scholarly journals Task Specialization and Organizational Commitment: An Empirical Examination Among Blue-Collar Workers

2005 ◽  
Vol 30 (4) ◽  
pp. 612-627 ◽  
Author(s):  
Muhammad Jamal
Keyword(s):  
British Columbia ◽  
Organizational Commitment ◽  
Field Work ◽  
Blue Collar ◽  
Task Repetition ◽  
Task Specialization ◽  
Empirical Examination ◽  
Blue Collar Workers ◽  
And Task

The present study was undertaken to examine empirically the proposition that specialization in jobs negatively affects the organizational commitment of industrial blue-collar workers. The field work for this study was done among 377 production workers in six companies in Vancouver, British Columbia. The analysis of the data indicated clearly that workers in highly specialized jobs tended to be less committed to their employing organization than workers working on less specialized jobs. In addition, it was observed that task repetition and task simplification were, respectively, inversely related to workers' willingness to exert effort for the success of the employing organization and to workers* desire to remain in the employing organization for an indefinite period of time.

scholarly journals Company Satisfaction, Company Commitment and Work Involvement : An Empirical Examination of Blue Collar

2005 ◽  
Vol 31 (3) ◽  
pp. 434-447
Author(s):  
Vishwanath Baba ◽  
Muhammad Jamal
Keyword(s):  
Power Distribution ◽  
Positive Relationship ◽  
Scaling Factor ◽  
Manufacturing Industries ◽  
Blue Collar ◽  
Statistical Techniques ◽  
Empirical Examination ◽  
Blue Collar Workers ◽  
Work Involvement ◽  
Guttman Scaling

This study investigates the relationships among Company satisfaction, company commitment and work involvement for a sample of blue-collar workers drawn from packaging, power distribution and manufacturing industries in Canada. Guttman scaling, factor analysis and correlational analysis are the statistical techniques employed to analyze the data. The results confirms the hypothesized positive relationship among the three attitudes.

scholarly journals An empirical assessment of organizational commitment and job performance vietnam small and medium-sized enterprises

2020 ◽  
Author(s):  
Dao Duy Tung
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Working Environment ◽  
Blue Collar ◽  
Research Model ◽  
Factors Affecting ◽  
Blue Collar Workers ◽  
White Collar Workers ◽  
Managerial Implications ◽  
The Relationship

Research on employee commitment to the organization is necessary for human resource management, and the result is applied in practice to improve organizational effectiveness. The aim of the present study is to explore factors affecting organizational commitment at the small and medium-sized enterprises (SMEs) in Vietnam. Besides, the relationship between organizational commitment and job performance is examined as well. The research was conducted on a sample consisting of 67 white-collar workers and 260 blue-collar workers at SMEs. A total of 327 valid complete questionnaires were input into SPSS 20 database for processing to provide evidence. The research model and hypotheses were tested using the technique of the hierarchical multiple regression analysis. The research results revealed that income, reward and welfare, direct manager, working environment, coworker, and promotion opportunity tended to associate positively with organizational commitment. Besides, the fnding also showed that, when the employee has a high organizational commitment, it would lead to high job performance. The main fndings of this study provided some managerial implications for SMEs, in general, and managers, in particular. It implies that Vietnam’s small and medium-sized enterprises should improve these six factors to retain employees as well as enhance their job performance.

Note on the Relationships among Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behavior

2002 ◽  
Vol 91 (2) ◽  
pp. 607-617 ◽  
Author(s):  
Christopher M. Lowery ◽  
N. A. Beadles ◽  
Thomas J. Krilowicz
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Blue Collar ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Job Descriptive Index ◽  
Blue Collar Workers ◽  
White Collar Workers

Previous research which has established a relationship between organizational citizenship behavior and job satisfaction has involved primarily white collar workers. This study extends the prior research to a different sample—blue collar workers—and investigates the relations of organizational citizenship behavior to the various facets of job satisfaction as measured by the Job Descriptive Index. We also examine the relative effects of organizational commitment and job satisfaction on citizenship behaviors. Analysis of responses from a sample of 91 machine operators employed by a clothing manufacturer in the southeastern United States indicates that citizenship behaviors of blue collar workers are related to satisfaction with coworkers, satisfaction with supervision, and satisfaction with pay, but not satisfaction with opportunities for advancement, satisfaction with the work itself, or organizational commitment.

scholarly journals On Becker’s Theory of Commitment: An Empirical Verification Among Blue-Collar Workers

2005 ◽  
Vol 34 (1) ◽  
pp. 123-139 ◽  
Author(s):  
Vishwanath V. Baba ◽  
Muahammad Jamal
Keyword(s):  
Regression Analysis ◽  
Organizational Commitment ◽  
Power Distribution ◽  
Manufacturing Industries ◽  
Blue Collar ◽  
Stepwise Multiple Regression ◽  
Relative Importance ◽  
Stepwise Multiple Regression Analysis ◽  
Blue Collar Workers ◽  
Demographic Background

The present study attempts to assess the empirical relevance of Becker's theory of commitment to study organizational commitment among blue collar workers. The relative importance of demographic, background and job factors as possible predictors of organizational commitment are examined. The sample is drawn from packaging, power distribution and manufacturing industries in Canada. Stepwise multiple regression analysis is used to isolate the important predictors of organizational commitment.

scholarly journals An Empirical Assessment of Organizational Commitment and Job Performance: Vietnam Small and Medium-Sized Enterprises

2020 ◽  
Author(s):  
Bui Nhat Vuong ◽  
Dao Duy Tung ◽  
Ha Nam Khanh Giao ◽  
Nguyen Thi Ngoc Chau ◽  
Hasanuzzaman Tushar
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Working Environment ◽  
Blue Collar ◽  
Research Model ◽  
Factors Affecting ◽  
Blue Collar Workers ◽  
White Collar Workers ◽  
Managerial Implications ◽  
The Relationship

Research on employee commitment to the organization is necessary for human resource management, and the result is applied in practice to improve organizational effectiveness. The aim of the present study is to explore factors affecting organizational commitment at the small and medium-sized enterprises (SMEs) in Vietnam. Besides, the relationship between organizational commitment and job performance is examined as well. The research was conducted on a sample consisting of 67 white-collar workers and 260 blue-collar workers at SMEs. A total of 327 valid complete questionnaires were input into SPSS 20 database for processing to provide evidence. The research model and hypotheses were tested using the technique of the hierarchical multiple regression analysis. The research results revealed that income, reward and welfare, direct manager, working environment, coworker, and promotion opportunity tended to associate positively with organizational commitment. Besides, the finding also showed that, when the employee has a high organizational commitment, it would lead to high job performance. The main findings of this study provided some managerial implications for SMEs, in general, and managers, in particular. It implies that Vietnam’s small and medium-sized enterprises should improve these six factors to retain employees as well as enhance their job performance.

Organizational Commitment among Public Service Employees

1998 ◽  
Vol 27 (3) ◽  
pp. 339-348 ◽  
Author(s):  
Brian S. Young ◽  
Stephen Worchel ◽  
David J. Woehr
Keyword(s):  
Organizational Commitment ◽  
Public Service ◽  
Blue Collar ◽  
Pay Satisfaction ◽  
Extrinsic Rewards ◽  
Intrinsic Rewards ◽  
Service Employees ◽  
Intrinsic Factors ◽  
Blue Collar Workers ◽  
Leadership Satisfaction

This present study examined the factors associated with organizational commitment among blue-collar workers. Previous work in this area suggests that, among blue-collar employees, commitment should be more closely related to extrinsic rewards (e.g., pay satisfaction) than to intrinsic factors. In order to test this hypothesis, sixty-four public service employees in a waste, water, and sanitation department completed a questionnaire designed to measure organizational commitment and perceptions of extrinsic and intrinsic factors related to their jobs. The results indicated that the following were positively and significantly related to commitment: promotion satisfaction, job characteristics, communication, leadership satisfaction, job satisfaction, extrinsic exchange, intrinsic exchange, extrinsic rewards, and intrinsic rewards. Contrary to expectations, pay satisfaction did not correlate significantly with commitment. Both intrinsic and extrinsic rewards were equally predictive of commitment; this contradicts the contention that extrinsic rewards are more important determinants of blue-collar commitment. These findings are noteworthy because they suggest that intrinsic rewards are important for public service employees, members of a relatively understudied population.

scholarly journals Time Perspective and the Risk of Developing Burnout: An Empirical Study among Different Blue-Collar Workers in Spain

2021 ◽  
Vol 13 (6) ◽  
pp. 3271 ◽  
Author(s):  
Adela Reig-Botella ◽  
Sarah Detaille ◽  
Miguel Clemente ◽  
Jaime López-Golpe ◽  
Annet de Lange
Keyword(s):  
Emotional Exhaustion ◽  
Time Perspective ◽  
Maslach Burnout Inventory ◽  
Future Time Perspective ◽  
Blue Collar ◽  
Control Group ◽  
Northern Spain ◽  
Blue Collar Workers ◽  
The Mean ◽  
Student’S T

The purpose of this research was to analyze the relationship between the time perspective of Spanish shipyard workers in relation to burnout compared to other blue-collar workers in other sectors, including a total of 644 participants in a shipyard in northern Spain and 223 workers in other sectors. The ages were between 20 and 69 (M = 46.14, SD = 10.98). We used the Spanish version of the Zimbardo Time Perspective Instrument (ZTPI) and the Maslach Burnout Inventory–General Survey (MBI-GS). The mean of the three reliability coefficients of the emotional exhaustion factor was 0.887. In respect to the five factors of the ZTPI questionnaire, the mean of those five coefficients was 0.86. A Student’s t-test for independent samples comparing shipyard naval workers vs. the control group in personality variables and burnout was used. The psychological difference between workers in the naval sector and those in other sectors is better predicted based on two variables: emotional exhaustion and professional efficacy. Workers in the naval sector have a higher risk of becoming burnt-out than workers in other sectors due to a negative past, present and future time perspective. This can be a consequence of constant understimulation and monotonous and repetitive work, as well as a lack of autonomy and social support at work.

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