ORGANIZATIONAL COMMITMENT AND PROSOCIAL ORGANIZATIONAL BEHAVIOR: DO EMPLOYEE DEMOGRAPHY AND CHARACTERISTICS OF TRAINING PROGRAMMES IN THE COMPANY MAKE A DIFFERENCE?

Purpose – The purpose of this paper is to investigate how employees perceive corporate social responsibility (CSR) within their organizations, thus employees’ Internally Perceived CSR and how it impacts their organizational commitment. Design/methodology/approach – For conceptualizing, the constituents of Internally Perceived CSR – Individual CSR-Perception, Organizational CSR-Perception and their respective factors – are derived from social exchange theory, social identity theory and further relevant literature. The study’s research model is tested through a survey consulting 386 respondents from a company operating in renewable energies. Findings – The results lead to the following conclusions: Internally Perceived CSR strongly impacts employees’ Affective Organizational Commitment and comparatively low influences Normative Organizational Commitment. Moreover, Affective Organizational Commitment mediates Normative Organizational Commitment. Originality/value – The implementation of CSR has evolved to a crucial component of both organizational behavior and management. Nevertheless, the internal CSR-dimension has been largely neglected so far.

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Alienation Matters: Validity and Utility of Etzioni's Theory of Commitment in Explaining Prosocial Organizational Behavior

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2010.38.8.1081 ◽

2010 ◽

Vol 38 (8) ◽

pp. 1081-1095 ◽

Cited By ~ 2

Author(s):

Severin Hornung

Keyword(s):

Organizational Behavior ◽

Structural Equation ◽

Negative Impact ◽

Reliability And Validity ◽

Equation Modeling ◽

Moral Commitment ◽

Justice Perceptions ◽

Significant Negative Impact ◽

Psychometric Evidence ◽

Prosocial Organizational Behavior

In this study assumptions of Etzioni's (1975) theory of control and commitment are tested. Psychometric evidence is provided for the reliability and validity of the Organizational Commitment Scale (Penley & Gould, 1988), operationalizing Etzioni's typology of so-called calculative, alienative, and moral commitment. In a sample of 172 hospital workers, these 3 dimensions were found to be empirically distinct. Structural equation modeling was used to confirm differential effects of distributive and procedural justice perceptions on calculative, alienative, and moral commitment, supporting the notion that different forms of attachment develop partly in response to organizational compliance systems. When investigating simultaneous effects on supervisor-rated prosocial behavior, only alienation had a significant (negative) impact. Findings indicate acceptable validity and utility of a commitment model grounded in social theory for explaining organizational behavior.

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The Relation between Morality and Organizational Commitment of the Teachers with the Training Quality Level of Students in the City of Tehran Girls’ Secondary Schools

International Journal of Indian Psychology ◽

10.25215/0304.022 ◽

2016 ◽

Vol 3 (4) ◽

Author(s):

Raheleh Safikhani

Keyword(s):

Organizational Commitment ◽

Organizational Behavior ◽

Pearson Correlation ◽

Quality Of Education ◽

Quality Level ◽

Cluster Sampling ◽

Pearson Correlation Test ◽

Training Quality ◽

History Of

Introduction: Having two indices of professional morality and organizational commitment from teacher’s side is effective in the optimum output of the educational system. Purpose: The present research was done with the purpose of examining the relation between morality and organizational commitment of teachers with the quality of educational services of students. Method: For this means in the format of a comparative design in the area of descriptive studies and in terms of functional nature, five thousand and seven hundred and seventy five students (N=5775) and 385 teachers (ages 26-58 with a mean age of: 38/11) resident of Tehran were chosen by the multistage cluster sampling method. The method of gathering of the data was done by survey. In terms of assessment of organizational commitment the Allen and Meyer questionnaire, in terms of evaluation of organizational behavior Kadar questionnaire and to assess the index of quality of education the researcher’s questionnaire were used. The data gathered were analyzed by the Pearson correlation test, F test and multivariable regression test. Findings: The analysis of the data was favorable with the history of research showing a relation between morality (r=0/59) from one side and behavioral commitment (r=0/47) from another side with the component of quality of education (p<0/0001), in other words behavior and behavioral commitment have explained each respectively 0/408 and 0/311 of the variance of the quality of education. Conclusion: The result of this research can be functionally used in the design of massive educational perspectives.

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Organizational commitment of employees as a result of job satisfaction

Trendovi u poslovanju ◽

10.5937/trendpos2101017i ◽

2021 ◽

Vol 9 (1) ◽

pp. 16-24

Author(s):

Đurđijana Ilić-Koderman

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Human Resources ◽

Organizational Behavior ◽

Valuable Resource ◽

Organizational Goals ◽

Modern Business ◽

Business Conditions ◽

To Come ◽

Relationship Of

In modern business conditions, human resources are the most valuable resource that enables the realization and maintenance of the competitive advantage of the organization. Given this statement, it is not surprising why in recent decades in professional and academic circles there is a growing interest in researching issues of how to improve, retain and motivate employees to invest their maximum efforts in achieving organizational goals. As companies are both capital and labor intensive, it is easy to come to the conclusion that depending on the degree of motivation and commitment of employees to the realization of organizational goals, the realization of the above-mentioned imperative also depends on it. In other words, the degree to which employees identify with their organization depends on how motivated they will be to achieve its goals and to participate in improving its efficiency. This means that organizational commitment is becoming one of the key determinants of the success of 21st century organizations. Generally speaking, job satisfaction is an attitude that manifests in the workplace as individual behavior of the employee and can have an impact on the organization and organizational behavior. Job satisfaction encourages employees to increase performance and commitment to the organization, while reducing absenteeism and increasing interest in the profession, and it is of immeasurable importance to pay attention to the cause-and-effect relationship of job satisfaction and organizational commitment.

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FAKTOR-FAKTOR YANG MEMPENGARUHI MINAT PEGAWAI NEGERI SIPIL (PNS) UNTUK MELAKUKAN TINDAKAN WHISTLE-BLOWING (STUDI PADA PNS BPK RI)

EKUITAS (Jurnal Ekonomi dan Keuangan) ◽

10.24034/j25485024.y2015.v19.i2.91 ◽

2018 ◽

Vol 19 (2) ◽

pp. 276-295

Author(s):

Rizki Bagustianto ◽

Nurkholis Nurkholis

Keyword(s):

Theory Of Planned Behavior ◽

Organizational Behavior ◽

Planned Behavior ◽

Selection Bias ◽

Behavior Theory ◽

Whistle Blowing ◽

Personal Cost ◽

Prosocial Organizational Behavior

Penelitian ini bertujuan untuk menguji pengaruh faktor sikap terhadap whistle-blowing, komitmen organisasi, personal cost, dan tingkat keseriusan kecurangan terhadap minat whistle-blowing pegawai negeri sipil di lingkungan Badan Pemeriksa Keuangan Republik Indonesia (BPK RI). Data yang digunakan dalam penelitian merupakan data primer yang dikumpulkan melalui survei kuesioner secara online. Menggunakan sampel 107 orang pegawai BPK RI yang berasal dari 35 induk unit kerja yang berbeda, hasil penelitian menunjukkan bahwa tiga dari empat determinan secara signifikan berpengaruh terhadap minat whistle-blowing PNS BPK-RI. Ketiga determinan yang dimaksud adalah sikap terhadap whistle-blowing, komitmen organisasi, dan tingkat keseriusan kecurangan. Penelitian ini memberikan implikasi pada literatur dengan mengonfirmasi Teori Prosocial Organizational Behavior, Theory of Planned Behavior, dan konsep Komitmen Organisasi serta diharapkan dapat membantu pemerintah, khususnya BPK RI, dalam merancang strategi peningkatan minat whistle blowing pegawainya maupun dalam mendesain atau menyempurnakan whistle-blowing system pada institusinya. Hasil penelitian memiliki keterbatasan pada aspek generalisasi, selection bias dalam pengumpulan data, dan sensitifitas tema penelitian yang berpotensi menimbulkan bias dengan kondisi nyata. Melalui penelitian ini kami menyarankan peneliti berikutnya untuk mengeksplorasi determinan minat whistle-blowing lainnya, mendesain penelitian yang spesifik pada saluran dan bentuk whistle-blowing, menguji kembali konsistensi pengaruh variabel personal cost, menghindari metode pengumpulan data yang memunculkan selection bias, dan memperluas sampel.

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Job Performance and Organizational Commitment

Perceptual and Motor Skills ◽

10.2466/pms.1997.85.2.447 ◽

1997 ◽

Vol 85 (2) ◽

pp. 447-450 ◽

Cited By ~ 10

Author(s):

Thomas A. Wright

Keyword(s):

Organizational Commitment ◽

Job Performance ◽

Organizational Behavior ◽

Negative Correlation ◽

Work Experience ◽

Significant Negative Correlation ◽

Organizational Work ◽

The Relationship

The relationship between employees' commitment and job performance continues to interest those studying organizational behavior and management. The present study yielded a significant negative correlation between measures of organizational commitment and job performance for a sample of 41 employees with significant organizational work experience. Limitations and further directions for research are discussed.

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Social evaluations of restaurant managers

International Journal of Contemporary Hospitality Management ◽

10.1108/ijchm-11-2016-0617 ◽

2018 ◽

Vol 30 (3) ◽

pp. 1827-1844 ◽

Cited By ~ 7

Author(s):

Diego Bufquin ◽

Robin DiPietro ◽

Marissa Orlowski ◽

Charles Partlow

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Behavior ◽

Turnover Intentions ◽

Management Training ◽

Social Characteristics ◽

Content Type ◽

Casual Dining ◽

Restaurant Managers ◽

Casual Dining Restaurant

Purpose This paper aims to examine the effects of restaurant managers’ warmth and competence on employees’ turnover intentions mediated by job satisfaction and organizational commitment. The study aims to enhance existing literature related to the influence of social perceptions that casual dining restaurant employees may adopt regarding their restaurant managers. Design/methodology/approach The data came from 781 employees of a large US-based casual dining restaurant franchise group that owned 43 restaurants. Exploratory and confirmatory factor analyses were performed, followed by multilevel path and post hoc mediation analyses, to assess the effects of the proposed model. Findings Results demonstrated that managers’ warmth and competence represented a single factor, instead of two distinct constructs, thus contradicting several sociopsychological studies. Moreover, managers’ warmth and competence had an indirect influence on employees’ turnover intentions through both job satisfaction and organizational commitment. Practical implications Knowing that employees develop improved job attitudes and lower turnover intentions when they evaluate their managers as warm and competent individuals, restaurant operators should focus on both of these social characteristics when designing interviewing processes, management training, and performance appraisal programs. Originality/value By studying a casual dining restaurant franchise group that operates a single brand, thus minimizing variation in policies and procedures, this paper fulfills an identified need to examine two fundamental social dimensions that people often use in professional settings, and which have not been vastly studied in organizational behavior or hospitality literature.

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