Appraising the Impact of Gender Differences on Organizational Commitment: Empirical Evidence from a Private SME in Iran

Khalili, Ashkan; Asmawi, Arnifa

doi:10.5539/ijbm.v7n5p100

Cited by 40 publications

(38 citation statements)

References 56 publications

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“…Results of the present study showed that there was no statistically significant relationship between nurses’ employment status and their organizational commitment and its dimensions. Results of the present study were consistent with the results obtained in Khalili’s study (33). …”

Section: Discussionsupporting

confidence: 93%

The relationship between some demographic characteristics and organizational commitment of nurses working in the Social Security Hospital of Khorramabad

Sepahvand¹,

Atashzadeh-Shoorideh²,

Parvizy³

et al. 2017

Electron Physician

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BackgroundReduction in organizational commitment of nurses results in deficiency of care services. Some demographic factors affect organizational commitment.ObjectiveThe present study is intended to determine the organizational commitment of nurses and its relationship with demographic characteristics.MethodsThis study was a descriptive correlation (cross-sectional) study in January and February of 2016 on 126 nurses who held Bachelor of Science (B.Sc.) or Master of Science (M.Sc.) and at least one year of work experience in the Social Security Hospital of Khorramabad, selected using the census method. Data collection tools included a demographic characteristics form and Allen and Meyer questionnaire. Data analysis was performed using SPSS 20. Independent-samples t-test and one-way ANOVA were used to determine the relationship between organizational commitment and demographic characteristics.ResultsThe majority of nurses had moderate organizational commitment, the highest score belonging to the continuance commitment (22.33%), and the lowest score belonging to the normative commitment (19.16%). Also, there was a significant correlation between the continuance commitment and work experience (p=0.001), the staff posts (p=0.01) and shifts (p=0.04).ConclusionConsidering the moderate level of subjects’ organizational commitment in the present study, managers should take necessary measures to increase the attachment and organizational commitment of nurses and provide the ground for improving nursing services.

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Section: Discussionsupporting

confidence: 93%

The relationship between some demographic characteristics and organizational commitment of nurses working in the Social Security Hospital of Khorramabad

Sepahvand¹,

Atashzadeh-Shoorideh²,

Parvizy³

et al. 2017

Electron Physician

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“…This implies that it is important for managers to focus on improving the communication satisfaction level of male employees which in turn will increase organizational commitment level. This finding is confirmed by Clayton, Petzall, Lynch and Margaret (2007) and Khalili and Asmawi (2012), who found that female tend to have higher organizational commitment than male.…”

Section: Discussionsupporting

confidence: 67%

The Relationship between Clinical Instructor’s Communication Satisfaction and Their Organizational Commitment at the Faculty of Nursing- Cairo University

Banan¹,

Elewa²

2016

IOSR

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“…The commitment of employees to their places of work is of considerable interest for the existence and success of many organizations (Yavuz, 2010) and is one of the most important elements that help organizations achieve their goals (Khalili and Asmawi, 2012). It is at the heart of human resource management (Gbadamosi et al, 2007) and has resulted in research with a strong focus on how organizations can improve the organizational commitment of their employees (Newman et al, 2011).…”

Section: Introductionmentioning

confidence: 99%

Desire to work in an organization forever among university employees in Botswana

Fako¹,

Wilson²,

Linn³

et al. 2014

J. Public Adm. Policy Res.

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The importance of commitment of employees to their organizations is evident in the volume of research that continues to be conducted on the subject and in the research findings that have linked high levels of commitment to favourable organizational outcomes. Factors that lead to differential levels of commitment appear to differ from one context to another. For this reason, each organisation should periodically determine the extent to which its employees remain committed, as well as factors that distinguish highly committed employees from those who are less committed to the organisation. This study uses one aspect of the construct of affective commitment, namely, the "desire to work for the organisation for ever" to study the extent to which a representative sample of 360 employees at a university were committed to the organization. Chi-squared tests of association were used to determine univariate correlates of commitment, while multiple logistic regression analysis was used to determine a parsimonious predictive model for commitment. A total of 15 of the numerous factors initially investigated were found to be statistically associated with "desire to work for the organisation for ever". A multivariate logistic regression model revealed that only six of the factors associated with "desire to work for the organisation for ever" were adequate to predict the type of commitment investigated. These factors were educational attainment, use of food supplements, frequency of symptoms of fatigue, support from supervisors and responsiveness of the management.

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Appraising the Impact of Gender Differences on Organizational Commitment: Empirical Evidence from a Private SME in Iran

Cited by 40 publications

References 56 publications

The relationship between some demographic characteristics and organizational commitment of nurses working in the Social Security Hospital of Khorramabad

The relationship between some demographic characteristics and organizational commitment of nurses working in the Social Security Hospital of Khorramabad

The Relationship between Clinical Instructor’s Communication Satisfaction and Their Organizational Commitment at the Faculty of Nursing- Cairo University

Desire to work in an organization forever among university employees in Botswana

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