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This study explores the linkages among three forms of organisational commitments and occupational (professional) or career commitments of non-managers and managers in Japanese organisations. Is there any conflict between these two...
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This study explores the linkages among three forms of organisational commitments and occupational (professional) or career commitments of non-managers and managers in Japanese organisations. Is there any conflict between these two forms of employee commitment based on the new performance or result oriented management system that is adopted by Japanese organisations? We undertook interviews and surveyed 308 subjects, which constitute 227 respondents from non-managerial employees with the support of members from RENGO (Japanese Trade Union) and 81 mid-level managers from 18 Japanese companies located in the Kanto region of Japan between 2009 and 2010. Hierarchical OLS regressions indicate that there a 'no-conflict' relationship between occupational commitment and overall organisational commitment of the Japanese employees. The research findings contribute to the limited literature available on the study of both organisational and occupational commitments of employees in Asian workplace setting. Practical relevance of the study has also been discussed.
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This article examines the pattern and consequences of commitment to organisation and union amongst union members in a UK National Health Service Trust. Those who perceived the industrial relations climate as positive were more lik...
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This article examines the pattern and consequences of commitment to organisation and union amongst union members in a UK National Health Service Trust. Those who perceived the industrial relations climate as positive were more likely to be dually committed to both organisation and union. As anticipated, union commitment predicted union citizenship behaviours and intent to quit the union. However, organisational commitment predicted intent to quit the organisation but not organisational citizenship behaviour, which was predicted by union commitment. Findings suggest that those with a unilateral commitment to the union are more likely than the dually committed to engage in citizenship behaviours aimed at helping fellow members and colleagues, perhaps because they feel unconstrained by any strong loyalty to the organisation.
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Today, organisational work has different conditions compared to the past. The present study aimed to identify and describe the different aspects of organisational commitment in the managers of the organisations performing in the a...
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Today, organisational work has different conditions compared to the past. The present study aimed to identify and describe the different aspects of organisational commitment in the managers of the organisations performing in the aviation industry. An emergent methodology was adopted to explain the grounded theory (GT). Using the theoretical sampling principle, 15 managers selected from airports in Iran were interviewed until achieving data saturation. Analysis of 359 codes showed 85 concepts and six subjects, which led to the advent of the final research model called the 'organisational commitment in managers of airports'. Overall, the study could differentiate the concept of 'organisational commitment in managers' from the findings of all the studies conducted to the present in an attempt to demystify this issue.
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Organisational politics is one of the pervasive but overlooked domains, particularly in law enforcing agencies. In this context, a conceptual model was proposed to empirically consider the intervening role of affective organisatio...
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Organisational politics is one of the pervasive but overlooked domains, particularly in law enforcing agencies. In this context, a conceptual model was proposed to empirically consider the intervening role of affective organisational commitment between the infrequently studied relationship of perception of organisational politics (POPs) and task performance. Accordingly, in order to test the presumed predictions of the current study data was collected from traffic enforcement officers employed in the capital city of Punjab, Pakistan (n = 198). Preacher and Hayes mediation analysis with 10,000 bootstraps was performed in the SPSS.22. Subsequently, results validated the effect of perceived organisational politics on employee's task performance transmitted only through affective organisational commitment. Hence, it also provided the empirical support by applying assumption of social exchange theory that as individuals when evaluating marketplace unjust and unfair, responding by not endowing their resources in it.
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Recent years have seen a substantial expansion in academic research on organisational commitment, particularly focused on private sector. With the emerging challenges of privatisation of higher education, it is not obvious that th...
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Recent years have seen a substantial expansion in academic research on organisational commitment, particularly focused on private sector. With the emerging challenges of privatisation of higher education, it is not obvious that these results also are applicable to academics. To explorethis gap, this study analysed the role of perceived organisational support (POS) and perceived supervisory support (PSS) in developing academics’ commitment. Quantitative data from 220 academics across 6 universities in Malaysia is analysed using Pearson’s correlation. Resultsshowed a partial relationship between POS, PSS and organisational commitment, suggesting that managerial support play a critical role in enhancing academics’ commitment. Implications of these findings are discussed.
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This study examines the relationships among dispositional sources of value preferences and personality attributes, organisational commitment and satisfaction using a longitudinal sample from MBA graduates in a US business school. ...
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This study examines the relationships among dispositional sources of value preferences and personality attributes, organisational commitment and satisfaction using a longitudinal sample from MBA graduates in a US business school. After examining and comparing four types of models: (1) direct effects of dispositions on organisational commitment; (2) direct effects of dispositions on organisational satisfaction; (3) direct effects of dispositions on organisational satisfaction, which in turn explains organisational commitment; (4) mediation effects of organisational satisfaction on the relationship between dispositions and organisational commitment, the study shows that the models of direct effects of dispositions on organisational commitment, and the mediation effects of organisational satisfaction on the relationship between dispositions and organisational commitment are considered as reasonably good fit models. Ideal organisational values of freedom and reward-based value orientation have a direct relationship with instrumental commitment, and personality attribute of interpersonal relationship has a direct relationship with normative commitment. In addition, organisational satisfaction partially mediates the relationship between aggressiveness and instrumental commitment, along with the relationship between norm-favouring tendency and normative commitment. The results suggest that dispositional sources of individuals are powerful to have a relatively long-term impact on the relationships between individuals and organisation.
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When I was elected as my country's president, one of my principal goalswas to see Chile accepted as a fullmember of the Organisation forEconomic Co-operation andDevelopment.
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The present study aims to correlate the concepts of organisational environment and employee commitment, having the concept of transformational leadership, and its role in organisations and subordinates, as an interlinked chain. In...
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The present study aims to correlate the concepts of organisational environment and employee commitment, having the concept of transformational leadership, and its role in organisations and subordinates, as an interlinked chain. In the context of the organisational environment, it is important that companies are aware that it is through transformational leadership, and greater attention to the needs of their employees, that they will be able to last through time, resisting constant changes, inside and outside the company organisational environment, and keep employees in the organisation. A good leader is essential in an organisation because it maintains the harmony between the human needs and the organisation objectives, perpetuating the culture of the organisation and thus promoting the growth and success of both the company and its constituents. Human development must be seen by organisations as an organisational strategy and people management is part of this process. The results have showed that organisational environment has a significant and positive effect on transformational leadership and that transformational leadership has a significant and positive effect on organisational commitment.
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This exploratory research seeks to identify the relationships between the leadership, empowerment and commitment within the integrated model of competing values framework (CVF) of organisational culture. A conceptual model which r...
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This exploratory research seeks to identify the relationships between the leadership, empowerment and commitment within the integrated model of competing values framework (CVF) of organisational culture. A conceptual model which relates the constructs to commitment is developed. The study attempts to use a social constructionist approach and scenario planning, which falls under the broader realm of qualitative analysis. Hypothetical cases are used to develop two scenarios. The study proposes an integrated model of CVF, and also provides greater understanding of the competencies required in the organisation to move from one competing value quadrant to another. The paper helps managers gain better understanding of managerial roles, their inter-relationships to each other and how to apply them more effectively. It further develops an understanding by providing a model of how to transform an organisation to be a self-sustained one. The study also brings forth a constructive approach in management.
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Purpose - This study aims to test the mediating role of work satisfaction aspects, such as satisfaction with the work itself and satisfaction with human resource practices, in the relationship between the Big Five and organisation...
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Purpose - This study aims to test the mediating role of work satisfaction aspects, such as satisfaction with the work itself and satisfaction with human resource practices, in the relationship between the Big Five and organisational commitment. Design/methodology/approach - Data from 190 new police officers in a three-wave longitudinal survey were analysed by structural equation modelling (SEM). Findings - Results showed that: satisfaction with human resource practices completely mediated the relationship between openness to experience and normative commitment; satisfaction with the work itself completely mediated the relationship between conscientiousness and normative commitment whereas it partially mediated the relationship between extroversion and affective commitment. Research limitations/implications - This study is focused on the police context. Future studies should investigate other contexts for comparison. Practical implications - The predictive effect of personality on both job satisfaction and organisational commitment has some practical utility with regard to selection practices. During the organisational entry process, organisations should monitor different aspects of job satisfaction in order to foster a positive environment for employees. Originality/value - To the authors' knowledge, this is the first study that investigates the process linking personality to job satisfaction and organisational commitment in a unique longitudinal model during the organisational socialisation process.
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