摘要:

Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three‐component model of commitment which integrates these various conceptualizations. Theaffectivecomponent of organizational commitment, proposed by the model, refers to employees' emotional attachment to, identification with, and involvement in, the organization. Thecontinuancecomponent refers to commitment based on the costs that employees associate with leaving the organization. Finally, thenormativecomponent refers to employees' feelings of obligation to remain with the organization. In Study 1, scales were developed to measure these components. Relationships among the components of commitment and with variables considered their antecedents were examined in Study 2. Results of a canonical correlation analysis suggested that, as predicted by the model, the affective and continuance components of organizational commitment are empirically distinguishable constructs with different correlates. The affective and normative components, although distinguishable, appear to be somewhat related. The importance of differentiating the components of commitment, both in research and practice, is discusse

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00506.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

This paper reports the findings of a study into organizational commitment in a large producer cooperative. The proposition that commitment could be explained as an additive function of rewards, investments and alternatives was explored using a range of attitudinal and behavioural indices of commitment. Multiple regression analysis did not provide support for the full model. Factor analysis of the multiple commitment indices produced little evidence of a general organizational commitment construct. These findings support the view that there are conceptual problems with the organizational commitment construct. It is argued that concentrating on actions rather than entities as commitment targets may be a useful way for research to proceed in this field.

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00507.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

This research examined antecedent and outcome models for all four factors of union commitment (loyalty to the union, responsibility to the union, willingness to work for the union and belief in unionism). A hypothesis that union commitment would act as an intervening variable between the antecedents and outcomes was also tested. Unionized employees (n= 481) from a large mid‐western communications company completed a survey. Antecedents of loyalty to the union included national and local union mission fulfilment, and chief steward and officer accessibility. Chief steward accessibility and sex were identified as antecedents of responsibility to the union. Belief in unionism was predicted by local union mission fulfilment. Both national and local union mission fulfilment were significant antecedents of willingness to work for the union. All of the outcomes in the study, both behavioural (attendance at union meetings, union activity and member voting behaviour) and attitudinal (cognitive consideration in voting, member support for political action), were related to at least one of the four factors. Support was also found for establishing union commitment as an intervening variable between the hypothesized antecedents and outcome

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00508.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

The adequacy of Mowday, Porter&Steers' (1982) model of organizational commitment for predicting both company and union commitment was assessed. Data were obtained from 100 members of a white‐collar union. Two months before this study, they had taken part in a three‐week strike and were still involved in a dispute with management. Measures of company and union commitment were regressed separately on work experiences (job satisfaction, job involvement and perceived organizational climate) and personal characteristics (educational level, sex, company and union tenure). In neither of the multiple regression analyses did the same predictor account for a significant portion of the variance in both union and company commitment. Job satisfaction, organizational climate and job involvement were significant predictors of company commitment, accounting for 17.8 per cent of the variance. Union tenure was the only significant predictor (5.3 per cent of the variance) of union commitment. The emergence of divergent predictors of company and union commitment suggests the need for greater specificity within the literature on ‘organizational commitment’. Consistent with the differing nature and function of unions and companies, it may be more appropriate to construct separate models of company and union com

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00509.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

The influence of candidate non‐verbal behaviour (NVB) upon interviewer impression formation in the graduate selection interview was investigated using a modified Brunswik lens model approach. The impact of three dysfunctions in interviewer decision making found to be salient in previous research was also examined: similar‐to‐me effect, personal liking bias and prototype bias. Thirty‐eight graduate interviewers participated in the study and completed assessments on 330 interviewees for 14 diverse occupational groups. Interviewer outcome decisions were found to be substantially linearly dependent upon impressions of candidate personality which were in turn linearly dependent upon candidate facial area NVBs. Overall evaluations correlatedr= .50 with ratings of similarity‐to‐self andr= .64 with ratings of personal liking, indicating the pervasive bias of these two factors. Virtually no significant differences were found in accepted candidate personality profiles across the 14 job functions, suggesting the marked impact of prototype bias upon interviewer decision making. Implications for graduate recruitment practices, particularly usage of the selection interview, ar

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00510.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

Self‐ratings and supervisor ratings were obtained for 40 unit managers. Self‐ratings were predicted by length of service, whereas supervisor ratings were also predicted by previous appraisal ratings, performance, and career progression. Both self‐ratings and supervisor ratings predicted subsequent performance in the form of unit admissions and gross profit. The predictive power of self‐ratings was explained in terms of the interactive theory of self

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00511.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY

摘要:

The purpose of this study was twofold: first, to identify the ways public transport drivers cope with stressful events of daily working life. One hypothesis is that stress‐induced problems at work are resistant to direct actions and that this may be even more the case among blue‐collar workers who typically have less control than managerial and professional staff. Emotion‐focused rather than problem‐focused forms of coping may therefore be the more prevalent. The second aim was to examine the relationships between coping processes and adaptational outcomes such as work strain and somatic complaints. The discussion about the effectiveness of different coping strategies shows a positive bias toward problem‐focused approaches. Yet there is little empitical evidence confirming either the superiority of problem‐solving attempts or the ineffectiveness of efforts to manage the stress‐related emotions (Menaghan&

ISSN:0305-8107    

DOI:10.1111/j.2044-8325.1990.tb00512.x

出版商:Blackwell Publishing Ltd    

年代:1990

数据来源: WILEY