Reassessing and Reconceptualizing the Multidimensional Nature of Organizational Commitment

1994 ◽  
Vol 75 (3) ◽  
pp. 1379-1390 ◽  
Author(s):  
Syed Akhtar ◽  
Doreen Tan
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Three Dimensional ◽  
Three Dimensions ◽  
One Dimension ◽  
Organizational Goals ◽  
Organizational Membership ◽  
Attitude Theory ◽  
Retail Banks ◽  
Promax Rotation

This study was designed to reassess and reconceptualize the multidimensional nature of organizational commitment. The Organizational Commitment Questionnaire of Porter, Steers, Mowday, and Boulian was administered to 259 employees representing five retail banks. Factor analysis (principal factor, promax rotation) yielded the three dimensions proposed by Porter, et al. in 1974. This conceptualization was inadequate because one dimension, i.e., desire to maintain organizational membership, overlaps the withdrawal construct. A similar criticism has been levelled against Meyer and Allen's 1991 model. Consistent with the three-dimensional attitude theory, organizational commitment was reconceptualized in terms of cognitive, emotive, and conative meanings. The proposed dimensions include normative commitment (amount of cognitive consonance with organizational norms), affective commitment (intensity of emotional attachment to the organization), and volitive commitment (extent of conative orientation towards organizational goals).

Analisis Dimensi Komitmen Organisasional yang Mempengaruhi Organizational Citizenship Behavior Karyawan PT KAI DAOP VI Yogyakarta

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Yati Suhartini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Regression Coefficient ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
Dominant Dimension ◽  
Significance Level

The research was carried out to find the influence of three dimensions of organizational commitment, namely affective commitment, continuity commitment, and normative commitment, toward organizational citizenship behavior (OCB) of employees.The research was conducted respectively from seven stations in operation areas of PT Kereta Api Daop VI Yogyakarta.The subject of research are 55 employees Data was derived from a survey, collected by applying questionnaires, analized by using multiple linier regression,and assisted by the application of SPSS 21 program.Based on the result of data analysis, it is showed that the three dimensions of organizational commitment, namely affective commitment (X1), continuity commitment (X2), and normative commitment (X3) influence partially or simultaneously on organizational citizenship behavior (Y) of employees, thus partially or simultaneously supporting the 5 hypotheses. These were indicated by the value of regression coefficient and the significant level of each factor which are 0.250 and 0.042; 0.386 and 0.001; 0.481and 0,000, respectively. Likewise, the value of F amounting to 30.520 with the significance level of 0,000, whereas adjusted R2 counting to 0.621. Furthermore, normative commitment indicates as the most dominant dimension that influences on organizational citizenship behavior of employees.

The role of abusive supervision and organizational commitment on employees' information security policy noncompliance intention

2020 ◽  
Vol 30 (5) ◽  
pp. 1383-1405
Author(s):  
Bowen Guan ◽  
Carol Hsu
Keyword(s):  
Organizational Commitment ◽  
Security Policy ◽  
Affective Commitment ◽  
Abusive Supervision ◽  
Three Dimensions ◽  
Continuance Commitment ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this paper is to investigate the association between abusive supervision and employees' information security policy (ISP) noncompliance intention, building on affective commitment, normative commitment and continuance commitment. The study also examines the moderating effect of perceived certainty and severity of sanctions on the relationship between the three dimensions of organizational commitment and ISP noncompliance intention.Design/methodology/approachSurvey methodology was used for data collection through a well-designed online questionnaire. Data was analyzed using the structural equation model with Amos v. 22.0 software.FindingsThis study demonstrates that abusive supervision has a significant, negative impact on affective, normative and continuance commitment, and the three dimensions of organizational commitment are negatively associated with employees' ISP noncompliance intention. Results also indicate that the moderating effect of perceived severity of sanctions is significant, and perceived certainty of sanctions plays a positive moderating role in the relationship between affective commitment and employees' ISP noncompliance intention.Practical implicationsFindings of this research are beneficial for organizational management in the relationships between supervisors and employees. These results provide significant evidence that avoiding abusive supervision is important in controlling employees' ISP noncompliance behavior.Originality/valueThis research fills an important gap in examining employees' ISP noncompliance intentions from the perspective of abusive supervision and the impact of affective, normative and continuance commitment on ISP noncompliance. The study is also of great value for information systems research to examine the moderating role of perceived certainty and severity of sanctions.

Microsensor measurement of oxygen concentration in biofilms: from one dimension to three dimensions

2004 ◽  
Vol 49 (11-12) ◽  
pp. 353-358 ◽  
Author(s):  
T. Yu ◽  
C. de la Rosa ◽  
R. Lu
Keyword(s):  
Oxygen Concentration ◽  
Oxygen Diffusion ◽  
Three Dimensional ◽  
Domestic Wastewater ◽  
Three Dimensions ◽  
Base Layer ◽  
One Dimension ◽  
Oxygen Distribution ◽  
Dimensional Measurements ◽  
Degree Of Heterogeneity

In this study, we measured oxygen concentration in biofilms in one dimension in field conditions and in three dimensions in laboratory conditions by using a robust oxygen microsensor in combination with an automation and data acquisition system. The biofilms were on the discs of rotating biological contactors treating domestic wastewater. The results of this study provide experimental evidence on oxygen distribution in wastewater biofilms and on biofilm structure. (1) The three dimensional measurements of oxygen concentration in biofilms revealed “pockets” of oxygen in deep sections of biofilms. In these isolated "pockets," located 600-760 mm from the biofilm surface, dissolved oxygen concentration was as high as 1 mg/L. This depth of oxygen diffusion is deeper than what was determined based on one dimensional measurements. (2) The heterogeneity of oxygen distribution was related to the surface structure of biofilms. The structure of the biofilm surface affected the diffusion boundary layer over the surface and, in turn, the oxygen diffusion and distribution inside biofilms. (3) Oxygen concentration in biofilms changed generally from a high degree of heterogeneity near the biofilm surface to a low degree of heterogeneity in deep sections of biofilms, indicating a cell-clusters-like structure near the surface and a more compact base layer close to the substratum.

scholarly journals The Relationship between Favouritism Behaviours of Secondary School Administrators and Organizational Commitment of the Teachers

2019 ◽  
Vol 7 (7) ◽  
pp. 35 ◽  
Author(s):  
Abidin Dağli ◽  
Zuhal Akyol
Keyword(s):  
Organizational Commitment ◽  
Secondary School ◽  
Affective Commitment ◽  
School Administrators ◽  
Three Dimensional ◽  
School Management ◽  
Continuance Commitment ◽  
Teachers Perceptions ◽  
Secondary School Administrators ◽  
The Relationship

The aim of this study is to determine the relationship between the favouritism behaviours of secondary school administrators and organizational commitment of teachers. The research population consists of 3403 teachers from 64 secondary schools in the central district of Diyarbakir/Turkey in the academic year of 2016-2017. The data collection instrument was applied to randomly selected 376 teachers from 22 schools. "Favoutism in the School Management Scale", developed by Erdem and Meric (2012) and three dimensional "Organizational Commitment Scale", developed by Meyer, Allen and Smith (1993) and adapted into Turkish by Dağlı, Elçiçek and Han (2017) were used in this research. The arithmetic mean, standard deviation were used in the analysis of data. The relationship between favoritism and organizational commitment behaviour was studied using Spearman Correlation Coefficient. Some important findings obtained in the research can be listed as follows: Teachers participated the overall mean of "Favouritism in the School Management Scale" at "sometimes" level (M=2.86). According to teachers’ perceptions, the dimensions with the highest means are in order; (1) Planning (M=3,121; Sometimes), (2) Coordination (M=2,961; Sometimes), (3) Evaluation (M=2, 368; Sometimes) and (4) Organization (M= 2,936; Sometimes). Teachers participated the overall mean of "Organizational Commitment Scale" at "not sure" level. According to teachers’ perceptions, the dimensions with the highest means related to organizational commitment are in order; (1) Affective commitment (M=3,07; Neutral), (2) Continuance Commitment (M= 2,79; Neutral) and (3) Normative Commitment (M= 2,63; Neutral). In the study, a moderate level of negatively significant relationship was found between favouritism behaviours of school administrators and organizational commitment of teachers. (r = -.359, p < .01). The more favouritism behaviours of school administrators are, the less organizatioal commitment of teachers are.

scholarly journals Linking Psychological Empowerment to Job Satisfaction and Organizational Commitment: Investigating the Mediating Effect of Organizational Trust

2016 ◽  
Vol 11 (10) ◽  
pp. 120 ◽  
Author(s):  
Sanad A. Alajmi
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Affective Commitment ◽  
Psychological Empowerment ◽  
Organizational Trust ◽  
Two Dimensions ◽  
Mediating Effect ◽  
Three Dimensions ◽  
Future Research ◽  
Continuance Commitment

<p>The main purpose of this research is to examine the influence of psychological empowerment and organizational trust on job satisfaction and organizational commitment among Kuwait free trade zone employees. Data were obtained for this research through a set of questionnaire which was divided into four parts and administered to a total of 271 respondents. The results showed that psychological empowerment mainly affects employees’ job satisfaction and organizational commitment. The results indicated that two dimensions of psychological empowerment, i.e. <em>Meaning</em> and <em>Impact</em>, are significant and positively related to job satisfaction. The existing literature supports the relationships between psychological empowerment dimensions and three dimensions of organizational commitment:<em> normative</em>, <em>continuance,</em> and <em>affective commitment</em>. However, results from this study showed inconsistency. The results showed that only one dimension of Psychological Empowerment, <em>Meaning</em>, is significant and positively Associated to <em>Affective</em> <em>Commitment</em>; two dimensions of Psychological Empowerment, <em>Meaning</em> and <em>Competence,</em> are significant and positively Associated to <em>Normative Commitment</em>; and no dimensions of Psychological Empowerment are statistically contributed to <em>Continuance Commitment</em>.  Moreover, analysis has also showed that organizational trust mediates the relationships between psychological empowerment, job satisfaction and organizational commitment. Some practical implications are also discussed. The research concludes with limitations and future research suggestions to enhance psychological empowerment in public and private organizations in Kuwait.</p>

scholarly journals Impact Of Leadership Styles On Employee Organizational Commitment

2013 ◽  
Vol 6 (1) ◽  
pp. 139-152 ◽  
Author(s):  
Sharon Clinebell ◽  
Vida Skudiene ◽  
Renata Trijonyte ◽  
James Reardon
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Positive Affect ◽  
Leadership Styles ◽  
Transactional Leadership ◽  
Affective Commitment ◽  
Three Dimensions ◽  
Multinational Organization ◽  
Continuance Commitment ◽  
Research Findings

This research study examines the relationship between transformational, transactional and passive/avoidant leadership styles and three dimensions of organizational commitment – affective, continuance, and normative in two subsidiaries of one multinational organization. The research findings revealed that transformational leadership has the strongest impact on affective commitment, although transactional leadership also affects affective commitment. Transformational leadership also has a significant positive affect on normative commitment. Transactional leadership has a significant positive affect on continuance commitment and positive/avoidant leadership has a significant negative affect on affective commitment.

scholarly journals Moore–Gibson–Thompson thermoelasticity

2019 ◽  
Vol 24 (12) ◽  
pp. 4020-4031 ◽  
Author(s):  
Ramón Quintanilla
Keyword(s):  
Three Dimensional ◽  
Relaxation Parameter ◽  
Three Dimensions ◽  
One Dimension ◽  
Well Posedness ◽  
Stability Of Solutions ◽  
The Stability ◽  
The One ◽  
Constitutive Parameters ◽  
Thermoelastic Theory

We consider a thermoelastic theory where the heat conduction is described by the Moore–Gibson–Thompson equation. In fact, this equation can be obtained after the introduction of a relaxation parameter in the Green–Naghdi type III model. We analyse the one- and three-dimensional cases. In three dimensions, we obtain the well-posedness and the stability of solutions. In one dimension, we obtain the exponential decay and the instability of the solutions depending on the conditions over the system of constitutive parameters. We also propose possible extensions for these theories.

scholarly journals Relationships of burnout with job attitudes and turnover intention among Koreans

2011 ◽  
Vol 24 (3) ◽  
pp. 457-491 ◽  
Author(s):  
HyungIn Park ◽  
SukKyung Nam ◽  
Eunjoo Yang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Affective Commitment ◽  
Empirical Studies ◽  
Job Attitudes ◽  
Personal Accomplishment ◽  
Three Dimensions ◽  
Research Trend ◽  
Future Research

Two representative job attitudes (job satisfaction and organizational commitment) and turnover intention were meta-analytically examined in relation to burnout using articles published in Korean journals. In total, 11560 employees from 42 samples were included. The results showed that the three dimensions of burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment) were negatively related with job satisfaction and affective commitment and positively related with turnover intention. Dimensions of job satisfaction (global versus overall facets), measurements of affective commitment, measurements of burnout, and job types were found as potential moderators. Taking steps to reduce burnout is recommended not only for individual health but also for organizations because it can promote job satisfaction and organizational commitment. Results also suggest that job types should be considered when dealing with burnout. This study summarized the status of the current research trend in the area and directed the future research orientation, although the exclusion of unpublished studies was a clear limitation. Overall, the results called for more empirical studies in the field.

Does Visual Aesthetics of the Workplace Matter? Analyzing the Assessment of Visual Aesthetics as Antecedent of Affective Commitment and Job Crafting

2019 ◽  
Vol 22 ◽  
Author(s):  
Carolina González-Suhr ◽  
Sergio Salgado ◽  
Herman Elgueta ◽  
Carlos-María Alcover
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Affective Commitment ◽  
Measurement Model ◽  
Three Dimensions ◽  
Job Crafting ◽  
Affective Organizational Commitment ◽  
Visual Aesthetics ◽  
Proactive Behaviors ◽  
Aesthetics Assessment

AbstractIn this work, two objectives were addressed. First, the visual aesthetics assessment of the workplace was explored for the first time as a potential antecedent of the proactive behaviors of job crafting. Second, the potential mediating role of the affective organizational commitment in this relationship was analyzed. To address these purposes, a field study was conducted with a sample of 428 workers. Following a set of hypotheses, the results of the measurement model, χ2(df) = 494.288 (215);CFI= .920;TLI= .906;RMSEA= .066, showed that the visual aesthetics assessment of the workplace was significantly correlated with three of the four dimensions of job crafting (r= .19 with ISO-JR,r= .15 with IC-JD and;r= .17 with IST-JR;p< .001) and with affective organizational commitment (r= .27,p< .001). In addition, through a structural equation model, χ2(df) = 494.895 (219);CFI= .921;TLI= .909;RMSEA= .065, positive and significant indirect effects were found from the visual aesthetic assessment of the workplace to the same three dimensions of job crafting, all through the affective organizational commitment: .17 with ISO-JR, .25 with IC-JD and, .23 with IST-JR; 95%CI[.097, .276], [.161, .361] and [.161, .361], respectively. The results obtained provide useful evidence for researchers and managers about the value of providing an aesthetically satisfactory workplace, which would enhance the affective commitment of employees and, consequently, positively affect the proactive behaviors of job crafting.

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.

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