Degree Of Organizational Commitment Research Articles

초등학교 교사의 생활체육 참여와 직무스트레스 및 조직몰입과의 관계

The purpose of this study is to investigate the relationship between sports participation, work stress, and oraganizational commitment of elementary school teachers. A total of 342 questionnaire were used for this study. For data were analyzed using frequency analysis, descriptive analysis, chi-square test, independent t-test, one-way ANOVA, Pearson’s Correlation Coefficient, and Scheffe’s post hoc test were conducted using SPSS WIN 23.0 program. This study also carried out hierarchical multiple regression to identify the moderating effects of variable. The results of the study are as followed: First, the participation in sports differed based on age, gender, teaching experience, school scale, and duty assignment status of elementary school teacher. Second, the level of job stress was significantly different based on the sports participation among elementary school teacher. Third, degree of organizational commitment was different based on element school teacher’s sports participation. Fifth, study participants’ degree of sports participation had positive correlation with organizational commitment. Thus, elementary school teachers highly involved in leisure sports had significantly high organizational commitment. Sixth, in the influence of elementary school teacher’s job stress on organizational commitment, the sports participation had significant positive moderating effect.

Professional Knowledge and Organizational Commitment of Faculty Members Handling Science Subjects in the University of Eastern Philippines

This study aimed to determine the professional knowledge of faculty members in terms of knowledge of science content, knowledge of general pedagogy, pedagogical content knowledge, and knowledge of the curriculum structure and materials and find out the degree of organizational commitment along with affective, continuance, and normative organizational commitment. A complete enumeration of faculty members handling science teacher education courses in the College of Education and College of Science. Descriptive-observational and survey were employed. The questionnaires were adapted from the framework for Philippine Science Teacher Education published by the Department of Science and Technology (DOST) and University of the Philippines-National Institute for Science and Mathematics Education Development (UP-NISMED) and the organizational commitment along with affective, continuance, and normative commitment constructed and tested. It was found out that faculty members have very high professional; specifically, very high knowledge content, very high knowledge of general pedagogy, and very high knowledge of the curriculum structure and materials. It was also found out that faculty members are very highly committed to the University. Specifically, faculty members are very highly committed to affective, continuance, and normative organizational commitment.

Impact of years of Experience and gender on the degree of organizational commitment among teachers of Arab schools within Green Line: تأثير سنوات الخبرة والجنس على درجة الالتزام التنظيمي لدى المعلمين في المدارس العربية داخل الخط الأخضر

The current study aimed to identify the impact of years of experience and gender on the degree of the organizational commitment among the Arab schools' teachers within Green Line. The study sample consisted of (250) male and female teachers in the Arab schools within Green Line; to achieve the objectives of the study, the researcher used the analytical, descriptive approach where he prepared a questionnaire as a tool for data collection from the members of the study sample. After conducting the appropriate statistical methods, the researcher in this study concluded the following results: there is a very great degree in the level of the organizational commitment among the teachers in the Arab schools within Green Line, there are no statistically significant differences at the level of significance (α=0.05) for the degree of the level of the organizational commitment among the teachers in the Arab schools within Green Line from their perspective according to the impact of gender and number of years of experience. According to the results, the study recommended the need to maintain and strengthen this degree through continuing and preserving this status and conducting studies on the organizational commitment and its relationship to other demographic variables, such as the educational level, the educational stage, and the type of school.

The Influence of Gender on the Teachers' Degree of Organizational Commitment in Arab Schools in Israel

The current study aimed to identify the impact of gender on the degree of the organizational commitment among the Arab schools' teachers in Israel. The study sample consisted of (250) male and female teachers in the Arab schools in Israel; to achieve the objectives of the study, the researcher used the analytical, descriptive approach where he prepared a questionnaire as a tool for data collection from the members of the study sample. After conducting the appropriate statistical methods, the researcher in this study concluded the following results: there is a very great degree in the level of the organizational commitment among the teachers in the Arab schools in Israel, there are no statistically significant differences at the level of significance (a=0.05) for the degree of the level of the organizational commitment among the teachers in the Arab schools in Israel from their perspective according to the impact of gender, According to the results, the study recommended the need to maintain and strengthen this degree through continuing and preserving this status and conducting studies on the organizational commitment and its relationship to other demographic variables, such as the educational level, the educational stage, and the type of school.

DIME CÓMO ERES Y ENTENDERÉ POR QUÉ TE VAS

The increase of the organizational commitment of employees as a way to increase their performance and reduce their absentisim and the rotation index has become a key aspect for companies. In this article we propose a novel perspective, consisting of the consideration of aspects associated with the personality of employees. We depart from the five-factor model of personality (FFM) and identify the influence on employees’ continuance commitment. We follow a quantitative methodology, by considering a sample of 144 employees from three companies, and we explore how personality traits influence the intention of the employees to continue in the company. Among the main practical implications of this investigation, we highlight the empirical verification of the importance attached to employee’s personality in order to understand its degree of organizational commitment with the organization.

La relación entre la satisfacción con la comunicación interna y el compromiso organizacional: el caso de una universidad ecuatoriana

El art??culo presenta la metodolog??a y los resultados de una investigaci??n que indaga en la relaci??n entre la satisfacci??n con la comunicaci??n interna y el compromiso organizacional en una universidad ecuatoriana. La investigaci??n tiene un dise??o mixto secuencial y est?? realiz??ndose en tres fases durante un periodo inicial de dos a??os (junio 2016 a junio 2018). La primera fase, ya realizada, pretende determinar la actual relaci??n entre la satisfacci??n con la comunicaci??n interna y el compromiso organizacional, con tres preguntas de investigaci??n: ??cu??les son los niveles de satisfacci??n con la comunicaci??n interna?, ??cu??les son los niveles de compromiso organizacional de los empleados? y ??qu?? relaci??n tiene la satisfacci??n con la comunicaci??n interna y el compromiso organizacional? La intenci??n final es encontrar bases te??ricas y evidencia emp??rica acerca de que las organizaciones y los supervisores deben centrar sus esfuerzos en la comunicaci??n interna y, de esta manera, aumentar la percepci??n de apoyo recibido y lograr una mayor identificaci??n de los empleados con la organizaci??n. DOI : https://doi.org/10.26422/AUCOM.2017.0601.WIL

Comprometimento organizacional e regime de remuneração: estudo em uma carreira pública de auditoria fiscal

No contexto da carreira de auditoria da Receita Federal, utilizou-se, por cerca de nove anos, o regime de remuneração variável, vinculado à avaliação do desempenho individual e ao alcance de metas de arrecadação. A partir de 2008, esse sistema remuneratório foi substituído pela modalidade de retribuição pecuniária por subsídio, fixado em parcela única, sem gratificações ou recompensas. O novo modelo marca o fim das metas de desempenho individual e institucional para fins remuneratórios. Dada essa realidade, a pesquisa pretende responder à seguinte questão: Que efeito a mudança do modelo de remuneração variável para remuneração por subsídio causa no comprometimento organizacional no âmbito da carreira de auditoria do fisco federal? O objetivo geral é investigar a relação do comprometimento organizacional com os modelos de remuneração variável e por subsídio. Para isso, são considerados dois momentos distintos de forma de remuneração: sob o regime de pagamento variável, vinculado ao desempenho individual e ao alcance de metas da organização, e no segundo momento sob a forma de remuneração por subsídio, sem qualquer vínculo com as metas organizacionais ou desempenho individual. A pesquisa é de natureza quantitativa e descritiva quanto aos fins, utilizando uma survey como método de coleta de dados, com 142 integrantes da carreira de auditoria da RFB lotados na 3ª Região Fiscal. A análise dos dados coletados foi realizada a partir de estatística inferencial não paramétrica, baseada, sobretudo, em testes de análise univariada de variância. Os resultados indicam um elevado grau de comprometimento organizacional por parte dos pesquisados, ausência de efeito sobre esse comprometimento com a mudança no regime de remuneração que a categoria atravessou e revelam que auditores e analistas possuem preferência pelo modelo fixo de remuneração. Verificou-se, ainda, uma percepção de alteração negativa no trabalho com a mudança na remuneração, indicando, para estudos futuros, a análise de como as variáveis de resistência organizacional intermediam a mudança em sistemas de remuneração.

Unethical Information Security Behavior and Organizational Commitment

In this article, we investigate the relationships between unethical behaviors from the viewpoint of information security and organizational commitment by using micro data collected from the survey conducted at March 2012. As a result, first, it is found that heightening the degree of organizational commitment (OC) does not exclusively deter all unethical behaviors, but that at least organizational commitment deters the intention to access non-work-related Website in the workplace. In addition, it is confirmed that the effects of OC toward the intention of the non-work-related Website access in the workplace according to the organizational attributes are different. In the organizations whose non-work-related Website access in the workplace is prohibited as a rule, heightening the degree of OC is able to reduce the respondents who access non-work-related Website in their workplace. Second, it is found that based on TPB and TRA, the attitude and risk assessment toward the intention of unethical behaviors have an influence on the behaviors.

Organizational Commitment And Turnover Intentions Of Marketing Managers

<span>Previous research has increased our understanding of organizational commitment; however, few researchers have analyzed the antecedents and consequences of organizational commitment of marketing managers. A structural equation model explaining the organizational commitment of 335 marketing managers was developed and tested. Higher levels of distribute justice, job satisfaction, promotional opportunity and seniority were significant predictors of organizational commitment. Marketing managers intention to leave their jobs was highly influenced by their degree of organizational commitment. Kinship responsibility was not a significant predictor in the model.</span>

Learning from Unexpected Events: A Root Cause Analysis Training Program

Staff members need appropriate training before the investigation and causal analysis of accidents in any complex system. Otherwise results will be incomplete and will be focused on the Least manageable contributors, such as the unsafe acts of frontline operators, regardless of the degree of organizational commitment. This is particularly true in healthcare, a field in which errors have traditionally been understood in terms of breaches of personal and professional accountability. This article outlines an incident investigation and root cause analysis workshop developed to address this training need for healthcare professionals representing the full spectrum of healthcare settings in Utah and Nevada and reviews feedback from participants.

The association between benchmarking and organizational performance: an empirical investigation

This study examines the effect of four measures related to benchmarking and its successful implementation on organizational performance, controlling for size and industry. The four benchmarking measures are (1) internal preliminary competitive analysis, (2) external preliminary competitive analysis, (3) degree of organizational commitment, and (4) prior benchmarking experience (Elnathan et al. 1996). Data for the study was obtained from 157 U.S. manufacturing business units using a questionnaire instrument. The results indicate that three of the benchmarking measures have a positive effect on organizational performance that is significant. Prior experience with benchmarking, the commitment of the organization to benchmarking and internal preliminary competitive analysis meaningfully enhance firm performance.

Organizational Commitment and Perceived Management Styles: The Public‐Private Sector Contrast

Organizational commitment and perceived management styles were examined using survey responses from 1418 employees from both public and private sector organizations, operating in Australia. Comparisons between public (n=474) and private (n= 944) sector employees revealed significantly higher levels of commitment amongst private sector employees. These differences were consistent with differences in perceived management styles. The concept of organizational commitment was found to incorporate the notion of “corporate loyalty/citizenship” and the notion of “attachment to the organization”. Management styles (as perceived by respondents) were found to relate to four main sub‐dimensions: (1) the degree of “emphasis on flexibility and adaptation”; (2) the degree of “emphasis on rules and regulations”; (3) the degree of emphasis on “hierarchy and role specialization” and (4) the degree of “work‐group discontinuity/change”. For both sectors, statistical analysis (regressions) revealed that the degree of organizational commitment as well as the extent of loyalty and attachment to the organization were affected positively by perceptions of greater (perceived) emphasis on “flexibility and adaptation” and by lesser (perceived) emphasis on “rules and regulations”. Salient implications of these findings on management practice are discussed. In recent years, a great deal of attention has been invested in identifying the various causes and implications of organizational commitment. The main thrust was to afford reasonable explanations of the development process of organizational commitment defined as the strength of an individual's identification and involvement with an organization. One of the most contended views is that positive organizational commitment, including feelings of affiliation, attachment and citizenship behaviour, tends to improve organizational efficiency and effectiveness by contributing to resource transformations, innovativeness, and adaptability (Williams & Anderson, 1991). As such, organizational commitment has important implications for both individual and organizational outcomes and is central to organizational life. In general, the antecedents of commitment have been grouped into two categories: personal characteristics and situational attributes. However, previous research has not reached any substantial agreement on the precedence of the above characteristics. While some researchers have found (and argued) the prevalence of personal characteristics (Brooks & Seers, 1991) others have tended to emphasise situational effects (Grau et al, 1991), while still others have underlined equal effects of both types of characteristics (O'Reilly et al, 1991). In an attempt to contribute to the research debates and suggestions, the present article examines the potential impact of management styles (as perceived by members) on the degree of organizational commitment. The notion of management style is considered from the organizational standpoint (Burns & Stalker, 1961; Shrader et al, 1989). The article draws on an empirical study focusing on a sample of 1418 public and private sector employees from a variety of industries based in Australia. Management style can significantly influence the degree of workers commitment to organizational values and goals. In general, it has widely been shown and argued that the more flexible and participative management styles can strongly and positively enhance organizational commitment (Gaertner & Nollen, 1989). These styles tend to decrease role stress and thereby significantly increase employee commitment. The organic style of management emphasising flexibility and adaptation (Burns & Stalker, 1961; Gonring, 1991) might provide greater concern for workers as human beings, and for the work organization as a total social and cultural system. The success of this type of management style lies with its flexibility and adaptability to changing conditions while maintaining organizational consistency and continuity. Because of its greater reliance on worker loyalty and trust, this style of management might also be geared to enhance organizational citizenship behaviours (Williams & Anderson, 1991).

Patterns of Organizational Commitment and Perceived Management Style: A Comparison of Public and Private Sector Employees

Organizational commitment and perceived management styles were examined using survey responses from 1418 employees from both public (N = 474) and private (N = 944) sector organizations, operating in Australia. Comparisons between the two groups of employees revealed higher commitment among private sector employees. These differences were consistent with differences in perceived management styles. In agreement with previous research, factor analysis unveiled that the concept of organizational commitment was multidimensional. However, in the present study, that concept was found to incorporate the notion of "corporate loyalty/citizenship" and the notion of "attachment to the organization." The operational concept of management style used in the study was found to incorporate four subdimensions: (factor 1) the degree of "emphasis on flexibility and adaptation"; (factor 2) the degree of "emphasis on rules and regulations"; (factor 3) the degree of emphasis on "hierarchy and role specialization" and (factor 4) the degree of "work-group discontinuity/change." Multiple regression analysis revealed that the degree of organizational commitment as well as the extent of loyalty and attachment to the organization were affected positively by factor 1 and negatively by factor 2, in both public and private sectors. Factor 3 seems to have a positive effect on overall commitment, but more so in terms of the degree of attachment to the organization. Tenure and supervision were also found to have some effect on commitment, but more so in terms of feelings of attachment to the organization (for tenure) and in terms of feelings of loyalty/citizenship (for supervision). Organization size had a moderate negative effect on commitment, but more so in the private sector. Implications and suggestions for future research and management practice are discussed.