workplace racial composition, perceived inclusion, organization diversity, and job satisfaction for social work professionals employed in organizations. A social work magazine's subscribers and members of a social work listserv were contacted by e-mail and invited to participate. Respondents consisted of 119 social workers; 86 were employed in organizations. Results indicate

Shauna P. Acquavita; Joan Pittman; Maya Gibbons; Karen Castellanos-Brown

2009-01-01

380

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

ERIC Educational Resources Information Center

|Purpose: The paper aims to investigate the mediating effect of teacher empowerment on the relationship between teachers' perception of their school support and their intrinsic and extrinsic job satisfaction. Design/methodology/approach: Data were collected from a sample of 2,565 teachers affiliated with 153 Israeli elementary schools. A path…

Bogler, Ronit; Nir, Adam E.

2012-01-01

381

Conceptualizing Organizational Climate.  

National Technical Information Service (NTIS)

Part 1 of the paper presents some logical and conceptual distinctions between job satisfaction and organizational climate, the former being viewed as micro, evaluative, individual perceptions of personal events and experiences, the latter as macro, relati...

B. Schneider

1974-01-01

382

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

383

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

384

Resistance, Justice, and Commitment to Change  

ERIC Educational Resources Information Center

This research focused on individual responses to organizational change by exploring the relationships among individual resistance, organizational justice, and commitment to change following organizational change implementations in three organizations. To accomplish this, Web-based questionnaires were used to gather individual-level quantitative…

Foster, Rex D.

2010-01-01

385

Commitment development in software process improvement: critical misconceptions  

Microsoft Academic Search

It has been well established in the software process improvement (SPI) literature and practice that without commitment from all organizational levels to SPI the initiative will most likely fail or the results are not far reaching. Commitment construct is explored and three forms of commitment are introduced: affective, continuance and normative commitment. Analysis shows that current models of commitment development

Pekka Abrahamsson

2001-01-01

386

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

ERIC Educational Resources Information Center

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

Chen, Chun-hsi Vivian; Kao, Rui Hsin

2012-01-01

387

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

388

Foci of Attachment in Organizations: A Meta-Analytic Comparison of the Strength and Correlates of Workgroup versus Organizational Identification and Commitment  

ERIC Educational Resources Information Center

|The workgroup and the organization as a whole are common foci of employee attachment (i.e., identification and commitment). This study reviews theorizing and empirical research on the relative impact of attachment to these foci on work attitudes and behavior. Confirming predictions derived from a wide range of previous models, a meta-analysis…

Riketta, Michael; Dick, Rolf Van

2005-01-01

389

Teacher team commitment, teamwork and trust: exploring associations  

Microsoft Academic Search

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

Sungmin Park; Alan B. Henkin; Robert Egley

2005-01-01

390

Do rising levels of qualification alter work ethic, work orientation and organizational commitment for the worse? evidence from the UK, 1985–2001  

Microsoft Academic Search

Implications of rising levels of qualification for work attitudes—a hitherto neglected area in the debate on over?education—are examined. Theories of post?industrialism predicted that the spiralling educational requirements of an information?based economy would undercut the Work Ethic and intensify employee demands for work roles built around expressive and self?actualizing opportunities. Higher qualifications might also undermine job satisfaction and allegiance to employing

Michael Rose

2005-01-01

391

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

392

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

393

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

394

Psychological and organizational impact of bullying over and above negative affectivity: a survey of two nursing contexts.  

PubMed

Limited research exists on the impact of bullying across psychological and/or organizationally orientated outcomes for nurses working within different nursing contexts. Research that has explored these outcomes has not considered the potential confounding effects of negative affectivity (NA). This study's aim was to examine the extent hospital and aged care nurses are impacted by bullying on these outcomes, while considering NA. A total of 267 hospital nurses/midwives and 168 aged care nurses from an Australian healthcare organization responded to a survey. The results revealed hospital nurses/midwives who experienced bullying reported higher levels of psychological distress, as well as lower commitment and job satisfaction levels. Aged care nurses who experienced bullying reported lower levels of well-being and commitment. NA was a significant covariate for most analyses. Thus, nurses across these contexts are affected by bullying in relation to psychological and organizational-orientated outcomes over and above the effects of NA, particularly for commitment. PMID:23730855

Rodwell, John; Demir, Defne; Steane, Peter

2013-06-01

395

Moving Toward Improved Acquisition Outcomes: The Interrelationships Between Culture, Commitment, and Leadership.  

National Technical Information Service (NTIS)

The impact of organizational culture, management leadership style, and employee commitment on organizational outcomes has long been studied, but no clear answer exists for which concepts most affect acquisition outcomes and increase organizational product...

E. Roper

2011-01-01

396

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

397

Secondary school vice?principals: commitment, challenge, efficacy and synchrony  

Microsoft Academic Search

The study sought to investigate Hong Kong secondary school vice?principals’ job facets leading to overall job satisfaction, and to differentiate the satisfaction of vice?principals of different career orientations and gender groups. The findings indicated that there are four main facets of satisfaction, in rank order of influence on overall satisfaction, ‘professional commitment’, ‘level of personal challenge’, ‘sense of efficacy’ and

Allan Walker

2010-01-01

398

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

399

The effects of parole officers' perceptions of the organizational control structure and satisfaction with management on their attitudes toward policy change  

Microsoft Academic Search

Research on the organizational control structure in prison suggests that correctional officers' perceptions of reduced control negatively affected work-related attitudes. This study seeks to extend the literature by examining the impact that perceptions regarding the organizational control structure have on parole officers' attitudes toward policy change. The Ohio Adult Parole Authority Progressive Sanction Grid was implemented to increase uniformity when

Matthew D. Makarios; James McCafferty; Benjamin Steiner; Lawrence F. Travis III

2012-01-01

400

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

401

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

402

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

403

Impact of yoga way of life on organizational performance  

PubMed Central

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

Adhia, Hasmukh; Nagendra, HR; Mahadevan, B

2010-01-01

404

Mentoring Revisited: An Organizational Behaviour Construct  

Microsoft Academic Search

Describes an evolving dynamic relationship between protégé and mentor, which strongly impacts on the entire organization and those microcomponents associated with organizational behaviour in general. These include individual processes, interpersonal and work group processes, and organizational structure. Pays specific attention to leadership, corporate culture, gender differences, job satisfaction and performance. Finds that mentoring is related to organizational behaviour in general.

Steven H. Appelbaum; Stephen Ritchie; Barbara T. Shapiro

1994-01-01

405

Moderating effects of professional commitment on hospital nurses in Taiwan.  

PubMed

This study investigates the moderating effects of professional commitment on relationships among burnout, job satisfaction, and turnover intention. Two-hundred fifty-three nurses working in a single medical center in northern Taiwan were sampled and approached, and 238 questionnaires were used. All participants were female and aged <50 years. Moreover, 30.3% of the sample was married. Professional commitment moderated the influence of burnout on job satisfaction, but not the influence of job satisfaction on turnover intention. First, burnout (in terms of reduced personal accomplishment and emotional exhaustion) predicted job satisfaction for high-commitment nurses, but not for low-commitment nurses. Second, job satisfaction predicted turnover intention for both high-commitment and low-commitment nurses. PMID:17292133

Teng, Ching-I; Lotus Shyu, Yea-Ing; Chang, Hao-Yuan

406

Shaking hands with a computer: an examination of two methods of organizational newcomer orientation.  

PubMed

The current study investigated the effects of using a computer-based orientation program on organizational socialization and attitudinal outcomes. In a quasi-experimental field study, 261 newcomers either participated in a group, social-based orientation session or an individual, computer-based orientation session. Consistent with hypotheses, results indicated that participation in the computer-based orientation session led to lower levels of socialization in the more socially rich content areas, whereas the more information-based content areas were not affected. Levels of socialization mediated the effects of computer-based orientation on the more distal attitudinal outcomes of affective organizational commitment and job satisfaction. Computer-based orientation participation also negatively affected supervisor ratings of socialization. The results demonstrate the importance of newcomer orientations and socialization outcomes during organizational entry and that training method can be an important moderator of orientation practices. PMID:16162074

Wesson, Michael J; Gogus, Celile Itir

2005-09-01

407

Exploring commitment and leadership in volunteer organizations  

Microsoft Academic Search

Volunteer organizations, where there is no employment relationship between the member and the organization, represent an interesting context in which to explore the effects of leadership and organizational commitment. We present the results from a study of 212 Canadian volunteer leaders from an international social\\/charitable organization. Volunteer leaders were more psychologically involved and committed to their organization than comparable leaders

Victor M. Catano; Morgan Pond; E. Kevin Kelloway

2001-01-01

408

Commitment: A variable in women's response to marital therapy  

Microsoft Academic Search

The relationship between commitment to one's marriage at the onset of therapy and changes during marital therapy was examined. In a sample of 42 couples seeking marital therapy, wives' commitment level accounted for a significant amount of unique variance in marital satisfaction before therapy and gains in marital satisfaction resulting from therapy. In keeping with earlier findings, results for men

Steven R. H. Beach; Joan E. Broderick

1983-01-01

409

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

ERIC Educational Resources Information Center

|This article investigates the previous research and theories of workplace commitment using content analysis and concept mapping. It provides a conceptual model of workplace commitment, integrating the literature on organizational commitment, occupational/career commitment, and individual commitment. The significance of this article lies in the…

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

2008-01-01

410

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

ERIC Educational Resources Information Center

This article investigates the previous research and theories of workplace commitment using content analysis and concept mapping. It provides a conceptual model of workplace commitment, integrating the literature on organizational commitment, occupational/career commitment, and individual commitment. The significance of this article lies in the…

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

2008-01-01

411

Affective commitment and citizenship behaviors across multiple foci  

Microsoft Academic Search

Purpose – This paper seeks to examine the relationships between affective commitment and organizational citizenship behaviors (OCBs) across four foci: organizations, supervisors, coworkers, and customers. Further, it aims to determine whether relationships among commitments and OCBs involve mediated linkages. Design\\/methodology\\/approach – This study relies on matched employee-supervisor data (n=216). The relative fit of different models representing relationships among commitments and

Alexandre J. S. Morin; Christian Vandenberghe; Jean-Sébastien Boudrias; Isabelle Madore; Julien Morizot; Michel Tremblay

2011-01-01

412

Why work? : Aligning foci and dimensions of commitment along the axes of the competing values framework  

Microsoft Academic Search

Purpose – This paper aims to gain insight into the psychological dynamics of work motivation; specific work values are related to foci and dimensions of commitment to understand how different values influence people's commitments. Design\\/methodology\\/approach – A survey from a hospital (n=222) was analyzed on the relationships between organizational values, individual values, affective and normative commitment on both an organizational

Mark van Vuuren; Bernard P. Veldkamp; Menno D. T. de Jong; Erwin R. Seydel

2008-01-01

413

Effects of war exposure on air force personnel's mental health, job burnout and other organizational related outcomes.  

PubMed

Longitudinal data from a stratified representative sample of U.S. Air Force personnel (N = 1009) deployed to the wars in Iraq, Afghanistan, and other locations were analyzed in this study. Using structural equation models, we examined the effects of war exposure on traumatic experiences, Post Traumatic Stress (PTS) symptoms, resource loss, and on subsequent functioning, perceived health, and on job and organizationally relevant outcomes. The job and organizational outcomes included job burnout, job involvement, job strain, job satisfaction, work-family conflict, organizational commitment, deployment readiness, and intention to reenlist. We found that deployment to the theater of the war increased risk of exposure to trauma, which in turn, predicted elevated PTS symptoms and resource loss. PTS symptoms predicted later loss of resources and deterioration in perceived health and functioning. In turn, resource loss predicted negative job and organizational outcomes. Exposure to trauma fully mediated the effects of deployment to the theater of war on PTS symptoms and resource loss and had additional significant indirect effects on several job and organizational relevant outcomes. For returning veterans, deployment to the theater of war, exposure to trauma, PTS symptoms, and resource loss represents a "cascading" chain of events that over time results in a decline of health and functioning as well as in adverse job and organizationally relevant outcomes that may affect organizational effectiveness. PMID:21280941

Vinokur, Amiram D; Pierce, Penny F; Lewandowski-Romps, Lisa; Hobfoll, Stevan E; Galea, Sandro

2011-01-01

414

The Moderating Effects of Work-Family Role Combinations and Work-Family Organizational Culture on the Relationship Between Family-Friendly Workplace Supports and Job Satisfaction  

Microsoft Academic Search

This study determined whether work-family role combinations (i.e., work and elder care, work and child care, work and elder care and child care) and work-family culture significantly moderate the relationship between availability of workplace supports and job satisfaction. The data were obtained from the Families and Work Institute’s 1997 archival data set, the National Study of the Changing Workforce (NCSW).

Khatera Sahibzada; Leslie B. Hammer; Margaret B. Neal; Daniel C. Kuang

2005-01-01

415

Social Axioms and Organizational Behavior  

Microsoft Academic Search

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

Catherine T. Kwantes; Charlotte M. Karam

416

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

417

Newcomer adjustment during organizational socialization: a meta-analytic review of antecedents, outcomes, and methods.  

PubMed

The authors tested a model of antecedents and outcomes of newcomer adjustment using 70 unique samples of newcomers with meta-analytic and path modeling techniques. Specifically, they proposed and tested a model in which adjustment (role clarity, self-efficacy, and social acceptance) mediated the effects of organizational socialization tactics and information seeking on socialization outcomes (job satisfaction, organizational commitment, job performance, intentions to remain, and turnover). The results generally supported this model. In addition, the authors examined the moderating effects of methodology on these relationships by coding for 3 methodological issues: data collection type (longitudinal vs. cross-sectional), sample characteristics (school-to-work vs. work-to-work transitions), and measurement of the antecedents (facet vs. composite measurement). Discussion focuses on the implications of the findings and suggestions for future research. PMID:17484552

Bauer, Talya N; Bodner, Todd; Erdogan, Berrin; Truxillo, Donald M; Tucker, Jennifer S

2007-05-01

418

[The influence of organizational ties in the consolidation of Psychosocial Care Centers].  

PubMed

This article seeks to investigate the influence of organizational ties in the consolidation of Psychosocial Care Centers (CAPS - II and AD [Alcohol and Drugs]) in the city of Petrolina, State of Pernambuco, Brazil. Based on qualitative research, semi-structured interviews were conducted with a multi-professional team from both CAPS, with the sample consisting of one representative from each professional category. A critical review of the data was based on content analysis prepared from categorization of the discourses. The results showed that, in general, the teams do not possess sufficient theoretical knowledge about the system of which they are part. Moreover, although there is a high level of satisfaction, precarious working conditions and a lack of professional recognition and labor input can negatively affect the institutional dynamics. Lastly, a quantitative equivalence was also detected regarding affective and calculative aspects of organizational commitment and a close relationship between length of service and involvement with the work. PMID:24061023

Alves, Haiana Maria de Carvalho; Dourado, Lidiane Bento Ribeiro; Côrtes, Verônica da Nova Quadros

2013-10-01

419

Management's role in shaping organizational culture  

Microsoft Academic Search

Aim The present study addresses the importance of the manager's role in the development and maintenance of organizational culture. It describes the types of cultures that exist and manager characteristics that are essential to facilitating a healthy workplace. Background While many managers do not deny the importance of organizational culture in employee satisfaction, few fail to realize the direct impact

CHRISTINE KANE-URRABAZO; Plaza Verde

2006-01-01

420

Organizational Wellness Programs: A Meta-Analysis  

Microsoft Academic Search

Organizational wellness programs are on or off-site services sponsored by organizations which attempt to promote good health or to identify and correct potential health related problems (Wolfe, Parker, & Napier, 1994). The authors conducted a meta-analysis on studies that examined the effects of participation in an organizational wellness program (fitness or comprehensive) on absenteeism and job satisfaction. The results revealed

Kizzy M. Parks; Lisa A. Steelman

2008-01-01

421

An Examination of the Relationship Between Commitments and Culture Among Five Cultural Groups of Israeli Teachers  

Microsoft Academic Search

This study examines the relationship between commitment forms (organizational commitment, occupational commitment, job involvement, work involvement, and group commitment) and cultural values (individualism versus collectivism, power distance, uncertainty avoidance, and masculinity versus femininity). Five groups of Israeli teachers who are assumed to represent different cultural groups (secular Jews, orthodox Jews, kibbutz teachers, Druze, and Arabs) are examined. Of the 2,269

Aaron Cohen

2007-01-01

422

Employee Orientation and Job Satisfaction among Professional Employees in Hospitals.  

ERIC Educational Resources Information Center

|This study examines the relationship between job satisfaction and employee orientations of professionals in small rural hospitals. Organizational loyalty, peer loyalty and professional identification were used as predictors. Organizational loyalty was found to be the predominant orientation predicting job satisfaction. Replication in other…

Jauch, Lawrence R.; Sekaran, Uma

1978-01-01

423

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

424

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

425

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

426

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

427

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

428

Facilitators of Organizational Learning in Design  

ERIC Educational Resources Information Center

|Purpose: The purpose of this paper is to determine the influence of organizational factors such as leadership commitment, incentives and interaction on learning outcomes defined as performance improvement and organizational climate. Design/methodology/approach: Different aspects of knowledge acquisition, sharing and utilization were examined,…

Pham, Ngoc Thuy; Swierczek, Fredric William

2006-01-01

429

Essays in economics: 1. Pre-committed government spending and partisan politics. 2. Investment in energy efficiency: Do the characteristics of firms matter? 3. Information processing and organizational structure  

Microsoft Academic Search

1. Spending commitments requiring future outlays are important for understanding partisan politics because they prevent a conservative government from scaling back spending programs. In a one-government-good model, a \\

William Edward Watkins Jr.

1998-01-01

430

The Measurement of Job Satisfaction in Korea.  

ERIC Educational Resources Information Center

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

Tak, Jinkook; Downey, Ronald G.

431

Physician assistant vocational satisfaction.  

PubMed

Physician assistants (PAs) are known to be highly satisfied with their vocational choices, but the reasons for this high degree of satisfaction are not known. The author mailed a survey to 2,323 PAs whose names were randomly chosen from the mailing list of the American Academy of Physician Assistants (AAPA) to examine the factors that PAs feel contribute to vocational satisfaction. The survey response rate was 50%. PAs were found to be highly satisfied with their careers, specialty choices, and jobs. From qualitative data, 21 factors for vocational satisfaction and 29 factors for dissatisfaction were identified. The identified variables could be used to guide PA professional policy development and aid PA employers in making organizational and management decisions. PMID:15532322

Labarbera, Dawn M

2004-10-01

432

Romantic Relationships: Love, Satisfaction, and Staying Together  

Microsoft Academic Search

Fifty-seven dating couples were studied on a variety of relationship measures. The interrelations among love attitudes and relationship satisfaction were of primary interest. However, for one subsample of couples, sexual attitudes, self-esteem, self-disclosure, commitment, investment, and relationship continuation\\/termination were also studied. Partners displayed similarity on a variety of measures, including several love attitudes, disclosure, investment, commitment, and relationship satisfaction. Some

Susan S. Hendrick; Clyde Hendrick; Nancy L. Adler

1988-01-01

433

Satisfaction and Learning: an experimental game to measure happiness  

Microsoft Academic Search

This paper aims to illustrate the results of an experimental analysis in which - along with organizational coordination - the participants' level of satisfaction was measured. As in the analysis of individual happiness, satisfaction is here measured by explicitly asking players. A series of interesting results emerges: (1) it is possible to measure satisfaction in an experiment; (2) as expected,

Marco Novarese; Salvatore Rizzello

2003-01-01

434

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

435

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

436

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

PubMed

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; Zhou, Zhi-Min; Su, Chen-Ting; Zhou, Nan

2013-06-15

437

Antecedents, Mediators, and Consequences of Affective, Normative, and Continuance Commitment: Empirical Tests of Commitment Effects in Federal Agencies  

Microsoft Academic Search

This study examines the constructs and the effects of three subdimensions of federal employees' organizational commitment—affective, normative, and continuance. Using the Merit Systems Protection Board (MSPB) 2000 survey instrument and employing an exploratory and confirmatory factor analysis, multivariate regression, and a structural equation model, the authors empirically test and measure (a) the dimensionality of the three commitment constructs, (b) how

Sung Min Park; Hal G. Rainey

2007-01-01

438

Using employee satisfaction measurement to improve people management: An adaptation of Kano's quality types  

Microsoft Academic Search

A model and an associated measurement instrument of employees' perceptions of job dimensions, satisfaction, commitment and loyalty has been developed and applied in several Danish organizations. The model is a structural equation model with unobservable latent variables that link employee satisfaction to its determinants and, in turn, to its consequences, namely employee commitment and loyalty. The determinants of employee satisfaction,

Martensen Anne; Lars Grønholdt

2001-01-01

439

Unions and Job Satisfaction: An Alternative View.  

ERIC Educational Resources Information Center

The dominant theoretical perspective suggests that unions reduce job satisfaction by making workers more critical of the workplace and more willing to complain. However, unions reduce wage inequality and increase worker control and commitment. A survey of 978 workers shows that unionization has a positive effect on job satisfaction. (JOW)

Pfeffer, Jeffrey; Davis-Blake, Alison

1990-01-01

440

The Effects of Organizational Cynicism on Community Colleges: Exploring Concepts from Positive Psychology  

ERIC Educational Resources Information Center

|This study tested the negative relationships between organizational cynicism and organizational commitment and organizational citizenship behavior, and the positive relationship between organizational cynicism and turnover intention within the context of higher education. Going beyond previous research efforts, this study identified how these…

Barnes, Lenora Lacy

2010-01-01

441

The Effects of Organizational Cynicism on Community Colleges: Exploring Concepts from Positive Psychology  

ERIC Educational Resources Information Center

This study tested the negative relationships between organizational cynicism and organizational commitment and organizational citizenship behavior, and the positive relationship between organizational cynicism and turnover intention within the context of higher education. Going beyond previous research efforts, this study identified how these…

Barnes, Lenora Lacy

2010-01-01

442

Field Instructors' Commitment to Student Supervision: Testing the Investment Model  

Microsoft Academic Search

The aim of the study was to examine field instructors' commitment to student supervision, using an adapted form of the Investment Model, which consists of six components related to supervision: rewards (positive aspects of the job), costs (negative aspects of the job), degree of investment in the job, quality of alternative jobs, satisfaction of the job, and commitment to the

Mark J. Macgowan

2007-01-01

443

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

444

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

445

A Case Study of Job Satisfaction at a Strategic Air Command Bomb Wing.  

National Technical Information Service (NTIS)

Job satisfaction levels and factors affecting them were studied for four flying squadrons of the 7th BMW, Carswell AFB, Texas. A questionnaire--composed of Hackman-Oldham Job Diagnostic Survey, the Hoppock Measure of Job Satisfaction, organizational clima...

A. E. Krebs

1977-01-01

446

A Structural Analysis of the Determinants of Job Satisfactions in On-Going Organizations.  

National Technical Information Service (NTIS)

Organizational effectiveness is composed of two concepts: (1) job satisfactions and (2) employee performance. In this paper the concept of job satisfactions is delimited to include five principal areas, viz., work, pay, promotion, people, and supervision....

W. J. Vaughn J. D. Dunn

1972-01-01

447

Is the professional satisfaction of general internists associated with patient satisfaction?  

Microsoft Academic Search

BACKGROUND: The growth of managed care has raised a number of concerns about patient and physician satisfaction. An association between\\u000a physicians’ professional satisfaction and the satisfaction of their patients could suggest new types of organizational interventions\\u000a to improve the satisfaction of both.\\u000a \\u000a \\u000a OBJECTIVE: To examine the relation between the satisfaction of general internists and their patients.\\u000a \\u000a \\u000a \\u000a \\u000a DESIGN: Cross-sectional surveys of

Jennifer S. Haas; E. Francis Cook; Ann Louise Puopolo; Helen R. Burstin; Paul D. Cleary; Troyen A. Brennan

2000-01-01

448

Interactional Patterns and Marital Satisfaction Among Dual-Career Couples  

Microsoft Academic Search

The relationships of interactional patterns to the marital satisfaction of dual-career cou~lews ere exolored. Greater marital satisfaction was related to create; equality and reciprocity in the relationships. Couples experiencing reater marital satisfaction were apt to both give and ta e supports, to be involved in each other's careers, have equal commitment to the relationship, and to practice equal decision making.

JoAnn Ray

1990-01-01

449

Owner Commitment and Relational Governance in the Privately-Held Firm: An Empirical Study  

Microsoft Academic Search

This paper examines owner commitment and relational governance in the privately-held firm. The proposed model goes beyond\\u000a agency theory to include research on organization commitment and organization citizenship behaviors, as well as stewardship\\u000a theory, organizational social capital theory, social identity theory and social exchange theory. Results support predictions\\u000a of stewardship theory and organizational social capital theory that owner commitment and

Lorraine M. Uhlaner; Roberto H. Floren; Jurgen R. Geerlings

2007-01-01

450

Organizational consciousness  

Microsoft Academic Search

Purpose – The purpose of this paper is to develop a conceptual understanding of organizational consciousness that expands the discussion of organizational analysis, and use a case study to apply it in the analysis of a merger between an academic health center and a regional medical center. Design\\/methodology\\/approach – The paper draws on the experiences and insights of scholars who

Richard C. Pees; Glenda Hostetter Shoop; James T. Ziegenfuss

2009-01-01

451

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

452

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

453

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

454

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

455

A Social-Justice Approach to Organizational Evaluation  

ERIC Educational Resources Information Center

It is argued that a Barnardian participant-satisfaction model, augmented by a principle of social justice, provides a more useful framework for assessing organizational value than do goal-based models. (Author/IRT)

Keeley, Michael

1978-01-01

456

Concern for the Environment: Implications for Industrial and Organizational Psychology  

ERIC Educational Resources Information Center

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

Bass, Bernard M.; Bass, Ruth

1976-01-01

457

A fuzzy commitment scheme  

Microsoft Academic Search

We combine well-known techniques from the areas of error-correcting codes and cryptography to achieve a new type of cryptographic primitive that we refer to as a fuzzy commitment scheme. Like a conventional cryptographic commitment scheme, our fuzzy commitment scheme is both concealing and binding: it is infeasible for an attacker to learn the committed value, and also for the committer

Ari Juels; Martin Wattenberg

1999-01-01

458

Consensus on transaction commit  

Microsoft Academic Search

The distributed transaction commit problem requires reaching agreement on whether a transaction is committed or aborted. The classic Two-Phase Commit protocol blocks if the coordinator fails. Fault-tolerant consensus algorithms also reach agreement, but do not block whenever any majority of the processes are working. The Paxos Commit algorithm runs a Paxos consensus algorithm on the commit\\/abort decision of each participant

Jim Gray; Leslie Lamport

2006-01-01

459

Consensus on Transaction Commit  

Microsoft Academic Search

The distributed transaction commit problem requires reaching agreement on whether a transaction is committed or aborted. The classic Two-Phase Commit protocol blocks if the coordinator fails. Fault-tolerant consensus algorithms also reach agreement, but do not block whenever any majority of the processes are working. The Paxos Commit algorithm runs a Paxos consensus algorithm on the commit\\/abort decision of each participant

Jim Gray; Leslie Lamport

2004-01-01

460

Organizational Excellence.  

National Technical Information Service (NTIS)

The question of what is organizational excellence has plagued theorists and researchers of centuries; and there have been many attempts to quantify, measure, or explain excellence. There is an attempt to intellectually develop a set of common characterist...

A. E. Slucher

1985-01-01

461

From belonging to technology diffusion: A critical role of perceived organizational support  

Microsoft Academic Search

The purpose of this research is to explore whether the individual’s positive attitude toward the organization (i.e., organizational commitment and organizational trust) mediates the relationship between organizational belonging and technology diffusion as well as whether perceived organizational support moderates the relationship between organizational belonging and the individual’s positive attitude toward the organization. Our research is based on longitudinal data collected

Sheng-Tsung Hou; Hsueh-Liang Fan

2011-01-01

462

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

463

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

PubMed

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

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

2011-12-12

464

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.

Not Available

1991-06-01

465

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

466

Perceptions of control during systems development: effects on job satisfaction of systems professionals  

Microsoft Academic Search

While a great deal of organizational research has been devoted to the study of individual differences and task characteristics as the major determinants of job satisfaction, the role of organizational variables in explaining employee satisfaction has received little empirical attention. The present study argues that the extent to which employees perceive that their activities are controlled by managers, peers, or

Martin Santana; Daniel Robey

1995-01-01

467

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

468

From the interpersonal to the international: understanding commitment to the "war on terror".  

PubMed

Applying constructs from the investment model used traditionally to understand interpersonal commitment, the present investigation seeks to elucidate social cognitive antecedents of commitment to the war on terror waged by the United States. In Study 1, satisfaction with, investments in, and alternatives to the war on terror predict levels of commitment to the war beyond several important control variables. In Study 2, levels of satisfaction with, investments in, and alternatives to the war are experimentally manipulated. The highest levels of commitment to the war are observed among participants exposed to a high satisfaction, high investment, and low alternatives scenario, and the lowest levels are among those exposed to a low satisfaction, low investment, and high alternatives scenario. These results support broadening the targets of commitment normally considered within the context of the investment model and suggest applying relational models to understanding broader societal concerns. PMID:17947397

Agnew, Christopher R; Hoffman, Aaron M; Lehmiller, Justin J; Duncan, Natasha T

2007-11-01

469

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

470

Rethinking organizational crime and organizational criminology  

Microsoft Academic Search

Organizational crime and organizational criminology, obviously, are, orshould be about ``organization''. This essay wants to explore what is goingon in contemporary ``organizations''; it wants to think through what iscurrently happening in today's organizations. It will argue thatcontemporary organizational life has arrived in a phase of transition.New forms, and new modalities of organizational morality are taking shape.So is organizational regulation. This,

Ronnie Lippens

2001-01-01

471

Job Satisfaction.  

National Technical Information Service (NTIS)

Despite the amount of literature on job satisfaction and job performance over the last thirty years, both concepts are still vaguely defined. The dominant theory of job satisfaction until the mid 1960's was Herzberg's two factor theory. The strengths and ...

T. C. Ramsden

1979-01-01

472

Bit Commitment Using Pseudorandomness  

Microsoft Academic Search

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

Moni Naor

1991-01-01

473

Corporate social responsibility organizational identification and motivation  

Microsoft Academic Search

Purpose – The purpose of this paper is to explore the impact of corporate social responsibility (CSR) engagement on employee motivation, job satisfaction and organizational identification as well as employee citizenship in voluntary community activities. Design\\/methodology\\/approach – Employees (n=224) of a major airline carrier participated in the study based on a 54-item questionnaire, containing four different sets of items related

Michal Mozes; Zvi Josman; Eyal Yaniv

2011-01-01

474

Corporate culture and its relationship to participation and job satisfaction  

Microsoft Academic Search

This study provides organizational leaders important information about building and strengthening organizational cultures with a focus on employee participation, involvement, and job satisfaction. The key question researched is how do leaders get employees to increase adherence to the corporate culture. A fundamental linkage is made between the Hawthorne studies of the 1920's, which focused on increasing productivity, and the emphasis

Samuel Harold Lloyd

1995-01-01

475

Approach versus avoidance: different types of commitment in intimate relationships.  

PubMed

The major objective of the present study was to examine whether approach versus avoidance commitment to one's intimate relationship was differentially predictive of relationship quality parameters in the long run. In the 1st testing period, 134 participants (67 romantic couples) answered questions about approach- versus avoidance-related measures. Commitment and relationship quality parameters such as satisfaction and emotions depending on the partner's presence were assessed in all 3 testing periods. The proposed distinction between an approach and an avoidance type of commitment was validated through correlations with other approach- versus avoidance-related measures. Longitudinal analyses revealed that approach commitment predicted relationship quality parameters positively, whereas avoidance commitment predicted them negatively. The results are discussed in terms of the benefit of an approach-avoidance-based conceptualization of commitment. PMID:11831411

Frank, Elisabeth; Brandstätter, Veronika

2002-02-01

476

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

477

Assessment of learner satisfaction with asynchronous electronic learning systems  

Microsoft Academic Search

The electronic learning (e-learning) literature has not addressed the measurement of learner satisfaction with asynchronous e- learning systems. Current models for measuring user satisfaction (US) and students' evaluation of teaching effectiveness (SETE) are perceived as inapplicable as they are targeted primarily towards either organizational information systems or classroom education environment. My study developed a comprehensive model and instrument for measuring

Yi-Shun Wang

2003-01-01

478

The impact of individual and organizational characteristics on work-family conflict and career outcomes  

Microsoft Academic Search

Purpose – This paper aims to examine the dynamics of individual and organizational characteristics in work-family conflict (WFC) and career outcomes. It aims to consider the role of self-esteem, career management and multiple life role commitment, and, as individual characteristics, on WFC and career outcomes; it also seeks to consider the role of career encouragement and organizational culture, as organizational

Irene Nikandrou; Leda Panayotopoulou; Eleni Apospori

2008-01-01

479

Laypeople's conceptions of commitment.  

PubMed

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

Fehr, B

1999-01-01

480

Nurse residency graduates' commitment to their first positions.  

PubMed

Between 27% and 53% of new graduates change jobs during the first year of work. One program to address this issue is a national nurse residency program, in which the University of Kansas Hospital has enrolled new graduates since 2003. The purpose of this study was to examine the relationships among job satisfaction, reasons for staying, and satisfaction with the nurse residency program to job commitment and retention of nurses who completed the program. PMID:21430475

Setter, Robyn; Walker, Marci; Connelly, Lynne M; Peterman, Tammy

481

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

482

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

ERIC Educational Resources Information Center

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

Singh, Ajay Kr.; Sharma, Vandna

2011-01-01

483

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

484

Predicting Job Satisfaction and Job Performance in a Privatized Organization  

Microsoft Academic Search

The current study focused on job satisfaction and job performance, as well as on their predictors in a privatized organization. We tested a model in which job satisfaction, consistent with social cognitive theory, is related to self-efficacy and perceptions of social context (i.e., colleagues, immediate supervisor, top management); job satisfaction, in turn, predicts job performance along with organizational tenure.White collars

Laura Borgogni; Silvia Dello Russo; Laura Petitta; Michele Vecchione

2010-01-01

485

A comparison of governance types and patient satisfaction outcomes.  

PubMed

Given our dynamic healthcare marketplace, it is imperative to examine the context in which nurses function. A unit level study was conducted to investigate the influence of governance type on organizational culture, nurse work satisfaction, nurse retention, and patient satisfaction. The results of the study will be of value to nurse executives wanting to redesign the context for nursing service to improve outcomes, including nurse and patient satisfaction. PMID:11324332

Stumpf, L R

2001-04-01

486

Understanding Employee Job Satisfaction: The Importance of Procedural and Distributive Justice  

Microsoft Academic Search

The importance of perceived fair treatment and its effect on employee job satisfaction cannot be overlooked. Hierarchical regression analyses revealed that structural procedural justice, interpersonal procedural justice, and distributive justice each accounted for significant unique variance in employee job satisfaction. In addition, when job satisfaction was regressed on all three types of organizational justice, all three justice perceptions significantly predicted

Stephen P. Schappe

1998-01-01

487

Using employee satisfaction measurement to improve people management: An adaptation of Kano's quality types  

Microsoft Academic Search

A model and an associated measurement instrument of employees' perceptions of job dimensions, satisfaction, commitment and loyalty has been developed and applied in several Danish organisations. The model is a structural equation model with unobserv- able latent variables that link employee satisfaction to its determinants and, in turn, to its consequences, namely employee commitment and loyalty. The determinants of employee

Lars Grønholdt

2001-01-01

488

Postmarket Requirements and Commitments  

Center for Drug Evaluation (CDER)

... The phrase postmarket requirements and commitments refers to studies and clinical trials that sponsors conduct after ... Search the Database. -. ... More results from www.fda.gov/drugs/informationondrugs

489

Service-Learning and Student Volunteerism: Reflections on Institutional Commitment.  

ERIC Educational Resources Information Center

|A study examined how five colleges and universities with stated commitments to public service incorporate volunteerism and service-learning into organizational structures. Results suggest that institutions that make centralized decisions and share governance are more apt to institutionalize service-learning than are more loosely coupled systems.…

Ward, Kelly

1996-01-01

490

Organizational socialization of physical therapists.  

PubMed

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

Smith, D M

1989-04-01

491

Typologizing Organizational Amnesia  

ERIC Educational Resources Information Center

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

Othman, Rozhan; Hashim, Noor Azuan

2004-01-01

492

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

493

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

494

Managing by commitments.  

PubMed

What makes a great manager great? Despite differences in their personal attributes, successful managers all excel in the making, honoring, and remaking of commitments. Managerial commitments take many forms, from capital investments to personnel decisions to public statements, but each exerts both immediate and enduring influence on a company. A leader's commitments shape a business's identity, define its strengths and weaknesses, establish its opportunities and limitations, and set its direction. Executives can all too easily forget that commitments are extraordinarily powerful. Caught up in the present, managers often take actions that, while beneficial in the near term, impose lasting constraints on their operations and organizations. When market or competitive conditions change, they can find themselves unable to respond effectively. Managers who understand the nature and power of their commitments can wield them more effectively throughout a company's life cycle. Entrepreneurs can avoid taking actions that imprint a new venture with a dysfunctional character. Managers in established enterprises can buttress past commitments that retain their currency and learn to recognize when commitments have become roadblocks to needed changes. The manager can then replace those roadblocks with new, rejuvenating commitments. That doesn't mean you should try to anticipate all the long-run consequences of every commitment--and it certainly doesn't mean you should shy away from making commitments. But it does mean that before making important decisions about, say, operating processes or partnerships, you should always ask yourself: Is this a process or relationship that we can live with in the future? Am I locking us into a course that we'll come to regret? PMID:12800719

Sull, Donald N

2003-06-01

495

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

496

Is the job satisfaction–job performance relationship spurious? A meta-analytic examination  

Microsoft Academic Search

The job satisfaction–job performance relationship has attracted much attention throughout the history of industrial and organizational psychology. Many researchers and most lay people believe that a causal relationship exists between satisfaction and performance. In the current study, however, analyses using meta-analytic data suggested that the satisfaction–performance relationship is largely spurious. More specifically, the satisfaction–performance relationship was partially eliminated after controlling

Nathan A. Bowling

2007-01-01

497

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.

Reczek, Corinne; Elliott, Sinikka; Umberson, Debra

2011-01-01

498

Satisfaction = Revenue.  

ERIC Educational Resources Information Center

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

Johannesen, Rhonda

1999-01-01

499

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.

Curtis, Sara L.; Eby, Lillian T.

2010-01-01

500

Is the Professional Satisfaction of General Internists Associated with Patient Satisfaction?  

PubMed Central

BACKGROUND The growth of managed care has raised a number of concerns about patient and physician satisfaction. An association between physicians' professional satisfaction and the satisfaction of their patients could suggest new types of organizational interventions to improve the satisfaction of both. OBJECTIVE To examine the relation between the satisfaction of general internists and their patients. DESIGN Cross-sectional surveys of patients and physicians. SETTING Eleven academically affiliated general internal medicine practices in the greater-Boston area. PARTICIPANTS A random sample of English-speaking and Spanish-speaking patients (n = 2,620) with at least one visit to their physician (n = 166) during the preceding year. MEASUREMENTS Patients' overall satisfaction with their health care, and their satisfaction with their most recent physician visit. MAIN RESULTS After adjustment, the patients of physicians who rated themselves to be very or extremely satisfied with their work had higher scores for overall satisfaction with their health care (regression coefficient 2.10; 95% confidence interval 0.73–3.48), and for satisfaction with their most recent physician visit (regression coefficient 1.23; 95% confidence interval 0.26–2.21). In addition, younger patients, those with better overall health status, and those cared for by a physician who worked part-time were significantly more likely to report better satisfaction with both measures. Minority patients and those with managed care insurance also reported lower overall satisfaction. CONCLUSIONS The patients of physicians who have higher professional satisfaction may themselves be more satisfied with their care. Further research will need to consider factors that may mediate the relation between patient and physician satisfaction.

Haas, Jennifer S; Cook, E Francis; Puopolo, Ann Louise; Burstin, Helen R; Cleary, Paul D; Brennan, Troyen A

2000-01-01