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Sample records for affective organizational commitment

  1. 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

  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. PMID:25875086

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

    PubMed

    Dávila, Ma Celeste; Jiménez García, Gemma

    2012-03-01

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

  4. Leader-member exchange and affective organizational commitment: the contribution of supervisor's organizational embodiment.

    PubMed

    Eisenberger, Robert; Karagonlar, Gokhan; Stinglhamber, Florence; Neves, Pedro; Becker, Thomas E; Gonzalez-Morales, M Gloria; Steiger-Mueller, Meta

    2010-11-01

    In order to account for wide variation in the relationship between leader-member exchange and employees' affective organizational commitment, we propose a concept termed supervisor's organizational embodiment (SOE), which involves the extent to which employees identify their supervisor with the organization. With samples of 251 social service employees in the United States (Study 1) and 346 employees in multiple Portuguese organizations (Study 2), we found that as SOE increased, the association between leader-member exchange and affective organizational commitment became greater. This interaction carried through to in-role and extra-role performance. With regard to antecedents, we found in Study 1 that supervisor's self-reported identification with the organization increased supervisor's expression of positive statements about the organization, which in turn increased subordinates' SOE. PMID:20718516

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

    PubMed

    English, Brian; Chalon, Christopher

    2011-01-01

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

  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. 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.…

  8. 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…

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

    ERIC Educational Resources Information Center

    Krishna, Vijay; Casey, Andrea

    2008-01-01

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

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

    PubMed

    Zhou, Yingying; Miao, Qing

    2014-10-01

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

  11. 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…

  12. 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…

  13. 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…

  14. 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…

  15. Organizational and Client Commitment among Contracted Employees

    ERIC Educational Resources Information Center

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

    2006-01-01

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

  16. Organizational 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).…

  17. 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…

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

    ERIC Educational Resources Information Center

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

    2015-01-01

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

  19. 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…

  20. The Effects of Organizational Training on Organizational Commitment

    ERIC Educational Resources Information Center

    Bulut, Cagri; Culha, Osman

    2010-01-01

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

  1. Work empowerment and organizational commitment.

    PubMed

    McDermott, K; Laschinger, H K; Shamian, J

    1996-05-01

    As organizations struggle to deliver the same level and quality of services with fewer resources, administrators are challenged with redesigning workplaces to maximize nurses' commitment. This study used Kanter's Structural Theory of Organizational Behavior to examine the relationship between job-related empowerment perceptions of staff nurses and their commitment to the organization. Strategies for creating more empowered work environments are discussed. PMID:8710344

  2. The Measurement of Organizational Commitment.

    ERIC Educational Resources Information Center

    Mowday, Richard T.; And Others

    1979-01-01

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

  3. 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…

  4. 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…

  5. Faculty Organizational Commitment and Citizenship

    ERIC Educational Resources Information Center

    Lawrence, Janet; Ott, Molly; Bell, Alli

    2012-01-01

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

  6. 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…

  7. Affective Commitment among Student Affairs Professionals

    ERIC Educational Resources Information Center

    Boehman, Joseph

    2007-01-01

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

  8. 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. PMID:22753457

  9. 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

  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. Nurses organizational commitment: the discriminating power of gender.

    PubMed

    Ferreira, Maria Manuela Frederico

    2007-01-01

    The study of the organizational commitment has risen interest within the organization's researchers, who have been trying to understand the intensity and stability of the individual's dedication to the organization. The interest that this construct has raised is based on the idea of the existence of an association of the organizational commitment with variables considered important to the increase of the organizational effectiveness and productivity. The aim of this article is to describe organizational commitment, in its affective, normative, and continuance dimensions, from nurse practitioners, and to analyze the differences of that commitment regarding gender. Data were collected by questionnaire. The sample is constituted by nurse practitioners who develop their professional activity in 6 Portuguese hospitals. Data were analyzed using means, standard deviation, and independent samples t test. The sample consists of 1201 nurses. The organizational commitment of the studied nurses is, on average, 2.87+/-0.69 (in 5-point scale). When we make an analysis regarding gender, we verify that the organizational commitment is higher in women, being the difference statistically significant (t = -2.07; P < .05). There are different levels of commitment in male and female nurses, and it is higher in all dimensions in female nurses; however, the difference is only significant to the organizational and continuance commitment. PMID:17198121

  12. Role of Organizational Climate in Organizational Commitment: The Case of Teaching Hospitals

    PubMed Central

    Bahrami, Mohammad Amin; Barati, Omid; Ghoroghchian, Malake-sadat; Montazer-alfaraj, Razieh; Ranjbar Ezzatabadi, Mohammad

    2015-01-01

    Objective The commitment of employees is affected by several factors, including factors related to the organizational climate. The aim of this study was to investigate the relationship between organizational commitment of nurses and the organizational climate in hospital settings. Methods A cross-sectional study was conducted in 2014 at two teaching hospitals in Yazd, Iran. A total of 90 nurses in these hospitals participated. We used stratified random sampling of the nursing population. The required data were gathered using two valid questionnaires: Allen and Meyer's organizational commitment standard questionnaire and Halpin and Croft's Organizational Climate Description Questionnaire. Data analysis was done through SPSS 20 statistical software (IBM Corp., Armonk, NY, USA). We used descriptive statistics and Pearson's correlation coefficient for the data analysis. Results The findings indicated a positive and significant correlation between organizational commitment and organizational climate (r = 0.269, p = 0.01). There is also a significant positive relationship between avoidance of organizational climate and affective commitment (r = 0.208, p = 0.049) and between focus on production and normative and continuance commitment (r = 0.308, p = 0.003). Conclusion Improving the organizational climate could be a valuable strategy for improving organizational commitment. PMID:27169007

  13. 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…

  14. 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…

  15. 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

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

    ERIC Educational Resources Information Center

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

    2001-01-01

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

  17. 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…

  18. 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

  19. 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…

  20. 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…

  1. 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…

  2. 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…

  3. 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

  4. 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…

  5. Organizational Commitment among Public Service Employees.

    ERIC Educational Resources Information Center

    Young, Brian S.; Worchel, Stephen; Woehr, David J.

    1998-01-01

    A study that examined factors associated with organizational commitment among 64 blue-collar workers found that the following were positively and significantly related: promotion satisfaction, job characteristics, communication, leadership satisfaction, job satisfaction, intrinsic and extrinsic exchange, and intrinsic and extrinsic rewards.…

  6. Physical Education Teachers' Organizational Commitment

    ERIC Educational Resources Information Center

    Demir, Hayri

    2013-01-01

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

  7. Organizational Justice and Commitment in Interscholastic Sports

    ERIC Educational Resources Information Center

    Whisenant, Warren

    2005-01-01

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

  8. 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

  9. 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)

  10. 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…

  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. The personality dispositional approach to job satisfaction and organizational commitment.

    PubMed

    Tziner, Aharon; Waismal-Manor, Ronit; Vardi, Netanel; Brodman, Adiel

    2008-10-01

    The extent to which personality traits as defined by the Big Five model account for the unique variance in job satisfaction and organizational commitment was studied. Analyses of data obtained from 96 employees of two public institutions showed that 58 and 44% of the explained variance in job satisfaction and organizational commitment, respectively, were accounted for by factors in this personological framework. PMID:19102468

  14. 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…

  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. 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…

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

    PubMed

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

    2014-05-01

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

  18. The influence of job satisfaction, organizational commitment, and fairness perceptions on organizational citizenship behavior.

    PubMed

    Schappe, S P

    1998-05-01

    Previous research has indicated that job satisfaction, perceptions of procedural justice, and organizational commitment are all significant correlates of organizational citizenship behavior (OCB). Those variables were studied collectively to determine their relative effects on OCB. Hierarchical regression analyses indicated that when all three of the variables were considered concurrently, only organizational commitment accounted for a unique amount of variance in OCB. PMID:9540226

  19. 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…

  20. 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. PMID:10167456

  1. Factor structure of organizational commitment: differences between U.S. and South Korean samples.

    PubMed

    Lee, Jo Ann; Yang, Chulguen

    2005-06-01

    The current study compared the factor structures of the construct of organizational commitment between two samples of financial employees, one from the U.S. (n = 103) and one from South Korea (n = 109). Participants completed a 26-item questionnaire. Two factors (an affective component and a normative component) emerged for the U.S. sample; only one factor for the Koreans. Results suggest that culture should be considered when trying to assess organizational commitment. PMID:16050609

  2. 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…

  3. 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…

  4. Antecedents and Outcomes of Organizational Commitment

    ERIC Educational Resources Information Center

    Steers, Richard M.

    1977-01-01

    Personal characteristics, job characteristics, and work experiences influenced commitment. Moreover, commitment was found to be strongly related to intent and desire to remain for both samples and moderately related to attendance and turnover for one sample. Performance was generally unrelated to commitment. (Author)

  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. Predictors of Organizational Commitment: Variations across Career Stages.

    ERIC Educational Resources Information Center

    Brooks, Jan Leeman; Seers, Anson

    1991-01-01

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

  7. 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…

  8. 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;…

  9. 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…

  10. 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

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

    ERIC Educational Resources Information Center

    Rotter, Naomi G.; Mills, Miriam K.

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

  12. 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…

  13. 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

  14. Communication and Organizational Commitment: Perceived Organizational Support as a Mediating Factor.

    ERIC Educational Resources Information Center

    Allen, Myria Watkins

    1992-01-01

    Finds that university employee perceptions regarding top management-employee communication relationship, quality of top management's communication, and superior-subordinate communication are strongly related to organizational commitment. Finds that perceived organizational support (influenced by the top management-employee communication…

  15. 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…

  16. Measuring Organizational Climate and Organizational Commitment in the Turkish Educational Context.

    ERIC Educational Resources Information Center

    Turan, Selahattin

    This report examines the relationship between each dimension of organizational climate (supportive principal behavior, directive principal behavior, engaged teacher behavior, frustrated teacher behavior) and the organizational commitment of teachers in Turkish public schools. Data were collected from 900 educators in 40 public high schools.…

  17. 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…

  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. 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…

  1. 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).…

  2. 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…

  3. 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

  4. 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…

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

    ERIC Educational Resources Information Center

    Aydin, Ayhan; Sarier, Yilmaz; Uysal, Sengul

    2011-01-01

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

  6. 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…

  7. 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…

  8. 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…

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

    ERIC Educational Resources Information Center

    Bartlett, Kenneth R.; Klein, Howard J.

    2001-01-01

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

  10. The influence of prior commitment on the reactions of layoff survivors to organizational downsizing.

    PubMed

    Armstrong-Stassen, Marjorie

    2004-01-01

    Nurses (N = 179; Study 1) and managers (N = 154; Study 2) participated in 2 panel studies examining the relationship among prior commitment (affective and continuance commitment and perceived organizational support), coping strategies, and survivors' attitudes and perceptions during and following downsizing. In Study 1, perceived organizational support was significantly positively related to control-oriented coping, job satisfaction, and intention to remain and negatively related to perceived job insecurity and burnout 2 years later. In Study 2, coping mediated the relationship between the prior commitment variables and job alienation, health symptoms, and burnout following the downsizing. Control-oriented coping was associated with elevated levels of health symptoms and burnout following the downsizing, suggesting that control-oriented coping may have positive effects in the short term but potentially harmful effects in the long term. PMID:14700457

  11. 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

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

    ERIC Educational Resources Information Center

    Tansky, Judith W.; Cohen, Debra J.

    2001-01-01

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

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

    ERIC Educational Resources Information Center

    Niehoff, Robert L.

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

  14. 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

  15. 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…

  16. 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…

  17. 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

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

    ERIC Educational Resources Information Center

    Sezgin, Ferudun

    2009-01-01

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

  19. Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences.

    ERIC Educational Resources Information Center

    Meyer, John P.; Stanley, David J.; Herscovitch, Lynne; Topolnytsky, Laryssa

    2002-01-01

    Meta-analysis of 155 research reports that used one of three commitment scales (affective, continuance, or normative) found strong correlations between the scales and correlates of jobs satisfaction, job involvement, and organizational commitment. All three were negatively related to withdrawal and turnover. Perceived organizational support had…

  20. 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. PMID:24971576

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

    PubMed Central

    Winterstein, Andrew P.

    1998-01-01

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

  2. 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

  3. [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

  4. 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…

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

    NASA Astrophysics Data System (ADS)

    Hu, Sanman; Zuo, Bin

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

  6. 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. PMID:22044271

  7. Organizational commitment and turnover of nursing home administrators.

    PubMed

    Castle, Nicholas G

    2006-01-01

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

  8. 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…

  9. 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…

  10. Exploring the Effects of Empowerment, Innovation, Professionalism, Conflict, and Participation on Teacher Organizational Commitment

    ERIC Educational Resources Information Center

    Holliman, Stephanie Layne

    2012-01-01

    Improved understanding of teacher retention depends on systematic research on working conditions, teachers' perceptions of their work environments, and the effect of condition-of-work variables on organizational commitment. The examination of organizational commitment in K-12 teachers is a construct with implications for long-term…

  11. 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…

  12. 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…

  13. 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.…

  14. 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…

  15. 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…

  16. 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…

  17. 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…

  18. Job Involvement and Organizational Commitment of Employees of Prehospital Emergency Medical System

    PubMed Central

    Rahati, Alireza; Sotudeh-Arani, Hossein; Adib-Hajbaghery, Mohsen; Rostami, Majid

    2015-01-01

    Background: Several studies are available on organizational commitment of employees in different organizations. However, the organizational commitment and job involvement of the employees in the prehospital emergency medical system (PEMS) of Iran have largely been ignored. Objectives: This study aimed to investigate the organizational commitment and job involvement of the employees of PEMS and the relationship between these two issues. Materials and Methods: This cross-sectional study was conducted on 160 employees of Kashan PEMS who were selected through a census method in 2014. A 3-part instrument was used in this study, including a demographic questionnaire, the Allen and Miller’s organizational commitment inventory, and the Lodahl and Kejner’s job involvement inventory. We used descriptive statistics, Spearman correlation coefficient, Kruskal-Wallis, Friedman, analysis of variance, and Tukey post hoc tests to analyze the data. Results: The mean job involvement and organizational commitment scores were 61.78 ± 10.69 and 73.89 ± 13.58, respectively. The mean scores of job involvement and organizational commitment were significantly different in subjects with different work experiences (P = 0.043 and P = 0.012, respectively). However, no significant differences were observed between the mean scores of organizational commitment and job involvement in subjects with different fields of study, different levels of interest in the profession, and various educational levels. A direct significant correlation was found between the total scores of organizational commitment and job involvement of workers in Kashan PEMS (r = 0.910, P < 0.001). Conclusions: This study showed that the employees in the Kashan PEMS obtained half of the score of organizational commitment and about two-thirds of the job involvement score. Therefore, the higher level managers of the emergency medical system are advised to implement some strategies to increase the employees’ job involvement

  19. 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…

  20. 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…

  1. 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

  2. An Exploratory Investigation of the Relationships among Organizational Cultures, Organizational Communication Systems, and Member Satisfaction and Commitment.

    ERIC Educational Resources Information Center

    Pickett, Terry A.; Sorenson, Ritch L.

    A study examined the relationship between organizational communication systems and organizational culture and between culture and two human relations-based outcomes--satisfaction and commitment. Subjects were 26 college students who were assigned positions in one of two simulated, bureaucratic organizations that functioned for four class periods.…

  3. The impact of psychological empowerment and organizational commitment on Chines nurses' job satisfaction.

    PubMed

    Zhou, Wen-Bin; Ouyang, Yan-Qiong; Qu, Hui

    2014-11-10

    Abstract Background: Research findings have shown that job satisfaction of Chinese nurses is at a low level. Limited studies have focused on the impact of psychological empowerment and organizational commitment on job satisfaction of Chinese nurses. Aims: The aim of this study is to describe job satisfaction, psychological empowerment and organizational commitment of Chinese nurses and to explore the impact of psychological empowerment and organizational commitment on the nurses' job satisfaction. Methods: A total of 726 nurses were recruited in a convenience sample from 10 tertiary hospitals. Data were collected using four questionnaires including Job Satisfaction Survey, Psychological Empowerment Scale, Organizational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis. Results: Nurses' job satisfaction, psychological empowerment, and organizational commitment were identified at moderate levels. Nurses' job satisfaction and psychological empowerment were significantly different in terms of age and length of service; nurse job satisfaction varied with respect to marital status. Findings further indicated that nurse job satisfaction was positively correlated with psychological empowerment and organizational commitment. Psychological empowerment, organizational commitment, and marital status were significant predicting factors of nurse job satisfaction. Conclusions: This study provides evidence to help nursing managers and health policy-makers to develop intervention programs aimed at enhancing nurse job satisfaction and retaining nurses. PMID:25381702

  4. 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

  5. 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…

  6. 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…

  7. 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…

  8. 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

  9. 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…

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

    PubMed

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

    2015-09-01

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

  11. 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…

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

    ERIC Educational Resources Information Center

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

    2000-01-01

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

  13. 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…

  14. 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…

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

    ERIC Educational Resources Information Center

    Koys, Daniel J.

    1988-01-01

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

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

    ERIC Educational Resources Information Center

    Hulpia, Hester; Devos, Geert

    2010-01-01

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

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

    PubMed

    Manion, Jo

    2004-01-01

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

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

    PubMed

    Abraham, R

    1999-07-01

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

  19. 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…

  20. 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…

  1. 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

  2. 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

  3. 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

  4. Relationships among perceived career support, affective commitment, and work engagement.

    PubMed

    Poon, June M L

    2013-01-01

    This study sought to test the predictive effects of perceived career support and affective commitment on work engagement. It was hypothesized that perceived career support would relate positively to work engagement and this relationship would be transmitted through affective commitment. Survey data were collected from 115 full-time employees enrolled as part-time graduate students in a large public university in Malaysia. Multiple regression analysis yielded results indicating that the relationship between perceived career support and work engagement was mediated by affective commitment. This finding suggests that employers can promote employee work engagement by ensuring employees perceive their organization to be supportive of their career and increasing employees' level of affective commitment. PMID:23406464

  5. 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…

  6. 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…

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

    ERIC Educational Resources Information Center

    Brandt, Joanne; Krawczyk, Rosemary; Kalinowski, Jon

    2008-01-01

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

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

    ERIC Educational Resources Information Center

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

    2005-01-01

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

  9. 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…

  10. Organizational Commitment of Teachers: A Meta-Analysis Study for the Effect of Gender and Marital Status in Turkey

    ERIC Educational Resources Information Center

    Çogaltay, Nazim

    2015-01-01

    This meta-analysis summarizes the influence of Turkish teacher's gender and marital status on their perception of organizational commitment. In total, 30 independent research studies conducted across the country are investigated to analyze the relations between gender and organizational commitment, i.e., a sample group of 11,724 participants. In…

  11. 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…

  12. 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…

  13. 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…

  14. 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…

  15. 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…

  16. 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…

  17. 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…

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

    ERIC Educational Resources Information Center

    Potter, Stephanie Litton

    2012-01-01

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

  19. 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'…

  20. 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…

  1. 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…

  2. 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…

  3. 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,…

  4. Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

    ERIC Educational Resources Information Center

    Porter, Lyman W.; And Others

    The investigation was designed to study variations in organizational commitment and job satisfaction, as each related to subsequent turnover among a sample of recently employed psychiatric technician trainees. The analysis took the form of a longitudinal study across a 10 and a half month period, with attitude measures collected at four points. It…

  5. 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…

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

    ERIC Educational Resources Information Center

    Schroder, Ralph

    2008-01-01

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

  7. 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…

  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. 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…

  10. 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

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

    PubMed

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

    2013-10-01

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

  12. 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

  13. 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

  14. 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…

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

    PubMed

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

    2014-02-01

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

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

    PubMed

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

    2008-11-01

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

  17. 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

  18. 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

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

    ERIC Educational Resources Information Center

    Nguni, Samuel; Sleegers, Peter; Denessen, Eddie

    2006-01-01

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

  20. 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

  1. 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

  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. A Comprehensive Analysis of the Predictors of Organizational Commitment: A Study of Voluntary Army Personnel in Israel.

    ERIC Educational Resources Information Center

    Dornstein, Miriam; Matalon, Yossi

    1989-01-01

    Administered questionnaire to 250 Israeli army personnel to examine 17 variables as potential predictors of organizational commitment. Found 8 variables to be relevant: interesting work, co-workers' attitudes toward the organization, organizational dependency, age, education, employment alternatives, attitudes of family and friends, and importance…

  4. 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…

  5. 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…

  6. A Test of the Interactive Effects of Organizational Commitment and Job Involvement on Various Types of Absence.

    ERIC Educational Resources Information Center

    Mathieu, John E.; Kohler, Stacey S.

    1990-01-01

    Examined joint direct and interactive influences of organizational commitment and job involvement on employee absence rates in bus drivers (N=192). Results support hypothesis that commitment and involvement interact as related to drivers' personal absences, but not as related to absences resulting from illness, family obligation, or transportation…

  7. 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,…

  8. 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…

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

    PubMed

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

    2015-01-01

    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. PMID:26037591

  10. 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…

  11. Self-categorization, affective commitment and group self-esteem as distinct aspects of social identity in the organization.

    PubMed

    Bergami, M; Bagozzi, R P

    2000-12-01

    The purpose of this study is to distinguish between cognitive, affective and evaluative components of social identity in the organization and to show how the components instigate behaviours that benefit in-group members. A new scale for measuring cognitive organizational identification (i.e. self-categorization) is developed and compared to a leading scale. Internal consistency, convergent validity, predictive validity and generalizability of the two scales are established on a sample of Italian (N = 409) and Korean (N = 283) workers. Next, convergent and discriminant validity for measures of organizational identification, affective commitment and group self-esteem are demonstrated. Then, two antecedents of these components of social identity are examined: organization prestige and organization stereotypes. Finally, the mediating role of the components of social identity are investigated between the antecedents and five forms of citizenship behaviours. The last three analyses are performed on the Italian (N = 409) workers. Among other findings, the results show that affective commitment and self-esteem are the primary motivators of citizenship behaviours. Moreover, cognitive identification performs as a central mediator between prestige and stereotypes on the one hand, and affective commitment and self-esteem on the other. Identification is thus an indirect determinant of citizenship behaviours. PMID:11190685

  12. 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…

  13. 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…

  14. 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…

  15. 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…

  16. 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…

  17. 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…

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

    ERIC Educational Resources Information Center

    O'Meara, KerryAnn

    2015-01-01

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

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

    ERIC Educational Resources Information Center

    Kieres, Katherine H.

    2013-01-01

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

  20. 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…

  1. Antecedents and Outcomes of Career Commitment.

    ERIC Educational Resources Information Center

    Aryee, Samuel; Tan, Kevin

    1992-01-01

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

  2. 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.…

  3. 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

  4. 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…

  5. 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,…

  6. 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…

  7. Affective Commitment to the Organization, Supervisor, and Work Group: Antecedents and Outcomes

    ERIC Educational Resources Information Center

    Vandenberghe, Christian; Bentein, Kathleen; Stinglhamber, Florence

    2004-01-01

    Three longitudinal studies investigated the usefulness of distinguishing among employees' affective commitments to the organization, the supervisor, and the work group. Study 1, with 199 employees from various organizations, found that affective commitments to these entities were factorially distinct and related differentially to their theorized…

  8. 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…

  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. PMID:24503320

  10. 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…

  11. The factors affecting sexual assaults committed by strangers and acquaintances.

    PubMed

    Pazzani, Lynn M

    2007-07-01

    Research on the causes of sexual assault typically analyzes rape committed by acquaintances and strangers together, despite the fact that the characteristics of the assault in these two circumstances are very different. Thus, this work examines whether the causes of each type of sexual assault--stranger and acquaintance rape--differ. The results of the analyses reveal that variables that describe a culture of gender equality, prior child abuse, and prior sexual assaults are associated with acquaintance assaults. In contrast, a culture of "hypermasculinity" is associated with stranger rape. The implications of these findings are discussed. PMID:17600307

  12. 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

  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. The interactive effect of job involvement and organizational commitment on job turnover revisited: a note on the mediating role of turnover intention.

    PubMed

    Sjöberg, A; Sverke, M

    2000-09-01

    This study extends previous theoretical and empirical research on Blau and Boal's (1987) model of the interactive effect of job involvement and organizational commitment on employee withdrawal. Using longitudinal data from a survey among the nursing staff of a Swedish emergency hospital (N = 535) and register information on actual turnover, the results showed, in contrast to the statement of the original theoretical model, that turnover intention mediates the additive and multiplicative effects of job involvement and organizational commitment on actual turnover. The study suggests that the proposed involvement by commitment interaction is theoretically justified, and underscores the pertinence of investigating intermediate linkages in turnover research. PMID:11041307

  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. The Effects of Personality, Affectivity, and Work Commitment on Motivation to Improve Work through Learning.

    ERIC Educational Resources Information Center

    Naquin, Sharon S.; Holton, Elwood F., III

    2002-01-01

    Naquin and Holton report how the NEO Five-Factor Inventory and Positive and Negative Affectivity Schedule were used to measure motivation to improve work through learning of 239 trainees. Positive affect, work commitment, and extraversion were significant antecedents of motivation. Invited reaction by Rodney A. McCloy and Lauress L. Wise raises…

  17. 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…

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

    ERIC Educational Resources Information Center

    Hodge, Elizabeth M.; Ozag, David

    2007-01-01

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

  19. 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…

  20. 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…

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

    ERIC Educational Resources Information Center

    Walker, Victoria LaShawn

    2013-01-01

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

  2. 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

  3. 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…

  4. How Social Accounts and Participation during Change Affect Organizational Learning

    ERIC Educational Resources Information Center

    Lines, Rune

    2005-01-01

    Purpose: The purpose of this paper is to examine how the way change implemented effects organizational learning. More specifically, we study the relationships between the use of social accounts, participation and organizational learning in the context of strategic change. The use of social accounts and participation are often promoted during…

  5. 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…

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

    ERIC Educational Resources Information Center

    Hulpia, Hester; Devos, Geert; Rosseel, Yves

    2009-01-01

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

  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. Organizational cynicism: bases and consequences.

    PubMed

    Abraham, R

    2000-08-01

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

  10. Changing the Organizational Structure to Affect Perceived Bureaucracy, Organizational Processes, Loyalty, Job Satisfaction, and Effectiveness.

    ERIC Educational Resources Information Center

    Stewart, David A.; Miskel, Cecil

    Schools are functioning in an era of rapid change and increasing mobility. In an effort to mobilize the organizational structure to meet the standards being dictated by society, the school district reorganized the administrative structure to emphasize decentralized decision-making for direct educational functions. The hypothesis was made that…

  11. Procedural Justice, Distributive Justice: How Experiences with Downsizing Condition Their Impact on Organizational Commitment

    ERIC Educational Resources Information Center

    Clay-Warner, Jody; Hegtvedt, Karen A.; Roman, Paul

    2005-01-01

    Previous research demonstrates that both procedural justice and distributive justice are important predictors of work attitudes. This research, however, fails to examine conditions that affect the relative importance of each type of justice. Here we argue that prior experiences with regard to downsizing shape individuals' workplace schemas, which…

  12. 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. PMID:18942536

  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). PMID:19186911

  15. 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. PMID:25805714

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

  17. 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…

  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. 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…

  1. 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…

  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. Does organizational culture affect out-patient DNA (did not attend) rates?

    PubMed

    Jackson, S

    1997-01-01

    Government interest in health service "did not attend" (DNA) rates was seen to occur by accident, following which efforts to reduce DNAs have tended to concentrate on operational rather than strategic issues. Considers the effect hospital culture has had on DNA rates from an organizational and patient perspective. Identifies some of the key cultural issues that impacted on DNA rates by utilizing observation and telephone survey research methods. Concludes that, in the main, the lack of customer-oriented organizational culture was seen to affect DNA rates adversely within one NHS provider trust. PMID:10179096

  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. PMID:20461932

  5. Organizational citizenship behavior and workplace deviance: the role of affect and cognitions.

    PubMed

    Lee, Kibeom; Allen, Natalie J

    2002-02-01

    To investigate the role of affect and cognitions in predicting organizational citizenship behavior (OCB) and workplace deviance behavior (WDB), data were collected from 149 registered nurses and their coworkers. Job affect was associated more strongly than were job cognitions with OCB directed at individuals, whereas job cognitions correlated more strongly than did job affect with OCB directed at the organization. With respect to WDB, job cognitions played a more important role in prediction when job affect was represented by 2 general mood variables (positive and negative affect). When discrete emotions were used to represent job affect, however, job affect played as important a role as job cognition variables, strongly suggesting the importance of considering discrete emotions in job affect research. PMID:11916207

  6. 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. PMID:17638475

  7. 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

  8. 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

  9. Factors That Predict Organizational Commitment for Full-Time and Part-Time Faculty in Community Colleges across North Carolina

    ERIC Educational Resources Information Center

    Engle, Deborah Lynn

    2010-01-01

    Organizational dependence on part-time employees is a relatively recent trend across the modern landscape of the American workforce and is especially apparent in higher education. At community colleges across the country, as well as in North Carolina, there is a substantial reliance on part-time faculty employment. This is common practice in order…

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

    PubMed

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

    2013-11-01

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

  11. 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

  12. A Confirmatory Factor Analysis Examination of Reverse Coding Effects in Meyer and Allen's Affective and Continuance Commitment Scales.

    ERIC Educational Resources Information Center

    Magazine, Sherry L.; And Others

    1996-01-01

    Examination of the Affective and Continuance Commitment Scales of J. P. Meyer and N. J. Allen using confirmatory factor analysis for 333 subjects with the LISREL 7 computer program provided strong support across multiple diagnostics for existence of a reverse coding factor defined by the 6 negatively worded scale items. (Author/SLD)

  13. 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…

  14. 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…

  15. 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…

  16. The negative impact of organizational cynicism on physicians and nurses.

    PubMed

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

    2014-01-01

    Despite the potentially severe consequences that might result, there is a paucity of research on organizational cynicism within US health care providers. In response, this study investigated the effect of cynicism on organizational commitment, job satisfaction, and interest in leaving the hospital for another job in a sample of 205 physicians and 842 nurses. Three types of cynicism were investigated: trait (dispositional), global (directed toward the hospital), and local (directed toward a specific unit or department). Findings indicate that all 3 types of cynicism were negatively related to affective organizational commitment and job satisfaction, but positively related to interest in leaving. In both nurse and physician samples, cynicism explained about half of the variance in job satisfaction and affective commitment, which is the type of commitment managers are most eager to promote. Cynicism accounted for about a quarter and a third of the variance in interest in leaving the hospital for nurses and physicians, respectively. Trait, global, and local cynicism each accounted for unique variance in affective commitment, job satisfaction, and interest in leaving, with global cynicism exerting the largest influence on each outcome. The implications for managers are that activities aimed at decreasing organizational cynicism are likely to increase affective organizational commitment, job satisfaction, and organizational tenure. PMID:25350015

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

    PubMed Central

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

    2015-01-01

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

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

    ERIC Educational Resources Information Center

    Shapira-Lishchinsky, Orly; Rosenblatt, Zehava

    2009-01-01

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

  19. 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…

  20. 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

  1. 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).…

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

    ERIC Educational Resources Information Center

    Duke, Linda

    2013-01-01

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

  3. 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. PMID:24490963

  4. 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…

  5. Self-Regulatory Teaching in Mathematics: Relations to Teachers' Motivation, Affect and Professional Commitment

    ERIC Educational Resources Information Center

    Chatzistamatiou, Mariza; Dermitzaki, Irini; Bagiatis, Vasilios

    2014-01-01

    The purpose of this study was to examine the relationships between teachers' reports on self-regulatory strategy use in mathematics instruction and individual motivational and affective factors. Two hundred and ninety-two Greek primary school teachers responded to two questionnaires assessing (a) the strategies they use themselves to plan,…

  6. 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…

  7. 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

  8. HCV Infection Enhances Th17 Commitment, Which Could Affect the Pathogenesis of Autoimmune Diseases

    PubMed Central

    Kondo, Yasuteru; Ninomiya, Masashi; Kimura, Osamu; Machida, Keigo; Funayama, Ryo; Nagashima, Takeshi; Kobayashi, Koju; Kakazu, Eiji; Kato, Takanobu; Nakayama, Keiko; Lai, Michael M. C.; Shimosegawa, Tooru

    2014-01-01

    Background Various kinds of autoimmune diseases have been reported to have a significant relationship with persistent hepatitis c virus (HCV) infection and Th17 cells. Previously, our group reported that the existence of HCV in T lymphocytes could affect the development of CD4+ helper T cells and their proliferation, in addition to the induction of immunoglobulin hyper-mutation. Methods Therefore, we analyzed the relationship between persistent infection of HCV and the mechanism of Th17 cell induction ex vivo and in vitro. Results The prevalence of autoimmune-related diseases in chronic hepatitis c patients (CH-C) was significantly higher than in other types of chronic hepatitis (hepatitis B and NASH). A significantly higher frequency of IL6 and TGF-β double-high patients was detected in CH-C than in other liver diseases. Moreover, these double-high patients had significantly higher positivity of anti-nuclear antibody, cryoglobulinemia, and lymphotropic HCV and higher amounts of IL1-β, IL21, IL23. In addition to the previously reported lymphotropic SB-HCV strain, we found a novel, genotype 1b lymphotropic HCV (Ly-HCV), by deep sequencing analysis. Lymphotropic-HCV replication could be detected in the lymphoid cells with various kinds of cytokine-conditions including IL1β, IL23, IL6 and TGF-β in vitro. Infection by HCV could significantly enhance the development of Th17 cells. The HCV protein responsible for inducing the Th17 cells was HCV-Core protein, which could enhance the STAT-3 signaling and up-regulate the expression of RORγt as a Th17 master gene. Conclusion Infection by lymphotropic HCV might enhance the Th17 development and contribute to understanding the pathogenesis of autoimmune-related diseases. PMID:24905921

  9. 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

  10. 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

  11. 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…

  12. 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…

  13. 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…

  14. A multi-phase telepsychiatry programme in Michigan: organizational factors affecting utilization and user perceptions.

    PubMed

    Whitten, Pamela; Kuwahara, Emily

    2004-01-01

    Over the last few years, telepsychiatry services in Michigan have been developed by LifeWays, a Medicaid-managed behavioural health-care organization. The project had four phases, involving the introduction of telepsychiatry services between a rural and an urban clinic, to a crisis intervention centre, to a youth detention centre and to patients' homes. The role of organizational issues in the success of the programme was examined through patient interviews, provider interviews, patient and provider pre- and post-project focus groups, and service documents. Utilization data were obtained from activity logs and patient charts. During the study, 297 clients received 578 teleconsultations. Almost 97% of the telepsychiatry visits were scheduled. Telemedicine usage varied between the four project phases. The reasons for its variation in use included provider roles, existing organizational strategic goals and resources, the inherent organizational culture and quirks, and leadership and managerial factors. The major difficulties stemmed from the providers and the organization itself. There is tremendous potential for telepsychiatry and the ways in which organizational variables can be managed to influence the success of telepsychiatry programmes deserve further study. PMID:15494082

  15. 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. PMID:24468434

  16. 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

  17. 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…

  18. Organizational and individual factors affecting consumer outcomes of care in mental health services.

    PubMed

    Morris, Anne; Bloom, Joan R; Kang, Soo

    2007-05-01

    The impact of organizational and individual factors on outcomes of care were assessed for 424 adult consumers with chronic mental illness who were receiving services from one of 14 Community Mental Health Organizations (CMHOs) in Colorado over a 30-month period, as part of a larger statewide evaluation of the impact of Medicaid capitation on mental health services. Data on organizational culture and climate were aggregated from surveys of staff and administrators conducted within CMHOs over a two-year period corresponding to the collection of consumer outcome and service utilization data. Growth curve analyses were conducted on consumer perceptions of physical and mental health, and on quality of life (QOL). Analyses indicated a significant cross-level effect of organizational culture and climate on improvements in consumer perceptions of physical and mental health, but not on a "quasi-objective" index of QOL. Individual characteristics, such as age, diagnosis, gender, and ethnicity, were significant predictors of outcomes. Being older, female, an ethnic minority, and having a diagnosis of schizophrenia all predicted poorer outcomes among consumers. These findings are discussed in terms of their implications for policy and future research. PMID:17096194

  19. 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…

  20. Commitment of Cultural Minorities in Organizations: Effects of Leadership and Pressure to Conform.

    PubMed

    Rupert, Joyce; Jehn, Karen A; van Engen, Marloes L; de Reuver, Renée S M

    2010-03-01

    PURPOSE: In this study, we investigated the commitment of cultural minorities and majorities in organizations. We examined how contextual factors, such as pressure to conform and leadership styles, affect the commitment of minority and majority members. DESIGN/METHODOLOGY/APPROACH: A field study was conducted on 107 employees in a large multinational corporation. FINDINGS: We hypothesize and found that cultural minorities felt more committed to the organization than majority members, thereby challenging the existing theoretical view that cultural minorities will feel less committed. We also found that organizational pressure to conform and effective leadership increased the commitment of minorities. IMPLICATIONS: Our findings indicate that organizational leaders and researchers should not only focus on increasing and maintaining the commitment of minority members, but should also consider how majority members react to cultural socialization and integration processes. The commitment of minority members can be further enhanced by effective leadership. ORIGINALITY/VALUE: In this study, we challenge the existing theoretical view based on similarity attraction theory and relational demography theory, that cultural minorities would feel less committed to the organization. Past research has mainly focused on minority groups, thereby ignoring the reaction of the majority to socialization processes. In this study, we show that cultural minorities can be more committed than majority members in organizations. Therefore, the perceptions of cultural majority members of socialization processes should also be considered in research on cultural diversity and acculturation. PMID:20174444

  1. [Identity and commitment in emergency teams].

    PubMed

    Lisbona Bañuelos, Ana; Morales Domínguez, J Francisco; Palací Descals, Francisco J

    2006-08-01

    This paper adopts Tajfel's social identity theory perspective and applies it to the organizational context in order to study emergency intervention teams. Specifically, it is intended to explore the kind of social identification (professional, team, or organizational) prevalent among members of these organizations. It is intended, as well, to establish a clear distinction between two related, and often confused, concepts, i.e., organizational identification and commitment, and to discover which identification is more apt to predict the organizational outcomes of organizational citizenship behaviors and satisfaction. Our total sample consisted of 151 participants (firemen of the Madrid municipality and members of the army). It was found that organizational identification, as a kind of social identification, is different from organizational commitment, and that it is not its base nor one of its components, and that organizational identification, much as professional one, helps to explain peoples' behavior in organizations. PMID:17296064

  2. Perceptions of employment relations and permanence in the organization: mediating effects of affective commitment in relations of psychological contract and intention to quit.

    PubMed

    Alcover, Carlos-María; Martínez-Iñigo, David; Chambel, Maria José

    2012-06-01

    Working conditions in call/contact centers influence employees' perceptions of their relations with the organization and their attitudes to work. Such perceptions can be analyzed through the psychological contract. The association between the relational/transactional orientation of the psychological contract and intention to quit the organization was examined, as well as the mediating role of affective commitment in employment relations. Data were collected from 973 employees in a cross-sectional survey. Analysis confirmed that there was a statistically significant relation between the orientation of the psychological contract and intention to quit, which was positive for transactionally oriented and negative for relationally oriented contracts. A mediating role for affective commitment was also confirmed, and a full mediating effect was reported for both orientations. PMID:22897088

  3. 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…

  4. 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…

  5. Goal difficulty and goal commitment affect adoption of a lower glycemic index diet in adults with type 2 diabetes

    PubMed Central

    Miller, Carla K.; Headings, Amy; Peyrot, Mark; Nagaraja, Haikady

    2013-01-01

    Objective Few studies have examined the effect of goal difficulty on behavioral change even though goal setting is widely used in diabetes education. The effect of a goal to consume either 6 or 8 servings/day of low glycemic index (LGI) foods was evaluated in this study. Methods Adults 40–65 years old with type 2 diabetes were randomly assigned to the 6 or 8 serving/day treatment group following a 5-week GI intervention. Perceived goal difficulty, commitment, satisfaction, and self-efficacy were evaluated, and four day food records assessed dietary intake. Results Both groups increased consumption of LGI foods (P < 0.001); there were no significant differences in the change in consumption between groups. Participants who were more committed to the goal perceived the goal to be less difficult (P < 0.01). Those with greater efficacy beliefs were more committed to their goal, perceived the goal to be less difficult, and were more satisfied with their performance (all P < 0.05). Conclusion A specific goal regarding LGI foods can facilitate the adoption of a lower GI diet. Future research is needed to determine if goal commitment or goal difficulty mediate the process. Practice implications Clinicians should help clients set specific goals regarding dietary change. PMID:21497479

  6. 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…

  7. 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…

  8. 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…

  9. 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

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

    PubMed Central

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

    2014-01-01

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

  11. 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.

  12. 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.

  13. 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…

  14. Work Commitment and Job Satisfaction over Three Career Stages.

    ERIC Educational Resources Information Center

    Morrow, Paula C.; McElroy, James C.

    1987-01-01

    Examined work commitment, job satisfaction, and personal characteristics under three career stage operationalizations: age, organizational tenure, and positive tenure. Results from 2200 public agency employees indicated selection of career stage operationalization influenced findings related to organizational commitment and intention to remain;…

  15. The Effect of Organizational Justice and Perceived Organizational Support on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification

    ERIC Educational Resources Information Center

    Demir, Kamile

    2015-01-01

    Problem of Study: Research on social exchange relationships does not take into account another vital component of organizational life--namely an individual's sense of belonging and identity. Organizational identification is one of the most crucial factors holding employees together and keeping them committed to the organization. Many studies…

  16. The Organizational Social Context of Mental Health Medicaid Waiver Programs with Family Support Services: Implications for Research and Practice

    PubMed Central

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

    2013-01-01

    Introduction 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. Method The Organizational Social Context (OSC) 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 are differentially associated with organizational culture and climate. Results 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. Conclusions Organizational culture and climate are not related to the employment of FSS. Both FSS’ and clinicians’ individual-level work attitudes are associated similarly with organizational culture and climate. PMID:24065458

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  18. 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.

  19. 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

  20. Effect of workplace incivility on end-of-work negative affect: examining individual and organizational moderators in a daily diary study.

    PubMed

    Zhou, Zhiqing E; Yan, Yu; Che, Xin Xuan; Meier, Laurenz L

    2015-01-01

    Although previous studies have linked workplace incivility with various negative outcomes, they mainly focused on the long-term effects of chronic exposure to workplace incivility, whereas targets' short-term reactions to incivility episodes have been largely neglected. Using a daily diary design, the current study examined effects of daily workplace incivility on end-of-work negative affect and explored potential individual and organizational moderators. Data collected from 76 full-time employees across 10 consecutive working days revealed that daily workplace incivility positively predicted end-of-work negative affect while controlling for before-work negative affect. Further, the relationship was stronger for people with low emotional stability, high hostile attribution bias, external locus of control, and people experiencing low chronic workload and more chronic organizational constraints, as compared with people with high emotional stability, low hostile attribution bias, internal locus of control, and people experiencing high chronic workload and fewer chronic organizational constraints, respectively. (PsycINFO Database Record (c) 2014 APA, all rights reserved). PMID:25347686

  1. Performance and retention of professional employees who work in teams: the effects of commitment and support.

    PubMed

    Bishop, J W

    1998-01-01

    The purpose of this study was to determine the impact of support and commitment on job performance and turnover intentions of professionals working in a team environment. As hypothesized, the results indicated that job performance was influenced positively by both professional and team commitment as well as by perceived organizational and team support. Intention to quit the organization went down as organizational support and commitment went up, and intention to leave the profession similarly was related to team support and commitment Interestingly, professional commitment had a deleterious effect on intention to quit the organization, whereas organizational support had a positive effect on professional commitment. PMID:10181487

  2. 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…

  3. 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…

  4. 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…

  5. The Management Team: A Structure or a Commitment?

    ERIC Educational Resources Information Center

    Stegall, Hugh H.

    1980-01-01

    More important than the structure, formation or organizational plan of the school district's management team are the commitments of team members, particularly the superintendent and board members, to both the spirit and purposes of team management. (Author)

  6. 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

  7. 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

  8. 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,…

  9. 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

  10. 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

  11. 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

  12. What Factors Influence a Teacher's Commitment to Student Learning?

    ERIC Educational Resources Information Center

    Dannetta, Vincent

    2002-01-01

    Study of the personal, organizational, student-related factors influencing teacher commitment to student learning. Finds, for example, that among personal factors intrinsic rewards are more important than extrinsic rewards, that among organization factors collegiality is an important influence on commitment to student learning, and that among…

  13. 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,…

  14. 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

  15. Perceptions of Partners’ Problematic Alcohol Use Affect Relationship Outcomes Beyond Partner Self-Reported Drinking: Alcohol Use in Committed Romantic Relationships

    PubMed Central

    Rodriguez, Lindsey M.; Overup, Camilla S.; Neighbors, Clayton

    2013-01-01

    Alcohol use is prevalent among college students, including those who are in committed romantic relationships. Individuals’ perceptions of their partner’s alcohol use may have significant effects on how they view both their partner and their relationship. The current study examines the effect of one’s perception of one’s romantic partner’s drinking as problematic on one’s relationship satisfaction and commitment, and whether this varies as a function of one’s partner’s drinking. Both partners in romantic heterosexual relationships (N = 78 dyads) completed an online survey assessing alcohol use and problems, relationship satisfaction and commitment, and the perception that their partner’s drinking was problematic. Analyses using Actor-Partner Interdependence Models (APIMs) revealed a partner-moderated actor interaction, such that partner self-reported drinking significantly moderated the association between the actor’s perception of their partner’s drinking as problematic and actor relationship outcomes. Results indicated that when partners drank at higher levels, perceiving their drinking as problematic did not have an effect. These individuals were less satisfied regardless of their perceptions. However, when partners drank at lower levels, perceiving their drinking as problematic was negatively associated with relationship outcomes. Furthermore, for alcohol consumption, three-way interactions with gender emerged, indicating that this effect was stronger for males. Results extend the literature on drinking in relationships and on interpersonal perception. Implications and future directions are discussed. PMID:23438240

  16. The effects of union membership on multiple work commitments among female public sector employees.

    PubMed

    Johnson, G J; Johnson, W R

    1995-03-01

    The effects of union membership on union, organizational, and dual commitment among 245 clerical employees at a midwestern state university represented by a Local of the American Federation of State, County, and Municipal Employees (AFSCME) were investigated. Based on the similarity hypothesis of the social identity theory, it was hypothesized that union membership would be positively related to union and dual commitment and negatively related to organizational commitment. The results of the regression analyses supported the similarity hypothesis, and union membership explained a significant amount of variance in union and dual commitment but not in organizational commitment. These findings are discussed in the context of applying social psychological approaches to understand attitudes toward unionization; industrial conflict; and union, organizational, and dual commitment. PMID:7760293

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

    PubMed

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

    2015-09-01

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

  18. 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…

  19. Commitment and energy conservation

    SciTech Connect

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

    1980-01-01

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

  20. 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.

  1. 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.

  2. 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

  3. 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…

  4. 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…

  5. 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…

  6. One Teacher's Identity, Emotions, and Commitment to Change: A Case Study into the Cognitive-Affective Processes of a Secondary School Teacher in the Context of Reforms

    ERIC Educational Resources Information Center

    van Veen, Klaas; Sleegers, Peter; van de Ven, Piet-Hein

    2005-01-01

    This paper presents a cognitive social-psychological theoretical framework on emotions, derived from Richard Lazarus, to understand how teachers' identity can be affected in a context of reforms. The emphasis of this approach is on the cognitive-affective processes of individual teachers, enabling us to gain a detailed understanding of what…

  7. The impact of situational constraints, role stressors, and commitment on employee altruism.

    PubMed

    Jex, Steve M; Adams, Gary A; Bachrach, Daniel G; Sorenson, Sarah

    2003-07-01

    This study investigated relations between 3 work-related stressors (role ambiguity, role conflict, and organizational constraints) and altruistic behavior in the workplace. It was predicted that each stressor would be negatively related to altruism and that these relations would be moderated by affective commitment (AC). Data from 144 incumbent-supervisor dyads revealed that all 3 stressors were weakly and negatively related to altruism. Two of these relationships were moderated by AC, although not as predicted. Organizational constraints were positively related to altruism among those reporting high levels of AC but negatively related among those reporting low levels of AC. The pattern was exactly opposite for role conflict. Implications of these findings are discussed. PMID:12872955

  8. Volunteering for charity: pride, respect, and the commitment of volunteers.

    PubMed

    Boezeman, Edwin J; Ellemers, Naomi

    2007-05-01

    This study builds upon and extends the social-identity-based model of cooperation with the organization (T. R. Tyler, 1999; T. R. Tyler & S. L. Blader, 2000) to examine commitment and cooperative intent among fundraising volunteers. In Study 1, structural equation modeling indicated that pride and respect related to the intent to remain a volunteer with an organization, and that this relation was mediated primarily by normative organizational commitment. In Study 2, structural equation modeling indicated that the perceived importance of volunteer work was related to pride, that perceived organizational support related to the experience of respect, and that pride and respect mediated the relation between perceived importance and support on the one hand and organizational commitment on the other. Overall, the results suggest that volunteer organizations may do well to implement pride and respect in their volunteer policy, for instance to address the reliability problem (J. L. Pearce, 1993). PMID:17484556

  9. Organizational Innovation: Current Research and Evolving Concepts

    ERIC Educational Resources Information Center

    Rowe, Lloyd A.; Boise, William B.

    1974-01-01

    A conceptual framework for organizational innovation can evolve from such ideas as the process of innovation, the climate(s) required, the organizational and societal space affected by an innovation, innovation radicalness, and innovation strategies such as organizational development, functional specialization, and periodicity. (Author/WM)

  10. Younger and older adolescents' thinking about commitments.

    PubMed

    Galotti, K M; Kozberg, S F; Appleman, D

    1990-12-01

    One hundred and sixty-three adolescents listed factors they consider or would consider when choosing a career and a romantic partner, and defined "commitment" in an open-ended essay. Male and female ninth graders, twelfth graders, and college juniors, from public and private schools served as subjects. Gender, grade, and type of school differences were found in the types and number of different types of factors listed for the above commitments, but not in the number of factors listed. Conceptions of the nature of commitment became more complex with grade, and differed as a function of gender and of type of school. Females listed more "internal" factors than did males for romantic commitments. Males described commitment more contractually, women more affectively. Older students focused more upon long-term and internal concerns, and defined "commitment" more in terms of cognitive processing and emotional attachment than younger students. Implications for related areas of work are discussed. PMID:2262760

  11. Effects of war exposure on Air Force personnel’s mental health, job burnout and other organizational related outcomes

    PubMed Central

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

    2011-01-01

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

  12. A theory of organizational readiness for change

    PubMed Central

    Weiner, Bryan J

    2009-01-01

    Background Change management experts have emphasized the importance of establishing organizational readiness for change and recommended various strategies for creating it. Although the advice seems reasonable, the scientific basis for it is limited. Unlike individual readiness for change, organizational readiness for change has not been subject to extensive theoretical development or empirical study. In this article, I conceptually define organizational readiness for change and develop a theory of its determinants and outcomes. I focus on the organizational level of analysis because many promising approaches to improving healthcare delivery entail collective behavior change in the form of systems redesign--that is, multiple, simultaneous changes in staffing, work flow, decision making, communication, and reward systems. Discussion Organizational readiness for change is a multi-level, multi-faceted construct. As an organization-level construct, readiness for change refers to organizational members' shared resolve to implement a change (change commitment) and shared belief in their collective capability to do so (change efficacy). Organizational readiness for change varies as a function of how much organizational members value the change and how favorably they appraise three key determinants of implementation capability: task demands, resource availability, and situational factors. When organizational readiness for change is high, organizational members are more likely to initiate change, exert greater effort, exhibit greater persistence, and display more cooperative behavior. The result is more effective implementation. Summary The theory described in this article treats organizational readiness as a shared psychological state in which organizational members feel committed to implementing an organizational change and confident in their collective abilities to do so. This way of thinking about organizational readiness is best suited for examining organizational

  13. 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…

  14. 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,…

  15. 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…

  16. 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…

  17. 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)

  18. Using Corporate Tools for Organizational Development to Affect Cultural and Structural Change in the Academy: Gallup Impact Planning at the University of Nebraska-Lincoln

    ERIC Educational Resources Information Center

    Latta, Gail F.

    2006-01-01

    External pressures have transformed academic life, shattering the roles and relationships that created a sense of community. Increasingly the challenges of fostering an engaged workforce in these institutions mirror the corporate world. Leaders at UNL have adapted Gallup's organizational development strategy to improve faculty engagement and…

  19. 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…

  20. 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.

  1. 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? PMID:12800719

  2. 28 CFR 0.1 - Organizational units.

    Code of Federal Regulations, 2012 CFR

    2012-07-01

    ... Structure of the Department of Justice § 0.1 Organizational units. The Department of Justice shall consist... Register citations affecting § 0.1, see the List of CFR Sections Affected, which appears in the Finding... 28 Judicial Administration 1 2012-07-01 2012-07-01 false Organizational units. 0.1 Section...

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

    ERIC Educational Resources Information Center

    Workman, Michael; Kahnweiler, William; Bommer, William

    2003-01-01

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

  4. 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,…

  5. Social Contagion and Multiplexity: Communication Networks as Predictors of Commitment and Role Ambiguity.

    ERIC Educational Resources Information Center

    Hartman, Rosanne L.; Johnson, J. David

    1989-01-01

    Compares two contrasting perspectives of social contagion processes (structural equivalence and cohesion) associated with the organizational outcome variables of commitment and role ambiguity in organizations. Finds that structural equivalence was more associated with role ambiguity and that commitment was more associated with cohesion. (MS)

  6. 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. PMID:24501144

  7. 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

  8. Recovery at work: the relationship between social identity and commitment among substance abuse counselors.

    PubMed

    Curtis, Sara L; Eby, Lillian T

    2010-10-01

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

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

    PubMed Central

    Curtis, Sara L.; Eby, Lillian T.

    2010-01-01

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

  10. 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.

  11. 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

  12. 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.…

  13. 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

  14. 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. PMID:15584834

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

    PubMed

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

    2006-01-01

    This study examines how perceptions of organizational culture influence organizational outcomes, specially, individual employee job satisfaction. The study was conducted in the health care industry in the United States. It examined the data on employee perceptions of job attributes, organizational culture, and job satisfaction, collected by Press Ganey Associates from 88 hospitals across the country in 2002-2003. Hierarchical linear modeling was used to test how organizational culture affects individual employee job satisfaction. Results indicated that some dimensions of organizational culture, specifically, job security and performance recognition, play a role in improving employee job satisfaction. PMID:16849991

  16. 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.

  17. 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

  18. Organizational Communication: ERIC Report.

    ERIC Educational Resources Information Center

    Boileau, Don M.

    1984-01-01

    Presents abstracts from "Resources in Education" on (1) teaching about women in organizational communication; (2) communication as part of job satisfaction; and (3) research in organizational communication. (PD)

  19. The Importance of Organizational Justice in Ensuring Research Integrity

    PubMed Central

    Martinson, Brian C.; Crain, A. Lauren; De Vries, Raymond; Anderson, Melissa S.

    2011-01-01

    The professional behavior of scientists, for good or ill, is likely associated with their perceptions of whether they are treated fairly in their work environments, including their academic department and university and by relevant regulatory bodies. These relationships may also be influenced by their own personal characteristics, such as being over-committed to their work, and by the interactions between these factors. Theory also suggests that such associations may be mediated by negative or positive affect. We examined these issues using data from a national, mail-based survey administered in 2006 and 2007 to 5,000 randomly selected faculty from biomedical and social science departments at 50 top-tier research universities in the United States. We found that perceptions of justice in one’s workplace (organizational justice) are positively associated with self-report of "ideal" behaviors and negatively associated with self-report of misbehavior and misconduct. In contrast, researchers who perceive that they are being unfairly treated are less likely to report engaging in "ideal" behaviors and more likely to report misbehavior and misconduct. Over-commitment to one’s work is also associated with negative affect and interacts with perceptions of unfair treatment in ways that are associated with higher self-report of misbehavior. Thus, perceptions of fair treatment in the work environment appear to play important roles in fostering — or undermining — research integrity. PMID:20831422

  20. Enacting Organizational Culture: Balloons in the Air

    ERIC Educational Resources Information Center

    Shapiro, Elayne

    2006-01-01

    This article presents an activity that encourages students to create and analyze an organizational culture. In this activity, students perform two rounds of "keeping balloons in the air" with a brief interlude to try and improve performance. Next, they conduct an in-depth discussion of elements of organizational culture that affect productivity.…

  1. Implementing organizational systems to measure outcome-related processes of end-stage renal disease care.

    PubMed

    Capelli, J P

    1994-08-01

    The process to implement a continuous quality improvement program for the patient with end-stage renal disease requires a basic understanding of the complex medical and often psychological circumstances that affect these patients. The organizational elements require, therefore, a recognition and integration of functions from all those involved in delivering care. This includes the medical, nursing, social work, dietary, and technical staff. In the development and establishment of the quality assessment and improvement program at Our Lady of Lourdes Medical Center, experience has identified certain basic elements to use in the organizational and functional aspects of the system to achieve a measurable level of success. The primary element in establishing such a program begins with the commitment at the highest level of the organizational structure. Selection of leadership whose responsibility is to provide education and direction of staff participants should follow. Through leadership, education, and early staff involvement, physician support is gained that provides the operational elements for a successful program. A multidisciplinary team, representative of the various aspects of care, can then develop a quality assessment and improvement plan that establishes clinical indicators used to measure various quality components. A data collection and review process is the next phase of implementation of the organizational system to measure the various types of outcome and/or processes of care. The process is one of continued education based on outcome data for all staff members involved in care. PMID:8048443

  2. 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)

  3. Influences on Researchers' Commitment.

    ERIC Educational Resources Information Center

    Bailey, Jeffrey G.

    1994-01-01

    A study in a new university investigated the relative importance of six factors (job security/promotion, availability of research resources, contribution to university mission, personal stimulation/challenge, colleague relationship, and professional recognition/development) on research commitment and productivity. Discipline, rank, and gender were…

  4. 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…

  5. Higher Education Futures: Organisational Planning and Organizational Technology Perspectives.

    ERIC Educational Resources Information Center

    Freeman, Andrew R.

    Some possible futures in higher education are explored with an emphasis on organizational planning and organizational technology perspectives. The focus is on "soft" organizational technologies rather than "hard" equipment-based technologies. Attention is directed to the way that the two perspectives could affect higher education organizational…

  6. 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.…

  7. 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

  8. 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.

  9. 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.

  10. 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.

  11. 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.

  12. 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.

  13. 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.

  14. 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…

  15. 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…

  16. 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

  17. Cross-cultural organizational behavior.

    PubMed

    Gelfand, Michele J; Erez, Miriam; Aycan, Zeynep

    2007-01-01

    This article reviews research on cross-cultural organizational behavior (OB). After a brief review of the history of cross-cultural OB, we review research on work motivation, or the factors that energize, direct, and sustain effort across cultures. We next consider the relationship between the individual and the organization, and review research on culture and organizational commitment, psychological contracts, justice, citizenship behavior, and person-environment fit. Thereafter, we consider how individuals manage their interdependence in organizations, and review research on culture and negotiation and disputing, teams, and leadership, followed by research on managing across borders and expatriation. The review shows that developmentally, cross-cultural research in OB is coming of age. Yet we also highlight critical challenges for future research, including moving beyond values to explain cultural differences, attending to levels of analysis issues, incorporating social and organizational context factors into cross-cultural research, taking indigenous perspectives seriously, and moving beyond intracultural comparisons to understand the dynamics of cross-cultural interfaces. PMID:17044797

  18. A systems paradigm of organizational adaptations to the social environment.

    PubMed

    Strand, R

    1983-01-01

    In order to define generic research questions and to develop a typology of organizational social performance concepts, a systems paradigm for organizational adaptations to social environments is advocated. The active distinction between descriptive, normative, and evaluative inquiry is emphasized. Organizational social responsibility, social responsiveness, and social responses are defined in context of the systems paradigm. In addition, a categorical model of organizational social responses that directly affect the quality of work life and the quantity of life is outlined. PMID:10260562

  19. 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…

  20. 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…

  1. 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…

  2. 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. PMID:19097709

  3. 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

  4. 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)

  5. Patterns of Organizational Conflict

    ERIC Educational Resources Information Center

    Corwin, Ronald G.

    1969-01-01

    Patterns of relationships were identified between indices of organizational conflict and several measures of each of five organizational variables. The measures were adapted from 1500 questionnaires and 600 interviews in 28 public high schools. (Author)

  6. 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…

  7. 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…

  8. 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. PMID:14516244

  9. Dimensionality of Organizational Trust

    ERIC Educational Resources Information Center

    Adams, Samuel H.; Wiswell, Albert K.

    2007-01-01

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

  10. 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)

  11. 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…

  12. Nurses as implementers of organizational culture.

    PubMed

    Wooten, Lynn Perry; Crane, Patricia

    2003-01-01

    Drawing from both theory and case-study data, the role of nurse leaders in implementing constructive organizational cultures is discussed. Constructive cultures create high-performance work environments, increasing both employee and patient satisfaction, and ultimately affecting economic performance. Nursing administrators aspiring to implement a constructive culture should emphasize people-centered values through a collective mission, strategic human resource management practices, and a patient service-oriented philosophy. Furthermore, constructive organizational cultures create successful high-performance work environments when nurses have positive colleague interactions and approach tasks in a manner that helps them experience self-actualization, while at the same time achieving organizational goals. PMID:14705557

  13. 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…

  14. 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.

  15. 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…

  16. Managing a successful organizational change.

    PubMed

    Conner, D R; Newman, J A

    1988-06-01

    To survive in today's competitive environment, hospitals must prepare themselves to effectively manage organizational changes such as downsizing or mergers. By analyzing the change process and understanding key roles, managers will be likely to ensure a smooth and successful transition. And a smooth and well-managed change will produce positive results by reducing the amount of time needed for the change to take affect, minimizing or avoiding productivity declines, keeping morale high, and encouraging confidence in hospital leadership. PMID:10287602

  17. 24 CFR 232.510 - Commitment and commitment fee.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 24 Housing and Urban Development 2 2011-04-01 2011-04-01 false Commitment and commitment fee. 232.510 Section 232.510 Housing and Urban Development Regulations Relating to Housing and Urban... HOUSING AND URBAN DEVELOPMENT MORTGAGE AND LOAN INSURANCE PROGRAMS UNDER NATIONAL HOUSING ACT AND...

  18. 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. PMID:22662411

  19. 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…

  20. 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,…

  1. 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…

  2. 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.…

  3. 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

  4. 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.

  5. 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

  6. 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. PMID:26733087

  7. 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

  8. 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.

  9. 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

  10. 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

  11. 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. PMID:22942122

  12. 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. PMID:25004709

  13. 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

  14. Conceptualizing services research on outpatient commitment.

    PubMed

    Draine, J

    1997-01-01

    Issues affecting the research of outcomes of involuntary outpatient commitment (OC) of persons with serious mental illness are explored. These issues include the reliance on hospital recidivism as a primary measure of outcome, the role of family members and coercion in the process of outpatient commitment, and the conceptualization and design of studies. A conceptual framework that attempts to incorporate responses to these issues is proposed. Continued research on OC should build on conceptual models that include family role and burden, services delivered, an accounting for varied coercive mechanisms, and client-level outcomes. Rehospitalization should be conceptualized as an intermediate variable between OC and client-level outcomes rather than as an ultimate outcome. PMID:9230572

  15. Organizational Theory, Organizational Communication, Organizational Knowledge, and Problematic Integration.

    ERIC Educational Resources Information Center

    McPhee, Robert D.; Zaug, Pamela

    2001-01-01

    Argues that three traditions of theory about organizational communication have special relevance to the ideas of problematic integration theory. Indicates the implications of theoretic currents and notes that the main implication is that problematic integration looks very different in the context of a complex communication system. (SG)

  16. Arbitrarily Long Relativistic Bit Commitment

    NASA Astrophysics Data System (ADS)

    Chakraborty, Kaushik; Chailloux, André; Leverrier, Anthony

    2015-12-01

    We consider the recent relativistic bit commitment protocol introduced by Lunghi et al. [Phys. Rev. Lett. 115, 030502 (2015)] and present a new security analysis against classical attacks. In particular, while the initial complexity of the protocol scales double exponentially with the commitment time, our analysis shows that the correct dependence is only linear. This has dramatic implications in terms of implementation: in particular, the commitment time can easily be made arbitrarily long, by only requiring both parties to communicate classically and perform efficient classical computation.

  17. 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…

  18. Managing Organizational Change.

    ERIC Educational Resources Information Center

    Watwood, Britt; And Others

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

  19. Changing Organizational Forms.

    ERIC Educational Resources Information Center

    1997

    This document contains three papers from a symposium on changing organizational forms. "Goal Integration in a Multi-divisional Organization" (Richard J. Torraco, Mary Finnegan), reports on a study that examined how goals are integrated into organizational activities once they have been identified, proposes a model of goal integration, and develops…

  20. 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.

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

    PubMed

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

    2010-05-01

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

  2. 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…

  3. 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

  4. 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.

  5. 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…

  6. Organizational climate and culture.

    PubMed

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

    2013-01-01

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

  7. 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

  8. Change In(ter)Ventions to Organizational Learning: Bravo to Leaders as Unifying Agents

    ERIC Educational Resources Information Center

    Yeo, Roland K.

    2007-01-01

    Purpose: The purpose of this research is to examine the relationship between change interventions and organizational learning. It seeks to identify the process through which team learning is developed, the factors that affect organizational learning and its influences on organizational effectiveness. Design/methodology/approach: Two groups of…

  9. 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…

  10. 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…

  11. 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.

  12. Grassroots Organizational Battles

    ERIC Educational Resources Information Center

    Silver, Michael

    1976-01-01

    The author presents these three ground rules for engaging in organizational conflict: (1) take the offensive; (2) take the cue for the second move from the opponent's defensive response; and (3) know when to execute a "strategic retreat." (HMV)

  13. 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)

  14. Evolving to organizational learning.

    PubMed

    Bechtold, B L

    2000-02-01

    To transform in stride with the business changes, organizations need to think of development as "organizational learning" rather than "training." Companies need to manage learning as a strategic competitive advantage for current and future business rather than as a perk for individuals. To position themselves for success in a dynamic business environment, companies need to reframe their concept of learning and development to a mindset of organizational learning. PMID:11184906

  15. Organizational responses to a changing aid environment: the German Agency for Technical Cooperation (GTZ).

    PubMed

    Hill, Peter S

    2002-01-01

    As a major European donor, German government development assistance faces a series of challenges. Recent political changes have raised expectations for demonstrable health outcomes as a result of German development assistance; there has been a deepened commitment to collaboration with other bilateral and multilateral donors; and partner countries are increasingly open to new approaches to development. German development assistance also reflects a new ethos of partnership and the shift to programmatic and sector based development approaches. At the same time, its particular organizational structure and administrative framework highlight the extent of structural and systems reforms required of donors by changing development relationships, and the tensions created in responding to these. This paper examines organizational changes within the German Agency for Technical Cooperation (Deutsche Gesellschaft für Technische, Zusammenarbeit) (GTZ), aimed at increasing its Regional, Sectoral, Managerial and Process competence as they affect health and related sectors. These include the decentralization of GTZ, the trend to integration of projects, the increasing focus on policy and health systems reform, increased inter-sectoral collaboration, changes in recruitment and training, new perspectives in planning and evaluation and the introduction of a quality management programme. PMID:12298144

  16. 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

  17. Parenting--Challenge and Commitment

    ERIC Educational Resources Information Center

    Luckey, Eleanore Braun

    1973-01-01

    This is a revised version of the National Council on Family Relations Presidential address delivered November 3, 1972, Portland Oregon. This address concerned the new constitution and reorganization of N.C.F.R. and a plea for reexamination of the membership's commitment to family issues. (JC)

  18. Hampshire Country School Staff Commitments.

    ERIC Educational Resources Information Center

    Hampshire Country School, Rindge, NH.

    Intended for professional personnel of the Hampshire Country School, which treats gifted children with immobilizing emotional dysfunctions, the handbook specifies staff commitments. The Code of Ethics, adapted from the National Education Association Code as supplemented by The Council for Exceptional Children, sets forth four principles:…

  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. Employee response to major organizational redesign.

    PubMed

    Ingersoll, G L; Fisher, M; Ross, B; Soja, M; Kidd, N

    2001-02-01

    A number of health care organizations are currently undergoing major organizational redesign. Despite these efforts, little is known about how these changes are affecting the employees participating in the redesign process. In response to this, a study was undertaken to determine the perceived impact of organizational redesign on nursing staff at 2 acute care hospitals that were undergoing major organizational change. Data were collected through semi-structured focus group interviews conducted on all 3 shifts (days, evenings, and nights). Findings suggest the early redesign period is highly turbulent and difficult for staff. Nurses expressed concern over changes in roles and responsibilities, disruption in work group relationships, loss of resource availability, reduction in quality of care, and alterations in physical and psychological state. PMID:11172226

  1. 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.

  2. 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…

  3. University Mid-Level Administrators: Comparisons between Men and Women on Work Experience, Commitment, and Job Satisfaction.

    ERIC Educational Resources Information Center

    Austin, Ann E.

    Male and female mid-level administrators at a large research university were compared on personal and demographic variables; perceptions of opportunities and job/organizational characteristics; job satisfaction; and degree of commitment to job, institution, and career. A total of 192 male and 38 female administrators participated. While males and…

  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. 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…

  6. Goal Orientation and Commitment to Working of MBA Women.

    ERIC Educational Resources Information Center

    Roberts, Mary L.; Ekstrom, Ruth B.

    The goal orientation and commitment to working of 89 women beginning MBA studies was examined. Approximately 75% have defined career goals. Presence or absence of goals is affected by work experience, prior graudate training, interruption of academic training, age, marital status, full versus part-time program status, and selected attitudes toward…

  7. Female Career Commitment (A Life-Span Perspective). Special Report.

    ERIC Educational Resources Information Center

    van Rooyen, J.

    A study that examined the personality and environmental factors affecting South African female career interest and career commitment at different life phases resulted in development of a model of vocational behavior. Selected for the study sample were 111 graduated white women employed by the Council for Scientific and Industrial Research. The…

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

    PubMed

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

    2001-06-01

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

  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. 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…

  11. 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…

  12. 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

  13. 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…

  14. A JARCC Toolbox Article--Development of a Multidimensional Educational Commitment Scale

    ERIC Educational Resources Information Center

    Hellman, Chan M.; Williams-Miller, Janice

    2005-01-01

    Due to diversity of students and their attendance patterns, community colleges face unique challenges in assessing and monitoring student commitment and persistence. This study presents the psychometric properties on a 13-item educational commitment scale measuring a three dimensional construct representing affective, normative and continuance…

  15. 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. PMID:22336517

  16. 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.

  17. 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

  18. Donor commitment and patient needs.

    PubMed

    Bakken, R; van Walraven, A-M; Egeland, T

    2004-01-01

    The article discusses views and recommendations of the World Marrow Donor Association concerning ethical issues related to the donation of hematopoietic stem cell products with respect to recruitment, evaluation, workup, and follow-up of unrelated donors. Particular emphasis is placed upon commitment of individual donors, in particular, with respect to the needs of patients to find HLA-matched donors, who may be asked to donate stem cell and other cell products more than once for given patients. PMID:14628078

  19. Organizational Adaptation and Higher Education.

    ERIC Educational Resources Information Center

    Cameron, Kim S.

    1984-01-01

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

  20. Spermatogenesis: The Commitment to Meiosis.

    PubMed

    Griswold, Michael D

    2016-01-01

    Mammalian spermatogenesis requires a stem cell pool, a period of amplification of cell numbers, the completion of reduction division to haploid cells (meiosis), and the morphological transformation of the haploid cells into spermatozoa (spermiogenesis). The net result of these processes is the production of massive numbers of spermatozoa over the reproductive lifetime of the animal. One study that utilized homogenization-resistant spermatids as the standard determined that human daily sperm production (dsp) was at 45 million per day per testis (60). For each human that means ∼1,000 sperm are produced per second. A key to this level of gamete production is the organization and architecture of the mammalian testes that results in continuous sperm production. The seemingly complex repetitious relationship of cells termed the "cycle of the seminiferous epithelium" is driven by the continuous commitment of undifferentiated spermatogonia to meiosis and the period of time required to form spermatozoa. This commitment termed the A to A1 transition requires the action of retinoic acid (RA) on the undifferentiated spermatogonia or prospermatogonia. In stages VII to IX of the cycle of the seminiferous epithelium, Sertoli cells and germ cells are influenced by pulses of RA. These pulses of RA move along the seminiferous tubules coincident with the spermatogenic wave, presumably undergoing constant synthesis and degradation. The RA pulse then serves as a trigger to commit undifferentiated progenitor cells to the rigidly timed pathway into meiosis and spermatid differentiation. PMID:26537427

  1. A profile of profiles: A meta-analysis of the nomological net of commitment profiles.

    PubMed

    Kabins, Adam H; Xu, Xiaohong; Bergman, Mindy E; Berry, Christopher M; Willson, Victor L

    2016-06-01

    Although the majority of empirical commitment research has adopted a variable-centered approach, the person-centered or profiles approach is gaining traction. One challenge in the commitment profiles literature is that names are attached to profiles based on the within-study comparison among profiles and their relative levels and shapes. Thus, it is possible that different studies name the same profiles differently or different profiles similarly because of the context of the other profiles in the study. A meta-analytic approach, combined with multilevel latent profile analysis (LPA) that accounts for both within- and between-sample variability, is used in this study to examine the antecedents and outcomes of commitment profiles. This helps solve the naming problem by examining multiple data sets (K = 40) with a large sample (N = 16,052), obtained by contacting commitment researchers who voluntarily supplied primary data to bring further consensus about the phenomenology of profiles. LPA results revealed 5 profiles (Low, Moderate, AC-dominant, AC/NC-dominant, and High). Meta-analytic results revealed that high levels of bases of commitment were associated with value-based profiles whereas low levels were associated with weak commitment profiles. Additionally, value-based profiles were associated with older, married, and less educated participants than the weak commitment profiles. Regarding outcomes of commitment, profiles were found to significantly relate to focal behaviors (e.g., performance, tenure, and turnover) and discretionary behaviors (e.g., organizational citizenship behaviors). Value-based profiles were found to have higher levels of both focal and discretionary behaviors for all analyses. Implications for the commitment and profile literature are discussed. (PsycINFO Database Record PMID:26949821

  2. 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.

  3. Bridging the Gap: A Career Workshop Informed by Vocational and Organizational Theory.

    ERIC Educational Resources Information Center

    Kiziah, J. Elaine

    A brief, low-cost career intervention was designed to reduce employee turnover in the customer service call center of a financial institution. Through an extensive literature review, organizational commitment (OC) was identified as a primary predictor of employee turnover, and a list of research-supported OC antecedents was compiled. Antecedents…

  4. 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

  5. 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. PMID:25162853

  6. Job, Organizational, and Professional Context Antecedents as Predictors of Intent for Interrole Work Transitions.

    ERIC Educational Resources Information Center

    Blau, Gary

    2000-01-01

    A 4-year study of 672 medical technologists identified interrole work transitions as intent to leave the organization, intent to leave the profession, and intended retirement age. Job satisfaction had a significant impact on intent to leave. Organizational context influenced intent to leave the organization and professional commitment influenced…

  7. 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…

  8. 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...

  9. 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...

  10. 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...

  11. 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...

  12. 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.…

  13. 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…

  14. 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…

  15. Organizational Effectiveness: A Comprehensive Bibliography.

    ERIC Educational Resources Information Center

    Cameron, Kim S., Comp.

    A bibliography on organizational effectiveness that contains approximately 515 references, dated primarily since 1970, is presented. The focus is the organizational level of analysis, rather than individual effectiveness or environmental (e.g., economy) performance. The literature included comes from the organizational sciences, higher education,…

  16. 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…

  17. Education and Organizational Democracy.

    ERIC Educational Resources Information Center

    Levin, Henry M.

    Because a main educational function is to prepare children for workplace roles, education's organizational forms and functions tend to correspond to those of the workplace. For instance, as the U.S. economy moved from agricultural through industrial to service bases, U.S. education moved from nonpublic schools to public schools to mass higher…

  18. 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…

  19. ORGANIZATIONAL RISK COMMUNICATION

    EPA Science Inventory

    Ris communication tools in organizations differs in several ways from many of tools and techniques developed for public meetings. The traditional view of risk communication seeks to manage the public outrage ssociated with site-based issues. Organizational risk communication seek...

  20. Organizational Management Handbook.

    ERIC Educational Resources Information Center

    Haendle, Connie

    A handbook on the organizational structure and management practices of the Literacy Volunteers of America, Inc. (LVA), is presented. An outline of LVA's structure and policies is presented as basic training for leaders before they begin the planning and operational phases. The activity of starting an affiliate is described with respect to interim…

  1. 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…

  2. A study on the relationship between commitment of club activity and vocational readiness among university students.

    PubMed

    Mizusawa, Takashi; Hochi, Yasuyuki; Mizuno, Motoki

    2012-01-01

    The purpose of this study was to clarify the relationship between commitment of club activities and the vocational readiness among juniors at university. In this study, organizational commitment questionnaire (Mowday, 1979) and vocational readiness scale (Wakabayashi, Goto, and Shinkai, 1983) were tested with 178 (120 men, 58 women) juniors at one physical education university in the metropolitan area. According to correlation analysis, the relation between commitment of club activities and the vocational readiness was positive significant correlation (r = .303, p < .01). Moreover, we executed t-test. As the combined results, this study provided the following three conclusions; 1) Vocational readiness score of students who belonged to the club were higher than that of other students. 2) Vocational readiness score of students who were committed to club activities were higher than that of students with low commitment to club activities. 3) Students who were committed to club activities tended to increase the score of vocational readiness. It was not able to be declared that there were positive influences of the club activities in university education from the viewpoint of vocational readiness acquisition. Therefore, it is necessary to consider what the club activities should be from the viewpoint of university student's career education. PMID:22317677

  3. Investment in workforce health: exploring the implications for workforce safety climate and commitment.

    PubMed

    Mearns, Kathryn; Hope, Lorraine; Ford, Michael T; Tetrick, Lois E

    2010-09-01

    The relationship between investment in employee health and non-health outcomes has received little research attention. Drawing from social exchange and climate theory, the current study uses a multilevel approach to examine the implications of worksite health investment for worksite safety and health climate and employee safety compliance and commitment to the worksite. Data were collected from 1932 personnel working on 31 offshore installations operating in UK waters. Installation medics provided corporate workforce health investment details for 20 of these installations. The findings provide support for a strong link between health investment practices and worksite safety and health climate. The results also found a relationship between health investment practices and organizational commitment among employees. These results suggest that health investment practices are associated with committed workforces and climates that reflect a priority on health and safety. PMID:20538100

  4. On Studying Organizational Cultures.

    ERIC Educational Resources Information Center

    Pettigrew, Andrew M.

    1979-01-01

    Examines the values of the concepts of symbol, language, ideology, belief, ritual, and myth in understanding the creation of new cultures and in unraveling the related processes by which entrepreneurs give energy, purpose, and commitment to the organizations they are bringing into being. (Author/IRT)

  5. 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

  6. Commit to Sit in Radiology.

    PubMed

    Pittsenbargar, Jared; Amos, Gwendolyn; Gaudet, Jo-Anne

    2015-01-01

    At Houston Methodist Hospital, Commit to Sit is a program that encourages radiology professionals to communicate with patients in a way that demonstrates compassion, respect, empathy, and competence in order to foster a trusting relationship. Using active and empathic listening, dialogue is received and understood in the way it was intended, creating a patient centric environment resulting in high quality, safe patient care with improved outcomes. The implicit understanding derived from results and outcomes confirms the fact that patients prefer the radiology staff to sit while communicating with them. This understanding allows the voice of the patient to be heard and should be a consistent practice among all staff. PMID:26485897

  7. 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

  8. 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

  9. 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

  10. The urban context: a place to eliminate health disparities and build organizational capacity.

    PubMed

    Gilbert, Keon L; Quinn, Sandra Crouse; Ford, Angela F; Thomas, Stephen B

    2011-01-01

    This study seeks to examine the process of building the capacity to address health disparities in several urban African American neighborhoods. An inter-organizational network consisting of a research university, community members, community organizations, media partners, and foundations was formed to develop a community-based intervention designed to provide health promotion and disease prevention strategies for type 2 diabetes and hypertension. In-depth qualitative interviews (n = 18) with foundation executives and project directors, civic organization leadership, community leaders, county epidemiologist, and university partners were conducted. Our study contextualizes a process to build a public health partnership using cultural, community, organizational, and societal factors necessary to address health disparities. Results showed 5 important factors to build organizational capacity: leadership, institutional commitment, trust, credibility, and inter-organizational networks. These factors reflected other important organizational and community capacity indicators such as: community context, organizational policies, practices and structures, and the establishment of new commitments and partnerships important to comprehensively address urban health disparities. Understanding these factors to address African American health disparities will provide lessons learned for health educators, researchers, practitioners, foundations, and communities interested in building and sustaining capacity efforts through the design, implementation, and maintenance of a community-based health promotion intervention. PMID:21271434

  11. 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.

  12. Addressing health disparities by building organizational capacity in the community: a case study of the Wai'anae Coast Comprehensive Health Center.

    PubMed

    Okihiro, May; Sehgal, Vija; Wilkinson, Tiana; Voloch, Kelli-Ann; Enos, Rachelle; O'Brien, Joyce

    2014-12-01

    Native Hawaiians and other residents living in economically disadvantaged communities suffer disproportionately from many health conditions, especially chronic diseases. Reversing this trend requires a comprehensive approach encompassing more than just improvement in healthcare delivery. Indeed, societal changes at multiple levels must occur, including environmental, systems, and policy change, in order to bring about sustainable improvements in community health and wellness. A key strategy to accomplish these upstream changes is an increase in the capacity of community-based organizations to provide leadership in health advocacy, support community health promotion, prioritize resource allocation, and participate in community health research. In disadvantaged communities where health disparities are the most severe, community health centers (CHC) are well positioned to take a pivotal role in these efforts. This report is a case study to describe processes taking place at Hawai'i's largest CHC to build organizational capacity and bring about upstream changes that improve community health and wellness. Ongoing processes at the CHC include (1) Institutional: commitment to address health disparities, expand the CHC research infrastructure, and develop a comprehensive worksite wellness program (2) Collaborative: development of a network of community partners committed to the common goal of improving the health and wellness of community residents, and (3) Systems and Policy: activities to strengthen the CHC's and community's ability to influence systems changes and policies that reduce health disparities. Preliminary results are encouraging although the processes and timelines involved require a long-term commitment in order to affect tangible results that can be measured. PMID:25535600

  13. Addressing Health Disparities by Building Organizational Capacity in the Community: A Case Study of the Wai‘anae Coast Comprehensive Health Center

    PubMed Central

    Sehgal, Vija; Wilkinson, Tiana; Voloch, Kelli-Ann; Enos, Rachelle; O'Brien, Joyce

    2014-01-01

    Native Hawaiians and other residents living in economically disadvantaged communities suffer disproportionately from many health conditions, especially chronic diseases. Reversing this trend requires a comprehensive approach encompassing more than just improvement in healthcare delivery. Indeed, societal changes at multiple levels must occur, including environmental, systems, and policy change, in order to bring about sustainable improvements in community health and wellness. A key strategy to accomplish these upstream changes is an increase in the capacity of community-based organizations to provide leadership in health advocacy, support community health promotion, prioritize resource allocation, and participate in community health research. In disadvantaged communities where health disparities are the most severe, community health centers (CHC) are well positioned to take a pivotal role in these efforts. This report is a case study to describe processes taking place at Hawai‘i's largest CHC to build organizational capacity and bring about upstream changes that improve community health and wellness. Ongoing processes at the CHC include (1) Institutional: commitment to address health disparities, expand the CHC research infrastructure, and develop a comprehensive worksite wellness program (2) Collaborative: development of a network of community partners committed to the common goal of improving the health and wellness of community residents, and (3) Systems and Policy: activities to strengthen the CHC's and community's ability to influence systems changes and policies that reduce health disparities. Preliminary results are encouraging although the processes and timelines involved require a long-term commitment in order to affect tangible results that can be measured. PMID:25535600

  14. Energy Organizational Planning

    SciTech Connect

    Gina C. Paradis; James Yockey; Tracey LeBeau

    2009-04-17

    As the Seneca Nation of Indians (SNI) continues to refine and finalize its Strategic Energy Plan, it became necessary to insure that a sustainable organization structure was developed through which the energy program and its initiatives could be nurtured and managed. To that end, SNI undertook a study to thoroughly evaluate the existing organizational structures and assess the requisite changes and/or additions to that framework that would complement the mission of the Strategic Plan. The goal of this study was to analyze, work with staff and leadership and recommend the most effective plan for the development of an organizational framework within which the Seneca could more effectively exercise energy sovereignty – control and manage their natural resource assets – i.e. develop its own energy resources, meet the current and projected energy needs of their community, and “sit at the table” with other regional energy providers to deal with issues on a peer-to-peer basis.

  15. Studies of the Commitment Step in the Germination of Spores of Bacillus Species ▿

    PubMed Central

    Yi, Xuan; Setlow, Peter

    2010-01-01

    Spores of Bacillus species are said to be committed when they continue through nutrient germination even when germinants are removed or their binding to spores' nutrient germinant receptors (GRs) is both reversed and inhibited. Measurement of commitment and the subsequent release of dipicolinic acid (DPA) during nutrient germination of spores of Bacillus cereus and Bacillus subtilis showed that heat activation, increased nutrient germinant concentrations, and higher average levels of GRs/spore significantly decreased the times needed for commitment, as well as lag times between commitment and DPA release. These lag times were also decreased dramatically by the action of one of the spores' two redundant cortex lytic enzymes (CLEs), CwlJ, but not by the other CLE, SleB, and CwlJ action did not affect the timing of commitment. The timing of commitment and the lag time between commitment and DPA release were also dependent on the specific GR activated to cause spore germination. For spore populations, the lag times between commitment and DPA release were increased significantly in spores that germinated late compared to those that germinated early, and individual spores that germinated late may have had lower appropriate GR levels/spore than spores that germinated early. These findings together provide new insight into the commitment step in spore germination and suggest several factors that may contribute to the large heterogeneity among the timings of various events in the germination of individual spores in spore populations. PMID:20435722

  16. 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

  17. Organizational Data Mining

    NASA Astrophysics Data System (ADS)

    Nemati, Hamid R.; Barko, Christopher D.

    Many organizations today possess substantial quantities of business information but have very little real business knowledge. A recent survey of 450 business executives reported that managerial intuition and instinct are more prevalent than hard facts in driving organizational decisions. To reverse this trend, businesses of all sizes would be well advised to adopt Organizational Data Mining (ODM). ODM is defined as leveraging Data Mining tools and technologies to enhance the decision-making process by transforming data into valuable and actionable knowledge to gain a competitive advantage. ODM has helped many organizations optimize internal resource allocations while better understanding and responding to the needs of their customers. The fundamental aspects of ODM can be categorized into Artificial Intelligence (AI), Information Technology (IT), and Organizational Theory (OT), with OT being the key distinction between ODM and Data Mining. In this chapter, we introduce ODM, explain its unique characteristics, and report on the current status of ODM research. Next we illustrate how several leading organizations have adopted ODM and are benefiting from it. Then we examine the evolution of ODM to the present day and conclude our chapter by contemplating ODM's challenging yet opportunistic future.

  18. 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

  19. The Relation between Employee Organizational and Professional Development Activities

    ERIC Educational Resources Information Center

    Blau, Gary; Andersson, Lynne; Davis, Kathleen; Daymont, Tom; Hochner, Arthur; Koziara, Karen; Portwood, Jim; Holladay, Blair

    2008-01-01

    A model is presented showing hypothesized common and parallel antecedents of employee organizational development activity (ODA) versus professional development activity (PDA). A common antecedent is expected to affect both ODA and PDA, while a parallel antecedent is expected to affect its corresponding work referent. This model was tested using a…

  20. 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