[Commitment and community participation towards health: knowledge creation from the systematization of social experiences].

PubMed

López-Bolaños, Lizbeth; Campos-Rivera, Marisol; Villanueva-Borbolla, María Ángeles

2018-01-01

Objective. To reflect on the process of committing to participation in the implementation of a health strategic plan, using Participative Systematization of Social Experiences as a tool. Our study was a qualitative research-intervention study, based on the Dialectical Methodological Conception approach. We designed and implemented a two-day workshop, six hours daily, using Systematization methodology with a Community Work Group (CWG). During the workshop, women systematized their experience, with compromise as axis of the process. Using Grounded Theory techniques, we applied micro-analysis to data in order to identify and strengthen categories that emerged during the systematization process. We completed open and axial coding. The CWG identified that commitment and participation itself is influenced by group dynamics and structural determinants. They also reconsidered the way they understood and exercised commitment and participation, and generated knowledge, empowering them to improve their future practice. Commitment and participation were determined by group dynamics and structural factors such as socioeconomic conditions and gender roles. These determinants must be visible and understood in order to generate proposals that are aimed at strengthening the participation and organization of groups.

The Effects of Supervisors' Support and Mediating Factors on the Nurses' Job Performance Using Structural Equation Modeling: A Case Study.

PubMed

Ravangard, Ramin; Yasami, Shamim; Shokrpour, Nasrin; Sajjadnia, Zahra; Farhadi, Payam

2015-01-01

Nurses are the largest group and an important part of the providers in the health care systems that who a key role in hospitals. Any defect and deficiency in their work can result in irreversible outcomes. This study aimed to determine the effect of supervisors' support and mediating factors on the job performance (JOBPER) of 400 nurses working in the teaching hospitals affiliated to Shiraz University of Medical Sciences, using structural equation modeling. The results showed that the supervisor's support had a significant negative effect on work-family conflict (t = -2.57) and a positive effect on organizational commitment (t = 4.03); Work-family conflict had a significant positive effect on job stress (t = 11.24) and a negative effect on organizational commitment (t = -3.35) and JOBPER (t = -2.29). Family-work conflict had a positive effect on job stress (t = 4.48) and a negative effect on organizational commitment (t = -2.54). Finally, job stress had a negative effect (t = -3.30), and organizational commitment showed a positive effect (t = 5.96) on the studied nurses' JOBPER. According to the results, supervisor's support could influence JOBPER through reducing work-family conflict and increasing organizational commitment. Therefore, to improve the nurses' JOBPER in the hospitals, some strategies are recommended.

Why Quality of Work Life Doesn't Always Mean Quality.

ERIC Educational Resources Information Center

Cohen, Deborah Shaw

1981-01-01

From participatory management to autonomous work groups, the quality of work life movement has made an impact on U.S. corporations. To make the quality of work life connection, commitment must originate with top management. (Author)

Predicting Future Commitment to Care for Frail Parents Among Employed Caregivers.

PubMed

Lechner, Viola M

1992-06-01

A study of 133 full time employees with parent care responsibilities investigated various factors that could reduce this group's future caregiving commitment to aging parents. Study factors included: caregiver attributes, level of caregiving involvement, job stress, tensions between the caregiver and the dependent parent, caregiver's level of physical and mental strain, and limited support from family and friends. The relationship between the caregiver and the parent was the best predictor of sustained commitment to caregiving. One aspect of the employees' work experience made a small, but important contribution to respondents' future care plans. Those employees who frequently adjusted their work schedule and routine to accommodate parent care demands were less likely to sustain their caregiving commitment. Reasons for these findings are explored and implications for social policy and clinical practice are discussed.

A deconstruction of the I-M-L commitment segmentation of forest recreationists

Treesearch

James D. Absher; Gerard T. Kyle

2007-01-01

Previous work has established the general utility of segmenting forest recreationists according to their commitment profiles into Indifferents, Moderates, and Loyalists (IML) groups. Observed differences between these segments suggest that place identity and affect are more central to management than previously thought. This study extends this finding through the use...

The Huddling Programme: effects on empowerment, organisational commitment and ego-resilience in clinical nurses - a randomised trial.

PubMed

Im, Sook Bin; Cho, Mi-Kyoung; Kim, Se Young; Heo, Myoung Lyun

2016-05-01

To identify effects of the huddling programme as a strategy for retention of clinical nurses. In Korea, new nurses leave hospitals more than experienced nurses for many reasons. Hospitals with a high nurse turnover require larger budgets and longer periods of time to train large numbers of newly recruited nurses until they can perform as well as those who have left. Furthermore, the remaining nurses have an additional workload associated with both the shortage of manpower and the need to train the incoming nurses. This means that reducing nurse turnover intention requires preventive measures that promote empowerment and organisational commitment among nurses in Korea. Randomised controlled trial. This research used a pretest-post-test experimental-group-control-group design to investigate the effect of the huddling programme. The participants were 49 clinical nurses working at two general hospitals with more than 500 beds that are located in D city and S city of Korea. The experimental group participated in the huddling programme that comprised a full-day retreat and after-work social networking services during January and February 2013. Self-reported questionnaires were used to assess empowerment, organisational commitment and ego-resilience. The data were analysed by descriptive analysis using the t-test. The mean scores for normative commitment and impact of empowerment were higher in the experimental group, but ego-resilience did not differ significantly between the two groups. The huddling program positively increased nurses' perception of organisational commitment and empowerment who participated in huddling programme. The huddling programme could be a useful strategy for improving the retention of clinical nurses. This study is both significant and relevant to nursing science and practice given that it demonstrated the effectiveness of an empowerment programme in increasing organisational commitment and decreasing actual turnover rates of clinical nurses. © 2016 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.

The effect of over-commitment and reward on trapezius muscle activity and shoulder, head, neck, and torso postures during computer use in the field

PubMed Central

Bruno Garza, Jennifer L.; Eijckelhof, Belinda H.W.; Huysmans, Maaike A.; Catalano, Paul J.; Katz, Jeffrey N.; Johnson, Peter W.; van Dieen, Jaap H.; van der Beek, Allard J.; Dennerlein, Jack T.

2015-01-01

Background Because of reported associations of psychosocial factors and computer related musculoskeletal symptoms, we investigated the effects of a workplace psychosocial factor, reward, in the presence of over-commitment, on trapezius muscle activity and shoulder, head, neck, and torso postures during computer use. Methods We measured 120 office workers across four groups (lowest/highest reward/over-commitment), performing their own computer work at their own workstations over a 2 hour period. Results Median trapezius muscle activity (p=0.04) and median neck flexion (p=0.03) were largest for participants reporting simultaneously low reward and high over-commitment. No differences were observed for other muscle activities or postures. Conclusions These data suggest that the interaction of reward and over-commitment can affect upper extremity muscle activity and postures during computer use in the real work environment. This finding aligns with the hypothesized biomechanical pathway connecting workplace psychosocial factors and musculoskeletal symptoms of the neck and shoulder. PMID:23818000

Awareness of Stress-Reduction Interventions on Work Attitudes: The Impact of Tenure and Staff Group in Australian Universities.

PubMed

Pignata, Silvia; Winefield, Anthony H; Provis, Chris; Boyd, Carolyn M

2016-01-01

This study explored the impact of staff group role and length of organizational tenure in the relationship between the awareness of stress interventions (termed intervention awareness: IA) and the work-related attitudinal outcomes of university employees. A two-wave longitudinal study of a sample of 869 employees from 13 universities completed a psychosocial work factors and health questionnaire. Hierarchical regression analyses examined the contribution of staff role and different lengths of organizational tenure with IA and employees' reports of job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. Employees' length of tenure affected the relation between IA and work attitudes, and there were also differences between academic and non-academic staff groups. For non-academic employees, IA predicted job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. However, for academics, IA only predicted job satisfaction and trust which identifies a need to increase the visibility of organizational interventions. Across the tenure groups, IA predicted: (1) perceived procedural justice for employees with five or less years of tenure; (2) job satisfaction for employees with 0-19 years of tenure; (3) trust in senior management for employees with 6-19 years of tenure; and (4) affective organizational commitment for employees with a tenure length of 6-10 years. Employees working at the university for an intermediate period had the most positive perceptions of their organization in terms of IA, job satisfaction, trust in senior management, and affective organizational commitment, whereas employees with 20-38 years of tenure had the least positive perceptions. Results suggest that employees in the middle of their careers report the most positive perceptions of their university. The findings highlight the need to attend to contextual issues in organizational stress and wellbeing interventions and suggest that management may need to implement new strategies and/or promote existing stress-management and reduction strategies to academics, and employees whom are either new to the university or those who have been working for the organization for longer periods of time to ensure that they are aware of organizational strategies to promote employee wellbeing and morale within their work environments.

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

ERIC Educational Resources Information Center

Yalcin, Sinan

2016-01-01

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

The Impact of Distributed Leadership Behaviors of School Principals on the Organizational Commitment of Teachers

ERIC Educational Resources Information Center

Akdemir, Öznur Atas; Ayik, Ahmet

2017-01-01

This study aims to investigate the effect of school principals' distributed leadership behaviors on teachers' organizational commitment. For this purpose, correlational survey model has been used in this study. The study group consists of 772 teachers working at secondary schools of Erzurum. The data of the study has been collected by using…

Center for Collegiate Mental Health (CCMH) 2010 Annual Report. Publication No. STA 11-000

ERIC Educational Resources Information Center

Center for Collegiate Mental Health, 2010

2010-01-01

With nearly six years of effort, the work of hundreds of institutions, hundreds of counseling center staff members, a dedicated advisory board, and a committed group of students and faculty at Penn State University, CCMH has realized some important goals. The movement towards an "Annual Report" reflects commitment to offering an annual…

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

ERIC Educational Resources Information Center

Balay, Refik

2012-01-01

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

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.

Commitment of project participants to developing health care services based on the internet technology.

PubMed

Kouri, Pirkko; Karjalainen-Jurvelin, Ritva; Kinnunen, Juha

2005-12-01

When developing Information and Communication Technology (ICT), such as services for the decision-making process, skilled health care professionals with their comprehensive knowledge of patients/clients are essential contributors to the project. Careful evaluation is needed to assess the effectiveness of project management as well as to analyze the commitment of the personnel to goal attainment. In the course of the development of integrated maternity care services, the commitment of project participants (n=48) was evaluated. What factors enhanced or impaired their commitment to the project work? Questionnaire (n=80, response rate 60%) with quantitative analysis as well as open-ended questions with qualitative content analysis. Positive commitment was related to a confidential and open atmosphere during the project. The utilization of personal skills and experience was appreciated. Differences in the working principles and cultures between the participating organizations complicated fluent collaboration. To encourage commitment, a lot of attention should be paid to internal communication as well as the effective realization of project tasks. The strength of the project was the highly innovative and confidential atmosphere. The well-established project goals, the highly inspired project team, and the effective co-operation between the project manager and the core group helped to deepen overall commitment in the project.

From the Quixotic to the Pragmatic: The "Hamburg Declaration", Adult Education, and Work

ERIC Educational Resources Information Center

Rose, Amy

2013-01-01

The "Hamburg Declaration" (UNESCO, 1997) is perhaps most quixotic and prescient in laying out the changing world of work as envisioned in 1997. It includes particular commitments to promote the rights to work and to work-related adult learning, to increase access to work-related adult learning for different target groups, and to…

Vocational Identity: It's about Working at Becoming

ERIC Educational Resources Information Center

Armishaw, David D.

2007-01-01

This article focuses on how a worker's relationship with either a place of work or employer--or with what the skilled worker does very well--contributes to very different forms of work identity. Work identity that reflects a determination on the employee's part to commit to the values of the work group is vocational identity, which is important…

75 FR 55333 - Request for Nominations for AHRQ Study Section Members

Federal Register 2010, 2011, 2012, 2013, 2014

2010-09-10

... and evenhandedness in judgment and review; ability to work effectively in a group context; and commitment to complete work assignments. A diversity of perspectives is valuable to AHRQ's work. To help obtain a diversity of perspectives among nominees, AHRQ encourages nominations of women and members of...

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.

Awareness of Stress-Reduction Interventions on Work Attitudes: The Impact of Tenure and Staff Group in Australian Universities

PubMed Central

Pignata, Silvia; Winefield, Anthony H.; Provis, Chris; Boyd, Carolyn M.

2016-01-01

This study explored the impact of staff group role and length of organizational tenure in the relationship between the awareness of stress interventions (termed intervention awareness: IA) and the work-related attitudinal outcomes of university employees. A two-wave longitudinal study of a sample of 869 employees from 13 universities completed a psychosocial work factors and health questionnaire. Hierarchical regression analyses examined the contribution of staff role and different lengths of organizational tenure with IA and employees' reports of job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. Employees' length of tenure affected the relation between IA and work attitudes, and there were also differences between academic and non-academic staff groups. For non-academic employees, IA predicted job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. However, for academics, IA only predicted job satisfaction and trust which identifies a need to increase the visibility of organizational interventions. Across the tenure groups, IA predicted: (1) perceived procedural justice for employees with five or less years of tenure; (2) job satisfaction for employees with 0–19 years of tenure; (3) trust in senior management for employees with 6–19 years of tenure; and (4) affective organizational commitment for employees with a tenure length of 6–10 years. Employees working at the university for an intermediate period had the most positive perceptions of their organization in terms of IA, job satisfaction, trust in senior management, and affective organizational commitment, whereas employees with 20–38 years of tenure had the least positive perceptions. Results suggest that employees in the middle of their careers report the most positive perceptions of their university. The findings highlight the need to attend to contextual issues in organizational stress and wellbeing interventions and suggest that management may need to implement new strategies and/or promote existing stress-management and reduction strategies to academics, and employees whom are either new to the university or those who have been working for the organization for longer periods of time to ensure that they are aware of organizational strategies to promote employee wellbeing and morale within their work environments. PMID:27588011

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.

Role of internal marketing, organizational commitment, and job stress in discerning the turnover intention of Korean nurses.

PubMed

Lee, Haejung; Kim, Myoung-Soo; Yoon, Jung-A

2011-06-01

The purpose of this study was to examine the discriminating factors of Korean nurses' turnover intention (TI) among internal marketing (IM), organizational commitment (OC), and job stress (JS). Nurses (n = 185) who had worked for 1-10 years were surveyed from six general hospitals in South Korea. The data were collected by using questionnaires and were analyzed with descriptive statistics and discriminant analysis. The participants were grouped into three groups, depending on the level of their TI: "low TI group" (n = 58), "moderate TI group" (n = 96), and "high TI group" (n = 31). One function significantly discriminated between the high TI and low TI groups. The function correctly classified 84.3% of the participants into the two groups and 75.3% were correctly classified in the cross-validation. Organizational commitment was the most important factor. Job stress and the IM components of staffing-promotion, reward, management philosophy, working environment, and segmentation were significant discriminant factors of TI. Based on the findings of this study, we could conclude that OC, JS, and IM play important roles in the TI of nurses. Implying a career development system as an OC management strategy, an innovative promotion policy to change conservative organizational climates and a balance of effort-reward can be considered as managerial interventions to reduce nurses' TI. © 2010 The Authors. Japan Journal of Nursing Science © 2010 Japan Academy of Nursing Science.

The roles of unit leadership and nurse-physician collaboration on nursing turnover intention.

PubMed

Galletta, Maura; Portoghese, Igor; Battistelli, Adalgisa; Leiter, Michael P

2013-08-01

To report a study of the relationship between variables at the group and individual level with nurses' intention to leave their unit. Workplaces are collective environments where workers constantly interact with each other. The quality of working relationship employees develop at the unit-level influences both employee outcomes and unit performance by shaping employee attitudes. The study was a cross-sectional design with self-administered questionnaires. A questionnaire including measures of leader-member exchange and nurse-physician collaboration analysed at group-level and affective commitment and turnover intention analysed at individual level, was administered individually to 1018 nurses in five Italian hospitals. Data were collected in 2009. A total of 832 nurses (81·7% response rate) completed questionnaires. The results showed that affective commitment at individual level completely mediated the relationship between leader-member exchange at group-level and nursing turnover intention. Furthermore, the cross-level interaction was significant: at individual level, the nurses with high levels of individual affective commitment towards their unit showed low levels of turnover intention and this relationship was stronger when the nurse-physician collaboration at group-level was high. This study showed the importance for organizations to implement management practices that promote both high-quality nurse-supervisor and nurse-physician relationships, because they increase nurses' identification with their units. Individual affective commitment is an important quality for retaining a workforce and good nurses' relationship at group-level relationships with both supervisors and physicians are instrumental in developing identification with the work unit. Thus, the quality of relationship among staff members is an important factor in nurses' decision to leave. © 2012 Blackwell Publishing Ltd.

Team Teaching in Social Work: Sharing Power with Bachelor of Social Work Students

ERIC Educational Resources Information Center

Zapf, Michael Kim; Jerome, Les; Williams, Margaret

2011-01-01

Team teaching in social work education usually involves sequential lectures delivered by different instructors--relay or tag-team teaching. Truly collaborative or collegial team teaching involves a committed group of diverse instructors interacting together as equals in the classroom. Having more than one teacher in the classroom confounds…

Evolution of opinions on social networks in the presence of competing committed groups.

PubMed

Xie, Jierui; Emenheiser, Jeffrey; Kirby, Matthew; Sreenivasan, Sameet; Szymanski, Boleslaw K; Korniss, Gyorgy

2012-01-01

Public opinion is often affected by the presence of committed groups of individuals dedicated to competing points of view. Using a model of pairwise social influence, we study how the presence of such groups within social networks affects the outcome and the speed of evolution of the overall opinion on the network. Earlier work indicated that a single committed group within a dense social network can cause the entire network to quickly adopt the group's opinion (in times scaling logarithmically with the network size), so long as the committed group constitutes more than about 10% of the population (with the findings being qualitatively similar for sparse networks as well). Here we study the more general case of opinion evolution when two groups committed to distinct, competing opinions A and B, and constituting fractions pA and pB of the total population respectively, are present in the network. We show for stylized social networks (including Erdös-Rényi random graphs and Barabási-Albert scale-free networks) that the phase diagram of this system in parameter space (pA,pB) consists of two regions, one where two stable steady-states coexist, and the remaining where only a single stable steady-state exists. These two regions are separated by two fold-bifurcation (spinodal) lines which meet tangentially and terminate at a cusp (critical point). We provide further insights to the phase diagram and to the nature of the underlying phase transitions by investigating the model on infinite (mean-field limit), finite complete graphs and finite sparse networks. For the latter case, we also derive the scaling exponent associated with the exponential growth of switching times as a function of the distance from the critical point.

Evolution of Opinions on Social Networks in the Presence of Competing Committed Groups

PubMed Central

Xie, Jierui; Emenheiser, Jeffrey; Kirby, Matthew; Sreenivasan, Sameet; Szymanski, Boleslaw K.; Korniss, Gyorgy

2012-01-01

Public opinion is often affected by the presence of committed groups of individuals dedicated to competing points of view. Using a model of pairwise social influence, we study how the presence of such groups within social networks affects the outcome and the speed of evolution of the overall opinion on the network. Earlier work indicated that a single committed group within a dense social network can cause the entire network to quickly adopt the group's opinion (in times scaling logarithmically with the network size), so long as the committed group constitutes more than about of the population (with the findings being qualitatively similar for sparse networks as well). Here we study the more general case of opinion evolution when two groups committed to distinct, competing opinions and , and constituting fractions and of the total population respectively, are present in the network. We show for stylized social networks (including Erdös-Rényi random graphs and Barabási-Albert scale-free networks) that the phase diagram of this system in parameter space consists of two regions, one where two stable steady-states coexist, and the remaining where only a single stable steady-state exists. These two regions are separated by two fold-bifurcation (spinodal) lines which meet tangentially and terminate at a cusp (critical point). We provide further insights to the phase diagram and to the nature of the underlying phase transitions by investigating the model on infinite (mean-field limit), finite complete graphs and finite sparse networks. For the latter case, we also derive the scaling exponent associated with the exponential growth of switching times as a function of the distance from the critical point. PMID:22448238

Sick-listed persons' experiences with taking part in an in-patient occupational rehabilitation program based on Acceptance and Commitment Therapy: a qualitative focus group interview study.

PubMed

Rise, Marit B; Gismervik, Sigmund Ø; Johnsen, Roar; Fimland, Marius S

2015-11-27

Occupational medicine has shifted emphasis from disease treatment to disability rehabilitation and management. Hence, newly developed occupational rehabilitation programs are often generic and multicomponent, aiming to influence the sick-listed persons' perception on return to work, and thereby support the return to work process. The aim of this study was to explore sick-listed persons' experiences with taking part in an in-patient occupational rehabilitation program based on Acceptance and Commitment Therapy. Twenty-nine adults on sickness benefit or work assessment allowance due to musculoskeletal and/or common mental health disorders participated in this study. They were interviewed in focus groups at the beginning and at the end of a 3.5 week inpatient group-based occupational rehabilitation program in Central Norway. Key elements in the program were Acceptance and Commitment Therapy (ACT), physical exercise and creating a work-participation plan. The program was mainly group-based including participants with different diagnoses. Data was analyzed according to a phenomenological approach. At the start of the program most participants expressed frustration regarding being sick-listed, external anticipations as well as hindrances towards returning to work, and described hope that the program would provide them with the skills and techniques necessary to cope with health problems and being able to return to work. At the end of the program the participants described that they had embarked upon a long process of increased awareness. This process encompassed four areas; an increased awareness of what was important in life, realizing the strain from external expectations and demands, a need to balance different aspects of life, and return to work as part of a long and complex process. The occupational rehabilitation program induced a perceived meaningful reorientation encompassing several aspects of life. However, the return to work process was described as diffuse and uncertain for most participants. The providers of occupational rehabilitation program should balance this reorientation with specific steps towards return to work. Effect studies and long-term qualitative studies evaluating how this affects long-term work- and health outcomes are underway.

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…

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

PubMed Central

Hudek-Knežević, Jasna; Kalebić Maglica, Barbara; Krapić, Nada

2011-01-01

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

[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.

An Expert System Model of Organizational Climate and Performance

DTIC Science & Technology

1988-01-01

In 0. Meister, Behavioral analysis and measurement methods, New York: Wiley. Farace , R.V., and MacDonald, D. (1974). New directions in the study of...efficiency and resource use (EFFICIENCY). (Berlo in Farace and MacDonald, 1974) Commitment Communications Groups with greater commitment to goals...my work are correct and accurate (Muchlnsky, 1977; Klauss, 1977). ANSWERS.AVAIL S- 2. It’s easy to get answers in my organization ( Farace and MacDonald

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.

How pharmaceutical industry employees manage competing commitments in the face of public criticism.

PubMed

Lipworth, Wendy; Montgomery, Kathleen; Little, Miles

2013-10-01

The pharmaceutical industry has been criticised for pervasive misconduct. These concerns have generally resulted in increasing regulation. While such regulation is no doubt necessary, it tends to assume that everyone working for pharmaceutical companies is equally motivated by commerce, without much understanding of the specific views and experiences of those who work in different parts of the industry. In order to gain a more nuanced picture of the work that goes on in the "medical affairs" departments of pharmaceutical companies, we conducted 15 semi-structured interviews with professionals working in medical departments of companies in Sydney, Australia. We show that this group of pharmaceutical professionals are committed to their responsibilities both to patients, research participants, and the public and to their companies. Despite the discrepancies between these commitments, our participants did not express much cognitive dissonance, and this appeared to stem from their use of two dialectically related strategies, one of which embraces commerce and the other of which resists the commercial imperative. We interpret these findings through the lens of institutional theory and consider their implications for pharmaceutical ethics and governance.

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.

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.

Balancing work, family and other lifestyle aspects: a qualitative study of Australian medical students' attitudes.

PubMed

Tolhurst, Helen M; Stewart, Stephen M

2004-10-04

To explore the attitudes of Australian medical students to the balance between work, family and other aspects of lifestyle, within a broader exploration of the issues that they regard as important to their decisions about future career. Qualitative study using semistructured focus groups and individual interviews. The three medical schools in New South Wales and a national conference for students interested in rural practice. First- and final-year medical students who volunteered for focus groups held between March and August 2002 (82 students in 10 groups) or for individual interviews held between July and December 2003 (48 students). Emergent themes relating to the balance of work, family and other aspects of lifestyle. Most students referred to a balance of work, family and lifestyle as an important factor in their career decisions. While indicating they were committed to medicine, they were unwilling to work to the exclusion of all else. Most saw family commitments as a high priority, and many saw "time out" as important in maintaining their health. Female students spoke of part-time work as essential for future happiness, while some male students expressed a preference for working part-time. They would seek to achieve balance by choosing to work in disciplines, locations and structures where limited-hours work is available, and would negotiate support from their partners and parents in caring for children. It is important that the medical profession continue to develop working and training structures that allow a balance of work, family and lifestyle.

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.

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.

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.

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

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.

"Work Gave Me a Lot of Confianza": Chicanas' Work Commitment and Work Identity.

ERIC Educational Resources Information Center

Pesquera, Beatriz M.

1991-01-01

Extensive interviews with 24 married Chicana workers with children examined socialization to work in family of origin, early employment, educational attainment, and familial and employment factors influencing levels of work commitment and work identity. Professional, clerical, and blue-collar workers all had strong work commitment but differed in…

Why work in perioperative nursing? Baby boomers and Generation Xers tell all.

PubMed

Thompson, Julia A

2007-10-01

This quantitative and qualitative study explored factors that influence nurses of different age groups to choose to work in and remain in the specialty of OR nursing, including the effect of work environment perceptions. Baby boomer nurses (n = 130) and Generation X nurses (n = 117) were surveyed, and seven RNs from each group also participated in semistructured interviews. Results showed that nurses of both age groups were more alike than different in the factors that influence them to choose and remain in OR nursing and in their perceptions of their work environment. Baby Boomers indicated a higher level of commitment to their jobs than did Generation Xers.

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.

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

Mayr, Nina A., E-mail: ninamayr@uw.edu; Hu, Kenneth S.; Liao, Zhongxing

In this era of globalization and rapid advances in radiation oncology worldwide, the American Society for Radiation Oncology (ASTRO) is committed to help decrease profound regional disparities through the work of the International Education Subcommittee (IES). The IES has expanded its base, reach, and activities to foster educational advances through a variety of educational methods with broad scope, in addition to committing to the advancement of radiation oncology care for cancer patients around the world, through close collaboration with our sister radiation oncology societies and other educational, governmental, and organizational groups.

Validating the short measure of the Effort-Reward Imbalance Questionnaire in older workers in the context of New Zealand.

PubMed

Li, Jian; Herr, Raphael M; Allen, Joanne; Stephens, Christine; Alpass, Fiona

2017-11-25

The objective of this study was to validate a short version of the Effort-Reward-Imbalance (ERI) questionnaire in the context of New Zealand among older full-time and part-time employees. Data were collected from 1694 adults aged 48-83 years (mean 60 years, 53% female) who reported being in full- or part-time paid employment in the 2010 wave of the New Zealand Health, Work and Retirement study. Scale reliability was evaluated by item-total correlations and Cronbach's alpha. Factorial validity was assessed using multi-group confirmatory factor analyses assessing nested models of configural, metric, scalar and strict invariance across full- and part-time employment groups. Logistic regressions estimated associations of effort-reward ratio and over-commitment with poor physical/mental health, and depressive symptoms. Internal consistency of ERI scales was high across employment groups: effort 0.78-0.76; reward 0.81-0.77, and over-commitment 0.83-0.80. The three-factor model displayed acceptable fit in the overall sample (X 2 /df = 10.31; CFI = 0.95; TLI = 0.94; RMSEA = 0.075), and decrements in model fit indices provided evidence for strict invariance of the three-factor ERI model across full-time and part-time employment groups. High effort-reward ratio scores were consistently associated with poor mental health and depressive symptoms for both employment groups. High over-commitment was associated with poor mental health and depressive symptoms in both groups and also with poor physical health in the full-time employment group. The short ERI questionnaire appears to be a valid instrument to assess adverse psychosocial work characteristics in old full-time and part-time employees in New Zealand.

Validating the short measure of the Effort-Reward Imbalance Questionnaire in older workers in the context of New Zealand

PubMed Central

Li, Jian; Herr, Raphael M.; Allen, Joanne; Stephens, Christine; Alpass, Fiona

2017-01-01

Objectives: The objective of this study was to validate a short version of the Effort-Reward-Imbalance (ERI) questionnaire in the context of New Zealand among older full-time and part-time employees. Methods: Data were collected from 1694 adults aged 48-83 years (mean 60 years, 53% female) who reported being in full- or part-time paid employment in the 2010 wave of the New Zealand Health, Work and Retirement study. Scale reliability was evaluated by item-total correlations and Cronbach's alpha. Factorial validity was assessed using multi-group confirmatory factor analyses assessing nested models of configural, metric, scalar and strict invariance across full- and part-time employment groups. Logistic regressions estimated associations of effort-reward ratio and over-commitment with poor physical/mental health, and depressive symptoms. Results: Internal consistency of ERI scales was high across employment groups: effort 0.78-0.76; reward 0.81-0.77, and over-commitment 0.83-0.80. The three-factor model displayed acceptable fit in the overall sample (X2/df = 10.31; CFI = 0.95; TLI = 0.94; RMSEA = 0.075), and decrements in model fit indices provided evidence for strict invariance of the three-factor ERI model across full-time and part-time employment groups. High effort-reward ratio scores were consistently associated with poor mental health and depressive symptoms for both employment groups. High over-commitment was associated with poor mental health and depressive symptoms in both groups and also with poor physical health in the full-time employment group. Conclusions: The short ERI questionnaire appears to be a valid instrument to assess adverse psychosocial work characteristics in old full-time and part-time employees in New Zealand. PMID:28835574

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.

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.

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.

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.

77 FR 50420 - Proposed Provision of Navigation Services for the Next Generation Air Transportation System...

Federal Register 2010, 2011, 2012, 2013, 2014

2012-08-21

... operate and conduct training in a GPS-denied environment. Both the FAA and DoD are committed to working... Defense (DoD), and Airlines For America (A4A)) expressed interest in being included in the working group... commented that they would like to be consulted on the policy. FAA Response: The FAA will convene a working...

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.

The International Scientific Working Group on Tick-Borne Encephalitis (ISW TBE): Review of 17 years of activity and commitment.

PubMed

Kunze, Ursula

2016-04-01

Tick-borne encephalitis (TBE) has been a growing public health problem in Europe and other parts of the world for the past 20 years. In 1999, in order to encourage the control of TBE, international experts created a new body: The International Scientific Working Group on Tick-Borne Encephalitis (ISW-TBE). This Working Group has been composed of internationally recognized scientific experts from tick-borne encephalitis virus (TBEv)-endemic and non-endemic regions with extensive personal expertise in the field and a high level of commitment to improve the knowledge of TBE and to increase the public awareness of TBE. Since the foundation of the Working Group, ISW-TBE members meet annually. Every meeting is dedicated to a specific topic, and since 2004 a yearly conference report has been published to inform the scientific community about the latest developments. Among the specific issues that have been extensively discussed over the years were the following: clinical aspects of the disease, TBE in children and golden agers, epidemiology, possible causes for the increase in TBE incidence in Europe, TBE and awareness, TBE and travel, (low) vaccination rates, and the cooperation with the European Centre for Disease Prevention and Control (ECDC). This paper gives an overview of the most important activities and achievements of the ISW-TBE over the past 17 years. Copyright © 2016 Elsevier GmbH. All rights reserved.

QuEST: Qualifying Environmentally Sustainable Technologies. Vol. 3

NASA Technical Reports Server (NTRS)

Lewis, Pattie (Editor)

2008-01-01

This is an exciting new chapter for the NASA Technology Evaluation for Environmental Risk Mitigation Principal Center (TEERM). The Principal Center's past successes have created new opportunities for partnership and technology implementation. TEERM is continuing to support the current NASA Programs while reaching out and offering our assistance and experience to Constellation. NASA has also assumed Chairmanship responsibility of the Joint Group on Pollution Prevention (JG-PP) and Chairmanship of the JG-PP Working Group (WG). Both JG-PP and TEERM strive to improve mission readiness and reduce risk to personnel and assets by solving joint problems through cooperation. JG-PP and TEERM not only show our commitment to environmental stewardship, but also our commitment to fiscal responsibility.

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.

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.

Locum doctors in general practice: motivation and experiences.

PubMed Central

McKevitt, C; Morgan, M; Hudson, M

1999-01-01

BACKGROUND: There is evidence of dissatisfaction with locum doctors' performance, but little is known about doctors who work as locums in general practice or about their experiences of this work. AIM: To describe the motivations and experiences of doctors providing locum cover in general practices. METHOD: A postal questionnaire survey distributed to locums through organizations such as locum groups, commercial agencies, and general practices. RESULTS: Questionnaires were returned by 111 doctors currently working as locums in general practice. Four main reasons for working as a locum GP were: as a short-term option while between posts, to gain experience of different practices before commitment to one practice, to balance work and family or other commitments, to continue part-time work after retirement. One-quarter of responders intended to continue working as a locum indefinitely. The drawbacks of locum work included frustration with low status, lack of security, and difficulty accessing structured training and education. CONCLUSION: Locum doctors in general practice are a heterogeneous group that includes those who have chosen this type of work. The doctors who intend to continue as locums indefinitely represent a useful resource in primary care whose ability to provide short-term cover could be maximized. The need to control the quality of 'freelance' doctors should not overshadow the need to control the quality of their working environments. PMID:10621983

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…

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.

The Origin of the United States Security Commitment to the Republic of Korea

DTIC Science & Technology

1987-06-01

and war and of the effect of these objectives on our strategic plans, in the light of the probable fission bomb capability and possible thermonuclear ... bomb capability of the Soviet Union. 226 A special ad hoc working group was formed under Nitze to conduct this study. This group took advantage of the

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.

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.

Attaining organizational commitment across different generations of nurses.

PubMed

Carver, Lara; Candela, Lori

2008-11-01

To inform nurse managers about the generational differences that exist among nurses, how it affects the work environment and how this information can be used to encourage organizational commitment. Every person is born into a generational cohort of peers who experience similar life experiences that go on to shape distinct generational characteristics. Thanks to delayed retirements, mid-life career changes, job re-entry and a small but significant group of younger graduates, the nursing profession is now experiencing four generations in the workforce: Veterans, Baby Boomers, Generation X and the Millennial Generation. At the same time, the literature on organizational commitment is expanding and can provide a compelling context through which to view generational differences among nurses. As part of an overall strategy to increase organizational commitment, consideration of generational differences in nurses can be helpful in leading to increased job satisfaction, increased productivity and decreased turnover among staff. In the face of the global nursing shortage, managers should increase their knowledge of generational diversity just as they have with ethnic and cultural diversity in the past. Understanding how to relate to the different generations and tap into their individual strengths can lead to improved nursing work environments.

An integrative review of literature on determinants of nurses' organizational commitment.

PubMed

Vagharseyyedin, Seyyed Abolfazl

2016-01-01

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

Revisiting the impact of job satisfaction and organizational commitment on nurse turnover intention: an individual differences analysis.

PubMed

De Gieter, Sara; Hofmans, Joeri; Pepermans, Roland

2011-12-01

Nurse turnover is an important contributing factor to the worldwide nursing shortage. Many studies have examined the antecedents of nurse turnover to gain a better understanding of the problem and help hospitals reduce their turnover rates. However, an important shortcoming of this research stream is its exclusive focus on explaining turnover behavior of the "average nurse", thereby disregarding individual differences between nurses and groups of nurses. To examine individual differences in the relationships between two crucial turnover antecedents - job satisfaction and organizational commitment - and nurse turnover intention. A sample of 287 nurses working for a variety of Belgian hospitals participated in the study. A survey method was used to collect quantitative data, which were analyzed through standard multiple linear regression, mixture regression models and t-tests. In the total sample of hospital nurses, both job satisfaction and organizational commitment significantly predicted nurse turnover intention. However, subsequent individual differences analyses revealed the existence of two subgroups of nurses. In the satisfaction focused group, only job satisfaction was found to predict nurse turnover intention, whereas in the satisfaction and commitment focused group both job satisfaction and organizational commitment were related to turnover intention. Furthermore, nurses in the latter group displayed stronger turnover intention, were significantly younger and had less job tenure and organizational tenure than nurses in the satisfaction focused group. The debate on the antecedents of nurse turnover still continues, as the existing models fail to fully grasp nurse turnover. The present study identifies individual differences in nurse turnover antecedents among groups of nurses as a possible reason for the absence of one comprehensive turnover model that holds for the general nursing population. Further studies are needed in order to capture the total impact of the underlying individual differences in nurse turnover antecedents. 2011 Elsevier Ltd. All rights reserved.

A Longitudinal Investigation of Work-Family Strains and Gains, Work Commitment, and Subsequent Employment Status among Partnered Working Mothers

ERIC Educational Resources Information Center

Mulvaney, Matthew K.; McNall, Laurel A.; Morrissey, Rebecca A.

2011-01-01

The purpose of this study was to examine the influence of the work-family interface on mothers' commitment to work and the implications of that work commitment for subsequent employment. The study included a sample of employed partnered mothers who participated in the National Institute of Child Health and Human Development Study of Early Child…

Commitment to Community Practice among Social Work Students: Contributing Factors

ERIC Educational Resources Information Center

Boehm, Amnon; Cohen, Ayala

2013-01-01

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

Work engagement, work commitment and their association with well-being in health care.

PubMed

Kanste, Outi

2011-12-01

The aim was to examine whether work engagement and work commitment can be empirically discriminated and how they are associated with well-being. The terminology used in literature and in practice is confused by the interchangeable use of these terms. Only few studies, like Hallberg and Schaufeli's study, have examined the relationships between work engagement and work commitment systematically by using empirical data. In this study, the data were gathered via self-reported questionnaire from the healthcare staff working in 14 health centres and four hospitals in Finland. The data consisted of 435 responses. The material was analysed by using structural equation modelling (SEM) and correlations. The items of work engagement and work commitment dimensions (identification with organization, willingness to exert in organization's favour, occupational commitment and job involvement) loaded on their own latent variables in SEM analysis, so the data supported this five-factor model. Work engagement and work commitment dimensions were positively related, sharing between 2 and 33% of their variances. These constructs also displayed different correlations with some indicators of well-being measured as personal accomplishment, psychological well-being, mental resources, internal work motivation and willingness to stay on at work. Work engagement had moderate positive correlation to personal accomplishment (r = 0.68, p < 0.001). Identification with organization (r = 0.40, p < 0.001), willingness to exert in organization's favour (r =0.44, p < 0.001) and occupational commitment (r =0.37, p < 0.001) had low correlations to personal accomplishment. The results support the notion that work engagement can be empirically discriminated from work commitment. They are distinct, yet related constructs that complement each other, describing different aspects of positive attitudes towards work. The results can be utilized in interventions aimed at quality of working life in health care as well as in studies investigating discriminant and construct validity. © 2011 The Author. Scandinavian Journal of Caring Sciences © 2011 Nordic College of Caring Science.

The IAU Division A Working Group on the Third Realization of the ICRF: Background, Goals, Plans

NASA Astrophysics Data System (ADS)

Gaume, Ralph

2015-08-01

The XXVIII General Assembly of the IAU (Beijing, 2012) established the Division A Working Group on the Third Realization of the International Celestial Reference Frame (ICRF). The adopted charter of the ICRF3 Working Group includes a commitment to report on the implementation and execution plans for ICRF3 during the XXIX General Assembly of the IAU along with a targeted completion and presentation of ICRF3 in 2018 to the XXX General Assembly for adoption. This talk will discuss the background, purpose, and overall implementation plan for ICRF3, and motivate the concept, currently under consideration by the ICRF3 Working Group, that future realizations of the ICRF be based on multi-frequency astrometric data, starting with ICRF3.

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.

In Search of Common Ground.

ERIC Educational Resources Information Center

Boston, Jane

1994-01-01

Educators faced with controversial issues must learn to work constructively with pressure groups and concerned citizens. They must ask questions concerning their own political leanings, response to conflict, understanding of institutional core values, commitment to democratic decision making, and attention to policies and procedures.…

How commitment and involvement influence the development of strategic consensus in health care organizations: the multidisciplinary approach.

PubMed

Carney, Marie

2007-09-01

The aim of this study was to describe how clinician and non-clinician managers achieved consensus of strategy in hospitals. This was the first empirical study undertaken that investigated the impact of organizational commitment on the strategic involvement-strategic consensus relationship. Clinicians and non-clinician managers hold a pivotal role in health care management from the strategic perspective. The importance of multidisciplinary collaboration is recognized, yet how strategic consensus is achieved amongst health service managers, has not been previously researched. The focus of the professional is often on local concerns rather on the broader organizational strategy. This orientation has led to the charge by health service management that clinicians are not interested in, or do not seek to be involved in strategy development. As half of the clinician group in this study were registered nurses and midwives it is important, for multidisciplinary and interdisciplinary collaboration and for strategic development that this group has an awareness of the importance of strategic involvement and organizational commitment in the attainment of strategic consensus. A descriptive study was undertaken and quantitative data were generated through the survey method. The aims of the study were articulated through hypotheses. Almost 400 middle manager heads of department, working in acute care not-for-profit health service organizations, in the Republic of Ireland, responded. Findings indicated that a stronger relationship existed between consensus and commitment than between involvement and commitment. In addition, when present in the organization, involvement and commitment together were better predictors of consensus than each of those factors on its own, but significantly commitment had a greater impact in predicting consensus than involvement had.

Career Commitment: A Reexamination and an Extension.

ERIC Educational Resources Information Center

Goulet, Laurel R.; Singh, Parbudyal

2002-01-01

A model investigating effects on career commitment of job involvement, organizational commitment, and job satisfaction added the variables achievement need, work ethic, and extra-work factors (family involvement, number of dependents). Tested with 228 subjects, the model supported the effects of achievement need and work ethic but not extra-work…

Relationships of work-related psychosocial risks, stress, individual factors and burnout - Questionnaire survey among emergency physicians and nurses.

PubMed

Ilić, Ivana M; Arandjelović, Mirjana Ž; Jovanović, Jovica M; Nešić, Milkica M

2017-03-24

Psychosocial risks represent a great challenge for safety and health protection at work in Europe. The purpose of this study has been to determine the relationships of psychosocial risks arising from work, stress, personal characteristics and burnout among physicians and nurses in the Emergency Medical Service (EMS). We performed a cross-sectional study based on a questionnaire survey which contained the Copenhagen Psychosocial Questionnaire (COPSOQ) and Copenhagen Burnout Inventory (CBI). A total of 88 physicians and 80 nurses completed the survey. Physicians demonstrated higher emotional (mean (M) ± standard deviation (SD) = 74.57±16.85) and cognitive (M±SD = 75.95±13.74) demands as compared to nurses. Both groups had high sensory demands and responsibilities at work, in spite of the low degree of their autonomy. The meaning of work, commitment to the workplace, and insecurity at work were high for both groups. Among all participants, stressful behavior and reactions were within the limits of low values (< 40) and coping strategies showed high values (> 60). Personal and patient-related burnout was high for both groups, where physicians were significantly affected by work-related burnout. The influence at work, degree of freedom at work, social support, sense of coherence, mental health, and problem-focused coping are negatively related to work-related burnout. Based on personal factors and coping styles, emergency physicians and nurses are representing a self-selective professional group that meets high work demands, great responsibility, strong commitment and insecurity at work. Burnout of physicians and nurses in the EMS tends to be ignored, although it has severe consequences on their mental and general health. Med Pr 2017;68(2):178-178. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

[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.

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

ERIC Educational Resources Information Center

Brandt, Joanne; Krawczyk, Rosemary; Kalinowski, Jon

2008-01-01

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

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

ERIC Educational Resources Information Center

Holliman, Stephanie Layne

2012-01-01

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

Renewing Professional Organizations and Action Learning

ERIC Educational Resources Information Center

Mullen, Carol A.

2011-01-01

This account concerns the renewal of established professional organizations though action learning. In order to revitalize one national organization, an executive group of leaders committed to co-leading and co-learning through a friendly, computer-supported governance structure. Manifestations of our work together were an accelerated…

Criteria for successful multiprofessional cooperation in palliative care teams.

PubMed

Jünger, S; Pestinger, M; Elsner, F; Krumm, N; Radbruch, L

2007-06-01

Team work is considered a central component of palliative care. Within this comparatively young field of medicine, the emergence of new institutions (eg, palliative care units) highlights the challenge of establishing a completely new team. This study focuses on the factors, which enhance both the success and outcome criteria of good team work from the perception of team members in a palliative care unit. The palliative care team at the University Hospital of Aachen (n = 19) was interviewed 1 year after the unit's startup by the means of semistructured interviews. Interview texts were analysed using qualitative content analysis. Factors crucial to cooperation in the team members' views were close communication, team philosophy, good interpersonal relationships, high team commitment, autonomy and the ability to deal with death and dying. Moreover, close communication was by far the most frequently mentioned criteria for cooperation. Team performance, good coordination of workflow and mutual trust underpin the evaluation of efficient team work. Inefficient team work is associated with the absence of clear goals, tasks and role delegation, as well as a lack of team commitment. In a new team, close communication is particularly important for staff as they reorientate themselves to the dynamics of a new peer group. The results confirm the overwhelming importance of clarity, commitment and close, positive exchange among team members for successful team work.

Mindsets of commitment and motivation: interrelationships and contribution to work outcomes.

PubMed

Battistelli, Adalgisa; Galletta, Maura; Portoghese, Igor; Vandenberghe, Christian

2013-01-01

Two studies are reported that investigate the relationships among commitment and motivation mindsets and their contribution to work outcomes. Study 1 involved 487 nurses from a hospital in the center of Italy. Results showed that commitment's facets were related to parallel dimensions of work motivation. Study 2 involved 593 nurses from a hospital in the north of Italy. Analyses indicated that commitment and motivation were important antecedents of working attitudes and behaviors. Moreover, self-determined motivation played a critical mediating role in positive behaviors. Findings are discussed in terms of their practical implications for organizations and employees.

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.

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

PubMed Central

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

2016-01-01

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

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

PubMed

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

2016-04-01

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

Work Satisfaction, Motivation, and Commitment in Teaching English as a Second Language.

ERIC Educational Resources Information Center

Pennington, Martha C.

A discussion of work satisfaction, motivation, and commitment focuses on unique needs and issues in the profession of English-as-a-Second-Language (ESL) teaching. The first chapter gives an overview of literature on the general subjects of work satisfaction, motivation, commitment, and closely related areas such as stress and burnout, including a…

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

ERIC Educational Resources Information Center

Tentama, Fatwa; Pranungsari, Dessy

2016-01-01

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

Abusive supervision and subordinates' organization deviance.

PubMed

Tepper, Bennett J; Henle, Christine A; Lambert, Lisa Schurer; Giacalone, Robert A; Duffy, Michelle K

2008-07-01

The authors developed an integrated model of the relationships among abusive supervision, affective organizational commitment, norms toward organization deviance, and organization deviance and tested the framework in 2 studies: a 2-wave investigation of 243 supervised employees and a cross-sectional study of 247 employees organized into 68 work groups. Path analytic tests of mediated moderation provide support for the prediction that the mediated effect of abusive supervision on organization deviance (through affective commitment) is stronger when employees perceive that their coworkers are more approving of organization deviance (Study 1) and when coworkers perform more acts of organization deviance (Study 2).

A Feminist Multicultural Perspective on Supervision

ERIC Educational Resources Information Center

Nelson, Mary Lee; Gizara, Sharon; Hope, Anna Crombach; Phelps, Rosemary; Steward, Robbie; Weitzman, Lauren

2006-01-01

Sixteen members of the Section for the Advancement of Women conference work group identified themes and issues relevant to a feminist multicultural perspective on supervision. Issues raised included feminist silence and White privilege, the importance of self-examination, the courage to be anxious, personal commitment to uncertainty, and isolation…

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

PubMed

Greguras, Gary J; Diefendorff, James M

2009-03-01

Integrating and expanding upon the person-environment fit (PE fit) and the self-determination theory literatures, the authors hypothesized and tested a model in which the satisfaction of the psychological needs for autonomy, relatedness, and competence partially mediated the relations between different types of perceived PE fit (i.e., person-organization fit, person-group fit, and job demands-abilities fit) with employee affective organizational commitment and overall job performance. Data from 163 full-time working employees and their supervisors were collected across 3 time periods. Results indicate that different types of PE fit predicted different types of psychological need satisfaction and that psychological need satisfaction predicted affective commitment and performance. Further, person-organization fit and demands-abilities fit also evidenced direct effects on employee affective commitment. These results begin to explicate the processes through which different types of PE fit relate to employee attitudes and behaviors. (c) 2009 APA, all rights reserved.

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

ERIC Educational Resources Information Center

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

2012-01-01

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

How Do I Get My Students to Work Together? Getting Cooperative Learning Started

NASA Astrophysics Data System (ADS)

Hamby Towns, Marcy

1998-01-01

The American Chemical Society Committee on Professional Training presented in their Spring 1996 newsletter the results of an industrial roundtable which was convened to address what industry looks for in new hires. Roundtable participants voiced broad agreement that in addition to technical skills, one of the key experiences industry seeks in new hires is team problem solving. Cooperative learning activities improve team problem solving skills and promote the development of interpersonal skills and communication skills through face-to-face interactions. Cooperative learning is not simply putting students into groups and telling them to work together. Cooperative learning requires preparation on the part of the students and the instructor. This article discusses how to implement cooperative learning through a series of activities which allow the students to get to know each other. Students who build supportive committed relationships with each other become more committed to the course, more committed to each other, and more willing to take on tough tasks because they expect to succeed. In essence, they form a coherent learning community.

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.

Investigation of the relationship between structural empowerment and organizational commitment of nurses in Zanjan hospitals.

PubMed

Eskandari, Fereidoun; Siahkali, Soheila Rabie; Shoghli, Alireza; Pazargadi, Mehrnoosh; Tafreshi, Mansoreh Zaghari

2017-03-01

The demanding nature of nursing work environments signals longstanding and growing concerns about nurses' health and job satisfaction and the provision of quality care. Specifically in health care settings, nurse leaders play an essential role in creating supportive work environments to avert these negative trends and increase nurse job satisfaction. The purpose of this study was to examine the relationship between structural empowerment and organizational commitment of nurses. 491 nurses working in Zanjan hospitals participated in this descriptive-correlational study in 2010. Tools for data collection were Meyer and Allen's organizational commitment questionnaire and "Conditions for Work Effectiveness Questionnaire-II" (CWEQ-II). Data was analyzed by SPSS16. The statistical tests such as variance analysis, t-test, pearson correlation coefficient and linear regression were used for data analysis. According to the findings, the perception of nurses working in hospitals on "Structural Empowerment" was moderate (15.98±3.29). Nurses believed "opportunity" as the most important element in structural empowerment with the score of 3.18 ±0.79. Nurses working in non-academic hospitals and in non-teaching hospitals had higher organizational commitment than others. There was a significant relationship between structural empowerment and organizational commitment. Generally, structural empowerment (relatively strong) correlates with nurses' organizational commitment. We concluded that a high structural empowerment increases the organizational commitment of nurses.

Vehicle Engineering Development Activities at the Marshall Space Flight Center

NASA Technical Reports Server (NTRS)

Fisher, Mark F.; Champion, Robert H., Jr.

1999-01-01

New initiatives in the Space Transportation Directorate at the Marshall Space Flight Center include an emphasis on Vehicle Engineering to enhance the strong commitment to the Directorate's projects in the development of flight hardware and flight demonstrators for the advancement of space transportation technology. This emphasis can be seen in the activities of a newly formed organization in the Transportation Directorate, The Vehicle Subsystems Engineering Group. The functions and type of activities that this group works on are described. The current projects of this group are outlined including a brief description of the status and type of work that the group is performing. A summary section is included to describe future activities.

Teacher Activism: Enacting a Vision for Social Justice

ERIC Educational Resources Information Center

Picower, Bree

2012-01-01

This qualitative study focused on educators who participated in grassroots social justice groups to explore the role teacher activism can play in the struggle for educational justice. Findings show teacher activists made three overarching commitments: to reconcile their vision for justice with the realities of injustice around them; to work within…

Leisure and the Retired Professor: Occupation Matters

ERIC Educational Resources Information Center

Dorfman, Lorraine; Kolarik, Douglas

2005-01-01

Little attention has been given to the leisure activities of retired professors, whose activity patterns in retirement may be different from those of other occupational groups because of their lifetime commitment to work. This interview study uses both quantitative and qualitative data to investigate: (a) the leisure and professional activities of…

Relationship between Teacher Motivation and Commitment to the Profession.

ERIC Educational Resources Information Center

Kaufman, Johanna Wahl

A study examined the feasibility of the use of the Herzberg Motivation-Hygiene Theory to identify groups of teachers as motivation seekers. The theory distinguishes individuals by their personal needs, i.e., "hygiene needs," such as working conditions, salary, class size, supervision, policy, and benefits; and "motivation…

Role conflict and satisfaction in the work-family context: Age differences in the moderating effect of role commitment.

PubMed

Chan, Hiu Ching; Jiang, Da; Fung, Helene H

2015-03-01

This study examined age differences in the buffering effects of role commitment on the associations between role conflicts and satisfaction from the within-domain and cross-domain perspectives. Eighty-five working mothers participated in the study. Multiple regression analyses revealed that work conflicts were negatively associated with job satisfaction of younger employees but not older employees. Commitment to both work and family buffered against the negative association between family conflicts and family satisfaction for older employees but not younger employees. These findings highlight the importance of role commitment for working mothers across adulthood to cope with the demands in the work-family interface. © 2015 The Institute of Psychology, Chinese Academy of Sciences and Wiley Publishing Asia Pty Ltd.

Swedish dental hygienists' preferences for workplace improvement and continuing professional development.

PubMed

Petrén, V; Levin, G; Chohan, T; Preber, H; Candell, A; Bergström, J

2005-08-01

The present study examined factors for workplace improvement and continuing professional development (CPD) for Swedish dental hygienists. Seventy-one per cent of 577 randomly selected members of Sweden's Dental Hygienist Association responded to a questionnaire. The chi-square test, Spearman's rank correlation, and multiple stepwise logistic regression modelling were used in the statistical analysis. The results showed that dental hygienists having more than 10 sick days annually and with a strong commitment to their work increased the preference for workplace improvements, such as peer recognition of dental hygienists' professional qualifications, clinical process quality, and time for reading research articles and participating in projects. In addition, dental hygienists in the 41-52 age group were associated with workplace improvements. This is in contrast to the factors that decreased preferences for workplace improvements: clear work roles, a 1-year training programme, a male clinic manager, and working in the private sector. Practicing dental hygiene in the public sector and lifestyle factors were the most influential determinants for a strong interest in CPD. Workplaces should observe people that are obviously committed to their work, those with many sick days, and those in a specific age group, as they indicate different preferences for workplace improvements. CPD seems to be a lower priority than workplace improvements for Swedish dental hygienists.

Preferences, constraints or schemas of devotion? Exploring Norwegian mothers' withdrawals from high-commitment careers.

PubMed

Halrynjo, Sigtona; Lyng, Selma Therese

2009-06-01

Despite decades of focus on gender equality and work-family balance, parenthood still affects mothers' and fathers' careers differently. Drawing on in-depth interviews with Norwegian mothers who are relinquishing high-commitment careers of law and consultancy, this paper questions the adequacy of established explanations emphasizing constraints vs. individual preferences. Our sample of female professionals living in a well-developed welfare state is particularly apt to explore the processes and mechanisms upholding the statistically gendered pattern of women reducing their work commitment after childbirth. These doubly privileged mothers might be considered to have the best odds for combining career and work commitment with motherhood. Thus, we argue that the approach emphasizing practical constraints does not sufficiently account for the withdrawal from high-commitment careers among these female professionals. Nevertheless, we are not content with the claim of Preference Theory that this shift in commitment is merely a matter of 'not-so-dedicated' women discovering their 'genuine' preferences. Rather, in order to understand why and how this shift occurs, we explore the culturally constructed rationalities and schemas of both work and family devotions. We specifically examine the circumstances, mechanisms and steps in a seemingly individual process of making the shift in commitment from a promising career to a family-friendly job. Moreover, the analysis demonstrates how generous parental leave arrangements designed to enhance gender equality and work-family balance by simply reducing practical constraints may have limited--or even counterproductive--impact within high-commitment occupations where the 'irreplaceability' of workers is taken for granted. Our findings indicate that unless the culturally (re)produced discourses, demands and expectations of both work and family are exposed and challenged, even intentionally gender neutral work-family policies will continue to facilitate mothers' career withdrawals, expressed as modified individual preferences.

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.…

40 CFR 52.2306 - Particulate Matter (PM10) Group II SIP commitments.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 4 2010-07-01 2010-07-01 false Particulate Matter (PM10) Group II SIP commitments. 52.2306 Section 52.2306 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR... Particulate Matter (PM10) Group II SIP commitments. On July 18, 1988, the Governor of Texas submitted a...

40 CFR 52.2306 - Particulate Matter (PM10) Group II SIP commitments.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 40 Protection of Environment 4 2011-07-01 2011-07-01 false Particulate Matter (PM10) Group II SIP commitments. 52.2306 Section 52.2306 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR... Particulate Matter (PM10) Group II SIP commitments. On July 18, 1988, the Governor of Texas submitted a...

40 CFR 52.1637 - Particulate Matter (PM10) Group II SIP commitments.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 4 2010-07-01 2010-07-01 false Particulate Matter (PM10) Group II SIP commitments. 52.1637 Section 52.1637 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR... Particulate Matter (PM10) Group II SIP commitments. (a) On August 19, 1988, the Governor of New Mexico...

40 CFR 52.1637 - Particulate Matter (PM10) Group II SIP commitments.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 40 Protection of Environment 4 2011-07-01 2011-07-01 false Particulate Matter (PM10) Group II SIP commitments. 52.1637 Section 52.1637 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR... Particulate Matter (PM10) Group II SIP commitments. (a) On August 19, 1988, the Governor of New Mexico...

Perceptions of job satisfaction relating to affective organisation commitment.

PubMed

Papinczak, Tracey

2012-10-01

Affective organisation commitment, which refers to a psychological attachment to, and involvement with, an employing institution, is regarded as important because of its effects on employee identification with the employer and its causal effects on work effort and staff retention. This paper explores the experiences of casual tutors facilitating problem-based learning (PBL) tutorials and aims to identify aspects of their role that strengthen and detract from employee job satisfaction and affective commitment. Qualitative data were gathered from first- and second-year tutors (N = 13) through 2 focus groups. Both clinicians and non-clinicians were recruited, including highly experienced staff and those with < 12 months of tutoring experience. Four main themes arose from inductive analysis of data: job-related factors; job-involvement characteristics; professional challenges and responsibilities, and mentoring for learning and support. The first 2 themes are congruent with previous literature on organisation commitment; novel findings include the supportive and compensatory nature of the collegial relationships formed between casual tutors. Role attenuation, a job-related factor, was a predominant perception as it related to dysfunctional groups and increasing student disengagement with PBL. Within the unique learning environment of PBL, positive factors relating to job satisfaction may have an important role to play in improving tutors' commitment to their employing organisation. Aspects of the role which are viewed most negatively and relate most significantly to affective commitment need to be addressed promptly. Attention should be directed to supporting tutors to maximise the perceived benefits and providing professional development and improved communication to better address issues associated with difficult or disengaged students as well as isolation from decision-makers. © Blackwell Publishing Ltd 2012.

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 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.

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

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.

Work satisfaction, stress, quality of care and morale of older people in a nursing home.

PubMed

Redfern, Sally; Hannan, Shirina; Norman, Ian; Martin, Finbarr

2002-11-01

The aim in the present study, which was carried out in one nursing home for older people, was to determine the feasibility of working with care workers and very frail service users to investigate links between the levels of work satisfaction and stress of the staff, and the quality of care and morale of the residents. Most of the 44 care staff (70%) and 22 cognitively intact residents (82%) participated willingly in completing rating scales through self-completion questionnaire or by interview. Well-validated scales were used to measure job satisfaction, work stress, organisational commitment, perceived quality of care, and morale and mental health. The findings revealed a staff group with a fairly high level of job dissatisfaction and stress, who were, nevertheless, very committed to the nursing home. The morale of the residents was good although the residents rated the home atmosphere lower than the staff did. Significant correlations emerged, in the expected direction, between satisfaction, commitment, stress and quality of care perceived by staff. The correlations between home atmosphere perceived by residents, and their morale and mental health were low; further investigation is needed with a larger sample. This feasibility study supports the need for further research using a case-study approach in a small number of homes because of the labour-intensive nature of the data collection and the importance of triangulating data from many sources.

Personality and professional commitment of students in nursing, social work, and teaching: A comparative survey.

PubMed

Nesje, Kjersti

2016-01-01

Nurses are often portrayed as possessing specific traits and dispositions associated with care and empathy. The assumption has been that possessing these traits makes nurses competent, engaged, and well suited to their job. This proposition has been mostly normative, and few studies have investigated how this plays out empirically. The aims of this study were to investigate (a) whether possessing a personality trait related to empathy and care was more common among nursing students than students in teaching and social work programs and (b) whether nursing students possessing an affirming personality trait judged themselves to be more suited to their future work - understood as commitment to the profession - than students in teaching and social work. A cross-sectional survey design was used. All first-year students attending seven Norwegian universities and university colleges were invited to participate in the study. Of the 1675 students who participated in the survey, 527 were nursing students, 668 were students in teaching, and 480 were social work students. A response rate of 65 percent was achieved. The survey was conducted by Oslo and Akershus University College in the autumn of 2012. Data collection methods included both a paper-and-pencil questionnaire and an online survey. Instruments used included Blau's Career Commitment Scale and Orlinsky and Rønnestad's Interpersonal Adjective Scale. Analysis of variance and regression analysis were performed on the data. Nursing students did not differ from students in teaching and social work programs in terms of the degree of affirming personality trait. Furthermore, the regression analysis revealed an equally strong association between having an affirming personality trait and being committed to the profession among all these student groups. The results of this study indicate that the narrative of nursing students as individuals who possess a special personality characteristic does not entirely reflect reality. Copyright © 2015 Elsevier Ltd. All rights reserved.

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 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.

Socialization, Commitment and Attrition in Student Affairs Work

ERIC Educational Resources Information Center

Fried, Michael Joseph

2014-01-01

This study sought to examine the interrelationships between job socialization, organizational commitment, occupational commitment, and intention to leave a job for individuals working in the field of student affairs. Specifically, a theoretical model was proposed based on the literature in order to determine how well that model fit data gathered…

Work and Family Variables, Entrepreneurial Career Success, and Psychological Well-Being.

ERIC Educational Resources Information Center

Parasuraman, Saroj; And Others

1996-01-01

Responses from 111 entrepreneurs revealed that work characteristics/pressures influence work more than family commitment; parental demands and partner support influence family more than work commitment. Women devote more time to family and men to work. Autonomy enables entrepreneurs to minimize the intrusion of family on work. (SK)

The combination of work organizational climate and individual work commitment predicts return to work in women but not in men.

PubMed

Holmgren, Kristina; Ekbladh, Elin; Hensing, Gunnel; Dellve, Lotta

2013-02-01

To analyze if the combination of organizational climate and work commitment can predict return to work (RTW). This prospective Swedish study was based on 2285 participants, 19 to 64 years old, consecutively selected from the employed population, newly sick-listed for more than 14 days. Data were collected in 2008 through postal questionnaire and from register data. Among women, the combination of good organizational climate and fair work commitment predicted an early RTW with an adjusted relative risk of 2.05 (1.32 to 3.18). Among men, none of the adjusted variables or combinations of variables was found significantly to predict RTW. This study demonstrated the importance of integrative effects of organizational climate and individual work commitment on RTW among women. These factors did not predict RTW in men. More research is needed to understand the RTW process among men.

40 CFR 52.1489 - Particulate matter (PM-10) Group II SIP commitments.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 40 Protection of Environment 4 2010-07-01 2010-07-01 false Particulate matter (PM-10) Group II SIP commitments. 52.1489 Section 52.1489 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR... Particulate matter (PM-10) Group II SIP commitments. (a) On March 29, 1989, the Air Quality Officer for the...

40 CFR 52.1489 - Particulate matter (PM-10) Group II SIP commitments.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 40 Protection of Environment 4 2011-07-01 2011-07-01 false Particulate matter (PM-10) Group II SIP commitments. 52.1489 Section 52.1489 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR... Particulate matter (PM-10) Group II SIP commitments. (a) On March 29, 1989, the Air Quality Officer for the...

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).

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

ERIC Educational Resources Information Center

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

2015-01-01

The extent to which school neighbourhood affects teachers' work commitment is poorly known. In the current study, we investigated whether school neighbourhood socio-economic characteristics predicted teachers' organizational and professional commitment. Primary school teachers (n?=?1042) responded to surveys in 2000-2001 (baseline) and 2004…

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.

Fostering Culturally and Developmentally Responsive Teaching through Improvisational Practice

ERIC Educational Resources Information Center

Graue, Elizabeth; Whyte, Kristin; Delaney, Kate Kresin

2014-01-01

In this article we explore an effort to rethink curricular decision-making with a group of public pre-K teachers working in a context of curriculum escalation and commitment to play-based pedagogy. Through a professional development program designed to support developmentally and culturally responsive early mathematics, we examine how teachers…

Supervised Agricultural Experience Programs: An Examination of Committed Teachers and Student-Centered Programs

ERIC Educational Resources Information Center

Rubenstein, Eric D.; Thoron, Andrew C.

2015-01-01

SAE programs were designed as an integral component in SBAE. However, participation has continued to decline. This qualitative study examined exemplary SAE programs in rural SBAE to discover factors that were working in SAE development and implementation. Through focus groups, individual and informal interviews, and observations, two themes that…

77 FR 73433 - Appointments to a Recreational Fisheries Working Group by the Marine Fisheries Advisory Committee

Federal Register 2010, 2011, 2012, 2013, 2014

2012-12-10

... possess demonstrable expertise in the management or business of recreational fishing and/or fisheries... agencies and interactions with the Fishery Management Councils and/or regional and state partners; and be able to fulfill the time commitments required for up to two annual meetings. DATES: Applications must...

Working with Support in the Classroom

ERIC Educational Resources Information Center

Campbell, Anne, Ed.; Fairbairn, Gavin, Ed.

2005-01-01

Given that the government is committed to recruiting 50,000 extra teaching and teaching assistants by 2006 (Smithers, Guardian 18 October 2002), arguably the best use of teaching assistants can be achieved when they are properly briefed about the learning outcomes, content and appropriate styles of presentation for the group of pupils with whom…

Does affective organizational commitment and experience of meaning at work predict risk of disability pensioning? An analysis of register-based outcomes using pooled data on 40,554 observations in four occupational groups.

PubMed

Clausen, Thomas; Burr, Hermann; Borg, Vilhelm

2014-06-01

The aim of this study is to investigate whether experience of meaning at work (MAW) and affective organizational commitment (AOC) predict risk of disability pensioning in four occupational groups. Survey data from 40,554 individuals were fitted to a national register (DREAM) containing information on payments of disability pension. Using multi-adjusted Cox-regression, observations were followed in the DREAM-register to assess risk of disability pensioning. Low levels of MAW significantly increased risk of disability pensioning during follow-up referencing high levels of MAW. Respondents with medium levels of AOC had a significantly reduced risk of disability pensioning, when compared to respondents with high levels of AOC. Furthermore, results indicate an interaction effect between AOC and MAW in predicting risk of disability pension. AOC and MAW are significantly associated with risk of disability pensioning. Promoting MAW and managing AOC in contemporary workplaces may contribute towards reducing risk of disability pensioning. © 2014 Wiley Periodicals, Inc.

Not All Differentiation is the Same: Examining the Moderating Effects of Leader-Member Exchange (LMX) Configurations.

PubMed

Seo, Jungmin Jamie; Nahrgang, Jennifer D; Carter, Min Z; Hom, Peter W

2017-12-14

Leaders often influence whether an employee stays or quits and yet research in collective turnover, or turnover at the work-unit level, has neglected leadership as a key antecedent. In the current study we examine how the quality of leader-member relationships within a group (i.e., leader-member exchange, LMX) influences building a shared mindset of collective organizational commitment and ultimately influences collective turnover. We build on a key tenet of LMX theory that leaders form differentiated relationships with followers and propose that not all LMX differentiation is the same and therefore, researchers must take into account the configuration, or mix of high and low LMX relationships, within a group. We expect LMX configurations will moderate the influence of LMX differentiation on collective turnover through the mechanism of collective organizational commitment. We find 5 configurations of LMX relationships, including a bimodal, solo-status low LMX, solo-status high LMX, and 2 fragmented configurations. As hypothesized, LMX differentiation positively relates to collective organizational commitment and negatively relates to collective turnover in a solo-status low LMX configuration and a fragmented LMX configuration, and negatively relates to collective organizational commitment and positively relates to collective turnover in a bimodal configuration. Theoretical implications and future research directions are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

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.

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…

Working memory and inhibitory control across the life span: Intrusion errors in the Reading Span Test.

PubMed

Robert, Christelle; Borella, Erika; Fagot, Delphine; Lecerf, Thierry; de Ribaupierre, Anik

2009-04-01

The aim of this study was to examine to what extent inhibitory control and working memory capacity are related across the life span. Intrusion errors committed by children and younger and older adults were investigated in two versions of the Reading Span Test. In Experiment 1, a mixed Reading Span Test with items of various list lengths was administered. Older adults and children recalled fewer correct words and produced more intrusions than did young adults. Also, age-related differences were found in the type of intrusions committed. In Experiment 2, an adaptive Reading Span Test was administered, in which the list length of items was adapted to each individual's working memory capacity. Age groups differed neither on correct recall nor on the rate of intrusions, but they differed on the type of intrusions. Altogether, these findings indicate that the availability of attentional resources influences the efficiency of inhibition across the life span.

The Relationship between Psychological Capital and Professional Commitment of Preschool Teachers: The Moderating Role of Working Years

ERIC Educational Resources Information Center

Lee, Hsing-Ming; Chou, Mei-Ju; Chin, Chia-Hui; Wu, Ho-Tang

2017-01-01

The purpose of this research mainly lies in exploration of influence of psychological capital of preschool teachers on professional commitment, and moderation effect of their working years on the influential relationship between psychological capital and professional commitment. 400 Taiwan preschool teachers took part in this research as the…

Relationship between ethical work climate and nurses' perception of organizational support, commitment, job satisfaction and turnover intent.

PubMed

Abou Hashish, Ebtsam Aly

2017-03-01

Healthcare organizations are now challenged to retain nurses' generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses' dedication, commitment, satisfaction, and loyalty to their organization. This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses' organizational commitment, job satisfaction, and turnover intention. A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables. Ethical considerations: Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects' informed consent to participate in the research before data collection. The result revealed positive significant correlations between nurses' perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses' turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention. Strategies to foster and enhance ethical and supportive work climates as well as job-related benefits are considered significant factors in increasing nurses' commitment and satisfaction and decreasing their turnover intention.

Building community participatory research coalitions from the ground up: the Philadelphia area research community coalition.

PubMed

Johnson, Jerry C; Hayden, U Tara; Thomas, Nicole; Groce-Martin, Jennine; Henry, Thomas; Guerra, Terry; Walker, Alia; West, William; Barnett, Marina; Kumanyika, Shiriki

2009-01-01

A coalition of formal, large organizations and informal, grassroots organizations, recruited through an open process, contrasts with the usual practice of developing a community-based participatory research (CBPR) coalition with a small number of well-developed organizations. This paper describes the process, developmental challenges, and accomplishments of the Philadelphia Area Research Community Coalition (PARCC). The University of Pennsylvania-Cheyney University of Pennsylvania EXPORT Center established the PARCC, an academic-community research partnership of twenty-two diverse organizations of variable size and with variable experience in health research. The EXPORT Center provided the infrastructure and staff support needed to engage in sustained, face-to-face community outreach and to nurture, coordinate, and facilitate the 2.5-year developmental process. The start-up process, governing principles, activities, challenges, and lessons learned are described. Since its inception, PARCC established core work groups, a governance structure, operating principles, research training activities, community health education projects, and several PARCC-affiliated research projects. Organizations across the spectrum of developmental capacity were major contributors to PARCC. The success of PARCC was based on committed and trusted leadership, preexisting relationships, trust among members from the community and academia, research training, extensive time commitment of members to the coalition's work, and rapid development of work group activities. Building a CBPR coalition from the ground up involving organizations of diverse size and at various stages of development presents unique challenges that can be overcome with committed leadership, clear governance principles, and appropriate infrastructure. Engagement in community-based research during the early stages, while still developing trust, structure, and governance procedures can be accomplished as long as training of all partners is conducted and the trust building is not ignored.

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.

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

PubMed

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

2015-06-03

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

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

Predictors of Spousal Support for the Work Commitments of Husbands.

ERIC Educational Resources Information Center

Pittman, Joe F.; Orthner, Dennis K.

1988-01-01

Examined antecedents of spousal support of husbands' work commitment from perspective of wives. Found spousal support influenced directly only by satisfaction with quality of life made possible by local work organization and length of involvement with organization. Marital and social adjustment, and perceptions of husband's work environment…

The effects of work alienation on organisational commitment, work effort and work-to-family enrichment.

PubMed

Tummers, Lars G; Den Dulk, Laura

2013-09-01

The aim of this study was to analyse the effects of work alienation on organisational commitment, work effort and work-to-family enrichment. There is substantial research on the effects of work alienation on passive job performance, such as organisational commitment. However, studies analysing work alienation on active performance, such as work effort, and outside work, such as work-to-family enrichment, are scarce. Two dimensions of work alienation are considered: powerlessness and meaninglessness. Hypotheses are tested using surveys collected among a national sample of midwives in the Netherlands (respondents: 790, response rate 61%). the findings indicate that work alienation (powerlessness and meaninglessness) influence organisational commitment, work effort and--to a lesser extent--work-to-family enrichment. High work meaninglessness, in particular, has negative effects on these outcomes. When people feel that they have no influence in their work (hence, when they feel 'powerless') and especially when the feel that their work is not worthwhile (when they feel 'meaningless') this has substantial negative effects. Managers should increase the meaningfulness that people attach to their work, thereby maintaining a high-quality workforce. Possible strategies include: (1) improving person-job fit, (2) developing high-quality relationships, (3) better communicating the results people help to deliver. © 2013 John Wiley & Sons Ltd.

[Didactic psychodrama: strategy for the humanization of work relations].

PubMed

Saeki, Toyoko; Corrêa, Adriana Kátia; de Mello Souza, Maria Conceição Bernardo; Zanetti, Maria Lúcia

2002-01-01

The aim of this study is to analyze the use of pedagogical psychodrama as a strategy for reflecting on the humanization of health care. Five meetings were held from May to June 2000. In these meetings the following themes were developed: context of work in emergencies; updating of the personal and professional, individual and group reference, and acknowledgement of users. In view of the need of rethinking humanization in emergency care, we consider that the psychodrama approach alerted health professionals for the necessary commitment and responsibility in their work.

New Graduate Nurses' Professional Commitment: Antecedents and Outcomes.

PubMed

Guerrero, Sylvie; Chênevert, Denis; Kilroy, Steven

2017-09-01

This study examines the factors that increase new graduate nurses' professional commitment and how this professional commitment in turn affects professional turnover intentions, anxiety, and physical health symptoms. The study was carried out in association with the nursing undergraduate's affiliation of Quebec, Canada. A three-wave longitudinal design was employed among nursing students. Nurses were surveyed before they entered the labor market, and then twice after they started working. Participants were contacted by post at their home address. The hypotheses were tested using structural equation modeling. Professional commitment explains why good work characteristics and the provision of organizational resources related to patient care reduce nurses' anxiety and physical symptoms, and increase their professional turnover intentions. Pre-entry professional perceptions moderate the effects of work characteristics on professional commitment such that when participants hold positive pre-entry perceptions about the profession, the propensity to develop professional commitment is higher. There is a worldwide shortage of nurses. From a nurse training perspective, it is important to create realistic perceptions of the nursing role. In hospitals, providing a good work environment and resources conducive to their professional ethos is critical for ensuring nurses do not leave the profession early on in their careers. © 2017 Sigma Theta Tau International.

Can Marriage Education Mitigate the Risks Associated with Premarital Cohabitation?

PubMed Central

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

2015-01-01

This study tested whether relationship education (i.e., the Prevention and Relationship Education Program; PREP) can mitigate the risk of having cohabited before making a mutual commitment to marry (i.e., “pre-commitment cohabitation”) for marital distress and divorce. Using data from a study of PREP for married couples in the U.S. Army (N = 662 couples), we found that there was a significant association between pre-commitment cohabitation and lower marital satisfaction and dedication before random-assignment to intervention. After intervention, this pre-commitment cohabitation effect was only apparent in the control group. Specifically, significant interactions between intervention condition and cohabitation history indicated that for the control group, but not the PREP group, pre-commitment cohabitation was associated with lower dedication as well as declines in marital satisfaction and increases in negative communication over time. Further, those with pre-commitment cohabitation were more likely to divorce by the two-year follow up only in the control group; there were no differences in divorce based on premarital cohabitation history in the PREP group. These findings are discussed in light of current research on cohabitation and relationship education; potential implications are also considered. PMID:25938709

Towards a parsimonious program theory of return to work intervention.

PubMed

Claudi Jensen, Anne Grete

2013-01-01

Presentation of a salutogenic theory of return to work (RTW). The study group include 118 unskilled Danish public employees and privately employed house-cleaners on sick leave due to musculoskeletal and/or common mental illnesses. Theory of RTW is discussed from a theoretical and empirical viewpoint, using baseline-data from an intervention study in a longitudinal, non-randomized study design with follow-up after one year. High work ability, strong social support from colleagues and over-commitment are the most important prognostic factors for RTW. An active coping style, high self-efficacy and Sense of Coherence (SOC) are found to increase RTW and high hostility and over-commitment to decrease RTW. Besides health elements in work ability are SOC, self-efficacy, social support and physical activity. Work ability and active coping mediate positive associations between RTW and health, and a negative association with stress. Work ability seems to express the intention to work decisive for RTW, reflecting the interpretation of the work/health situation based on comprehensibility, meaningfulness and manageability. It is influenced by the personal view of life, attitudes and interaction with the workplace. An ecological theory, integrating health promotion is proposed. A later paper will present the intervention study and further validation of the theory.

Eocene Footwear. The Power to Change the World.

ERIC Educational Resources Information Center

Eckert, Doug; Nemes, Mark; Wilson, Ruth; Tanner, Gwendolyn; Christman, Scott; Spiker, Karen; Maser, Bryan

This document is a class simulation that details the work of a fictitious consulting firm that was challenged by a group of 10 doctors (who were each willing to commit $50,000) to study the feasibility of starting a company that would employ the greatest possible number of people from Monongalia and Preston counties in northern West Virginia. The…

Barriers and Strategies for Success for American Indian College Students: A Review

ERIC Educational Resources Information Center

Keith, Jill F.; Stastny, Sherri N.; Brunt, Ardith

2016-01-01

American Indian and Alaska Native students have a significantly lower college graduation rate than that of other ethnic groups in the United States. These students often face a variety of barriers to the completion of their education. Overcoming barriers for the achievement of an advanced education takes commitment, hard work, and dedication on…

Promoting System-Wide Cultural Competence for Serving Aboriginal Families and Children in a Midsized Canadian City

ERIC Educational Resources Information Center

Ambtman, Rudy; Hudson, Suzanne; Hartry, Reid; Mackay-Chiddenton, Dawne

2010-01-01

This article describes the work of the Circle of Courage, a cross-cultural group committed to improving the cultural competence of organizations providing services to Aboriginal populations in a midsized city in Canada. Rather than concentrating on individuals' cultural competence, the Circle targets mainstream organizations. Many of its…

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

ERIC Educational Resources Information Center

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

2012-01-01

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

Scaling behaviour in the number of criminal acts committed by individuals

NASA Astrophysics Data System (ADS)

Cook, Will; Ormerod, Paul; Cooper, Ellie

2004-07-01

We examine the distribution of the extent of criminal activity by individuals in two widely cited data bases. The Cambridge Study in Delinquent Development records criminal convictions amongst a group of working class youths in the UK over a 14 year period. The Pittsburgh Youth Study measures self-reported criminal acts over intervals of six months or a year in three groups of boys in the public school system in Pittsburgh, PA. The range of the data is very substantially different between these two measures of criminal activity, one of which is convictions and the other self-reported acts. However, there are many similarities between the characteristics of the data sets. A power law relationship between the frequency and rank of the number of criminal acts describes the data well in both cases, and fits the data better than an exponential relationship. Power law distributions of macroscopic observables are ubiquitous in both the natural and social sciences. They are indicative of correlated, cooperative phenomena between groups of interacting agents at the microscopic level. However, there is evidence of a bimodal distribution, again in each case. Excluding the frequency with which zero crimes are committed or reported reduces the absolute size of the estimated exponent in the power law relationship. The exponent is virtually identical in both cases. A better fit is obtained for the tail of the distribution. In other words, there appears to be a subtle deviation from straightforward power law behaviour. The description of the data when the number of boys committing or reporting zero crimes are excluded is different from that when they are included. The crucial step in the criminal progress of an individual appears to be committing the first act. Once this happens, the number of criminal acts committed by an individual can take place on all scales.

Predicting nurses' turnover intentions by demographic characteristics, perception of health, quality of work attitudes.

PubMed

Al-Hussami, Mahmoud; Darawad, Muhammad; Saleh, Ali; Hayajneh, Ferial Ahmed

2014-02-01

The purpose of this paper is to examine the impact of demographic variables, organizational commitment levels, perception of health and quality of work on turnover intentions. A self-reported cross-sectional survey design was used to collect data from Jordanian registered nurses who were working between June 2011 and November 2011. The findings showed strong effects of the quality of work, perception of health and normative organizational commitments on turnover intentions. This study sheds the light on the important work outcomes in health-care organizations. Increasing nursing quality of work and normative organizational commitment are good strategies for reducing turnover intentions. © 2013 Wiley Publishing Asia Pty Ltd.

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…

Financing of health systems to achieve the health Millennium Development Goals in low-income countries.

PubMed

Fryatt, Robert; Mills, Anne; Nordstrom, Anders

2010-01-30

Concern that underfunded and weak health systems are impeding the achievement of the health Millennium Development Goals in low-income countries led to the creation of a High Level Taskforce on Innovative International Financing for Health Systems in September, 2008. This report summarises the key challenges faced by the Taskforce and its Working Groups. Working Group 1 examined the constraints to scaling up and costs. Challenges included: difficulty in generalisation because of scarce and context-specific health-systems knowledge; no consensus for optimum service-delivery approaches, leading to wide cost differences; no consensus for health benefits; difficulty in quantification of likely efficiency gains; and challenges in quantification of the financing gap owing to uncertainties about financial commitments for health. Working Group 2 reviewed the different innovative mechanisms for raising and channelling funds. Challenges included: variable definitions of innovative finance; small evidence base for many innovative finance mechanisms; insufficient experience in harmonisation of global health initiatives; and inadequate experience in use of international investments to improve maternal, newborn, and child health. The various mechanisms reviewed and finally recommended all had different characteristics, some focusing on specific problems and some on raising resources generally. Contentious issues included the potential role of the private sector, the rights-based approach to health, and the move to results-based aid. The challenges and disagreements that arose during the work of the Taskforce draw attention to the many issues facing decision makers in low-income countries. International donors and recipient governments should work together to improve the evidence base for strengthening health systems, increase long-term commitments, and improve accountability through transparent and inclusive national approaches. Copyright 2010 Elsevier Ltd. All rights reserved.

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.

Creative work environments in sport organizations: the influence of sexual orientation diversity and commitment to diversity.

PubMed

Cunningham, George B

2011-01-01

Drawing from creative capital theory, the purpose of this study was to examine the degree to which sexual orientation diversity and commitment to diversity were predictive of workplaces that fostered creativity. Data were collected from 653 senior level athletic administrators and aggregated to the athletic department level of analysis (n = 199). Moderated regression indicated that sexual orientation diversity did not influence the presence of a creative work environment. There was however, a significant sexual orientation diversity × commitment to diversity interaction. When commitment to diversity was high, there was a positive association between sexual orientation diversity and a creative work environment; on the other hand, when commitment to diversity was low, the aforementioned relationship was negative. Results provide support for the notion that all diversity forms can be a source of enrichment and understanding, thereby benefiting the workplace.

Preventing school failure, drug use, and delinquency among low-income children: long-term intervention in elementary schools.

PubMed

O'Donnell, J; Hawkins, J D; Catalano, R F; Abbott, R D; Day, L E

1995-01-01

A six-year, school-based prevention program, which modified classroom teacher practices, offered parent training, and provided child social skills training, was evaluated for its effects on school failure, drug abuse, and delinquency among low-income urban children. Compared to a low-income control group, children in the intervention group showed enhanced school commitment and class participation. The girls in the group also evidenced lower rates of substance use initiation, while the boys exhibited increased social and school work skills.

The determination of the levels of burnout syndrome, organizational commitment, and job satisfaction of the health workers.

PubMed

Gorgulu, O; Akilli, A

2017-01-01

The concept of burnout is an important element for efficiency in occupational groups such as health and education, which necessitate constant communication with people and have a busy schedule. The determination of the levels of burnout syndrome, organizational commitment, and job satisfaction of the health workers. A questionnaire consisting of four parts was prepared so as to measure the levels of organizational commitment, job satisfaction, and burnout of the medical staff of the institution. The data for this research were gained by a questionnaire sent to 370 medical staff (doctors, nurses, contract staff, and other employees). Kolmogorov Smirnov test, t-test, ANOVA, Tukey multiple comparison test and Pearson's correlation analysis were used to this study. The average age of the employees taking part in the questionnaire was calculated as 34.30 years (min: 18 years, max: 59 years). The proportional value of the individuals with their 0-5 years working period in the institution was observed as 58.1%. An individual's interior work satisfaction, education level, hours worked at the hospital and their titles are also statistically important (P< 0.05). There is a positive correlation and significant relation between medical staffs' emotional exhaustion and desensitization (r = 0.573). There is a positive correlation and significant relation between normative commitment sub dimension, interior and exterior job satisfaction (r = 0.449, r = 0.472). Efforts to reduce the job burnout and psychological support for health care workers support motivation in order to provide better services to increase significantly. Thus, both personal productivity will be increased, and gain will be obtained in the institutional sense.

Pedagogical Staff in Children's Day Care Centres in Germany--Links between Working Conditions, Job Satisfaction, Commitment and Work-Related Stress

ERIC Educational Resources Information Center

Schreyer, Inge; Krause, Martin

2016-01-01

This article investigates links between staff working conditions in children's day care centres ("Kindertageseinrichtungen"--known as "Kitas" in Germany), job satisfaction, commitment and perceived stress at work. Data are based on the nationwide, representative questionnaire survey AQUA ("Arbeitsplatz und Qualität in…

Nurses well-being in intensive care units: study of factors promoting team commitment.

PubMed

Galletta, Maura; Portoghese, Igor; Coppola, Rosa C; Finco, Gabriele; Campagna, Marcello

2016-05-01

Intensive care units (ICUs) are challenging work environments because of the critical condition of patients, and ICU nurses frequently lament low job satisfaction and high staff turnover. Nevertheless, organizational and work characteristics, and the quality of relationships with staff can help to maintain nurses' enthusiasm and increase job satisfaction. The aim of this study was to analyse how nursing work environment factors affect identification and commitment among ICU nurses. A cross-sectional study was carried out in 12 ICUs from four Italian urban hospitals. A total of 222 nurses participated and completed a self-reported questionnaire. Results show that nursing work characteristics are directly related to team commitment, and that the nursing work characteristics and team commitment relationship was mediated by both perceived supervisor support and job satisfaction. Our findings may concretely contribute to literature and offer additional suggestions to improve nurses' work conditions and patient health in ICUs. © 2014 British Association of Critical Care Nurses.

Work-life balance and welfare.

PubMed

Evans, Lois; Young, Greg

2017-04-01

An online survey and focus groups were conducted, providing qualitative information on the work-life balance of psychiatrists and trainees in Australasia. An invitation to participate in an anonymous online welfare survey was emailed to all the Royal Australian and New Zealand College of Psychiatrists trainees, Fellows, and Affiliates. Following this, nine focus groups were held across Australia and New Zealand. Responses received were thematically analysed. The emergent patterns are presented in this report. Our research suggests that work-life balance can be subjectively and objectively measured. There are phases of good and bad work-life balance, depending on stage of career and other commitments. Work-life balance may be an indicator of the health of individuals and organisations. Due to its complexity, with intrinsic and extrinsic factors involved, solutions are unlikely to be simple. Further studies are needed to substantiate our findings.

The Influence of the Wife's Degree of Work Commitment Upon Some Aspects of Family Organization and Dynamics

ERIC Educational Resources Information Center

Safilios-Rothschild, Constantina

1970-01-01

This study examines the relationship patterns among families with wives who have a high work commitment (HWC) and those who have a low commitment (LWC). The former perceive themselves as having more freedom in and out of the home, and being the major decision maker. The latter feel more restricted, and make decisions jointly with their spouses.…

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.

The effect of nursing internship program on burnout and professional commitment.

PubMed

Ayaz-Alkaya, Sultan; Yaman-Sözbir, Şengül; Bayrak-Kahraman, Burcu

2018-05-26

Professional commitment is defined as a belief in and acceptance of the values of the profession which is chosen, effort to actualize these values, desire to improve him/herself. Nurses' professional and organizational commitment are influenced by factors such as job stress, job satisfaction and burnout. This study was conducted to determine the effect of nursing internship program on professional commitment and burnout of senior nursing students. A quasi-experimental study with a pretest and posttest without control group design was used. Students who were attending nursing internship program and agreed to participate were included in the study. Sample consisted of 101 students. Data were collected with a questionnaire, the burnout measure short version and nursing professional commitment scale. After the nursing internship, 77.2% were pleased to study nursing, 83.2% were pleased to be a senior student, 55.4% did not have any intention to change their profession, 81.2% wanted to work as nurses, and 82.2% were planning career advancement in nursing of the students, 34.7% and 43.6% were found to experience burnout, before and after the nursing internship, respectively (p < 0.05). When the students' mean pre-test and post-test scores on the nursing professional commitment scale were compared, a significant difference was found between mean scores on the total score and "maintaining membership" subscale (p < 0.05). This study revealed that after the nursing internship, burnout and professional commitment levels of the students increased. Copyright © 2018 Elsevier Ltd. All rights reserved.

Reciprocal Associations between Educational Identity and Vocational Identity in Adolescence: A Three-wave Longitudinal Investigation.

PubMed

Negru-Subtirica, Oana; Pop, Eleonora Ioana

2018-04-01

Education and vocation are core identity domains in adolescence. School is a normative social context in this developmental time frame and the formation of an educational identity is embedded in the goals that youth pursue in school. One of the main goals of education is to prepare young people for their future careers. Hence, educational identity should support the formation of vocational identity during adolescence. Considering the limited evidence on the longitudinal links between these two domain-specific identities, we conducted a three-wave investigation, testing the moderating role of age group, gender, and type of school. Participants (N = 1030; 59.3% female) were adolescents (M age  = 16.72 years, SD age  = 1.23, age range 14-19 years) who completed self-report measures of educational and vocational identity three times during an academic year. We underscored reciprocal associations between educational identity and vocational identity. The results indicate that strong educational commitments supported the formation of strong vocational commitments across time. Adolescents who were involved in the in-depth exploration of their educational choices also reported more vocational exploration during the school year. In turn, vocational identity processes also supported educational identity formation, especially the reconsideration of educational commitments. In terms of moderators, we underscored that vocational commitment making and vocational flexibility bolstered educational commitment only in early-to-middle adolescents. Educational in-depth exploration fostered the identification with vocational commitments only in girls. Educational reconsideration of commitment promoted vocational self-doubt only in adolescents attending work-bound high-schools. Implications for research and practice are discussed.

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

PubMed

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

2016-01-01

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

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.…

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.…

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.

Navigation Performance of Global Navigation Satellite Systems in the Space Service Volume

NASA Technical Reports Server (NTRS)

Force, Dale A.

2013-01-01

GPS has been used for spacecraft navigation for many years center dot In support of this, the US has committed that future GPS satellites will continue to provide signals in the Space Service Volume center dot NASA is working with international agencies to obtain similar commitments from other providers center dot In support of this effort, I simulated multi-constellation navigation in the Space Service Volume In this presentation, I extend the work to examine the navigational benefits and drawbacks of the new constellations center dot A major benefit is the reduced geometric dilution of precision (GDOP). I show that there is a substantial reduction in GDOP by using all of the GNSS constellations center dot The increased number of GNSS satellites broadcasting does produce mutual interference, raising the noise floor. A near/far signal problem can also occur where a nearby satellite drowns out satellites that are far away. - In these simulations, no major effect was observed Typically, the use of multi-constellation GNSS navigation improves GDOP by a factor of two or more over GPS alone center dot In addition, at the higher altitudes, four satellite solutions can be obtained much more often center dot This show the value of having commitments to provide signals in the Space Service Volume Besides a commitment to provide a minimum signal in the Space Service Volume, detailed signal gain information is useful for mission planning center dot Knowledge of group and phase delay over the pattern would also reduce the navigational uncertainty

Forensic aspects of alcohol abuse and homicide.

PubMed

Palijan, Tija Zarković; Kovacević, Drazen; Radeljak, Sanja; Kovac, Marina; Mustapić, Jelena

2009-09-01

Numerous investigations indicate a close link between violent behavior, homicide (murder) and alcohol intoxication. With increased frequency of drinking and the chronic consummation of alcohol, the risk of the fatal outcome or homicide and victimization caused by violence is more likely to occur. Studies conducted on convicted murderers suggested that about half of them were under the heavy influence of alcohol at the time of perpetration of murder. The sample in this survey consisted of 177 male offenders which committed criminal act of murder in Croatia from the year of 1990 until 2007 (capital murder and attempted murder). All were assigned for the forensic psychiatric evaluation by the Criminal Justice System (Court of Law) at the Department of Forensic Psychiatry, Neuropsychiatric Hospital, Popovaca, Croatia. For the purpose of this work the sample is divided in two groups of subjects: 1) offenders which were intoxicated at the time of murder and committed offence on intoxicated victim 2) offenders who were sober and committed offence on sober victims. Groups are compared according to the variables of crime and history of alcohol abuse. On the basis of obtained results we can conclude that there are significant differences in relation to the variables and modalities of criminal offence between two groups of offenders and victims. We could conclude that alcohol intoxication in offenders and victims at the time of murder could strongly affect the modalities of murder.

Insights into nurses' work: Exploring relationships among work attitudes and work-related behaviors.

PubMed

Perreira, Tyrone; Berta, Whitney; Ginsburg, Liane; Barnsley, Jan; Herbert, Monique

2017-01-25

Work attitudes have been associated with work productivity. In health care, poor work attitudes have been linked to poor performance, decreased patient safety, and quality care. Hence, the importance, ascribed in the literature, of work that clearly identifies the relationships between and among work attitudes and work behaviors linked to performance. The purpose of this study is to better understand the relationships between work attitudes-perceived organizational justice, perceived organizational support (POS), affective commitment-consistently associated with a key type of performance outcome among nurses' organizational citizenship behaviors (OCBs). A survey was developed and administered to frontline nurses working in the province of Ontario, Canada. Data analysis used path analytic techniques. Direct associations were identified between interpersonal justice and POS, procedural justice and POS, and POS and affective commitment to both one's supervisor and one's co-workers. Affective commitment to patients and career was directly associated with OCBs. Affective commitment to one's co-worker was directly associated with OCBs directed toward individuals, as affective commitment to one's organization was with OCBs directed toward the organization. Finally, OCBIs and OCBs were directly associated. Examining the relationships of these constructs in a single model is novel and provides new information regarding their complexity. Findings suggest that prior approaches to studying these relationships may have been undernuanced, and conceptualizations may have led to somewhat inaccurate conclusions regarding their associations. With limited resources, knowledge of nurse work attitudes can inform human resource practices and operational policies involving training programs in employee communication, transparency, interaction, support, and performance evaluation.

Effect of a comprehensive health promotion program on employee attitudes.

PubMed

Holzbach, R L; Piserchia, P V; McFadden, D W; Hartwell, T D; Herrmann, A; Fielding, J E

1990-10-01

A 2-year study was conducted to evaluate the effect of a health promotion program on the work-related attitudes of employees. The study employed a quasi-experimental design with nonequivalent control groups. The change in employee attitudes at companies that participated in the program was significantly greater and more favorable than that found at nonparticipating companies. Significant change was found on attitudes toward organizational commitment, supervision, working conditions, job competence, pay and fringe benefits, and job security.

Exploring the Relationship between Self-Awareness and Student Commitment and Understanding of Culturally Responsive Social Work Practice

ERIC Educational Resources Information Center

Bender, Kimberly; Negi, Nalini; Fowler, Dawnovise N.

2010-01-01

This study explores the relationship between self-awareness and social work students' commitment and understanding of culturally responsive social work practice. Data consisted of assigned papers (N = 23), submitted by graduate social work students, which asked them to describe their ethnic/racial background and ancestors' process of assimilation,…

Only Fools? Reconsidering the Relationship between Commitment to the Work Ethic and Educational Attainment

ERIC Educational Resources Information Center

Dunn, Andrew

2013-01-01

This article argues that work ethic research has suffered from a tendency to conflate preference and morality, and that this has been particularly detrimental to our understanding of the relationship between commitment to the work ethic and educational attainment. The work ethic is almost always measured quantitatively, yet in-depth research…

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

ERIC Educational Resources Information Center

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

2009-01-01

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

Motivation for Improving Performance. Symposium 43. [AHRD Conference, 2001].

ERIC Educational Resources Information Center

2001

The first of three papers from this symposium, "The Effects of Personality, Affectivity, and Work Commitment on Motivation to Improve Work through Learning" (Sharon S. Naquin, Elwood F. Holton III), examined the degree to which the Five-Factor Model (FFM) of personality, affectivity, and work commitment dimensions influenced motivation…

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

ERIC Educational Resources Information Center

Cunningham, George B.; Sagas, Michael

2004-01-01

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

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

PubMed Central

Curtis, Sara L.; Eby, Lillian T.

2010-01-01

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

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…

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.

Outcomes of an acceptance and commitment therapy-based skills training group for students with high-functioning autism spectrum disorder: a quasi-experimental pilot study.

PubMed

Pahnke, Johan; Lundgren, Tobias; Hursti, Timo; Hirvikoski, Tatja

2014-11-01

Autism spectrum disorder is characterized by social impairments and behavioural inflexibility. In this pilot study, the feasibility and outcomes of a 6-week acceptance and commitment therapy-based skills training group were evaluated in a special school setting using a quasi-experimental design (acceptance and commitment therapy/school classes as usual). A total of 28 high-functioning students with autism spectrum disorder (aged 13-21 years) were assessed using self- and teacher-ratings at pre- and post-assessment and 2-month follow-up. All participants completed the skills training, and treatment satisfaction was high. Levels of stress, hyperactivity and emotional distress were reduced in the treatment group. The acceptance and commitment therapy group also reported increased prosocial behaviour. These changes were stable or further improved at the 2-month follow-up. Larger studies are needed to further evaluate the benefits of acceptance and commitment therapy for autism spectrum disorder. © The Author(s) 2013.

Learning Inter-Professional Teamwork during University Studies: A Case Study of Student-Teachers' and Social Work Students' Shared Professional Experiences

ERIC Educational Resources Information Center

Lakkala, Suvi; Turunen, Tuija A.; Kangas, Hennariikka; Pulju, Marja; Kuukasjärvi, Ulla; Autti, Hanna

2017-01-01

This paper explores ways of enhancing inter-professional skills as part of professional development during university studies. From a socio-psychological viewpoint, inter-professional teamwork can be regarded as an interface between the group and individual levels, where collective commitment, efficiency, shared processes and outcomes, as well as…

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.

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.

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.

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.

The impact of quality of work life on job embeddedness and affective commitment and their co-effect on turnover intention of nurses.

PubMed

Zhao, XiaoWen; Sun, Tao; Cao, QiuRu; Li, Ce; Duan, XiaoJian; Fan, LiHua; Liu, Yan

2013-03-01

To verify with empirical evidence the hypothesised relation and the effect of quality of work life, job embeddedness and affective commitment on turnover intention of clinical nurses in China. High turnover of the nursing workforce in healthcare organisations is a difficult and recurring problem in China as well as in many other countries in the world. It leads to great waste of resources and increases management cost. Developing and retaining the nursing workforce, which is a major challenge faced by human resources practitioners in hospitals and public health agencies, also becomes a subject of interest for management studies. Most of the literature about voluntary turnover focused on such traditional measures as job satisfaction and job alternatives in the past. The introduction of such new concepts as quality of work life, job embeddedness and affective commitment, which views the issue from a much broader and comprehensive spectrum, made a great breakthrough in the turnover study. In this study, we selected quality of work life, job embeddedness and affective commitment - three of the most important factors in employer-employee relations - and analysed the interaction between each one of them, as well as their co-effect on turnover intention of Chinese nurses. Cross-sectional survey and structural equation modelling were applied in studying the self-report questionnaires distributed to 1000 nurses employed in five large-scale government-owned hospitals in Heilongjiang Province, Northeast China. Our study confirmed the hypothesised positive relation of quality of work life with job embeddedness and affective commitment and the hypothesised negative relation of quality of work life with turnover intention, that is, high quality of work life perceived by the nurses enhances their job embeddedness and affective commitment and thus reduces their intention to leave the job. The effect of quality of work life is positive on job embeddedness and affection commitment and negative on turnover intention. Nurse managers should pay great attention to the nurses' perception of quality of work life, and make great efforts in developing strategies and projects that can strengthen the nurses' embeddedness or connection with the job. © 2012 Blackwell Publishing Ltd.

Organizational Stress as Moderator of Relationship Between Mental Health Provider Adaptability and Organizational Commitment.

PubMed

Green, Amy E; Dishop, Christopher R; Aarons, Gregory A

2016-10-01

Community mental health providers often operate within stressful work environments and are at high risk of emotional exhaustion, which can negatively affect job performance and client satisfaction with services. This cross-sectional study examined the relationships between organizational stress, provider adaptability, and organizational commitment. Variables were analyzed with moderated multilevel regression in a sample of 311 mental health providers from 49 community mental health programs. Stressful organizational climate, characterized by high levels of emotional exhaustion, role conflict, and role overload, was negatively related to organizational commitment. Organizational stress moderated the relationship between provider adaptability and organizational commitment, such that those who were more adaptable had greater levels of organizational commitment when organizational stress was low but were less committed than those who were less adaptable when organizational stress was high. Providers higher in adaptability may perceive their organization as a greater fit when the work environment is less stressful; however, highly adaptable providers may also exercise choice that manifests in lower commitment to staying in an overly stressful work environment. Service systems and organizational contexts are becoming increasingly demanding and stressful for direct mental health service providers. Therefore, community mental health organizations should assess and understand their organizational climate and intervene with empirically based organizational strategies when necessary to reduce stressful climates and maintain adaptable employees.

Testing Karasek's Demands-Control Model in restructured healthcare settings: effects of job strain on staff nurses' quality of work life.

PubMed

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

2001-05-01

Job strain among staff nurses has become an increasingly important concern in relationship to employee performance and commitment to the organization in current restructured healthcare settings. The purpose of this study was to test Karasek's Demands-Control Model of job strain by examining the extent to which the degree of job strain in nursing work environments affects staff nurses' perceptions of structural and psychological empowerment, work satisfaction, and organizational commitment. A predictive, nonexperimental design was used to test these relationships in a random sample of 404 Canadian staff nurses. Karasek's Job Content Questionnaire, the Conditions of Work Effectiveness Questionnaire-II, Spreitzer's Psychological Empowerment Questionnaire, Meyer and Allen's Organizational Commitment Questionnaire, and the Global Satisfaction Scale were used to measure the major study variables. Nurses with higher level of job strain were found to be significantly more empowered, more committed to the organization, and more satisfied with their work. Support for Karasek's Demands/Control theory was established in this study.

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.

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.

Praise matters: the influence of nurse unit managers' praise on nurses' practice, work environment and job satisfaction: a questionnaire study.

PubMed

Sveinsdóttir, Herdís; Ragnarsdóttir, Erla Dögg; Blöndal, Katrín

2016-03-01

The aim of this study was to investigate the associations between praise from nurse unit managers and job satisfaction, professional practice, workload, work climate and organizational commitment of nurses caring for surgical patients. Praise influences experiences of employees. Web-based, cross-sectional explorative survey design. A structured questionnaire was used to measure praise given by nurse unit managers as perceived by nurses (n = 383; 49% response rate) working with surgical patients. Data were collected between December 2009-January 2010. Several variables assessed the major concepts under study. Binary logistic regression analysis was employed to compare nurses who receive praise very rarely/rarely as compared with very often/rather often. Praise was received often/very often by 31·6% of participants. Compared with nurses receiving praise rarely/very rarely those who received it often/rather showed more job satisfaction, stated they had more opportunities to practice professionally, described a more positive work climate and were more committed to the organization such as being proud to work at and willing to make effort for the unit and hospital. There was no difference between the groups regarding workload. Main findings of the regression analysis were that nurses display their organizational commitment by not thinking about leaving the current workplace and those who value professional recognition are likelier to receive praise than their counterparts. Nurse unit managers should praise their staff in a realistic fashion. Such praise is cost-effective, takes short time, produces positive influences on members of their staff and may improve patient safety. © 2015 John Wiley & Sons Ltd.

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

ERIC Educational Resources Information Center

Madlock, Paul E.

2012-01-01

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

The moderating influence of procedural fairness on the relationship between work-life conflict and organizational commitment.

PubMed

Siegel, Phyllis A; Post, Corinne; Brockner, Joel; Fishman, Ariel Y; Garden, Charlee

2005-01-01

To help employees better manage work-life conflict, organizations have introduced various initiatives, which have met with mixed results. The present studies examined the utility of a procedurally based approach to understanding employees' reactions to work-life conflict. The authors examined whether the fairness of procedures used by organizational authorities to plan and implement decisions moderates the (inverse) relationship between work-life conflict and employees' organizational commitment. Three studies using different methodologies showed support for the moderating role played by procedural fairness. That is, the tendency for greater work-life conflict to lead to lower commitment was significantly less pronounced when procedural fairness was high rather than low. Theoretical contributions to the work-life conflict and organizational justice literatures are discussed, as are practical implications.

Outcomes of an Acceptance and Commitment Therapy-Based Skills Training Group for Students with High-Functioning Autism Spectrum Disorder: A Quasi-Experimental Pilot Study

ERIC Educational Resources Information Center

Pahnke, Johan; Lundgren, Tobias; Hursti, Timo; Hirvikoski, Tatja

2014-01-01

Autism spectrum disorder is characterized by social impairments and behavioural inflexibility. In this pilot study, the feasibility and outcomes of a 6-week acceptance and commitment therapy-based skills training group were evaluated in a special school setting using a quasi-experimental design (acceptance and commitment therapy/school classes as…

Meanings for Sex and Commitment Among First Semester College Men and Women: A Mixed-Methods Analysis.

PubMed

Olmstead, Spencer B; Anders, Kristin M; Conrad, Kathryn A

2017-08-01

The purpose of this study was to replicate and extend research on the meanings for sex and commitment using a sample of first semester college students (N = 268). We examined responses to a series of open-ended questions about participants' meanings for sex and how they described these meanings as connected with relationship commitment. Our qualitative analyses replicated those of Olmstead, Billen, Conrad, Pasley, and Fincham (2013). Our largest group was the Committers (sex is indicative of love and trust and occurs after commitment is developed in a relationship), followed by Flexibles (sex can hold deep personal meaning, but can also be purely for pleasure and isn't always connected with commitment), and then Recreationers (sex is a basic need or purely for pleasure and is not associated with commitment). Groups were then examined based on demographic characteristics and pre-college hookup experience. Groups were found to differ by gender, relationship status and type, religiosity, and pre-college hookup experience. For example, a greater proportion of women than men were in the Committers group, whereas a greater proportion of men than women were in the Flexibles and Recreationers groups. Those in the Committers group had fewer pre-college hookup partners than Flexibles and Recreationers; however, Flexibles and Recreationers did not differ in number of pre-college hookup partners. We then followed up (at the end of the semester) with a subsample (n = 73) of participants to examine whether meanings for sex and commitment remained stable or changed over a brief period of time. The majority (82.2 %) of participants' meanings remained stable. For those whose meanings shifted, meanings became more consistent with those of the Committers group than the other two groups. Implications for research and sexual and relationship education are discussed.

Insights from a national study.

PubMed

Kulig, Judith C; Stewart, Norma J; Morgan, Debra; Andrews, Mary Ellen; MacLeod, Martha L P; Pitblado, J Roger

2006-04-01

Aboriginal registered nurses have been identified as an essential group in the delivery of health services in First Nations communities. Despite this, there is a lack of information about this group of nurses in Canada. This article presents information about this group taken from two components of a national study, The Nature of Nursing Practice in Rural and Remote Canada: documentary analysis and a national survey of nurses. The aboriginal nurse participants were predominantly female, between the ages of 40 and 49, diploma prepared and with licensure for less than 10 years. The survey data showed 41.4 per cent returned to their home communities to work. The participants noted how they enjoyed the challenges of rural and remote nursing and wanted to raise their families in these small communities. They have been able to create supportive work environments, particularly with their nursing colleagues. The nurses are committed to working in rural and remote communities.

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

PubMed Central

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

2016-01-01

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

78 FR 13931 - Designation of Commander Nazir Group, Also Known as Mullah Nazir Group, as a Specially Designated...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-03-01

... DEPARTMENT OF STATE [Public Notice 8209] Designation of Commander Nazir Group, Also Known as... known as Mullah Nazir Group, committed, or poses a significant risk of committing, acts of terrorism... the United States. Consistent with the determination in section 10 of Executive Order 13224 that...

The role of work environment in keeping newly licensed RNs in nursing: a questionnaire survey.

PubMed

Unruh, Lynn; Zhang, Ning Jackie

2013-12-01

In prior studies, newly licensed registered nurses (RNs) describe their job as being stressful. Little is known about how their perceptions of the hospital work environment affect their commitment to nursing. To assess the influence of hospital work environment on newly licensed RN's commitment to nursing and intent to leave nursing. Correlational survey. Newly licensed RNs working in hospitals in Florida, United States. 40% random sample of all RNs newly licensed in 2006. The survey was mailed out in 2008. Dependent variables were indicators of professional commitment and intent to leave nursing. Independent variables were individual, organizational, and work environment characteristics and perceptions (job difficulty, job demands and job control). Statistical analysis used ordinary least squares regressions. Level of significance was set at p<0.05. Job difficulty and job demand were significantly related to a lower commitment to nursing and a greater intent to leave nursing, and vice versa for job control. The strongest ranked of the job difficulties items were: incorrect instructions, organizational rules, lack of supervisor support, and inadequate help from others. Workload and other items were significant, but ranked lower. The strongest ranked of the job pressure items were: "having no time to get things done" and "having to do more than can be done well." The strongest ranked of job control items were "ability to act independent of others." Nurses with positive orientation experiences and those working the day shift and more hours were less likely to intend to leave nursing and more likely to be committed to nursing. Significant demographic characteristics related to professional commitment were race and health. Negative perceptions of the work environment were strong predictors of intent to leave nursing and a lower commitment to nursing among newly licensed RNs. These results indicate that retention of newly licensed RNs in nursing can be improved through changes in the work environment that remove obstacles to care-giving, increase resources and autonomy, and reduce workload and other job pressure factors. Copyright © 2013 Elsevier Ltd. All rights reserved.

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.

The USC-OSA-EPS section activities in optics

NASA Astrophysics Data System (ADS)

Aymerich, María.; Cambronero-López, Ferran; Aragón, Ángel L.; Delgado, Tamara; Blanco, Manuel; Gómez Varela, Ana I.; Gargallo, Ana; Williamson, Sandra; Amorín, Adán.; Sánchez-García, Ángel; Bao-Varela, Carmen; Flores-Arias, M. Teresa

2017-08-01

The USC-OSA Student Chapter and USC-EPS Young Minds Section is a group financed by The Optical Society (OSA) and the European Physical Society (EPS). It is formed by PhD and degree students from the Universidade de Santiago de Compostela (USC) and one supervisor of the Faculty of Physics. Its main goal is to promote and diffuse Optics in the society. For this purpose, the group carries out several activities in the academic and non-academic community. The group is also committed to the professional development of our members and motivates the exposition of our work into the scientific community.

Political processes inside the women's movement.

PubMed

1994-01-01

This newsletter article summarized discussions on political processes held at the International Women's Health Conference for Cairo 1994. Although the political activists who participated in these discussions differed in terms of tactics and strategies, they were united by their support for reproductive rights and committed to solidarity against practices that dehumanize women. A key debate concerns working inside or outside of the official International Conference on Population and Development process. As long as women are able to maintain their own agenda, avoid co-optation, remain accountable to their constituencies, and not use their power to discredit those on the outside, there is potential for working inside of official bodies. Needed is a balanced scenario, where insiders are empowered by backing from the broader women's movement and outsiders benefit from having their voices heard inside the corridors of power. Women who work within population institutions must be especially vigilant that women's demands are not subsumed under population policies. Also resisted must be the practice of powerful international bodies to appoint, in a top-down manner, so-called experts on women's issues. Community and women's groups must hold female lobbyists and politicians accountable and monitor their actions. A crucial concept for the women's movement is transparency. This encompasses honesty, making commitments is public, clear rules in terms of decision making, and a strong commitment to shared values. Transparency implies acknowledging the power differentials that exist among women and struggling to transcend them through solidarity around a shared vision.

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

PubMed

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

1999-10-01

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

Informal eldercare and work-related strain.

PubMed

Trukeschitz, Birgit; Schneider, Ulrike; Mühlmann, Richard; Ponocny, Ivo

2013-03-01

In light of an aging workforce, reconciling informal eldercare and paid work becomes increasingly pertinent. This article investigates the association between informal eldercare and work-related strain and tests for both the "competing demands" and "expansion" hypotheses. The sample of 938 Austrian employees consisted of employees caring for older relatives and a control group of employees without eldercare obligations. We ran a Tobit regression model on work-related strain with different measures of informal eldercare as explanatory variables and controls for both personal and workplace characteristics. Accounting for different characteristics of eldercare within one estimation model revealed that informal eldercare was associated with work-related strain in 2 ways, that is, it increased with both care hours and subjective care burden. However, after controlling for these burdensome attributes of eldercare, the carer status as such was found to be negatively associated with work-related strain. In addition and independently of care commitments, work-related factors, such as advanced skills and job motivation, reduced work-related strain. This article lends support to both the "competing demands" and the "expansion" hypotheses. Commitment to eldercare can enhance work-related outcomes but entails work-related problems if care burden and time demands of eldercare are substantial. Thus, workers with eldercare responsibilities cannot be considered less productive from the outset. An individual assessment of their situation, considering the care and work setting, is required. Findings from this study support the design of workplace initiatives to uphold workers' productivity in general and bring specific attention to policies alleviating workers' eldercare burden.

Empowerment and organizational commitment of chiropractic faculty.

PubMed

Henkin, Alan B; Marchiori, Dennis M

2003-06-01

Professionals in chiropractic education retain much of the authority over their work. Their work is impacted, negatively or positively, by their perceptions of their organization's value for their skills and knowledge. Specifically, empowerment and organizational commitment are 2 psychological constructs that may mediate work circumstances and therefore are the focus of this study. The purpose of this study is to explore associations between empowerment and organizational commitment among chiropractic faculty. Study design Full faculty survey utilizing descriptive statistics and multivariable analysis. Surveys were distributed to full- and part-time faculty working in the United States and Canada. The survey included Spreitzer's multidimensional measure of psychological empowerment, Meyer and Allen's multidimensional measure of organizational commitment, and additional survey items focusing on faculty demographics and workplace variables including sex, age, academic rank, employment status, and primary area of work assignment. More than 54% of the study population (N = 609) completed and returned the instrument. A general profile of a chiropractic faculty member emerges as a middle-aged male employed full-time as a teacher in the academic program. Regression analyses suggest that the observed faculty characteristics and the workplace variables are not associated with fit between the faculty member's work role and his/her own beliefs, norms, and behaviors regarding the value of the work-related tasks. The level of institutional commitment experienced by the faculty member was associated with the fit between the task, goal or purpose of the job, and the internal standards held by the individual.

Situational leadership styles, staff nurse job characteristics related to job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army.

PubMed

Intaraprasong, Bhusita; Potjanasitt, Sureporn; Pattaraarchachai, Junya; Meennuch, Chavalit

2012-06-01

To analyze the relationships between the situational leadership styles, staff nurse job characteristic with job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army The cross-sectional analytical study was conducted in 128 head nurses working in hospitals under the jurisdiction of the Royal Thai Army. Data were collected by mailed questionnaires. A total of 117 completed questionnaires (91.4%) were received for analysis. Statistical analysis was done using Pearson's Product Moment Correlation Coefficient. It was found that situational leadership styles were not correlated with job satisfaction and organizational commitment of head nurses. Staff nurse job characteristics had a low level of positive correlation with job satisfaction and organizational commitment of head nurses at 0.05 level of significance (r = 0.202 and 0.189 respectively). The hospital administrators should formulate policy to improve working system, human resource management and formulate policies and strategies based on situational leadership. In addition, they should improve the characteristics of staff nurse job by using surveys to obtain job satisfaction and organizational commitment.

Workplace empowerment and organizational commitment among nurses working at the Main University Hospital, Alexandria, Egypt.

PubMed

Ibrahem, Samaa Z; Elhoseeny, Taghareed; Mahmoud, Rasha A

2013-08-01

High-quality patient care depends on a nursing workforce that is empowered to provide care according to professional nursing standards. Numerous studies have established positive relationships between empowerment and important nursing outcomes such as work effectiveness, job satisfaction, and organizational commitment. A cross-sectional study design was used to assess the relationships between structural and psychological empowerment and their effects on hospital nurses' organizational commitment at the Main University Hospital in Alexandria governorate. The total number of nurses who participated in the study was 150 nurses, and four interview questionnaires were used to measure the study variables. The mean score percentage was higher for overall psychological empowerment (68.75%) than for overall structural empowerment (46.25%). There was a significant direct intermediate correlation between nurses' perceptions of overall structural and psychological work empowerment and their overall organizational commitment. There was no significant relationship between structural and psychological empowerment, organizational commitment and sociodemographic characteristics of nurses except for the overall organizational commitment with age (r=0.260), overall structural empowerment in the working department (P=0.031), and overall organizational commitment with nursing experience (significance=0.025). Overall psychological empowerment achieved a higher mean score percentage compared with overall structural empowerment. Changing workplace structures is within the mandate of nurses' managers in their roles as advocates for and facilitators of high-quality care. The most significant opportunity for improvement is in the area of formal power, including flexibility, adaptability, creativity associated with discretionary decision-making, visibility, and centrality to organizational purpose and goals.

A Virtual Notebook for biomedical work groups.

PubMed Central

Gorry, G A; Burger, A M; Chaney, R J; Long, K B; Tausk, C M

1988-01-01

During the past several years, Baylor College of Medicine has made a substantial commitment to the use of information technology in support of its corporate and academic programs. The concept of an Integrated Academic Information Management System (IAIMS) has proved central in our planning, and the IAIMS activities that we have undertaken with funding from the National Library of Medicine have proved to be important extensions of our technology development. Here we describe our Virtual Notebook system, a conceptual and technologic framework for task coordination and information management in biomedical work groups. When fully developed and deployed, the Virtual Notebook will improve the functioning of basic and clinical research groups in the college, and it currently serves as a model for the longer-term development of our entire information management environment. PMID:3046694

"67 Suenos": Inspiring a Movement for Undocumented Voices to Be Heard

ERIC Educational Resources Information Center

Arriaga, Belinda Hernandez

2012-01-01

This essay documents the work of 67 Suenos, a youth-led collective based in Oakland, California. The group is committed to bringing to light the stories of the 67 percent of undocumented youth and young adults who would not qualify for the DREAM Act and who are in many ways left out of the dominant narrative around immigration reform. The author…

Affective Commitment among Student Affairs Professionals

ERIC Educational Resources Information Center

Boehman, Joseph

2007-01-01

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

Linking Work-Family Conflict to Career Commitment: The Moderating Effects of Gender and Mentoring among Nigerian Civil Servants

ERIC Educational Resources Information Center

Okurame, David E.

2012-01-01

Little research attention has been given to the linkage between work-family conflict and career commitment. Likewise, although, theoretical arguments about the moderator effects of mentoring on the relationship between work-family conflict and career attitudes have been made in the literature, no research has investigated this assumption. This…

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

ERIC Educational Resources Information Center

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

2009-01-01

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

Gateway Architecture: A Major "Flexible Path" Step to the Moon and Mars After the International Space Station?

NASA Technical Reports Server (NTRS)

Thronson, Harley; Talay, Ted

2010-01-01

With NASA's commitment to the International Space Station (ISS) now all but certain for at least through the coming decade, serious consideration may be given to extended US in-space operations in the 2020s, when presumably the ISS will exceed its sell by date. Indeed, both ESA and Roscosmos, in addition to their unambiguous current commitment to ISS, have published early concept studies for extended post-ISS habitation (e.g., http://www.esa.int/esaHS/index.html, http://www.russianspaceweb.com/opsek.html and references therein). In the US, engineers and scientists have for a decade been working both within and outside NASA to assess one consistent candidate for long-term post-ISS habitation and operations, although interrupted by changing priorities for human space flight, Congressional direction, and constrained budgets. The evolving work of these groups is described here, which may have renewed relevance with the recent completion of a major review of the nation s human space flight program.

[Physicians' working conditions, health and working capacity].

PubMed

Elovainio, Marko; Virtanen, Marianna; Oksanen, Tuula

2017-01-01

Changes in the working environment will also influence the work of physicians. The greatest of these changes on the Finnish scale, the SOTE reform (the reform in social welfare and public health services), still lies ahead. Labor shortage, on-call duties and patient record systems providing little support to work add to the burden. In surveys related to psychosocial working conditions, physicians' greatest work load factors have been rush, forced working pace and poor communication despite the fact that, on average, they consider their working conditions to be good, frequently better than those of other professional groups, and are committed to carry on with their work until retirement age. Although psychic symptoms and sleep disturbances are common among physicians, there are fewer disability pensions due to e.g. depression among physicians than in other professional groups. Among the municipal professions, physicians have nearly the lowest rate of job absenteeism due to sickness. Challenges brought about by the changes in physician's work can be met with fair management, development of the social capital of the work community, organization of tasks and flexibility of working hours.

Comparing Acceptance and Commitment Group Therapy and 12-Steps Narcotics Anonymous in Addict's Rehabilitation Process: A Randomized Controlled Trial.

PubMed

Azkhosh, Manoochehr; Farhoudianm, Ali; Saadati, Hemn; Shoaee, Fateme; Lashani, Leila

2016-10-01

Objective: Substance abuse is a socio-psychological disorder. The aim of this study was to compare the effectiveness of acceptance and commitment therapy with 12-steps Narcotics Anonymous on psychological well-being of opiate dependent individuals in addiction treatment centers in Shiraz, Iran. Method: This was a randomized controlled trial. Data were collected at entry into the study and at post-test and follow-up visits. The participants were selected from opiate addicted individuals who referred to addiction treatment centers in Shiraz. Sixty individuals were evaluated according to inclusion/ exclusion criteria and were divided into three equal groups randomly (20 participants per group). One group received acceptance and commitment group therapy (Twelve 90-minute sessions) and the other group was provided with the 12-steps Narcotics Anonymous program and the control group received the usual methadone maintenance treatment. During the treatment process, seven participants dropped out. Data were collected using the psychological well-being questionnaire and AAQ questionnaire in the three groups at pre-test, post-test and follow-up visits. Data were analyzed using repeated measure analysis of variance. Results: Repeated measure analysis of variance revealed that the mean difference between the three groups was significant (P<0.05) and that acceptance and commitment therapy group showed improvement relative to the NA and control groups on psychological well-being and psychological flexibility. Conclusion : The results of this study revealed that acceptance and commitment therapy can be helpful in enhancing positive emotions and increasing psychological well-being of addicts who seek treatment.

KSC-99pp0694

NASA Image and Video Library

1999-06-17

Center Director Roy Bridges opens the second Super Safety and Health Day at Kennedy Space Center, an entire day when most normal work activities are suspended to allow personnel to attend safetyand health-related activities. The theme, "Safety and Health Go Hand in Hand," emphasized KSC's commitment to place the safety and health of the public, astronauts, employees and space-related resources first and foremost. Events included a keynote address, a panel session about related issues, vendor exhibits, and safety training in work groups. The keynote address and panel session were also broadcast internally over NASA television

The importance of contextual, relational and cognitive factors for novice nurses' emotional state and affective commitment to the profession. A multilevel study.

PubMed

Hoeve, Yvonne Ten; Brouwer, Jasperina; Roodbol, Petrie F; Kunnen, Saskia

2018-05-13

This study explored the effects of contextual, relational and cognitive factors derived from novice nurses' work experiences on emotions and affective commitment to the profession. With an increasing demand for well-trained nurses, it is imperative to investigate which work-related factors most affect their commitment to develop effective strategies to improve work conditions, work satisfaction and emotional attachment. A repeated-measures within subjects design. From September 2013 - September 2014 eighteen novice nurses described work-related experiences in unstructured diaries and scored their emotional state and affective commitment on a scale. The themes that emerged from the 18 diaries (with 580 diary entries) were quantified as contextual, relational and cognitive factors. Contextual factors refer to complexity of care and existential events; relational factors to experiences with patients, support from colleagues, supervisors and physicians; cognitive factors to nurses' perceived competence. The first multilevel regression analysis, based on the 18 diaries with 580 entries, showed that complexity of care, lack of support and lack of competence were negatively related to novice nurses' affective commitment, whereas received support was positively related. The next multilevel regression analyses showed that all contextual, relational and cognitive factors were either related to negative or positive emotions. To retain novice nurses in the profession, it is important to provide support and feedback. This enables novice nurses to deal with the complexity of care and feelings of incompetence and to develop a professional commitment. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.

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.

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

PubMed

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

2013-12-01

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

The Making of a Good Woman: Extended Parental Leave Entitlements and Mothers' Work Commitment in Germany.

PubMed

Gangl, Markus; Ziefle, Andrea

2015-09-01

The authors investigate the relationship between family policy and women's attachment to the labor market, focusing specifically on policy feedback on women's subjective work commitment. They utilize a quasi-experimental design to identify normative policy effects from changes in mothers' work commitment in conjunction with two policy changes that significantly extended the length of statutory parental leave entitlements in Germany. Using unique survey data from the German Socio-Economic Panel and difference-in-differences, triple-differenced, and instrumental variables estimators for panel data, they obtain consistent empirical evidence that increasing generosity of leave entitlements led to a decline in mothers' work commitment in both East and West Germany. They also probe potential mediating mechanisms and find strong evidence for role exposure and norm setting effects. Finally, they demonstrate that policy-induced shifts in mothers' preferences have contributed to. retarding women's labor force participation after childbirth in Germany, especially as far as mothers' return to full-time employment is concerned.

Exploring the Relationship Between Professional Commitment and Job Satisfaction Among Nurses.

PubMed

Hsu, Hsiu-Chin; Wang, Pao-Yu; Lin, Li-Hui; Shih, Whei-Mei; Lin, Mei-Hsiang

2015-09-01

This cross-sectional study explored the relationship between professional commitment and job satisfaction among nurses. A total of 132 registered nurses were recruited from a hospital in northern Taiwan. A self-reported structured questionnaire was used to collect data. Findings revealed significant differences among nurses in willingness to make an effort and their marital status, appraisal in continuing their careers, job level, and goals and values related to working shifts. Significant differences were found between inner satisfaction and work sector and marital status. Nurses' professional commitment was strongly related to job satisfaction; aspects of professional commitment explained 32% of the variance in job satisfaction. Study results may inform health care institutions about the importance of nurses' job satisfaction and professional commitment so hospital administration can improve these aspects of organizational environment. © 2015 The Author(s).

Commitment to Celibacy in German Catholic Priests: Its Relation to Religious Practices, Psychosomatic Health and Psychosocial Resources.

PubMed

Baumann, Klaus; Jacobs, Christoph; Frick Sj, Eckhard; Büssing, Arndt

2017-04-01

We aimed to investigate Catholic priests' commitment to celibacy and its relation to their religious practices, life and work satisfaction, and psychosomatic health. Results of our cross-sectional study of 2549 priests show that the majority finds living in celibacy helpful to minister more effectively. Nevertheless, a large proportion see it as a burden and would not choose celibate life again. Commitment to celibacy was predicted best by the frequency of religious practices (liturgy), work engagement and personal relation with God, explaining 39 % of variance. These resources are predictors for maintaining a celibate lifestyle and facilitate priests' satisfaction with life and commitment to their ministry.

Volunteer Work, Religious Commitment, and Resting Pulse Rates.

PubMed

Krause, Neal; Ironson, Gail; Hill, Peter C

2017-04-01

Research indicates that greater involvement in volunteer activities is associated with better health. We aim to contribute to this literature in two ways. First, rather than rely on self-reports of health, measured resting pulse rates serve as the dependent variable. Second, an effort is made to see if religious commitment moderates the relationship between volunteering and resting pulse rates. Data that come from a recent nationwide survey (N = 2265) suggest that volunteer work is associated with lower resting pulse rates. The results also reveal that the relationship between engaging in volunteer work and resting pulse rates improves among study participants who are more deeply committed to religion.

Avoiding Depletion in Virtual Work: Telework and the Intervening Impact of Work Exhaustion on Commitment and Turnover Intentions

ERIC Educational Resources Information Center

Golden, Timothy D.

2006-01-01

Despite the tremendous growth of telework and other forms of virtual work, little is known about its impact on organizational commitment and turnover intentions, nor the mechanisms through which telework operates. Drawing upon the conservation of resources model as the theoretical framework, I posit telework's impact is the result of resource…

Towards a Human Rights Culture in Social Work Education

PubMed Central

Werkmeister Rozas, Lisa; Garran, Ann Marie

2016-01-01

A human rights perspective must be embedded in the institutions, organisations or agencies where social work students find themselves. This paper will focus on one particular strategy that could be helpful to the process of solidifying a commitment to human rights for our students. Using a pedagogical tool from a school of social work in the USA originally developed to combat the social injustice of racism, the example transcends the academic institution and offers a solid link in connecting human rights, social justice and social work. Using the construct of critical realism, we argue that, for social work programmes to take steps towards an explicit commitment to human rights, not only must human rights be infused throughout the curriculum, but educators must provide opportunities for making more overt the links between human rights principles, social justice and social work. By addressing behaviours, tendencies and attitudes, students then acquire not only the skills and deeper understanding, but they internalise the motivation and commitment to broaden their human rights frame. In the process of developing a more firm commitment to human rights, we must not be limited to the walls of the academy, but rather extend beyond to our field agencies, organisations and communities. PMID:27559204

Towards a Human Rights Culture in Social Work Education.

PubMed

Werkmeister Rozas, Lisa; Garran, Ann Marie

2016-06-01

A human rights perspective must be embedded in the institutions, organisations or agencies where social work students find themselves. This paper will focus on one particular strategy that could be helpful to the process of solidifying a commitment to human rights for our students. Using a pedagogical tool from a school of social work in the USA originally developed to combat the social injustice of racism, the example transcends the academic institution and offers a solid link in connecting human rights, social justice and social work. Using the construct of critical realism, we argue that, for social work programmes to take steps towards an explicit commitment to human rights, not only must human rights be infused throughout the curriculum, but educators must provide opportunities for making more overt the links between human rights principles, social justice and social work. By addressing behaviours, tendencies and attitudes, students then acquire not only the skills and deeper understanding, but they internalise the motivation and commitment to broaden their human rights frame. In the process of developing a more firm commitment to human rights, we must not be limited to the walls of the academy, but rather extend beyond to our field agencies, organisations and communities.

Student public commitment in a school-based diabetes prevention project: impact on physical health and health behavior.

PubMed

DeBar, Lynn L; Schneider, Margaret; Drews, Kimberly L; Ford, Eileen G; Stadler, Diane D; Moe, Esther L; White, Mamie; Hernandez, Arthur E; Solomon, Sara; Jessup, Ann; Venditti, Elizabeth M

2011-09-20

As concern about youth obesity continues to mount, there is increasing consideration of widespread policy changes to support improved nutritional and enhanced physical activity offerings in schools. A critical element in the success of such programs may be to involve students as spokespeople for the program. Making such a public commitment to healthy lifestyle program targets (improved nutrition and enhanced physical activity) may potentiate healthy behavior changes among such students and provide a model for their peers. This paper examines whether student's "public commitment"--voluntary participation as a peer communicator or in student-generated media opportunities--in a school-based intervention to prevent diabetes and reduce obesity predicted improved study outcomes including reduced obesity and improved health behaviors. Secondary analysis of data from a 3-year randomized controlled trial conducted in 42 middle schools examining the impact of a multi-component school-based program on body mass index (BMI) and student health behaviors. A total of 4603 students were assessed at the beginning of sixth grade and the end of eighth grade. Process evaluation data were collected throughout the course of the intervention. All analyses were adjusted for students' baseline values. For this paper, the students in the schools randomized to receive the intervention were further divided into two groups: those who participated in public commitment activities and those who did not. Students from comparable schools randomized to the assessment condition constituted the control group. We found a lower percentage of obesity (greater than or equal to the 95th percentile for BMI) at the end of the study among the group participating in public commitment activities compared to the control group (21.5% vs. 26.6%, p = 0.02). The difference in obesity rates at the end of the study was even greater among the subgroup of students who were overweight or obese at baseline; 44.6% for the "public commitment" group, versus 53.2% for the control group (p = 0.01). There was no difference in obesity rates between the group not participating in public commitment activities and the control group (26.4% vs. 26.6%). Participating in public commitment activities during the HEALTHY study may have potentiated the changes promoted by the behavioral, nutrition, and physical activity intervention components. ClinicalTrials.gov number, NCT00458029.

Student public commitment in a school-based diabetes prevention project: impact on physical health and health behavior

PubMed Central

2011-01-01

Background As concern about youth obesity continues to mount, there is increasing consideration of widespread policy changes to support improved nutritional and enhanced physical activity offerings in schools. A critical element in the success of such programs may be to involve students as spokespeople for the program. Making such a public commitment to healthy lifestyle program targets (improved nutrition and enhanced physical activity) may potentiate healthy behavior changes among such students and provide a model for their peers. This paper examines whether student's "public commitment"--voluntary participation as a peer communicator or in student-generated media opportunities--in a school-based intervention to prevent diabetes and reduce obesity predicted improved study outcomes including reduced obesity and improved health behaviors. Methods Secondary analysis of data from a 3-year randomized controlled trial conducted in 42 middle schools examining the impact of a multi-component school-based program on body mass index (BMI) and student health behaviors. A total of 4603 students were assessed at the beginning of sixth grade and the end of eighth grade. Process evaluation data were collected throughout the course of the intervention. All analyses were adjusted for students' baseline values. For this paper, the students in the schools randomized to receive the intervention were further divided into two groups: those who participated in public commitment activities and those who did not. Students from comparable schools randomized to the assessment condition constituted the control group. Results We found a lower percentage of obesity (greater than or equal to the 95th percentile for BMI) at the end of the study among the group participating in public commitment activities compared to the control group (21.5% vs. 26.6%, p = 0.02). The difference in obesity rates at the end of the study was even greater among the subgroup of students who were overweight or obese at baseline; 44.6% for the "public commitment" group, versus 53.2% for the control group (p = 0.01). There was no difference in obesity rates between the group not participating in public commitment activities and the control group (26.4% vs. 26.6%). Conclusions Participating in public commitment activities during the HEALTHY study may have potentiated the changes promoted by the behavioral, nutrition, and physical activity intervention components. Trial Registration ClinicalTrials.gov number, NCT00458029 PMID:21933431

When and How Does Psychological Voice Climate Influence Individual Change Readiness? The Mediating Role of Normative Commitment and the Moderating Role of Work Engagement

PubMed Central

Lee, Chun-Hsien; Wang, Mei-Ling; Liu, Min-Shi

2017-01-01

This research explores the linking mechanisms and conditional processes underlying the relationship between psychological voice climate and individual change readiness. In accordance with the social identity theory, we argued that normative commitment would mediate the relationship between psychological voice climate and individual change readiness; furthermore, work engagement would moderate the proposed indirect effect. Two-wave survey data were collected from 187 full-time employees in a government-owned institute of research and development and were adopted for moderated mediation analysis. The results showed that normative commitment mediates the relationship between psychological voice climate and individual change readiness. Furthermore, work engagement strengthens the effect of psychological voice climate on individual change readiness in an indirect manner via normative commitment. Based on the findings, the theoretical implications and practical suggestions were discussed. PMID:29062294

When and How Does Psychological Voice Climate Influence Individual Change Readiness? The Mediating Role of Normative Commitment and the Moderating Role of Work Engagement.

PubMed

Lee, Chun-Hsien; Wang, Mei-Ling; Liu, Min-Shi

2017-01-01

This research explores the linking mechanisms and conditional processes underlying the relationship between psychological voice climate and individual change readiness. In accordance with the social identity theory, we argued that normative commitment would mediate the relationship between psychological voice climate and individual change readiness; furthermore, work engagement would moderate the proposed indirect effect. Two-wave survey data were collected from 187 full-time employees in a government-owned institute of research and development and were adopted for moderated mediation analysis. The results showed that normative commitment mediates the relationship between psychological voice climate and individual change readiness. Furthermore, work engagement strengthens the effect of psychological voice climate on individual change readiness in an indirect manner via normative commitment. Based on the findings, the theoretical implications and practical suggestions were discussed.

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.

Experiences of family physicians who practise primary care obstetrics in groups.

PubMed

Koppula, Sudha; Brown, Judith B; Jordan, John M

2011-02-01

The purpose of this study was to explore the experiences of family physicians in primary care obstetrical groups. Using a qualitative approach, in-depth interviews were conducted with 12 Edmonton family physicians who participated in primary care obstetrical groups. Experiences with respect to several aspects of group obstetrical practice were examined including advantages and challenges of primary care obstetrical groups, provision of patient care by a group, fit with other work commitments, and sustainability of the groups. Study data were audiotaped and transcribed verbatim. Independent and team analysis was iterative and interpretive. Primary care obstetrical groups were found to preserve a family physician's enjoyment of obstetrics and allowed for continuity of care. They afforded work-life balance, allowed for collaboration, and provided support and a social network for group members. Such groups were found to facilitate short-term family physician absences, although long-term absences (such as maternity leaves) were considered challenging. Participants described conflict within primary care obstetrical groups and considered sustainability to be a challenge. Family physicians' continued involvement in obstetrics could be facilitated by their participation in primary care obstetrical groups.

Unfolding the values of work - therapists´ experience of addressing the return to work process in occupational rehabilitation based on Acceptance and Commitment Therapy.

PubMed

Klevanger, Nina E; Fimland, Marius S; Johnsen, Roar; Rise, Marit B

2018-04-27

Facilitating return to work can be challenging due to the complexity of work disability. Few studies have examined rehabilitation programs based on Acceptance and Commitment Therapy that intend to support return to work, and none have investigated therapists' experience with providing such programs. The aim of this study was therefore to explore therapists' experience of addressing the return to work process in an inpatient occupational rehabilitation program based on Acceptance and Commitment Therapy. This was a qualitative interview study supported by participant observation. Therapists were interviewed regarding their experiences with addressing return to work in an inpatient occupational rehabilitation program based on Acceptance and Commitment Therapy. In addition, the rehabilitation program was investigated through participant observation. The interviews were analysed according to Interpretative Phenomenological Analysis and informed by an analysis of field notes from the participant observation. Acceptance and Commitment Therapy was experienced as a meaningful approach to facilitate return to work, as it allowed therapists to address all relevant aspects of the individual participant's life that might influence work participation. The therapists' twofold goal was to support participants in building both a meaningful life and sustainable work participation. To do so, they attempted to instil long-term and interrelated processes concerning ownership, causes of sick leave, relation to expectations, the values of work, and the scope of agency. Unfolding values connected to work participation might reconcile the tension between work and family life by integrating work with other areas of life. Providing work participation with personal meaning also seems especially commensurable with a context where economy presents a poor incentive for return to work. Therapists should, however, be attentive to the need to secure the prominence of return to work by relating participants' chosen themes explicitly to their return to work process. Therapists should also be aware of the dilemma that may arise when they attempt to refrain from providing advice while simultaneously encouraging actions they consider appropriate to facilitate sustainable work participation. In addition, having an individual-oriented approach to occupational rehabilitation may obscure the extent to which return to work is a multi-stakeholder process.

Stuck in the middle: The emotional labours of case managers in the personal injury compensation system.

PubMed

Newnam, Sharon; Petersen, Alan; Keleher, Helen; Collie, Alex; Vogel, Adam; McClure, Rod

2016-10-17

Case managers within injury compensation systems are confronted with various emotional demands. Employing the concept of emotional labour, this paper explores distinctive aspects of these demands. The findings are drawn from focus groups with 21 Australian case managers. Case managers work was characterised by extra-role commitments, emotional control, stress and balancing tensions arising from differing stakeholder expectations about outcomes related to compensation and return to work. By examining the experiences of case managers, the findings add to the literature on the emotional labour of front line service workers, especially with respect to the demands involved in managing the conflicting demands of work.

Test of a Three-Factor Model of Teacher Commitment.

ERIC Educational Resources Information Center

Martinez-Pons, Manuel

One hundred elementary school teachers were surveyed to assess: their perceptions of the prevalence of intrinsically- and extrinsically-oriented work incentives in their schools; their perceptions of the prevalence of aversive work conditions in their schools; and their commitment to teaching. Analysis of the data revealed that: (1) the perception…

System of Systems Technology Readiness Assessment

DTIC Science & Technology

2007-09-01

for their support and commitment to my education . Also, I would like to thank the Department of Navy for providing me the varied and challenging...they are key convergence points for SoS and there may be no opportunity for changes to the interfaces without major impact to the entire SoS. The...Architecture Working Group, 1997): • Procedures: guidance that impact system interoperability, including doctrine, mission, architectures, and standards

The Relationship Between Work Commitment, Dynamic, and Medication Error.

PubMed

Rezaiamin, Abdoolkarim; Pazokian, Marzieh; Zagheri Tafreshi, Mansoureh; Nasiri, Malihe

2017-05-01

Incidence of medication errors in intensive care unit (ICU) can cause irreparable damage for ICU patients. Therefore, it seems necessary to find the causes of medication errors in this section. Work commitment and dynamic might affect the incidence of medication errors in ICU. To assess the mentioned hypothesis, we performed a descriptive-analytical study which was carried out on 117 nurses working in ICU of educational hospitals in Tehran. Minick et al., Salyer et al., and Wakefield et al. scales were used for data gathering on work commitment, dynamic, and medication errors, respectively. Findings of the current study revealed that high work commitment in ICU nurses caused low number of medication errors, including intravenous and nonintravenous. We controlled the effects of confounding variables in detection of this relationship. In contrast, no significant association was found between work dynamic and different types of medication errors. Although the study did not observe any relationship between the dynamics and rate of medication errors, the training of nurses or nursing students to create a dynamic environment in hospitals can increase their interest in the profession and increase job satisfaction in them. Also they must have enough ability in work dynamic so that they don't confused and distracted result in frequent changes of orders, care plans, and procedures.

A realist evaluation of the management of a well- performing regional hospital in Ghana

PubMed Central

2010-01-01

Background Realist evaluation offers an interesting approach to evaluation of interventions in complex settings, but has been little applied in health care. We report on a realist case study of a well performing hospital in Ghana and show how such a realist evaluation design can help to overcome the limited external validity of a traditional case study. Methods We developed a realist evaluation framework for hypothesis formulation, data collection, data analysis and synthesis of the findings. Focusing on the role of human resource management in hospital performance, we formulated our hypothesis around the high commitment management concept. Mixed methods were used in data collection, including individual and group interviews, observations and document reviews. Results We found that the human resource management approach (the actual intervention) included induction of new staff, training and personal development, good communication and information sharing, and decentralised decision-making. We identified 3 additional practices: ensuring optimal physical working conditions, access to top managers and managers' involvement on the work floor. Teamwork, recognition and trust emerged as key elements of the organisational climate. Interviewees reported high levels of organisational commitment. The analysis unearthed perceived organisational support and reciprocity as underlying mechanisms that link the management practices with commitment. Methodologically, we found that realist evaluation can be fruitfully used to develop detailed case studies that analyse how management interventions work and in which conditions. Analysing the links between intervention, mechanism and outcome increases the explaining power, while identification of essential context elements improves the usefulness of the findings for decision-makers in other settings (external validity). We also identified a number of practical difficulties and priorities for further methodological development. Conclusion This case suggests that a well-balanced HRM bundle can stimulate organisational commitment of health workers. Such practices can be implemented even with narrow decision spaces. Realist evaluation provides an appropriate approach to increase the usefulness of case studies to managers and policymakers. PMID:20100330

A realist evaluation of the management of a well-performing regional hospital in Ghana.

PubMed

Marchal, Bruno; Dedzo, McDamien; Kegels, Guy

2010-01-25

Realist evaluation offers an interesting approach to evaluation of interventions in complex settings, but has been little applied in health care. We report on a realist case study of a well performing hospital in Ghana and show how such a realist evaluation design can help to overcome the limited external validity of a traditional case study. We developed a realist evaluation framework for hypothesis formulation, data collection, data analysis and synthesis of the findings. Focusing on the role of human resource management in hospital performance, we formulated our hypothesis around the high commitment management concept. Mixed methods were used in data collection, including individual and group interviews, observations and document reviews. We found that the human resource management approach (the actual intervention) included induction of new staff, training and personal development, good communication and information sharing, and decentralised decision-making. We identified 3 additional practices: ensuring optimal physical working conditions, access to top managers and managers' involvement on the work floor. Teamwork, recognition and trust emerged as key elements of the organisational climate. Interviewees reported high levels of organisational commitment. The analysis unearthed perceived organisational support and reciprocity as underlying mechanisms that link the management practices with commitment. Methodologically, we found that realist evaluation can be fruitfully used to develop detailed case studies that analyse how management interventions work and in which conditions. Analysing the links between intervention, mechanism and outcome increases the explaining power, while identification of essential context elements improves the usefulness of the findings for decision-makers in other settings (external validity). We also identified a number of practical difficulties and priorities for further methodological development. This case suggests that a well-balanced HRM bundle can stimulate organisational commitment of health workers. Such practices can be implemented even with narrow decision spaces. Realist evaluation provides an appropriate approach to increase the usefulness of case studies to managers and policymakers.

The Moderating Effect of Network Centrality on the Relationship Between Work Experience Variables and Organizational Commitment

DTIC Science & Technology

2013-03-01

for the decision to continue or discontinue membership in the organization” (J. P. Meyer & Allen, 1991). The varying definitions of commitment all...attachment to the organization. Noting these commonalities, Meyer and Allen (1991) developed a construct to measure commitment comprising of three

Job satisfaction and career commitment among Alzheimer's care providers: addressing turnover and improving staff empowerment.

PubMed

Coogle, Constance L; Parham, Iris A; Rachel, Colleen A

2011-11-01

This study investigated the relation between job satisfaction and career commitment among 262 Alzheimer's care staff working in long-term and community-based care settings. It was anticipated that the results would suggest whether career commitment could be enhanced to positively influence job satisfaction, and conversely, if improvements in job satisfaction might contribute to a deepened sense of vocational empowerment. Participants attended dementia-specific training and completed 2 short work-related questionnaires that measured job satisfaction and career commitment. The results of stepwise regression revealed interrelations between the 2 constructs. Congruence appeared to be reciprocal with respect to the overall scale scores and the intrinsic job satisfaction measure. Unexpected relations appeared in analyses of the extrinsic job satisfaction measure and the career planning subscale. Results are indicative of the fundamental distinction between job satisfaction and career commitment. Implications for efforts to reduce turnover and improve staff empowerment are also considered.

Empowerment: the emperor's new clothes.

PubMed

Argyris, C

1998-01-01

Everyone talks about empowerment, but it's not working. CEOs subtly undermine empowerment. Employees are often unprepared or unwilling to assume the new responsibilities it entails. Even change professionals stifle it. When empowerment is used as the ultimate criteria of success in organizations, it covers up many of the deeper problems that they must overcome. To understand this apparent contradiction, the author explores two kinds of commitment: external and internal. External commitment--or contractual compliance--is what employees display when they have little control over their destinies and are accustomed to working under the command-and-control model. Internal commitment occurs when employees are committed to a particular project, person, or program for their own individual reasons or motivations. Internal commitment is very closely allied with empowerment. The problem with change programs designed to encourage empowerment is that they actually end up creating more external than internal commitment. One reason is that these programs are rife with inner contradictions and send out mixed messages like "do your own thing--the way we tell you." The result is that employees feel little responsibility for the change program, and people throughout the organization feel less empowered. What can be done? Companies would do well to recognize potential inconsistencies in their change programs; to understand that empowerment has its limits; to establish working conditions that encourage employees' internal commitment; and to realize that morale and even empowerment are penultimate criteria in organizations. The ultimate goal is performance.

Patriotism, organizational commitment and nurses' intention to report for work in emergencies.

PubMed

Kagan, I; Itzhaki, M; Melnikov, S

2017-12-01

To examine the influence of nurses' patriotism and organizational commitment on their intention to report for work in a national emergency, in Israel. Healthcare systems need to forecast the number of staff likely to report for work in emergencies and mass casualty events. Patriotism and nurses' commitment to work are factors that prompt nurses to leave their families and report for duty, even knowing that they are putting themselves in danger. However, patriotism as a variable that might affect nurses' intention to report for work in emergencies has not been investigated. A descriptive, cross-sectional survey was used with a convenience sample of 152 registered nurses. Descriptive statistics, Pearson correlation coefficients and t-tests were used to analyse the data. To examine the unique contribution of the independent variables to the explanation of the dependent variable - intention to report to work in emergency - multiple regression analysis was performed. Significant positive correlations were found between age, seniority and research variables (organizational commitment, patriotism and intention to report for emergency work). Patriotism differed by gender, ethnicity and religion. Patriotism and gender explained 23% of the variance regarding intention to report for emergency duty, with patriotism playing a major role. Patriotism has religious and cultural dimensions. Cultural differences explain the discrepancy in organizational commitment between Israeli-born nurses and immigrants. Emergency training drills for nurses should feature discussions on universal ethical principles in emergency planning, preparedness and responses. The willingness of ethnic/religious minorities and immigrants to report for work in a national emergency should be taken into consideration in healthcare system disaster planning, so as to lessen the impact of disparate patriotism. © 2017 International Council of Nurses.

Job Satisfaction Facets as Predictors of Commitment to or Withdrawal from the Work Organization among Selected Community College Faculty in New York State.

ERIC Educational Resources Information Center

Hill, Earl A.

1986-01-01

Examines the differential effects of five job satisfaction variables (i.e., work, supervision, co-workers, pay, and promotion) on community college developmental educators in New York. Satisfaction with the work itself, promotion opportunities, and co-workers had the greatest influence on teachers' commitment to the college and propensity to leave…

Why Lean doesn't work for everyone.

PubMed

Kaplan, Gary S; Patterson, Sarah H; Ching, Joan M; Blackmore, C Craig

2014-12-01

Popularisation of Lean in healthcare has led to emphasis on Lean quality improvement tools in isolation, with inconsistent results. We argue that delivery of safer, more efficient, and higher quality-patient focused care requires organisational transformation of which the Lean toolkit is only one component. To successfully facilitate system transformation toward higher quality care at lower cost, Lean tools must be part of a comprehensive management system, within a supportive institutional culture, and with committed leadership. 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.

A phenomenological research study: Perspectives of student learning through small group work between undergraduate nursing students and educators.

PubMed

Wong, Florence Mei Fung

2018-06-18

Small group work is an effective teaching-learning approach in nursing education to enhance students' learning in theoretical knowledge and skill development. Despite its potential advantageous effects on learning, little is known about its actual effects on students' learning from students' and educators' perspectives. To understand students' learning through small group work from the perspectives of students and educators. A qualitative study with focus group interviews was carried out. Semi-structured interviews with open-ended questions were performed with 13 undergraduate nursing students and 10 educators. Four main themes, "initiative learning", "empowerment of interactive group dynamics", "factors for creating effective learning environment", and "barriers influencing students' learning", were derived regarding students' learning in small group work based on the perspectives of the participants. The results showed the importance of learning attitudes of students in individual and group learning. Factors for creating an effective learning environment, including preference for forming groups, effective group size, and adequacy of discussion, facilitate students' learning with the enhancement of learning engagement in small group work. The identified barriers, such as "excessive group work", "conflicts", and "passive team members" can reduce students' motivation and enjoyment of learning. Small group work is recognized as an effective teaching method for knowledge enhancement and skill development in nursing education. All identified themes are important to understand the initiatives of students and group learning, factors influencing an effective learning environment, and barriers hindering students' learning. Nurse educators should pay more attention to the factors that influence an effective learning environment and reduce students' commitment and group dynamics. Moreover, students may need further support to reduce barriers that impede students' learning motivation and enjoyment. Copyright © 2018 Elsevier Ltd. All rights reserved.

[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.

Management Commitment to Safety, Teamwork, and Hospital Worker Injuries.

PubMed

McGonagle, Alyssa K; Essenmacher, Lynnette; Hamblin, Lydia; Luborsky, Mark; Upfal, Mark; Arnetz, Judith

2016-01-01

Although many studies link teamwork in health care settings to patient safety, evidence linking teamwork to hospital worker safety is lacking. This study addresses this gap by providing evidence linking teamwork perceptions in hospital workers to worker injuries, and further, finds a linkage between manager commitment to safety and teamwork. Organizational records of worker injuries and survey responses regarding management commitment to safety and teamwork from 446 hospital workers within 42 work units in a multi-site hospital system were examined. Results underscored the particular importance of teamwork on worker injuries as well as the importance of management commitment to safety as relating to teamwork. To improve worker safety, organizational leaders and unit managers should work to maintain environments wherein teamwork can thrive.

Management Commitment to Safety, Teamwork, and Hospital Worker Injuries

PubMed Central

McGonagle, Alyssa K.; Essenmacher, Lynnette; Hamblin, Lydia; Luborsky, Mark; Upfal, Mark; Arnetz, Judith

2016-01-01

Although many studies link teamwork in health care settings to patient safety, evidence linking teamwork to hospital worker safety is lacking. This study addresses this gap by providing evidence linking teamwork perceptions in hospital workers to worker injuries, and further, finds a linkage between manager commitment to safety and teamwork. Organizational records of worker injuries and survey responses regarding management commitment to safety and teamwork from 446 hospital workers within 42 work units in a multi-site hospital system were examined. Results underscored the particular importance of teamwork on worker injuries as well as the importance of management commitment to safety as relating to teamwork. To improve worker safety, organizational leaders and unit managers should work to maintain environments wherein teamwork can thrive. PMID:27867448

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.

[Civil status and suicide].

PubMed

Gaxiola-Robles, Ramón; Bitzer-Quintero, Oscar Kurt; García-González, Adolfo; Celis-de la Rosa, Alfredo

2009-01-01

To determine if civil status acts as a risk factor in suicide and how it modifies according to gender, age and population size. A retrospective study which analyzes information from the mortality data from the National Institute of Statistics, Geography and Information, from 1998 to 2002. Variables like suicides age, sex, cause of death, federal entity, population size and civil status were registered. Single men showed twofold risk for committing suicide. Women did not show any associated risk for suicide according to civil status. The risk of married men for committing suicide increased gradually with age. Medium-sized communities with less than 19,999 habitants presented the highest risk for habitants to commit suicide. Suicide is associated to gender especially to men who are not married and living in small and medium-sized communities. One explanation could be the lack of integrated behavior as defined by Emile Durkheim, where the physical density of society will determine behavior and ideas. This social structure phenomenon is called the "moral cocoon." This works around the individual being less individualistic and granting him/her the feeling of belonging to a group.

The relationships between perceived organizational support, affective commitment, psychological contract breach, organizational citizenship behaviour and work engagement.

PubMed

Gupta, Vishal; Agarwal, Upasna A; Khatri, Naresh

2016-11-01

This study examines the factors that mediate and moderate the relationships of perceived organizational support with work engagement and organization citizenship behaviour. Specifically, affective commitment is posited to mediate and psychological contract breach to moderate the above relationships. Nurses play a critical role in delivering exemplary health care. For nurses to perform at their best, they need to experience high engagement, which can be achieved by providing them necessary organizational support and proper working environment. Data were collected via a self-reported survey instrument. A questionnaire was administered to a random sample of 750 nurses in nine large hospitals in India during 2013-2014. Four hundred and seventy-five nurses (63%) responded to the survey. Hierarchical multiple regression was used for statistical analysis of the moderated-mediation model. Affective commitment was found to mediate the positive relationships between perceived organizational support and work outcomes (work engagement, organizational citizenship behaviour). The perception of unfulfilled expectations (psychological contract breach) was found to moderate the perceived organizational support-work outcome relationships adversely. The results of this study indicate that perceived organizational support exerts its influence on work-related outcomes and highlight the importance of taking organizational context, such as perceptions of psychological contract breach, into consideration when making sense of the influence of perceived organizational support on affective commitment, work engagement and citizenship behaviours of nurses. © 2016 John Wiley & Sons Ltd.

The impact of workplace relationships on engagement, well-being, commitment and turnover for nurses in Australia and the USA.

PubMed

Brunetto, Yvonne; Xerri, Matthew; Shriberg, Art; Farr-Wharton, Rod; Shacklock, Kate; Newman, Stefanie; Dienger, Joy

2013-12-01

We examined the impact of workplace relationships (perceived organizational support, supervisor-nurse relationships and teamwork) on the engagement, well-being, organizational commitment and turnover intentions of nurses working in Australian and USA hospitals. In a global context of nurse shortages, knowledge about factors impacting nurse retention is urgently sought. We postulated, using the Social Exchange Theory, that nurses' turnover intentions would be affected by several factors and especially their relationships at work. Based on the literature review, data were collected via a self-report survey to test the hypotheses. A self-report survey was used to gather data in 2010-2012 from 510 randomly chosen nurses from Australian hospitals and 718 nurses from US hospitals. A multi-group structural equation modelling analysis identified significant paths and compared the impact between countries. The findings indicate that this model was more effective in predicting the correlations between variables for nurses in Australia compared with the USA. Most paths predicted were confirmed for Australia, except for the impact of teamwork on organizational commitment and turnover, plus the impact of engagement on turnover. In contrast, none of the paths related to supervisor-subordinate relationships was significant for the USA; neither were the paths from teamwork to organizational commitment or turnover. Our findings suggest that well-being is a predictor of turnover intentions, meaning that healthcare managers need to consider nurses' well-being in everyday decision-making, especially in the cost-cutting paradigm that pervades healthcare provision in nearly every country. This is important because nurses are in short supply and this situation will continue to worsen, because many countries have an ageing population. © 2013 John Wiley & Sons Ltd.

Adult Education in Tanzania: Life-Long Process for National Development.

ERIC Educational Resources Information Center

Mbunda, Daniel

For Tanzanians, education to be meaningful implies human development through education. Tanzania's commitment to build a socialist state, based on traditional African socialism, is also a commitment to socialist education, the necessary tool for social development. Since work is a lifelong duty for any socialist, work-oriented education is also a…

Working Commitment among Trainee Teachers: A Meta Evaluation Approach

ERIC Educational Resources Information Center

Hamzah, Mohd Sahandri Gani B.; Mohamed, Hapidah Bt.; Abdullah, Saifuddin Kumar B.; Baki, Roselan B.

2008-01-01

The main aim of the study was to evaluate trainee teachers working commitment in their teaching practicum. There were seven component teaching practices and eleven demographic factors. The instrument of the study was extracted from various sources to suit the research design based on Units, Treatments, Observing, and Surveying (UTOS) model…

Impact of Malaysian Polytechnics' Head of Department Multi-Dimensional Leadership Orientation towards Lecturers Work Commitment

ERIC Educational Resources Information Center

Ibrahim, Mohammed Sani; Mujir, Siti Junaidah Mohd

2012-01-01

The purpose of this study is to determine if the multi-dimensional leadership orientation of the heads of departments in Malaysian polytechnics affects their leadership effectiveness and the lecturers' commitment to work as perceived by the lecturers. The departmental heads' leadership orientation was determined by five leadership dimensions…

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

ERIC Educational Resources Information Center

Ucanok, Basak; Karabati, Serdar

2013-01-01

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

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

ERIC Educational Resources Information Center

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

2006-01-01

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

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

PubMed Central

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

2013-01-01

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

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

PubMed

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

2013-10-11

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

Identity development as a buffer of adolescent risk behaviors in the context of peer group pressure and control.

PubMed

Dumas, Tara M; Ellis, Wendy E; Wolfe, David A

2012-08-01

We examined identity development as a moderator of the relation between peer group pressure and control and adolescents' engagement in risk behaviors. Participants (n=1070; M(age)=15.45 years) completed a self-report measure of identity exploration, the degree to which they have explored a variety of self-relevant values, beliefs and goals, and identity commitment, the degree to which they have secured a personal identity. Participants further reported on their frequency of risk behaviors (substance use and general deviancy) and experienced peer group pressure and control. Results confirmed that identity commitment was a buffer of substance use and identity exploration was a buffer of general deviancy in more pressuring peer groups. In more controlling peer groups, teens with greater identity commitment engaged in less risk behavior than teens with low-identity commitment. Thus, identity development may be a suitable target to deter negative effects of peer pressure in high-risk adolescents. Copyright © 2011 The Foundation for Professionals in Services for Adolescents. Published by Elsevier Ltd. All rights reserved.

Center Director Bridges opens Super Safety and Health Day at KSC.

NASA Technical Reports Server (NTRS)

1999-01-01

Center Director Roy Bridges opens the second Super Safety and Health Day at Kennedy Space Center, an entire day when most normal work activities are suspended to allow personnel to attend safety- and health-related activities. The theme, 'Safety and Health Go Hand in Hand,' emphasized KSC's commitment to place the safety and health of the public, astronauts, employees and space- related resources first and foremost. Events included a keynote address, a panel session about related issues, vendor exhibits, and safety training in work groups. The keynote address and panel session were also broadcast internally over NASA television.

Acceptance and Commitment Therapy Group Treatment for Symptoms of Borderline Personality Disorder: A Public Sector Pilot Study

ERIC Educational Resources Information Center

Morton, Jane; Snowdon, Sharon; Gopold, Michelle; Guymer, Elise

2012-01-01

A pilot study of a brief group-based Acceptance and Commitment Therapy (ACT) intervention (12 two-hour sessions) was conducted with clients of public mental health services meeting four or more criteria for borderline personality disorder (BPD). Participants were randomly assigned to receive the ACT group intervention in addition to their current…

Acceptance and Commitment Therapy and Cognitive-Behavioral Therapy as Treatments for Academic Procrastination: A Randomized Controlled Group Session

ERIC Educational Resources Information Center

Wang, Shuo; Zhou, Ya; Yu, Shi; Ran, Li-Wen; Liu, Xiang-Ping; Chen, Yu-Fei

2017-01-01

Objective: This study tested the efficacy of Acceptance and Commitment Therapy (ACT), compared with Cognitive-Behavioral Therapy (CBT), in alleviating academic procrastination. Method: A total of 60 (53.3% male) undergraduates suffering from academic procrastination were randomly assigned to two treatment groups (ACT and CBT) and a control group.…

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

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.

From Control to Commitment in the Workplace: In Factory after Factory, There Is a Revolution Under Way in the Management of Work. Readings on Labor-Management Relations.

ERIC Educational Resources Information Center

Walton, Richard E.

A significant change is under way in the organization and management of work. The work force can be managed in two ways, one based on control and the other based on commitment. The traditional--or control-oriented--approach took shape in the early 1900s in response to the division of work into small, fixed jobs for which individuals were held…

Acceptance and commitment therapy improves exercise tolerance in sedentary women.

PubMed

Ivanova, Elena; Jensen, Dennis; Cassoff, Jamie; Gu, Fei; Knäuper, Bärbel

2015-06-01

To test the efficacy of an acute intervention derived from acceptance and commitment therapy (ACT) for increasing high-intensity constant work rate (CWR) cycle exercise tolerance in a group of low-active women age 18-45 yr. The secondary goals were to examine whether ACT would reduce perceived effort and improve in-task affect during exercise and increase postexercise enjoyment. In a randomized controlled trial, 39 women were randomized to either the experimental (using ACT-based cognitive techniques and listening to music during the CWR exercise tests) or a control group (listening to music during the CWR exercise tests). Before (CWR-1) and after the intervention (CWR-2), participants completed a CWR cycle exercise test at 80% of maximal incremental work rate (Wmax) until volitional exhaustion. On average, ACT (n = 18) and control (n = 21) groups were matched for age, body mass index, weekly leisure activity scores, and Wmax (all P > 0.05). Exercise tolerance time (ETT) increased by 15% from CWR-1 to CWR-2 for the ACT group (392.05 ± 146.4 vs 459.39 ± 209.3 s; mean ± SD) and decreased by 8% (384.71 ± 120.1 vs 353.86 ± 127.9 s) for the control group (P = 0.008). RPE were lower (e.g., by 1.5 Borg 6-20 scale units at 55% of ETT, P ≤ 0.01) during CWR-2 in the ACT versus that in the control group. By contrast, ACT had no effect on in-task affect. Exercise enjoyment was higher after CWR-2 in the ACT group versus that in the control group (P < 0.001). An acute ACT intervention increased high-intensity ETT and postexercise enjoyment and reduced perceived effort in low-active women. Further investigations of ACT as an effective intervention for enhancing the established health benefits of high-intensity exercise need to be provided.

Impact of transformational leadership on nurse work outcomes.

PubMed

Brewer, Carol S; Kovner, Christine T; Djukic, Maja; Fatehi, Farida; Greene, William; Chacko, Thomas P; Yang, Yulin

2016-11-01

To examine the effect of transformational leadership on early career nurses' intent to stay, job satisfaction and organizational commitment. Lack of leadership support is one of the top reasons staff nurses leave. Current studies reported mixed results about the impact of transformational leadership on key nurse outcomes. However, little is known whether leadership directly or indirectly affects satisfaction, organizational commitment and intent to stay. This study was a cross-sectional study of nurses who had been licensed for 7·5-8·5 years which was part of a 10-year longitudinal panel design. The analytic sample was 1037 nationally representative newly licensed Registered Nurses. Data were collected from January-March 2013. We used a probit model to model the relationship between transformational leadership and intent to stay, organizational commitment and job satisfaction. Transformational leadership did not have a significant impact on intent to stay and job satisfaction, but significantly associated with organizational commitment. Organizational commitment, job satisfaction, mentor support, promotional opportunities and age were positively associated with intent to stay, while ethnicity, non-local job opportunities and work settings were negatively associated with intent to stay. Transformational leadership had no direct relationship with intent to stay and job satisfaction and had a small direct positive effect on organizational commitment. Transformational leadership has potential to slow attrition and retain nurses by creating a positive work environment that supports nurses. Any improvement in job satisfaction and organizational commitment would positively increase the change in probability for intent to stay. © 2016 John Wiley & Sons Ltd.

40 CFR 52.1638 - Bernalillo County particulate matter (PM10) Group II SIP commitments.

Code of Federal Regulations, 2012 CFR

2012-07-01

...) for Bernalillo County that contained commitments, from the Director of the Albuquerque Environmental... SIPs. The City of Albuquerque and Bernalillo County Air Quality Control Board adopted this SIP revision on November 9, 1988. (b) The Albuquerque Environmental Health Department has committed to comply with...

40 CFR 52.1638 - Bernalillo County particulate matter (PM10) Group II SIP commitments.

Code of Federal Regulations, 2013 CFR

2013-07-01

...) for Bernalillo County that contained commitments, from the Director of the Albuquerque Environmental... SIPs. The City of Albuquerque and Bernalillo County Air Quality Control Board adopted this SIP revision on November 9, 1988. (b) The Albuquerque Environmental Health Department has committed to comply with...

40 CFR 52.1638 - Bernalillo County particulate matter (PM10) Group II SIP commitments.

Code of Federal Regulations, 2014 CFR

2014-07-01

...) for Bernalillo County that contained commitments, from the Director of the Albuquerque Environmental... SIPs. The City of Albuquerque and Bernalillo County Air Quality Control Board adopted this SIP revision on November 9, 1988. (b) The Albuquerque Environmental Health Department has committed to comply with...

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

PubMed

Flynn, Francis J; Schaumberg, Rebecca L

2012-01-01

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

[Clinical and social characteristics of persons accused of committing sexual offenses].

PubMed

Pozdniakova, S P

1989-01-01

The results of clinical statistical examination of 1.405 men responsible for sexual offences are presented. On the basis of the results obtained some data are given (which were unknown before) concerning unlawful sexual behaviour of subjects with psychic pathology, frequency and character of sexual offences in the given population; then the effect of alcoholisation and general recidivation of crimes is specified and stressed; most criminogenic social and clinical groups are singled out; and knowledge on distribution and representation of sexual pathology (perversion) in nosologic groups and in practical work of forensic psychiatrists is outlined and supplemented.

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

ERIC Educational Resources Information Center

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

2005-01-01

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

Management commitment to safety as organizational support: relationships with non-safety outcomes in wood manufacturing employees

Treesearch

Judd H. Michael; Demetrice D. Evans; Karen J. Jansen; Joel M. Haight

2005-01-01

Employee perceptions of management commitment to safety are known to influence important safety-related outcomes. However, little work has been conducted to explore nonsafety-related outcomes resulting from a commitment to safety. Method: Employee-level outcomes critical to the effective functioning of an organization, including attitudes such as job...

Nonstandard Career Paths and Profiles of Commitment to Life Roles: A Complex Relation

ERIC Educational Resources Information Center

Fournier, Genevieve; Lachance, Lise; Bujold, Charles

2009-01-01

The career paths (ascending, interesting, uninteresting, descending) of 124 White Canadian francophones (62 men, 62 women) who had experienced nonstandard and precarious work for the last three years were examined in relation to the participants' profiles of commitment to three life roles (work, family, and duality, that is, investment in both…

Perceived Work-Life Balance Ability, Job Satisfaction, and Professional Commitment among Agriculture Teachers

ERIC Educational Resources Information Center

Sorensen, Tyson J.; McKim, Aaron J.

2014-01-01

Agriculture teachers participate in various work and life roles, which can create challenges when trying to balance the pressures and responsibilities associated with each role. When one is unable to balance and prioritize between roles, both satisfaction and professional commitment may be reduced. The purpose of this study was to describe Oregon…

Factors predicting quality of work life among nurses in tertiary-level hospitals, Bangladesh.

PubMed

Akter, N; Akkadechanunt, T; Chontawan, R; Klunklin, A

2018-06-01

This study examined the level of quality of work life and predictability of years of education, monthly income, years of experience, job stress, organizational commitment and work environment on quality of work life among nurses in tertiary-level hospitals in the People's Republic of Bangladesh. There is an acute shortage of nurses worldwide including Bangladesh. Quality of work life is important for quality of patient care and nurse retention. Nurses in Bangladesh are fighting to provide quality care for emerging health problems for the achievement of sustainable development goals. We collected data from 288 randomly selected registered nurses, from six tertiary-level hospitals. All nurses were requested to fill questionnaire consisted of Demographic Data Sheet, Quality of Nursing Work Life Survey, Expanded Nursing Stress Scale, Questionnaire of Organizational Commitment and Practice Environment Scale of the Nursing Work Index. Data were analysed by descriptive statistics and multiple regression. The quality of work life as perceived by nurses in Bangladesh was at moderate level. Monthly income was found as the best predictor followed by work environment, organizational commitment and job stress. A higher monthly income helps nurses to fulfil their personal needs; positive work environment helps to provide quality care to the patients. Quality of work life and predictors measured by self-report only may not reflect the original picture of the quality of work life among nurses. Findings provide information for nursing and health policymakers to develop policies to improve quality of work life among nurses that can contribute to quality of nursing care. This includes the working environment, commitment to the organization and measures to reduce job stress. © 2017 International Council of Nurses.

Job Satisfaction, Organizational Commitment and Job Involvement: The Mediating Role of Job Involvement

PubMed Central

Ćulibrk, Jelena; Delić, Milan; Mitrović, Slavica; Ćulibrk, Dubravko

2018-01-01

We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction. PMID:29503623

Job Satisfaction, Organizational Commitment and Job Involvement: The Mediating Role of Job Involvement.

PubMed

Ćulibrk, Jelena; Delić, Milan; Mitrović, Slavica; Ćulibrk, Dubravko

2018-01-01

We conducted an empirical study aimed at identifying and quantifying the relationship between work characteristics, organizational commitment, job satisfaction, job involvement and organizational policies and procedures in the transition economy of Serbia, South Eastern Europe. The study, which included 566 persons, employed by 8 companies, revealed that existing models of work motivation need to be adapted to fit the empirical data, resulting in a revised research model elaborated in the paper. In the proposed model, job involvement partially mediates the effect of job satisfaction on organizational commitment. Job satisfaction in Serbia is affected by work characteristics but, contrary to many studies conducted in developed economies, organizational policies and procedures do not seem significantly affect employee satisfaction.

40 CFR 52.146 - Particulate matter (PM-10) Group II SIP commitments.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 40 Protection of Environment 3 2011-07-01 2011-07-01 false Particulate matter (PM-10) Group II SIP commitments. 52.146 Section 52.146 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) AIR PROGRAMS (CONTINUED) APPROVAL AND PROMULGATION OF IMPLEMENTATION PLANS Arizona § 52.146 Particulate matter...

[Influence of Nurse Managers' Authentic Leadership on Nurses' Organizational Commitment and Job Satisfaction: Focused on the Mediating Effects of Empowerment].

PubMed

Choi, Han Gyo; Ahn, Sung Hee

2016-02-01

The aim of this study was to examine the mediating effect of empowerment in the relationship of nurse managers' authentic leadership, with nurses' organizational commitment and job satisfaction. The participants in this study were 273 registered nurses working in five University hospitals located in Seoul and Gyeonggi Province. The measurements included the Authentic Leadership Questionnaire, Condition of Work Effectiveness Questionnaire-II, Organizational Commitment Questionnaire and Korea-Minnesota Satisfaction Questionnaire. Data were analyzed using t-test, ANOVA, Scheffé test, Pearson correlation coefficients, simple and multiple regression techniques with the SPSS 18.0 program. Mediation analysis was performed according to the Baron and Kenny method and Sobel test. There were significant correlations among authentic leadership, empowerment, organizational commitment and job satisfaction. Empowerment showed perfect mediating effects in the relationship between authentic leadership and organizational commitment. It had partial mediating effects in the relationship between authentic leadership and job satisfaction. In this study, nurse managers' authentic leadership had significant influences on nurses organizational commitment and job satisfaction via empowerment. Therefore, to enhance nurses' organizational commitment and job satisfaction, it is necessary to build effective strategies to enhance nurse manager's authentic leadership and to develop empowering education programs for nurses.

Leadership, job satisfaction and organizational commitment in healthcare sector: proposing and testing a model.

PubMed

Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

2013-01-01

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

The impact of justice climate and justice orientation on work outcomes: a cross-level multifoci framework.

PubMed

Liao, Hui; Rupp, Deborah E

2005-03-01

In this article, which takes a person-situation approach, the authors propose and test a cross-level multifoci model of workplace justice. They crossed 3 types of justice (procedural, informational, and interpersonal) with 2 foci (organization and supervisor) and aggregated to the group level to create 6 distinct justice climate variables. They then tested for the effects of these variables on either organization-directed or supervisor-directed commitment, satisfaction, and citizenship behavior. The authors also tested justice orientation as a moderator of these relationships. The results, based on 231 employees constituting 44 work groups representing multiple organizations and occupations, revealed that 4 forms of justice climate (organization-focused procedural and informational justice climate and supervisor-focused procedural and interpersonal justice climate) were significantly related to various work outcomes after controlling for corresponding individual-level justice perceptions. In addition, some moderation effects were found. Implications for organizations and future research are discussed.

The gendered nature of men's filial care.

PubMed

Campbell, Lori D; Martin-Matthews, Anne

2003-11-01

This paper investigates sociodemographic and family structure factors that predict men's involvement (n = 773) in different gendered dimensions of filial caregiving: traditionally male, gender neutral, and traditionally female care. The concepts that guide this research relate to family obligations or motivations to provide care, specifically, commitment to care, legitimate excuses, and caring by default. Data for this research come from the Work and Family Survey (1991-1993) conducted by the Work and Eldercare Research Group of CARNET: The Canadian Aging Research Network. Although such factors as geographic proximity and sibling network composition predict men's involvement independent of the type of task, the gendered nature of the task is important in how other factors, such as filial obligation, parental status, education, and income influence involvement in care. The findings suggest that, for traditionally male tasks, legitimate excuses or a commitment to care may play a more minor role in influencing men's involvement than is true for traditionally female tasks. Overall, this research demonstrates the importance of examining the gendered nature of the care tasks and highlights the value of the conceptual framework for explaining variations in men's filial care.

Computer-based physician order entry: the state of the art.

PubMed Central

Sittig, D F; Stead, W W

1994-01-01

Direct computer-based physician order entry has been the subject of debate for over 20 years. Many sites have implemented systems successfully. Others have failed outright or flirted with disaster, incurring substantial delays, cost overruns, and threatened work actions. The rationale for physician order entry includes process improvement, support of cost-conscious decision making, clinical decision support, and optimization of physicians' time. Barriers to physician order entry result from the changes required in practice patterns, roles within the care team, teaching patterns, and institutional policies. Key ingredients for successful implementation include: the system must be fast and easy to use, the user interface must behave consistently in all situations, the institution must have broad and committed involvement and direction by clinicians prior to implementation, the top leadership of the organization must be committed to the project, and a group of problem solvers and users must meet regularly to work out procedural issues. This article reviews the peer-reviewed scientific literature to present the current state of the art of computer-based physician order entry. PMID:7719793

[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.

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.

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.

Doctor-patient relationships (DPR) in China.

PubMed

Ma, Shaozhuang; Xu, Xuehu; Trigo, Virginia; Ramalho, Nelson J C

2017-03-20

Purpose The purpose of this paper is twofold: first, to develop and test theory on how commitment human resource (HR) practices affect hospital professionals' job satisfaction that motivates them to generate desirable patient care and subsequently improve doctor-patient relationships (DPR) and second, to examine how commitment HR practices influence hospital managers and clinicians in different ways. Design/methodology/approach Using a cross-sectional survey, the authors collected data from 508 clinicians and hospital managers from 33 tertiary public hospitals in China. Structural equation model was employed to test the relationships of the variables in the study. Findings Commitment HR practices positively affect the job satisfaction of the healthcare professionals surveyed and a positive relationship is perceived between job satisfaction and DPR. Overall, the model shows a reversal on the strongest path linking job satisfaction and DPR whereby managers' main association operates through extrinsic job satisfaction while for clinicians it occurs through intrinsic satisfaction only. Practical implications DPR might be improved by applying commitment HR practices to increase healthcare professional's intrinsic and extrinsic satisfaction. In addition, while recognizing the importance of compensation and benefits to address the underpayment issue of Chinese healthcare professionals, empowerment and autonomy in work, and the use of subjects' expertise and skills may serve as stronger motivators for clinicians rather than hard economic incentives in achieving DPR improvements. Originality/value This study contributes to the small but growing body of research on human resource management (HRM) in the healthcare sector with new evidence supporting the link between commitment HR practice and work attitudes, as well as work attitudes and patient care from the perspective of clinicians and hospital managers. This study represents an initial attempt to examine the associations among commitment HR practices, job satisfaction and DPR in the Chinese healthcare sector. The findings provide evidence to support the value of commitment HR practices in Chinese hospital context, and demonstrate the importance of effective HRM in improving both hospital managers and clinicians' work attitudes.

Physical activity after commitment lotteries: examining long-term results in a cluster randomized trial.

PubMed

van der Swaluw, Koen; Lambooij, Mattijs S; Mathijssen, Jolanda J P; Schipper, Maarten; Zeelenberg, Marcel; Berkhout, Stef; Polder, Johan J; Prast, Henriëtte M

2018-02-26

To overcome self-control difficulties, people can commit to their health goals by voluntarily accepting deadlines with consequences. In a commitment lottery, the winners are drawn from all participants, but can only claim their prize if they also attained their gym-attendance goals. In a 52-week, three-arm trial across six company gyms, we tested if commitment lotteries with behavioral economic underpinnings would promote physical activity among overweight adults. In previous work, we presented an effective 26-week intervention. In the present paper we analyzed maintenance of goal attainment at 52-week follow-up and the development of weight over time. We compared weight and goal attainment (gym attendance ≥ 2 per week) between three arms that-in the intervention period- consisted of (I) weekly short-term lotteries for 13 weeks; (II) the same short-term lotteries in combination with an additional long-term lottery after 26 weeks; and (III) a control arm without lottery-deadlines. After a successful 26-week intervention, goal attainment declined between weeks 27 and 52 in the long-term lottery arm, but remained higher than in the control group. Goal attainment did not differ between the short-term lottery arm and control arm. Weight declined slightly in all arms in the first 13 weeks of the trial and remained stable from there on. Commitment lotteries can support regular gym attendance up to 52 weeks, but more research is needed to achieve higher levels of maintenance and weight loss.

Commitment Approach to Motivating Community Recycling: New Zealand Curbside Trial.

ERIC Educational Resources Information Center

Bryce, Wendy J.; And Others

1997-01-01

In a New Zealand community, 200 households made commitment to recycle and 201 did not; 198 were asked to pay for recycling bins, 203 were not. A control group received only recycling information. Verbal commitment significantly increased participation. Difficulties in administering the financial incentive made it impossible to determine effect on…

Impact of Satisfaction and Commitment on Teachers' Organizational Citizenship

ERIC Educational Resources Information Center

Sesen, Harun; Basim, Nejat H.

2012-01-01

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

Developing a pharmaceutical purchasing strategy.

PubMed

Hynniman, C E

1992-09-01

The process commonly used by group purchasing organizations to contract for multisource pharmaceuticals and a strategic approach for the director of pharmacy in working with the purchasing group and the P & T Committee is described. The pharmacist should be knowledgeable concerning the group's contract commitment requirements, product specifications, terms and conditions and procedures for vendor selection, product award, contract implementation, and performance monitoring. To ensure results that meet the needs of the medical staff, it is important that the P & T Committee actively participate. The P & T Committee should understand the reasons for selecting a particular purchasing group, understand the necessary steps in obtaining the most favorable economic advantage, review products with potential brand interchange concerns, recommend product specifications, and reaffirm formulary procedures regarding the principle of current consent.

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.

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.

A realist review to understand the efficacy and outcomes of interventions designed to minimise, reverse or prevent the progression of frailty.

PubMed

Gwyther, Holly; Bobrowicz-Campos, Elzbieta; Apóstolo, João Luis Alves; Marcucci, Maura; Cano, Antonio; Holland, Carol

2018-06-25

Interventions to minimise, reverse or prevent the progression of frailty in older adults represent a potentially viable route to improving quality of life and care needs in older adults. Intervention methods used across European Innovation Partnership on Active and Healthy Ageing collaborators were analysed, along with findings from literature reviews to determine 'what works for whom in what circumstances'. A realist review of FOCUS study literature reviews, 'real-world' studies and grey literature was conducted according to RAMESES (Realist and Meta-narrative Evidence Synthesis: Evolving Standards), and used to populate a framework analysis of theories of why frailty interventions worked, and theories of why frailty interventions did not work. Factors were distilled into mechanisms deriving from theories of causes of frailty, management of frailty and those based on the intervention process. We found that studies based on resolution of a deficiency in an older adult were only successful when there was indeed a deficiency. Client-centred interventions worked well when they had a theoretical grounding in health psychology and offered choice over intervention elements. Healthcare organisational interventions were found to have an impact on success when they were sufficiently different from usual care. Compelling evidence for the reduction of frailty came from physical exercise, or multicomponent (exercise, cognitive, nutrition, social) interventions in group settings. The group context appears to improve participants' commitment and adherence to the programme. Suggested mechanisms included commitment to co-participants, enjoyment and social interaction. In conclusion, initial frailty levels, presence or absence of specific deficits, and full person and organisational contexts should be included as components of intervention design. Strategies to enhance social and psychological aspects should be included even in physically focused interventions.

We Make Spirit By Walking: An Application of Kovel's Spirituality to the Life and Work of Committed Environmentalists.

ERIC Educational Resources Information Center

McDonald, Barbara

An analytical framework based on Joel Kovel's five meditations on spirit (spirit power, spirit being, spirit meaning, spirit and desire, and divine spirit) was used to explore the spirituality of committed environmental activists. A purposeful and snowball sampling method was used to interview 18 individuals with a strong commitment to…

Brief interventions to reduce Ecstasy use: a multi-site randomized controlled trial.

PubMed

Norberg, Melissa M; Hides, Leanne; Olivier, Jake; Khawar, Laila; McKetin, Rebecca; Copeland, Jan

2014-11-01

Studies examining the ability of motivational enhancement therapy (MET) to augment education provision among ecstasy users have produced mixed results and none have examined whether treatment fidelity was related to ecstasy use outcomes. The primary objectives of this multi-site, parallel, two-group randomized controlled trial were to determine if a single-session of MET could instill greater commitment to change and reduce ecstasy use and related problems more so than an education-only intervention and whether MET sessions delivered with higher treatment fidelity are associated with better outcomes. The secondary objective was to assess participants' satisfaction with their assigned interventions. Participants (N=174; Mage=23.62) at two Australian universities were allocated randomly to receive a 15-minute educational session on ecstasy use (n=85) or a 50-minute session of MET that included an educational component (n=89). Primary outcomes were assessed at baseline, and then at 4-, 16-, and 24-weeks postbaseline, while the secondary outcome measure was assessed 4-weeks postbaseline by researchers blind to treatment allocation. Overall, the treatment fidelity was acceptable to good in the MET condition. There were no statistical differences at follow-up between the groups on the primary outcomes of ecstasy use, ecstasy-related problems, and commitment to change. Both intervention groups reported a 50% reduction in their ecstasy use and a 20% reduction in the severity of their ecstasy-related problems at the 24-week follow up. Commitment to change slightly improved for both groups (9%-17%). Despite the lack of between-group statistical differences on primary outcomes, participants who received a single session of MET were slightly more satisfied with their intervention than those who received education only. MI fidelity was not associated with ecstasy use outcomes. Given these findings, future research should focus on examining mechanisms of change. Such work may suggest new methods for enhancing outcomes. Australia and New Zealand Clinical Trial Registry: ACTRN12611000136909. Copyright © 2014. Published by Elsevier Ltd.

A Contextual Work-Life Experiences Model to Understand Nurse Commitment and Turnover.

PubMed

Aluwihare-Samaranayake, Dilmi; Gellatly, Ian; Cummings, Greta; Ogilvie, Linda

2018-05-17

To present a discussion and model depicting most effecting work life experience contextual factors that influence commitment and turnover intentions for nurses in Sri Lanka. Increasing demand for nurses has made the retention of experienced, qualified nursing staff a priority for health care organizations and highlights the need to capture contextual work-life experiences that influence nurses' turnover decisions. Discussion paper. This discussion paper and model is based on our experiences and knowledge of Sri Lanka and represents an integration of classic turnover research and commitment theory and others published between 1958 - 2017, contextualized to reflect the reality faced by Sri Lanka nurses. The model presents a high-level view of intrinsic, extrinsic, personal and professional antecedents to nurse turnover where relevance can be used by researchers, policy makers, clinicians and educators to establish focused and limited scope models and examine comprehensive contexts. This model emphasizes the role that work-life experiences play to fortify (or weaken) nurses' motivation to remain committed to their organization, profession, family, and country. Understanding of contextual work-life influences on nurses' intent to stay should lead to evidence-based strategies that result in a higher number of nurses wanting to remain in the nursing profession and work in the health sector in Sri Lanka. This article is protected by copyright. All rights reserved. This article is protected by copyright. All rights reserved.

A Randomized Controlled Trial of Acceptance and Commitment Therapy for Type 2 Diabetes Management: The Moderating Role of Coping Styles.

PubMed

Shayeghian, Zeinab; Hassanabadi, Hamidreza; Aguilar-Vafaie, Maria E; Amiri, Parisa; Besharat, Mohammad Ali

2016-01-01

Evidence of the efficacy of existing psychological interventions for self-management in diabetes is limited. The current study aimed at assessing the effects of group-based ACT on self-management of patients with T2DM, considering the moderating role of coping styles. One hundred and six patients with type 2 diabetes were randomly assigned either to the education alone (n = 53) or to a combination of education and group-based acceptance and commitment therapy (n = 53) over a period of 10 sessions. In each group, 50 participants completed a 3 month follow-up assessment. After 3 months, compared to patients who received education alone, those in the group-based acceptance and commitment therapy condition were more likely to use effective coping strategies, reported better diabetes self-care, and optimum glycated hemoglobin (HbA1C) levels in the target range. Consideration of the role of coping style for a more accurate evaluation of the effects of acceptance and commitment therapy may be a useful addition to services provided for patients with type 2 diabetes.

Religious commitment, attitudes toward suicide, and suicidal behaviors among college students of different ethnic and religious groups in Malaysia.

PubMed

Foo, Xiang Yi; Alwi, Muhd Najib Mohd; Ismail, Siti Irma Fadhillah; Ibrahim, Normala; Osman, Zubaidah Jamil

2014-06-01

The variation in suicide patterns across ethnic groups with different religious background is a puzzling social phenomenon. This study sought to examine the impact of religious commitment and attitudes toward suicide on suicidal behaviors of college students across major ethnic and religious groups in a multicultural society of Malaysia. A total of 139 college students completed Religious Commitment Inventory-10, Attitudes Toward Suicide Scale, and Suicidal Behavior Questionnaire-Revised. Findings showed significant discrepancies in attitudes toward suicide, but not suicidal behaviors across ethnic and religious groups. Suicide acceptance significantly affected suicidal behaviors as well. Although religious commitment is not associated with suicidal behaviors, its deviation is reflected in students' acceptance of suicide. Additionally, college students' suicide risk, lifetime, and recent suicide ideation, as well as their likelihood of future suicide attempt can be associated with their acceptance of suicide. The influence of attitudes toward suicide and religion, therefore, should be taken into consideration while implementing suicide prevention programs as it helps shape the norms about suicide among youths.

"Inclusive working life in Norway": a registry-based five-year follow-up study.

PubMed

Foss, Line; Gravseth, Hans Magne; Kristensen, Petter; Claussen, Bjørgulf; Mehlum, Ingrid Sivesind; Skyberg, Knut

2013-07-08

In 2001, the Norwegian authorities and major labour market partners signed an agreement regarding 'inclusive working life' (IW), whereby companies that participate are committed to reducing sickness absence. Our main aim was to determine the effect of the IW program and work characteristics by gender on long-term (>8 weeks) sickness absence (LSA). Self-reported data on work characteristics from the Oslo Health Study were linked to registry-based data on IW status, education and LSA. From 2001-2005, 10,995 participants (5,706 women and 5,289 men) aged 30, 40, 45 and 60 years were followed. A Cox regression was used to compute hazard ratios (HR) for LSA risk. The cohort was divided into an IW group (2,733 women and 2,058 men) and non-IW group (2,973/3,231). 43.2% and 41.6% of women and 22.3%/24.3% of men (IW / non-IW, respectively) experienced at least one LSA. In a multivariate model, statistically significant risk factors for LSA were low education (stronger in men), shift work/night work or rotating hours (strongest in men in the non-IW group), and heavy physical work or work involving walking and lifting (men only and stronger in the non-IW group). Among men who engaged in shift work, the LSA risk was significantly lower in the IW group. Our results could suggest that IW companies that employ many men in shift work have implemented relevant efforts for reducing sickness absence. However, this study could not demonstrate a significant effect of the IW program on the overall LSA risk.

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

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.

Improving performance of HVAC systems to reduce exposure to aerosolized infectious agents in buildings; recommendations to reduce risks posed by biological attacks.

PubMed

Hitchcock, Penny J; Mair, Michael; Inglesby, Thomas V; Gross, Jonathan; Henderson, D A; O'Toole, Tara; Ahern-Seronde, Joa; Bahnfleth, William P; Brennan, Terry; Burroughs, H E Barney; Davidson, Cliff; Delp, William; Ensor, David S; Gomory, Ralph; Olsiewski, Paula; Samet, Jonathan M; Smith, William M; Streifel, Andrew J; White, Ronald H; Woods, James E

2006-01-01

The prospect of biological attacks is a growing strategic threat. Covert aerosol attacks inside a building are of particular concern. In the summer of 2005, the Center for Biosecurity of the University of Pittsburgh Medical Center convened a Working Group to determine what steps could be taken to reduce the risk of exposure of building occupants after an aerosol release of a biological weapon. The Working Group was composed of subject matter experts in air filtration, building ventilation and pressurization, air conditioning and air distribution, biosecurity, building design and operation, building decontamination and restoration, economics, medicine, public health, and public policy. The group focused on functions of the heating, ventilation, and air conditioning systems in commercial or public buildings that could reduce the risk of exposure to deleterious aerosols following biological attacks. The Working Group's recommendations for building owners are based on the use of currently available, off-the-shelf technologies. These recommendations are modest in expense and could be implemented immediately. It is also the Working Group's judgment that the commitment and stewardship of a lead government agency is essential to secure the necessary financial and human resources and to plan and build a comprehensive, effective program to reduce exposure to aerosolized infectious agents in buildings.

Optics outreach in Irish context

NASA Astrophysics Data System (ADS)

McHugh, Emer; Smith, Arlene

2009-06-01

The Applied Optics Group, National University of Ireland Galway is a research centre involved in programmes that cover a wide variety of topics in applied optics and imaging science, including smart optics, adaptive optics, optical scattering and propagation, and engineering optics. The Group have also developed significant outreach programmes both in Primary and Post-Primary schools. It is recognised that there is a need for innovation in Science Education in Ireland and we are committed to working extensively with schools. The main aim of these outreach programmes is to increase awareness and interest in science with students and enhance the communication skills of the researchers working in the Group. The education outreach team works closely with the relevant teachers in both Primary and Post-Primary schools to design and develop learning initiatives to match the needs of the target group of students. The learning programmes are usually delivered in the participating schools during normal class time by a team of Applied Optics specialists. We are involved in running these programmes in both Primary and Post-Primary schools where the programmes are tailored to the curriculum and concentrating on optics and light. The students may also visit the Groups research centre where presentations and laboratory tours are arranged.

The use of mobile phones to deliver acceptance and commitment therapy in the prevention of mother-child HIV transmission in Nigeria.

PubMed

Ishola, A G; Chipps, J

2015-12-01

The objective of this study was to determine if introducing acceptance and commitment therapy in the prevention of mother to child HIV transmission (PMTCT) programme using weekly mobile phone messages would result in improved mental health status of HIV-positive, pregnant women in Nigeria. We used a Solomon four-group (two intervention and two control groups) randomised design. The study population was 144 randomly selected, HIV-positive pregnant women attending four randomly selected PMTCT centres in Nigeria. The intervention groups were exposed to one session of acceptance and commitment therapy with weekly value-based health messages sent by mobile phone for three months during pregnancy. The control groups received only post-HIV test counselling. A total of 132 participants (33 per site) were enrolled in the study from the two intervention and two control sites. In the pre-tests, the intervention and control groups did not differ significantly with regard to demographics. Evaluation of the pre- and post-tests of the intervention group indicated significantly higher Action and Acceptance Questionnaire (AAQ-II) scores. The introduction of a mobile phone acceptance and commitment therapy programme may result in greater psychological flexibility in women diagnosed with HIV. © The Author(s) 2015.

Explaining IT Professionals' Organizational Commitment Based on Age, Gender, and Personality Trait Factor

ERIC Educational Resources Information Center

Syed, Javaid A.

2017-01-01

The purpose of the present study was to test the Emotional Stability dimension of the Big Five factors of personality traits theory to predict or explain a relationship with Employee Organizational Commitment, when the relationship between Emotional Stability (ES) and Employee Organizational Commitment (EOC) was moderated by Gender and AgeGroup.…

Population dose commitments due to radioactive releases from nuclear power plant sites in 1987

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 1987. 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 70 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 reach 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 site average individual dose commitment from all pathways ranged from a low of 2 {times} 10{sup {minus}6} mrem to a high of 0.009 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. However, licensee calculation of doses to the maximally exposed individual at some sites indicated values of up to approximately 100 times average individual doses (on the order of a few millirem per year). 2 refs., 2 figs., 7 tabs.« less

Organizational Stress Moderates the Relationship between Mental Health Provider Adaptability and Organizational Commitment

PubMed Central

Green, Amy E.; Dishop, Christopher; Aarons, Gregory A

2016-01-01

Objective Community mental health providers often operate within stressful work environments and are at high risk for emotional exhaustion, which can negatively affect job performance and client satisfaction with services. This cross-sectional study examines the relationships between organizational stress, provider adaptability, and organizational commitment. Methods Variables were analyzed using moderated multi-level regression in a sample of 311 mental health providers from 49 community mental health programs. Results Stressful organizational climate, characterized by high levels of emotional exhaustion, role conflict, and role overload, was negatively related to organizational commitment. Organizational stress moderated the relationship between provider adaptability and organizational commitment, such that those who were more adaptable had greater levels of organizational commitment when organizational stress was low, but were less committed than those who were less adaptable when organizational stress was high. Conclusions In the current study, providers higher in adaptability may perceive their organization as a greater fit when characterized by lower levels of stressfulness; however, highly adaptable providers may also exercise choice that manifests in lower commitment to staying in an overly stressful work environment. Service systems and organizational contexts are becoming increasingly demanding and stressful for direct mental health service providers. Therefore, community mental health organizations should assess and understand their organizational climate and intervene with empirically based organizational strategies when necessary to reduce stressful climates and maintain desirable employees. PMID:27301760

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

PubMed Central

Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

2013-01-01

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

Making the purchase decision: factors other than price.

PubMed

Lyons, D M

1992-05-01

Taking price out of the limelight and concentrating on customer relations, mutual respect, and build-in/buy-in; involving the user; developing communication and evaluation processes; and being process oriented to attain the results needed require commitment on the part of administration and materiel management. There must be a commitment of time to develop the process, commitment of resources to work through the process, and a commitment of support to enhance the process. With those three parameters in place, price will no longer be the only factor in the purchasing decision.

Organizational practices, work demands and the well-being of employees: a follow-up study in the metal industry and retail trade.

PubMed

Tuomi, Kaija; Vanhala, Sinikka; Nykyri, Erkki; Janhonen, Minna

2004-03-01

Rapid technological change and increased international competition have changed working life and work organizations. These changes may not be considered when researching employee work ability and well-being. This study investigates the impact of organizational practices, work demands and individual factors on work ability, organizational commitment and mental well-being of employees in the metal industry and retail trade. A follow-up study was conducted to examine these connections among 1389 employees (mean age 42 years at baseline) in 91 organizations. The first survey was conducted in 1998 and was repeated in 2000. Changes in organizational practices and the demands of work were strongly associated with changes in employee well-being. Work ability, organizational commitment and the mental well-being of employees were increased most if the opportunities for development and influence and the promotion of employee well-being were increased and if the supervisory support and organization of work were improved. Well-being also improved with less uncertainty at work and with decreasing mental and physical work demands. In addition physical exercise and affluence also had favourable effects. The results confirm that several features of organizational practices are strongly associated with employees' well-being. Organizational development is an important method of improving employees' work ability, commitment and well-being.

The Perceptions and Expectations Toward the Social Responsibility of Hospitals and Organizational Commitment of Nursing Staff.

PubMed

Hsieh, Sheng-Che; Chiu, Herng-Chia; Hsieh, Ya-Hui; Ho, Pei-Shen; Chen, Li-Chin; Chang, Wei-Chou

2016-09-01

The labor rights of medical workers in hospitals in Taiwan have been a key issue of discussion and controversy in recent years. Generally, poor work conditions and manpower shortages in hospitals have resulted in a vicious circle of severely overworked medical and healthcare staff and chronically low staffing and retention rates. This study employed corporate social responsibility as the conceptual framework of the social responsibility of hospitals to examine the perceptions and expectations of nurses toward the social responsibility practices of the hospital where they serve and to explore the relationship between these perceptions and organizational commitment (OC). The participants were all nurses who were employed by one medical group in southern Taiwan. Two hundred forty anonymous questionnaires, which included scales that were designed to measure the social responsibility of hospitals and OC, were distributed. Two hundred twenty-seven valid questionnaires were returned. Exploratory factor analysis was used to validate the dimension of the social responsibility of hospitals, and hierarchical multiregression analyses were used to verify the relationship between the perceptions of nurses with regard to the social responsibility practices of the hospital where nurses serve and OC. There were considerable differences between participants' perceptions and expectations toward the social responsibility of hospitals. The nurses with high perceptions toward the social responsibility practices of the hospital where they serve tended to have relatively high OC. Senior nurses who had high perceptions of the legal and rational, ethical, and economic dimensions of the social responsibility practices of the hospital where they serve exhibited relatively strong affective commitment. Nurses in junior positions who had high perceptions of the practices of ethical responsibilities exhibited relatively strong continuance commitment. Senior nurses who had high perceptions of the legal and rational, ethical, and discretionary dimensions of the social responsibility practices of the hospital where they serve exhibited relatively strong normative commitment. A friendly and humane work environment in hospital settings facilitates the implementation of social responsibility, which has been shown to foster higher levels of organizational identification and job performance among nurses and other hospital employees.

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

ERIC Educational Resources Information Center

Baird, Bonni Lynn

2012-01-01

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

A modified model of pharmacists' job stress: the role of organizational, extra-role, and individual factors on work-related outcomes.

PubMed

Gaither, Caroline A; Kahaleh, Abir A; Doucette, William R; Mott, David A; Pederson, Craig A; Schommer, Jon C

2008-09-01

Understanding the effects of job stress continues to be a concern for health-care providers as workload and personnel needs increase. The overall objective of this study was to test a direct effects model of job stress that examines the characteristics of the organizational environment (interpersonal interactions, environmental aspects, the level of compensation and advancement, role stress, and availability of alternative jobs); extra-role factors (work-home conflict); job stress; individual factors (career commitment); and the work-related psychological outcomes of job satisfaction, organizational commitment, and job turnover intention. A cross-sectional mail survey was sent to a nationwide random sample of 4895 licensed pharmacists in the United States. Previously validated summated Likert-type scales measured each of the study variables. Data analyses included descriptive statistics, and exploratory and confirmatory factor analyses. Structural equation modeling was used to estimate the final model. A response rate of 46% was achieved. Psychometric analyses indicated acceptable reliability and validity. The study model fit the data well (CFI[comparative fit index] = 0.90, RMSEA[root mean square error of approximation] = 0.05). Organizational factors in the form of role overload (standardized beta = 0.45) and conflict (0.31) and ease of finding a job with better interpersonal characteristics (0.26) had the largest effects on job stress. Interpersonal characteristics were also one of the strongest predictors of job satisfaction (-0.61) and organizational commitment (-0.70). Work-home conflict directly affected job turnover intention (0.11) and career commitment (-0.16). Other significant, but sometimes, opposite direct effects were found. Job satisfaction and organizational commitment directly affected job turnover intention. Given the increased demand for pharmacy services, health-care organizations will benefit from increasing positive and reducing negative work outcomes. Increased focus on enhancing interpersonal interactions, developing commitment to the profession, and greater consideration of nonwork factors could help pharmacists better manage their work environments. Future research should continue to refine these models to further enhance our understanding of the effects of job stress in the health professional workplace.

Quality of working life: perceptions of professional nurses at Phramongkutklao Hospital.

PubMed

Boonrod, Wallapa

2009-02-01

The 10th National Economic and Social Developmental Plan considered quality of human. Quality of human life was affected by quality of working life (QWL). Professional nurses had responsibility for patients' quality of life. Thus, professional nurses should have a quality of working life more effectively before they could help patients. Personal factors have relationships with the quality of working life. Thus, the present study was to describe the level of the QWL, to examine the relationships between job characteristics, organizational climate, organizational commitment, and job satisfaction with the QWL and to predict the QWL among professional nurses at Phramongkutklao Hospital. Two hundred and thirty-one professional nurses, who had worked for at least 3 years, were selected by stratified random sampling from 12 departments at Phramongkutklao Hospital. The questionnaires were developed, consisting of personal factors, job characteristics, organizational climate and commitment, job satisfaction and QWL. Content validity was examined by 9 experts. Reliability was obtained at 0.97 by means of Cronbach's alpha coefficient. The over all mean score of the level of quality of working life among professional nurses was at a moderate level (mean = 3.412, SD = 0.459). Personal factors were age, status, education, position, experience, salary and wards were no relationships with the QWL. Job satisfaction was positive and related at a high level, while organizational commitment, organizational climate, and job characteristics were positive and related at a moderate level to the QWL significantly at 0.001 level (r = 0.724, 0.694, 0.640, and 0.334). Multiple regression analysis factors affecting QWL indicated that professional nurses associated negative factors with job characteristics and positive factors with job satisfaction, organizational commitment, and organizational climate at 62.10 percent (R2 = 0.621). QWL = 0.762 + 0.336 Job satisfaction + 0.265 Organizational climate + 0.250 Organizational commitment - 0.118 Job characteristics. In order to develop the QWL among professional nurses at Phramongkutklao hospital, nursing administrators should promote their job satisfaction, organizational commitment, organizational climate, and job characteristics. Professional nurses who have better QWL, are more likely to stay in their positions and provide better nursing care.

Fostering marginalized youths' political participation: longitudinal roles of parental political socialization and youth sociopolitical development.

PubMed

Diemer, Matthew A

2012-09-01

This study examines the roles of parental political socialization and the moral commitment to change social inequalities in predicting marginalized youths' (defined here as lower-SES youth of color) political participation. These issues are examined by applying structural equation modeling to a longitudinal panel of youth. Because tests of measurement invariance suggested racial/ethnic heterogeneity, the structural model was fit separately for three racial/ethnic groups. For each group, parental political socialization: discussion predicted youths' commitment to produce social change and for two groups, longitudinally predicted political participation. This study contributes to the literature by examining civic/political participation among disparate racial/ethnic groups, addresses an open scholarly question (whether youths' commitment to create social change predicts their "traditional" participation), and emphasizes parents' role in fostering marginalized youths' civic and political participation.

40 CFR 52.1638 - Bernalillo County particulate matter (PM10) Group II SIP commitments.

Code of Federal Regulations, 2011 CFR

2011-07-01

... (CONTINUED) New Mexico § 52.1638 Bernalillo County particulate matter (PM10) Group II SIP commitments. (a) On December 7, 1988, the Governor of New Mexico submitted a revision to the State Implementation Plan (SIP... SIPs. The City of Albuquerque and Bernalillo County Air Quality Control Board adopted this SIP revision...

40 CFR 52.1638 - Bernalillo County particulate matter (PM10) Group II SIP commitments.

Code of Federal Regulations, 2010 CFR

2010-07-01

... (CONTINUED) New Mexico § 52.1638 Bernalillo County particulate matter (PM10) Group II SIP commitments. (a) On December 7, 1988, the Governor of New Mexico submitted a revision to the State Implementation Plan (SIP... SIPs. The City of Albuquerque and Bernalillo County Air Quality Control Board adopted this SIP revision...

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

ERIC Educational Resources Information Center

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

2015-01-01

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

Using warnings to reduce categorical false memories in younger and older adults.

PubMed

Carmichael, Anna M; Gutchess, Angela H

2016-07-01

Warnings about memory errors can reduce their incidence, although past work has largely focused on associative memory errors. The current study sought to explore whether warnings could be tailored to specifically reduce false recall of categorical information in both younger and older populations. Before encoding word pairs designed to induce categorical false memories, half of the younger and older participants were warned to avoid committing these types of memory errors. Older adults who received a warning committed fewer categorical memory errors, as well as other types of semantic memory errors, than those who did not receive a warning. In contrast, young adults' memory errors did not differ for the warning versus no-warning groups. Our findings provide evidence for the effectiveness of warnings at reducing categorical memory errors in older adults, perhaps by supporting source monitoring, reduction in reliance on gist traces, or through effective metacognitive strategies.

Studies of transformational leadership in consumer service: leadership trust and the mediating-moderating role of cooperative conflict management.

PubMed

Yang, Yi-Feng

2012-02-01

This is the third in a series of studies evaluating how transformational leadership is associated with related variables such as job satisfaction, change commitment, leadership trust, cooperative conflict management, and market orientation. The present paper evaluates the effects of transformational leadership and cooperative conflict management along with their mediating and moderating of leadership trust in the life insurance industry for two sample groups, sales managers and sales employees. The main effect of leadership trust was mediated and moderated by cooperative conflict management. Cooperative conflict management made a more important contribution than transformational leadership or the moderating effect (interaction), but these three together were the most important variables predicting highest leadership trust. Transformational leadership has an indirect influence on leadership trust. This work summarizes the specific contribution and importance of building successful leadership trust associations with employees in relation to leadership and satisfaction with change commitment.

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.

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.

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.

Personality Trait Development and Social Investment in Work

PubMed Central

Hudson, Nathan W.; Roberts, Brent W.; Lodi-Smith, Jennifer

2012-01-01

A longitudinal study of employed individuals was used to test the relationship between social investment at work—the act of cognitively and emotionally committing to one’s job—and longitudinal and cross-sectional personality trait development. Participants provided ratings of personality traits and social investment at work at two time-points, separated by approximately three years. Data were analyzed using latent change models. Cross-sectional results showed that extraversion, agreeableness, conscientiousness and emotional stability were related to social investment at work. Additionally, a positive association was found between longitudinal change in social investment in work and change in personality traits—especially conscientiousness. Finally, the correlated changes in social investment and personality traits were invariant across age groups, suggesting that personality traits remain malleable across the lifespan. PMID:22822278

Effects of Leadership Behaviour on the Faculty Commitment of Humanities Departments in the University of Mysore, India: Regarding Factors of Age Group, Educational Qualifications and Gender

ERIC Educational Resources Information Center

Tabbodi, Meimanat Lonita

2009-01-01

The present study examined the effect of leadership behaviour on the commitment of humanities departments in the University of Mysore, India. The data were collected from among faculties, including 93 participants. The instruments used were the "Leadership behaviour questionnaire" and the "Faculty commitment questionnaire".…

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

ERIC Educational Resources Information Center

Çogaltay, Nazim

2015-01-01

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

Professional behaviors, sense of belonging, and professional socialization of early career clinical laboratory scientists

NASA Astrophysics Data System (ADS)

Schill, Janna Marie

Professional socialization is a process that individuals experience as members of a profession and consists of the knowledge, attitudes, and experiences that influence and shape their professional identity. The process of professional socialization has not been studied in the clinical laboratory science profession. Clinical laboratory science is an allied health profession that is faced by a workforce shortage that has been caused by a decrease in new graduates, decreased retention of qualified professionals, and increased retirements. Other allied health professions such as nursing, athletic training, and pharmacy have studied professional socialization as a way to identify factors that may influence the retention of early career professionals. This mixed method study, which quantitatively used Hall's Professionalism Scale (1968) in addition to qualitative focus group interviews, sought to identify the professional attitudes and behaviors, sense of belonging, and professional socialization of early career clinical laboratory scientists. Early career clinical laboratory scientists were divided into two groups based upon the amount of work experience they had; new clinical laboratory science graduates have had less than one year of work experience and novice clinical laboratory scientists had between one and three years of work experience. This study found that early career clinical laboratory scientists have established professional identities and view themselves as members of the clinical laboratory science field within four proposed stages of professional socialization consisting of pre-arrival, encounter, adaptation, and commitment. New CLS graduates and novice clinical laboratory scientists were found to be at different stages of the professional stage process. New CLS graduates, who had less than one year of work experience, were found to be in the encounter stage. Novice clinical laboratory scientists, with one to three years of work experience, were found to be in the adaptation stage. In order for early career clinical laboratory scientists to successfully transition from student to committed professional, increased support from more experienced colleagues needs to be provided for this group of laboratory professionals. This study provided an initial examination of the professional socialization process in the CLS profession and adds to existing professional socialization studies in allied health.

Health Effects of Vanpooling to Work.

PubMed

Robbins, Wendie A; Berman, Barbara A; Stone, Dawn S

2015-12-01

Shared commutes to work, such as vanpooling, benefit the environment and provide economic gain for riders in terms of fuel costs, parking fees, and personal vehicle wear and tear. Although ride sharing is commonly believed to promote health through stress reduction, published evidence on this topic is limited, and findings vary. This study explored the perceived health and well-being of vanpoolers using a qualitative, descriptive design. Five focus groups of vanpoolers and two individual interviews with drivers were conducted (N=40 participants). Stress, change in sleep patterns, and interpersonal relationships emerged as major themes. Employee insights about the impact of vanpooling on work productivity and how employer commitment to the vanpool program influences the vanpool experience also were important findings. © 2015 The Author(s).

Volunteer Work in the Church Among Older Mexican Americans

PubMed Central

Krause, Neal; Hayward, R. David

2012-01-01

The purpose of this study is to identify the factors that influence the amount of volunteer work that older Mexican Americans perform in the place where they worship. The relationship between religion and volunteering is viewed from a social identity perspective. Data from a nationally representative sample of older Mexican Americans suggest that Evangelical/Pentecostal church members spend more time performing volunteer work at church than older Mexican Americans who affiliate with other denominations. Moreover, the findings indicate that the difference in the amount of volunteering between the two groups can largely be explained by differences in the nature of the spiritual support that Evangelical/Pentecostal receive from their fellow church members as well as depth of their commitment to their faith. PMID:22686148

Second-career CNAs in nursing homes: tapping an underused resource.

PubMed

Pennington, Karen; Congdon, Joann G; Magilvy, Joan K

2007-06-01

The purpose of this study was to describe the characteristics, work perceptions, and factors influencing employment of second-career certified nursing assistants (CNAs) in nursing homes. The qualitative descriptive design included a purposeful sample of 17 participants from 5 nursing homes. Data generation consisted of demographic surveys and audiotaped interviews that were transcribed, coded, and analyzed for emerging themes. Four themes were identified: negative first impressions of the work did not deter second-career CNAs, second-career CNAs lived out personal ideals and values through their work, positive relationships and job benefits retained second-career CNAs, and second-career CNAs expressed hopes for transforming nursing homes. Results revealed a group of committed, mature workers to fill labor shortages in an essential health care setting.

Dose commitments due to radioactive releases from nuclear power plant sites in 1989

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

Baker, D.A.

Population and individual radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1989. 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 72 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 an estimate of individual doses which are compared with 10 CFR Partmore » 50, Appendix I design objectives. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 14 person-rem to a low of 0.005 person-rem for the sites with plants in operation and producing power during the year. The arithmetic mean was 1.2 person-rem. The total population dose for all sites was estimated at 84 person-rem for the 140 million people considered at risk. The individual dose commitments estimated for all sites were below the Appendix I design objectives.« less

Population dose commitments due to radioactive releases from nuclear power plant sites in 1980

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 1980. In addition doses derived from the shutdown reactors at the Three Mile Island site were included. 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 showingmore » the fraction of the total population within 2 to 80 km around each site receiving various average dose commitments from the airborne pathways. The total dose commitment from both liquid and airborne pathways ranged from a high of 40 person-rem to a low of 0.02 person-rem with an arithmetic mean of 4 person-rem. The total population dose for all sites was estimated at 180 person-rem for the 96 million people considered at risk.« less

Dose commitments due to radioactive releases from nuclear power plant sites in 1989. Volume 11

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

Baker, D.A.

Population and individual radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1989. 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 72 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 an estimate of individual doses which are compared with 10 CFR Partmore » 50, Appendix I design objectives. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 14 person-rem to a low of 0.005 person-rem for the sites with plants in operation and producing power during the year. The arithmetic mean was 1.2 person-rem. The total population dose for all sites was estimated at 84 person-rem for the 140 million people considered at risk. The individual dose commitments estimated for all sites were below the Appendix I design objectives.« less

Population dose commitments due to radioactive releases from nuclear power plant sites in 1983

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 1983. 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 52 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 45 person-rem to a low of 0.002 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 170 person-rem for the 100 million people considered at risk.« less

Age-related associations between work over-commitment and zest for work among Swedish employees from a cross-sectional and longitudinal perspective.

PubMed

Runeson-Broberg, Roma; du Prel, Jean-Baptist; Westerholm, Peter; Nordin, Maria; Knutsson, Anders; Alfredsson, Lars; Fahlén, Göran; Peter, Richard

2017-01-01

In aging societies, zest for work may be pivotal when deciding to stay occupationally active longer. Psychosocial work stress is a prevalent public health problem and may have an impact on zest for work. Work over-commitment (WOC) is a personal coping strategy for work stress with excessive striving and a health risk. However, the long-term effect of WOC on zest for work is poorly understood. To investigate the age-related associations of work over-commitment with zest for work. During 1996-1998 and 2000-2003, predominantly industrial workers (n = 2940) participated in the WOLF-Norrland study and responded to a questionnaire referring to socio-demographics, WOC, zest for work, effort-reward imbalance proxies, and mental health. Age-adjusted multiple logistic regressions were performed with original and imputed datasets. Cross-sectionally, work overcommitted middle-aged employees had an increased prevalence of poor zest for work compared to their contemporaries without WOC (OR: 3.74 [95%-CI 2.19; 6.40]). However, in a longitudinal analysis associations between onset of 'poor zest for work' and the WOC subscales 'need for approval' (OR: 3.29 [95%-CI 1.04; 10.37]) and 'inability to withdraw from work' (OR: 5.14 [95%-CI 1.32; 20.03]) were observed. The longitudinal findings among older employees could be relevant regarding the expected need to remain occupationally active longer.

The Early History of Psychoanalysis in San Francisco.

PubMed

Benveniste, Daniel

2006-01-01

The early history of psychoanalysis in San Francisco begins in 1918 and ends in 1953. During those 35 years the San Francisco Bay Area witnessed the awakening of interest in psychoanalysis, the arrival of the European émigré analysts and the emergence of individuals and groups engaging in extraordinarily creative work and doing so in an ecumenical spirit and with a social commitment. This article provides an overview of this illustrious history and the people who participated in it.

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

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.

Which daily experiences can foster well-being at work? A diary study on the interplay between flow experiences, affective commitment, and self-control demands.

PubMed

Rivkin, Wladislaw; Diestel, Stefan; Schmidt, Klaus-Helmut

2018-01-01

Previous research has provided strong evidence for affective commitment as a direct predictor of employees' psychological well-being and as a resource that buffers the adverse effects of self-control demands as a stressor. However, the mechanisms that underlie the beneficial effects of affective commitment have not been examined yet. Drawing on the self-determination theory, we propose day-specific flow experiences as the mechanism that underlies the beneficial effects of affective commitment, because flow experiences as peaks of intrinsic motivation constitute manifestations of autonomous regulation. In a diary study covering 10 working days with N = 90 employees, we examine day-specific flow experiences as a mediator of the beneficial effects of interindividual affective commitment and a buffering moderator of the adverse day-specific effects of self-control demands on indicators of well-being (ego depletion, need for recovery, work engagement, and subjective vitality). Our results provide strong support for our predictions that day-specific flow experiences a) mediate the beneficial effects of affective commitment on employees' day-specific well-being and b) moderate (buffer) the adverse day-specific effects of self-control demands on well-being. That is, on days with high levels of flow experiences, employees were better able to cope with self-control demands whereas self-control demands translated into impaired well-being when employees experienced lower levels of day-specific flow experiences. We then discuss our findings and suggest practical implications. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

The Effects of Perceptions of Organizational Structure on Job Involvement, Job Satisfaction, and Organizational Commitment Among Indian Police Officers.

PubMed

Lambert, Eric G; Qureshi, Hanif; Klahm, Charles; Smith, Brad; Frank, James

2017-12-01

Successful police organizations rely on involved, satisfied, and committed workers. The concepts of job involvement (i.e., connection with the job), job satisfaction (i.e., affective feeling toward the job), and organizational commitment (i.e., bond with the employing organization) have been shown to significantly affect intentions and behaviors of employees. The current study used multivariate ordinary least squares (OLS) regression analysis on survey results from a sample of 827 Indian police officers to explore how perceptions of work environment factors affect officers' job involvement, job satisfaction, and organizational commitment. Organizational support, formalization (i.e., level of codified written rules and guidelines), promotional opportunities, institutional communication (i.e., salient work information is transmitted), and input into decision-making (i.e., having a voice in the process) significantly influenced the job involvement, job satisfaction, and organizational commitment of Indian police officers. Specifically, in the multivariate analysis, perceptions of formalization and instrumental communication had a positive relationship with job involvement; perceptions of organizational support, promotional opportunities, instrumental communication, and input into decision-making had positive associations with job satisfaction; and perceptions of organizational support, formalization, promotional opportunities, instrumental communication, and input into decision-making had positive relationships with organizational commitment.

The influence of organizational commitment and health on sickness absenteeism: a longitudinal study.

PubMed

Schalk, René

2011-07-01

The prevention of sickness absenteeism of nurses is an important issue for organizations in health care as well as for nurses. The role of work-related attitudes, such as organizational commitment, as a cause of absenteeism is still unclear. To examine the influence over time of organizational commitment, health complaints, and visits to a general practitioner on sickness absenteeism. This was a longitudinal, three-wave study in two nursing homes in the Netherlands among 224 nurses. Questionnaire data (self reports of organizational commitment, health complaints, visits to a general practitioner), as well as absenteeism data retrieved from personnel files was used. Health complaints and visits to a general practitioner were found to predict absenteeism behaviour. Commitment was related to health complaints at the same point in time, but did not predict future sickness absenteeism. With respect to managing sickness absenteeism of nurses it should be acknowledged by managers that nurses call in sick when they perceive that there is a real health problem, not because of negative work attitudes. It is important, however, for managers to signal signs of decreasing organizational commitment because this is associated with increases in health complaints. This can eventually result in increases in absenteeism. © 2011 The Author. Journal compilation © 2011 Blackwell Publishing Ltd.

Procedural justice, occupational identification, and organizational commitment.

DOT National Transportation Integrated Search

1992-06-01

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

Age-specific radiation dose commitment factors for a one-year chronic intake

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

Hoenes, G.R.; Soldat, J.K.

1977-11-01

During the licensing process for nuclear facilities, radiation doses and dose commitments must be calculated for people in the environs of a nuclear facility. These radiation doses are determined by examining characteristics of population groups, pathways to people, and radionuclides found in those pathways. The pertinent characteristics, which are important in the sense of contributing a significant portion of the total dose, must then be analyzed in depth. Dose factors are generally available for adults, see Reference 1 for example, however numerous improvements in data on decay schemes and half-lives have been made in recent years. In addition, it ismore » advisable to define parameters for calculation of the radiation dose for ages other than adults since the population surrounding nuclear facilities will be composed of various age groups. Further, since infants, children, and teens may have higher rates of intake per unit body mass, it is conceivable that the maximally exposed individual may not be an adult. Thus, it was necessary to develop new radiation-dose commitment factors for various age groups. Dose commitment factors presented in this report have been calculated for a 50-year time period for four age groups.« less

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

PubMed

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

2012-01-01

Few studies have examined the effect of goal difficulty on behavioral change even though goal setting is widely used in diabetes education. The effect of a goal to consume either 6 or 8 servings/day of low glycemic index (LGI) foods was evaluated in this study. Adults 40-65 years old with type 2 diabetes were randomly assigned to the 6 or 8 serving/day treatment group following a 5-week GI intervention. Perceived goal difficulty, commitment, satisfaction, and self-efficacy were evaluated, and four day food records assessed dietary intake. Both groups increased consumption of LGI foods (P<0.001); there were no significant differences in the change in consumption between groups. Participants who were more committed to the goal perceived the goal to be less difficult (P<0.01). Those with greater efficacy beliefs were more committed to their goal, perceived the goal to be less difficult, and were more satisfied with their performance (all P<0.05). A specific goal regarding LGI foods can facilitate the adoption of a lower GI diet. Future research is needed to determine if goal commitment or goal difficulty mediate the process. Clinicians should help clients set specific goals regarding dietary change. Copyright © 2011 Elsevier Ireland Ltd. All rights reserved.

A cross-sectional study of psychosocial work environment and stress in the Danish symphony orchestras.

PubMed

Holst, Gitte Juel; Paarup, Helene M; Baelum, Jesper

2012-08-01

To investigate psychosocial work environment and stress in Danish symphony orchestra musicians. This was a cross-sectional questionnaire survey of psychosocial work factors and stress symptoms among 441 musicians in six Danish symphony orchestras. The response rate was 78% (n = 342). The questions were from COPSOQ (Copenhagen Psychosocial Questionnaire). Mean values of 19 COPSOQ-scales were compared by gender and instrument group. The results for the musicians were compared with results for the general Danish work force (COPSOQ database). Female musicians reported higher work demands and higher stress symptoms than their male colleagues. Between instrument groups, 2nd violinists seemed to be of particular risk compared with the other instrumental groups in aspects of work pace, work organization, and content, whereas 1st violinists perceived higher emotional stress compared with 2nd violinists. The musicians' experience of increased work demands as well as deteriorated, work organization and job content, interpersonal relations and leadership, and work-individual interface was significantly associated with increasing stress symptoms. Compared to the general workforce independently of gender, Danish symphony orchestra musicians reported higher emotional demands, lower influence, lower social support, lower sense of community, and lower job satisfaction. However, the musicians reported a higher commitment to the workplace. The findings indicate a more demanding psychosocial work environment exposure among symphony orchestra musicians than among Danish workers in general. Critical results are the relatively high work demands, low influence, and low social support, females being of higher risk than males.

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.

Feasibility of a personal health technology-based psychological intervention for men with stress and mood problems: randomized controlled pilot trial.

PubMed

Lappalainen, Päivi; Kaipainen, Kirsikka; Lappalainen, Raimo; Hoffrén, Henna; Myllymäki, Tero; Kinnunen, Marja-Liisa; Mattila, Elina; Happonen, Antti P; Rusko, Heikki; Korhonen, Ilkka

2013-01-09

Work-related stress is a significant problem for both people and organizations. It may lead to mental illnesses such as anxiety and depression, resulting in increased work absences and disabilities. Scalable interventions to prevent and manage harmful stress can be delivered with the help of technology tools to support self-observations and skills training. The aim of this study was to assess the feasibility of the P4Well intervention in treatment of stress-related psychological problems. P4Well is a novel intervention which combines modern psychotherapy (the cognitive behavioral therapy and the acceptance and commitment therapy) with personal health technologies to deliver the intervention via multiple channels, includinggroup meetings, Internet/Web portal, mobile phone applications, and personal monitoring devices. This pilot study design was a small-scale randomized controlled trial that compared the P4Well intervention with a waiting list control group. In addition to personal health technologies for self-assessment, the intervention consisted of 3 psychologist-assisted group meetings. Self-assessed psychological measures through questionnaires were collected offline pre- and post-intervention, and 6 months after the intervention for the intervention group. Acceptance and usage of technology tools were measured with user experience questionnaires and usage logs. A total of 24 subjects were randomized: 11 participants were followed up in the intervention group (1 was lost to follow-up) and 12 participants did not receive any intervention (control group). Depressive and psychological symptoms decreased and self-rated health and working ability increased. All participants reported they had benefited from the intervention. All technology tools had active users and 10/11 participants used at least 1 tool actively. Physiological measurements with personal feedback were considered the most useful intervention component. Our results confirm the feasibility of the intervention and suggest that it had positive effects on psychological symptoms, self-rated health, and self-rated working ability. The intervention seemed to have a positive impact on certain aspects of burnout and job strain, such as cynicism and over-commitment. Future studies need to investigate the effectiveness, benefits, and possible problems of psychological interventions which incorporate new technologies. The Finnish Funding Agency for Technology and Innovation (TEKES), Project number 40011/08.

Tailored Panel Management: A Theory-Based Approach to Building and Maintaining Participant Commitment to a Longitudinal Study.

PubMed

Estrada, Mica; Woodcock, Anna; Schultz, P Wesley

2014-02-01

Many psychological processes unfold over time, necessitating longitudinal research designs. Longitudinal research poses a host of methodological challenges, foremost of which is participant attrition. Building on Dillman's work, we provide a review of how social influence and relationship research informs retention strategies in longitudinal studies. Objective: We introduce the tailored panel management (TPM) approach, which is designed to establish communal norms that increase commitment to a longitudinal study, and this commitment, in turn, increases response rates and buffers against attrition. Specifically, we discuss practices regarding compensation, communication, consistency, and credibility that increase longer term commitment to panel participation. Research design: Throughout the article, we describe how TPM is being used in a national longitudinal study of undergraduate minority science students. TheScienceStudy is a continuing panel, which has 12 waves of data collected across 6 academic years, with response rates ranging from 70% to 92%. Although more than 90% of participants have either left or graduated from their undergraduate degree program, this highly mobile group of people remains engaged in the study. TheScienceStudy has usable longitudinal data from 96% of the original panel. Conclusion: This article combines social psychological theory, current best practice, and a detailed case study to illustrate the TPM approach to longitudinal data collection. The approach provides guidance for other longitudinal researchers, and advocates for empirical research into longitudinal research methodologies. © The Author(s) 2014.

Is family-friendly policy (FFP) working in the private sector of South Korea?

PubMed

Kang, Young-Hee

2013-01-01

Using the Korean Labor and Income Panel Study (KLIPS), I investigated the impact of family-friendly policies (FFPs) on job satisfaction and organizational commitment in the private sector of South Korea. Paid leave, childcare leave, and support for housing are positively related to both job satisfaction and organizational commitment. Sick leave is positively related to organizational commitment. However, subsidized family event cost is a marginally significant predictor of job satisfaction and organizational commitment. In addition, the relationships between subsidized childcare cost and employee attitudes were not supported. Implications and suggestions for future research are discussed.

The role of efficacy and moral outrage norms in creating the potential for international development activism through group-based interaction.

PubMed

Thomas, Emma F; McGarty, Craig A

2009-03-01

This paper adopts an intergroup perspective on helping as collective action to explore the ways to boost motivation amongst people in developed countries to join the effort to combat poverty and preventable disease in developing countries. Following van Zomeren, Spears, Leach, and Fischer's (2004) model of collective action, we investigated the role of norms about an emotional response (moral outrage) and beliefs about efficacy in motivating commitment to take action amongst members of advantaged groups. Norms about outrage and efficacy were harnessed to an opinion-based group identity (Bliuc, McGarty, Reynolds, & Muntele, 2007) and explored in the context of a novel group-based interaction method. Results showed that the group-based interaction boosted commitment to action especially when primed with an (injunctive) outrage norm. This norm stimulated a range of related effects including increased identification with the pro-international development opinion-based group, and higher efficacy beliefs. Results provide an intriguing instance of the power of group interaction (particularly where strengthened with emotion norms) to bolster commitment to positive social change.

The Measurement of Commitment to Work.

ERIC Educational Resources Information Center

Coombs, Lolagene C.

1979-01-01

This is the report of a study to determine if there is a model for measuring commitment to a job in a job-family trade-off context. Two crucial variables are discussed and a measurement scale is developed for each. (Author/SA)

Safety behavior: Job demands, job resources, and perceived management commitment to safety.

PubMed

Hansez, Isabelle; Chmiel, Nik

2010-07-01

The job demands-resources model posits that job demands and resources influence outcomes through job strain and work engagement processes. We test whether the model can be extended to effort-related "routine" safety violations and "situational" safety violations provoked by the organization. In addition we test more directly the involvement of job strain than previous studies which have used burnout measures. Structural equation modeling provided, for the first time, evidence of predicted relationships between job strain and "routine" violations and work engagement with "routine" and "situational" violations, thereby supporting the extension of the job demands-resources model to safety behaviors. In addition our results showed that a key safety-specific construct 'perceived management commitment to safety' added to the explanatory power of the job demands-resources model. A predicted path from job resources to perceived management commitment to safety was highly significant, supporting the view that job resources can influence safety behavior through both general motivational involvement in work (work engagement) and through safety-specific processes.

Exploring the Synergic Effects of Nursing Home Work on Work-Related Musculoskeletal Disorders Among Nursing Assistants.

PubMed

Ching, Shirley S Y; Szeto, Grace; Lai, Godfrey Kin Bun; Lai, Xiao Bin; Chan, Ying Tung; Cheung, Kin

2018-03-01

Little is known about how nursing assistants (NAs) perceive the nature of their work and how their work contributes to work-related musculoskeletal disorders (WMSDs). This qualitative study addressed these gaps. Twenty-four NAs with WMSDs working in four nursing homes participated in semistructured focus group interviews. Their WMSDs were not limited to the lower back but involved several body parts. The risk factors for WMSDs included physical, psychosocial, organizational, and personal factors as well as coworkers and clients. However, it is the synergistic effects of long work hours without sufficient rest, work even with musculoskeletal pain because of staff shortages, ineffective management with insufficient prework training and inadequate equipment maintenance, and an aging workforce with strong commitment to resident care that play a crucial role in WMSDs among NAs working in nursing homes. The study found that multidimensional intervention strategies using engineering, administrative, and personal controls should be developed to reduce WMSDs among NAs working in nursing homes.

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.

Stress and counterproductive work behavior: multiple relationships between demands, control, and soldier indiscipline over time.

PubMed

Tucker, Jennifer S; Sinclair, Robert R; Mohr, Cynthia D; Thomas, Jeffrey L; Salvi, Angela D; Adler, Amy B

2009-07-01

Cognitive Resource Theory (CRT) suggests that under high levels of stress, employees are more prone to committing indiscipline. As few studies have examined this relationship over time, the authors conducted a six-wave longitudinal study examining the relationship of soldiers' indiscipline with work demands and control. The study included archival data collected quarterly over 2 years from 1,701 soldiers representing 10 units in garrison (Germany and Italy), in training rotations (Grafenwoehr, Germany), and on peacekeeping deployments (Kosovo, Kuwait). No main effects were found for work overload, and the findings for the moderating effects of control were contradictory. Within each time point, as work overload increased, soldiers who felt less control committed more indiscipline, supporting CRT. Over time, however, as work overload increased, soldiers who perceived less control 6 months earlier committed less indiscipline. Additionally, the authors found reverse causal effects for control such that prior perceptions of a lack of control were associated with indiscipline and prior incidents of indiscipline with less control. (c) 2009 APA, all rights reserved.

Assessment of private security guards by Suicide Probability Scale and Brief Symptom Inventory.

PubMed

Dogan, Bulent; Canturk, Gurol; Canturk, Nergis; Guney, Sevgi; Özcan, Ebru

2016-01-01

The aim of the present study was to investigate the influence of suicide probability and relevant sociodemographic features and to provide information for preventing suicide in private security guards working under the stressful conditions and continuous exposure to the negative and traumatic life events. 200 private security guards and 200 personnels of Ankara University participated in the study. A sociodemographic information questionnaire, the Suicide Probability Scale (SPS) and the Brief Symptom Inventory (BSI) were used to collect the data. Gender, marital status, income, religious beliefs, experiencing a life-threatening situation, history of a suicide attempt, smoking and not having a chronic disease caused statistically significant differences in the scores for SPS between the private security guards group and the controls. Moreover there was a statistically significant positive correlation between the total scores of the subscales of SPS and the total scores of BSI. Like police officers and gendarmes, private security guards are at high risk of committing and attempting suicide because of being at stressful work settings and also suffering from secondary trauma. It is required that they should be aware of their tendency to commit suicide and have regular psychiatric screenings.

Occupational turnover intentions among substance abuse counselors

PubMed Central

Rothrauff, Tanja C.; Abraham, Amanda J.; Bride, Brian E.; Roman, Paul M.

2010-01-01

This study examined predictor, moderator, and mediator variables of occupational turnover intention (OcTI) among substance abuse counselors. Data were obtained via questionnaires from 929 counselors working in 225 private substance abuse treatment (SAT) programs across the U.S. Hierarchical multiple regression models were conducted to assess predictor, moderator, and mediator variables of OcTI. OcTI scores were relatively low on a 7-point scale, indicating that very few counselors definitely intended to leave the SAT field. Age, certification, positive perceptions of procedural and distributive justice, and hospital-based status negatively predicted OcTI. Counselors’ substance use disorder impacted history moderated the association between organizational commitment and OcTI. Organizational turnover intention partially mediated the link between organizational commitment and OcTI. Workforce stability might be achieved by promoting perceptions of advantages to working in a particular treatment program, organizational commitment, showing appreciation for counselors’ work, and valuing employees from diverse backgrounds. PMID:20947285

Processes of Change in Acceptance and Commitment Therapy and Cognitive Therapy for Depression: A Mediation Reanalysis of Zettle and Rains

ERIC Educational Resources Information Center

Zettle, Robert D.; Rains, Jeanetta C.; Hayes, Steven C.

2011-01-01

Several articles have recently questioned the distinction between acceptance and commitment therapy (ACT) and traditional cognitive therapy (CT). This study presents a reanalysis of data from Zettle and Rains that compared 12 weeks of group CT with group ACT. For theoretical reasons, Zettle and Rains also included a modified form of CT that did…

Developing Singing Confidence in Early Childhood Teachers Using Acceptance and Commitment Therapy and Group Singing: A Randomized Trial

ERIC Educational Resources Information Center

Swain, Nicola; Bodkin-Allen, Sally

2017-01-01

Early childhood teachers are often required to sing, which requires confidence. The purpose of the present study was to treat early childhood teachers who self-identified as uncertain singers using either a group singing (GS) approach, or a talking approach, based on Acceptance and Commitment Therapy (ACT). The aim of the study was to increase…

Professional commitment to changing chronic illness care: results from disease management programmes.

PubMed

Lemmens, Karin; Strating, Mathilde; Huijsman, Robbert; Nieboer, Anna

2009-08-01

The aim of this exploratory study was to investigate to what extent primary care professionals are able to change their systems for delivering care to chronic obstructive pulmonary disease (COPD) patients and what professional and organizational factors are associated with the degree of process implementation. Quasi-experimental design with 1 year follow-up after intervention. Three regional COPD management programmes in the Netherlands, in which general practices cooperated with regional hospitals. All participating primary care professionals (n = 52). COPD management programme. Professional commitment, organizational context and degree of process implementation. Professionals significantly changed their systems for delivering care to COPD patients, namely self-management support, decision support, delivery system design and clinical information systems. Associations were found between organizational factors, professional commitment and changes in processes of care. Group culture and professional commitment appeared to be, to a moderate degree, predictors of process implementation. COPD management was effective; all processes improved significantly. Moreover, theoretically expected associations between organizational context and professional factors with the implementation of COPD management were indeed confirmed to some extent. Group culture and professional commitment are important facilitators.

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.

When a Patient Commits Suicide.

ERIC Educational Resources Information Center

Marshall, Karol A.

1980-01-01

Suicide is a tragic and upsetting event which sometimes occurs when a person is in some form of therapy. This paper advocates a process after a patient commits suicide which allows for a thorough and orderly working through of the event by involved treatment personnel. (Author)

Career choices for ophthalmology made by newly qualified doctors in the United Kingdom, 1974–2005

PubMed Central

Lambert, Trevor W; Goldacre, Michael J; Bron, Anthony J

2008-01-01

Background The paper aims to report trends in career choices for ophthalmology among UK medical graduates. Methods Postal questionnaire surveys were undertaken of qualifiers from all UK medical schools in nine qualification years since 1974. Data were analysed by univariate cross-tabulation. The significance of comparisons between groups of doctors were calculated by the use of chi-squared tests and adjusted residuals. Results Ophthalmology was the first choice of long term career for 2.3% of men and 1.5% of women one year after qualification; 2.0% of men and 1.4% of women three years after; and 1.8% of men and 1.2% of women at five years. Comparing early choices with eventual destinations, 64% who chose ophthalmology in year one, 84% in year three, and 92% in year five eventually practised in the specialty. The concordance between year one choice and eventual destination was higher for ophthalmology than for most other specialties. 'Enthusiasm for and commitment to the specialty' was the most important single factor in influencing career choice. The prospect of good working hours and conditions was also an important influence: it influenced career choice a great deal for a higher percentage of those who chose ophthalmology (66% in the third year) than those who made other surgical choices (23%). Conclusion Those choosing ophthalmology show a high level of commitment to it. Their commitment is strengthened by the prospect of attractive hours and working conditions. Many doctors who become ophthalmologists have already made their choice by the end of their first post-qualification year. PMID:18318905

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.

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.

Psychological contracts and commitment amongst nurses and nurse managers: a discourse analysis.

PubMed

McCabe, T J; Sambrook, Sally

2013-07-01

Few studies explore the link between the psychological contracts and the commitment of nursing professionals in the healthcare sector, and how perceived breaches of the psychological contract can impact on nurses' commitment levels. This study explores the connections between the psychological contracts and organisational and professional commitment of nurses and nurse managers. Semi-structured interviews were conducted with nurses and nurse managers, to explore the connections between their psychological contracts and organisational and professional commitment. Large acute and small community organisation within the British National Health Service. 28 nurses and 11 nurse managers working within an acute and a community sector organisation - 20 and 19 in each organisation. Participants were selected through a process of purposive sampling, reflecting variations in terms of age, grade, ward and tenure. A discourse analysis was conducted on the qualitative data from the thirty nine semi-structured interviews. Two overall themes emerged, professional and managerial values. Professional values included the sub-themes: professional recognition; immediate work environment - leadership and peer support; professional development and progression. Sub-themes under managerial values included: involvement; general management; resource management. The findings suggest that nurses and nurse managers are governed by relational psychological contracts, underpinned by an affective and to a lesser extent normative commitment towards the nursing profession. They emphasise 'professional values', and professional commitment, as the basis for positive psychological contracts amongst nursing professionals. There was anecdotal evidence of relational psychological contract breach, with decreasing job satisfaction as the outcome of perceived psychological contract breach. Positive psychological contracts and commitment levels amongst nursing professionals can be supported by managers been aware and sensitive to nursing discourses, and managing their expectations through greater involvement and leadership development. Copyright © 2012 Elsevier Ltd. All rights reserved.

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.

An analysis of the determinants of family planning volunteer workers' performance in Iloilo City.

PubMed

David, F; Chin, F

1993-01-01

This report analyzes data from a survey of 106 Barangay (village) Service Point Officers (BSPOs) associated with the City Population Office and 106 Barangay Health Workers (BHWs) associated with the City Health Office to compare the family planning (FP) service delivery performance of these voluntary workers in Iloilo City in the Philippines and to quantify the effects of the factors which influence their performance. Both the BSPOs and the BHWs assist in the delivery of health and FP services at the grassroots level. The survey data were supplemented with interviews with key informants, focus group discussions with married couples of reproductive age, clinic records, and observations of the BSPOs and BHWs at work. The analysis compared the sociodemographic characteristics of the two groups; the recruitment procedures followed (if any); FP training; actual FP-related work; involvement in community organizing; incentives received; supervision of the volunteers; attitude towards their work; FP knowledge, attitude, and practice; time allocated to FP activities; number of clients served; and number of clients counseled. Correlation analysis of factors influencing volunteer performance indicated that FP training had the largest positive influence on FP activities. The output of the workers was also positively affected by the amount of time spend in FP activities and by their involvement in community organizing. The commitment of the workers had a significant impact on the number of clients they resupplied with contraceptives. Variation in the FP performances of the two groups was caused by the fact that delivery of FP services is a major role of the BSPOs and only one of many responsibilities of the BHWs. These findings reinforce the planned restructuring of Iloilo City's FP program which would once again designate the Population Office as the lead agency. Increasing the knowledge of these volunteers about the side effects and contraindications of various methods should have a positive effect on continuation rates. Recruitment of volunteers should be based on the individual's level of interest and commitment.

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.

Human rights and mental health among Latin American women in situations of state-sponsored violence. Bibliographic resources.

PubMed

Lykes, M B; Brabeck, M M; Ferns, T; Radan, A

1993-12-01

The Task Force of the American Psychological Association Division 35, Psychology of Women, conducted a literature review of resources from Latin America to examine the social dimensions of state-sponsored violence in Latin America, their effects on socialization and community, and some responses of women surviving these experiences. It limited its review to works of women's groups, progressive organizations, and individual women exploring the effects of war and state-sponsored violence on women's mental health. Recurring emergent themes included the false dichotomy of violence committed against women in public versus that committed in private, silencing of women accompanies state imposed terror, collective resistance to such terror. The resources addressed 3 types of women's experiences of violence: exile within and beyond one's national borders; torture--an extreme form of state-sponsored violence; and nontraditional, culturally appropriate interventions--alternatives to Western models. This review motivated the Task Force to call on their colleagues to contribute to the on-going documentation of state-sponsored violence. Task Force members identified several areas for collaborative research and/or theory development. Psychologists should question the validity of clinical neutrality and examine the particular meanings of non-neutrality within different cultures. For example, some Latin American psychologists reject diagnoses of intrapsychic syndromes (e.g., post-traumatic stress syndrome) and propose concepts that center on the nexus of individuals and social life. The Task Force sees great opportunities for US psychologists to network and to form solidarity-based relationships with Latin American women. It has identified many women's groups working in Latin America. Human rights organizations (e.g., Americas Watch) have formed women's projects. Further work should be done to improve resource exchanges.

Sedentary behaviour and health at work: an investigation of industrial sector, job role, gender and geographical differences.

PubMed

Kazi, Aadil; Haslam, Cheryl; Duncan, Myanna; Clemes, Stacy; Twumasi, Ricardo

2018-06-21

This article presents baseline data from 1120 employees across 10 worksites enrolled in a workplace physical activity intervention. The study provides new data on physical activity, sedentary behaviour and health and highlights gender, geographical, job type and industrial sector differences. Sitting at work accounted for more than 60% of participants' total daily sitting time on work days. Weekly and monthly hours worked, body mass index (BMI) and waist circumference were significantly higher for workers in the private sector compared to the public sector. Employees in sales and customer services had significantly higher BMI scores and significantly lower scores for workability index (WAI), job satisfaction, organisational commitment and job motivation, compared to other groups. This study provides further evidence that work is a major contributor to sedentary behaviour and supports the pressing need for interventions particularly targeting private sector industries and sales and customer service sectors.

Exploring Typical and Atypical Safety Climate Perceptions of Practitioners in the Repair, Maintenance, Minor Alteration and Addition (RMAA) Sector in Hong Kong.

PubMed

Hon, Carol K H; Liu, Yulin

2016-09-22

The safety of repair, maintenance, minor alteration and addition (RMAA) work is an under-explored area. This study explored the typical and atypical safety climate perceptions of practitioners in the RMAA sector in Hong Kong, based on a self-administered questionnaire survey of 662 local practitioners in the industry. Profile analysis, via multidimensional scaling of the respondents' scores of three safety climate scales, identified one typical perception: high in management commitment to occupational health and safety (OHS) and employee involvement, low in applicability for safety rules and regulations, and low in responsibility for OHS. The respondents were clustered into typical and atypical perception groups according to their safety climate scores' match to the typical perception. A comparison of demographics between the two groups with logistic regression found that work level and direct employer significantly affect their classification. A multivariate analysis of variance of safety performance measures between the two groups indicated that the typical group had a significantly higher level of safety compliance than the atypical group, with no significant difference in safety participation or injury. The significance of this study lies in revealing the typical safety climate perception profile pattern of RMAA works and offering a new perspective of safety climate research.

Exploring Typical and Atypical Safety Climate Perceptions of Practitioners in the Repair, Maintenance, Minor Alteration and Addition (RMAA) Sector in Hong Kong

PubMed Central

Hon, Carol K.H.; Liu, Yulin

2016-01-01

The safety of repair, maintenance, minor alteration and addition (RMAA) work is an under-explored area. This study explored the typical and atypical safety climate perceptions of practitioners in the RMAA sector in Hong Kong, based on a self-administered questionnaire survey of 662 local practitioners in the industry. Profile analysis, via multidimensional scaling of the respondents’ scores of three safety climate scales, identified one typical perception: high in management commitment to occupational health and safety (OHS) and employee involvement, low in applicability for safety rules and regulations, and low in responsibility for OHS. The respondents were clustered into typical and atypical perception groups according to their safety climate scores’ match to the typical perception. A comparison of demographics between the two groups with logistic regression found that work level and direct employer significantly affect their classification. A multivariate analysis of variance of safety performance measures between the two groups indicated that the typical group had a significantly higher level of safety compliance than the atypical group, with no significant difference in safety participation or injury. The significance of this study lies in revealing the typical safety climate perception profile pattern of RMAA works and offering a new perspective of safety climate research. PMID:27669269

The object of your affection: how commitment, leadership and justice influence workplace behaviours in health care.

PubMed

Perreira, Tyrone A; Berta, Whitney

2016-03-01

This paper describes the development of a coherent framework that develops nursing knowledge and guides research in workplace behaviours, work performance, and the factors that influence behaviours and performance. Work performance is dependent upon behaviours that are related to one's commitment towards their workplace and leadership interactions. The influence of these concepts on work outcomes has been established in disparate studies, but their precedence in terms of influencing workers' behaviours, is not well understood. A scientific realism approach is applied, where theory and current research in the field of organisational behaviour and work motivation are drawn upon to identify validated constructs and explain their relationships. An augmented framework is produced, incorporating concepts of relevance to work motivation and work attitudes. Propositions, predicated on research evidence, are offered. Conclusions A novel comprehensive framework is developed, extending the range of behaviours important to workers and the organisation. Focusing on targets for which nurses are affectively committed can prove useful to managers. The developed framework can be informative to managers by increasing awareness of the relationships between concepts, such that they are mindful of these constructs while interacting with staff. © 2015 John Wiley & Sons Ltd.

Efficacy beliefs predict collaborative practice among intensive care unit nurses.

PubMed

Le Blanc, Pascale M; Schaufeli, Wilmar B; Salanova, Marisa; Llorens, Susana; Nap, Raoul E

2010-03-01

This paper is a report of an investigation of whether intensive care nurses' efficacy beliefs predict future collaborative practice, and to test the potential mediating role of team commitment in this relationship. Recent empirical studies in the field of work and organizational psychology have demonstrated that (professional) efficacy beliefs are reciprocally related to workers' resources and well-being over time, resulting in a positive gain spiral. Moreover, there is ample evidence that workers' affective commitment to their organization or work-team is related to desirable work behaviours such as citizenship behaviour. A longitudinal design was applied to questionnaire data from the EURICUS-project. Structural Equation Modelling was used to analyse the data. The sample consisted of 372 nurses working in 29 different European intensive care units. Data were collected in 1997 and 1998. However, our research model deals with fundamental psychosocial processes that are not time-dependent. Moreover, recent empirical literature shows that there is still room for improvement in ICU collaborative practice. The hypotheses that (i) the relationship between efficacy beliefs and collaborative practice is mediated by team commitment and (ii) efficacy beliefs, team commitment and collaborative practice are reciprocally related were supported, suggesting a potential positive gain spiral of efficacy beliefs. Healthcare organizations should create working environments that provide intensive care unit nurses with sufficient resources to perform their job well. Further research is needed to design and evaluate interventions for the enhancement of collaborative practice in intensive care units.

We only talk about breast feeding: a discourse analysis of infant feeding messages in antenatal group-based education.

PubMed

Jennifer, Fenwick; Elaine, Burns; Athena, Sheehan; Virginia, Schmied

2013-05-01

the aim of the study was to examine the dominant discourses that midwives draw on to present information on breast feeding in group-based antenatal education sessions. breast-feeding initiation rates are high among Australian women however, duration rates are low. Antenatal breast-feeding education is considered a key strategy in promoting breast feeding to childbearing women. The efficacy and effectiveness of such a strategy is equivocal and there is little qualitative work examining group-based antenatal breast-feeding education. discourse analysis was used to explore the language and practises of midwives facilitating group antenatal breast-feeding education sessions at two Australian maternity facilities. Nine sessions were observed and tape recorded over a 12 month period. Each session lasted between 60 and 140 mins. the analysis revealed four dominate discourses midwives used to promote breast feeding during group-based antenatal education session. The predominant discourses 'There is only one feeding option': breast feeding' and 'Selling the 'breast is best' reflected how midwives used their personal and professional commitment to breast feeding, within supportive and protective policy frameworks, to convince as many pregnant women as possible to commit to breast feeding. Sessions were organised to ensure women and their partners were 'armed' with as much information as possible about the value of breastmilk, successful positioning and attachment and practical strategies to deal with early breast-feeding problems. Antenatal commitment to breast feeding was deemed necessary if women were to overcome potential hurdles and maintain a commitment to the supply of breast milk. The latter two discourses, drawn upon to promote the breast-feeding message, presented infants as 'hard wired' to breast feed and male partners as 'protectors' of breast feeding. midwives clearly demonstrated a passion and enthusiasm for breast-feeding education. Examining the dominant discourses used by midwives during the antenatal sessions revealed, however, that their language and practices were often limited to convincing women to breast feed rather than engaging with them in conversations that facilitated exploration and discovery of how breast feeding might be experienced within the mother-infant relationship and broader social and cultural context. In addition, there was evidence that global breast-feeding policies, in resource rich countries such as Australia, may influence how midwives talk about breast feeding without them being fully cognisant of the potentially coercive nature of the messages women receive. Copyright © 2012 Elsevier Ltd. All rights reserved.

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 1990 progress report and future plans

NASA Technical Reports Server (NTRS)

Friedland, Peter; Zweben, Monte; Compton, Michael

1990-01-01

This document describes the progress and plans of the Artificial Intelligence Research Branch (RIA) at ARC in 1990. Activities span a range from basic scientific research to engineering development and to fielded NASA applications, particularly those applications that are enabled by basic research carried out at RIA. Work is conducted in-house and through collaborative partners in academia and industry. Our major focus is on a limited number of research themes with a dual commitment to technical excellence and proven applicability to NASA short, medium, and long-term problems. RIA acts as the Agency's lead organization for research aspects of artificial intelligence, working closely with a second research laboratory at JPL and AI applications groups at all NASA centers.

Civil Commitment for Opioid and Other Substance Use Disorders: Does It Work?

PubMed

Jain, Abhishek; Christopher, Paul; Appelbaum, Paul S

2018-04-01

Many states are turning to civil commitment for substance use disorders as a potential solution to address rising rates of overdose deaths. Civil commitment allows family members or others to seek court-ordered involuntary treatment for a substance-abusing person. In contrast to mandatory treatment ordered by drug courts, civil commitment does not require involvement with the criminal justice system. Although these laws are understandably appealing, statutes and their implementation are highly variable, ethical concerns about deprivation of liberty continue to be raised, and outcome data are limited and often not generalizable. Above all, more studies are needed to determine effectiveness.

Organizational Commitment and Nurses' Characteristics as Predictors of Job Involvement.

PubMed

Alammar, Kamila; Alamrani, Mashael; Alqahtani, Sara; Ahmad, Muayyad

2016-01-01

To predict nurses' job involvement on the basis of their organizational commitment and personal characteristics at a large tertiary hospital in Saudi Arabia. Data were collected in 2015 from a convenience sample of 558 nurses working at a large tertiary hospital in Riyadh, Saudi Arabia. A cross-sectional correlational design was used in this study. Data were collected using a structured questionnaire. All commitment scales had significant relationships. Multiple linear regression analysis revealed that the model predicted a sizeable proportion of variance in nurses' job involvement (p < 0.001). High organizational commitment enhances job involvement, which may lead to more organizational stability and effectiveness.

The HEPiX Virtualisation Working Group: Towards a Grid of Clouds

NASA Astrophysics Data System (ADS)

Cass, Tony

2012-12-01

The use of virtual machine images, as for example with Cloud services such as Amazon's Elastic Compute Cloud, is attractive for users as they have a guaranteed execution environment, something that cannot today be provided across sites participating in computing grids such as the Worldwide LHC Computing Grid. However, Grid sites often operate within computer security frameworks which preclude the use of remotely generated images. The HEPiX Virtualisation Working Group was setup with the objective to enable use of remotely generated virtual machine images at Grid sites and, to this end, has introduced the idea of trusted virtual machine images which are guaranteed to be secure and configurable by sites such that security policy commitments can be met. This paper describes the requirements and details of these trusted virtual machine images and presents a model for their use to facilitate the integration of Grid- and Cloud-based computing environments for High Energy Physics.

Building Bridges for Innovation in Ageing: Synergies between Action Groups of the EIP on AHA.

PubMed

Bousquet, J; Bewick, M; Cano, A; Eklund, P; Fico, G; Goswami, N; Guldemond, N A; Henderson, D; Hinkema, M J; Liotta, G; Mair, A; Molloy, W; Monaco, A; Monsonis-Paya, I; Nizinska, A; Papadopoulos, H; Pavlickova, A; Pecorelli, S; Prados-Torres, A; Roller-Wirnsberger, R E; Somekh, D; Vera-Muñoz, C; Visser, F; Farrell, J; Malva, J; Andersen Ranberg, K; Camuzat, T; Carriazo, A M; Crooks, G; Gutter, Z; Iaccarino, G; Manuel de Keenoy, E; Moda, G; Rodriguez-Mañas, L; Vontetsianos, T; Abreu, C; Alonso, J; Alonso-Bouzon, C; Ankri, J; Arredondo, M T; Avolio, F; Bedbrook, A; Białoszewski, A Z; Blain, H; Bourret, R; Cabrera-Umpierrez, M F; Catala, A; O'Caoimh, R; Cesari, M; Chavannes, N H; Correia-da-Sousa, J; Dedeu, T; Ferrando, M; Ferri, M; Fokkens, W J; Garcia-Lizana, F; Guérin, O; Hellings, P W; Haahtela, T; Illario, M; Inzerilli, M C; Lodrup Carlsen, K C; Kardas, P; Keil, T; Maggio, M; Mendez-Zorrilla, A; Menditto, E; Mercier, J; Michel, J P; Murray, R; Nogues, M; O'Byrne-Maguire, I; Pappa, D; Parent, A S; Pastorino, M; Robalo-Cordeiro, C; Samolinski, B; Siciliano, P; Teixeira, A M; Tsartara, S I; Valiulis, A; Vandenplas, O; Vasankari, T; Vellas, B; Vollenbroek-Hutten, M; Wickman, M; Yorgancioglu, A; Zuberbier, T; Barbagallo, M; Canonica, G W; Klimek, L; Maggi, S; Aberer, W; Akdis, C; Adcock, I M; Agache, I; Albera, C; Alonso-Trujillo, F; Angel Guarcia, M; Annesi-Maesano, I; Apostolo, J; Arshad, S H; Attalin, V; Avignon, A; Bachert, C; Baroni, I; Bel, E; Benson, M; Bescos, C; Blasi, F; Barbara, C; Bergmann, K C; Bernard, P L; Bonini, S; Bousquet, P J; Branchini, B; Brightling, C E; Bruguière, V; Bunu, C; Bush, A; Caimmi, D P; Calderon, M A; Canovas, G; Cardona, V; Carlsen, K H; Cesario, A; Chkhartishvili, E; Chiron, R; Chivato, T; Chung, K F; d'Angelantonio, M; De Carlo, G; Cholley, D; Chorin, F; Combe, B; Compas, B; Costa, D J; Costa, E; Coste, O; Coupet, A-L; Crepaldi, G; Custovic, A; Dahl, R; Dahlen, S E; Demoly, P; Devillier, P; Didier, A; Dinh-Xuan, A T; Djukanovic, R; Dokic, D; Du Toit, G; Dubakiene, R; Dupeyron, A; Emuzyte, R; Fiocchi, A; Wagner, A; Fletcher, M; Fonseca, J; Fougère, B; Gamkrelidze, A; Garces, G; Garcia-Aymeric, J; Garcia-Zapirain, B; Gemicioğlu, B; Gouder, C; Hellquist-Dahl, B; Hermosilla-Gimeno, I; Héve, D; Holland, C; Humbert, M; Hyland, M; Johnston, S L; Just, J; Jutel, M; Kaidashev, I P; Khaitov, M; Kalayci, O; Kalyoncu, A F; Keijser, W; Kerstjens, H; Knezović, J; Kowalski, M; Koppelman, G H; Kotska, T; Kovac, M; Kull, I; Kuna, P; Kvedariene, V; Lepore, V; MacNee, W; Maggio, M; Magnan, A; Majer, I; Manning, P; Marcucci, M; Marti, T; Masoli, M; Melen, E; Miculinic, N; Mihaltan, F; Milenkovic, B; Millot-Keurinck, J; Mlinarić, H; Momas, I; Montefort, S; Morais-Almeida, M; Moreno-Casbas, T; Mösges, R; Mullol, J; Nadif, R; Nalin, M; Navarro-Pardo, E; Nekam, K; Ninot, G; Paccard, D; Pais, S; Palummeri, E; Panzner, P; Papadopoulos, N K; Papanikolaou, C; Passalacqua, G; Pastor, E; Perrot, M; Plavec, D; Popov, T A; Postma, D S; Price, D; Raffort, N; Reuzeau, J C; Robine, J M; Rodenas, F; Robusto, F; Roche, N; Romano, A; Romano, V; Rosado-Pinto, J; Roubille, F; Ruiz, F; Ryan, D; Salcedo, T; Schmid-Grendelmeier, P; Schulz, H; Schunemann, H J; Serrano, E; Sheikh, A; Shields, M; Siafakas, N; Scichilone, N; Siciliano, P; Skrindo, I; Smit, H A; Sourdet, S; Sousa-Costa, E; Spranger, O; Sooronbaev, T; Sruk, V; Sterk, P J; Todo-Bom, A; Touchon, J; Tramontano, D; Triggiani, M; Tsartara, S I; Valero, A L; Valovirta, E; van Ganse, E; van Hage, M; van den Berge, M; Vandenplas, O; Ventura, M T; Vergara, I; Vezzani, G; Vidal, D; Viegi, G; Wagemann, M; Whalley, B; Wickman, M; Wilson, N; Yiallouros, P K; Žagar, M; Zaidi, A; Zidarn, M; Hoogerwerf, E J; Usero, J; Zuffada, R; Senn, A; de Oliveira-Alves, B

2017-01-01

The Strategic Implementation Plan of the European Innovation Partnership on Active and Healthy Ageing (EIP on AHA) proposed six Action Groups. After almost three years of activity, many achievements have been obtained through commitments or collaborative work of the Action Groups. However, they have often worked in silos and, consequently, synergies between Action Groups have been proposed to strengthen the triple win of the EIP on AHA. The paper presents the methodology and current status of the Task Force on EIP on AHA synergies. Synergies are in line with the Action Groups' new Renovated Action Plan (2016-2018) to ensure that their future objectives are coherent and fully connected. The outcomes and impact of synergies are using the Monitoring and Assessment Framework for the EIP on AHA (MAFEIP). Eight proposals for synergies have been approved by the Task Force: Five cross-cutting synergies which can be used for all current and future synergies as they consider overarching domains (appropriate polypharmacy, citizen empowerment, teaching and coaching on AHA, deployment of synergies to EU regions, Responsible Research and Innovation), and three cross-cutting synergies focussing on current Action Group activities (falls, frailty, integrated care and chronic respiratory diseases).

Effectiveness of Acceptance and Commitment Therapy on Interpersonal Problemsand Psychological Flexibility in Female High School Students With Social Anxiety Disorder

PubMed Central

Azadeh, Sayedeh Monireh; Kazemi-Zahrani, Hamid; Besharat, Mohammad Ali

2016-01-01

Social anxiety is a psychological disorder which has devastative and pernicious effects on interpersonal relationships and one's psychological flexibility. The aim of this research was to determine the effectiveness of Acceptance and Commitment Therapy on interpersonal problems and psychological flexibility in female high school students with social anxiety disorder. With a semi-experimental design, the subjects were assessed using the Social Anxiety Scale and clinical interview. The statistical population of the research was high school female students studying in 5 areas of Isfahan. 30 individuals were purposively selected as the sample. The subjects of the research were randomly assigned to the experimental and control groups. Acceptance and Commitment Therapy was given in 10 sessions of 90 minutes in the experimental group and the control group did not receive any treatment. Pre-test and post-test scores of Inventory of Interpersonal Problems, and Acceptance and Action Questionnaire were analyzed using multivariate analysis of variance & the results showed that after the intervention, there was a significant difference between the scores of the subjects in the experimental and control groups. This means that Acceptance and Commitment Therapy can influence interpersonal problems and their six dimensions and psychological flexibility as well. PMID:26493425

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

PubMed

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

2014-01-01

Stress can have detrimental effects on nurse residents' levels of job satisfaction, compassion, fatigue, and burnout. This can lead to high turnover rates and poor quality of care among novice nurses. Therefore, it is critical to identify protective factors to prevent the onset of negative nurse outcomes (compassion fatigue, burnout, and job dissatisfaction) and to promote positive nurse outcomes (job satisfaction, compassion satisfaction). This study aimed to determine whether factors such as group cohesion and organizational commitment would be protective and moderate the association between stress exposure and posttraumatic stress symptoms and other negative nurse outcomes, thus facilitating positive outcomes. Findings showed that group cohesion was effective in moderating the negative effects of current stress exposure and posttraumatic stress symptoms on negative nurse outcomes, specifically on increased compassion fatigue and burnout, and reduced compassion satisfaction. In addition, organizational commitment was determined to promote positive nurse outcomes such as job satisfaction and compassion satisfaction. The study findings are promising, as retention of quality nurses is a significant problem for hospitals. Nurse managers and hospital administrators should be aware of the benefits of group cohesion and organizational commitment and strive to make the promotion of these factors a priority. Copyright © 2014 Elsevier Inc. All rights reserved.

Physical Work Environment as a Managerial Tool for Decreasing Job-Related Anxiety and Improving Employee-Employer Relations.

PubMed

Sadatsafavi, Hessam; Walewski, John; Shepley, Mardelle

2015-01-01

The expected increase in healthcare needs resulting from the Affordable Care Act and the growing population of older citizens in the United States is challenging owners and operators of hospitals to improve quality of care and reduce operational costs. Meanwhile, studies have indicated a serious shortage in the healthcare workforce and have highlighted the critical role of employees' job-related attitudes and feelings. The main objective of this study was to test whether employees' evaluations of important environments within hospitals were significantly associated with their job-related attitudes and feelings, and whether this relationship varied across different demographic groups. About 700 healthcare professionals from 10 acute-care hospitals run by three healthcare organizations participated in this cross-sectional study. Structural equation modeling found that employees' evaluations of their physical work environment were significantly associated with lower rates of job-related anxiety, higher levels of job satisfaction, and increased rates of organizational commitment. Perceived organizational support was responsible for mediating part of these relationships, indicating that employees can perceive a healthy work environment as a sign of their organization valuing them and caring about their well-being. When distinguishing between different spaces, analysis found that satisfaction with rest areas and work spaces had the largest effect size, while the influence of patient areas was small. Employees newer to the facility and to the organization were more influenced by the physical work environment. This study provides preliminary evidence that facility design can be used as a managerial tool for improving employees' job-related attitudes and feelings and earning their commitment.

Predictors of hospital nurses' intent to stay: a cross-sectional questionnaire survey in Shanghai, China.

PubMed

Wang, L; Tao, H; Ellenbecker, C H; Liu, X H

2012-12-01

To investigate predictors of hospital nurses' intent to stay in the nursing profession. A cross-sectional survey design was adopted. Over 1000 nurses working in hospitals in Shanghai, China, were invited to complete a survey questionnaire between May and October 2009 and 919 nurses responded for an 82% response rate. Regression models explained 41.3% of variance in nurse intent to stay. Although the proposed model hypothesized 18 predictors of intent to stay, only seven were statistically significant factors of nurse intent to stay: normative commitment, economic costs commitment, age, limited alternatives commitment, praise/recognition, professional advancement opportunities and the hospital classification. Of these, the strongest predictors were normative commitment, economic costs commitment and age, which explained 37.3% of variance in nurse intent to stay. Possible strategies to improve nurses' intent to stay include employment practices that improve the work environment, increased wages and benefits, and greater professional opportunity for nurses' personal growth development and promotion. Healthcare organizations should establish an asserting and nurturing environment for nurses and improve nurses' normative commitment and economic costs commitment. Increased effort should be made to improve nurses' conditions in primary and secondary hospitals where nurses report a lower level of intent to stay in nursing. Participants came from a limited number of hospitals in Shanghai. A larger sample from different hospitals in Shanghai and other districts in Mainland China could have enhanced the generalizability of the results and increased the power of the study. © 2012 The Authors. International Nursing Review © 2012 International Council of Nurses.

How to take care of nurses in your organization: two types of exchange relationships compared.

PubMed

Veld, Monique; Van De Voorde, Karina

2014-04-01

To explore the relationships between climate for well-being, economic and social exchange, affective ward commitment and job strain among nurses in the Netherlands. This study focuses on the immediate work environment of nurses by exploring the way nurse perceptions about the extent to which the ward values and cares for their welfare influence their levels of affective ward commitment and job strain. Second, this study extends previous research on exchange relationships by examining the potential differential impact of social and economic exchange relationships on commitment and job strain. A cross-sectional survey among nurses. The study was conducted in the Netherlands in 2011. Validated measures of climate for well-being, social exchange, economic exchange, ward commitment and job strain were used. Hypotheses were tested using regression analyses. MacKinnon et al.'s (2007) guidelines to assess mediation were used. The response rate was 41% (271 questionnaires). The results show that climate for well-being positively influences social exchange relationships, which are in turn associated with enhanced ward commitment and reduced strain. Climate for well-being negatively influences evaluations of economic exchange, which are in turn negatively related to ward commitment. This study shows that nurses use the information available in their immediate work environment to evaluate their exchange relationship with the organization. Second, the findings point towards the importance of economic and social exchange relationships as a mechanism between climate for well-being on the one hand and affective ward commitment and job strain on the other hand. © 2013 John Wiley & Sons Ltd.

Work-related hand injuries in Ontario: an historical perspective.

PubMed

Schofield, Michel M E

2005-10-01

Worker's compensation legislation was enacted in Ontario almost 90 years ago. Workers injured on the job gave up their right to sue employers and received no-fault compensation from an independent, employer-funded body called the Workmen's Compensation Board. Three academic health sciences centers in Ontario that are recognized for their commitment to patient care, research, and education compose part of the Specialty Program network with the Ontario Workplace Safety and Insurance Board (WSIB). Statistical data from the WSIB database for workers with hand injuries from 1996 to 2003 show an increase in fractures from fall injuries in the group of women older than 60 that may be related to osteoporosis, a common condition in this group.

The farmer, the hunter, and the census taker: three distinct views of animal behavior.

PubMed

Borrello, Mark E

2010-01-01

The purpose of this paper is to explore the relationship between evolutionary theory and ethology in the work of Konrad Lorenz, Niko Tinbergen and V.C. Wynne-Edwards, the farmer, hunter, and census taker of the title respectively. I am especially interested in the idea of the ethologists Lorenz and Tinbergen that animal behavior and human behavior were equally appropriated subjects of biological analysis. Their approach is contrasted with Wynne-Edwards's group selective account of the evolution of social behavior. Finally, I argue that Wynne-Edwards's dogged commitment to group selection theory helped create the theoretical space within which subsequent researchers could develop more careful analyses.

Group cohesion and social support of the nurses in a special unit and a general unit in Korea.

PubMed

Ko, Yu Kyung

2011-07-01

To identify the degree of group cohesion and social support of nurses in special and general units in hospitals in Korea, and to compare group cohesion and social support between the two groups. The level of commitment nurses have to their organizations has been shown to correlate with work group cohesion and social support. The participants were 1751 nurses who were working in Korean hospitals. Data were collected using a structured questionnaire and were analysed using SAS. The statistical methods included: descriptive statistics, t-test, anova and Pearson's correlation coefficients. Group cohesion of nurses on special wards was significantly higher than for nurses on general wards. No significant difference was found between types of units in terms of social support. The degree of group cohesion was significantly different in terms of the respondents' clinical experience, position, religion, job satisfaction, number of supportive superiors and number of supportive peers. A statistically significant correlation was found between group cohesion scores and degree of social support. Hospital management can accomplish their goals more effectively through knowledge of the level of group cohesion, superior support and peer support for nursing staff in accordance with unit specialty. © 2011 The Author. Journal compilation © 2011 Blackwell Publishing Ltd.

Does Home Hinder Professional Commitment? The Case of Early Education.

ERIC Educational Resources Information Center

Seifert, Kelvin L.; Atkinson, Laura E.

1991-01-01

Uses classroom observations and interviews to examine three kindergarten teachers' perceptions, focusing on gender-related differences in the balance between home and work and the development of internalized commitment. Suggests ways to make teaching a more aesthetic experience for family caregivers. Includes 19 references. (MLH)

Commitment at Work and Independence from Management.

ERIC Educational Resources Information Center

Belanger, Jacques; Edwards, Paul K.; Wright, Martyn

2003-01-01

Case study of a Canadian aluminum smelter through 15 interviews, observation, and employee survey (n=214) revealed high commitment, acceptance of change, and worker independence from management. This pattern emerged from a traditionally strong union presence. Comparison with other cases underlines the centrality of collective organization to…

Influencing Organizational Commitment through Office Redesign

ERIC Educational Resources Information Center

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

2012-01-01

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

Predicting volunteer commitment in environmental stewardship programmes

Treesearch

Robert L. Ryan; Rachel Kaplan; Robert E. Grese

2001-01-01

The natural environment benefits greatly from the work of volunteers in environmental stewardship programmes. However, little is known about volunteers' motivations for continued participation in these programmes. This study looked at the relationship between volunteer commitment and motivation, as well as the effect that volunteering has on participants'...

Faculty Organizational Commitment and Citizenship

ERIC Educational Resources Information Center

Lawrence, Janet; Ott, Molly; Bell, Alli

2012-01-01

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

Employee engagement within the NHS: a cross-sectional study.

PubMed

Jeve, Yadava Bapurao; Oppenheimer, Christina; Konje, Justin

2015-02-01

Employee engagement is the emotional commitment of the employee towards the organisation. We aimed to analyse baseline work engagement using Utrecht Work Engagement Scale (UWES) at a teaching hospital. We have conducted a cross-sectional study within the National Health Service (NHS) Teaching Hospital in the UK. All participants were working age population from both genders directly employed by the hospital. UWES has three constituting dimensions of work engagement as vigor, dedication, and absorption. We conducted the study using UWES-9 tool. Outcome measures were mean score for each dimension of work engagement (vigor, dedication, absorption) and total score compared with control score from test manual. We found that the score for vigor and dedication is significantly lower than comparison group (P< 0.0001 for both). The score for absorption was significantly higher than comparison group (P< 0.0001). However, total score is not significantly different. The study shows that work engagement level is below average within the NHS employees. Vigor and dedication are significantly lower, these are characterised by energy, mental resilience, the willingness to invest one's effort, and persistence as well as a sense of significance, enthusiasm, inspiration, pride, and challenge. The NHS employees are immersed in work. Urgent need to explore strategies to improve work engagement as it is vital for improving productivity, safety and patient experience.

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.

Waking the health plan giant: Group Health Cooperative stops counting sheep and starts counting key tobacco indicators.

PubMed

McAfee, T

1998-01-01

Implementing a comprehensive approach to decreasing tobacco use in a large health plan requires hard work and commitment on the part of many individuals. We found that major organisational change can be accomplished and sustained. Keys to our success included our decision to remove access barriers to our cessation programmes (including cost); obtaining top leadership buy-in; identifying accountable individuals who owned responsibility for change; measuring key processes and outcomes; and finally keeping at it tenaciously through multiple cycles of improvement.

Factors Influencing Career Satisfaction and Dissatisfaction in Five Groups of Land Force Lieutenant-Colonels: A Targeted Follow-Up to the Army Climate and Culture Survey

DTIC Science & Technology

2006-07-01

as exchanging money or praise for good work, loyalty and commitment ( Bass , 1990). Research has demonstrated that transformational leaders tend to...between superiors and subordinates ( Bass , 1990). This type of relationship likely would inhibit someone’s perceptions of their ability to question a...anyway, there is high risk of failure. … For God’s sake, grow the wheat before you expect flour or cereal - the training system cannot keep up to

Population dose commitments due to radioactive releases from nuclear power plant sites in 1988

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 1988. Fifty-year 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 71 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 km aroundmore » each site receiving various average dose commitments from the airborne pathways. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 16 person-rem to a low of 0.0011 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 1.1 person-rem. The total population dose for all sites was estimated at 75 person-rem for the 150 million people considered at risk. The site average individual dose commitment from all pathways ranged from a low of 3 {times} 10{sup {minus}7} 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. However, licensee calculation of doses to the maximally exposed individual at some sites indicated values of up to approximately 100 times average individual doses (on the order of a few millirem per year).« less

Population dose commitments due to radioactive releases from nuclear power plant sites in 1988. Volume 10

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 1988. Fifty-year 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 71 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 km aroundmore » each site receiving various average dose commitments from the airborne pathways. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 16 person-rem to a low of 0.0011 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 1.1 person-rem. The total population dose for all sites was estimated at 75 person-rem for the 150 million people considered at risk. The site average individual dose commitment from all pathways ranged from a low of 3 {times} 10{sup {minus}7} 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. However, licensee calculation of doses to the maximally exposed individual at some sites indicated values of up to approximately 100 times average individual doses (on the order of a few millirem per year).« less

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.

Drivers of Successful Bond and Operating Levies...Q4C at the Foundation.

ERIC Educational Resources Information Center

Lifto, Don E. Morris; Morris, William D.

2000-01-01

Improving a school's Q4C quotient (quality control, customer commitment, and communications) during election planning hinges on district mission, a culture of high expectations, basic skills mastery, commitment to customers, continuous feedback, healthy working relationships, broad community involvement, high- level strategic planning and…

Personal Goals and Academic Achievement among Theology Students

ERIC Educational Resources Information Center

Litmanen, Topi; Hirsto, Laura; Lonka, Kirsti

2010-01-01

Studying in higher education requires long-term commitment. Previous studies have shown that commitment, perceived competence, intrinsic motivation and work-life orientation are positively related to academic achievement. This study examines the kinds of goals theology students have at the beginning of studies, and whether these goals are related…

Teachers' Self Efficacy: Is Reporting Non-Significant Results Essential?

ERIC Educational Resources Information Center

Moalosi, Smitta Waitshega Tefo

2013-01-01

Self-efficacious teachers are viewed as having the ability to organize relevant activities, patient with students who are struggling in learning, and spending more time designing relevant teaching activities. The teachers exhibit good performance and probably remain committed to their work. And they are committed to organizing appropriate teaching…

Balancing Critique and Commitment: A Synthetic Approach to Teaching Religion and the Environment

ERIC Educational Resources Information Center

O'Brien, Kevin J.

2014-01-01

Courses about religion and the environment should work toward a synthesis of critical thinking--teaching students to examine and question the interplay of environmental degradation, religious traditions, and new religious movements--and advocacy--helping students to embrace, articulate, and refine their own environmentalist commitments, in…

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

ERIC Educational Resources Information Center

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

2004-01-01

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

Primary Teacher Identity, Commitment and Career in Performative School Cultures

ERIC Educational Resources Information Center

Troman, Geoff

2008-01-01

The research reported here maps changes in primary teachers' identity, commitment and perspectives and subjective experiences of occupational career in the context of performative primary school cultures. The research aimed to provide in-depth knowledge of performative school culture and teachers' subjective experiences in their work of teaching.…

Physical Education Teachers' Organizational Commitment

ERIC Educational Resources Information Center

Demir, Hayri

2013-01-01

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

Functional Analytic Psychotherapy with Juveniles Who Have Committed Sexual Offenses

ERIC Educational Resources Information Center

Newring, Kirk A. B.; Wheeler, Jennifer G.

2012-01-01

We have previously discussed the application of Functional Analytic Psychotherapy (FAP) with adults who have committed sexual offense behaviors (Newring & Wheeler, 2010). The present entry borrows heavily from the foundation presented in that chapter, and extends this approach to working with adolescents, youth, and juveniles with sexual offense…

Queer Theory in the Undergraduate Writing Course.

ERIC Educational Resources Information Center

Koski, Fran F.

Teachers committed to breaking the silence on lesbian and gay issues in college-level writing classes can consult a growing body of literature by teachers similarly committed. None of this literature, however, has yet identified ways to bring readers in "queer" theory to the undergraduate writing class. Examining the work of four…

Contributions of a supportive work environment to parents' well-being and orientation to work.

PubMed

Greenberger, E; Goldberg, W A; Hamill, S; O'Neil, R; Payne, C K

1989-12-01

Examined the joint and unique contributions of informal social support in the workplace and formal, family-responsive benefits and policies provided by employers to the job-related attitudes and personal well-being of employed parents with a young child. Eighty married men, 169 married women, and 72 single women with a preschool child completed a survey concerning social support from co-workers and supervisor, utilization of family-responsive benefits and policies, readiness to leave the employer for additional benefits, job satisfaction, organizational commitment, role strain, and health symptoms. Among the findings: (a) Fathers and mothers expressed equal levels of job satisfaction and organizational commitment, but mothers reported more role strain and health symptoms; (b) nearly 48% of married women's organizational commitment was accounted for by measures of support in the workplace; (c) informal social support at work was significantly more important to men's well-being than that of women; and (d) formal, family-responsive policies appeared more consequential for the prediction of women's role strain, perhaps because of women's greater responsibility for adjusting work life to meet the demands of family roles.

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.

Dynamic working memory performance in individuals with single-domain amnestic mild cognitive impairment.

PubMed

Guild, Emma B; Vasquez, Brandon P; Maione, Andrea M; Mah, Linda; Ween, Jon; Anderson, Nicole D

2014-01-01

Previous studies have observed poorer working memory performance in individuals with amnestic mild cognitive impairment than in healthy older adults. It is unclear, however, whether these difficulties are true only of the multiple-domain clinical subtype in whom poorer executive functioning is common. The current study examined working memory, as measured by the self-ordered pointing task (SOPT) and an n-back task, in healthy older adults and adults with single-domain amnestic mild cognitive impairment (aMCI). Individuals with single-domain aMCI committed more errors and required longer to develop an organizational strategy on the SOPT. The single-domain aMCI group did not differ from healthy older adults on the 1-back or 2-back, but had poorer discrimination on the 3-back task. This is, to our knowledge, the first characterization of dynamic working memory performance in a single-domain aMCI group. These results lend support for the idea that clinical amnestic MCI subtypes may reflect different stages on a continuum of progression to dementia and question whether standardized measures of working memory (span tasks) are sensitive enough to capture subtle changes in performance.

Listening to young people with special needs: the influence of group activities.

PubMed

Burke, Peter

2005-12-01

The article reports on the experiences of group activities within an area of Yorkshire that helped young people with special needs to express their views and opinions. Significant issues were raised by the ethics of undertaking work with young people and these are reviewed. The young people involved in the research reported that their participation in the groups developed their self-confidence and advocacy skills. This led them to be more confident in expressing their needs at school and in the community. To establish wider generalizability for the study findings, the Yorkshire group activities were compared with another similar group in London where further data were collected from the young people involved. In facilitating group activities, willing staff were an important addition to the group because their presence provided and encouraged positive reactions to the distinctive achievements of the young people themselves. In both groups, members were committed to participation in project-based activities that raised their self-esteem and helped establish a sense of their own identity and purpose.

[Involvement of researchers with patient associations: what is the role of their opinions, their clinical activity and their nature?].

PubMed

Demagny, Lise; Bungener, Martine; Faurisson, François

2015-11-01

Although the involvement of patient associations in biomedical research is well known, conversely, researchers' views and perceptions of these associations have remained unknown. For this reason, Inserm's Patients' Association Liaison Group (GRAM) launched the CAIRNET survey in 2012, based on questionnaires and interviews conducted with researchers working at Inserm. The variety of their opinions made it possible to distinguish four profiles, the committed, the pragmatic, the reticent and the distant. Thus 41 % of respondents reported ongoing relationships with at least one association, 72 % for the committed and 16 % for the distant. Although these relationships are formed more easily among researchers involved in clinical activity, they also encourage collaborations between clinicians and basic researchers. The apparently lower degree of involvement of female researchers proved to be associated with a lower level of clinical activity, limited permanent recruitment, and a lower hierarchical status. © 2015 médecine/sciences – Inserm.

Structures and Materials Working Group report

NASA Technical Reports Server (NTRS)

Torczyner, Robert; Hanks, Brantley R.

1986-01-01

The appropriateness of the selection of four issues (advanced materials development, analysis/design methods, tests of large flexible structures, and structural concepts) was evaluated. A cross-check of the issues and their relationship to the technology drivers is presented. Although all of the issues addressed numerous drivers, the advanced materials development issue impacts six out of the seven drivers and is considered to be the most crucial. The advanced materials technology development and the advanced design/analysis methods development were determined to be enabling technologies with the testing issues and development of structural concepts considered to be of great importance, although not enabling technologies. In addition, and of more general interest and criticality, the need for a Government/Industry commitment which does not now exist, was established. This commitment would call for the establishment of the required infrastructure to facilitate the development of the capabilities highlighted through the availability of resources and testbed facilities, including a national testbed in space to be in place in ten years.

Are "part-time" general practitioners workforce idlers or committed professionals?

PubMed

Dwan, Kathryn M; Douglas, Kirsty A; Forrest, Laura E

2014-09-19

The traditional view of general practice holds that only general practitioners (GPs) in full-time clinical practice can provide quality patient care. Nevertheless, increasing numbers of GPs are choosing to work sessionally, that is, ostensibly "part-time". There are concerns about the health workforce's ability to meet demand and also fears that patient care may be compromised. We sought answers to a) what activities do GPs undertake when not consulting patients, b) why do they choose to work sessionally, and c) does sessional general practice reflect a lack of commitment to patients and the profession? Semi-structured interviews were conducted with GPs who worked sessionally, (i.e. six or fewer sessions a week in clinical general practice, where a session comprises four consecutive hours of patient care). These data were analysed qualitatively and saturation was reached. The majority of participants were in full-time paid employment, while part-time in clinical general practice. They reported that consultations increasingly required the management of patients with complex, chronic conditions who also required psychological management. Coupled with unrealistic patient expectations, these factors led GPs to be concerned about maintaining the quality patient care they considered professionally desirable. Many diversified their work activities to ensure that they retained their professional standards. "Part-time" general practice is a misnomer that masks the contribution these GPs make as part of the health workforce. Sessional practice more accurately describes the nature of our participants' clinical work. Their choice of sessional work is a professional response to the increasing demands within the consultation. It enables GPs to maintain their commitment to quality patient care and their profession, while attenuating the challenges of demanding consultations. Sessional general practitioners demonstrate strong commitment to their patients and the profession.

There's no team in I: How observers perceive individual creativity in a team setting.

PubMed

Kay, Min B; Proudfoot, Devon; Larrick, Richard P

2018-04-01

Creativity is highly valued in organizations as an important source of innovation. As most creative projects require the efforts of groups of individuals working together, it is important to understand how creativity is perceived for team products, including how observers attribute creative ability to focal actors who worked as part of a creative team. Evidence from three experiments suggests that observers commit the fundamental attribution error-systematically discounting the contribution of the group when assessing the creative ability of a single group representative, particularly when the group itself is not visually salient. In a pilot study, we found that, in the context of the design team at Apple, a target group member visually depicted alone is perceived to have greater personal creative ability than when he is visually depicted with his team. In Study 1, using a sample of managers, we conceptually replicated this finding and further observed that, when shown alone, a target member of a group that produced a creative product is perceived to be as creative as an individual described as working alone on the same output. In Study 2, we replicated the findings of Study 1 and also observed that a target group member depicted alone, rather than with his team, is also attributed less creative ability for uncreative group output. Findings are discussed in light of how overattribution of individual creative ability can harm organizations in the long run. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Motivational pathways of occupational and organizational turnover intention among newly registered nurses in Canada.

PubMed

Fernet, Claude; Trépanier, Sarah-Geneviève; Demers, Mireille; Austin, Stéphanie

Staff turnover is a major issue for health care systems. In a time of labor shortage, it is critical to understand the motivational factors that underlie turnover intention in newly licensed nurses. To examine whether different forms of motivation (the reasons for which nurses engage in their work) predict intention to quit the occupation and organization through distinct forms (affective and continuance) and targets (occupation and organization) of commitment. Cross-sectional data were collected from a sample of 572 French-Canadian newly registered nurses working in public health care in the province of Quebec, Canada. The hypothesized model was tested by structural equation modeling. Autonomous motivation (nurses accomplish their work primarily out of a sense of pleasure and satisfaction or because they personally endorse the importance or value of their work) negatively predicts intention to quit the profession and organization through target-specific affective commitment. However, although controlled motivation (nurses accomplish their work mainly because of internal or external pressure) is positively associated with continuance commitment to the occupation and organization, it directly predicts, positively so, intention to quit the occupation and organization. These results highlight the complexity of the motivational processes at play in the turnover intention of novice nurses, revealing distinct forms of commitment that explain how motivation quality is related simultaneously to intention to quit the occupation and organization. Health care organizations are advised to promote autonomous over controlled motivation to retain newly recruited nurses and sustain the future of the nursing workforce. Copyright © 2017 The Authors. Published by Elsevier Inc. All rights reserved.

Cognitive linguistics.

PubMed

Evans, Vyvyan

2012-03-01

Cognitive linguistics is one of the fastest growing and influential perspectives on the nature of language, the mind, and their relationship with sociophysical (embodied) experience. It is a broad theoretical and methodological enterprise, rather than a single, closely articulated theory. Its primary commitments are outlined. These are the Cognitive Commitment-a commitment to providing a characterization of language that accords with what is known about the mind and brain from other disciplines-and the Generalization Commitment-which represents a dedication to characterizing general principles that apply to all aspects of human language. The article also outlines the assumptions and worldview which arises from these commitments, as represented in the work of leading cognitive linguists. WIREs Cogn Sci 2012, 3:129-141. doi: 10.1002/wcs.1163 For further resources related to this article, please visit the WIREs website. Copyright © 2012 John Wiley & Sons, Inc.

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

PubMed

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

2010-07-01

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

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

PubMed

Tsai, Yafang

2014-04-04

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

Investigating Employee-Reported Benefits of Participation in a Comprehensive Australian Workplace Health Promotion Program.

PubMed

Kilpatrick, Michelle; Blizzard, Leigh; Sanderson, Kristy; Teale, Brook; Nelson, Mark; Chappell, Kate; Venn, Alison

2016-05-01

To investigate employee-reported benefits of participation, employee organizational commitment, and health-related behaviors and body mass index (BMI) following implementation of a comprehensive workplace health promotion (WHP) program. State government employees from Tasmania, Australia, completed surveys in 2010 (n = 3408) and 2013 (n = 3228). Repeated cross-sectional data were collected on sociodemographic, health, and work characteristics. Participation in WHP activities, employee-reported organizational commitment, and benefits of participation were collected in 2013. Respondents who participated in multiple activities were more likely to agree that participation had motivated them, or helped them to address a range of health and work factors (trends: P < 0.05). There were significant associations between participation and employee organizational commitment. No differences were observed in health-related behaviors and BMI between 2010 and 2013. Healthy@Work (pH@W) was either ineffective, or insufficient time had elapsed to detect a population-level change in employee lifestyle factors.

Model for Developing Educational Research Productivity: The Medical Education Research Group.

PubMed

Perry, Marcia; Hopson, Laura; House, Joseph B; Fischer, Jonathan P; Dooley-Hash, Suzanne; Hauff, Samantha; Wolff, Margaret S; Sozener, Cemal; Nypaver, Michele; Moll, Joel; Losman, Eve D; Carney, Michele; Santen, Sally A

2015-11-01

Education research and scholarship are essential for promotion of faculty as well as dissemination of new educational practices. Educational faculty frequently spend the majority of their time on administrative and educational commitments and as a result educators often fall behind on scholarship and research. The objective of this educational advance is to promote scholarly productivity as a template for others to follow. We formed the Medical Education Research Group (MERG) of education leaders from our emergency medicine residency, fellowship, and clerkship programs, as well as residents with a focus on education. First, we incorporated scholarship into the required activities of our education missions by evaluating the impact of programmatic changes and then submitting the curricula or process as peer-reviewed work. Second, we worked as a team, sharing projects that led to improved motivation, accountability, and work completion. Third, our monthly meetings served as brainstorming sessions for new projects, research skill building, and tracking work completion. Lastly, we incorporated a work-study graduate student to assist with basic but time-consuming tasks of completing manuscripts. The MERG group has been highly productive, achieving the following scholarship over a three-year period: 102 abstract presentations, 46 journal article publications, 13 MedEd Portal publications, 35 national didactic presentations and five faculty promotions to the next academic level. An intentional focus on scholarship has led to a collaborative group of educators successfully improving their scholarship through team productivity, which ultimately leads to faculty promotions and dissemination of innovations in education.

Attitudes of clinical faculty about career progress, career success and recognition, and commitment to academic medicine. Results of a survey.

PubMed

Buckley, L M; Sanders, K; Shih, M; Hampton, C L

2000-09-25

To assess attitudes about career progress, resources for career development, and commitment to academic medicine in physician faculty at an academic medical center who spend more than 50% of their time in clinical care. Faculty survey. Academic medical center and associated Veterans Affairs medical center. A total of 310 physician faculty responded to the survey. Half of the faculty reported spending 50% or less of their time in clinical care (mean, 31% of time) (group 1) and half reported spending more than 50% of their time in clinical care (mean, 72% of time) (group 2). Group 2 faculty had one third of the time for scholarly activities, reported slower career progress, and were less likely to be at the rank of professor (40% and 16% for groups 1 and 2, respectively; P<.001) or to be tenured (52% and 26%, respectively; P<.001) despite similar age and years on faculty. Group 2 faculty were 50% more likely to report that tenure and promotion criteria were not reviewed at their annual progress report (P =.003) and that they did not understand the criteria (P<.001). Group 2 faculty valued excellence in patient care over scholarship and national visibility. Group 2 faculty reported greater dissatisfaction with academic medicine and less commitment to a career in academic medicine. Physician faculty who spend more than 50% of their time in clinical care have less time, mentoring, and resources needed for development of an academic career. These obstacles plus differences in their attitudes about career success and recognition contribute to significant differences in promotion. These factors are associated with greater dissatisfaction with academic medicine and lower commitment to academic careers.

Organizational and Supervisory Apology Effectiveness: Apology Giving in Work Settings

ERIC Educational Resources Information Center

Bisel, Ryan S.; Messersmith, Amber S.

2012-01-01

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

The Social Psychology of Commitment to College Teaching.

ERIC Educational Resources Information Center

Bess, James L.

The social science literature, particularly in psychology, that may relate to faculty satisfaction, motivation, and commitment to teaching is reviewed. The question of satisfaction from work and its relation to motivation, a topic of controversy in the field (Greene, 1972) is examined, and the concept of motivation is briefly described from four…

Preservice Teachers' Work Stress, Self-Efficacy, and Occupational Commitment in Four Countries

ERIC Educational Resources Information Center

Klassen, Robert; Wilson, Elaine; Siu, Angela F. Y.; Hannok, Wanwisa; Wong, Marina W.; Wongsri, Nongkran; Sonthisap, Panwadee; Pibulchol, Chaleosri; Buranachaitavee, Yanisa; Jansem, Anchalee

2013-01-01

In this study, we examine the teaching-related stress, self-efficacy, and occupational commitment of preservice teachers from two culturally western and two culturally eastern countries. The sample included 1,187 participants from Canada (n?=?379), England (n?=?203), Hong Kong (n?=?211), and Thailand (n?=?394). Self-efficacy partially reduced…

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

ERIC Educational Resources Information Center

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

2006-01-01

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

3 CFR 8850 - Proclamation 8850 of August 31, 2012. National Alcohol and Drug Addiction Recovery Month, 2012

Code of Federal Regulations, 2013 CFR

2013-01-01

... substance use. My Administration is committed to advancing evidence-based recovery solutions. Over the past 3 years, we have worked to strengthen substance abuse prevention and treatment programs, and to... substance use disorders commit to managing their health by maintaining their recovery from drug or alcohol...

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

ERIC Educational Resources Information Center

Nyaanga, Solomon G.

2012-01-01

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

Children's Developing Commitments to Joint Goals

ERIC Educational Resources Information Center

Hamann, Katharina; Warneken, Felix; Tomasello, Michael

2012-01-01

This study investigated young children's commitment to a joint goal by assessing whether peers in collaborative activities continue to collaborate until all received their rewards. Forty-eight 2.5- and 3.5-year-old children worked on an apparatus dyadically. One child got access to her reward early. For the partner to benefit as well, this child…

Closing the Gap Clearinghouse: Annual Report, 2009-10

ERIC Educational Resources Information Center

Australian Institute of Health and Welfare, 2011

2011-01-01

The Council of Australian Governments (COAG) has made a range of commitments to improve the lives of Indigenous Australians and in particular provide for a better future for Indigenous children. These commitments have re-focused the efforts of everyone working for a better future for Australia's Indigenous people. The Closing the Gap Clearinghouse…

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

ERIC Educational Resources Information Center

Cerit, Yusuf

2010-01-01

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

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

ERIC Educational Resources Information Center

Sezgin, Ferudun

2009-01-01

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

The Development of Religious Beliefs and Commitment in Adolescence.

ERIC Educational Resources Information Center

Ozorak, Elizabeth Weiss

Adolescence is a time when formal abstract thought becomes possible, enabling the individual to work through the highest stages of morality. Adolescents' understanding of religion and their commitment to it seem to differ sharply from those of children. It has been proposed that adolescents are likely to change, expand, or abandon their religious…

The rate commitment to ISO 214 standard among the persian abstracts of approved research projects at school of health management and medical informatics, Isfahan University of Medical Sciences, Isfahan, Iran.

PubMed

Papi, Ahmad; Khalaji, Davoud; Rizi, Hasan Ashrafi; Shabani, Ahmad; Hassanzadeh, Akbar

2014-01-01

Commitment to abstracting standards has a very significant role in information retrieval. The present research aimed to evaluate the rate of Commitment to ISO 214 Standard among the Persian abstracts of approved research projects at School of Health Management and Medical Informatics, Isfahan University of Medical Sciences, Isfahan, Iran. This descriptive study used a researcher-made checklist to collect data, which was then analyzed through content analysis. The studied population consisted of 227 approved research projects in the School of Health Management and Medical Informatics, Isfahan University of Medical Sciences during 2001-2010. The validity of the checklist was measured by face and content validity. Data was collected through direct observations. Statistical analyzes including descriptive (frequency distribution and percent) and inferential statistics (Chi-square test) were performed in SPSS-16. The highest and lowest commitment rates to ISO 214 standard were in using third person pronouns (100%) and using active verbs (34/4%), respectively. In addition, the highest commitment rates to ISO 214 standard (100%) related to mentioning third person pronouns, starting the abstract with a sentence to explain the subject of the research, abstract placement, and including keyword in 2009. On the other hand, during 2001-2003, the lowest commitment rate was observed in reporting research findings (16/7%). Moreover, various educational groups differed significantly only in commitment to study goals, providing research findings, and abstaining from using abbreviations, signs, and acronyms. Furthermore, educational level of the corresponding author was significantly related with extracting the keywords from the text. Other factors of ISO 214 standard did not have significant relations with the educational level of the corresponding author. In general, a desirable rate of commitment to ISO 214 standard was observed among the Persian abstracts of approved research projects at the School of Health Management and Medical Informatics of Isfahan University of Medical Sciences. However, commitment rates differed between years. In addition, commitment to ISO 214 standard was not significantly related with educational group and level.

Interpersonal Conflict and Organizational Commitment Among Licensed Practical Nurses.

PubMed

Loes, Chad N; Tobin, Mary B

The shortage of nursing professionals in the United States is unquestionable. This shortage, which is predicted to continue into the foreseeable future, is a particularly salient problem within the nursing profession. This is especially true for long-term care facility administrators who not only are faced with the challenge of increasing numbers of aging residents but also regularly struggle with turnover among more cost-effective nursing staff, such as licensed practical nurses (LPNs). The primary purpose of this study was to examine whether perceived interpersonal conflict influences organizational commitment among LPNs. To accomplish this, we analyzed responses from 1165 LPNs throughout a Midwestern state who were queried on their perceptions of interpersonal conflict and organizational commitment in their work settings. Considering a wide range of potential confounding influences such as age and years working as an LPN, for example, we found that higher perceived interpersonal conflict was associated with significantly lower levels of organizational commitment. The implications of these findings, along with recommendations for nurse administrators to reduce LPN turnover, are discussed in the article.

Treatment discrimination among assistant coaches of women's teams.

PubMed

Cunningham, George B; Sagas, Michael

2003-12-01

The purpose of this study was to examine organizational treatment discrimination (i.e., when members of a group receive fewer rewards, opportunities, or resources than they legitimately deserve based on job-related criteria) in the context of women's athletics. Data were collected from 170 assistant coaches of women's teams (i.e., women's basketball, softball, track, volleyball, soccer, and tennis). Results indicate that women's perceived work experiences and outcomes were comparable, and sometimes better, than those of men. We present competing explanations for this finding. First, it is possible that these women were not subjected to treatment discrimination. Alternatively, it is possible that this demonstrates the existence of the "paradox of the contented working woman." Additional analyses indicate that work experiences explained a large portion of the variance in organizational commitment and turnover intentions, thereby demonstrating their importance in the workplace.

Partnership, sex, and marginalization: Moving the Global Fund sexual orientation and gender identities agenda.

PubMed

Seale, Andy; Bains, Anurita; Avrett, Sam

2010-06-15

After almost three decades of work to address HIV and AIDS, resources are still failing to adequately address the needs of the most affected and marginalized groups in many societies. In recognition of this ongoing failure, the Global Fund to Fight AIDS, Tuberculosis and Malaria (the Global Fund) has approved a sexual orientation and gender identities (SOGI) Strategy. The Strategy is designed to help its investments more effectively reach men who have sex with men; transgender populations; male, female, and transgender sex workers; and women who have sex with women. The Global Fund financing model is unique and based on ideas of broad partnership. It emphasizes the importance of country-ownership while ensuring that work is appropriately targeted, evidence-based, and rooted in principles of human rights. The classic international development tension of pursuing a rights-based agenda, while also supporting strong country ownership, has moved the Global Fund into a more substantive technical, advocacy, and policy arena, resulting in the creation of the SOGI Strategy, which emphasizes the needs of marginalized groups. A strong commitment to participation and consultation was crucial during the development stages of the Strategy. Now, as the Strategy goes live, it is clear that progress will only be achieved through continued and strengthened partnership. The diverse partners - in particular the governments and other stakeholders in recipient countries that helped develop the Strategy - must now commit to stronger collaboration on this agenda and must demonstrate bold leadership in overcoming the considerable technical and political challenges of implementation that lie ahead.

Assessment of long-term work attendance within human service organisations.

PubMed

Dellve, Lotta; Eriksson, Jesper; Vilhelmsson, Rebecka

2007-01-01

Terms and theories of work attendance vary according to their use and focus. This paper analyzes long-term work attendance in relation to social, psychosocial, and health-related factors. Register-based and questionnaire-based data covering 3,804 human service organisation workers over a three-year period were analyzed at individual and work-unit level. The results showed positive relationships between work attendance and male gender, high income, work commitment, job satisfaction, and having positive feelings towards work. High work attendance combined with work commitment, stress, or pain did not show any negative long-term effects upon short-term or long-term sick leave. Instead, work attendance seemed to be more associated with stable patterns of behaviour. Register-based measures of work attendance (at most 4-7 days of sick leave per worker per year) may be a useful tool in managing psychosocial work environment and related behaviour, but their inability to encompass information regarding individual health and disease must be borne in mind.

A Case History of the Science and Management Collaboration in Understanding Hypoxia Events in Long Bay, South Carolina, USA

NASA Astrophysics Data System (ADS)

Sanger, Denise; Hernandez, Debra; Libes, Susan; Voulgaris, George; Davis, Braxton; Smith, Erik; Shuford, Rebecca; Porter, Dwayne; Koepfler, Eric; Bennett, Joseph

2010-09-01

Communication of knowledge between the scientific and management communities is a difficult process complicated by the distinctive nature of professional career goals of scientists and decision-makers. This article provides a case history highlighting a collaboration between the science and management communities that resulted from a response to a 2004 hypoxia, or low dissolved oxygen, event in Long Bay, off Myrtle Beach, South Carolina. A working group of scientists and decision-makers was established at the time of the event and has continued to interact to develop a firm understanding of the drivers responsible for hypoxia formation in Long Bay. Several factors were found to be important to ensure that these collaborative efforts were productive: (1) genuine interest in collaboratively working across disciplines to examine a problem; (2) commitment by agency leadership, decision-makers, and researchers to create successful communication mechanisms; (3) respect for each others’ perspectives and an understanding how science and management are performed and that they are not mutually exclusive; (4) networking among researchers and decision-makers to ensure appropriate team members are involved in the process; (5) use of decision-maker input in the formulation of research and monitoring projects; and (6) commitment of resources for facilitation to ensure that researchers and decision-makers are communicating effectively.

Women's human rights at the World Summit for Social Development.

PubMed

Fried, S

1995-01-01

The Copenhagen Hearing on Economic Justice and Women's Human Rights was held on March 7, 1995 in conjunction with the NGO (nongovernmental organization) Forum during the UN World Summit on Social Development (the Social Summit). During the Copenhagen Hearing, 10 women from around the world testified on a wide range of topics connected with the issue of providing tangible meaning to the indivisibility of women's human rights. Also emphasized was the complexity of the US government in perpetrating abuses against women's human rights, either directly or indirectly. The NGO Forum resulted in several hundred NGOs signing The Quality Benchmark for the Social Summit and The Copenhagen Alternative Declaration, which pointed out the need to critique conventional economic and social policies. While many of the concerns raised at the NGO Forum were not reflected in the Summit's Programme of Action, one of the Programme's 10 commitments called for the promotion of gender equality and improvement in the status of women. The Programme also recognized the burden placed on women by poverty and social disintegration; accepted a broad definition of "family"; called for a quantitative consideration of the value of unremunerated work; and advanced the rights of workers in general, migrant workers, and indigenous people. The capacity of NGOs and other grassroots groups to demand implementation of international agreements and adherence to international human rights standards was also strengthened. Specifically, such groups may urge governments to 1) meet with women's NGOs to discuss implementation of the Social Summit Declaration and Programme of Action; 2) make a national commitment to implement the Platform of Action of the Fourth World Conference on Women; and 3) commit to the Pledge to Gender Justice, particularly to the implementation of international agreements in local and national laws and policies.

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

PubMed

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

2012-06-01

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

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.

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.

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.

Pedagogical Encounters, Graduate Teaching Assistants, and Decolonial Feminist Commitments

ERIC Educational Resources Information Center

Madden, Meredith

2014-01-01

This study examines the pedagogical experiences of fourteen graduate teaching assistants (GTAs) across academic disciplines at a large private university in the Northeastern US. The participants in this study represent a small, focused group of GTAs who hold progressive social justice commitments and share pedagogical philosophies anchored in…

19 CFR 206.16 - Industry adjustment plan and commitments.

Code of Federal Regulations, 2014 CFR

2014-04-01

... 19 Customs Duties 3 2014-04-01 2014-04-01 false Industry adjustment plan and commitments. 206.16... OF RELIEF ACTIONS Investigations Relating to Global Safeguard Actions § 206.16 Industry adjustment... determination, any firm in the domestic industry, certified or recognized union or group of workers in the...

19 CFR 206.16 - Industry adjustment plan and commitments.

Code of Federal Regulations, 2013 CFR

2013-04-01

... 19 Customs Duties 3 2013-04-01 2013-04-01 false Industry adjustment plan and commitments. 206.16... OF RELIEF ACTIONS Investigations Relating to Global Safeguard Actions § 206.16 Industry adjustment... determination, any firm in the domestic industry, certified or recognized union or group of workers in the...

19 CFR 206.16 - Industry adjustment plan and commitments.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 19 Customs Duties 3 2012-04-01 2012-04-01 false Industry adjustment plan and commitments. 206.16... OF RELIEF ACTIONS Investigations Relating to Global Safeguard Actions § 206.16 Industry adjustment... determination, any firm in the domestic industry, certified or recognized union or group of workers in the...

19 CFR 206.16 - Industry adjustment plan and commitments.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 19 Customs Duties 3 2011-04-01 2011-04-01 false Industry adjustment plan and commitments. 206.16... OF RELIEF ACTIONS Investigations Relating to Global Safeguard Actions § 206.16 Industry adjustment... determination, any firm in the domestic industry, certified or recognized union or group of workers in the...

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.

The influence of mechanical stretching on mitosis, growth, and adipose conversion in adipocyte cultures.

PubMed

Shoham, Naama; Gefen, Amit

2012-09-01

The mechanotransduction of adipocytes is not well characterized in the literature. In this study, we employ stochastic modeling fitted to experiments for characterizing the influence of mechanical stretching delivered to adipocyte monolayers on the probabilities of commitment to the adipocyte lineage, mitosis, and growth after mitosis in 3T3-L1 adipocytes. We found that the probability of a cell to become committed to the adipocyte lineage in a single division when cultured on an elastic substrate was 0.025, which was indistinguishable between cultures that were radially stretched (to 12% strain) and control cultures. The probability of undergoing mitosis however was different between the groups, being 0.4 in the stretched cultures and 0.6 in the controls. The probability of growing after mitosis was affected by the stretching as well and was 0.9 and 0.8 in the stretched and control groups, respectively. We conclude that static stretching of the substrate of adipocyte cultures influences the mitotic potential of the cells as well as the growth potential post-mitosis. The present work provides better understanding of the mechanotransduction of adipocytes and in particular quantify how stretching influences the likelihood of cell proliferation and differentiation and, consequently, adipogenesis in the adipocyte cultures.

University Leader Support for Sustained Reform in Science Teacher Education

NASA Astrophysics Data System (ADS)

Gobstein, Howard; Bennett, Al; Conoley, Jane; Gottfredson, Michael

2012-02-01

A successful science teacher preparation effort requires commitment and collaboration across the university. Over 125 universities in APLU, the Association of Public and Land-grant Universities, have committed to the Science and Mathematics Teacher Imperative (SMTI) to significantly increase the number, quality and diversity of the teachers they produce. This national initiative is designed to galvanize university leadership to work with their faculties in addressing this critical national need. Come to this informal discussion session for pointers and answers to your questions on how to work with university leadership and education faculty.

The obviously ill patient in need of treatment: a fourth standard for civil commitment.

PubMed

Treffert, D A

1985-03-01

The three relatively standard criteria currently contained in most state civil commitment laws (danger to self, danger to others, and gravely disabled) have forced many obviously ill patients to deteriorate to the point of dangerousness before receiving treatment, to become criminalized, or to wander the streets untreated. After discussing the origins of present civil commitment laws and the plight of obviously ill patients, the author details the cooperative effort of several groups in Wisconsin to codify a fourth standard for civil commitment that would ensure that obviously ill patients receive treatment with proper procedural and due process safeguards. Other statutory alternatives to remedy the plight of obviously ill patients are also discussed.

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.

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

Life role salience and subjective well-being among Macedonian employees: Does family-supportive organization perception moderate this relationship.

PubMed

Blaževska Stoilkovska, Biljana; Šurbanovska, Orhideja; Fritzhand, Ana; Stojanoska Ivanova, Tatjana

2018-01-15

As many studies have shown, one of the most important tendencies of employees nowadays is to achieve work- life balance. Organizations should develop various activities and create supportive climate, within the framework of which employees will have opportunities to realize aforementioned goals which in turn would increase work productivity and work motivation. The aim of this paper was to examine how subjective well-being (life satisfaction and exhaustion) is associated with commitment to work and family roles under the conditions of strongly and weakly perceived organizational support for family life among health care professionals, teachers and bankers in Macedonia. Marriage duration and the number of children were introduced as control variables. This cross-sectional study was conducted on a sample of 198 full-time employed doctors, nurses, teachers and bankers. Research variables were assessed using self-reported measures/ questionnaires. Hierarchical multiple linear regression was performed for data analysis. It was revealed that occupational role commitment contributed to highly expressed life satisfaction, while exhaustion was predicted by marital role commitment. These relationships were stronger among surveyed employees who reported positive family-supportive organization perception, but tested moderation effect of this variable was not statistically significant. Findings demonstrated that family-supportive organization perception moderated association of the number of children with life satisfaction, that is, participants who perceived an organization as family-supportive and had more children were more satisfied with their life in general. Results highlighted the importance of organizational orientation toward employees, their commitment to work and family roles, and their subjective well-being, as characteristics that might contribute to higher work engagement, success and family satisfaction. Int J Occup Med Environ Health 2018;31(3):281-291. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

Emerging adults' expectations for pornography use in the context of future committed romantic relationships: a qualitative study.

PubMed

Olmstead, Spencer B; Negash, Sesen; Pasley, Kay; Fincham, Frank D

2013-05-01

Using qualitative content analysis from the written comments of 404 primarily heterosexual college students, we examined (1) their expectations for pornography use while married or in a committed long-term relationship and (2) variations by gender. Four prominent groups emerged. A majority of men (70.8 %) and almost half of women (45.5 %) reported circumstances (alone or with their partners) wherein pornography use was acceptable in a relationship and several conditions for, and consequences associated with, such use also emerged. Another group (22.3 % men; 26.2 % women) viewed pornography use as unacceptable because of being in a committed relationship whereas a third group (5.4 % men; 12.9 % women) reported that pornography use was unacceptable in any context or circumstance. A final group emerged of a few women (10.4 %) who stated that a partner's use of pornography was acceptable, but they did not expect to use it personally. Implications for relationship education among emerging adults and future research on pornography use within the context of romantic relationships are discussed.

The influence of facility design and human resource management on health care professionals.

PubMed

Sadatsafavi, Hessam; Walewski, John; Shepley, Mardelle M

2015-01-01

Cost control of health care services is a strategic concern for organizations. To lower costs, some organizations reduce staffing levels. However, this may not be worth the trade-off, as the quality of services will likely be reduced, morale among health care providers tends to suffer, and patient satisfaction is likely to decline. The potential synergy between human resource management and facility design and operation was investigated to achieve the goal of providing cost containment strategies without sacrificing the quality of services and the commitment of employees. About 700 health care professionals from 10 acute-care hospitals participated in this cross-sectional study. The authors used structural equation modeling to test whether employees' evaluations of their physical work environment and human resource practices were significantly associated with lower job-related anxiety, higher job satisfaction, and higher organizational commitment. The analysis found that employees' evaluations of their physical work environment and human resource practices influenced their job-related feelings and attitudes. Perceived organizational support mediated this relationship. The study also found a small but positive interaction effect between the physical work environment and human resource practices. The influence of physical work environment was small, mainly because of the high predictive value of human resource practices and strong confounding variables included in the analysis. This study specifically showed the role of facility design in reducing job-related anxiety among caregivers. Preliminary evidence is provided that facility design can be used as a managerial tool for improving job-related attitudes and feelings of employees and earning their commitment. Providing a healthy and safe work environment can be perceived by employees as an indication that the organization respects them and cares about their well-being, which might be reciprocated with higher levels of motivation and commitment toward the organization.

Acceptance and Commitment Therapy for adults who stutter: psychosocial adjustment and speech fluency.

PubMed

Beilby, Janet M; Byrnes, Michelle L; Yaruss, J Scott

2012-12-01

The aim of the present study was to assess the effectiveness of an Acceptance and Commitment Therapy group intervention program for adults who stutter (N=20). The program consisted of 2-h therapeutic sessions conducted weekly for eight consecutive weeks. It was an integrated program designed to improve: (a) psychosocial functioning, (b) readiness for therapy and change, (c) utilisation of mindfulness skills and psychological flexibility, and (d) frequency of stuttering. The findings provide innovative evidence for Acceptance and Commitment Therapy as an effective intervention with statistically significant improvements in psychosocial functioning, preparation for change and therapy, utilisation of mindfulness skills, and overall speech fluency. Follow-up data collected at three months post-treatment revealed that therapeutic gains were successfully maintained over time. These findings enhance the understanding of the impact of stuttering on psychological wellbeing and offer a new perspective on what might constitute successful stuttering treatment. Further, clinical research support is provided for Acceptance and Commitment Therapy delivered in a group format as a promising and novel intervention for adults who stutter. The reader will be able to: (a) appreciate the potential for Acceptance and Commitment Therapy for adults who stutter; (b) identify the improvements participants experienced in psychosocial functioning and frequency of stuttered speech; (c) appreciate the six core processes of Acceptance and Commitment Therapy; and (d) appreciate the differences between an ACT model of intervention for adults who stutter compared to a CBT approach. Copyright © 2012 Elsevier Inc. All rights reserved.

Tethered to work: A family systems approach linking mobile device use to turnover intentions.

PubMed

Ferguson, Merideth; Carlson, Dawn; Boswell, Wendy; Whitten, Dwayne; Butts, Marcus M; Kacmar, K Michele Micki

2016-04-01

We examined the use of a mobile device for work during family time (mWork) to determine the role that it plays in employee turnover intentions. Using a sample of 344 job incumbents and their spouses, we propose a family systems model of turnover and examine 2 paths through which we expect mWork to relate to turnover intentions: the job incumbent and the spouse. From the job incumbent, we found that the job incumbent's mWork associated with greater work-to-family conflict and burnout, and lower organizational commitment. From the spouse, we found that incumbent mWork and greater work-to-family conflict associated with increased resentment by the spouse and lower spousal commitment to the job incumbent's organization. Both of these paths played a role in predicting job incumbent turnover intentions. We discuss implications and opportunities for future research on mWork for integrating work and family into employee turnover intentions. (c) 2016 APA, all rights reserved).

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.

Exploring pharmacists' perceived job alternatives: Results from the 2014 National Pharmacist Workforce Survey.

PubMed

Rojanasarot, Sirikan; Gaither, Caroline A; Schommer, Jon C; Doucette, William R; Kreling, David H; Mott, David A

To examine the association between pharmacists' demographics, practice variables, worklife attitudes (e.g., work environment stress, control in the work environment, professional commitment, work-home conflict, and organizational commitment), and their perceived job alternatives. Cross-sectional descriptive study. A representative nationwide sample of licensed pharmacists in the United States, 2014. A total of 1574 practicing pharmacists. A previously validated Likert-type scale was used to measure perceived job alternatives. Pharmacists reported their perception on how easy it would be to find a better job with the use of 17 common organizational characteristics. The higher the score, the easier they perceived it would be to find a new job. The perceived job alternatives scale manifested 4 constructs: environmental conditions, professional opportunities, compensation, and coworkers. Multivariate regression analysis showed that organizational commitment was the most influential worklife attitude and was negatively associated with all constructs except better compensation. The higher professional commitment and environmental stress, the easier pharmacists perceive it would be to find a new job with better environmental conditions, such as better professional treatment by management. Younger pharmacists indicated higher perceived levels of ease in finding a job with better environmental conditions and professional opportunities. Male pharmacists also reported a higher perceived level of ease in finding an alternate job with better professional opportunities. White pharmacists perceived it would be easier to find a new job with better environmental aspects and compensation. No statistical significance was observed in perceived job alternatives among pharmacists practicing in different primary work settings after adjusting for other variables. Demographics and worklife attitudes were found to affect perceived availability of job alternatives. Organizational commitment was the most important factor inversely associated with pharmacists' perceptions of better job alternatives. Employers may retain pharmacists by constantly maintaining pharmacists' sense of belonging to their organizations. Copyright © 2017 American Pharmacists Association®. Published by Elsevier Inc. All rights reserved.