Generalizability of an Organizational Commitment Model.

Morris, James H.; Sherman, J. Daniel

doi:10.2307/255572

Cited by 364 publications

(156 citation statements)

References 31 publications

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“…Schein comprehended "authoritative culture as a subjective procedure of adjustment to the specific differing qualities of hierarchical substance, and reconciliation in this reality". Morris and Sherman (1981) showed that authoritative duty can viably foresee the representative's execution and turnover. It was found that hierarchical responsibility was an appropriate marker of work execution.…”

Section: Organizational Culturementioning

confidence: 99%

“…Employees' psychosomatic affection to the organisation is called organizational commitment; there are three basic extents of the organizational commitment that are an effective commitment, continuance commitment and normative commitment (Morris & Sherman, 1981). An organizational commitment is permitted to successfully anticipate the employee satisfaction and performance.…”

Section: Organizational Commitmentmentioning

confidence: 99%

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The Impact of Perceived Ethical Leadership and Organizational Culture on Job Satisfaction with the Mediating Role of Organizational Commitment in Private Educational Sector of Islamabad, Pakistan

Rizwan

Zeeshan

Mahmood

2017

Journal of Intercultural Management

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Abstract:The current study inspects the relationship among ethical leadership, organizational culture and job satisfaction with the mediating role of an organizational commitment in private educational sector of Islamabad, Pakistan. For this study data is collected through a survey of 210 employees of the education sector of Pakistan in October, 2016.The data is analyzed using SPSS 20.0 software through different statistical tests. The findings established the positive relationships among organizational culture, ethical leadership and job satisfaction with the mediating role of an organizational commitment. It is also observed that ethical leadership and organizational culture increases the job performance.The findings of the current study propose teachers and managers to encourage ethical leadership and create a positive culture to enhance organizational commitment and job satisfaction.

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Section: Organizational Culturementioning

confidence: 99%

Section: Organizational Commitmentmentioning

confidence: 99%

The Impact of Perceived Ethical Leadership and Organizational Culture on Job Satisfaction with the Mediating Role of Organizational Commitment in Private Educational Sector of Islamabad, Pakistan

Rizwan

Zeeshan

Mahmood

2017

Journal of Intercultural Management

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“…Studies designed to ascertain the antecedents of organizational commitment indicate that this form of commitment is a function of personal characteristics (e.g., age, tenure, education, and need for achievement; Steers, 1977, andWelsh &LaVan, 1981) and situational factors related to the job setting (e.g., climate, role conflict, role ambiguity, job and organizational characteristics; Sherman, 1981, andSteers, 1977). The more salient personal factors are those that reflect employees' personal investments in the firm (e.g., preemployment sacrifices to join the organization, pension plans, status and salary levels attributable to seniority).…”

Section: Determinantsmentioning

confidence: 99%

“…Finally, within each work focus category in Exhibit 1, there are some unresolved issues concerning how the subsidiary measures are interrelated. In some instances (e.g., organizational commitment, Morris & Sherman, 1981), the presence of discrepant findings associated with different measures is impeding attempts at generalization. Evidence is needed on the convergent and discriminant validity of these measures.…”

Section: More Rigorous Construct Validationmentioning

confidence: 99%

Concept Redundancy in Organizational Research: The Case of Work Commitment

Morrow¹

1983

The Academy of Management Review

395

366

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A facet design describing the theoretical and empirical interrelationships among five forms of work commitment (Protestant work ethic, career salience, job involvement/work as a central life interest, organizational commitment, and union commitment) is presented. The analysis reveals that these concepts are partially redundant and insufficiently distinct to warrent continued separation. Suggestions for advancing the study of work commitment are rendered. Review, 1983, Vol. 8, No. 3, 486-500. Concept Redundancy in Organizational In order to accomplish these objectives, a research procedure known as facet design (Guttman, 1954;Shapira & Zevulun, 1979) is employed. Facet design is a research methodology that entails, in part, the inductive generation of criteria that reveal similarities and differences among a set of related concepts. The procedure can be used for taxonomy, hypothesis generation, or hypothesis testing purposes and previously has been used to bring order to research areas marked by conceptual chaos-for example,

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“…Results showed a clear paradigm of enjoyment from sport influenced by motivation and commitment, the outcome of which was a positive share of joy from internal and external motivation and the commitment. In general (Bass, 1985), (Hater and Bass 1988), (Morris and Sherman (1981), have shown in their research that style of leadership is an organizational feature whereby commitment is foreseen. Also Andrew states that studies on athlete's commitment and leadership is very rare to a point where he claims, have not seen any (Andrew 2004), (Glisson and Durick (1988).…”

Section: Characteristics Of Leadermentioning

confidence: 99%

Studying the relationship between leadership style of coaches and sportsmanship commitment of athletes (A case study of professional athletes in I.R. I. Karate Super League)

Shafiee

Fikoouei

Benar

2016

PPS

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Abstract. Purpose: Today, when a group of people trying to reach the goal, manager and leader usually undertake the responsibility of the group. Coach renders influence on team members, while athletes work hard to achieve team goals. The purpose of the present study is relationship between leadership styles of coaches and sports actions of karate athletes. Material: The present study involves all active athletes of Super League karate in 91-92 season (N=100). The statistical sample was equal to statistical population (N=n). In order to collect information we used leadership style questionnaire Bos and Avlio (MLQ) and questionnaire of Scanlan & et al (SCMS). Internal validity questionnaire was approved by university professors and its reliability -by Cronbach's alpha test 0.86, and 0.79. Also for data analysis we used descriptive indicators of mean and standard deviation. Preliminary analysis of data proved normaldistribution by Kolmogorov-Smirnov test. And then, we used measurements by Pearson, Spearman, MannWhitney U, Wilcoxon T, Friedman correlation coefficient of significance level (P<0.05). Results: there are significant differences between athletes' results and styles of leadership. There is significant correlation between the results with style Attraction (0.000), Idealized Influence (0.000), Inspirational (0.001), Intellectual stimulation (0.007), Individualized consideration (0.017), Exception Active (0.008) and Laissez-faire (0.041) (P< 0.05). Conclusions: for increased of athletes' results coach should use style Attraction, Idealized Influence, Inspirational, Intellectual stimulation, Individualized consideration, Exception Active and if coach wants to see success of his athletes at athletic fields he should comply the applied styles with sportsmen's results.

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Generalizability of an Organizational Commitment Model.

Cited by 364 publications

References 31 publications

The Impact of Perceived Ethical Leadership and Organizational Culture on Job Satisfaction with the Mediating Role of Organizational Commitment in Private Educational Sector of Islamabad, Pakistan

The Impact of Perceived Ethical Leadership and Organizational Culture on Job Satisfaction with the Mediating Role of Organizational Commitment in Private Educational Sector of Islamabad, Pakistan

Concept Redundancy in Organizational Research: The Case of Work Commitment

Studying the relationship between leadership style of coaches and sportsmanship commitment of athletes (A case study of professional athletes in I.R. I. Karate Super League)

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