We investigated a number of established and emergent antecedents of affective and normative commitment of volunteers involved with a large Australian non-profit (NP) service delivery organisation. ...Self-report survey data were gathered from 921 volunteers. Using multiple regression analysis, we found affective commitment was positively predicted by role scope, personal importance, organisational support, esteem-based need satisfaction and value-based need satisfaction and negatively predicted by role ambiguity. We found that normative commitment was positively predicted by socialisation experiences and congruence of organisational mission and values with personal values. Theoretical and practical implications of the findings are further discussed. Of particular note is the value of extending organisational commitment mindsets to the value-laden and idiosyncratic NP sector and its volunteers. This includes the operationalisation of constructs not traditionally included in the examination of paid staff commitment, including perceptions of personal importance and need satisfaction, to inform volunteer management practice.
There is controversy concerning whether, in recent years, organizational failures to act benevolently toward employees have lessened employees' social-exchange relationship (SER) with their work ...organization or whether, on the contrary, organizations' more favorable treatment of employees has strengthened the SER. With samples of U.S. employees, we examined changes over the past 3 decades in three key elements of the SER: perceived organizational support (POS: 317 samples, including 121,469 individuals), leader-member exchange (LMX: 191 samples, including 216,975 individuals), and affective organizational commitment (383 samples, including 116,766 individuals). We considered both how the average levels changed over time and how the associations of these 3 elements with the antecedents of procedural and distributive justice and the consequences of in-role and extra-role performance have changed. We found that the average levels of indicators of the SER have remained steady except for an increase in POS. LMX and affective commitment show levels near neutral, and POS has increased to only a moderately positive level. In contrast, the relationships between these elements with distributive and procedural justice and extra-role performance remain substantial. These findings suggest that employees on average do not currently have strong exchange relationships with their work organization but remain ready to more fully engage based on perceived voluntary favorable treatment by the work organization and its representatives.
The purpose of this study is to investigate factors that affect tax auditors’ performance, including the moderating role of work environment. The saturated sampling technique was employed as a ...sampling technique. Of the 166 tax auditors of the Directorate General of Taxes (DGT) in Riau Region as respondents, 132 questionnaires were returned, fulfilled the requirements, and were complete. Multiple regression analysis was used to test the first, second, and third hypotheses. However, moderated regression analysis was used for the fourth, fifth, and sixth hypotheses testing. The multiple regression analysis results showed that organizational commitment and job satisfaction have a positive effect on the tax auditors’ performance with a p-value for each 0.014 and 0.006. This indicates that the higher the organizational commitment and job satisfaction of the tax auditors, the better their performance. Meanwhile, job stress was found to have a negative effect on the tax auditors’ performance (p-value is 0.006); therefore, the higher the job stresses, the lower the performance. The results also found that work environment as a pure moderator strengthens the effect of organizational commitment on tax auditors’ performance (p-values of Z and X1Z each are 0.279 and 0.000). Meanwhile, work environment as a quasi-moderator also strengthens the effect of job satisfaction with p-values of Z 0.000 and X2Z 0.580. Work environment also moderates and strengthens the effect of job stress on the tax auditors’ performance with p-values of Z 0.000 and X3Z 0.597.
Unethical pro‐organizational behaviors (UPB) are actions that break rules or established standards, but are undertaken for the purposes of helping the organization or coworkers. Although research has ...already examined the role of work ethic and organizational commitment in shaping employee behaviors, little is known about the reason for and antecedents of employees undertaking UPB. In a sample of 425 working adults from multiple industries, we tested whether work ethic and organizational commitment dimensions predict the readiness to undertake UPB. The time‐lagged study showed that the work ethics dimension “hard work,” and normative and affective organizational commitment, are positive predictors of UPB. The ethics dimensions “morality/ethics,” “delay of gratification,” “centrality of work” and “anti‐leisure attitudes” are negative predictors of UPB.
Scholarly interest in the experiences and behaviors of correctional officers has increased over the past several decades. Yet, considerably less is known about those who oversee and manage prison ...populations relative to other criminal justice professionals. In this study, we perform a systematic review and meta-analysis of 172 peer-reviewed articles published between 1980 and 2017 that include samples of correctional officers. The goal of this review is to “take stock” of the correctional officer literature in an effort to inform future research, policy, and practice. Specifically, we examine publication trends over the past several decades in addition to examining all outcomes across the included studies. We find that job satisfaction, job stress, and organizational commitment are the most frequently examined outcomes. Next, we examine the most commonly included correlates across each of these outcomes, which include age, female, white, education, experience, supervisor support, and peer support. Findings reveal that organizational factors such as supervisor support and peer support influence each of these outcomes, while demographic characteristics have mixed effects. Recommendations for future research include the need to examine other attitudes and experiences of correctional officers in addition to exploring variation in the effects examined in this review.
•We perform a systematic review and meta-analysis of the correctional officer literature.•We examine 172 peer-reviewed publications published between 1980 and 2017.•Majority of research on correctional officers is concentrated within three outcomes: job stress, job satisfaction, and organizational commitment.•Organizational factors are most frequently associated with job stress, job satisfaction, and organizational commitment.
Although workplace authenticity has gained interest by researchers and the popular press, the construct's conceptualization as enacting only positive effects as informed by self‐verification theory ...may not represent the experiences of workers of marginalized identities. Acknowledging that individuals deciding to disclose a stigmatized identity at work face potential prejudice, we investigated whether the benefits of authentic expression on employees' organizational commitment and job involvement depend on psychological safety. Via a time‐lagged survey of sexual‐minority employees, we found evidence for a model explicating the conditional indirect effects of identity disclosure and authenticity on outcomes, as moderated by perceived workgroup psychological safety. Such findings theoretically challenge the literature's present assumption of authenticity's uniform benefits via exploration of important contextual boundary conditions. Practically, this research underscores the need for psychologically safe work environments, encouraging employers to maximize psychological safety where possible to see the full benefit of employees' workplace authenticity.
Abstract This study aims to analyze the moderating variables that affect the managerial performance of furniture companies in Jepara district. Managerial performance is achieved if the planning ...involves the participation of employees. Management and employees jointly design company plans. Therefore, this study examines whether budgetary participation affects managerial performance. In addition, the moderating variables of organizational commitment and leadership style were investigated in this study to strengthen the influence of budgetary participation on managerial performance. The population of this study was managers and employees of furniture companies in Jepara district, amounting to 77,817.The sampling technique was random sampling method and the technique of data analysis used moderated regression analysis. The result reveals that managerial performance is influenced by budgetary participation if there is organizational commitment and depends on the company's leadership style. Keywords: Budgetaryparticipation; Organizational commitment; Leadership style; and managerial performance Analisis Komitmen Organisasi dan Gaya Kepemimpinan Sebagai Variabel Moderasi dalam Pencapaian Kinerja Manajerial Abstrak Penelitian ini bertujuan untuk menganalisis variabel moderasi yang mempengaruhi kinerja manajerial perusahaan mebel di kabupaten Jepara. Kinerja manajerial tercapai jika perencanaan melibatkan partisipasi karyawan. Manajer dan karyawan bersama-sama merancang rencana perusahaan. Oleh karena itu, penelitian ini mengkaji apakah partisipasi penyusunan anggaran berpengaruh terhadap kinerja manajerial. Selain itu, komitmen organisasi dan gaya kepemimpian diteliti dalam penelitian ini untuk menguji apakah dapat memperkuat pengaruh partisipasi anggaran terhadap kinerja manajerialnya. Populasi dalam penelitian ini adalah manajer dan karyawan perusahaan mebel di kabupaten Jepara yang berjumlah 77.817 orang. Teknik pengambilan sampel menggunakan metode random sampling dan teknik analisis data menggunakan analisis regresi moderasi. Hasil penelitian ini adalah efektivitas bisnis dipengaruhi oleh partisipasi anggaran jika ada komitmen organisasi dan tergantung pada gaya kepemimpinan perusahaan Kata kunci: Partisipasi Anggaran, Komitmen Organisasi, Gaya Kepemimpinan, dan Kinerja Manajerial
Purpose: This article focuses on exploring the associations between job satisfaction, organizational commitment, and turnover intention. Specifically, this study estimates the impacts of Vietnamese ...employees’ job satisfaction on their organizational commitment and turnover intention in FDI enterprises. Research design, data and methodology: The measures are adapted from previous studies to develop a questionnaire with a seven-point Likert scale. The dataset is directly collected from 227 respondents who are employees at FDI enterprises situated in the North of Vietnam. The dataset is analyzed by quantitative approaches using SPSS 24.0 and AMOS 24.0. Results: The results show that while turnover intention is positively correlated with monthly income, it is negatively correlated with job satisfaction and organizational commitment. Also, organizational commitment is positively associated with job satisfaction among employees at FDI enterprises in Vietnam. Conclusions: The findings of this study will serve as useful references for administrators of FDI enterprises and policymakers to promote employees’ job satisfaction and retain skilled employees. KCI Citation Count: 0
Job burnout is one of the most serious occupational health hazards, especially, among mental health nurses. It has been attributed among others to staff shortages, health service changes, poor morale ...and insufficient employee participation in decision-making.
The aim of this study was to measure burnout among mental health nurses, investigate relations between burnout and organizational factors and examine potential predictors of nurses' burnout. Specifically, this study aimed to investigate whether role conflict, role ambiguity, organizational commitment and subsequent job satisfaction could predict each of the three dimensions of burnout.
During current cross sectional, the survey was administered to 232 mental health nurses, employed in four private psychiatric clinics in the region of Larissa, Thessaly, Greece in May 2015. Our findings were based on the responses to 78 usable questionnaires. Different statistical analyses, such as correlation analyses, regression analyses and analyses of variance were performed in order to explore possible relations.
High emotional exhaustion (EE) accounted for 53.8% of the sample, while high depersonalization (DP) and high personal accomplishment (PA) accounted for 24.4% and 25.6%, respectively. The best predictors of burnout were found to be role conflict, satisfaction with workload, satisfaction with training, role ambiguity, satisfaction with pay and presence of serious family issues.
These findings have implications for organizational and individual interventions, indicating that mental health nurses' burnout could be reduced, or even prevented by team building strategies, training, application of operation management, clear instructions and psychological support.
•A health care organization should rely on the performance, quality and right distribution of human resources to be effective.•Burnout exists among psychiatric nurses.•A few predictors of burnout were found among mental health nurses in Greece.•Predictors of burnout should be taken into account in order to early recognize, intervene, reduce or even prevent it.•Research should be focused on reduction or even prevention of burnout taking into account factors affecting the syndrome.
Utilizing the Job Demands-Resources (JD-R) model as the theoretical framework, this study examines the relationship between job stress, job burnout, job satisfaction, and organizational commitment ...among 1,906 university teachers in China, and investigates teachers’ differences across groups. The result of SEM indicates that job burnout and job satisfaction could play mediating roles between job stress and organizational commitment. The result of multi-group analysis shows that for national university teachers, the positive effect of job stress on job burnout is the highest among three types of university teachers, the negative effect of job burnout on organizational commitment is lower compared with provincial university teachers and the negative effect of job burnout on job satisfaction is lower compared with provincial university teachers. Only for provincial university teachers, the job stress can significantly positively predict organizational commitment, and the independent mediating effect of job burnout is significantly greater than job satisfaction. The practical advice to enhance Chinese university teachers’ organizational commitment was provided in the end.
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