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

Science.gov (United States)

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

2012-01-01

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

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.

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

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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.

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

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

2013-06-01

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

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

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

2011-01-01

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

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).…

Advance market commitments for vaccines against neglected diseases: estimating costs and effectiveness.

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Berndt, Ernst R; Glennerster, Rachel; Kremer, Michael R; Lee, Jean; Levine, Ruth; Weizsäcker, Georg; Williams, Heidi

2007-05-01

The G8 is considering committing to purchase vaccines against diseases concentrated in low-income countries (if and when desirable vaccines are developed) as a way to spur research and development on vaccines for these diseases. Under such an 'advance market commitment,' one or more sponsors would commit to a minimum price to be paid per person immunized for an eligible product, up to a certain number of individuals immunized. For additional purchases, the price would eventually drop to close to marginal cost. If no suitable product were developed, no payments would be made. We estimate the offer size which would make revenues similar to the revenues realized from investments in typical existing commercial pharmaceutical products, as well as the degree to which various model contracts and assumptions would affect the cost-effectiveness of such a commitment. We make adjustments for lower marketing costs under an advance market commitment and the risk that a developer may have to share the market with subsequent developers. We also show how this second risk could be reduced, and money saved, by introducing a superiority clause to a commitment. Under conservative assumptions, we document that a commitment comparable in value to sales earned by the average of a sample of recently launched commercial products (adjusted for lower marketing costs) would be a highly cost-effective way to address HIV/AIDS, malaria, and tuberculosis. Sensitivity analyses suggest most characteristics of a hypothetical vaccine would have little effect on the cost-effectiveness, but that the duration of protection conferred by a vaccine strongly affects potential cost-effectiveness. Readers can conduct their own sensitivity analyses employing a web-based spreadsheet tool. Copyright (c) 2006 John Wiley & Sons, Ltd.

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

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

2015-10-01

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

Committed effective dose determination in southern Brazilian cereal flours.

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Scheibel, V; Appoloni, C R

2013-01-01

The health impact of radionuclide ingestion from foodstuffs was evaluated by the committed effective doses determined in eight commercial samples of South-Brazilian cereal flours (soy, wheat, cornmeal, cassava, rye, oat, barley and rice flours). The radioactivity traces of (228)Th, (228)Ra, (226)Ra, (40)K, (7)Be and (137)Cs were measured by gamma-ray spectrometry employing an HPGe detector of 66 % relative efficiency. The efficiency curve has taken into account the differences in densities and chemical composition between the matrix and the certified sample. The highest concentration levels of (228)Th and (40)K were 3.5±0.4 and 1469±17 Bq kg(-1) for soy flour, respectively, within the 95 % confidence level. The lower limit of detection for (137)Cs ranged from 0.04 to 0.4 Bq kg(-1). The highest committed effective dose was 0.36 μSv.y(-1) for (228)Ra in cassava flour (adults). All committed effective doses determined at the present work were lower than the International Atomic Energy Agency dose limit of 1 mSv.y(-1), to the public exposure.

Committed effective dose determination in southern Brazilian cereal flours

International Nuclear Information System (INIS)

Scheibel, V.; Appoloni, C. R.

2013-01-01

The health impact of radionuclide ingestion from foodstuffs was evaluated by the committed effective doses determined in eight commercial samples of South-Brazilian cereal flours (soy, wheat, cornmeal, cassava, rye, oat, barley and rice flours). The radioactivity traces of 228 Th, 228 Ra, 226 Ra, 40 K, 7 Be and 137 Cs were measured by gamma-ray spectrometry employing an HPGe detector of 66 % relative efficiency. The efficiency curve has taken into account the differences in densities and chemical composition between the matrix and the certified sample. The highest concentration levels of 228 Th and 40 K were 3.5±0.4 and 1469±17 Bq kg -1 for soy flour, respectively, within the 95 % confidence level. The lower limit of detection for 137 Cs ranged from 0.04 to 0.4 Bq kg -1 . The highest committed effective dose was 0.36 μSv.y -1 for 228 Ra in cassava flour (adults). All committed effective doses determined at the present work were lower than the International Atomic Energy Agency dose limit of 1 mSv.y -1 , to the public exposure. (authors)

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…

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

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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…

Measuring performance improvement: total organizational commitment or clinical specialization.

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

2004-01-01

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

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…

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

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Diaz Haryokusumo

2015-09-01

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

The 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,…

Effects of Gender on Engineering Career Commitment

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Barker, Anne M.

Engineering has been one of the most difficult fields for 'women to enter and in which to succeed. Although the percentage of female engineers has Increased, women are still seriously underrcpresented in the workforce. This study examined the effect offender on career commitment, success, satisfaction, and involvement in engineering, and the effect of personality and work environment on these variables. Alumni from an engineering school in the northeastern United States were surveyed. The questionnaire was analyzed using statistical and descriptive methods to determine relationships among these variables. Women's commitment scores were lower than men's when controlled for other variables, including satisfaction and involvement. Men had longer tenure as engineers than women, even when controlled for year of graduation, professional engineering status, and number of children. Women did not leave engineering in different proportions than men, but they did earn significantly less despite controlling for year of graduation and number of hours worked weekly. Some gender differences in workplace experience were also found, including having colleagues act protectively, being mistaken for secretaries, and seeing men progress faster in their careers than equally qualified women.

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.

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...

Effects of parental divorce on marital commitment and confidence.

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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.

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.

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.

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

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Jing, Lizhen; Zhang, Deshan

2014-01-01

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

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

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Muhammet Sait Dinc

2013-01-01

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

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

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Çogaltay, Nazim

2015-01-01

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

Job Stress and Presenteeism among Chinese Healthcare Workers: The Mediating Effects of Affective Commitment

OpenAIRE

Tianan Yang; Yina Guo; Mingxu Ma; Yaxin Li; Huilin Tian; Jianwei Deng

2017-01-01

Background: Presenteeism affects the performance of healthcare workers. This study examined associations between job stress, affective commitment, and presenteeism among healthcare workers. Methods: To investigate the relationship between job stress, affective commitment, and presenteeism, structural equation modeling was used to analyze a sample of 1392 healthcare workers from 11 Class A tertiary hospitals in eastern, central, and western China. The mediating effect of affective commitment o...

The effect of motivation profile and participative budgeting on budget goal commitment

DEFF Research Database (Denmark)

Sandalgaard, Niels; Bukh, Per Nikolaj; Poulsen, Carsten Stig

2009-01-01

The effect of participative budgeting on motivation is often considered in management accounting research. In this study we focus on dispositional factors of motivation rooted in personality that affect budgeting. Especially we focus on the effect of personality traits in the form of achievement......, power and affiliation motives on budget goal commitment in interaction with participative budgeting. The study is based on a survey among bank managers at different organizational levels of a Scandinavian regional bank and the results indicate that the effect of participative budgeting on budget goal...... commitment is moderated by the implicit power motivation of the bank manager....

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.

Millennial total sea-level commitments projected with the Earth system model of intermediate complexity LOVECLIM

International Nuclear Information System (INIS)

Goelzer, H; Huybrechts, P; Raper, S C B; Loutre, M-F; Goosse, H; Fichefet, T

2012-01-01

Sea-level is expected to rise for a long time to come, even after stabilization of human-induced climatic warming. Here we use simulations with the Earth system model of intermediate complexity LOVECLIM to project sea-level changes over the third millennium forced with atmospheric greenhouse gas concentrations that stabilize by either 2000 or 2100 AD. The model includes 3D thermomechanical models of the Greenland and Antarctic ice sheets coupled to an atmosphere and an ocean model, a global glacier melt algorithm to account for the response of mountain glaciers and ice caps, and a procedure for assessing oceanic thermal expansion from oceanic heat uptake. Four climate change scenarios are considered to determine sea-level commitments. These assume a 21st century increase in greenhouse gases according to SRES scenarios B1, A1B and A2 with a stabilization of the atmospheric composition after the year 2100. One additional scenario assumes 1000 years of constant atmospheric composition from the year 2000 onwards. For our preferred model version, we find an already committed total sea-level rise of 1.1 m by 3000 AD. In experiments with greenhouse gas concentration stabilization at 2100 AD, the total sea-level rise ranges between 2.1 m (B1), 4.1 m (A1B) and 6.8 m (A2). In all scenarios, more than half of this amount arises from the Greenland ice sheet, thermal expansion is the second largest contributor, and the contribution of glaciers and ice caps is small as it is limited by the available ice volume of maximally 25 cm of sea-level equivalent. Additionally, we analysed the sensitivity of the sea-level contributions from an ensemble of nine different model versions that cover a large range of climate sensitivity realized by model parameter variations of the atmosphere–ocean model. Selected temperature indices are found to be good predictors for sea-level contributions from the different components of land ice and oceanic thermal expansion after 1000 years. (letter)

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

Science.gov (United States)

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

2018-03-01

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

The Effectiveness of Acceptance and Commitment Group Therapy on Depression and Body Image in Women with Obesity

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Bahareh Gholamhoseini

2016-03-01

Full Text Available AbstractBackground and Objective: From the perspective of psychology, obesity can lead to the negative attitude, stress and the increasing the risks of psychological disorders. From the viewpoint of Acceptance and Commitment Therapy (ACT, psychological disorders are due to the fusion of psychological and cognitive inflexibility. This study aimed to determine the effectiveness of an acceptance and commitment group therapy on improving the depression and body image among female with obesity.Materials and Methods: This quasi-experimental study was performed through pre-posttest with the intervention and the control groups. The target population of this research was total obese women depression symptoms and negative body image who referred to nutrition and sports clubs in East of Tehran in 2014. 30 obese women with depression symptoms and negative body image were selected through purposeful sampling and randomly divided in the intervention and the control groups. The intervention group participated in acceptance and commitment group therapy sessions include once a week for two months (a total of 8 sessions.The control group received no intervention. All participants were evaluated in the first and last meeting by the Beck Depression Inventory and body image questionnaires. To analyze the data descriptive parameters such as frequency and standard deviation and statistical tests such as t-test for comparison two independent groups were used.Results: The results showed a significant reduction in depression scores (P<0.01 and a significant increase in body image scores (P=0.001 in patients of the intervention group compared to the control group.Conclusion: The study showed that acceptance and commitment group therapy in women with obesity lead to the reduction in depression and increase the desirable perception of body image, therefore, the use of this therapeutic approach is recommended in women with obesity. 

Committed effective doses at various times after intakes of radionuclides

CERN Document Server

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

1991-01-01

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

The effects of perceived organisational support and span of control on the organisational commitment of novice leaders.

Science.gov (United States)

Havaei, Farinaz; Dahinten, V Susan; MacPhee, Maura

2015-04-01

The purpose of this study was to examine the main and interaction effects of perceived organisational support, span of control and leadership rank on novice nurse leaders' organisational commitment. As nurse leaders' organisational commitment is eroded at times of healthcare restructuring, it is important to study factors associated with organisational commitment. Cross-sectional data from 69 novice nurse leaders, collected via mailed surveys at two time points, were analysed using hierarchical regression. The findings supported our hypotheses about the positive effect of perceived organisational support, the positive effect of leadership rank and the negative effect of span of control on novice nurse leaders' organisational commitment. In addition, perceived organisational support was shown to moderate the negative effect of span of control on novice nurse leaders' organisational commitment at time 2. Organisational strategies aimed at supporting nurse leaders, and attention to span of control, are required to enhance the organisational commitment of novice nurse leaders. Nurse leaders with a wide span of control, in particular those with little leadership experience, need to adopt leadership strategies that maximise their effectiveness, such as organising smaller work groups or teams within their wide span of control. © 2013 John Wiley & Sons Ltd.

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

NARCIS (Netherlands)

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

2013-01-01

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

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

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Supriyadi Supriyadi

2010-09-01

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

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.

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.

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.

The mediating effect of job satisfaction between emotional intelligence and organisational commitment of nurses: a questionnaire survey.

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Güleryüz, Güldal; Güney, Semra; Aydin, Eren Miski; Aşan, Oznur

2008-11-01

The effect of emotional intelligence and its dimensions on job satisfaction and organisational commitment of nurses has been investigated in this study. This paper examines the relations among emotional intelligence, job satisfaction and organisational commitment of nurses and the mediating effect of job satisfaction between emotional intelligence and organisational commitment. A questionnaire survey was carried out to explore the relations between emotional intelligence, job satisfaction and organisational commitment. Teaching hospital in Ankara, Turkey. Questionnaires were distributed by Nursing Services Administration to 550 nurses working at different departments of the hospital and 267 questionnaires were analyzed. A 45-item questionnaire which consists of emotional intelligence, job satisfaction and organisational commitment parts was carried out to investigate the relations among these variables. Some basic socio-demographic questions were included. Emotional intelligence was significantly and positively related to job satisfaction (r=0.236,pemotion (ROE)"(r=0.228,pemotion (UOE)"(r=0.155,pemotional intelligence. "Others's emotional appraisal" did not have any relations with job satisfaction or organisational commitment and "self-emotional appraisal (SEA)" was found to be a suppressor. It was found that job satisfaction is a mediator between emotional intelligence and organisational commitment. The other finding of the study was that "SEA" and "UOE" have direct effects on organisational commitment whereas job satisfaction is a mediator between "regulation of emotion" and organisational commitment.

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

International Nuclear Information System (INIS)

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

2006-01-01

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

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

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Mahmood Reza Esmeili

2014-08-01

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

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

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

2013-08-01

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

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

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Chang, Ching-Sheng

2015-06-01

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

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.

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.

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

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Risma N.

2018-02-01

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

Organizational commitment of military physicians.

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

2009-09-01

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

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

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Hossein Vazifehdust

2014-02-01

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

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

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Zheng, Junwei; Wu, Guangdong

2018-02-15

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

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

Science.gov (United States)

2018-01-01

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

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

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Junwei Zheng

2018-02-01

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

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

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Holliman, Stephanie Layne

2012-01-01

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

Job Stress and Presenteeism among Chinese Healthcare Workers: The Mediating Effects of Affective Commitment.

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Yang, Tianan; Guo, Yina; Ma, Mingxu; Li, Yaxin; Tian, Huilin; Deng, Jianwei

2017-08-29

Presenteeism affects the performance of healthcare workers. This study examined associations between job stress, affective commitment, and presenteeism among healthcare workers. To investigate the relationship between job stress, affective commitment, and presenteeism, structural equation modeling was used to analyze a sample of 1392 healthcare workers from 11 Class A tertiary hospitals in eastern, central, and western China. The mediating effect of affective commitment on the association between job stress and presenteeism was examined with the Sobel test. Job stress was high and the level of presenteeism was moderate among healthcare workers. Challenge stress and hindrance stress were strongly correlated (β = 0.62; p < 0.05). Affective commitment was significantly and directly inversely correlated with presenteeism (β = -0.27; p < 0.001). Challenge stress was significantly positively correlated with affective commitment (β = 0.15; p < 0.001) but not with presenteeism. Hindrance stress was significantly inversely correlated with affective commitment (β = -0.40; p < 0.001) but was significantly positively correlated with presenteeism (β = 0.26; p < 0.001). This study provides important empirical data on presenteeism among healthcare workers. Presenteeism can be addressed by increasing affective commitment and challenge stress and by limiting hindrance stress among healthcare workers in China.

Job Stress and Presenteeism among Chinese Healthcare Workers: The Mediating Effects of Affective Commitment

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Tianan Yang

2017-08-01

Full Text Available Background: Presenteeism affects the performance of healthcare workers. This study examined associations between job stress, affective commitment, and presenteeism among healthcare workers. Methods: To investigate the relationship between job stress, affective commitment, and presenteeism, structural equation modeling was used to analyze a sample of 1392 healthcare workers from 11 Class A tertiary hospitals in eastern, central, and western China. The mediating effect of affective commitment on the association between job stress and presenteeism was examined with the Sobel test. Results: Job stress was high and the level of presenteeism was moderate among healthcare workers. Challenge stress and hindrance stress were strongly correlated (β = 0.62; p < 0.05. Affective commitment was significantly and directly inversely correlated with presenteeism (β = −0.27; p < 0.001. Challenge stress was significantly positively correlated with affective commitment (β = 0.15; p < 0.001 but not with presenteeism. Hindrance stress was significantly inversely correlated with affective commitment (β = −0.40; p < 0.001 but was significantly positively correlated with presenteeism (β = 0.26; p < 0.001. Conclusions: This study provides important empirical data on presenteeism among healthcare workers. Presenteeism can be addressed by increasing affective commitment and challenge stress and by limiting hindrance stress among healthcare workers in China.

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

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Jenell Lynn-Senter Wittmer

2017-08-01

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

Pengaruh Framing Effect Sebagai Determinan Escalation of Commitment Dalam Keputusan Investasi: Dampak Dari Working Experiences

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Yahya, Muhammad Nur; Surya, Jen

2012-01-01

The prior of research have shown that the framing effect is one of determinant in explaining decisions to escalate commitment to failing projects. However , have not considered whether experience moderates the framing effect on escalation of commitment. This study reports the results of an experiment in which the effect of decision frame of investment performance with negative feedback informatian on judgment to continue project of experienced subjects is compared to inexperienced subjects. F...

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.

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

Quality Improvement with Trustee Commitment.

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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)

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

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Hakan CANDAN

2014-12-01

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

Estimation of committed effective dose due to tritium in ground water in some places of Maharashtra

International Nuclear Information System (INIS)

Reddy, P.J.; Bhade, S.P.D.; Kolekar, R.V.; Singh, Rajvir; Pradeepkumar, K.S.

2014-01-01

In the present study Tritium concentration in well and bore well water samples were analyzed for the samples collected from the villages of Pune, Kolhapur and Ratnagiri. The activity concentration ranged from 0.55 - 3.66 Bq L -1 . The associated age-dependant dose from water ingestion in the study area was estimated. The effective committed dose recorded for different age classes is negligible compared to World Health Organization and U.S. Environmental Protection Agency dose guidelines. The Minimum Detectable Activity achieved was 1.5 Bq L -1 for a total counting time of 500 minutes. (author)

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

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Aries Susanty

2013-01-01

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

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

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Arif Partono Prasetio

2016-04-01

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

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.

Does Group-Level Commitment Predict Employee Well-Being?

DEFF Research Database (Denmark)

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

2015-01-01

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

Employees’ Commitment to the Organization of a Public District Hospital: a Case Study

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Eyaggelia Tsolaki

2013-01-01

Full Text Available Background: The employees' satisfaction from their job and their commitment to the organization appears to be one of the most determinants factors of organizational effectiveness.Aim: The aim of this study was the research of commitment to the organization of employees' working at Sparta General Hospital, as well as the correlation between job satisfaction and social, economic, demographic or other factors.Methodology: The research’s sample included 121 employees from all departments of a public district hospital. For research purposes, the Organizational Commitment Questionnaire was used. Data specially designed for the research’s purposes.Results: The largest sample’s proportion, declared moderate to very satisfy by their job at that Hospital. The particular job demands, exhausting timetables, stress and organizational weaknesses of the Greek Health System seem to have been key components of the problem. Also, for a large sample proportion, the job demands affect negatively the time and energy that Sparta General Hospital employees’ dedicate to themselves and to their families. Almost half of the participants replied that they are not at all satisfied with their payroll. Regarding the rates of emotional, standing and exemplary commitment, showed that gender, education level, marital status, age and total years of professional seniority correlated with the level of emotional commitment. To higher affective commitment is positively correlated with age of employees and years of service.Conclusions: The research of commitment to the organization can contribute substantially in improving the hospital’s and health system’s effectiveness, the increment of job’s satisfaction, the employees’ efficiency.

Effects of core self-evaluations on the job burnout of nurses: the mediator of organizational commitment.

Science.gov (United States)

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

2014-01-01

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

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

Directory of Open Access Journals (Sweden)

Azman Ismail

2009-03-01

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

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...

85Kr management trade-offs: a perspective to total radiation dose commitment

International Nuclear Information System (INIS)

Mellinger, P.J.; Hoenes, G.R.; Brackenbush, L.W.; Greenborg, J.

1980-01-01

Radiological consequences arising from the trade-offs for 85 Kr waste management from possible nuclear fuel resource recovery activities have been investigated. The reference management technique is to release all the waste gas to the atmosphere where it is diluted and dispersed. A potential alternative is to collect, concentrate, package and submit the gas to long-term storage. This study compares the radiation dose commitment to the public and to the occupationally exposed work force from these alternatives. The results indicate that it makes little difference to the magnitude of the world population dose whether 85 Kr is captured and stored or chronically released to the environment. Further, comparisons of radiation exposures (for the purpose of estimating health effects) at very low dose rates to very large populations with exposures to a small number of occupationally exposed workers who each receive much higher dose rates may be misleading. Finally, cost studies (EPA 1976 and DOE 1979a) show that inordinate amounts of money will be required to lower this already extremely small 80-year cumulative world population dose of 0.05 mrem/person

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

Science.gov (United States)

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

2008-01-01

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

The comparative effectiveness of persuasion, commitment and leader block strategies in motivating sorting.

Science.gov (United States)

Mickaël, Dupré

2014-04-01

Household waste management has become essential in industrialized countries. For the recycling programs to be a success, all citizens must comply with the developed residential procedures. Governmental bodies are thus dependent on as many people as possible adhering to the sorting systems they develop. Since the 1970s oil crisis, governments have called upon social psychologists to help develop effective communication strategies. These studies have been based on persuasion and behavioral commitment (Kiesler, 1971). Less common are studies based on developing participative communication (Horsley, 1977), a form of communication that relies on individuals to pass on information. After going through the main communication perspectives as they relate to the sorting of household waste, a comparative field study will be presented on the effectiveness of persuasive, committing and participative communication. Participative communication relied on users to pass along information to their neighbors. The results show that the participants who spread information in this way, along with those who made a commitment, changed their behavior to a greater degree than the other participants. Copyright © 2014 Elsevier Ltd. All rights reserved.

The Moderator Effect of Commitment on the Relations between Satisfaction and Motivation in Special Employment Centres

Science.gov (United States)

Pérez-Conesa, Francisco J.; Romeo, Marina; Yepes-Baldó, Montserrat

2018-01-01

Background: Little is known about the relation between satisfaction, commitment and motivation among employees with mild intellectual disabilities. The present research analyses the moderated effect of commitment on the relation between satisfaction of employees with intellectual disabilities and their motivation. Method: Employees with legally…

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.

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

Science.gov (United States)

Choi, Han Gyo; Ahn, Sung Hee

2016-02-01

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

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

Directory of Open Access Journals (Sweden)

Siripapun Leephaijaroen

2016-05-01

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

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...

Committed effective dose from naturally occuring radionuclides in shellfish

International Nuclear Information System (INIS)

Khandaker, Mayeen Uddin; Wahib, Norfadira Binti; Amin, Yusoff Mohd.; Bradley, D.A.

2013-01-01

Recognizing their importance in the average Malaysian daily diet, the radioactivity concentrations in mollusc- and crustacean-based food have been determined for key naturally occuring radionuclides. Fresh samples collected from various maritime locations around peninsular Malaysia have been processed using standard procedures; the radionuclide concentrations being determined using an HPGe γ-ray spectrometer. For molluscs, assuming secular equilibrium, the range of activities of 238 U ( 226 Ra), 232 Th ( 228 Ra) and 40 K were found to be 3.28±0.35 to 5.34±0.52, 1.20±0.21 to 2.44±0.21 and 118±6 to 281±14 Bq kg −1 dry weight, respectively. The respective values for crustaceans were 3.02±0.57 to 4.70±0.52, 1.38±0.21 to 2.40±0.35 and 216±11 to 316±15 Bq kg −1 . The estimated average daily intake of radioactivity from consumption of molluscs are 0.37 Bq kg −1 for 238 U ( 226 Ra), 0.16 Bq kg −1 for 232 Th ( 228 Ra) and 18 Bq kg −1 for 40 K; the respective daily intake values from crustaceans are 0.36 Bq kg −1 , 0.16 Bq kg −1 and 23 Bq kg −1 . Associated annual committed effective doses from molluscs are estimated to be in the range 21.3 to 34.7 μSv for 226 Ra, 19.3 to 39.1 μSv for 228 Ra and 17.0 to 40.4 μSv for 40 K. For crustaceans, the respective dose ranges are 19.6 to 30.5 μSv, 22.0 to 38.4 μSv and 31.1 to 45.5 μSv, being some several times world average values. - Highlights: ► Activity concentrations of naturally occuring radionuclides were assessed for shellfish. ► 238 U, 232 Th, 40 K intake via shellfish showed several times higher than world averages. ► Committed effective doses due to the ingestions of 238 U, 232 Th, 40 K are the first report in Malaysia. ► Estimated committed effective dose also showed higher values than the world average

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....

Validating Teacher Commitment Scale Using a Malaysian Sample

Directory of Open Access Journals (Sweden)

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.

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

OpenAIRE

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

2013-01-01

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

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

International Nuclear Information System (INIS)

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

1982-06-01

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

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

International Nuclear Information System (INIS)

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

1982-12-01

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

The Effects of Past Satisfaction and Commitment on the Future Intention to Internationalize

DEFF Research Database (Denmark)

Ramsey, Jase R.; Barakat, Livia; Mitchell, Matthew C.

2016-01-01

literature, the degree to which a firm was committed to internationalization has a negative influence on the positive relationship between satisfaction and intent. Design/methodology/approach: – All Brazilian firms that have entered foreign markets via FDI were surveyed to measure the firm’s: intent...... Paulo Stock Exchange) and private limited companies (Ltda.). The authors conducted a hierarchical moderated regression analysis to test the moderating effect of commitment to internationalization on the relationship between international satisfaction and intent to internationalize. Findings...... enough data points to test more hypotheses such as the effects of firm size, number of countries the firm is in, and age of the firm. Future studies should attempt to expand the work done here by examining these effects. Another limitation of this study is that it is based on solely one country; Brazil...

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

International Nuclear Information System (INIS)

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

1983-08-01

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

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

International Nuclear Information System (INIS)

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

1987-04-01

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

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

85Kr management trade-offs: a perspective to total radiation dose commitment

Energy Technology Data Exchange (ETDEWEB)

Mellinger, P.J.; Hoenes, G.R.; Brackenbush, L.W.; Greenborg, J.

1980-01-01

Radiological consequences arising from the trade-offs for /sup 85/Kr waste management from possible nuclear fuel resource recovery activities have been investigated. The reference management technique is to release all the waste gas to the atmosphere where it is diluted and dispersed. A potential alternative is to collect, concentrate, package and submit the gas to long-term storage. This study compares the radiation dose commitment to the public and to the occupationally exposed work force from these alternatives. The results indicate that it makes little difference to the magnitude of the world population dose whether /sup 85/Kr is captured and stored or chronically released to the environment. Further, comparisons of radiation exposures (for the purpose of estimating health effects) at very low dose rates to very large populations with exposures to a small number of occupationally exposed workers who each receive much higher dose rates may be misleading. Finally, cost studies (EPA 1976 and DOE 1979a) show that inordinate amounts of money will be required to lower this already extremely small 80-year cumulative world population dose of 0.05 mrem/person (<0.001% of natural background radiation for the same time period).

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...

Neighbourhood Poverty, Work Commitment and Unemployment in Early Adulthood: A Longitudinal Study into the Moderating Effect of Personality.

Science.gov (United States)

Nieuwenhuis, Jaap; Yu, Rongqin; Branje, Susan; Meeus, Wim; Hooimeijer, Pieter

2016-01-01

We studied how personality moderates the effect of neighbourhood disadvantage on work commitment and unemployment in early adulthood. Using a personality typology of resilients, overcontrollers, and undercontrollers, we hypothesised that the association between neighbourhood poverty and both work commitment and unemployment would be stronger for overcontrollers and undercontrollers than for resilients. We used longitudinal data (N = 249) to test whether the length of exposure to neighbourhood poverty between age 16 and 21 predicts work commitment and unemployment at age 25. In line with our hypothesis, the findings showed that longer exposure was related to weaker work commitment among undercontrollers and overcontrollers and to higher unemployment among undercontrollers. Resilients' work commitment and unemployment were not predicted by neighbourhood poverty.

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.

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

International Nuclear Information System (INIS)

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

1977-10-01

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

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

Science.gov (United States)

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

2013-01-01

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

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.

Effect of professional self-concept on burnout among community health nurses in Chengdu, China: the mediator role of organisational commitment.

Science.gov (United States)

Cao, Xiaoyi; Chen, Lin; Tian, Lang; Diao, Yongshu; Hu, Xiuying

2015-10-01

To examine the associations among professional self-concept, organisational commitment and burnout, and to analyse the mediating role of organisational commitment on the relationship between professional self-concept and burnout among community health nurses in Chengdu, China. Previous studies have focused on work environmental variables that contributed to burnout in nurses. However, no study has explored the mediating effect of organisational commitment on the correlation between professional self-concept and burnout in community health nurses. A cross-sectional descriptive study. This study was conducted at 36 community health centres in Chengdu, China with 485 nurses sampled using a two-stage sampling method. The measures used in our study included Nurses' Self-concept Questionnaire, Organisational Commitment Scale and Maslach Burnout Inventory. The results of structural equation model techniques indicated that, in the direct approach, positive professional self-concept resulted in increased organisational commitment and reduced burnout. Higher organisational commitment resulted in less burnout. In the indirect approach, organisational commitment performed as a partial mediator on the correlation between professional self-concept and burnout. Positive perception of professional self-concept can result in reduced burnout via enhancing organisational commitment. It is crucial for nursing administrators to develop effective intervention strategies such as skills escalator training and assertive training, and establishing a supportive working environment to enhance nurses' professional self-concept and organisational commitment, and decrease burnout. © 2015 John Wiley & Sons Ltd.

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

International Nuclear Information System (INIS)

Baker, D.A.

1989-10-01

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

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

International Nuclear Information System (INIS)

Baker, D.A.

1988-01-01

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

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

International Nuclear Information System (INIS)

Baker, D.A.

1988-08-01

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

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

Directory of Open Access Journals (Sweden)

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.

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

OpenAIRE

Adel Mohamed Ali Shurbagi; Ibrahim Bin Zahari

2014-01-01

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

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.

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.

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

International Nuclear Information System (INIS)

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

1985-01-01

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

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

Science.gov (United States)

Fisher, David M

2014-07-01

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

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...

The Effects of Level of Training on Employee Perceived Empowerment, Commitment and Job Performance

National Research Council Canada - National Science Library

Backeberg, Pamela

2001-01-01

.... The purpose of this study was to determine the effects of level of training on employees' perceived psychological empowerment, commitment, and resultant job performance within the hospitality industry...

THE EFFECT OF ORGANIZATIONAL CULTURE ON ORGANIZATIONAL COMMITMENT AND A RESEARCH

Directory of Open Access Journals (Sweden)

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.

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

International Nuclear Information System (INIS)

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

1978-02-01

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

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

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Edi Sunyoto

2017-07-01

Full Text Available This research investigates about the influence of functional training, integrity, competence and organizational commitment to quality audit. The purpose of this research was to determine the effect of functional training, integrity, competence and organizational commitment to quality audit, in The Audit Board of Republic Indonesia, Jakarta in 2017. The research used survey method quantitative approach with path analysis technique. Methods of survey research using quantitative approach path analysis techniques. The data were collected from 100 auditors as a sample. The sample was selected by simple random sampling from 130 Auditor as population. The results showed there is the significant direct effect functional of training on quality audit; integrity on quality audit; competency on quality audit; organizational commitment on quality audit; functional training, Integrity, and Competence significant direct effect on organizational commitment; functional training and Integrity significant direct effect on the competence; direct effect on the integrity of functional training is significant.

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

Science.gov (United States)

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

2009-01-01

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

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.

Neural Based Tabu Search method for solving unit commitment problem with cooling-banking constraints

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Rajan Asir Christober Gnanakkan Charles

2009-01-01

Full Text Available This paper presents a new approach to solve short-term unit commitment problem (UCP using Neural Based Tabu Search (NBTS with cooling and banking constraints. 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 next H hours. A 7-unit utility power system in India demonstrates the effectiveness of the proposed approach; extensive studies have also been performed for different IEEE test systems consist of 10, 26 and 34 units. Numerical results are shown to compare the superiority of the cost solutions obtained using the Tabu Search (TS method, Dynamic Programming (DP and Lagrangian Relaxation (LR methods in reaching proper unit commitment.

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

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Leyla Amin Bandar Cham Khaleh

2016-05-01

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

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

Studying the impact of the organizational commitment on the job performance

Directory of Open Access Journals (Sweden)

Mojtaba Rafiei

2014-08-01

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

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

Science.gov (United States)

Tummers, Lars G; Den Dulk, Laura

2013-09-01

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

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

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...

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

Directory of Open Access Journals (Sweden)

Melike Gül

2017-12-01

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

THE EFFECT OF TASK COMMITMENT ON THE WORK DISCIPLINE OF THE PRINCIPALS OF MADRASAH IBTIDAIYAH IN DELI SERDANG REGENCY INDONESIA

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Muhammad Rifa'i

2018-02-01

Full Text Available This study aims to answer the problem of the influence of task commitment on work disciplin to headmaster of Madrasah Ibtidaiyah in Deli Serdang. The population of this research is Islamic Elementary School Principal in Deli Serdang regency as many as 156 people with a total sample of 113 people taken to consult with Krejcle –Morgan Table. The research instrument used was a set of questionnare with Likert scale. The research data were processed and analyzed with path analysis. This Path analysis begins with the test requirements include the analysis of normality test, linearity test and significance of regression. The result of analysis showed that there is direct effect of task commitment on work discipline with path coefficient 0.086 to the head master of madrasah ibtidaiyah in Deli Serdang Regency. The implication of this research result explains that the improvement of work discipline of Islamic Elementary School Principal in Deli Serdang regency can be done by guaranteeing conducive organization climate, supportive management, effective communication channel and value system that support the fulfillment of creativity and work autonomy besides work environment that fosters mutual respects, helps and trusts in carrying out its duties.

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.

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…

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

NARCIS (Netherlands)

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

2015-01-01

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

The impact of nurses' spiritual health on their attitudes toward spiritual care, professional commitment, and caring.

Science.gov (United States)

Chiang, Yi-Chien; Lee, Hsiang-Chun; Chu, Tsung-Lan; Han, Chin-Yen; Hsiao, Ya-Chu

2016-01-01

The personal spiritual health of nurses may play an important role in improving their attitudes toward spiritual care and their professional commitment and caring capabilities. The purpose of this study was to explore the impact of nurses' personal spiritual health on their attitudes toward spiritual care, professional commitment, and caring. A total of 619 clinical nurses were included in this cross-sectional survey. The measurements included the spiritual health scale-short form, the spiritual care attitude scale, the nurses' professional commitment scale, and the caring behaviors scale. Structural equation modeling was used to establish associations between the main research variables. The hypothetical model provided a good fit with the data. Nurses' spiritual health had a positive effect on nurses' professional commitment and caring. Nurses' attitudes toward spiritual care could therefore mediate their personal spiritual health, professional commitment, and caring. The findings indicated that nurses' personal spiritual health is an important value and belief system and can influence their attitudes toward spiritual care, professional commitment, and caring. Copyright © 2015 Elsevier Inc. All rights reserved.

Effect of media presentations on willingness to commit to organ donation.

Science.gov (United States)

Harel, Inbal; Kogut, Tehila; Pinchas, Meir; Slovic, Paul

2017-05-16

We examine how presentations of organ donation cases in the media may affect people's willingness to sign organ donation commitment cards, donate the organs of a deceased relative, support the transition to an "opt-out" policy, or donate a kidney while alive. We found that providing identifying information about the prospective recipient (whose life was saved by the donation) increased the participants' willingness to commit to organ donation themselves, donate the organs of a deceased relative, or support a transition to an "opt-out" policy. Conversely, identifying the deceased donor tended to induce thoughts of death rather than about saving lives, resulting in fewer participants willing to donate organs or support measures that facilitated organ donation. A study of online news revealed that identification of the donor is significantly more common than identification of the recipient in the coverage of organ donation cases-with possibly adverse effects on the incidence of organ donations.

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.

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

Science.gov (United States)

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

2012-11-01

This study investigated the moderating effects of several Global Leadership and Organizational Behavior Effectiveness (GLOBE) cultural value dimensions on the relationship between employees' perceptions of their organization's social responsibility and their affective organizational commitment. Based on data from a sample of 1,084 employees from 17 countries, results showed that perceived corporate social responsibility (CSR) was positively related to employees' affective commitment (AC), after controlling for individual job satisfaction and gender as well as for nation-level differences in unemployment rates. In addition, several GLOBE value dimensions moderated the effects of CSR on AC. In particular, perceptions of CSR were more positively related to AC in cultures higher in humane orientation, institutional collectivism, ingroup collectivism, and future orientation and in cultures lower in power distance. Implications for future CSR research and cross-cultural human resources management are discussed. (c) 2012 APA, all rights reserved.

Does Religious Commitment Matter in the Relationship Between Brand Personality and Purchase Intention on Halal Brand? Evidence from Consumers in Indonesia

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M. Dharma Tuah Putra NASUTION

2016-09-01

Full Text Available The purpose of this study is to investigate a model of brand personality and the effect of a halal brand on purchase intentions, particularly, by highlighting of religious commitment mediated between brand personality, and purchase intentions on a Halal brand. This study uses a path analysis with the main concepts of brand personality, religious commitment, and purchase intentions. The sampling method used non-probability sampling. Data were collected from 120 respondents at several supermarkets in North Sumatera, Indonesia. Findings of the study indicated that brand personality does not have a significant and positive effect on the purchase intention of a Halal brand. However, the role of religious commitment is significant in mediating the relationship between brand personality and purchase intentions of a Halal brand. Finally, the results of this study also showed the total effects between brand personality, purchase intentions, and religious commitment. Dimensions of brand personality were not always relevant on the dimensions of a Halal brand.

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

Science.gov (United States)

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

2013-08-01

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

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

International Nuclear Information System (INIS)

Baker, D.A.

1992-01-01

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

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

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.

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

International Nuclear Information System (INIS)

Baker, D.A.

1993-02-01

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

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

Energy Technology Data Exchange (ETDEWEB)

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

1993-02-01

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

THE EFFECT OF JOB SATISFACTION, MOTIVATION AND ORGANIZATIONAL COMMITMENT TO THE PERFORMANCE OF THE PROCUREMENT EXPERTS IN THE INDONESIAN HOUSE OF REPRESETATIVE

Directory of Open Access Journals (Sweden)

Zahera Mega Utama

2017-07-01

Full Text Available The objective of this research has to study the effect of job satisfaction, motivation and organizational commitment on performance or the board of expert staff members of parliament, The research was conducted in Jakarta, and The data had been analyzed using path analysis. The population of this research was 91 person of expert staffs in the Parliament. The questionnaires of this research had been testing on the 40 expert staff. Therefore by simple randomly. The research finding more as follows: 1. There was a positive direct effect of job satisfaction on expert staffs performance, 2, there was a positive direct effect of motivation on a performance of expert staff 3. There was a positive direct effect of organizational commitment of expert staff. 4. There was a positive direct effect of organizational commitment on performance, 5. There was a positive direct effect of job satisfaction on the motivation of expert staff and 6. There was a positive direct effect job satisfaction on organizational commitment

The effects of transformational and change leadership on employees' commitment to a change: a multilevel study.

Science.gov (United States)

Herold, David M; Fedor, Donald B; Caldwell, Steven; Liu, Yi

2008-03-01

The effects of transformational leadership on the outcomes of specific change initiatives are not well understood. Conversely, organizational change studies have examined leader behaviors during specific change implementations yet have failed to link these to broader leadership theories. In this study, the authors investigate the relationship between transformational and change leadership and followers' commitment to a particular change initiative as a function of the personal impact of the changes. Transformational leadership was found to be more strongly related to followers' change commitment than change-specific leadership practices, especially when the change had significant personal impact. For leaders who were not viewed as transformational, good change-management practices were found to be associated with higher levels of change commitment. Copyright 2008 APA

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

International Nuclear Information System (INIS)

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

1986-06-01

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

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

Science.gov (United States)

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

2002-04-01

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

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.

40 CFR Appendix B to Part 191 - Calculation of Annual Committed Effective Dose

Science.gov (United States)

2010-07-01

... SPENT NUCLEAR FUEL, HIGH-LEVEL AND TRANSURANIC RADIOACTIVE WASTES Pt. 191, App. B Appendix B to Part 191... 40 Protection of Environment 24 2010-07-01 2010-07-01 false Calculation of Annual Committed Effective Dose B Appendix B to Part 191 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED...

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

attributes like attitude and commitment for effective extension

African Journals Online (AJOL)

Ian

therefore have a good working relationship with them. They must have ... Professional commitment is a fundamental professional quality of an ..... Personal life experience. ... They have empathy and a real desire to help rural families to attain a ...

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

Total Quality Service and the Business College

OpenAIRE

James Perotti

1995-01-01

Moving a business college to commit to a total quality service approach is much more difficult than the literature suggests. The commitment to customer satisfaction is the essential focus of total quality service. It is unlikely to occur in business colleges. While small incremental change is readily possible, the values and culture of the faculty and administration prevent the requisite acceptance by the faculty of students as their customers, and acceptance of the faculty as customers of th...

Restriction techniques for the unit-commitment problem with total procurement costs

International Nuclear Information System (INIS)

Kaleta, Mariusz; Toczylowski, Eugeniusz

2008-01-01

Many discrete optimization problems may be solved much easier, if the solution space can be restricted in a convenient way. For a given specific problem, the restriction techniques can be helpful if an available optimization solver, perceived as a black box, is capable of solving quickly only reduced subproblems of a limited size. For the family of hard unit-commitment problems we investigate a hierarchical search algorithm, which is based on decomposition of the problem into two subproblems. The upper-level subproblem is a relatively small decision 'kernel' of the problem that can be solved approximately by a search algorithm. We define an appropriate restricted decision space for this subproblem. The lower-level subproblem is an appropriate restriction of the original problem that can be solved efficiently by a dedicated solver. Our approach was analyzed on a set of historical data from the Polish electrical balancing market and the best known solutions were improved by the average of about 2-5%

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.

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.

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

Science.gov (United States)

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

2011-01-01

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

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

Science.gov (United States)

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

2016-05-01

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

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

Science.gov (United States)

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).

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.

Meaningful work, work engagement and organisational commitment

Directory of Open Access Journals (Sweden)

Madelyn Geldenhuys

2014-03-01

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

Is There any Relationship between Narcissistic Personality and Organizational Commitment?

Directory of Open Access Journals (Sweden)

Necmettin Cihangiroglu

2012-04-01

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

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

Science.gov (United States)

Lin, Chia-Tzu; Chang, Ching-Sheng

2015-01-01

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

The Effects of Organizational Training on Organizational Commitment

Science.gov (United States)

Bulut, Cagri; Culha, Osman

2010-01-01

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

Daily Emotional Labor, Negative Affect State, and Emotional Exhaustion: Cross-Level Moderators of Affective Commitment

Directory of Open Access Journals (Sweden)

Hyewon Kong

2018-06-01

Full Text Available Employees’ emotional-labor strategies, experienced affects, and emotional exhaustion in the workplace may vary over time within individuals, even within the same day. However, previous studies on these relationships have not highlighted their dynamic properties of these relationships. In addition, although the effects of surface and deep acting on emotional exhaustion have been investigated in emotional-labor research, empirical studies on these relationships still report mixed results. Thus, we suggest that moderators may affect the relationship between emotional labor and emotional exhaustion. Also, this study examines the relationship between emotional labor and emotional exhaustion within individuals by repeated measurements, and verifies the mediating effect of a negative affect state. Finally, our study confirms the moderating effects that affective commitment has on the relationship between emotional labor and emotional exhaustion. Data was collected from tellers who had a high degree of interaction with clients at banks based in South Korea. A total of 56 tellers participated in the survey and responded for five working days. A total of 616 data entries were collected from the 56 respondents. We used a hierarchical linear model (HLM to examine our hypothesis. The results showed that surface-acting emotional labor increases emotional exhaustion; furthermore, the relationship between surface acting emotional labor and emotional exhaustion is mediated by a negative affect state within individuals. In addition, this study verified that affective commitment buffers the negative effects that surface acting emotional labor has on emotional exhaustion. These results suggest that emotional labor is a dynamic process within individuals, and that emotional exhaustion caused by emotional labor differs among individuals, and is dependent upon factors such as the individual’s level of affective commitment.

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.…

A man who wanted to commit suicide by hanging himself: an adverse effect of ciprofloxacin.

NARCIS (Netherlands)

Ahmed, A.I.A.; Heijden, F.M.M.A. van der; Berkmortel, H. van den; Kramers, K.

2011-01-01

In this case report, we describe a man who developed recurrent depression and suicidal ideation with a serious plan to commit suicide as definite adverse effect of ciprofloxacin, which had been prescribed for recurrent prostatitis.

An analysis of the direct and mediated effects of employee commitment and supply chain integration on organisational performance

OpenAIRE

Alfalla-Luque, Rafaela; Marín García, Juan Antonio; Medina-Lopez, Carmen

2015-01-01

This paper focuses on the interrelationships among the different dimensions of supply chain integration. Specifically, it examines the relationship between employee commitment and supply chain integration dimensions to explain several performance measures, such as flexibility, delivery, quality, inventory and customer satisfaction. Very little research has been conducted onto this topic, since employee commitment is rarely included as an antecedent of the effect of supply chain integration on...

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.

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.

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.

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

Science.gov (United States)

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

2010-10-01

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

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

Science.gov (United States)

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

2016-04-01

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

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

Science.gov (United States)

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

2005-08-15

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

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...

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

Science.gov (United States)

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

2015-03-01

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

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

Science.gov (United States)

Cerit, Yusuf

2010-01-01

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

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. 

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

Evaluation for committed effective dose due to dietary foods by the intake for Japanese adults

International Nuclear Information System (INIS)

Ota, Tomoko; Sanada, Tetsuya; Kashiwara, Yoko; Morimoto, Takao; Sato, Kaneaki

2009-01-01

Radioactivity levels in 137 foods commonly consumed daily in Japan were evaluated to determine the committed effective dose in the Japanese adults. The levels of radioactivity for 238 U, 232 Th, 226 Ra, 210 Pb, 210 Po, 90 Sr, 137 Cs and 239+240 Pu were ND-5.2 Bq/kg fresh weight, ND-0.18 Bq/kg fresh weight, ND-3.9 Bq/kg fresh weight, ND-45 Bq/kg fresh weight, ND-120 Bq/kg fresh weight, ND-9.9 Bq/kg fresh weight, ND-19 Bq/kg fresh weight and ND-0.010 Bq/kg fresh weight, respectively. The committed effective dose was estimated to be 0.80 mSv from the intake of the foods. The effective dose was greater than the world mean value for adults of 0.12 mSv by natural radioactive elements in the uranium and thorium series from the United Nations Scientific Committee on the Effects of Atomic Radiation (UNSCEAR) 2000 because of the large contribution from 210 Po in seafood. (author)

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.

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

International Nuclear Information System (INIS)

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

1996-03-01

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

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

Energy Technology Data Exchange (ETDEWEB)

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

1995-04-01

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

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

Energy Technology Data Exchange (ETDEWEB)

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

1996-03-01

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

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

International Nuclear Information System (INIS)

Baker, D.A.

1995-04-01

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

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

International Nuclear Information System (INIS)

Baker, D.A.

1994-11-01

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

Commitment to Nonwork Roles and Job Performance: Enrichment and Conflict Perspectives

Science.gov (United States)

Weer, Christy H.; Greenhaus, Jeffrey H.; Linnehan, Frank

2010-01-01

An extensive commitment to nonwork roles was negatively associated with the job performance of 182 women legal secretaries. In addition to its direct negative effect on job performance, nonwork role commitment had both a negative indirect effect (through emotional energy expended on nonwork roles) and a positive indirect effect (through resources…

Alzheimer's: From Caring to Commitment

Science.gov (United States)

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

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

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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.

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

Science.gov (United States)

Chang, Ching-Sheng; Chang, Hsin-Hsin

2007-12-01

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

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

Science.gov (United States)

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

2015-12-01

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

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)

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.

A man who wanted to commit suicide by hanging himself: an adverse effect of ciprofloxacin.

Science.gov (United States)

Ahmed, Amir I A; van der Heijden, Frank M M A; van den Berkmortel, Hanneke; Kramers, Kees

2011-01-01

In this case report, we describe a man who developed recurrent depression and suicidal ideation with a serious plan to commit suicide as definite adverse effect of ciprofloxacin, which had been prescribed for recurrent prostatitis. Copyright © 2011 Elsevier Inc. All rights reserved.

EFFECT OF QUALITY CONTROL SYSTEM ON AUDIT QUALITY WITH PROFESSIONAL COMMITMENTS AS A MODERATION VARIABLE

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Ramadhani R.

2017-12-01

Full Text Available This study aims to test the effect of every element of Quality Control System (QCS that is leadership responsibilities for quality on audit, relevant ethical requirements, acceptance and continuance of client relationships and certain engagements, assignment of engagement team, engagement performance, monitoring, and documentation on audit quality as well as to test whether the professional commitment moderate effect of every element of QCS on audit quality. The population was the staff auditors working in public accounting firms domiciled in Jakarta City, especially Central Jakarta area with the drawing of 84 respondents. The statistical method used was SEM PLS with the help of SmartPLS application. The results of this study indicate that from seven elements of QCS, only relevant ethical requirements that affect on audit quality. Furthermore, the study also found that professional commitment cannot moderate the relationship between the seven elements of QCS on audit quality.

Determinants of staff commitment to hip protectors in long-term care: A cross-sectional survey.

Science.gov (United States)

Korall, Alexandra M B; Loughin, Thomas M; Feldman, Fabio; Cameron, Ian D; Leung, Pet Ming; Sims-Gould, Joanie; Godin, Judith; Robinovitch, Stephen N

2018-06-01

If worn, certain models of hip protectors are highly effective at preventing hip fractures from falls in residents of long-term care, but modest acceptance and adherence have limited the effectiveness of hip protectors. Residents of long-term care are more likely to accept the initial offer of hip protectors and to adhere to recommendations concerning the use of hip protectors when staff are committed to supporting the application of hip protectors. Yet, we know very little about the nature of and factors associated with staff commitment to hip protectors in long-term care. To identify factors associated with staff commitment to hip protectors in long-term care. A cross-sectional survey. Thirteen long-term care homes (total beds = 1816) from a single regional health district in British Columbia, Canada. A convenience sample of 535 paid staff who worked most of their time (>50% of work hours) at a participating long-term care home, for at least one month, and for at least 8 h per week. We excluded six (1.1%) respondents who were unaware of hip protectors. Of the remaining 529 respondents, 90% were female and 55% were health care assistants. Respondents completed the Commitment to Hip Protectors Index to indicate their commitment to hip protectors. We used Bayesian Model Averaging logistic regression to model staff commitment as a function of personal variables, experiences with hip protectors, intraorganizational communication and influence, and organizational context. Staff commitment was negatively related to organizational tenure >20 years (posterior probability = 97%; logistic regression coefficient = -0.28; 95% confidence interval = -0.48, -0.08), and awareness of a padded hip fracture (100%; -0.57; -0.69, -0.44). Staff commitment was positively related to the existence of a champion of hip protectors within the home (100%; 0.24; 0.17, 0.31), perceived quality of intraorganizational communication (100%; 0.04; 0.02, 0.05), extent of mutual

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...

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

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İlhan ADİLOĞULLARI

2017-12-01

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

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.

Total quality management and nursing: a shared vision.

Science.gov (United States)

Morey, W

1996-09-01

The application of the Total Quality Management (TQM) philosophy within the health care sector would enhance the development of nursing power, leadership and knowledge. TQM challenges conventional management techniques as it requires a participative management style in order to be effective. There are many potential benefits for nurses, when quality assurance monitoring within a hierarchical management structure, is replaced with a focus on continuous quality improvement by every member of staff. These benefits are described within the context of both organisational and personal commitment to Total Quality Management.

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

NARCIS (Netherlands)

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

2013-01-01

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

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

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Nor Hazana Abdullah

2015-02-01

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

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

Science.gov (United States)

Ucanok, Basak; Karabati, Serdar

2013-01-01

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

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

Directory of Open Access Journals (Sweden)

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

Rationalizers or realists? The effects of transgressors' just world beliefs within committed relationships

NARCIS (Netherlands)

Strelan, P.; van Prooijen, J.W.

2014-01-01

We test the interpersonal consequences of transgressors' BJW-others and BJW-self within the context of committed (or non-committed) relationships. Across two studies, one utilizing a recall paradigm allowing an insight into the real and varied experiences of transgressors (N= 221), the other a

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

Science.gov (United States)

Dude, David Joseph

2012-01-01

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

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

Science.gov (United States)

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.

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.

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 ...

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

Science.gov (United States)

Ting, Shueh-Chin

2011-01-01

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

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.

Great Lakes waters: radiation dose commitments, potential health effects, and cost-benefit considerations

International Nuclear Information System (INIS)

Ainsworth, E.J.

1977-07-01

In 1972, a Great Lakes Water Quality Agreement was signed by the United States and Canadian Governments. It was stipulated that the operation and effectiveness of the agreement were to be reviewed comprehensively in 1977. Aspects of the agreement concern nondegradation of Great Lakes waters and maintenance of levels of radioactivity or other potential pollutants at levels considered as low as practicable. A refined radioactivity objective of one millirem is proposed in the Water Quality Agreement. The implications of adoption of this objective are not known fully. The Division of Environmental Impact Studies was commissioned by ERDA's Division of Technology Overview to summarize the information available on the current levels of radioactivity in Great Lakes waters, compute radiation-dose commitment (integrated dose over 50 years after consumption of 2.2 liters of water of one year), and to comment on the feasibility and cost-benefit considerations associated with the refined one-millirem objective. Current levels of radioactivity in the waters of Lakes Michigan, Ontario, Erie, and Huron result in dose commitments in excess of 1 mrem for whole body and 6 mrem for bone. Future projections of isotope concentrations in Great lakes water indicate similar dose commitments for drinking water in the year 2050. Reduction of the levels of radioactivity in Great Lakes waters is not feasible, but cost-benefit considerations support removal of 226 Ra and 90 Sr through interceptive technology before water consumption. Adoption of the one-millirem objective is not propitious

Natural radioactivity in groundwater and estimates of committed effective dose due to water ingestion in the state of Chihuahua (Mexico)

International Nuclear Information System (INIS)

Villalba, L.; Montero-Cabrera, M. E.; Manjon-Collado, G.; Colmenero-Sujo, L.; Renteria-Villalobos, M.; Cano-Jimenez, A.; Rodriguez-Pineda, A.; Davila-Rangel, I.; Quirino-Torres, L.; Herrera-Peraza, E. F.

2006-01-01

The activity concentration of 222 Rn, 226 Ra and total uranium in groundwater samples collected from wells distributed throughout the state of Chihuahua has been measured. The values obtained of total uranium activity concentration in groundwater throughout the state run from -1 . Generally, radium activity concentration was -1 , with some exceptions; in spring water of San Diego de Alcala, in contrast, the value reached ∼5.3 Bq l -1 . Radon activity concentration obtained throughout the state was from 1.0 to 39.8 Bq l -1 . A linear correlation between uranium and radon dissolved in groundwater of individual wells was observed near Chihuahua City. Committed effective dose estimates for reference individuals were performed, with results as high as 134 μSv for infants in Aldama city. In Aldama and Chihuahua cities the average and many individual wells showed activity concentration values of uranium exceeding the Mexican norm of drinking water quality. (authors)

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...

Effects of Sexual Harassment on Job Satisfaction, Retention, Cohesion, Commitment and Unit Effectiveness: The Case of the Air Force

Science.gov (United States)

2010-07-01

quid pro quo ). Examples of questions that were used in previous studies to measure crude/offensive behavior, as well as, other forms of sexual ...includes, but is not limited to, harassment in which submission is made a condition of employment (or quid pro quo ). Global or organizational...Effects of Sexual Harassment on Job Satisfaction, Retention, Cohesion, Commitment and Unit Effectiveness: The Case of the Air Force Dr. Brenda

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

Science.gov (United States)

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.

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

NARCIS (Netherlands)

Janssen, O.

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

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.

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

Directory of Open Access Journals (Sweden)

Melisa Erdilek Karabay

2014-03-01

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

Director ownership, outside directors and commitment to corporate social responsibility

Directory of Open Access Journals (Sweden)

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.

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

Directory of Open Access Journals (Sweden)

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.

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...

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

Science.gov (United States)

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

2016-01-01

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

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

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

Science.gov (United States)

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

2011-12-01

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

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.

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.

Collaborative problem solving with a total quality model.

Science.gov (United States)

Volden, C M; Monnig, R

1993-01-01

A collaborative problem-solving system committed to the interests of those involved complies with the teachings of the total quality management movement in health care. Deming espoused that any quality system must become an integral part of routine activities. A process that is used consistently in dealing with problems, issues, or conflicts provides a mechanism for accomplishing total quality improvement. The collaborative problem-solving process described here results in quality decision-making. This model incorporates Ishikawa's cause-and-effect (fishbone) diagram, Moore's key causes of conflict, and the steps of the University of North Dakota Conflict Resolution Center's collaborative problem solving model.

Can commitment devices improve usage of online weight loss tools? A field experiment

Directory of Open Access Journals (Sweden)

Manu Manthri Savani

2016-01-01

Commitment devices may be better characterised as a signal of some innate motivation at the time of take up, rather than a substantive instrument for behaviour change, on average. However, heterogeneity of treatment effects may play an important part in explaining how and when commitment devices are most effective. If commitment devices can work well for identifiable sub-groups, there may yet be a targeted role for them in the public policy toolkit.

[A study of work values, professional commitment, turnover intention and related factors among clinical nurses].

Science.gov (United States)

Wang, Kuei-Ying; Chou, Chuan-Chiang; Huang, Jui-Lan

2010-02-01

The high rate of turnover in nursing positions is a global problem. There have been few studies done addressing the relationship between work values and nurse turnover intention. The purpose of this study was to explore the relationship between work values, professional commitment and turnover intention among clinical nurses. A cross-sectional survey was conducted between February 1st to March 10th, 2008 on a convenience sample of nurses, all of whom had at least a half year of work experience at one of four teaching hospitals in Taiwan. A total of 289 valid responses were received, with a response rate of 96.3%. Major findings included: (1) Nurses who were older, had more years of school, had worked more years, held specific job duties, earned a higher salary, held Buddhist beliefs, or were married with two or more children presented higher work values and professional commitment and lower turnover intention; (2) As a group, total work values and professional commitment scores corresponded negatively with turnover intention scores; (3) Significant factors affecting turnover intent in clinical nurses included professional commitment, institution characteristics, Buddhist beliefs and salary. These four variables accounted for 52.2% of the variation in turnover intention. This study indicated that nurses with higher work values and professional commitment tend to exhibit less turnover intention. It is highly recommended to develop strategies to bolster the teaching of altruistic values and professional commitment in nursing education in order to reduce turnover intent. Also, further studies on the influence of religious beliefs and organizational attributes on nurse turnover intentions are also suggested.

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.

THE MODERATING EFFECT OF STRENGTH OF MANUFACTURER’S BRANDS ON THE RELATIONSHIP BETWEEN RETAILER’S RELATIONSHIP SATISFACTION AND COMMITMENT: A THEORETICAL MODEL

Directory of Open Access Journals (Sweden)

Majid Mapkhot Goaill

2013-01-01

Full Text Available Many recent studies emphasized the importance of retailer's satisfaction and commitment to manufacturer/supplier. These studies investigated the relationship between them as an overall relationship. However, there is a dearth of studies that investigated the dimensions of retailer's satisfaction on commitment, and analyzed the mysterious relationship via strength of manufacturer's brands as a moderating effect. Therefore, this study is an attempt to provide a value conceptual model that explains the theoretical linkages existing between dimensions of retailer's satisfaction and commitment, and tries to explain the in-depth meaning of this relationship through the moderating effect of manufacturer's brand strength in the context of social exchange theory. Additionally, hypotheses on the association between the constructs are presented as a basis for further study.

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...

Work climate, work values and professional commitment as predictors of job satisfaction in nurses.

Science.gov (United States)

Caricati, Luca; Sala, Rachele La; Marletta, Giuseppe; Pelosi, Giulia; Ampollini, Monica; Fabbri, Anna; Ricchi, Alba; Scardino, Marcello; Artioli, Giovanna; Mancini, Tiziana

2014-11-01

To investigate the effect of some psychosocial variables on nurses' job satisfaction. Nurses' job satisfaction is one of the most important factors in determining individuals' intention to stay or leave a health-care organisation. Literature shows a predictive role of work climate, professional commitment and work values on job satisfaction, but their conjoint effect has rarely been considered. A cross-sectional questionnaire survey was adopted. Participants were hospital nurses and data were collected in 2011. Professional commitment and work climate positively predicted nurses' job satisfaction. The effect of intrinsic vs. extrinsic work value orientation on job satisfaction was completely mediated by professional commitment. Nurses' job satisfaction is influenced by both contextual and personal variables, in particular work climate and professional commitment. According to a more recent theoretical framework, work climate, work values and professional commitment interact with each other in determining nurses' job satisfaction. Nursing management must be careful to keep the context of work tuned to individuals' attitude and vice versa. Improving the work climate can have a positive effect on job satisfaction, but its effect may be enhanced by favouring strong professional commitment and by promoting intrinsic more than extrinsic work values. © 2013 John Wiley & Sons Ltd.

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

Science.gov (United States)

Cakmak-Otluoglu, K. Ovgu

2012-01-01

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

Age-specific inhalation radiation dose commitment factors for selected radionuclides

International Nuclear Information System (INIS)

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

1982-08-01

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

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 ...

The effect of Organizational Commitment and Job Pressure to Job Performance through the Job Satisfaction in Employees Directorate transformation Technology Communication and Information Indonesia

OpenAIRE

Winarja, Waluya; Sodikin, Akhmad; Widodo, Djoko Setyo

2018-01-01

This study aims to determine the effect of organizational commitment and the Job Pressure of the Job Performance partially determine the effect of organizational commitment the performance of employees through job satisfaction variables and determine the effect of work stress on job performance through job satisfaction. The study was conducted on the employees of the Directorate of transport and communications and information technology. The sampling technique using saturated samples involvin...

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...

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

Directory of Open Access Journals (Sweden)

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

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".

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

Science.gov (United States)

Vandenberghe, Christian; Panaccio, Alexandra

2012-01-01

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

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

OpenAIRE

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

2009-01-01

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

Marketing service relationships: the role of commitment

NARCIS (Netherlands)

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

1998-01-01

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

An unit commitment model for hydrothermal systems; Um modelo de unit commitment para sistemas hidrotermicos

Energy Technology Data Exchange (ETDEWEB)

Franca, Thiago de Paula; Luciano, Edson Jose Rezende; Nepomuceno, Leonardo [Universidade Estadual Paulista (UNESP), Bauru, SP (Brazil). Dept. de Engenharia Eletrica], Emails: ra611191@feb.unesp.br, edson.joserl@uol.com.br, leo@feb.unesp.br

2009-07-01

A model of Unit Commitment to hydrothermal systems that includes the costs of start/stop of generators is proposed. These costs has been neglected in a good part of the programming models for operation of hydrothermal systems (pre-dispatch). The impact of the representation of costs in total production costs is evaluated. The proposed model is solved by a hybrid methodology, which involves the use of genetic algorithms (to solve the entire part of the problem) and sequential quadratic programming methods. This methodology is applied to the solution of an IEEE test system. The results emphasize the importance of representation of the start/stop in the generation schedule.

24 CFR 200.47 - Firm commitments.

Science.gov (United States)

2010-04-01

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

Commitment among Arab Adolescents in Israel.

Science.gov (United States)

Ben-Ari, Adital Tirosh; Azaiza, Faisal

1998-01-01

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

Total quality management of cobalt-60 sources

International Nuclear Information System (INIS)

Malkoske, G.R.

1999-01-01

Total Quality Management of Cobalt-60 sources by a supplier requires a life cycle approach to source management. This covers various aspects, including design, manufacturing, installation, field inspection, source surveillance and return of cobalt-60 sources at the end of their useful life. The Total Quality Management approach demonstrates a strong industry commitment to the beneficial use of gamma technology for industrial irradiation applications in both developed nations and in those nations who are developing their infrastructure and techniques for the beneficial use of this technology. MDS Nordion continues to demonstrate its support and commitment to the industry by developing and implementing state-of-the-art standards for the safe use of cobalt-60 sources

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...

Impact of committed individuals on vaccination behavior

Science.gov (United States)

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.

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.

24 CFR 203.7 - Commitment process.

Science.gov (United States)

2010-04-01

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

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...

The impact of workplace spirituality dimensions on organisational citizenship behaviour among nurses with the mediating effect of affective organisational commitment.

Science.gov (United States)

Kazemipour, Farahnaz; Mohd Amin, Salmiah

2012-12-01

To investigate the relationship between workplace spirituality dimensions and organisational citizenship behaviour (OCB) among nurses through the mediating effect of affective organisational commitment. Nurses' OCB has been considered recently to improve the quality of services to patients and subsequently, their performance. As an influential attitude, affective organisational commitment has been recognized to influence OCB, and ultimately, organisational performance. Meanwhile, workplace spirituality is introduced as a new organisational behaviour concept to increase affective commitment influencing employees' OCB. The cross-sectional study and the respective data were collected with a questionnaire-based survey. The questionnaires were distributed to 305 nurses employed in four public and general Iranian hospitals. To analyse the data, descriptive statistics, Pearson coefficient, simple regression, multiple regression and path analyses were also conducted. The results indicated that workplace spirituality dimensions including meaningful work, a sense of community and an alignment with organisational values have a significant positive relationship with OCB. Moreover, affective organisational commitment mediated the impact of workplace spirituality on OCB. The concept of workplace spirituality through its dimensions predicts nurses' OCB, and affective organisational commitment partially mediated the relationship between workplace spirituality and OCB. Nurses' managers should consider the potentially positive influence of workplace spirituality on OCB and affective commitment among their nurses. With any plan to increase workplace spirituality, the respective managers can improve nurses' performance and would be of considerable importance in the healthcare system. © 2012 Blackwell Publishing Ltd.

The Moderating Effects of Internal Orientation and Market Orientation on the Relationships between Commitment and Transportation Service: An Approach to International Freight Forwarders

Directory of Open Access Journals (Sweden)

Hee-sung Bae

2014-08-01

Full Text Available The objectives of this research are to develop the variables which moderate the relationship between commitment and transportation services and to analyze the moderating effects of the variables. The conceptual and operational definitions of the variables were ascertained from prior research. The reliability and validity of collected data were tested by various methods and hypotheses are tested by a moderated regression analysis. The results are as follows. First, the moderating variables on the relationship between commitment and transportation services are identified as internal orientation and market orientation. The former has three sub-dimensions such as collaboration between departments, work standardization and process improving and the latter has three sub-dimensions such as intelligence generation, intelligence dissemination, and responsiveness. Second, work standardization is ascertained to enhance the relationship between commitment and trust. Third, process improving is verified as enhancing the relationship between commitment and trust. Fourth, work standardization is ascertained to enhance the relationship between commitment and flexibility. Fifth, intelligence generation is identified as enhancing the relationship between commitment and trust. Sixth, intelligence generation is verified as enhancing the relationship between commitment and flexibility. Therefore, forwarders can supply superior transportation services for customers when they achieve commitment and orientation such as work standardization, improvement of their service processes, and activities concerned with intelligence generation.

Sense of community, organizational commitment and quality of services.

Science.gov (United States)

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

2017-10-02

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

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.

Factors Affecting Organizational Commitment in Navy Corpsmen.

Science.gov (United States)

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

2017-07-01

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

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

Science.gov (United States)

Arora, Ridhi; Rangnekar, Santosh

2016-01-01

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

Family Commitment and Work Characteristics among Pharmacists.

Science.gov (United States)

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

2015-12-17

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

Functional Flexibility in Women's Commitment-Skepticism Bias

Directory of Open Access Journals (Sweden)

Christina M. Brown

2015-04-01

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

Family Commitment and Work Characteristics among Pharmacists

Directory of Open Access Journals (Sweden)

Paul O. Gubbins

2015-12-01

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

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

OpenAIRE

Ali Asghar Firuzjaeyan; Mojtaba Firuzjaeyan; Behdad Sadeghi

2015-01-01

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

Delegation and Staff Commitment in the School of Finance and ...

African Journals Online (AJOL)

The purpose of the study was to investigate the relationship between Delegation of Authority and Staff Commitment in the School of Finance and Banking in Kigali Rwanda. A cross-sectional survey design was used with the target sample size of 97 out of 130 parent population. The total number of questionnaires that were ...

The Role of Training in Building Employee Commitment: The Mediating Effect of Job Satisfaction

Science.gov (United States)

Ocen, Edward; Francis, Kasekende; Angundaru, Gladies

2017-01-01

Purpose: The purpose of this paper is to establish the role of training in building employee commitment and the task of job satisfaction in the association between training and employee commitment in the banking sector in Uganda. Design/methodology/approach: The authors used correlation, regression and MedGraph to investigate the hypotheses.…

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.

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

Directory of Open Access Journals (Sweden)

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.

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

International Nuclear Information System (INIS)

Baker, D.A.

1990-08-01

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

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

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

Science.gov (United States)

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

2014-01-01

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

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.

Thunderstorm Algorithm for Determining Unit Commitment in Power System Operation

Directory of Open Access Journals (Sweden)

Arif Nur Afandi

2016-12-01

Full Text Available Solving the unit commitment problem is an important task in power system operation for deciding a balanced power production between various types of generating units under technical constraints and environmental limitations. This paper presents a new intelligent computation method, called the Thunderstorm Algorithm (TA, for searching the optimal solution of the integrated economic and emission dispatch (IEED problem as the operational assessment for determining unit commitment. A simulation using the IEEE-62 bus system showed that TA has smooth convergence and is applicable for solving the IEED problem. The IEED’s solution is associated with the total fuel consumption and pollutant emission. The proposed TA method seems to be a viable new approach for finding the optimal solution of the IEED problem.

[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

Influencing Organizational Commitment through Office Redesign

Science.gov (United States)

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

2012-01-01

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

The effect of government internal auditors moral reasoning and situational pressure on the tendency to commit fraud when auditing: An experimental study

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Novita Puspasari

2015-12-01

Full Text Available This study aims to examine the effect of government internal auditors moral levels and situational pressures on the tendency to commit fraud when conducting audit. Based on the hypothesis, despite the situational pressures, the government internal auditors who have a high moral level will not commit fraud at the time of auditing. Meanwhile, the government internal auditors who have a low moral level will com-mit fraud at the time of auditing when there is situational pressure. To test the hypothesis, a 22 factorial experiment is conducted involving 68 students of STAR-BPKP of Jenderal Soedirman University. The results indicate that the government internal auditors who have a high moral level will not commit fraud in the time of auditing despite some situational pressures. Meanwhile, the government internal auditors who have a low moral level will commit fraud at the time of auditing either there is a situational pressure or not. The implications of this study are to streng-then the supervisory system for the internal auditors at the time of auditing, to provide protection for whistle- blowers who report the presence of fraud committed by auditors, and to be consistent in giving reward to professional auditors and pu-nishment to auditors who are convicted of fraud at the time of auditing.

Total quality management in orthodontic practice.

Science.gov (United States)

Atta, A E

1999-12-01

Quality is the buzz word for the new Millennium. Patients demand it, and we must serve it. Yet one must identify it. Quality is not imaging or public relations; it is a business process. This short article presents quality as a balance of three critical notions: core clinical competence, perceived values that our patients seek and want, and the cost of quality. Customer satisfaction is a variable that must be identified for each practice. In my practice, patients perceive quality as communication and time, be it treatment or waiting time. Time is a value and cost that must be managed effectively. Total quality management is a business function; it involves diagnosis, design, implementation, and measurement of the process, the people, and the service. Kazien is a function that reduces value services, eliminates waste, and manages time and cost in the process. Total quality management is a total commitment for continuous improvement.

BPX commitment to total remote maintenance

International Nuclear Information System (INIS)

Davis, F.C.; Burgess, T.W.

1991-01-01

The Burning Plasma Experiment (BPX), to be located at Princeton Plasma Physics Laboratory, is the next major experimental machine in the US Fusion Program. It will be fueled with deuterium-tritium (D-T) that, when burned, will generate high-energy neutrons. This will activate the various materials used in construction of the machine, which will result in high levels of gamma radiation. Any subsequent maintenance activities on the machine or in the test cell area must be performed remotely. The initial criteria for BPX assumed that failure of toroidal field (TF) coil or poloidal field (PF) coil was an unlikely event. Therefore, no provisions were made for remote replacement. Expected failures were limited to the plasma-facing components and the external auxiliary equipment such as heating systems and diagnostics. Recent coil failures experienced at the Tokamak Fusion Test Reactor (TFTR), the Joint European Torus (JET), JT-60, and Tore Supra caused the BPX project staff to reconsider the need for remote replacement. A study was undertaken to investigate how the project would be affected if the capability to recover from a coil failure were required. Potential effects including configuration changes to the machine and facility, project cost, and project operation were considered. The study revealed that it is indeed feasible to design BPX for remote recovery from any coil failure. However, for this to be accomplished effectively, it is imperative to incorporate the necessary remote maintenance features of the components to be remotely replaced into the original design along with all of the other functional features. The remote maintenance capability cannot be retrofitted after the design is complete or the equipment is built. This paper discusses the impacts of the coil remote replacement study and the subsequent changes to the design. 4 figs., 1 tab

Global collective dose commitments from release of long-lived radionuclides. Differential cost-benefit considerations

International Nuclear Information System (INIS)

Gjoerup, 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 14 C and uranium daughter products from the nuclear fuel cycle. Comparisons are made with similar estimates of global collective dose commitments resulting from the use of fossil fuels and certain fertilizers due to their content of uranium and its daughter products. In the case of long-lived radionuclides that remain in circulation in the biosphere, it is shown 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 should be applied for future doses. This suggestion is examined. (author)

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

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Atif Kafayat

2014-12-01

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

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.

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

Science.gov (United States)

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

2014-08-01

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

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.

Mediating Role of Career Commitment in the Relationship of Promotional Opportunities, Rewards and Career Success

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Ahmad Tisman Pasha

2017-03-01

Full Text Available The objective of the study is to investigate the mediating role of career commitment between career development practices and career success of employee in insurance sector of Pakistan. Survey method was adopted to collect the data form 374 employees working in insurance sector systematic sampling. PLS-SEM technique was used using Smart PLS 2.0 to analyze the data. Findings of the study suggests that employees’ career development practices have positive relationship with career commitment and career success. Career commitment also have a positive relation with career success. Finally, career commitment mediates the positive role between career development practices and career of insurance sector employees. The effect of career development practices on career commitment and effect of career development practices on career success has been checked in past studies but the mediating role of career commitment particularly for the employees of insurance sector has not been checked before.

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

Commitment, control and the use of competency management

NARCIS (Netherlands)

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

2008-01-01

Purpose - The purpose of this paper is to examine the effects of the commitment- and control-approaches on the use of competency management, and to investigate whether attitude, subjective norm and perceived behavioural control mediate these effects. Design/methodology/approach - In Study 1, using a

Commitment, control, and the use of competency management

NARCIS (Netherlands)

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

2008-01-01

Purpose - The purpose of this paper is to examine the effects of the commitment- and control-approaches on the use of competency management, and to investigate whether attitude, subjective norm and perceived behavioural control mediate these effects. Design/methodology/approach - In Study 1, using a

A Multi-Objective Unit Commitment Model for Setting Carbon Tax to Reduce CO2 Emission: Thailand's Electricity Generation Case

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Nuchjarin Intalar

2015-07-01

Full Text Available Carbon tax policy is a cost-effective instrument for emission reduction. However, setting the carbon tax is one of the challenging task for policy makers as it will lead to higher price of emission-intensive sources especially the utility price. In a large-scale power generation system, minimizing the operational cost and the environmental impact are conflicting objectives and it is difficult to find the compromise solution. This paper proposes a methodology of finding a feasible carbon tax rate on strategic level using the operational unit commitment model. We present a multi-objective mixed integer linear programming model to solve the unit commitment problem and consider the environmental impacts. The methodology of analyzing of the effect of carbon tax rates on the power generation, operating cost, and CO2 emission is also provided. The trade-off relationship between total operating cost and total CO2 emission is presented in the Pareto-optimal curve to analyze the feasible carbon tax rate that is influencing on electricity operating cost. The significant outcome of this paper is a modeling framework for the policy makers to determine the possible carbon tax that can be imposed on the electricity generation.

Yöneticilerin Örgütsel Bağlılıkları ve Demografik Özellikleri Arasındaki İlişkileri İncelemeye Yönelik Bir Alan Çalışması(Examinining the Relations Between Demographic Factors and Managers’ Organizational Commitment: A Field Study

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Meltem ONAY ÖZKAYA

2006-01-01

Full Text Available This research has two purposes, first, to examine the effects of demographic factors on organizational commitment and second, testing differences between employees’ cities and sectoral variables on organizational commitment types. A survey which defines organizational commitment types applied on 160 employees, at 8 organizations, in Manisa and Izmir. Choosen demographic factors are : Age, sex, education, marital status, total length of service, present length of service at same position. 5 hypothesis developed to test relationship between organizational commitment types and demographic factors. Results show that demographic factors are very effective on organizational commitment. This research may be an addition to organizational commitment literature.

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

Science.gov (United States)

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

2009-01-01

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

The Effects of Social Identification and Organizational Identification on Student Commitment, Achievement and Satisfaction in Higher Education

Science.gov (United States)

Wilkins, Stephen; Butt, Muhammad Mohsin; Kratochvil, Daniel; Balakrishnan, Melodena Stephens

2016-01-01

The purpose of this research is to investigate the effects of social and organizational identifications on student commitment, achievement and satisfaction in higher education. The sample comprised 437 students enrolled in an undergraduate or postgraduate programme in business or management. A model was developed and tested using structural…

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

Science.gov (United States)

Mathern, Amber M.

2016-01-01

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

The Effects of Employee Commitment in Transnational Higher Education: The Case of International Branch Campuses

Science.gov (United States)

Wilkins, Stephen; Butt, Muhammad Mohsin; Annabi, Carrie Amani

2017-01-01

Higher education is a labor intensive activity and strong organizational performance depends upon employee commitment. This study analyses antecedents and consequences of employee commitment in universities that are involved in transnational higher education, with a focus on identifying differences between the employees at home and foreign branch…

Commitment, control, and the use of competency management

NARCIS (Netherlands)

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

2008-01-01

The purpose of this paper is to examine the effects of the commitment- and control-approaches on the use of competency management, and to investigate whether attitude, subjective norm and perceived behavioural control mediate these effects. Design/methodology/approach — In Study 1, using a survey,

Effects of Parental Divorce on Marital Commitment and Confidence

OpenAIRE

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

2008-01-01

Research on the intergenerational transmission of divorce has demonstrated that, compared to offspring of non-divorced parents, those of divorced parents generally have more negative attitudes towards 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 ...

Asymmetric forecasting and commitment policy in a robust control problem

OpenAIRE

Taro Ikeda

2013-01-01

This paper provides a piece of results regarding asymmetric forecasting and commitment monetary policy with a robust control algorithm. Previous studies provide no clarification of the connection between asymmetric preference and robust commitment policy. Three results emerge from general equilibrium modeling with asymmetric preference: (i) the condition for system stability implies an average inflation bias with respect to asymmetry (ii) the effect of asymmetry can be mitigated if policy mak...

Maintaining Professional Commitment as a Newly Credentialed Athletic Trainer in the Secondary School Setting.

Science.gov (United States)

Mazerolle, Stephanie M; Myers, Sarah L; Walker, Stacy E; Kirby, Jessica

2018-03-01

  Professional commitment, or one's affinity and loyalty to a career, has become a topic of interest in athletic training. The expanding research on the topic, however, has omitted newly credentialed athletic trainers (ATs). For an impressionable group of practitioners, transitioning to clinical practice can be stressful.   To explore the professional commitment of newly credentialed ATs in the secondary school setting.   Secondary school.   Qualitative study.   A total of 31 newly credentialed ATs (6 men, 25 women; mean age = 24 ± 3 years) participated. Of these, 17 ATs (4 men, 13 women; mean age = 25 ± 4 years) were employed full time in the secondary school setting, and 14 ATs (2 men, 12 women; mean age = 23.0 ± 2.0 years) were graduate assistant students in the secondary school setting.   All participants completed semistructured interviews, which focused on their experiences in the secondary school setting and transitioning into the role and setting. Transcripts were analyzed using the phenomenologic approach. Creditability was established by peer review, member checks, and researcher triangulation.   Four main findings related to the professional commitment of newly credentialed ATs in the secondary school setting were identified. Work-life balance, professional relationships formed with the student-athletes, enjoyment gained from working in the secondary school setting, and professional responsibility emerged as factors facilitating commitment.   Affective commitment is a primary facilitator of professional commitment. Newly credentialed ATs who enjoy their jobs and have time to engage in nonwork roles are able to maintain a positive professional commitment. Our findings align with the previous literature and help strengthen our understanding that rejuvenation and passion are important to professional commitment.

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.

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.

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

Science.gov (United States)

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

2005-01-01

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

DIRECT AND INDIRECT EFFECT OF BRAND CREDIBILITY, BRAND COMMITMENT AND LOYALTY INTENTIONS ON BRAND EQUITY

OpenAIRE

Veeva Mathew; Sam Thomas; Joseph I Injodey

2012-01-01

Brand equity has been and will be an area of interest for marketing managers. All marketing efforts are directed toward the development ofbrand equity. Therefore efforts are taken among the researchers, to understand the concept of brand equity as deep as possible.This paper attempts to understand the interrelationships among key formative indicators of brand equity, using beliefattitude- intention hierarchy of effects. The formative indicators include brand credibility, brand commitment, and...

Organizational and Client Commitment among Contracted Employees

Science.gov (United States)

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

2006-01-01

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

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

between two variable sets simultaneously to produce both structural and spatial meaning. What does this paper add? To our knowledge, CCA has not been used to determine the relationships between burnout and organisational commitment of physicians and other healthcare staff. Accordingly, the present study adds information regarding the relationship between burnout and organisational commitment variables determined using CCA. This analysis is used to describe the relationship between two variable sets simultaneously and allows for an easy method of interpretation. What are the implications for practitioners? Burnout syndrome is a major threat to both the health workforce and its organisations. In addition, it affects the quality and effectiveness of health care. Thus, the findings of the present study offer a solid foundation from which actions to decrease burnout levels in healthcare professionals can be implemented by successfully increasing levels of organisational commitment.

A storage-based model of heterocyst commitment and patterning in cyanobacteria

International Nuclear Information System (INIS)

Brown, Aidan I; Rutenberg, Andrew D

2014-01-01

When deprived of fixed nitrogen (fN), certain filamentous cyanobacteria differentiate nitrogen-fixing heterocysts. There is a large and dynamic fraction of stored fN in cyanobacterial cells, but its role in directing heterocyst commitment has not been identified. We present an integrated computational model of fN transport, cellular growth, and heterocyst commitment for filamentous cyanobacteria. By including fN storage proportional to cell length, but without any explicit cell-cycle effect, we are able to recover a broad and late range of heterocyst commitment times and we observe a strong indirect cell-cycle effect. We propose that fN storage is an important component of heterocyst commitment and patterning in filamentous cyanobacteria. The model allows us to explore both initial and steady-state heterocyst patterns. The developmental model is hierarchical after initial commitment: our only source of stochasticity is observed growth rate variability. Explicit lateral inhibition allows us to examine ΔpatS, ΔhetN, and ΔpatN phenotypes. We find that ΔpatS leads to adjacent heterocysts of the same generation, while ΔhetN leads to adjacent heterocysts only of different generations. With a shortened inhibition range, heterocyst spacing distributions are similar to those in experimental ΔpatN systems. Step-down to non-zero external fN concentrations is also investigated. (paper)

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)

Factors Predicting Faculty Commitment to the University.

Science.gov (United States)

Fjortoft, Nancy

This paper examines the effect of faculty rank, satisfaction with salary, working conditions, institutional reputation, perceived influence on institutional policies, participation in meetings, and perceived governance on organizational commitment (at both the departmental and institutional level) using a representative sample of 4,925 faculty.…

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

Science.gov (United States)

Yang, Yi-Feng

2011-06-01

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

Estimation of committed effective dose from radioactive caesium contained in kindergarten supply of food during one year after Fukushima Daiichi Nuclear Power Plant accident

International Nuclear Information System (INIS)

Midorikawa, Miho; Hayashi, Toru

2013-01-01

For the purpose of contributing to an understanding about the situation of radioactive contamination of kindergarten lunch, contents of radioactive caesium and 40 K in lunch supplied by the attached kindergarten of Seitoku University was calculated by using the data on radioactive contamination of foodstuffs published by the Japanese Government. The average value of daily intake of radioactive caesium was estimated at lower than 1Bq and that of 40 K was 8.6Bq. Total amount of radioactive caesium in the lunch for one year was about 100Bq and that of 40 K was 1100Bq, resulting in a committed effective dose from radioactive caesium at about 1μSv. (author)

The public committed effective dose caused by consumption of foods and foodstuffs in Ninh Thuan

International Nuclear Information System (INIS)

Nguyen Trong Ngo; Nguyen Thanh Binh; Le Nhu Sieu; Truong Y; Nguyen Van Phuc; Nguyen Thi Linh; Nguyen Dinh Tung

2014-01-01

Based on the data set about radionuclides concentration in foods and foodstuffs obtained from the implementation of the National Projects on “Investigation on radionuclides and toxic elements concentration in the main kinds of foods and foodstuffs of Vietnam” and “Assessment of Marine Environmental Radioactivity Status for two selected sites of Nuclear Power Plant in the near future at Ninh Thuan Province”, a calculation software of the International Commission for Radiological Protection (ICRP), the public committed effective doses (for adult only) caused by consumption of main foods & foodstuffs in the studied experimental region were estimated. In general, the committed effective doses for adult public caused by the daily intake of radionuclides of U, 232 Th, 210 Pb, 210 Po, 226 Ra, 40 K, 90 Sr, 137 Cs and 239,240 Pu are: 7.9x10 -5 , 4.1x10 -6 , 1.1x10 -2 , 1.7x10 -1 , 1.4x10 -3 , 1.2x10 -1 , 2.32x10 -4 , 1.9x10 -4 , 2.7x10 -9 (mSv/year), respectively, and the contribution of U, Th series, 40 K and artificial radionuclides are 61.3%, 38.6% and 0.1%, respectively. (author)

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.

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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.

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

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Sonya Asenova Dragova-Koleva

2017-05-01

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

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.

Knowledge sharing and affective commitment: the mediating role of psychological ownership

DEFF Research Database (Denmark)

Li, Jian; Yuan, Ling; Ning, Lutao

2015-01-01

and key knowledge sharing, while KPO exerted a negative impact on both; common knowledge sharing was positively related to key knowledge sharing; the relationship between affective commitment and key knowledge sharing was multi-mediated by OPO and common knowledge sharing. Originality/value – OPO and KPO....../methodology/approach – This paper is an empirical study based on structural equation modelling, with a sample of 293 employees from 31 high-technology firms in China. Findings – The result indicated that affective commitment had a significant positive effect on OPO but no effect on KPO; OPO was positively related to both common......Purpose – The purpose of this paper is to investigate the meditating role of psychological ownership which includes both organisation-based psychological ownership (OPO) and knowledge-based psychological ownership (KPO) on the relationship between affective commitment and knowledge sharing. Design...

Committed dose equivalent in the practice of radiological protection

International Nuclear Information System (INIS)

Nenot, J.C.; Piechowski, J.

1985-01-01

In the case of internal exposure, the dose is not received at the moment of exposure, as happens with external exposure, since the incorporated radionuclide irradiates the various organs and tissues during the time it is present in the body. By definition, the committed dose equivalent corresponds to the received dose integrated over 50 years from the date of intake. In order to calculate it, one has to know the intake activity and the value of the committed dose equivalent per unit of intake activity. The uncertainties of the first parameter are such that the committed dose equivalent can only be regarded as an order of magnitude and not as a very accurate quantity. The use of it is justified, however, for, like the dose equivalent for external exposure, it expresses the risk of stochastic effects for the individual concerned since these effects, should they appear, would do so only after a latent period which is generally longer than the dose integration time. Moreover, the use of the committed dose equivalent offers certain advantages for dosimetric management, especially when it is simplified. A practical problem which may arise is that the annual dose limit is apparently exceeded by virtue of the fact that one is taking account, in the first year, of doses which will actually be received only in the following years. These problems are rare enough in practice to be dealt with individually in each case. (author)

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

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

2010-06-01

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

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

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Thomas, James L.; Cunningham, Brent J.

2009-01-01

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

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

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Nielsen, Emma; Padmanathan, Prianka; Knipe, Duleeka

2016-12-06

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.

Evaluation of the Committed Carbon Emissions and Global Warming due to the Permafrost Carbon Feedback

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Elshorbany, Y. F.; Schaefer, K. M.; Jafarov, E. E.; Yumashev, D.; Hope, C.

2017-12-01

We quantify the increase in carbon emissions and temperature due to Permafrost Carbon feedback (PCF), defined as the amplification of anthropogenic warming due to carbon emissions from thawing permafrost (i.e., of near-surface layers to 3 m depth). We simulate the Committed PCF emissions, the cumulative total emissions from thawing permafrost by 2300 for a given global temperature increase by 2100, and investigate the resulting global warming using the Simple Biosphere/Carnegie-Ames-Stanford Approach SiBCASA model. We estimate the committed PCF emissions and warming for the Fifth Assessment Report, Representative Concentration Pathway scenarios 4.5 and 8.5 using two ensembles of five projections. For the 2 °C warming target of the global climate change treaty, committed PCF emissions increase to 24 Gt C by 2100 and 76 Gt C by 2300 and the committed PCF warming is 0.23 °C by 2300. Our calculations show that as the global temperature increase by 2100 approaches 5.8 °C, the entire stock of frozen carbon thaws out, resulting in maximum committed PCF emissions of 560 Gt C by 2300.

An empirical study on measuring the effect of layoff on job satisfaction and employee commitment: A case study of detergent producer unit

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Abolfazl Tajzadeh-Namin

2012-01-01

Full Text Available One of the necessary actions in many organizations is to reduce the number of workers in an attempt to restructure business activities. However, layoff could have negative consequences since many employees may decide to leave since they lose their tolerance. The layoff must be accompanied with some supportive plans to reduce stress among the remaining workers and increase their commitment for long-term work. The present study of this paper considers the effects of layoff on job satisfaction and commitment among the remaining employees of a detergent producer unit. The results indicate that a good supportive program including wage increase, family support, health care plans, etc. could significantly improve employee long-term commitments and it leads to job satisfaction.

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

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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.

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

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

2013-03-01

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

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

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Dou, Diya; Devos, Geert; Valcke, Martin

2016-01-01

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

Pilot study for evidence-based nursing management: improving the levels of job satisfaction, organizational commitment, and intent to leave among nurses in Turkey.

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Arslan Yurumezoglu, Havva; Kocaman, Gulseren

2012-06-01

Because of the nursing shortage problem, an important goal for nurse managers is preventing nurses from leaving the organization. This study analyzed the effect of evidence-based nursing management practices on nurses' levels of job satisfaction, organizational commitment, and intent to leave using the Promoting Action Research Implementation in Health Service framework as a guide. This study employed a single-group, quasi-experimental, pretest-post-test design with repeated measures. Data were collected using the Minnesota Job Satisfaction Questionnaire and the Organizational Commitment Scale. The study was conducted at a 127-bed private, accredited hospital. The sample was composed of 58 nurses who participated in all three measurements. Data analysis was conducted using repeated-measures anova and the Cochrane Q-test. An improvement was observed in the nurses' intrinsic, extrinsic, and total satisfaction levels, and in the degree of normative commitment. Nurse managers stated that they benefited from this study. In order to find effective and long-lasting solutions to the nursing shortage problem, evidence-based recommendations should be used in nursing management. © 2012 Blackwell Publishing Asia Pty Ltd.

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.

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

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Vandenberghe, Christian; Bentein, Kathleen; Michon, Richard; Chebat, Jean-Charles; Tremblay, Michel; Fils, Jean-François

2007-07-01

The authors examined the relationships between perceived organizational support, organizational commitment, commitment to customers, and service quality in a fast-food firm. The research design matched customer responses with individual employees' attitudes, making this study a true test of the service provider-customer encounter. On the basis of a sample of matched employee-customer data (N = 133), hierarchical linear modeling analyses revealed that perceived organizational support had both a unit-level and an employee-level effect on 1 dimension of service quality: helping behavior. Contrary to affective organizational commitment, affective commitment to customers enhanced service quality. The 2 sub-dimensions of continuance commitment to the organization--perceived high sacrifice and perceived lack of alternatives--exerted effects opposite in sign: The former fostered service quality, whereas the latter reduced it. The implications of these findings are discussed within the context of research on employee-customer encounters.

Predicting volunteer commitment in environmental stewardship programmes

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

2001-01-01

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

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

Pengaruh Brand Personality Pada Brand Trust, Brand Attachment, Brand Commitment, Dan Brand Loyalty

OpenAIRE

Sabrina, Yana Anggi; Khoiriyah, Siti

2011-01-01

This study aims to examine the effect of brand personality on brand trust, brand attachment, brand commitment and brand loyalty. Structural Equation Modeling (SEM) is used as analytical method. This study used purposivesampling techniques for sampling, as many as 230 young people aged 18-21 years old who live in Surakarta and intends to be loyal to soft drink Coca-Cola brand. This study shows positive effect brand personality tobrand trust, brand commitment and brand loyalty; positive effect ...

Total quality management in American industry.

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Widtfeldt, A K; Widtfeldt, J R

1992-07-01

The definition of total quality management is conformance to customer requirements and specifications, fitness for use, buyer satisfaction, and value at an affordable price. The three individuals who have developed the total quality management concepts in the United States are W.E. Deming, J.M. Juran, and Philip Crosby. The universal principles of total quality management are (a) a customer focus, (b) management commitment, (c) training, (d) process capability and control, and (e) measurement through quality improvement tools. Results from the National Demonstration Project on Quality Improvement in Health Care showed the principles of total quality management could be applied to healthcare.

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

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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.

Employee self-enhancement motives and job performance behaviors: investigating the moderating effects of employee role ambiguity and managerial perceptions of employee commitment.

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Yun, Seokhwa; Takeuchi, Riki; Liu, Wei

2007-05-01

This study examined the effects of employee self-enhancement motives on job performance behaviors (organizational citizenship behaviors and task performance) and the value of these behaviors to them. The authors propose that employees display job performance behaviors in part to enhance their self-image, especially when their role is not clearly defined. They further argue that the effects of these behaviors on managerial reward recommendation decisions should be stronger when managers believe the employees to be more committed. The results from a sample of 84 working students indicate that role ambiguity moderated the effects of self-enhancement motives on job performance behaviors and that managerial perceptions of an employee's commitment moderated the effects of those organizational citizenship behaviors that are aimed at other individuals on managers' reward allocation decisions. 2007 APA, all rights reserved

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

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Okurame, David E.

2012-01-01

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

Investigating the effect of training on employees' commitment: An empirical study of a discount house in Nigeria

OpenAIRE

Ajibade Oluwatosin Samuel; Ayinla Kayode Nurudeen

2014-01-01

There has been a turn around and the take up of training as one of the key factors in improving company competitiveness. Evidence derived from research showed that there is now a broad agreement amongst commentators that skills training improve employees' commitment to the organisation. Training from a company's perspective adds to human capital and also a means of securing workplace commitment. The theoretical proposition therefore is that training will get employees more committed to the or...

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

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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.

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

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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…

Creating the Total Quality Effective School.

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Lezotte, Lawrence W.

This book shows how Deming's Total Quality Management (TQM) theory for organizational management can be integrated with the effective-schools literature. Part 1 compares the 14 principles of TQM with the tenets of effective-schools research. The second part develops a blueprint for creating the total quality effective school. The conceptual…

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

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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

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.

The Relationship between Power Distance and Organizational Commitment in Primary Schools

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Deniz, Ayhan; Yildirim, Bilal

2014-01-01

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

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.

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

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

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

2018-04-01

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

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

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Juliansyah Noor

2013-12-01

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

System justification and the defense of committed relationship ideology.

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Day, Martin V; Kay, Aaron C; Holmes, John G; Napier, Jaime L

2011-08-01

A consequential ideology in Western society is the uncontested belief that a committed relationship is the most important adult relationship and that almost all people want to marry or seriously couple (DePaulo & Morris, 2005). In the present article, we investigated the extent to which the system justification motive may contribute to the adoption of this ideology. In Studies 1 and 2, we examined whether a heightened motive to maintain the status quo would increase defense of committed relationship values. In Study 3, we examined the reverse association, that is, whether a threat to committed relationship ideology would also affect sociopolitical system endorsement. As past research has found that the justification of political systems depends upon how much these systems are perceived as controlling, in Study 4 we tested whether the defense of the system of committed relationships would also increase when framed as controlling. Results from Studies 1-4 were consistent with our hypotheses, but only for men. In Study 5, using cross-cultural data, we sought to replicate these findings correlationally and probe for a cause of the gender effect. Results from more than 33,000 respondents indicated a relationship (for men) between defense of the sociopolitical system and defense of marriage in countries where the traditional advantages of men over women were most threatened. In Studies 6 and 7, we investigated when this gender difference disappears. Results revealed that when we measured (Study 6) or manipulated (Study 7) personal relationship identity rather than relationship ideology, effects also emerge for women.

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.

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

Science.gov (United States)

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

2015-07-12

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

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...

Committed effective dose determination in cereal flours by gamma-ray spectrometry; Determinacao das doses efetivas por ingestao de farinhas de cereais atraves da espectrometria de raios gama

Energy Technology Data Exchange (ETDEWEB)

Scheibel, Viviane

2006-07-01

The health impact from radionuclides ingestion of foodstuffs was evaluated by the committed effective doses determined in commercial samples of South-Brazilian cereal flours (soy, wheat, corn, manioc, rye, oat, barley and rice flour). The radioactivity traces of {sup 228}Th, {sup 228}Ra, {sup 226}Ra, {sup 40}K, {sup 7}Be and {sup 137}Cs were measured by gamma-ray spectrometry employing a 66% relative efficiency HPGe detector. The energy resolution for the 1332.46 keV line of {sup 60}Co was 2.03 keV. The committed effective doses were calculated with the activities analyzed in the present flour samples, the foodstuff rates of consumption (Brazilian Institute of Geography and Statistics) and the ingestion dose coefficients (International Commission of Radiological Protection). The reliability median activities were verified with {chi}{sup 2} tests, assuring the fittings quality. The highest concentration levels of {sup 228}Th and {sup 40}K were 3.5 {+-} 0.4 and 1469 {+-} 17 Bq.kg{sup -1} for soy flour, respectively, with 95% of confidence level. The lower limit of detection for {sup 137}Cs ranged from 0.04 to 0.4 Bq.kg{sup -1}. The highest committed effective dose was 0.36 {mu}Sv.y{sup -1} for {sup 228}Ra in manioc flour (adults). All committed effective doses determined at the present work were lower than the UNSCEAR limits of 140 {mu}Sv.y{sup -1} and much lower than the ICRP (1991) limits of 1 mSv.y{sup -1}, for general public. There are few literature references for natural and artificial radionuclides in foodstuffs and mainly for committed effective doses. This work brings the barley flour data, which is not present at the literature and {sup 7}Be data which is not encountered in foodstuffs at the literature, besides all the other flours data information about activities and committed effective doses. (author)

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.

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.

Organisational commitment and turnover intentions in humanitarian organisations

NARCIS (Netherlands)

Wijnmaalen, Julia; Heyse, Liesbet; Voordijk, Johannes T.

2016-01-01

Unwanted staff turnover is a prominent HRM problem in humanitarian organisations. In the profit sector, HRM tools such as pay, benefits, socialisation and training have proven to be effective in increasing organisational commitment and decreasing staff turnover. This study explores whether such

Climate , communication and participation impacting commitment to change

NARCIS (Netherlands)

Rogiest, S.E.A.M.; Segers, J.; van Witteloostuijn, Arjen

2015-01-01

Purpose Through the combination of change process, context and content this paper aims to provide a deeper understanding of failure or success of organizational change. This study considers the effect of organizational climate on affective commitment to change simultaneously with quality change

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

Science.gov (United States)

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

2008-01-01

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

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

OpenAIRE

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

2015-01-01

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

State commitment to public participation

International Nuclear Information System (INIS)

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

1989-01-01

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

Do Job Satisfaction and Demographic Characteristics of Female Teachers Influence Their Affective Commitment to Schools?

Science.gov (United States)

Dinc, M. Sait; Kocyigit, Zubeyde

2017-01-01

The main purpose of this paper is to examine the effect of ethical leadership on teachers' job satisfaction, and affective commitment in an education sector. This study proposes that ethical leadership has a significant and positive effect on overall job satisfaction and affective commitment. Moreover, it suggests that ethical leadership has an…

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.

Total Quality Management in Higher Education.

Science.gov (United States)

Sherr, Lawrence A.; Lozier, G. Gredgory

1991-01-01

Total Quality Management, based on theories of W. Edward Deming and others, is a style of management using continuous process improvement characterized by mission and customer focus, a systematic approach to operations, vigorous development of human resources, long-term thinking, and a commitment to ensuring quality. The values espoused by this…

A study on relationship between social entrepreneurship and organizational commitment

Directory of Open Access Journals (Sweden)

Yadollah Hemmati

2013-08-01

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

Organizational Justice and Commitment in Interscholastic Sports

Science.gov (United States)

Whisenant, Warren

2005-01-01

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

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

Directory of Open Access Journals (Sweden)

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.

THE EFFECT OF INDIVIDUAL MORALITY AND INTERNAL CONTROL ON THE PROPENSITY TO COMMIT FRAUD: EVIDENCE FROM LOCAL GOVERNMENTS

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Novita Puspasari

2016-05-01

Full Text Available This paper aims to examine the influence of individual morality and internal controls on individuals’ propensity to commit accounting fraud at the local government level. This is a quasi-experimental research paper. Individual morality and internal controls are hypothesized to be having an interaction with each other in influencing the propensity to commit accounting fraud. Individuals who have low levels of moral principles are hypothesized to have the tendency to commit accounting fraud in the absence of any internal controls. To test this, a 2x2 factorial experiment was conducted involving 57 students from the Masters in Economics Development programme at Gadjah Mada University. The result shows that there is an interaction between individual morality and internal controls. The absence of internal controls does not cause an individual with high moral principles to commit accounting fraud. However, individuals with low morality levels tend to commit accounting fraud when internal controls are absent.

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)

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

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Zoran Sušanj

2012-12-01

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

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.

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

OpenAIRE

Mehmet Arcan TUZCU

2014-01-01

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

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.

The languishment of employee commitment in the light of perceptions of fair treatment in the workplace

Directory of Open Access Journals (Sweden)

Jo-Anne Botha

2012-12-01

Full Text Available Orientation: This article reports on the behaviours displayed by committed employees and the influence of perceptions of fair treatment in the workplace on employees’ commitment.Research purpose: The objective of the study was to identify organisational behaviours that are indicative of employee commitment and whether perceptions of fair treatment in the workplace influence employees’ commitment.Motivation for the study: Employees are emotionally attached to organisations and treating employees in a fair manner plays a huge role in building commitment.Research design, approach and method: This study made use of a quantitative approach and a questionnaire was developed to collect data on employees’ biographical details, their work behaviour and perceptions of how fairly they believe they were treated in the workplace. A disproportionate, stratified sampling method was used and a sample of 349 employees from a leading bank in South Africa participated. Factor analysis, correlations, t-tests and analysis of variance statistics were computed to achieve the objectives.Main findings: The factor analysis identified the following four factors relating to employee commitment: obedience, job satisfaction, participation and loyalty. The results of the t-tests revealed that biographical factors do not have a practical significant effect on employee commitment, whereas treatment in the workplace does have a significant effect on employee commitment.Practical/managerial implications: Committed employees engage in specific behaviours and if they do not, managers need to pay attention to the way employees are treated in the workplace.Contribution/value-add: This study contributes to a better understanding of the dimensionality of employee commitment in the light of perceptions of fair treatment.

Thermal Unit Commitment Scheduling Problem in Utility System by Tabu Search Embedded Genetic Algorithm Method

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C. Christober Asir Rajan

2008-06-01

Full Text Available 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 unit commitment in the power system for the next H hours. A 66-bus utility power system in India demonstrates the effectiveness of the proposed approach; extensive studies have also been performed for different IEEE test systems consist of 24, 57 and 175 buses. Numerical results are shown comparing the cost solutions and computation time obtained by different intelligence and conventional methods.

The effects of job satisfaction, employee commitment, workplace friendship and team culture on service recovery performance

OpenAIRE

Abednego Feehi Okoe; Henry Boateng; Tiniwah Deborah Mensah

2016-01-01

The existing literature has called for more studies to be conducted on how human resource activities affect service recovery performance. This study therefore ascertains the effects of Job Satisfaction, employee Commitment, Workplace Friendship and Team Culture on Service Recovery Performance. The survey research design was used in this study. The participants were frontline employees from the various service sectors in Ghana. The convenience sampling was used as the sampling technique. A tot...

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.

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

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Harif Amali Rifai

2005-06-01

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

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

Directory of Open Access Journals (Sweden)

Nasurdin Aizzat Mohd.

2015-01-01

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

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

Science.gov (United States)

Sayadi, Yaser

2016-01-01

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

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

Science.gov (United States)

Yang, Feng-Hua; Chang, Chen-Chieh

2008-06-01

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

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

Science.gov (United States)

Mottaz, Clifford J.

1986-01-01

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

Engaging Élitism: The Mediating Effect of Work Engagement on Affective Commitment and Quit Intentions in Two Australian University Groups

Science.gov (United States)

Ferrer, Justine L.; Morris, Leanne

2013-01-01

Some universities rely on their élitism as one mechanism to attract and retain talented faculty. This paper examines two groups of élite and non-élite universities and the mediating effect that work engagement has on affective commitment and intention to quit. Findings indicate partial support for the mediating effect of work engagement in the…

The University of Santo Tomas Viewed from the Lens of Total Quality Management: Implications to Total Quality Education

Science.gov (United States)

de Guzman, Allan B.; Torres, Josefina R.

2004-01-01

Considered as a major management approach for improving organizational performance and competitive advantage, Total Quality Management (TQM) poses a challenge to dynamic institutions to adopt a systemic philosophy that places emphasis on customer needs and a commitment to a culture of excellence. Higher education institutions (HEIs) as learning…

Non-interactive and Reusable Non-malleable Commitment Schemes

DEFF Research Database (Denmark)

Damgård, Ivan Bjerre; Groth, Jens

2003-01-01

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

Abnormal brain structure in youth who commit homicide

Science.gov (United States)

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

2014-01-01

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

Total internal reflection effect on gyrotropic interface

Science.gov (United States)

Glushchenko, Alexander G.; Glushchenko, Eugene P.; Zhukov, Sergey V.

2018-02-01

This article considers the physical features of total internal reflection at gyrotropic and isotropic interfaces for two cases: electrical gyrotropy (plasma) and magnetic gyrotropy (ferrite). It is shown that the plasma magnetization may lead to the formation of the total internal reflection effect, which does not occur in isotropic plasma. The threshold values of the magnetic field, which are necessary for the total internal reflection effect, are determined. The total internal reflection effect on a ferrite-dielectric interface for waves emanating from different angles is observed in various frequency ranges and magnetization fields. The study points out the possibility of changing the total internal reflection angle value in large limits due to a change in the external magnetic field magnitude. The calculation results of the total internal reflection angle dependence on the external magnetic field magnitude are presented. The formulas are elaborated for calculating the total internal reflection angles of different interfaces for gyrotropic and isotropic media. The generalized formulas are defined for calculating the Doppler effect in the gyrotropic media. The study demonstrates how the velocity of the media interface affects the limiting angle of total internal refection.

Dynamic Commitment: Wargaming Projected Forces Against the QDR Defense Strategy

National Research Council Canada - National Science Library

Carter, Clarence

1997-01-01

.... The Dynamic Commitment Wargame Series informed participants regarding the expected future demand on forces, such that Services were better able to articulate the effect of the examined force options...

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.

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 relationship of job burnout and emotional intelligence with organizational commitment

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Rostam Pourrashidi

2013-12-01

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

The languishment of employee commitment in the light of perceptions of fair treatment in the workplace

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Mariette Coetzee

2012-12-01

Research purpose: The objective of the study was to identify organisational behaviours that are indicative of employee commitment and whether perceptions of fair treatment in the workplace influence employees’ commitment. Motivation for the study: Employees are emotionally attached to organisations and treating employees in a fair manner plays a huge role in building commitment. Research design, approach and method: This study made use of a quantitative approach and a questionnaire was developed to collect data on employees’ biographical details, their work behaviour and perceptions of how fairly they believe they were treated in the workplace. A disproportionate, stratified sampling method was used and a sample of 349 employees from a leading bank in South Africa participated. Factor analysis, correlations, t-tests and analysis of variance statistics were computed to achieve the objectives. Main findings: The factor analysis identified the following four factors relating to employee commitment: obedience, job satisfaction, participation and loyalty. The results of the t-tests revealed that biographical factors do not have a practical significant effect on employee commitment, whereas treatment in the workplace does have a significant effect on employee commitment. Practical/managerial implications: Committed employees engage in specific behaviours and if they do not, managers need to pay attention to the way employees are treated in the workplace. Contribution/value-add: This study contributes to a better understanding of the dimensionality of employee commitment in the light of perceptions of fair treatment.

Estimates of effective equivalent dose commitments for Slovene population following the Chernobyl accident

International Nuclear Information System (INIS)

Kanduc, M.; Jovanowic, O.; Kuhar, B.

2004-01-01

This paper shows the estimates of effective equivalent dose commitments for the two groups of Slovene population, 5 years old children and adults. Doses were calculated on the basis of the ICRP 30 methodology, first from the measurements of the concentrations of the radionuclides in air, water and food samples and then compared with the results of the measurements of radionuclides in composite samples of the prepared food, taken in the kindergarten nearby. Results show that there is certain degree of conservatism hidden in the calculation of the doses on the basis of measurements of the activity concentration in the elements of the biosphere and is estimated to be roughly 50%. (author)

Mediating role of job satisfaction in the relationship between motivation, perceived support, training and perceived commitment

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Neda Sadat Sanei

2018-01-01

Full Text Available Motivation as a psychological factor can affect the mental health of employees and consequently the health of work place. It has been recently concerned in the social science literature. The present study aimed to assess the mediating effect of job satisfaction on the relation of motivation, perceived support and training to perceived commitment. The data study analyzed in the structural equation modeling method. The data were gathered in library field, and, also using questionnaire. The data were achieved from staff of Sabzevar city municipality using validity and reliability approved questionnaires. For validity, face and construct validity and for reliability, Cronbach's alpha was used. Finally, data from 159 questionnaires were analyzed. The findings showed that motivation, perceived support and training had positive significant effects on normative and continuance commitment of employees. Also, positive significant effect of job satisfaction on continuance and normative commitment was confirmed. In addition, the findings of this study indicated positive effect of motivation, perceived support and training on perceived commitment with mediating role of job satisfaction. In other words, the more motivation, perceived support and training are, the more job satisfaction will be, which in turn can result in the increased continuance and normative commitment.

When Action-Inaction Framing Leads to Higher Escalation of Commitment: A New Inaction-Effect Perspective on the Sunk-Cost Fallacy.

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Feldman, Gilad; Wong, Kin Fai Ellick

2018-04-01

Escalation of commitment to a failing course of action occurs in the presence of (a) sunk costs, (b) negative feedback that things are deviating from expectations, and (c) a decision between escalation and de-escalation. Most of the literature to date has focused on sunk costs, yet we offer a new perspective on the classic escalation-of-commitment phenomenon by focusing on the impact of negative feedback. On the basis of the inaction-effect bias, we theorized that negative feedback results in the tendency to take action, regardless of what that action may be. In four experiments, we demonstrated that people facing escalation-decision situations were indeed action oriented and that framing escalation as action and de-escalation as inaction resulted in a stronger tendency to escalate than framing de-escalation as action and escalation as inaction (mini-meta-analysis effect d = 0.37, 95% confidence interval = [0.21, 0.53]).

Long-Term Effects of Brief Acceptance and Commitment Therapy for Psychosis

Science.gov (United States)

Bach, Patricia; Hayes, Steven C.; Gallop, Robert

2012-01-01

A previous report explored the impact of a brief (four session) acceptance and commitment therapy (ACT) intervention as compared with treatment as usual (TAU) on rehospitalization over 4 months in a sample of 80 inpatients with psychosis. The present study extended the follow-up period to 1 year and used a more sophisticated survival analysis to…

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.

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.

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

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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…

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

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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.

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

International Nuclear Information System (INIS)

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

1977-11-01

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

The investigation of STEM Self-Efficacy and Professional Commitment to Engineering among female high school students

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Yi-hui Liu

2014-06-01

Full Text Available This study employed social cognitive theory and social cognitive career theory (SCCT as foundations to explore the influence of high school students' beliefs about female gender roles and female engineer role models on science, technology, engineering, and mathematics (STEM self-efficacy and professional commitment to engineering. A total of 88 students from a national girls' high school participated in STEM project-based learning. A survey questionnaire named The STEM Self-efficacy and Professional Commitment to Engineering Questionnaire, developed by the researchers, was administered to collect data, and a structured equation model was employed to confirm the multi-theoretical model developed in this study. The results of this study show that enhancing the gender role beliefs and engineer role models of female students may increase their STEM self-efficacy and professional commitment to engineering. In other words, the female high school students' professional commitment to engineering model can explain students' intentions for future engineering careers. Thus, this study suggests integrating STEM project-based learning into the curricula of various schools and integrating female engineer role models into STEM project-based learning activities for female students, which can enhance female high school students' STEM self-efficacy and professional commitment to engineering.

The things you do for me: perceptions of a romantic partner's investments promote gratitude and commitment.

Science.gov (United States)

Joel, Samantha; Gordon, Amie M; Impett, Emily A; Macdonald, Geoff; Keltner, Dacher

2013-10-01

Although a great deal of attention has been paid to the role of people's own investment in promoting relationship commitment, less research has considered the possible role of the partner's investments. An experiment (Study 1) and two combined daily experience and longitudinal studies (Studies 2 and 3) documented that perceived investments from one partner motivate the other partner to further commit to the relationship. All three studies provided support for gratitude as a mechanism of this effect. These effects held even for individuals who were relatively less satisfied with their relationships. Together, these results suggest that people feel particularly grateful for partners who they perceive to have invested into the relationship, which, in turn, motivates them to further commit to the relationship. Implications for research and theory on gratitude and relationship commitment are discussed.

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

Science.gov (United States)

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

2009-01-01

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

Passion, Intimacy, and Commitment in Casual Sexual Relationships in a Canadian Sample of Emerging Adults.

Science.gov (United States)

Rodrigue, Carl; Blais, Martin; Lavoie, Francine; Adam, Barry D; Goyer, Marie-France; Magontier, Céline

2017-12-04

Research on casual sexual relationships (CSRs) among emerging adults is prevalent, yet our empirical and theoretical knowledge of relationship processes involved in these relationships is limited. The present study's objective was to compare four CSR partner types (acquaintance, friend, non-dating partner, ex-romantic partner) on passion, intimacy, and commitment, the components of Sternberg's triangular theory of love. A total of 441 Canadians aged 18-25 years who were not in a romantic relationship, and who reported having had more than one sexual contact with their last CSR partner, completed an online survey. Across all partner types, passion was highest, followed by intimacy and commitment. Levels of passion, intimacy, and commitment generally increased with partner familiarity. However, CSR partner type differences on the three components were partially explained by CSR components (i.e., frequency of sexual activity, frequency of social activity, whether partners saw each other with the main goal of having sex, sexual exclusivity agreement, and hopes about the relationship). Results are consistent with CSRs' emphasis on sexuality, and, to a lesser extent, emotions. However, they challenge the mainstream and scientific conflation of CSRs with an absence of emotional bond, commitment, or love.

Interpersonal Conflict and Organizational Commitment Among Licensed Practical Nurses.

Science.gov (United States)

Loes, Chad N; Tobin, Mary B

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

Relative Importance of Human Resource Practices on Affective Commitment and Turnover Intention in South Korea and United States

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Jaeyoon Lee

2018-05-01

Full Text Available The main purpose of this study was to investigate the impact of perceived HR practices on affective commitment and turnover intention. This study explored which HR practices were relatively more important in predicting affective commitment and turnover intention. A total of 302 employees from the United States and 317 from South Korea completed the same questionnaires for assessing the aforementioned relationships. The results illustrated that among perceived HR practices, internal mobility had the most significant association with turnover intention in both the United States and South Korea. While internal mobility was a stronger predictor of affective commitment for the United States sample, training was the most important variable for predicting affective commitment in South Korea. The second purpose of the study was to examine whether individuals’ positive affect influences the relationship between perceived HR practices and affective commitment and turnover intention. In the United States, positive affect moderated the relationship between perceived HR practices and affective commitment and turnover intention such that the relationships were stronger for individuals reporting high positive affect relative to those reporting low positive affect. However, these relationships were not significant in South Korea. We discuss the implications of these results, study limitations, and practical suggestions for future research.

Bağlılık Boyutlarının Tükenmişlik Boyutları Üzerindeki Etkisinin İncelenmesi(An Analysis about The Effects of Commitment Dimensions on The Burnout Dimensions

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Sema POLATCI

2014-12-01

Full Text Available The purpose of this study was to explore the effect of commitment dimensions - affective commitment, continuance commitment, normative commitment- on the burnout dimensions - emotional exhaustion, depersonalization, personal accomplishment. Within this aim a model was developed which handle the dimensions of organizational commitment and burnout. The sample of this study consists of 192 health personnel working in a private hospital. According to the results increase in affective and normative commitment cause decrease in emotional exhaustion and depersonalization, also increase in personal accomplishment. On the other hand increase in continuance commitment causes increase in emotional exhaustion and depersonalization, also decrease in personal accomplishment.

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

Science.gov (United States)

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

2016-06-01

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

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

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 ...

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

Science.gov (United States)

Chiang, Ti-Lin; Wang, Jia

2008-01-01

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

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...

Organisational commitment in the era of the new psychological contract

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Anthonie Theron

2011-08-01

Full Text Available The aim of this study was to investigate organisational commitment in an organisation that had recently experienced organisational restructuring (a merger. The psychological contract that exists between employees and organisations is brittle due to many organisational changes that stem from organisational restructuring.  When psychological contracts are breached, employees may experience reduced commitment to the organisation.  The target population for this study consisted of all employees working at three recently-merged higher education institutions in the Nelson Mandela Metropolis (n=100 and a self-administered questionnaire was distributed amongst staff.  The results indicated that an increase in the number of positive human resource management (HRM practices reported by respondents correlated with a decrease in violation and breach of the psychological contract, despite organisational restructuring.  It was further revealed that effective management of the psychological contract is crucial during organisational restructuring, in order to maintain the commitment and loyalty of employees.

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

Science.gov (United States)

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

2016-09-01

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

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...

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

Science.gov (United States)

Cohen, Aaron; Liu, Ying

2011-08-01

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

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

OpenAIRE

Bankole Emmanuel Temitope

2010-01-01

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

Sport commitment in adolescent soccer players