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Sample records for satisfaction organizational commitment

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

    ERIC Educational Resources Information Center

    Anari, Nahid Naderi

    2012-01-01

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

  2. 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…

  3. The Relationship of Organizational Commitment and Superintendent Job Satisfaction

    ERIC Educational Resources Information Center

    Williams, Todd

    2012-01-01

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

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

    PubMed

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

    2012-07-01

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

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Thorn, Dustin

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Yoon, Jeongkoo; Thye, Shane R.

    2002-01-01

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

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

    ERIC Educational Resources Information Center

    Brown, Donna; Sargeant, Marcel A.

    2007-01-01

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

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

    ERIC Educational Resources Information Center

    Fard, Parastoo Gashtasebi; Karimi, Fariba

    2015-01-01

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

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

    ERIC Educational Resources Information Center

    Lowhorn, Greg L.

    2009-01-01

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

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

    ERIC Educational Resources Information Center

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

    2016-01-01

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

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

    PubMed

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

    2013-01-01

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

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

    PubMed

    Bolon, D S

    1997-01-01

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

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

    PubMed

    Lin, Chia-Tzu; Chang, Ching-Sheng

    2015-01-01

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

  15. 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

  16. 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.

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

    PubMed

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

    2016-01-01

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

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

    PubMed

    Antón, Concha

    2009-06-01

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

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

    PubMed

    DeMicco, F J; Olsen, M D

    1988-08-01

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

  20. 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.

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

    PubMed Central

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

    2009-01-01

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

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

    PubMed Central

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Lim, Taejo

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Chiang, Ti-Lin; Wang, Jia

    2008-01-01

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

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

    ERIC Educational Resources Information Center

    Moore, Heather Louise

    2012-01-01

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

  6. 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…

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

    PubMed

    Moskowitz, R L; Scanlan, C L

    1986-02-01

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

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

    PubMed

    Antón, Concha

    2009-06-01

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

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

    PubMed

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

    2014-01-01

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

  10. 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…

  11. Organizational commitment of military physicians.

    PubMed

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

    2009-09-01

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

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

    ERIC Educational Resources Information Center

    Kieres, Katherine H.; Gutmore, Daniel

    2014-01-01

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

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

    ERIC Educational Resources Information Center

    Byrne, Daria McConnell

    2011-01-01

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

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

    PubMed

    Chang, Ching-Sheng; Chang, Hsin-Hsin

    2007-12-01

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

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

    ERIC Educational Resources Information Center

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

    1999-01-01

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

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

    PubMed

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

    2001-01-01

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

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

    ERIC Educational Resources Information Center

    Reyes, Pedro; Keller, David

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

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

    ERIC Educational Resources Information Center

    Ting, Shueh-Chin

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Alzahrani, Mohammed

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Sayadi, Yaser

    2016-01-01

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

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

    PubMed

    Kinjerski, Val; Skrypnek, Berna J

    2008-10-01

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

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

    PubMed

    Law, Fang Mei; Guo, Gwo Jen

    2016-08-01

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

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

    ERIC Educational Resources Information Center

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

    2015-01-01

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

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

    PubMed

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

    2009-04-01

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

  5. Predictors of Organizational Commitment among Staff in Assisted Living

    ERIC Educational Resources Information Center

    Sikorska-Simmons, Elzbieta

    2005-01-01

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

  6. Organizational Commitment through Organizational Socialization Tactics

    ERIC Educational Resources Information Center

    Filstad, Cathrine

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Mosheti, Paul Alan

    2013-01-01

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

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  9. Organizational Commitment as Symbolic Process.

    ERIC Educational Resources Information Center

    Larkey, Linda; Morrill, Calvin

    1995-01-01

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

  10. Organizational Climate and Teacher Commitment

    ERIC Educational Resources Information Center

    Douglas, Stephen Michael

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Ipek, Cemalettin

    2010-01-01

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

  12. Idiosyncratic Deals and Organizational Commitment

    ERIC Educational Resources Information Center

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

    2010-01-01

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

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

    ERIC Educational Resources Information Center

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

    2016-01-01

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

  14. The Effect of School Principals' Leadership Styles on Teachers' Organizational Commitment and Job Satisfaction

    ERIC Educational Resources Information Center

    Aydin, Ayhan; Sarier, Yilmaz; Uysal, Sengul

    2013-01-01

    Researchers have conducted a number of studies in order to demonstrate the effects of leadership styles on school outcomes. In these research studies, particularly, the full range of leadership styles have been used. The impact of transformational leadership, transactional leadership and laissez faire stated in this model on job satisfaction and…

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

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

    PubMed

    McNeese-Smith, D K

    2001-01-01

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

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

    ERIC Educational Resources Information Center

    Nayir, Funda

    2012-01-01

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

  18. Organizational and Client Commitment among Contracted Employees

    ERIC Educational Resources Information Center

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

    2006-01-01

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

  19. Leadership and satisfaction in change commitment.

    PubMed

    Yang, Yi-Feng

    2011-06-01

    Managerial transformational leadership skills may directly influence banking counter staff toward change commitment and improve job satisfaction and service quality, or the influence instead may be mediated by change commitment. For a sample comprised of 246 managers from four large Taiwanese banks, the following path relationships were tested: (1) the association of transformational leadership with change commitment, (2) the association of change commitment with job satisfaction, and (3) the direct or indirect (through the mediation of change commitment) effect of transformational leadership on job satisfaction. Regression was utilized to gain insight into the effects of transformational leadership and change commitment on job satisfaction. Transformational leadership may foster change by providing psychological support to the banking counter staff, enabling them to use their skills to meet the needs of individual customers in response to complex environments. PMID:21879618

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

    ERIC Educational Resources Information Center

    Shepherd-Osborne, Tracie

    2009-01-01

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

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

    PubMed

    Bishop, J W; Scott, K D

    2000-06-01

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

  2. Managing Organizational Commitment: Insights from Longitudinal Research

    ERIC Educational Resources Information Center

    Morrow, Paula C.

    2011-01-01

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

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

    ERIC Educational Resources Information Center

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

    2004-01-01

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

  4. The Effects of Organizational Training on Organizational Commitment

    ERIC Educational Resources Information Center

    Bulut, Cagri; Culha, Osman

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Bogler, Ronit; Somech, Anit

    2004-01-01

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

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

    PubMed

    Bratt, Marilyn Meyer; Felzer, Holly M

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Wasti, S. Arzu

    2005-01-01

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

  8. Regulatory Foci and Organizational Commitment

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  9. 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…

  10. 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…

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

    PubMed

    Kamau, Caroline; Medisauskaite, Asta; Lopes, Barbara

    2015-01-01

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

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

    ERIC Educational Resources Information Center

    Cheng, Yuqiu; Stockdale, Margaret S.

    2003-01-01

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

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

    ERIC Educational Resources Information Center

    Bogler, Ronit; Nir, Adam E.

    2015-01-01

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

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

    PubMed

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

    2015-09-01

    This cross-sectional study explored the relationship between professional commitment and job satisfaction among nurses. A total of 132 registered nurses were recruited from a hospital in northern Taiwan. A self-reported structured questionnaire was used to collect data. Findings revealed significant differences among nurses in willingness to make an effort and their marital status, appraisal in continuing their careers, job level, and goals and values related to working shifts. Significant differences were found between inner satisfaction and work sector and marital status. Nurses' professional commitment was strongly related to job satisfaction; aspects of professional commitment explained 32% of the variance in job satisfaction. Study results may inform health care institutions about the importance of nurses' job satisfaction and professional commitment so hospital administration can improve these aspects of organizational environment. PMID:26215974

  15. Job Stress and Organizational Commitment among Mentoring Coordinators

    ERIC Educational Resources Information Center

    Michael, Orly; Court, Deborah; Petal, Pnina

    2009-01-01

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

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

    PubMed

    Liou, Shwu-Ru; Cheng, Ching-Yu

    2008-01-01

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

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

    ERIC Educational Resources Information Center

    Fornes, Sandra L.; Rocco, Tonette S.

    2004-01-01

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

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

    PubMed

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

    2013-06-01

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

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

    PubMed Central

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

    2016-01-01

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

  20. The Relationship between Career Growth and Organizational Commitment

    ERIC Educational Resources Information Center

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

    2010-01-01

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

  1. Organizational culture associated with provider satisfaction

    PubMed Central

    Scammon, Debra L.; Tabler, Jennifer; Brunisholz, Kimberly; Gren, Lisa H.; Kim, Jaewhan; Tomoaia-Cotisel, Andrada; Day, Julie; Farrell, Timothy W.; Waitzman, Norman J.; Magill, Michael K.

    2014-01-01

    Objectives Assess 1) provider satisfaction with specific elements of PCMH; 2) clinic organizational cultures; 3) associations between provider satisfaction and clinic culture. Methods Cross sectional study with surveys conducted in 2011 with providers and staff in 10 primary care clinics implementing their version of a PCMH: Care by Design™. Measures included the Organizational Culture Assessment Instrument (OCAI) and the American Medical Group Association provider satisfaction survey. Results Providers were most satisfied with quality of care (M=4.14; scale=1–5) and interactions with patients (M=4.12) and least satisfied with time spent working (M=3.47), paper work (M =3.45) and compensation (M=3.35). Culture profiles differed across clinics with family/clan and hierarchical the most common. Significant correlations (p ≤ 0.05) between provider satisfaction and clinic culture archetypes included: family/clan negatively correlated with administrative work; entrepreneurial positively correlated with the Time Spent Working dimension; market/rational positively correlated with how practices were facing economic and strategic challenges; and hierarchical negatively correlated with Relationships with Staff and Resource dimensions. Discussion Provider satisfaction is an important metric for assessing experiences with features of a PCMH model. Conclusions Identification of clinic-specific culture archetypes and archetype associations with provider satisfaction can help inform practice redesign. Attention to effective methods for changing organizational culture is recommended. PMID:24610184

  2. 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.

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

    PubMed

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

    2015-01-01

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

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

    PubMed Central

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

    2015-01-01

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

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

    PubMed

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

    2015-01-01

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

  6. Value Orientation, Organizational Rewards, and Job Satisfaction.

    ERIC Educational Resources Information Center

    Cascio, Wayne F.

    The nationwide sales force (N=540) of a large food and beverage firm responded to a mail survey designed to investigate the role of value orientation as a moderator of the relationship between organizational rewards and job satisfaction. Of the two main elements in the investigation, the first was concerned with the predictive efficiency of two…

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

    PubMed

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

    1995-01-01

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

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

    ERIC Educational Resources Information Center

    Larkey, Linda Kathryn

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

  10. Organizational culture, job satisfaction, and clinician turnover in primary care.

    PubMed

    Hall, Charles B; Brazil, Kevin; Wakefield, Dorothy; Lerer, Trudy; Tennen, Howard

    2010-04-01

    The purpose of this study is to examine how organizational culture and job satisfaction affect clinician turnover in primary care pediatric practices. One hundred thirty clinicians from 36 primary care pediatric practices completed the Primary Care Organizational Questionnaire (PCOQ), which evaluates interactions among members of the practice and job-related attributes measuring 8 organizational factors, along with a separate 3-item instrument measuring job satisfaction. Random effects logistic models were used to assess the associations between job satisfaction, the organizational factors from the PCOQ, and clinician turnover over the subsequent year. All 8 measured organizational factors from the PCOQ, particularly perceived effectiveness, were associated with job satisfaction. Five of the 8 organizational factors were also associated with clinician turnover. The effects of the organizational factors on turnover were substantially reduced in a model that included job satisfaction; only 1 organizational factor, communication between clinicians and nonclinicians, remained significant (P = .05). This suggests that organizational culture affects subsequent clinician turnover primarily through its effect on job satisfaction. Organizational culture, in particular perceived effectiveness and communication, affects job satisfaction, which in turn affects clinician turnover in primary care pediatric practices. Strategies to improve job satisfaction through changes in organizational culture could potentially reduce clinician turnover. PMID:23804066

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

    PubMed

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

    2008-01-01

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

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

    PubMed

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

    2008-01-01

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

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

    ERIC Educational Resources Information Center

    Ekeland, Terry P.

    2004-01-01

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

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

    PubMed

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

    2013-01-01

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

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

    PubMed

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

    2013-01-01

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

  16. Teachers' Organizational Commitment in Educational Organizations.

    ERIC Educational Resources Information Center

    Celep, Cevat

    2000-01-01

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

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

    ERIC Educational Resources Information Center

    Thomas, Tammara Petrill

    2013-01-01

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

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

    PubMed Central

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

    2016-01-01

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

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

    ERIC Educational Resources Information Center

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

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Panaccio, Alexandra; Vandenberghe, Christian

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Allen, Myria W.; Brady, Robert M.

    1997-01-01

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

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

    ERIC Educational Resources Information Center

    Madlock, Paul E.

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Edison, David Allen

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Kont, Kate-Riin; Jantson, Signe

    2014-01-01

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

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

    ERIC Educational Resources Information Center

    Massingham, Peter; Diment, Kieren

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Joolideh, Faranak; Yeshodhara, K.

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Verkhohlyad, Olga; McLean, Gary N.

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    McReynolds, Kevin V.

    2010-01-01

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

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

    PubMed Central

    2014-01-01

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

  10. Distributive and Procedural Justice as Related to Satisfaction and Commitment.

    ERIC Educational Resources Information Center

    Tang, Thomas Li-Ping; Sarsfield-Baldwin, Linda J.

    Randomly selected employees from a Veterans Administration Medical Center (n=200) were asked to complete measures on distributive justice and procedural justice 4 weeks before their performance appraisal; and on job satisfaction, commitment, involvement, and self-reported performance feedback 4 weeks after their performance appraisals.…

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

    ERIC Educational Resources Information Center

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

    2005-01-01

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

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

    ERIC Educational Resources Information Center

    Dude, David Joseph

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Joo, Baek-Kyoo

    2010-01-01

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

  14. 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…

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

    ERIC Educational Resources Information Center

    McCracken, J. David; And Others

    1984-01-01

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

  16. Organizational Communication and Job Satisfaction in Australian Catholic Primary Schools

    ERIC Educational Resources Information Center

    De Nobile, John J.; McCormick, John

    2008-01-01

    Job satisfaction has been associated with a variety of behaviours relating to communication. However, very little research has been conducted in primary schools encompassing job satisfaction and a range of communication variables. This study investigated the relationships between aspects of organizational communication and facets of job…

  17. Job Satisfaction of Teachers and Organizational Effectiveness of Elementary Schools.

    ERIC Educational Resources Information Center

    Knopp, Robert; O'Reilly, Robert R.

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

  18. Relationship between Organizational Culture, Leadership Behavior and Job Satisfaction

    PubMed Central

    2011-01-01

    Background Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees. Methods A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned. To test the reliability of the data, they were analyzed by Cronbach's α and confirmatory factors. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction. Results Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction. Conclusions The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction. PMID:21569537

  19. Organizational Culture and Physician Satisfaction with Dimensions of Group Practice

    PubMed Central

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

    2007-01-01

    Research Objective To assess the extent to which the organizational culture of physician group practices is associated with individual physician satisfaction with the managerial and organizational capabilities of the groups. Study Design and Methods Physician surveys from 1997 to 1998 assessing the culture of their medical groups and their satisfaction with six aspects of group practice. Organizational culture was conceptualized using the Competing Values framework, yielding four distinct cultural types. Physician-level data were aggregated to the group level to attain measures of organizational culture. Using hierarchical linear modeling, individual physician satisfaction with six dimensions of group practice was predicted using physician-level variables and group-level variables. Separate models for each of the four cultural types were estimated for each of the six satisfaction measures, yielding a total of 24 models. Sample Studied Fifty-two medical groups affiliated with 12 integrated health systems from across the U.S., involving 1,593 physician respondents (38.3 percent response rate). Larger medical groups and multispecialty groups were over-represented compared with the U.S. as a whole. Principal Findings Our models explain up to 31 percent of the variance in individual physician satisfaction with group practice, with individual organizational culture scales explaining up to 5 percent of the variance. Group-level predictors: group (i.e., participatory) culture was positively associated with satisfaction with staff and human resources, technological sophistication, and price competition. Hierarchical (i.e., bureaucratic) culture was negatively associated with satisfaction with managerial decision making, practice level competitiveness, price competition, and financial capabilities. Rational (i.e., task-oriented) culture was negatively associated with satisfaction with staff and human resources, and price competition. Developmental (i.e., risk-taking) culture

  20. 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.

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

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

    PubMed

    Huang, Meiju; Chen, Mei-Yen

    2013-08-01

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

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

    PubMed

    Huang, Meiju; Chen, Mei-Yen

    2013-08-01

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

  4. How Does Satisfaction Translate into Performance? An Examination of Commitment and Cultural Values

    ERIC Educational Resources Information Center

    Zhang, Jin; Zheng, Wei

    2009-01-01

    The purpose of this study is to add new insights into the mechanism through which job satisfaction relates to job performance. Affective commitment was tested as a potential mediator between job satisfaction and job performance, and traditionality was used as a potential moderator between job satisfaction and affective commitment. A survey study…

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

    PubMed

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

    2015-01-01

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

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

    PubMed

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

    2015-01-01

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

  7. 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…

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

    ERIC Educational Resources Information Center

    Buck, Jeffrey M.; Watson, John L.

    2002-01-01

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

  9. Organizational structure and job satisfaction in public health nursing.

    PubMed

    Campbell, Sara L; Fowles, Eileen R; Weber, B Jan

    2004-01-01

    The purpose of this descriptive study was to describe the characteristics and relationship of organizational structure and job satisfaction in public health nursing. A significant relationship was found between organizational structure variables and job satisfaction for public health nurses employed in down state Illinois local health departments. The findings of this study suggest that work environments in which supervisors and subordinates consult together concerning job tasks and decisions, and in which individuals are involved with peers in decision making and task definition, are positively related to job satisfaction. This information will assist nurse administrators in development of work structures that support participative decision making and enhance job satisfaction, critical to retaining and attracting a well-qualified public health nurse workforce.

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

    PubMed Central

    Sadoughi, Farahnaz; Ebrahimi, Kamal

    2015-01-01

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

  11. Information Discrepancy as a Predictor of Organizational Satisfaction. Draft.

    ERIC Educational Resources Information Center

    Alesse, Bruce G.; And Others

    A secondary analysis of data gathered by the International Communication Association (ICA) Communication Audit was used to test the hypothesis that the smaller the discrepancy between attitudes about current levels of information and the perceived ideal level of that information, the greater the organizational satisfaction. From 991 respondents…

  12. 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…

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

    ERIC Educational Resources Information Center

    Cakmak-Otluoglu, K. Ovgu

    2012-01-01

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

  14. 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.…

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

    ERIC Educational Resources Information Center

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

    2007-01-01

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

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

    ERIC Educational Resources Information Center

    Devos, Geert; Tuytens, Melissa; Hulpia, Hester

    2014-01-01

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

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

    ERIC Educational Resources Information Center

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

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Sarikaya, Nuray; Erdogan, Çetin

    2016-01-01

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

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

    ERIC Educational Resources Information Center

    Puncreobutr, Vichian

    2016-01-01

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

  20. 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. PMID:22207693

  1. 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…

  2. The Relationship among Turnover Intentions, Professional Commitment, and Job Satisfaction of Hospital Nurses.

    ERIC Educational Resources Information Center

    Lu, Kuei-Yun; Lin, Pi-Li; Wu, Chiung-Man; Hsieh, Ya-Lung; Chang, Yong-Yuan

    2002-01-01

    Responses from 2,197 of 2,550 hospital nurses in Taiwan revealed a positive correlation among job satisfaction, professional commitment, and intent to leave the profession. Family status was an important factor in professional commitment. Job satisfaction was a more effective predictor of intent to leave the organization than the profession.…

  3. Clients' Satisfaction with Monopolistic Services and Commitment to the Organization: A University Context

    ERIC Educational Resources Information Center

    Thomas, James L.; Cunningham, Brent J.

    2009-01-01

    This study investigates the relationship between monopolistic service providers and customer satisfaction and commitment. The authors investigated how the ethical perceptions of service consumers, their perceptions of service quality, and satisfaction effect commitment to the long-term relationship with monopolistic service providers. Results…

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

    ERIC Educational Resources Information Center

    Powell, Deborah M.; Meyer, John P.

    2004-01-01

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

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

    NASA Astrophysics Data System (ADS)

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

    2014-12-01

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

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

    PubMed

    Honda, Yuki; Hochi, Yasuyuki; Mizuno, Motoki

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Strayhorn, Terrell L.

    2011-01-01

    Prior research has largely examined determinants of student satisfaction in four-year institutions and faculty job satisfaction in two-year institutions. The present study investigated the relationship between background traits, initial commitments, and satisfaction among African Americans attending two-year community colleges. Findings reveal…

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

    PubMed

    Seruya, Francine M; Hinojosa, Jim

    2010-09-01

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

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

    PubMed

    Gormley, Denise K; Kennerly, Susan

    2010-03-01

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

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

    PubMed

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

    2010-10-01

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

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

    PubMed

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

    2005-09-01

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

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

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

    PubMed Central

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

    2010-01-01

    Objective Test a model of family physician job satisfaction and commitment. Data Sources/Study Setting Data were collected from 1,482 family physicians in a Midwest state during 2000–2001. The sampling frame came from the membership listing of the state's family physician association, and the analyzed dataset included family physicians employed by large multispecialty group practices. Study Design and Data Collection A cross-sectional survey was used to collect data about physician working conditions, job satisfaction, commitment, and demographic variables. Principal Findings The response rate was 47 percent. Different variables predicted the different measures of satisfaction and commitment. Satisfaction with one's health care organization (HCO) was most strongly predicted by the degree to which physicians perceived that management valued and recognized them and by the extent to which physicians perceived the organization's goals to be compatible with their own. Satisfaction with one's workgroup was most strongly predicted by the social relationship with members of the workgroup; satisfaction with one's practice was most strongly predicted by relationships with patients. Commitment to one's workgroup was predicted by relationships with one's workgroup. Commitment to one's HCO was predicted by relationships with management of the HCO. Conclusions Social relationships are stronger predictors of employed family physician satisfaction and commitment than staff support, job control, income, or time pressure. PMID:20070386

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

    ERIC Educational Resources Information Center

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

    2012-01-01

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

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

    ERIC Educational Resources Information Center

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

    2010-01-01

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

  16. 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…

  17. 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…

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

    PubMed

    Chang, Ching Sheng; Chang, Hae Ching

    2010-08-01

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

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

    ERIC Educational Resources Information Center

    Henkin, Alan B.; Holliman, Stephanie L.

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Austin-Hickey, Rachel

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Sosin, Michael

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

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

    ERIC Educational Resources Information Center

    Ahmad, Kamarul Zaman; Bakar, Raida Abu

    2003-01-01

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

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

    PubMed Central

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

    2015-01-01

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

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

    ERIC Educational Resources Information Center

    Ozgan, Habib

    2011-01-01

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

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

    PubMed Central

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

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Nordin, Norshidah

    2012-01-01

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

  7. Organizational and Environmental Predictors of Job Satisfaction in Community-based HIV/AIDS Service Organizations.

    ERIC Educational Resources Information Center

    Gimbel, Ronald W.; Lehrman, Sue; Strosberg, Martin A.; Ziac, Veronica; Freedman, Jay; Savicki, Karen; Tackley, Lisa

    2002-01-01

    Using variables measuring organizational characteristics and environmental influences, this study analyzed job satisfaction in community-based HIV/AIDS organizations. Organizational characteristics were found to predict job satisfaction among employees with varying intensity based on position within the organization. Environmental influences had…

  8. Small Business Leadership and Organizational Culture, Job Satisfaction and Performance: Correlational Research

    ERIC Educational Resources Information Center

    Frazier, Eugene

    2013-01-01

    This study investigated the relationship among organizational leadership styles (criterion variables), organizational culture, and employee job satisfaction, and organizational performance (predictor variables). The study research method was the quantitative method using a correlational research design that investigated the relationship among the…

  9. The Socializing Function of New Employee Orientation Programs: A Study of Organizational Identification and Job Satisfaction.

    ERIC Educational Resources Information Center

    Gates, Lisa R.; Hellweg, Susan A.

    This study examined one form of organizational socialization, the new employee orientation program, to determine whether such organizational efforts would increase levels of organizational identification and employee perceptions of job satisfaction when employees underwent such a program. An alternative model was tested to ascertain whether or not…

  10. Organizational and Occupational Identification: Relations to Teacher Satisfaction and Intention to Early Retirement

    ERIC Educational Resources Information Center

    Gumus, Murat; Hamarat, Bahattin; Colak, Ertugrul; Duran, Erol

    2012-01-01

    Purpose: This paper aims to explore the effects of two work related identification (occupational and organizational) of school teachers on intention to early retirement (withdrawal) and satisfaction with the occupation and satisfaction with the school. It also seeks the influence of perceived external prestige on withdrawal and satisfaction.…

  11. Organizational Climate and Work Satisfaction: The Case of Beduin Elementary Schools in Israel.

    ERIC Educational Resources Information Center

    Neumann, Yoram; And Others

    1988-01-01

    This survey focused on 185 Israeli Bedouin elementary school teachers, assessing their job satisfaction, perception of organizational climate, and interaction. The effect of climate on satisfaction was examined in two separate regression models, based respectively on the task and human relations aspects of satisfaction. Climate factors were…

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

    PubMed Central

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

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Weng, Qingxiong; McElroy, James C.

    2012-01-01

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

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

    PubMed

    Yang, Yi-Feng

    2011-06-01

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

  15. An investigation of the role of job satisfaction in employees' organizational citizenship behavior.

    PubMed

    Talachi, Rahil Kazemi; Gorji, Mohammad Bagher; Boerhannoeddin, Ali Bin

    2014-06-01

    Job satisfaction, as an integral part of organizational environment, can affect organizational citizenship behavior. Therefore, the present paper aimed at determination of the relationship between these two factors among the employees to provide an appropriate model. The population of this study consisted of all employees of Golestan Province industry, mine and trade organization (Iran), the number of whom is 154, out of which, 120 employees were selected as a sample by the simple random sampling method. For collecting the data, two questionnaires of job satisfaction and organizational citizenship behavior were applied, and the obtained data was analyzed using the statistical methods of Kolmogorov-Smirnov test, Spearman's correlation, Pearson's correlation coefficient, Regression analysis, F-test and T-test. From the results, it was found that the variable of job satisfaction had a significant positive relationship with organizational citizenship behavior and one unit increase in organizational citizenship behavior is resulted from 0.622 unit increase in job satisfaction.

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

    ERIC Educational Resources Information Center

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

    2007-01-01

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

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

    ERIC Educational Resources Information Center

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

    2007-01-01

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

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

    ERIC Educational Resources Information Center

    Jing, Lizhen; Zhang, Deshan

    2014-01-01

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

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

    ERIC Educational Resources Information Center

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

    2014-01-01

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

  1. 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'…

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

    ERIC Educational Resources Information Center

    Luton, Bill

    2010-01-01

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

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

    ERIC Educational Resources Information Center

    Krishna, Vijay; Marquardt, Michael J.

    2007-01-01

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

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

    ERIC Educational Resources Information Center

    Deniz, Ayhan; Yildirim, Bilal

    2014-01-01

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

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

    ERIC Educational Resources Information Center

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

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Wachtfogel, Marc

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Gonzalez, Kenneth P.; Padilla, Raymond V.

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

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

    ERIC Educational Resources Information Center

    Hylton, Peter D.

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Balay, Refik

    2007-01-01

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

  10. 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…

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

    ERIC Educational Resources Information Center

    Pennaforte, Antoine; Pretti, T. Judene

    2015-01-01

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

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

    ERIC Educational Resources Information Center

    Robertson, Robert M. Jr.

    1997-01-01

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

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

    ERIC Educational Resources Information Center

    Briscoe, Jon P.; Finkelstein, Lisa M.

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Short, Emily Carter

    2013-01-01

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

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

    PubMed Central

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

    2016-01-01

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

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

    PubMed Central

    Vagharseyyedin, Seyyed Abolfazl

    2016-01-01

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

  17. 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

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

    PubMed Central

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

    2009-01-01

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

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

    PubMed

    Flynn, Francis J; Schaumberg, Rebecca L

    2012-01-01

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

  20. 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.

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

    PubMed

    Zhou, Yingying; Miao, Qing

    2014-10-01

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

  2. The Long-Term Care Workforce Crisis: Dementia-Care Training Influences on Job Satisfaction and Career Commitment

    ERIC Educational Resources Information Center

    Coogle, Constance L.; Head, Colleen A.; Parham, Iris A.

    2006-01-01

    The present study compares changes in job satisfaction and career commitment among Alzheimer's care staff participating in a two-phase, state-level training collaborative to improve dementia care. Results reveal an increase in extrinsic job satisfaction and a decrease in career commitment. Findings could be related to the effects of both the…

  3. Organizational performance impacting patient satisfaction in Ontario hospitals: a multilevel analysis

    PubMed Central

    2013-01-01

    Background Patient satisfaction in health care constitutes an important component of organizational performance in the hospital setting. Satisfaction measures have been developed and used to evaluate and improve hospital performance, quality of care and physician practice. In order to direct improvement strategies, it is necessary to evaluate both individual and organizational factors that can impact patients’ perception of care. The study aims were to determine the dimensions of patient satisfaction, and to analyze the individual and organizational determinants of satisfaction dimensions in hospitals. Methods We used patient and hospital survey data as well as administrative data collected for a 2008 public hospital report in Ontario, Canada. We evaluated the clustering of patient survey items with exploratory factor analysis and derived plausible dimensions of satisfaction. A two-level multivariate model was fitted to analyze the determinants of satisfaction. Results We found eight satisfaction factors, with acceptable to good level of loadings and good reliability. More than 95% of variation in patient satisfaction scores was attributable to patient-level variation, with less than 5% attributable to hospital-level variation. The hierarchical models explain 5 to 17% of variation at the patient level and up to 52% of variation between hospitals. Individual patient characteristics had the strongest association with all dimensions of satisfaction. Few organizational performance indicators are associated with patient satisfaction and significant determinants differ according to the satisfaction dimension. Conclusions The research findings highlight the importance of adjusting for both patient-level and organization-level characteristics when evaluating patient satisfaction. Better understanding and measurement of organization-level activities and processes associated with patient satisfaction could contribute to improved satisfaction ratings and care quality. PMID

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

    ERIC Educational Resources Information Center

    Li, Yongzhan

    2014-01-01

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

  5. The Association of School Environment to Student Teachers' Satisfaction and Teaching Commitment

    ERIC Educational Resources Information Center

    Huang, Shwu-yong L.; Waxman, Hersh C.

    2009-01-01

    A supportive school environment is crucial to the enhancement of student teaching experiences. This study assesses student teachers' perceptions of secondary school environments, and then relates the perceptions to their satisfaction with school experiences and teaching commitment. The results show that considerable disparities between student…

  6. Gender Influence on Job Satisfaction and Job Commitment among Colleges of Education Lecturers

    ERIC Educational Resources Information Center

    Tinu, Oladosu Christianah; Adeniji, Ajibola Adenike

    2015-01-01

    This study examines gender influence on job satisfaction and job commitment among Colleges of Education lecturers. The descriptive survey research design was adopted. The sample consisted of thirty male and thirty female lecturers from Osun State College of Education, Ila-Orangun. Questionnaire was the instrument used to collect data. Two null…

  7. The Predictive Value of Teachers' Perception of Organizational Justice on Job Satisfaction

    ERIC Educational Resources Information Center

    Elma, Cevat

    2013-01-01

    Problem Statement: For individuals and organizations alike there has been a recent upsurge in significance of employees' perceptions toward their work and their job satisfaction. The concept of organizational justice has evolved to include almost all aspects of organizational life, particularly employees' attitudes toward work. While a significant…

  8. Job Satisfaction: I/O Psychology and Organizational Behavior Management Perspectives

    ERIC Educational Resources Information Center

    Mawhinney, Thomas C.

    2011-01-01

    Perspectives on job satisfaction and its relations with job performance among members of the Industrial/Organizational Psychology (IOP) and Organizational Behavior Management (OBM) cultures are identified and compared. Comparisons include vantage points of each culture on the roles of theory and data regarding the definitions of behavior, job…

  9. An Analysis of the Relation between Secondary School Organizational Climate and Teacher Job Satisfaction

    ERIC Educational Resources Information Center

    Xiaofu, Pan; Qiwen, Qin

    2007-01-01

    This study investigates and analyzes the relation between the secondary school organizational climate and teacher job satisfaction using a self-designed school organizational climate scale based on studies in China and abroad. The findings show that except for interpersonal factors there are significant correlations between the various factors of…

  10. The Link between Organizational Learning Culture and Customer Satisfaction: Confirming Relationship and Exploring Moderating Effect

    ERIC Educational Resources Information Center

    Pantouvakis, Angelos; Bouranta, Nancy

    2013-01-01

    Purpose: The aim of this paper is to develop a theoretical framework and conduct an empirical study across different service sectors to investigate the inter-relationships between organizational learning culture, employee job satisfaction and their impact on customer satisfaction. It also aims to examine an individual-level variable (educational…

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

    PubMed

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

    2009-01-01

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

  12. Relationships among marital investment, marital satisfaction, and marital commitment in domestically victimized and nonvictimized wives.

    PubMed

    Bauserman, S A; Arias, I

    1992-01-01

    The present investigation examined the association between marital investment, marital satisfaction, and commitment to marriage among physically abused women. We applied an investment model and a social learning model to understanding victimized wives' satisfaction and commitment to stay married. Thirty wives who reported physical abuse and 58 nonabused wives completed measures of marital stability, investment in marital problem solving, and dyadic adjustment. Investment in marital problem solving was assessed by having subjects indicate how much energy that they have put into solving 34 common marital problems and whether their efforts were successful or not successful. Consistent with a social learning model but counter to an investment perspective, correlational and multiple regression analyses for each group revealed that failed investment was significantly related to lower, not greater, commitment. Group differences also emerged. Whereas nonabused wives' commitment was related to their dyadic adjustment abused wives' commitment was related to their level of failed investment. Results are consistent with the notion that women may remain in abusive relationships because of psychological entrapment.

  13. Examining Competing Models of Transformational Leadership, Leadership Trust, Change Commitment, and Job Satisfaction.

    PubMed

    Yang, Yi-Feng

    2016-08-01

    This study discusses the influence of transformational leadership on job satisfaction through assessing six alternative models related to the mediators of leadership trust and change commitment utilizing a data sample (N = 341; M age = 32.5 year, SD = 5.2) for service promotion personnel in Taiwan. The bootstrap sampling technique was used to select the better fitting model. The tool of hierarchical nested model analysis was applied, along with the approaches of bootstrapping mediation, PRODCLIN2, and structural equation modeling comparison. The results overall demonstrate that leadership is important and that leadership role identification (trust) and workgroup cohesiveness (commitment) form an ordered serial relationship.

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

    PubMed

    Kirby, S L; Richard, O C

    2000-06-01

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

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

    PubMed

    Kirby, S L; Richard, O C

    2000-06-01

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

  16. 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.

  17. 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. PMID:26263527

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

    PubMed Central

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

    2014-01-01

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

  19. A consumer satisfaction survey of civilly committed sex offenders in Illinois.

    PubMed

    Levenson, Jill S; Prescott, David S; Jumper, Shan

    2014-04-01

    The purpose of this study was to obtain feedback from civilly committed sex offenders (N = 113) about the components of treatment that they believed to be most important and helpful in preventing reoffense. Participants were also asked to rate their satisfaction with the treatment process and therapists. Victim empathy and accountability were rated as the most important elements of treatment, along with skills for preventing relapse and methods for controlling sexual arousal. There was a fairly robust correlation between client perceptions of importance and satisfaction on most treatment components. Some clients expressed concerns about respect, confidentiality, and judgmental attitudes of some therapists. Because civilly committed sex offenders are considered to be among the most likely to reoffend, strategies are discussed for engagement of this population in a meaningful process of change.

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

    PubMed

    Chiu, Chia-Nan; Chen, Huei-Huang

    2016-01-01

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

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

    PubMed

    Chiu, Chia-Nan; Chen, Huei-Huang

    2016-01-01

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

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

    ERIC Educational Resources Information Center

    Jackson, Janese Marie

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Zhu, Chang; Devos, Geert; Li, Yifei

    2011-01-01

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Panaccio, Alexandra; Vandenberghe, Christian

    2012-01-01

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

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

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

    PubMed

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

    2013-01-01

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

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

    PubMed

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

    2013-01-01

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

  9. An Analysis of the Relation between the Organizational Creativity Perceptions and Life Satisfaction Levels of the Teachers

    ERIC Educational Resources Information Center

    Akan, Durdagi

    2015-01-01

    The purpose of this study is to determine the relations between the organizational creativity perceptions and life satisfaction levels of the teachers. This study is conducted in descriptive survey method. Satisfaction with Life Scale and Organizational Creativity Scale were used to collect data from 233 primary and secondary school teachers…

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

    ERIC Educational Resources Information Center

    San Giacomo, Rose-Marie Carla

    2011-01-01

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

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

    PubMed

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

    2006-09-01

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

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

    PubMed

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

    2006-09-01

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

  13. Organizational Effects on Patient Satisfaction in Hospital Medical-Surgical Units

    PubMed Central

    Bacon, Cynthia Thornton; Mark, Barbara

    2010-01-01

    Objective The purpose of this study was to examine the relationships between hospital context, nursing unit structure, and patient characteristics and patients’ satisfaction with nursing care in hospitals. Background Although patient satisfaction has been widely researched, our understanding of the relationship between hospital context and nursing unit structure and their impact on patient satisfaction is limited. Methods The data source for this study was the Outcomes Research in Nursing Administration Project, a multi-site organizational study to investigate relationships among nurse staffing, organizational context and structure and patient outcomes. The sample for this study was 2720 patients and 3718 RNs in 286 medical-surgical units in 146 hospitals. Results Greater availability of nursing unit support services and higher levels of work engagement were associated with higher levels of patient satisfaction. Older age, better health status and better symptom management were also associated with higher levels of patient satisfaction. Conclusions Organizational factors in hospitals and nursing units, particularly support services on the nursing unit and mechanisms that foster nurses’ work engagement and effective symptom management, are important influences on patient satisfaction. PMID:19423987

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

    PubMed

    Cohen, Aaron; Liu, Ying

    2011-08-01

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

  15. Stability and change in the first 10 years of marriage: does commitment confer benefits beyond the effects of satisfaction?

    PubMed

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

    2012-04-01

    Although commitment is theoretically distinct from relationship satisfaction, empirical associations between the concepts are high. After drawing from classic definitions of commitment to distinguish between commitment as the desire for a relationship to persist versus the behavioral inclination to maintain the relationship, we predicted that the former component would function much like satisfaction, whereas the latter component would operate independently of satisfaction to stabilize couple relationships. Using satisfaction and commitment data collected over the first 4 years of marriage (N = 172 couples), we demonstrate that only behavioral inclinations to maintain the marriage are related to observed marital interaction behaviors, to reported steps taken toward dissolution, and to 11-year divorce rates, independent of satisfaction. Consistent with dyadic "weak-link"' conceptions of commitment, likelihood of divorce was found to increase as a function of the lower of the 2 partners' inclination to maintain the relationship. Commitment may stabilize declining intimate partnerships, particularly when it is conceptualized as the inclination to maintain the relationship. (PsycINFO Database Record (c) 2012 APA, all rights reserved).

  16. The effect of job organizational factors on job satisfaction in two automotive industries in Malaysia.

    PubMed

    Dawal, Siti Zawiah Md; Taha, Zahari

    2007-12-01

    A methodology is developed in diagnosing the effect of job organizational factors on job satisfaction in two automotive industries in Malaysia. One hundred and seventy male subjects of age 18-40 years with the mean age of 26.8 and standard deviation (SD) of 5.3 years and the mean work experience of 6.5 years and SD of 4.9 years took part in the study. Five job organizational factors were tested in the study including job rotation, work method, training, problem solving and goal setting. A job organization questionnaire was designed and was based on respondents' perception in relation to job satisfaction. The results showed that job organization factors were significantly related to job satisfaction. Job rotation, work method, training and goal setting showed strong correlation with job satisfaction while problem solving had intermediate correlation in the first automotive industry. On the other hand, most job organization factors showed intermediate correlation with job satisfaction in the second automotive industry except the training factor which had low correlation with job satisfaction. These results highlight that job rotation, work methods, problem solving and goal setting are outstanding factors in the study of job satisfaction for automotive industries.

  17. Examining Competing Models of Transformational Leadership, Leadership Trust, Change Commitment, and Job Satisfaction.

    PubMed

    Yang, Yi-Feng

    2016-08-01

    This study discusses the influence of transformational leadership on job satisfaction through assessing six alternative models related to the mediators of leadership trust and change commitment utilizing a data sample (N = 341; M age = 32.5 year, SD = 5.2) for service promotion personnel in Taiwan. The bootstrap sampling technique was used to select the better fitting model. The tool of hierarchical nested model analysis was applied, along with the approaches of bootstrapping mediation, PRODCLIN2, and structural equation modeling comparison. The results overall demonstrate that leadership is important and that leadership role identification (trust) and workgroup cohesiveness (commitment) form an ordered serial relationship. PMID:27381411

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

    ERIC Educational Resources Information Center

    Bowling, Nathan A.; Hammond, Gregory D.

    2008-01-01

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

  19. Job Satisfaction and the Perceived Organizational Culture of U.S. Military and Military Affiliated Personnel

    ERIC Educational Resources Information Center

    Diffenauer, Deborah A.

    2010-01-01

    This study examined the relationship between demographic characteristics, level of job satisfaction, and current/preferred organizational culture in a sample of 139 off-campus military degree program participants. Responses were received from undergraduate students in the fields of engineering, applied sciences and arts, and education. "The Job…

  20. Student LMS Use and Satisfaction in Academic Institutions: The Organizational Perspective

    ERIC Educational Resources Information Center

    Naveh, Gali; Tubin, Dorit; Pliskin, Nava

    2010-01-01

    The present paper examines student use of and satisfaction with the Learning Management System (LMS), and how these dependent variables are correlated with organizational variables at one Israeli university. Data on 1212 course websites was gathered in 2007 from the LMS warehouse, the student-management database, the instructor-management…

  1. The Effect of Leadership, Organizational Culture, Emotional Intellegence, and Job Satisfaction on Performance

    ERIC Educational Resources Information Center

    Ilyas, Muhammad; Abdullah, Tamrin

    2016-01-01

    This research aimed to study the influence of Leadership, Organizational Culture, Emotional Quotation, and Job Satisfaction to Teacher Performance of Senior High School at Palopo Municipality South Sulawesi. There were 78 teachers participated in this research. The results were: (1) Leadership directly affects teacher performance; (2) Emotional…

  2. The Relationship between School's Organizational Climate and Teacher's Job Satisfaction: Malaysian Experience

    ERIC Educational Resources Information Center

    Ghavifekr, Simin; Pillai, Nova Sheila

    2016-01-01

    The purpose of this paper was to examine the relationship between school organizational climate and teachers' job satisfaction. A quantitative survey method was applied, and three broadly hypothesized relationships were tested with a sample of 245 teachers from six government secondary schools in district of Penampang, Sabah, Malaysia. The…

  3. Communication Satisfaction, Organizational Citizenship Behavior and the Relationship to Student Achievement in High Schools

    ERIC Educational Resources Information Center

    Blanchard, Gayle A.

    2012-01-01

    This study used a correlational design that allowed the researcher to examine the relationship among communication satisfaction, organizational citizenship behaviors (OCB) and student achievement. High school teachers were surveyed from a convenience sample of 12 school districts in Arizona. Established instruments were used to survey…

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

    PubMed

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

    2010-03-01

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

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

    PubMed

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

    2010-03-01

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

  6. Organizational Justice and Employee Satisfaction in Performance Appraisal

    ERIC Educational Resources Information Center

    Palaiologos, Anastasios; Papazekos, Panagiotis; Panayotopoulou, Leda

    2011-01-01

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

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

    PubMed

    Fisher, David M

    2014-07-01

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

  8. The Effects of Job Demands and Organizational Resources through Psychological Need Satisfaction and Thwarting.

    PubMed

    Gillet, Nicolas; Fouquereau, Evelyne; Huyghebaert, Tiphaine; Colombat, Philippe

    2015-01-01

    In Study 1, we tested a model in which two job demands (i.e., changes in tasks and ambiguities about work) and organizational resources (i.e., interpersonal and informational justice) influence work engagement through the satisfaction of individuals' psychological needs for autonomy, competence, and relatedness. In Study 2, we examined the indirect effects of the same job demands and organizational resources on burnout through need thwarting. We also examined the mediating role of organizational resources in the relationships of changes in tasks and ambiguities about work to need satisfaction (Study 1) and need thwarting (Study 2). Structural equation modeling performed on cross-sectional data collected from 461 workers in Study 1 and 708 employees in Study 2 provided support for the hypothesized models. Specifically, results revealed that changes in tasks and ambiguities about work have direct and indirect effects (via organizational resources) on psychological need satisfaction and need thwarting, which in turn positively predicted work engagement and burnout, respectively (p < .05). Research implications and study limitations are discussed.

  9. Transformational leadership in the consumer service workgroup: competing models of job satisfaction, change commitment, and cooperative conflict resolution.

    PubMed

    Yang, Yi-Feng

    2014-02-01

    This paper discusses the effects of transformational leadership on cooperative conflict resolution (management) by evaluating several alternative models related to the mediating role of job satisfaction and change commitment. Samples of data from customer service personnel in Taiwan were analyzed. Based on the bootstrap sample technique, an empirical study was carried out to yield the best fitting model. The procedure of hierarchical nested model analysis was used, incorporating the methods of bootstrapping mediation, PRODCLIN2, and structural equation modeling (SEM) comparison. The analysis suggests that leadership that promotes integration (change commitment) and provides inspiration and motivation (job satisfaction), in the proper order, creates the means for cooperative conflict resolution.

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

    ERIC Educational Resources Information Center

    Yildirim, Irfan

    2015-01-01

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

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

    ERIC Educational Resources Information Center

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

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Dou, Diya; Devos, Geert; Valcke, Martin

    2016-01-01

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

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

    ERIC Educational Resources Information Center

    Erdem, Mustafa; Ucar, Ibrahim Halil

    2013-01-01

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

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

    ERIC Educational Resources Information Center

    Cho, Daeyeon

    2009-01-01

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

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

    ERIC Educational Resources Information Center

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

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Aytaç, Tufan

    2015-01-01

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

  17. Effects of organizational change on work-related empowerment, employee satisfaction, and motivation.

    PubMed

    Kuokkanen, Liisa; Suominen, Tarja; Härkönen, Eeva; Kukkurainen, Marja-Leena; Doran, Diane

    2009-01-01

    This article reports the results of a longitudinal quantitative study on nurses' views on factors promoting and impeding empowerment and examines the relationship between work-related empowerment and background variables in one hospital. Data were collected using a self-administered questionnaire and analyzed statistically. Nurses gave lowest assessments of promoting factors on the second measurement occasion, a time when the organization was going through major changes. Both job satisfaction and motivation showed a positive relationship with factors promoting empowerment. Organizational changes have a direct effect on the work environment in terms of empowerment and job satisfaction. To cope successfully with changes, special attention must be paid to personnel management. It seems that factors promoting and impeding empowerment can be used to measure effects of organizational changes as well. PMID:19305308

  18. Effects of organizational change on work-related empowerment, employee satisfaction, and motivation.

    PubMed

    Kuokkanen, Liisa; Suominen, Tarja; Härkönen, Eeva; Kukkurainen, Marja-Leena; Doran, Diane

    2009-01-01

    This article reports the results of a longitudinal quantitative study on nurses' views on factors promoting and impeding empowerment and examines the relationship between work-related empowerment and background variables in one hospital. Data were collected using a self-administered questionnaire and analyzed statistically. Nurses gave lowest assessments of promoting factors on the second measurement occasion, a time when the organization was going through major changes. Both job satisfaction and motivation showed a positive relationship with factors promoting empowerment. Organizational changes have a direct effect on the work environment in terms of empowerment and job satisfaction. To cope successfully with changes, special attention must be paid to personnel management. It seems that factors promoting and impeding empowerment can be used to measure effects of organizational changes as well.

  19. Organizational climate configurations: relationships to collective attitudes, customer satisfaction, and financial performance.

    PubMed

    Schulte, Mathis; Ostroff, Cheri; Shmulyian, Svetlana; Kinicki, Angelo

    2009-05-01

    Research on organizational climate has tended to focus on independent dimensions of climate rather than studying the total social context as configurations of multiple climate dimensions. The authors examined relationships between configurations of unit-level climate dimensions and organizational outcomes. Three profile characteristics represented climate configurations: (1) elevation, or the mean score across climate dimensions; (2) variability, or the extent to which scores across dimensions vary; and (3) shape, or the pattern of the dimensions. Across 2 studies (1,120 employees in 120 bank branches and 4,317 employees in 86 food distribution stores), results indicated that elevation was related to collective employee attitudes and service perceptions, while shape was related to customer satisfaction and financial performance. With respect to profile variability, results were mixed. The discussion focuses on future directions for taking a configural approach to organizational climate. PMID:19450003

  20. Organizational climate configurations: relationships to collective attitudes, customer satisfaction, and financial performance.

    PubMed

    Schulte, Mathis; Ostroff, Cheri; Shmulyian, Svetlana; Kinicki, Angelo

    2009-05-01

    Research on organizational climate has tended to focus on independent dimensions of climate rather than studying the total social context as configurations of multiple climate dimensions. The authors examined relationships between configurations of unit-level climate dimensions and organizational outcomes. Three profile characteristics represented climate configurations: (1) elevation, or the mean score across climate dimensions; (2) variability, or the extent to which scores across dimensions vary; and (3) shape, or the pattern of the dimensions. Across 2 studies (1,120 employees in 120 bank branches and 4,317 employees in 86 food distribution stores), results indicated that elevation was related to collective employee attitudes and service perceptions, while shape was related to customer satisfaction and financial performance. With respect to profile variability, results were mixed. The discussion focuses on future directions for taking a configural approach to organizational climate.

  1. The Effect of Nurse-Physician Collaboration on Job Satisfaction, Team Commitment, and Turnover Intention in Nurses.

    PubMed

    Galletta, Maura; Portoghese, Igor; Carta, Mauro Giovanni; D'Aloja, Ernesto; Campagna, Marcello

    2016-10-01

    Voluntary turnover in nursing can lead to nursing shortages that affect both individuals and the entire hospital unit. We investigated the relationship between group- and individual-level variables by examining the association of nurses' job satisfaction and team commitment at the individual level, and nurse-physician collaboration at the group level, with individuals' intention to leave the unit at the individual level. A self-report questionnaire was administered to 1,024 nurses on 72 units in 3 Italian hospitals. At the individual level, affective commitment partially mediated the relationship between job satisfaction and nursing turnover intention. Moreover, a cross-level interaction was found. Nurses with high levels of job satisfaction showed high levels of identification with their team, and this relationship was stronger when the group perception of nurse-physician collaboration was high. Results suggested that managerial strategies to promote nurse-physician collaboration may be important to increase nurses' affective commitment to the team. At the individual level, job satisfaction and team affective commitment are important factors for retaining staff, and at the group level, good work collaboration with physicians is instrumental in developing nurses' affective identification with the team. © 2016 Wiley Periodicals, Inc. PMID:27233052

  2. Self-Efficacy, Job Satisfaction, Motivation and Commitment: Exploring the Relationships between Indicators of Teachers' Professional Identity

    ERIC Educational Resources Information Center

    Canrinus, Esther T.; Helms-Lorenz, Michelle; Beijaard, Douwe; Buitink, Jaap; Hofman, Adriaan

    2012-01-01

    This study investigates how relevant indicators of teachers' sense of their professional identity (job satisfaction, occupational commitment, self-efficacy and change in level of motivation) are related. A model is proposed, tested with structural equation modelling (SEM) and refined using data from 1,214 Dutch teachers working in secondary…

  3. Are All Part-Time Faculty Underemployed? The Influence of Faculty Status Preference on Satisfaction and Commitment

    ERIC Educational Resources Information Center

    Maynard, Douglas C.; Joseph, Todd Allen

    2008-01-01

    Utilizing a person-job fit perspective, we examined the job satisfaction and affective commitment of three groups of college faculty (N = 167): full-time faculty, part-time faculty preferring a part-time position (voluntary part-time), and part-time faculty preferring a full-time position (involuntary part-time). Involuntary part-time faculty were…

  4. The Effect of Nurse-Physician Collaboration on Job Satisfaction, Team Commitment, and Turnover Intention in Nurses.

    PubMed

    Galletta, Maura; Portoghese, Igor; Carta, Mauro Giovanni; D'Aloja, Ernesto; Campagna, Marcello

    2016-10-01

    Voluntary turnover in nursing can lead to nursing shortages that affect both individuals and the entire hospital unit. We investigated the relationship between group- and individual-level variables by examining the association of nurses' job satisfaction and team commitment at the individual level, and nurse-physician collaboration at the group level, with individuals' intention to leave the unit at the individual level. A self-report questionnaire was administered to 1,024 nurses on 72 units in 3 Italian hospitals. At the individual level, affective commitment partially mediated the relationship between job satisfaction and nursing turnover intention. Moreover, a cross-level interaction was found. Nurses with high levels of job satisfaction showed high levels of identification with their team, and this relationship was stronger when the group perception of nurse-physician collaboration was high. Results suggested that managerial strategies to promote nurse-physician collaboration may be important to increase nurses' affective commitment to the team. At the individual level, job satisfaction and team affective commitment are important factors for retaining staff, and at the group level, good work collaboration with physicians is instrumental in developing nurses' affective identification with the team. © 2016 Wiley Periodicals, Inc.

  5. Faculty-to-Faculty Incivility among Nurse Educators and Its Relationship to Role Satisfaction and Workplace Commitment

    ERIC Educational Resources Information Center

    Frye, Nadeena D.

    2015-01-01

    The purpose of this correlation study was to examine the perceptions of faculty-to-faculty incivility among nurse educators and its relationship to role satisfaction and workplace commitment in order to better understand the dynamics of these professionals. A purposeful convenience sample consisted of 114 volunteer participants from a population…

  6. The Impact of Organizational Justice on Career Satisfaction of Employees in the Public Sector of South Korea

    ERIC Educational Resources Information Center

    Oh, Jeong Rok

    2013-01-01

    The purpose of this study was to explore the relationship between organizational justice and career satisfaction of employees in the public sector of South Korea. Specifically, this study aimed to investigate the impact of three different dimensions (distributive, procedural, and interactional justice) of organizational justice on career…

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

    PubMed

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

    2006-11-01

    A study dealing with the effects of both organizational culture and mobbing on personal and organizational outcomes of a sample of Spanish emergency workers, is reported here. It was found that there is a strong impact of organizational culture dimensions on mobbing, and that mobbing affects job satisfaction, organizational commitment and organizational citizenship behaviour. Results concerning organizational commitment show that this variable is not a mere effect of mobbing in general, but rather that it is also a direct impact of culture on this outcome.

  8. Career Commitment, Competencies, and Citizenship.

    ERIC Educational Resources Information Center

    Carson, Kerry David; Carson, Paula Phillips

    1998-01-01

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

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

    ERIC Educational Resources Information Center

    Love, Kevin G.

    2013-01-01

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

  10. The Correlation between Teachers' Perceptions about Principal's Emotional Intelligence and Organizational Climate and Job Satisfaction of Teachers of State Senior High School in Gunungsitoli Nias, Indonesia

    ERIC Educational Resources Information Center

    Waruwu, Binahati

    2015-01-01

    This study is aimed at finding out the significant correlation between: (1) teachers' perceptions about principal's emotional intelligence and job satisfaction of teachers, (2) organizational climate and job satisfaction of teachers, and (3) teachers' perceptions about principal's emotional intelligence and organizational climate and job…

  11. Impact of Participation in Decision Making on Job Satisfaction: An Organizational Communication Perspective.

    PubMed

    Xia, Ying; Zhang, Li; Zhao, Ning

    2016-09-20

    Participation in organizational decision-making has received considerable attention from scholars. Beyond the perspectives proposed in past studies, we offer a new account, based upon a communication perspective, to explain why and when participation in decision-making can influence job satisfaction. Drawing from social capital theory, we examine whether communication openness mediates the relationship between participation in decision-making and job satisfaction. We also investigate how information adequacy moderates this mediated process. Results from a sample of 184 employees in China showed that the four-factor model was the best fitting solution (CFI = .91, GFI = .90, RMSEA = .09). The analyses indicated that employees' participation in decision-making positively affected their job satisfaction (β = .32, p < .001), and the effect was mediated by communication openness (direct effect became non-significant when communication openness was included: β = .06, n.s.). Results also found that decision-making information adequacy positively moderated the relationship between participation in decision-making and communication openness (β = .13, p < .05). Thus, open communication and the free flow of information within organizations should be encouraged.

  12. Impact of Participation in Decision Making on Job Satisfaction: An Organizational Communication Perspective.

    PubMed

    Xia, Ying; Zhang, Li; Zhao, Ning

    2016-01-01

    Participation in organizational decision-making has received considerable attention from scholars. Beyond the perspectives proposed in past studies, we offer a new account, based upon a communication perspective, to explain why and when participation in decision-making can influence job satisfaction. Drawing from social capital theory, we examine whether communication openness mediates the relationship between participation in decision-making and job satisfaction. We also investigate how information adequacy moderates this mediated process. Results from a sample of 184 employees in China showed that the four-factor model was the best fitting solution (CFI = .91, GFI = .90, RMSEA = .09). The analyses indicated that employees' participation in decision-making positively affected their job satisfaction (β = .32, p < .001), and the effect was mediated by communication openness (direct effect became non-significant when communication openness was included: β = .06, n.s.). Results also found that decision-making information adequacy positively moderated the relationship between participation in decision-making and communication openness (β = .13, p < .05). Thus, open communication and the free flow of information within organizations should be encouraged. PMID:27644126

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

    ERIC Educational Resources Information Center

    Ball, Justin Ashby

    2013-01-01

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

  14. The Impact of Role Conflict, Role Ambiguity and Organizational Climate on the Job Satisfaction of Academic Staff in Research-Intensive Universities in the UK

    ERIC Educational Resources Information Center

    Schulz, John

    2013-01-01

    This study focuses on academics in research-intensive universities in the UK and explores their perceptions of organizational climate, role conflict, role ambiguity and job satisfaction. The findings suggest that the universities have multiple organizational climates. Three organizational climate types -- the Clan, the Hierarchy and the Adhocracy…

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

    ERIC Educational Resources Information Center

    Bartocci, Charles August

    2012-01-01

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

  16. Transformational Leadership and Organizational Citizenship Behavior in the Arab Educational System in Israel: The Impact of Trust and Job Satisfaction

    ERIC Educational Resources Information Center

    Nasra, Muhammed Abu; Heilbrunn, Sibylle

    2016-01-01

    The present study aims to extend and integrate previous research on the mediating effects of trust in supervisor and job satisfaction on the relationship between transformational leadership style and organizational citizenship behavior (OCB). Drawing on previous research, we argue that transformational leadership impacts OCB directly and…

  17. A Study on Relationship among Leadership, Organizational Culture, the Operation of Learning Organization and Employees' Job Satisfaction

    ERIC Educational Resources Information Center

    Chang, Su-Chao; Lee, Ming-Shing

    2007-01-01

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

  18. The Relationship between Organizational Support, Work-Family Conflict, and the Job-Life Satisfaction of University Coaches

    ERIC Educational Resources Information Center

    Dixon, Marlene A.; Sagas, Michael

    2007-01-01

    This study examined the relationship between organizational support, work-family conflict, and job and life satisfaction among coaches. Data from collegiate head coaches with families (N = 253) were gathered through a mailed questionnaire. Results from a series of covariance structure models indicated that a partially mediated model was the best…

  19. Fairness, Teachers' Non-Task Behavior and Alumni Satisfaction: The Influence of Group Commitment

    ERIC Educational Resources Information Center

    de Lara, Pablo Zoghbi Manrique

    2008-01-01

    Purpose--The purpose of this study is to examine the relationship between interactional justice, as a type of organizational justice that reflects the teachers' perceived fairness of supervisor treatment, and their non-task behavior in terms of organizational citizenship behavior (OCB) and deviant workplace behavior (DWB).…

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

    PubMed

    Alpander, G G

    1990-01-01

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

  1. Enhanced care assistant training to address the workforce crisis in home care: changes related to job satisfaction and career commitment.

    PubMed

    Coogle, Constance L; Parham, Iris A; Jablonski, Rita; Rachel, Jason A

    2007-01-01

    Changes in job satisfaction and career commitment were observed as a consequence of a geriatric case management training program focusing on skills development among personal care attendants in home care. A comparison of pretraining and posttraining scores uncovered a statistically significant increase in Intrinsic Job Satisfaction scores for participants 18-39 years of age, whereas levels declined among the group of middle aged participants and no change was observed among participants age 52 and older. On the other hand, a statistically significant decline in Extrinsic Job Satisfaction was documented over all participants, but this was found to be primarily due to declines among participants 40-51 years of age. When contacted 6-12 months after the training series had concluded participants indicated that the training substantially increased the likelihood that they would stay in their current jobs and improved their job satisfaction to some extent. A comparison of pretraining and posttraining scores among participants providing follow-up data revealed a statistically significant improvement in levels of Career Resilience. These results are discussed as they relate to similar training models and national data sets, and recommendations are offered for targeting future educational programs designed to address the long-term care workforce shortage. PMID:17595925

  2. 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

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

    ERIC Educational Resources Information Center

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

    2009-01-01

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

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

    ERIC Educational Resources Information Center

    Baker-Tate, Ixchel M.

    2010-01-01

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

  5. 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…

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

    ERIC Educational Resources Information Center

    Thomas, John Charles

    2008-01-01

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

  7. Studies of transformational leadership in the consumer service workgroup: cooperative conflict resolution and the mediating roles of job satisfaction and change commitment.

    PubMed

    Yang, Yi-Feng

    2012-10-01

    The present paper evaluates the effect of transformational leadership on job satisfaction and change commitment along with their interconnected effects (mediation) on cooperative conflict resolution (management) in customer service activities in Taiwan. The multi-source samples consist of data from personnel serving at customer centers (workgroups), such as phone service personnel, customer representatives, financial specialists, and front-line salespeople. An empirical study was carried out using a multiple mediation procedure incorporating boot-strapping techniques and PRODCLIN2 with structural equation modeling (SEM) analysis. The results indicate that the main effect of the leadership style on cooperative conflict resolution is mediated by change commitment and job satisfaction. PMID:23234098

  8. Teacher Commitment and Job Satisfaction: The Role of School Culture and Principal Leadership.

    ERIC Educational Resources Information Center

    Anderman, Eric M.; And Others

    Research on school effectiveness has underscored the importance of the personal investment and commitment of teachers to education in general, as well as to the particular mission of their own school. This paper presents three analyses that examined the relationships among teachers' perceptions of school leadership, school culture, and teacher…

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

    ERIC Educational Resources Information Center

    Duhn, Samantha Tiffany

    2013-01-01

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

  10. Using baldrige performance excellence program approaches in the pursuit of radiation oncology quality care, patient satisfaction, and workforce commitment.

    PubMed

    Sternick, Edward S

    2011-01-01

    The Malcolm Baldrige National Quality Improvement Act was signed into law in 1987 to advance US business competitiveness and economic growth. Administered by the National Institute of Standards and Technology, the Act created the Baldrige National Quality Program, recently renamed the Baldrige Performance Excellence Program. The comprehensive analytical approaches referred to as the Baldrige Healthcare Criteria, are very well-suited for the evaluation and sustainable improvement of radiation oncology management and operations. A multidisciplinary self-assessment approach is used for radiotherapy program evaluation and development in order to generate a fact-based, knowledge-driven system for improving quality of care, increasing patient satisfaction, enhancing leadership effectiveness, building employee engagement, and boosting organizational innovation. This methodology also provides a valuable framework for benchmarking an individual radiation oncology practice's operations and results against guidelines defined by accreditation and professional organizations and regulatory agencies. PMID:22655229

  11. 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…

  12. 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…

  13. Efficacy Beliefs, Job Satisfaction, Stress and Their Influence on the Occupational Commitment of English-Medium Content Teachers in the Dominican Republic

    ERIC Educational Resources Information Center

    Barouch Gilbert, Rachel; Adesope, Olusola O.; Schroeder, Noah Lee

    2014-01-01

    The purpose of the present study was to investigate the effects of efficacy, job satisfaction, job stress and their influence on the occupational commitment of English-medium content teachers. A total of 109 practicing English-medium and Spanish-medium content teachers from the Dominican Republic volunteered to participate in the study. Findings…

  14. 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.

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

    PubMed

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

    2013-07-01

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

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

    ERIC Educational Resources Information Center

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

    2010-01-01

    Construct empirical redundancy may be a major problem in organizational research today. In this paper, we explain and empirically illustrate a method for investigating this potential problem. We applied the method to examine the empirical redundancy of job satisfaction (JS) and organizational commitment (OC), two well-established organizational…

  17. Organizational Climate for Successful Aging

    PubMed Central

    Zacher, Hannes; Yang, Jie

    2016-01-01

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

  18. Organizational Climate for Successful Aging.

    PubMed

    Zacher, Hannes; Yang, Jie

    2016-01-01

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

  19. Organizational Climate for Successful Aging.

    PubMed

    Zacher, Hannes; Yang, Jie

    2016-01-01

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

  20. The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers: The Mediating Role of Psychological Capital.

    PubMed

    Lu, Lu; Liu, Li; Sui, Guoyuan; Wang, Lie

    2015-11-30

    Police officers' job satisfaction is an important issue for police force management, but insufficient research exists on the topic, especially in China. This study aimed to examine the associations of job stress and organizational identification with job satisfaction among Chinese police officers, and particularly the mediating role of psychological capital (PsyCap). A cross-sectional study was conducted in Liaoning Province of China during the period of September-October 2014. A set of self-administered questionnaires was distributed to 2514 police officers, and complete responses were obtained from 2226 participants. The associations among variables in relation to job satisfaction were validated by structural equation modeling. Job stress was negatively associated with job satisfaction, while organizational identification and PsyCap were positively associated with job satisfaction among Chinese police officers. PsyCap mediated the associations of job stress and organizational identification with job satisfaction. Interventions to improve Chinese police officers' job satisfaction should be developed in the future, especially the enhancement of PsyCap.

  1. The Associations of Job Stress and Organizational Identification with Job Satisfaction among Chinese Police Officers: The Mediating Role of Psychological Capital

    PubMed Central

    Lu, Lu; Liu, Li; Sui, Guoyuan; Wang, Lie

    2015-01-01

    Police officers’ job satisfaction is an important issue for police force management, but insufficient research exists on the topic, especially in China. This study aimed to examine the associations of job stress and organizational identification with job satisfaction among Chinese police officers, and particularly the mediating role of psychological capital (PsyCap). A cross-sectional study was conducted in Liaoning Province of China during the period of September–October 2014. A set of self-administered questionnaires was distributed to 2514 police officers, and complete responses were obtained from 2226 participants. The associations among variables in relation to job satisfaction were validated by structural equation modeling. Job stress was negatively associated with job satisfaction, while organizational identification and PsyCap were positively associated with job satisfaction among Chinese police officers. PsyCap mediated the associations of job stress and organizational identification with job satisfaction. Interventions to improve Chinese police officers’ job satisfaction should be developed in the future, especially the enhancement of PsyCap. PMID:26633436

  2. Validation of the Wood's Job Satisfaction Questionnaire among Taiwanese Nonprofit Sport Organization Workers

    ERIC Educational Resources Information Center

    Chen, Mei-Yen

    2009-01-01

    The purpose of this study was to examine the psychometric properties of Wood's Job Satisfaction Questionnaire (JSQ) among Taiwanese workers. The participants were 341 nonprofit sport organization workers (M[subscript age] = 35.89, SD = 9.23) who completed the job satisfaction questionnaire, turnover intention scale, and organizational commitment.…

  3. Organizational career stage as a moderator of the satisfaction-performance relationship.

    PubMed

    Gould, S; Hawkins, B L

    1978-09-01

    The relationship between performance and dimensions of job satisfaction is studied among 132 employees of a public agency located in a large southwestern city. The results of this study indicate that the relationship between performance and a particular dimension of job satisfaction may be a function of an individual's career stage within the organization.

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

    PubMed

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

    2007-03-01

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

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

    ERIC Educational Resources Information Center

    Tsai, Markus Chia-Han

    2012-01-01

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

  6. The interrelationship of organizational characteristics of magnet hospitals, nursing leadership, and nursing job satisfaction.

    PubMed

    Upenieks, Valda V

    2003-01-01

    This study examined whether magnet hospitals continue to provide higher levels of job satisfaction and empowerment among nurses when compared with non-magnet hospitals. Also studied at both types of hospitals was whether job satisfaction discrepancy was interlinked with leadership effectiveness and support of professional nursing practice. Nurses employed at magnet hospitals experienced higher levels of empowerment and job satisfaction due to greater access to work empowerment structures. The elements accounting for differences in empowerment and job satisfaction scores included: (1) greater accessibility of magnet nurse leaders, (2) better support of clinical nurse autonomous decision making by magnet nurse leaders, and (3) greater access to work empowerment structures such as opportunity, information, and resources at magnet hospitals.

  7. Job Satisfaction among Care Aides in Residential Long-Term Care: A Systematic Review of Contributing Factors, Both Individual and Organizational.

    PubMed

    Squires, Janet E; Hoben, Matthias; Linklater, Stefanie; Carleton, Heather L; Graham, Nicole; Estabrooks, Carole A

    2015-01-01

    Despite an increasing literature on professional nurses' job satisfaction, job satisfaction by nonprofessional nursing care providers and, in particular, in residential long-term care facilities, is sparsely described. The purpose of this study was to systematically review the evidence on which factors (individual and organizational) are associated with job satisfaction among care aides, nurse aides, and nursing assistants, who provide the majority of direct resident care, in residential long-term care facilities. Nine online databases were searched. Two authors independently screened, and extracted data and assessed the included publications for methodological quality. Decision rules were developed a priori to draw conclusions on which factors are important to care aide job satisfaction. Forty-two publications were included. Individual factors found to be important were empowerment and autonomy. Six additional individual factors were found to be not important: age, ethnicity, gender, education level, attending specialized training, and years of experience. Organizational factors found to be important were facility resources and workload. Two additional factors were found to be not important: satisfaction with salary/benefits and job performance. Factors important to care aide job satisfaction differ from those reported among hospital nurses, supporting the need for different strategies to improve care aide job satisfaction in residential long-term care. PMID:26345545

  8. Job Satisfaction among Care Aides in Residential Long-Term Care: A Systematic Review of Contributing Factors, Both Individual and Organizational

    PubMed Central

    Squires, Janet E.; Hoben, Matthias; Linklater, Stefanie; Carleton, Heather L.; Graham, Nicole; Estabrooks, Carole A.

    2015-01-01

    Despite an increasing literature on professional nurses' job satisfaction, job satisfaction by nonprofessional nursing care providers and, in particular, in residential long-term care facilities, is sparsely described. The purpose of this study was to systematically review the evidence on which factors (individual and organizational) are associated with job satisfaction among care aides, nurse aides, and nursing assistants, who provide the majority of direct resident care, in residential long-term care facilities. Nine online databases were searched. Two authors independently screened, and extracted data and assessed the included publications for methodological quality. Decision rules were developed a priori to draw conclusions on which factors are important to care aide job satisfaction. Forty-two publications were included. Individual factors found to be important were empowerment and autonomy. Six additional individual factors were found to be not important: age, ethnicity, gender, education level, attending specialized training, and years of experience. Organizational factors found to be important were facility resources and workload. Two additional factors were found to be not important: satisfaction with salary/benefits and job performance. Factors important to care aide job satisfaction differ from those reported among hospital nurses, supporting the need for different strategies to improve care aide job satisfaction in residential long-term care. PMID:26345545

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

    PubMed Central

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

    2010-01-01

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

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

    PubMed

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

    2014-01-01

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

  11. Action Research on Change in Schools: The Relationship between Teacher Morale/Job Satisfaction and Organizational Changes in a Junior High School.

    ERIC Educational Resources Information Center

    Blomquist, Robert; And Others

    This study investigated the relationship between school staff job satisfaction or morale and a number of organizational changes and practices occurring at the Portsmouth (New Hampshire) Junior High School. The issues under examination included homogeneous vs. heterogeneous grouping, class length, school-within-a-school or teaming, department…

  12. The moderating effect of teamwork perceptions on the organizational politics--job satisfaction relationship.

    PubMed

    Valle, M; Witt, L A

    2001-06-01

    By using regression analyses on data from 355 full-time employees of a customer-service organization in the eastern United States, the authors tested the hypothesis that perceptions of organizational politics are more strongly related to job dissatisfaction among individuals who perceive low levels of teamwork importance than among those who perceive high levels of teamwork importance. Hierarchical moderated regression analysis of the data revealed that the moderating effect of teamwork importance was most relevant at average-to-high levels of perceived politics. That finding supports the assertion that one way to address the negative impact of organizational politics is to try to ensure that employees value teamwork. PMID:11478575

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

    PubMed

    Wagner, S L; Rush, M C

    2000-06-01

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

  14. Organizational cultural survey of the Stanford Linear Accelerator Center

    SciTech Connect

    Not Available

    1991-11-01

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

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

    SciTech Connect

    Not Available

    1991-11-01

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

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

    SciTech Connect

    Not Available

    1991-11-01

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

  17. An organizational survey of the Stanford Linear Accelerator Center

    SciTech Connect

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

    1991-11-01

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

  18. Organizational cultural survey of the Stanford Linear Accelerator Center

    SciTech Connect

    Not Available

    1991-11-01

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

  19. An organizational survey of the Stanford Linear Accelerator Center

    SciTech Connect

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

    1991-11-01

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

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  1. Understanding Decision-Making, Communication Rules, and Communication Satisfaction as Culture: Implications for Organizational Effectiveness.

    ERIC Educational Resources Information Center

    Shockley-Zalabak, Pamela

    A study of decision making processes and communication rules, in a corporate setting undergoing change as a result of organizational ineffectiveness, examined whether (1) decisions about formal communication reporting systems were linked to management assumptions about technical creativity/effectiveness, (2) assumptions about…

  2. The Effects of Needs, Organizational Factors and Teacher's Characteristics on Job Satisfaction in Kindergarten Teachers.

    ERIC Educational Resources Information Center

    Avi-Itzhak, Tamara E.

    The purpose of this study is to: (1) identify and assess perceived professional needs of kindergarten teachers; (2) identify perceived professional needs, organizational factors and teachers' characteristics which significantly discriminate between "satisfied teachers" vs. "dissatisfied teachers"; and (3) assess their relative contribution to the…

  3. 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…

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

    ERIC Educational Resources Information Center

    Cassar, Vincent; Briner, Rob B.

    2011-01-01

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

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

    ERIC Educational Resources Information Center

    Williams, Irene Ana

    2011-01-01

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

  6. The Cyclical Effect of Expatriate Satisfaction on Organizational Performance: The Role of Firm International Orientation.

    ERIC Educational Resources Information Center

    Downes, Meredith; Thomas, Anisya S.; McLarney, Carolan

    2000-01-01

    Analysis of responses from 132 expatriates in Fortune 500 companies showed a direct positive relationship between their job satisfaction and the organization's performance. The relationship varies depending on the company's level of experience in a country and degree of internationalization. Expatriates' sharing of their learning experiences…

  7. The Effects of Lecturer Commitment on Student Perceptions of Teaching Quality and Student Satisfaction in Chinese Higher Education

    ERIC Educational Resources Information Center

    Xiao, Jian; Wilkins, Stephen

    2015-01-01

    Student satisfaction has become an important concept in higher education because students are paying higher tuition fees and increasingly seeing themselves as customers and because satisfaction is commonly used as an indicator of quality by quality assurance agencies and the compilers of rankings and league tables. In business organisations, it…

  8. The Impact Assessment of Demographic Factors on Faculty Commitment in the Kingdom of Saudi Arabian Universities

    ERIC Educational Resources Information Center

    Iqbal, Adnan; Kokash, Husam A.; Al-Oun, Salem

    2011-01-01

    Organizational commitment is perceived as an attitude of association to the organization by an employee, which leads to particular job-related behaviors such as work absenteeism, job satisfaction and turnover intensions. Turnover is the ratio of the number of workers that had to be replaced in a given time period to the average number of workers.…

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

    PubMed

    Nur, Yusuf Ahmed; Organ, Dennis W

    2006-02-01

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

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

    PubMed Central

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

    2013-01-01

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

  11. Management qualities and their effects on employee satisfaction and organizational success, part 1.

    PubMed

    Hicks, Joel M; Britt, Becky

    2010-01-01

    Successful healthcare managers often share similar qualities when working with employees.These qualities include the ability to effectively communicate, resolve conflicts, take corrective action, and teach and instruct through continuing education. These qualities and associated techniques play an integral role in employee job satisfaction levels, thus enabling healthcare managers to effectively lead their organizations. A healthcare organization's goal to deliver the highest quality of care to its patients is only possible through employees who share the same values, are able to work together, and abide by the same rules and policies. The healthcare manager must be able to effectively manage employees so that work is done in an appropriate amount of time while maintaining the highest level of care.

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

    ERIC Educational Resources Information Center

    Schwandt, Linda

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

  13. Correlates among cognitive beliefs, EBP implementation, organizational culture, cohesion and job satisfaction in evidence-based practice mentors from a community hospital system.

    PubMed

    Melnyk, Bernadette Mazurek; Fineout-Overholt, Ellen; Giggleman, Martha; Cruz, Ron

    2010-01-01

    Evidence from research and outcomes management projects strongly supports the use of evidence-based practice (EBP) in improving quality of health care and patient outcomes as well as reducing hospital costs. In addition, published anecdotal reports have indicated that clinicians who use an evidence-based approach to care and practice in cultures that support EBP feel more empowered and satisfied in their roles. However, research is lacking that has specifically examined the relationships among beliefs about and implementation of EBP by hospital staff, organizational culture for EBP, group cohesion and job satisfaction. Therefore, the purpose of this descriptive correlational study was to examine the relationships among these variables in 58 health professionals, prior to their participation in a 12-month EBP mentorship program as part of implementing the Advancing Research and Clinical practice through close Collaboration (ARCC) Model in a community hospital system. Findings indicated that participants' EBP beliefs were significantly correlated with perceived organizational culture for EBP, the extent to which they implemented EBP, group cohesion, and job satisfaction. Organizational culture for EBP was significantly and positively related to EBP beliefs and EBP implementation. Findings support the need for hospitals to establish cultures that support EBP and to implement strategies to strengthen individuals' cognitive beliefs about the value of EBP and their ability to implement it for the ultimate purpose of improving quality of care and enhancing job satisfaction.

  14. Expectation Gaps, Job Satisfaction, and Organizational Commitment of Fresh Graduates: Roles of Graduates, Higher Learning Institutions and Employers

    ERIC Educational Resources Information Center

    Jusoh, Mazuki; Simun, Maimun; Chong, Siong Choy

    2011-01-01

    Purpose: The aim of this research is to attempt to reveal the difference between what fresh graduates expect and their actual experiences pertaining to the working environment. Design/methodology/approach: Using a set of self-administered questionnaires, data were collected from 128 graduates. They were asked to indicate their preferences on…

  15. Is patient satisfaction in primary care dependent on structural and organizational characteristics among providers? Findings based on data from the national patient survey in Sweden.

    PubMed

    Glenngård, Anna H

    2013-07-01

    In parallel to market-like reforms in Swedish primary care, the gathering and compilation of comparative information about providers, for example through survey tools, has been improved. Such information is increasingly being used to guide individuals' choice of provider and payers' assessments of provider performance, often without critically reflecting about underlying factors affecting the results. The purpose of this study was to analyze variation in patient satisfaction, with respect to organizational and structural factors, including the mix of registered individuals, among primary care providers, based on information from a national patient survey in primary care and register data in three Swedish county councils. Systematic variation in patient satisfaction was found with respect to both organizational and structural factors, including characteristics of registered individuals. Smaller practices and practices where a high proportion of all visits were with a doctor were associated with higher patient satisfaction. Also practices where registered individuals had a low level of social deprivation and a high overall illness on average were associated with higher patient satisfaction. Factors that are of relevance for how well providers perform according to patient surveys are more or less possible to control for providers. This adds to the complexity for the use of such information by individuals and payers to assess provider performance. PMID:23040560

  16. Support from the top: supervisors' perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships.

    PubMed

    Erdogan, Berrin; Enders, Jeanne

    2007-03-01

    The authors hypothesized that supervisors' perceived organizational support (POS) would moderate the relationships between leader-member exchange (LMX), job satisfaction, and job performance. On the basis of social exchange theory, supervisors' exchanges with the organization and subordinates should be interconnected. The authors expected that supervisors with high POS would have more resources to exchange with subordinates. Thus, supervisor POS should enhance the relationships between LMX and job satisfaction and LMX and job performance for subordinates. Hierarchical linear modeling analysis provided support for the hypotheses in a sample of 210 subordinates and 38 supervisors of a grocery store chain. The positive relationship between LMX and job satisfaction was stronger when supervisors had high POS. Moreover, LMX was related to performance only when supervisors had high POS.

  17. Support from the top: supervisors' perceived organizational support as a moderator of leader-member exchange to satisfaction and performance relationships.

    PubMed

    Erdogan, Berrin; Enders, Jeanne

    2007-03-01

    The authors hypothesized that supervisors' perceived organizational support (POS) would moderate the relationships between leader-member exchange (LMX), job satisfaction, and job performance. On the basis of social exchange theory, supervisors' exchanges with the organization and subordinates should be interconnected. The authors expected that supervisors with high POS would have more resources to exchange with subordinates. Thus, supervisor POS should enhance the relationships between LMX and job satisfaction and LMX and job performance for subordinates. Hierarchical linear modeling analysis provided support for the hypotheses in a sample of 210 subordinates and 38 supervisors of a grocery store chain. The positive relationship between LMX and job satisfaction was stronger when supervisors had high POS. Moreover, LMX was related to performance only when supervisors had high POS. PMID:17371081

  18. 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…

  19. Students' Instructional Dissent and Relationships with Faculty Members' Burnout, Commitment, Satisfaction, and Efficacy

    ERIC Educational Resources Information Center

    Frisby, Brandi N.; Goodboy, Alan K.; Buckner, Marjorie M.

    2015-01-01

    Extending research on instructional dissent beyond student reports, this study examined the potential for students' expressed dissent to have deleterious effects on faculty members. Instructors (N = 113) completed surveys about students' instructional dissent regarding their classes and reported their own burnout, commitment,…

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

    ERIC Educational Resources Information Center

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

    2004-01-01

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

  1. Predicting Burnout and Job Satisfaction in Workplace Counselors: The Influence of Role Stressors, Job Challenge, and Organizational Knowledge

    ERIC Educational Resources Information Center

    Kirk-Brown, Andrea; Wallace, Debra

    2004-01-01

    The present study examines the antecedents of burnout and job satisfaction among counselors employed in workplace settings. Workplace counselors face the unique demands of managing dual client relationships (individual and organization) within the counseling setting. Antecedents of the job-related outcomes of burnout and satisfaction are likely to…

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

    PubMed

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

    2009-04-01

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

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

    PubMed

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

    2009-04-01

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

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

    PubMed

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

    2004-06-01

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

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

    PubMed

    Greguras, Gary J; Diefendorff, James M

    2009-03-01

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

  6. 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.

  7. An organizational survey of the Strategic Petroleum Reserve

    SciTech Connect

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

    1992-01-01

    At the request of the management of the Strategic Petroleum Reserve (SPR), an Organizational Survey (OS), identical to the one that has been used prior to Tiger Team Assessments at other Department Energy facilities, was administered at SPR independent of a Tiger Team Assessment. The OS measured employees` opinions on subjects such as organizational culture, communication, commitment, group cohesion, coordination, safety, environmental issues, and job satisfaction. The result of this work was a quantitative measure of these variables at the SPR site. SPR management intends to utilize these results in their self-assessment process in preparation for an upcoming Tiger Team Assessment. This report presents these results and discusses their interpretation.

  8. An organizational survey of the Strategic Petroleum Reserve. [Organizational survey in preparation for an upcoming Tiger Team Assessment

    SciTech Connect

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

    1992-01-01

    At the request of the management of the Strategic Petroleum Reserve (SPR), an Organizational Survey (OS), identical to the one that has been used prior to Tiger Team Assessments at other Department Energy facilities, was administered at SPR independent of a Tiger Team Assessment. The OS measured employees' opinions on subjects such as organizational culture, communication, commitment, group cohesion, coordination, safety, environmental issues, and job satisfaction. The result of this work was a quantitative measure of these variables at the SPR site. SPR management intends to utilize these results in their self-assessment process in preparation for an upcoming Tiger Team Assessment. This report presents these results and discusses their interpretation.

  9. Stress, satisfaction, and the work-family interface: a comparison of self-employed business owners, independents, and organizational employees.

    PubMed

    Prottas, David J; Thompson, Cynthia A

    2006-10-01

    Using data from the 2002 National Study of the Changing Workforce (NSCW) (N = 3,504), we examined differences among organizational employment and two categories of self-employment: independent contractors and small business owners. Our results suggest that self-employment, either as owner or independent, may allow individuals to achieve greater autonomy than would be available to them as organizational employees. However, the greater pressure associated with ownership of a small business detracts from the advantages of having autonomy, making small business ownership a double-edged sword. Those working as independent contractors appear to reap the benefits of greater autonomy as well as lower levels of job pressure. PMID:17059300

  10. Organizational Cultural Assessment of the Energy Technology Engineering Center

    SciTech Connect

    Not Available

    1991-04-01

    An Organizational Cultural Assessment (OCA) was performed at the Energy Technology Engineering Center (ETEC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communication, employee commitment to ETEC, work group cohesion, coordination of work, environmental, safety and health concerns, hazardous nature of work, and overall job satisfaction. A description of each of the scales used to assess these subjects is discussed below. The primary purpose of administering the survey was to attempt to measure, in a more quantitative and objective way the notion of organizational culture,'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. This document describes the results of this survey. 9 refs., 22 figs., 7 tabs.

  11. Organizational cultural assessment of the Sandia National Laboratories

    SciTech Connect

    Not Available

    1991-05-01

    An Organizational Cultural Assessment (OCA) was performed at the Sandia National Laboratories (SNL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety, and overall job satisfaction. The purpose of the OCS is to measure in a quantitative and objective way the values, attitudes, and beliefs of the individuals working within the organization. The OCS administration at SNL was the fifth to occur at a DOE facility. The sample was randomly selected from each Vice Presidency group, the largest organizational unit at SNL. Scores and significance are discussed and statistically significant differences between groups are identified and discussed.

  12. Internal Communication and Job Satisfaction Revisited: The Impact of Organizational Trust and Influence on Commercial Bank Supervisors.

    ERIC Educational Resources Information Center

    Pincus, J. David; And Others

    Using H. Dennis' (1974) five-factor communication climate construct framework as a predictor variable, a study investigated the relationship between perceptions of communication climate and job satisfaction of supervisory employees in the banking industry. A systematic random sample was drawn from 68 commercial banks in Orange County, California,…

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

    ERIC Educational Resources Information Center

    Bogler, Ronit; Nir, Adam E.

    2012-01-01

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

  14. Faculty Satisfaction in Academic Medicine.

    ERIC Educational Resources Information Center

    Nyquist, Julie G.; Hitchcock, Maurice A.; Teherani, Arianne

    2000-01-01

    Describes the challenges and elements of satisfaction in academic medicine. Proposes a model of academic faculty satisfaction which postulates that organizational, job-related, and personal factors combine to develop self-knowledge, social knowledge, and satisfaction with outcomes of productivity, retention, and learner-patient satisfaction. (DB)

  15. School Climate and Teacher Commitment

    ERIC Educational Resources Information Center

    Smith, Larry Don

    2009-01-01

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

  16. A study of the antecedents and consequences of psychological ownership in organizational settings.

    PubMed

    Mayhew, Melissa G; Ashkanasy, Neal M; Bramble, Tom; Gardner, John

    2007-10-01

    Psychological ownership is a feeling of possession in the absence of any formal or legal claims of ownership. In this study, the authors aimed to extend previous empirical testing of psychological ownership in work settings to encompass both job-based and organization-based psychological ownership as well as related work attitudes and behavioral outcomes. Questionnaire data from 68 employees and their managers revealed that job-based psychological ownership and organization-based psychological ownership are distinct work attitudes that are distinguishable from job satisfaction and organizational commitment. Psychological ownership predicted job satisfaction and organizational commitment and mediated the relationship between autonomy and these work attitudes. There was no support for a relationship between psychological ownership and behavioral outcomes. The authors discuss the limitations of the study and the implications of psychological ownership. PMID:18225830

  17. The Professional as Organizational Leader

    ERIC Educational Resources Information Center

    Luecke, David S.

    1973-01-01

    This study uses a sample of 56 ministers to assess the effect of professional and organizational perspectives on determining leadership effectiveness and work satisfaction. The organizational perspective was more important for determining effectiveness than the professional perspective. Both perspectives contributed to satisfaction. (Author/JH)

  18. Changes in newcomer job satisfaction over time: examining the pattern of honeymoons and hangovers.

    PubMed

    Boswell, Wendy R; Shipp, Abbie J; Payne, Stephanie C; Culbertson, Satoris S

    2009-07-01

    In this study, the authors contribute insight into the temporal nature of work attitudes, examining how job satisfaction changes across the 1st year of employment for a sample of organizational newcomers. The authors examined factors related to job change (i.e., voluntary turnover, prior job satisfaction) and newcomer experiences (i.e., fulfillment of commitments, extent of socialization) that may strengthen or weaken the job satisfaction pattern. Results of a study of 132 newcomers with data collected at 4 unique time periods show a complex curvilinear pattern of job satisfaction, such that satisfaction reached a peak following organizational entry and decreased thereafter. However, examination of moderating factors revealed that individuals who reported less satisfaction with their prior job and those having more positive experiences on the new job, such as greater fulfilled commitments and a higher degree of socialization, were most likely to experience this pattern. Findings from this study offer important implications for theory and research on changes in newcomer attitudes over time as well as practical insight on key factors that shape the pattern of job attitudes as individuals enter and experience a new workplace.

  19. Resistance, Justice, and Commitment to Change

    ERIC Educational Resources Information Center

    Foster, Rex D.

    2010-01-01

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

  20. An Organizational Cultural Assessment of the Morgantown Energy Technology Center

    SciTech Connect

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

    1991-06-01

    An Organizational Cultural Assessment (OCA) was performed at the Morgantown Energy Technology Center (METC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCA also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. 9 refs., 33 figs., 6 tabs.

  1. Organizational Cultural Assessment of the Morgantown Energy Technology Center

    SciTech Connect

    Not Available

    1991-06-01

    An Organizational Cultural Assessment (OCA) was performed at the Morgantown Energy Technology Center (METC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture; '' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCA also provides a descriptive profile of the organization at one point in time that can than be compared to a profile taken at a different point in time to assess changes in the culture of the organization. 9 refs., 33 figs., 6 tabs.

  2. Chinese school teachers' organizational citizenship behavior (OCB): Predictors and outcomes.

    PubMed

    Li, Xia

    2013-08-01

    Teacher's organizational citizenship behavior (OCB) is a multifaceted construct that is critical to school effectiveness and to the education enterprise. Four hundred ninety-three teachers in eight different cities on the Chinese mainland were surveyed using the OCB scale developed by Bo Shiuan Cheng, a Taiwanese scholar. The antecedent and outcome variables of OCB were examined in this study. The results showed that the teachers' attitudinal characteristics of career satisfaction and career commitment, and the dispositional characteristic of locus of control, influenced teachers' OCB. In addition, teachers' OCB influenced their work performance as well as their career and organizational turnover intention. The implications of this study suggest a base of knowledge from which school administrators could enhance their school's organizational function and retain teachers. PMID:26271183

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

    PubMed

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

    2012-11-01

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

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

    PubMed

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

    2012-11-01

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

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  6. The nature and dimensionality of organizational citizenship behavior: a critical review and meta-analysis.

    PubMed

    Lepine, Jeffrey A; Erez, Amir; Johnson, Diane E

    2002-02-01

    This article reviews the literature on organizational citizenship behavior (OCB) and its dimensions as proposed by D. W. Organ (1988) and other scholars. Although it is assumed that the behavioral dimensions of OCB are distinct from one another, past research has not assessed this assumption beyond factor analysis. Using meta-analysis, the authors demonstrate that there are strong relationships among most of the dimensions and that the dimensions have equivalent relationships with the predictors (job satisfaction, organizational commitment, fairness, trait conscientiousness, and leader support) most often considered by OCB scholars. Implications of these results are discussed with respect to how the OCB construct should be conceptualized and measured in the future.

  7. Organizational climate partially mediates the effect of culture on work attitudes and staff turnover in mental health services.

    PubMed

    Aarons, Gregory A; Sawitzky, Angelina C

    2006-05-01

    Staff turnover in mental health service organizations is an ongoing problem with implications for staff morale, productivity, organizational effectiveness, and implementation of innovation. Recent studies in public sector services have examined the impact of organizational culture and climate on work attitudes (i.e., job satisfaction and organizational commitment) and, ultimately, staff turnover. However, mediational models of the impact of culture and climate on work attitudes have not been examined. The present study examined full and partial mediation models of the effects of culture and climate on work attitudes and the subsequent impact of work attitudes on staff turnover. Multilevel structural equation models supported a partial mediation model in which organizational culture had both direct influence on work attitudes and indirect influence through organizational climate. Work attitudes significantly predicted one-year staff turnover rates. These findings support the contention that both culture and climate impact work attitudes and subsequent staff turnover.

  8. Generational differences of the frontline nursing workforce in relation to job satisfaction: what does the literature reveal?

    PubMed

    Saber, Deborah A

    2013-01-01

    The job satisfaction of registered nurses has been found to be associated with retention, organizational commitment, workforce safety, and cost savings to health care organizations. Satisfaction of the workforce is vital because nursing turnover can be detrimental for a labor force that is growing older. However, the summation of the most important variables that are linked to job satisfaction has been difficult to discern in part because the workforce includes 3 main generations (ie, Baby Boomers, Gen Xers, and Millennials) with unique work values that drive their job satisfiers. This article provides a review of existing literature to examine the differences in variables that are linked to job satisfaction that exist between the generational cohorts. Differences in stress sources, need for work-life balance, and compensation are discussed. The knowledge about generationally driven variables that influence job satisfaction can help managers develop strategies to maintain a diverse nursing workforce. PMID:24168868

  9. An Exploration of the Impact of Employee Job Satisfaction, Affect, Job Performance, and Organizational Financial Performance: A Review of the Literature

    ERIC Educational Resources Information Center

    Reio, Thomas G., Jr.; Kidd, Cathy A.

    2006-01-01

    Extensive research has explored job satisfaction, job performance, and the financial performance of organizations. Job satisfaction and job performance have been explored separately and collectively. However, scholars only have begun to explore the relationship between employee job satisfaction and financial performance of organization. This paper…

  10. 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…

  11. Satisfied Movers, Committed Stayers. The Impact of Job Mobility on Work Attitudes in Norway.

    ERIC Educational Resources Information Center

    Mastekaasa, Arne; Kalleberg, Arne L.

    2001-01-01

    Analysis of data from 2,910 Norwegian workers indicated that promotions increased job satisfaction and commitment; lateral/downward mobility decreased them. Quitting generally led to higher rewards and satisfaction, but commitment took time to build. Layoffs had no effect on satisfaction but a strong negative effect on commitment. (Contains 51…

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

    PubMed

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

    2013-11-01

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

  13. Fuzzy Commitment

    NASA Astrophysics Data System (ADS)

    Juels, Ari

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

  14. An organizational survey of the Pittsburgh Energy Technology Center

    SciTech Connect

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

    1991-09-01

    An Organizational Survey (OS) was administrated at the Pittsburgh Energy Technology Center (PETC) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of culture''; that is, the values attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization.

  15. An organizational survey of the Pittsburgh Energy Technology Center

    SciTech Connect

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

    1991-09-01

    An Organizational Survey (OS) was administrated at the Pittsburgh Energy Technology Center (PETC) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of ``culture``; that is, the values attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization.

  16. Impact of yoga way of life on organizational performance

    PubMed Central

    Adhia, Hasmukh; Nagendra, HR; Mahadevan, B

    2010-01-01

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

  17. Organizational Cultural Assessment of the Princeton Plasma Physics Laboratory

    SciTech Connect

    Not Available

    1991-03-01

    An Organizational Cultural Assessment (OCA) was performed at the Princeton Plasma Physics Laboratory (PPPL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communication, employee commitment to PPPL, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, and overall job satisfaction. A description of each of the scales used to assess these subjects is discussed below. The primary purpose of administering the survey was to attempt to measure, in a more quantitative and objective way the notion of organizational culture,'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. In addition, by conducting a survey, a broad sampling of the individuals in the organization can be obtained. Finally, the OCS provides a descriptive profile of the organization at one point in time. This profile can then be used as a baselines point against which comparisons of other points in time can be made. Such comparisons may prove valuable and would help to assess changes in the organizational culture. Comparisons of the profiles can also be made across similar facilities. 9 refs., 27 figs., 8 tabs.

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

    ERIC Educational Resources Information Center

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

    2005-01-01

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

  19. Altruism the Essense of the Iranian Nurses’ Job Satisfaction: A Qualitative Study

    PubMed Central

    Nasrabadi, Alireza Nikbakht; Forooshani, Zahra Sadat Dibaji; Rafiee, Forough

    2016-01-01

    Skillful and efficient human resource is one of the most important tools for reaching the organizational targets and it is almost impossible to reach the predetermined goals and success without having skillful human resources. Therefore, having a study on the personnel’s job satisfaction is recommended for all of the organizations. Since the health organizations are among the most important organizations of any country, paying attention to the nurses’ job satisfaction as the main providers of the health care services gets very important. In fact, their attempts guarantee the efficient human resources’ health in the society. Understanding the Iranian nurses’ experiences of their job satisfaction. The present paper studies the implicit and explicit aspects of the clinical nurses’ job satisfaction. The needed information is collected via interviews, and then the participants’ contextual data is analyzed by the qualitative content analysis. The research results introduce the altruism as the foundation for the nurses’ job satisfaction. Altruism is composed of three categories of the patient advocacy, spiritual job satisfaction, and professional commitment. Altruism has made the nurses deliver the required health cares to the patients with all their love, while their profession has many difficulties. Job satisfaction resulted from altruism is experienced as a pleasant feeling along with enjoyment resulted from addressing the needs of a patient who looks forward to the nurse’s advocacy. According to this kind of job satisfaction, the nurse’s professional commitment is to advocate for the patient. Also, the research results show that spirituality is the inseparable component of altruism and it has a vital role in the nurses’ job satisfaction. The spirituality helps the nurses to deliver targeted acts and interventions. PMID:27045394

  20. Organizational socialization of employees with disabilities: Critical issues and implications for workplace interventions.

    PubMed

    Colella, A

    1994-06-01

    Organizational socialization is the process whereby newcomers to work organizations become insiders. The socialization process has been linked to various outcomes including newcomer job satisfaction, organizational commitment, job knowledge and performance, promotion and advancement rate, salary, and turnover. The purpose of the present paper is threefold: (1) to examine issues facing persons with disabilities during organizational socialization in order to help guide future research on this topic; (2) to provide an awareness of potential aditional barriers (unrealistic newcomer expectations, interaction avoidance, "norm to be kind," low work group expectations) that face newcomers with disabilities as they begin jobs; and (3) to suggest some possible policies, programs, and interventions that might help persons with disabilities to overcome those barriers.

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

    PubMed

    Wesson, Michael J; Gogus, Celile Itir

    2005-09-01

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

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

    PubMed

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

    2015-09-01

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

  3. The Impact of Trust on Organization Commitment

    NASA Technical Reports Server (NTRS)

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

    2002-01-01

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

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

    NASA Astrophysics Data System (ADS)

    Watkins, William Edward, Jr.

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

  5. The Importance of Values in Understanding Organizational Behavior.

    ERIC Educational Resources Information Center

    Posner, Barry Z.; Munson, J. Michael

    1979-01-01

    The practical implications of value "matches" between subordinates and supervisors for organizational processes are potentially extensive, impacting on interpersonal relationships, supervisory leadership effectiveness, satisfaction with a supervisor, and work satisfaction. (Author)

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

    ERIC Educational Resources Information Center

    Chen, Zhen Xiong; Francesco, Anne Marie

    2003-01-01

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

  7. The Construct of Work Commitment: Testing an Integrative Framework

    ERIC Educational Resources Information Center

    Cooper-Hakim, Amy; Viswesvaran, Chockalingam

    2005-01-01

    This study meta-analytically examined extensive literature associated with work commitment. The primary purposes were to (a) cumulate correlations among dimensions of work commitment to see which were intercorrelated and (b) determine impact of work commitment dimensions and subdimensions on specific outcome variables (job satisfaction, job…

  8. Community Opinion and Satisfaction with the Leadership at an Urban Community Educational Learning Center during an Organizational Transformation Process: A Frontline Perspective from Community Stakeholders

    ERIC Educational Resources Information Center

    Lewis, Joseph Lee

    2013-01-01

    This study examined selected community stakeholders' perception of the current leadership at their local community educational learning center during an organizational transformation and cultural change process. The transition from a community college to an educational learning center, mandated in 2006 by the Accredition Commission and agreed on…

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

    ERIC Educational Resources Information Center

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

    2005-01-01

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

  10. The Mediating Role of Organizational Citizenship Behavior between Organizational Identification and Its Consequences

    ERIC Educational Resources Information Center

    Patnaik, Siddharth; Biswas, Soumendu

    2005-01-01

    This study was conducted to assess the impact of organizational identification on consequences like job satisfaction and turnover intention of organizational members. It also explored the mediational role played by organizational citizenship behavior in the relationship. Using a sample (n=127) of Indian employees, this current study makes a…

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

    ERIC Educational Resources Information Center

    Merriman, Constance L.

    2010-01-01

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

  12. An organizational cultural assessment of Lawrence Berkeley Laboratory

    SciTech Connect

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

    1991-02-15

    An Organizational Cultural Assessment (OCA) was performed at the Lawrence Berkeley Laboratory (LBL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the OCS through highly developed and validated scales that have been administered in many different types of organizations. Some of the issues, especially the questions on environmental concerns, are newly developed and are still being modified. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can than be compared to a profile taken at a different point in time to assess changes in the culture of the organization. All data from the OCS is presented in group summaries, by division, managerial level, and job classification. Statistically significant differences between groups are identified and discussed. The organizational profile which emerges from the results of the LBL samples is a positive one. The overall cultural style is best described as a constructive one, with high mean scores on the Humanistic, Affiliative, Achievement and Self-actualizing Scales. Four aspects to the communication process were assessed in this OCS; Trust, Accuracy, Interaction and Satisfaction. 9 refs., 57 figs., 6 tabs.

  13. An empirical investigation of the influence of safety climate on organizational citizenship behavior in Taiwan's facilities.

    PubMed

    Lee, Tzai-Zang; Wu, Chien-Hsing; Hong, Chih-Wei

    2007-01-01

    Although the social exchange relationships between employers and employees are increasingly important to the performance of safety management systems, the psychological effects of work attitudes on this relationship have been less studied. Using a sample of first-line operators and their supervisors from 188 facilities in Taiwan which had Occupational Health and Safety Assessment Series 18000 (OHSAS 18000) certification, the current research conducted an empirical investigation of the influence of safety climate on organizational citizenship behavior (OCB). Work attitude was used to disclose the psychological effect. Research results indicated that (a) safety climate was a significant predicator of OCB, (b) the psychological effect significantly influenced social exchange relationships, and (c) job satisfaction showed a stronger mediating influence than organizational commitment due to the frequent top management turnover. Discussions and implications are also addressed.

  14. An empirical investigation of the influence of safety climate on organizational citizenship behavior in Taiwan's facilities.

    PubMed

    Lee, Tzai-Zang; Wu, Chien-Hsing; Hong, Chih-Wei

    2007-01-01

    Although the social exchange relationships between employers and employees are increasingly important to the performance of safety management systems, the psychological effects of work attitudes on this relationship have been less studied. Using a sample of first-line operators and their supervisors from 188 facilities in Taiwan which had Occupational Health and Safety Assessment Series 18000 (OHSAS 18000) certification, the current research conducted an empirical investigation of the influence of safety climate on organizational citizenship behavior (OCB). Work attitude was used to disclose the psychological effect. Research results indicated that (a) safety climate was a significant predicator of OCB, (b) the psychological effect significantly influenced social exchange relationships, and (c) job satisfaction showed a stronger mediating influence than organizational commitment due to the frequent top management turnover. Discussions and implications are also addressed. PMID:17888235

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

    PubMed

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

    2007-05-01

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

  16. Why managers should care about fairness: the effects of aggregate justice perceptions on organizational outcomes.

    PubMed

    Simons, Tony; Roberson, Quinetta

    2003-06-01

    This work examines the aggregation of justice perceptions to the departmental level and the business-unit level, the impact of these aggregate perceptions on business-unit-level outcomes, and the usefulness of the distinction between procedural and interpersonal justice at different levels of analysis. Latent variables analyses of individual-level and department-level data from 4,539 employees in 783 departments at 97 hotel properties showed that the 2 justice types exercise unique paths of impact on employees' organizational commitment and thus on turnover intentions and discretionary service behavior. Business-unit-level analyses further demonstrate paths of association between aggregate justice perceptions, aggregate commitment levels, and the business-unit-level outcomes of employee turnover rates and customer satisfaction ratings. PMID:12814293

  17. Managing and facilitating innovation and nurse satisfaction.

    PubMed

    Weston, Marla J

    2009-01-01

    Behaviors and actions that foster innovation are complementary to those associated with managing and facilitating nurse satisfaction. These include creating an organizational climate that encourages the generation, sharing, and implementation of new ideas; managing with the skills to hire and retain competent and creative individuals; and establishing the infrastructure and processes to recognize and embed best and promising practices into the organization. The ability to innovate and to manage and facilitate nurse satisfaction is a necessary competency for organizational success. PMID:19893447

  18. Conceptualizing Organizational Climates. Research Report No. 7.

    ERIC Educational Resources Information Center

    Schneider, Benjamin

    Part 1 of this paper presents some logical and conceptual distinctions between job satisfaction and organizational climate, the former being viewed as micro, evaluative, individual perceptions of personal events and experiences the latter as macro, relatively descriptive, organizational level perceptions that are abstractions of organizational…

  19. An Organizational Cultural Assessment of Sandia National Laboratories

    SciTech Connect

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

    1991-05-01

    An Organizational Cultural Assessment (OCA) was performed at the Sandia National Laboratories (SNL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the OCS through highly developed and validated scales that have been administered in many different types of organizations. Some of the issues, especially the questions on environmental, safety, and health concerns, are newly developed and are still being modified. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. 9 refs., 81 figs., 6 tabs.

  20. An Organizational Cultural Assessment of Princeton Plasma Physics Laboratory

    SciTech Connect

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

    1991-03-15

    An Organizational Cultural Assessment (OCA) was performed at the Princeton Plasma Physics Laboratory (PPPL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the OCS through highly developed and validated scales that have been administered in many different types of organizations. Some of the issues, especially the questions on environmental, safety and health concerns, are newly developed and are still being modified. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization.

  1. Community coalitions for prevention and health promotion: factors predicting satisfaction, participation, and planning.

    PubMed

    Butterfoss, F D; Goodman, R M; Wandersman, A

    1996-02-01

    Coalitions currently are a popular tool for promoting community-based solutions to health problems, such as alcohol, tobacco, and other drug (ATOD) abuse. Private foundations, granting agencies, and other public health organizations assume that participation of community members in health promotion coalitions will increase the likelihood of program success. This article examines whether key characteristics of coalitions are related to effectiveness as measured by member satisfaction, commitment to the coalition, and the quality of planning efforts. Member survey data from the first year evaluation of an ATOD coalition were analyzed using factor analysis, chi-square, and multiple regression techniques at both the individual and group levels. The results suggest that community leadership, shared decision making, linkages with other organizations, and a positive organizational climate were key determinants of member satisfaction and participation. These same factors were not related to the quality of coalition plans. However, the significance of coalitions for community empowerment and health promotion is discussed.

  2. An organizational cultural assessment of the Energy Technology Engineering Center

    SciTech Connect

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

    1991-04-01

    An Organizational Cultural Assessment (OCA) was performed at the Energy Technology Engineering Center (ETEC) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various species of communication, employee commitment to ETEC, work group cohesion, coordination of work, environmental, safety and health concerns, hazardous nature of work, and overall job satisfaction. A description of each of the scales used to assess these subjects is discussed. The primary purpose of administering the survey was to attempt to measure, in a more quantitative and objective way the notion of organizational culture, '' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. In addition, by conducting a survey, a broad sampling of the individuals in the organization can be obtained. This is especially important when the survey is utilized in conjunction with an assessment or inspection team which typically has only a limited amount of resources to address many issues. The OCS provides a broad, but more comprehensive picture of the organization by querying a much larger number of individuals than could be reached through the assessment team alone. Finally, the OCS provides a descriptive profile of the organization at one point in time. This profile can then can be used as a baseline point against which comparisons of other points in time can be made. Such comparisons may prove valuable and would help to assess changes in the organizational culture. Comparisons of the profiles can also be made across similar facilities. 9 refs., 22 figs., 6 tabs.

  3. An organizational cultural assessment of the Idaho National Engineering Laboratory

    SciTech Connect

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

    1991-07-01

    An Organizational Cultural Assessment (OCA) was performed at the Idaho National Engineering Laboratory (INEL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communication, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety, and overall job satisfaction. A description of each of the scales used to access these subjects is discussed. The primary purpose of administering the survey was to attempt to measure, in a quantitative and objective way the notion of organizational culture,'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In particular, those aspects of the working environment which are believed to be important influences on the operations of a facility and on the safety issues relevant to the organization were assessed. In addition, by conducting a survey, a broad sampling of the individuals in the organization can be obtained. This is especially important when the survey is utilized in conjunction with an assessment or inspection team which typically has only a limited amount of resources to address many issues. The OCS provides a broad, but comprehensive picture of the organization by querying a much larger number of individuals than could be reached through the assessment team alone. Finally, the OCS provides a descriptive profile of the organization at one point in time. This profile can then be used as a baseline point against which comparisons of other points in time can be made. Such comparisons may prove valuable and would help to assess changes in the organizational culture. Comparisons of the profiles can also be made across similar facilities. 9 refs., 194 figs., 6 tabs.

  4. Facilitators of Organizational Learning in Design

    ERIC Educational Resources Information Center

    Pham, Ngoc Thuy; Swierczek, Fredric William

    2006-01-01

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

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

    PubMed

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

    2014-02-01

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

  6. Reframing the Dialogue about Committed Teaching.

    ERIC Educational Resources Information Center

    Bowman, Richard F.

    2003-01-01

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

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

    PubMed Central

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

    2013-01-01

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

  8. Managerial strategy and nursing commitment in Australian hospitals.

    PubMed

    Brewer, A M; Lok, P

    1995-04-01

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

  9. 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…

  10. Commitment Predictors: Long-Distance versus Geographically Close Relationships

    ERIC Educational Resources Information Center

    Pistole, M. Carole; Roberts, Amber; Mosko, Jonathan E.

    2010-01-01

    In this web-based study, the authors examined long-distance relationships (LDRs) and geographically close relationships (GCRs). Two hierarchical multiple regressions (N = 138) indicated that attachment predicted LDR and GCR commitment in Step 1. Final equations indicated that high satisfaction and investments predicted LDR commitment, whereas low…

  11. Organizational Epistemology.

    ERIC Educational Resources Information Center

    von Krogh, George; Roos, Johan

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

  12. Employer Satisfaction Ratings of Recent Business Graduates.

    ERIC Educational Resources Information Center

    Davison, Leslie J.; And Others

    1993-01-01

    Survey responses from 176 of 568 personnel officers revealed high satisfaction with recently hired business graduates, especially in these areas: honesty, punctuality, grooming, ethics, dependability, hard work, lifelong learning commitment, pride in work, interpersonal skills, and work habits. Least satisfaction was found with desktop publishing…

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

    PubMed Central

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

    2016-01-01

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

  14. Customer Satisfaction with Training Programs.

    ERIC Educational Resources Information Center

    Mulder, Martin

    2001-01-01

    A model for evaluating customer satisfaction with training programs was tested with training purchasers. The model confirmed two types of projects: training aimed at achieving learning results and at changing job performance. The model did not fit for training intended to support organizational change. (Contains 31 references.) (SK)

  15. Influence of School Organizational Characteristics on the Outcomes of a School Health Promotion Program.

    ERIC Educational Resources Information Center

    Cullen, Karen Weber; Baranowski, Tom; Baranowski, Janice; Hebert, David; deMoor, Carl; Hearn, Marsha Davis; Resnicow, Ken

    1999-01-01

    Assessed the impact of school organizational characteristics on outcomes of a teacher health behavior change program. Organizational, dietary, and psychologic data from intervention and control schools indicated that teachers at intervention schools with high organizational climate, organizational health, and job satisfaction reported better…

  16. Approaching the Discriminatory Work Environment as Stressor: The Protective Role of Job Satisfaction on Health.

    PubMed

    Di Marco, Donatella; López-Cabrera, Rocio; Arenas, Alicia; Giorgi, Gabriele; Arcangeli, Giulio; Mucci, Nicola

    2016-01-01

    Discrimination is a complex phenomenon with adverse consequences at personal and organizational levels. Past studies have demonstrated that workers who are victims of discrimination might show less job satisfaction, less organizational commitment and worse levels of health and productivity. Although most research has focused on the effects of discrimination on victims, less is known about the extent to which discrimination produces consequences on workers who perceive the existence of a discriminatory work environment. The goal of this article is to analyze the consequences of the perception of a discriminatory work environment on employees' health. The importance of this relationship is studied taking into account the mediating effect of job satisfaction. In order to reach this goal a cross-sectional study was carried out with a sample of 1633 Italian workers (male = 826, female = 764), employed in private and public sectors, and in different hierarchical positions. Results suggest that the perception of a discriminatory work environment is negatively associated with employees' health. This relationship is partially mediated by job satisfaction (R (2) = 0.17). This study demonstrates that perceiving a discriminatory work environment might have a negative impact on workers' health. A higher level of job satisfaction might buffer this effect. These findings have several practical implications. On the one hand, Human Resource Managers need to intervene in order to recognize and diminish implicit biases, creating a healthy and inclusive environment (e.g., through training, diversity policies, etc.). On the other hand, promoting job satisfaction (e.g., providing mechanisms of voice) might help workers to preserve their well-being, coping with the negative effects of a discriminatory work environment. PMID:27625625

  17. Approaching the Discriminatory Work Environment as Stressor: The Protective Role of Job Satisfaction on Health

    PubMed Central

    Di Marco, Donatella; López-Cabrera, Rocio; Arenas, Alicia; Giorgi, Gabriele; Arcangeli, Giulio; Mucci, Nicola

    2016-01-01

    Discrimination is a complex phenomenon with adverse consequences at personal and organizational levels. Past studies have demonstrated that workers who are victims of discrimination might show less job satisfaction, less organizational commitment and worse levels of health and productivity. Although most research has focused on the effects of discrimination on victims, less is known about the extent to which discrimination produces consequences on workers who perceive the existence of a discriminatory work environment. The goal of this article is to analyze the consequences of the perception of a discriminatory work environment on employees’ health. The importance of this relationship is studied taking into account the mediating effect of job satisfaction. In order to reach this goal a cross-sectional study was carried out with a sample of 1633 Italian workers (male = 826, female = 764), employed in private and public sectors, and in different hierarchical positions. Results suggest that the perception of a discriminatory work environment is negatively associated with employees’ health. This relationship is partially mediated by job satisfaction (R2 = 0.17). This study demonstrates that perceiving a discriminatory work environment might have a negative impact on workers’ health. A higher level of job satisfaction might buffer this effect. These findings have several practical implications. On the one hand, Human Resource Managers need to intervene in order to recognize and diminish implicit biases, creating a healthy and inclusive environment (e.g., through training, diversity policies, etc.). On the other hand, promoting job satisfaction (e.g., providing mechanisms of voice) might help workers to preserve their well-being, coping with the negative effects of a discriminatory work environment. PMID:27625625

  18. Approaching the Discriminatory Work Environment as Stressor: The Protective Role of Job Satisfaction on Health

    PubMed Central

    Di Marco, Donatella; López-Cabrera, Rocio; Arenas, Alicia; Giorgi, Gabriele; Arcangeli, Giulio; Mucci, Nicola

    2016-01-01

    Discrimination is a complex phenomenon with adverse consequences at personal and organizational levels. Past studies have demonstrated that workers who are victims of discrimination might show less job satisfaction, less organizational commitment and worse levels of health and productivity. Although most research has focused on the effects of discrimination on victims, less is known about the extent to which discrimination produces consequences on workers who perceive the existence of a discriminatory work environment. The goal of this article is to analyze the consequences of the perception of a discriminatory work environment on employees’ health. The importance of this relationship is studied taking into account the mediating effect of job satisfaction. In order to reach this goal a cross-sectional study was carried out with a sample of 1633 Italian workers (male = 826, female = 764), employed in private and public sectors, and in different hierarchical positions. Results suggest that the perception of a discriminatory work environment is negatively associated with employees’ health. This relationship is partially mediated by job satisfaction (R2 = 0.17). This study demonstrates that perceiving a discriminatory work environment might have a negative impact on workers’ health. A higher level of job satisfaction might buffer this effect. These findings have several practical implications. On the one hand, Human Resource Managers need to intervene in order to recognize and diminish implicit biases, creating a healthy and inclusive environment (e.g., through training, diversity policies, etc.). On the other hand, promoting job satisfaction (e.g., providing mechanisms of voice) might help workers to preserve their well-being, coping with the negative effects of a discriminatory work environment.

  19. Approaching the Discriminatory Work Environment as Stressor: The Protective Role of Job Satisfaction on Health.

    PubMed

    Di Marco, Donatella; López-Cabrera, Rocio; Arenas, Alicia; Giorgi, Gabriele; Arcangeli, Giulio; Mucci, Nicola

    2016-01-01

    Discrimination is a complex phenomenon with adverse consequences at personal and organizational levels. Past studies have demonstrated that workers who are victims of discrimination might show less job satisfaction, less organizational commitment and worse levels of health and productivity. Although most research has focused on the effects of discrimination on victims, less is known about the extent to which discrimination produces consequences on workers who perceive the existence of a discriminatory work environment. The goal of this article is to analyze the consequences of the perception of a discriminatory work environment on employees' health. The importance of this relationship is studied taking into account the mediating effect of job satisfaction. In order to reach this goal a cross-sectional study was carried out with a sample of 1633 Italian workers (male = 826, female = 764), employed in private and public sectors, and in different hierarchical positions. Results suggest that the perception of a discriminatory work environment is negatively associated with employees' health. This relationship is partially mediated by job satisfaction (R (2) = 0.17). This study demonstrates that perceiving a discriminatory work environment might have a negative impact on workers' health. A higher level of job satisfaction might buffer this effect. These findings have several practical implications. On the one hand, Human Resource Managers need to intervene in order to recognize and diminish implicit biases, creating a healthy and inclusive environment (e.g., through training, diversity policies, etc.). On the other hand, promoting job satisfaction (e.g., providing mechanisms of voice) might help workers to preserve their well-being, coping with the negative effects of a discriminatory work environment.

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

    ERIC Educational Resources Information Center

    Barnes, Lenora Lacy

    2010-01-01

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

  1. The influence of family-supportive supervisor training on employee job performance and attitudes: An organizational work-family intervention.

    PubMed

    Odle-Dusseau, Heather N; Hammer, Leslie B; Crain, Tori L; Bodner, Todd E

    2016-07-01

    Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest-posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees' job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor's overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work-family management dimension of FSSB. (PsycINFO Database Record

  2. The influence of family-supportive supervisor training on employee job performance and attitudes: An organizational work-family intervention.

    PubMed

    Odle-Dusseau, Heather N; Hammer, Leslie B; Crain, Tori L; Bodner, Todd E

    2016-07-01

    Training supervisors to increase their family-supportive supervisor behaviors (FSSB) has demonstrated significant benefits for employee physical health, job satisfaction, and turnover intentions among employees with high levels of family-to-work conflict in prior research in a grocery store context. We replicate and extend these results in a health care setting with additional important employee outcomes (i.e., employee engagement, organizational commitment, and supervisor ratings of job performance), and consider the role of the 4 dimensions underlying the FSSB. Using a quasi-experimental, pretest-posttest design, 143 health care employees completed surveys at 2 time periods approximately 10 months apart, along with their supervisors who provided ratings of employees' job performance. Between these surveys, we offered their supervisors FSSB training; 86 (71%) of these supervisors participated. Results demonstrated significant and beneficial indirect effects of FSSB training on changes in employee job performance, organizational commitment, engagement, job satisfaction, and turnover intentions through changes in employee perceptions of their supervisor's overall FSSBs. Further analyses suggest that these indirect effects are due primarily to changes in the creative work-family management dimension of FSSB. (PsycINFO Database Record PMID:26652264

  3. Patient satisfaction.

    PubMed

    Prakash, Bhanu

    2010-09-01

    Patient satisfaction is an important and commonly used indicator for measuring the quality in health care. Patient satisfaction affects clinical outcomes, patient retention, and medical malpractice claims. It affects the timely, efficient, and patient-centered delivery of quality health care. Patient satisfaction is thus a proxy but a very effective indicator to measure the success of doctors and hospitals. This article discusses as to how to ensure patient satisfaction in dermatological practice. PMID:21430827

  4. Patient satisfaction.

    PubMed

    Prakash, Bhanu

    2010-09-01

    Patient satisfaction is an important and commonly used indicator for measuring the quality in health care. Patient satisfaction affects clinical outcomes, patient retention, and medical malpractice claims. It affects the timely, efficient, and patient-centered delivery of quality health care. Patient satisfaction is thus a proxy but a very effective indicator to measure the success of doctors and hospitals. This article discusses as to how to ensure patient satisfaction in dermatological practice.

  5. Organizational Culture and Safety

    NASA Technical Reports Server (NTRS)

    Adams, Catherine A.

    2003-01-01

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

  6. The construct of work commitment: testing an integrative framework.

    PubMed

    Cooper-Hakim, Amy; Viswesvaran, Chockalingam

    2005-03-01

    This study meta-analytically examined extensive literature associated with work commitment. The primary purposes were to (a) cumulate correlations among dimensions of work commitment to see which were intercorrelated and (b) determine impact of work commitment dimensions and subdimensions on specific outcome variables (job satisfaction, job performance, turnover intentions, and turnover). Results were cumulated across 997 articles. The positive manifold of correlations suggests the presence of a common psychological construct underlying different commitment forms, with the exception of calculative, continuance, and union commitment. Most of the 94 meta-analyzed correlations were small, suggesting that concept redundancy is not a major concern. Meta-analyses of the correlations of 24 commitment constructs with 4 outcome variables suggest that different commitment forms have similar patterns of correlations with outcome variables.

  7. An organizational survey of the Los Alamos Site

    SciTech Connect

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

    1991-11-01

    An Organizational Survey (OS) was administered at the Los Alamos Site that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concern, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of ``culture;`` that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. While comparisons among groups are made, it is not the purpose of this report to make evaluative statements of which profile may be positive or negative. However, using the data presented in this report in conjunction with other evaluative activities, may provide useful insight into the organization. The OS administration at the Los Alamos Site was the ninth to occur at a Department of Energy (DOE) facility. All data from the OS is presented in group summaries, by organization, department or directorate within organization, supervisory level both overall and within organization, and staff classification within organization. Statistically significant differences between groups are identified and discussed. 9 refs., 94 figs., 11 tabs.

  8. Organizational cultural survey of the Los Alamos Site

    SciTech Connect

    Not Available

    1991-11-01

    An Organizational Survey (OS) was administered at the Los Alamos Site that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. While comparisons among groups are made, it is not the purpose of this report to make evaluative statements of which profile may be positive or negative. However, using the data presented in this report in conjunction with other evaluative activities, may provide useful insight into the organization.

  9. An organizational survey of the Los Alamos Site

    SciTech Connect

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

    1991-11-01

    An Organizational Survey (OS) was administered at the Los Alamos Site that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concern, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. While comparisons among groups are made, it is not the purpose of this report to make evaluative statements of which profile may be positive or negative. However, using the data presented in this report in conjunction with other evaluative activities, may provide useful insight into the organization. The OS administration at the Los Alamos Site was the ninth to occur at a Department of Energy (DOE) facility. All data from the OS is presented in group summaries, by organization, department or directorate within organization, supervisory level both overall and within organization, and staff classification within organization. Statistically significant differences between groups are identified and discussed. 9 refs., 94 figs., 11 tabs.

  10. Organizational cultural survey of the Los Alamos Site

    SciTech Connect

    Not Available

    1991-11-01

    An Organizational Survey (OS) was administered at the Los Alamos Site that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental, safety, and health concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OS is to measure in a quantitative and objective way the notion of ``culture;`` that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. While comparisons among groups are made, it is not the purpose of this report to make evaluative statements of which profile may be positive or negative. However, using the data presented in this report in conjunction with other evaluative activities, may provide useful insight into the organization.

  11. Organizational Justice

    ERIC Educational Resources Information Center

    Burns, Travis

    2013-01-01

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

  12. Organizational Science

    ERIC Educational Resources Information Center

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

    2013-01-01

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

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

    PubMed

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

    2007-07-01

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

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

    PubMed

    Landry, Guylaine; Panaccio, Alexandra; Vandenberghe, Christian

    2010-01-01

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

  15. Concern for the Environment: Implications for Industrial and Organizational Psychology

    ERIC Educational Resources Information Center

    Bass, Bernard M.; Bass, Ruth

    1976-01-01

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

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

    PubMed

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

    2007-11-01

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

  17. Who initiates emergency commitments?

    PubMed

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

    2010-04-01

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

  18. Conflicting pressures on romantic relationship commitment for anxiously attached individuals.

    PubMed

    Joel, Samantha; MacDonald, Geoff; Shimotomai, Atsushi

    2011-02-01

    Anxious attachment predicts strong desires for intimacy and stability in romantic relationships, yet the relation between anxious attachment and romantic commitment is unclear. We propose that extant literature has failed to find a consistent relation because anxiously attached individuals experience conflicting pressures on commitment. Data from Australia (N=137) show that relationship satisfaction and felt security each act as suppressors of a positive relation between anxious attachment and commitment. Data from Japan (N=159) replicate the suppression effect of felt security and also demonstrate that the residual positive relation between anxious attachment and commitment can be partly explained by dependence on the partner. These findings suggest that anxiously attached individuals may be ambivalent about commitment. Dissatisfaction and worries about negative evaluation appear to exert downward pressure on commitment, counteracting the upward pressure that is exerted by factors such as relational dependency.

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

    PubMed

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

    2012-01-01

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

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

    ERIC Educational Resources Information Center

    Yoeli, Raya; Berkovich, Izhak

    2010-01-01

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

  1. Organizational Cultural Assessment of the Idaho National Engineering Laboratory

    SciTech Connect

    Not Available

    1991-06-01

    An Organizational Cultural Assessment (OCA) was performed at the Idaho National Engineering Laboratory (INEL) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. Many of these subjects are assessed in the OCS through highly developed and validated scales that have been administered in many different types of organizations. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad sample of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. The OCS administration at the INEL was the sixth to occur at a Department of Energy (DOE) facility. The INEL Organization is somewhat different from other DOE facilities are which the OCS was administered, due to the presence of six different major operating contractors. The seven organizations assessed at the INEL are: (1) Argonne National Laboratory -- West; (2) DOE Fire Department/Radiological and Environmental Sciences Laboratory; (3) EG G Idaho Incorporated; (4) MK Ferguson; (5) Protection Technology Incorporated; (6) Rockwell; and (7) Westinghouse Idaho Nuclear Company Incorporated. All data from the OCS is presented in group summaries by organization, Supervisory Level, Staff Classification, and department within organization. Statistically significant differences between groups are identified and discussed.

  2. Organizational Cultural Assessment of the Solar Energy Research Institute

    SciTech Connect

    1991-06-01

    An Organizational Cultural Assessment (OCA) was performed at the Solar Energy Research Institute (SERI) by administering an Organizational Culture Survey (OCS) that queried employees on the subjects of organizational culture, various aspects of communications, employee commitment, work group cohesion, coordination of work, environmental concerns, hazardous nature of work, safety and overall job satisfaction. The purpose of the OCS is to measure in a quantitative and objective way the notion of culture;'' that is, the values, attitudes, and beliefs of the individuals working within the organization. In addition, through the OCS, a broad simple of individuals can be reached that would probably not be interviewed or observed during the course of a typical assessment. The OCS also provides a descriptive profile of the organization at one point in time that can then be compared to a profile taken at a different point in time to assess changes in the culture of the organization. All data from the OCS is presented in group summaries, by division, supervisory level, and staff classification. Statistically significant differences between groups are identified and discussed. The most notable finding which emerges from the OCA conducted at SERI is that it is a very homogeneous organization as indicated by the few statistically significant differences found between divisions/offices, staff classifications, and supervisory levels. The results also indicate SERI to be an organization which places a large amount of emphasis on those behaviors which are considered constructive'' (i.e., Humanistic-Encouraging, Affiliative, Achievement, Self-Actualizing) and, although to a lesser extent, on those behaviors which could be regarded as passive/defensive'' (i.e., Approval, Conventional, Dependent, Avoidance). 9 refs., 11 figs., 6 tabs.

  3. Resonant leadership and workplace empowerment: the value of positive organizational cultures in reducing workplace incivility.

    PubMed

    Laschinger, Heather K Spence; Wong, Carol A; Cummings, Greta G; Grau, Ashley L

    2014-01-01

    Nursing leaders are indispensable in creating positive nursing work environments that retain an empowered and satisfied nursing workforce. Positive and supportive leadership styles can lower patient mortality and improve nurses' health, job satisfaction, organizational commitment, emotional exhaustion, and intent to stay in their position. The results of this study support the role of positive leadership approaches that empower nurses and discourage workplace incivility and burnout in nursing work environments. The findings also provide empirical support for the notion of resonant leadership, a relatively new theory of relationship-focused leadership approaches. This research adds to the growing body of knowledge documenting the key role of positive leadership practices in creating healthy work environments that promote retention of nurses in a time of a severe nursing shortage.

  4. Resonant leadership and workplace empowerment: the value of positive organizational cultures in reducing workplace incivility.

    PubMed

    Laschinger, Heather K Spence; Wong, Carol A; Cummings, Greta G; Grau, Ashley L

    2014-01-01

    Nursing leaders are indispensable in creating positive nursing work environments that retain an empowered and satisfied nursing workforce. Positive and supportive leadership styles can lower patient mortality and improve nurses' health, job satisfaction, organizational commitment, emotional exhaustion, and intent to stay in their position. The results of this study support the role of positive leadership approaches that empower nurses and discourage workplace incivility and burnout in nursing work environments. The findings also provide empirical support for the notion of resonant leadership, a relatively new theory of relationship-focused leadership approaches. This research adds to the growing body of knowledge documenting the key role of positive leadership practices in creating healthy work environments that promote retention of nurses in a time of a severe nursing shortage. PMID:24689153

  5. 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,…

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

    ERIC Educational Resources Information Center

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

    2008-01-01

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

  7. Commitment to health theory.

    PubMed

    Kelly, Cynthia W

    2008-01-01

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

  8. An Empirical Investigation of Student Satisfaction with College Courses

    ERIC Educational Resources Information Center

    Sinclaire, Jollean K.

    2014-01-01

    This paper explores the relationship between the organizational behavior concept of job satisfaction and student satisfaction with college courses. It reports on a survey of 560 students on attitudes related to aspects of college courses including views on faculty, interaction and communication, the course, the physical learning environment, and…

  9. Organizational Socialization: Processes for New Communication Faculty.

    ERIC Educational Resources Information Center

    Cawyer, Carol Stringer; Friedrich, Gustav W.

    1998-01-01

    Surveys a national sample of new faculty members in communication departments to identify features of organizational socialization. Examines perceptions of socialization for the job interview and the orientation activities. Finds that amount of time spent in orientation activities is the best predictor of satisfaction upon arrival. (SR)

  10. Job satisfaction of Jamaican elementary school teachers

    NASA Astrophysics Data System (ADS)

    Rodgers-Jenkinson, Fay; Chapman, David W.

    1990-09-01

    This study investigated correlates of job satisfaction among public (N=190) and private (N=100) Jamaican elementary school teachers. Emphasis was on the identification of factors that could be affected through administrative intervention. Results indicated that the quality of school working conditions and respondents' relationships with other teachers were significantly related to satisfaction for both public and private school teachers. School prestige and parental encouragement were also significant predictors for public school teachers; leadership style, organizational structure, and teacher-parent relationships predicted job satisfaction for private school teachers. Implications of these findings for Jamaican education are discussed.

  11. Organizational Metamorphosis in Space Research and Development.

    ERIC Educational Resources Information Center

    Tompkins, Phillip K.

    1978-01-01

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

  12. A comparison of governance types and patient satisfaction outcomes.

    PubMed

    Stumpf, L R

    2001-04-01

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

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

    ERIC Educational Resources Information Center

    Singh, Ajay Kr.; Sharma, Vandna

    2011-01-01

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

  14. Stress and Job Satisfaction among Primary Headteachers: A Question of Balance?

    ERIC Educational Resources Information Center

    Chaplain, Roland P.

    2001-01-01

    Explores perceived stress and job satisfaction among 36 primary British headteachers. Around half reported high levels of occupational stress; half were satisfied with their work. Highest satisfaction levels came from personal and organizational factors. School organization was a source of stress and satisfaction. Social support was perceived as…

  15. Commitment Tracking System (CTS)

    2009-08-07

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

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

    ERIC Educational Resources Information Center

    Dean, Roger A.; Wanous, John P.

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

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

    ERIC Educational Resources Information Center

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

    2016-01-01

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

  18. Managing by commitments.

    PubMed

    Sull, Donald N

    2003-06-01

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

  19. Maybe I Do: Interpersonal Commitment and Premarital or Nonmarital Cohabitation

    ERIC Educational Resources Information Center

    Stanley, Scott M.; Whitton, Sarah W.; Markman, Howard J.

    2004-01-01

    Explanations for the risks associated with premarital and nonmarital cohabitation (e.g., higher rates of breakup and divorce, lower relationship satisfaction, and greater risk for violent interaction) have focused on levels of conventionality, including attitudes about commitment to the institution of marriage. However, relatively little attention…

  20. 17 CFR 300.400 - Satisfaction of customer claims for standardized options.

    Code of Federal Regulations, 2010 CFR

    2010-04-01

    ... 17 Commodity and Securities Exchanges 3 2010-04-01 2010-04-01 false Satisfaction of customer... CORPORATION Closeout Or Completion of Open Contractual Commitments § 300.400 Satisfaction of customer claims... direct payment procedure pursuant to section 10 of the Act, in satisfaction of a claim based...

  1. 17 CFR 300.400 - Satisfaction of customer claims for standardized options.

    Code of Federal Regulations, 2011 CFR

    2011-04-01

    ... 17 Commodity and Securities Exchanges 3 2011-04-01 2011-04-01 false Satisfaction of customer... CORPORATION Closeout Or Completion of Open Contractual Commitments § 300.400 Satisfaction of customer claims... direct payment procedure pursuant to section 10 of the Act, in satisfaction of a claim based...

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

    ERIC Educational Resources Information Center

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

    2012-01-01

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

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

    ERIC Educational Resources Information Center

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

    2006-01-01

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

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

    ERIC Educational Resources Information Center

    Ning, Jing; Jing, Runtian

    2012-01-01

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

  5. Job satisfaction in psychiatric nursing.

    PubMed

    Ward, M; Cowman, S

    2007-08-01

    In recent years, mental health services across Europe have undergone major organizational change with a move from institutional to community care. In such a context, the impact of change on the job satisfaction of psychiatric nurses has received little attention in the literature. This paper reports on the job satisfaction of psychiatric nurses and data were collected in 2003. The population of qualified psychiatric nurses (n = 800) working in a defined geographical health board area was surveyed. Methodological triangulation with a between-methods approach was used in the study. Data were collected on job satisfaction using a questionnaire adopted from the Occupational Stress Indicator. A response rate of 346 (43%) was obtained. Focus groups were used to collect qualitative data. Factors influencing levels of job satisfaction predominantly related to the nurses work location. Other factors influencing job satisfaction included choice of work location, work routine, off duty/staff allocation arrangements, teamwork and working environment. The results of the study highlight to employers of psychiatric nurses the importance of work location, including the value of facilitating staff with choices in their working environment, which may influence the recruitment and retention of nurses in mental health services. PMID:17635253

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

    PubMed

    Grubb, W Lee

    2006-10-01

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

  7. Who are the "committed"?

    PubMed

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

    1977-10-01

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

  8. Practical Relativistic Bit Commitment.

    PubMed

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

    2015-07-17

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

  9. Unit commitment literature synopsis

    SciTech Connect

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

    1994-02-01

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

  10. Typologizing Organizational Amnesia

    ERIC Educational Resources Information Center

    Othman, Rozhan; Hashim, Noor Azuan

    2004-01-01

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

  11. The effects of health worker motivation and job satisfaction on turnover intention in Ghana: a cross-sectional study

    PubMed Central

    2014-01-01

    Background Motivation and job satisfaction have been identified as key factors for health worker retention and turnover in low- and middle-income countries. District health managers in decentralized health systems usually have a broadened ‘decision space’ that enables them to positively influence health worker motivation and job satisfaction, which in turn impacts on retention and performance at district-level. The study explored the effects of motivation and job satisfaction on turnover intention and how motivation and satisfaction can be improved by district health managers in order to increase retention of health workers. Methods We conducted a cross-sectional survey in three districts of the Eastern Region in Ghana and interviewed 256 health workers from several staff categories (doctors, nursing professionals, allied health workers and pharmacists) on their intentions to leave their current health facilities as well as their perceptions on various aspects of motivation and job satisfaction. The effects of motivation and job satisfaction on turnover intention were explored through logistic regression analysis. Results Overall, 69% of the respondents reported to have turnover intentions. Motivation (OR = 0.74, 95% CI: 0.60 to 0.92) and job satisfaction (OR = 0.74, 95% CI: 0.57 to 0.96) were significantly associated with turnover intention and higher levels of both reduced the risk of health workers having this intention. The dimensions of motivation and job satisfaction significantly associated with turnover intention included career development (OR = 0.56, 95% CI: 0.36 to 0.86), workload (OR = 0.58, 95% CI: 0.34 to 0.99), management (OR = 0.51. 95% CI: 0.30 to 0.84), organizational commitment (OR = 0.36, 95% CI: 0.19 to 0.66), and burnout (OR = 0.59, 95% CI: 0.39 to 0.91). Conclusions Our findings indicate that effective human resource management practices at district level influence health worker motivation and job satisfaction

  12. Relationship between organizational justice and organizational safety climate: do fairness perceptions influence employee safety behaviour?

    PubMed

    Gyekye, Seth Ayim; Haybatollahi, Mohammad

    2014-01-01

    This study investigated the relationships between organizational justice, organizational safety climate, job satisfaction, safety compliance and accident frequency. Ghanaian industrial workers participated in the study (N = 320). Safety climate and justice perceptions were assessed with Hayes, Parender, Smecko, et al.'s (1998) and Blader and Tyler's (2003) scales respectively. A median split was performed to dichotomize participants into 2 categories: workers with positive and workers with negative justice perceptions. Confirmatory factors analysis confirmed the 5-factor structure of the safety scale. Regression analyses and t tests indicated that workers with positive fairness perceptions had constructive perspectives regarding workplace safety, expressed greater job satisfaction, were more compliant with safety policies and registered lower accident rates. These findings provide evidence that the perceived level of fairness in an organization is closely associated with workplace safety perception and other organizational factors which are important for safety. The implications for safety research are discussed.

  13. Who Is Likely to Commit to a Career With Older Adults?

    PubMed

    Gendron, Tracey; Welleford, E Ayn; Pelco, Lynn; Myers, Barbara J

    2016-01-01

    Gerontology, as an academic discipline, provides professionals with the conceptual knowledge and the skills necessary to address the complexities of working with a diverse aging population. We know little about what attracts professionals to the aging field and what maintains commitment to these careers. The aim of this study was to investigate the roles of career motivation, job satisfaction, anxiety about aging, and professional identity in relation to career commitment among those working with older adults. Participants (N = 756) were recruited through organizations and institutions serving older adults and responded to an online survey. Participants' motivation for working with older adults, level of job satisfaction, and exposure to formal gerontological education significantly predicted career commitment. In addition, aging anxiety mediated the relationship between job satisfaction and career commitment. This study sheds lights on perspectives of professionals working with older adults and highlights areas for future gerontological research and training. PMID:25153156

  14. Organizational wisdom.

    PubMed

    Limas, Michael J; Hansson, Robert O

    2004-01-01

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

  15. Effects of Gender on Engineering Career Commitment

    NASA Astrophysics Data System (ADS)

    Barker, Anne M.

    Engineering has been one of the most difficult fields for 'women to enter and in which to succeed. Although the percentage of female engineers has Increased, women are still seriously underrcpresented in the workforce. This study examined the effect offender on career commitment, success, satisfaction, and involvement in engineering, and the effect of personality and work environment on these variables. Alumni from an engineering school in the northeastern United States were surveyed. The questionnaire was analyzed using statistical and descriptive methods to determine relationships among these variables. Women's commitment scores were lower than men's when controlled for other variables, including satisfaction and involvement. Men had longer tenure as engineers than women, even when controlled for year of graduation, professional engineering status, and number of children. Women did not leave engineering in different proportions than men, but they did earn significantly less despite controlling for year of graduation and number of hours worked weekly. Some gender differences in workplace experience were also found, including having colleagues act protectively, being mistaken for secretaries, and seeing men progress faster in their careers than equally qualified women.

  16. 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

  17. Social Information Processing and Job Characteristics: A Simultaneous Test of Two Theories with Implications for Job Satisfaction.

    ERIC Educational Resources Information Center

    Pollock, Timothy G.; Whitbred, Robert C.; Contractor, Noshir

    2000-01-01

    Tests two theories regarding the factors that influence job satisfaction in an organizational setting: the job characteristic theory, and the social information processing theory. Finds individuals' job satisfaction is predicted by objective characteristics of the job, and an individual's level of job satisfaction is influenced by the job…

  18. When Teaching and Volunteering Go Together: Exploring Participation Characteristics and Demographic Backgrounds of Senior Volunteer Teachers and Their Teaching Satisfaction

    ERIC Educational Resources Information Center

    Leung, D. D. M.

    2016-01-01

    Senior volunteer teachers play important roles in learning programmes for the elderly. These volunteers' level of teaching satisfaction was assumed to influence programmes, their organizational behaviours and outcomes. However, scant research has focused specifically on volunteers' levels of satisfaction with teaching and how their satisfaction is…

  19. CTS. Commitment Tracking System

    SciTech Connect

    Stucki, F.K.

    1992-06-01

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

  20. The role of organizational trust in safety climate's influence on organizational outcomes.

    PubMed

    Kath, Lisa M; Magley, Vicki J; Marmet, Matthew

    2010-09-01

    Based on elements of social exchange theory and other conceptualizations of trust, a model was developed situating organizational trust as a central component to the relationship that safety climate has with organizational outcomes. Specifically, the model specified that two facets of safety climate--upward safety communication and management attitudes toward safety--would be positively related to organizational trust. Increased levels of trust would then predict increased motivation to engage in safe job-related behaviors, increased job satisfaction, and decreased turnover intentions. Another hypothesis investigated whether job safety relevance would moderate the relationship between safety climate and trust. Online survey research was conducted with 599 employees from 97 work groups across a New England grocery store chain. Hierarchical linear modeling indicated support for trust mediating the relationship between safety climate and organizational outcomes; further, the relationship between safety climate and trust was stronger within work groups where safety was more relevant.

  1. The Impact of Organization Culture on Satisfaction of Engineers in Technology

    NASA Technical Reports Server (NTRS)

    Westbrook, Jerry W.; Takada, Pamela W.; Roth, Axel (Technical Monitor)

    2001-01-01

    In today's technological workplace with the shortage of qualified knowledge workers, the factors that lead to job satisfaction have increasing importance. Several past studies have indicated that knowledge worker job satisfaction increases when Herzberg motivators are present. Other research has indicated that job satisfaction improves as the degree of organic organizational culture increases. After examining the factors that led to knowledge worker job satisfaction, the current study was undertaken. Knowledge workers in varying organizational cultures were surveyed in an effort to determine if there is a relationship between the degree of knowledge worker job satisfaction and the measure of organic organization culture. Two survey instruments, the Organizational Cultural Assessment (OCA) developed by Riegle, and the Minnesota Satisfaction Questionnaire (MSQ), were utilized. The OCA delineates degree of organic culture present whereas the MSQ measures job satisfaction. Results of both surveys were statistically analyzed to determine if knowledge workers experience higher satisfaction levels in organic organizational cultures. Once data was analyzed and the hypothesis proven, this could lead companies to move toward an organic culture with emphasis on motivators in an effort to make their organizational culture more conducive to higher employee retention. Through understanding the factors that lead to increased job satisfaction, corporate resources could more efficiently utilized. A total of eight high technology workplaces were surveyed. Five of the eight workplaces yielded statistically significant positive correlation between a positive organizational culture and increased job satisfaction. These initial results indicate the connection between culture and job satisfaction. The relationship will be further analyzed through future surveys of numerous high technology workplaces.

  2. What child welfare staff say about organizational culture.

    PubMed

    Spath, Robin; Strand, Virginia C; Bosco-Ruggiero, Stephanie

    2013-01-01

    This article examines the factors that can affect job satisfaction, organizational culture and climate, and intent to leave at a public child welfare agency. Findings from focus group data collected from direct line, middle, and senior managers revealed a passive defensive culture. The authors discuss concrete organizational interventions to assist the agency in shifting to a constructive oriented culture through enhancements in communication, including supervision and shared decisionmaking, recognition and rewards, and improvement in other areas related to working conditions.

  3. What child welfare staff say about organizational culture.

    PubMed

    Spath, Robin; Strand, Virginia C; Bosco-Ruggiero, Stephanie

    2013-01-01

    This article examines the factors that can affect job satisfaction, organizational culture and climate, and intent to leave at a public child welfare agency. Findings from focus group data collected from direct line, middle, and senior managers revealed a passive defensive culture. The authors discuss concrete organizational interventions to assist the agency in shifting to a constructive oriented culture through enhancements in communication, including supervision and shared decisionmaking, recognition and rewards, and improvement in other areas related to working conditions. PMID:23984484

  4. Nursing Professional Development Organizational Value Demonstration Project.

    PubMed

    Harper, Mary G; Aucoin, Julia; Warren, Joan I

    2016-01-01

    A common question nursing professional development (NPD) practitioners ask is, "How many NPD practitioners should my organization have?" This study examined correlations among facility size and structure, NPD practitioner characteristics and time in service, and organizational outcomes. Organizations with a higher rate of NPD full-time equivalents per bed had higher patient satisfaction with nurses' communication and provision of discharge instruction on their HCAHPS (Hospital Consumer Assessment of Healthcare Provider and Systems) scores. PMID:27648899

  5. Nursing Professional Development Organizational Value Demonstration Project.

    PubMed

    Harper, Mary G; Aucoin, Julia; Warren, Joan I

    2016-01-01

    A common question nursing professional development (NPD) practitioners ask is, "How many NPD practitioners should my organization have?" This study examined correlations among facility size and structure, NPD practitioner characteristics and time in service, and organizational outcomes. Organizations with a higher rate of NPD full-time equivalents per bed had higher patient satisfaction with nurses' communication and provision of discharge instruction on their HCAHPS (Hospital Consumer Assessment of Healthcare Provider and Systems) scores.

  6. Commitment to Peace.

    ERIC Educational Resources Information Center

    Montessori, Renilde

    1995-01-01

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

  7. Committed Sport Event Volunteers

    ERIC Educational Resources Information Center

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

    2013-01-01

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

  8. Job satisfaction trends during nurses' early career

    PubMed Central

    Murrells, Trevor; Robinson, Sarah; Griffiths, Peter

    2008-01-01

    Background Job satisfaction is an important component of nurses' lives that can impact on patient safety, productivity and performance, quality of care, retention and turnover, commitment to the organisation and the profession. Little is known about job satisfaction in early career and how it varies for different groups of nurses. This paper investigates how the components of job satisfaction vary during early career in newly qualified UK nurses. Methods Nurses were sampled using a combined census and multi-stage approach (n = 3962). Data were collected by questionnaire at 6 months, 18 months and 3 years after qualification between 1998 and 2001. Scores were calculated for seven job satisfaction components and a single item that measured satisfaction with pay. Scores were compared longitudinally and between nursing speciality (general, children's, mental health) using a mixed model approach. Results No single pattern across time emerged. Trends varied by branch and job satisfaction component. Rank order of job satisfaction components, from high to low scores, was very similar for adult and child branch nurses and different for mental health. Nurses were least satisfied with pay and most satisfied with relationships at 6 and 18 months and with resources (adult and child) and relationships (mental health) at 3 years. Trends were typically upwards for adult branch nurses, varied for children's nurses and downwards for mental health nurses. Conclusion The impact of time on job satisfaction in early career is highly dependent on specialism. Different contexts, settings and organisational settings lead to varying experiences. Future research should focus on understanding the relationships between job characteristics and the components of job satisfaction rather than job satisfaction as a unitary construct. Research that further investigates the benefits of a formal one year preceptorship or probationary period is needed. PMID:18534023

  9. From controlled to committed.

    PubMed

    Hess, J C

    1996-02-01

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

  10. From controlled to committed.

    PubMed

    Hess, J C

    1996-02-01

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

  11. Commitment and concern in the health service.

    PubMed

    Weir, R D

    1976-01-01

    As part of a general review of the use of local health services resources, a specific enquiry was mounted to examine the recurring complaint of a lack of identity or sense of belonging made by staff working in the largest district of the Grampian Health Board. The investigation pointed to clearly identifiable sources of confusion and concern: (a) a need to identify with and feel committed to the health service; (b) a sense of purpose and direction; (c) satisfaction with the conditions of service; (d) an understanding of an individual's role and its relationship to others'. It is relatively easy to list the problems, such as friction between occupational groups, lack of commitment, uncertainty over duties and authority, reluctance to delegate and resistance to, or even outright rejection of, decisions apparently at variance with professional advice. In addition to these internal stresses the health service is perpetually beset by two other external problems, namely what it is expected to achieve and the finance allowed to attain its goals. The various groups within the service are in no way agreed on roles and responsibilities, Without agreement goals cannot be defined. Without goals, use of resources cannot be rationalized. Without a demonstrably fair distribution of resources, neither the public nor health service staff will feel confident or committed. Somewhere this cycle must be broken.

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

    PubMed

    Shamir, B; Bargal, D

    1982-01-01

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

  13. Validation of the Organizational Culture Assessment Instrument

    PubMed Central

    Heritage, Brody; Pollock, Clare; Roberts, Lynne

    2014-01-01

    Organizational culture is a commonly studied area in industrial/organizational psychology due to its important role in workplace behaviour, cognitions, and outcomes. Jung et al.'s [1] review of the psychometric properties of organizational culture measurement instruments noted many instruments have limited validation data despite frequent use in both theoretical and applied situations. The Organizational Culture Assessment Instrument (OCAI) has had conflicting data regarding its psychometric properties, particularly regarding its factor structure. Our study examined the factor structure and criterion validity of the OCAI using robust analysis methods on data gathered from 328 (females = 226, males = 102) Australian employees. Confirmatory factor analysis supported a four factor structure of the OCAI for both ideal and current organizational culture perspectives. Current organizational culture data demonstrated expected reciprocally-opposed relationships between three of the four OCAI factors and the outcome variable of job satisfaction but ideal culture data did not, thus indicating possible weak criterion validity when the OCAI is used to assess ideal culture. Based on the mixed evidence regarding the measure's properties, further examination of the factor structure and broad validity of the measure is encouraged. PMID:24667839

  14. Validation of the organizational culture assessment instrument.

    PubMed

    Heritage, Brody; Pollock, Clare; Roberts, Lynne

    2014-01-01

    Organizational culture is a commonly studied area in industrial/organizational psychology due to its important role in workplace behaviour, cognitions, and outcomes. Jung et al.'s [1] review of the psychometric properties of organizational culture measurement instruments noted many instruments have limited validation data despite frequent use in both theoretical and applied situations. The Organizational Culture Assessment Instrument (OCAI) has had conflicting data regarding its psychometric properties, particularly regarding its factor structure. Our study examined the factor structure and criterion validity of the OCAI using robust analysis methods on data gathered from 328 (females = 226, males = 102) Australian employees. Confirmatory factor analysis supported a four factor structure of the OCAI for both ideal and current organizational culture perspectives. Current organizational culture data demonstrated expected reciprocally-opposed relationships between three of the four OCAI factors and the outcome variable of job satisfaction but ideal culture data did not, thus indicating possible weak criterion validity when the OCAI is used to assess ideal culture. Based on the mixed evidence regarding the measure's properties, further examination of the factor structure and broad validity of the measure is encouraged.

  15. Validation of the organizational culture assessment instrument.

    PubMed

    Heritage, Brody; Pollock, Clare; Roberts, Lynne

    2014-01-01

    Organizational culture is a commonly studied area in industrial/organizational psychology due to its important role in workplace behaviour, cognitions, and outcomes. Jung et al.'s [1] review of the psychometric properties of organizational culture measurement instruments noted many instruments have limited validation data despite frequent use in both theoretical and applied situations. The Organizational Culture Assessment Instrument (OCAI) has had conflicting data regarding its psychometric properties, particularly regarding its factor structure. Our study examined the factor structure and criterion validity of the OCAI using robust analysis methods on data gathered from 328 (females = 226, males = 102) Australian employees. Confirmatory factor analysis supported a four factor structure of the OCAI for both ideal and current organizational culture perspectives. Current organizational culture data demonstrated expected reciprocally-opposed relationships between three of the four OCAI factors and the outcome variable of job satisfaction but ideal culture data did not, thus indicating possible weak criterion validity when the OCAI is used to assess ideal culture. Based on the mixed evidence regarding the measure's properties, further examination of the factor structure and broad validity of the measure is encouraged. PMID:24667839

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

    ERIC Educational Resources Information Center

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

    2016-01-01

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

  17. 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…

  18. Maximizing nurse practitioners' contributions to primary care through organizational changes.

    PubMed

    Poghosyan, Lusine; Aiken, Linda H

    2015-01-01

    The nurse practitioner (NP) workforce represents a considerable supply of primary care providers able to contribute to meeting a growing demand for care. However, organizational barriers hinder their optimal use. This article presents reports from 592 NPs on their roles, organizational support available to them, relationships between NPs and administration, their job satisfaction, and intentions of leaving their jobs. Nurse practitioners reported deficits in organizational context of care, problematic deployment of resources, and unfavorable working relationships with administrators. Addressing these challenges and creating work environments conducive to NP practice are necessary to fully exploit the capacity of the NP workforce. PMID:25748259

  19. Organizational Structure of Multinational Banks in Hong Kong from a Culture-Free Perspective.

    ERIC Educational Resources Information Center

    Birnbaum, Philip H.; Wong, Gilbert Y. Y.

    1985-01-01

    This study examines culture-free and culture-bound hypotheses used to explain organizational structures. A survey of Hong Kong Chinese managerial employees in 20 multinational banks examined work satisfaction with relation to organizational structure, controlling for job structure and individual attributes. Findings generally supported the…

  20. Assessing organizational effectiveness in higher education drug prevention consortia.

    PubMed

    Sheldon-Keller, A E; Lloyd-McGarvey, E; Canterbury, R J

    1995-01-01

    Eighty-three consortia of institutions of higher education, organized under funding from the Fund for the Improvement of Post-Secondary Education (FIPSE) Drug Prevention Programs of the Department of Education, were surveyed to measure organizational effectiveness. Generalized satisfaction with the functioning of the consortia was related to the number of active members, the average miles traveled to meetings, satisfaction with performance of task functions, members' roles, the level of trust among members and the level of creativity and innovation in problem-solving. Satisfaction with goal attainment was significantly related to the presence of at least one "internal" goal for the consortium.