Collective Efficacy and Organizational Commitment in an Italian City Hall

2009 ◽  
Vol 14 (4) ◽  
pp. 363-371 ◽  
Author(s):  
Laura Borgogni ◽  
Silvia Dello Russo ◽  
Laura Petitta ◽  
Gary P. Latham
Keyword(s):  
Organizational Commitment ◽  
Collective Efficacy ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Practical Significance ◽  
City Hall ◽  
Italian City ◽  
Public Sector Managers ◽  
The Individual ◽  
Level Group

Employees (N = 170) of a City Hall in Italy were administered a questionnaire measuring collective efficacy (CE), perceptions of context (PoC), and organizational commitment (OC). Two facets of collective efficacy were identified, namely group and organizational. Structural equation models revealed that perceptions of top management display a stronger relationship with organizational collective efficacy, whereas employees’ perceptions of their colleagues and their direct superior are related to collective efficacy at the group level. Group collective efficacy had a stronger relationship with affective organizational commitment than did organizational collective efficacy. The theoretical significance of this study is in showing that CE is two-dimensional rather than unidimensional. The practical significance of this finding is that the PoC model provides a framework that public sector managers can use to increase the efficacy of the organization as a whole as well as the individual groups that compose it.

Differential Correlates of Group and Organizational Collective Efficacy

2011 ◽  
Vol 16 (3) ◽  
pp. 187-197 ◽  
Author(s):  
Laura Petitta ◽  
Laura Borgogni
Keyword(s):  
Organizational Commitment ◽  
Collective Efficacy ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Organizational Level ◽  
Organizational Efficacy ◽  
Different Dimensions ◽  
Financial Company ◽  
Differential Relationship

This study aimed at exploring the role of the context in shaping collective efficacy beliefs, at both group and organizational level, and their differential relationship with organizational commitment. Employees (N = 1,741) of a multinational financial company were administered a questionnaire measuring collective efficacy, perceptions of context (PoC), and organizational commitment. Two facets of collective efficacy were investigated, namely group and organizational, and their respective relationship with PoC and organizational commitment. Group and organizational efficacy were found to be two different dimensions of collective efficacy. Structural equation models supported the hypothesized relationship among variables. Perceptions of top management displayed a stronger relationship with collective efficacy at the organizational level, whereas perceptions of the direct superior were related to collective efficacy at the group level. Organizational collective efficacy had a stronger relationship with organizational commitment than did group collective efficacy.

Effect of Organizational Culture and Organizational Commitment to Employee Performance through Organizational Citizenship Behavior (OCB) as Intervening Variables (Study on Bappeda Litbang Provinsi Bali)

2018 ◽  
Vol 9 (08) ◽  
pp. 20997-21013
Author(s):  
Anom Suwibawa ◽  
Anak Agung Putu Agung ◽  
I Ketut Setia Sapta
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Employee Performance ◽  
Sem Analysis ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Individual

Organizational culture as the values, principles, traditions and ways of working shared by members of the organization and affect the way they act. Organizational commitment has an important role of employee performance. The commitment can be realized if the individual in the organization, running their rights and obligations according to their duties and functions and functions within the organization, because the achievement of organizational goals is the work of all members of the organization that are collective Vipraprastha, Sudja,  & Yuesti (2018). Respondents in this study are Civil Servants (PNS) at least have been working for 2 years. The number of respondents in this study were 86 respondents using Nonprobability technique that is saturated samples or often called total sampling. This research uses SMARTPLS 3 Structural Equation Modeling (SEM) analysis. The results of this study indicate that: 1) organizational culture has a positive and significant effect on Organizational Citizenship Behavior (OCB); 2) Organizational Citizenship Behavior (OCB) has positive and significant impact on Organizational Citizenship Behavior (OCB); 3) Organizational Citizenship Behavior employee, 4) organizational culture has a positive effect on the performance of employees, either partially or through Organizational Citizenship Behavior (OCB), 5) Organizational commitment has no effect on employee performance.

Perceived marketization in Poland: Translating key concepts of institutional anomie theory to the micro level

2021 ◽  
pp. 147737082199685
Author(s):  
Jacek Bieliński ◽  
Andreas Hövermann
Keyword(s):  
Structural Equation ◽  
Structural Equation Models ◽  
Social Institutions ◽  
Institutional Anomie Theory ◽  
Individual Level ◽  
Anomie Theory ◽  
Representative Random Sample ◽  
Order Factor ◽  
Micro Level ◽  
The Individual

Institutional anomie theory (IAT) describes the potentially criminogenic impact of economically dominated social institutions. Although originally cast at the macro level of society, more efforts have emerged lately to capture the IAT framework on the individual level, resulting in a need for appropriate measures representing the presumed marketization processes. Our study addresses this need by offering a theoretically derived, comprehensive measure of the individual-level instantiation of an anomic culture depicted in IAT, that is, ‘marketized mentality’. Structural equation models testing for the single higher-order factor marketized mentality are calculated with a representative random sample of Poland’s population. Finally, the implications and limitations resulting from the analyses are discussed.

On the Differential and Shared Effects of Leadership for Learning on Teachers’ Organizational Commitment and Job Satisfaction: A Multilevel Perspective

2018 ◽  
Vol 55 (5) ◽  
pp. 705-741 ◽  
Author(s):  
Marcus Pietsch ◽  
Pierre Tulowitzki ◽  
Tobias Koch
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Shared Leadership ◽  
Leadership Practices ◽  
Structural Equation ◽  
Teaching And Learning ◽  
Structural Equation Models ◽  
Strong Predictor ◽  
Leadership For Learning ◽  
Differential Effects

Purpose: Over the past years “leadership for learning” (LFL) has become popular among educational scholars. LFL refers to the idea that effective leaders demonstrate a contextually contingent mix of instructional, transformational, and shared leadership practices that may have differential effects at various organizational levels. These assumptions have rarely been investigated within a coherent empirical design. We examine the shared and differential effects of LFL on teachers’ job satisfaction and organizational commitment, which are relevant antecedents for learning, improvement, and change on all levels of a school. Method: Drawing on survey data ( nteachers = 3,746, nschools = 126) from Germany and on well-established instruments like the Multifactor Leadership Questionnaire or Teaching and Learning International Survey, multilevel associations of LFL and teachers’ job satisfaction and organizational commitment were explored. This was done by applying doubly latent structural equation models. Findings: Our results indicate that (1) it is statistically necessary to model perceived leadership practices as a multilevel construct, (2) shared leadership is a strong predictor of individual and shared job satisfaction and organizational commitment of teachers whereas (3) individual consideration only shows significant associations on the individual level (4) that LFL is contextually sensitive. Implications for Research and Practice: Findings make a strong case for studying LFL within a multilevel framework and also for applying complex study and analytical designs, which should take the complexity of the theoretical assumptions into consideration all the way along from questionnaire design, through the process of data collection up to the point of data analysis.

scholarly journals Self-esteem, social comparison, and Facebook use

2018 ◽  
Vol 14 (4) ◽  
pp. 831-845 ◽  
Author(s):  
Elisa Bergagna ◽  
Stefano Tartaglia
Keyword(s):  
Social Interaction ◽  
Social Comparison ◽  
Technology Use ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Self Esteem ◽  
Self Report ◽  
Individual Traits ◽  
Facebook Use ◽  
The Individual

Facebook use is very popular among young people, but many open issues remain regarding the individual traits that are antecedents of different behaviours enacted online. This study aimed to investigate whether the relationship between self-esteem and the amount of time on Facebook could be mediated by a tendency towards social comparison. Moreover, three different modalities of Facebook use were distinguished, i.e., social interaction, simulation, and search for relations. Because of gender differences in technology use and social comparison, the mediation models were tested separately for males and females. Data were collected by means of a self-report questionnaire with a sample of 250 undergraduate and graduate Italian students (mean age: 22.18 years). The relations were examined empirically by means of four structural equation models. The results revealed the role of orientation to social comparison in mediating the relations between low self-esteem and some indicators of Facebook use, i.e., daily hours on Facebook and the use of Facebook for simulation. For females, the use of Facebook for social interaction was directly influenced by high self-esteem and indirectly influenced by low self-esteem. Globally, the dimension of social comparison on Facebook emerged as more important for females than for males.

Determinants of user behaviour and recommendation in social networks

2014 ◽  
Vol 114 (9) ◽  
pp. 1477-1498 ◽  
Author(s):  
Rafael Curras-Perez ◽  
Carla Ruiz-Mafe ◽  
Silvia Sanz-Blas
Keyword(s):  
Social Networks ◽  
Social Network ◽  
Social Relations ◽  
Perceived Control ◽  
Structural Equation ◽  
Uses And Gratifications ◽  
Structural Equation Models ◽  
Uses And Gratifications Theory ◽  
Content Type ◽  
The Individual

Purpose – The purpose of this paper is to analyse the determinants of social network use behaviour using Theory of Planned Behaviour (TPB) and Uses and Gratifications Theory. Design/methodology/approach – A quantitative study was carried out with data gathered by personal interview using a structured questionnaire. Relationships proposed in the theoretical model were estimated through structural equation models. In total, 811 users of social networks over 14 and residents in Spain were part of the sample. Findings – Results indicate that use attitude and the subjective norm, both TPB variables, directly and significantly influence social network loyalty. Thus, network loyalty can be achieved if the individual shows a favourable attitude towards use and receives positive feed-back (comments, opinions, etc.) from friends, acquaintances and other individuals in their environment. Perceived control has no influence on social network loyalty. Finally, this research highlights the importance of socialisation and entertainment as antecedents of social network attitude. Research limitations/implications – Social network use has been analysed globally and database includes users with very different profiles (e.g. Facebook and Tuenti) what may skew the results. Practical implications – Individuals access social networks to establish social links with friends/family/acquaintances, seeking entertainment and fun, but they are never used to be fashionable or up-to-date. Given the importance of social relations, companies should motivate participation elements in their social networks profiles. Originality/value – The paper presents a model that explains the formation of loyal social network customers, integrating TPB and Uses and Gratifications Theory to enable understanding of the role of these networks in individuals’ lives.

scholarly journals The effect of competence, motivation and organizational culture on employee performance: the mediating role of organizational commitment

2017 ◽  
Author(s):  
Agustina Rantesalu ◽  
Abdul Rahman Mus ◽  
Mapparenta ◽  
Zaenal Arifin
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Work Motivation ◽  
Employee Performance ◽  
Mediating Role ◽  
Insignificant Effect ◽  
South Sulawesi ◽  
Competence Motivation

The purpose of this study to analyze the effect of competence, motivation and organizational culture on organizational commitment and employee performance. The research was conducted at the Institute of Education and Training of South Sulawesi province with a population of 513 employees and based on Slovin formulation; sample set as many as 224 employees. Research hypothesis was tested by using Structural Equation Models (Analysis of Moment Structures, AMOS version 18). The study found that the competence and organizational culture has a positive and significant effect on organizational commitment. Work motivation has a negative and insignificant effect on organizational commitment. Competence, organizational culture and organizational commitment have a positive and significant effect on employee performance. Work motivation has a negative and insignificant effect on employee performance. Organizational commitment as a mediating variable in explaining the effect of work motivation on employees performance, whereas in, explains the effect of competency and organizational culture on performance, organizational commitment is not proven

Analyzing Individual and Average Causal Effects via Structural Equation Models

Methodology ◽  
2005 ◽  
Vol 1 (1) ◽  
pp. 39-54 ◽  
Author(s):  
Rolf Steyer
Keyword(s):  
Measurement Error ◽  
Untreated Control ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Causal Effect ◽  
Latent Trait ◽  
Causal Effects ◽  
Control Group ◽  
Expected Outcome ◽  
The Individual

Abstract. Although both individual and average causal effects are defined in Rubin's approach to causality, in this tradition almost all papers center around learning about the average causal effects. Almost no efforts deal with developing designs and models to learn about individual effects. This paper takes a first step in this direction. In the first and general part, Rubin's concepts of individual and average causal effects are extended replacing Rubin's deterministic potential-outcome variables by the stochastic expected-outcome variables. Based on this extension, in the second and main part specific designs, assumptions and models are introduced which allow identification of (1) the variance of the individual causal effects, (2) the regression of the individual causal effects on the true scores of the pretests, (3) the regression of the individual causal effects on other explanatory variables, and (4) the individual causal effects themselves. Although random assignment of the observational unit to one of the treatment conditions is useful and yields stronger results, much can be achieved with a nonequivalent control group. The simplest design requires two pretests measuring a pretest latent trait that can be interpreted as the expected outcome under control, and two posttests measuring a posttest latent trait: The expected outcome under treatment. The difference between these two latent trait variables is the individual-causal-effect variable, provided some assumptions can be made. These assumptions - which rule out alternative explanations in the Campbellian tradition - imply a single-trait model (a one-factor model) for the untreated control condition in which no treatment takes place, except for change due to measurement error. These assumptions define a testable model. More complex designs and models require four occasions of measurement, two pretest occasions and two posttest occasions. The no-change model for the untreated control condition is then a single-trait-multistate model allowing for measurement error and occasion-specific effects.

Public Service Motivation in a Work Group: Role of Ethical Climate and Servant Leadership

2018 ◽  
Vol 48 (2) ◽  
pp. 203-225 ◽  
Author(s):  
Dong Chul Shim ◽  
Hyun Hee Park
Keyword(s):  
Servant Leadership ◽  
Public Service ◽  
Structural Equation ◽  
Ethical Climate ◽  
Structural Equation Models ◽  
Work Group ◽  
Public Service Motivation ◽  
Government Employees ◽  
Individual Level ◽  
The Individual

The current study attempts to examine Perry’s assertion that the public service motivation (PSM) of government employees may be influenced by the logic of appropriateness. Based on a survey of 596 Korean local government employees in 110 work groups, this study investigated the associations between ethical climate, servant leadership, and PSM. Multilevel structural equation models (SEM) were employed. At the individual level, ethical climate (i.e., efficiency, rule/law, independence) was significantly associated with PSM. However, at the work group level, ethical climate did not demonstrate a significant association with PSM. In addition, this study found that servant leadership is effective in helping government employees develop PSM at both the individual and work group levels.

scholarly journals Mediating effects of nurses ‘personal and organizational values between organizational commitment and turnover: Cross-sectional study

PLoS ONE ◽  
2021 ◽  
Vol 16 (10) ◽  
pp. e0258387
Author(s):  
Wentong Wei ◽  
Mengxin Gan ◽  
Yanhui Liu ◽  
Mengyu Yang ◽  
Jingying Liu
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Structural Equation Models ◽  
Multivariate Regression Analysis ◽  
Organizational Values ◽  
Mediating Effect ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
The Impact

Background The values of individuals and organizations are the core factors driving and guiding nurses’ decision-making and actions. Previous studies mainly focused on the impact of organizational commitment and other influencing factors on turnover intention. Aim To explore the mediating effect of personal and organizational values matching the relationship between organizational commitment and turnover intention of nursing staff. Methods A cross-sectional survey of 490 subjects in four tertiary hospitals in Tianjin was conducted by convenient sampling. Multivariate regression analysis and structural equation models were used to test each hypothesis. Results The results showed that there is a negative correlation between personal and organizational values, organizational commitment and turnover intention, and personal and organizational values played an indirect intermediary role between organizational commitment and turnover intention. Conclusions Organizational commitment reduces nurses’ turnover intention indirect through personal and organizational values paths. Leaders can improve nurses’ values as members of the organization, so as to participate in their own work more actively. Implications for nursing management Managers should effectively reduce the turnover rate and stabilize the nursing team by improving the organizational commitment and personal and organizational values of clinical nurses.

Sign in / Sign up

Export Citation Format

Share Document