Normative Professional Commitment Research Articles

THE INFLUENCE OF PROFESSIONAL COMMITMENT ON TURNOVER INTENTION AMONG EDUCATIONAL ACCOUNTANTS

The aim of this research is to examine the influence of professional commitment on turnover intention. The data collection method used in this study was a digital survey method, which involved sending a Google Form link to the selected population via WhatsApp chat. A total of 56 questionnaires were collected through the Google Form, but one questionnaire provided answers that were not as expected (negative questions were answered positively), so it had to be excluded from the research sample. Data analysis was conducted using inferential statistical tests, specifically multiple linear regression. The research results indicate that turnover intention among educational accountants at private universities is influenced by professional commitment, specifically Affective Professional Commitment. Low Affective Professional Commitment is associated with higher levels of turnover intention, indicating that the desire of educational accountants to leave their jobs is related to their lack of attachment to their profession. However, this study did not find evidence that turnover intention is influenced by Continuance Professional Commitment and Normative Professional Commitment. In short, the desire of educational accountants to switch jobs is not related to the presence of other job alternatives or a sense of obligation to remain committed to the university

Tükenmişliğin Mesleki Bağlılık Üzerindeki Etkisi: Öğretmenler Üzerinde Bir Alan Araştırması

The aim of this study is to investigate whether teachers' burnout levels have an effect on their professional commitment. While teachers working in public and private education institutions in Ağrı Doğubayazıt constitute the universe of the research, the sample consists of 100 teachers selected by simple randomization among these existing teachers. The data of the research were obtained by applying the questionnaire technique. The “Maslach Burnout Scale” developed by Maslach and Jackson (1981) and Meyer et al. The “Professional Commitment Scale” developed by (1993) was used. In this direction, SPSS package program was used in the analysis of the collected data. Correlation analysis was conducted to reveal the relationship between the burnout levels of teachers in the study and their professional commitment levels, and regression analysis was conducted to reveal the effect of burnout sub-dimensions on professional commitment sub-dimensions. According to the results of the analysis, there was no significant effect of the emotional exhaustion sub-dimension of burnout on the sub-dimensions of professional commitment. Depersonalization, which is another sub-dimension of burnout, was found to have a negative effect on the emotional professional commitment and professional continuance commitment dimensions of professional commitment, while it did not have a significant effect on normative professional commitment.

Mental health of healthcare professionals: headaches and professional commitment interact to impact nurse turnover intention

PurposeNurses' health is vital for retaining nurses in the profession. However, lack of study has examined how headaches and professional commitment interact to impact professional turnover intention. This study aims to examine the moderating effect of nurses' headaches on the relationship among professional commitment factors (affective professional commitment, continuance professional commitment and normative professional commitment) and nurses' professional turnover intention.Design/methodology/approachThis study employed a two-wave design and questionnaires to survey 524 nurses from a large medical center in Taiwan during February and March 2017 (the first wave) and June and August 2017 (the second wave). Headaches were measured using descriptions formulated by the International Headache Society. Items measuring other constructs came from relevant literature. Regression analysis was used to assess relationships between the constructs.FindingsAll aspects of professional commitment are negatively related to professional turnover intention (B [CI] = −0.47 [−0.58, −0.36], −0.20 [−0.29, −0.11], −0.22 [−0.32, −0.12], p < 0.001). Headaches reduce the negative relation between affective professional commitment and professional turnover intention (B [CI] = 0.14 [0.02,0.27], p = 0.02).Practical implicationsHeadaches could interfere with nurses' commitment to the nursing profession and influence nurses' intention to leave. Managers should seek means to help alleviate nurses' headaches.Originality/valueThis study is the first to examine how headaches and professional commitment interact to influence nurses' professional turnover intention.

How do three components of professional commitment influence nurse-reported patient-centred care and care quality?

To test how the three components of professional commitment (i.e. affective, continuance and normative professional commitment) are associated with nurse-reported patient-centred care and care quality. Patient-centred care and care quality are the two critical care outcomes. However, no study has yet examined how the three components of professional commitment are related to nurse-reported patient-centred care and care quality, showing a research gap. This study adopted a two-wave design (first wave in 2017 and second wave in 2019), which is known to reduce the possibility of reverse causality, and which was conducted in a large hospital in Northern Taiwan. Proportionate random sampling was used. Full-time nurses were surveyed, while nursing students, interns, nurse practitioners and nursing supervisors were excluded. The first wave included 524 nurses, and 438 nurses were retained in the second wave. We used confirmatory factor analysis to verify the psychometric properties of the measures. Structural equation modelling was used to implement hypothesis testing. We used the Professional Commitment Scale of Meyer et al. (Journal of Applied Psychology, 1993, 78, 538), the Patient-Centered Care Scale of Laird-Fick et al. (Patient Education and Counseling, 2011, 84, 90) and the Care Quality Perceptions Scale of Teng et al. (Journal of Nursing Management, 2010, 18, 275). The STROBE statement was chosen as the EQUATOR checklist. Affective professional commitment was positively associated with nurse-reported patient-centred care (β=.18, p=.002 and .01), which was positively associated with nurse-reported care quality (β=.85, p<.001). Affective and normative professional commitment were also positively associated with nurse-reported care quality (β=.17, p<.001). Our findings offer insights for nursing managers that nurses' affective and normative professional commitment could help upgrade care outcomes. Hospital managers should consider professional commitment as relevant to their workforce. Nursing managers could publicise reports documenting nurses' significant contributions to public health. This could strengthen affective professional commitment among nurses.

Professional commitment: Its effect on kindergarten teachers’ organizational citizenship behavior

Organizational Citizenship Behavior (OCB) is one of the keys to the success of an organization. This current research aims to evaluate the effect of Professional Commitment on Kindergarten teachers' OCB. This quantitative research applies a cross-sectional survey design with an explanatory research type, with 145 Kindergarten teachers as the research subjects. The results show that Professional Commitment significantly affects OCB by 70.6%. In addition, teachers with higher Professional Commitment possess higher OCB in carrying out their professional duties. The results also show that the dimensions of Affective Professional commitment, Normative Professional commitment, and Continuance Professional commitment significantly affect the OCB of Kindergarten teachers. &#x0D; &#x0D; Keywords: Professional Commitment, Organizational Citizenship Behavior, kindergarten teachers

Auditors’ client commitment: a reason to stay when organizational and professional commitment are low

In the context of auditing, client commitment has been defined as a form of dedication contributing to value-added service without compromising objectivity. While the importance of organizational and professional commitment for auditors&#8217; retention has already been established, very few studies have examined the effect of client commitment on intention to stay. The present study seeks to extend prior research on client commitment by applying affective, continuance and normative components to this target, in order to examine their additional and interaction effects on intention to stay. Our sample consists of 281 auditors working for CPA firms. We find that normative and continuance client commitment have a positive effect on the intention to stay in the organization, in addition to the effects of affective and continuance organizational commitment. Normative professional commitment has a positive effect, only when organizational commitment is high. Altogether, our results suggest that when organizational and professional commitment falter, client commitment remains the only force pushing auditors to stay, its effect then becoming even stronger. The managerial utility of promoting client commitment to selectively retain service-oriented auditors is discussed.

PENGARUH DIMENSI KOMITMEN PROFESIONAL TERHADAP PERILAKU ETIS AKUNTAN PENDIDIK DI PERGURUAN TINGGI NEGERI DAN PERGURUAN TINGGI SWASTA

This study aims to obtain empirical evidence the affect of the dimensions of professional commitment, namely affective professional commitment, continuance professional commitment, normative professional commitment, to ethical behavior in Accountants Educators in State Universities and Private Universities. The sample in this study was taken using a insidental sampling method. The number of sample data processed was 101. Data collection using primary data sources in the form of a questionnaire was arranged with a five-point Likerts scale. The data analysis technique of this study used multiple linear regression analysis techniques. The results showed that affective professional commitment did not influence ethical behavior. Continuance professional commitment negatively affects ethical behavior. Furthermore normative professional commitment has a positive affect on ethical behavior.

Factors that affect dysfunctional audit behaviour: A study to understand external auditor’s role as the guardians of strong and justice organizations (Goal 16 sustainable development goals)

This study aimed to investigate factors that affect dysfunctional audit behavior, represented by audit quality reduction and underreporting time. Using 117 questionnaires distributed to auditors in Jakarta, a multiple regression analysis is performed to test the hypothesis. The results showed that perceived time budget pressure and continuous professional commitment positively influence audit quality reduction and underreporting time. While professional commitment, affective, type of personality, and auditor position in audit firms negatively affect audit quality reduction and underreporting time. Besides, competencies negatively affect audit quality reduction and do not affect the underreporting of time. On the other hand, normative professional commitment and independence do not affect audit quality reduction and underreporting time. These results indicate that public accountants have played a role in achieving a more transparent and accountable audit firm, SDGs goals no 16.

The role of professional commitment in improving nurses' professional capabilities and reducing their intention to leave: Two-wave surveys.

Social cognitive career theory (SCCT) can explain the mechanism underlying the formulation of nurse turnover intention. However, little is known about the role of professional commitment in such a mechanism. The aim of this study was to explore how elements of SCCT have an impact on the three aspects of professional commitment and thus nurses' intention to leave the profession. This study used surveys to collect two-wave data. The participants were sampled in all available units of a major medical centre in 2017. By using proportionate random sampling methods, we successfully followed up a representative sample of 524 full-time nurses. Most participants (98.1%) were female. Items came from Cunningham etal.'s Self-Efficacy Scale, Outcome Expectations Scale, Human Capital Scale and Vocational Interest Scale; Meyer etal.'s Professional Commitment Scale; and Teng etal.'s Turnover Intention Scale. Structural equationmodelling was used to test the hypotheses. Self-efficacy was positively related to outcome expectation. Outcome expectation was positively related to career interest. Career interest was positively related to affective professional commitment. Human capital was positively related to normative professional commitment. Affective professional commitment was positively related to intention to improve professional capabilities, which was further negatively related to intention to leave the profession. Aspects of professional commitment are important process variables in the impact of self-efficacy and outcome expectation on nurses' turnover intention.

Komitmen Organisasi pada Dosen Generasi Milenial

&lt;p&gt;In Human Resource Management, workers from the millennial generation, including those working as lecturers in Indonesia, are often studied with regard to their low level of organizational commitment. Millennial lecturers are often faced with various challenges that can trigger them to decide to quit their jobs and leave the college. This research aimed to discover the factors influencing millennial lecturers’ organizational commitment. The instruments used were the Organizational Commit­ment Scale, Job Satisfaction Survey, and Professional Commitment Scale. The respondents were 123 lecturers from 10 universities in Padang, Jakarta, and Bali, who were selected using purposive sampling technique. The analysis method used was a multiple regression analysis. The research findings showed that job satisfaction and professional commitment, to be exact, their satisfaction with supervisors, professional commitment continuance and normative professional commitment had a significant impact on these lecturers’ organizational commitment. The result of this study delivers important implications to universities in managing their millennial lecturers so that they can improve their organizational commitment.&lt;/p&gt;&lt;p&gt; &lt;/p&gt;&lt;p&gt; &lt;/p&gt;

How do career barriers and supports impact nurse professional commitment and professional turnover intention?

This study examines how career barriers and supports (i.e., perceived discrimination, lack of advancement, human capital, and social capital) impact affective, normative, and continuance aspects of professional commitment and thus nurses' professional turnover intention. Professional commitment is known to influence professional turnover intention. However, little is known about how career barriers and supports contribute to professional commitment and reduce professional turnover intention. This study adopted a cross-sectional design and a survey to collect representative data in a major hospital in northern Taiwan. We used proportionate random sampling to ensure sample representativeness and obtained 524 responses. Perceived discrimination and lack of advancement were negatively related to affective professional commitment. Human capital was positively related to affective, normative, and continuance professional commitment. Social capital was positively related to normative professional commitment. All aspects of professional commitment were negatively related to professional turnover intention. Career barriers and supports have an important influence on professional commitment. Reduced barriers and enhanced support may therefore help reduce nurses' professional turnover intentions. Nursing managers could aim to lessen career barriers while increasing career support for nurses, helping strengthen nurses' professional commitment and retention.

How does burnout impact the three components of nursing professional commitment?

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. This study aims to investigate the relationships between burnout and the three components of nursing professional commitment. 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. 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). 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.

Interactive Relationships Among Multiple Dimensions of Professional Commitment

The purpose of this study was to examine the main and interactive effects of four dimensions of professional commitment on strain (i.e., depression, anxiety, perceived health status, and job dissatisfaction) for a sample of 176 law professionals. The study utilized a two-wave design in which professional commitment and strain were measured at Time 1 and strain was measured again at Time 2 (T2), 2 months later. A significant two-way interaction indicated that high affective commitment was related to less T2 job dissatisfaction only for lawyers with low accumulated costs. A significant four-way interaction indicated that high affective professional commitment was only related to fewer symptoms of T2 anxiety for lawyers with high normative professional commitment and both low limited alternatives and accumulated costs. A similar pattern of results emerged in regard to T2 perceived health status. The theoretical and practical implications of these results for career counselors are discussed.

The influence of professional commitment to the acceptance of dysfunctional audit behavior with workplace spirituality as a moderating variable: An Empirical Study of Accounting Firms in Ind

ABSTRACT This research aims to find outthe acceptance of dysfunctional audit behavior. It also aims toanalyze the influence of auditor’s professional commitment to the acceptance of dysfunctional audit behavior. Moreover, this research analyzes the influence of auditor’s professional commitment to the acceptance of dysfunctional audit behavior moderated by the workplace spirituality.This study was conducted using a survey/questionnaires distributed on auditors who worksfor accounting firms in Indonesia. The analysis unit is junior auditors, senior/supervisor, manager and partner. Structural equation model using WarpPLS program was used to analyze the data.The results of this study indicate that professional commitment; affective professional commitment, continuous professional commitment, and normative professional commitment have positive and significant influence on dysfunctional audit behavior acceptance. Workplace spirituality is significantly proven to moderate the relationship betweenprofessional commitmentswith dysfunctional audit behavior acceptance and to also moderate the relationship between affective professional commitments with dysfunctional audit behavior acceptance.This study is the first to employ the professional commitment and acts as a determinant of workplace spirituality is an external factor and significant factors for accountants in improving organizational commitment serves as a moderating. Keywords: Dysfunctional audit behavior acceptance, professional commitment, workplace spirituality, descriptive research design, Indonesia

The applicability of commitment models in a unionized professional workplace

Purpose – The changing dynamics of current workplaces and the increasing employment of professionals in large bureaucratic organizations calls for a renewed examination of commitment at work. This study assesses a three-component model of professional commitment in a unionized environment to determine the applicability of a three-component model of professional commitment and its effect on participation in union and professional activities. This paper aims to discuss these issues. Design/methodology/approach – A cross-sectional survey of licensed practical nurses tests the validity of a three-component model of professional commitment concurrent with union commitment; the impact of commitment on varying levels of participation in union and professional activities is examined. Findings – Support is found for a three component of professional commitment based on Meyer and Allen's model of organizational commitment. Normative professional commitment has an inverse relationship to outcomes compared to professional affective commitment and union affective commitment, eflecting the professional socialization process. Research limitations/implications – Sample size limits the generalizability of the findings. A larger study, with longitudinal design, would contribute to understanding the operation of union and professional commitment in the same workplace. Practical implications – Support for a variety of union and professional activities is linked to both union and professional commitment, indicating there may be shared values motivating participation in these activities. It may be possible to overcome the negative association between normative commitment and engagement in activities through emphasis on affective commitment to both the union and the profession. Originality/value – The findings are important for the increasing number of professionals employed in unionized settings, particularly in the public sector, whose collective bargaining rights are being threatened.

The Relationship between Organizational and Professional Commitment in the Case of Project Workers: Implications for Project Management

The purpose of this article is to investigate the relationship between organizational and professional commitment of project workers. We first present (1) role-conflict theory and exchange theory to establish the multiple dimensions of commitment (affective, continuance, and normative) and (2) social identity theory to support our argument for different foci of commitment—organization and profession. Building on these theoretical lenses, we present the literature review that compares organizational and professional commitment of project workers with respect to the three dimensions of commitment. Adopting a positivist approach and a sample of 141 project workers, we use Pearson's correlation to identify the relationship between affective organizational and affective professional, continuance organizational and continuance professional, and normative organizational and normative professional commitment. We report significant correlation between affective organizational commitment and affective professional commitment of project workers. The correlations between continuance organizational commitment and continuance professional commitment and normative organizational commitment and normative professional commitment are moderate. We then discuss the implications of these findings for the project management profession.