Organizational Climate and Organizational Commitment : A Case in a Cement Factory

Organizational Climate and Organizational Commitment : A Case in a Cement Factory

This study was prompted by the awareness that the accelerated growth of the nation coupled with the profusion of new cement plants could result in an increased turnover within the plant under study. In addition, a more competitive market situation will require a consistently high level of performanc...

Full description

Saved in:
Bibliographic Details
Main Author: DeCruz, George
Format: Thesis
Language:eng
eng
Published: 1997
Subjects:
HD28-70 Management
Industrial Management
Online Access:https://etd.uum.edu.my/846/1/George_DeCruz.pdf
https://etd.uum.edu.my/846/2/1.George_DeCruz.pdf
Tags: Add Tag
No Tags, Be the first to tag this record!
id my-uum-etd.846
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
topic HD28-70 Management
Industrial Management
spellingShingle HD28-70 Management
Industrial Management
DeCruz, George
Organizational Climate and Organizational Commitment : A Case in a Cement Factory
description This study was prompted by the awareness that the accelerated growth of the nation coupled with the profusion of new cement plants could result in an increased turnover within the plant under study. In addition, a more competitive market situation will require a consistently high level of performance from the employees. Past research has shown that the level of organizational commitment amongst employees can be used to predict turnover and absenteeism. There is also evidence that work experiences and job characteristics are among the correlates of organizational commitment. This research investigated the relationship between organizational climate, that is, employees’ perception of their situational and work experiences and the affective dimension of organizational commitment. This research also investigated how climate perceptions and commitment vary between different age groups, different organizational levels as well as between groups with different levels of educational attainment. An investigation into how the organizational climate - organizational commitment relationship varies between different organizational levels was also carried out. The dimensions of organizational commitment that were examined were as follows: autonomy, cohesion, fairness, innovation, pressure, recognition, support and trust. The research base for this study was the population comprising managers, executives and supervisors of a cement factory which numbered 74. Questionnaires were distributed to the entire population and 73 questionnaires were returned giving a response rate of 98.6%. The level of organizational commitment was measured using a translated (Bahasa Malaysia) version of the Organizational Commitment Questionnaire developed by Mowday, Porter and Steers (1982). Perceptions of organizational climate were measured using a translated version of a questionnaire developed by DeCottis and Koys (1980). Key demographic particulars of the respondents were also collected. The major findings of this research are as follows: i) amongst the climate dimensions, ‘cohesion’, is the one most significantly correlated with commitment. ii) the strength of the relationship between ‘cohesion’ and commitment does not differ greatly between supervisors and executives. iii) there exists a negative correlation between the ‘recognition’ dimension and commitment amongst supervisors. iv) differences in perceptions of organizational climate is more evident across organizational levels than across age groups or across groups having different levels of educational attainment. v) there exists higher commitment levels amongst (a) older employees (b) supervisors (c) those with lower levels of educational attainment. Human resource programs should therefore be designed so that they take into account the value system of the various subpopulations.
format Thesis
qualification_name masters
qualification_level Master's degree
author DeCruz, George
author_facet DeCruz, George
author_sort DeCruz, George
title Organizational Climate and Organizational Commitment : A Case in a Cement Factory
title_short Organizational Climate and Organizational Commitment : A Case in a Cement Factory
title_full Organizational Climate and Organizational Commitment : A Case in a Cement Factory
title_fullStr Organizational Climate and Organizational Commitment : A Case in a Cement Factory
title_full_unstemmed Organizational Climate and Organizational Commitment : A Case in a Cement Factory
title_sort organizational climate and organizational commitment : a case in a cement factory
granting_institution Universiti Utara Malaysia
granting_department Sekolah Siswazah
publishDate 1997
url https://etd.uum.edu.my/846/1/George_DeCruz.pdf
https://etd.uum.edu.my/846/2/1.George_DeCruz.pdf
_version_ 1747827009505984512
spelling my-uum-etd.8462013-07-24T12:09:16Z Organizational Climate and Organizational Commitment : A Case in a Cement Factory 1997 DeCruz, George Sekolah Siswazah Graduate School HD28-70 Management. Industrial Management This study was prompted by the awareness that the accelerated growth of the nation coupled with the profusion of new cement plants could result in an increased turnover within the plant under study. In addition, a more competitive market situation will require a consistently high level of performance from the employees. Past research has shown that the level of organizational commitment amongst employees can be used to predict turnover and absenteeism. There is also evidence that work experiences and job characteristics are among the correlates of organizational commitment. This research investigated the relationship between organizational climate, that is, employees’ perception of their situational and work experiences and the affective dimension of organizational commitment. This research also investigated how climate perceptions and commitment vary between different age groups, different organizational levels as well as between groups with different levels of educational attainment. An investigation into how the organizational climate - organizational commitment relationship varies between different organizational levels was also carried out. The dimensions of organizational commitment that were examined were as follows: autonomy, cohesion, fairness, innovation, pressure, recognition, support and trust. The research base for this study was the population comprising managers, executives and supervisors of a cement factory which numbered 74. Questionnaires were distributed to the entire population and 73 questionnaires were returned giving a response rate of 98.6%. The level of organizational commitment was measured using a translated (Bahasa Malaysia) version of the Organizational Commitment Questionnaire developed by Mowday, Porter and Steers (1982). Perceptions of organizational climate were measured using a translated version of a questionnaire developed by DeCottis and Koys (1980). Key demographic particulars of the respondents were also collected. The major findings of this research are as follows: i) amongst the climate dimensions, ‘cohesion’, is the one most significantly correlated with commitment. ii) the strength of the relationship between ‘cohesion’ and commitment does not differ greatly between supervisors and executives. iii) there exists a negative correlation between the ‘recognition’ dimension and commitment amongst supervisors. iv) differences in perceptions of organizational climate is more evident across organizational levels than across age groups or across groups having different levels of educational attainment. v) there exists higher commitment levels amongst (a) older employees (b) supervisors (c) those with lower levels of educational attainment. Human resource programs should therefore be designed so that they take into account the value system of the various subpopulations. 1997 Thesis https://etd.uum.edu.my/846/ https://etd.uum.edu.my/846/1/George_DeCruz.pdf application/pdf eng validuser https://etd.uum.edu.my/846/2/1.George_DeCruz.pdf application/pdf eng public masters masters Universiti Utara Malaysia Allen, N. J. & Meyer, J.P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational Psychology, 63, l-18. Ashforth, B. E. (1985). Climate Formation: Issues and Extensions. Academy of Management Review, 10 (4), 837-847. Asma, A. (1994). The Influence of Ethnic Values on Managerial Practices in Malaysia. Malaysian Management Review, 29(3) 3-15. Bateman, T. S. & Strasser, S. (1984). A Longitudinal Analysis of the Antecedents of Organizational Commitment. Academy of Management Journal, 27, 95-112. Becker, H. S. (1960). Notes on the Concept of Commitment. American Journal of Sociology, 66,32-40. Bruning, N. S. & Snyder, R. A.(1983). Sex and Position as Predictors of Organizational Commitment. Academy of Management Journal, 26, 485-491. Buchanan B. (1974). Building Organizational Commitment: The Socialization of Managers in Work Organizations. Administrative Science Quarterly. 19, 533-546. Campbell, J.P., Dunnette, M.D., Lawler, E.E. III, & Weick, K.E. Managerial Behavior, Performance and Effectiveness. New York: Mc Graw-Hill, 1970. DeCottis, T. A. & Koys, D. J. (1980). The Identification and Measurement of the Dimensions of Organizational Climate. Proceedings: Academy Of Management, 171-185. DeCottis, T. A. & Summers, T. P. (1987). A Path Analysis of the Model of the Antecedents and Consequences of Organizational Commitment. Human Relations, 40 (7), 445-470. Dunham, R. B., Grube, J.A. & Castaneda, M. B. (1994). Organizational Commitment: The Utility of an Integrative Definition. Journal of Applied Psychology, 79 (l), 370-380. Etzioni, A. (1961). Compliance Structures in Etzioni, A. & Lehman, E. W. (Ed.), A Sociological Reader of Complex Organizations, (pp. 87-99), Holt, Reinhart and Winston (1979). Festinger, L. (1954). A Theory of Social Comparison Processes. Human Relations, 7, 117-140. Forehand, G. and von Gilmer, B. (1964). ‘Environment Variations in Studies of Organizational Behavior’, Psychological Bulletin, 62: 362-381. Furnham, A. (1992) ‘Corporate Assessment: A New Multidimensional and International Instrument to Audit Employee Perception’, International Journal of Commerce Management, 1: 39-57. Furnham, A. & Gunter, B. (1993). Corporate Assessment, Auditing a Company ‘s Personality. Rout ledge. Gavin, J.F. (1975). Organizational Climate as a Function of Personal and Organizational Variables. Journal of Applied Psychology, 60(l), 135-139. Glick, W. H. (1985). Conceptualizing and Measuring Organizational and Psychological Climate: Pitfalls in Multilevel Research. Academy of Management Review, 10(3), 60 l-6 16. Gordon, G. & Cummins, W. (1979). Managing Management Climate, New York D.C. Heath. Grusky, 0. (1966). Career Mobility and Organizational Commitment. Administrative Science Quarterly, 10,488-503. Hofstede, G. (199 1). Cultures and Organizations: Software of the Mind. McGraw-Hill Book Company. Hrebiniak, L. G. & Alutto, J. A. (1972). Personal and Role- Related Factors in the Development of Organizational Commitment. Administrative Science Quarterly, 17, 555-572. James, L. R., Joyce W. F. & Slocum(Jr.) J. W. (1988). Comment: Organizations Do Not Recognize. Academy of Management Review, 13(1), 129-132. Johnston, H. R. (1976). A New Conceptualization of Source of Organizational Climate. Administrative Science Quarterly, 21, 95-103. Joyce, W. F. & Slocum(Jr.), J. W. (1984). Collective Climates: Agreement as a Basis for Defining Aggregate Climate in Organization. Academy of Management Journal, 27(4), 721-742. Kanter, R. M., (1968). Commitment and Social Organization: A Study of Commitment Mechanisms in Utopian Communities. American Sociological Review, 33 (4), 499-517. Katz, D. & Kahn, R.L. (1966). The Social Psychology of Organizations, Wiley International Edition. Koys, D.J. & DeCottis, T.A. (1991). Inductive Measures of Psychological Climate. Human Relations, 44(3), 265-285. Litwin, G. & Stringer, R. (1968). Motivation and Organizational Climate, Boston: Harvard University. Malaysia. Economic Report, (95/96), Ministry of Finance publication. Mathieu, J.E. & Zajac, D.M. (1990). A Review and Meta-Analysis of the Antecedents, Correlates, and Consequences of Organizational Commitment. Psychological Bulletin, 108, 171-194. Meyer, J.P. & Allen, N.J. (1984). Testing the “Side-Bet Theory” of Organizational Commitment: Some Methodological Considerations. Journal of Applied Psychology, 69(3), 372-378. Moran, E. T. & Volkwein, J. F. (1992). The Cultural Approach to the Formation of Organizational Climate, Human Relations, 45(1), 19-47. Morris J. H. & Sherman, J. D. (198 1). Generality of an Organizational Commitment Model. Academy of Management Journal, 24(3), 512-526. Mottaz, C. J. (1988). Determinants of Organizational Commitment. Human Relations, 41(6), 467-482. Mowday, R. T., Porter, L. W. & Steers, R. M. (1982). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover, Academic Press. Nunnally, J.C. (1978). Psychometric Theory. (2nd. ed.) McGraw-Hill Book Company O’Reilly III, C. A. & Caldwell, D. F. (1980). Job Choice: The Impact of Intrinsic and Extrinsic Factors on Subsequent Satisfaction and Commitment. Journal of applied Psychology, 65(S), 559-565. Paolillo, J.G.P. (1982). R & D Subsystem Climate As A Function Of Personal And Organizational Factors. Journal of Management Studies, 19(3) 327-334. Payne, R. L. & Mansfield, R. (1973). Relationships of Perceptions of Organizational Climate to Organizational Structure, Context, and Hierarchical Position. Administrative Science Quarterly, 18, 515-526. Payne, R. & Pheysey, D. (1971) ‘C.G. Stern’s Organizational Climate Index’, Organizational Behavior and Human Performance, 18: 45-62. Pheysey, D.C., Payne R. L., Pugh, D. S. (1971). Influence of Structure at Organizational and Group Levels. Administrative Science Quarterly, (16), 61-73. Powell, G. N. & Butterflied, D. A. (1978). The Case for Subsystem Climates in Organizations. Academy of Management Review, 3, 151-157. Raja Azimah, R.O.A. & Poon (June), M.L. (1988). Climate Dimensions of a Manufacturing Company - A Pilot Study. Malaysian Management Review, 23(3), 39-46. Razali, M.Z. (1996). Moderating Effects on the Relationship between Participation in Decision-Making and Organizational Commitment. Singapore Management Review, 18(2), 65-82. Reichers, A.E. (1985). A Review and Re-conceptualization of Organizational Commitment. Academy of Management Review, 10(3), 465-476. Roscoe, LT. (1975). Fundamental Research Statistics for the Behavioral Sciences, (2nd ed.) New York: Holt, Reinhart and Winston. Rousseau, D. (1988) ‘The Construction of Climate in Organizational Research’, in L.C. Cooper and I. Robertson (eds) International Review of Industrial and Organizational Psychology, Chichester: Wiley: 139- 158. Salancik, G. R. (1977). Commitment is Too Easy. Organizational Dynamics, Summer, 62-80. Schneider, B. (1972). Organizational Climate: Individual Preferences and Organizational Realities. Journal of Applied Psychology, 56(3), 211-217. Schneider, B. (1975). Organizational Climates: An Essay. Personnel Psychology, 28, 447-479. Schneider, B. & Hall, D. T. (1972). Toward Specifying the Concept of Work Climate: A Study of Roman Catholic Diocesan Priests. Journal of Applied Psychology, 56(6), 447-455. Schneider, B., & Reichers, A.E. (1983) On the Etiology of Climates. Personnel Psychology, 36, 19-39. Sekaran, U. (1992). Research Methods for Business - A Skill Building Approach, (2nd ed.) John Wiley and Sons Inc. Sheldon, M. E. (197 1). Investments and Involvements as Mechanisms Producing Commitment to the Organization. Administrative Science Quarterly, 16, 143 - 150. Sistrunk, F. (1973). Two Processes of Conformity Demonstrated by Interactions of Commitment, Set and Personality. Journal of Social Psychology, 89, 63-72. Somers, M.J. (1995). Organizational Commitment, Turnover and Absenteeism: an Examination of Direct and Interaction Effects. Journal of Organizational Behavior, 16, 49-58, Steers, R. M. (1977). Antecedents and Outcomes of Organizational Commitment. Administrative Science Quarterly, 22, 46-56. vens, J. M., Beyer, J. M. & Trite, H. M. (1978). Assessing Personal, Role, and Organizational Predictors of Managerial Commitment. Academy of Management Journal, 21(3), 380-396. Stone, E.F. & Gueutal,H.G. (1985). An Empirical Derivation of the Dimensions along which Characteristics of Jobs are Perceived. Academy of Management Journal, 28, 376-396. Weiner, Y. (1982). Commitment in Organizations: A Normative View. Academy of Management Review, 7(3), 418-428.

Similar Items