The commitment of young soccer players

The main purpose of this study was to test the Sport Commitment Model in young soccer players. Participants' ( N = 437) age ranged from 14 to 16 years. Based on the sport commitment model proposed by Scanlan and colleagues, 6 scales and 28-items constitute the Sport Commitment Questionnaire (SCQ). Results of this study provide some support for the reliability and validity of the SCQ, using a sample of young soccer players. Reliability analysis provided acceptable internal consistency for four scales: Sport Commitment, Sport Enjoyment, Involvement Alternatives and Social Constraints. Sport Enjoyment (Beta= .56, p <.001) and Involvement Alternatives (Beta= -.40, p <.001) were the strongest sport commitment predictors. Further studies with a broader age range, different genders, and other sports or competitive levels are required to continue analyzing the sport commitment model.     

Commitment, enjoyment and motivation in young soccer competitive players

Building upon Deci's and Ryan (1985) Self-determination theory as well as the sportive behavioral correlates of the model of Commitment (Scanlan et al., 1976), this study tries to establish the relationship between motivation and commitment in youth sport. For this purpose 454 young competitive soccer players answered the Sport Motivation Scale (SMS) and the Sport Commitment Questionnaire (SCQ) during the regular season. The SMS measures the three dimensions of the Motivational continuum (the Amotivation, the Extrinsic Motivation and the Intrinsic Motivation). The SCQ measures the Sportive Commitment and its composing factors such as the Enjoyment, the Alternatives to the sport, and the Social Pressure. Our findings provided a clear pattern of the influence of motivation in sport enjoyment and commitment, outlining the positive contribution of intrinsic and extrinsic motivation to enjoyment and commitment. Amotivation, contributes positively to alternatives to sport and negatively to enjoyment and commitment, It should be noted that extrinsic motivation has a higher contribution to enjoyment whereas intrinsic motivation has a higher contribution to commitment.     

The development of the Sport Commitment Questionnaire-2 (English version)

ObjectivesThe purpose of this research was to develop the Sport Commitment Questionnaire-2 (SCQ-2) and establish its psychometric properties. The SCQ-2 measures the updated Sport Commitment Model (SCM: Scanlan, Russell, Scanlan, Klunchoo, & Chow, 2013) and replaces the outdated Sport Commitment Questionnaire (SCQ) that assessed the original SCM (Scanlan, Simons, Carpenter, Schmidt, & Keeler, 1993).DesignBased on prior commitment research, items were generated to refine and expand the original SCQ subscales and to measure new candidate constructs to the SCM. A multiphase study was then conducted.MethodsPhase 1 participants were 753 male/female adolescent athletes (ages 13–19 years) from six sports representing varying levels of task interdependence. Using similar methodology as Phase 1, Phase 2 assessed 982 male/female adolescent athletes.ResultsExploratory factor analysis of Phase 1 data revealed 13 factors: two types of commitment (Enthusiastic and Constrained) and 11 sources. Confirmatory factor analysis of Phase 2 data supported a 58-item, 12-factor structure. In addition, all subscales were internally consistent. Structural equation modeling revealed that the sources explained 81.8% of the variance in Enthusiastic Commitment and 63.9% in Constrained Commitment.ConclusionsThe SCQ-2 assesses the sources and types of commitment in the updated SCM. Based on several indices of fit and the composite reliabilities, psychometric support for the SCQ-2 was established.     

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.     

变革型领导与员工工作态度：心理授权的中介作用

研究的主要目的是考察变革型领导与员工满意度、组织承诺之间的关系,以及变革型领导的作用机制,即变革型领导是否会通过心理授权影响员工工作态度。利用14家企业744份调查问卷的结果,采用结构方程模型技术对变革型领导、心理授权、员工满意度、组织承诺之间的关系进行了交叉验证分析。结果表明,愿景激励与德行垂范对组织承诺与员工满意度有显著的影响,而领导魅力与个性化关怀只对员工满意度有显著的影响;心理授权对变革型领导与员工工作态度的关系具有一定的中介作用,愿景激励与德行垂范通过工作意义影响员工满意度与组织承诺;愿景激励通过自我效能影响组织承诺     

Ethical climate influences on employee commitment through job satisfaction in a transport sector industry

This study examined the extent to which an ethical climate moderates the relationship between job satisfaction and perceptions of organisational commitment. The study sample consisted of 839 employees of a railway organisation in the Democratic Republic of Congo (DRC) (women = 32%). Perceptions of the organisation’s ethical climate were measured using the Ethical Climate Questionnaire (Victor & Cullen, 1998), job satisfaction was measured using the Job Satisfaction Questionnaire (Lock, 1976), and organisational commitment was measured using the Organisational Commitment Scale (Meyer & Allen, 1997). Data were analysed by applying hierarchical moderator regression analysis to predict employee commitment from job satisfaction, in interaction with the ethical climate. The findings indicated that the ethical climate dimensions of caring, law and code, rule, independence, and instrumental predicted 72% of the variance in job satisfaction and 73% of the variance in employee commitment. Positive perceptions of an ethical work atmosphere and clear code of conduct would enhance employees’ levels of dedication, loyalty, and commitment to the organisation.     

The effect of item content overlap on organizational commitment questionnaire--turnover cognitions relationships

This study examined the effect of overlapping scale content when certain items in the Organizational Commitment Questionnaire (OCQ) are used to predict turnover cognition measures. Analyses of judgmental data collected from 25 subject matter experts suggested that 6 OCQ items reflected a desire or an intent to retain membership in one's organization. Confirmatory factor analyses of survey data from 172 master of business administration alumni showed that the 6 OCQ retention items shared overlapping content with turnover cognitions items. Hierarchical multiple regression analyses of survey data from 330 hotel managers showed that (a) removing the 6 OCQ retention items caused a significant decrease in the variance explained in a measure of turnover cognitions and (b) the size of this effect is larger than that suggested by previous work.     

Spiritual Well-being,Faith Maturity,and the Organizational Commitment of Faculty in Christian Colleges and Universities

The relationship between the spiritual experience and organizational commitment of faculty in Seventh-day Adventist tertiary educational institutions in north Philippines constituted the primary focus of this study. Instrumentation included the Spiritual Well-being Scale (SWBS), Thayer Long-form Faith Maturity Scale (TFS), and Organizational Commitment Questionnaire (OCQ). Each aspect of spiritual experience in the study was significantly and positively related to organizational commitment, with the highest correlation evidenced in the case of faith maturity. Further, the relationship between spiritual experience and organizational commitment was influenced by several demographic variables. The best model for predicting organizational commitment, accounting for 42% of the variance explained, was comprised of existential well-being, faith maturity, and time lapse since baptism.     

The Three‐Component Model of Organisational Commitment: An Application to South Korea

We conducted two studies to determine whether the three‐component model of organisational commitment (Meyer & Allen, 1991) is generalisable to a non‐Western culture using data from South Korea. In Study 1, we found that when the 6‐item versions of the scales (Meyer, Allen, & Smith, 1993) were translated into Korean, the psychometric properties of the Affective Commitment Scale were similar to those found in North America, but problems were identified in the Continuance and Normative Commitment Scales. In Study 2, we found that these problems could be overcome by adopting a revised set of items written in North America. The new scales demonstrated good psychometric properties in terms of factorial validity, internal consistency, and criterion‐related validity with respect to turnover intention. We concluded that the three commitment constructs are likely to generalise to non‐Western cultures, but that there might be a need to refine the measures for cross‐cultural research.     

Locus of Control and Academic Engagement: Mediating Role of Religious Commitment

Earlier studies have shown that locus of control is related to academic processes and outcomes. However, the nature of the relationship between locus of control, religious commitment, and academic engagement is unclear. This study examined the mediating role of religious commitment in linking locus of control with academic engagement, as well as the engagement dimensions - vigour, dedication, and absorption. Four hundred and eight university students completed the Locus of Control Behaviour Scale, Religious Commitment Inventory and Utrecht Work Engagement Scale – Student version. Locus of control was found to be positively related to the outcome variables. Intrapersonal religious commitment was positively related to the outcome variables. Interpersonal religious commitment did not have a significant relationship with vigour and absorption but it was significantly related to dedication and the total scores of academic engagement. Structural equation modelling analyses indicated significant paths from locus of control to academic engagement through both intrapersonal religious commitment and interpersonal religious commitment. Locus of control and religious commitment are suggested to be relevant in programmes and interventions to enhance academic engagement.     

Motivational Dynamics of Disadvantaged Women

Two hundred and five disadvantaged women completed standardized psychometric inventories (Sixteen Personality Factor Questionnaire, Motivation Analysis Test, Tennessee Self-Concept Scale, Internal-External Control Scale, Work Attitude Scale) and a structured interview (attitude-value, activity, life concerns items). Factor analysis was used to organize these data; correlational analyses indicated that the inventory and interview dimensions tapped essentially independent aspects within the total motivation domain. Compared with inventory norms, these women exhibited torpidity and submissiveness, depressed motivation, poor selfesteem, but positive work attitudes. Differences between dichotomous subgroups defined by six major demographic variables were consistent with previous literature; the most salient pattern of subgroup differences showed that black, less intelligent, and less educated women were less positive toward work and more externally oriented. In sum, these women appeared resigned and lethargic; no causal inference was drawn, but it was cautioned that choice of counseling procedures should be based on a differentiation of diminished from initial lack of motivation.     

Critical Evaluation of Porter et al.'s Organizational Commitment Questionnaire: Implications for Researchers

Organizational commitment is a useful construct for understanding employee behavior. The Organizational Commitment Questionnaire (Porter et al. 1974) has been used extensively to operationalize this construct, but its dimensionality is unclear. The present work assesses the dimensionality of the OCQ using two sales force samples.     

Self-determination in sport commitment

The study tested utility of self-determination and sport commitment theories to understanding young athletes' sport commitment. 343 young athletes (M= 13.5 yr., SD= +/- 1.1) from soccer, basketball, volleyball, handball, and water polo teams volunteered to participate. All completed the Sport Motivation Scale and the Sport Commitment Questionnaire. Pearson correlations showed a strong relationship between commitment and intrinsic motivation scores. In contrast, extrinsic motivation scores were not significantly correlated to commitment, whereas amotivation scores showed a negative correlation to commitment. Path analysis resulted in strong positive association of intrinsic motivation and commitment. Amotivation had small negative relation to commitment. According to the model tested, social constraints and involvement opportunities were not significant contributors to sport commitment. An alternative model supported the mediating role of enjoyment to psychological commitment. The results showed that high self-determination is supportive of sport commitment, whereas low self-determination reduces sport commitment.     

员工工作倦怠对其个人主动性行为的影响过程研究

采用工作倦怠量表、组织承诺量表、主动性氛围量表和个人主动性问卷调查了34家企业的231名员工和34名主管,使用多层线性建模进行数据分析,结果发现：工作倦怠和组织承诺、个人主动性负相关;组织承诺在工作倦怠和个人主动性之间的关系中起到部分中介作用;主动性氛围和个人主动性正相关并在组织承诺和个人主动性的关系中起到缓冲作用。研究提出了工作倦怠对个人主动性影响的一种过程模式,并对其理论和实践含义进行了讨论。     

工作自主性对中小学教师幸福感的影响：工作重塑与工作家庭平衡的链式中介效应

采用问卷法调查了997名中小学教师,考量工作自主性与中小学教师幸福感之间的关系,检验工作重塑和工作家庭平衡在其中的中介作用。结果显示：工作自主性不仅对中小学教师幸福感具有显著直接影响,且能通过工作重塑与工作家庭平衡各自的中介效应及二者的链式中介效应三条路径,对幸福感产生间接影响。     

Validation of the work engagement,job satisfaction,psychological empowerment,and organisational citizenship measures in a mining sector setting in Zimbabwe

This study aimed to validate measures of work engagement, job satisfaction, psychological empowerment, and organisational citizenship for use with employees in a mining enterprise in Zimbabwe. Miners (N = 176, males = 85.2%, females = 1.3%; age range = 24–65 years; general workers = 92%) completed the Utrecht Work Engagement Scale (UWES), the Psychological Empowerment Scale (PES), the Minnesota Job Satisfaction Questionnaire (MSQ20), and Organisational Citizenship Behaviour Checklist (OCB-C20). Findings, following exploratory factor analysis, suggest scores from the UWES, PES, MSQ20, and OCB20 to be reliable for research purposes in the Zimbabwean mining sector setting.     

Approaches to religiosity related to anxiety among college students

To date, the literature on religiosity and anxiety has yielded mixed results. Available results suggest that constellations of religious attitudes, commitment and denominational subcultures have diverse relationships with types of anxiety. A sample of college students from a predominantly conservative Christian area responded to the Prayer Functions Scale, the Religious Commitment Inventory, the Scriptural Literalism Scale, the Fowler Religious Attitudes Scale, the Anxiety Control Questionnaire and the State-Trait Anxiety Inventory. A principal components analysis suggests that a constellation of religious variables—which involves religious commitment; aspects of one's prayer life, and relating to others in the religious reference group—has a significant negative relationship with trait anxiety. Although further confirmatory studies are necessary, at this point available data suggest that a committed, related approach to religiosity may be associated with lower levels of general anxiety.     

Psychometric properties of the Bermond‐Vorst Alexithymia Questionnaire in Japanese

The aim of this research is to investigate the psychometric properties of the Japanese version of the Bermond‐Vorst Alexithymia Questionnaire (BVAQ‐J), by testing a sample of 514 undergraduates. Explanatory factor analysis of 40 items of the BVAQ‐J had a similar result to the original BVAQ ( Vorst & Bermond, 2001 ), but 10 items displayed low factor loadings (items 14, 15, 19, 25, 29, 34, 35, 36, 37, and 39); these results were slightly different from the original BVAQ. The validity and reliability of the BVAQ‐30J was suggested by a significant correlation with the Toronto Alexithymia Scale‐20 and estimates of test‐retest and internal consistency. These results suggest that this 30‐item version may be reasonably suitable for Japanese populations.