Organizational commitment. The concept of organizational commitment is studied for a long period of time in the organizational theory, literature of socialization and in management (Shelby, Lawrence B. & Van R. Wood, 2015).(Fisher, 2010)told that from last thirty years organizational commitment remains a topic of organizational studies. Since 1950 it’s remained a topic of broad interest in the organizational behavior literature. Organizational commitment is considered broadly in provision of the
Organizational Commitment Many research findings have proven that there is a relationship between organizational commitment and job-related behaviors and attitudes in the fields of organizational behavior or management (Angle & Perry, 1981; Koch & Steers, 1978; Mohammed & Eleswed, 2013; Porter,Steers, Mowday, & Boulian, 1974). Bateman and Strasser (1984) described organizational commitment as multidimensional in nature, referring to employees’ loyalty, willingness to exhibit maximum effort to their
Impact of Big five personality traits on organizational commitment In university academia of Pakistan Synopsis: Literature Review: Taking a glance on the history of the old world civilization of Egypt, Mesopotamia & North China. One common thing made those civilizations really civilized was their “great achievement in Research, literacy and education”. Even in 21st century of modern civilization one can’t overlook the role of institutions of higher education and university academia towards higher
Gender and Organizational Commitment Gender Blindness and Suppression The commitment of women specifically has been the focus of a few quantitative studies, the issue of gender, where women have been identified as a discrete group within research that is theorizing it was able to arrive at a little reception. No consistent relationship between gender and commitment has been noted when gender has been considered (Mathieu and Zajac, 1990 and Cohen and Lowenberg, 1990). The lack of a consistent relationship
Essential elements of Accountability Theory (Theory A) are  (1) Planning (2) Target setting (3) Motivation (4) Work Strategies (5) Responsibility (6) Role model (7) Monitoring & Guiding (8) Accountability Fig. 1 : Block diagram to represent the components of Theory A. Based on Focus group method [X – X], we have developed following postulates which connect the above factors of organizational performance. Postulate 1 : Employee outlook has changed over time. Postulate
This study anchored on the Three Component Model (TCM) of Commitment designed by Allen and Meyer and the Management Theory by Elton Mayo. The Three-Component Model (TCM) measures three forms of employee commitment to an organization which classified as: (a) affective commitment (desire-based), (b) normative commitment (obligation-based), and (c) continuance commitment (cost-based). According to Mullins (1999), the level of commitment of an employee in the organization will have a noteworthy effect
through the use of a grounded theory methodology, a substantive theory of how commitment in work is emotionalized and gendered. The setting of this study is the Abu Dhabi University, a private and multi-campus university in Abu Dhabi as the concentration is on commitment of professionals and their experiences. The work of Glaser and Straus (1967) which was later on developed by Straus and Corbin (1990; 1998) and Straus (1987) is used as the basis of the grounded theory approach. Appreciating the emotional
presents the background and the importance of leadership and organizational commitment in the public and private sector of Pakistan. Then, the problem statement, purpose, research questions and significance of the study are discussed. Finally, the major terms of this study will be defined. Background and Importance The foremost purpose of this research study is to elaborate the relationship between leadership and organizational commitment. Furthermore, we will investigate that how power distance plays
Two-factor theory or rather well known as Herzberg’s motivation-hygiene theory, states that a couple of factors in every workplace leads to job satisfaction while others may lead to dissatisfaction. Motivational factors lead to job satisfaction while hygiene factors lead to job dissatisfaction.
increasing or decreasing performance levels (Belonio, 2012). However, leadership has been of interest to many researchers, who have planned numerous leadership theories and models. According to Doyle and Smith (1999), leadership theories can be divided into four categories: trait, behavioral, contingency, and the transformational and transactional theories.