Growth Commitment Research Articles

PENGARUH PERSEPSI KARAKTERISTIK PEKERJAAN DAN DUKUNGAN ORGANISASI TERHADAP OCB DENGAN MEDIASI KOMITMEN PERTUMBUHAN DAN NORMATIF KARYAWAN

This research aims to determine the effect of perceptions of job characteristics and organizational support for OCB by mediating growth commitment and normative commitment of employees in the Engineering Division at PT. Adya Graha Surabaya. This research uses a quantitative approach that focuses more on hypothesis testing, while the data analysis technique uses path analysis, which looks at the relationship between job characteristics and organizational support felt by employees towards OCB through mediating growth commitments and employee normative commitments. The research findings indicate that perceived job characteristics significantly influence employee growth commitments, and employee growth commitments have a significant relationship with OCB, and also indicate that perceived job characteristics significantly influence OCB by mediating employee growth commitments. The results also show that perceived organizational support significantly influences employees' normative commitment, and normative commitment significantly influences OCB.

K-Centres Functional Clustering

In the present paper, we introduce k-centres functional clustering ( k-centres FC), a person-centered method that clusters people with similar patterns of complex, highly nonlinear change over time. We review fundamentals of the methodology and argue how it addresses some of the limitations of the traditional approaches to modeling repeated measures data. The usefulness of k-centres FC is demonstrated by applying the method to weekly measured commitment data from 109 participants who reported psychological contract breach events. The k-centres FC analysis shows two substantively meaningful clusters, the first cluster showing reaction patterns with general growth in commitment after breach and the second cluster showing general decline in commitment after breach. Further, the reaction patterns in the second cluster appear to be the result of a combination of two interesting reaction logics: immediate and delayed reactions. We conclude by outlining how future organizational research can incorporate this methodology.

Bernanke's Lesson: The Nature of Emergency Liquidity Provision in the Global Financial Crisis

Using a regression discontinuity design, I evaluate whether the nature of emergency liquidity provision matters for credit supply in the early stages of a financial crisis. Comparing marginal winners and losers in the Federal Reserve's emergency liquidity auctions, I exploit a unique feature of the Term Auction Facility to isolate the impact of billion dollar, short-term loans during the financial crisis. I show that the Term Auction Facility increased bank loan commitment growth by approximately 10-15 percentage points, an effect that arises despite banks? ability to borrow at the discount window on similar terms should they fail to obtain funding through the Term Auction Facility. I find some support for a stigma-based explanation: this liquidity matters in part because it provides funds that banks would otherwise not have borrowed at the discount window. This result suggests that the non-pecuniary cost of borrowing from the Federal Reserve likely played an important role in exacerbating the lending decline at the onset of the global financial crisis. Consistent with this interpretation, I also show that banks that were highly exposed to real estate provided more credit throughout the crisis when they had the ability to borrow relatively anonymously at the Federal Reserve.

Which factors make the difference for explaining growth in newcomer organizational commitment? A latent growth modeling approach

SummaryPrevious studies on newcomer socialization have evidenced quite consistently that newcomers' affective commitment tends to decline in the first years of employment. In this paper, we attempt to explain why a minority of Brazilian newcomers in a governmental organization (N = 194) display growth in commitment (33 per cent) in the first 3 years of employment, despite the fact that the odds are clearly in favor of decline (62 per cent). We reasoned that the minority displaying growing commitment may have had qualitatively different work experiences or would have different personal characteristics. We used latent growth modeling and post hoc tests to analyze the hypotheses. Concerning individual differences, newcomers with growing commitment were on average older but did not have higher work centrality. Concerning work experiences, newcomers whose training matched the job (high person–job fit) and whose tasks were challenging were more prevalent in the growing commitment group. The newcomers who showed declining commitment were more likely to feel overwhelmed by the amount of work in the new role (high role overload) and were typically not promoted to higher ranks. Change in commitment also predicted self‐reported performance (productivity and initiative) 3 years after organizational entry. Copyright © 2016 John Wiley & Sons, Ltd.

Use of Pre-and Postcourse Surveys to Predict Student Outcomes

We obtained data from pre-and postcourse questionnaires given in an Introduction to the Psychology Major course taught for 10 semesters and compared these data with institutional outcomes concerning the students' last known major and their graduation status. We found the questionnaire reliably measured (a) vocational identity, (b) knowledge of course content, and (c) students' knowledge of information-finding strategies. Generally, students who entered the course with high commitment to psychology or who demonstrated the greatest growth in commitment tended to remain psychology majors and earned the bachelor's degree in psychology. We discuss factors that affect these predictive outcomes.

Relationships Among Leadership, Organizational Commitment, and OCB in Uruguayan Health Institutions

We develop and test a model that relates leadership behaviors, organizational commitment, and organizational citizenship behaviors (OCBs). We test the model using structural equations with a sample of 116 doctors from Uruguay. Consistent with expectations, our results show that transactional leadership behaviors increase followers' continuance commitment and decrease their growth commitment, whereas transformational leadership behaviors increase followers' growth commitment and also their normative commitment. Besides, organizational commitment mediates in the relationship between leadership and OCB. The turbulent socio-economic context of hospitals in Uruguay make this sample of special interest, since almost all the research published in the field to date has been conducted in developed economies, and during times of macroeconomic prosperity or stability.

Reflections on an apprenticeship in skill development

This paper integrates a literature review with personal experience as an apprentice in the martial art of tai chi. In the classic apprenticeship, a master models a work process for novices to practice. These keystones of modelling and systematic practice have been widely used in education, craft and work. However, the internal learning that results from observation and practice is unclear. This paper offers a four–stage model of such learning, one that has implications for managing the novice's growth of commitment and minimisation of anxiety.

A Language-Action Approach to Operational Research

This paper results from a collaboration between two academics, one a social psychologist who has explored creative work in engineering product design, the other engaged in the application of 'soft' methods in OR, but with a background in engineering. Much of the new thinking in OR is described in terms of a language-action perspective which is prominent in studies of computer supported work, negotiation, and other forms of discursive action. The perspective is used to examine some of the tasks needing to be undertaken if OR is to shift from a concern with social engineering to a concern with reflective social action. Particular attention is paid to the analysis of dilemmas, the growth of commitment, and the assessment of methods. It is concluded that, if OR makes the analysis of cognitive and political processes part of the core of the subject, it may become an epistemic subject with wide application to organisational decision-making.

Schooling and socialization for moral commitment

Central to socialization is the growth of commitment to values and moral rules and the formation of beliefs about society as a moral order. To what extent does schooling influence these processes? In what ways? How might it influence them? Answers to these questions have been rhetorical for the most part because so little is known about the ways that schooling fosters and constrains students' commitments and beliefs. Analyses of schooling as social control and as structured activity should increase this knowledge significantly.