ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL COMMITMENT IN PAKISTAN
Notice bibliographique
Résumé
This thesis set out to explore and examine the antecedents and consequences of organizational commitment in public sector employees of Pakistan. In achieving this goal, a few measures of the constructs hypothesized to be the antecedents and consequences of organizational commitment were developed and validated. A study was conducted to examine the generalizability of Meyer and Allen's (1991) three-component model of organizational commitment besides several other studies aimed at examining the dimensionality, internal consistency, and validity related issues. Results on the Urdu translation of the measures indicated the both the versions do not differ significantly in terms of concept and meaning and assess the same construct in both the languages. Results related to dimensionality of the three component organizational commitment models indicated that the model is partially generalizable in our context. Internal consistency levels of Affective and Continuance Commitment Scales were satisfactory,' however, Normative Commitment Scale exhibited relatively low internal consistency reliability. The findings on the dimensionality of the Continuance Commitment Scale did not support the existence of two separate dimensions, i.e., Continuance Commitment-Personal Sacrifice and Continuance Commitment-Lack of Alternatives, thereby indicating that both feelings of personal sacrifice and perceptions of available alternatives constitute continuance commitment and that it should be treated as a unitary construct. The results of Confirmatory Factor Analysis (CFA) indicated that despite substantial correlation, affective and normative commitment should be distinguishable. The results of the study conducted to examine the convergent validity between Affective Commitment Scale and Organizational Commitment Questionnaire revealed that both the measures are very similar and measure the same construct. CFA of the combined set of Affective Commitment Scale and Organizational Commitment Questionnaire revealed that Organizational Commitment Questionnaire items loaded with Affective Commitment Scale items on a single factor. This finding also supports previous theoretical and empirical evaluation of both the Affective Commitment Scale and Organizational Commitment Questionnaire (For example, Allen & Meyer, 1990,' Cohen, 1996; Dunham, Grube, & Castenada, 1994,' Hackett, Bycio, & Hausdorf, 1994; Meyer & Allen, 1984; Randall, Fedor, & Longenecker, 1990). Cross- cultural comparison on the mean levels of Affective, Continuance, and Normative Commitment Scales between our sample and those reported in other cultural contexts revealed that Pakistani and Chinese employees were higher on affective and normative commitment as compared to Canadian and south Korean employees who scored high on continuance commitment. Models developed each in antecedents and consequences variables were tested through LISREL. The results of the study conducted to examine these models revealed that intrinsic work values and internal work motivation are the strongest antecedents of affective and continuance commitment. However, these variables did not show a statistically significant relationship with normative commitment. Thus, the model incorporating intrinsic work values and internal work motivation and organizational commitment dimenions (affective and continuance) appeared to be the best fitting model of antecedents. Similarly, the best fitting model of consequences demonstrated that organizational citizenship behavior and procedural justice were the important variables and showed significant impact on affective and normative commitment. The study also showed that besides being influenced through affective and normative commitment, procedural justice also has a direct impact on organizational citizenship behavior. The results of the study conducted to replicate the best fitting LISREL models revealed that the tested models for antecedents and consequences do not fully replicate the data, however, taken into account the lack of prior theory and research on which these models could be based on, these may be considered adequate. The results of investigations to examine differences across gender on antecedents and consequences revealed that overall, men and women do not differ significantly on these variables. However, male employees exhibited high scores on turnover intentions as compared to their female counterparts who were significantly higher on normative commitment, job satisfaction, and internal work motivation. The overall findings of this thesis provide a framework for exploring dimensionality, antecedents, and consequences of organizational commitment. Finally, theoretical and methodological implications, limitations, and directions for future research are discussed in detail.
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Comment cette classification a été obtenuedéplier
Prédiction machine sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Le volet Gemma est une étiquette directe du modèle pour chaque travail de la base, lue sur la notice réduite au titre. Le volet Codex est un classifieur appris des 10 348 étiquettes directes de Codex et calibré sur les taux pondérés de l'échantillon; les champs sans appui suffisant ne portent aucun appel Codex. Le mode candidate est l'union des deux volets; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont pas des étiquettes humaines.
Scores du classifieur distillé par catégorie (deux têtes)
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,001 | 0,003 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,000 | 0,000 |
| Bibliométrie | 0,001 | 0,001 |
| Études des sciences et des technologies | 0,002 | 0,001 |
| Communication savante | 0,001 | 0,000 |
| Science ouverte | 0,000 | 0,001 |
| Intégrité de la recherche | 0,000 | 0,001 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,004 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule source (Gemma direct ou Codex distillé), pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».