Validating the dimensionality of Porter et al.'s measurement of organizational commitment in a non-Western culture setting

Purpose Building on Lambert’s (2001) work on turnover intent in law enforcement, this study examines how organizational characteristics and job attitudes along with job satisfaction, and organizational commitment affect turnover intent among Taiwanese police officers.Design/methodology/approach Data were collected from the New Taipei City Police Department (NTCPD) in the summer of 2012 via stratified random sampling (N = 1,035). Structural equation modeling was employed to examine factors affecting turnover intent.Findings Job satisfaction and organizational commitment reduced the risk of turnover, while job stressors and training effectiveness directly increased the risk. Worthy of note, officers with a Central Police University degree and who were married had a lower risk of turnover.Originality/value This study applies Lambert’s (2001) turnover intent model in law enforcement agencies developed in the West to a non-western policing setting. The use of SEM assures the robustness of the findings. Some noteworthy contrasts in findings from Western and non-Western settings are presented.

Research concerning Gottfredson and Hirschi's (1990) General Theory of Crime has paid inadequate attention to the reliability and validity of self-control measures in non-Western settings, to the relationship between parenting and self-control in non-Western settings, and to Gottfredson and Hirschi's assertion that macro-level cultural forces have little or no influence on criminal behavior. The present study addresses each of these issues using a six-item self-control scale and two separate crime measures among young adult respondents from 32 Western and non-Western settings on all six humanly habitable continents. Across Western and non-Western settings, results suggest that (1) the six-item self-control scale demonstrates reliability comparable to that of prior self-control scales in the existing criminological literature; (2) the scale is associated significantly with both violence and property crime, and (3) an eight-item parental neglect scale is associated with self-control in both Western and non-Western settings. At the same time, HLM (Hierarchical Linear and Nonlinear Modeling) analysis suggests that there exists a macro-level contextual effect, unanticipated by Gottfredson and Hirschi, of aggregate parental neglect on individual-level self-control. Results further suggest a robust individual-level association, also unanticipated by Gottfredson and Hirschi, between personal and peer crime that tends to remain independent of adjustments for self-control.

BackgroundObservational studies, mainly from Western populations, suggest dairy consumption is inversely associated with adiposity. However, in these populations the intake range is limited and both diet and obesity may share social patterning. Evidence from non-Western developed settings with different social patterning, is valuable in distinguishing whether observed associations are biologically mediated or socially confounded.ObjectiveTo examine the associations of milk or other dairy product consumption with adolescent obesity.MethodsWe used multivariable linear regression models to examine the associations of milk or other dairy product consumption, obtained from a food frequency questionnaire, at 11 years with body mass index (BMI) z-scores at 13 years and waist hip ratio (WHR) at 11 years, in 5,968 adolescents from a Chinese birth cohort, comprising 88% of births in April and May 1997. We used multiple imputation for missing exposures and confounders.ResultsOnly 65.7% regularly consumed milk and 72.4% other dairy products. Milk and other dairy product consumption was positively associated with socio-economic position but not with BMI z-score or WHR, with or without adjustment for sex, mother’s birthplace, parental education, physical activity and other food consumption.ConclusionsThe lack of association of milk and other dairy product consumption with adiposity in a non-Western setting was not consistent with the majority of evidence from Western settings. Observed anti-obesigenic effects in Western settings may be due to socially patterned confounding.

Purpose This paper aims to examine managerial decision-making approaches, their antecedents and consequences in the Arabian Gulf context. Using recent survey data, the study offers a critical assessment of prevailing myths about decision-making styles in the Arabian Gulf. Design/methodology/approach Survey data were collected from a sample of 432 managers working in public and private sector companies in the United Arab Emirates (UAE). A combination of statistical techniques including confirmatory factor analysis (CFA) and hierarchical regression analysis was used to test research hypotheses. Findings The findings of this study question the myth that UAE or Gulf managers mostly pursue consultative and participative styles of management. Most UAE managers continue to practice an autocratic and a pseudo-consultative style of decision-making, undermining the value of employee input in the decision-making process. The data revealed a strong negative relationship between autocratic management style and a range of personal and organizational outcomes such as job satisfaction, organizational commitment, organizational citizenship behavior, performance and innovative human resource management practices pertaining to work-family life balance and diversity programs. Most employees perceived autocratic management style as a major source of job stress, absenteeism and turnover. Socio-demographic characteristics of managers and their work organizations, considered as antecedents of decision-making styles, played a limited role in shaping decision-making approaches or their consequences. Globalization and associated socio-cultural changes that UAE and other Gulf region countries have experienced over the past two decades seem to have only a marginal impact on decision-making styles. Research limitations/implications Use of perceptual survey data places some constraints on the generalizability of our findings. Future research may address this issue with multiple data sources including an in-depth case study. Practical implications The findings of this research should be of special interest to both domestic and multinational companies in seeking alignment of their management approaches with the emerging competitive business environment in UAE and other Gulf countries. Theoretically, the paper documents the value of the continuum theory of managerial behavior in UAE and the Arabian Gulf context. Originality/value The study represents a first major effort to develop and test a comprehensive conceptual model of antecedents and consequences of managerial decision-making styles in UAE, which may be extended to other countries in the Arabian Gulf region. The value-added contribution of the study may be seen in its critical analysis of prevailing beliefs and assumptions about management practices in the Arabian Gulf.

Purpose This study aims to examine the institutionalization of corporate social responsibility (CSR) in the United Arab Emirates (UAE) by adapting Carroll’s (1991) four-part framework to the country’s unique legal, cultural, religious and economic context. Drawing on legal origins theory and institutional theory, the paper reconfigures Carroll’s model by merging the ethical and philanthropic tiers and introducing a distinct cultural dimension grounded in Islamic values such as Zakat, Waqf and Sadaqah. The analysis centers on Federal Law No. 2 of 2015 and Article 242 of the UAE Commercial Law, which mandate CSR disclosure and encourage firms to allocate a portion of net profits to community service. Design/methodology/approach Beyond this conceptual adaptation, the study empirically investigates the relationship between CSR engagement and firm performance using a panel dataset of listed UAE firms from 2020 to 2024. Findings Fixed-effects regression analysis reveals that CSR activities are positively associated with financial performance, measured by return on assets and Tobin’s Q, with results robust to alternative specifications and lagged structures. The findings suggest that the UAE’s hybrid “Hard–Soft” CSR model not only enhances compliance but also promotes value creation. Originality/value This paper contributes to global CSR discourse literature by illustrating how legal–cultural congruence can strengthen the developmental impact of CSR legislation in non-Western settings.

BackgroundEthiopia does not have validated tools for assessing organizational commitment. The aim of this study was to develop an Ethiopian version of the organizational commitment questionnaire (OCQ-Eth) and to evaluate its psychometric properties in the assessment of organizational commitment in healthcare organizations in Ethiopia.MethodsA cross-sectional study was conducted in 14 healthcare facilities of the Bench-Sheko zone. The collected data were entered into EpiData version 3.1. The data were then exported into STATA version 14.1 and SPSS version 22 for analysis. Confirmatory factor analysis and exploratory factor analyses were performed for psychometric evaluation of OCQ in the Ethiopian context.ResultsConfirmatory factor analysis showed the original model for organizational commitment did not meet the acceptable model fit. After confirmatory factor analysis, exploratory factor analysis was performed and subsequent confirmatory factor analysis resulted in the development of OCQ-Eth with 16 items classified under four factors (continuance, affective, normative, and concern for the organization) which explained 61.2% of cumulative variance. The three measures of organizational commitment exhibited discriminant and convergent validity. The model fit was improved after exploratory factor analysis.ConclusionThe extracted factor structure exhibited acceptable goodness of fit. The instrument was fit to evaluate the organizational commitment of healthcare professionals of Ethiopia.

This study explores the victim-offender overlap, where intimate partner victimization (physical and verbal) increases the likelihood of subsequent violent behavior, within the context of the global pandemic, using data from both Western (the United States, Denmark, and the Netherlands) and non-Western (Ukraine, Guatemala, and Pakistan) settings. Findings reveal that pandemic strain (e.g., concerns about the virus, food shortages, and health care issues) is significantly associated with violence (Western: b = .071, p < .001; non-Western: b = .025, p < .001) and the risk of victimization in both contexts. Verbal and physical victimization are also associated with violence across Western and non-Western settings. Verbal victimization explains 26% of the pandemic strain-violence relationship solely in Western contexts. These findings underscore the need for culturally sensitive strategies addressing pandemic-related stressors, ultimately reducing victimization and violence during global health crises.

The purpose of this study was twofold: (1) to identify the factor structures associated with three Western-developed instruments (Small Business Workplace Learning Survey, Minnesota Satisfaction Questionnaire, and the Organizational Commitment Questionnaire, hereinafter referred to as SBWLS, MSQ, or OCQ) used to assess workplace learning, job satisfaction, and organizational commitment when applied in a non-Western setting; and (2) to determine if individuals who differed in terms of selected demographic variables, differed in terms of the derived constructs. The factor analytic structure of each instrument which was originally established using Western samples was compared to the factor structure results obtained for an Eastern sample. Quantitative data were collected from employees in 26 small to midsize IT companies in Taiwan. A total of 206 valid surveys were obtained and analysed out of 450 that were distributed. The factor structure of each instrument generated from this study appeared to be substantially different from those obtained for the original instruments. The researchers suggest that the highlighted structure deviations reflect some culturally oriented factors which might be useful for developing more indigenous instruments. Regarding the participants' demographic variables, no differences in terms of SBWLS, MSQ, or OCQ were found for Gender, Age and Tenure. Marital status was significant in terms of MSQ and OCQ. Educational level was significant for SBWLS and OCQ.

<h3>Introduction</h3> Observational studies, mainly from western populations, suggest that dairy product consumption is inversely associated with adiposity. However, in such populations, there is a limited range of dairy product intake while dietary intake and obesity share social patterning making evidence from non-western developed settings valuable in distinguishing whether the observed associations are biologically mediated or socially confounded. <h3>Methods</h3> We used multivariable linear regression to examine the adjusted association of the frequency of milk or other dairy product consumption at 11 years with clinically measured body mass index (BMI) z-scores at about 13 years, relative to the 2007 WHO growth reference in a large (n=8327), population-representative Chinese birth cohort, comprising 88% of all births in Hong Kong in April and May 1997. <h3>Results</h3> Of the original 8327 cohort members, 7933 are alive, participating and living in Hong Kong. At approximately 13 years, 7488 had clinically assessed BMI. Socio-economic position was positively associated with frequency of milk and other dairy product consumption. Neither milk nor other dairy product consumption was associated with BMI z-score (milk −0.02, 95% CI −0.06 to 0.03 and dairy products 0.03, 95% CI −0.01 to 0.07), adjusted for sex, mother9s birthplace, highest parental education, pubertal stage, physical activity and other food consumption. <h3>Conclusions</h3> In a non-western setting, milk and other dairy product consumption was not associated with adiposity, suggesting that any observed anti-obesigenic effects in western settings may be due to socially patterned confounding by socio-economic position.

PurposeThis study aims to examine the effects of cosmopolitanism on organizational commitment (OC), with a particular focus on the mediating impact of the employees’ challenge-oriented and affiliation-oriented organizational citizenship behaviors within the United Arab Emirates (UAE). The researcher has adopted the theory of planned behavior, the theory of reasoned action and the social exchange theory as a theoretical foundation.Design/methodology/approachThe quantitative (deductive) method is used. The primary data is collected using a cross-sectional questionnaire. The data collection process was administered across five months. A total of 800 questionnaires were distributed randomly to various business sectors and industries in the UAE. A response rate of 86.9% was achieved, leading to 695 complete and feasible questionnaires.FindingsStatistical analyzes prove that cosmopolitanism was indeed a valid predictor of OC. Contrary to the expectations, and more specifically, the results revealed that diversity is not a predictor of both challenge-oriented organizational citizenship and OC. The current study indicates that global openness (GOP) is an insignificant predictor of OC. Most remarkably, the present study shows a partially substantial mediation effect of affiliation-oriented organizational citizenship between GOP and OC. Last but not least, challenge-oriented and affiliation-oriented organizational citizenship are significant full mediators between one-world consciousness, cultural acceptance and OC.Originality/valueGlobalization has dramatically increased the diversity of the workforce. This scenario has led to the creation of the concept of Cosmopolitanism. The UAE is a unique setting, given that the workforce in the region is globally diverse. Thus, this study is a unique attempt to bridge the gap between the rich Western theories and the under-researched Non-Western context, namely, the UAE. As each city has its local-rooted environment, one cannot argue that Cosmopolitanism inevitably ignores international orientation. This study explains the embedded factors that constitute Dubai city’s cosmopolitan community, where developments and emerging growing economic trends arise.

BackgroundSerious conditions caused by the coronavirus epidemic are expected to affect the mental and physical health, organizational and social commitments of healthcare workers. Therefore, this study aimed to evaluate the organizational and social commitments and related factors during the coronavirus pandemic of healthcare workers in northern Iran.MethodsThis descriptive-analytical study was conducted in 2020 among 260 healthcare workers of Babol health centers by a stratified-random sampling method. Data were collected according to a valid and reliable questionnaire consisting of three parts: 8 questions about personal and job characteristics, 15 questions from Porter Organizational Commitment Questionnaire (OCQ), 15 questions from Carroll’s social responsibility. Each question was scored on the Likert scale of organizational and social commitment questionnaires. Data were analyzed by chi-square and logistic regression. P < 0.05 was considered as statistically significant.ResultsNone of the healthcare workers belonged to the category of low organizational commitments. A portion of 27.7% of the healthcare workers had moderate organizational commitments and 72.3% had high organizational commitments. A portion of 9.2% of the healthcare workers had moderate social commitments and 90.8% had high social commitments. Chi-square showed that education (p = 0.001), job position (p = 0.001) and the area in which healthcare workers were present for service (p = 0.002) were significantly associated with organizational commitments. According to OR in the logistic regression model, healthcare workers with master’s and doctoral education levels had 3.482 times more social commitments than others and the health group had 2.455 times more social commitments compared to the treatment group.ConclusionThe results of this study showed that at the time of the coronavirus outbreak, the healthcare workers in Babol had very positive and high organizational and social commitments. As the world struggles with the coronavirus pandemic, employee and organizational productivity may decline due to the fear and anxiety of healthcare workers in various organizations. It is expected that managers of health-related organizations, social, economic, and cultural organizations use the results of this study to identify factors affecting the organizational and social commitments of employees and strengthen them.

Locus of control is an important variable that affects every area of human endeavor as describing individual differences and predicting behavior in organizational settings. Also, it is viewed as an important element for work motivation which determines the level of organizational commitment. Organization commitment is a critical factor to organizational success, effectiveness and efficiency. A high level of motivated and committed nurses in an organization can have beneficial consequences, resulting in lower absenteeism, higher performance and lower nurses' turnover. Aim: The present study aimed to investigate the relationship among nurses' locus of control, wok motivation factors, and their organizational commitment. Research Design: A descriptive correlational design was utilized. Study Setting: the study was conducted in all in patient units at Benha Teaching Hospital. The study sample was: A convenience sample of staff nurses (129) who are working in the above mentioned study setting. Tools of data collection: Three tools were used: (1) the Rotter’s internal-external (I-E) locus of control scale, (2) Wok motivation factors questionnaire, and (3) staff nurses’ organizational commitment questionnaire. The result: The findings of this study showed that the highest percentage of studied staff nurses' (57.6%) had internal locus of control, while the lowest percentage of them (15%) had external locus of control. And, the majority of the staff nurses (79.9%) had high perception level regarding work motivation factors. Also, more than three fifth of staff nurses (63.3%) had moderate level of organizational commitment. Conclusion: The study concluded that there was a positive highly statistical significant correlation between overall score of locus of control, work motivation factors and organizational commitment for nurses. Also, there was a positive highly statistical significant correlation between staff nurses`locus of control, work motivation factors, and organizational commitment in relation to years of experience, and education qualification during study. Recommendation: it recommended that, hospital should carry out continuous in–service training program for enhancing nurses` locus of control, and the hospital administrators should pay more attention to create innovative methods and promotion to increase nurses' organizational commitment and maintain good work motivation.

Organizational Commitment and Its Dimensions in Nurses working in Arak’s Hospitals

The purpose of this study is to look into the level of organizational motivation and commitment, as well as the relationship between motivation and organizational commitment, in the Urdaneta City National High School. The relationships between organizational motivation and commitment were investigated using different methodologies and statistical tools. A total of 22 respondents participated in the research survey. A questionnaire was used to collect data for this study. The "Motivation Questionnaire" and the "Organizational Commitment Questionnaire" were administered to senior high school teachers. Within this scope, teachers' motivation levels were examined in two dimensions: intrinsic and extrinsic motivation; and teachers' organizational commitment levels were examined in three dimensions: affective commitment (AC), continuance commitment (CC), and normative commitment (NC). The results showed that there is a significant impact of employee motivation on organizational commitment. Important recommendations are also derived from the study.

Problem. Relatively few studies have examined job satisfaction and its intrinsic and extrinsic facets for religious private universities. Andrews University seems to benefit from an identification of factors contributing to job satisfaction, and a measurement of its employees’ organizational and religious commitment. This study can clarify whether religious commitment has a potentially mediating effect on the relationship between job satisfaction and organizational commitment. Method. As part of this quantitative research study a survey questionnaire was mailed out to all 976 Andrews University employees’ which measured levels of overall, intrinsic, and extrinsic job satisfaction as well as organizational and religious commitment. The survey included items of three instruments: the Professional Satisfaction Scale, the Organizational Commitment Questionnaire, and the Intrinsic Religious Motivation Scale. Responses were measured on a 5-point Likert-type scale. In addition, five demographic items were part of the study. Data were statistically analyzed by using descriptive statistics, analysis of variance, correlational analysis, and factor analysis. Results. This study revealed that AU employees were most satisfied with their relations with students, followed by relations with peers, and work itself. The lowest level of satisfaction was found for salary followed by organizational policy and administration and advancement. The investigation revealed that overall job satisfaction and its intrinsic and extrinsic facets were influenced by demographic variables, such as age, educational level, and occupational area. Organizational commitment was related to age and educational level. Moderate correlations were found between organizational commitment and job satisfaction. A seven-predictor model explained 44.2% of the variance of organizational commitment. Different predictor models were found for the four occupational subgroups. Religious commitment did not have a mediating effect on the relationship between job satisfaction and organizational commitment. Conclusion. This study provided information about factors contributing to job satisfaction and dissatisfaction for Andrew University employees. Contrary to Herzberg’s assumption that job satisfaction is not influenced by demographic variables, this study has shown that demographic factors can significantly influence job satisfaction as well as organizational commitment. Religious commitment was found to be a substantial predictor of organizational commitment by itself, but did not show a significant mediating effect on the relationship between job satisfaction and organizational commitment.