The Relationship Between Work-Related Behavior and Experience Patterns and Organizational Commitment

Hager, Michael; Seibt, Tatjana

doi:10.1007/978-3-319-67913-6_20

Cited by 6 publications

(4 citation statements)

References 12 publications

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“…References to the authors’ own research can be found in numerous surveys conducted with the use of AVEM (Arbeitsbesorgenes Verhaltens und Erlebenmuster) questionnaire to test individual behaviour patterns and experiences related to work (Andruszkiewicz, 2010 ; Hager & Seibt, 2018 ; Mroczek et al., 2017 , 2018 ; Schulz et al., 2011 ). Andruszkiewicz concluded that the nurses characterized by a higher SOC were more likely to use type G [healthy] and type S [economic] patterns of behaviour in their professional life, both of which promote better health.…”

Section: Discussionmentioning

confidence: 99%

Nurses’ sense of coherence and stress management strategies against the types of health status

2021

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Human health determines how well individuals function in various spheres of life, including the professional one. Good mental, physical and social status of an employee translates into better performance at work. When performing professional duties, nurses are exposed to various pressures that may negatively affect their health.Strengthening and promoting health is an area of interest for employers. One of key elements of intangible investments in human resources is to take measures aimed at improving employees' health.Creating a safe working environment is currently an important issue in both Poland and worldwide. | BACKG ROU N DAccording to the Ottawa Charter for Health Promotion, health itself is a multifaceted and complex concept (Whitehead, 2018). The contemporary approach to health is based on a definition put forward in the Constitution of the World Health Organization, which reads: "Health is a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity" (Constitution of The World Health Organization (WHO) 1948, p. 1;Habersack & Luschin, 2013).By reason of the nature of their professional duties and the risks inherently associated with exposure to noxious and hazardous

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Section: Discussionmentioning

confidence: 99%

Nurses’ sense of coherence and stress management strategies against the types of health status

2021

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“…The topic of employee commitment has sparked a lot of research interest in the past, with some studies highlighting its consequences, such as work behaviours and job efficiency [31] . Raina and Roebuck [4] state that numerous factors influence an employee's devotion, including communication, education, and incentive management systems.…”

Section: Employee Commitmentmentioning

confidence: 99%

Modelling interpersonal behaviour-motive-satisfaction for employee commitment: Gender as moderator

Balakrishnan,

Angusamy,

Mohamad Fadhli Lee

2023

Environ. Soc. Psychol.

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This study investigated the association between interpersonal communication constructs and employee commitment. Employers and employees must have effective interpersonal communication skills to comprehend one another, understand requirements and expectations, and manage the workforce efficiently. Effective interpersonal communication also aids in enhancing the organisation’s engagement and enabling stronger bonds with stakeholders and colleagues. This research uses the quantitative method, a questionnaire-based survey of employees from various businesses to examine the factors that influence interpersonal communication competence. The data were analysed with partial least squares structural equation modelling with SmartPLS software. The findings reveal employers should prioritise interpersonal communication to enhance employee commitment. Organisations could undertake more engagement sessions and training to increase interpersonal communication. This study added to the body of knowledge by examining the relationship between three interpersonal communication factors and employee commitment. Other interpersonal communication factors influencing employee commitment and a mixed-method approach should be considered for future studies.

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“…Moreover, Steers (1975) and Ferris and Arranya (1983) mentioned affective commitment as key factor that determine organizational effectiveness and job performance of employees. Organizational commitment has gained significant research attention in past literature where various studies have emphasized on significant positive relationship between organizational commitment and job performance (Hager &Seibt, 2018;Mohammad et al, 2011). Huselid and Day (1991) explained that organization commitment instigate employee to involve enthusiastically with his or her work and produce high performance.…”

Section: Organizational Commitment and Job Performancementioning

confidence: 99%

Heads of Departments Leadership Styles, Work Climate and Organizational Commitment Enhance the Job Performance of University Lecturers

Zamin¹,

Hussin²

2021

cibg

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For survival in the environment and increase organizational success it is mandatory for any organization to focus on enhancing employees' job performance. The main objective of this study was to determine the correlation of leadership styles, work climate and organizational commitment with job performance. The public universities lecturers were selected as population of the study while 339 lecturers were administered as a sample for this study through stratified random sampling technique. Data was collected by using standardized questionnaire through survey method. Statistical Package for Social Sciences (SPSS-25) was adopted to analyse the data according to the proposed hypothesis. It was concluded that the constructs such as; leadership styles, work climate and organizational commitment are the predictor to boostjob performance of lecturers.

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The Relationship Between Work-Related Behavior and Experience Patterns and Organizational Commitment

Cited by 6 publications

References 12 publications

Nurses’ sense of coherence and stress management strategies against the types of health status

Nurses’ sense of coherence and stress management strategies against the types of health status

Modelling interpersonal behaviour-motive-satisfaction for employee commitment: Gender as moderator

Heads of Departments Leadership Styles, Work Climate and Organizational Commitment Enhance the Job Performance of University Lecturers

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