Browsing by Subject "Organizational commitment"
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Item Commitment in the workplace(Texas Tech University, 1999-05) Bybee-Lovering, SandeeOrganizations today, much like those of the past, still struggle with the continual loss of employees. High voluntary turnover rates have both visible and hidden costs for organizations. The total monetary cost of turnover for a firm employing 2,000 people is $14.67 million annually (Hansen, 1997). Essentially, the loss of one employee is equal to that employee's one year salary and benefits (Fitz-enz. 1997). Employee turnover results in additional advertising and training which costs organizations money. Organizations are affected by turnover in more subtle ways as well. Hidden costs include inefficiency, lost opportunities from being understaffed, and poor performance from those workers who must do more to fill the gap (Taylor, 1993). Both visible and hidden costs cut into an organization's profit margin. Consequently, organizations are constantly searching for ways to decrease turnover rates, which would positively influence profit margins. Past research has isolated two variables that impact voluntary employee turnover. The first is organizational commitment, which is simply an employee's identification with and involvement in an organization. The second variable is perceived organizational support, which is the employee's perception of the level of commitment an organization has to that employee. Many studies have alluded to the influence communication has on these two variables, but few have focused exclusively on superior subordinate communication.Item Do Increased Employee Participation; Job Satisfaction, Communication Satisfaction, and Organizational Commitment Affect Employee Intent to Quit In the Casual Dining Restaurant Industry?(2011-08) Tobin, Eric R.; Blum, Shane C.; Boyce, Janice B.; Feng, DuThis study investigated the effect of participative management initiatives on both management and non-management employees in casual dining restaurants. The participants completed a self-administered questionnaire containing questions pertaining to employee perceptions about job satisfaction, communication satisfaction, organizational commitment, and the intent to turnover. Based upon a review of the literature 7 research questions were formulated to analyse two different variables of interest. The first part of this study was designed to determine whether the level of job satisfaction, communication satisfaction, and organizational commitment of the employees in a casual dining restaurant was affected by participative management by the restaurant. The second area of attention of this study was to determine if increased employee participation caused a decrease in an employee’s intent to turnover. Various methods were adopted to collect and analyse the data. Data was obtained from both primary and secondary sources. The data was then examined using correlation and ANOVA analysis. Results indicate that the greatest problem facing organizations today is how best to motivate their employees and consequently increase their job satisfaction.Item Effects of certified nursing assistant program commitment on perceptions of work conditions in Austin area nursing homes(2006) Douglas, Nora Elizabeth; Glenn, Norval; Ross, Catherine E., 1953-Previous research suggests certified nursing assistants may have more positive perceptions of their work conditions, may be less likely to leave their jobs and may also providing better quality care to residents when nursing homes provide interventions such as programs, awards and incentives to their employees. Research has not addressed CNA commitment to these programs and how commitment may interact with the relationship between program participation and work condition outcomes. When CNA's are not committed, any program would have a hard time succeeding. Survey data was collected from 100 certified nursing assistants from seven nursing homes in the Austin area. The survey instrument consisted of four parts soliciting information about CNA demographics, program information and levels of commitment, perceptions of work conditions (empowerment, worker-supervisor relationship, job strain, intent to turnover and job satisfaction) and open-ended questions. Follow-up interviews were conducted with nursing home administrators. The nursing homes were offering a variety of programs, however none were particularly innovative and it appeared that the programs were not successfully integrating the CNA participants into the facility culture. There was no organized effort by nursing home management to develop or improve programs, increase participation or increase commitment among program participants. While only 30 out of 100 CNAs were participating in programs, nursing home effort to increase participation and actual CNA participation were positively correlated; CNAs participating in programs were moderately committed and there was a positive relationship between nursing home effort to increase program commitment and actual CNA commitment. These results indicate more effort is needed to develop and implement programs and increase program participation and commitment. In the absence of programs, certified nursing assistants in the sample still had relatively positive perceptions of their work conditions. There was however, quite a bit of variation within the sample leading me to conclude that more and better programs, along with increased effort to improve participation and develop program commitment, would have a positive impact on perceptions of work conditions. I was unable to determine the role of program commitment in the relationship between program participation and perceived work conditions. Previous research has shown organizational commitment contributes to an organizations’ success. The same should hold true for a specific programs’ success.Item New media communication in education(2012-06) Livingston, Kat; Bichard, Shannon; Baake, Ken; Stoker, KevinResearch and teaching are the crossroads at which higher education exists. Great scholar-researchers in the field understand that new media communication in education is a very fluid area of study, rich with opportunities to glean context and insight in every interaction. This project evaluates the learning processes and experiences that took place in my pursuit of a Master of Science in the interdisciplinary studies of new media communication in education. The research included in this portfolio is a reflection of my growth and development as a professional scholar. The content provides an assessment of the academic work I completed, and a means for self-examination and exploration. The papers within this portfolio draw attention to research and literature related to different elements within the realm of Mass Communications, Educational Instructional Technology, Technical Communication and Rhetoric, and Educational Psychology. The content, research, and subject matter seek to explore various concepts and challenges within these four areas of study. Additionally, this research provides a bridge of understanding in regards to the role of new media communication in education, and analyzes the relationship and connectedness of new media and instructional learning. In the study and exploration of these areas of interest, I was able to gain great focus on a research agenda that concentrates on generating research pertaining to the psychological effects of new media on teachers and students, and how these areas work together to better pedagogy and instruction in education. In analyzing the various issues surrounding Mass Communications, Educational Instructional Technology, Technical Communication and Rhetoric, and Educational Psychology, I was able to develop a greater understanding of the world and a foundation upon which my interest in higher education is built.Item A retrospective study of a nurse residency program and reports of job satisfaction, organizational commitment, and turnover(2011-05) Dion, Kenneth Walter; Yoder, Linda H.; Brown, Sharon; Action, Gail; Becker, Heather; Ulrich, BethThe aging population in the United States and greater access to healthcare due to recent legislative reforms will result in an increased demand for registered nurses. However, meeting this demand will challenge healthcare organizations due to an aging nursing workforce that will be retiring, a lack of new nurses entering the profession due to lack of employment opportunities related to the current macro-economic environment, and the lack of capacity to produce nursing graduates. Furthermore, reported turnover rates of newly graduated registered nurses range from 18 to 60% during the first year of employment. Healthcare organizations implementing structured nurse residency programs have reported success in stemming the tide of new graduate turnover. However, there is a lack of empirical evidence in the nurse residency literature regarding variables that have been shown to decrease turnover of registered nurses. The purpose of this study was to examine the outcome variables of job satisfaction, organizational commitment, and turnover among newly graduated nurse residents in Magnet, Magnet Aspiring, and Non-Magnet Hospital work environments across the US. A descriptive correlational retrospective secondary analysis was completed examining the outcome variables in a sample of 628 newly graduated nurses completing a structured nurse residency program between January 1, 2007 and December 31st, 2009 in general acute care hospitals. The findings from this study demonstrated the difference between job satisfaction at two months, six months, and 12 months among nurse residents in the different work environments. Furthermore, the influence of the residency program on organizational commitment in the context of differing work environments is reported. Moreover, turnover rates following the completion of the nurse residency were found to be lower than the national average for newly graduated nurses. Finally, the relationships between the outcome variables are explicated. The findings of this study will assist in informing healthcare executive’s decision making when considering interventions to decrease turnover of newly graduated nurses.Item The impact of hotel business ethics on employee job satisfaction, organizational commitment, and turnover intention(2012-08) Dimitriou, Christina K.; Blum, Shane C.; Adams, Charlie; Dodd, Timothy H.; Tanner, MarcusWhile there has been some research on ethics in the hospitality industry the amount is not proportionate to the importance of the issue. Hotel organizations can benefit from conducting their business in an ethical and more responsible manner. This study examines the impact of hotel business ethics on employee job satisfaction, organizational commitment, and employee turnover intention. It is proposed that employees who work in an ethical hotel environment will be more satisfied with their job, more loyal to the organization, and have low turnover intentions. It is also proposed that there are strong relationships between job satisfaction, organizational commitment, and turnover intention. More specifically, higher levels of job satisfaction can positively affect organizational commitment, and negatively affect turnover intention. Furthermore, it is supported that hotel employees’ perception of their organization’s ethical climate and their job satisfaction predict organizational commitment. Finally, it is supported that hotel employees’ perception of their organization’s ethical climate, their job satisfaction, and organizational commitment predict their turnover intentions. A number of selected demographic variables (i.e., gender, age, length of work and income) are also analyzed to examine the extent to which they can influence these relationships. Data were collected in the spring of 2012. The survey was distributed in person or online to hotel employees working in various hotel segments ranging from luxury to midscale in the United States and Europe. A total of 217 usable surveys were collected. Bivariate correlation analyses revealed that hotel employees’ perception of their organization’s ethical climate is positively related to job satisfaction, organizational commitment, and turnover intention. The results also showed that job satisfaction is positively related to organizational commitment and turnover intention. Finally, there is a positive relationship between organizational commitment and turnover intention. Results suggested that hotel employees’ perceptions of a positive ethical climate are negatively associated with their organizational commitment. However, their job satisfaction is positively related to their organizational commitment. Results also showed that hotel employees’ perception of their organization’s ethical climate had no significant effect on turnover intention, but their organizational commitment had a positive effect on their turnover intention. Additionally, when further multiple regression analyses controlling for the following demographic variables: the respondents’ gender, age, the amount of time they have worked at the hotel, and their annual income, were conducted, none of those demographic variables was significant.