Transcript incivility

• Organizational Commitment
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Social network - Organizational studies
1
Intra-organizational networks have been
found to affect organizational commitment,
organizational identification, interpersonal
citizenship behaviour.
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Industrial and organizational psychology - Training and training evaluation
1
Examples of these attitudes are organizational
commitment and appreciation of diversity.
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Industrial and organizational psychology - Job satisfaction and commitment
1
For instance, job satisfaction is strongly
correlated with attitudinal variables such
as job involvement, organizational
commitment, job tensions, frustration, and
feelings of anxiety
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Expectancy theory - Further reading
1
Stone, R. W. & Henry, J. W. (2003). The
roles of computer self-efficacy and
outcome expectancy in influencing
the computer end-user’s
organizational commitment. Journal
of End User Computing, 15(1), 38-53.
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Handle System - Implementation
1
The Handle System also makes explicit
the importance of organizational
commitment to a persistent identifier
scheme, but does not mandate one
model for ensuring such commitment.
Individual applications may choose to
establish their own sets of rules and
social infrastructure to ensure
persistence (e.g., when used in the
DSpace application, and the DOI
application).
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Employee engagement - Definitions
1
In 1993, Schmidt et al. proposed a bridge
between the pre-existing concept of 'job
satisfaction' and employee engagement
with the definition: an employee's
involvement with, commitment to, and
satisfaction with work. Employee
engagement is a part of employee
retention. This definition integrates the
classic constructs of job satisfaction
(Smith et al., 1969), and organizational
commitment (Meyer Allen, 1991).
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Employee engagement - Involvement
In addition, workers in the highinvolvement plants showed more positive
attitudes, including Trust (social
sciences)|trust, organizational commitment
and intrinsic enjoyment of the work
1
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Employee engagement - Commitment
Employees with the highest level of
organizational commitment|commitment
perform 20% better and are 87% less likely to
leave the organization, which indicates that
engagement is linked to organizational
performance.Lockwood, Nancy R.
Leveraging Employee Engagement for
Competitive Advantage: HR's Strategic Role.
HRMagazine Mar. 2007: 1-11. SearchSpot.
ABI/INFORM Global (PQ). McIntyre Library,
Eau Claire. 22 Apr. 2007
1
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Social networks - Organizational studies
1
Exploring the role of social networks in
affective organizational commitment:
Network centrality, strength of ties, and
structural holes
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Organizational identification - Definitions of Identification and Organizational Identification
1
While the widening of OI helps to
discover additional sources and
processes via which OI can be
established, it also complicates the
distinction between OI and other
constructs— namely, affective
organizational commitment —in IO
psychology research.
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Organizational identification - Differences and Similarities between OI and Affective
Organizational Commitment
Unfortunately as a whole, attempts to
distinguish between OI and affective
organizational commitment have not been
particularly successful because the
majority of both OI and affective
organizational commitment research has
been concerned with the broadening
rather than the narrowing of their
respective areas of research.
1
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Organizational identification - Differences and Similarities between OI and Affective
Organizational Commitment
1
Nonetheless, Riketta (2005) argued that
OI and affective organizational
commitment could be distinguished
because they differentially relate to several
organizational outcomes.
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Organizational identification - Differences and Similarities between OI and Affective
Organizational Commitment
In such studies, OI compared to
affective organizational commitment,
measured by the affective commitment
scale, correlated less strongly with job
satisfaction (r = .47 vs
1
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Organizational identification - Differences and Similarities between OI and Affective
Organizational Commitment
1
Conversely, when OI was measured by the
organizational identification questionnaire
(OIQ), the correlation between OI and intent
to leave was stronger than the correlation
between affective organizational commitment
and intent to leave (r = -.64 vs. r = -.56). In
addition, OI had a much stronger association
with age (r = .60 vs. r = .15), but there were
no differences in how both OI and affective
organizational commitment correlated with
job satisfaction (r = .68).
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Organizational identification - Measures of OI
1
From Riketta’s (2005) meta-analytic
review, we can deduce that Mael and
Ashworth’s (1992) OI measure is
narrower and more distinct from the
affective organizational commitment,
while the OI questionnaire has more
overlap with the affective
organizational commitment
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Organizational identification - Measures of OI
1
Miller, Allen, Casey, and Johnson (2000)
modified the OI questionnaire by
selecting 12 items from 25 in order to
improve reliability, internal consistency,
and meaningfulness of the measure.
According to Rikketa’s (2005), as well as
Miller, Allen, Casey, and Johnson’s
(2000) analyses, this particular measure
is more reflective of affective
organizational commitment, as opposed
to OI, but it can be very useful in
prediction of employee turnover
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Organizational commitment
1
Some of the factors such as role stress,
empowerment, job insecurity and
employability, and distribution of
leadership have been shown to be
connected to a worker's sense of
organizational commitment
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Organizational commitment
Organizational commitment can be
contrasted with other work-related
attitudes, such as job satisfaction, defined
as an employee's feelings about their job,
and organizational identification, defined
as the degree to which an employee
experiences a 'sense of oneness' with
their organization.
1
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Organizational commitment
Organizational scientists have also
developed many nuanced definitions of
organizational commitment, and numerous
scales to measure them
1
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Organizational commitment - Model of commitment
1
Their study was based mainly around previous
studies of organizational commitment
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Organizational commitment - Model of commitment
Meyer and Allen gave this example
that “positive relationships between
tenure and commitment maybe due to
tenure-related differences in job
status and quality” Meyer, J P and
Allen, N J (2006).A three-component
conceptualization of organizational
commitment: Some methodological
considerations, Human Resource
Management Review, 1, pp
1
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Organizational commitment - Model of commitment
1
A three-component conceptualization of
organizational commitment: Some
methodological considerations, Human
Resource Management Review, 1, pp
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Organizational commitment - Model of commitment
1
;Normative Commitment: The individual
commits to and remains with an
organization because of feelings of
obligation, the last component of
organizational commitment
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Organizational commitment - Model of commitment
1
Beyond the three-component
model of organizational
commitment
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Organizational commitment - Job/Organizational Commitment and Job
Satisfaction
Job satisfaction and organizational
commitment: validating the Arabic
satisfaction and commitment questionnaire
(ASCQ), testing the correlations, and
investigating the effects of demographic
variables in the Lebanese banking
sector,International Journal of Human
Resource Management, United Kingdom,
March 2011
1
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Organizational commitment - Job/Organizational Commitment and Job
Satisfaction
Job satisfaction and organizational
commitment: validating the Arabic
satisfaction and commitment questionnaire
(ASCQ), testing the correlations, and
investigating the effects of demographic
variables in the Lebanese banking
sector,International Journal of Human
Resource Management, United Kingdom,
March 2011.
1
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Organizational commitment - Other Factors that Impact Job Commitment
1
The impact of role stress on workers'
behaviour through job satisfaction and
organizational
commitment,International Journal of
Psychology, Spain, June 2009.
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Organizational commitment - Other Factors that Impact Job Commitment
Empowerment, job satisfaction and
organizational commitment: A comparative
analysis of nurses working in Malaysia and
England, Journal of Nursing Management,
United Kingdom, July 2010.
1
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Organizational commitment - Other Factors that Impact Job Commitment
1
Job insecurity and employability in
fixed-term contractors, agency
workers, and permanent workers:
Associations with job satisfaction and
affective organizational commitment,
Journal of Occupational Health
Psychology, US, April 2009.
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Organizational commitment - Other Factors that Impact Job Commitment
The relationship between the
perception of distributed leadership in
secondary schools and teachers’ and
teacher leaders’ job satisfaction and
organizational commitment School
Effectiveness and School Improvement,
United Kingdom, September 2009.
1
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Organizational commitment - Guidelines to enhance organizational
commitment.
1
Five rules help to enhance
organizational commitment:
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Organizational citizenship behavior - Antecedents
1
Commonly studied antecedents of OCB
are job satisfaction, perceptions of
organizational justice, organizational
commitment, personality
psychology|personality characteristics,
task characteristics, and leadership
behavior
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Organizational citizenship behavior - Antecedents
1
One of the most intuitive antecedents of
OCB is job satisfaction. Organ and Ryan
(1995) conducted a meta-analysis of 28
studies and found a modest relationship
between job satisfaction and OCB. This
relationship was stronger than the
relationship between job satisfaction and
in-role performance. Other attitudinal
measures, perceived fairness,
organizational commitment, and leader
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Onboarding - New employee behaviors
1
Research has shown that information
seeking by incoming employees is
associated with social integration,
higher levels of organizational
commitment, job performance, and
job satisfaction in both individualistic
and collectivist cultures.Menguc, B.,
Han, S
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Onboarding - Role clarity
1
Not only does role clarity imply greater
productivity, but it has also been linked
to both job satisfaction and
organizational commitment.Adkins, C
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Onboarding - Self-efficacy
1
Self-efficacy is the degree to which new
employees feel capable of successfully
completing their assigned job tasks and
fulfilling their responsibilities. It makes
logical sense that employees who feel as
though they can get the job done would
fare better than those who feel
overwhelmed in their new positions, and
unsurprisingly, researchers have found
that job satisfaction, organizational
commitment, and turnover are all
correlated with feelings of self-efficacy.
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Onboarding - Outcomes
1
This translates into strong monetary
gains for organizations as research
has demonstrated that individuals
who are highly satisfied with their
jobs and who exhibit high
organizational commitment are likely
to perform better and remain in an
organization, whereas individuals
who have developed negative attitudes
(are highly dissatisfied and
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Onboarding - Limits and criticisms of onboarding theory
Depending on the culture of the
organization, it may be more desirable to
increase ambiguity despite the potentially
negative connection with organizational
commitment.
1
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Onboarding - Limits and criticisms of onboarding theory
1
Further criticisms include the use of
special orientation sessions to
educate newcomers about the
organization and strengthen their
organizational commitment
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Onboarding - Recommendations for practitioners
1
Research has consistently shown that
doing so produces valuable outcomes
such as high job satisfaction (the
extent to which one enjoys the nature
of his or her work), organizational
commitment (the connection one feels
to an organization), and job
performance in employees, as well as
lower turnover rates and decreased
intent to quit.
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Person-environment fit - Person–organization fit
1
This high value congruence would in turn
reap benefits for the organization itself,
including reduced turnover, increased
citizenship behaviors, and organizational
commitment (Andrews et al., 2010;
Gregory et al., 2010)
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Person-environment fit - Consequences
1
Person–environment fit has been linked
to a number of affective outcomes,
including job satisfaction,
organizational commitment, and intent
to quit
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Perceived organizational support - Overview
Research on POS began with the
observation that managers' concern
with their employees' Organizational
commitment|commitment to the
organization is positively correlated
with employees' focus on the
organization's commitment to them.
For employees, organizations serve as
important sources of socioemotional
resources like respect and care, as well
1
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Perceived organizational support - Overview
In fact, organizational commitment,
increased job performance|performance,
and reduced withdrawal behaviors were
found to be most the most strongly related
to POS in Levy's study
1
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Perceived organizational support - Overview
Behavioral outcomes of POS would
include increased in-role and extra-role
performance, increased organizational
commitment, and decreased withdrawal
behaviors such as absenteeism and
turnover (employment)|turnover.
1
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Perceived organizational support - Common consequences of perceived
organizational support
There are three kinds of
organizational commitment: affective
commitment, continuance
commitment, and normative
commitment
1
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Perceived organizational support - Common consequences of perceived
organizational support
1
Organizational commitment may, at
that point, be lessened; thus
jeopardizing the stability of the
organization
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Organizational justice - Proposed models of organizational justice
1
Through the use of structural equation
modeling, Sweeney and McFarlin found
that distributive justice was related to
outcomes that are person-level (e.g.,
pay satisfaction) while procedural
justice was related to organization-level
outcomes (e.g., organizational
commitment)
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Organizational justice - Outcomes of organizational justice perceptions
1
Commonly cited outcomes affected
by organizational justice include
trust, performance, job satisfaction,
organizational commitment,
organizational citizenship behaviors
(OCBs), counterproductive work
behaviors (CWBs), absenteeism,
turnover, and emotional exhaustion.
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Organizational justice - Job satisfaction and organizational commitment
1
Additionally, organizational commitment is
related to perceptions of procedural justice
such that greater perceived injustice
results in diminished commitment while
greater perceived justice results in
increases commitment to the organization
(DeConick, 2010; Cohen-Charash
Spector, 2001).
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Job satisfaction - Relationships and practical implications
Additionally, one longitudinal study
indicated that among work attitudes, job
satisfaction is a strong predictor of
absenteeism, suggesting that increasing
job satisfaction and organizational
commitment are potentially good
strategies for reducing absenteeism and
turnover intentions.Cohen, A., Golan, R
1
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Organizational psychology - Overview
1
* Job attitudes (e.g., job satisfaction,
organizational
commitment|commitment,
organizational citizenship
behavior|organizational citizenship,
and retaliation)
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Organizational psychology - Training and training evaluation
Examples of these attitudes are organizational
commitment and appreciation of diversity.Campbell,
J
1
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Organizational psychology - Organizational citizenship behavior
1
Job satisfaction and organizational
commitment as predictors of
organizational citizenship and in-role
behavior
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Technostress - Symptoms and Outcomes
Outcomes of technostress include
decreased job satisfaction, organizational
commitment and productivity.
1
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Induction programme - Benefits of an induction programme
These programs can also play a
critical role under the socialization to
the organization in terms of
performance, attitudes and
organizational
commitment.*Alvenfors, Adam (2010)
Introduction - Integration? On the
introduction programs’ importance
for the integration of new employees.
http://urn.kb.se/resolve?urn=urn:nb
1
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Work–life balance - Identity through work
1
Organizational Identification versus
Organizational Commitment: Selfdefinition, Social Exchange, and Job
Attitudes
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Induction training
These programs can play a critical role
under the socialization to the organization
in terms of performance, attitudes and
organizational commitment.*Alvenfors,
Adam (2010) Introduction - Integration?
On the introduction programs’ importance
for the integration of new employees
http://urn.kb.se/resolve?urn=urn:nbn:se:his
:diva-4281.
1
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Occupational burnout - Prevention
92 One study suggest that socialcognitive processes such as
organizational
commitment|commitment to work,
self-efficacy, learned resourcefulness
and hope may insulate individuals
from experiencing occupational
burnout.Elliott, T., Shewchuk, R.,
Hagglund, K., Rybarczyk, B.,
Harkins, S
1
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Workplace incivility - Surveys on occurrence and effects
1
[http://www.ncbi.nlm.nih.gov/pubmed/1942
6367] In addition, they found that low
levels of incivility along with low levels of
Occupational burnout|burnout and an
empowering work environment were
significant predictors of nurses’
experiences of job satisfaction and
organizational commitment
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Positive Psychology in the Workplace - Job demands-resources
1
They also found that “task enjoyment and
organizational commitment are the result
of combinations of many different job
demands and job resources
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Positive Psychology in the Workplace - Emotion, Attitude and Mood
1
Hope and resilience had a more direct
effect on organizational commitment
whereas hope had a greater impact on
performance
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Positive Psychology in the Workplace - Fun
Making work fun promotes positive,
happy moods in employees that in turn
increase job satisfaction and
organizational commitment
1
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Counterproductive work behavior - Withdrawal
Withdrawal may also be part of a
progressive model and relate to job
dissatisfaction, job involvement, and
organizational commitment.Herzberg, F,
Mausner, B., Peterson, R., Capwell, D
1
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Counterproductive work behavior - Abuse against others
1
A study of cyber incivility showed that
higher levels of incivility are
associated with lower job satisfaction,
lower organizational commitment,
and higher turnover rates
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Work motivation - Groups and teams
While more research is needed that
draws on a broader range of
motivation theories, research thus far
has concluded several things: (a)
semi-autonomous groups report
higher levels of job scope (related to
intrinsic job satisfaction), extrinsic
satisfaction, and organizational
commitment; and (b) developmentally
mature teams have higher job
1
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Leader–member exchange theory - History
1
The satisfaction received in the workplace
result in higher level of organizational
commitment by employees who are within
the in-group
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Workplace friendship - Significance in America
Workplace friendship is directly
related to several other areas of study
including Social cohesion|cohesion,
job satisfaction, organizational
commitment, and
Employment#Ending
employment|intention to leave
1
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Work engagement - Work engagement as a unique concept
“Same same” but different: Can work
engagement be discriminated from job
involvement and organizational
commitment? European Journal of
Psychology, 11, 119-127 in-role and extrarole behavior;Schaufeli, W.B., Taris, T.W.,
Bakker, A
1
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Work engagement - Trait versus state work engagement
1
Christian, Garza, and Slaughter (2011)
meta-analyzed over 90 engagement
research studies. They found that
engagement is distinct from job
satisfaction, organizational commitment,
and job involvement.[15]
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Employee silence - Avoidance
The Role of organizational
commitment in occupational
stress models
1
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Workplace - Workplace issues
1
*Workplace friendship Directly related to
several other area of study including
cohesion, job satisfaction, organizational
commitment and intention to leave.
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Psychological contract - The employment relationship develops
Motivation and Organizational
commitment|commitment will be enhanced
if transfers and Promotion
(rank)|promotions follow the agreed path
in a timely fashion.
1
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Stigma management - Consequences
Additionally, fears associated with
revealing one’s invisible stigma (among
those who are currently passing) have
been shown to lead to a myriad of
negative workplace consequences,
including lowered job satisfaction, less
organizational commitment, and higher
Turnover (employment)|turnover intentions
1
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Household debt - Household over-indebtedness
1
Potential consequences for the over-indebted
household include financial hardship,
depression, poor health, relationship
breakdown, exclusion from basic financial
services, a strain on social relations,
absenteeism at work and lack of
organizational commitment, a feeling of
insecurity.[http://www.eurofound.europa.eu/p
ubdocs/2010/70/en/2/EF1070EN.pdf
Eurofound 2010 Managing household debts:
Social service provision in the EU]
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Dual-career commuter couples - Role conflict
Role conflict, according to Biddle, is
“the concurrent appearance of two or
more incompatible expectations for the
behavior of a person”, and when a
person experiences role conflict, it can
have negative effects on multiple
aspects of their lives, including
decreased job performance and
decreased organizational
commitment|commitment to an
1
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High commitment management - History
1
High-commitment management firms are
designed by their founders or
transformational chief executives to
achieve sustained high Organizational
commitment|commitment from employees
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Industrial/organizational psychology - Job satisfaction and commitment
For instance, job satisfaction is
strongly correlated with attitudinal
variables such as job involvement,
organizational commitment, job
tensions, frustration, and feelings of
anxiety
1
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Organisational theory - Job-related attitudes and emotions
1
* Organizational commitment is the extent
to which employees feel attachment to
their organization.Allen, N. J.
Organizational commitment. In Rogelberg,
S. G. (Ed.). Encyclopedia of industrial and
organizational psychology Vol. 2 (pp. 548551). Thousand Oaks, CA: Sage.
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Journal of Personnel Psychology
The Journal of Personnel Psychology “is
dedicated to international research in
psychology as it relates to the working
environment and the people who “inhabit”
it.[http://www.hogrefe.com/periodicals/jour
nal-of-personnel-psychology/Journal of
Personnel Psychology] Articles cover all
fields in personnel psychology, including
selection, performance measurement,
motivation, leadership, organizational
commitment, personnel development and
training, new test developments, and job
analysis.Journal Scope
http://www.editorialmanager.com/jppsy/ma
inpage.html
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1
Job embeddedness - Theoretical background
1
According to these models, factors such
as job satisfaction and organizational
commitment and the individual’s
perception of job alternatives together
predict an employee’s intent to leave and
subsequently, turnover (e.g.,;;, 1995)
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Job embeddedness - Theoretical background
1
Results of the initial study indicated that
job embeddedness predicted both intent to
leave and actual turnover, and was a
better predictor of voluntary turnover than
job satisfaction, organizational
commitment, and job search alternatives.
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Job embeddedness - Similar terms
It is the inclusion of these non-work
factors that others believe differentiate job
embeddedness from similar concepts,
such as organizational commitment, job
satisfaction, and intentions to quit (;)
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https://store.theartofservice.com/the-organizational-commitment-toolkit.html
Job attitude - Other types
# Organizational Commitment:
Identifying with a particular
organization and its goals, and
wishing to maintain membership in
the organization.
1
https://store.theartofservice.com/the-organizational-commitment-toolkit.html
Compliance and ethics program - Federal sentencing guidelines for organizations
Adding to this complexity are the
“voluntary” boundaries, which
organizations have individually established
such as organizational commitments,
values, and contractual obligations
1
https://store.theartofservice.com/the-organizational-commitment-toolkit.html
Employee satisfaction - Emotion
The impact of emotional dissonance on
organizational commitment and intention to turnover
1
https://store.theartofservice.com/the-organizational-commitment-toolkit.html
Employee satisfaction - Personality
1
Employees who have an internal locus of
control and feel less alienated are more
likely to experience job satisfaction, job
involvement and organizational
commitment
https://store.theartofservice.com/the-organizational-commitment-toolkit.html
A More Perfect Union (speech) - Other responses
There needs to be some systematic,
organizational commitment to making this
happen, with churches, synagogues and
mosques working out a plan for continued
dialogue.
1
https://store.theartofservice.com/the-organizational-commitment-toolkit.html
Human Rights First - Staff
1
Human Rights First strives for a diverse
workforce that includes racial, ethnic
and gender diversity, as well as a staff
that possesses a varied international
background. Efforts are made to recruit
a diverse pool of applicants from
underrepresented groups. In addition,
there is an organizational commitment
to recruit staff with foreign language
skills and experience in communicating
across language and cultural barriers.
https://store.theartofservice.com/the-organizational-commitment-toolkit.html
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The Art of Service
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