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Sample records for justice organizational commitment

  1. Organizational Justice and Commitment in Interscholastic Sports

    Science.gov (United States)

    Whisenant, Warren

    2005-01-01

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

  2. 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.

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

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

    2013-06-01

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

  4. The Mediating Effect of Organizational Justice Between Power Sources and Organizational Commitment

    OpenAIRE

    Pahrudin; Noor; Kasmir

    2017-01-01

    This study examines the role of organizational justice in the relationship between energy sources and organizational commitment. This study uses structural equation modeling (SEM) to test the hypothesis on a sample of 160 Indonesian workers in a state enterprise. The results show that energy sources are positively associated with organizational commitment and that organizational fairness is positively related to organizational commitment. The power source, in turn, has a positive effect on or...

  5. Relationship between Organizational Justice Perceptions and Organizational Commitment Levels of School of Physical Education and Sports Academicians

    Science.gov (United States)

    Ari, Abdil; Çaglayan, Hakan Salim

    2017-01-01

    This study was conducted to determine organizational justice perceptions and organizational commitment levels of the school of physical education and sports academicians and to establish whether there is a relation between their organizational justice perceptions and organizational commitment levels or not. In the study, a method for the…

  6. Organizational justice, trust, and identification and their effects on organizational commitment in hospital nursing staff.

    Science.gov (United States)

    Chen, Su-Yueh; Wu, Wen-Chuan; Chang, Ching-Sheng; Lin, Chia-Tzu; Kung, Jung-Yuan; Weng, Hui-Ching; Lin, Yu-Tz; Lee, Shu-I

    2015-09-07

    It is of importance and urgency for hospitals to retain excellent nursing staff in order to improve patient satisfaction and hospital performance. However, it was found that simply increasing the salary is not the best method to resolve the problem of lacking nursing staff; it is necessary to focus on the impact of non-monetary factors. The delicate relationship between organizational justice, organizational trust, organizational identification, and organizational commitment requires investigation and clarification from more studies if application in nursing practice is to be expected. Therefore, this study was to investigate how the organizational justice perception could affect nurses' organizational trust and organizational identification, and whether the organizational trust and organizational identification could encourage nurses to willingly remain in their jobs and commit themselves to the hospitals. A cross-sectional design was used. Questionnaires were distributed in 2013 to a convenience sample of 400 registered nurses in one teaching hospital in Taiwan: 392 were retrieved. Of these, 386 questionnaires were valid, which was a 96.5% response rate. The SPSS 17.0 and Amos 17.0 (structural equation modeling) statistical software packages were used for data analysis. The organizational justice perceived by nurses significantly and positively affects their organizational trust (γ₁₁ = 0.49) and organizational identification (γ₂₁ = 0.58). Organizational trust (β₃₁ = 0.62) and organizational identification (β₃₂ = 0.53) significantly and positively affect organizational commitment. Hospital managers can enhance the service concepts and attitudes of frontline nursing personnel by maximizing organizational justice, organizational trust and organizational identification. Nursing personnel would then be motivated to provide feedback to the attention and care provided by hospital management by demonstrating substantial improvements in

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

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    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

  8. The Relationship between Organizational Justice and Organizational Citizenship Behavior among Nurses (Examining the Mediating Role of Organizational Commitment, Organizational Trust, and Job Satisfaction

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    shadi Mahmoudi

    2017-04-01

    Full Text Available Introduction: Justice has been recognized as the pivot of different organizational research, that the designation of the causal pattern involving the most important variables associated with it was the main objective of the present study. Materials and Methods: This was a descriptive-survey study. The statistical population consisted of all nurses of Imam Khomeini hospital in Urmia (n= 420, of which 201 nurses were selected by using Morgan’s table and by random sampling method. The instruments included questionnaires of organizational justice, organizational commitment, organizational trust, job satisfaction, and Organizational Citizenship Behavior whose reliability and validity were confirmed. The structural equations model method was used to analyze the data.  Results:The results showed there was a positive and significant relationship between justice perception with organizational commitment, organizational trust, and job satisfaction. In addition, the mediating role of organizational commitment and trust was acknowledged in the relationship between justice and citizenship behavior in the model; however, the mediating role of satisfaction was not fitted in the relationship between justice and citizenship.  Conclusion: According the research results that there was a positive and significant relationship between perception of justice with organizational commitment, organizational trust, and job satisfaction, paying attention to organizational justice for improving the staff’s organizational citizenship behavior is critical and indicates the distinct position of this variable in improving all attitudinal and behavioral variables and consequently in the hospital employees’ performance.

  9. Effect of Organizational Justice and Job Satisfaction on Organizational Effectiveness with the Moderating Role of Strategic Commitment

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    Atif Kafayat

    2014-12-01

    Full Text Available In this era of highly competitive business environment every organization strives to be successful, and for that an organization pays great emphasis on organizational justice and job satisfaction of its employees in order to be effective and successful. This study investigates the impacts of organizational justice and Job Satisfaction on organizational effectiveness with moderating variable of strategic commitment. The organizational justice is subdivided into three types: Distributive Justice, Procedural justice, Interactional justice while job satisfaction is also divided into three dimensions as well: Working Condition, Job security and Autonomy. This study is an effort to contribute in the body of knowledge and helpful for organizations to improve their effectiveness. The data for this study is collected from Telecommunication sector of Pakistan via questionnaire.

  10. Is organizational justice climate at the workplace associated with individual-level quality of care and organizational affective commitment?

    DEFF Research Database (Denmark)

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

    2017-01-01

    with both the individual staff members' affective commitment and perceived quality of care. These findings suggest a potential for that addressing organizational justice climate may be a way to promote quality of care and enhancing affective commitment. However, longitudinal studies are needed to support......PURPOSE: The aim of this study is to investigate whether organizational justice climate at the workplace level is associated with individual staff members' perceptions of care quality and affective commitment to the workplace. METHODS: The study adopts a cross-sectional multi-level design. Data...... were collected using an electronic survey and a response rate of 75% was obtained. Organizational justice climate and affective commitment to the workplace were measured by items from Copenhagen Psychosocial Questionnaire and quality of care by three self-developed items. Non-managerial staff working...

  11. 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

  12. 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.

  13. The Moderating Effect of Procedural Justice on the Effectiveness of the Balanced Scorecard in Improving Managerial Performance through Organizational Commitment

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    Supriyadi Supriyadi

    2010-09-01

    Full Text Available This study extends prior studies on the effectiveness of theBalanced Scorecard (BSC to improve managerial performancedone by Lau and Mosser (2008 and Lau and Sholihin (2005.Specifically, the study empirically tests the moderating effects ofprocedural justice on the relationship between the financial andnonfinancial dimensions of BSC and managerial performance. Italso tests the impact of organizational commitment on performance.Based on survey data from 76 respondents, the results indicate thatperceived procedural justice in the use financial and nonfinancialdimensions of the BSC is associated with managers’ organizationalcommitment. It further finds that organizational commitment ispositively related to performance. The study extends the literatureby providing empirical evidence about the moderating effect ofprocedural justice on the relationship between the financial andnonfinancial dimensions of BSC and organizational commitment. Keywords: balanced scorecard; organizational commitment; financial measures;managerial performance; moderating effect; nonfinancial measures;procedural justice

  14. Organizational Justice

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    Burns, Travis

    2013-01-01

    Helping principals understand the importance of organizational justice is the first step in enhancing learning outcomes for all learners, regardless of their social class, race, abilities, sex, or gender. In schools, organizational justice may be defined as teachers' perceptions of fairness, respect, and equity that relate to their interactions…

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

    Science.gov (United States)

    Ozgan, Habib

    2011-01-01

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

  16. 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.

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

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    Dude, David Joseph

    2012-01-01

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

  18. The Mediating Role of Conflict Management Styles Between Organizational Justice and Affective Commitment Among Academic Staffs in Malaysian Public Universities

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    Mohd Kassim Muhammad Asyraf

    2018-01-01

    Full Text Available This study analyzes in deep the effects of two major dimensions in organizational justice such as procedural and distributive justice on affective commitment through three conflict management styles such as integrating, compromising, and avoiding styles. These relationships are analyzed in advance on the extent of academic staff in Malaysian Public Universities. Partial Least Squares of Structural equation modelling (SEM and Statistical Package Social Science (SPSS are utilized to determine the effect of the two variables and the mediating effect of the conflict management styles. The results exhibit that procedural and distributive justice is significantly related with integrating, and compromising styles while not significantly related to avoiding style. It also revealed that integrating and compromising styles were significant with affective commitment while avoiding style does not relate with affective commitment. In conclusion, the results also showed only integrating and compromising styles mediate the relationship between procedural and distributive justice and affective commitment.

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

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    Tsai, Markus Chia-Han

    2012-01-01

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

  20. 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…

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

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

    2018-02-01

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

  2. Effect of perceived organizational justice and organizational trust on organizational commitment behavior [Örgütsel adalet ve örgütsel güven algısının örgütsel bağlılık davranışına etkisi

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    Yar Ali METE

    2014-10-01

    Full Text Available The aim of this study is to determine the effect of perceived organizational justice and organizational trust on organizational commitment. The sample of the study in the survey model is composed of 566 primary school teachers working in the province and the districts of Edirne during the 2010-2011 educational year. The data of the study was collected using three different scales administered simultaneously. In the study, two basic results were obtained through using Beugre’s “Organizational Justice Scale”, Nyhan and Marlowe’s (1997 “Organizational Trust Scale” and Meyer and Allen’s (2004 “Organizational Commitment Scale”. First, it was determined that there was a positive and high relationship between the predictive variables of organizational justice and organizational trust and the predicted variable of organizational commitment. Second, the feeling of organizational trust was determined statistically to have higher accountability for the organizational commitment when compared to the feeling of organizational justice. As a result of the Path analysis, it was observed that the sub-dimensions of the organizational trust and organizational justice behaviors predicted the organizational commitment behavior in the positive direction. In conclusion, it can be stated that employees’ high organizational trust and organizational justice perceptions will result in an increased organizational commitment.

  3. Sağlık Kuruluşlarında Örgütsel Adalet Algılarının Örgütsel Bağlılığa Etkisi = The Effect of Organizational Justice Perceptions on Organizational Commitment in the Healthcare Sector

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    Oğuz IŞIK

    2012-11-01

    Full Text Available The purpose of this study is to explore the relationship between organizational justice and organizational commitment in the healthcare sector. The data was collected through a survey that was administrated to 423 health employees in five hospitals in Sakarya. The data was collected with a Perception of Fair Interpersonal Treatment Scale and Organizational Commitment Scale. According to results, normative commitment sub dimensions of organizational commitment were effected by organizational justice sub dimensions (the relations with supervisors and the relations with employees. Organizational justice dimensions contributed 12% of the variance for affective commitment and contributed 11% of the variance for normative commitment.

  4. Organizational culture and organizational commitment: Serbian case

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    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.

  5. Organizational commitment of military physicians.

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    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.

  6. 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

  7. Organizational Commitment through Organizational Socialization Tactics

    Science.gov (United States)

    Filstad, Cathrine

    2011-01-01

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

  8. Organizational Climate and Teacher Commitment

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    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).…

  9. 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...

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

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

    2001-06-01

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

  11. Organizational Justice Perception According to Generations

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    Zeki YÜKSEKBİLGİLİ

    2015-12-01

    Full Text Available Although there are many different researches on the subject of organizational justice, there is no research on organizational justice perception according to generations. In this study, the research subject is defined if there is a difference on the perception of organizational justice between x and y generations. After a conduct of 430 surveys the Organizational Justice Scale is used. As a result, it is proved that there is no significant difference between the organizational justice perceptions according to generations

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

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    Ipek, Cemalettin

    2010-01-01

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

  13. Idiosyncratic Deals and Organizational Commitment

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

    2010-01-01

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

  14. Physical Education Teachers' Organizational Commitment

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    Demir, Hayri

    2013-01-01

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

  15. Faculty Organizational Commitment and Citizenship

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    Lawrence, Janet; Ott, Molly; Bell, Alli

    2012-01-01

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

  16. HUBUNGAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR MELALUI ORGANIZATIONAL COMMITMENT PADA BEBERAPA PUSKESMAS DI DKI JAKARTA

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    Catalia Rafsiah Sari Sari

    2015-03-01

    relationship Perceived Organizational Support on Organizational Citizenship Behavior through Organizational Commitment. Keywords: Perceived Organizational Support, Organizational Citizenship Behavior,Organizational Commitment

  17. 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…

  18. 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.

  19. Does organizational justice predict empowerment? Nurses assess their work environment.

    Science.gov (United States)

    Kuokkanen, Liisa; Leino-Kilpi, Helena; Katajisto, Jouko; Heponiemi, Tarja; Sinervo, Timo; Elovainio, Marko

    2014-09-01

    The purpose of the study was to explore how nurses assess their empowerment and clarify organizational justice compared to other work-related factors. In addition, we examined the major variables pertinent to empowerment. Cross-sectional survey data were used. A total of 2,152 nurses returned the completed questionnaire. The instruments consisted of nurse empowerment, organizational justice, job control, and possibilities for developing work. The data analysis was based on descriptive statistics and further statistical tests. Organizational justice and empowerment had a clear correlation. Job control, possibilities for developing work and organizational justice were statistically significant predictors of nurse empowerment. Organizational justice and the possibility to use one's individual skills at work are significant factors in staff activity and its development in nursing. They increase the level of empowerment and commitment as well as motivation to work. The results of this study confirm that nurses regard organizational justice as highly important. We can facilitate both work-related empowerment and organizational justice by creating and maintaining a culture of fairness and justice. Employees should be heard and involved more in the planning and decision making of work. © 2014 Sigma Theta Tau International.

  20. 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…

  1. Psychometric properties of a four-component Norwegian Organizational Justice Scale.

    Science.gov (United States)

    Olsen, Olav Kjellevold; Myrseth, Helga; Eidhamar, Are; Hystad, Sigurd W

    2012-04-01

    Organizational justice has attracted attention as a predictor of employees' mental and physical health as well as commitment and work outcomes. The lack of a Norwegian translation of an organizational justice scale has precluded its use in Norway. Four dimensions of the organizational justice construct were examined in a Norwegian military context, including facet measures of distributional, interpersonal, and informational justice developed by Colquitt in 2001, in addition to procedural justice developed by Moorman in 1991. Confirmatory factor analyses supported a four-dimensional structure with good internal consistency. Follow-up analyses have suggested that the four dimensions were nested beneath a general, latent organizational justice factor. A positive relationship between organizational justice and self-sacrificial behavior was found, indicating satisfactory construct validity. The results demonstrate that the Norwegian Organizational Justice Scale is a reliable and construct-valid measure of organizational justice in a Norwegian setting.

  2. 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)...

  3. Factors Affecting Organizational Commitment in Navy Corpsmen.

    Science.gov (United States)

    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

  4. A study on relationship between organizational culture and organizational commitment

    Directory of Open Access Journals (Sweden)

    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.

  5. Work engagement, organizational commitment, self efficacy and ...

    African Journals Online (AJOL)

    Information Impact: Journal of Information and Knowledge Management ... Work engagement, organizational commitment and self-efficacy will create a positive ... effective training, counseling, effective communication and leadership skills.

  6. Organizational justice and health: Contextual determinants and psychobiological consequences

    NARCIS (Netherlands)

    Herr, R.M.

    2015-01-01

    The research presented in this thesis entitled "Organizational Justice and Health: Contextual Determinants and Psychobiological Consequences" aimed to investigate associations between organizational justice and employee health and biological functioning. Organizational justice is an occupational

  7. 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…

  8. [The mediating role of organizational citizenship behavior between organizational justice and organizational effectiveness in nursing organizations].

    Science.gov (United States)

    Park, Wall Yun; Yoon, Sook Hee

    2009-04-01

    This study was a secondary analysis to verify the mediating role of organizational citizenship behavior (OCB) between organizational justice (OJ) and organizational effectiveness (OE) in nursing organizations. The RN-BSNs and their colleagues in Seoul and Busan were subjects. The data was collected for 20 days between September 13 and October 2, 2004. Two hundred eighty three data sets were used for the final analysis. The fitness of models were tested using AMOS 5. The fitness of hypothetical model was moderate. Procedural Justice (PJ), Interaction Justice (IJ) and Distributive Justice (DJ) had direct effects on Job Satisfaction (JS), Organizational Commitment (OC) and Turnover Intention (TI) in OE, and indirect effects on JS, OC and TI mediated by OCB. The modified model improved with ideal fitness showed the causal relations among OE. In modified model, PJ, IJ and DJ had direct positive effects on OCB and JS and OC in OE, and indirect effects on JS and OC mediated by OCB. JS and OC in OE had a direct negative effect on TI. OCB mediated the relationship between OJ and OE, so the nursing managers should enhance OCB of the nurses in order to improve OE.

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

    Science.gov (United States)

    Nayir, Funda

    2012-01-01

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

  10. The Impact of Organizational Justice on Climate and Trust in High Schools

    Science.gov (United States)

    DiPaola, Michael; Guy, Stephanie

    2009-01-01

    In the private sector, organizational justice has consistently demonstrated a strong correlation with trust in management, employee commitment, and performance. The purpose of this study was to investigate whether organizational justice has a similar relationship with social processes in the educational arena. This study examined the relationship…

  11. Identification of Determinants of Organizational Commitment and ...

    African Journals Online (AJOL)

    commitment. In this setting, factors such as the loyalty employees feel are based on a .... Organizational structure characteristics like size span of control, .... working environment (ii) Tools and equipment (iii) Working methods (iv) Security.

  12. Work Engagement, Organizational Commitment, Self Efficacy and ...

    African Journals Online (AJOL)

    Work engagement, organizational commitment and self-efficacy will create a positive attitude in records ... counseling, effective communication and leadership skills. This study therefore ...... self-efficacy and self-esteem: Toward theoretical and ...

  13. 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.

  14. Personal factors affecting organizational commitment of records ...

    African Journals Online (AJOL)

    This study investigated personal factors affecting organizational commitment among records management personnel in the state universities in Nigeria. Simple cluster sampling with equal allocation method was used to select 180 records management personnel from the study population. A five item organizational ...

  15. 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)

  16. Organizational identification moderates the impact of organizational justice on job satisfaction.

    Science.gov (United States)

    Yuan, Guo; Jia, Libin; Zhao, Jian

    2016-03-09

    Few studies concern the moderator effect of organizational identification between organizational justice and job satisfaction. This study aimed to examine the trilateral relationship among organizational identification, organizational justice and job satisfaction, especially focus on the moderator effect of organizational identification. 354 staffs completed the measures of organizational justice, organizational identification and job satisfaction. Hierarchical regression analysis showed that organizational identification moderated the association between organizational justice and job satisfaction. When staffs reported a low level of organizational identification, those with high organizational justice reported higher scores in job satisfaction than those with low organizational justice. However, the impact of organizational justice on job satisfaction was not significant in high organizational identification group. Organizational identification can significantly moderate the impact of organizational justice on job satisfaction. The significance and limitations of the results are discussed.

  17. The Effects of Organizational Training on Organizational Commitment

    Science.gov (United States)

    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…

  18. Impact of organizational culture on organizational commitment and job satisfaction

    OpenAIRE

    Abid Alvi, Huma; Hanif, Mehmood; Adil, Muhammad Shahnawaz; Ahmed, Rizwan Raheem; Vveinhardt, Jolita

    2014-01-01

    In this study, the researcher has tried toinvestigate the three types of organizational culture and its impact on job satisfaction and employee commitment in Chemical Sector of Karachi. The core objective of the study is toidentify the impact of organizational culture on job satisfaction and employeecommitment in Chemical Sector so as to improve the job satisfaction andcommitment of the employees in their working environment. And research questionis what is the impact of organizational cultur...

  19. 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…

  20. 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.

  1. Organizational Communication Based on Organizational Justice Theory for Motivating Workers with Different Cultural Values

    OpenAIRE

    山口,生史

    2002-01-01

    This study is based on organizational justice theory. Although organizational justice theory is useful for explaining organizational behavior, it has not focused on motivation, per se. ln this study, the linkage between organizational justice and motivation is explored with the mediating effect of interpersonal communication in an organization (i.e.,organizational communication).

  2. Influencing Organizational Commitment through Office Redesign

    Science.gov (United States)

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

    2012-01-01

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

  3. 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

    Extant literature suggested that positive organizational climate leads to higher levels of organizational commitment, which is an important concept in terms of employee attitudes, likewise, the concept of perceived organizational performance, which can be assumed as a mirror of the actual performance. For healthcare settings, these are important matters to consider due to the fact that the service is delivered thoroughly by healthcare workers to the patients. Therefore, attitudes and perceptions of the employees can influence how they deliver the service. The aim of this study was to evaluate healthcare employees' perceptions of organizational climate and test the hypothesized impact of organizational climate on organizational commitment and perceived organizational performance. The study adopted a quantitative approach, by collecting data from the healthcare workers currently employed in public hospitals in North Cyprus, utilizing a self-administered questionnaire. Collected data was analyzed with the help of Statistical Package for Social Sciences, and ANOVA and Linear Regression analyses were used to test the hypothesis. Results revealed that organizational climate is highly correlated with organizational commitment and perceived organizational performance. Simple linear regression outcomes indicated that organizational climate is significant in predicting organizational commitment and perceived organizational performance. There was a positive and linear relationship between organizational climate with organizational commitment and perceived organizational performance. Results from the regression analysis suggested that organizational climate has an impact on predicting organizational commitment and perceived organizational performance of the employees in public hospitals of North Cyprus. Organizational climate was found to be statistically significant in determining the organizational commitment of the employees. The results of the study provided some critical

  4. 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...

  5. Co-workers' Justice Judgments, own Justice Judgments and Employee Commitment: A multi-foci approach

    Directory of Open Access Journals (Sweden)

    Florence Stinglhamber

    2008-06-01

    Full Text Available Using a sample of 212 employees, we conducted a study to examine whether employees use their co-workers' fairness perceptions to generate their own justice judgments and to develop their subsequent affective commitment. The conceptual framework used to investigate these linkages is social exchange theory combined with a multiple foci approach. Results of the structural equation modeling analyses revealed that co-workers' procedural justice judgments strengthened employee's own procedural justice judgments, which in turn influenced their affective commitment to the organisation. Similarly, co-workers' interactional justice judgments increased employee's own interactional justice judgments, which in turn impacted on their affective commitment to both the supervisor and the organisation. As a whole, findings suggest that coworkers' justice judgments strengthened employee's affective attachments toward the justice sources by reinforcing employee's own justice perceptions.

  6. Survey of generational aspects of nurse faculty organizational commitment.

    Science.gov (United States)

    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.

  7. Ethical commitment to women's participation in transitional justice

    OpenAIRE

    Porter, Elisabeth

    2013-01-01

    Ethical issues of justice and human rights are central to countries emerging from conflict. Yet involving women in transitional justice processes rarely is articulated in ethical terms. To make a case for an ethical commitment to improving women’s participation in these processes, the paper begins by exploring why transitional justice strategies should bother with gender. Women and men often experience conflict and injustices differently which may require different responses to redress harms ...

  8. Organizational Commitment and Organizational Citizenship Behavior of Preschool Teachers Based on their Employment Status

    OpenAIRE

    Özlem BAYRAK; Mehmet Ali HAMEDOĞLU

    2017-01-01

    This study was carried out to investigate the organizational commitment and organizational citizenship levels of preschool teachers on the basis of different variables. 254 preschool teachers were included in the research. “Organizational Commitment Questionnaire” and “Organizational Citizenship Questionnaire” were respectively used for determination of the organizational commitment and organizational citizenship levels of preschool teachers. Statistical analysis of the obtained data was perf...

  9. A survey on critical factors influencing organizational commitment

    Directory of Open Access Journals (Sweden)

    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.

  10. Effect of Distributive Justice on The Relationship between The Forms of Benefit Program and Job Commitment

    Directory of Open Access Journals (Sweden)

    Azman Ismail

    2009-03-01

    Full Text Available This study was conducted to examine the moderating effect of distributive justice in the relationship between the forms of benefits program and job commitment. A survey research method was used to gather 150 usable questionnaires from employees who have worked in Malaysian federal government linked companies in Sarawak (MFGLS. The outcomes of testing moderating model using a hierarchical regression analysis showed two major findings: (1 distributive justice had not increased the effect of physical and safety benefits (i.e., health care, insurance, loan and claim on job commitment, and (2 distributive justice had increased the effect of self-satisfaction benefits (i.e., promotion opportunity and training on job commitment. This result confirms that distributive justice does act as a partial moderating variable in the benefit program models of the organizational sector sample. In addition, the implications of this study to benefit system theory and practice, methodological and conceptual limitations, and directions for future research are also discussed. Keywords: Forms of Benefits Program, Distributive Justice and Job Commitment

  11. A study on the relationship between emotional intelligence, organizational commitment and organizational citizenship behavior

    Directory of Open Access Journals (Sweden)

    Saman Chehrazi

    2014-06-01

    Full Text Available This paper presents a casual structure model between emotional intelligence and organizational citizenship behavior by using organizational commitment as mediator variable. The study is accomplished among 324 employees of united bus company in city of Tehran, Iran. Using structural equation modeling, the study has confirmed that emotional intelligence influenced on organizational citizenship behavior and commitment. The study also confirms that organizational commitment influenced on organizational citizenship behavior. Finally, the study has confirmed that there were significant relationships between emotional intelligence and its dimensions with organizational citizenship behavior and organizational commitment of employees.

  12. 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...

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

    Directory of Open Access Journals (Sweden)

    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.

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

    Science.gov (United States)

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

    2002-04-01

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

  15. Organizational Justice and Social Workers' Intentions to Leave Agency Positions

    Science.gov (United States)

    Kim, Tae Kuen; Solomon, Phyllis; Jang, Cinjae

    2012-01-01

    The authors investigated the impact of organizational justice on social workers' intention to leave Korean social service agencies. Specifically, this study concentrated on the moderating effect of organizational justice on the relationship between burnout and intention to leave. The authors surveyed 218 front-line social workers from 51 social…

  16. A study on the relationship between emotional intelligence, organizational commitment and organizational citizenship behavior

    OpenAIRE

    Saman Chehrazi; Mehrdad Hoseini Shakib; Mohammad Hosein Askari Azad

    2014-01-01

    This paper presents a casual structure model between emotional intelligence and organizational citizenship behavior by using organizational commitment as mediator variable. The study is accomplished among 324 employees of united bus company in city of Tehran, Iran. Using structural equation modeling, the study has confirmed that emotional intelligence influenced on organizational citizenship behavior and commitment. The study also confirms that organizational commitment influenced on organiza...

  17. 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...

  18. THE EFFECT OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL COMMITMENT AND A RESEARCH

    OpenAIRE

    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...

  19. Organizational Justice and Employee Satisfaction in Performance Appraisal

    Science.gov (United States)

    Palaiologos, Anastasios; Papazekos, Panagiotis; Panayotopoulou, Leda

    2011-01-01

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

  20. Job anxiety, organizational commitment and job satisfaction: An ...

    African Journals Online (AJOL)

    Job anxiety, organizational commitment and job satisfaction: An empirical assessment of supervisors in the state of Eritrea. ... The findings of the present research revealed that (i) recognition and self-esteem facets of job anxiety were found to be significantly related to job satisfaction, (ii) facets of organizational commitment ...

  1. Organizational Commitment DEOCS 4.1 Construct Validity Summary

    Science.gov (United States)

    2017-08-01

    Porter, L. W. (1979). The measurement of organizational commitment. Journal of vocational behavior, 14(2), 224-247. Norusis, M.J., 1993. SPSS for...Windows Base System User’s Guide Release 6.0, SPSS Inc. Porter, L. W., Crampon, W. J., & Smith, F. J. (1976). Organizational commitment and managerial

  2. The Relationship between Career Growth and Organizational Commitment

    Science.gov (United States)

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

    2010-01-01

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

  3. Impact of Satisfaction and Commitment on Teachers' Organizational Citizenship

    Science.gov (United States)

    Sesen, Harun; Basim, Nejat H.

    2012-01-01

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

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

    Science.gov (United States)

    Anari, Nahid Naderi

    2012-01-01

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

  5. Using internal marketing to improve organizational commitment and service quality.

    Science.gov (United States)

    Tsai, Yafang; Wu, Shih-Wang

    2011-12-01

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

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

    Science.gov (United States)

    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.

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

    Science.gov (United States)

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

    2010-05-01

    This study tests the influence of servant leadership on 2 group climates, employee attitudes, and organizational citizenship behavior. Results from a sample of 815 employees and 123 immediate supervisors revealed that commitment to the supervisor, self-efficacy, procedural justice climate, and service climate partially mediated the relationship between servant leadership and organizational citizenship behavior. Cross-level interaction results revealed that procedural justice climate and positive service climate amplified the influence of commitment to the supervisor on organizational citizenship behavior. Implications of these results for theory and practice and directions for future research are discussed. PsycINFO Database Record (c) 2010 APA, all rights reserved.

  8. The Mediating Effect of Organizational Commitment on the Relationship between Job Satisfaction and Organizational Culture

    OpenAIRE

    Adel Mohamed Ali Shurbagi; Ibrahim Bin Zahari

    2014-01-01

    The purpose of the study was to investigate the effect of organizational commitment as a mediating variable on the relationship between job satisfaction and organizational culture to answer the following questions: Is there any relationship between job satisfaction and organizational culture in oil and gas industry in Libya? Is there any relationship between job satisfaction and organizational commitment in oil and gas industry in Libya? Is there any relationship between organizational cultur...

  9. The Relationship Between Organizational Culture and Organizational Commitment: An Empirical Research on Employees of Service Sector

    OpenAIRE

    Altin Gulova, Asena; Demirsoy, Ozge

    2012-01-01

    This study investigated the relationship between organizational culture and organizational commitment. Two different scales (Organizational Culture Scales and Organizational Commitment Scales) were used as data gathering instrument. The research was conducted on employees of service sector working in call center in the city of Kayseri and working in insurance company in İzmir (n=181). In this research correlation analysis was made to describe the link between subscales of organizational cultu...

  10. WORK ETHICS, ORGANIZATIONAL ALIENATION AND JUSTICE AMONG HEALTH INFORMATION TECHNOLOGY MANAGERS.

    Science.gov (United States)

    Zadeh, Jamileh Mahdi; Kahouei, Mehdi; Cheshmenour, Omran; Sangestani, Sajjad

    2016-06-01

    Failure to comply with work ethics by employees working in Health Information Technology (HIT) Departments and their negative attitudes about organizational justice may have an adverse impact on patient satisfaction, quality of care, collecting health statistics, reimbursement, and management and planning at all levels of health care; it can also lead to unbearable damages to the health information system in the country. As so far there has been no research on HIT managers to assess the moral and ethical aspects of works and their relationship with organizational alienation and justice, this study aimed to evaluate the relationship between work ethics and organizational justice and alienation among the HIT managers. This study was performed in affiliated hospitals of Semnan University of medical sciences in Semnan, Iran, in 2015. In this study, a census method was used. The data collection tool was a researcher made questionnaire. There was a negative and significant relationship between work ethic and organizational alienation (B= - 0.217, Pethic and organizational justice (B= 0.580, Pethic (B= - 0.215, P=0.034) and organizational justice (B=- 0.147, P=0.047). The results of this study showed that the managers' attitude toward justice and equality in the organization can affect their organizational commitment and loyalty and thus have a significant impact on the work ethics in the work environment. On the other hand, with increasing the education level of the managers, they will have higher expectation of the justice in the organization, and they feel that the justice is not observed in the organization.

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

    Science.gov (United States)

    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.

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

    Directory of Open Access Journals (Sweden)

    Florence Stinglhamber

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

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

    Science.gov (United States)

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

    2015-01-01

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

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

    Science.gov (United States)

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

    2015-01-01

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

  15. Relationship between Organizational Perceived Justice and Organizational Citizenship Behavior among an Iranian Hospital's Employees, 2013.

    Science.gov (United States)

    Bahrami, Mohammad Amin; Montazeralfaraj, Razieh; Gazar, Saeed Hashemi; Tafti, Arefeh Dehghani

    2014-01-01

    Organizational citizenship behavior just referred to a set of discretionary workplace behaviors that exceed one's job requirements. The main objective of this study was to determine the relationship between organizational perceived justice and organizational citizenship behavior. This cross-sectional study was done in Shahid Sadoughi Hospital in Yazd, Iran in 2013. A total of 100 hospital employees contributed in the study. The required data was gathered using 2 valid questionnaires, including the Moorman & Niehoff organizational perceived justice questionnaire and the McKinsey organizational citizenship behavior questionnaire. Data were analyzed using SPSS version 16. Descriptive statistics, Chi square, and Pearson's correlation coefficient were used for data analysis. There was a significant positive relationship between organizational perceived justice and organizational citizenship behavior among the studied hospital's employees (P ≤ 0.05, R = 0.33). This study confirmed that any policy that leads to better organizational justice perception will contribute in better organizational citizenship behavior which will increase the hospital's productivity.

  16. Teachers' Loyalty to Their Supervisors and Organizational Commitment

    Science.gov (United States)

    Çelebi, Nurhayat; Korumaz, Mithat

    2016-01-01

    A number of studies on teachers' organizational commitment based some findings of western context in Turkey. But some of the characteristics prove that organizational issues cannot be resulted with the terms in Western World. One of the new concepts in organizational issues for Eastern culture is loyalty to supervisor (in school context supervisor…

  17. Nurses organizational commitment: the discriminating power of gender.

    Science.gov (United States)

    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.

  18. Employee organizational commitment and hospital performance.

    Science.gov (United States)

    Baird, Kevin M; Tung, Amy; Yu, Yanjie

    2017-09-15

    There is widespread evidence of the purported benefits of employee organizational commitment (EOC) and its impact on both individual and organizational performance. This study contributes to this literature by providing a unique insight into this relationship, focusing on the interrelationship between EOC with hospital performance and the role of the provision of adequate facilities in eliciting EOC. The aim of this study was to introduce and empirically examine a new theoretical model in which it is argued that the performance of hospitals with regard to the provision of adequate facilities (medical facilities, support facilities, and staff resources) influences the level of EOC, which in turn influences hospital performance with regard to patient care and operational effectiveness. To examine the interrelationships between the provision of adequate facilities, EOC, and hospital performance, the study utilizes a survey of hospital managers. The findings support the theoretical model, with the provision of support facilities and staff resources positively indirectly associated with both patient care and operational effectiveness through their impact on EOC. The findings highlight the importance of providing adequate facilities and EOC within hospitals and suggest that CEOs and general managers should try to enhance the provision of such resources in an attempt to elicit EOC within their hospitals. The findings suggest that managers should try to enhance their provision of adequate facilities in order to elicit EOC and enhance hospital performance. With regard to medical facilities, they should consider and incorporate the latest technology and up-to-date equipment. They should also provide adequate staff resources, including appropriate numbers of beds, nurses, and doctors, to prevent "fatigue" (West, 2001, p. 41) and provide adequate support facilities.

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

    Science.gov (United States)

    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

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

    Science.gov (United States)

    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).

  1. Relationship between Organizational Communication Satisfaction and Organizational Justice: An Empirical Study

    OpenAIRE

    Gök, Sibel; Karatuna, Işıl; Özkılıçcı, Gökçe

    2013-01-01

    This study aimed to investigate the relationship between organizational communication satisfaction and organizational justice and to explore the impact of communication satisfaction on perceived justice in a group of university employees. Data were obtained through questionnaires among 481 academics working in public and private universities in Turkey. The research measures used in this study were the Communication Satisfaction Questionnaire of Downs and Hazen and the Organizational Justice S...

  2. The Relationship between Organizational Citizenship Behavior and Organizational Commitment in Welfare Staff (Tehran 2013

    Directory of Open Access Journals (Sweden)

    Asghar Makarem

    2015-04-01

    Full Text Available Objective: The purpose of this study was to investigate the relationship between organizational citizenship behavior, organizational commitment and its dimensions on the Welfare staff in Tehran 2013. Materials & Methods: In this cross - sectional study, one hundred eight staff of Tehran Welfare were selected by random sample, and the sample size of the previous studies. Data were collected using two standard questionnaires OCB, and Organizational Commitment, which includes the three dimensions, affective commitment, normative commitment and continuance commitment and analyzed by statistical methods such as: Pearson correlation coefficient and ANOVA. Results: The finding showed Between OCB and organizational commitment there was significant and positive correlation (P&le0.01, r=0.325. Also the dimensions of organizational commitment: affective commitment and normative commitment have a significant positive relationship with OCB, but not significant relationship OCB with a continuous commitment. ANOVA results showed that the average OCB in age, type of employment and employee experience is different. And Continuous commitment in hiring employees is different and emotional commitment in Background employees is different. Conclusion: Based on the findings we conclude that the enhancement of organizational citizenship behavior, organizational commitment and staff of Tehran can be increased.

  3. Why managers should care about fairness: the effects of aggregate justice perceptions on organizational outcomes.

    Science.gov (United States)

    Simons, Tony; Roberson, Quinetta

    2003-06-01

    This work examines the aggregation of justice perceptions to the departmental level and the business-unit level, the impact of these aggregate perceptions on business-unit-level outcomes, and the usefulness of the distinction between procedural and interpersonal justice at different levels of analysis. Latent variables analyses of individual-level and department-level data from 4,539 employees in 783 departments at 97 hotel properties showed that the 2 justice types exercise unique paths of impact on employees' organizational commitment and thus on turnover intentions and discretionary service behavior. Business-unit-level analyses further demonstrate paths of association between aggregate justice perceptions, aggregate commitment levels, and the business-unit-level outcomes of employee turnover rates and customer satisfaction ratings.

  4. 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.

  5. 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.

  6. 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

  7. The correlation between justice and organizational citizenship behavior and organizational identity among nurses.

    Science.gov (United States)

    Arbabisarjou, Azizollah; Hajipour, Reza; Sadeghian, Mahdi

    2014-08-15

    "The correlation between justice and organizational citizenship behavior and organizational identity among the nurses", aimed to correlate different aspects of personal feelings and organizational identity in a population of nurses. The population included all nurses working at hospitals affiliated to administry of health, treatment and medical education in Shahre-Kord (Iran) 2009. A sample consisting of 168 nurses was randomly selected out of the population. The study adopted a descriptive-correlative method. The Organizational Justice Questionnaire (1998), the Organizational Citizenship Questionnaire, and Organizational Identity Questionnaire (1982) were used for gathering data. Data was analyzed through multiple regression analysis. The findings revealed that 4 dimensions of organizational citizenship behavior (altruism, civic virtue, conscientiousness, and self-development) are correlated with organizational identity (R² = 0.612); and loyalty and obedience are correlated with distributional justice (R² = 0.71). Also, loyalty, altruism, and obedience are correlated with procedural justice (R² = 0.69) and loyalty and self-development are correlated with distributional justice (R² = 0.89). A correlation was also detected between interactional justice and organizational identity (R² = 0.89). The findings of the study could serve to identify the factors contributing to the creation and recreation of organizational identity, citizenship behavior and justice among nurses, to promote the performance of the organization, and to achieve organizational goals.

  8. RELATIONSHIP BETWEEN THE LEADERSHIP BEHAVIORS AND ORGANIZATIONAL TRUST AND ORGANIZATIONAL JUSTICE

    OpenAIRE

    YILMAZ, Kürşad; ALTINKURT, Yahya

    2014-01-01

    This paper examined the relationships between the school administrators’ leadership behavior and teachers’ perceptions of organizational trust, and organizational justice. The sample of the survey model study consists of 271 high school teachers in the province of Kutahya in Turkey. Data is collected by “Organizational Trust Scale”, “Organizational Justice Scale” and “Leadership Behavior Scale”. Data is analyzed through descriptive statistics and Regression Analysis. The research findings sho...

  9. ANTECEDENTS OF ORGANIZATIONAL COMMITMENT OF BANKING SECTOR EMPLOYEES IN PAKISTAN

    Directory of Open Access Journals (Sweden)

    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.

  10. The measurement artifact in the Organizational Commitment Questionnaire.

    Science.gov (United States)

    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.

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

    Science.gov (United States)

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

    2016-01-01

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

  12. 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.

  13. Organizational Factors of Justice and Culture Leading to Organizational Identification in Merger and Acquisition

    Science.gov (United States)

    Ismail, Maimunah; Umar Baki, Nordahlia

    2017-01-01

    Purpose: This paper aims to examine the influence of two organizational factors, namely, organizational justice and organizational culture, on organizational identification as perceived by employees following merger and acquisition (M&A) in Malaysia. Design/methodology/approach: The study, which adopts the Social Identity Theory as its…

  14. On the dimensionality of organizational justice: a construct validation of a measure.

    Science.gov (United States)

    Colquitt, J A

    2001-06-01

    This study explores the dimensionality of organizational justice and provides evidence of construct validity for a new justice measure. Items for this measure were generated by strictly following the seminal works in the justice literature. The measure was then validated in 2 separate studies. Study 1 occurred in a university setting, and Study 2 occurred in a field setting using employees in an automobile parts manufacturing company. Confirmatory factor analyses supported a 4-factor structure to the measure, with distributive, procedural, interpersonal, and informational justice as distinct dimensions. This solution fit the data significantly better than a 2- or 3-factor solution using larger interactional or procedural dimensions. Structural equation modeling also demonstrated predictive validity for the justice dimensions on important outcomes, including leader evaluation, rule compliance, commitment, and helping behavior.

  15. 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.

  16. 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

  17. Organizational Justice as an Antecedent of Job Performance

    Directory of Open Access Journals (Sweden)

    Aizzat Mohd. Nasurdin

    2013-06-01

    Full Text Available The present research examines the influence of organizational justice (distributive justice and procedural justice on predicting job performance (task performance and contextual performance. Survey data were drawn from a sample of 136 customer-contact employees within the telecommunications industry in Malaysia. Results of the regression analysis illustrate that distributive justice alone has a significant and positive relationship with task performance. On the other hand, only procedural justice is found to be significantly and positively related to contextual performance. Implications of the findings and directions for future research are highlighted.

  18. DOES PERCEIVED ORGANIZATIONAL SUPPORT MEDIATE THE RELATIONSHIP BETWEEN HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL COMMITMENT?

    Directory of Open Access Journals (Sweden)

    Aizzat Mohd. Nasurdin

    2008-01-01

    Full Text Available This study examines a model involving Human Resource Management (HRM practices, perceived organizational support, and organizational commitment. It was hypothesized that HRM practices (performance appraisal, training and career development will be positively related to organizational commitment, and that perceived organizational support would serve as a mediator in the relationship between HRM practices and commitment. The statistical results on data gathered from a sample of 214 employees within the Malaysian manufacturing sector demonstrated that career development and performance appraisal have direct, positive and significant relationships with organizational commitment. In addition, perceived organizational support was found to partially mediate the relationships between two of the three HRM practices (career development and performance appraisal and commitment. Theoretical and managerial implications are suggested.

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

    Science.gov (United States)

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

    2016-04-01

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

  20. 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....

  1. The Contributions of Organizational Justice Theory to Combating Discrimination

    OpenAIRE

    Steiner , Dirk ,; Bertolino , Marilena

    2006-01-01

    International audience; After reviewing the concepts of organizational justice, we present Stone-Romero and Stone’s (2005) model linking these concepts to discrimination. We then review research showing the relevance of organizational justice concepts to understanding applicant reactions during the hiring process, and focus on research comparing minority and majority group reactions. We describe studies conducted in the United States as well as studies we conducted comparing individuals of No...

  2. The relationship between organizational justice and workplace aggression.

    Science.gov (United States)

    St-Pierre, Isabelle; Holmes, Dave

    2010-05-01

    This paper is a discussion of the links between organizational justice and workplace aggression. Managers have been identified as key players in implementing and maintaining an organizational culture of trust and justice. Employees who perceive themselves to be victims of injustice may rebel, using various means to 'punish' the source of the injustice. Literature review of publications in English and French from the early 1960 to 2009, including books, was conducted. Bibliographic databases searched for journal articles were Cumulative Index to Nursing and Allied Health Literature, Current Content, EMBASE, Medline, PsycINFO and Web of Science. The work environment and roles of nursing managers have changed considerably in the last 20 years, resulting in challenging working conditions for nursing managers. These can have an impact on their ability to create a trusting and fair culture, and can mean that they themselves be considered victims of organizational injustice. The failure of many re-engineering projects has been linked to a lack of consideration of the impact of perception of justice when implementing change. In addition, perception of organizational justice has the potential to influence many organizational outcomes, such as perception of respect and trust. As justice is a founding principle of biomedical ethics, principles of justice, equity and fairness must be upheld in practice in accordance with the requirements of professional codes of ethics. The concept of justice is linked to the founding principles of biomedical ethics, and these must be upheld in order to practise in accordance with professional codes of ethics and conduct.

  3. Moderating effects of nurses' organizational justice between organizational support and organizational citizenship behaviors for evidence-based practice.

    Science.gov (United States)

    Chang, Ching-Sheng

    2014-10-01

    Lack of existing literature on the correlation among organizational justice, organizational support, and organizational citizenship behaviors has created a research gap in previous evidence-based practice (EBP) studies on nursing personnel. To investigate whether organizational justice among nurses has a moderating effect between their organizational support and organizational citizenship behaviors in order to bridge such a gap of existing literature with the EBP study on nursing personnel. Nursing staff of one large and influential hospital in Taiwan was surveyed. Four hundred questionnaires were distributed, and 386 were collected with a valid response rate of 96.50%. SPSS 17.0 and Amos 17.0 statistical software packages were used for data analysis. Nurses' organizational support positively influences their organizational citizenship behaviors, and their organizational justice perception has a positive moderating effect between organizational support and organizational citizenship behaviors. Results call hospitals' attention to the type of individual behaviors that may improve organizational performance. When nursing staff perceive fair and impartial treatment by the organization and supportive emotional attachment, behaviors beneficial for the organization are expressed in return. Subjective perceptions of nursing staff play an important role in organizational exchange relationship; the higher the degree of nursing staff's perceived organizational justice, the higher the degree of their organizational support, perception, and exhibition of organizational citizenship behaviors such as altruistic behavior and dedication to the work. © 2014 Sigma Theta Tau International.

  4. Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice

    OpenAIRE

    Hassard, Juliet; Teoh, Kevin; Cox, Tom

    2017-01-01

    A growing literature now exists examining the relationship between organizational justice and employees' experience of stress. Despite the growth in this field of enquiry, there remain continued gaps in knowledge. In particular, the contribution of perceptions of justice to employees’ stress within an organizational context of uncertainty and change, and in relation to the new and emerging concept of procedural-voice justice. The aim of the current study was to examine the main, interaction a...

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

    Science.gov (United States)

    Larkey, Linda Kathryn

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

  6. 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...

  7. A Research on the Relationship between Organizational Commitment and Organizational Cynicism

    Directory of Open Access Journals (Sweden)

    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.

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

    Directory of Open Access Journals (Sweden)

    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

  9. The effects of psychological contract violation on employees' commitment to organizational change

    OpenAIRE

    Ran, Yuhong

    2007-01-01

    This research examines the relationship between the perceived psychological contract violation and employee’s commitment to organizational change in business merger situation. Through the research, it shows that perceived psychological contract violation will significantly reduce the employees’ affective commitment to organizational change; increase continuance commitment to organizational change, but will not significantly affect the normative commitment to organizational change. Also, the e...

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

    Science.gov (United States)

    Demir, Kamile

    2015-01-01

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

  11. 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.

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

    Science.gov (United States)

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

    2011-01-01

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

  13. JOB ANXIETY, ORGANIZATIONAL COMMITMENT AND JOB ...

    African Journals Online (AJOL)

    and work experience with job satisfaction. ... were more likely to perceive the appraisal as unfair and inappropriate (Desai and ... Working freedom, salary and fringe benefits are the major factors ..... Men, women and attitudinal commitment:.

  14. The organizational commitment of emergency physicians in Spanish public hospitals

    Science.gov (United States)

    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.

  15. Moderating effects of nurses' organizational support on the relationship between job satisfaction and organizational commitment.

    Science.gov (United States)

    Chang, Ching-Sheng

    2015-06-01

    The aim was to investigate whether job satisfaction enhances organizational commitment among nursing personnel while exploring whether organizational support perception has a moderating effect on the relationship between their job satisfaction and organizational commitment. A cross-sectional survey was sent to 400 nurses; 386 valid questionnaires were collected, with a valid response rate of 96.5%. According to the research findings, nurses' job satisfaction has a positive and significant influence on organizational commitment. Results also indicated that the moderating effect of nurses' organizational support perception on the relationship between their job satisfaction and organizational commitment was stronger for high organizational support perception than it was for low organizational support perception. This study suggests that organizational support perception will develop a sense of belonging, and this will help improve nurses' job satisfaction and organizational commitment. This kind of relationship is rarely discussed in the research literature, and it can be applied for human resources management of nursing staff. © The Author(s) 2014.

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

    Directory of Open Access Journals (Sweden)

    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.

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

    Directory of Open Access Journals (Sweden)

    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.

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

    Science.gov (United States)

    Tsai, Yafang

    2014-04-04

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

  19. Is There any Relationship between Narcissistic Personality and Organizational Commitment?

    Directory of Open Access Journals (Sweden)

    Necmettin Cihangiroglu

    2012-04-01

    Full Text Available ABSTRACT OBJECTIVE: This study aimed at investigating whether there is a correlation between organizational commitment and narcissistic personalty traits. METHOD: In order to measure the GATA Occupation High School of Health Subordinate Officiers’ narcissistic personality traits Narcissistic Personality Inventory (NPI scala was used. In order to measure students’ organizational commitment Organizational Commitment Questionnaire was used. 229 questionnaire forms were distributed to the Occupation High School of Health Subordinate Officiers’ students, and 220 (%96 of them were returned. Totally 220 students were evaluated. FINDINGS: When students’ narcissistic scores were evaluated out of 16, it was found out that the highest narcissistic personality score (8,98 was taken by second year students, the highest score for organizational commitment (3,70 was taken by first year students, “exploitativeness” which is one of the sub-levels of narcissisim was observed at the highest level with an average of 0,73 out 1 full score, “entitlement” sub level was observed at the lowest level (0,29, “affective commitment” one of the sub-levels of commitment, had the highest average (3,84, “normative commitment” had the second highest average (3,71 and finally “continuance commitment” was observed at the lowest level (3,55. Statistically, there is no significant relationship found between narcissistic personality and organizational commitment. However, there is a significant relationship found between narcissistic personality and continuity commitment. There is a significant and opposite relationship found between organizational commitment and continuity commitment with superiority. There is similar relationship found between exploitation and continuity commitment. CONCLUSION: With respect to these findings, it is suggested that “Health Technicians” candidates’, who will be one of the indispensable constituents of health services

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

    Directory of Open Access Journals (Sweden)

    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.

  1. Organizational uncertainty and stress among teachers in Hong Kong: work characteristics and organizational justice.

    Science.gov (United States)

    Hassard, Juliet; Teoh, Kevin; Cox, Tom

    2017-10-01

    A growing literature now exists examining the relationship between organizational justice and employees' experience of stress. Despite the growth in this field of enquiry, there remain continued gaps in knowledge. In particular, the contribution of perceptions of justice to employees' stress within an organizational context of uncertainty and change, and in relation to the new and emerging concept of procedural-voice justice. The aim of the current study was to examine the main, interaction and additive effects of work characteristics and organizational justice perceptions to employees' experience of stress (as measured by their feelings of helplessness and perceived coping) during an acknowledged period of organizational uncertainty. Questionnaires were distributed among teachers in seven public primary schools in Hong Kong that were under threat of closure (n = 212). Work characteristics were measured using the demand-control-support model. Hierarchical regression analyses observed perceptions of job demands and procedural-voice justice to predict both teachers' feelings of helplessness and perceived coping ability. Furthermore, teacher's perceived coping was predicted by job control and a significant interaction between procedural-voice justice and distributive justice. The addition of organizational justice variables did account for unique variance, but only in relation to the measure of perceived coping. The study concludes that in addition to 'traditional' work characteristics, health promotion strategies should also address perceptions of organizational justice during times of organizational uncertainty; and, in particular, the value and importance of enhancing employee's perceived 'voice' in influencing and shaping justice-related decisions. © The Author 2016. Published by Oxford University Press. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  2. 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.

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

    Energy Technology Data Exchange (ETDEWEB)

    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.

  4. Justitie organizationala, satisfactie profesionala si angajament organizational in invatamant

    Directory of Open Access Journals (Sweden)

    Darie, Alcora Iulia

    2011-12-01

    Full Text Available In the present study, based on a sample of teachers (N = 70 from several educational institutions in Romania, the author examined the relationship among organizational justice, job satisfaction and organizational commitment. The results suggest that the general job satisfaction of teachers is linked with their perceptions of procedural (r = .27, and distributive justice (r = .38. Moreover, significant correlations were found between the perception of organizational justice and two dimensions of organizational commitment. Several relations, such as distributive justice-affective commitment (r = .48, procedural justice-affective commitment (r = .48, interactional justice-affective commitment (r = .47, and interactional justice-continuance commitment (r = .27, present an interesting perspective.

  5. RELATIONSHIP ORGANIZATIONAL CULTURE AND ORGANIZATIONAL COMMITMENT IN HEALTH INSTITUTIONS

    OpenAIRE

    SEMERCİOĞLU, M.Serhat; ÇETİN, Derya; PEKSOY, Abdülaziz Ali

    2017-01-01

    Shared   and  learned   values,   norms, believes,  behaviors and  symbols  which are known  as  organization culture;  is  a holistic element   that   describes  organizational   aims and helpsorganization members to understand  organizational   objectives   within and beyond  the  organizational  environment. From this point of view, successfulfirms have to establish an organization which is powerful and  unique in  their  organizational  cultures. One     of    the     critical     factors...

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

    Science.gov (United States)

    Fard, Parastoo Gashtasebi; Karimi, Fariba

    2015-01-01

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

  7. Compulsory citizenship behavior and organizational citizenship behavior: the role of organizational identification and perceived interactional justice.

    Science.gov (United States)

    Zhao, Hongdan; Peng, Zhenglong; Chen, Hsiu-Kuei

    2014-01-01

    This article examines the psychological mechanism underlying the relationship between compulsory citizenship behavior (CCB) and organizational citizenship behavior (OCB) by developing a moderated mediation model. The model focuses on the mediating role of organizational identification and the moderating role of interactional justice in influencing the mediation. Using a time-lagged research design, the authors collected two waves of data from 388 supervisor-subordinate dyads in 67 teams to test the moderated mediation model. Results revealed that CCB negatively influenced OCB via impairing organizational identification. Moreover, interactional justice moderated the strength of the indirect effect of CCB on OCB (through organizational identification), such that the mediated relationship was stronger under low interactional justice than under high interactional justice.

  8. 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.

  9. Organizational commitment and its impact on employees’ individual interactions

    Directory of Open Access Journals (Sweden)

    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.

  10. Workplace spirituality and organizational citizenship behaviour among Nigerian academics: The mediating role of normative organizational commitment

    Directory of Open Access Journals (Sweden)

    Kabiru Ishola Genty

    2017-10-01

    Full Text Available The research reported in this paper examined the mediating role of normative organizational commitment on the relationship that exists between workplace spirituality and organizational citizenship behavior amongst academics at some selected Nigerian Universities. A non-experimental research design was adopted utilizing the quantitative and correlational methods. With the aid of the convenience sampling technique, 350 questionnaires were distributed at an equal proportion to academic staffs at two Nigerian public universities. Three hundred and thirty-one questionnaires were retrieved, of which 328 were found usable for analyses in the study. Three hypotheses were proposed and tested using inferential statistics with the aid of SPSS version 20 and the IBM SPSS AMOS version 22. The outcomes of the study brought to the fore that, there exists a statistical significant and positive relationship between workplace spirituality and normative organizational commitment. Correspondingly, a strong and positive relationship was found between normative organizational commitment and organizational citizenship behavior. Finally, a partial mediating influence of normative organizational commitment was established on the workplace spirituality and organizational citizenship behavior relationship. Conclusively, this study recommended that, universities management should recognize workplace spirituality for the attainment of normative commitment to foster more organizational citizenship behavior among the academics.

  11. Factors influencing job satisfaction and organizational commitment.

    Science.gov (United States)

    Watson, Liana M

    2008-01-01

    To assess the relationship between intrinsic and extrinsic motivational factors influencing job satisfaction and the perspective of frontline medical imaging staff in acute care health care facilities in the United States. The sample consisted of 359 registered radiologic technologists who were working as staff technologists in acute care health care facilities in the United States. The results of the study suggest that satisfaction with intrinsic and extrinsic motivators influences overall satisfaction with the work environment and job and commitment to the employer.

  12. 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.

  13. The interplay between organizational commitment and personal values

    Directory of Open Access Journals (Sweden)

    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. 

  14. Job attitudes and well-being among public vs. private physicians: organizational justice and job control as mediators.

    Science.gov (United States)

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

    2011-08-01

    The present study examined whether there are differences in job-related attitudes and well-being among physicians working in private sector and public sector. In addition, we examined whether psychosocial factors (organizational justice and job control) could mediate these possible differences in different sectors. Cross-sectional survey data from the Finnish Health Professional Study was used. A random sample of Finnish physicians included 1522 women and 1047 men aged 25-65 years. Outcome variables were job satisfaction, organizational commitment, psychological distress, work ability and sleeping problems. Job control and organizational justice were measured using established questionnaires. Series of regression analyses were performed and the mediational effects were tested following the procedures outlined by Baron and Kenny. Physicians working in private sector had higher levels of job satisfaction and organizational commitment and lower levels of psychological distress and sleeping problems when compared with physicians working in public sector. Private physicians also had higher levels of organizational justice, which acted as a mediator behind more positive attitudes and better well-being in private sector. Private physicians had higher levels of job control but it did not act as a mediator. Private physicians feel better than public physicians and this is partly due to higher organizational justice in private sector. Public health care organizations should invest effort to increase the fairness in their organizations and management and pay more attention in improving the well-being of their employees, which could possibly increase the attractiveness of public sector as a career option.

  15. Shaping of Organizational Identification by Organizational Commitment: Example of Private Education Institutions in Malatya and Tunceli

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    Arzu Çakınberk

    2011-03-01

    Full Text Available This study examined the shaping of organizational identification concept by organizational commitment. Discussion continues within the literature on whether these are “different” or “the same” concepts. The present study was conducted in the light of the approach that “Identification and commitment are two different concepts and commitment is a predecessor of identification.” From this point of view, the problem statement of this study was defined as “Is organizational commitment a determiner of organizational identification?” and the main hypothesis was “organizational commitment is a strong determiner of organizational identification”. The Turkish literature lacks a sufficient number of studies analyzing “determiner” relationship between these two concepts and investigating whether these are two different concepts. Therefore, this study is thought to contribute to expanding the related literature. The study population comprised 232 teachers and administrators employed in private education institutions operating in the Malatya and Tunceli Provinces of Turkey. The study sample consists of the 135 teachers and administrator. A questionnaire was used as the data collection tool. To test the main hypothesis and answer the study questions, “single sample t-test”, “correlation test”, “multiple regression test”, “independent samples t-test” and “one-way ANOVA” were conducted. Identification levels of participants were found to be high. Mean affective commitment and normative commitment scores –two dimensions of commitment- among participants were found to be high while their continuance commitment scores were found to be at medium level. The regression model was found to be meaningful and the main hypothesis was suggested to be valid. Examination of identification and commitment values on the basis of demographic characteristics produced findings partially complying with the literature. This may have

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

    Science.gov (United States)

    Kont, Kate-Riin; Jantson, Signe

    2014-01-01

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

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

    Science.gov (United States)

    McReynolds, Kevin V.

    2010-01-01

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

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

    Science.gov (United States)

    Joolideh, Faranak; Yeshodhara, K.

    2009-01-01

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

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

    Science.gov (United States)

    Potter, Stephanie Litton

    2012-01-01

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

  20. The Relationship of Organizational Commitment and Superintendent Job Satisfaction

    Science.gov (United States)

    Williams, Todd

    2012-01-01

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

  1. 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.

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

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    Verkhohlyad, Olga; McLean, Gary N.

    2012-01-01

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

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

    Science.gov (United States)

    Panaccio, Alexandra; Vandenberghe, Christian

    2009-01-01

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

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

    Science.gov (United States)

    Turan, Selahattin

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

  5. Organizational Justice Perceptions of Virginia High School Teachers: Relationships to Organizational Citizenship Behavior and Student Achievement

    Science.gov (United States)

    Burns, William R. Travis

    2012-01-01

    An emergent research base suggests that teacher perceptions of fairness with respect to interactions with school administrators, decision-making processes, and decision outcomes have much to contribute to our understanding of effective schools. This study focused on the relationship between organizational justice and organizational citizenship…

  6. Effects of Teachers' Organizational Justice Perceptions on Intention to Quit: Mediation Role of Organizational Identification

    Science.gov (United States)

    Basar, Ufuk; Sigri, Ünsal

    2015-01-01

    This research aims to discover the effects of teachers' organizational justice perceptions on intention to quit as well as the mediation role of teachers' organizational identification in this process. Interactions between research variables were measured using structural equation models. The sample used comprised teachers working at primary and…

  7. The influence of passion and empowerment on organizational citizenship behavior of teachers mediated by organizational commitment

    OpenAIRE

    Cheasakul, Uree; Varma, Parvathy

    2016-01-01

    Abstract: The present research aims to study the direct and indirect influence of passion and empowerment on organizational citizenship behavior of teachers in a private university in Thailand mediated by organizational commitment. The sample comprises 124 teachers teaching in the university and the Organizational Citizenship Behavior Scale, adapted by Podsakoff and Mackenzie (1990), Passion Scale, developed by Vallerand, Carbonneau, Fernet and Guay (2008), School Participant Empowerment Scal...

  8. Why work? : the contribution of value perceptions and efficacy expectations to organizational commitment

    NARCIS (Netherlands)

    van Vuuren, Hubrecht A.

    2006-01-01

    The dissertation describes a project aimed at an understanding of the way both (congruence between) organizational and individual values and efficacy expectations contribute to organizational commitment.

  9. Electronic Performance Monitoring: An Organizational Justice and Concertive Control Perspective.

    Science.gov (United States)

    Alder, G. Stoney; Tompkins, Phillip K.

    1997-01-01

    Applies theories of organizational justice/concertive control to account for contradictions inherent in electronic monitoring of workers by organizations. Argues that results are usually positive when workers are involved in the design and implementation of monitoring systems, and monitoring is restricted to performance-related activities with…

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

    Science.gov (United States)

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

    2012-09-01

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

  11. 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

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

  12. 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.

  13. Organization structure as a moderator of the relationship between procedural justice, interactional justice, perceived organizational support, and supervisory trust.

    Science.gov (United States)

    Ambrose, Maureen L; Schminke, Marshall

    2003-04-01

    Organizational justice researchers recognize the important role organization context plays in justice perceptions, yet few studies systematically examine contextual variables. This article examines how 1 aspect of context--organizational structure--affects the relationship between justice perceptions and 2 types of social exchange relationships, organizational and supervisory. The authors suggest that under different structural conditions, procedural and interactional justice will play differentially important roles in determining the quality of organizational social exchange (as evidenced by perceived organizational support [POS]) and supervisory social exchange (as evidenced by supervisory trust). In particular, the authors hypothesized that the relationship between procedural justice and POS would be stronger in mechanistic organizations and that the relationship between interactional justice and supervisory trust would be stronger in organic organizations. The authors' results support these hypotheses.

  14. Intrinsic Motivation, Organizational Justice, and Creativity

    Science.gov (United States)

    Hannam, Kalli; Narayan, Anupama

    2015-01-01

    For employees to generate creative ideas that are not only original, but also useful to their company, they must interact with their workplace environment to determine organizational needs. Therefore, it is important to consider aspects of the individual as well as their environment when studying creativity. Intrinsic motivation, a predictor of…

  15. SOCIAL RESPONSIBILITY AS A STRATEGY ACTIVATOR ORGANIZATIONAL COMMITMENT OF WORKERS

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    Gladys Y. Hernández Hernández

    2015-04-01

    Full Text Available This paper aims to determine the impact of Social Responsibility (SR as a trigger strategy of organizational commitment of workers in a company in the food sector. Focusing on the need to create links between company-worker to minimize this conflict given the set of state policies aimed at weakening the current capitalist system. The positivist approach is, of qualitative and quantitative court and field. We conclude that RS applied processes generate a high level of identification, belonging and membership, positive impact on the level of employee commitment to the company.

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

    Science.gov (United States)

    Aydin, Ayhan; Sarier, Yilmaz; Uysal, Sengul

    2011-01-01

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

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

    Science.gov (United States)

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

    2005-01-01

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

  18. The Relationship Between Organizational Justice and Innovative Behaviour

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    Ivana Jašková

    2017-12-01

    Full Text Available The aim of this article is to review the literary sources dealing with the direct or indirect relationship between organizational justice and innovative behaviour. Innovative employee behaviour is a precondition for a company to realize innovation on an organizational level. However, this is a discretionary behaviour which is not enforceable by the company. The extent and efficiency of this behaviour can, however, be influenced by the creation of a fair working environment (in terms of rewards and the redistribution of resources, in terms of corporate processes and creating space for employees to become involved in the decision-making process, and in terms of interpersonal relations and communication, both on the part of superiors and co-workers. A direct relationship between these variables has not been demonstrated by many empirical studies, but there is evidence of an indirect relationship between organizational justice and innovative behaviour. This can be supported by formal procedures within the company (for example, a system for submitting suggestions or in an informal way through the provision of support from management, a psychological contract or the creation of a positive climate within the company in accordance with the principles of organizational justice, which helps to motivate employees to submit innovative suggestions.

  19. Relationship emotional intelligence and personality traits with organizational commitment among Iranian nurses

    Directory of Open Access Journals (Sweden)

    Zahra Taherinejad

    2017-06-01

    Full Text Available In the past three decades, organizational commitment has been of interest to researchers as one of the organizational attitudes. The aim of this study was to investigate the relationship of emotional intelligence and personality traits with organizational commitment among Iranian nurses. A total of 280 nurses were selected by multistage random sampling. Study tools included emotional intelligence inventory, Neo personality inventory and organizational commitment inventory. Results showed the positive and significant relationship of emotional intelligence and its dimensions (self-expression, self-regard, independence, social responsibility, problem solving, stress tolerance, impulse control, and optimism with organizational commitment. Also, organizational commitment showed a positive and significant relationship with extroversion and conscientiousness. Moreover, components of self-expression, problem solving and stress tolerance in emotional intelligence are able to predict organizational commitment. Thus, these results indicate the importance of emotional intelligence and personality traits in organizational commitment.

  20. Relationship between organizational justice and organizational safety climate: do fairness perceptions influence employee safety behaviour?

    Science.gov (United States)

    Gyekye, Seth Ayim; Haybatollahi, Mohammad

    2014-01-01

    This study investigated the relationships between organizational justice, organizational safety climate, job satisfaction, safety compliance and accident frequency. Ghanaian industrial workers participated in the study (N = 320). Safety climate and justice perceptions were assessed with Hayes, Parender, Smecko, et al.'s (1998) and Blader and Tyler's (2003) scales respectively. A median split was performed to dichotomize participants into 2 categories: workers with positive and workers with negative justice perceptions. Confirmatory factors analysis confirmed the 5-factor structure of the safety scale. Regression analyses and t tests indicated that workers with positive fairness perceptions had constructive perspectives regarding workplace safety, expressed greater job satisfaction, were more compliant with safety policies and registered lower accident rates. These findings provide evidence that the perceived level of fairness in an organization is closely associated with workplace safety perception and other organizational factors which are important for safety. The implications for safety research are discussed.

  1. The Relationship between Multiple Commitments and Organizational Citizenship Behavior in Arab and Jewish Culture

    Science.gov (United States)

    Cohen, Aaron

    2006-01-01

    This study examined the relation between multiple commitments (organizational commitment, occupational commitment, job involvement, and group commitment), ethnicity, and cultural values (individualism/collectivism, power distance, uncertainty avoidance, and masculinity/femininity) with organizational citizenship behaviors (OCB) and in-role…

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

    Science.gov (United States)

    Joo, Baek-Kyoo

    2010-01-01

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

  3. 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.

  4. Interpersonal Conflict and Organizational Commitment Among Licensed Practical Nurses.

    Science.gov (United States)

    Loes, Chad N; Tobin, Mary B

    The shortage of nursing professionals in the United States is unquestionable. This shortage, which is predicted to continue into the foreseeable future, is a particularly salient problem within the nursing profession. This is especially true for long-term care facility administrators who not only are faced with the challenge of increasing numbers of aging residents but also regularly struggle with turnover among more cost-effective nursing staff, such as licensed practical nurses (LPNs). The primary purpose of this study was to examine whether perceived interpersonal conflict influences organizational commitment among LPNs. To accomplish this, we analyzed responses from 1165 LPNs throughout a Midwestern state who were queried on their perceptions of interpersonal conflict and organizational commitment in their work settings. Considering a wide range of potential confounding influences such as age and years working as an LPN, for example, we found that higher perceived interpersonal conflict was associated with significantly lower levels of organizational commitment. The implications of these findings, along with recommendations for nurse administrators to reduce LPN turnover, are discussed in the article.

  5. ORGANISATIONAL JUSTICE AND AFFECTIVE COMMITMENT: THE MEDIATING ROLE OF PERCEIVED ORGANISATIONAL SUPPORT

    Directory of Open Access Journals (Sweden)

    Pooja Purang

    2011-01-01

    Full Text Available Perception of fairness among employees is a guiding force that influences employee attitude and behaviour. However, the mechanisms associated with justice need to be studied further. This study hypothesises that perceived organisational support (POS mediates the relationship between organisational justice perceptions and affective commitment of employees. The study was conducted in a multi-national organisation operating in India in the service sector; the sample size was 71 employees. Baron and Kenny's model of studying the mediating relationship was used. The findings showed that POS fully mediates the relationship between distributive justice and affective commitment as well as partially mediates the relationship between procedural justice and affective commitment. This study highlights the importance of fairness and justice in organisations and identifies the mechanism by which employee perceptions of justice influence their loyalty and involvement.

  6. The Relationship between Organizational Justice and Turnover Intention: A Survey on Hospital Nurses

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    Mobin Sokhanvar

    2016-04-01

    Full Text Available Introduction: High organizational justice and its factors are associated with reduced turnover intention. Therefore, in this study, we aimed to examine the relationship between organizational justice and turnover intention among hospital nurses. Materials and Methods: This descriptive, analytical study was conducted on 135 nurses working in Labafi Nejad Hospital in Tehran, Iran, 2015. The data were collected using Beugre's (1998 questionnaire of organizational justice questionnaire. To analyze the data, Pearson’s correlation and ANOVA tests were performed using SPSS, version 20. Results: Mean organizational justice and turnover intention scores were 68.85±7.67 and 47.8±12.47, respectively. Among the different types of organizational justice, the highest mean score was pertinent to interactional justice (75.24±16.68. A significant inverse correlation was observed between turnover intention and organizational justice (r=-0.36, interactional justice (r=-0.38, and procedural justice (r=-0.36, while no association was noted between turnover intention and systemic and distributive types of justice. Furthermore, there was no link between demographic variables, organizational justice, and turnover intention. Conclusion: Considering the prominent role of organizational justice in personnel’s intention to leave their job, and given high costs of recruiting and training new staff, managers should pay especial attention to promoting justice and employees’ satisfaction and enhancing stability in their organizations by reinforcing positive attitudes in the employees.

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

    Science.gov (United States)

    Lin, Chia-Tzu; Chang, Ching-Sheng

    2015-01-01

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

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

    Directory of Open Access Journals (Sweden)

    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.

  9. 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...

  10. The Relationship between Organizational Commitment and Organizational Learning (Boroojerd Telecommunication Company as Case Study)

    OpenAIRE

    Javad Mehrabi; Mehrdad Jadidi; Fridodin Allameh Haery; Mehrdad Alemzadeh

    2013-01-01

    The purpose of this study is to study the relationship between organizational commitment and organizational learning among employees of Borojerd Communication Company. The statistical population of the study is employees of Borojerd Communication Company. The sample size was determined 162 based on Morgan table of sampling for population with 280 members. The sample members selected by random sampling method. In order to gather data, the standard questionnaire of Myer and Allen with 18 items ...

  11. THE RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND TURNOVER INTENTION OF HOSPITAL NURSES IN IRAN

    Science.gov (United States)

    Tourani, Sogand; Khosravizadeh, Omid; Omrani, Amir; Sokhanvar, Mobin; Kakemam, Edris; Najafi, Behnam

    2016-01-01

    Background: Despite advances in science and technology, human resources are of the major capital for organizations. Workforce retention is required to improve organizational efficiencies. Objective: Therefore, in this study, the relationship between organizational justice (as one of the most influential factors) and turnover intention was investigated. Methods: This descriptive-analytic study was done in the Comprehensive Jame Women’s Hospital of Tehran in 2015. The statistical sample consisted of 135 nursing staff members. The data were collected using a questionnaire of Beugre’s organizational justice and analyzed by the use of Spearman’s and Anova statistical tests. Results: Averages of organizational justice was obtained to be 68.85 ± 7.67 . Among different sorts of organizational justice, the highest average score of 75.24 ± 16.68 was achieved relevant to interactional justice. A significant relationship was observed between organizational justice (r = -0.36), interactional justice (r = -0.38), and procedural justice (r = -0.36) and turnover intention, but no relation was found between turnover intention and systemic and distributive justice. Furthermore, there was no relationship between demographic variables, organizational justice, and turnover intention. Conclusion: Considering the prominent role of organizational justice in the personnel’s intention to stay or leave and due to the high costs of recruiting and training new staff, managers should pay especial attention to justice and provide their employees’ satisfaction and stability in their organizations by creating a positive mindset in them. PMID:27482163

  12. The Effect of Organizatonal Learning on Organizational Commitment in Accommodation Sector

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    Özlem Yenidoğan

    2017-05-01

    Full Text Available The research was done with the purpose of identifying the relationship between two conceptual structures which were organizational learning and organizational commitment. Main hypothesis was identified as “There is a positive correlation between employees’ organizational learning inclination and organizational commitment.” In order to identify the relation between two conceptual structures, Likert type scale was used by using the literature. Stated likert type scales were applied for 279 people including managers’ and employees’ and statistical analysis on gathered datas from 260 questionnaires was done. In the research, both the correlation between organizational learning and sub-dimensions of organizational commitment which classified as emotional, normative, continuance commitment and the correlation between employees’ age, level of education, position and working period variables and organizational commitment were examined. Regression analysis was used in order to identify the correlation between organizational learning and organizational commitment which was the main hypothesis. Other hypotheses were tested by one way analysis of variance. It was found that that there was a positive correlation between organizational learning and organizational commitment. Result of the analysis indicates that in order to increase organizational learning inclination of managers and employees for developing their organizational commitment, applications for organizational learning should be given importance in companies.

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

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

    2013-01-01

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

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

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

    2005-01-01

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

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

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

    2018-03-01

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

  16. The Importance of Organizational Level Decision Latitude for Well-being and Organizational Commitment:

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    Dhondt, S.; Pot, F.D.; Kraan, K.O.

    2014-01-01

    Purpose This paper focusses on participation in the workplace and examines the relative importance of different dimensions of job control in relation to subjective well-being and organizational commitment. These dimensions are (1) job autonomy (within a given job), (2) functional support (from

  17. The importance of organizational level decision latitude for wellbeing and organizational commitment

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    Dhondt, S.; Pot, F.D.; Kraan, K.O.

    2014-01-01

    Purpose – This paper aims to focus on participation in the workplace and examines the relative importance of different dimensions of job control in relation to subjective well-being and organizational commitment. These dimensions are job autonomy (within a given job), functional support (from

  18. 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.

  19. 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...

  20. 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.

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

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    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.

  2. Counseling psychology trainees' perceptions of training and commitments to social justice.

    Science.gov (United States)

    Beer, Amanda M; Spanierman, Lisa B; Greene, Jennifer C; Todd, Nathan R

    2012-01-01

    This mixed methods study examined social justice commitments of counseling psychology graduate trainees. In the quantitative portion of the study, a national sample of trainees (n = 260) completed a web-based survey assessing their commitments to social justice and related personal and training variables. Results suggested that students desired greater social justice training than what they experienced in their programs. In the qualitative portion, we used a phenomenological approach to expand and elaborate upon quantitative results. A subsample (n = 7) of trainees who identified as strong social justice activists were interviewed regarding their personal, professional, and training experiences. Eleven themes related to participants' meanings of and experiences with social justice emerged within 4 broad categories: nature of social justice, motivation for activism, role of training, and personal and professional integration. Thematic findings as well as descriptive statistics informed the selection and ordering of variables in a hierarchical regression analysis that examined predictors of social justice commitment. Results indicated that trainees' perceptions of training environment significantly predicted their social justice commitment over and above their general activist orientation and spirituality. Findings are discussed collectively, and implications for training and future research are provided. (c) 2012 APA, all rights reserved.

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

    Science.gov (United States)

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

    2011-01-01

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

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

    Science.gov (United States)

    Sezgin, Ferudun

    2009-01-01

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

  5. [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.

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

    Directory of Open Access Journals (Sweden)

    Archana Shrestha Joshi

    2015-12-01

    Conclusions: Since both support from boss and training program were found to be positive and significant with affective commitment, hospitals must encourage supervisors to provide more assistance to the subordinate nurses. Moreover, hospitals should develop more training programs to keep nurses motivated. Keywords: nursing management; organizational commitment; organizational characteristics; retention.

  7. Promoting multifoci citizenship behavior: Time-lagged effects of procedural justice, trust, and commitment.

    NARCIS (Netherlands)

    Lehmann-Willenbrock, N.K.; Grohmann, A.; Kauffeld, S.

    2013-01-01

    To explain why procedural justice leads to organisational citizenship behavior (OCB), both commitment and trust have been studied—but never concurrently. Moreover, as employees aim their behaviors toward distinct targets in the workplace, citizenship behaviors as well as commitment and trust should

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

    Science.gov (United States)

    Huang, Meiju; Chen, Mei-Yen

    2013-08-01

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

  9. The association of perceived organizational justice and organizational expectations with nurses' efforts.

    Science.gov (United States)

    Motlagh, Farhad Shafiepour; Yarmohammadian, Mohammad Hossein; Yaghoubi, Maryam

    2012-03-01

    One important factor in growth, progress, and increase in work efficiency of employees of any enterprise is to make considerable effort. Supreme leader of the Islamic Republic of Iran also addressed the issue of need for more efforts. The goal of this study was to determine the association of perceived organizational justice and organizational expectations with efforts of nurses to provide a suitable model. The current study was a descriptive study. The study group consists of all nurses who worked in hospitals of Isfahan. Due to some limitations all nurses of the special unit, surgery wards and operating room were questioned. The data collection tools were the Organizational Justice Questionnaire, organizational expectations questionnaire, and double effort questionnaire. Content validity of the mentioned questionnaires was confirmed after considering the experts' comments. The reliability of these questionnaires, using the Cronbach's alpha, were 0.79, 0.83 and 0.92, respectively. The Pearson correlation and the structural equation model were used for the analysis of data. There was a significant correlation between the perceived organizational justice and the double effort of nurses during the surgery of patients. Correlation of the expectation from job, usefulness of job, and its attractiveness with double effort of nurses before the surgery was also statistically significant. Moreover, it was shown that the root of the mean square error of estimation (RMSEA) was 0.087, the fitted goodness index (GFI) was 0.953, the value of chi-square was 268.5, and the model was statistically significant (p Justice is an essential need for human life and its importance in organizations and social life of individuals is evident.

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

    Directory of Open Access Journals (Sweden)

    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.

  11. Valuing Employees with Disabilities: A Chain Effect of Pro-Disability Climate on Organizational Commitment

    Directory of Open Access Journals (Sweden)

    Jenell Lynn-Senter Wittmer

    2017-08-01

    Full Text Available Previous organizational research has focused heavily on organizational commitment, for employees in general, as well as for specific minority groups. However, there is a large gap in the research literature concerning the organizational commitment of people with disabilities. The current study contributes to the literature both by investigating the predictors of reported organizational commitment of people with disabilities, as well by examining organizational-level predictors, rather than individual-level phenomena. Additionally, rather than examining legal or compliance issues related to people with disabilities, as is found in most previous research, the current study examines contextual predictors of organizational commitment, pro-disability climate, pro-disability technology, and availability of flexible work arrangements. Structural equation modeling results suggest that there is a chain effect of pro-disability climate, which impacts the organizational commitment of people with disabilities through pro-disability technology and flexible work arrangements. Implications for both research and human resource practitioners are discussed.

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

    Science.gov (United States)

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

    2017-05-18

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

  13. The effect of organizational justice on knowledge sharing: Empirical evidence from the Chinese telecommunications sector

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    Tayyaba Akram

    2017-09-01

    Full Text Available This study assessed the impact of organizational justice on knowledge sharing among employees of Chinese telecommunications firms. The study focused on five forms of organizational justice (distributive, procedural, interactional, temporal, and spatial and two forms of knowledge sharing (donating and collecting. A self-administered questionnaire yielded data for 245 employees. The data were analyzed using a two-step process in Amos 21. First, the measurement model was determined through CFA. Second, SEM was applied to test the hypotheses. The results suggest that if employees have positive perceptions of distributive, procedural, interactional, and temporal justice, they are intrinsically encouraged to share their knowledge with colleagues. Spatial justice, however, was found to affect knowledge sharing negatively and significantly. In an organizational work context, each form of organizational justice has a unique contribution toward knowledge sharing. Therefore, all forms of organizational justice should be considered.

  14. THE MEDIATING ROLE OF ORGANIZATIONAL JUSTICE ON THE EFFECTS OF LEADER-MEMBER EXCHANGE ON ORGANIZATIONAL CITIZINSHIP BEHAVIOUR

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    Erol TEKİN

    2018-04-01

    Full Text Available The aim of the study is to investigate the mediating effect of organizational justice on the effect of leadermember exchange on organizational citizenship behavior. Within the scope of this purpose, a questionnaire study has been carried out on 250 banking employee. The obtained data has been analyzed with factor analysis, correlation analysis and regression analysis. Analyzes has been performed with SPSS 20.0 analysis software. According to the results, it has been found that leader-member exchange affects organizational citizenship behavior positively and meaningfully. Similarly, it has been found that organizational justice affects organizational citizenship behavior positively and meaningfully. It has also been found that organizational justice citizenship behavior has a partial mediation effect on the relation between leader-member exchange and organizational citizenship behavior.

  15. An Empirical Study of the Relationship Among Job Satisfaction, Organizational Commitment and Turnover Intention

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    Sinem Aydogdu

    2011-01-01

    Full Text Available This study conducted on 100 employees from production sector and 82 employees from service provider sector. The relationship among job satisfaction, organizational commitment and turnover intention are investigated to determine statistically significant relations. The results of the study support the hypotheses. Job Satisfaction has a significant and positive relationship with three dimensions of organizational commitment and turnover intention has a significant and negative relationship with job satisfaction and organizational commitment.

  16. Organizational Justice and the Shortage of Nurses in Medical & Educational Hospitals, in Urmia-2014.

    Science.gov (United States)

    Fathabad, Heidar Sharifi; Yazdanpanah, Abbas; Hessam, Somayeh; Chimeh, Elham Ehsani; Aghlmand, Siamak

    2015-06-12

    One of the most important reasons of turnover is perceptions of organizational justice. The purpose of this study was to investigate the effect of perceived organizational justice and its components on turnover intentions of nurses in hospitals of Urmia University of Medical Sciences. This cross-sectional study was among nurses. 310 samples were estimated according to Morgan Table. Two valid and reliable questionnaires of turnover and organizational justice were used. Data analysis was performed using the software SPSS20. Using the Kolmogorov-Smirnov test, the normality and relationship between variables with Pearson and Spearman correlation test were analyzed. Most people were married and aged between 26 and 35 years, BA and were hired with contraction. The mean score of organizational justice variable was 2.59. The highest average was the interactional justice variable (2.81) and then Procedural fairness variable (2.75) and distributive justices (2.03) were, respectively. The mean range of turnover variable was 3.10. The results showed weak and negative relationship between various dimensions of organizational justice and turnover in nurses. Organizational justice and turnover had inverse relationship with each other. Therefore how much organizational justice in the organization is more; employees tend to stay more. Finally, suggestions for improvement of justice proposed.

  17. 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.

  18. 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…

  19. Why does interactional justice promote organizational loyalty, job performance, and prevent mental impairment? The role of social support and social stressors.

    Science.gov (United States)

    Otto, Kathleen; Mamatoglu, Nihal

    2015-01-01

    Using social exchange theory as a conceptual framework, we investigated the relationship between interactional justice and the outcomes organizational loyalty (affective commitment, turnover intentions), perceived job performance (self-rated performance, personal accomplishment), and mental impairment (cognitive irritation, emotional exhaustion) in an online survey of 218 employees working in the field of computer technology. Specifically, we predicted that interactional justice would heighten the quality of social exchange relationships and therefore expected perceived social support (POS) and bullying to mediate the proposed relationships. We tested our hypotheses applying a latent structural equation model. Our findings revealed that POS mediated the relationship between interactional justice and organizational loyalty, whereas bullying mediated the relationship between interactional justice and mental impairment. Practical implications are discussed concerning how to foster interactional justice and POS and how to weaken bullying behavior.

  20. 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

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

    Science.gov (United States)

    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.

  2. Relationship between Organizational Justice Perception and Engagement in Deviant Workplace Behavior

    Directory of Open Access Journals (Sweden)

    Muhammad Irfan Syaebani

    2013-07-01

    Full Text Available Deviant workplace behavior is not something unusual and is prevalent in organizational dynamics. It is found in all types of organizations and in all levels of positions. This deviance is costly not only in financial, but also in social and psychological terms. This research aims to reveal whether there is any association between organizational justice perception and engagement in deviant workplace behavior since so many scholars argue that organizational injustice can serve as one of the causes to workplace deviance. Three forms of organizational justice are used in this research; they are: distributive, procedural, and interactional justice. Additionally, two dimensions are used to classify deviant workplace behavior, which are severity and target. Putting these two dimensions into low-high continuum, it helps to develop a typology of deviant workplace behavior into four classifications: production, political, property, and personal aggression. Result findings show us that organizational justice perception play important role in the occurrence of deviant workplace behavior. However, it is not the sole predictor since only one deviant workplace behavior (out of twelve which correlates significantly with one form of organizational justice.Keywords: Deviant workplace behavior, organizational justice, distributive justice, procedural justice, interactional justice, production deviance, political deviance, property deviance, personal aggression

  3. 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.

  4. Longitudinal Relationships Between Organizational Justice, Productivity Loss, and Sickness Absence Among Older Employees

    NARCIS (Netherlands)

    Ybema, Jan Fekke; van der Meer, Laudry; Leijten, Fenna R M

    2016-01-01

    PURPOSE: The aim of this study was to assess whether organizational justice lowers productivity loss and sickness absence, and whether there are reverse effects of productivity loss and sickness absence on organizational justice. METHOD: A longitudinal study with 2 years of follow-up was conducted

  5. Longitudinal relationships between organizational justice, productivity, loss and sickness absence older employees

    NARCIS (Netherlands)

    Ybema, J.F.; Meer, L. van der; Leijten, F.R.M.

    2016-01-01

    Purpose The aim of this study was to assess whether organizational justice lowers productivity loss and sickness absence, and whether there are reverse effects of productivity loss and sickness absence on organizational justice.Method A longitudinal study with 2 years of follow-up was conducted

  6. Organizational Justice: Personality Traits or Emotional Intelligence? An Empirical Study in an Italian Hospital Context

    Science.gov (United States)

    Di Fabio, Annamaria; Palazzeschi, Letizia

    2012-01-01

    The purpose of this study was to investigate the role of personality traits and emotional intelligence in relation to organizational justice. The Organizational Justice Scale, the Eysenck Personality Questionnaire-Revised Short Form, and the Bar-On Emotional Quotient Inventory were administered to 384 Italian nurses. The emotional intelligence…

  7. Organizational Justice Perceptions and Views on Violence of Branch Teachers Working in Primary Schools

    Science.gov (United States)

    Koç, Mehmet; Akçay, Cengiz; Akyol, Bertan

    2016-01-01

    The aim of this research is to determine the organizational justice perceptions and perspectives toward violence of branch teachers in primary school. In this frame, the correlation between dimensions of organizational justice perceptions and perspectives toward violence of teachers was examined and all dimensions of this relation if…

  8. Promoting employee wellbeing: the relevance of work characteristics and organizational justice.

    Science.gov (United States)

    Lawson, Katrina J; Noblet, Andrew J; Rodwell, John J

    2009-09-01

    Research focusing on the relationship between organizational justice and health suggests that perceptions of fairness can make significant contributions to employee wellbeing. However, studies examining the justice-health relationship are only just emerging and there are several areas where further research is required, in particular, the uniqueness of the contributions made by justice and the extent to which the health effects can be explained by linear, non-linear and/or interaction models. The primary aim of the current study was to determine the main, curvilinear and interaction effects of work characteristics and organizational justice perceptions on employee wellbeing (as measured by psychological health and job satisfaction). Work characteristics were measured using the demand-control-support (DCS) model (Karasek and Theorell, 1990) and Colquitt's (2001) four justice dimensions (distributive, procedural, interpersonal and informational) assessed organizational justice (Colquitt, 2001). Hierarchical regression analyses found that in relation to psychological health, perceptions of justice added little to the explanatory power of the DCS model. In contrast, organizational justice did account for unique variance in job satisfaction, the second measure of employee wellbeing. The results supported linear relationships between the psychosocial working conditions and the outcome measures. A significant two-way interaction effect (control x support at work) was found for the psychological health outcome and the procedural justice by distributive justice interaction was significant for the job satisfaction outcome. Notably, the findings indicate that in addition to traditional job stressors, health promotion strategies should also address organizational justice.

  9. Job insecurity and job performance : the moderating role of organizational justice and the mediating role of work engagement

    NARCIS (Netherlands)

    Wang, H.; Lu, C.Q.; Siu, O.L.

    2015-01-01

    Organizational justice has been shown to play an important role in employees’ affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees’ performance, and examined the

  10. A study on the effect of organizational climate on organizational commitment: A case study of educational system

    Directory of Open Access Journals (Sweden)

    Bahman Saeidipou

    2013-01-01

    Full Text Available Building strong commitment among organizational employees plays an important role in reducing delays and displacement. It can also increase employee efficiency, employees' mental freshness and manifesting both organizational admirable targets and personal goals. The purpose of this study is to detect and to forecast the impact of organizational climate on level of organizational commitment among staff education in city of Kermanshah located in west part Iran. The survey designs questionnaires and collects necessary information using a descriptive survey. The statistical population includes all 921 employees who were either enrolled in administration level or work as teacher in all areas of city of Kermanshah. The study selects 300 individuals from the statistical population randomly. The proposed model of this paper uses factor analysis to determine the most important factors influencing organizational commitment and Cronbach alpha is used to validate the results. The results show that there is a significant relationship between the components of role and paying enough attention to goals, the variable organizational climate, and the whole variable dimensions of organizational commitment. The other observation is that there was a weak relationship with some components of social commitment, and there was not any significant relationship with other aspects. Results of multivariate regression analysis shows that there was a high correlation between organizational climate and social commitment (t-student=6.208.

  11. 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.

  12. The Effects of Organizational Justice on Positive Organizational Behavior: Evidence from a Large-Sample Survey and a Situational Experiment

    Science.gov (United States)

    Pan, Xiaofu; Chen, Mengyan; Hao, Zhichao; Bi, Wenfen

    2018-01-01

    Employees' positive organizational behavior (POB) is not only to promote organizational function but also improve individual and organizational performance. As an important concept in organizational research, organizational justice is thought to be a universal predictor of employee and organizational outcomes. The current set of two studies examined the effects of organizational justice (OJ) on POB of employees with two different studies, a large-sample survey and a situational experiment. In study 1, a total of 2,566 employees from 45 manufacturing enterprises completed paper-and-pencil questionnaires assessing organizational justice (OJ) and positive organizational behavior (POB) of employees. In study 2, 747 employees were randomly sampled to participate in the situational experiment with 2 × 2 between-subjects design. They were asked to read one of the four situational stories and to image that this situation happen to the person in the story or them, and then they were asked to imagine how the person in the story or they would have felt and what the person or they subsequently would have done. The results of study 1 suggested that OJ was correlated with POB of employees and OJ is a positive predictor of POB. The results of study 2 suggested that OJ had significant effects on POB and negative organizational behavior (NOB). Procedural justice accounted for significantly more variance than distributive justice in POB of employees. Distributive justice and procedural justice have different influences on POB and NOB in terms of effectiveness and direction. The effect of OJ on POB was greater than that of NOB. In addition, path analysis indicated that the direct effect of OJ on POB was smaller than its indirect effect. Thus, many intermediary effects could possibly be between them. PMID:29375434

  13. The Effects of Organizational Justice on Positive Organizational Behavior: Evidence from a Large-Sample Survey and a Situational Experiment.

    Science.gov (United States)

    Pan, Xiaofu; Chen, Mengyan; Hao, Zhichao; Bi, Wenfen

    2017-01-01

    Employees' positive organizational behavior (POB) is not only to promote organizational function but also improve individual and organizational performance. As an important concept in organizational research, organizational justice is thought to be a universal predictor of employee and organizational outcomes. The current set of two studies examined the effects of organizational justice (OJ) on POB of employees with two different studies, a large-sample survey and a situational experiment. In study 1, a total of 2,566 employees from 45 manufacturing enterprises completed paper-and-pencil questionnaires assessing organizational justice (OJ) and positive organizational behavior (POB) of employees. In study 2, 747 employees were randomly sampled to participate in the situational experiment with 2 × 2 between-subjects design. They were asked to read one of the four situational stories and to image that this situation happen to the person in the story or them, and then they were asked to imagine how the person in the story or they would have felt and what the person or they subsequently would have done. The results of study 1 suggested that OJ was correlated with POB of employees and OJ is a positive predictor of POB. The results of study 2 suggested that OJ had significant effects on POB and negative organizational behavior (NOB). Procedural justice accounted for significantly more variance than distributive justice in POB of employees. Distributive justice and procedural justice have different influences on POB and NOB in terms of effectiveness and direction. The effect of OJ on POB was greater than that of NOB. In addition, path analysis indicated that the direct effect of OJ on POB was smaller than its indirect effect. Thus, many intermediary effects could possibly be between them.

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

    Directory of Open Access Journals (Sweden)

    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. 

  15. the influence of organisational justice on employees' commitment

    African Journals Online (AJOL)

    Mugumbate

    five manufacturing firms from Industrial Estates in Ibadan, Oyo. States. ... payment for the performance of concrete tasks are basis ... discussions in the utilisation of organisational justice in the work place ... rules are to be applied, they are equality (to each the same) .... organization, and has implication for the decision to.

  16. ORGANISATIONAL JUSTICE AND AFFECTIVE COMMITMENT: THE MEDIATING ROLE OF PERCEIVED ORGANISATIONAL SUPPORT

    OpenAIRE

    Pooja Purang

    2011-01-01

    Perception of fairness among employees is a guiding force that influences employee attitude and behaviour. However, the mechanisms associated with justice need to be studied further. This study hypothesises that perceived organisational support (POS) mediates the relationship between organisational justice perceptions and affective commitment of employees. The study was conducted in a multi-national organisation operating in India in the service sector; the sample size was 71 employees. Baron...

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

    Science.gov (United States)

    Sarikaya, Nuray; Erdogan, Çetin

    2016-01-01

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

  18. Linking Selective Hiring to Organizational Commitment: Evidence From the Hotel Industry of Malaysia

    OpenAIRE

    Nasurdin Aizzat Mohd.; Ahmad Noor Hazlina; Ling Tan Cheng

    2015-01-01

    This study investigates the relationship between selective hiring and organizational commitment. Analysis using Partial Least Squares technique of data from 290 frontline hotel employees in Peninsular Malaysia revealed that selective hiring has a significant positive effect on organizational commitment. Theoretical discussion, practical implications, limitations, and directions for future research are provided.

  19. Perception of the Effect of Leadership Styles on Organizational Commitment at Tribal Colleges and Universities

    Science.gov (United States)

    Mathern, Amber M.

    2016-01-01

    This study was conducted to determine if a relationship exists between the perceived leadership style of supervisors and the organizational commitment level of the subordinate employees within Tribal Colleges and Universities (TCUs). Additionally, the study examined whether a difference exists in the organizational commitment levels of TCU…

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

    NARCIS (Netherlands)

    L.G. Tummers (Lars); L. den Dulk (Laura)

    2013-01-01

    textabstractAim: The aim of this study was to analyze the effects of work alienation on organizational commitment, work effort and work-to-family enrichment. Background: There is substantial research on the effects of work alienation on passive job performance, such as organizational commitment.

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

    Science.gov (United States)

    Puncreobutr, Vichian

    2016-01-01

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

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

    Science.gov (United States)

    Holliman, Stephanie Layne

    2012-01-01

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

  3. An Analysis of the Relationship between Education and Organizational Commitment in a Variety of Occupational Groups.

    Science.gov (United States)

    Mottaz, Clifford J.

    1986-01-01

    Investigated the relationship between education and organizational commitment. Results indicated that education has an indirect positive effect on organizational commitment by increasing work rewards, but a direct negative effect when work rewards are held constant. The latter finding is due to the higher work values associated with increased…

  4. Linking Selective Hiring to Organizational Commitment: Evidence From the Hotel Industry of Malaysia

    Directory of Open Access Journals (Sweden)

    Nasurdin Aizzat Mohd.

    2015-01-01

    Full Text Available This study investigates the relationship between selective hiring and organizational commitment. Analysis using Partial Least Squares technique of data from 290 frontline hotel employees in Peninsular Malaysia revealed that selective hiring has a significant positive effect on organizational commitment. Theoretical discussion, practical implications, limitations, and directions for future research are provided.

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

    Science.gov (United States)

    Syed, Javaid A.

    2017-01-01

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

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

    Science.gov (United States)

    Jing, Lizhen; Zhang, Deshan

    2014-01-01

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

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

    Science.gov (United States)

    Cakmak-Otluoglu, K. Ovgu

    2012-01-01

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

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

    Science.gov (United States)

    Devos, Geert; Tuytens, Melissa; Hulpia, Hester

    2014-01-01

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

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

    Science.gov (United States)

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

    2009-01-01

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

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

    Science.gov (United States)

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

    2016-01-01

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

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

    Science.gov (United States)

    Yang, Feng-Hua; Chang, Chen-Chieh

    2008-06-01

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

  12. Effects of organizational justice on depressive symptoms and sickness absence: a longitudinal perspective.

    Science.gov (United States)

    Ybema, Jan F; van den Bos, Kees

    2010-05-01

    A longitudinal three-wave study among a large representative sample of 1519 employees of various companies in The Netherlands examined how organizational justice (as measured by distributive and procedural justice) was related to depressive symptoms and sickness absence. It was predicted that perceived justice would contribute to lower depressive symptoms and sickness absence, whereas depressive symptoms and absenteeism in turn would contribute to lower perceptions of organizational justice. In line with the predictions, we found that both distributive and procedural justice contributed to lower depressive symptoms, and distributive justice contributed to lower sickness absence in the following year. With regard to reversed effects, sickness absence contributed to lower perceptions of distributive justice to some extent. Moreover, sickness absence was related to higher depressive symptoms a year later. This research shows the importance of justice in organizations as a means to enhance the wellbeing of people at work and to prevent absenteeism. Copyright (c) 2010 Elsevier Ltd. All rights reserved.

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

    Directory of Open Access Journals (Sweden)

    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.

  14. 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.

  15. Relationship between Organizational Perceived Justice and Organizational Citizenship Behavior among an Iranian Hospital’s Employees, 2013

    Science.gov (United States)

    Bahrami, Mohammad Amin; Montazeralfaraj, Razieh; Gazar, Saeed Hashemi; Tafti, Arefeh Dehghani

    2014-01-01

    Background: Organizational citizenship behavior just referred to a set of discretionary workplace behaviors that exceed one’s job requirements. The main objective of this study was to determine the relationship between organizational perceived justice and organizational citizenship behavior. Methods: This cross-sectional study was done in Shahid Sadoughi Hospital in Yazd, Iran in 2013. A total of 100 hospital employees contributed in the study. The required data was gathered using 2 valid questionnaires, including the Moorman & Niehoff organizational perceived justice questionnaire and the McKinsey organizational citizenship behavior questionnaire. Data were analyzed using SPSS version 16. Descriptive statistics, Chi square, and Pearson’s correlation coefficient were used for data analysis. Results: There was a significant positive relationship between organizational perceived justice and organizational citizenship behavior among the studied hospital’s employees (P ≤ 0.05, R = 0.33). Conclusion: This study confirmed that any policy that leads to better organizational justice perception will contribute in better organizational citizenship behavior which will increase the hospital’s productivity. PMID:25763156

  16. 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.

  17. Spirituality at the workplace and its role on organizational justice

    Directory of Open Access Journals (Sweden)

    Jamshid Salehi Sadaghiani

    2012-01-01

    Full Text Available Spirituality and ethics play important roles in bringing justice for many business units. During the past few years, there has been growing concern on thinking about profitability without considering other aspects such as spirituality. The infamous Enron incident has been a crystal clear of a case of thinking just on short-term profitability without considering other ethical issues. Spirituality helps organizations create ethical values, responsibility and job satisfaction among workers and these issues could increase business competitive advantages. In this paper, we study the impact of spirituality on different levels of individual, workspace and organizational for a real-world case study. The survey results of this paper indicate that spirituality could significantly impact the organization in different levels.

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

    OpenAIRE

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

    2009-01-01

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

  19. 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, ...

  20. Work gets unfair for the depressed: cross-lagged relations between organizational justice perceptions and depressive symptoms.

    Science.gov (United States)

    Lang, Jessica; Bliese, Paul D; Lang, Jonas W B; Adler, Amy B

    2011-05-01

    The organizational justice literature has consistently documented substantial correlations between organizational justice and employee depression. Existing theoretical literature suggests this relationship occurs because perceptions of organizational (in)justice lead to subsequent psychological health problems. Building on recent research on the affective nature of justice perceptions, in the present research we broaden this perspective by arguing there are also theoretical arguments for a reverse effect whereby psychological health problems influence perceptions of organizational justice. To contrast both theoretical perspectives, we test longitudinal lagged effects between organizational justice perceptions (i.e., distributive justice, interactional justice, interpersonal justice, informational justice, and procedural justice) and employee depressive symptoms using structural equation modeling. Analyses of 3 samples from different military contexts (N₁ = 625, N₂ = 134, N₃ = 550) revealed evidence of depressive symptoms leading to subsequent organizational justice perceptions. In contrast, the opposite effects of organizational justice perceptions on depressive symptoms were not significant for any of the justice dimensions. The findings have broad implications for theoretical perspectives on psychological health and organizational justice perceptions.

  1. Direct and indirect effects of organizational justice on work ability.

    Science.gov (United States)

    Spanier, K; Radoschewski, F M; Gutenbrunner, C; Bethge, M

    2014-12-01

    Organizational justice (OJ), involving transparent workplace procedures and treating staff members with respect, has been of growing concern in recent epidemiological research as a determinant of health-related outcomes. To examine the factorial validity of the German version of Moorman's Organizational Justice Questionnaire (OJQ), to investigate the direct cross-sectional effect of OJ on self-rated work ability and to analyse if there is an additional indirect effect of OJ on work ability mediated by effort-reward imbalance. An analysis of cross-sectional data from the Second German Sociomedical Panel of Employees, involving white-collar workers employed at least half time. We performed confirmatory factor analyses to test the factorial validity of the OJQ and analysed the direct and indirect associations of OJ and self-rated work ability by path model analysis. Of the 1217 participants (47% female; mean age: 51) 36% had poor work ability. Factor analyses confirmed the two-factor structure of the German OJQ. Work ability was explained directly by OJ (β = 0.30) and effort-reward imbalance (β = -0.27). Additionally, we identified an indirect effect of OJ that was mediated by effort-reward imbalance (β = 0.14). The total effect of OJ on work ability was remarkably strong (β = 0.44). Associations remained unchanged after adjustment for socio-demographic parameters. This study showed the importance of considering additional indirect pathways when examining the impact of OJ on the work ability of employees. © The Author 2014. Published by Oxford University Press on behalf of the Society of Occupational Medicine. All rights reserved. For Permissions, please email: journals.permissions@oup.com.

  2. Relations between organizational commitment and demographic factors: a research in banking sector

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    Nizamettin Dogar

    2014-07-01

    Full Text Available Aim of this research is to answer if organizational commitment changes according to demografic factors. Inputs gained from 200 person sample group from banking sector. According to the analysis it is found that affective and continuance commitment increases with age and job experience, and all componenets of commitment increase according to time in the last job. With the results derived from analysis, research’s support to organizational theory is discussed and some advices put forward.

  3. PREVAILING ORGANIZATIONAL IDENTITY STRENGTH: THE RELATIONSHIP BETWEEN IDENTITY, JUSTICE PERCEPTIONS AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

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    Özge Mehtap

    2014-01-01

    Full Text Available Studies on the organizational identity concept hasgained a considerableacceleration in the recent years while, organizational identity strength has beenexamined as a comparatively less studied aspect oforganizational identity. On theother side there are various studies which put forth the positive relation betweenorganizational justice perceptions(OJP and organizational citizenship behavior(OCB. The aim of this study is to reveal the effects of organizational identitystrength(OIS and OJP on the OCB. The sub-goal of the study is to present theimportance of OIS on the informal organizational behaviors. In this study, surveymethod has been conducted with 294 white-collar workers who work in Turkishpharmaceutical industry. Data taken by the questionnaires were analyzed usingSPSS 18.0 program. Hierarchical regression analysishas been implemented to putforward the independent variables’ effects on the dependent variable. Some of thehypothesis of the study has been accepted. The results also show that OIS has aconsiderable effect on the dimensions of OCB when compared to OJP.

  4. The importance of organizational justice in ensuring research integrity.

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

    2010-09-01

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

  5. The Impact of Ethical Climate on Emotional Organizational Commitment: A Survey in the Accommodation Industry

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    Melike Gül

    2017-12-01

    Full Text Available Organizational commitment is crucial in the service-oriented hospitality industry. A service-oriented firm may achieve high quality service standards and customer satisfaction by employing qualified occupations. Employing qualified staff requires motivation and emotional organizational commitment. In addition, having a positive working ethical climate in the firm is crucial for profitability and productivity. Thus, hospitality businesses can achieve industrial competitiveness. The aim of the study is to determine the effect of the ethical climate on the emotional organizational commitment in the accommodation enterprises. The study addresses ethical climate scale developed by Victor and Cullen (1993 and emotional organizational commitment sub-scale developed by Meyer and Allen (1991. The survey data were obtained from a total of 340 participants who employ at six different 5-star hotels operating in Antalya. The first part of the questionnaire covers questions that determine the relationship between employees' organizational ethical climate perceptions and emotional organizational commitment. In the second part, there are questions asked to determine the demographic characteristics of the participants. The ongoing analyzes will be tested by structural equation modelling. Research result will be show positive relationships between positive ethical climate and emotional organizational commitment in accommodation enterprises. In addition, the study examines whether the emotional organizational commitment levels of employees differ or not according to sex, marital status, age, income level, education, study period and departments.

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

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

    2006-01-01

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

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

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    Lowhorn, Greg L.

    2009-01-01

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

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

    Science.gov (United States)

    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.

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

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    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.

  10. Workplace Bullying and Its Influence on the Perception of Organizational Justice and Organizational Citizenship Behavior in Higher Education

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    Mourssi-Alfash, Mohamed F.

    2014-01-01

    Most studies in the literature on workplace bullying concentrated on identifying the characteristics of who the bully and the bullied are, bullying behaviors and acts, and the effects of these bullying practices. However, there is not much in the literature about the perception of organizational justice and organizational citizenship behavior…

  11. 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.

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

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    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…

  13. An investigation on relationship between employees’ job satisfaction and organizational commitment

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    Hamzeh Samadi Miarkolaei

    2014-04-01

    Full Text Available Job satisfaction is normally referred to cognitive, affective and evaluative reactions or attitude and state, which is a pleasurable or positive emotional state resulting from the appraisal of one’s job or experience. Organizational commitment has been defined as the extent where an individual accepts, internalizes, and views his/her role based on organizational values and objectives. The purpose of present research is to investigate the relationship between employees’ job satisfaction and organizational commitment of Red Crescent Society’s Textile Industries of Islamic Republic of Iran. (N=180 and n=106. Minnesota Satisfaction Questionnaire (MSQ and Allen and Meyer’s Organizational Commitment Questionnaires are used for collecting data. There were significant relationships between employees’ job satisfaction, organizational commitment, and their dimensions as descripted in results and conclusion.

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

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    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.

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

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

    2014-11-10

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

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

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    Honda, Yuki; Hochi, Yasuyuki; Mizuno, Motoki

    2012-01-01

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

  17. The Effect of Internal Marketing on Organizational Commitment in Ghods Hospital in Arak City, 2016

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    Mojgan Ahmari Nejad

    2017-06-01

    Full Text Available Abstract Background: Internal marketing is one of the applied instruments for managers to plan human force. This study aimed to investigate the effect of internal marketing on organizational commitment in a remedial center. Materials and Methods: This study has an applied purpose and its nature is causal-survey. Statistical population consisted of 450 working employees in Ghods hospital in Arak city. Out of these, 207 samples were selected by available random cluster sampling. Data were gathered by standard questionnaires and the reliability of them validated by Cronbach’s alpha coefficient. Data analysis was performed by linear regression by using SPSS 19 software. Results: The findings of this study showed that internal marketing had an effect on organizational commitment and the value of it was 0.2. Also, reward affected on organizational commitment which was equal to 0.13. The effect of communication on organizational commitment was positive and the value of it was 0.16. Development had an effect on organizational commitment which was equal to 0.16. In addition, safe workplace had an effect on organizational commitment and the value of it was 0.12. Also, the effect of job recruitment and appointment was positive which was equal to 0.11. Conclusion: According to the results, it is essential to pay attention to necessary requirements and conditions for providing an appropriate bed to expand internal marketing and employees’ participation to develop organizational commitment.

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

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

    2014-12-01

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

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

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    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

  20. RELATIONSHIP BETWEEN THE ORGANIZATIONAL COMMITMENT WITH THE TRUST TO MANAGEMENT OF THE ATHLETES

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    Ercan ZORBA

    2015-08-01

    Full Text Available The aim of this study is to determine whether the relationship between organizational trust and organizational commitment. In order words, is intended to determine whether an effective factor on organizational commitment of the trusth levels to management of athletes. As research data collection tool is used the short form of Organizational trust Inventory developed by Bromiley and Cummings (1996. Tüzün (2006 has turned the Turkish and has tested of scale reliability and validity using the varimax rotated factor analysis. According to Alpha (Cronbach's alpha is designated as the reliability coefficient of 0.84. The obtained data are calculated frequency and percent values. In the analysis of data was used independent sample t tes t and One - way analysis of variance (ANOVA. In addition, is used "Personal Information Form" prepared by the researcher to achieve to some personal information of participants. The universe of this study, is creating licensed athletes in sports clubs, samp le; who voluntarily agree to participate in research constitutes 240 licensed athletes from sports club in Muğla. When examined by gender and organizational commitment status, although a have higher women than men organizational commitment scores, there is no commitment levels significant difference at the 0.05 level. Organizational commitment status was higher married participants than single participants also p <0.05 level has a significant difference. According to the education level, has a significant difference p<0.05 level among organizational commitment scores. As a result, a tendency to participate in high - level statements about the participants' emotional and cognitive organizational trust can say they play. We can say that the statements were und ecided about emotional commitment. Statements regarding the normative commitment and high level of participation is seen as unstable and exhibits a high level of participation towards their continued

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

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    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.

  2. [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

  3. JOB SATISFACTION FOR PHYSICAL EDUCATION TEACHERS AND ITS RELATIONSHIP TO JOB PERFORMANCE AND ORGANIZATIONAL COMMITMENT

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    Mouloud Kenioua

    2016-06-01

    Full Text Available The purpose: this study was to investigate the relation and correlation between job satisfaction, job performance, and organizational commitment among physical education teachers. Material: The participants where 100 physical educations teachers’ male and female from secondary schools. Job satisfaction, job performance, and organizational commitment were measured through a questionnaire has 05 axes. Results: The findings indicated that there was a strongly positive relationship between job satisfaction and job performance, and the same relationship between job satisfaction and organizational commitment. Conclusion: there is a need to create an appropriate environment to ensure the success of the professors of physical education as well as providing incentives and promotions through clear standards.

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

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

    2015-01-01

    The objective of this study is to identify relationships between three components of organizational commitment and organizational characteristics of nurses in the western and the eastern region of Nepal. A self-administrated questionnaire was used to collect data from 310 nurses currently working at various hospitals in the eastern and the western region of the country. The questionnaire included three sections namely 1) personal characteristics 2) organizational characteristics and 3) organizational commitments scale. Descriptive analysis and multiple regression analysis were performed to identify significance in various relationships. Out of the 240 completed questionnaires, 226 were found valid for analysis. The mean age was 27.4 years. For each depended variable affective, continuance and normative commitment, multiple regression analysis was performed with personal Characteristics and organizational characteristics as independent variables. All independent variables were found significantly related to each of the two dependent variables; affective commitment and normative commitment (R2 adjusted=0.24, pcommitment. Both support from boss (β=0.138, pcommitment. On the other hand, satisfaction with training (β=0.191, pcommitment. Since both support from boss and training program were found to be positive and significant with affective commitment, hospitals must encourage supervisors to provide more assistance to the subordinate nurses. Moreover, hospitals should develop more training programs to keep nurses motivated.

  5. The Impact of Organizational Commitment and Nursing Organizational Culture on Job Satisfaction in Korean American Registered Nurses.

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    Kim, Young Im; Geun, Hyo Geun; Choi, SookJa; Lee, Young Sil

    2016-09-01

    This study aimed to describe the perceived level of organizational commitment and organizational culture of Korean American Registered Nurses (KARNs) and to investigate predictors of job satisfaction. A total of 163 KARNs working in U.S. hospitals responded to a Web survey. Descriptive analysis, t test, analysis of variance, and stepwise regressions were used for data analysis. KARNs reported moderate levels of job satisfaction (3.5 ± 0.58). Job satisfaction was positively correlated with both organizational commitment (r = .85, p Organizational commitment, culture, marital status, and workplace were significant predictors of and explained 76.8% of the variance in job satisfaction. This study provides evidence to help nursing managers and health policy makers develop educational programs aimed at enhancing job satisfaction and retention of KARNs. © The Author(s) 2016.

  6. [Effects of nurses' social capital on turnover intention: focused on the mediating effects organizational commitment and organizational cynicism].

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    Han, Jeongwon; Woo, Heeyoung; Ju, Eunsil; Lim, Sohee; Han, Sangsook

    2013-08-01

    The purpose of this study was to investigate the casual relationship between nurses' social capital and turnover intention and to verify the goodness of fit between a hypothetical model and actual data in order to suggest the best model. This survey was conducted with 315 nurses working in general hospitals in Seoul. Data were collected from December 1 to December 30, 2011, and analyzed using SPSS Windows 18.0 and AMOS 16.0. Nurses' social capital was found to have a direct effect on reducting organization cynicism and increasing organizational commitment. Nurses' organizational cynicism and organizational commitment were found to have a direct effect on turnover intention, but social capital did not have a direct effect on turnover intention. However, social capital had a partial and indirect effect on turnover intention through mediating organizational cynicism and organizational commitment. Results of this study indicate that nurse managers should put increased effort in reducing nurses' organizational cynicism and improving their organizational commitment, two contrary parameters. At the same time managers need to develop plans to establish social capital more efficiently so that nurses have lower turnover intention.

  7. Transformational Leadership and Change: How Leaders Influence Their Followers' Motivation Through Organizational Justice.

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    Deschamps, Carl; Rinfret, Natalie; Lagacé, Marie Claude; Privé, Catherine

    2016-01-01

    In the past decade, the reform of Québec's healthcare establishments has resulted in a reduction in the number of institutions through mergers and closures. In this report, we investigate the consequences of reform by looking at managers' motivations and related mitigating factors. We examine the influence that transformational leaders have on their employees' motivation through organizational justice. Using a survey of 253 healthcare managers, we describe how the positive impact of transformational leadership on motivation is fully mediated via different aspects of organizational justice. The results indicate that while transformational leaders influence each type of organizational justice, followers' motivation is affected primarily by procedural and interpersonal justice and little by distributive justice.

  8. The Changing Context and the Organizational Justice Impact on the Employee Well-Being

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    Vanessa de Fátima Nery

    Full Text Available Abstract The context of organizational change may affect the well-being, namely when this change generate unfairness perceptions on employees. The aim of this study was to investigate the influence of the organizational change context on the perception of organizational justice and well-being. We proposed a mediation model of perceived organizational justice between the context of organizational change and well-being. A cross-sectional quantitative study was conducted with 731 public employees in the energy sector. Participants answered three instruments which evaluate organizational change context, justice perception and well-being. Factorial analyses and regression analysis were performed in order to test the psychometric qualities of the scale and the mediation model, respectively. The results indicate that the relationship between context and welfare perception is mediated by justice perceptions. This study contributes to research on reactions to organizational change and its impacts on individuals, highlighting the influence of perceived justice on the affective outcomes of organizational change.

  9. Organizational Justice and the Intent to Share: Knowledge Sharing Practices among Forensic Experts in Turkey

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    Can, Ahmet

    2013-12-01

    Full Text Available Organizational climate and organization culture can be some of the leading factors in hindering knowledge sharing within the organization. It is generally accepted that successful knowledge management practice, including knowledge sharing, comes as a result of a conducive and knowledge sharing friendly environment. Organizations that promote and reward collective work generate a trustful and a more collaborative learning culture. The perception of fairness in an organization has been considered an important indicator of employee behavior, attitude, and motivation. This study investigates organizational justice perception and its impact on knowledge sharing practices among forensic experts in the Turkish National Police. The study findings revealed that senior officers, who are experts in the field, have the strongest organizational justice perception. Meanwhile, noncommissioned officers or technicians bear positive but comparatively weaker feelings about the existence of justice within the organization. The study argues that those who satisfy their career expectations tend to have a higher organizational justice perception.

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

    Science.gov (United States)

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

    2014-01-01

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

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

    Science.gov (United States)

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

    2016-11-01

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

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

    Science.gov (United States)

    Wang, Lin

    2018-03-01

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

  13. 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.

  14. 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...

  15. A survey of the effect of organizational culture on organizational commitment based on Allen and Meyer model (Case study: High school teachers of Bandpey region)

    OpenAIRE

    Ali Asghar Firuzjaeyan; Mojtaba Firuzjaeyan; Behdad Sadeghi

    2015-01-01

    The present study aimed to investigate the effect of organizational culture on organizational commitment of teachers. in this study Organizational commitment is based on Allen and Meyer: affective, continuance and normative commitment. The studied organizational culture is based on Denison four-dimension theory. Adaptability, Mission, Involvement and Consistency. Due to a few empirical studies in this region, the data were collected among 156 teachers of Bandpay region. The data were collecte...

  16. Studying the impact of the organizational commitment on the job performance

    Directory of Open Access Journals (Sweden)

    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.

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

    Directory of Open Access Journals (Sweden)

    Archana Shrestha Joshi

    2016-10-01

    continuance commitment. Both support from boss (β=0.138, p<0.05 and satisfaction with training (β=0.301, p<0.05 were found to be positive and signi cant with affective commitment. On the other hand, satisfaction with training (β=0.191, p<0.05 was also positive and signi cant with normative commitment. Conclusions: Since both support from boss and training program were found to be positive and signi cant with affective commitment, hospitals must encourage supervisors to provide more assistance to the subordinate nurses. Moreover, hospitals should develop more training programs to keep nurses motivated. Keywords: nursing management; organizational commitment; organizational characteristics; retention.

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

    Science.gov (United States)

    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…

  19. Longitudinal relationships between organizational justice, productivity, loss and sickness absence older employees

    OpenAIRE

    Ybema, J.F.; Meer, L. van der; Leijten, F.R.M.

    2016-01-01

    Purpose The aim of this study was to assess whether organizational justice lowers productivity loss and sickness absence, and whether there are reverse effects of productivity loss and sickness absence on organizational justice.Method A longitudinal study with 2 years of follow-up was conducted among employed persons aged 45–64 years from the Study on Transitions in Employment, Ability and Motivation (STREAM). Participants (N = 7011) yearly filled out an online questionnaire. Structural equat...

  20. Longitudinal Relationships Between Organizational Justice, Productivity Loss, and Sickness Absence Among Older Employees

    OpenAIRE

    Ybema, Jan F.; van der Meer, Laudry; Leijten, Fenna R. M.

    2016-01-01

    PURPOSE: The aim of this study was to assess whether organizational justice lowers productivity loss and sickness absence, and whether there are reverse effects of productivity loss and sickness absence on organizational justice. METHOD: A longitudinal study with 2 years of follow-up was conducted among employed persons aged 45-64 years from the Study on Transitions in Employment, Ability and Motivation (STREAM). Participants (N = 7011) yearly filled out an online questionnaire. Structural eq...

  1. Libraries in the light of the concepts of administrative ethics and organizational justice: Libraries in Izmir

    OpenAIRE

    Yalçın, Yusuf; Gençbüyür, Halil

    2015-01-01

    Both administrative ethics and organizational justice concepts that are the subparts of occupational ethics have become important day by day. In this context, creating ethical values has an important role in establishing a safe relation among users, libraries and top management. The concept of “administrative ethics and organizational justice” that guide to select and apply the truth in the process of decision–making also leads to apply the principles such as justice, equality and merit in ma...

  2. EVALUATING THE RELATIONSHIP BETWEEN SOCIAL CAPITAL AND ORGANIZATIONAL JUSTICE FORM THE PERSPECTIVE OF EMPLOYEES

    OpenAIRE

    Gholamhossein Barekat and Abdolreza Gilavand*

    2017-01-01

    Introduction: Perceived organizational justice has a positive impact on the performance of organizations’ employees and their satisfaction. Thus, the current research was carried out to evaluate the relationship between social capital and organizational justice from the perspective of employees. Methods: This research was conducted using descriptive and correlational method of study. Research population included all nonfaculty employees of central organization and all schools of Ahvaz Jundish...

  3. Mentoring Function and Quality of Supervisor Auditor Relationship: Organizational Justice as A Mediation

    Directory of Open Access Journals (Sweden)

    Rahmawati Rahmawati

    2017-06-01

    Full Text Available This study empirically examines the antecedents and consequences of organization justice consisting of distributive justice, procedural justice, and interactional justice. The hypothesis of this study are mentoring function positive effect on organization justice, organizational justice positive effect on quality of supervisor-auditor relationship, mentoring function positive effect on quality of supervisor-auditor relationship. In additional, this study also hypothesized that organization justice as mediation between mentoring functions and quality of supervisor-auditor relationship. This study is a survey of 228 government internal auditors of Financial and Development Supervisory Agency-Badan Pengawasan Keuangan dan Pembangunan (BPKP in Java-Bali Indonesia. The technique of collecting data using questionnaires. Test hypotheses using path analysis with SEM-AMOS. The results showed that mentoring function positive effect on organization justice, organizational justice positive effect on quality of supervisor-auditor relationship, mentoring function positive effect on quality of supervisor-auditor relationship. The study also provide an empirical finding that organization justice as mediation between mentoring functions and quality of supervisor-auditor relationship. The study provides recommendations to the BPKP in solving the problems faced by the government in realizing good and clean governance. This study is the first empirically examines the potential benefit of organization justice as a mediation between mentoring function and quality of supervisor-auditor relationship.

  4. An Investigation of Justice in Supply Chain Trust and Relationship Commitment - An Empirical Study of Pakistan

    Directory of Open Access Journals (Sweden)

    Ziaullah Muhammad

    2015-03-01

    Full Text Available In recent years supply chain integration (SCI has received increasing attention from scholars and practitioners. However, our knowledge of what influences the supply chain integration practice of relationship commitment is still very limited. The objective of this study is to investigate the relationship among supply chain justices (procedural, distributive and interactional, trust and inter-firms relationship commitment in mainland Pakistan. The research variables have considerable importance in the literature of supply chain management (SCM. The conceptual model comprises five hypotheses. Then hypotheses are tested via an empirical study in which data are collected from 170 manufacturers, distributors, suppliers and retailers of main stream spectrum industries in Pakistan. We used exploratory factor analysis (EFA, confirmatory factor analysis (CFA to examine the validity and reliability of the measurement model, and structural equation modeling (SEM to test the hypotheses. The findings delineate that supply chain justices can develop relationship commitment (affective and continuance via establishing trust among supply chain partners. Moreover, this study reveals interesting and useful implications of supply chain justices, trust and relationship commitment for practitioners.

  5. Employee Age Alters the Effects of Justice on Emotional Exhaustion and Organizational Deviance.

    Science.gov (United States)

    Brienza, Justin P; Bobocel, D Ramona

    2017-01-01

    Fairness in the workplace attenuates a host of negative individual and organizational outcomes. However, research on the psychology of aging challenges the assumption that fairness operates similarly across different age groups. The current research explored how older workers, vis-à-vis younger workers, react to perceptions of fairness. Integrating socioemotional selectivity theory and the multiple needs theory of organizational justice, we generated novel predictions regarding the relations between perceptions of workplace justice, emotional exhaustion, and employee deviance. Specifically, we hypothesized and found that employee age moderates the negative relation between justice facets and deviance (Study 1) and emotional exhaustion (Study 2). We also found that emotional exhaustion mediates the differential effects of justice on deviance, and that this relation depends on employee age (Study 2). Relative to younger workers, older workers are more sensitive to informational and interpersonal justice; in contrast, relative to older workers, younger workers are more sensitive to distributive and procedural justice. The research supports and extends existing theory on organizational justice and on the psychology of aging. Moreover, it highlights the importance of considering employee age as a focal variable of interest in the study of justice processes, and in organizational research more generally.

  6. Employee Age Alters the Effects of Justice on Emotional Exhaustion and Organizational Deviance

    Science.gov (United States)

    Brienza, Justin P.; Bobocel, D. Ramona

    2017-01-01

    Fairness in the workplace attenuates a host of negative individual and organizational outcomes. However, research on the psychology of aging challenges the assumption that fairness operates similarly across different age groups. The current research explored how older workers, vis-à-vis younger workers, react to perceptions of fairness. Integrating socioemotional selectivity theory and the multiple needs theory of organizational justice, we generated novel predictions regarding the relations between perceptions of workplace justice, emotional exhaustion, and employee deviance. Specifically, we hypothesized and found that employee age moderates the negative relation between justice facets and deviance (Study 1) and emotional exhaustion (Study 2). We also found that emotional exhaustion mediates the differential effects of justice on deviance, and that this relation depends on employee age (Study 2). Relative to younger workers, older workers are more sensitive to informational and interpersonal justice; in contrast, relative to older workers, younger workers are more sensitive to distributive and procedural justice. The research supports and extends existing theory on organizational justice and on the psychology of aging. Moreover, it highlights the importance of considering employee age as a focal variable of interest in the study of justice processes, and in organizational research more generally. PMID:28428764

  7. Organizational Justice and Men's Likelihood to Sexually Harass: The Moderating Role of Sexism and Personality

    Science.gov (United States)

    Krings, Franciska; Facchin, Stephanie

    2009-01-01

    This study demonstrated relations between men's perceptions of organizational justice and increased sexual harassment proclivities. Respondents reported higher likelihood to sexually harass under conditions of low interactional justice, suggesting that sexual harassment likelihood may increase as a response to perceived injustice. Moreover, the…

  8. The effects of HRM practices and antecedents on organizational commitment among university employees

    NARCIS (Netherlands)

    Smeenk, S.G.A.; Eisinga, R.N.; Teelken, J.C.; Doorewaard, J.A.C.M.

    2006-01-01

    This paper examines which factors affect organizational commitment among Dutch university employees in two faculties with different academic identities (separatist versus hegemonist, Stiles, 2004 Stiles, D. 2004. Narcissus Revisited: The Values of Management Academics and their Role in Business

  9. Authentic leadership and organizational commitment: the mediating role of positive psychological capital

    International Nuclear Information System (INIS)

    Rego, P.; Pereira Lopes, M.; Nascimento, J.

    2016-01-01

    Purpose: This study analyzes the mediating role of positive psychological capital in the relationship between authentic leadership and organizational commitment. Design/methodology/approach: This quantitative study presents a model in which were considered as variables mediating the relationship between authentic leadership and organizational commitment, the four dimensions of positive psychological capital (optimism, resilience, self-efficacy, hope). Findings: The results showed that positive psychological capital mediates the relationship between authentic leadership and organizational commitment. However, they also indicate that this mediation is only made for three of the four dimensions of positive psychological capital (self-efficacy, hope and optimism). They also show that resilience negatively affects organizational commitment. Originality/value: The value of this study is to strengthen the interest in the study of positive psychological capital as a mediating variable and the importance of development that each of its dimensions and the impact they may have on other variables, as demonstrated by the results. (Author)

  10. Authentic leadership and organizational commitment: the mediating role of positive psychological capital

    Energy Technology Data Exchange (ETDEWEB)

    Rego, P.; Pereira Lopes, M.; Nascimento, J.

    2016-07-01

    Purpose: This study analyzes the mediating role of positive psychological capital in the relationship between authentic leadership and organizational commitment. Design/methodology/approach: This quantitative study presents a model in which were considered as variables mediating the relationship between authentic leadership and organizational commitment, the four dimensions of positive psychological capital (optimism, resilience, self-efficacy, hope). Findings: The results showed that positive psychological capital mediates the relationship between authentic leadership and organizational commitment. However, they also indicate that this mediation is only made for three of the four dimensions of positive psychological capital (self-efficacy, hope and optimism). They also show that resilience negatively affects organizational commitment. Originality/value: The value of this study is to strengthen the interest in the study of positive psychological capital as a mediating variable and the importance of development that each of its dimensions and the impact they may have on other variables, as demonstrated by the results. (Author)

  11. The effects of HRM practices and antecedents on organizational commitment among university employees

    NARCIS (Netherlands)

    Smeenk, S.G.A.; Eisinga, R.N.; Teelken, J.C.; Doorewaard, J.A.C.M.

    2006-01-01

    This paper examines which factors affect organizational commitment among Dutch university employees in two faculties with different academic identities (separatist versus hegemonist, Stiles, 2004). The analyses of Web survey data reveal that in the separatist faculty decentralization, compensation,

  12. A study on relationship of job burnout and emotional intelligence with organizational commitment

    Directory of Open Access Journals (Sweden)

    Rostam Pourrashidi

    2013-12-01

    Full Text Available This paper presents an empirical investigation on the effects of job burnout and emotional intelligence on organizational commitment in an Iranian Carbon producer. There are 300 full time employees and the study chooses a sample of 169 people. The proposed study adopts three well-known questionnaires for measuring job burnout, emotional intelligence and organizational commitment and Cronbach alphas are 0.766, 0.877 and 0.802, respectively. The study chooses regression analysis and other statistical observation to examine different hypotheses and the results indicate that there were meaningful relationships among different components of the survey. In other words, when there was an increase on job burnout, we could expect less organizational commitment and while there was an increase on emotional intelligence, we may expect higher level of organizational commitment.

  13. Authentic leadership and organizational commitment: The mediating role of positive psychological capital

    Directory of Open Access Journals (Sweden)

    Paulo Rego

    2016-02-01

    Full Text Available Purpose: This study analyzes the mediating role of positive psychological capital in the relationship between authentic leadership and organizational commitment. Design/methodology/approach: This quantitative study presents a model in which were considered as variables mediating the relationship between authentic leadership and organizational commitment, the four dimensions of positive psychological capital (optimism, resilience, self-efficacy, hope. Findings: The results showed that positive psychological capital mediates the relationship between authentic leadership and organizational commitment. However, they also indicate that this mediation is only made for three of the four dimensions of positive psychological capital (self-efficacy, hope and optimism. They also show that resilience negatively affects organizational commitment. Originality/value: The value of this study is to strengthen the interest in the study of positive psychological capital as a mediating variable and the importance of development that each of its dimensions and the impact they may have on other variables, as demonstrated by the results.

  14. Organizational commitment of a health profession faculty: dimensions, correlates and conditions.

    Science.gov (United States)

    Marchiori, Dennis M; Henkin, Alan B

    2004-06-01

    Health professions depend on their faculties to prepare new practitioners, conduct research and provide essential services. Organizational commitment is an important aspect of faculty effectiveness and job performance, and may impact on turnover, absenteeism and interpersonal trust. A survey of organizational commitment, including faculty demographics and workplace variables, was conducted. Respondents were full- and part-time chiropractic faculty working in the United States and Canada. More than 54% of the study population (n = 609) completed and returned the instrument. A large majority of the respondents were male (68.4%) and employed full-time (81.6%). Almost half (47.5%) of the respondents were assigned to the area of patient care at their institutions. This study provides an initial assessment of organizational commitment among chiropractic faculty. Tenure in higher education, gender and age were found to be the most important predictors of organizational commitment.

  15. The Relationship of Organizational Citizenship Behavior with Job Satisfaction and Organizational Commitment of Nurses among Public Hospitals of Tehran University of Medical Sciences

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    Hossein Dargahi

    2017-12-01

    Conclusion: Considering the undesirable aspects of the research among nurses of Tehran University of Medical Sciences hospitals, It is recommended to improve the quality of work life, preventing burnout and creating an appropriate organizational atmosphere for nurses in the workplace. However, organizational justice, and other organizational variables should be assessed for improving of organizational citizenship behavior.  

  16. Generational Differences In Organizational Justice Perceptions: An Exploratory Investigation Across Three Generational Cohorts

    Directory of Open Access Journals (Sweden)

    Ledimo Ophillia

    2015-06-01

    Full Text Available Despite several reviews of generational differences across cohorts regarding their career stages in organizations, relatively few empirical investigations have been conducted to understand cohorts’ perceptions. Hence, there is paucity of studies that explored differences on the construct organizational justice across generational cohorts. The objective of this study was to explore the differences across three generational cohorts (Millennials, Generation X, and Baby Boomers on dimensions of the organizational justice measurement instrument (OJMI. Data was collected through the administration of OJMI to a random sample size of organizational employees (n = 289. Descriptive statistics and analysis of variance were conducted to interpret the data. These findings provide evidence that differences do exist across cohorts on dimensions of organizational justice. In terms of contributions and practical implications, insight gained from the findings may be used in proposing organizational development interventions to manage multigenerational employees as well as to conduct future research.

  17. 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.

  18. 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...

  19. STRATEGIC TRAINING PRACTICES AND TURNOVER INTENTION: THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT

    OpenAIRE

    Anvari, Roya; Amin, Salmiah Mohamad

    2011-01-01

    This paper aims at determining the relationships between strategic training practices, turnover intention, and organizational commitment. The study sample comprised 301 employees from universities of medical sciences in Iran. Multiple and simple linear regression and path analysis were used to test the direct and mediated relationships among the variables. The survey results further demonstrated that organizational commitment is a partial mediator between strategic training practices and turn...

  20. The Relationship between Internal Corporate Social Responsibility and Organizational Commitment within the Banking Sector in Jordan

    OpenAIRE

    Al-bdour; A. Ali.; Ellisha Nasruddin.; Soh Keng Lin

    2010-01-01

    This study attempts to investigate the relationship between internal CSR practices and organizational commitment based on the social exchange theory (SET). Specifically, we examine the impact of five dimensions of internal CSR practices on organizational commitment: health and safety, human rights, training and education, work life balance and workplace diversity. The proposed model was tested on a sample of 336 frontline employees within the banking sector in Jordan. Res...

  1. The Impact of Ethical Climate on Emotional Organizational Commitment: A Survey in the Accommodation Industry

    OpenAIRE

    Melike Gül; Kaya Nihat Pekbay; Kudret Gül

    2017-01-01

    Organizational commitment is crucial in the service-oriented hospitality industry. A service-oriented firm may achieve high quality service standards and customer satisfaction by employing qualified occupations. Employing qualified staff requires motivation and emotional organizational commitment. In addition, having a positive working ethical climate in the firm is crucial for profitability and productivity. Thus, hospitality businesses can achieve industrial competitiveness. The aim of ...

  2. Professional Ethics and Organizational Commitment Among the Education Department Staff of Tabriz University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    Ali Imani

    2017-06-01

    Full Text Available Background: Concepts such as organizational commitment and employees’ and managers’ ethics provide decision-makers and policy makers with potentially useful information which can result in increasing organizational efficiency and effectiveness. This study aimed to explore the relationship between professional ethics and organizational commitment among the staff working in the education departments of Tabriz University of Medical Sciences. Methods: This cross-sectional study was conducted in 2015. The study population consisted of all staff working as educational experts in the education departments of Tabriz University of Medical Sciences (N = 65. Data collection instruments used in this study were two standard questionnaires on professional ethics and organizational commitment. SPSS software version 21 was used to analyze the data. Results: According to the results, mean scores obtained for professional ethics and organizational commitment were (91.57± 9.13 (95% CI, 89.23-93.91 and (64.89 ± 10.37 (95% CI, 62.2367.54, respectively. A significant relationship was observed between professional ethics and organizational commitment among the educational experts working in Tabriz University of Medical Sciences (correlation coefficient = 0.405 (P = 0.001 (at 95% confidence level. Furthermore, there was a significant relationship between professional ethics and work experience (P = 0.043. The highest level of professional ethics observed was associated with those participants having a work experience of ranging from 6 to 10 years. Individuals with fulltime employment scored the highest in organizational commitment. Conclusion: Educational experts possessed a high level of professional ethics. The finding provides the grounds for promoting organizational commitment, which will lead to higher levels of organizational effectiveness.

  3. The Effects of Organizational Justice and job Motivation on Organizational Citizenship Behavior and its Impact on Taxpayers

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    Mobina Ghazi

    2017-04-01

    Full Text Available This study investigate the impact of organizational justice and job motivation on organizational citizenship behavior and its impact on satisfaction and loyalty of taxpayers. The statistical population of this study was formed by 7191 tax affairs of Tehran employees. Exploratory and confirmatory factor analysis method was used to evaluate the construct validity and standardization of research. Cronbach's alpha coefficient of questionnaire that calculated 0/97 was used to achieve Reliability of study. Therefore in this study, based on previous research and literature, the conceptual model and hypotheses were developed and tested on a sample of 401 person. Results of data analysis using structural equation modeling showed that all job related characteristics (except for feedback on all aspects of job motivation, job motivation and organizational justice (except interactional justice on OCB and Finally OCB is significant because of the satisfaction and loyalty of taxpayers and were confirmed.

  4. Nurses' intention to leave: critically analyse the theory of reasoned action and organizational commitment model.

    Science.gov (United States)

    Liou, Shwu-Ru

    2009-01-01

    To systematically analyse the Organizational Commitment model and Theory of Reasoned Action and determine concepts that can better explain nurses' intention to leave their job. The Organizational Commitment model and Theory of Reasoned Action have been proposed and applied to understand intention to leave and turnover behaviour, which are major contributors to nursing shortage. However, the appropriateness of applying these two models in nursing was not analysed. Three main criteria of a useful model were used for the analysis: consistency in the use of concepts, testability and predictability. Both theories use concepts consistently. Concepts in the Theory of Reasoned Action are defined broadly whereas they are operationally defined in the Organizational Commitment model. Predictability of the Theory of Reasoned Action is questionable whereas the Organizational Commitment model can be applied to predict intention to leave. A model was proposed based on this analysis. Organizational commitment, intention to leave, work experiences, job characteristics and personal characteristics can be concepts for predicting nurses' intention to leave. Nursing managers may consider nurses' personal characteristics and experiences to increase their organizational commitment and enhance their intention to stay. Empirical studies are needed to test and cross-validate the re-synthesized model for nurses' intention to leave their job.

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

    Science.gov (United States)

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

    2017-03-01

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

  6. The effects of academic mentoring perceptions of research assistants on their organizational commitment

    Directory of Open Access Journals (Sweden)

    Çiftçi Nusret

    2017-01-01

    Full Text Available Mentoring can be expressed as a supportive relationship in which an experienced person transfers his or her expertise and knowledge to someone else. Universities are one of the most appropriate environments that this process, the samples of which can be seen in many sectors, is experienced. Academicianship is one of the professions in which the mentoring process is the most intense and most-needed. This study was aimed to investigate how research assistants perceive the academic mentor and mentee relationship, how these perceptions are related to the desired working behaviour, performance, and organizational effectiveness, and how these relationships affect “organizational commitment,” which has an increasing importance. Thus, both a sample based on the academic mentoring process was obtained and the academic mentoring process, as a factor affecting the organizational commitment, was studied. As a result of the research, it was found that there was a positive relationship between perceived mentoring and organizational commitment, affective commitment from subcategories of commitment. The relationship between normative commitment and organizational commitment were also found to be positive and meaningful. However, no relationship between perceived mentoring and continuance was found, and the established regression model did not make sense either.

  7. Change in organizational justice and job performance in Japanese employees: A prospective cohort study.

    Science.gov (United States)

    Nakagawa, Yuko; Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Tomioka, Kimiko; Nakanishi, Mayuko; Mafune, Kosuke; Hiro, Hisanori

    2015-01-01

    The aim of the present study was to investigate the association of one-year change in organizational justice (i.e., procedural justice and interactional justice) with job performance in Japanese employees. This study surveyed 425 men and 683 women from a manufacturing company in Japan. Self-administered questionnaires, including the Organizational Justice Questionnaire (OJQ), the World Health Organization Health and Work Performance Questionnaire (WHO-HPQ) and the scales on demographic characteristics, were administered at baseline (August 2009). At one-year follow-up (August 2010), the OJQ and WHO-HPQ were used again to assess organizational justice and job performance. The change in organizational justice was measured by dichotomizing each OJQ subscale score by median at baseline and follow-up, and the participants were classified into four groups (i.e., stable low, adverse change, favorable change and stable high). Analysis of covariance (ANCOVA) was employed. After adjusting for demographic and occupational characteristics and job performance at baseline, the groups classified based on the change in procedural justice differed significantly in job performance at follow-up (ANCOVA: F [3, 1097]=4.35, pperformance at follow-up compared with the stable low procedural justice group. The groups classified based on change in interactional justice did not differ significantly in job performance at follow-up (p>0.05). The present findings suggest that keeping the level of procedural justice high predicts higher levels of job performance, whereas the psychosocial factor of interactional justice is not so important for predicting job performance.

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

    Science.gov (United States)

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

    2012-01-01

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

  9. The barrier effect of conflict with superiors in the relationship between employee empowerment and organizational commitment

    NARCIS (Netherlands)

    Janssen, O.

    The author proposes the idea that conflict with superiors has a barrier effect in the positive relationship between employee empowerment and organizational commitment. Superiors with higher authority rankings set and pursue organizational goals and values to which employees with lower authority

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

    Science.gov (United States)

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

    2004-01-01

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

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

    Science.gov (United States)

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

    2009-01-01

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

  12. 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…

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

    Science.gov (United States)

    Elma, Cevat

    2013-01-01

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

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

    Science.gov (United States)

    Ahmad, Kamarul Zaman; Bakar, Raida Abu

    2003-01-01

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

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

    Science.gov (United States)

    Henkin, Alan B.; Holliman, Stephanie L.

    2009-01-01

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

  16. Teacher's Turnover Intentions: Examining the Impact of Motivation and Organizational Commitment

    Science.gov (United States)

    Imran, Rabia; Allil, Kamaal; Mahmoud, Ali Bassam

    2017-01-01

    Purpose: The purpose of this paper is to explore the path of motivation leading to organizational commitment resulting in reduced turnover intentions (TIs). It examines the relationship between dimensions of motivation (amotivation, introjected regulations (IRs) and intrinsic motivation (IM)) with dimensions of commitment (affective, normative and…

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

    Science.gov (United States)

    Austin-Hickey, Rachel

    2013-01-01

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

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

    Science.gov (United States)

    Hulpia, Hester; Devos, Geert

    2010-01-01

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

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

    Science.gov (United States)

    Sosin, Michael

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

  20. Maintenance Communication and the Organizational Commitment of Dual-Career Employees.

    Science.gov (United States)

    Lay, Linda; DeWine, Sue

    Focusing on the special needs of employees who are part of a two career couple, a study examined the (1) relationship between the employees' level of commitment to their employers and their perceptions of maintenance communication concerning dual career issues and (2) differences in organizational commitment between workers in dual and single…

  1. Research Paper: Relationship of Perception of Organizational Politics With Turnover Intentions, Job Performance, and Organization Citizenship Behavior: Emphasis on the Mediating Role of Organizational Justice

    Directory of Open Access Journals (Sweden)

    Zeynab Seyed Nazari

    2017-02-01

    Conclusion We concluded that any increase in the perception of organizational politics is accompanied by an increase in the staffs’ turnover intention and a decrease in justice, job performance, and organizational citizenship behavior.

  2. Employee commitment in MNCs: impacts of organizational culture, HRM and top management orientations

    OpenAIRE

    Taylor, Sully; Levy, Orly; Beechler, Schon; Boyacıgiller, Nakiye Avdan; Boyacigiller, Nakiye Avdan

    2006-01-01

    This paper examines the impact of organizational culture and HRM system on employee commitment of core employees in multinational companies (MNCs). In addition, it identifies two top management team orientations global orientation and geocentric orientation that are seen as contributing uniquely to employee commitment in international firms. We found strong overall support for the model. The results also suggest that High Performance Work Practices have a positive impact on commitment r...

  3. A Conceptual Review of the Organizational Identification : Integration of Organizational Identification into Organizational Commitment

    OpenAIRE

    Kodama, Kazuki; Tokaji, Akihiko

    2010-01-01

    組織に対する労働者の帰属意識を説明する概念は, 組織論の観点から組織コミットメントが幅広く研究されてきた。本研究では, 社会心理学の観点から帰属意識を自己の側面からも検討した。本研究では, 社会的アイデンティティ理論および自己カテゴリー化理論を組織の文脈に援用した概念である組織同一視(Organizational Identification)に着目し, 先行研究のレビューを行った。その目的は, (1)組織同一視の再定義, (2)組織同一視および, その類似概念である組織コミットメントの構成概念の明確化, (3)組織同一視と組織コミットメントを弁別した上での理論モデルの検討であった。まず, 先行研究を検討し, 組織同一視を再定義した。つぎに, 組織同一視には認知的要素と情緒的要素があり, それらが相互に作用していることを指摘した。さらに, 組織同一視と組織コミットメントの構成概念の比較を行い, 双方を統合した理論モデルを提示した。以上の研究により個人の組織への帰属意識に関する研究に新たな視点を加えた。...

  4. Relationship between Organizational Justice Perception and Engagement in Deviant Workplace Behavior

    Directory of Open Access Journals (Sweden)

    Muhammad Irfan Syaebani

    2011-04-01

    Full Text Available Deviant workplace behavior is not something unusual and is prevalent in organizational dynamics. It is found in all types of organizations and in all levels of positions. This deviance is costly not only in financial, but also in social and psychological terms. This research aims to reveal whether there is any association between organizational justice perception and engagement in deviant workplace behavior since so many scholars argue that organizational injustice can serve as one of the causes to workplace deviance. Three forms of organizational justice are used in this research; they are: distributive, procedural, and interactional justice. Additionally, two dimensions are used to classify deviant workplace behavior, which are severity and target. Putting these two dimensions into low-high continuum, it helps to develop a typology of deviant workplace behavior into four classifications: production, political, property, and personal aggression. Result findings show us that organizational justice perception play important role in the occurrence of deviant workplace behavior. However, it is not the sole predictor since only one deviant workplace behavior (out of twelve which correlates significantly with one form of organizational justice.

  5. The Effect of Career Development, Perception of Organizational Justice and Job Satisfaction on Teacher’s Organizational Citizenship Behavior

    OpenAIRE

    Naway, Forry A.; Haris, Ikhfan

    2017-01-01

    The objective of this research is to examine the effect of career development, perception of organizational justice and job satisfaction on teacher’s organizational citizenship behavior of the Public Senior High School in Gorontalo regency, Gorontalo province. This research used the quantitative approach with survey method. The samples of this research were 178 employees selected randomly. The data were obtained by distributing questionnaire and analyzed by using descriptive statistics and pa...

  6. The Mediating Role of Organizational Trust on The Effects of Servant Leader ship and Organizational Justice on Organizational Identification

    Directory of Open Access Journals (Sweden)

    Fikret Ateş

    2015-09-01

    Full Text Available The aim of this study determined to research whether was affected Organizational Identification (OI by Servant Leadership (SL, Organizational Justice (OJ, Organizational Trust (OT and, how was affected OI by SL and OJ and, whether there is an indirecteffect of OT on the relations of OI-SL and OI-OJ. For these aims, the questionnaire was developed with Dennis and Bocerne (2006's SL scale, Colquitt (2001's OJ scale, Mael and Ashforth (1992's OI scale, Bromiley and Cummings (1996’s OT scale. The validity of scales authenticated with multi-factor structure for SL, OJ, and OT, with one factor structure for OI. The reliability of scales were calculated as Cronbach's alpha (α values (SL=0.95; OJ=0.93, OT=0.76, OI=0.87. According to the hypothesis tests which done by Structural Equation Models; has that there are direct positive effects between SL, OJ, OT and OI or between SL, OJ and OT; finally has determined that there are positive and partial indirect effects between OT and SL-OI or between OT andOJ-OI.

  7. The Relationship of Organizational Commitment, Job Satisfaction and Burnout on Physicians and Nurses?

    Directory of Open Access Journals (Sweden)

    Tosun Nurperihan

    2017-04-01

    Full Text Available Aim/purpose - This study has three main aims; the first aim is determining doctors' and nurses' organizational commitment, vocational satisfaction and burnout levels; the second is analyzing the relations between organizational commitment, vocational satisfaction and burnout levels; and the third aim is analyzing doctors' and nurses' organizational commitment, vocational satisfaction and burnout levels according to their demographical characteristics. Design/methodology/approach - Data for the cross-sectional study was gathered from a university hospital in Turkey of 735 doctors and nurses. Data was gathered by a four part data gathering medium. The medium consists of a personal data form developed by the researchers, Allen - Meyer organizational commitment scale, Minnesota satisfaction scale and Maslach burnout scale. The gathered data was evaluated with correlation analysis, variance analysis, definitive statistics, meaningfulness test of variance between two averages and averaging methods. Findings - The evaluated data showed that participants' emotional and normative commitment levels are over average and continuation commitment level is high; their burnout level is high, desensitization level is at average, intrinsic satisfaction level is high because of their personal success; and extrinsic satisfaction level is low and general vocational satisfaction level is close to neutral. Academician doctors' emotional and normative commitment levels; intrinsic and extrinsic vocational satisfaction levels; desensitization and personal success levels are higher than assistants' and nurses'. In our study, it is found out that as emotional and normative commitment levels increase, so does the vocational satisfaction; while the continuation commitment level increases, vocational satisfaction level decreases; and meaningful statistical relation was determined between vocational satisfaction and burnout levels. Research implications - The limitation of the

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

    Directory of Open Access Journals (Sweden)

    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.

  9. Relations between OCBs, organizational justice, work motivation and self-efficacy

    Directory of Open Access Journals (Sweden)

    Lior Oren

    2013-06-01

    Full Text Available The importance of organizational citizenship behaviors (OCBs in organizations is well documented, and studies that originate from the interactionist perspective and combine personal and situational factors in predicting OCBs are needed. Toward this end, and based on a recent theoretical model, the current study attempted to predict OCB by organizational justice, work motivation, and self-efficacy. A research questionnaire measuring the three predictors was administered to 151 employees, and a measure of their OCB was provided by their supervisors. Whereas OCBs were found to be positively correlated with the three predictors, a hierarchical regression analysis revealed that only organizational justice and work motivation were significant predictors of OCBs. The study emphasizes the importance of using an interactionist perspective integrating endogenous and exogenous forces in studying the antecedents of OCBs. OCBs may be closely related to task performance and may be predicted by motivation related variables. Organizations may facilitate OCBs by improving organizational justice and raising work motivation among employees.

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

    Directory of Open Access Journals (Sweden)

    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.

  11. Organizational justice and major depressive episodes in Japanese employees: a cross-sectional study.

    Science.gov (United States)

    Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Tomioka, Kimiko; Nakanishi, Mayuko

    2013-01-01

    Several European studies showed that low organizational justice (i.e., procedural justice and interactional justice) was associated with major depressive disorders. In these studies, however, the diagnosis of major depressive disorders may be underestimated because they identified only individuals who visited a doctor and received a diagnosis. Moreover, these studies did not consider neurotic personality traits, which can affect the occurrence of major depressive disorders. The purpose of the present study was to investigate the cross-sectional association of organizational justice with major depressive episodes in the past 12 months more precisely in Japanese employees. A total of 425 males and 708 females from five branches of a manufacturing company in Japan completed self-administered questionnaires measuring organizational justice, other job stressors (i.e., job strain, social support at work, and effort-reward imbalance), neuroticism, and demographic characteristics. A web-based self-administered version of the computerized Composite International Diagnostic Interview Version 3.0 (CIDI 3.0) was used to assess major depressive episodes. Logistic regression analyses were conducted. In the univariate analysis, low procedural justice and low interactional justice were significantly associated with major depressive episodes in the past 12 months. After adjusting for other job stressors and demographic characteristics, only the association of interactional justice remained significant. The moderating effect of neuroticism on the association of organizational justice with major depressive episodes in the past 12 months was not significant. Low interactional justice may be associated with major depressive disorders regardless or other job stressors or neurotic personality traits.

  12. 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.

  13. 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

  14. 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.

  15. Training and Organizational Commitment among Nurses in New Zealand and United States Public Hospitals Experiencing Industry and Organizational Change

    Science.gov (United States)

    Bartlett, Kenneth; Kang, Dae-seok

    2004-01-01

    This study examines the relationship between employee attitudes towards training and organizational commitment among a sample of nurses in New Zealand and the United States. Results show that perceived access to training, training frequency, motivation to learn from training, benefits of training, and supervisory support for training were…

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

    Science.gov (United States)

    Nordin, Norshidah

    2012-01-01

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

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

    Science.gov (United States)

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

    2005-08-15

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

  18. 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.

  19. Effects of role stress on nurses' turnover intentions: The mediating effects of organizational commitment and burnout.

    Science.gov (United States)

    Han, Sang-Sook; Han, Jeong-Won; An, Young-Suk; Lim, So-Hee

    2015-10-01

    This paper was designed to extend the extant research regarding factors related to nurses' turnover intentions. This survey-based study was based on a path analysis designed to verify a hypothesized causal model involving nurses' role stress, organizational commitment, turnover intentions, and burnout. This study distributed 500 questionnaires to nurses in general hospitals with more than 500 beds located in Seoul, Korea, during 16-30 April 2012. Role conflict, an underlying factor in role stress, had no significant effect on role stress, but the results showed that role ambiguity reduced organizational commitment. On the other hand, role conflict and role ambiguity increased the level of burnout. Organizational commitment reduced turnover intentions, and burnout increased turnover intentions. Role conflict and role ambiguity had no direct effect on turnover intentions, but they had indirect effects on organizational commitment and burnout. To reduce nurses' turnover rate, this study recommends developing plans to improve their organizational commitment because it mediates role stress and turnover intention. © 2014 The Authors. Japan Journal of Nursing Science © 2014 Japan Academy of Nursing Science.

  20. Organizational Commitment In Fast Food Franchising Businesses: The Case of Denizli

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    Onur Görkem

    2015-03-01

    Full Text Available The sector of food and beverage growing in paralel with the rapid change of food habits on a global scale has witnessed the raising of the fast food businesses that franchising system has been implemented. As the development mentioned has increased the employment needs of fast food businesses, it has brought the necessity of giving importance to the activities related to improving the organizational commitment of personnel. Accordingly, the purpose of the study is to reveal compatatively the organizational commitments of the personnel working in fast food businesses that national or international franchising system has been implemented. The level of organizational commitment of 144 personnel working in the fast food businesses in Denizli where franchising system has been implemented has been measured by survey method. According to the study findings, it has been found out that affective, continuance and normative commitments regarding organizational commitm showed significant differences and that the general organizational commitment level hasn’t showed differences in terms of implementations of national and international franchising system of the bussiness.

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

    Science.gov (United States)

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

    2013-08-01

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

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

    Directory of Open Access Journals (Sweden)

    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.

  3. 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

  4. 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.

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

    Science.gov (United States)

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

    2016-02-01

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

  6. 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

  7. Assessing organizational readiness for depression care quality improvement: relative commitment and implementation capability.

    Science.gov (United States)

    Rubenstein, Lisa V; Danz, Marjorie S; Crain, A Lauren; Glasgow, Russell E; Whitebird, Robin R; Solberg, Leif I

    2014-12-02

    Depression is a major cause of morbidity and cost in primary care patient populations. Successful depression improvement models, however, are complex. Based on organizational readiness theory, a practice's commitment to change and its capability to carry out the change are both important predictors of initiating improvement. We empirically explored the links between relative commitment (i.e., the intention to move forward within the following year) and implementation capability. The DIAMOND initiative administered organizational surveys to medical and quality improvement leaders from each of 83 primary care practices in Minnesota. Surveys preceded initiation of activities directed at implementation of a collaborative care model for improving depression care. To assess implementation capability, we developed composites of survey items for five types of organizational factors postulated to be collaborative care barriers and facilitators. To assess relative commitment for each practice, we averaged leader ratings on an identical survey question assessing practice priorities. We used multivariable regression analyses to assess the extent to which implementation capability predicted relative commitment. We explored whether relative commitment or implementation capability measures were associated with earlier initiation of DIAMOND improvements. All five implementation capability measures independently predicted practice leaders' relative commitment to improving depression care in the following year. These included the following: quality improvement culture and attitudes (p = 0.003), depression culture and attitudes (p commitment (p = 0.002) and prior depression quality improvement activities appeared to be associated with earlier participation in the DIAMOND initiative. The study supports the concept of organizational readiness to improve quality of care and the use of practice leader surveys to assess it. Practice leaders' relative commitment to depression care

  8. ORGANIZATIONAL COMMITMENT AS THE BLACK BOX TO CONNECT THE ISLAMIC WORK ETHICS AND EMPLOYEES BEHAVIOR TOWARD ORGANIZATIONAL CHANGE

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    Sri Wartini

    2014-09-01

    Full Text Available The objective of the study was to examine the direct and indirect influences of Islamic work ethics on employees behavior toward organization change with organizational commitment as mediation. The population of the study was Public Civil Servants of the general inspectors of finance ministry. The samples were taken by Solvin method. It was a purposive sampling with 87 respondents. The results of the study showed that there was a direct influence of Islamic work ethics on organizational commitment, there was not any direct influence of organizational commitment on employees behavior toward organizational change, there was an indirect influence of Islamic work ethics on employees behavior toward organization change with organizational commitment as the mediation. It is concluded that there were a direct and an indirect influences of Islamic work ethics on employees behavior toward organizational commitmen as the mediation. Tujuan penelitian ini untuk menguji pengaruh langsung dan tidak langsung etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dengan komitmen organisasional sebagai mediasi. Populasi dalam penelitian ini adalah karyawan Pegawai Negeri Sipil di Itjen Kementerian Keuangan RI sebanyak 87 responden, menggunakan metode Slovin dengan teknik Purposive Sampling. Berdasarkan hasil penelitian menunjukkan, bahwa terdapat pengaruh langsung etika kerja Islami pada komitmen organisasional, tidak terdapat pengaruh langsung komitmen organisasional pada perilaku karyawan terhadap perubahan organisasi, terdapat pengaruh langsung etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dan terdapat pengaruh etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dengan komitmen organisasional sebagai mediasi. Penelitian ini menyimpulkan, bahwa ada pengaruh langsung dan tidak langsung etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dengan komitmen organisasional sebagai

  9. Job Satisfaction, Organizational Commitment, and Turnover Intention: A Case Study on Employees of a Retail Company in Malaysia

    OpenAIRE

    Rohani Salleh; Mishaliny Sivadahasan Nair; Haryanni Harun

    2012-01-01

    High employee turnover rate in Malaysia-s retail industry has become a major issue that needs to be addressed. This study determines the levels of job satisfaction, organizational commitment, and turnover intention of employees in a retail company in Malaysia. The relationships between job satisfaction and organizational commitment on turnover intention are also investigated. A questionnaire was developed using Job Descriptive Index, Organizational Commitment Questionnaire, and Lee and Mowday...

  10. The Role of Job Involvement as a Mediator in Employees’ Moral Values - Organizational Commitment Relationship: Bosnian Case

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    Muhammet Sait Dinc

    2013-01-01

    Full Text Available The purpose of this paper is to investigate the joint effects of employees' moral values and job involvement on their organizational commitment. Data were collected via a questionnaire survey of private educational institutions in Bosnia and Herzegovina and a total of 100 valid responses were received. It was found that although both moral values and job involvement could enhance organizational commitment, once the effects of job involvement are accounted for, the direct effects of moral values on organizational commitment diminish to almost non-existent. This result provides strong evidence that the influence of employees’ moral values on organizational commitment is mediated by job involvement.

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

    Science.gov (United States)

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

    2016-01-01

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

  12. MAMA MODEL APPROACH: ITS IMPLICATION TO COMMITMENT AND ORGANIZATIONAL CITEZENSHIP BEHAVIOR OF OPERATIONAL HOTEL EMPLOYEE

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    Ida Bagus Gede Udiyana

    2015-09-01

    Full Text Available The aims of this study is to find the existence of MAMA (Motivation, Ability, and Moral Awareness model to the commitment and Organizational Citizenship Behavior (OCB. The subject of the research is the five stars hotels at Nusa Dua Bali. Respondents of this study are the operational employees at the hotels who have Hindu religion with 198 samples. The method of collecting data was simple random sampling method with proportional allocation. Structural Equation Modeling (SEM analysis technique was utilized to analyze the data in this research. This research has found that MAMA model (Motivation, Ability, and Moral Awareness influences OCB. Furthermore this research has found a theory that the main variable which is causing the appearance of organizational citizenship behavior is MAMA (motivation, ability, and moral awareness as an intrinsic behavior, and commitment or organizational citizenship behavior function of MAMA, and commitment or to be formulated as OCB f. Info

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

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    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.

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

    Science.gov (United States)

    Weng, Qingxiong; McElroy, James C.

    2012-01-01

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

  15. Organizational Justice and Perceived Organizational Support: Impact on Negative Work-Home Interference and Well-being Outcomes

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    Audrey Babic

    2015-10-01

    Full Text Available It is well established that negative work-home interference (NegWHI impacts upon several work attitudes and behaviors. In the interests of both organizational effectiveness and employee well-being, it is important to identify concepts related to NegWHI and investigate their effects on well-being outcomes. This study examines the mediating role of (1 perceived organizational support (POS in the relationship between organizational justice (OJ and NegWHI; and (2 NegWHI in the relationships between POS and four well-being outcomes. A total of 509 employees of a Belgian hospital were surveyed. Data were analyzed using structural equation modeling and the bootstrapping method. Results showed that POS partially mediates the relationships between distributive and passive procedural justice and NegWHI, and fully mediates the relationship between the other justice dimensions and NegWHI. NegWHI partially mediates the relationships between POS and both job satisfaction and intention to quit, and fully mediates the relationship between POS and job strain. Furthermore, POS is positively related to job engagement. This study showed that organizations can help employees to better manage their work and family lives and reduce the impact of NegWHI by enhancing employees’ feeling that they are supported by their organization. In order to increase POS, organizations need to promote justice in the workplace.

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

    Science.gov (United States)

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

    2018-01-01

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

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

    Science.gov (United States)

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

    2018-01-01

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

  18. The Relationship between Organizational Justice and Quality Performance among Healthcare Workers: A Pilot Study

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    Salwa Attia Mohamed

    2014-01-01

    Full Text Available Organization justice refers to the extent to which employees perceive workplace procedure, interactions, and outcomes to be fair in nature. So, this study aimed to investigate the relationship between organizational justice and quality performance among health care workers. The study was conducted at the Public Hospital in Fayoum, Egypt. The study included a convenience sample of 100 healthcare workers (60 nurses and 40 physicians that were recruited. Tools used for data collection included (1 questionnaire sheet which is used to measure health workers’ perception of organizational justices. It includes four types: distributive, procedural, interpersonal, and informational justice. (2 Quality performance questionnaire sheet: this tool was used to examine health workers’ perception regarding their quality performance. It contained three types: information, value, and skill. The results revealed that a positive correlation was found between organizational justice components and quality performance among the various categories of health workers’ perception (P≤0.05. It has been recommended to replicate the study on a larger probability sample from different hospital settings to achieve more generalizable results and reinforce justice during organization of ministry centers in Egypt.

  19. The relationship between organizational justice and quality performance among healthcare workers: a pilot study.

    Science.gov (United States)

    Mohamed, Salwa Attia

    2014-01-01

    Organization justice refers to the extent to which employees perceive workplace procedure, interactions, and outcomes to be fair in nature. So, this study aimed to investigate the relationship between organizational justice and quality performance among health care workers. The study was conducted at the Public Hospital in Fayoum, Egypt. The study included a convenience sample of 100 healthcare workers (60 nurses and 40 physicians) that were recruited. Tools used for data collection included (1) questionnaire sheet which is used to measure health workers' perception of organizational justices. It includes four types: distributive, procedural, interpersonal, and informational justice. (2) Quality performance questionnaire sheet: this tool was used to examine health workers' perception regarding their quality performance. It contained three types: information, value, and skill. The results revealed that a positive correlation was found between organizational justice components and quality performance among the various categories of health workers' perception (P ≤ 0.05). It has been recommended to replicate the study on a larger probability sample from different hospital settings to achieve more generalizable results and reinforce justice during organization of ministry centers in Egypt.

  20. Organizational justice and leadership : expanding the causal framework

    OpenAIRE

    Sajons, Gwendolin Beatriz

    2014-01-01

    This thesis examines the relationships among managerial justice and employee attitudes, emotions and behaviors to re-conceptualize the traditional causal frameworks of the justice literature. In the first chapter, I propose that distributive fairness perceptions do not unidirectionally affect performance, but that the two are linked reciprocally. Data from two laboratory experiments support this proposition. Chapter 2 builds on this idea to argue that managers use employee performance as a he...

  1. 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.

  2. 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.

  3. 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 ...

  4. The relationship between organizational commitment and life satisfaction: the mediation of employee engagement

    OpenAIRE

    Polo-Vargas, Jean David; Fernández Ríos, Manuel; Bargsted, Mariana; Ferguson Fama, Lorena; Rojas-Santiago, Miguel

    2017-01-01

    The aim of this study was to explore the relationship between Organizational Commitment and Life Satisfaction, as well as to determine if employee engagement act as a facilitator. A theorical model was proposed to show how affective and normative dimensions of commitment would be significantly related to life satisfaction through the mediation of engagement. To test this hypothesis, structural equation analyses (SEM)were conducted on a representative sample of 305 spanish employee...

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

    Science.gov (United States)

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

    2013-01-01

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

  6. 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.

  7. 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.

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

    Science.gov (United States)

    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.

  9. 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.

  10. The Effect of Work Stress and Coping on Organizational Justice: An Empirical Investigation of Turkish Telecommunications and Banking Industries

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    Tutku Seckin-Celik

    2016-12-01

    Full Text Available The aim of this paper is to investigate the role of coping mechanisms and work stress on employees’ perceptions of organizational justice. A survey of 211 white-collar employees in the banking and telecommunications industries was taken. Multiple regression analyses were performed in order to understand the effect of coping mechanisms and work stress on organizational justice. The results showed that overall perception of justice is affected negatively by work stress and positively by coping mechanisms, except emotion-focused coping. However, sub-dimensions of organizational justice showed distinctive relationship patterns. Thus, it was concluded both individual and organizational determinants play a role in employees’ perceptions of organizational justice.

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

    Science.gov (United States)

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

    2017-06-01

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

  12. The Indirect Effects of Servant Leadership Behavior on Organizational Citizenship Behavior and Job Performance: Organizational Justice as a Mediator

    Directory of Open Access Journals (Sweden)

    Cemal Zehir

    2013-07-01

    Full Text Available Therelationship between leader and followers plays a vital role, particularly ineducational institutions where a keen understanding of human character and highlevel of social interaction ought to be facilitated. For this reason, in starkcontrast to contemporary leaders who see people only as units of production orexpendable resources in a profit and loss statement, servant leadership focuseson meeting the needs of followers, making them reach their maximum potentialand so perform optimally in order to achieve organizational goals andobjectives. This study examines theeffects of servant leadership behaviors of private college principals onteachers’ organizationalcitizenship behavior and job performance. Using 300 respondents from theprivate education institutes in Turkey, servant leadership behavior is examinedfor its indirect effects on organizational citizenship behavior and jobperformance by its impact on organizational justice. Organizational justiceacts as a mediator between the variables in question. All the results are insupport of the studied mediation effects. Implications of the findings andsuggestions for future research are discussed

  13. The effects of ownership, staffing level and organisational justice on nurse commitment, involvement, and satisfaction: a questionnaire study.

    Science.gov (United States)

    Heponiemi, Tarja; Elovainio, Marko; Kouvonen, Anne; Kuusio, Hannamaria; Noro, Anja; Finne-Soveri, Harriet; Sinervo, Timo

    2011-12-01

    Elderly care systems have undergone a lot of changes in many European countries, including Finland. Most notably, the number of private for-profit firms has increased. Previous studies suggest that employee well-being and the quality of care might differ according to the ownership type. The present study examined whether the ownership type and the staffing level were associated with organisational commitment, job involvement, and job satisfaction. In addition, we examined the potential moderating effect of organisational justice on these associations. Cross-sectional questionnaire study. 1047 Finnish female staff members aged 18-69 years working in sheltered housing or nursing homes (units n=179). The relationships were studied with analyses of covariance (ANCOVA), adjusting for the effects of age and case-mix. Organisational commitment and job satisfaction levels were low in for-profit sheltered homes when justice levels were low, but when justice levels were high, for-profit sheltered homes did not differ from other ownership types. Similarly, organisational justice acted as a buffer against low commitment resulting from low staffing levels. Staffing levels were lowest in public sheltered homes and highest in not-for-profit sheltered homes. The results show that organisational justice can act as a buffer against low organisational commitment that results from low staffing levels and working in for-profit sheltered homes. Increasing justice in regard to the management, outcomes, and procedures in the organisation would thus be important. 2011 Elsevier Ltd. All rights reserved.

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

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    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.

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

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    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

  16. Organizational Diversity Commitment: A Web-Based Investigation

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    Vasconcelos Anselmo Ferreira

    2017-09-01

    Full Text Available The purpose of this study is to examine organizational held values and beliefs related to diversity, particularly derived from the corporate websites of the best companies to work for in Brazil, that is, an annual edition published by Época magazine along with the Great Place to Work® Institute (GPTW. Therefore, this study focuses on how these companies are addressing the themes of diversity, inclusion, and discrimination through their organizational discourses. More specifically, it draws exclusively on the statements and corporative documents posted on their websites. Overall, findings indicated that barely 57 (43.8% of the 130 companies awarded by GPTW-Época 2014’s list showed some interest in providing a discourse toward diversity/inclusion issues in their websites. Moreover, no more than 31 firms (54.4% of the sample depicted a compelling or somewhat acceptable diversity discourse (i.e., an indication that this issue has been addressed, yet it requires additional measures. Taken as a whole, results suggest that diversity appears to be a topic of low status in the most of the best organizations to work for in Brazil. In general, multinational corporations tend to put aside desirable aspects on their statements, even so they enact better diversity, inclusion, and anti-discrimination discourses than Brazilian firms.

  17. 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.

  18. Workplace Incivility and Conflict Management Styles: Predicting Job Performance, Organizational Commitment and Turnover Intent

    Science.gov (United States)

    Reio, Thomas G., Jr.; Trudel, Jeannie

    2013-01-01

    The purpose of this study was to examine the relations among conflict management styles and target and instigator incivility and job performance, organizational commitment, and turnover intent. Data from 270 employees suggested that experiencing and instigating uncivil behavior occurred frequently. Using an integrative conflict management style…

  19. The Relationships between School Autonomy Gap, Principal Leadership, Teachers' Job Satisfaction and Organizational Commitment

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    Dou, Diya; Devos, Geert; Valcke, Martin

    2017-01-01

    This study examines the relationship between school autonomy gap, principal leadership, school climate, teacher psychological factors, teachers' job satisfaction and organizational commitment under the context of school autonomy reform. A path model has been developed to define the relationships between principal leadership and teachers' outcomes…

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

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    Pennaforte, Antoine; Pretti, T. Judene

    2015-01-01

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

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

    Science.gov (United States)

    Moore, Heather Louise

    2012-01-01

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

  2. Personality and organizational citizenship behavior in Indonesia: The mediating effect of affective commitment

    NARCIS (Netherlands)

    Purba, D.E.; Oostrom, J.K.; Van der Molen, H.T.; Born, M.P.

    2015-01-01

    This study aims to investigate the mediating effect of affective commitment on the relationship between personality and organizational citizenship behavior (OCB) in a non-Western culture. We attempt to increase understanding of how personality and work attitudes affect OCB in a culture where

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

    Science.gov (United States)

    Nyaanga, Solomon G.

    2012-01-01

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

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

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    Deniz, Ayhan; Yildirim, Bilal

    2014-01-01

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

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

    Science.gov (United States)

    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…

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

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    Sezgin, Ferudun

    2009-01-01

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

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

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    Akdemir, Öznur Atas; Ayik, Ahmet

    2017-01-01

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

  8. Teachers' Perception on the Relationship between Change Leadership and Organizational Commitment

    Science.gov (United States)

    Savas, Ahmet Cezmi; Kosker, Erkan; Demir, Selcuk; Utar, Nurten

    2015-01-01

    The aim of this survey is to analyze the perception of teachers regarding the relationship between change leadership and organizational commitment. The study sample is 221 teachers working in the schools of Gaziantep, Sanliurfa and Mardin during the 2014-15 educational year since it is easier to reach them. The sample choice of our study has been…

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

    Science.gov (United States)

    Cerit, Yusuf

    2010-01-01

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

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

    Science.gov (United States)

    Luton, Bill

    2010-01-01

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

  11. 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'…

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

    Science.gov (United States)

    Balay, Refik

    2007-01-01

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

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

    Science.gov (United States)

    Chiang, Ti-Lin; Wang, Jia

    2008-01-01

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

  14. 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…

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

    Science.gov (United States)

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

    2007-01-01

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

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

    Science.gov (United States)

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

    2014-01-01

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

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

    Science.gov (United States)

    Çogaltay, Nazim

    2015-01-01

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

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

    Science.gov (United States)

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

    2011-01-01

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

  19. The Relationship among Interactional Justice, Manager Trust and Teachers' Organizational Silence Behavior

    Science.gov (United States)

    Yangin, Demet; Elma, Cevat

    2017-01-01

    The purpose of this study was to determine the relationship between the manager trust and interactional justice perceptions and organizational silence behaviors of those teachers who work in primary and secondary schools. The research is based on the survey model and the population consists of 4761 teachers who worked in Samsun, Turkey. The sample…

  20. Organizational justice and individuals' withdrawal : Unlocking the influence of emotional exhaustion

    NARCIS (Netherlands)

    Cole, Michael S.; Bernerth, Jeremy B.; Walter, Frank; Holt, Daniel T.

    P>This study examined the relationships between organizational justice and withdrawal outcomes and whether emotional exhaustion was a mediator of these linkages. Data were obtained from 869 military personnel and civil servants; using structural equation modelling techniques, we examined an

  1. Organizational Justice in Higher Education: Perceptions of Taiwanese Professors and Staffs

    Science.gov (United States)

    Yang, Jason Cheng-Cheng; Cho, I-Pei

    2017-01-01

    Higher education in Asia is becoming more prominent according to Western higher education researchers, but it is also being influenced by globalization, resulting in two types of structural inequality in higher education. Organizational justice relates to positive developments of educational organizations. It refers to the sense of fairness and…

  2. Adaptation of Organizational Justice in Sport Scale into Turkish Language: Validity and Reliability Study

    Science.gov (United States)

    Sayin, Ayfer; Sahin, Mustafa Yasar

    2017-01-01

    The present study aimed to provide a Turkish adaptation of the Organizational Justice in Sport Scale and perform reliability and validity studies. Answers provided by 260 participants who work as football, male basketball and female basketball coaches in National Collegiate Athletic Association (NCAA) were analysed using the original scale that…

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

    Science.gov (United States)

    Vagharseyyedin, Seyyed Abolfazl

    2016-01-01

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

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

    Science.gov (United States)

    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.

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

    Directory of Open Access Journals (Sweden)

    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.

  6. 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.

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

    Science.gov (United States)

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

    2009-01-01

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

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

    Science.gov (United States)

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

    2010-07-01

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

  9. The effect of structural empowerment and organizational commitment on Chinese nurses' job satisfaction.

    Science.gov (United States)

    Yang, Jinhua; Liu, Yanhui; Chen, Yan; Pan, Xiaoyan

    2014-08-01

    The purposes of this study were (1) to examine the level of structural empowerment, organizational commitment and job satisfaction in Chinese nurses; and (2) to investigate the relationships among the three variables. A high turnover rate was identified in Chinese staff nurses, and it was highly correlated with lower job satisfaction. Structural empowerment and organizational commitment have been positively related to job satisfaction in western countries. A cross-sectional survey design was employed. Data analysis included descriptive statistics and multiple step-wise regression to test the hypothesized model. Moderate levels of the three variables were found in this study. Both empowerment and commitment were found to be significantly associated with job satisfaction (r=0.722, r=0.693, pcommitment were significant predictors of job satisfaction. Support for an expanded model of Kanter's structural empowerment was achieved in this study. Copyright © 2014 Elsevier Inc. All rights reserved.

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

    Science.gov (United States)

    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.

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

    Directory of Open Access Journals (Sweden)

    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.

  12. 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.

  13. Perceived Organizational Justice in Care Services: creation and multi-sample validation of a measure.

    Science.gov (United States)

    Pérez-Arechaederra, Diana; Briones, Elena; Lind, Allan; García-Ortiz, Luis

    2014-02-01

    Organizational justice (OJ) perceptions predict attitudes and behaviors of customers and employees across a broad range of services. Although OJ has proven predictive power and relevance, it has rarely been studied in health care settings. This stems partially from the lack of a reliable and valid measure of patients' OJ in health care encounters. The objective here was to create and validate a measure of patients' OJ. With that purpose, a survey study with two sampling contexts - the U.S. and Spain - was carried out in order to provide a cross-national validation of the scale in two versions: English (Perceived Organizational Justice in Care Services, PJustCS) and Spanish (Percepción de Justicia Organizacional en el Ámbito Sanitario, PJustAS). Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) were used to select the appropriate items in the final version of the instrument. Reliability and validity of the measure were tested. A total of 406 patients in the U.S. and 473 patients in Spain participated. The measures used were the newly created scale of Perceived Organizational Justice in Care Services (PJustCS/PJustAS) and scales of patients' Satisfaction, Trust and Global Justice. Factor Analyses supported the four dimensional structure of the instrument for each group. Multigroup CFA substantiated invariant factor loadings and invariant structural models across both samples, hence, supporting that the instrument is applicable in its two versions: English and Spanish. Validation results showed expected positive relations of OJ with patients' satisfaction, trust in clinicians and global perceived justice. These results point out the importance of health care customers' perceived organizational justice in the explanation of health care dynamics. The scale has desirable psychometric properties and shows adequate validity, contributing to the potential development of the area. Copyright © 2013 Elsevier Ltd. All rights reserved.

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

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    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.

  15. THE EFFECTS OF PHYSICAL EDUCATION AND SPORT TEACHERS’ PERCEPTIONS ABOUT ORGANIZATIONAL CYNISM ON ORGANIZATIONAL COMMITMENT

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    Veysel OKÇU

    2015-08-01

    Full Text Available The study was done with the aim of determining the effects of physical education and sport teachers’ perceptions about the organizational cynism on their organizational commıtment . The research was performed with a relational screening model. The scope of the research consisted of 162 physical education and sport teachers working at the secondary and high schools in the city center and the district centers of Siirt. To find out the teachers’ organizational cynism levels within the rese arch, the organizational cynism scale developed by Sağır and Oğuz (2012 and to find out their organizational commıtment levels, the organizational commıtment scale developed by Balay (2000 were used. As a result of the study, it was clear that had depen dency for their schools in the internalization dimension at most (at better levels, the identification based dimension followed this (at medium level and the adaptation dimension became at the lowest level (I slightly agree. It is determined that the ph ysical education and sport teachers at medium levels experienced the organizational cyni s m . A negative relation was found between the internalization sub - dimension of organizational commıtment and the factors reducing organizational cynism performance, th e alienation sub - dimension from working institution and the sub - dimension of negative attributes to the school at the low level, a positive relation was also found between the internalization sub - dimension of organizational commıtment and the participation sub - dimension in practices of working institution at the medium level. No significant relation was observed between the identification sub - dimension of organizational commıtment and the factors reducing organizational cynism performance, and there was a negative relation between the identification sub - dimension of organizational commıtment and the alienation sub - dimension from working institution at the medium level, a negative

  16. Factors associated with the goal commitment of radiography departments' staff in organizational change

    Energy Technology Data Exchange (ETDEWEB)

    Groenroos, Eija [Helsinki Metropolia University of Applied Sciences, Degree Programme in Radiography and Radiotherapy, Mannerheimintie 172, 00300 Helsinki (Finland)], E-mail: eija.gronroos@metropolia.fi; Pajukari, Arja [MHS, Hus-Roentgen, PL 809, 00029 Hus (Finland)], E-mail: arja.pajukari@hus.fi; Matinheikki-Kokko, Kaija [Helsinki Metropolia University of Applied Sciences, Mannerheimintie 172, 00300 Helsinki (Finland)

    2009-11-15

    Purpose: The aim of the study is to examine factors associated with the goal commitment of radiography departments' staff. The associations studied are (1) organizational change, (2) work-related factors, (3) psychosocial work environment, and (4) intention to leave. Method: The follow-up study was performed between 2005 and 2007 in co-operation with 10 radiography departments of two Finnish municipalities. In 2005 the response rate was 60% (n = 97/163) and in 2007 it was 49% (n = 73/150). Results: The goal commitment had dropped during the organizational change from 3.96 in 2005 to 3.60 in 2007 (scale 1-5) (p = 0.001). Best predictors for the goal commitment of radiography departments' staff were having children (OR 4.4) and perceiving functional environment clearly (OR 2.6). Correlation between the goal commitment and intention to leave of the staff was -0.32 (p = 0.01). Conclusion: From the viewpoint of the commitment of the radiography departments' staff, the trend of uniting quite independent health care units into larger entities seems not to be beneficial. This study reveals that commitment to one's work unit is most of all a question of stability and job security. This is a fact the leadership of the radiography departments should take into account, appreciate and support to assure the tenure and productivity of their workforce.

  17. Factors associated with the goal commitment of radiography departments' staff in organizational change

    International Nuclear Information System (INIS)

    Groenroos, Eija; Pajukari, Arja; Matinheikki-Kokko, Kaija

    2009-01-01

    Purpose: The aim of the study is to examine factors associated with the goal commitment of radiography departments' staff. The associations studied are (1) organizational change, (2) work-related factors, (3) psychosocial work environment, and (4) intention to leave. Method: The follow-up study was performed between 2005 and 2007 in co-operation with 10 radiography departments of two Finnish municipalities. In 2005 the response rate was 60% (n = 97/163) and in 2007 it was 49% (n = 73/150). Results: The goal commitment had dropped during the organizational change from 3.96 in 2005 to 3.60 in 2007 (scale 1-5) (p = 0.001). Best predictors for the goal commitment of radiography departments' staff were having children (OR 4.4) and perceiving functional environment clearly (OR 2.6). Correlation between the goal commitment and intention to leave of the staff was -0.32 (p = 0.01). Conclusion: From the viewpoint of the commitment of the radiography departments' staff, the trend of uniting quite independent health care units into larger entities seems not to be beneficial. This study reveals that commitment to one's work unit is most of all a question of stability and job security. This is a fact the leadership of the radiography departments should take into account, appreciate and support to assure the tenure and productivity of their workforce.

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

    Science.gov (United States)

    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.

  19. 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

  20. The Effect of Organizational Justice on Organi zational Citizenship Behavior: A Researc h i n Defence Sector

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    Alptekin Sönmez

    2015-12-01

    Full Text Available Under the intense competition conditions of our era, the real power that businesses need to survive, stands out as the quality of human resources working within the business instead of the financial resources they have. And in parallel with this, the concepts of organizational justice and organizational citizenship behavior take place as two of the most popular topics of organizational behavior by means of their positive effect on employee productivity and due to the importance and value they have on subjects of ensuring the organizations’ adaptation to changes in business environment. The main goal of the present study is to determine whether or not perception of organizational justice affect employees’ organizational citizenship behavior. In accordance with these stated purposes, developement of managerial strategies that increase levels of employees’ organizational citizenship behaviors by organizing and improving the structure of organizational justice in businesses is intended.Under this study carried out in defence sector company on 341 employees, according to the results of correlation analyses between organizational justice and organizational citizenship behavior, it has been determined that there are statistically positive and meaningful correlations between all the dimensions of these two concepts. In addition, according to the analyses which are carried out with St ructural Equation Modelling, it has also been found that employees’ distributive justice perceptions positively affect conscientiousness, sportsmanship and courtesy dimensions of organizational citizenship behavior

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

    Science.gov (United States)

    Zhou, Yingying; Miao, Qing

    2014-10-01

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

  2. THE INFLUENCE OF PERCEIVED ORGANIZATIONAL SUPPORT, JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT TOWARD ORGANIZATIONAL CITIZENSHIP BEHAVIOR (A Study of the Permanent Lecturers at University of Lambung Mangkurat, Banjarmasin

    Directory of Open Access Journals (Sweden)

    Meiske Claudia

    2018-01-01

    Full Text Available The population in this research is all of the permanent lecturers employed at University of Lambung Mangkurat (ULM. The respondents are taken from 4 academic ranks, which are represented by Asisten Ahli (Instructor, Lektor (Assistant Professor, Lektor Kepala (Associate Professor, and Guru Besar (Professor. One hundred and thirty samples were collected by using a proportional-stratified random sampling method. A Partial Least Square (PLS method was used to analyze the data. The results showed that lecturers with a positive perception of the organizational support available to them feel more satisfied with their job, which in turn encourages the creation of a high organizational commitment and results in the emergence of positive organizational citizenship behavior (OCB. These study’s results showed us the application of social exchange theory and organizational support theory in a higher educational institution. The findings of this study are considered to be important, as they provide additional empirical evidence regarding the importance of organizational support as a basis for improving the ULM lecturers' job satisfaction, organizational commitment, and OCB. The implications and further research are also discussed.

  3. Participative Leadership and the Organizational Commitment of Civil Servants in China: The Mediating Effects of Trust in Supervisor

    OpenAIRE

    Miao, Qing; Newman, Alexander; Schwarz, Gary; Xu, Lin

    2013-01-01

    The present study examines whether participative leadership engenders organizational commitment among Chinese civil servants, and analyzes the mechanisms by which it transmits its effects. Confirmatory factor analysis and structural equation modeling revealed that there was a significant relationship between supervisor-level participative leadership and the affective and normative commitment of subordinates, but no relationship with continuance commitment. Affective trust was identified as th...

  4. Perceptions of organizational justice among nurses working in university hospitals of shiraz: a comparison between general and specialty settings.

    Science.gov (United States)

    Hatam, Nahid; Fardid, Mozhgan; Kavosi, Zahra

    2013-12-01

    Justice has gained much attention in social and human studies and has many consequences on employees and the organizations, especially on health system workers such as nurses who are among the key factors in health care systems. The purpose of this study was to investigate perception of organizational justice among nurses in educational hospitals of Shiraz University of Medical Sciences (SUMS), and to compare the results of general and specialty hospitals. In this research, 400 nurses at SUMS hospitals were selected by random sampling method. A 19-item questionnaire was applied to measure distributive, procedural and interactional justice. Data analysis was performed using descriptive statistics, including percentage, frequency, mean, and standard deviation. Also, the t-test and one way ANOVA were used to measure the differences between different hospitals and wards. Of 400 nurses, 66% perceived a high level of organizational justice. In this study the mean scores of total perceived organizational justice (P = 0.035), procedural justice (P = 0.031), and interactional justice (P = 0.046) in specialty hospitals were higher than general ones. Furthermore, the mean score of interactional justice was higher than the other components of organizational justice, respectively 3.58 ± 1.02 for general and 3.76 ± 0.86 for specialty hospitals. Significant differences were observed between overall perceived justice (P = 0.013) and its components (P = 0.024, P = 0.013, and P = 0.036) in different wards. Most nurses who participated in this study had a high perception of organizational justice. The mean score of organizational justice was higher in specialty hospitals. Health care policy makers and hospital managers should support their employees, especially nurses through fairness in distributions, procedures, and interactions.

  5. The impact of training interventions on organizational readiness to support innovations in juvenile justice offices.

    Science.gov (United States)

    Taxman, Faye S; Henderson, Craig; Young, Doug; Farrell, Jill

    2014-03-01

    Clinical trials on technology transfer models are rare, even with the interest in advancing the uptake of evidence-based practices in social service agencies. This article presents the results from a trial examining different transfer strategies to assist juvenile justice caseworkers in using screening, assessment, and case planning practices to address mental health and substance use needs. Study findings examine factors that promote organizational readiness. A clinical trial was conducted examining the impact of three post-training strategies: an external coach to build the social network of the justice office (build social climate), an external coach to educate staff (build skills and knowledge), and a control condition consisting of traditional management directives (directives to staff of agency priorities). All groups were exposed to a 1 day refresher course in motivational interviewing. The social network and skill building groups also attended an intensive 3-day training followed by three on-site booster sessions over a 12 month period of time. Twelve juvenile justice offices (with their 231 juvenile justice staff) were assigned to one of three conditions. The study examined the impact of different transfer conditions on organizational readiness to implement the innovation of screening, assessment, and referral strategies. External coaching targeting the social climate of the justice office to support innovations improved organizational readiness to change, regardless of office size. Coaching that targeted either the social climate or staff knowledge and skills both improved organizational readiness for change compared to management directives, but social climate coaching resulted in greater improvements in receptivity to change. No individual level features of case workers (e.g., age, gender, years of experience) significantly predicted organizational readiness to change. Unexpectedly, the skill and knowledge building approach did not perform any better

  6. The Effect of Organizational Culture, Leadership Style, and Functional Position on Organizational Commitment and Their Impact on the Performance of Internal Auditors in Aceh, Indonesia

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    M. Shabri Abd. Majid

    2016-06-01

    Full Text Available This study aims at empirically examining the influence of the organizational culture, leadership style, and functional position of an auditor on organizational commitment and their impact on the performance of government internal auditors in Aceh, Indonesia. All 183 of the governmental internal auditors at the district level within the Province of Aceh, Indonesia, were investigated. Data, which are gathered by distributing questionnaires to the entire population, are then analysed by the Structural Equation Modelling (SEM technique.The study found that organizational culture, leadership style, and functional auditor have affected the performance of the governmental internal auditor either directly or indirectly through organizational commitment.Keywords: Organizational Culture, Leadership Style, Functional Auditor, Organizational Commitment, Internal Auditor Performance.

  7. 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.

  8. 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.

  9. 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.

  10. 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

  11. An Investigation of the Effects of Workrelated - Stress and Organizational Commitment on Organizational Citizen ship Behavior: A Research on Banking Industry

    Directory of Open Access Journals (Sweden)

    Melisa Erdilek Karabay

    2014-03-01

    Full Text Available With increasing competition conditions and the acceleration of lobalization, organizations’ new management approach now support mployees in the direction of attaining the objectives of the organization to have more effective behaviors. However, employees in the business world are under the constant influence of factors that will affect their current working conditions negatively. In this context, job stress continues to influence today's organizational structure significantly. In this context, organizational commitment and organizational citizenship behavior in the literature emerges as the most coveted concept in the business world. The employees that have organizational commitment and organizational citizen ship behavior may lead to the creation of more efficient work environment . In this study, the relationship between organizational commitment , job stress, and organizational citizenship behavior is investigated in banking sector. As a result , it has been fo und that, bank employees' organizational commitment and organizational citizenship behavior affect courtesy, altruism, civic virtue , onscientiousness and sportsmenship, positively. On the other hand, bank employees’ organizational citizenship behavior with work stress has a negative effect on courtesy and consciousness.

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

    Directory of Open Access Journals (Sweden)

    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.

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

    Science.gov (United States)

    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.

  14. Perceived nuclear risk, organizational commitment, and appraisals of management: A study of nuclear power plant personnel

    International Nuclear Information System (INIS)

    Kivimaeki, M.; Kalimo, R.; Salminen, S.

    1995-01-01

    This study examined to what extent nuclear risk perceptions, organizational commitment (OC), and appraisals of management are associated with each other among nuclear power plant personnel. The sample consisted of 428 nuclear power plant workers who completed a questionnaire at their workplace. Perceived nuclear risk and OC were most closely related to the appraisals of the top management of the organization. As the trust in and satisfaction with the top management increased, perceived nuclear safety and acceptance of the organizational goals and values heightened. This result is discussed in the context of industrial safety management. 29 refs., 2 tabs

  15. Engendering Organizational Commitment through “Non­‐financial” Rewards and Incentives

    DEFF Research Database (Denmark)

    Jørgensen, Frances; Sluhan, Anne

    In this paper, we present findings from the analysis of a qualitative case study exploring how a novel approach to a reward and incentive scheme was used engender organizational commitment in employees in a Danish Professional Service Firm (PSF) in the financial service sector. The firm’s efforts...... to align the reward and incentive scheme with employees’ values appeared to have a positive influence on employee turnover as well as other key performance measures. The findings from the paper have theoretical and practical implications in terms of how individual and organizational values can be aligned...

  16. Engendering organizational commitment through “non­‐financial” rewards and incentives

    DEFF Research Database (Denmark)

    Jørgensen, Frances; Sluhan, Anne

    In this paper, we present findings from the analysis of a qualitative case study exploring how a novel approach to a reward and incentive scheme was used engender organizational commitment in employees in a Danish Professional Service Firm (PSF) in the financial service sector. The firm’s efforts...... to align the reward and incentive scheme with employees’ values appeared to have a positive influence on employee turnover as well as other key performance measures. The findings from the paper have theoretical and practical implications in terms of how individual and organizational values can be aligned...

  17. "We Are Clinicians Committed to Cultural Diversity and Social Justice": Good Intentions that Can Wane Over Time

    Science.gov (United States)

    Parra-Cardona, Jose Ruben; Holtrop, Kendal; Cordova, David

    2005-01-01

    Despite the importance given to issues of social justice and training in cultural competence in the counselling field, little attention has been given to the fact that counsellors' commitment to issues of cultural diversity and cultural competence can erode over time. In this article, we propose that relying exclusively on training in cultural…

  18. Impact of Mentoring on Organizational Commitment and Job Satisfaction of Accounting-Finance Academicians Employed in Turkey

    Directory of Open Access Journals (Sweden)

    Ayşe Tansel Çetin

    2013-09-01

    Full Text Available The primary objective of this paper is to investigate the impact of mentoring on organizational commitment and job satisfaction of accounting-finance academicians employed in Turkey. Survey method is utilized in order to reach this goal and questionnaires are distributed to test the effect of mentoring on Turkish accounting-finance scholars’ organizational commitment and job satisfaction. This paper contributes to the literature by pointing out the relationship among mentoring, organizational commitment and job satisfaction, which in turn leads to more efficient mentoring management and necessary measures in Turkish accounting-finance community.

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

    Science.gov (United States)

    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.

  20. Human needs as predictors for organizational commitment and job involvement: An exploratory empirical study

    OpenAIRE

    Park, Yang-Kyu; Lee, Chul-in; Kabst, Rüdiger

    2008-01-01

    While the literature on the determinants of organizational commitment (OC) and job involvement (JI) is vast, little has been studied about the impact of human needs. In search for the institutional stars, this study examines whether human needs can serve a predictor for both high OC and high JI. Exploratory empirical results based on quantile regressions suggest that the needs for achievement, belonging, and power are more important than others in predicting OC and JI. In addition, the basic ...

  1. Organizational Commitment In Fast Food Franchising Businesses: The Case of Denizli

    OpenAIRE

    Onur Görkem

    2015-01-01

    The sector of food and beverage growing in paralel with the rapid change of food habits on a global scale has witnessed the raising of the fast food businesses that franchising system has been implemented. As the development mentioned has increased the employment needs of fast food businesses, it has brought the necessity of giving importance to the activities related to improving the organizational commitment of personnel. Accordingly, the purpose of the study is to reveal compatatively the ...

  2. 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...

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

    OpenAIRE

    Zin, Razali Mat

    2004-01-01

    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 Q...

  4. The Relationship Between Job Satisfaction and Organizational Commitment: Case Study of Employees in PT X

    OpenAIRE

    Yoveline, Karina

    2015-01-01

    Human resource management plays a vital role in a company as it could affect company's performance. In the last decade, companies are faced with high turnover of Generation Y or Millennial Generation. PT X as a manufacturing company that relies on human capital heavily is in a tight competition with other company. This research is done for the purpose to see whether job satisfaction really has significant correlation with organizational commitment, which may reduce the number of turnover. Dat...

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

    Science.gov (United States)

    Reyes, Pedro; Keller, David

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

  6. Effect of Organizational Justice Behaviors on Organizational Silence and Cynicism: A Research on Academics from Schools of Physical Education and Sports

    Science.gov (United States)

    Erdogdu, Murat

    2018-01-01

    In this research, it is aimed to examine the effect of organizational justice behaviors on organizational silence and cynicism based on the opinions of academics who serve in Schools of Physical Education and Sports, and Faculties of Sports Sciences. Research group consisted of academics from 22 different universities in Turkey. There are 320…

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

    Directory of Open Access Journals (Sweden)

    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.

  8. 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.

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

    Directory of Open Access Journals (Sweden)

    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.

  10. Effects of the big-five personality traits and organizational commitments on organizational citizenship behavior of support staff at Ubon Ratchathani Rajabhat University, Thailand

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    Siripapun Leephaijaroen

    2016-05-01

    Full Text Available The objective of this research was to examine the effects of the big-five personality traits and organizational commitments on organizational citizenship behavior (OCB. The research method of this study was a mixed method combining quantitative and qualitative methods. For the quantitative research method, data were collected from 144 support staff at Ubon Ratchathani Rajabhat University, Thailand and the hypotheses were tested using the stepwise multiple regression analysis technique. For the qualitative research method, in-depth interviews with 11 support staff were used to explain the quantitative findings. The findings revealed that the components of the big-five personality traits and organizational commitments which significantly affected OCB were agreeable personality, continuance commitment, conscientious personality, affective commitment, and emotionally-stable personality. In examining intensively each dimension of the OCB as a dependent variable, the results showed the following: 1 agreeable personality, affective commitment, conscientious personality, and normative commitment had positive significant effects on altruistic behavior; 2 conscientious personality, agreeable personality, and continuance commitment had positive significant effects on conscientious behavior; 3 affective commitment and agreeable personality had positive significant effects on sportsmanship behavior; 4 emotionally stable personality and continuance commitment had positive significant effects on courteous behavior; and 5 continuance commitment, agreeable personality, conscientious personality, and emotionally-stable personality had positive significant effects on civic virtue behavior.

  11. The Relation between Perceived Organizational Justice and Job Satisfaction among the Staff of Birjand University of Medical Sciences

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    Yahya Mohammadi

    2017-01-01

    Full Text Available Background: Perceived organizational justice refers to the staffs' feelings and perceptions concerning the justice and equity in behaviors and working relations. The aim of this study was to investigate the relation between perceived organizational justice and job satisfaction. Methods: This descriptive analytical study was conducted in 2015 in Birjand University of Medical Sciences. The population included all the staff of Birjand University of Medical Sciences. A total of 205 individuals were selected using stratified random sampling method. To collect the data, Niehoff and Moorman’s Organizational Justice Questionnaire (1993 and Kendall Smith Job Satisfaction (1969 were used. The collected data were analyzed in SPSS 16 using Pearson correlation test. Results: In this study, 83 people (40.5 % were male and 122 of them (59.5 % were female. The results showed that organizational justice and its dimensions (distributive, procedural, and interactive justice were significantly correlated with job satisfaction (p < 0.05. Conclusion: According to the results, considering perceived organizational justice by academic leaders can lead to improve employees' job satisfaction.

  12. Self esteem and organizational commitment among health information management staff in tertiary care hospitals in Tehran.

    Science.gov (United States)

    Sadoughi, Farahnaz; Ebrahimi, Kamal

    2014-12-12

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

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

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    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.

  14. 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

  15. Job insecurity and job performance: The moderating role of organizational justice and the mediating role of work engagement.

    Science.gov (United States)

    Wang, Hai-jiang; Lu, Chang-qin; Siu, Oi-ling

    2015-07-01

    Organizational justice has been shown to play an important role in employees' affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees' performance, and examined the mediating role of work engagement from the perspective of uncertainty management theory. We used 2-wave data (Study 1) from a sample of 140 Chinese employees and 3-wave data (Study 2) from a sample of 125 Chinese employees to test our hypotheses. In Study 1, we found that when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to job performance. In contrast, we found that job insecurity was not related to job performance when there were high levels of organizational justice. Study 2 again supported the interaction of job insecurity and organizational justice on job performance. Furthermore, it was found that work engagement mediated the interaction effect. The results of the mediated moderation analysis revealed that job insecurity was negatively associated with job performance through work engagement when organizational justice was low. (c) 2015 APA, all rights reserved).

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

    Science.gov (United States)

    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.

  17. THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

    Directory of Open Access Journals (Sweden)

    Liz Zeny Merry

    2017-07-01

    Full Text Available The objectives of this research are to study the influence of empowerment, employee engagement, and organizational commitment on a performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1 empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2 empowerment and employee engagement had a positive direct effect on organizational commitment; (3 empowerment have a positive direct effect on employee engagement. The research findings recommend to improve employee performance by improving empowerment, employee engagement and organizational commitment of the financial management staff at Riau Island Provincial Government

  18. THE EFFECT OF FUNCTIONAL TRAINING, INTEGRITY, COMPETENCY AND ORGANIZATIONAL COMMITMENT OF QUALITY AUDIT IN THE AUDIT BOARD OF REPUBLIC INDONESIA

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    Edi Sunyoto

    2017-07-01

    Full Text Available This research investigates about the influence of functional training, integrity, competence and organizational commitment to quality audit. The purpose of this research was to determine the effect of functional training, integrity, competence and organizational commitment to quality audit, in The Audit Board of Republic Indonesia, Jakarta in 2017. The research used survey method quantitative approach with path analysis technique. Methods of survey research using quantitative approach path analysis techniques. The data were collected from 100 auditors as a sample. The sample was selected by simple random sampling from 130 Auditor as population. The results showed there is the significant direct effect functional of training on quality audit; integrity on quality audit; competency on quality audit; organizational commitment on quality audit; functional training, Integrity, and Competence significant direct effect on organizational commitment; functional training and Integrity significant direct effect on the competence; direct effect on the integrity of functional training is significant.

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

    Science.gov (United States)

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

    2014-01-01

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

  20. The relation between school leadership from a distributed perspective and teachers' organizational commitment: examining the source of the leadership function

    OpenAIRE

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

    2011-01-01

    Purpose: In this study the relationship between school leadership and teachers’ organizational commitment is examined by taking into account a distributed leadership perspective. The relation between teachers’ organizational commitment and contextual variables of teachers’ perceptions of the quality and the source of the supportive and supervisory leadership function, participative decision making, and cooperation within the leadership team are examined. Research Design: A survey was set up i...

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

    Science.gov (United States)

    Kagan, I; Itzhaki, M; Melnikov, S

    2017-12-01

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

  2. The employee retention triad in health care: Exploring relationships amongst organisational justice, affective commitment and turnover intention.

    Science.gov (United States)

    Perreira, Tyrone A; Berta, Whitney; Herbert, Monique

    2018-04-01

    To increase understanding of the relationships between organisational justice, affective commitment and turnover intention in health care. Turnover in health care is a serious concern, as it contributes to the global nursing shortage and is associated with declines in quality of care, patient safety and patient outcomes. Turnover also impacts care teams and is associated with decreased staff cohesion and morale. A survey was developed and administered to frontline nurses working in the Province of Ontario, Canada. The data were used to test a hypothetical model developed from a review of the literature. The relationships amongst the three constructs were evaluated using structural equation modelling and mediation analysis. The hypothesised model was generally supported, although we were limited to considerations of interpersonal justice, affective commitment to one's organisation and turnover intention. Interpersonal justice is associated with affective commitment to one's organisation, which is negatively associated with turnover intention. Interpersonal justice was also found to be directly and negatively associated with turnover intention. Affective commitment to one's organisation was also found to mediate the relationship between interpersonal justice and turnover intention. The examination of relationships within the "employee retention triad" in a single, comprehensive model is novel and provides new information regarding relational complexity and insights into what healthcare leaders can do to retain employees. Reducing turnover may help to decrease some of the stressors related to turnover for clinical staff remaining at the organisation such as constant onboarding and orientation of new hires, working with less experienced staff and increased workload due to decreased staffing. © 2018 John Wiley & Sons Ltd.

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

    Science.gov (United States)

    Chiu, Chia-Nan; Chen, Huei-Huang

    2016-01-01

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

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

    Science.gov (United States)

    Choi, Han Gyo; Ahn, Sung Hee

    2016-02-01

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

  5. 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.

  6. Role stress and job satisfaction: their supervisory antecedents and their influence on organizational commitment

    Directory of Open Access Journals (Sweden)

    C. Boshoff

    1995-06-01

    Full Text Available Despite the more extensive use of other resources such as modern technology, the optimal utilization of human resources will remain a daunting challenge to all managers during the 1990's and beyond. The absence of em- ployees from work, both temporarily and permanently, however, renders the realization of this objective near impossible. Ensuring that employees want to be and are at work, and stay there, thus become important secondary objectives. Both absenteeism and turnover have been shown to undermine optimal employee performance. Some argue that the willingness to be at work will depend on the degree to which employees identify with the organization's goals, objectives, and values (commitment to the organization. This study investigated this contention, and whether the behaviour and actions of supervisors can influence the organizational commitment of employees. A structural equation modelling approach was used to assess whether job stress and job satisfaction serve as intervening variables in the supervision-organizational commitment relationship. The empirical results revealed that intrinsic job satisfaction exerts a significant positive influence on organizational commitment, and role conflict, a negative influence. A management style which can be described as participative is likely to limit the harmful influence of role conflict while enhancing feelings of intrinsic job satisfaction among employees. Opsomming Nieteenstaande die toenemende gebruik van tegnologie in ondernemings, is die optimale benutting van menslike hulpbronne steeds onmisbaar en van deurslaggewende belang. Die doeltreffende gebruik van menslike hulpbronne kan egter belemmer word deur 'n hoe arbeidsomset en afwesigheidsyfer. Daar word aanvaar dat die bereidwilligheid om by die werk te wees in 'n groot mate beinvloed word deur die mate waartoe werknemers hulleself vereenselwig met die onderneming se waardestelsels en doelstellings. Hierdie verskynsel staan bekend as

  7. Organizational Citizenship Behavior, Job Satisfaction and Commitment to School: Is There Any Significant Difference between Male and Female Teachers?

    Science.gov (United States)

    Jenaabadi, Hossein; Okati, Ehsan; Sarhadi, Aliyavar

    2013-01-01

    This research investigated the gender differences in job satisfaction, organizational commitment and organizational citizenship behavior in sample included 200 male and 200 female teachers and 80 male managers in boy elementary schools in Zahedan. Data was collected by means of questionnaires and was analyzed through Factorial Analysis of…

  8. The Impact of Denominational Affiliation on Organizational Sense of Belonging and Commitment of Adjunct Faculty at Bible Colleges and Universities

    Science.gov (United States)

    Pilieci, Kimberly M.

    2016-01-01

    The majority of faculty in higher education, including secular and biblical institutions, are adjunct faculty. The literature suggests that adjunct faculty are less effective and satisfied, and have weaker organizational sense of belonging (OSB) and affective organizational commitment (AOC). Denominational affiliation (DA) and religious commitment…

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

    Science.gov (United States)

    Zhu, Chang; Devos, Geert; Li, Yifei

    2011-01-01

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

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

    Science.gov (United States)

    Jackson, Janese Marie

    2011-01-01

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

  11. 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…

  12. 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.

  13. 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

  14. 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,…

  15. 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…

  16. 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.

  17. Organizational Commitment as a Predictor of Teacher Kindergarten Performance in Implementation of ESDIGDC

    Directory of Open Access Journals (Sweden)

    Suparji Suparji

    2017-06-01

    Full Text Available In order to achieve national development goals in the field of children health, the government is committed to enhancing the growth and development of children through the “Early Stimulation, Detection and Intervention for Growth and Development of Children (ESDIGDC” Program. Efforts to improve the health status of children is very important, because in addition to being the target of health development, it also becomes an indicator of the health status of children is to prepare children to achieve optimal growth and development . This  study  aimed to analyze the influence of organizational commitment on the performance of kindergarten  teacher in implementation of ESDIGDC Program. The subjects of this cross sectional study were 68 kindergarten teacher at Panekan Sub District, Magetan District, East Java Province,  Indonesia.  Data  were  collected through  questionnaires and then analyzed using linear regression. The results showed that p-value = 0.001 (significant, so it could be concluded  that  there was the influence of organizational commitment on the performance of kindergarten teacher in implementation of ESDIGDC.

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

    Directory of Open Access Journals (Sweden)

    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

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

    Directory of Open Access Journals (Sweden)

    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.

  20. 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