Gender Differences in Commitment to State Employment: The Role of Coworker Relationships

2017 ◽  
Vol 46 (2) ◽  
pp. 170-187 ◽  
Author(s):  
Melissa M. Sloan
Keyword(s):  
Gender Differences ◽  
Affective Commitment ◽  
Affective Organizational Commitment ◽  
Supportive Relationships ◽  
Coworker Relationships ◽  
State Employment ◽  
Public Sector Managers ◽  
Cohesion Theory ◽  
State Employees

Using survey data from a large sample of state employees, this research investigates gender differences in affective organizational commitment to state employment. Following relational cohesion theory, I hypothesize that perceived emotional support among workers within the workplace is positively associated with affective commitment to state employment. I also expect that women’s greater commitment to state employment compared with men is due to their higher levels of perceived coworker support. The results of the analyses largely support the hypotheses and suggest that public-sector managers would do well to encourage the development of supportive relationships among employees.

scholarly journals TURNOVER INTENTION AMONG LECTURERS IN PRIVATE HIGHER EDUCATION: THE DIRECT IMPACT OF FINANCIAL REWARDS AND MEDIATION OF JOB SATISFACTION AND EFFECTIVE ORGANIZATIONAL COMMITMENT

2021 ◽  
Vol 19 (2) ◽  
pp. 282-295
Author(s):  
Farida Titik Kristanti ◽  
◽  
Arif Partono Prasetio ◽  
Dian Indiyati ◽  
Putu Nina Madiawati ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Private Higher Education ◽  
Affective Organizational Commitment ◽  
Online Questionnaire ◽  
The Government ◽  
The Relationship

Lecturer responsibilities in presenting learning materials and building students’ character is considered very important in preparing future workers/entrepreneur. However, those responsibilities still have not received proper attention in certain institutions and even from the government. If this goes on continuously, it is feared that they will lose wellperformed individuals. This study aimed to investigate the level of turnover intention from the lecturer in six private universities in Bandung. And the role of financial rewards, job satisfaction, and affective organizational commitment as antecedents. Data collected using an online questionnaire. The numbers of total lecturers in those universities were around 3000. This study used a non-probability sample and distributed 500 questionnaires through the human resources office. And after two months, there are 288 participants which willing to complete the questionnaire. After the more detailed screening, we have 121 responses that met our requirements and can be used in this study. The study found that financial rewards were significantly affected job satisfaction and affective organizational commitment. But it was not significantly affected turnover intention. Partially, job satisfaction and affective commitment have not mediated the relationship between financial rewards and turnover intention. But, simultaneously, both variables have significantly mediated the relationship. These results give new understanding to the managers in the educational organization regarding maintaining the turnover level of their lecturers. In the future, studies can be conducted to cover lecturers from other cities in Indonesia.

Work engagement, tenure, and external opportunities moderate perceived high-performance work systems and affective commitment

2019 ◽  
Vol 47 (5) ◽  
pp. 1-16
Author(s):  
Bin Hu ◽  
Zhenhu Hou ◽  
Miranda Chi Kuan Mak ◽  
Sabrina Lingxiao Xu ◽  
Xuhua Yang ◽  
...  
Keyword(s):  
Work Engagement ◽  
High Performance ◽  
Affective Commitment ◽  
Affective Organizational Commitment ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Individualized Approach ◽  
Organizational Tenure ◽  
The Relationship

We examined the role of our proposed moderators, namely, work engagement, organizational tenure, and perceived external opportunities, in the relationship between perceived high-performance work systems (HPWS) and affective organizational commitment. We conducted a survey with 94 employees of an information technology company in China. The results showed that the effect of perceived HPWS on affective commitment is stronger among employees with longer tenure, and weaker among employees who perceive more external opportunities. The results also showed that the effect of perceived HPWS on affective commitment is stronger at a marginally significant level among employees with stronger work engagement. These findings suggest that organizational managers should pay more attention to individual factors that may change employees’ responses to HPWS, and adopt a more individualized approach to retain talented employees.

scholarly journals Contract moderation effects on temporary agency workers’ affective organizational commitment and perceptions of support

2015 ◽  
Vol 44 (1) ◽  
pp. 22-38 ◽  
Author(s):  
Marianna Giunchi ◽  
Maria José Chambel ◽  
Chiara Ghislieri
Keyword(s):  
Organizational Commitment ◽  
Organizational Support ◽  
Affective Commitment ◽  
Employment Relationship ◽  
Affective Organizational Commitment ◽  
Content Type ◽  
Employment Agency ◽  
The Relationship ◽  
Temporary Agency Workers

Purpose – Temporary agency workers (TAWs) have a double employment relationship: one with the agency that hires them with a formal contract, either temporary or permanent; and another with the client organization where they actually perform their work. As the social-exchange theory assumes that TAWs respond to the support they receive from both organizations with affective commitment toward the respective organization. The purpose of this paper is to propose that the type of contract with the agency moderates these relationships, specifically that permanent TAWs present a stronger relationship between perceived organizational support (POS) and affective organizational commitment (AOC) toward the agency and, to the contrary, that temporary TAWs show a greater relationship between POS and AOC toward the client. Design/methodology/approach – The hypotheses were tested with a sample of 522 Portuguese TAWs, of which 265 were temporaries and 257 were permanents. Data were collected with a self-report questionnaire and analyzed with multigroup analysis using the AMOS program. Findings – The authors verified that POS from both the employment agency and the client organization were related to the TAWs’ affective commitment to each respective organization. Furthermore, the relationship between POS from the employment agency and the affective commitment to this organization was stronger in permanent than in temporary TAWs. However, contrary to the expectations, the contract with the agency did not moderate the relationship with client organizations: temporary and permanent TAWs showed a similar relationship between POS from this organization and their affective commitment toward it. Practical implications – These findings show the important organizational role of both the employment agency and the client in supporting their TAWs and attending to the type of contract they have with the employment agency. Originality/value – This paper contributes to the analysis of the TAWs’ double employment relationship and highlights the role of the agency contract in the explanation of these relationships.

How Communication in Organizations Is Related to Foci of Commitment and Turnover Intentions

2020 ◽  
pp. 1-12
Author(s):  
Sebastian Holzwarth ◽  
George Gunnesch-Luca ◽  
Roman Soucek ◽  
Klaus Moser
Keyword(s):  
Organizational Communication ◽  
Turnover Intention ◽  
Structural Equation ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Confirmatory Factor ◽  
Communication In Organizations ◽  
Cohesion Theory

Abstract. The current study analyzes how two components of perceived organizational communication (vertical and horizontal) are related to employee turnover intentions via three types of affective commitment foci (organization, supervisor, and team). Using second-order confirmatory factor analysis and structural equation modeling techniques with a large cross-sectional dataset ( n = 3,317), our results show that, in line with social cohesion theory, vertical communication (e.g., supportiveness from the organization) is strongly related to affective organizational commitment, whereas horizontal communication (e.g., supportiveness from colleagues) is primarily related to affective team commitment. Additionally, both communication dimensions are related to affective supervisory commitment. Finally, these three foci of affective commitment incrementally explain and differentially mediate the relationship between perceived organizational communication and turnover intention.

Gender Differences in Empathy During Adolescence: Does Emotional Self-Awareness Matter?

2021 ◽  
pp. 003329412097663
Author(s):  
Cristina Trentini ◽  
Renata Tambelli ◽  
Silvia Maiorani ◽  
Marco Lauriola
Keyword(s):  
Gender Differences ◽  
Reactivity Index ◽  
Self Awareness ◽  
Emotional States ◽  
Personal Distress ◽  
Full Knowledge ◽  
Emotional Concern ◽  
Insight Into ◽  
Tas 20

Empathy refers to the capacity to experience emotions similar to those observed or imagined in another person, with the full knowledge that the other person is the source of these emotions. Awareness of one's own emotional states is a prerequisite for self-other differentiation to develop. This study investigated gender differences in empathy during adolescence and tested whether emotional self-awareness explained these differences. Two-hundred-eleven adolescents (108 girls and 103 boys) between 14 and 19 years completed the Interpersonal Reactivity Index (IRI) and the Toronto Alexithymia Scale (TAS-20) to assess empathy and emotional self-awareness, respectively. Overall, girls obtained higher scores than boys on IRI subscales like emotional concern, personal distress, and fantasy. Regarding emotional self-awareness, we found gender differences in TAS-20 scores, with girls reporting greater difficulty identifying feelings and less externally oriented thinking than boys. Difficulty identifying feelings explained the greatest personal distress experienced by girls. Lower externally oriented thinking accounted for girls’ greater emotional concern and fantasy. These findings offer an insight into the role of emotional self-awareness–which is essential for self-other differentiation–as an account for gender differences in empathic abilities during adolescence. In girls, difficulty identifying feelings can impair the ability to differentiate between ones’ and others’ emotions, leading them to experience self-focused and aversive responses when confronted with others’ suffering. Conversely, in boys, externally oriented thinking can mitigate personal distress when faced with others’ discomfort.

scholarly journals Gender differences in willingness to compete: The role of public observability

2021 ◽  
Vol 83 ◽  
pp. 102366
Author(s):  
Thomas Buser ◽  
Eva Ranehill ◽  
Roel van Veldhuizen
Keyword(s):  
Gender Differences ◽  
Willingness To Compete

scholarly journals The Role of Gender and Familiarity in a Modified Version of the Almeria Boxes Room Spatial Task

2021 ◽  
Vol 11 (6) ◽  
pp. 681
Author(s):  
Alessia Bocchi ◽  
Massimiliano Palmiero ◽  
Jose Manuel Cimadevilla Redondo ◽  
Laura Tascón ◽  
Raffaella Nori ◽  
...  
Keyword(s):  
Gender Differences ◽  
Initial Phase ◽  
Spatial Navigation ◽  
Spatial Task ◽  
Individual Factors ◽  
Learning Tasks ◽  
Position Learning ◽  
Spatial Tasks ◽  
Environmental Representation

Individual factors like gender and familiarity can affect the kind of environmental representation that a person acquires during spatial navigation. Men seem to prefer relying on map-like survey representations, while women prefer using sequential route representations. Moreover, a good familiarity with the environment allows more complete environmental representations. This study was aimed at investigating gender differences in two different object-position learning tasks (i.e., Almeria Boxes Tasks) assuming a route or a survey perspective also considering the role of environmental familiarity. Two groups of participants had to learn the position of boxes placed in a virtual room. Participants had several trials, so that familiarity with the environment could increase. In both tasks, the effects of gender and familiarity were found, and only in the route perspective did an interaction effect emerge. This suggests that gender differences can be found regardless of the perspective taken, with men outperforming women in navigational tasks. However, in the route task, gender differences appeared only at the initial phase of learning, when the environment was unexplored, and disappeared when familiarity with the environment increased. This is consistent with studies showing that familiarity can mitigate gender differences in spatial tasks, especially in more complex ones.

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