(1) The dangers of drug abuse in the workplace;

I found that teachers demonstrated a five stage process towards organizational commitment.

(2) The grantee's policy of maintaining a drug-free workplace;

Low self-esteem (SE) has long been studied as a determinant of psychological and physiological disorders (Beck 1967; Rosenberg 1965; Scherwitz, Berton and Leventhal 1978). Beginning in the 1980s, organizational researchers have investigated self-esteem’s moderating role in relationships between work stressors and individual outcomes. This reflects researchers’ growing interest in dispositions that seem either to protect or make a person more vulnerable to stressors.

· viewing the organization as a system (“optimization”)

In a study of 206 nurses in a large southwestern US hospital, Mossholder, Bedeian and Armenakis (1981) found that self-reports of role ambiguity were negatively related to job satisfaction for low SEs but not for high SEs. Pierce et al. (1993) used an organization-based measure of self-esteem to test the plasticity hypothesis on 186 workers in a US utility company. Role ambiguity and role conflict were negatively related to satisfaction only among low SEs. Similar interactions with organization-based self-esteem were found for role overload, environmental support and supervisory support.

Although Maddi and Kobasa (1984) describe the childhood and family experiences that support the development of personality hardiness, they and many other hardiness researchers are committed to defining interventions to increase adults’ stress- resistance. From an existential perspective, personality is seen as something that one is constantly constructing, and a person’s social context, including his or her work environment, is seen as either supportive or debilitating as regards the maintenance of hardiness. Maddi (1987, 1990) has provided the most thorough depiction and rationale for hardiness intervention strategies. He outlines a combination of focusing, situational reconstruction, and compensatory self-improvement strategies that he has used successfully in small group sessions to enhance hardiness and decrease the negative physical and mental effects of stress in the workplace.

Organizational Commitment Phd Thesis

To sum up the results of research on the moderating effects of career stage: early career stage means low organizational commitment related to turnover as well as job stressors related to perceived ill health and somatic complaints. In mid-career the results are conflicting: sometimes job satisfaction and performance are positively related, sometimes negatively. In mid-career, job demands and low control are related to frequent symptom reporting among some occupational groups. In late career, organizational commitment is correlated to low absenteeism and good performance. Findings on relations between job stressors and strain are inconsistent for the late career stage. There are some indications that more effective coping decreases work-related strain symptoms in late career.

Phd Thesis On Organizational Commitment

Most studies of career stage have dealt with men. Even many early studies in the 1970s, in which the sex of the respondents was not reported, it is apparent that most of the subjects were men. Ornstein and Lynn (1990) tested how the career stage models of Levinson and Super described differences in the career attitudes and intentions among professional women. The results suggest that career stages based on age were related to organizational commitment, intention to leave the organization and a desire for promotion. These findings were, in general, similar to the ones found among men (Ornstein, Cron and Slocum 1989). However, no support was derived for the predictive value of career stages as defined on a psychological basis.

Thesis On Job Satisfaction And Organizational Commitment

The relationship between work attitudes, for instance job satisfaction and work behaviour, has been found to be moderated by career stage to a considerable degree (e.g., Stumpf and Rabinowitz 1981). Among employees of public agencies, career stage measured with reference to organizational tenure was found to moderate the relationship between job satisfaction and job performance. Their relation was strongest in the first career stage. This was supported also in a study among sales personnel. Among academic teachers, the relationship between satisfaction and performance was found to be negative during the first two years of tenure.

Dissertation organizational commitment - Creative Writing

Type A behaviour has been studied as part of the fields of personality and social psychology, organizational and industrial psychology, psychophysiology, cardiovascular disease and occupational health.