Reflections on the study and relevance of organizational commitment

Mowday, Richard T.

doi:10.1016/s1053-4822(99)00006-6

Cited by 338 publications

(312 citation statements)

References 20 publications

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“…Therefore, based on this evidence, nursing executives who perceive that their hospital organization provides them with a way of understanding and making sense of the hospital organizational culture will use this inducement to develop a strong obligation to remain. Thus, Mowday (1999) concluded that the nurses' perceptions of the workplace and their fit between the organization and their environment should have a more direct effect on commitment than the hospital culture. Moreover, the results of the study by Niehoff et al (1990) indicated that the "overall management culture and style driven by actions of the top management are strongly related to the degree of employee commitment".…”

Section: Discussionmentioning

confidence: 99%

The influence of hospital organizational culture on organizational commitment among nursing executives

HsiChi¹,

JenChia²,

Chang³

et al. 2012

Afr. J. Bus. Manage.

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That hospital organizational culture influences organizational commitment is an assumption implicitly held by many researchers; however, relatively few empirical studies have provided detailed insight into organizational performance by hospital executives. The purpose of this study aims to examine the impact of hospital organizational culture on organizational commitment among hospital nursing executives in Taiwan. The randomly stratified sampling method is used in this study to select 106 hospital's nursing executives from 24 medical centers in Taiwan. The data is analyzed using descriptive statistics, Pearson's correlation coefficients, and hierarchy regression analysis. A positive relationship between hospital organizational culture and organizational commitment has been reported in this study. Regression analyses also reveal that the total score on hospital organizational culture is a good predictor of organizational commitment. For the three subscales of organizational commitment, only normative commitment and affective commitment were significant. The insights garnered from the study may help nursing executives to develop specific policies to create a more positive hospital organizational culture. Implications and suggestions for future research are provided in the study.

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Section: Discussionmentioning

confidence: 99%

The influence of hospital organizational culture on organizational commitment among nursing executives

HsiChi¹,

JenChia²,

Chang³

et al. 2012

Afr. J. Bus. Manage.

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show abstract

“…São características relacionadas a trabalhadores que se identifi cam com a organização e visam nela perspectivas de futuro e desenvolvimento profi ssional, características do chamado comprometimento ativo (BAR-HAYIM; BERMAN, 1992). Vale lembrar que, conforme destacado por Mowday (1998), em um mundo de acirrada competitividade, o comprometimento do trabalhador não pode reduzir-se ao mero cumprimento de normas ou, menos ainda, à sua intenção de permanecer na empresa. Comprometimento vem sendo tratado, tanto por gestores quanto por estudiosos da área, como sendo o fator decisivo para que os trabalhadores possam fazer "mais com menos", que é, segundo Meyer, Allen e Topolnytsky (1998), a mensagem da atualidade.…”

Section: Figura 1 -Mapa De Categorização Do Conceito De Trabalhadorunclassified

É possível integrar, em um mesmo conceito, os vínculos afetivo e instrumental?: o olhar de gestores sobre o comprometimento com a organização

Moscon

Bastos

Souza³

2012

Organ. Soc.

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Is it Possible to Integrate Affective and Instrumental Ties into the same Concept?Managers' perspective on commitment to the organization Abstract T he aim of this study is to understand the vision that managers have about worker commitment with the organization exploring the relevance of treating affective and instrumental dimensions in the same construct, as proposed Meyer and Allen (1991). A description was made of the elements that make up the schematic concept of employee commitment and the burden of affective and instrumental elements that constitute it. The schematic elements were identifi ed by assigning a verbal label to two different profi les of committed worker, the spontaneous response to questioning about what commitment is and its main characteristics and the choice of features available in the literature on the issue of commitment. Eight managers working for two companies in a medium to large metropolitan region of Salvador-BA participated in the study (four from each organization). The data underwent content analysis and the results were reported with the use of cognitive mapping techniques. It was concluded that the managers surveyed associate the concept of affective commitment to their affective base and consider tinstrumental commitment as the antithesis of commitment. Extra effort and additional contribution are considered important for the worker to be regarded as committed.

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“…Commitment is a strong and important concept with considerable relevance for both employees and organizations. For employees, commitment to work in an organization represents a positive relationship (Mowday 1998). Commitment is classified in three forms: affective, continuance, and normative.…”

Section: Opennessmentioning

confidence: 99%

“…For employees, commitment to work and the organization represents a positive relationship (Mowday 1998).…”

Section: Impact Of Commitmentmentioning

confidence: 99%

Impact of Trust, Commitment, and Openness on Research Project Performance: Case Study in a Research Institute

2018

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This study focuses on three important shared values-trust, openness, and commitment-and examines the impact of these values on project performance and outcomes, specifically for science and innovation research projects. To this end, 12 in-depth interviews were conducted with researchers, research managers, and research leaders at the largest research institution in Scandinavia. The findings indicate that the three values (trust, openness, and commitment) are practiced at this research institution and are essential to effective teamwork. The findings also show that trust and openness promote shared understanding, and encourage commitment.

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Reflections on the study and relevance of organizational commitment

Cited by 338 publications

References 20 publications

The influence of hospital organizational culture on organizational commitment among nursing executives

The influence of hospital organizational culture on organizational commitment among nursing executives

É possível integrar, em um mesmo conceito, os vínculos afetivo e instrumental?: o olhar de gestores sobre o comprometimento com a organização

Impact of Trust, Commitment, and Openness on Research Project Performance: Case Study in a Research Institute

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