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COMMITMENT PROFILES IN GREECE. Yannis Markovits, Rolf Van Dick, & Ann Davis Aston University, Birmingham contact: [email protected] 12 th EUROPEAN CONGRESS OF WORK & ORGANIZATIONAL PSYCHOLOGY 12 – 15 May 2005, Istanbul. Overview. Background Study 1 (private sector)

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commitment profiles in greece
COMMITMENT PROFILES IN GREECE

Yannis Markovits, Rolf Van Dick,

& Ann Davis

Aston University, Birmingham

contact: [email protected]

12th EUROPEAN CONGRESS OF WORK & ORGANIZATIONAL PSYCHOLOGY12 – 15 May 2005, Istanbul

overview
Overview
  • Background
  • Study 1 (private sector)
  • Study 2 (public sector)
  • Conclusions
background
Background
  • Commitment generally positively correlated with job attitudes and behaviours (Meyer, Stanley, Herscovitch & Topolnytsky, 2002)
  • Recently: Profiles, i.e. interactions between forms of commitment (AC, NC, CC) have been introduced and found to be relevant for predicting focal and discretionary behaviours (Meyer & Herscovitch, 2001), commitment to change (Hercovitch & Meyer, 2002), turnover intentions and loyal boosterism (Wasti, 2004) and intention to stay (Gellatly, Meyer & Luchak, 2004)
  • To test it in a different context (Greece) with respect to different correlates (intrinsic and extrinsic satisfaction)
job satisfaction
JOB SATISFACTION
  • Extrinsic satisfaction:
    • e.g., wages level
    • equal and just treatment of employees
    • security and safety
    • co-worker relations
  • Intrinsic satisfaction:
    • e.g., opportunity to use own abilities
    • promotion opportunities
    • feeling of accomplishment
    • chances to be creative
study 1 private sector
Study 1PRIVATE SECTOR
  • Sample size: 1,119 employees from Northern Central part of Greece answered the Job Satisfaction Scale and the Organizational Commitment Scale based on Cook and Wall
  • Response rate: 69%
  • 45.3% men
  • Mean age: 30
  • Educational level: 38.2% Secondary education, 29.3% Technological Educational Institute, 32.6% University
study 1 questionnaire
Study 1 QUESTIONNAIRE
  • Job Satisfaction:
    • Minnesota Satisfaction Questionnaire (MSQ) (Weiss, Dawis, England & Lofquist, 1967)
    • Warr, Cook & Wall (1979). Job satisfaction scale– extrinsic satisfaction and intrinsic satisfaction
  • Organizational commitment:
    • British Organizational Commitment Scale (BOCS) (Cook & Wall, 1980)
    • Lawler & Hall (1970), Mowday, Steers & Porter (1979), and Buchanan (1974)
      • Organizational commitment scale: organizational identification, job involvement and loyalty
study 1 hypotheses
Study 1 HYPOTHESES
  • Hypothesis 1: Employees in the private sector are more extrinsically and intrinsically satisfied with their jobs, if they are totally organizationally committed (P8)
  • Hypothesis 2: Employees in the private sector are highly extrinsically and intrinsically satisfied with their jobs, if they are, at least, feel identified with their organizations (P5-8 > P1-4)
  • Hypothesis 3: Profiles that contain identification are generally higher on intrinsic satisfaction, whereas profiles without identification are generally higher on extrinsicsatisfaction (ES: P1-4 > P5-8; IS: P1-4 < P5-8)
study 1 results

H1

H2

H3

Study 1RESULTS

3-way-interaction

ES: F(7,1118)=11.83, p<.01

IS: F(7,1118)=25.08, p<.01

study 1 implications
Study 1IMPLICATIONS
  • Employees job satisfied (extrinsically and intrinsically) > organizationally committed to organization
  • Human Resource Managers provide organizational environment that employees feel identified
study 2 public sector
Study 2PUBLIC SECTOR
  • Sample size: 476 employees from Northern part of Greece answered the Job Satisfaction Scale, the Organizational Commitment Scale based on Cook & Wall and Meyer, Allen & Smith’s Organizational Commitment Scales
  • Response rate: 62%
  • 47.3% men
  • Mean age: 39
  • Educational level: 11.6% Secondary education, 21.4% Technological Educational Institute, 67% University
study 2 questionnaire
Study 2QUESTIONNAIRE
  • Job Satisfaction:
    • Minnesota Satisfaction Questionnaire (MSQ) (Weiss, Dawis, England & Lofquist, 1967)
    • Warr, Cook & Wall (1979). Job satisfaction– extrinsic satisfaction and intrinsic satisfaction
  • Organizational commitment:
    • British Organizational Commitment Scale (BOCS) (Cook & Wall, 1980).
    • Lawler & Hall (1970), Mowday, Steers & Porter (1979), and Buchanan (1974)
      • Organizational commitment scale: organizational identification, job involvement and loyalty
    • Meyer, Allen & Smith’s (1993) Organizational Commitment Scales
      • (Affective commitment scale, Continuance commitment scale and Normative commitment scale)
study 2 hypotheses
Study 2HYPOTHESES
  • Hypothesis 4: Employees in the public sector are more extrinsically and intrinsically satisfied with their jobs, if they are totally organizationally committed(P8; C8)
  • Hypothesis 5: Employees in the public sector are highly extrinsically and intrinsically satisfied with their jobs, if they are, at least, feel identified with their organizations or affectively committed(P5-8 > P1-4; C5-8 > C1-4)
  • Hypothesis 6: Profiles that contain identification (or AC) are generally higher on intrinsic satisfaction whereas profiles without identification (or AC) are generally higher on extrinsicsatisfaction(ES: P1-4 > P5-8; IS: P1-4 < P5-8) ; (ES: C1-4 > C5-8; IS: C1-4 < C5-8)
study 2 results cook wall

H2

H1

H3

Study 2RESULTS(Cook & Wall)

3-way-interaction

ES: F(7,475)=5.14, p<.05

IS: F(7,475)=0.03, ns

study 2 results meyer allen smith

H1

H2

H3

Study 2RESULTS(Meyer, Allen & Smith)

3-way-interaction

ES: F(7,475)=5.19, p<.05

IS: F(7,475)=13.10, p<.01

study 2 implications
Study 2IMPLICATIONS
  • Public sector employees job satisfied (extrinsically and intrinsically) > organizationally committed to public authority
  • Directors and Human Resource officers of public sector organizations should provide organizational environment that employees feel identified and affectively committed
conclusions
CONCLUSIONS
  • Interactions between forms of commitment seem to exist and be relevant for the employees’ mindsets
  • By and large, forms of identification, respectively affective commitment seem to be key
  • Strength and limitations:
    • Large samples, Replication across sectors
    • Cross-sections, self-reports
added results 2006 meyer allen smith
ADDED RESULTS – 2006(Meyer, Allen & Smith)

3-way-interaction

F(7,233)=7.39, p<.01

added results 2006 meyer allen smith1
ADDED RESULTS – 2006(Meyer, Allen & Smith)

3-way-interaction

F(7,233)=4.22, p<.05

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