scholarly journals Organizational Commitment in Sports Clubs

2019 ◽  
Vol 7 (10) ◽  
pp. 30
Author(s):  
Serdar Samur ◽  
Kubilay Çimen ◽  
Yunus Emre Büyükbasmacı
Keyword(s):  
Organizational Commitment ◽  
Focal Point ◽  
Personal Information ◽  
Information Support ◽  
Normative Commitment ◽  
Sports Clubs ◽  
Sports Club ◽  
Regular Time ◽  
Package Program ◽  
Emotional Commitment

It is thought that the sustainability of organizations is closely related to the fact that management levels have up-to-date knowledge specific to their respective fields and their ability to conduct their activities in the best possible way. It is believed that what creates the power of this focal point is the sense of belonging to the institutions. The aim of this study is to determine the level of organizational commitment of managers in sports clubs through seven different variables. In this study, the Meyer–Allen (1984) organizational commitment scale was used. The translation of this scale was compared to several scale translations, and no difference in meaning was observed. The scale consists of 18 questions with three sub-dimensions, namely emotional commitment, continuity dependence, and normative commitment. Questions 1–6 were related to emotional commitment, 7–12 dealt with continuation commitment, and 13–18 dealt with normative commitment. The scale is structured according to 5-point Likert scale. While preparing the personal information, support was provided by psychosocial academicians of sports. The study sample involved eleven sport managers from the Super League clubs, eleven from the first league teams, nine from the second league teams, nine from the third league teams, fifteen from the Regional Amateur League (RAL) league teams, and nineteen from the amateur sports clubs. Thus, a total of 74 sports managers participated in the survey. The surveys were constructed in the sports club buildings and in the presence of the managers. The questionnaires were conducted by the footballers who were serving in the sampled clubs. The SPSS 21 package program was used to analyze the data obtained. The Explore test, Mann–Whitney U test, and the Kruskal–Wallis test were employed for the analyses of the variables. At the end of these analyses it is understood that the age of the employees in the clubs, the term of duty, the wages they receive and the age of the club do not significantly affect the level of organizational commitment. Besides, It has been seen that the league, where the club is located, the level of duty of the managers, and having a regular time in the club affect the level of organizational commitment.

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 Examining the Relationship Between Organizational Cynicism and Organizational Commitment Levels of Nurses

2021 ◽  
Author(s):  
Emel Şeker ◽  
Serap Torun
Keyword(s):  
Organizational Commitment ◽  
Personal Information ◽  
Negative Relationship ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
State Hospitals ◽  
Organizational Cynicism ◽  
Significant Difference ◽  
Scale Total Score ◽  
The Relationship

Aim: This research was conducted to determine the relationship between organizational cynicism and organizational commitment of the nurses Method: This study was conducted in a descriptive -correlational design. “Personal Information Form, Organizational Cynicism Scale (OCS) and Organizational Commitment Questionnaire (OCQ)” were used as the data collection tools. The research was conducted by the researcher by applying a questionnaire to 280 nurses working in state hospitals. Data were analysed using SPSS 23.0 package program, independent Student’s t-test, One-Way ANOVA, Mann- Whitney U, Kruskal- Wallis, Pearson and Spearman correlation tests. Results: It was determined that there was a significant difference as a result of the comparisons made with the variables of nurses’ feeling comfortable in their workplaces, the unit in which they were working and their feeling of belonging to their workplace (p<,05). The mean total score of the Organizational Cynicism scale was 37.98±10.71, and the Organizational Commitment scale was 52.60±8.40. A relationship was determined between the organizational cynicism scale total score and affective, continuance and normative commitment subdimensiions in the organizational commitment scale. Conclusion: The results of the study revealed that nurses who were feeling comfortable in their workplaces and had feeling of belonging to their workplaces had lower levels of organizational cynicism, while nurses who were working in the intensive care units had higher levels of organizational cynicism. The organizational commitment levels of the nurses working in the operating room, feeling comfortable in their workplaces, and feeling of belonging to their workplaces were relatively higher. A negative relationship was found between the organizational cynicism scale total score and affective and continuance commitment subscales. On the other hand, a weak positive relationship was found between the organizational cynicism scale total score and normative commitment.

scholarly journals Examination of organizational commitment levels of the academic staffs employed in sports sciences in Turkey

2020 ◽  
Vol 15 (3) ◽  
pp. 446-457
Author(s):  
Hülya Bingöl
Keyword(s):  
Organizational Commitment ◽  
Academic Staff ◽  
Data Collection Tool ◽  
Package Program ◽  
Questionnaire Form ◽  
Emotional Commitment ◽  
Sports Sciences ◽  
Academic Personnel ◽  
Employment Characteristics ◽  
Sports Fields

The aim of this research is to examine the organizational commitment perceptions of academics who teach in the sports fields. Population of the research is composed of academics who teach in the sports fields as part of the academic staff. The research group consists of 408 academics who work in the field of sports sciences. In the research, a questionnaire form was used as a data collection tool. The questionnaire consists of two parts. In the first part, there are 5 questions to determine the demographic and employment characteristics of the individuals, and in the second part, there are 18 questions in the form of a 5-point Likert scale to determine the perception of organizational commitment. Data analysis was conducted in SPSS 16 package program. When the organizational commitment perception according to demographic and employment characteristics was examined, it was found that emotional commitment perception differed only by the title variable. It has been found that academics with the title of Professor have higher emotional commitment than others. Keywords: Organizational Commitment, Academic Personnel, Sports Sciences;

scholarly journals Research on Correlations between Academicians’ Levels of Organisational Commitment and Their Intention to Quit Their Job: A Comparison of State and Foundation Universities

2017 ◽  
Vol 7 (1) ◽  
pp. 163 ◽  
Author(s):  
Mustafa Koc
Keyword(s):  
Turnover Intention ◽  
Personal Information ◽  
Relevant Literature ◽  
Intention To Quit ◽  
State Universities ◽  
Normative Commitment ◽  
Organisational Commitment ◽  
Continuance Commitment ◽  
Emotional Commitment

This study aims to demonstrate the correlations between academicians’ organisational commitment and their intention to resign from their job. For this purpose, first the concepts of organisational commitment and quitting the job were considered within the framework of relevant literature, and then hypotheses for the correlations were developed.276 lecturers in total 198 of whom were teaching in faculties or departments of sport sciences and 78 of whom were teaching in foundation universities were included in this study.A personal information form in addition to Turnover Intention Scale developed by Rosin and Korabick (1995) and adapted into Turkish by Tanrıöver (2005), and Organisational Commitment Scale developed by Meyer and Allen (1997) and adapted into Turkish by Varol (2010) were used for our purposes.In conclusion, it was found that academicians’ intention to quit their job was low but their organisational commitment levels were high and that they had emotional commitment most—which was followed by normative commitment and continuance commitment. Lecturers employed in foundation universities had higher levels of intention to quit their job than those employed in state universities. Lecturers working in state universities had higher levels of emotional commitment than those working in foundation universities. It was also found that lecturers’ rate of quitting the job was reduced as their levels of emotional and normative commitment increased in both state and foundation universities.

scholarly journals Investigation of the Organizational Commitment and Psychological Well-being Levels of Academicians

2021 ◽  
Vol 7 (2) ◽  
pp. 525-544
Author(s):  
Sinan Yalçın ◽  
Durdağı Akan ◽  
İsa Yıldırım
Keyword(s):  
Organizational Commitment ◽  
Quantitative Research ◽  
Well Being ◽  
Moderate Level ◽  
Psychological Well Being ◽  
Correlation And Regression Analysis ◽  
Package Program ◽  
Emotional Commitment ◽  
Academic Year ◽  
One Way Anova

In this research, which aims to investigate the organizational commitment and psychological well-being of academicians, the quantitative research method was employed. The research was designed in the relational screening model. The sample of the research consisted of 132 academicians at the Erzincan Binali Yıldırım University located in the Eastern Anatolia Region of Turkey in the 2018-2019 academic year.  The research data were collected with the organizational commitment and psychological well-being scales. The data of the research were analyzed with the SPSS package program. The frequency, t-test, one-way (ANOVA) analysis, correlation and regression analysis were applied in the analysis of the data. According to the results reached in the study, the psychological well-being levels of the academicians were found to be high, their organizational commitment levels were at a moderate level. As it was analyzed in terms of the sub-dimensions of the organizational commitment, the emotional commitment of the academicians was found to be high, normative and the attendance commitment was at a moderate level. According to another result reached in the study, a positive significant relationship was encountered between the psychological well-being levels of the academicians and their organizational commitment levels. According to another result, the psychological well-being levels of the academicians were a significant predictor on the emotional and normative commitment, which are sub-dimensions of the organizational commitment, but was not a significant predictor of the attendance commitment. 

scholarly journals Investigating of the Relationship between Job Satisfaction and Organizational Commitment Case Study; Professors and Administrative Staff of the Logar University

2020 ◽  
Vol 8 (12) ◽  
pp. 2036-2048
Author(s):  
Muhammad Tahir Khaplwak ◽  
Abdul Azim Mommand ◽  
Wahidullah Abdulrahimzai
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Significant Relationship ◽  
Pearson Correlation ◽  
Administrative Staff ◽  
Normative Commitment ◽  
Growth Opportunities ◽  
Statistical Population ◽  
Emotional Commitment ◽  
The Relationship

Job satisfaction and organizational commitment that play a very important role in the growth and survival of organizations and reduce delays and layoffs of employees and increase the level of efficiency and effectiveness in organizations. The study, entitled “Investigating the Relationship between Job Satisfaction and Organizational Commitment from the Perspective of Professors and Administrative Staff of the Logar University” is a descriptive-correlational study. Its main purpose was to study the relationship between job satisfaction and organizational commitment. The statistical population is the professors and staff of the University of Logar University. Due to the small number of professors and staff of this institution, all of them (30) have been included in the research. In this study, the required information was collected by two questionnaires of job satisfaction and organizational commitment and was analyzed using SPSS24 and EXCEL software and its descriptive and inferential results are described in the tables, which in the descriptive method describes the variables of satisfaction. Job (nature of work, co-workers, growth opportunities and payments) and organizational commitment variables (emotional commitment, continuous commitment and normative commitment) and in inferential analysis by correlation test or Pearson correlation to test hypotheses and analyze the relationship between Job satisfaction J and organizational commitment are addressed. The results of the research show that the majority of the employees of this institution are satisfied with their work; but they are not satisfied with the behavior and attitude of the supervisors. On the contrary, the majority of the employees of this institution read the behavior of their colleagues as friendly and satisfied. The majority of the employees of this organization have said that there is no suitable opportunity for growth and promotion. The majorities of the employees of this institution are interested in this organization and consider the problems of the organization as their problems; but they do not see the current organization as suitable for securing their future, and they will leave the organization if they are offered a better job elsewhere. The results showed that the majority of the faculty and staff of this organization are below the level of job satisfaction (supervisors, growth opportunities and payments) and are below the level of continuous commitment. Regarding the hypotheses, the research showed that there is no relationship between the nature of work and emotional commitment. There is a significant relationship between the behavior of supervisors and normative commitment. There is no significant relationship between employee behavior and normative commitment. There is a significant and positive relationship between growth opportunities and pay and continuous commitment. There is a positive and significant relationship between job satisfaction and organizational commitment of the professors and staff of the Logar University.

Examination of The Attitudes of Cycling Athletes' Towards Ecorecreation

2021 ◽  
Vol 15 (9) ◽  
pp. 2911-2915
Author(s):  
Veysel Albayrak ◽  
Atalay Gacar ◽  
Eyyup Nacar ◽  
Ömer Faruk Tutar
Keyword(s):  
Personal Information ◽  
Pearson Correlation ◽  
Attitude Scale ◽  
Test Analysis ◽  
Sports Clubs ◽  
Positive Behaviors ◽  
Significant Difference ◽  
Package Program ◽  
Level Of Significance ◽  
The Individual

Background: It is known that people's relations with nature can be greatly influential in all periods of their lives and especially in their future, which has increased their interest in concepts such as "environment", "nature", "natural life", "ecology", "ecosystem" as a result of the increase in natural awareness in humans. Aim: Based on these ideas, our research aims to measure the attitudes of cycling athletes in Elazig province towards ecorecreation.. Methods: A total of 178 athletes from 242 cycling athletes, including cycling sports clubs, associations, and individual athletes in Elazig province, participated voluntarily. It consists of 31 substances and 6 sub-dimensions developed by Ayyildiz and the 'Personal Information Form' prepared by the researchers as a data collection tool. Attitude Scale Towards Ecorecreation(ASTE), which was created in a 5-point Likert type format, was used. Spss 22.00 package program was used for the analysis of the data and the level of significance was determined as p<0.05. In the study, t-test analysis was applied to determine the significance of the differences between two groups and ANOVA was applied to determine the significance between more than two groups. Pearson correlation analysis was used to determine the direction and severity of the relationship between variables. Results: As a result of the research, there was a semantic difference in the individual and environmental sensitivities of licensed cycling athletes. A significant difference was observed in the Attitudes and Behavior towards Ecorecreation sub-dimensions of the athletes who are interested in another nature sport. Conclusion: The increase in positive behaviors towards nature has clearly become clear that it is directly related to being in nature. Accordingly, researchers believe and draw attention to the fact that in order to increase the positive effect on nature, it is necessary to be intertwined with nature and to adopt it. Keywords: Cycling, Outdoor Sport, Recreation, Ecorecreation

Integrating perspectives: How the development of second-personal competence lays the foundation for a second-personal morality

2020 ◽  
Vol 43 ◽  
Author(s):  
John Corbit ◽  
Chris Moore
Keyword(s):  
Empirical Evidence ◽  
Developmental Process ◽  
Focal Point ◽  
Personal Information ◽  
Personal Competence ◽  
Triadic Interactions ◽  
Personal Morality ◽  
Integrative Process

Abstract The integration of first-, second-, and third-personal information within joint intentional collaboration provides the foundation for broad-based second-personal morality. We offer two additions to this framework: a description of the developmental process through which second-personal competence emerges from early triadic interactions, and empirical evidence that collaboration with a concrete goal may provide an essential focal point for this integrative process.

Analisis Dimensi Komitmen Organisasional yang Mempengaruhi Organizational Citizenship Behavior Karyawan PT KAI DAOP VI Yogyakarta

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Yati Suhartini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Regression Coefficient ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
Dominant Dimension ◽  
Significance Level

The research was carried out to find the influence of three dimensions of organizational commitment, namely affective commitment, continuity commitment, and normative commitment, toward organizational citizenship behavior (OCB) of employees.The research was conducted respectively from seven stations in operation areas of PT Kereta Api Daop VI Yogyakarta.The subject of research are 55 employees Data was derived from a survey, collected by applying questionnaires, analized by using multiple linier regression,and assisted by the application of SPSS 21 program.Based on the result of data analysis, it is showed that the three dimensions of organizational commitment, namely affective commitment (X1), continuity commitment (X2), and normative commitment (X3) influence partially or simultaneously on organizational citizenship behavior (Y) of employees, thus partially or simultaneously supporting the 5 hypotheses. These were indicated by the value of regression coefficient and the significant level of each factor which are 0.250 and 0.042; 0.386 and 0.001; 0.481and 0,000, respectively. Likewise, the value of F amounting to 30.520 with the significance level of 0,000, whereas adjusted R2 counting to 0.621. Furthermore, normative commitment indicates as the most dominant dimension that influences on organizational citizenship behavior of employees.

scholarly journals Health Promotion Interventions in Sports Clubs: Can We Talk About a Setting-Based Approach? A Systematic Mapping Review

2019 ◽  
Vol 46 (4) ◽  
pp. 592-601 ◽  
Author(s):  
Susanna Geidne ◽  
Sami Kokko ◽  
Aoife Lane ◽  
Linda Ooms ◽  
Anne Vuillemin ◽  
...  
Keyword(s):  
Health Promotion ◽  
Ecological Model ◽  
Team Sports ◽  
Systematic Mapping ◽  
Sports Clubs ◽  
Sports Club ◽  
Setting Approach ◽  
Mapping Review ◽  
Facilitators And Barriers ◽  
Systematic Mapping Review

Many researchers and authorities have recognized the important role that sports clubs can play in public health. In spite of attempts to create a theoretical framework in the early 2000s, a thorough understanding of sports clubs as a setting for health promotion (HP) is lacking. Despite calls for more effective, sustainable, and theoretically grounded interventions, previous literature reviews have identified no controlled studies assessing HP interventions in sports clubs. This systematic mapping review details how the settings-based approach is applied through HP interventions in sports clubs and highlights facilitators and barriers for sports clubs to become health-promoting settings. In addition, the mapped facilitators and barriers have been used to reformulate previous guidelines of HP in sports clubs. Seven databases were searched for empirical research published between 1986 and 2017. Fifty-eight studies were included, principally coming from Australia and Europe, describing 33 unique interventions, which targeted mostly male participants in team sports. The settings-based approach was not yet applied in sports clubs, as more than half of the interventions implemented in sports club targeted only one level of the socio-ecological model, as well as focused only on study participants rather than the club overall. Based on empirical data, the analysis of facilitators and barriers helped develop revised guidelines for sports clubs to implement settings-based HP. This will be particularly useful when implementing HP initiatives to aid in the development of sports clubs working with a whole setting approach.

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