Meta-analysis of the effect of empowerment on organizational commitment in sport organization

2018 ◽  
Vol 27 (4) ◽  
pp. 545-555
Author(s):  
Jung-Sup Bae ◽  
Jae-Yoon Kwon ◽  
Sang-Back Nam
Keyword(s):  
Organizational Commitment ◽  
Meta Analysis ◽  
Sport Organization

Employee Ownership and Organizational Commitment: A Meta-Analysis

2006 ◽  
Author(s):  
Emily Bailey ◽  
Catherine Bush ◽  
Monica R. Filipkowski ◽  
Stephen H. Wagner
Keyword(s):  
Organizational Commitment ◽  
Meta Analysis ◽  
Employee Ownership

A meta-analysis of the variables related to turnover intention among IT personnel

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ahmet Hakan Özkan
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Effect Size ◽  
Turnover Intention ◽  
Meta Analysis ◽  
It Industry ◽  
Data Set ◽  
Content Type ◽  
It Personnel ◽  
The Relationship

PurposeThis study aims to investigate the relationships between job satisfaction, organizational commitment and turnover intention of information technology (IT) personnel.Design/methodology/approach3,844 studies which are published between 1998 and 2019 are screened on ScienceDirect, Scopus and ProQuest databases. 10,523 subjects formed the first data set regarding the relationship between job satisfaction and turnover intention, 7,903 subjects formed the second data set regarding the relationship between organizational commitment and turnover intention, 843 subjects formed the third data set regarding the relationship between empowerment and turnover intention, and 3,430 subjects formed the fourth data set regarding the relationship between job satisfaction and organizational commitment.FindingsResults showed that the effect size of the relationship between job satisfaction and organizational commitment is the strongest (r = 0.59). The effect size of the relationship between job satisfaction and turnover intention (r = −0.50), and the effect size of the relationship between organizational commitment and turnover intention r = −0.51) were also large. But the effect size of the relationship between empowerment and turnover intention was medium (r = −0.34).Originality/valueThis study is rare, and it can be used by the managers working in the IT industry.

Job security matters: A systematic review and meta-analysis of the relationship between job security and work attitudes

2019 ◽  
pp. 1-31 ◽  
Author(s):  
Hyunkang Hur
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Security Policy ◽  
Meta Analysis ◽  
Work Attitudes ◽  
Job Security ◽  
Public And Private ◽  
The Public ◽  
Public And Private Sector ◽  
The Relationship

AbstractThis article synthesizes public and private sector accumulated research regarding the relationship between job security and employee work attitudes (i.e., job satisfaction and organizational commitment). The present meta-analysis of 37 studies (including 45 independent samples) shows that the medium-sized associations between job security and each work attitude variables (i.e., job satisfaction and organizational commitment) were found, with true score correlations (ρ) of .327 for job satisfaction, and .253 for organizational commitment. These results highlight the significance of job security at the workplace, in shaping and enhancing attitudes of employee and job security is worth retaining in some form in the public sector, contrary to the logic of at-will employment. This meta-analysis findings also call attention to several important considerations for developing effective public job security policy.

scholarly journals A META-ANALYSIS OF EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMMITMENT

2020 ◽  
Vol 22 (1) ◽  
pp. 418-433
Author(s):  
Habeeb Ur Rahiman ◽  
Rashmi Kodikal ◽  
Sangita Biswas ◽  
A. Hariharasudan
Keyword(s):  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Meta Analysis

A Literature Review of the Three Elements of Organizational Commitment: The Meaning of the Contribution Score Average

2021 ◽  
Vol 18 ◽  
pp. 679-689
Author(s):  
Albet Maydiantoro ◽  
Rias Tusianah ◽  
Usastiawaty C. A. S Isnainy ◽  
Tubagus Ali Rachman Puja Kesuma ◽  
M. Arifki Zainaro ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Meta Analysis ◽  
Average Score ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Self Interest ◽  
Common Interests ◽  
The Impact ◽  
Personal Interests

This is a meta-analysis study. The study aims to determine the highest average score and the impact of the three elements of Allen and Meyer’s organizational commitment: Affective Commitment (AC), Normative Commitment (NC), and Continuance Commitment (CC). The author employed Sturgess's interpretation to determine the average score by Very Low, Low, Low Enough, High Enough, High, and Very High. We got that the highest average score of the three components of organizational commitments is the affective commitment (0.704), followed by the normative commitment (0.681), and the last one is the continuance commitment (0.585). We draw the conclusion that a person, basically, wants to be useful to others. Then, she will be able to put aside individual interests for the sake of common interests so that she will dare to bind herself to agreements, rules, and norms for mutual survival (NC). 'As a result of wanting to be useful to others and having the courage to decide to stay together in the rules, she will dare to put aside his transactional self-interest which is centered on personal interests or gain (CC). The scoring average consecutively says that AC is the biggest among of all, NC is less than AC, and CC is the least, implies that a manager should be able to build and maintain the AC as the first priority, followed by the NC. If a manager has been able to build and maintain the AC and NC, she is able to build and maintain the CC automatically.

Sign in / Sign up

Export Citation Format

Share Document