The consequences of organizational commitment: Methodological investigation

Randall, Donna M.

doi:10.1002/job.4030110504

Cited by 268 publications

(190 citation statements)

References 60 publications

(83 reference statements)

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“…Many studies (Randall, 1990;Shore et al, 1990;Tett & Meyer, 1993) show that intention to leave is the most evident indicator of one's actually leaving their job. Chang et al (2013) carried out studies to find out reasons for leaving one's job and concluded that the most referenced reasons for leaving one's job are work autonomy, fair reward, social support, job satisfaction, organizational commitment, tenure, and demographic features like age-gender.…”

Section: Perceived Organizational Support As a Mediatormentioning

confidence: 99%

Perceived Organizational Support as a Mediator of the Relationship between Effort-Reward Fairness, Affective Commitment, and Intention to Leave

Dinç¹

2015

IBR

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The main purpose of this study is to examine the relationship between perceived effort-reward fairness, perceived organizational support, affective commitment, and intention to leave. Survey was used as a data collection method in this study. 176 junior and middle level managers working in service industries in the city of Istanbul in Turkey took the survey. Data obtained from surveys was analyzed through the SPSS statistical package software (v.18). Hierarchical regression analysis was employed to test the hypotheses in this study. The results show that perceived organizational support fully mediates the positive relationship between effort-reward fairness, affective commitment, and perceived organizational support while fully mediating the negative relationship between effort-reward fairness and intention to leave.

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Section: Perceived Organizational Support As a Mediatormentioning

confidence: 99%

Perceived Organizational Support as a Mediator of the Relationship between Effort-Reward Fairness, Affective Commitment, and Intention to Leave

Dinç¹

2015

IBR

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“…Different studies show the relationship between organizational commitment and individual-level outcomes (performance, turnover and absenteeism) and organizational level (organizational effectiveness) (Cohen, 1993;Randall, 1990). Therefore, the analysis of identification and commitment as carried out within the frame of the HSA is of special benefit and added value for health care organizations.…”

Section: Discussionmentioning

confidence: 99%

Validez del Cuestionario de Identificación y Compromiso (HSA-ICI)

Romeo¹,

Berger²,

Yepes³

et al. 2011

PSYWRIT

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The main purpose of this study was to demonstrate the validity of the Identification-Commitment-Inventory (HSA-ICI) in two European samples (from Spain and Portugal). The ICI was proposed by Quijano and collaborators as part of the Human System Audit (HSA), a conceptual model and set of tools designed for evaluation and intervention in Human Resources Systems (HRS). The underlying factor structure of the instrument was tested with samples of Spanish (n = 625) and Portuguese (n = 520) employees -in combination and separately -working in the health care sector. Confirmatory factor analysis with a test of invariance across groups was conducted. The results show that the theoretical model fits the observed data of the general sample (χ 2 = 2643.12, P = .046; RMSEA = .028; RMR = .041; GFI = .983; AGFI =. 977; CFI = .994), replicating the results of a previous study. When the samples were analysed separately, the measurement structure presented a better fit in the Spanish sample than in the Portuguese sample.The overall difference was not large -due to being influenced at the item level by some contextual aspects -but was just sufficient to obtain statistical significance (χ El objetivo principal de este estudio es validar el Cuestionario de Identificación y Compromiso (HSA-ICI) en dos muestras europeas (de España y Portugal). El ICI ha sido desarrollado por Quijano y colaboradores en el marco de la Auditoría del Sistema Humano (ASH). El ASH es un modelo conceptual que incluye un conjunto de herramientas diseñadas para la evaluación e intervención en los Sistemas de Recursos Humanos (HRS). La estructura factorial subyacente del instrumento ha sido puesta a prueba, tanto a nivel general como por separado, en una muestra de empleados del sector sanitario (españoles, n = 625; portugueses, n = 520). Se ha llevado a cabo un análisis factorial confirmatorio con pruebas de invariancia en ambos grupos. Los resultados muestran, al igual que estudios anteriores, que el modelo teórico se ajusta a los datos de la muestra global (χ2 = 2643.12, p = 0.046, RMSEA = 0.028, RMR = 0.041, GFI = 0.983, AGFI = 0.977; CFI = 0.994). Cuando se analizan ambas muestras por separado, la estructura de medición presenta un mejor ajuste en la muestra española que en la muestra portuguesa. Si bien la diferencia en el ajuste no es alta, resulta suficiente para obtener evidencia estadísticamente significativa (χ 2 Tucker-Lewis = 48,23; gl = 1, p <.001). Las diferencias halladas entre los ítems pueden ser explicadas por la influencia del contexto. Este trabajo ofrece herramientas para la administración del HSA-ICI. Para finalizar, se analizan las implicaciones derivadas de los resultados obtenidos en futuras investigaciones.

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“…Some reviews (e.g. Mathieu and Jajac 1990;Randall 1990) mentioned that organizational commitment may be conceptualized in various ways. Meyer et al (1990) identified two types of organizational commitment: affective commitment and continuance commitment.…”

Section: Procedural Fairness and Managerial Performancementioning

confidence: 99%

The Attitudinal and Behavioral Effects of Nonfinancial Measures

Agritansia

Sholihin

2011

GADJAH MADA INT. J. BUS.

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A recent study by Lau and Moser (2008) found that the use of nonfinancial measures for managerial performance evaluation is positively associated with managerial performance via procedural fairness and organizational commitment. It is not clear, however, whether the findings are generalizable to other contexts. Using very different samples, the objectives of this study are to reexamine and to extend Lau and Moser's model. Our paper is only able to partially support their model, suggesting that management control systems should be designed to fit the contexts. Abstrak:Hasil penelitian Lau dan Moser (2008) menemukan bahwa penggunaan ukuran-ukuran nonfinansial untuk mengevaluasi kinerja manajerial berhubungan positif dengan kinerja manajerial melalui keadilan prosedural dan komitmen organisasional. Meski demikian, tidak ada kejelasan apakah temuan mereka bisa digeneralisasi dalam konteks lain. Menggunakan sampel yang sangat berbeda, tujuan dari penelitian ini adalah untuk menguji kembali dan memperluas model Lau dan Moser. Penelitian kami hanya mampu memberikan dukungan sebagian atas model yang mereka ajukan. Temuan kami menunjukkan bahwa sistem pengendalian manajemen harus didesain agar sesuai dengan konteks.

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The consequences of organizational commitment: Methodological investigation

Cited by 268 publications

References 60 publications

Perceived Organizational Support as a Mediator of the Relationship between Effort-Reward Fairness, Affective Commitment, and Intention to Leave

Perceived Organizational Support as a Mediator of the Relationship between Effort-Reward Fairness, Affective Commitment, and Intention to Leave

Validez del Cuestionario de Identificación y Compromiso (HSA-ICI)

The Attitudinal and Behavioral Effects of Nonfinancial Measures

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