Effects of team and organizational commitment – A longitudinal study

Retention management, i.e., keeping qualified employees, is a top priority for contemporary organizations. Commitment, and especially team commitment, can be the key to mastering this challenge. There is a lack of longitudinal research concerning the development and the direction of the effects of team commitment over time. In a longitudinal field-study design with three points of measurement, a total of 360 employees in 52 semi-autonomous industrial teams were surveyed over a period of three years. On the one hand, organizational commitment showed stronger effects on organization-related criteria (job satisfaction and intention to leave). These effects were consistent over the three points of measurement. Team commitment, on the other hand, affected team-related criteria (team performance and altruism). Longitudinal analyses confirmed the effects of organizational commitment on job satisfaction and intention to leave, and of team commitment on team performance and altruism. Moreover, these effects increased over time. Theoretical and practical implications of these findings are discussed.     

Design Fixation in the Wild: Design Environments and Their Influence on Fixation

Many studies of design fixation ask designers to work in controlled laboratory or classroom environments, but innovative design work frequently occurs in dynamic, social environments. The two studies reviewed in this paper investigated how three independent variables likely to be present in many design environments affect design fixation. The first study found that working with physical prototypes significantly reduced fixation effects, and that working in groups can reduce fixation effects under certain conditions. The second study found that brief interruptions in designers' thought processes during the initial states of the design process also reduce fixation effects. I conclude by discussing what the data from both studies may indicate about the theoretical causes of fixation effects, and what designers might do to prevent fixation from affecting their creative output.     

Postural Control Complexity and Fatigue in Minimally Affected Individuals with Multiple Sclerosis

This study investigated changes in postural control complexity in people with multiple sclerosis (PwMS) before and after a fatigue protocol. Thirteen minimally affected PwMS (1.53 ± 1.03- Expanded Disability Status Scale) and 12 non-MS controls. Postural test included quiet stance on a force platform under two visual conditions (saccades and fixation) before and after a fatigue protocol. Postural complexity was assessed through the multiscale entropy. A three-way ANOVA showed a main effect of fatigue in the medial-lateral direction (p <0.007), with fatigue protocol reducing postural complexity in both groups. No differences were found between groups or visual conditions. Minimally affected PwMS demonstrated similar postural complexity compared with non-MS controls under both visual tasks and showed similar decrements in postural complexity as a result of fatigue.     

An examination of the role of perceived support and employee commitment in employee-customer encounters

The authors examined the relationships between perceived organizational support, organizational commitment, commitment to customers, and service quality in a fast-food firm. The research design matched customer responses with individual employees' attitudes, making this study a true test of the service provider-customer encounter. On the basis of a sample of matched employee-customer data (N = 133), hierarchical linear modeling analyses revealed that perceived organizational support had both a unit-level and an employee-level effect on 1 dimension of service quality: helping behavior. Contrary to affective organizational commitment, affective commitment to customers enhanced service quality. The 2 sub-dimensions of continuance commitment to the organization--perceived high sacrifice and perceived lack of alternatives--exerted effects opposite in sign: The former fostered service quality, whereas the latter reduced it. The implications of these findings are discussed within the context of research on employee-customer encounters.     

A Quantum-Mechanical Argument for Mind–Body Dualism

I argue that a strong mind–body dualism is required of any formulation of quantum mechanics that satisfies a relatively weak set of explanatory constraints. Dropping one or more of these constraints may allow one to avoid the commitment to a mind–body dualism but may also require a commitment to a physical–physical dualism that is at least as objectionable. Ultimately, it is the preferred basis problem that pushes both collapse and no-collapse theories in the direction of a strong dualism in resolving the quantum measurement problem. Addressing this problem illustrates how the construction and evaluation of explanatorily rich physical theories are inextricably tied to the evaluation of traditional philosophical issues.     

Psychological Flexibility as Shared Process of Change in Acceptance and Commitment Therapy and Exposure and Response Prevention for Obsessive-Compulsive Disorder: A Single Case Design Study

Changes in psychological flexibility were tracked in a combined protocol of exposure and response prevention (ERP) and acceptance and commitment therapy (ACT) for adults with OCD to assess if changes in psychological flexibility processes were unique to ACT intervention (e.g., not impacted by ERP). Using a nonconcurrent multiple baseline design, four participants received sessions of ERP and ACT while data was collected on psychological flexibility processes of change and OCD symptom severity. Results indicate treatment response for three of four participants based on OCD scores. Contrary to predictions, data suggest both ERP and ACT have positive effects on psychological flexibility. Implications of these findings are discussed in relation to recent research on ACT and ERP for OCD. This study also illustrates a type of research design that can be accomplished in clinical practice.     

Organizational and client commitment among contracted employees

This study examines affective commitment to employing and client organizations among long-term contracted employees, a new and growing employment classification. Drawing on organizational commitment and social exchange literatures, we propose two categories of antecedents of employee commitment to client organizations. We tested our hypotheses using a survey collected from employees in four UK contracting organizations delivering a service on behalf of a government entity. The results suggest that perceived client organizational support and attractiveness of the client organization relate positively to employees’ affective commitment to the client organization. Furthermore, affective contractor commitment explained unique variation in client affective commitment beyond that accounted for by the client-based predictors, suggesting that employees’ commitment to their own contracting organization is important to explaining employees’ commitment to the client organization. We suggest that a greater reliance on social exchange theory may provide a basis for understanding commitment in its different forms and foci.     

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.     

The Assessment of Goal Commitment: A Measurement Model Meta-Analysis

Goals are central to current treatments of work motivation, and goal commitment is a critical construct in understanding the relationship between goals and performance. Inconsistency in the measurement of goal commitment hindered early research in this area but the nine-item, self-report scale developed by Hollenbeck, Williams, and Klein (1989b), and derivatives of that scale, have become the most commonly used measures of goal commitment. Despite this convergence, a few authors, based on small sample studies, have raised questions about the dimensionality of this measure. To address the conflicting recommendations in the literature regarding what items to use in assessing goal commitment, the current study combines the results of 17 independent samples and 2918 subjects to provide a more conclusive assessment by combining meta-analytic and multisample confirmatory factor analytic techniques. This effort reflects the first combined use of these techniques to test a measurement model and allowed for the creation of a database substantially larger than that of previously factor analyzed samples containing these scale items. By mitigating sampling error, the results clarified a number of debated issues that have arisen out of previous small sample factor analyses and revealed a five-item scale that is unidimensional and equivalent across measurement timing, goal origin, and task complexity. It is recommended that this five-item scale be used in future research assessing goal commitment. Copyright 2001 Academic Press.     

Deconstructing Organizational Commitment: Associations Among Its Affective and Cognitive Components,Personality Antecedents,and Behavioral Outcomes1

This study tests whether measurement of the cognitive aspect of organizational commitment can explain variance in behavioral expressions of commitment beyond Allen & Meyer's (1990 ) measure of the affective component of commitment. This cognitive component was measured by an index of belief accentuation. Undergraduates (N = 110) completed a questionnaire that measured all variables. Results show that students who polarize their judgments about the appropriateness of behavior at the university support the university more by defending it from criticism and praising it. This effect holds even after controlling for personality and demographic variables. Results also show that extraversion and agreeableness explain variance in the affective element of commitment and that conscientiousness explains variance in the cognitive element of commitment.     

Side-bet theory and the three-component model of organizational commitment

We tested Becker’s (1960) side-bet conceptualization of commitment within the context of Meyer and Allen’s (1991) three-component model of organizational commitment. Employees (N=202) from various organizations completed a survey including measures of (a) seven categories of side bets (b) affective, normative, and continuance commitment, and (c) turnover intention. The findings provided strong support for Becker’s theory. All seven side-bet categories correlated significantly with a revised measure of high-sacrifice continuance commitment, and structural equation modeling analyses revealed that the relations between the side bets and turnover intention were fully mediated by commitment. The findings also address issues pertaining to the dimensionality and measurement of continuance commitment, and help to explain relations among the three components of commitment.     

Feedback and driver situation awareness (SA): A comparison of SA measures and contexts

The dominant technological trajectory in vehicle design brings with it similarly dominant driver performance issues in regard to vehicle feedback and driver situational awareness (SA). Three experiments are reported in this paper that describe not only the effects on driver SA of manipulations of vehicle feedback but also illuminate issues concerned with SA measurement methods and contexts. The findings suggest that current trends in vehicle design may contribute little towards a driver’s SA and, in fact, may actually show a generalized trend towards decreasing it. The efficacy of verbal protocol and probe recall SA measurement techniques is noted in terms of observing this effect. On the other hand, a concerning dissociation occurred with findings from a self-report measure of SA. Drivers appear to show a concerning lack of self-awareness of their SA and, indeed, any shortfall in it.     

Striatal and hippocampal entropy and recognition signals in category learning: simultaneous processes revealed by model-based fMRI

Category learning is a complex phenomenon that engages multiple cognitive processes, many of which occur simultaneously and unfold dynamically over time. For example, as people encounter objects in the world, they simultaneously engage processes to determine their fit with current knowledge structures, gather new information about the objects, and adjust their representations to support behavior in future encounters. Many techniques that are available to understand the neural basis of category learning assume that the multiple processes that subserve it can be neatly separated between different trials of an experiment. Model-based functional magnetic resonance imaging offers a promising tool to separate multiple, simultaneously occurring processes and bring the analysis of neuroimaging data more in line with category learning's dynamic and multifaceted nature. We use model-based imaging to explore the neural basis of recognition and entropy signals in the medial temporal lobe and striatum that are engaged while participants learn to categorize novel stimuli. Consistent with theories suggesting a role for the anterior hippocampus and ventral striatum in motivated learning in response to uncertainty, we find that activation in both regions correlates with a model-based measure of entropy. Simultaneously, separate subregions of the hippocampus and striatum exhibit activation correlated with a model-based recognition strength measure. Our results suggest that model-based analyses are exceptionally useful for extracting information about cognitive processes from neuroimaging data. Models provide a basis for identifying the multiple neural processes that contribute to behavior, and neuroimaging data can provide a powerful test bed for constraining and testing model predictions.     

Affective and normative commitment to organization,supervisor, and coworkers: Do collectivist values matter?

Employees’ commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and normative commitment to the organization, supervisor and coworkers in the Turkish context. The results of Study 1 confirmed that employees differentiate between affect versus obligation-based commitment towards the organization, supervisor and coworkers. Study 2 tested the “cultural hypothesis” which argues for the moderating influence of collectivistic values on the relationship between person (local) commitments and organizational-level (global) outcomes. The results failed to support the cultural hypothesis and showed that commitment to organization was predictive of organizational-level outcomes (e.g., turnover intentions), and commitment to supervisor was predictive of supervisor-related outcomes (e.g., citizenship towards supervisor). These findings suggest that the influence of culture may be less straightforward and may require a more sophisticated measurement of the nature of relationships and organizational characteristics in general.     

Methodological challenges in union commitment studies

Methodological problems in studies of union commitment were identified and illustrated with data from 4,641 members and 479 stewards in 297 local teachers' unions. Using a 20-item union commitment scale, results confirmed the existence of 3 substantive factors and 1 method factor at the individual level of analysis: loyalty to the union, responsibility to the union, willingness to work for the union, and a factor of negatively worded items. Tests of measurement invariance showed that the scale captured commitment for rank-and-file members but not for union stewards. The authors also found partial measurement invariance between long-time and newer members and full measurement invariance between men and women. Finally, the authors found that violation of the statistical assumption of independence reduced model fit when individual commitment scores were analyzed without attention to the hierarchical nature of the data.     

The effect of decision risk and project stage on escalation of commitment

We investigate the joint effects of decision risk and the stage of project completion on escalation of commitment. In two experiments, we demonstrate that the effect of decision risk is moderated by project stage such that the decision risk has the strongest effect on escalation of commitment at the intermediate stage of project completion. This is due to the dynamic influences underlying escalation of commitment. Whereas the need for project information influences resource commitment at the initial stage of a project, the need for project completion affects resource allocation at the terminal stage. In contrast, motivation to commit resources is disproportionately low at the intermediate stage since both the need for project information and the need for project completion are relatively weak. As such, the decision to commit resources is most sensitive to the moderating effect of decision risk when the project is about half complete.     

Three-component commitment and turnover: An examination of temporal aspects

SEM (N = 182) was employed to examine implied temporal aspects of three-component commitment theory as they relate to turnover. Consistent with expectations, affective commitment predicted subsequent turnover in an immediate and relatively short interval of 4 months, but failed to do in a much longer but outlying interval of 5–12 months. Side bet commitment failed to predict turnover in the short, immediate interval, but did so robustly over the longer albeit more distant interval. Normative commitment predicted turnover in neither the near term nor outmonths. Turnover rates for employees with low affective commitment were much higher than those with high affective commitment in the first quarter of a 1-year monitoring period, but subsequent turnover rates were roughly the same for the two groups. In contrast, turnover for employees with low side bet commitment was only slightly higher than the high side bet group in the first quarter, but over the remainder of the year cumulative turnover for the low side bet group exceeded that for the high side bet group by increasingly large margins. These results are consistent with theory suggesting that decrements in affective commitment (1) often occur suddenly and just prior to employees' leaving and (2) reflect general disaffection and an impetus to leave that is already exists at the point of attitude measurement. Results comport with theory describing side bet commitment as (1) an appraisal of leaving costs that, in the aggregate, are unlikely to change suddenly and (2) a relatively stable attitude that serves primarily to prevent turnover should some independent motivation to leave arise.     

国内外职业承诺研究述评

从职业与事业的区别入手,对国内外职业承诺的概念、常用的几种职业承诺量表、职业承诺形成过程以及相关模型、前因与后果变量等方面的已有研究进行回顾和分析。研究发现,职业承诺与一些重要的效果变量有比较显著的关系,如职业满意度、工作投入、工作绩效等。文章最后指出了目前存在的问题及今后努力研究的方向,如现有的职业承诺概念比较凌乱,测量工具虽然多数是参照国外的重新编制,但其适用范围比较狭窄,因此需要对职业承诺的概念进行重新整合,职业承诺量表也需要对其在信效度指标上进行深入探索     

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.     

A developmental contextual perspective on identity construction in emerging adulthood: change dynamics in commitment formation and commitment evaluation

A developmental contextual test of a dual-cycle model of identity formation is presented. In addition to a commitment-formation cycle-represented by Marcia's (1966) classical dimensions of exploration in breadth and commitment making--the model comprises a commitment-evaluation cycle--constituted by 2 additional dimensions of exploration in depth and identification with commitment. In a sample of 402 college students assessed 4 times over 2 years, both dimensions of the commitment-formation cycle and exploration in depth increased across time. Identification with commitment showed a slight decrease across time. Latent growth curve (LGC) modeling analyses indicated that the 2 identity cycles are interwoven in a dynamic interplay that defines identity formation. Contextual influences on identity development were identified through a natural experiment. Commitment evaluation constituted the core identity cycle in the normative-progression group (i.e., students who moved on to the sophomore year). Both commitment formation and commitment evaluation were at work in the reorientation group (i.e., students who repeated their freshman year or changed their major). Implications and suggestions for future research are discussed.