Organizational commitment, job satisfaction, and turnover among psychiatric technicians.

Abstract

This investigation studied changes across time in measures of organizational commitment and job satisfaction, as each related to subsequent turnover among a sample of recently employed psychiatric technician trainees. A longitudinal study across a lOi-month period was conducted, with attitude measures collected at four points in time. The results of a discriminant analysis indicate that significant relationships existed between certain attitudes held by employees and turnover. Relationships between attitudes and turnover were found in the last two time periods only, suggesting that such relationships are strongest at points in time closest to when an individual leaves the organization. Organizational commitment was found to discriminate better between stayers and leavers than did the various components of job satisfaction.

The Effects of Transformational Leadership in Chinese Family Business How Should Family Business Lead Their Family Employees?

“…This paper also employed the most commonly adopted measurement of organizational commitment [50] to assess the commitment level of our sampled family employees. For each of the 15 items included, one family employee was asked to rate their opinion in a 5-point Likert scale (1 = "strongly disagree" and 5 = "strongly agree").…”

Organisational Culture, Leadership Styles and Employee’s Affective Commitment to Change: A Case of Yemen Public Sector

“…Maintaining commitment during the uncertainty that is associated with the transition period is very important because it changes an internal part of organisational culture (Narine & Persaud, 2003). Furthermore, (Porter, et al, 1974) argued that organisational commitment starts with a firm belief in the acceptance of the organisation's goal and values and additionally the authors suggested that the internalization of organisational values should create a strong belief in these values, consequently creating a perception of individual commitment to the organisation. Likewise, Ritchie (2000) mentioned that commitment is an essential outcome of internalization, as it helps ensure a stable population that is likely to maintain and continue the culture and further to that, it was found that employees with a positive predilection and belief about change will enhance a firm's capability to change (Lau, Tse, & Zhou, 2002;Tripsas & Gavetti, 2000).…”

“…Porter, Steers, Mowday, and Boulian (1974) defined organisational commitment as "the relative strength of an individual's identification with and involvement in a particular organisation." Organisational commitment can be divided into two concepts; behaviour and attitude (Johnston, Parasuraman, Furell, & Black, 1990).…”

The Relationship between Management Traits and the Commitment of IT Engineers to their Organizations

“…Commitment is the strength of employees' identification with and involvement in their organizations (Porter, Steers, Mowday, & Boulian, 1974). Buchanan (1974) describes commitment as "…a partisan affective attachment to the goals and values of an organization, to one's roles in relation to the goals and values, and to the organization for its own sake, apart from its purely instrumental worth" (p. 53).…”