The moderating effect of organizational commitment on burnout in information systems professionals

Perceived Quality of Work Life and Work Performance among University Academic Staff

“…Reviews of the framework of individual work performance by Viswesvaran and Ones (2000) and Rotundo and Sacket (2002) et al (2011). In a review on the conceptual framework of individual work performance, Koopmans, Bernaards, Hildebrandt, Schaufeli et al (2011), proposed a framework of work performance consisting of four dimensions, namely, (1)task performance, which refers to the proficiency (i.e., competency) with which one performs central job tasks; (2) contextual performance which has to do with individual behaviours that support the organizational, social, and psychological environment in which the technical core must function (i.e. behaviours that positively influence the work environment); (3) adaptive performance, which refers to an employee"s ability to adapt to changes in work systems or work roles; and (4) counterproductive work behaviours, which are behaviours that harm the well-being of the organization.…”

“…Work performance was measured based on the heuristic framework of individual performance proposed by Koopmans, Bernaards, Hildebrandt, Schaufeli et al (2011). The scale consisted of 20 items with four dimensions/subscales which include: task performance; contextual performance; adaptive performance; and counterproductive work behaviour.…”

Les effets des tensions de rôle sur l’implication au travail : une étude auprès des managers de rayon1

“…En revanche, ces auteurs ne prennent pas en compte la multidimensionnalité de l'implication. Or, les conclusions des recherches menées tant en gestion des ressources humaines qu'en management de la force de vente indiquent que l'ambiguïté de rôle est corrélée négativement à l'implication organisationnelle affective (Mowday et al, 1982;Mathieu et Zajac, 1990;Youssef, 2002;Pousette et al, 2003;Agarwal et Ramaswami, 1993;King et Sethi, 1997;Perrot, 2001;Irving et Coleman, 2003 H1 : L'ambiguïté de rôle est liée négativement à l'implication organisationnelle affective (H1a) et à l'implication organisationnelle calculée (H1b).…”

Effects of Deployments on Homestation Job Stress and Burnout

“…Higher levels of job satisfaction (Spector, 1997;Yousef, 2002), organizational commitment (Porter, Steers, Mowday, & Boulian, 1974;Allen & Meyer, 1996;King & Sethi, 1997;Cropanzano, Rupp & Byrne, 2003), and self efficacy (VanYperen, 1998;Jex & Bliese, 1999, Greenglass & Burke, 2002 have been shown to moderate the effects and consequences of job stress and burnout. If the deployment experience does serve as a respite from job stress and burnout at the homestation environment, it is predicted that it will also result in increased perceptions of these moderators.…”

“…Despite the distinction, there is agreement on the moderating effects organizational commitment has on work-related stressors. Research has shown that attitudinal or affective commitment moderated the effects of role stressors on burnout (King & Sethi, 1997) and the effects of emotional exhaustion on effective work behaviors (Cropazono, Rupp & Byrne, 2003). These studies show the buffering capability of organizational commitment on job-related stressors.…”