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Topic: Organizational commitment

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	GAPP \| resources: featured article on lean manufacturing
		However, most organizations, regardless of their size and population base, will experience reluctance or strong resistance to a change at some point in its implementation.
		The model is designed to establish strong organizational commitment to a strategic vision and the plan for realizing it.
		In summary, experience has shown us that an organization that has the ability to operate in a common language with all stakeholders and has a common understanding of the benefits of their new system will continue to thrive.
	www.gappnet.com /resources/resources.htm (0 words)

	A STUDY OF THE JOB ATTITUDES (JOB SATISFACTION, ORGANIZATIONAL COMMITMENT, AND CAREER COMMITMENT) AND CAREER ...
		Organizational commitment is thought of as one’s loyalty to an employing organization (Ornstein and Isabella, 1990) and career commitment is defined as one’s commitment to a vocation or profession (Blau, 1985).
		The patterns of organizational commitment by stage were similar to the patterns for satisfaction with job in general.
		With organizational commitment, the lowest scores occurred in the group that was planning to make a change and slightly higher scores occurred in the group that was considering a career change.
	www.vla.org /Programs/MLAVLAsummary.htm (5704 words)

	Critical Evaluation of Porter et al.'s Organizational Commitment Questionnaire: Implications for Researchers. \| Sales ...
		Organizational commitment emerged in the 1970's and 1980's as a key factor of the relationship between individuals and organizations (Mowday et al.
		(1979, 1982) characterized affective commitment in their definition of organizational commitment as entailing "a strong belief in and acceptance of the organization's goals and values, a willingness to exert considerable effort on behalf of the organization, and a strong desire to maintain membership in the organization" (Mowday et al.
		Calculative commitment is the outcome of an individual's decision to remain with an organization because of the personal time and resources already devoted to the company and because of the financial costs of changing jobs.
	www.allbusiness.com /sales/816310-1.html (937 words)

	The Stainless Steel Career:
		Cohesion commitment is identified as an attachment to social relationships in an organization brought on by such techniques as public renunciation of previous social ties or by engaging in ceremonies that enhance group cohesion (Kanter, 1968).
		Because the researchers were interested in ascertaining the degree of organizational commitment of firefighters, the unit of analysis for this project was individual employees within a representative fire department.
		The specific self-reported values for the four commitment categories are as follows: 19.2 percent of employees self-reported high levels of organizational commitment, 34.2 percent self-reported moderate levels of commitment, 39.7 percent self-reported low levels of commitment, and 6.8 percent reported negligible levels of commitment.
	www.huizenga.nova.edu /jame/AnExamination_files/AnExamination.htm (3465 words)

	[No title]
		In general terms, organizational commitment is \'93 a strong belief in and acceptance of the organization's goals and values, a willingness to exert considerable effort on behalf of the organization, and a definite desire to maintain organizational membership\'94 (Porter, Steers, Mowday, & Boulian 1974 p.
		Kanter defines organizational commitment as \'93 the willingness of social actors to give their energy and loyalty to social systems, the attachment of personality systems to social relations which are seen as self-expressive\'94 (Kanter 1968, p.
		This study suggests, however, that organizational commitment is not different between part-time, distance and full-time faculty.}{\fs24\insrsid9964914 \par \par \par }\pard\plain \s1\qc \li0\ri0\keepn\widctlpar\aspalpha\aspnum\faauto\outlinelevel0\adjustright\rin0\lin0\itap0 \f2\fs24\ul\lang1033\langfe1033\cgrid\langnp1033\langfenp1033 {\b\f0\ulnone\insrsid9964914 Reference \par }\pard\plain \ql \li0\ri0\widctlpar\aspalpha\aspnum\faauto\adjustright\rin0\lin0\itap0 \fs20\lang1033\langfe1033\cgrid\langnp1033\langfenp1033 {\insrsid9964914 \par Barnard, C.I. }{\i\insrsid9964914 The Functions of the Executive.}{\insrsid9964914 Cambridge, MA: Harvard University Press, 1938.
	www.kettering.edu /~aborcher/articles/orgcommit472ELP.doc (2350 words)

	Correctional Service of Canada - Background to the Staff Commitment Research Project
		With regard to organizational commitment, Tett and Meyer (1989) have reviewed a large number of studies that focused on the relationship between staff commitment and a number of organizational outcomes.
		According to the literature, the instrument of choice for assessing organizational commitment is the Organizational Commitment Questionnaire (OCQ) (Mowday, Steers, and Porter, 1979).
		Although the OCQ measures organizational commitment primarily at the affective level, we were also interested in assessing behaviourial manifestations.
	www.csc-scc.gc.ca /text/rsrch/reports/r20/r20e_e.shtml (3541 words)

	ACJ Article: Conceptualization and Management of Communication Satisfaction and Organizational Commitment
		Organizational commitment has been variously and extensively defined, measured, and researched but it continues to draw criticism for lack of precision and concept redundancy (Meyer and Allen, 1997; Morrow, 1983; Reichers, 1985).
		For example, organizational commitment may be seen as part of a larger cluster of constructs describing the individual-organizational relationship that includes organizational identification, job loyalty, job attachment, and job involvement (Scott, Corman, and Cheney, 1998).
		Organizational factors were reported as the second most important category of organizational commitment inhibitors (with 24% of employees' responses and 11% of supervisors' responses).
	acjournal.org /holdings/vol5/iss3/articles/concept.htm (6702 words)

	[No title]
		Studies of attitudinal commitment (see, for example, Buchanan, 1974; Sheldon, 1971) investigated an individual’s affective attachment to and identification with an organization that might be distinguished from purely instrumental calculations; the Organizational Commitment Questionnaire validated by Mowday, Steers, and Porter (1979) became a frequently used measure of attitudinal commitment.
		Affective commitment (attitudinal) is a reflection of the strength of belief in organizational goals, the shared sense of importance of organizational values, and a feeling of personal satisfaction derived from organizational involvement.
		The strength of affective commitment is reflective of the extent to which an individual identifies with, is engaged by, and enjoys membership in the organization.
	www.spea.indiana.edu /npmrc6/Rohrbaugh.doc (2999 words)

	Elementary Teachers' Commitment Declines: Antecedents, Processes, and Outcomes
		1992) that efficacy was related to commitment to teaching, we found that efficacy could either be related to teachers' organizational commitment or commitment to teaching depending on the teachers' understanding of his or her situation, which itself was influenced by his or her work history and the presence of coalitions at work.
		As well, we found that the respondents' feelings of community affected their feelings of commitment toward the community members, a finding which may not be surprising but that had not been addressed in the literature because previous research on commitment focused on commitment to teaching and organizational commitment to the detriment of other commitments.
		As well, since the informants' commitments were influenced by multiple factors such as the respondents' personal characteristics, their history, their hopes and ambitions, the situations in which they taught, and past socio-cultural influences, findings may not be appropriate and/or transferable to different teachers, not to mention individuals in different professions.
	www.nova.edu /ssss/QR/QR6-1/joffres.html (8330 words)

	Organizational commitment - Wikipedia, the free encyclopedia
		In the study of organizational behavior, organizational commitment is the employee's psychological attachment to the organization.
		As a result, he or she strongly identifies with the goals of the organization and desires to remain a part of the organization.
		O’Reilly, C. A., and Chatman, J. Organizational commitment and psychological attachment: The effects of compliance, identification, and internalization on prosocial behavior.
	en.wikipedia.org /wiki/Organizational_commitment (784 words)

	Spiritual Experience and the Organizational Commitment of College Faculty
		Each aspect of spiritual experience in the study was significantly and positively related to organizational commitment, with the highest correlation evidenced in the case of faith maturity.
		The correlation between existential well-being and organizational commitment was significantly higher in older faculty than in their middle-aged colleagues, in new faculty and long-serving faculty as compared to those who had served 2 to 9 years, and in faculty with doctoral degrees as compared with those lower academic degrees.
		From this definition, organizational commitment can be characterized by at least three factors: (a) a strong belief in and acceptance of the organization's goals and values, (b) a willingness to exert considerable effort on behalf of the organization, and (c) a strong desire to maintain membership in the organization.
	www.aiias.edu /academics/sgs/info/v2n1/oberholster_spirituality_commitment.html (7341 words)

	[No title]
		A widely used model of organizational commitment as a multidimensional construct is Meyer and Allen’s (1993) Three-Component Model of Commitment.
		Organization commitment is defined as a psychological state that is representative of an employee’s relationship with the organization, and influences the employee’s decision to remain employed at a particular organization (Meyer & Allen, 1993).
		This research will help organizations to understand the degree to which resources should be allocated to practices that have been shown to increase levels of commitment in employees.
	www.runet.edu /~nreilly/MCLTCI.doc (2325 words)

	USSC - Organizational Guidelines and Compliance
		Report from Advisory Group on Environmental Sanctions (.PDF) (12/93) This 1993 draft of proposed sanctions for organizations convicted of environmental offenses was prepared by an independent Advisory Working Group on Environmental Offenses.
		The proposal concerns the determination of aggravating factors in sentencing, organizational commitment to environmental compliance, and probationary periods for organizations.
		This Supplementary Report on Sentencing Guidelines for Organizations supplements and further explains the sentencing guidelines for organizational defendants (proposed Chapter Eight of the Guidelines Manual) submitted to Congress on May 1, 1991, as Amendment 60, by the United States Sentencing Commission.
	www.ussc.gov /orgguide.htm (502 words)

	Men, Women, and Perceptions of Work Environments, Organizational Commitment, and Turnover Intentions. (Site not responding. Last check: 2007-10-29)
		However, the task-oriented climate dimension of organizational support was a significant predictor of affective commitment and turnover intentions for men, whereas the relationship-oriented climate dimension of workplace recognition was a significant predictor of affective commitment and turnover intentions for women.
		The appraisal is a reflection of the organizational characteristics that are important to the individual and his or her personal and organizational well-being (James, James, and Ashe, 1990).
		Although the power of several of these antecedent variables to predict job commitment changed across gender, the focus of this study was on work-to-family interface, and it did not examine the psychological climate variables of the current study, which may differentially predict job commitment for men and women once important demographics are controlled for.
	www.scientificjournals.org /articles/1035.htm (4195 words)

	Role of Commitment and Motivation in Knowledge Management Systems Implementation: Theory, Conceptualization, and ...
		Rather, commitment can be better represented as a continuum ranging from negligible or partial commitment to absolute commitment to the organization's KM program, and, from avoidance (nonuse) to meager and unenthusiastic use (compliant use) to skilled, enthusiastic and consistent use (committed use) of KMS.
		Organizational attempts to explicate, share and leverage tacit knowledge often presume not only capability but willingness on the part of KM users to co-opt in the organizational agenda of knowledge sharing [1,39,46].
		As individual level commitment and motivation of actors in a given social network influence success of KMS implementations, a better understanding of relating the individual, group, and organizational levels of analysis is needed.
	www.brint.org /KMSuccess.htm (6715 words)

	Theoretical Background -- The Wild Card Effect and Military Retention
		Calculative commitment is based primarily on a straightforward exchange of cooperation and rewards between the member and the organization.
		Higher levels of occupational commitment correspond to lower levels of organizational commitment, and higher levels of organizational commitment correspond to lower levels of occupational commitment (Ritzer and Trice, 1969).
		However, organizational and occupational commitment are psychological phenomena, according Ritzer and Trice (1969), based on the subjective meaningfulness of an organization and an occupation.
	www.ou.edu /deptcomm/dodjcc/groups/01A2/backgrnd.htm (2486 words)

	Entrepreneurial Orientation, Organizational Culture, and Firm Performance: An Empirical Study in the Banking Industry
		As organizations continue to face complex challenges from their internal and external environments, academic researchers and practitioners are now turning their attentions to the relationship between leadership behavior and organizational commitment both domestically and internationally.
		Transformational leadership is negatively correlated or not correlated with organizational commitment.
		Organizational commitment could be studied as a moderating variable in future research.
	www.huizenga.nova.edu /jame/examination.htm (4395 words)

	Flying in Formation: The Organizational Commitment of Training and Development
		Organizations around the world continue efforts to maximize the productivity of their employees in the face of competitive, legislative and socioeconomic change.
		In the December 2003 issue, Jack J. Phillips, Ph.D., described organizational commitment (OC) or engagement as encompassing employee satisfaction as well as the “extent to which employees identify with organizational goals, mission, philosophy, value, policies and practices.” OC is a driver of productivity.
		Despite the inherent importance of OC to the interests of the immediate enterprise, only 54 percent of respondents indicated that their organizations’ employees are well aware of their role in delivering on the organization’s strategy.
	clomedia.com /content/templates/clo_fairfield.asp?articleid=420&... (1363 words)

	Turnover is linked to job involvement and organizational commitment Telemarketing - Find Articles
		This is defined as organizational commitment.(3) Employees with both high job involvement and organizational commitment should, therefore, have the most positive attitudes and the lowest propensity to quit because they are attracted by both the job and the organization.
		Alternatively, apathetics have low involvement and commitment and should have the highest turnover propensity because their jobs are not important to them and they do not strongly identify with their organization.
		This commitment can come from an ardent identification with and support for the organization's values, managers, its method of operation, or from accrued retirement, stocks, perks and seniority that have economic as well as intrinsic value.
	www.findarticles.com /p/articles/mi_qa3629/is_199506/ai_n8719596 (909 words)

	Organizational Commitment
		Many community corrections organizations are facing the challenges of increasing caseloads and limited budgets and resources.
		Some leaders of those organizations are rethinking how they do business and how to lead their organizations through rapid change and innovation.
		The principles of assessment, intervention, and monitoring/measuring are applicable to most organizational development efforts and sufficiently simple and direct to allow for guided implementation in community corrections agencies.
	www.nicic.org /OrganizationalCommitment (192 words)

	Organizational Commitment
		Organizational Commitment is the psychological attachment of an employee to an organization.
		The willingness to display effort on behalf of the organization.
		The more of these 3 factors an employee is showing, the larger his commitment to the organization is. A too large commitment to the organization can be caused by Presenteeism.
	www.12manage.com /description_organizational_commitment.html (77 words)

	AN ASSESSMENT OF THE MULTIDIMENSIONALITY OF ORGANIZATIONAL COMMITMENT IN MALAYSIA CHIN KUEN KEONG and DR BRIAN SHEEHAN ... (Site not responding. Last check: 2007-10-29)
		In particular, commitment can generally be characterized by three factors: a strong belief in and acceptance of the organization's goals and values; a willingness to exert considerable effort on behalf of the organization; and a strong desire to maintain membership in the organization.
		Managers should be committed to their organizations because of their feelings of emotional attachment to their organizations and their sense of moral obligation to stay with their organizations.
		Thus, from an organizational perspective, it is better to strengthen employees' affective and normative commitment while at the same time, take measures to decrease employees' perceptions that they are "stuck" with few alternatives or the high cost of leaving the organization.
	mgv.mim.edu.my /MMR/0412/041203.Htm (5888 words)

	Inspiring Commitment During Organizational Change » Employee Performance Management Blog
		Make sure that everyone in this small group knows the organization sees them as part of the future and the company is committed to keeping them.
		Team members invested time and loyalty to their company model, and deserve to know the reason why as well as the process how.
		This inspires loyalty and commitment, especially among higher-talented members the organization wants to keep.
	www.dickgrote.com /inspiring-commitment-during-organizational-change (453 words)

	Distance Higher Education: Organizational Commitment
		Distance learning must be backed by an organizational commitment to quality and effectiveness in all aspects of the learning environment.
		The institution has committed sufficient resources to its distance learning programs and services to ensure their effectiveness.
		The institution has a clear policy on ownership of course materials developed for its distance education courses; this policy is shared with all faculty and staff involved in distance education at the institution.
	web.nysed.gov /ocue/distance/orgCommit.html (302 words)

	Rationale and Hypotheses -- The Wild Card Effect and Military Retention
		Specific propensity to commit is plotted by adjusting the y-axis to represent the organization's latent identity.
		Actual commitment can be roughly plotted from the specific propensity to commit on the x-axis with the combined levels of affective and calculative commitment on the y-axis.
		The authors suggest that by measuring levels of affective and calculative commitment using the Mowday, Steers, and Porter (1979) Organizational Commitment Questionnaire (OCQ), and plotting that point in conjunction with the individual's specific propensity to commit, it is possible to plot a rough estimate of an individual's actual organizational commitment.
	www.ou.edu /cas/deptcomm/dodjcc/groups/01A2/hypthsis.htm (807 words)

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