Does Cultural Socialization Predict Multiple Bases and Foci of Commitment?

2000 ◽  
Vol 26 (1) ◽  
pp. 5-30 ◽  
Author(s):  
Michael Clugston ◽  
Jon P. Howell ◽  
Peter W. Dorfman
Keyword(s):  
Organizational Commitment ◽  
Factor Model ◽  
Power Distance ◽  
Uncertainty Avoidance ◽  
Cultural Dimensions ◽  
Hierarchical Regression ◽  
Cultural Socialization ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Confirmatory Factor

Some organizational commitment theorists have proposed that culture is an important antecedent to organizational commitment (Meyer & Allen, 1991; Wiener, 1982). This study tests whether individualized measures of power distance, collectivism, uncertainty avoidance, and masculinity are related to an employee’s level of commitment. A nine-factor model of commitment is postulated with three bases (affective, continuance, and normative commitment) and three foci (organization, supervisor, and workgroup) of commitment. Confirmatory factor analysis provides support for the commitment model embodying all bases and foci of commitment. Hierarchical regression analysis results also suggest that cultural dimensions are significant predictors of multiple bases and foci of commitment. Specific significant results include: (1) Power distance is related to normative commitment across all foci; (2) Uncertainty avoidance is related to continuance commitment across all foci; and (3) Collectivism is related to workgroup commitment across all bases of commitment.

scholarly journals Relationship between Dimensions of International Culture and the Five-Factor Model of Personality for Kuwaitis and Non-Kuwaiti Teachers

2018 ◽  
Vol 12 (1) ◽  
pp. 76
Author(s):  
Adnan M. Alanzi ◽  
Bader M. Alansari
Keyword(s):  
Factor Model ◽  
Five Factor Model ◽  
Power Distance ◽  
Uncertainty Avoidance ◽  
Cultural Dimensions ◽  
Term Trend ◽  
Five Factors ◽  
Positive Correlations ◽  
Long Term Trend

This study aimed to examine the relationshipbetween the dimensions of international culture and the five factors of personality in a sample of 1080 Kuwaiti and Egyptian teachers which was selected randomly from secondary schools in Kuwait, measured by Hofstede’s five cultural dimensions and five-factor model; gender and nationality were also considered. The results indicated significant positive correlations between agreeableness and power distance, conscientiousness and both individuality and masculinity. There are also significant negative correlations between agreeableness and each individuality and masculinity and uncertainty avoidance, conscientiousness and the variable of power distance, uncertainty avoidance and long-term trend. Also, the results showed that males differed from females on four out of the five cultural dimensions. However, Kuwaitis differ from Egyptians on four out of the five cultural dimensions. Except in the long-termtrend, there were no significant differences between the Kuwaitis and Egyptians.

scholarly journals Uji Validitas Konstruk Komitment Organisasi Dengan Metode Confirmatory Factor Analysis (CFA)

2018 ◽  
Vol 7 (2) ◽  
pp. 97-103
Author(s):  
Mizan Hasanah ◽  
Miftahuddin Miftahuddin
Keyword(s):  
Factor Analysis ◽  
Organizational Commitment ◽  
Confirmatory Factor Analysis ◽  
Affective Commitment ◽  
Measurement Model ◽  
Three Dimensions ◽  
Normative Commitment ◽  
Analysis Method ◽  
Continuance Commitment ◽  
Confirmatory Factor

Tujuan dari penelitian ini adalah untuk menguji validitas konstruk dari komitmen organisasi. Dalam penelitian ini, menggunakan tiga dimensi komitmen organisasi dari Allen & Meyer (1990) yaitu, komitmen afektif (affective commitment), komitmen berkelanjutan (continuance commitment) dan komitmen normatif (normative commitment) dengan jumlah total sebanyak 24 item. Sampel yang digunakan sebanyak 175 orang. Metode analisis faktor yang digunakan dalam penelitian ini adalah confirmatory factor analysis (CFA) dengan bantuan program lisrel 8.70 dalam pengolahan datanya. Berdasarkan perhitungan dengan metode CFA dapat disimpulkan bahwa semua dimensi memerlukan modifikasi model pengukuran untuk dapat memperoleh nilai fit. The purpose of this study is to examine the construct validity of organizational commitment. In this study, using three dimensions of organizational commitment from Allen & Meyer (1990), namely, affective commitment, continuance commitment and normative commitment with a total of 24 items. The sample used was 175 people. The factor analysis method used in this study is confirmatory factor analysis (CFA) with the help of the 8.70 lisrel program in processing the data. Based on calculations using the CFA method it can be concluded that all dimensions require modification of the measurement model to be able to obtain a fit value.

Psychological contract breach and teachers' organizational commitment: mediating roles of job embeddedness and leader-member exchange

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Veronica Serwaa Amoah ◽  
Francis Annor ◽  
Maxwell Asumeng
Keyword(s):  
Organizational Commitment ◽  
Psychological Contract ◽  
Job Embeddedness ◽  
Psychological Contract Breach ◽  
Leader Member Exchange ◽  
Normative Commitment ◽  
Contract Breach ◽  
Continuance Commitment ◽  
Content Type ◽  
Member Exchange

PurposeThe study examined the relationship between psychological contract breach and organizational commitment and whether leader-member exchange and job embeddedness mediate this relationship.Design/methodology/approachThe study adopted a quantitative approach and is based on a sample of 298 teachers in basic schools in Accra, Ghana. Participants completed surveys with standardized measures on psychological contract breach, job embeddedness, leader-member exchange and organizational commitment. Hypothesized relationships were tested using structural equation modeling in AMOS 21.0.FindingsPsychological contract breach had a direct negative relationship with affective and normative commitment but had no significant direct relationship with continuance commitment. Psychological contract breach was indirectly related to affective and normative commitment through both job embeddedness and leader-member exchange, and indirectly related to continuance commitment through only job embeddedness.Practical implicationsFindings from the study suggest that employers' failure to fulfill their obligations to employees has significant potential cost to the organization, and underscore the need for managers, particularly in educational institutions, to institute measures to eliminate or minimize the occurrence of psychological contract breach.Originality/valueThe study contributes to research examining antecedents of organizational commitment as well as the mechanisms linking psychological contract breach to organizational commitment in the educational context.

scholarly journals An assessment of the moderating role of employees’ cultural orientations amongst foreign manufacturing multinational companies in Kenya

2013 ◽  
Vol 11 (1) ◽  
Author(s):  
Beatrice A. Dimba ◽  
Robert Rugimbana
Keyword(s):  
Firm Performance ◽  
Power Distance ◽  
Multinational Companies ◽  
Uncertainty Avoidance ◽  
Cultural Dimensions ◽  
Manufacturing Companies ◽  
Cultural Orientations ◽  
The Relationship ◽  
Moderating Role

Orientation: This article investigates the question, of whether culture really matters in implementing international strategic human resource management (SHRM) practices.Research purpose: Specifically, this study sought to investigate the extent to which employee cultural orientations moderate the link between SHRM practices and firm performance in large foreign manufacturing multinational companies in Kenya. Motivation for the study: Large foreign multinational companies have generally applied SHRM practices without adaptation when trying to improve employee performance even though resource based perspectives argue for the consideration of employees’ cultural orientations. Research design, approach and method: SHRM practices were conceptualised as independent variables measured through distinct practices. Organisational performance as a dependent variable was measured using constructs of image, interpersonal relations, and product quality. Cultural dimensions adopted for this study were power distance, uncertainty avoidance, individualism or collectivism, and masculinity or femininity. The above conceptual framework was tested by the use of both quantitative and qualitative techniques with data from fifty (50) large foreign multinational companies operating in Kenya. Main findings: Findings indicated that the relationship between SHRM practices and firm performance depend to a greater extent on employee cultural orientations when power distance is considered. Power distance (PD) refers to the extent of people accepting that power in institutions and organisations when distributed unequally. The greater the PD, the greater the acceptance of this inequality. Practical/managerial implications: The study supported the notion that the relationship between SHRM practices and firm performance is moderated by power distance through motivation but not by the other three bipolar dimensions namely, Uncertainty Avoidance, Masculinity or Femininity and Individualism or Collectivism. Contribution/value-add: This is the first large-scale empirical article that has focused on the moderating role of employees’ cultural orientations in large foreign manufacturing companies operating in Kenya.

scholarly journals HUBUNGAN ORGANIZATIONAL COMMITMENT DAN TURNOVER INTENTION PADA PERAWAT

2018 ◽  
Vol 1 (2) ◽  
pp. 259
Author(s):  
Triatno Yudho Prabowo
Keyword(s):  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Normative Commitment ◽  
Continuance Commitment

Tujuan penelitian ini adalah untuk mengetahui hubungan antara organizational commitment dengan turnover intention. Teori organizational commitment dikemukakan oleh Meyer dan Allen. Teori turnover intention dikemukakan oleh Tett dan Meyer. Organizational commitment merupakan usaha mendefinisikan dan melibatkan diri dalam organsasi dan tidak ada keinginan meninggalkannya. Turnover intention dapat dipahami sebagai niat secara sadar dan disengaja untuk meninggalkan organisasi. Penelitian ini melibatkan 64 responden. Penelitian ini menggunakan metode kuantitatif. Hasil penelitian menunjukan bahwa terdapat hubungan negatif antara dimensi organizational commitment (continuance commitment, normative commitment, affective commitment) dengan turnover intention meliputi : continuance commitment dengan turnover intention (r = -0,362), normative commitment dengan turnover intention (r = -0,714), dan affective commitment dengan turnover intention (r = - 0,720).

Three-Factor Structure of Adult Attachment in the Workplace: Comparison of British, French, and Italian Samples

2014 ◽  
Vol 115 (2) ◽  
pp. 627-642 ◽  
Author(s):  
Fabrizio Scrima ◽  
Liliane Rioux ◽  
Lucrezia Lorito
Keyword(s):  
Great Britain ◽  
Organizational Commitment ◽  
Construct Validity ◽  
Factor Structure ◽  
Adult Attachment ◽  
Attachment Styles ◽  
Affective Commitment ◽  
Factor Model ◽  
Confirmatory Factor ◽  
Three Factor

The goal was to compare three-factor and two-factor solutions and construct validity of the Adult Attachment in the Workplace (AAW) questionnaire. Participants were 660 volunteers from three countries (France, Italy, and Great Britain). The two-factor model of Neustadt, Chamorro-Premuzic, & Furnham (2006) and the three-factor theoretical model of Collins and Read (1990) were compared. Construct validity was assessed by calculating correlations among the two- and three-factor AAW, the Workplace Attachment Scale, and the Organizational Commitment Scale. The three-factor structure differentiated between the three attachment styles, i.e., secure, preoccupied, and avoidant. There were moderate, significant correlations between AAW, workplace attachment, and affective commitment. Confirmatory factor analysis indicated that the three-factor structure fit the data better. Furthermore, the AAW, the Workplace Attachment Scale, and the Organizational Commitment Scale can be considered independent. In line with previous empirical evidence, a further distinction is noted between avoidant and preoccupied styles in the workplace.

Firm Performance and Employee Downsizing: The Moderating Role of National Culture

2017 ◽  
Vol 18 (2) ◽  
pp. 1-31
Author(s):  
Andre Honoree ◽  
Mario Krenn
Keyword(s):  
Firm Performance ◽  
National Culture ◽  
Power Distance ◽  
Institutional Context ◽  
Uncertainty Avoidance ◽  
Cultural Dimensions ◽  
Future Directions ◽  
Research And Practice ◽  
Moderating Role

A limitation in the downsizing literature is its lack of attention on how firms’ institutional context interacts with firm’s internal drivers of employee downsizing. This study examines the firm performance - employee downsizing relationship in 1,747 firms across 35 countries over three years and demonstrates that while this relationship is similar among firms across countries, its magnitude varies across countries, and that the cultural dimensions of in-group collectivism, power distance, uncertainty avoidance help explain this variance. Implications from these findings and future directions for employee downsizing research and practice are discussed.

Examining the effect of functional diversity on organizational team innovation

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gladys Esinu Abiew ◽  
Eugene Okyere-Kwakye ◽  
Florence Yaa Akyia Ellis
Keyword(s):  
Functional Diversity ◽  
Structural Equation ◽  
Power Distance ◽  
Uncertainty Avoidance ◽  
Cultural Dimensions ◽  
Content Type ◽  
Team Innovation ◽  
The Relationship ◽  
Moderating Role

Purpose Underpinned by the information processing theory, this study aims to investigate the relationship between functional diversity and team innovation by examining the moderating role of some selected cultural dimensions (power distance, uncertainty avoidance and masculinity-femininity) in the relationship between functional diversity and innovation. Design/methodology/approach A quantitative research method was used using a structured questionnaire as a tool to collect data from 251 respondents drawn from research institutions in Ghana. Data was analysed using simple regression and hierarchical multiple regression. In addition, a structural equation model was used to conduct confirmatory factor analyses to examine whether the variables in the hypothesized model for the study captured distinct constructs that the variables were designed to measure. Findings The study revealed that functional diversity was positively related to team innovation. The study also found that functionally diverse groups are more innovative when they exhibit low uncertainty avoidance, femininity and low power distance. Practical implications These findings suggest that practices such as team communication, honesty, respect and trust would foster team unity and commitment, which would enable members to share diverse expertise towards the creation and execution of new ideas and improvement of productivity in the country. Originality/value The study examined the relationship between functional diversity and team innovation by examining the moderating role of some selected cultural dimensions (power distance, uncertainty avoidance and masculinity-femininity) in the relationship between functional diversity and innovation.

The influence of ethical leadership on the organizational commitment in fire organizations

2021 ◽  
Vol 37 (1) ◽  
pp. 145-156
Author(s):  
Mohammadkarim Bahadori ◽  
Matina Ghasemi ◽  
Edris Hasanpoor ◽  
Seyed Mojtaba Hosseini ◽  
Khalil Alimohammadzadeh
Keyword(s):  
Organizational Commitment ◽  
Ethical Leadership ◽  
Affective Commitment ◽  
Role Model ◽  
Fire Department ◽  
Average Score ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Content Type ◽  
In Fire

Purpose It is necessary for organizations to have committed employees to perform properly and be able to survive in a competitive world. One of the key components of organizational commitment is implementation of ethical leadership. The purpose of this study is to examine the relationship between ethical leadership and organizational commitment in fire organizations of Tehran. Design/methodology/approach A descriptive-correlational study was carried out in 2019. The sample consisted of 200 randomly selected participants, active in executive and headquarters divisions of fire department in Tehran. To collect data, a questionnaire with three different parts: demographics, organizational commitment questionnaire and the ethical leadership scale, was used. Data analysis were performed by AMOS24 and SPSS software, and data are presented as descriptive statistics of frequency, percentages, mean ± standard deviation (SD) and Pearson’s correlation coefficient. Findings Mean and SD for organizational commitment and ethical leadership were 3.44 ± 0.7 and 3.66 ± 0.62, respectively. Affective commitment had the highest average score among organizational commitment dimensions (3.63 ± 0.75). Among ethical leadership dimensions, ethical management showed the highest average (3.79 ± 0.70). Each component of organizational commitment, i.e. affective commitment, continuance commitment and normative commitment, also showed a significant relationship with ethical leadership (p < 0.05). Model fit results revealed that independent variables could anticipate 87% of changes of dependent variables in organizational commitment. Originality/value The results show a significantly positive relationship between ethical leadership and organizational commitment among the firefighters. Therefore, by using ethical leadership method, i.e. being a role model, improving the relations between management and employees, establishing trust and mutual respect, managers of fire departments can increase firefighters’ organizational commitment, affective commitment, continuance commitment and normative commitment and prevent them from quitting.

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