Consequences of organizational commitment in abolished company sports team - a case study in Japan

The purpose of this study was to show that how the abolishment of company sports team influenced the organizational commitment in employees. In this study, Three-Component Model of Organizational Commitment (Meyer and Allen, 1997) was tested with 16 employees (10 males, 6 females) of T Company in NAGANO prefecture. The average age of the participants was 44, 50 years (SD=±0.85). And from 16 employees, 3 male employees were measured on organizational commitment with interview test. According to the analysis, the relation between organizational commitment in employees and the abolishment of company sports team was not positive significant correlation. Furthermore, results of interview test did not show the relation between organizational commitment in employees and the abolishment of company sports team. However, results of interview test showed the relation with organizational commitment of players in T Company sports team. Consequently, the goal to possess a sports team in T Company was not to boost organizational commitment in employees. In addition, it is necessary to reconsider the correlation among employees engaged in T Company in the future.     

Constituency Building: Determining Employees' Willingness to Participate in Corporate Political Activities

Employing a sample drawn from employees of Fortune 500 companies, this study helps define which employees are likely to participate in corporate constituency building efforts and the relation between the variables leading to participation. Supporting and expanding findings by J. E. Grunig (1989) and Baysinger, Keim, and Zeithaml (1985), the present study revealed that employee political activity can be predicted by a model that features employee organizational commitment (based on each employee's position in the corporate organizational hierarchy, amount of company stock owned, and tenure with the company), prior record of noncompany political activism, amount of information seeking to become informed on public policy matters, degree of cognitive involvement, and willingness to support corporate public policy efforts. These findings can assist public relations practitioners who seek to create employee constituency efforts in the most feasible and efficient manner.     

‘You care for your work; I'll care for your family’: perceptions of paternalistic managerial actions and employee commitment in Mexico

This study focuses on paternalism as a managerial strategy to foster employee commitment. Using in-depth, qualitative interviews during extended fieldwork at a Mexican multinational company, I examine employee perceptions of managerial actions within the context of workplace transformation. Employees perceived management as caring toward them and their families and characterized the workplace as a considerate and respectful environment. Employees interpreted managerial actions positively because a company cooperative provided family-supportive policies and cultivated a family-supportive culture, even after workplace transformation. Rather than disrupt the paternalistic practices, management combined them with the new strategic management practices. In exchange, employees were committed to the organization as evidenced by expressions of loyalty, pride, and appreciation. With its focus on how a specific family-supportive setting matters in the global south, this study extends the research on managerial strategies to promote employee commitment.     

The natural history of cigarette smoking and young adult social roles.

The relation between cigarette smoking (in adolescence and adulthood) and the occupancy of conventional adult social roles was investigated in the current study. Two alternative predictions for this relation were examined--"role incompatibility" (which predicts a negative relation between adolescent smoking and adult role occupancy) and "pseudomaturity" (which predicts a positive relation between adolescent smoking and adult role occupancy). Processes of role selection and role socialization were examined using data from a longitudinal study of smoking from adolescence to young adulthood. Both pseudomaturity and role incompatibility predictions found some support in the data, and the two views could be reconciled by considering the student role as the key transition into other adult statuses. Implications for the study of social roles and substance use are discussed.     

An Elder Care Training Needs Assessment Among Employee Assistance Program Staff

A mail survey of 95 EAP staff members explored the issue of elder care (employee informal care and company formal policy) and collected data pertinent to training needs, competence to handle employed caregiver problems/questions, and company commitment. Major findings were: (1) EAP staff members estimated that one in five employees currently provides care for an older dependent; (2) most (74.5%) staff have not received any training relevant to elder care; (3) self-assessed competence to handle elder care problems was low for 14 of 17 problem-solving domains constituting the Elder Care Competence Index (ECCI), less than half of the respondents felt competent; (4) the few (13.8%) EAP staff members with extensive (2 or more sessions) elder care-specific training experience achieved ECCI scores nearly double those of other workers, p < .01; (5) most (78.8%) companies have not dealt with the issue in any formal way and only 7.6% of their EAP staff believe this inaction to be appropriate; and (6) company commitment (i.e., formal policy- issue studied, offered programs/services or benefits) is directly related to EAP training (p < .01) and consequently to staff competence ( < .05). The implications for training, policy, and future research are discussed.     

When transparent leadership communication motivates employee advocacy: Testing the mediator roles of employee attributions in CEO activism

This study examined employees’ self-serving and genuine attributions of CEO activism as mediators, focusing on how they explain the process through which CEO’s transparent leadership communication impacts employees’ company advocacy and issue advocacy behaviors. With a survey of U.S. full-time employees, results showed that genuine attribution mediated the influence of transparent leadership communication on both advocacy variables. However, self-serving attribution was not identified as a significant mediator. Furthermore, though transparent leadership communication was not significantly associated with self-serving attribution, the latter was positively related to both issue advocacy intention and company advocacy intention. Highlighting the mediating roles of employee attributions, the findings of this study provide an advanced understanding of employee advocacy behaviors as impacted by transparent leadership communication in CEO activism.     

The Lifestyle, Commitment and Satisfaction among Male Workers in Tokyo

Abstract  This study examines the relationship between workers' lifestyle, organizational commitment, and satisfaction. First, this study describes the lifestyle, i.e. cluster of value orientations, of male workers in Tokyo. The sample of this study is 2,003 regular male private firm employees and public (government) employees aged 20-54 living in the Tokyo metropolitan areas. We measure attitudes of workers toward work and the place of work. The 33 measures of attitudes are analyzed by means of cluster analysis to construct typologies of lifestyle of workers. We obtained three clusters: cluster 1 (career-oriented generalists, i.e., company man), cluster 2 (stability-oriented family man), and cluster 3 (work-oriented specialist). Second, we found demographic differences among the three clusters. Workers in cluster 1 tend to be older. to be more university educated, to obtain higher income, and to have higher positions at their current job. Workers in cluster 2 are more likely to be young, to graduate from senior high school, and to be in the middle-income group. Workers in cluster 3 tend to graduate from special training school or university and to be in lower-income group. Finally, we found differences in organizational commitment and job satisfaction among the three clusters. Workers in cluster 2 are more likely than are those in the other two clusters to be dissatisfied with their current job. to have a lower level of identification with their current firm, and consequently to have a greater propensity to leave their present company.     

Relationships between psychological capital,job satisfaction,and organizational commitment in the Saudi oil and petrochemical industries

During the past decade, Saudi Arabia experienced a significant social, economic, and organizational change. The rapid economic growth created a need for seasoned management professionals and necessitated the development of human capital. Psychological capital, a newly developed construct by academics and practitioners, is defined as the extent to which an individual operates in a positive psychological state, and this state is characterized by high self-efficacy, optimism, hope, and resiliency. By measuring the positive psychological constructs, an organization can learn about employees’ positive psychological states and how training and support can promote positive psychological states. Improving the positive psychological capital can lead to better organizational commitment, favorable organizational citizenship behaviors, lower employee absenteeism, and higher job satisfaction. This quantitative study examined the relationship among psychological capital, job satisfaction, and organizational commitment through a sample of managers in the Saudi Arabian oil and petrochemical industries.     

Demands and Devotion: Cultural Meanings of Work and Overload Among Women Researchers and Professionals in Science and Technology Industries

How do cultural meanings influence how people experience work‐life demands? Much research, especially quantitative research, on the effects of structural work and family conditions does not account for employees’ cultural beliefs about the meaning of work in their lives. This article uses unique survey data to investigate the effects of employee embrace of elements of the “work devotion schema”—a cultural model that valorizes intense career commitment and organizational dedication—on their sense of “overload,” an experience that includes feeling exhausted and overloaded by all one's roles, net of actual hours on the paid job and family responsibilities. We argue that by cognitively, morally, and emotionally framing work as a valued end, the work devotion schema reduces feelings of overload. Using a case of senior women researchers and professional service providers in science and technology industries, we find that those who embrace work devotion feel less overloaded than those who reject it, net of work and family conditions. However, this effect is curtailed for mothers of young and school‐aged children. We end by discussing implications for flexibility stigma and gender inequality.     

Who Participates and Who Benefits From Employer‐Provided Child‐Care Assistance?

Support from employers to help parents balance work and family responsibilities has become an increasingly important issue, particularly in the United States, where public support for families is scarce. Little is known about the effectiveness of employer‐provided child‐care support. Who participates in these programs, and what are their benefits? This study is among the first to address these questions using a dataset that combines administrative with survey data from employees at a large organization. Findings indicate that employer financial support for child care can be structured so that employees with the greatest need benefit and employee participation is not associated with stigma. Results suggest the employer benefits from increased employee commitment and reduced employee stress, but employees do not report increased parent or child satisfaction with care. Although employer financial support alone cannot compensate for structural problems with regard to child care, it may reduce stress and increase employee commitment in the workplace.     

Evaluating employee assistance policy in an HMO-based alcoholism project.

One aspect of successful employee assistance program (EAP) implementation is the adoption of a formal, written policy, reflecting company commitment to EAP guidelines and goals. This study of criteria predictive of such policy adoption was conducted at the occupational alcoholism project of a New England health maintenance organization (HMO). Data on nearly 400 organizations contacted by occupational program consultants (OPCs) over a 20-month period were collected by questionnaire and interview. One third of these organizations adopted employee assistance policies and set about establishing formal programs. Stepwise multiple regression is the principal method used to pinpoint the correlates of policy adoption. Two of the most important of these are the attitudes of contact persons within the organization toward alcoholism and employee assistance programs, particularly their admission of alcohol problems within their social networks; and the consultants' persistence and marketing skills. The adopting organizations also had reputations for being progressive, and actively concerned about employee welfare; they tended to be large, their executives autonomous, and their union membership rates high. Inhibiting policy acceptance were fears that a written policy would jeopardize the reputation and image of the organization, and that an employee assistance program would remove internal control of personal procedures. The adequacy of the evaluative data and methods are discussed, and recommendations are offered in the interests of streamlining the efforts of OPCs and of achieving greater penetration of targeted organizations.     

The impact of labor shortage on the employee commitment

ABSTRACT

The purpose of this article is to demonstrate the impact of the shortage of labor on individuals’ workplace attitudes, strangely their commitment. It is beneficial for organizations to develop their management strategies in view of employees’ loyalty attitudes. As a conceptual paper, the article contains a theoretical deduction. The characteristics of the labor market (macro level), the organizational needs and responses (meso level), and the set of the employees’ commitment (micro level) are linked to a theoretical process. According to our results, the average levels of the different dimensions of employee commitment will be changed in the future. The levels of continuance commitment and professional commitment will be higher, while the levels of deliberate commitment and affective commitment will be lower in the employee commitment profiles. By increasing continuance commitment and professional commitment, the toolkit of the HR strategy needs to be transformed to make it more relevant external motivation tools and training-development solutions. Meanwhile, it is important to note that the interactions among the employees will be less frequent and they will have less affection for their workplace. Labor shortage transforms individuals’ workplace attitudes. Understanding of employees’ decisions to maintain their organizational membership is supported by the relationships found in this research.     

Work-family culture and job satisfaction: does gender and parenting status alter the relationship?

Previous studies on work-family culture have examined its relationship with different employee outcomes (e.g., work-family conflict, job satisfaction, commitment) but neglected one important question; namely, who are most likely to benefit from a supportive work-family culture in terms of positive employee outcomes? The aim of this study was to shed new light on the work-family culture–job satisfaction linkage by examining the moderator effects of gender and parenting status in this relationship. Specifically, we asked whether gender and parenting status would alter the association between work-family culture and job satisfaction. We hypothesized – on the basis of traditional gender roles – that women, and especially mothers, would benefit most from a family supportive organizational culture. We utilized three divergent samples gathered from male (N=768) and female (N=1364) employees in Finland: (1) a female-dominated sample from social and health care; (2) a male-dominated sample from paper industry; and (3) more gender-mixed sample from the ICT company. Work-family culture was described through its positive (work-family support) and negative facets (work-family barriers), whereas job satisfaction was operationalized via a facet-based scale. Hierarchical moderated regression analyses performed separately for the three different organizations revealed that the results for mothers and fathers under the condition of high work-family support differed in the paper mill and the information and communication technology (ICT) company. Thus, in addition to gender, the type of organization also moderated the relationship. Specifically, in the paper mill, mothers benefited more from high work-family support than fathers, whereas in the ICT company the reverse situation held: fathers benefited more than mothers. Thus, high work-family support was associated with higher job satisfaction among mothers in the paper mill and among fathers in the ICT company.     

Delayed Adulthood,Delayed Desistance? Trends in the Age Distribution of Problem Behaviors

As the transition to adulthood becomes more protracted and less orderly, fewer young people occupy adult roles and experience the social control associated with these roles. One might therefore expect behaviors associated with the teenage years to spill over into older age groups, reflecting postponed entrance into full social adulthood. We test this hypothesis by examining trends over time in the age distribution of crime, substance use, and violent death. We find little evidence that behaviors typical of adolescence are moving upward to older ages. Although the achievement of adult roles is being pushed to older ages, this stretching of the transition to adulthood is not reflected in the observed patterns of substance use, violent death, and arrests.     

Motivating Russian workers: analysis of age and gender differences

What motivates Russians to work? Two hypotheses govern this analysis. First, worker motivation is positively correlated with organizational commitment, where organizational commitment is captured by a series of statements related to the employee’s perception of their workplace and the satisfaction expressed about the workplace and job. Second, worker motivation is positively correlated to the expectation that a desired reward will be received in exchange for doing the job well. Using survey data collected in May/June 2000 from 1200 employees in three regions of Russia, this paper: (1) documents the nature and scope of organizational commitment among Russian workers as the transition process draws to a close; (2) identifies the relative importance of select job motivators, as well as the expectation that these motivators will be received in exchange for a job well done; and (3) analyzes the extent of gender and generational differences in organizational commitment and worker motivation. The results can be used not only to begin filling a gap in the motivation literature by extending previous analyses based on US workers, but also to inform Russian and foreign managers about monetary and non-monetary factors to include in designing an effective reward structure. The results also are suitable for use in management training programs in Russia and elsewhere which focus on developing ways to construct more effective teamwork at the workplace.     

How employee involvement affects union commitment

I assess how employee involvement programs affect union commitment attitudes. Analysis of 229 survey responses indicates that participation attitudes have no effect on union commitment levels; previous participation has a positive effect; and organizational commitment has a negative effect. A similar pattern was observed on four subscales of union commitment: union loyalty, responsibility to the union, willingness to work for the union, and belief in unionism. I thank the employees, the unions, and the company at which this study was conducted. Also, I am grateful to suggestions and comments made by participants in the American University Department of Management Research Series. Finally, a word of thanks to Tom Case, Gordon Henry, David Jacobs, and Tom Vonk for their comments on earlier drafts of this paper.     

“I'm Not Going to Leave Her High and Dry”: Young Adult Support to Parents during the Transition to Adulthood

The transition to adulthood is a critical time in the life course, and the role of parental support during the transition has been one of the most prominent discussions in this literature. Yet while research has focused attention on the support passed from parents to young adult children during the transition, it has generally ignored the support that young adults may provide their parents. Utilizing qualitative interviews, this article explores the types of support one group of young adult children provide to their families during this time in the life course. It then examines how this assistance to parents intersects with young adults' ability to meet their own social and human capital goals.     

THE SOCIAL MANAGEMENT OF AMBITION

This study of "the social management of ambition' (Hopper 1968) analyzes the changes in occupational expectations that occur among a group of ambitious high school seniors during the seven years after graduation. The predictions of a socialization and of a social reproduction model of the process of expectations change are compared using data from the National Longitudinal Study of the High School Class of 1972. Loglinear analysis is used to estimate a model, with a focus on the roles played by race, gender, social origins, and marriage. Less than one-fifth of the original sample remained "on track' toward achieving their original goals, most often members of already advantaged groups (whites and those from upper-middle-class homes). Married women were among the "cumulatively disadvantaged,' unlike their single peers. Marriage in particular had very different consequences for members of different social groups.     

Voluntary turnover among non-supervisory casino employees

As gaming is expanding nationally and internationally, existing gaming operations are facing increased competition for employees with gaming experience. This study investigates the factors related to employee turnover in the gaming industry. Workers of six casinos in Reno, Nevada were surveyed concerning their work attitudes and turnover intentions, resulting in a sample of 492 observations. The sample represents all non-supervisory job types typically found in casinos. Pearson correlations and multivariate regression analysis were employed to investigate the relationships among turnover intentions and job satisfaction, specific satisfaction dimensions, organizational commitment, worker perceptions, pay, and labor market conditions. The results show that job satisfaction and organizational commitment are most strongly related to turnover. In contrast to previous findings, labor market conditions and pay play only a minor role in an employee's decision to quit. Instead, perceived lack of job security, satisfaction with supervision, and perceived employer concern with employee well-being emerge among the most important factors. The results imply that employers in the gaming industry can manage employee turnover by providing effective supervision that is based on employee participation and fair treatment of employees. Training of supervisors, therefore, may be a relatively inexpensive method of controlling employee turnover in casinos.