Four Commitment Profiles and Their Relationships to Empowerment, Service Recovery, and Work Attitudes

Abstract

Medical librarians were surveyed to determine the independent and interactive influ ence of career and organizational commitments on work-related outcomes. Employees dually conunitted to their organizations and careers reported the highest empower ment, willingness to engage in service recovery, and work satisfaction. This group was also more aware of the supervisory use of legitimate, reward, expert, and referent powers. All four commitment groups-dually committed, careerists, organizationists, and uncommitted-reported comparable avoidance of coercive power. As predicted, the ordering of reported job withdrawal intentions (ranging from highest to lowest) was uncommitted, careerists, organizationists, and dually committed; for career with drawal intentions the ordering was uncommitted, organizationists, careerists, and dually committed.

The Study of Organizational and Occupational Commitment Among Physical Education Employees in Governmental Universities of Iran

“…This relationship means that higher commitment to an organization will increase occupational commitment too. Our result supports the results of studies of Carson and Carson (1999) and Santos & Emmalou (1998). It can be indicate that improvement of any kind of commitment has a positive effect on other kinds of commitment.…”

“…It is expected that managers and decision makers for physical education offices at universities pay enough attention in this regard and provide an appropriate working environment especially for those employees with high level of education. Carson and Carson (1999) say that employees with both organizational and occupational commitments have also the higher level of capability and tendency to involve in activities and higher satisfaction.…”

“…Totally, the level of organizational and occupational commitment of employees will be increased if occupational and social features are supported and improved. Carson and Carson (1999) concluded that employees with both organizational and occupational commitment have the highest level of capability and intention to be engaged in activities to improve services and also have the highest job satisfaction.…”

Job satisfaction among South African aircraft pilots

“…A mean score of 63,8 (SD 9,4) and an internal consistency of 0,87 were reported. Studies using the Brayfield-Rothe scale reported reliability scores of 0,87 (Brayfield & Rothe, 1951), 0,90 and 0,78 (Brayfield, Wells & Strate, 1957), 0,99 (Stinson & Johnson, 1977), 0,9 (Carson, Carson, Roe, Birkenmeyer & Phillips, 1999). At least one study also used the Brayfield-Rothe scale to focus on a narrower aspect of job satisfaction, namely satisfaction with the work itself (Stone, Mowday & Porter, 1977).…”

“…They found that this type of satisfaction correlated 0,43 with job scope (perceived variety, autonomy, task identity and feedback). The Brayfield-Rothe instrument was also used in several other studies (Martin, 1979;Orpen, 1978;O'Reilly & Caldwell, 1979;Khaleque & Rahman, 1987;Iverson, 1999;Carson et al, 1999). The descriptions of the respondents in terms of biographic characteristics, areas of flight operation and the nature of these pilots' aviation duty are presented in Tables 1 and 2.…”