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COMMITMENT PROFILES IN GREECE

COMMITMENT PROFILES IN GREECE. Yannis Markovits, Rolf Van Dick, & Ann Davis Aston University, Birmingham contact: markovits@thenet.gr. 12 th EUROPEAN CONGRESS OF WORK & ORGANIZATIONAL PSYCHOLOGY 12 – 15 May 2005, Istanbul. Overview. Background Study 1 (private sector)

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COMMITMENT PROFILES IN GREECE

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  1. COMMITMENT PROFILES IN GREECE Yannis Markovits, Rolf Van Dick, & Ann Davis Aston University, Birmingham contact: markovits@thenet.gr 12th EUROPEAN CONGRESS OF WORK & ORGANIZATIONAL PSYCHOLOGY12 – 15 May 2005, Istanbul

  2. Overview • Background • Study 1 (private sector) • Study 2 (public sector) • Conclusions

  3. Background • Commitment generally positively correlated with job attitudes and behaviours (Meyer, Stanley, Herscovitch & Topolnytsky, 2002) • Recently: Profiles, i.e. interactions between forms of commitment (AC, NC, CC) have been introduced and found to be relevant for predicting focal and discretionary behaviours (Meyer & Herscovitch, 2001), commitment to change (Hercovitch & Meyer, 2002), turnover intentions and loyal boosterism (Wasti, 2004) and intention to stay (Gellatly, Meyer & Luchak, 2004) • To test it in a different context (Greece) with respect to different correlates (intrinsic and extrinsic satisfaction)

  4. JOB SATISFACTION • Extrinsic satisfaction: • e.g., wages level • equal and just treatment of employees • security and safety • co-worker relations • Intrinsic satisfaction: • e.g., opportunity to use own abilities • promotion opportunities • feeling of accomplishment • chances to be creative

  5. Study 1PRIVATE SECTOR • Sample size: 1,119 employees from Northern Central part of Greece answered the Job Satisfaction Scale and the Organizational Commitment Scale based on Cook and Wall • Response rate: 69% • 45.3% men • Mean age: 30 • Educational level: 38.2% Secondary education, 29.3% Technological Educational Institute, 32.6% University

  6. Study 1 QUESTIONNAIRE • Job Satisfaction: • Minnesota Satisfaction Questionnaire (MSQ) (Weiss, Dawis, England & Lofquist, 1967) • Warr, Cook & Wall (1979). Job satisfaction scale– extrinsic satisfaction and intrinsic satisfaction • Organizational commitment: • British Organizational Commitment Scale (BOCS) (Cook & Wall, 1980) • Lawler & Hall (1970), Mowday, Steers & Porter (1979), and Buchanan (1974) • Organizational commitment scale: organizational identification, job involvement and loyalty

  7. Study 1COMMITMENT PROFILES(Cook & Wall)

  8. Study 1 HYPOTHESES • Hypothesis 1: Employees in the private sector are more extrinsically and intrinsically satisfied with their jobs, if they are totally organizationally committed (P8) • Hypothesis 2: Employees in the private sector are highly extrinsically and intrinsically satisfied with their jobs, if they are, at least, feel identified with their organizations (P5-8 > P1-4) • Hypothesis 3: Profiles that contain identification are generally higher on intrinsic satisfaction, whereas profiles without identification are generally higher on extrinsicsatisfaction (ES: P1-4 > P5-8; IS: P1-4 < P5-8)

  9. H1 H2 H3 Study 1RESULTS 3-way-interaction ES: F(7,1118)=11.83, p<.01 IS: F(7,1118)=25.08, p<.01

  10. Study 1IMPLICATIONS • Employees job satisfied (extrinsically and intrinsically) > organizationally committed to organization • Human Resource Managers provide organizational environment that employees feel identified

  11. Study 2PUBLIC SECTOR • Sample size: 476 employees from Northern part of Greece answered the Job Satisfaction Scale, the Organizational Commitment Scale based on Cook & Wall and Meyer, Allen & Smith’s Organizational Commitment Scales • Response rate: 62% • 47.3% men • Mean age: 39 • Educational level: 11.6% Secondary education, 21.4% Technological Educational Institute, 67% University

  12. Study 2QUESTIONNAIRE • Job Satisfaction: • Minnesota Satisfaction Questionnaire (MSQ) (Weiss, Dawis, England & Lofquist, 1967) • Warr, Cook & Wall (1979). Job satisfaction– extrinsic satisfaction and intrinsic satisfaction • Organizational commitment: • British Organizational Commitment Scale (BOCS) (Cook & Wall, 1980). • Lawler & Hall (1970), Mowday, Steers & Porter (1979), and Buchanan (1974) • Organizational commitment scale: organizational identification, job involvement and loyalty • Meyer, Allen & Smith’s (1993) Organizational Commitment Scales • (Affective commitment scale, Continuance commitment scale and Normative commitment scale)

  13. Study 2COMMITMENT PROFILES (Meyer, Allen & Smith)

  14. Study 2HYPOTHESES • Hypothesis 4: Employees in the public sector are more extrinsically and intrinsically satisfied with their jobs, if they are totally organizationally committed(P8; C8) • Hypothesis 5: Employees in the public sector are highly extrinsically and intrinsically satisfied with their jobs, if they are, at least, feel identified with their organizations or affectively committed(P5-8 > P1-4; C5-8 > C1-4) • Hypothesis 6: Profiles that contain identification (or AC) are generally higher on intrinsic satisfaction whereas profiles without identification (or AC) are generally higher on extrinsicsatisfaction(ES: P1-4 > P5-8; IS: P1-4 < P5-8) ; (ES: C1-4 > C5-8; IS: C1-4 < C5-8)

  15. H2 H1 H3 Study 2RESULTS(Cook & Wall) 3-way-interaction ES: F(7,475)=5.14, p<.05 IS: F(7,475)=0.03, ns

  16. H1 H2 H3 Study 2RESULTS(Meyer, Allen & Smith) 3-way-interaction ES: F(7,475)=5.19, p<.05 IS: F(7,475)=13.10, p<.01

  17. Study 2IMPLICATIONS • Public sector employees job satisfied (extrinsically and intrinsically) > organizationally committed to public authority • Directors and Human Resource officers of public sector organizations should provide organizational environment that employees feel identified and affectively committed

  18. CONCLUSIONS • Interactions between forms of commitment seem to exist and be relevant for the employees’ mindsets • By and large, forms of identification, respectively affective commitment seem to be key • Strength and limitations: • Large samples, Replication across sectors • Cross-sections, self-reports

  19. ADDED RESULTS – 2006(Meyer, Allen & Smith) 3-way-interaction F(7,233)=7.39, p<.01

  20. ADDED RESULTS – 2006(Meyer, Allen & Smith) 3-way-interaction F(7,233)=4.22, p<.05

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