Dissecting Organizational Commitment and Its Relationship with Employee Behavior

In theory, organizational commitment should have a moderately strong relationship with employee performance, but empirical studies have generally found only a weak relationship. We present a new model of the organizational commitment process in which different components of organizational commitment have different relationships with employee behaviors. We argue that the empirical relationship between organizational commitment and performance is weak for two reasons: First, one component of organizational commitment, the desire to remain a member of the organization, often has a weak, uncertain relationship with performance. Second, organizational commitment does not include perceived rewards for high performance, a variable that is a significant determinant of performance. The results, based on a sample of 246 men and women from diverse industries and occupations, were consistent with these explanations.     

高校教师组织支持感与组织承诺关系研究

以263名高校教师为被试,探讨了高校教师组织支持感与组织承诺的关系。结果表明：高校教师组织支持感与组织承诺及其各维度呈显著的正相关;高校教师组织支持感对组织承诺及其各维度均产生正向的预测作用。     

Organizational Commitment in the Sales Force

Abstract

Research concerning the determinants of salesperson performance has emphasized expectancy theory. While results of such studies have added greatly to our understanding of sales force behavior, the expectancy theory approach has been questioned concerning its ability to explain consistency in behavior. A potential alternative explanation for behavioral consistency lies in the concept of organizational commitment. This paper explores organizational commitment in a sales setting, discussing research findings from other disciplines and providing a conceptual framework to help guide future research in sales management.     

Organizational Commitment in Nepalese Settings

This study examines the three-dimensional organizational commitment (OC) concept (Meyer & Allen, 1997) in Nepal. Standardized questionnaires were administered to a heterogeneous sample of 103 employees of four different Nepalese organizations (bank, food corporation, telecommunication, and an airline). Exploratory factor and confirmatory factor analyses replicate the dimensionality of OC, i.e., the three facets of commitment (affective, normative, and continuance commitment) could be found also in a developing country with a cultural background very different from the places where the commitment concept was originally formulated. Antecedents and consequences of organizational commitment were investigated by multiple regression analyses. Continuance and normative commitment were both explained by job characteristics, i.e., by the perception of the job as interesting, affective commitment could not be explained with the set of variables used in this study. However, it is affective commitment which particularly accounts for variance in search intentions as well as in turnover intentions.     

Social Capital and Organizational Commitment

Organizational scientists have been investigating the role of human relationships vis-à-vis firm productivity for some years. Recently, Social Capital has been theorized to play a central part in the reduction of organizational transaction costs. We briefly position Social Capital among several theories claiming a role for interpersonal capital, review its theoretical nuances, and test this theoretical structure using a sample of 469 sales professionals from a leading medical services firm. Our findings indicate that trust, communication, and employee focus have significant direct and moderate indirect affects on organizational commitment.     

组织管理诚信与组织承诺之关系研究

本研究的主要目的乃探讨组织管理诚信的内涵及现状;揭示组织管理诚信与组织承诺之关系。通过文献分析和问卷调查,研究者发现:组织管理诚信行为主要包含诚实、守信、诚直和精诚四个方面的内容;员工对当前组织管理的评价总体趋向于诚信,其中对守信因子的评价最高,对诚直因子的评价最低;组织管理诚信对组织承诺存在着积极的影响。     

Antecedents and Consequences of Organizational Commitment

The purpose of this study was to examine some antecedents and some consequences of organizational commitment as conceptualized by Meyer and Allen (1991) Meyer, J. P., & Allen, N. J. (1991). A three component conceptualization of organizational commitment. Human Resource Management Review, 1, 61–98.[Crossref] , [Google Scholar]. Specifically, gender, ethnicity, branch of the Army, and perceptions of tokenism (e.g., isolation and stereotyping) were examined as antecedents of organizational commitment. Peer-rated leadership performance served as the outcome measure of affective (AC), continuance (CC), and normative commitment (NC). Findings indicated ethnic differences in AC and CC, gender differences in CC, and Army branch differences in AC and NC. Perceived tokenism was associated with lower levels of AC and NC and higher levels of CC. Finally, higher levels of AC and NC predicted higher leadership evaluations, whereas higher levels of CC were associated with lower leadership evaluations.     

组织政治知觉与组织承诺:工作不安全感的调节作用研究

该文以314名企业员工为被试,运用问卷调查法和调节层级回归分析的统计方法,考察了工作不安全感在组织政治知觉与组织承诺之间的调节作用。结果表明:组织政治知觉对情感承诺和规范承诺都具有显著的负向预测作用,但数量性工作不安全感正向调节着组织政治知觉对情感承诺和规范承诺的消极影响,而质量性工作不安全感则负向调节着组织政治知觉对情感承诺的消极影响。     

Organizational Commitment: Clarifying the Concept and Simplifying the Existing Construct Typology

This paper examines popular concepts and “types” of organizational commitment in light of the definition of commitment and common factors that pertain to all commitments. It argues that a commitment is best conceptualized as a single, fundamental construct that may vary according to differences in focus, terms, and time-specific evaluation. Analysis of affective commitment measures indicates that certain measures contain more than one set of terms and make assumptions about evaluation that add constraints to the basic meaning of commitment. Recommendations include the argument that commitment measures address one set of terms and avoid evaluative phraseology.     

组织承诺与职务投入对技术人员行为的影响

文章讨论了不同职业发展阶段条件下组织承诺和职务投入分别对工程技术人员工作绩效和离职倾向的预测效应.针对Werbel(1984)提出的只有职业发展后期组织承诺才能有效预测离职以及Keller(1997)提出的职务投入对工程师绩效不具有预测力,论文提出了不同观点.通过问卷法对210位工程技术人员进行测量发现,无论离职倾向还是工作绩效,随着职业发展,其预测变量呈现组织承诺-职务投入-组织承诺交替出现的特征.文章对交替过程中的职业发展阶段划分及不同阶段的任务特征作了进一步探讨.     

Awareness of Hospital Environment and Organizational Commitment

Abstract

This research examined possible differences between physicians and nurses in their commitment to their hospital and the relationship of their organizational commitment to their awareness of both the internal and the external environments of the organization. Data came from a public hospital in India. Questionnaires were developed for the measurement of the two predictor variables (awareness of the organization's internal environment and awareness of the organization's external environment) and the one predicted variable (organizational commitment). The results indicated significant differences in organizational commitment across hierarchies. The nurses' organizational commitment was predicted by their awareness of internal environment; the physicians' organizational commitment was predicted by their awareness of external environment.     

Psychological Contracts, Organizational and Job Commitment

Increased use of time-limited contracts as the mainstay of employer-employee relations has implications for the psychological character of the exchange relationship. To investigate this, the current study is framed by Rousseau's (1995) psychological contract model (PCM). The psychological contract pertains to beliefs held by individuals about their contractual terms and conditions. The findings yield evidence for Rousseau's distinction between two types of contractual belief (relational and transactional), as well as the explanatory potential of the PCM over and above the concept of organizational commitment. As predicted. temporary workers were more transactional than relational in their contractual orientation. The findings are discussed with reference to a need to develop a theoretical basis for research on organizational involvement.     

Exploring a Paradox: Commitment as a Moderator of the Stressor-Burnout Relationship

Identity theory suggests that we experience distress when our role-relevant goals are blocked and that this distress is stronger when we are highly committed to the role. Past research, however, clearly demonstrates that commitment is inversely related to the experience of stress. The current study examined whether commitment also moderates the relationship between work stressors and burnout. Over 500 hospital nurses provided information about the frequency of nursing stressors, their career commitment, and burnout. Although nurses who reported greater commitment tended to experience less burnout overall, moderated regression analyses showed that the link between work stressors and burnout was significantly stronger for the more committed nurses. Explanations for these apparently incongruent findings are offered, along with their implications for hospital nursing.     

Antecedents and Outcomes of Organizational Commitment: A Study of Salespeople

The role organizational commitment plays in salesperson behavior is unresearched. To increase understanding of both causes and outcomes of organizational commitment for salespeople, this study proposed and tested a path model. The model was drawn from the framework for studying organizational commitment proposed by Chornco (1986).

The study results imply that salespeoples' performance is not determined by commitment or by effort, but that it is positively affected by the sales manager, income and education. Commitment was positively affected by anticipatory socialization, work satisfaction and manager satisfaction. Means for building commitment are discussed, as are situations where management should stress salesforce commitment.     

性别对组织沟通的影响

随着人力资源性别结构的变化、管理层性别结构的变化,性别差异及其对人际沟通、组织沟通的影响成为研究者们非常感兴趣的一个研究内容。研究者们多从文化角度,而不是从生物和心理角度解释他们观察到的差异。他们认为,性别差异更多是社会习得的产物(Rubben。1988)。也有的研究者把性别也作为跨文化研究的内容之一。20世纪80年代学者们更关注男性和女性在语言沟通和非言语沟通中具体差异的研究,进入90年代以来,     

中国职工组织承诺的结构模型检验

本文对作者所研究的中国职工组织承诺五因素结构模型采用SEM技术进行了检验。结果证明其是理想模型。二阶因子分析表明,五因素模型又可划分为心理因子和社经因子。根据相关分析,得到了五个新的承诺组合模型。     

Organizational Commitment,Job Satisfaction,and Effort in the Service Environment

Investigations of the causal relationship between organizational commitment and job satisfaction have yielded contradictory findings. Little empirical research has looked at this complex relationship in the context of work effort. The purpose of this study was to determine how these variables interact in the service environment. Using a sample of 425 employees in two service organizations, the author tested two structural equation models. The hypothesized model with organizational commitment as a moderator between job satisfaction and service effort fit better than a model with job satisfaction as moderator did. Conceptual implications are discussed, and suggestions for future research are made.     

Approach and Avoidance Relationship Commitment

The current paper proposes that relationship commitment is a goal; and as such, is regulated by the approach and avoidance dimensions. We suggest that two types of commitment exist: approach commitment, the desire to maintain and continue the relationship, and avoidance commitment, the desire to avoid relationship dissolution. Specifically, approach commitment is associated with a desire for future relationship incentives and rewards; and avoidance commitment is a desire to avoid the negative consequences or costs of relationship dissolution. In this paper, we evaluate previous research on relationship commitment from an approach and avoidance goal theory perspective, and then present an approach and avoidance commitment model and hypotheses testable in future research.     

高校教师组织承诺现状研究

为了能够全面讨论高校教师的组织承诺情况,本研究从人口统计学变量和总体水平两个角度对高校教师的组织承诺作差异分析研究,结果表明:(1)在性别上表现为男性的机会承诺显著高于女性;女性的总体承诺高于男性.(2)在学历上只有本科与硕士之间在理想承诺及机会承诺因素上存在差异.(3)在婚姻上已婚者的总体承诺高于未婚者;而未婚者在机会承诺上高与已婚者.(4)不同职称的高校教师在组织承诺的整体上和各个因素上都不存在显著差异.(5)不同教龄的高校教师在感情承诺因素、总体承诺上存在明显差异.(6)基于专业的差异分析表明,在规范承诺,机会承诺及总体上都存在明显的差异,这些差异主要表现为理科与艺术之间的差异.高校教师总体上组织承诺处于中等水平.其中理想承诺维度和经济承诺维度两项高于总体,而在规范承诺、机会承诺和感情承诺二个指标上的得分稍低于总体.     

Satisfaction with Initial Work Assignment and Organizational Commitment1

The present study examined the moderating effects of role stressors on the relationship between initial work assignment satisfaction and organizational commitment. Moderated multiple regression analyses on data collected from 76 employees of an American military Research and Development (R&D) laboratory indicated that initial work assignment satisfaction accounted for little variance in commitment among workers low in role conflict but considerable variance among workers high in role conflict. However, role ambiguity had no moderating effect on the initial work assignment satisfaction-commitment relationship.