To see the other types of publications on this topic, follow the link: Commitment scale.
Journal articles on the topic 'Commitment scale'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Commitment scale.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Schoemmel, Kristina, Thomas Skriver Jønsson, and Hans-Jeppe Jeppesen. "The development and validation of a Multitarget Affective Commitment Scale." Personnel Review 44, no. 2 (2015): 286–307. http://dx.doi.org/10.1108/pr-06-2013-0099.
Full textAbstract:
Purpose – In order to contribute to the understanding of affective commitment towards distinct workplace targets, the purpose of this paper is to develop and validate a Multitarget Affective Commitment Scale (MACS) through two data collections. The MACS uses similarly worded items for distinct targets and reflects the most recent theoretical development of affective commitment. Design/methodology/approach – In the first data collection, items from previous commitment scales were tested through the social network service Facebook (n=305). The second data collection was conducted in the healthcare system of Denmark (n=496) using survey questionnaires. Findings – In Study 1, exploratory factor analyses were conducted to reduce the items based on the Facebook data. In Study 2, the authors confirm the findings of Study 1 and further reduce the items based on the healthcare sample. The healthcare sample is also used in Study 3, where the authors validate the MACS by investigating its relationship with predictors, correlates, and outcomes. Originality/value – The results suggest that the MACS are a reliable and valid measure of affective commitment compatible with the diverse targets to which affective commitment often occurs. Consequently, the MACS is applicable for research investigating multiply affective commitments, thereby advancing the understanding of interactions between affective commitments and diverse targets, among other applications.
2
Kelly, Cynthia W. "Commitment to Health Scale." Journal of Nursing Measurement 13, no. 3 (2005): 219–29. http://dx.doi.org/10.1891/jnum.13.3.219.
Full textAbstract:
The Commitment to Health Scale (CHS) was developed to predict likelihood of clients being able to permanently adopt new health-promoting behaviors. Commitment is based on the association between starting new health behaviors and long-term performance of those behaviors. The CHS evolved from an examination of Prochaska and DiClemente’s Stages of Change Algorithm, Decisional Balance Scale, and Strong and Weak Principle (Velicer, Rossi, Prochaska, & DiClemente, 1996). Scale items were assessed by classical and Rasch measurement methods. The research was performed in three separate studies at various locations in the United States and included approximately 1,100 subjects. A new unidimensional variable was identified called Commitment to Health. Internal consistency reliability of the scale was .94 (Cronbach’s alpha). External validity and reliability were assessed based on expected and observed ordering and between known groups. Scale scores predicted self-reported health behaviors and body mass index.
3
Li, Nan. "Relationship between Professional Commitment and Subjective Well-being of College Students." BCP Education & Psychology 3 (November 2, 2021): 1–12. http://dx.doi.org/10.54691/bcpep.v3i.2.
Full textAbstract:
In order to explore the specific influence mechanism of professional commitment on subjective Well-being, this paper makes a research questionnaire based on professional commitment scale, subjective Well-being scale, academic Self-efficacy scale and social support scale, and surveys 356 college students nationwide. The obtained data are analyzed empirically using SPSS22.0 and Amos22.0. The results show that: (1) Professional commitment and academic Self-efficacy can positively predict subjective Well-being; (2) Academic Self-efficacy has a partial mediating effect on the relationship between professional commitment and subjective Well-being; (3) The moderating effect of social support occurs in the direct path of professional commitment’s influence on subjective Well-being and the indirect path of professional commitment’s influence on academic Self-efficacy. By constructing a moderated mediation model, this study reveals the mechanism of professional commitment on subjective Well-being, and provides reference for analyzing, predicting, shaping and correcting college students’ cognition and behavior, as well as helping to solve their psychological problems.
4
Alfa, Tri Yaumil, Dwi Iramadhani, and Azwar Djafar. "Iklim Organisasi dan Komitmen Kerja Karyawan Puskesmas." Jurnal Psikologi Terapan (JPT) 3, no. 2 (2022): 64. http://dx.doi.org/10.29103/jpt.v3i2.8881.
Full textAbstract:
The working atmosphere in the company is very important in determining employee performance and work commitment. This study aims to determine the relationship of organizational climate with work commitments for employees in Puskesmas Kutamakmur, Aceh Utara. The hypothesis being tested is a positive relationship between organizational climate and work commitments for employees who work in Puskesmas Kutamakmur. The sampling technique used in this study was sampling saturation with data collection methods through the organizational climate scale and Likert work commitment scale model for 120 employees. The reliability test produces an organizational climate of 0.880 and a work commitment of 0.911. Hypothesis test results show a positive relationship with organizational climate and work commitment based on the value of the correlation coefficient r = 0.455 (p = 0,000).
5
Crocetti, Elisabetta, Seth J. Schwartz, Alessandra Fermani, and Wim Meeus. "The Utrecht-Management of Identity Commitments Scale (U-MICS)." European Journal of Psychological Assessment 26, no. 3 (2010): 172–86. http://dx.doi.org/10.1027/1015-5759/a000024.
Full textAbstract:
The present study examined the psychometric properties of the Dutch and Italian versions of the Utrecht-Management of Identity Commitments Scale (U-MICS) in large community samples of adolescents from Italy (N = 1,975) and The Netherlands (N = 1,521). Confirmatory factor analyses indicated that the three-factor model, consisting of commitment, in-depth exploration, and reconsideration of commitment, provided a better fit to the data than alternative one- and two-factor models. The three-factor model fit equivalently across sex and across age groups (early and middle adolescents). Furthermore, we demonstrated cross-national equivalence of the factor structure of the U-MICS. Additionally, results indicated that the latent means for commitment were higher in the Dutch sample, while latent means for both in-depth exploration and reconsideration of commitment were substantially higher in the Italian sample. The three identity processes were found to be meaningfully related to measures of self-concept, psychosocial problems, and parent-adolescent relations in both countries. These findings suggest that the U-MICS is a reliable tool for assessing identity processes in Italian and Dutch adolescents.
6
Feizollahi, Mohammad Javad, Mitch Costley, Shabbir Ahmed, and Santiago Grijalva. "Large-scale decentralized unit commitment." International Journal of Electrical Power & Energy Systems 73 (December 2015): 97–106. http://dx.doi.org/10.1016/j.ijepes.2015.04.009.
Full text
7
Özdemir, Halil Özcan. "Relationship Between Agriculture and Forestry Workers, Authentic Leadership, and Organizational Commitment." Turkish Journal of Agriculture - Food Science and Technology 12, no. 8 (2024): 1287–91. http://dx.doi.org/10.24925/turjaf.v12i8.1287-1291.6829.
Full textAbstract:
This study examines the relationships between authentic leadership perceptions and organizational commitment levels of public personnel working in the agriculture and forestry sector. Within the scope of this research, surveys consisting of ready-made scales were used. The authentic leadership scale is a scale consisting of four dimensions and 16 items. The answers given to the surveys were interpreted using the SPSS package program. When the results of the research are evaluated in general; It appears that the perception of authentic leadership has a significant effect on organizational commitment. Looking at the demographic results; According to gender, it has been determined that men have more authentic leadership perceptions than women. According to education level; It appears that authentic leadership perception and organizational commitment do not differ. When examining whether employees’ authentic leadership perceptions and organizational commitments vary according to their age; It is seen that the perception of authentic leadership and organizational commitment differ according to age. While employees between the ages of 36 and 40 have higher perceptions of authentic leadership; Organizational commitment of those between the ages of 41 and 45 was higher.
8
Yildirim, Seda, Ali Acaray, and Burcu Candan. "The relationship between marketing culture and organizational commitment." World Journal of Entrepreneurship, Management and Sustainable Development 12, no. 1 (2016): 66–80. http://dx.doi.org/10.1108/wjemsd-08-2015-0035.
Full textAbstract:
Purpose – The purpose of this paper is to find out whether there was a significant relationship between marketing culture and organizational commitment. In addition, relations between dimensions or marketing culture and dimensions of organizational commitment were investigated. Prior studies have shown that there were significant relationships between organizational culture and organizational commitment. Accordingly it is that there is a significant relationship between marketing culture and organizational commitment. Design/methodology/approach – This research collected data via survey method in Istanbul, Turkey. The survey forms were implemented to employees who were selected by convenience sampling method from one private bank’s agencies and 318 employees participated to the survey implementation. Findings – With the help of canonical correlation analyze, it was found out that there was a significant relationship between marketing culture and organizational commitment. Accordingly the main hypothesis was supported. Also relations between dimensions of marketing culture and dimensions of organizational commitment were concluded through their canonical loadings. Research limitations/implications – This study used two main scales from the literature to determine marketing culture and organizational commitment. For marketing culture, Webster’s (1990) marketing culture scale was preferred to determine marketing culture of employees. Organizational commitment was evaluated in three basic dimensions as affective commitment, continuance commitment and normative commitment according to Meyer and Allen’s (1997) scale. For future studies, different types of scales can be used differently in another service sector or business. The results can give some useful information essentially for managers from banking sector. Originality/value – This study has an important originality as being the first one that investigates the relationship between marketing culture and organizational culture in a related literature. So it is thought to show significant relations between marketing culture’s factors and organizational commitment’s factors.
9
Gullu, Sevim, and Kadir Yildiz. "An Analysis on the Relationship among Trust in Manager, Political Behavior and Organizational Commitment: The Case of a Sports Organization." Journal of Education and Training Studies 7, no. 3 (2019): 116. http://dx.doi.org/10.11114/jets.v7i3.3957.
Full textAbstract:
The article aims to provide an insight into the relationship among political behavior, trust in manager and organizational commitment in sports organizations. The research is designed with a descriptive and relational survey model which is one of the qualitative research methods. The research group consists of 109 employees (48 females, 61 males) working in Erzincan Youth Services and Provincial Directorate of Sports, selected with convenience sampling method, one of the non-random sampling methods. As data collection tools, Personal Information Form, Organizational Commitment Scale, Trust in Manager Scale and Political Behavior Scale were used. SPSS 22 package program was used to analyze the data. Arithmetic mean, frequency and standard deviation were used in the statistical representations of the data. For the normality of the data, skewness and kurtosis values were taken into consideration and the data were found to have a normal distribution. Pearson correlation analysis and multiple regression analysis were used to analyze the data. The results of the study show that there is a negative relationship between the sub-dimensions of the political behavior scale and the sub-dimensions of the trust in manager scale. Similarly, as the values of the sub-dimensions of the political behavior scale increase, the organizational commitments of the participants decrease. According to the results of multiple regression analysis, the sub-dimension of cognition-based trust, one of the sub-dimensions of trust in manager scale, is an important predictor of affective commitment, which is one of the sub-dimensions of organizational commitment scale. One of the statistically significant results of multiple regression analysis is that acting two-faced sub-dimension of the political behavior scale is a significant predictor of continuance commitment, which is one of the sub-dimensions of organizational commitment scale.
10
Tahanan, Milad, Wim van Ackooij, Antonio Frangioni, and Fabrizio Lacalandra. "Large-scale Unit Commitment under uncertainty." 4OR 13, no. 2 (2015): 115–71. http://dx.doi.org/10.1007/s10288-014-0279-y.
Full text
11
Nela, Dharmayanti, Safri Yetmi Yosi, and Agustina Wulandari Diah. "Assessing Taxpayer Behavior Commitment in Mattering Tax Compliance: The Moderating of Tax Ethics." International Journal of Current Science Research and Review 06, no. 07 (2023): 4497–507. https://doi.org/10.5281/zenodo.8155281.
Full textAbstract:
<strong>ABSTRACT: </strong><em>This study aims to determine the effect of affective commitment, normative commitment, and ongoing commitment to tax compliance with tax ethics as a moderating variable. This research is quantitative research using primary data. This study's population is individual taxpayers registered at KPP Pratama Kosambi, Tangerang City, Indonesia. The sampling technique used convenience sampling, which obtained a sample of 100 respondents—collecting data using a questionnaire/questionnaire method. The measurement scale used is the Likert scale. The data analysis technique used in this research is a quantitative data analysis using statistical methods. The statistical method used is Partial Least Square (PLS). The results of this study indicate that normative commitment has a significant effect on tax compliance, while affective and ongoing commitments do not affect tax compliance. Tax ethics cannot moderate the relationship between affective, normative, and sustainable commitment to tax compliance.</em>
12
Sukma, Rani Hendriati Agustiani Maya Rosmayati Ardiwinata R. Urip. "The Effect Of Organizational Well-Being On Organizational Commitments Within The University By Applying Psychological Climate As The Moderator Variable." Multicultural Education 6, no. 2 (2020): 38. https://doi.org/10.5281/zenodo.4010867.
Full textAbstract:
<em>This research aims to determine the influence of Organizational Well-being on Organizational Commitments, which is moderated by the psychological climate of private universities in Jakarta. The research was based on a quantitative study with convenience sampling data collection techniques. Respondents of this study were 216 lecturers and 216 employees (n= 432) working at five private universities which are accredited A in Jakarta. It also applied data collection using the Well-being scale organization developed by the study of coefficient Alpha of 0.951. Scale Organizational Commitment Questionnaire (Meyer & Allen, 1997) was applied to measure the organizational commitment with coefficient Alpha of 0.786. The psychological climate scale (Ardiwinata, 2013) was also applied to measure the psychological climate with coefficient alpha of 0.920. The data analysis technique on this study applied structural equation modelling (SEM) with Lisrel 8.8 software. The results show that the psychological climate moderates the influence of Organizational Well-being on Organizational Commitments. The influence of Organizational Well-being on Organizational Commitments will be higher if it is supported by an increasing psychological climate. Conversely, if psychological climate support is getting lower, then the commitment to the organization will also decrease.</em> <em>Therefore, the psychological climate acts as a moderator variable as research findings suggest that the psychological climate manages to modify the relationship form between Predictor variables (Organizational Well-being) and Response variables (Organizational Commitment) in which the psychological climate interacts with Predictor variables as well as being the Predictor variables.</em>
13
Dimitrova, Radosveta, Elisabetta Crocetti, Carmen Buzea, et al. "The Utrecht-Management of Identity Commitments Scale (U-MICS)." European Journal of Psychological Assessment 32, no. 2 (2016): 119–27. http://dx.doi.org/10.1027/1015-5759/a000241.
Full textAbstract:
Abstract. The Utrecht-Management of Identity Commitments Scale (U-MICS; Crocetti, Rubini, & Meeus, 2008 ) is a recently developed measure of identity that has been shown to be a reliable tool for assessing identity processes in adolescents. This study examines psychometric properties of the U-MICS in a large adolescent sample from seven European countries focused on the interplay of commitment, in-depth exploration, and reconsideration of commitment. Participants were 1,007 adolescents from Bulgaria (n = 146), the Czech Republic (n = 142), Italy (n = 144), Kosovo (n = 150), Romania (n = 142), Slovenia (n = 156), and the Netherlands (n = 127). We tested the U-MICS measurement invariance, reliability estimates in each language version, and compared latent identity means across groups. Results showed that the U-MICS has good internal consistency as well as configural, metric, and partial scalar invariance across groups in the sampled countries.
14
Gustian, Virsan, M. Rajab Lubis, and Hasanuddin Hasanuddin. "Hubungan Moral Kerja dan Locus Kendali dengan Komitmen Organisasi Widyaiswara." Tabularasa: Jurnal Ilmiah Magister Psikologi 2, no. 2 (2020): 153–67. http://dx.doi.org/10.31289/tabularasa.v2i2.309.
Full textAbstract:
This research aims to see the Moral relationship of work and Locus full with the commitment of Widyaiswara organization in the Center for Development and empowerment of educators and education in the field of building and electricity Medan. The hypothesis proposed is there is a Moral relationship between work and Locus control with the commitment of Widyaiswara organization in the Center of development and empowerment of educators and educational personnel in the field of building and electricity Medan. Data collection is the scale method, namely the Moral work scale, Locus of Control scale and the scale of orrganization commitment. The population is a total of 102 people. Data is analyzed using multiple regression. Results show; There is a very significant relationship between the moral work and the internal locus of control with the organizational commitment. Based on these results, it is revealed that the total donation of both the variables freely to the bound variable is 15.2%, there are 84.8% of the influence of other variables on the organizational commitments, where those other factors in this study do not Other personal factors, organizational factors (job traits, such as the identity of the task and the opportunity to interact with co-workers and others) and factors that are not from the organization, such as the absence of a job offer Much better or lower salary of the organization.Key words; Organizational Commitments, Moral Work, Locus of Control
15
Utami, Budi. "How Is the Consumer View? Concerning Perspectives in Ethics, Advertising Commitment on Attitude and Purchase Intention of Consumer." Jurnal Manajemen dan Inovasi (MANOVA) 7, no. 1 (2024): 1–16. http://dx.doi.org/10.15642/manova.v7i1.1339.
Full textAbstract:
The purpose of this study is to describe the picture of ethical commitment of advertising, advertisers, consumer buying attitudes and purchase intentions and the influence of academic service quality variables between advertising ethical commitments, advertisers partially and simultaneously on consumer buying attitudes and consumer buying interests. The population in this study was Management students of Majapahit Islamic University totaling 200 students and a sample of 6.8 students using proportional random sampling techniques. The scale used is the Likert scale. The type of measurement scale in this study is an ordinal scale that is converted into interval scale data through MSI (Method of Successive Interval). The results showed that the variables (1) Ethical commitment, (2) Advertising actors (endorsers), (3) Consumer buying attitudes, (4) Purchase intentions in good condition results. The calculation of the t test is known that: (1) there is a positive and significant influence between ethical commitment and consumer purchasing attitude, (2) there is a positive and insignificant influence between the role of advertising and consumer purchasing attitude, (3) there is a negative and insignificant influence between ethical commitment to consumer buying interest, (4) there is a negative and insignificant influence between advertisers on buying interest , (5) there is a positive and insignificant influence between consumer buying attitudes and buying interest.
16
Oya, Adhisty Merrial, and Jimmy Ellya Kurniawan. "Hubungan antara Stres Kerja dengan Komitmen Organisasi pada Karyawan bagian Produksi di PT.X." Psychopreneur Journal 3, no. 2 (2019): 63–72. http://dx.doi.org/10.37715/psy.v3i2.1372.
Full textAbstract:
Turnover often occur. This is because of low organizational commitment, and low organizational commitment occurs because of work stress. Production employees have high work stress because they have a workload and work risk who can make low commitmnes and occur turnover. The purpose of this study was to determine the relationship between work stress and organizational commitment. Hypothesis of this study is there is a negative relationship between work stress and organizational commitment of production employee in PT.X. The subjects in this study were 63 production employees at PT.X. This study used quantitative method with correlational design. Data were collected using work stress scale that has been adapted from Parker & Decotis (1983) and organizational scale that has been adapted from Allen dan Meyer (1990). The results showed that there is no relationship between work stress and organizational commitment of production employee in PT.X (ρ=0.000 ; (p > 0.05)
17
Hamid, Harlina. "The Effectiveness of Achievement Motivation Training to Increase Employee Organizational Commitment of PT. MX." Eduvest - Journal of Universal Studies 3, no. 5 (2023): 974–82. http://dx.doi.org/10.59188/eduvest.v3i5.819.
Full textAbstract:
This research aims to know the effectiveness achievement motivation training to increase organizational commitments of PT. MX Makassar Employees. The subjects were employees of PT. MX Makassar. They were The Supervisory Assistant, Supervisor, and Manager Assistant. Total subjects were 40. The instrument that was used at this research was Organizational Commitment Scale. Research data have been analysed by using Independent Samples t-test technique. The result of Independent Samples T-test that compared the experiment group and the control group indicated t = 9,620 (p <0,01) that meant, entirely, there was a differences with the increase of organizational commitment between the experiment group and the control group, were the score average of organizational commitments experiment was higher (mean =25) than control group (mean =2). Moreover, the different test of independent sample t-test, indicated affective commitment showed t =9,80 (p<0,01) that meant there was a difference with the increase of affective commitment between experiment group and control group. Furthermore, the continuance commitment t = 5381 (p>0,05) and normative commitment, was known t =5,779 (p>0,05). That all meant, both of the continuance commitment and normative commitment didn’t have a significant increase after training done.
18
Berki, Tamás, Bettina F. Pikó, and Randy M. Page. "Hungarian Adaptation of the Sport Commitment Questionnaire-2 and Test of an Expanded Model with Psychological Variables." Physical Culture and Sport. Studies and Research 86, no. 1 (2020): 15–26. http://dx.doi.org/10.2478/pcssr-2020-0009.
Full textAbstract:
AbstractThe aims of this study were to adapt the Hungarian version of the Sport Commitment Questionnaire-2 and test an expanded Sport Commitment Model (SCM) with psychological variables.Participants were 526 adolescent athletes (aged 14-18 years, 52.3% males). Applied scales were the following: Hungarian version of the Sport Commitment Questionnaire-2, Consideration of the Future Consequences Scale and Health Attitudes Scale. Exploratory, confirmatory, and path analysis were used for statistical analysis.Our result showed adequate construct validity of the Hungarian version of Sport Commitment Questionnaire-2. We found several positive predictors of Enthusiastic Commitment and three positive predictors of Constrained Commitment. We found that Health Attitudes had positive relationship with Constrained Commitment and it was associated with future goals and plans; whereas Enthusiastic Commitment had a positive relationship, and Constrained Commitment had a negative relationship with Future Orientation.Information about sport commitment provided by Sport Commitment Questionnaire may be useful as a tool to prevent dropout among young athletes.
19
Indriyaningrum, Kis, and Mohammad Fauzan. "The Effect of Self-Efficacy, Interpersonal Communication and Work Ethics on Sustainable Work Commitment." JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) 6, no. 3 (2023): 437. http://dx.doi.org/10.32493/jjsdm.v6i3.29738.
Full textAbstract:
The objectives of the study were to test and analyze (1) the effect of self-efficacy on sustainable work commitments, (2) the influence of interpersonal communication on sustainable work commitments, (3) the influence of work ethics on sustainable work commitments. This type of research is explanatory research. The research population was all employees of Honda Surya Utama Perkasa Semarang Dealership as many as 123 employees. Instruments used in data collection using questionnaires with Likert scale Analysis techniques using regression models. Research findings that Self-Efficacy positively affects sustainable work commitments. Interpersonal Communication has no effect on continuous work commitment. Work Ethic positively affects the commitment to sustainable work. The implications of the findings of this study show that employees' sustainable work commitment is determined by employee self-efficacy and work ethic. Therefore, leaders in recruiting employees need to assess the ownership aspects of self-efficacy and work ethics.
20
Latifa, Rena, Salsabila Salsabila, and Heri Yulianto. "Understanding the Relationship between Religiosity and Marital Commitment to Marital Stability: An Investigation on Indonesian Female Journalists." Religions 12, no. 4 (2021): 242. http://dx.doi.org/10.3390/rel12040242.
Full textAbstract:
The complete understanding of marital stability is hindered by limitations of theory and method, especially investigation on female journalists. The purpose of the current study was to test the effect of religiosity and marital commitment on the marital stability, by assessing Indonesian female journalists. This research used a quantitative approach with multiple regression analysis methods. The sample of this study involved 200 married female journalists residing in Jakarta and were taken using non-probability sampling techniques, specifically purposive sampling. The measurements used in this study were adaptations of the (1) Marital Stability Scale; (2) Centrality of Religiosity Scale (CRS-15); and (3) Inventory of Marital Commitments. Confirmatory factor analysis (CFA) was used to test the validity of each scale. The results of the F-test showed a p-value = 0.000 (significant), and a total variance explained (R2 value) of 0.224. This finding indicated that religiosity and marital commitment have a significant effect on marital stability (sig < 0.05). The direction of the coefficient regression of the religiosity variable and marital commitment is positive, indicating that the higher the religiosity and marital commitment, the higher the marital stability.
21
Alnajjar, Ahmed A. "Relationship between Job Satisfaction and Organizational Commitment among Employees in the United Arab Emirates." Psychological Reports 79, no. 1 (1996): 315–21. http://dx.doi.org/10.2466/pr0.1996.79.1.315.
Full textAbstract:
The purpose of this study was to assess 171 employees' job satisfaction and job commitment using two questionnaires, one to evaluate job satisfaction and one to examine commitment of the respondents to their respective jobs. The Job Satisfaction Questionnaire assessed job security, job status, relations with managers, and relations with colleagues. The desire to fulfill the commitments related to job requirements was tested using the scores on the Organizational Commitment Scale which measures discipline, concern, and updating. Scores on job satisfaction and the desire to fulfill job commitments were correlated; however, scores on job security were not correlated with the motivation towards job fulfillment. Positive satisfaction for relations with managers and with colleagues and job status were significantly correlated with positive job commitment. The canonical variant indicated that those who were disciplined about their work tended to have better relations with their managers as well as with colleagues.
22
Staats, Sara, Deborah Miller, Mary Jo Carnot, Kelly Rada, and Jennifer Turnes. "The Miller-Rada Commitment to Pets Scale." Anthrozoös 9, no. 2-3 (1996): 88–94. http://dx.doi.org/10.2752/089279396787001509.
Full text
23
Townsend, Sally. "The Development of a Career Commitment Scale." Australian Journal of Career Development 3, no. 1 (1994): 50–51. http://dx.doi.org/10.1177/103841629400300127.
Full text
24
Ju, Yuntao, Jiankai Wang, Fuchao Ge, et al. "Unit Commitment Accommodating Large Scale Green Power." Applied Sciences 9, no. 8 (2019): 1611. http://dx.doi.org/10.3390/app9081611.
Full textAbstract:
As more clean energy sources contribute to the electrical grid, the stress on generation scheduling for peak-shaving increases. This is a concern in several provinces of China that have many nuclear power plants, such as Guangdong and Fujian. Studies on the unit commitment (UC) problem involving the characteristics of both wind and nuclear generation are urgently needed. This paper first describes a model of nuclear power and wind power for the UC problem, and then establishes an objective function for the total cost of nuclear and thermal power units, including the cost of fuel, start-stop and peak-shaving. The operating constraints of multiple generation unit types, the security constraints of the transmission line, and the influence of non-gauss wind power uncertainty on the spinning reserve capacity of the system are considered. Meanwhile, a model of an energy storage system (ESS) is introduced to smooth the wind power uncertainty. Due to the prediction error of wind power, the spinning reserve capacity of the system will be affected by the uncertainty. Over-provisioning of spinning reserve capacity is avoided by introducing chance constraints. This is followed by the design of a UC model applied to different power sources, such as nuclear power, thermal power, uncertain wind power, and ESS. Finally, the feasibility of the UC model in the scheduling of a multi-type generation unit is verified by the modified IEEE RTS 24-bus system accommodating large scale green generation units.
25
Al Farabi, Iltizam, Andik Matulessy, and Amanda Pasca Rini. "Psychological Well-Being and Organizational Commitment with Turnover Intention Among Generation Z Employees." Journal of Scientific Research, Education, and Technology (JSRET) 4, no. 1 (2025): 642–48. https://doi.org/10.58526/jsret.v4i1.735.
Full textAbstract:
This study aims to examine the relationship between psychological well-being and organizational commitment with turnover intention among Generation Z employees. Generation Z refers to individuals born between 1995 and 2010, characterized by unique traits in the workplace, including a high tendency for turnover intention. This research employs a correlational quantitative approach involving 350 Generation Z employees as participants. Data were collected using three scales: the psychological well-being scale, organizational commitment scale, and turnover intention scale. The results indicate a significant relationship between psychological well-being and organizational commitment with turnover intention (R = 0.839, p < 0.01), with an effective contribution of 70.4%. Partially, psychological well-being has a significant negative relationship with turnover intention (t = -3.606, p < 0.05), as does organizational commitment (t = -5.079, p < 0.05). This finding demonstrates that higher levels of psychological well-being and organizational commitment are associated with lower turnover intention among employees. These results provide important contributions to human resource management, particularly in fostering the well-being and commitment of Generation Z employees to reduce turnover intention levels.
26
Mahmood, Khalid, Zaib Maroof, Sarah Qaim, and Hina Affandi. "Employees Empowerment, Organizational Commitment & Mediatory Role of Perceived Organizational Support: An Empirical Evidence from Banking Sector of Pakistan." Foundation University Journal of Business & Economics 2, no. 2 (2017): 1–16. http://dx.doi.org/10.33897/fujbe.v2i2.121.
Full textAbstract:
The study investigated the impact of employee empowerment on affective commitment (AC), normative commitment (NC) and continuance commitment (CC). Further it also analyzed the mediating role of perceived organizational support between study variables. The data was collected from commercial banks of Pakistan (n=300) by using convenience sampling technique. All variables were measured by using scales developed by different scholars. Organizational commitment was measured with the help of scale developed by Meyer and Allen (1991). Employee empowerment was measured by a scale developed by Ashford, Lee and Bobko, (1989). Lastly, perceived organizational support was measured by a scale developed by Rhoades and Eisenberger, (2002). The data gathered was analyzed with the help of SPSS. Pearson correlation and multiple regression analysis performed that indicated, employee empowerment has a significant positive influence on organizational commitment of employees and perceived organizational support significantly mediated the relationship. The study included recommendations and directions for future research.
27
Windasari, Windasari, Erny Roesminingsih, and Syunu Trihantoyo. "Organizational Change in Elementary School. Does Teacher Commitment Important?" Jurnal Paedagogy 9, no. 4 (2022): 637. http://dx.doi.org/10.33394/jp.v9i4.5434.
Full textAbstract:
This study aims to analyze theacher commitment’s effect on organizational change in elementary school. This study used a quantitative approach using simple linear regression test data analysis techniques. The populations of this study were teachers and principals of elementary schools in East Java with a total population of 55,152. The research sample was 396 respondents with simple random sampling method. The research questionnaire was prepared using a Likert scale of 1-5 and distributed via Google form. The results of this study indicated that teacher commitment influences organizational change in elementary schools. Moreover, affective commitment, normative commitment and continuing commitment impacted organizational changes in elementary schools.
28
Meeus, W., J. Iedema, and G. H. Maassen. "Commitment and Exploration as Mechanisms of Identity Formation." Psychological Reports 90, no. 3 (2002): 771–85. http://dx.doi.org/10.2466/pr0.2002.90.3.771.
Full textAbstract:
We report a two-wave longitudinal study of 1,571 Dutch adolescents concerning the role of commitment and exploration in identity development. We used the Utrecht-Groningen Identity Development Scale to measure commitment and exploration in the domains of relational and societal identity. Our results can be summarized in three points. (1) Commitment and exploration are related processes in the development of identity. Adolescents with strong commitments also frequently explore them, and adolescents with low exploration in general have weak commitments. (2) The longitudinal stability of commitment and exploration has a medium effect size. For relational identity the stability of commitment is greater than that of exploration, but this is not the case for societal identity. The explanation we give for the lack of this difference in stability between commitment and exploration in societal identity is that the formative period for societal identity comes primarily at the end of adolescence. In that connection, we conclude that for present-day Dutch adolescents the formation of relational identity probably precedes that of societal identity. (3) In neither identity domain is commitment predictive of exploration three years later, nor is the reverse the case. We conclude that no long-term developmental sequentiality of commitment and exploration was found, but the results do not rule out the possibility of short-term developmental sequentiality.
29
Diedericks, E., and S. Rothmann. "Flourishing of information technology professionals: Effects on individual and organisational outcomes." South African Journal of Business Management 45, no. 1 (2014): 27–41. http://dx.doi.org/10.4102/sajbm.v45i1.115.
Full textAbstract:
The aim of this study was to investigate the relationship between flourishing and individual and organisational outcomes, including job satisfaction, organisational commitment, organisational citizenship behaviour, turnover intention andcounterproductive behaviour. A convenience sample (N = 205) was taken of employees in information technology organisations in South Africa. A biographical questionnaire, the Mental Health Continuum Short Form, Job Satisfaction Scale, Organisational Commitment Scale, Turnover Intention Scale, Organisational Citizenship Behaviour Scale and a Counterproductive Behaviour Scale were administered. Flourishing affected job satisfaction, organisational commitment, organisational citizenship behaviour and organisational commitment directly and indirectly. Job satisfaction had strong direct effects on organisational commitment (positive) and turnover intention (negative), and a moderate negative effect on counterproductive work behaviour. Flourishing affected turnover intention indirectly and negatively via organisational commitment.
30
Akagi, Cynthia G., Walter R. Schumm, and M. Betsy Bergen. "Dimensionality of the Kansas Family Strengths Scale and the Kansas Marital Satisfaction Scale as Revised to Capture Changes in Marital Satisfaction." Psychological Reports 93, no. 3_suppl (2003): 1267–74. http://dx.doi.org/10.2466/pr0.2003.93.3f.1267.
Full textAbstract:
The Kansas Marital Satisfaction Scale was modified to reflect issues of relationship development and administered, along with 19 items from a previously reported Kansas Family Strengths Scale by Schumm, Bollman, Jurich, and Hatch, to 337 married couples from a midwestern urban community. High internal consistency was obtained for the revised version (α = .93), and the dimensionality of the Kansas Family Strengths Scale was approximately similar to that reported previously. In both this and the previous study, communication and conflict resolution items factored together while items for enjoying time together and actually spending time together factored separately. Likewise, in both studies, normative and affective commitment factored separately, and the internal consistency of the affective commitment subscale exceeded that for the normative commitment subscale. While the subscales for affective commitment, communication or conflict resolution, positive interaction, and time together yielded fair to adequate internal consistency in both studies, both studies indicated very low internal consistency for the normative commitment subscale, suggesting a need for improvement in that particular subscale.
31
Jabbar, Walled Khazzal. "On the Relationship between Iraqi EFL Teachers' Organizational Commitment and Their Leadership Style: A Case Study of Missan Province." International Journal of Language Learning and Applied Linguistics 3, no. 3 (2024): 58–70. http://dx.doi.org/10.51699/ijllal.v3i3.92.
Full textAbstract:
This study looked into the connection between the leadership styles of Iraqi EFL teachers and their organisational commitment (OC). The Characteristics of Successful Teachers' Questionnaire and the Organisational Commitment Scale (OCS), which has three sub-scales: Affiliation and Pride, Identification, and Satisfactory Exchange, were given to the EFL teachers in order to get the necessary data. The "Spearman Correlation Coefficient" was utilised in this study's correlation approach to explain teacher dedication and leadership style. In the Missan province of Iraq, 147 male and female teachers were given the "Class Leadership Style" and "Organisational Commitment Scale" questionnaires for this reason. The findings showed a strong and positive correlation between teachers' organisational commitment and their leadership style.
32
Gökçay, Gönül, and Yeliz Akkuş. "The effect of thanatophobia and professional commitment on compassion fatigue in nurses in Türkiye: Cross sectional study." HEALTH SCIENCES QUARTERLY 4, no. 1 (2024): 41–52. http://dx.doi.org/10.26900/hsq.2244.
Full textAbstract:
The study was executed as cross-sectional to unearth the effect of thanatophobia and professional commitment on compassion fatigue in nurses in Türkiye. This study is cross-sectional. 521 nurses were reached by using the regional stratified method. Data were collected online via Google forms between July and November 2021.Data were obtained with the Sociodemographic and Occupational Characteristics Questionnaire, the Compassion Fatigue Short Scale, the Thanatophobia Scale and the Scale of Commitment to the Nursing Profession. Data were evaluated using the number, percentage, mean, standard deviation, t-test, One way ANOVA, and using correlation and regression analysis. The mean age of the nurses was 32.22±7.51. Nurses acquired a moderate score on the Compassion Fatigue (64.63±30.89), Thanatophobia (30.69±12.26), and Professional Commitment (67.66±14.33) scales. Thanatophobia predicted Compassion Fatigue at a rate of 41.2% in terms of providing care to a terminally ill patient and thinking about quitting the profession in the near future. Nurses acquired a moderate score on the Compassion Fatigue, Thanatophobia and Professional Commitment scales. It is recommended to evaluate Compassion Fatigue, Thanatophobia, and Professional Commitment in nurses regularly, to provide training for nurses who cared for patients who have fear of death or who have died, to rotate nurses working in this field, and to strengthen the collaboration among employees to increase their commitment to the profession.
33
Stinglhamber, Florence, Kathleen Bentein, and Christian Vandenberghe. "Extension of the Three-Component Model of Commitment to Five Foci1." European Journal of Psychological Assessment 18, no. 2 (2002): 123–38. http://dx.doi.org/10.1027//1015-5759.18.2.123.
Full textAbstract:
Summary: We tested the generalizability of Meyer and Allen's (1991) three-component model of commitment to five foci, using a sample of university alumni (N = 478) and a sample of hospital nurses (N = 186). First, measures of affective, continuance, and normative commitment to the organization, the occupation, the supervisor, the work group, and customers were developed and tested using confirmatory factor analysis. Results provided strong support for the three-component model both within and across foci. They also showed that “high sacrifice” and “low alternatives” were distinguishable subcomponents within the continuance organizational commitment scale. Second, using hierarchical regression analysis, we show that commitments directed to foci other than the organization contribute unique variance in intent to quit the organization, above and beyond organizational commitment. Finally, logistic regression analysis used to examine the relationships between commitment components and actual turnover measured 18 months after among the alumni sample revealed that affective organizational commitment and high sacrifice were the single significant predictors of turnover.
34
Zayas-Ortiz, María, Ernesto Rosario, Eulalia Marquez, and Pablo Colón Gruñeiro. "Relationship between organizational commitments and organizational citizenship behaviour in a sample of private banking employees." International Journal of Sociology and Social Policy 35, no. 1/2 (2015): 91–106. http://dx.doi.org/10.1108/ijssp-02-2014-0010.
Full textAbstract:
Purpose – The purpose of this paper is to investigate whether there was a relationship between commitment and the behaviour of organizational citizenship among bank employees. Design/methodology/approach – This paper is based on the outcomes of a doctoral dissertation, which was a case study combining a mix methodology. The results validated the conceptual model proposed by the researcher and answered the research questions. Measurement instruments used include the organizational citizenship scale and the organizational commitment scale, developed and validated by Rosario et al. (2004). Findings – The paper finds that there is a positive correlation between the organizational commitment and the indicators of organizational citizenship behaviour and civic virtue, courtesy and altruism dimensions shown by the employees. The dimensions of affective and moral commitment had the strongest correlation with the civic virtue dimension of organizational citizenship. Research limitations/implications – Sample consist only of private banking employees. Practical implications – The organizations should support the affective and moral commitment in their personnel in order to develop strong citizenship behaviour. Social implications – The organizational commitment with demonstrations of citizenship behaviour, civic virtue, and courtesy and altruism dimensions may impact the organization and the community creating a good base to improve the quality of life. Originality/value – This is the first attempt to study the relationship between organizational commitments and organizational citizenship behaviour in a sample of private banking employees in Puerto Rico.
35
Semlali, Yahdih, and Musaddag Elrayah. "The Organizational Commitment of Public Administrative Leaders and Their Subjective Career Success: Case of the Saudi Irrigation Organization." Administrative Sciences 12, no. 4 (2022): 125. http://dx.doi.org/10.3390/admsci12040125.
Full textAbstract:
Organizational commitment is a vital topic in the management field. This quantitative study aims to gain insights into the main factors that affect a leader’s subjective career success and its relations with the level of commitment. The data in this study include all Saudi leaders who work at the Saudi Irrigation Organization. About 120 managers participated in this study. Primary data were collected through Mayer’s questionnaire, which was sent through the official work email. The questionnaire consists of 5 scale items to measure subjective career success, 8 scale items to measure affective commitment, 6 scale items to measure continuous commitment, and 8 scale items to measure normative commitment. This study used the quantitative survey research design. The findings show significant relationships between affective commitment and normative commitment and subjective career success. It also found no significant relationship between continuous commitment and subjective career success.
36
Ashman, Ian. "An investigation of the British organizational commitment scale." Management Research News 30, no. 1 (2006): 5–24. http://dx.doi.org/10.1108/01409170710724269.
Full textAbstract:
PurposeAt a general level, this article is concerned with the mechanisms through which constructs important to organizational analysis are identified, operationalized and validated. Specifically, the purpose of this paper is to consider the construct of organizational commitment, investigating the validity of a popular tool for its measurement – the British Organizational Commitment Scale (BOCS).Design/methodology/approach – Problems in defining organizational commitment are discussed before tracing the development of the BOCS from its American precursor (the Organizational Commitment Questionnaire) and linking it with more general criticisms of self‐report measures. The BOCS is subjected to a qualitative evaluation drawing from 23 semi‐structured interviews with employees from three organizations; the evidence from which suggests considerable doubts surrounding its construct validity.Finding – The conclusion drawn is that the psychometric approach to construct validation may be inadequate on its own. A qualitative approach could form part of a more robust triangulation methodology.Research limitations/implications – The conclusion drawn has to be treated with some care, as the nature and scale of the sample do not permit strong generalisation. However, there is enough evidence to recommend that the psychometric orthodoxy typical of organizational commitment research spanning the last 50 years needs reviewing.Practical implications – The BOCS is used by a multitude of employers to evaluate the relationship between employees and organization. The evidence presented suggests they may not be attaining as clear an insight as they would wish.Originality/value – The merits of the organizational commitment as a construct and the mechanisms for measuring are widely accepted. This paper presents what appears to be the first prima facie evidence to challenge its value.
37
Mizrak, Seyma. "Examination of The Relationship Between Teachers' Occupational Commitment and Job Satisfaction According to Various Variables." Cypriot Journal of Educational Sciences 19, no. 4 (2024): 420–34. http://dx.doi.org/10.18844/cjes.v19i4.9210.
Full textAbstract:
The aim of this study is to examine whether the relationship between job satisfaction and professional commitment levels of teachers differ according to various variables (gender, task (class / branch), professional seniority, task school level). Sample of the research 2018-2019 academic year 3 different levels (2 high schools, 3 secondary schools, 3 primary schools) located in Sahinbey district of Gaziantep province 255 (131 male, 124 female) teacher. Personal Information Form, Professional Commitment Scale and Minnesota Job Satisfaction Scale were used to collect the data of the study. Minnesota Job Satisfaction Scale was translated into Turkish by Baycan in 1985 and its validity and reliability studies were conducted (Cronbach’s Alpha= 0.77). Commitment Scale was adapted to Turkish by Tak and Çiftçioğlu (2008) who conducted its validity and reliability studies. The reliability of the scale is .82 for the affective commitment, .74 for the continuance commitment, and .83 for the normative commitment. As a result of the study, the highest relationship between occupational adherence sub-dimensions and job satisfaction was found between vocational normative commitment and occupational continuity commitment. The teachers' job satisfaction was determined as a significant predictor of professional emotional commitment and occupational continuity. Keywords: Job satisfaction, Professional commitment, Career, Education, Teacher.
38
Suifan, Taghrid Saleh. "The Effect of Human Resources Practices on Organizational Commitment: A Jordanian Study." Journal of Management Research 7, no. 4 (2015): 222. http://dx.doi.org/10.5296/jmr.v7i4.7972.
Full textAbstract:
<p><strong>Abstract</strong></p><p>The effect of human resources practices on organizational commitment was examined in this study using a sample of 500 subjects randomly selected from employees working for public and private organization in various industries in Amman, the capital city of Jordan. Of the mailed questionnaires, 431 questionnaires were returned with a response rate of 86 percent. A bulk of scales was adopted from related works to measure constructs. Organizational commitment was measured by organizational commitment scale developed by Meyer and Allen (1997), training was measured using a scale developed by Yahya and Goh (2002), person-organization fit was measured by a scale developed by Netemeyer et al. (1997), and, finally, rewards construct was measured by a scale adopted from Sejjaaka and Kaawaase (2014). The results pointed out that all HR practices examined (training, person-organization fit, and rewards) were significantly and positively associated with organizational commitment. Research limitations and future research directions were brought out. </p>
39
Shouksmith, George. "Variables Related to Organizational Commitment in Health Professionals." Psychological Reports 74, no. 3 (1994): 707–11. http://dx.doi.org/10.2466/pr0.1994.74.3.707.
Full textAbstract:
Three measures of organizational commitment were related to scores from the Multidimensional Job Satisfaction Scale in a sample of 1121 health professionals to ascertain the organizational factors which were associated with commitment. Opportunity for personal growth or self-actualization and physical working conditions were related to all three forms of commitment. Affective and Normative Commitment were also enhanced in organizations with promotion systems perceived as fair. Organizational groups which also had satisfactory pay scales and supervisors perceived as possessing positive job-related skills had enhanced Affective Commitment; the presence of coworkers with positive attributes was related to Normative Commitment and high opportunities for promotion to Continuance Commitment.
40
Murni, Rizky Anggia, and Tri Astuti. "Pengaruh Komitmen Afektif terhadap Organizational Citizenship Behavior (OCB) pada Karyawan di Samarinda." Suksma: Jurnal Psikologi Universitas Sanata Dharma 5, no. 3 (2024): 227–40. http://dx.doi.org/10.24071/suksma.v5i3.9348.
Full textAbstract:
Organizational Citizenship Behavior (OCB) is a voluntary behavior that is visible and observable that is based on dominant motives or values and can be based on rewards and punishments that come from external sources. One of the factors that influences Organizational Citizenship Behavior (OCB) is affective commitment. This study aims to examine the Effect of Affective Commitment on Organizational Citizenship Behavior (OCB) on employees in Samarinda. The approach used in this study is a quantitative approach. The data collection technique uses a Likert scale with a questionnaire distributed via Google Form to 100 respondents online. This study uses two scales, namely the Affective Commitment scale and the Organizational Citizenship Behavior (OCB) scale. Data analysis uses simple linear regression using Statistical Product and Service (SPSS) with significance values of .001 (p .005), which indicates a significant influence. The coefficient of determination (R²) of .710 or 71% indicates that affective commitment has an influence on Organizational Citizenship Behavior (OCB) on employees in Samarinda.
41
Ari, Abdil, and Hakan Salim Çağlayan. "Relationship between Organizational Justice Perceptions and Organizational Commitment Levels of School of Physical Education and Sports Academicians." Journal of Education and Training Studies 5, no. 4 (2017): 240. http://dx.doi.org/10.11114/jets.v5i4.2201.
Full textAbstract:
This study was conducted to determine organizational justice perceptions and organizational commitment levels of the school of physical education and sports academicians and to establish whether there is a relation between their organizational justice perceptions and organizational commitment levels or not.In the study, a method for the descriptive survey and relational survey aiming at the revelation of the current state was used. The sample group of the study was constituted by aggregately 524 academicians [Professors(n=5),Associate Professors(n=62), Assistant Associate Professors (n=172), Lecturers(n=104), Instructors(n=82), Research Assistants(n=99)]. As a data collection tool, the “Organizational Justice Scale” developed by Niehoff and Moorman (1993) and adapted in Turkish by Yıldırım (2002), the “Organizational Commitment Scale” developed by Meyer et al (1993), and “Personal Information Form” developed by the researcher were utilized in the study.In the analysis of the data, Spearman Brown Rank Correlation (r) coefficient technique was used to reveal the difference between the organizational justice perceptions and the organizational commitment levels of the academicians. In the study, α=0.05 was chosen as a level of significance.In consequence of the study, the highest perceptions of the school of physical education and sports academicians regarding justice was determined to be in the allocative justice dimension, which was followed by the interactional justice and transactional justice dimensions, and that the allocative, interactional, and transactional justice perceptions of the academicians regarding their institutions was at “moderate” levels in general, that is to say, they were not content with the decisions taken at the latter justice dimensions.It was determined that the highest perception of the school of physical education and sports academicians regarding commitment were in the emotional commitment dimension, that it was followed by the attendance commitment and normative commitment dimensions, and that, in general, the emotional commitments of the academicians regarding their institutions was high and their attendance and normative commitments were at “moderate” level.It was determined that moderate and low level positive relationships between the organizational justice dimensions and organizational commitment dimensions of the school of physical education and sports academicians are present.
42
Sandra, Ghita, Amalia Alfian, and Zulkarnain N. "PENGARUH BUDAYA ORGANISASI DAN PERSEPSI DUKUNGAN ORGANISASI TERHADAP KOMITMEN KARYAWAN." Jurnal Psikologi TALENTA 1, no. 1 (2015): 15. http://dx.doi.org/10.26858/talenta.v1i1.5223.
Full textAbstract:
The purpose of this study is to investigate the influence of organizational culture and perceived organizational support toward organizational commitment. The instrument was used in this study were organizational commitment scale is based on aspects of organizational commitment, organizational culture scale is based on aspects of organizational culture and perceived organizational support scale based on aspects of the perceived organizational support. This study was involved 203 banking employees. The results showed that organizational culture and perceived organizational support significantly influenced of organizational commitment. It means organizational culture and perceived organizational support contributed to increasing organizational commitment. Meanwhile, organizational culture has a greater contribution to organizational commitment than perceived organizational support. This study also showed that two aspects of organizational culture contributed to organizational commitment, there were espoused values and artifacts. An espoused value has a higher contributed to organizational commitment. Meanwhile, for perceived organizational support, fairness aspect contributed to organizational commitment.
43
Hastuti, Nadia Tri, and Ugung Dwi Ario Wibowo. "EFFECTS OF QUALITY OF WORK LIFE (QWL) AND ORGANIZATIONAL COMMITMENT (OC) ON ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) OF PERMANENT NURSES." PSIMPHONI 2, no. 1 (2021): 31. http://dx.doi.org/10.30595/psimphoni.v2i1.8054.
Full textAbstract:
This research aims to identify the effects of quality of work-life and organizational commitment on organizational citizenship behaviour of permanent nurses. The research method is quantitative with 50 research subjects consisting of permanent nurses. The data were collected using Likert scale, consisting of organizational citizenship behaviour scale, quality of work-life scale, and organizational commitment scale. The scale of organizational citizenship behaviour has the reliability of 0.854, the scale of quality of work-life has the reliability of 0.933, and the scale of organizational commitment has the reliability of 0.901. Multiple linear regression was used as the analysis method. The research result reveals that the variable of quality of work-life significantly affects the variable of organizational citizenship behaviour. Moreover, the variable of organizational commitment also significantly affects the variable of organizational citizenship behaviour. Meanwhile, the variable of quality of work-life and organizational commitment simultaneously have significant effects on the variable of organizational citizenship behaviour.
44
Trigueiro-Fernandes, Leandro, Marcos Lins, Anderson Mól, and Miguel Añez. "Ebaco-R: Refinement Of Organizational Commitment Bases Scale." Brazilian Business Review 16, no. 4 (2019): 315–33. http://dx.doi.org/10.15728/bbr.2019.16.4.1.
Full text
45
Shuv-Ami, Avichai. "Brand Commitment to Football Teams: A Multidimensional Scale." Advances in Economics and Business 4, no. 5 (2016): 250–60. http://dx.doi.org/10.13189/aeb.2016.040505.
Full text
46
Thien, Lei Mee, Nordin Abd Razak, and T. Ramayah. "Validating Teacher Commitment Scale Using a Malaysian Sample." SAGE Open 4, no. 2 (2014): 215824401453674. http://dx.doi.org/10.1177/2158244014536744.
Full text
47
Samur, Serdar, Kubilay Çimen, and Yunus Emre Büyükbasmacı. "Organizational Commitment in Sports Clubs." Journal of Education and Training Studies 7, no. 10 (2019): 30. http://dx.doi.org/10.11114/jets.v7i10.4400.
Full textAbstract:
It is thought that the sustainability of organizations is closely related to the fact that management levels have up-to-date knowledge specific to their respective fields and their ability to conduct their activities in the best possible way. It is believed that what creates the power of this focal point is the sense of belonging to the institutions. The aim of this study is to determine the level of organizational commitment of managers in sports clubs through seven different variables. In this study, the Meyer–Allen (1984) organizational commitment scale was used. The translation of this scale was compared to several scale translations, and no difference in meaning was observed. The scale consists of 18 questions with three sub-dimensions, namely emotional commitment, continuity dependence, and normative commitment. Questions 1–6 were related to emotional commitment, 7–12 dealt with continuation commitment, and 13–18 dealt with normative commitment. The scale is structured according to 5-point Likert scale. While preparing the personal information, support was provided by psychosocial academicians of sports. The study sample involved eleven sport managers from the Super League clubs, eleven from the first league teams, nine from the second league teams, nine from the third league teams, fifteen from the Regional Amateur League (RAL) league teams, and nineteen from the amateur sports clubs. Thus, a total of 74 sports managers participated in the survey. The surveys were constructed in the sports club buildings and in the presence of the managers. The questionnaires were conducted by the footballers who were serving in the sampled clubs. The SPSS 21 package program was used to analyze the data obtained. The Explore test, Mann–Whitney U test, and the Kruskal–Wallis test were employed for the analyses of the variables. At the end of these analyses it is understood that the age of the employees in the clubs, the term of duty, the wages they receive and the age of the club do not significantly affect the level of organizational commitment. Besides, It has been seen that the league, where the club is located, the level of duty of the managers, and having a regular time in the club affect the level of organizational commitment.
48
Sukoco, Wahyu, M. Rajab Lubis, and Hasanuddin Hasanuddin. "Hubungan Leader Member Exchange dan Kepuasan Kerja dengan Komitmen Organisasi pada Tenaga Pendidik Sekolah Polisi Negara Kepolisian Daerah Sumatera Utara." Tabularasa: Jurnal Ilmiah Magister Psikologi 2, no. 2 (2020): 168–81. http://dx.doi.org/10.31289/tabularasa.v2i2.310.
Full textAbstract:
This study aims to see the relationship between Leader Member Exchange and Job Satisfaction with Organizational Commitment to North Sumatra Police State Police School Educators. The study was conducted on 75 educators. Data collection is a scale method, namely the Leader Member Exchange scale, the scale of job satisfaction and the scale of organizational commitment. Before the scale was used, a scale trial was carried out on 40 civil servants / civil servants. Data were analyzed using Multiple Regression. The results showed; There is a very significant relationship between leader member exchange and job satisfaction with organizational commitment. Based on the results of this study, it can be stated that the hypothesis proposed in this study is accepted. The two variables in this study, namely leader member exchange and job satisfaction on organizational commitment, contributed 84.8% to the level of organizational commitment. Separately, the leader member exchange contributed 66.9% to the level of organizational commitment, while job satisfaction contributed 83.3% to the level of organizational commitment. The total contribution of the two independent variables to the dependent variable was 84.8%. This means that there are still 15.2% of the influence of other variables on organizational commitment, including personal or individual factors including quality of work life, organizational factors in the form of organizational climate, and non-organizational factors.
49
Heere, Bob, and Geoff Dickson. "Measuring Attitudinal Loyalty: Separating the Terms of Affective Commitment and Attitudinal Loyalty." Journal of Sport Management 22, no. 2 (2008): 227–39. http://dx.doi.org/10.1123/jsm.22.2.227.
Full textAbstract:
Current marketing research on attitudinal constructs such as commitment and loyalty is characterized by conceptual confusion and overlap. This study aims to improve the clarity of these terms by separating the commitment and loyalty constructs. It also provides a new scale for measurement of team loyalty. Commitment is a construct that is cross-sectional in nature and is internal to the individual. Alternatively, loyalty is longitudinal in nature and should be regarded as the result of interaction between negative external changes in the environment and the individual’s internal level of commitment. The proposed scale has its origins with the Psychological Commitment to Team scale. Our revisions to the scale provide the needed longitudinal dimension. The new Attitudinal Loyalty to Team Scale (ALTS), which has resistance to change as a central feature, demonstrates both reliability and validity.
50
Bankole, Emmanuel Temitope. "ORGANIZATIONAL CLIMATE AS A PREDICTOR OF JOB SATISFACTION AND COMMITMENT IN PUBLIC ORGANIZATIONS." Continental J. Arts and Humanities 2 (August 18, 2010): 17–24. https://doi.org/10.5281/zenodo.845063.
Full textAbstract:
This study explores the effect of organizational climate, job satisfaction and organizational commitment through a sample of Ekiti State Civil Service. The data were obtained using three different research instruments combined into a single questionnaire, the research instruments are; “Organizational Climate Questionnaire developed by Brown and Lelgh, (1996), The index of organizational reaction (IOR) scale developed by smith, (1976) and Organizational Commitment Scale, developed by Buchanan (1974). In the analysis of data, independent t test, correlation analysis and multiple regression analysis were used. In this study, the results show that Organizational Climate does not have any significant effect on Job Satisfaction and Commitment, also, there was no significant of Organizational Climate on gender differences but there is a significant correlation exists between Job Satisfaction and Organizational Commitment.