Commitment to organizations and occupations: Extension and test of a three-component conceptualization.

Abstract

The authors tested the generalizability of J. P. Meyer and N. J. 3-component model of organizational commitment to the domain of occupational commitment. Measures of affective, continuance, and normative commitment to occupation were developed and used to test hypotheses concerning their differential relations with antecedent and consequence variables. Confirmatory factor analyses conducted on data collected from samples of student and registered nurses revealed that the 3 component measures of occupational commitment were distinguishable from one another and from measures of the 3 components of organizational commitment. Results of correlation and regression analyses were generally consistent with predictions made on the basis of the 3-component model and demonstrated that occupational and organizational commitment contribute independently to the prediction of professional activity and work behavior.

Socio-emotional support in French hospitals: Effects on French nurses' and nurse aides' affective commitment

“…Organizational commitment was assessed by the affective commitment subscale developed by Meyer, Allen and Smith (1993), which was already validated in a French context (Dumas, 1999). Six items were used, referring to emotional involvement, for example: "I really feel the problems of the organization as if they were mine" (Cronbach's alpha was .71).…”

“…Our qualitative findings indicate that social support requires interaction and, as such, the quality of the exchange of support largely depends not only on those who provide it but also on those who need it. As nurses' dominant work orientation is based upon the fundamental concern for patients' welfare, it is important to carefully monitor the character of their job in order to guide the degree of organizational and professional commitment (commitment to one's profession) (see also Meyer, Allen & Smith, 1993).…”

“…As the amount of affective commitment (the degree to which the employee identifies with, is involved in, and is emotionally attached to the organisation) (see also Meyer, Allen & Smith, 1993) develops mainly in one's earlier career stages, it is extremely important to start paying attention to work-and family-related abilities, needs and desires of individual nurses and nurse aids right from the time of their recruitment, in order to adjust social support networks to the specific individual needs.…”

The Impact of Emotional Intelligence on Mental Health of Pakistani Nurses: The Mediator Role of Organizational Commitment

“…Data were collected from 252 female nurses of six districts hospitals out of 26 districts of KPK, Pakistan from March to June 2014, through a questionnaire comprised of Organizational Commitment Scale (Meyer et al, 1993), The Hospital Anxiety and Depression Scale (Zigmond & Snaith, 1983), and EI Scale (Wong & Law, 2002), apart from demographic characteristics which were age, tenure, gender and marital status. A written informed consent to participate in the current study was received from nurses.…”

“…The participants of the study were 252 nurses working in six big districts of KPK (Peshawar, Mardan, Swat, Sawabi, Charsadda & Nowshehra), Pakistan. Data were collected through Organizational Commitment Scale (Meyer, Allen, & Smith, 1993), The Hospital Anxiety and Depression Scale (Zigmond & Snaith, 1983) and EI Scale (Wong & Law, 2002). Both EI and organizational commitment were significantly related to MH.…”