scholarly journals NCAA Athletic Department Employee Perceptions of Workplace Related Burnout, Commitment, and Emotional Intelligence

2017 ◽  
Vol 76 (1) ◽  
pp. 35-46
Author(s):  
Robert C. Schneider ◽  
Penny D. Hite
Keyword(s):  
Emotional Intelligence ◽  
Emotional Exhaustion ◽  
Electronic Mail ◽  
Affective Commitment ◽  
National Collegiate Athletic Association ◽  
College Athletics ◽  
Well Being ◽  
Athletic Department ◽  
Continuance Commitment ◽  
Strongly Agree

AbstractThe objective of this study was to determine employees’ perceptions across National Collegiate Athletic Association (NCAA) Divisions I, II, and III athletic departments of the following general categories and their respective subcategories: (a) emotional intelligence consisting of appraisal of emotions, optimism, utilization of emotions, social skills, and emotional exhaustion; (b) commitment consisting of affective commitment, continuance commitment, and normative commitment; and (c) burnout outcomes consisting of exhaustion, and cynicism. The literature offers broad perspectives related to burnout, commitment, and emotional intelligence along with the respective subcategories (Cropanzano, Rupp, & Byrne 2003; Grichnik, Smeja, & Welpe 2010; Opengart 2005; Patzelt, & Shepherd 2011; Youssef, & Luthans 2007). An intercollegiate sport centered questionnaire was developed by the researchers, the content of which was grounded in seminal research studies related to emotional intelligence, commitment, and burnout outcomes. Feedback from five experts who held no less than 15 years of working experience in an NCAA athletic department helped support content validity. The questionnaire consisted of a demographic section followed by a 7 point Likert scale ranging from strongly agree to strongly disagree, that included 49 total statements. Electronic mail was used to send the questionnaire to a random sample of 333 athletic department employees whose e-mail addresses were obtained from the publicly accessible National Association of Collegiate Directors of Athletics’ (NACDA) National Directory of College Athletics. Of the 333 surveys mailed, 82 were returned for a 24.6% response rate. Descriptive statistics was applied to the data to arrive at findings related to athletic department employees’ responses to the subcategories of the general categories related to burnout, commitment, and emotional intelligence. Athletic department employees were found to generally agree. Overall, responses by the athletic department employees indicated perceptions related to each of three categories of emotional exhaustion, commitment and burnout outcomes that are favorable to the well-being of the athletic department.

Examining Role Stress, Emotional Intelligence, Emotional Exhaustion, and Affective Commitment Among Secondary Physical Educators

2021 ◽  
pp. 1-11
Author(s):  
Nicholas S. Washburn ◽  
Kelly L. Simonton ◽  
K. Andrew R. Richards ◽  
Ye Hoon Lee
Keyword(s):  
Emotional Intelligence ◽  
Emotional Exhaustion ◽  
Role Ambiguity ◽  
Affective Commitment ◽  
The United States ◽  
Role Stress ◽  
National Database ◽  
Physical Educators ◽  
Negative Effects ◽  
Teachers Perceptions

Research on the psychological outcomes of physical education teachers’ perceptions of their work environments and variables that support adaptive coping processes is needed. Purpose: This study examined the relationships among role stress, emotional intelligence, emotional exhaustion (EE), and affective commitment among secondary physical educators in the United States (N = 246). Method: Using participants from a national database, variables were analyzed using multivariate analyses of covariances and structural modeling. Results: Urban teachers reported more role ambiguity than those working in other contexts. Role stress partially predicted emotional intelligence, whereas emotional intelligence predicted EE negatively and affective commitment positively. Role ambiguity influenced EE directly and indirectly through emotional intelligence. Role conflict and overload showed only direct relations. Conclusion: Emotional intelligence may buffer negative effects of role stress on EE while enhancing affective commitment by reappraising stress in manageable ways. Enhancing emotional intelligence may promote adaptive emotional responses.

The effects of relationship bonds on emotional exhaustion and turnover intentions in frontline employees

2014 ◽  
Vol 28 (4) ◽  
pp. 319-330 ◽  
Author(s):  
Edward Shih-Tse Wang
Keyword(s):  
Emotional Exhaustion ◽  
Emotional Labor ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Service Industry ◽  
Frontline Employees ◽  
Continuance Commitment ◽  
Content Type ◽  
Frontline Workers

Purpose – This paper aims to extend the relationship marketing concept to examine which relationship bonds (social, structural and financial bonds) have different effects on employee affective (want to stay), normative (ought to stay) and continuance commitment (have to stay). Preventing emotional exhaustion in frontline employees and helping them stay on the job is an important topic for emotional labor research. The research also investigates which types of commitment influence emotional exhaustion and turnover intentions significantly. Design/methodology/approach – Data were collected through a self-reported questionnaire administered to 401 restaurant service industry frontline workers. Findings – The findings support the hypothesis that whereas social and financial bonds influence affective commitment, structural and financial bonds influence continuance commitment. Furthermore, affective commitment is a crucial factor for preventing emotional exhaustion and turnover intentions, whereas continuance commitment positively affects emotional exhaustion. Originality/value – This research offers academic and managerial insights into the various types of relationship bonds and controls these bonds for facilitating employee organizational commitment, which consequently affects emotional exhaustion and turnover intention.

scholarly journals Does Emotional Intelligence Pave way for Psychological Well Being and Enhancing Work Performance

2019 ◽  
Vol 8 (2S4) ◽  
pp. 663-672
Keyword(s):  
New York ◽  
Emotional Intelligence ◽  
Job Performance ◽  
Work Environment ◽  
Culturally Diverse ◽  
Cultural Intelligence ◽  
Work Performance ◽  
Well Being ◽  
Psychological Wellbeing ◽  
Strongly Agree

Purpose – Present study is a descriptive and analytical in nature aiming to bring out the relationship among emotional intelligence, cultural intelligence, perceived organizational supporting practices, family support on psychological wellbeing and work performance of the Indian expatriates in United States of America. Design/Methodology/Approach- This study adopts positivist deductive approach it, starts with clear variables which are derived from theory and based on these variables. The data for the study was collected through the structured questionnaire. The sample for the present study was collected from the Indian IT expatriates who are assigned to USA working in the four major IT cluster of USA i.e. California, Washington, New York, & Chicago. A total 634 questionnaires were received indicating a response rate of 52 %. The questionnaire for this study consists of 87 items and the five point Likert type response format is used for all the measures ranging from strongly agree to strongly disagree. SPSS 21 and Microsoft excel are the statistical packages and regression is the tools used in the present study Findings- An important affiliation was observed among emotional intelligence and expatriate job performance and psychological wellbeing. As the job performance and psychological wellbeing largely dependent on the emotional intelligence of the employee, the job performance of the expatriates is also influenced by the emotional intelligence level of the expatriate. Higher levels of emotional intelligence predict higher the job performance and psychological wellbeing of the expatriate. A significant relationship was found between cultural intelligence and expatriate job performance and psychological wellbeing. When the expatriate face culturally diverse work environment, the Cultural intelligence of the expatriate allows the expatriate to adopt behaviours which potentially contributes to the success of the expatriate in the diverse work environment. A signification had been observed between perceived organizational supporting practices and expatriate performance. Inclination towards repayment towards the organization is high among the employees who are in receipt of major support from the organization. The support of the organization becomes more relevant in the instance of the expatriates because the expatriates are working away from the parent organization in culturally diverse settings. A signification relationship was found between perceived family supports and expatriate performance. When the accompanying family is well adjusted to the new culture, the employee can concentrate more on the job responsibilities. Hence,

scholarly journals Mối quan hệ giữa sự suy kiệt cảm xúc, khả năng thích nghi và sự gắn kết của nhân viên người việt trong các công ty đa quốc gia trên địa bàn Thành phố Hồ Chí Minh

2021 ◽  
Vol 15 (3) ◽  
pp. 180-192
Author(s):  
Trần Thị Lệ Hiền
Keyword(s):  
Emotional Exhaustion ◽  
Affective Commitment ◽  
Normative Commitment ◽  
Continuance Commitment

Nghiên cứu được thực hiện nhằm kiểm định mối quan hệ giữa sự suy kiệt cảm xúc (emotional exhaustion – EE), khả năng thích nghi (adaptability – AD) và sự gắn kết của nhân viên người Việt trong các công ty đa quốc gia trên địa bàn Tp. HCM về mặt tình cảm (affective commitment - AC), lợi ích (continuance commitment – CC) và đạo đức (normative commitment – NC). Sau khi khảo sát 212 mẫu, dữ liệu thu thập sẽ được xử lý bằng phần mềm SPSS 25.0 và AMOS 20.0. Kết quả nghiên cứu cho thấy sự suy kiệt cảm xúc có ảnh hưởng đến sự gắn kết của nhân viên vì tình cảm và lợi ích. Sự thích nghi của nhân viên sẽ có ảnh hưởng đến sự gắn kết về mặt đạo đức.

scholarly journals What Influences the Organisational Commitment of Employees working in NGOs?

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Tisha Singh
Keyword(s):  
Emotional Intelligence ◽  
Affective Commitment ◽  
Reliability And Validity ◽  
Well Being ◽  
Three Dimensions ◽  
Organisational Commitment ◽  
Psychological Well Being ◽  
Validity Tests ◽  
The Individual ◽  
The Impact

<italic>Purpose</italic> - The purpose of this paper is to explore the impact of emotional intelligence on psychological well being and further identifying the impact of psychological well being on various dimensions of organisational commitment viz, affective, normative and continuous commitment. <italic>Design/methodology/approach</italic> - Data were collected from 200 employees working in NGOs of west delhi region (Capital of India) on the bases of purposive sampling. Statistical techniques like CFA and SEM were used to analyse the data. Further, reliability and validity tests were also performed. <italic>Findings</italic> - The study suggests that emotional intelligence has a positive and significant impact over psychological well being. Further, psychological well being has a greater impact over affective commitment followed by normative and continuous commitment among employees working in NGOs. <italic>Originality/value</italic> - This work is the first that investigates the individual impact of psychological well being over the three dimensions of organisational commitment. Study also explores the significant impact of emotional intelligence on psychological well being in context of NGOs. <italic>Paper type</italic> - Empirical Paper

scholarly journals High performance work systems in Greece

2017 ◽  
Author(s):  
Παναγιώτης Κλουτσινιώτης
Keyword(s):  
Social Exchange ◽  
Emotional Exhaustion ◽  
Work Engagement ◽  
High Performance ◽  
Affective Commitment ◽  
Intention To Leave ◽  
Well Being ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Hr Practices

Τις τελευταίες τρεις δεκαετίες παρατηρείται έντονη συζήτηση στη διεθνή βιβλιογραφία σχετικά με το καταλληλότερο σύστημα πρακτικών Διοίκησης Ανθρώπινου Δυναμικού (HR practices) που θα πρέπει να υιοθετηθεί από μία επιχείρηση με στόχο την μεγιστοποίηση της οργανωσιακής απόδοσης. Τα συστήματα αυτά πρακτικών Διοίκησης Ανθρώπινου Δυναμικού (HR practices) είναι ευρύτερα γνωστά με τον όρο «Συστήματα Διοίκησης Ανθρώπινου Δυναμικού Υψηλής Απόδοσης» (High Performance Work Systems / HPWS). Αρχικά, το ενδιαφέρον των ερευνητών περιορίστηκε στη μελέτη της άμεσης αιτιώδους σχέσης (direct relationship) μεταξύ των HPWS και της οργανωσιακής απόδοσης. Μετέπειτα – και ειδικότερα μετά τη νέα χιλιετία – οι ερευνητές εστίασαν την προσοχή τους στον ακριβή τρόπο λειτουργίας αυτής της σχέσης (the what, the why, and the how) κάτι που έγινε ευρύτερα γνωστό ως το «μαύρο κουτί» (the black-box). Σε μία προσπάθεια επεξήγησης του «μαύρου κουτιού», δόθηκε ιδιαίτερη έμφαση στο βασικό ρόλο που μπορεί να διαδραματίσουν οι στάσεις και συμπεριφορές των εργαζομένων. Ως εκ τούτου, οι πρώτες εκτιμήσεις ανέφεραν πως οι πρακτικές Διοίκησης Ανθρώπινου Δυναμικού (HR practices) επηρεάζουν τις ικανότητες (abilities) των εργαζομένων, δίνουν τα κατάλληλα κίνητρα (motivation) και παρέχουν τις κατάλληλες ευκαιρίες (opportunities) για εργασία, δημιουργώντας με τον τρόπο αυτό θετικές συμπεριφορές του προσωπικού, επηρεάζοντας με τη σειρά τους την απόδοση του εκάστοτε οργανισμού. Συνεπώς, έγινε αντιληπτό πως η αύξηση της οργανωσιακής απόδοσης δεν επηρεάζεται άμεσα από τις πρακτικές του Ανθρώπινου Δυναμικού (HR practices) αυτές καθαυτές, αλλά από την θετική επίδρασή τους στις στάσεις και συμπεριφορές των εργαζομένων. Εντούτοις, παρά τις παραπάνω εξελίξεις και την πρόοδο σχετικά με την αποσαφήνιση του ακριβούς τρόπου λειτουργίας του «μαύρου κουτιού», εξακολουθεί να υπάρχει ένα μεγάλο κενό στην διεθνή βιβλιογραφία σχετικά με τον ακριβή μηχανισμό μέσω του οποίου τα συστήματα HPWS επηρεάζουν τις στάσεις και συμπεριφορές των εργαζομένων. Λαμβάνοντας υπ’όψιν τα παραπάνω, η παρούσα διδακτορική διατριβή προσπαθεί να αποσαφηνίσει τον μηχανισμό μέσω του οποίου οι πρακτικές Διοίκησης Ανθρώπινου Δυναμικού (HR Practices) επηρεάζουν τις συμπεριφορές των εργαζομένων και την μετέπειτα οργανωσιακή απόδοση στο Ελληνικό περιβάλλον. Πιο συγκεκριμένα, το πρώτο μέρος της διατριβής επικεντρώνεται στο χώρο της Υγείας και προσπαθεί να εξηγήσει την συμβολή των HPWS στην δημιουργία θετικών στάσεων και συμπεριφορών του ιατρικού και νοσηλευτικού προσωπικού στα υπό έρευνα νοσοκομειακά ιδρύματα της χώρας. Κατά συνέπεια, υιοθετήθηκαν και εξετάστηκαν θεωρίες που ανήκουν στο επιστημονικό πεδίο της Οργανωσιακής Συμπεριφοράς, όπως οι θεωρίες της «Ψυχολογικής Ενδυνάμωσης» (Psychological Empowerment), της «Κοινωνικής Ταυτότητας» (Social Identity), καθώς και οι θεωρίες της «Κοινωνικής Συναλλαγής» (Social Exchange) και της «Οικονομικής Συναλλαγής» (Economic Exchange). Για τον σκοπό αυτό διενεργήθηκε έρευνα πεδίου με την μέθοδο του ερωτηματολογίου συγκεντρώνοντας δείγμα ιατρικού και νοσηλευτικού προσωπικού (297 εργαζομένων) από επτά νοσηλευτικά ιδρύματα της Ελλάδας. Τα ευρήματα φανερώνουν πως η επίδραση των HPWS στις συμπεριφορές του νοσηλευτικού και ιατρικού προσωπικού μπορεί να επηρεαστεί από την φύση της εργασιακής σχέσης μεταξύ εργαζομένων και εργοδοσίας (Κοινωνική ή Οικονομική Συναλλαγή), η οποία με τη σειρά της επιδρά στην ενεργό εμπλοκή (work engagement) και συναισθηματική εξάντληση (emotional exhaustion) των εργαζομένων. Επιπροσθέτως, τα αποτελέσματα υπογραμμίζουν τον σημαντικό ρόλο που διαδραματίζουν τα HPWS στην δημιουργία σχέσεων αλληλεγγύης και αλληλοϋποστήριξης (θεωρία της Κοινωνικής Ταυτότητας) που αναπτύσσονται μεταξύ ομάδων εργαζομένων, ενώ φανερώνουν πως χωρίς την παρουσία της «Ψυχολογικής Ενδυνάμωσης» του προσωπικού η επίδραση των HPWS στην ποιότητα των παρεχόμενων υπηρεσιών υγείας (quality of patient care) θα είναι περιορισμένη. Τέλος, τα ευρήματα τονίζουν την θετική επίδραση των HPWS στις γενικότερες στάσεις και συμπεριφορές των εργαζομένων – συμπεριλαμβανομένων της βελτίωσης της εργασιακής ικανοποίησης (job satisfaction), της οργανωσιακής δέσμευσης (affective commitment) καθώς και της ενεργούς εμπλοκής (work engagement) στην εργασία – καθώς και στη μείωση της τάσης παραίτησης του προσωπικού (intention to leave). Το δεύτερο μέρος της διδακτορικής διατριβής επικεντρώνεται στον ελληνικό τραπεζικό τομέα κι εξετάζει τον ουσιαστικό ρόλο που διαδραματίζουν οι σχέσεις εμπιστοσύνης (trust) εργαζομένων και εργοδοσίας στην αιτιώδη σχέση μεταξύ HPWS, θετικών στάσεων και συμπεριφορών εργαζομένων (ικανοποίηση από εργασία και οργανωσιακή δέσμευση) και τέλος ποιότητας προσφερόμενων υπηρεσιών (service quality). Για τον σκοπό αυτό πραγματοποιήθηκε έρευνα πεδίου με τη μέθοδο του ερωτηματολογίου συγκεντρώνοντας δείγμα 350 τραπεζικών υπαλλήλων πρώτης γραμμής στις τέσσερις συστημικές τράπεζες. Συνολικά, τα ευρήματα υπογραμμίζουν το σημαντικό ρόλο που διαδραματίζει η ανάπτυξη σχέσεων εμπιστοσύνης (trust) στην επίδραση των ολοκληρωμένων συστημάτων HPWS τόσο στις θετικές στάσεις και συμπεριφορές των εργαζομένων όσο και στην ποιότητα των παρεχόμενων υπηρεσιών. Τέλος, το τρίτο μέρος της διδακτορικής διατριβής μελετά τόσο τις θετικές όσο και τις αρνητικές επιδράσεις των HPWS στις συμπεριφορές των εργαζομένων (employee well-being). Πιο συγκεκριμένα, η έρευνα υιοθετεί το επονομαζόμενο μοντέλο “Job Demands-Resources (JD-R)” και μελετά την επίδραση των HPWS στην απομάκρυνση από την εργασία (disengagement from work) και στην συναισθηματική εξάντληση (emotional exhaustion) των εργαζομένων. Για το σκοπό της έρευνας, συγκεντρώθηκε δείγμα 343 υπαλλήλων πρώτης γραμμής ελληνικής μεταποιητικής μονάδας. Συνολικά, τα ευρήματα απορρίπτουν την αρνητική προσέγγιση των HPWS, ενώ υπογραμμίζουν την θετική τους συμβολή (θετική προσέγγιση). Με γνώμονα την ανάγκη της πληρέστερης κατανόησης της διαδικασίας μέσω της οποίας τα ολοκληρωμένα «Συστήματα Διοίκησης Ανθρώπινου Δυναμικού Υψηλής Απόδοσης» (HPWS) επηρεάζουν τις στάσεις και συμπεριφορές των εργαζομένων, η συγκεκριμένη διδακτορική διατριβή αποσαφηνίζει τον ακριβή μηχανισμό λειτουργίας της παραπάνω σχέσης, ενώ τα αποτελέσματα των επί μέρους ερευνών συνεισφέρουν τόσο στην ευρύτερη ακαδημαϊκή κοινότητα όσο και σε πρακτικό επίπεδο. Εν κατακλείδι, η παρούσα διδακτορική διατριβή επιβεβαιώνει την σπουδαιότητα και σημασία του συστήματος HPWS ακόμα και σε χώρες που κλυδωνίζονται από την οικονομική κρίση που μαστίζει την εκάστοτε κοινωνία κατά τα τελευταία 5 έτη, όπως συμβαίνει στην περίπτωση της Ελλάδας.

Buried Accomplishments: Institutional Isomorphism in College Athletics Mission Statements

2015 ◽  
Vol 8 (1) ◽  
pp. 18-45 ◽  
Author(s):  
Russell E. Ward
Keyword(s):  
Gender Equity ◽  
Intercollegiate Athletics ◽  
National Collegiate Athletic Association ◽  
College Athletics ◽  
Mission Statement ◽  
Mission Statements ◽  
Athletic Department ◽  
Athletic Departments ◽  
Academic Advancement ◽  
External Pressures

Despite suggestions that mission statements represent a strategic component of organizational communication, there has been little research of these documents in athletic departments at U.S. colleges and universities. The purpose of this research was to explore the relationship between mission statement content and athletic department accomplishments in National Collegiate Athletic Association (NCAA) Division I schools (N = 343). The content analysis of mission statements revealed that athletics missions do not differentiate accomplished from less accomplished athletic programs. Athletic departments with strong traditions of promoting the academic advancement of student-athletes, achieving gender equity, and complying with NCAA rules tend to reference these distinctions in the same way as departments with less favorable histories. Grounded in institutional theory, this article describes the external pressures toward sameness rather than differentiation in mission statement content. Implications for intercollegiate athletics and higher education are discussed.

Commitment to organizational change in a Chinese context

2014 ◽  
Vol 29 (8) ◽  
pp. 1098-1114 ◽  
Author(s):  
Runtian Jing ◽  
Jia Lin Xie ◽  
Jing Ning
Keyword(s):  
Organizational Change ◽  
Psychological Contract ◽  
Affective Commitment ◽  
Well Being ◽  
Employee Relations ◽  
Normative Commitment ◽  
Commitment To Change ◽  
Continuance Commitment ◽  
Content Type ◽  
Perceived Reasons

Purpose – The purpose of this paper is to examine the antecedents (psychological contract and perceived reasons for change) and consequences (work behaviors and well-being) of employees’ commitment to organizational change. Design/methodology/approach – The authors developed a conceptual model of the antecedents and consequences of commitment to organizational change. In Study 1, based on interviews, the authors developed an instrument to measure the construct “reasons for change.” In Study 2, the authors collected questionnaire data from 228 employees of a Chinese telecom company undergoing organizational changes and tested the conceptual model using structural equation modeling. Findings – The results showed that the strength of a relational contract (one form of psychological contract) was positively related to normative commitment to change and negatively related to continuance commitment to change. External reasons for change were positively related to affective and normative commitment to change, whereas internal reasons for change were negatively related to affective commitment to change and positively related to continuance commitment to change. Affective commitment was negatively related to exit and aggressive voice. Continuance commitment was positively related to emotional exhaustion, and normative commitment was negatively related to emotional exhaustion. Research limitations/implications – The single-source cross-sectional design limits the robustness of the conclusions drawn from the findings. Two promising avenues were opened for further research: the interaction of employees’ commitment to change at different levels and the process of social construction of perceived reasons for change. Practical implications – To facilitate employee commitment to change, organizations should cultivate relational contracts with their employees and attend to the “framing effects” of employees’ perceptions of reasons for change. Social implications – This study contributes to the understanding of the relationship between employer-employee relations and employee well-being in Chinese society. It suggests that healthy employer-employee relations are beneficial for employee well-being. Moreover, Chinese firms should pay more attention to the changes occurring inside and outside their organizations, which are related to the psychological health of their employees. Originality/value – The study highlights the importance of relational contracts between an organization and its employees during organizational change process. Moreover, it is among the first to examine the relationship between employees’ perceived reasons for change and their commitment to change.

scholarly journals Individual Values dan Psychological Well-Being Terhadap Komitmen Organisasi

2019 ◽  
Vol 7 (1) ◽  
pp. 79-93
Author(s):  
Fikri Mubarok
Keyword(s):  
Organizational Commitment ◽  
Personal Growth ◽  
Affective Commitment ◽  
Purpose In Life ◽  
Well Being ◽  
Individual Values ◽  
Psychological Well Being ◽  
Continuance Commitment ◽  
Confirmatory Factor ◽  
Self Acceptance

AbstractThis research was conducted to determine internal factors in individuals that influence organizational commitment. This study uses a quantitative approach with multiple regression analysis. A sample of 171 nurses at Cempaka Putih Hospital was taken using a non-probability sampling technique. In this study, the authors modified the instrument, namely the Organizational Commitment Questionnaire (OCQ), Portrait Values Questionnaire (PVQ), and Psychological Well-Being Scale (PWBS). The instrument was tested for its validity using the confirmatory factor analysis (CFA) technique. The results showed that there were individual values and psychological well-being influences on organizational commitment. Self-acceptance and purpose in life have an influence on organizational commitment. Affective commitment dimensions are influenced by self-acceptance. The normative commitment dimension is influenced by positive relations with others, purpose in life, personal growth, and tradition. The continuance commitment dimension is influenced by purpose in life and hedonism. The researcher hopes that the results of this study can be developed in future studies. besides, the researchers hope that further research will be conducted in the context of work other than nurses.AbstrakPenelitian ini dilakukan untuk mengetahui faktor-faktor internal pada individu yang mempengaruhi komitmen organisasi. Penelitian ini menggunakan pendekatan kuantitatif dengan analisis multiple regression analysis. Sampel berjumlah 171 perawat di RSIJ Cempaka Putih yang diambil dengan teknik non-probability sampling. Dalam penelitian ini, penulis memodifikasi instrumen, yaitu Organizational Commitment Questionnaire (OCQ), Portrait Values Questionnaire (PVQ), dan Psychological Well-Being Scale (PWBS). Instrumen di uji terlebih dahulu validitasnya menggunakan teknik confirmatory factor analysis (CFA). Hasil penelitian menunjukkan bahwa ada pengaruh individual values dan psychological well-being terhadap komitmen organisasi. Self acceptance dan purpose in life memiliki pengaruh terhadap komitmen organisasi. Dimensi affective commitment dipengaruhi oleh self acceptance.  Dimensi normative commitment dipengaruhi oleh positive relation with others, purpose in life, personal growth, dan tradition. Dimensi continuance commitment dipengaruhi oleh purpose in life dan hedonism. Peneliti berharap bahwa hasil penelitian ini dapat dikembangkan pada penelitian selanjutnya. selain itu peneliti berharap penelitian selanjutnya dilakukan pada konteks pekerjaan selain perawat.

scholarly journals Work-Related Flow: The Development of a Theoretical Framework Based on the High Involvement HRM Practices With Mediating Role of Affective Commitment and Moderating Effect of Emotional Intelligence

2020 ◽  
Vol 11 ◽  
Author(s):  
Xiaochen Wang ◽  
Shaheryar
Keyword(s):  
Emotional Intelligence ◽  
Affective Commitment ◽  
Job Demands ◽  
Well Being ◽  
Theoretical Framework ◽  
High Involvement ◽  
Work Related ◽  
Mediating Role ◽  
Hrm Practices

The long-term success of organizations is mainly attributable to employees’ psychological health. Organizations focusing on promoting and managing the flow (an optimal experience and optimal functioning state) may enhance employees’ well-being and performance to an optimum level. Surprisingly, the literature representing the role of HRM practices for their effect on work-related flow (i.e., intrinsic motivation, absorption, and work enjoyment) is very sparse. Accordingly, by drawing primarily on the job demands-resources model and HRM specific attribution theory, this paper develops a theoretical framework that unravels the effectiveness of specific organizational level High Involvement HRM (HIHRM) practices (i.e., recognition, empowerment, information sharing, fair rewards, and competence development) in activating the individual level work-related flow with beneficial effect and mediating role of affective commitment. In addition to highlighting the underlying mechanisms that may cause HIHRM practices to be regarded as resources and sometimes as demands, this paper especially proposes that these practices implemented with a focus to promote employee well-being are perceived as job resources and may positively influence affective commitment and flow, whereas these practices used as a demand to increase performance are perceived as job demands and may hinder affective commitment and flow. It is further significant to understand the possible moderating effects of emotional intelligence on the relationships among HIHRM practices, affective commitment, and flow. The paper augments the knowledge and understanding of the impact process of HIHRM practices, in particular how the HIHRM effect is sensed by the workers and thus, influences their succeeding job attitude and work experience. Finally, this work, as the first paper to link HIHRM practices with work-related flow, promotes the concept of positive psychology in the workplace.

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