Donna M. Randall

The Behavioral Expression of Organizational Commitment.

Abstract The complexity of the organizational commitment construct and respondent-generated behavioral manifestations of the job attitude are explored within the context of an empirical study. Findings reveal that each dimension of commitment relates differently to work outcomes and that none of the dimensions is able to predict the commonly studied presence behaviors (absenteeism and tardiness). The study emphasizes the need to use respondent-generated behaviors and to examine how appropriate expressions of commitment are developed and communicated.

Interrelationships of Work Commitment Constructs

Bivariate correlations have typified research on interrelationships of work commitment constructs. A model of work commitment is presented which specifies multivariate relationships among organizational commitment, career salience, work group attachment, job involvement, and the Protestant work ethic. Data from a sample of university employees reveal that multivariate findings are generally consistent with reported bivariate correlations. While four of the five hypothesized relationships in the theoretic model are supported, the study highlights the need for further conceptual and empirical work to improve the models fit.

Ethical Decision Making in the Medical Profession: An Application of the Theory of Planned Behavior

The present study applied Ajzens (1985) theory of planned behavior to the explanation of ethical decision making. Nurses in three hospitals were provided with scenarios that depicted inadequate patient care and asked if they would report health professionals responsible for the situation. Study results suggest that the theory of planned behavior can explain a significant amount of variation in the intent to report a colleague. Attitude toward performing the behavior explained a large portion of the variance; subjective norms explained a moderate amount of the variance; and, perceived behavioral control added little to the explanation of variance. Implications for research and practice are discussed.

Cross-cultural research on organizational commitment: A review and application of Hofstede's Value Survey Module

Consistent with the growth of interest in international management over the last decade, researchers have begun to explore organizational commitment outside of the United States. In this article, published, empirical research on organizational commitment occurring outside of the United States was reviewed in order to (1) organize what is known about cross-cultural commitment into a coherent and useful form, and (2) illustrate the value of an over-arching theoretical framework for interpreting variation in level of organizational commitment across cultures. Hofstede’s Value Survey Module is offered as a theoretical framework to add coherence to the cross-cultural study of organizational commitment.

Exploring subcultural differences in hofstede's value survey: The case of the Chinese

Hofstedes Value Survey Module (VSM) identifies fundamental differences in the way people in various countries perceive and interpret their worlds. After adjusting value scores on the basis of demographic features of samples in the present study, values between subcultural groupings in four Chinese-populated regions (Taiwan, Beijing, Hong Kong, and Wuhan) were compared, and strong subcultural differences revealed. A methodology is proposed to facilitate VSM comparisons using limited, secondary data sources. Propositions concerning subcultural differences are suggested on the basis of the findings.

Taking stock: Can the theory of reasoned action explain unethical conduct?

Extensive interest in business ethics has developed accompanied by an increase in empirical research on the determinants of unethical conduct. In setting forth the theory of reasoned action, Fishbein and Ajzen (1975) maintained that research attention on such variables as personality traits and demographic characteristics is misplaced and, instead, researchers should focus on behavioral intentions and the beliefs that shape those intentions. This study summarizes business ethics research which tests the theory of reasoned action and suggests directions for further research.

Exploring the organizational commitment— Performance linkage in marketing: A study of life insurance salespeople

Abstract This study explores the impact of organizational commitment on performance in a marketing context. A model is set forth in which organizational commitment is associated with performance through higher levels of exertion (working hard) and well-directed effort (working smart). Hypothesized relationships are tested using survey responses from a sample of life insurance agents in Singapore. Results revealed the influence of organizational commitment was mediated by working hard and to a lesser extent, working smart. A strong positive relationship was detected between working hard and performance. Implications of the findings are discussed and directions for future research suggested.

Why students take elective business ethics courses: Applying the theory of planned behavior

Despite the prevalence of elective business ethics courses, little research has sought to explain and predict why some students enroll in these courses and while others do not. Using the theory of planned behavior (Ajzen and Madden, 1986) as a theoretical foundation, 178 graduate students in Ireland were surveyed about their intention to sign up for an elective ethics class. Their behavior was measured two months later. The results reveal the power of the theory of planned behavior to explain and predict who takes elective ethics classes.

WOMEN IN TOXIC WORK ENVIRONMENTS: A CASE STUDY OF SOCIAL PROBLEM DEVELOPMENT*

In 1975, the Bunker Hill Company of Kellogg, Idaho, refused to give fertile female employees jobs involving exposure to lead unless they were sterilized. This paper analyzes the development of the Bunker Hill controversy using the Spector and Kitsuse model of social problem development. We refine the model by considering the resources needed by the claims-making groups within each stage of development. Then we suggest modifications to the model to account for government involvement in the construction of social problems.

Fetal protection policies: A threat to employee rights?

Corporations utilizing toxic substances in the workplace are faced with the possibility that the use of those substances will cause reproductive damage in their employees. In the face of complex and confusing government regulation on the issue and scientific uncertainty about the effects of many substaces, several major corporations have sought to minimize legal liability for any potential reproductive damage by excluding the fertile female worker from the workplace, Yet, by adopting such “fetal protection” policies, corporations have opened themselves up to a host of new problems and threatened the rights of workers.