scholarly journals The Role of Demographic Factors in Predicting Organizational Commitment Among Security Employees

2017 ◽  
Vol 5 (1) ◽  
pp. 409
Author(s):  
PhD Cand. Abdülkadir AVCI ◽  
Prof. Dr. Ramazan ERDEM
Keyword(s):  
Organizational Commitment ◽  
Marital Status ◽  
Affective Commitment ◽  
Individual Characteristics ◽  
Normative Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Older Employees ◽  
Significant Difference

The construct, “organizational commitment” has been a subject of interest for a long time for the people who study the organizational psychology. Employees’ organizational commitment is a complex matter and there are many factors which affect the organizational commitment of employees. Even though the organization has important role in it, demographic and individual characteristics of employees have also significant influence on organizational commitment. In this study a cross-sectional survey was conducted using a convenience sample of 336 security employees in a military organization to establish possible relationship between organisational commitment and important demographic variables (nationality, rank, gender, age, education, marital status, tenure). The data obtained by the survey were analysed using the SPSS 21.0 package program. In statistical analyses, T-test and variance (ANOVA) analyses were used. The results of the data showed that affective commitment of employees who had been working between 11-15 years was significantly differentiated from those of working years over 25 years. The results of this study also showed that officers had more normative commitment than civilians and the supervisors had less normative commitment than non-supervisors. The analysis also showed that males and younger employees differed significantly in normative commitment than their female counterparts and older employees. However, no statistically significant difference was found in education and marital status.

scholarly journals Organizational Commitment of Para-Medical Staff with reference to Marital Status

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
Mrinali Tikare
Keyword(s):  
Organizational Commitment ◽  
Marital Status ◽  
Medical Staff ◽  
Affective Commitment ◽  
Sampling Method ◽  
Stratified Sampling ◽  
Normative Commitment ◽  
Hospital Organization ◽  
Continuance Commitment ◽  
Significant Difference

<div><p><em>The commitment of Para-medical employees contributes significantly to the success of hospital organization. </em><em>The present study attempts to analyze an organizational commitment marital status of Para-medical employees. The data have been collected from eight cities, comprising of four zones of India. The study uses a stratified sampling method in which 219 Para-medical employees from 32 hospitals have responded. This study uses the well known instrument - ACN scale developed by Allen and Meyer (1997). </em></p><p><em>The result indicated that there is no significant difference in total score of commitment, affective commitment, continuance commitment and normative commitment with reference to marital status. The reasons have been discussed subsequently. </em></p></div>

Investigation of the Psychological Capital of Security Employees by Nationality and Status

2017 ◽  
Vol 5 (1) ◽  
pp. 204
Author(s):  
PhD Cand. Abdülkadir AVCI ◽  
Prof. Dr. Ramazan ERDEM
Keyword(s):  
Organizational Behavior ◽  
Self Efficacy ◽  
Human Performance ◽  
Psychological Capital ◽  
Psychological State ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Noncommissioned Officers ◽  
Significant Difference

The concept of psychological capital (PsyCap) recently has attracted a great deal of interest who has been studying on organizational behavior. Psychological capital can be defined as individual’s positive psychological state which contributes both personal and organizational aims and improves human performance. It is accepted that psychological capital has four components: self-efficacy, optimism, hope and resiliency. The purpose of the present study is to examine the associations of psychological capital (PsyCap) of security employees by nationality and status. In this study a cross-sectional survey was conducted using a convenience sample of 336 security employees in a military organization to establish possible relationship between psychological capital and two of demographic variables (nationality and status). The data obtained by the survey was analyzed using the SPSS 21.0 package program. In statistical analyzes, T-test and variance (ANOVA) analyzes were used. The results of the data has showed that resiliency of civil employees differs significantly from officers and noncommissioned officers. The analysis has also showed that self-efficacy and hope of Turkey participants differ significantly from European countries participants. However, no statistically significant difference has been found in resiliency of participant countiries.

scholarly journals Patient Opinion of Visiting Therapy Dogs in a Hospital Emergency Department

2020 ◽  
Vol 17 (8) ◽  
pp. 2968
Author(s):  
Joanne Reddekopp ◽  
Colleen Anne Dell ◽  
Betty Rohr ◽  
Barbara Fornssler ◽  
Maryellen Gibson ◽  
...  
Keyword(s):  
Emergency Department ◽  
University Hospital ◽  
Therapy Dogs ◽  
Hospital Emergency ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Convenience Sample ◽  
Therapy Dog ◽  
Significant Difference ◽  
Patient Opinion

To date there have been no studies examining whether patients want emergency department (ED) therapy dog programs. This patient-oriented study examined the opinions of patients about whether they would want to be visited by a therapy dog in the Royal University Hospital ED. Cross-sectional survey data were collected over a six week period from a convenience sample of 100 adult patients who had not been visited by a therapy dog in the ED. Most (80%) indicated they would want a visit by a therapy dog as an ED patient. A higher proportion of individuals who currently have a pet dog (95%) or identify as having lots of experience with dogs (71%) were more likely to indicate this want compared to those without a dog (90%) or little to no experience with dogs (62%). The majority were also of the opinion that patients may want to visit a therapy dog in the ED to reduce anxiety (92%) and frustration (87%) as well as to increase comfort (90%) and satisfaction (90%) and to a lesser extent to reduce pain (59%). There was no significant difference in findings by gender or age, other than a higher proportion of older adults and females identifying cultural background and tradition as a possible reason that patients may not want to be visited by a therapy dog. The findings of this study can help guide considerations for future ED therapy dog programs.

scholarly journals Career adaptability, personality traits and socio-demographic characteristics as predictors of organizational commitment

2020 ◽  
Vol 10 (1) ◽  
pp. 28-51
Author(s):  
Katarina Suvajdžić ◽  
Dušana Šakan ◽  
Mirjana Franceško ◽  
Željka Bojanić
Keyword(s):  
Organizational Commitment ◽  
Private Sector ◽  
Personality Traits ◽  
Affective Commitment ◽  
Career Adaptability ◽  
Normative Commitment ◽  
Total Employment ◽  
Older Employees ◽  
Demographic Features ◽  
Executive Positions

The purpose of the study was to determine the extent to which career adaptability, personality traits, and socio-demographic features account for organizational commitment among the employed population. The study was conducted on an appropriate sample of 390 employees in the public (34%) and private sector (66%) in Serbia (42% male, 58% female), average age of 40. 46,2% of the respondents occupy executive positions, and 58,2% non-executive positions. Criterion variables are summative scores of organizational commitment dimensions (affective, normative and instrumental). Predictor variables are socio-demographic features (gender, organizational role, organization type, years of employment (total), years of employment (current organization), age, and education) as summative scores on the six-dimension HEXACO-based model (Honesty, Emotionality, Extraversion, Agreeableness, Conscientiousness, Openness to experience) and summative scores on career adaptability scales (concern, control, curiosity and confidence). Employing hierarchical multiple regression-based analyses, we have determined that personality traits, socio-demographic features, and career adaptability aspects account for 29% of affective commitment variance, 18% of normative commitment and 17% of instrumental commitment. In order of magnitude and importance, socio-demographic features first and personality traits second can be considered stable predictors of affective and normative commitment, whereas career adaptability makes for the least stable predictor. Personality traits are the most important factor in instrumental commitment, then socio-demographic features, whereas career adaptability is the least important factor. Affective commitment is more common among employees occupying executive positions, employees with longer employment period in the organization, and among employees in the private sector who display higher levels of extraversion, honesty and agreeableness, and levels of control. Normative commitment is on avarage higher among executives, in the private sector, among employees with shorter total employment (but longer employment in the current organization), and among older employees with higher extraversion, agreeableness and lower openness. Instrumental commitment is on average higher among employees with longer employment period in the organization and older respondents, and among those with higher emotionality and honesty, and lower extraversion. We can conclude that socio-demographic features constitute a major factor in organizational commitment, while personality traits are less significant. Career adaptability is a minor factor, and only for some aspects of organizational commitment. Based on the results obtained, we have fomulated a number of practical implications that may be of use to occupational psychologists in creating interventions to increase organizational commitment.

scholarly journals KNOWLEDGE ATTITUDE AND PRACTICE TOWARD COVID-19 DISEASE AMONG VARIOUS PROFESSIONALS: A CROSS-SECTIONAL ONLINE SURVEY

2021 ◽  
pp. 60-63
Author(s):  
ABEETHA S ◽  
RAMYA K ◽  
BHAGYASHREE N ◽  
SUMA S ◽  
SUREKA V
Keyword(s):  
Marital Status ◽  
Online Survey ◽  
Statistical Significance ◽  
Local Health Authority ◽  
Local Health ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Attitude And Practice ◽  
Significant Difference ◽  
Knowledge Attitude And Practice

Objectives: This study aims to assess the knowledge, attitude, and practice associated with COVID-19 disease by undertaking a web-based online survey. Methods: A cross-sectional survey was conducted all over India during the initial phase of COVID-19 hit between March 19, 2020, and March 29, 2020. Anyone aged 18 years and above using social media were included in the study. The questionnaire had a section on sociodemography which had questions regarding age, gender, marital status, and occupation. This was followed by questions on knowledge, attitude, and practice regarding the COVID-19 pandemic. The knowledge scores were summarized as median with interquartile range as the data followed a non-normal distribution. Attitude and practice questions were summarized individually as proportions and its association with socio-demographic variables was established using Chi-square test. The statistical significance was set at p<0.05. Results: Occupational groups, marital status, and age group had significant difference between the groups with at least one of the practices with p<0.05. Conclusion: Since the study provides enhancing effect of knowledge toward protective behaviors, the awareness raising activities and health education through mass media and campaigns, this should urgently be conducted focusing on effectiveness of hand washing, cough etiquette, social distancing, and responsibility to inform suspected cases to local health authority to prevent COVID-19.

scholarly journals Airborne Particulate Matter Pollution—Knowledge, Perception and Breathing Experiences of Port Harcourt Residents During COVID-19 Pandemic Shutdown

2020 ◽  
Vol 5 (3) ◽  
pp. p28
Author(s):  
Rogers B. Kanee ◽  
Wale. J. Adeyemi ◽  
Precious N. Ede ◽  
AKuro. E. Gobo ◽  
Omosivie Maduka ◽  
...  
Keyword(s):  
Air Pollution ◽  
Particulate Matter ◽  
Marital Status ◽  
Residential Areas ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Randomized Sampling ◽  
Port Harcourt ◽  
Significant Difference ◽  
Status Occupation

While millions of deaths are recorded from COVID-19 pandemic infection, the environment continues to benefits from the lockdown of cities. A descriptive cross-sectional survey aimed at assessing residents’ knowledge and perception concerning air pollution and breathing experience in Port Harcourt was carried out within 20th-28th of May, 2020. Convenience and purposive non-randomized sampling methods were used to recruit 358 participants. Using descriptive and chi square test analysis, majority (74% and 24%) of the respondents were very aware or aware of air pollution and its health consequences. This varied significantly with sex, age, marital status, occupation and location (p < 0.05). Before the city’s lockdown, 90.1% of respondents experienced particulate matter deposits on surfaces and during the lockdown; it reduces to 54.1% with significant difference (p < 0.05) across residential areas. Hence, age, sex, marital status, occupation and residential area likely to influence higher awareness of air pollution and not duration of stay. Also, significant difference in breathing experiences (p < 0.05) was noted, with majority reporting poor breathing experience before lockdown and good during the lockdown. Joint action of governments’ policies on air pollution and high awareness among residents could be explored effectively to mitigate air pollution hazards.

scholarly journals Effects of Supervisor-Subordinates Relations on Subordinates’ Commitment Behaviour in Ghana

2020 ◽  
Vol 1 (3) ◽  
pp. 15-25
Author(s):  
Matthew Sabbi
Keyword(s):  
Organizational Commitment ◽  
Inverse Relationship ◽  
Future Research ◽  
Supervisory Support ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Test Analysis ◽  
Public And Private ◽  
Perceived Supervisory Support ◽  
Significant Difference

This study examined the effects of subordinates’ perception of supervisor favouritism on subordinates’  commitment to their organizations in the Ghanaian context. A cross-sectional survey was employed to study 296 employees comprising supervisors and subordinates in two organizations (public and private). Results from t-test, analysis of variance, Pearson product-moment correlation coefficient and hierarchical multiple regression showed: (a) no significant difference in the amount of perceived supervisory support; (b) that perceived favouritism based on ethnicity had a greater tendency to influence supervisor-subordinate exchanges and also the amount of perceived supervisory support; and (c) that subordinates who received more supervisory support were highly committed. There was an inverse relationship between perceived favouritism and organizational commitment of subordinates. Surprisingly, subordinates who perceived favouritism did not show a higher tendency to quit their organizations but rather continued to stay. The organizations could benefit greatly if the lower turnover intents are translated into practical work outputs but that, of course, will involve reducing perceived favouritism to the barest minimum. Suggestions for future research are made. Keywords: Supervisor-subordinates relations; Organizational commitment; Ethnicity 

scholarly journals Efectos de congruencia de valores personales y organizacionales sobre la lealtad a la organización

2018 ◽  
Vol 27 (2) ◽  
pp. 291-309
Author(s):  
Nada Krapić ◽  
Sanja Barić
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Large Scale ◽  
Affective Commitment ◽  
Polynomial Regression ◽  
Organizational Values ◽  
Normative Commitment ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Organisational Values

The aim of this study was to examine the effects of congruence between personal and organizational values focused on tasks and people on organizational commitment. The study was carried out on a convenience sample of 217 participants from several middle- and large-scale organisations who completed the Organisational commitment questionnaire and the Personal and organisational values scale. The data were analysed using polynomial regression analysis. The results obtained show that affective commitment was higher when personal and organizational values focused on tasks were in congruence on higher levels. Normative commitment was higher when personal and organizational values focused on tasks were incongruent in a way that organizational values were higher than personal. Additionally, greater incongruence between personal and organizational values focused on tasks was associated with a sharper increase of normative commitment. Overall commitment was higher when personal and organizational values focused on tasks were in congruence on higher levels, when these values were incongruent in a way that organizational values were higher than personal, and when this incongruence was more pronounced. Regarding the effects of congruence between personal and organizational values focused on people the results obtained show that normative and affective commitment were higher when these values were incongruent in a way that organizational values were higher than personal.

scholarly journals A Study of Organizational Commitment with reference to Marital Status of Indian Nursing Staff

2015 ◽  
Vol 2 (1) ◽  
pp. 19-28
Author(s):  
Mrinali Tikare
Keyword(s):  
Organizational Commitment ◽  
Marital Status ◽  
Nursing Staff ◽  
Affective Commitment ◽  
Sampling Method ◽  
Continuance Commitment ◽  
Significant Difference ◽  
Commitment Level ◽  
Hr Managers ◽  
Nursing Professionals

“Health is Wealth”, health is considered as the most important phenomenon in today’s world which determines the wealth of the country at large. Nursing staff plays the major role in the healthcare industry and it is obligatory that their needs have to be taken care and a congenial atmosphere is created for them to work with utmost job satisfaction and content, the result of which would be a high-quality nursing care. The present study focuses on organizational commitment with reference to the marital status of the nursing professionals. The data have been collected from eight cities, comprising of four zones of India. The study uses a stratified sampling method in which 376 Nursing Staff from 32 hospitals has responded. This study uses the well-known instrument - ACN scale developed by Allen and Meyer (1997). The group of married nursing staff revealed a higher mean for all the variables of commitment. However, there are similarities between married and unmarried nursing staff at the level of affective commitment, continuance commitment, and total organizational commitment. Conversely, there is a significant difference in normative commitment level between married and unmarried nursing staff of India. The result of the study confirmed the findings of the earlier studies related the positive relationship between marital status & organizational commitment, and higher commitment level of married employees as well as unmarried employees. This study suggests that the HR Managers should understand the issues of married & unmarried nursing staff and develop HR Policies accordingly. JEL Classifications Code: L2

Transformational leadership, pride in being a follower of the leader and organizational commitment

2014 ◽  
Vol 35 (8) ◽  
pp. 674-690 ◽  
Author(s):  
Simon C.H. Chan ◽  
W.M. Mak
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Survey Design ◽  
Mainland China ◽  
Normative Commitment ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Two Samples ◽  
The Relationship

Purpose – The purpose of this paper is to examine the relationship among transformational leadership, pride in being a follower of the leader, and organizational commitment, as represented by affective and normative commitment. Design/methodology/approach – Data were collected from two samples in Mainland China (Study 1 of 145 executive MBA students in one of the local universities located in Xian; Study 2 of 210 employees in a service-based private-owned company located in Shenzhen). Descriptive statistics and regression analyses, Sobel tests, and bootstrapping tests were used to analyze the data. Findings – Both studies found that transformational leadership is positively related to pride in being a follower of the leader, and affective and normative commitment. Results indicated that pride in being a follower of the leader fully mediated the relationship between transformational leadership, affective and normative commitment. Research limitations/implications – The main limitation of this study is to collect data from a self-reported single source in a cross-sectional survey design. The findings are susceptible to problems of common method variance of the independent variable, mediator and dependent variables. Practical implications – The findings assist managers to better understand the importance of getting the support of their followers. If the followers are pride in being a follower of their leader, they are more likely to be committed toward an organization. Originality/value – This paper contributes to the existing literature by which pride in being a follower of the leader as a mediator between transformational leadership and organizational commitment in the Chinese context.

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