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Organizational commitment predicts work variables such as turnover, organizational citizenship behavior, and job performance. 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.
For example, Data General, a corporation that advocates high-commitment practices, has managed to make employees love their tasks and become so attached to the corporation that many choose to work twelve hours, four hours more than the company prescribes. [19]
Commitment theories are rather based on creating conditions, under which the employee will feel compelled to work for an organization, whereas engagement theories aim to bring about a situation in which the employee by free choice has an intrinsic desire to work in the best interests of the organization. [27]
Courtesy has been defined as discretionary behaviors that aim at preventing work-related conflicts with others (Law et al., 2005). This dimension is a form of helping behavior, but one that works to prevent problems from arising. It also includes the word's literal definition of being polite and considerate of others (Organ et al., 2006).
A good example of control theory would be that people go to work. Most people do not want to go to work, but they do, because they get paid, to obtain food, water, shelter, and clothing. Hirschi (1969) identifies four elements of social bonds: attachment, commitment, involvement, and belief. [2]
Groupthink can lead to lack of creativity and decisions made without critical evaluation. [35] Hogg and separately Deanne et al. stated that groupthink can occur, for example, when group members rely heavily on a charismatic figure or where members evince an "evangelical" [ 36 ] [ 37 ] belief in the organization's values.
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. [81]
Example: In a longitudinal study among 2555 Finnish dentists, researchers found that job resources lead to work engagement, which in turn had an influence on the level of personal initiative and consequently on work-unit innovativeness. [32] Example: In a study that aimed to examine job resources, work engagement and Finnish dairy farmers ...