Predicting Organisational and Union Commitment PDF Download

Author: Stephen Deery
Publisher:
ISBN:
Category : Commitment (Psychology)
Languages : en
Pages : 22

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Author: Tumpa Dey
Publisher:
ISBN:
Category :
Languages : en
Pages : 0

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Book Description
It has often been argued that positive employer practices reduce the need for unionization and thus have served to undercut union support among employees. In other words, organizations that treat their employees well send them a message that we are ready to meet your needs the same way your union does. Conversely, if the employers fail to fulfill their promises, employees would consider these as breaches and dissolve their emotional bonds with them and try to enhance their bonds with the union in anticipation of redressing these breaches. This view has been presented by way of propositions. Synthesizing the literatures of organizational commitment, union commitment, justice, voice and psychological contract, this conceptual paper explores the role of organizational policies in predicting organizational and union commitment, including a moderator variable. In doing so, the paper has been divided into various sections. The first section deals with a literature review of organizational commitment and union commitment. The second section deals with propositions consolidating the above literature. Whether the commitment is unilateral or dual, HR policies should be guided by this study. This would be the final takeaway from this paper.

Author: Anne R. Matthews
Publisher:
ISBN:
Category : Labor turnover
Languages : en
Pages : 78

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Author: Jason S. Guber
Publisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 140

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Book Description
Are there common elements found in an organization's culture which can be used to predict the amount of organizational commitment employees have? To address this question, one hundred thirty-eight members of a single organization were surveyed using three organizational commitment scales developed by Meyer, Allen, and Smith (1993) and the Corporate Culture Scale created by Elmer H. Burack (1988). This study supports the general hypothesis that perceived cultural elements (such as a dress code, an organizational motto, common goals, etc.) predict organizational commitment from its members. Such research illustrates how the effects of one's corporate environment (rather than employee personality traits) may be overlooked when determining one's organizational commitment. Such research also provides an indicator as to the level of commitment that an organization might expect to receive from its members based on the emphasis placed on the cultural elements it possesses.

Author: John P. Meyer
Publisher: Edward Elgar Publishing
ISBN: 1784711748
Category : Business & Economics
Languages : en
Pages : 564

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A high level of employee commitment holds particular value for organizations owing to its impact on organizational effectiveness and employee well-being. This Handbook provides an up-to-date review of theory and research pertaining to employee commitment in the workplace, outlining its value for both employers and employees and identifying key factors in its development, maintenance or decline. Including chapters from leading theorists and researchers from around the world, this Handbook presents cumulated and cutting-edge research exploring what commitment is, the different forms it can take, and how it is distinct from related concepts such as employee engagement, work motivation, embeddedness, the psychological contract, and organizational identification.

Author: Paul Tesluk
Publisher:
ISBN:
Category : Labor unions
Languages : en
Pages : 172

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Author: Aaron Cohen
Publisher: Psychology Press
ISBN: 1135634351
Category : Psychology
Languages : en
Pages : 357

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Book Description
The growing interest in multiple commitments among researchers and practitioners is evinced by the greater attention in the literature to the broader concept of work commitment. This includes specific objects of commitment, such as organization, work group, occupation, the union, and one's job. In the last several years a sizable body of research has accumulated on the multidimensional approach to commitment. This knowledge needs to be marshaled, its strengths highlighted, and its importance, as well as some of its weaknesses made known, with the aim of guiding future research on commitment based on a multidimensional approach. This book's purpose is to summarize this knowledge, as well as to suggest ideas and directions for future research. Most of the book addresses what seems to be the important aspects of commitment by a multidimensional approach: the differences among these forms, the definition and boundaries of commitment foci as part of a multidimensional approach, their interrelationships, and their effect on outcomes, mainly work outcomes. Two chapters concern aspects rarely examined--the relationship of commitment foci to aspects of nonwork domains and cross-cultural aspects of commitment foci--that should be important topics for future research. Addressing innovative focuses of multiple commitments at work, this book: *suggests a provocative and innovative approach on how to conceptualize and understand multiple commitments in the workplace; *provides a thorough and updated review of the existing research on multiple commitments; *analyzes the relationships among commitment forms and how they might affect behavior at work; and *covers topics rarely covered in multiple commitment research and includes all common scales of commitment forms that can assist researchers and practitioners in measuring commitment forms.

Author: John P. Meyer
Publisher: SAGE Publications
ISBN: 150631919X
Category : Business & Economics
Languages : en
Pages : 163

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Book Description
What is a committed employee? Are employees who are committed better or worse off than employees who are uncommitted? What are the organizational advantages and disadvantages of having a committed workforce? Commitment in the Workplace provides an overview of academic and popular perspectives on what committed employees look like and how they become committed. The multiple faces of commitment are examined as are the links that have been established between the various forms of commitment and organizational behavior. In addition, questions concerning individual differences, organizational characteristics, and work experiences associated with commitment are explored. The book concludes with a discussion of what organizations can do to manage commitment effectively, including commitment under more difficult circumstances, such as merger/acquisition, downsizing, and relocation. One of the great strengths of the book is that it summarizes the key organizational commitment research in such a way that the research findings can be evaluated for both their scientific merit and their practical value. The primary audience for Commitment in the Workplace includes students in MBA and executive MBA programs, researchers, and students and practitioners in the fields of organizational behavior and industrial psychology.

Author: Anders Sjöberg
Publisher:
ISBN:
Category : Employee motivation
Languages : en
Pages : 154

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Author: Julian Barling
Publisher: New York : Oxford University Press
ISBN: 0195073363
Category : Business & Economics
Languages : en
Pages : 260

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Book Description
This work explores three key topics in social psychology: the manner in which labor unions shape organizational behavior, a relationship which has been effectively ignored in the literature; the organization of the union itself, a fascinating test case for the organizational psychologist; and the way in which theories and methods of organizational psychology may assist labor organizations in achieving their goals. Since the union maintains unique characteristics of democracy, conflict, and voluntary participation within a larger organization, the authors offer a detailed study of a union's dynamics, including demographic and personality predictors of membership, voting behavior, union commitment and loyalty, the nature of participation, leadership styles, collective bargaining, among other topics. This is the first book to be published in the new Industrial/Organizational Psychology Series. It will be of interest to not only industrial/organizational psychologists in industry, academia, and private and public organizations, but to graduate students in psychology departments and business schools, and to academics and professionals in business and management studying industrial relations.