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.     

Factors influencing career maturity in the South African National Defence Force: A diagnostic approach

This study investigated factors influencing the career maturity of young members of the South African National Defence Force (SANDF). A sample of 310 young SANDF members (females=35%, blacks=90%) completed the following measures: career maturity inventory-revised, the career decision self-efficacy scale, the military hardiness scale, and the seven habits profile. They also completed a biographical information form. Data were analysed using multiple regression to predict career maturity from career decision self-efficacy, self-appraisal, occupational information, goal selection, planning, problem solving, hardiness, control, challenge, commitment, conscientiousness, life balance, pro-active behaviour, life goals, self-management, mutual-benefit thinking, listening, teamwork, continuous improvement and life skills. Findings suggest self-efficacy, occupational information, self-appraisal, commitment, challenge, emotional intelligence and continuous improvement have the strongest influence on career maturity. The results indicated that self-efficacy, life skills and personal drive empower young members to seek employment.     

L’intention de se maintenir dans une carrière atypique : quels déterminants individuels et contextuels ?

This study seeks to identify the determinants of turnover intention at women in male- dominated occupations, and namely, attitude-based (job satisfaction and organisational commitment), identity-based (self-efficacy and perceived gender-identity conflict), and context-based factors (perceived social support, induction practices and job design). The survey (N=131) reveals that affective commitment predicts two types of turnover intention: job retention and occupation retention. As regards job retention, affective commitment is related to job satisfaction and job-context structure ; as to occupation retention, affective commitment is linked to self-efficacy and perceived social support material from colleagues and superiors.     

Perceived organisational support influences on job satisfaction and organisational commitment among junior academic staff members

This study investigated the relationship between perceived organisational support, employee job satisfaction and organisational commitment among junior academic staff of a South African higher education institution (N =70; female = 41 .4%; masters qualification = 85 .7%). Participants completed a self-administered questionnaire on organisational perceptions, commitment and job satisfaction. Correlations investigated whether there were any relationships between variables. T-tests and Analysis of Variance (ANOVA) were also used to examine whether participants perceived organisational support differently based on their demographics. Results showed a significant and positive relationship among employee perceptions of support from their organisation, their level of job satisfaction and level of organisational commitment. Male academic staff showed higher levels of perceived organisational support, employee job satisfaction and organisational commitment than females. Gendered work participation appears to explain aspects of work participation in the context of the South African higher education sector.     

The Moderating Effect of Self-efficacy on Job Insecurity and Organisational Commitment Among Nigerian Public Servants

The study examined the moderating role of self-efficacy in the relationship between perceived job insecurity and organisational commitment of survivors of retrenchment among Nigerian public workers. Using a cross-sectional survey, data was collected from 186 survivors. Hierarchical multiple regression analysis revealed that organisational commitment was inversely related to job insecurity and positively related to the interaction factor for self-efficacy and job insecurity. However, the relationship between job insecurity and organisational commitment was moderated by self-efficacy such that as perceived job insecurity increased, survivors with moderate to high levels of self-efficacy showed greater levels of organisational commitment than those with low self-efficacy. The findings of this study suggest that as perceived job insecurity increased survivors' organisational commitment decreased. The theoretical and practical implications of the present findings and suggestions for enhancing the self-efficacy of survivors were discussed.     

When life's good: Gendered marital satisfaction and work-pay satisfaction influences on organisational commitment of advancement-career-stage employees

We examined the influences of marital satisfaction and work-pay satisfaction on organisational commitment among advancement-career-stage employees while controlling for gender and a selection of socio-demographics. The sample consisted of 350 workers (females = 237; mean age = 32.44, SD = 9.99 years) from a large privately owned educational service provider. The employees completed measures of marital satisfaction, work-pay satisfaction, and organisational commitment. The data were analysed to predict the influence of marital satisfaction, and work-pay satisfaction on organisational commitment, while controlling for gender and socio-demographics. The results suggest that although happily married people with work-pay satisfaction had higher organisational commitment, those with marital satisfaction and older age were less committed to their employer organisations. We conclude that marital satisfaction interfered with advancement-career-stage employees’ loyalty to the organisation.     

授权的测量及其与员工工作态度的关系

首先，对Spreitzer的授权量表在中国文化背景下的适用性进行了检验，3家企业395份调查问卷的探索性因素分析和内部一致性分析表明，授权量表具有较好的效度和信度；20家企业942份调查问卷的验证性因素分析和内部一致性分析进一步验证了授权量表的效度和信度，这表明Spreitzer的授权四维模型在中国得到了验证，其编制的授权量表在中国具有较强的适用性。然后，利用20家企业942份调查问卷的结果，采用结构方程模型技术对授权与员工满意度、组织承诺、离职意向与工作倦怠等员工工作态度变量之间的关系进行了交叉验证分析，结果表明，工作意义对员工满意度与组织承诺有正向的影响，对离职意向与工作倦怠有负向的影响；自主性对员工满意度与组织承诺有正向的影响；自我效能对组织承诺有正向的影响     

Are organisational politics responsible for turnover intention in French Firefighters?

PurposeThe purpose of this paper is to examine the effect of different facets of perceived organisational politics and workplace attitudes onto turnover intention in the French Fire and Rescue service.MethodologyAn electronic survey was administered to fire department employees (n = 255) to investigate the effects of different forms of perceived organisational politics (POP) onto turnover intention, and test for mediation by affective organisational commitment and job satisfaction with structural equation modelling (Lisrel 8.80).FindingsBoth pay-and-promotion and general perceived organisational politics indirectly predicted turnover intention in French firefighters, although the total effect of pay-and-promotion politics was greater than general politics. Affective organisational commitment and job satisfaction mediated the effect of perceived organisational politics onto turnover intention.Practical implicationsPublic organisations, which have recently undergone reorganisations, should monitor perceptions of organisational politics to better understand the association with attitudes (such as affective organisational commitment and job satisfaction), as well as to predict turnover intention.Originality/valueThe study goes expands on the identification of various turnover intention's antecedents to contribute to consider understanding of its reasons, such as perceived organisational politics, where pay-and-promotion politics appears to be more salient factor than general politics. Affective organisational commitment and job satisfaction mediate the effects of POP onto turnover intention with nuanced effects. We also generated support for the order of factors in the model, where job satisfaction is a first-order predictor of turnover intention and organisational commitment second-order one. The POP Scale (Kacmar & Ferris, 1991) was validated in French.     

Psychosocial resources,support, and career satisfaction among professional women: A South African study

The study examined the role psychosocial resources play in enhancing perceptions of support and career satisfaction among professional women. The participants were a purposive sample of 606 professional women from South Africa (white = 61.8%, black = 19.9%, Indian = 11.1%, and coloured = 6.6%; mean age = 35.41 years, SD = 8.39 years). The participants were in their early adulthood and establishment career stage. The participants were employed in the financial, engineering, and human resource fields. The participants completed measures of emotional intelligence, career adaptability, psychosocial career preoccupations, self-efficacy, perceived organisational support, social support, and career satisfaction. Following canonical correlation analysis, results revealed managing own emotions, career control, self-efficacy, preoccupations with career adaptation, and preoccupations with establishment to positively predict higher levels of organisational support and career satisfaction. Findings underpin the fact that psychosocial resources are assets for the career well-being of professional women from a developing country setting.     

Satisfaction and psychological well-being as antecedents of organisational commitment

Satisfaction and psychological well-being as antecedents of organisational commitment. The role of organisational commitment in public administration and its repercussions on the institution are examined in this study. It reports part of a larger research project that studies job satisfaction, life satisfaction, and psychological well-being as antecedents of organisational commitment. Data were collected from 697 public-sector employees, using questionnaires. Results showed that job satisfaction, life satisfaction, and psychological well-being were strong predictors of organisational commitment. Higher levels of job satisfaction, life satisfaction, and psychological well-being were associated with more favourable perceptions of organisational commitment. Furthermore, this study highlights the impact of dynamic work on the employee's commitment.     

Psychological Research on Organisational Democracy: A Meta-Analysis of Individual,Organisational, and Societal Outcomes

Our meta-analytic review investigates how employee participation in democratic enterprises is related to psychological outcomes. We gathered 60 studies through a systematic literature search of quantitative field studies (published between January 1970 and May 2017) and extracted 138 effect sizes related to three indicators of organisational democracy (OD) and 15 psychological outcomes. The overall findings suggest that employees’ individually perceived participation in organisational decision making (IPD) had a stronger relation to job satisfaction (ρ = .25), job involvement/work motivation (ρ = .36), prosocial work behaviours (ρ = .24), civic and democratic behaviours (ρ = .21) and perceived supportive climate (ρ = .44) than the other two OD indicators: structurally anchored employee participation (SAEP) and employee participation in collective ownership (EO). This was not the case for value-based commitment: the relations of SAEP (ρ = .40), EO (ρ = .34), and IPD (ρ = .46) with commitment were nearly equal. Mediation analyses indicated that IPD partially mediated most of the effects of SAEP and EO on the outcomes mentioned. The cross-sectional database and a small number of studies for some of the outcomes are the main limitations of this study.     

Self-efficacy and its relationship with satisfaction with life and happiness among university students

This study set out to examine the relationship between self-efficacy and satisfaction with life and happiness among university students in South Africa. The sample comprised 334 students (female = 222, male = 112, black = 96%, mean age = 23 years). The students completed a general self-efficacy scale, the satisfaction with life scale and the subjective happiness scale. Data were analysed utilising regression approaches to predict students’ satisfaction with life and happiness from self-efficacy. The results revealed higher self-efficacy scores to predict both higher satisfaction with life and happiness in both males and females. Self-efficacy seems to facilitate both satisfaction with life and happiness in general.     

Quality of working life and commitment amongst employees in public organisations in Ghana: does job involvement matter?

This study tested a mediation model of job involvement to predict organisational commitment from quality of work life. A total of 137 workers employed in two public organisations participated in the study (males?=?52.6%, females?=?47.4%, junior staff?=?67.9%, senior staff?=?32.1%, age range 24 to 53 years). Hierarchical multiple regression analysis was computed on the data to model the effects of job involvement on organisational commitment taking into account quality of work life. The results indicated job involvement partially mediated the relationship between quality of worklife and organisational commitment (β?=?0.242, t(134)?=?4.475, p?=?0.05). Thus job involvement is important to employee commitment and should be targeted for intervention support in work organisations.     

The Effects of Equal Opportunity Fairness Attitudes on Job Satisfaction,Organizational Commitment,and Perceived Work Group Efficacy

We examined a causal model relating military respondents’ attitudes toward equal opportunity (EO)-related fairness to job satisfaction, organization commitment, and perceptions of work group efficacy. A distinction between EO fairness at the work group and organizational levels was made. Respondents’ perceptions of organizational EO-related fairness were hypothesized to influence perceptions of work group EO fairness. Respondents’ perceptions of work group EO fairness were in turn hypothesized to influence their organizational commitment, job satisfaction, and perceived work group efficacy. Structural equation modeling with a measurement model sample and two random samples each consisting of 5,000 observations provided support for these hypothesized paths. As a part of the investigation, we also examined and found support for causal linkages between perceived work group efficacy, job satisfaction, and organizational commitment. The practical and theoretical importance of the findings for the U.S. military, particularly with regard to issues of retention and training, are discussed.     

Person–Organisation Fit Across Cultures: An Empirical Investigation of Individualism and Collectivism

The present study extended person–organisation fit research by concentrating exclusively on one national culture dimension affecting organisational values: individualism–collectivism (I–C). Volunteers ( N =581) from two matched organisations (hospitals and management consultancies) in Australia and in South‐East Asia completed questionnaires measuring individuals' orientations on I–C and other organisational variables. Two types of fit were analysed: interactions between (1) individual I–C and national culture, and (2) individual I–C and organisational culture. These interactions were tested in relation to three outcome variables: organisational commitment, job satisfaction, and tenure. Both national and organisational differences were found with respect to I–C. Asian organisations were more collectivistic than Australian organisations, and hospitals were more collectivistic than management consultancies. In support of person–nation fit hypotheses, collectivists were more committed to their organisations and had longer tenure than individualists in Asian, as compared to Australian organisations. Interaction terms were significant even in the presence of direct effects of collectivism on organisational commitment and tenure. The same results were not found for job satisfaction. Predicted effects of person–organisation fit were not found at the organisational level within cultures.     

Correlates of Collective Efficacy in the Italian Air Force

Military technicians (N= 202) of the Telecommunication Maintenance Unit (TMU), as well as military staff (N= 185) in the Italian Air Force (IAF), were administered a questionnaire measuring self‐ and collective efficacy, perceptions of context (colleagues, direct superior, and top management), organisational commitment, and job satisfaction. Structural equation models support the hypothesised relationship among variables. Self‐efficacy and perceptions of context were related to collective efficacy which in turn was related to organisational commitment and job satisfaction. Collective efficacy was explained by self‐efficacy and by perceptions of context. In addition, organisational commitment was explained by collective efficacy, more so than job satisfaction. Perceptions of colleagues, direct superior, and top management were mainly related to job satisfaction. 202 techniciens militaires de l'Unité de Maintenance des Télécommunications ainsi que 185 militaires des Forces Aériennes Italiennes ont rempli un questionnaire portant sur l'efficience personnelle et collective, la perception de l'environnement (les collègues, le supérieur immédiat et le haut de la hiérarchie), l'implication organisationnelle et la satisfaction professionnelle. Des modèles en équations structurales ont confirmé les relations supposées entre les variables. L'efficience personnelle et la perception de l'environnement étaient liées à l'efficience collective qui était elle‐même en relation avec l'implication organisationnelle et la satisfaction professionnelle. L'efficience collective procédait de l'efficience personnelle et de la perception de l'environnement. En outre, l'implication organisationnelle dépendait de l'efficience collective, plus que de la satisfaction professionnelle. La perception des collègues, du supérieur immédiat et du haut de la hiérarchie étaient principalement en rapport avec la satisfaction professionnelle.     

The Forgotten Facet: Employee Satisfaction with Management above the Level of Immediate Supervision

This paper contends that satisfaction with management above immediate supervision is a key component of overall job satisfaction. We demonstrate that early job satisfaction researchers regarded this construct as very important, and that practitioners continue to regard the construct as very important. Yet, the visibility of this construct in current academic research is hampered by the absence of a comprehensive and theoretically based measure of the construct. In the present paper, we define the construct and formulate a nomological network for it. We subsequently describe the development of the Satisfaction with Upper and Middle Management (SUMM) scale, and we assess the validity of its scores via four independent samples. Results support our contention that satisfaction with management should be related to the traditional job satisfaction facets, but also that, because it is the facet of job satisfaction that pertains to the organisation's collective authority system, it should explain incremental variance (beyond these traditional facets) not only in global job satisfaction but also in organisational commitment and organisational justice. Implications and avenues for future research are discussed.     

Transformational leadership,diversity climate,and job satisfaction in selected South African companies

This study investigated the relationship between transformational leadership, diversity climate, and job satisfaction in a selection of South African companies. Participants were a convenience sample of 263 employees from the Gauteng Province (white?=?69.3%). They completed measures for transformational leadership, diversity climate, and job satisfaction. Structural Equation Modelling analysis revealed transformational leadership to directly predict job satisfaction and diversity climate, and to mediate the relationship between transformational leadership and job satisfaction. Moreover, transformational leadership directly and positively predicted quality of workplace diversity climate. Future leaders and managers should leverage an organisation’s diversity climate for job satisfaction applying transformational leadership strategies.     

Cross‐level,three‐way interactions among work‐group climate,gender, and frequency of harassment on morale and withdrawal outcomes of sexual harassment

We examined the effects of gender and work‐groups' perceptions of climate for sexual harassment on the relationship between individuals' sexual harassment experiences and job‐related outcomes (namely, job satisfaction, affective organizational commitment, work withdrawal, and job withdrawal). Drawing from a variety of theories, we proposed that a beneficial climate would buffer men from negative outcomes, but would intensify negative outcomes for women. Significant three‐way interactions were found for job satisfaction, affective organizational commitment, and job withdrawal. Results indicated that beneficial work‐group climate perceptions buffered men from decrements in job satisfaction and work withdrawal, but intensified decrements in all three outcomes for women. Implications for research and practice are discussed.