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首页> 外文期刊>Baltic Journal of Management >Individual correlates of organizational commitment and intention to leave the organization
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Individual correlates of organizational commitment and intention to leave the organization

机译：组织承诺和离开组织的意图的个人相关性

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Purpose – The goals of the present study are three-fold. First of all, the paper aims to test the three-component model (emotional, continuance and normative components) of organizational commitment in the Lithuanian population. The second goal is to analyze the relationships among individual factors (age, gender, personality traits) and organizational commitment. Finally, the paper aims to test the hypothesis if there was a relationship between organizational commitment and intention to leave the organization in the Lithuanian sample. Design/methodology/approach – The participants of the study were 105 employees working in various Lithuanian organizations (41 men and 64 women). The average age was 34.9 (SD?=?11.6). The subjects completed the questionnaire that included responses to three-dimensional measure of organizational commitment, self-reported measure of temperament, as well as questions about demographic information. Following Meyer et al., intention to leave the organization was assessed with three questions: first, how frequently the employee thinks about leaving his or her current employer; second, how likely it is that employee will search for a job in another organization; and third, how likely it is that an individual will actually leave the organization within the next year. The regression analysis was used to predict the relationships between individual factors and organizational commitment. Findings – The results of the investigation revealed that the three-component measure of organizational commitment is valid in Lithuanian sample. Contrary to expectations, it was found that there was no significant relationship between personality traits and organizational commitment, but there was a significant relationship between organizational commitment and intension to leave the organization. It was also found that there was a significant relationship among organizational commitment, age, and the level of education. Research limitations/implications – The design of the study does not allow making causal statements. In addition, the sample is quite small and may not be representative, so one should be careful to make generalizations to other populations. Third, since all measures used are self-reports, common method variance is a problem, as well as social desirability effects. Practical implications – Organizational commitment is an important research topic of human resource management, having both practical and theoretical implications. Managers could benefit from understanding the predictors of committed manpower because they can initiate the interventions when the problem exists. Originality/value – The research contributes to organizational commitment literature by providing empirical findings and theoretical interpretations regarding the role of individual factors in explaining interrelationships among different forms of organizational commitment and employee behaviour.
机译：目的–本研究的目标是三个方面。首先，本文旨在检验立陶宛人口的组织承诺的三要素模型（情感，持续性和规范性要素）。第二个目标是分析个体因素（年龄，性别，人格特质）与组织承诺之间的关系。最后，本文旨在检验在立陶宛样本中组织承诺与离开组织的意愿之间是否存在关系的假设。设计/方法/方法-研究的参与者是在立陶宛各个组织中工作的105名员工（41名男性和64名女性）。平均年龄为34.9（SD？=？11.6）。受试者完成了问卷调查，其中包括对组织承诺的三维度量，自我报告的气质度量以及有关人口统计学信息的回答。继Meyer等人之后，对离开公司的意图进行了三个问题的评估：首先，员工考虑离职的频率。其次，员工在另一个组织中寻找工作的可能性有多大；第三，个人在明年内实际离开该组织的可能性有多大。回归分析用于预测个体因素与组织承诺之间的关系。调查结果–调查结果表明，组织承诺的三部分衡量指标在立陶宛样本中有效。与期望相反，发现人格特质与组织承诺之间没有显着关系，但是组织承诺与离职意愿之间存在显着关系。还发现组织承诺，年龄和受教育程度之间存在显着关系。研究的局限性/含义-研究的设计不允许做出因果关系陈述。另外，样本量很小，可能无法代表，因此应谨慎对待其他人群。第三，由于所使用的所有度量都是自我报告，因此通用方法的差异以及社会期望效应都是一个问题。实际意义–组织承诺是人力资源管理的重要研究课题，具有实践意义和理论意义。管理人员可以从了解人力投入的预测因素中受益，因为他们可以在存在问题时启动干预措施。原创性/价值–该研究通过提供有关个体因素在解释不同形式的组织承诺和员工行为之间的相互关系中的作用的经验发现和理论解释，为组织承诺文献做出了贡献。

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