The Experts below are selected from a list of 41022 Experts worldwide ranked by ideXlab platform
Nahid Naderi Anari - One of the best experts on this subject based on the ideXlab platform.
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teachers emotional intelligence job satisfaction and Organizational Commitment
Journal of Workplace Learning, 2012Co-Authors: Nahid Naderi AnariAbstract:Purpose – The purpose of this study is to investigate the relationship between emotional intelligence and job satisfaction, between emotional intelligence and Organizational Commitment, and between job satisfaction and Organizational Commitment among high‐school English teachers. Furthermore, the study aims to examine the role of gender and age in emotional intelligence, job satisfaction and Organizational Commitment.Design/methodology/approach – The participants were selected by proportional stratified sampling and simple random selection. This study adopted a survey research design that utilized an ex post facto research type in which the researcher used questionnaires to collect data from the respondents.Findings – The results of the study indicate that there is a positive significant relationship between emotional intelligence and job satisfaction, between emotional intelligence and Organizational Commitment, and between job satisfaction and Organizational Commitment. It is also found there is no sign...
Chenchieh Chang - One of the best experts on this subject based on the ideXlab platform.
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emotional labour job satisfaction and Organizational Commitment amongst clinical nurses a questionnaire survey
International Journal of Nursing Studies, 2008Co-Authors: Fenghua Yang, Chenchieh ChangAbstract:Abstract Background According to Hochschild's (1983. The Managed Heart. Berkeley: University of California Press) classification of emotional labour, nursing staff express high emotional labour. This paper investigates how nursing staff influence job satisfaction and Organizational Commitment when they perform emotional labour. Objectives This paper examines the relationship between emotional labour, job satisfaction, and Organizational Commitment from the perspective of nursing staff. Design A questionnaire survey was carried out to explore these interrelationships. Setting Teaching hospital in Taiwan. Participants Questionnaires were distributed to 500 nursing staff; 295 valid questionnaires were collected and analysed—a 59% response rate. Methods The questionnaires contained items on emotional labour, job satisfaction, and Organizational Commitment as well as some basic socio-demographics. In addition, descriptive statistics, correlation and linear structure relation (LISREL) were computed. Results Emotional display rule (EDR) was significantly and negatively related to job satisfaction. Surface acting (SA) was not significantly related to job satisfaction but demonstrated a significantly negative relationship with Organizational Commitment. Deep acting (DA) significantly and positively correlated with job satisfaction but demonstrated no significance with Organizational Commitment. The variety of emotions required (VER) was not significantly related to job satisfaction; frequency and duration of interaction (FDI) and negatively related to job satisfaction; and job satisfaction significantly and positively correlated with Organizational Commitment. Conclusions We found that some dimensions of emotional labour significantly relate to job satisfaction. Job satisfaction positively affects Organizational Commitment and has an intervening effect on DA and Organizational Commitment.
Fenghua Yang - One of the best experts on this subject based on the ideXlab platform.
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emotional labour job satisfaction and Organizational Commitment amongst clinical nurses a questionnaire survey
International Journal of Nursing Studies, 2008Co-Authors: Fenghua Yang, Chenchieh ChangAbstract:Abstract Background According to Hochschild's (1983. The Managed Heart. Berkeley: University of California Press) classification of emotional labour, nursing staff express high emotional labour. This paper investigates how nursing staff influence job satisfaction and Organizational Commitment when they perform emotional labour. Objectives This paper examines the relationship between emotional labour, job satisfaction, and Organizational Commitment from the perspective of nursing staff. Design A questionnaire survey was carried out to explore these interrelationships. Setting Teaching hospital in Taiwan. Participants Questionnaires were distributed to 500 nursing staff; 295 valid questionnaires were collected and analysed—a 59% response rate. Methods The questionnaires contained items on emotional labour, job satisfaction, and Organizational Commitment as well as some basic socio-demographics. In addition, descriptive statistics, correlation and linear structure relation (LISREL) were computed. Results Emotional display rule (EDR) was significantly and negatively related to job satisfaction. Surface acting (SA) was not significantly related to job satisfaction but demonstrated a significantly negative relationship with Organizational Commitment. Deep acting (DA) significantly and positively correlated with job satisfaction but demonstrated no significance with Organizational Commitment. The variety of emotions required (VER) was not significantly related to job satisfaction; frequency and duration of interaction (FDI) and negatively related to job satisfaction; and job satisfaction significantly and positively correlated with Organizational Commitment. Conclusions We found that some dimensions of emotional labour significantly relate to job satisfaction. Job satisfaction positively affects Organizational Commitment and has an intervening effect on DA and Organizational Commitment.
Sadaf Amjad - One of the best experts on this subject based on the ideXlab platform.
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Emotional Intelligence, Organizational Commitment and Job Performance in Pakistan
Market Forces, 2018Co-Authors: Sadaf AmjadAbstract:Faculty members in academic institutions have low satisfaction and Organizational Commitment. Emotional intelligence is highly associated with job performance and Organizational Commitment. This study has examined the association of emotional intelligence with Organizational Commitment and job performance. The study was restricted to university teachers in Quetta, Baluchistan. A questionnaire was adapted and administered on a sample of 358 faculty members. Consistent with the previous literature, the study found that emotional intelligence is a strong predictor of Organizational Commitment as compared to job performance. Therefore, academic institutions should organize seminars and workshops for enhancing emotional intelligence. Future studies may examine the moderating eff ect of emotional intelligence on the relationship between Organizational Commitment and job performance. Keywords: Emotional intelligence; Organizational Commitment; job performance.
W Van Olffen - One of the best experts on this subject based on the ideXlab platform.
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beyond the three component model of Organizational Commitment
Journal of Applied Psychology, 2008Co-Authors: Omar Solinger, W Van OlffenAbstract:This article offers a conceptual critique of the three-component model (TCM) of Organizational Commitment (Allen & Meyer, 1990) and proposes a reconceptualization based on standard attitude theory. The authors use the attitude-behavior model by Eagly and Chaiken (1993) to demonstrate that the TCM combines fundamentally different attitudinal phenomena. They argue that general Organizational Commitment can best be understood as an attitude regarding the organization, while normative and continuance Commitment are attitudes regarding specific forms of behavior (i.e., staying or leaving). The conceptual analysis shows that the TCM fails to qualify as general model of Organizational Commitment but instead represents a specific model for predicting turnover. The authors suggest that the use of the TCM be restricted to this purpose and that Eagly and Chaiken's model be adopted as a generic Commitment model template from which a range of models for predicting specific Organizational behaviors can be extracted. Finally, they discuss the definition and measurement of the Organizational Commitment attitude. Covering the affective, cognitive, and behavioral facets of this attitude helps to enhance construct validity and to differentiate the construct from other constructs.
