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

Science.gov (United States)

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…

Committed effective doses at various times after intakes of radionuclides

CERN Document Server

Phipps, A W; Kendall, G M; Silk, T J; Stather, J W

1991-01-01

This report contains details of committed effective doses at nine times after intake from intakes by ingestion and inhalation of 1 mu 1 AMAD particles by adults. Data are given for various chemical forms of 359 nuclides. It complements NRPB-R245 which describes the changes which have taken place since the last NRPB compendium of dose per unit intake factors (dose coefficients) and gives summary tables. Information on committed equivalent doses to organs is given in NRPB-M288. The information given in these memoranda is also available as a microcomputer package - NRPB-SR245.

THE ASSOCIATION OF ISLAMIC BASED CARING MODEL AND COMMITMENT TO ORGANIZATION IN STAFF NURSES

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Yuda Ayu Timorita

2017-12-01

Full Text Available Background: Strong organizational commitment is needed by hospitals to attract and retain nursing staffs in order to consistently deliver good quality of nursing services. The decrease in organizational commitment among nurses can cause many losses to the organization, including increased organizational spending, breakdown in patient care, and cause performance trends that appear not for the benefit of the organization or unit, but more for personal self-interest. Objective: To analyze the relationship of the application of Islamic Based Caring (IBC model with organizational commitment among nurses. Methods: This was a correlation analytic research with cross sectional design. There were 108 nurses selected using a propotionate stratified random sampling. Islamic Based Caring was measured using a questionnaire developed based on the theory of Suhartini Ismail (2016, and organizational commitment was measured using a questionnaire developed based on the concept of Caldwell, O’Reilly & Chatmann (1990 and Mowday, Porter dan Steers (1982 in Asmaningrum (2009. Logistic regression and forward stepwise (conditional method were used for data analysis. Results: There was a statistically significant correlation of a healing presence (p=0.000, caring relationship (p=0.010, caring environment (p=0.045 and belief in God (p=0.000. Belief in God (Allah SWT has the highest correlation (OR=6.660 with organizational commitment among nurses. Conclusion: There is a positive and significant relationship between the implementation of Islamic Based Caring with the organization's commitment among nurses.

World Tourism Organization - 30 years of commitment to environmental protection

Energy Technology Data Exchange (ETDEWEB)

Shackleford, P.

1985-01-01

The paper traces 30 years of commitment to environmental values of tourism by the intergovernmental World Tourism Organization. Such commitment was almost unfashionable in the 1950s but gradually what began as an article of faith was vindicated by results of market research showing that the protection, enhancement and improvement of man's physical and human environment were among the fundamental requirements for the harmonious development of tourism. The establishment of the United Nations Environmental Program at last gave WTO a partner with the necessary authority with which the world body could walk towards mutually agreed goals.

World Tourism Organization - 30 years of commitment to environmental protection

Energy Technology Data Exchange (ETDEWEB)

Shackleford, P

1985-01-01

The paper traces 30 years of commitment to environmental values of tourism by the intergovernmental World Tourism Organization. Such commitment was almost unfashionable in the 1950s but gradually what began as an article of faith was vindicated by results of market research showing that the protection, enhancement and improvement of man's physical and human environment were among the fundamental requirements for the harmonious development of tourism. The establishment of the United Nations Environmental Program at last gave WTO a partner with the necessary authority with which the world body could walk towards mutually agreed goals.

The distribution of committed dose equivalents to workers exposed to tritium in the luminising industry in the United Kingdom

International Nuclear Information System (INIS)

Hipkin, J.

1977-01-01

In the United Kingdom tritium has become almost the only radionuclide that is used in luminising. Two distinct methods of luminising are used, one involving the use of tritium gas and the other involving the use of tritium activated luminous paint. All major luminisers have voluntarily taken part in urine monitoring programmes. The analyses have been carried out by the National Radiological Protection Board and estimates of committed dose equivalent have been made from the results. The work presented is an analysis of the committed dose equivalents received by all the individuals monitored in the years 1974, 1975 and 1976. It is shown that doses follow, in general, a lognormal distribution modified only at the high dose end by what must be described as dose management. Further evidence for dose management is seen when the pattern of dose versus time are analysed for selected individuals. It is shown that the maximum permissible dose as recommended by the International Commission on Radiological Protection, is only rarely exceeded. It is also shown that there is a substantial difference in the degree of exposure between workers involved in gaseous tritium luminising and workers using paint luminising. A comparison is made between exposure in gaseous tritium luminising and exposure in another common use of gaseous tritium, ie. the filling of electronic devices with tritium gas. It is shown that exposure is very much less in the electronic device work

The relationship of role-related variables to job satisfaction and commitment to the organization in a restructured hospital environment.

Science.gov (United States)

Lopopolo, Rosalie B

2002-10-01

Many factors in today's hospitals can influence how physical therapists view their work experience. Changing roles, with the accompanying stress, and professionalism may contribute to a therapist's perception of his or her job and the organization in which he or she works. In this study, the relationship between changes in physical therapist role behaviors following hospital restructuring and 2 work-related outcomes--job satisfaction and commitment to the organization--was studied. The influence of stress and occupational commitment on these outcomes also was examined. Through a survey of 273 hospital-based physical therapists, changes in physical therapist role behaviors, levels of stress, occupational commitment, job satisfaction, and commitment to the organization following restructuring were identified and examined. Six role behavior dimensions reflecting professional and organizational responsibilities were identified from the data. After controlling for sample demographics, the professional role behaviors, specifically those reflecting interaction and integration with other practitioners, appeared to exert a small, but positive, influence on job satisfaction and commitment to the organization. In addition, occupational commitment had a positive influence, whereas stress had a negative influence on job satisfaction and commitment to the organization. Multiple aspects of a clinician's role could influence job satisfaction and commitment to the organization following hospital restructuring. The most influential factor was stress, which often accompanies organizational change. However, the positive influence of occupational commitment and the role behaviors that involve increased interaction with other people reflect professional role characteristics described in the Guide to Physical Therapist Practice were noted.

THE ROLE OF ORGANIZATIONAL COMMITMENT MEDIATION ON THE EFFECT OF PERSON-ORGANIZATION FIT AND JOB SATISFACTION TO TURNOVER INTENTION

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Risma N.

2018-02-01

Full Text Available This study aimed to analyze and find out the role of organizational commitment mediation on the effect of person-organization fit and job satisfaction to the turnover intention of marketing funding employees. The research method used was quantitative. The type of this research was causal associative by using purposive sampling method in the sample determination. Respondents are 96 employees of Marketing Funding at Bank Nusa Tenggara Barat, Indonesia. The data analysis technique used was Partial Least Square analysis. The research result showed that person-organization fit has no significant effect on turnover intention, job satisfaction has no significant effect on turnover intention, person-organization fit has significant effect on the organizational commitment, job satisfaction has significant effect on organizational commitment, organizational commitment has significant effect on turnover intention, organizational commitment fully mediates the relationship between person-organization fit on turnover intention, and organizational commitment fully mediates the relationship between job satisfaction on turnover intention.

Organizational Loyalty and Organizational Commitment: An Analysis in Terms of Political Party Organizations

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Akyay Uygur

2010-12-01

Full Text Available Sense of belonging is a psychological condition in which loyalties are divided into two. Organizational commitment, the value of the individual within the organization to accept and hear the desire to remain in the organization as it is defined. Identify a specific individual's loyalty to the organizational integration organizations, in the form of sincere commitment and dedication has been defined. This study aimed to determine the level of organizational loyalty to Turkey's third largest political party (AKP, CHP, MHP, feeling of belonging to the organization aims to determine the level of loyalty of the individual. Organizational loyalty created in accordance with this scale in city information was collected from 674 people. Accordingly, the highest level of organizational loyalty to the party MHP, the second CHP and third place in the AKP has emerged.

Person-Organization Commitment: Bonds of Internal Consumer in the Context of Non-profit Organizations.

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Juaneda-Ayensa, Emma; Clavel San Emeterio, Mónica; González-Menorca, Carlos

2017-01-01

From an Organizational Behavior perspective, it is important to recognize the links generated between individuals and the organization that encourage a desire for permanence. After more than a half century of research, Organizational Commitment remains one of the open questions in the Psychology of Organizations. It is considered an essential factor for explaining individual behavior in the organization such as satisfaction, turnover intention, or loyalty. In this paper, we analyze different contributions regarding the nature of the bond between the individual and the organization. Taking into account the peculiarities of Non-profit Organizations, we present different interpretation for later validation, comparing results from the Confirmatory Factor Analysis of the four models obtained using exploratory factor analysis, both conducted on a sample of 235 members of Non-profit Organizations.

Employed family physician satisfaction and commitment to their practice, work group, and health care organization.

Science.gov (United States)

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

2010-04-01

Test a model of family physician job satisfaction and commitment. 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. A cross-sectional survey was used to collect data about physician working conditions, job satisfaction, commitment, and demographic variables. 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. Social relationships are stronger predictors of employed family physician satisfaction and commitment than staff support, job control, income, or time pressure.

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

Science.gov (United States)

Dávila, Ma Celeste; Jiménez García, Gemma

2012-03-01

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

Equivalent sphere approximations for skin, eye, and blood-forming organs

International Nuclear Information System (INIS)

Maxson, W.L.; Townsend, L.W.; Bier, S.G.

1996-01-01

Throughout the manned spaceflight program, protecting astronauts from space radiation has been the subject of intense study. For interplanetary crews, two main sources of radiation hazards are solar particle events (SPEs) and galactic cosmic rays. For nearly three decades, crew doses and related shielding requirements have been assessed using the assumption that body organ exposures are well approximated by exposures at the center of tissue-equivalent spheres. For the skin and for blood-forming organs (BFOs), these spheres have radii of 0 and 5 cm, respectively. Recent studies indicate that significant overestimation of organ doses occurs if these models are used instead of realistic human geometry models. The use of the latter, however, requires much longer computational times. In this work, the authors propose preliminary revisions to these equivalent sphere approximations that yield more realistic dose estimates

Affective Commitment to Organizations: A Comparison Study of Reverse Mentoring Versus Traditional Mentoring Among Millennials

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Catrin Hechl

2017-08-01

Full Text Available A current topic of interest in management and organization research is the phenomenon of a generation shift in the workforce and how this shift will affect organizations in the near future.  Millennials represent the largest generational cohort in the American workforce.  Organizations find themselves challenged with retention efforts as Millennials tend to leave an organization after short tenures.  The problem this study addressed is the high turnover rates among millennial employees. Specifically, it was unknown whether Millennials who received reverse mentoring evidenced greater affective commitment to the organization as compared to Millennials who received standard mentoring.  The purpose of this study was to investigate the hypothesis that Millennials who received reverse mentoring evidenced greater affective commitment to the organization as compared to Millennials who received standard mentoring.  A two group post-test only quasi-experimental design was conducted.  A total of 90 participants (45 per group completed the survey.  The survey was conducted by Qualtrics, an online survey company.  The sample population included male and female individuals, born between 1982 and 1998, employed by all types of organizations in the United States and participating in a mentoring program at the time the survey was taken.  Affective commitment was greater in the reverse mentoring group (M = 36.683, SE = .959 compared to the traditional mentoring group (M = 34.984, SE = .959.  However, after adjustment for quality of relationship (LMX and length and frequency of mentoring (LFM there was no statistically significant difference (p < .05 between traditional mentoring and reverse mentoring on affective commitment to the organization indicated by F(1,86 = 1.569, p = .214.  Additional results of this study showed that two-thirds of the surveyed millennial employees had already exceeded the average length of employment of 12 to 18 months with

Employee organizational commitment

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Radosavljević Života

2017-01-01

Full Text Available This paper shows the results of research on organizational commitment as a type of attitudes that show the identification level of employees with their organizations and their willingness to leave them. The research has been conducted with intention to determine the level of organizational commitment on the territory of Novi Sad, as well as to question whether there is a difference between certain categories of examinees for each commitment base. The research comprised 237 examinees employed in organizations on the territory of Novi Sad. Status of independent variables have gained: gender, years of working experience, educational level, working experience in one or more organizations and estimation of level of personal potentials utility. The questionnaire used is taken from the Greenberg and Baron's 'Behaviour in Organizations', p. 170, done according to set of questions by Meyer and Allen, in 1991. The data have been worked on by calculating arithmetic mean, and by application of Pearson Chi-square test. The results have shown that there is a below average level of organizational (AS=2.88, with the most intensive continual (AS=3.23, and the least intensive normative organizational dedication (AS=2.41. The gender of examinees does not represent relevant source of differences in the levels of each type of three mentioned commitment. Years of working experience and level of educational attainment represent a significant source of differences for continual (YWE: Pearson Chi-square = 30,38; df = 8; p = .000 (LEA: Pearson Chi-square = 7,381; df = 2; p = .05 and normative (YWE: Pearson Chi- square = 20,67; df = 8; p = .000 (LEA: Pearson Chi-square = 10,79; df = 2; p = .00 base of commitment. Work in one or more organizations has shown as a significant source of differences in the level of continual commitment (Pearson Chi-square = 7, 59; df = 2; p = .05. The level of affective commitment is statistically significantly related only to the estimation

Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

Energy Technology Data Exchange (ETDEWEB)

Umamaheswari S, Jayasree Krishnan

2016-07-01

Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organization. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention. Design/methodology/approach: A survey was completed by 416 employees working in five ceramic sanitary ware factories located at different places in India. Questionnaire consisting of items adopted from previous researches were used to collect data. The selection of respondents was based on the simple random sampling. Findings: Findings reveals that organization commitment influences retention and all the above factors enhances it. Moreover organization commitment partially mediates the relationship between proposed factors and retention. However multiple regression analysis indicated that training and development did not have any notable influence on retention. Limitations: This study was conducted in a particular country and also in a particular sector of manufacturing industry, which limits generalization .Possibility of bias towards their organization and assumption that respondents know about their organization are other limitations. Implications: This paper offers recommendations to HR(Human resource) managers that they should extend their support to work environment, supervisor support and training and development in order to generate better relationship with employees and to reduce their likelihood of leaving the company

Work values and organizational commitment.

Science.gov (United States)

Kidron, A

1978-06-01

Dubin, Champoux and Porter (1975) found a strong relationship between central life interests of workers and their commitment to the organization. This paper extends their findings by investigating the relationship between work values, defined as the Protestant Ethic of the worker, and commitment to the organization. A distinction is made between moral and calculative commitment, and it is shown that work values are related more to moral than calculative involvement.

Work force retention: Role of work environment, organization commitment, supervisor support and training & development in ceramic sanitary ware industries in India

Directory of Open Access Journals (Sweden)

Umamaheswari S

2016-08-01

Full Text Available Purpose: Although retention of employees has become hot topic in this career turbulent era, practically no empirical research is carried out in the fast growing ceramic sector till now and this research fills the gap in the literature. The literatures surveys reported that organization commitment is an important determinant of retention and work environment, supervisor support and training and development are the most relevant antecedents increasing commitment towards organization. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention. Design/methodology/approach: A survey was completed by 416 employees working in five ceramic sanitary ware factories located at different places in India. Questionnaire consisting of items adopted from previous researches were used to collect data. The selection of respondents was based on the simple random sampling. Findings: Findings reveals that organization commitment influences retention and all the above factors enhances it. Moreover organization commitment partially mediates the relationship between proposed factors and retention. However multiple regression analysis indicated that training and development did not have any notable   influence on retention. Limitations: This study was conducted in a particular country and also in a particular sector of manufacturing industry, which limits generalization .Possibility of bias towards their organization and assumption that respondents know about their organization are other limitations. Implications: This paper offers recommendations to HR(Human resource managers that they should extend their support to work environment, supervisor support and training and development in order to generate better relationship with employees and to reduce their

Organizational commitment of military physicians.

Science.gov (United States)

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.

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

Science.gov (United States)

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…

Organizational and Client Commitment among Contracted Employees

Science.gov (United States)

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…

Job Satisfaction and Organizational Commitment: Affective Commitment Predictors in a Group of Professionals

Science.gov (United States)

Ferretti, Maria Santa

Job satisfaction and organizational commitment have long been identified as relevant factors for the well-being of individuals within an organization and the success of the organization itself. As the well-being can be, in principle, considered as emergent from the influence of a number of factors, the main goal of a theory of organizations is to identify these factors and the role they can play. In this regard job satisfaction and organizational commitment have been often identified with structural factors allowing an organization to be considered as a system, or a wholistic entity, rather than a simple aggregate of individuals. Furthermore, recent studies have shown that job satisfaction has a significant, direct effect on determining individuals' attachment to an organization and a significant but indirect effect on their intention to leave a company. However, a complete assessment of the role of these factors in establishing and keeping the emergence of an organization is still lacking, due to shortage of measuring instruments and to practical difficulties in interviewing organization members. The present study aims to give a further contribution to what is currently known about the relationship between job satisfaction and affective commitment by using a group of professionals, all at management level. A questionnaire to measure these constructs, following a pilot study, was designed and administered to 1042 participants who were all professionals and had the title of industrial manager or director. The factors relating to job satisfaction and the predictive value of these factors (to predict an employee's emotional involvement with their organization) were simultaneously tested by a confirmative factorial model. The results were generalized with a multi-sample procedure by using models of structural equations. This procedure was used to check whether these factors could be considered or not as causes producing the measured affective commitment. The results

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

Science.gov (United States)

Bergami, M; Bagozzi, R P

2000-12-01

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

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

Science.gov (United States)

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 included…

Cognitive styles, user acceptance and commitment to strategic plans in public organizations: an empirical analysis

NARCIS (Netherlands)

B.R.J. George (Bert); S. Desmidt (Sebastian); E. Cools (Eva); A. Prinzie (Anita)

2017-01-01

textabstractGiven the lack of insights into the micro-determinants of strategic planning (SP) in public organizations, this study uses information-processing theory and self-efficacy theory to investigate individual-level predictors of commitment to strategic plans among planning team members

The Impact Of Demographic Factors On Organisational Commitment ...

African Journals Online (AJOL)

The Study Investigated the Impact of demographic factors on organization commitment among workers in selected work organizations in Lagos State of Nigeria. This was for the purpose of ascertaining the relevance of demographic factors on workers' commitment to organizations goal achievement in Nigeria. The ex-post ...

CRUISERS ON THE DANUBE – THE IMPACT OF LMX THEORY ON JOB SATISFACTION AND EMPLOYEES' COMMITMENT TO ORGANIZATION

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Irma Erdeji

2016-12-01

Full Text Available In the early 21st century, tourist cruises along the Danube River (Corridor 7 experience significant expansion. The main task of cruise companies is the satisfaction of guests, which primarily depends on employee satisfaction affected by numerous organizational factors, including the relationship between the employee and the manager as one of the most important. The aim is to examine how the exchange between leaders and followers affects job satisfaction and employee commitment to the organization, is there a connection between these variables and whether there are differences in the perception by managers and crew members. The study included 41 managers and 25 crew members of the river cruisers. Statistical techniques used in the paper are the descriptive statistics, correlation analysis and MANOVA. The results have shown a positive correlation between the LMX theory (the leader–member exchange theory, job satisfaction and commitment to the organization. Also, the results of the research have shown that there is no statistically significant difference between the perception of LMX exchange in the aspects of leaders and associates, but there is a difference in the perception of job satisfaction and commitment to the organization.

Estimation of the uranium body radiation and the commitment dose from the results of the radio toxicological analysis of the urine

International Nuclear Information System (INIS)

Hirayama, Tomie

1978-01-01

The principal way of intake when individuals are accidentally exposed to the uranium compounds is the respiratory one. The deposition and clearance of the inhaled particles are influenced by the chemical, physical and biological characteristics of uranium. Kidney, lung and bones are the principal organs of deposition of absorbed uranium compounds, whose biological half-lives are approximately 6,62 ± 0,9 5 , 72,6 ± 2,2 and 322 ± 6 days respectively. An excretion function for the urinary pat radio toxicological urinalysis. This function is composed by three exponential terms, corresponding to the three organs of deposition. An estimation of the committed dose equivalent was carried out by utilizing: half-lives and the excreted, fraction suggested by I.C.R.F.; the average excreted fraction calculated from experimental data; half-life in the kidney and the fraction y u (1) excreted during the first day, experimentally determined; experimental half-lives in the kidney and lung and y u (1), and finally by utilizing all parameters of the individual, obtaining therefore, through this fifth determination a more reliable value of the committed dose equivalent in function of the particular metabolism of the individual. (author)

Commitment Elements Reframed (Antecedents & Consequences) for Organizational Effectiveness

Science.gov (United States)

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…

75 FR 16824 - Notice of Modifications to U.S. Commitments Under the World Trade Organization Government...

Science.gov (United States)

2010-04-02

....S. Commitments Under the World Trade Organization Government Procurement Agreement To Implement... of the United States of America and the Government of Canada on Government Procurement (Canada-U.S..., steel, and manufactured products in procurement above $7,804,000 for construction services through...

Evaluation of the dose committed as based on direct measurements with the Whole Body Counter

International Nuclear Information System (INIS)

Meladani, C.; Castellani, C.M.; Battisti, P.; Tarroni, G.

1989-01-01

During normal working activities or in accidental situations, when the introduction of radioactive gamma emitters is non-negligible amount, accurate determination of effective committed dose equivalent based on direct measurements of the internal contamination cannot be avoided. Internal contamination measurements carried out by Whole Body Counter and the application of dosimetric and metabolic models as proposed by ICRP Publication 30 allow the intakes and committed dose equivalents to be evaluated. This paper presents the evaluation methodologies of committed dose equivalent both for istantaneous and extended contaminations. Furthermore, some advice about useful, opportune modes and time uncertainties due to the application of generalized models to particular situations, are also reported. On the basis of the Chernobyl experience, the general criteria for the chice and size of homogeneous groups of individuals to be measured, are finally submitted with a view to collecting the necessary radiation protection information concerning contamination of a part or a whole population

Trusted Insiders Are Committing Fraud and Embezzlement Within Organizations: Is There a Connection to Addiction, as the Motivating Factor for Their Illegal Activities?

Science.gov (United States)

2014-06-01

increase in opioid prescribing has led to parallel increases in opioid addiction and overdose deaths.” Since 1999, it was reported that, “overdose...COMMITTING FRAUD AND EMBEZZLEMENT WITHIN ORGANIZATIONS: IS THERE A CONNECTION TO ADDICTION , AS THE MOTIVATING FACTOR FOR THEIR ILLEGAL ACTIVITIES...INSIDERS ARE COMMITTING FRAUD AND EMBEZZLEMENT WITHIN ORGANIZATIONS: IS THERE A CONNECTION TO ADDICTION , AS THE MOTIVATING FACTOR FOR THEIR ILLEGAL

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

Science.gov (United States)

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

2008-01-01

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

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

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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…

75 FR 16825 - Notice of Modifications to U.S. Commitments Under the World Trade Organization Government...

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2010-04-02

... hearing- or speech-impairments may access this number through TTY by calling the toll-free Federal... construction project, and the total construction project has an estimated value of more than $7,804,000....S. Commitments Under the World Trade Organization Government Procurement Agreement To Implement...

The Effects of Employee’s Perceptions of Organizational Justice and Organizational Trust on Organizational Commitment: A Research on a Public Organization

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Hakan CANDAN

2014-12-01

Full Text Available In this study, it is aimed to present the senses of employees about organizational justice, organizational trust and organizational commitment; and also to research the effects of organizational justice and organizational trust perceptions on organizational commitment. In this context, 260 questionnaires that obtained from registry and cadastre employees and determined appropriate for study is analyzed. Analyses are done by using SPSS 16.0 program and the consequences are consistent with national and international literature. Hypothesizes within the research are tested with correlation and regression analyses. According the consequences, distributional justice perception effects three sub-dimension of organizational commitment (affective, continuity, and normative positively, transactional justice perception has positive effects on only affective commitment and continuity commitment; procedural justice perception has no effect on sub-dimensions of organizational commitment. The other findings are perceptions of trust on manager and trust on organization that are two sub-dimensions of organizational trust; has positive effects on all dimensions of organizational commitment

Can Transformational Leadership Influence on Teachers' Commitment towards Organization, Teaching Profession, and Students Learning? A Quantitative Analysis

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Ibrahim, Mohammed Sani; Ghavifekr, Simin; Ling, Sii; Siraj, Saedah; Azeez, Mohd Ibrahim K.

2014-01-01

This study investigates the impact of transformational leadership as idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration on teachers' commitment towards organization, teaching profession, and students' learning. A quantitative survey method was applied, and four broadly hypothesized…

SFACTOR: a computer code for calculating dose equivalent to a target organ per microcurie-day residence of a radionuclide in a source organ

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Dunning, D.E. Jr.; Pleasant, J.C.; Killough, G.G.

1977-11-01

A computer code SFACTOR was developed to estimate the average dose equivalent S (rem/..mu..Ci-day) to each of a specified list of target organs per microcurie-day residence of a radionuclide in source organs in man. Source and target organs of interest are specified in the input data stream, along with the nuclear decay information. The SFACTOR code computes components of the dose equivalent rate from each type of decay present for a particular radionuclide, including alpha, electron, and gamma radiation. For those transuranic isotopes which also decay by spontaneous fission, components of S from the resulting fission fragments, neutrons, betas, and gammas are included in the tabulation. Tabulations of all components of S are provided for an array of 22 source organs and 24 target organs for 52 radionuclides in an adult.

SFACTOR: a computer code for calculating dose equivalent to a target organ per microcurie-day residence of a radionuclide in a source organ

International Nuclear Information System (INIS)

Dunning, D.E. Jr.; Pleasant, J.C.; Killough, G.G.

1977-11-01

A computer code SFACTOR was developed to estimate the average dose equivalent S (rem/μCi-day) to each of a specified list of target organs per microcurie-day residence of a radionuclide in source organs in man. Source and target organs of interest are specified in the input data stream, along with the nuclear decay information. The SFACTOR code computes components of the dose equivalent rate from each type of decay present for a particular radionuclide, including alpha, electron, and gamma radiation. For those transuranic isotopes which also decay by spontaneous fission, components of S from the resulting fission fragments, neutrons, betas, and gammas are included in the tabulation. Tabulations of all components of S are provided for an array of 22 source organs and 24 target organs for 52 radionuclides in an adult

Proactivity directed toward the team and organization : the role of leadership, commitment and role-breadth self-efficacy

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Strauss, Karoline; Griffin, Mark A.; Rafferty, Alannah E.

2009-01-01

Employees' proactive behaviour is increasingly important for organizations seeking to adapt in uncertain economic environments. This study examined the link between leadership and proactive behaviour. We differentiated between organizational leadership and team leadership and proposed that transformational leadership by team leaders would enhance commitment to the team, which would predict team member proactivity. In contrast, transformational leadership by leaders of the organization would e...

Problems arising in the evaluation of collective dose commitment

International Nuclear Information System (INIS)

Coulon, R.; Beau, P.

1979-01-01

In order to apply the concept of optimization it is necessary to evaluate the collective dose commitment for the population as a whole. This is found by summing the dose commitments for the different population groups involved, including persons occupationally exposed and members of the public both locally and globally. The average dose received by each of these groups can vary considerably: for occupational exposure it is about one order of magnitude below the limits, whereas for the general public it is far below, although certain local groups may be subjected to a much higher exposure than the overall average. The question arises, therefore, whether certain groups should not be weighted differently in order to take into account the heterogeneity of the distribution of exposure. As far as the validity of forecast evaluations is concerned, one may assume that for occupational exposure the dose commitment over the whole period of operation of a facility can be estimated fairly accurately. The overall collective dose commitment for the public is relatively insensitive to local variations in the environment and in the public itself but is strongly dependent on long-term developments which cannot at present be forecast. For the evaluation of dose equivalent to the critical group, local variations are of considerable importance and need to be foreseen, which is not always possible. By taking into account a period which includes the annual maximum collective dose equivalent one can make some of these difficulties less severe. (author)

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

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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…

EMPLOYEE COMMITMENT ACROSS COUNTRIES AND TIMES - MEASUREMENT INVARIANCE

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Dana Mesner Andolšek

2015-01-01

Full Text Available Employee organisational commitment has been long and extensively studied until now (Meyer & Allen, 1997; Jaussi, 2007.An emphasis of current analysis was to verify its measurement characteristics, for the purpose of comparisons of levels of commitment across time and countries. A limited set of countries was chosen among those available in a sample from the data on Work Orientations II, ISSP 1997, purpose fully selected to reflect cultural and structural differences that was expected to affect change in levels of organisational commitment. With the use of structural equations models we first confirmed that a model for configural invariance for two factors measuring conceptually distinct components of Affective commitment (AC and Continuance commitment (CC respectively has better support than of one factor model. Metric and error term invariance was subsequently confirmed. Scalar equivalence, needed for valid comparison of mean levels of both components of commitment, was confirmed as well, with the exception of two country specific Tau coefficient. Finally, a model thus established was applied additionally on data from2005 ISSP. Acceptable fit was achieved for a common model containing both points in time and all countries, which allowed making more firm conclusions about the changes in AC and CC in different countries.

The interplay between organizational commitment and personal values

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Alicia Omar

2015-09-01

Full Text Available The study of employee’s commitment is capturing the attention of managers and researchers. Besides being one of the most effective alternatives for achieving the organizational goals, the importance of organizational commitment (OC lies in its ability to influence the efficiency and the wellbeing of members of an organization. The article examines the relationships between personal values and components of OC. Participants were selected from twelve Argentinean organizations. Subjects completed a questionnaire of personal data, and two scales to measure individualism- collectivism (vertical and horizontal, and organizational commitment, respectively. All subjects were classified into eight subgroups, after dichotomizing by median each dimensions of values (HI: horizontal individualism; VI: vertical individualism; HC: horizontal collectivism, and HV: vertical collectivism. The four most representative subgroups (N= 162 were selected, that is, who exhibited high scores in one of the four dimensions and lows in the remaining three. In such subgroups were calculated analysis of variance, post-hoc comparison tests, and correlation analysis. The more significant findings can be summarized in the following items: a collectivists (HC or VC show a higher level of affective commitment, while individualists relate to their companies through normative or continuance commitment; b women and senior employees exhibit greater levels of affective and normative commitment; c managers, employees with higher academic degree, and employees of large companies, feel attached to their organizations through normative commitment; d continuance commitment seems to work differently than affective and normative commitment because it has no associations with any of the socio-demographic variables studied. Strengths and limitations of the study are discussed, and suggestions are made for future research. 

Applying the Interaction Equivalency Theorem to Online Courses in a Large Organization

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Rodriguez, Brenda Cecilia Padilla; Armellini, Alejandro

2014-01-01

Finding effective ways of designing online courses is a priority for corporate organizations. The interaction equivalency theorem states that meaningful learning can be achieved as long as courses are designed with at least a high level of one of three types of interactions (learner-content, learner-teacher or learner-learner). This study aimed to…

The structural relationships between organizational commitment, global job satisfaction, developmental experiences, work values, organizational support, and person-organization fit among nursing faculty.

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Gutierrez, Antonio P; Candela, Lori L; Carver, Lara

2012-07-01

GUTIERAIM: The aim of this correlational study was to examine the relations between organizational commitment, perceived organizational support, work values, person-organization fit, developmental experiences, and global job satisfaction among nursing faculty. The global nursing shortage is well documented. At least 57 countries have reported critical shortages. The lack of faculty is finally being recognized as a major issue directly influencing the ability to admit and graduate adequate numbers of nurses. As efforts increase to both recruit and retain faculty, the concept of organizational commitment and what it means to them is important to consider. A cross-sectional correlational design was used. The present study investigated the underlying structure of various organizational factors using structural equation modelling. Data were collected from a stratified random sample of nurse faculty during the academic year 2006-2007. The final model demonstrated that perceived organizational support, developmental experiences, person-organization fit, and global job satisfaction positively predicted nurse faculty's organizational commitment to the academic organization. Cross-validation results indicated that the final full SEM is valid and reliable. Nursing faculty administrators able to use mentoring skills are well equipped to build positive relationships with nursing faculty, which in turn, can lead to increased organizational commitment, productivity, job satisfaction, and perceived organizational support, among others. © 2012 Blackwell Publishing Ltd.

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

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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…

Employee commitment and performance of manufacturing firms ...

African Journals Online (AJOL)

445) between job satisfaction and employee organizational commitment. Multiple regression revealed that pay and job promotion are the important elements that influence employee commitment. It is recommended that manufacturing organizations should emphasize pay and job promotion to enhance higher employee ...

Nurses organizational commitment: the discriminating power of gender.

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Ferreira, Maria Manuela Frederico

2007-01-01

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

The impact of selected organizational variables and managerial leadership on radiation therapists' organizational commitment

International Nuclear Information System (INIS)

Akroyd, Duane; Legg, Jeff; Jackowski, Melissa B.; Adams, Robert D.

2009-01-01

The purpose of this study was to examine the impact of selected organizational factors and the leadership behavior of supervisors on radiation therapists' commitment to their organizations. The population for this study consists of all full time clinical radiation therapists registered by the American Registry of Radiologic Technologists (ARRT) in the United States. A random sample of 800 radiation therapists was obtained from the ARRT for this study. Questionnaires were mailed to all participants and measured organizational variables; managerial leadership variable and three components of organizational commitment (affective, continuance and normative). It was determined that organizational support, and leadership behavior of supervisors each had a significant and positive affect on normative and affective commitment of radiation therapists and each of the models predicted over 40% of the variance in radiation therapists organizational commitment. This study examined radiation therapists' commitment to their organizations and found that affective (emotional attachment to the organization) and normative (feelings of obligation to the organization) commitments were more important than continuance commitment (awareness of the costs of leaving the organization). This study can help radiation oncology administrators and physicians to understand the values their radiation therapy employees hold that are predictive of their commitment to the organization. A crucial result of the study is the importance of the perceived support of the organization and the leadership skills of managers/supervisors on radiation therapists' commitment to the organization.

A survey on critical factors influencing organizational commitment

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Hamidreza Kheirkhah

2014-04-01

Full Text Available Organizational commitment is an important issue and organization attitude has become an area of study among many researchers in the fields of organizational behavior. In fact, there are many studies on human resource management where the effects of organizational commitment on other issues have been investigated and the purpose of this research is to find critical factors influencing on organizational commitment. Based on an exploration of the literature review and interviews, the proposed study of this paper extracts 24 variables and using factor analysis, we select the most important factors, which are grouped in four categories. The implementation of our factor analysis has revealed Affective commitment, Continuous commitment, Moral commitment and Enduring commitment are the most important factors influencing organizational commitment.

Advance commitment: an alternative approach to the family veto problem in organ procurement.

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De Wispelaere, Jurgen; Stirton, Lindsay

2010-03-01

This article tackles the current deficit in the supply of cadaveric organs by addressing the family veto in organ donation. The authors believe that the family veto matters-ethically as well as practically-and that policies that completely disregard the views of the family in this decision are likely to be counterproductive. Instead, this paper proposes to engage directly with the most important reasons why families often object to the removal of the organs of a loved one who has signed up to the donor registry-notably a failure to understand fully and deliberate on the information and a reluctance to deal with this sort of decision at an emotionally distressing time. To accommodate these concerns it is proposed to separate radically the process of information, deliberation and agreement about the harvesting of a potential donor's organs from the event of death and bereavement through a scheme of advance commitment. This paper briefly sets out the proposal and discusses in some detail its design as well as what is believed to be the main advantages compared with the leading alternatives.

Power theories for multi-choice organizations and political rules: Rank-order equivalence

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Roland Pongou

2014-03-01

Full Text Available Voting power theories measure the ability of voters to influence the outcome of an election under a given voting rule. In general, each theory gives a different evaluation of power, raising the question of their appropriateness, and calling for the need to identify classes of rules for which different theories agree. We study the ordinal equivalence of the generalizations of the classical power concepts–the influence relation, the Banzhaf power index, and the Shapley–Shubik power index–to multi-choice organizations and political rules. Under such rules, each voter chooses a level of support for a social goal from a finite list of options, and these individual choices are aggregated to determine the collective level of support for this goal. We show that the power theories analyzed do not always yield the same power relationships among voters. Thanks to necessary and/or sufficient conditions, we identify a large class of rules for which ordinal equivalence obtains. Furthermore, we prove that ordinal equivalence obtains for all linear rules allowing a fixed number of individual approval levels if and only if that number does not exceed three. Our findings generalize all the previous results on the ordinal equivalence of the classical power theories, and show that the condition of linearity found to be necessary and sufficient for ordinal equivalence to obtain when voters have at most three options to choose from is no longer sufficient when they can choose from a list of four or more options.

Lack of Commitment? Work Orientations of Finnish Employees in a European Comparison

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Teemu Turunen

2014-05-01

Full Text Available It has been argued that individuals’ employment commitment, that is, their commitment to work in general is crucial in today’s labor markets where life-long employment relationships are less frequently offered by organizations. In addition, employees’ organizational commitment, that is, their commitment to their own organization is also vital for organizations and firms, affecting many areas of importance to them. This article asks how Finnish employees rank in both employment commitment and affective organizational commitment compared with employees in 15 other European countries. The data were collected in 2005–2007 through the International Social Survey Program (ISSP, Work Orientation Module III. The results show Finnish employees scoring below European averages in both types of commitment when employee-level and organizationlevel factors are taken into account. Employment commitment was highest in Norway and affective organizational commitment highest in Portugal. The perceived intrinsic rewards of the job were the strongest predictor of employment and affective organizational commitment in most of the countries researched, increasing both these types of commitment. However, the perceived social relations between management and employees were found to be the most powerful determinant of affective organizational commitment in Finland, with perceived good relations adding to the affective organizational commitment of employees. The data were analyzed mainly by means of a general linear model procedure.

Treating Inpatients with Comorbid Depression and Alcohol Use Disorders: A Comparison of Acceptance and Commitment Therapy

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Petersen, Connie L.; Zettle, Robert D.

2009-01-01

Inpatients involuntarily committed to a chemical dependency unit and exhibiting a co-occurring depressive disorder received either individual sessions of acceptance and commitment therapy (ACT) or treatment as usual (TAU) within the context of an ongoing 12-step program. Results indicated significant, but equivalent, reductions in levels of…

THE EFFECT OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL COMMITMENT AND A RESEARCH

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CENGİZ DEMİR; UMUT CAN ÖZTÜRK

2013-01-01

Organizational culture is the all values that shared by the whole of the organization. Organizational commitment is employees’ strength of bond for the organization which they work for. There should be shared values for mentioned about commitment. If those values are adopted by a large number of people and if they are strong, the level of commitment will increase. The main purpose of this study is to determine  the impact of organizational culture on commitment and the relationship. This stud...

Effects of Team and Organizational Commitment--A Longitudinal Study

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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…

Understanding the Links between Work Commitment Constructs.

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Hackett, Rick D.; Lapierre, Laurent M.; Hausdorf, Peter A.

2001-01-01

In a study of 852 nurses, work involvement (value of work in their lives) affected organizational and occupational commitment through its effect on job involvement. Job involvement indirectly affected intention to leave the organization or occupation. Work and job involvement and orgnanizational and occupational commitment were determined to be…

Becoming Selfless: A Grounded Theory of Commitment to Service

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Roland Nino L. Agoncillo

2014-05-01

Full Text Available This study focuses on the substantive area of commitment to service in the community of educational partners in the Philippines. Educational partners are lay people who assist religious organizations in the field of education, and in the Philippines, about 96 percent of educational partners are in Lasallian schools and organizations. Educational partners are young professionals, volunteers between the ages of 24-39 who strive to live the teachings of St. John Baptist De La Salle. The volunteers aim to generate a spirit of service, a sense of mission to the youth. By using a classic Grounded Theory approach, the theory of becoming selfless was generated. The theory explains the stages educational partners undergo when resolving their organizational commitment to service. Organizational commitment is the psychological attachment, involvement and identification of the individual to the organization. Becoming selfless provides a theoretical focal point to better understand the complexity of commitment.

The Factors of Strategic Leadership on Commitment: An Empirical Banking in Indonesia

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Juliansyah Noor

2013-12-01

Full Text Available This research is aimed at obtaining information related to possibility whether organizational commitment is affected by training, organization culture, and ethical practice. The data which had been analyzed by multi regression analysis after all variables had been put into principal factor analysis. In this research employees were chosen as a unit analysis and 120 samples selected randomly.The result of this study shows that organization commitment is positively affected by training, organization culture and ethical practice. Implications of organization commitment might have been effected by training, organization culture and ethical practice as a strategic leadership.

The impact of selected organizational variables and managerial leadership on radiation therapists' organizational commitment

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Akroyd, Duane [Department of Adult and Community College Education, College of Education, Campus Box 7801, North Carolina State University, Raleigh, NC 27695 (United States)], E-mail: duane_akroyd@ncsu.edu; Legg, Jeff [Department of Radiologic Sciences, Virginia Commonwealth University, Richmond, VA 23284 (United States); Jackowski, Melissa B. [Division of Radiologic Sciences, University of North Carolina School of Medicine 27599 (United States); Adams, Robert D. [Department of Radiation Oncology, University of North Carolina School of Medicine 27599 (United States)

2009-05-15

The purpose of this study was to examine the impact of selected organizational factors and the leadership behavior of supervisors on radiation therapists' commitment to their organizations. The population for this study consists of all full time clinical radiation therapists registered by the American Registry of Radiologic Technologists (ARRT) in the United States. A random sample of 800 radiation therapists was obtained from the ARRT for this study. Questionnaires were mailed to all participants and measured organizational variables; managerial leadership variable and three components of organizational commitment (affective, continuance and normative). It was determined that organizational support, and leadership behavior of supervisors each had a significant and positive affect on normative and affective commitment of radiation therapists and each of the models predicted over 40% of the variance in radiation therapists organizational commitment. This study examined radiation therapists' commitment to their organizations and found that affective (emotional attachment to the organization) and normative (feelings of obligation to the organization) commitments were more important than continuance commitment (awareness of the costs of leaving the organization). This study can help radiation oncology administrators and physicians to understand the values their radiation therapy employees hold that are predictive of their commitment to the organization. A crucial result of the study is the importance of the perceived support of the organization and the leadership skills of managers/supervisors on radiation therapists' commitment to the organization.

Survey of generational aspects of nurse faculty organizational commitment.

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Carver, Lara; Candela, Lori; Gutierrez, Antonio P

2011-01-01

To describe organizational commitment and generational differences in nursing faculty. The study provides new knowledge on generational differences in organizational commitment among nursing faculty with regard to work values, perceived organizational support, perceived person-organization fit, developmental experiences, and global job satisfaction. A cross-sectional, descriptive design was used with random stratified sampling procedures. Surveys measuring organizational commitment and related constructs were sent electronically to 4886 faculty, yielding a 30% response rate. Significant differences were noted between generations of faculty regarding organizational commitment and related measures. Include specific strategies for fostering commitment from each generation. Copyright © 2011 Elsevier Inc. All rights reserved.

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

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

2018-03-22

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

Software for the estimation of organ equivalent and effective doses from diagnostic radiology procedures

International Nuclear Information System (INIS)

Osei, Ernest K; Barnett, Rob

2009-01-01

Diagnostic radiological imaging such as conventional radiography, fluoroscopy and computed tomography (CT) examinations will continue to provide tremendous benefits in modern healthcare. The benefit derived by the patient should far outweigh the risk associated with a properly conducted imaging examination. Nonetheless, it is very important to be able to quantify the risk associated with any radiological examination of patients, and effective dose has been considered a useful indicator of patient exposure. Quantification of the risks associated with radiological imaging is very important as such information will be helpful to physicians and their patients for comparing risks from various imaging examinations and for making informed decisions whenever there is a need for any radiological imaging. The determination of equivalent and effective doses in diagnostic radiology is of interest as a basis for estimates of risk from medical exposures. In this paper we describe a simple computer program OrgDose, which calculates the doses to 27 organs in the body and then calculates the organ equivalent and effective doses and the risk from various procedures in the radiology department including conventional radiography, fluoroscopy and computed tomography examinations. The program will be a useful tool for the medical and paramedical personnel who are involved with assessing organ and effective doses and risks from diagnostic radiology procedures.

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

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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.

An investigation of relation between organizational justice and professional commitment of staff: A case study of public organization in Kermanshah

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Mostafa Emami

2013-05-01

Full Text Available This paper presents an empirical study to investigate the relationship between organizational justice and professional commitment in Kermanshah official organizations. The study uses 20 questions to measure professional commitment from a questionnaire originally developed by Spell et al. (2007 [Spell, C. S., & Arnold, T. J. (2007. A multi-level analysis of organizational justice climate, structure, and employee mental health. Journal of Management, 33(5, 724-751.]. In addition, the study adopts 12 questions from another questionnaire developed by Vallas (1999 [Vallas, S. P. (1999. Rethinking post‐Fordism: The meaning of workplace flexibility. Sociological theory, 17(1, 68-101.] to measure organizational justice. Cronbach alpha for organizational justice questionnaire and professional commitment are 0.81 and 0.89, respectively, which are well above the minimum acceptable level. Based on the results of this survey, there is a positive and meaningful relationship between organizational justice and professional commitment. The implementation of the linear regression analysis also reveals that there is a positive and meaningful relationship between inter-organizational justice and professional commitment. The study performs Freedman test to rank three components of organizational justice and the results indicate that interactional justice maintains the highest level of importance while distributive justice comes last in terms of priority.

Dextran derivatives modulate collagen matrix organization in dermal equivalent.

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Frank, Laetitia; Lebreton-Decoster, Corinne; Godeau, Gaston; Coulomb, Bernard; Jozefonvicz, Jacqueline

2006-01-01

Dextran derivatives can protect heparin binding growth factor implied in wound healing, such as transforming growth factor-beta1 (TGF-beta1) and fibroblast growth factor-2 (FGF-2). The first aim of this study was to investigate the effect of these compounds on human dermal fibroblasts in culture with or without TGF-beta1. Several dextran derivatives obtained by substitution of methylcarboxylate (MC), benzylamide (B) and sulphate (Su) groups were used to determine the effects of each compound on fibroblast growth in vitro. The data indicate that sulphate groups are essential to act on the fibroblast proliferation. The dextran derivative LS21 DMCBSu has been chosen to investigate its effect on dermal wound healing process. Fibroblasts cultured in collagenous matrices named dermal equivalent were treated with the bioactive polymer alone or associated to TGF-beta1 or FGF-2. Cross-sections of dermal equivalent observed by histology or immunohistochemistry, demonstrated that the bioactive polymer accelerates the collagen matrices organization and stimulates the human type-III collagen expression. This bioactive polymer induces apoptosis of myofibroblast, property which may be beneficial in treatment of hypertrophic scar. Culture media analyzed by zymography and Western blot showed that this polymer significantly increases the secretion of zymogen and active form of matrix metalloproteinase-2 (MMP-2), involved in granulation tissue formation. These data suggest that this bioactive polymer has properties which may be beneficial in the treatment of wound healing.

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

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

2013-10-11

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

The effects of job satisfaction and organizational commitment on organizational citizenship behavior

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Arif Partono Prasetio

2016-04-01

Full Text Available The service quality is always the main factor for organization which focuses on the customer satisfaction to enhance their business and their performance. In order to have the great quality, they depend on their human resources. They need human resources who perform well. The employee who shows strong Organizational Citizenship Behavior believed can be performs better. That is why it is important for the organization to create employee with the strong OCB. OCB influenced by various factors. Job satisfaction and organization commitment are two important factors among them, which can predict the OCB. Organization should maintain the level of their employee’s satisfaction and commitment in order to develop the strong OCB. The research analyzed the effect of the job satisfaction and organization commitment on OCB at the PLN Distribution Office for Wet Java and Banten. Research conducted towards 100 participants using the multiple regression and descriptive analysis method. Through the analysis we found that job satisfaction and organization commitment has significance relation toward OCB (0.516. This finding is in line with previous research which promotes positive relation between these variables, eventhough only a mild percentage (0.266.The organization should place detail attention when applying the treatment. We suggest that the both job satisfaction and organization commitment should apply simultaneously in order to get better result. Further research needed to identify others factor which might be important to enhance the OCB. 

46 CFR 175.540 - Equivalents.

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2010-10-01

... Safety Management (ISM) Code (IMO Resolution A.741(18)) for the purpose of determining that an equivalent... Organization (IMO) “Code of Safety for High Speed Craft” as an equivalent to compliance with applicable...

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

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Jones, Janice M

2003-04-01

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

RELATIONSHIP BETWEEN AFFECTIVE COMMITMENT ANDORGANIZATIONAL SILENCE: A CONCEPTUAL DISCUSSION

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Fitnat Nazlı Sayğan

2011-07-01

Full Text Available In this study, the affective commitment that is oneof the components oforganizational commitment put forth by Allen and Meyer (Allen, Meyer 1996will be differentiated from the other commitment components. The importance ofcreating an emotional commitment to organizations will be examined and theorganizational factors needed to form organizational commitment will beinvestigated. Also, organizational silence is a situation that the company avoided.In the study, the reasons and the drawbacks of silence are focused on and thefactors that cause employees to remain silent are discussed.The aim of this study is intended to manifest the relationship of ‘organizationalsilence' with affective commitment’ which is one ofthe components of‘organizational commitment’ on the basis of literature. In this study, a negativecorrelation between affective commitment and organizational silence is suggested

Competency management: Balancing between commitment and control

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Heinsman, Hanneke; de Hoogh, Annebel H. B.; Koopman, Paul L.; van Muijen, Jaap J.

2006-01-01

This study investigated the relationships between commitment and control approaches and the use of competency management by adopting the theory of planned behavior. Questionnaires were filled out by 43 human resource experts working in different organizations. We expected components of the theory of planned behavior to mediate the relationship between commitment and control approaches and the use of competency management (behavior). Regression analysis showed that perceived behavioral control...

From controlled to committed.

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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.

Factors Affecting Organizational Commitment in Navy Corpsmen.

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

2017-07-01

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

Does organizational culture mediate the relationship between transformational leadership and organizational commitment

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Nor Hazana Abdullah

2015-02-01

Full Text Available To date, the relationships among organizational culture, transformational leadership and organizational commitment have been empirically investigated. However, majority of these studies have been focusing on direct effects of either transformational leadership or organizational culture on organizational commitment in large organizations. This approach might not only hinder our understanding on real predictors of organizational commitment but also obscure the presence of spurious relationships. Therefore, this study aims to determine the mediating effect of organizational culture on the relationship between transformational leadership and organizational commitment among small business employees. An explanatory research design was used with cross-sectional survey as data collection technique. Once the composite reliability, construct, and convergent and discriminant validity of the measurement constructs were established, a Partial Least Square Structural Equation Modeling (PLS-SEM was run to analyze the structural model and the mediating effect of organizational culture. The results showed that organizational culture mediates the effect of transformational leadership on organizational commitment among small business. This study cautions the generalization of findings obtained from large organizations to be extended to small organizations.

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

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

2016-01-01

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

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

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

2012-06-01

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

Balancing organizational and professional commitments in Professional Service Firm

DEFF Research Database (Denmark)

Jørgensen, Frances; Becker, Karen

2015-01-01

Due to their potential to positively influence sales quality and performance and reduce employee turnover in service organizations, HR practices targeting employee commitment have received considerable attention in the HRM literature in recent years. Parallel to this, there has been increasing...... financial investment firms. Our findings suggest that in professional service firms, HR practices encourage high levels of organizational commitment primarily and most often through their influence on professional commitment and that HR practices related to flexible work design are essential in creating...

A study on relationship between organizational culture and organizational commitment

OpenAIRE

Maryam Khalili

2014-01-01

This paper presents an empirical investigation to study the relationship between organizational culture and organization commitment. The study uses two questionnaires, one for measuring organizational commitment originally developed by Meyer and Allen (1991) [Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human resource management review, 1(1), 61-89.] and the other one for organizational culture developed by Denison and Spreitzer (1991)...

BENEFICIAL COALITIONS: KNOWLEDGE MANAGEMENT AND DEVELOPMENT OF EMPLOYEE COMMITMENT

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Renata Winkler

2015-06-01

Full Text Available Presently, knowledge is considered as the most strategic resource of organizations. The literature on the subject often raises the issues of commitment. The purpose of the article was to discuss the associations between knowledge management and employee commitment. The article presents the stages of knowledge management and describes the category of commitment, taking account of several criteria. In the opinion of the authors, from the point of view of knowledge management particular importance can be attained to the way qualifications, skills, predispositions and knowledge of employees will be used, which, in turn, depends on "quality" of their commitment (its type, intensity, dimension and direction in achieving organizational goals.

THE EFFECT OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL COMMITMENT AND A RESEARCH

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CENGİZ DEMİR

2013-06-01

Full Text Available Organizational culture is the all values that shared by the whole of the organization. Organizational commitment is employees’ strength of bond for the organization which they work for. There should be shared values for mentioned about commitment. If those values are adopted by a large number of people and if they are strong, the level of commitment will increase. The main purpose of this study is to determine  the impact of organizational culture on commitment and the relationship. This study composed of two main parts. The first part consists of theoretical framework which explains organizational culture and commitment’s relationship. The second part is devoted to empirical analysis. Survey study was made in this part which held on 189 employees in the province of İzmir.

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

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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…

The measurement artifact in the Organizational Commitment Questionnaire.

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Caught, K; Shadur, M A; Rodwell, J J

2000-12-01

This study empirically examined the debate in the literature regarding the dimensionality of the Organizational Commitment Questionnaire. The sample comprised 803 employees from organizations in the information technology and hospitality industries. Confirmatory factor analysis showed that the Organizational Commitment Questionnaire appears to have a two-factor structure, with one factor consisting of positively worded items and the other factor, negatively worded items. Scores on both factors correlated significantly with job satisfaction, suggesting that both factors appear to be measuring a similar aspect of organizational commitment and that they present as two factors given as measurement artifacts of the item wording.

Investigation of the Relationship between Organizational Trust and Organizational Commitment

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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…

Occupational Health and Safety and Organizational Commitment: Evidence from the Ghanaian Mining Industry.

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Amponsah-Tawiah, Kwesi; Mensah, Justice

2016-09-01

This study seeks to examine the relationship and impact of occupational health and safety on employees' organizational commitment in Ghana's mining industry. The study explores occupational health and safety and the different dimensions of organizational commitment. A cross-sectional survey design was used for this study. The respondents were selected based on simple random sampling. Out of 400 questionnaires administered, 370 were returned (77.3% male and 22.7% female) and used for the study. Correlation and multiple regression analysis were used to determine the relationship and impact between the variables. The findings of this study revealed positive and significant relationship between occupational health and safety management, and affective, normative, and continuance commitment. Additionally, the results revealed the significant impact of occupational health and safety on affective, normative, and continuance commitment. Management within the mining sector of Ghana must recognize the fact that workers who feel healthy and safe in the performance of their duties, develop emotional attachment and have a sense of obligation to their organization and are most likely committed to the organization. Employees do not just become committed to the organization; rather, they expect management to first think about their health and safety needs by instituting good and sound policy measures. Thus, management should invest in the protection of employees' health and safety in organizations.

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

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Pawan Kumar

2016-01-01

Full Text Available 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.

Controlling human corneal stromal stem cell contraction to mediate rapid cell and matrix organization of real architecture for 3-dimensional tissue equivalents.

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Mukhey, Dev; Phillips, James B; Daniels, Julie T; Kureshi, Alvena K

2018-02-01

The architecture of the human corneal stroma consists of a highly organized extracellular matrix (ECM) interspersed with keratocytes. Their progenitor cells; corneal stromal stem cells (CSSC) are located at the periphery, in the limbal stroma. A highly organized corneal ECM is critical for effective transmission of light but this structure may be compromised during injury or disease, resulting in loss of vision. Re-creating normal organization in engineered tissue equivalents for transplantation often involves lengthy culture times that are inappropriate for clinical use or utilisation of synthetic substrates that bring complications such as corneal melting. CSSC have great therapeutic potential owing to their ability to reorganize a disorganized matrix, restoring transparency in scarred corneas. We examined CSSC contractile behavior to assess whether this property could be exploited to rapidly generate cell and ECM organization in Real Architecture For 3D Tissues (RAFT) tissue equivalents (TE) for transplantation. Free-floating collagen gels were characterized to assess contractile behavior of CSSC and establish optimum cell density and culture times. To mediate cell and collagen organization, tethered collagen gels seeded with CSSC were cultured and subsequently stabilized with the RAFT process. We demonstrated rapid creation of biomimetic RAFT TE with tunable structural properties. These displayed three distinct regions of varying degrees of cellular and collagen organization. Interestingly, increased organization coincided with a dramatic loss of PAX6 expression in CSSC, indicating rapid differentiation into keratocytes. The organized RAFT TE system could be a useful bioengineering tool to rapidly create an organized ECM while simultaneously controlling cell phenotype. For the first time, we have demonstrated that human CSSC exhibit the phenomenon of cellular self-alignment in tethered collagen gels. We found this mediated rapid co-alignment of collagen fibrils

Nurses' perception of ethical climate and organizational commitment.

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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.

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

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Sabir I. Giga

2013-10-01

Full Text Available 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.

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

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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 Porganizational 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

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

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

2015-12-14

Organizations effort is to achieve a common goal. There are many constructs needed for organizations. Organizational culture and organizational commitment are special concepts in management. The objective of the current research is to study the relationship between organizational culture and organizational commitment among the personnel of Zahedan University of Medical Sciences.  This is a descriptive- correlational study. The statistical population was whole tenured staff of Zahedan University of Medical Sciences that worked for this organization in 2012-2013. Random sampling method was used and 165 samples were chosen. Two standardized questionnaires of the organizational culture (Schein, 1984) and organizational commitment (Meyer & Allen, 2002) were applied. The face and construct validity of the questionnaires were approved by the lecturers of Management and experts. Reliability of questionnaires of the organizational culture and organizational commitment were 0.89 and 0.88 respectively, by Cronbach's Alpha coefficient. All statistical calculations performed using Statistical Package for the Social Sciences version 21.0 (SPSS Inc., Chicago, IL, USA). The level of significance was set at Porganizational 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).

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

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Boezeman, Edwin J; Ellemers, Naomi

2007-05-01

This study builds upon and extends the social-identity-based model of cooperation with the organization (T. R. Tyler, 1999; T. R. Tyler & S. L. Blader, 2000) to examine commitment and cooperative intent among fundraising volunteers. In Study 1, structural equation modeling indicated that pride and respect related to the intent to remain a volunteer with an organization, and that this relation was mediated primarily by normative organizational commitment. In Study 2, structural equation modeling indicated that the perceived importance of volunteer work was related to pride, that perceived organizational support related to the experience of respect, and that pride and respect mediated the relation between perceived importance and support on the one hand and organizational commitment on the other. Overall, the results suggest that volunteer organizations may do well to implement pride and respect in their volunteer policy, for instance to address the reliability problem (J. L. Pearce, 1993). 2007 APA, all rights reserved

The relationship between organizational commitment and whistleblowing tendency: An empirical research

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Çiftçi Nusret

2017-01-01

Full Text Available The ethical position of organizations is of great importance to both organizations and society in general considering people spend their considerable lifespan in organizations. It is important to sustain the determination on ethics by detecting and revealing the ethical infringements inside the organization. In this context; whistleblowing, which is a concept deriving from the field of organizational psychology is defined as the action that informing the individuals and organizations for the on-going unethical and amoral activities in the organizations, has become important. The courage of individuals to report unethical, immoral or illegal activities to the authorities can be affected by the attitude of individuals towards the organization. One of the attitudes that are considered to affect that courage, which is named as whistleblowing, is organizational commitment. Organizational commitment shows the loyalty of employees to the organization. In this study it has been examined the relationship between employees’ organizational commitment and tendency to reporting immoral behaviours. The sample of the study is composed of the employees of Faculty of Economics and Administrative Sciences at Selcuk University. For this empirical study, survey method has been used, and the reached sample chosen by simply random sampling is 88 employees.

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

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Kebriaei, A; Rakhshaninejad, M; Mohseni, M

2014-12-01

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

Resistance, Justice, and Commitment to Change

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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…

Antero de Quental, Iberista: Iberianism as Organizing Principle and Evolving Intellectual Commitment

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Robert Patrick Newcomb

2014-06-01

Full Text Available In scholarship on Portugal’s Geração de 70 , Antero de Quental (1842-1891 is commonly remembered as the group’s intellectual guide or as a poet, with his sociopolitical prose unfortunately receiving less attention. This paper will propose iberianism – an intellectual current that advocates closer ties between Portugal and Spain – as an organizing principle of Quental’s prose, with his iberianist commitment evolving from an early advocacy of an Iberian federation through an interest in a common “peninsular race” and a defense of the beleaguered First Spanish Republic (1873-1874, to more fatalistic reflections on prospects for Spanish-Portuguese union. I will present Quental’s position in relation to earlier iberianists (J. F. Henriques Nogueira and federalists (P.-J. Proudhon, and will analyze Quental’s Causas da decadência dos povos peninsulares (1871 as a transitional text in the author’s evolving iberianism.

Commitments of Psychological Contracts and Diagnostic Use of Management Control Systems

OpenAIRE

Ivan Canan; Gilberto de Andrade Martins; Patrícia Oda

2016-01-01

Investigating the commitments the Surveillance Agents from the National Telecommunications Agency (Anatel) made in their psychological contracts and the diagnostic use of the management control system of the entity, this study tested the hypothesis that individuals tend to be more committed to aspects they are charged for within organizations. This is a theoretical and empirical study that assumed that the commitments comprise the part of the belief that individuals develop on reciprocal rela...

Human Resource Management Practices, Job Satisfaction and Organizational Commitment

OpenAIRE

Murat KoC; Mustafa Fedai Cavus; Turgay Saracoglu

2014-01-01

The purpose of this study is to explore the role of human resource management (HRM) practices, job satisfaction and organizational commitment intentions of employees working in Turkish private organizations. A total of 200 employees participated in the study. The results indicate that there is a positive relationship between HRM practices (recruitment and selection, training and development, compensation and benefits, performance appraisals) and job satisfaction and organizational commitment....

The Influence of Transformational Leadership on Job Satisfaction, Organizational Commitment,and Employee Performance

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Marnis Atmojo

2012-04-01

Full Text Available This research has four main objectives; first, to prove and analyze the influence of transformational leadership towards employee job satis faction; Second, to prove and analyze the influence of transformational leadership towards organizational commitment; Third, to prove and analyze the influence of transformationalleadership towards employee performance; Fourth, to prove and analyze the influence of organization commitment towards the employee performance. This research involved 146 members of middle management as our research sample namely Head of Department, Plantation Manager, Plant Manager, Head of Bureau/Division, Head Assistant, Head of Strategic Business Unit (SBU, Chief Engineer and Head of Hospital Service. Structural Equation Modeling (SEM was used to test and analyze relationship among the research variables. Research findings are transformational leadership significantly influences job satisfaction, transformational leadership significantly influences the organization commitment. The job satisfaction is shown to have significant influence on employee performance, and organization commitment significantly influences the employee performance.

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

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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.

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

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Bishop, James W; Scott, K Dow

2000-06-01

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

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

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Sawada, Tadayuki

2013-12-01

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

An empirical investigation on relationship between social capital and organizational commitment

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Ali Alikhani

2014-02-01

Full Text Available This paper presents an empirical investigation to study the relationship between social capital and organizational commitment. The study considers the relationship between social capital with three components of organizational commitment; namely, affective commitment, continuous and normative commitment. The study has been applied among a sample of 292 regular employees who worked for an Iranian bank located in city of Tehran, Iran. The implementation of Pearson correlation has indicated that there were positive and meaningful relationships between social capital and affective commitment (r = 0.197, Sig. = 0.01, continuous (r = 0.308, Sig. = 0.01 and normative commitment (r = 0.423, Sig. = 0.01. In addition, the study has detected that women had more commitment on their organization than men did. The proposed study of this paper has also considered a regression model where organizational commitment is dependent variable and trust and communication are considered as independent variables. According to the results of regression analysis, an increase of one unit in trust and social capital communication will increase organizational commitment by 0.189 and 0.204, respectively.

ORGANIZATIONAL CLIMATE AS A PREDICTOR OF JOB SATISFACTION AND COMMITMENT IN PUBLIC ORGANIZATIONS

OpenAIRE

Bankole Emmanuel Temitope

2010-01-01

This study explores the effect of organizational climate, job satisfaction and organizational commitment through a sample of Ekiti State Civil Service. The data were obtained using three different research instruments combined into a single questionnaire, the research instruments are; “Organizational Climate Questionnaire developed by Brown and Lelgh, (1996), The index of organizational reaction (IOR) scale developed by smith, (1976) and Organizational Commitment Scale, developed by Buchan...

Calculation methods for determining dose equivalent

International Nuclear Information System (INIS)

Endres, G.W.R.; Tanner, J.E.; Scherpelz, R.I.; Hadlock, D.E.

1987-11-01

A series of calculations of neutron fluence as a function of energy in an anthropomorphic phantom was performed to develop a system for determining effective dose equivalent for external radiation sources. Critical organ dose equivalents are calculated and effective dose equivalents are determined using ICRP-26 [1] methods. Quality factors based on both present definitions and ICRP-40 definitions are used in the analysis. The results of these calculations are presented and discussed. The effective dose equivalent determined using ICRP-26 methods is significantly smaller than the dose equivalent determined by traditional methods. No existing personnel dosimeter or health physics instrument can determine effective dose equivalent. At the present time, the conversion of dosimeter response to dose equivalent is based on calculations for maximal or ''cap'' values using homogeneous spherical or cylindrical phantoms. The evaluated dose equivalent is, therefore, a poor approximation of the effective dose equivalent as defined by ICRP Publication 26. 3 refs., 2 figs., 1 tab

The Relationship between Perceived Organizational Justice, Organizational Commitment and Job Satisfaction

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Masoomeh Saadati

2016-04-01

Full Text Available Background and Objectives: One of the latent and consequential factors of facilitation of organizational justice is staff members’ level of organizational commitment. The present study aimed at surveying the relationships between various dimensions of organizational justice with organizational commitment and job satisfaction of staff of a Medical University. Methods: 263 staff members were eligible and agreed to participate in the survey.  Data related to demographic characteristics, perceived organizational justice (Rego and Kanha scale, and organizational commitment (Meyer and Allen questionnaire and job satisfaction (Saneie scale were collected. Validity and reliability of research methodology were measured through utilization of Content Validity Index and internal consistency procedure, respectively. Results: Organizational justice, organization commitment, and job satisfaction were all positively correlated. There were positive and significant correlations between job satisfaction with organizational justice and organizational commitment with organizational justice. Furthermore, Multiple linear regression analysis showed that all three parts of organizational justice can explain only 26% of the changes in organizational satisfaction and only organizational procedural justice can explain only 3.3% of the changes in organizational Commitment. Conclusion: Considering the research findings, it is proposed that in order to facilitate the level of organizational commitment, occupational circumstances such as educational facilities should be utilized. With such utilizations, functional and mental efficiency of staff will be improved and the sense of high level job efficiency is generated against any possible regret for choosing the particular organization.

Calculation methods for determining dose equivalent

International Nuclear Information System (INIS)

Endres, G.W.R.; Tanner, J.E.; Scherpelz, R.I.; Hadlock, D.E.

1988-01-01

A series of calculations of neutron fluence as a function of energy in an anthropomorphic phantom was performed to develop a system for determining effective dose equivalent for external radiation sources. critical organ dose equivalents are calculated and effective dose equivalents are determined using ICRP-26 methods. Quality factors based on both present definitions and ICRP-40 definitions are used in the analysis. The results of these calculations are presented and discussed

ANTECEDENTS OF ORGANIZATIONAL COMMITMENT OF BANKING SECTOR EMPLOYEES IN PAKISTAN

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Abdullah

2012-02-01

Full Text Available The aim of this study was to check the association of factors like work environment, job security,pay satisfaction and participation in decision making; with organizational commitment of theemployees, working in the banking sector of Pakistan. Two hundred and fifteen (215 responses toquestionnaire-based survey were collected from managerial and non-managerial employees, andanalyzed. The analysis showed positive correlations between the dependent and independentvariables. The relation between job security and organizational commitment was the most significant,indicating that a secure job can yield higher level of commitment. Work environment also had asignificant relation with organizational commitment, showing that a healthy and friendly workenvironment may enhance an employee’s commitment towards his work and organization. Paysatisfaction and participation in decision-making had low correlations with organizationalcommitment. Age and tenure seemed to affect the commitment of employees, with highercommitment shown for higher age and tenure; whereas gender did not show significant change incommitment level of employees.

Commitments of Psychological Contracts and Diagnostic Use of Management Control Systems

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Ivan Canan

2016-06-01

Full Text Available Investigating the commitments the Surveillance Agents from the National Telecommunications Agency (Anatel made in their psychological contracts and the diagnostic use of the management control system of the entity, this study tested the hypothesis that individuals tend to be more committed to aspects they are charged for within organizations. This is a theoretical and empirical study that assumed that the commitments comprise the part of the belief that individuals develop on reciprocal relations of exchange between themselves and their contractors, in line with the model by Rousseau (1989; 1995. It was also assumed that the extent to which aspects are charged from the members of an organization matches their perception of the diagnostic use of formal and informal control systems. Methodologically, the research was developed in two phases, the first qualitative, involving documentary analysis and content analysis of organizational documents; and the second quantitative, with the application of questionnaires answered by individuals who occupy the individual position referred to in the organization, who evaluated behavioral parameters that act on them and that were identified in the first phase. The data showed that 42 respondents tend to maintain high levels of commitment to the rules and standards proposed for their function. Statistical results also suggest that there is a significant positive correlation between the commitments assumed and the perceived diagnostic use of control systems for the surveillance agents who answered the questionnaire.

The effect of perceived organizational support on organizational commitment of diagnostic imaging radiographers

International Nuclear Information System (INIS)

Makanjee, Chandra Rekha; Hartzer, Yolanda F.; Uys, Ilse L.

2006-01-01

This article arises from a research project investigating the effects of occupational stress and organizational commitment of diagnostic imaging radiographers on rendering quality service. One of the main aims of this project was to determine the extent to which perceived organizational support influenced commitment of radiographers to the organization, to reduce turnover intent and quality of service rendered. A descriptive correlation study design, based on questionnaires completed by 119 radiographers from 11 organizations, revealed that organizational commitment was moderate towards a tendency of poor. A positive relationship was found between various antecedents of perceived organizational support and organizational commitment (mainly affective and normative), indicating that perceived organizational support positively influenced radiographers' organizational commitment. There is a clear indication of turnover intent, which in turn has a negative impact on rendering quality service. In conclusion, to reduce turnover intent, and improve quality of service rendered, management needs to play an important role in creating a positive working environment for radiographers to perform their tasks

An Examination of Human Resource Management Practices’ Influence on Organizational Commitment and Entrenchment

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Alba Couto Falcão Scheible

2013-01-01

Full Text Available This study sought to understand how the employee perceptions of human resource management practices influence both organizational affective commitment and entrenchment. It represents advancement towardsdiscriminant validity of such linkages that develop between individuals and the organizations they work for. A survey of 307 participants was conducted in an Information Technology company in Brazil. It was found that affective commitment has a strong and positive relationship with perceptions of HRM practices, while entrenchment is also related, but in a very weak fashion. Training and development practices showed better fit with the expected results of such practices in the organization studied, strongly affecting commitment, but not enhancing entrenchment. Even if not generalizable, these results strengthen the research stream that defends that commitment and entrenchment are separate constructs.

The organizational commitment of emergency physicians in Spanish public hospitals

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

2016-12-30

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

Equivalent dose, effective dose and risk assessment from panoramic radiography to the critical organs of head and neck region

International Nuclear Information System (INIS)

Cho, Bong Hae; Nah, Kyung Soo; Lee, Ae Ryeon

1995-01-01

The purpose of this study was to evaluate the equivalent and effective dose, and estimate radiation risk to the critical organs of head and neck region from the use of adult and child mode in panoramic radiography. The results were as follows. 1. The salivary glands showed the highest equivalent and effective dose in adult and child mode. The equivalent and effective dose in adult mode were 837 μSv and 20.93 μSv, those in child mode were 462 μSv and 11.54 μSv, respectively. 2. Total effective doses to the critical head and neck organs were estimated 34.2l μSv in adult mode, 20.14 μSv in child mode. From these data, the probabilities of stochastic effect from adult and child mode were 2.50xl0 -6 and 1.47x10 -6 3. The other remainder showed the greatest risk of fatal cancer. The risk estimate were 4.5 and 2.7 fatal malignancies in adult and child mode from million examinations. The bone marrow and thyroid gland showed about 0.1 fatal cancer in adult. and child mode from these examinations.

Studying the impact of the organizational commitment on the job performance

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Mojtaba Rafiei

2014-08-01

Full Text Available Success of any organization depends on the performance of its employees. Enhancing organizational commitment among employees is an important aspect to perform better. The purpose of this study is to examine the effect of three components of organizational commitment; namely Affective, Continuance and Normative commitment, on employee’s performance. The study is applied among 244 employees of Cooperatives, Labor and Social Welfare department of Markazi Province using a single-stage cluster sampling. The study uses a standard questionnaire for organizational commitment developed by Allen and Meyer and job performance questionnaire developed by Patterson were used to gather data. Structural equations modeling (SEM technique has been used for data analysis. The result of this analysis indicates that the organizational commitment had a positive significant effect on the job performance. In addition, the study also showed that all three dimensions of organizational commitment, Affective, continuance, and normative commitment, had a positive significant effect on the job performance. From the findings, it has been proved that job performance was strongly associated with employee's commitment.

Derivation of Accident-Specific Material-at-Risk Equivalency Factors

Energy Technology Data Exchange (ETDEWEB)

Jason P. Andrus; Dr. Chad L. Pope

2012-05-01

A novel method for calculating material at risk (MAR) dose equivalency developed at the Idaho National Laboratory (INL) now allows for increased utilization of dose equivalency for facility MAR control. This method involves near-real time accounting for the use of accident and material specific release and transport. It utilizes all information from the committed effective dose equation and the five factor source term equation to derive dose equivalency factors which can be used to establish an overall facility or process MAR limit. The equivalency factors allow different nuclide spectrums to be compared for their respective dose consequences by relating them to a specific quantity of an identified reference nuclide. The ability to compare spectrums to a reference limit ensures that MAR limits are in fact bounding instead of attempting to establish a representative or bounding spectrum which may lead to unintended or unanalyzed configurations. This methodology is then coupled with a near real time material tracking system which allows for accurate and timely material composition information and corresponding MAR equivalency values. The development of this approach was driven by the complex nature of processing operations in some INL facilities. This type of approach is ideally suited for facilities and processes where the composition of the MAR and possible release mechanisms change frequently but in well defined fashions and in a batch-type nature.

Locked on course: Hydro-Quebec's commitment to mega-projects

International Nuclear Information System (INIS)

Maxwell, J.; Briscoe, F.; Suzuki, Tatsujiro; Lee, J.; Stewart, A.

1997-01-01

Large organizations often escalate their commitments to mega-project development, even after evidence becomes available of adverse environmental consequences or lack of economic feasibility. This escalation of commitment transcends both sectorial and national boundaries. Preeminent examples include controversial nuclear projects in the US, hydroelectric projects like the Three Gorges Dam in China, and transport projects like the Chunnel and the Concorde. In this article, the authors examine the experience of Hydro-Quebec with the Great Whale Project. They argue that Hydro-Quebec escalated its commitment even after serious questions emerged about its environmental impacts and economic feasibility, because of (1) its earlier success with large projects, (2) its engineering culture''s norms for consistency, and (3) its role in the government''s desire for economic and cultural autonomy. Finally, they discuss the changes that are necessary to break commitments to such projects

The effect of occupational meaningfulness on occupational commitment

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Itai Ivtzan

2014-11-01

Full Text Available Existing research lacks a scholarly consensus on how to define and validly measure ‘meaningful work’ (e.g., Rosso, Dekas & Wrzesniewski, 2010. The following correlational study highlights the value of investigating meaningfulness in the context of occupational commitment. The study hypothesizes that occupational commitment is positively correlated with occupational meaningfulness, where meaningfulness is defined as the extent to which people’s occupations contribute to personal meaning in life. One-hundred and fifty-six full-time office based UK workers completed an online questionnaire including 18 questions measuring levels of occupational commitment (Meyer, Allen & Smith, 1993, in addition to six novel items measuring occupational meaningfulness. The results supported the hypothesis and also showed that the affective sub-type of occupational commitment had the highest correlation with occupational meaningfulness. Such results exhibit the importance of finding meaning at work, as well as the relevance of this to one’s level of commitment to his or her job. This paper argues that individuals should consider OM before choosing to take a specific role, whereas organizations ought to consider the OM of their potential candidates before recruiting them into a role. Possible directions for future research directions are also discussed.

Competency management : Balancing between commitment and control

NARCIS (Netherlands)

Heinsman, H.; Hoogh, de A.H.B.; Muijen, van J.J.; Koopman, P.L.

2006-01-01

This study investigated the relationships between commitment and control approaches and the use of competency management by adopting the theory of planned behavior. Questionnaires were filled out by 43 human resource experts working in different organizations. We expected components of the theory of

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

OpenAIRE

Jain, Ajay Kumar; Giga, Sabir; Cooper, Cary

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, ...

Commitment Without Marriage

Science.gov (United States)

Reczek, Corinne; Elliott, Sinikka; Umberson, Debra

2011-01-01

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

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

Science.gov (United States)

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. Copyright © 2013 Elsevier Inc. All rights reserved.

Organizational commitment and its impact on employees’ individual interactions

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A.R. Dabir

2017-01-01

Full Text Available Organizational commitment is one of the most widely researched topics in the field of organizational behavior. The main objective of this study was to investigate the impact of organizational commitment on individual interactions which was conducted in Municipality of Karaj. To achieve this objective, the data was collected using the Standard questionnaires applying descriptive statistics and inferential statistical methods within the population consisted of 400 employees of Karaj municipality. The present research is a descriptive and co relational study and is of applied type. The results indicated that there is a significant relationship between the dimensions of employees’ individual interaction and organizational commitment in Karaj Municipality. Besides, correlation with other variables of individual engagement and commitment were not verified. At the end, it is suggested to Karaj Municipality that regarding human force as human capital and before recruiting and employment and maintenance, make attempt to identify internal and personality features of them to design required plans in the promotion of organization commitment and drive tomore exploitation.

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

Science.gov (United States)

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

2016-06-01

Although previous research has examined the main/direct effects of subordinates' trust in their supervisors on the levels of subordinates' affective commitment towards the organizations, little attention has been paid to explore the boundary conditions of this relationship. Two studies were conducted to examine the moderating effect of authentic leadership on the relationship between subordinates' trust in supervisor and their levels of affective commitment towards the organization. In line with the hypothesized model, both Study 1 (cross-sectional design, n = 138) and Study 2 (lagged design, n = 154) demonstrated that authentic leadership moderated the relationship between employees' trust in supervisor and their levels of affective commitment towards their organizations. Specifically, the positive relationship was stronger for employees under higher levels of authentic leadership. The implications for theory and practice are discussed. © The Author(s) 2016.

AGENCY CONTRIBUTION IN ACHIEVING TEMPORARY AGENCY WORKERS’ ORGANIZATIONAL COMMITMENT: A STUDY IN ABC (PVT LTD

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T.G.T.N Perera

2017-12-01

Full Text Available Temporary agency workers are coming under non-standard employments, who have temporary attachment to the working organization. With dynamic business environment and flexible work arrangements, temporary agency employments are also emerged in Sri Lanka. Temporary agency workers are dual committed employees. However, with this dual commitment, organizations face issues in achieving temporary agency workers’ commitment due to low attention of agencies to temporary agency workers. Even though the Client organization provides due attention to temporary agency workers, they fail to receive due commitment due to the lack of attention from agency to temporary agency workers. This study was conducted to identify the agency related factors affecting temporary agency workers’ commitment. This was carried out as a cross sectional field study with a sample of 93 workers from temporary agency works in the ABC (pvt ltd. 93 temporary agency workers were selected as sample. Data were collected via a standard questionnaire that met accepted standards of validity and reliability. Descriptive statistics, Simple ranking, Factor analysis, ANOVA and Independent Sample T-Test technique were performed to analyze data. No of Temporary workers to supervisor (temp to consult ratio is the most influencing factor of temporary agency workers’ commitment in agency context. Job satisfaction, agency support, side bets, interactional justice, lack of alternative employments, procedural justice, distributive justice, reciprocity norm acceptance, socialization, breach of psychological contract, lack of skill transferability are the other factors, which are ordered from most influencing factor to less affecting factor to workers’ organizational commitment . Findings revealed that eleven out of thirteen factors are job related factors, other two are organization related and person related factors. Most client companies provide their attention, while agencies fail to provide

Getting to Zero: Goal Commitment to Reduce Blood Stream Infections.

Science.gov (United States)

McAlearney, Ann Scheck; Hefner, Jennifer L

2016-08-01

While preventing health care-associated infections (HAIs) can save lives and reduce health care costs, efforts designed to eliminate HAIs have had mixed results. Variability in contextual factors such as work culture and management practices has been suggested as a potential explanation for inconsistent results across organizations and interventions. We examine goal-setting as a factor contributing to program outcomes in eight hospitals focused on preventing central line-associated bloodstream infections (CLABSIs). We conducted qualitative case studies to compare higher- and lower-performing hospitals, and explored differences in contextual factors that might contribute to performance variation. We present a goal commitment framework that characterizes factors associated with successful CLABSI program outcomes. Across 194 key informant interviews, internal and external moderators and characteristics of the goal itself differentiated actors' goal commitment at higher- versus lower-performing hospitals. Our findings have implications for organizations struggling to prevent HAIs, as well as informing the broader goal commitment literature. © The Author(s) 2015.

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

Science.gov (United States)

Vanaki, Zohreh; Vagharseyyedin, Seyyed Abolfazl

2009-12-01

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

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

Science.gov (United States)

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

2015-11-01

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

The level of influence of trust, commitment, cooperation, and power in the interorganizational relationships of Brazilian credit cooperatives

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Denise Maria Martins

Full Text Available Abstract This article aims to analyze the level of influence of trust, commitment, cooperation, and power in the interrelationships of individual credit cooperatives and their central organization in Brazil. The quantitative and descriptive research was developed in unique credit unions linked to the Central Bank of Brazil and the Organization of Brazilian Cooperatives. The data were analyzed using structural equation modeling, with the estimation through partial least squares. The results obtained for the coefficients of determination (R2 of the endogenous latent variables confirmed the assumptions found in the theoretical models of Morgan and Hunt (1994 and Coote, Forrest, and Tam (2003. Statistical significance was also found in the relationships between power and trust, commitment and cooperation, trust and commitment, trust and cooperation, and power and commitment. However, in this study the relationship between power and commitment characterized the significance and was positive between the individual credit cooperatives and their central organization. This is in line with the understanding that power is the solution to resolving conflicts. The research identifies how the constructs of trust, commitment, cooperation, and power show relevance to the alignment of relations between individual credit cooperatives and their central organization.

Perceptions of internal marketing and organizational commitment by nurses.

Science.gov (United States)

Chang, Ching Sheng; Chang, Hae Ching

2009-01-01

This paper is a report of a study to determine whether a favourable perception of internal marketing is associated with increased organizational commitment. The role of nurses in healthcare treatment is expanding, and becoming more important as time progresses. Therefore, the primary concern of business of health care is to use internal marketing strategies effectively to enhance and develop nurses' organizational commitment and reduce turnover to promote competitive advantages for the organization. A cross-sectional design was used. Questionnaires were distributed in 2006 to a convenience sample of 450 Registered Nurses in two teaching hospitals in Taiwan, and 318 questionnaires were returned. Eighteen were excluded because of incomplete answers, which left 300 usable questionnaires (response rate 66.7%). Validity and reliability testing of the questionnaire proved satisfactory and Structural Equation Modeling was used to analyse the data. A favourable perception of internal marketing was associated with increased organizational commitment. Communication management had the greatest influence on organizational commitment and external activity had the smallest impact. Hospital managers need to recognize the importance of internal marketing for staff retention and the survival of their organizations as competitive pressure increases. As a great deal of time and costs are involved in educating nurses, the best way to retain outstanding nurses and reduce turnover costs and personnel problems is for employers to understand the needs and expectations of their nursing staff.

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

Science.gov (United States)

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.

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

Science.gov (United States)

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.

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

Science.gov (United States)

Westerberg, Kristina; Tafvelin, Susanne

2015-07-06

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

Reflections: The Worldwide Commitment to Educational Equality.

Science.gov (United States)

Meyer, John W.

2001-01-01

Comments on articles appearing in the 2001 theme issue of Sociology of Education. Considers the nature and impact of the widespread cultural commitment to educational equality. Discusses other aspects of education not emphasized in this issue, such as the implications of racial inequality, credentialism, and educational organization (CAJ)

24 CFR 232.510 - Commitment and commitment fee.

Science.gov (United States)

2010-04-01

... HOUSING AND URBAN DEVELOPMENT MORTGAGE AND LOAN INSURANCE PROGRAMS UNDER NATIONAL HOUSING ACT AND OTHER AUTHORITIES MORTGAGE INSURANCE FOR NURSING HOMES, INTERMEDIATE CARE FACILITIES, BOARD AND CARE HOMES, AND... of Fire Safety Equipment Fees and Charges § 232.510 Commitment and commitment fee. (a) Issuance of...

Predictors of Spousal Support for the Work Commitments of Husbands.

Science.gov (United States)

Pittman, Joe F.; Orthner, Dennis K.

1988-01-01

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

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

Science.gov (United States)

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

2013-01-01

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

PARTICULARITIES OF ORGANIZATIONAL COMMITMENT IN THE SPECIFIC CULTURE OF THE ROMANIAN COMPANIES

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Oprea-Valentin BUȘU

2017-08-01

Full Text Available Organizational culture and organizational commitment represent two of the most important concepts to be considered în an well-functioning organization, having a direct influence over employees` lives in that company. Organizational culture, a scientific concept appeared in the field literature at the end of 1980`, in an increasingly unstable business environment, could be defined as a defined series of collective attitudes, ideas, beliefs, symbols and meanings, values and ideologies, rules and norms, feelings or behaviors, as a model and structure of stable practices shared by all the members of that organization and which, by being implemented, come to merge with the structure of organization and its control systems, with the purpose of producing behavioral norms, this way keeping  the unit of organization. In the same time, organizational commitment represents the feeling of membership, of belonging felt by the employee toward the company he/she works in, reflecting the degree to which those characteristics and organizational perspectives are internalized and adopted in his behavior by the subject. Commitment could be also seen as a model of thinking of an employee taking into consideration the level to which personal values and goals are congruent with those of the company. On the other hand, behavioral commitment refers to the process of one employee becoming committed or even stacked into the organization and the way he manage the situation. Our motivation for choosing the theme of this research lays on one hand in the desire to understand the construct of organizational culture and the organizational development, field which I`m interested in,  and on the other hand because the lack of similar research regarding the Romanian companies. The research We have made revealed that there are many studies linking the two concepts with the organizational development in companies from other countries, but only two studies realized in our country

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

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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.

Practice patterns and organizational commitment of inpatient nurse practitioners.

Science.gov (United States)

Johnson, Janet; Brennan, Mary; Musil, Carol M; Fitzpatrick, Joyce J

2016-07-01

Nurse practitioners (NPs) deliver a wide array of healthcare services in a variety of settings. The purpose of this study was to examine the practice patterns and organizational commitment of inpatient NPs. A quantitative design was used with a convenience sample (n = 183) of NPs who attended the American Association of Nurse Practitioners (AANP) national conference. The NPs were asked to complete a demographic questionnaire, the Practice Patterns of Acute Nurse Practitioners tool and the Organizational Commitment Questionnaire. Over 85% of inpatient practice time consists of direct and indirect patient care activities. The remaining nonclinical activities of education, research, and administration were less evident in the NP's workweek. This indicates that the major role of inpatient NPs continues to be management of acutely ill patients. Moderate commitment was noted in the Organizational Commitment Questionnaire. Supportive hospital/nursing leadership should acknowledge the value of the clinical and nonclinical roles of inpatient NPs as they can contribute to the operational effectiveness of their organization. By fostering the organizational commitment behaviors of identification, loyalty, and involvement, management can reap the benefits of these professionally dedicated providers. ©2015 American Association of Nurse Practitioners.

Host-country policy – commitment or no-commitment: a theoretical analysis

NARCIS (Netherlands)

Mukherjee, A.

2000-01-01

This paper develops a model of foreign entry strategy and examines welfare of the host-country under two situations - (i) where host-country government commits to the tax policy, (ii) where host-country government does not commit to the tax policy. It turns out that under the non-committed

Exploring the Relationship between Task Conflict,Relationship Conflict, Organizational Commitment

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Heather Mills

2009-01-01

Full Text Available In the Australia, Canada, parts of Europe, and the United Kingdom, the provision of sport has had a long tradition of reliance on volunteers. However, there has been increasing pressure for voluntary sport organizations (VSOs to adopt more “professional” practices and operational procedures. Consequently, there is a tendency for volunteer organizations to adopt approaches to management developed in other industry contexts without giving proper thought to the differences in character of the public, private, and volunteer sector. It is in situations such as this that inappropriate practices are adopted and conflict emerges. Despite this,there has been limited research into conflict in volunteer sport organizations in the UK. The results of the study demonstrated that relationship conflict was related to both organizational commitment and satisfaction; however, task conflict was only related to job satisfaction. Perhaps the more important finding is the absence of a relationship between task conflict and organizational commitment. It is possible that individuals in VSOs saw their commitment to something greater than the club or association (i.e. the sport or some idealist notion of sport and were therefore likely to ‘put up’ with high levels of dissatisfaction associated with poor management

The Effects of Organizational Training on Organizational Commitment

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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…

Study of the radiation scattered and produced by concrete shielding of radiotherapy rooms and its effects on equivalent doses in patients' organs

International Nuclear Information System (INIS)

Braga, K.L.; Rebello, W.F.; Andrade, E.R.; Gavazza, S.; Medeiros, M.P.C.; Mendes, R.M.S.; Gomes, R.G.; Silva, M.G.; Thalhofer, J.L.; Silva, A.X.; Santos, R.F.G.

2015-01-01

Within a radiotherapy room, in addition to the primary beam, there is also secondary radiation due to the leakage of the accelerator head and the radiation scattering from room objects, patient and even the room's shielding itself, which is projected to protect external individuals disregarding its effects on the patient. This work aims to study the effect of concrete shielding wall over the patient, taking into account its contribution on equivalent doses. The MCNPX code was used to model the linear accelerator Varian 2100/2300 C/D operating at 18MeV, with MAX phantom representing the patient undergoing radiotherapy treatment for prostate cancer following Brazilian Institute of Cancer four-fields radiation application protocol (0°, 90°, 180° and 270°). Firstly, the treatment was patterned within a standard radiotherapy room, calculating the equivalent doses on patient's organs individually. In a second step, this treatment was modeled withdrawing the walls, floor and ceiling from the radiotherapy room, and then the equivalent doses calculated again. Comparing these results, it was found that the concrete has an average shielding contribution of around 20% in the equivalent dose on the patient's organs. (author)

Immediate Supervisors’ Leadership Behaviour and Employees’ Organizational Commitment: Do Pay and Promotion Mediate the Nexus?

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Emmanuel Yaw Ampofo

2016-09-01

Full Text Available This study examines the mediating effect of motivational factors of pay and promotion on transformational leadership and organizational commitment relationship in Unilever Ghana using a quantitative, non-experimental, cross-sectional and analytical survey design study. The results of the study revealed significant positive relationship between transformational leadership style and affective commitment, continuance commitment, and normative commitment. However, the results of the study revealed no significant mediation of pay in the relationship between transformational leadership style and affective commitment, continuance commitment, and normative commitment. Additionally, no significant mediation of promotion was found in the relationship between transformational leadership and affective commitment, transformational leadership and continuance commitment, and transformational leadership and normative commitment. Managers’ adoption of transformational leadership behavior as a key strategy to get employees committed to the organizations will be of great significance because motivational factors such as pay and promotion do not mediate the transformational leadership and organizational commitment relationship. This is a maiden empirical research in Ghana where motivational factors are used as mediators in transformational leadership and organizational commitment relationship.

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

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Cunningham, George B

2011-01-01

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

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

Science.gov (United States)

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

2017-12-18

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

Internal Social Media's Impact on Socialization and Commitment

Science.gov (United States)

Gonzalez, Ester S.

2012-01-01

Social media technologies present an opportunity for organizations to create value by acclimating new employees and increasing organizational commitment. Past research has indicated that many organizations have leveraged social media in innovative ways. The purpose of this study is to investigate an internal social media tool that was designed and…

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

Science.gov (United States)

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

2016-01-01

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

A study on relationship between organizational culture and organizational commitment

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Maryam Khalili

2014-07-01

Full Text Available This paper presents an empirical investigation to study the relationship between organizational culture and organization commitment. The study uses two questionnaires, one for measuring organizational commitment originally developed by Meyer and Allen (1991 [Meyer, J. P., & Allen, N. J. (1991. A three-component conceptualization of organizational commitment. Human resource management review, 1(1, 61-89.] and the other one for organizational culture developed by Denison and Spreitzer (1991 [Denison, D. R., & Spreitzer, G. M. (1991. Organizational culture and organizational development: A competing values approach. Research in organizational change and development, 5(1, 1-21.]. The study is accomplished among selected full time employees who work for an Iranian bank named Bank Saderat Iran. Using Pearson correlation test as well as linear regression methods, the study has determined that there were some positive and meaningful relationship between all components of organizational commitment and organizational culture.

The relationship between organizational commitment components and organizational citizenship behavior in nursing staff

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Leyla Amin Bandar Cham Khaleh

2016-05-01

Full Text Available Organizational commitment has been considered as the most important concept in organizational behavior dimensions and human resources management. In all of the organizations, organizational commitment exerts a positive effect on the staff members’ performance. Therefore, the organizations are in need of committed and responsible workforce. The current study has dealt with the survey of the extent the organizational commitment components relate to the organizational citizenship behavior among the nursing staff in Al-Zahra (May God give her best of regards hospital in 2015. The current study is a descriptive-correlation research and it is an applied research from the objective point of view. The study population includes Al-Zahra (May God give her best of regards nursing hospital staff in 2015 and they were selected based on an availability method and the total study sample volume reaches to about 130 individuals. To collect the demographic characteristics information there was made use of Allen-Mayer organizational commitment questionnaire and Podsakoff’s organizational citizenship behavior questionnaire was also applied. Data analysis was conducted through descriptive statistics includes frequency, mean and percentage and inferential statistics including Mann-Whitney, X2 and Pierson correlation coefficient by taking advantage of SPSS 20. The results of the present study indicated that there is no significant relationship between affective and normative commitment components and the employees’ organizational citizenship behavior. According to the relationship between organizational commitment and nursing staff organizational citizenship behavior staff members should be selected from among the committed and responsible individuals in order for the organizational objectives and goals to be advanced and the managers should set the ground for the staff progress and sublimation.

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

Science.gov (United States)

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.

INPO and the industry: a commitment to excellence

International Nuclear Information System (INIS)

Colvin, J.F.

1985-01-01

Utilities in the United States have undergone major changes in their attitudes and methods of operating nuclear stations in the 6 yr since the accident at Three Mile Island. These changes reflect a strong commitment by the US utility industry to excellence in nuclear plant operations. Fundamental in this commitment was the formation of the Institute of Nuclear Power Operations (INPO), an organization created by the industry in the United States to serve as a focus and catalyst for these changes. With membership in INPO, nuclear utilities make a commitment to strive for excellence in the construction and operation of their nuclear plants. INPO has programs to help utilities in their efforts to achieve excellence. The most visible are the INPO evaluation programs. By the end of 1985, INPO will have evaluated most operating plants at least four times. Construction project evaluations are also being conducted. Twenty-one construction evaluations will have been conducted by the end of the year. Through each of its programs, INPO seeks to promote excellence and to help those operating and building nuclear plants in their commitment to excellence

Verification of an effective dose equivalent model for neutrons

International Nuclear Information System (INIS)

Tanner, J.E.; Piper, R.K.; Leonowich, J.A.; Faust, L.G.

1992-01-01

Since the effective dose equivalent, based on the weighted sum of organ dose equivalents, is not a directly measurable quantity, it must be estimated with the assistance of computer modelling techniques and a knowledge of the incident radiation field. Although extreme accuracy is not necessary for radiation protection purposes, a few well chosen measurements are required to confirm the theoretical models. Neutron doses and dose equivalents were measured in a RANDO phantom at specific locations using thermoluminescence dosemeters, etched track dosemeters, and a 1.27 cm (1/2 in) tissue-equivalent proportional counter. The phantom was exposed to a bare and a D 2 O-moderated 252 Cf neutron source at the Pacific Northwest Laboratory's Low Scatter Facility. The Monte Carlo code MCNP with the MIRD-V mathematical phantom was used to model the human body and to calculate the organ doses and dose equivalents. The experimental methods are described and the results of the measurements are compared with the calculations. (author)

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

Science.gov (United States)

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…

Nurses' professional competency and organizational commitment: Is it important for human resource management?

Science.gov (United States)

Karami, Abbas; Farokhzadian, Jamileh; Foroughameri, Golnaz

2017-01-01

Professional competency is a fundamental concept in nursing, which has a direct relationship with quality improvement of patient care and public health. Organizational commitment as a kind of affective attachment or sense of loyalty to the organization is an effective factor for professional competency. This study was conducted to evaluate the nurses´ professional competency and their organizational commitment as well as the relationship between these two concepts. This descriptive-analytic study was conducted at the hospitals affiliated with a University of Medical Sciences, in the southeast of Iran in 2016. The sample included 230 nurses who were selected using stratified random sampling. Data were gathered by three questionnaires including socio-demographic information, competency inventory for registered nurse (CIRN) and Allen Meyer's organizational commitment. Results showed that professional competency (Mean±SD: 2.82±0.53, range: 1.56-4.00) and organizational commitment (Mean±SD: 72.80±4.95, range: 58-81) of the nurses were at moderate levels. There was no statistically significant correlation between professional competency and organizational commitment (ρ = 0.02; p = 0.74). There were significant differences in professional competency based on marital status (p = 0.03) and work experience (pcommitted to their organizations. Developing professional competency and organizational commitment is vital, but not easy. This study suggests that human resource managers should pursue appropriate strategies to enhance the professional competency and organizational commitment of their nursing staff. It is necessary to conduct more comprehensive studies for exploring the status and gaps in the human resource management of healthcare in different cultures and contexts.

Does Group-Level Commitment Predict Employee Well-Being?

DEFF Research Database (Denmark)

Clausen, Thomas; Christensen, Karl Bang; Nielsen, Karina

2015-01-01

OBJECTIVE: To investigate the links between group-level affective organizational commitment (AOC) and individual-level psychological well-being, self-reported sickness absence, and sleep disturbances. METHODS: A total of 5085 care workers from 301 workgroups in the Danish eldercare services parti...... disturbances (T2) were partially mediated by individual-level AOC (T1). CONCLUSIONS: Group-level AOC is an important predictor of employee well-being in contemporary health care organizations.......OBJECTIVE: To investigate the links between group-level affective organizational commitment (AOC) and individual-level psychological well-being, self-reported sickness absence, and sleep disturbances. METHODS: A total of 5085 care workers from 301 workgroups in the Danish eldercare services...

Human-Oriented Leadership and Organizational Commitment in US Subsidiary Company Based in Sarawak

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Azman Ismail

2016-11-01

Full Text Available This article was conducted to examine the relationship between human-oriented leadership (HOL and organizational commitment. A survey method was employed to obtain data from the employees of one US subsidiary companybased in Sarawak. Results of the Partial Least Squares (SmartPLS model analysis confirmed that participative leadership, supportive leadership, and empowerment act as important antecedents of organizational commitment.These findings reveal that the capability of managers practicing HOL styles (supportive, participative, and empowerment has enhanced employees’ commitment to the organization.

[Experiencing familiar violence: men who commit violence against their mates].

Science.gov (United States)

Gomes, Nadirlene Pereira; Diniz, Normélia Maria Freire; Freire, Normélia Maria

2005-01-01

The aim of this study was to understand which elements are present on the construction of the identity of men who commit violence against their mates. This qualitative study took as theoretical reference the Social Representations. It was carried out on Calafate community, San Martin, Salvador, BA. Its population was composed by 7 men who committed violence against their mates. Semi-structured interview provided data, which was organized through Bardin's Content Analysis, specifically thematic analysis, in the axis Familiar Relation. The study enabled us to identify elements that interfere on the construction of the identity of men who commit violence against their mates. Its origin is in the familiar relationship, marked by factors as lack of dialogue and physical aggressions.

The effects of organizational commitment and structural empowerment on patient safety culture.

Science.gov (United States)

Horwitz, Sujin K; Horwitz, Irwin B

2017-03-20

Purpose The purpose of this paper is to investigate the relationship between patient safety culture and two attitudinal constructs: affective organizational commitment and structural empowerment. In doing so, the main and interaction effects of the two constructs on the perception of patient safety culture were assessed using a cohort of physicians. Design/methodology/approach Affective commitment was measured with the Organizational Commitment Questionnaire, whereas structural empowerment was assessed with the Conditions of Work Effectiveness Questionnaire-II. The abbreviated versions of these surveys were administered to a cohort of 71 post-doctoral medical residents. For the data analysis, hierarchical regression analyses were performed for the main and interaction effects of affective commitment and structural empowerment on the perception of patient safety culture. Findings A total of 63 surveys were analyzed. The results revealed that both affective commitment and structural empowerment were positively related to patient safety culture. A potential interaction effect of the two attitudinal constructs on patient safety culture was tested but no such effect was detected. Research limitations/implications This study suggests that there are potential benefits of promoting affective commitment and structural empowerment for patient safety culture in health care organizations. By identifying the positive associations between the two constructs and patient safety culture, this study provides additional empirical support for Kanter's theoretical tenet that structural and organizational support together helps to shape the perceptions of patient safety culture. Originality/value Despite the wide recognition of employee empowerment and commitment in organizational research, there has still been a paucity of empirical studies specifically assessing their effects on patient safety culture in health care organizations. To the authors' knowledge, this study is the first

Uncertainties in Organ Burdens Estimated from PAS

International Nuclear Information System (INIS)

La Bone, T.R.

2004-01-01

To calculate committed effective dose equivalent, one needs to know the quantity of the radionuclide in all significantly irradiated organs (the organ burden) as a function of time following the intake. There are two major sources of uncertainty in an organ burden estimated from personal air sampling (PAS) data: (1) The uncertainty in going from the exposure measured with the PAS to the quantity of aerosol inhaled by the individual, and (2) The uncertainty in going from the intake to the organ burdens at any given time, taking into consideration the biological variability of the biokinetic models from person to person (interperson variability) and in one person over time (intra-person variability). We have been using biokinetic modeling methods developed by researchers at the University of Florida to explore the impact of inter-person variability on the uncertainty of organ burdens estimated from PAS data. These initial studies suggest that the uncertainties are so large that PAS might be considered to be a qualitative (rather than quantitative) technique. These results indicate that more studies should be performed to properly classify the reliability and usefulness of using PAS monitoring data to estimate organ burdens, organ dose, and ultimately CEDE

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

Science.gov (United States)

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,…

Organizational Commitment, Psychological Contract Fulfillment and Job Performance: A Longitudinal Quanti-qualitative Study

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Leticia Gomes Maia

2015-07-01

Full Text Available The goals of this study are to contribute to the understanding of the development of organizational commitment and to explore the relations among psychological contract fulfillment, organizational commitment, and job performance. This paper reports the findings of a longitudinal quanti-qualitative study conducted with newcomers over three years. We identified four trajectories of commitment development: Learning to Love, High Match, Honeymoon Hangover and Learning to Hate. The last one is originally proposed in this study, and it is represented by individuals who began work highly committed to the organization, but then their commitment levels decreased dramatically over time. We discuss some characteristics associated with these trajectories. Our results corroborate the assumption that psychological contract fulfillment is positively related to commitment. Nevertheless, our findings about the relationship between commitment and job performance were different according to the trajectories. The trajectories Learning to Love and Learning to Hate support the assumption that higher commitment levels would lead to better performance, and vice versa; however, the trajectories High Match and Honeymoon Hangover contradict it. We offer and discuss some possible explanations for these findings.

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

Science.gov (United States)

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

2016-10-01

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

Small Business Commitment | NREL

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Small Business Commitment Small Business Commitment Central to NREL's mission is our commitment to small business through a comprehensive and mature outreach program that combines proven techniques with the latest technology and best business practices. For More Information Contact Us Please email Rexann

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

Science.gov (United States)

Pinho, Paula; Albuquerque, Carlos

2013-01-01

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

Competition with Variety Seeking and Habitual Consumption: Price Commitment or Quality Commitment?

Directory of Open Access Journals (Sweden)

Liyang Xiong

2017-01-01

Full Text Available This paper investigates price and quality competition in a market where consumers seek variety and habit formation. Variety seeking is modeled as a decrease in the willingness to pay for product purchased on the previous occasion while habitual consumption may increase future marginal utility. We compare two competing strategies: price commitment and quality commitment. With a three-stage Hotelling-type model, we show that variety seeking intensifies while habitual consumption softens the competition. With price commitment, firms supply lower quality levels in period 1 and higher quality levels in period 2, while, with quality commitment, firms charge higher prices in period 1 and lower prices in period 2. However, the habitual consumption brings the opposite effect. In addition, with quality commitment variety seeking leads to a lower profit and a higher consumer surplus, while habitual consumption leads to the opposite results. On the other side, with price commitment these behaviors have no effect on the consumer surplus, although they still lower down the firm profits. Finally, we also identify conditions under which one strategy outperforms the other.

Evaluation of the effective dose equivalent to tbe public of Pavia after the Chernobyl nuclear accident

International Nuclear Information System (INIS)

Altieri, S.; Berzero, A.; Meloni, S.; Rosti, G.; Genova, N.

1988-01-01

The Chernobyl radionuclide monitoring campaign in air particulate and foodstuffs was carried out and continued up to June 1987. On the basis of collected data estimates of the collective effective dose equivalent commitment to the public of province of Pavia, by external irradiation or by inhalation, were carried out and are reported in the present paper

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

Science.gov (United States)

Seruya, Francine M; Hinojosa, Jim

2010-09-01

The professional and organizational commitment of paediatric occupational therapists working in two distinct practice settings, schools and medically based settings, was investigated. A web-based survey program was used to administer a questionnaire to occupational therapists employed in New York, New Jersey and Connecticut. The study employed social identity theory as a guiding perspective in understanding therapists' professional and organizational commitment. One hundred and fifty-seven paediatric therapists responded to the Professional Commitment Questionnaire and the Organizational Commitment Questionnaire to gauge their commitment to both the profession and their employing organizations. Results indicated that paediatric therapists, regardless of employment setting, have high professional commitment. Paediatric occupational therapists employed in medically based settings indicated statistically significant higher organizational commitment than their school-based counterparts. For therapists that work in school settings, the presence of a professional cohort did not influence professional commitment scores. As the study employed a web-based survey methodology, only individuals who were members of associations and had access to a computer and the Internet were able to participate. Further study might include widening the participant pool as well as adding additional instruments to explore both professional and organizational commitment on a more national scale. Copyright 2010 John Wiley & Sons, Ltd.

Nurses’ professional competency and organizational commitment: Is it important for human resource management?

Science.gov (United States)

Karami, Abbas; Farokhzadian, Jamileh; Foroughameri, Golnaz

2017-01-01

Background Professional competency is a fundamental concept in nursing, which has a direct relationship with quality improvement of patient care and public health. Organizational commitment as a kind of affective attachment or sense of loyalty to the organization is an effective factor for professional competency. Objective This study was conducted to evaluate the nurses´ professional competency and their organizational commitment as well as the relationship between these two concepts. Methods and materials This descriptive-analytic study was conducted at the hospitals affiliated with a University of Medical Sciences, in the southeast of Iran in 2016. The sample included 230 nurses who were selected using stratified random sampling. Data were gathered by three questionnaires including socio-demographic information, competency inventory for registered nurse (CIRN) and Allen Meyer's organizational commitment. Results Results showed that professional competency (Mean±SD: 2.82±0.53, range: 1.56–4.00) and organizational commitment (Mean±SD: 72.80±4.95, range: 58–81) of the nurses were at moderate levels. There was no statistically significant correlation between professional competency and organizational commitment (ρ = 0.02; p = 0.74). There were significant differences in professional competency based on marital status (p = 0.03) and work experience (pcommitted to their organizations. Developing professional competency and organizational commitment is vital, but not easy. This study suggests that human resource managers should pursue appropriate strategies to enhance the professional competency and organizational commitment of their nursing staff. It is necessary to conduct more comprehensive studies for exploring the status and gaps in the human resource management of healthcare in different cultures and contexts. PMID:29117271

Verification of an effective dose equivalent model for neutrons

International Nuclear Information System (INIS)

Tanner, J.E.; Piper, R.K.; Leonowich, J.A.; Faust, L.G.

1991-10-01

Since the effective dose equivalent, based on the weighted sum of organ dose equivalents, is not a directly measurable quantity, it must be estimated with the assistance of computer modeling techniques and a knowledge of the radiation field. Although extreme accuracy is not necessary for radiation protection purposes, a few well-chosen measurements are required to confirm the theoretical models. Neutron measurements were performed in a RANDO phantom using thermoluminescent dosemeters, track etch dosemeters, and a 1/2-in. (1.27-cm) tissue equivalent proportional counter in order to estimate neutron doses and dose equivalents within the phantom at specific locations. The phantom was exposed to bare and D 2 O-moderated 252 Cf neutrons at the Pacific Northwest Laboratory's Low Scatter Facility. The Monte Carlo code MCNP with the MIRD-V mathematical phantom was used to model the human body and calculate organ doses and dose equivalents. The experimental methods are described and the results of the measurements are compared to the calculations. 8 refs., 3 figs., 3 tabs

Practical Relativistic Bit Commitment

NARCIS (Netherlands)

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

2015-01-01

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

Commitment to Cybersecurity and Information Technology Governance: A Case Study and Leadership Model

Science.gov (United States)

Curtis, Scipiaruth Kendall

2012-01-01

The continual emergence of technologies has infiltrated government and industry business infrastructures, requiring reforming organizations and fragile network infrastructures. Emerging technologies necessitates countermeasures, commitment to cybersecurity and information technology governance for organization's survivability and sustainability.…

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

Science.gov (United States)

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

2013-07-01

The present study aims to explain the processes through which family-supportive organizational perceptions (FSOP) relate to employee affective commitment. We suggest multiple mechanisms through which this relationship transpires-(a) the focal employee's experience of work-to-family conflict and enrichment and (b) the attitudes of the employee's spouse/partner. Hypotheses are tested with data from 408 couples. Results suggest that employee FSOP is positively associated with employee commitment through both employee work-to-family experiences and partner attitudes. FSOP was positively related to employee work-to-family enrichment, which was positively associated with employee affective commitment. FSOP was negatively associated with employee work-to-family conflict, which related to a partner's more positive attitude toward the employee's work schedule and higher commitment to the employee's firm. Partner commitment was positively and reciprocally related to employee affective commitment. These relationships partially mediated the FSOP-employee affective commitment relationship and varied as a function of parental status and single- versus dual-earner couple status but not as a function of employee gender. Theoretical and practical implications are discussed. PsycINFO Database Record (c) 2013 APA, all rights reserved.

Fuzzy Commitment

Science.gov (United States)

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.

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

Science.gov (United States)

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

2011-01-01

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

Influence Of Perceived Employer Branding On Perceived Organizational Culture Employee Identity And Employee Commitment

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Dilhani Anuradha Akuratiya

2017-08-01

Full Text Available All organizations strive for sustainable competitive advantage in order to attain profit and survive in the increasingly competitive marketplace. In such situation human resources have become crucial to achieve competitive advantage especially in the service oriented industries. In order to achieve competitive advantage it is necessary to retain talented employees within the organization. To attract and retain talented employees within organizations employers are using employer branding to separate their organization from its competitors and build an image as a good place to work. Thus the key intention of the study was to explore influence of perceived employer branding on perceived organizational culture and employee identity and how in turn affect to increase employee commitment. In the present study employer branding model was based on culture identity and commitment in licensed financial companies. Research population consisted executive level employees of top ten licensed financial companies. Sampling method was convenience sampling and data collection instrument was questionnaire. Correlation and regression analysis was used to analyze the data. Results from the analysis showed that perceived employer branding had significant influence on perceived organizational culture and employee identity and in turn they had a significant effect on employee commitment.

Investigating the effect of work life quality and social capital on the organizational commitment

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Mahmood Reza Esmeili

2014-08-01

Full Text Available This paper studies the work life quality and social capital on the organizational commitment. The primary objective of this research is to identify the effect of the quality of Work Life and social capital on the organizational commitment. The study has accomplished among 240 out of 900 employees of tax affairs organization in Lorestan province. To achieve our goal, nine hypotheses were examined. There are three questionnaires including the quality of work life, social capital, and the organizational commitment. Using structural equation modeling, the study has confirmed that there was a meaningful relationship between the variables of the quality of work life with social capital and organizational commitment; namely affective, continuous, normative. In addition, there is a meaningful relationship between the variable social capital with organizational commitment including affective, continuous, and normative.

Career Commitment in Nursing.

Science.gov (United States)

Gardner, Diane L.

1992-01-01

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

Assess the Relationship between Workplace Spirituality and Organizational Commitment of Administrative Staff of Zahedan University of Medical Sciences

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2015-07-01

Full Text Available Introduction: One of the hidden factors, however, influences the behavior of employees, their commitment to the organization and their jobs. Thus, identifying factors affecting the organizational commitment is an important task of managers that in this study, the role of workplace spirituality in its occurrence are discussed. Methods: The present study was conducted to assess the relationship between workplace spirituality and organizational commitment. This is a descriptive - correlation study that 151 Administrative Staff of Zahedan University of Medical Sciences was selected by random sampling method in December. The study instruments included workplace spirituality Questionnaire (Milliman et al. 2003 and organizational commitment (Linz, 2003. The scores were analyzed using the Spearman correlation coefficient and multiple regression by Software SPSS17. Results: between workplace spirituality and its three components (meaningful work, a sense of solidarity and alignment values there was a significant positive correlation with the organizational commitment staff (p<0/01. Also, all three components of spirituality at work ability to predict organizational commitment staff (p<0/05. Conclusion: With the development of workplace spirituality, meaningful work, a sense of solidarity and alignment values in organizations, Can be accepted that organizational commitment of employees increases.

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

Science.gov (United States)

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

2015-06-03

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

Interactions of Reduced Deforestation and the Carbon Market: The Role of Market Regulations and Future Commitments

OpenAIRE

Anger, Niels; Dixon, Alistair; Livengood, Erich

2009-01-01

Reducing emissions from deforestation and degradation (REDD) has been proposed as a potentially inexpensive and plentiful source of emission abatement to supplement other longterm climate policies. However, critics doubt that REDD credits are environmentally equivalent to domestic emission reductions, and suggest an excess supply may disrupt carbon markets. In this context, we investigate the economic implications of emissions market regulations and future emissions reduction commitments, as ...

Relationships between Budgetary Participation and Organizational Commitment: Mediated by Reinforcement Contingency Evidence from the Service Sector Industries

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Mia Selvina

2016-07-01

Full Text Available The purpose of this study is to examine the relationship, mediated through reinforcement contingency, between (a participation in budgeting, and (b organizational commitment, of those organizations in  the service industry, listed in the Indonesian Stock Exchange and also having their branch offices in Bandar Lampung.  We develop a new construct of  reinforcement contingency, through focus group discussion and several pilot studies, and use it in the main survey. We analyse data from 42 respondents, using SmartPLS. We find that reinforcement contingency as the mediation variable affects the relation between participation in budgeting andn organizational commitment. This study suggests the “no reward and no punishment” system as the appropriate  reinforcement contingency for employees, in order  to enhance their commitment to their organization.Keywords: Participation in Budgeting, Reinforcement Contingency, Organizational Commitment, Service Sector

Assessment of organ equivalent doses and effective doses from diagnostic X-ray examinations

International Nuclear Information System (INIS)

Park, Sang Hyun

2003-02-01

The MIRD-type adult male, female and age 10 phantoms were constructed to evaluate organ equivalent dose and effective dose of patient due to typical diagnostic X-ray examination. These phantoms were constructed with external and internal dimensions of Korean. The X-ray energy spectra were generated with SPEC78. MCNP4B ,the general-purposed Monte Carlo code, was used. Information of chest PA , chest LAT, and abdomen AP diagnostic X-ray procedures was collected on the protocol of domestic hospitals. The results showed that patients pick up approximate 0.02 to 0.18 mSv of effective dose from a single chest PA examination, and 0.01 to 0.19 mSv from a chest LAT examination depending on the ages. From an abdomen AP examination, patients pick up 0.17 to 1.40 mSv of effective dose. Exposure time, organ depth from the entrance surface and X-ray beam field coverage considerably affect the resulting doses. Deviation among medical institutions is somewhat high, and this indicated that medical institutions should interchange their information and the need of education for medical staff. The methodology and the established system can be applied, with some expansion, to dose assessment for other medical procedures accompanying radiation exposure of patients like nuclear medicine or therapeutic radiology

INREM II: a computer implementation of recent models for estimating the dose equivalent to organs of man from an inhaled or ingested radionuclide

International Nuclear Information System (INIS)

Killough, G.G.; Dunning, D.E. Jr.; Pleasant, J.C.

1978-01-01

This report describes a computer code, INREM II, which calculates the internal radiation dose equivalent to organs of man which results from the intake of a radionuclide by inhalation or ingestion. Deposition and removal of radioactivity from the respiratory tract is represented by the ICRP Task Group Lung Model. A four-segment catenary model of the GI tract is used to estimate movement of radioactive material that is ingested or swallowed after being cleared from the respiratory tract. Retention of radioactivity in other organs is specified by linear combinations of decaying exponential functions. The formation and decay of radioactive daughters is treated explicitly, with each radionuclide species in the chain having its own uptake and retention parameters, as supplied by the user. The dose equivalent to a target organ is computed as the sum of contributions from each source organ in which radioactivity is assumed to be situated. This calculation utilizes a matrix of S-factors (rem/μCi-day) supplied by the user for the particular choice of source and target organs. Output permits the evaluation of crossfire components of dose when penetrating radiations are present. INREM II is coded in FORTRAN IV and has been compiled and executed on an IBM-360 computer

Population dose commitments due to radioactive releases from nuclear power plant sites in 1975

International Nuclear Information System (INIS)

Baker, D.A.; Soldat, J.K.; Watson, E.C.

1977-10-01

Population radiation dose commitments were estimated from reported radionuclide releases from commercial power reactors operating during 1975. Fifty-year dose commitments from one year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teenager and adult) residing between 2 and 80 km from each site. Results are given in the form of tables giving the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each site is a histogram showing the fraction of the total population within the 2 to 80-km region around each site receiving various average dose commitments from the airborne pathways. The total dose commitment from both liquid and airborne pathways ranged from a high of 750 person-rem to a low of 0.008 person-rem with an arithmetic mean of 34 person-rem

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

Science.gov (United States)

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

2015-12-01

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

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

Science.gov (United States)

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.

A Test of the Relationships among Perceptions of Justice, Job Satisfaction, Affective Commitment and Organizational Citizenship Behavior

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Harif Amali Rifai

2005-06-01

Full Text Available This study examines factors influencing organizational citizenship behavior in an organization. These factors include procedural justice, distributive justice, job satisfaction and commitment. Although previous studies have investigated commitment as antecedent of OCB, most of them did not specifically explain the type of commitment hypothesized. In terms of commitment, this study utilizes the specific type of commitment, i.e. affective commitment. The theoretical model proposes both distributive justice and procedural justice as antecedents of job satisfaction and job satisfaction has an effect on organizational citizenship behavior (OCB through affective commitment. SEM analysis of survey data from 383 nurses who are working for private hospitals in Indonesia supports that the theoretical model has met goodness-of-fit criterions. The findings concluded that there are significant relationships between both procedural justice and distributive justice and job satisfaction. Job satisfaction has a significant impact for developing affective commitment. The results also support that affective commitment is a significant predictor of organizational citizenship behavior.

Organizational commitment among intercollegiate head athletic trainers: examining our work environment.

Science.gov (United States)

Winterstein, A P

1998-01-01

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

Alzheimer's: From Caring to Commitment

Science.gov (United States)

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

Effects of Ethical Climate on Organizational Commitment, Professional Commitment, and Job Satisfaction of Auditor in Malaysia

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Suhaiza Ismail

2015-08-01

Full Text Available The objective of this paper is to investigate the effect of the ethical climate on the organizational commitment, professional commitment and job satisfaction of Malaysian auditors. Using a survey questionnaire comprising instruments about the ethical climate, organizational commitment, professional commitment and job satisfaction, 263 usable responses were received. To achieve the objectives, mean scores, standard deviations, correlations and multiple regressions were performed. The study revealed that a significant positive influence of a caring ethical climate on professional and organizational commitment as well as job satisfaction existed. There was also a positive significant association between the law and code ethical climate and professional commitment. On the other hand, the study discovered that the instrumental ethical climate type had a significant negative relationship with organizational commitment and job satisfaction. A significant negative relationship was also revealed between the independent ethical climate type and organizational and professional commitment. A significant negative relationship between the rules ethical climate and job satisfaction was also discovered.

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

Science.gov (United States)

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

2005-01-01

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

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

Science.gov (United States)

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

2013-01-01

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

THE EFFECT OF WORKPLACE SPIRITUALITY DIMENSIONS ON ORGANIZATIONAL COMMITMENT WITH PERCEIVED ORGANIZATIONAL SUPPORT AS MODERATING VARIABLE

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Diaz Haryokusumo

2015-09-01

Full Text Available The aims of this study are to test the effect of workplace spirituality dimensions (inner life, meaningful work, and condition for community on organizational commitment (affective, continuance, and normative and also to test the moderating effect of perceived organizational support. 130 questionnaires were collected from six organizations in Yogyakarta.The result of this research shows the workplace spirituality dimensions have positive effect on affective commitment. Testing of moderation effect shows perceived organizational support does not moderate the positive effect of workplace spirituality dimensions on components of organizational commitment. Based on this research, condition for community has the biggest effect on affective commitment, while inner life has biggest effect on normative and continuance commitment. Implication for management theory and practice are discussed.

The Impact of Corporate Social Responsibility Perception on The Job Satisfaction and Organizational Commitment

OpenAIRE

Mehmet Arcan TUZCU

2014-01-01

Corporate social responsibility activities influence the stakeholders in the first place, hence the employees, one of the vital stakeholders of the organizations. Social responsibility activities can have a direct effect on the job satisfaction and organizational commitment of employees. This paper investigates the employees’ perception on corporate social responsibility, and examines the effect of this perception on organizational commitment and job satisfaction. Hence, the individual factor...

Postmarket Requirements and Commitments

Data.gov (United States)

U.S. Department of Health & Human Services — Provides information to the public on postmarket requirements and commitments. The phrase postmarket requirements and commitments refers to studies and clinical...

Seven Guiding Commitments: Making the U.S. Healthcare System More Compassionate

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Beth A. Lown MD

2014-11-01

Full Text Available Despite the current focus on patient centeredness, healthcare professionals face numerous challenges that impede their ability to provide compassionate care that ameliorates concerns, distress, or suffering. These include fragmentation and discontinuity of care, technologies that both help and hinder communication and relationship-building, burgeoning operational and administrative requirements, inadequate communication skills training, alarming rates of burnout, and increased cost and market pressures. A compassionate healthcare system begins with compassionate people, but the organizations in which they train and work must reliably enable them to express and act on their compassion rather than impede it. We present a set of guiding commitments and recommendations to foster a more compassionate healthcare system. We urge healthcare organizations to adopt these commitments and take action to embed compassionate care in all aspects of training, research, patient care and organizational life.

A Research on the Relationship between Organizational Commitment and Organizational Cynicism

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Özlem GÜLLÜOĞLU IŞIK

2015-08-01

Full Text Available AbstractIn the process of transformation of an industrial production society into information and consumer society, organizational commitment has become among the most emphasized concepts in recent years. The organizational commitment is a psychological situation determining the relationship of the employee with his company and providing him the determination to continue to work. Its causes and outcomes have become the major research topic in recent years and many studies conducted in several segments such as nursing, police dept. tearchers..etc. One other aspect of the research is “organizational cynicism” defined as one’s negative attitude towards the company for which he/she works. It consists of telling that the organization lacks sincerity and honesty. The sources of organizational cynicism are mainly personality, violation of psychological contract and flaws in leadership behaviors. However, there is a little research on the possible relationship between organizational commitment and organizational cynicism. With the aim of contributing to the process of discussion concerning the topic, the relationship between organizational commitment and organizational cynicism is analyzed by means of this research. Organizational commitment and organizational cynicism scale was implemented to the employees of three and four star hotels carrying on business in Kayseri and results tried to be discussed according to organizational dynamics.

Dose equivalent distributions in the AAEC total body nitrogen facility

International Nuclear Information System (INIS)

Allen, B.J.; Bailey, G.M.; McGregor, B.J.

1985-01-01

The incident neutron dose equivalent in the AAEC total body nitrogen facility is measured by a calibrated remmeter. Dose equivalent rates and distributions are calculated by Monte Carlo techniques which take account of the secondary neutron flux from the collimator. Experiment and calculation are found to be in satisfactory agreement. The effective dose equivalent per exposure is determined by weighting organ doses, and the potential detriment per exposure is calculated from ICRP risk factors

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

Science.gov (United States)

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…

Leadership in Diversity Organizations, and Immigrants' Organizational Commitment and Subjective General Health

OpenAIRE

Huynh, Victoria Tran

2014-01-01

The purpose of this paper is to examine leadership styles in managing cultural diversity from the LIDO-model at workplaces in Norway, and investigate the relationships between perceived leadership styles with immigrants’ organizational commitment and subjective general health through online survey. The leadership styles from the LIDO-model are diversity leadership, assimilation leadership, separation leadership, and laissez-faire leadership. The relationships were measured by t...

The Impact of Corporate Social Responsibility Perception on The Job Satisfaction and Organizational Commitment

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Mehmet Arcan TUZCU

2014-06-01

Full Text Available Corporate social responsibility activities influence the stakeholders in the first place, hence the employees, one of the vital stakeholders of the organizations. Social responsibility activities can have a direct effect on the job satisfaction and organizational commitment of employees. This paper investigates the employees’ perception on corporate social responsibility, and examines the effect of this perception on organizational commitment and job satisfaction. Hence, the individual factors that have an impact on this perception, namely gender, age, education level, the hierarchical position in the organization, the working time and the participation to the company’s social responsibility projects, are considered. The data collection is through a survey conducted among the employees of Turkish Petroleum Refineries Corporation (TUPRAS, the third most profitable and the largest private firm quoted to the Borsa Istanbul. From the findings obtained through chi square, t-test and ANOVA, one can observe an insignificant relation between organizational commitment and job satisfaction, and perceptions of corporate social responsibilities.

Relationships between Budgetary Participation and Organizational Commitment: Mediated by Reinforcement Contingency Evidence from the Service Sector Industries

Directory of Open Access Journals (Sweden)

Mia Selvina

2015-08-01

Full Text Available The purpose of this study is to examine the relationship, mediated through reinforcement contingency, between (a participation in budgeting, and (b organizational commitment, of those organizations in the service industry, listed in the Indonesian Stock Exchange and also having their branch offices in Bandar Lampung. We develop a new construct of reinforcement contingency, through focus group discussion and several pilot studies, and use it in the main survey. We analyse data from 42 respondents, using SmartPLS. We find that reinforcement contingency as the mediation variable affects the relation between participation in budgeting and organizational commitment. This study suggests the “no reward and no punishment” system as the appropriate reinforcement contingency for employees, in order to enhance their commitment to their organization.

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

Science.gov (United States)

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

2017-01-01

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

Organizational Commitment and Job Satisfaction: What Are the Potential Relationships?

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Nildes Raimunda Pitombo Leite

2014-10-01

Full Text Available This study compared two different structural models regarding the direct or mediation role satisfaction has in the prediction of commitment bond, in the context of a public and traditional Brazilian organization, the Military Police. A quantitative and qualitative combination of methods was used to measure relationships between variables and to contextualize the results found from 10,052 surveyed workers. We conducted interviews with six high command officers and a focus group comprised of seven members from the three highest organizational levels. Content analysis and structural equation modeling (SEM were used in the analysis process. Evidence was found that satisfaction with relationships is an antecedent of commitment, which mediates its relationships with other variables, such as work and personal characteristics. Understanding the organization’s characteristics and the use of a substantial sample of its employees simultaneously allowed for testing complex structural models and investigating a labor segment that has been neglected by commitment research.

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

Science.gov (United States)

Walker, Victoria LaShawn

2013-01-01

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

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

Science.gov (United States)

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…

Effects of Ethical Climate on Organizational Commitment, Professional Commitment, and Job Satisfaction of Auditor in Malaysia

OpenAIRE

Ismail, Suhaiza

2015-01-01

The objective of this paper is to investigate the effect of the ethical climate on the organizational commitment, professional commitment and job satisfaction of Malaysian auditors. Using a survey questionnaire comprising instruments about the ethical climate, organizational commitment, professional commitment and job satisfaction, 263 usable responses were received. To achieve the objectives, mean scores, standard deviations, correlations and multiple regressions were performed. The study re...

COMMITMENT, ENTRENCHMENT AND EMOTIONAL CONTROL IN PUBLIC SERVICE WORKERS.

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Ana Paula Grillo Rodrigues

2013-06-01

Full Text Available This study aimed to analyze the relation between the individual’s patterns of ties with the organization, emotional expressions, and the use of emotional regulation strategies to deal with work situations. The instrument used for data collection included a scale to measure commitment and entrenchment and 21 work settings for which participants had to assign emotion regulation strategies. Participants included 400 employees of public institutions located in Florianopolis. The article is structured into sections that discuss the core concepts, describe the method, present and debate the results. In the sample result most individuals showed high levels of commitment and use of deep emotional control strategies. Anger was the most frequent emotion and, conversely, fear was the less common.

A comparison of the angular dependence of effective dose and effective dose equivalent

International Nuclear Information System (INIS)

Sitek, M.A.; Gierga, D.P.; Xu, X.G.

1996-01-01

In ICRP (International Commission on Radiological Protection) Publication 60, the set of critical organs and their weighing factors were changed, defining the quantity effective dose, E. This quantity replaced the effective dose equivalent, H E , as defined by ICRP 26. Most notably, the esophagus was added to the list of critical organs. The Monte Carlo neutron/photon transport code MCNP was used to determine the effective dose to sex-specific anthropomorphic phantoms. The phantoms, developed in previous research, were modified to include the esophagus. Monte Carlo simulations were performed for monoenergetic photon beams of energies 0.08 MeV, 0.3 MeV, and 1.0 MeV for various azimuthal and polar angles. Separate organ equivalent doses were determined for male and female phantoms. The resulting organ equivalent doses were calculated from arithmetic mean averages. The angular dependence of effective dose was compared with that of effective dose equivalent reported in previous research. The differences between the two definitions and possible implications to regulatory agencies were summarized

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

Science.gov (United States)

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.

An assessment of factors affecting organizational commitment among shift workers in India

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R. K. Jena

2015-01-01

Full Text Available The aim of this study is to assess the organizational commitment among shift workers in ferroalloy industries of Odisha, India. Odisha is an under-developed state of India having full of natural resources. Many industries, particularly based on ferroalloys, have been set up in Odisha. Organisational commitment has been always a major issue in all types of organizations. To establish possible relationship between organisational commitment and important demographic variable (e.g age, marital status, tenure, job level and gender, a cross-sectional survey was conducted using a convenience sample of 240 shift workers at five ferroalloy companies in Odisha. It is believed that this study can add a new understanding that can be used to improve the organizational practices in developing countries, such as India.

Alcohol myopia and goal commitment

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A. Timur Sevincer

2014-03-01

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

From strategy to action: how top managers' support increases middle managers' commitment to innovation implementation in health care organizations.

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Birken, Sarah A; Lee, Shoou-Yih Daniel; Weiner, Bryan J; Chin, Marshall H; Chiu, Michael; Schaefer, Cynthia T

2015-01-01

Evidence suggests that top managers' support influences middle managers' commitment to innovation implementation. What remains unclear is how top managers' support influences middle managers' commitment. Results may be used to improve dismal rates of innovation implementation. We used a mixed-method sequential design. We surveyed (n = 120) and interviewed (n = 16) middle managers implementing an innovation intended to reduce health disparities in 120 U.S. health centers to assess whether top managers' support directly influences middle managers' commitment; by allocating implementation policies and practices; or by moderating the influence of implementation policies and practices on middle managers' commitment. For quantitative analyses, multivariable regression assessed direct and moderated effects; a mediation model assessed mediating effects. We used template analysis to assess qualitative data. We found support for each hypothesized relationship: Results suggest that top managers increase middle managers' commitment by directly conveying to middle managers that innovation implementation is an organizational priority (β = 0.37, p = .09); allocating implementation policies and practices including performance reviews, human resources, training, and funding (bootstrapped estimate for performance reviews = 0.09; 95% confidence interval [0.03, 0.17]); and encouraging middle managers to leverage performance reviews and human resources to achieve innovation implementation. Top managers can demonstrate their support directly by conveying to middle managers that an initiative is an organizational priority, allocating implementation policies and practices such as human resources and funding to facilitate innovation implementation, and convincing middle managers that innovation implementation is possible using available implementation policies and practices. Middle managers may maximize the influence of top managers' support on their commitment by communicating with top

Measurement equivalence of patient safety climate in Chinese hospitals: can we compare across physicians and nurses?

Science.gov (United States)

Zhu, Junya

2018-06-11

Self-report instruments have been widely used to better understand variations in patient safety climate between physicians and nurses. Research is needed to determine whether differences in patient safety climate reflect true differences in the underlying concepts. This is known as measurement equivalence, which is a prerequisite for meaningful group comparisons. This study aims to examine the degree of measurement equivalence of the responses to a patient safety climate survey of Chinese hospitals and to demonstrate how the measurement equivalence method can be applied to self-report climate surveys for patient safety research. Using data from the Chinese Hospital Survey of Patient Safety Climate from six Chinese hospitals in 2011, we constructed two groups: physicians and nurses (346 per group). We used multiple-group confirmatory factor analyses to examine progressively more stringent restrictions for measurement equivalence. We identified weak factorial equivalence across the two groups. Strong factorial equivalence was found for Organizational Learning, Unit Management Support for Safety, Adequacy of Safety Arrangements, Institutional Commitment to Safety, Error Reporting and Teamwork. Strong factorial equivalence, however, was not found for Safety System, Communication and Peer Support and Staffing. Nevertheless, further analyses suggested that nonequivalence did not meaningfully affect the conclusions regarding physician-nurse differences in patient safety climate. Our results provide evidence of at least partial equivalence of the survey responses between nurses and physicians, supporting mean comparisons of its constructs between the two groups. The measurement equivalence approach is essential to ensure that conclusions about group differences are valid.

Age-specific inhalation radiation dose commitment factors for selected radionuclides

International Nuclear Information System (INIS)

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

1982-08-01

Inhalation dose commitment factors are presented for selected radionuclides for exposure of individuals in four age groups: infant, child, teen and adult. Radionuclides considered are 35 S, 36 Cl, 45 Ca, 67 Ga, 75 Se, 85 Sr, 109 Cd, 113 Sn, 125 I, 133 Ba, 170 Tm, 169 Yb, 182 Ta, 192 Ir, 198 Au, 201 Tl, 204 Tl, and 236 Pu. The calculational method is based on the human metabolic model of ICRP as defined in Publication 2 (ICRP 1959) and as used in previous age-specific dose factor calculations by Hoenes and Soldat (1977). Dose commitment factors are presented for the following organs of reference: total body, bone, liver, kidney, thyroid, lung and lower large intestine

Linking Motivation and Commitment through Learning Activities in the Volunteer Sector.

Science.gov (United States)

Serafino, Allan

2001-01-01

Volunteer motivation and commitment are linked through learning about the organization, the job, and oneself. Volunteer managers should (1) identity volunteer motivations and establish conditions to support them; (2) identify learning activities appropriate for motivations and learning styles; (3) ensure congruence between volunteer learning and…

Politico-economic equivalence

DEFF Research Database (Denmark)

Gonzalez Eiras, Martin; Niepelt, Dirk

2015-01-01

Traditional "economic equivalence'' results, like the Ricardian equivalence proposition, define equivalence classes over exogenous policies. We derive "politico-economic equivalence" conditions that apply in environments where policy is endogenous and chosen sequentially. A policy regime and a st......Traditional "economic equivalence'' results, like the Ricardian equivalence proposition, define equivalence classes over exogenous policies. We derive "politico-economic equivalence" conditions that apply in environments where policy is endogenous and chosen sequentially. A policy regime...... their use in the context of several applications, relating to social security reform, tax-smoothing policies and measures to correct externalities....

Influencing factors on professional commitment in Iranian nurses: A qualitative study.

Science.gov (United States)

Jafaraghaee, Fateme; Mehrdad, Neda; Parvizy, Soroor

2014-05-01

Dissatisfaction and tending to leave are some of the major nursing problems around the world. Professional commitment is a key factor in attracting and keeping the nurses in their profession. Commitment is a cultural dependent variable. Some organizational and socio-cultural factors are counted as the drivers of professional commitment. This study aimed to explore factors influencing the professional commitment in Iranian nurses. A qualitative content analysis was used to obtain rich data. We performed 21 in-depth face-to-face semi-structured interviews. The sampling was based on the maximum variation with the staff nurses and managers in 5 university affiliated hospitals. Constant comparative method used for data analysis. TWO MAIN CATEGORIES WERE EMERGED: "Challenging with different feelings" and "Managers' role". Challenging with different feelings had two subcategories: "Burnout" and "sense of valuing". The other theme was composed of three subcategories: "Gratitude or punishment climate", "manager's view of caring" and "knowledge-based vs. routine-based nursing". Findings revealed the burnout as a common sense in nurses. They also sensed being valued because of having a chance to help others. Impediments in the health care system such as work overload and having more concern in the benefits of organization rather than patient's care and wellbeing lead to a sense of humiliation and frustration. Congruence between the managers and nurses' perceived values of the profession would be a main driver to the professional commitment. Making a sense of support and gratitude, valuing the care and promoting the knowledge-based practice were among the other important factors for making the professional commitment.

Experimental verification of internal dosimetry calculations: Construction of a heterogeneous phantom based on human organs

International Nuclear Information System (INIS)

Lauridsen, B.; Hedemann Jensen, P.

1987-01-01

The basic dosimetric quantity in ICRP-publication no. 30 is the aborbed fraction AF(T<-S). This parameter is the fraction of energy absorbed in a target organ T per emission of radiation from activity deposited in the source organ S. Based upon this fraction it is possible to calculate the Specific Effective Energy SEE(T<-S). From this, the committed effective dose equivalent from an intake of radioactive material can be found, and thus the annual limit of intake for given radionuclides can be determined. A male phantom has been constructed with the aim of measuring the Specific Effective Energy SEE(T<-S) in various target organs. Impressions-of real human organs have been used to produce vacuum forms. Tissue equivalent plastic sheets were sucked into the vacuum forms producing a shell with a shape identical to the original organ. Each organ has been made of two shells. The same procedure has been used for the body. Thin tubes through the organs make it possible to place TL dose meters in a matrix so the dose distribution can be measured. The phantom has been supplied with lungs, liver, kidneys, spleen, stomach, bladder, pancreas, and thyroid gland. To select a suitable body liquid for the phantom, laboratory experiments have been made with different liquids and different radionuclides. In these experiments the change in dose rate due to changes in density and composition of the liquid was determined. Preliminary results of the experiments are presented. (orig.)

Pledges of Commitment and Cooperation in Partnerships

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Lachlan Deer

2016-01-01

Full Text Available We use experimental methods to investigate whether pledges of commitment can improve cooperation in endogenously-formed partnerships facing a social dilemma. Treatments vary in terms of the individual’s: (1 opportunity to commit to their partner; (2 the cost of dissolving committed partnerships; and (3 the distribution of these dissolution costs between partners. Our findings show that pledges of commitment alone can increase cooperation and welfare in committed partnerships. The introduction of relatively large and equally split costs yields similar gains. In contrast, when costs to dissolve committed partnerships fall solely on the individual choosing to break up, pledges of commitment fail to improve cooperation and welfare.

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

Science.gov (United States)

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

2016-03-01

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

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

International Nuclear Information System (INIS)

Baker, D.A.

1993-02-01

Population and individual radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1989. Fifty-year dose commitments for a one-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 72 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for each of the sites is an estimate of individual doses which are compared with 10 CFR Part 50, Appendix I design objectives. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 14 person-rem to a low of 0.005 person-rem for the sites with plants in operation and producing power during the year. The arithmetic mean was 1.2 person-rem. The total population dose for all sites was estimated at 84 person-rem for the 140 million people considered at risk. The individual dose commitments estimated for all sites were below the Appendix I design objectives

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

Energy Technology Data Exchange (ETDEWEB)

Baker, D.A. (Pacific Northwest Lab., Richland, WA (United States))

1993-02-01

Population and individual radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1989. Fifty-year dose commitments for a one-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 72 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for each of the sites is an estimate of individual doses which are compared with 10 CFR Part 50, Appendix I design objectives. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 14 person-rem to a low of 0.005 person-rem for the sites with plants in operation and producing power during the year. The arithmetic mean was 1.2 person-rem. The total population dose for all sites was estimated at 84 person-rem for the 140 million people considered at risk. The individual dose commitments estimated for all sites were below the Appendix I design objectives.

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

International Nuclear Information System (INIS)

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

1983-08-01

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1980. In addition doses derived from the shutdown reactors at the Three Mile Island site were included. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each site. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each site is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving various average dose commitments from the airborne pathways. The total dose commitment from both liquid and airborne pathways ranged from a high of 40 person-rem to a low of 0.02 person-rem with an arithmetic mean of 4 person-rem. The total population dose for all sites was estimated at 180 person-rem for the 96 million people considered at risk

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

International Nuclear Information System (INIS)

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

1987-04-01

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1983. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 52 sites. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each of the sites is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving various average dose commitments from the airborne pathways. The total dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 45 person-rem to a low of 0.002 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 3 person-rem. The total population dose for all sites was estimated at 170 person-rem for the 100 million people considered at risk

What is correct: equivalent dose or dose equivalent

International Nuclear Information System (INIS)

Franic, Z.

1994-01-01

In Croatian language some physical quantities in radiation protection dosimetry have not precise names. Consequently, in practice either terms in English or mathematical formulas are used. The situation is even worse since the Croatian language only a limited number of textbooks, reference books and other papers are available. This paper compares the concept of ''dose equivalent'' as outlined in International Commission on Radiological Protection (ICRP) recommendations No. 26 and newest, conceptually different concept of ''equivalent dose'' which is introduced in ICRP 60. It was found out that Croatian terminology is both not uniform and unprecise. For the term ''dose equivalent'' was, under influence of Russian and Serbian languages, often used as term ''equivalent dose'' even from the point of view of ICRP 26 recommendations, which was not justified. Unfortunately, even now, in Croatia the legal unit still ''dose equivalent'' defined as in ICRP 26, but the term used for it is ''equivalent dose''. Therefore, in Croatian legislation a modified set of quantities introduced in ICRP 60, should be incorporated as soon as possible

Sense of community, organizational commitment and quality of services.

Science.gov (United States)

Lampinen, Mai-Stiina; Suutala, ElinaAnnikki; Konu, Anne Irmeli

2017-10-02

Purpose The purpose of this paper is to examine how factors associated with a sense of community in the workplace are connected with organizational commitment and the quality of services among frontline managers and middle managers in social and health care services in Finland. Design/methodology/approach A questionnaire designed specifically for this research was sent to 241 lower-level and middle-level managers in social and health care services in central Finland. A total of 136 managers completed the questionnaire (response rate 56 per cent). The results were analyzed using descriptive statistics, exploratory factor analysis, Spearman's rank-order correlation coefficient and multiple linear regression analyses. Findings The study showed that feeling a sense of belonging, mutual trust and appreciation, and open interaction among colleagues were connected to organizational commitment for frontline managers and middle managers in social and health care services in Finland. Correspondingly, an open flow of information in the organization, job meaningfulness and appreciation received from managers' superiors were connected to the quality of services. Originality/value This study provides information on the factors that influence social and health care managers' organizational commitment and on items connected to their experience of the quality of services.

Commitment to Emissions Restrictions of Major Consumers of Electricity in Brazil

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Fabricio Casarejos

2014-09-01

Full Text Available In the context of global concerns about climate change that stem from the alarming and unprecedented growth of greenhouse gas (GHG emissions, this study discusses the use of energy by large consumers of electricity in Brazil in the perspective of sustainable development, energy resources, and regulatory policies. It evaluates the commitment to emissions restrictions among the major customers of an electricity utility company that serves 4.1 million consumers (68% of the population and 66% of the gross internal product for the second-highest economically developed Brazilian state. The evaluation is based on proposed metrics and indicators. By considering the Brazilian commitment to a policy of sustainable development, this study reviews the primary international agreements and recommendations that have been developed to mitigate and adapt to climate change and sustainability. A survey was developed for participating organizations classified by economic sector to assess their awareness to 18 issues that reflect international guidelines on emission constraints. Based on total energy consumption, the survey discusses the worrying level of GHG emissions (tCO2eq that is associated with the generation of electricity by customers of the largest utility company. In spite of 90% of the organizations having considered sustainability as a business opportunity and a competitive differential that enables niche markets, the results of this study demonstrated low commitment to the desired emissions restrictions.

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

Science.gov (United States)

Landry, Guylaine; Vandenberghe, Christian

2009-02-01

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

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

International Nuclear Information System (INIS)

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

1982-06-01

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

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

International Nuclear Information System (INIS)

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

1982-12-01

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

Fairness Perceptions and Job Satisfaction as Mediators of the Relationship between Leadership Style and Organizational Commitment

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Zoran Sušanj

2012-12-01

Full Text Available This study was conducted to explore the relationship between different leadership styles and organizational commitment. Furthermore, it attempts to clarify the role of justice perceptions and job satisfaction as mediators of the relationship between (active and passive/avoiding leadership styles and organizational commitment. The structural equations modeling was used to analyze data collected from a sample of participants recruited from different organizations. The results have indicated that perceived supervisors active leadership styles are positively linked, and have both, direct and indirect effects on employees' organizational commitment. Perceived passive/avoiding leadership styles do not have any effect on organizational justice, job satisfaction and organizational commitment. Employees' job satisfaction depends directly on the level of organizational justice being perceived by the employees. Job satisfaction also significantly contributes to organizational commitment. Implications of the results concerning job and organizational attitudes are discussed, and suggestions for managing human resources are given.

Pledges of commitment and cooperation in partnerships

OpenAIRE

Lachlan Deer; Ralph-C. Bayer

2015-01-01

We use experimental methods to investigate whether pledges of commitment can improve cooperation in endogenously-formed partnerships facing a social dilemma. Treatments vary in terms of the individual's: (1) opportunity to commit to their partner; (2) the cost of dissolving committed partnerships; and (3) the distribution of these dissolution costs between partners. Our findings show that pledges of commitment alone can increase cooperation and welfare in committed partnerships. The introduct...

Fairness Perceptions and Job Satisfaction as Mediators of the Relationship between Leadership Style and Organizational Commitment

OpenAIRE

Zoran Sušanj; Ana Jakopec

2012-01-01

This study was conducted to explore the relationship between different leadership styles and organizational commitment. Furthermore, it attempts to clarify the role of justice perceptions and job satisfaction as mediators of the relationship between (active and passive/avoiding) leadership styles and organizational commitment. The structural equations modeling was used to analyze data collected from a sample of participants recruited from different organizations. The results have indicated th...

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

OpenAIRE

Junwei Zheng; Guangdong Wu

2018-01-01

Projects are characterized by long working hours, complex tasks and being a kind of temporary organization. As such, work-family conflict is particularly prominent for project employees. This research examined whether and how work-family conflict affects professional commitment among Chinese project professionals. Research hypotheses were developed to explore the relationship between work-family conflict, professional commitment to the project and the mediating effects of perceived organizati...

Building commitment in a sports class

DEFF Research Database (Denmark)

Olesen, Jesper; Nielsen, Jens Christian

The literature has traditionally considered commitment as an individual characteristic or condition of the individual. This means that one is inclined to think that it is those who have commitment who have the opportunity to become excellent performers within their sport. But what if commitment...

Social Responsibility and Commitment in Management Institutes: Mediation by Engagement

Directory of Open Access Journals (Sweden)

Manish Gupta

2016-09-01

Full Text Available Due to its major influence on individual’s performance, engagement is increasingly becoming popular among practitioners. While its influence on performance has been well established, research on the influence of variables related to organizations on engagement is still in its nascent stage. Therefore, this study examines the mediating role of employee engagement in the corporate social responsibility (CSR – organizational commitment relationship. Multiple regression results using responses from 150 academics working in Indian management institutes predominantly owned by business groups partially support the relationships hypothesized. The findings may encourage Indian management institutes owned by business groups to consider CSR in teaching and research as serious investment areas in order to have a more engaged and committed workforce.

On becoming (un)committed: A taxonomy and test of newcomer onboarding scenarios

NARCIS (Netherlands)

O.N. Solinger (Omar); W. van Olffen (Woody); R.A. Roe (Robert); J. Hofmans (Joeri)

2013-01-01

textabstractHow does the bond between the newcomer and the organization develop over time? Process research on temporal patterns of newcomer's early commitment formation has been very scarce because theory and appropriate longitudinal research designs in this area are lacking. From extant research

Perceived Sacrifice and Few Alternatives Commitments: The Motivational Underpinnings of Continuance Commitment's Subdimensions

Science.gov (United States)

Vandenberghe, Christian; Panaccio, Alexandra

2012-01-01

Using work on self-concepts and Conservation of Resources theory, the present research examined the motivational underpinnings of continuance commitment's subcomponents of perceived sacrifice and few alternatives. Study 1 (N=208) found job scope to be positively related to perceived sacrifice commitment, and negatively related to few alternatives…

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

International Nuclear Information System (INIS)

Baker, D.A.

1990-08-01

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1987. Fifty-year dose commitments for a one-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 70 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for reach of the sites is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving various average dose commitments from the airborne pathways. The site average individual dose commitment from all pathways ranged from a low of 2 x 10 -6 mrem to a high of 0.009 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites. However, licensee calculation of doses to the maximally exposed individual at some sites indicated values of up to approximately 100 times average individual doses (on the order of a few millirem per year). 2 refs., 2 figs., 7 tabs

DIFFERENCES OF COMMITMENT BETWEEN GENERATIONS X AND Y – A STUDY IN A METALLURGICAL INDUSTRY

Directory of Open Access Journals (Sweden)

Fábio Teodoro Tolfo Ribas

2015-06-01

Full Text Available The way each generation acts in society and in organizations is always a matter of study and appreciation (LOMBARDIA; STEIN & PIN, 2008. Thus, this study aimed to examine the organizational commitment in its affetctive, instrumental and normative dimensions in different generational groups (X and Y of Metallurgical Industry in the city of Caxias do Sul (RS. The research is descriptive and quantitative in nature. To reach its objective it uses a validated questionnaire, based on Ribas 2010, with 96 professional of the administrative sector. The results identify that the respondents have very similar approaches regarding affective, instrumental and normative commitment perceptions. Still, it was noticed that the highest means for both generations, were obtained in the construct of affective commitment. The clearest difference emerged in the focus of instrumental commitment, which determines the individual’s need to remain in business.

RESEARCH OF RELATIONSHIP BETWEEN LEADERSHIP BEHAVIORS OF MANAGERS AND ORGANIZATIONAL COMMITMENT OF EMPLOYEES USING STATISTICAL METHODS

Directory of Open Access Journals (Sweden)

Aydoğan Durmuş

2016-08-01

Full Text Available In this study conducted to research the relationship between leadership behaviors of managers between organizational commitment of employees, a survey has been applied to 155 employees who work in 3 companies in Istanbul province. To measure organizational commitment of employees: "Organizational Commitment Scale" developed by Meyer, Allen ve Smith ; to measure leadership behaviors:" Leadership Behaviors Inventory" of Kent and "Multidimensional Leadership Problems" titled survey forms have been examined and leadership behavior scale which is often used in researches and has been created developing leadership behavior questions based on "Behavioral Repertoire of Leaders" of  Goleman. The data collected by the survey were evaluated by entering into SPSS 22 software. As a result of the application; it has been found that, as autocratic, visionary,  participating and leadership behaviors of managers strengthen, attendance to corporation and normative commitment of employees increase, as educational and relationship oriented behaviors of managers strengthen, attendance to corporation and normative commitment of employees strengthens. As overall satisfaction level of employees with leadership behavior of managers increases, their attendance and normative commitment to organization increased as well.

Marketing service relationships: the role of commitment

NARCIS (Netherlands)

Wetzels, M.G.M.; Ruyter, de J.C.; Birgelen, van M.

1998-01-01

As with all relationships, it is commonly agreed on that partners in business must have a high degree of commitment towards their relationship. If commitment is lacking, the relationship will soon come to an end. Affective commitment, that is commitment based on attraction between partners, is to be

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

Science.gov (United States)

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

2013-01-01

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

24 CFR 200.47 - Firm commitments.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 2 2010-04-01 2010-04-01 false Firm commitments. 200.47 Section 200.47 Housing and Urban Development Regulations Relating to Housing and Urban Development (Continued... Eligibility Requirements for Existing Projects Commitment Applications § 200.47 Firm commitments. A valid firm...

Commitment among Arab Adolescents in Israel.

Science.gov (United States)

Ben-Ari, Adital Tirosh; Azaiza, Faisal

1998-01-01

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

28 CFR 522.11 - Civil contempt commitments.

Science.gov (United States)

2010-07-01

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

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

Science.gov (United States)

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

2017-12-01

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

Improvement of the equivalent sphere model for better estimates of skin or eye dose in space radiation environments

International Nuclear Information System (INIS)

Lin, Z.W.

2011-01-01

It is often useful to get a quick estimate of the dose or dose equivalent of an organ, such as blood-forming organs, the eye or the skin, in a radiation field. Sometimes an equivalent sphere is used to represent the organ for this purpose. For space radiation environments, recently it has been shown that the equivalent sphere model does not work for the eye or the skin in solar particle event environments. In this study, we improve the representation of the eye and the skin using a two-component equivalent sphere model. Motivated by the two-peak structure of the body organ shielding distribution for the eye and the skin, we use an equivalent sphere with two radius parameters, for example a partial spherical shell of a smaller thickness over a proper fraction of the full solid angle combined with a concentric partial spherical shell of a larger thickness over the rest of the full solid angle, to represent the eye or the skin. We find that using an equivalent sphere with two radius parameters instead of one drastically improves the accuracy of the estimates of dose and dose equivalent in space radiation environments. For example, in solar particle event environments the average error in the estimate of the skin dose equivalent using an equivalent sphere with two radius parameters is about 8%, while the average error of the conventional equivalent sphere model using one radius parameter is around 100%.

24 CFR 203.7 - Commitment process.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 2 2010-04-01 2010-04-01 false Commitment process. 203.7 Section 203.7 Housing and Urban Development Regulations Relating to Housing and Urban Development (Continued... Insurance, and Commitments § 203.7 Commitment process. For single family mortgage programs that are not...

Commitment or Compliance? Institutional Logics of Work Environment Management

DEFF Research Database (Denmark)

Madsen, Christian Uhrenholdt; Hasle, Peter

2017-01-01

and where it differs from the traditional organizational approach to work environment management. In this paper, we use the ‘institutional logics’ perspective to propose heuristic ideal types of two institutional logics of work environment management: The logic of compliance as the ideal type...... of the ‘traditional’ approach to work environment management and the logic of commitment as the human resource informed approach. Through a side-by-side comparison of key characteristics, we analyze the two ideal types as instantiations of institutional orders on the societal level with the compliance logic being...... rooted in the orders of the state and the corporation, and the commitment logic as based on the orders of the corporation. The paper ends with a discussion on the how the two logics can influence concrete work environment practices and approaches to management in organizations....

Population dose commitments due to radioactive releases from nuclear power plant sites in 1981. Volume 3

International Nuclear Information System (INIS)

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

1985-01-01

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1981. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teenager and adult) residing between 2 and 80 km from each site. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each site is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving various average dose commitments from the airborne pathways. The total dose commitment from both liquid and airborne pathways from 48 sites ranged from a high of 20 person-rem to a low of 0.008 person-rem with an arithmetic mean of 3 person-rem. The total population dose for all sites was estimated at 160 person-rem for the 98 million people considered at risk

Empowerment, job satisfaction and organizational commitment: a comparative analysis of nurses working in Malaysia and England.

Science.gov (United States)

Ahmad, Nora; Oranye, Nelson Ositadimma

2010-07-01

To examine the relationships between nurses' empowerment, job satisfaction and organizational commitment in culturally and developmentally different societies. Employment and retention of sufficient and well-committed nursing staff are essential for providing safe and effective health care. In light of this, nursing leaders have been searching for ways to re-engineer the healthcare system particularly by providing an environment that is conducive to staff empowerment, job satisfaction and commitment. This is a descriptive correlational survey of 556 registered nurses (RNs) in two teaching hospitals in England and Malaysia. Although the Malaysian nurses felt more empowered and committed to their organization, the English nurses were more satisfied with their job. The differences between these two groups of nurses show that empowerment does not generate the same results in all countries, and reflects empirical evidence from most cross cultural studies on empowerment. Nursing management should always take into consideration cultural differences in empowerment, job satisfaction and commitment of nursing staff while formulating staff policies.

Defining progressive stages in the commitment process leading to embryonic lens formation

Science.gov (United States)

Jin, Hong; Fisher, Marilyn; Grainger, Robert M.

2013-01-01

Summary The commitment of regions of the embryo to form particular tissues or organs is a central concept in development, but the mechanisms controlling this process remain elusive. The well-studied model of lens induction is ideal for dissecting key phases of the commitment process. We find in Xenopus tropicalis, at the time of specification of the lens, i.e. when presumptive lens ectoderm (PLE) can be isolated, cultured and will differentiate into a lens, that the PLE is not yet irreversibly committed, or determined, to form a lens. When transplanted into the posterior of a host embryo lens development is prevented at this stage, while approximately 3 hr later, using the same assay, determination is complete. Interestingly, we find that specified lens ectoderm, when cultured, acquires the ability to become determined without further tissue interactions. Further, we show that specified PLE has a different gene expression pattern than determined PLE, and that determined PLE can maintain expression of essential regulatory genes (e.g. foxe3, mafB) in an ectopic environment while specified PLE cannot. These observations set the stage for a detailed mechanistic study of the genes and signals controlling tissue commitment. PMID:22566346

Uniminuto and his social commitment to childhood

Directory of Open Access Journals (Sweden)

Luz Esperanza Bustos Sierra

2009-02-01

Full Text Available This article briefly describes some of the conceptualizations of childhood education that have been evolving along time and that have contributed to an understanding of children as rights holders, leading to the emergence of different social, political, and academic movements, which make their determination evident in the creation of national and international organizations to guarantee the children’s well-being. UNIMINUTO responds to its social commitment with the creation of the undergraduate program in childhood pedagogy as an alternative of vocational training that will make the existence of society possible.

Family Commitment and Work Characteristics among Pharmacists.

Science.gov (United States)

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

2015-12-17

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

Functional Flexibility in Women's Commitment-Skepticism Bias

Directory of Open Access Journals (Sweden)

Christina M. Brown

2015-04-01

Full Text Available If a woman overestimates her romantic partner's commitment, the cost to her fitness—reproduction without an investing partner—can be considerable. Error Management Theory predicts that women have an evolved bias to be skeptical of men's commitment in a relationship, which reduces the likelihood of making a costly false positive error. However, because error probabilities are inversely related, this commitment-skepticism bias simultaneously increases the likelihood of missed opportunities, or false negatives. False positives when gauging a partner's commitment are the more costly error for women, but missing an opportunity to secure a genuinely high-quality mate can also be quite costly. We predicted and found that women's mating cognitions are functionally flexible, such that women do not exhibit the commitment-skepticism bias when faced with behavioral evidence that a male partner is willing to commit (Study 1. This suggests that relationship-enhancing behaviors are one contextual cue that may lessen the bias. However, not all relationship-enhancing behaviors are equally diagnostic of a person's true commitment intent. When comparing men and women's commitment thresholds, we found that women require more behavioral evidence than men do to feel certain of their partner's commitment to them (Study 2.

Family Commitment and Work Characteristics among Pharmacists

Directory of Open Access Journals (Sweden)

Paul O. Gubbins

2015-12-01

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

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

Science.gov (United States)

Schalk, René

2011-07-01

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

Population dose commitments due to radioactive releases from nuclear power plant sites in 1986

International Nuclear Information System (INIS)

Baker, D.A.

1989-10-01

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1986. Fifty-year dose commitments for a one-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 66 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for each of the sites is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving various average dose commitments from the airborne pathways. The total dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 31 person-rem to a low of 0.0007 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 1.7 person-rem. The total population dose for all sites was estimated at 110 person-rem for the 140 million people considered at risk. The site average individual dose commitment from all pathways ranged from a low of 2 x 10 -6 mrem to a high of 0.02 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites. 12 refs

Population dose commitments due to radioactive releases from nuclear power plant sites in 1984

International Nuclear Information System (INIS)

Baker, D.A.

1988-01-01

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1984. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 56 sites. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each of the sites is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving various average dose commitments from the airborne pathways. The total dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 110 person-rem to a low of 0.002 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 5 person-rem. The total population dose for all sites was estimated at 280 person-rem for the 100 million people considered at risk. The site average individual dose commitment from all pathways ranged from a low of 6 x 10 -6 mrem to a high of 0.04 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites

Population dose commitments due to radioactive releases from nuclear power plant sites in 1985

International Nuclear Information System (INIS)

Baker, D.A.

1988-08-01

Population radiation dose commitments have been estimated from reported radionuclide releases from commericial power reactors operating during 1985. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 61 sites. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each of the sites is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving various average dose commitments from the airborne pathways. The total dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 73 person-rem to a low of 0.011 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 3 person-rem. The total population dose for all sites was estimated at 200 person-rem for the 110 million people considered at risk. The site average individual dose commitment from all pathways ranged from a low of 5 /times/ 10/sup /minus/6/ mrem to a high of 0.02 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites

Psychological Contracts and Their Implications for Commitment: A Feature-Based Approach

Science.gov (United States)

McInnis, Kate J.; Meyer, John P.; Feldman, Susan

2009-01-01

Two studies were conducted to examine the link between employee perceptions of the psychological contract and their affective and normative commitments to the organization. The authors adapt a new approach to the study of psychological contracts by developing a generalizable measure of "contract features" (e.g., scope; time frame). In Study 1…

A new online detector for estimation of peripheral neutron equivalent dose in organ

Energy Technology Data Exchange (ETDEWEB)

Irazola, L., E-mail: leticia@us.es; Sanchez-Doblado, F. [Departamento de Fisiología Médica y Biofísica, Universidad de Sevilla, Sevilla 41009, Spain and Servicio de Radiofísica, Hospital Universitario Virgen Macarena, Sevilla 41007 (Spain); Lorenzoli, M.; Pola, A. [Departimento di Ingegneria Nuclear, Politecnico di Milano, Milano 20133 (Italy); Bedogni, R. [Laboratori Nazionali di Frascati, Istituto Nazionale di Fisica Nucleare (INFN), Frascati Roma 00044 (Italy); Terrón, J. A. [Servicio de Radiofísica, Hospital Universitario Virgen Macarena, Sevilla 41007 (Spain); Sanchez-Nieto, B. [Instituto de Física, Pontificia Universidad Católica de Chile, Santiago 4880 (Chile); Expósito, M. R. [Departamento de Física, Universitat Autònoma de Barcelona, Bellaterra 08193 (Spain); Lagares, J. I.; Sansaloni, F. [Centro de Investigaciones Energéticas y Medioambientales y Tecnológicas (CIEMAT), Madrid 28040 (Spain)

2014-11-01

Purpose: Peripheral dose in radiotherapy treatments represents a potential source of secondary neoplasic processes. As in the last few years, there has been a fast-growing concern on neutron collateral effects, this work focuses on this component. A previous established methodology to estimate peripheral neutron equivalent doses relied on passive (TLD, CR39) neutron detectors exposed in-phantom, in parallel to an active [static random access memory (SRAMnd)] thermal neutron detector exposed ex-phantom. A newly miniaturized, quick, and reliable active thermal neutron detector (TNRD, Thermal Neutron Rate Detector) was validated for both procedures. This first miniaturized active system eliminates the long postprocessing, required for passive detectors, giving thermal neutron fluences in real time. Methods: To validate TNRD for the established methodology, intrinsic characteristics, characterization of 4 facilities [to correlate monitor value (MU) with risk], and a cohort of 200 real patients (for second cancer risk estimates) were evaluated and compared with the well-established SRAMnd device. Finally, TNRD was compared to TLD pairs for 3 generic radiotherapy treatments through 16 strategic points inside an anthropomorphic phantom. Results: The performed tests indicate similar linear dependence with dose for both detectors, TNRD and SRAMnd, while a slightly better reproducibility has been obtained for TNRD (1.7% vs 2.2%). Risk estimates when delivering 1000 MU are in good agreement between both detectors (mean deviation of TNRD measurements with respect to the ones of SRAMnd is 0.07 cases per 1000, with differences always smaller than 0.08 cases per 1000). As far as the in-phantom measurements are concerned, a mean deviation smaller than 1.7% was obtained. Conclusions: The results obtained indicate that direct evaluation of equivalent dose estimation in organs, both in phantom and patients, is perfectly feasible with this new detector. This will open the door to an

A new online detector for estimation of peripheral neutron equivalent dose in organ

International Nuclear Information System (INIS)

Irazola, L.; Sanchez-Doblado, F.; Lorenzoli, M.; Pola, A.; Bedogni, R.; Terrón, J. A.; Sanchez-Nieto, B.; Expósito, M. R.; Lagares, J. I.; Sansaloni, F.

2014-01-01

Purpose: Peripheral dose in radiotherapy treatments represents a potential source of secondary neoplasic processes. As in the last few years, there has been a fast-growing concern on neutron collateral effects, this work focuses on this component. A previous established methodology to estimate peripheral neutron equivalent doses relied on passive (TLD, CR39) neutron detectors exposed in-phantom, in parallel to an active [static random access memory (SRAMnd)] thermal neutron detector exposed ex-phantom. A newly miniaturized, quick, and reliable active thermal neutron detector (TNRD, Thermal Neutron Rate Detector) was validated for both procedures. This first miniaturized active system eliminates the long postprocessing, required for passive detectors, giving thermal neutron fluences in real time. Methods: To validate TNRD for the established methodology, intrinsic characteristics, characterization of 4 facilities [to correlate monitor value (MU) with risk], and a cohort of 200 real patients (for second cancer risk estimates) were evaluated and compared with the well-established SRAMnd device. Finally, TNRD was compared to TLD pairs for 3 generic radiotherapy treatments through 16 strategic points inside an anthropomorphic phantom. Results: The performed tests indicate similar linear dependence with dose for both detectors, TNRD and SRAMnd, while a slightly better reproducibility has been obtained for TNRD (1.7% vs 2.2%). Risk estimates when delivering 1000 MU are in good agreement between both detectors (mean deviation of TNRD measurements with respect to the ones of SRAMnd is 0.07 cases per 1000, with differences always smaller than 0.08 cases per 1000). As far as the in-phantom measurements are concerned, a mean deviation smaller than 1.7% was obtained. Conclusions: The results obtained indicate that direct evaluation of equivalent dose estimation in organs, both in phantom and patients, is perfectly feasible with this new detector. This will open the door to an

The Relationship between the Training of the Hotel Staff and Their Level of Organizational Commitment: A Study in Five-Star Hotels in Belek Region

Directory of Open Access Journals (Sweden)

Ahmet Tayfun

2010-12-01

Full Text Available Nowadays it is highly hard to gol on the life of the enterprises in a dense competition conditions day by day. New perspectives emerge in the organizations with the competition process. There is a constant and rapid change and progress in some positions such as job satisfaction, motivation, communication and the organizational commitment. In this developing process, the organizations are in search for competition without stopping. In this context, the contributions of the servers have been analyzed for years and still go on their consistency. In addition to the contributions of the servers to the organizations, the expectations of the servers are examined and according to the survey results, the individuals who get positive reply to their expectations buckle down to their duties. One of the methods that are applied for increasing the benefit from the servers becomes education in time and the most important motive for prefer for organizations. The main aim of our study is underlying the level of the relationship between the organizational commitment and education; and the lower dimension of the organizational commitment such as the permanence, the normative and the emotional commitment and education. Whether the stated organizational commitment and the lower dimensions level change or not according to the general education, tourism education and service training is examined. The Belek region is chosen as a field of application of the study. The application is carried out at five star hotels in the Belek region. The study underlines the relationship between the training and organizational commitment and put emphasis on the importance for increasing thee emotional commitment.

From the Neutral Theory to a Comprehensive and Multiscale Theory of Ecological Equivalence.

Science.gov (United States)

Munoz, François; Huneman, Philippe

2016-09-01

The neutral theory of biodiversity assumes that coexisting organisms are equally able to survive, reproduce, and disperse (ecological equivalence), but predicts that stochastic fluctuations of these abilities drive diversity dynamics. It predicts remarkably well many biodiversity patterns, although substantial evidence for the role of niche variation across organisms seems contradictory. Here, we discuss this apparent paradox by exploring the meaning and implications of ecological equivalence. We address the question whether neutral theory provides an explanation for biodiversity patterns and acknowledges causal processes. We underline that ecological equivalence, although central to neutral theory, can emerge at local and regional scales from niche-based processes through equalizing and stabilizing mechanisms. Such emerging equivalence corresponds to a weak conception of neutral theory, as opposed to the assumption of strict equivalence at the individual level in strong conception. We show that this duality is related to diverging views on hypothesis testing and modeling in ecology. In addition, the stochastic dynamics exposed in neutral theory are pervasive in ecological systems and, rather than a null hypothesis, ecological equivalence is best understood as a parsimonious baseline to address biodiversity dynamics at multiple scales.

The Structural Model of Psychological Contract Violation, Organizational Commitment, Turnover, Job Satisfaction and Deviant Behaviors

Directory of Open Access Journals (Sweden)

M. Golparvar

2014-12-01

Full Text Available This research was conducted with the purpose of studying the structural model of the relationships of psychological contract violation with organizational commitment, turnover, job satisfaction and deviant behaviors. Research method was correlation and the statistical population were male employees of an industrial company in Shiraz city, from among which 300 employees were selected using convenience sampling. Assessment instruments consisted of Psychological Contract Violation Questionnaire (Tekleab etal, 2005, Organizational Commitment Questionnaire (Speier & Vankatesh, 2002, Job Satisfaction Questionnaire (Spector, 1985, Turnover Questionnaire (Tekleab etal, 2005 and Deviant Behavior Questionnaire (Bennett & Robinson, 2000. Data was analyzed using Pearson’s correlation coefficient, structure equation modeling (SEM and mediation analysis. Findings showed that psychological contract violation explained 7.1 percent of organizational commitment variance, organizational commitment and job satisfaction explained 16.7 percent of turnover variance, organizational commitment explained 20.3 percent of job satisfaction variance and turnover explained 4.3 percent of deviant behavior variance. Mediation analysis showed that organizational commitment played the complete mediator variable in the relation of psychological contract violation with job satisfaction and job satisfaction was the partial mediator variable in the relation of organizational commitment with turnover. Finally with regard to the limitation of generalization of current research results it is suggested to industrial organizations that they should not violate their obligations to employees in anyway.

Validating Teacher Commitment Scale Using a Malaysian Sample

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Lei Mee Thien

2014-05-01

Full Text Available This study attempts to validate an integrative Teacher Commitment scale using rigorous scale validation procedures. An adapted questionnaire with 17 items was administered to 600 primary school teachers in Penang, Malaysia. Data were analyzed using exploratory factor analysis (EFA and confirmatory factor analysis (CFA with SPSS 19.0 and AMOS 19.0, respectively. The results support Teacher Commitment as a multidimensional construct with its four underlying dimensions: Commitment to Student, Commitment to Teaching, Commitment to School, and Commitment to Profession. A validated Teacher Commitment scale with 13 items measured can be proposed to be used as an evaluative tool to assess the level to which teachers are committed to their students’ learning, teaching, school, and profession. The Teacher Commitment scale would also facilitate the identifications of factors that influence teachers’ quality of work life and school effectiveness. The practical implications, school cultural influence, and methodological limitations are discussed.

Exploratory Study Examining the Joint Impacts of Mentoring and Managerial Coaching on Organizational Commitment

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Hyung Rok Woo

2017-01-01

Full Text Available A number of organizations have adopted coaching and mentoring interventions to discover and foster the potential capabilities of employees. These practices are seen as competitive drivers to cultivate innovation and creativity in turbulent business environments. However, the literature has not investigated the question of how coaching and mentoring are interrelated. By examining this connection, this study explores the joint effects of these practices on the organizational commitment of employees. The results from survey data of 247 employees, who were coachees as well as protégés at the same time, from 17 companies in South Korea suggested that mentoring moderates the positive relationship between managerial coaching and organizational commitment. In addition, the moderating effects also depended on the extent of the homogeneity of their coach and mentor. The positive relationship between managerial coaching and organizational commitment strongly increased with conditions of higher mentoring and lower homogeneity of coach and mentor. Conversely, the relationship became negative when both mentoring practice and the homogeneity of coach and mentor were low. These results could provide practical implications to organizations that are concurrently adopting both coaching and mentoring programs by helping managers to better understand their joint effects.

Equivalent Lagrangians

International Nuclear Information System (INIS)

Hojman, S.

1982-01-01

We present a review of the inverse problem of the Calculus of Variations, emphasizing the ambiguities which appear due to the existence of equivalent Lagrangians for a given classical system. In particular, we analyze the properties of equivalent Lagrangians in the multidimensional case, we study the conditions for the existence of a variational principle for (second as well as first order) equations of motion and their solutions, we consider the inverse problem of the Calculus of Variations for singular systems, we state the ambiguities which emerge in the relationship between symmetries and conserved quantities in the case of equivalent Lagrangians, we discuss the problems which appear in trying to quantize classical systems which have different equivalent Lagrangians, we describe the situation which arises in the study of equivalent Lagrangians in field theory and finally, we present some unsolved problems and discussion topics related to the content of this article. (author)

Evaluation of effective dose equivalent from environmental gamma rays

International Nuclear Information System (INIS)

Saito, K.; Tsutsumi, M.; Moriuchi, S.; Petoussi, N.; Zankl, M.; Veit, R.; Jacob, P.; Drexler, G.

1991-01-01

Organ doses and effective dose equivalents for environmental gamma rays were calculated using human phantoms and Monte Carlo methods accounting rigorously the environmental gamma ray fields. It was suggested that body weight is the dominant factor to determine organ doses. The weight function expressing organ doses was introduced. Using this function, the variation in organ doses due to several physical factors were investigated. A detector having gamma-ray response similar to that of human bodies has been developed using a NaI(Tl) scintillator. (author)

Measuring performance improvement: total organizational commitment or clinical specialization.

Science.gov (United States)

Caron, Aleece; Jones, Paul; Neuhauser, Duncan; Aron, David C

2004-01-01

Resources for hospitals are limited when they are faced with multiple publicly reported performance measures as tools to assess quality. The leadership in these organizations may choose to focus on 1 or 2 of these outcomes. An alternative approach is that the leadership may commit resources or create conditions that result in improved quality over a broad range of measures. We used aggregated data on mortality, length of stay, and obstetrical outcomes from Greater Cleveland Health Quality Choice data to test these theories. We used Pearson correlation analysis to determine of outcomes were correlated with one another. We used repeated-measures ANOVA to determine if an association existed between outcome and time and outcome and hospital. All of the outcomes across all hospitals demonstrate a trend of overall improvement. Both the Pearson and ANOVA result support the hypothesis for the organization-wide approach to quality improvement. Hospital that make improvements in one clinical area trend to make improvements in others. Hospitals that produce improvements in limited clinical or administrative areas may not have completely adopted CQI into their culture or may not have yet realized the benefits of their organizational commitments, but use some of the concepts to improve quality outcomes.

THE RELATIONSHIP BETWEEN ORGANIZATIONAL COMMITMENT AND ORGANIZATIONAL CYNICISM AMONG HOTEL EMPLOYEES IN SOUTHEASTERN ANATOLIA REGION OF TURKEY

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Melih Aydin

2016-11-01

Full Text Available The aim of this study is to determine whether relationship occurs between organizational commitment and organizational cynicism attitudes among employees who were employed in five and four star hotels located in Southeastern Anatolia Region of Turkey and to affirm the extent of the relationship. According to the findings, there is a significant (negative relationship between three sub-dimensions of organizational cynicism (behavioral cynicism, affective cynicism and cognitive cynicism and organizational commitment. Multiple regression and correlation analysis were applied to analyze data and identify the relationship between organizational commitment and organizational cynicism. According to the findings of the research, it is revealed that, as the level of organizational cynicism arises, attitudes toward organizational commitment decrease. Those results are consistent with findings of the previous studies that employees with cynical attitudes exhibited lower commitment in the organization. The results of this research showed that hotel employees mostly experience cognitive cynicism among sub-dimensions of cynicism and they rarely experience affective cynicism. In conclusion, it is possible to assert that employees were with medium level of organizational cynicism and organizational commitment.

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

Science.gov (United States)

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

Entitlement attitude in the workplace and its relationship to job satisfaction and organizational commitment

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Sonya Asenova Dragova-Koleva

2017-05-01

Full Text Available Background This article is focused on the entitlement attitude in an organizational context. Its purpose was to examine the relationship of entitlement and its 3 components (active, passive and revengefulness with job satisfaction and organizational commitment. Participants and procedure Two independent studies were conducted to examine the discussed relationships. In study 1 and study 2 there participated respectively 110 and 95 full-time employees from both genders working in public and private organizations. The 30-item Bulgarian version of the Entitlement Questionnaire was used. Job satisfaction measurement included employees’ affective response to their overall job and to various aspects of their job. The three aspects of organizational commitment (affective, instrumental and normative were measured. Results Active entitlement had a positive effect on satisfaction with results, satisfaction with supervisor, pay satisfaction and overall job satisfaction. It was not related to organizational commitment. Passive entitlement had a positive effect on satisfaction with tasks, but it correlated negatively with pay satisfaction. Higher level of passive entitlement predicted instrumental commitment. Revengefulness was negatively related to task satisfaction, satisfaction with supervisor and overall satisfaction, and had a negative effect on affective commitment. Conclusions Different forms of entitlement have a diverse influence on the various aspects of job satisfaction and components of organizational commitment. Active and passive types of entitlement are more adaptive, whereas revengefulness is a maladaptive and dysfunctional attitude.

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

Science.gov (United States)

Mosadeghrad, Ali Mohammad; Ferdosi, Masoud

2013-01-01

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

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

Science.gov (United States)

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.

The impact of psychological contract on organisational commitment: A study on public sector of Maldives

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Zubair Hassan

2017-10-01

Full Text Available The purpose of this study is to investigate the impact to psychological contract on the organisational commitment of public sector employees in Maldives. The research draws a sample of 100 respondents from ministry of Youth and Sports, Maldives, using simple random probability sampling technique. A Likert-Scale with 1-5 rating was used to obtain. The Questionnaire distributed included five variables to measure the Psychological Contract construct. These are ‘trust, ‘mutual obligation’, ‘perceived fairness, and ‘length of contract’. The dependent variable was organizational commitment (affective commitment, which is measured using ‘sense of belonging to the organization’, pride in organization membership’, and meaning associated with the work’. The data collected was processed using the Statistical Package for Social Science (SPSS version 22.0 for windows. The correlation analysis shows that the dimensions of psychological contract have positive correlation with affective commitment. The main results indicate that psychological contract dimension such as fulfillment of mutual obligations, perceived fairness and length of contract has a positive and significant impact on affective commitment. However this study found that psychological contract dimension, trust in employer has a positive correlation although it does not have a significant impact on affective commitment. Implications and suggestion for future researches are discussed.

Performance objectives for disposal of low-level radioactive wastes on the Oak Ridge Reservation

International Nuclear Information System (INIS)

Kocher, D.C.

1986-01-01

This paper presents a set of performance objectives for disposal of low-level radioactive wastes in a new facility on the Oak Ridge Reservation. The principal performance objectives include (1) a limit on annual committed effective dose equivalent averaged over a lifetime of 0.25 mSv (25 mrem) for any member of the general public beyond the boundary of the disposal facility, and (2) a limit on annual committed effective dose equivalent averaged over a lifetime of 1 mSv (100 mrem) and a limit on committed effective dose equivalent in any year of 5 mSv (500 mrem) for any individual who inadvertently intrudes onto the disposal site after loss of active institutional controls. The use of annual committed effective dose equivalents averaged over a lifetime departs from customary practice in environmental radiation standards in the U.S. of specifying limits on actual dose received in any year to whole body or the critical organ, but provides a set of performance objectives that are more closely related to the fundamental goal of limiting risk from chronic lifetime exposures. (Auth.)

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

Science.gov (United States)

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

2012-01-01

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

Comparison of adult and child radiation equivalent doses from 2 dental cone-beam computed tomography units.

Science.gov (United States)

Al Najjar, Anas; Colosi, Dan; Dauer, Lawrence T; Prins, Robert; Patchell, Gayle; Branets, Iryna; Goren, Arthur D; Faber, Richard D

2013-06-01

With the advent of cone-beam computed tomography (CBCT) scans, there has been a transition toward these scans' replacing traditional radiographs for orthodontic diagnosis and treatment planning. Children represent a significant proportion of orthodontic patients. Similar CBCT exposure settings are predicted to result in higher equivalent doses to the head and neck organs in children than in adults. The purpose of this study was to measure the difference in equivalent organ doses from different scanners under similar settings in children compared with adults. Two phantom heads were used, representing a 33-year-old woman and a 5-year-old boy. Optically stimulated dosimeters were placed at 8 key head and neck organs, and equivalent doses to these organs were calculated after scanning. The manufacturers' predefined exposure settings were used. One scanner had a pediatric preset option; the other did not. Scanning the child's phantom head with the adult settings resulted in significantly higher equivalent radiation doses to children compared with adults, ranging from a 117% average ratio of equivalent dose to 341%. Readings at the cervical spine level were decreased significantly, down to 30% of the adult equivalent dose. When the pediatric preset was used for the scans, there was a decrease in the ratio of equivalent dose to the child mandible and thyroid. CBCT scans with adult settings on both phantom heads resulted in higher radiation doses to the head and neck organs in the child compared with the adult. In practice, this might result in excessive radiation to children scanned with default adult settings. Collimation should be used when possible to reduce the radiation dose to the patient. While CBCT scans offer a valuable tool, use of CBCT scans should be justified on a specific case-by-case basis. Copyright © 2013 American Association of Orthodontists. Published by Mosby, Inc. All rights reserved.

ORION: a computer code for evaluating environmental concentrations and dose equivalent to human organs or tissue from airborne radionuclides

International Nuclear Information System (INIS)

Shinohara, K.; Nomura, T.; Iwai, M.

1983-05-01

The computer code ORION has been developed to evaluate the environmental concentrations and the dose equivalent to human organs or tissue from air-borne radionuclides released from multiple nuclear installations. The modified Gaussian plume model is applied to calculate the dispersion of the radionuclide. Gravitational settling, dry deposition, precipitation scavenging and radioactive decay are considered to be the causes of depletion and deposition on the ground or on vegetation. ORION is written in the FORTRAN IV language and can be run on IBM 360, 370, 303X, 43XX and FACOM M-series computers. 8 references, 6 tables

On becoming (un)committed: A taxonomy and test of newcomer on-boarding scenarios

NARCIS (Netherlands)

Solinger, O.N.; van Olffen, W.; Roe, R.A.; Hofmans, J.

2013-01-01

How does the bond between the newcomer and the organization develop over time? Process research on temporal patterns of newcomer's early commitment formation has been very scarce because theory and appropriate longitudinal research designs in this area are lacking. From extant research we extract

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

Science.gov (United States)

Zheng, Junwei; Wu, Guangdong

2018-02-15

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

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

Science.gov (United States)

2018-01-01

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

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

Directory of Open Access Journals (Sweden)

Junwei Zheng

2018-02-01

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

Organizational commitment among general practitioners: a cross-sectional study of the role of psychosocial factors.

Science.gov (United States)

Kuusio, Hannamaria; Heponiemi, Tarja; Sinervo, Timo; Elovainio, Marko

2010-06-01

To examine whether general practitioners (GP) working in primary health care have lower organizational commitment compared with physicians working in other health sectors. The authors also tested whether psychosocial factors (job demands, job control, and colleague consultation) explain these differences in commitment between GPs and other physicians. Cross-sectional postal questionnaire. Setting and participants. A postal questionnaire was sent to a random sample of physicians (n = 5000) drawn from the Finnish Association database in 2006. A total of 2841 physicians (response rate 57%) returned the questionnaire, of which 2657 (545 GPs and 2090 other physicians) fulfilled all the participant criteria. Organizational commitment was measured with two different indicators: intention to change jobs and low affective commitment. GPs were less committed to their organizations than other physicians. Work-related psychosocial factors (high job demands, low job control, and poor colleague consultation) were all significant risk factors for low organizational commitment. The evidence collected suggests that policies that reduce psychological demands, such as job demands and low control, may contribute to better organizational commitment and, thus, alleviate the shortages of physicians in primary care. Furthermore, giving GPs a stronger say in decisions concerning their work and providing them with more variety in work tasks may even improve the quality of primary care. The strategies for workplace development should focus on redesigning jobs and identifying GPs at higher risk, such as those with especially high job strain.

Dose commitments due to radioactive releases from nuclear power plant sites in 1992. Volume 14

International Nuclear Information System (INIS)

Aaberg, R.L.; Baker, D.A.

1996-03-01

Population and individual radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1992. Fifty-year dose commitments for a 1-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teenager, and adult) residing between 2 and 80 km from each of 72 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for each of the sites is an estimate of individual doses, which are compared with 10 CFR Part 50, Appendix I, design objectives. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 3.7 person-rem to a low of 0.0015 person-rem for the sites with plants in operation and producing power during the year. The arithmetic mean was 0.66 person-rem. The total population dose for all sites was estimated at 47 person-rem for the 130-million people considered at risk. The individual dose commitments estimated for all sites were below the 10 CFR 50, Appendix I, design objectives

Dose commitments due to radioactive releases from nuclear power plant sites in 1991. Volume 13

Energy Technology Data Exchange (ETDEWEB)

Baker, D.A. [Pacific Northwest Lab., Richland, WA (United States)

1995-04-01

Population and individual radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1991. Fifty-year dose commitments for a one-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teenager and adult) residing between 2 and 80 km from each of 72 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for each of the sites is an estimate of individual doses which are compared with 10 CFR Part 50, Appendix 1 design objectives. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 22 person-rem to a low of 0.002 person-rem for the sites with plants in operation and producing power during the year. The arithmetic mean was 1.2 person-rem. The total population dose for all sites was estimated at 88 person-rem for the 130 million people considered at risk. The individual dose commitments estimated for all sites were below the Appendix 1 design objectives.

Dose commitments due to radioactive releases from nuclear power plant sites in 1992. Volume 14

Energy Technology Data Exchange (ETDEWEB)

Aaberg, R.L.; Baker, D.A.

1996-03-01

Population and individual radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1992. Fifty-year dose commitments for a 1-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teenager, and adult) residing between 2 and 80 km from each of 72 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for each of the sites is an estimate of individual doses, which are compared with 10 CFR Part 50, Appendix I, design objectives. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 3.7 person-rem to a low of 0.0015 person-rem for the sites with plants in operation and producing power during the year. The arithmetic mean was 0.66 person-rem. The total population dose for all sites was estimated at 47 person-rem for the 130-million people considered at risk. The individual dose commitments estimated for all sites were below the 10 CFR 50, Appendix I, design objectives.

Dose commitments due to radioactive releases from nuclear power plant sites in 1991. Volume 13

International Nuclear Information System (INIS)

Baker, D.A.

1995-04-01

Population and individual radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1991. Fifty-year dose commitments for a one-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teenager and adult) residing between 2 and 80 km from each of 72 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for each of the sites is an estimate of individual doses which are compared with 10 CFR Part 50, Appendix 1 design objectives. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 22 person-rem to a low of 0.002 person-rem for the sites with plants in operation and producing power during the year. The arithmetic mean was 1.2 person-rem. The total population dose for all sites was estimated at 88 person-rem for the 130 million people considered at risk. The individual dose commitments estimated for all sites were below the Appendix 1 design objectives

Dose commitments due to radioactive releases from nuclear power plant sites in 1990: Volume 12

International Nuclear Information System (INIS)

Baker, D.A.

1994-11-01

Population and individual radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1990. Fifty-year dose commitments for a one-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 72 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for each of the sites is an estimate of individual doses which are compared with 10 CFR Part 50, Appendix 1 design objectives. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 15 person-rem to a low of 0.002 person-rem for the sites with plants in operation and producing power during the year. The arithmetic mean was 1.1 person-rem. The total population dose for all sites was estimated at 78 person-rem for the 130 million people considered at risk. The individual dose commitments estimated for all sites were below the Appendix 1 design objectives

Effect of Job Autonomy Upon Organizational Commitment of Employees at Different Hierarchical Level

Directory of Open Access Journals (Sweden)

Shalini Sisodia

2013-10-01

Full Text Available The main aim of the present study was to examine the effect of job autonomy upon organizational commitment of employees at different hierarchical level. A study was made on randomly selected 100 male employees who work in different organizations in Agra, who were administered Organizational Commitment Scale (by Allen & Meyer, 1990 and Job Autonomy Scale (by Das, Arora, & Singhal, 2000. On the basis of median of the job autonomy scores, the sample was divided into two groups (1 high job autonomy group and (2 low job autonomy group and on the basis of hierarchical level, the employees were divided into two groups (1 50 high hierarchical level employees’ including managers, etc. and (2 50 low hierarchical level employees, e.g. clerical staff, etc. The 2x2 factorial design was formed for this purpose and four groups of employees were formed (1 high hierarchy, high autonomy group (2 high hierarchy, low autonomy group(3 low hierarchy, high autonomy group and (4 low hierarchy, low autonomy group. A two-way analysis of variance was employed to compare the level of organizational commitment of each of the four groups. There is a significant difference found between job commitment of employees with high and low job autonomy (F = 4.670, p < .05. There is a significant difference found between job commitment of employees of high hierarchical group and those of low hierarchical group (F = 40.691, p < .01 and significant interaction effect found between job autonomy and hierarchical level upon organizational commitment of employees (F = 6.114, p < .05.

Escalation of Commitment in the Surgical ICU.

Science.gov (United States)

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

2017-04-01

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

Commitment or Compliance?—Institutional logics of work environment management

DEFF Research Database (Denmark)

Madsen, Christian Uhrenholdt; Hasle, Peter

2017-01-01

and where it differs from the traditional organizational approach to work environment management. In this paper, we use the ‘institutional logics’ perspective to propose heuristic ideal types of two institutional logics of work environment management: The logic of compliance as the ideal type...... of the ‘traditional’ approach to work environment management and the logic of commitment as the human resource informed approach. Through a side-by-side comparison of key characteristics, we analyze the two ideal types as instantiations of institutional orders on the societal level with the compliance logic being...... rooted in the orders of the state and the corporation, and the commitment logic as based on the orders of the corporation. The paper ends with a discussion on the how the two logics can influence concrete work environment practices and approaches to management in organizations....

Modeling the relationship between organizational justice, job burnout and organizational commitment among university teachers. Relación entre justicia organizacional, desgaste profesional, y compromiso organizacional en profesores universitarios

OpenAIRE

Li, Yongzhan

2013-01-01

Organizational commitment is widely considered in the management and behavioral science literature as a key factor in the relationship between organizations and individuals (Mirza, Redzuan, Hamsan, & Shahrimin, 2012). According to Meyer and Allen (1991), organizational commitment comprises three types of commitment: affective, continuance and normative commitment.As a consequence, organizational commitment has been found to be predicted by quite a few of organizational variables. Of all the i...

Committed effective dose from thoron daughters inhalation

International Nuclear Information System (INIS)

Campos, M.P.; Pecequilo, B.R.S.

2000-01-01

Mankind's interest in natural radiation exposure levels has increased over the past fifty years and it is now recognized that the most significant contributors to human irradiation by natural sources are the short-lived decay products of radon ( 222 Rn) and thoron ( 220 Rn). Despite the thoron short half-life of 55 s, effective dose from inhalation of thoron an its progeny ( 212 Pb and 212 Bi) must be considered, owing to the high thorium background in countries like Brazil, China and India, for example. The indoor committed effective dose was assessed by air sampling at the thorium purification plant and the nuclear materials storage site of the Instituto de Pesquisas Energeticas e Nucleares; Sao Paulo, Brazil. A total of 21 glass fiber filter samples was analyzed by high resolution gamma ray spectrometry in order to obtain the 212 Pb and 212 Bi activities. The equilibrium equivalent concentration (EEC) varied from 0.3 Bq/m 3 to 6.8 Bq/m 3 for the storage site air samples and from 9.9 Bq/m 3 to 249.8 Bq/m 3 for the thorium purification plant air samples. As retention studies indicate a biological half-life of a few hours inhaled thoron progeny in the human lungs, the main fraction of the potential alpha energy (PAEC) deposited is absorbed in the lungs, meaning negligible to the effective dose the contribution of the dose in other times. The committed effective dose due thoron progeny was performed by compartimental analysis following the ICRP 66 lung compartimental model and ICRP 67 lead compartimental model. The values obtained varied from 0.03 mSv/a to 0.67 mSv/a for the storage site air samples and from 0.12 mSv/a to 6.00 mSv/a for the thorium purification plant air samples. (author)

Commitment tracking in the licensing renewal process: A perspective

International Nuclear Information System (INIS)

Gurican, Gregory M.; Breslauer, Stephen K.

1991-01-01

The NRC's proposed 10 CFR 54 defines 'Current licensing basis' as inclusive of all licensee commitments. During the last five years, the regulatory commitment tracking group (RCTG) has been developing guidance for member utilities to track such commitments. The RCTG guidance for commitment tracking assists utilities in developing a system to store and maintain commitments related to the CLB. But a majority believe it unlikely that any one commitment tracking system will capture all commitments contained in the proposed definition of a 'Current Licencing Basis'. For future renewal applications the NRC proposes that utilities must identify and compile all licensing basis commitments. In addition, utilities 'shall maintain...(them) in an auditable and retrievable form'. Some utilities are already compiling and tracking licensing basis commitments; others are not. (author)

Career commitment and job performance of Jordanian nurses.

Science.gov (United States)

Mrayyan, Majd T; Al-Faouri, Ibrahim

2008-01-01

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

Commitment and Switching Intentions: Customers and Brands

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Juliana Werneck Rodrigues

2012-12-01

Full Text Available This study aims to evaluate the relationship between a customer’s brand switching intentions and his commitment to a brand. Based on a literature review, constructs related to customer brand commitment were identified (affective and continuance commitment, trust, satisfaction, switching costs and alternative attractiveness and their roles in the formation of brand switching intentions hypothesized. Through a cross-sectional survey, a sample of 201 smartphone users was collected to test the proposed relationships. Data analysis was carried out via structural equations modeling, with direct effects of trust, satisfaction, switching costs and alternative attractiveness upon the different kinds of commitment being verified. Furthermore, both types of brand commitment (affective and continuance were found to negatively impact a customer’s intention to switch brands. Regarding enterprise customer strategies, the research findings suggest that, if firms are able to track customer brand commitment, they could use such knowledge to develop better relationship strategies, minimizing customer defection and further developing customer value to the company.

The importance of transformational leadership and ethical climate of organization on employees’ organizational commitment

OpenAIRE

Endriulaitienė, Auksė; Genevičiūtė-Janonienė, Giedrė

2012-01-01

Straipsnyje analizuojama transformacinės lyderystės ir etinio organizacijos klimato svarba organizaciniam įsipareigojimui. Empiriniu tyrimu buvo siekiama atskleisti, kiek tranformacinis vadovavimo elgesys bei jo veikiamas etinis organizacijos klimatas daro įtaką stiprinant Lietuvos darbuotojų organizacinį įsipareigojimą. The importance of transformational leadership and ethical organizational climate on organizational commitment is analyzed in this article. The empirical research aimed to ...

Organizational Climate and Teacher Commitment

Science.gov (United States)

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).…

Unconditionally secure commitment in position-based quantum cryptography.

Science.gov (United States)

Nadeem, Muhammad

2014-10-27

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

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

Science.gov (United States)

Greguras, Gary J; Diefendorff, James M

2009-03-01

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

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

Science.gov (United States)

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

2011-01-01

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

Sociosexual orientation, commitment, and infidelity: a mediation analysis.

Science.gov (United States)

Mattingly, Brent A; Clark, Eddie M; Weidler, Daniel J; Bullock, Melinda; Hackathorn, Jana; Blankmeyer, Katheryn

2011-01-01

Individuals with an unrestricted sociosexual orientation (SO) are less committed to their romantic relationships and more likely to engage in infidelity. Furthermore, commitment is negatively associated with tendencies to cheat. However, no previous research has examined the possible mediating role of commitment in the relationship between SO and infidelity. The current study examined whether commitment mediated the relationship between SO and willingness to engage in three types of cheating behaviors (Ambiguous, Deceptive, and Explicit). Results suggested that commitment partially mediated the relationship between SO and infidelity, such that unrestricted individuals had lower commitment, which in turn led to a greater likelihood of cheating. Implications of this association and directions for future research are discussed.

Equivalent dose, effective dose and risk assessment from cephalometric radiography to critical organs

International Nuclear Information System (INIS)

Kang, Seong Sook; Cho, Bon Hae; Kim, Hyun Ja

1995-01-01

In head and neck region, the critical organ and tissue doses were determined, and the risks were estimated from lateral, posteroanterial and basilar cephalometric radiography. For each cephalometric radiography, 31 TLDs were placed in selected sites (18 internal and 13 external sites) in a tissue-equivalent phantom and exposed, then read-out in the TLD reader. The following results were obtained; 1. From lateral cephalometric radiography, the highest effective dose recorded was that delivered to the salivary gland (3.6 μSv) and the next highest dose was that received by the bone marrow (3 μSv). 2. From posteroanterial cephalometric radiography, the highest effective dose recorded was that delivered to the salivary gland (2 μSv) and the next highest dose was that received by the bone marrow (1.8 μSv). 3. From basilar cephalometric radiography, the highest effective dose recorded was that delivered to the thyroid gland (31.4 μSv) and the next highest dose was that received by the salivary gland (13.3 μSv). 4. The probabilities of stochastic effect from lateral, posteroanterial and basilar cephalometric radiography were 0.72 X 10 -6 , 0.49 X 10 -6 and 3.51 X 10 -6 , respectively.

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

International Nuclear Information System (INIS)

Baker, D.A.

1992-01-01

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1988. Fifty-year commitments for a one-year exposure from both liquid and atmospheric releases were calculated for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 71 reactor sites. This report tabulates the results of these calculations, showing the dose commitments for both water and airborne pathways for each age group and organ. Also included for each of the sites is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving various average dose commitments from the airborne pathways. The total collective dose commitments (from both liquid and airborne pathways) for each site ranged from a high of 16 person-rem to a low of 0.0011 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 1.1 person-rem. The total population dose for all sites was estimated at 75 person-rem for the 150 million people considered at risk. The site average individual dose commitment from all pathways ranged from a low of 3 x 10 -7 mrem to a high of 0.02 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites. However, licensee calculation of doses to the maximally exposed individual at some sites indicated values of up to approximately 100 times average individual doses (on the order of a few millirem per year)

Commitment among state health officials & its implications for health sector reform: lessons from Gujarat.

Science.gov (United States)

Maheshwari, Sunil; Bhat, Ramesh; Saha, Somen

2008-02-01

Commitment, competencies and skills of people working in the health sector can significantly impact the performance and its reform process. In this study we attempted to analyse the commitment of state health officials and its implications for human resource practices in Gujarat. A self-administered questionnaire was used to measure commitment and its relationship with human resource (HR) variables. Employee's organizational commitment (OC) and professional commitment (PC) were measured using OC and PC scale. Fifty five medical officers from Gujarat participated in the study. Professional commitment of doctors (3.21 to 4.01) was found to be higher than their commitment to the organization (3.01 to 3.61). Doctors did not perceive greater fairness in the system on promotion (on the scale of 5, score: 2.55) and were of the view that the system still followed seniority based promotion (score: 3.42). Medical officers were upset about low autonomy in the department with regard to reward and recognition, accounting procedure, prioritization and synchronization of health programme and other administrative activities. Our study provided some support for positive effects of progressive HR practices on OC, specifically on affective and normative OC. Following initiatives were identified to foster a development climate among the health officials: providing opportunities for training, professional competency development, developing healthy relationship between superiors and subordinates, providing useful performance feedback, and recognising and rewarding performance. For reform process in the health sector to succeed, there is a need to promote high involvement of medical officers. There is a need to invest in developing leadership quality, supervision skills and developing autonomy in its public health institutions.

The effects of perceived managerial support on organizational commitment: An example of professional football players

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İlhan ADİLOĞULLARI

2017-12-01

Full Text Available Aim: The aim of the study was to examine the effect of the support from managers that the professional footballers perceive in their commitment to their teams. Material and Methods: In this study, 641 professional football players were randomly participated from the professional football leagues organized by Turkish Football Federation in the season of 2015-2016. Data were collected by administrating the “Perceived Managerial Support Questionnaire” developed by Giray and Sahin (2012 and the “Organizational Commitment Questionnaire” which developed by Meyer and Allen (1997 and adapted to Turkish language by Wasti (2000 that has three subscales and 18 items. The data obtained in the study were evaluated by the Mann Withney U test, the Kruskal-Wallis test and the regression analyses as well as the percent-frequency analyses via SPSS programme. Results: Results revealed that there was a significant relationship between the level of organizational commitment and managerial support of professional football players that they perceive from their managers. In relation to perceived managerial support of football players, there was a significant difference between the groups according to league category and educational status of football players who participated in the present study. Furthermore, there was a significant difference in the level of organizational commitment among the groups according to football players’ age, level of league, educational status and duration of professional football career. Conclusion: According to results of this study that the professional football players’ commitment of their teams is predicted by the perceived managerial support from their managers is considered as an important conclusion. In this premise, results of the present study shed light on our understanding of the organizational management in football to be aware of football player’s expectations from their managers and provide such awareness in

Commit* to change? A call to end the publication of the phrase 'commit* suicide'.

Science.gov (United States)

Nielsen, Emma; Padmanathan, Prianka; Knipe, Duleeka

2016-12-06

Background. Countering stigma is a fundamental facet of suicide prevention efforts.  Integral to this is the promotion of accurate and sensitive language.  The phrase 'commit* suicide' has prompted marked opposition primarily due to the connotations of immorality and illegality.  Methods. The study investigated the frequency of the use of the wordstem 'commit', in relation to self-harm and suicidal behaviours, in the three leading suicide-specific academic journals between 2000 and 2015.  Results. One third (34%) of articles published since the year 2000 used the word 'commit*' when describing an act of self-harm or suicide. Over half of these articles (57%) used the phrase on more than one occasion, with 6% using it more than 10 times in the same manuscript. The percentage of papers utilising the word 'commit*' has fluctuated over time, but there is a promising downward trend in the use of this phrase from 33% in 2000 to 13% in 2015 ( p suicide. Whilst we call for collective responsibility amongst academics and clinicians, editors hold a unique position in ensuring that outdated, inaccurate and stigma-laden terms are expunged from the scientific literature.

Employee Commitment and Well-Being: A Critical Review, Theoretical Framework and Research Agenda

Science.gov (United States)

Meyer, John P.; Maltin, Elyse R.

2010-01-01

Although a great deal is known about the implications of employee commitment for organizations, less attention has been paid to its ramifications for employees themselves. Previous research has been unsystematic and the findings have sometimes been inconsistent. The most consistent findings pertain to the positive links between affective…

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

Science.gov (United States)

Abou Hashish, Ebtsam Aly

2017-03-01

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

Organizational culture and organizational commitment: Serbian case

Directory of Open Access Journals (Sweden)

Mitić Siniša

2016-01-01

Full Text Available The paper presents the results of the impact of certain dimensions of organizational culture (Future Orientation, Power Distance, Human Orientation and Performance Orientation on organizational commitment in companies in Serbia. Through a survey, responses were obtained from a total of N = 400 middle managers from 129 companies. The results show a statistically significant correlation between the observed dimensions of organizational culture and organizational commitment dimensions. Also, there is a statistically significant predictive effect of certain dimensions of organizational culture on the dimensions of organizational commitment. The biggest influences on the dimensions of organizational commitment have dimensions Future Orientation - FO and Performance Orientation - PO. On the other hand, under the most affected dimension of organizational culture is the dimension of organizational commitment Organizational identification - OCM1.

The effects of social capital and organizational commitment on the staff’s intellectual contribution in the central building of Shiraz University of Medical Sciences

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Leila Malek Makan

2015-04-01

Full Text Available Introduction: Nowadays human capital is the main asset in organizations. Thus, the employees’ intellectual involvement is a key factor in the success of organizations. Hence organizations should seek for factors that affect and boost the employees’ intellectual involvement. Therefore, the present research aimed at discovering the relationship between organizational commitment and social capital with intellectual involvement among employees of Shiraz University of Medical Sciences. Method: The study population consisted of staff employees at Shiraz University of Medical Sciences. A sample of 224 employees was selected using cluster sampling. Data were collected using three questionnaires including social capital, organizational commitment, and intellectual involvement. Data were analyzed using t-test, ANOVA, and Pearson correlation coefficient. Results: It was found that the level of social capital, organizational commitment, and intellectual involvement was at an average level. There was a significant relationship between intellectual involvement and degree (p<0.01 and marital status (p<0.05. Other demographic variables had no significant relationship with research variables. Moreover, all research variables and their dimensions had a significant relationship with each other (p<0.01. Conclusion: According to the findings, it can be concluded that with improvement in each of the research variables, other variables will improve. For example, as a result of improvement in social capital or organization commitment, intellectual involvement will increase and the organization could use its competitive advantage

Formalizing the Relationship Between Commitment and Basic Cryptographic Primitives

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S. Sree Vivek

2016-11-01

Full Text Available Signcryption is a cryptographic primitive which offers the functionality of both digital signature and encryption with lower combined computational cost. On the other hand, commitment scheme allows an entity to commit to a value, where the entity reveals the committed value later during a decommit phase. In this paper, we explore the connection between commitment schemes, public key encryption, digital signatures and signcryption. We establish formal relationship between commitment and the other primitives. Our main result is that we show signcryption can be used as a commitment scheme with appropriate security notions. We show that if the underlying signcryption scheme is IND-CCA2 secure, then the hiding property of the commitment scheme is satisfied. Similarly, we show that if the underlying signcryption scheme is unforgeable, then the relaxed biding property of the commitment scheme is satisfied. Moreover, we prove that if the underlying signcryption scheme is NM-CCA2, then the commitment scheme is non-malleable.

WORK CULTURE, WORK MOTIVATION AND ORGANIZATIONAL PERFORMANCE: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT

OpenAIRE

Sri Rahayu Wilujeng*, Sri Wahyu Lelly Hana Setyanti , Handriyono

2018-01-01

Human resources are an organization asset that becomes an important factor in the progress of an organization. The quality of human resources itself can be seen from the performance of the employees. The purpose of this research is to examine the influence of work culture and work motivation on organizational performance with organizational commitment as mediating. This research is a review from the theory and several researches that have been done on the work culture, work motivation, organi...

Relationship between leadership styles and dimensions of employee organizational commitment: A critical review and discussion of future directions

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Imen Keskes

2014-02-01

Full Text Available Purpose: The aim of this work is the study and the discussion of the relationship between leadership styles and organizational commitment dimensions. Both styles of leadership known as transformational and transactional styles differ in the process by which the leader motivates his subordinates. Organizational commitment defined by its three types (Affective, Normative and Continuance measures the strength of an individual identification with and involvement in the organization. Design/methodology/approach: An extensive literature research has been done in order to increase our understanding of leadership and organizational commitment as well as the relationship between these two concepts. Findings: The present study of the relationships between leadership styles and organizational commitment has shown how leadership dimensions can influence employee organizational commitment. Although there is considerable research available suggesting that transformational leadership is positively associated with organizational commitment in a variety of organizational settings and cultures, there has been little empirical research focusing on the precise ways in which style of leadership impacts  employee organizational commitment. Originality/value: Some critics about previous empirical and theoretical studies will present and a number of areas for future research will highlight. In this sense, various areas that require additional research are developed and possible incorporation of some mediation variables are proposed in order to gather a better understanding about the mechanism that links leadership styles and followers organizational commitment.

Perceptions of HR practices, person–organization fit, and affective commitment : The moderating role of career stage

NARCIS (Netherlands)

Kooij, T.A.M.; Boon, Corine

2018-01-01

In a three-wave survey study among 487 Dutch university employees, we examined how and when employees' perceptions of high-performance work practices (HPWP) affect employee affective commitment. We proposed that perceived person–organisation (PO) fit mediates this relationship and that the

Population dose commitments due to radioactive releases from nuclear power plant sites in 1982. Volume 4

International Nuclear Information System (INIS)

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

1986-06-01

Population radiation dose commitments have been estimated from reported radionuclide releases from commercial power reactors operating during 1982. Fifty-year dose commitments from a one-year exposure were calculated from both liquid and atmospheric releases for four population groups (infant, child, teen-ager and adult) residing between 2 and 80 km from each of 51 sites. This report tabulates the results of these calculations, showing the dose commitments for both liquid and airborne pathways for each age group and organ. Also included for each site is a histogram showing the fraction of the total population within 2 to 80 km around each site receiving various average dose commitments from the airborne pathways. The total dose commitments from both liquid and airborne pathways ranged from a high of 30 person-rem to a low of 0.007 person-rem for the sites with plants operating throughout the year with an arithmetic mean of 3 person-rem. The total population dose for all sites was estimated at 130 person-rem for the 100 million people considered at risk. The average individual dose commitment from all pathways on a site basis ranged from a low of 6 x 10 -7 mrem to a high of 0.06 mrem. No attempt was made in this study to determine the maximum dose commitment received by any one individual from the radionuclides released at any of the sites

On becoming (un)committed : Toward a taxonomy and test of newcomer on-boarding scenarios

NARCIS (Netherlands)

Solinger, O.N.; van Olffen, W.; Roe, R.; Hofmans, J.

2013-01-01

How does the bond between the newcomer and the organization develop over time? Process research on temporal patterns of newcomer’s early commitment formation has been very scarce because theory and appropriate longitudinal research designs in this area are lacking. From extant research we extract

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

Science.gov (United States)

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

2018-03-15

individual and organizational levels have to be considered to enhance an employee's commitment to his or her organization. Regarding occupational differences in antecedent-commitment relationships, more specific management actions should be undertaken to correspond to different needs and aspirations of nurses and physicians. German Clinical Trials Register ( DRKS00004589 , date of trial registration: 15.05.2013).

STRUCTURAL MODEL OF ORGANIZATIONAL CULTURE DIMENSION AND CONTINGENCY LEADERSHIP STYLE IN SHAPING ORGANIZATIONAL TRUST AND COMMITMENT OF PRIVATE UNIVERSITY LECTURERS IN MALANG CITY

OpenAIRE

Alifiulahtin Utaminingsih

2017-01-01

This research was based on fenomenon of decreasing lecturer ‘s organizational commitment is a crucial matter for the management of human resources. Leadeaship style will affect the level of employee trust and commitment of the organization and induce certain outcome in work with theory and empiric reviewed from outcome prior studies. This research was aimed analyze the effect of leadership style and organizational culture on organizational trust and organizational commitment. This studies use...

Model to estimate radiation dose commitments to the world population from the atmospheric release of radionuclides (LWBR development program)

International Nuclear Information System (INIS)

Rider, J.L.; Beal, S.K.

1978-02-01

The equations developed for use in the LWBR environmental statement to estimate the dose commitment over a given time interval to a given organ of the population in the entire region affected by the atmospheric releases of a radionuclide are presented and may be used for any assessment of dose commitments in these regions. These equations define the dose commitments to the world resulting from a released radionuclide and each of its daughters and the sum of these dose commitments provides the total dose commitment accrued from the release of a given radionuclide. If more than one radionuclide is released from a facility, then the sum of the dose commitments from each released nuclide and from each daughter of each released nuclide is the total dose commitment to the world from that facility. Furthermore, if more than one facility is considered as part of an industry, then the sum of the dose commitments from the individual facilities represents the total world dose commitment associated with that industry. The actual solutions to these equations are carried out by the AIRWAY computer program. The writing of this computer program entailed defining in detail the specific representations of the various parameters such as scavenging coefficients, resuspension factors, deposition velocities, dose commitment conversion factors, and food uptake factors, in addition to providing specific numerical values for these types of parameters. The program permits the examination of more than one released nuclide at a time and performs the necessary summing to obtain the total dose commitment to the world accrued from the specified releases

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

Science.gov (United States)

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…

The Relationship between Perceived Organizational Justice and Organizational Commitment with Job Satisfaction in Employees of Northern Tehran Health Care Center

Directory of Open Access Journals (Sweden)

Mohammad-Hossein Safi

2016-03-01

Full Text Available Background and Objective: Today, the organizations are obligated to take sufficient attention to human resources in order to attain greater efficiency and ultimately achieve their goals. Considering the importance of desirable behavior in organizations and its impact on the attitudes and perceptions of employees, it is necessary to pay special attention to the treatment of staff and their needs. The present study was prepared to investigate the relationship between organizational justice and organizational commitment and job satisfaction among health care employees in north Tehran.Materials and Methods: The study was done descriptive-analytical among employees with at least 6 months of experience and with a sample size of 259 patients at the health center. Data collection tools consisted job satisfaction, organizational justice and organizational commitment questionnaires. SPSS software was used for data analysis and Pearson's correlation coefficient and T-test was used for independent groups and regression.Results: The mean (SD of Job satisfaction in employees was 50.1 (12.3, perceived organizational justice was 66.4 (1.17 and organizational commitment was 61.3 (5.7, out of 100. The result value of the correlation coefficient indicates positive and significant relationship between organizational justice and organizational commitment with job satisfaction. Also, components of affective commitment and normative commitment has a significant relationship with job satisfaction, and all of the components of organizational justice (distributive justice, procedural justice, interactional justice have a significant positive correlation with job satisfaction. Regression analysis indicated that organizational justice and organizational commitment are able to predict job satisfaction of the employees. But the components of procedural justice and distributive justice were not able to predict job satisfaction, and job satisfaction can be predicted only

Antecedents and Consequences of Affective Commitment

NARCIS (Netherlands)

Bloemer, J.M.M.; Odekerken-Schröder, G.J.

2003-01-01

The primary objective of this study is to assess the impact of three psychological antecedents (position involvement, volitional choice and informational complexity) on affective commitment in a financial service setting. Furthermore, this study addresses the consequences of affective commitment on

Second-Class Citizen? Contract Workers' Perceived Status, Dual Commitment and Intent to Quit

Science.gov (United States)

Boswell, Wendy R.; Watkins, Maria Baskerville; Triana, Maria del Carmen; Zardkoohi, Asghar; Ren, Run; Umphress, Elizabeth E.

2012-01-01

Outsourcing of jobs to contract workers who work alongside a client's employees has changed the human resource landscape of many organizations. In this study we examine how a contract worker's perceived employment status similarity to the client's own standard employees influences his/her affective commitment to both the client and the employer…

24-Hour Relativistic Bit Commitment.

Science.gov (United States)

Verbanis, Ephanielle; Martin, Anthony; Houlmann, Raphaël; Boso, Gianluca; Bussières, Félix; Zbinden, Hugo

2016-09-30

Bit commitment is a fundamental cryptographic primitive in which a party wishes to commit a secret bit to another party. Perfect security between mistrustful parties is unfortunately impossible to achieve through the asynchronous exchange of classical and quantum messages. Perfect security can nonetheless be achieved if each party splits into two agents exchanging classical information at times and locations satisfying strict relativistic constraints. A relativistic multiround protocol to achieve this was previously proposed and used to implement a 2-millisecond commitment time. Much longer durations were initially thought to be insecure, but recent theoretical progress showed that this is not so. In this Letter, we report on the implementation of a 24-hour bit commitment solely based on timed high-speed optical communication and fast data processing, with all agents located within the city of Geneva. This duration is more than 6 orders of magnitude longer than before, and we argue that it could be extended to one year and allow much more flexibility on the locations of the agents. Our implementation offers a practical and viable solution for use in applications such as digital signatures, secure voting and honesty-preserving auctions.

Sustainability Marketing Commitment

DEFF Research Database (Denmark)

Tollin, Karin; Bech Christensen, Lars

2017-01-01

sustainability in marketing, processes associated with sustainability marketing commitment, drivers of sustainability marketing at the functional level of marketing, and its organizational context. Using survey data from 269 managers in marketing, covering a broad range of industries in Sweden and Denmark, we...... took a structural modelling approach to examine construct relationships, mediation, and moderation effects. Overall, the findings show that marketing capabilities associated with the innovation of new products, services, and business models constitute a strong driver to leverage sustainability......Corporate sustainability is an important strategy and value orientation for marketing, but scarce research addresses the organizational drivers and barriers to including it in companies’ marketing strategies and processes. The purpose of this study is to determine levels of commitment to corporate...

7 CFR 3550.70 - Conditional commitments.

Science.gov (United States)

2010-01-01

..., dealer-contractor, or seller must: (1) Have an adequate ownership interest in the property, as defined in... approval of an affirmative marketing plan. (b) Limitations. Conditional commitments for new or... as bad weather, materials shortages, or marketing difficulties. Conditional commitments may be...

Determination of dose equivalent with tissue-equivalent proportional counters

International Nuclear Information System (INIS)

Dietze, G.; Schuhmacher, H.; Menzel, H.G.

1989-01-01

Low pressure tissue-equivalent proportional counters (TEPC) are instruments based on the cavity chamber principle and provide spectral information on the energy loss of single charged particles crossing the cavity. Hence such detectors measure absorbed dose or kerma and are able to provide estimates on radiation quality. During recent years TEPC based instruments have been developed for radiation protection applications in photon and neutron fields. This was mainly based on the expectation that the energy dependence of their dose equivalent response is smaller than that of other instruments in use. Recently, such instruments have been investigated by intercomparison measurements in various neutron and photon fields. Although their principles of measurements are more closely related to the definition of dose equivalent quantities than those of other existing dosemeters, there are distinct differences and limitations with respect to the irradiation geometry and the determination of the quality factor. The application of such instruments for measuring ambient dose equivalent is discussed. (author)

Perception of Professional Engineers toward Quality of Worklife and Organizational Commitment: A Case Study

Directory of Open Access Journals (Sweden)

Razali Mat Zin

2004-09-01

Full Text Available This empirical investigation was aimed to determine the pattern of the  relationships between the perceived presence of quality of worklife (QWL factors and organizational commitment using samples from professional engineers in Malaysia. Engineers in private sector were selected to participate in this study. A total of 250 sets of questionnaires were sent to the selected organizations, and 152 useable questionnaire representing a response rate of 60.8% were used for statistical analysis. A QWL measure consisting of seven factors: growth and development, participation, physical environment, supervision, pay and benefit, social relevance, and workplace integration was developed based on Walton’s (1974 conception. The three-component model and measure of organizational commitment developed by Allen and Meyer (1990 was adopted in this study. Results of regression analysis indicated that only two QWL factors, growth and development and pay and benefit, were significant in explaining organizational commitment. Implication and suggestions for further research are also discussed.

State commitment to public participation

International Nuclear Information System (INIS)

Baranski, S.C.; Serie, P.J.

1989-01-01

This paper discusses how New York's approach to developing a new low-level radioactive waste disposal facility demonstrates a commitment to responsibility for waste generated within its borders. There is a strong, legislated commitment to meeting federal milestones and starting from scratch to select a suitable site and disposal method. Equally strong is the state's commitment to meaningful public participation. A statewide program is underway, including public information and education and interactive techniques. The public participation program is fully integrated with the technical and policy activities of the New York State Low-Level Radioactive Waste Siting Commission at all levels. The program is designed to progressively tailor techniques and coverage to the steps in site and method selection, and will focus most intensively on the communities where four sites are selected for full characterization

The Influence of Organizational Commitment, Job Commitment and Job Satisfaction on Professionalism Perceived by Radiotechnologists Working in the Department of Radiation Oncology

Energy Technology Data Exchange (ETDEWEB)

Gim, Yang Soo; Lee, Sun Young; Lee, Joon Seong; Gwak, Geun Tak; Park, Ju Gyeong; Lee, Seung Hoon; Hwang, Ho In; Cha, Seok Yong [Dept. of Radiation Oncology, Chunbuk National University Hospital, Jeonju (Korea, Republic of)

2012-09-15

The study is to check the specialty of radiotherapists working in the department of radiation oncology and find job satisfaction, organizational commitment and job commitment having an effect on professional parts. After making analysis of the mutual relation, it is to provide radiotechnologists with making progress in the future. From March 2 to March 30, we had carried out a survey with email. It is possible to have 272 questionnaires answered in the survey. We make use of SPSS 13.0 for Windows to analyze the data collected for study. Frequency and a percentage are meant to show general characteristics, and t-test and ANOVA to do the difference between general properties and professionalism. Pearson's correlation coefficient also is meant to do the correlation of professionalism, organizational job commitment and job satisfaction, and multiple regression analysis to do the factor for a relevant variable to affect professionalism. There are subdivisions in the professionalism informing us of the self-regulation 17.74{+-}2.32/3.55{+-}46, a sense of calling 17.58{+-}2.63/3.52{+-}53, reference of the professional 17.14{+-}2.39/3.43{+-}48, service to the public 15.97{+-}2.48/3.19{+-}50, and autonomy 15.68{+-}2.28/3.14{+-}46. Grand mean turns out to be 83.89{+-}7.63(Summation of items)/ 3.37{+-}0.49(Numbers of items). When it comes to a statistical relation between general characteristics and professionalism, the statistics have it that these come within age (P<.001), period of employment (P<.001), education status (P<.05), a monthly income (P<.001), radiotherapists who get a special license (P<.001), the position (P<.001), and an opportunity for developing (P<.001). As a result of organizational commitment, job commitment, and job satisfaction, grand mean in organizational commitment proves to be 81.10{+-}8.15/3.34{+-}34. There are subvisions showing affective commitment 28.64{+-}4.61/3.58, continuance commitment 27.54{+-}4.22/3.44{+-}53, and normative commitment

A study on relationship between social entrepreneurship and organizational commitment

Directory of Open Access Journals (Sweden)

Yadollah Hemmati

2013-08-01

Full Text Available During the past few years, organizational commitment has been a major concern in different types of business activities including banking industry. In this paper, we present an empirical investigation to study the relationship between social entrepreneurship and organizational commitment. The proposed study of this paper adapts a standard questionnaire developed by Meyer and Allen [Meyer, J. P., & Allen, N. J. (1991. A three-component conceptualization of organizational commitment. Human resource management review, 1(1, 61-89]. Cronbach alpha has been calculated for affective commitment, employee engagement and normative commitment as 0.77, 0.79 and 0.61, respectively. The results of survey indicate that affective commitment, employee engagement and normative commitment have positively influenced organizational commitment, significantly. In addition, Freedman test has indicated that normative commitment is number one priority with mean rank of 2.85 followed by affective commitment with mean rank of 2.47 and employee engagement with the mean rank of 2.26.

The dimensionality of professional commitment

OpenAIRE

Jeffrey J. Bagraim

2003-01-01

This paper examines the dimensionality of professional commitment amongst a sample of 240 South African actuaries. Data were obtained, via a mailed questionnaire, from members of the South African Actuarial Society employed in the financial services industry. Statistical analysis conducted on the data showed that the 3-component model first proposed by Meyer, Allen and Smith (1993) is appropriate for understanding professional commitment amongst South African professionals. The analysis also ...

Alcohol myopia and goal commitment

OpenAIRE

Sevincer, A. Timur; Oettingen, Gabriele

2014-01-01

According to alcohol myopia theory, acute alcohol consumption leads people to disproportionally focus on the salient rather than the peripheral aspects of a situation. We summarize various studies exploring how myopic processes resulting from acute alcohol intake affect goal commitment. After consuming alcohol student participants felt strongly committed to an important personal goal even though they had low expectations of successfully attaining the goal. However, once intoxicated participan...

The Behavioral Expression of Organizational Commitment.

Science.gov (United States)

Randall, Donna M.; And Others

1990-01-01

Explored within empirical study context complexity of organizational commitment construct and respondent-generated behavioral manifestations of job attitude among plant workers (N=156). Found each commitment dimension related differently to work outcomes and that none of the dimensions was able to predict absenteeism or tardiness. (Author/CM)

Meaningful work, work engagement and organisational commitment

Directory of Open Access Journals (Sweden)

Madelyn Geldenhuys

2014-03-01

Research purpose: The aim of the study was to investigate the relationships amongst psychological meaningfulness, work engagement and organisational commitment and to test for a possible mediation effect of work engagement on the relationship between psychological meaningfulness and organisational commitment. Motivation for the study: Managers have to rethink ways of improving productivity and performance at work, due to the diverse, and in some instances escalating, needs of employees (e.g. financial support to uphold their interest in and enjoyment of working. Research approach, design and method: A quantitative approach was employed to gather the data for the study, utilising a cross-sectional survey design. The sample (n = 415 consisted of working employees from various companies and positions in Gauteng, South Africa. Main findings: The results confirmed a positive relationship between psychological meaningfulness, work engagement and organisational commitment. Further, psychological meaningfulness predicts work engagement, whilst psychological meaningfulness and work engagement predict organisational commitment. Practical/managerial implications: Employers identifying their employees’ commitment patterns and mapping out strategies for enhancing those that are relevant to organisational goals will yield positive work outcomes (e.g. employees who are creative, seek growth or challenges for themselves. Contribution/value-add: This study contributes to the literature through highlighting the impact that meaningful work has on sustaining employee commitment to the organisation.

Philanthropic Commitment Traits for Waqf in Higher Education

Directory of Open Access Journals (Sweden)

Siti Khadijah, A. M.

2017-06-01

Full Text Available Philanthropic commitment in the form of waqf is important particularly among younger working adults in ensuring sustainable flow of funds for charitable purposes. One of the vital usages of such funds is funding for higher education. A question is raised on the commitment of younger adults in such giving. This study examines waqf commitment traits among waqif (waqf contributors for higher education funding. The specific objective of this study is to measure the factors that influence the waqif to contribute their property or income into waqf for higher education fund. For the purpose of this study, 400 questionnaires have been distributed to working young adult respondents in the Klang Valley area. Waqf commitment attributes comprising of Religiosity, Trust, Altruism, Personal Characteristics, SelfImage, Psychological Benefits, Social Norms and Personal Satisfaction are examined. The findings reveal that Religiosity, Altruism, Personal Satisfaction and Commitment are significant attributes in explaining waqf commitment. However, Trust and Social Norm are not significant.

Commitment, enjoyment and motivation in young soccer competitive players.

Science.gov (United States)

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

2010-11-01

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

Estimating potential stranded commitments for U.S. investor-owned electric utilities

International Nuclear Information System (INIS)

Baxter, L.; Hirst, E.

1995-01-01

New technologies, low natural gas prices, and federal and state utility regions are restructuring the electricity industry. Yesterday's vertically integrated utility with a retail monopoly franchise may be a very different organization in a few years. Conferences, regulatory-commission hearings, and other industry fora are dominated by debates over the extent and form of utility deintegration, wholesale competition, and retail wheeling. A key obstacle to restructuring the electricity industry is stranded commitments. Past investments, power-purchase contracts, and public-policy-driven programs that made sense in an era of cost-of-service regulation may not be cost-effective in a competitive power market. Regulators, utilities, and other parties face tough decisions concerning the mitigation and allocation of these stranded commitments. The authors developed and applied a simple method to calculate the amount of stranded commitments facing US investor-owned electric utilities. The results obtained with this method depend strongly on a few key assumptions: (1) the fraction of utility sales that is at risk with respect to competition, (2) the market price of electric generation, and (3) the number of years during which the utility would lose money because of differences between its embedded cost of production and the market price

Job insecurity, organisational commitment and work engagement ...

African Journals Online (AJOL)

understanding the concept of job insecurity as represented by two core ... commitment as a unidimensional construct based on employees' emotional .... outcomes such as increased job satisfaction, organisational commitment, motivation.

Factors Contributing to Personal Commitment in Chinese Interethnic Couples

Directory of Open Access Journals (Sweden)

Xinmiao Zhong

2014-06-01

Full Text Available Interethnic relationships are increasingly common in many societies, yet interethnic couples have a higher divorce rate compared to intraethnic couples. Given these facts and the dearth of research, this study aimed to identify factors that contribute to couples’ commitment in interethnic relationships. This study investigated the personal commitment of Chinese interethnic couples in the United Kingdom and the United States. Specifically, whether love, dyadic adjustment and “couple cultural identity” (i.e. acculturation to the partner and couple’s similarity on individualism/collectivism would predict personal commitment and whether each variable would account for unique variance in personal commitment of the participants. Thirty-seven Chinese/non-Chinese heterosexual couples participated in the study and significant relationships between love and personal commitment, dyadic adjustment and personal commitment were found. Also, couple cultural identity was important for women’s personal commitment. Multiple regression and structural equation modelling showed that partners in interethnic relationships defined personal commitment in different ways with men emphasizing love and dyadic adjustment, and women emphasizing love and acculturation to their partner. The discovery of the importance of couple cultural identity in contributing to personal commitment, besides love and dyadic adjustment, helps researchers to gain a greater understanding of such relationships and to extend the research on interethnic relationships.

Siting criteria based on the prevention of deterministic effects from plutonium inhalation exposures

International Nuclear Information System (INIS)

Sorensen, S.A.; Low, J.O.

1998-01-01

Siting criteria are established by regulatory authorities to evaluate potential accident scenarios associated with proposed nuclear facilities. The 0.25 Sv (25 rem) siting criteria adopted in the United States has been historically based on the prevention of deterministic effects from acute, whole-body exposures. The Department of Energy has extended the applicability of this criterion to radionuclides that deliver chronic, organ-specific irradiation through the specification of a 0.25 Sv (25 rem) committed effective dose equivalent siting criterion. A methodology is developed to determine siting criteria based on the prevention of deterministic effects from inhalation intakes of radionuclides which deliver chronic, organ-specific irradiation. Revised siting criteria, expressed in terms of committed effective dose equivalent, are proposed for nuclear facilities that handle primarily plutonium compounds. The analysis determined that a siting criterion of 1.2 Sv (120 rem) committed effective dose equivalent for inhalation exposures to weapons-grade plutonium meets the historical goal of preventing deterministic effects during a facility accident scenario. The criterion also meets the Nuclear Regulatory Commission and Department of Energy Nuclear Safety Goals provided that the frequency of the accident is sufficiently low

Organizational commitment and work engagement – Theoretical conceptions and terminological problems

Directory of Open Access Journals (Sweden)

Mariola Łaguna

2015-06-01

Full Text Available 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 we present a review of Polish translations of terms used in the discussed conceptions. We also present a linguistic analysis of terms, both in English and in Polish. We 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. Med Pr 2015;66(2:277–284

Non-interactive and Reusable Non-malleable Commitment Schemes

DEFF Research Database (Denmark)

Damgård, Ivan Bjerre; Groth, Jens

2003-01-01

version based on the strong RSA assumption. For UC commitments, we show that existence of a UC commitment scheme in the CRS model (interactive or not) implies key exchange and - for a uniform reference string - even implies oblivious transfer. This indicates that UC commitment is a strictly stronger...... primitive than NM. Finally, we show that our strong RSA based construction can be used to improve the most efficient known UC commitment scheme so it can work with a CRS of size independent of the number of players, without loss of efficiency....

Abnormal brain structure in youth who commit homicide

Science.gov (United States)

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

2014-01-01

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

Beijing: a conference of commitments?

Science.gov (United States)

Davis, S

1996-05-01

The author of this article holds the view that the Declaration and Platform for Action at the UN Fourth World Conference on Women held in Beijing in 1995 was the product of the most highly participatory process ever organized under the auspices of the UN. The Declaration and Platform expressed the strongest views on gender equality, empowerment, and justice that governments have ever endorsed. These documents were the consolidation of gains made by women in previous UN conferences. The 135-page Platform can be used at all levels of decision making. Governments and international can be held accountable for its provisions. The Platform exposes the problems violence and exploitation against women and girls as well as the revelation that environmental destruction is due to an unsustainable pattern of consumption and production, particularly in developed countries. Conference participants included about 3000 nongovernmental groups (NGOs). The Women's Linkage Caucus and WEDO served to facilitate the advocacy process by providing briefings on text still under negotiation and providing on-line recommendations from the 1995 and 1994 Commission on the Status of Women preparatory committee meetings. A scoreboard that tracked government's commitment at the 1995 preparatory committee meetings was reinstated in Beijing. The information was conveyed on the Internet. The European Union is credited with diluting the language about government commitment to the Platform. Governments are still given responsibility for implementation, and the need for political will is stressed (paragraph 293). Paragraph 297 indicates the process for implementation of the Platform and coordination with NGOs. Although the Platform recognizes the importance of women's groups and other NGOs, the responsibility for implementation is still given to governments.

Commitment to personal values and guilt feelings in dementia caregivers.

Science.gov (United States)

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

2017-01-01

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

Technical executive’s organizational commitment at Malaysian Oil & Gas Industry

OpenAIRE

Firend, A.R; Binti Sofyan, P.

2016-01-01

This paper investigates the levels of organizational commitment among technical executive, identifies factors that influence organizational commitment in the Malaysian oil and gas industry, and examines the impact of organizational commitment on organizational performance. This research was conducted at Malaysia Marine and Heavy Engineering (MMHE). The framework adopted the three component-conceptualization of organizational commitment. Among the findings is that organizational commitment ten...

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

Science.gov (United States)

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'…

The effect of the organizational socialization on organizational commitment and turnover intention with regard to moderate effect of career aspirations intention

Directory of Open Access Journals (Sweden)

Hossein Vazifehdust

2014-02-01

Full Text Available This paper discusses the influence of the Organizational socialization, on Organizational commitment and turnover intention with regard to moderate effect of career aspirations intention. Data were collected via a questionnaire from employees of east branches of social security organization of Tehran. Path analysis of data from 155 respondents was used to test 5 hypotheses. The results show organizational socialization has positive effect on organizational commitment, but negative effect on turnover intention moreover organizational commitment and career aspiration intention have positive effect on turnover intention. Further research should examine the different dimensions of macro-environmental condition on turnover intention.

Making Commitments to Racial Justice Actionable

Science.gov (United States)

Diab, Rasha; Ferrel, Thomas; Godbee, Beth; Simpkins, Neil

2013-01-01

In this article, we articulate a framework for making our commitments to racial justice actionable, a framework that moves from narrating confessional accounts to articulating our commitments and then acting on them through both self-work and work-with-others, a dialectic possibility we identify and explore. We model a method for moving beyond…

Equivalent Dynamic Models.

Science.gov (United States)

Molenaar, Peter C M

2017-01-01

Equivalences of two classes of dynamic models for weakly stationary multivariate time series are discussed: dynamic factor models and autoregressive models. It is shown that exploratory dynamic factor models can be rotated, yielding an infinite set of equivalent solutions for any observed series. It also is shown that dynamic factor models with lagged factor loadings are not equivalent to the currently popular state-space models, and that restriction of attention to the latter type of models may yield invalid results. The known equivalent vector autoregressive model types, standard and structural, are given a new interpretation in which they are conceived of as the extremes of an innovating type of hybrid vector autoregressive models. It is shown that consideration of hybrid models solves many problems, in particular with Granger causality testing.

Linear VSS and Distributed Commitments Based on Secret Sharing and Pairwise Checks

DEFF Research Database (Denmark)

Fehr, Serge; Maurer, Ueli M.

2002-01-01

. VSS and DC are main building blocks for unconditional secure multi-party computation protocols. This general approach covers all known linear VSS and DC schemes. The main theorem states that the security of a scheme is equivalent to a pure linear-algebra condition on the linear mappings (e.......g. described as matrices and vectors) describing the scheme. The security of all known schemes follows as corollaries whose proofs are pure linear-algebra arguments, in contrast to some hybrid arguments used in the literature. Our approach is demonstrated for the CDM DC scheme, which we generalize to be secure......We present a general treatment of all non-cryptographic (i.e., information-theoretically secure) linear veriable-secret-sharing (VSS) and distributed-commitment (DC) schemes, based on an underlying secret sharing scheme, pairwise checks between players, complaints, and accusations of the dealer...

Does smoking cannabis affect work commitment?

Science.gov (United States)

Hyggen, Christer

2012-07-01

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

Management commitment to safety vs. employee perceived safety training and association with future injury.

Science.gov (United States)

Huang, Yueng-Hsiang; Verma, Santosh K; Chang, Wen-Ruey; Courtney, Theodore K; Lombardi, David A; Brennan, Melanye J; Perry, Melissa J

2012-07-01

variable of employees'perceived safety training could be a proximal predictor of future injury outcome which mediated the relationship between employees'perceived management commitment to safety (a distal predictor) and injury outcome. We propose that when employees perceive their management as having a high level of commitment to safety, they will also perceive that the safety training of the organization is good, which will then further predict future injury experience of the employees. Copyright © 2012 Elsevier Ltd. All rights reserved.

Mediation With Muscle: Understanding When Mediators Commit Resources to Civil War Negotiations

Science.gov (United States)

2015-12-01

unified and cohesive as to allow its negotiators to act without extensive consensus building and persuasion among their own side—certain elements will...UNDERSTANDING WHEN MEDIATORS COMMIT RESOURCES TO CIVIL WAR NEGOTIATIONS by Michael D. Caplan December 2015 Thesis Advisor: T. Camber Warren Second Reader... NEGOTIATIONS 5. FUNDING NUMBERS 6. AUTHOR(S) Michael D. Caplan 7. PERFORMING ORGANIZATION NAME(S) AND ADDRESS(ES) Naval Postgraduate School Monterey, CA

Impact of organizational climate on organizational commitment and perceived organizational performance: empirical evidence from public hospitals.

Science.gov (United States)

Berberoglu, Aysen

2018-06-01

issues regarding the relationship of three concepts in the study. According to the findings, if the organizational climate scores of the employees are high, organizational commitment scores of the employees are high at the same time. In other words, if the employees in public hospitals of North Cyprus perceive the organizational climate in a positive way, they will have higher levels of organizational commitment. Findings suggested that organizational climate is an important factor in healthcare settings in terms of employee commitment and how employees perceive organizational performance, which would lead to significant results about the provision of service in healthcare organizations.

Multilevel Analysis of Employee Satisfaction on Commitment to Organizational Culture: Case Study of Chinese State-Owned Enterprises

Directory of Open Access Journals (Sweden)

Fangtao Liu

2017-11-01

Full Text Available This study analyzes the effects of employee satisfaction and demographic indicators on employee commitment to organizational culture at the enterprise level. With data from a survey of 3029 employees from 27 state-owned enterprises (SOEs, a hierarchical linear model (HLM is used to identify the influencing factors of employee commitment to organizational culture at the enterprise level. An empirical study indicates that apart from the factors of employee satisfaction and demographic background, four contextual variables of enterprises, namely, comprehensive management, energy intensity, cost-income ratio, and capacity-load ratio, also influence commitment to organizational culture levels. Results show that applying HLM can substantially improve the explanatory power of employee satisfaction factors on commitment to organizational culture using nested enterprise contextual variables. Although measurement scales and satisfaction models have been proposed over the years, only a few studies have addressed the particular nature inherent in Chinese SOEs. HLM, which accounts for the nested data structure and determines the effects of employee satisfaction factors on commitment to organizational culture without bias, is developed in this study. Through an insider view based on empirical work, this research can improve the ability of senior managers to understand the culture and dynamics of organizations, to deliver strong leadership, and to enhance corporate internal management.

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

Science.gov (United States)

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

1999-10-01

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

On Commitments and Other Uncertainty Reduction Tools in Joint Action

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Michael John

2015-01-01

Full Text Available In this paper, we evaluate the proposal that a central function of commitments within joint action is to reduce various kinds of uncertainty, and that this accounts for the prevalence of commitments in joint action. While this idea is prima facie attractive, we argue that it faces two serious problems. First, commitments can only reduce uncertainty if they are credible, and accounting for the credibility of commitments proves not to be straightforward. Second, there are many other ways in which uncertainty is commonly reduced within joint actions, which raises the possibility that commitments may be superfluous. Nevertheless, we argue that the existence of these alternative uncertainty reduction processes does not make commitments superfluous after all but, rather, helps to explain how commitments may contribute in various ways to uncertainty reduction.

Tissue-equivalent torso phantom for calibration of transuranic-nuclide counting facilities

International Nuclear Information System (INIS)

Griffith, R.V.; Anderson, A.L.; Dean, P.N.; Fisher, J.C.; Sundbeck, C.W.

1986-01-01

Several tissue-equivalent human-torso phantoms have been constructed for the calibration of counting systems used for in-vivo measurement of transuranic radionuclides. The phantoms contain a simulated human rib cage (in some cases, real bone) and removable model organs, and they include tissue-equivalent chest plates that can be placed over the torso to simulate people with a wide range of statures. The organs included are the lungs, liver, and tracheobronchial lymph nodes. Polyurethane with varying concentrations of added calcium was used to simulate the linear photon-attenuation properties of various human tissues, including lean muscle, adipose-muscle mixtures, cartilage, and bone. Foamed polyurethane was used to simulate lung tissue. Organs have been loaded with highly pure 238 Pu, 239 Pu, 241 Am, and other radionuclides of interest. The validity of the phantom as a calibration standard has been checked in separate intercomparison studies using human subjects whose lungs contained a plutonium simulant. The resulting phantom calibration factors generally compared to within +-20% of the average calibration factors obtained for the human subjects

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

OpenAIRE

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 p...

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

Science.gov (United States)

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.

28 CFR 522.14 - Inmates serving civil contempt commitments.

Science.gov (United States)

2010-07-01

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

美国和加拿大有机农业及国际等效互认的意义%Organic Agriculture Development in USA and Canada and the Significance of International Equivalency Recognition

Institute of Scientific and Technical Information of China (English)

解卫华; 张纪兵; 汪云岗

2011-01-01

The organic agriculture has been booming since about 30 years ago in the world. USA and Canada have both acted as one of the countries developed organic agriculture earliest. This paper introduces the brief situation of production development, policy and laws/regulations, supervision system and research in organic agriculture in USA and Canada. The USA-Canada Organic Equivalency Agreement is introduced and analyzed on the meaningfulness to the international equivalency recognition. This paper indicates the international multiple equivalency recognition will benefit the decrease of technical barrier in commerce, which is significant important to the healthy and orderly development of global organic agriculture.%有机农业于近30年在全球兴起并快速发展,美国和加拿大都是有机农业发展较早的国家之一.主要介绍了美国和加拿大两国的有机农业在产业发展、政策法规、监管体系、研究服务等方面的概况,介绍并分析了美国-加拿大有机等效协议对国际多边互认的借鉴意义,指出有机农业标准法规的国际多边互认有利于减少贸易技术壁垒,对全球有机产业的健康有序发展具有重要意义.

Estimates of internal dose equivalent to 22 target organs for radionuclides occurring in routine releases from nuclear fuel-cycle facilities. Vol. 1

International Nuclear Information System (INIS)

Killough, G.G.; Dunning, D.E. Jr.; Bernard, S.R.; Pleasant, J.C.

1978-01-01

This report is the first of a two-volume tabulation of internal radiation dose conversion factors for man for radionuclides of interest in environmental assessments of light-water-reactor fuel cycles. This volume treats 68 radionuclides, all of mass number less than 150. Intake by inhalation and ingestion is considered. In the former case, the ICRP Task Group Lung Model has been used to simulate the behavior of particulate matter in the respiratory tract. Results corresponding to activity median aerodynamic diameters (AMAD) of 0.3, 1.0, and 5.0 μm are given. The GI tract has been represented by a four-segment catenary model with exponential transfer of radioactivity from one segment to the next. Retention of radionuclides in other organs was characterized by linear combinations of decaying exponential functions. Dose equivalent per microcurie intake of each parent nuclide is given for 22 target organs with contributions from specified source organs plus surplus activity in the rest of the body. Cross irradiation due to penetrating radiations has also been considered in the calculations

Concept analysis of professional commitment in Iranian nurses

Science.gov (United States)

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

2012-01-01

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

49 CFR Appendix E to Part 40 - SAP Equivalency Requirements for Certification Organizations

Science.gov (United States)

2010-10-01

... TRANSPORTATION WORKPLACE DRUG AND ALCOHOL TESTING PROGRAMS Pt. 40, App. E Appendix E to Part 40—SAP Equivalency... requirement. The test must accurately measure the application of the knowledge, skills, and abilities... information is being accepted by the certifying agency. 9. Code of Ethics: Certified counselors must pledge to...

Workplace spirituality and organisational commitment: Role of emotional intelligence among Indian banking professionals

Directory of Open Access Journals (Sweden)

Rabindra Kumar Pradhan

2016-06-01

Full Text Available In present times the concept of “workplace spirituality” has been acknowledged as an important discipline so called a “transient advantage” in corporate world for supplementing a meaningful atmosphere to one’s workplace. The domains like behavioral science and human resource has embraced the topic as a promising research area with an assumption to offer fresh and significant insights to the business world. However, it is presumed that the present state of academic research in the field of workplace spirituality is in many ways reminiscent of where theories of leadership and other similar developmental intervention in Hr domain were there some fifty years ago. Today’s organizations’ are seeking for a committed workforce as organizational commitment and emotional involvement in one’s respective job profile is viewed as a business necessity. This is apparently possible when the professionals in a work set-up are able to derive meaning and significance in their work profile. Therefore, this present study has attempted through a field survey to document the findings from selected executives of public and private sector banking industries of Indian sub-continent on the relationships between workplace spirituality, organizational commitment and emotional intelligence. Regression analysis has revealed that emotional intelligence stood as a potential moderator between workplace spirituality and organizational commitment. The paper has brought out the potential benefits of bringing spirituality into the workplace; providing suggestions for Hr and behavioral practitioners to incorporate spirituality in organizations.

Benefits of the effective dose equivalent concept at a medical center

International Nuclear Information System (INIS)

Vetter, R.J.; Classic, K.L.

1991-01-01

A primary objective of the recommendations of the International Committee on Radiological Protection Publication 26 is to insure that no source of radiation exposure is unjustified in relation to its benefits. This objective is consistent with goals of the Radiation Safety Committee and Institutional Review Board at medical centers where research may involve radiation exposure of human subjects. The effective dose equivalent concept facilitates evaluation of risk by those who have little or no knowledge of quantities or biological effects of radiation. This paper presents effective dose equivalent data used by radiation workers and those who evaluate human research protocols as these data relate to personal dosimeter reading, entrance skin exposure, and target organ dose. The benefits of using effective dose equivalent to evaluate risk of medical radiation environments and research protocols are also described

48 CFR 750.7106-4 - Informal commitments.

Science.gov (United States)

2010-10-01

... foreign policy interests of the United States by assuring persons that they will be treated fairly and... CONTRACT MANAGEMENT EXTRAORDINARY CONTRACTUAL ACTIONS Extraordinary Contractual Actions To Protect Foreign Policy Interests of the United States 750.7106-4 Informal commitments. Informal commitments may be...

An empirical analysis on influencing factors on organizational silence and its relationship with employee’s organizational commitment

Directory of Open Access Journals (Sweden)

Belal Panahi

2012-04-01

Full Text Available Today, there is no doubt that in many organizations, many employees refuse to provide their opinions and comments about the organizational problems. In fact, in many organizations there is a created climate, which often makes employees feel their opinion is not valued. This phenomenon is examined as an organizational silence that by identifying the factors affecting on it we can effectively take steps to eliminate barriers to commenting staff in organizations. In this regard, this paper presents an empirical work conducted on data obtained from 260 employees Payame Noor University of East Azerbaijan Province. These data are analyzed by SPSS software and regression and path analysis tests. The results showed that there is a significant relationship between silence climate dimensions and employee organizational commitment with silence behavior employee. In addition, there is a positive correlation between higher management attitudes and supervisor’s attitudes with workers silent behavior. We have also observed that there is a negative correlation between communication opportunities and organizational commitment with employee silence behavior of employees.

Sport commitment in adolescent soccer players

Directory of Open Access Journals (Sweden)

Noelia Belando Pedreño

2016-03-01

Full Text Available The aim of this study was to contribute to the postulates of the self-determination theory, the hierarchical model of intrinsic and extrinsic motivation by Vallerand, and social goals. A structural regression model was estimated to analyze the relations between social goals (responsibility and relationships, praise for autonomous behavior, satisfaction of the basic psychological needs and intrinsic motivation in commitment to sport. A sample of 264 young Spanish soccer players aged between 14 and 16 (M =14.74, SD =.77 participated in the study. Structural Equation Modeling results showed that the social responsibility goal, the social relationship goal and praise for autonomous behavior predicted perceived competence. Furthermore, the relationship goal also predicted the need for relatedness. Satisfaction of the basic psychological needs for competence and relatedness predicted intrinsic motivation. Intrinsic motivation positively predicted future commitment to sport. These results highlighted the importance of social goals, praise for autonomous behavior and psychological mediators in encouraging greater commitment in young soccer players. Future research should focus on the coach’s role in generating greater commitment to sport through the development of intervention methodologies based on social goals.

Employee’s Job Performance: The Effect of Attitude toward Works, Organizational Commitment, and Job Satisfaction

Directory of Open Access Journals (Sweden)

Aries Susanty

2013-01-01

Full Text Available Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job and job experiences. The happier the individual, the higher is level of job satisfaction. It is assumed that positive attitude towards work and greater organizational commit­ment increases job satisfaction which in return enhances performance of the individual. Based on this phenomenon, this study is aimed to explain and empirically test the effect of attitude toward work, job satisfaction, and organizational commitment to the employee’s job performance at PT. Intech Anugrah Indonesia (PT. Intech. Data used in this study was primary data which were collected through closed questionnaires with 1-5 Likert scale. A sample of this study was 200 managerial and non-managerial staff of PT. Intech. Research carried out by using Structural Equation Modeling (SEM which was run by AMOS 20.0 program. The results of this study showed that attitude towards work have positive but not significant effect to job satis­faction and employee performance. Different with attitude towards work, the organization's commitment has positive and significant effect on job satisfaction and employee performance at PT. Intech. It means every improvement in organization’s commitment has a positive effect toward job satisfaction and employee performance at PT. Intech.

Commitment to Cooperation and Peer Punishment: Its Evolution

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Tatsuya Sasaki

2015-11-01

Full Text Available Theoretical and empirical studies have generally weighed the effect of peer punishment and pool punishment for sanctioning free riders separately. However, these sanctioning mechanisms often pose a puzzling tradeoff between efficiency and stability in detecting and punishing free riders. Here, we combine the key aspects of these qualitatively different mechanisms in terms of evolutionary game theory. Based on the dilemmatic donation game, we introduce a strategy of commitment to both cooperation and peer punishment. To make the commitment credible, we assume that those willing to commit have to make a certain deposit. The deposit will be refunded as long as the committers faithfully cooperate in the donation game and punish free riders and non-committers. It turns out that the deposit-based commitment offers both the efficiency of peer punishment and the stability of pool punishment and that the replicator dynamics lead to transitions of different systems: pool punishment to commitment to peer punishment.

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

Science.gov (United States)

Brault-Labbé, Anne

2017-12-01

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

THE RELATIONSHIP BETWEEN LEADERSHIP STYLE AND EMPLOYEES' COMMITMENT : A STUDY OF GHANA OIL PALM DEVELOPMENT COMPANY LIMITED.

OpenAIRE

ADADE, PORTIA; MIREKU., MICHEAL A.

2011-01-01

ABSTRACT In today’s world, there is a lot of focus on the importance of leadership behavior and style to the operations of organizations and at the same time, organizations are struggling to attract and retain talented employees. Even though there are many factors that contribute to employee’s decision to either stay in an organization or not, the main aim of this thesis is to investigate the relationship between leadership style and skilled employees’ commitment. This research identified the...

Relationship Marketing, Customer Satisfaction, Customer Commitment dan Customer Loyalty (Studi pada sebuah Bank Nasional di Denpasar)

OpenAIRE

Budi Martini, Luh Kadek

2013-01-01

Various approaches to marketing strategy applied by the organization to maintain companies viability and customer loyalty. This condition is the hope for every organization, considering the role of consumers as the companys assets can not be underestimated. Relationship marketing concept as a new breakthrough in the world of marketing gives new faces to build sustainable customer loyalty. With proper relationship marketing concept application, will be realized that the commit behavior of cons...

EQUIVALENCE VERSUS NON-EQUIVALENCE IN ECONOMIC TRANSLATION

Directory of Open Access Journals (Sweden)

Cristina, Chifane

2012-01-01

Full Text Available This paper aims at highlighting the fact that “equivalence” represents a concept worth revisiting and detailing upon when tackling the translation process of economic texts both from English into Romanian and from Romanian into English. Far from being exhaustive, our analysis will focus upon the problems arising from the lack of equivalence at the word level. Consequently, relevant examples from the economic field will be provided to account for the following types of non-equivalence at word level: culturespecific concepts; the source language concept is not lexicalised in the target language; the source language word is semantically complex; differences in physical and interpersonal perspective; differences in expressive meaning; differences in form; differences in frequency and purpose of using specific forms and the use of loan words in the source text. Likewise, we shall illustrate a number of translation strategies necessary to deal with the afore-mentioned cases of non-equivalence: translation by a more general word (superordinate; translation by a more neutral/less expressive word; translation by cultural substitution; translation using a loan word or loan word plus explanation; translation by paraphrase using a related word; translation by paraphrase using unrelated words; translation by omission and translation by illustration.

[Culture and cultural gaps in work teams: implications for organisational commitment].

Science.gov (United States)

Sánchez, José C; Lanero, Ana; Yurrebaso, Amaia; Tejero, Blanca

2007-05-01

Some theoreticians of organisational commitment have proposed that culture is an important determinant of organisational commitment. Nevertheless, very few studies have examined the role that work teams culture (subculture) and their cultural gaps play in commitment. This study is an attempt to overcome this lack. Using a sample of 375 work teams from various public and private organisations, it was found that the results confirmed our proposals. Cultural gaps were negatively related to commitment; the teams subculture was positively related to commitment, and more highly to commitment to values than to commitment to continuing. Contrary to the results of other studies, the demographic variables (age, time on the team, time in the company) were not significant, except that educational level was related to the commitment to continue. The implications of these results are analysed.

Which serial killers commit suicide? An exploratory study.

Science.gov (United States)

Lester, David; White, John

2012-11-30

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

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

Science.gov (United States)

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…

24 CFR 891.818 - Firm commitment application.

Science.gov (United States)

2010-04-01

... 24 Housing and Urban Development 4 2010-04-01 2010-04-01 false Firm commitment application. 891.818 Section 891.818 Housing and Urban Development Regulations Relating to Housing and Urban... Persons with Disabilities § 891.818 Firm commitment application. The sponsor will submit the firm...

Radioactive waste equivalence

International Nuclear Information System (INIS)

Orlowski, S.; Schaller, K.H.

1990-01-01

The report reviews, for the Member States of the European Community, possible situations in which an equivalence concept for radioactive waste may be used, analyses the various factors involved, and suggests guidelines for the implementation of such a concept. Only safety and technical aspects are covered. Other aspects such as commercial ones are excluded. Situations where the need for an equivalence concept has been identified are processes where impurities are added as a consequence of the treatment and conditioning process, the substitution of wastes from similar waste streams due to the treatment process, and exchange of waste belonging to different waste categories. The analysis of factors involved and possible ways for equivalence evaluation, taking into account in particular the chemical, physical and radiological characteristics of the waste package, and the potential risks of the waste form, shows that no simple all-encompassing equivalence formula may be derived. Consequently, a step-by-step approach is suggested, which avoids complex evaluations in the case of simple exchanges

Third age university, social and institucional commitment

Directory of Open Access Journals (Sweden)

Flora Moritz da Silva

2017-12-01

Full Text Available This article brings reflections on the social commitment of permanent education programs for the elderly, at the universities, in the face of their institutional commitment to the plans. It was possible to rescue the responsibility concepts, social commitment and identify the elderly in the university, within the federal legislation, through bibliographical and documentary research. There was a survey of permanent education programs with at least 20 years, in 2016. It was carried out for the elderly in the 63 Brazilian Federal, and Public Universities and 17 cases were found. Thus, nine Pro-Rectors of Extension and a Unit Director accepted to participate in interviews by Skype or telephone, in the second semester of 2016, fulfilling the objective of describing the university authorities’ vision on the type of institutional support for such programs’ operation. Although it is possible to realize their relevance to the environment and the university, the institutional commitment is still far short of what is necessary.

Equivalence principles and electromagnetism

Science.gov (United States)

Ni, W.-T.

1977-01-01

The implications of the weak equivalence principles are investigated in detail for electromagnetic systems in a general framework. In particular, it is shown that the universality of free-fall trajectories (Galileo weak equivalence principle) does not imply the validity of the Einstein equivalence principle. However, the Galileo principle plus the universality of free-fall rotation states does imply the Einstein principle.

Schizophrenia—Time to Commit to Policy Change

Science.gov (United States)

Fleischhacker, W. Wolfgang

2014-01-01

Care and outcomes for people with schizophrenia have improved in recent years, but further progress is needed to help more individuals achieve an independent and fulfilled life. This report sets out the current need, informs policy makers and all relevant stakeholders who influence care quality, and supports their commitment to creating a better future. The authors recommend the following policy actions, based on research evidence, stakeholder consultation, and examples of best practice worldwide. (1) Provide an evidence-based, integrated care package for people with schizophrenia that addresses their mental and physical health needs. (2) Provide support for people with schizophrenia to enter and to remain in their community, and develop mechanisms to help guide them through the complex benefit and employment systems. (3) Provide concrete support, information, and educational programs to families and carers on how to enhance care for an individual living with schizophrenia in a manner that entails minimal disruption to their lives. (4) All stakeholders, including organizations that support people living with schizophrenia, should be consulted to regularly revise, update, and improve policy on the management of schizophrenia. (5) Provide support, which is proportionate to the impact of the disease, for research and development of new treatments. (6) Establish adequately funded, ongoing, and regular awareness-raising campaigns that form an integral part of routine plans of action. Implementation of the above recommendations will require engagement by every stakeholder, but with commitment from all, change can be achieved. PMID:24778411

New recommendations for dose equivalent

International Nuclear Information System (INIS)

Bengtsson, G.

1985-01-01

In its report 39, the International Commission on Radiation Units and Measurements (ICRU), has defined four new quantities for the determination of dose equivalents from external sources: the ambient dose equivalent, the directional dose equivalent, the individual dose equivalent, penetrating and the individual dose equivalent, superficial. The rationale behind these concepts and their practical application are discussed. Reference is made to numerical values of these quantities which will be the subject of a coming publication from the International Commission on Radiological Protection, ICRP. (Author)

Equivalent models of wind farms by using aggregated wind turbines and equivalent winds

International Nuclear Information System (INIS)

Fernandez, L.M.; Garcia, C.A.; Saenz, J.R.; Jurado, F.

2009-01-01

As a result of the increasing wind farms penetration on power systems, the wind farms begin to influence power system, and therefore the modeling of wind farms has become an interesting research topic. In this paper, new equivalent models of wind farms equipped with wind turbines based on squirrel-cage induction generators and doubly-fed induction generators are proposed to represent the collective behavior on large power systems simulations, instead of using a complete model of wind farms where all the wind turbines are modeled. The models proposed here are based on aggregating wind turbines into an equivalent wind turbine which receives an equivalent wind of the ones incident on the aggregated wind turbines. The equivalent wind turbine presents re-scaled power capacity and the same complete model as the individual wind turbines, which supposes the main feature of the present equivalent models. Two equivalent winds are evaluated in this work: (1) the average wind from the ones incident on the aggregated wind turbines with similar winds, and (2) an equivalent incoming wind derived from the power curve and the wind incident on each wind turbine. The effectiveness of the equivalent models to represent the collective response of the wind farm at the point of common coupling to grid is demonstrated by comparison with the wind farm response obtained from the detailed model during power system dynamic simulations, such as wind fluctuations and a grid disturbance. The present models can be used for grid integration studies of large power system with an important reduction of the model order and the computation time

The dimensionality of professional commitment

Directory of Open Access Journals (Sweden)

Jeffrey J. Bagraim

2003-10-01

Full Text Available This paper examines the dimensionality of professional commitment amongst a sample of 240 South African actuaries. Data were obtained, via a mailed questionnaire, from members of the South African Actuarial Society employed in the financial services industry. Statistical analysis conducted on the data showed that the 3-component model first proposed by Meyer, Allen and Smith (1993 is appropriate for understanding professional commitment amongst South African professionals. The analysis also showed that South African actuaries are highly committed to their profession. Opsomming Hierdie artikel ondersoek die dimensionaliteit van professionele toewyding by ‘n steekproef van 240 Suid-Afrikaanse aktuarisse. Die data is verkry deur ‘n posvraelys aan lede van die Suid-Afrikaanse Aktuariële Vereniging wat in die finansiële dienstesektor werksaam was. Statistiese ontledings wat uitgevoer is op die data dui aan dat die driekomponentmodel, aanvanklik voorgestel deur Meyer, Allen en Smith (1993, geskik is om professionele toewyding by Suid-Afrikaanse beroepslui te verstaan. Die ontleding dui verder aan dat Suid-Afrikaanse aktuarisse hoogs toegewyd is aan hulle professie.

On Entry Deterrence and Imperfectly Observable Commitment

DEFF Research Database (Denmark)

Poulsen, Anders

2001-01-01

We analyse a simple entry-deterrence game, where a `Potential Intruder' only imperfectly observes the decision of an `Incumbent' to commit or to not commit to fight any entry by the Potential Intruder. Our game generalises the one studied in Bonanno (1992) by allowing for a richer information tec...

Education on the Internet: Anonymity vs. Commitment.

Science.gov (United States)

Dreyfus, Hubert L.

1998-01-01

Argues that learning a skill requires the kind of commitment which is undermined by the Press (the Public) and the Internet, citing Soren Kierkegaard's "The Present Age", and states that learning by apprenticeship is impossible in cyberspace. Includes: aesthetic sphere--commitment to the enjoyment of sheer information; ethical…

Considerations in civil commitment of individuals with substance use disorders.

Science.gov (United States)

Cavaiola, Alan A; Dolan, David

2016-01-01

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

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

Science.gov (United States)

Montgomery, Nicole Votolato; Rajagopal, Priyali

2018-06-01

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

Nature and nature values in organic agriculture

DEFF Research Database (Denmark)

Hansen, Lene; Noe, Egon; Højring, Katrine

2006-01-01

The relationship between agriculture and nature is a centra issue in the current agricultural debate. Organic farming has ambitions and a special potential in relation to nature. Consideration for nature is part of the guiding principals of organic farming and many organic farmers are committed...

Collective dose commitments from nuclear power programmes

International Nuclear Information System (INIS)

Beninson, D.

1977-01-01

The concepts of collective dose and collective dose commitment are discussed, particularly regarding their use to compare the relative importance of the exposure from several radiation sources and to predict future annual doses from a continuing practice. The collective dose commitment contributions from occupational exposure and population exposure due to the different components of the nuclear power fuel cycle are evaluated. A special discussion is devoted to exposures delivered over a very long time by released radionuclides of long half-lives and to the use of the incomplete collective dose commitment. The maximum future annual ''per caput'' doses from present and projected nuclear power programmes are estimated

Quantum bit commitment with cheat sensitive binding and approximate sealing

Science.gov (United States)

Li, Yan-Bing; Xu, Sheng-Wei; Huang, Wei; Wan, Zong-Jie

2015-04-01

This paper proposes a cheat-sensitive quantum bit commitment scheme based on single photons, in which Alice commits a bit to Bob. Here, Bob’s probability of success at cheating as obtains the committed bit before the opening phase becomes close to \\frac{1}{2} (just like performing a guess) as the number of single photons used is increased. And if Alice alters her committed bit after the commitment phase, her cheating will be detected with a probability that becomes close to 1 as the number of single photons used is increased. The scheme is easy to realize with present day technology.

The Influence of Culture on Teacher Commitment

Science.gov (United States)

Abd Razak, Nordin; Darmawan, I. Gusti Ngurah; Keeves, John P.

2010-01-01

Culture is believed to be an important factor that influences various aspects of human life, such as behaviour, thinking, perceptions and attitudes. This article examines the similarities and differences in the influence of culture on teacher commitment in three types of Malaysian primary schools. Since commitment to teaching has rarely been…

Which factors make the difference for explaining growth in newcomer organizational commitment? A latent growth modeling approach

NARCIS (Netherlands)

Maia, L. G.; Bastos, A. V. B.; Solinger, O.N.

2016-01-01

Previous studies on newcomer socialization have evidenced quite consistently that newcomers' affective commitment tends to decline in the first years of employment. In this paper, we attempt to explain why a minority of Brazilian newcomers in a governmental organization (N=194) display growth in

Policy Uncertainty, Investment and Commitment Periods

Energy Technology Data Exchange (ETDEWEB)

NONE

2007-07-01

Today's investment decisions in key sectors such as energy, forestry or transport have significant impacts on the levels of greenhouse gas (GHG) emissions over the coming decades. Given the economic and environmental long-term implications of capital investment and retirement, a climate mitigation regime should aim to encourage capital investment in climate-friendly technologies. Many factors affect technology choice and the timing of investment, including investor expectations about future prices and policies. Recent international discussions have focused on the importance of providing more certainty about future climate policy stringency. The design of commitment periods can play a role in creating this environment. This paper assesses how the length of commitment periods influences policy uncertainty and investment decisions. In particular, the paper analyses the relationship between commitment period length and near term investment decisions in climate friendly technology.

Measurement equivalence of the German Job Satisfaction Survey used in a multinational organization: implications of Schwartz's culture model.

Science.gov (United States)

Liu, Cong; Borg, Ingwer; Spector, Paul E

2004-12-01

The authors tested measurement equivalence of the German Job Satisfaction Survey (GJSS) using structural equation modeling methodology. Employees from 18 countries and areas provided data on 5 job satisfaction facets. The effects of language and culture on measurement equivalence were examined. A cultural distance hypothesis, based on S. H. Schwartz's (1999) theory, was tested with 4 cultural groups: West Europe, English speaking, Latin America, and Far East. Findings indicated the robustness of the GJSS in terms of measurement equivalence across countries. The survey maintained high transportability across countries speaking the same language and countries sharing similar cultural backgrounds. Consistent with Schwartz's model, a cultural distance effect on scale transportability among scales used in maximally dissimilar cultures was detected. Scales used in the West Europe group showed greater equivalence to scales used in the English-speaking and Latin America groups than scales used in the Far East group. 2004 APA, all rights reserved

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

Science.gov (United States)

Kent, Blake Victor

2017-01-01

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

Sexually Violent Predators and Civil Commitment Laws

Science.gov (United States)

Beyer Kendall, Wanda D.; Cheung, Monit

2004-01-01

This article analyzes the civil commitment models for treating sexually violent predators (SVPs) and analyzes recent civil commitment laws. SVPs are commonly defined as sex offenders who are particularly predatory and repetitive in their sexually violent behavior. Data from policy literature, a survey to all states, and a review of law review…

Juvenile Court Commitment Rates: The National Picture.

Science.gov (United States)

Sosin, Michael

There is less geographic variation in the commitment rate of juvenile offenders than is commonly assumed. Apparently, judges across the country develop a similar standard of what percentage of youths they face should be committed. This standard may be similar across the country because it represents broadly shared ideals. However, there is much…

Towards Understanding the Two Way Interaction Effects of Extraversion and Openness to Experience on Career Commitment

Science.gov (United States)

Arora, Ridhi; Rangnekar, Santosh

2016-01-01

In this study, we examined potential two-way interaction effects of the Big Five personality traits extraversion and openness to experience on career commitment measured in terms of three components of career identity, career resilience, and career planning. Participants included 450 managers from public and private sector organizations in North…

Commitment and the New Employment Relationship : Exploring a Forgotten Perspective: Employers Commitment

NARCIS (Netherlands)

Torka, Nicole; Looise, Jan Kees; van Riemsdijk, Maarten

2005-01-01

In this article, we have endeavoured to integrate the concept 'employers’ commitment' into the understanding of the new employment relationship. HRM scholars and practitioners assume that changes in (international) market and employee characteristics lead to a transformation of the employer-employee

Trust, Commitment and Competitive Advantage in SMEs Export Performance

Directory of Open Access Journals (Sweden)

Md Daud Ismail

2017-04-01

Full Text Available The entry of small businesses into international markets has intensified. However, despite the growing presence of small businesses in international markets, studies into their international behavior, particularly regarding the effect of international relationships on international outcomes, remain limited. This study investigates the cross-border relationships of Small and Medium Enterprises (SMEs by examining the effects of the dimensions of the key relationship on the competitive advantage and performance of SMEs in export markets. These dimensions include trust and commitment. Results indicate that trust is significantly related to commitment and export performance. Commitment is positively related to competitive advantage but not to export performance. Trust affects competitive advantage through commitment. The effect of commitment on export performance is mediated by competitive advantage. The methodology and results are presented. The conclusion, implications, and limitations of this study are also discussed.

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

Science.gov (United States)

Hansez, Isabelle; Chmiel, Nik

2010-07-01

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

The relationship between organizational commitment and nursing care behavior.

Science.gov (United States)

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

2017-07-01

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

How does burnout impact the three components of nursing professional commitment?

Science.gov (United States)

Chang, Hao-Yuan; Shyu, Yea-Ing Lotus; Wong, May-Kuen; Chu, Tsung-Lan; Lo, Yuan-Yu; Teng, Ching-I

2017-12-01

While the impact of burnout on organisational commitment has been widely observed, its impact on nursing professional commitment has not previously been investigated. The literature has clarified that professional commitment has three distinct components: affective, continuance and normative. This study aims to investigate the relationships between burnout and the three components of nursing professional commitment. This was a cross-sectional study using questionnaires to collect data in one large medical centre. Responses from 571 nurses were used for regression analysis. Among the sampled nurses, 90.9% had professional commitment came from Meyer et al. (J Appl Psychol, 78, 1993 and 538) a formally validated instrument. Analytical results indicated that burnout is negatively related to affective and normative professional commitment (B ≤ -0.09, p professional commitment (B = 0.05, p > 0.05). Nurse managers aiming to improve nurses' professional commitment should consider reducing nurses' burnout, for example improving nursing optimism and reducing administrative tasks, as suggested by the literature. © 2017 Nordic College of Caring Science.

Experimental bit commitment based on quantum communication and special relativity.

Science.gov (United States)

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

2013-11-01

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

The impact of the work conditions of allied health professionals on satisfaction, commitment and psychological distress.

Science.gov (United States)

Rodwell, John; Noblet, Andrew; Demir, Defne; Steane, Peter

2009-01-01

Allied health professionals are integral to the effective delivery of hospital-based health care, yet little is known about the working conditions associated with the attitudinal and health outcomes of these employees. The purpose of this study was to investigate the extent to which the demand-control-support model, in combination with organizational justice variables, predicts the employee-level outcomes of allied health professionals. Allied health professionals from an Australian health care organization were surveyed, with 113 (52.6%) participating. The survey included measures of job demands, job control, social support, organizational justice, satisfaction, commitment and psychological distress. Multiple regression analyses reveal that the additive demand-control-support model predicts the outcome variables of job satisfaction, organizational commitment and psychological distress, whereas the organizational justice variables predicted organizational commitment and psychological distress. Further, both work and nonwork sources of support, in addition to specific justice dimensions, were closely associated with employee-level outcomes. When coupled with previous research involving social support and organizational justice, the findings from this study suggest that initiatives aimed at strengthening supervisor and nonwork support, while enhancing perceptions of organizational fairness, may offer useful avenues for increasing the levels of satisfaction, commitment and well-being experienced by allied health professionals.

Investigating the relationship between employees’ empowerment and organizational commitment with organizational health mediation in Tehran Municipality, Revenue Recognition and Collection department

Directory of Open Access Journals (Sweden)

B. Movahedi

2016-07-01

Full Text Available In today’s leading organizations, employees’ empowerment is considered as a significant issue in human resource management cycle and it has become a central theme of management functions and practices. The present study aimed to investigate the relationship between empowerment of staffs and organizational commitment with organizational health mediation. The results showed that there is a relationship between staffs empowerment and organizational commitment, and the aspects of empowerment (competence, effectiveness, autonomy, trust, choice right are also associated with organizational commitment and that the variable of organizational health plays a mediation role in the relationship between staffs’ empowerment and organizational commitment in the office of revenue recognition and collection in Tehran Municipality. This research is of descriptive type. To analyze the data, initially the normality of data was examined by using Kolmogorov-Smirnov test, and then assumptions were evaluated by using the model of structural equations and LISREL software.

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

Science.gov (United States)

Jahangir, Fridoon; Shokrpour, Nasrin

2009-01-01

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