Organizational Commitment and Nurses Characteristics as Predictors of Job Involvement

2106 ◽  
Vol 29 (4) ◽  
pp. 59-69
Author(s):  
Kamila Alammar ◽  
Mashael Alamrani ◽  
Sara Alqahtani ◽  
Muayyad Ahmad
Keyword(s):  
Organizational Commitment ◽  
Job Involvement

Psychological Capital and Work Attitudes: A Conceptual Analysis

2015 ◽  
Vol 4 (2and3) ◽  
Author(s):  
Bharat Chandra Sahoo ◽  
Surendra Kumar Sia ◽  
Niranjan Sahu ◽  
Aneesh V. Appu
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Development ◽  
Turnover Intention ◽  
Psychological Capital ◽  
Practical Implication ◽  
Job Involvement ◽  
Work Attitudes ◽  
Extensive Literature ◽  
Systematic Analysis

The major thrust of the present paper, pertaining to employees growth and development at work, attempts a systematic analysis of attitudinal outcomes and performance improvement due to psychological capital. The constructs, namely psychological capital, and work attitudes like job involvement, job satisfaction, organizational commitment, cynicism, and turnover intention have been described. Based on far reaching Indian as well as western literature and findings, it is suggested that psychological capital would be positively related to desirable attitudes like job satisfaction, organizational commitment, and job involvement whereas negatively related to undesirable attitudes like organizational cynicisms and turnover intention. Through extensive literature and findings, the researcher is aiming to formulate a conceptual model of psychological capital based on propositions and to show how psychological capital is related to job attitudes. With respect to organizational development, this paper also covers practical implication where systematic intervention of psychological capital is given utmost priority. With reference to various organizations and workplaces, how psychological capital can be applied in a scientific direction through proper training, workshop, and web-based programme in order to promote healthy and balanced life.

Job Involvement, Job Stress, Job Satisfaction, and Organizational Commitment and the Burnout of Correctional Staff

2009 ◽  
Vol 37 (2) ◽  
pp. 239-255 ◽  
Author(s):  
Marie L. Griffin ◽  
Nancy L. Hogan ◽  
Eric G. Lambert ◽  
Kasey A. Tucker-Gail ◽  
David N. Baker
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Job Stress ◽  
Emotional Exhaustion ◽  
Positive Association ◽  
Job Involvement ◽  
Job Burnout ◽  
Three Dimensions ◽  
Correctional Staff ◽  
Personnel Shortages

In an era in which rising costs, shrinking budgets, and personnel shortages are common, it is increasingly important to provide a positive work situation to ensure worker stability. Research indicates that job burnout is a negative response that is harmful to the employee and to the organization. Depersonalization, emotional exhaustion, and feeling a lack of accomplishment at work are all dimensions of job burnout. This study examined the association of job involvement, job stress, job satisfaction, and organizational commitment with burnout among correctional staff. The findings highlight the significance of these variables in relation to burnout. Specifically, job satisfaction had an inverse relationship with emotional exhaustion, depersonalization, and a sense of reduced accomplishment at work, whereas job stress had a significant positive relationship with depersonalization and emotional exhaustion. Job involvement also had a positive association with emotional exhaustion, whereas commitment to the organization had no relationship with any of the three dimensions of burnout.

“Same Same” But Different?

2006 ◽  
Vol 11 (2) ◽  
pp. 119-127 ◽  
Author(s):  
Ulrika E. Hallberg ◽  
Wilmar B. Schaufeli
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Turnover Intention ◽  
Discriminant Validity ◽  
Job Involvement ◽  
Personal Factors ◽  
Information Communication ◽  
Confirmatory Factor Analyses ◽  
Confirmatory Factor ◽  
Work Attachment

The present study investigates whether work engagement (measured by the Utrecht Work Engagement Scale; UWES) could be empirically separated from job involvement and organizational commitment. In addition, psychometric properties of the Swedish UWES were investigated. Discriminant validity of the UWES was tested through inspection of latent intercorrelations between the constructs, confirmatory factor analyses, and patterns of correlations with other constructs (health complaints, job and personal factors, and turnover intention) in a sample of Information Communication Technology consultants (N = 186). Conclusion: Work engagement, job involvement, and organizational commitment are empirically distinct constructs and, thus, reflect different aspects of work attachment. The internal consistency of the Swedish UWES was satisfactory, but the dimensionality was somewhat unclear.

The Association of Job Variables With Job Involvement, Job Satisfaction, and Organizational Commitment Among Indian Police Officers

2015 ◽  
Vol 25 (2) ◽  
pp. 194-213 ◽  
Author(s):  
Eric G. Lambert ◽  
Hanif Qureshi ◽  
Nancy L. Hogan ◽  
Charles Klahm ◽  
Brad Smith ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Police Officers ◽  
Job Involvement

scholarly journals Exploring Occupational And Strategic Drivers Of Individual Customer Orientation

2011 ◽  
Vol 9 (5) ◽  
pp. 55 ◽  
Author(s):  
Turkan Dursun ◽  
Ceyhan Kilic
Keyword(s):  
Organizational Commitment ◽  
Market Orientation ◽  
Role Ambiguity ◽  
Customer Orientation ◽  
Job Involvement ◽  
Individual Performance ◽  
Performance Outcomes ◽  
Relationship Development ◽  
Equation Modeling ◽  
Study Results

The aim of this study is to investigate occupational and strategic drivers and performance consequences of individual customer orientation in the marketing/selling context via a conceptual framework. The occupational drivers are job involvement, role ambiguity/conflict, job satisfaction, and organizational commitment and the strategic driver is market orientation. The performance outcomes are relationship development and individual performance. The proposed model was tested over a random sample of 2000 marketers from a broad spectrum of businesses. The final sample consisted of 189 usable responses. A structural equation modeling analysis was used for model specification and hypothesis testing. According to the study results, there is a positive and significant relationship between market orientation and customer orientation. Also, organizational commitment and role conflict impact customer orientation significantly and positively. The effects of role ambiguity and job involvement on customer orientation are negative and significant. The study results also revealed that higher levels of customer orientation lead to higher levels of relationship development and individual performance. Managerial implications and future research avenues were also discussed.

scholarly journals PENGARUH JOB INVOLVEMENT DAN KEADILAN ORGANISASIONAL TERHADAP KOMITMEN ORGANISASIONAL PADA KARYAWAN PACTO - BALI

2016 ◽  
pp. 128
Author(s):  
Diyah Arum Puspita Sari ◽  
Agoes Ganesha Rahyuda
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Affective Commitment ◽  
Sampling Technique ◽  
Job Involvement ◽  
Employee Motivation ◽  
Positive Influence ◽  
Continuance Commitment ◽  
Analysis Technique ◽  
The Relationship

This study aims to find the effect of job involvement and organizational justice on three types of organizationalcommitment, which are affective, continuance and normative. This research was conducted in Pacto-Bali, using 70 employees as its respondents. Sampling technique used in this study was saturated sampling technique.Data was collected through interviews and questionnaires. The data analysis technique was multiple linear regression, which was processed using SPSS software.The findings indicate that job involvement has positive influence on each types of organizational commitment, that was affective commitment, continuance commitment and normative commitment. The same finding was found in the relationship between organizational justice and organizational commitment, where the more justice the employees received the more committed the employees to the organization. To improve the organizational commitment of employees, Pacto-Bali should increase employee motivation by inviting employees to involve in the decision making process, and also should improve the networking between the owners and employees in order to help organization to reach its goals

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