Predictors of organizational commitment among staff in assisted living.

Department of Sociology and Anthropology, P.O. Box 25000, University of Central Florida, Orlando, FL 32816-1360, USA.
The Gerontologist (Impact Factor: 2.48). 05/2005; 45(2):196-205. DOI: 10.1093/geront/45.2.196
Source: PubMed

ABSTRACT This study examines the role of organizational culture, job satisfaction, and sociodemographic characteristics as predictors of organizational commitment among staff in assisted living. It is particularly important to examine organizational commitment, because of its close links to staff turnover.
Data were collected from 317 staff members in 61 facilities, using self-administered questionnaires. The facilities were selected from licensed assisted living programs and were stratified into small, traditional, and new-model homes. Staff questionnaires were distributed by a researcher during 1-day visits to each facility. Organizational commitment was measured by the extent of staff identification, involvement, and loyalty to the organization.
Organizational culture, job satisfaction, and education were strong predictors of commitment, together explaining 58% of the total variance in the dependent variable. Higher levels of organizational commitment were associated with more favorable staff perceptions of organizational culture and greater job satisfaction. In addition, more educated staff members tended to report higher levels of organizational commitment. Other than education, sociodemographic characteristics failed to account for a significant amount of variance in organizational commitment.
Because job satisfaction and organizational culture were strong predictors of commitment, interventions aimed at increasing job satisfaction and creating an organizational culture that values and respects staff members could be most effective in producing higher levels of organizational commitment.

  • [Show abstract] [Hide abstract]
    ABSTRACT: Objectives.The study sought to identify the varied types of change arising from internal and external influences in assisted living (AL) settings, expanding upon the literature's limited focus on resident decline and staff turnover and clarifying the importance of changes to life and work there.Method.This analysis employed qualitative interviews and observations from 4 studies involving 17 ALs to identify elements of change largely absent from the literature. Case material identified by the research team members relating to persons, groups, and settings exemplifying typical changes, as well as variations across settings, are presented. Multiple domains of AL change were identified, to include those in: (a) the external economic or competitive environments; (b) ownership, management, or key personnel; and (c) physical health or cognition of the aggregate resident population. In many cases, the changes influenced residents' satisfaction and perceived fit with the AL environment.Discussion.Change of many types is a regular feature of AL; many changes alter routines or daily life; raise concerns of staff, residents, or families; or modify perceptions of residential normalcy. Environmental gerontology should more often extend the environment to include the social and interpersonal characteristics of collective living sites for elders.
    The Journals of Gerontology Series B Psychological Sciences and Social Sciences 03/2014; · 3.01 Impact Factor
  • Source
    [Show abstract] [Hide abstract]
    ABSTRACT: This study investigates influence of retention factors on organizational commitment among employees working in public schools, colleges and universities of Pakistan. Retention factors used in study are compensationjob characteristics and career development opportunities. Sample of 250 is selected by using random sampling approach. Data has been collected through questionnaires and response rate of questionnaires is 80 percent. Instrument’s reliability has been checked with the help of Cronbach alpha. Data has been analyzed using descriptive statistics, Pearson’s coefficient of correlation and multiple-regression. Results proven that compensation and job characteristics have significant influence on organizational commitment in general educationdivision of Pakistan whereas career development does not have impact on organizational commitment in general education division of Pakistan. Compensation has higher effect on organizational commitment than job characteristics in general education division of Pakistan.
    Middle East Journal of Scientific Research 01/2013; 17(4):539-545.
  • Source
    [Show abstract] [Hide abstract]
    ABSTRACT: The purposes of this study were to compare work-family conflict, job satisfaction, job stress, psychological health, and job involvement of Korean female office workers by marital status and to identify the factors that influence job involvement. Data were collected through self reported structured questionnaire form 171 Korean female office workers by convenient sampling methods form May 20 to August 15, 2011. After adjusting for age, education level, family monthly income, working periods and turnover number, work-family conflict(=0.54, p
    Journal of the Korea Academia-Industrial cooperation Society. 10/2013; 14(10).


Available from