The dimensionality of professional commitment

Bagraim, Jeffrey

doi:10.4102/sajip.v29i2.104

Cited by 38 publications

(36 citation statements)

References 30 publications

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“…Also, in the case of career commitment, different definitions were developed by Amatea, Cross, Clark & Bobby (1986), Blau (1988) and Greenhaus (1971). Along similar lines Bagraim (2003) and Morrow and Goetz (1988) have used different measures to operationalise professional/ occupational commitment. Similar evidence exists in another work-related focus, i.e.…”

Section: Lack Of a Comparative Theoretical Basis Between Commitment Focimentioning

confidence: 99%

Concept redundancy and contamination in employee commitment research: Current problems and future directions

Roodt

2004

SA j ind psychol

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It is generally accepted that employee commitment has a significant impact on organisational performance. The primary goal of this article is to indicate that the ‘commitment/involvement’ concept did not evolve in an evolutionary and progressive fashion. Several problems in the development course of mainly three streams of research literature are indicated. Arguments are presented for indicating causes of concept contamination and even redundancy. In order to bridge these problems, a motivational approach as an integrating mechanism on a metatheoretical level is presented as a solution. The outcomes thereof should lead to better order on a theoretical level and to the parsimonious use of commitment concepts.<p> <strong>Opsomming</strong> <br>Dit word algemeen aanvaar dat werknemertoewyding ’n duidelike impak op organisasieprestasie het. Die primêre doel van hierdie artikel is om aan te dui dat die ontwikkeling van die ‘betrokkenheid/toewydings-’ konsep nie evolusionêr en progressief verloop het nie. Verskeie probleme in die ontwikkelingsgang van hoofsaaklik drie strome navorsingsliteratuur word aangedui. Argumente word aangevoer wat op oorsake van konsepkontaminasie en selfs -oorbodigheid dui. Ten einde hierdie probleme te oorkom, word ’n motiveringsbenadering as integrerende meganisme op ’n meta-teoretiese vlak as oplossing voorgehou. Die uitkoms daarvan behoort tot beter orde op teoretiese vlak en tot die spaarsamige gebruik van toewydingskonsepte te lei

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Section: Lack Of a Comparative Theoretical Basis Between Commitment Focimentioning

confidence: 99%

Concept redundancy and contamination in employee commitment research: Current problems and future directions

Roodt

2004

SA j ind psychol

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“…[4][5][6] Normative professional commitment is related to one's identification with the profession and organization. An AT with a strong normative commitment has adopted beliefs and attitudes likely through professional socialization 7 and remains committed because of his or her enthusiasm for the role. Role strain, role overload, and work-life balance problems have been reported in the collegiate practice setting 4,8,9 ; these are often facilitated by working long hours, feeling underappreciated, and a lack of resources, mostly in the form of insufficient full-time staff members to provide appropriate medical coverage.…”

mentioning

confidence: 99%

Athletic Trainers' Barriers to Maintaining Professional Commitment in the Collegiate Setting

Mazerolle

Eason

Pitney

2015

Journal of Athletic Training

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Context: Professional commitment simply describes one's obligation to his or her work. For athletic trainers (ATs), the demanding work environment and job expectations may affect their characterization of professional commitment. Our breadth of knowledge regarding professional commitment within athletic training is narrow.Objective: To evaluate the professional commitment of ATs in the collegiate setting.Design: Qualitative study. Setting: Collegiate.Patients or Other Participants: Thirty-three Board of Certification-certified ATs employed in the collegiate setting (National Collegiate Athletic Association Division I ¼ 11, Division II ¼ 9, Division III ¼ 13) with an average of 10 6 8 years of clinical experience volunteered. Data saturation guided the total number of participants.Data Collection and Analysis: Online journaling via QuestionPro was completed by all participants. Multiple-analyst triangulation and peer review were conducted for data credibility. Analysis followed a general inductive method.Results: Four themes speak to the factors that negatively affect ATs' professional enthusiasm and commitment: (1) life stage, (2) work overload, (3) organizational climate, and (4) human resources. The latter 3 speak to the effect the workplace can have on ATs' professional commitment, and the first speaks to the effect outside responsibilities can have.Conclusions: Our results suggest that several of the factors that negatively influence the professional commitment of collegiate ATs are modifiable organizational components. Developing resiliency strategies at the individual and organizational levels may help to facilitate improved professional commitment for the AT.Key Words: resiliency, organizational climate, role overload Key PointsProfessional commitment describes one's emotional attachment to a profession, the sense of obligation to the profession, and the cost : benefit perception of departure from the profession. The professional commitments of collegiate athletic trainers were negatively affected by their life stage, work overload, organizational climate, and human resources. Work overload, organizational climate, and human resources are components that can be addressed at the organizational level to facilitate work-life balance and enhance professional commitment.

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“…Step 1 EFA results, as well as Irving et al (1997), Meyer et al (1993), Snape and Redman (2003), Bagraim (2003), and Xu and Bassham (2010). The four-factor model 6 items from value and dignity, 6 items from responsibility and willingness keywords, but 3 items from benefit keyword and 3 items from alternative keyword, as supported by Carson, Carson, and Bedeian (1995), as well as by Blau (2003Blau ( , 2008.…”

Section: Resultsmentioning

confidence: 90%

“…Also, some others focused on both attitude and behavior (Aranya & Ferris, 1984;Aranya, Kushnir, & Valency, 1986;Aranya, Pollock, & Amemic, 1981). On the other hand, London (1983), Noe et al (1990), and Grzeda and Prince (1997) focused on motivation, while Bagraim (2003), Irving et al, (1997), Meyer et al, (1993), Meyer and Herscovitch (2001) focused on psychological states.…”

Section: Introductionmentioning

confidence: 99%

“…Although the three-dimensional commitment scale (Meyer et al, 1993;Meyer & Herscovitch, 2001) is popular among practitioners, some researchers have pointed out that the scale may not applicable regardless of occupations (Culpepper, 2000;Blau, 2001Blau, , 2008Bergman, 2006;Jaros, 2007;Xu & Bassham, 2010). On the other hand, some others developed professional commitment scales with an intention to be used for specific occupations (Blau, 1988;Morrow & Wirth, 1989;Grzeda & Prince, 1997;Bagraim, 2003).…”

Section: Introductionmentioning

confidence: 99%

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An Evaluation of Items and Dimensional Structure of a Scale to Measure Teachers’ Professional Commitment in Thailand

Tansakul¹,

Kamata²,

Patarapichayatham³

et al. 2015

ASS

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The purpose of this study was to examine the items and the dimensionality of a scale to measure professional commitment of teachers in Thailand. Data were collected by in-depth interview and questionnaire. The content analysis was conducted with the qualitative data for the purpose of item writing. Differential item functioning (DIF), exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and bi-factor CFA model analysis were conducted to establish validity evidence. As a result of EFA and CFA, the study showed that a 3-dimensional scale can effectively measure professional commitment of teachers, which was achieved by the 18-item measure. A polytomuos item response theory model was also fitted to estimate item parameters and to examine the test information function.

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The dimensionality of professional commitment

Cited by 38 publications

References 30 publications

Concept redundancy and contamination in employee commitment research: Current problems and future directions

Concept redundancy and contamination in employee commitment research: Current problems and future directions

Athletic Trainers' Barriers to Maintaining Professional Commitment in the Collegiate Setting

An Evaluation of Items and Dimensional Structure of a Scale to Measure Teachers’ Professional Commitment in Thailand

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