Questions related to Organizational Commitment
I'm researching organizational commitment and I'm looking for the Cronbach alphas of the original Meyer and Allen (1990) organizational commitment scale and the revised version of Meyer, Allen, and Smith's (1993) organizational commitment scale respectively.
Am conducting research on the relationship between Happiness at work and Organizational commitment. Am using Meyer and Allen's (1993) OCS to measure the three aspects of organizational commitment. Am looking for a reliable and valid scale that can measure happiness at work to achieve a better result. It is my undergraduate project and I will be facing internal and external defense after my study so I also need other useful suggestions on how to achieve better results in this project. Am just a beginner as far as research is concerned.
Am conducting a study on organizational commitment and am looking for a scale that has high reliability that I can easily use for my study to achieve a better result.
I am using two sample sizes for the independent variables: transformational leadership and intrinsic motivation. One dependent variable turnover intention and a moderating variable organizational commitment. The moderating variable is used for the independent variables.
When determining the sample sizes using G*Power I am a bit confused as to which tests to use, I do know it is the priori, two tail, power .90, medium or large effect size, and alpha 0.01.
Any insights, advice, or pointing me in the right direction to find the information would be greatly appreciated. Thanking in advance.
Kindly, share with me the link to the Farsi Translation of Organizational Commitment by Allen and Mayer 24 scales questionnaire.
Thanking you in advance for your cooperation and help.
Mohammad Qais Rezvani
I want to use in my research the questionnaire developed by 'Natalie Allen and John Meyer' to measure Organizational Commitment (https://www.sciencedirect.com/science/article/abs/pii/105348229190011Z). These researchers used the 7 point scale to measure Organizational Commitment.
May, I use 5 point scale instead of 7 point scale on the same questionnaire?
I would like to inform that I am a student candidate for Ph.D. at Kurukshetra University and my subject relates to Organizational Commitment and job satisfaction of University Teachers.
I am interested in using the scale (OCQ) of the 24 questions. I was wondering if there is an English or Persian version for it.
Could you please inform me how I can get this scale?
Thank you in advance for your cooperation and help.
Mohammad Qais Rezvani
I am currently conducting my research for a master's mini dissertation and I am examining group cohesion as a driver to predict employee commitment and withdrawal behaviour. I would like to find out where can I get access and permission to use the following questionnaires:
- Group Environment Questionnaire (GEQ - 18 items)
- Organizational Commitment Scale (OCS - 18 items)
- Turnover Intensions Scale (TIS - 6 items) Would you please advise regarding my request? I look forward to your response and hope to hear from you soon
I am a master's student, working on my thesis. One of the instruments I need to use is Meyer and Allen Organizational Commitment Questionnaire. Since I am doing a replication study, I need the questionnaire translated in Swedish, either the 1993 or the 1999 version. Does anyone have a Swedish translation?
Hi! Here is the situation:
The researcher gathered data from 52 random managers and 102 random employees (and these employees are not necessarily under the said managers). She would like to measure if the emotional intelligence of the managers influences the work performance and organizational commitment of the employees. It was suggested to do regression here, but I advised otherwise as there are two different groups involved. What would be the best statistical tool for this?
Where can I find secondary data on the relationship between organizational change cynicism and organizational commitment? So that I can re-analyze it for my dissertation. Of course credit will be given to the original researcher(s).
Hi, Currently I got a project from manufacturing company which has TPM concept. How can I combine perceived TPM excellence and the employee commitment in the manufacturing company. Can you help me with any questionnaire to be used in project?
For a thesis idea I wanted to combine the process-oriented famous John P. Kotter 8-step change management Framework with the contextual dependencies from the Balogun and Hope Hailey Change Kaleidoscope and the individual characteristics of people ( co-workers) involved in the change process? With the formulation of the Research question as in: What type of people are needed in each phases of the Kotter process ( and involving the context perspective from the change kaleidoscope?
Do you think there is enough academic evidence / literature to forumulate such propositions for each (change) step to say what charactericts of people are needed? For example resilient and goal oriented Workers in the 1. Step: Establishing a sense of urgency (for change) and so on
I'm looking to calculate the overall correlation based on correlations in subgroups.
To give an example, i've made scatterplots in the pictures attached. In the first picture (figure 3), looking at all data points, the correlation seems to be positive, but when limited to within a the subgroup (the circles) the correlation seems to be negative.
So my question is whether there is a test in SPSS or R that i can use to determine the overall correlations within the two categories.
I suggested McClean and Collins (2011) and my supervisor noted that it does not include all the relevant dimensions. I am reading around the topic of HCHR, so any good relevant papers are also appreciated.
Balay's organizational commitment scale was done in 2000 and seems to be references everywhere. But I can't seem to find the scale or the questions for it. Any help would be great as to where I can find it.
I have a question with the factor analysis, you have to do before doing the multiple regression.
I am doing a confirmatory factor analysis.
I am using scales that were already used by different papers. Is it right to put all the variables you have in the factor analysis in SPSS or is it also possible to do a factor analysis for each of your constructs. Because when I put all variables that I have got in one factor analysis, some items are loading on more than one factor. If I do single factor analysis my outcomes are much better.
Thank you so much for your help!
I'm currently working on a project to find the effect on job satisfaction(JS), organizational commitment(OC), and OCB.
1)Can I test the mediation effect on organizational commitment on JS and OCB as well as job satisfaction on OC and OCB in the same research? or
2)since it represents two different models; can I test it in the same research study
I am a PhD candidate at Capella University and I would like to use the affective and normative commitment questions for my dissertation. Can you please advise how I make this request and get permission?
Hi everyone. I am in the final stages of my thesis writing and my supervisor told me I can use Anova, OLS, PLS and it can be moderation, mediation or interaction. It's all up to me. Now, that has given me many options and I find it very difficult to decide as I'm not very experienced with quantitative research and using SPSS.
I am studying the relationships of job satisfaction and organizational commitment with organizational citizenship behavior, but with the addition of individual values. I propose that holding certain values alters the relationship between the other variables. I think this is a moderating effect, would you agree?
My main problem is that I don't know what would be the best way to analyze this model. I know for basic regression I would have to combine all items into one variable and this is not necessary for PLS so I'm leaning towards PLS, but how can I test the effect that the values (or a few of them) have on the other IV-DV relationships?
I include a picture of my model in SmartPLS where I have combined the items of the IVs and DV into single variables.
Hello everyone. I am asking for help because I am completely confused.
For my thesis research, I am looking at how a person's individual values affects their job satisfaction and their organizational commitment, and in turn their organizational citizenship behavior (OCB). I've identified satisfaction and commitment as the foremost predictors of OCB from literary research, and want to test this relationship. In the below model you can see the dimensions of each concept, which I have based my survey items on.
Now my primary problem is that I have no idea how many hypotheses I have to test based on my conceptual model, or if this is my own choice (?). Here are my questions:
- Can I decide to divide the values in two sets, and say -for example- h1: org. commitment positively affects OCB, h2: set 1 positively affects org. commitment, so h3: set 1 positively affects OCB through org. commitment?
- And if so, do I have to use the same sets of values to base my hypotheses on for satisfaction, or can I make a different combination for the values > satisf. > OCB path?
- Also, is the arrow through the middle from values to OCB necessary for what I want to find out, or can I omit that relationship?
- And finally, I plan on doing my analysis through PLS path modelling. Is that correct or would you recommend a different method?
I am testing a hypothesis on the differences in organisational commitment among working and non-working students. Given that organisational commitment is manifested in three dimensions, namely - normative, affective and continuance, do I need to run MANOVA with the three dimensions of the dependent variable in one go or shall I run multiple ANOVAs for each dimension separately?
There are some papers which prove that WB leads to OC whereas there are almost the same number of research done which states the reverse. Is there any seminal work done on the actual causal relationship between the two?
For a group project, we are researching the relationship between educational level and organizational commitment. Since there are conflicting findings, there probably is a moderator involved in this relationship. My group found one suggestion in a paper that the moderator could be work experience of an employee. Unfortunately, this argument is not strong enough, and we are having difficulties finding moderators in papers.
Is there anyone that could help us with suggestions for the moderator work experience? Or any other moderators?
Thank you in advance!
Trying to elucidate the relationship between psychological contract of temporary employees and their organizational commitmnet- preferably temporary employees in a University setting.
Could you share please links to researches about to what extent the commitment of an employee is affected by other variables?
I am doing a matrix in order to know what previous studies have been done about the relationship between commitment and other variables. If you have done one investigation, or know some study, I will appreciate your contribution. Sincerely, Cristina from the Philippines
Based on factor analysis in SPSS, I got these items for organizational commitment. I applied the Allen and Meyer (1990) questionnaire, which consists of three constructs: affective commitment, Continuance commitment and normative, but I got these five components, which name will be take every scale in these factor analysis? Is it possible to extend the effective and normative dimensions? Please find attached PDF file of factor analysis.
I did find a lot of papers on that matter, but never found a listing of the actual items used.
Can you please help me with that?
I Want to add some axis (questions, items) to my organizational commitment survey, to know if employee commitment is the result of managers competency?
First topics of my design survey is based from TCM (Three-Component Model) Employee Commitment Survey, Academic Users Guide 2004, John P. Meyer and Natalie J. Allen, I want help to add some items to the survey to know if the employee commitment is the impact of managers competency?
I resume, I want two topics, one if there is commitment, second if it is by there managers
My topic is Relationship between transformational leadership style and affective organizational commitment: a study based on functional level employees .
Also i would like to ask in questionnaire to determine the transformational leadrship behaviour can i write "My supervisor" Communicate a convincing vision for the future. or should i replace it with my leader?
what is the best targeted sample of questionnaire that related for the impact of green HRM practices on employee engagement and organizational commitment and performance ?
Hi dear researchers.
I have worked in Organizational commitment topic, and I was confused by the concept of Organizational loyalty, is it a synonym of Organizational commitment?
Even though many researchers consider them as synonyms I suggest that organizational commitment has an obligatory action, i e the other one is an optional action. thus, many researchers used the first concept commonly
in Law (legacy aspect.however, they used loyalty in Marketing practices.
im conducting a research on relationship between public leadership roles and organizational commitment.
I am looking for studies that found significant strong correlation between transactional leadership (or one of its components - contigent reward or managemen-by-exception) and organizational commitment.
Your help is very much appreciated.
I am conducting a study for my mba thesis of effects of organizational culture and knowledge sharing on organizational commitment, but I don't have any paper concern about this, the most is how to combine the knowledge sharing with organizational culture in framework.
Please help me understand more about this one.
Thank you in advance,
For my Ph.D. thesis Emotional Intelligence its impact on Performance of Employees and Organizational Commitment. I have taken 108 questions, For emotional intelligence, I got reliability 0.96 and for my contextual performance I got 0.69 task performance is 0.88 and organizational commitment is got 0.61
Can anyone help whether my reliability scores are good for study?
I want to measure organizational commitment in higher educational faculties and I think that it is appropriate to know if the faculty has satisfaction in what s/he is doing. Any questionnaire that could be of help? Any author related with the topic?
Thank you very much!
I've used a STANDARD TOOL for my research, in which all the dimensions of the tool are already presented. now my question is;
1. can i use factor analysis for this standard tool?
2. if not....why it is not possible?
3. what are the other statistical method to determine dimensions of the particular variable (ex. Organizational Commitment, too developed by Allen Meyer) of standard tool.
Expecting your Kind reply in this regard
I am interested in measuring Organizational Commitment in faculties of Higher Education Institutions, but I am having troubles in finding the original questionnaires. Where can I find the questionnaires? Any of them will be of great help. Thank you very much! CJ
I am currently preparing a thesis proposal for a study of the effect(s) of gender stereotypes and discrimination on aspects of employee well-being. I intend to survey employees on their experiences of gender stereotyping/discrimination and the effect of these experiences on (a) job satisfaction, (b) organizational commitment, (c) turnover intentions, and (d) withdrawal behaviors. Thus, I am interested in investigating the relationship between gender discrimination and the aforementioned occupational outcomes. I have been researching appropriate measures for these constructs but have yet to reach a consensus on what to use.
Through my research I have found many scales that measure sexism, although the majority are mostly-if not entirely-attitudinal measures. Below is the current list of my top choices to measure gender stereotypes, sexism and discrimination (in descending order):
(1) Schedule of Sexist Events
(2) Stigma Consciousness Questionnaire
(3) Ambivalent Sexism Inventory
The Schedule of Sexist Events scale is my top choice currently as it most closely measures actual behavioral instances of experienced discrimination (SSE-Lifetime and SSE-Recent). A limitation of this scale, however, is that it samples women exclusively. If at all possible, I would like to use a measure that allows for a heterogeneous gender sample. Based on others' experience, does anyone have any recommendations for measures to use? Does anyone have any experience with the SSE or SCQ and ASI? Any and all recommendations would be greatly appreciated. I am not trying to determine whether an individual holds sexist beliefs, but rather if and how much an individual has experienced gender discrimination.
Thus far I have chosen the following measures for the remaining variables (but I am open to change):
Job Satisfaction: Job Satisfaction Survey (Spector, 1985).
Organizational Commitment: Organizational Commitment Questionnaire (Mowday, 1979)
Turnover Intentions: Turnover Intention Scale (TIS-6)
Withdrawal Behaviors: N/A
I am comfortable with my choices of the JSS and OCQ. I am, however, uncertain of the TIS-6 and have not been able to find a verified and valid measure for withdrawal behavior. Any suggestions on scales/surveys/questionnaires that would fit these variables would be greatly appreciated.
Thank you for your time and consideration!
For my Ph.D. study " Impact of Emotional Intelligence on Performance of Employees and Organizational commitment in Software Industry" for this I have taken Goodman scale of 18 items of Contextual and Task performance is good for the study?
Can we take predefined scales for study?
I am doing a research for my bachelor degree. I make a research about the role of volunteer satisfaction to organizational commitment in nonprofit organization
Autocratic, Democratic, Laissez-faire
Affective commitment, Continuance commitment, Normative commitment
would somebody kindly help me to arrive at conclusion of extracting factors from the given results of component rotated factors ran through principal component analysis with varimox rotation in SPSS. I have following queries.
Job satisfaction is a unidimensional scale but it loads on three different factors and on those three factors (1,5 & 7) no other items of other scales are loaded. Can i take all these items of job satisfaction that are loaded on 1, 5 & 7?
Likewise, Organizational commitment (Affective commitment) is also a unidimensional scale but loads on two different factors, should I take all these items or , how to deal with this situation?
I need some references about psychological commitment and the only book I found was "The psychological of commitment" for Kiesler 1971. The book is great but I obviously need more up to date books and studies. Most of the studies I found were focusing on the commitment in the context of organisational studies which is not what I am looking for.
Could you help me with this please.
I am estimating a moderating model in Amos, and I ended up with r-squared values of 10 and 18. are these values ok? what is the minimum expected?
are these values ok?
what is the minimum expected?
how to improve it?
Any references for further reading and citing?
thank you in advance.
It's a common catchphrase that "employees are our most important asset". But in real life many have encountered a striking paradox, where people as whole are really important while each individual is close to expendable. Is this so in your experience? Can you provide examples, arguments or links to a research regarding this? If so, what are the reasons for this kind of paradox?
As most are familiar with the concept of micro and small enterprises, which works with many challenges like, lesser hierarchy, limited employees, issue relating to finance where the affordability of higher pay is an issue. In this situation how to motivate an employee with higher qualification ( say Post Graduation and above) and experience with more than eight years. You can give your suggestions by considering the above said challenges.
Mediating role of perceived organizational support (POS) linking corporate volunteerism and organizational commitment.
Is organizational commitment scale a second order factor or first order factor? I am going to carry out CFA of Commitment scale. whther to measure it as first order factor putting all 16 items in AMOS, drawing covariances in three dimension or modeling it as a second order construct
Dear Dr. Meyer,
I would like to inform you that I am a student candidate for a PhD in Cyprus University of Technology and my subject relates to job satisfaction, leadership style and commitment of physicians in public hospitals in Cyprus.
I am interested in using the scale (OCQ) of the 18 questions (1993). I was wondering if there is a Greek version for it.
Could you please inform me how I can get this scale?
Thank you in advance
Based on the literature review I expect the relation between budget participation (IV) and budget slack (DV) to be not significant, however budget participation seems to play a key role in the development of budget slack through the interaction with other factors. Therefore I expect the variables information asymmetry, budget emphasis and organizational commitment (all 3 MV) to moderate the not significant relation between participation and budget slack. I am also interested in the direct effect of these moderator variables.
My main questions are:
* Is it possible to research moderator interactions on a not significant relation
* Is is possible to use information asymmetry, budget emphasis and organizational commitment both as a moderator- and idependent variable
* Is it possible to perform a OLS Regression on this conceptual model
I have encountered the following challenge: I have two continuous IV's (team commitment TC and organizational commitment OC) and two continuous DV's (i.e. team-directed helping behavior and organizational-directed extra-role behavior), and several covariates (age, gender, tenure).
The aim of my research is to show that there are cross-level additive and interactive effects (i.e. 1 - TC predicts organization-directed extra-role behavior over and above OC; 2 - OC predicts team-directed helping behaviors over and above TC; 3 - the two commitments interact in their positive effects on team- and organization-directed outcomes).
I used two approached to see whether there are additive and interactive effects of the two IV's on the
1. a variable-centered approach (multiple regression)
2. a person-centered apporach (ANCOVA) where I formed different commitemnt patterns based on a median split of the IV's (i.e. low TC - low OC; low TC - high OC; high TC - low OC; and high TC - high OC) and examined the effect of these patterns on the DV (differences in group means).
If I run a multiple regression (variable-centered apporach), I get a significant interaction effect TC*OC on the DV. However, if I compare means based on the ANCOVA, I do not get significant differences in means between the high-high group (dual commitment) and the high-low group (unilateral commitment to the organization but not to the team).
I try to make sense of that. At first glance, the fact that there is a significant additive and interaction term in the regression analysis should also lead to significant mean differences in ANCOVA. However, that was not the case. Can anyone help?
Is the relationship between leadership styles and organizational commitment among employees in a private university? Could we say about "the best leadership styles" in a private university?
I am searching for any research done on meta-analysis on organizational commitment, already acquired one from Prof J P Meyer and Associates
Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences.
Meyer, John P.; Stanley, David J.; Herscovitch, Lynne; Topolnytsky, Laryssa
Journal of Vocational Behavior, v61 n1 p20-52 Aug 2002
Can anyone suggest more?
According to self-determination theory (Deci & Ryan) external regulation behaviors are performed to satisfy an external demand or obtain an externally imposed reward contingency. Individuals typically experience externally regulated behavior as controlled or alienated. This contrasts with intrinsic motivation which is deﬁned as the doing of an activity for its inherent satisfactions rather than for some separable consequence. When intrinsically motivated a person is moved to act for the fun or challenge entailed rather than because of external prods, pressures, or rewards.
i am doing a research on organizational commitment by using meyer and allen's 1997 scale. This scale includes the commitment's types of which each has six items. when i ran EFA on my data, i ended up with less items for each commitment's type.
Now, given it is a pre-validated in western countries, and my research is conducted in Arab countries, what could be the justification for such less items' per commitment's type.
Thank you in advance.
What is the latest approved scale for measuring Organizational Commitment? Can we use the same scale to measure commitment of Volunteers?
I plan to do research on employee engagement. Would like to study research papers on employee engagement. Can anyone connect me with research papers on employee engagement?
I want to examine the direct relationships between workplace spirituality and employee attitudes (job satisfaction and organizational commitment) through correlation analyses. The Shapiro wilk tests for the questionnaire items of all three variables are significant. On the other hand, skeweness and kurtosis values are within the range +/- 1.2. Should I go for linear regression analysis?
Does a leader's authentic leadership practice and leadership communication impact a follower's organizational commitment? What factors make a significant difference in leadership?
On employees' organizational commitment, I want to research the effect of vision, humility and empowerment and trust and dependent variables.
Now I'm in collecting the review of organisational commitment. According to review, many of them noticed and doing their research in organisational commitment in three dimension i.e affective commitment, continous commitment & normative commitment. How can I split my organisational commitment questionnaire in this dimension?