scholarly journals Organizational Climate And Its Influence On Organizational Commitment

2010 ◽  
Vol 9 (2) ◽  
Author(s):  
Fauziah Noordin ◽  
Safiah Omar ◽  
Syakirarohan Sehan ◽  
Shukriah Idrus
Keyword(s):  
Decision Making ◽  
Organizational Commitment ◽  
Organizational Climate ◽  
Organizational Design ◽  
Current Situation ◽  
Moderate Level ◽  
Continuance Commitment ◽  
Mean Values ◽  
The Mean ◽  
Positive Correlations

The findings of the study indicate that the employees perceived the organizational climate of their organization to be at a moderate level. The mean values for the components of the organizational climate ranged from the lowest of 3.38 to the highest of 3.77 of the 5-point Likert scale. Continuance commitment appears to be the lowest of the three components of the organizational commitment construct with a mean of 3.22.   In terms of the correlations between the variables, the results indicate that continuance commitment has no correlations with organizational design, teamwork, and decision-making. All other variables show significant positive correlations. Overall, the findings of the present study indicate that there is a need to improve the current situation at ABC Company with respect to all the components of the organizational climate and organizational commitment.

scholarly journals Using Network Metrics in Soccer: A Macro-Analysis

2015 ◽  
Vol 45 (1) ◽  
pp. 123-134 ◽  
Author(s):  
Filipe Manuel Clemente ◽  
Micael Santos Couceiro ◽  
Fernando Manuel Lourenço Martins ◽  
Rui Sousa Mendes
Keyword(s):  
Decision Making ◽  
Network Density ◽  
Training Process ◽  
Match Analysis ◽  
Star Topology ◽  
Mean Values ◽  
Network Methods ◽  
The Mean ◽  
Network Metrics ◽  
Support Decision Making

Abstract The aim of this study was to propose a set of network methods to measure the specific properties of a team. These metrics were organised at macro-analysis levels. The interactions between teammates were collected and then processed following the analysis levels herein announced. Overall, 577 offensive plays were analysed from five matches. The network density showed an ambiguous relationship among the team, mainly during the 2nd half. The mean values of density for all matches were 0.48 in the 1st half, 0.32 in the 2nd half and 0.34 for the whole match. The heterogeneity coefficient for the overall matches rounded to 0.47 and it was also observed that this increased in all matches in the 2nd half. The centralisation values showed that there was no ‘star topology’. The results suggest that each node (i.e., each player) had nearly the same connectivity, mainly in the 1st half. Nevertheless, the values increased in the 2nd half, showing a decreasing participation of all players at the same level. Briefly, these metrics showed that it is possible to identify how players connect with each other and the kind and strength of the connections between them. In summary, it may be concluded that network metrics can be a powerful tool to help coaches understand team’s specific properties and support decision-making to improve the sports training process based on match analysis.

scholarly journals The Impact of Participative Decision-Making on Organizational Commitment: A Study among Employees of Mobile Telecom Companies in Yemen

2021 ◽  
Vol 2 (3) ◽  
pp. 75-88
Author(s):  
Salah Sanad ◽  
Anitha S.
Keyword(s):  
Decision Making ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Positive Relationship ◽  
Correlation Coefficients ◽  
Capital City ◽  
Continuance Commitment ◽  
Significant Positive Relationship ◽  
The Impact ◽  
Mobile Telecom

Purpose: The study aimed at examining the relationship between participative decision-making and organizational commitment among employees working in mobile telecom companies in Yemen. Approach/Methodology/Design: This study is descriptive-analytical. The study population comprised the employees working at the four mobile telecom companies in Sana'a, Yemen's capital city (Yemen Mobile, Sabafon, MTN and Y-Telecom). One hundred twenty questionnaires were collected and were valid for the data analysis. Different statistical tools, including regression analysis and correlation coefficients, were applied, and data were analyzed using SPSS. Findings: The regression analysis output shows a significant positive relationship between participative decision-making and affective commitment (β = 0.48, p < 0.001). Furthermore, the regression analysis shows a significant positive relationship between participative decision making and continuance commitment (β = 0.59, p < 0.001). In addition, the significance of regression analysis tested using the regression coefficients shows a significant positive relationship between participative decision-making and normative commitment (β = 0.72, p < 0.001). Practical Implications: The study recommends that the companies managers need to motivate and inspire their employees to actively participate in the decision-making process to enhance their level of organizational commitment. Originality/value: The study presents evidence from a new setting where insufficient analysis has been performed to investigate the direct relationship between the variables tested.

scholarly journals Correlations of Dietary Crude Protein and Gross Energy on Blood Glucose and Urea, Milk Urea and Lactose Concentrations in Lactating Ewes

2010 ◽  
Vol 79 (3) ◽  
pp. 369-375
Author(s):  
Ali Gholi Ramin ◽  
Ali Aghazadeh ◽  
Touraj Karamian ◽  
Sina Ramin
Keyword(s):  
Crude Protein ◽  
Serum Glucose ◽  
Energy Concentration ◽  
Pasture Grass ◽  
Mean Values ◽  
Dietary Crude Protein ◽  
Gross Energy ◽  
Milk Urea ◽  
The Mean ◽  
Positive Correlations

Concentrations of serum glucose (SG) and urea (SU), milk lactose (ML) and urea (MU) and their relationships to dietary gross energy (GE) and crude protein (CP) were studied in 16 lactating ewes in Urmia, Iran. Ewes were aged 3 to 5 years and were bred in a closed pen. They were fed alfalfa hay, pasture grass, concentrate and corn silage. Each lactating ewe was nursing a single lamb. Five ml of blood from v. jugularis, 50 ml milk and 200 g feed mixture were collected at 15 day intervals up to 135 days (9 samples). Serum glucose and urea concentrations were evaluated using a spectrophotometer, milk lactose in Polarimeter, gross energy by calculation method and crude protein by Kjeldahl methods. The mean values for dietary GE, CP, SG, SU, MU and ML were 2.39 Mcal/kg/DM, 14.1% food/DM, 2.69, 4.65, 3.67 mmol/l and 4.8 mg/dl milk, respectively. Significant differences (P < 0.01) were found for serum and milk indicators during the milking periods among the sampling times. Serum urea and milk urea irregularly increased while serum glucose and milk lactose irregularly decreased. Positive correlations were found (P < 0.05) between SU/MU (r = 0.45), MU/GE (r = 0.75), MU/CP (r = 0.70) and SU/CP (r = 0.97). Negative correlations (P < 0.05) were found between MU/SG (r = -0.17), SU/ML (r = -0.20) and MU/ML (r = -0.24). Based on results, it is concluded that urea, glucose and lactose would be appropriate variables in the prediction of crude protein and gross energy concentration of diet in lactating ewes.

Different Patellar Indices and Their Role in Decision-Making: An MRI-Based Study

2020 ◽  
Author(s):  
Sivashanmugam Raju ◽  
Karthikeyan Chinnakkannu ◽  
Balasubramanian Balakumar ◽  
Ramanivas Sundareyan ◽  
Saravanakumar P. Kaliappan ◽  
...  
Keyword(s):  
Decision Making ◽  
Patellofemoral Pain ◽  
Mr Images ◽  
Strong Negative Correlation ◽  
Mean Values ◽  
Patellar Position ◽  
Asymptomatic Patients ◽  
The Mean ◽  
Magnetic Resonance Imaging Mri ◽  
The Many

AbstractMagnetic resonance imaging (MRI) of knee has become the integral part of knee evaluation, hence any MRI based study adds more value if it helps in the decision-making process, especially for surgery in treating patellofemoral pain. We tried to determine normal patellar indices using knee MR images and the correlation between them and also compared the results with different ethnic population. We analyzed the prospectively collected MR images of 117 knees/patients, and Insall–Salvati (IS) index, modified IS index, patellotrochlear (PT) index, and patellophyseal (PP) index were calculated. Two standard deviations from the mean were used to define the normal and abnormal patellar position. Cohen's kappa values were used to assess the agreement between the indices and the correlation between them was analyzed using Pearson's correlation. The mean values for IS index, modified IS index, PT index, and PP index were 1.00, 1.53, 0.40, and 0.58, respectively. There was very good agreement between PT index and PP index. There was weak correlation between all the indices except the one between PT and PP indices which had a strong negative correlation. Based on commonly used methodology, there were 4% of asymptomatic patients who were outside the standardized cut-off values and different indices classified different knees as abnormal. This indicates patellar position should be one among the many other factors, not as a sole factor when making a surgical decision in patellofemoral pain. We also noted that the indices compared fairly with other populations. Further research is needed to determine the clinical applicability of these indices.

scholarly journals Securely Attached, Strongly Committed? On the Influence of Attachment Orientations on Organizational Commitment

2011 ◽  
Vol 25 (4) ◽  
pp. 335-355 ◽  
Author(s):  
Claudia Schusterschitz ◽  
Willi Geser ◽  
Elisabeth Nöhammer ◽  
Harald Stummer
Keyword(s):  
Organizational Commitment ◽  
Questionnaire Survey ◽  
Affective Commitment ◽  
Attachment Anxiety ◽  
Attachment Avoidance ◽  
Continuance Commitment ◽  
Attachment Orientations ◽  
Positive Correlations

The paper at hand is the first that explores the notion of attachment orientations, i.e. attachment anxiety and attachment avoidance, influencing individual attachment towards an organization, i.e. employees' affective, normative and continuance commitment. Findings of a questionnaire survey reveal positive correlations of attachment anxiety with affective, normative and continuance commitment. Attachment avoidance in contrast was found to contribute only to the prediction of affective commitment. Reconsidered, our results imply low affective, normative and continuance commitment for secure employees, i.e. for employees low in anxiety and low in avoidance. Implications of the findings, regarding the question of whether organizations should abstain from the employment of secure workers, are discussed.

scholarly journals Psychological Empowerment on Organizational Commitment as Perceived by Saudi Academics

2017 ◽  
Vol 7 (1) ◽  
pp. 83 ◽  
Author(s):  
Nouf Bin Jomah
Keyword(s):  
Decision Making ◽  
Organizational Commitment ◽  
Psychological Empowerment ◽  
Survey Questionnaire ◽  
Continuance Commitment ◽  
Five Dimensions ◽  
Organization Commitment ◽  
Strongly Agree

Various scholars have identified commitment as one of the major contributors of workplace productivity.Commitment provides the interest and morale for handling tasks which results in organisation progress and growth.Commitment is perceived as either continuance, normative, or continuance commitment. The three commitmentcategories are fundamental, and academics have established empowerment as a fundamental tool for developingworkplace commitment. Significantly, empowerment is categorized as either psychological or structural.Psychological empowerment is purported to increase the commitment levels in institutions. Basically, psychologicalempowerment is concerned more with personnel experience and their responsibilities in the organization rather thanfocusing on managerial activities. This study, therefore, establishes the validity of psychological empowerment inimproving the commitment levels among institutions.The study sampled 100 employees from varied departments in King Saudi University. The participants weredistributed in accordance with their working experience; twenty of the respondents had worked for between 11 and 15years, thirty had a working experience of 6-10 years, and the majority (50) had worked for less than five years. Thelevel of psychological empowerment (PE) and the corresponding organization commitment (OC) was measuredthrough a survey questionnaire. In both questionnaires, the items were measured in 7-point Likert- type, with theleast value being 1 (strongly disagree) and the highest 7 (strongly agree). The results of the study indicated that thatthe average of psychological empowerment and the five dimensions relating to it with organization commitmentwere on the higher side. Notably, organization commitment relied heavily on the level of autonomy given to theemployee in decision making at the workplace.

scholarly journals Changes in breast milk lutein concentrations and their associations with dietary lutein intake: a 12-week prospective analytical study

2019 ◽  
Vol 122 (9) ◽  
pp. 1033-1039 ◽  
Author(s):  
Yaqin Zhang ◽  
Jiao Yang ◽  
Ninghua Huang ◽  
Linyan Xiao ◽  
Hong Lin ◽  
...  
Keyword(s):  
Breast Milk ◽  
Dietary Intake ◽  
Leafy Vegetables ◽  
Linear Regression Models ◽  
Mean Values ◽  
Green Leafy Vegetables ◽  
Pregnancy And Postpartum ◽  
The Mean ◽  
Positive Correlations ◽  
Vegetables And Fruits

AbstractWe aimed to investigate the trends of breast milk lutein concentrations at different times and their relationship with dietary lutein intake during the 12 weeks after delivery. Breast milk samples were collected from thirty-seven mothers at 4, 8 and 12 weeks postpartum. A HPLC detection method was used to measure breast milk lutein concentrations. Dietary intake was assessed using an FFQ, and then dietary lutein intake was calculated. The correlations between dietary lutein intake and breast milk lutein concentrations during lactation were investigated by Pearson’s correlation coefficient. General linear regression models were used to evaluate the optimal regression equation. The mean values of dietary lutein intake at 4, 8 and 12 weeks postpartum were 5·22 (sd 3·60), 7·28 (sd 4·30) and 7·33 (sd 4·24) mg/d, respectively. The mean values of breast milk lutein concentrations at 4, 8 and 12 weeks postpartum were as follows: 46·41 (sd 41·36), 57·96 (sd 40·00) and 62·33 (sd 30·10) μg/l, respectively. Breast milk lutein concentrations were positively associated with dietary lutein intake at 4 weeks postpartum (r 0·527, P < 0·05), which was consistent with the positive correlations observed at 8 and 12 weeks postpartum (r 0·444, P < 0·05; r 0·468, P < 0·05) by the sensitivity analysis. Increased dietary lutein intake can increase the concentration of lutein in the breast milk, and women are recommended to increase their dietary intake of green leafy vegetables and fruits that are rich in lutein during the pregnancy and postpartum periods.

scholarly journals Perceived Institutional Climate and Faculties’ Affective Commitment: Evidence from Ethiopian Higher Educational Institutions

2019 ◽  
Vol 7 (01) ◽  
Author(s):  
Semu B. N. ◽  
Cherinet . ◽  
B.C Tadesse ◽  
Amare W. E
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Affective Commitment ◽  
Age Groups ◽  
Institutional Commitment ◽  
Affective Organizational Commitment ◽  
Institutional Climate ◽  
Debre Berhan ◽  
Significant Difference ◽  
The Mean

Climate for an organization is somewhat like the personality for a person. One of the most important factors for organizational goal achievement of any type is human resource working in different organizational climate. This research is then aimed at dealing the role of selected institutional climate dimensions in determining academicians’ affective institutional commitment in the case of Debre Berhan and Wollo University during the year of 2016/17. A total of 216 respondents were selected using stratified probability sampling technique from each colleges found in the university.  The researchers used two separate instruments Organizational Climate Questionnaire and Affective Organizational Commitment Questionnaire to measure institutional climate and academicians’ affective institutional commitment respectively. Finally, the responses of the respondents were analyzed using SPSS (version 20.0). The findings of the study revealed that there is significant positive relationship between four dimensions of institutional climate and affective dimension academicians’ institutional commitment, i.e. management and leadership style (β=.235, p<.001), Suitable career ladder (β=.195, p<.05), personnel policies (β=.177, p<.05) and fringe benefit and salary package (β=.154, p<.05). And also it has been proved that institutional climate has a significant role in determining academicians affective organizational commitment (R2=.257) which is significant at p=.001. It was also found that there is no statistically significant difference between the mean score of affective commitment of males and females in the universities. Also there is no statistically significant difference between the mean score of affective commitment of three age groups of academicians in both universities. So, the institution’s leaders should improve the level of employees’ commitment, especially affective commitment dimension, and retain them through facilitating those dimensions of institutional climate along with the rest dimensions in order to properly retain and enhance academicians’ affection towards their institution.

scholarly journals Pengaruh Model Karakteristik Pekerjaan Terhadap Komitmen Organisasi Karyawan

2016 ◽  
Vol 2 (1) ◽  
pp. 66
Author(s):  
Amidya Priani ◽  
Mukaram Mukaram
Keyword(s):  
Organizational Commitment ◽  
Quantitative Methods ◽  
Affective Commitment ◽  
Job Characteristics ◽  
Continuance Commitment ◽  
Job Characteristics Model ◽  
The Mean ◽  
The Individual ◽  
Task Significance ◽  
Identity Task

Organizational commitment is the individual variable that has important role in achieving organization goals. The organizational commitment will determine the employee's interest in the company that will eventually decide to stay or leaves the company. One way to increase employees' organizational commitment is to pay attention to the job characteristics. This research aims to determine how big the influence of job characteristics model to the employees of the organization's commitment technicians PT Telkom Akses Bandung. The measurement the level of job characteristics model using dimensions of skill variety, task identity, task significance, autonomy and job feedback. While the measurement of organizational commitment of employees using the dimension affective commitment, continuance commitment, and normative commitment. This research uses quantitative methods and involved 177 respondents drawn from three units of the division/unit of work. Based on the research results, the level of job characteristics model in the category"high" because it has the mean of 4.14. So even on the level of organizational commitment of employees in the category "high" because it has the mean of 3.75. The results of this research indicate that the job characteristics model can contribute to the organizational commitment of employees (R²) of 16.8%.

scholarly journals The relationship of shortening and strength of eggshell to some egg quality indicators and egg production in hens of different initial laying lines*

2002 ◽  
Vol 45 (3) ◽  
pp. 287-296 ◽  
Author(s):  
L. Máchal ◽  
J. Simeonovová
Keyword(s):  
Rhode Island ◽  
Egg Production ◽  
Egg Quality ◽  
Mean Values ◽  
Time Period ◽  
The Mean ◽  
Positive Correlations ◽  
Shape Ratio ◽  
Relationship Of ◽  
The Relationship

Abstract. The mean values of shortening force at fracture of egg found out during the five-month observation period ranged between 0.17 and 0.19 mm in 231 hens of seven initial laying lines and strength of eggshell ranged from 29.05 N to 36.46 N. The mean values of shortening force at fracture decreased with age of hens from 0.18–0.22 mm at 28 wk of age to 0.12–0.15 mm at 46 wk of age. Similarly, strength of eggshell decreased from 31.35–37.68 N to 27.91–34.50 N in same time period. Index of shape, ratio of eggshell and albumen to total egg weight also decreased with increasing age of hens. The highest ratio of abnormal eggs was found in both Bar Plymouth Rock lines (BPR A and BPR B) – 7.5% and 8.3% resp. The lowest ratio was found in lines Rhode Island Red (RIR C) – 2.1% and Susex Light (SU) – 2.4 %. The ratio of cracked eggs ranged from 0.9 % to 3.9 %, the ratio of double-yolked eggs was 0.5%–3.2% and the ratio of eggs without shell was 0.4 %–1.5 %. The calculated coefficients of correlation between shortening of egg and index of shape were mainly positive with rp = 0.41 (P < 0.05) and rp = 0.49 (P < 0.01). The correlations between shortening of egg and total number of eggs were mainly negative with rp = −0. 34 (P < 0.05) and rp = −0. 46 (P < 0.01). Similar correlations existed also between shortening of egg and ratio of cracked eggs, i.e. rp = −0. 44 (P < 0.05) and rp = −0. 46 (P < 0.01). The correlations between shortening and total number of abnormal eggs were mainly negative rp = −0. 39 (P < 0.05) and rp = −0. 53 (P < 0.01). The relationships between strength of eggshell and shortening of egg are characterized by positive correlations – rp = 0. 40 (P < 0.05) and rp = 0.55, (P < 0.01). Positive correlations existed also between strength of eggshell and index of shape (from rp = 0. 37 (P < 0.05) to rp = 0.59 (P < 0.01)). Correlations between strength of eggshell and ratio of eggshell ranged from rp = 0.44 (P < 0.01) to rp = 0.74 (P < 0.01). Mainly negative correlations were found out between strength of eggshell and number of eggs rp = −0. 34 (P<0.05) and rp = −0. 44 (P < 0.01), similarly between the strength of eggshell and cracked eggs rp = −0. 40 (P < 0.05) and rp = −0. 52 (P < 0.01). Negative correlations existed between strength of eggshell and total number of abnormal eggs (rp = −0.45 to rp = −0.53 (P < 0.01)). This means that both eggshell shortening and strength may be used when selecting lines for egg quality.

Sign in / Sign up

Export Citation Format

Share Document