scholarly journals Distributive Injustice: Leadership Adherence to Social Norm Pressures and the Negative Impact on Organizational Commitment

2021 ◽  
Vol 14 (9) ◽  
pp. 21
Author(s):  
LaJuan Perronoski Fuller
Keyword(s):  
Organizational Commitment ◽  
Social Norms ◽  
Affective Commitment ◽  
Social Norm ◽  
Leadership Behaviors ◽  
Negative Impact ◽  
Negative Relationship ◽  
Employee Perceptions ◽  
Full Time ◽  
Distributive Injustice

The social norm theory suggests that leaders who rely on perceived norms (misperceptions) rather than actual norms may produce unfair work advantages. Furthermore, social norms alter ethical leadership behaviors. However, leadership adheres to social norms due to society's implied compliance in the absence of distributive injustice measurements. Therefore, distributive injustice may be a more salient predictor than distributive justice on affective organizational commitment. The aim of this study was to fill gaps in literature on distributive injustice and investigate negative influences on employees’ affective commitment. A distributive injustice scale was designed using employee perceptions of policies that create unfair advantages and meritless rewards. The distributive injustice scale consisted of 14 items. A survey was sent to 481 full-time employees in various industries throughout the U.S. Correlation and regression model output indicated that unfair advantages and meritless rewards had a negative relationship and influence on employees’ affective commitment. Social norm policies that create unfair advantages and meritless rewards can be perceived as a divisionary tacit that negatively impacts affective commitment.

scholarly journals Employees Perception of Training and Its Relationship with Organizational Commitment among the Employees Working at Saudi Industrial Development Fund

2017 ◽  
Vol 8 (2) ◽  
pp. 25 ◽  
Author(s):  
Mohammed S. Alamri ◽  
Thamir I. Al-Duhaim
Keyword(s):  
Organizational Commitment ◽  
Industrial Development ◽  
Affective Commitment ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Simple Random Sample ◽  
Normative Commitment ◽  
Development Fund ◽  
Perceived Supervisor Support ◽  
Perceived Availability

The aim of this study is to examine employees perception of training provided by Saudi Industrial Development Fund (SIDF) and its relationship with organizational commitment. To achieve this aim, the study utilized a questionnaire consists of two validated, well established, international instruments: the first one is the perceived availability of training developed by Newman et al., (2011) and includes 22-item inventory that measures an individual on the training, the second instrument called commitment scale developed by Allen and Meyer, (1996) and includes 18-item inventory to identify a person’s commitment. This questionnaire has been distributed to a simple random sample consist of (200) employees of Saudi Industrial Development Fund. A total of (175) complete questionnaires has been received back at a response rate of (87%). After analyzing data and testing hypotheses, the main results of this study are:• There is a positive relationship between five training-related variables and affective commitment.• There is a positive relationship between two training-related variables (the perceived availability of training and perceived supervisor support for training) and two commitment-related variables (continuance and normative commitment).• There is a negative relationship between perceived co-worker support for training and two commitment-related variables (continuance and normative commitment).• There is no relationship between two training-related variables (the perceived benefits of training and motivation to learn) and two commitment-related variables (continuance and normative commitment).

Internal and external networking behavior

2014 ◽  
Vol 19 (5) ◽  
pp. 595-614 ◽  
Author(s):  
Shelly Y. McCallum ◽  
Monica L. Forret ◽  
Hans-Georg Wolff
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Single Point ◽  
Negative Relationship ◽  
Future Research ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Content Type ◽  
External Networking ◽  
Networking Behavior

Purpose – The purpose of this paper is to examine the relationships of internal and external networking behaviors of managers and professionals with their affective, continuance, and normative commitment. Design/methodology/approach – Data were obtained from 335 managers and professionals of a health system who completed a survey on networking behavior and organizational commitment. Correlation analyses and multiple regressions were performed to test our hypotheses. Findings – The results showed that networking behavior focussed within an individual's organization was positively related with affective commitment and normative commitment. Networking with individuals outside of an individual's organization showed a significant negative relationship with normative commitment. Contrary to expectations, networking externally was not related to affective commitment, and neither internal nor external networking behaviors were related to continuance commitment. Research limitations/implications – Because data were collected at a single point in time, no statements can be made about causality. Future research is needed assessing both internal and external networking behavior and the three types of organizational commitment across time to help determine direction of causality or whether reciprocal relationships exist. Practical implications – Organizations that encourage internal networking behaviors may see individuals who are more connected with their colleagues and affectively committed to their organizations. However, encouraging external networking behavior may result in a drop in normative commitment as individuals might identify more with their profession than their employer. Originality/value – Although previous research has shown that networking behavior is related to job performance and career success measures, the research extends the literature by investigating whether networking is related to attitudinal variables such as organizational commitment. The paper explores whether differential relationships exist between internal and external networking behavior with three types of organizational commitment.

scholarly journals Analysis of the Relationship Between Stress and Organizational Commitment in Employees: A Meta-Analysis Study

2018 ◽  
Vol 7 (1) ◽  
pp. 94
Author(s):  
Öznur Tulunay Ateş ◽  
Neslin İhtiyaroğlu
Keyword(s):  
Organizational Commitment ◽  
Affective Commitment ◽  
Negative Impact ◽  
Positive Impact ◽  
Meta Analysis ◽  
Continuance Commitment ◽  
Weak Relationship ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship

This research aims to investigate the relationship of stress and organizational commitment in employees with meta-analysis method. In the literature review, 22 studies and 42 comparisons were found which meet the determined criteria. “Fisher z” value was used to calculate impact size values and impact direction and overall impact of the research were analysed with random impact model. As a result of the analysis; it was determined that stress have a weak positive relationship impact on organizational commitment. In addition, it was also determined that there is a negative and weak relationship impact between stress and affective commitment; positive and weak relationship impact between stress and normative commitment and positive and small relationship impact between stress and continuance commitment in employees. In the research, it was seen that the impact of stress on organizational commitment vary according to the sector that employees work in. ın the analyses, it was determined that there is a positive impact in health and tourism and a negative impact in education and the impact size is weak in health and small in tourism and education. Based on the research results, it can be said that new researches are required about how and why the relationships between stress and organizational commitment in employees vary.

scholarly journals Exploring new types of intensive motherhood in the Czech Republic

Human Affairs ◽  
2018 ◽  
Vol 28 (2) ◽  
pp. 171-186
Author(s):  
Romana Marková Volejníčková
Keyword(s):  
Socioeconomic Status ◽  
Intensive Care ◽  
Czech Republic ◽  
Social Norms ◽  
Social Norm ◽  
Full Time ◽  
The Czech Republic ◽  
Paid Employment ◽  
Family And Work ◽  
Race Ethnicity

Abstract Intensive motherhood (IM) has become an established social norm in many countries, especially Western ones. Centred upon the mother providing lengthy full-time, intensive care focused on the child’s needs, these social norms can be seen in the actions of mothers in diverse social locations. However, recent research has demonstrated that women’s ability to engage in IM is affected by factors like education, race, ethnicity, religion or socioeconomic status as well as by cultural and structural conditions. The goal of this paper is to analyse IM in the Czech context by focusing on factors that most affect a mother’s ability to engage in IM. Biographical interviews were held with 17 mothers, and the following three areas were discussed most in their narratives: (a) use of information on childrearing, (b) attitude to paid employment and juggling family and work, and (c) the financial, mental and emotional costs of motherhood.

MOTİVASYON ARAÇLARININ ÖRGÜTSEL BAĞLILIK ÜZERİNDEKİ ETKİSİ: KAMU KURUMLARINDAKİ X VE Y KUŞAĞI KARŞILAŞTIRMASI

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
Gökhan Kerse
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Affective Commitment ◽  
Survey Method ◽  
Public Sector Employees ◽  
Context Data ◽  
Gathering Data

The main purpose of this study is to explore the effects of the motivational tools (intrinsic and extrinsic) on the organizational commitment (normative, continuance and affective commitment). In the study were also compared caring levels to motivation tools of X generation and Y generation and levels to their organizational commitment. In this context, data were collected through survey method from171 public sector employees. Gathering data were analysed by using SPSS. The main finding showed that there is effects the motivational tools on organizational commitment.

Work Stress and Organisational Citizenship Behaviours (OCBs) in Call Centers Employees

2015 ◽  
Vol 3 (1) ◽  
Author(s):  
Sunita ◽  
Urvashi Singh ◽  
Shalini Singh ◽  
Rajnee Sharma
Keyword(s):  
Negative Impact ◽  
Call Centers ◽  
Negative Relationship ◽  
Married Couples ◽  
Call Centre ◽  
Simple Correlation ◽  
Nuclear Families ◽  
Set Up ◽  
Stress At Work ◽  
The Relationship

The present study was conducted to examine the relationship between organisational stress and organisational citizenship behaviours (OCBs) in employees of call centers. The study also further explored as how stress at work set-up has negative impact on OCBs. A sample of 250 employees working in call centre of Gurgaon belonging to an age group of 25-30 years were selected on availability basis. All were working married couples living in nuclear families. Job stress survey (Spielberger & Vagg, 1999) and Organisational Citizenship Behaviour (Bateman & Organ, 1983) were administered. Data was analysed by using simple correlation and multiple regression. Results showed the negative relationship between organisational stress and OCBs. Results of regression analysis also exhibited the negative impact of stress on OCBs. The implications for the employees are discussed.

The Relationship Among Job Satisfaction, Oreganizational Commitiment and Employees’ Turnover at Unilever Corporation in Nigeria

2017 ◽  
Vol 5 (1) ◽  
pp. 370
Author(s):  
Chiemeke Kingsley Chiedu ◽  
Choi Sang Long ◽  
Hapriza BT Ashar
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Performance ◽  
Employee Turnover ◽  
Turnover Intentions ◽  
Pearson Correlation ◽  
Negative Relationship ◽  
Survey Method ◽  
Employee Turnover Intentions ◽  
The Relationship

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed.

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.

Can Humanism be the Social Norm?

2020 ◽  
Author(s):  
Sharon D. Welch
Keyword(s):  
Social Norms ◽  
Social Norm ◽  
Human Cognition ◽  
Human Reasoning ◽  
Individual Freedom ◽  
Social Divisions ◽  
The Social

Assaults on truth and divisions about the nature of wise governance are not momentary political challenges, unique to particular moments in history. Rather, they demonstrate fundamental weaknesses in human reasoning and core dangers in ways of construing both individual freedom and cohesive communities. It will remain an ongoing challenge to learn to deal rationally with what is an intrinsic irrationality in human cognition and with what is an intrinsic tendency toward domination and violence in human collectivities. In times of intense social divisions, it is vital to consider the ways in which humanism might function as the social norm by, paradoxically, functioning in a way different from other social norms. Humanism is not the declaration that a certain set of values or norms are universally valid. At its best and most creative, humanism is not limited to a particular set of norms, but is, rather, the commitment to a certain process in which norms are continuously created, critically evaluated, implemented, sustained or revised. Humanism is a process of connection, perception, implementation, and critique, and it applies this process as much to itself as to other traditions.

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