The Relationship Between Work-Related Behavior and Experience Patterns and Organizational Commitment

2017 ◽  
pp. 291-303 ◽  
Author(s):  
Michael Hager ◽  
Tatjana Seibt
Keyword(s):  
Organizational Commitment ◽  
Work Related ◽  
The Relationship

Relationship Among Work-Related Micro-OB Variables

2017 ◽  
pp. 261-275
Author(s):  
Vivek Tiwari ◽  
Surendra Kumar Singh
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Goodness Of Fit ◽  
Present Model ◽  
Job Involvement ◽  
Satisfaction Level ◽  
Research Model ◽  
Work Related ◽  
Path Coefficients ◽  
The Relationship

The present study investigates the nature of job involvement and its impact on executive's satisfaction level in providing motivation finally leading to organizational commitment. A model has been developed which examines the relationship between the measurable constructs. The model explores the relationship between the executive's job involvement level and their outcome with satisfaction level, motivation and organizational Commitment (named ISMC Model). The results indicate there is a goodness-of-fit for the research model, which has been verified with different measures of goodness-of-fit. The path coefficients explained a significant amount of variation along with the identification that job involvement is a significant attribute in the present model. The study examines executive's perceptions and the significance of job involvement. Management specialists will recognize the dynamics of job involvement and its linkage with job satisfaction, motivation and organizational commitment in an organization.

THE SURVEY OF THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMMITMENT AMONG ZAHEDAN MEDICAL SCIENCES UNIVERSITY STAFF IN 2016 Research Article

2016 ◽  
pp. 160
Author(s):  
Sadegh Zare ◽  
Nazanin Yousefian Miandoab ◽  
Ali Reza Salar ◽  
Mohammad Hossein Chalak ◽  
Hossein Jafari
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Pearson Correlation ◽  
University Staff ◽  
Medical Sciences ◽  
Cross Sectional ◽  
Human Relationships ◽  
Work Related ◽  
Standard Questionnaire ◽  
The Relationship

<p>ABSTRACT<br />Objective: Nowadays, human relationships with the organizations are among the most important issues and organizational problems which can<br />direct the organization to the crash point. Emotional intelligence (EI) has extensively influenced the work-related behaviors such as teamwork,<br />expansion of the talents, innovation, service providing quality, and customer loyalty and can lead to job satisfaction and organizational commitment.<br />Therefore, according to the effects that EI can exert on the organizational commitment and productivity of the organization, the present study has<br />been conducted with the objective of surveying the relationship between EI and organizational commitment.<br />Methods: The present study is a cross-sectional descriptive-analytical research which has been conducted on 160 individuals from Zahedan Medical<br />Sciences University staff who were selected based on a random method in 2016. To gather the information, a three-part questionnaire was applied the<br />first part of which was connected to the demographic characteristics; the second part was related to the EI standard questionnaire; the third part was<br />pertaining to the organizational commitment standard questionnaire. Data were analyzed by taking advantage of SPSS 19 and descriptive statistics,<br />Pearson correlation, variance analysis, and independent t-test.<br />Results: The results of the present study indicated that the individuals’ average age was 36.54±10.03, 98 individuals were women, 137 individuals<br />were married. The individual’s total mean score in EI was 114.11±14.07 which has been reported to be high, according to the questionnaire ranking<br />and the organizational commitment total mean score was 75.19±7.7. In the present study, the relationship between EI and organizational commitment<br />was found to be statistically significant (p=0.005).<br />Conclusion: The results obtained in the current study are consistent with the results obtained from the cited studies, and there was a significant<br />relationship between EI and organizational commitment.<br />Keywords: Organizational commitment, Emotional intelligence, University staff.</p>

scholarly journals Cyberloafing as a mediating variable in the relationship between workload and organizational commitment

2021 ◽  
pp. 1013-1022 ◽  
Author(s):  
Mohammad Abdallah Aladwan ◽  
Imad Al Muala ◽  
Hayatul Safrah Salleh
Keyword(s):  
Organizational Commitment ◽  
Mining Industry ◽  
Physical Workload ◽  
Hierarchical Regression ◽  
Mining Company ◽  
Organization Commitment ◽  
Work Related ◽  
Work Pressure ◽  
The Impact ◽  
The Relationship

The availability of the internet and its usage has become accessible to all and it has contributed to the ease of employees avoiding work pressure and leading it for non-work-related matters, which is cyberloafing. It has caused many problems in organizations and the most affected are organization commitment. The purpose of this study is to examine the impact of workload dimensions (psychological workload and physical workload) on organizational commitment. It also seeks to determine whether cyberloafing mediates the link between workload and organizational commitment. A survey was conducted on 304 employees of a mining company in Jordan. Descriptive statistics, correlation, multiple regression, and hierarchical regression analyses were performed to analyse the data using SPSS v23. The results showed that the workload significantly influenced the organizational commitment among the employees. Cyberloafing was found to partially mediate the link between both workload variables and organization commitment. The study was conducted in the mining industry in Jordan. Thus, future study is suggested to examine the model in other industries and countries.

scholarly journals Evidence of the relationship between budgetary participation, organizational commitment and managerial performance

2020 ◽  
Vol 13 (5) ◽  
pp. 997-1016
Author(s):  
Andreia Acássia Guidini ◽  
Vinicius Costa da Silva Zonatto ◽  
Larissa Degenhart
Keyword(s):  
Organizational Commitment ◽  
Use Of Self ◽  
Managerial Performance ◽  
Work Related ◽  
Budgetary Participation ◽  
The Individual ◽  
Descriptive Survey ◽  
The Relationship ◽  
Budgeting Process

Purpose – This research objective to investigate the relations between budgetary participation, organizational commitment and managerial performance.Design/methodology/approach – A descriptive, survey and quantitative study was carried out, based on trajectory analysis and with data from 150 managers with budgetary responsibilities of the largest Brazilian export companies in the business.Findings – The results reveal that budgetary participation influences managerial performance in two ways: directly, as a result of managers 'involvement and influence in the budgeting process, and indirectly, when managers' commitment to the organization increases due to their participation and involvement in budgetary definitions.Research limitations/implications – The limitation of the use of self-reported measures to measure the proposed relationships is highlighted. This research indicates that behavioral aspects related to the budgeting process, have significant implications for work-related results.Practical implications – The results suggest that organizations should allow the participation of managers in setting goals and budget objectives, as this action triggers a greater commitment of the individual to the organization and better performance in the work.Social implications – The findings can help organizations to understand factors that can be improved in the organization so that employees feel committed to the company in which they operate and consequently present better budgetary participation and performance.Originality/value – This research sought to expand the existing discussion in the accounting literature on the role of budgetary processes and their implications for organizational commitment and managerial performance in budgetary activities.

The Bright, Dark, and Unlit Sides of Work Passion

2019 ◽  
pp. 327-356
Author(s):  
Violet T. Ho ◽  
Marina N. Astakhova
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Task Performance ◽  
Business Performance ◽  
Work Attitudes ◽  
Work Related ◽  
And Performance ◽  
Underlying Mechanisms ◽  
The Relationship ◽  
Work Passion

This chapter reviews and integrates published articles that examine passion for one’s work as a direct or indirect predictor of work-related performance (task performance, business performance, and job creativity) and work attitudes (job satisfaction and organizational commitment). A review of the studied underlying mechanisms at play in these relationships is also provided. A summary of what we know and what we do not yet know about the relationship between passion and work attitudes and performance is offered, followed by recommendations for managers who wish to harness performance and attitudinal benefits stemming from work passion.

Relationship Among Work-Related Micro-OB Variables

2020 ◽  
pp. 146-160
Author(s):  
Vivek Tiwari ◽  
Surendra Kumar Singh
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Goodness Of Fit ◽  
Present Model ◽  
Job Involvement ◽  
Satisfaction Level ◽  
Research Model ◽  
Work Related ◽  
Path Coefficients ◽  
The Relationship

The present study investigates the nature of job involvement and its impact on executive's satisfaction level in providing motivation finally leading to organizational commitment. A model has been developed which examines the relationship between the measurable constructs. The model explores the relationship between the executive's job involvement level and their outcome with satisfaction level, motivation and organizational Commitment (named ISMC Model). The results indicate there is a goodness-of-fit for the research model, which has been verified with different measures of goodness-of-fit. The path coefficients explained a significant amount of variation along with the identification that job involvement is a significant attribute in the present model. The study examines executive's perceptions and the significance of job involvement. Management specialists will recognize the dynamics of job involvement and its linkage with job satisfaction, motivation and organizational commitment in an organization.

YENİDOĞAN YOĞUN BAKIM ÜNİTELERİNDE İŞ KAZALARI RİSKLERİ VE NEDENLERİNE YÖNELİK BİR ARAŞTIRMA

2015 ◽  
Vol 3 (2) ◽  
Author(s):  
Haluk Tanrıverdi ◽  
Orhan Akova ◽  
Nurcan Türkoğlu Latifoğlu
Keyword(s):  
Intensive Care ◽  
Intensive Care Units ◽  
Physical Environment ◽  
Neonatal Intensive Care ◽  
Organizational Factors ◽  
Occupational Accidents ◽  
Neonatal Intensive Care Units ◽  
Work Related ◽  
Physical Conditions ◽  
The Relationship

This study aims to demonstrate the relationship between the qualifications of neonatal intensive care units of hospitals (physical conditions, standard applications, employee qualifications and use of personal protective equipment) and work related causes and risks, employee related causes and risks when occupational accidents occur. Accordingly, a survey was prepared and was made among 105 nurses working in 3 public and 3 private hospital's neonatal intensive care units, in the January of 2010. The survey consists of questions about the qualifications of neonatal intensive care units, work related causes and risks, and employee related causes and risks. From the regression analysis conducted, it has been found that confirmed hypotheses in several studies in the literature were not significant in this study. The sub-dimensions in which relationships has been found show that the improvement of the physical environment in workplace, the improvement of the employee qualifications and standard applications can reduce the rate of occupational accidents. According to the results of this study management should take care of the organizational factors besides to improvement of the physical environment in workplace, the improvement of the employee qualifications and standard applications.

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