Organizational Commitment Scale Research Articles

Relación entre marketing interno y compromiso organizacional en Centros de Desarrollo Tecnológico colombianos

This research identifies the relationship between internal marketing and organizational commitment in two Colombian Technological Development Centers. The research method used is a quantitative correlation not experimental one and the sample consists of 100 employees of two corporations located in the municipality of Piedecuesta, Colombia, who were exposed to the Internal Marketing Questionnaire of Bohnenberger and Organizational Commitment Scale of Meyer and Allen. The results proved the existence of a significant moderate positive correlation between internal marketing and organizational commitment. In addition, it determined that the affective component of the organizational commitment is the one with the greatest response to internal marketing practices.

Organizational commitment and job satisfaction: an exploratory study in family health units in Portugal

This study explored the relationship between organizational commitment and job satisfaction among workers in family health units. Six family health units in the North of Portugal participated, including 105 health professionals (physicians, nurses, and clinical secretaries). The study used the Portuguese adaptations of the Organizational Commitment Scale by Meyer & Allen (1997) and the Job Satisfaction Survey (Spector, 1985). The results suggest a positive association between organizational commitment and job satisfaction. The professionals are moderately satisfied and committed to the family health units; the most satisfactory aspects are the nature of the work, relationship to coworkers, and communication, while pay is the most unsatisfactory. The affective component of the commitment appears, highlighting the professionals' involvement in (and identification with) the family health units project. The linear regression model proved significant, and organizational commitment explains 22.7% of the variance in job satisfaction. For this sample, organizational commitment predicts job satisfaction.

Effect of school principals’ favouritism behaviors and attitudes on teachers’ organizational commitment, based on the perceptions of primary and secondary school teachers

The purpose of this study is to determine whether there is relation between the favouritism attitudes and behaviours of the school administrators and the organizational commitment of the teachers, based on the perceptions of the teachers. This is a correlational study using survey model. The study is in relational screening model. Research population contains 1219 teachers working in schools (27 of which are primary schools and 25 are secondary schools) in Siirt city centre in the 2014 and 2015 school year. In this research, favouritism scale developed by Aydoğan (2009) and consisting of 15 items and a sub-dimension, as well as the organisational commitment scale developed by Balay (2000) and consisting of three sub-dimensions as compliance, internalization and identification were applied. As a result of the research carried out, it was determined that the primary and secondary school teachers’ perceptions regarding the favouritism attitudes and behaviours of the school administrators are at low level. Moreover, teachers stated that they rarely agree with the items in the compliance sub-dimension of the organizational commitment, while they moderately agree with the items in the identification and internalization sub-dimensions. It was determined that based on the perceptions of the primary and secondary school teachers, there is a negative and medium level relation between the favouritism attitudes and behaviours of the school administrators, and the internalization and identification sub-dimensions of the organizational commitment. Moreover, a positive and low level relation was determined between the favouritism attitudes and behaviours of the school administrators, and the compliance sub-dimensions of the organizational commitment. Furthermore, it was concluded that the favouritism attitudes and behaviours of the school administrators significantly predict all sub-dimensions of the organizational commitment.

Effect of organizational commitment and leader-member exchange on ethical decision-making in nurses

Objective To explore the effect of organizational commitment and leader-member exchange on ethical decision-making in nurses. Methods 520 nurses were questionnaired by the Chinese Employees′ Organizational Commitment Scale, Leader-Member Exchange Scale and the Ethical Decision-making Scale. Results The total scores of organizational commitment and leader-member exchange and ethical decision-making in nurses were respectively (2.11 ± 0.39), (3.54 ± 0.51), (286.62 ± 20.14) points. Pearson correlation analysis showed that the scores of organizational commitment and leader-member exchange were positively correlated with ethical decision-making (r=0.352-0.464, P< 0.05). Hierarchical regression analysis showed that leader-member exchange, opportunity commitment and affective commitment, economic commitment could explain 35.3% of the total variance of ethical decision-making in nurses. Conclusions The organizational commitment and leader-member exchange are the influencing factors of ethical decision-making in nurses. Key words: Nurses; Organizational commitment; Leader-member exchange; Ethical decision-making

Mediating role of perceived career benefits between organizational commitment and work engagement in clinical nurses

Objective To explore the mediating role of perceived career benefits between organizational commitment and work engagement in clinical nurses, and build a structural equation model. Methods A total of 496 clinical nurses from two hospitals were selected by cluster sampling and investigated by nurses′ perceived career benefit questionnaire (NPCBQ), Chinese employees′ organizational commitment scale (CEOCS)and Utrecht work engagement scale (UWES). Data were analyzed and the structural equation model was built using SPSS 13.0 and Amos 17.0 software. Results The total score of NPCBQ, CEOCS and UWES was (53.09±6.35), (59.98±5.66) and (57.29±6.38), respectively. The bivariate correlation analysis showed that there were positive correlations among work engagement, organizational commitment and perceived career benefit (P<0.01). The perceived career benefit was a mediator in the relationship between organizational commitment and work engagement, with intermediary effect of 0.236 7, and the ratio of mediating effect to total effect was 38.07%. Conclusions Nursing managers should provide better social and organizational support systems to improve perceived career benefits and work enthusiasm of clinical nurses. Key words: Clinical nurse; Perceived career benefit; Organizational commitment; Work engagement; Mediating effect

Merger, Acquisition and Employees’ Work Attitude After Bank Reform in Nigeria

&lt;p&gt;&lt;em&gt;The increasing wave of merger and acquisition in organizations are global experiences and especially in Nigeria since significant banking reforms of 2005, which has created challenges over the years to policy makers, management practitioners, organizational researchers and consultants over the failure of the survival of most of these corporate marriages at post-merger and acquisition. This study examined the differential effects of the feelings and beliefs of retained employees on conditions of merger and acquisition caused by changes of reforms with the view to investigate their effects on work attitude. Using organizational commitment scale (OCS) and job satisfaction scale (JSS) , 280 participants with 140 each on conditions of merger and acquisition were assessed. There were 151 males and 129 females of the age ranged between 25 to 51 years, represented across the banks and selected by means of purposive sampling. A hypothesis was examined at .05 significant levels using the t-test. Result of the prediction that more significant effects in acquired than merged banks on employees’ reactions on measures of work attitude after bank reforms was significant, t (278) = 3.939, p &amp;lt; .05. The result of the study suggests that merger and acquisition are differential effects of separates qualities of marriage with different resultant effects. The implication reveals that there is more positive work attitude in merged than acquired banks.&lt;/em&gt;&lt;/p&gt;

Self Efficacy as Predictor of Organizational Commitment among Revenue Personnel

Organizational commitment is becoming increasingly recognized in industrial/organizational literature. Self efficacy beliefs affect performance in a wide spectrum of life including the work place. The aim of the present study was to explore the relationship between self efficacy and organizational commitment and to find out the extent to which self efficacy significantly predicts organizational commitment among revenue personnel. It was hypothesized that the relationship between self efficacy and organizational commitment will be positive and that self efficacy will significantly predict organizational commitment. For this purpose, a sample of one hundred revenue personnel, in the age range of thirty to forty years were incidentally selected from Lucknow and other nearby cities and districts of India. The minimum job experience of the participants was five years. Self efficacy was measured using the Generalized self efficacy scale by Schwarzer and Jerusalem (1995).The organizational commitment scale developed by Khan and Mishra [2002], was used to measure the commitment of employees towards their organization. Pearson product moment correlation analysis and regression analysis was conducted on the obtained data. Results reveal a positive and significant relationship between self efficacy and organizational commitment[r=0.356][ p value 0.01]. A positive significant relationship was also found between self efficacy and the three sub scales of organizational commitment namely affective commitment, continuance commitment and normative commitment. Further, the regression analysis revealed that self efficacy significantly predicts organizational commitment among revenue personnel.

Resilience Quotient, Job Satisfaction and Organizational Commitment of Public Secondary School Teachers of the Division of City Schools of Mandaluyong City

This study was conducted to determine the interrelationship of Resilience Quotient, job satisfaction and organizational commitment of 520 public secondary school teachers of the Division of City Schools of Mandaluyong. Questionnaires include the Resilience Quotient Questionnaire (Russell and Russell, 2006), the Job Satisfaction Survey (JSS) (Spector, 1985), and the Revised Organizational Commitment Scale (Jaros, 2007). Percentage, frequency, weighted mean and mean score were used treat data. To generate descriptive data, the Statistical Package for the Social Sciences (SPSS v. 20) and Microsoft Excel 2013 were utilized. Meanwhile, the Pearson moment product of correlation was employed to identify significant relationships between the variables used in the study. Findings revealed that the respondents were highly resilient (WM = 5.125). In terms of job satisfaction, the respondents were ambivalent (WM = 3.49). As regards organizational commitment in terms of affective commitment (mean score = 4.12), indebted obligation (mean score = 4.19), and moral imperative dimension (mean score = 4.77), the respondents were highly committed. Only continuance commitment was rated averagely (mean score = 3.95). Overall, the respondents are highly committed (WM = 4.26). While the study was limited to public secondary school teachers of Mandaluyong City, the findings are quite imperative for all stakeholders especially the policymakers, the Department of Education (DepEd), school principals or school heads and administrators, teachers, Teacher Education Institutions (TEIs), and researchers.

YÖNETİCİLERİN LİDERLİK DAVRANIŞLARININ ÇALIŞANLARIN ÖRGÜTSEL BAĞLILIĞI İLE İLİŞKİSİNİN İSTATİSTİKSEL YÖNTEMLERLE ARAŞTIRILMASI

In this study conducted to research the relationship between leadership behaviors of managers between organizational commitment of employees, a survey has been applied to 155 employees who work in 3 companies in Istanbul province. To measure organizational commitment of employees: "Organizational Commitment Scale" developed by Meyer, Allen ve Smith ; to measure leadership behaviors:" Leadership Behaviors Inventory" of Kent and "Multidimensional Leadership Problems" titled survey forms have been examined and leadership behavior scale which is often used in researches and has been created developing leadership behavior questions based on "Behavioral Repertoire of Leaders" of Goleman. The data collected by the survey were evaluated by entering into SPSS 22 software. As a result of the application; it has been found that, as autocratic, visionary, participating and leadership behaviors of managers strengthen, attendance to corporation and normative commitment of employees increase, as educational and relationship oriented behaviors of managers strengthen, attendance to corporation and normative commitment of employees strengthens. As overall satisfaction level of employees with leadership behavior of managers increases, their attendance and normative commitment to organization increased as well.

YÖNETİCİLERİN LİDERLİK DAVRANIŞLARININ ÇALIŞANLARIN ÖRGÜTSEL BAĞLILIĞI İLE İLİŞKİSİNİN İSTATİSTİKSEL YÖNTEMLERLE ARAŞTIRILMASI

Yöneticilerin liderlik davranışlarının çalışanların örgütsel bağlılıklarıyla ilişkisini araştırmak amacıyla gerçekleştirilen bu çalışmada İstanbul İlindeki 3 şirkette çalışan 155 personele anket uygulanmıştır. Çalışanların örgütsel bağlılıklarını ölçmek için Meyer, Allen ve Smith tarafından geliştirilen örgütsel bağlılık ölçeği, liderlik davranışlarını ölçmek için Kent’in “Liderlik Davranışları Envanteri”; ile Avolio, Bass ve Jung’un “Çokboyutlu Liderlik Soruları”, isimli anket formları incelenerek ve Goleman’ın “Liderlerin Davranış Repertuarı”nı temel alan liderlik davranışı soruları geliştirilerek oluşturulan ve araştırmalarda sık kullanılan liderlik davranışı ölçeğinden faydalanılmıştır. Anket uygulaması ile toplanan veriler SPSS 22 programına girilerek değerlendirilmiştir. Uygulama sonucunda yöneticilerin otokratik, vizyoner, katılımcı ve liderlik davranışları güçlendikçe çalışanların örgüte olan devam ve normatif bağlılıklarının arttığı; yöneticilerin eğitici ve ilişki odaklı liderlik davranışları güçlendikçe çalışanların örgüte olan duygusal, normatif ve devam bağlılıklarının da güçlendiği tespit edilmiştir. Çalışanların yöneticilerin liderlik davranışlarından genel memnuniyet düzeyleri yükseldikçe örgüte olan devam ve normatif bağlılıklarının da arttığı tespit edilmiştir.

Analyzing the Relationship between Positive Psychological Capital and Organizational Commitment of the Teachers

&lt;p class="apa"&gt;In this study it was aimed to determine the relationship between teachers’ positive psychological capital levels and organisational commitment. The study was conducted as a correlational survey which is one of the quantitative methods. The sample group consists of 244 teachers selected by using random sampling method among 1270 teachers working in primary, elementary and high schools in Erzincan city center in 2015-2016 academic year. The data was collected with Positive Psychological Capital Scale and Organisational Commitment Scale. The data was analysed by using correlation and regression analyses. The findings show that there was a significant positive relationship between the teachers’ positive psychological capital levels and organizational commitment in terms of both total scores and sub-dimensions.&lt;/p&gt;

Investigation of the Relationship between Organizational Trust and Organizational Commitment

Organizational trust and commitment are considered as the most important entraining factors for success. The most important factor in the formation of commitment is trust that employees have in their organizations. In this study, the relationship between trust and commitment was searched. For this purpose, 176 sports employees of Provincial Directorate of Youth and Sports in Turkey were applied organizational trust scale developed by Omarov (33) as well as organizational commitment scale developed by Meyer and Allen (26). The data obtained as a result of the research were analyzed by SPSS 20.0 software program and the results were presented. As a result, it is remarkable that emotional commitment of male employees was more than that of female employees. Trust of participants in director positively affected emotional and normative commitment. It was also determined that trust of participants in their colleagues and organizations positively affected normative (commitment to worth and targets of the organization) commitment. It was concluded that trust positively affected commitment in sports employees.

The influence of passion and empowerment on organizational citizenship behavior of teachers mediated by organizational commitment

The present research aims to study the direct and indirect influence of passion and empowerment on organizational citizenship behavior of teachers in a private university in Thailand mediated by organizational commitment. The sample comprises 124 teachers teaching in the university and the Organizational Citizenship Behavior Scale, adapted by Podsakoff and Mackenzie (1990), Passion Scale, developed by Vallerand, Carbonneau, Fernet and Guay (2008), School Participant Empowerment Scale (SPES) developed by Short and Rinehart (1992) and Organizational Commitment Scale which was modified from the original scale of Meyer and Allen (1991) by Meyer, Allen, and Smith (1993) were employed. The path model with the dependent variable organizational citizenship behavior and the independent variables passion, and empowerment and the mediating variable organizational commitment was tested using regression analysis. There are relationships between passion for teaching, teacher empowerment, and organizational commitment on the organizational citizenship behavior of teachers. The teachers have high level of organizational citizenship behavior, suggesting that they exhibit behaviors of discretionary nature that are not part of their formal role requirements, but which promote the effective functioning of the university.

Organizational Commitment of Higher Secondary School Teachers

In the present study, the investigators tried to find out the level of organizational commitment. In their day-to-day work, teachers can and do make huge difference to children’s lives directly through the curriculum they teach and indirectly through their behavior. The sample consisted of 300 teachers. The sample was taken using random sampling technique. Data was collected with the help of Teachers Organizational Commitment Scale (TOCS) by Sajid Jamal and Abdul Raheem (2014). The data obtained were analyzed statistically with the help of Mean, Standard Deviation and t – test. The statistical analyses were made with SPSS 21[7]. The findings suggested that the organizational commitment of teachers is high. There is no significant difference between male and female higher secondary school teachers. There is a significant difference between urban and rural higher secondary school teachers.

Organisational communication and its relationships with job satisfaction and organisational commitment of primary school staff in Western Australia

The aim of this study was to investigate the relationships between aspects of organisational communication and dimensions of job satisfaction and general organisational commitment. Participants were 358 staff members from 35 government primary schools in the state of Western Australia, who completed a survey comprising the Organisational Communication in Primary Schools Questionnaire, the Teacher Job Satisfaction Questionnaire and a five item general organisational commitment scale. Factor analyses established 13 aspects of job satisfaction and 9 dimensions of job satisfaction. Multiple regression analyses were used to investigate interrelationships. The findings suggest several aspects of organisational communication were related to job satisfaction and organisational commitment. This article concludes with implications for future research with regard to communication and for the maintenance of optimal levels of job satisfaction and commitment in schools.

Impact of Certified Training Programs on Health Professionals’ Levels of Organizational Commitment

Rapid improvements in the health sector in recent years have made changes in health institutions an obligation. The only way an institution can continue to survice in such changing conditions is by investingment in health insitutions most important resource, the human element. The existence of employees who not only adopt the goals and values of the organization for which they work, but who are highly committed and willing to continue working in the organization enables an organization to survive and gain power in increasingly competitive conditions. This study is a quantitative research to analyze the impact of Certified Training Programs on Organizational Commitment by revealing the connection between Certified Training Programs and employees’ levels of Organizational Commitment. The universe of the study consists of employees from the Intensive Care Unit, Emergency Room, Dialysis Unit and Transfusion Center. Data were collected using the survey method and the Organizational Commitment Scale developed by Allen and Meyer.

Pengaruh Kompensasi dan Kepuasan Kerja terhadap Komitmen Organisasional Perawat dan Bidan Kontrak di RS Bhayangkara Hasta Brata Batu Malang

This study aims to determine the effect of compensation and job satisfaction of nurses and midwives to organizational commitment in Hasta Brata Bhayangkara Hospital Batu Malang. This study uses a quantitative approach using descriptive analytic survey with cross sectional study, with 37 respondents contract nurses and midwives in the Bhayangkara Hospital Hasta Brata Batu. The research instrument uses PSQ (Pay Satisfaction Questionnaire) on variable compensation, MSQ (Minnesota Satisfaction Questionare) on job satisfaction variables, and OCS (Organizational Commitment Scale) on the variable organizational commitment. Data analysis is using path analysis. The results show that compensation has siqnifikan effet either directly or indirectly through job satisfaction on organizational commitment of nurses and midwives in hospitals Bhayangkara Hasta Brata Batu Malang.

Motivation of health workers and associated factors in public hospitals of West Amhara, Northwest Ethiopia.

BackgroundHealth professionals’ motivation reflects the interaction between health professionals and their work environment. It can potentially affect the provision of health services; however, this important attribute of the workplace climate in public hospitals is not usually given serious attention to the desired level. For this reason, the authors of this study have assessed the level of motivation of health professionals and associated factors in public hospitals of West Amhara, Northwest Ethiopia.MethodsA facility based cross-sectional study was conducted in eight public hospitals of West Amhara from June 1 to July 30, 2013. A total of 304 health professionals were included in this study. The collected data were analyzed using SPSS software version 20. The reliability of the instrument was assessed through Cronbach’s α. Factor scores were generated for the items found to represent the scales (eigenvalue greater than one in varimax rotation) used in the measurement of the variables. The scores were further analyzed using one-way analysis of variance, t-tests, Pearson’s correlation, and hierarchical multiple linear regression analyses. The cut-off point for the regression analysis to determine significance was set at β (95% confidence interval, P<0.05).ResultsMean motivation scores (as the percentage of maximum scale scores) were 58.6% for the overall motivation score, 71.0% for the conscientiousness scale, 52.8% for the organizational commitment scale, 58.3% for the intrinsic motivation scale, and 64.0% for organizational burnout scale. Professional category, age, type of the hospital, nonfinancial motivators like performance evaluation and management, staffing and work schedule, staff development and promotion, availability of necessary resources, and ease of communication were found to be strong predictors of health worker motivation. Across the hospitals and professional categories, health workers’ overall level of motivation with absolute level of compensation was not significantly associated with their overall level of motivation.ConclusionThe strongest drivers of all motivation dimensions were found to be nonfinancial human resource management tools, so policy makers and health workforce stake holders should focus on these tools to alleviate motivation problems.

Perceived ethical leadership: Its moderating influence on employees’ organisational commitment and organisational citizenship behaviours

This study investigated the extent to which employees’ perception of ethical leadership moderated their organisational commitment and organisational citizenship behaviour. A non-probability purposive sample (N = 839; females = 32%) of employees in a railway organisation in the Democratic Republic of Congo (DRC) participated in the study. They completed the following measures: the Organisational Commitment Scale (OCS), the Organisational Citizenship Behaviour Questionnaire (OCBQ) and the Ethical Leadership Scale (ELS). Stepwise hierarchical regression analysis was utilised to determine the influence of employees’ perceptions of the relationships between their self-reported organisational commitment and organisational citizenship behaviour. The results indicated employee perceptions of the integrity, fairness and honesty aspects of ethical leadership to explain their affective, continuance and normative aspects of organisational commitment and organisational citizenship behaviour. The results also showed that employee perceptions of high ethical leadership influenced their willingness to engage in positive organisational commitment such as psychological attachment, work continuance, normative commitment and also their organisational citizen behaviours such as altruism, conscientiousness, courtesy and civic virtue. By implication, leaders with high ethical conduct have the potential to positively stimulate the commitment of employees towards supporting the organisational values and mission.

English

As an undeniable reality of the century, emotional labor is required spesifically in the caring services, where face to face contact is main characteristic of the provided service quality. It is a certain fact that hospitals in need of nurses with high commitment and low burnout more than ever to survive in the chaotic competition market. The main purpose of this paper is to examine the mediating role of the emotional labor on the relationship among nurses? commitment and burnout level. To get the required data, Emotional Labor Scale, The Maslach Burnout Inventory and Allen and Meyer?s Organizational Commitment Scale were used. 500 nurses in Turkey in March 2015-April 2015 were reached. For the analysis of the gathered data, AMOS program, Structural Equation Modeling analysis was employed. In this study it is found that there is a partial mediating role of the emotional labor on the relationship between commitment and burnout. And it is found that there is a negative and moderate impact of commitment on the burnout level of nurses. Finally, practical implications of the gathered results have been given at the end of the paper.