Psychology Commons^™

The Impact Of Negative Affect On Psychological Well-Being Through Affective Commitment, Organizational Citizenship Behaviors, And Employee Burnout, Michelle Balesh

Electronic Theses, Projects, and Dissertations

Research focusing on organizational citizenship behaviors (OCBs) have highlighted how these behaviors support and aid the psychological and social environment within an organization. However, there is a gap within the literature that has not emphasized the negative consequences of engaging in OCBs. This study aims at examining the baleful consequences toward the individual, specifically, one’s psychological well-being. By examining one’s commitment to the organization, this study is interested if commitment will influence the likelihood of engaging in these discretionary behaviors. The aim of the present study is to understand the inimical effects of OCBs due to the investment of personal …

A Longitudinal Person-Centred Investigation Of Commitment In Newcomers To The Military, Brittney K. Anderson

Electronic Thesis and Dissertation Repository

Organizational commitment is a force that binds individuals to their company through their desire, obligation, and need to stay. Employees who are committed to the organization are more likely to demonstrate higher engagement, greater satisfaction, and fewer intentions to leave their company. Research has also demonstrated that investigating how each of the three forms of commitment – affective, normative, and continuance – interact allows for better prediction of employee outcomes. Using person-centred approaches, previous research has shown that there are typically five to seven profiles of commitment, and that membership in these profiles has implications for employee behaviours. However, little …

Understanding Competing Climates: A Theoretical Framework For Examining Service And Ethical Climates, Cristopher T. Huynh

Doctoral Dissertations

The study of work climate has expanded our understanding of how context impacts individuals in the workplace. While most climate research has focused on single- or multi-faceted organizational climates and how they directly impact the individual employee, little has been done to understand the influence of multiple, competing work climates on employee behavior. The purpose of this study was to examine the multiple, competing climates perspective (Schneider et al., 2013) to better understand the influence of context on an employee’s work-related attitudes. This dissertation begins with a brief review of the climate literature and its existing challenges, highlighting the importance …

Antecedents Of Voice: The Moderating Role Of Proactive Personality, Alice Pyclik

Browse all Theses and Dissertations

When employees are dissatisfied, they can choose a destructive solution such as quitting, or they can use voice to effect organizational change. A sample of 277 full-time employees in the United States responded to an online survey of voice, ethical leadership, core self-evaluation, proactive personality, affective commitment, and several control variables. Results from simple, multiple, and hierarchical regression analyses indicated that ethical leadership, core self-evaluation, and proactive personality have positive relationships with voice. In addition, ethical leadership facilitates voice through the path of affective commitment. Proactive personality compensates for low levels of affective commitment. Thus, managers can increase voice among …

An Investigation Into Perceived Productivity And Its Influence On The Relationship Between Organizational Climate And Affective Commitment, Kaitlynn Marie Castelle

Engineering Management & Systems Engineering Theses & Dissertations

The purpose of this research is to investigate the influence of individually perceived productivity on the relationship between individually assessed organizational climate and affective commitment, from heterogeneous survey participant data. A theoretical framework is adopted to explain how organizational climate shapes employee perception and how this relationship is moderated by a perceived productivity. This is a relatively unexplored concept in the defined context and has been developed by the researcher. Perceived productivity was measured using an instrument developed in this research to gauge respondents’ perception of their productivity. The instrument, named the General Measure of Perceived Productivity (GMPP), was developed …

Goal Alignment: Construct Development And Measurement Of A Moderator Of Commitment, Jose A. Espinoza

Electronic Thesis and Dissertation Repository

Previous research has provided evidence that commitment to one target can have implications for outcomes of relevance to another. In this research, I propose a construct, goal alignment, to help explain these crossover effects. I also develop a scale to assess goal alignment, the target-free Goal Alignment Measure (GAM), and investigate its moderating effects as they pertain to organizational and occupational commitment. Two studies were conducted in this research, an experimental vignette design with a student population and a survey study with full-time employees. Results provide support for the psychometric quality of the GAM but mixed support for goal alignment …

An Investigation Of The Role Of Corporate Social Responsibility Features In Attracting And Retaining Employees, Nicholas L. Bremner

Electronic Thesis and Dissertation Repository

Research on corporate social responsibility (CSR) has grown in parallel to organizations’ adoption of the triple bottom line (economic, environmental, social) approach to performance, and stakeholders’ expectations for organizations to contribute to a greater social good (Aguinis & Glavas, 2012). As a burgeoning area of research, the CSR literature has mostly been conducted from a macro-level (organization-level) perspective aiming to answer questions about the implications of CSR for organizations and society. Micro-level (individual-level) research is comparatively less common, but is beginning to grow as well (Rupp & Mallory, 2015).

While micro-level research has made significant progress toward answering …

The Impact Of Transformational Leadership On The Relationship Between Organizational Learning Culture And Employee Outcomes, Leanne Marie Tortez

Theses Digitization Project

Research in leadership has emphasized the importance of factors like organizational culture, empowerment, and employee innovation. The current study sought to address these topics by considering the contribution of organizational learning culture to employee outcomes, such as psychological empowerment and innovative behaviors, while investigating the moderating effect of transformational leadership. Participants consisted of 387 employed men and women from various organizational backgrounds.

The Influence Of Perceived Corporate Social Responsibility On Job Satisfaction: The Moderating Role Of Organizational Commitment, Xi Cheng

Theses Digitization Project

The purpose of this study is to empirically investigate the impact of perceived CSR (Corporate Social Responsibility) on job satisfaction, and to test the moderating role of organizational commitment within the relationship between perceived CSR and job satisfaction.

Psychological Contracts In The Workplace: A Mixed Methods Design Project, Kate J. Mcinnis

Electronic Thesis and Dissertation Repository

Employee perceptions of psychological contracts were explored in a mixed methods design project. Although psychological contract research has been popular since its inception over 50 years ago, the field makes a number of assumptions about how employees truly experience psychological contracts (Conway & Briner, 2009). The primary goal of the present research was to identify how psychological contracts should be measured and theorized to reflect the natural experiences and language of employees. In Study 1, I examined a number of the theory’s assumptions by asking employees in interviews about their psychological contract experiences. A descriptive phenomenological approach allowed me to …

The Mediating Effects Of Perceived Person Organizational Support And Perceived Person Supervisor Support On The Relationships Among Person-Organization Fit, Person-Supervisor Fit, And Organizational Commitment, Steven Mark Crocker

Theses Digitization Project

For the present study we are primarily interested in the match between individuals' characteristics and their work environments. This match between individuals' characteristics and their work environment is known as person-environment (PE) fit. The current study's aim was to integrate and build upon the PE fit literature by investigating the relationship between various forms of PE fit and two forms of organizational commitment with a proposed mediation of perceived organizational support (POS) for PO fit and perceived supervisor support (PSS) for PS fit. Two hundred and twenty-four participants who had been employed by their organization for at least six months, …

Workplace Commitment And Employee Well-Being: A Meta-Analysis And Study Of Commitment Profiles, Elyse R. Maltin

Electronic Thesis and Dissertation Repository

Employee commitments have been connected to a multitude of organizationally- relevant variables, including turnover, absenteeism, job performance, and organizational citizenship behaviours (e.g., Meyer, Stanley, Herscovtich, & Topolnytsky, 2002). Research has repeatedly demonstrated that the form these commitments take matters; that is, research has shown that commitment based on a mindset of affective attachment has the strongest positive relations with desired outcomes, while commitment based on mindsets of social or economic costs has much weaker and sometimes even negative relations with these same outcomes.

Far less research exists on the connection between workplace commitments and their implications for employees themselves, although …

What Makes People Stay? Examining The Relationships Among Loyalty To Supervisor, Organizational Commitment And Intent To Turnover, Christie Cunningham

Masters Theses and Doctoral Dissertations

Using survey data from a sample of 130 employees across a range of jobs in various organizations, the author examined the relationships among loyalty to supervisor, organizational commitment (affective, continuance, and normative), and intent to turnover. Regression analyses indicated that of the three forms of organizational commitment, only affective commitment fully mediated the relationship between loyalty to supervisor and intent to turnover. These results stress the importance of defining and creating a work environment in which both loyalty to supervisor and affective commitment are enhanced. Research implications, limitations, and areas for future research are also discussed.

Challenges Facing Military Organizational Cultural Reform: A Study Of The 2004 Air Force Materiel Command Reorganization, Joy D. Mikulcik

Theses and Dissertations

The purpose of this research was to measure the success of the Product Center (PC) portion of the Air Force Materiel Command (AFMC) reorganization initiated in 2004. The purpose of this study is threefold, 1) to determine if the 2004 AFMC Product Center reorganization has met General Martin's four intended objectives, (2) the reorganizations effects on AFMC employee job satisfaction and organizational commitment and (3) to gather some general opinions about the reorganization overall. The literature review consisted of a detailed look at the history of AFMC, areas of organizational culture, and gathering detailed information regarding the 2004 reorganization itself. …

Effects Of Goal Congruence On Withdrawal Behavior, As Mediated By Organizational Commitment, Amy Ines Quinones

Theses Digitization Project

No abstract provided.