Organizational Commitment Behavior Research Articles

Effect of perceived organizational justice and organizational trust on organizational commitment behavior

The aim of this study is to determine the effect of perceived organizational justice and organizational trust on organizational commitment. The sample of the study in the survey model is composed of 566 primary school teachers working in the province and the districts of Edirne during the 2010-2011 educational year. The data of the study was collected using three different scales administered simultaneously. In the study, two basic results were obtained through using Beugre’s ‚Organizational Justice Scale‛, Nyhan and Marlowe’s (1997) ‚Organizational Trust Scale‛ and Meyer and Allen’s (2004) ‚Organizational Commitment Scale‛. First, it was determined that there was a positive and high relationship between the predictive variables of organizational justice and organizational trust and the predicted variable of organizational commitment. Second, the feeling of organizational trust was determined statistically to have higher accountability for the organizational commitment when compared to the feeling of organizational justice. As a result of the Path analysis, it was observed that the sub-dimensions of the organizational trust and organizational justice behaviors predicted the organizational commitment behavior in the positive direction. In conclusion, it can be stated that employees’ high organizational trust and organizational justice perceptions will result in an increased organizational commitment

The Effects of Servant Leadership on Affective Organizational Commitment, Customer Orientation, and Altruistic Behavior: Focusing on the Mediating Effect of Job Satisfaction

The Effects of Servant Leadership on Affective Organizational Commitment, Customer Orientation, and Altruistic Behavior: Focusing on the Mediating Effect of Job Satisfaction

Relationship Between Organizational Justice and Organizational Commitment in Primary Schools

The purpose of this study is to determine the relationship between the perception of teachers on organizational justice and organizational commitment behaviors. The study sample includes 350 teache...

Evaluation of Organizational Commitment Models and their components in Asian Cities

Most studies in organizational commitment that conducted in Asian cities employed the three-component model of Meyer and Allen (1991). The five-component organizational commitment model of Wang (2004) had provided a better explanation of organization commitment behaviour in her research. In order to evaluate the appropriateness of Wang’s model, this research used her five-component model in studying the organizational commitment in Hong Kong. This research also provided an evaluation of its results with other relevant research in Asian cities in order to compare the organizational commitment behaviour in this area. Data was collected from 310 Information and Communication Technology (ICT) professionals in Hong Kong. Results indicate that Wang’s model is more appropriate than other western models in describing employees’ commitment in Hong Kong. By comparing the data collected in this research and recent findings from other researchers in Asian cities, the evaluation of these results indicates that the level of organizational commitment in Hong Kong is higher than those in other Asian cities.

일터학습이 혁신성과 조직몰입 및 조직시민행동에 미치는 영향

일터학습이 혁신성과 조직몰입 및 조직시민행동에 미치는 영향

The Investigation of the Relation between Managers' Organizational Commitment and Teachers' Organizational Citizenship Behaviors in Female Governmental High Schools of the Two Areas of Kerman City

The goal of the present study was the investigation of the relation between managers' organizational commitment and teachers' organizational citizenship behaviors in female governmental high schools of the two areas of Kerman city in 91 -92 education years. The design of the method was descriptive – correlation. The sample of the participants was 99 individuals from managers, and 244 individuals from teacher's population. In order to sample, the kokeral's formula was used. The sampling was done by simple randomly selecting and classifying. The instruments of the study is anonymous questionnaire , and for measuring the managers' organizational , the Mir and Allen 's questionnaire has been used that is included 24 questions , and for measuring the dimensions of the teachers' organizational citizenship behaviors , the Nicolas questionnaire was used that includes 12 questions. For analyzing the information, SPSS software and Spearman's correlation coefficient, and in order to describe the statistic data, statistic indicators were used. In this study, it is identified that there is no meaningful relationship between the managers' organizational commitment (emotional, continuous, and manner), and dimensions of teachers' organizational citizenship behaviors (helping others, generosity, virtue) in two areas of female high schools.

A study on the relationship between emotional intelligence, organizational commitment and organizational citizenship behavior

Article history: Received December 2, 2013 Accepted 8 May 2014 Available online May 19 2014 This paper presents a casual structure model between emotional intelligence and organizational citizenship behavior by using organizational commitment as mediator variable. The study is accomplished among 324 employees of united bus company in city of Tehran, Iran. Using structural equation modeling, the study has confirmed that emotional intelligence influenced on organizational citizenship behavior and commitment. The study also confirms that organizational commitment influenced on organizational citizenship behavior. Finally, the study has confirmed that there were significant relationships between emotional intelligence and its dimensions with organizational citizenship behavior and organizational commitment of employees. © 2014 Growing Science Ltd. All rights reserved.

The relationship between physical environment and safety behavior

The purposes of this study were to examine the influence of physical environment on both organizational commitment and safety behavior, the mediating effect of organizational commitment in the relationship between physical environment and safety behavior, and the moderating effect of safety climate in the relationship organizational commitment and safety behavior. Date were gathered from 281 employees who were working in manufacturing organization in Korea. The collected data were statistically analyzed though t-test, correlation analysis and Structural Equation Model(SEM) with SPSS 18.0, AMOS 18.0. The results showed that physical environment, organizational commitment, and safety climate had positive relationships with safety behavior. And Organizational commitment partially mediated the relationship between physical environment and safety behavior. But, safety climate hadn't a moderating effect between organizational commitment and safety behavior. Finally, implication of result and future research task were discussed with limitations.

골프장 종사자의 셀프리더십, 조직몰입 및 조직시민행동간의 관계

골프장 종사자의 셀프리더십, 조직몰입 및 조직시민행동간의 관계

The effect of perceived corporate philanthropy on organizational citizenship behavior

The purposes of this study were to examine the effect of perceived corporate philanthropy on organizational commitment and organizational citizenship behavior, the mediating effect of organizational commitment in the relationship between perceived corporate philanthropy and organizational citizenship behavior, and the moderating effect of service values in the relationship between perceived corporate philanthropy and organizational commitment. Data were gathered from 250 employees who were working in various organizations in Korea. To reduce the effect from the common method bias, the organizational citizenship behavior was rated by others(two hundred and fifty peers, subordinates, and supervisors). As a result, organizational commitment partially mediated the relationships between perceived corporate philanthropy and organizational citizenship behavior. Service values moderated the relationship between perceived corporate philanthropy and organizational commitment because the relationship was more positive when service values was high than low. Finally, implication of results and future research tasks were discussed with limitations.

Effect of Ethical Leadership Behaviours on the Teachers’ Ethical Commitment Level in Secondary Schools

The purpose of this study is to understand the relationship between ethical leadership and organizational commitment in secondary schools. Research was conducted with teachers serve in secondary schools located in district of Turhal in the Tokat/Turkey. In consequence of the study, analysis conducted with data set over recurrent and applicable 195 scales. Arithmetic average and standard deviation values were calculated in research to determine perception level concerning organizational commitment behaviour of teachers and ethical leadership behaviours of school administrators. Simple regression analysis were conducted to test how well explain variables in the study each other. According to research findings, it was shown that the perception level of ethical leadership was high and among other dimensions, dimension of attendance commitment had the highest level of commitment.

The Effect of Perceived Corporate Philanthropy on Organizational Citizenship Behavior: Mediating Effect of Organizational Commitment and Moderating Effect of Service values

The purposes of this study were to examine the effect of perceived corporate philanthropy on organizational commitment and organizational citizenship behavior, the mediating effect of organizational commitment in the relationship between perceived corporate philanthropy and organizational citizenship behavior, and the moderating effect of service values in the relationship between perceived corporate philanthropy and organizational commitment. Data were gathered from 250 employees who were working in various organizations in Korea. To reduce the effect from the common method bias, the organizational citizenship behavior was rated by others(two hundred and fifty peers, subordinates, and supervisors). As a result, organizational commitment partially mediated the relationships between perceived corporate philanthropy and organizational citizenship behavior. Service values moderated the relationship between perceived corporate philanthropy and organizational commitment because the relationship was more positive when service values was high than low. Finally, implication of results and future research tasks were discussed with limitations.

Effect of Breach of Psychological Contract on Workplace Deviant Behaviour

The purpose of this study is to understand the effect of breach of psychological contract on workplace deviant behavior of Information Technology Professionals of Pakistan.There is a need for this study as it was seen that IT industry of Pakistan could not flourish as much as IT industries of India and other regional countries. One of the major problems regarding IT industry in Pakistan is that there is lack of organizational commitment. So we have tried to find out the reasons behind this problem. From preliminary research it was found that two key factors affecting commitment in IT industry are compensation and psychological contract.Breach of psychological contract and workplace deviant behavior were measured with the help of questionnaire. Statistical analysis was conducted to find the relationship. The study shows that if there is a breach of psychological contract on part of employer then the employee tends to show negative behaviors and attitudes. This can result in reduced loyalty, decrease in organizational commitment and organizational citizenship behavior and it increases workplace deviant behavior. The performance of employee is affected and hence it affects overall productivity of the organization. The implications are discussed and further study is proposed.

The Effect of Organizational Culture Types on Organizational Commitment and Organizational Citizenship Behavior in Small and Medium Hospitals

To propose the way for improving organizational management of small and medium hospitals through analyzing the effect of organizational culture types on organizational commitment and organizational citizenship behavior. A survey was held to the employees of 4 hospitals that could accomodate less than 100 patients located in Daegu and Gyeongbuk for 4 weeks starting November 20, 2012. As result of factor analysis, the organizational culture divided to the four types: adventurous, hierarchical, productive, friendly types. The adventurous and friendly types revealed the positive effect on organizational commitment, and the productive and friendly types revealed it on organizational citizenship behavior. Instead, hierarchical type revealed no effects on the both. Therefore, to improve organizational management in small and medium hospitals, the strengthened efforts to build up friendship and supportive environments for reasonable decision making.

Effects of The Call Center Counselors' Personal Characteristics and Perceived Organizational Support on Organizational Commitment and Organizational Citizenship Behavior

This study is to establish the effect of the call center counselors' personal characteristics and perceive organizational support(POS) on their organizational commitment and organizational citizenship behavior(OCB). through survey targeting 290 call center counselors in Seoul. Accordance with these conclusions, Self-esteem, Self-efficacy except Emotional Intelligence were positive(+) influence on Organizational Commitment. and Emotional Intelligence, Self-esteem, Self-efficacy were positive(+) influence on OCB. Also Self-esteem and Organizational Commitment, OCB were full mediation on POS And Self-efficacy and Organizational Commitment, OCB were part mediation on POS. This result implies call center needs the approach method and different perspectives to increase the degree of call center counselors' organizational commitment.

Why and When Does Ethical Leadership Evoke Unethical Follower Behavior?

In the current study, we examined the link between ethical leadership, job autonomy, organizational commitment and unethical pro-organizational behavior. Based on social identity and social exchang...

The Effect of Psychological Ownership on Organizational Commitment and Organizational Citizenship Behavior : The Moderating Role of LMX and POS

치열한 경쟁과 급격한 변화로 요약되는 최근 경영환경 속에서 경영자 및 조직이론 연구자들은 구성원들의 심리상태에 보다 더 관심을 가져야 한다고 주장한다. ‘대상에 대해 자신의 것이라는 느낌을 갖는 심리적 상태’를 의미하는 심리적 주인의식(psychological ownership)은 구성원들이 자발적으로 자신의 역량을 최대한 발휘할 수 있게 만들어주는 주요한 동인으로 인식되고 있다. 특히, 이질적인 국가 환경에 직면한 다구적기업의 경우 서로 다른 사회문화적 배경을 가진 구성원들의 태도 및 행동에 대한 보다 면밀한 이해가 필요하다. 따라서 본 연구에서는 국내에 진출한 다국적기업 자회사의 현지인력을 대상으로 심리적 주인의식이 조직몰입과 조직시민행동에 어떤 영향을 미치는지, 리더-구성원 교환관계와 조직지원인식이 이들 사이의 관계에 조절효과를 가지는지를 실증분석하였다. 분석 결과, 심리적 주인의식이 높을수록 조직몰입 및 조직시민행동에 긍정적인 영향을 미치는 ㄴ것으로 나타났다. 또한, 리더-구성원 교환관계는 심리적 주인의식과 조직몰입 및 조직시민 행동 사이의 관계에서 모두 조절효과를 가지는 것으로 확인되었으며, 조직지원인식은 심리적 주인의식과 조직시민행동 사이의 관계에서만 조절효과가 나타났다. 이러한 연구결과를 바탕으로 인적자원관리를 위한 시사점 및 향후 연구방향을 정리하였다.

A Study on Effects of Job Stress in Airline Employees on Job Satisfaction, Organizational Commitment and Organizational Citizenship Behavior

A Study on Effects of Job Stress in Airline Employees on Job Satisfaction, Organizational Commitment and Organizational Citizenship Behavior

Desirable ethical climates impacts on organizational effectiveness: Moderations by firm characteristics

This empirical study examines the relationships between ethical climates and organizational effectiveness moderated possibly by job satisfaction (JS), organizational commitment (OC), and organizational citizenship behavior (OCB). The sample consisted of 383 employees in four companies operating in South Korea. The study focused on desirable ethical climates, rather than all the nine types of Victor and Cullen, along with the firm characteristics. The results found that the impacts of desirable ethical climates are effective and positive, except on OC. Contrary to the antecedent research consequences, the impact of social responsibility climate on OC is negative. In addition, the results indicate that the firm’s characteristics (size and nationality) differentiate their impacts on organizational effectiveness especially, on the factors of OC. Key words: Desirable ethical climate, firm characteristics, organizational effectiveness, organizational commitment.

The Influence of Secretaries' Emotional Intelligence on their Organizational Commitment and Organizational Citizenship Behaviors; Focused on Female Corporate Secretaries of Seoul Metropolitan Area

The Influence of Secretaries' Emotional Intelligence on their Organizational Commitment and Organizational Citizenship Behaviors; Focused on Female Corporate Secretaries of Seoul Metropolitan Area