Multiple roles and organizational commitment

Randall, Donna M.

doi:10.1002/job.4030090403

Cited by 47 publications

(31 citation statements)

References 25 publications

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“…Kirchmeyer's findings, together with the findings of this research, support the spillover hypothesis, according to which individuals tend to cope with increasing organisational and extraorganisational role demands by responding positively to those demands (Randall, 1988). Adding new roles liberates a source of energy for the individual, and rather than having to pay for extensive social involvements, individuals may come away from new involvements more enriched and vitalised.…”

Section: Involvement In the Jobsupporting

confidence: 77%

“…It posits a transference of beliefs, attitudes, and values learned in one setting to another. The degree of involvement at work will be directly related to the degree of involvement in social roles outside the workplace (Champoux, 1981;Randall, 1988). In addition, it is suggested that influences also flow from family and community to work (Crouter, 1984;Price, 1985).…”

Section: Conceptual Framework and Research Hypothesesmentioning

confidence: 97%

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International Replication Note The Growth Value of Good Citizenship: An Examination of the Relationship Between Civic Behaviour and Involvement in the Job

Cohen¹,

Vigoda²

1998

Applied Psychology

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La relation entre politique et emploi n'a pas beaucoup Ct C CtudiCe jusqu'a prCsent. Cette Ctude a mesurC la relation existant entre le comportement civique (altruisme en gCnCral, participation civique, efficacitk politique, dksenchantement envers le gouvernement) et l'implication au travail reprCsentCe par une combinaison de trois dimensions: l'engagement dans l'organisation, les intentions de changement de travail et la perception de ses rCsultats. Les rCpondants Ctaient 268 membres du personnel infirmier appartenant aux organisations de santC publique en Israel. Les rCsultats de l'analyse de rkgression ont indiquC que, de manibre gCntrale, le comportement civique Ctait liC a l'implication au travail. L'altruisme en gCnCral et le disenchantement envers le gouvernement avaient une liaison significative avec l'autre variable, pouvant &tre dCfinie comme modCrCe mais riche en signification. Elle est modCrBe parce que les variables du comportement civique n'expliquent qu'une partie de la variance relative a l'implication au travail. Elle est riche en signification parce que ce rapport existait au dela de l'effet des variables de contr8le. Plusieurs conclusions et recommendations sont prCsenttes en vue d'un examen plus approfondi de cette relation entre comportement civique et les effets du travail.The relationship between politics and the workplace has not received much attention. This study tested the relationship between civic behaviour (general altruism, civic participation, political efficacy, and disillusionment with government) and involvement in the job represented by a combination of three constructs: organisational commitment, turnover intentions, and perceived performance. The respondents were 268 nursing personnel from public health organisations in Israel. Regression analysis findings showed in general that civic behaviour was related to involvement in the job. General altruism and disillusionment with government had a significant relationship with the outcome variable, definable as modest but meaningful. It is modest Requests for reprints should be send to Dr. Aaron Cohen, Department of Political Science, University of Haifa, Mount Carmel, Haifa 31905, Israel. Email: RSPC927@UVM.HAIFA.AC.IL 0 1998 International Association of Applied Psychology 560 COHEN AND VIGODAbecause the civic behaviour variables did not explain a large portion of the variance of involvement in the job. It is meaningful because this relationship held beyond the effect of the control variables. Several conclusions and recommendations are offered for further examination of the relationship between civic behaviour and work outcomes.

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Section: Involvement In the Jobsupporting

confidence: 77%

Section: Conceptual Framework and Research Hypothesesmentioning

confidence: 97%

International Replication Note The Growth Value of Good Citizenship: An Examination of the Relationship Between Civic Behaviour and Involvement in the Job

Cohen¹,

Vigoda²

1998

Applied Psychology

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“…One widely accepted perspective, based on the concept of compatibility, contends that multiple commitments can coexist as long as they are aligned in terms of demands and content (Randall, 1988;Vandenberghe, 2009). When such alignment is missing, conflict is likely to arise (Johnson et al, 2010;Morin et al, 2011: Vandenberg & Scarpello, 1994.…”

Section: Research Path 5 Research On Workplace Commitment Inmentioning

confidence: 99%

The future of workplace commitment: key questions and directions

Rossenberg

Klein

Asplund

et al. 2018

European Journal of Work and Organizational Psychology

101

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This position paper presents the state-of-the art of the field of workplace commitment. Yet, for workplace commitment to stay relevant, it is necessary to look beyond current practice and to extrapolate trends to envision what will be needed in future research. Therefore, the aim of this paper is twofold, first, to consolidate our current understanding of workplace commitment in contemporary work settings and, second, to look into the future by identifying and discussing avenues for future research. Representative of the changing nature of work, we explicitly conceptualize workplace commitment in reference to (A) "Temporary work", and (B) "Cross-boundary work". Progressing from these two themes, conceptual, theoretical and methodological advances of the field are discussed. The result is the identification of 10 key paths of research to pursues, a shared agenda for the most promising and needed directions for future research and recommendations for how these will translate into practice. ARTICLE HISTORY

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“…That is, when we examine the association between work attitudes and overall life attitudes we are looking for spillover or correlation between two sets of attitudes. This does not test the spillover typical American workers may experience between the activities in their work situation and outside of work (Goode, 1960;Piotrkowski, 1979;Randall, 1988). For example, if one experiences role overload because of too many hours spent juggling work roles and roles outside work (Greenhaus and Beutell, 1985), this may not translate into changed attitudes regarding either domain.…”

Section: Study 2 Resultsmentioning

confidence: 94%

Spillover Between Work Attitudes and Overall Life Attitudes: Myth or Reality?

Rode

Near

2005

Soc Indic Res

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It is widely believed that work attitudes influence attitudes toward life overall. We investigated a multivariate model of work attitudes and overall life attitudes using survey data from two nationally representative (U.S.) data sets, one cross-sectional and one longitudinal. Including a comprehensive set of control variables, we found only weak support for the "attitudes spillover" perspective, suggesting that employees often compartmentalize or "segregate" their work and nonwork lives. We consider theoretical and practical implications of these findings.Researchers continue to assert that work life attitudes influence or spill over to overall life attitudes (e.g., Luthans, 2002) despite evidence to the contrary. Support for the spillover hypothesis comes from a classic review of the relationship between job satisfaction and life satisfaction which concluded that the average zero order correlation between the two variables was 0.44, when corrected for attenuation, or explaining about 17% of the variance (Tait et al., 1989). However, results of multivariate analyses, controlling for the effects of living and working conditions on both variables, have indicated that the correlation between life and job satisfaction is much smaller, explaining one percent to 10% of the overall variance (e.g., Andrews and Withey, 1976;Campbell et al., 1976;Near et al., 1983Near et al., , 1984. Additionally, few studies have examined the causality of the relationship, with longitudinal analyses. Using structural equation modeling, Judge and Watanabe (1993) found that job satisfaction at Time 1 predicted life satisfaction five years later, but the effects were small from a practical standpoint (β = 0.07, p < 0.05). Using cross-lag partial correlation analysis and path analysis completed Portions of these analyses were presented at the meetings of the Midwest Academy of Management, 2002, Indianapolis. We would like to thank Tim Judge for his comments on an earlier draft of this paper. © Springer 2005 Social Indicators Research (2005) 70: 79-109

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Multiple roles and organizational commitment

Cited by 47 publications

References 25 publications

International Replication Note The Growth Value of Good Citizenship: An Examination of the Relationship Between Civic Behaviour and Involvement in the Job

International Replication Note The Growth Value of Good Citizenship: An Examination of the Relationship Between Civic Behaviour and Involvement in the Job

The future of workplace commitment: key questions and directions

Spillover Between Work Attitudes and Overall Life Attitudes: Myth or Reality?

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