Examination of Safety Climate, Affective Organizational Commitment, and Safety Behavior Outcomes Among Fire Service Personnel

2019 ◽  
Vol 14 (5) ◽  
pp. 559-562
Author(s):  
Todd D. Smith
Keyword(s):  
Organizational Commitment ◽  
Emergency Response ◽  
Safety Climate ◽  
Equation Modeling ◽  
Safety Behaviors ◽  
Affective Organizational Commitment ◽  
Safety Behavior ◽  
The Public ◽  
Behavior Outcomes ◽  
The Impact

ABSTRACTObjectives:This research aims to provide guidance on means to bolster safe and effective emergency response. Safe and effective performance among firefighters is key to protecting firefighters, to ensure mission completion, and to protect the public during emergency response situations. Although some studies have shown the impact of safety climate on firefighter performance, few studies have explored the impact of safety climate on affective organizational commitment and safety behaviors among firefighters, which are critical to more effective emergency response.Methods:Data collected from 349 career firefighters in the southern United States were analyzed by means of structural equation modeling to assess posited relationships in the proposed model.Results:This study confirmed a model that describes the relationships between safety climate, affective organizational commitment, and safety behaviors. Safety climate significantly predicted affective organizational commitment (P < 0.001) and affective organizational commitment was positively associated with both safety compliance (P < 0.001) and safety participation (P < 0.001).Conclusions:This study has implications for researchers and practitioners. Firefighters exhibit positive affective organizational commitment as a result of positive safety climate perceptions. This commitment is then associated with positive safety behavior outcomes, which bolsters personal safety and enhances the likelihood of safe and effective mission completion to protect the public.

scholarly journals The effect of organizational commitment on safety behaviors

2011 ◽  
Vol 24 (1) ◽  
pp. 51-73
Author(s):  
Kwangsu Moon ◽  
Jaehee Lee ◽  
Shezeen Oah
Keyword(s):  
Organizational Commitment ◽  
Safety Climate ◽  
Moderating Effect ◽  
Future Research ◽  
Safety Behaviors ◽  
Normative Commitment ◽  
Safety Behavior ◽  
Compliance Behavior ◽  
Safety Compliance ◽  
Emotional Commitment

The purpose of this study was to examine the effects of organizational commitment on safety behavior and to explore moderating effect of safety climate between organizational commitment and safety behaviors. 215 workers were asked to respond to the questionnaires that measured various demographic variables, organizational commitment, safety climate and safety behaviors. A hierarchical regression was conducted to identify variables that had significant relationships with safety behaviors and to examine moderating effect of safety climate between organizational commitment and safety behaviors. Results indicated that the emotional commitment significantly predicted both safety compliance and participation behavior and the normative commitment significantly predicted safety compliance behavior. It was found that the safety climate was also a significant predictor for both safety compliance and participation behavior. In addition, safety climate had a moderating effect on the relation between emotional commitment and safety compliance behavior and normative commitment and safety compliance and participation behavior. Based on these results, the implications of this study and suggestions for future research were discussed.

scholarly journals A safety marketing stimuli-response model of passenger behaviour in the ferry context

2018 ◽  
Vol 3 (4) ◽  
pp. 354-374 ◽  
Author(s):  
Chin-Shan Lu ◽  
Ho Yee Poon ◽  
Hsiang-Kai Weng
Keyword(s):  
Structural Equation ◽  
Equation Modeling ◽  
Safety Behaviors ◽  
Response Model ◽  
Safety Behavior ◽  
Content Type ◽  
Stimulus Response ◽  
Safety Awareness ◽  
Stimuli Response ◽  
The Impact

PurposeThis study aims to propose a safety marketing stimuli-response model to explain passengers’ safety behavior in the ferry services context.Design/methodology/approachStructural equation modeling was conducted to examine the impact of safety marketing stimuli on passengers’ safety awareness and behavior by using data obtained from a survey of 316 ferry passengers in Hong Kong.FindingsThe authors found that passengers’ perceptions of ferry safety marketing stimuli positively affected their safety awareness and safety awareness positively affected passengers’ safety behaviors. Specifically, they found that safety awareness played a mediating role in the relationship between ferry safety marketing stimuli and passengers’ safety behaviors.Practical/implicationsThe empirically validated scales can be adapted to practices of safety marketing, while providing helpful information for ferry operators to evaluate their efforts of safety marketing and implications for improvement.Originality/valueAccording to the authors' knowledge, this study is one of the first attempts to fill this research gap by empirically validating and theoretically conceptualizing measures of safety marketing stimuli based on the marketing stimulus-response model.

The Impact of Affective Organizational Commitment and Flow on Happiness for Volunteers

2021 ◽  
Vol 84 ◽  
pp. 269-278
Author(s):  
Se-Hyuk Park ◽  
Dongyoo Han ◽  
Sua Han ◽  
Yusik Kim ◽  
Solyeep Lee
Keyword(s):  
Organizational Commitment ◽  
Affective Organizational Commitment ◽  
The Impact

scholarly journals Impact of Organizational Commitment on Intention to Quit Among Psychaitric Nurses: Evidence from Pakistan

2015 ◽  
Vol 5 (4) ◽  
Author(s):  
Kashifa Yasmin ◽  
Prof. Dr. Najib Ahmad Marzuki
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Turnover Intentions ◽  
Psychiatric Hospitals ◽  
Developed Countries ◽  
Intention To Quit ◽  
Equation Modeling ◽  
Cross Sectional ◽  
The Government ◽  
The Impact

<p><em>Shortage of the nurses is an important issue in the developing and developed countries. The aim of this paper is to determine the impact of organizational commitment on intention to quit among psychiatric nurses. Based on the model of casual turnover this study assessed the direct effect of organizational commitment on nurse’s intention to quit. The cross sectional data was collected from three hundred five nurses of psychiatric hospitals in Punjab, Pakistan. Structural equation modeling was applied to achieve the objectives. The results revealed that affective commitment and normative commitment have significant impact while continuous commitment has not significant effect on nurse’s intention to quit.  So, the commitment of nurse to hospital goals, missions, and values is not enough to predict her intention to quit from job in the hospital. This study recommends that, the government and policy makers should look beyond forces in their internal and external environment, when considering how to reduce employee’s turnover intentions. This study recommends that future researchers should examine the impact of work environment on intention to quit though burnout as a unit variable. This study contributes socially and economically.</em></p><p><em> </em></p>

scholarly journals Organizational Commitment and Job Burnout among Psychaitric Nurses in Punjab Pakistan

2015 ◽  
Vol 6 (2) ◽  
pp. 138 ◽  
Author(s):  
Kashifa Yasmin ◽  
Prof. Dr. Najib Ahmad Marzuki
Keyword(s):  
Organizational Commitment ◽  
Work Environment ◽  
Structural Equation ◽  
Affective Commitment ◽  
Psychiatric Hospitals ◽  
Job Burnout ◽  
Equation Modeling ◽  
Asian Countries ◽  
Cross Sectional ◽  
The Impact

<p><em>Job burnout issue is an increasingly important phenomenon in Asian countries. </em><em>Based on the model of casual turnover this study assessed the direct effect of organizational commitment on job burnout. The cross sectional data was collected from three hundred five nurses of psychiatric hospitals in Punjab, Pakistan. Structural equation modeling was applied to achieve the objectives. The results revealed that only and normative commitment have significant impact while affective commitment and continuous commitment has not significant effect on nurse’s job burnout.  So, the commitment of nurse to hospital goals, missions, and values is not enough to predict her job burnout in the hospital. This study recommends that future researchers should examine the impact of work environment on job burnout as a </em><em>unidimensional</em><em>. This study contributes socially and economically.</em></p>

scholarly journals Does brand-relationships matter? The role of brand attachment in salesperson performance in retailing

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Flavia Braga Chinelato ◽  
Cid Gonçalves Filho ◽  
Clodoaldo Lopes Nizza Júnior
Keyword(s):  
Organizational Commitment ◽  
Sales Performance ◽  
Equation Modeling ◽  
Brand Relationships ◽  
Salesperson Performance ◽  
Brand Attachment ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose Salesperson performance is accepted as a relevant factor of retailing success. However, scarce studies reveal the relationship between sales performance and brand relationship. The purpose of this study is both, from one side, to empirically demonstrate the impact of salesperson brand attachment (SBA) on sales performance and, on the other side, to identify the mediators of this relationship in small retailing. Design/methodology/approach A survey was conducted with a sample of 206 small retailers from different sectors of an emerging country. The proposed model was tested using partial least squares–structural equation modeling (PLS-SEM) in SmartPLS3. Findings The results demonstrated that SBA is relevant to driving sales performance through two relevant paths – one following SBA–satisfaction–performance and one path following the SBA–commitment–performance. The model was able to explain 63% of the outcome performance. Practical implications Regarding small retailers, where the owners, employees and managers have higher levels of interaction than the large national retail chains, the marketing executives must invest in improving the attachment to the brand and create emotional bonds and cognition between marketers and the brand. They must develop strategies to promote job satisfaction and organizational commitment because they determine performance. Originality/value Despite the relevance of small businesses for economies worldwide and the importance of salesperson brand relationships, no study has been developed to demonstrate the impacts of such relationships on salesperson performance in retailing. Furthermore, in addition to the central role of organizational commitment in the sales research, to the best of the authors’ knowledge, this is the first study to explore how to mediate the relationship between brand attachment and sales performance.

Examining antecedents of retail employees' propensity to leave

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jungkun Park ◽  
Jiseon Ahn ◽  
Hyowon Hyun ◽  
Brian N. Rutherford
Keyword(s):  
Organizational Commitment ◽  
Emotional Exhaustion ◽  
Emotional Labor ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Equation Modeling ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Propensity To Leave

PurposeIn this study, the authors examine the impacts of two facets of retail employees' cognitive support and affective commitment on emotional labor-related outcomes.Design/methodology/approachTo test the study hypotheses, 521 retail service employees participated in the survey. By using the structural equation modeling, the results show that employees' perceived organizational support directly and positively employees' affective organizational commitment and emotional exhaustion.FindingsBy using the structural equation modeling, the results show that employees' perceived organizational support directly and positively influence employees' affective organizational commitment and emotional exhaustion. The extent of employees' affective organizational commitment directly and negatively influences emotional labor and exhaustion. Furthermore, employees' emotional exhaustion exerts an influence on retail employees' propensity to leave.Research limitations/implicationsDrawing on social exchange and conservation of resources theories, this study contributes to emotional labor research and practices by examining factors that potentially influences employees' propensity to leave. For future studies, researchers can expand the proposed framework of the current study to other retailing settings.Practical implicationsFindings of the study suggest that retail organizations need to manage employees' support and commitment concerning to understand emotional labor.Originality/valueThe current study found that employees' affective commitment influences key emotional labor constructs including emotional labor and emotional exhaustion. Employees who have a high level of identification, involvement and emotional attachment toward the organization, they are less likely to feel of overload and inefficiency. Given the importance of emotional labor in the retailing setting, the proposed model and findings of this study contribute the existing knowledge of retail employees' behavior.

Examining how respectful engagement affects task performance and affective organizational commitment

2019 ◽  
Vol 48 (3) ◽  
pp. 644-658 ◽  
Author(s):  
Ameer A. Basit
Keyword(s):  
Organizational Commitment ◽  
Task Performance ◽  
Affective Commitment ◽  
Organizational Context ◽  
Equation Modeling ◽  
Survey Method ◽  
Job Engagement ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Positive Effects

Purpose The purpose of this paper is to advance research on the newly developed construct of respectful engagement (RE) (Carmeli et al., 2015), which focuses on positive interrelating behaviors characterized by respect in the organizational context. Further, this study aims to examine whether RE was associated with task performance and affective organizational commitment, and whether employee job engagement mediated these relationships. Design/methodology/approach Using the self-reported measures and online survey method, data were collected from 185 employees working in one of the world’s largest hosiery firms located in the eastern part of Punjab, Pakistan. Structural equation modeling and multiple regressions were used to test the proposed conceptual model. Findings RE had significant positive effects on task performance and affective commitment. The effect of RE on affective commitment was stronger than it was on task performance. Moreover, job engagement significantly mediated the effects of RE on task performance and affective commitment. Research limitations/implications This study provides empirical evidence that RE enhances job engagement of employees by improving their levels of effort, enthusiasm and pride and concentration in work roles. Consequently, the enhanced level of job engagement leads employees to demonstrate better task performance and increased affective commitment with the organization. Practical implications Managers can institutionalize RE by applying strategies suggested by (Dutton, 2003) that focus on conveying presence, being genuine, communicating affirmation, effective listening and supportive communication. Training programs around these strategies can help managers to achieve this goal. Furthermore, in their day-to-day performance discussions, managers should follow the above strategies that could open further avenues for RE at the workplace. Managers can also allocate some weight to employees’ RE as part of their performance appraisals. The use of rewards would encourage employees to adopt RE as a norm desired by the organization. Originality/value This study extends research on the new developed construct of RE by focusing on task performance and affective commitment as its key outcomes. Furthermore, this study is the first to introduce job engagement as mediator in the relationship of RE with task performance and affective commitment. Another important aspect of this study is that its model has been tested on the data collected from Pakistan, which is an underrepresented geographical region in the management literature.

Testing the effects of job satisfaction on organizational commitment

2019 ◽  
Vol 39 (4) ◽  
pp. 525-542
Author(s):  
Barooj Bashir ◽  
Abdul Gani
Keyword(s):  
Higher Education ◽  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Support ◽  
Structural Equation ◽  
Equation Modeling ◽  
Percentage Increase ◽  
Content Type ◽  
University Teachers ◽  
The Impact

Purpose As universities are human capital intensive organizations, practices followed by a university for enhancing the satisfaction of its teachers can be of great help in attracting, retaining and managing highly qualified and competent teachers. The purpose of this paper is to empirically examine the impact of job satisfaction (JS) on organizational commitment (OC) of university teachers in India. Design/methodology/approach A total of 396 academicians are surveyed to assess the subjects’ responses to JS and commitment questionnaire. Structural equation modeling (SEM) was used in the process of statistical analysis. Findings The results confirmed a significant impact of JS on OC of university teachers in India. With 1 percent increase in estimates of pay and job security (PJS), organizational support (OS) and job challenge (JC), there would be 21, 36 and 49 percentage increase, respectively, in OC of university teachers. Of all the factors of JS, JC is the most significant contributing factor, followed by OC and PJS that help in motivating and retaining the teachers in higher education institutions in India. Research limitations/implications The sample of the study has been chosen from the higher education sector in Northern India, and so it still needs to be explored whether the findings of this study can be replicated in different geographical areas and organizational settings for further verification and generalization. Practical implications Encouraging greater satisfaction among the faculty members may positively influence work-related behaviors, especially commitment among the teachers. The paper may benefit the decision makers in universities to follow the proactive practices to improve the satisfaction and commitment of teachers as educational performance is of priority on the national agenda. Originality/value The study provides useful insights about a JS-OC relationship model and informs the stakeholders on how to create an enabling environment at the policy and practice level that would help in attracting and retaining teachers in universities in India. It contributes to enriching the JS and OC literature in a sector and a country poorly addressed so far in research.

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