Personal and Contextual Factors Influencing Risky Decision Making and Risk Taking Behavior

Endriulaitienė, Auksė; Valantinas, Antanas

doi:10.1037/e629892012-002

Cited by 2 publications

(2 citation statements)

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“…It is reasonable to make the presumption that tenure may have different sense in Lithuanian organizations and the focus solely on individual-level factors will fail to detect important sources of variance. It is possible that Lithuanians are quite uncertainty avoidant (Endriulaitiene and Valantinas, 2003), so they stay in organizations longer in order to avoid the uncertainty in their lives. But this does not necessarily lead to higher commitment as in other Western countries (Vanderberghe et al, 2001).…”

Section: Organizational Commitment and Intentionmentioning

confidence: 99%

Individual correlates of organizational commitment and intention to leave the organization

Labatmedienė¹,

Endriulaitienė

Gustainienė

2007

Baltic Journal of Management

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Purpose -The goals of the present study are three-fold. First of all, the paper aims to test the three-component model (emotional, continuance and normative components) of organizational commitment in the Lithuanian population. The second goal is to analyze the relationships among individual factors (age, gender, personality traits) and organizational commitment. Finally, the paper aims to test the hypothesis if there was a relationship between organizational commitment and intention to leave the organization in the Lithuanian sample. Design/methodology/approach -The participants of the study were 105 employees working in various Lithuanian organizations (41 men and 64 women). The average age was 34.9 (SD ¼ 11.6). The subjects completed the questionnaire that included responses to three-dimensional measure of organizational commitment, self-reported measure of temperament, as well as questions about demographic information. Following Meyer et al., intention to leave the organization was assessed with three questions: first, how frequently the employee thinks about leaving his or her current employer; second, how likely it is that employee will search for a job in another organization; and third, how likely it is that an individual will actually leave the organization within the next year. The regression analysis was used to predict the relationships between individual factors and organizational commitment. Findings -The results of the investigation revealed that the three-component measure of organizational commitment is valid in Lithuanian sample. Contrary to expectations, it was found that there was no significant relationship between personality traits and organizational commitment, but there was a significant relationship between organizational commitment and intension to leave the organization. It was also found that there was a significant relationship among organizational commitment, age, and the level of education.Research limitations/implications -The design of the study does not allow making causal statements. In addition, the sample is quite small and may not be representative, so one should be careful to make generalizations to other populations. Third, since all measures used are self-reports, common method variance is a problem, as well as social desirability effects. Practical implications -Organizational commitment is an important research topic of human resource management, having both practical and theoretical implications. Managers could benefit from understanding the predictors of committed manpower because they can initiate the interventions when the problem exists. Originality/value -The research contributes to organizational commitment literature by providing empirical findings and theoretical interpretations regarding the role of individual factors in explaining interrelationships among different forms of organizational commitment and employee behaviour.

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Section: Organizational Commitment and Intentionmentioning

confidence: 99%

Individual correlates of organizational commitment and intention to leave the organization

Labatmedienė¹,

Endriulaitienė

Gustainienė

2007

Baltic Journal of Management

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“…Dixon et al (2005), in other investigation, studied some challenging keys including an investigation of affective organizational commitment in undergraduate interns and reported that there are some relationship between commitment and job experience. According to Endriulaitiene and Valantinas (2003) it makes sense to think that tenure could have various sense in Lithuanian organizations and the focus solely on individual-level factors could fail to detect important sources of variance. It is also possible that Lithuanians were quite uncertainty avoidant, so they stay in organizations longer to prevent the uncertainty in their lives.…”

Section: Introductionmentioning

confidence: 99%

An empirical study to determine effective factors on organizational commitment

Azad¹,

Sadeghi²

2012

msl

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Organizational commitment plays an important role on the success of business units. Many companies rely on their human resources and when some skilled employees leave an organization, there would be a chaos in some organizations especially in small business units. The proposed study of this paper gathers the necessary information from 200 employees who work for custom organization in Iran. The results of factor analysis have indicated there are four factors influencing organizational commitments. The first factor is associated with cultural factor, the second issue is related to human resource based factors while the third factor indicates the behavior based factors and finally empowering based factors are the last item. The ratio of Chi-Square/df is equal to 2.66, which is less than 3 and this validates the results. We have also used structural equation modeling and the results show that the third factor, behavior based components, is the most important factor followed by the second factor, human resource factor. In addition, the third important factor is cultural issues followed by empowering factors.

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Personal and Contextual Factors Influencing Risky Decision Making and Risk Taking Behavior

Cited by 2 publications

References 0 publications

Individual correlates of organizational commitment and intention to leave the organization

Individual correlates of organizational commitment and intention to leave the organization

An empirical study to determine effective factors on organizational commitment

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