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431.
432.
This study investigated the influence of authentic leadership (AL) on employee organisational commitment (OC) in a South African state hospital. A convenience sample of 222 employees (female = 81%; black = 82%) completed the Authentic Leadership Questionnaire on their perceptions of AL behaviours among their leaders; namely self-awareness, relational transparency, internalised moral perspective, and balanced processing. The employees also completed the Organisational Commitment Questionnaire to self-report on their own OC; namely affective, continuance, and normative commitment. Data were analysed utilising regression analysis to predict employees’ self-reported OC from perceived AL behaviours. Findings suggest AL scores to predict OC scores as well as the OC dimensions of continuance and normative commitment. AL scores did not predict affective commitment. Employees whose leaders apply AL may be able to retain employees through increased OC. 相似文献
433.
Past research has largely ignored the role of contextual factors in the relationships between supervisory mentoring and individual and organizational outcomes. In order to fill this void, we investigate how job scope and career and development opportunities, two critical contextual factors, moderate the supervisory mentoring-affective commitment-turnover links. Integrating social exchange theory with insights from situational approaches to leadership, we hypothesized that (a) job scope would interact with supervisory mentoring in predicting affective commitment and (b) career and development opportunities would interact with affective commitment in predicting turnover such that the conditional effects of supervisory mentoring on turnover would be stronger at high levels of these contextual moderators. Results of a study conducted with a sample of 228 business alumni, using 15-month voluntary turnover as outcome, supported our predictions. We discuss the implications of these findings for mentoring research and practice. 相似文献
434.
The present study examines occupational entrants' experiences of their vocational training, its relation with relevant internal characteristics, and its proposed impact on commitment to the profession. Particular focus is paid to trainees' engagement, hypothesizing motivation and self-efficacy as predictors, and occupational commitment as a distal outcome. Data were from 247 recent entrants into professional degree programs (architecture, engineering). All hypothesized predictive relations were supported, such that motivation (as both a composite and as solely intrinsic) and self-efficacy are predictive of engagement, and engagement is predictive of occupational commitment among early-stage trainees. Further, engagement partially mediated the relation between self-efficacy and commitment, and fully mediated the relation between motivation and commitment. Squared multiple correlations for endogenous variables indicated substantial variance in engagement and commitment accounted for by their respective predictors. Moreover, two structural equation models were examined and compared, proposing more holistic nomological nets for how these constructs fit together. A respecified model accounting for a sole focus on intrinsic motivation and a direct path between motivation and commitment was an excellent fit, superseding a competing model conceptualizing motivation as a composite and only an indirect motivation–commitment path. Finally, need for achievement moderated the relation between motivation and engagement such that the relation is stronger for individuals high in need for achievement than it is for those low in the desire to grow in their profession. The study contributes to our understanding of how early occupational trainees' experiences of work and individual characteristics impact their commitment to their intended profession. 相似文献
435.
《Pratiques Psychologiques》2020,26(1):19-30
The purpose of this research was to determine whether perceived organizational support, leader membership exchange and social solidarity were related to employee commitment to the organization and to organizational citizenship behavior. A survey questionnaire measuring the relevant variables was sent to 276 employees from 3 organizations. The results of the study indicate that perceived organizational support, leader membership exchange and social solidarity were positively associated with affective organizational commitment and organizational citizenship behavior. Perceived organizational support is more strongly related to organizational citizenship behavior when poverty is low. 相似文献
436.
According to Frankl (1959), the will to meaning is a fundamental human motive. Perceiving life as meaningful is associated with a number of sources and positive outcomes. Similar findings emerged when looking at domain-specific meaning, such as work. Surprisingly, sport-specific meaning is yet to be empirically investigated or measured. Therefore, the purpose of this two-study project was to examine the psychometric properties of the Meaning in Sport Questionnaire (MSQ), a sport-specific meaning measure. Survey responses (n = 329) from Study 1 were used to assess factorial validity and measurement invariance for the MSQ. Results from Study 2 with a different sample (n = 402) supported initial convergent validity for the two subscales of presence and search for meaning in sport. The MSQ is a new measure that can be used to investigate the extent to which athletes perceive their sport to be meaningful and search for such meaning. 相似文献
437.
Lisa F. Platt 《Family process》2020,59(1):173-190
The current exploratory study investigates which variables predict commitment among cisgender women currently in a relationship with a transgender-identified partner. This study includes variables specific to gender diverse couples such as years in the relationship, amount of prior knowledge about transgender identity, and gender role beliefs. Also included are the general relationship factors of satisfaction, quality of alternatives, investment size, and the outcome variable of commitment, as described in the Investment Model of Commitment. Using convenience sampling from online support groups, the sample was n = 138 cisgender female partners. The findings of the regression analyses indicate one's personal resilience and the number of years in the relationship prior to transition are significantly related to partner commitment, with satisfaction mediating both associations. The longer a participant was in the relationship at the time of a gender transition of a partner, the less satisfaction they report, thus reducing commitment to the relationship. Additionally the more personal resilience a partner endorses, the higher the relationship satisfaction, and in turn, more commitment is reported. The results offer information about the important factors related to staying in relationships during and after a gender transition. 相似文献
438.
439.
Oliver C. Schultheiss Nicolette M. Jones Alexstine Q. Davis Casey Kley 《Journal of research in personality》2008,42(4):971-987
Two cross-sectional studies examined the role of implicit motivational needs in the association between personal goal pursuits and depressive symptoms and affect. Replicating and extending on findings reported by Brunstein et al. [Brunstein, J. C., Schultheiss, O. C., & Grässmann, R. (1998). Personal goals and emotional well-being: The moderating role of motive dispositions. Journal of Personality and Social Psychology, 75(2), 494–508], both studies provided evidence that goal progress significantly accounted for variations in depressive symptoms and happiness only in individuals with high levels of implicit motivation, but not in individuals low in implicit motivation. Moreover, in the absence of a strong sense of goal commitment, high levels of implicit motivation were associated with high goal progress in both studies and low levels of goal rumination in Study 2. These findings are interpreted within a dual-systems framework of motivation that distinguishes an implicit, intuitive, and hedonically driven from an explicit, effortful-analytical, and non-hedonic mode of goal pursuit. 相似文献
440.
Self-determined work motivation predicts important job outcomes, such as job satisfaction [Richer, S. F., Blanchard, C., & Vallerand, R. J. (2002). A motivational model of work turnover. Journal of Applied Social Psychology, 32, 2089–2113], but what predicts self-determined work motivation is less fully understood. We tested general causality orientation—specifically autonomy and control orientation—as a predictor of self-determined work motivation, which in turn was expected to predict job satisfaction and identification commitment as job outcomes. Regression analyses confirmed our hypotheses such that autonomy orientation predicted job outcomes via increased self-determined work motivation. Control orientation predicted self-determined work motivation but did not affect either of the two job outcomes. Findings are discussed with respect to the importance of individual differences in understanding job outcomes. 相似文献