Homogeneous v. Heterogeneous: Is Tracking a Barrier to Equity?

ERIC Educational Resources Information Center

Polansky, Harvey B.

1995-01-01

Tracking has contributed considerably to the basic inequality of funding among American schools. To move to a heterogenous environment, districts must understand the concept of resource and program equity, commit to a planning process that allocates time and resources, provide ongoing inservice, downplay standardized test results, and phase-in…

Equity Is Not an Option in Public Education.

ERIC Educational Resources Information Center

Fennimore, Beatrice S.

1996-01-01

The author's experiences as an urban school parent have convinced her that democratic commitments to school equity are central to creating appropriate and fair school choice. Three issues deserve educators' attention: the mixed results of voluntary desegregation programs, political and social agendas affecting public schooling, and the continuing…

Social Design Experiments: Toward Equity by Design

ERIC Educational Resources Information Center

Gutiérrez, Kris D.; Jurow, A. Susan

2016-01-01

In this article, we advance an approach to design research that is organized around a commitment to transforming the educational and social circumstances of members of non-dominant communities as a means of promoting social equity and learning. We refer to this approach as social design experimentation. The goals of social design experiments…

76 FR 65307 - Self-Regulatory Organizations; Financial Industry Regulatory Authority, Inc.; Notice of Filing of...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-20

... Equity Security would fall into one of six tiers rather than nine tiers. Specifically, for OTC Equity... proposing changes to the minimum quotation sizes to, among other things, simplify the tier structure... quotations in this lower- priced tier should result in more substantive dollar-value commitments to the...

Balance Between Merit and Equity in Academic Hiring Decisions: Judgemental Content Analysis Applied to the Phraseology of Australian Tenure-Stream Advertisements in Comparison with Canadian Advertisements

ERIC Educational Resources Information Center

Boyle, Gregory J.; Furedy, John J.; Neumann, David L.; Westbury, H. Rae; Reiestad, Magnus

2010-01-01

The wording of university academic job advertisements can reflect a commitment to equity (affirmative action) as opposed to academic merit in hiring decisions. The method of judgemental content analysis was applied by having three judges rate 810 Australian tenure-stream advertisements on seven-point magnitude scales of equity and merit. The…

Professor Lesley Parker: a science educator writ large

NASA Astrophysics Data System (ADS)

Kahle, Jane Butler

2011-09-01

Professor Lesley Parker's career has moved from teaching and advising graduate students at Curtin University of Technology, Perth, Western Australia to leadership roles and advocacy positions in state and national governments and in international organizations. Throughout her distinguished career, she has been committed to social justice, particularly in gender equity. Indeed, that commitment infuses her professional contributions as teacher, advisor, administrator, and policy maker. In this Key Contribution, many of her colleagues describe their admiration for her as well as provide information that helps the reader place her work in a national and an international perspective. She has received many of Australia's highest honors, and she continues to contribute to her university, her state, and her nation. Her contributions form a lasting legacy in social justice, particularly in gender equity and in educational leadership.

Leading for Equity: The Pursuit of Excellence in the Montgomery County Public Schools

ERIC Educational Resources Information Center

Childress, Stacey M.; Doyle, Denis P.; Thomas, David A.

2009-01-01

"Leading for Equity" tells the compelling story of the Montgomery County (Maryland) Public Schools and its transformation--in less than a decade--into a system committed to breaking the links between race and class and academic achievement. In chapters organized around six core themes, the authors lay out the essential elements of MCPS's…

The Youth Budget: Expenditures, Equity and Efficiency. Final Policy Report.

ERIC Educational Resources Information Center

Columbia Univ., New York, NY. Conservation of Human Resources Project.

The federal government's financial commitment to children and youth since the mid-1960's is examined. Data were obtained from U.S. Bureau of Census reports and from relevant government agencies. The report focuses on trends in federal expenditures for youth, public expenditures for youth in Houston and New York City, equity in the distribution of…

Ensuring Gender Equity in Education for All: Is Cambodia on Track?

ERIC Educational Resources Information Center

Velasco, Esther

2004-01-01

Gender-equity goals in Cambodia are intimately linked with socio-economic and cultural biases that are embedded in the very system of education and in the society as a whole. There are, however, strong indicators that the vicious cycle in Cambodia's education system could be broken, and here the commitment of key stakeholders and partnership modes…

Cultivating Equity and Access: Focus on Men in Dance

ERIC Educational Resources Information Center

McGreevy-Nichols, Susan; Dooling-Cain, Shannon

2017-01-01

This year, the National Dance Education Organization (NDEO) is taking a special look at the questions of equity and access in the field of dance education. The Decade of Dance Education (2015-2025), NDEO's ten-year campaign designed to raise the profile of dance education in the arts, provides a unique opportunity to examine their commitment to…

California Association of Professors of Educational Administration: Promoting Equity and Excellence in Educational Leader Preparation

ERIC Educational Resources Information Center

Dell'Olio, Franca; Jones, Albert; Jindra, Susan; Jungwirth, Linda; Lindsey, Delores B.; Lindsey, Randall B.; Mirci, Philip; Purrington, Linda; Moore-Steward, Thelma; Thomas, Chris; Ward, Cheryl; Winkelman, Peg; Wise, Don

2014-01-01

This feature article charts the efforts of the California Association of Professors of Educational Administration (CAPEA) to move from primarily a policy-driven organization that lacked a significant number of diverse members and perspectives to a values-driven organization committed to equity and cultural competency. This is a chronicle of the…

Making Diversity "Everyone's Business": A Discourse Analysis of Institutional Responses to Student Activism for Equity and Inclusion

ERIC Educational Resources Information Center

Hoffman, Garrett D.; Mitchell, Tania D.

2016-01-01

Student activism has long been a mainstay on college campuses. Student activist efforts continue to demand administrative accountability around issues of equity and inclusion on campus. These movements demand engagement and support from administrators to honor the students' experiences and efforts as well as to respect institutional commitments to…

Carework and caring: A path to gender equitable practices among men in South Africa?

PubMed

Morrell, Robert; Jewkes, Rachel

2011-05-09

The purpose of this study was to examine the relationship between men who engage in carework and commitment to gender equity. The context of the study was that gender inequitable masculinities create vulnerability for men and women to HIV and other health concerns. Interventions are being developed to work with masculinity and to 'change men'. Researchers now face a challenge of identifying change in men, especially in domains of their lives beyond relations with women. Engagement in carework is one suggested indicator of more gender equitable practice. A qualitative approach was used. 20 men in three South African locations (Durban, Pretoria/Johannesburg, Mthatha) who were identified as engaging in carework were interviewed. The men came from different backgrounds and varied in terms of age, race and socio-economic status. A semi-structured approach was used in the interviews. Men were engaged in different forms of carework and their motivations to be involved differed. Some men did carework out of necessity. Poverty, associated with illness in the family and a lack of resources propelled some men into carework. Other men saw carework as part of a commitment to making a better world. 'Care' interpreted as a functional activity was not enough to either create or signify support for gender equity. Only when care had an emotional resonance did it relate to gender equity commitment. Engagement in carework precipitated a process of identity and value transformation in some men suggesting that support for carework still deserves to be a goal of interventions to 'change men'. Changing the gender of carework contributes to a more equitable gender division of labour and challenges gender stereotypes. Interventions that promote caring also advance gender equity.

Carework and caring: A path to gender equitable practices among men in South Africa?

PubMed Central

2011-01-01

Background The purpose of this study was to examine the relationship between men who engage in carework and commitment to gender equity. The context of the study was that gender inequitable masculinities create vulnerability for men and women to HIV and other health concerns. Interventions are being developed to work with masculinity and to 'change men'. Researchers now face a challenge of identifying change in men, especially in domains of their lives beyond relations with women. Engagement in carework is one suggested indicator of more gender equitable practice. Methods A qualitative approach was used. 20 men in three South African locations (Durban, Pretoria/Johannesburg, Mthatha) who were identified as engaging in carework were interviewed. The men came from different backgrounds and varied in terms of age, race and socio-economic status. A semi-structured approach was used in the interviews. Results Men were engaged in different forms of carework and their motivations to be involved differed. Some men did carework out of necessity. Poverty, associated with illness in the family and a lack of resources propelled some men into carework. Other men saw carework as part of a commitment to making a better world. 'Care' interpreted as a functional activity was not enough to either create or signify support for gender equity. Only when care had an emotional resonance did it relate to gender equity commitment. Conclusions Engagement in carework precipitated a process of identity and value transformation in some men suggesting that support for carework still deserves to be a goal of interventions to 'change men'. Changing the gender of carework contributes to a more equitable gender division of labour and challenges gender stereotypes. Interventions that promote caring also advance gender equity. PMID:21549020

Exploring the Role of First-Year Experiences in Enhancing Equity & Outcomes. Insights on Equity and Outcomes. Issue 14

ERIC Educational Resources Information Center

Rockey, Marci; Congleton, Randi

2016-01-01

Weak connections between students and their academic and social environment can hinder commitment and lead to departure (Deil-Amen, 2011; Karp, Hughes, & O'Gara, 2010). Given their influence on college retention and completion, higher levels of academic and social integration should be a priority. Rather than focus on why students leave, it is…

Exploring Access and Equity in Higher Education: Policy and Performance in a Comparative Perspective

ERIC Educational Resources Information Center

Clancy, Patrick; Goastellec, Gaele

2007-01-01

A comparative analysis of how access and equity are defined and how policies have evolved reveals a number of commonalities and differences between countries. The overall trend is a movement from the priority given to "inherited merit" in the admission process through a commitment to formal equality, towards the application of some modes of…

Indicators of Higher Education Equity in the United States: 45 Year Trend Report

ERIC Educational Resources Information Center

Cahalan, Margaret; Perna, Laura

2015-01-01

The U.S. has a core constitutional and founding commitment to equality of opportunity for all citizens. Whether viewed as an end in itself or a means to fostering increased national achievement and competitiveness, the 21st century United States conversation about equity reflects a national consensus about the many benefits of and necessity for…

Canada's global health role: supporting equity and global citizenship as a middle power.

PubMed

Nixon, Stephanie A; Lee, Kelley; Bhutta, Zulfiqar A; Blanchard, James; Haddad, Slim; Hoffman, Steven J; Tugwell, Peter

2018-04-28

Canada's history of nation building, combined with its status as a so-called middle power in international affairs, has been translated into an approach to global health that is focused on equity and global citizenship. Canada has often aspired to be a socially progressive force abroad, using alliance building and collective action to exert influence beyond that expected from a country with moderate financial and military resources. Conversely, when Canada has primarily used economic self-interest to define its global role, the country's perceived leadership in global health has diminished. Current Prime Minister Justin Trudeau's Liberal federal government has signalled a return to progressive values, driven by appreciation for diversity, equality, and Canada's responsibility to be a good global citizen. However, poor coordination of efforts, limited funding, and the unaddressed legacy of Canada's colonisation of Indigenous peoples weaken the potential for Canadians to make meaningful contributions to improvement of global health equity. Amid increased nationalism and uncertainty towards multilateral commitments by some major powers in the world, the Canadian federal government has a clear opportunity to convert its commitments to equity and global citizenship into stronger leadership on the global stage. Such leadership will require the translation of aspirational messages about health equity and inclusion into concrete action at home and internationally. Copyright © 2018 Elsevier Ltd. All rights reserved.

Don't Just Give. Solve. The Boston Foundation Embraces Innovation and Constant Learning in Pursuit of Educational Equity. Principles for Effective Education Grantmaking. Case Study No. 17

ERIC Educational Resources Information Center

Jenkins, Lynn

2017-01-01

The Boston Foundation--one of the nation's oldest community foundations--had always been committed to equity and even played an important role during Boston's fractious school desegregation era. But the board knew it could do more and needed to do more; the future well-being of individuals, families, communities and the city as a whole demanded…

Jane Butler Kahle: Passion, Determination, and Vision

ERIC Educational Resources Information Center

Scantlebury, Kathryn

2014-01-01

In this article, I describe how Jane Butler Kahle's intellectual curiosity, commitment to equity and her ability to use various research approaches, to establish research and networking groups comprised of scholars from diverse backgrounds, theoretical perspectives and geographic locations, to disseminate research outcomes and findings…

The Community College Story. Third Edition

ERIC Educational Resources Information Center

Vaughan, George B.

2006-01-01

This concise history of community colleges touches on major themes, including open access and equity, comprehensiveness, community-based philosophy, commitment to teaching, and lifelong learning. The third edition includes revised text as well as updated statistical information, time line, reading list, and Internet resources. In the more than a…

Did Equity of Reproductive and Maternal Health Service Coverage Increase during the MDG Era? An Analysis of Trends and Determinants across 74 Low- and Middle-Income Countries

PubMed Central

Sharma, Suneeta

2015-01-01

Introduction Despite widespread gains toward the 5th Millennium Development Goal (MDG), pro-rich inequalities in reproductive health (RH) and maternal health (MH) are pervasive throughout the world. As countries enter the post-MDG era and strive toward UHC, it will be important to monitor the extent to which countries are achieving equity of RH and MH service coverage. This study explores how equity of service coverage differs across countries, and explores what policy factors are associated with a country’s progress, or lack thereof, toward more equitable RH and MH service coverage. Methods We used RH and MH service coverage data from Demographic and Health Surveys (DHS) for 74 countries to examine trends in equity between countries and over time from 1990 to 2014. We examined trends in both relative and absolute equity, and measured relative equity using a concentration index of coverage data grouped by wealth quintile. Through multivariate analysis we examined the relative importance of policy factors, such as political commitment to health, governance, and the level of prepayment, in determining countries’ progress toward greater equity in RH and MH service coverage. Results Relative equity for the coverage of RH and MH services has continually increased across all countries over the past quarter century; however, inequities in coverage persist, in some countries more than others. Multivariate analysis shows that higher education and greater political commitment (measured as the share of government spending allocated to health) were significantly associated with higher equity of service coverage. Neither country income, i.e., GDP per capita, nor better governance were significantly associated with equity. Conclusion Equity in RH and MH service coverage has improved but varies considerably across countries and over time. Even among the subset of countries that are close to achieving the MDGs, progress made on equity varies considerably across countries. Enduring disparities in access and outcomes underpin mounting support for targeted reforms within the broader context of universal health coverage (UHC). PMID:26331846

Commitment to Racial Equity

ERIC Educational Resources Information Center

Christopher, Gail C.

2013-01-01

This article describes the "Healing America" initiative of the W. K. Kellogg Foundation, whose mission is to enable vulnerable children, families, and communities to eliminate the destructive system of racism. The W .K. Kellogg Foundation launched this initiative in the late 80s through the early 90s to increase adoption rates and help…

Inclusive Education Reform: Implications for Teacher Aides

ERIC Educational Resources Information Center

Bourke, Patricia; Carrington, Suzanne

2007-01-01

In Queensland, inclusive education reform is on the political agenda, following the report of the Ministerial Taskforce on Inclusive Education (students with disabilities) in 2004. The Government's responses to the initiatives outlined in the taskforce report emphasise a commitment to social justice and equity so that all students can be included…

Affirmative Action Plan. Access, Equity, Opportunity. Fifth Edition.

ERIC Educational Resources Information Center

New York State Education Dept., Albany.

The Affirmative Action Plan of the New York State Education Department is described in this document. First, a policy statement is provided by the New York State Education Department, committing the Department to the development of: (1) programmatic approaches to the elimination of all unjust exclusionary employment practices, policies, and…

Education & Justice: A View from the Back of the Bus.

ERIC Educational Resources Information Center

Gordon, Edmund W.

This collection of essays reflects a lifetime commitment to education and democracy, bringing together views on race, justice, and equity for all students. The essays are: (1) "Educating the Poor in the United States"; (2) "Human Social Divisions and Human Intelligence: Putting Them in Their Place"; (3) "Cultural…

Equity and Empowerment in PDS Work: A Review of Literature (1999 to 2006)

ERIC Educational Resources Information Center

Breault, Rick A.; Lack, Brian

2009-01-01

In this paper we examine the degree to which recent research and writing about professional development school activity indicates progress toward fulfilling the professional development school model's commitment to providing equitable educational opportunities and outcomes, especially from a critical pedagogy perspective. Our review of 95 papers…

Stories of Social Justice from Superintendents of Color: Intersections of Resistance

ERIC Educational Resources Information Center

Rosilez, Anthony John

2011-01-01

Current literature on public school superintendents of color emphasize how these leaders leverage personal characteristics of resiliency, networking, and a commitment to equity to overcome obstacles to entry and retention in the superintendency. However, this literature fails to address with detail the nature of the resistance these administrators…

Towards Useful and Dangerous Theories

ERIC Educational Resources Information Center

Sikes, Pat

2006-01-01

Like Norman Denzin and Yvonna Lincoln, and many others, the author "wants a social science that is committed up front to issues of social justice, equity, non-violence, peace, and universal human rights" (Denzin & Lincoln, 2005). Educational research, as she and the three authors whose papers make up this symposium of…

International Human Rights, Citizenship Education, and Critical Realism

ERIC Educational Resources Information Center

Alderson, Priscilla

2016-01-01

Citizenship education invokes dilemmas even for the most committed teachers and students, researchers, and innovators. How can citizenship education advance equity and equal rights within highly unequal schools and societies? How can it support young people to feel they have the competence, confidence, and right to vote and to challenge injustice?…

Ensuring High-Quality Learning for All

ERIC Educational Resources Information Center

Núñez, Elsa M.

2018-01-01

The Association of American Colleges and Universities (AAC&U) has embarked on a sustained program to enhance the quality of student learning on campuses, while also supporting AAC&U members' efforts to bring liberal education to all sectors of society. This commitment to quality and equity in service to democracy forms the basis for…

24 CFR 941.610 - Evidentiary materials and other documents.

Code of Federal Regulations, 2010 CFR

2010-04-01

... record, that will assure to HUD's satisfaction that the public housing units will be available for use by...) for use in carrying out the proposal, and that such commitment is in the amount required under the... HUD (together with all financing documents) to ensure that they do not provide equity investors...

Imagining STEM Higher Education Futures: Advancing Human Well-Being

ERIC Educational Resources Information Center

Walker, Melanie

2015-01-01

The paper explores a conceptual approach to the question of what it means to provide a university education that addresses equity, and encourages the formation of STEM graduates oriented to public-good values and with commitments to making professional contributions to society which will advance human well-being. It considers and rejects…

Out of Isolation: Superintendents Band Together to Improve Instruction and Equity in Their Districts

ERIC Educational Resources Information Center

Hatch, Thomas; Roegman, Rachel

2012-01-01

Administrative demands, crisis management, and political challenges often strand superintendents miles away from the day-to-day work of teachers and students in the classroom. Even when superintendents strive to focus their work on the instructional core--the interactions among student, teacher, and content--those same commitments and crises…

Considering Transgender People in Education: A Gender-Complex Approach

ERIC Educational Resources Information Center

Rands, Kathleen E.

2009-01-01

Schools serve as a setting in which students come to understand gender, but transgender students (those who transgress societal gender norms) are largely left out of discussions of education. The high level of harassment that transgender students face poses sizable obstacles to school success. If the field of education is committed to equity and…

Collaborating for Equity: A Scan of the Los Angeles Educational Ecosystem. Summary

ERIC Educational Resources Information Center

Potochnik, Tracie; Romans, Angela N.

2016-01-01

Los Angeles has an educational ecosystem that is rich with partners committed to providing equitable access to learning opportunities for students. Throughout the 2014-2015 school year, the "Annenberg Institute for School Reform at Brown University" (AISR) spent time meeting with a range of partners, including the Los Angeles Unified…

Collaborating for Equity: A Scan of the Los Angeles Educational Ecosystem. Full Report

ERIC Educational Resources Information Center

Potochnik, Tracie; Romans, Angela N.

2015-01-01

Los Angeles has an educational ecosystem that is rich with partners committed to providing equitable access to learning opportunities for students. Throughout the 2014-2015 school year, the "Annenberg Institute for School Reform at Brown University" (AISR) spent time meeting with a range of partners, including the Los Angeles Unified…

City leadership for health and well-being: back to the future.

PubMed

Tsouros, Agis

2013-10-01

The new European Health Policy Framework and Strategy: Health 2020 of the World Health Organization, draws upon the experience and insights of five phases, spanning 25 years, of the WHO European Healthy Cities Network (WHO-EHCN). Applying the 2020 health lens to Healthy Cities, equity in health and human-centered sustainable development are core values and cities have a profound influence on the wider determinants of health in the European population. "Making it Happen" relies on four action elements applied and tested by municipalities and their formal and informal partners: political commitment, vision and strategy, institutional change, and networking. In turn, the renewed commitment by member states of the WHO Regional Committee to work with all spheres and tiers of government is a new dawn for city governance, encouraging cities to redouble their investment in health and health equity in all policies, even in a period of austerity. For phase VI, the WHO-EHCN is being positioned as a strategic vehicle for implementing Health 2020 at the local level. Healthy Cities' leadership is more relevant than ever.

Reform with Reinvestment: Values and Tensions in Gentrifying Urban Schools

ERIC Educational Resources Information Center

Siegel-Hawley, Genevieve; Thachik, Stefani; Bridges, Kimberly

2017-01-01

As cities across the country experience an influx of White and middle- to upper-class residents, new opportunities for the integration of urban schools emerge. Yet crucial challenges persist even when equity and inclusion are a focus for new stakeholders. This article explores the story of a largely White group of parents committed to investing in…

School Improvement: New Mexico's Recipe

ERIC Educational Resources Information Center

Skandera, Hanna

2018-01-01

As anyone would readily agree, no child should be trapped in a persistently failing school. When the author was appointed New Mexico's secretary of education in 2011, she committed to never settle for failure and never stop pursuing equity and opportunity for all students. Many of New Mexico's students live in poverty or are students of color and…

Transformative Adult Learning Strategies: Assessing the Impact on Pre-Service Administrators' Beliefs

ERIC Educational Resources Information Center

Brown, Kathleen M.

2005-01-01

The purpose of this article is to explore the effects of an alternative, transformative andragogy, i.e., the art and science of helping others to learn, designed to be responsive to the challenges of preparing educational leaders committed to social justice and equity. Three aspects of Mezirow's (1990) Transformative Learning Theory, which in…

Gender Representations in U.S. Ed.D. Dissertations: A Feminist Content Analysis

ERIC Educational Resources Information Center

Nelli, Debora Kay

2014-01-01

Educational access, achievement and opportunity for students and educators in U.S. educational institutions is influenced and often limited by gender. Although the U.S. Glass Ceiling Commission reports that the gender equity values, beliefs and commitments of institutional leaders are a key factor in reducing institutional gender inequities (U.S.…

Teacher Voice in Global Conversations around Education Access, Equity, and Quality

ERIC Educational Resources Information Center

Gozali, Charlina; Claassen Thrush, Elizabeth; Soto-Peña, Michelle; Whang, Christine; Luschei, Thomas F.

2017-01-01

Despite public commitments internationally and nationally to include the voices of all stakeholders, the voices of teachers have continued to be marginalized in the literature and in policy-making related to global educational development. The purpose of the current study is to examine the process of invoking teacher voice using a sample of…

Teaching about Love and Practicing Feminist Pedagogy in a College Classroom

ERIC Educational Resources Information Center

Mei-Hui, You

2014-01-01

Being a feminist teacher, working on gender equity education, including teaching, reading, writing, and doing research on this topic, has become a commitment for me. I have frequently reflected my teaching practices and occasionally found new teaching strategies in the classroom. I always try to bring new topics or issues into the classroom in…

Equity and Inclusion: An Action Agenda for Youth Development Professionals

ERIC Educational Resources Information Center

Curry, Jennifer Siaca

2017-01-01

After the push of No Child Left Behind to focus on academic preparation, the field has moved to yet another phase: an expanding commitment to social and emotional learning. Fortunately, this out-of-school time (OST) trend is paralleled in formal education. The Every Student Succeeds Act of 2015, for example, uses a broad definition of student…

Breaking into Public Policy Circles for the Benefit of Underserved Communities

ERIC Educational Resources Information Center

Flores, Stella M.

2017-01-01

Stella M. Flores writes about how she learned to participate in the American political process through lessons from her immigrant family. As a quantitative scholar, she documents the commitment to rigorous, evidence-based research on equity noting that not all datasets are without politics or bias. From this perspective, the story of the Latino in…

Institutional Statements of Commitment and Widening Participation Policy in Australia

ERIC Educational Resources Information Center

Chapman, Amy; Mangion, Antoine; Buchanan, Rachel

2015-01-01

This article describes ways in which the equity agenda, as outlined in the Bradley Review of Higher Education (Bradley et al., 2008), is translated into action in one Australian university. Drawing on the conceptual work of Ahmed (2012) to elaborate institutional life, we investigate the effects of the widening participation policy. Ahmed (2012)…

English-Medium Instruction in an English-French Bilingual Setting: Issues of Quality and Equity in Cameroon

ERIC Educational Resources Information Center

Kuchah, Kuchah

2016-01-01

Despite its multilingual nature Cameroon's educational system provides for full immersion into either French-medium or English-medium education from the first year schooling. Following political tensions in the early 1990s the country decided to reaffirm its commitment to promote bilingualism in the educational system with the outcome being the…

Committing to Breastfeeding in Social Work.

PubMed

Hurst, Carol Grace; Reno, Rebecca; Lefmann, Tess

2018-04-27

This article addresses the importance of breastfeeding for the social work profession. Because breastfeeding is a critical component of maternal and child health, persistent racial and socioeconomic breastfeeding inequality is a social justice issue in need of social work commitment. Even while breastfeeding rates have been increasing in the United States there are some groups of mothers who initiate breastfeeding less frequently or have trouble with sustaining breastfeeding for recommended lengths. These mothers and their babies thus miss out on the ample benefits of this nurturing interaction. Using social work's unique disciplinary perspective and commitment to social justice, the authors place essential understanding of breastfeeding health benefits within the core values of the National Association of Social Work ethical code. The practice context for early breastfeeding intervention with mothers and families is discussed with acknowledgment of the maternal-child health focus at the root of the profession. Recognition of the potential of contemporary social work to advance breastfeeding equity through practice, scholarship, and action positions breastfeeding support activities as integral to meeting the grand challenges of the social work profession.

Between Hosts and Guests: Conditional Hospitality and Citizenship in an American Suburban School

ERIC Educational Resources Information Center

Shirazi, Roozbeh

2018-01-01

This article utilizes the idea of hospitality to explore how educative practices contribute to the making of citizens at Light Falls High School (LHS), a suburban American secondary school that professes a strong commitment to racial equity and global awareness. The data are derived from an ethnographic case study which took place in 2013-2014. I…

78 FR 72965 - Self-Regulatory Organizations; NYSE MKT LLC; Notice of Filing of Proposed Rule Change Amending...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-12-04

... that MPL Orders may interact with Capital Commitment Schedule (``CCS'') interest; (3) NYSE MKT Rule 70... may interact with CCS interest; (3) NYSE MKT Rule 70.25--Equities to permit d-Quotes to be designated... specifically noted otherwise. DMM interest entered via the CCS pursuant to Rule 1000 would not be permitted to...

Social Justice Leadership: Advocating Equity, Access and Opportunity for Black Students Attending Urban High-Poverty Elementary Schools

ERIC Educational Resources Information Center

Pounders, Cherise

2017-01-01

The purpose of this qualitative phenomenological study was to explore and describe the lived experiences and perspectives of 4 elementary school principals and 4 instructional leaders committed to social justice practices who have improved and sustained grade level performance in reading with Black students for the duration of 3 consecutive years.…

Revitalizing the Field of Educational Foundations and PK-20 Educators' Commitment to Social Justice and Issues of Equity in an Age of Neoliberalism

ERIC Educational Resources Information Center

Hartlep, Nicholas D.; Porfilio, Bradley J.

2015-01-01

In this article, we situate the imminent extinction of educational foundations within larger macro contexts, including the corporate control of knowledge production, the marginalization of critical academics who challenge the social, economic, and political status quos, and the global (United States in particular) economic recession. We also…

Gender Studies Course at UG/PG Levels and Gender Awareness Training to Teachers

ERIC Educational Resources Information Center

Kuruvilla, Moly

2014-01-01

While the UGC is committed to the cause of promoting gender equity through higher education and is in the process of reviewing the existing arrangements in the campuses of higher learning to ensure the freedom, safety and security of girls and women, the proactive role of teachers in solving the problems of gender based violence and other…

Third Annual "Brown" Lecture in Education Research--The Flat Earth and Education: How America's Commitment to Equity Will Determine Our Future

ERIC Educational Resources Information Center

Darling-Hammond, Linda

2007-01-01

In the knowledge-based economy that characterizes the 21st century, most previously industrialized countries are making massive investments in education. The United States ranks poorly on many leading indicators, however, primarily because of the great inequality in educational inputs and outcomes between White students and non-Asian…

Best Practices in the Reporting of Participatory Action Research: Embracing Both the Forest and the Trees

ERIC Educational Resources Information Center

Smith, Laura; Rosenzweig, Lisa; Schmidt, Marjorie

2010-01-01

Participatory action research (PAR) represents an approach that is deeply consonant with counseling psychology's commitments to social equity and action. However, counseling psychologists who would like to study this literature, or who would like to write about a project of their own, may discover that the reporting of PAR is not straightforward:…

Middle Start Schools Striving for Excellence: Steadily Improving High-Poverty Schools in the Mid South Delta

ERIC Educational Resources Information Center

Rose, Lea Williams

2006-01-01

As part of a national Middle Start initiative led by the Academy for Educational Development (AED), Mid South Middle Start is committed to working with high-poverty schools in the Mid South Delta region to build their capacity to foster students' academic excellence, support the development of young adolescents, and achieve social equity in…

What's Love Got to Do with It? Equality, Equity, Commitment and Women's Marital Quality

ERIC Educational Resources Information Center

Wilcox, W. Bradford; Nock, Steven L.

2006-01-01

The companionate theory of marriage suggests that egalitarianism in practice and belief leads to higher marital quality for wives and higher levels of positive emotion work on the part of husbands. Our analysis of women's marital quality and men's marital emotion work provides little evidence in support of this theory. Rather, in examining women's…

Physical Access to Schooling in South Africa: Mapping Dropout, Repetition and Age-Grade Progression in Two Districts

ERIC Educational Resources Information Center

Motala, Shireen; Dieltiens, Veerle; Sayed, Yusuf

2009-01-01

The Education for All and Millennium Development Goals commit national governments, international agencies and civil society to ensure that all children are provided with basic education. In South Africa this would mean full attendance in Grades (1-9). The achievement of universal primary education and gender equity across low-income countries are…

Teacher Work Motivation in the Era of Extrinsic Incentives: Performance Goals and Pro-Social Commitments in the Service of Equity

ERIC Educational Resources Information Center

Mintrop, Rick; Ordenes, Miguel

2017-01-01

Mindful of the withering of high-stakes accountability and disappointing data from pay for performance evaluations in the US, we ask why management by extrinsic incentives and organizational goal setting may have been far less powerful than designers of accountability and extrinsic incentive systems had expected. We explore how…

24 CFR Appendix A to Part 570 - Guidelines and Objectives for Evaluating Project Costs and Financial Requirements

Code of Federal Regulations, 2010 CFR

2010-04-01

... breakdown of all project costs and that each cost element making up the project be reviewed for... either a firm commitment of its funds or a decision not to participate in the project; and B. Equity... his/her motivation remains high to pursue the business with vigor. The amount, type and terms of the...

A Quest for Equity? Measuring the Effect of QuestBridge on Economic Diversity at Selective Institutions

ERIC Educational Resources Information Center

Furquim, Fernando; Glasener, Kristen M.

2017-01-01

In response to growing income stratification in higher education, President Obama convened a White House Summit in 2014 where over 100 selective institutions committed to increasing the number of low-income students on their campus. One way colleges proposed to do so is through partnerships with college access organizations like QuestBridge, a…

The Priority of Intersectionality in Academic Medicine.

PubMed

Eckstrand, Kristen L; Eliason, Jennifer; St Cloud, Tiffani; Potter, Jennifer

2016-07-01

Recent societal events highlight inequities experienced by underrepresented and marginalized communities. These inequities are the impetus for ongoing efforts in academic medicine to create inclusive educational and patient care environments for diverse stakeholders. Frequently, approaches focus on singular populations or broad macroscopic concepts and do not always elucidate the complexities that arise at the intersection between multiple identities and life experiences. Intersectionality acknowledges multidimensional aspects of identity inclusive of historical, structural, and cultural factors. Understanding how multiple identity experiences impact different individuals, from patients to trainees to providers, is critical for improving health care education and delivery. Building on existing work within academic medicine, this Commentary outlines six key recommendations to advance intersectionality in academic medicine: embrace personal and collective loci of responsibility; examine and rectify unbalanced power dynamics; celebrate visibility and intersectional innovation; engage all stakeholders in the process of change; select and analyze meaningful metrics; and sustain the commitment to achieving health equity over time. Members of the academic medical community committed to advancing health equity can use these recommendations to promote and maintain meaningful changes that recognize and respond to the multidimensional voices and expressed needs of all individuals engaged in providing and receiving health care.

Equitable science education in urban middle schools: Do reform efforts make a difference?

NASA Astrophysics Data System (ADS)

Hewson, Peter W.; Butler Kahle, Jane; Scantlebury, Kathryn; Davies, Darleen

2001-12-01

A central commitment of current reforms in science education is that all students, regardless of culture, gender, race, and/ or socioeconomic status, are capable of understanding and doing science. The study Bridging the Gap: Equity in Systemic Reform assessed equity in systemic reform using a nested research design that drew on both qualitative and quantitative methodologies. As part of the study, case studies were conducted in two urban middle schools in large Ohio cities. The purpose of the case studies was to identify factors affecting equity in urban science education reform. Data were analyzed using Kahle's (1998) equity metric. That model allowed us to assess progress toward equity using a range of research-based indicators grouped into three categories critical for equitable education: access to, retention in, and achievement in quality science education. In addition, a fourth category was defined for systemic indicators of equity. Analyses indicated that the culture and climate of the case study schools differentially affected their progress toward equitable reform in science education.

Promoting Institutional Change Through Bias Literacy

PubMed Central

Carnes, Molly; Devine, Patricia G.; Isaac, Carol; Manwell, Linda Baier; Ford, Cecelia E.; Byars-Winston, Angela; Fine, Eve; Sheridan, Jennifer Thurik

2012-01-01

The National Science Foundation and others conclude that institutional transformation is required to ensure equal opportunities for the participation and advancement of men and women in academic science, technology, engineering, mathematics, and medicine (STEMM). Such transformation requires changing the habitual attitudes and behaviors of faculty. Approaching implicit bias as a remediable habit, we present the theoretical basis and conceptual model underpinning an educational intervention to promote bias literacy among university faculty as a step toward institutional transformation regarding gender equity. We describe the development and implementation of a Bias Literacy Workshop in detail so others can replicate or adapt it to their setting. Of the 220 (167 faculty and 53 nonfaculty) attendees from the initial 17 departments/divisions offered this workshop, all 180 who completed a written evaluation found the workshop at least “somewhat useful” and 74% found it “very useful.” Over 68% indicated increased knowledge of the workshop material. Of the 186 participants who wrote a commitment to engage in new activities to promote gender equity, 87% incorporated specific workshop content. Twenty-four participants were interviewed 4–6 months after attending the workshop; 75% of these not only demonstrated increased bias awareness, but described plans to change—or had actually changed—behaviors because of the workshop. Based on our sample of faculty from a Midwestern university, we conclude that at least one third of STEMM faculty who are invited will attend a 2.5-hr Bias Literacy Workshop, that nearly all will find it useful, and that most will complete a written commitment to promoting gender equity. These findings suggest that this educational intervention may effectively promote institutional change regarding gender equity. PMID:22822416

Surveillance for equity in maternal care in Zimbabwe.

PubMed

Taylor, C; Sanders, D; Bassett, M; Goings, S

1993-01-01

The great hope and promise of post-independence efforts to promote equitable health care in Zimbabwe started with three years of dramatic improvement. Commitment to correcting inequities which were as discriminatory as any country in the world produced rapid extension of health centre infrastructure and the improvement of district hospitals. The major constraint was the entrenched pattern of sophisticated, high-technology health care left by colonial administrators which continued to monopolize resources. In spite of the excellent beginning, development of services for the poor was thwarted by recession, prolonged drought and external military destabilization. The cutbacks in funding for health care have been particularly severe as a result of economic adjustment policies imposed by IMF. Political pressure moved the health system toward private entrepreneurship returning to earlier patterns of discrimination in favour of whites and urban residents. Efforts to promote high-risk monitoring have had little impact among the poor and those living in remote areas. Equity has become symbolic rather than real. The government of Zimbabwe maintains a continuing commitment to the original goals of equity through primary health care. International agencies also would like to find a way to help reallocate services. There seems to be recognition that little will be accomplished in improving health conditions unless services are provided to those in greatest need. Disparities in maternal care are especially severe and can be improved only by building infrastructure to provide antenatal and perinatal services.(ABSTRACT TRUNCATED AT 250 WORDS)

Equity Starts Early: How Chiefs Will Build High-Quality Early Education. A Policy Statement of the Council of Chief State School Officers

ERIC Educational Resources Information Center

Stark, Deborah Roderick

2016-01-01

With the achievement gap beginning to manifest in children as young as nine months, and 90 percent of brain development occurring during the first five years of life, chiefs are committed to expanding and upgrading early childhood programs and strengthening early elementary teaching and learning to provide equal educational opportunities for every…

What Makes an Inclusive Teacher? Can Fish Climb Trees? Mapping the European Agency Profile of Inclusive Teachers to the English System

ERIC Educational Resources Information Center

Cornwall, John

2013-01-01

This article examines whether or not teachers working in an inherently exclusive education system can in fact be "inclusive teachers". The author draws on work done over the past three years in a pan-European Teacher Education project highly committed to notions of social and educational cohesion and equity, and challenges both fixed and…

Building a regional health agenda: A rights-based approach to health in South America.

PubMed

Herrero, María Belén; Loza, Jorgelina

2017-04-03

Attention to health policies in Southern regional organisations reveals a new 'social turn' in the regional political economy of international cooperation. The aims of this paper are twofold. First, it aims to establish the extent to which the Union of South American Nations (UNASUR) has adopted and sustained policy interventions committed to addressing social inequities and asymmetries in relation to health, as indicated by regional policy agendas, policy development processes and resourcing. Second, it seeks to understand how UNASUR is mobilising national and regional actors in support of such policies. Our analysis of documentary sources and interviews leads us to draw the following conclusions. First, we argue that the UNASUR regional framework has a committed social equity/rights focus in relation to access to health care and medicines, with a clear focus on reducing asymmetries between countries. Second, although UNASUR does not enforce national commitments on health and medicines, it nonetheless plays a role in expanding domestic policy horizons and policy capacities. In this respect, we find that UNASUR interventions lead to initiatives and actions aimed at implementing reforms, setting targets and defining goals nationally. Third, in global arena, UNASUR enhances the visibility and 'voices' of the member states.

[Health equity in the world's most unequal region: a challenge for public policy in Latin America].

PubMed

Frenz, Patricia; Titelman, Daniel

2013-01-01

Re-democratization has transformed the social agenda and the role of the state in Latin America with a growing commitment to health equity and social justice, yet these aspirations are strained by the region´s profound socioeconomic inequalities. Efforts to provide universal coverage to the right to health have led to the development of a variety of public policies, whose scope depends on how the concepts of health and equity are understood. In general, policy action has centered on health system reforms and only recently on integrated intersectorial action to address wider social determinants of health, particularly structural determinants. Furthermore, if the goal is health equity the predominant minimum standards approach cannot be the final answer, but only a step on the road to equality. Finally, realizing universal coverage of the right to health through public policy requires the strengthening of governmental institutional capacities with an intersectorial and participatory lens.

Economic Status of Women in the Labor Market and Prospects for Pay Equity Over the Life Cycle.

ERIC Educational Resources Information Center

Figart, Deborah M.

Social and economic forces in the post-war era have lead to an increased commitment by women of all ages to the labor force. In contrast, the labor force participation rate for men has declined. With women's continued predominance in the service sector and jobs lost in the traditionally male manufacturing sector of the U.S. economy, men and women…

Junior Army Officer Retention Intentions: A Path Analytic Model

DTIC Science & Technology

1991-07-01

theoretically useful only if they explain behavior that cannot be predicted within traditional expectancy and equity based motivational models. Scholl (1981), in...argue that long-tenured employees need to justify their behavioral commitment to the organization. They do this by developing more positive attitudes...good" to "very poor" scale to rate opportunities for intrinsic work satisfaction (learn/ develop skills, do interesting work, exercise initiative) in

Iraq: Reconstruction Assistance

DTIC Science & Technology

2007-11-15

Development Group needs assessment of 14 sectors of the Iraqi government and economy — $36 billion — CRS-2 3 For the full text of the report online , see...including support for mortgage lending markets and establishment of private equity funds. The most successful example, the Polish Fund, made many...Department, 2207 Report to Congress, October 2007, Appendix II. statements of support, but no firm commitment, for varying levels of relief. By September 2004

Making a commitment to ethics in global health research partnerships: a practical tool to support ethical practice.

PubMed

Murphy, Jill; Hatfield, Jennifer; Afsana, Kaosar; Neufeld, Vic

2015-03-01

Global health research partnerships have many benefits, including the development of research capacity and improving the production and use of evidence to improve global health equity. These partnerships also include many challenges, with power and resource differences often leading to inequitable and unethical partnership dynamics. Responding to these challenges and to important gaps in partnership scholarship, the Canadian Coalition for Global Health Research (CCGHR) conducted a three-year, multi-regional consultation to capture the research partnership experiences of stakeholders in South Asia, Latin America, and sub-Saharan Africa. The consultation participants described persistent inequities in the conduct of global health research partnerships and called for a mechanism through which to improve accountability for ethical conduct within partnerships. They also called for a commitment by the global health research community to research partnership ethics. The Partnership Assessment Toolkit (PAT) is a practical tool that enables partners to openly discuss the ethics of their partnership and to put in place structures that create ethical accountability. Clear mechanisms such as the PAT are essential to guide ethical conduct to ensure that global health research partnerships are beneficial to all collaborators, that they reflect the values of the global health endeavor more broadly, and that they ultimately lead to improvements in health outcomes and health equity.

Undermining patient and public engagement and limiting its impact: the consequences of the Health and Social Care Act 2012 on collective patient and public involvement.

PubMed

Tritter, Jonathan Q; Koivusalo, Meri

2013-06-01

Patient and public involvement has been at the heart of UK health policy for more than two decades. This commitment to putting patients at the heart of the British National Health Service (NHS) has become a central principle helping to ensure equity, patient safety and effectiveness in the health system. The recent Health and Social Care Act 2012 is the most significant reform of the NHS since its foundation in 1948. More radically, this legislation undermines the principle of patient and public involvement, public accountability and returns the power for prioritisation of health services to an unaccountable medical elite. This legislation marks a sea-change in the approach to patient and public involvement in the UK and signals a shift in the commitment of the UK government to patient-centred care. © 2013 John Wiley & Sons Ltd.

How Canada can help global adolescent health mature.

PubMed

Vandermorris, Ashley; Bhutta, Zulfiqar A

2017-08-10

There is an emerging focus on adolescent health within the global health community as we come to recognize that the adolescent years are formative in determining health and health-related behaviours across the life-course. Such attention is not only relevant on the global scale but is imperative in Canada as well. This commentary provides a brief review of recent investments targeting global adolescent health and presents five potential avenues for action which emerged out of the recent Canadian Partnership for Women and Children's Health (CanWaCH) Global Adolescent Health conference. These avenues are: (1) Demand data; (2) Embrace complexity; (3) Be holistic; (4) Engage adolescents; and (5) Commit to Canada. As international agencies signal their commitment to global adolescent health, Canada is well-positioned to lead this call to action by espousing the fundamental adolescent health tenets of advocacy, equity, justice, and collaboration in order to move this critical agenda forward.

Promoting Gender Equity in Academic Departments: a Study of Department Heads in Top-Ranked Chemistry Departments

NASA Astrophysics Data System (ADS)

Stockard, Jean; Greene, Jessica; Lewis, Priscilla; Richmond, Geraldine

Although the proportion of doctoral degrees in chemistry that have gone to women has increased markedly over the past few decades, the representation of women among higher education faculty has not increased at the same rate. This paper reports the results of a systematic effort to change this pattern by increasing the commitment of department heads in leading departments to the hiring and support of women faculty. Results indicate that participants in a carefully planned intervention changed their attitudes regarding reasons underlying women's underrepresentation and barriers to their progress in the field from pre- to postworkshop. Participants also reported commitment to change immediately after the event and engaging in a number of specific change efforts in the following months. While the quality of these change efforts was not related to changes in attitudes, those with fewer women in their department were more likely to report more fully on change efforts.

Equity in health in unequal societies: meeting health needs in contexts of social change.

PubMed

Bloom, G

2001-09-01

The paper explores the implications for health policy of the segmentation of society into social groups with very different levels of income and wealth. Discourses on equity in health are presently dominated by a debate between 'European' and 'American' models of health delivery. This has led to a focus on ideal outcomes rather than practical options for organising and financing health services in poor countries undergoing rapid change. The paper argues for a more explicit acknowledgement of the dynamic character of health development and the political nature of the negotiations regarding the use of government powers. Unregulated markets for health care are neither equitable nor efficient. Government must play a role in supporting the organisation of health services used by different social groups. Countries with low levels of inequality may be able to provide universal access to relatively sophisticated health services. Otherwise, governments need to operate within a segmented system. This means the negotiation of strategies to reduce the burden of sickness and premature death, whilst meeting the needs of different social groups. The discussion is organised in terms of the powers of government to require individuals and institutions to transfer resources for social uses, enforce regulations and generate and disseminate information. The paper concludes that governments committed to equity-enhancing health development need to increase their capacity to facilitate coalition building and manage change. It proposes an international public health legal framework that might include a definition of minimum standards for certain health services, to be underwritten by national and international financial commitments.

Health and equity in all policies in local government: processes and outcomes in two Norwegian municipalities.

PubMed

Von Heimburg, Dina; Hakkebo, Berit

2017-08-01

To identify key factors in implementing Health and Equity in All Policies (HEiAP) at the local level in two Norwegian municipalities in order to accelerate the progress of promoting health, well-being and equity in other local governments. This case study is presented as a narrative from policy-making processes in two Norwegian municipalities. The story is told from an insider perspective, with a focus on HEiAP policy makers in these two municipalities. The narrative identified key learning from implementing HEiAP at the local level, i.e. the importance of strengthening system and human capacities. System capacity is strengthened by governing HEiAP according to national legislation and a holistic governance system at the local level. Municipal plans are based on theory, evidence and local data. A 'main story' is developed to support the vision, defining joint societal goals and co-creation strategies. Policies are anchored by measuring and monitoring outcomes, sharing accountability and continuous dialogue to ensure political commitment. Human capacity is strengthened through participatory leadership, soft skills and health promotion competences across sectors. Health promotion competence at a strategic level in the organization, participation in professional networks, crowd sourcing toward common goals, and commitment through winning hearts and minds of politicians and other stakeholders are vital aspects. Our experience pinpoints the importance of strengthening system and human capacity in local governments. Further, we found it important to focus on the two strategic objectives in the European strategy 'Health 2020': (1) Improving health for all and reducing health inequalities; (2) improving leadership and participatory governance for health.

Creating the Business Case for Achieving Health Equity.

PubMed

Chin, Marshall H

2016-07-01

Health care organizations have increasingly acknowledged the presence of health care disparities across race/ethnicity and socioeconomic status, but significantly fewer have made health equity for diverse patients a true priority. Lack of financial incentives is a major barrier to achieving health equity. To create a business case for equity, governmental and private payors can: 1) Require health care organizations to report clinical performance data stratified by race, ethnicity, and socioeconomic status. 2) Incentivize preventive care and primary care. Implement more aggressive shared savings plans, update physician relative value unit fee schedules, and encourage partnerships across clinical and non-clinical sectors. 3) Incentivize the reduction of health disparities with equity accountability measures in payment programs. 4) Align equity accountability measures across public and private payors. 5) Assist safety-net organizations. Provide adequate Medicaid reimbursement, risk-adjust clinical performance scores for sociodemographic characteristics of patients, provide support for quality improvement efforts, and calibrate cuts to Disproportionate Share Hospital (DSH) payments to the pace of health insurance expansion. 6) Conduct demonstration projects to test payment and delivery system reform interventions to reduce disparities. Commitment to social justice is essential to achieve health equity, but insufficient without a strong business case that makes interventions financially feasible.

Enhancing Political Will for Universal Health Coverage in Nigeria.

PubMed

Aregbeshola, Bolaji S

2017-01-01

Universal health coverage aims to increase equity in access to quality health care services and to reduce financial risk due to health care costs. It is a key component of international health agenda and has been a subject of worldwide debate. Despite differing views on its scope and pathways to reach it, there is a global consensus that all countries should work toward universal health coverage. The goal remains distant for many African countries, including Nigeria. This is mostly due to lack of political will and commitment among political actors and policymakers. Evidence from countries such as Ghana, Chile, Mexico, China, Thailand, Turkey, Rwanda, Vietnam and Indonesia, which have introduced at least some form of universal health coverage scheme, shows that political will and commitment are key to the adoption of new laws and regulations for reforming coverage. For Nigeria to improve people's health, reduce poverty and achieve prosperity, universal health coverage must be vigorously pursued at all levels. Political will and commitment to these goals must be expressed in legal mandates and be translated into policies that ensure increased public health care financing for the benefit of all Nigerians. Nigeria, as part of a global system, cannot afford to lag behind in striving for this overarching health goal.

Equity and adequacy of international donor assistance for global malaria control: an analysis of populations at risk and external funding commitments.

PubMed

Snow, Robert W; Okiro, Emelda A; Gething, Peter W; Atun, Rifat; Hay, Simon I

2010-10-23

Financing for malaria control has increased as part of international commitments to achieve the Millennium Development Goals (MDGs). We aimed to identify the unmet financial needs that would be biologically and economically equitable and would increase the chances of reaching worldwide malaria-control ambitions. Populations at risk of stable Plasmodium falciparum or Plasmodium vivax transmission were calculated for 2007 and 2009 for 93 malaria-endemic countries to measure biological need. National per-person gross domestic product (GDP) was used to define economic need. An analysis of external donor assistance for malaria control was done for the period 2002-09 to compute overall and annualised per-person at-risk-funding commitments. Annualised malaria donor assistance was compared with independent predictions of funding needed to reach international targets of 80% coverage of best practices in case-management and effective disease prevention. Countries were ranked in relation to biological, economic, and unmet needs to examine equity and adequacy of support by 2010. International financing for malaria control has increased by 166% (from $0·73 billion to $1·94 billion) since 2007 and is broadly consistent with biological needs. African countries have become major recipients of external assistance; however, countries where P vivax continues to pose threats to control ambitions are not as well funded. 21 countries have reached adequate assistance to provide a comprehensive suite of interventions by 2009, including 12 countries in Africa. However, this assistance was inadequate for 50 countries representing 61% of the worldwide population at risk of malaria-including ten countries in Africa and five in Asia that coincidentally are some of the poorest countries. Approval of donor funding for malaria control does not correlate with GDP. Funding for malaria control worldwide is 60% lower than the US$4·9 billion needed for comprehensive control in 2010; this includes funding shortfalls for a wide range of countries with different numbers of people at risk and different levels of domestic income. More efficient targeting of financial resources against biological need and national income should create a more equitable investment portfolio that with increased commitments will guarantee sustained financing of control in countries most at risk and least able to support themselves. Wellcome Trust. Copyright © 2010 Elsevier Ltd. All rights reserved.

Equity and adequacy of international donor assistance for global malaria control: an analysis of populations at risk and external funding commitments

PubMed Central

Snow, Robert W; Okiro, Emelda A; Gething, Peter W; Atun, Rifat; Hay, Simon I

2010-01-01

Summary Background Financing for malaria control has increased as part of international commitments to achieve the Millennium Development Goals (MDGs). We aimed to identify the unmet financial needs that would be biologically and economically equitable and would increase the chances of reaching worldwide malaria-control ambitions. Methods Populations at risk of stable Plasmodium falciparum or Plasmodium vivax transmission were calculated for 2007 and 2009 for 93 malaria-endemic countries to measure biological need. National per-person gross domestic product (GDP) was used to define economic need. An analysis of external donor assistance for malaria control was done for the period 2002–09 to compute overall and annualised per-person at-risk-funding commitments. Annualised malaria donor assistance was compared with independent predictions of funding needed to reach international targets of 80% coverage of best practices in case-management and effective disease prevention. Countries were ranked in relation to biological, economic, and unmet needs to examine equity and adequacy of support by 2010. Findings International financing for malaria control has increased by 166% (from $0·73 billion to $1·94 billion) since 2007 and is broadly consistent with biological needs. African countries have become major recipients of external assistance; however, countries where P vivax continues to pose threats to control ambitions are not as well funded. 21 countries have reached adequate assistance to provide a comprehensive suite of interventions by 2009, including 12 countries in Africa. However, this assistance was inadequate for 50 countries representing 61% of the worldwide population at risk of malaria—including ten countries in Africa and five in Asia that coincidentally are some of the poorest countries. Approval of donor funding for malaria control does not correlate with GDP. Interpretation Funding for malaria control worldwide is 60% lower than the US$4·9 billion needed for comprehensive control in 2010; this includes funding shortfalls for a wide range of countries with different numbers of people at risk and different levels of domestic income. More efficient targeting of financial resources against biological need and national income should create a more equitable investment portfolio that with increased commitments will guarantee sustained financing of control in countries most at risk and least able to support themselves. Funding Wellcome Trust. PMID:20889199

What does equity in health mean?

PubMed

Mooney, G

1987-01-01

The author posits some ethical concerns and theories of distribution in order to gain some insight into the meaning of equity in health, as referred to in WHO documents. It is pointed out that the lack of clarity in the WHO positions is evidenced by examining 1) the European strategy document, which focuses on giving equal health to all and equity access to health care, and 2) the Global Strategy for Health, which talks about reducing inequality and health as a human right. The question raised in document 1 is whether more equal sharing of health might mean less health for the available quantity of resources. The question raised in document 2 is whether there is a right to health per se. The question is how does one measure health policy effects. Health effects are different for an 8-year-old girl and an octogenarian. How does one measure the fairness of access to health care in remote mountain villages versus an urban area? Is equal utilization which is more easily measured comparable to equal need as a measure? How does one distribute doctors equitably? The author espouses the determinant of health as Aday's illness and health promotion, which is not biased by class and controversy. The Aday definition embraces both demand and need, although his definition is still open to question. Concepts of health with distinction between need and demand are made. Theories of Veatch which relate to distributive justice and equity in health care are provided as entitlement theory (market forces determine allocation of resources), utilitarianism (greatest good for the greatest number regardless of redistribution issues), maximum theory (maximize the minimum position or giver priority to the least well off), and equality (fairness in distribution). Different organizational and financing structures will influence the approach to equity. The conclusion is that equity is a value laden concept which has no uniquely correct definition. 5 theories of equity in distribution of health resources are discussed: 1) a theory of maximum (Rawl's theory modified to include health care institutions providing opportunity as the social good), 2) altruism as a basis for equity (Titmuss' Kantian view of national responsibility to provide equitable service delivery altruistically or equal access), 3) a fair share theory of distribution (Margolis' process utility theory of doing one's fair share or equality of access for equal need, 4) commitment to equity (Sen's focus on sympathy and commitment to another's ill health status and access), and 5) equity as externality (Culyer's health care consumption where government determines the merit good or extent of consumption). If policy objectives are not clear and the definitions muddy, resources may be badly wasted or misdirected and the pursuit of equity unfulfilled, even though there is agreement in principle.

No Equity, No Triple Aim: Strategic Proposals to Advance Health Equity in a Volatile Policy Environment

PubMed Central

Sager, Alan; Selig, Sara; Antonelli, Richard; Morton, Samantha; Hirsch, Gail; Lee, Celeste Reid; Ortiz, Abigail; Fox, Durrell; Lupi, Monica Valdes; Acuff, Cecilia; Wachman, Madeline

2017-01-01

Health professionals, including social workers, community health workers, public health workers, and licensed health care providers, share common interests and responsibilities in promoting health equity and improving social determinants of health—the conditions in which people live, work, play, and learn. We summarize the underlying causes of health inequity and comparatively poor health outcomes in the United States. We describe barriers to realizing the hope embedded in the 2010 Patient Protection and Affordable Care Act, that moving away from fee-for-service payments will naturally drive care upstream as providers respond to greater financial risk by undertaking greater prevention efforts for the health of their patients. We assert that health equity should serve as the guiding framework for achieving the Triple Aim of health care reform and outline practical opportunities for improving care and promoting stronger efforts to address social determinants of health. These proposals include developing a dashboard of measures to assist providers committed to health equity and community-based prevention and to promote institutional accountability for addressing socioeconomic factors that influence health. PMID:29236539

Closing the health and nutrition gap in Odisha, India: A case study of how transforming the health system is achieving greater equity.

PubMed

Thomas, Deborah; Sarangi, Biraj Laxmi; Garg, Anu; Ahuja, Arti; Meherda, Pramod; Karthikeyan, Sujata R; Joddar, Pinaki; Kar, Rajendra; Pattnaik, Jeetendra; Druvasula, Ramesh; Dembo Rath, Alison

2015-11-01

Health equity is high on the international agenda. This study provides evidence of how health systems can be strengthened to improve health equity in a low-income state. The paper presents a case study of how the Government of Odisha in eastern India is transforming the health system for more equitable health and nutrition outcomes. Odisha has a population of over 42 million, high levels of poverty, and poor maternal and child health concentrated in its Southern districts and among Scheduled Tribe and Scheduled Caste communities. Conducted between 2008 and 2012 with the Departments of Health and Family Welfare, and Women and Child Development, the study reviewed a wide range of literature including policy and programme documents, evaluations and studies, published and grey material, and undertook secondary analysis of state level household surveys. It identifies innovative and expanded provision of health services, reforms to the management and development of human resources for health, and the introduction of a number of cash transfer and entitlement schemes as contributing to closing the gap between maternal and child health and nutrition outcomes of Scheduled Tribes, and the Southern districts, compared to the state average. The institutional delivery rate for Scheduled Tribes has risen from 11.7% in 2005-06 to 67.3% in 2011, and from 35.6% to 79.8% for all women. The social gradient has also closed for antenatal and postnatal care and immunisation. Nutrition indicators though improving are proving slower to budge. The paper identifies how political will, committed policy makers and fiscal space energised the health system to promote equity. Sustained political commitment will be required to continue to address the more challenging human resource, health financing and gender issues. Copyright © 2015 The Authors. Published by Elsevier Ltd.. All rights reserved.

Intending to Stay: Images of Scientists, Attitudes Toward Women, and Gender as Influences on Persistence among Science and Engineering Majors

NASA Astrophysics Data System (ADS)

Wyer, Mary

Contemporary research on gender and persistence in undergraduate education in science and engineering has routinely focused on why students leave their majors rather than asking why students stay. This study compared three common ways of measuring persistence-commitment to major, degree aspirations, and commitment to a science or engineering career-and emphasized factors that would encourage students to persist, including positive images of scientists and engineers, positive attitudes toward gender equity in science and engineering, and positive classroom experiences. A survey was administered in classrooms to a total of 285 female and male students enrolled in two required courses for majors. The results indicate that the different measures of persistence were sensitive to different influences but that students' gender did not interact with their images, attitudes, and experiences in predicted ways. The study concludes that an individual student's gender may be a more important factor in explaining why some female students leave their science and engineering majors than in explaining why others stay.

Essential Medicines in National Constitutions: Progress Since 2008.

PubMed

Katrina Perehudoff, S; Toebes, Brigit; Hogerzeil, Hans

2016-06-01

A constitutional guarantee of access to essential medicines has been identified as an important indicator of government commitment to the progressive realization of the right to the highest attainable standard of health. The objective of this study was to evaluate provisions on access to essential medicines in national constitutions, to identify comprehensive examples of constitutional text on medicines that can be used as a model for other countries, and to evaluate the evolution of constitutional medicines-related rights since 2008. Relevant articles were selected from an inventory of constitutional texts from WHO member states. References to states' legal obligations under international human rights law were evaluated. Twenty-two constitutions worldwide now oblige governments to protect and/or to fulfill accessibility of, availability of, and/or quality of medicines. Since 2008, state responsibilities to fulfill access to essential medicines have expanded in five constitutions, been maintained in four constitutions, and have regressed in one constitution. Government commitments to essential medicines are an important foundation of health system equity and are included increasingly in state constitutions.

Essential Medicines in National Constitutions

PubMed Central

Toebes, Brigit; Hogerzeil, Hans

2016-01-01

Abstract A constitutional guarantee of access to essential medicines has been identified as an important indicator of government commitment to the progressive realization of the right to the highest attainable standard of health. The objective of this study was to evaluate provisions on access to essential medicines in national constitutions, to identify comprehensive examples of constitutional text on medicines that can be used as a model for other countries, and to evaluate the evolution of constitutional medicines-related rights since 2008. Relevant articles were selected from an inventory of constitutional texts from WHO member states. References to states’ legal obligations under international human rights law were evaluated. Twenty-two constitutions worldwide now oblige governments to protect and/or to fulfill accessibility of, availability of, and/or quality of medicines. Since 2008, state responsibilities to fulfill access to essential medicines have expanded in five constitutions, been maintained in four constitutions, and have regressed in one constitution. Government commitments to essential medicines are an important foundation of health system equity and are included increasingly in state constitutions. PMID:27781006

An indexing and price movement model for managing pension funds.

PubMed

Freeman, H R

1994-10-01

A model for the investment of pension funds has been created that combines passive and active portfolio management strategies. The model uses a passive index fund to reduce the amount spent in transaction costs. It applies a percentage band that identifies the portion of the portfolio that should be committed to equity investments at various stages of the market movement cycle. Finally, it uses price movement trigger points to dictate when pension funds should be moved into and withdrawn from stock market investments.

[About economic aspects of provision of medical services].

PubMed

Gerasimov, P A

2014-01-01

The contradiction between economic and social components of medical services is present in any state. Initially, the state undertakes the commitment no provide citizen with equal access to medical services. However, this means to provide social equity between all members of society which not always is effective from economic point of view. The article analyzes the problems originated in public system of provision of medical services. These problems are determined by service specificity itself model of provision of medical services and public priorities in social sector.

Understanding Commitment: Relations between Major Commitment, Satisfaction, Involvement, Fit, University Commitment, and Intention to Quit

ERIC Educational Resources Information Center

Womack, Anna; Leuty, Melanie E.; Bullock-Yowell, Emily; Mandracchia, Jon T.

2018-01-01

Various factors have shown to relate to different forms of career commitment (i.e., affective, continuance, and normative commitment). Commitment has been associated with intent to remain within a profession or organization, suggesting that commitment is an important component of career retention. Correspondingly, commitment to one's academic…

Three components of organizational commitment and job satisfaction of hospital nurses in Iran.

PubMed

Jahangir, Fridoon; Shokrpour, Nasrin

2009-01-01

To measure the relationship between job satisfaction and the 3 components of organizational commitment. Most of the research conducted in the West has shown a positive relationship between organizational commitment and job satisfaction of nurses; however, the relationship between the components of organizational commitment and job satisfaction is not well established in Iranian samples. This study aimed to investigate the level of organizational commitment and job satisfaction of the hospital nurses in Iran and the interrelationship between the 3 components of commitment and job satisfaction among them. Using the organizational commitment questionnaire developed by Meyer et al (J Appl Psychol. 1993;78:538-551), the 3 components of commitment were measured through a descriptive correlational design. Seven hundred eighty-six licensed nurses working in 12 hospitals participated in the study. One hundred ninety-eight of 220 returned questionnaires were identified as appropriate for the analysis. Affective commitment was positively related to job satisfaction, normative commitment, and experience in nursing, but it was negatively related to continuance commitment. Continuance commitment was negatively related to job satisfaction and affective commitment. Normative commitment was positively related to job satisfaction and affective commitment. The 3 components of commitment are variously related to job satisfaction. Nursing managers should pay attention to different components of commitment variously to promote the appropriate type of commitment needed for specific situation in which they work.

Vocational Psychology: Agency, Equity, and Well-Being.

PubMed

Brown, Steven D; Lent, Robert W

2016-01-01

The present review organizes the vocational psychology literature published between 2007 and 2014 into three overarching themes: Promoting (a) agency in career development, (b) equity in the work force, and (c) well-being in work and educational settings. Research on career adaptability, self-efficacy beliefs, and work volition is reviewed in the agency section, with the goal of delineating variables that promote or constrain the exercise of personal agency in academic and occupational pursuits. The equity theme covers research on social class and race/ethnicity in career development; entry and retention of women and people of color in science, technology, engineering, and math (STEM) fields; and the career service needs of survivors of domestic violence and of criminal offenders. The goal was to explore how greater equity in the work force could be promoted for these groups. In the well-being section, we review research on hedonic (work, educational, and life satisfaction) and eudaimonic (career calling, meaning, engagement, and commitment) variables, with the goal of understanding how well-being might be promoted at school and at work. Future research needs related to each theme are also discussed.

77 FR 56519 - Continuation of the National Emergency With Persons Who Commit, Threaten To Commit, or Support...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-09-12

... of the National Emergency With Persons Who Commit, Threaten To Commit, or Support Terrorism On... persons who commit, threaten to commit, or support terrorism, pursuant to the International Emergency... the grave acts of terrorism and threats of terrorism committed by foreign terrorists, including the...

3 CFR - Continuation of the National Emergency With Respect to Persons Who Commit, Threaten To Commit, or...

Code of Federal Regulations, 2013 CFR

2013-01-01

... to Persons Who Commit, Threaten To Commit, or Support Terrorism Presidential Documents Other... Persons Who Commit, Threaten To Commit, or Support Terrorism On September 23, 2001, by Executive Order... commit, or support terrorism, pursuant to the International Emergency Economic Powers Act (50 U.S.C. 1701...

3 CFR - Continuation of the National Emergency With Respect to Persons Who Commit, Threaten To Commit, or...

Code of Federal Regulations, 2012 CFR

2012-01-01

... to Persons Who Commit, Threaten To Commit, or Support Terrorism Presidential Documents Other... Persons Who Commit, Threaten To Commit, or Support Terrorism On September 23, 2001, by Executive Order... commit, or support terrorism, pursuant to the International Emergency Economic Powers Act (50 U.S.C. 1701...

3 CFR - Continuation of the National Emergency With Respect to Persons Who Commit, Threaten to Commit, or...

Code of Federal Regulations, 2010 CFR

2010-01-01

... to Persons Who Commit, Threaten to Commit, or Support Terrorism Presidential Documents Other... Persons Who Commit, Threaten to Commit, or Support Terrorism On September 23, 2001, by Executive Order... commit, or support terrorism, pursuant to the International Emergency Economic Powers Act (50 U.S.C. 1701...

3 CFR - Continuation of the National Emergency With Respect to Persons Who Commit, Threaten To Commit, or...

Code of Federal Regulations, 2014 CFR

2014-01-01

... to Persons Who Commit, Threaten To Commit, or Support Terrorism Presidential Documents Other... Persons Who Commit, Threaten To Commit, or Support Terrorism On September 23, 2001, by Executive Order... commit, or support terrorism, pursuant to the International Emergency Economic Powers Act (50 U.S.C. 1701...

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.

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

Ovation Pharmaceuticals, Inc.

PubMed

Deutsch, Barry

2002-11-01

Ovation Pharmaceuticals, Inc. is a privately held specialty pharmaceutical company that focuses on products in central nervous system (CNS) disorders, oncology and other therapeutic areas where a small number of specialized physicians treat patients. Ovation serves unmet medical needs by acquiring underpromoted branded pharmaceutical products and promising late-stage development products no longer being actively promoted or developed by larger companies. Ovation supports acquired products through active sales and marketing activities and a clinical development program focused on new formulations, new indications and other product improvements. In April 2002, Ovation received a US$150 million commitment in private equity financing, believed to be the largest private equity investment received to date by an early-stage specialty pharmaceutical firm. Ovation used a portion of those funds to purchase its first two products from a major pharmaceutical company in August 2002.

Temporal and spatial distribution of global mitigation cost: INDCs and equity

NASA Astrophysics Data System (ADS)

Liu, Jing-Yu; Fujimori, Shinichiro; Masui, Toshihiko

2016-11-01

Each country’s Intended Nationally Determined Contribution (INDC) pledges an emission target for 2025 or 2030. Here, we evaluated the INDC inter-generational and inter-regional equity by comparing scenarios with INDC emissions target in 2030 and with an immediate emission reduction associated with a global uniform carbon price using Asian-Pacific Integrated Model/Computable General Equilibrium. Both scenarios eventually achieve 2 °C target. The results showed that, as compared with an immediate emission reduction scenario, the inter-generational equity status is not favorable for INDC scenario and the future generation suffers more from delayed mitigation. Moreover, this conclusion was robust to the wide range of inequality aversion parameter that determines discount rate. On the other hand, the INDC scenario has better inter-regional equity in the early part of the century than does the immediate emission reduction scenario in which we assume a global carbon price during the period up to 2030. However, inter-regional equity worsens later in the century. The additional emissions reduction to the INDC in 2030 would improve both inter- and inter-regional equity as compared to the current INDC. We also suggest that countries should commit to more emissions reductions in the follow-up INDC communications and that continuous consideration for low-income countries is needed for global climate change cooperation after 2030.

Interventions that affect gender bias in hiring: a systematic review.

PubMed

Isaac, Carol; Lee, Barbara; Carnes, Molly

2009-10-01

To systematically review experimental evidence for interventions mitigating gender bias in employment. Unconscious endorsement of gender stereotypes can undermine academic medicine's commitment to gender equity. The authors performed electronic and hand searches for randomized controlled studies since 1973 of interventions that affect gender differences in evaluation of job applicants. Twenty-seven studies met all inclusion criteria. Interventions fell into three categories: application information, applicant features, and rating conditions. The studies identified gender bias as the difference in ratings or perceptions of men and women with identical qualifications. Studies reaffirmed negative bias against women being evaluated for positions traditionally or predominantly held by men (male sex-typed jobs). The assessments of male and female raters rarely differed. Interventions that provided raters with clear evidence of job-relevant competencies were effective. However, clearly competent women were rated lower than equivalent men for male sex-typed jobs unless evidence of communal qualities was also provided. A commitment to the value of credentials before review of applicants and women's presence at above 25% of the applicant pool eliminated bias against women. Two studies found unconscious resistance to "antibias" training, which could be overcome with distraction or an intervening task. Explicit employment equity policies and an attractive appearance benefited men more than women, whereas repeated employment gaps were more detrimental to men. Masculine-scented perfume favored the hiring of both sexes. Negative bias occurred against women who expressed anger or who were perceived as self-promoting. High-level evidence exists for strategies to mitigate gender bias in hiring.

Staff nurse commitment, work relationships, and turnover intentions: a latent profile analysis.

PubMed

Gellatly, Ian R; Cowden, Tracy L; Cummings, Greta G

2014-01-01

The three-component model of organization commitment has typically been studied using a variable-centered rather than a person-centered approach, preventing a more complete understanding of how these forms of commitment are felt and expressed as a whole. Latent profile analysis was used to identify qualitatively distinct categories or profiles of staff nurses' commitment. Then, associations of the profiles with perceived work unit relations and turnover intentions were examined. Three hundred thirty-six registered nurses provided data on affective, normative, and continuance commitment, perceived work unit relations, and turnover intentions. Latent profile analysis of the nurses' commitment scores revealed six distinct profile groups. Work unit relations and turnover intentions were compared in the six profile-defined groups. Staff nurses with profiles characterized by high affective commitment and/or high normative commitment in relation to other components experienced stronger work unit relations and reported lower turnover intentions. Profiles characterized by high continuance commitment relative to other components or by low overall commitment experienced poorer work unit relations, and the turnover risk was higher. High continuance commitment in combination with high affective and normative commitment was experienced differently than high continuance commitment in combination with low affective and normative commitment. Healthcare organizations often foster commitment by using continuance commitment-enhancing strategies (e.g., offer high salaries and attractive benefits) that may inadvertently introduce behavioral risk. This work suggests the importance of changing the context in which continuance commitment occurs by strengthening the other two components.

Poverty, equity, human rights and health.

PubMed

Braveman, Paula; Gruskin, Sofia

2003-01-01

Those concerned with poverty and health have sometimes viewed equity and human rights as abstract concepts with little practical application, and links between health, equity and human rights have not been examined systematically. Examination of the concepts of poverty, equity, and human rights in relation to health and to each other demonstrates that they are closely linked conceptually and operationally and that each provides valuable, unique guidance for health institutions' work. Equity and human rights perspectives can contribute concretely to health institutions' efforts to tackle poverty and health, and focusing on poverty is essential to operationalizing those commitments. Both equity and human rights principles dictate the necessity to strive for equal opportunity for health for groups of people who have suffered marginalization or discrimination. Health institutions can deal with poverty and health within a framework encompassing equity and human rights concerns in five general ways: (1) institutionalizing the systematic and routine application of equity and human rights perspectives to all health sector actions; (2) strengthening and extending the public health functions, other than health care, that create the conditions necessary for health; (3) implementing equitable health care financing, which should help reduce poverty while increasing access for the poor; (4) ensuring that health services respond effectively to the major causes of preventable ill-health among the poor and disadvantaged; and (5) monitoring, advocating and taking action to address the potential health equity and human rights implications of policies in all sectors affecting health, not only the health sector.

Poverty, equity, human rights and health.

PubMed Central

Braveman, Paula; Gruskin, Sofia

2003-01-01

Those concerned with poverty and health have sometimes viewed equity and human rights as abstract concepts with little practical application, and links between health, equity and human rights have not been examined systematically. Examination of the concepts of poverty, equity, and human rights in relation to health and to each other demonstrates that they are closely linked conceptually and operationally and that each provides valuable, unique guidance for health institutions' work. Equity and human rights perspectives can contribute concretely to health institutions' efforts to tackle poverty and health, and focusing on poverty is essential to operationalizing those commitments. Both equity and human rights principles dictate the necessity to strive for equal opportunity for health for groups of people who have suffered marginalization or discrimination. Health institutions can deal with poverty and health within a framework encompassing equity and human rights concerns in five general ways: (1) institutionalizing the systematic and routine application of equity and human rights perspectives to all health sector actions; (2) strengthening and extending the public health functions, other than health care, that create the conditions necessary for health; (3) implementing equitable health care financing, which should help reduce poverty while increasing access for the poor; (4) ensuring that health services respond effectively to the major causes of preventable ill-health among the poor and disadvantaged; and (5) monitoring, advocating and taking action to address the potential health equity and human rights implications of policies in all sectors affecting health, not only the health sector. PMID:12973647

Sport commitment and participation in masters swimmers: the influence of coach and teammates.

PubMed

Santi, Giampaolo; Bruton, Adam; Pietrantoni, Luca; Mellalieu, Stephen

2014-01-01

This study investigated how coach and teammates influence masters athletes' sport commitment, and the effect of functional and obligatory commitments on participation in masters swimming. The sample consisted of 523 masters swimmers (330 males and 193 females) aged between 22 and 83 years (M = 39.00, SD = 10.42). A bi-dimensional commitment scale was used to measure commitment dimensions and perceived influence from social agents. Structural equation modelling analysis was conducted to evaluate the influence of social agents on functional and obligatory commitments, and the predictive capabilities of the two types of commitment towards sport participation. Support provided by coach and teammates increased functional commitment, constraints from these social agents determined higher obligatory commitment, and coach constraints negatively impacted functional commitment. In addition, both commitment types predicted training participation, with functional commitment increasing participation in team training sessions, and obligatory commitment increasing the hours of individual training. The findings suggest that in order to increase participation in masters swimming teams and reduce non-supervised training, coach and teammates should exhibit a supportive attitude and avoid over expectation.

Newly graduated nurses' occupational commitment and its associations with professional competence and work-related factors.

PubMed

Numminen, Olivia; Leino-Kilpi, Helena; Isoaho, Hannu; Meretoja, Riitta

2016-01-01

To explore newly graduated nurses' occupational commitment and its associations with their self-assessed professional competence and other work-related factors. As a factor affecting nurse turnover, newly graduated nurses' occupational commitment and its associations with work-related factors needs exploring to retain adequate workforce. Nurses' commitment has mainly been studied as organisational commitment, but newly graduated nurses' occupational commitment and its association with work-related factors needs further studying. This study used descriptive, cross-sectional, correlation design. A convenience sample of 318 newly graduated nurses in Finland participated responding to an electronic questionnaire. Statistical software, NCSS version 9, was used in data analysis. Frequencies, percentages, ranges, means and standard deviations summarised the data. Multivariate Analyses of Variance estimated associations between occupational commitment and work-related variables. IBM SPSS Amos version 22 estimated the model fit of Occupational Commitment Scale and Nurse Competence Scale. Newly graduated nurses' occupational commitment was good, affective commitment reaching the highest mean score. There was a significant difference between the nurse groups in favour of nurses at higher competence levels in all subscales except in limited alternatives occupational commitment. Multivariate analyses revealed significant associations between subscales of commitment and competence, turnover intentions, job satisfaction, earlier professional education and work sector, competence counting only through affective dimension. The association between occupational commitment and low turnover intentions and satisfaction with nursing occupation was strong. Higher general competence indicated higher overall occupational commitment. Managers' recognition of the influence of all dimensions of occupational commitment in newly graduated nurses' professional development is important. Follow-up studies of newly graduated nurses' commitment, its relationship with quality care, managers' role in enhancing commitment and evaluation of the impact of interventions on improving commitment need further studying. © 2015 John Wiley & Sons Ltd.

Equity in Reform: Case Studies of Five Middle Schools Involved in Systemic Reform

NASA Astrophysics Data System (ADS)

Kahle, Jane Butler; Kelly, Mary Kay

Science and mathematics education reform documents of the last decade have called for improved teaching and learning for all children. To overcome inequalities, a systemic approach to reform has been adopted. The case studies synthesized in this analysis arc part of a larger effort to reform science and mathematics education systemically and assess the progress of systemic reform. The purpose of this study was to assess the progress toward achieving equitable systemic reform in five middle schools. A multiple-case study design was used, and qualitative data were collected. Kahle's Equity Metric was used to analyze the schools' progress toward achieving equitable systemic reform of mathematics and science. Two results occurred: Various equity issues were identified in the five case studies, and the metric proved efficacious in identifying barriers to or facilitators of equitable reform in the schools. Overall, the study illustrates how schools might assess their commitments to providing high-quality science and mathematics education to all students.

Psychological Empowerment on Organizational Commitment as Perceived by Saudi Academics

ERIC Educational Resources Information Center

Bin Jomah, Nouf

2017-01-01

Various scholars have identified commitment as one of the major contributors of workplace productivity. Commitment provides the interest and morale for handling tasks which results in organisation progress and growth. Commitment is perceived as either continuance, normative, or continuance commitment. The three commitment categories are…

Managing organisational change: the "gendered" organisation of space and time.

PubMed

Goetz, A M

1997-02-01

Although the Bangladesh Rural Advancement Committee (BRAC) maintains a strong commitment to gender equity in its anti-poverty programs, a conservative external environment often impedes efforts to make its organizational structure consistent with this commitment. For example, BRAC's approach to organizing its field operations has been to abolish the distinction between home and office. BRAC's female employees live with male colleagues in their rural offices, travel long distances on bicycles and motorcycles, and reject the sari--practices that are antithetical to the prevailing culture and place tremendous pressure on these field workers. The high work intensity, need to work beyond normal business hours, and lack of on-site child care subjects married female employees to hostility from their husbands and relatives. Single female employees are often regarded as unmarriagable because of their divergent life-styles. Although BRAC makes provisions for employees to take leave for family responsibilities, staff who access this benefit are viewed as more committed to family than their work. The sexual activities of female--but not male--employees are scrutinized. Despite these contradictions, BRAC's innovative arrangements model a new form of gender relations in rural areas. BRAC is enabling its young women employees to postpone marriage and demonstrate a nontraditional role. The extent to which BRAC should take responsibility for compensating for the constraints imposed on women by patriarchy remains problematic. Working conditions could be improved, however, by allowing women to be near their families, domesticating the work environment, and respecting women's personal lives.

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…

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

PubMed

Bishop, James W; Scott, K Dow

2000-06-01

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

Measuring Asian nurses' organizational commitment: a critical analysis of the psychometric properties of two organizational commitment instruments.

PubMed

Liou, Shwu-Ru; Tsai, Hsiu-Min; Cheng, Ching-Yu

2013-01-01

To analyze and compare the psychometric properties and cultural attributes of the Organizational Commitment Questionnaire and the Organizational Commitment Scale to determine their appropriateness for measuring commitment of Asian nurses, the biggest portion of international nurses. The Organizational Commitment Questionnaire was cross-culturally cross-validated when compared with the Organizational Commitment Scale. Both instruments were not tested on Asian nurses. More studies are needed to validate the cultural properties of the Organizational Commitment Scale. Healthcare administrators can use culturally validated instruments, which concern cultural context, including languages and cultural values, to understand Asian nurses' organizational commitment and further lower turnover behavior among them. © 2013 Wiley Periodicals, Inc.

3 CFR - Continuation of the National Emergency With Respect to Persons Who Commit, Threaten to Commit, or...

Code of Federal Regulations, 2011 CFR

2011-01-01

... to Persons Who Commit, Threaten to Commit, or Support Terrorism Presidential Documents Other... Persons Who Commit, Threaten to Commit, or Support Terrorism On September 23, 2001, by Executive Order..., or support terrorism, pursuant to the International Emergency Economic Powers Act (50 U.S.C. 1701...

Sport commitment among competitive female athletes: test of an expanded model.

PubMed

Weiss, Windee M; Weiss, Maureen R; Amorose, Anthony J

2010-02-01

In the present study, we examined an expanded model of sport commitment by adding two determinants (perceived costs and perceived competence) and behavioural commitment as a consequence of psychological commitment, as well as identifying psychological commitment as a mediator of relationships between determinants and behavioural commitment. Competitive female gymnasts (N = 304, age 8-18 years) completed relevant measures while coaches rated each gymnast's training behaviours as an indicator of behavioural commitment. Path analysis revealed that the best fitting model was one in which original determinants (enjoyment, involvement opportunities, investments, attractive alternatives) and an added determinant (perceived costs) predicted psychological commitment, in addition to investments and perceived costs directly predicting behavioural commitment. These results provide further, but partial, support for the sport commitment model and also suggest that additional determinants and behavioural consequences be considered in future research.

Conceptual and methodological challenges to measuring political commitment to respond to HIV

PubMed Central

2011-01-01

Background Researchers have long recognized the importance of a central government’s political “commitment” in order to mount an effective response to HIV. The concept of political commitment remains ill-defined, however, and little guidance has been given on how to measure this construct and its relationship with HIV-related outcomes. Several countries have experienced declines in HIV infection rates, but conceptual difficulties arise in linking these declines to political commitment as opposed to underlying social and behavioural factors. Methods This paper first presents a critical review of the literature on existing efforts to conceptualize and measure political commitment to respond to HIV and the linkages between political commitment and HIV-related outcomes. Based on the elements identified in this review, the paper then develops and presents a framework to assist researchers in making choices about how to assess a government's level of political commitment to respond to HIV and how to link political commitment to HIV-related outcomes. Results The review of existing studies identifies three components of commitment (expressed, institutional and budgetary commitment) as different dimensions along which commitment can be measured. The review also identifies normative and ideological aspects of commitment and a set of variables that mediate and moderate political commitment that need to be accounted for in order to draw valid inferences about the relationship between political commitment and HIV-related outcomes. The framework summarizes a set of steps that researchers can follow in order to assess a government's level of commitment to respond to HIV and suggests ways to apply the framework to country cases. Conclusions Whereas existing studies have adopted a limited and often ambiguous conception of political commitment, we argue that conceiving of political commitment along a greater number of dimensions will allow researchers to draw a more complete picture of political commitment to respond to HIV that avoids making invalid inferences about the relationship between political commitment and HIV outcomes. PMID:21968231

[The relationships among occupational and organizational commitment, human relations in the workplace, and well-being in nurses].

PubMed

Sawada, Tadayuki

2013-12-01

This study examined the relationship among human relations in the workplace, job involvement, affective commitment and continuance commitment with occupational and organizational commitment, and well-being. Questionnaires were completed by 855 female nurses who worked in four public hospitals (mean age = 32.6 years). The results of factor analysis showed that each component of the vocational constructs was distinguishable from the others. Path analysis showed that human relations in the workplace directly influenced job involvement and affective commitment both to the occupation and to the organization. Job involvement in turn directly influenced affective commitment and continuance commitment to the occupation. Job involvement also influenced affective commitment to the organization directly, and indirectly through affective commitment to the occupation. Finally, it was found that human relations in the workplace and affective commitment to the occupation positively influenced well-being; continuance commitment to the occupation was a negative influence. Theoretical and practical implications are discussed.

Design and analysis of electricity markets

NASA Astrophysics Data System (ADS)

Sioshansi, Ramteen Mehr

Restructured competitive electricity markets rely on designing market-based mechanisms which can efficiently coordinate the power system and minimize the exercise of market power. This dissertation is a series of essays which develop and analyze models of restructured electricity markets. Chapter 2 studies the incentive properties of a co-optimized market for energy and reserves that pays reserved generators their implied opportunity cost---which is the difference between their stated energy cost and the market-clearing price for energy. By analyzing the market as a competitive direct revelation mechanism we examine the properties of efficient equilibria and demonstrate that generators have incentives to shade their stated costs below actual costs. We further demonstrate that the expected energy payments of our mechanism is less than that in a disjoint market for energy only. Chapter 3 is an empirical validation of a supply function equilibrium (SFE) model. By comparing theoretically optimal supply functions and actual generation offers into the Texas spot balancing market, we show the SFE to fit the actual behavior of the largest generators in market. This not only serves to validate the model, but also demonstrates the extent to which firms exercise market power. Chapters 4 and 5 examine equity, incentive, and efficiency issues in the design of non-convex commitment auctions. We demonstrate that different near-optimal solutions to a central unit commitment problem which have similar-sized optimality gaps will generally yield vastly different energy prices and payoffs to individual generators. Although solving the mixed integer program to optimality will overcome such issues, we show that this relies on achieving optimality of the commitment---which may not be tractable for large-scale problems within the allotted timeframe. We then simulate and compare a competitive benchmark for a market with centralized and self commitment in order to bound the efficiency losses stemming from coordination losses (cost of anarchy) in a decentralized market.

75 FR 57159 - Continuation of the National Emergency With Respect to Persons Who Commit, Threaten to Commit, or...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-09-20

... Commit, or Support Terrorism On September 23, 2001, by Executive Order 13224, the President declared a national emergency with respect to persons who commit, threaten to commit, or support terrorism, pursuant... economy of the United States constituted by the grave acts of terrorism and threats of terrorism committed...

Improving the health status of Caribbean people: recommendations from the Triangulating on Health Equity summit.

PubMed

Sastre, Francisco; Rojas, Patria; Cyrus, Elena; De La Rosa, Mario; Khoury, Aysha H

2014-09-01

In 2011, Morehouse School of Medicine convened a summit in San Juan, Puerto Rico, to discuss issues related to the health status of people and communities in the Caribbean region. The summit provided a forum for transparent dialog among researchers, policymakers, and advocates from the Caribbean region and the United States. The summit's theme-improving the region's health outcomes through the adoption of effective practices linking health promotion and primary care, within the context of social and cultural determinants-called for a comprehensive and integrative model or a triangulation of methodologies to improve health outcomes. This article summarizes the recommendations of two workgroup sessions examining the challenges to improving health outcomes in the region and the opportunities to meet those challenges. The recommendations seek to develop action-oriented agendas that integrate research, practice, and policy. Outcomes of the summit highlight the importance of (a) community participation in planning interventions, (b) policymakers' commitment to prioritizing health, and (c) Caribbean governments' commitment to addressing the underlying social factors responsible for poor health outcomes. © The Author(s) 2014.

Mapping 'consistency' in India's climate change position: Dynamics and dilemmas of science diplomacy.

PubMed

Gupta, Himangana; Kohli, Ravinder Kumar; Ahluwalia, Amrik Singh

2015-10-01

India's position on climate change negotiations is likely to have far reaching implications for the success of global climate cooperation. Since the beginning of negotiations, the principle of equity and common but differentiated responsibilities (CBDR) remained the centerpiece of India's stand. The stand started to evolve at the 15th Conference of Parties to the United Nations Framework Convention on Climate Change at Copenhagen in 2009, when India accepted voluntary commitments to reduce emission intensity. Though India still swears by CBDR, status of the principle in the negotiations has become doubtful after the Durban Climate Conference in 2011 committed all parties to take emission targets. This paper traces major transition points in India's negotiating position over the years and provides a descriptive context of its climate-related concerns. It analyzes the interview responses of 15 top scientists, experts, and negotiators to build upon core areas of climate change issues in India, its future role, and position in negotiations. Interviewees, in general, were in favor of protecting the carbon space for the poor who had very low emissions.

Commitment to personal values and guilt feelings in dementia caregivers.

PubMed

Gallego-Alberto, Laura; Losada, Andrés; Márquez-González, María; Romero-Moreno, Rosa; Vara, Carlos

2017-01-01

Caregivers' commitment to personal values is linked to caregivers' well-being, although the effects of personal values on caregivers' guilt have not been explored to date. The goal of this study is to analyze the relationship between caregivers´ commitment to personal values and guilt feelings. Participants were 179 dementia family caregivers. Face-to-face interviews were carried out to describe sociodemographic variables and assess stressors, caregivers' commitment to personal values and guilt feelings. Commitment to values was conceptualized as two factors (commitment to own values and commitment to family values) and 12 specific individual values (e.g. education, family or caregiving role). Hierarchical regressions were performed controlling for sociodemographic variables and stressors, and introducing the two commitment factors (in a first regression) or the commitment to individual/specific values (in a second regression) as predictors of guilt. In terms of the commitment to values factors, the analyzed regression model explained 21% of the variance of guilt feelings. Only the factor commitment to family values contributed significantly to the model, explaining 7% of variance. With regard to the regression analyzing the contribution of specific values to caregivers' guilt, commitment to the caregiving role and with leisure contributed negatively and significantly to the explanation of caregivers' guilt. Commitment to work contributed positively to guilt feelings. The full model explained 30% of guilt feelings variance. The specific values explained 16% of the variance. Our findings suggest that commitment to personal values is a relevant variable to understand guilt feelings in caregivers.

The Health Equity Leadership Institute (HELI): Developing workforce capacity for health disparities research.

PubMed

Butler, James; Fryer, Craig S; Ward, Earlise; Westaby, Katelyn; Adams, Alexandra; Esmond, Sarah L; Garza, Mary A; Hogle, Janice A; Scholl, Linda M; Quinn, Sandra C; Thomas, Stephen B; Sorkness, Christine A

2017-06-01

Efforts to address health disparities and achieve health equity are critically dependent on the development of a diverse research workforce. However, many researchers from underrepresented backgrounds face challenges in advancing their careers, securing independent funding, and finding the mentorship needed to expand their research. Faculty from the University of Maryland at College Park and the University of Wisconsin-Madison developed and evaluated an intensive week-long research and career-development institute-the Health Equity Leadership Institute (HELI)-with the goal of increasing the number of underrepresented scholars who can sustain their ongoing commitment to health equity research. In 2010-2016, HELI brought 145 diverse scholars (78% from an underrepresented background; 81% female) together to engage with each other and learn from supportive faculty. Overall, scholar feedback was highly positive on all survey items, with average agreement ratings of 4.45-4.84 based on a 5-point Likert scale. Eighty-five percent of scholars remain in academic positions. In the first three cohorts, 73% of HELI participants have been promoted and 23% have secured independent federal funding. HELI includes an evidence-based curriculum to develop a diverse workforce for health equity research. For those institutions interested in implementing such an institute to develop and support underrepresented early stage investigators, a resource toolbox is provided.

Influence of Psychological Empowerment on Organizational Commitment among Medical Employees in a Hospital Setting.

PubMed

Kebriaei, A; Rakhshaninejad, M; Mohseni, M

2014-12-01

People within organizations are a key factor for efficiency. Thus employee empowerment has become a popular management strategy. The study aimed to investigate the relationship between psychological empowerment and organizational commitment among medical staff of a hospital in Zahedan city. This cross sectional study was carried out in 2013. A random sample of 172 medical employees in Khatam-ol-Anbia hospital at Zahedan city was selected and responded to items of the questionnaires using a 7-point Likert scale ranging from 1 to 7. For measuring psychological empowerment and organizational commitment, Mishra & Spreitzer's scale and Meyer and Allen's questionnaire were used. A higher score means a higher degree of psychological empowerment or organizational commitment. Analysis was carried out using SPSS. The level of organizational commitment and psychological empowerment significantly were higher than average. There was a significant positive relationship between employees' empowerment and their commitment to organization. Psychological empowerment was a significant predictor of organizational commitment (β = .524). Out of the five dimensions of empowerment three dimensions are significant predictors of commitment and explain 37.1% of the variance in commitment. Due to The positive influence of psychological empowerment on organizational commitment, programs for in-service education should focus on facilitating psychological empowerment to improve and increase organizational commitment. Also, since impact of employees psychological empowerment on organizational commitment partially supported, there are other variables that influence the organizational commitment.

Nature and Utilization of Civil Commitment for Substance Abuse in the United States.

PubMed

Christopher, Paul P; Pinals, Debra A; Stayton, Taylor; Sanders, Kellie; Blumberg, Lester

2015-09-01

Substance abuse is a leading cause of morbidity and mortality in the United States. Although civil commitment has been used to address substance abuse for more than a century, little is known today about the nature and use of substance-related commitment laws in the United States. We examined statutes between July 2010 and October 2012 from all 50 states and the District of Columbia for provisions authorizing civil commitment of adults for substance abuse and recorded the criteria and evidentiary standard for commitment and the location and the maximum duration of commitment orders. High-level state representatives evaluated these data and provided information on the use of commitment. Thirty-three states have statutory provisions for the civil commitment of persons because of substance abuse. The application of these statutes ranged from a few commitment cases to thousands annually. Although dangerousness was the most common basis for commitment, many states permitted it in other contexts. The maximum duration of treatment ranged from less than 1 month to more than 1 year for both initial and subsequent civil commitment orders. These findings show wide variability in the nature and application of civil commitment statutes for substance abuse in the United States. Such diversity reflects a lack of consensus on the role that civil commitment should play in managing substance abuse and the problems associated with it. © 2015 American Academy of Psychiatry and the Law.

Factor analysis and Mokken scaling of the Organizational Commitment Questionnaire in nurses.

PubMed

Al-Yami, M; Galdas, P; Watson, R

2018-03-22

To generate an Arabic version of the Organizational Commitment Questionnaire that would be easily understood by Arabic speakers and would be sensitive to Arabic culture. The nursing workforce in Saudi Arabia is undergoing a process of Saudization but there is a need to understand the factors that will help to retain this workforce. No organizational commitment tools exist in Arabic that are specifically designed for health organizations. An Arabic version of the organizational commitment tool could aid Arabic speaking employers to understand their employees' perceptions of their organizations. Translation and back-translation followed by factor analysis (principal components analysis and confirmatory factor analysis) to test the factorial validity and item response theory (Mokken scaling). A two-factor structure was obtained for the Organizational Commitment Questionnaire comprising Factor 1: Value commitment; and Factor 2: Commitment to stay with acceptable reliability measured by internal consistency. A Mokken scale was obtained including items from both factors showing a hierarchy of items running from commitment to the organization and commitment to self. This study shows that the Arabic version of the OCQ retained the established two-factor structure of the original English-language version. Although the two factors - 'value commitment' and 'commitment to stay' - repudiate the original developers' single factor claim. A useful insight into the structure of the Organizational Commitment Questionnaire has been obtained with the novel addition of a hierarchical scale. The Organizational Commitment Questionnaire is now ready to be used with nurses in the Arab speaking world and could be used a tool to measure the contemporary commitment of nursing employees and in future interventions aimed at increasing commitment and retention of valuable nursing staff. © 2018 International Council of Nurses.

Development Trajectories and Predictors of the Role Commitment of Nursing Preceptors.

PubMed

Wang, Wei-Fang; Hung, Chich-Hsiu; Li, Chung-Yi

2018-06-01

The commitment of nursing preceptors to their role is an important driving force that supports their clinical teaching and affects teaching quality. Role commitment undergoes dynamic development and thus changes over time. Existing studies have utilized only cross-sectional study designs and have not analyzed the changes in commitment trajectories with related factors. This study aimed to investigate the development trajectories of the commitment of preceptors and to examine the predictors between the trajectories of role commitment among nursing preceptors. A single-group, repeated-measures design was adopted, and 59 participants completed the Commitment to the Preceptor Role Scale and the Preceptor's Perception of Support Scale. The latent class growth analysis method was used to estimate the trajectory class patterns. The Wilcoxon rank-sum test, a nonparametric method, was used to compare the differences in demographic characteristics between the trajectories of commitment among nursing preceptors. Predictors were examined using binary logistic regression analysis. The two-class model was the best-fitting model to describe the trajectories of nursing preceptor commitment. The two classes in this model were "low commitment," which accounted for 90.3% of all the participants, and "high commitment," which accounted for 9.7%. A significant difference was found between the two classes in terms of motivation for being a preceptor (p = .048). Neither demographic characteristics nor organizational support had a predictive effect on the trajectories of commitment development. This study found a low level of role commitment among new preceptors. Moreover, internal motivation was found to be a significant factor affecting the trajectories of this commitment. Therefore, institutions should foster an appropriate environment to enhance the role identity of preceptors as well as cultivate and stimulate their commitment to this role.

Approaches to rationing antiretroviral treatment: ethical and equity implications.

PubMed Central

Bennett, Sara; Chanfreau, Catherine

2005-01-01

Despite a growing global commitment to the provision of antiretroviral therapy (ART), its availability is still likely to be less than the need. This imbalance raises ethical dilemmas about who should be granted access to publicly-subsidized ART programmes. This paper reviews the eligibility and targeting criteria used in four case-study countries at different points in the scale-up of ART, with the aim of drawing lessons regarding ethical approaches to rationing. Mexico, Senegal, Thailand and Uganda have each made an explicit policy commitment to provide antiretrovirals to all those in need, but are achieving this goal in steps--beginning with explicit rationing of access to care. Drawing upon the case-studies and experiences elsewhere, categories of explicit rationing criteria have been identified. These include biomedical factors, adherence to treatment, prevention-driven factors, social and economic benefits, financial factors and factors driven by ethical arguments. The initial criteria for determining eligibility are typically clinical criteria and assessment of adherence prospects, followed by a number of other factors. Rationing mechanisms reflect several underlying ethical theories and the ethical underpinnings of explicit rationing criteria should reflect societal values. In order to ensure this alignment, widespread consultation with a variety of stakeholders, and not only policy-makers or physicians, is critical. Without such explicit debate, more rationing will occur implicitly and this may be more inequitable. The effects of rationing mechanisms upon equity are critically dependent upon the implementation processes. As antiretroviral programmes are implemented it is crucial to monitor who gains access to these programmes. PMID:16175829

Interventions That Affect Gender Bias in Hiring: A Systematic Review

PubMed Central

Isaac, Carol; Lee, Barbara; Carnes, Molly

2015-01-01

Purpose To systematically review experimental evidence for interventions mitigating gender bias in employment. Unconscious endorsement of gender stereotypes can undermine academic medicine's commitment to gender equity. Method The authors performed electronic and hand searches for randomized controlled studies since 1973 of interventions that affect gender differences in evaluation of job applicants. Twenty-seven studies met all inclusion criteria. Interventions fell into three categories: application information, applicant features, and rating conditions. Results The studies identified gender bias as the difference in ratings or perceptions of men and women with identical qualifications. Studies reaffirmed negative bias against women being evaluated for positions traditionally or predominantly held by men (male sex-typed jobs). The assessments of male and female raters rarely differed. Interventions that provided raters with clear evidence of job-relevant competencies were effective. However, clearly competent women were rated lower than equivalent men for male sex-typed jobs unless evidence of communal qualities was also provided. A commitment to the value of credentials before review of applicants and women's presence at above 25% of the applicant pool eliminated bias against women. Two studies found unconscious resistance to “antibias” training, which could be overcome with distraction or an intervening task. Explicit employment equity policies and an attractive appearance benefited men more than women, whereas repeated employment gaps were more detrimental to men. Masculine-scented perfume favored the hiring of both sexes. Negative bias occurred against women who expressed anger or who were perceived as self-promoting. Conclusions High-level evidence exists for strategies to mitigate gender bias in hiring. PMID:19881440

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…

Identifying Determinants of Commitment and Turnover Behavior.

ERIC Educational Resources Information Center

Grady, Thomas L.

A study tested the precursors to vocational teachers' commitment to teaching as suggested by the commitment model proposed by Pierce and Dunham. Important consequences of commitment were examined by identifying relationships between commitment, behavioral intentions, and resulting turnover. The study examined the entire population of teachers…

[Association between approach-avoidance commitment to romantic relationships, emotional experiences in romantic relationships, and personal mental health].

PubMed

Komura, Kentaro

2016-02-01

The present study examined the association between approach-avoidance commitment, emotional experiences in romantic relationships, and mental health. It was hypothesized that the association between avoidance commitment and emotional experiences was moderated by approach commitment. Two hundred and three undergraduates who were involved in romantic relationships participated in a questionnaire survey. Results revealed that approach commitment was associated with greater positive emotion and less negative emotion, and these emotional experiences were associated with higher mental health. On the other hand, the association between avoidance commitment and emotional experiences was moderated by approach commitment. That is, only when approach commitment was weak, avoidance commitment was associated with fewer positive emotions and greater negative emotions, and that these emotional experiences were associated with lower mental health. These results reveal that approach-avoidance commitment was associated with mental health via emotional experiences in romantic relationships, and verified Johnson's (1999) and Levinger's (1999) theoretical argument.

13 CFR 108.230 - Private Capital for NMVC Companies.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Company, plus unfunded binding commitments by Institutional Investors (including commitments evidenced by... Federal agency or department. (4) Any portion of a commitment from an Institutional Investor with a net... commitment from an investor if SBA determines that the collectability of the commitment is questionable. (d...

The Revised Commitment Inventory: Psychometrics and Use with Unmarried Couples

ERIC Educational Resources Information Center

Owen, Jesse; Rhoades, Galena K.; Stanley, Scott M.; Markman, Howard J.

2011-01-01

The Commitment Inventory measures interpersonal commitment (dedication) and constraint commitment. Since it was first published, substantial revisions have been made, but there are no published data on the psychometric properties of the new version. Furthermore, little information is available on measuring commitment for unmarried couples. This…

28 CFR 522.11 - Civil contempt commitments.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Civil contempt commitments. 522.11..., CLASSIFICATION, AND TRANSFER ADMISSION TO INSTITUTION Civil Contempt of Court Commitments § 522.11 Civil contempt commitments. Inmates can come into Bureau custody for civil contempt commitments in two ways: (a) The U.S...

A Career Stage Analysis of Career and Organizational Commitment in Nursing.

ERIC Educational Resources Information Center

Reilly, Nora P.; Orsak, Charles L.

1991-01-01

From a sample of 1,520 hospital nurses, 520 responses demonstrated that (1) affective measures were strongly associated with career and affective-organizational commitment and (2) reports of continuance commitment and normative commitment increased significantly with career stage, but career commitment remained constant. (Author/SK)

28 CFR 522.11 - Civil contempt commitments.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 28 Judicial Administration 2 2011-07-01 2011-07-01 false Civil contempt commitments. 522.11..., CLASSIFICATION, AND TRANSFER ADMISSION TO INSTITUTION Civil Contempt of Court Commitments § 522.11 Civil contempt commitments. Inmates can come into Bureau custody for civil contempt commitments in two ways: (a) The U.S...

28 CFR 522.11 - Civil contempt commitments.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 28 Judicial Administration 2 2014-07-01 2014-07-01 false Civil contempt commitments. 522.11..., CLASSIFICATION, AND TRANSFER ADMISSION TO INSTITUTION Civil Contempt of Court Commitments § 522.11 Civil contempt commitments. Inmates can come into Bureau custody for civil contempt commitments in two ways: (a) The U.S...

Conceptual Commitments of AGI Systems: Editorial, Commentaries, and Response

NASA Astrophysics Data System (ADS)

2013-06-01

Editorial: Conceptual Commitments of AGI Systems Haris Dindo / James Marshall / Giovanni Pezzulo 23 General Problems of Unified Theories of Cognition, and Another Conceptual Commitment of LIDA Benjamin Angerer / Stefan Schneider 26 LIDA, Committed to Consciousness Antonio Chella 28 The Radical Interactionism Conceptual Commitment Olivier L. Georgeon / David W. Aha 31 Commitments of the Soar Cognitive Architecture John E. Laird 36 Conceptual Commitments of AGI Projects Pei Wang 39 Will (dis)Embodied LIDA Agents be Socially Interactive? Travis J. Wiltshire / Emilio J. C. Lobato / Florian G. Jentsch / Stephen M. Fiore 42 Author's Response to Commentaries Steve Strain / Stan Franklin 48

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.

Assessment of 'cancer-prone personality' characteristics in healthy study subjects and in patients with breast disease and breast cancer using the commitment questionnaire: a prospective case-control study in Finland.

PubMed

Eskelinen, Matti; Ollonen, Paula

2011-11-01

The findings of a repressed expression of emotions in cancer patients contributed to the hypothesis developed by Lydia Temoshok of a type C personality ('cancer-prone'). To the Authors' knowledge, the associations between the 'cancer-prone personality' characteristics in commitment test and the risk of breast cancer (BC) have rarely been considered together in a prospective study. In an extension of the Kuopio Breast Cancer Study, 115 women with breast symptoms were evaluated for commitment test before any diagnostic procedures were carried out. The clinical examination and biopsy showed BC in 34 patients, benign breast disease (BBD) in 53 patients and 28 individuals were shown to be healthy study subjects (HSS). The BC group reported significantly more commitment to own children (Function A) (mean Commitment score, 3.14) than the patients in the BBD group (mean Commitment score, 3.51) and in the HSS group (mean Commitment score, 3.77) (p=0.05). The women in the BC group also reported more commitment to own husband (Function B) (mean Commitment score, 3.30) than the patients in the BBD group (mean Commitment score, 3.83) and the patients in the HSS group (mean Commitment score, 3.76). The BC group reported significantly more commitment to own work and own body (Function D and G) (mean Commitment scores, 3.20 and 3.50) than the patients in the BBD group (mean Commitment scores, 3.75 and 3.71) or HSS group (mean Commitment scores, 3.46 and 3.50). The mean sum (mean, SD) of the scores were significantly lower in the BC group (31.1, 5.8) than in the BBD (35.2, 6.9) and HSS group (36.4, 5.6) (p=0.02), showing more commitment in the BC group. In summary, patients with BC tended to have an increased risk for bearing the 'high commitment' characteristic and this pattern could contribute to cancer risk through immune and hormonal pathways.

78 FR 34705 - Designation of 3 Individuals and 10 Entities Pursuant to Executive Order 13224 of September 23...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-06-10

... Transactions With Persons Who Commit, Threaten To Commit, or Support Terrorism'' AGENCY: Office of Foreign... and Prohibiting Transactions With Persons Who Commit, Threaten To Commit, or Support Terrorism... grave acts of terrorism and threats of terrorism committed by foreign terrorists, including the...

76 FR 38279 - Designation of One Individual and One Entity Pursuant to Executive Order 13224

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-29

... Prohibiting Transactions With Persons Who Commit, Threaten To Commit, or Support Terrorism.'' DATES: The... of terrorism and threats of terrorism committed by foreign terrorists, including the September 11... sanctions on persons who have committed, pose a significant risk of committing, or support acts of terrorism...

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…

24 CFR 232.510 - Commitment and commitment fee.

Code of Federal Regulations, 2013 CFR

2013-04-01

... of Fire Safety Equipment Fees and Charges § 232.510 Commitment and commitment fee. (a) Issuance of... setting forth the terms and conditions upon which the fire safety loan will be insured. (b) Type of... installation of the fire safety equipment, as determined by the Secretary of HHS. (c) Term of commitment. (1...

24 CFR 232.510 - Commitment and commitment fee.

Code of Federal Regulations, 2012 CFR

2012-04-01

... of Fire Safety Equipment Fees and Charges § 232.510 Commitment and commitment fee. (a) Issuance of... setting forth the terms and conditions upon which the fire safety loan will be insured. (b) Type of... installation of the fire safety equipment, as determined by the Secretary of HHS. (c) Term of commitment. (1...

24 CFR 232.510 - Commitment and commitment fee.

Code of Federal Regulations, 2014 CFR

2014-04-01

... of Fire Safety Equipment Fees and Charges § 232.510 Commitment and commitment fee. (a) Issuance of... setting forth the terms and conditions upon which the fire safety loan will be insured. (b) Type of... installation of the fire safety equipment, as determined by the Secretary of HHS. (c) Term of commitment. (1...

Attachment to God, religious tradition, and firm attributes in workplace commitment.

PubMed

Kent, Blake Victor

2017-01-01

Research on organizational commitment suggests there is an association between American theists' emotional attachment to God and their emotional commitment to the workplace. A sense of divine calling has been shown to partially mediate this association but, beyond that, little is known. The purpose of this study is to shed further light on the relationship between secure attachment to God and affective organizational commitment. I do so by testing whether the employee's religious tradition is associated with affective organizational commitment and whether the employee's firm attributes moderate the relationship between attachment to God and organizational commitment. Results suggest that: 1) Catholics evince higher levels of organizational commitment than Evangelicals, and 2) firm size significantly moderates the relationship between attachment to God and organizational commitment across religious affiliations.

Organizational commitment as a predictor variable in nursing turnover research: literature review.

PubMed

Wagner, Cheryl M

2007-11-01

This paper is a report of a literature review to (1) demonstrate the predictability of organizational commitment as a variable, (2) compare organizational commitment and job satisfaction as predictor variables and (3) determine the usefulness of organizational commitment in nursing turnover research. Organizational commitment is not routinely selected as a predictor variable in nursing studies, although the evidence suggests that it is a reliable predictor. Findings from turnover studies can help determine the previous performance of organizational commitment, and be compared to those of studies using the more conventional variable of job satisfaction. Published research studies in English were accessed for the period 1960-2006 using the CINAHL, EBSCOHealthsource Nursing, ERIC, PROQUEST, Journals@OVID, PubMed, PsychINFO, Health and Psychosocial Instruments (HAPI) and COCHRANE library databases and Business Source Premier. The search terms included nursing turnover, organizational commitment or job satisfaction. Only studies reporting mean comparisons, R(2) or beta values related to organizational commitment and turnover or turnover antecedents were included in the review. There were 25 studies in the final data set, with a subset of 23 studies generated to compare the variables of organizational commitment and job satisfaction. Results indicated robust indirect predictability of organizational commitment overall, with greater predictability by organizational commitment vs job satisfaction. Organizational commitment is a useful predictor of turnover in nursing research, and effective as a variable with the most direct impact on antecedents of turnover such as intent to stay. The organizational commitment variable should be routinely employed in nursing turnover research studies.

Career commitment and job performance of Jordanian nurses.

PubMed

Mrayyan, Majd T; Al-Faouri, Ibrahim

2008-01-01

Career commitment and job performance are complex phenomena that have received little attention in nursing research. A survey was used to assess nurses' career commitment and job performance, and the relationship between the two concepts. Predictors of nurses' career commitment and job performance were also studied. A convenience sample of 640 Jordanian registered nurses was recruited from 24 teaching, governmental, and private hospitals. Nurses "agreed" on the majority of statements about career commitment, and they reported performing "well" their jobs. Using total scores, nurses were equal in their career commitment but they were different in their job performance; the highest mean was scored for nurses in private hospitals. Using the individual items of subscales, nurses were willing to be involved, on their own time, in projects that would benefit patient care. The correlation of the total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship (r = .457). Nurses' job performance, gender, and marital status were the best predictors of nurses' career commitment: they explained 21.8% of variance of nurses' career commitment. Nurses' career commitment, time commitment, marital status, and years of experience in nursing were the best predictors of nurses' job performance: they explained 25.6% of variance of nurses' job performance. The lowest reported means of nurses' job performance require managerial interventions.

The organizational commitment of emergency physicians in Spanish public hospitals

PubMed

Noval de la Torre, A; Bulchand Gidumal, J; Melián González, S

2016-12-30

Background. There are not too many studies that deal with the organizational commitment of emergency physicians. This commitment has been shown to impact organizational performance. The aim of this paper is to analyse the degree of commitment of the emergency physicians in Spanish public hospitals and the factors that may influence it. Method. Online survey using SurveyMonkey to emergency physicians in Spanish public hospitals. Results. Two hundred and five questionnaires were received, 162 from physicians and 43 from heads of the emergency service. Results show an intermediate level of commitment, with affective commitment showing the lowest level and continuance commitment showing the highest level. The capabilities of the physician have an influence on their affective commitment; specific training in emergency procedures and seniority has an influence on their continuance commitment; and the opinion they hold about the organization of their service influences affective commitment. Conclusions. Emergency physicians show an average involvement in the hospital in which they work (average 3.8 on a range of 1 to 5), feel an average affection for it (3.4), and have a high intention to keep working there (4.0). The resources the hospital has due to its level do not have an influence on this commitment, while the training and perceptions of the service do have an influence.

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

PubMed

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

2016-03-01

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. 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. 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. 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.

Social Change: A Framework for Inclusive Leadership Development in Nursing Education.

PubMed

Read, Catherine Y; Pino Betancourt, Debra M; Morrison, Chenille

2016-03-01

The social change model (SCM) promotes equity, social justice, self-knowledge, service, and collaboration. It is a relevant framework for extracurricular leadership development programs that target students who may not self-identify as leaders. Application of the SCM in a leadership development program for prelicensure nursing students from underresourced or underrepresented backgrounds is described. Students' opinions about leadership for social change were explored through a focus group and a pilot test of an instrument designed to assess the values of the SCM. Students lack the experience required to feel comfortable with change, but they come into nursing with a sense of commitment that can be nurtured toward leadership for social change and health equity through best practices derived from the SCM. These include sociocultural conversations, mentoring relationships, community service, and membership in off-campus organizations. Nurse educators can cultivate inclusive leadership for social change using the SCM as a guide. Copyright 2016, SLACK Incorporated.

76 FR 58999 - Continuation of the National Emergency With Respect to Persons Who Commit, Threaten To Commit, Or...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-09-22

... Terrorism #0; #0; #0; Presidential Documents #0; #0; #0;#0;Federal Register / Vol. 76, No. 184 / Thursday... Commit, Or Support Terrorism On September 23, 2001, by Executive Order 13224, the President declared a national emergency with respect to persons who commit, threaten to commit, or support terrorism, pursuant...

76 FR 64427 - Designation of One Entity Pursuant to Executive Order 13224 of September 23, 2001, “Blocking...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-10-18

... Who Commit, Threaten To Commit, or Support Terrorism'' AGENCY: Office of Foreign Assets Control... Commit, Threaten To Commit, or Support Terrorism.'' DATES: The designation by the Director of OFAC of the... national emergency to address grave acts of terrorism and threats of terrorism committed by foreign...

Advancing Efforts to Achieve Health Equity: Equity Metrics for Health Impact Assessment Practice

PubMed Central

Heller, Jonathan; Givens, Marjory L.; Yuen, Tina K.; Gould, Solange; Benkhalti Jandu, Maria; Bourcier, Emily; Choi, Tim

2014-01-01

Equity is a core value of Health Impact Assessment (HIA). Many compelling moral, economic, and health arguments exist for prioritizing and incorporating equity considerations in HIA practice. Decision-makers, stakeholders, and HIA practitioners see the value of HIAs in uncovering the impacts of policy and planning decisions on various population subgroups, developing and prioritizing specific actions that promote or protect health equity, and using the process to empower marginalized communities. There have been several HIA frameworks developed to guide the inclusion of equity considerations. However, the field lacks clear indicators for measuring whether an HIA advanced equity. This article describes the development of a set of equity metrics that aim to guide and evaluate progress toward equity in HIA practice. These metrics also intend to further push the field to deepen its practice and commitment to equity in each phase of an HIA. Over the course of a year, the Society of Practitioners of Health Impact Assessment (SOPHIA) Equity Working Group took part in a consensus process to develop these process and outcome metrics. The metrics were piloted, reviewed, and refined based on feedback from reviewers. The Equity Metrics are comprised of 23 measures of equity organized into four outcomes: (1) the HIA process and products focused on equity; (2) the HIA process built the capacity and ability of communities facing health inequities to engage in future HIAs and in decision-making more generally; (3) the HIA resulted in a shift in power benefiting communities facing inequities; and (4) the HIA contributed to changes that reduced health inequities and inequities in the social and environmental determinants of health. The metrics are comprised of a measurement scale, examples of high scoring activities, potential data sources, and example interview questions to gather data and guide evaluators on scoring each metric. PMID:25347193

Unconditionally secure commitment in position-based quantum cryptography.

PubMed

Nadeem, Muhammad

2014-10-27

A new commitment scheme based on position-verification and non-local quantum correlations is presented here for the first time in literature. The only credential for unconditional security is the position of committer and non-local correlations generated; neither receiver has any pre-shared data with the committer nor does receiver require trusted and authenticated quantum/classical channels between him and the committer. In the proposed scheme, receiver trusts the commitment only if the scheme itself verifies position of the committer and validates her commitment through non-local quantum correlations in a single round. The position-based commitment scheme bounds committer to reveal valid commitment within allocated time and guarantees that the receiver will not be able to get information about commitment unless committer reveals. The scheme works for the commitment of both bits and qubits and is equally secure against committer/receiver as well as against any third party who may have interests in destroying the commitment. Our proposed scheme is unconditionally secure in general and evades Mayers and Lo-Chau attacks in particular.

Competence to proceed in SVP commitment hearings: Irrelevant or fundamental due process right?

PubMed

Fanniff, Amanda M; Otto, Randy K; Petrila, John

2010-01-01

Sexually Violent Predator (SVP) civil commitment, intended to incapacitate offenders and protect the public, has been implemented in 21 jurisdictions. While respondents in traditional civil commitment proceedings need not be competent to proceed, SVP commitment may present a greater deprivation of liberty and therefore greater procedural protections may be merited. Statutes and case law regarding competence in this context address two issues: competence to challenge unproven sexual offense allegations and competence to participate in the SVP commitment process. Of the 14 states that have addressed the issue, one concluded that respondents must be competent to challenge unproven allegations and one concluded that all SVP respondents must be competent to participate in the commitment process. Differences between SVP and traditional civil commitment, the rationale underlying the competence requirement, and decisions regarding competence in SVP commitment are reviewed to inform debate regarding whether SVP respondents must be competent to proceed with the commitment process. Copyright © 2010 John Wiley & Sons, Ltd.

Commitment, enjoyment and motivation in young soccer competitive players.

PubMed

Garcia-Mas, Alexandre; Palou, Pere; Gili, Margarita; Ponseti, Xavier; Borras, Pere A; Vidal, Josep; Cruz, Jaume; Torregrosa, Miquel; Villamarín, Francisco; Sousa, Catarina

2010-11-01

Building upon Deci's and Ryan (1985) Self-determination theory as well as the sportive behavioral correlates of the model of Commitment (Scanlan et al., 1976), this study tries to establish the relationship between motivation and commitment in youth sport. For this purpose 454 young competitive soccer players answered the Sport Motivation Scale (SMS) and the Sport Commitment Questionnaire (SCQ) during the regular season. The SMS measures the three dimensions of the Motivational continuum (the Amotivation, the Extrinsic Motivation and the Intrinsic Motivation). The SCQ measures the Sportive Commitment and its composing factors such as the Enjoyment, the Alternatives to the sport, and the Social Pressure. Our findings provided a clear pattern of the influence of motivation in sport enjoyment and commitment, outlining the positive contribution of intrinsic and extrinsic motivation to enjoyment and commitment. Amotivation, contributes positively to alternatives to sport and negatively to enjoyment and commitment, It should be noted that extrinsic motivation has a higher contribution to enjoyment whereas intrinsic motivation has a higher contribution to commitment.

Alzheimer's: From Caring to Commitment

MedlinePlus

... Current Issue Past Issues Home Current issue contents Alzheimer's: From Caring to Commitment From Caring to Commitment ... Caring to Commitment During her sister’s battle with Alzheimer’s, Anne Murphy stayed by her side and continues ...

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

PubMed

Westerberg, Kristina; Tafvelin, Susanne

2015-07-06

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

The role of commitment strength in enhancing safe water consumption: mediation analysis of a cluster-randomized trial.

PubMed

Inauen, Jennifer; Tobias, Robert; Mosler, Hans-Joachim

2014-11-01

The objectives of this study were to investigate the importance of commitment strength in the theory of planned behaviour (TPB) and to test whether behaviour change techniques (BCTs) aimed at increasing commitment strength indeed promote switching to arsenic-safe wells by changing commitment strength. A cluster-randomized controlled trial with four arms was conducted to compare an information-only intervention to information plus one, two, or three commitment-enhancing BCTs. Randomly selected households (N = 340) of Monoharganj, Bangladesh, in seven geographically separate areas, whose members were drinking arsenic-contaminated water at baseline and had access to arsenic-safe wells, participated in this trial. The areas were randomly allocated to the four intervention arms. Water consumption behaviour, variables of the TPB, commitment strength, and socio-demographic characteristics were assessed at baseline and at 3-month follow-up by structured face-to-face interviews. Mediation analysis was used to investigate the mechanisms of behaviour change. Changes in commitment strength significantly increased the explanatory power of the TPB to predict well-switching. Commitment-enhancing BCTs - public self-commitment, implementation intentions, and reminders - increased the behaviour change effects of information by up to 50%. Mediation analyses confirmed that the BCTs indeed increased well-switching by increasing commitment strength. Unexpectedly, however, mediation via changes in behavioural intentions was the strongest mechanism of the intervention effects. Commitment is an important construct to consider in water- and health-related behaviour change and may be for other health behaviours as well. BCTs that alter behavioural intentions and commitment strength proved highly effective at enhancing the behaviour change effects of information alone. Statement of contribution What is already known on this subject? Millions of people drink contaminated water even if they have access to safe water alternatives and despite increased awareness of the consequences to health. The theory of planned behaviour (TPB) and commitment strength are predictive of safe water consumption. The potentially commitment-enhancing behaviour change techniques (BCTs) - reminders, implementation intentions, and public self-commitment - can promote health behaviours, including safe water consumption. What does this study add? Changes in commitment strength significantly added to the prediction of switching to arsenic-safe wells by the TPB. Information-plus-BCTs aimed at increasing commitment strength led to >50% more well-switching than information alone. Behaviour change effects of the BCTs were mediated by changes in commitment strength and behavioural intentions. © 2013 The British Psychological Society.

An analysis of the concept of organizational commitment.

PubMed

Liou, Shwu-Ru

2008-01-01

Building organizational commitment. This paper aims to analyze the concept of organizational commitment, including its attributes, antecedents, outcomes, and measurements. CINAHL, MEDLINE, Psychology and Behavioral Sciences Collection, Sociological Collection, and PubMed. By understanding the concept of organizational commitment, administrators and nurses can become more aware of their levels of commitment, bridge gaps in communication, and eventually provide higher-quality care to clients.

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…

Synergy between intention recognition and commitments in cooperation dilemmas

NASA Astrophysics Data System (ADS)

Han, The Anh; Santos, Francisco C.; Lenaerts, Tom; Pereira, Luís Moniz

2015-03-01

Commitments have been shown to promote cooperation if, on the one hand, they can be sufficiently enforced, and on the other hand, the cost of arranging them is justified with respect to the benefits of cooperation. When either of these constraints is not met it leads to the prevalence of commitment free-riders, such as those who commit only when someone else pays to arrange the commitments. Here, we show how intention recognition may circumvent such weakness of costly commitments. We describe an evolutionary model, in the context of the one-shot Prisoner's Dilemma, showing that if players first predict the intentions of their co-player and propose a commitment only when they are not confident enough about their prediction, the chances of reaching mutual cooperation are largely enhanced. We find that an advantageous synergy between intention recognition and costly commitments depends strongly on the confidence and accuracy of intention recognition. In general, we observe an intermediate level of confidence threshold leading to the highest evolutionary advantage, showing that neither unconditional use of commitment nor intention recognition can perform optimally. Rather, our results show that arranging commitments is not always desirable, but that they may be also unavoidable depending on the strength of the dilemma.

The Adolescent Substance Abuse Goal Commitment (ASAGC) Questionnaire: An Examination of Clinical Utility and Psychometric Properties.

PubMed

Kaminer, Yifrah; Ohannessian, Christine McCauley; McKay, James R; Burke, Rebecca H

2016-02-01

Commitment to change is an innovative potential mediator or mechanism of behavior change that has not been examined in adolescents with substance use disorders (SUD). The Adolescent Substance Abuse Goal Commitment (ASAGC) questionnaire is a 16-item measure developed to assess an individual's commitment to his/her stated treatment goal. The objectives of this study are to explore the research and clinical utility of the commitment construct as measured by the ASAGC. During sessions 3 and 9 of a 10-week SUD treatment, therapists completed the ASAGC for 170 13-18 year-old adolescents. An exploratory factor analysis was conducted on the ATAGC items. Concurrent validity with related constructs, self-efficacy and motivation for change, was examined as well. At both sessions, the factor analysis resulted in two scales--Commitment to Recovery and Commitment to Harm Reduction. The ASAGC scales were found to demonstrate a high level of internal consistency (alpha coefficients ranged from .92 to .96 over time). In contrast to the Commitment to Harm Reduction scale, the Commitment to Recovery scale consistently correlated with scales from the Situational Confidence Questionnaire assessing self-efficacy, evidencing concurrent validity. Similarly, the Commitment to Recovery scale was related to the Problem Recognition Questionnaire, providing further evidence of the validity of the ASAGC. The ASAGC is a reliable and valid clinical research instrument for the assessment of adolescents' commitment to their substance abuse treatment goal. Clinical researchers may take advantage of the clinical utility of the ASAGC including its ability to differentiate between commitment to abstinence versus commitment to harm reduction. Copyright © 2015 Elsevier Inc. All rights reserved.

Practical implications of understanding the influence of motivations on commitment to voluntary urban conservation stewardship.

PubMed

Asah, Stanley T; Blahna, Dale J

2013-08-01

Although the word commitment is prevalent in conservation biology literature and despite the importance of people's commitment to the success of conservation initiatives, commitment as a psychological phenomenon and its operation in specific conservation behaviors remains unexplored. Despite increasing calls for conservation psychology to play a greater role in meeting conservation goals, applications of the psychological sciences to specific conservation behaviors, illustrating their utility to conservation practice, are rare. We examined conservation volunteers' motivations and commitment to urban conservation volunteering. We interviewed key informant volunteers and used interview findings to develop psychometric scales that we used to assess motivations and commitment to volunteer. We surveyed 322 urban conservation volunteers and used factor analysis to reveal how volunteers structure their motivations and commitment to volunteer for urban conservation activities. Six categories of motivations and 2 categories of commitment emerged from factor analysis. Volunteers were motivated by desires to help the environment, defend and enhance the ego, career and learning opportunities, escape and exercise, social interactions, and community building. Two forms of commitment, affective and normative commitment, psychologically bind people to urban conservation volunteerism. We used linear-regression models to examine how these categories of motivations influence volunteers' commitment to conservation volunteerism. Volunteers' tendency to continue to volunteer for urban conservation, even in the face of fluctuating counter urges, was motivated by personal, social, and community functions more than environmental motivations. The environment, otherwise marginally important, was a significant motivator of volunteers' commitment only when volunteering met volunteers' personal, social, and community-building goals. Attention to these personal, social, and community-building motivations may help enhance volunteers' commitment to conservation stewardship and address the pressing challenge of retaining urban conservation volunteers. © 2013 Society for Conservation Biology.

The impact of middle manager affective commitment on perceived improvement program implementation success.

PubMed

Fryer, Ashley-Kay; Tucker, Anita L; Singer, Sara J

Recent literature suggests that middle manager affective commitment (emotional attachment, identification, and involvement) to an improvement program may influence implementation success. However, less is known about the interplay between middle manager affective commitment and frontline worker commitment, another important driver of implementation success. We contribute to this research by surveying middle managers who directly manage frontline workers on nursing units. We assess how middle manager affective commitment is related to their perceptions of implementation success and whether their perceptions of frontline worker support mediate this relationship. We also test whether a set of organizational support factors foster middle manager affective commitment. We adapt survey measures of manager affective commitment to our research context of hospitals. We surveyed 67 nurse managers from 19 U.S. hospitals. We use hierarchical linear regression to assess relationships among middle manager affective commitment to their units' falls reduction program and their perceptions of three constructs related to the program: frontline worker support, organizational support, and implementation success. Middle manager affective commitment to their unit's falls reduction program is positively associated with their perception of implementation success. This relationship is mediated by their perception of frontline worker support for the falls program. Moreover, middle managers' affective commitment to their unit's falls program mediates the relationship between perceived organizational support for the program and perceived implementation success. We, through this research, offer an important contribution by providing empirical support of factors that may influence successful implementation of an improvement program: middle manager affective commitment, frontline worker support, and organizational support for an improvement program. Increasing levels of middle manager affective commitment to an improvement program could strengthen program implementation success by facilitating frontline worker support for the program. Furthermore, providing the organizational support items in our survey construct may bolster middle manager affective commitment.

Factors Affecting Organizational Commitment in Navy Corpsmen.

PubMed

Booth-Kewley, Stephanie; Dell'Acqua, Renée G; Thomsen, Cynthia J

2017-07-01

Organizational commitment is a psychological state that has a strong impact on the likelihood that employees will remain with an organization. Among military personnel, organizational commitment is predictive of a number of important outcomes, including reenlistment intentions, job performance, morale, and perceived readiness. Because of the unique challenges and experiences associated with military service, it may be that organizational commitment is even more critical in the military than in civilian populations. Despite the essential role that they play in protecting the health of other service members, little is known about the factors that influence Navy Corpsmen's organizational commitment. This study investigated demographic and psychosocial factors that may be associated with organizational commitment among Corpsmen. Surveys of organizational commitment and possible demographic and psychosocial correlates of organizational commitment were completed by 1,597 male, active duty Navy Corpsmen attending Field Medical Training Battalion-West, Camp Pendleton, California. Bivariate correlations and hierarchical multiple regression analyses were used to determine significant predictors of organizational commitment. Of the 12 demographic and psychosocial factors examined, 6 factors emerged as significant predictors of organizational commitment in the final model: preservice motivation to be a Corpsman, positive perceptions of Corpsman training, confidence regarding promotions, occupational self-efficacy, social support for a Corpsman career, and lower depression. Importantly, a number of the factors that emerged as significant correlates of organizational commitment in this study are potentially modifiable. These factors include confidence regarding promotions, positive perceptions of Corpsman training, and occupational self-efficacy. It is recommended that military leaders and policy-makers take concrete steps to address these factors, thereby strengthening organizational commitment among Corpsmen. Further research is needed to identify ways in which organizational commitment could be strengthened among Corpsmen. Reprint & Copyright © 2017 Association of Military Surgeons of the U.S.

Job and career influences on the career commitment of health care executives: the mediating effect of job satisfaction.

PubMed

Myrtle, Robert; Chen, Duan-Rung; Liu, Caroline; Fahey, Daniel

2011-01-01

While there is considerable evidence supporting the relationship between job satisfaction and organizational commitment, the relationship between the antecedents of job satisfaction, organizational commitment and career commitment are not clearly understood. This study seeks to clarify whether these antecedents have an effect independent of job satisfaction on career commitment or whether these antecedents are mediated by job satisfaction. In total, 2,799 questionnaires were mailed out to members of the American College of Healthcare Executives (ACHE). The responses received were 643 (22.9 percent) and after eliminating retirees or students, a sample of 456 respondents currently employed in the health care industry was obtained. Path analysis was conducted to test the hypothetical relationships between work situation, career experiences and career commitment. It was found that job satisfaction mediated the influences of job tenure and career pattern on career commitment. Job satisfaction partially mediated the influences of perceived job security and one's satisfaction with career on career commitment. Both of these measures had a direct influence on career commitment. Career experience such as sector change was also positively associated with career commitment. While the research offers some insights into the factors affecting the career commitment of health care executives, the sample was limited to respondents who were members of the American College of Healthcare Executives, and thus may not represent the views of all managers in the health care sector. To retain high-valued health care workers it is important that an organization has a work environment that enhances their commitment to their occupation as well as their careers. This study clarifies the influence of job satisfaction on the career commitment of health care managers during a very dynamic period.

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

PubMed

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

2002-04-01

This study investigated the impact of work interfering with family (WIF) and family interfering with work (FIW) on women's organizational commitment and examined both the direct and moderating effects of their perceived organizational support. Participants were 143 professional employed mothers with at least 1 preschool-age child. The study found that WIF was positively related to continuance organizational commitment but unrelated to affective commitment, and FIW was not related to either form of organizational commitment. Results also indicated that perceived organizational support exhibited a main effect on both types of commitment.

Positive Feedback of NDT80 Expression Ensures Irreversible Meiotic Commitment in Budding Yeast

PubMed Central

Tsuchiya, Dai; Yang, Yang; Lacefield, Soni

2014-01-01

In budding yeast, meiotic commitment is the irreversible continuation of the developmental path of meiosis. After reaching meiotic commitment, cells finish meiosis and gametogenesis, even in the absence of the meiosis-inducing signal. In contrast, if the meiosis-inducing signal is removed and the mitosis-inducing signal is provided prior to reaching meiotic commitment, cells exit meiosis and return to mitosis. Previous work has shown that cells commit to meiosis after prophase I but before entering the meiotic divisions. Since the Ndt80 transcription factor induces expression of middle meiosis genes necessary for the meiotic divisions, we examined the role of the NDT80 transcriptional network in meiotic commitment. Using a microfluidic approach to analyze single cells, we found that cells commit to meiosis in prometaphase I, after the induction of the Ndt80-dependent genes. Our results showed that high-level expression of NDT80 is important for the timing and irreversibility of meiotic commitment. A modest reduction in NDT80 levels delayed meiotic commitment based on meiotic stages, although the timing of each meiotic stage was similar to that of wildtype cells. A further reduction of NDT80 resulted in the surprising finding of inappropriately uncommitted cells: withdrawal of the meiosis-inducing signal and addition of the mitosis-inducing signal to cells at stages beyond metaphase I caused return to mitosis, leading to multi-nucleate cells. Since Ndt80 enhances its own transcription through positive feedback, we tested whether positive feedback ensured the irreversibility of meiotic commitment. Ablating positive feedback in NDT80 expression resulted in a complete loss of meiotic commitment. These findings suggest that irreversibility of meiotic commitment is a consequence of the NDT80 transcriptional positive feedback loop, which provides the high-level of Ndt80 required for the developmental switch of meiotic commitment. These results also illustrate the importance of irreversible meiotic commitment for maintaining genome integrity by preventing formation of multi-nucleate cells. PMID:24901499

The relationship between some demographic characteristics and organizational commitment of nurses working in the Social Security Hospital of Khorramabad

PubMed Central

Sepahvand, Faribah; Atashzadeh-Shoorideh, Foorozan; Parvizy, Soroor; Tafreshi, Mansoureh Zagheri

2017-01-01

Background Reduction in organizational commitment of nurses results in deficiency of care services. Some demographic factors affect organizational commitment. Objective The present study is intended to determine the organizational commitment of nurses and its relationship with demographic characteristics. Methods This study was a descriptive correlation (cross-sectional) study in January and February of 2016 on 126 nurses who held Bachelor of Science (B.Sc.) or Master of Science (M.Sc.) and at least one year of work experience in the Social Security Hospital of Khorramabad, selected using the census method. Data collection tools included a demographic characteristics form and Allen and Meyer questionnaire. Data analysis was performed using SPSS 20. Independent-samples t-test and one-way ANOVA were used to determine the relationship between organizational commitment and demographic characteristics. Results The majority of nurses had moderate organizational commitment, the highest score belonging to the continuance commitment (22.33%), and the lowest score belonging to the normative commitment (19.16%). Also, there was a significant correlation between the continuance commitment and work experience (p=0.001), the staff posts (p=0.01) and shifts (p=0.04). Conclusion Considering the moderate level of subjects’ organizational commitment in the present study, managers should take necessary measures to increase the attachment and organizational commitment of nurses and provide the ground for improving nursing services. PMID:28848623

The "I" in us, or the eye on us? Regulatory focus, commitment and derogation of an attractive alternative person.

PubMed

Rodrigues, David; Lopes, Diniz; Kumashiro, Madoka

2017-01-01

When individuals are highly committed to their romantic relationship, they are more likely to engage in pro-relationship maintenance mechanisms. The present research expanded on the notion that commitment redirects self-oriented goals to consider broader relational goals and examined whether commitment interacts with a promotion and prevention focus to activate derogation of attractive alternatives. Three studies used cross-sectional and experimental approaches. Study 1 showed that romantically involved individuals predominantly focused on promotion, but not prevention, reported less initial attraction to an attractive target than single individuals, especially when highly committed to their relationship. Study 2 showed that romantically involved individuals induced in a promotion focus, compared to those in prevention focus, reported less initial attraction, but only when more committed to their relationship. Regardless of regulatory focus manipulation, more committed individuals were also less likely to perceive quality among alternative scenarios and to be attentive to alternative others in general. Finally, Study 3 showed that romantically involved individuals induced in promotion focus and primed with high commitment reported less initial attraction, than those primed with low commitment, or than those induced in prevention focus. Once again, for these latter no differences occurred according to commitment prime. Together, the findings suggest that highly committed promotion focused individuals consider broader relationship goals and activate relationship maintenance behaviors such as derogation of attractive alternatives to promote their relationship.

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

The relationship between some demographic characteristics and organizational commitment of nurses working in the Social Security Hospital of Khorramabad.

PubMed

Sepahvand, Faribah; Atashzadeh-Shoorideh, Foorozan; Parvizy, Soroor; Tafreshi, Mansoureh Zagheri

2017-06-01

Reduction in organizational commitment of nurses results in deficiency of care services. Some demographic factors affect organizational commitment. The present study is intended to determine the organizational commitment of nurses and its relationship with demographic characteristics. This study was a descriptive correlation (cross-sectional) study in January and February of 2016 on 126 nurses who held Bachelor of Science (B.Sc.) or Master of Science (M.Sc.) and at least one year of work experience in the Social Security Hospital of Khorramabad, selected using the census method. Data collection tools included a demographic characteristics form and Allen and Meyer questionnaire. Data analysis was performed using SPSS 20. Independent-samples t-test and one-way ANOVA were used to determine the relationship between organizational commitment and demographic characteristics. The majority of nurses had moderate organizational commitment, the highest score belonging to the continuance commitment (22.33%), and the lowest score belonging to the normative commitment (19.16%). Also, there was a significant correlation between the continuance commitment and work experience (p=0.001), the staff posts (p=0.01) and shifts (p=0.04). Considering the moderate level of subjects' organizational commitment in the present study, managers should take necessary measures to increase the attachment and organizational commitment of nurses and provide the ground for improving nursing services.

The influence of social identity on self-worth, commitment, and effort in school-based youth sport.

PubMed

Martin, Luc J; Balderson, Danny; Hawkins, Michael; Wilson, Kathleen; Bruner, Mark W

2018-02-01

​​​The current study examined the influence of social identity for individual perceptions of self-worth, commitment, and effort in school-based youth athletes. Using a prospective research design, 303 athletes (M age  = 14.89, SD = 1.77; 133 female) from 27 sport teams completed questionnaires at 2 time points (T1 - demographics, social identity; T2 - self-worth, commitment, effort) during an athletic season. Multilevel analyses indicated that at the individual level, the social identity dimension of in-group ties (IGT) predicted commitment (b = 0.12, P = .006) and perceived effort (b = 0.14, P = .008), whereas in-group affect (IGA) predicted commitment (b = 0.25, P = .001) and self-worth (b = 2.62, P = .006). At the team level, means for IGT predicted commitment (b = 0.31, P < .001) and self-worth (b = 4.76, P = .024). Overall, social identity accounted for variance at both levels, ranging from 4% (self-worth) to 15% (commitment). Identifying with a group to a greater extent was found to predict athlete perceptions of self-worth, commitment, and effort. More specifically, at the individual level, IGT predicted commitment and effort, and IGA predicted commitment and self-worth. At the team level, IGT predicted commitment and self-worth.

Project on Elite Athlete Commitment (PEAK): IV. identification of new candidate commitment sources in the sport commitment model.

PubMed

Scanlan, Tara K; Russell, David G; Scanlan, Larry A; Klunchoo, Tatiana J; Chow, Graig M

2013-10-01

Following a thorough review of the current updated Sport Commitment Model, new candidate commitment sources for possible future inclusion in the model are presented. They were derived from data obtained using the Scanlan Collaborative Interview Method. Three elite New Zealand teams participated: amateur All Black rugby players, amateur Silver Fern netball players, and professional All Black rugby players. An inductive content analysis of these players' open-ended descriptions of their sources of commitment identified four unique new candidate commitment sources: Desire to Excel, Team Tradition, Elite Team Membership, and Worthy of Team Membership. A detailed definition of each candidate source is included along with example quotes from participants. Using a mixed-methods approach, these candidate sources provide a basis for future investigations to test their viability and generalizability for possible expansion of the Sport Commitment Model.

Study on the Influence of Leadership Style on Employee’s Organizational Commitment

NASA Astrophysics Data System (ADS)

Wang, Lin

2018-03-01

Talent is the core competitiveness of an enterprise, how to retain talent, inspire their creative, exert its advantages for the enterprise to bring profit maximization and value appreciation. It has always been the focus of enterprises and scholars. A great number of studies have shown that organizational commitment has an important impact on employees’ attitudes, thoughts and behaviors, and leadership style is also an important variable which affects the organizational commitment of employees. Through the questionnaire survey, the statistical software SPSS24.0 empirical analysis of the collected data shows that there is a positive correlation between the style of leadership and the commitment of the employee and the correlation with the employee’s normative commitment is not significant; The established leadership is negatively correlated with the employee’s emotional commitment and normative commitment, but it is not significant with the continuous commitment.

[Organizational commitment and job satisfaction: an exploratory study in family health units in Portugal].

PubMed

Pereira, Isabel; Veloso, Ana; Silva, Isabel Soares; Costa, Patricio

2017-05-18

This study explored the relationship between organizational commitment and job satisfaction among workers in family health units. Six family health units in the North of Portugal participated, including 105 health professionals (physicians, nurses, and clinical secretaries). The study used the Portuguese adaptations of the Organizational Commitment Scale by Meyer & Allen (1997) and the Job Satisfaction Survey (Spector, 1985). The results suggest a positive association between organizational commitment and job satisfaction. The professionals are moderately satisfied and committed to the family health units; the most satisfactory aspects are the nature of the work, relationship to coworkers, and communication, while pay is the most unsatisfactory. The affective component of the commitment appears, highlighting the professionals' involvement in (and identification with) the family health units project. The linear regression model proved significant, and organizational commitment explains 22.7% of the variance in job satisfaction. For this sample, organizational commitment predicts job satisfaction.

Commitment Without Marriage

PubMed Central

Reczek, Corinne; Elliott, Sinikka; Umberson, Debra

2011-01-01

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

Can a four-dimensional model of occupational commitment help to explain intent to leave the emergency medical service occupation?

PubMed

Blau, Gary; Chapman, Susan; Pred, Robert S; Lopez, Andrea

2009-01-01

Using a sample of 854 emergency medical service (EMS) respondents, this study supported a four-dimension model of occupational commitment, comprised of affective, normative, accumulated costs, and limited alternatives. When personal and job-related variables were controlled, general job satisfaction emerged as a negative correlate of intent to leave. Controlling for personal, job-related, and job satisfaction variables, affective and limited alternatives commitment were each significant negative correlates. There were small but significant interactive effects among the commitment dimensions in accounting for additional intent to leave variance, including a four-way interaction. "High" versus "low" cumulative commitment subgroups were created by selecting respondents who were equal to or above ("high") versus below ("low") the median on each of the four occupational commitment dimensions. A t-test indicated that low cumulative commitment EMS respondents were more likely to intend to leave than high cumulative commitment EMS respondents.

Differences between Homicides Committed by Lone and Multiple Offenders in Korea.

PubMed

Park, Jisun; Cho, Joon Tag

2018-05-16

The aim of this study was to differentiate between homicides committed by multiple offenders and homicides committed by lone offenders. Using data on homicide incidents that occurred in South Korea between 1985 and 2008, we compared 134 homicides committed by multiple offenders, with 369 homicides committed by lone offenders. A greater proportion of homicides committed by multiple offenders involved injuries to the victim's head compared to homicides by lone offenders. Homicides committed by multiple offenders were more likely to involve blunt instruments and ligatures, whereas homicides by lone offenders were more likely to involve sharp instruments. In addition, a majority of the homicides committed by multiple offenders were planned. The results of this study have practical implications for homicide investigations, as well as theoretical implications for homicide research on the difference in offense behaviors based on the number of offenders. © 2018 American Academy of Forensic Sciences.

Bidding to Commit.

PubMed

Barclay, Pat

2017-01-01

Economists and biologists have both theorized that individuals can benefit from committing to courses of action because it forces others to concede a greater share of any surpluses, but little experimental work has tested the actual benefits of such a strategy and people's willingness to so "tie their hands." Participants played a Battle-of-the-Sexes (Experiment 1) or Hawk-Dove game (Experiment 2), where one member of each pair could not change his or her action once played (committed), whereas the other could change actions in response (uncommitted). Committed players were more likely to achieve their preferred outcomes. When bidding to select roles, most participants preferred to be committed rather than uncommitted, though they bid slightly less than the committed role was actually worth. These results provide empirical support for people's willingness to use commitment to their advantage and show that commitment devices (e.g., "irrational" emotions) can bring long-term benefits.

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

PubMed

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

2010-10-01

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

Organizational commitment of military physicians.

PubMed

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

2009-09-01

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

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. (c) 2015 APA, all rights reserved).

The role of identity commitments in depressive symptoms and stressful life events in adolescence and young adulthood.

PubMed

van Doeselaar, Lotte; Klimstra, Theo A; Denissen, Jaap J A; Branje, Susan; Meeus, Wim

2018-05-01

The formation of a stable identity, consisting of a strong set of commitments, is a key developmental task in adolescence and young adulthood. Not resolving this task and lacking strong identity commitments is related to difficulties like depressive symptoms and stressful life events. However, the exact role of identity commitments in these negative experiences has remained unclear. In two longitudinal studies in the Netherlands spanning 8 and 6 years, respectively, we examined the associations between career and interpersonal commitments, depressive symptoms, and the number of experienced stressful life events over time. Study 1 included 683 adolescents (11 to 15 years at T1) and 268 adolescents and young adults (16 to 20 years at T1). Study 2 included 960 adolescents (12 to 17 years at T1) and 944 young adults (18 to 24 years at T1). Both studies indicated that stronger identity commitments predicted relative decreases in negative experiences. In Study 2, stronger interpersonal commitments predicted relative decreases in depressive symptoms. In both studies, stronger career commitments predicted a relative decrease in stressful life events. Furthermore, only career commitments weakened after negative experiences. Interpersonal commitments did not weaken after negative experiences, possibly because of the importance of interpersonal relationships during difficult times. Moreover, identity commitments did not buffer the effect of stressful life events on depressive symptoms in either study. These findings underscore the importance of identity commitments in adolescence and young adulthood, but provide crucial nuances regarding their role in different life domains. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

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.

Exercisers' identities and exercise dependence: the mediating effect of exercise commitment.

PubMed

Lu, Frank Jing-Horng; Hsu, Eva Ya-Wen; Wang, Junn-Ming; Huang, Mei-Yao; Chang, Jo-Ning; Wang, Chien-Hsin

2012-10-01

The purpose of this study was to examine the associations of exercise identity, exercise commitment, exercise dependence, and, particularly, the mediating effects of exercise commitment on the relationship between exercise identity and exercise dependence. 253 Taiwanese regular exercisers completed measures, including the Exercise Dependence Scale-Revised, the Exercise Identity Scale, the Exercise Commitment Scale, and the Godin Leisure Time Exercise Questionnaire. Results showed that exercise identity, exercise dependence, and two types of exercise commitment were moderately to highly correlated. Furthermore, structural equation modelling indicated that a "have to" commitment partially mediated the relationship between exercise identity and exercise dependence. Based on the mediating role of a "have to" commitment, the findings are particularly informative to exercise instructors and for exercise program managers.

77 FR 25234 - Unblocking of One Individual Specially Designated Global Terrorist Pursuant to Executive Order 13224

Federal Register 2010, 2011, 2012, 2013, 2014

2012-04-27

... Commit, Threaten To Commit, or Support Terrorism, from the list of Specially Designated Nationals and... persons who commit, threaten to commit, or support acts of terrorism. The President identified in the...

76 FR 16855 - Unblocking of One Specially Designated Global Terrorist Pursuant to Executive Order 13224

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-25

... Commit, Threaten To Commit, or Support Terrorism, from the list of Specially Designated Nationals and... sanctions on persons who commit, threaten to commit, or support acts of terrorism. The President identified...

Considerations in civil commitment of individuals with substance use disorders.

PubMed

Cavaiola, Alan A; Dolan, David

2016-01-01

Several states currently have enacted laws that allow for civil commitment for individuals diagnosed with severe substance use disorders. Civil commitment or involuntary commitment refers to the legal process by which individuals with mental illness are court-ordered into inpatient and/or outpatient treatment programs. Although initially civil commitment laws were intended for individuals with severe mental illness, these statutes have been extended to cover individuals with severe substance use disorders. Much of the recent legislation allowing for civil commitment of individuals with substance use disorders has come about in response to the heroin epidemic and is designed to provide an alternative to the unrelenting progression of opioid use disorders. Civil commitment also provides an opportunity for individuals with opioid use disorders to make informed decisions regarding ongoing or continued treatment. However, civil commitment also raises concerns regarding the potential violation of 14th Amendment rights, specifically pertaining to abuses of deprivation of liberty or freedom, which are guaranteed under the 14th Amendment to the United States Constitution. This commentary examines these issues while supporting the need for effective brief civil commitment legislation in all states.

Quality of the leader-member relationship and the organizational commitment of nurses.

PubMed

Nunes, Elisabete Maria Garcia Teles; Gaspar, Maria Filomena Mendes

2017-12-18

To understand the perception of the quality of leadership relationships and the organizational commitment of nurses, and to analyze the influence of this relationship quality. Cross-sectional and correlational study, with a quantitative approach, using a non-probability convenience sampling with 408 nurses. The data were collected through questionnaires at Central Hospital in Lisbon, between January and March 2013. The statistical analysis of the data was carried out using IBM® SPSS® Statistics 19 software. Three hundred forty-two questionnaires were considered valid. The quality of the leadership relationship was satisfactory, and the nurses were poorly committed to the organization. The quality of the leadership relationship was statistically correlated with organizational commitment: there was found a moderate association to affective commitment (rs=0.42, p<0.05), a low association with the normative commitment (rs=0.37, p<0.05), and a very low association with the calculative commitment (rs=0.14, p<0.05). Leadership exerts influence on organizational commitment. An opportunity to improve the quality of the leadership relationship between nurses and their leaders was found, with the consequent possibility of developing organizational commitment.

Accelerating health equity: the key role of universal health coverage in the Sustainable Development Goals.

PubMed

Tangcharoensathien, Viroj; Mills, Anne; Palu, Toomas

2015-04-29

The Sustainable Development Goals (SDGs), to be committed to by Heads of State at the upcoming 2015 United Nations General Assembly, have set much higher and more ambitious health-related goals and targets than did the Millennium Development Goals (MDGs). The main challenge among MDG off-track countries is the failure to provide and sustain financial access to quality services by communities, especially the poor. Universal health coverage (UHC), one of the SDG health targets indispensable to achieving an improved level and distribution of health, requires a significant increase in government investment in strengthening primary healthcare - the close-to-client service which can result in equitable access. Given the trend of increased fiscal capacity in most developing countries, aiming at long-term progress toward UHC is feasible, if there is political commitment and if focused, effective policies are in place. Trends in high income countries, including an aging population which increases demand for health workers, continue to trigger international migration of health personnel from low and middle income countries. The inspirational SDGs must be matched with redoubled government efforts to strengthen health delivery systems, produce and retain more and relevant health workers, and progressively realize UHC.

28 CFR 522.10 - Purpose.

Code of Federal Regulations, 2010 CFR

2010-07-01

... TO INSTITUTION Civil Contempt of Court Commitments § 522.10 Purpose. (a) This subpart describes the procedures for federal civil contempt of court commitments (civil contempt commitments) referred to the... to implement civil contempt commitments by making our facilities and resources available. When we...

Predictors of organizational commitment among staff in assisted living.

PubMed

Sikorska-Simmons, Elzbieta

2005-04-01

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. Data were collected from 317 staff members in 61 facilities, using self-administered questionnaires. The facilities were selected from licensed assisted living programs and were stratified into small, traditional, and new-model homes. Staff questionnaires were distributed by a researcher during 1-day visits to each facility. Organizational commitment was measured by the extent of staff identification, involvement, and loyalty to the organization. Organizational culture, job satisfaction, and education were strong predictors of commitment, together explaining 58% of the total variance in the dependent variable. Higher levels of organizational commitment were associated with more favorable staff perceptions of organizational culture and greater job satisfaction. In addition, more educated staff members tended to report higher levels of organizational commitment. Other than education, sociodemographic characteristics failed to account for a significant amount of variance in organizational commitment. Because job satisfaction and organizational culture were strong predictors of commitment, interventions aimed at increasing job satisfaction and creating an organizational culture that values and respects staff members could be most effective in producing higher levels of organizational commitment.

Family Commitment and Work Characteristics among Pharmacists

PubMed Central

Gubbins, Paul O.; Ragland, Denise; Castleberry, Ashley N.; Payakachat, Nalin

2015-01-01

Factors associated with family commitment among pharmacists in the south central U.S. are explored. In 2010, a cross-sectional mailed self-administered 70 item survey of 363 active licensed pharmacists was conducted. This analysis includes only 269 (74%) participants who reported being married. Outcome measures were family commitment (need for family commitment, spouse’s family commitment), work-related characteristics (work challenge, stress, workload, flexibility of work schedule), and job and career satisfaction. Married participants’ mean age was 48 (SD = 18) years; the male to female ratio was 1:1; 73% worked in retail settings and 199 (74%) completed the family commitment questions. Females reported a higher need for family commitment than males (p = 0.02) but there was no significant difference in satisfaction with the commitment. Work challenge and work load were significantly associated with higher need for family commitment (p < 0.01), when controlled for age, gender, number of dependents, work status, and practice setting. Higher work challenge was associated with higher career satisfaction. Higher job related stress was associated with lower job satisfaction. High work challenge and work load may negatively impact family function since married pharmacists would need higher family commitment from their counterparts. The impact of work-family interactions on pharmacy career satisfaction should be further investigated. PMID:28975924

Family Commitment and Work Characteristics among Pharmacists.

PubMed

Gubbins, Paul O; Ragland, Denise; Castleberry, Ashley N; Payakachat, Nalin

2015-12-17

Factors associated with family commitment among pharmacists in the south central U.S. are explored. In 2010, a cross-sectional mailed self-administered 70 item survey of 363 active licensed pharmacists was conducted. This analysis includes only 269 (74%) participants who reported being married. Outcome measures were family commitment (need for family commitment, spouse's family commitment), work-related characteristics (work challenge, stress, workload, flexibility of work schedule), and job and career satisfaction. Married participants' mean age was 48 (SD = 18) years; the male to female ratio was 1:1; 73% worked in retail settings and 199 (74%) completed the family commitment questions. Females reported a higher need for family commitment than males ( p = 0.02) but there was no significant difference in satisfaction with the commitment. Work challenge and work load were significantly associated with higher need for family commitment ( p < 0.01), when controlled for age, gender, number of dependents, work status, and practice setting. Higher work challenge was associated with higher career satisfaction. Higher job related stress was associated with lower job satisfaction. High work challenge and work load may negatively impact family function since married pharmacists would need higher family commitment from their counterparts. The impact of work-family interactions on pharmacy career satisfaction should be further investigated.

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. Copyright 2010 John Wiley & Sons, Ltd.

Intention to leave the profession: antecedents and role in nurse turnover.

PubMed

Parry, Julianne

2008-10-01

This paper is a report of a study to examine the relationship between intention to change profession and intention to change employer among newly graduated nurses. Few studies of the worldwide nursing workforce shortage consider the contribution of changing professions to the shortage. Organizational behaviour research has identified that professional commitment and organizational commitment have an important role in organizational turnover and that professional commitment and intention to change professions may have a greater role in organizational turnover than is presently understood. A model of the relationships between affective professional commitment job satisfaction, organizational commitment, intention to change professions and organizational turnover intention was developed through review of the organizational behaviour literature and tested using path analysis. The sample was drawn from all nurses in Queensland, Australia, entering the workforce for the first time in 2005. The model was tested with a final sample size of 131 nurses in the initial period of exposure to the workplace. Affective professional commitment and organizational commitment were statistically significantly related to intention to change professions. Job satisfaction, organizational commitment and intention to change professions were statistically significantly related to intention to change employer. Turnover research in nursing should include intention to change professions as well as intention to change employer. Policies and practices that enhance the development of affective professional commitment prior to exposure to the workplace and support affective professional commitment, job satisfaction and organizational commitment in the workplace are needed to help reduce nurse turnover.

The “I” in us, or the eye on us? Regulatory focus, commitment and derogation of an attractive alternative person

PubMed Central

2017-01-01

When individuals are highly committed to their romantic relationship, they are more likely to engage in pro-relationship maintenance mechanisms. The present research expanded on the notion that commitment redirects self-oriented goals to consider broader relational goals and examined whether commitment interacts with a promotion and prevention focus to activate derogation of attractive alternatives. Three studies used cross-sectional and experimental approaches. Study 1 showed that romantically involved individuals predominantly focused on promotion, but not prevention, reported less initial attraction to an attractive target than single individuals, especially when highly committed to their relationship. Study 2 showed that romantically involved individuals induced in a promotion focus, compared to those in prevention focus, reported less initial attraction, but only when more committed to their relationship. Regardless of regulatory focus manipulation, more committed individuals were also less likely to perceive quality among alternative scenarios and to be attentive to alternative others in general. Finally, Study 3 showed that romantically involved individuals induced in promotion focus and primed with high commitment reported less initial attraction, than those primed with low commitment, or than those induced in prevention focus. Once again, for these latter no differences occurred according to commitment prime. Together, the findings suggest that highly committed promotion focused individuals consider broader relationship goals and activate relationship maintenance behaviors such as derogation of attractive alternatives to promote their relationship. PMID:28319147

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.

Factors influencing resource allocation decisions and equity in the health system of Ghana.

PubMed

Asante, A D; Zwi, A B

2009-05-01

Allocation of financial resources in the health sector is often seen as a formula-driven activity. However, the decision to allocate a certain amount of resources to a particular health jurisdiction or facility may be based on a broader range of factors, sometimes not reflected in the existing resource allocation formula. This study explores the 'other' factors that influence the equity of resource allocation in the health system of Ghana. The extent to which these factors are, or can be, accounted for in the resource allocation process is analysed. An exploratory design focusing on different levels of the health system and diverse stakeholders. Data were gathered through semi-structured qualitative interviews with health authorities at national, regional and district levels, and with donor representatives and local government officials in 2003 and 2004. The availability of human resources for health, local capacity to utilize funds, donor involvement in the health sector, and commitment to promote equity have considerable influence on resource allocation decisions and affect the equity of funding allocations. However, these factors are not accounted for adequately in the resource allocation process. This study highlights the need for a more transparent resource allocation system in Ghana based on needs, and takes into account key issues such as capacity constraints, the inequitable human resource distribution and donor-earmarked funding.

The mediating effect of job satisfaction between emotional intelligence and organisational commitment of nurses: a questionnaire survey.

PubMed

Güleryüz, Güldal; Güney, Semra; Aydin, Eren Miski; Aşan, Oznur

2008-11-01

The effect of emotional intelligence and its dimensions on job satisfaction and organisational commitment of nurses has been investigated in this study. This paper examines the relations among emotional intelligence, job satisfaction and organisational commitment of nurses and the mediating effect of job satisfaction between emotional intelligence and organisational commitment. A questionnaire survey was carried out to explore the relations between emotional intelligence, job satisfaction and organisational commitment. Teaching hospital in Ankara, Turkey. Questionnaires were distributed by Nursing Services Administration to 550 nurses working at different departments of the hospital and 267 questionnaires were analyzed. A 45-item questionnaire which consists of emotional intelligence, job satisfaction and organisational commitment parts was carried out to investigate the relations among these variables. Some basic socio-demographic questions were included. Emotional intelligence was significantly and positively related to job satisfaction (r=0.236,p< or =0.01) and organisational commitment (r=0.229,p< or =0.01). The positive relation between job satisfaction and organisational commitment was also significant (r=0.667,p< or =0.01). Job satisfaction was found to be related with "regulation of emotion (ROE)"(r=0.228,p< or =0.01) and "use of emotion (UOE)"(r=0.155,p< or =0.01) but not with other dimensions of emotional intelligence. "Others's emotional appraisal" did not have any relations with job satisfaction or organisational commitment and "self-emotional appraisal (SEA)" was found to be a suppressor. It was found that job satisfaction is a mediator between emotional intelligence and organisational commitment. The other finding of the study was that "SEA" and "UOE" have direct effects on organisational commitment whereas job satisfaction is a mediator between "regulation of emotion" and organisational commitment.

[Influence of organizational commitment and professional nurses in conflict resolution strategies].

PubMed

Pinho, Paula; Albuquerque, Carlos

2013-01-01

INTRODUCE: The changes in the health area and the set of structural changes in the nursing profession and career interfere in the dynamics and stability of the future of the nurses. To study the influence of organizational and professional commitment of the nurses in the strategies of conflict resolution. This is a quantitative, transversal and non-experimental research, following a descriptive-correlational way. Non-probabilistic sample of 102 nurses to perform duties in Health Units, mostly female (82.4%) with a mean age of 39.33 years and standard deviation 9.226. The measuring instrument consists of three scales calibrated and validated for the portuguese population: Organizational Commitment Questionnaire, Professional Commitment Scale and Inventory Strategies for Conflict Resolution, which assesses how individuals deal with conflict situations before higher (Form A), subordinate (Form B) and colleagues (Form C). Nurses demonstrate a moderate organizational commitment and higher affective commitment and normative commitment to the instrumental. Nurses demonstrate a moderate professional commitment and the results show that nurses have higher values on the dimensions of that interest and challenge the relevance dimension of nursing as a profession. The organizational commitment influences the adoption of strategies of conflict resolution as a conflict situation arises with the boss, subordinates or colleagues. The higher the level of organizational commitment higher the level of professional commitment. Nurses more engaged professionally demonstrate strategies that use more integrative and compromise in conflict resolution whether against the boss, subordinates or colleagues. The results ensure the need to promote and stimulate the affective commitment by the positive consequences it entails the organization and the profession. The organizational performance benefits from the stimulation of the conflict under certain conditions and that the constructive management of conflict is essential to organizational effectiveness.

28 CFR 522.14 - Inmates serving civil contempt commitments.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Inmates serving civil contempt... ADMISSION, CLASSIFICATION, AND TRANSFER ADMISSION TO INSTITUTION Civil Contempt of Court Commitments § 522.14 Inmates serving civil contempt commitments. We treat inmates serving civil contempt commitments in...

24 CFR 232.510 - Commitment and commitment fee.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 24 Housing and Urban Development 2 2010-04-01 2010-04-01 false Commitment and commitment fee. 232.510 Section 232.510 Housing and Urban Development Regulations Relating to Housing and Urban Development (Continued) OFFICE OF ASSISTANT SECRETARY FOR HOUSING-FEDERAL HOUSING COMMISSIONER, DEPARTMENT OF...

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…

Commitment among Arab Adolescents in Israel.

ERIC Educational Resources Information Center

Ben-Ari, Adital Tirosh; Azaiza, Faisal

1998-01-01

Examines 662 Arab adolescents' commitments to their own self-development, family, Arab people, and village along with the order in which these commitments are structured. Reveals that the two prevalent patterns of adolescent commitment, individualistic and collectivistic, demonstrate the adolescents' struggle with these value systems and the…

Goal commitment and the goal-setting process: conceptual clarification and empirical synthesis.

PubMed

Klein, H J; Wesson, M J; Hollenbeck, J R; Alge, B J

1999-12-01

Goals are central to current treatments of work motivation, and goal commitment is a critical construct in understanding the relationship between goals and task performance. Despite this importance, there is confusion about the role of goal commitment and only recently has this key construct received the empirical attention it warrants. This meta-analysis, based on 83 independent samples, updates the goal commitment literature by summarizing the accumulated evidence on the antecedents and consequences of goal commitment. Using this aggregate empirical evidence, the role of goal commitment in the goal-setting process is clarified and key areas for future research are identified.

What's love got to do with it? Investigating consumer commitment in health care.

PubMed

Kemp, Elyria; Poole, Sonja Martin

2017-01-01

Building relationships with patients to create patient-centered care is critical to the success of health care organizations. A core element in relationships is commitment. Commitment may be based on affect and emotions, perceived costs, and even obligation. This research proposes that three types of commitment-affective, continuance, and normative commitment-differentially impact consumer purchase loyalty, attitudinal loyalty, and advocacy for a health care provider. To examine the impact of commitment type on consumer relationships, exploratory data were garnered and surveys were administered. Findings are discussed and implications for health care marketing managers in developing successful relationships with consumers are delineated.

Leadership and change commitment in the life insurance service context in Taiwan: the mediating-moderating role of job satisfaction.

PubMed

Yang, Yi-Feng

2011-06-01

The effects of transformational leadership and satisfaction were studied along with their interconnected effects (mediation and moderation) on commitment to change in the life insurance industry in two samples, sales managers and salespersons. A multiple mediated-moderated regression approach showed mediation and moderation to have statistically significant main effects on change commitment. Transformational leadership and satisfaction made a more important contribution to change commitment while job satisfaction had a mediating and moderating role that could enhance the relationships between leadership and change commitment. This information is of importance in building successful change commitment associations with customers.

Motivated reconstruction: The effect of brand commitment on false memories.

PubMed

Montgomery, Nicole Votolato; Rajagopal, Priyali

2018-06-01

Across 5 studies, we examine the effect of prior brand commitment on the creation of false memories about product experience after reading online product reviews. We find that brand commitment and the valence of reviews to which consumers are exposed, interact to affect the incidence of false memories. Thus, highly committed consumers are more susceptible to the creation of false experience memories on exposure to positive versus negative reviews, whereas low commitment consumers exhibit similar levels of false memories in response to both positive and negative reviews. Further, these differences across brand commitment are attenuated when respondents are primed with an accuracy motivation, suggesting that the biasing effects of commitment are likely because of the motivation to defend the committed brand. Finally, we find that differences in false memories subsequently lead to differences in intentions to spread word-of-mouth (e.g., recommend the product to friends), suggesting that the consequences of false product experience memories can be significant for marketers and consumers. Our findings contribute to the literatures in false memory and marketing by documenting a motivated bias in false memories because of brand commitment. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Is nurse managers' leadership style related to Japanese staff nurses' affective commitment to their hospital?

PubMed

Kodama, Yoshimi; Fukahori, Hiroki; Sato, Kana; Nishida, Tomoko

2016-10-01

To determine if nurse managers' leadership style is related to Japanese staff nurses' affective commitment to their hospital. In Western countries, nurse managers' transformational leadership style has been found to increase staff nurses' affective commitment to their hospital. However, there are few studies examining this relationship in the context of acute care hospitals in Japan. Staff nurses completed measures of their nurse managers' perceived leadership style and factors related to their own affective commitment. The association between affective commitment and perception of leadership style was assessed with multiple logistic regression. Of 736 questionnaires distributed, 579 (78.9%) were returned, and data from 396 (53.8%) fully completed questionnaires were analysed. The intellectual stimulation aspect of transformational leadership positively increased staff nurses' affective commitment (odds ratio: 2.23). Nurse managers' transactional and laissez-faire leadership styles were not related to affective commitment among staff nurses. The intellectual stimulation aspect of transformational leadership may increase the retention of staff nurses through enhanced affective commitment. To increase staff nurses' affective commitment to their hospital, we suggest that hospital administrators equip nurse managers with intellectual stimulation skills. © 2016 John Wiley & Sons Ltd.

Dual or dueling culture and commitment: The impact of a tri-hospital merger.

PubMed

Jones, Janice M

2003-04-01

This article addresses differences in RNs' commitment to their employing hospital versus the umbrella corporate organization, and the role of organizational culture during a tri-hospital merger. This study is the first to investigate the construct of dual commitment in healthcare organizations. Fiscal restraints, decreasing reimbursement, and increasing competition have made organizational mergers and acquisitions prevalent. As corporate culture changes, organizational variables previously related to organizational commitment may no longer apply. RNs employed on general nursing units at 3 hospitals involved in a merger process completed 2 versions of Mowday's Organizational Commitment Questionnaire. Commitment to hospital and corporate system were examined. Semi-structured interviews, participant observation, and analysis of company documents assessed the organizational culture changes that have occurred. Thirty-one percent of the nurses returned completed questionnaires; 9 were interviewed. RNs from the acquiring hospital demonstrated a significantly stronger commitment to the corporate system than the nurses from the acquired hospitals. The RNs at all 3 hospitals showed significantly greater commitment to their own particular hospital than to the umbrella corporate system. Moderate level of commitment reflected uncertainty of job status, work overload, and feelings of unappreciation. These attitudes prevent nurses from exerting efforts on behalf of the organization.

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.

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

ERIC Educational Resources Information Center

Chen, Zhen Xiong; Francesco, Anne Marie

2003-01-01

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

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…

Do Organisational Commitments Matter in Teaching Approaches among Academics in Elite Universities in Beijing?

ERIC Educational Resources Information Center

Zhang, Li-fang; Evans, Carol; Postiglione, Gerard A.

2017-01-01

This research investigated the statistical predictive power of organisational commitments for academics' teaching approaches. Participants were 268 academics working in six elite universities in Beijing, mainland China. Results showed that academics' organisational commitments as measured by the Organisational Commitment Inventory significantly…

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…

Professionalism as a Form of Work Commitment.

ERIC Educational Resources Information Center

Morrow, Paula C.; Goetz, Joe F., Jr.

1988-01-01

Evaluated concept of professionalism as a form of work commitment using a modified version of Hall's (1968) multidimensional measure of professionalism on 325 accountants in public practice. Examined three forms of work commitment--job involvement, organizational commitment, and work ethic endorsement--and four professional behaviors. Suggests the…

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…

Organisational values and organisational commitment: do nurses' ethno-cultural differences matter?

PubMed

Hendel, Tova; Kagan, Ilya

2014-05-01

To examine the association between perceived organisational values and organisational commitment among Israeli nurses in relation to their ethno-cultural background. Differences and the discrepancy between individuals' organisational values and those of their organisational culture are a potential source of adjustment difficulties. Organisational values are considered to be the bond of the individual to their organisation. In multicultural societies, such as Israel, the differences in perception of organisational values and organisational commitment may be reflected within workgroups. Data were collected using a questionnaire among 106 hospital nurses. About 59.8% of the sample were Israeli-born. A positive correlation was found between organisational values and organisational commitment. Significant differences were found in organisational values and organisational commitment between Israeli-born-, USSR-born- and Ethiopian-born nurses. The socio-demographic profile modified the effect of organisational values on organisational commitment: when the nurse was male, Muslim, religiously orthodox and without academic education, the effect of organisational values on organisational commitment was higher. Findings confirm the role of culture and ethnicity in the perception of organisational values and the level of organisational commitment among nurses. Assessing ethno-cultural differences in organisational values and organisational commitment provides a fuller understanding of nurses' ability to adjust to their work environment and helps nurse managers devise means to increase nurses' commitment. © 2012 John Wiley & Sons Ltd.

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

PubMed

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

2011-01-01

The purpose of this paper is to develop a causal model that explains the antecedents and mediating factors predicting the organizational commitment of healthcare employees in different work roles. This study tests an integrative causal model that consists of a number of direct and indirect relationships for antecedents of organizational commitment. It is proposed that the relationship between job satisfaction and organizational commitment is best understood by focusing on the three interrelated facets of job satisfaction, i.e. satisfaction with career advancement, satisfaction with supervisor, and satisfaction with co-workers. However, the model also advances that these job satisfaction facets have different mediating effects for other antecedents of organizational commitment. The Structural Equation Modeling (SEM) path analysis showed that the job satisfaction facets of career advancement and satisfaction with supervisor had a direct impact on organizational commitment. Employee empowerment, job-motivating potential, effective leadership, acceptance by co-workers, role ambiguity and role conflict were also important determinants of organizational commitment. Interestingly, post hoc analyses showed that satisfaction with co-workers only had an indirect impact on organizational commitment. While there has been extensive research on organizational commitment and its antecedents in healthcare organizations, most previous studies have been limited either to a single employee group or to a single time frame. This study proposes a practical causal model of antecedents of organizational commitment that tests relationships across time and across different healthcare employee groups.

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?

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.…

24 CFR 232.510 - Commitment and commitment fee.

Code of Federal Regulations, 2011 CFR

2011-04-01

... AUTHORITIES MORTGAGE INSURANCE FOR NURSING HOMES, INTERMEDIATE CARE FACILITIES, BOARD AND CARE HOMES, AND... of Fire Safety Equipment Fees and Charges § 232.510 Commitment and commitment fee. (a) Issuance of... setting forth the terms and conditions upon which the fire safety loan will be insured. (b) Type of...

Career Commitment in Nursing.

ERIC Educational Resources Information Center

Gardner, Diane L.

1992-01-01

A longitudinal, repeated-measures descriptive survey used to measure career commitment and its relationship to turnover and work performance in 320 newly employed registered nurses at one hospital found that career commitment is not a stable phenomenon. The direct association between career commitment and turnover and with job performance is weak.…

Addressing indigenous health workforce inequities: a literature review exploring 'best' practice for recruitment into tertiary health programmes.

PubMed

Curtis, Elana; Wikaire, Erena; Stokes, Kanewa; Reid, Papaarangi

2012-03-15

Addressing the underrepresentation of indigenous health professionals is recognised internationally as being integral to overcoming indigenous health inequities. This literature review aims to identify 'best practice' for recruitment of indigenous secondary school students into tertiary health programmes with particular relevance to recruitment of Māori within a New Zealand context. METHODOLOGY/METHODS: A Kaupapa Māori Research (KMR) methodological approach was utilised to review literature and categorise content via: country; population group; health profession focus; research methods; evidence of effectiveness; and discussion of barriers. Recruitment activities are described within five broad contexts associated with the recruitment pipeline: Early Exposure, Transitioning, Retention/Completion, Professional Workforce Development, and Across the total pipeline. A total of 70 articles were included. There is a lack of published literature specific to Māori recruitment and a limited, but growing, body of literature focused on other indigenous and underrepresented minority populations.The literature is primarily descriptive in nature with few articles providing evidence of effectiveness. However, the literature clearly frames recruitment activity as occurring across a pipeline that extends from secondary through to tertiary education contexts and in some instances vocational (post-graduate) training. Early exposure activities encourage students to achieve success in appropriate school subjects, address deficiencies in careers advice and offer tertiary enrichment opportunities. Support for students to transition into and within health professional programmes is required including bridging/foundation programmes, admission policies/quotas and institutional mission statements demonstrating a commitment to achieving equity. Retention/completion support includes academic and pastoral interventions and institutional changes to ensure safer environments for indigenous students. Overall, recruitment should reflect a comprehensive, integrated pipeline approach that includes secondary, tertiary, community and workforce stakeholders. Although the current literature is less able to identify 'best practice', six broad principles to achieve success for indigenous health workforce development include: 1) Framing initiatives within indigenous worldviews 2) Demonstrating a tangible institutional commitment to equity 3) Framing interventions to address barriers to indigenous health workforce development 4) Incorporating a comprehensive pipeline model 5) Increasing family and community engagement and 6) Incorporating quality data tracking and evaluation. Achieving equity in health workforce representation should remain both a political and ethical priority.

Emotional display rules and emotional labor: the moderating role of commitment.

PubMed

Gosserand, Robin H; Diefendorff, James M

2005-11-01

The authors examined whether commitment to emotional display rules is a necessary condition for emotional display rules to affect behavior at work. Results using structural equation modeling revealed that display rule commitment moderated the relationships of emotional display rule perceptions with surface acting, deep acting, and positive affective delivery at work, such that the relationships were strong and positive when commitment to display rules was high and weak when commitment to display rules was low. These findings suggest that motivation plays a role in the emotional labor process in that individuals must be committed to display rules for these rules to affect behavior. ((c) 2005 APA, all rights reserved).

Organizational commitment, work environment conditions, and life satisfaction among Iranian nurses.

PubMed

Vanaki, Zohreh; Vagharseyyedin, Seyyed Abolfazl

2009-12-01

Employee commitment to the organization is a crucial issue in today's health-care market. In Iran, few studies have sought to evaluate the factors that contribute to forms of commitment. The aim of this study was to investigate the relationship between nurses' organizational commitment, work environment conditions, and life satisfaction. A cross-sectional design was utilized. Questionnaires were distributed to all the staff nurses who had permanent employment (with at least 2 years of experience in nursing) in the five hospitals affiliated to Birjand Medical Sciences University. Two hundred and fifty participants returned completed questionnaires. Most were female and married. The correlation of the total scores of nurses' affective organizational commitment and work environment conditions indicated a significant and positive relationship. Also, a statistically significant relationship was found between affective organizational commitment and life satisfaction. The implementation of a comprehensive program to improve the work conditions and life satisfaction of nurses could enhance their organizational commitment.

Unpacking commitment and exploration: preliminary validation of an integrative model of late adolescent identity formation.

PubMed

Luyckx, Koen; Goossens, Luc; Soenens, Bart; Beyers, Wim

2006-06-01

A model of identity formation comprising four structural dimensions (Commitment Making, Identification with Commitment, Exploration in Depth, and Exploration in Breadth) was developed through confirmatory factor analysis. In a sample of 565 emerging adults, this model provided a better fit than did alternative two- and three-dimensional models, thereby validating the unpacking of both exploration and commitment. Regression analyses indicated that Commitment Making was significantly related to family context in accordance with hypotheses. Identification with Commitment and both exploration dimensions were significantly related to adjustment and family context, again in accordance with hypotheses. Identification with Commitment was positively related to positive adjustment indicators and negatively to depressive symptoms, whereas Exploration in Breadth was positively related to depressive symptoms and substance use. Exploration in Depth, on the other hand, was positively related to academic adjustment and negatively to substance use. Implications and suggestions for future research are discussed.

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

PubMed

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

2000-09-01

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

Identification and the commitment shift: accounting for gender differences in relationship illusions.

PubMed

Gagné, Faby M; Lydon, John E

2003-07-01

Previous work revealed gender differences in relationship illusions. Women, and not men, perceived their dating partners more favorably than their partners' self-perceptions. In two studies, the authors replicated these findings and showed they are moderated by relationship commitment but not by relationship satisfaction. Dating men low in commitment devalued their partners' virtues, whereas those high in commitment exaggerated their partners' virtues compared to their partners' self-perceptions. In contrast, dating women showed relationship illusions irrespective of their commitment. In Study 2, similar results were obtained with relationship-specific identification. Moreover, men's commitment mediated the effect of identification with the relationship. This suggests that gender differences in relationship identities exist at a general level and that men need to identify with and then commit to a specific relationship before they exhibit pro-relationship thinking, which women exhibit as general dispositions.

Experimental bit commitment based on quantum communication and special relativity.

PubMed

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

2013-11-01

Bit commitment is a fundamental cryptographic primitive in which Bob wishes to commit a secret bit to Alice. Perfectly secure bit commitment between two mistrustful parties is impossible through asynchronous exchange of quantum information. Perfect security is however possible when Alice and Bob split into several agents exchanging classical and quantum information at times and locations suitably chosen to satisfy specific relativistic constraints. Here we report on an implementation of a bit commitment protocol using quantum communication and special relativity. Our protocol is based on [A. Kent, Phys. Rev. Lett. 109, 130501 (2012)] and has the advantage that it is practically feasible with arbitrary large separations between the agents in order to maximize the commitment time. By positioning agents in Geneva and Singapore, we obtain a commitment time of 15 ms. A security analysis considering experimental imperfections and finite statistics is presented.

78 FR 53193 - Designation of 4 Individuals Pursuant to Executive Order 13224 of September 23, 2001, “Blocking...

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Highly Committed Teachers: What Makes Them Tick? A Study of Sustained Commitment

ERIC Educational Resources Information Center

Fransson, Göran; Frelin, Anneli

2016-01-01

This article focuses on teacher commitment, and particularly on teachers displaying sustained high levels of commitment throughout their teaching careers (over 15 years). Graduates from one Teacher Education programme responded to an open-ended questionnaire conducted on 10 occasions concerning their work as teachers, from graduation in 1993 to…

Identity Uncertainty and Commitment Making across Adolescence: Five-Year Within-Person Associations Using Daily Identity Reports

ERIC Educational Resources Information Center

Becht, Andrik I.; Nelemans, Stefanie A.; Branje, Susan J. T.; Vollebergh, Wilma A. M.; Koot, Hans M.; Meeus, Wim H. J.

2017-01-01

A central assumption of identity theory is that adolescents reconsider current identity commitments and explore identity alternatives before they make new commitments in various identity domains (Erikson, 1968; Marcia, 1966). Yet, little empirical evidence is available on how commitment and exploration dynamics of identity formation affect each…

To Commit or Not to Commit: The Psychiatry Resident as a Variable in Involuntary Commitment Decisions

ERIC Educational Resources Information Center

Sattar, S. Pirzada; Pinals, Debra A.; Din, Amad U.; Appelbaum, Paul S.

2006-01-01

Objective: To study whether psychiatry residents' personal variables (such as age, gender, level of training, previous experience with patient suicide, or lawsuits) and their temperamental predispositions have an impact on their decisions to seek involuntary commitment. Method: In a prospective pilot study, all psychiatry residents in…

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…

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)…

A Meta-Analysis: Exploring the Effects of Gender on Organisational Commitment of Teachers

ERIC Educational Resources Information Center

Dalgiç, Gülay

2014-01-01

The consequences of organisational commitment (OC) are of great importance to organisations. Considering the effect of teacher commitment on student success and the increasing teacher turnover rates in the world, studies focusing on the organisational commitment of teachers gained more importance. However there is still a significant gap about the…

Testing the Generalizability of a Career Commitment Measure and Its Impact on Employee Turnover.

ERIC Educational Resources Information Center

Blau, Gary

1989-01-01

Tested generalizability of career commitment measure and its impact on employee turnover using longitudinally tracked sample of bank tellers (N=133). Found career commitment could be reliably operationalized and was distinct from job involvement and organizational commitment. Discusses findings in terms of identifying threshold level for…

Religious and Spiritual Values and Moral Commitment in Marriage: Untapped Resources in Couples Counseling?

ERIC Educational Resources Information Center

Nelson, Judith A.; Kirk, Amy Manning; Ane, Pedra; Serres, Sheryl A.

2011-01-01

The authors investigated the relationship between religious and spiritual values and moral commitment in marriage to further inform marriage and family counselors about the nature of committed relationships. Using a qualitative research design, they examined individuals' perceptions of moral commitment in their marriage and how their religious and…

Organizational commitment and job satisfaction among nurses in Serbia: a factor analysis.

PubMed

Veličković, Vladica M; Višnjić, Aleksandar; Jović, Slađana; Radulović, Olivera; Šargić, Čedomir; Mihajlović, Jovan; Mladenović, Jelena

2014-01-01

One of the basic prerequisites of efficient organizational management in health institutions is certainly monitoring and measuring satisfaction of employees and their commitment to the health institution in which they work. The aim of this article was to identify and test factors that may have a predictive effect on job satisfaction and organizational commitment. We conducted a cross-sectional study that included 1,337 nurses from Serbia. Data were analyzed by using exploratory factor analysis, multivariate regressions, and descriptive statistics. The study identified three major factors of organizational commitment: affective commitment, disloyalty, and continuance commitment. The most important predictors of these factors were positive professional identification, extrinsic job satisfaction, and intrinsic job satisfaction (p < .0001). Predictors significantly affecting both job satisfaction and organizational commitment were identified as well; the most important of which was positive professional identification (p < .0001). This study identified the main factors affecting job satisfaction and organizational commitment of nurses, which formed a good basis for the creation of organizational management policy and human resource management policy in health institutions in Serbia. Copyright © 2014 Elsevier Inc. All rights reserved.

Inferring rules of lineage commitment in haematopoiesis.

PubMed

Pina, Cristina; Fugazza, Cristina; Tipping, Alex J; Brown, John; Soneji, Shamit; Teles, Jose; Peterson, Carsten; Enver, Tariq

2012-02-19

How the molecular programs of differentiated cells develop as cells transit from multipotency through lineage commitment remains unexplored. This reflects the inability to access cells undergoing commitment or located in the immediate vicinity of commitment boundaries. It remains unclear whether commitment constitutes a gradual process, or else represents a discrete transition. Analyses of in vitro self-renewing multipotent systems have revealed cellular heterogeneity with individual cells transiently exhibiting distinct biases for lineage commitment. Such systems can be used to molecularly interrogate early stages of lineage affiliation and infer rules of lineage commitment. In haematopoiesis, population-based studies have indicated that lineage choice is governed by global transcriptional noise, with self-renewing multipotent cells reversibly activating transcriptome-wide lineage-affiliated programs. We examine this hypothesis through functional and molecular analysis of individual blood cells captured from self-renewal cultures, during cytokine-driven differentiation and from primary stem and progenitor bone marrow compartments. We show dissociation between self-renewal potential and transcriptome-wide activation of lineage programs, and instead suggest that multipotent cells experience independent activation of individual regulators resulting in a low probability of transition to the committed state.

General Conversion for Obtaining Strongly Existentially Unforgeable Signatures

NASA Astrophysics Data System (ADS)

Teranishi, Isamu; Oyama, Takuro; Ogata, Wakaha

We say that a signature scheme is strongly existentially unforgeable (SEU) if no adversary, given message/signature pairs adaptively, can generate a signature on a new message or a new signature on a previously signed message. We propose a general and efficient conversion in the standard model that transforms a secure signature scheme to SEU signature scheme. In order to construct that conversion, we use a chameleon commitment scheme. Here a chameleon commitment scheme is a variant of commitment scheme such that one can change the committed value after publishing the commitment if one knows the secret key. We define the chosen message security notion for the chameleon commitment scheme, and show that the signature scheme transformed by our proposed conversion satisfies the SEU property if the chameleon commitment scheme is chosen message secure. By modifying the proposed conversion, we also give a general and efficient conversion in the random oracle model, that transforms a secure signature scheme into a SEU signature scheme. This second conversion also uses a chameleon commitment scheme but only requires the key only attack security for it.

Context matters: the impact of unit leadership and empowerment on nurses' organizational commitment.

PubMed

Laschinger, Heather K Spence; Finegan, Joan; Wilk, Piotr

2009-05-01

The aim of this study was to test a multilevel model linking unit-level leader-member exchange quality and structural empowerment to nurses' psychological empowerment and organizational commitment at the individual level of analysis. Few studies have examined the contextual effects of unit leadership on individual nurse outcomes. Workplace empowerment has been related to retention outcomes such as organizational commitment in several studies, but few have studied the impact of specific unit characteristics within which nurses work on these outcomes. We surveyed 3,156 nurses in 217 hospital units to test the multilevel model. A multilevel path analysis revealed significant individual and contextual effects on nurses' organizational commitment. Both unit-level leader-member exchange quality and structural empowerment had significant direct effects on individual-level psychological empowerment and organizational commitment. Psychological empowerment mediated the relationship between core self-evaluations and organizational commitment at the individual level of analysis. The contextual effects of positive supervisor relationships and their influence on empowering working conditions at the unit level and, subsequently, nurses' organizational commitment highlight the importance of leadership for creating conditions that result in a committed nursing workforce.

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.

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

PubMed

Honda, Yuki; Hochi, Yasuyuki; Mizuno, Motoki

2012-01-01

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

Requirement for sustained MAPK signaling in both CD4 and CD8 lineage commitment: a threshold model.

PubMed

Wilkinson, B; Kaye, J

2001-08-01

Although there is general agreement that the RAS/MAPK signaling pathway is required for positive selection of CD4 T cells in the thymus, the role of this pathway in CD8 lineage commitment remains controversial. We show here that the differentiation of isolated cultured thymocytes to the CD8 as well as CD4 T cell lineage is sensitive to MEK inhibition and that both CD4 and CD8 thymocyte differentiation requires sustained MEK signaling. However, CD4 lineage commitment is promoted by a stronger stimulus for longer duration than required for CD8 lineage commitment. Interestingly, CD4 lineage commitment is not irreversibly set even after 10 h of signaling, well past early changes in gene expression. These findings are presented in the context of a model of lineage commitment in which a default pathway of CD8 lineage commitment is altered to CD4 commitment if the thymocyte achieves a threshold level of active MAPK within a certain time frame. Copyright 2001 Academic Press.

Relationship between ethical leadership and organisational commitment of nurses with perception of patient safety culture.

PubMed

Lotfi, Zahra; Atashzadeh-Shoorideh, Foroozan; Mohtashami, Jamileh; Nasiri, Maliheh

2018-03-12

To determine the relationship between ethical leadership, organisational commitment of nurses and their perception of patient safety culture. Patient safety, organisational commitment and ethical leadership styles are very important for improving the quality of nursing care. In this descriptive-correlational study, 340 nurses were selected using random sampling from the hospitals in Tehran in 2016. Data were analysed using descriptive and inferential statistics in SPSS v.20. There was a significant positive relationship between the ethical leadership of nursing managers, perception of patient safety culture and organisational commitment. The regression analysis showed that nursing managers' ethical leadership and nurses' organisational commitment is a predictor of patient safety culture and confirms the relationship between the variables. Regarding the relationship between the nurses' safety performance, ethical leadership and organisational commitment, it seems that the optimisation of the organisational commitment and adherence to ethical leadership by administrators and managers in hospitals could improve the nurses' performance in terms of patient safety. Implementing ethical leadership seems to be one feasible strategy to improve nurses' organisational commitment and perception of patient safety culture. Efforts by nurse managers to develop ethical leadership reinforce organisational commitment to improve patient outcomes. Nurse managers' engagement and performance in this process is vital for a successful result. © 2018 John Wiley & Sons Ltd.

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.

Athletic trainers' barriers to maintaining professional commitment in the collegiate setting.

PubMed

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

2015-05-01

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. To evaluate the professional commitment of ATs in the collegiate setting. Qualitative study. Collegiate. 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. 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. 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. 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.

Effect of professional self-concept on burnout among community health nurses in Chengdu, China: the mediator role of organisational commitment.

PubMed

Cao, Xiaoyi; Chen, Lin; Tian, Lang; Diao, Yongshu; Hu, Xiuying

2015-10-01

To examine the associations among professional self-concept, organisational commitment and burnout, and to analyse the mediating role of organisational commitment on the relationship between professional self-concept and burnout among community health nurses in Chengdu, China. Previous studies have focused on work environmental variables that contributed to burnout in nurses. However, no study has explored the mediating effect of organisational commitment on the correlation between professional self-concept and burnout in community health nurses. A cross-sectional descriptive study. This study was conducted at 36 community health centres in Chengdu, China with 485 nurses sampled using a two-stage sampling method. The measures used in our study included Nurses' Self-concept Questionnaire, Organisational Commitment Scale and Maslach Burnout Inventory. The results of structural equation model techniques indicated that, in the direct approach, positive professional self-concept resulted in increased organisational commitment and reduced burnout. Higher organisational commitment resulted in less burnout. In the indirect approach, organisational commitment performed as a partial mediator on the correlation between professional self-concept and burnout. Positive perception of professional self-concept can result in reduced burnout via enhancing organisational commitment. It is crucial for nursing administrators to develop effective intervention strategies such as skills escalator training and assertive training, and establishing a supportive working environment to enhance nurses' professional self-concept and organisational commitment, and decrease burnout. © 2015 John Wiley & Sons Ltd.

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.

The assessment of commitment: advantages of a unidimensional, target-free approach.

PubMed

Klein, Howard J; Cooper, Joseph T; Molloy, Janice C; Swanson, Jacqueline A

2014-03-01

This study presents a new approach to assessing commitment reflecting the Klein, Molloy, and Brinsfield (2012) reconceptualization. Klein et al. recast the construct to address issues hindering commitment scholarship, but their claims cannot be tested with existing measures. This paper presents a 4-item measure consistent with the Klein et al. conceptual definition, a measure intended to be unidimensional and applicable across all workplace targets. Our purpose is to present the development of and provide initial validity evidence for this new commitment measure and to compare it to existing alternative measures. Hypotheses around these objectives were tested with data gathered across 5 samples yielding 2,487 participants representing a wide range of jobs, organizations, and industries. Each sample examined a unique set of variables and targets that together provide a comprehensive test of this new measure relative to 8 different targets, several constructs within the nomological network, and 4 prior commitment measures. Results support our hypotheses regarding (a) the measure's properties and structure, (b) convergence and divergence with prior measures of commitment and other constructs in the nomological network, and (c) advantages over prior measures. These findings support the validity of this new approach to assessing commitment, laying the foundation for future research to address critiques of the commitment construct; better examine the multiple commitments individuals simultaneously hold; and bring consistency, synergy, and integration to commitment scholarship across workplace targets. The conceptual, methodological, and practical benefits of the measure are discussed, along with study limitations and future research opportunities.

Athletic trainers' facilitators of professional commitment in the collegiate setting.

PubMed

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

2015-05-01

Professional responsibility, rewards and respect, and time for rejuvenation are factors supporting professional commitment for athletic trainers (ATs) in the high school setting. The inherent complexities of an occupational setting can mitigate perceptions of professional commitment. Thus far, evidence is lacking regarding professional commitment for ATs in other occupational settings. To extend the literature on professional commitment of the AT to the collegiate setting. Qualitative study. Collegiate. 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. Online journaling via QuestionPro was used to collect data from all participants. Two strategies, multiple-analyst triangulation and peer review, were completed to satisfy data credibility. Data were evaluated using a general inductive approach. Likert-scale data revealed no differences regarding levels of professional commitment across divisions. Two themes emerged from the inductive-content analysis: (1) professional responsibility and (2) coworker support. The emergent theme of professional responsibility contained 4 subthemes: (1) dedication to advancing the athletic training profession, (2) ardor for job responsibilities, (3) dedication to the student-athlete, and (4) commitment to education. Our participants were able to better maintain their own professional commitment when they felt their coworkers were also committed to the profession. The collegiate ATs investigated in this study, regardless of division, demonstrated professional commitment propelled by their aspiration to advance the profession, as well as their dedication to student-athletes and athletic training students. Maintaining commitment was influenced by a strong sense of coworker support.

Athletic Trainers' Facilitators of Professional Commitment in the Collegiate Setting

PubMed Central

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

2015-01-01

Context: Professional responsibility, rewards and respect, and time for rejuvenation are factors supporting professional commitment for athletic trainers (ATs) in the high school setting. The inherent complexities of an occupational setting can mitigate perceptions of professional commitment. Thus far, evidence is lacking regarding professional commitment for ATs in other occupational settings. Objective: To extend the literature on professional commitment of the AT to 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 used to collect data from all participants. Two strategies, multiple-analyst triangulation and peer review, were completed to satisfy data credibility. Data were evaluated using a general inductive approach. Results: Likert-scale data revealed no differences regarding levels of professional commitment across divisions. Two themes emerged from the inductive-content analysis: (1) professional responsibility and (2) coworker support. The emergent theme of professional responsibility contained 4 subthemes: (1) dedication to advancing the athletic training profession, (2) ardor for job responsibilities, (3) dedication to the student-athlete, and (4) commitment to education. Our participants were able to better maintain their own professional commitment when they felt their coworkers were also committed to the profession. Conclusions: The collegiate ATs investigated in this study, regardless of division, demonstrated professional commitment propelled by their aspiration to advance the profession, as well as their dedication to student-athletes and athletic training students. Maintaining commitment was influenced by a strong sense of coworker support. PMID:25761135

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

PubMed

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

2015-12-01

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. This study aimed to investigate the organizational commitment and job involvement of the employees of PEMS and the relationship between these two issues. 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. 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). 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 and organizational commitment.

The mediating role of nurses' professional commitment in the relationship between core self-evaluation and job satisfaction.

PubMed

Barać, Ivana; Prlić, Nada; Plužarić, Jadranka; Farčić, Nikolina; Kovačević, Suzana

2018-05-11

The aim of this study was to examine the degree to which it is possible to predict job satisfaction in hospital nurses based on core self-evaluation and the nurses' professional commitment. Psychological constructs of nurses' professional commitment could predict a level of job satisfaction. A cross-sectional design was applied. Data were collected between April 2016 and November 2016 from 584 nurses of the University Hospital Osijek. Core Self-Evaluation Scale (CSES), Job Satisfaction Survey (JSS) and Nurses' professional commitment scale (NPCS) were administrated to the study participants. Confirmatory factor analyses were conducted to test the validity of each questionnaire. Structural equation modeling was used to test the prediction of nurses' professional commitment and core self-evaluation on job satisfaction. Nurses' professional commitment is variable, which functions as a mediator between predictor (CSE) and criterion variable (JS). As a mediator, it explains what the effect is, provided that correlations between all variables are significant. The correlation analyses reveal significant positive correlations between job satisfaction and core self evaluation (r = 0.441, p > 0.001) and also between job satisfaction and nurses' professional commitment (r = 0.464, p > 0.001). Furthermore, core self evaluation significantly and positively correlates with nurses' professional commitment (r = 0.402, p > 0.001). The results showed that nurses' professional commitment mediates the relationship between core self evaluation and job satisfaction. Bootstrap analysis showed that core self evaluation partially mediated the relationship between nurses' professional commitment and job satisfaction ( β = 0.78, p < 0.001**). The indirect effects of core self evaluation on job satisfaction through nurses' professional commitment was also significant (β = 0.17, p < 0.001**). Nurses who are more committed to their work, regardless of the structure of personality, have greater satisfaction in their work. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

Interaction effect of work excitement and work frustration on the professional commitment of nurses in Taiwan.

PubMed

Chang, Yuan-Ping; Wang, Hsiu-Hung; Huang, Shan; Wang, Huang-I

2014-03-01

The current shortage of professional nurses in Taiwan both undermines hospital quality of care and raises hospitals' human resource management costs. Few studies have concurrently investigated the interaction effect between professional commitment and, respectively, the positive and negative work attitudes of nurses. Results of this investigation may help improve strategies designed to raise nurse retention rates. This study used the interaction effects of work excitement and work frustration to assess their influence on the professional commitment of nurses. This study was conducted at one hospital in southern Taiwan and used a cross-sectional design with self-administrated questionnaires. Seven hundred thirty-five nurses completed and submitted valid questionnaires (valid response rate: 68.5%). Exploratory and confirmatory factor analysis confirmed the reliability and validity of the three measurement models of work excitement, work frustration, and professional commitment. Correlation and hierarchical regression analysis verified the direct and interaction effects with the correlations among the three measured variables. Work frustration was higher than work excitement among participants (M = 2.72, SD = 0.71 vs. M = 2.26, SD = 0.62). The mean participant score for professional commitment was 2.72 (SD = 0.45) on a 4-point Likert scale. There was a significant and positive correlation between work excitement and professional commitment and a significant and negative correlation between work frustration and professional commitment. High work frustration had a negative effect on professional commitment, whereas high work excitement had a higher positive effect on professional commitment. The two-way interaction between work excitement and frustration was statistically significant in explaining the effects of professional commitment (p < .01). Nurses often work in conditions that are highly frustrating. Although work excitement has been shown as having a greater influence on professional commitment when nurses experienced the dual work affects simultaneously, work frustration significantly reduces the professional commitment effect of nurses. This study suggests that managers should not only construct a positive and exciting work environment but also work to mitigate the causes of work frustration to promote professional commitment and retention among nurses.

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 between two variable sets simultaneously to produce both structural and spatial meaning. What does this paper add? To our knowledge, CCA has not been used to determine the relationships between burnout and organisational commitment of physicians and other healthcare staff. Accordingly, the present study adds information regarding the relationship between burnout and organisational commitment variables determined using CCA. This analysis is used to describe the relationship between two variable sets simultaneously and allows for an easy method of interpretation. What are the implications for practitioners? Burnout syndrome is a major threat to both the health workforce and its organisations. In addition, it affects the quality and effectiveness of health care. Thus, the findings of the present study offer a solid foundation from which actions to decrease burnout levels in healthcare professionals can be implemented by successfully increasing levels of organisational commitment.

Environmental commitment follow-up.

DOT National Transportation Integrated Search

2005-03-01

Three recently completed road construction projects were investigated to determine Kentucky Transportation Cabinet (KYTC) effectiveness in implementing project commitments (including environmental commitments). Documentation was obtained from KYTC di...

77 FR 14597 - Designation of One Individual Pursuant to Executive Order 13224 of September 23, 2001, “Blocking...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-03-12

... Persons Who Commit, Threaten To Commit, or Support Terrorism'' AGENCY: Office of Foreign Assets Control... Who Commit, Threaten To Commit, or Support Terrorism.'' DATES: The designation by the Director of OFAC..., the President declared a national emergency to address grave acts of terrorism and threats of...

78 FR 36827 - Designation of 1 Individual Pursuant to Executive Order 13224 of September 23, 2001, “Blocking...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-06-19

... Persons Who Commit, Threaten To Commit, or Support Terrorism'' AGENCY: Office of Foreign Assets Control... Who Commit, Threaten To Commit, or Support Terrorism.'' DATES: The designation by the Director of OFAC... President declared a national emergency to address grave acts of terrorism and threats of terrorism...

77 FR 10806 - Designation of One Entity Pursuant to Executive Order 13224 of September 23, 2001, “Blocking...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-02-23

... Who Commit, Threaten To Commit, or Support Terrorism'' AGENCY: Office of Foreign Assets Control... Commit, Threaten To Commit, or Support Terrorism.'' DATES: The designation by the Director of OFAC of the... President declared a national emergency to address grave acts of terrorism and threats of terrorism...

Changes over Time in the Predictors of Athletic Training Program Commitment

ERIC Educational Resources Information Center

Weiss, Windee M.; Neibert, Peter J.

2014-01-01

Context: Understanding changes in athletic training program (ATP) commitment over time is crucial in retaining high-quality students in an ATP. Objective: The purpose of this study was to examine if changes over time in ATP commitment determinants are related to actual changes in ATP commitment. Design: Longitudinal and cross-sectional survey.…

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 be…

Romantic Relationship Commitment and Its Linkages with Commitment to Parents and Friends during Adolescence

ERIC Educational Resources Information Center

De Goede, Irene H. A.; Branje, Susan; van Duin, Jet; VanderValk, Inge E.; Meeus, Wim

2012-01-01

This five-wave longitudinal study examines linkages between adolescents' perceptions of romantic relationship commitment and the development of adolescents' perceptions of commitment to parents and friends. A total of 218 early-to-middle adolescents (39.0 percent boys) and 185 middle-to-late adolescents (30.8 percent boys) participated.…

Predicting Commitment in Adult and Traditional-Age Students: Applying Rusbult's Investment Model to the Study of Retention.

ERIC Educational Resources Information Center

Cini, Marie A.; Fritz, Janie M. Harden

Rusbult's Investment Model, a theoretical model of commitment based on notions of social exchange and interdependence theory, was used to predict college commitment in traditional-age and adult college students. A questionnaire assessing rewards, costs, investments, alternatives, and commitment to college was administered to 216 traditional-age…

Commitment, Educative Action and Adults. Learning Programmes with a Social Purpose.

ERIC Educational Resources Information Center

O'Sullivan, Denis

This book analyzes socially committed programs defined as systematic efforts to bring about social change through educative action. Chapter 1 provides examples of socially committed programs and an overview of the book. Chapters 2-7 explore six key questions about seeking to change people in a socially committed way. Chapter 2 looks at those who…

Community Leaders' Commitments to Programs: Do They Change During a Program?

ERIC Educational Resources Information Center

Forest, Laverne B.

To further develop a previously tested commitment analysis model for analyzing the commitments of local leaders to community education programs, telephone interviews were conducted of 272 leaders (255 men and 17 women) in a rural Wisconsin county of 30,000. The interview questions focused on their commitments to program goals in the latter…

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,…

24 CFR 884.105 - Maximum total ACC commitment and project account (private-owner/PHA projects).

Code of Federal Regulations, 2010 CFR

2010-04-01

... 24 Housing and Urban Development 4 2010-04-01 2010-04-01 false Maximum total ACC commitment and..., Scope and Basic Policies § 884.105 Maximum total ACC commitment and project account (private-owner/PHA projects). (a) Maximum total ACC commitment. The maximum total annual contribution that may be contracted...

24 CFR 884.105 - Maximum total ACC commitment and project account (private-owner/PHA projects).

Code of Federal Regulations, 2011 CFR

2011-04-01

... 24 Housing and Urban Development 4 2011-04-01 2011-04-01 false Maximum total ACC commitment and..., Scope and Basic Policies § 884.105 Maximum total ACC commitment and project account (private-owner/PHA projects). (a) Maximum total ACC commitment. The maximum total annual contribution that may be contracted...

Structural Parameters of Sex, Race, Age, and Education and Their Influence on Attitudes toward Suicide.

ERIC Educational Resources Information Center

Marks, Alan

1989-01-01

Surveyed 491 Arkansans concerning attitudes toward suicide. Over one-half of respondents knew someone who had committed or tried to commit suicide; 69 percent did not believe person has right to commit suicide; 71 percent believed normal persons would not commit suicide. Attitudes and experiences with suicide and suicidal people were…

An Assessment of Meyer and Allen's (1991) Three-Component Model of Organizational Commitment and Turnover Intentions.

ERIC Educational Resources Information Center

Jaros, Stephen J.

1997-01-01

Data from 158 part-time graduate students employed full time and 160 aerospace engineers were used to test a model of organizational commitment. Contrary to expectations, the three components of commitment (affective, normative, continuance) differed in their effects on intention to quit. Affective commitment had a significantly stronger…

43 CFR 3107.3-2 - Segregation of leases committed in part.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 43 Public Lands: Interior 2 2011-10-01 2011-10-01 false Segregation of leases committed in part... Continuation, Extension or Renewal § 3107.3-2 Segregation of leases committed in part. Any lease committed... term of the lease or for 2 years from the date of segregation, whichever is longer. However, for any...

17 CFR 270.2a41-1 - Valuation of standby commitments by registered investment companies.

Code of Federal Regulations, 2010 CFR

2010-04-01

..., and will be considered to be from the party to whom the investment company will look for payment of... standby commitment is not used to affect the company's valuation of the security or securities underlying the standby commitment; and (2) Any consideration paid by the company for the standby commitment...

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…

A gender analysis of a national community health workers program: A case study of Afghanistan.

PubMed

Najafizada, Said Ahmad Maisam; Bourgeault, Ivy Lynn; Labonté, Ronald

2018-05-07

Gender equity can be a neglected issue in health system reforms. This paper explores the multiple layered gender dynamics of the Afghan Community Health Worker (CHW) Program within broader health system reforms in Afghanistan using a qualitative research design. We interviewed policy makers, health managers, CHWs and community members in 16 sites in 2013 and 2014. We found that gendered societal norms interact and influence the Afghan CHW program in a dynamic way. Gendered social norms around the division of labour tend to privilege women in terms of access to resources at the community level, but it is men who hold leadership positions that ultimately decide how the resources are to be distributed. The Afghan Ministry of Public Health expresses a commitment to gender equity, but policies on gender are restricted to reproductive health, thus constraining a gender-equity approach as focused on maternal and child health. Our explicit gender analysis not only reveals gender inequities in the Afghan CHW Program and the broader health system, it also uncovers how a highly gendered division of health labour provides some opportunities for women's empowerment that can disrupt patriarchal role constraints and broader gender inequities.

Escalation of Commitment in the Surgical ICU.

PubMed

Braxton, Carla C; Robinson, Celia N; Awad, Samir S

2017-04-01

Escalation of commitment is a business term that describes the continued investment of resources into a project even after there is objective evidence of the project's impending failure. Escalation of commitment may be a contributor to high healthcare costs associated with critically ill patients as it has been shown that, despite almost certain futility, most ICU costs are incurred in the last week of life. Our objective was to determine if escalation of commitment occurs in healthcare settings, specifically in the surgical ICU. We hypothesize that factors previously identified in business and organizational psychology literature including self-justification, accountability, sunk costs, and cognitive dissonance result in escalation of commitment behavior in the surgical ICU setting resulting in increased utilization of resources and cost. A descriptive case study that illustrates common ICU narratives in which escalation of commitment can occur. In addition, we describe factors that are thought to contribute to escalation of commitment behaviors. Escalation of commitment behavior was observed with self-justification, accountability, and cognitive dissonance accounting for the majority of the behavior. Unlike in business decisions, sunk costs was not as evident. In addition, modulating factors such as personality, individual experience, culture, and gender were identified as contributors to escalation of commitment. Escalation of commitment occurs in the surgical ICU, resulting in significant expenditure of resources despite a predicted and often known poor outcome. Recognition of this phenomenon may lead to actions aimed at more rational decision making and may contribute to lowering healthcare costs. Investigation of objective measures that can help aid decision making in the surgical ICU is warranted.

The Effect of Perceiving a Calling on Pakistani Nurses' Organizational Commitment, Organizational Citizenship Behavior, and Job Stress.

PubMed

Afsar, Bilal; Shahjehan, Asad; Cheema, Sadia; Javed, Farheen

2018-03-01

People differ considerably in the way in which they express and experience their nursing careers. The positive effects associated with having a calling may differ substantially based on individuals' abilities to live out their callings. In a working world where many individuals have little to no choice in their type of employment and thus are unable to live out a calling even if they have one, the current study examined how perceiving a calling and living a calling interacted to predict organizational commitment, organizational citizenship behavior, and job stress with career commitment mediating the effect of the interactions on the three outcome variables. The purpose of the study is to investigate the mediating effect of career commitment between the relationships of calling and (a) nurses' attitudes (organizational commitment), (b) behaviors (organizational citizenship behavior), and (c) subjective experiences regarding work (job stress). Using a descriptive exploratory design, data were collected from 332 registered nurses working in Pakistani hospitals. Descriptive analysis and hierarchical regression analysis were used for data analysis. Living a calling moderated the effect of calling on career commitment, organizational citizenship behavior, and job stress, and career commitment fully mediated the effect of calling on organizational commitment, organizational citizenship behavior, and job stress. Increasing the understanding of calling, living a calling, and career commitment may increase nurses' organizational commitment and organizational citizenship behavior and decrease job stress. The study provided evidence to help nursing managers and health policy makers integrate knowledge and skills related to calling into career interventions and help nurses discover their calling.

Career Commitment of Nurse Faculty.

PubMed

Jones, Malena

2017-11-01

A nurse faculty shortage exists, and it is predicted to continue in the United States (American Association of Colleges of Nursing [AACN], 2016). Several factors that have been identified as contributing to this shortage include aging faculty, lack of doctoral-prepared faculty, and the economic cost of pursuing an academic career (AACN, 2016). However, there is a need to explore subtle factors. This study was conducted to examine the interaction of career commitment to education, faculty satisfaction, and teacher efficacy on developing qualified and retaining committed faculty. The purpose of this study was to investigate relationships among education, teacher self-efficacy, and career satisfaction of nurse faculty to career commitment. A cross-sectional design was used to survey a convenience sample of nurse faculty (N = 470). An online survey contained three scales (Career Satisfaction, Teacher Self-Efficacy Beliefs, and Career Commitment) to obtain data. Descriptive data, Pearson's correlations, and path analysis were used to analyze data. Teacher self-efficacy and career satisfaction predicted career commitment. Education measured by credit hours significantly predicted teacher self-efficacy. The relationship between career satisfaction and career commitment was significant and statistically positive. Model fit indices confirm the career commitment for nurse faculty model fits the data. The study highlights the importance of teacher self-efficacy, career satisfaction, and career commitment among nurse faculty. The results provide valuable insight to the factors that may influence attraction or retention of nurse faculty.

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

Emotional labour, job satisfaction and organizational commitment amongst clinical nurses: a questionnaire survey.

PubMed

Yang, Feng-Hua; Chang, Chen-Chieh

2008-06-01

According to Hochschild's (1983. The Managed Heart. Berkeley: University of California Press) classification of emotional labour, nursing staff express high emotional labour. This paper investigates how nursing staff influence job satisfaction and organizational commitment when they perform emotional labour. This paper examines the relationship between emotional labour, job satisfaction, and organizational commitment from the perspective of nursing staff. A questionnaire survey was carried out to explore these interrelationships. Teaching hospital in Taiwan. Questionnaires were distributed to 500 nursing staff; 295 valid questionnaires were collected and analysed-a 59% response rate. The questionnaires contained items on emotional labour, job satisfaction, and organizational commitment as well as some basic socio-demographics. In addition, descriptive statistics, correlation and linear structure relation (LISREL) were computed. Emotional display rule (EDR) was significantly and negatively related to job satisfaction. Surface acting (SA) was not significantly related to job satisfaction but demonstrated a significantly negative relationship with organizational commitment. Deep acting (DA) significantly and positively correlated with job satisfaction but demonstrated no significance with organizational commitment. The variety of emotions required (VER) was not significantly related to job satisfaction; frequency and duration of interaction (FDI) and negatively related to job satisfaction; and job satisfaction significantly and positively correlated with organizational commitment. We found that some dimensions of emotional labour significantly relate to job satisfaction. Job satisfaction positively affects organizational commitment and has an intervening effect on DA and organizational commitment.

Predictors of career commitment and job performance of Jordanian nurses.

PubMed

Mrayyan, Majd T; Al-Faouri, Ibrahim

2008-04-01

Few studies focused on nurses' career commitment and nurses' job performance. This research aimed at studying variables of nurses' career commitment and job performance, and assessing the relationship between the two concepts as well as their predictors. A survey was used to collect data from a convenient sample of 640 Registered Nurses employed in 24 hospitals. Nurses 'agreed' to be committed to their careers and they were performing their jobs 'well'. As a part of career commitment, nurses were willing to be involved, in their own time, in projects that would benefit patient care. The highest and lowest means of nurses' job performance were reported for the following aspects: leadership, critical care, teaching/collaboration, planning/evaluation, interpersonal relations/communications and professional development. Correlating of total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship between the two concepts. Stepwise regression models revealed that the explained variance in nurses' career commitment was 23.9% and that in nurses' job performance was 29.9%. Nurse managers should promote nursing as a career and they should develop and implement various strategies to increase nurses' career commitment and nurses' job performance. These strategies should focus on nurse retention, staff development and quality of care. Nurses' career commitment and job performance are inter-related complex concepts that require further studies to understand, promote and maintain these positive factors in work environments.

Cross-Cultural Adaptation and Validation of the Commitment-to-School Scale Using a Sample of Junior High School Youth in Ghana

ERIC Educational Resources Information Center

Ansong, David; Chowa, Gina A.; Masa, Rainier D.

2016-01-01

Empirical evidence from developed countries suggests that students' commitment to school is fundamental to their academic success. However, in developing countries, validated measures of student commitment to school do not exist. The current study helps fill this research gap by examining the validity and reliability of a commitment-to-school…

Practical implications of understanding the influence of motivations on commitment to voluntary urban conservation stewardship

Treesearch

Stanley T. Asah; Dale J. Blahna

2013-01-01

Although the word commitment is prevalent in conservation biology literature and despite the importance of people’s commitment to the success of conservation initiatives, commitment as a psychological phenomenon and its operation in specific conservation behaviors remains unexplored. Despite increasing calls for conservation psychology to play a greater role in meeting...

49 CFR 611.205 - New Starts local financial commitment criteria.

Code of Federal Regulations, 2014 CFR

2014-10-01

...,” “medium,” “medium-low,” or “low.” The process by which the summary local financial commitment rating will... 49 Transportation 7 2014-10-01 2014-10-01 false New Starts local financial commitment criteria... § 611.205 New Starts local financial commitment criteria. In order to approve a grant under 49 U.S.C...

49 CFR 611.205 - New Starts local financial commitment criteria.

Code of Federal Regulations, 2013 CFR

2013-10-01

...,” “medium,” “medium-low,” or “low.” The process by which the summary local financial commitment rating will... 49 Transportation 7 2013-10-01 2013-10-01 false New Starts local financial commitment criteria... § 611.205 New Starts local financial commitment criteria. In order to approve a grant under 49 U.S.C...

On Coordinating Theory with Evidence: The Role of Epistemic Commitments in Scientific Reasoning among College Students

ERIC Educational Resources Information Center

Zeineddin, Ava; Abd-El-Khalick, Fouad

2008-01-01

This study examined the impact of two epistemic commitments on the quality of college students' scientific reasoning in the domain of hydrostatics. These were the commitment to the consistency of theory with prior knowledge and commitment to the consistency of theory with evidence. Participants were 12 sophomore science majors enrolled in a large…

Job Stress and Presenteeism among Chinese Healthcare Workers: The Mediating Effects of Affective Commitment.

PubMed

Yang, Tianan; Guo, Yina; Ma, Mingxu; Li, Yaxin; Tian, Huilin; Deng, Jianwei

2017-08-29

Presenteeism affects the performance of healthcare workers. This study examined associations between job stress, affective commitment, and presenteeism among healthcare workers. To investigate the relationship between job stress, affective commitment, and presenteeism, structural equation modeling was used to analyze a sample of 1392 healthcare workers from 11 Class A tertiary hospitals in eastern, central, and western China. The mediating effect of affective commitment on the association between job stress and presenteeism was examined with the Sobel test. Job stress was high and the level of presenteeism was moderate among healthcare workers. Challenge stress and hindrance stress were strongly correlated (β = 0.62; p < 0.05). Affective commitment was significantly and directly inversely correlated with presenteeism (β = -0.27; p < 0.001). Challenge stress was significantly positively correlated with affective commitment (β = 0.15; p < 0.001) but not with presenteeism. Hindrance stress was significantly inversely correlated with affective commitment (β = -0.40; p < 0.001) but was significantly positively correlated with presenteeism (β = 0.26; p < 0.001). This study provides important empirical data on presenteeism among healthcare workers. Presenteeism can be addressed by increasing affective commitment and challenge stress and by limiting hindrance stress among healthcare workers in China.

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. PsycINFO Database Record (c) 2013 APA, all rights reserved.

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

PubMed

Bahrami, Mohammad Amin; Barati, Omid; Ghoroghchian, Malake-Sadat; Montazer-Alfaraj, Razieh; Ranjbar Ezzatabadi, Mohammad

2016-04-01

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. 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. 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). Improving the organizational climate could be a valuable strategy for improving organizational commitment.

When Do Personality and Emotion Predict Destructive Behavior During Relationship Conflict? The Role of Perceived Commitment Asymmetry.

PubMed

Lemay, Edward P; Dobush, Sarah

2015-10-01

The current research examined whether perceived asymmetries in relationship commitment moderate the associations of personality traits and emotional states with enactment of hostile behavior during relationship conflicts. Participants included both members of 53 heterosexual romantic couples (Mage  = 25.5 years). Participants completed questionnaire measures assessing personality traits, emotional states, relationship commitment, and perceptions of their partner's commitment. Participants then had an observed conflict discussion with their partner, which was rated by a panel of objective observers for hostile behavior. When participants perceived that they were less committed than their partners, their enactment of hostile behavior was predicted by traits and states that are associated with antisocial and pro-social orientations (i.e., agreeableness, trait anger, chronic jealousy, and state negative emotion). In contrast, participants who perceived that they were more committed than their partners tended to refrain from hostile behavior, despite traits or states that may suggest hostile inclinations. These results suggest that perceiving that one is less committed than one's partner promotes behavioral expression of interpersonal dispositions and emotions, whereas perceiving that one is more committed than one's partner motivates inhibition of hostile behavior. © 2014 Wiley Periodicals, Inc.

Nurse executive transformational leadership and organizational commitment.

PubMed

Leach, Linda Searle

2005-05-01

To investigate the relationship between nurse executive leadership and organizational commitment among nurses in acute care hospitals. A key challenge for organizations is to maximize the contributions of all workers by cultivating their commitment. Nurse leaders are in a position to influence organizational commitment among nurses. The theoretical constructs underlying this study are the transformational leadership theory and the Etzioni's organizational theory. A cross-sectional, field survey of nurse executives, nurse managers, and staff nurses was conducted to assess nurse executive transformational and transactional leadership and their relationship to organizational commitment. Hypotheses were tested using correlational analysis, and univariate statistics were used to describe the sample. An inverse relationship between nurse executive transformational and transactional leadership and alienative (highly negative) organizational commitment was statistically significant. A positive association was demonstrated between nurse executive leadership and nurse manager leadership. This study supports the effect of nurse executive leadership on nurse manager leadership and on organizational commitment among nurses despite role distance. To the extent that transformational leadership is present, alienative organizational commitment is reduced. This relationship shows the importance of nurse executive leadership in organizational involvement among nurses in the dynamic context of contemporary hospital settings.

Commitment to nursing: results of a qualitative interview study.

PubMed

Gould, Dinah; Fontenla, Marina

2006-04-01

The aims of the study were to explore opportunities to undergo continuing professional education, family friendly policy and holding an innovative or traditional post on nurses' job satisfaction and professional and organizational commitment. Qualified nurses have become a scare resource in the National Health Service. Managers need to be aware of the work-related factors most likely to secure nurses' professional and organizational commitment which will contribute to the retention. Commitment is thought to be increased if opportunities for continuing professional education are good. Family friendly policy is also important. Less is known about the relationship between type of nursing work and commitment. An in-depth, exploratory approach to data collection were taken, employing an interview guide with open-ended questions. Data were collected with 27 nurses in clinical grades in two contrasting trusts. Family friendly policies emerged as most important in securing nursing commitment. Those in innovative posts whose work entailed social hours and greater professional autonomy also displayed greater levels of job satisfaction. Opportunities for continuing professional education had less influence on professional and organizational commitment. Providing flexible or social working hours appears to be more influential than providing opportunities for continuing professional education in securing nursing commitment in this exploratory study.

[A study of work stress and professional commitment in outpatient department nurses].

PubMed

Tsai, Ming-Hsiu; Liu, Meng-Fen; Chen, Yu-Ju; Liu, Cheng-Ching

2012-06-01

Nurses working in outpatient departments face tremendous pressure from multiple sources. The effect of nurse professional commitment on continued professional development is an issue worth exploring further. This study explored relationships among nurses' personal attributes, work stress and professional commitment. The Lazarus cognitive appraisal model framed the research plan design. Tools used included stress level and professional commitment scales for healthcare professionals. Of 180 questionnaires sent to outpatient department nurses nurses, 171 (95%) were returned and used in analysis. SPSS 12.0 for windows software was used for statistical analysis. We found a significant negative correlation between work stress and professional commitment and no significant relationship between level of education and either ability to handle work stress or professional commitment. Years of work experience, age and position all correlated positively with ability to handle work stress. Years of work experience correlated positively with professional commitment. This study suggests that nurses experience the highest work stress levels during their first five years of work. Findings show that providing nurses a clear career development path, in addition to attractive incentives and a reasonable workload, is essential to reducing work stress, bolstering professional commitment and increasing retention.

Change-related expectations and commitment to change of nurses: the role of leadership and communication.

PubMed

Portoghese, Igor; Galletta, Maura; Battistelli, Adalgisa; Saiani, Luisa; Penna, Maria Pietronilla; Allegrini, Elisabetta

2012-07-01

The purpose of this study was to test a theoretical model linking the impact of expectations on commitment to change and to explore whether change-related communication is a mediating variable between leader-member exchange and expectations. Expectations for change outcomes are an important condition to increase nurses' commitment to change. To understand the role of leadership and communication in expectations development is crucial to promote commitment to change. A predictive, non-experimental design was used in a random sample of 395 nurses. Structural equation modelling was used to analyse the hypothesized model. Positive expectations had a direct effect on affective commitment to change, whereas negative expectation had a direct effect on continuance commitment to change. Leader-member exchange and communication influenced nurse's expectations about change. Communication partially mediated the relationship between Leader-member exchange and expectations. These findings suggested that nurses' expectation about change were strongly linked to commitment to change. Furthermore, the enhancement of communication and relationship with leader contributed to the development of positive and negative expectations. Strategies to promote commitment to change include developing positive expectations about change outcomes and building high-quality leadership style oriented to the communication. © 2011 Blackwell Publishing Ltd.

Perceived organisational support, organisational commitment and self-competence among nurses: a study in two Italian hospitals.

PubMed

Battistelli, Adalgisa; Galletta, Maura; Vandenberghe, Christian; Odoardi, Carlo

2016-01-01

This study examined the contributions of perceived organisational support (POS) and organisational commitment (i.e. affective, continuance and normative) to self-competence among nurses. In high-POS environments, workers benefit from socio-emotional resources to improve their skills, while positive forms of commitment (e.g. affective commitment) create a fertile context for developing one's competencies. A cross-sectional study was conducted among the nursing staff of two Italian urban hospitals (hospital A, n = 160; hospital B, n = 192). A structured questionnaire was administered individually to the nurses. Data analysis was conducted through multi-group analysis and supplemented by a bootstrapping approach. The results showed that POS was positively related to self-competence through affective commitment. In contrast, continuance and normative commitment did not mediate this relationship. This study shows that supporting employees through caring about their well-being as well as fostering positive forms of organisational commitment increases nurses' self-competence. Nurse managers may increase support perceptions and commitment among their staff by rewarding their contributions and caring about their well-being, as well as concentrating on training strategies that improve work-related skills. © 2015 John Wiley & Sons Ltd.

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

PubMed

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

2015-11-01

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. We aimed to determine the relationship between job characteristics and organizational commitment among the employees of hospitals. 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. 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). According to the results, managers of the hospitals should increase staff's commitment through paying attention to proper job designing.

A protein phosphatase network controls the temporal and spatial dynamics of differentiation commitment in human epidermis

PubMed Central

Walko, Gernot; Viswanathan, Priyalakshmi; Tihy, Matthieu; Nijjher, Jagdeesh; Dunn, Sara-Jane; Lamond, Angus I

2017-01-01

Epidermal homeostasis depends on a balance between stem cell renewal and terminal differentiation. The transition between the two cell states, termed commitment, is poorly understood. Here, we characterise commitment by integrating transcriptomic and proteomic data from disaggregated primary human keratinocytes held in suspension to induce differentiation. Cell detachment induces several protein phosphatases, five of which - DUSP6, PPTC7, PTPN1, PTPN13 and PPP3CA – promote differentiation by negatively regulating ERK MAPK and positively regulating AP1 transcription factors. Conversely, DUSP10 expression antagonises commitment. The phosphatases form a dynamic network of transient positive and negative interactions that change over time, with DUSP6 predominating at commitment. Boolean network modelling identifies a mandatory switch between two stable states (stem and differentiated) via an unstable (committed) state. Phosphatase expression is also spatially regulated in vivo and in vitro. We conclude that an auto-regulatory phosphatase network maintains epidermal homeostasis by controlling the onset and duration of commitment. PMID:29043977

Dimensions of Attachment and Commitment Across the Transition to Parenthood

PubMed Central

Ferriby, Megan; Kotila, Letitia; Dush, Claire Kamp; Schoppe-Sullivan, Sarah

2016-01-01

We used structural equation modeling (SEM) and Actor-Partner Interdependence Models (APIM) to test dyadic associations between adult attachment and changes in relationship commitment at the transition to parenthood in a sample of 182 dual-earner couples. Overall, more avoidant individuals experienced significant changes in commitment at the transition to parenthood; specifically higher avoidance was associated with decreases in personal confidence and dedication. More anxious fathers experienced increases in personal felt constraint while anxious mothers’ commitment remained stable. Partners of more anxious individuals experienced changes in commitment at the transition to parenthood. Higher anxiety was associated with decreases in partners’ confidence and dedication and increases in partners’ felt constraint. These results suggest that interventions focused on couple relationships at the transition to parenthood should address commitment as well as relationship skills and explore how adult attachment may influence the parents’ reactions to stress during this disruptive transition. Future research should examine whether commitment levels recover once the initial stress of the transition to parenthood decreases and family roles and routines renegotiated. PMID:26168264

Should I Stay or Should I Go? Predicting Dating Relationship Stability from Four Aspects of Commitment

PubMed Central

Rhoades, Galena K.; Stanley, Scott M.; Markman, Howard J.

2010-01-01

Many have argued that it is important to examine different aspects of commitment in romantic relationships, but few studies have done so. Using a large, national sample of unmarried adults in relationships (N = 1184), this study examined four aspects of relationship commitment and their associations with relationship adjustment and stability. We examined dedication (i.e., interpersonal commitment) as well as three types of constraint commitment: perceived constraints (e.g., social pressure to stay together or difficulty of termination procedures, measured using Stanley and Markman’s (1992) Commitment Inventory), material constraints (e.g., signing a lease, owning a pet), and felt constraint (i.e., feeling trapped). Cross-sectionally, these four facets of commitment were associated in expected directions with relationship adjustment, as well as perceived likelihood of relationship termination and of marriage. Longitudinally, each facet uniquely predicted relationship stability. More dedication, more material and perceived constraints and less felt constraint were uniquely associated with a higher likelihood of staying together over an eight-month period. PMID:20954764

Commitment language and homework completion in a behavioral employment program for gang-affiliated youth.

PubMed

Smith, Caitlin; Huey, Stanley J; McDaniel, Dawn D

2015-05-01

Research with substance-abusing samples suggests that eliciting commitment language during treatment may improve motivation to change, increase treatment engagement, and promote positive treatment outcomes. However, the relationship between in-session client language and treatment success is not well-understood for youth offender populations. This study evaluated the relationship between commitment language, treatment engagement (i.e., homework completion), and weekly employment outcomes for six gang-affiliated juvenile offenders participating in an employment counseling intervention. Weekly counseling sessions were audio-recorded, transcribed, and coded for commitment language strength. Multilevel models were fit to the data to examine the relationship between commitment language and counseling homework or employment outcomes within participants over time. Commitment language strength predicted subsequent homework completion but not weekly employment. These findings imply that gang-affiliated delinquent youth who express motivation to change during employment counseling will be more likely to comply with counselor-initiated homework. Further research on counselor techniques for promoting commitment language among juvenile gang offenders is needed. © The Author(s) 2013.

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.

Sport commitment among competitive female gymnasts: a developmental perspective.

PubMed

Weiss, Windee M; Weiss, Maureen R

2007-03-01

The purpose of this study was to examine age and competitive level differences in the relationship between determinants and level of sport commitment. Gymnasts (N = 304) comprised three age groups (8-11, 11-14.5, and 14.5-18 years) and two competitive levels (Levels 5-6 and 8-10). Multiple regression analyses revealed: (a) perceived costs and social constraints from parents and best friends were the strongest predictors of commitment for the youngest gymnasts, (b) perceived costs, personal investments, and parent social constraints predicted commitment for 11-14.5-year-old gymnasts, and (c) perceived competence and costs predicted commitment for the oldest gymnasts. Competitive level differences also emerged; for Level 5-6 gymnasts, personal investments, perceived costs, coach social support, and social constraints by coach, best friend, and teammates were predictors of commitment. Personal investments and teammate social constraints were significant predictors for Level 8-10 gymnasts. Developmental factors and additional determinants are important to consider in further studies of the sport commitment model.

Factors affecting radiographers' organizational commitment.

PubMed

Akroyd, Duane; Jackowski, Melissa B; Legg, Jeffrey S

2007-01-01

A variety of factors influence employees' attitudes toward their workplace and commitment to the organization that employs them. However, these factors have not been well documented among radiologic technologists. To determine the predictive ability of selected organizational, leadership, work-role and demographic variables on organizational commitment for a national sample of radiographers. Three thousand radiographers registered by the American Registry of Radiologic Technologists working full time in clinical settings were surveyed by mail regarding their commitment to their employers, leadership within the organization that employs them, employer support and demographic information. Overall, radiographers were found to have only a moderate level of commitment to their employers. Among the factors that significantly affected commitment were the radiographer's educational level, perceived level of organizational support, role clarity and organizational leadership. The results of this study could provide managers and supervisors with insights on how to empower and challenge radiographers and offer opportunities that will enhance radiographers' commitment to the organization, thus reducing costly turnover and improving employee performance.

Agents of Reconciliation: Agency-Affirmation Promotes Constructive Tendencies Following Transgressions in Low-Commitment Relationships.

PubMed

SimanTov-Nachlieli, Ilanit; Shnabel, Nurit; Mori-Hoffman, Anael

2017-02-01

Conflicting parties experience threats to both their agency and morality, but the experience of agency-threat exerts more influence on their behavior, leading to relationship-destructive tendencies. Whereas high-commitment relationships facilitate constructive tendencies despite the conflict, we theorized that in low-commitment relationships, affirming the adversary's agency is a prerequisite for facilitating more constructive tendencies. Focusing on sibling conflicts, Study 1 found that when commitment was low (rather than high), agency-affirmation increased participants' constructive tendencies toward their brother/sister compared with a control/no-affirmation condition. A corresponding morality-affirmation did not affect participants' tendencies. Study 2 replicated these results in workplace conflicts and further found that the positive effect of agency-affirmation in low-commitment relationships was mediated by participants' wish to restore their morality. Study 3 induced a conflict between lab participants and manipulated their commitment. Again, in the low- (rather than high-) commitment condition, agency-affirmation increased participants' wish to restore their morality, leading to constructive behavior.

Employee commitment and motivation: a conceptual analysis and integrative model.

PubMed

Myer, John P; Becker, Thomas E; Vandenberghe, Christian

2004-12-01

Theorists and researchers interested in employee commitment and motivation have not made optimal use of each other's work. Commitment researchers seldom address the motivational processes through which commitment affects behavior, and motivation researchers have not recognized important distinctions in the forms, foci, and bases of commitment. To encourage greater cross-fertilization, the authors present an integrative framework in which commitment is presented as one of several energizing forces for motivated behavior. E. A. Locke's (1997) model of the work motivation process and J. P. Meyer and L. Herscovitch's (2001) model of workplace commitments serve as the foundation for the development of this new framework. To facilitate the merger, a new concept, goal regulation, is derived from self-determination theory (E. L. Deci & R. M. Ryan, 1985) and regulatory focus theory (E. I. Higgins, 1997). By including goal regulation, it is acknowledged that motivated behavior can be accompanied by different mindsets that have particularly important implications for the explanation and prediction of discretionary work behavior. 2004 APA, all rights reserved

Can Civility Norms Boost Positive Effects of Management Commitment to Safety?

PubMed

McGonagle, Alyssa K; Childress, Niambi M; Walsh, Benjamin M; Bauerle, Timothy J

2016-07-03

We proposed that civility norms would strengthen relationships between management commitment to safety and workers' safety motivation, safety behaviors, and injuries. Survey data were obtained from working adults in hazardous jobs-those for which physical labor is required and/or a realistic possibility of physical injury is present (N = 290). Results showed that management commitment positively related to workers' safety motivation, safety participation, and safety compliance, and negatively related to minor injuries. Furthermore, management commitment to safety displayed a stronger positive relationship with safety motivation and safety participation, and a stronger negative relationship with minor worker injuries when civility norms were high (versus low). The results confirm existing known relationships between management commitment to safety and worker safety motivation and behavior; furthermore, civility norms facilitate the relationships between management commitment to safety and various outcomes important to worker safety. In order to promote an optimally safe working environment, managers should demonstrate a commitment to worker safety and promote positive norms for interpersonal treatment between workers in their units.

[Volunteering in psychiatry: determining factors of attitude and actual commitment].

PubMed

Lauber, C; Nordt, C; Falcato, L; Rössler, W

2000-10-01

To assess public attitude, actual working commitment and the respective influence of demographic, psychological and sociological variables on voluntary help in psychiatry. Multiple logistic regression analysis of the results of a representative population survey in Switzerland. Public attitude is mostly positive, but the respective working commitment is small. Attitude depends on gender, psychological factors (social distance, stereotypes), and on attitude to community psychiatry. For the working commitment, clearly distinct predictors are found: age, emotions, participation, and perceived discrimination to the mentally ill. For both attitude and commitment, having a social profession and interest in mass media are predictors. Internationally compared, Switzerland has a positive attitude and a big commitment in lay helping in psychiatry. But attitude is different from actual commitment. Lay helpers' work must be limited to realizable tasks and they need professional recruitment, instruction, and supervision otherwise they tend to be over-burden. The unused potential of voluntary helpers has to be opened specifically, e.g. by involving mass media and opinion-makers.

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.

Relational job characteristics and nurses' affective organizational commitment: the mediating role of work engagement.

PubMed

Santos, Alda; Chambel, Maria José; Castanheira, Filipa

2016-02-01

To study work engagement as a mediator of the associations between relational job characteristics and nurses' affective commitment to the hospital. Earlier research has shown that work engagement mediates the relationship between job resources and affective organizational commitment. However, relational job characteristics, which may be job resources, have not been studied or examined in relation to work engagement and affective organizational commitment in the nursing profession. This study uses a correlational survey design and an online survey for data collection. Data for this correlational study were collected by survey over months (2013) from a sample of 335 hospital nurses. Measures included Portuguese translations of the Relational Job Characteristics' Psychological Effects Scale, the Utrecht Work Engagement Scale and the Affective Organizational Commitment Scale. Data analysis supports a full mediation model where relational job characteristics explained affective commitment to the hospital through nurses' work engagement. Relational job characteristics contribute to nurses' work engagement, which in turn contributes to affective organizational commitment. © 2015 John Wiley & Sons Ltd.

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

PubMed

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

2013-06-01

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

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

PubMed

Petersen, Lars-Eric; Dietz, Jörg

2008-11-01

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

Neighbourhood Poverty, Work Commitment and Unemployment in Early Adulthood: A Longitudinal Study into the Moderating Effect of Personality

PubMed Central

Nieuwenhuis, Jaap; Yu, Rongqin; Branje, Susan; Meeus, Wim; Hooimeijer, Pieter

2016-01-01

We studied how personality moderates the effect of neighbourhood disadvantage on work commitment and unemployment in early adulthood. Using a personality typology of resilients, overcontrollers, and undercontrollers, we hypothesised that the association between neighbourhood poverty and both work commitment and unemployment would be stronger for overcontrollers and undercontrollers than for resilients. We used longitudinal data (N = 249) to test whether the length of exposure to neighbourhood poverty between age 16 and 21 predicts work commitment and unemployment at age 25. In line with our hypothesis, the findings showed that longer exposure was related to weaker work commitment among undercontrollers and overcontrollers and to higher unemployment among undercontrollers. Resilients’ work commitment and unemployment were not predicted by neighbourhood poverty. PMID:27936132

Predictors of sustained organizational commitment among nurses with temporary job contracts.

PubMed

Jalonen, Paivi; Virtanen, Marianna; Vahtera, Jussi; Elovainio, Marko; Kivimaki, Mika

2006-05-01

To examine sociodemographic, work-related factors and psychological health as predictors of sustained organizational commitment among temporary hospital employees. The participants were 412 nurses who had a temporary job contract and reported being committed to their organization at baseline. Organizational commitment was measured again 2 years later. The results of logistic regression analysis showed that age over 35 years, high job control, high participative safety, high perceived justice in decision making, and low psychological distress predicted sustained organizational commitment at follow-up. The change from temporary employment to a permanent job and high job control predicted sustained organizational commitment even after the effect of all the other predictors was taken into account. Organizations that employ temporary workers should pay attention to the job control and career prospects of temporary staff.

Role of commitment to the supervisor, leader-member exchange, and supervisor-based self-esteem in employee-supervisor conflicts.

PubMed

Landry, Guylaine; Vandenberghe, Christian

2009-02-01

Using survey data from 240 employees working in a variety of organizations, the authors examined the relations among commitment to the supervisor, leader-member exchange, supervisor-based self-esteem (SBSE), and relationship and substantive supervisor-subordinate conflicts. They found affective commitment was negatively related to both types of conflicts; perceived lack of alternatives commitment was positively related to relationship conflicts; and leader-member exchange was negatively related to substantive conflicts. SBSE was negatively associated with both types of conflicts. In addition, when SBSE was low, affective commitment was more strongly related to both types of conflicts, and normative commitment more strongly and positively related to substantive conflicts. The authors discuss the implications of these findings for the understanding of employee-supervisor conflicts.

Neighbourhood Poverty, Work Commitment and Unemployment in Early Adulthood: A Longitudinal Study into the Moderating Effect of Personality.

PubMed

Nieuwenhuis, Jaap; Yu, Rongqin; Branje, Susan; Meeus, Wim; Hooimeijer, Pieter

2016-01-01

We studied how personality moderates the effect of neighbourhood disadvantage on work commitment and unemployment in early adulthood. Using a personality typology of resilients, overcontrollers, and undercontrollers, we hypothesised that the association between neighbourhood poverty and both work commitment and unemployment would be stronger for overcontrollers and undercontrollers than for resilients. We used longitudinal data (N = 249) to test whether the length of exposure to neighbourhood poverty between age 16 and 21 predicts work commitment and unemployment at age 25. In line with our hypothesis, the findings showed that longer exposure was related to weaker work commitment among undercontrollers and overcontrollers and to higher unemployment among undercontrollers. Resilients' work commitment and unemployment were not predicted by neighbourhood poverty.

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 a vision), two job satisfaction dimensions (pay and supervision) and two organizational commitment dimensions (affective commitment and normative commitment) were significant regressors for organizational trust. There is a lack of research in the health organizations regarding organizational commitment, organizational trust, job satisfaction and transformational leadership. The investigator of the proposed study intends to add to the literature and intends to prove that the proposed study would be important for healthcare organizations. A number of specific measures should be undertaken to reduce factors that negatively affect organizational commitment, organizational trust and job satisfaction of hospital personnel and to improve transformational leadership behaviors of hospital administrators. Copyright © 2012 John Wiley & Sons, Ltd.

The Fifth Annual NASA/Contractors Conference on Quality and Productivity. Quality: A Commitment to the Future

NASA Technical Reports Server (NTRS)

1989-01-01

The report is a summary of the 5th NASA/Contractors Conference on Quality and Productivity. The theme was 'Quality - A Commitment to the Future'. The summary report highlights the key points: commitment to quality, strategic and long-range planning, quality commitment, risk management, teaming, quality measurement, creating a quality environment, contract incentives, software quality and reliability.

77 FR 52025 - Application for Final Commitment for a Long-term Loan or Financial Guarantee in Excess of $100...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-08-28

... Commitment for a Long-term Loan or Financial Guarantee in Excess of $100 million AGENCY: Export-Import Bank... commitment for a long-term loan or financial guarantee in excess of $100 million. Reason for Notice: This... commitment for a long-term loan or financial guarantee in excess of $100 million (as calculated in accordance...

Pharmaceutical companies' policies on access to trial data, results, and methods: audit study.

PubMed

Goldacre, Ben; Lane, Síle; Mahtani, Kamal R; Heneghan, Carl; Onakpoya, Igho; Bushfield, Ian; Smeeth, Liam

2017-07-26

Objectives  To identify the policies of major pharmaceutical companies on transparency of trials, to extract structured data detailing each companies' commitments, and to assess concordance with ethical and professional guidance. Design  Structured audit. Setting  Pharmaceutical companies, worldwide. Participants  42 pharmaceutical companies. Main outcome measures  Companies' commitments on sharing summary results, clinical study reports (CSRs), individual patient data (IPD), and trial registration, for prospective and retrospective trials. Results  Policies were highly variable. Of 23 companies eligible from the top 25 companies by revenue, 21 (91%) committed to register all trials and 22 (96%) committed to share summary results; however, policies commonly lacked timelines for disclosure, and trials on unlicensed medicines and off-label uses were only included in six (26%). 17 companies (74%) committed to share the summary results of past trials. The median start date for this commitment was 2005. 22 companies (96%) had a policy on sharing CSRs, mostly on request: two committed to share only synopses and only two policies included unlicensed treatments. 22 companies (96%) had a policy to share IPD; 14 included phase IV trials (one included trials on unlicensed medicines and off-label uses). Policies in the exploratory group of smaller companies made fewer transparency commitments. Two companies fell short of industry body commitments on registration, three on summary results. Examples of contradictory and ambiguous language were documented and summarised by theme. 23/42 companies (55%) responded to feedback; 7/1806 scored policy elements were revised in light of feedback from companies (0.4%). Several companies committed to changing policy; some made changes immediately. Conclusions  The commitments made by companies to transparency of trials were highly variable. Other than journal submission for all trials within 12 months, all elements of best practice were met by at least one company, showing that these commitments are realistic targets. Published by the BMJ Publishing Group Limited. For permission to use (where not already granted under a licence) please go to http://group.bmj.com/group/rights-licensing/permissions.

Exploring the differential impact of individual and organizational factors on organizational commitment of physicians and nurses.

PubMed

Miedaner, Felix; Kuntz, Ludwig; Enke, Christian; Roth, Bernhard; Nitzsche, Anika

2018-03-15

Physician and nursing shortages in acute and critical care settings require research on factors which might drive their commitment, an important predictor of absenteeism and turnover. However, the degree to which the commitment of a physician or a nurse is driven by individual or organizational characteristics in hospitals remains unclear. In addition, there is a need for a greater understanding of how antecedent-commitment relationships differ between both occupational groups. Based on recent findings in the literature and the results of a pilot study, we investigate the degree to which selected individual and organizational characteristics might enhance an employee's affective commitment working in the field of neonatal intensive care. Moreover, our aim is to examine the different antecedent-commitment relationships across the occupational groups of nurses and physicians. Information about individual factors affecting organizational commitment was derived from self-administered staff questionnaires, while additional information about organizational structures was taken from hospital quality reports and a self-administered survey completed by hospital department heads. Overall, 1486 nurses and 540 physicians from 66 Neonatal Intensive Care Units participated in the study. We used multilevel modeling to account for different levels of analysis. Although organizational characteristics can explain differences in an employee's commitment, the differences can be largely explained by his or her individual characteristics and work experiences. Regarding occupational differences, individual support by leaders and colleagues was shown to influence organizational commitment more strongly in the physicians' group. In contrast, the degree of autonomy in the units and perceived quality of care had a larger impact on the nurses' organizational commitment. With the growing number of hospitals facing an acute shortage of highly-skilled labor, effective strategies on the individual and organizational levels have to be considered to enhance an employee's commitment to his or her organization. Regarding occupational differences in antecedent-commitment relationships, more specific management actions should be undertaken to correspond to different needs and aspirations of nurses and physicians. German Clinical Trials Register ( DRKS00004589 , date of trial registration: 15.05.2013).

[A good investment: promoting health in cities and neighbourhoods].

PubMed

Díez, Elia; Aviñó, Dory; Paredes-Carbonell, Joan J; Segura, Javier; Suárez, Óscar; Gerez, Maria Dolores; Pérez, Anna; Daban, Ferran; Camprubí, Lluís

2016-11-01

Local administration is responsible for health-related areas, and evidence of the health impact of urban policies is available. Barriers and recommendations for the full implementation of health promotion in cities and neighbourhoods have been described. The barriers to the promotion of urban health are broad: the lack of leadership and political will, reflectes the allocation of health outcomes to health services, as well as technical, political and public misconceptions about the root causes of health and wellbeing. Ideologies and prejudices, non-evidence-based policies, narrow sectoral cultures, short political periods, lack of population-based health information and few opportunities for participation limit the opportunities for urban health. Local policies on early childhood, healthy schools, employment, active transport, parks, leisure and community services, housing, urban planning, food protection and environmental health have great positive impacts on health. Key tools include the political prioritisation of health and equity, the commitment to «Health in All Policies» and the participation of communities, social movements and civil society. This requires well organised and funded structures and processes, as well as equity-based health information and capacity building in the health sector, other sectors and society. We conclude that local policies have a great potential for maximising health and equity and equity. The recommendations for carrying them out are increasingly solid and feasible. Copyright © 2016 SESPAS. Publicado por Elsevier España, S.L.U. All rights reserved.

[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 Therapeutic Commitment to the management of patients with excessive alcohol intake. Copyright © 2016. Published by Elsevier GmbH.

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 and organizational commitment. PMID:26835470

Social, economic, and political factors in progress towards improving child survival in developing nations.

PubMed

Lykens, Kristine; Singh, Karan P; Ndukwe, Elewichi; Bae, Sejong

2009-01-01

Child mortality is a persistent health problem faced by developing nations. In 2000 the United Nations (UN) established a set of high priority goals to address global problems of poverty and health, the Millennium Development Goals, which address extreme poverty, hunger, primary education, child mortality, maternal health, infectious diseases, environmental sustainability, and partnerships for development. Goal 4 aims to reduce by two thirds, between 2000 and 2015, the under-five mortality rate in developing countries. In sub-Saharan Africa from 2000 to 2006 these rates have only been reduced from 167 per 1,000 live births to 157, and 27 nations in this region have made no progress towards the goal. A country-specific database was developed from the UN Millennium Development Goal tracking project and other international sources which include age distribution, under-nutrition, per capita income, government expenditures on health, external resources for health, civil liberties, and political rights. A multiple regression analysis examined the extent to which these factors explain the variance in child mortality rates in developing countries. Nutrition, external resources, and per capita income were shown to be significant factors in child survivability. Policy options include developed countries' renewed commitment of resources, and developing nations' commitments towards governance, development, equity, and transparency.

The heterocyst regulatory protein HetP and its homologs modulate heterocyst commitment in Anabaena sp. strain PCC 7120.

PubMed

Videau, Patrick; Rivers, Orion S; Hurd, Kathryn; Ushijima, Blake; Oshiro, Reid T; Ende, Rachel J; O'Hanlon, Samantha M; Cozy, Loralyn M

2016-10-24

The commitment of differentiating cells to a specialized fate is fundamental to the correct assembly of tissues within a multicellular organism. Because commitment is often irreversible, entry into and progression through this phase of development must be tightly regulated. Under nitrogen-limiting conditions, the multicellular cyanobacterium Anabaena sp. strain PCC 7120 terminally commits ∼10% of its cells to become specialized nitrogen-fixing heterocysts. Although commitment is known to occur 9-14 h after the induction of differentiation, the factors that regulate the initiation and duration of this phase have yet to be elucidated. Here, we report the identification of four genes that share a functional domain and modulate heterocyst commitment: hetP (alr2818), asl1930, alr2902, and alr3234 Epistatic relationships between all four genes relating to commitment were revealed by deleting them individually and in combination; asl1930 and alr3234 acted most upstream to delay commitment, alr2902 acted next in the pathway to inhibit development, and hetP acted most downstream to drive commitment forward. Possible protein-protein interactions between HetP, its homologs, and the heterocyst master regulator, HetR, were assessed, and interaction partners were defined. Finally, patterns of gene expression for each homolog, as determined by promoter fusions to gfp and reverse transcription-quantitative PCR, were distinct from that of hetP in both spatiotemporal organization and regulation. We posit that a dynamic succession of protein-protein interactions modulates the timing and efficiency of the commitment phase of development and note that this work highlights the utility of a multicellular cyanobacterium as a model for the study of developmental processes.

Examination of Relationships among Organizational Characteristics and Organizational Commitment of Nurses in Western and Eastern Region of Nepal.

PubMed

Joshi, A S; Namba, M; Pokharela, T

2015-01-01

The objective of this study is to identify relationships between three components of organizational commitment and organizational characteristics of nurses in the western and the eastern region of Nepal. A self-administrated questionnaire was used to collect data from 310 nurses currently working at various hospitals in the eastern and the western region of the country. The questionnaire included three sections namely 1) personal characteristics 2) organizational characteristics and 3) organizational commitments scale. Descriptive analysis and multiple regression analysis were performed to identify significance in various relationships. Out of the 240 completed questionnaires, 226 were found valid for analysis. The mean age was 27.4 years. For each depended variable affective, continuance and normative commitment, multiple regression analysis was performed with personal Characteristics and organizational characteristics as independent variables. All independent variables were found significantly related to each of the two dependent variables; affective commitment and normative commitment (R2 adjusted=0.24, p<0.01 and R2 adjusted=0.05, p<0.01 respectively). However, they were not significantly related to the continuance commitment. Both support from boss (β=0.138, p<0.05) and satisfaction with training (β=0.301, p<0.05) were found to be positive and significant with affective commitment. On the other hand, satisfaction with training (β=0.191, p<0.05) was also positive and significant with normative commitment. Since both support from boss and training program were found to be positive and significant with affective commitment, hospitals must encourage supervisors to provide more assistance to the subordinate nurses. Moreover, hospitals should develop more training programs to keep nurses motivated.

Donaldson revisited: is dangerousness a constitutional requirement for civil commitment?

PubMed

Linburn, G E

1998-01-01

The Supreme Court decision O'Connor v. Donaldson (1975) has been widely interpreted to assert that dangerousness is a constitutional requirement for civil commitment. This interpretation is a misreading of the decision, which actually addressed the conditions disallowing indefinite, involuntary custodial confinement and not the requirements for an initial commitment. An excessive reliance on dangerousness narrowly construed as a restrictive requirement for civil commitment has distorted the commitment process by emphasizing the state's police power in protecting the public at the expense of its parens patriae responsibility to provide care and treatment for the severely mentally ill. In reality, the Court has been remarkably cautious in addressing the justifications for civil commitment and has allowed room for a broader interpretation of legitimate justifications that would permit greater latitude in the treatment of the severely mentally ill.

Organizational (role structuring) and personal (organizational commitment and job involvement) factors: do they predict interprofessional team effectiveness?

PubMed

Freund, Anat; Drach-Zahavy, Anat

2007-06-01

Teamwork in community clinics was examined to propose and test a model that views the different kinds of commitment (job involvement and organizational commitment) and the potential conflict between them, as mediators between personal and organizational factors (mechanistic structuring and organic structuring) and the effectiveness of interprofessional teamwork. Differences among the professional groups became evident with regard to their views of the goals of teamwork and the ways to achieve them. As for mechanistic structuring, although the clinic members saw their mechanistic structuring in a more bureaucratic sense, the combination of mechanistic structuring and organic structuring led to effective teamwork. In terms of commitment, while staff members were committed primarily to their job and not the organization, commitment to the organization produced effective teamwork in the clinics.

The mediating effect of job stress in the relationship between work-related dimensions and career commitment.

PubMed

Wickramasinghe, Vathsala

2016-05-16

Purpose - The purpose of this paper is to examine associations between career commitment, job stress, and work-related dimensions of work routinization, role clarity, social support, and promotional opportunity. Design/methodology/approach - In all, 408 employees holding supervisor or above level job positions in Sri Lanka responded to the survey. For the data analysis, structural equation modelling with maximum likelihood estimation was performed. Findings - Job stress fully mediates the relationship between role clarity and career commitment while partially mediates the relationships between work routinization, social support, and the lack of promotional opportunity and career commitment. Originality/value - An investigation into relationships between work-related dimensions and career commitment holds a number of implications in the current business environment where employee commitment may be shifting from the organization to one's career.

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

PubMed

Maier, G W; Brunstein, J C

2001-10-01

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

Using internal marketing to improve organizational commitment and service quality.

PubMed

Tsai, Yafang; Wu, Shih-Wang

2011-12-01

The purpose of this article was to explore the structural relationships among internal marketing, organizational commitment and service quality and to practically apply the findings. Internal marketing is a way to assist hospitals in improving the quality of the services that they provide while executing highly labour-intensive tasks. Through internal marketing, a hospital can enhance the organizational commitment of its employees to attain higher service quality. This research uses a cross-sectional study to survey nursing staff perceptions about internal marketing, organizational commitment and service quality. The results of the survey are evaluated using equation models. The sample includes three regional hospitals in Taiwan. Three hundred and fifty questionnaires were distributed and 288 valid questionnaires were returned, yielding a response rate of 82.3%. The survey process lasted from 1 February to 9 March 2007. The data were analysed with SPSS 12.0, including descriptive statistics based on demographics. In addition, the influence of demographics on internal marketing, organizational commitment and service quality is examined using one-way anova. The findings reveal that internal marketing plays a critical role in explaining employee perceptions of organizational commitment and service quality. Organizational commitment is the mediator between internal marketing and service quality. The results indicate that internal marketing has an impact on both organizational commitment and service quality. Internal marketing should be emphasized to influence frontline nursing staff, thereby helping to create better organizational commitment and service quality. © 2011 The Authors. Journal of Advanced Nursing © 2011 Blackwell Publishing Ltd.

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

Work-Family Conflict, Perceived Organizational Support and Professional Commitment: A Mediation Mechanism for Chinese Project Professionals

PubMed Central

2018-01-01

Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizational support. Data were collected from 327 project managers or professionals working in construction enterprises in China; data were analyzed using structural equation modeling, applying the bootstrapping method. Results showed that there were three dimensions of work-family conflict: time-based conflict, strain-based conflict and behavior-based conflict. There were two dimensions of perceived organizational support: emotional support and instrumental support. The study also tested the negative effect of work-family conflict on professional commitment and the positive effect of perceived organizational support on professional commitment. Specifically, time-based conflict and emotional support had positive effects on professional commitment. Perceived organizational support had a total mediating effect between work-family conflict and professional commitment. The strain-based conflict dimension of work-family conflict had negative impacts on professional commitment through perceived emotional support and instrumental support. Overall, our findings extend a better understanding of work-family conflict and professional commitment in the project setting and verify the importance of social support in balancing work and family and improving employee mobility. PMID:29462860

Work-Family Conflict, Perceived Organizational Support and Professional Commitment: A Mediation Mechanism for Chinese Project Professionals.

PubMed

Zheng, Junwei; Wu, Guangdong

2018-02-15

Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizational support. Data were collected from 327 project managers or professionals working in construction enterprises in China; data were analyzed using structural equation modeling, applying the bootstrapping method. Results showed that there were three dimensions of work-family conflict: time-based conflict, strain-based conflict and behavior-based conflict. There were two dimensions of perceived organizational support: emotional support and instrumental support. The study also tested the negative effect of work-family conflict on professional commitment and the positive effect of perceived organizational support on professional commitment. Specifically, time-based conflict and emotional support had positive effects on professional commitment. Perceived organizational support had a total mediating effect between work-family conflict and professional commitment. The strain-based conflict dimension of work-family conflict had negative impacts on professional commitment through perceived emotional support and instrumental support. Overall, our findings extend a better understanding of work-family conflict and professional commitment in the project setting and verify the importance of social support in balancing work and family and improving employee mobility.

Motivation for entry, occupational commitment and intent to remain: a survey regarding Registered Nurse retention.

PubMed

Gambino, Kathleen M

2010-11-01

This paper is a report of a study of the relationships between Registered Nurses' motivation for entering the profession, occupational commitment and intent to remain with an employer until retirement. Identifying and supporting nurses who are strongly committed to their profession may be the single most influential intervention in combating the nursing shortage. An understanding of the characteristics these individuals possess could lead to a decline in the high attrition rates plaguing the profession. Using a survey design, Registered Nurses enrolled at the school of nursing and/or employed at the associated university medical centre of a large, not-for-profit state university were polled in 2008. Logistic regression analysis was used to determine how the variables of motivation for entry and occupational commitment could indicate intent to remain. The strongest indicators of intent to remain were normative commitment and age, with a 70% average rate of correctly estimating retention. Exp(B) values for normative commitment (1·09) and age (1·07) indicated that for each one-point increase on the normative commitment scale or one-point increase in age, the odds of remaining with an employer until retirement increased by 1·1%. Transformational changes in healthcare environments and nursing schools must be made to encourage loyalty and obligation, the hallmarks of normative commitment. Retention strategies should accommodate mature nurses as well as promote normative commitment in younger nurses. © 2010 Blackwell Publishing Ltd.

Factors that impact clinical laboratory scientists' commitment to their work organizations.

PubMed

Bamberg, Richard; Akroyd, Duane; Moore, Ti'eshia M

2008-01-01

To assess the predictive ability of various aspects of the work environment for organizational commitment. A questionnaire measuring three dimensions of organizational commitment along with five aspects of work environment and 10 demographic and work setting characteristics was sent to a national, convenience sample of clinical laboratory professionals. All persons obtaining the CLS certification by NCA from January 1, 1997 to December 31, 2006. Only respondents who worked full-time in a clinical laboratory setting were included in the database. Levels of affective, normative, and continuance organizational commitment, organizational support, role clarity, role conflict, transformational leadership behavior of supervisor, and organizational type, total years work experience in clinical laboratories, and educational level of respondents. Questionnaire items used either a 7-point or 5-point Likert response scale. Based on multiple regression analysis for the 427 respondents, organizational support and transformational leadership behavior were found to be significant positive predictors of affective and normative organizational commitment. Work setting (non-hospital laboratory) and total years of work experience in clinical laboratories were found to be significant positive predictors of continuance organizational commitment. Overall the organizational commitment levels for all three dimensions were at the neutral rating or below in the slightly disagree range. The results indicate a less than optimal level of organizational commitment to employers, which were predominantly hospitals, by CLS practitioners. This may result in continuing retention problems for hospital laboratories. The results offer strategies for improving organizational commitment via the significant predictors.

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

PubMed

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

2015-12-14

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.  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. 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).

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

78 FR 58149 - Continuation of the National Emergency With Respect to Persons Who Commit, Threaten To Commit, or...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-09-20

... Vol. 78 Friday, No. 183 September 20, 2013 Part VI The President Notice of September 18, 2013--Continuation of the National Emergency With Respect to Persons Who Commit, Threaten To Commit, or Support Terrorism #0; #0; #0; Presidential Documents #0; #0; #0;#0;Federal Register / Vol. 78 , No. 183 / Friday, September 20, 2013 / Presidential Documents#0;#0; #0; #0;Title...

[Psychological commitment: adaptive functions, paradoxes, modalities and components].

PubMed

Brault-Labbé, Anne

2017-12-01

The process of psychological commitment, its adaptive functions and some of the difficulties that go along with it are specific. A description of the multimodal model of commitment provides an illustration of how motivational, affective, cognitive and behavioural mechanisms can be combined. These lead to different ways of entering into the commitment, with differing consequences on how the individual functions. Copyright © 2017 Elsevier Masson SAS. All rights reserved.

34 CFR 648.60 - When does an academic department make a commitment to a fellow to provide stipend support?

Code of Federal Regulations, 2013 CFR

2013-07-01

... 34 Education 3 2013-07-01 2013-07-01 false When does an academic department make a commitment to a....60 When does an academic department make a commitment to a fellow to provide stipend support? (a) An academic department makes a commitment to a fellow at any point in his or her graduate study for the length...

34 CFR 648.60 - When does an academic department make a commitment to a fellow to provide stipend support?

Code of Federal Regulations, 2012 CFR

2012-07-01

... 34 Education 3 2012-07-01 2012-07-01 false When does an academic department make a commitment to a....60 When does an academic department make a commitment to a fellow to provide stipend support? (a) An academic department makes a commitment to a fellow at any point in his or her graduate study for the length...

34 CFR 648.60 - When does an academic department make a commitment to a fellow to provide stipend support?

Code of Federal Regulations, 2011 CFR

2011-07-01

... 34 Education 3 2011-07-01 2011-07-01 false When does an academic department make a commitment to a....60 When does an academic department make a commitment to a fellow to provide stipend support? (a) An academic department makes a commitment to a fellow at any point in his or her graduate study for the length...

34 CFR 648.60 - When does an academic department make a commitment to a fellow to provide stipend support?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 34 Education 3 2010-07-01 2010-07-01 false When does an academic department make a commitment to a....60 When does an academic department make a commitment to a fellow to provide stipend support? (a) An academic department makes a commitment to a fellow at any point in his or her graduate study for the length...

34 CFR 648.60 - When does an academic department make a commitment to a fellow to provide stipend support?

Code of Federal Regulations, 2014 CFR

2014-07-01

... 34 Education 3 2014-07-01 2014-07-01 false When does an academic department make a commitment to a....60 When does an academic department make a commitment to a fellow to provide stipend support? (a) An academic department makes a commitment to a fellow at any point in his or her graduate study for the length...

Job Stress and Presenteeism among Chinese Healthcare Workers: The Mediating Effects of Affective Commitment

PubMed Central

Ma, Mingxu; Li, Yaxin; Tian, Huilin; Deng, Jianwei

2017-01-01

Background: Presenteeism affects the performance of healthcare workers. This study examined associations between job stress, affective commitment, and presenteeism among healthcare workers. Methods: To investigate the relationship between job stress, affective commitment, and presenteeism, structural equation modeling was used to analyze a sample of 1392 healthcare workers from 11 Class A tertiary hospitals in eastern, central, and western China. The mediating effect of affective commitment on the association between job stress and presenteeism was examined with the Sobel test. Results: Job stress was high and the level of presenteeism was moderate among healthcare workers. Challenge stress and hindrance stress were strongly correlated (β = 0.62; p < 0.05). Affective commitment was significantly and directly inversely correlated with presenteeism (β = −0.27; p < 0.001). Challenge stress was significantly positively correlated with affective commitment (β = 0.15; p < 0.001) but not with presenteeism. Hindrance stress was significantly inversely correlated with affective commitment (β = −0.40; p < 0.001) but was significantly positively correlated with presenteeism (β = 0.26; p < 0.001). Conclusions: This study provides important empirical data on presenteeism among healthcare workers. Presenteeism can be addressed by increasing affective commitment and challenge stress and by limiting hindrance stress among healthcare workers in China. PMID:28850081

Acculturation, collectivist orientation and organisational commitment among Asian nurses working in the US healthcare system.

PubMed

Liou, Shwu-Ru; Tsai, Hsiu-Min; Cheng, Ching-Yu

2013-05-01

To examine the relationships between acculturation, collectivist orientation and organisational commitment among Asian nurses in US hospitals. Few studies have explored these three variables together in the same study and examined their statuses and mutual relationship among Asian nurses in Western hospitals. The study was a cross-sectional design using snowball sampling. A total of 195 Asian nurses participated. The collectivist orientation scale, organisational commitment questionnaire and acculturation factors were used to collect data. Pearson correlation, anova and regression were used to analyse the data. Most participants were female Filipinos with a mean age of 39.92 and a bachelor's degree and stayed in the USA for 13.35 years. They used and preferred to use both their mother language and English, identified themselves as Oriental or Asian and culturally, viewed themselves as very or mostly Asian. Participants scored high on collectivism and commitment. Collectivism was significantly correlated with commitment but did not mediate acculturation factors and commitment. To increase Asian nurses' commitment, it is important that administrators understand their cultural values and provide them with a cultural competent and sensitive environment. Healthcare administrators can increase Asian nurses' commitment through understanding their needs and attitudes toward their job and organisation. © 2012 Blackwell Publishing Ltd.

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

Abnormal brain structure in youth who commit homicide

PubMed Central

Cope, L.M.; Ermer, E.; Gaudet, L.M.; Steele, V.R.; Eckhardt, A.L.; Arbabshirani, M.R.; Caldwell, M.F.; Calhoun, V.D.; Kiehl, K.A.

2014-01-01

Background Violence that leads to homicide results in an extreme financial and emotional burden on society. Juveniles who commit homicide are often tried in adult court and typically spend the majority of their lives in prison. Despite the enormous costs associated with homicidal behavior, there have been no serious neuroscientific studies examining youth who commit homicide. Methods Here we use neuroimaging and voxel-based morphometry to examine brain gray matter in incarcerated male adolescents who committed homicide (n = 20) compared with incarcerated offenders who did not commit homicide (n = 135). Two additional control groups were used to understand further the nature of gray matter differences: incarcerated offenders who did not commit homicide matched on important demographic and psychometric variables (n = 20) and healthy participants from the community (n = 21). Results Compared with incarcerated adolescents who did not commit homicide (n = 135), incarcerated homicide offenders had reduced gray matter volumes in the medial and lateral temporal lobes, including the hippocampus and posterior insula. Feature selection and support vector machine learning classified offenders into the homicide and non-homicide groups with 81% overall accuracy. Conclusions Our results indicate that brain structural differences may help identify those at the highest risk for committing serious violent offenses. PMID:24936430

The impact of psychological empowerment and organisational commitment on Chinese nurses' job satisfaction.

PubMed

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

2015-01-01

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 organisational commitment on job satisfaction of Chinese nurses. The aim of this study is to describe job satisfaction, psychological empowerment and organisational commitment of Chinese nurses and to explore the impact of psychological empowerment and organisational commitment on the nurses' job satisfaction. 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, Organisational Commitment Scale and Demographic Questionnaire. Descriptive analysis, correlation and stepwise multiple regression were used for data analysis. Nurses' job satisfaction, psychological empowerment and organisational 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 organisational commitment. Psychological empowerment, organisational commitment and marital status were significant predicting factors of nurse job satisfaction. 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.

Abnormal brain structure in youth who commit homicide.

PubMed

Cope, L M; Ermer, E; Gaudet, L M; Steele, V R; Eckhardt, A L; Arbabshirani, M R; Caldwell, M F; Calhoun, V D; Kiehl, K A

2014-01-01

Violence that leads to homicide results in an extreme financial and emotional burden on society. Juveniles who commit homicide are often tried in adult court and typically spend the majority of their lives in prison. Despite the enormous costs associated with homicidal behavior, there have been no serious neuroscientific studies examining youth who commit homicide. Here we use neuroimaging and voxel-based morphometry to examine brain gray matter in incarcerated male adolescents who committed homicide (n = 20) compared with incarcerated offenders who did not commit homicide (n = 135). Two additional control groups were used to understand further the nature of gray matter differences: incarcerated offenders who did not commit homicide matched on important demographic and psychometric variables (n = 20) and healthy participants from the community (n = 21). Compared with incarcerated adolescents who did not commit homicide (n = 135), incarcerated homicide offenders had reduced gray matter volumes in the medial and lateral temporal lobes, including the hippocampus and posterior insula. Feature selection and support vector machine learning classified offenders into the homicide and non-homicide groups with 81% overall accuracy. Our results indicate that brain structural differences may help identify those at the highest risk for committing serious violent offenses.

The Oregon Court of Appeals and the State Civil Commitment Statute.

PubMed

Bloom, Joseph D; Britton, Juliet; Berry, Wil

2017-03-01

In 1973 the Oregon Legislature passed a major revision of its civil commitment law adopting changes that mirrored those taking place across the United States. The new sections offered significant protections of the rights of individuals who are alleged to have mental illness, a limitation on the length of commitment, the adoption of both dangerousness and gravely disabled type commitment criteria and the adoption of "beyond a reasonable doubt" as the standard of proof for commitment hearings. From 1973 to the present time, the Oregon Court of Appeals adjudicated a large number of appeals emanating from civil commitment courts. This article is based on a review of 98 written Oregon Court of Appeals commitment decisions from the years 1998 through 2015 and is accompanied by a review of legislative intent in 1973. It appears that the court of appeals has significantly altered the 1973 legislative changes by moving the dangerousness criteria to imminence and the gravely disabled criteria to a focus on survival. Empirically, civil commitment has dramatically decreased in Oregon over a 40-year period and the case law, as developed by Oregon Court of Appeals, has had a significant contributing role in this reduction. © 2017 American Academy of Psychiatry and the Law.

The relationship between organizational commitment and nursing care behavior.

PubMed

Naghneh, Mohammad Hossein Khalilzadeh; Tafreshi, Mansoureh Zagheri; Naderi, Manijeh; Shakeri, Nehzat; Bolourchifard, Fariba; Goyaghaj, Naser Sedghi

2017-07-01

Nursing care encompasses physical, emotional, mental and social needs, in order to improve a patient's health and wellbeing. Caring is the central core and the essence of nursing. The important issue of care is access to proper care and increasing patients' satisfaction. Job performance of nurses is affected by many factors including organizational commitment. This study aimed to determine the relationship between organizational commitment and nurses caring behavior. In this cross-sectional study, 322 nurses from selected Hospitals of Shahid Beheshti University of Medical Sciences in Tehran were randomly selected and enrolled in the study in 2015. The self-reported data by nurses were collected through demographic characteristics questionnaire, Meyer & Allen organizational commitment model and Caring Behavior Inventory (CBI). Data were analyzed with SPSS statistical software version 20, using t-test and ANOVA. The majority of nurses (63%) were female. The mean score and standard deviation of organizational commitment and caring behavior of nurses were 74.12±9.61 and 203.1±22.46, respectively. The results showed a significantly positive correlation between organizational commitment and caring behavior (p=0.001). In this study the caring behavior of nurses with higher organizational commitment were significantly better than the others. Managers and nurse leaders should pay more attention to improve organizational commitment of nurses, in order to improve nurses' performance.

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.

Petitioning for Involuntary Commitment for Chemical Dependency by Medical Services.

PubMed

Lamoureux, Ian C; Schutt, Paul E; Rasmussen, Keith G

2017-09-01

Patients who have chemical dependency (CD) are commonly encountered on medical and surgical wards, often for illnesses and injuries sustained as a direct result of their substance abuse. When these patients are repeatedly admitted to the hospital in certain states that provide a legal framework to commit chemically dependent persons to a treatment facility, clinicians often wonder whether they should initiate that process. Should consulting psychiatrists choose to initiate the commitment process, they put into motion a resource-intensive, time-consuming mechanism, with uncertain outcomes, both in the courtroom and at the bedside. Petitioning for involuntary commitment to chemical dependency treatment of a patient from medical and surgical services is poorly understood. In this study, we examined a series of patients for whom petitions for judicial commitment in the state of Minnesota were entered over a 12-month period, and evaluated the likelihood of commitment to treatment, the demographics of patients involved, and the outcomes for this series of patients. Three vignettes are presented to illustrate the severity of these patients' illnesses and potential outcomes of the process. We further describe potential limitations of the commitment system and alternatives to CD commitment that could be explored further. © 2017 American Academy of Psychiatry and the Law.

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

PubMed

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

2005-08-15

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

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

PubMed

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

2016-01-01

This study aimed to explore how core self-evaluations influenced job burnout and mainly focused on the confirmation of the mediator roles of organizational commitment and job satisfaction. A total of 583 female nurses accomplished the Core Self-Evaluation Scale, Organizational Commitment Scale, Minnesota Satisfaction Questionnaire, and Maslach Burnout Inventory-General Survey. The results revealed that core self-evaluations, organizational commitment, job satisfaction, and job burnout were significantly correlated with each other. Structural equation modeling indicated that core self-evaluations can significantly influence job burnout and are completely mediated by organizational commitment and job satisfaction. © The Author(s) 2014.

Gender, sexuality and the discursive representation of access and equity in health services literature: implications for LGBT communities

PubMed Central

2011-01-01

Background This article considers how health services access and equity documents represent the problem of access to health services and what the effects of that representation might be for lesbian, gay, bisexual and transgender (LGBT) communities. We conducted a critical discourse analysis on selected access and equity documents using a gender-based diversity framework as determined by two objectives: 1) to identify dominant and counter discourses in health services access and equity literature; and 2) to develop understanding of how particular discourses impact the inclusion, or not, of LGBT communities in health services access and equity frameworks.The analysis was conducted in response to public health and clinical research that has documented barriers to health services access for LGBT communities including institutionalized heterosexism, biphobia, and transphobia, invisibility and lack of health provider knowledge and comfort. The analysis was also conducted as the first step of exploring LGBT access issues in home care services for LGBT populations in Ontario, Canada. Methods A critical discourse analysis of selected health services access and equity documents, using a gender-based diversity framework, was conducted to offer insight into dominant and counter discourses underlying health services access and equity initiatives. Results A continuum of five discourses that characterize the health services access and equity literature were identified including two dominant discourses: 1) multicultural discourse, and 2) diversity discourse; and three counter discourses: 3) social determinants of health (SDOH) discourse; 4) anti-oppression (AOP) discourse; and 5) citizen/social rights discourse. Conclusions The analysis offers a continuum of dominant and counter discourses on health services access and equity as determined from a gender-based diversity perspective. The continuum of discourses offers a framework to identify and redress organizational assumptions about, and ideological commitments to, sexual and gender diversity and health services access and equity. Thus, the continuum of discourses may serve as an important element of a health care organization's access and equity framework for the evaluation of access to good quality care for diverse LGBT populations. More specfically, the analysis offers four important points of consideration in relation to the development of a health services access and equity framework. PMID:21957894

Gender, sexuality and the discursive representation of access and equity in health services literature: implications for LGBT communities.

PubMed

Daley, Andrea E; Macdonnell, Judith A

2011-09-29

This article considers how health services access and equity documents represent the problem of access to health services and what the effects of that representation might be for lesbian, gay, bisexual and transgender (LGBT) communities. We conducted a critical discourse analysis on selected access and equity documents using a gender-based diversity framework as determined by two objectives: 1) to identify dominant and counter discourses in health services access and equity literature; and 2) to develop understanding of how particular discourses impact the inclusion, or not, of LGBT communities in health services access and equity frameworks.The analysis was conducted in response to public health and clinical research that has documented barriers to health services access for LGBT communities including institutionalized heterosexism, biphobia, and transphobia, invisibility and lack of health provider knowledge and comfort. The analysis was also conducted as the first step of exploring LGBT access issues in home care services for LGBT populations in Ontario, Canada. A critical discourse analysis of selected health services access and equity documents, using a gender-based diversity framework, was conducted to offer insight into dominant and counter discourses underlying health services access and equity initiatives. A continuum of five discourses that characterize the health services access and equity literature were identified including two dominant discourses: 1) multicultural discourse, and 2) diversity discourse; and three counter discourses: 3) social determinants of health (SDOH) discourse; 4) anti-oppression (AOP) discourse; and 5) citizen/social rights discourse. The analysis offers a continuum of dominant and counter discourses on health services access and equity as determined from a gender-based diversity perspective. The continuum of discourses offers a framework to identify and redress organizational assumptions about, and ideological commitments to, sexual and gender diversity and health services access and equity. Thus, the continuum of discourses may serve as an important element of a health care organization's access and equity framework for the evaluation of access to good quality care for diverse LGBT populations. More specfically, the analysis offers four important points of consideration in relation to the development of a health services access and equity framework.

The impact of nurses' spiritual health on their attitudes toward spiritual care, professional commitment, and caring.

PubMed

Chiang, Yi-Chien; Lee, Hsiang-Chun; Chu, Tsung-Lan; Han, Chin-Yen; Hsiao, Ya-Chu

2016-01-01

The personal spiritual health of nurses may play an important role in improving their attitudes toward spiritual care and their professional commitment and caring capabilities. The purpose of this study was to explore the impact of nurses' personal spiritual health on their attitudes toward spiritual care, professional commitment, and caring. A total of 619 clinical nurses were included in this cross-sectional survey. The measurements included the spiritual health scale-short form, the spiritual care attitude scale, the nurses' professional commitment scale, and the caring behaviors scale. Structural equation modeling was used to establish associations between the main research variables. The hypothetical model provided a good fit with the data. Nurses' spiritual health had a positive effect on nurses' professional commitment and caring. Nurses' attitudes toward spiritual care could therefore mediate their personal spiritual health, professional commitment, and caring. The findings indicated that nurses' personal spiritual health is an important value and belief system and can influence their attitudes toward spiritual care, professional commitment, and caring. Copyright © 2015 Elsevier Inc. All rights reserved.

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. 2008 APA

Professional commitment: Does it buffer or intensify job demands?

PubMed

Nesje, Kjersti

2017-04-01

The purpose of this study is to investigate whether professional commitment can be seen as a moderator in the relationship between job demands and emotional exhaustion among Norwegian nurses. Inspired by the job demands-resources model, this study explores whether having a strong commitment to the nursing profession can be seen as a resource that buffers the effect of job demands on emotional exhaustion or, conversely, intensifies the impact of job demands. A survey that comprised Norwegian nurses who had graduated three years previously (N = 388) was conducted. Multiple regression was performed to test the hypothesis. The results provide support to a buffering effect; thus, individuals with a higher degree of professional commitment conveyed a weaker association between job demands and emotional exhaustion compared with nurses with a lower degree of commitment. Developing a better understanding of the potential buffering effect of professional commitment is of great interest. The present study is the first to utilize professional commitment as a resource within the job demands-resources framework. © 2017 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

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.

Alcohol myopia and goal commitment

PubMed Central

Sevincer, A. Timur; Oettingen, Gabriele

2014-01-01

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

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

78 FR 79078 - Unblocking of One Individual Pursuant to Executive Order 13224

Federal Register 2010, 2011, 2012, 2013, 2014

2013-12-27

... Commit, or Support Terrorism, from the list of Specially Designated Nationals and Blocked Persons (``SDN... who commit, threaten to commit, or support acts of terrorism. The President identified in the Annex to...

Which serial killers commit suicide? An exploratory study.

PubMed

Lester, David; White, John

2012-11-30

In a sample of 483 serial killers, 6.2% were documented to have committed suicide. Those who committed suicide were found to come from more dysfunctional homes characterized by more psychiatric disturbance in the parents. The sexual acts involved in the murders by the suicides seemed to be more deviant in some aspects, such as committing more bizarre sexual acts or more often taping the murder. Copyright © 2012 Elsevier Ireland Ltd. All rights reserved.

Employee Commitment to Organizations: A Conceptual Review.

DTIC Science & Technology

1981-08-01

7 A A03 357 OREGON UNIV EUGENE GRADUATE SCHOOLSOF MANAGEMENT AND--ETC F/ 5/1 EMPLOYEE COMMITMENT TO ORGANIZATIONS: A CONC PTUAL REVIEW.CU...Management University of Oregon Eugene, Oregon 97403 \\ . ’k. Employee Commitment to Organizations: A Conceptual Review Richard M. Steers, University of...Review. 5 TYPE OF REPORT 8 PERIO’ COVERED .’ Employee Commitment to Organizations: A Concep- ’ tual Review. 6 PERFORMING ORG. REPORT NUMBER 7. AUTHOR(*) 8

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.

What is the role of procedural justice in civil commitment?

PubMed

McKenna, B G; Simpson, A I; Coverdale, J H

2000-08-01

To determine best practice management strategies in the clinical application of civil commitment. All relevant literature on the topics of 'civil commitment', 'coercion' and 'procedural justice' were located on MEDLINE and PsychLIT databases and reviewed. Literature on the use of Ulysses contracts and advance directives in mental health treatment was integrated into the findings. Best practice evidence that guides management strategies is limited to the time of enactment of civil commitment. Management strategies involve enhancing the principles of procedural justice as a means of limiting negative patient perception of commitment. In the absence of evidence-based research beyond this point of enactment, grounds for the application of the principles of procedural justice are supported by reference to ethical considerations. Ulysses contracts provide an additional method for strengthening procedural justice. Procedural justice principles should be routinely applied throughout the processes of civil commitment in order to enhance longer term therapeutic outcomes and to blunt paternalism.

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.

The application of civil commitment law and practices to a case of delusional disorder: a cross-national comparison of legal approaches in the United States and the United Kingdom.

PubMed

Fennell, Philip; Goldstein, Robert Lloyd

2006-01-01

Legal approaches to civil commitment in the United States and the United Kingdom are compared. A concise overview of the historical evolution of civil commitment in both countries precedes a discussion of the present scheme of commitment standards in each system. These current standards in U.S. and U.K. jurisdictions are then applied to a hypothetical case of delusional disorder. A discussion of the constructive use of civil commitment in patients with delusional disorder who may be dangerous focuses on its value as a preventive measure against potential harm to self or others, as well as the pros and cons of coercive assessment and treatment. Despite the many differences in approach to commitment, the authors concur that in both countries the patient with delusional disorder was committable before the commission of a serious criminal offense.

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.

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

PubMed

Rousseau, Vincent; Aubé, Caroline

2010-01-01

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

The impact of psychological capital on job burnout of Chinese nurses: the mediator role of organizational commitment.

PubMed

Peng, Jiaxi; Jiang, Xihua; Zhang, Jiaxi; Xiao, Runxuan; Song, Yunyun; Feng, Xi; Zhang, Yan; Miao, Danmin

2013-01-01

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

Job satisfaction, occupational commitment and intent to stay among Chinese nurses: a cross-sectional questionnaire survey.

PubMed

Wang, Lin; Tao, Hong; Ellenbecker, Carol H; Liu, Xiaohong

2012-03-01

This study was designed to identify the level of nurses' job satisfaction, occupational commitment and intent to stay among mainland Chinese nurses, to explore the relationship among them.   Little is known about the magnitude of Chinese nurses' intent to stay. Understanding the association among demographic characteristics and job satisfaction, occupational commitment and intent to stay among Chinese nurses is most important in a time of nurse shortages. Methods.  A descriptive correlation design was used to examine the relationship among variables related to intent to stay. Data were collected by a self-administered survey questionnaire from 560 nurses working in four large hospital facilities in Shanghai in 2009. The mean scores for nurses' job satisfaction, occupational commitment and intent to stay were 3·25(0·48), 3·11(0·40) and 3·56(0·65), respectively. Job satisfaction and occupational commitment were significantly related to intent to stay. A statistically significant positive correlation was found between occupational commitment and job satisfaction. Age and job position were significantly related to job satisfaction, occupational commitment and intent to stay. Levels of job satisfaction, occupational commitment and intent to stay reported by nurses in this study can be improved. Suggested strategies for improvement are: increasing salaries, decreasing workloads, modifying task structure, cultivating work passion and creating more professional opportunity for nurses' personal growth development and promotion. Enhancing nurses' job satisfaction and occupational commitment are vital to improve nurses' intent to stay and for strategies to address the nursing shortage. © 2011 Blackwell Publishing Ltd.

Using Focus Groups to Modify the Workplace Affective Commitment Multidimensional Questionnaire (WACMQ) for use in Health Care.

PubMed

Perreira, Tyrone; Berta, Whitney

2016-01-01

BACKGROUND: The Workplace Affective Commitment Multidimensional Questionnaire (W ACMQ) measures affective commitment towards eight work-related targets. While this questionnaire was developed in the business sector, we believe that the multi-target conceptualization of affective commitment has applicability to complex health care contexts where providers of care, in the production and delivery of care, likely develop commitment toward a multiplicity of targets. Affective commitment is a strong predictor of extra-role workplace behavior; indispensable behaviors which enable health systems to function. OBJECTIVE: The aim of this psychometric exercise is to content validate the WACMQ questions for use in health care. METHODS: Two focus groups were conducted, consisting of nurses working in acute care and emergency hospitals in Ontario. Linguistic validation and cognitive debriefing were used. RESULTS: A total of 14 modifications to the wording of items on the original WACMQ questionnaire were made. CONCLUSIONS: This modified version of the WACMQ reflects the need for researchers in health care settings to acknowledge the complex context of health care and the attendant complexities of worker attitudes. Health care workers can experience affective commitment toward leadership (clinical or administrative), co-workers (nurses or interprofessional), patients, their profession, organization, work or tasks. Further, in some health care settings, features like union membership may have important implications when examining affective commitment or behaviors. Psychometric properties of the modified WACMQ will be established in an upcoming study that will examine the relationships between extra-role behaviors, commitment, perceived organizational support and justice within acute care and emergency departments of hospitals operating in Ontario.

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)

If private equity sized up your business.

PubMed

Pozen, Robert C

2007-11-01

As the dust settles on the recent frenzy of private equity deals (including transactions topping $20 billion), what lessons can companies glean? Directors and executives of public companies may now be slightly less fearful of imminent takeover, yet the pressure remains: They face shareholders who wonder why they aren't getting private-equity-level returns. Rather than dismiss the value private equity has created as manipulated or aberrant, public company leaders should recognize the disciplined management that often underlies it. Pozen, a longtime leader in the financial services industry, finds that in the aftermath of buyouts, companies undergo five major thrusts of reform. These translate into five key questions that directors should pose to senior management: Have we left too much cash on our balance sheet instead of raising our cash dividends or buying back shares? Do we have the optimal capital structure, with the lowest weighted after-tax cost of total capital, including debt and equity? Do we have an operating plan that will significantly increase shareholder value, with specific metrics to monitor performance? Are the compensation rewards for our top executives tied closely enough to increases in shareholder value, with real penalties for nonperformance? Finally, does our board have enough industry experts who have made the time commitments and been given the financial incentives necessary to maximize shareholder value? The era of private equity is far from over - the top funds have become very large and are likely to play an influential role in future market cycles. Boards that ask these questions, and act on them, won't just beat the takeover artists to the punch. They will build stronger businesses.

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.

Strategic effects of future environmental policy commitments: climate change, solar radiation management and correlated air pollutants.

PubMed

Qu, Jingwen; Silva, Emilson Caputo Delfino

2015-03-15

We study the effects of environmental policy commitments in a futuristic world in which solar radiation management (SRM) can be utilized to reduce climate change damages. Carbon and sulfur dioxide emissions (correlated pollutants) can be reduced through tradable permits. We show that if nations simultaneously commit to carbon permit policies, national SRM levels rise with carbon quotas. Alternatively, if they simultaneously commit to SRM policies, the global temperature falls with each unit increase in the global SRM level. A nation always wishes to be a leader in policymaking, but prefers carbon to SRM policymaking. The globe prefers SRM policy commitments. Copyright © 2014 Elsevier Ltd. All rights reserved.

Length of hospitalization and outcome of commitment and recommitment hearings.

PubMed

Parry, C D; Turkheimer, E

1992-01-01

Despite extensive legislative reformulation of civil commitment procedures, empirical studies have shown that civil commitment hearings continue to be largely nonadversarial. The authors observed all civil commitment hearings during a three-month period at a large state hospital in Virginia and examined the characteristics of patients and the actions of attorneys, clinical examiners, and judges as a function of the length of time the patient had been in the hospital. The analysis revealed that as the length of a patient's hospitalization increased, the hearings became shorter and less adversarial; patients tended to show fewer signs of acute psychiatric illness and more signs of chronic schizophrenia. The implications of these findings for civil commitment policy are discussed.

Effects of core self-evaluations on the job burnout of nurses: the mediator of organizational commitment.

PubMed

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

2014-01-01

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. 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. 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. To enhance nurses' Core self-evaluations can reduce the incidence of job burnout.

[Motivational climate and coaches' communication style predict young soccer players' commitment].

PubMed

Torregrosa, Miquel; Sousa, Catarina; Viladrich, Carme; Villamarín, Francisco; Cruz, Jaume

2008-05-01

The purpose of this research was to study the role of coaches' communication style and coach-created motivational climate in young soccer players' enjoyment and commitment. Four hundred and fifteen young soccer players of high competitive level in the age range from 14 to 16 completed the following questionnaires: a) coach-induced perceived motivational climate (PMCSQ-2), b) coaches' behaviour perception (CBAS-PBS), and c) sport commitment (SCQ). Results showed that coach-created motivational climate correlated highly with the perception of coaches' communication style. Moreover, coach-created motivational climate and communication style significantly determines players' sport commitment and enjoyment. Discussion focuses on the importance of seeking and training credible coaches that favours athletes' commitment.

Commitment in American Foreign Policy, a Theoretical Examination for the Post-Vietnam Era

DTIC Science & Technology

1980-04-01

matters as diverse as public diplomacy and U4S security commitments, and since 1977 has been a policy analyst for tne Unicorn Group, Ltd., an international... growing Soviet military power. The administration’s strengthening of NATO and its recent support of Thailand and North Yemen prove that some officials...9 Needless to say, such developments point to a significant and growing American military commitment to Saudi Arabia. Physical commitment on the

Population dose commitments due to radioactive releases from nuclear-power-plant sites in 1978

DOE Office of Scientific and Technical Information (OSTI.GOV)

Peloquin, R.A.; Schwab, J.D.; Baker, D.A.

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1978. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each site. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each site is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving variousmore » average dose commitments from the airborne pathways. The total dose commitment from both liquid and airborne pathways ranged from a high of 200 person-rem to a low of 0.0004 person-rem with an arithmetic mean of 14 person-rem. The total population dose for allsites was estimated at 660 person-rem for the 93 million people considered at risk. The average individual dose commitment from all pathways on a site basis ranged from a low of 3 x 10/sup -6/ mrem to a high of 0.08 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites.« less

Population dose commitments due to radioactive releases from Nuclear-Power-Plant Sites in 1979

DOE Office of Scientific and Technical Information (OSTI.GOV)

Baker, D.A.; Peloquin, R.A.

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1979. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each site. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each site is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving variousmore » average dose commitments from the airborne pathways. The total dose commitment from both liquid and airborne pathways ranged from a high of 1300 person-rem to a low of 0.0002 person-rem with an arithmetic mean of 38 person-rem. The total population dose for all sites was estimated at 1800 person-rem for the 94 million people considered at risk. The average individual dose commitment from all pathways on a site basis ranged from a low of 2 x 10/sup -6/ mrem to a high of 0.7 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites.« less

Population Dose Commitments Due to Radioactive Releases from Nuclear Power Plant Sites in 1977

DOE Office of Scientific and Technical Information (OSTI.GOV)

Baker, D. A.

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1977. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each site. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ, Also included for each site is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving variousmore » average dose commitments from the airborne pathways. The total dose commitment from both liquid and airborne pathways ranged from a high of 220 person-rem to a low of 0.003 person-rem with an arithmetic mean of 16 person-rem. The total population dose for all sites was estimated at 700 person-rem for the 92 million people considered at risk. The average individual dose commitment from all pathways on a site basis ranged from a low of 2 x 10{sup -5} mrem to a high of 0.1 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites.« less

Some Middle School Students Want Behavior Commitment Devices (but Take-Up Does Not Affect Their Behavior)

PubMed Central

Robinson, Carly D.; Pons, Gonzalo A.; Duckworth, Angela L.; Rogers, Todd

2018-01-01

Commitment devices impose costs on one's future self for failing to follow through on one's intentions, offer no additional benefit to one's future self for following through on the intention, and people voluntarily enroll in them. Enrollment in commitment devices reflects self-awareness that one may lack sufficient self-control to fulfill one's intentions. There is little experimental research on whether school-age children possess the self-awareness necessary to enroll in a commitment device, despite evidence that children and young adolescents have many positive intentions that they fail to live up to, such as demonstrating improved school conduct or eating healthier. We report the first field experiment examining the demand for, and impact of, commitment devices among middle school students. We offered students a commitment device that imposed future costs for failing to improve in-school conduct. When presented with the opportunity to actively opt-in (default not enrolled), over one-third of students elected to enroll. When presented with the opportunity to actively opt-out (default enrolled), more than half elected to remain enrolled, showing that changing default options can increase commitment device enrollment. Despite demand for the self-control strategy, taking-up the commitment device did not affect student behavior. These findings have implications for youth-based behavioral interventions broadly, as well as those focused on eating behaviors. PMID:29541040

Concept analysis of professional commitment in Iranian nurses

PubMed Central

Jafaragaee, Fateme; Parvizy, Soroor; Mehrdad, Neda; Rafii, Forough

2012-01-01

Aim: Professional commitment has been widely discussed during the last decade. There is no comprehensive definition about “professional commitment in Iranian nurses.” Hence, this study was conducted with the aim of analyzing the concept of professional commitment in Iranian nurses. Materials and Methods: Hybrid model was used in three phases. Firstly, in the theoretical phase, data were retrieved from the CINHAl, MEDLINE, PubMed, OVID, Google scholar, and SID databases. The literature search used the keywords “professional commitment” and “nursing.” The final sample included 27 papers published in English between 2001 and 2011.Secondly, in the fieldwork phase, deep interviews with five clinical nurses were carried out, and thirdly, in the final analytical phase, the obtained data from theoretical and fieldwork phases were combined and a comprehensive analysis was conducted. Results: Loyalty and tendency to remain in the profession and responsibility to the professional issues were extracted in theoretical phase. Commitment to promote caring abilities, satisfying of being a nurse, and belonging to the nursing profession were obtained in fieldwork phase. Finally, two main themes including “commitment to offering the best nursing care” and “commitment to promotion of the nursing profession” were extracted. Conclusion: Nursing is a humanistic profession; it has some particular characteristics due to the profession’s nature. In this paper, a definition composed of two main dimensions of professional commitment in nursing has been introduced. PMID:23922592

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.

The relationship between organizational commitment and nursing care behavior

PubMed Central

Naghneh, Mohammad Hossein Khalilzadeh; Tafreshi, Mansoureh Zagheri; Naderi, Manijeh; Shakeri, Nehzat; Bolourchifard, Fariba; Goyaghaj, Naser Sedghi

2017-01-01

Introduction Nursing care encompasses physical, emotional, mental and social needs, in order to improve a patient’s health and wellbeing. Caring is the central core and the essence of nursing. The important issue of care is access to proper care and increasing patients’ satisfaction. Job performance of nurses is affected by many factors including organizational commitment. This study aimed to determine the relationship between organizational commitment and nurses caring behavior. Methods In this cross-sectional study, 322 nurses from selected Hospitals of Shahid Beheshti University of Medical Sciences in Tehran were randomly selected and enrolled in the study in 2015. The self-reported data by nurses were collected through demographic characteristics questionnaire, Meyer & Allen organizational commitment model and Caring Behavior Inventory (CBI). Data were analyzed with SPSS statistical software version 20, using t-test and ANOVA. Findings The majority of nurses (63%) were female. The mean score and standard deviation of organizational commitment and caring behavior of nurses were 74.12±9.61 and 203.1±22.46, respectively. The results showed a significantly positive correlation between organizational commitment and caring behavior (p=0.001). Conclusion In this study the caring behavior of nurses with higher organizational commitment were significantly better than the others. Managers and nurse leaders should pay more attention to improve organizational commitment of nurses, in order to improve nurses’ performance. PMID:28894543

Relationship between workplace spirituality and organizational citizenship behavior among nurses through mediation of affective organizational commitment.

PubMed

Kazemipour, Farahnaz; Mohamad Amin, Salmiah; Pourseidi, Bahram

2012-09-01

This study aims to investigate the relationships between workplace spirituality, organizational citizenship behavior (OCB), and affective organizational commitment among nurses, and whether affective commitment mediates the relationship between workplace spirituality and OCB. In the present correlational study, a cross-sectional design was employed, and data were collected using a questionnaire-based survey. Based on the random sampling, 305 nurses were chosen and questionnaires were distributed among respondents in four public and general hospitals located in Kerman, Iran. To analyze the data descriptive statistics, Pearson coefficient, simple and multiple regression, and path analyses were also conducted. Workplace spirituality has a positive influence on nurses' OCB and affective commitment. Workplace spirituality explained 16% of the variation in OCB, while it explained 35% of the variation in affective commitment among nurses. Moreover, affective organizational commitment mediated the impact of workplace spirituality on OCB. Workplace spirituality predicts nurses' OCB and affective organizational commitment. It emphasizes benefits from the new perspective of workplace spirituality, particularly among nurses who need to be motivated in their work. This study illustrates that there are potential benefits owing to the positive influence of workplace spirituality on OCB and affective commitment among nurses. Managers of nursing services should consider workplace spirituality and its positive influence on nurses' outcomes in order to improve their performance and, subsequently, the healthcare system. © 2012 Sigma Theta Tau International.

The association of leadership styles and empowerment with nurses' organizational commitment in an acute health care setting: a cross-sectional study.

PubMed

Asiri, Samirah A; Rohrer, Wesley W; Al-Surimi, Khaled; Da'ar, Omar O; Ahmed, Anwar

2016-01-01

The current challenges facing healthcare systems, in relation to the shortage of health professionals, necessitates mangers and leaders to learn from different leadership styles and staff empowerment strategies, so as to create a work environment that encourages nursing staff commitment to patients and their organization. This study intends to measure the effects of nurses' overall perception of the leadership style of their managers, and psychological empowerment on their organizational commitment in acute care units, in National Guard Health Affairs, Riyadh City, Saudi Arabia. This was a cross-sectional survey, where the data was obtained from nurses at King Abdulaziz Medical City. Hard copy questionnaires were distributed to 350 randomly selected nurses. Three hundred and thirty two (332) were completed, representing a response rate of 95 %. Three validated survey instruments were used to obtain the data: (1) The Multifactor Leadership Questionnaire (MLQ), formulated by Bass and Avolio (1997), (2) The Psychological Empowerment Scale developed by Spreitzer (1995) and (3) The Three-Component Model of Employee Commitment developed by Meyer and Allen (1997). A theoretical model that conceptually links leadership, empowerment, and organizational commitment was used. The SPSS program version 19 was employed to perform descriptive and inferential statistics including correlation and stepwise multiple regression analysis. Overall most nurses perceived their immediate nursing managers as not displaying the ideal level of transformational leadership (TFL) behaviors. Nurses' commitment appeared to be negatively correlated with TFL style and perceived psychological empowerment. However, commitment was positively correlated with the Transactional Leadership (TAL) style. Analysis, also, showed that commitment is significantly associated with the nurse's nationality by region: North American (P = 0.001) and Arab (p = 0.027). The other important predictors of commitment include TAL (P = 0.027), Laissez-faire Leadership (LFL (P = 0.012), and autonomy (P = 0.016). The linear combination of these predictors explained 20 % of the variability of the nurses' commitment. The study findings suggest that leadership styles and employee empowerment could play an instrumental role in promoting organizational commitment of nurses working in acute health care settings, at least in the Saudi Arabian context.

Relationship between organizational culture and commitment of employees in health care centers in west of Iran

PubMed Central

Hamidi, Yadollah; Mohammadibakhsh, Roghayeh; Soltanian, Alireza; Behzadifar, Masoud

2017-01-01

Introduction Presence of committed personnel in each organization not only reduces their absenteeism, delays, and displacements but also leads to a dramatic increase in performance and efficiency of an organization, mental freshness of employees, better manifestation of noble objectives, and organizational mission as well as fulfillment of personal goals. Therefore, the purpose of this study was to determine the relationship between organizational culture and organizational commitment of employees in administrative units of health care centers in the cities of Hamedan Province based on the Denison model in 2015. Methods In this cross-sectional study, 177 employees in administrative units of health care centers in the cities of Hamedan Province were selected by a multistage stratified sampling method. The data collection instruments included the standardized Denison organizational culture survey and organizational commitment questionnaire by Meyer and Allen. Data were analyzed by IBM-SPSS version 21 using descriptive statistics and Pearson product-moment coefficient. Results Among the 12 indicators of organizational culture, the highest mean scores were assigned to empowerment (16.74), organizational learning (16.41), vision (16.4), and strategic direction (16.35); respectively. Furthermore, the indicators of capability development (14.2), core values (15.31), team orientation (15.45), and goals (15.46) received the lowest mean scores in this respect. Among the four dimensions of organizational culture, the highest mean score was related to “mission” in organizational culture and the lowest score was associated with “involvement.” Meyer and Allen’s organizational commitment model also had three components in which affective commitment in this study obtained the highest score (26.63) and continuance commitment received the lowest score (24.73). In this study, there was a significant correlation between all the components of organizational culture and organizational commitment of employees in administrative units of health care centers (p < 0.05). Conclusion Reflecting on all the dimensions and indicators of organizational culture can lead to an escalation of organizational commitment among employees. Furthermore, focus on factors affecting the improvement of continuance commitment can promote organizational commitment of employees in administrative units of health care centers. PMID:28243419

Relationship between organizational culture and commitment of employees in health care centers in west of Iran.

PubMed

Hamidi, Yadollah; Mohammadibakhsh, Roghayeh; Soltanian, Alireza; Behzadifar, Masoud

2017-01-01

Presence of committed personnel in each organization not only reduces their absenteeism, delays, and displacements but also leads to a dramatic increase in performance and efficiency of an organization, mental freshness of employees, better manifestation of noble objectives, and organizational mission as well as fulfillment of personal goals. Therefore, the purpose of this study was to determine the relationship between organizational culture and organizational commitment of employees in administrative units of health care centers in the cities of Hamedan Province based on the Denison model in 2015. In this cross-sectional study, 177 employees in administrative units of health care centers in the cities of Hamedan Province were selected by a multistage stratified sampling method. The data collection instruments included the standardized Denison organizational culture survey and organizational commitment questionnaire by Meyer and Allen. Data were analyzed by IBM-SPSS version 21 using descriptive statistics and Pearson product-moment coefficient. Among the 12 indicators of organizational culture, the highest mean scores were assigned to empowerment (16.74), organizational learning (16.41), vision (16.4), and strategic direction (16.35); respectively. Furthermore, the indicators of capability development (14.2), core values (15.31), team orientation (15.45), and goals (15.46) received the lowest mean scores in this respect. Among the four dimensions of organizational culture, the highest mean score was related to "mission" in organizational culture and the lowest score was associated with "involvement." Meyer and Allen's organizational commitment model also had three components in which affective commitment in this study obtained the highest score (26.63) and continuance commitment received the lowest score (24.73). In this study, there was a significant correlation between all the components of organizational culture and organizational commitment of employees in administrative units of health care centers (p < 0.05). Reflecting on all the dimensions and indicators of organizational culture can lead to an escalation of organizational commitment among employees. Furthermore, focus on factors affecting the improvement of continuance commitment can promote organizational commitment of employees in administrative units of health care centers.

Lupus Foundation of America

MedlinePlus

... Store Read About Our $3.8M Commitment to Stem Cell Research. Learn More Committed to Advancing Research on Lupus ... person with lupus? Get Answers Latest News & Stories Research News | Nov. 16, 2017 Major Lupus Stem Cell Study Receives Funding $3.8 million committed by ...

Cooperate! A paradigm shift for health equity.

PubMed

Chang, Wei-Ching; Fraser, Joy H

2017-02-21

The role of competition and cooperation in relation to the goal of health equity is examined in this paper. The authors explain why the win-lose mentality associated with avoidable competition is ethically questionable and less effective than cooperation in achieving positive outcomes, particularly as it relates to health and health equity. Competition, which differentiates winners from losers, often with the winner-takes-all reward system, inevitably leads to a few winners and many losers, resulting in social inequality, which, in turn, engenders and perpetuates health inequity.Competitive market-driven approaches to healthcare-brought about by capitalism, neo-liberalization, and globalization, based primarily on a competitive framework-are shown to have contributed to growing inequities with respect to the social determinants of health, and have undermined equal opportunity to access health care and achieve health equity. It is possible to redistribute income and wealth to reduce social inequality, but globalization poses increasing challenges to policy makers. John Stuart Mill provided a passionate, philosophical defense of cooperatives, followed by Karl Polanyi who offered an insightful critique of both state socialism and especially the self-regulating market, thereby opening up the cooperative way of shaping the future. We cite Hannah Arendt's "the banality of evil" to characterize the tragic concept of "ethical fading" witnessed in business and everyday life all over the world, often committed (without thinking and reflecting) by ordinary people under competitive pressures.To promote equity in health for all, we recommend the adoption of a radically new cooperation paradigm, applied whenever possible, to everything in our daily lives.

Does smoking cannabis affect work commitment?

PubMed

Hyggen, Christer

2012-07-01

  This study aimed to examine the associations between cannabis use and work commitment.   We used a 25-year panel survey initiated in 1985 with follow-ups in 1987, 1989, 1993, 2003 and 2010. Registered data from a range of public registers were matched with individual responses for the entire period.   The panel survey was a nation-wide study set in Norway.   A total of 1997 respondents born between 1965 and 1968 were included in the panel.   Work involvement scale (WIS) was used to assess work commitment. Involvement with cannabis was based on self-reported smoking of cannabis within the last 12 months and exposure to cannabis through friends. This information was categorized into 'abstaining', 'exposed', 'experimented' and 'involved'. Control measures included socio-economic background, mental health (HSCL-10), education, work satisfaction, unemployment, receipt of social assistance, consumption of alcohol, alcohol-related problems and use of other illicit drugs.   The level of work commitment was associated with involvement with cannabis. In 1993, when the respondents were in their mid-20s, those who were involved or had experimented with cannabis displayed lower levels of work commitment than those who were abstaining or merely exposed to cannabis through friends (P < 0.05). Work commitment among those who experimented with cannabis converged towards the levels reported by abstainers and the exposed as they grew older, whereas those involved reported decreasing work commitment into adulthood (P < 0.001). Using linear regression models for panel data, an association with continued use of cannabis across the life-course and a lowering of work commitment was established. Results remained significant even when controlling for a range of other factors known to be related to work commitment, such as socio-economic background, education, labour market experiences, mental health and family characteristics (P < 0.05).   In Norway the use of cannabis is associated with a reduction in work commitment among adults. © 2012 The Author, Addiction © 2012 Society for the Study of Addiction.

Is organizational justice climate at the workplace associated with individual-level quality of care and organizational affective commitment? A multi-level, cross-sectional study on dentistry in Sweden.

PubMed

Berthelsen, Hanne; Conway, Paul Maurice; Clausen, Thomas

2018-02-01

The aim of this study is to investigate whether organizational justice climate at the workplace level is associated with individual staff members' perceptions of care quality and affective commitment to the workplace. The study adopts a cross-sectional multi-level design. Data were collected using an electronic survey and a response rate of 75% was obtained. Organizational justice climate and affective commitment to the workplace were measured by items from Copenhagen Psychosocial Questionnaire and quality of care by three self-developed items. Non-managerial staff working at dental clinics with at least five respondents (n = 900 from 68 units) was included in analyses. A set of Level-2 random intercept models were built to predict individual-level organizational affective commitment and perceived quality of care from unit-level organizational justice climate, controlling for potential confounding by group size, gender, age, and occupation. The results of the empty model showed substantial between-unit variation for both affective commitment (ICC-1 = 0.17) and quality of care (ICC-1 = 0.12). The overall results showed that the shared perception of organizational justice climate at the clinical unit level was significantly associated with perceived quality of care and affective commitment to the organization (p < 0.001). Organizational justice climate at work unit level explained all variation in affective commitment among dental clinics and was associated with both the individual staff members' affective commitment and perceived quality of care. These findings suggest a potential for that addressing organizational justice climate may be a way to promote quality of care and enhancing affective commitment. However, longitudinal studies are needed to support causality in the examined relationships. Intervention research is also recommended to probe the effectiveness of actions increasing unit-level organizational justice climate and test their impact on quality of care and affective commitment.

Effects of autonomy-supportive and controlling styles on situational self-determined motivation: some unexpected results of the commitment procedure.

PubMed

Amoura, Camille; Berjot, Sophie; Gillet, Nicolas; Caruana, Sylvain; Finez, Lucie

2015-02-01

Distinct and simultaneous effects of autonomy-supportive and controlling styles, usually considered as mutually exclusive, on situational self-determined motivation are tested. In Study 1, economics students (N = 100; 57 men, 43 women; M age = 21.5 yr.) were randomly assigned to one of the four experimental conditions (high vs. low) of autonomy supportive and/or controlling behaviors during a task. Results supported the independence of those constructs. An unexpected effect in regards to Self-determination Theory was found in the Low autonomy - High control condition in which self-determined motivation was observed. The interpretation for this specific condition, an effect due to the attempt to reduce cognitive dissonance triggered by the commitment procedure, was tested. In Study 2, sport students (N = 80, 44 men, 36 women; M age = 19.2 yr.) were randomly assigned to one of the three experimental conditions: No commitment, Commitment plus self-affirmation, and Commitment without self-affirmation. Results supported Study 1's interpretation: motivation was lower when participants were recruited without a commitment procedure or when they were invited to self-affirm than when participants recruited with a commitment procedure.

The effects of perceived organisational support and span of control on the organisational commitment of novice leaders.

PubMed

Havaei, Farinaz; Dahinten, V Susan; MacPhee, Maura

2015-04-01

The purpose of this study was to examine the main and interaction effects of perceived organisational support, span of control and leadership rank on novice nurse leaders' organisational commitment. As nurse leaders' organisational commitment is eroded at times of healthcare restructuring, it is important to study factors associated with organisational commitment. Cross-sectional data from 69 novice nurse leaders, collected via mailed surveys at two time points, were analysed using hierarchical regression. The findings supported our hypotheses about the positive effect of perceived organisational support, the positive effect of leadership rank and the negative effect of span of control on novice nurse leaders' organisational commitment. In addition, perceived organisational support was shown to moderate the negative effect of span of control on novice nurse leaders' organisational commitment at time 2. Organisational strategies aimed at supporting nurse leaders, and attention to span of control, are required to enhance the organisational commitment of novice nurse leaders. Nurse leaders with a wide span of control, in particular those with little leadership experience, need to adopt leadership strategies that maximise their effectiveness, such as organising smaller work groups or teams within their wide span of control. © 2013 John Wiley & Sons Ltd.

Work climate, work values and professional commitment as predictors of job satisfaction in nurses.

PubMed

Caricati, Luca; Sala, Rachele La; Marletta, Giuseppe; Pelosi, Giulia; Ampollini, Monica; Fabbri, Anna; Ricchi, Alba; Scardino, Marcello; Artioli, Giovanna; Mancini, Tiziana

2014-11-01

To investigate the effect of some psychosocial variables on nurses' job satisfaction. Nurses' job satisfaction is one of the most important factors in determining individuals' intention to stay or leave a health-care organisation. Literature shows a predictive role of work climate, professional commitment and work values on job satisfaction, but their conjoint effect has rarely been considered. A cross-sectional questionnaire survey was adopted. Participants were hospital nurses and data were collected in 2011. Professional commitment and work climate positively predicted nurses' job satisfaction. The effect of intrinsic vs. extrinsic work value orientation on job satisfaction was completely mediated by professional commitment. Nurses' job satisfaction is influenced by both contextual and personal variables, in particular work climate and professional commitment. According to a more recent theoretical framework, work climate, work values and professional commitment interact with each other in determining nurses' job satisfaction. Nursing management must be careful to keep the context of work tuned to individuals' attitude and vice versa. Improving the work climate can have a positive effect on job satisfaction, but its effect may be enhanced by favouring strong professional commitment and by promoting intrinsic more than extrinsic work values. © 2013 John Wiley & Sons Ltd.

Relationships between professional commitment, job satisfaction, and work stress in public health nurses in Taiwan.

PubMed

Lu, Kuei-Yun; Chang, Liang-Chih; Wu, Hong-Lan

2007-01-01

The purpose of this study was to assess both direct and indirect relationships between professional commitment, job satisfaction, and work stress in public health nurses (PHNs) in Taiwan. The two major questions addressed were as follows: What were the professional commitment, job satisfaction, and work stress among PHNs? What model accurately portrays the relationships between these three independent variables? Exploration of the causal pathways among these variables revealed a fitness model. A structured, self-administered questionnaire with three scales was distributed to the subjects. A total of 258 subjects completed the questionnaire, yielding a 90% response rate. Results demonstrate a significant, direct, and positive effect of professional commitment on job satisfaction, as well as a significant inverse influence of job satisfaction on work stress. An indirect effect of professional commitment on work stress through job satisfaction was also revealed in the findings. All paths in the model were significant (P < .05). The findings of the study can help show that professional commitment plays an antecedent role to job satisfaction and work stress of nurses. This study suggests that professional commitment is an important factor related to work stress and that health care institutions should be concerned with this issue.

Impact of leadership qualities on employee commitment in multi-project-based organizations

NASA Astrophysics Data System (ADS)

Waris, M.; Khan, A.; Ismail, I.; Adeleke, A. Q.; Panigrahi, S.

2018-04-01

The purpose of this study is to investigate the impact of multiple leadership qualities (MLQ) on employee commitment in multi-project-based organizsations. The dimensions of leadership qualities develop a healthy organizational environment which will lead to job satisfaction and, ultimately, job commitment. MLQ inspire the subordinates, as collective in nature, to get extra ordinary goals in the hyper competitive era. The main objective of this research is two fold ; firstly, to find out the impact of MLQ on employee job affectiveness and calculative commitment and secondly, to investigate the extent of the impact of MLQ on organizations. A total of 213 respondents were included in the study from different organizations. The data were analyzed through regression analysis by using the SPSS. The finding shows that all of the variables have a positive correlation with each other. The correlation of MLQ and employee job commitment was also found to be significant, which shows that MLQ have an impact on the organizations. Conceptual framework of the study is developed as MLQ an independent variables and its impact has been examined on the Employee Job Commitment. The results supported the hypothesis that MLQ have a positive and significant impact on employee job commitment.

Religious Commitment and Well-Being in College Students: Examining Conditional Indirect Effects of Meaning in Life.

PubMed

Dar, Kaiser Ahmad; Iqbal, Naved

2017-12-29

There is systematic and quantitative evidence that religious commitment is associated with indicators of well-being, such as positive emotions and moods, absence of negative emotions, and satisfaction with life; however, researchers remain far from a consensus regarding which mechanisms may account for these observed relationships. Although religious commitment influences well-being through many different mechanisms, meaning in life is probably the predominant one. Thus, we examined the bidimensional conceptualization of meaning in life as a potential mechanism between religious commitment and well-being. The study was cross-sectional in nature. Survey data were collected from 92 college students, aged 17-21. A battery of self-report measures was used for tapping religious commitment, well-being, and meaning in life. Even though presence of meaning, search for meaning, religious commitment, and well-being correlated moderately with each other, presence of meaning carried a substantial proportion of variance in predicting well-being for girls/women. This study suggests that religious commitment influences a person's sense of meaning in life, which, in turn, influences her/his well-being. And, we hope that these results encourage professionals to explore with their clients the fundamental questions of meaning and purpose in life.

Predictors of nursing faculty members' organizational commitment in governmental universities.

PubMed

Al-Hussami, Mahmoud; Saleh, Mohammad Y N; Abdalkader, Raghed Hussein; Mahadeen, Alia I

2011-05-01

It is essential for all university leaders to develop and maintain an effective programme of total quality management in a climate that promotes work satisfaction and employee support. The purpose of the study was to investigate the relationship of faculty members' organizational commitment to their job satisfaction, perceived organizational support, job autonomy, workload, and pay. A quantitative study, implementing a correlational research design to determine whether relationships existed between organizational commitment and job satisfaction, perceived organizational support, job autonomy, workload and pay. Stepwise linear regression analysis was used to estimate the probability of recorded variables included significant sample characteristics namely, age, experience and other work related attributes. The outcome showed a predictive model of three predictors which were significantly related to faculty members' commitment: job satisfaction, perceived support and age.   Although the findings were positive toward organizational commitment, continued consideration should be given to the fact that faculty members remain committed as the cost associated with leaving is high. A study of this nature increases the compartment in which faculty administrators monitor the work climate, observe and identify factors that may increase or decrease job satisfaction and the work commitment. © 2011 The Authors. Journal compilation © 2011 Blackwell Publishing Ltd.

Safety climate and safety behaviors in the construction industry: The importance of co-workers commitment to safety.

PubMed

Schwatka, Natalie V; Rosecrance, John C

2016-06-16

There is growing empirical evidence that as safety climate improves work site safety practice improve. Safety climate is often measured by asking workers about their perceptions of management commitment to safety. However, it is less common to include perceptions of their co-workers commitment to safety. While the involvement of management in safety is essential, working with co-workers who value and prioritize safety may be just as important. To evaluate a concept of safety climate that focuses on top management, supervisors and co-workers commitment to safety, which is relatively new and untested in the United States construction industry. Survey data was collected from a cohort of 300 unionized construction workers in the United States. The significance of direct and indirect (mediation) effects among safety climate and safety behavior factors were evaluated via structural equation modeling. Results indicated that safety climate was associated with safety behaviors on the job. More specifically, perceptions of co-workers commitment to safety was a mediator between both management commitment to safety climate factors and safety behaviors. These results support workplace health and safety interventions that build and sustain safety climate and a commitment to safety amongst work teams.

Psychiatrists' views of compulsory psychiatric care of minors.

PubMed

Turunen, Suvi; Välimäki, Maritta; Kaltiala-Heino, Riittakerttu

2010-01-01

Commitment to psychiatric care is in Finland allowed for minors in broader terms than for adults. Minors can be committed to and detained in involuntary psychiatric treatment if they suffer from severe mental disorder and fulfil the additional commitment criteria defined in the Mental Health Act. Adults can be committed to involuntary psychiatric care only if they are mentally ill (=psychotic), and fulfil the additional criteria. Involuntary treatment of minors has been increasing steadily since the Mental Health Act was passed in 1991. This study was set up to find out whether the Finnish child and adolescent psychiatrists agree with the need for defining broader commitment criteria for minors, and why. Semi-structured, reflexive dyadic interviews were carried out with 44 psychiatrists working with children and adolescents. The data was analysed using qualitative and quantitative content analysis. The analysis showed that broader commitment criteria for minors were favoured referring to developmental needs related to childhood and adolescence, prevention of mental illnesses and inadequacy of descriptive diagnosis in childhood and adolescence. The commitment criteria were rather seen as too narrow for adults than as too broad for minors, and the medical rights of minors were preferred over self-determination. Copyright 2009 Elsevier Ltd. All rights reserved.

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…

Unconditionally secure multi-party quantum commitment scheme

NASA Astrophysics Data System (ADS)

Wang, Ming-Qiang; Wang, Xue; Zhan, Tao

2018-02-01

A new unconditionally secure multi-party quantum commitment is proposed in this paper by encoding the committed message to the phase of a quantum state. Multi-party means that there are more than one recipient in our scheme. We show that our quantum commitment scheme is unconditional hiding and binding, and hiding is perfect. Our technique is based on the interference of phase-encoded coherent states of light. Its security proof relies on the no-cloning theorem of quantum theory and the properties of quantum information.

The Measurement of International Military Commitments for Crisis Early Warning

DTIC Science & Technology

1976-09-01

34generalized cultural expectations", to use Becker’s phraseology. Foreign policy and strategic analysts are familiar with such expectations (Harkabi, 1966:20...commitment. A third characteristic is the public nature of a commitment. In order to accurately identify a commitment, there must be explicit evidence...PAR YUG TAI CON JAM PER ZAM TUR COP JAP POL USA Cos JOR RHO CUB KEN RUM CYP KON RWA CZE KOS SAU DAH KUd SEN DOM LAO SIE PAGE 11 and American

Applying the Innov8 approach for reviewing national health programmes to leave no one behind: lessons learnt from Indonesia

PubMed Central

Saint, Victoria; Floranita, Rustini; Koemara Sakti, Gita Maya; Pambudi, Imran; Hermawan, Lukas; Villar, Eugenio; Magar, Veronica

2018-01-01

ABSTRACT The World Health Organization’s Innov8 Approach for Reviewing National Health Programmes to Leave No One Behind is an eight-step process that supports the operationalization of the Sustainable Development Goals’ commitment to ‘leave no one behind’. In 2014–2015, Innov8 was adapted and applied in Indonesia to review how the national neonatal and maternal health action plans could become more equity-oriented, rights-based and gender-responsive, and better address critical social determinants of health. The process was led by the Indonesian Ministry of Health, with the support of WHO. It involved a wide range of actors and aligned with/fed into the drafting of the maternal newborn health action plan and the implementation planning of the newborn action plan. Key activities included a sensitization meeting, diagnostic checklist, review workshop and in-country work by the review teams. This ‘methods forum’ article describes this adaptation and application process, the outcomes and lessons learnt. In conjunction with other sources, Innov8 findings and recommendations informed national and sub-national maternal and neonatal action plans and programming to strengthen a ‘leave no one behind’ approach. As follow-up during 2015–2017, components of the Innov8 methodology were integrated into district-level planning processes for maternal and newborn health, and Innov8 helped generate demand for health inequality monitoring and its use in planning. In Indonesia, Innov8 enhanced national capacity for equity-oriented, rights-based and gender-responsive approaches and addressing critical social determinants of health. Adaptation for the national planning context (e.g. decentralized structure) and linking with health inequality monitoring capacity building were important lessons learnt. The pilot of Innov8 in Indonesia suggests that this approach can help operationalize the SDGs’ commitment to leave no one behind, in particular in relation to influencing programming and monitoring and evaluation. PMID:29569529

Applying the Innov8 approach for reviewing national health programmes to leave no one behind: lessons learnt from Indonesia.

PubMed

Koller, Theadora Swift; Saint, Victoria; Floranita, Rustini; Koemara Sakti, Gita Maya; Pambudi, Imran; Hermawan, Lukas; Briot, Benedicte; Frenz, Patricia; Solar, Orielle; Campos, Pilar; Villar, Eugenio; Magar, Veronica

The World Health Organization's Innov8 Approach for Reviewing National Health Programmes to Leave No One Behind is an eight-step process that supports the operationalization of the Sustainable Development Goals' commitment to 'leave no one behind'. In 2014-2015, Innov8 was adapted and applied in Indonesia to review how the national neonatal and maternal health action plans could become more equity-oriented, rights-based and gender-responsive, and better address critical social determinants of health. The process was led by the Indonesian Ministry of Health, with the support of WHO. It involved a wide range of actors and aligned with/fed into the drafting of the maternal newborn health action plan and the implementation planning of the newborn action plan. Key activities included a sensitization meeting, diagnostic checklist, review workshop and in-country work by the review teams. This 'methods forum' article describes this adaptation and application process, the outcomes and lessons learnt. In conjunction with other sources, Innov8 findings and recommendations informed national and sub-national maternal and neonatal action plans and programming to strengthen a 'leave no one behind' approach. As follow-up during 2015-2017, components of the Innov8 methodology were integrated into district-level planning processes for maternal and newborn health, and Innov8 helped generate demand for health inequality monitoring and its use in planning. In Indonesia, Innov8 enhanced national capacity for equity-oriented, rights-based and gender-responsive approaches and addressing critical social determinants of health. Adaptation for the national planning context (e.g. decentralized structure) and linking with health inequality monitoring capacity building were important lessons learnt. The pilot of Innov8 in Indonesia suggests that this approach can help operationalize the SDGs' commitment to leave no one behind, in particular in relation to influencing programming and monitoring and evaluation.

Maintaining Professional Commitment as a Newly Credentialed Athletic Trainer in the Secondary School Setting.

PubMed

Mazerolle, Stephanie M; Myers, Sarah L; Walker, Stacy E; Kirby, Jessica

2018-03-01

  Professional commitment, or one's affinity and loyalty to a career, has become a topic of interest in athletic training. The expanding research on the topic, however, has omitted newly credentialed athletic trainers (ATs). For an impressionable group of practitioners, transitioning to clinical practice can be stressful.   To explore the professional commitment of newly credentialed ATs in the secondary school setting.   Secondary school.   Qualitative study.   A total of 31 newly credentialed ATs (6 men, 25 women; mean age = 24 ± 3 years) participated. Of these, 17 ATs (4 men, 13 women; mean age = 25 ± 4 years) were employed full time in the secondary school setting, and 14 ATs (2 men, 12 women; mean age = 23.0 ± 2.0 years) were graduate assistant students in the secondary school setting.   All participants completed semistructured interviews, which focused on their experiences in the secondary school setting and transitioning into the role and setting. Transcripts were analyzed using the phenomenologic approach. Creditability was established by peer review, member checks, and researcher triangulation.   Four main findings related to the professional commitment of newly credentialed ATs in the secondary school setting were identified. Work-life balance, professional relationships formed with the student-athletes, enjoyment gained from working in the secondary school setting, and professional responsibility emerged as factors facilitating commitment.   Affective commitment is a primary facilitator of professional commitment. Newly credentialed ATs who enjoy their jobs and have time to engage in nonwork roles are able to maintain a positive professional commitment. Our findings align with the previous literature and help strengthen our understanding that rejuvenation and passion are important to professional commitment.

Nurses’ professional competency and organizational commitment: Is it important for human resource management?

PubMed Central

Karami, Abbas; Farokhzadian, Jamileh; Foroughameri, Golnaz

2017-01-01

Background Professional competency is a fundamental concept in nursing, which has a direct relationship with quality improvement of patient care and public health. Organizational commitment as a kind of affective attachment or sense of loyalty to the organization is an effective factor for professional competency. Objective This study was conducted to evaluate the nurses´ professional competency and their organizational commitment as well as the relationship between these two concepts. Methods and materials This descriptive-analytic study was conducted at the hospitals affiliated with a University of Medical Sciences, in the southeast of Iran in 2016. The sample included 230 nurses who were selected using stratified random sampling. Data were gathered by three questionnaires including socio-demographic information, competency inventory for registered nurse (CIRN) and Allen Meyer's organizational commitment. Results Results showed that professional competency (Mean±SD: 2.82±0.53, range: 1.56–4.00) and organizational commitment (Mean±SD: 72.80±4.95, range: 58–81) of the nurses were at moderate levels. There was no statistically significant correlation between professional competency and organizational commitment (ρ = 0.02; p = 0.74). There were significant differences in professional competency based on marital status (p = 0.03) and work experience (p<0.001). Conclusion The results highlighted that the nurses needed to be more competent and committed to their organizations. Developing professional competency and organizational commitment is vital, but not easy. This study suggests that human resource managers should pursue appropriate strategies to enhance the professional competency and organizational commitment of their nursing staff. It is necessary to conduct more comprehensive studies for exploring the status and gaps in the human resource management of healthcare in different cultures and contexts. PMID:29117271

Nurses' professional competency and organizational commitment: Is it important for human resource management?

PubMed

Karami, Abbas; Farokhzadian, Jamileh; Foroughameri, Golnaz

2017-01-01

Professional competency is a fundamental concept in nursing, which has a direct relationship with quality improvement of patient care and public health. Organizational commitment as a kind of affective attachment or sense of loyalty to the organization is an effective factor for professional competency. This study was conducted to evaluate the nurses´ professional competency and their organizational commitment as well as the relationship between these two concepts. This descriptive-analytic study was conducted at the hospitals affiliated with a University of Medical Sciences, in the southeast of Iran in 2016. The sample included 230 nurses who were selected using stratified random sampling. Data were gathered by three questionnaires including socio-demographic information, competency inventory for registered nurse (CIRN) and Allen Meyer's organizational commitment. Results showed that professional competency (Mean±SD: 2.82±0.53, range: 1.56-4.00) and organizational commitment (Mean±SD: 72.80±4.95, range: 58-81) of the nurses were at moderate levels. There was no statistically significant correlation between professional competency and organizational commitment (ρ = 0.02; p = 0.74). There were significant differences in professional competency based on marital status (p = 0.03) and work experience (p<0.001). The results highlighted that the nurses needed to be more competent and committed to their organizations. Developing professional competency and organizational commitment is vital, but not easy. This study suggests that human resource managers should pursue appropriate strategies to enhance the professional competency and organizational commitment of their nursing staff. It is necessary to conduct more comprehensive studies for exploring the status and gaps in the human resource management of healthcare in different cultures and contexts.

Achieving health equity in Aotearoa: strengthening responsiveness to Māori in health research.

PubMed

Reid, Papaarangi; Paine, Sarah-Jane; Curtis, Elana; Jones, Rhys; Anderson, Anneka; Willing, Esther; Harwood, Matire

2017-11-10

Excellent health research is essential for good health outcomes, services and systems. Health research should also build towards equity and in doing so ensure that no one is left behind. As recipients of government funding, researchers are increasingly required to demonstrate an understanding of their delegated responsibilities to undertake research that has the potential to address Māori health needs and priorities. These requirements form the basis of responsiveness to Māori in health research, and several research institutions have implemented systems to support their organisational approach to this endeavour. However, many health researchers have a narrow view of responsiveness to Māori and how it might be relevant to their work. In this viewpoint paper we provide an overview of existing frameworks that can be used to develop thinking and positioning in relation to the Treaty of Waitangi and responsiveness to Māori. We also describe an equity-based approach to responsiveness to Māori and highlight four key areas that require careful consideration, namely: (1) relevance to Māori; (2) Māori as participants; (3) promoting the Māori voice, and; (4) human tissue. Finally, we argue for greater engagement with responsiveness to Māori activities as part of our commitment to achieving equitable health outcomes.

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

Simple proof of the impossibility of bit commitment in generalized probabilistic theories using cone programming

NASA Astrophysics Data System (ADS)

Sikora, Jamie; Selby, John

2018-04-01

Bit commitment is a fundamental cryptographic task, in which Alice commits a bit to Bob such that she cannot later change the value of the bit, while, simultaneously, the bit is hidden from Bob. It is known that ideal bit commitment is impossible within quantum theory. In this work, we show that it is also impossible in generalized probabilistic theories (under a small set of assumptions) by presenting a quantitative trade-off between Alice's and Bob's cheating probabilities. Our proof relies crucially on a formulation of cheating strategies as cone programs, a natural generalization of semidefinite programs. In fact, using the generality of this technique, we prove that this result holds for the more general task of integer commitment.

A population at risk: civil commitment of substance abusers after Kansas v. Hendricks.

PubMed

Krongard, Mara Lynn

2002-01-01

In its 1997 decision, Kansas v. Hendricks, the U.S. Supreme Court radically changed the face of civil commitment. In finding the Kansas Sexually Violent Predators Act constitutional, the Court liberalized the first constitutional requirement for involuntary commitment from "mental illness" to a much broader "mental abnormality" standard, without correspondingly restricting the second requirement of dangerousness. The decision essentially authorizes states to civilly commit a broad range of individuals without sufficient due process protections. This Comment explores the possibilities for expansion of civil commitment in the wake of Hendricks. It argues that the holding was unjustifiably broad, focusing in particular on the potential danger facing substance abusers. In conclusion, it offers several suggestions for mitigating the potential misuse of this dangerous precedent.

Mug shot exposure prior to lineup identification: interference, transference, and commitment effects.

PubMed

Dysart, J E; Lindsay, R C; Hammond, R; Dupuis, P

2001-12-01

The effects of viewing mug shots on subsequent identification performance are as yet unclear. Two experiments used a live staged-crime paradigm to determine if interpolated eyewitness exposure to mug shots caused interference, unconscious transference, or commitment effects influencing subsequent lineup accuracy. Experiment 1 (N = 104) tested interference effects. Similar correct decision rates were obtained for the mug shot and no mug shot groups from both perpetrator-present and absent lineups. Experiment 2 (N = 132) tested for commitment and transference effects. Results showed that the commitment group made significantly more incorrect identifications than either the control or the transference group, which had similar false-identification rates. Commitment effects present a serious threat to identification accuracy from lineups following mug shot searches.

Perceived Effects of Scholarships on STEM Majors' Commitment to Teaching in High Need Schools

NASA Astrophysics Data System (ADS)

Liou, Pey-Yan; Kirchhoff, Allison; Lawrenz, Frances

2010-06-01

This study examines the Noyce Program, which provides scholarships for STEM majors in return for teaching in high need schools. The perceptions of 555 scholarship recipients were investigated using hierarchical cluster analysis, confirmatory factor analysis, and Rasch analysis to determine how the scholarship influenced their commitments to teaching in high need schools. The analyses indicated that recipients perceived the scholarship in two ways: it influenced their commitment to complete their certification program and to teach in high need schools. Implications for teacher education programs include that recruitment strategies should identify candidates who are committed to teaching in high need schools and programs should provide experiences to encourage this commitment not just to become certified.

The role of change in the relationship between commitment and turnover: a latent growth modeling approach.

PubMed

Bentein, Kathleen; Vandenberghe, Christian; Vandenberg, Robert; Stinglhamber, Florence

2005-05-01

Through the use of affective, normative, and continuance commitment in a multivariate 2nd-order factor latent growth modeling approach, the authors observed linear negative trajectories that characterized the changes in individuals across time in both affective and normative commitment. In turn, an individual's intention to quit the organization was characterized by a positive trajectory. A significant association was also found between the change trajectories such that the steeper the decline in an individual's affective and normative commitments across time, the greater the rate of increase in that individual's intention to quit, and, further, the greater the likelihood that the person actually left the organization over the next 9 months. Findings regarding continuance commitment and its components were mixed.

Project on Elite Athlete Commitment (PEAK): III. An examination of the external validity across gender, and the expansion and clarification of the Sport Commitment Model.

PubMed

Scanlan, Tara K; Russell, David G; Magyar, T Michelle; Scanlan, Larry A

2009-12-01

The Sport Commitment Model was further tested using the Scanlan Collaborative Interview Method to examine its generalizability to New Zealand's elite female amateur netball team, the Silver Ferns. Results supported or clarified Sport Commitment Model predictions, revealed avenues for model expansion, and elucidated the functions of perceived competence and enjoyment in the commitment process. A comparison and contrast of the in-depth interview data from the Silver Ferns with previous interview data from a comparable elite team of amateur male athletes allowed assessment of model external validity, tested the generalizability of the underlying mechanisms, and separated gender differences from discrepancies that simply reflected team or idiosyncratic differences.

How Team-Level and Individual-Level Conflict Influences Team Commitment: A Multilevel Investigation.

PubMed

Lee, Sanghyun; Kwon, Seungwoo; Shin, Shung J; Kim, MinSoo; Park, In-Jo

2017-01-01

We investigate how two different types of conflict (task conflict and relationship conflict) at two different levels (individual-level and team-level) influence individual team commitment. The analysis was conducted using data we collected from 193 employees in 31 branch offices of a Korean commercial bank. The relationships at multiple levels were tested using hierarchical linear modeling (HLM). The results showed that individual-level relationship conflict was negatively related to team commitment while individual-level task conflict was not. In addition, both team-level task and relationship conflict were negatively associated with team commitment. Finally, only team-level relationship conflict significantly moderated the relationship between individual-level relationship conflict and team commitment. We further derive theoretical implications of these findings.

How Team-Level and Individual-Level Conflict Influences Team Commitment: A Multilevel Investigation

PubMed Central

Lee, Sanghyun; Kwon, Seungwoo; Shin, Shung J.; Kim, MinSoo; Park, In-Jo

2018-01-01

We investigate how two different types of conflict (task conflict and relationship conflict) at two different levels (individual-level and team-level) influence individual team commitment. The analysis was conducted using data we collected from 193 employees in 31 branch offices of a Korean commercial bank. The relationships at multiple levels were tested using hierarchical linear modeling (HLM). The results showed that individual-level relationship conflict was negatively related to team commitment while individual-level task conflict was not. In addition, both team-level task and relationship conflict were negatively associated with team commitment. Finally, only team-level relationship conflict significantly moderated the relationship between individual-level relationship conflict and team commitment. We further derive theoretical implications of these findings. PMID:29387033

49 CFR 611.11 - Local financial commitment criteria.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 49 Transportation 7 2011-10-01 2011-10-01 false Local financial commitment criteria. 611.11... ADMINISTRATION, DEPARTMENT OF TRANSPORTATION MAJOR CAPITAL INVESTMENT PROJECTS § 611.11 Local financial... proposed project is supported by an acceptable degree of local financial commitment, as required by section...

40 CFR 52.238 - Commitment to undertake rulemaking.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 3 2010-07-01 2010-07-01 false Commitment to undertake rulemaking. 52.238 Section 52.238 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR PROGRAMS (CONTINUED) APPROVAL AND PROMULGATION OF IMPLEMENTATION PLANS California § 52.238 Commitment to undertake...

40 CFR 52.238 - Commitment to undertake rulemaking.

Code of Federal Regulations, 2014 CFR

2014-07-01

... 40 Protection of Environment 3 2014-07-01 2014-07-01 false Commitment to undertake rulemaking. 52.238 Section 52.238 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR PROGRAMS (CONTINUED) APPROVAL AND PROMULGATION OF IMPLEMENTATION PLANS California § 52.238 Commitment to undertake...

40 CFR 52.238 - Commitment to undertake rulemaking.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 40 Protection of Environment 3 2013-07-01 2013-07-01 false Commitment to undertake rulemaking. 52.238 Section 52.238 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR PROGRAMS (CONTINUED) APPROVAL AND PROMULGATION OF IMPLEMENTATION PLANS California § 52.238 Commitment to undertake...

40 CFR 52.238 - Commitment to undertake rulemaking.

Code of Federal Regulations, 2012 CFR

2012-07-01

... 40 Protection of Environment 3 2012-07-01 2012-07-01 false Commitment to undertake rulemaking. 52.238 Section 52.238 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR PROGRAMS (CONTINUED) APPROVAL AND PROMULGATION OF IMPLEMENTATION PLANS California § 52.238 Commitment to undertake...

Commitment to the Profession of School Psychology: An Exploratory Study.

ERIC Educational Resources Information Center

Kruger, Louis J.; And Others

This study focused on professional commitment to school psychology among practicing school psychologists. Burnout, school system reductions, and demographic characteristics were examined with respect to school psychologists' commitment to their profession. The results revealed that burnout had a significant relationship to professional commitment…

49 CFR 611.11 - Local financial commitment criteria.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 49 Transportation 7 2010-10-01 2010-10-01 false Local financial commitment criteria. 611.11... ADMINISTRATION, DEPARTMENT OF TRANSPORTATION MAJOR CAPITAL INVESTMENT PROJECTS § 611.11 Local financial... proposed project is supported by an acceptable degree of local financial commitment, as required by section...

Overview of the Core Commitments Initiative

ERIC Educational Resources Information Center

McTighe Musil, Caryn

2013-01-01

This chapter provides an overview of the Core Commitments Initiative conducted by the Association of American Colleges and Universities (AAC&U). Core Commitments was intended to reinvigorate the conversation about personal and social responsibility within higher education, and served as the impetus for this "New Directions" volume.

Implementing an Integrated Commitment Management System at the Savannah River Site Tank Farms

DOE Office of Scientific and Technical Information (OSTI.GOV)

Blanchard, A.

1999-06-16

Recently, the Savannah River Site Tank Farms have been transitioning from pre-1990 Authorization Basis requirements to new 5480.22/.23 requirements. Implementation of the new Authorization Basis has resulted in more detailed requirements, a completely new set of implementing procedures, and the expectation of even more disciplined operations. Key to the success of this implementation has been the development of an Integrated Commitment Management System (ICMS) by Westinghouse Safety Management Solutions. The ICMS has two elements: the Authorization Commitment Matrix (ACM), and a Procedure Consistency Review methodology. The Authorization Commitment Matrix is a linking database, which ties requirements and implementing documents together.more » The associated Procedure Consistency Review process ensures that the procedures to be credited in the ACM do in fact correctly and completely meet all intended commitments. This Integrated Commitment Management System helps Westinghouse Safety Management Solutions and the facility operations and engineering organizations take ownership in the implementation of the requirements that have been developed.« less

Subcellular distribution and mitogenic effect of basic fibroblast growth factor in mesenchymal uncommitted stem cells.

PubMed

Benavente, Claudia A; Sierralta, Walter D; Conget, Paulette A; Minguell, José J

2003-06-01

Uncommitted mesenchymal stem cells (MSC), upon commitment and differentiation give rise to several mature mesenchymal lineages. Although the involvement of specific growth factors, including FGF2, in the development of committed MSC is known, the effect of FGF2 on uncommitted progenitors remains unclear. We have analyzed on a comparative basis, the subcellular distribution and mitogenic effect of FGF2 in committed and uncommitted MSC prepared from human bone marrow. Indirect immunofluorescence studies showed strong nuclear FGF2 staining in both progenitors; however, cytoplasmic staining was only detected in committed cells. Western blot analysis revealed the presence of 22.5 and 21-22 kDa forms of FGF2 in the nucleus of both progenitors; however, their relative content was higher in uncommitted than in committed cells. Exogenous FGF2 stimulated proliferation and sustained quiescence in committed and uncommitted cells, respectively. These results show that both type of progenitors, apart from morphological and proliferative differences, display specific patterns of response to FGF2.

The allure of the forbidden: breaking taboos, frustration, and attraction to violent video games.

PubMed

Whitaker, Jodi L; Melzer, André; Steffgen, Georges; Bushman, Brad J

2013-04-01

Although people typically avoid engaging in antisocial or taboo behaviors, such as cheating and stealing, they may succumb in order to maximize their personal benefit. Moreover, they may be frustrated when the chance to commit a taboo behavior is withdrawn. The present study tested whether the desire to commit a taboo behavior, and the frustration from being denied such an opportunity, increases attraction to violent video games. Playing violent games allegedly offers an outlet for aggression prompted by frustration. In two experiments, some participants had no chance to commit a taboo behavior (cheating in Experiment 1, stealing in Experiment 2), others had a chance to commit a taboo behavior, and others had a withdrawn chance to commit a taboo behavior. Those in the latter group were most attracted to violent video games. Withdrawing the chance for participants to commit a taboo behavior increased their frustration, which in turn increased their attraction to violent video games.

Immigration, Crime, and Incarceration in Early Twentieth-Century America

PubMed Central

MOEHLING, CAROLYN; PIEHL, ANNE MORRISON

2009-01-01

The major government commissions on immigration and crime in the early twentieth century relied on evidence that suffered from aggregation bias and the absence of accurate population data, which led them to present partial and sometimes misleading views of the immigrant-native criminality comparison. With improved data and methods, we find that in 1904, prison commitment rates for more serious crimes were quite similar by nativity for all ages except ages 18 and 19, for which the commitment rate for immigrants was higher than for the native-born. By 1930, immigrants were less likely than natives to be committed to prisons at all ages 20 and older, but this advantage disappears when one looks at commitments for violent offenses. The time series pattern reflects a growing gap between natives and immigrants at older ages, one that was driven by sharp increases in the commitment rates of the native-born, while commitment rates for the foreign-born were remarkably stable. PMID:20084827

Moderating effects of nurses' organizational support on the relationship between job satisfaction and organizational commitment.

PubMed

Chang, Ching-Sheng

2015-06-01

The aim was to investigate whether job satisfaction enhances organizational commitment among nursing personnel while exploring whether organizational support perception has a moderating effect on the relationship between their job satisfaction and organizational commitment. A cross-sectional survey was sent to 400 nurses; 386 valid questionnaires were collected, with a valid response rate of 96.5%. According to the research findings, nurses' job satisfaction has a positive and significant influence on organizational commitment. Results also indicated that the moderating effect of nurses' organizational support perception on the relationship between their job satisfaction and organizational commitment was stronger for high organizational support perception than it was for low organizational support perception. This study suggests that organizational support perception will develop a sense of belonging, and this will help improve nurses' job satisfaction and organizational commitment. This kind of relationship is rarely discussed in the research literature, and it can be applied for human resources management of nursing staff. © The Author(s) 2014.

Empowerment, job satisfaction and organizational commitment: a comparative analysis of nurses working in Malaysia and England.

PubMed

Ahmad, Nora; Oranye, Nelson Ositadimma

2010-07-01

To examine the relationships between nurses' empowerment, job satisfaction and organizational commitment in culturally and developmentally different societies. Employment and retention of sufficient and well-committed nursing staff are essential for providing safe and effective health care. In light of this, nursing leaders have been searching for ways to re-engineer the healthcare system particularly by providing an environment that is conducive to staff empowerment, job satisfaction and commitment. This is a descriptive correlational survey of 556 registered nurses (RNs) in two teaching hospitals in England and Malaysia. Although the Malaysian nurses felt more empowered and committed to their organization, the English nurses were more satisfied with their job. The differences between these two groups of nurses show that empowerment does not generate the same results in all countries, and reflects empirical evidence from most cross cultural studies on empowerment. Nursing management should always take into consideration cultural differences in empowerment, job satisfaction and commitment of nursing staff while formulating staff policies.

Immigration, crime, and incarceration in early twentieth-century America.

PubMed

Moehling, Carolyn; Piehl, Anne Morrison

2009-11-01

The major government commissions on immigration and crime in the early twentieth century relied on evidence that suffered from aggregation bias and the absence of accurate population data, which led them to present partial and sometimes misleading views of the immigrant-native criminality comparison. With improved data and methods, we find that in 1904, prison commitment rates for more serious crimes were quite similar by nativity for all ages except ages 18 and 19, for which the commitment rate for immigrants was higher than for the native-born. By 1930, immigrants were less likely than natives to be committed to prisons at all ages 20 and older, but this advantage disappears when one looks at commitments for violent offenses. The time series pattern reflects a growing gap between natives and immigrants at older ages, one that was driven by sharp increases in the commitment rates of the native-born, while commitment rates for the foreign-born were remarkably stable.

Addressing indigenous health workforce inequities: A literature review exploring 'best' practice for recruitment into tertiary health programmes

PubMed Central

2012-01-01

Introduction Addressing the underrepresentation of indigenous health professionals is recognised internationally as being integral to overcoming indigenous health inequities. This literature review aims to identify 'best practice' for recruitment of indigenous secondary school students into tertiary health programmes with particular relevance to recruitment of Māori within a New Zealand context. Methodology/methods A Kaupapa Māori Research (KMR) methodological approach was utilised to review literature and categorise content via: country; population group; health profession ffocus; research methods; evidence of effectiveness; and discussion of barriers. Recruitment activities are described within five broad contexts associated with the recruitment pipeline: Early Exposure, Transitioning, Retention/Completion, Professional Workforce Development, and Across the total pipeline. Results A total of 70 articles were included. There is a lack of published literature specific to Māori recruitment and a limited, but growing, body of literature focused on other indigenous and underrepresented minority populations. The literature is primarily descriptive in nature with few articles providing evidence of effectiveness. However, the literature clearly frames recruitment activity as occurring across a pipeline that extends from secondary through to tertiary education contexts and in some instances vocational (post-graduate) training. Early exposure activities encourage students to achieve success in appropriate school subjects, address deficiencies in careers advice and offer tertiary enrichment opportunities. Support for students to transition into and within health professional programmes is required including bridging/foundation programmes, admission policies/quotas and institutional mission statements demonstrating a commitment to achieving equity. Retention/completion support includes academic and pastoral interventions and institutional changes to ensure safer environments for indigenous students. Overall, recruitment should reflect a comprehensive, integrated pipeline approach that includes secondary, tertiary, community and workforce stakeholders. Conclusions Although the current literature is less able to identify 'best practice', six broad principles to achieve success for indigenous health workforce development include: 1) Framing initiatives within indigenous worldviews 2) Demonstrating a tangible institutional commitment to equity 3) Framing interventions to address barriers to indigenous health workforce development 4) Incorporating a comprehensive pipeline model 5) Increasing family and community engagement and 6) Incorporating quality data tracking and evaluation. Achieving equity in health workforce representation should remain both a political and ethical priority. PMID:22416784

Population dose commitments due to radioactive releases from nuclear power plant sites in 1985

DOE Office of Scientific and Technical Information (OSTI.GOV)

Baker, D.A.

Population radiation dose commitments have been estimated from reported radionuclide releases from commericial power reactors operating during 1985. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 61 sites. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each of the sites is a histogram showing the fraction of the total population within 2 to 80 km aroundmore » each site receiving various average dose commitments from the airborne pathways. The total dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 73 person-rem to a low of 0.011 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 3 person-rem. The total population dose for all sites was estimated at 200 person-rem for the 110 million people considered at risk. The site average individual dose commitment from all pathways ranged from a low of 5 /times/ 10/sup /minus/6/ mrem to a high of 0.02 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites.« less

Population dose commitments due to radioactive releases from nuclear power plant sites in 1984

DOE Office of Scientific and Technical Information (OSTI.GOV)

Baker, D.A.

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1984. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 56 sites. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each of the sites is a histogram showing the fraction of the total population within 2 to 80 km aroundmore » each site receiving various average dose commitments from the airborne pathways. The total dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 110 person-rem to a low of 0.002 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 5 person-rem. The total population dose for all sites was estimated at 280 person-rem for the 100 million people considered at risk. The site average individual dose commitment from all pathways ranged from a low of 6 x 10/sup -6/ mrem to a high of 0.04 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites.« less

Population dose commitments due to radioactive releases from nuclear power plant sites in 1986

DOE Office of Scientific and Technical Information (OSTI.GOV)

Baker, D.A.

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1986. Fifty-year dose commitments for a one-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 66 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for each of the sites is a histogram showing the fraction of the total population within 2 to 80 kmmore » around each site receiving various average dose commitments from the airborne pathways. The total dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 31 person-rem to a low of 0.0007 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 1.7 person-rem. The total population dose for all sites was estimated at 110 person-rem for the 140 million people considered at risk. The site average individual dose commitment from all pathways ranged from a low of 2 {times} 10{sup -6} mrem to a high of 0.02 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites. 12 refs.« less

Population dose commitments due to radioactive releases from nuclear power plant sites in 1982. Volume 4

DOE Office of Scientific and Technical Information (OSTI.GOV)

Baker, D.A.; Peloquin, R.A.

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1982. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 51 sites. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each site is a histogram showing the fraction of the total population within 2 to 80 km around each sitemore » receiving various average dose commitments from the airborne pathways. The total dose commitments from both liquid and airborne pathways ranged from a high of 30 person-rem to a low of 0.007 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 3 person-rem. The total population dose for all sites was estimated at 130 person-rem for the 100 million people considered at risk. The average individual dose commitment from all pathways on a site basis ranged from a low of 6 x 10/sup -7/ mrem to a high of 0.06 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites.« less

Social Support, Religious Endorsement, and Career Commitment: A Study on Saudi Nurses

PubMed Central

Azim, Mohammad T.

2018-01-01

The present study investigates the effect of perceived social support (PSS) and perceived religious endorsement (PRE) on career commitment (CC) of Saudi nurses. The investigation also extends to the moderating role of different demographic and organizational factors in the extent of PSS, and career commitment these nurses report. Data required for meeting these study objectives were collected from male and female Saudi nurses through a structured questionnaire. Multiple regressions using Partial Least Squares based Structural Equation Model, Smart-PLS version 3.0, and independent sample t-test using SPSS version 22.0, were used to analyze data. The study findings reveal that both perceived social support and perceived religious endorsement are important antecedents of career commitment of Saudi nurses. However, private-sector nurses are found to exhibit a significantly higher level of career commitment compared to their public-sector counterparts. Nurses with greater educational attainment perceive higher level of social support and express greater career commitment than their less educated peers. These findings suggest that nursing as a profession should be more openly discussed in both secular and religious contexts, to ensure an adequate level of respect and compassion on behalf of the public. In particular, endorsement from the individual nurses’ social networks is vital in maintaining their wellbeing and career commitment. Given the religious influence in all aspects of life in the Saudi society, the current practice of gender-based segregation in Saudi hospitals and clinics seems to be meaningful for sustaining the career commitment of the nurses. PMID:29320417

Effects of a signature on rates of change: a randomized controlled trial involving continuing education and the commitment-to-change model.

PubMed

Mazmanian, P E; Johnson, R E; Zhang, A; Boothby, J; Yeatts, E J

2001-06-01

Physicians frequently are asked to sign commitments to change practice, based upon their involvement in continuing medical education (CME) activities. Although use of the commitment-to-change model is increasingly widespread in CME, the effect of signing such commitments on rates of change is not well understood. Immediately after a CME session, 110 physicians were asked to specify a change they intended to make in practice and to designate a level of commitment to change. To determine the effects of a signature on rates of change, physicians were randomly assigned to control (signature) and experimental (non-signature) groups. Follow-up surveys were conducted at two and three months to determine rates of change. In all, 88 physicians completed the first questionnaire, and 64 of them completed the follow-up. Consistent with prior studies involving the commitment-to-change model, those expressing an intention to change were significantly more likely to change on follow-up (p =.035). There was no significant difference between signature and non-signature groups (p =.99), regardless of age or gender. Signatures appear unimportant to assuring compliance with commitments to change used in CME conferences. A physician's behavior can be expected to change if the specified change is consistent with the physician's beliefs and sense of what is important. The relative influences of components of the commitment-to-change model require further study to determine more clearly their roles in causation and measurement.

Social Support, Religious Endorsement, and Career Commitment: A Study on Saudi Nurses.

PubMed

Azim, Mohammad T; Islam, Mazharul M

2018-01-10

The present study investigates the effect of perceived social support (PSS) and perceived religious endorsement (PRE) on career commitment (CC) of Saudi nurses. The investigation also extends to the moderating role of different demographic and organizational factors in the extent of PSS, and career commitment these nurses report. Data required for meeting these study objectives were collected from male and female Saudi nurses through a structured questionnaire. Multiple regressions using Partial Least Squares based Structural Equation Model, Smart-PLS version 3.0, and independent sample t -test using SPSS version 22.0, were used to analyze data. The study findings reveal that both perceived social support and perceived religious endorsement are important antecedents of career commitment of Saudi nurses. However, private-sector nurses are found to exhibit a significantly higher level of career commitment compared to their public-sector counterparts. Nurses with greater educational attainment perceive higher level of social support and express greater career commitment than their less educated peers. These findings suggest that nursing as a profession should be more openly discussed in both secular and religious contexts, to ensure an adequate level of respect and compassion on behalf of the public. In particular, endorsement from the individual nurses' social networks is vital in maintaining their wellbeing and career commitment. Given the religious influence in all aspects of life in the Saudi society, the current practice of gender-based segregation in Saudi hospitals and clinics seems to be meaningful for sustaining the career commitment of the nurses.

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

PubMed

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

2010-06-01

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

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…

44 CFR 352.25 - Limitation on committing Federal facilities and resources for emergency preparedness.

Code of Federal Regulations, 2011 CFR

2011-10-01

... Federal facilities and resources for emergency preparedness. 352.25 Section 352.25 Emergency Management... COMMERCIAL NUCLEAR POWER PLANTS: EMERGENCY PREPAREDNESS PLANNING Federal Participation § 352.25 Limitation on committing Federal facilities and resources for emergency preparedness. (a) The commitment of Federal...

Education on the Internet: Anonymity vs. Commitment.

ERIC Educational Resources Information Center

Dreyfus, Hubert L.

1998-01-01

Argues that learning a skill requires the kind of commitment which is undermined by the Press (the Public) and the Internet, citing Soren Kierkegaard's "The Present Age", and states that learning by apprenticeship is impossible in cyberspace. Includes: aesthetic sphere--commitment to the enjoyment of sheer information; ethical…

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.…

48 CFR 852.215-71 - Evaluation factor commitments.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Evaluation factor....215-71 Evaluation factor commitments. As prescribed in 815.304-71(b), insert the following clause: Evaluation Factor Commitments (DEC 2009) The offeror agrees, if awarded a contract, to use the service...

Generational Differences as a Determinant of Women's Perspectives on Commitment

ERIC Educational Resources Information Center

Stark, Marcella D.; Kirk, Amy Manning; Bruhn, Rick

2012-01-01

Differences between 116 graduate and undergraduate women, representing 4 generations (i.e., Baby Boomers, Transitionals, Generation Xers, and Millennials), were studied to categorize earliest awareness and definitions of commitment in relationships. More than 63% of participants in each generation viewed relationship commitment in terms of…

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…

Commitment Predictors: Long-Distance versus Geographically Close Relationships

ERIC Educational Resources Information Center

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

2010-01-01

In this web-based study, the authors examined long-distance relationships (LDRs) and geographically close relationships (GCRs). Two hierarchical multiple regressions (N = 138) indicated that attachment predicted LDR and GCR commitment in Step 1. Final equations indicated that high satisfaction and investments predicted LDR commitment, whereas low…

Organisational Commitments and Teaching Styles among Academics in Mainland China

ERIC Educational Resources Information Center

Zhang, Li-Fang; Jing, Li-Zhen

2016-01-01

This research pioneered the investigation of the predictive power of organisational commitments for academics' teaching styles. Participants were 370 faculty members from 15 higher educational institutions in Beijing, the People's Republic of China. Results showed that academics' organisational commitments as measured by the Organisational…

The Complexities of Teachers' Commitment to Environmental Education: A Mixed Methods Approach

ERIC Educational Resources Information Center

Sosu, Edward M.; McWilliam, Angus; Gray, Donald S.

2008-01-01

This article argues that a mixed methods approach is useful in understanding the complexity that underlies teachers' commitment to environmental education. Using sequential and concurrent procedures, the authors demonstrate how different methodological approaches highlighted different aspects of teacher commitment. The quantitative survey examined…

46 CFR 308.5 - Voluntary contract of commitment.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 46 Shipping 8 2014-10-01 2014-10-01 false Voluntary contract of commitment. 308.5 Section 308.5 Shipping MARITIME ADMINISTRATION, DEPARTMENT OF TRANSPORTATION EMERGENCY OPERATIONS WAR RISK INSURANCE General § 308.5 Voluntary contract of commitment. Applications for insurance on vessels described in § 308...

Transferability of Skills and Education and Thai Academics' Organisational Commitment

ERIC Educational Resources Information Center

Rungruang, Parisa; Donohue, Ross

2007-01-01

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