Subjective, but not objective, lingering effects of multiple past concussions in adolescents.

Science.gov (United States)

Brooks, Brian L; McKay, Carly D; Mrazik, Martin; Barlow, Karen M; Meeuwisse, Willem H; Emery, Carolyn A

2013-09-01

The existing literature on lingering effects from concussions in children and adolescents is limited and mixed, and there are no clear answers for patients, clinicians, researchers, or policy makers. The purpose of this study was to examine whether there are lingering effects of past concussions in adolescent athletes. Participants in this study included 643 competitive Bantam and Midget hockey players (most elite 20% by division of play) between 13 and 17 years of age (mean age=15.5, SD=1.2). Concussion history at baseline assessment was retrospectively documented using a pre-season questionnaire (PSQ), which was completed at home by parents and players in advance of baseline testing. Players with English as a second language, self-reported attention or learning disorders, a concussion within 6 months of baseline, or suspected invalid test profiles were excluded from these analyses. Demographically adjusted standard scores for the five composites/domains and raw symptom ratings from the brief Immediate Post-Concussion Assessment and Cognitive Testing (ImPACT) computerized battery were analyzed. Adolescent athletes with one or two or more prior concussions did not have significantly worse neurocognitive functioning on ImPACT than did those with no previous concussions. There were significantly more symptoms reported in those with two or more prior concussions than in those with no or one prior concussion. Adolescents with multiple previous concussions had higher levels of baseline symptoms, but there were not group differences in neurocognitive functioning using this brief computerized battery.

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.

Mesing Kirke:Opmålinger og undersøgelser af Mesing Kirke udført 1978

OpenAIRE

Bock, Lars Nicolai; Longmose Jakobsen, Bendt; Nielsen, Ole

1989-01-01

Detaljerede opmålinger og bygningsarkæologiske undersøgelser udført i Mesing Kirke i efteråret 1978. Arbejdet er udført i samarbejde med Bendt Longmose Jakobsen og Ole Nielsen. Det samlede arbejde indgår i Nationalmuseets værk Danmarks Kirker, XVI, bind 6 (1988-89) Side: 3123 - 3147. Afsnittet om Mesing Kirke er skrevet og redigeret af dr. arkitekt maa Kjeld de Fine Licht

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. 

The Impact Of Demographic Factors On Organisational Commitment ...

African Journals Online (AJOL)

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

Økologisk restaurering af Øle Å med afsæt i forskningsmål og effektmålinger

DEFF Research Database (Denmark)

Båstrup-Spohr, Lars; Sand-Jensen, Kaj; Morsing, Jonas

2015-01-01

Traditionel økologisk restaurering bæres sjældent frem af videnskabelige hypoteser og solide målinger før og efter restaureringen. Derfor mangler solide data og videnskabelig evidens for effekterne ofte. Vi har anvendt en systematisk forskningsstrategi langs Øle Å’s øvre løb på Bornholm, hvor den...

Lingering fat signals with CHESS in simultaneous imaging of both hands can be improved with rice pads in both 1.5 T and 3.0 T

Energy Technology Data Exchange (ETDEWEB)

Moriya, Susumu, E-mail: smoyari@yahoo.co.jp [Division of Health Sciences, Graduate School of Medical Science, Kanazawa University, 5-11-80 Kodatsuno, Kanazawa 920-0942 (Japan); Ishikawa Clinic, 46-1 Shimokamo-Umenoki-cho, Sakyo-ku, Kyoto-shi, Kyoto 606-0851 (Japan); Miki, Yukio, E-mail: yukio.miki@med.osaka-cu.ac.jp [Department of Radiology, Osaka City University Graduate School of Medicine, 1-4-3 Asahi-machi, Abeno-ku, Osaka 545-8585 (Japan); Kamishima, Tamotsu, E-mail: ktamotamo2@yahoo.co.jp [Department of Biomedical Sciences and Engineering, Hokkaido University Graduate School of Health Science, North-12 West-5 Kita-ku, Sapporo 060-0812 (Japan); Miyati, Tosiaki, E-mail: ramiyati@mhs.mp.kanazawa-u.ac.jp [Division of Health Sciences, Graduate School of Medical Science, Kanazawa University, 5-11-80 Kodatsuno, Kanazawa 920-0942 (Japan); Kanagaki, Mitsunori, E-mail: mitsuk@kuhp.kyoto-u.ac.jp [Department of Diagnostic Imaging and Nuclear Medicine, Kyoto University, 54 Shogoin-kawahara-cho, Sakyo-ku, Kyoto-shi, Kyoto 606-8507 (Japan); Matsuno, Yukako, E-mail: ynoma2000jp@yahoo.co.jp [Oike Clinic, 11 Nishinokyo-Shimoai-cho, Nakagyo-ku, Kyoto-shi, Kyoto 604-8436 (Japan); Yokobayashi, Tsuneo, E-mail: mri@mrnet.jp [Ishikawa Clinic, 46-1 Shimokamo-Umenoki-cho, Sakyo-ku, Kyoto-shi, Kyoto 606-0851 (Japan)

2013-09-15

Objectives: To investigate whether rice pads can eliminate lingering fat signals of the complex surface shape of both hands that occur with chemical shift selective (CHESS) at 1.5 T and 3.0 T. Materials and methods: T1-weighted images were obtained with CHESS using 1.5 T and 3.0 T systems. The same imaging parameters were used with and without rice pads on the coronal plane of both hands in 10 healthy volunteers. The fat-suppression effects were classified into four categories and scored for images, and visual evaluations were performed by one radiologist and one radiologic technologist. Results: At 1.5 T, the mean evaluation score was 1.55 for images obtained without rice pads and 3.50 for images obtained with rice pads. At 3.0 T, the mean evaluation score was 1.10 for images obtained without rice pads and 3.20 for images obtained with rice pads. With both systems, images obtained with the rice pads showed significantly better fat suppression effects than images obtained without rice pads (P < 0.0001, P < 0.0001). Conclusions: It was confirmed that lingering fat signals are eliminated and good fat-suppressed images are obtained with the use of rice pads at 1.5 T and 3.0 T. Rice pads are therefore useful with at 1.5 T and 3.0 T, which are currently becoming more widely used.

Lingering fat signals with CHESS in simultaneous imaging of both hands can be improved with rice pads in both 1.5 T and 3.0 T

International Nuclear Information System (INIS)

Moriya, Susumu; Miki, Yukio; Kamishima, Tamotsu; Miyati, Tosiaki; Kanagaki, Mitsunori; Matsuno, Yukako; Yokobayashi, Tsuneo

2013-01-01

Objectives: To investigate whether rice pads can eliminate lingering fat signals of the complex surface shape of both hands that occur with chemical shift selective (CHESS) at 1.5 T and 3.0 T. Materials and methods: T1-weighted images were obtained with CHESS using 1.5 T and 3.0 T systems. The same imaging parameters were used with and without rice pads on the coronal plane of both hands in 10 healthy volunteers. The fat-suppression effects were classified into four categories and scored for images, and visual evaluations were performed by one radiologist and one radiologic technologist. Results: At 1.5 T, the mean evaluation score was 1.55 for images obtained without rice pads and 3.50 for images obtained with rice pads. At 3.0 T, the mean evaluation score was 1.10 for images obtained without rice pads and 3.20 for images obtained with rice pads. With both systems, images obtained with the rice pads showed significantly better fat suppression effects than images obtained without rice pads (P < 0.0001, P < 0.0001). Conclusions: It was confirmed that lingering fat signals are eliminated and good fat-suppressed images are obtained with the use of rice pads at 1.5 T and 3.0 T. Rice pads are therefore useful with at 1.5 T and 3.0 T, which are currently becoming more widely used

Lingering fat signals with CHESS in simultaneous imaging of both hands can be improved with rice pads in both 1.5T and 3.0T.

Science.gov (United States)

Moriya, Susumu; Miki, Yukio; Kamishima, Tamotsu; Miyati, Tosiaki; Kanagaki, Mitsunori; Matsuno, Yukako; Yokobayashi, Tsuneo

2013-09-01

To investigate whether rice pads can eliminate lingering fat signals of the complex surface shape of both hands that occur with chemical shift selective (CHESS) at 1.5T and 3.0T. T1-weighted images were obtained with CHESS using 1.5T and 3.0T systems. The same imaging parameters were used with and without rice pads on the coronal plane of both hands in 10 healthy volunteers. The fat-suppression effects were classified into four categories and scored for images, and visual evaluations were performed by one radiologist and one radiologic technologist. At 1.5T, the mean evaluation score was 1.55 for images obtained without rice pads and 3.50 for images obtained with rice pads. At 3.0T, the mean evaluation score was 1.10 for images obtained without rice pads and 3.20 for images obtained with rice pads. With both systems, images obtained with the rice pads showed significantly better fat suppression effects than images obtained without rice pads (P<0.0001, P<0.0001). It was confirmed that lingering fat signals are eliminated and good fat-suppressed images are obtained with the use of rice pads at 1.5T and 3.0T. Rice pads are therefore useful with at 1.5T and 3.0T, which are currently becoming more widely used. Copyright © 2013 Elsevier Ireland Ltd. All rights reserved.

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.

Internal Dosimetry Monitoring- Detection Limits for a Selected Set of Radionuclides and Their Translation Into Committed Effective Dose

International Nuclear Information System (INIS)

Brandl, A.; Hrnecek, E.; Steger, F.

2004-01-01

To harmonize the practice of internal dosimetry monitoring across the country, the Austrian Standards Institute is currently drafting a new set of standards which are concerned with occupational incorporation monitoring of individuals handling non-sealed radioactive material. This set of standards is expected to consist of three parts discussing the general necessity and frequency, the requirements for monitoring institutions, and the determination and rigorous calculation of committed effective dose after incorporation of radioactive material, respectively. Considerations of the requirements for routine monitoring laboratories have led to an evaluation of the detection limits for routine monitoring equipment. For a selected set of radionuclides, these detection limits are investigated in detail. The main emphasis is placed on the decay chains of naturally occurring radionuclides showing some significant potential for being out of equilibrium due to chemical processes in certain mining industries. The radionuclides considered in this paper are 226Ra, 228Ra, 228Th, 232Th, 234U, 235U, and 238U. Given the routine monitoring intervals of the Austrian Standard, these detection limits are translated into information on committed effective dose. This paper investigates whether routine monitoring equipment is sufficient to ensure compliance with EC directive 96/29/Euratom for this selected set of radionuclides. (Author) 9 refs

Strømmålinger for ny forbindelse over Limfjorden i Lindholmlinien ved Aalborg

DEFF Research Database (Denmark)

Burcharth, Hans F.; Larsen, Torben

På foranledning af "Undersøgelsesgruppen af 1. maj 1975", repræsenteret ved Rambøll og Hannemann A/S, Nørresundby har laboratoriet i november og december udført en række strømmålinger i området mellem Egholm og jernbanebroen i Limfjorden ved Aalborg med henblik på at fremskaffe et grundlag...... for vurderingen af besejlingsforholdene ved en kommende ny forbindelse over limfjorden ved lindholmlinien. Ved undersøgelsens planlægning har medvirket civilingeniør J. C. Schmidt, Rambøll og Hannemann A/S, ingeniørdocent H. F. Burchart og civilingeniør Torben Larsen. Herværende rapport er udarbejdet af Torben...

Abnormal brain structure in youth who commit homicide

Science.gov (United States)

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

2014-01-01

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

Commitment to Study as a Technique to Improve Exam Performance.

Science.gov (United States)

Leeming, Frank C.

1997-01-01

Reports on a technique that could increase study time by reducing procrastination. Randomly selected college students (N=197) made written commitments to study for an exam. Students in the commitment condition reported significantly more study time than did students in a control group; they also performed significantly better on the exam. (RJM)

Physical Education Teachers' Organizational Commitment

Science.gov (United States)

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…

Rites of passage of the engram: reconsolidation and the lingering consolidation hypothesis.

Science.gov (United States)

Dudai, Yadin; Eisenberg, Mark

2004-09-30

Memory consolidation refers to the progressive stabilization of items in long-term memory as well as to the memory phase(s) during which this stabilization takes place. The textbook account is that, for each item in memory, consolidation starts and ends just once. In recent years, however, the notion that memories reconsolidate upon their reactivation and hence regain sensitivity to amnestic agents has been revitalized. This issue is of marked theoretical and clinical interest. Here we review the recent literature on reconsolidation and infer, on the basis of the majority of the data, that blockade of reconsolidation does not induce permanent amnesia. Further, in several systems, reconsolidation occurs only in relatively fresh memories. We propose a framework model, which interprets reconsolidation as a manifestation of lingering consolidation, rather than recapitulation of a process that had already come to a closure. This model reflects on the nature of consolidation in general and makes predictions that could guide further research.

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....

EMPLOYEE COMMITMENT ACROSS COUNTRIES AND TIMES - MEASUREMENT INVARIANCE

Directory of Open Access Journals (Sweden)

Dana Mesner Andolšek

2015-01-01

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

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…

Commitment Without Marriage

Science.gov (United States)

Reczek, Corinne; Elliott, Sinikka; Umberson, Debra

2011-01-01

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

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 ...

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.

Uncertainty and the Value of Commitment and Flexibility

DEFF Research Database (Denmark)

Claussen, Jörg; Kretschmer, Tobias; Stieglitz, Nils

We address the contested state of theory and the mixed empirical evidence on the relationship between turbulence and vertical scope by studying how turbulence affects the benefits of commitment from integrated development of components and the benefits of flexibility from sourcing components...... externally. We show that increasing turbulence first increases but then decreases the relative value of vertical integration. Moderate turbulence reduces the value of flexibility by making supplier selection more difficult and increases the value of commitment by mitigating the status quo bias of integrated...... structures. Both effects improve the value of integration. Higher levels of turbulence undermine the adaptive benefits of commitment, while having a less adverse effect on flexibility, making non-integration more attractive. We also show how complexity and uneven rates of turbulence moderate the non...

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.

24 CFR 232.510 - Commitment and commitment fee.

Science.gov (United States)

2010-04-01

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

Organisational commitment and turnover intentions: evidence from Nigerian paramilitary organisation

Directory of Open Access Journals (Sweden)

Dotun Olaleye Faloye

2014-09-01

Full Text Available This study explores the empirical link between different dimensions of organizational commitment and turnover intentions on Nigeria paramilitary organisation. A literature review of organizational commitment and employee turnover provides the basis for the research hypotheses. Four research hypotheses were formulated and tested at 95% and 99% confidence level. The study adopted a survey research design. A self-administered questionnaire was used, involving 144 respondents from selected paramilitary organisation in Akure, Nigeria to collect data and testing the existing theory. Data collected were analysed using both descriptive and inferential statistical techniques. In contrary to theory, the study revealed a weak positive relationship between organizational commitment dimensions (affective, continuance and normative and turnover intentions. The relationships are statistically significant expect the one between turnover intention and normative commitment which is statistically insignificant. The study concluded that the commitment of an employee to organisational goals, missions, and values is not enough to predict his/her stay in the organisation. There are other variables apart from organisational commitment that are predictor of employees’ intentions to quit. Thus, organisations should look beyond forces in their internal environment, when considering reduction in employee’s turnover intentions and the actual employee’s turnover.

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.

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

NARCIS (Netherlands)

Mukherjee, A.

2000-01-01

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

48 CFR 815.304-70 - Evaluation factor commitments.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Evaluation factor... AFFAIRS CONTRACTING METHODS AND CONTRACT TYPES CONTRACTING BY NEGOTIATION Source Selection 815.304-70 Evaluation factor commitments. (a) VA contracting officers shall: (1) Include provisions in negotiated...

Motivational factors as determinants of employee commitment and performance enhancement in profit oriented firms: a survey of selected brewery manufacturing companies in Nigeria

Directory of Open Access Journals (Sweden)

Sev Joseph Teryima

2016-07-01

Full Text Available The objective of the study is to investigate the Impact of Motivational Factors such as extrinsic, intrinsic rewards and social motivational on employee commitment and performance enhancement in profit oriented firms with a focus on selected Brewery Manufacturing firms in Nigeria. Data for this research is obtained from both primary and secondary sources. The sample size for the study is 280 from six (6 Brewery firms. Multiple Regression test was used in testing the two (2 formulated hypotheses. The study findings revealed that motivational factors such as Intrinsic, extrinsic and social motivation have a good relationship with employee commitment and performance enhancement in profit oriented firms especially Brewery manufacturing companies. Other findings were that lack of motivational incentives will lead to employee frustration in these companies. The study recommends that adequate and consistent provision of intrinsic, extrinsic and social motivational incentive packages to staff to facilitate employee commitment and high performance attainment is important at all times. The study also recommended that, establishing organizational objectives and goals by companies is a good starting point by management to know the essential motivational incentives that should be granted to employees for productivity attainment.

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.

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

Science.gov (United States)

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

2013-11-01

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

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.

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

Directory of Open Access Journals (Sweden)

Juliansyah Noor

2013-12-01

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

IMPACT OF COMMITMENT TO BUSINESS ETHICS TO NONFINANCIAL BUSINESS PERFORMANCE

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Silvija Vig

2016-03-01

Full Text Available The article investigates the relationship between commitment to business ethics and nonfinancial business performance. Data of commitment to business ethics and nonfinancial business performance were collected from 100 participants through a questionnaire survey. The survey was conducted in 2015 in Croatian large and medium sized companies. The questionnaire for assessing commitment to business ethics contained nine different dimensions while the nonfinancial business performance contained three dimensions: client satisfaction, human resource management plus innovativeness and efficiency of business processes. Multiple regression methods were applied in the analysis. The empirical results of three multiple linear regression models show that certain dimension of commitment to business ethics had a positive influence on the nonfinancial performance of the companies. Motivation and rewarding policy for ethical behavior and responding to unethical behavior, as a dimension of commitment to business ethics, has distinctive effects on all three nonfinancial performance dimensions. It was also found that selecting suppliers based on the standards of ethics and compliance has a positive and strong influence on client satisfaction while using ethical criteria in the performance and efficiency evaluation of employees has a positive and significant influence on innovativeness and efficiency of business processes. This research leads to the conclusion that some dimensions of commitment to business ethics can be important predictors of nonfinancial business performance. Therefore, results of the research could be considered as valid motivation for further improvement of commitment to ethics in the business environment.

Small Business Commitment | NREL

Science.gov (United States)

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

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.…

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

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Liyang Xiong

2017-01-01

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

Practical Relativistic Bit Commitment

NARCIS (Netherlands)

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

2015-01-01

Bit commitment is a fundamental cryptographic primitive in which Alice wishes to commit a secret bit to Bob. Perfectly secure bit commitment between two mistrustful parties is impossible through an asynchronous exchange of quantum information. Perfect security is, however, possible when Alice and

Fuzzy Commitment

Science.gov (United States)

Juels, Ari

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

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

Science.gov (United States)

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.

Vertical Scope, Turbulence, and the Benefits of Commitment and Flexibility

DEFF Research Database (Denmark)

Claussen, Jörg; Kretschmer, Tobias; Stieglitz, Nils

2015-01-01

We address the contested state of theory and the mixed empirical evidence on the relationship between turbulence and vertical scope by studying how turbulence affects the benefits of commitment from integrated development of components and the benefits of flexibility from sourcing components...... externally. We show that increasing turbulence first increases but then decreases the relative value of vertical integration. Moderate turbulence reduces the value of flexibility by making supplier selection more difficult and increases the value of commitment by mitigating the status quo bias of integrated...... structures. Both effects improve the value of integration. Higher levels of turbulence undermine the adaptive benefits of commitment, but have a less adverse effect on flexibility, making nonintegration more attractive. We also show how complexity and uneven rates of turbulence moderate the nonmonotonic...

Evaluation of environmental commitment tracking systems for use at CDOT.

Science.gov (United States)

2011-10-01

"The purpose of this study is to review existing Environmental Tracking Systems (ETSs) used by other, : select state Departments of Transportation (DOTs), as well as the existing Environmental Commitment : Tracking System (ECTS) currently in use by C...

Career Commitment in Nursing.

Science.gov (United States)

Gardner, Diane L.

1992-01-01

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

Literary Commitment in Bessie Head’s Maru

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Elizabeth A. Odhiambo

2013-07-01

Full Text Available This was a study of Bessie Head’s literary commitment. The objective of the study was to interrogate the extent to which the writer is committed as a woman and as a Third World person based on the text Maru. The study adopted the analytical research design. The data collected through content analysis was coded according to thematic concerns, stylistic choices, the mode of characterization and vision of the author. The postcolonial theory was employed in the reading analysis and interpretation of the selected text. The findings reveal that as a woman, Bessie Head is committed to reconstructing a positive image for her female characters by challenging stereotypical perception of women through dismantling of patriarchal structures that previously relegated women to subordinate roles. This is seen in the presentation of the female characters as strong willed, determined, assertive, independent and enterprising. In delineating the experiences of women as women, she explores their most personal convictions thereby presenting their perception of issues as women. As a Third World writer, Head is committed to social justice, exposition of suffering and dehumanization resulting from ethnic prejudice and superstition. She voices for the voiceless by advocating gender equity as a basis for development. On the political arena, she examines issues that ail African politics such as selfish and greedy leadership, oppression and discrimination on basis of race. The text particularly dwells on the racial prejudices and class difference in the society. 

Literary Commitment in Bessie Head’s Maru

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Elizabeth A. Odhiambo

2013-07-01

Full Text Available This was a study of Bessie Head’s literary commitment. The objective of the study was to interrogate the extent to which the writer is committed as a woman and as a Third World person based on the text Maru. The study adopted the analytical research design. The data collected through content analysis was coded according to thematic concerns, stylistic choices, the mode of characterization and vision of the author. The postcolonial theory was employed in the reading analysis and interpretation of the selected text. The findings reveal that as a woman, Bessie Head is committed to reconstructing a positive image for her female characters by challenging stereotypical perception of women through dismantling of patriarchal structures that previously relegated women to subordinate roles. This is seen in the presentation of the female characters as strong willed, determined, assertive, independent and enterprising. In delineating the experiences of women as women, she explores their most personal convictions thereby presenting their perception of issues as women. As a Third World writer, Head is committed to social justice, exposition of suffering and dehumanization resulting from ethnic prejudice and superstition. She voices for the voiceless by advocating gender equity as a basis for development. On the political arena, she examines issues that ail African politics such as selfish and greedy leadership, oppression and discrimination on basis of race. The text particularly dwells on the racial prejudices and class difference in the society.

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

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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.

Evaluation of a committed fusion site. Final report

International Nuclear Information System (INIS)

1979-07-01

This report is divided into five technical sections. Section 2 is a summary. In Section 3, which covers device and site analyses the major characteristics of devices that might be placed at the site, as envisioned by major fusion laboratories, are described; the characteristics of a site (baseline site) which would accommodate these devices are defined; and various approaches to a committed site meeting the baseline site requirements are discussed. Section 4 describes the scenarios selected to represent possible site development outcomes; these scenarios are evaluated with respect to comparative cost and schedule effects. Section 5 presents a brief evaluation of the effects fusion-fission hybrids might have on the committed site. Major conclusions and recommendations are discussed in Section 6

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

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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.

Organizational commitment of military physicians.

Science.gov (United States)

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

2009-09-01

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

Management measures and fishers’ commitment towards sustainable exploitation: a case study of Atlantic salmon fisheries in the Baltic Sea

DEFF Research Database (Denmark)

Haapasaari, Päivi Elisabet; Michielsens, Catherina C.G.J.; Karjalainen, Timo P.

2007-01-01

management measures on the stocks. Based on interviews and a questionnaire, we use a Bayesian belief network to examine which factors determine fishers’ commitment to sustainable fisheries goals, what impact commitment has on exploitation rate, and what measures can be taken to improve commitment. In addition...... of Atlantic salmon (Salmo salar) stocks. The results indicate that the more fishers rely on fishing as their source of income, the less is their commitment and the smaller is the impact of changes in commitment on subsequent catches. The results suggest that commitment can be improved by selecting management...

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

Alzheimer's: From Caring to Commitment

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

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

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Suhaiza Ismail

2015-08-01

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

Career Commitment: Interplay of Core-Self-Evaluation and Reward ...

African Journals Online (AJOL)

This study investigated the joint influence of core self-evaluation (self efficacy, self-esteem, work locus of control and neuroticism) and reward system on carrer commitment of local government employees in Oyo State, Nigeria. The study adopted descriptive survey research design. A total of 2,040 respondents were selected ...

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.

Postmarket Requirements and Commitments

Data.gov (United States)

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

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.

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...

Statistical secrecy and multibit commitments

DEFF Research Database (Denmark)

Damgård, Ivan Bjerre; Pedersen, Torben P.; Pfitzmann, Birgit

1998-01-01

nothing about it. One definition is based on the L1-norm distance between probability distributions, the other on information theory. We prove that the two definitions are essentially equivalent. We also show that statistical counterparts of definitions of computational secrecy are essentially equivalent......We present and compare definitions of "statistically hiding" protocols, and we propose a novel statistically hiding commitment scheme. Informally, a protocol statistically hides a secret if a computationally unlimited adversary who conducts the protocol with the owner of the secret learns almost...... to our main definitions. Commitment schemes are an important cryptologic primitive. Their purpose is to commit one party to a certain value, while hiding this value from the other party until some later time. We present a statistically hiding commitment scheme allowing commitment to many bits...

Conceptual Commitments of the LIDA Model of Cognition

Science.gov (United States)

Franklin, Stan; Strain, Steve; McCall, Ryan; Baars, Bernard

2013-06-01

Significant debate on fundamental issues remains in the subfields of cognitive science, including perception, memory, attention, action selection, learning, and others. Psychology, neuroscience, and artificial intelligence each contribute alternative and sometimes conflicting perspectives on the supervening problem of artificial general intelligence (AGI). Current efforts toward a broad-based, systems-level model of minds cannot await theoretical convergence in each of the relevant subfields. Such work therefore requires the formulation of tentative hypotheses, based on current knowledge, that serve to connect cognitive functions into a theoretical framework for the study of the mind. We term such hypotheses "conceptual commitments" and describe the hypotheses underlying one such model, the Learning Intelligent Distribution Agent (LIDA) Model. Our intention is to initiate a discussion among AGI researchers about which conceptual commitments are essential, or particularly useful, toward creating AGI agents.

Alcohol myopia and goal commitment

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A. Timur Sevincer

2014-03-01

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

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

Science.gov (United States)

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

2018-03-12

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

Acceptance and Commitment Therapy (ACT) as a Career Counselling Strategy

Science.gov (United States)

Hoare, P. Nancey; McIlveen, Peter; Hamilton, Nadine

2012-01-01

Acceptance and commitment therapy (ACT) has potential to contribute to career counselling. In this paper, the theoretical tenets of ACT and a selection of its counselling techniques are overviewed along with a descriptive case vignette. There is limited empirical research into ACT's application in career counselling. Accordingly, a research agenda…

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.

Pledges of Commitment and Cooperation in Partnerships

Directory of Open Access Journals (Sweden)

Lachlan Deer

2016-01-01

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

Succession Planning and Job Commitment: Moderating Role of Employees’ Satisfaction in Selected Beverages Companies in Lagos Metropolis

Directory of Open Access Journals (Sweden)

FADEYI OLATUNJI

2017-12-01

Full Text Available Purpose of the article: Succession planning has become a misconstrued phenomenon in a global environment where organisations largely depend on their human resources for achievement, continuity and effectiveness. Methodology/methods: Data for this research were collected from three Beverages companies in Lagos, Nigeria, with 244 administered questionnaires, retrieved and analysed using the regression analysis. Scientific aim: This paper examines the Moderating Role of Employees’ Satisfaction on Succession Planning and Job Commitment in the manufacturing sector. Findings: The result showed that succession planning significantly impact on employees’ job commitment. The findings indicated a variance of 52% between mentoring and affective commitment, however when the moderating variable of employees’ satisfaction was established, the R-squared increased to 56.8% while the significance of the F-change assessed show significance at 0.0001. Conclusions: The study recommends that when organizational replacement is done, it should meet the present and future need as well as the corporate objectives of the organization and that management should handle the issue of Succession Planning with high sense of objectivity in order to achieve organizational efficiency, among others.

Total rewards and its effects on organisational commitment in higher education institutions

Directory of Open Access Journals (Sweden)

Calvin M. Mabaso

2018-05-01

Full Text Available Orientation: Retaining staff with special endeavours within higher education institutions has become a top priority and crucial for any organisational productivity and competiveness. Attracting and retaining talent has remained a critical and complex issue for human capital management in organisations. Research purpose: The purpose of this study was to investigate the impact of total rewards on organisational commitment measured by Total Rewards Scale and Organisational Commitment Questionnaire. Motivation for the study: There is paucity in research on the impact of total rewards on organisational commitment. Commitment of academic staff is significant as higher education institutions are influential in the development of a country. Research design, approach and method: This study employed the quantitative research method using a survey design. A semi-structured questionnaire was used to collect survey data. A sample of 279 academic staff, which was the total population of participants, was selected for this study. Main findings: Results show a positive and significant correlation between elements of total rewards (performance management, 0.387; recognition, 0.335; talent development and career opportunities, 0.328; compensation, 0.231; benefits, 0.213; work–life balance, 0.024 and organisational commitment. A variance of 52.3% of total rewards explained organisational commitment. Performance management, compensation, benefits, recognition, talent development and career opportunities significantly predicted organisational commitment. However, work–life balance indicated a negative effect on organisational commitment. Practical managerial implications: Findings of the study has implications to managers because they have to encourage and promote total rewards in order to enforce talent retention within higher education institutions for the benefit of both institutions and employees. Contribution: The results are important to managers

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.

Pledges of commitment and cooperation in partnerships

OpenAIRE

Lachlan Deer; Ralph-C. Bayer

2015-01-01

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

The Relationship between Religious Commitment, Religious Involvement and Empathy with Aggression Among High School Students

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M. Farhanfar

2015-06-01

Full Text Available The present study has been done to determine the effect of religious commitment and religious involvement with aggression and as a mediator variable empathy was considered. This is a descriptive - correlational study and the population was all high school students of Isfahan. The sample consisted of 321 high school students that were selected by cluster random multi-stage sampling method. Data were collected using Aggression Questionnaire (Rhine, 2006, Worthington Religious Commitment (2003, Hill and Hood Religious Involvement (1999, David Empathy (1983 and Demographic ascertained Questionnaire. For Statistical Analysis, Correlation Pierson, regression analysis and structural equation method was applied. Achieved results showed that the direct effect of religious commitment on the empathy of 0/07 and the direct effect of religious involvement on empathy: /025, (P≥0/0/1, while the indirect effect of religious commitment on -/0 0231 aggression and indirect effects of religious devotion is an aggression- 54/21 representing the inverse relationship between commitment an inverse relationship between religious commitment and religious involvement by the aggression and Results of structural equation modeling show that the model has appropriate fitting based on fitting indicators (P≥0/0/1. Although, the effect of religious commitment on empathy was not confirmed.

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

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Amponsah-Tawiah, Kwesi; Mensah, Justice

2016-09-01

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

Building commitment in a sports class

DEFF Research Database (Denmark)

Olesen, Jesper; Nielsen, Jens Christian

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

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

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Vandenberghe, Christian; Panaccio, Alexandra

2012-01-01

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

Understanding organizational commitment: A meta-analytic examination of the roles of the five-factor model of personality and culture.

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Choi, Daejeong; Oh, In-Sue; Colbert, Amy E

2015-09-01

We examined the relationships between the Five-Factor Model (FFM) of personality traits and three forms of organizational commitment (affective, normative, and continuance commitment) and their variability across individualistic and collectivistic cultures. Meta-analytic results based on 55 independent samples from 50 studies (N = 18,262) revealed that (a) all FFM traits had positive relationships with affective commitment; (b) all FFM traits had positive relationships with normative commitment; and (c) Emotional Stability, Extraversion, and Openness to Experience had negative relationships with continuance commitment. In particular, Agreeableness was found to be the trait most strongly related to both affective and normative commitment. The results also showed that Agreeableness had stronger relationships with affective and normative commitment in collectivistic cultures than in individualistic cultures. We provide theoretical and practical implications of these findings for personality, job attitudes, and employee selection and retention. (c) 2015 APA, all rights reserved).

Marketing service relationships: the role of commitment

NARCIS (Netherlands)

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

1998-01-01

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

The Effectiveness of Acceptance and Commitment Therapy on Improving Body Image of Female Students with Bulimia Nervosa

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Moslem Abbasi

2015-04-01

Full Text Available Background & objectives: Patients with bulimia nervosa may have impaired mental image of their body and fear of weight gain. The aim of current research is study the effectiveness of acceptance and commitment therapy on improving body image of female students with bulimia nervosa.   Methods: The design of current study is as quasi-experiment research with pre-test and post-test with control group . Statistical population consists all 12-16 years old female students with bulimia nervosa of Ardabil city in the 2013-13 academic years. In order to select the sample, at first 400 students were selected by multi stage cluster sampling method. Then between the students with bulimia nervosa, 40 subjects were selected randomly and were put in two experimental and control groups. The experimental group participated in 8 sessions of acceptance and commitment based training. Thecontrol group received no intervention. The gathered data were analyzed using multivariate analysis of covariance (MANCOVA.   Results: The results show that acceptance and commitment therapy improved body image and reduced the symptoms of bulimia nervosa subjects of experimental group in comparison with the control group in the post-test (P<0.001. Conclusions: The results indicated that acceptance and commitment therapy by therapeutic strategies, improved body image of female students with bulimia nervosa. Thus, interventions based on this approach in schools for students lead to decreasing the psychological problems

24 CFR 200.47 - Firm commitments.

Science.gov (United States)

2010-04-01

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

Commitment among Arab Adolescents in Israel.

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Ben-Ari, Adital Tirosh; Azaiza, Faisal

1998-01-01

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

28 CFR 522.11 - Civil contempt commitments.

Science.gov (United States)

2010-07-01

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

24 CFR 203.7 - Commitment process.

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2010-04-01

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

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.

Investor’s Commitment Bias and Escalation of Firm’s Investment Decision

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Anis JARBOUI

2012-12-01

Full Text Available This study examines the reasons of perseverance in firm’s investment decision. It shows the possible influence of three closely related features which are: firm’s financial indicators, investor’s risk profile, and investor’s commitment bias, on a firm’s investment decisions escalation. This study aims to provide evidence as to whether investor considers the financial and risk’s perception features (financial strength and risk profile to persevere his initial investment decision while he notes a high level of commitment bias. The proposed model of this paper uses GLM univariate data analyses to examine this relationship. Investor’s risk profile and his commitment bias have been measured by means of a questionnaire comprising several items. As for the selected sample, it has been composed of some 360 Tunisian individual investors. Our results have revealed that investors pay more attention to keep their psychology comfort than their financial comfort. It exposed the importance of the investor’s commitment bias and its risk perception in explaining investment decision escalation. Moreover results shows that there is strong and significant empirical relationship linking the escalatory behavior in investment decision and the interaction effects between the three independent variables. This means that, in practice, investors consider the three factors simultaneously.

Factors Affecting Organizational Commitment in Navy Corpsmen.

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

2017-07-01

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

The Mediator Role of Change Self-Efficacy in Relationship between Psychological Capital and Commitment to Change

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adel zahed babalan

2017-07-01

Full Text Available The purpose of this study was to investigate the mediator role of change self-efficacy in relationship between psychological capital and commitment to change in Mohaghegh Ardebily University employment. The study is applied and the research method was descriptive correlational (sem. According to sampling morgan table and using available sampling method, 180 persons (136 males and 44 females were selected. Participants responded to, Luthans Psychological Capital Questionnaire, Chen, Guly, Eden Change Self-Efficacy Questionnaire, and Meyer, Herscovitch Commitment to Change Questionnaire. The results were analyzed by structural equation modeling. The results showed that psychological capital and change self-efficacy had direct effects on the employee commitment to change. Also psychological capital had direct effects on change self-efficacy. Moreover the psychological capital showed indirect effect on commitment to change. In general, hypothetical model showed good fit. Therefore, it can be concluded that psychological capital and change self-efficacy may be taken into account as one of the important factors leading commitment to change

The Effect of Image Compatibility and Escalation of Commitment on Decision Performance

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Harris K. Turino

2012-04-01

Full Text Available This study aims at empirically examining the extent to which Image Theory, initially developed as a theoretical basis for selecting a strategy or a decision, can be a theoretical basis for predicting a decision performance in two opposite frames: positive and negative. Image compatibility are employed to operationalize such a theory and the decision under study is progress decision represented by escalation of commitment. Thus, this study also empirically examines the connection between image compatibility and escalation of commitment as well as escalation of commitment as a mediator of the relationship between image compatibility and decision performance. The research context is Indonesia Stock Exchange (IDX that suffered from crisis in the past year (negative frame yet has been recovered recently (positive frame. The respondents are 229 individual investors in IDX. They are involved in day-to-day decision making (progress decision making with regard to their investment portofolio. The results of this study show that high image compatibility tends to lead to better decision performance in both frames. However, image compatibility may only positively affect the escalation of commitment in positive frame

Family Commitment and Work Characteristics among Pharmacists.

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

2015-12-17

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

Functional Flexibility in Women's Commitment-Skepticism Bias

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Christina M. Brown

2015-04-01

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

Family Commitment and Work Characteristics among Pharmacists

Directory of Open Access Journals (Sweden)

Paul O. Gubbins

2015-12-01

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

The influence of age on the associations between HR practices and both affective commitment and job satisfaction: A meta-analysis

OpenAIRE

Kooij, T.A.M.; Jansen, P.G.W.; Dikkers, J.S.E.; de Lange, A.H.

2010-01-01

Research on the association between high commitment Human Resource (HR) practices and work-related outcomes at the individual level rarely focuses on age differences. To fill this knowledge gap, a meta-analysis has been conducted to examine how the relationships between the availability of high commitment HR practices, as perceived by employees, and affective commitment and job satisfaction change with age. Drawing on Selection, Optimization, and Compensation (SOC) theory and on Regulatory Fo...

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

Science.gov (United States)

McCabe, T J; Sambrook, Sally

2013-07-01

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

Validating Teacher Commitment Scale Using a Malaysian Sample

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Lei Mee Thien

2014-05-01

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

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

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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.

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.

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

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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

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.

From controlled to committed.

Science.gov (United States)

Hess, J C

1996-02-01

Most of us agree that people are our most important resource. Yet we spend a minimal amount of time learning more about human behavior, communication, and how our attitudes and behavior impact employee performance. Instead we rely on traditional methods of negative reinforcement in an attempt to control our areas of responsibility. While these methods can render some short-term success, managers and organizations that succeed during these times of change and fierce competition will be those that take the time to understand and capture the power of a committed workforce. The committed workforce is energized, not simply compliant, as a result of having basic human needs for achievement satisfied, belonging to a group, and receiving recognition for its contributions. Committed workers typically describe the manager as one who has the ability to give them a great degree of control over their area of influence. We all know that we don't change our leadership style like we change clothes. Old habits die hard. it takes a personal commitment and lots of practice to rid outselves of habits and behavior that no longer serve our departments and facilities. This commitment, however, is crucial to survival. As managers, we must cope with increasing ambiguity and uncertainty in the workplace. To survive these challenges, we must improve our interpersonal skills and ability to successfully bring out the best in others. I believe that success will continue for managers who not only increase their knowledge and technical ability, but who also inspire their workers to move forward with a collective sense of enthusiasm and purpose.

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

The economic downturn and its lingering effects reduced medicare spending growth by $4 billion in 2009-12.

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Dranove, David; Garthwaite, Craig; Ody, Christopher

2015-08-01

Previous work has found a strong connection between the most recent economic recession and reductions in private health spending. However, the effect of economic downturns on Medicare spending is less clear. In contrast to studies involving earlier time periods, our study found that when the macroeconomy slowed during the Great Recession of 2007-09, so did Medicare spending growth. A small (14 percent) but significant share of the decline in Medicare spending growth from 2009 to 2012 relative to growth from 2004 to 2009 can be attributed to lingering effects of the recession. Absent the economic downturn, Medicare spending would have been $4 billion higher in 2009-12. A major reason for the relatively small impact of the macroeconomy is the relative lack of labor-force participation among people ages sixty-five and older. We estimate that if they had been working at the same rate as the nonelderly before the recession, the effect of the downturn on Medicare spending growth would have been twice as large. Project HOPE—The People-to-People Health Foundation, Inc.

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

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

2012-01-01

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

THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

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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

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.

Escalation of Commitment in the Surgical ICU.

Science.gov (United States)

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

2017-04-01

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

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.

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

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

2016-01-01

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

Organizational and Client Commitment among Contracted Employees

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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…

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

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2015-07-01

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

Commitment tracking in the licensing renewal process: A perspective

International Nuclear Information System (INIS)

Gurican, Gregory M.; Breslauer, Stephen K.

1991-01-01

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

Career commitment and job performance of Jordanian nurses.

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Mrayyan, Majd T; Al-Faouri, Ibrahim

2008-01-01

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

Commitment and Switching Intentions: Customers and Brands

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Juliana Werneck Rodrigues

2012-12-01

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

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…

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

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Yuda Ayu Timorita

2017-12-01

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

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).…

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

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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.

Unconditionally secure commitment in position-based quantum cryptography.

Science.gov (United States)

Nadeem, Muhammad

2014-10-27

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

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

Science.gov (United States)

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

2011-01-01

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

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

Science.gov (United States)

Nielsen, Emma; Padmanathan, Prianka; Knipe, Duleeka

2016-12-06

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

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.

Interaction with Institutional Agents in Community College, Predictors of Latino Males' Commitment to Educational Goals: A Quantitative Study

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Perezchica, Inez G.

2017-01-01

Only 9% of U.S Latino males have bachelor's degrees. Community colleges are the preferred choice for Latinas/os entering the higher education pipeline. Almost half of first-year community college students leave college without achieving their educational goals. Racial inequalities in education are a symptom of lingering institutional racism. In…

Formalizing the Relationship Between Commitment and Basic Cryptographic Primitives

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S. Sree Vivek

2016-11-01

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

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

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Pawan Kumar

2016-01-01

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

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

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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

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…

Effect of Couple Therapy Based on the Choice Theory on Social Commitment of Couples

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Hossein Abbasi

2017-09-01

Full Text Available Background and Objective: Commitment to spouse, marriage, and family is one of the most important factors ensuring the continuity of marriage and strength of family bonds that has attracted considerable attention in the contemporary family and marriage studies. In this study, we sought to determine the effect of couple therapy based on the choice theory on the social commitment of couples. Materials and Methods: This was a quasi-experimental study with pretest-posttest design and a control group that was performed among volunteer couples visiting Isfahan Counseling and Psychology Centers in Isfahan, Iran, during 2015. The subjects consisted of 32 incompatible couples who were selected through convenience sampling and were randomly assigned into experimental (16 couples and control (16 couples groups. Then, the experimental group received nine sessions of group couple therapy during three months on family life skills based on choice theory. It is worth mentioning that the dependent variable was the social commitment of couples evaluated by the dimensions of commitment inventory of Adams and Jones (1997. The collected data were analyzed by multivariate analysis of covariance in SPSS, version 20. Results: At the post-test stage, couple therapy based on choice theory significantly enhanced social commitment in the experimental group compared to the control group (P<0.001. Conclusion: According to the findings of this study, couple therapy based on the choice theory is an effective strategy in promoting commitment and loyalty to spouse, marriage, and family and can decrease and prevent family-related problems and threats such as divorce and marital infidelity.

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

Science.gov (United States)

Yang, Yi-Feng

2016-08-01

This study discusses the influence of transformational leadership on job satisfaction through assessing six alternative models related to the mediators of leadership trust and change commitment utilizing a data sample (N = 341; M age = 32.5 year, SD = 5.2) for service promotion personnel in Taiwan. The bootstrap sampling technique was used to select the better fitting model. The tool of hierarchical nested model analysis was applied, along with the approaches of bootstrapping mediation, PRODCLIN2, and structural equation modeling comparison. The results overall demonstrate that leadership is important and that leadership role identification (trust) and workgroup cohesiveness (commitment) form an ordered serial relationship. © The Author(s) 2016.

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.

Antecedents and Consequences of Affective Commitment

NARCIS (Netherlands)

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

2003-01-01

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

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

Science.gov (United States)

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

2014-11-01

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

24-Hour Relativistic Bit Commitment.

Science.gov (United States)

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

2016-09-30

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

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

Science.gov (United States)

Yalcin, Sinan

2016-01-01

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

Sustainability Marketing Commitment

DEFF Research Database (Denmark)

Tollin, Karin; Bech Christensen, Lars

2017-01-01

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

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...

7 CFR 3550.70 - Conditional commitments.

Science.gov (United States)

2010-01-01

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

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

The Impact of Trust on Organization Commitment

Science.gov (United States)

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

2002-01-01

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

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

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T.G.T.N Perera

2017-12-01

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

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

An evolutionary programming based simulated annealing method for solving the unit commitment problem

Energy Technology Data Exchange (ETDEWEB)

Christober Asir Rajan, C. [Department of EEE, Pondicherry Engineering College, Pondicherry 605014 (India); Mohan, M.R. [Department of EEE, Anna University, Chennai 600 025 (India)

2007-09-15

This paper presents a new approach to solve the short-term unit commitment problem using an evolutionary programming based simulated annealing method. The objective of this paper is to find the generation scheduling such that the total operating cost can be minimized, when subjected to a variety of constraints. This also means that it is desirable to find the optimal generating unit commitment in the power system for the next H hours. Evolutionary programming, which happens to be a global optimisation technique for solving unit commitment Problem, operates on a system, which is designed to encode each unit's operating schedule with regard to its minimum up/down time. In this, the unit commitment schedule is coded as a string of symbols. An initial population of parent solutions is generated at random. Here, each schedule is formed by committing all the units according to their initial status (''flat start''). Here the parents are obtained from a pre-defined set of solution's, i.e. each and every solution is adjusted to meet the requirements. Then, a random recommitment is carried out with respect to the unit's minimum down times. And SA improves the status. The best population is selected by evolutionary strategy. The Neyveli Thermal Power Station (NTPS) Unit-II in India demonstrates the effectiveness of the proposed approach; extensive studies have also been performed for different power systems consists of 10, 26, 34 generating units. Numerical results are shown comparing the cost solutions and computation time obtained by using the Evolutionary Programming method and other conventional methods like Dynamic Programming, Lagrangian Relaxation and Simulated Annealing and Tabu Search in reaching proper unit commitment. (author)

A study on relationship between social entrepreneurship and organizational commitment

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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.

Committed equivalent organ doses and committed effective doses from intakes of radionuclides

CERN Document Server

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

1991-01-01

This report contains details of committed equivalent doses to individual organs for intakes by ingestion and inhalation of 1 mu m AMAD particles of 359 nuclides by infants aged 3 months, by children aged 1, 5, 10 and 15 years, and by adults. It complements NRPB-R245 which describes the changes which have taken place since the last NRPB compendium of dose per unit intake factors (dose coefficients) and gives summary tables. Information on the way committed doses increase with the integration period is given in NRPB-M289. The information given in these memoranda is also available as a microcomputer package - NRPB-SR245.

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

Science.gov (United States)

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

2017-01-01

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

The dimensionality of professional commitment

OpenAIRE

Jeffrey J. Bagraim

2003-01-01

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

Alcohol myopia and goal commitment

OpenAIRE

Sevincer, A. Timur; Oettingen, Gabriele

2014-01-01

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

The Behavioral Expression of Organizational Commitment.

Science.gov (United States)

Randall, Donna M.; And Others

1990-01-01

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

Meaningful work, work engagement and organisational commitment

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Madelyn Geldenhuys

2014-03-01

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

Philanthropic Commitment Traits for Waqf in Higher Education

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Siti Khadijah, A. M.

2017-06-01

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

Commitment, enjoyment and motivation in young soccer competitive players.

Science.gov (United States)

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

2010-11-01

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

Pengaruh Adverse Selection dan Negative Framing pada Kecenderungan Eskalasi Komitmen

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Gede Wira Kusuma

2017-02-01

Full Text Available Escalation of commitment is a decision to increase or expand the commitment to a project or a particular investment even though the investment project or indicate failure. This research has the objective to obtain empirical evidence of the effect of adverse selection and negative framing effect on the escalation of commitment tendency. Experimental design used of this research is 2 x 2 factorial design with the instrument in the form of cases. Participants in this research were Magister ofAccounting and Magister of Management students, as a proxy manager chosen by purposive sampling technique as much as 196 participants. This research uses of two ways ANOVA analysis techniques. This research proves that adverse selection and negative framing have an influence on the propensity of escalation of commitment.

Job insecurity, organisational commitment and work engagement ...

African Journals Online (AJOL)

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

Factors Contributing to Personal Commitment in Chinese Interethnic Couples

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Xinmiao Zhong

2014-06-01

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

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

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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.

Non-interactive and Reusable Non-malleable Commitment Schemes

DEFF Research Database (Denmark)

Damgård, Ivan Bjerre; Groth, Jens

2003-01-01

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

Commitment to personal values and guilt feelings in dementia caregivers.

Science.gov (United States)

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

2017-01-01

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

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

OpenAIRE

Firend, A.R; Binti Sofyan, P.

2016-01-01

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

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

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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.

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.

RELATIONSHIP BETWEEN AFFECTIVE COMMITMENT ANDORGANIZATIONAL SILENCE: A CONCEPTUAL DISCUSSION

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Fitnat Nazlı Sayğan

2011-07-01

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

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…

Immunoliposome-mediated delivery of neomycin phosphotransferase for the lineage-specific selection of differentiated/committed stem cell progenies: potential advantages over transfection with marker genes, fluorescence-activated and magnetic affinity cell-sorting.

Science.gov (United States)

Heng, Boon Chin; Cao, Tong

2005-01-01

A major challenge in the therapeutic application of stem cells in regenerative medicine is the lineage-specific selection of their committed/differentiated progenies for transplantation. This is necessary to avoid engraftment of undesired lineages at the transplantation site, i.e. fibroblastic scar tissue, as well as to enhance the efficacy of transplantation therapy. Commonly used techniques for lineage-specific selection of committed/differentiated stem cell progenies include marker gene transfection, fluorescence-activated (FACS) and magnetic-affinity (MACS) cell-sorting. Nevertheless, these have their disadvantages for therapeutic applications. Marker gene transfection invariably leads to permanent genetic modification of stem cells, which in turn limits their use in human clinical therapy due to overwhelming ethical and safety concerns. FACS requires expensive instrumentation and highly-skilled personnel, and is unsuited for handling bulk quantities of cells that would almost certainly be required for transplantation therapy. MACS is a cheaper alternative, but the level of purity attained is also reduced. A possible novel approach that has yet to be investigated is immunoliposome-mediated delivery of neomycin phosphotranferase (NPT) for lineage-specific selection of stem cell progenies. This would avoid permanent genetic modification to the cell, unlike recombinant NPT expression linked to activation of specific promoter sequences. Moreover, it could potentially provide a much more practical and cost-effective alternative for handling bulk quantities of cells that would be required for transplantation therapy, as compared to FACS or MACS. As such, this alternative approach needs to be rigorously investigated, in view of its potentially useful applications in stem cell therapeutics.

Does smoking cannabis affect work commitment?

Science.gov (United States)

Hyggen, Christer

2012-07-01

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

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

Science.gov (United States)

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…

Structural Model of the Effect of Psychological Capital on Success with Due to the Mediating Role of Commitment and Satisfaction

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M Golparvar

2016-09-01

Full Text Available This research was administered with the aim of investigating structural model of the effect of psychological capital on career success with due to the mediating role of satisfaction and commitment among employees of Telecom Company. Research statistical population was male and female employees of Telecom in Isfahan city, who among them two hundred and eighty five persons were selected using convenience sampling. Research instruments were Nguyen et al. Psychological Capital questionnaire, Nabi Job Success (career success Questionnaire, Spector Job Satisfaction Questionnaire and Speier and Venkatesh Organizational Commitment Questionnaire. Data were analyzed using structural equation modeling. Results of structural equation modeling revealed thatin aseriesof sequential relationships, there is a significant effect from psychological capital also on job satisfaction and organizational commitment and there is a significant effect also from job satisfaction and organizational commitment on job success (career success. The results also showed that psychological capital impact on career success was indirectly through job satisfaction and organizational commitment. Overall, the results of this study showed that job satisfaction and organizational commitment were mediating variables in the relationship between psychological capital and career success.

Advance market commitment for pneumococcal vaccines: putting theory into practice.

Science.gov (United States)

Cernuschi, Tania; Furrer, Eliane; Schwalbe, Nina; Jones, Andrew; Berndt, Ernst R; McAdams, Susan

2011-12-01

Markets for life-saving vaccines do not often generate the most desired outcomes from a public health perspective in terms of product quantity, quality, affordability, programmatic suitability and/or sustainability for use in the lowest income countries. The perceived risks and uncertainties about sustainably funded demand from developing countries often leads to underinvestment in development and manufacturing of appropriate products. The pilot initiative Advance Market Commitment (AMC) for pneumococcal vaccines, launched in 2009, aims to remove some of these market risks by providing a legally binding forward commitment to purchase vaccines according to predetermined terms. To date, 14 countries have already introduced pneumococcal vaccines through the AMC with a further 39 countries expected to introduce before the end of 2013.This paper describes early lessons learnt on the selection of a target disease and the core design choices for the pilot AMC. It highlights the challenges faced with tailoring the AMC design to the specific supply situation of pneumococcal vaccines. It points to the difficulty - and the AMC's apparent early success - in establishing a long-term, credible commitment in a constantly changing unpredictable environment. It highlights one of the inherent challenges of the AMC: its dependence on continuous donor funding to ensure long-term purchases of products. The paper examines alternative design choices and aims to provide a starting point to inform discussions and encourage debate about the potential application of the AMC concept to other fields.

On Commitments and Other Uncertainty Reduction Tools in Joint Action

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Michael John

2015-01-01

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

Employee commitment and performance of manufacturing firms ...

African Journals Online (AJOL)

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

28 CFR 522.14 - Inmates serving civil contempt commitments.

Science.gov (United States)

2010-07-01

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

The effectiveness of training acceptance / commitment and training emotion regulation on high-risk behaviors of students with dyscalculia.

Science.gov (United States)

Narimani, Mohammad; Abbasi, Moslem; Abolghasemi, Abbas; Ahadi, Batoul

2013-09-01

Now a days the utilization of Acceptance / Commitment and Emotion Regulation Strategy as a comprehensive treatment plan has been discussed in both the prevention and the control of destructive and risky behaviors. Treatment based on Acceptance/Commitment and Emotion Regulation was effective in both the improvement and the control of high-risk behaviors of students with dyscalculia. The purpose of this study was to investigate the effectiveness of Acceptance and Commitment, and Emotional Regulation training in high-risk behaviors of students with dyscalculia. This research was experimental, with pre-test, post-test and a control group. The statistical universe of this study included all sixth-grade male students in Ardabil city in the academic year of 2012-2013 (A.H.). The subjects of this study involved 800 sixth-grade elementary students in Ardabil province, selected using a multi-stage cluster sampling. From among them, 60 students with dyscalculia were selected using random sampling method after the initial diagnosis by structured clinical interview and the Keymath Mathematic test. Twenty pupil were selected for either the experimental or the control group. To collect data, the questionnaires of "Keymath Mathematic test" and High-risk Behavior" were used. The results of Multivariate Analysis of Variance (MANOVA) showed that "Acceptance / Commitment and Emotion Regulation" treatment trainings were effective in reducing high-risk behaviors, in a manner that they led to a reduction in negative emotions, self-destructive and impulsive behaviors of students with math disorder (dyscalculia). It can be concluded that teaching these skills to the students has been influential in enhancing awareness level and change or positive attitude creation in the subjects. Therefore, it is essential to design and implement interventions based on "prevention caused by the peer group, in collaboration with the parents either at the school or at home among the family members".

Concept analysis of professional commitment in Iranian nurses

Science.gov (United States)

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

2012-01-01

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

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.

48 CFR 750.7106-4 - Informal commitments.

Science.gov (United States)

2010-10-01

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

Sport commitment in adolescent soccer players

Directory of Open Access Journals (Sweden)

Noelia Belando Pedreño

2016-03-01

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

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

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Rabindra Kumar Pradhan

2016-06-01

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

Commitment to Cooperation and Peer Punishment: Its Evolution

Directory of Open Access Journals (Sweden)

Tatsuya Sasaki

2015-11-01

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

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.

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

Science.gov (United States)

Brault-Labbé, Anne

2017-12-01

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

Options for the second commitment period of the Kyoto Protocol

Energy Technology Data Exchange (ETDEWEB)

Hoehne, Niklas; Phylipsen, Dian; Ullrich, Simone; Blok, Kornelis

2005-02-15

This study assesses available options for the second commitment period of the Kyoto Protocol. The study includes the following sections: An introduction, an overview of proposals and establishing a network, analysis of interests of countries, selected country case studies, an overview of the issues to be considered, options for adaptation to climate change, a new approach ''Common but Differentiated Convergence'', an update of the Triptych approach, a comprehensive compromise proposal, the comparison of emission allowances under various approaches and a negotiation strategy for the EU and Germany. (orig.)

Options for the second commitment period of the Kyoto Protocol

Energy Technology Data Exchange (ETDEWEB)

Hoehne, Niklas; Phylipsen, Dian; Ullrich, Simone; Blok, Kornelis

2005-02-15

This study assesses available options for the second commitment period of the Kyoto Protocol. The study includes the following sections: An introduction, an overview of proposals and establishing a network, analysis of interests of countries, selected country case studies, an overview of the issues to be considered, options for adaptation to climate change, a new approach ''Common but Differentiated Convergence'', an update of the Triptych approach, a comprehensive compromise proposal, the comparison of emission allowances under various approaches and a negotiation strategy for the EU and Germany. (orig.)

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

Science.gov (United States)

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

2007-05-01

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

Which serial killers commit suicide? An exploratory study.

Science.gov (United States)

Lester, David; White, John

2012-11-30

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

24 CFR 891.818 - Firm commitment application.

Science.gov (United States)

2010-04-01

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

Third age university, social and institucional commitment

Directory of Open Access Journals (Sweden)

Flora Moritz da Silva

2017-12-01

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

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…

The Effect of Image Compatibility and Escalation of Commitment on Decision Performance

OpenAIRE

Harris K. Turino; Budi W. Soetjipto

2012-01-01

This study aims at empirically examining the extent to which Image Theory, initially developed as a theoretical basis for selecting a strategy or a decision, can be a theoretical basis for predicting a decision performance in two opposite frames: positive and negative. Image compatibility are employed to operationalize such a theory and the decision under study is progress decision represented by escalation of commitment. Thus, this study also empirically examines the connection between imag...

When high waters recede and the floodplain reemerges: Evaluating the lingering effects of extreme flooding on stream nitrogen cycling.

Science.gov (United States)

Neville, J.; Emanuel, R. E.

2017-12-01

In 2016 Hurricane Matthew brought immense flooding and devastation to the Lumbee (aka Lumber) River basin. Some impacts are obvious, such as deserted homes and businesses, but other impacts, including long-term environmental, are uncertain. Extreme flooding throughout the basin established temporary hydrologic connectivity between aquatic environments and upland sources of nutrients and other pollutants. Though 27% of the basin is covered by wetlands, hurricane-induced flooding was so intense that wetlands may have had no opportunity to mitigate delivery of nutrients into surface waters. As a result, how Hurricane Matthew impacted nitrate retention and uptake in the Lumbee River remains uncertain. The unknown magnitude of nitrate transported into the Lumbee River from surrounding sources may have lingering impacts on nitrogen cycling in this stream. With these potential impacts in mind, we conducted a Lagrangian water quality sampling campaign to assess the ability of the Lumbee River to retain and process nitrogen following Hurricane Matthew. We collected samples before and after flooding and compare first order nitrogen uptake kinetics of both periods. The analysis and comparisons allow us to evaluate the long-term impacts of Hurricane Matthew on nitrogen cycling after floodwaters recede.

The dimensionality of professional commitment

Directory of Open Access Journals (Sweden)

Jeffrey J. Bagraim

2003-10-01

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

Understanding the Links between Work Commitment Constructs.

Science.gov (United States)

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

2001-01-01

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

On Entry Deterrence and Imperfectly Observable Commitment

DEFF Research Database (Denmark)

Poulsen, Anders

2001-01-01

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

Education on the Internet: Anonymity vs. Commitment.

Science.gov (United States)

Dreyfus, Hubert L.

1998-01-01

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

Considerations in civil commitment of individuals with substance use disorders.

Science.gov (United States)

Cavaiola, Alan A; Dolan, David

2016-01-01

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

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

Science.gov (United States)

Montgomery, Nicole Votolato; Rajagopal, Priyali

2018-06-01

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

Collective dose commitments from nuclear power programmes

International Nuclear Information System (INIS)

Beninson, D.

1977-01-01

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

Quantum bit commitment with cheat sensitive binding and approximate sealing

Science.gov (United States)

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

2015-04-01

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

The Influence of Culture on Teacher Commitment

Science.gov (United States)

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

2010-01-01

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

Policy Uncertainty, Investment and Commitment Periods

Energy Technology Data Exchange (ETDEWEB)

NONE

2007-07-01

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

‘Committed, motivated and joyful?’ Job satisfaction and organisational commitment of managers at a South African public utility

Directory of Open Access Journals (Sweden)

Claude-Hélène Mayer

2015-08-01

Full Text Available Objective: This study focuses on an assessment of managerial job satisfaction and commitment in the context of a vibrant and rapidly changing public utility from a positive organisational behaviour (POB perspective. It aims at contributing towards an in-depth understanding of positive micro-organisational behaviour. Problem investigated: The aim of this study was to gain deeper insights into the relationship between job satisfaction (JS and organisational commitment (OC in terms of the ‘how and why’ at a selected public utility in the Eastern Cape Province. Design: This single case study uses a mixed-method approach within the pragmatism research paradigm. Findings: Findings show that managers across cultures share a positive organisational psychology approach on JS and OC. The JS of managers is mainly influenced by their satisfaction with working with colleagues and supervisors, and with strategies of motivation, as well as their dissatisfaction with the use of power, pay and promotion. OC was mainly influenced by positive collegial relationships, the organisation’s positive influence on the environment and on others, the enabling work environment and the location of the organisation. Originality/value: The article introduces new ideas in positive organisational behaviour research and reconstructs the image of South African organisational behaviour based on qualitative and quantitative data. Conclusion: This article shows that post-modern African organisations are opening new frontiers to building positive-oriented organisational cultures whilst creating constructive and future-orientated mindsets, which may spill over into society.

An empirical investigation on relationship between social capital and organizational commitment

Directory of Open Access Journals (Sweden)

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.

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

Science.gov (United States)

Kent, Blake Victor

2017-01-01

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

Effectiveness of Acceptance and Commitment Therapy on Anxiety and Depression of Razi Psychiatric Center Staff

Directory of Open Access Journals (Sweden)

Mostafa Heydari

2018-02-01

Full Text Available AIM: Considering the key role of human resources as the main operator of organisations, the present research aimed to determine the effectiveness of acceptance and commitment therapy for anxiety and depression of Razi Psychiatric Center staff. MATERIALS AND METHODS: This research follows a quasi-experimental type with pre-test, post-test plans, and control group. Accordingly, 30 people were selected through volunteered sampling among Razi Psychiatric Center staff. Then, they were randomly placed into two groups of 15 (experimental and control and evaluated using research tools. Research tools consisted of Beck Anxiety and Depression Inventories whose reliability and validity have been confirmed in several studies. Research data were analysed using the analysis of covariance (ANCOVA. Results: The statistical analysis confirmed the difference in the components of anxiety and depression in the experimental group, which had received acceptance and commitment therapy compared to the group that had not received any therapy in this regard (control group (p < 0.05. CONCLUSION: Acceptance and commitment therapy reduces anxiety and depression.

Sexually Violent Predators and Civil Commitment Laws

Science.gov (United States)

Beyer Kendall, Wanda D.; Cheung, Monit

2004-01-01

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

Juvenile Court Commitment Rates: The National Picture.

Science.gov (United States)

Sosin, Michael

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

The Effectiveness of Acceptance and Commitment Therapy Based on Reducing Anxiety and Depression in Students with Social Phobia

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Parviz Molavi

2014-12-01

Full Text Available Background & Objectives : Social phobia is one of the common anxiety disorders characterized by fear of social situations, shame and embarrassment in communicating with unfamiliar people. The aim of this study was to examine the effectiveness of acceptance and commitment therapy in reducing anxiety and depression in students with social phobia .   Methods: An experimental pretest-posttest with control group design was used to conduct the study. The population consists of all female students in Ardabil city, 2013-2014 academic years. Using a multiple-stage cluster sampling method, a representative sample consists of 400 students was selected for the study. Then, among the students those with social phobia (based on the cut-off point, 34 participants were randomly selected and divided into two groups of 17 people (one experimental group and one control group . The participants in experimental group received acceptance and commitment therapy for 10 sessions of 90 minutes. The control group did not receive any intervention. Anxiety, depression and social phobia questionnaires were administered to the two groups before and after the intervention. Descriptive statistics and multivariate ANOVA (MANOVA were used for data analysis.   Results: The results of data analysis showed that treatment based on acceptance and commitment therapy reduces anxiety, depression and social phobia of students in the experimental group compared with the control group (p<0.001 .   Conclusion: The present study showed that acceptance and commitment therapy for students with social phobia can be used as a psychological intervention along with other intervention mechanisms.

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

NARCIS (Netherlands)

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

2005-01-01

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

Trust, Commitment and Competitive Advantage in SMEs Export Performance

Directory of Open Access Journals (Sweden)

Md Daud Ismail

2017-04-01

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

THE EFFECT OF FUNCTIONAL TRAINING, INTEGRITY, COMPETENCY AND ORGANIZATIONAL COMMITMENT OF QUALITY AUDIT IN THE AUDIT BOARD OF REPUBLIC INDONESIA

Directory of Open Access Journals (Sweden)

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.

Students' Commitment, Engagement and Locus of Control as Predictor of Academic Achievement at Higher Education Level

Science.gov (United States)

Sarwar, Muhammad; Ashrafi, Ghulam Muhammad

2014-01-01

The purpose of this study was to analyze Students' Commitment, Engagement and Locus of Control as predictors of Academic Achievement at Higher Education Level. We used analytical model and conclusive research approach to conduct study and survey method for data collection. We selected 369 students using multistage sampling technique from three…

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

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

2017-12-01

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

Experimental bit commitment based on quantum communication and special relativity.

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

2013-11-01

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

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

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Westerberg, Kristina; Tafvelin, Susanne

2015-07-06

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

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

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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.

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

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Teemu Turunen

2014-05-01

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

Commentary: civil commitment statutes--40 years of circumvention.

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Fisher, William H; Grisso, Thomas

2010-01-01

There is a longstanding body of literature that describes how states' civil commitment statutes have been stretched or circumvented to accommodate institutional and systemic needs. The paper by Levitt and colleagues provides yet another example of this phenomenon: Arizona's use of its civil commitment statutes to detain unrestorable, incompetent criminal defendants for whom other provisions have not been developed. This commentary provides a brief overview of other examples of the stretching of commitment laws, providing a broader context for viewing the findings of Levitt and colleagues.

Thymic commitment of regulatory T cells is a pathway of TCR-dependent selection that isolates repertoires undergoing positive or negative selection.

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Coutinho, A; Caramalho, I; Seixas, E; Demengeot, J

2005-01-01

The seminal work of Le Douarin and colleagues (Ohki et al. 1987; Ohki et al. 1988; Salaun et al. 1990; Coutinho et al. 1993) first demonstrated that peripheral tissue-specific tolerance is centrally established in the thymus, by epithelial stromal cells (TEC). Subsequent experiments have shown that TEC-tolerance is dominant and mediated by CD4 regulatory T cells (Treg) that are generated intrathymically by recognition of antigens expressed on TECs (Modigliani et al. 1995; Modigliani et al. 1996a). From these and other observations, in 1996 Modigliani and colleagues derived a general model for the establishment and maintenance of natural tolerance (MM96) (Modigliani et al. 1996b), with two central propositions: (1) T cell receptor (TCR)-dependent sorting of emergent repertoires generates TEC-specific Treg displaying the highest TCR self-affinities below deletion thresholds, thus isolating repertoires undergoing positive and negative selection; (2) Treg are intrathymically committed (and activated) for a unique differentiative pathway with regulatory effector functions. The model explained the embryonic/perinatal time window of natural tolerance acquisition, by developmental programs determining (1) TCR multireactivity, (2) the cellular composition in the thymic stroma (relative abundance of epithelial vs hemopoietic cells), and (3) the dynamics of peripheral lymphocyte pools, built by accumulation of recent thymic emigrants (RTE) that remain recruitable to regulatory functions. We discuss here the MM96 in the light of recent results demonstrating the promiscuous expression of tissue-specific antigens by medullary TECs (Derbinski et al. 2001; Anderson et al. 2002; Gotter et al. 2004) and indicating that Treg represent a unique differentiative pathway (Fontenot et al. 2003; Hori et al. 2003; Khattri et al. 2003), which is adopted by CD4 T cells with high avidity for TEC-antigens (Bensinger et al. 2001; Jordan et al. 2001; Apostolou et al. 2002). In the likelihood that

The effect of occupational meaningfulness on occupational commitment

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Itai Ivtzan

2014-11-01

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

Is There any Relationship between Narcissistic Personality and Organizational Commitment?

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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

Regulatory commitment management and the managing of licensing documents

International Nuclear Information System (INIS)

Roxey, T.E.

1993-01-01

The Regulatory Commitment Management (RCM) Project was designed to strengthen Baltimore Gas ampersand Electric's (BG ampersand E's) ability to identify, implement, and maintain regulatory commitments. The first part of this project involved the development of a clear commitment management process. The second part was the development of a tool that enhances the ability to retrieve information from documents, and the third part of the project dealt with the actual identification of historical commitments. This paper represents the first opportunity for BG ampersand E to discuss some of the success of the second part and the preliminary findings of the third part of the project

BENEFICIAL COALITIONS: KNOWLEDGE MANAGEMENT AND DEVELOPMENT OF EMPLOYEE COMMITMENT

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Renata Winkler

2015-06-01

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

The configural approach to organisational commitment: An application in Ghana

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Edward O. Akoto

2014-12-01

Research purpose: To test the theory on profiles of commitment in an African context (Ghana. Motivation for the study: Although the three-component model of organisational commitment has been extended to several regions of Africa, there is a paucity of research on profiles of commitment on the continent. Research approach, design and method: Cross-sectional data from two studies, with samples of 187 and 218, were analysed using k-means clusters. Multivariate analysis of variance (MANOVA was then used to test the differences amongst profiles in their association with contextual variables, such as pay satisfaction, job security, strike propensity and two demographic factors. Main findings: In the k-means cluster analysis, a six-cluster solution emerged in both studies;the profiles include the highly committed and the uncommitted groups, as well as the profiles based on normative commitment and continuance commitment. Overall, the MANOVA post hoc outcome shows that the highly committed group reports higher mean scores on the positive outcome variables (e.g. job security than the uncommitted group. Conversely, the uncommitted group scored relatively higher on the negative organisational outcome (propensity to strike. Other mean differences were found in the respective studies on pay satisfaction, collectivism and the demographic factors. Practical/managerial implications: Employing the configural approach to the study of commitment in this region should increase our understanding of the patterns of attachment and their influence on behaviour. Different patterns of attachment exist within the organisation that may be beneficial or detrimental to behaviour on the job. It is, therefore, important for managers to identify these patterns and target organisational policy and resources appropriately. Contribution/value-add: This study applies the concept of commitment profiles to an untested region: an African context. It, therefore, adds to the literature on the

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…

Studying the impact of the organizational commitment on the job performance

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Mojtaba Rafiei

2014-08-01

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

Commit* to change? A call to end the publication of the phrase ‘commit* suicide’

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Nielsen, Emma; Padmanathan, Prianka; Knipe, Duleeka

2016-01-01

Background. Countering stigma is a fundamental facet of suicide prevention efforts.  Integral to this is the promotion of accurate and sensitive language.  The phrase ‘commit* suicide’ has prompted marked opposition primarily due to the connotations of immorality and illegality.  Methods. The study investigated the frequency of the use of the wordstem ‘commit’, in relation to self-harm and suicidal behaviours, in the three leading suicide-specific academic journals between 2000 and 2015.  Results. One third (34%) of articles published since the year 2000 used the word ‘commit*’ when describing an act of self-harm or suicide. Over half of these articles (57%) used the phrase on more than one occasion, with 6% using it more than 10 times in the same manuscript. The percentage of papers utilising the word ‘commit*’ has fluctuated over time, but there is a promising downward trend in the use of this phrase from 33% in 2000 to 13% in 2015 ( p suicide. Whilst we call for collective responsibility amongst academics and clinicians, editors hold a unique position in ensuring that outdated, inaccurate and stigma-laden terms are expunged from the scientific literature. PMID:28286872

ANTECEDENTS OF ORGANIZATIONAL COMMITMENT OF BANKING SECTOR EMPLOYEES IN PAKISTAN

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Abdullah

2012-02-01

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

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

Science.gov (United States)

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

2000-10-01

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

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

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Park, Jisun; Cho, Joon Tag

2018-05-16

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

The Relationship between Career Growth and Organizational Commitment

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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…

Making a Commitment to Strategic-Reader Training

Institute of Scientific and Technical Information of China (English)

FREDRICKA L. STOLLER; REIKO KOMIYAMA

2013-01-01

Skilled readers by definition are strategic; they are able to use a repertoire of reading strategies , flexibly and in meaningful combinations , to achieve their reading comprehension goals . Thus , one of the aims of foreign and second language (L2) reading curricula should be to move students toward becoming more strategic readers . This curricular orientation can be best achieved when a strong commitment is made to strategic-reader training as a regular and consistent component of instruction across the curriculum . To explore this stance , we examine the reading strategies used by skilled readers , contrast teaching strategies with training strategic readers ( i .e . , strategic-reader training) , and examine five strategic-reader training approaches from first language contexts that can be adapted by L2 professionals to enhance the reading instruction offered in their L 2 classes . The five approaches targeted for exploration include Directed Reading-Thinking Activity , Reciprocal Teaching , Transactional Strategies Instruction , Questioning the Author , and Concept-Oriented Reading Instruction . Though distinct from one another , they all acknowledge the importance of explicit explanations about strategies (or reminders about the use of select strategies) , teacher modeling , scaffolded tasks , active student engagement , student practice , classroom discussions of strategy use , and the gradual release of responsibility to students who eventually decide for themselves (and/or with peers) when , where , and why to use which strategies to achieve their comprehension goals . We conclude with a discussion of the challenges , and suggestions for overcoming them , that L 2 teachers and students often face in making a commitment to strategic-reader training .

On the Complexity of Additively Homomorphic UC Commitments

DEFF Research Database (Denmark)

Trifiletti, Roberto; Nielsen, Jesper Buus; Frederiksen, Tore Kasper

2016-01-01

as the commitment protocol by Garay \\emph{et al.} from Eurocrypt 2014. A main technical improvement over the scheme mentioned above, and other schemes based on using error correcting codes for UC commitment, we develop a new technique which allows to based the extraction property on erasure decoding as opposed...... to error correction. This allows to use a code with significantly smaller minimal distance and allows to use codes without efficient decoding. Our scheme only relies on standard assumptions. Specifically we require a pseudorandom number generator, a linear error correcting code and an ideal oblivious......, we manage to add the additive homo- morphic property, while at the same time reducing the constants. In fact, when opening a large enough batch of commitments we achieve an amor- tized communication complexity converging to the length of the message committed to, i.e., we achieve close to rate 1...

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

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

2014-01-01

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

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.

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

Science.gov (United States)

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

2012-10-01

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

Possibility, impossibility, and cheat sensitivity of quantum-bit string commitment

NARCIS (Netherlands)

Buhrman, H.; Christandl, M.; Hayden, P.; Lo, H.-K.; Wehner, S.

2008-01-01

Unconditionally secure nonrelativistic bit commitment is known to be impossible in both the classical and the quantum worlds. But when committing to a string of n bits at once, how far can we stretch the quantum limits? In this paper, we introduce a framework for quantum schemes where Alice commits

Predictors of career commitment and job performance of Jordanian nurses.

Science.gov (United States)

Mrayyan, Majd T; Al-Faouri, Ibrahim

2008-04-01

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

The 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.

New Graduate Nurses' Professional Commitment: Antecedents and Outcomes.

Science.gov (United States)

Guerrero, Sylvie; Chênevert, Denis; Kilroy, Steven

2017-09-01

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

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

Science.gov (United States)

Hendel, Tova; Kagan, Ilya

2014-05-01

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

Petitioning for Involuntary Commitment for Chemical Dependency by Medical Services.

Science.gov (United States)

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

2017-09-01

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

[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

48 CFR 852.215-71 - Evaluation factor commitments.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Evaluation factor....215-71 Evaluation factor commitments. As prescribed in 815.304-71(b), insert the following clause: Evaluation Factor Commitments (DEC 2009) The offeror agrees, if awarded a contract, to use the service...

48 CFR 1501.602-3 - Ratification of unauthorized commitments.

Science.gov (United States)

2010-10-01

... to present its claim to the General Accounting Office in accordance with the instructions contained... commitments, whether oral or written and without regard to dollar value. Examples of unauthorized commitments...

Relationship between organisational commitment and burnout syndrome: a canonical correlation approach.

Science.gov (United States)

Enginyurt, Ozgur; Cankaya, Soner; Aksay, Kadir; Tunc, Taner; Koc, Bozkurt; Bas, Orhan; Ozer, Erdal

2016-04-01

Objective Burnout syndrome can significantly reduce the performance of health workers. Although many factors have been identified as antecedents of burnout, few studies have investigated the role of organisational commitment in its development. The purpose of the present study was to examine the relationships between subdimensions of burnout syndrome (emotional exhaustion, depersonalisation and personal accomplishment) and subdimensions of organisational commitment (affective commitment, continuance commitment and normative commitment). Methods The present study was a cross-sectional survey of physicians and other healthcare employees working in the Ministry of Health Ordu University Education and Research Hospital. The sample consisted of 486 healthcare workers. Data were collected using the Maslach Burnout Inventory and the Organisation Commitment Scale, and were analysed using the canonical correlation approach. Results The first of three canonical correlation coefficients between pairs of canonical variables (Ui , burnout syndrome and Vi, organisational commitment) was found to be statistically significant. Emotional exhaustion was found to contribute most towards the explanatory capacity of canonical variables estimated from the subdimensions of burnout syndrome, whereas affective commitment provided the largest contribution towards the explanatory capacity of canonical variables estimated from the subdimensions of organisational commitment. Conclusions The results of the present study indicate that affective commitment is the primary determinant of burnout syndrome in healthcare professionals. What is known about the topic? Organisational commitment and burnout syndrome are the most important criteria in predicting health workforce performance. An increasing number of studies in recent years have clearly indicated the field's continued relevance and importance. Conversely, canonical correlation analysis (CCA) is a technique for describing the relationship

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

Science.gov (United States)

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

2004-12-01

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

Teacher Commitment and Its Effects on Student Achievement in American High Schools

Science.gov (United States)

Park, Insim

2005-01-01

This study explored the effects of teacher commitment on student achievement. Three teacher commitment dimensions of organizational, professional, and student commitment were derived. The three-dimensional teacher commitment measurement model was tested by a confirmatory factor analysis. Then, the relationships among individual and organizational…

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.

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

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 ...

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…

Organizational commitment and its impact on employees’ individual interactions

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A.R. Dabir

2017-01-01

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

Transcriptional regulation of lineage commitment--a stochastic model of cell fate decisions.

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Jose Teles

Full Text Available Molecular mechanisms employed by individual multipotent cells at the point of lineage commitment remain largely uncharacterized. Current paradigms span from instructive to noise-driven mechanisms. Of considerable interest is also whether commitment involves a limited set of genes or the entire transcriptional program, and to what extent gene expression configures multiple trajectories into commitment. Importantly, the transient nature of the commitment transition confounds the experimental capture of committing cells. We develop a computational framework that simulates stochastic commitment events, and affords mechanistic exploration of the fate transition. We use a combined modeling approach guided by gene expression classifier methods that infers a time-series of stochastic commitment events from experimental growth characteristics and gene expression profiling of individual hematopoietic cells captured immediately before and after commitment. We define putative regulators of commitment and probabilistic rules of transition through machine learning methods, and employ clustering and correlation analyses to interrogate gene regulatory interactions in multipotent cells. Against this background, we develop a Monte Carlo time-series stochastic model of transcription where the parameters governing promoter status, mRNA production and mRNA decay in multipotent cells are fitted to experimental static gene expression distributions. Monte Carlo time is converted to physical time using cell culture kinetic data. Probability of commitment in time is a function of gene expression as defined by a logistic regression model obtained from experimental single-cell expression data. Our approach should be applicable to similar differentiating systems where single cell data is available. Within our system, we identify robust model solutions for the multipotent population within physiologically reasonable values and explore model predictions with regard to

Policy implications of considering pre-commitments in U.S. aggregate energy demand system

International Nuclear Information System (INIS)

Rowland, Christopher S.; Mjelde, James W.; Dharmasena, Senarath

2017-01-01

Linear approximations of the Generalized Almost Ideal Demand System and Almost Ideal Demand System for U.S. energy are compared to contrast the explicit inclusion and exclusion of pre-committed consumption levels. Results indicate that pre-commitment levels, the quantity of a good that is consumed in the short run with little regard for price, helps to better explain energy demand in the U.S. compared to the system that does not explicitly consider pre-commitments. Policy implications are if pre-commitments are a legitimate assumption, larger price changes are necessary to achieve a given policy objective than if there are no pre-commitments. - Highlights: • Pre-commitments are the quantity that is consumed with little regard for price. • Demand systems with pre-commitment levels better explain energy demand. • Elasticities from assuming pre-commitments are more elastic. • Estimated elasticities apply to discretionary and not pre-commitment consumption. • Pre-commitments require larger price changes to achieve a given policy objective.

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.

Nurses’ commitment to respecting patient dignity

Science.gov (United States)

Raee, Zahra; Abedi, Heidarali; Shahriari, Mohsen

2017-01-01

Background: Although respecting human dignity is a cornerstone of all nursing practices, industrialization has gradually decreased the attention paid to this subject in nursing care. Therefore, the present study aimed to investigate nurses’ commitment to respecting patient dignity in hospitals of Isfahan, Iran. Methods: This descriptive-analytical study was conducted in hospitals of Isfahan. Overall, 401 inpatients were selected by cluster sampling and then selected simple random sampling from different wards. Data were collected through a questionnaire containing the components of patient dignity, that is, patient-nurse relationships, privacy, and independence. All items were scored based on a five-point Likert scale. The collected data were analyzed using descriptive statistics and Chi-square tests. P < 0.05 were considered significant in all analyses. Findings: Most patients (91%) scored their relationships with nurses as good. Moreover, 91.8% of the participants described privacy protection as moderate/good. Only 6.5% of the subjects rated it as excellent. The majority of the patients (84.4%) believed their independence was maintained. These subjects also approved of taking part in decision-making. Conclusion: According to our findings, nurses respected patient dignity to an acceptable level. However, the conditions were less favorable in public hospitals and emergency departments. Nursing authorities and policy makers are thus required to introduce appropriate measures to improve the existing conditions. PMID:28546981

Nurses' commitment to respecting patient dignity.

Science.gov (United States)

Raee, Zahra; Abedi, Heidarali; Shahriari, Mohsen

2017-01-01

Although respecting human dignity is a cornerstone of all nursing practices, industrialization has gradually decreased the attention paid to this subject in nursing care. Therefore, the present study aimed to investigate nurses' commitment to respecting patient dignity in hospitals of Isfahan, Iran. This descriptive-analytical study was conducted in hospitals of Isfahan. Overall, 401 inpatients were selected by cluster sampling and then selected simple random sampling from different wards. Data were collected through a questionnaire containing the components of patient dignity, that is, patient-nurse relationships, privacy, and independence. All items were scored based on a five-point Likert scale. The collected data were analyzed using descriptive statistics and Chi-square tests. P < 0.05 were considered significant in all analyses. Most patients (91%) scored their relationships with nurses as good. Moreover, 91.8% of the participants described privacy protection as moderate/good. Only 6.5% of the subjects rated it as excellent. The majority of the patients (84.4%) believed their independence was maintained. These subjects also approved of taking part in decision-making. According to our findings, nurses respected patient dignity to an acceptable level. However, the conditions were less favorable in public hospitals and emergency departments. Nursing authorities and policy makers are thus required to introduce appropriate measures to improve the existing conditions.

Competency management: Balancing between commitment and control

OpenAIRE

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

2006-01-01

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

Voluntary "involuntary" commitment--the briar-patch syndrome.

Science.gov (United States)

Miller, R D

1980-01-01

Szasz and others have pointed out that many so-called voluntary admissions to mental hospitals have various elements of coercion involved, and are thus not truly voluntary. The author contends that the converse situation is also true, that many patients admitted under involuntary commitment papers arrange for their own commitments. Reasons for such choices are discussed in the context of a review of the literature and several case histories.

Relationship between sport commitment and sport consumer behavior

Directory of Open Access Journals (Sweden)

Norberta Elisa Fernandes

2013-12-01

Full Text Available The purpose of this study was to examine the relationships between sport commitment and three types of sport consumer behaviors: participation frequency, sporting goods and media consumption. A survey was conducted among sport participants of both individual and team sports, fitness and outdoor activities (n= 900. The survey included questions related to demographic information, measures of sport commitment and sport consumption behavior. The results analyzed trough structural equation modeling showed that the sport commitment influences positively the participation frequency, sporting goods consumption and media consumption. Implications of these results are discussed and suggestions for future research on sport consumers are provided.

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.

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...

Unconditionally Secure and Universally Composable Commitments from Physical Assumptions

DEFF Research Database (Denmark)

Damgård, Ivan Bjerre; Scafuro, Alessandra

2013-01-01

We present a constant-round unconditional black-box compiler that transforms any ideal (i.e., statistically-hiding and statistically-binding) straight-line extractable commitment scheme, into an extractable and equivocal commitment scheme, therefore yielding to UC-security [9]. We exemplify the u...... of unconditional UC-security with (malicious) PUFs and stateless tokens, our compiler can be instantiated with any ideal straight-line extractable commitment scheme, thus allowing the use of various setup assumptions which may better fit the application or the technology available....

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

Science.gov (United States)

Gosserand, Robin H; Diefendorff, James M

2005-11-01

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

Internet Pornography Consumption and Relationship Commitment of Filipino Married Individuals

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Racidon P. Bernarte

2016-08-01

Full Text Available Internet pornography has many adverse effects, especially to the relationship commitment. The use of pornography directly correlates to a decrease in sexual intimacy. Hence, this might lead to weakening of the relationship of their partner. To find out the relevance of the claim, the researchers aimed to explore the relationship of Internet pornography consumption to the relationship commitment of married individuals in the Philippines. Different factors such as level of satisfaction, investment, quality of alternatives, relationship stability and viewing habits were also considered in determining the relationship of watching online pornography and the relationship commitment of Filipino married individuals. The study used the descriptive-correlational design. A self-administered survey was distributed to 400.It is revealed that Internet pornography consumption has an adverse effect on the relationship commitment of married Filipino couples. Furthermore, watching porn online weakened the relationship commitment that leads to an unstable relationship. This investigation found out that internet pornography consumption has a nominal negative effect on the relationship commitment of Filipino married individuals. It is proven on this study that internet pornography consumption can weaken the relationship commitment of married individuals thus, it promotes knowledge about numerous effect of it, negatively and even positively. This paper also contributes to pornography related researches on the country which can give further awareness about the said area.

Parenting--Challenge and Commitment

Science.gov (United States)

Luckey, Eleanore Braun

1973-01-01

This is a revised version of the National Council on Family Relations Presidential address delivered November 3, 1972, Portland Oregon. This address concerned the new constitution and reorganization of N.C.F.R. and a plea for reexamination of the membership's commitment to family issues. (JC)

The Fold of Commitment

DEFF Research Database (Denmark)

Raastrup Kristensen, Anders; Pedersen, Michael

2016-01-01

This paper serves two purposes. First, a rereading of Douglas McGregor’s An uneasy look at performance appraisal serves to show how McGregor’s conceptualization of commitment as a question of integrating personal goals with organizational purpose has helped shape founding the modern understanding...

Organisational commitment levels of faculty members in sport ...

African Journals Online (AJOL)

This study aimed to reveal the organisational commitment levels of faculty members to teaching at higher education institutions in Turkey. To be able to obtain participants' views, the organisational commitment scale developed by Allen and Meyer in 1990 was used and data was analysed by means of the SPSS 17.0 ...

Quantum bit commitment with misaligned reference frames

International Nuclear Information System (INIS)

Harrow, Aram; Oliveira, Roberto; Terhal, Barbara M.

2006-01-01

Suppose that Alice and Bob define their coordinate axes differently, and the change of reference frame between them is given by a probability distribution μ over SO(3). We show that this uncertainty of reference frame is of no use for bit commitment when μ is uniformly distributed over a (sub)group of SO(3), but other choices of μ can give rise to a partially or even arbitrarily secure bit commitment

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.

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 ...

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.

A Framework For Efficient Homomorphic Universally Composable Commitments

DEFF Research Database (Denmark)

David, Bernardo Machado

primitives and protocols while retaining security guarantees. Moreover, commitments with homomorphic properties enable significantly more efficient constructions of protocols for applications such as zero knowledge proofs, two-party computation through garbled circuits and multiparty computation. However......, achieving universal composability for commitment schemes often sacrifices both concrete and asymptotic efficiency, specially if homomorphic properties are required. In this thesis we bridge the gap between stand alone and universally composable commitment schemes, for which we achieve optimal efficiency...... related to a statistical security parameter as a setup. The rest of our constructions leverage secret sharing and coding theory techniques, including a novel method for verifying that a large number of strings are codewords of a given linear code with linear complexity....

Investigating the Relationship of Organizational Commitment and Clinical Competence (Case study: Nurses Working in Montazeri Hospital, City of Najafabad, Iran, 2015

Directory of Open Access Journals (Sweden)

Neda Khodadadei

2016-05-01

Full Text Available Human resources committed to the organization not only reduces absence, delay, and replacement, but also causes the increase of organizational performance, employees’ mental freshness, better attainment to organizational excellent goals, and achieving individual’s objectives. Hence, organizational commitment has special importance among the employees of hospital. The nurses’ competence is an important criterion required for providing patients’ health-cares. The change in nurses’ roles and duties has changed the job to a complicated one and requires having various skills, and has caused the clinical competence to be considered more. The present study was performed with the aim of investigating the relationship of organizational commitment and clinical competence in nurses. The research was descriptive correlation type, and the statistical population was all nurses (176 persons working in Montazeri Hospital, Najafabad city, selected by Census method and 135 persons were investigated. The data collection tool included three questionnaires of personal information, Allen and Meyer’s questionnaire of organizational commitment, and questionnaire of clinical competence, that their validity and reliability were confirmed. Data was analyzed with independent t-test, ANOVA, Mann-Whitney, and Pearson’s correlation coefficient using the software SPSS 17. The average score of organizational commitment was 91± 10.76, and at medium level. The average score of clinical competence was 74.42±11.69, and at good level. There was no significant relationship between organizational commitment and clinical competence in the nurses. Only, the emotional commitment dimension had significant relationship with the quality assurance area of clinical competence (P<0.05. Organizational commitment of nurses did not have significant relationship with demographic variables under investigation, while their clinical competence had significant relationship with age

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.

Exploring the Why of Volunteer and Philanthropic Commitment at One Community College: Case Study of a Capital Campaign

Science.gov (United States)

Hammond, Russell E.

2012-01-01

The case study engaged selected stakeholders who explored their perceptions and understanding of why they made significant commitments of volunteerism and philanthropy to a capital campaign at one public community college, and the particular factors that influenced their decisions. A paucity of inquiries examines this topic from the volunteer or…

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

International Nuclear Information System (INIS)

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

1997-01-01

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

Antecedents of Corporate Environmental Commitments: The Role of Customers.

Science.gov (United States)

Afshar Jahanshahi, Asghar; Brem, Alexander

2018-06-06

The management of natural environments has become a fundamental issue for companies in recent years. A firm’s environmental commitment affects all levels of its operation. In this study, we investigated whether having an effective and constant relationship with customers over time (customer capital) makes a difference to firms with a high environmental commitment compared with less environmentally committed firms. We found support for our idea by using original survey data from 149 small and medium-sized enterprises (SMEs) in Iran (2016⁻2017). Furthermore, we found that customer capital enhances environmental collaboration with customers which, in turn, has a positive impact on the firm’s environmental commitments. These findings provide empirical evidence for the important role of “getting closer to customers” as a way of enhancing corporate environmental responsibility in developing countries with weak institutional environments.

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...

Flour pads: devices to improve CHESS fat suppression.

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Moriya, Susumu; Miki, Yukio; Miyati, Tosiaki; Kanagaki, Mitsunori; Yokobayashi, Tsuneo

2014-01-01

We compared the suppression of lingering fat signals in chemical shift selective (CHESS) images by pads filled with flour and pads filled with rice in a phantom and human subjects. First, we prepared a phantom by creating an empty space in a mass of lard and filling the space with air, rice, or flour. Then, we obtained MR images of the phantoms in the center of the magnetic field and at a position 8 cm to the left (off-center) to compare lingering fat signals. MR images of the knee were obtained in 10 healthy volunteers using CHESS after placing a polyurethane sponge pillow, rice pad, or flour pad in the popliteal space under the flexed knee. We visually assessed the number of areas with lingering fat signals and the statistical differences among the groups were assessed using Tukey's test. Similarly to rice, flour clearly decreased lingering fat signals in the phantom study. A similar effect was obtained in the off-center images. In the volunteer study, the mean number of areas with lingering fat signals was 2.5 with a sponge pillow, 0.5 with the rice pad, and 0.3 with the flour pad. Those numbers were significantly different using flour pad and rice pad compared with sponge pillow (P CHESS images.

Relationship between staff-reported culture change and occupancy rate and organizational commitment among nursing homes in South Korea.

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Lee, Minhong; Choi, Jae-Sung; Lim, Jinseop; Kim, Young Sun

2013-04-01

This study aims to examine culture change in nursing homes in South Korea and to identify the outcomes of culture change implementation. Data were taken from survey responses from 223 top- or mid-level staff among nursing homes in South Korea that were selected through a proportionate random-stratified sampling method from four regions nationwide. Culture change in nursing homes was operationalized by five person-directed care (PDC) constructs and three organizational environment constructs, and outcome quality was indicated by changes to occupancy rate and organizational commitment. After controlling for facility characteristics, the effect of staff-reported culture change on occupancy rate and organizational commitment was analyzed through the multiple-regression method. Consistent with previous research, this study revealed positive effects of culture change for nursing homes in South Korea. The study found that staff-reported culture change correlated with occupancy rate and organizational commitment. Given that culture change variables were significantly related to occupancy rate and organizational commitment, the findings of the study provide a persuasive argument that policies and/or programs to support culture change in nursing homes should be enhanced. Management-level workers in these facilities should have the skills and knowledge to foster more PDC and a more person-directed environment.

COMMITMENT A Psychological Tie and Moral Value

Science.gov (United States)

2017-04-01

Research When I think of commitment, it is a feeling and an action with a strong moral component. However, as I began researching commitment it became...characteristics of “being committed” must be independent of behavior. One mechanism of doing this is through the analysis of bargaining and side bets .27...Becker uses Schelling’s example of bargaining to buy a house to explain side bets . In this scenario, you offer $16,000, but the seller counters with

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.

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

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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.

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...

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)...

A Temporal Analysis of the Relation between Organisational Commitment and Work Motivation

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Marylène Gagné

2008-06-01

Full Text Available Meyer, Becker, and Vandenberghe (2004 recently proposed a model linking work motivation to organisational commitment. Two studies tested these links prospectively with employees from a Canadian telecommunications company and from an Italian autoparts company. Self-determination theory provided the framework to measure work motivation, such that measures of external, introjected and identified regulation, and intrinsic motivation were linked to Allen and Meyer's (1990 and to O'Reilly and Chatman's (1986 tripartite models of organisational commitment. We hypothesised that Time 1 motivation would be related to changes in commitment over time, but that Time 1 commitment would not be related to motivational changes over time. Results supported hypotheses for affective and normative commitment, but not for continuance commitment.

Acceptance and Commitment Based Therapy on Disease Perception and Psychological Capital in Patients with Type II Diabetes

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A. Baghban Baghestan

2017-02-01

Full Text Available Aims: As a prevalent metabolic disease, diabetes can be followed by severe mental outcomes leading to problems affecting the daily life. The aim of the study was to determine the effects of acceptance and commitment-based intervention on illness perception and psychological capital in persons with type II diabetes. Materials & Methods: In the controlled pretest-posttest semi-experimental study, 34 patients with type II diabetes were studied in the Diabetes Clinic of Chamran Hospital of Ferdows City in 2015. The subjects, selected via available sampling method, were randomly divided into two groups including control (n=17 persons and experimental (n=17 persons groups. Data was collected by short illness perception questionnaire (IPQ and Luthans’ psychological capital questionnaire (PCQ. Eight 60-minute acceptance and commitment-base intervention sessions were weekly conducted in experimental group. Data was analyzed by SPSS 18 software using descriptive statistics and covariance analysis test. Findings: The pretest score having been adjusted, the acceptance and commitment-based intervention significantly increases the scores of illness perception and its sub-scales (p=0.0001 except the personal control sub-scale. In addition, it significantly increases the scores of the psychological capital and its sub-scales (p=0.0001 in patients with type II diabetes. Conclusion: The acceptance and commitment-based intervention can considerably improve the illness perception and the psychological capital in persons with type II diabetes.

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

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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.

Director ownership, outside directors and commitment to corporate social responsibility

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Chen Ying

2011-01-01

Full Text Available This paper examines the effects of director ownership and the proportion of outside directors on firms’ commitment to corporate social responsibility (CSR. Using a sample of 453 Hong Kong listed companies for 2005, we find that there is a non-linear relationship between the level of director ownership and firms’ engagement in CSR behavior. Commitment to CSR first increases as the proportion of director ownership increases up to 50% and then decreases as that proportion of ownership grows higher. Further, the proportion of outside directors on the board exhibits a positive relationship with the level of CSR commitment. These results provide explanations for firms’ commitment to CSR from the corporate governance perspective.

Therapeutic commitment for general nurses in dealing with mental ...

African Journals Online (AJOL)

therapeutic commitment in dealing with mental health problems of PL-. WHA. However, therapeutic .... commitment, knowledge and skills in relation to age, gender, work experience, workplace or whether mental health lectures had been ... coefficients that a medium positive linear correlation exists between therapeutic ...

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

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

2008-01-01

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

Selective Osmotic Shock (SOS)-Based Islet Isolation for Microencapsulation.

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Enck, Kevin; McQuilling, John Patrick; Orlando, Giuseppe; Tamburrini, Riccardo; Sivanandane, Sittadjody; Opara, Emmanuel C

2017-01-01

Islet transplantation (IT) has recently been shown to be a promising alternative to pancreas transplantation for reversing diabetes. IT requires the isolation of the islets from the pancreas, and these islets can be used to fabricate a bio-artificial pancreas. Enzymatic digestion is the current gold standard procedure for islet isolation but has lingering concerns. One such concern is that it has been shown to damage the islets due to nonselective tissue digestion. This chapter provides a detailed description of a nonenzymatic method that we are exploring in our lab as an alternative to current enzymatic digestion procedures for islet isolation from human and nonhuman pancreatic tissues. This method is based on selective destruction and protection of specific cell types and has been shown to leave the extracellular matrix (ECM) of islets intact, which may thus enhance islet viability and functionality. We also show that these SOS-isolated islets can be microencapsulated for transplantation.

Committed warming inferred from observations and an energy balance model

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Pincus, R.; Mauritsen, T.

2017-12-01

Due to the lifetime of CO2 and thermal inertia of the ocean, the Earth's climate is not equilibrated with anthropogenic forcing. As a result, even if fossil fuel emissions were to suddenly cease, some level of committed warming is expected due to past emissions. Here, we provide an observational-based quantification of this committed warming using the instrument record of global-mean warming, recently-improved estimates of Earth's energy imbalance, and estimates of radiative forcing from the fifth IPCC assessment report. Compared to pre-industrial levels, we find a committed warming of 1.5K [0.9-3.6, 5-95 percentile] at equilibrium, and of 1.3K [0.9-2.3] within this century. However, when assuming that ocean carbon uptake cancels remnant greenhouse gas-induced warming on centennial timescales, committed warming is reduced to 1.1K [0.7-1.8]. Conservatively, there is a 32% risk that committed warming already exceeds the 1.5K target set in Paris, and that this will likely be crossed prior to 2053. Regular updates of these observationally-constrained committed warming estimates, though simplistic, can provide transparent guidance as uncertainty regarding transient climate sensitivity inevitably narrows and understanding the limitations of the framework is advanced.

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

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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.

What drives political commitment for nutrition? A review and framework synthesis to inform the United Nations Decade of Action on Nutrition.

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Baker, Phillip; Hawkes, Corinna; Wingrove, Kate; Demaio, Alessandro Rhyl; Parkhurst, Justin; Thow, Anne Marie; Walls, Helen

2018-01-01

Generating country-level political commitment will be critical to driving forward action throughout the United Nations Decade of Action on Nutrition (2016-2025). In this review of the empirical nutrition policy literature, we ask: what factors generate, sustain and constrain political commitment for nutrition, how and under what circumstances? Our aim is to inform strategic 'commitment-building' actions. We adopted a framework synthesis method and realist review protocol. An initial framework was derived from relevant theory and then populated with empirical evidence to test and modify it. Five steps were undertaken: initial theoretical framework development; search for relevant empirical literature; study selection and quality appraisal; data extraction, analysis and synthesis and framework modification. 75 studies were included. We identified 18 factors that drive commitment, organised into five categories: actors; institutions; political and societal contexts; knowledge, evidence and framing; and, capacities and resources. Irrespective of country-context, effective nutrition actor networks, strong leadership, civil society mobilisation, supportive political administrations, societal change and focusing events, cohesive and resonant framing, and robust data systems and available evidence were commitment drivers. Low-income and middle-income country studies also frequently reported international actors, empowered institutions, vertical coordination and capacities and resources. In upper-middle-income and high-income country studies, private sector interference frequently undermined commitment. Political commitment is not something that simply exists or emerges accidentally; it can be created and strengthened over time through strategic action. Successfully generating commitment will likely require a core set of actions with some context-dependent adaptations. Ultimately, it will necessitate strategic actions by cohesive, resourced and strongly led nutrition actor

Evaluation of employee commitment as an imperative for business success / Esti Olivier

OpenAIRE

Olivier, Esti

2011-01-01

Employee commitment is a concept that seeks to capture the nature of the attachments formed by individuals to their employing organisations. Researchers such as Porter have attempted to identify what factors influence the formation of employee commitment in individuals and how employee commitment (once formed) influences important organisational consequences, particularly employee turnover and business success. In a highly committed workplace, employees understand and agree with the company's...

Environmental Policy and Capital Movements: The Role of Government Commitment

OpenAIRE

Marsiliani, Laura; Renström, Thomas I

2003-01-01

This paper explores the relationship between environmental protection and international capital movements, when tax policy is endogenous (through voting). A two-period general equilibrium model of a small open economy is specified to compare the effects of two different constitutions (commitment or no commitment in tax policy), as well as income inequality. Under the commitment regime, the equilibrium is characterised by a lower labour tax, higher environmental tax and less capital moving abr...

THE RELATIONSHIP BETWEEN GOAL-ORIENTATIONS AND SPORT COMMITMENT AMONG ATHLETES

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Noshin Benar.

2012-06-01

Full Text Available The purpose of present study was exploring of relationship between goal-orientations and sport commitment among athletes and comparison of goal-orientations and sport commitment and their constructs based on gender and type of sports. Participants were 108 Iranian athlete (40 female and 68 male, who responded to Task and Ego Orientation in Sport Questionnaire (T.E.O.S.Q and Sport Commitment Model (SCM questionnaire. Data were analyzed by Pearson's correlation coefficient, Independent-Samples t-test, and One-way ANOVA at P=0.05. The findings indicated that there were positively and significantly association between constructs, including sport enjoyment, personal investment, social constraints, involvement opportunities, and social support, whereas, involvement alternatives and task-orientation had negatively and significantly association with sport commitment. Also, team and open-skilled sport athletes had sport commitment and ego-orientation more than individual and closed-skilled sport athletes. As well as, female's athletes had sport enjoyment and social support more than male's athletes. It is possible that task-oriented players are elite and expert athletes, because extend and develop their fundamental skills in one's sport by their task-orientate characteristic, and probably these players with these characteristics tendency to turnover until experience more situations. Thus, these players had a less sport commitment than amateur athletes. Also, gender and type of sport differences can be results of individual differences and nature of sports skills. Implications for goal-orientations and sport commitment and their impacts on athletes as well as future research directions are further discussed.

Impact of committed individuals on vaccination behavior

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Liu, Xiao-Tao; Wu, Zhi-Xi; Zhang, Lianzhong

2012-11-01

We study how the presence of committed vaccinators, a small fraction of individuals who consistently hold the vaccinating strategy and are immune to influence, impact the vaccination dynamics in well-mixed and spatially structured populations. For this purpose, we develop an epidemiological game-theoretic model of a flu-like vaccination by integrating an epidemiological process into a simple agent-based model of adaptive learning, where individuals (except for those committed ones) use anecdotal evidence to estimate costs and benefits of vaccination. We show that the committed vaccinators, acting as “steadfast role models” in the populations, can efficiently avoid the clustering of susceptible individuals and stimulate other imitators to take vaccination, hence contributing to the promotion of vaccine uptake. We substantiate our findings by making comparative studies of our model on a full lattice and on a randomly diluted one. Our work is expected to provide valuable information for decision-making and design more effective disease-control strategy.

INPO and the industry: a commitment to excellence

International Nuclear Information System (INIS)

Colvin, J.F.

1985-01-01

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

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

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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

The concept of collective injury and of collective dose commitment

International Nuclear Information System (INIS)

Jacobi, W.

The procedure of optimization based on a cost-benefit-analysis ought to include also costs resulting from injuries to health and environment according to the polluter - pays principle. The implementation of a quantitative optimization analysis in the field of radiation protection, however, seems to be extremely difficult. The expediency and applicability needs careful examination. To develop, or to select appropriate strategies of protection, the concept has to be considered on a long-term basis as something giving the direction for future planning of radiation protection. The term of collective injury and collective dose commitment is of prime importance in this context. In principle the concept can be applied to other noxae, especially to carcinogenic and mutagenic chemicals. (DG) [de

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.

Becoming Selfless: A Grounded Theory of Commitment to Service

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Roland Nino L. Agoncillo

2014-05-01

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

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.

Understanding threats to polio vaccine commitment among caregivers in high-priority areas of Afghanistan: a polling study.

Science.gov (United States)

SteelFisher, Gillian K; Blendon, Robert J; Guirguis, Sherine; Lodge, William; Caporello, Hannah; Petit, Vincent; Coleman, Michael; Williams, Matthew R; Parwiz, Sardar Mohammad; Corkum, Melissa; Gardner, Scott; Ben-Porath, Eran N

2017-11-01

Eradication of poliovirus from endemic countries relies on vaccination of children with oral polio vaccine (OPV) many times a year until the age of 5 years. We aimed to determine caregivers' commitment to OPV in districts of Afghanistan at high risk for polio transmission and to examine what knowledge, attitudes, or experiences could threaten commitment. We designed and analysed a poll using face-to-face interviews among caregivers of children under 5 years of age. The sample was drawn via a stratified multistage cluster design with random route household selection. We calculated the percentage of committed and uncommitted caregivers. All percentages were weighted. We then compared percentages of uncommitted caregivers among those with varying knowledge, attitudes, and experiences, using logistic regression to control for possible demographic confounders. Between Dec 19, 2014, and Jan 5, 2015, we interviewed 1980 caregivers, 21% of whom were "uncommitted" to accepting OPV. Multiple measures of knowledge, attitudes, and experiences are associated with lack of commitment. For example, compared with their relevant counterparts, caregivers are more likely to be uncommitted if they did not trust vaccinators "a great deal" (54% vs 9%), if they do not know that polio spreads through contaminated water (41% vs 14%), or if they believe rumours that OPV is not halal (50% vs 21%). To enhance OPV commitment, it might be useful to consider a multifactorial approach that highlights building trust in vaccinators, providing facts about transmission, sharing positive messages to overcome key rumours, and strengthening community support for vaccination. Harvard T H Chan School of Public Health and UNICEF. Copyright © 2017 Elsevier Ltd. All rights reserved.

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.

IMPACT OF WORK LIFE BALANCE ON INSTITUTIONAL COMMITMENT AMONG MATHEMATICS WOMEN TEACHERS

OpenAIRE

D.Jeslin; G.Ramesh Babu

2016-01-01

Institutional commitment is the degree to which an employee identifies with a particular institution and wishes to maintain membership in the institution. An individual who has high institutional commitment is willing to exert extra effort on behalf of the institution, and has a strong desire to remain within the institution. The high level of institutional commitment reduces absenteeism and turnover. If an employee deeply committed to their institution perform roles beyond their formal job d...

Security bound of cheat sensitive quantum bit commitment.

Science.gov (United States)

He, Guang Ping

2015-03-23

Cheat sensitive quantum bit commitment (CSQBC) loosens the security requirement of quantum bit commitment (QBC), so that the existing impossibility proofs of unconditionally secure QBC can be evaded. But here we analyze the common features in all existing CSQBC protocols, and show that in any CSQBC having these features, the receiver can always learn a non-trivial amount of information on the sender's committed bit before it is unveiled, while his cheating can pass the security check with a probability not less than 50%. The sender's cheating is also studied. The optimal CSQBC protocols that can minimize the sum of the cheating probabilities of both parties are found to be trivial, as they are practically useless. We also discuss the possibility of building a fair protocol in which both parties can cheat with equal probabilities.

Security bound of cheat sensitive quantum bit commitment

Science.gov (United States)

He, Guang Ping

2015-03-01

Cheat sensitive quantum bit commitment (CSQBC) loosens the security requirement of quantum bit commitment (QBC), so that the existing impossibility proofs of unconditionally secure QBC can be evaded. But here we analyze the common features in all existing CSQBC protocols, and show that in any CSQBC having these features, the receiver can always learn a non-trivial amount of information on the sender's committed bit before it is unveiled, while his cheating can pass the security check with a probability not less than 50%. The sender's cheating is also studied. The optimal CSQBC protocols that can minimize the sum of the cheating probabilities of both parties are found to be trivial, as they are practically useless. We also discuss the possibility of building a fair protocol in which both parties can cheat with equal probabilities.

Swedish Seafarers' Commitment to Work in Times of Flagging out

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C. Hult

2014-03-01

Full Text Available This study takes its departure in the difficulties to recruit and retain qualified senior seafarers in the Swedish shipping sector. The study focus is on seafarers' motivation at work for the specific shipping company (organizational commitment, and seafarers' motivation towards their occupation (occupational commitment, in times of flagging out. It was hypothesized that the youngest seafarers and the oldest may be most sensitive to foreign registration of ships. Statistical analyses were employed, using a survey material of 1,309 Swedish seafarers randomly collected in 2010 from a national register of seafarers. The results of the analyses show that flagging-out imposes a significant decline in organizational commitment for all seafarers. This decline is related to the perception of the social composition of crew. In addition, the oldest seafarers (age 55+ demonstrate diminished occupational commitment under a foreign flag. This decline is related to the degree of satisfaction with the social security structure. Occupational commitment among the youngest seafarers (age 19-30 is not affected by the nationality of flag. However, this type of commitment is decreasing by the time served on the same ship. This effect is partly related to a decline in satisfaction with the work content. In the concluding discussion, the findings are discussed in more details and recommendations are put forward.

The effect of intellectual capital on organizational commitment: A case study of the ministry of economic affairs and finance of Kermanshah province

Directory of Open Access Journals (Sweden)

Shirzad Zeinoddini

2015-09-01

Full Text Available This study was an attempt to investigate the effect of intellectual capital on organizational commitment of the staff of the Ministry of Economic Affairs and Finance of Kermanshah province, Iran. The statistical population of the Ministry of Economic Affairs and Finance of Kermanshah was 140 people. Using Morgan Table, a sample of 103 personnel was randomly selected from the population. For gathering data, two researcher-made questionnaires of intellectual capital and organizational commitment were used. The validity of the questionnaires was proved by the favorable opinion of the advisor of the research, and the reliability of the questionnaires was tested using Cronbach’s alpha (α. The estimated values of alpha for the questionnaires of intellectual capital and organizational commitment were 0.969 and 0.935, respectively which clearly demonstrated the reliability of the questionnaires. Also the data were analyzed using statistical software of SPSS 15.0 and LISREL. The results of the study demonstrated that there was a significant and positive relationship between intellectual capital and its components (i.e., human capital, structural capital, and customer capital and organizational commitment.

Requirements as Goals and Commitments Too

Science.gov (United States)

Chopra, Amit K.; Mylopoulos, John; Dalpiaz, Fabiano; Giorgini, Paolo; Singh, Munindar P.

In traditional software engineering research and practice, requirements are classified either as functional or non-functional. Functional requirements consist of all functions the system-to-be ought to support, and have been modeled in terms of box-and-arrow diagrams in the spirit of SADT. Non-functional requirements include desired software qualities for the system-to-be and have been described either in natural language or in terms of metrics. This orthodoxy was challenged in the mid-90 s by a host of proposals that had a common theme: all requirements are initially stakeholder goals and ought to be elicited, modeled and analyzed as such. Through systematic processes, these goals can be refined into specifications of functions the system-to-be needs to deliver, while actions assigned to external actors need to be executed. This view is dominating Requirements Engineering (RE) research and is beginning to have an impact on RE practice. We propose a next step along this line of research, by adopting the concept of conditional commitment as companion concept to that of goal. Goals are intentional entities that capture the needs and wants of stakeholders. Commitments, on the other hand, are social concepts that define the willingness and capability of an actor A to fulfill a predicate ϕ for the benefit of actor B, provided B (in return) fulfills predicate ψ for the benefit of actor A. In our conceptualization, goals are mapped to collections of commitments rather than functions, qualities, or actor assignments. We motivate the importance of the concept of commitment for RE through examples and discussion. We also contrast our proposal with state-of-the-art requirements modeling and analysis frameworks, such as KAOS, MAP, i * and Tropos.

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.

Intelligence, democracy, and international environmental commitment.

Science.gov (United States)

Obydenkova, Anastassia; Salahodjaev, Raufhon

2016-05-01

This paper investigates the determinants of nations' commitment to environmental protection at the international level by focusing on the role of national intelligence and the level of democracy. The national intelligence is measured by nation's IQ scores. The findings based on a sample of 152 nations provide strong evidence that intelligence has statistically significant impact on ratification of international environmental agreements, and the countries with IQ 10-points above global average are 23% more likely to sign multilateral environmental agreements than others. The findings also demonstrate that it is the combination of high-level of intelligence of nations and democracy, that likely result in international environmental commitments. Copyright © 2016 Elsevier Inc. All rights reserved.

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

Science.gov (United States)

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

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

RELIGIOUSITY COMMITMENT DALAM MEMODERASI HUBUNGAN BRAND AWARENESS TERHADAP NIAT PEMBELIAN

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Mohammad Fakhruddin Mudzakkir

2014-09-01

Full Text Available Penelitian ini bertujuan untuk mengetahui 1. Pengaruh brand awareness terhadap niat pembelian pada toko roti merk Islami, 2. Pengaruh religousity commitment terhadap niat pembelian pada toko roti merk Islami, 3. Peranan religousity commitment sebagai variabel moderator yang dapat memperkuat pengaruh brand awareness terhadap niat pembelian pada toko roti merk Islami. Jenis penelitian adalah survey. Populasinya adalah konsumen yang melakukan  pembelian pada 3 toko roti Merk Islami di Kota/Kabupaten Malang, yaitu Toko Roti Amanah, Toko Roti As Sunnah, dan Toko Roti Madinah. Teknik pengambilan sampelnya adalah accidental sampling. Penelitian ini menggunakan metode analisis Moderated Regression Analysis. Hasil analisis menunjukkan variabel brand awareness  dan religousity commitment berpengaruh positif dan signifikan terhadap niat pembelian. Religousity commitment tidak dapat berperan sebagai variabel moderasi terhadap hubungan brand awareness terhadap niat pembelian merk produk Islam

10 CFR 609.8 - Term sheets and conditional commitments.

Science.gov (United States)

2010-01-01

... Project Sponsor and the Eligible Lender or other Holder express agreement with the terms and conditions... 10 Energy 4 2010-01-01 2010-01-01 false Term sheets and conditional commitments. 609.8 Section 609... EMPLOY INNOVATIVE TECHNOLOGIES § 609.8 Term sheets and conditional commitments. (a) DOE, after review and...

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

Science.gov (United States)

Ball, Justin Ashby

2013-01-01

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

Influence of Relationship Commitment and Trust on Collaborative Behaviour in Supply Chains

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Sonja Mlaker Kač

2015-03-01

Full Text Available The paper discusses theoretically and examines empirically the influence of the relationship commitment on collaborative behaviour in supply chains. In today’s unstable business environment companies should collaborate to achieve mutual goals and competitive advantage. Defining relationship commitment and collaboration in supply chains (from social exchange theory point of view is the basis of the research of this paper. Our aim is to examine the influence of relationship commitment on collaboration in supply chains in Slovenian economy. The qualitative research part discusses if the relationship commitment between partners in supply chain influences the collaborative behaviour between partners and which are the antecedents of relationship commitment. The research is based on a quantitative analysis of the online questionnaire survey made on the Slovenian economy. The research results show strong influence of trust and relationship commitment on collaboration between partners in supply chains.

Money and Credit With Limited Commitment and Theft

OpenAIRE

Williamson, Stephen; Sanches, Daniel

2009-01-01

We study the interplay among imperfect memory, limited commitment, and theft, in an environment that can support monetary exchange and credit. Imperfect memory makes money useful, but it also permits theft to go undetected, and therefore provides lucrative opportunities for thieves. Limited commitment constrains credit arrangements, and the constraints tend to tighten with imperfect memory, as this mitigates punishment for bad behavior in the credit market. Theft matters for optimal monetary ...

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

Science.gov (United States)

Tsuchiya, Dai; Yang, Yang; Lacefield, Soni

2014-01-01

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

Disaggregated Futures-Only Commitments of Traders

Data.gov (United States)

Commodity Futures Trading Commission — The Disaggregated Futures-Only Commitments of Traders dataset provides a breakdown of each week's open interest for agriculture, energy, metals, lumber, and...

Spatiotemporal Expression of p63 in Mouse Epidermal Commitment

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Qian Zhao

2015-12-01

Full Text Available The embryonic surface ectoderm is a simple flat epithelium consisting of cells that express the cytokeratins K8/K18. Before stratification, K5/K14 expression substitutes K8/K18 expression, marking the event called epidermal commitment. Previous studies show that the transcription factor p63 plays an essential role in epidermal commitment. However, detailed expression information of p63 during early epidermal development in mice is still unclear. We systematically studied the expression pattern of p63 in mouse epidermal commitment, together with K8 and K5. We show that p63 expression could be detected as early as E8.5 in mouse embryos preceding epidermal commitment. p63 expression first appears near the newly formed somites and the posterior part of the embryo, further expanding to the whole embryonic surface with particular enrichment in the first branchial arches and the limb buds. ΔNp63 is the major class of isoforms expressed in this period. Relative expression intensity of p63 depends on the embryonic position. In summary, there is a sequential and regular expression pattern of K8, p63 and K5 in mouse epidermal commitment. Our study not only contributes to understanding the early events during epidermal development but also provides a basal tool to study the function of p63 in mammals.

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

Science.gov (United States)

Seruya, Francine M; Hinojosa, Jim

2010-09-01

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

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

Science.gov (United States)

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

2016-01-01

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

Exploring corporate social responsibility and organisational commitment within a retail organisation

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Jerelene Soobramoney

2016-11-01

Full Text Available Organisations have difficulty retaining employees who have the necessary talent, skills and knowledge to give the company a competitive edge in a global market, thus emphasising the need for organisational commitment. The objective of the study was to explore the relationship between corporate social responsibility and organisational commitment within a South African retail organisation. Corporate social responsibility has a positive influence on consumer behaviour and can contribute to corporate success because CSR activities enhance an organisation’s image. Research has indicated that corporate social responsibility is related to an employee’s commitment. The Corporate Social Responsibility Scale and the Organisational Commitment Scale were administered to a non-probability sample of 171 employees from a population of 268 employees in the human resources department of a retail company. Person’s correlation analysis was used to determine the relationship between corporate social responsibility and organisational commitment. This study provided insight into the corporate social responsibility of the organisation. Managers and practitioners in the human resources may use these findings for the development of corporate social responsibility policies and practices in order to build employee commitment

Why do people keep their promises? An overview of strategic commitment

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Miranda del Corral

2015-07-01

Full Text Available Strategic commitments, such as promises and threats, pose several problems to the standard model of economic rationality: first, they can only arise when there is an incentive to free ride; second, they need to be credible in order to manipulate the others' behaviour; third, once the commitment has succeeded, it is no longer in the agent's self interest to fulfil her commitment. Why, then, do people keep their promises (and threats? This paper reviews the literature concerning the problem of commitment within the scope of pro-sociality and cooperation, and examines two mechanisms that enable credibility and trust: reputation and social emotions

Calculation of committed dose equivalent from intake of tritiated water

International Nuclear Information System (INIS)

Law, D.V.

1978-08-01

A new computerized method of calculating the committed dose equivalent from the intake of tritiated water at Harwell is described in this report. The computer program has been designed to deal with a variety of intake patterns and urine sampling schemes, as well as to produce committed dose equivalents corresponding to any periods for which individual monitoring for external radiation is undertaken. Details of retrospective doses are added semi-automatically to the Radiation Dose Records and committed dose equivalents are retained on a separate file. (author)

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…

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…

Virtual machine migration in an over-committed cloud

KAUST Repository

Zhang, Xiangliang

2012-04-01

While early emphasis of Infrastructure as a Service (IaaS) clouds was on providing resource elasticity to end users, providers are increasingly interested in over-committing their resources to maximize the utilization and returns of their capital investments. In principle, over-committing resources hedges that users - on average - only need a small portion of their leased resources. When such hedge fails (i.e., resource demand far exceeds available physical capacity), providers must mitigate this provider-induced overload, typically by migrating virtual machines (VMs) to underutilized physical machines. Recent works on VM placement and migration assume the availability of target physical machines [1], [2]. However, in an over-committed cloud data center, this is not the case. VM migration can even trigger cascading overloads if performed haphazardly. In this paper, we design a new VM migration algorithm (called Scattered) that minimizes VM migrations in over-committed data centers. Compared to a traditional implementation, our algorithm can balance host utilization across all time epochs. Using real-world data traces from an enterprise cloud, we show that our migration algorithm reduces the risk of overload, minimizes the number of needed migrations, and has minimal impact on communication cost between VMs. © 2012 IEEE.

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

Science.gov (United States)

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

2016-01-01

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

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.

Professional Commitment and Professional Marginalism in Teachers

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Kalashnikov A.I.

2017-11-01

Full Text Available The article reviews teachers' attitudes towards the teaching profession which can be expressed both in professional commitment and in professional marginalism. The dominance of professional marginalism could affect destructively the students as well as the teacher’s personality, hence the issues related to the content of personal position of a marginal and the rate of marginalism among teachers. It was suggested that marginalism could be revealed in the study of professional commitment. The study involved 81 teachers of Sverdlovsk secondary schools aged 21—60 years with work experience ranging from 1 month to 39 years. The Professional Commitment Questionnaire was used as the study technique. The results showed that negative emotional attitude towards the profession and reluctance to leave the profession were grouped as a separate factor. The dispersion factor was 12,5%. The factor loadings ranged from 0.42 to 0.84. The study proved that professional marginalism in teachers includes dissatisfaction with work, feelings of resentment against profession and an unwillingness to leave the profession.

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.

Demographic differences, occupational stress and organisational commitment among employees in higher education institution

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Simbarashe Zhuwao

2015-11-01

Full Text Available The objectives of this study was to determine the levels of occupational stress and organizational commitment of employees and to determine the differences of occupational stress and organisational commitment based on demographic information in a higher education institution. The sample consisted of 141 academic staff. The Organisational Stress Screening Tool (ASSET, and Allen and Meyer’s Organisational Commitment Tool (OCT were used. The results showed that different occupational stressors contributed significantly to low organisational commitment. Occupational stress levels about job characteristics, work relationships, job overload and job control contributed to low levels of organisational commitment. The results also showed that there is a significant difference in occupational stress and organisational commitment levels based on the demographic differences of employees

Additively Homomorphic UC commitments with Optimal Amortized Overhead

DEFF Research Database (Denmark)

Cascudo Pueyo, Ignacio; Damgård, Ivan Bjerre; David, Bernardo Machado

2015-01-01

We propose the first UC secure commitment scheme with (amortized) computational complexity linear in the size of the string committed to. After a preprocessing phase based on oblivious transfer, that only needs to be done once and for all, our scheme only requires a pseudorandom generator and a l......, our basic scheme has amortised concrete efficiency comparable with previous protocols in the Random Oracle Model even though it is constructed in the plain model....

COMMITMENT AND BURNOUT: MEDIATOR ROLE OF THE “EMOTIONAL LABOR”

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Ayse Esmeray Yogun

2016-04-01

Full Text Available As an undeniable reality of the century, emotional labor is required spesifically in the caring services, where face to face contact is main characteristic of the provided service quality. It is a certain fact that hospitals in need of nurses with high commitment and low burnout more than ever to survive in the chaotic competition market. The main purpose of this paper is to examine the mediating role of the emotional labor on the relationship among nurses‟ commitment and burnout level. To get the required data, Emotional Labor Scale, The Maslach Burnout Inventory and Allen and Meyer‟s Organizational Commitment Scale were used. 500 nurses in Turkey in March 2015-April 2015 were reached. For the analysis of the gathered data, AMOS program, Structural Equation Modeling analysis was employed. In this study it is found that there is a partial mediating role of the emotional labor on the relationship between commitment and burnout. And it is found that there is a negative and moderate impact of commitment on the burnout level of nurses. Finally, practical implications of the gathered results have been given at the end of the paper

Quality Improvement with Trustee Commitment.

Science.gov (United States)

Chaffee, Ellen Earle; Seymour, Daniel

1991-01-01

Total Quality Management is a comprehensive system for developing organizationwide participation in planning for and implementing continuous improvement in critical processes. In colleges, trustees can be central to the success of the method through their commitment and the development of supportive policy and procedures. (MSE)

Global Collective Dose Commitments from Release of Long-Lived Radionuclides

DEFF Research Database (Denmark)

Gjørup, H. L.

1977-01-01

The concept of global collective dose commitment as a measure of total detriment from the release of radioactivity to the environment is outlined. Estimates are given of global collective dose commitments resulting from the release of 14C and uranium daughter products from the nuclear fuel cycle...... that the use of global collective dose commitments in differential cost-benefit analysis can lead to questionable results. In differential cost-benefit analysis it is suggested that population exposures should not simply be integrated irrespective of their time of occurrence, but that a certain discount rate...

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.

Efficient Committed Budget for Implementing Target Audit Probability for Many Inspectees

OpenAIRE

Yim, Andrew

2009-01-01

Strategic models of auditor-inspectee interaction have neglected implementation details in multiple-inspectee settings. With multiple inspectees, the target audit probability derived from the standard analysis can be implemented with sampling plans differing in the budgets committed to support them. Overly committed audit budgets tie up unneeded resources that could have been allocated for better uses. This paper studies the minimum committed budget required to implement a target audit probab...

The role of government commitment for environmental policy and capital movements.

OpenAIRE

Marsiliani, L.; Renström, T. I.

2006-01-01

This paper explores the relationship between environmental protection and international capital movements, when tax policy is endogenous (through voting). A two-period general equilibrium model of a small open economy is specified to compare the effects of two different constitutions (commitment or no commitment in tax policy), as well as income inequality. Under the commitment regime, the equilibrium is characterised by a lower labour tax, higher environmental tax and less cap...

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

Energy Technology Data Exchange (ETDEWEB)

Umamaheswari S, Jayasree Krishnan

2016-07-01

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

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.

When a Patient Commits Suicide.

Science.gov (United States)

Marshall, Karol A.

1980-01-01

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

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

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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.

What drives political commitment for nutrition? A review and framework synthesis to inform the United Nations Decade of Action on Nutrition

Science.gov (United States)

Baker, Phillip; Hawkes, Corinna; Wingrove, Kate; Parkhurst, Justin; Thow, Anne Marie; Walls, Helen

2018-01-01

Introduction Generating country-level political commitment will be critical to driving forward action throughout the United Nations Decade of Action on Nutrition (2016–2025). In this review of the empirical nutrition policy literature, we ask: what factors generate, sustain and constrain political commitment for nutrition, how and under what circumstances? Our aim is to inform strategic ‘commitment-building’ actions. Method We adopted a framework synthesis method and realist review protocol. An initial framework was derived from relevant theory and then populated with empirical evidence to test and modify it. Five steps were undertaken: initial theoretical framework development; search for relevant empirical literature; study selection and quality appraisal; data extraction, analysis and synthesis and framework modification. Results 75 studies were included. We identified 18 factors that drive commitment, organised into five categories: actors; institutions; political and societal contexts; knowledge, evidence and framing; and, capacities and resources. Irrespective of country-context, effective nutrition actor networks, strong leadership, civil society mobilisation, supportive political administrations, societal change and focusing events, cohesive and resonant framing, and robust data systems and available evidence were commitment drivers. Low-income and middle-income country studies also frequently reported international actors, empowered institutions, vertical coordination and capacities and resources. In upper-middle-income and high-income country studies, private sector interference frequently undermined commitment. Conclusion Political commitment is not something that simply exists or emerges accidentally; it can be created and strengthened over time through strategic action. Successfully generating commitment will likely require a core set of actions with some context-dependent adaptations. Ultimately, it will necessitate strategic actions by cohesive

Commitments of Psychological Contracts and Diagnostic Use of Management Control Systems

OpenAIRE

Ivan Canan; Gilberto de Andrade Martins; Patrícia Oda

2016-01-01

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

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

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Jones, Janice M

2003-04-01

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

Transferability of Skills and Education and Thai Academics' Organisational Commitment

Science.gov (United States)

Rungruang, Parisa; Donohue, Ross

2007-01-01

Few studies have examined the links between perceived transferability of education or perceived transferability of skills and organisational commitment. This paper reports on a study examining the relationships between transferability of education and transferability of skills, and the three components of organisational commitment (affective,…

Qualitative and quantitative aspects of commitment development in psychology students

NARCIS (Netherlands)

Kunnen, E.S.

We investigated the development of study- and work-related commitments in 28 psychology students during their bachelor years. Based on seven measurements of exploration and commitments (over a period of three-and-a-half years) We found the theoretically expected information-oriented, normative and

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…

Generational Differences as a Determinant of Women's Perspectives on Commitment

Science.gov (United States)

Stark, Marcella D.; Kirk, Amy Manning; Bruhn, Rick

2012-01-01

Differences between 116 graduate and undergraduate women, representing 4 generations (i.e., Baby Boomers, Transitionals, Generation Xers, and Millennials), were studied to categorize earliest awareness and definitions of commitment in relationships. More than 63% of participants in each generation viewed relationship commitment in terms of…

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

Science.gov (United States)

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.

Idiosyncratic Deals and Organizational Commitment

Science.gov (United States)

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…

Faculty Organizational Commitment and Citizenship

Science.gov (United States)

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,…

Commitment Profiles and Employee Turnover

Science.gov (United States)

Stanley, Laura; Vandenberghe, Christian; Vandenberg, Robert; Bentein, Kathleen

2013-01-01

We examined how affective (AC), normative (NC), perceived sacrifice (PS), and few alternatives (FA) commitments combine to form profiles and determine turnover intention and turnover. We theorized that three mechanisms account for how profiles operate, i.e., the degree to which membership is internally regulated, the perceived desirability and…

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

Science.gov (United States)

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

2016-01-01

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

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.

A Fuzzy Commitment Scheme with McEliece's Cipher

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Deo Brat Ojha

2010-04-01

Full Text Available In this paper an attempt has been made to explain a fuzzy commitment scheme with McEliece scheme. The efficiency and security of this cryptosystem is comparatively better than any other cryptosystem. This scheme is one of the interesting candidates for post quantum cryptography. Hence our interest to deal with this system with fuzzy commitment scheme. The concept itself is illustrated with the help of a simple situation and the validation of mathematical experimental verification is provided.

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:.

The RNA-binding proteins FMR1, rasputin and caprin act together with the UBA protein lingerer to restrict tissue growth in Drosophila melanogaster.

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Roland Baumgartner

Full Text Available Appropriate expression of growth-regulatory genes is essential to ensure normal animal development and to prevent diseases like cancer. Gene regulation at the levels of transcription and translational initiation mediated by the Hippo and Insulin signaling pathways and by the TORC1 complex, respectively, has been well documented. Whether translational control mediated by RNA-binding proteins contributes to the regulation of cellular growth is less clear. Here, we identify Lingerer (Lig, an UBA domain-containing protein, as growth suppressor that associates with the RNA-binding proteins Fragile X mental retardation protein 1 (FMR1 and Caprin (Capr and directly interacts with and regulates the RNA-binding protein Rasputin (Rin in Drosophila melanogaster. lig mutant organs overgrow due to increased proliferation, and a reporter for the JAK/STAT signaling pathway is upregulated in a lig mutant situation. rin, Capr or FMR1 in combination as double mutants, but not the respective single mutants, display lig like phenotypes, implicating a redundant function of Rin, Capr and FMR1 in growth control in epithelial tissues. Thus, Lig regulates cell proliferation during development in concert with Rin, Capr and FMR1.

The RNA-binding proteins FMR1, rasputin and caprin act together with the UBA protein lingerer to restrict tissue growth in Drosophila melanogaster.

Science.gov (United States)

Baumgartner, Roland; Stocker, Hugo; Hafen, Ernst

2013-01-01

Appropriate expression of growth-regulatory genes is essential to ensure normal animal development and to prevent diseases like cancer. Gene regulation at the levels of transcription and translational initiation mediated by the Hippo and Insulin signaling pathways and by the TORC1 complex, respectively, has been well documented. Whether translational control mediated by RNA-binding proteins contributes to the regulation of cellular growth is less clear. Here, we identify Lingerer (Lig), an UBA domain-containing protein, as growth suppressor that associates with the RNA-binding proteins Fragile X mental retardation protein 1 (FMR1) and Caprin (Capr) and directly interacts with and regulates the RNA-binding protein Rasputin (Rin) in Drosophila melanogaster. lig mutant organs overgrow due to increased proliferation, and a reporter for the JAK/STAT signaling pathway is upregulated in a lig mutant situation. rin, Capr or FMR1 in combination as double mutants, but not the respective single mutants, display lig like phenotypes, implicating a redundant function of Rin, Capr and FMR1 in growth control in epithelial tissues. Thus, Lig regulates cell proliferation during development in concert with Rin, Capr and FMR1.

Evaluation of the impact of a committed site on fusion reactor development

International Nuclear Information System (INIS)

Reid, R.L.; Nagy, A.

1979-01-01

The technical and economic merits of a committed fusion site for development of tokamak, mirror, and EBT reactor from ignition through demo phases were evaluated. Schedule compression resulting from evolving several reactor concepts and/or phases on a committed site as opposed to sequential use of independent sites was estimated. Land, water, and electrical power requirements for a committed fusion site were determined. A conceptual plot plan for siting three fusion reactors on a committed site was configured. Reactor support equipment common to the various concepts was identified as candidates for sharing. Licensing issues for fusion plants were briefly addressed

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…

Responsibility of parents for misdemeanors committed by their descendants

Directory of Open Access Journals (Sweden)

Ristivojević Branislav R.

2016-01-01

Full Text Available The subject of the authors' attention are certain questions concerning the responsibility for the acts of other persons in the misdemeanor law of the Republic of Serbia. Under certain conditions, if a child or a minor (descendants commits a misdemeanor, instead of him or together with him, other persons can be held responsible as well, foremost his parents who had not exercised due supervision. There is a difference between the responsibility of a parent whose children have committed a misdemeanor and are under 14, and that of a parent whose children are between 14 and 18 years old. Therefore, there is a difference in terms of responsibility of the parent depending on if the person who committed the misdemeanor is, from the perspective of the Misdemeanor Law, a child or a minor. The authors critically analyze the articles of the Misdemeanor Law that concern the responsibility of the parent for the misdemeanors committed by their descendants. In the end, they conclude that the Misdemeanor Law undermines one of the essential legal principle that the 'scope of rights has to correspond to the scope of obligations and responsibility'.

Effects of parental divorce on marital commitment and confidence.

Science.gov (United States)

Whitton, Sarah W; Rhoades, Galena K; Stanley, Scott M; Markman, Howard J

2008-10-01

Research on the intergenerational transmission of divorce has demonstrated that compared with offspring of nondivorced parents, those of divorced parents generally have more negative attitudes toward marriage as an institution and are less optimistic about the feasibility of a long-lasting, healthy marriage. It is also possible that when entering marriage themselves, adults whose parents divorced have less personal relationship commitment to their own marriages and less confidence in their own ability to maintain a happy marriage with their spouse. However, this prediction has not been tested. In the current study, we assessed relationship commitment and relationship confidence, as well as parental divorce and retrospectively reported interparental conflict, in a sample of 265 engaged couples prior to their first marriage. Results demonstrated that women's, but not men's, parental divorce was associated with lower relationship commitment and lower relationship confidence. These effects persisted when controlling for the influence of recalled interparental conflict and premarital relationship adjustment. The current findings suggest that women whose parents divorced are more likely to enter marriage with relatively lower commitment to, and confidence in, the future of those marriages, potentially raising their risk for divorce. Copyright 2008 APA, all rights reserved.

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.

Financial incentives and physician commitment to guideline-recommended hypertension management.

Science.gov (United States)

Hysong, Sylvia J; Simpson, Kate; Pietz, Kenneth; SoRelle, Richard; Broussard Smitham, Kristen; Petersen, Laura A

2012-10-01

To examine the impact of financial incentives on physician goal commitment to guideline-recommended hypertension care. Clinic-level cluster-randomized trial with 4 arms: individual, group, or combined incentives, and control. A total of 83 full-time primary care physicians at 12 Veterans Affairs medical centers completed web-based surveys measuring their goal commitment to guideline-recommended hypertension care every 4 months and telephone interviews at months 8 and 16. Intervention arm participants received performance-based incentives every 4 months for 5 periods. All participants received guideline education at baseline and audit and feedback every 4 months. Physician goal commitment did not vary over time or across arms. Participants reported patient nonadherence was a perceived barrier and consistent follow-up was a perceived facilitator to successful hypertension care, suggesting that providers may perceive hypertension management as more of a patient responsibility (external locus of control). Financial incentives may constitute an insufficiently strong intervention to influence goal commitment when providers attribute performance to external forces beyond their control.

In defense of commitment: The curative power of violated expectations.

Science.gov (United States)

Murray, Sandra L; Lamarche, Veronica M; Gomillion, Sarah; Seery, Mark D; Kondrak, Cheryl

2017-11-01

A new model of commitment defense in romantic relationships is proposed. It assumes that relationships afford a central resource for affirming meaning and purpose in the world. Consequently, violating expectations about the world outside the relationship can precipitate commitment defense inside the relationship. A meta-analysis of 5 experiments, 2 follow-up correlational studies, and a longitudinal study of the transition to first parenthood supported the model. Experimentally violating conventional expectations about the world (e.g., "hard work pays off") motivated less satisfied people to defensively affirm their commitment. Similarly, when becoming a parent naturalistically violated culturally conditioned gendered expectations about the division of household labor, less satisfied new mothers and fathers defensively affirmed their commitment from pre-to-post baby. The findings suggest that violating expected associations in the world outside the relationship motivates vulnerable people to set relationship their relationship right, thereby affirming expected associations in the relationship in the face of an unexpected world. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Asymmetries in commitment in an avian communication network

Science.gov (United States)

Randler, Christoph; Vollmer, Christian

2013-02-01

Mobbing of predators occurs within a conspecific and heterospecific context but has not been quantified within the framework of a communication network and analysed with respect to heterospecific reciprocity. Here, we used playbacks of mobbing calls to show that mobbing is unequally distributed within a community of deciduous forest birds. Five species (great tit Parus major, blue tit Cyanistes caeruleus, marsh tit Poecile palustris, nuthatch Sitta europaea and chaffinch Fringilla coelebs) responded to each other's playbacks of mobbing calls. Commitment to mob was measured by minimum distance, response latency and uttering of calls. Commitment was higher when conspecific calls were broadcast. Yet, responses to heterospecific calls were significantly different between the five species. Chaffinches had the lowest commitment, and blue tits tended to have the highest. The communication network is asymmetric. Some species invest more than they receive from other species. As mobbing might incur costs, these are unequally distributed across the community.

The Influence of Organizational Commitment and Motivation in the Relationship between Budget Participation and Managerial Performance (Empirical Study on Provincial Government Agencies ( SKPA of Aceh Province, Indonesia

Directory of Open Access Journals (Sweden)

Muslim A. Djalil

2017-07-01

Full Text Available The objective of research is to empirically examine the influence of organizational commitment and motivation in the relationship between budget participation and managerialperformance of Provincial Government Agencies (SKPA of Aceh Province.Total samples used in this study were 92 respondents who were in the position of Echelon III and IV in SKPA of Aceh Province. The data source of this study was primary data obtained through the distribution of a questionnaire to the selected respondents. The collected data were analyzed by using Path Analysis Method.The result of the study indicated that the organizational commitment, motivation, and budget participation have a significant influence on the managerial performance both simultaneously and partially. However, the organizational commitment and motivation did not mediate the relationshipbetween budget participation and managerial performance.Keywords: Managerial Performance, Budget Participation, Organizational Commitment, Motivation

An audit of employee commitment to enable leaders to manage organisational talent

Directory of Open Access Journals (Sweden)

Ophillia Ledimo

2014-09-01

Full Text Available Leaders in motor manufacturing companies are faced with the challenge of talent attraction, development and retention due to constant changes in manufacturing technology. Yet, these leaders are expected to recruit, train and retain specialist skills due to the highly specialised nature of their manufacturing business processes. Another threat faced by these leaders is the loss of skilled talent to their competitors. These challenges have, therefore, created the need to audit employee commitment in a manufacturing organisation in order to enable leaders to initiate talent management practices. It is against this background that this paper poses the question: What is the nature of organisational commitment of manufacturing employees for leaders to be able to manage talent? This question was addressed through a quantitative study of organisational commitment dimensions. The main objective of this study was to audit the organisational commitment dimensions (as measured by Meyer and Allen’s Organizational Commitment Scale within a manufacturing organisation. The data was collected using a survey on a random sample size of N=371, all of whom were employees of a South African motor manufacturing organisation. The results of this study indicate that there are significant differences between organisational commitment dimensions namely; affective, normative and continuance commitments. These findings provide valuable information to assist leaders to propose talent management interventions vital for organisational talent attraction, development and retention.

Committed CO2 Emissions of China's Coal-fired Power Plants

Science.gov (United States)

Suqin, J.

2016-12-01

The extent of global warming is determined by the cumulative effects of CO2 in the atmosphere. Coal-fired power plants, the largest anthropogenic source of CO2 emissions, produce large amount of CO2 emissions during their lifetimes of operation (committed emissions), which thus influence the future carbon emission space under specific targets on mitigating climate change (e.g., the 2 degree warming limit relative to pre-industrial levels). Comprehensive understanding of committed CO2 emissions for coal-fired power generators is urgently needed in mitigating global climate change, especially in China, the largest global CO2emitter. We calculated China's committed CO2 emissions from coal-fired power generators installed during 1993-2013 and evaluated their impact on future emission spaces at the provincial level, by using local specific data on the newly installed capacities. The committed CO2 emissions are calculated as the product of the annual coal consumption from newly installed capacities, emission factors (CO2emissions per unit crude coal consumption) and expected lifetimes. The sensitivities about generators lifetimes and the drivers on provincial committed emissions are also analyzed. Our results show that these relatively recently installed coal-fired power generators will lead to 106 Gt of CO2 emissions over the course of their lifetimes, which is more than three times the global CO2 emissions from fossil fuels in 2010. More than 80% (85 Gt) of their total committed CO2 will be emitted after 2013, which are referred to as the remaining emissions. Due to the uncertainties of generators lifetime, these remaining emissions would increase by 45 Gt if the lifetimes of China's coal-fired power generators were prolonged by 15 years. Furthermore, the remaining emissions are very different among various provinces owing to local developments and policy disparities. Provinces with large amounts of secondary industry and abundant coal reserves have higher committed

THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT

OpenAIRE

Merry, Liz Zeny; Syarief, Faroman

2017-01-01

The objectives of this research is to study the influence of empowerment, employee engagement, and organizational commitment on 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 eng...

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

Science.gov (United States)

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

2018-05-26

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

Perceptions of job satisfaction relating to affective organisation commitment.

Science.gov (United States)

Papinczak, Tracey

2012-10-01

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

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

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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

Development and Evaluation of a Measure of Fear of Commitment.

Science.gov (United States)

Serling, Deborah A.; Betz, Nancy E.

1990-01-01

Examined utility of fear of commitment in understanding differences between career undecidedness versus more complicated and chronic career indecisiveness in three studies targeting undecided and decided college students (N=707). Found fear of commitment related to state and trait anxiety, self-esteem, and was significantly higher in undecided…

[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.

Organisational commitment and responses to planned ...

African Journals Online (AJOL)

Southern African Business Review Volume 15 Number 3 2011 ... This type of change is said to address surface-level issues and avoids threats to deep- .... instrumentality, and commitment to the organisation based on moral attachment by.

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.

Crimes commited by indigeno us people in ignorance of the law

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Diego Fernando Chimbo Villacorte

2017-07-01

Full Text Available This analysis focuses specifically When the Indian commits crimes in ignorance of the law, not only because it ignores absolutely the unlawfulness of their conduct but when he believes he is acting in strict accordance with their beliefs and ancestral customs which –in squabble some cases– with positive law. Likewise the impossibility of imposing a penalty –when the offense is committed outside the community– or indigenous purification –when it marks an act that disturbs social peace within the indigenous– community is committed but mainly focuses on the impossibility to impose a security measure when it has committed a crime outside their community, because doing so is as unimpeachable and returns to his community, generating a discriminating treatment that prevents the culturally different self-determination.

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.

Quantum Bit Commitment and the Reality of the Quantum State

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Srikanth, R.

2018-01-01

Quantum bit commitment is insecure in the standard non-relativistic quantum cryptographic framework, essentially because Alice can exploit quantum steering to defer making her commitment. Two assumptions in this framework are that: (a) Alice knows the ensembles of evidence E corresponding to either commitment; and (b) system E is quantum rather than classical. Here, we show how relaxing assumption (a) or (b) can render her malicious steering operation indeterminable or inexistent, respectively. Finally, we present a secure protocol that relaxes both assumptions in a quantum teleportation setting. Without appeal to an ontological framework, we argue that the protocol's security entails the reality of the quantum state, provided retrocausality is excluded.

The Relationship between Perceived Organizational Support and Teachers' Organizational Commitment

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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…

Preferred providers and the credible commitment problem in health insurance: first experiences with the implementation of managed competition in the Dutch health care system.

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Boonen, Lieke H H M; Schut, Frederik T

2011-04-01

We investigate the impact of the transition towards managed competition in the Dutch health care system on health insurers' contracting behaviour. Specifically, we examine whether insurers have been able to take up their role as prudent buyers of care and examine consumers' attitudes towards insurers' new role. Health insurers' contracting behaviour is investigated by an extensive analysis of available information on purchasing practices by health insurers and by interviews with directors of health care purchasing of the four major health insurers, accounting for 90% of the market. Consumer attitudes towards insurers' new role are investigated by surveys among a representative sample of enrollees over the period 2005-2009. During the first four years of the reform, health insurers were very reluctant to engage in selective contracting and preferred to use 'soft' positive incentives to encourage preferred provider choice rather than engaging in restrictive managed care activities. Consumer attitudes towards channelling vary considerably by type of provider but generally became more negative in the first two years after the reform. Insurers' reluctance to use selective contracting can be at least partly explained by the presence of a credible-commitment problem. Consumers do not trust that insurers with restrictive networks are committed to provide good quality care. The credible-commitment problem seems to be particularly relevant to the Netherlands, since Dutch enrollees are not used to restrictions on provider choice. Since consumers are quite sensitive to differences in provider quality, more reliable information about provider quality is required to reduce the credible-commitment problem.

Management Commitment to Safety, Teamwork, and Hospital Worker Injuries

OpenAIRE

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

2016-01-01

Although many studies link teamwork in health care settings to patient safety, evidence linking teamwork to hospital worker safety is lacking. This study addresses this gap by providing evidence linking teamwork perceptions in hospital workers to worker injuries, and further, finds a linkage between manager commitment to safety and teamwork. Organizational records of worker injuries and survey responses regarding management commitment to safety and teamwork from 446 hospital workers within 42...

Project on Elite Athlete Commitment (PEAK): III. An examination of the external validity across gender, and the expansion and clarification of the Sport Commitment Model.

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Scanlan, Tara K; Russell, David G; Magyar, T Michelle; Scanlan, Larry A

2009-12-01

The Sport Commitment Model was further tested using the Scanlan Collaborative Interview Method to examine its generalizability to New Zealand's elite female amateur netball team, the Silver Ferns. Results supported or clarified Sport Commitment Model predictions, revealed avenues for model expansion, and elucidated the functions of perceived competence and enjoyment in the commitment process. A comparison and contrast of the in-depth interview data from the Silver Ferns with previous interview data from a comparable elite team of amateur male athletes allowed assessment of model external validity, tested the generalizability of the underlying mechanisms, and separated gender differences from discrepancies that simply reflected team or idiosyncratic differences.

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

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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…

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

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

2015-09-01

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

Occupational stress and organisational commitment of employees at higher educational institution

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Simbarashe Zhuwao

2015-12-01

Full Text Available The objective of this study was to determine the relationship between occupational stress and organisational commitment of employees at a higher education institution. A random sample (N=30 was chosen from academic staff within the university. The study used a quantitative design. The Organisational Stress Screening Tool (ASSET and Allen and Meyer’s Organisational Commitment Tool (OCT were administered. The study revealed that a statistical significant relationship exists between occupational stress and organizational commitment of employees. The study also showed that academic staff overall experienced average levels of occupational stress and organisational commitment. Job characteristics and work relationship were found to be the major sources of occupation stress. It is recommended that higher education institutions should improve employee participation in decision making to reduce employees’ stress as a result of unmanageable workloads and overload.

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

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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.

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

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Dalgiç, Gülay

2014-01-01

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

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

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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.

Organisational Commitment, Job Satisfaction and Turnover ...

African Journals Online (AJOL)

This study investigated organisational commitment, job satisfaction and turnover intentions among records management personnel in Ondo State Civil Service, Akure, Nigeria. Simple random sampling technique was used to draw 240 subjects from a population size of 275 records management personnel.

Three-year-olds' understanding of the consequences of joint commitments.

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Maria Gräfenhain

Full Text Available Here we investigate the extent of children's understanding of the joint commitments inherent in joint activities. Three-year-old children either made a joint commitment to assemble a puzzle with a puppet partner, or else the child and puppet each assembled their own puzzle. Afterwards, children who had made the joint commitment were more likely to stop and wait for their partner on their way to fetch something, more likely to spontaneously help their partner when needed, and more likely to take over their partner's role when necessary. There was no clear difference in children's tendency to tattle on their partner's cheating behavior or their tendency to distribute rewards equally at the end. It thus appears that by 3 years of age making a joint commitment to act together with others is beginning to engender in children a "we"-intentionality which holds across at least most of the process of the joint activity until the shared goal is achieved, and which withstands at least some of the perturbations to the joint activity children experience.

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.

Cheat sensitive quantum bit commitment.

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Hardy, Lucien; Kent, Adrian

2004-04-16

We define cheat sensitive cryptographic protocols between mistrustful parties as protocols which guarantee that, if either cheats, the other has some nonzero probability of detecting the cheating. We describe an unconditionally secure cheat sensitive nonrelativistic bit commitment protocol which uses quantum information to implement a task which is classically impossible; we also describe a simple relativistic protocol.

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

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

2015-01-01

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

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

Science.gov (United States)

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.

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

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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.

Selective Europeanization

DEFF Research Database (Denmark)

Hoch Jovanovic, Tamara; Lynggaard, Kennet

2014-01-01

and rules. The article examines the reasons for both resistance and selectiveness to Europeanization of the Danish minority policy through a “path dependency” perspective accentuating decision makers’ reluctance to deviate from existing institutional commitments, even in subsequently significantly altered...... political contexts at the European level. We further show how the “translation” of international norms to a domestic context has worked to reinforce the original institutional setup, dating back to the mid-1950s. The translation of European-level minority policy developed in the 1990s and 2000s works most...

Smoking Cessation through Acceptance and Commitment Therapy: A Case Report

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Ufuk Bal

2015-12-01

Full Text Available Smoking is one of the most common addictions with devastating biopsychosocial consequences. Both medical treatment and pschotherapy are utilized in smoking cessation. Acceptance and commitment therapy holds the notion that smoking cessation rates are determined not so much by the negative affect and withdrawal symptoms per se, but by the avoidant and inflexible responding style. Acceptance and commitment therapy, through targeting the avoidance of internal stimuli and concomitant inflexible responding pattern, has yielded successful results.This article presents application of acceptance and commitment therapy step by step to a chronic smoker who quitted smoking at the end of therapy sessions. [Cukurova Med J 2015; 40(4.000: 841-846

Formation of Adult Lay Catholics for Commitment in the World

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Józef Stala

2017-11-01

Full Text Available The teaching of the Second Vatican Council develops an understanding of the Church as an integral entirety, present in the world and operating in accordance with its nature and purpose. Every personal commitment of a lay faithful, every effort made and each achievement has an impact on others and the whole Church. However, the commitment of adult Catholics to the world requires their appropriate preparation. Therefore, this article will first present the ecclesiological foundations of the lay faithful’s earthly commitment, and then, the process of their preparation, taking into consideration their personal and religious development. Finally it will also explore the meaning of the community as the place of their permanent formation.

EFFECT OF JOB SATISFACTION AND PERCEPTION OF WORK OPPORTUNITIES TO TURNOVER INTENTION WITH ORGANIZATION COMMITMENT AS INTERVENING VARIABLES: THE CASE OF HOTELS IN EAST JAVA, INDONESIA

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Fitria L.

2017-08-01

Full Text Available This study aimed to examine the effect of job satisfaction and perceptions of job opportunities to the turnover intention and organizational commitment as an intervening variable. This study used the Theory of Reasoned Action, Two Factor Theory, Theory of Necessity, Theory of Planned Behavior and Theory of Motivation and Hope as the basis of this study. These studies use survey methods to collect data from selected samples. The chosen samples were managers who were placed at the middle management in 4-5 stars hospitality field institutions. There were 129 respondents total taken in this research. Nevertheless research trip to 5-star hotels do not provide research permit due to not accepting study from any party, therefore samples were taken from 4-star hotel in East Java for 71 respondents. This study uses Partial Least Square (PLS in test data. Research result indicates that the job satisfaction has a positive influence on turnover intention, the perception of employment opportunities positive effect on turnover intention and positive effect on job satisfaction organizational commitment. But the perception of employment opportunities negatively affect organizational commitment, organizational commitment negatively affect turnover intention, not able to mediate organizational commitment to job satisfaction and turnover intention organizational commitment are not able to mediate the perception of job opportunities to turnover intention.

Auditor professional commitment and performance: An ethical issue role

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Ratih Kusumastuti

2016-12-01

Full Text Available This study explores to what extent the auditor’s idealism and relativism ethical orientation influences the professional commitment and the auditor’s performance. This study uses questionnaire’s survey from the auditors who work for Public Accountant Office in Indonesia. The data is analyzed by using the Structural Equation Model. The study reveals that the idealism and relativism ethical orientation have a significant influence to the professional commitment and the auditors’ performance

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

Science.gov (United States)

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

2018-04-01

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

Employees’ work engagement and job commitment: The moderating role of career anchors

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Melinde Coetzee

2014-08-01

Research purpose: The objective of the present study was to assess whether individuals’career anchors (measured by the career orientations inventory significantly moderate therelationship between their work engagement (measured by the Utrecht work engagementscale and job commitment (measured by the organisation-related commitment scale. Motivation for the study: Although the literature review suggests that people’s workengagement and job commitment may be influenced by their career anchors, there seems to bea paucity of research examining the interaction effects between these three variables. Research approach, design and method: A cross-sectional quantitative survey approach wasused. A non-probability purposive sample of adults (N = 318 employed in a human resourcecapacity in the South African service industry participated in the study. Stepwise hierarchicalmoderated regression analysis was performed to achieve the objective of the study. Main findings: The results showed that the work engagement-job commitment relationshipwas generally stronger for high career anchor preferences than for low career anchorpreferences.Practical/managerial implications: The results of the study can be useful when human resourceinterventions for enhancing employees’ engagement and commitment are developed. Contribution: The results of the study add new insights to the career literature by showing thatpeople’s career self-concepts (as reflected by their career anchors are important to consider inenhancing their work engagement and job commitment.

Disaggregated Futures and Options Commitments of Traders

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Commodity Futures Trading Commission — The Disaggregated Futures and Options Commitments of Traders dataset provides a breakdown of each week's open interest for agriculture, energy, metals, lumber, and...

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

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Umamaheswari S

2016-08-01

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

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

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

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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,…

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.

Determinants of Brand Loyalty: A Study of the Experience-Commitment-Loyalty Constructs

OpenAIRE

Vishwas Maheshwari; George Lodorfos; Siril Jacobsen

2014-01-01

Marketing strategies for brands have shifted its focus on relationships and value creation that directly links to brand loyalty, is the main focus of this paper and two key factors: brand experience and brand commitment, within automotive sector, are investigated to examine relative relationships. These factors have already been established to have a connection to brand loyalty. However, as brand commitment consists of both affective and continuance commitment, it is still somewhat unclear ab...

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...

Social Support, Religious Endorsement, and Career Commitment: A Study on Saudi Nurses.

Science.gov (United States)

Azim, Mohammad T; Islam, Mazharul M

2018-01-10

The present study investigates the effect of perceived social support (PSS) and perceived religious endorsement (PRE) on career commitment (CC) of Saudi nurses. The investigation also extends to the moderating role of different demographic and organizational factors in the extent of PSS, and career commitment these nurses report. Data required for meeting these study objectives were collected from male and female Saudi nurses through a structured questionnaire. Multiple regressions using Partial Least Squares based Structural Equation Model, Smart-PLS version 3.0, and independent sample t -test using SPSS version 22.0, were used to analyze data. The study findings reveal that both perceived social support and perceived religious endorsement are important antecedents of career commitment of Saudi nurses. However, private-sector nurses are found to exhibit a significantly higher level of career commitment compared to their public-sector counterparts. Nurses with greater educational attainment perceive higher level of social support and express greater career commitment than their less educated peers. These findings suggest that nursing as a profession should be more openly discussed in both secular and religious contexts, to ensure an adequate level of respect and compassion on behalf of the public. In particular, endorsement from the individual nurses' social networks is vital in maintaining their wellbeing and career commitment. Given the religious influence in all aspects of life in the Saudi society, the current practice of gender-based segregation in Saudi hospitals and clinics seems to be meaningful for sustaining the career commitment of the nurses.

Social Support, Religious Endorsement, and Career Commitment: A Study on Saudi Nurses

Directory of Open Access Journals (Sweden)

Mohammad T. Azim

2018-01-01

Full Text Available The present study investigates the effect of perceived social support (PSS and perceived religious endorsement (PRE on career commitment (CC of Saudi nurses. The investigation also extends to the moderating role of different demographic and organizational factors in the extent of PSS, and career commitment these nurses report. Data required for meeting these study objectives were collected from male and female Saudi nurses through a structured questionnaire. Multiple regressions using Partial Least Squares based Structural Equation Model, Smart-PLS version 3.0, and independent sample t-test using SPSS version 22.0, were used to analyze data. The study findings reveal that both perceived social support and perceived religious endorsement are important antecedents of career commitment of Saudi nurses. However, private-sector nurses are found to exhibit a significantly higher level of career commitment compared to their public-sector counterparts. Nurses with greater educational attainment perceive higher level of social support and express greater career commitment than their less educated peers. These findings suggest that nursing as a profession should be more openly discussed in both secular and religious contexts, to ensure an adequate level of respect and compassion on behalf of the public. In particular, endorsement from the individual nurses’ social networks is vital in maintaining their wellbeing and career commitment. Given the religious influence in all aspects of life in the Saudi society, the current practice of gender-based segregation in Saudi hospitals and clinics seems to be meaningful for sustaining the career commitment of the nurses.

Resistance, Justice, and Commitment to Change

Science.gov (United States)

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…

The multimillennial sea-level commitment of global warming.

Science.gov (United States)

Levermann, Anders; Clark, Peter U; Marzeion, Ben; Milne, Glenn A; Pollard, David; Radic, Valentina; Robinson, Alexander

2013-08-20

Global mean sea level has been steadily rising over the last century, is projected to increase by the end of this century, and will continue to rise beyond the year 2100 unless the current global mean temperature trend is reversed. Inertia in the climate and global carbon system, however, causes the global mean temperature to decline slowly even after greenhouse gas emissions have ceased, raising the question of how much sea-level commitment is expected for different levels of global mean temperature increase above preindustrial levels. Although sea-level rise over the last century has been dominated by ocean warming and loss of glaciers, the sensitivity suggested from records of past sea levels indicates important contributions should also be expected from the Greenland and Antarctic Ice Sheets. Uncertainties in the paleo-reconstructions, however, necessitate additional strategies to better constrain the sea-level commitment. Here we combine paleo-evidence with simulations from physical models to estimate the future sea-level commitment on a multimillennial time scale and compute associated regional sea-level patterns. Oceanic thermal expansion and the Antarctic Ice Sheet contribute quasi-linearly, with 0.4 m °C(-1) and 1.2 m °C(-1) of warming, respectively. The saturation of the contribution from glaciers is overcompensated by the nonlinear response of the Greenland Ice Sheet. As a consequence we are committed to a sea-level rise of approximately 2.3 m °C(-1) within the next 2,000 y. Considering the lifetime of anthropogenic greenhouse gases, this imposes the need for fundamental adaptation strategies on multicentennial time scales.

Gauging the Commitment of Clandestine Group Members

National Research Council Canada - National Science Library

Downs, Doneda D

2006-01-01

.... Until a few years ago, most research on individual commitment and organizational cohesion has been based primarily on questionnaires and open observations on groups that desire to be understood...

The Effectiveness of Acceptance and Commitment Based Training on the Maladaptive Schemas of Female Students with Bulimia Nervosa

Directory of Open Access Journals (Sweden)

Moslem Abbasia

2015-06-01

Full Text Available Background & Aims of the Study: Recently, a lot of discussions have been done about the third wave of behavioral and cognitive approaches, particularly in areas with eating disorders. The aim of current research is the effectiveness of acceptance and commitment based training on the maladaptive schemas of female students with bulimia nervosa. Materials & Methods: The design of current study is as quasi-experiment research with pre-test and post-test with control group. Statistical population consist of all high school female students of Arak city in the 2013-14 academic years. Samples were selected at first by multi stage cluster sampling method and after completing young schema questionnaire short form and Diagnostic Interview, were placement using random sampling method in two experimental and control groups (N=20 per group. The experimental group participated in 8 sessions of acceptance and commitment based training and control group received no intervention. The gathered data were analyzed using Multivariate analysis of covariance (MANCOVA. Results: The results show that there exist significant differences between the pre-test and post-test scores of the experimental group. This difference is significant at the level of 0.01. Therefore it seems that acceptance and commitment based training decreased maladaptive schemas of students with bulimia nervosa. Conclusions: The results of current research explain the importance of acceptance and commitment therapy in decreasing maladaptive schema of female students with bulimia nervosa. Thus, interventions based on this approach in schools for students lead to decreasing the psychological problems

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

Science.gov (United States)

Asah, Stanley T; Blahna, Dale J

2013-08-01

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

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

Science.gov (United States)

Jafaraghaee, Fateme; Mehrdad, Neda; Parvizy, Soroor

2014-05-01

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

The relationship between servant leadership, affective team commitment and team effectiveness

Directory of Open Access Journals (Sweden)

Bright Mahembe

2013-04-01

Full Text Available Orientation: Value-based leadership practices play a critical role in teamwork in high-performance organisations.Research purpose: The aim of the study was to empirically validate a theoretical model explicating the structural relationships between servant leadership, affective team commitment and team effectiveness.Motivation for the study: The increased eliance on teams for production calls for an analysis of the role of follower-focused leadership practices in enhancing eam effectiveness.Research design, approach and method: A non-probabilityand multicultural sample consisting of 202 primary and secondary school teachers was drawn from 32 chools in the Western Cape Province of South Africa.Main findings: High levels of reliability were found and uni-dimensionality of the subscales was demonstrated through exploratory factor analyses. Good fit with the data was found for the measurement models through confirmatory factor analyses. Structural equation modelling showed a reasonable fit for the structural model. Positive relationships were found amongst servant leadership, team effectiveness and affective team commitment. Standard multiple regression analysis showed that affective team commitment moderated the relationship between servant leadership and team effectiveness.Practical/managerial implications: The findings emphasise the central role played by servant leadership and affective team commitment in team performance. Servant leadership fosters team effectiveness if employees feel committed to their work team.Contribution/value-add: The servant leadership style alone may not be a sufficient condition for team effectiveness; other variables, such as affective team commitment, also play a role. The study suggested specific variables that may also combine with leadership to positively influence team effectiveness.

Mug shot exposure prior to lineup identification: interference, transference, and commitment effects.

Science.gov (United States)

Dysart, J E; Lindsay, R C; Hammond, R; Dupuis, P

2001-12-01

The effects of viewing mug shots on subsequent identification performance are as yet unclear. Two experiments used a live staged-crime paradigm to determine if interpolated eyewitness exposure to mug shots caused interference, unconscious transference, or commitment effects influencing subsequent lineup accuracy. Experiment 1 (N = 104) tested interference effects. Similar correct decision rates were obtained for the mug shot and no mug shot groups from both perpetrator-present and absent lineups. Experiment 2 (N = 132) tested for commitment and transference effects. Results showed that the commitment group made significantly more incorrect identifications than either the control or the transference group, which had similar false-identification rates. Commitment effects present a serious threat to identification accuracy from lineups following mug shot searches.

Stochastic Unit Commitment via Progressive Hedging - Extensive Analysis of Solution Methods

DEFF Research Database (Denmark)

Ordoudis, Christos; Pinson, Pierre; Zugno, Marco

2015-01-01

Owing to the massive deployment of renewable power production units over the last couple of decades, the use of stochastic optimization methods to solve the unit commitment problem has gained increasing attention. Solving stochastic unit commitment problems in large-scale power systems requires h...

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

Science.gov (United States)

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

2013-01-01

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

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

Directory of Open Access Journals (Sweden)

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.

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.

Cheat Sensitive Quantum Bit Commitment

OpenAIRE

Hardy, Lucien; Kent, Adrian

1999-01-01

We define cheat sensitive cryptographic protocols between mistrustful parties as protocols which guarantee that, if either cheats, the other has some nonzero probability of detecting the cheating. We give an example of an unconditionally secure cheat sensitive non-relativistic bit commitment protocol which uses quantum information to implement a task which is classically impossible; we also describe a simple relativistic protocol.

Biased information processing in the escalation paradigm: information search and information evaluation as potential mediators of escalating commitment.

Science.gov (United States)

Schultze, Thomas; Pfeiffer, Felix; Schulz-Hardt, Stefan

2012-01-01

Escalation of commitment denotes decision makers' increased reinvestment of resources in a losing course of action. Despite the relevance of this topic, little is known about how information is processed in escalation situations, that is, whether decision makers who receive negative outcome feedback on their initial decision search for and/or process information biasedly and whether these biases contribute to escalating commitment. Contrary to a widely cited study by E. J. Conlon and J. M. Parks (1987), in 3 experiments, the authors found that biases do not occur on the level of information search. Neither in a direct replication and extension of the original study with largely increased test power (Experiment 1) nor under methodologically improved conditions (Experiments 2 and 3) did decision makers responsible for failure differ from nonresponsible decision makers with regards to information search, and no selective search for information supporting the initial decision or voting for further reinvestment was observed. However, Experiments 3 and 4 show that the evaluation of the previously sought information is biased among participants who were responsible for initiating the course of action. Mediation analyses show that this evaluation bias in favor of reinvestment partially mediated the responsibility effect on escalation of commitment.

Evolution of collective commitment during teamwork

NARCIS (Netherlands)

Dunin-Keplicz, B; Verbrugge, R

In this paper we aim to describe dynamic aspects of social and collective attitudes in teams of agents involved in Cooperative Problem Solving (CPS). Particular attention is given to the strongest motivational attitude, collective commitment, and its evolution during team action. First, building on

Fuzzy Array Approach to Unit Commitment

DEFF Research Database (Denmark)

Jantzen, Jan; Eliasson, Bo

1996-01-01

The paper investigates the unit commitment problem of Swedish power company Sydkraft as a constraint satisfaction problem. The power system is a simplified system with nuclear, thermal, and hydro generators as well as power interchange. In this paper we focus on soft constraints, for instance...

Affective Commitment among Student Affairs Professionals

Science.gov (United States)

Boehman, Joseph

2007-01-01

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

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

Science.gov (United States)

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

2005-01-01

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

Relevant Sex Appeals in Advertising: Gender and Commitment Context Differences.

Science.gov (United States)

Lanseng, Even J

2016-01-01

This research investigates differences in men's and women's attitudes toward ads featuring product-relevant sex appeals. It is found that women, but not men, were more negative toward an ad featuring an attractive opposite-sex model when their commitment thoughts were heightened. Women were also more negative toward an ad with an attractive same-sex model in the presence of commitment thoughts, but only when they scored high on sociosexuality. Men appeared unaffected, regardless of their level of sociosexuality. Commitment thoughts were manipulated by two types of prime, a parenting prime (study1) and a romantic prime (study 2). Results are explained by differences in how men and women react to sexual material and by differences in men's and women's evolved mating preferences.

Love and the commitment problem in romantic relations and friendship.

Science.gov (United States)

Gonzaga, G C; Keltner, D; Londahl, E A; Smith, M D

2001-08-01

On the basis of the proposition that love promotes commitment, the authors predicted that love would motivate approach, have a distinct signal, and correlate with commitment-enhancing processes when relationships are threatened. The authors studied romantic partners and adolescent opposite-sex friends during interactions that elicited love and threatened the bond. As expected, the experience of love correlated with approach-related states (desire, sympathy). Providing evidence for a nonverbal display of love, four affiliation cues (head nods, Duchenne smiles, gesticulation, forward leans) correlated with self-reports and partner estimates of love. Finally, the experience and display of love correlated with commitment-enhancing processes (e.g., constructive conflict resolution, perceived trust) when the relationship was threatened. Discussion focused on love, positive emotion, and relationships.

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.

Commitment to Self-Rewards

OpenAIRE

Koch, Alexander K.; Nafziger, Julia

2009-01-01

Self-administered rewards are ubiquitous. They serve as incentives for personal accomplish¬ments and are widely recommended as tools for overcoming self-control problems. However, it seems puzzling why self-rewards can work: the prospect of a reward has a motivating force only if the threat of self-denial of the reward after low performance is credible. We explain how a rational forward-looking individual may achieve commitment to self-rewards, by applying Köszegi and Rabin's (2006) model of ...

NAMMA SMART-COMMIT MOBILE LABORATORIES V1

Data.gov (United States)

National Aeronautics and Space Administration — The NAMMA SMART-COMMIT Mobile Laboratories dataset consists of data obtained from a suite of in situ and remote sensing instruments which measure parameters that...

Resources, attractiveness, family commitment; reproductive decisions in human mate choice.

Science.gov (United States)

Bereczkei, T; Voros, S; Gal, A; Bernath, L

1997-08-01

This study of reproductive decisions in human mate selection used data from "lonely hearts" advertisements to examine a series of predictions based on the mate preferences of male and females relating to age; physical appearance; financial condition and socioeconomic status; family commitment and personal traits; short- and long-term mating; and marital status and preexisting children. The sample consisted of 1000 personal advertisements (500 male) placed in two daily, national papers between February and October 1994 in Hungary. The research procedure included a pilot study of 150 advertisers (75 male) to refine the categories examined. Analysis was performed using 1) a matrix with one axis referring to offers and the other to demands of males and females separately; 2) a matrix of offers only to derive correlated traits of claims by males and females; and 3) a matrix with columns describing sex, offers, demands, advertiser's age, and required age and a row for each of the 1000 samples. It was found that men preferred younger mates, while women preferred older ones. Men were more likely to seek physical attractiveness, while women were more likely to seek financial resources (ranked 7th) and high status (ranked 6th). Women strongly preferred male domestic virtue and family commitment, and twice as many women as men demanded long-term relationships. Women more frequently declared preexisting children, and men exhibited a reluctance to accept these children. Both males and females employed "trade-off" strategies, making greater demands if they felt they had attractive offers.

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.

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…

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

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).

[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.

Theoretical Commitment and Implicit Knowledge: Why Anomalies do not Trigger Learning

Science.gov (United States)

Ohlsson, Stellan

A theory consists of a mental model, laws that specify parameters of the model and one or more explanatory schemas. Models represent by being isomorphic to real systems. To explain an event is to reenact its genesis by executing the relevant model in the mind's eye. Schemas capture recurring structural features of explanations. To subscribe to a theory is to be committed to explaining a particular class of events with that theory (and nothing else). Given theoretical commitment, an anomaly, i.e., an event that cannot be explained, is an occasion for theory change, but in the absence of commitment, the response is instead to exclude the anomalous event from the domain of application of the theory. Lay people and children hold their theories implicitly and hence without commitment. These observations imply that the analogy between scientist's theories and children's knowledge is valid, but that the analogy between theory change and learning is not.

Identity, Over-Commitment, Work Environment, and Health Outcomes among Immigrant Workers

Directory of Open Access Journals (Sweden)

Carla DAHL-JØRGENSEN

2010-11-01

Full Text Available In this study, we compared immigrant workers with native workers on several factors related to their perception of their work identity anchored in their psychosocial work environment, and the result of these factors on work stress and subjective health. The data for the study came from 924 employees in the Norwegian food and beverage and among them were 84 immigrant workers. We found significant differences in levels of over-commitment, mental health and stress between native and immigrant workers. Immigrant workers perceived more over-commitment, more mental health problems and higher job stress than native workers did. The personal ambitions of the immigrants, measured as a higher level of over-commitment was seen as a driving force behind the pattern we found. This could have been a possible threat to an increased level of stress leading to mental health problems, but commitment to the firm they worked in was found to have a compensating effect in the final path analysis.

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 ...

How to Convert a Flavor of Quantum Bit Commitment

DEFF Research Database (Denmark)

Crepeau, Claude; Legare, Frédéric; Salvail, Louis

2001-01-01

In this paper we show how to convert a statistically binding but computationally concealing quantum bit commitment scheme into a computationally binding but statistically concealing QBC scheme. For a security parameter n, the construction of the statistically concealing scheme requires O(n2......) executions of the statistically binding scheme. As a consequence, statistically concealing but computationally binding quantum bit commitments can be based upon any family of quantum one-way functions. Such a construction is not known to exist in the classical world....

Affective commitment to the employer brand: Development and validation of a scale

OpenAIRE

Fernandez-Lores, Susana; Gavilan, Diana; Avello, Maria; Blasco, Francisca

2016-01-01

In recent years employer branding has become increasingly important as a source of sustainable competitive advantage. Companies are trying to engender affective commitment in the best employees in a global labor market. We develop and validate a multidimensional scale to measure the strength of an employee´s affective commitment to the employer brand in five separate studies. In Study 1 and 2 the Affective Commitment to the Employer Brand (ACEB) scale was developed and tested for its factor s...

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…

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

Science.gov (United States)

Blau, Gary

1989-01-01

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

Canada's commitment to nuclear technology

International Nuclear Information System (INIS)

Stewart, Murray J.

1998-01-01

This paper gives a broad update on all facets of the Canadian nuclear industry and demonstrates Canada's continuing commitment to nuclear technology. Canada has developed a global leadership position in nuclear technology for power generation, uranium production and isotope supply. This commitment is being further enhanced by successes in international markets with Candu technology, new uranium mine developments in our province of Saskatchewan, and expanding isotope capabilities including the construction of two new production reactors. Korea's economy is benefiting through collaboration with Canada's leading nuclear companies, both in Korea and Canada. These collaborations have the potential to expand considerably with the implementation of the Kyoto Framework Convention on Climate Change and the anticipated increased demand for new nuclear power generation installations in all major global markets. Much has been publicized about the situation surrounding Ontario Hydro Nuclear and its nuclear recovery program. This paper gives the background and highlights the actions within Ontario and Ontario Hydro designed to ensure the long term recovery of all twenty nuclear units in Ontario. The presentation at the conference will bring the audience completely up-to-date on recent events. (author)

Based on acceptance and commitment therapy on social anxiety symptoms and quality of life Chamran University students

Directory of Open Access Journals (Sweden)

Farokh Hasheminiya

2016-07-01

Full Text Available The aim of this study was to determine the effectiveness of acceptance and commitment therapy on social anxiety symptoms and quality of life Chamran University Dormitory. From among female students living in dormitories martyr Chamran University, through the call, and after the implementation of the social anxiety questionnaire, a total of 30 people with the highest social anxiety score Bund, were selected randomly to participate in the study. Method of this quasi experimental study was from type of pre- and post-test with the control group. So that the qualified students, after the initial interview were randomly assigned to two experimental and control groups. Participants in both groups of social anxiety and quality of life questionnaire in the pre-test, post-test and follow-up was 1.5 months completed. The experimental group received 10 sessions of treatment based on acceptance and commitment. The results of multivariate analysis of covariance (MANCOVA suggests that this treatment reduces social anxiety (F = 18,47, p = 0/001 and improved quality of life (F = 13,46, p = 0/04 in experimental group compared with the control group in the post-test and procedures were followed. Research results show that based on acceptance and commitment therapy a good way to reduce social anxiety and improve the quality of life.

Boundary management of employees’ non-work lives: effects on South African workers’ commitment

Directory of Open Access Journals (Sweden)

Gregory John Lee

2011-08-01

Full Text Available Employees’ lives are holistic, and are comprised of many roles, resulting in complex interactions between their work and non-work lives. Broadly speaking, organisational responses to this could include ignoring employees’ non-work lives (separation, active involvement (integration, or creating flexibility and tolerance, thereby enabling employees to manage conflict (respect. This study investigates whether such response types impact differently on employee commitment. The findings suggest that a separation response decreases affective commitment, moderated by greater non-work involvement or role conflict. A respect response increases affective commitment, moderated by high non-work involvement, role conflict, ‘hindrance’ coping or lower career commitment. Continuance and normative commitment were not affected. These findings suggest that managers might take a role in employees’ non-work lives by creating flexibility and tolerance at work. However, managers should probably avoid implementing paternalistic approaches that attempt active involvement.

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.

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

Science.gov (United States)

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

2017-02-01

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