چکیده:
Since 1960s, organizational commitment and its antecedents studied from a single– level view; but the study by taking multilevel approach received less attention. In this research, a conceptual cross– level model of organizational commitment antecedents proposed and tested. Data obtained from 461 faculty members of Tehran major universities. Hierarchical linear models examined using HLM6.08. Results showed that consideration has the most moderating effect and moderates seven relationships (e.g., relationship between organizational commitment and perceived management esteem). Participation in decision-making moderates six relationships (e.g., relationship between trust in management and perceived management support). Feedback moderates four relationships (e.g., relationship between organizational commitment and perceived procedural justice). Positive discipline moderates two relationships (relationship between organizational commitment and perceived management esteem and relationship between organizational commitment and trust in management).
خلاصه ماشینی:
Faculty of Management, Shahid Beheshti University, Tehran, Iran (Received: 18 April, 2015; Revised: 11 October, 2015; Accepted: 15 October, 2015) Abstract Since 1960s, organizational commitment and its antecedents studied from a single– level view; but the study by taking multilevel approach received less attention.
Over past years, organizational commitment due to positive impact on positive outcomes such as job satisfaction, organizational citizenship behavior, Job performance, life satisfaction, and negative impact on negative outcomes such as absenteeism, turnover and delay has been interested for researchers of management, psychology and educational sciences (Davis, 1981; Lambert & Hogan, 2009; Meyer et al.
A review of studies shows that among these, importance of affective commitment evaluated more than others, because it has the greatest effect on turnover and absenteeism (Lok & Crawford, 2001; Eby et al.
Consideration leadership, feedback, positive discipline and participation in decision making have been defined and conceptualized as "manpower direct" and considered that have a positive impact on the relationship between perceived management behavior and organizational commitment.
809 Variable Feedback Consideration participation in decision making positive discipline Slopes-as-Outcomes model To analyze of moderating cross-level models, using hierarchical linear modeling, slopes as outcomes model is used (Klein & Kozlowski, 2000).
detailed results of Slopes-as-Outcomes model (1) e Coefficients G represent the significance of moderating effect of manpower direct (unit-level variables) on the relationship between Perceived management behavior and trust in management with organizational commitment (individual-level variables).
Research results Hypothesis Results Consideration moderates the relationship between perceived management support and organizational commitment.
Research results Hypothesis Results Participation in decision-making moderates the relationship between trust in management and organizational commitment.