Predicting different commitment components: The relative effects of how career development HRM practices are perceived

2009 ◽  
Vol 15 (2) ◽  
pp. 224-240 ◽  
Author(s):  
Mary Bambacas ◽  
Prashant Bordia
Keyword(s):  
Organizational Commitment ◽  
Career Development ◽  
Employee Perceptions ◽  
The Other ◽  
Perceived Support ◽  
Self Management ◽  
Normative Commitment ◽  
Hrm Practices ◽  
Development Alternatives ◽  
Three Components

AbstractOrganizations today expect employees to manage their own career development although some will provide extra opportunities. We do not know exactly how career self-management impacts on employees' organizational commitment in terms of affective, normative and continuance components. This paper is based on the model of organizational commitment put forward by Meyer and Allen (1997). We propose that organizational HRM and career self-management influence employee perceptions (such as perceived support) and the three components of commitment in different ways. Data from 196 managers showed that organizational career development (OCD) practices, were positively related to employee perceptions and the three components of commitment. On the other hand, career self-management was negatively correlated with normative commitment. These results have implications for the career development alternatives that organizations provide to employees.

Predicting different commitment components: The relative effects of how career development HRM practices are perceived

2009 ◽  
Vol 15 (2) ◽  
pp. 224-240 ◽  
Author(s):  
Mary Bambacas ◽  
Prashant Bordia
Keyword(s):  
Organizational Commitment ◽  
Career Development ◽  
Employee Perceptions ◽  
The Other ◽  
Perceived Support ◽  
Self Management ◽  
Normative Commitment ◽  
Hrm Practices ◽  
Development Alternatives ◽  
Three Components

AbstractOrganizations today expect employees to manage their own career development although some will provide extra opportunities. We do not know exactly how career self-management impacts on employees' organizational commitment in terms of affective, normative and continuance components. This paper is based on the model of organizational commitment put forward by Meyer and Allen (1997). We propose that organizational HRM and career self-management influence employee perceptions (such as perceived support) and the three components of commitment in different ways. Data from 196 managers showed that organizational career development (OCD) practices, were positively related to employee perceptions and the three components of commitment. On the other hand, career self-management was negatively correlated with normative commitment. These results have implications for the career development alternatives that organizations provide to employees.

scholarly journals To investigate the Association between Normative Commitment (Sense of Obligation to Stay) and Employee’s Performance in “FENDA COMMUNICATION AND IT -KSA”

2021 ◽  
Vol 11 (3) ◽  
pp. 135
Author(s):  
Rafia Gulzar
Keyword(s):  
Organizational Commitment ◽  
Employee Performance ◽  
Research Paper ◽  
Normative Commitment ◽  
Close Relationship ◽  
Sense Of Obligation ◽  
Three Components

Normative commitment happens when employee feel a sense of obligation towards his organization, even if employee is not happy with tasks and responsibility assigned, or even if employee desires to chase better chances or opportunity. Normative commitment(NC) is one of the three components of Organizational commitment that has received less attention in research than other two components ( Affective and Continuance).The main purpose of this research paper was to critically understand the normative commitment  and evaluate the existing  relationship between normative commitment and employees performance in “FENDA COMMUNICATION AND IT -KSA”. The Total number of respondents were 68 surveyed and eight statements used to measure the normative commitment, has been developed by Allen and Meyer (1991) and three -statements used for measuring employee performance has been developed by the Williams and Anderson (1991).  The data was analyzed that clearly showed that there is a close relationship between normative commitment and employees’ performance in sample study organization.

scholarly journals Understanding Three Components of Organizational Commitment in Workgroups and their Relationships with Innovative Behavior

2019 ◽  
Vol 8 (12) ◽  
pp. 563-568
Keyword(s):  
Organizational Commitment ◽  
Structural Equation ◽  
Affective Commitment ◽  
Empirical Test ◽  
Social Loafing ◽  
Normative Commitment ◽  
Innovative Behavior ◽  
Continuance Commitment ◽  
Mediating Role ◽  
Three Components

Objectives: In the age that requires much focus on the creativity and destructive innovation, team or group-based work environments are prevalent and it is increasingly important for organizations to find and nurture innovative employees who attached to the organizations. In this study, we empirically tested a causal model to foresee innovative behavior consolidating the literatures on organizational commitment and social loafing. Method: With 435 samples collected from employees currently working in various industries in Korea, an empirical test was implemented using SPSS 23 and LISREL 8.54 statistical software package. CFA, a step-wise hierarchical regression, and bootstrapping for medication effect analysis were conducted for hypothesis tests. Results: Results from SPSS and structural equation modelling (SEM) using LIREL revealed that affective commitment was significantly and negatively related to social loafing, whereas normative commitment and continuance commitment were positively related to social loafing. And social loafing had a significantly and negatively effect on innovative behavior and social loafing played a partial mediating role on the relations between the subscales of organizational commitment and innovative behavior. Conclusion: This study provides findings that those who emotionally attached to organization (affective commitment) were more likely not to be involved in social loafing behavior in workgroup settings, whereas those who have obligation to remain with the organization (normative commitment) and who were sensitive to the perceived costs associated with leaving organization (continuance commitment) were more likely to pay less efforts when working collectively than when working individually. And social loafing had a significant and negative effect on innovative behavior and played a mediating role in the relations between the three components of organizational commitment and innovative behavior. Given the findings from the current study, managers and management are recommended to pay more attentions to these differential effects of individual employees’ commitment type on workgroup and innovative behavior, and to pay further attempts finding initiatives to minimize social loafing behaviors, which in turn give adverse effects on innovative behavior

Organizational commitment among Dutch public sector employees

2006 ◽  
Vol 72 (2) ◽  
pp. 187-201 ◽  
Author(s):  
Bram Steijn ◽  
Peter Leisink
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Public Service ◽  
Affective Commitment ◽  
Personal Characteristics ◽  
Minor Importance ◽  
Normative Commitment ◽  
The Past ◽  
Hrm Practices ◽  
Public Sector Employees

Organizational commitment has become a much researched subject over the past three decades. This article focuses on the relatively understudied public sector. On the basis of a large public-sector-wide survey, organizational commitment and its antecedents are assessed, including the contribution made by HRM practices. The findings are, to a large extent, in agreement with earlier studies in that they indicate the relatively major importance of job and organizational characteristics and the relatively minor importance of personal characteristics for affective commitment. Further, there is evidence of an effect of employees’ perception of HRM practices on organizational commitment, which is relevant for orienting management action. However, the findings with respect to normative commitment differ from previous studies. It is suggested that further research should be done that includes both organizational commitment and public service motivation as the latter could have an effect on normative commitment of public sector employees.

The Relationship between Working Environment and Internship Satisfaction Level: A Case Study Of A 4-Star Hotel Restaurant In Germany

2019 ◽  
Vol 2 (4) ◽  
pp. 276-291
Author(s):  
Chatarina Natalia Putri
Keyword(s):  
Career Development ◽  
Working Hours ◽  
Learning Opportunities ◽  
Working Environment ◽  
The Other ◽  
Satisfaction Level ◽  
Supervisory Support ◽  
Support Organization ◽  
The Relationship

There are many factors that can lead to internship satisfaction. Working environment is one of the factors that will result to such outcome. However, many organizations discarded the fact of its importance. The purpose of this study is to determine whether there is a significant relationship between working environment and internship satisfaction level as well as to determine whether the dimensions of working environment significantly affect internship satisfaction. The said dimensions are, learning opportunities, supervisory support, career development opportunities, co-workers support, organization satisfaction, working hours and esteem needs. A total of 111 questionnaires were distributed to the respondents and were processed by SPSS program to obtain the result of this study. The results reveal that learning opportunities, career development opportunities, organization satisfaction and esteem needs are factors that contribute to internship satisfaction level. In the other hand, supervisory support, co-workers support and working hours are factors that lead to internship dissatisfaction. The result also shows that organization satisfaction is the strongest factor that affects internship satisfaction while co-workers support is the weakest.

Impact of the HRM practices on Organizational Commitment of Managerial Employees in the Textile industry

2014 ◽  
Vol 9 (1) ◽  
pp. 41-47 ◽  
Author(s):  
Shruti . ◽  
◽  
N.S. Bhalla ◽  
T.S. Sidhu ◽  
Sanjeev . ◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Textile Industry ◽  
Hrm Practices ◽  
Managerial Employees

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.

Isoelectric focusing of insulin, 125I-insulin and the 125I-insulin-antibody complex

1979 ◽  
Vol 44 (6) ◽  
pp. 1828-1834
Author(s):  
Asja Šiševa ◽  
Jiřina Slaninová ◽  
Tomislav Barth ◽  
Stephan P. Ditzov ◽  
Luben M. Sirakov
Keyword(s):  
Isoelectric Focusing ◽  
Polyacrylamide Gel ◽  
The Other ◽  
Insulin Antibody ◽  
Isoelectric Points ◽  
Antibody Complex ◽  
And Storage ◽  
Acid Region ◽  
Three Components

Isoelectric focusing on polyacrylamide gel columns of three native crystalline commercial preparations of insulin and 125I-labelled insulin was carried out. All the compounds studied contained three components of different isoelectric points. The largest fraction, having pI 5.60 ± 0.05, was common to all preparations. The other two fractions were situated in the acid region of pH between pI 4.5 and 5.2. The presence of these fractions is explained by the contamination of crystalline insulins by proinsulin and by the formation of des-amido derivatives during the dissolving and storage of insulin samples, and, in case of labelled insulin, also by the presence of heavily iodinated insulin and contaminating components. The isoelectric focusing of the complex 125I-insulin-antibody showed a peak of radioactivity having pI 6.15 ± 0.05.

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