Attachment to God,religious tradition,and firm attributes in workplace commitment

Research on organizational commitment suggests there is an association between American theists’ emotional attachment to God and their emotional commitment to the workplace. A sense of divine calling has been shown to partially mediate this association but, beyond that, little is known. The purpose of this study is to shed further light on the relationship between secure attachment to God and affective organizational commitment. I do so by testing whether the employee’s religious tradition is associated with affective organizational commitment and whether the employee’s firm attributes moderate the relationship between attachment to God and organizational commitment. Results suggest that: 1) Catholics evince higher levels of organizational commitment than Evangelicals, and 2) firm size significantly moderates the relationship between attachment to God and organizational commitment across religious affiliations.     

Professional commitment: Does it buffer or intensify job demands?

The purpose of this study is to investigate whether professional commitment can be seen as a moderator in the relationship between job demands and emotional exhaustion among Norwegian nurses. Inspired by the job demands‐resources model, this study explores whether having a strong commitment to the nursing profession can be seen as a resource that buffers the effect of job demands on emotional exhaustion or, conversely, intensifies the impact of job demands. A survey that comprised Norwegian nurses who had graduated three years previously (N = 388) was conducted. Multiple regression was performed to test the hypothesis. The results provide support to a buffering effect; thus, individuals with a higher degree of professional commitment conveyed a weaker association between job demands and emotional exhaustion compared with nurses with a lower degree of commitment. Developing a better understanding of the potential buffering effect of professional commitment is of great interest. The present study is the first to utilize professional commitment as a resource within the job demands‐resources framework.     

Paraphrase and the Symmetry Objection

There is a puzzle about the use of paraphrase in philosophy, presented most famously in Alston's [1958] ‘Ontological Commitments’, but found throughout the literature. The puzzle arises from the fact that a symmetry required for a paraphrase to be successful seems to necessitate a symmetry sufficient for a paraphrase to fail, since any two expressions that stand in the means the same as relation must also stand in the has the same (unwanted) commitments as relation. I show that, while this problem does undermine some conceptions of paraphrase, on a proper understanding of paraphrase the puzzle gets no purchase. Since paraphrase is an important component of Quinean approaches to meta-ontology, this paper constitutes a partial defence of Quinean meta-ontology. Since paraphrase is an important component of traditional methods of philosophical inquiry, this paper constitutes a partial defence of traditional modes of philosophizing as well.     

Commitment profiles: The configural effect of the forms and foci of commitment on work outcomes

This study is based upon the conceptual linking of the multidimensional and multi-focal nature of work-related commitment. The main aims of our study were to create, through K-means cluster analysis, commitment profiles based on the three components of organizational and occupational commitment, and to examine their joint effect on key work outcomes. One hundred and fifty seven working adults completed questionnaires measuring the three components of organizational and occupational commitment, and work outcomes. Our findings show (a) the incremental validity of occupational commitment in the prediction of work-related variables, (b) the compatibility of occupational and organizational commitment as reflected in the four form-oriented commitment profiles that emerged (highly committed, affective–normative dominant, continuance dominant, and non-committed), and (c) the positive effect of the highly committed profile (dually foci-committed employees with high AC, CC, and NC) on focal and discretionary behaviors. On a practical level, our results can foster the practice of management concerning control of withdrawal behaviors and development of desirable discretionary behaviors.     

Employee commitment and well-being: A critical review, theoretical framework and research agenda

Although a great deal is known about the implications of employee commitment for organizations, less attention has been paid to its ramifications for employees themselves. Previous research has been unsystematic and the findings have sometimes been inconsistent. The most consistent findings pertain to the positive links between affective commitment and employee well-being. Relations between continuance commitment and well-being are more variable, but generally negative. Little is known about relations involving normative commitment. There is considerable inconsistency in findings pertaining to the moderating effects of commitment on stressor-strain relations. We provide a theoretical framework based on an integration of the three-component model of commitment (Meyer & Allen, 1997) and Deci and Ryan's (1985) self-determination theory of motivation to help explain both the consistencies and inconsistencies, and to guide future research. We also argue for a broadening of the concept of employee well-being to include indices of eudaimonic as well as hedonic well-being.     

Marital commitment,money and marriage preparation: What changes after the wedding?

This paper explores conceptions of commitment and styles of money management in heterosexual couples at two points in time: Just before the wedding (T1) and about a year later (T2). It also examines the potential effects of using FOCCUS as a form of marriage preparation (MP). Forty‐two couples were recruited at T1 and randomly allocated to either A MP group and a group that would not be offered any marriage preparation ‐ the Non‐Marriage Preparation group (NMP). Individual, in‐depth, semi‐structured interviews were carried out at T1 and T2, recorded and fully transcribed. A thematic analysis (TA) yielded three themes or levels of commitment which were used to categorize couples at T1 and T2. Their money management styles were defined based on Pahl's ( 1989 ) typology. The results showed that conceptions of commitment had developed slightly overall by T2, and had been enhanced in the MP group. At T2, a more elaborated conception of commitment was associated with a greater tendency to treat money as a collective resource. Copyright © 2010 John Wiley & Sons, Ltd.     

Modal Platonism: an Easy Way to Avoid Ontological Commitment to Abstract Entities

Modal Platonism utilizes “weak” logical possibility, such that it is logically possible there are abstract entities, and logically possible there are none. Modal Platonism also utilizes a non-indexical actuality operator. Modal Platonism is the EASY WAY, neither reductionist nor eliminativist, but embracing the Platonistic language of abstract entities while eliminating ontological commitment to them. STATEMENT OF MODAL PLATONISM. Any consistent statement B ontologically committed to abstract entities may be replaced by an empirically equivalent modalization, MOD(B), not so ontologically committed. This equivalence is provable using Modal/Actuality Logic S5@. Let MAX be a strong set theory with individuals. Then the following Schematic Bombshell Result (SBR) can be shown: MAX logically yields [T is true if and only if MOD(T) is true], for scientific theories T. The proof utilizes Stephen Neale’s clever model-theoretic interpretation of Quantified Lewis S5, which I extend to S5@.     

教师组织承诺结构的验证性因素分析

通过文献回顾、半结构访谈、问卷调查及理论分析,提出了教师组织承诺的结构。对278名教师进行测查以考察教师组织承诺的因素结构,验证了教师组织承诺的结构,发现教师组织承诺包含四个维度,即感情承诺、规范承诺、理想承诺和投入承诺。     

The personality‐identity interplay in emerging adult women: convergent findings from complementary analyses

The present study examined whether identity development occurs in tandem with personality development in emerging adulthood. Three‐wave longitudinal data on a sample of 351 female college students were used to answer questions about stability and change, direction of effects, and interrelated developmental trajectories. Four identity dimensions (i.e. commitment making, exploration in breadth, identification with commitment, and exploration in depth) and the Big Five were assessed. Identity and personality were found to be meaningfully related at the level of both the time‐specific adjacent measures and the underlying developmental trajectories with various degrees of convergence. Cross‐lagged analyses substantiated reciprocal influences and Latent Growth Curve Modelling substantiated common developmental pathways that partially mirrored the concurrent relations. Implications and suggestions for future research are discussed. Copyright © 2006 John Wiley & Sons, Ltd.     

电信员工职业承诺因素结构的研究

本文在访谈、问卷调查的基础上,采用因素分析、回归分析等方法对电信业员工职业承诺的因素结构及其相关变量、人口统计学变量进行了深入研究。结果表明,电信业员工的职业承诺包括情感承诺、继承承诺、规范承诺、理想承诺四个维度。修订后的量表具有良好的信效度,职业承诺与相关变量间相关显著。