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This study examines the level of organizational commitment between employees in public and private higher learning institutions in Malaysia. This quantitative study used a survey approach through adapted questionnaires where 142 a...
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This study examines the level of organizational commitment between employees in public and private higher learning institutions in Malaysia. This quantitative study used a survey approach through adapted questionnaires where 142 and 137 employees from public and private higher learninginstitutions were selected. Descriptive analyses and correlations were used in this research. Overall results of this study indicate that the commitment level of the employees from both higher learning institutions were medium. It was shown that there was a relationship between length of serviceand continuance commitment in both higher learning institutions. The results also revealed that educational level of respondents was found to have a significant relationship with affective commitment, continuance commitment and normative commitment in both higher learning institutions.
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This paper examines the moderating role of negative affectivity and risk aversion in the relationships of two bases of continuance organizational commitment (continuance– sacrifices and continuance–alternatives) to turnover, wit...
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This paper examines the moderating role of negative affectivity and risk aversion in the relationships of two bases of continuance organizational commitment (continuance– sacrifices and continuance–alternatives) to turnover, within a stress–coping perspective. More specifically, we propose that (a) the perspective of leaving is a source of stress for those who stay due to the fear of losing valued advantages (i.e. high continuance– sacrifices commitment) and (b) staying is perceived to be stressful by individuals who remain based on a lack of employment alternatives (i.e. high continuance–alternatives commitment). We argue that these perceptions are magnified by negative affectivity and risk aversion, resulting in individuals who present these traits to use avoidance– withdrawal strategies in coping with these situations. Accordingly, based on a sample of 509 human resource management professionals, we found (a) negative affectivity and risk aversion to strengthen the negative relationship of continuance–sacrifices commitment to turnover and (b) continuance–alternatives commitment to relate positively to turnover among individuals with high negative affectivity. We discuss the implications of these findings for our understanding of how commitment mindsets and personality traits affect turnover decisions.
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Purpose This paper aims to conclude and provide a review of the current literature on a commitment to change (C2C). Detailed research is provided on the operationalization and conceptualization of C2C.Design/methodology/approach T...
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Purpose This paper aims to conclude and provide a review of the current literature on a commitment to change (C2C). Detailed research is provided on the operationalization and conceptualization of C2C.Design/methodology/approach The review is conducted based on 55 research papers published in different journals at different times in the past on C2C.Findings A complete framework from previous to latest literature has been depicted in the current paper on a C2C with their citation in the one study. Gaps that had not been addressed by previous authors are also highlighted to facilitate future researchers in regards to C2C. Especially in the context of quantitative studies gaps are highlighted in previous literature of C2C.Practical implications Future researchers can study the highlighted gaps with regards to C2C. Further it provides researchers a brief summary of 55 researches on C2C.
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This study examined the relations of organizational commitment and demographic factors with objectively measured absence frequency data of 106 staff at a UK school, collected over a 1-year period. We found significant associations...
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This study examined the relations of organizational commitment and demographic factors with objectively measured absence frequency data of 106 staff at a UK school, collected over a 1-year period. We found significant associations of commitment and absenteeism, with high affective and normative commitment, and low continuance commitment being associated with lower levels of absence. Age moderated two of these associations, with low normative commitment and high continuance commitment predicting absence most strongly for older workers. Our findings help practitioners and researchers to understand how commitment may interact with other factors to predict absence. Interaction effects in our data showed that absence frequencies tended to be highest for older workers who felt a lower sense of obligation to their organization, or a lack of alternatives to their present employment.
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The antecedents and outcomes of organizational commitment (OC) have been studied extensively over the last three decades. While the majority of research has focused on the OC of employees working in organizations based in a single...
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The antecedents and outcomes of organizational commitment (OC) have been studied extensively over the last three decades. While the majority of research has focused on the OC of employees working in organizations based in a single country or region, studies have also emerged examining the OC of employees working in multinational corporations (MNCs). However, there has been no attempt to comprehensively review and synthesize the literature in this area, limiting our understanding on how to effectively manage OC in MNCs. The present study conducts a systematic review of empirical literature on OC in the MNC context. We review literature on the theoretical foundations, antecedents and outcomes of OC in MNCs, and evaluate empirical papers that expand our understanding of the nomological network of constructs to which OC is related in the MNC context. Building on the review, we then present a future research agenda, which targets opportunities for empirical and theoretical advancement of research on OC in the MNC setting.
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This study aims to compare the type of organisational commitment in two manufacturing facilities' employees. We also compared the employees' profile to find answers of what kind of employee relates to each type of commitment and w...
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This study aims to compare the type of organisational commitment in two manufacturing facilities' employees. We also compared the employees' profile to find answers of what kind of employee relates to each type of commitment and why both companies present so different results. An analysis of k-means clusters under the k-nearest neighbour method was carried out for identifying subgroups inside the studied sample which was 254 direct employees. Profiles with elevated affective commitment scores indicate that employees feel emotionally attached to the organisation. Additionally, two analyses of variance were performed: first is identifying significant differences in the dimensions that conform organisational commitment and socio-demographic aspects, such as age, marital status, gender and seniority; second is as a means to identifying differences among items that conform job stability, and the clusters previously identified by k-means clusters analysis. Results show that affective commitment was higher in one of the facilities, while continuance commitment was higher in the other one which is important for the implications that they bring to the involved organisations.
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Background While the impact of burnout on organisational commitment has been widely observed, its impact on nursing professional commitment has not previously been investigated. The literature has clarified that professional commi...
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Background While the impact of burnout on organisational commitment has been widely observed, its impact on nursing professional commitment has not previously been investigated. The literature has clarified that professional commitment has three distinct components: affective, continuance and normative. Aims This study aims to investigate the relationships between burnout and the three components of nursing professional commitment. Methods This was a cross‐sectional study using questionnaires to collect data in one large medical centre. Responses from 571 nurses were used for regression analysis. Among the sampled nurses, 90.9% had <15 years of nursing experience. MBI ‐ HSS was used for measuring burnout. Three components of nursing professional commitment came from Meyer et al. (J Appl Psychol, 78, 1993 and 538) a formally validated instrument. Results Analytical results indicated that burnout is negatively related to affective and normative professional commitment (B ≤ ?0.09, p < 0.01), but not related to continuance professional commitment (B = 0.05, p > 0.05). Linking evidence to action Nurse managers aiming to improve nurses’ professional commitment should consider reducing nurses’ burnout, for example improving nursing optimism and reducing administrative tasks, as suggested by the literature.
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This paper assesses the effects of employee perception of corporative social responsibility (CSR) practices on organizational commitment (OC) in textile companies located in the Brazilian state of Ceará - a relevant region for th...
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This paper assesses the effects of employee perception of corporative social responsibility (CSR) practices on organizational commitment (OC) in textile companies located in the Brazilian state of Ceará - a relevant region for the textile industry in Latin America. The research used a survey to collect data from 539 employees working in three companies, adopting a quantitative approach based on structural equation modeling. The results show that CSR practices geared toward employees, clients, suppliers, and government positively impacted affective/normative commitment, whereas CSR practices geared toward society and the environment impacted commitment negatively. Also, CSR practices focused on employees affected their continuance commitment, while CSR practices focused on other stakeholders did not present the same impact. Finally, the findings show that large textile companies tend to adopt more CSR practices, which significantly influences employee commitment.
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The high turnover of nurses has become a universal issue. The manner in which nurses view their organization's ethical climate has direct bearing on their organizational commitment. The aim of this study was to determine the corre...
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The high turnover of nurses has become a universal issue. The manner in which nurses view their organization's ethical climate has direct bearing on their organizational commitment. The aim of this study was to determine the correlation between nurses' perception of ethical climate and organizational commitment in teaching hospitals in the southeastern region of Iran. A descriptive analytical design was used in this study. The sample consisted of 275 nurses working in four teaching hospitals in the southeastern region of Iran. The instruments used in this study included a demographic questionnaire, Ethical Climate Questionnaire, and Organizational Commitment Questionnaire. Data analysis was carried out using Pearson's correlation, t-test, and descriptive statistic through Statistical Package for Social Science, version 16. The result of this research indicated a positive correlation among professionalism, caring, rules, independence climate, and organizational commitment. Therefore, findings of this study are a guideline for researchers and managers alike who endeavor to improve organizational commitment.
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