Business Commons^™

The Effect Of Organizational Change On Organizational Commitment, Ali Sukru Cetinkaya, Shafiq Habibi

University of South Florida (USF) M3 Publishing

Change is an ongoing process of renewing the structures, directions, and capabilities of the organizations to adapt to the variable needs of customers, employees, and the marketplace. Thus, organization needs to change in order to stay in the market. Change process will be smoothed by employee’s commitment. There is a strong need to examine the effects of organizational change on organizational commitment. In this quantitative research, survey technique was used as a data collection tool. It employs the scale developed by Meyer and Allen (2004) for organizational commitment. Items used for organizational change have been adapted from scales created by …

Organizational Commitment As A Mediator Between Organizational Climate And Employee Silence, Jennifer Sherer

Walden Dissertations and Doctoral Studies

Unethical organizational behavior negatively impacts organizations, and despite the benefits of whistleblowing, some employees are hesitant to report employee misconduct. The specific research problem examined factors that influence employee silence when confronted with employee misconduct. Prior researchers have explored how organizational climate and organizational commitment can contribute to or inhibit the decision to report misconduct. What remained unclear is how these factors may interact on their influence on employee silence. The purpose of this study was to examine whether organizational commitment mediated the relationship between organizational climate and employee silence. The theoretical foundations for this study were the social information …

The Moderating Effects Of Neuroticism And Psychological Contract Incongruence On The Relationship Between Perceived Organizational Support, Perceived Supervisor Support, And Affective Commitment, Gail M. Hansen

FIU Electronic Theses and Dissertations

The nonexperimental study (N = 279) investigated the moderating effect of the trait neuroticism and psychological contract incongruence on perceptions about the organization, supervisor, and level of affective commitment. Using Qualtrics, a survey battery was administered to supervisors who had completed leadership training at a single institution of higher education located in southern Florida, USA.

The findings of the present study provided new insights into the neuroticism scale items, suggesting that depression might be a hidden factor in more than half of the population. Another finding demonstrated that few individuals attribute a psychological contract breach to an honest misunderstanding. …

Does Employee Age Moderate The Association Between Hr Practices And Organizational Commitment? An Application Of Soc Theory To Organizational Behavior, Michael M. Mackay

Organization Management Journal

Drawing hypotheses from Selective Optimization with Compensation theory (SOC), we explored the degree to which employee age moderates the relationship between employees’ satisfaction with high-commitment human resource practices (HCHRPs; e.g., providing training, work–life balance) and organizational commitment. Customer-facing employees (N = 6,360) from an international transportation company completed the Organizational Commitment Questionnaire (OCQ) and rated their satisfaction with various HCHRPs offered by their organization. Results show that although there was a strong overall correlation between organizational commitment and satisfaction with various HCHRPs (r = .66), employee age was a significant moderator of only the relationships between organizational commitment and maintenance-related …

The Influence Of Proactivity On Creative Behavior, Organizational Commitment, And Job Performance: Evidence From A Korean Multinational, Baek-Kyoo (Brian) Joo, Robert H. Bennett Iii

Journal of International & Interdisciplinary Business Research (2014-2019)

Proactivity has emerged as an extremely important behavior in organizations, and has been shown to correlate with very positive organizational and individual outcomes. Proactive personality has been identified as a stable personality attribute that is predictive of several positive work behaviors outcomes. Utilizing a large sample from a well-known and successful Korean multinational employer, this study investigated the influences of proactive personality on three key outcomes in the workplace, namely the level of employee creativity, level of organizational commitment, and in-role job performance. The study also examined whether the contextual factors of quality of leader-member exchange (LMX) and the level …

A Dyadic Approach To Examining The Emotional Intelligence–Work Outcome Relationship: The Mediating Role Of Lmx, Minsu Lee, Clifton O. Mayfield, Amanda S. Hinojosa, Yooshin Im

Organization Management Journal

Adopting a dyadic approach, we examine the processes through which leader–member exchange (LMX) mediates the relationship between emotional intelligence (EI) and work outcomes. Fitting the data from a survey of 204 unique pairs of leaders and followers to an actor–partner independence model (APIM), we found that follower EI positively affects LMX as perceived by both dyad members, whereas leader EI is positively related to only leader ratings of LMX. Using polynomial regression, we also found that EI similarity between the leader and follower has a positive relationship with both leader and follower ratings of LMX. Follower LMX partially mediates the …

Moderating Effect Of Job Level On Work-To-Family Conflict And Job Attitudes, Shanu Loganathan

Walden Dissertations and Doctoral Studies

Past research has shown the likelihood of work-to-family conflict in employees' struggle to manage work, family, and personal life, however, work-to-family conflict remained unexamined in employees' job attitudes at different job levels. Previous studies highlighted that employees at higher job level experience greater work-to-family conflict than employees at lower job level. The purpose of the study was to examine the moderating effects of job level (supervisory or managerial and nonsupervisory or nonmanagerial) on the relationships between work-to-family conflict and job attitudes (job satisfaction, work engagement, organizational commitment, and turnover intention). In this quantitative study, the theoretical framework included conflict theory …

Relational Cohesion Model Of Organizational Commitment, Jeongkoo Yoon, Edward J. Lawler

Edward J Lawler

[Excerpt] This chapter reviews the research program of relational cohesion theory (RCT) (Lawler & Yoon, 1993, 1996, 1998; Lawler et al., 2000; Thye et al., 2002) and uses it to develop a model of organizational commitment. Broadly, relational cohesion theory (RCT) has attempted to understand conditions and processes that promote an expressive relation in social exchange; an expressive relation is indicated by relational cohesion, that is, the degree to which exchange partners perceive their relationship as a unifying object having its own value. The research program argues that such relational cohesion is a proximal cause of various forms of behavioral …

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 …

Increasing Job Satisfaction And Organizational Commitment In The Millennial Workforce, Courtney A. Tschantz

Senior Honors Theses

Members of the Millennial Generation have higher rates of turnover compared to other generations. This can represent significant costs to organizations, and therefore is important to minimize. Job satisfaction has been shown to increase motivation and productivity as well as decrease turnover, and can be maximized by adjusting economic factors, fostering interpersonal relationships, and adjusting activities, tasks, and work conditions to the personality of the worker. All three types of organizational commitment (affective, normative, and continuance) also decrease turnover rates. Both job satisfaction and organizational commitment depend on a worker’s personality, needs, and expectations, which are influenced by the generation …

Interpersonal Mistreatment, Organizational Attitudes And Well-Being: The Impact Of Instigator’S Hierarchical Position And Demographic Characteristics, Nurul Ain Hidayah Binti Abas, Kathleen Otto

Organization Management Journal

Identifying the consequences of interpersonal mistreatment on the targets' organizational attitudes and well-being is key to promoting a healthy organizational culture. Across two experiments, we explored the impact of an instigator’s hierarchical position and demographic characteristic on the targets’ organizational attitudes and situational well-being. In the first experiment, respondents were presented with a vignette describing an interpersonal mistreatment scenario in which an instigator’s hierarchical position and gender had been manipulated. As hypothesized, interpersonal mistreatment conducted by a supervisor significantly decreased the targets’ organizational commitment and increased turnover intentions. Also, higher turnover intentions and more positive emotions were experienced by those …

Impact Of Transformational Leadership On Job Satisfaction And Organizational Commitment And The Re-Enlistment Intention Of Virginia Army National Guard Soldiers, Kervin Gregory Sider

STEMPS Theses & Dissertations

A key component to the success of the Army National Guard (ARNG) is the retention of its soldiers. The ARNG must maintain enough soldiers to accomplish their mission of supporting the active duty Army. Leadership is one of the important factors that influence soldiers' level of job satisfaction and organizational commitment and ultimately their intention to remain or leave the ARNG. This research study sought to determine the impact of transformational leadership on job satisfaction, organizational commitment, and re-enlistment intention. The research questions guiding this study included: (1) Does transformational leadership impact the re-enlistment intention of first term soldiers, mid-term …

The Effects Of Trust And Perceived Supervisor And Organizational Support On Employees' Attitudes And Behavior, Rebecca Lauren Burnheimer

Legacy Theses & Dissertations (2009 - 2024)

Previous research has identified perceived supervisor support (PSS; Eisenberger et al., 1986) as a major contributing factor in the development of perceived organizational support (POS; Eisenberger et al., 1986), which has been found to lead to higher levels of positive work attitudes and behaviors. However, researchers have not yet explored the ways in which employees come to feel supported by their supervisors (i.e., how does PSS develop?). Based on social exchange theory (Blau, 1964; Thibaut & Kelley, 1959), the current study assessed the relation of employees' trust in their supervisor to PSS. This study also attempted to replicate the relationships …

An Exploration Of Determinants Of Organizational Commitment: Emphasis On The Relationship Between Organizational Democracy And Commitment, Boya Chen

MPA/MPP/MPFM Capstone Projects

In public organizations, organizational commitment plays a significant role in determining both efficiency and efficacy of the organization. Organizational commitment is just like an invisible hand affecting the performance of staff. The degree of organizational commitment can also be a double-edged sword, by which performance outcomes can either be promoted dramatically or impaired greatly. The purpose of the paper is to examine the determinants of organizational commitment, especially the relationship between organizational commitment and organizational democracy.

From the literature review, I build a model including several variables. The dependent variable in my model is organizational commitment. Independent variables in my …

Effects That Previous Employment Experiences Had On Organizational Commitment Of An Hourly Workforce, Charles August Bartocci

STEMPS Theses & Dissertations

A committed workforce is critical to the success of any organization. While there was a great deal of debate on how to best describe commitment, one model that attracted a significant following is the Three Component Model (TCM) developed by Meyer and Allen (1988). While it may be argued that the model is a mixed model combining attitudinal and behavioral measures, researchers have largely agreed that the scale that measures affective commitment is both valid and reliable. How commitment is developed in a workforce is of considerable interest. A minority of researchers have considered a variety of antecedents that contribute …

The Effects Of Job Satisfaction, Organizational Commitment, Organizational Citizenship Behavior On Turnover Intentions, Orhan Ulndag, Sonia Khan, Nafiya Guden

Hospitality Review

The current study investigated the effects of job satisfaction and organizational commitment on organizational citizenship behavior and turnover intentions. The study also examined the effect of organizational citizenship behavior on turnover intentions. Frontline employees working in five-star hotels in North Cyprus were selected as a sample. The result of multiple regression analyses revealed that job satisfaction is positively related to organizational citizenship behavior and negatively related to turnover intentions. Affective organizational commitment was found to be positively related to organizational citizenship behavior. However, the study found no significant relationship between organizational commitment and turnover intentions. Furthermore, organizational citizenship behavior was …

Testing The Impact Of Global Mindset On Positive Organizational Outcomes: A Multi-Level Analysis, Joana S. Story

Department of Agricultural Leadership, Education and Communication: Dissertations, Theses, and Student Scholarship

This multi-level study examined the relationship between leaders’ global mindset with followers’ rating of trust in leader, quality of the leader-member relationship (LMX), and organizational commitment. Complexity of global role and leader distance were also examined as moderating variables. Data were collected from 78 leader participants and 240 raters from one Fortune 100 multinational organization. A multilevel data analysis was conducted using Hierarchical Linear Modeling. No significant relationships were found between global mindset and ratings of follower trust in leader and quality of the leader-member-relationship. A significant negative relationship was found between global mindset of leaders and follower organizational commitment. …

The Impact Of Employees' Perception Of Corporate Social Responsibility On Job Attitudes And Behaviors: A Study In China, Dan Zheng

Dissertations and Theses Collection (Open Access)

Corporate social responsibility (CSR) is regarded as voluntary bahaviors that contribute to the soceity welfare. Based on the concept of sustainable development, corporations should not only stress on their economic and business outcomes, but also pay attention to their effect on the society and environment. Corporations are expected to engage in the improvement of their employees' quality of life, as well as the well-being of employees' families, local communities, and the overall society. With the acceleration of global integration, CSR has become a main concern by the public, and is considered as an essential part of the business strategy. It …

Risk Propensity And Knowledge Sharing Intentions Of Individuals In A Downsized Organization, Ward G. Willis

Theses and Dissertations

Downsizing can be a traumatic event for any organization. Using Affective Events Theory (AET), this study examined how the emotional reactions of employees to downsizing can impact organizational outcomes. It concludes that the use of downsizing activities decreases organizational commitment while increasing perceived psychological contract violation. Further, it shows that these constructs have a respective positive and negative relationship with knowledge sharing behavior. It also concludes that these relationships hold true not only for individuals most vulnerable to downsizing, but also for those who the organization would consider immune to such actions. These results suggest that organizational downsizing activities not …

The Relationship Of Internal And External Commitment Foci To Objective Job Performance Measures, Mark A. Siders, Gerard George, Ravi Dharwadkar

Research Collection Lee Kong Chian School Of Business

Prior research reports of a weak commitment-performance relationship can be attributed to inconsistency in conceptualization and measurement of the constructs. In this study, we differentially relate attitudinal commitment to internal (organization and supervisor) and external (customer) foci to objective measures of job performance. Results suggest that both internal foci are related to organizationally rewarded job performance and that the external focus influences job performance relevant to and rewarded by customers. Implications of these findings are discussed.