Science.gov

Sample records for affective organizational commitment

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

    PubMed

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

    2013-06-01

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

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

    PubMed

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

    2015-01-01

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

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

    PubMed Central

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

    2015-01-01

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

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

    PubMed

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

    2015-01-01

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Weng, Qingxiong; McElroy, James C.

    2012-01-01

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

  7. Organizational Commitment through Organizational Socialization Tactics

    ERIC Educational Resources Information Center

    Filstad, Cathrine

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Short, Emily Carter

    2013-01-01

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

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

    PubMed

    Flynn, Francis J; Schaumberg, Rebecca L

    2012-01-01

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

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

    PubMed

    Flynn, Francis J; Schaumberg, Rebecca L

    2012-01-01

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

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

    PubMed

    Zhou, Yingying; Miao, Qing

    2014-10-01

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

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

    ERIC Educational Resources Information Center

    Li, Yongzhan

    2014-01-01

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

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

    ERIC Educational Resources Information Center

    Panaccio, Alexandra; Vandenberghe, Christian

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Austin-Hickey, Rachel

    2013-01-01

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

  15. Organizational commitment of military physicians.

    PubMed

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

    2009-09-01

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

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

    ERIC Educational Resources Information Center

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

    2012-01-01

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

  17. Organizational and Client Commitment among Contracted Employees

    ERIC Educational Resources Information Center

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

    2006-01-01

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

  18. Organizational Commitment as Symbolic Process.

    ERIC Educational Resources Information Center

    Larkey, Linda; Morrill, Calvin

    1995-01-01

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

  19. Organizational Climate and Teacher Commitment

    ERIC Educational Resources Information Center

    Douglas, Stephen Michael

    2010-01-01

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

  20. Managing Organizational Commitment: Insights from Longitudinal Research

    ERIC Educational Resources Information Center

    Morrow, Paula C.

    2011-01-01

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

  1. The Effects of Organizational Training on Organizational Commitment

    ERIC Educational Resources Information Center

    Bulut, Cagri; Culha, Osman

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Ipek, Cemalettin

    2010-01-01

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

  3. Job Stress and Organizational Commitment among Mentoring Coordinators

    ERIC Educational Resources Information Center

    Michael, Orly; Court, Deborah; Petal, Pnina

    2009-01-01

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

  4. Idiosyncratic Deals and Organizational Commitment

    ERIC Educational Resources Information Center

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

    2010-01-01

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

  5. Investigation of the Relationship between Organizational Trust and Organizational Commitment

    ERIC Educational Resources Information Center

    Bastug, Gülsüm; Pala, Adem; Kumartasli, Mehmet; Günel, Ilker; Duyan, Mehdi

    2016-01-01

    Organizational trust and organizational commitment are considered as the most important entraining factors for organizational success. The most important factor in the formation of organizational commitment is trust that employees have in their organizations. In this study, the relationship between organizational trust and organizational…

  6. Influencing Organizational Commitment through Office Redesign

    ERIC Educational Resources Information Center

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

    2012-01-01

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

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

    PubMed

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

    2012-07-01

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

  8. The Relationship Between Organizational Culture and Organizational Commitment in Zahedan University of Medical Sciences

    PubMed Central

    Azizollah, Arbabisarjou; Abolghasem, Farhang; Amin, Dadgar Mohammad

    2016-01-01

    Background and Objective: Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences. Materials and Methods: This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer & Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach’s Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at P<0.05. Findings: The findings of the study showed that there was a significant relationship between organizational culture and organizational commitment (P value=0.027). Also, the results showed that there was a significant relation between organizational culture and affective commitment (P-value=0.009), organizational culture and continuance commitment (P-value=0.009), and organizational culture and normative commitment (P-value=0.009). PMID:26925884

  9. Job insecurity and employability in fixed-term contractors, agency workers, and permanent workers: associations with job satisfaction and affective organizational commitment.

    PubMed

    De Cuyper, Nele; Notelaers, Guy; De Witte, Hans

    2009-04-01

    This study investigates how job insecurity and employability relate to job satisfaction and affective organizational commitment in permanent workers, fixed-term contract workers, and temporary agency workers. The authors hypothesized that (a) job insecurity relates negatively to job satisfaction and affective organizational commitment, and this relationship is strongest in permanent workers and weakest in temporary agency workers; and that (b) employability relates positively to job satisfaction and negatively to affective organizational commitment, and this relationship is strongest in temporary agency workers and weakest in permanent workers. Hypotheses were tested in workers (permanent: n = 329; fixed term; n = 160; temporary agency: n = 89) from 23 Belgian organizations. The results show that job insecurity related negatively to the outcomes for permanent workers and temporary agency workers. This relationship was not significant for fixed-term contract workers. Employability related negatively to the outcomes for fixed-term contract workers and temporary agency workers, and this relationship was not significant for permanent workers. The 3 groups had different interpretations of what constitutes a stressor and about what signals a good employment relationship.

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

    ERIC Educational Resources Information Center

    Edison, David Allen

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Nayir, Funda

    2012-01-01

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

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

    ERIC Educational Resources Information Center

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

    2008-01-01

    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…

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

    PubMed

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

    2013-01-01

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

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

    PubMed

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

    2013-01-01

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

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

    ERIC Educational Resources Information Center

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

    2004-01-01

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

  16. The impact of work rewards on radiographers' organizational commitment.

    PubMed

    Akroyd, D; Mulkey, W; Utley-Smith, Q

    1995-01-01

    Organizational commitment is an affective work outcome that has been used to predict work-related behaviors such as turnover, absenteeism and intent-to-leave. There has been little research in organizational commitment for the allied health professions and no empirical studies in the radiologic sciences. The purpose of this study was to examine the predictive value of selected intrinsic and extrinsic work reward variables--involvement, significance, autonomy, general working conditions, supervision and salary--on staff radiographers' organizational commitment. In this study of 600 full-time staff radiographers in North and South Carolina, supervision (for ages 20-37 years) and involvement (for ages 38-66 years) were significant predictors of organizational commitment. The results of the study indicate that healthcare organizations should provide potential supervisors with managerial training, especially for radiographers who move to supervisory positions based on clinical skills and years of experience. In the long run, such programs are much less expensive than costs associated with replacing employees who leave the organization because of low organizational commitment. Also, management strategies and programs to redesign and enhance job tasks may help maintain or increase organizational commitment. PMID:10143137

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

    ERIC Educational Resources Information Center

    Bogler, Ronit; Somech, Anit

    2004-01-01

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

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

    ERIC Educational Resources Information Center

    Wasti, S. Arzu

    2005-01-01

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

  19. Beyond the three-component model of organizational commitment.

    PubMed

    Solinger, Omar N; van Olffen, Woody; Roe, Robert A

    2008-01-01

    This article offers a conceptual critique of the three-component model (TCM) of organizational commitment (Allen & Meyer, 1990) and proposes a reconceptualization based on standard attitude theory. The authors use the attitude-behavior model by Eagly and Chaiken (1993) to demonstrate that the TCM combines fundamentally different attitudinal phenomena. They argue that general organizational commitment can best be understood as an attitude regarding the organization, while normative and continuance commitment are attitudes regarding specific forms of behavior (i.e., staying or leaving). The conceptual analysis shows that the TCM fails to qualify as general model of organizational commitment but instead represents a specific model for predicting turnover. The authors suggest that the use of the TCM be restricted to this purpose and that Eagly and Chaiken's model be adopted as a generic commitment model template from which a range of models for predicting specific organizational behaviors can be extracted. Finally, they discuss the definition and measurement of the organizational commitment attitude. Covering the affective, cognitive, and behavioral facets of this attitude helps to enhance construct validity and to differentiate the construct from other constructs.

  20. Beyond the three-component model of organizational commitment.

    PubMed

    Solinger, Omar N; van Olffen, Woody; Roe, Robert A

    2008-01-01

    This article offers a conceptual critique of the three-component model (TCM) of organizational commitment (Allen & Meyer, 1990) and proposes a reconceptualization based on standard attitude theory. The authors use the attitude-behavior model by Eagly and Chaiken (1993) to demonstrate that the TCM combines fundamentally different attitudinal phenomena. They argue that general organizational commitment can best be understood as an attitude regarding the organization, while normative and continuance commitment are attitudes regarding specific forms of behavior (i.e., staying or leaving). The conceptual analysis shows that the TCM fails to qualify as general model of organizational commitment but instead represents a specific model for predicting turnover. The authors suggest that the use of the TCM be restricted to this purpose and that Eagly and Chaiken's model be adopted as a generic commitment model template from which a range of models for predicting specific organizational behaviors can be extracted. Finally, they discuss the definition and measurement of the organizational commitment attitude. Covering the affective, cognitive, and behavioral facets of this attitude helps to enhance construct validity and to differentiate the construct from other constructs. PMID:18211136

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

    ERIC Educational Resources Information Center

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

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Panaccio, Alexandra; Vandenberghe, Christian

    2009-01-01

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

  3. Regulatory Foci and Organizational Commitment

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  4. Organizational trust and empowerment in restructured healthcare settings. Effects on staff nurse commitment.

    PubMed

    Laschinger, H K; Finegan, J; Shamian, J; Casier, S

    2000-09-01

    In today's dramatically restructured healthcare work environments, organizational trust is an increasingly important element in determining employee performance and commitment to the organization. The authors used Kanter's model of workplace empowerment to examine the effects of organizational trust and empowerment on two types of organizational commitment. A predictive, nonexperimental design was used to test Kanter's theory in a random sample of 412 Canadian staff nurses. Empowered nurses reported higher levels of organizational trust, which in turn resulted in higher levels of affective commitment. However, empowerment did not predict continuance commitment--that is, commitment to stay in the organization based on perceived lack of other job opportunities. Because past research has linked affective commitment to employee productivity, these results suggest that fostering environments that enhance perceptions of empowerment and organizational trust will have positive effects on organizational members and increase organizational effectiveness.

  5. Physical Education Teachers' Organizational Commitment

    ERIC Educational Resources Information Center

    Demir, Hayri

    2013-01-01

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

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

    PubMed

    Top, Mehmet; Tarcan, Menderes; Tekingündüz, Sabahattin; Hikmet, Neşet

    2013-01-01

    The purpose of this study was to investigate the relationships among employee organizational commitment, organizational trust, job satisfaction and employees' perceptions of their immediate supervisors' transformational leadership behaviors in Turkey. First, this study examined the relationships among organizational commitment, organizational trust, job satisfaction and transformational leadership in two Turkish public hospitals. Second, this investigation examined how job satisfaction, organizational trust and transformational leadership affect organizational commitment. Moreover, it was aimed to investigate how organizational commitment, job satisfaction and transformational leadership affect organizational trust. A quantitative, cross-sectional method, self-administered questionnaire was used for this study. Eight hundred four employees from two public hospitals in Turkey were recruited for collecting data. The overall response rate was 38.14%. The measurement instruments of survey were the Job Satisfaction Survey (developed by P. Spector), the Organizational Commitment Questionnaire (developed by J. Meyer and N. Allen), the Organizational Trust Inventory-short form (developed by L. Cummings and P. Bromiley) and the Transformational Leadership Inventory (TLI) (developed by P. M. Podsakoff). Five-point Likert scales were used in these measurement instruments. Correlation test (the Pearson's rank test) was used to examine relationships between variables. Also, multiple regression analysis was used to determine the regressors for organizational commitment and organizational trust. There were significant relationships among overall job satisfaction, overall transformational leadership and organizational trust. Regression analyses showed that organizational trust and two job satisfaction dimensions (contingent rewards and communication) were significant predictors for organizational commitment. It was found that one transformational leadership dimension (articulating

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

    ERIC Educational Resources Information Center

    Buck, Jeffrey M.; Watson, John L.

    2002-01-01

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

  8. Voluntary Organizations: Commitment, Leadership, and Organizational Effectiveness

    ERIC Educational Resources Information Center

    Ekeland, Terry P.

    2004-01-01

    Voluntary organizations offer a unique opportunity to interpret participant relationships, leadership influences, and organizational effectiveness unencumbered by employment relationships. Regardless of organizational structure or purpose, all organizations are affected to some degree by their leadership and their membership. Based on the…

  9. Predictors of Organizational Commitment among Staff in Assisted Living

    ERIC Educational Resources Information Center

    Sikorska-Simmons, Elzbieta

    2005-01-01

    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…

  10. Building organizational commitment of Asian nurses in the United States.

    PubMed

    Liou, Shwu-Ru; Cheng, Ching-Yu

    2008-01-01

    Fostering nurses' organizational commitment is important. However, antecedents of commitment among Asian nurses may differ from those for native nurses in Western countries. The authors analyze organizational commitment and suggest that healthcare administrators become familiar with the differences between collectivist and individualistic cultural outlooks in order to help Asian nurses adapt to new environments more quickly and smoothly.

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

    ERIC Educational Resources Information Center

    Powell, Deborah M.; Meyer, John P.

    2004-01-01

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

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

    NASA Astrophysics Data System (ADS)

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

    2014-12-01

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

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

    ERIC Educational Resources Information Center

    Anari, Nahid Naderi

    2012-01-01

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

  14. The Relationship between Career Growth and Organizational Commitment

    ERIC Educational Resources Information Center

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

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Sesen, Harun; Basim, Nejat H.

    2012-01-01

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

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

    PubMed

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

    2014-05-01

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

  17. The Validity of the Three-Component Model of Organizational Commitment in a Chinese Context.

    ERIC Educational Resources Information Center

    Cheng, Yuqiu; Stockdale, Margaret S.

    2003-01-01

    The construct validity of a three-component model of organizational commitment was tested with 226 Chinese employees. Affective and normative commitment significantly predicted job satisfaction; all three components predicted turnover intention. Compared with Canadian (n=603) and South Korean (n=227) samples, normative and affective commitment…

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

    PubMed

    Maier, G W; Brunstein, J C

    2001-10-01

    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.

  19. Organizational citizenship behavior among hospital employees: a multidimensional analysis involving job satisfaction and organizational commitment.

    PubMed

    Bolon, D S

    1997-01-01

    As hospitals continue to face intense pressure to control operating costs, many have resorted to staff reductions and other redesign efforts. The remaining employees are frequently asked to do more with less. In these uncertain times, it is important that hospital administrators understand the concept of organizational citizenship behavior (OCB) and attempt to attract and retain those employees capable of exhibiting such behaviors. This study examined the relationships between three organizational commitment components, as well as job satisfaction (including specific facet measures) and two separate forms of OCB. Usefulness analyses indicated that satisfaction with coworkers and affective commitment were the two most important predictors of one dimension of citizenship behavior, as each construct contributed unique variance in the dependent variable. Implications for future research and practice are provided.

  20. Influence of work role and perceptions of climate on faculty organizational commitment.

    PubMed

    Gormley, Denise K; Kennerly, Susan

    2010-03-01

    The purpose of this study was to examine how organizational commitment is influenced by organizational climate and nurse faculty work role in departments/colleges of nursing. The research was based on Meyer and Allen's Multidimensional Model of Organizational Commitment. The sample was comprised of full-time tenure track, doctorally prepared nurse faculty. Descriptive analyses were used to summarize institutional and nursing program data. ANOVA and t-tests were performed to determine differences between faculty information and study variables. A significant difference was found between teaching work role, and role ambiguity, role conflict and organizational climate. Pearson correlation analyses examined relationships between nurse faculty work role balance, role ambiguity, role conflict, and affective, continuance, and normative organizational commitment. A moderately strong negative relationship was present between role ambiguity and role conflict, and affective and continuance organizational commitment. Significant relationships were observed between subscales of organizational climate and role ambiguity and role conflict. The study's findings offer interesting insights into the dynamic relationships between organizational commitment and climate, work role balance, role ambiguity, and role conflict.

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Henkin, Alan B.; Holliman, Stephanie L.

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Ahmad, Kamarul Zaman; Bakar, Raida Abu

    2003-01-01

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

  4. A nursing shortage: building organizational commitment among nurses.

    PubMed

    McNeese-Smith, D K

    2001-01-01

    As a major nursing shortage threatens healthcare organizations, the views of 30 staff nurses are examined to determine factors that contribute to their commitment, or lack of commitment, to their employing hospital. Content analysis identified that organizational commitment is most related to personal factors, opportunities for learning, job satisfaction, plan for retirement, monetary benefits, patient care, coworkers, cultural factors, and job security, in that order. Lack of organizational commitment is most related to conflict with personal needs. However, lack of learning, lack of appreciation and fairness, inadequate monetary benefits, patient care situations, poor relations with coworkers, career developmental stage, and lack of job security are also discussed. Application of these findings to healthcare administration is discussed, with strategies for building organizational commitment among nurses.

  5. A Dual Process Model of Organizational Commitment: Job Satisfaction and Organizational Support.

    ERIC Educational Resources Information Center

    Yoon, Jeongkoo; Thye, Shane R.

    2002-01-01

    Data from 2,443 Korean employees were used to test a dual-process model theorizing that job satisfaction and organizational support are key emotional and cognitive processes influencing organizational commitment. Results show that the two processes operate through independent channels to influence the impact of work experience on commitment.…

  6. Organizational Commitment in Times of Change: An Alternative Research Approach.

    ERIC Educational Resources Information Center

    Larkey, Linda Kathryn

    A study illustrated an interpretive approach to investigating personal commitment during radical organizational transition by examining how people talk metaphorically about commitment and identification as a process. A questionnaire was constructed to be used in phone interviews with six employee assistance program (EAP) counselors who contract…

  7. Teachers' Organizational Commitment in Educational Organizations.

    ERIC Educational Resources Information Center

    Celep, Cevat

    2000-01-01

    This study investigated Turkish teachers' levels of commitment to their schools, the tasks involved in teaching, work groups, and the occupation. A 28-item scale was administered to 302 teachers working in public high schools in the districts of Zonguldak and in the city center. The questionnaire asked about their commitment to the school;…

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

    ERIC Educational Resources Information Center

    Fard, Parastoo Gashtasebi; Karimi, Fariba

    2015-01-01

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

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

    PubMed Central

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

    2015-01-01

    Background: Many factors influence the organizational commitment of employees. One of these factors is job designing since it affects the attitude, beliefs, and feelings of the organization employees. Objectives: We aimed to determine the relationship between job characteristics and organizational commitment among the employees of hospitals. Patients and Methods: In this descriptive and correlational study, 152 Iranian employees of the hospitals (physicians, nurses, and administrative staff) were selected through stratified random sampling. Data gathered using 3-part questionnaire of “demographic information”, “job characteristics model,” and “organizational commitment,” in 2011. Study data were analyzed using SPSS v. 16. Results: There was significant statistical correlation between organizational commitment and variables of educational level (P = 0.001) and job category (P = 0.001). Also, a direct and significant correlation existed between motivating potential score and job feedback on one hand and organizational commitment on the other hand (P = 0.014). Conclusions: According to the results, managers of the hospitals should increase staff’s commitment through paying attention to proper job designing. PMID:26734472

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

    ERIC Educational Resources Information Center

    Thorn, Dustin

    2010-01-01

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

  11. Association between Organizational Commitment and Personality Traits of Faculty Members of Ahvaz Jundishapur University of Medical Sciences

    PubMed Central

    Khiavi, Farzad Faraji; Dashti, Rezvan; Mokhtari, Saeedeh

    2016-01-01

    Introduction Individual characteristics are important factors influencing organizational commitment. Also, committed human resources can lead organizations to performance improvement as well as personal and organizational achievements. This research aimed to determine the association between organizational commitment and personality traits among faculty members of Ahvaz Jundishapur University of Medical Sciences. Methods the research population of this cross-sectional study was the faculty members of Ahvaz Jundishapur University of Medical Sciences (Ahvaz, Iran). The sample size was determined to be 83. Data collection instruments were the Allen and Meyer questionnaire for organizational commitment and Neo for characteristics’ features. The data were analyzed through Pearson’s product-moment correlation and the independent samples t-test, ANOVA, and simple linear regression analysis (SLR) by SPSS. Results Continuance commitment showed a significant positive association with neuroticism, extroversion, agreeableness, and conscientiousness. Normative commitment showed a significant positive association with conscientiousness and a negative association with extroversion (p = 0.001). Openness had a positive association with affective commitment. Openness and agreeableness, among the five characteristics’ features, had the most effect on organizational commitment, as indicated by simple linear regression analysis. Conclusion Faculty members’ characteristics showed a significant association with their organizational commitment. Determining appropriate characteristic criteria for faculty members may lead to employing committed personnel to accomplish the University’s objectives and tasks. PMID:27123222

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

    PubMed

    Antón, Concha

    2009-06-01

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

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

    ERIC Educational Resources Information Center

    Allen, Myria W.; Brady, Robert M.

    1997-01-01

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

  14. Organizational Commitment in Estonian University Libraries: A Review and Survey

    ERIC Educational Resources Information Center

    Kont, Kate-Riin; Jantson, Signe

    2014-01-01

    The data used in this article is based on the reviewing of relevant literature to provide an overview of the concepts of organizational commitment, job security, and interpersonal relations, as well as on the results of the original online survey, conducted by the article's authors, held in 2012 in Estonian university libraries governed by public…

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

    ERIC Educational Resources Information Center

    Massingham, Peter; Diment, Kieren

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Joolideh, Faranak; Yeshodhara, K.

    2009-01-01

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

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Verkhohlyad, Olga; McLean, Gary N.

    2012-01-01

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

  19. The Relationship of Organizational Commitment and Superintendent Job Satisfaction

    ERIC Educational Resources Information Center

    Williams, Todd

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    McReynolds, Kevin V.

    2010-01-01

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

  1. Learning organizations, internal marketing, and organizational commitment in hospitals

    PubMed Central

    2014-01-01

    Background Knowledge capital is becoming more important to healthcare establishments, especially for hospitals that are facing changing societal and industrial patterns. Hospital staff must engage in a process of continual learning to improve their healthcare skills and provide a superior service to their patients. Internal marketing helps hospital administrators to improve the quality of service provided by nursing staff to their patients and allows hospitals to build a learning culture and enhance the organizational commitment of its nursing staff. Our empirical study provides nursing managers with a tool to allow them to initiate a change in the attitudes of nurses towards work, by constructing a new ‘learning organization’ and using effective internal marketing. Methods A cross-sectional design was employed. Two hundred questionnaires were distributed to nurses working in either a medical centre or a regional hospital in Taichung City, Taiwan, and 114 valid questionnaires were returned (response rate: 57%). The entire process of distribution and returns was completed between 1 October and 31 October 2009. Hypothesis testing was conducted using structural equation modelling. Results A significant positive correlation was found between the existence of a ‘learning organization’, internal marketing, and organizational commitment. Internal marketing was a mediator between creating a learning organization and organizational commitment. Conclusion Nursing managers may be able to apply the creation of a learning organization to strategies that can strengthen employee organizational commitment. Further, when promoting the creation of a learning organization, managers can coordinate their internal marketing practices to enhance the organizational commitment of nurses. PMID:24708601

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

    ERIC Educational Resources Information Center

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

    2005-01-01

    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…

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

    ERIC Educational Resources Information Center

    Brown, Donna; Sargeant, Marcel A.

    2007-01-01

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

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

    ERIC Educational Resources Information Center

    Dude, David Joseph

    2012-01-01

    Organizational commitment has been a topic of extensive interest in the organizational behavior literature since the 1950's. It has been associated with workforce stability, decreased absenteeism, organizational citizenship behaviors, and decreased turnover. This study focuses on the relationships between organizational commitment and…

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

    ERIC Educational Resources Information Center

    Joo, Baek-Kyoo

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Cohen, Aaron

    2006-01-01

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

  7. Personal Characteristics, Job Characteristics, and Work Experiences as Predictors of Organizational Commitment.

    ERIC Educational Resources Information Center

    McCracken, J. David; And Others

    1984-01-01

    A study was conducted to determine the major factors related to organizational commitment among 108 county extension agents in the Ohio Cooperative Extension Service. Objectives included determining agent commitment, differences in the level of commitment among agents, and relationship between organizational commitment and (1) personal…

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

    PubMed

    DeMicco, F J; Olsen, M D

    1988-08-01

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

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

    PubMed

    Antón, Concha

    2009-06-01

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

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

    PubMed Central

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

    2009-01-01

    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

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

    ERIC Educational Resources Information Center

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

    2012-01-01

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

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

    ERIC Educational Resources Information Center

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

    2006-01-01

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

  13. The Level of Desirability of Information Technology Systems and Its Relation with Organizational Commitment

    ERIC Educational Resources Information Center

    Allammeh, Sayyed Mohsen; Shavaran, Hamidreza; Dabaghi, Azizollah; Arbabisarjou, Azizollah

    2011-01-01

    Purpose: This paper aims to define Information Technology (IT) desirability and determine IT relationship with organizational commitment. The existence of such a relationship between IT & organizational commitment can guide the organizational leaders to promote and to develop the IT potentials in order to improve the performance of employees,…

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

    PubMed

    Kamau, Caroline; Medisauskaite, Asta; Lopes, Barbara

    2015-01-01

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

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

    PubMed

    Huang, Meiju; Chen, Mei-Yen

    2013-08-01

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

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

    PubMed

    Huang, Meiju; Chen, Mei-Yen

    2013-08-01

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

  17. [ORGANIZATIONAL COMMITMENT AND WORK ENGAGEMENT - THEORETICAL CONCEPTIONS AND TERMINOLOGICAL PROBLEMS].

    PubMed

    Łaguna, Mariola; Mielniczuk, Emilia; Żaliński, Adam; Wałachowska, Karolina

    2015-01-01

    Engagement in professional activities and positive attitudes towards an organization are of significant importance to functioning and health of employees. Studies analysing the phenomena of employees' engagement and their relations with an organization undergo a dynamic development in both international and Polish research. Two theoretical conceptions: organizational commitment (by Meyer and Allen) and work engagement (by Schaufeli and Bakker) have become prominent in the field. They capture 2 similar, albeit distinct constructs. In English-language journals academics concentrate on theoretical and empirical analyses of similarities and differences between the 2 concepts, while in Polish publications scholars also have to deal with the issue of the original term translation. The problem lies mostly in Polish nomenclature of the dimensions proposed in both of these conceptions. Lack of common translations for different studies may cause confusion in this area of research. In the paper authors present a review of Polish translations of terms used in the discussed conceptions and a linguistic analysis of terms, both in English and in Polish. Authors provide solutions which could help to clarify terminology in Polish-language publications concerning organizational commitment and work engagement. This allows for further development of research in this field.

  18. [ORGANIZATIONAL COMMITMENT AND WORK ENGAGEMENT - THEORETICAL CONCEPTIONS AND TERMINOLOGICAL PROBLEMS].

    PubMed

    Łaguna, Mariola; Mielniczuk, Emilia; Żaliński, Adam; Wałachowska, Karolina

    2015-01-01

    Engagement in professional activities and positive attitudes towards an organization are of significant importance to functioning and health of employees. Studies analysing the phenomena of employees' engagement and their relations with an organization undergo a dynamic development in both international and Polish research. Two theoretical conceptions: organizational commitment (by Meyer and Allen) and work engagement (by Schaufeli and Bakker) have become prominent in the field. They capture 2 similar, albeit distinct constructs. In English-language journals academics concentrate on theoretical and empirical analyses of similarities and differences between the 2 concepts, while in Polish publications scholars also have to deal with the issue of the original term translation. The problem lies mostly in Polish nomenclature of the dimensions proposed in both of these conceptions. Lack of common translations for different studies may cause confusion in this area of research. In the paper authors present a review of Polish translations of terms used in the discussed conceptions and a linguistic analysis of terms, both in English and in Polish. Authors provide solutions which could help to clarify terminology in Polish-language publications concerning organizational commitment and work engagement. This allows for further development of research in this field. PMID:26294317

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

    ERIC Educational Resources Information Center

    Ucanok, Basak; Karabati, Serdar

    2013-01-01

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

  20. An examination of organizational and team commitment in a self-directed team environment.

    PubMed

    Bishop, J W; Scott, K D

    2000-06-01

    A model hypothesizing differential relationships among predictor variables and individual commitment to the organization and work team was tested. Data from 485 members of sewing teams supported the existence of differential relationships between predictors and organizational and team commitment. In particular, intersender conflict and satisfaction with coworkers were more strongly related to team commitment than to organizational commitment. Resource-related conflict and satisfaction with supervision were more strongly related to organizational commitment than to team commitment. Perceived task interdependence was strongly related to both commitment foci. Contrary to prediction, the relationships between perceived task interdependence and the 2 commitment foci were not significantly different. Relationships with antecedent variables help explain how differential levels of commitment to the 2 foci may be formed. Indirect effects of exogenous variables are reported. PMID:10900817

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

    PubMed

    Cohen, Aaron; Liu, Ying

    2011-08-01

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

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

    ERIC Educational Resources Information Center

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

    2006-01-01

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

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

    ERIC Educational Resources Information Center

    Cakmak-Otluoglu, K. Ovgu

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Joiner, Therese A.; Bakalis, Steve

    2006-01-01

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

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

    ERIC Educational Resources Information Center

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

    2007-01-01

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

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

    ERIC Educational Resources Information Center

    Devos, Geert; Tuytens, Melissa; Hulpia, Hester

    2014-01-01

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

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

    ERIC Educational Resources Information Center

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

    2009-01-01

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

  8. Job Satisfaction, Organizational Commitment, and Turnover Intention of Online Teachers in the K-12 Setting

    ERIC Educational Resources Information Center

    Larkin, Ingle M.; Brantley-Dias, Laurie; Lokey-Vega, Anissa

    2016-01-01

    The purpose of this study was to measure and explore factors influencing K-12 online teachers' job satisfaction, organizational commitment, and turnover intentions. Using Maslow's Hierarchy of Needs (1954), Herzberg's Two-Factor Theory of Satisfaction (1959, 1968), Meyer and Allen's measure of Organizational Commitment (1997), and Fishbein and…

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

    ERIC Educational Resources Information Center

    Shepherd-Osborne, Tracie

    2009-01-01

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

  10. Relationship between the Instructional Leadership Behaviors of High School Principals and Teachers' Organizational Commitment

    ERIC Educational Resources Information Center

    Sarikaya, Nuray; Erdogan, Çetin

    2016-01-01

    The purpose of the current study is to investigate the relationship between the instructional leadership behaviors of high school principals and teachers' perceptions of organizational commitment and to test the extent to which instructional leadership behaviors predict organizational commitment. The study is designed in relational method. The…

  11. Structural Empowerment and Organizational Commitment of Lecturers in Private International Educational Institutions at Thailand

    ERIC Educational Resources Information Center

    Puncreobutr, Vichian

    2016-01-01

    The purpose of this research was to measure the level of structural empowerment and organizational commitment of lecturers at private international educational institutions at Thailand. Further to measure the relationship between structural empowerment and organizational commitment of lecturers. The target respondents of the study were lecturers…

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

    ERIC Educational Resources Information Center

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

    1999-01-01

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

  13. Job Satisfaction of Nurses and Its Moderating Effects on the Relationship Between Organizational Commitment and Organizational Citizenship Behaviors.

    PubMed

    Lin, Chia-Tzu; Chang, Ching-Sheng

    2015-01-01

    Because nurses deliver care to patients on behalf of hospitals, hospitals should enhance the spontaneous organizational citizenship behaviors of front-line nurses to increase patient satisfaction and, hence, to increase the competitiveness of the hospital. However, a major gap in the literature is the lack of evidence-based studies of the correlations among job satisfaction, organizational commitment, and organizational citizenship behaviors in nursing personnel. Therefore, this study performed a cross-sectional survey of nurses in 1 large hospital in Taiwan; out of 400 questionnaires distributed, 386 valid questionnaires were collected, which was a valid response rate of 96.50%. The survey results revealed that organizational commitment has a significant positive effect on organizational citizenship behaviors (γ11 = 0.57, p < .01) and that job satisfaction has a significant positive moderating effect on the relationship between organizational commitment and organizational citizenship behaviors (Δχ2 = 26.397, p < .01). Therefore, hospitals can improve the job satisfaction of their nursing staff by improving perceived working satisfaction, interpersonal satisfaction, and remunerative satisfaction, which would then improve organizational commitment and organizational citizenship behaviors.

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

    ERIC Educational Resources Information Center

    Lowhorn, Greg L.

    2009-01-01

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

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

    PubMed

    Bratt, Marilyn Meyer; Felzer, Holly M

    2012-01-01

    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

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

    ERIC Educational Resources Information Center

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

    2006-01-01

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

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

    PubMed

    Honda, Yuki; Hochi, Yasuyuki; Mizuno, Motoki

    2012-01-01

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

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

    PubMed

    Fisher, David M

    2014-07-01

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

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

    PubMed

    Seruya, Francine M; Hinojosa, Jim

    2010-09-01

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

  20. Commitment Elements Reframed (Antecedents & Consequences) for Organizational Effectiveness

    ERIC Educational Resources Information Center

    Fornes, Sandra L.; Rocco, Tonette S.

    2004-01-01

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

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

    ERIC Educational Resources Information Center

    Merriman, Constance L.

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Love, Kevin G.

    2013-01-01

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

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

    PubMed

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

    2010-10-01

    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.

  4. Factors relating to organizational commitment of older male employees in Japan.

    PubMed

    Yamada, Yoshiko; Sugisawa, Hidehiro; Sugihara, Yoko; Shibata, Hiroshi

    2005-09-01

    Recently, an increasing number of employers have provided employment opportunities for older adults. Yet, few studies pay attention to older employees' perceptions of their employment. Using a Japanese national sample of 995 male employees aged 55 to 64, this study examined whether the existing research on organizational commitment applies to older employees, whether measures that are unique to older employees have significant relationships to their organizational commitment, and whether the effects of these factors differ by retirement status. The results of hierarchical multiple regression analyses showed significant relationships between employee organizational commitment and employment security, personal relationships in workplaces and job characteristics. Negative ageism and employer-sponsored programs for older employees also had significant relationships to organizational commitment. The effects of salary, job autonomy, job demands, and employer-sponsored programs differed by retirement status. While the study was consistent with the existing research, it also suggested the importance of measures that are unique to older employees. PMID:17021956

  5. Self Esteem and Organizational Commitment Among Health Information Management Staff in Tertiary Care Hospitals in Tehran

    PubMed Central

    Sadoughi, Farahnaz; Ebrahimi, Kamal

    2015-01-01

    Background: Self esteem (SE) and organizational commitment (OC) have significant impact on the quality of work life. Aim: This study aims to gain a better understanding of the relationships between SE and OC among health information management staff in tertiary care hospitals in Tehran (Iran). Methods: This was a descriptive correlational and cross sectional study conducted on the health information management staff of tertiary care hospitals in Tehran, Iran. A total of 155 participants were randomly selected from 400 staff. Data were collected by two standard questionnaires. The SE and OC was measured using Eysenck SE scale and Meyer and Allen’s three component model, respectively. The collected data were analyzed with the SPSS (version 16) using statistical tests of of independent T-test, Pearson Correlation coefficient, one way ANOVA and F tests. Results: The OC and SE of the employees’ were 67.8, out of 120 (weak and 21.0 out of 30 (moderate), respectively. The values for affective commitment, normative commitment, and continuance commitment were respectively 21.3 out of 40 (moderate), 23.9 out of 40 (moderate), and 22.7 out of 40 (moderate). The Pearson correlation coefficient test showed a significant OC and SE was statistically significant (P<0.05). The one way ANOVA test (P<0.05) did not show any significant difference between educational degree and work experience with SE and OC. Conclusion: This research showed that SE and OC are moderate. SE and OC have strong correlation with turnover, critical thinking, job satisfaction, and individual and organizational improvement. Therefore, applying appropriate human resource policies is crucial to reinforce these measures. PMID:25716374

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

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

    ERIC Educational Resources Information Center

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

    2012-01-01

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

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

    ERIC Educational Resources Information Center

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

    2004-01-01

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

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

    ERIC Educational Resources Information Center

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

    2009-01-01

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

  10. Juvenile Court Commitments: The Role of Organizational Factors. Discussion Papers. No. 533-79.

    ERIC Educational Resources Information Center

    Sosin, Michael

    This paper examines the impact of organizational factors on the rate at which juvenile courts commit referred youth to institutions. Analyzing a national sample, the paper demonstrates that both the rate at which cases are handled informally and the rate at which judges commit those youth who appear before them independently influence the overall…

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

    ERIC Educational Resources Information Center

    Ozgan, Habib

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Nordin, Norshidah

    2012-01-01

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

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

    PubMed Central

    Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

    2013-01-01

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

  14. Organizational and professional commitment as predictors of job satisfaction among allied health education program directors.

    PubMed

    Moskowitz, R L; Scanlan, C L

    1986-02-01

    That institutionally employed professionals can exhibit divided commitments to their organization and profession is well documented. The impact such dual affiliation can have upon organizations, particularly academic institutions, is less well established. The purposes of this study were: (1) to describe the nature and magnitude of allied health education program directors' organizational and professional commitment and (2) to determine the utility of these measures in explaining variations in the job satisfaction of these professionals. A cross-sectional survey design gathered pertinent descriptive information and data on the organizational commitment, professional commitment, and job satisfaction of a modified cluster sample of program directors representing five allied health disciplines. Consistent with prior speculative assumptions regarding its importance, the professional commitment of these faculty was observed to exert a positive and independent effect upon the gratification they perceive in fulfilling their organizational roles. That a complementary, as opposed to conflicting, relationship exists between the organizational and professional commitment of allied health faculty has profound implications for academic administrators intent upon increasing the effectiveness of their organization. PMID:3485625

  15. How can core self-evaluations influence job burnout? The key roles of organizational commitment and job satisfaction.

    PubMed

    Peng, Jiaxi; Li, Dongdong; Zhang, Zhenjiang; Tian, Yu; Miao, Danmin; Xiao, Wei; Zhang, Jiaxi

    2016-01-01

    This study aimed to explore how core self-evaluations influenced job burnout and mainly focused on the confirmation of the mediator roles of organizational commitment and job satisfaction. A total of 583 female nurses accomplished the Core Self-Evaluation Scale, Organizational Commitment Scale, Minnesota Satisfaction Questionnaire, and Maslach Burnout Inventory-General Survey. The results revealed that core self-evaluations, organizational commitment, job satisfaction, and job burnout were significantly correlated with each other. Structural equation modeling indicated that core self-evaluations can significantly influence job burnout and are completely mediated by organizational commitment and job satisfaction.

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

    PubMed

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

    2013-12-01

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

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

    PubMed

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

    2012-11-01

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

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

    PubMed

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

    2012-11-01

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

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

    PubMed Central

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

    2013-01-01

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

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

    ERIC Educational Resources Information Center

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

    2007-01-01

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

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

    ERIC Educational Resources Information Center

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

    2007-01-01

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

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

    ERIC Educational Resources Information Center

    Jing, Lizhen; Zhang, Deshan

    2014-01-01

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

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

    ERIC Educational Resources Information Center

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

    2014-01-01

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

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

    ERIC Educational Resources Information Center

    Cerit, Yusuf

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Luton, Bill

    2010-01-01

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

  7. A Framework for the Development of Organizational Commitment Using Action Learning

    ERIC Educational Resources Information Center

    Krishna, Vijay; Marquardt, Michael J.

    2007-01-01

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

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

    ERIC Educational Resources Information Center

    Ting, Shueh-Chin

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Deniz, Ayhan; Yildirim, Bilal

    2014-01-01

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

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

    PubMed Central

    2010-01-01

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

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

    ERIC Educational Resources Information Center

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

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Lim, Taejo

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Wachtfogel, Marc

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Gonzalez, Kenneth P.; Padilla, Raymond V.

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

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

    ERIC Educational Resources Information Center

    Chiang, Ti-Lin; Wang, Jia

    2008-01-01

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

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

    ERIC Educational Resources Information Center

    Hylton, Peter D.

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Balay, Refik

    2007-01-01

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

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

    ERIC Educational Resources Information Center

    Balay, Refik

    2012-01-01

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

  19. Developing the Conditions for Co-Op Students' Organizational Commitment through Cooperative Education

    ERIC Educational Resources Information Center

    Pennaforte, Antoine; Pretti, T. Judene

    2015-01-01

    Based in a French context, this research investigates the link between the French cooperative education (co-op) system and students' organizational commitment. Following a quasi-experimental design with a control group, in a longitudinal approach, the study focuses on under-baccalaureate, undergraduate and graduate students. Results show that in…

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

    ERIC Educational Resources Information Center

    Robertson, Robert M. Jr.

    1997-01-01

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

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

    ERIC Educational Resources Information Center

    Moore, Heather Louise

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Nyaanga, Solomon G.

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Briscoe, Jon P.; Finkelstein, Lisa M.

    2009-01-01

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

  4. The impact of workplace empowerment, organizational trust on staff nurses' work satisfaction and organizational commitment.

    PubMed

    Laschinger, H K; Finegan, J; Shamian, J

    2001-01-01

    A predictive, nonexperimental design was used to test Kanter's work empowerment theory in a random sample of 412 staff nurses selected from the professional registry list of a central Canadian province. Kanter argues that work environments that provide access to information, support, resources, and opportunity to learn and develop are empowering and influence employee work attitudes, productivity, and organizational effectiveness. Test results suggest that fostering environments that enhance perceptions of empowerment will have positive effects on organizational members and increase organizational effectiveness.

  5. An integrative review of literature on determinants of nurses’ organizational commitment

    PubMed Central

    Vagharseyyedin, Seyyed Abolfazl

    2016-01-01

    Background: This integrative review was aimed to examine in literature and integrate the determinants of nurses’ organizational commitment in hospital settings. Materials and Methods: In this study, an integrative review of the literature was used. The search strategy began with six electronic databases (e.g. CINAHL and Medline). Considering the inclusion criteria, published studies that examined the factors influencing nurses’ organizational commitment in the timeframe of 2000 through 2013 were chosen. Data extraction and analysis were completed on all included studies. The final sample for this integrative review comprised 33 studies. Results: Based on common meanings and central issues, 63 different factors contributing to nurses’ organizational commitment were integrated and grouped into four main categories: Personal characteristics and traits of nurses, leadership and management style and behavior, perception of organizational context, and characteristics of job and work environment. Conclusions: In general, categories emerged in this study could be useful for formulating initiatives to stimulate nurses’ OC. However, little is known about the relative significance of each identified factor among nurses working in different countries. Qualitative research is recommended for narrowing this gap. Future research should be directed to examine the psychometric properties of the organizational scales for nurses in different cultures. PMID:27095982

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

    PubMed Central

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

    2013-01-01

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

  7. Work–family climate, organizational commitment, and turnover: Multilevel contagion effects of leaders ⋆

    PubMed Central

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

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Baird, Bonni Lynn

    2012-01-01

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

  9. Relationship between Family-Work and Work-Family Conflict with Organizational Commitment and Desertion Intention among Nurses and Paramedical Staff at Hospitals

    PubMed Central

    Hatam, Nahid; Jalali, Marzie Tajik; Askarian, Mehrdad; Kharazmi, Erfan

    2016-01-01

    Background: High turnover intention rate is one of the most common problems in healthcare organizations throughout the world. There are several factors that can potentially affect the individuals’ turnover intention; they include factors such as work-family conflict, family-work conflict, and organizational commitment. The aim of this research was to determine the relationship between family-work and work-family conflicts and organizational commitment and turnover intention among nurses and paramedical staff at hospitals affiliated to Shiraz University of Medical Sciences (SUMS) and present a model using SEM. Methods: This is a questionnaire based cross-sectional study among 400 nurses and paramedical staff of hospitals affiliated to SUMS using a random-proportional (quota) sampling method. Data collection was performed using four standard questionnaires. SPSS software was used for data analysis and SmartPLS software for modeling variables. Results: Mean scores of work-family conflict and desertion intention were 2.6 and 2.77, respectively. There was a significant relationship between gender and family-work conflict (P=0.02). Family-work conflict was significantly higher in married participants (P=0.001). Based on the findings of this study, there was a significant positive relationship between work-family and family-work conflict (P=0.001). Also, work-family conflict had a significant inverse relationship with organizational commitment (P=0.001). An inverse relationship was seen between organizational commitment and turnover intentions (P=0.001). Conclusion: Thus, regarding the prominent and preventative role of organizational commitment in employees’ desertion intentions, in order to prevent negative effects of staff desertion in health sector, attempts to make policies to increase people’s organizational commitment must be considered by health system managers more than ever. PMID:27218108

  10. Organizational commitment and intrinsic motivation of regular and contractual primary health care providers

    PubMed Central

    Kumar, Pawan; Mehra, Anu; Inder, Deep; Sharma, Nandini

    2016-01-01

    Background: Motivated and committed employees deliver better health care, which results in better outcomes and higher patient satisfaction. Objective: To assess the Organizational Commitment and Intrinsic Motivation of Primary Health Care Providers (HCPs) in New Delhi, India. Materials and Methods: Study was conducted in 2013 on a sample of 333 HCPs who were selected using multistage stage random sampling technique. The sample includes medical officers, auxiliary nurses and midwives, and pharmacists and laboratory technicians/assistants among regular and contractual staff. Data were collected using the pretested structured questionnaire for organization commitment (OC), job satisfiers, and intrinsic job motivation. Analysis was done by using SPSS version 18 and appropriate statistical tests were applied. Results: The mean score for OC for entire regular staff is 1.6 ± 0.39 and contractual staff is 1.3 ± 0.45 which has statistically significant difference (t = 5.57; P = 0.00). In both regular and contractual staff, none of them show high emotional attachment with the organization and does not feel part of the family in the organization. Contractual staff does not feel proud to work in a present organization for rest of their career. Intrinsic motivation is high in both regular and contractual groups but intergroup difference is significant (t = 2.38; P < 0.05). Contractual staff has more dissatisfier than regular, and the difference is significant (P < 0.01). Conclusion: Organizational commitment and intrinsic motivation of contractual staff are lesser than the permanent staff. Appropriate changes are required in the predictors of organizational commitment and factors responsible for satisfaction in the organization to keep the contractual human resource motivated and committed to the organization. PMID:27453851

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

    PubMed

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

    2009-01-01

    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).

  12. Understanding the emotional aspects of escalation of commitment: the role of negative affect.

    PubMed

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

    2006-03-01

    Despite the importance of understanding the emotional aspects of organizational decision making, prior research has paid scant attention to the role of emotion in escalation of commitment. This article attempts to fill this gap by examining the relationship between negative affect and escalation of commitment. Results showed that regardless of whether negative affect was measured as a dispositional trait (Neuroticism) in Studies 1 and 2 or as a transient mood state in Study 3, it was negatively correlated with escalation tendency when one was personally responsible for a prior decision. This pattern of results is consistent with the predictions derived from the coping perspective, suggesting that people seek to escape from the unpleasant emotions that are associated with escalation situations.

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

    ERIC Educational Resources Information Center

    Reyes, Pedro; Keller, David

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

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

    PubMed

    Kirby, S L; Richard, O C

    2000-06-01

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

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

    PubMed

    Kirby, S L; Richard, O C

    2000-06-01

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

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

    PubMed Central

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

    2014-01-01

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

  17. How Does Supervisor Support Influence Turnover Intent Among Frontline Hospital Workers? The Mediating Role of Affective Commitment.

    PubMed

    Nichols, Helen M; Swanberg, Jennifer E; Bright, Charlotte Lyn

    2016-01-01

    Turnover among frontline hospital service workers can disrupt organizational effectiveness, reduce profitability, and limit the ability to provide high-quality, patient-centered care. This concern is compounded by the increasing reliance on frontline supervisors to manage this workforce, often without necessary training and support. However, research addressing the relationship between frontline supervisor support and intent to turnover among service workers and the process by which these variables are related is limited. By surveying 270 housekeeping and dietary service workers employed at 2 US hospitals, this study examined the relationship between supervisor support and turnover intent and assessed the mediating role of affective commitment between supervisor support and intent to turnover. Turnover intentions were lower for workers who reported greater levels of supervisor support and affective commitment; both supervisor support and affective commitment were significant predictors of turnover intent when tested individually. However, when controlling for affective commitment, supervisor support no longer predicted turnover intent, indicating that affective commitment fully mediated the relationship between supervisor support and intent to turnover. Implications for further research and organizational practice are discussed. PMID:27455369

  18. How Does Supervisor Support Influence Turnover Intent Among Frontline Hospital Workers? The Mediating Role of Affective Commitment.

    PubMed

    Nichols, Helen M; Swanberg, Jennifer E; Bright, Charlotte Lyn

    2016-01-01

    Turnover among frontline hospital service workers can disrupt organizational effectiveness, reduce profitability, and limit the ability to provide high-quality, patient-centered care. This concern is compounded by the increasing reliance on frontline supervisors to manage this workforce, often without necessary training and support. However, research addressing the relationship between frontline supervisor support and intent to turnover among service workers and the process by which these variables are related is limited. By surveying 270 housekeeping and dietary service workers employed at 2 US hospitals, this study examined the relationship between supervisor support and turnover intent and assessed the mediating role of affective commitment between supervisor support and intent to turnover. Turnover intentions were lower for workers who reported greater levels of supervisor support and affective commitment; both supervisor support and affective commitment were significant predictors of turnover intent when tested individually. However, when controlling for affective commitment, supervisor support no longer predicted turnover intent, indicating that affective commitment fully mediated the relationship between supervisor support and intent to turnover. Implications for further research and organizational practice are discussed.

  19. The study of knowledge management capability and organizational effectiveness in Taiwanese public utility: the mediator role of organizational commitment.

    PubMed

    Chiu, Chia-Nan; Chen, Huei-Huang

    2016-01-01

    Many studies on the significance of knowledge management (KM) in the business world have been performed in recent years. Public sector KM is a research area of growing importance. Findings show that few authors specialize in the field and there are several obstacles to developing a cohesive body of literature. In order to examine their effect of the knowledge management capability [which consists of knowledge infrastructure capability (KIC) and knowledge process capability (KPC)] and organizational effectiveness (OE), this study conducted structural equation modeling to test the hypotheses with 302 questionnaires of Taipei Water Department staffs in Taiwan. In exploring the model developed in this study, the findings show that there exists a significant relationship between KPC and OE, while KIC and OE are insignificant. These results are different from earlier findings in the literature. Furthermore, this research proposed organizational commitment (OC) as the mediator role. The findings suggest that only OC has significant mediating effects between KPC and OE, whereas this is not the case for KIC and OE. It is noteworthy that the above findings inspired managers, in addition to construct the knowledge infrastructure more than focus on social media tools on the Internet, which engage knowledge workers in "peer-to-peer" knowledge sharing across organizational and company boundaries. The results are likely to help organizations (particularly public utilities) sharpen their knowledge management strategies. Academic and practical implications were drawn based on the findings.

  20. The study of knowledge management capability and organizational effectiveness in Taiwanese public utility: the mediator role of organizational commitment.

    PubMed

    Chiu, Chia-Nan; Chen, Huei-Huang

    2016-01-01

    Many studies on the significance of knowledge management (KM) in the business world have been performed in recent years. Public sector KM is a research area of growing importance. Findings show that few authors specialize in the field and there are several obstacles to developing a cohesive body of literature. In order to examine their effect of the knowledge management capability [which consists of knowledge infrastructure capability (KIC) and knowledge process capability (KPC)] and organizational effectiveness (OE), this study conducted structural equation modeling to test the hypotheses with 302 questionnaires of Taipei Water Department staffs in Taiwan. In exploring the model developed in this study, the findings show that there exists a significant relationship between KPC and OE, while KIC and OE are insignificant. These results are different from earlier findings in the literature. Furthermore, this research proposed organizational commitment (OC) as the mediator role. The findings suggest that only OC has significant mediating effects between KPC and OE, whereas this is not the case for KIC and OE. It is noteworthy that the above findings inspired managers, in addition to construct the knowledge infrastructure more than focus on social media tools on the Internet, which engage knowledge workers in "peer-to-peer" knowledge sharing across organizational and company boundaries. The results are likely to help organizations (particularly public utilities) sharpen their knowledge management strategies. Academic and practical implications were drawn based on the findings. PMID:27652093

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

    PubMed

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

    2013-07-01

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

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

    PubMed

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

    2013-07-01

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

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

    ERIC Educational Resources Information Center

    Jackson, Janese Marie

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Zhu, Chang; Devos, Geert; Li, Yifei

    2011-01-01

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

  6. The Roles of Teachers' Work Motivation and Teachers' Job Satisfaction in the Organizational Commitment in Extraordinary Schools

    ERIC Educational Resources Information Center

    Tentama, Fatwa; Pranungsari, Dessy

    2016-01-01

    Teachers' work motivation and teachers' job satisfaction are the factors influencing the organizational commitment. This research is aimed to empirically examine the roles of teachers' work motivation and teachers' job satisfaction in the commitment of the organization in extraordinary schools. The subjects of the research are the teachers in…

  7. Mood and organizational citizenship behavior: the effects of positive affect on employee organizational citizenship behavior intentions.

    PubMed

    Williams, S; Shiaw, W T

    1999-11-01

    This study, involving 139 employees from a variety of industries, organizations, and positions in Singapore, measured the effects of mood on the intentions of employees to contribute actions that are organizationally desirable but are not part of their formal job requirements (organizational citizenship behavior). After effects of established patterns of historical organizational citizenship behavior, demographic characteristics, and employee positive and negative affectivity had been controlled, stepwise regression analysis revealed that the amount of positive affect currently experienced by an employee significantly influenced the employee's intention to perform specific acts of organizational citizenship.

  8. The Exchange Relationship between Work-Family Enrichment and Affective Commitment: the Moderating Role of Gender.

    PubMed

    Marques, António Manuel; Chambel, Maria José; Pinto, Inês

    2015-06-03

    Workers' perception that their job experience enriches their family life has been considered a mechanism that explains their positive attitudes toward the organization where they work. However, because women and men live their work and family differently, gender may condition this relationship between the work-family enrichment and workers' attitudes. With a sample of 1885 workers from one Portuguese bank, with 802 women, the current study investigated the relationship between work-family enrichment and organizational affective commitment as well as the role of sex as a moderator of this relationship. The hypotheses were tested by using regression analysis. The results indicated that the perception held by workers that their work enriches their family is positively correlated with their affective commitment toward the organization. Furthermore, the data revealed that this relationship is stronger for women than for men. Study results have implications for management, particularly for human resource management, enhancing their knowledge about the relationship of work-family enrichment and workers' affective commitment toward organization.

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

    PubMed

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

    2006-09-01

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

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

    PubMed

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

    2006-09-01

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

  11. Before escalation: behavioral and affective forecasting in escalation of commitment.

    PubMed

    Ku, Gillian

    2008-11-01

    This research examines preinvestment forecasting processes in escalation of commitment, considering two questions: whether individuals are able to accurately predict their behavior and affect in escalation situations and how forecasting processes may be linked to actual escalation. Three experiments demonstrated that individuals underpredicted their escalation and overpredicted their postescalation regret. Two of the experiments also indicated that the less individuals predicted being entrapped, the more they escalated. Counter to expectations, anticipated regret did not predict escalation. The discussion focuses on the theoretical and practical importance of forecasting on escalation and on the importance of understanding both behavioral and affective forecasting effects simultaneously.

  12. The Effect of Personal Values, Organizational Values, and Person-Organization Fit on Ethical Behaviors and Organizational Commitment Outcomes among Substance Abuse Counselors: A Preliminary Investigation

    ERIC Educational Resources Information Center

    Thomas, Tammara Petrill

    2013-01-01

    Numerous research studies have concluded that values drive perceptions, responses to situations, judgments, interactions among people, and behaviors. In addition, studies have found that congruence or agreement between individual values and organizational values can increase job satisfaction and commitment. Minimal research has explored the…

  13. Motivational and organizational factors affecting implementation of worker safety training.

    PubMed

    Lindell, M K

    1994-01-01

    Training is unlikely to affect behavior on the job if the worker views it as unnecessary. This chapter describes types of safety behaviors and training activities, the implementation of safety training, current perspectives on motivation, and other motivational and organizational factors affecting the implementation of worker safety training.

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

    ERIC Educational Resources Information Center

    Kieres, Katherine H.; Gutmore, Daniel

    2014-01-01

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

  15. The Correlation between Organizational Commitment and Occupational Burnout among the Physical Education Teachers: The Mediating Role of Self-Efficacy

    ERIC Educational Resources Information Center

    Yildirim, Irfan

    2015-01-01

    The aim of the current study was to examine the correlation between organizational commitment and occupational burnout among the physical education teachers and to determine the mediating role of their self-efficacy perceptions in this relational status. This was a relational study and conducted with cross-sectional method. Sample group was…

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

    ERIC Educational Resources Information Center

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

    2011-01-01

    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…

  17. The Effects of Autonomy Gap in Personnel Policy, Principal Leadership and Teachers' Self-Efficacy on Their Organizational Commitment

    ERIC Educational Resources Information Center

    Dou, Diya; Devos, Geert; Valcke, Martin

    2016-01-01

    School autonomy in personnel policy is important to effective personnel management. With increased autonomy in personnel policy, principals could wield their leadership to improve teachers' organizational commitment. However, little is known about whether the given autonomy in personnel policy meets principals' expectation and whether and how the…

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

    ERIC Educational Resources Information Center

    Erdem, Mustafa; Ucar, Ibrahim Halil

    2013-01-01

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

  19. The Relationship of Leadership Style of the Department Head to Nursing Faculty Professional Satisfaction and Organizational Commitment

    ERIC Educational Resources Information Center

    Byrne, Daria McConnell

    2011-01-01

    The purpose of this research was to determine if there was a relationship between the leadership style of the nursing department head and the level of professional satisfaction and organizational commitment by nursing faculty members. The survey instrument was a self-constructed four point Likert scale designed by the researcher to determine the…

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

    ERIC Educational Resources Information Center

    Cho, Daeyeon

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Aytaç, Tufan

    2015-01-01

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

  2. Organizational behavior: affect in the workplace.

    PubMed

    Brief, Arthur P; Weiss, Howard M

    2002-01-01

    The study of affect in the workplace began and peaked in the 1930s, with the decades that followed up to the 1990s not being particularly fertile. Whereas job satisfaction generally continues to be loosely but not carefully thought of and measured as an affective state, critical work in the 1990s has raised serious questions about the affective status of job satisfaction in terms of its causes as well as its definition and measurement. Recent research has focused on the production of moods and emotions at work, with an emphasis, at least conceptually, on stressful events, leaders, work groups, physical settings, and rewards/punishment. Other recent research has addressed the consequences of workers' feelings, in particular, a variety of performance outcomes (e.g., helping behaviors and creativity). Even though recent interest in affect in the workplace has been intense, many theoretical and methodological opportunities and challenges remain. PMID:11752487

  3. Organizational behavior: affect in the workplace.

    PubMed

    Brief, Arthur P; Weiss, Howard M

    2002-01-01

    The study of affect in the workplace began and peaked in the 1930s, with the decades that followed up to the 1990s not being particularly fertile. Whereas job satisfaction generally continues to be loosely but not carefully thought of and measured as an affective state, critical work in the 1990s has raised serious questions about the affective status of job satisfaction in terms of its causes as well as its definition and measurement. Recent research has focused on the production of moods and emotions at work, with an emphasis, at least conceptually, on stressful events, leaders, work groups, physical settings, and rewards/punishment. Other recent research has addressed the consequences of workers' feelings, in particular, a variety of performance outcomes (e.g., helping behaviors and creativity). Even though recent interest in affect in the workplace has been intense, many theoretical and methodological opportunities and challenges remain.

  4. The Combined Influence of Affective, Continuance and Normative Commitment on Employee Withdrawal

    ERIC Educational Resources Information Center

    Somers, Mark John

    2009-01-01

    In a sample of 288 hospital nurses, commitment profiles were compared to turnover intentions, job search behavior, work withdrawal (absenteeism and lateness) and job stress. Five empirically-derived commitment profiles emerged: highly committed, affective-normative dominant, continuance-normative dominant, continuance dominant, and uncommitted.…

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

    PubMed

    Chang, Ching-Sheng; Chang, Hsin-Hsin

    2007-12-01

    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

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

    ERIC Educational Resources Information Center

    Cassar, Vincent; Briner, Rob B.

    2011-01-01

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

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  8. Building Commitment: An Examination of Learning Climate Congruence and the Affective Commitment of Academics in an Australian University

    ERIC Educational Resources Information Center

    Southcombe, Amie; Fulop, Liz; Carter, Geoff; Cavanagh, Jillian

    2015-01-01

    The purpose of this study is to explore the relationship between learning climate congruence and the affective commitment of university academics. The strategy of inquiry for this research is quantitative, involving a non-experimental design for the survey research. A non-probability sample of 900 academics from a large Australian university was…

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

    PubMed

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

    2014-01-01

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

  10. Affective and Normative Commitment to Organization, Supervisor, and Coworkers: Do Collectivist Values Matter?

    ERIC Educational Resources Information Center

    Wasti, S. Arzu; Can, Ozge

    2008-01-01

    Employees' commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and normative commitment to the organization, supervisor and coworkers in the Turkish context. The results of Study 1…

  11. Career Commitment, Competencies, and Citizenship.

    ERIC Educational Resources Information Center

    Carson, Kerry David; Carson, Paula Phillips

    1998-01-01

    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)

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

    ERIC Educational Resources Information Center

    Alzahrani, Mohammed

    2013-01-01

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

  13. Organizational Citizenship Behavior at Catholic Institutions of Higher Education: Effects of Organizational Commitment, Interpersonal- and System-Level Trust

    ERIC Educational Resources Information Center

    Ball, Justin Ashby

    2013-01-01

    The purpose of this study was to conduct an exploratory investigation of OCB, trust, and commitment among faculty and staff within Catholic IHEs. Faculty and staff from two Catholic IHEs were the focus of the study. Twenty-five schools were randomly selected from the 50 largest Catholic IHEs by undergraduate enrollment, identified from the 2012…

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

    PubMed Central

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

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Bartocci, Charles August

    2012-01-01

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

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

    PubMed

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

    2013-11-01

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

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

    ERIC Educational Resources Information Center

    Chen, Zhen Xiong; Francesco, Anne Marie

    2003-01-01

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

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

    PubMed

    Kinjerski, Val; Skrypnek, Berna J

    2008-10-01

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

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

    ERIC Educational Resources Information Center

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

    2009-01-01

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

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

    ERIC Educational Resources Information Center

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

    2015-01-01

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

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

    ERIC Educational Resources Information Center

    Baker-Tate, Ixchel M.

    2010-01-01

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

  2. Analyzing the Relationship between Positive Psychological Capital and Organizational Commitment of the Teachers

    ERIC Educational Resources Information Center

    Yalcin, Sinan

    2016-01-01

    In this study it was aimed to determine the relationship between teachers' positive psychological capital levels and organisational commitment. The study was conducted as a correlational survey which is one of the quantitative methods. The sample group consists of 244 teachers selected by using random sampling method among 1270 teachers working in…

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

    ERIC Educational Resources Information Center

    Thomas, John Charles

    2008-01-01

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

  4. Employee Trust in Supervisors and Affective Commitment: The Moderating Role of Authentic Leadership.

    PubMed

    Xiong, Kehan; Lin, Weipeng; Li, Jenny C; Wang, Lei

    2016-06-01

    Although previous research has examined the main/direct effects of subordinates' trust in their supervisors on the levels of subordinates' affective commitment towards the organizations, little attention has been paid to explore the boundary conditions of this relationship. Two studies were conducted to examine the moderating effect of authentic leadership on the relationship between subordinates' trust in supervisor and their levels of affective commitment towards the organization. In line with the hypothesized model, both Study 1 (cross-sectional design, n = 138) and Study 2 (lagged design, n = 154) demonstrated that authentic leadership moderated the relationship between employees' trust in supervisor and their levels of affective commitment towards their organizations. Specifically, the positive relationship was stronger for employees under higher levels of authentic leadership. The implications for theory and practice are discussed. PMID:27129786

  5. How Knowledge Management Is Affected by Organizational Structure

    ERIC Educational Resources Information Center

    Mahmoudsalehi, Mehdi; Moradkhannejad, Roya; Safari, Khalil

    2012-01-01

    Purpose: Identifying the impact of organizational structure on knowledge management (KM) is the aim of this study, as well as recognizing the importance of each variable indicator in creating, sharing and utility of knowledge. Design/methodology/approach: For understanding relationships between the main variables (organizational structure-KM), the…

  6. The Effect of Dimensions of Transformational, Transactional, and Non-Leadership on the Job Satisfaction and Organizational Commitment of Teachers in Iran

    ERIC Educational Resources Information Center

    Sayadi, Yaser

    2016-01-01

    It has been found that transformational and transactional leadership is positively related to the effectiveness of the leader, the subordinate's effort, job satisfaction, and the subordinate's organizational commitment. The purpose of this study is to examine the effect of transformational, transactional, and non-leadership on job satisfaction and…

  7. Antecedents of Student Teachers' Affective Commitment to the Teaching Profession and Turnover Intention

    ERIC Educational Resources Information Center

    Christophersen, Knut-Andreas; Elstad, Eyvind; Solhaug, Trond; Turmo, Are

    2016-01-01

    Several European countries have experienced both a dearth of and reduction in the quality of applicants to teacher education study programmes. There is also significant leakage from these programmes. The rationale for this study therefore lies in the need to reduce teacher attrition. Research indicates that affective commitment to a profession is…

  8. Examining Correlates of Part-Time Faculty Affective Commitment and Job Satisfaction

    ERIC Educational Resources Information Center

    Duhn, Samantha Tiffany

    2013-01-01

    Changes in a multitude of factors including the economy, student enrollment, university goals and policies, and the available talent pool have created an imbalance in the supply and demand for qualified part-time faculty. The unmet demand has prompted university leaders to seek an understanding of part-time faculty affective commitment, job…

  9. If you feel bad, it's unfair: a quantitative synthesis of affect and organizational justice perceptions.

    PubMed

    Barsky, Adam; Kaplan, Seth A

    2007-01-01

    Whereas research interest in both individual affect/temperament and organizational justice has grown substantially in recent years, affect's role in the perception of organizational justice has received scant attention. Here, the authors integrate these literatures and test bivariate relationships between state affect (e.g., moods), trait affect (e.g., affectivity), and organizational justice variables using meta-analytically aggregated effect sizes. Results indicated that state and trait positive and negative affect exhibit statistically significant relationships with perceptions of distributive, procedural, and interactional justice in the predicted directions, with mean population-level correlations ranging in absolute magnitude from M(rho) = .09 to M(rho) = .43. Correlations involving state affect generally were larger but not significantly different from those involving trait affect. Finally, the authors propose ideas for investigations at the primary-study level.

  10. Social support at work and affective commitment to the organization: the moderating effect of job resource adequacy and ambient conditions.

    PubMed

    Rousseau, Vincent; Aubé, Caroline

    2010-01-01

    This study investigated whether both supervisor and coworker support may be positively related to affective commitment to the organization on one hand; and on the other hand, it examined the moderating effect of job resource adequacy and ambient conditions on these relationships. The sample included 215 participants working within a health care organization. Results of regression analysis showed that supervisor and coworker support have an additive effect on affective commitment. Hierarchical regression analyses indicated that supervisor and coworker support are more strongly related to affective commitment when job resource adequacy is high. Furthermore, ambient conditions moderate the relationship between supervisor support and affective commitment in such a way that favorable ambient conditions strengthen this relationship. Overall, these findings reinforce the importance of taking into account contingent factors in the study of antecedents of affective commitment to the organization.

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

    PubMed

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

    2006-11-01

    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.

  12. Correlation of Hope and Self-Efficacy With Job Satisfaction, Job Stress, and Organizational Commitment for Correctional Officers in the Taiwan Prison System.

    PubMed

    Law, Fang Mei; Guo, Gwo Jen

    2016-08-01

    The aim of this study was to explore the correlation of hope and self-efficacy with job satisfaction, job stress, and organizational commitment for correctional officers in the Taiwan prison system while controlling for the shared effects of the nature of the institution (i.e., for male or female inmates) and personal characteristics of the officers (i.e., gender, age, and years of work experience). Hope in the context of this study refers to a cognitive set and motivational state that involves reciprocal interaction between goal-directed energy (agency) and planned pathways to meet the goals (pathway). It is a personality trait of hopefulness, rather than having hope for the prisoners restructuring their future. Self-efficacy refers to the belief that individuals have regarding their ability to perform necessary tasks to achieve goals. Although they share similar constructs, hope theory places emphasis on cross-situational goal-directed thought, whereas the concept of self-efficacy focuses on situation-specific goals. The participants were 133 correctional personnel from two correctional institutions, one with male inmates and the other with female inmates, in central Taiwan. The results of ordinary least squares regression analysis indicated that hope had a significant positive association with job satisfaction and a significant negative association with job stress. Self-efficacy had a significant positive association with job satisfaction and organizational commitment. Finally, job satisfaction had a significant positive association with organizational commitment.

  13. Organizational Factors that Affect the Implementation of Information Technology: Perspectives of Middle Managers in Iran

    PubMed Central

    Barzekar, Hosein; Karami, Mahtab

    2014-01-01

    ABSTRACT Objective: to examine the organizational factors affecting the application of information technology in hospitals. Since the organizational factors are one of the most important determinants of successful projects, by understanding their impact and identifying them it can help planning a systematic IT implementation. Methods: In this cross-sectional descriptive study 110 middle managers were chosen from teaching hospitals. Structured questionnaire was used for the data collection. Results: There was a significant relationship between organization resource, organizational knowledge, process, management structure and values and goals with implementation of information technology. Conclusion: Findings showed that organizational factors had a considerable impact on implementation of information technology. Top managers must consider the important aspects of effective organizational factors. PMID:25568582

  14. Human resources management and firm performance: The differential role of managerial affective and continuance commitment.

    PubMed

    Gong, Yaping; Law, Kenneth S; Chang, Song; Xin, Katherine R

    2009-01-01

    In this study, the authors developed a dual-concern (i.e., maintenance and performance) model of human resources (HR) management. The authors identified commonly examined HR practices that apply to the middle manager level and classified them into the maintenance- and performance-oriented HR subsystems. The authors found support for the 2-factor model on the basis of responses from 2,148 managers from 463 firms operating in China. Regression results indicate that the performance-oriented HR subsystems had a positive relationship with firm performance and that the relationship was mediated by middle managers' affective commitment to the firm. The maintenance-oriented HR subsystems had a positive relationship with middle managers' continuance commitment but not with their affective commitment and firm performance. This study contributes to the understanding of how HR practices relate to firm performance and offers an improved test of the argument that valuable and firm-specific HR provide a source of competitive advantage. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

  15. A study of role stress, organizational commitment and intention to quit among male nurses in southern Taiwan.

    PubMed

    Lou, Jiunn-Horng; Yu, Hsing-Yi; Hsu, Hsiu-Yueh; Dai, Hung-Da

    2007-03-01

    Gender and sex role stereotyping are recognized as having the potential to limit the professional development of males within the nursing profession. The purpose of this study was to understand the relationships between demographic data and the dimensions of role stress, organizational commitment, and intentions to quit among male nurses in southern Taiwan. Research also investigated the correlations with three dependent variables and identified best predictors of male nurse intentions to quit the nursing profession. A total of 91 male nurses volunteered to participate in this cross-sectional research. Research results were based on data collected from questionnaires sent by mail to participants. A total of 76 valid questionnaires were returned and used in analysis (response rate = 83.5%). Findings pointed to patients, colleagues and society as the major sources of role stress for male nurses. These sources of stress, and the resultant intention to quit on the part of male nurses, are due in significant part to the widespread stereotyping of the profession of nursing as a "woman's occupation". Such stress pressures male nurses to consider quitting to take jobs in other professional fields. Role stress is correlated to intention to quit among male nurses. Role stress and years of service are highly relevant predictors of male nurse intention to quit and leave the nursing profession, explaining 33.8% of variability. We suggest that at various levels of education and society, promotion of male and female equality should be increased. There is also a need for psychological consultation as well as the promotion of male nurse role models to prevent male nurses turning away from nursing careers. PMID:17370232

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

    ERIC Educational Resources Information Center

    Tsai, Markus Chia-Han

    2012-01-01

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

  17. Organizational factors affecting safety implementation in food companies in Thailand.

    PubMed

    Chinda, Thanwadee

    2014-01-01

    Thai food industry employs a massive number of skilled and unskilled workers. This may result in an industry with high incidences and accident rates. To improve safety and reduce the accident figures, this paper investigates factors influencing safety implementation in small, medium, and large food companies in Thailand. Five factors, i.e., management commitment, stakeholders' role, safety information and communication, supportive environment, and risk, are found important in helping to improve safety implementation. The statistical analyses also reveal that small, medium, and large food companies hold similar opinions on the risk factor, but bear different perceptions on the other 4 factors. It is also found that to improve safety implementation, the perceptions of safety goals, communication, feedback, safety resources, and supervision should be aligned in small, medium, and large companies.

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

    PubMed Central

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

    2010-01-01

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

  19. A Study of the Effects of Educational and Administrative-Organizational Factors on the Students' Work Commitment

    ERIC Educational Resources Information Center

    Liaghatdar, Mohammad Javad; Samiee, Fatemeh; Sadeghian, Alireza; Shafaie, Shokouh; Alikhani, Madineh; Hashemi, Bibi Vajiheh

    2012-01-01

    Work commitment in the organizations is a factor which leads to the development of discipline, sense of duty, morality, and improvement of human relationships at work. The existence of ethics in the organization, having commitment to the tasks and playing professional roles and behaviors in the best way and with no external control, cause inner…

  20. Confucian Thought Affecting Leadership and Organizational Culture of Korean Higher Education

    ERIC Educational Resources Information Center

    Lee, Jeong-Kyu

    2001-01-01

    This article examines Confucian thought affecting leadership and organizational culture of Korean higher education in order to understand leadership behavior and ethical values in Korean higher education from a viewpoint of educational administration. The writer evaluates that most of educational administrators in Korean higher education prefer…

  1. The Impact of Affective and Cognitive Trust on Knowledge Sharing and Organizational Learning

    ERIC Educational Resources Information Center

    Swift, Peter E.; Hwang, Alvin

    2013-01-01

    Purpose: This paper seeks to add to the research on the role of cognitive and affective trust in promoting knowledge sharing between executives and consequently establishing an organizational learning environment. Design/methodology/approach: This paper examines the influence of one conceptualization of trust, one that has two…

  2. [General practitioners' commitment to treating excessive alcohol consumption: A question of role security in treating affected patients?].

    PubMed

    Fankhänel, Thomas; Rascher, Anja; Thiel, Carolin; Schulz, Katrin; Klement, Andreas

    2016-01-01

    Only a few general practitioners (GPs) are committed to screen their patients for alcohol consumption and, in case of excessive alcohol consumption conduct by a brief intervention according to WHO recommendations. Apart from inadequate compensation and work load, another barrier identified by the GPs was their uncertainty about how to deal with affected patients. Most German universities presently spend no more than 90minutes lecture time on addiction medicine teaching. Our research aims to investigate the question whether medical studies and advanced medical education increases the role security of medical students and physicians and their commitment to implementing alcohol screening and brief intervention. Moreover, we will explore whether lack of therapeutic commitment can be related to lack of role security. Questionnaires were administered to pre-clinical and clinical medical students as well as senior house officers. Role security and therapeutic commitment of students and senior house officers were assessed using the Alcohol and Alcohol Problems Questionnaire (SAAPPQ) subscales "Role Security" and "Therapeutic Commitment". Analysis was based on 367 questionnaires. As expected, senior house officers reported more Role Security than clinical medical students who showed a higher level of Role Security than pre-clinical medical students. No differences could be found for Therapeutic Commitment. An association between Role Security and Therapeutic Commitment was only revealed for clinical medical students. Medical studies and advanced medical education can increase students' and senior house officers' Role Security to treat patients with excessive alcohol consumption, but not Therapeutic Commitment. Moreover, no association between Role Security and Therapeutic Commitment could be found for senior house officers. Hence, it may be assumed that educational activities aiming to increase Role Security do not promote the development of motivational aspects such as

  3. [General practitioners' commitment to treating excessive alcohol consumption: A question of role security in treating affected patients?].

    PubMed

    Fankhänel, Thomas; Rascher, Anja; Thiel, Carolin; Schulz, Katrin; Klement, Andreas

    2016-01-01

    Only a few general practitioners (GPs) are committed to screen their patients for alcohol consumption and, in case of excessive alcohol consumption conduct by a brief intervention according to WHO recommendations. Apart from inadequate compensation and work load, another barrier identified by the GPs was their uncertainty about how to deal with affected patients. Most German universities presently spend no more than 90minutes lecture time on addiction medicine teaching. Our research aims to investigate the question whether medical studies and advanced medical education increases the role security of medical students and physicians and their commitment to implementing alcohol screening and brief intervention. Moreover, we will explore whether lack of therapeutic commitment can be related to lack of role security. Questionnaires were administered to pre-clinical and clinical medical students as well as senior house officers. Role security and therapeutic commitment of students and senior house officers were assessed using the Alcohol and Alcohol Problems Questionnaire (SAAPPQ) subscales "Role Security" and "Therapeutic Commitment". Analysis was based on 367 questionnaires. As expected, senior house officers reported more Role Security than clinical medical students who showed a higher level of Role Security than pre-clinical medical students. No differences could be found for Therapeutic Commitment. An association between Role Security and Therapeutic Commitment was only revealed for clinical medical students. Medical studies and advanced medical education can increase students' and senior house officers' Role Security to treat patients with excessive alcohol consumption, but not Therapeutic Commitment. Moreover, no association between Role Security and Therapeutic Commitment could be found for senior house officers. Hence, it may be assumed that educational activities aiming to increase Role Security do not promote the development of motivational aspects such as

  4. Dimensionality and consequences of employee commitment to supervisors: a two-study examination.

    PubMed

    Landry, Guylaine; Panaccio, Alexandra; Vandenberghe, Christian

    2010-01-01

    Research on the 3-component model of organizational commitment--affective, normative, and continuance--has suggested that continuance commitment comprises 2 subcomponents, perceived lack of alternatives and sacrifice (e.g., S. J. Jaros, 1997; G. W. McGee & R. C. Ford, 1987). The authors aimed to extend that research in the context of employees' commitment to their immediate supervisors. Through two studies, they examined the validity and consequences of a 4-factor model of commitment to supervisors including affective, normative, continuance-alternatives, and continuance-sacrifice components. Study 1 (N = 317) revealed that the 4 components of commitment to supervisors were distinguishable from the corresponding components of organizational commitment. Study 2 (N = 240) further showed that the 4 components of commitment to supervisors differentially related to intention to leave the supervisor, supervisor-directed negative affect and emotional exhaustion. The authors discuss the implications of these findings for the management of employee commitment in organizations.

  5. An examination of the role of perceived support and employee commitment in employee-customer encounters.

    PubMed

    Vandenberghe, Christian; Bentein, Kathleen; Michon, Richard; Chebat, Jean-Charles; Tremblay, Michel; Fils, Jean-François

    2007-07-01

    The authors examined the relationships between perceived organizational support, organizational commitment, commitment to customers, and service quality in a fast-food firm. The research design matched customer responses with individual employees' attitudes, making this study a true test of the service provider-customer encounter. On the basis of a sample of matched employee-customer data (N = 133), hierarchical linear modeling analyses revealed that perceived organizational support had both a unit-level and an employee-level effect on 1 dimension of service quality: helping behavior. Contrary to affective organizational commitment, affective commitment to customers enhanced service quality. The 2 sub-dimensions of continuance commitment to the organization--perceived high sacrifice and perceived lack of alternatives--exerted effects opposite in sign: The former fostered service quality, whereas the latter reduced it. The implications of these findings are discussed within the context of research on employee-customer encounters.

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

    PubMed Central

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

    2013-01-01

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

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

    PubMed Central

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

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Mosheti, Paul Alan

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Schwandt, Linda

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

  10. Socio-emotional support in French hospitals: Effects on French nurses' and nurse aides' affective commitment.

    PubMed

    Ruiller, Caroline; Van Der Heijden, Beatrice I J M

    2016-02-01

    In spite of the differences in human resource management (HRM) practices between the non-profit health care sector and business life, the majority of health care sector research appears to be based on the HRM (for human resources management) blueprint for business life staff policy and practice. This study is aimed to better understand the impact of workplace social support in the context of French hospitals. Concrete, the first objective of this article comprises a thorough conceptualization and operationalization of workplace social support (i.e. both professional and personal social support). Data were collected in a French hospital among a sample of 62 respondents (for the qualitative part of our study), and among a sample of 171 health care professionals (nurses and nurse aids) (for the quantitative part of our study). Our outcomes indicate that, especially, personal support given by one's supervisor is strongly and positively related to nurses' and nurse aides' affective commitment. After a discussion about the outcomes, followed by some recommendations for future research, the article concludes with some practical implications for management in hospitals. PMID:26856519

  11. Socio-emotional support in French hospitals: Effects on French nurses' and nurse aides' affective commitment.

    PubMed

    Ruiller, Caroline; Van Der Heijden, Beatrice I J M

    2016-02-01

    In spite of the differences in human resource management (HRM) practices between the non-profit health care sector and business life, the majority of health care sector research appears to be based on the HRM (for human resources management) blueprint for business life staff policy and practice. This study is aimed to better understand the impact of workplace social support in the context of French hospitals. Concrete, the first objective of this article comprises a thorough conceptualization and operationalization of workplace social support (i.e. both professional and personal social support). Data were collected in a French hospital among a sample of 62 respondents (for the qualitative part of our study), and among a sample of 171 health care professionals (nurses and nurse aids) (for the quantitative part of our study). Our outcomes indicate that, especially, personal support given by one's supervisor is strongly and positively related to nurses' and nurse aides' affective commitment. After a discussion about the outcomes, followed by some recommendations for future research, the article concludes with some practical implications for management in hospitals.

  12. Linking Affective Commitment, Career Self-Efficacy, and Outcome Expectations: A Test of Social Cognitive Career Theory

    ERIC Educational Resources Information Center

    Conklin, Amanda M.; Dahling, Jason J.; Garcia, Pablo A.

    2013-01-01

    The authors tested a model based on the satisfaction model of social cognitive career theory (SCCT) that links college students' affective commitment to their major (the emotional identification that students feel toward their area of study) with career decision self-efficacy (CDSE) and career outcome expectations. Results indicate that CDSE…

  13. 43 CFR 3207.17 - How is the term of my lease affected by commitment to a unit?

    Code of Federal Regulations, 2014 CFR

    2014-10-01

    ... 43 Public Lands: Interior 2 2014-10-01 2014-10-01 false How is the term of my lease affected by commitment to a unit? 3207.17 Section 3207.17 Public Lands: Interior Regulations Relating to Public Lands (Continued) BUREAU OF LAND MANAGEMENT, DEPARTMENT OF THE INTERIOR MINERALS MANAGEMENT (3000) GEOTHERMAL RESOURCE LEASING Lease Terms...

  14. The Mediating Role of Affective Commitment in the Relation of the Feedback Environment to Work Outcomes

    ERIC Educational Resources Information Center

    Norris-Watts, Christina; Levy, Paul E.

    2004-01-01

    The Feedback Environment, as opposed to the formal performance appraisal process, is comprised of the daily interactions between members of an organization (Steelman, Levy, & Snell, in press). Relations between the feedback environment and work outcome variables such as Organizational Citizenship Behavior (OCB) were examined through the mediating…

  15. To branch out or stay focused? Affective shifts differentially predict organizational citizenship behavior and task performance.

    PubMed

    Yang, Liu-Qin; Simon, Lauren S; Wang, Lei; Zheng, Xiaoming

    2016-06-01

    We draw from personality systems interaction (PSI) theory (Kuhl, 2000) and regulatory focus theory (Higgins, 1997) to examine how dynamic positive and negative affective processes interact to predict both task and contextual performance. Using a twice-daily diary design over the course of a 3-week period, results from multilevel regression analysis revealed that distinct patterns of change in positive and negative affect optimally predicted contextual and task performance among a sample of 71 employees at a medium-sized technology company. Specifically, within persons, increases (upshifts) in positive affect over the course of a workday better predicted the subsequent day's organizational citizenship behavior (OCB) when such increases were coupled with decreases (downshifts) in negative affect. The optimal pattern of change in positive and negative affect differed, however, in predicting task performance. That is, upshifts in positive affect over the course of the workday better predicted the subsequent day's task performance when such upshifts were accompanied by upshifts in negative affect. The contribution of our findings to PSI theory and the broader affective and motivation regulation literatures, along with practical implications, are discussed. (PsycINFO Database Record PMID:26882443

  16. Transformational Leadership and Knowledge Sharing: Mediating Roles of Employee's Empowerment, Commitment, and Citizenship Behaviors

    ERIC Educational Resources Information Center

    Han, Seung Hyun; Seo, Gaeun; Yoon, Seung Won; Yoon, Dong-Yeol

    2016-01-01

    Purpose: The purpose of this paper is to empirically examine the fundamental process through which transformational leaders play a significant role in employees' knowledge sharing by investigating mediating roles of individual affects, particularly psychological empowerment, organizational commitment and organizational citizenship behavior (OCB).…

  17. Do high-commitment work systems affect creativity? A multilevel combinational approach to employee creativity.

    PubMed

    Chang, Song; Jia, Liangding; Takeuchi, Riki; Cai, Yahua

    2014-07-01

    In this article, some information about the data used in the article and a citation were not included. The details of the corrections are provided.] This study uses 3-level, 2-wave time-lagged data from a random sample of 55 high-technology firms, 238 teams, and 1,059 individuals in China to investigate a multilevel combinational model of employee creativity. First, we hypothesize that firm (macrolevel) high-commitment work systems are conducive to individual (microlevel) creativity. Furthermore, we hypothesize that this positive crosslevel main impact may be combined with middle-level (mesolevel) factors, including team cohesion and team task complexity, such that the positive impact of firm high-commitment work systems on individual creativity is stronger when team cohesion is high and the team task more complex. The findings from random coefficient modeling analyses provide support for our hypotheses. These sets of results offer novel insight into how firms can use macrolevel and mesolevel contextual variables in a systematic manner to promote employee creativity in the workplace, despite its complex nature.

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

    ERIC Educational Resources Information Center

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

    2015-01-01

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

  19. Selected Organizational Factors Affecting Performance of Professional Nurses in North West Bank Governmental Hospitals

    ERIC Educational Resources Information Center

    Thulth, Ahida Saleem; Sayej, Sumaya

    2015-01-01

    Background: Organizational factors are considered to be the cornerstone in achieving psychological and professional security at work, which in turn are positively reflected in job performance both quantitatively and qualitatively. Aim of the Study: The study aimed to assess of selected organizational factors (workload, available recourses and…

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

    NASA Astrophysics Data System (ADS)

    Watkins, William Edward, Jr.

    1. Spending commitments requiring future outlays are important for understanding partisan politics because they prevent a conservative government from scaling back spending programs. In a one-government-good model, a "stubborn liberal" policy maker can use precommitted spending to prevent a later conservative government from imposing spending cuts. In a model where parties differ about spending priorities, re-election uncertainty creates a bias towards higher government spending and higher taxes. 2. The literature on energy efficiency provides examples of profitable technologies that are not universally adopted. Theory indicates that firms should undertake all investments with a positive net present value, and that the discount rate for computing the present value of a project should be the return available on other projects in the same risk class, not on characteristics of the firm. This model is tested by examining whether firms' characteristics influence their decision to join the Environmental Protection Agency's Green Lights program. A discrete choice regression is estimated over a sample of participating and non-participating firms. Missing values in the data matrix are replaced with multiple imputations using the EM algorithm. The results show that: (1) substantial improvements in the power of hypothesis tests can be achieved through imputation of missing data, and (2) characteristics of firms do affect their decision to join Green Lights. 3. Standard theories of the firm stress profit maximization as the foundation for derivation of predictable behavior. Yet evidence continues to accumulate that firms do not act as required by the neoclassical framework. Instead of being represented by ever more elaborate maximization models, the firm can be modeled simply as a network of information-processing agents. The actions of the firm are then a function only of the network structure and the information-processing capabilities of the agents. This approach can be

  1. Athletic Trainers' Barriers to Maintaining Professional Commitment in the Collegiate Setting

    PubMed Central

    Mazerolle, Stephanie M.; Eason, Christianne M.; Pitney, William A.

    2015-01-01

    Context: Professional commitment simply describes one's obligation to his or her work. For athletic trainers (ATs), the demanding work environment and job expectations may affect their characterization of professional commitment. Our breadth of knowledge regarding professional commitment within athletic training is narrow. Objective: To evaluate the professional commitment of ATs in the collegiate setting. Design: Qualitative study. Setting: Collegiate. Patients or Other Participants: Thirty-three Board of Certification-certified ATs employed in the collegiate setting (National Collegiate Athletic Association Division I = 11, Division II = 9, Division III = 13) with an average of 10 ± 8 years of clinical experience volunteered. Data saturation guided the total number of participants. Data Collection and Analysis: Online journaling via QuestionPro was completed by all participants. Multiple-analyst triangulation and peer review were conducted for data credibility. Analysis followed a general inductive method. Results: Four themes speak to the factors that negatively affect ATs' professional enthusiasm and commitment: (1) life stage, (2) work overload, (3) organizational climate, and (4) human resources. The latter 3 speak to the effect the workplace can have on ATs' professional commitment, and the first speaks to the effect outside responsibilities can have. Conclusions: Our results suggest that several of the factors that negatively influence the professional commitment of collegiate ATs are modifiable organizational components. Developing resiliency strategies at the individual and organizational levels may help to facilitate improved professional commitment for the AT. PMID:25761133

  2. School Climate and Teacher Commitment

    ERIC Educational Resources Information Center

    Smith, Larry Don

    2009-01-01

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

  3. Acceptance and Commitment Therapy in the Treatment of Alcohol Use Disorder and Comorbid Affective Disorder: A Pilot Matched Control Trial.

    PubMed

    Thekiso, Thekiso B; Murphy, Philip; Milnes, Jennie; Lambe, Kathryn; Curtin, Aisling; Farren, Conor K

    2015-11-01

    This study examined whether acceptance and commitment therapy (ACT) enhances treatment as usual (TAU) in improving treatment outcomes in patients with alcohol use disorder (AUD) and comorbid affective disorder. Fifty-two participants were included in the study, of whom 26 were patients with AUD and either depression or bipolar disorder treated with ACT group therapy in parallel with TAU (inpatient integrated treatment) and 26 were matched controls who had received TAU alone. Drinking and craving outcomes were total alcohol abstinence, cumulative abstinence duration (CAD) and Obsessive Compulsive Drinking Scale (OCDS) scores at 3 and 6 months postintervention. Affective and anxiety outcomes were Beck Depression Inventory (BDI), Beck Anxiety Inventory (BAI) and Young Mania Rating Scale (YMRS) scores at these follow-ups. Baseline demographic and clinical characteristics were similar in both groups. Retention rates were high: 100% of the ACT group were followed up at 3 and 6 months; 92.3% and 84.6% of the TAU alone group were followed up at 3 and 6 months, respectively. Patients in the ACT group reported significantly higher CAD at 3 and 6 months, significantly lower BDI and BAI scores at 3 and 6 months, and significantly lower OCDS scores at 3 months, than those who received only TAU. No other significant differences in treatment outcomes were found between the groups. ACT provides added benefit to TAU in improving drinking, craving, depression and anxiety outcomes in patients with AUD and comorbid affective disorder. Most treatment improvements were sustained over a 6-month follow-up period. PMID:26520216

  4. Acceptance and Commitment Therapy in the Treatment of Alcohol Use Disorder and Comorbid Affective Disorder: A Pilot Matched Control Trial.

    PubMed

    Thekiso, Thekiso B; Murphy, Philip; Milnes, Jennie; Lambe, Kathryn; Curtin, Aisling; Farren, Conor K

    2015-11-01

    This study examined whether acceptance and commitment therapy (ACT) enhances treatment as usual (TAU) in improving treatment outcomes in patients with alcohol use disorder (AUD) and comorbid affective disorder. Fifty-two participants were included in the study, of whom 26 were patients with AUD and either depression or bipolar disorder treated with ACT group therapy in parallel with TAU (inpatient integrated treatment) and 26 were matched controls who had received TAU alone. Drinking and craving outcomes were total alcohol abstinence, cumulative abstinence duration (CAD) and Obsessive Compulsive Drinking Scale (OCDS) scores at 3 and 6 months postintervention. Affective and anxiety outcomes were Beck Depression Inventory (BDI), Beck Anxiety Inventory (BAI) and Young Mania Rating Scale (YMRS) scores at these follow-ups. Baseline demographic and clinical characteristics were similar in both groups. Retention rates were high: 100% of the ACT group were followed up at 3 and 6 months; 92.3% and 84.6% of the TAU alone group were followed up at 3 and 6 months, respectively. Patients in the ACT group reported significantly higher CAD at 3 and 6 months, significantly lower BDI and BAI scores at 3 and 6 months, and significantly lower OCDS scores at 3 months, than those who received only TAU. No other significant differences in treatment outcomes were found between the groups. ACT provides added benefit to TAU in improving drinking, craving, depression and anxiety outcomes in patients with AUD and comorbid affective disorder. Most treatment improvements were sustained over a 6-month follow-up period.

  5. Procedural justice and layoff survivors' commitment: a quantitative review.

    PubMed

    Grubb, W Lee

    2006-10-01

    Layoffs are common in today's organizations. Most studies that have examined the correlation between procedural justice and the organizational commitment of layoff survivors have yielded positive correlations, but the magnitude of the correlations varies widely. This study is the first to estimate the population correlation and to identify the primary sources that cause variation in the correlation across studies. The results indicated that justice and commitment correlations can always be expected to be positive. Based on a total sample size of 9080 individuals, the estimated mean population correlation was .34. Variation was primarily explained by attributes of the justice measure where multiple items scales and scales composed of both interactional and procedural justice items yielded higher correlations than single item measures. Therefore, it is important that employers recognize the substantial assuaging affect that procedural and interactional justice can have on survivors' organizational commitment. PMID:17153823

  6. The Role of Organizational Learning Culture and Psychological Empowerment in Reducing Turnover Intention and Enhancing Citizenship Behavior

    ERIC Educational Resources Information Center

    Islam, Talat; Khan, Mubbsher Munawar; Bukhari, Fida Hussain

    2016-01-01

    Purpose: The purpose of this paper is to examine the association among organizational learning culture (OLC), psychological empowerment (PE), affective commitment (AC), organizational citizenship behavior and turnover intention. Design/Methodology/Approach: This study was undertaken via a questionnaire conducted among Malay-Chinese working in…

  7. Engaging Élitism: The Mediating Effect of Work Engagement on Affective Commitment and Quit Intentions in Two Australian University Groups

    ERIC Educational Resources Information Center

    Ferrer, Justine L.; Morris, Leanne

    2013-01-01

    Some universities rely on their élitism as one mechanism to attract and retain talented faculty. This paper examines two groups of élite and non-élite universities and the mediating effect that work engagement has on affective commitment and intention to quit. Findings indicate partial support for the mediating effect of work engagement in the…

  8. The organizational social context of mental health medicaid waiver programs with family support services: implications for research and practice.

    PubMed

    Glisson, Charles; Williams, Nathaniel J; Green, Philip; Hemmelgarn, Anthony; Hoagwood, Kimberly

    2014-01-01

    Peer family support specialists (FSS) are parents with practical experience in navigating children's mental health care systems who provide support, advocacy, and guidance to the families of children who need mental health services. Their experience and training differ from those of formally trained mental health clinicians, creating potential conflicts in priorities and values between FSS and clinicians. We hypothesized that these differences could negatively affect the organizational cultures and climates of mental health clinics that employ both FSS and mental health clinicians, and lower the job satisfaction and organizational commitment of FSS. The Organizational Social Context measure was administered on site to 209 FSS and clinicians in 21 mental health programs in New York State. The study compared the organizational-level culture and climate profiles of mental health clinics that employ both FSS and formally trained clinicians to national norms for child mental health clinics, assessed individual-level job satisfaction and organizational commitment as a function of job (FSS vs. clinician) and other individual-level and organizational-level characteristics, and tested whether FSS and clinicians job attitudes were differentially associated with organizational culture and climate. The programs organizational culture and climate profiles were not significantly different from national norms. Individual-level job satisfaction and organizational commitment were unrelated to position (FSS vs. clinician) or other individual-level and organizational-level characteristics except for culture and climate. Both FSS' and clinicians' individual-level work attitudes were associated similarly with organizational culture and climate. PMID:24065458

  9. Resistance, Justice, and Commitment to Change

    ERIC Educational Resources Information Center

    Foster, Rex D.

    2010-01-01

    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…

  10. Relational trustworthiness: how status affects intra-organizational inequality in job autonomy.

    PubMed

    Campos-Castillo, Celeste; Ewoodzie, Kwesi

    2014-03-01

    Recent accounts of trustworthiness have moved away from treating it as a stable, individual-level attribute toward viewing it as a variable situated in a relational context, but have not been formalized or supported empirically. We extend status characteristics theory (SCT) to develop formal propositions about relational trustworthiness. We posit that members of task- and collectively oriented groups (non-consciously) infer three qualities from their relative status that are commonly used to determine an individual's trustworthiness: ability, benevolence, and integrity. We apply our formalization to clarify ambiguities regarding intra-organizational job autonomy inequality, thereby linking SCT to broader disparities rooted in job autonomy. We analyze data from a vignette experiment and the General Social Survey to test incrementally how well our propositions generalize across different settings and populations. Results generally support our proposed links between status and intra-organizational job autonomy. We discuss implications for SCT in understanding broader patterns of inequalities.

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

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

    ERIC Educational Resources Information Center

    Cunningham, George B.; Sagas, Michael

    2004-01-01

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

  13. The contingencies of organizational learning in long-term care: factors that affect innovation adoption.

    PubMed

    Berta, Whitney; Teare, Gary F; Gilbart, Erin; Ginsburg, Liane Soberman; Lemieux-Charles, Louise; Davis, Dave; Rappolt, Susan

    2005-01-01

    We apply the theoretical frameworks of knowledge transfer and organizational learning, and findings from studies of clinical practice guideline (CPG) implementation in health care, to develop a contingency model of innovation adoption in long-term care (LTC) facilities. Our focus is on a particular type of innovation, CPGs designed to improve the quality of LTC. Our interest in this area is founded on the premise that the ability of LTC organizations to adopt and sustain the use of innovations like CPGs is contingent on the initial capacity these institutions have to learn about them, and on the presence of factors that contribute to capacity building at each stage of innovation adoption. Based on our review of relevant theory, we develop a set of fifteen testable propositions that relate factors operating at the guideline, individual, organizational, and environmental levels in LTC institutions to stages of guideline adoption/transfer. Our model offers insights into the complexities of adopting and sustaining innovations in LTC facilities particularly, in health care organizations specifically, and in service organizations generally.

  14. Organizational factors affecting participation in a smoking cessation program and abstinence among 68 auto dealerships.

    PubMed

    Emont, S L; Cummings, K M

    1990-01-01

    Abstract The effects of organizational factors on participation rates in a smoking cessation clinic and on one-year quit rates were examined among 68 private sector businesses. Free smoking cessation programs were offered to all smoking employees. Smokers (n = 844) were contacted to determine changes in smoking behavior; managers (n = 68) were also contacted to assess changes in smoking policy implementation over the past year. The participation rate in the clinic was 6.6 percent. Overall, 14.3 percent of smokers reported abstaining from cigarettes for at least one month prior to the one-year follow-up survey. Organization factors predicting clinic participation included having health promotion programs, increased motivation to stop smoking, and greater length of employment. Factors predicting cessation at one year included greater clinic participation rates, larger worksite size, a greater awareness of smoking restrictions, and agreement that passive smoking was dangerous to ones health. The only factor to significantly increase both participation and cessation rates was the presence of smoking policies. Employee, manager, and organizational characteristics can exert independent effects on behavior. Therefore, interventions should be targeted at each of these levels to maximize smoking-related behavior change.

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

    ERIC Educational Resources Information Center

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

    2015-01-01

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

  16. The Organizational Learning Audit.

    ERIC Educational Resources Information Center

    Pace, R. Wayne

    2002-01-01

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

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

    ERIC Educational Resources Information Center

    Tsoumbris, Petros; Xenikou, Athena

    2010-01-01

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

  18. Some Factors That Affecting the Performance of Mathematics Teachers in Junior High School in Medan

    ERIC Educational Resources Information Center

    Manullang, Martua; Rajagukguk, Waminton

    2016-01-01

    Some Factor's That Affecting The Mathematic Teacher Performance For Junior High School In Medan. This research will examine the effect of direct and indirect of the Organizational Knowledge towards the achievement motivation, decision making, organizational commitment, the performance of mathematics teacher. The research method is a method of…

  19. Engaged, committed and helpful employees: the role of psychological empowerment.

    PubMed

    Macsinga, Irina; Sulea, Coralia; Sârbescu, Paul; Fischmann, Gabriel; Dumitru, Cătălina

    2015-01-01

    Although previous research has been focused on the relationship among personality, empowerment, and outcomes, little is known about the incremental effect of empowerment on positive work outcomes. This article aims at exploring the relation between personality factors (i.e., extraversion and conscientiousness) and positive work outcomes (i.e., work engagement, affective organizational commitment, and organizational citizenship behavior), and at determining the incremental effect of psychological empowerment on these outcomes. A convenience sample from three organizations has been used for data collection (N = 258; 52% women, mean age 38.55 years, SD = 10.21). Hierarchical multiple regressions indicate that personality and psychological empowerment explain a significant amount of the variance in the positive organizational outcomes, and that psychological empowerment has a significant incremental value over demographics and personality for the studied outcomes.

  20. Engaged, committed and helpful employees: the role of psychological empowerment.

    PubMed

    Macsinga, Irina; Sulea, Coralia; Sârbescu, Paul; Fischmann, Gabriel; Dumitru, Cătălina

    2015-01-01

    Although previous research has been focused on the relationship among personality, empowerment, and outcomes, little is known about the incremental effect of empowerment on positive work outcomes. This article aims at exploring the relation between personality factors (i.e., extraversion and conscientiousness) and positive work outcomes (i.e., work engagement, affective organizational commitment, and organizational citizenship behavior), and at determining the incremental effect of psychological empowerment on these outcomes. A convenience sample from three organizations has been used for data collection (N = 258; 52% women, mean age 38.55 years, SD = 10.21). Hierarchical multiple regressions indicate that personality and psychological empowerment explain a significant amount of the variance in the positive organizational outcomes, and that psychological empowerment has a significant incremental value over demographics and personality for the studied outcomes. PMID:25590342

  1. Fuzzy Commitment

    NASA Astrophysics Data System (ADS)

    Juels, Ari

    The purpose of this chapter is to introduce fuzzy commitment, one of the earliest and simplest constructions geared toward cryptography over noisy data. The chapter also explores applications of fuzzy commitment to two problems in data security: (1) secure management of biometrics, with a focus on iriscodes, and (2) use of knowledge-based authentication (i.e., personal questions) for password recovery.

  2. Organizational leadership: A study on the affects of certification to International Organization for Standardization (ISO)

    NASA Astrophysics Data System (ADS)

    Cowart, Jewel S.

    Compliance to requirements of ISO is an important leadership problem for the International Aerospace Quality Group (IAQG) and the Aviation, Space and Defense (AS&D) companies. Furthermore, the IAQG seeks to understand the valuation of ISO/AS9100 requirements (2009), audit practices, management functions, business performance, customer satisfaction, and potential future concepts for the standard to assure quality. Since the release of the AS9100C total certification growth surpassed 1,100,000 organizations in 2010 with ISO 9001 series adoption and implementation governing business operations (ASQ, 2012b; ISO, 2011; Bernardo, Llach, & Marimon, 2011). Historians such as Crosby, Juran, Deming, and others established the foundation for quality assurance. Several researchers explored the issues which complicate overall benefits of ISO certification (Iwaro & Mwasha, 2012; Karthi et al., 2012; Sampaio et al., 2009). This study examined the effects on AS&D industries from ISO compliance to identify the implications (of ever-changing requirements) through an online survey of 15,000 practitioners. The research illuminated how ISO affects AS&D industries with current and future requirements for certification. The data showed that 75% of survey respondents report implementation of the AS9100C requirements still has benefits that outweigh the cost. Findings suggest that AS&D industries perceive significant value in the AS9100C document as part of the overall ISO 9000 series. In general, the comments from the survey can provide insight into the affects of ISO certification. The study concludes by recommending continued research to learn of further impacts from ISO certification within AS&D industries to improve the AS9100 document requirements for quality management systems.

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

    ERIC Educational Resources Information Center

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

    2005-01-01

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

  4. The Impact of Trust on Organization Commitment

    NASA Technical Reports Server (NTRS)

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

    2002-01-01

    As the global economy continues to spawn competitive forces, organizations have sought to become more competitive by cutting costs, eliminating non-value added work, and using more automation. Jobs have become broader and more flexible leading to a leaner workforce with higher-level knowledge and skills and more responsibility for day-to-day decisions. More than ever, organizations depend on employees as the innovators and designers of products and processes and as a source of strategic advantage. Therefore employee commitment among knowledge workers is needed to maintain organizational viability. It would seem that stronger relationships due to greater dependency, involvement, and investment would develop between employers and high-technology workers resulting in more committed employees. However, the opposite has been evidenced as key knowledge workers are changing jobs frequently. This may be due to a perceived lack of commitment by management to its employees. The notion of exchange may dominate the development of organizational commitment whereby an individual decides what to give a firm (commitment, extra effort, better performance, etc.) based on what the firm gives them (e.g., trust and security). It is the relationship between an employee's organizational commitment and the responding level of trust in the organization that is examined in this paper. An experiment is described that will seek to identify this relationship. Preliminary results are expected to show a positive relationship whereby employee commitment is positively correlated with organizational trust.

  5. Measuring factors affecting implementation of health innovations: a systematic review of structural, organizational, provider, patient, and innovation level measures

    PubMed Central

    2013-01-01

    Background Two of the current methodological barriers to implementation science efforts are the lack of agreement regarding constructs hypothesized to affect implementation success and identifiable measures of these constructs. In order to address these gaps, the main goals of this paper were to identify a multi-level framework that captures the predominant factors that impact implementation outcomes, conduct a systematic review of available measures assessing constructs subsumed within these primary factors, and determine the criterion validity of these measures in the search articles. Method We conducted a systematic literature review to identify articles reporting the use or development of measures designed to assess constructs that predict the implementation of evidence-based health innovations. Articles published through 12 August 2012 were identified through MEDLINE, CINAHL, PsycINFO and the journal Implementation Science. We then utilized a modified five-factor framework in order to code whether each measure contained items that assess constructs representing structural, organizational, provider, patient, and innovation level factors. Further, we coded the criterion validity of each measure within the search articles obtained. Results Our review identified 62 measures. Results indicate that organization, provider, and innovation-level constructs have the greatest number of measures available for use, whereas structural and patient-level constructs have the least. Additionally, relatively few measures demonstrated criterion validity, or reliable association with an implementation outcome (e.g., fidelity). Discussion In light of these findings, our discussion centers on strategies that researchers can utilize in order to identify, adapt, and improve extant measures for use in their own implementation research. In total, our literature review and resulting measures compendium increases the capacity of researchers to conceptualize and measure implementation

  6. Exploring the Sociodemographic, Organizational and Other Correlates Affecting the Promotion of Cultural and Linguistic Competence: Implications for Mental Health Disparities

    ERIC Educational Resources Information Center

    Francis, Karen Belinda

    2012-01-01

    Background: Cultural and linguistic competence is widely viewed as a strategy for addressing disparities in health and mental health care. Organizational activities towards the integration and implementation of cultural and linguistic competence span the gamut to include training, workforce development, policy development and standards that inform…

  7. An Examination of Cultural Values and Employees' Perceptions of Support on Affective Reaction and the Desire to Participate in a Formal Mentoring Program in an Oilfield Services Corporation

    ERIC Educational Resources Information Center

    Hayes, Hanna Bea

    2012-01-01

    Many researchers have examined the effect of formal mentoring on job satisfaction and organizational commitment. However, there has been little or no focus on an employee's intent to participate in a formal mentoring program based upon an employee's perceived organizational support, and/or affective reaction (job satisfaction and…

  8. Correlates of Instrumental and Affective Attachment to Organizations.

    ERIC Educational Resources Information Center

    Angle, Harold L.

    It has been suggested that different forms of organizational commitment have different outcomes as well as different antecedents. To test the hypothesis that instrumental attachment to an organization is associated with members' investments in the organization, and that affective attachment to an organization is influenced primarily by the way the…

  9. How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model.

    PubMed

    Hameed, Imran; Riaz, Zahid; Arain, Ghulam A; Farooq, Omer

    2016-01-01

    The literature examines the impact of firms' corporate social responsibility (CSR) activities on employees' organizational identification without considering that such activities tend to have different targets. This study explores how perceived external CSR (efforts directed toward external stakeholders) and perceived internal CSR (efforts directed toward employees) activities influence employees' organizational identification. In so doing, it examines the alternative underlying mechanisms through which perceived external and internal CSR activities build employees' identification. Applying the taxonomy prescribed by the group engagement model, the study argues that the effects of perceived external and internal CSR flow through two competing mechanisms: perceived external prestige and perceived internal respect, respectively. Further, it is suggested that calling orientation (how employees see their work contributions) moderates the effects induced by these alternative forms of CSR. The model draws on survey data collected from a sample of 414 employees across five large multinationals in Pakistan. The results obtained using structural equation modeling support these hypotheses, reinforcing the notion that internal and external CSR operate through different mediating mechanisms and more interestingly employees' calling orientation moderates these relationships to a significant degree. Theoretical contributions and practical implications of results are discussed in detail.

  10. How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model.

    PubMed

    Hameed, Imran; Riaz, Zahid; Arain, Ghulam A; Farooq, Omer

    2016-01-01

    The literature examines the impact of firms' corporate social responsibility (CSR) activities on employees' organizational identification without considering that such activities tend to have different targets. This study explores how perceived external CSR (efforts directed toward external stakeholders) and perceived internal CSR (efforts directed toward employees) activities influence employees' organizational identification. In so doing, it examines the alternative underlying mechanisms through which perceived external and internal CSR activities build employees' identification. Applying the taxonomy prescribed by the group engagement model, the study argues that the effects of perceived external and internal CSR flow through two competing mechanisms: perceived external prestige and perceived internal respect, respectively. Further, it is suggested that calling orientation (how employees see their work contributions) moderates the effects induced by these alternative forms of CSR. The model draws on survey data collected from a sample of 414 employees across five large multinationals in Pakistan. The results obtained using structural equation modeling support these hypotheses, reinforcing the notion that internal and external CSR operate through different mediating mechanisms and more interestingly employees' calling orientation moderates these relationships to a significant degree. Theoretical contributions and practical implications of results are discussed in detail. PMID:27303345

  11. How organizational context affects bioethical decision-making: pharmacists' management of gatekeeping processes in retail and hospital settings.

    PubMed

    Chiarello, Elizabeth

    2013-12-01

    Social science studies of bioethics demonstrate that ethics are highly contextual, functioning differently across local settings as actors make daily decisions "on the ground." Sociological studies that demonstrate the key role organizations play in shaping ethical decision-making have disproportionately focused on physicians and nurses working in hospital settings where they contend with life and death issues. This study broadens our understanding of the contexts of ethical decision-making by empirically examining understudied healthcare professionals - pharmacists - working in two organizational settings, retail and hospital, where they act as gatekeepers to regulated goods and services as they contend with ethical issues ranging from the serious to the mundane. This study asks: How do organizations shape pharmacists' identification, negotiation, and resolution of ethical challenges; in other words, how do organizations shape pharmacists' gatekeeping processes? Based on 95 semi-structured interviews with U.S. pharmacists practicing in retail and hospital pharmacies conducted between September 2009 and May 2011, this research finds that organizations influence ethical decision-making by shaping how pharmacists construct four gatekeeping processes: medical, legal, fiscal, and moral. Each gatekeeping process manifests differently across organizations due to how these settings structure inter-professional power dynamics, proximity to patients, and means of accessing information. Findings suggest new directions for theorizing about ethical decision-making in medical contexts by drawing attention to new ethical actors, new organizational settings, an expanded definition of ethical challenges, and a broader conceptualization of gatekeeping.

  12. How Do Internal and External CSR Affect Employees' Organizational Identification? A Perspective from the Group Engagement Model

    PubMed Central

    Hameed, Imran; Riaz, Zahid; Arain, Ghulam A.; Farooq, Omer

    2016-01-01

    The literature examines the impact of firms' corporate social responsibility (CSR) activities on employees' organizational identification without considering that such activities tend to have different targets. This study explores how perceived external CSR (efforts directed toward external stakeholders) and perceived internal CSR (efforts directed toward employees) activities influence employees' organizational identification. In so doing, it examines the alternative underlying mechanisms through which perceived external and internal CSR activities build employees' identification. Applying the taxonomy prescribed by the group engagement model, the study argues that the effects of perceived external and internal CSR flow through two competing mechanisms: perceived external prestige and perceived internal respect, respectively. Further, it is suggested that calling orientation (how employees see their work contributions) moderates the effects induced by these alternative forms of CSR. The model draws on survey data collected from a sample of 414 employees across five large multinationals in Pakistan. The results obtained using structural equation modeling support these hypotheses, reinforcing the notion that internal and external CSR operate through different mediating mechanisms and more interestingly employees' calling orientation moderates these relationships to a significant degree. Theoretical contributions and practical implications of results are discussed in detail. PMID:27303345

  13. Different fits satisfy different needs: linking person-environment fit to employee commitment and performance using self-determination theory.

    PubMed

    Greguras, Gary J; Diefendorff, James M

    2009-03-01

    Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction and that psychological need satisfaction predicted affective commitment and performance. Further, person-organization fit and demands-abilities fit also evidenced direct effects on employee affective commitment. These results begin to explicate the processes through which different types of PE fit relate to employee attitudes and behaviors. PMID:19271801

  14. Different fits satisfy different needs: linking person-environment fit to employee commitment and performance using self-determination theory.

    PubMed

    Greguras, Gary J; Diefendorff, James M

    2009-03-01

    Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction and that psychological need satisfaction predicted affective commitment and performance. Further, person-organization fit and demands-abilities fit also evidenced direct effects on employee affective commitment. These results begin to explicate the processes through which different types of PE fit relate to employee attitudes and behaviors.

  15. Facilitators of Organizational Learning in Design

    ERIC Educational Resources Information Center

    Pham, Ngoc Thuy; Swierczek, Fredric William

    2006-01-01

    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,…

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

    PubMed

    Wesson, Michael J; Gogus, Celile Itir

    2005-09-01

    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.

  17. Reframing the Dialogue about Committed Teaching.

    ERIC Educational Resources Information Center

    Bowman, Richard F.

    2003-01-01

    There is a pressing need to refocus teacher education on five professional mind sets: reflective (self), collaborative (relationships), analytic (organizations), worldly (context), and action (change). These mind sets affirm that effective, committed teaching requires integration of content expertise and organizational and relationship skills.…

  18. Organizational Climate for Successful Aging

    PubMed Central

    Zacher, Hannes; Yang, Jie

    2016-01-01

    Research on successful aging at work has neglected contextual resources such as organizational climate, which refers to employees’ shared perceptions of their work environment. We introduce the construct of organizational climate for successful aging (OCSA) and examine it as a buffer of the negative relationship between employee age and focus on opportunities (i.e., beliefs about future goals and possibilities at work). Moreover, we expected that focus on opportunities, in turn, positively predicts job satisfaction, organizational commitment, and motivation to continue working after official retirement age. Data came from 649 employees working in 120 companies (Mage = 44 years, SD = 13). We controlled for organizational tenure, psychological climate for successful aging (i.e., individuals’ perceptions), and psychological and organizational age discrimination climate. Results of multilevel analyses supported our hypotheses. Overall, our findings suggest that OCSA is an important contextual resource for successful aging at work. PMID:27458405

  19. Organizational Climate for Successful Aging.

    PubMed

    Zacher, Hannes; Yang, Jie

    2016-01-01

    Research on successful aging at work has neglected contextual resources such as organizational climate, which refers to employees' shared perceptions of their work environment. We introduce the construct of organizational climate for successful aging (OCSA) and examine it as a buffer of the negative relationship between employee age and focus on opportunities (i.e., beliefs about future goals and possibilities at work). Moreover, we expected that focus on opportunities, in turn, positively predicts job satisfaction, organizational commitment, and motivation to continue working after official retirement age. Data came from 649 employees working in 120 companies (M age = 44 years, SD = 13). We controlled for organizational tenure, psychological climate for successful aging (i.e., individuals' perceptions), and psychological and organizational age discrimination climate. Results of multilevel analyses supported our hypotheses. Overall, our findings suggest that OCSA is an important contextual resource for successful aging at work. PMID:27458405

  20. Organizational Climate for Successful Aging.

    PubMed

    Zacher, Hannes; Yang, Jie

    2016-01-01

    Research on successful aging at work has neglected contextual resources such as organizational climate, which refers to employees' shared perceptions of their work environment. We introduce the construct of organizational climate for successful aging (OCSA) and examine it as a buffer of the negative relationship between employee age and focus on opportunities (i.e., beliefs about future goals and possibilities at work). Moreover, we expected that focus on opportunities, in turn, positively predicts job satisfaction, organizational commitment, and motivation to continue working after official retirement age. Data came from 649 employees working in 120 companies (M age = 44 years, SD = 13). We controlled for organizational tenure, psychological climate for successful aging (i.e., individuals' perceptions), and psychological and organizational age discrimination climate. Results of multilevel analyses supported our hypotheses. Overall, our findings suggest that OCSA is an important contextual resource for successful aging at work.

  1. Managerial strategy and nursing commitment in Australian hospitals.

    PubMed

    Brewer, A M; Lok, P

    1995-04-01

    This study examined the relationship of managerial strategy and nursing commitment in Australian hospitals. The general principles of managerial strategy and employee response were illustrated and the meaning of commitment and resistance were defined. Data were collected by questionnaire survey and interviews. The result demonstrated that the middle manager/nurse unit manager played an important role in generating nursing commitment in the workplace. Trust and identification were the most relevant components of nursing commitment. However, the study also found that there was still a high degree of distrust between senior management and nurses. Change strategies which nurse managers could apply to promote greater organizational commitment in nursing are discussed. PMID:7797719

  2. An integrative model linking feedback environment and organizational citizenship behavior.

    PubMed

    Peng, Jei-Chen; Chiu, Su-Fen

    2010-01-01

    Past empirical evidence has suggested that a positive supervisor feedback environment may enhance employees' organizational citizenship behavior (OCB). In this study, we aim to extend previous research by proposing and testing an integrative model that examines the mediating processes underlying the relationship between supervisor feedback environment and employee OCB. Data were collected from 259 subordinate-supervisor dyads across a variety of organizations in Taiwan. We used structural equation modeling to test our hypotheses. The results demonstrated that supervisor feedback environment influenced employees' OCB indirectly through (1) both positive affective-cognition and positive attitude (i.e., person-organization fit and organizational commitment), and (2) both negative affective-cognition and negative attitude (i.e., role stressors and job burnout). Theoretical and practical implications are discussed. PMID:21166326

  3. An integrative model linking feedback environment and organizational citizenship behavior.

    PubMed

    Peng, Jei-Chen; Chiu, Su-Fen

    2010-01-01

    Past empirical evidence has suggested that a positive supervisor feedback environment may enhance employees' organizational citizenship behavior (OCB). In this study, we aim to extend previous research by proposing and testing an integrative model that examines the mediating processes underlying the relationship between supervisor feedback environment and employee OCB. Data were collected from 259 subordinate-supervisor dyads across a variety of organizations in Taiwan. We used structural equation modeling to test our hypotheses. The results demonstrated that supervisor feedback environment influenced employees' OCB indirectly through (1) both positive affective-cognition and positive attitude (i.e., person-organization fit and organizational commitment), and (2) both negative affective-cognition and negative attitude (i.e., role stressors and job burnout). Theoretical and practical implications are discussed.

  4. Organizational Epistemology.

    ERIC Educational Resources Information Center

    von Krogh, George; Roos, Johan

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

  5. Impact of yoga way of life on organizational performance

    PubMed Central

    Adhia, Hasmukh; Nagendra, HR; Mahadevan, B

    2010-01-01

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

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

    PubMed

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

    2015-09-01

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

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

    ERIC Educational Resources Information Center

    Barnes, Lenora Lacy

    2010-01-01

    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…

  8. Organizational Culture and Safety

    NASA Technical Reports Server (NTRS)

    Adams, Catherine A.

    2003-01-01

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

  9. Moderators of the relationships between coworkers' organizational citizenship behavior and fellow employees' attitudes.

    PubMed

    Tepper, Bennett J; Duffy, Michelle K; Hoobler, Jenny; Ensley, Michael D

    2004-06-01

    The authors developed and tested the prediction that the relationship hetween coworkers' organizational citizenship behaviors (OCBs) and fellow employees' attitudes depends on the supervisors' abusiveness. Results of a longitudinal study using data collected from 173 supervised employees at 2 points in time (separated by 7 months) suggested that coworkers' OCB was positively related to fellow employees' job satisfaction and affective commitment when abusive supervision was low. However, when abusive supervision was high, coworkers' OCB was negatively related to job satisfaction and was unrelated to organizational commitment. The results of a 2nd study were consistent with the idea that the attributions employees make for their coworkers' OCB explains the moderating effect of abusive supervision on the relationship between coworkers' OCB and job satisfaction.

  10. Using Policy to Drive Organizational Change

    ERIC Educational Resources Information Center

    Hornsby, Eunice Ellen

    2006-01-01

    This chapter addresses recent changes in public policy and organizational practices that affect LGBTQ individuals and the role that organizational policy can play in establishing and maintaining respectful and inclusive workplaces.

  11. Organizational Justice

    ERIC Educational Resources Information Center

    Burns, Travis

    2013-01-01

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

  12. Organizational Science

    ERIC Educational Resources Information Center

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

    2013-01-01

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

  13. Assessment of committed effective dose due to the ingestion of (210)Po and (210)Pb in consumed Lebanese fish affected by a phosphate fertilizer plant.

    PubMed

    Aoun, M; El Samad, O; Bou Khozam, R; Lobinski, R

    2015-02-01

    Ingestion of radionuclides through seafood intake is a one of the sources contributing to the internal effective dose in the human organism. In order to evaluate the internal exposure and potential risks due to (210)Po and (210)Pb associated with fish consumption, these radionuclides were measured in commonly consumed fish species from a clean area and an area subjected to the impact of a Lebanese phosphate fertilizer plant. The highest concentration of (210)Pb was 98.7 Bq/kg fresh weight while (210)Po activity concentrations varied from 3.6 Bq/kg to 140 Bq/kg. A supplementary radiation exposure was detected; the highest committed effective dose due to (210)Po and (210)Pb was found to be 1110 μSv/y and 450 μSv/y, respectively. Moreover, the average mortality and morbidity risks due to the fish consuming were estimated.

  14. Assessment of committed effective dose due to the ingestion of (210)Po and (210)Pb in consumed Lebanese fish affected by a phosphate fertilizer plant.

    PubMed

    Aoun, M; El Samad, O; Bou Khozam, R; Lobinski, R

    2015-02-01

    Ingestion of radionuclides through seafood intake is a one of the sources contributing to the internal effective dose in the human organism. In order to evaluate the internal exposure and potential risks due to (210)Po and (210)Pb associated with fish consumption, these radionuclides were measured in commonly consumed fish species from a clean area and an area subjected to the impact of a Lebanese phosphate fertilizer plant. The highest concentration of (210)Pb was 98.7 Bq/kg fresh weight while (210)Po activity concentrations varied from 3.6 Bq/kg to 140 Bq/kg. A supplementary radiation exposure was detected; the highest committed effective dose due to (210)Po and (210)Pb was found to be 1110 μSv/y and 450 μSv/y, respectively. Moreover, the average mortality and morbidity risks due to the fish consuming were estimated. PMID:25461512

  15. Commitment Profiles and Employee Turnover

    ERIC Educational Resources Information Center

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

    2013-01-01

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

  16. Understanding Organizational Culture.

    ERIC Educational Resources Information Center

    Burkhart, Jennifer

    This guide, which is intended for workplace education providers, defines organizational culture, reviews selected techniques for reading a company's culture, and presents examples of ways in which organizations' culture can affect workplace education programs. An organization's culture is determined by: recognizing the company's philosophy…

  17. Who initiates emergency commitments?

    PubMed

    Christy, Annette; Handelsman, Jessica B; Hanson, Ardis; Ochshorn, Ezra

    2010-04-01

    Florida's Mental Health Act was amended in 2005 and 2006 to include licensed mental health counselors and licensed marriage and family therapists, respectively, to the list of professionals authorized to initiate emergency commitments. The present study evaluates the volume of involuntary emergency commitments by type of initiator for a 5 year period. The results indicate that allowing licensed mental health counselors and licensed marriage and family therapist to initiate emergency commitments has not been related to increased numbers of emergency commitments or a higher proportion of emergency commitments being initiated by mental health professionals. Potential policy and fiscal implications, as well as future directions for research, are discussed. PMID:19597746

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

    ERIC Educational Resources Information Center

    Yoeli, Raya; Berkovich, Izhak

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Bisel, Ryan S.; Messersmith, Amber S.

    2012-01-01

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

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  1. Commitment to health theory.

    PubMed

    Kelly, Cynthia W

    2008-01-01

    This article introduces commitment to health as a middle-range. Commitment to health (CTH) is derived from Prochaska and DiClemente's (1983) Transtheoretical Model of Behavior Change. CTH theory is designed to predict the likelihood of behavior change between the action and maintenance stages of change. Commitment is defined as a freely chosen internal resolve to perform health behaviors, even when encumbered or inconvenienced by difficulties. Health is defined as the optimal level of well-being. Commitment is an independent continuous variable, but it can be categorized into three time-oriented categories: (1) low-level, (2) middle-level, and (3) high-level commitment. The higher the level of commitment, the more likely the individual will adopt long-term behavior change. This article presents the definitions, assumptions, and relational statements of CTH.

  2. Organizational Metamorphosis in Space Research and Development.

    ERIC Educational Resources Information Center

    Tompkins, Phillip K.

    1978-01-01

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

  3. The Role of Organizational Learning in Transformational Leadership and Organizational Innovation

    ERIC Educational Resources Information Center

    Hsiao, Hsi-Chi; Chang, Jen-Chia

    2011-01-01

    Leadership is an important factor affecting organizational innovation. Many studies show that transformational leadership has positive and significant influence on organizational innovation. Based on a literature review and previous work, this study aims to investigate the influence of transformational leadership on organizational innovation and…

  4. Modeling of Individual and Organizational Factors Affecting Traumatic Occupational Injuries Based on the Structural Equation Modeling: A Case Study in Large Construction Industries

    PubMed Central

    Mohammadfam, Iraj; Soltanzadeh, Ahmad; Moghimbeigi, Abbas; Akbarzadeh, Mehdi

    2016-01-01

    Background Individual and organizational factors are the factors influencing traumatic occupational injuries. Objectives The aim of the present study was the short path analysis of the severity of occupational injuries based on individual and organizational factors. Materials and Methods The present cross-sectional analytical study was implemented on traumatic occupational injuries within a ten-year timeframe in 13 large Iranian construction industries. Modeling and data analysis were done using the structural equation modeling (SEM) approach and the IBM SPSS AMOS statistical software version 22.0, respectively. Results The mean age and working experience of the injured workers were 28.03 ± 5.33 and 4.53 ± 3.82 years, respectively. The portions of construction and installation activities of traumatic occupational injuries were 64.4% and 18.1%, respectively. The SEM findings showed that the individual, organizational and accident type factors significantly were considered as effective factors on occupational injuries’ severity (P < 0.05). Conclusions Path analysis of occupational injuries based on the SEM reveals that individual and organizational factors and their indicator variables are very influential on the severity of traumatic occupational injuries. So, these should be considered to reduce occupational accidents’ severity in large construction industries. PMID:27800465

  5. Commitment Tracking System (CTS)

    2009-08-07

    The CTS enables the identification and management of compliance actions and issues originating from multiple sources. CTS also possesses search capabilities enabling quick identification of upcoming commitments while providing a method of documenting and maintaining completion dates and compliance information when a commitment is met.

  6. Reality Shock and Commitment: A Study of New Employees' Expectations.

    ERIC Educational Resources Information Center

    Dean, Roger A.; Wanous, John P.

    Reality shock within organizations can be defined as the discrepancy between an individual's expectations established prior to joining an organization and the individual's perceptions after becoming a member of the organization. To investigate the effects of reality shock on organizational commitment, 109 bank tellers were monitored for 10 months…

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

    ERIC Educational Resources Information Center

    Bogler, Ronit; Nir, Adam E.

    2015-01-01

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

  8. Managing by commitments.

    PubMed

    Sull, Donald N

    2003-06-01

    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?

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

    ERIC Educational Resources Information Center

    Ning, Jing; Jing, Runtian

    2012-01-01

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

  10. Toward a multidimensional model of athletes' commitment to coach-athlete relationships and interdependent sport teams: a substantive-methodological synergy.

    PubMed

    Jackson, Ben; Gucciardi, Daniel F; Dimmock, James A

    2014-02-01

    Drawing from a three-factor model of organizational commitment, we sought to provide validity evidence for a multidimensional conceptualization designed to capture adolescent athletes' commitment to their coach-athlete relationship or their team. In Study 1, 335 individual-sport athletes (Mage = 17.32, SD = 1.38) completed instruments assessing affective, normative, and continuance commitment to their relationship with their coach, and in Study 2, contextually modified instruments were administered to assess interdependent-sport athletes' (N = 286, Mage = 16.31, SD = 1.33) commitment to their team. Bayesian structural equation modeling revealed support for a three-factor (in comparison with a single-factor) model, along with relations between commitment dimensions and relevant correlates (e.g., satisfaction, return intentions, cohesion) that were largely consistent with theory. Guided by recent advancements in Bayesian modeling, these studies provide a new commitment instrument with the potential for use and refinement in team- and relationship-based settings and offer preliminary support for a conceptual framework that may help advance our understanding of the factors underpinning individuals' engagement in sport.

  11. Who are the "committed"?

    PubMed

    Tomelleri, C J; Lakshminarayanan, N; Herjanic, M

    1977-10-01

    A record review of patients who were committed by the court during the course of a hospitalization at an acute urban facility was carried out. Court-committed patients represented 4% of total patients admitted during a 2-year period. Black patients and patients over the age of 70 were more likely to reach the stage of a court hearing and be committed. Schizophrenia was the most frequent diagnosis, being present in well over one half of court-committed patients. Approximately one third of the patients had a hospital stay exceeding 3 months, and transfer to a long term inpatient program occurred significantly more often among court-committed patients as compared to the rest of the hospitalized population. The majority of court-committed patients were eventually returned to the community; about one fifth were placed in intermediate facilities such as boarding or nursing homes. When legal status of previous and subsequent hospitalizations of this sample of court-committed patients was examined, a clear predominance of uncomplicated voluntary hospitalization became apparent. PMID:908928

  12. Practical Relativistic Bit Commitment.

    PubMed

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

    2015-07-17

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

  13. The effects of organizational citizenship behavior on performance judgments: a field study and a laboratory experiment.

    PubMed

    Allen, T D; Rush, M C

    1998-04-01

    The process linking organizational citizenship behavior (OCB) with performance judgments was investigated in a field and a laboratory study. In the field study, managers rated the task performance and OCB of 148 subordinates. In the laboratory research, 136 students viewed and rated videotaped segments of teaching performance that demonstrated either high or low task performance and high or low OCB. In both studies, liking and perceived affective commitment mediated the relationship between OCB and overall evaluation. Liking also mediated the relationship between OCB and reward recommendations. Further, the field study indicated that the causal motive attributed by the manager for the employee's OCB mediated the relationship between OCB and overall evaluation.

  14. WORK ETHICS, ORGANIZATIONAL ALIENATION AND JUSTICE AMONG HEALTH INFORMATION TECHNOLOGY MANAGERS

    PubMed Central

    Zadeh, Jamileh Mahdi; Kahouei, Mehdi; Cheshmenour, Omran; Sangestani, Sajjad

    2016-01-01

    Introduction: Failure to comply with work ethics by employees working in Health Information Technology (HIT) Departments and their negative attitudes about organizational justice may have an adverse impact on patient satisfaction, quality of care, collecting health statistics, reimbursement, and management and planning at all levels of health care; it can also lead to unbearable damages to the health information system in the country. As so far there has been no research on HIT managers to assess the moral and ethical aspects of works and their relationship with organizational alienation and justice, this study aimed to evaluate the relationship between work ethics and organizational justice and alienation among the HIT managers. Methods: This study was performed in affiliated hospitals of Semnan University of medical sciences in Semnan, Iran, in 2015. In this study, a census method was used. The data collection tool was a researcher made questionnaire. Results: There was a negative and significant relationship between work ethic and organizational alienation (B= - 0.217, P<0.001), and there was also a positive and significant relationship between work ethic and organizational justice (B= 0.580, P<0.001). There were negative and significant relationships among between education level and work ethic (B= - 0.215, P=0.034) and organizational justice (B=- 0.147, P=0.047). Conclusion: The results of this study showed that the managers’ attitude toward justice and equality in the organization can affect their organizational commitment and loyalty and thus have a significant impact on the work ethics in the work environment. On the other hand, with increasing the education level of the managers, they will have higher expectation of the justice in the organization, and they feel that the justice is not observed in the organization. PMID:27482167

  15. Unit commitment literature synopsis

    SciTech Connect

    Sheble, G.B. . Dept. of Electrical Engineering); Fahd, G.N. )

    1994-02-01

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

  16. Commitment: Functions, Formation, and the Securing of Romantic Attachment

    PubMed Central

    Stanley, Scott M.; Rhoades, Galena K.; Whitton, Sarah W.

    2010-01-01

    In this theoretical paper, we review central concepts in the psychological literature on relationship commitment to provide a foundation to discuss two themes related to long-term romantic relationships and marriages. First, we describe and discuss the role that commitment plays in stabilizing romantic attachment. Second, we use empirical research on cohabitation to highlight how the formation of commitment can be undermined by what are now common trajectories of couple development. The first topic underscores an increasingly important role for commitment in an age of companionate marriage. The second topic draws attention to dynamics that can affect the strength of romantic commitments, especially in marriage. PMID:21339829

  17. Typologizing Organizational Amnesia

    ERIC Educational Resources Information Center

    Othman, Rozhan; Hashim, Noor Azuan

    2004-01-01

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

  18. Considering rational self-interest as a disposition: organizational implications of other orientation.

    PubMed

    Meglino, Bruce M; Korsgaard, Audrey

    2004-12-01

    In contrast with major theories of attitudes and behavior, the authors propose that individuals are not equally motivated to pursue their self-interests. The authors show that differences in other orientation affect the extent to which actions and attitudes reflect self-interested calculation (instrumental rationality) and the extent to which beliefs represent their external environment (epistemic rationality). These differences have consequences for processes underlying a wide range of attitudes and behavior typically assumed to be rationally self-interested. Thus, the authors' model exposes a common explanation for diverse organizational phenomena. It also clarifies inconsistencies surrounding the validity of certain attitudinal and motivational models, the relationship between job attitudes and actions, cross-cultural differences in attitudes and behavior, escalation of commitment, and the relationship between chief executive officer characteristics and organizational performance.

  19. The effect of leader-member exchange, trust, supervisor support on organizational citizenship behavior in nurses.

    PubMed

    Chen, Chun-Hsi Vivian; Wang, Shih-Jon; Chang, Wei-Chieh; Hu, Chin-Shin

    2008-12-01

    This study examined from a social exchange perspective the influence of leader-member exchange (LMX) on the trust of subordinates in their supervisors as well as their perception of support received from their medical organization supervisors and the subsequent effect of such on organizational citizenship behavior (OCB) in subordinates. Two hundred valid supervisor-subordinate (head nurses-nurses) dyads from 3 medical centers and 3 regional hospitals took part in this study, which found that the quality of leader-member exchange affects nurse trust in their supervisors as well as their perception of supervisor support, which consequently promotes OCB on the part of nurses. Findings imply that a higher level of LMX can enhance nurses' commitment, significantly reduce turnover, and promote their OCB, resulting in greater organizational effectiveness.

  20. The effect of leader-member exchange, trust, supervisor support on organizational citizenship behavior in nurses.

    PubMed

    Chen, Chun-Hsi Vivian; Wang, Shih-Jon; Chang, Wei-Chieh; Hu, Chin-Shin

    2008-12-01

    This study examined from a social exchange perspective the influence of leader-member exchange (LMX) on the trust of subordinates in their supervisors as well as their perception of support received from their medical organization supervisors and the subsequent effect of such on organizational citizenship behavior (OCB) in subordinates. Two hundred valid supervisor-subordinate (head nurses-nurses) dyads from 3 medical centers and 3 regional hospitals took part in this study, which found that the quality of leader-member exchange affects nurse trust in their supervisors as well as their perception of supervisor support, which consequently promotes OCB on the part of nurses. Findings imply that a higher level of LMX can enhance nurses' commitment, significantly reduce turnover, and promote their OCB, resulting in greater organizational effectiveness. PMID:19061178

  1. Our Commitment to Bioenergy Sustainability

    SciTech Connect

    2015-06-18

    The U.S. Department of Energy’s Bioenergy Technologies Office (BETO) is committed to developing the resources, technologies, and systems needed to support a thriving bioenergy industry that protects natural resources and ad- vances environmental, economic, and social benefits. BETO’s Sustainability Technology Area proactively identifies and addresses issues that affect the scale-up potential, public acceptance, and long-term viability of advanced bioenergy systems; as a result, the area is critical to achieving BETO’s overall goals.

  2. Commitment to and preparedness for sustainable supply chain management in the oil and gas industry.

    PubMed

    Wan Ahmad, Wan Nurul K; Rezaei, Jafar; Tavasszy, Lóránt A; de Brito, Marisa P

    2016-09-15

    Our current dependency on the oil and gas (O&G) industry for economic development and social activities necessitates research into the sustainability of the industry's supply chains. At present, studies on sustainable supply chain management (SSCM) practices in the industry do not include firm-internal factors that affect the sustainability strategies employed by different functional areas of its supply chains. Our study aims to address this gap by identifying the relevant internal factors and exploring their relationship with SSCM strategies. Specifically, we discuss the commitment to and preparedness for sustainable practices of companies that operate in upstream and downstream O&G supply chain. We study the impact of these factors on their sustainability strategies of four key supply chain functions: supplier management, production management, product stewardship and logistics management. The analyses of data collected through a survey among 81 companies show that management preparedness may enhance sustainable supply chain strategies in the O&G industry more than commitment does. Among the preparedness measures, management of supply chain operational risks is found to be vital to the sustainability of all supply chain functions except for production management practices. The findings also highlight the central importance of supplier and logistics management to the achievement of sustainable O&G supply chains. Companies must also develop an organizational culture that encourages, for example, team collaboration and proactive behaviour to finding innovative sustainability solutions in order to translate commitment to sustainable practices into actions that can produce actual difference to their SSCM practices. PMID:27233046

  3. Commitment to and preparedness for sustainable supply chain management in the oil and gas industry.

    PubMed

    Wan Ahmad, Wan Nurul K; Rezaei, Jafar; Tavasszy, Lóránt A; de Brito, Marisa P

    2016-09-15

    Our current dependency on the oil and gas (O&G) industry for economic development and social activities necessitates research into the sustainability of the industry's supply chains. At present, studies on sustainable supply chain management (SSCM) practices in the industry do not include firm-internal factors that affect the sustainability strategies employed by different functional areas of its supply chains. Our study aims to address this gap by identifying the relevant internal factors and exploring their relationship with SSCM strategies. Specifically, we discuss the commitment to and preparedness for sustainable practices of companies that operate in upstream and downstream O&G supply chain. We study the impact of these factors on their sustainability strategies of four key supply chain functions: supplier management, production management, product stewardship and logistics management. The analyses of data collected through a survey among 81 companies show that management preparedness may enhance sustainable supply chain strategies in the O&G industry more than commitment does. Among the preparedness measures, management of supply chain operational risks is found to be vital to the sustainability of all supply chain functions except for production management practices. The findings also highlight the central importance of supplier and logistics management to the achievement of sustainable O&G supply chains. Companies must also develop an organizational culture that encourages, for example, team collaboration and proactive behaviour to finding innovative sustainability solutions in order to translate commitment to sustainable practices into actions that can produce actual difference to their SSCM practices.

  4. Organizational wisdom.

    PubMed

    Limas, Michael J; Hansson, Robert O

    2004-01-01

    In recent years, much theoretical and empirical attention has focused on wisdom as a psychological construct. The development of wisdom is viewed as a positive aspect of aging, but also has a complement to more traditionally-studied domains of intelligence. Two studies, involving a total of 327 adults, examined how our understanding of the construct might be furthered by its application into specific, problematic contexts, and by having its utility assessed. This involved: 1) development of an instrument that related the elements of wisdom to the context of work organizations; 2) identification of the primary ways in which wisdom contributes to well-being in work organizations; and 3) identification of types of organizations (organizational cultures) most likely to need and value wise persons of influence in their midst. Results suggest that wisdom is of greatest consequence when it fills an important gap in what is offered by the organization's (or society's) formal structure. Where the culture has developed more formal institutions, structure, and principles to guide its activities and ensure fairness in how people are treated, there may be less need for informal sources of organizational wisdom.

  5. Selected organizational outcome correlates of spirituality in the workplace.

    PubMed

    Nur, Yusuf Ahmed; Organ, Dennis W

    2006-02-01

    This study addressed the feasibility, practicality, and effects of a management style defined as "Management-by-Virtues," a management philosophy and practice based on virtues derived from religious beliefs. The study focused on Management-by-Virtues as practiced in Christian firms and assessed the effect that Management-by-Virtues could have on such organizational outcomes as employees' Organizational Commitment, Job Satisfaction, and propensity to go beyond the call of duty in carrying out organizational tasks, i.e., Organizational Citizenship Behavior. The study, based on survey responses from 328 employees of 26 business firms, compared overall scores on Organizational Commitment, Job Satisfaction, and Organizational Citizenship Behavior in 10 businesses, described by owner/managers as being managed according to Christian beliefs and practices, with the same outcomes in 16 "control" firms that did not explicitly espouse such an orientation. The Management-by-Virtues firms were characterized by more committed, more satisfied employees, and employees' reports of higher incidence of Organizational Citizenship Behavior than the comparison firms. However, a measure of this construct based on employees' perceptions did not sharply differentiate the two groups of firms. PMID:16673961

  6. CTS. Commitment Tracking System

    SciTech Connect

    Stucki, F.K.

    1992-06-01

    CTS is a micro based prototype of the data elements, screens, and information processing rules that apply to the Commitment and Non-compliance Tracking Program. The system is focused on the non-compliance or commitment. When some group is out of compliance they need a way of tracking that occurrence. The system must be able to CRUD (Create, Retrieve, Update, Delete) instances of the non-compliance Event. Additionally, the system must provide data integrity. This is done through a set up of tables and data validation.

  7. Commitment to Peace.

    ERIC Educational Resources Information Center

    Montessori, Renilde

    1995-01-01

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

  8. Committed Sport Event Volunteers

    ERIC Educational Resources Information Center

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

    2013-01-01

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

  9. Organizational Climate and Strategic Change in Higher Education: Organizational Insecurity.

    ERIC Educational Resources Information Center

    Allen, D. K.

    2003-01-01

    Studied the development of information strategies in 12 United Kingdom higher education institutions and highlighted the influence of different styles of management on organizational climate. Findings identify six issues that affect the climate of security or insecurity within different higher education institutions. (SLD)

  10. From controlled to committed.

    PubMed

    Hess, J C

    1996-02-01

    Most of us agree that people are our most important resource. Yet we spend a minimal amount of time learning more about human behavior, communication, and how our attitudes and behavior impact employee performance. Instead we rely on traditional methods of negative reinforcement in an attempt to control our areas of responsibility. While these methods can render some short-term success, managers and organizations that succeed during these times of change and fierce competition will be those that take the time to understand and capture the power of a committed workforce. The committed workforce is energized, not simply compliant, as a result of having basic human needs for achievement satisfied, belonging to a group, and receiving recognition for its contributions. Committed workers typically describe the manager as one who has the ability to give them a great degree of control over their area of influence. We all know that we don't change our leadership style like we change clothes. Old habits die hard. it takes a personal commitment and lots of practice to rid outselves of habits and behavior that no longer serve our departments and facilities. This commitment, however, is crucial to survival. As managers, we must cope with increasing ambiguity and uncertainty in the workplace. To survive these challenges, we must improve our interpersonal skills and ability to successfully bring out the best in others. I believe that success will continue for managers who not only increase their knowledge and technical ability, but who also inspire their workers to move forward with a collective sense of enthusiasm and purpose. PMID:10154218

  11. From controlled to committed.

    PubMed

    Hess, J C

    1996-02-01

    Most of us agree that people are our most important resource. Yet we spend a minimal amount of time learning more about human behavior, communication, and how our attitudes and behavior impact employee performance. Instead we rely on traditional methods of negative reinforcement in an attempt to control our areas of responsibility. While these methods can render some short-term success, managers and organizations that succeed during these times of change and fierce competition will be those that take the time to understand and capture the power of a committed workforce. The committed workforce is energized, not simply compliant, as a result of having basic human needs for achievement satisfied, belonging to a group, and receiving recognition for its contributions. Committed workers typically describe the manager as one who has the ability to give them a great degree of control over their area of influence. We all know that we don't change our leadership style like we change clothes. Old habits die hard. it takes a personal commitment and lots of practice to rid outselves of habits and behavior that no longer serve our departments and facilities. This commitment, however, is crucial to survival. As managers, we must cope with increasing ambiguity and uncertainty in the workplace. To survive these challenges, we must improve our interpersonal skills and ability to successfully bring out the best in others. I believe that success will continue for managers who not only increase their knowledge and technical ability, but who also inspire their workers to move forward with a collective sense of enthusiasm and purpose.

  12. Altruistic organizational citizenship behavior: context, disposition, and age.

    PubMed

    Wagner, S L; Rush, M C

    2000-06-01

    The authors proposed employee age as moderating the structural stability of altruistic organizational citizenship behavior (OCB) with regard to the influence of context-relevant attitudes and dispositional variables. Analyses of peer ratings of altruistic OCB in a sample of 96 U.S. nurses showed that the contextual variables of job satisfaction, organizational commitment, and trust in management were germane for the younger participants. The dispositional variable of moral judgment was a unique predictor of altruistic OCB among the older participants.

  13. Occupational welfare and organizational effectiveness: some theoretical notes.

    PubMed

    Shamir, B; Bargal, D

    1982-01-01

    The recent revival of interest in occupational welfare is justified in many cases by the alleged contribution of occupational welfare to organizational effectiveness. The authors critically examine the possible relationships between management-sponsored occupational welfare services and programs and several facets of organizational effectiveness: workers' motivation, health, performance, commitment and attachment to the organization, rate of absenteeism and labor-management relations. It is concluded that occupational welfare contains potential risks, as well as potential benefits for the organization.

  14. Organizational cultural survey of the Stanford Linear Accelerator Center

    SciTech Connect

    Not Available

    1991-11-01

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

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

    SciTech Connect

    Not Available

    1991-11-01

    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.

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

    SciTech Connect

    Not Available

    1991-11-01

    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.

  17. An organizational survey of the Stanford Linear Accelerator Center

    SciTech Connect

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

    1991-11-01

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

  18. Organizational cultural survey of the Stanford Linear Accelerator Center

    SciTech Connect

    Not Available

    1991-11-01

    At the request of the Department of Energy, an Organizational Survey (OS) was administered at the Stanford 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.

  19. An organizational survey of the Stanford Linear Accelerator Center

    SciTech Connect

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

    1991-11-01

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

  20. The Zone of Inertia: Absorptive Capacity and Organizational Change

    ERIC Educational Resources Information Center

    Godkin, Lynn

    2010-01-01

    Purpose: The purpose of this paper is to describe how interruptions in organizational learning effect institutional absorptive capacity and contribute to organizational inertia. Design/methodology/approach: An exploratory model is presented as a heuristic to describe how interruptions in organizational learning affect absorptive capacity.…

  1. Costs, commitment, and rewards: factors influencing the design and implementation of internal labor markets.

    PubMed

    Bills, D B

    1987-06-01

    Much research on internal labor markets has been hampered by the failure to differentiate the wide variety of ILMs, by accounts of their determinants that too heavily emphasize isolated causal factors, by the lack of detailed material describing the economic and organizational dimensions of their design and implementation, and by the neglect of managerial perceptions of and motivations for constructing ILMs. This paper presents detailed case studies of three organizations that have constructed very different ILMs. Based on this material, a model of the determinants of ILMs is developed that centers around the concepts of costs, commitment, and rewards and that attempts to assess the interactions of effects of markets and hierarchies on ILMs. The model is built on the premise that the underlying imperatives typically held to affect ILMs are inevitably filtered through managerial beliefs and the constraints on managerial decision making. The implications of these findings for theory and research on ILMs are discussed.

  2. Faculty Perceptions of Organizational Politics

    ERIC Educational Resources Information Center

    Lawrence, Janet; Ott, Molly

    2013-01-01

    This study focuses on a contested area of shared governance, intercollegiate athletics. The researchers consider how faculty perceptions of organizational politics shape their orientations toward collaborative decision-making in this domain. The results provide insights into ways social cognitions about campus-level decision-making affect faculty…

  3. Career Commitment as a Mediator between Organization-Related Variables and Motivation for Training and Turnover Intentions

    ERIC Educational Resources Information Center

    Kim, Hayeon; Kang, Dae-seok; Lee, Sang-won; McLean, Gary

    2016-01-01

    This study examined how the perception of a linkage between organizational ethical behavior and career success, representing ethical orientation of the organization, influences employees' perceptions of organizational politics and their subsequent career motivation, that is, career commitment, motivation to participate in training, and turnover…

  4. Social and organizational factors affecting implementation of evidence-informed practice in a public health department in Ontario: a network modelling approach

    PubMed Central

    2014-01-01

    Objective The objective of this study is to develop a statistical model to assess factors associated with information seeking in a Canadian public health department. Methods Managers and professional consultants of a public health department serving a large urban population named whom they turned to for help, whom they considered experts in evidence-informed practice, and whom they considered friends. Multilevel regression analysis and exponential random graph modeling were used to predict the formation of information seeking and expertise-recognition connections by personal characteristics of the seeker and source, and the structural attributes of the social networks. Results The respondents were more likely to recognize the members of the supervisory/administrative division as experts. The extent to which an individual implemented evidence-based practice (EBP) principles in daily practice was a significant predictor of both being an information source and being recognized as expert by peers. Friendship was a significant predictor of both information seeking and expertise-recognition connections. Conclusion The analysis showed a communication network segregated by organizational divisions. Managers were identified frequently as information sources, even though this is not a part of their formal role. Self-perceived implementation of EBP in practice was a significant predictor of being an information source or an expert, implying a positive atmosphere towards implementation of evidence-informed decision making in this public health organization. Results also implied that the perception of accessibility and trust were significant predictors of expertise recognition. PMID:24565228

  5. Commitment to Community Practice among Social Work Students: Contributing Factors

    ERIC Educational Resources Information Center

    Boehm, Amnon; Cohen, Ayala

    2013-01-01

    It is important to develop commitment to community practice among social work students to encourage their engagement in this field as professionals later in life. This research examines factors that affect commitment to community practice among social work students. A structured questionnaire was administered to 277 social work students in one…

  6. Transferability of Skills and Education and Thai Academics' Organisational Commitment

    ERIC Educational Resources Information Center

    Rungruang, Parisa; Donohue, Ross

    2007-01-01

    Few studies have examined the links between perceived transferability of education or perceived transferability of skills and organisational commitment. This paper reports on a study examining the relationships between transferability of education and transferability of skills, and the three components of organisational commitment (affective,…

  7. [The publication and its commitment to the society].

    PubMed

    Fajardo-Gutiérrez, Arturo

    2014-01-01

    Publishing a research is one of the most important achievements for a researcher, since it is one of the tools to evaluate his scientific work. This achievement has a three-dimensional commitment: the personal commitment, the commitment with the population from which the data were obtained, and the commitment to the institution where he works. Therefore, publishing in the Revista Médica del Instituto Mexicano del Seguro Social should be a priority and an honor for a researcher of this Institution, since he is working with it to provide solutions to medical problems that affect their beneficiaries.

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

    ERIC Educational Resources Information Center

    DiPaola, Michael; Guy, Stephanie

    2009-01-01

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

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

  10. Organizational culture, job satisfaction, and clinician turnover in primary care.

    PubMed

    Hall, Charles B; Brazil, Kevin; Wakefield, Dorothy; Lerer, Trudy; Tennen, Howard

    2010-04-01

    The purpose of this study is to examine how organizational culture and job satisfaction affect clinician turnover in primary care pediatric practices. One hundred thirty clinicians from 36 primary care pediatric practices completed the Primary Care Organizational Questionnaire (PCOQ), which evaluates interactions among members of the practice and job-related attributes measuring 8 organizational factors, along with a separate 3-item instrument measuring job satisfaction. Random effects logistic models were used to assess the associations between job satisfaction, the organizational factors from the PCOQ, and clinician turnover over the subsequent year. All 8 measured organizational factors from the PCOQ, particularly perceived effectiveness, were associated with job satisfaction. Five of the 8 organizational factors were also associated with clinician turnover. The effects of the organizational factors on turnover were substantially reduced in a model that included job satisfaction; only 1 organizational factor, communication between clinicians and nonclinicians, remained significant (P = .05). This suggests that organizational culture affects subsequent clinician turnover primarily through its effect on job satisfaction. Organizational culture, in particular perceived effectiveness and communication, affects job satisfaction, which in turn affects clinician turnover in primary care pediatric practices. Strategies to improve job satisfaction through changes in organizational culture could potentially reduce clinician turnover. PMID:23804066

  11. When goals diverge: Staff consensus and the organizational climate.

    PubMed

    Melnick, Gerald; Ulaszek, Wendy R; Lin, Hsiu-Ju; Wexler, Harry K

    2009-08-01

    A sample of correctional officers and prison substance abuse treatment staff collected by the National Criminal Justice Treatment Practices Survey is used to provide an exploratory study of an aspect of organizational culture consisting of consensus (agreement) among prison personnel regarding their beliefs about rehabilitation in the presence of conflicting organizational goals and aspects of the organizational climate important to change. Findings show that among those staff members responding to the survey, the belief in rehabilitation scale mean score was associated with higher levels of organizational commitment, and interdepartmental coordination. However, an hierarchical linear modeling (HLM) analysis that used an index score derived from the standard deviation for staff consensus regarding these same beliefs about rehabilitation produced a different pattern of results, showing that high levels of consensus were associated with job frustration, cynicism towards the ability of the institution to change, and lower levels of organizational commitment. The authors conclude that, although the sample may not express the beliefs of corrections officers or prison-based treatment staff at large, within the sample, consensus appeared to play a unique role in evaluating the effect of divergent goals on organizational climate as it relates to change, and warrants consideration when considering the effects of organizational climate.

  12. Investigation of the Relationship Between Organizational Learning and Organizational Citizen Behavior Among the Staff of Teaching Hospital

    PubMed Central

    Kiaei, Mohammad Zakaria; Hasanpoor, Edris; Sokhanvar, Mobin; Mohseni, Mohammad; Ziaiifar, Hajarbibi; Moradi, Mahin

    2014-01-01

    Background: Today, the concept of organizational learning has attracted the attention of many managers and researchers in scientific and research circles as well as those in the organization-related studies. Taking the organizational learning into account might offer a means of organizational effectiveness that has gone unnoticed. Thus the present study aimed at investigating the relationship between the organizational learning in each of its four aspects as independent variables and organizational citizen behavior of the staff as constituting the dependent variable of the study. Methods: This was a descriptive-analytical study with a practical approach conducted in 2010. The sample included 167 staff members working in educational health centers affiliated with Qazvin University of Medical Sciences. The data were collected via both the organizational learning questionnaire and organizational citizen behavior questionnaire and analyzed by using SPSS software and Spearman test. Results: The results indicated that the mean of organizational learning indicator was 2.9±0.648 and that of organizational citizen behavior 3.78±0.413. In addition, the spearman correlation coefficient ranging from 0.058 to 0.129 between the elements of the organizational learning and the organizational citizen behavior was not statistically significant (p>0.05). The findings also indicated that the correlation between them was average among the staff of Shahid Raja’ee Educational health center (0.319), thus the relationship between the two sets of variables proved significant (p=0.031). However, the same was not true in other centers. Conclusion: It was concluded that management commitment, open space, transfer of knowledge, and systemic vision could all enhance the level of organizational learning in hospitals which calls for focus on the elements of organizational citizen behavior. PMID:25568629

  13. Approaches to Teaching Organizational Communication.

    ERIC Educational Resources Information Center

    Applebaum, Ronald L.

    1998-01-01

    Discusses fundamental problems in selecting an approach to organizational communications; the purpose of an organizational communication course; the structure and content of organizational communication coursework; and teaching strategies used in the basic course in organizational communication. (RS)

  14. Personal Sustainability: Listening to Extension Staff and Observing Organizational Culture

    ERIC Educational Resources Information Center

    Forstadt, Leslie; Fortune, Aileen

    2016-01-01

    Extension staff are increasingly challenged to do excellent work and balance their lives. University of Maine Cooperative Extension committed to a 2-year participatory action research project to support staff and to an organizational climate that encourages personal sustainability. With tools from ethnography and appreciative inquiry, staff…

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

    ERIC Educational Resources Information Center

    Barbarin, Oscar A.; Gilbert, Renee

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

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

    PubMed

    Kammeyer-Mueller, John D; Wanberg, Connie R

    2003-10-01

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

  17. Emerging Organizational Structures.

    ERIC Educational Resources Information Center

    Carchidi, Daniel M.; Peterson, Marvin W.

    2000-01-01

    Discussion of emerging higher educational organizational structures focuses on the increasing importance of distance education. Considers the emerging organizational landscape, three types of network organizations, six organization archetypes, organizational forms that support distance education, and implications for higher education planners. (DB)

  18. Readiness for Organizational Change: Do Organizational Commitment and Social Relationships in the Workplace Make a Difference?

    ERIC Educational Resources Information Center

    Madsen, Susan R.; Miller, Duane; John, Cameron R.

    2005-01-01

    Businesses are confronting continuous and unparalleled changes. For organizations to assist employees in being motivated and prepared for change, it is essential that managers, leaders, and organization development professionals understand factors that may influence individual change readiness. The purpose of the research study examined here was…

  19. Strategies for organizational change from group homes to individualized supports.

    PubMed

    Walker, Pam

    2012-10-01

    Organizations are increasingly looking to convert from facility-based services for adults with developmental disabilities to individualized supports. Such conversion involves not only a change in services but a transformation of organizational culture. This qualitative study involved four organizations that have made sustained efforts to transform. Although the approach taken by each organization was unique, there were also some common strategies, which included generating commitment to common values and mission, a turn or return to authentic person-centered planning, shifting power and control, using community supports and relationships, moving away from facility-based settings, and nurturing staff engagement. Ultimately, organizational change is an ongoing process that requires organizational perseverance and commitment.

  20. Strategies for organizational change from group homes to individualized supports.

    PubMed

    Walker, Pam

    2012-10-01

    Organizations are increasingly looking to convert from facility-based services for adults with developmental disabilities to individualized supports. Such conversion involves not only a change in services but a transformation of organizational culture. This qualitative study involved four organizations that have made sustained efforts to transform. Although the approach taken by each organization was unique, there were also some common strategies, which included generating commitment to common values and mission, a turn or return to authentic person-centered planning, shifting power and control, using community supports and relationships, moving away from facility-based settings, and nurturing staff engagement. Ultimately, organizational change is an ongoing process that requires organizational perseverance and commitment. PMID:23025642

  1. Experimental unconditionally secure bit commitment

    NASA Astrophysics Data System (ADS)

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

    2014-03-01

    Quantum physics allows unconditionally secure communication between parties that trust each other. However, when they do not trust each other such as in the bit commitment, quantum physics is not enough to guarantee security. Only when relativistic causality constraints combined, the unconditional secure bit commitment becomes feasible. Here we experimentally implement a quantum bit commitment with relativistic constraints that offers unconditional security. The commitment is made through quantum measurements in two quantum key distribution systems in which the results are transmitted via free-space optical communication to two agents separated with more than 20 km. Bits are successfully committed with less than 5 . 68 ×10-2 cheating probability. This provides an experimental proof of unconditional secure bit commitment and demonstrates the feasibility of relativistic quantum communication.

  2. Employee Commitment in Context: The Nature and Implication of Commitment Profiles

    ERIC Educational Resources Information Center

    Meyer, John P.; Stanley, Laura J.; Parfyonova, Natalya M.

    2012-01-01

    It is well established that employee commitment can take different forms (e.g., affective, normative, and continuance), yet it is only recently that theory has been advanced to explain how these different forms combine to influence behavior (Meyer & Herscovitch, 2001). We tested this theory with data from employees in three human services…

  3. A Qualitative Investigation of Commitment to Dance: Findings from the UK Centres for Advanced Training

    ERIC Educational Resources Information Center

    Aujla, Imogen Jane; Nordin-Bates, Sanna; Redding, Emma

    2014-01-01

    Commitment to an activity forms an essential part of the talent development process, yet little is known about the reasons why young people commit to dance training. The aim of this study was to investigate the factors that affect young dancers' commitment to a selective dance talent scheme. Semi-structured interviews were conducted with 19…

  4. Psychometric properties of a four-component Norwegian Organizational Justice Scale.

    PubMed

    Olsen, Olav Kjellevold; Myrseth, Helga; Eidhamar, Are; Hystad, Sigurd W

    2012-04-01

    Organizational justice has attracted attention as a predictor of employees' mental and physical health as well as commitment and work outcomes. The lack of a Norwegian translation of an organizational justice scale has precluded its use in Norway. Four dimensions of the organizational justice construct were examined in a Norwegian military context, including facet measures of distributional, interpersonal, and informational justice developed by Colquitt in 2001, in addition to procedural justice developed by Moorman in 1991. Confirmatory factor analyses supported a four-dimensional structure with good internal consistency. Follow-up analyses have suggested that the four dimensions were nested beneath a general, latent organizational justice factor. A positive relationship between organizational justice and self-sacrificial behavior was found, indicating satisfactory construct validity. The results demonstrate that the Norwegian Organizational Justice Scale is a reliable and construct-valid measure of organizational justice in a Norwegian setting.

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

    ERIC Educational Resources Information Center

    Liu, Peng

    2015-01-01

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

  6. All on the Same Page? Contrasting Faculty and Staff Perceptions of University Commitment to Diversity

    ERIC Educational Resources Information Center

    Carpenter, Rowanna L.

    2009-01-01

    The overarching research questions for this study are: (1) Are the contributors to faculty and staff perception of commitment to diversity different?; and (2) Do factors at different organizational levels influence faculty and staff differently? The findings emerging from this preliminary comparison of faculty and staff perception of university…

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

    ERIC Educational Resources Information Center

    Gonzalez, Ester S.

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    White, Stacey Swearingen

    2009-01-01

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

  10. Experimental unconditionally secure bit commitment.

    PubMed

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

    2014-01-10

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

  11. Experimental Unconditionally Secure Bit Commitment

    NASA Astrophysics Data System (ADS)

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

    2014-01-01

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

  12. Experimental unconditionally secure bit commitment.

    PubMed

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

    2014-01-10

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

  13. Contexts as Shared Commitments.

    PubMed

    García-Carpintero, Manuel

    2015-01-01

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

  14. Contexts as Shared Commitments

    PubMed Central

    García-Carpintero, Manuel

    2015-01-01

    Contemporary semantics assumes two influential notions of context: one coming from Kaplan (1989), on which contexts are sets of predetermined parameters, and another originating in Stalnaker (1978), on which contexts are sets of propositions that are “common ground.” The latter is deservedly more popular, given its flexibility in accounting for context-dependent aspects of language beyond manifest indexicals, such as epistemic modals, predicates of taste, and so on and so forth; in fact, properly dealing with demonstratives (perhaps ultimately all indexicals) requires that further flexibility. Even if we acknowledge Lewis (1980)'s point that, in a sense, Kaplanian contexts already include common ground contexts, it is better to be clear and explicit about what contexts constitutively are. Now, Stalnaker (1978, 2002, 2014) defines context-as-common-ground as a set of propositions, but recent work shows that this is not an accurate conception. The paper explains why, and provides an alternative. The main reason is that several phenomena (presuppositional treatments of pejoratives and predicates of taste, forces other than assertion) require that the common ground includes non-doxastic attitudes such as appraisals, emotions, etc. Hence the common ground should not be taken to include merely contents (propositions), but those together with attitudes concerning them: shared commitments, as I will defend. PMID:26733087

  15. Who commits matricide?

    PubMed

    Singhal, S; Dutta, A

    1992-07-01

    The authors studied sixteen men who committed matricide. Fifteen out of sixteen cases had a diagnosis of schizophrenia and the remaining patient had a diagnosis of schizophrenia with personality disorder. All were single at the time of the matricide. Data indicate an intense conflict-laden and ambivalent relationship between the majority of patients with their mothers. Thirteen out of sixteen cases described their mothers as quite domineering and demanding but the EMBU inventory revealed that the Matricidal group differed from the Control group in how tolerant they saw their parents. The sample as a whole saw mothers were more over-involved, overprotective, tolerant, affectionate, stimulating, performance-orientated and shaming. The matricidal group differed from the control group in the way they viewed the difference between mother and father on various scales, like over-involved, tolerant, affectionate and performance-orientated. The matricidal groups' mothers were found to be more over-involved, tolerant, affectionate, and fathers more abusive. Mothers in the control group were more performance-orientated. PMID:1513219

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

    PubMed

    Weiss, Windee M; Halupnik, Danae

    2013-03-01

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

  17. Organizational Cultural Assessment of the Energy Technology Engineering Center

    SciTech Connect

    Not Available

    1991-04-01

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

  18. Organizational cultural assessment of the Sandia National Laboratories

    SciTech Connect

    Not Available

    1991-05-01

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

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

    PubMed

    Rezania, Davar; Gurney, Robert

    2014-01-01

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

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

    PubMed

    Rezania, Davar; Gurney, Robert

    2014-01-01

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

  1. Justice, leader-member exchange, and job performance: are their relationships mediated by organizational culture?

    PubMed

    Tziner, Aharon; Shultz, Tamar; Fisher, Tom

    2008-10-01

    The hypothesis that organizational justice is linked to leader-member exchange, which in turn affects job performance, was examined. It was predicted that two dimensions of organizational culture, employee supportiveness and attention to detail, would affect both leader-member exchange and organizational justice. Results from a sample of 75 employees of a public service organization found solid support for the predicted model. Contrary to expectations, however, the two aspects of organizational culture were found to play a mediating role: they were affected by organizational justice and in turn affected leader-member exchange. The theoretical implications of the results are discussed. PMID:19102476

  2. Creating an organizational climate for multiculturalism.

    PubMed

    Bruhn, J G

    1996-06-01

    Multiculturism is an ideal goal for our society, its organizations, and its institutions, involving a continuous process of education and change within organizations. Multiculturalism begins with diversity and requires various steps to achieve changes in attitudes, behaviors, and values. The leadership of organizations must not only commit to diversification, but they must participate in it and reward its efforts. Diversification should be managed by creating a climate of open participation, feedback, and control at the lower organizational levels. To micromanage the process of becoming diverse increases resistance and paranoia and counters educational efforts. PMID:10157003

  3. Why does interactional justice promote organizational loyalty, job performance, and prevent mental impairment? The role of social support and social stressors.

    PubMed

    Otto, Kathleen; Mamatoglu, Nihal

    2015-01-01

    Using social exchange theory as a conceptual framework, we investigated the relationship between interactional justice and the outcomes organizational loyalty (affective commitment, turnover intentions), perceived job performance (self-rated performance, personal accomplishment), and mental impairment (cognitive irritation, emotional exhaustion) in an online survey of 218 employees working in the field of computer technology. Specifically, we predicted that interactional justice would heighten the quality of social exchange relationships and therefore expected perceived social support (POS) and bullying to mediate the proposed relationships. We tested our hypotheses applying a latent structural equation model. Our findings revealed that POS mediated the relationship between interactional justice and organizational loyalty, whereas bullying mediated the relationship between interactional justice and mental impairment. Practical implications are discussed concerning how to foster interactional justice and POS and how to weaken bullying behavior. PMID:25511205

  4. Why does interactional justice promote organizational loyalty, job performance, and prevent mental impairment? The role of social support and social stressors.

    PubMed

    Otto, Kathleen; Mamatoglu, Nihal

    2015-01-01

    Using social exchange theory as a conceptual framework, we investigated the relationship between interactional justice and the outcomes organizational loyalty (affective commitment, turnover intentions), perceived job performance (self-rated performance, personal accomplishment), and mental impairment (cognitive irritation, emotional exhaustion) in an online survey of 218 employees working in the field of computer technology. Specifically, we predicted that interactional justice would heighten the quality of social exchange relationships and therefore expected perceived social support (POS) and bullying to mediate the proposed relationships. We tested our hypotheses applying a latent structural equation model. Our findings revealed that POS mediated the relationship between interactional justice and organizational loyalty, whereas bullying mediated the relationship between interactional justice and mental impairment. Practical implications are discussed concerning how to foster interactional justice and POS and how to weaken bullying behavior.

  5. Organizational capacity of nonprofit social service agencies.

    PubMed

    Paynter, Sharon; Berner, Marueen

    2014-01-01

    The U.S. social safety net is formed by governmental and nonprofit organizations, which are trying to respond to record levels of need. This is especially true for local level organizations, such as food pantries. The organizational capacity literature has not covered front-line, local, mostly volunteer and low resource organizations in the same depth as larger ones. This analysis is a consideration of whether grassroots nonprofit organizations have the ability to be a strong component of the social safety net. Based on the literature on organizational capacity, a model is developed to examine how service delivery at the local level is affected by organizational capacity. Surprisingly, we find few of the characteristics previously identified as important are statistically significant in this study. Even when so, the material effect is negligible. Current organizational capacity research may apply to larger nonprofits, but not to the tens of thousands of small community nonprofits, a significant limitation to the research to date.

  6. Impacts of organizational context on quality improvement.

    PubMed

    Glasgow, Justin M; Yano, Elizabeth M; Kaboli, Peter J

    2013-01-01

    Variation in how hospitals perform on similar quality improvement (QI) efforts argues for a need to understand how different organizational characteristics affect QI performance. The objective of this study was to use data-mining methods to evaluate relationships between measures of organizational characteristics and hospital QI performance. Organizational characteristics were extracted from 2 surveys and analyzed in 3 separate decision-tree models. The decision trees did not find any predictive associations in this sample of 100 hospitals participating in a national QI collaborative. Further model review identified that measures of QI Experience were associated with an ability to make improvements, whereas measures of Staffing and Culture were associated with an ability to sustain improvements. A key area for future research is to understand the challenges faced as QI teams transition from improving care to sustaining quality and to ascertain what organizational characteristics can best overcome those challenges.

  7. Organizational Factors Affecting Legalization in Education.

    ERIC Educational Resources Information Center

    Meyer, John W.

    Legalization here refers to the introduction into the educational system of new legal rules, emanating from outside the routine channels of educational management. It includes general legal rules from legislation, from the courts, or from higher administrative levels. The key to the definition is lack of integration of the new rules with the main…

  8. Self-determination in sport commitment.

    PubMed

    Zahariadis, Panayotis; Tsorbatzoudis, Haralambos; Alexandris, Konstantinos

    2006-04-01

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

  9. Organizational Paradigm Shifts.

    ERIC Educational Resources Information Center

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

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

  10. Organizational Learning? Look Again

    ERIC Educational Resources Information Center

    Belle, Stuart

    2016-01-01

    Purpose: Despite the growth in research on conditions for successful learning by organizations and the introduction of expanding practices and approaches, a progressive and shared understanding of the link between organizational learning and governance is currently missing. This paper aims to take a closer look at organizational learning from a…

  11. The Tripartite Model of Neuroticism and the suppression of depression and anxiety within an escalation of commitment dilemma.

    PubMed

    Moon, Henry; Hollenbeck, John R; Humphrey, Stephen E; Maue, Brian

    2003-06-01

    We found evidence of a mutual suppression effect between anxiety and depression on an individual's level of commitment within escalation dilemmas. On the one hand, our results demonstrate a positive relationship between anxiety and level of commitment; on the other, our results demonstrate a negative relationship between depression and level of commitment. Based on the opposing relationships between anxiety and depression and commitment, the broad factor of neuroticism does not demonstrate any relationship with level of commitment, and the significant effects of anxiety and depression on commitment is contingent upon partialling the effect of the other facet of neuroticism. Thus, we contend that applied psychologists, who have focused on neuroticism as a broad construct, should consider the large body of work among clinical psychologists, who argue that anxiety and depression have unique variance associated with them. We conclude by addressing organizational implications of measuring the broad trait of neuroticism more narrowly.

  12. An organizational survey of the Strategic Petroleum Reserve

    SciTech Connect

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

    1992-01-01

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

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

    PubMed

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

    2010-05-01

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

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

    SciTech Connect

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

    1992-01-01

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

  15. Building an ethical organizational culture.

    PubMed

    Nelson, William A; Taylor, Emily; Walsh, Thom

    2014-01-01

    The success of a health care institution-as defined by delivering high-quality, high-value care, positive patient outcomes, and financial solvency-is inextricably tied to the culture within that organization. The ability to achieve and sustain alignment between its mission, values, and everyday practices defines a positive organizational culture. An institution that has a diminished organizational culture, reflected in the failure to consistently align management and clinical decisions and practices with its mission and values, will struggle. The presence of misalignment or of ethics gaps affects the quality of care being delivered, the morale of the staff, and the organization's image in the community. Transforming an organizational culture will provide a foundation for success and a framework for daily ethics-grounded operations in any organization. However, building an ethics-grounded organization is a challenging process requiring strong organization leadership and planning. Using a case study, the authors provide a multiyear, continuous step-by-step strategy consisting of identifying ethics culture gaps, establishing an ethics taskforce, clarifying and prioritizing the problems, developing strategy for change, implementing the strategy, and evaluating outcomes. This process will assist organizations in aligning its actions with its mission and values, to find success on all fronts. PMID:24776835

  16. Building an ethical organizational culture.

    PubMed

    Nelson, William A; Taylor, Emily; Walsh, Thom

    2014-01-01

    The success of a health care institution-as defined by delivering high-quality, high-value care, positive patient outcomes, and financial solvency-is inextricably tied to the culture within that organization. The ability to achieve and sustain alignment between its mission, values, and everyday practices defines a positive organizational culture. An institution that has a diminished organizational culture, reflected in the failure to consistently align management and clinical decisions and practices with its mission and values, will struggle. The presence of misalignment or of ethics gaps affects the quality of care being delivered, the morale of the staff, and the organization's image in the community. Transforming an organizational culture will provide a foundation for success and a framework for daily ethics-grounded operations in any organization. However, building an ethics-grounded organization is a challenging process requiring strong organization leadership and planning. Using a case study, the authors provide a multiyear, continuous step-by-step strategy consisting of identifying ethics culture gaps, establishing an ethics taskforce, clarifying and prioritizing the problems, developing strategy for change, implementing the strategy, and evaluating outcomes. This process will assist organizations in aligning its actions with its mission and values, to find success on all fronts.

  17. Organizational Culture and Academic Achievement in Secondary Schools

    ERIC Educational Resources Information Center

    van der Westhuizen, Philip C.; Mosoge, M. J.; Swanepoel, L. H.; Coetsee, L. D.

    2005-01-01

    A number of factors have been identified that affect academic achievement of learners. Among these factors, organizational culture seems to be a key factor. This is a complex factor characterized by many variables. To classify the variables included in organizational culture, a theoretical model was constructed. Two sets of variables were…

  18. Experiencing Organizational Work Design: Beyond Hackman and Oldham

    ERIC Educational Resources Information Center

    Fornaciari, Charles J.; Dean, Kathy Lund

    2005-01-01

    Standard organizational behavior survey courses usually introduce students to the "nuts and bolts" of organizational work design and models that mechanize work. This article develops an experiential exercise that simulates working conditions that can foster greater student understanding of the affective, ethical, and human aspects of work design.…

  19. Understanding organizational culture: a key to management decision-making.

    PubMed

    Van Ess Coeling, H; Wilcox, J R

    1988-11-01

    Organizational culture is a significant element in today's health care environment. Understanding work culture can assist the nursing administrator in hiring personnel, orienting newcomers, facilitating organizational change, and promoting learning. The authors report a study that identified the work group culture of two nursing units and suggest that differences between these cultures affect a variety of nursing administration decisions.

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

    ERIC Educational Resources Information Center

    Zhang, Jin; Zheng, Wei

    2009-01-01

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

  1. Organizational climate and culture.

    PubMed

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

    2013-01-01

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

  2. Organizational Factors' Effects on the Success of E-Learning Systems and Organizational Benefits: An Empirical Study in Taiwan

    ERIC Educational Resources Information Center

    Liu, Ying Chieh; Huang, Yu-An; Lin, Chad

    2012-01-01

    E-learning development for enterprises is still in its infancy in that scholars are still working on identifying the critical success factors for e-learning in organizational contexts. This study presents a framework considering how organizational factors affect the quality and service of e-learning systems and how these factors influence…

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

    PubMed

    Narine, L; Persaud, D D

    2003-08-01

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

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

    PubMed

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

    2015-09-01

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

  5. Determining and Diagnosing Organizational Needs.

    ERIC Educational Resources Information Center

    Kaufman, Roger

    1981-01-01

    Presents a method for holistic organizational analysis that provides developers with a rationale to obtain data and decision bases for successful internal and extraorganizational intervention and change. The analysis, based on the Organizational Elements Model, relates organizational resources, efforts, results, and organizational impact. Presents…

  6. Identifying Determinants of Commitment and Turnover Behavior.

    ERIC Educational Resources Information Center

    Grady, Thomas L.

    A study tested the precursors to vocational teachers' commitment to teaching as suggested by the commitment model proposed by Pierce and Dunham. Important consequences of commitment were examined by identifying relationships between commitment, behavioral intentions, and resulting turnover. The study examined the entire population of teachers…

  7. 24 CFR 242.17 - Commitments.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... FOR HOSPITALS Application Procedures and Commitments § 242.17 Commitments. (a) Issuance of commitment... terms and conditions under which an insurance endorsement shall be issued for the hospital. The... a period of 90 days. (2) The term of a commitment may be extended in such manner as HUD...

  8. Varieties of Organizational Conflict

    ERIC Educational Resources Information Center

    Pondy, Louis R.

    1969-01-01

    The viewpoints and findings of the seven empirical studies of organizational conflict contained in this issue are compared and contrasted. A distinction is made between conflict within a stable organization structure and conflict aimed at changing the organization structure. (Author)

  9. Conscientious commitment to women's health.

    PubMed

    Dickens, Bernard M; Cook, Rebecca J

    2011-05-01

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

  10. Launch Commit Criteria Monitoring Agent

    NASA Technical Reports Server (NTRS)

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

    2005-01-01

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

  11. Organizational Newcomers' Acquisition of Information from Peers.

    ERIC Educational Resources Information Center

    Comer, Debra R.

    1991-01-01

    Studies the processes by which organizational newcomers acquire information from their peers. Indicates types of information acquired, channels through which they acquire it, and the relationship between type and channel. Suggests that information acquisition is affected by type of organization, newcomer-peer work interactions, and newcomer…

  12. Organizational Structures that Support Internal Program Evaluation

    ERIC Educational Resources Information Center

    Lambur, Michael T.

    2008-01-01

    This chapter explores how the structure of large complex organizations such as Cooperative Extension affects their ability to support internal evaluation of their programs and activities. Following a literature review of organizational structure and its relation to internal evaluation capacity, the chapter presents the results of interviews with…

  13. Organizational leadership in hospitals.

    PubMed

    Longest, B B; Darr, K; Rakich, J S

    1993-01-01

    Hospitals face very dynamic environments and must meet diverse needs in the communities they serve and respond to multiple expectations imposed by their stakeholders. Coupled with these variables, the fact that leadership in these organizations is a shared phenomenon makes organizational leadership in them very complicated. An integrative overview of the organizational leadership role of CEOs in hospitals is presented, and determinants of success in playing this role are discussed.

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

    SciTech Connect

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

    1991-06-01

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

  15. Organizational Cultural Assessment of the Morgantown Energy Technology Center

    SciTech Connect

    Not Available

    1991-06-01

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

  16. Chinese school teachers' organizational citizenship behavior (OCB): Predictors and outcomes.

    PubMed

    Li, Xia

    2013-08-01

    Teacher's organizational citizenship behavior (OCB) is a multifaceted construct that is critical to school effectiveness and to the education enterprise. Four hundred ninety-three teachers in eight different cities on the Chinese mainland were surveyed using the OCB scale developed by Bo Shiuan Cheng, a Taiwanese scholar. The antecedent and outcome variables of OCB were examined in this study. The results showed that the teachers' attitudinal characteristics of career satisfaction and career commitment, and the dispositional characteristic of locus of control, influenced teachers' OCB. In addition, teachers' OCB influenced their work performance as well as their career and organizational turnover intention. The implications of this study suggest a base of knowledge from which school administrators could enhance their school's organizational function and retain teachers. PMID:26271183

  17. Employee commitment and motivation: a conceptual analysis and integrative model.

    PubMed

    Myer, John P; Becker, Thomas E; Vandenberghe, Christian

    2004-12-01

    Theorists and researchers interested in employee commitment and motivation have not made optimal use of each other's work. Commitment researchers seldom address the motivational processes through which commitment affects behavior, and motivation researchers have not recognized important distinctions in the forms, foci, and bases of commitment. To encourage greater cross-fertilization, the authors present an integrative framework in which commitment is presented as one of several energizing forces for motivated behavior. E. A. Locke's (1997) model of the work motivation process and J. P. Meyer and L. Herscovitch's (2001) model of workplace commitments serve as the foundation for the development of this new framework. To facilitate the merger, a new concept, goal regulation, is derived from self-determination theory (E. L. Deci & R. M. Ryan, 1985) and regulatory focus theory (E. I. Higgins, 1997). By including goal regulation, it is acknowledged that motivated behavior can be accompanied by different mindsets that have particularly important implications for the explanation and prediction of discretionary work behavior.

  18. THE REGRESSION MODEL OF IRAN LIBRARIES ORGANIZATIONAL CLIMATE

    PubMed Central

    Jahani, Mohammad Ali; Yaminfirooz, Mousa; Siamian, Hasan

    2015-01-01

    Background: The purpose of this study was to drawing a regression model of organizational climate of central libraries of Iran’s universities. Methods: This study is an applied research. The statistical population of this study consisted of 96 employees of the central libraries of Iran’s public universities selected among the 117 universities affiliated to the Ministry of Health by Stratified Sampling method (510 people). Climate Qual localized questionnaire was used as research tools. For predicting the organizational climate pattern of the libraries is used from the multivariate linear regression and track diagram. Results: of the 9 variables affecting organizational climate, 5 variables of innovation, teamwork, customer service, psychological safety and deep diversity play a major role in prediction of the organizational climate of Iran’s libraries. The results also indicate that each of these variables with different coefficient have the power to predict organizational climate but the climate score of psychological safety (0.94) plays a very crucial role in predicting the organizational climate. Track diagram showed that five variables of teamwork, customer service, psychological safety, deep diversity and innovation directly effects on the organizational climate variable that contribution of the team work from this influence is more than any other variables. Conclusions: Of the indicator of the organizational climate of climateQual, the contribution of the team work from this influence is more than any other variables that reinforcement of teamwork in academic libraries can be more effective in improving the organizational climate of this type libraries. PMID:26622203

  19. Higher Education and Social Commitment.

    ERIC Educational Resources Information Center

    Nasution, S.; Virasai, Banphot, Eds.

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

  20. 24-Hour Relativistic Bit Commitment

    NASA Astrophysics Data System (ADS)

    Verbanis, Ephanielle; Martin, Anthony; Houlmann, Raphaël; Boso, Gianluca; Bussières, Félix; Zbinden, Hugo

    2016-09-01

    Bit commitment is a fundamental cryptographic primitive in which a party wishes to commit a secret bit to another party. Perfect security between mistrustful parties is unfortunately impossible to achieve through the asynchronous exchange of classical and quantum messages. Perfect security can nonetheless be achieved if each party splits into two agents exchanging classical information at times and locations satisfying strict relativistic constraints. A relativistic multiround protocol to achieve this was previously proposed and used to implement a 2-millisecond commitment time. Much longer durations were initially thought to be insecure, but recent theoretical progress showed that this is not so. In this Letter, we report on the implementation of a 24-hour bit commitment solely based on timed high-speed optical communication and fast data processing, with all agents located within the city of Geneva. This duration is more than 6 orders of magnitude longer than before, and we argue that it could be extended to one year and allow much more flexibility on the locations of the agents. Our implementation offers a practical and viable solution for use in applications such as digital signatures, secure voting and honesty-preserving auctions.

  1. Acceptance and Commitment Therapy: Introduction

    ERIC Educational Resources Information Center

    Twohig, Michael P.

    2012-01-01

    This is the introductory article to a special series in Cognitive and Behavioral Practice on Acceptance and Commitment Therapy (ACT). Instead of each article herein reviewing the basics of ACT, this article contains that review. This article provides a description of where ACT fits within the larger category of cognitive behavior therapy (CBT):…

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

    ERIC Educational Resources Information Center

    Madlock, Paul E.

    2012-01-01

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

  3. Escalation of Commitment to an Ineffective Course of Action: The Effect of Feedback Having Negative Implications for Self-Identity.

    ERIC Educational Resources Information Center

    Brockner, Joel; And Others

    1986-01-01

    Examines entrapment, the process by which organizational decision makers escalate commitment to an ineffective course of action to justify allocation of previous resources. Two laboratory experiments exploring individuals' perceptions of entrapment and its effect on their self identity are described. Also discusses practical theoretical…

  4. Avoiding Depletion in Virtual Work: Telework and the Intervening Impact of Work Exhaustion on Commitment and Turnover Intentions

    ERIC Educational Resources Information Center

    Golden, Timothy D.

    2006-01-01

    Despite the tremendous growth of telework and other forms of virtual work, little is known about its impact on organizational commitment and turnover intentions, nor the mechanisms through which telework operates. Drawing upon the conservation of resources model as the theoretical framework, I posit telework's impact is the result of resource…

  5. Confirmation of ETI: initial organizational response

    NASA Astrophysics Data System (ADS)

    Harrison, Albert A.

    2003-08-01

    Perhaps the most crucial responses to the confirmation of extraterrestrial intelligence will come from organizations, rather than from individual people. Among the key organizations that will help shape humanity's response are political institutions such as the US Congress, administrative bodies such as the US Department of State, security agencies, the military, professional societies, and the media. Although popular culture and individual beliefs will affect organizational performance, organizational reactions will depend also on organizational cultures and traditions, administrative structures, communication patterns, decision-making processes, and the actions of other organizations. Prompt and effective responses may be blocked by sociopolitical constraints, jurisdictional disputes, cumbersome structures and procedures, stresses that frequently slow and distort information processing, and potentially counterproductive efforts to maintain positive organizational images. Efforts undertaken by governmental agencies will be hampered by public perceptions of low credibility. Foresight and advance preparation are among the steps that organizations may take to prepare for contact, but conservative values, skepticism towards SETI, and competing organizational priorities make serious preparation unlikely.

  6. Organizational centralization in radiology.

    PubMed

    Aas, I H Monrad

    2006-01-01

    Traditionally, hospitals have a radiology department, where images are taken and interpretation occurs. Teleradiology makes it possible to capture images in one location and transmit them elsewhere for interpretation. Organizational centralization of radiology interpretations is therefore of interest. Empirical data have been collected in qualitative interviews of 26 resource persons with substantial experience with picture archiving and communication systems and teleradiology, from 12 departments of radiology in Norway. The response rate was 90%. A total of 21 theoretically possible types of centralization of image interpretation were identified, representing combinations of three categories of geographical centralization, and seven categories of centralization according to function. Various advantages and disadvantages of centralization were identified. Organizational changes may be decisive for the future of teleradiology, but it may be wise to plan for change in small steps, since we know little about how broad future organizational changes based on teleradiology will be, or what will decide how far particular organizations will go. PMID:16438776

  7. Organizational Citizenship and Organizational Justice in Turkish Primary Schools

    ERIC Educational Resources Information Center

    Yilmaz, Kursad; Tasdan, Murat

    2009-01-01

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

  8. Organizational Justice As a Predictor of Organizational Silence

    ERIC Educational Resources Information Center

    Tan, Çetin

    2014-01-01

    In this study, relation between teachers' perception for organizational justice and their organizational silence was examined. Sample of this study consists of 300 teachers who work at elementary schools in Siirt. Relational Scanning model was utilized in performance of this study. In this study, Organizational Justice Scale and…

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

    ERIC Educational Resources Information Center

    Aydin, Erhan; Gormus, Alparslan Sahin

    2015-01-01

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

  10. Social commitment robots and dementia.

    PubMed

    Roger, Kerstin; Guse, Lorna; Mordoch, Elaine; Osterreicher, Angela

    2012-03-01

    In 2010, approximately 500,000 Canadians suffered from a dementia-related illness. The number of sufferers is estimated to double in about 25 years. Due to this growing demographic, dementia (most frequently caused by Alzheimer's disease) will increasingly have a significant impact on our aging community and their caregivers. Dementia is associated with challenging behaviours such as agitation, wandering, and aggression. Care providers must find innovative strategies that facilitate the quality of life for this population; moreover, such strategies must value the individual person. Social commitment robots - designed specifically with communication and therapeutic purposes - provide one means towards attaining this goal. This paper describes a study in which Paro (a robotic baby harp seal) was used as part of a summer training program for students. Preliminary conclusions suggest that the integration of social commitment robots may be clinically valuable for older, agitated persons living with dementia in long-term care settings.

  11. Deterministic relativistic quantum bit commitment

    NASA Astrophysics Data System (ADS)

    Adlam, Emily; Kent, Adrian

    2015-06-01

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

  12. Three-Component Commitment and Turnover: An Examination of Temporal Aspects

    ERIC Educational Resources Information Center

    Culpepper, Robert A.

    2011-01-01

    SEM (N = 182) was employed to examine implied temporal aspects of three-component commitment theory as they relate to turnover. Consistent with expectations, affective commitment predicted subsequent turnover in an immediate and relatively short interval of 4 months, but failed to do in a much longer but outlying interval of 5-12 months. Side bet…

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

    PubMed Central

    2014-01-01

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

  14. Organizational Adaptation and Higher Education.

    ERIC Educational Resources Information Center

    Cameron, Kim S.

    1984-01-01

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

  15. Organizational factors associated with readiness to implement and translate a primary care based telemedicine behavioral program to improve blood pressure control: the HTN-IMPROVE study

    PubMed Central

    2013-01-01

    Background Hypertension is prevalent and often sub-optimally controlled; however, interventions to improve blood pressure control have had limited success. Objectives Through implementation of an evidence-based nurse-delivered self-management phone intervention to facilitate hypertension management within large complex health systems, we sought to answer the following questions: What is the level of organizational readiness to implement the intervention? What are the specific facilitators, barriers, and contextual factors that may affect organizational readiness to change? Study design Each intervention site from three separate Veterans Integrated Service Networks (VISNs), which represent 21 geographic regions across the US, agreed to enroll 500 participants over a year with at least 0.5 full time equivalent employees of nursing time. Our mixed methods approach used a priori semi-structured interviews conducted with stakeholders (n = 27) including nurses, physicians, administrators, and information technology (IT) professionals between 2010 and 2011. Researchers iteratively identified facilitators and barriers of organizational readiness to change (ORC) and implementation. Additionally, an ORC survey was conducted with the stakeholders who were (n = 102) preparing for program implementation. Results Key ORC facilitators included stakeholder buy-in and improving hypertension. Positive organizational characteristics likely to impact ORC included: other similar programs that support buy-in, adequate staff, and alignment with the existing site environment; improved patient outcomes; is positive for the professional nurse role, and is evidence-based; understanding of the intervention; IT infrastructure and support, and utilization of existing equipment and space. The primary ORC barrier was unclear long-term commitment of nursing. Negative organizational characteristics likely to impact ORC included: added workload, competition with existing programs

  16. Spermatogenesis: The Commitment to Meiosis.

    PubMed

    Griswold, Michael D

    2016-01-01

    Mammalian spermatogenesis requires a stem cell pool, a period of amplification of cell numbers, the completion of reduction division to haploid cells (meiosis), and the morphological transformation of the haploid cells into spermatozoa (spermiogenesis). The net result of these processes is the production of massive numbers of spermatozoa over the reproductive lifetime of the animal. One study that utilized homogenization-resistant spermatids as the standard determined that human daily sperm production (dsp) was at 45 million per day per testis (60). For each human that means ∼1,000 sperm are produced per second. A key to this level of gamete production is the organization and architecture of the mammalian testes that results in continuous sperm production. The seemingly complex repetitious relationship of cells termed the "cycle of the seminiferous epithelium" is driven by the continuous commitment of undifferentiated spermatogonia to meiosis and the period of time required to form spermatozoa. This commitment termed the A to A1 transition requires the action of retinoic acid (RA) on the undifferentiated spermatogonia or prospermatogonia. In stages VII to IX of the cycle of the seminiferous epithelium, Sertoli cells and germ cells are influenced by pulses of RA. These pulses of RA move along the seminiferous tubules coincident with the spermatogenic wave, presumably undergoing constant synthesis and degradation. The RA pulse then serves as a trigger to commit undifferentiated progenitor cells to the rigidly timed pathway into meiosis and spermatid differentiation.

  17. A brief review on quantum bit commitment

    NASA Astrophysics Data System (ADS)

    Almeida, Álvaro J.; Loura, Ricardo; Paunković, Nikola; Silva, Nuno A.; Muga, Nelson J.; Mateus, Paulo; André, Paulo S.; Pinto, Armando N.

    2014-08-01

    In classical cryptography, the bit commitment scheme is one of the most important primitives. We review the state of the art of bit commitment protocols, emphasizing its main achievements and applications. Next, we present a practical quantum bit commitment scheme, whose security relies on current technological limitations, such as the lack of long-term stable quantum memories. We demonstrate the feasibility of our practical quantum bit commitment protocol and that it can be securely implemented with nowadays technology.

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

    PubMed

    Ailey, Sarah H; Brown, Paula; Friese, Tanya R; Dugan, Shelia

    2016-01-01

    Administrators at Rush University Medical Center have made a commitment to diversity, including accommodating disabilities in the workplace and for students. This article explains extensive multilevel accommodations instituted by Rush University Medical Center that promote organizational growth and a healthier work environment and improve patient care.

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

    PubMed

    Ailey, Sarah H; Brown, Paula; Friese, Tanya R; Dugan, Shelia

    2016-01-01

    Administrators at Rush University Medical Center have made a commitment to diversity, including accommodating disabilities in the workplace and for students. This article explains extensive multilevel accommodations instituted by Rush University Medical Center that promote organizational growth and a healthier work environment and improve patient care. PMID:26641467

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

    PubMed

    Qirko, Hector

    2014-08-01

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

  1. Organizational Cultural Assessment of the Princeton Plasma Physics Laboratory

    SciTech Connect

    Not Available

    1991-03-01

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

  2. Anchors of Religious Commitment in Adolescents

    ERIC Educational Resources Information Center

    Layton, Emily; Dollahite, David C.; Hardy, Sam A.

    2011-01-01

    This study explores adolescent religious commitment using qualitative data from a religiously diverse (Jewish, Christian, Muslim) sample of 80 adolescents. A new construct, "anchors of religious commitment," grounded in interview data, is proposed to describe what adolescents commit to as a part of their religious identity. Seven anchors of…

  3. 24 CFR 203.7 - Commitment process.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 24 Housing and Urban Development 2 2010-04-01 2010-04-01 false Commitment process. 203.7 Section 203.7 Housing and Urban Development Regulations Relating to Housing and Urban Development (Continued... Insurance, and Commitments § 203.7 Commitment process. For single family mortgage programs that are...

  4. 24 CFR 203.7 - Commitment process.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 24 Housing and Urban Development 2 2011-04-01 2011-04-01 false Commitment process. 203.7 Section 203.7 Housing and Urban Development Regulations Relating to Housing and Urban Development (Continued... Insurance, and Commitments § 203.7 Commitment process. For single family mortgage programs that are...

  5. 24 CFR 203.7 - Commitment process.

    Code of Federal Regulations, 2012 CFR

    2012-04-01

    ... 24 Housing and Urban Development 2 2012-04-01 2012-04-01 false Commitment process. 203.7 Section 203.7 Housing and Urban Development Regulations Relating to Housing and Urban Development (Continued... Insurance, and Commitments § 203.7 Commitment process. For single family mortgage programs that are...

  6. 24 CFR 203.7 - Commitment process.

    Code of Federal Regulations, 2014 CFR

    2014-04-01

    ... 24 Housing and Urban Development 2 2014-04-01 2014-04-01 false Commitment process. 203.7 Section 203.7 Housing and Urban Development Regulations Relating to Housing and Urban Development (Continued... Insurance, and Commitments § 203.7 Commitment process. For single family mortgage programs that are...

  7. Organizational Learning and Crisis Management

    ERIC Educational Resources Information Center

    Wang, Jia

    2007-01-01

    The impact of crises on organizations has been stronger than ever. This article explores the role of organizational learning in crisis management, an area that has received little attention from HRD community. Recognizing the dynamics and interconnectedness of crisis management, organizational learning, and organizational change, the article…

  8. Organizational Performance and Customer Value

    ERIC Educational Resources Information Center

    Tosti, Donald; Herbst, Scott A.

    2009-01-01

    While behavior systems analysts have recognized the importance of the consumer of organizational products (i.e., receiving system) in developing models of organizational change, few have offered a systematic assessment of the relationship between consumer and organizational practices. In this article we will discuss how a behavior systems approach…

  9. Organizational Learning Theory in Schools

    ERIC Educational Resources Information Center

    Fauske, Janice R.; Raybould, Rebecca

    2005-01-01

    Purpose: The paper's purposes are to establish organizational learning theory as evolving from the theoretical and empirical study of organizations and to build grounded theory explaining organizational learning in schools. Design/methodology/approach: Implementation of instructional technology as a process of organizational learning was explored…

  10. Organizational Theory and Leadership Navigation

    ERIC Educational Resources Information Center

    Brazer, S. David; Kruse, Sharon D.; Conley, Sharon

    2014-01-01

    Teaching organizational theory in a way that bridges to leadership practice is vital to preparing deft educational leaders who understand the organizational behavior of schools and districts. Organizational theory guides understanding of the complexities of schools and districts and can be a basis for collaborative and effective decision making.…

  11. Simulation Gaming for Organizational Development

    ERIC Educational Resources Information Center

    Ruohomaki, Virpi

    2003-01-01

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

  12. Organizational Learning: Leading Innovations

    ERIC Educational Resources Information Center

    Collinson, Vivienne; Cook, Tanya Fedoruk

    2013-01-01

    This article examines the interplay among the environment, learning, leaders, and innovations in school systems. Six conditions that, together, have potential to shape an environment that supports organizational learning are illustrated with data from two leaders of innovation: one in an environment that resisted change; the other in a supportive…

  13. Organizational Knowledge Management Structure

    ERIC Educational Resources Information Center

    Walczak, Steven

    2005-01-01

    Purpose: To propose and evaluate a novel management structure that encourages knowledge sharing across an organization. Design/methodology/approach: The extant literature on the impact of organizational culture and its link to management structure is examined and used to develop a new knowledge sharing management structure. Roadblocks to…

  14. Organizational Effectiveness of Schools.

    ERIC Educational Resources Information Center

    Miskel, Cecil

    1982-01-01

    Because organizational effectiveness of schools is difficult to define, a model is needed to explain the complexities of the concept. Two models offer some promise. One is the goal model, which defines effectiveness as the degree to which organizations meet or surpass their goals (either official or operational). The other is the system resource…

  15. ORGANIZATIONAL RISK COMMUNICATION

    EPA Science Inventory

    Ris communication tools in organizations differs in several ways from many of tools and techniques developed for public meetings. The traditional view of risk communication seeks to manage the public outrage ssociated with site-based issues. Organizational risk communication seek...

  16. Teaching Organizational Skills.

    ERIC Educational Resources Information Center

    Bakunas, Boris; Holley, William

    2001-01-01

    Advocates teaching students organizational skills that lead to school success. Outlines seven such skills and how to teach them, including such things as bringing necessary supplies to class, organizing handouts and loose-leaf papers, taking and organizing notes, developing and following study plans, and planning and carrying out large projects.…

  17. Organizationally Sponsored Mentoring.

    ERIC Educational Resources Information Center

    Kerr, Kenneth M.; And Others

    1995-01-01

    Institutionally sponsored mentoring programs benefit organizations by aiding retention of employees or students. A successful program must have endorsement from top administration and a designated coordinator who is sensitive to organizational goals and objectives as well as the varied needs of mentors and proteges. (SK)

  18. The Sense of Commitment: A Minimal Approach

    PubMed Central

    Michael, John; Sebanz, Natalie; Knoblich, Günther

    2016-01-01

    This paper provides a starting point for psychological research on the sense of commitment within the context of joint action. We begin by formulating three desiderata: to illuminate the motivational factors that lead agents to feel and act committed, to pick out the cognitive processes and situational factors that lead agents to sense that implicit commitments are in place, and to illuminate the development of an understanding of commitment in ontogeny. In order to satisfy these three desiderata, we propose a minimal framework, the core of which is an analysis of the minimal structure of situations which can elicit a sense of commitment. We then propose a way of conceptualizing and operationalizing the sense of commitment, and discuss cognitive and motivational processes which may underpin the sense of commitment. PMID:26779080

  19. Civil commitment is disappearing in Oregon.

    PubMed

    Bloom, Joseph D

    2006-01-01

    Over the past 20 years, in Oregon, the number of individuals entered into the civil commitment process has risen, but the number of those actually committed has gone down dramatically. This commentary compares commitment data during a time when the state's population has increased substantially, while commitment rates have dropped by 50 percent. There are many possible factors that have contributed to this decline in commitment rates, including a stricter functional definition of "danger to self or others," but perhaps the most significant reason is the shortage of the acute psychiatric beds that are essential in the commitment process. It is hard not to conclude that civil commitment in this state is headed toward functional extinction.

  20. Measuring government commitment to vaccination.

    PubMed

    Glassman, Amanda; Zoloa, Juan Ignacio; Duran, Denizhan

    2013-04-18

    Vaccination is among the most cost-effective health interventions and has attracted ever greater levels of funding from public and private donors. However, some countries, mainly populous lower-middle income countries, are lagging behind on vaccination financing and performance. In this paper, we discuss the rationale for investing in vaccination and construct a metric to measure government commitment to vaccination that could promote accountability and better tracking of performance. While noting the limitations of available data, we find that populous middle-income countries, which stand to gain tremendously from increased vaccination uptake, perform poorly in terms of their vaccination outcomes. PMID:23598491

  1. Measuring government commitment to vaccination.

    PubMed

    Glassman, Amanda; Zoloa, Juan Ignacio; Duran, Denizhan

    2013-04-18

    Vaccination is among the most cost-effective health interventions and has attracted ever greater levels of funding from public and private donors. However, some countries, mainly populous lower-middle income countries, are lagging behind on vaccination financing and performance. In this paper, we discuss the rationale for investing in vaccination and construct a metric to measure government commitment to vaccination that could promote accountability and better tracking of performance. While noting the limitations of available data, we find that populous middle-income countries, which stand to gain tremendously from increased vaccination uptake, perform poorly in terms of their vaccination outcomes.

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

    PubMed Central

    Bönigk, Mareike; Steffgen, Georges

    2013-01-01

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

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

    PubMed

    Bönigk, Mareike; Steffgen, Georges

    2013-12-01

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

  4. Commitment accounting for CO2 emissions

    NASA Astrophysics Data System (ADS)

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

    2013-12-01

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

  5. What child welfare staff say about organizational culture.

    PubMed

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

    2013-01-01

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

  6. What child welfare staff say about organizational culture.

    PubMed

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

    2013-01-01

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

  7. Influence of organizational factors on safety

    SciTech Connect

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

    1990-01-01

    There is a need for a better understanding of exactly how organizational management factors at a nuclear power plant (NPP) affect plant safety performance, either directly or indirectly, and how these factors might be observed, measured, and evaluated. The purpose of this research project is to respond to that need by developing a general methodology for characterizing these organizational and management factors, systematically collecting information on their status and integrating that information into various types of evaluative activities. Research to date has included the development of the Nuclear Organization and Management Analysis Concept (NOMAC) of a NPP, the identification of key organizational and management factors, and the identification of the methods for systematically measuring and analyzing the influence of these factors on performance. Most recently, two field studies, one at a fossil fuel plant and the other at a NPP, were conducted using the developed methodology. Results are presented from both studies highlighting the acceptability, practicality, and usefulness of the methods used to assess the influence of various organizational and management factors including culture, communication, decision-making, standardization, and oversight. 6 refs., 3 figs., 1 tab.

  8. Energy Organizational Planning

    SciTech Connect

    Gina C. Paradis; James Yockey; Tracey LeBeau

    2009-04-17

    As the Seneca Nation of Indians (SNI) continues to refine and finalize its Strategic Energy Plan, it became necessary to insure that a sustainable organization structure was developed through which the energy program and its initiatives could be nurtured and managed. To that end, SNI undertook a study to thoroughly evaluate the existing organizational structures and assess the requisite changes and/or additions to that framework that would complement the mission of the Strategic Plan. The goal of this study was to analyze, work with staff and leadership and recommend the most effective plan for the development of an organizational framework within which the Seneca could more effectively exercise energy sovereignty – control and manage their natural resource assets – i.e. develop its own energy resources, meet the current and projected energy needs of their community, and “sit at the table” with other regional energy providers to deal with issues on a peer-to-peer basis.

  9. [Hospital organizational structure].

    PubMed

    Bittar, O J

    1994-01-01

    The basic point for an Institution to work is the existence of a definite organizational structure that puts together similar areas allowing decisions and the operationalization of different tasks. Knowledge and analysis of structures of private and public hospitals and a bibliography review about the issue is the purpose of this paper. Suggestions are given about the elaboration of small structures and the utilization of matrix management in order to accomplish the hospitals objectives.

  10. Organisational commitment in nurses: is it dependent on age or education?

    PubMed

    Jones, April

    2015-02-01

    In hospitals in the United States, the ratio of nurses to patients is declining, resulting in an increase in workloads for the remaining nurses. Consequently, the level of commitment that these nurses have to their jobs is important. Outside health care, employees from different generations working for a variety of organisations differ in their levels of organisational commitment, but this information has not been available for nurses. This study, carried out in the state of Alabama, looks at whether nurses from different generations differ in their levels of organisational commitment, and also whether there are any differences in organisational commitment between licensed practical nurses (LPNs) and registered nurses (RNs). A questionnaire designed to measure levels of organisational commitment was answered by 145 nurses. The results were analysed for any differences in organisational commitment in nurses from different generations and with different nursing degrees. Nurses from different generations showed the same levels of organisational commitment, but LPNs showed significantly less affective commitment, that is, lower feelings of loyalty to their workplace, than RNs. This information may be useful for hospital administrators and human resource managers in the United States to highlight the value of flexible incentive packages to address the needs of a diverse workforce. For healthcare employers in the UK, the concept that there is an association between nursing qualifications and levels of organisational commitment is critical for building organisational stability and effectiveness, and for nurse recruitment and retention.

  11. Organisational commitment in nurses: is it dependent on age or education?

    PubMed

    Jones, April

    2015-02-01

    In hospitals in the United States, the ratio of nurses to patients is declining, resulting in an increase in workloads for the remaining nurses. Consequently, the level of commitment that these nurses have to their jobs is important. Outside health care, employees from different generations working for a variety of organisations differ in their levels of organisational commitment, but this information has not been available for nurses. This study, carried out in the state of Alabama, looks at whether nurses from different generations differ in their levels of organisational commitment, and also whether there are any differences in organisational commitment between licensed practical nurses (LPNs) and registered nurses (RNs). A questionnaire designed to measure levels of organisational commitment was answered by 145 nurses. The results were analysed for any differences in organisational commitment in nurses from different generations and with different nursing degrees. Nurses from different generations showed the same levels of organisational commitment, but LPNs showed significantly less affective commitment, that is, lower feelings of loyalty to their workplace, than RNs. This information may be useful for hospital administrators and human resource managers in the United States to highlight the value of flexible incentive packages to address the needs of a diverse workforce. For healthcare employers in the UK, the concept that there is an association between nursing qualifications and levels of organisational commitment is critical for building organisational stability and effectiveness, and for nurse recruitment and retention. PMID:25629349

  12. Practical implications of understanding the influence of motivations on commitment to voluntary urban conservation stewardship.

    PubMed

    Asah, Stanley T; Blahna, Dale J

    2013-08-01

    Although the word commitment is prevalent in conservation biology literature and despite the importance of people's commitment to the success of conservation initiatives, commitment as a psychological phenomenon and its operation in specific conservation behaviors remains unexplored. Despite increasing calls for conservation psychology to play a greater role in meeting conservation goals, applications of the psychological sciences to specific conservation behaviors, illustrating their utility to conservation practice, are rare. We examined conservation volunteers' motivations and commitment to urban conservation volunteering. We interviewed key informant volunteers and used interview findings to develop psychometric scales that we used to assess motivations and commitment to volunteer. We surveyed 322 urban conservation volunteers and used factor analysis to reveal how volunteers structure their motivations and commitment to volunteer for urban conservation activities. Six categories of motivations and 2 categories of commitment emerged from factor analysis. Volunteers were motivated by desires to help the environment, defend and enhance the ego, career and learning opportunities, escape and exercise, social interactions, and community building. Two forms of commitment, affective and normative commitment, psychologically bind people to urban conservation volunteerism. We used linear-regression models to examine how these categories of motivations influence volunteers' commitment to conservation volunteerism. Volunteers' tendency to continue to volunteer for urban conservation, even in the face of fluctuating counter urges, was motivated by personal, social, and community functions more than environmental motivations. The environment, otherwise marginally important, was a significant motivator of volunteers' commitment only when volunteering met volunteers' personal, social, and community-building goals. Attention to these personal, social, and community

  13. Relationship between organisational commitment and burnout syndrome: a canonical correlation approach.

    PubMed

    Enginyurt, Ozgur; Cankaya, Soner; Aksay, Kadir; Tunc, Taner; Koc, Bozkurt; Bas, Orhan; Ozer, Erdal

    2016-04-01

    Objective Burnout syndrome can significantly reduce the performance of health workers. Although many factors have been identified as antecedents of burnout, few studies have investigated the role of organisational commitment in its development. The purpose of the present study was to examine the relationships between subdimensions of burnout syndrome (emotional exhaustion, depersonalisation and personal accomplishment) and subdimensions of organisational commitment (affective commitment, continuance commitment and normative commitment). Methods The present study was a cross-sectional survey of physicians and other healthcare employees working in the Ministry of Health Ordu University Education and Research Hospital. The sample consisted of 486 healthcare workers. Data were collected using the Maslach Burnout Inventory and the Organisation Commitment Scale, and were analysed using the canonical correlation approach. Results The first of three canonical correlation coefficients between pairs of canonical variables (Ui , burnout syndrome and Vi, organisational commitment) was found to be statistically significant. Emotional exhaustion was found to contribute most towards the explanatory capacity of canonical variables estimated from the subdimensions of burnout syndrome, whereas affective commitment provided the largest contribution towards the explanatory capacity of canonical variables estimated from the subdimensions of organisational commitment. Conclusions The results of the present study indicate that affective commitment is the primary determinant of burnout syndrome in healthcare professionals. What is known about the topic? Organisational commitment and burnout syndrome are the most important criteria in predicting health workforce performance. An increasing number of studies in recent years have clearly indicated the field's continued relevance and importance. Conversely, canonical correlation analysis (CCA) is a technique for describing the relationship

  14. Family members' opinions about civil commitment.

    PubMed

    McFarland, B H; Faulkner, L R; Bloom, J D; Hallaux, R; Bray, J D

    1990-05-01

    As part of a survey of 260 Oregon family members with mentally ill relatives, respondents were asked about their experiences with civil commitment and their opinions about proposed modifications in the commitment statutes. Family members typically described their mentally ill relative as a schizophrenic man in his thirties who had had six psychiatric hospitalizations and was currently being treated with medications at a community mental health center. Three-fourths of the relatives had been committed. A majority (57 percent) of the respondents were in favor of mandatory outpatient treatment and medication after involuntary hospitalization but were not enthusiastic about outpatient commitment without hospitalization. Family members also wanted more education about mental illness, more information about the commitment process, and assignment of a professional to help in the commitment process.

  15. Leadership and satisfaction in change commitment.

    PubMed

    Yang, Yi-Feng

    2011-06-01

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

  16. On the justification for civil commitment.

    PubMed

    Høyer, G

    2000-01-01

    This paper explores some of the controversies in the debate regarding the justification of civil commitment. The sometimes conflicting values reflected in the mental health legislation, human rights principles, moral philosophy and psychiatric professional standards are discussed. In spite of the often substantial use of civil commitment in many countries, there are almost no scientifically sound studies addressing the outcome of coercive treatment. The paper establishes that the traditional arguments in favour of civil commitment, like lack of insight and competence as well as the effectiveness of civil commitment, are poorly founded. The paper concludes that there seems to be a general agreement that civil commitment of patients who are dangerous to themselves or others should be the responsibility of the mental health care system, while civil commitment for treatment purposes is more controversial and hard to justify.

  17. Beyond deinstitutionalization: a commitment law in evolution.

    PubMed

    Durham, M L; Pierce, G L

    1982-03-01

    In 1973 Washington State changed its civil commitment law to more rigorously control the number of involuntary commitments in a move consistent with the national trend toward deinstitutionalization of the mentally ill and the development of community treatment alternatives. In 1979, after six years of working within narrowly drawn criteria for commitment, the state strengthened its civil commitment authority through revisions that included expanding the definition of "gravely disabled", adding destruction of property to the "likelihood of serious harm" clause, making the provisions for revoking conditional releases more stringent, and allowing spouses of mentally ill individuals to testify against them during commitment proceedings. Early figures show that involuntary commitments, while trying to cope with federal cutbacks and diminishing resources.

  18. Revealing ontological commitments by magic.

    PubMed

    Griffiths, Thomas L

    2015-03-01

    Considering the appeal of different magical transformations exposes some systematic asymmetries. For example, it is more interesting to transform a vase into a rose than a rose into a vase. An experiment in which people judged how interesting they found different magic tricks showed that these asymmetries reflect the direction a transformation moves in an ontological hierarchy: transformations in the direction of animacy and intelligence are favored over the opposite. A second and third experiment demonstrated that judgments of the plausibility of machines that perform the same transformations do not show the same asymmetries, but judgments of the interestingness of such machines do. A formal argument relates this sense of interestingness to evidence for an alternative to our current physical theory, with magic tricks being a particularly pure source of such evidence. These results suggest that people's intuitions about magic tricks can reveal the ontological commitments that underlie human cognition.

  19. Beijing: a conference of commitments?

    PubMed

    Davis, S

    1996-05-01

    The author of this article holds the view that the Declaration and Platform for Action at the UN Fourth World Conference on Women held in Beijing in 1995 was the product of the most highly participatory process ever organized under the auspices of the UN. The Declaration and Platform expressed the strongest views on gender equality, empowerment, and justice that governments have ever endorsed. These documents were the consolidation of gains made by women in previous UN conferences. The 135-page Platform can be used at all levels of decision making. Governments and international can be held accountable for its provisions. The Platform exposes the problems violence and exploitation against women and girls as well as the revelation that environmental destruction is due to an unsustainable pattern of consumption and production, particularly in developed countries. Conference participants included about 3000 nongovernmental groups (NGOs). The Women's Linkage Caucus and WEDO served to facilitate the advocacy process by providing briefings on text still under negotiation and providing on-line recommendations from the 1995 and 1994 Commission on the Status of Women preparatory committee meetings. A scoreboard that tracked government's commitment at the 1995 preparatory committee meetings was reinstated in Beijing. The information was conveyed on the Internet. The European Union is credited with diluting the language about government commitment to the Platform. Governments are still given responsibility for implementation, and the need for political will is stressed (paragraph 293). Paragraph 297 indicates the process for implementation of the Platform and coordination with NGOs. Although the Platform recognizes the importance of women's groups and other NGOs, the responsibility for implementation is still given to governments.

  20. An organizational survey of the Pittsburgh Energy Technology Center

    SciTech Connect

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

    1991-09-01

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