Equal, but so much different: examining socio-demographic differences of the employees in relation to organizational commitment, burnout and intention to leave
DOI:
https://doi.org/10.24837/pru.v18i2.477Keywords:
organizational commitment, burnout, intention to leaveAbstract
The current study was conducted among employees in various industries and sectors (N = 412) in Romania and examined
how four socio-demographic groups differ with regards to three main organizational outcomes: organizational
commitment, burnout and intention to leave. Multivariate analysis of variance showed that statistically significant
differences exist between socio-demographic groups based on hierarchical level, sector of the employer, generation and
perceived income level. Additionally, significant differences were shown at the dependent variables levels for certain
socio-demographic groups. One of the most expected set of results relate to the differences between generations in terms
of all variables included in the study. Like the other findings, but most of it, in a complete form, this highlight could help
organizations in their endevour to bridge the generational gap and propose a tailored organizational employee value
proposition to their prospective targets.
Downloads
References
Allen, N.J. & Meyer, J.P. (1996) Affective, Continuance,
and Normative Commitment to the Organization: An
Examination of Construct Validity. Journal of
Vocational Behaviour, 49, 252–276
Bogg, J. & Cooper, C. (1995). Job Satisfaction, Mental
Health, and Occupational Stress among Senior Civil
Servants. Human Relations, 48, 327-341.
Clugston, M., Howell, J. P. & Dorfman, P. W. (2000).
Does cultural socialization predict multiple bases and
foci of commitment? Journal of Management, 26, 5–
Cohen, A. (1993). Organizational Commitment and
Turnover: A Meta-Analysis. The Academy of
Management Journal, 36(5), 1140-1157, DOI:
2307/256650144
Cohen, A., & Gattiker, U. (1994). Rewards and
Organizational Commitment across Structural
Characteristics: A Meta-Analysis. Journal of
Business and Psychology, 9(2), 137-157.
Cohen, A., & Lowenberg, G. (1990) A reexamination of
the side-bet theory as applied to organizational
commitment: A meta-analysis. Human Relations, 43,
-1050.
Cohen, J. (1988). Statistical power analysis for the
behavioral sciences (2nd ed.) (Hillsdale, NJ:
Erlbaum)
Edwards, J. & Cable, D. (2009). The Value of Value
Congruence. The Journal of applied psychology, 94.
-677. DOI: 10.1037/a0014891.
Emerson, R.M. (1976). The Social Exchange Theory.
Annual Review of Sociology 2(1), 335-362, DOI:
1146/annurev.so.02.080176.002003.
Field, A. (2018). Discovering Statistics Using IBM SPSS
Statistics (5th Ed.). London, UK: Sage Publications,
-775.
Gittleman M, Pierce B.(2013) How Prevalent is
Performance-Related Pay in the United States?
Current Incidence and Recent Trends. National
Institute Economic Review 226(1): R4-R16.
DOI:10.1177/002795011322600102
Guchait, P., & Cho, S. (2010). The impact of human
resource management practices on intention to leave
of employees in the service industry in India: the
mediating role of organizational commitment. The
International Journal of Human Resource
Management, 21(8), 1228–1247
Homans, G. (1974). Social Behavior, revised Ed., New
York: Harcourt-Brace, 25-44.
Jeong, M. & Oh, H. (2017). Business-to-business social
exchange relationship beyond trust and commitment.
International Journal of Hospitality Management 65,
-124. DOI: 10.1016/j.ijhm.2017.06.004.
Kerlinger, F. N. & Lee, H. B. (2000). Foundations of
behavioral research (4th Ed). Fort Worth, TX:
Harcourt College Publishers.
Loi, R., Hang-yue, N. & Foley, S. (2006). ‘Linking
Employees’ Justice Perceptions to Organizational
Commitment and Intention to Leave: The Mediating
Role of Perceived Organizational Support, Journal of
Occupational and Organizational Psychology, 79,
–120.
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. (1997). Commitment in the
workplace. Thousand Oaks, CA: Sage.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993).
Commitment to organizations and occupations:
Extension and test of a three component
conceptualization. Journal of Applied Psychology,
(4), 38-551.
Meyer, J. P., Stanley, D. J., Herscovitch, L. &
Topolnytsky, L. (2002). Affective, continuance and
normative commitment to the organization: A meta-
analysis of antecedents, correlates, and consequences.
Journal of Vocational Behavior, 61, 20–52.
Lavinia Țânculescu-Popa
Montgomery, A.J., Peeters, M.C.W., Schaufeli, W.B. &
Den Ouden, M. D. (2003). Work-Home Interference
among Newspaper Managers: Its Relationship with
Burnout and Engagement. Anxiety, Stress & Coping,
, 195-211, DOI: 10.1080/1061580021000030535
Muller, K.E. & Fetterman, B.A. (2002). Regression and
ANOVA: An integrated approach using SAS®
Software. Cary, NC: SAS Institute Inc & John Wiley
& Sons Inc.
Mukherjee, R. & Gokcekus, O. (2001) Living with
Political Patronage: Civil Service Reform Options
When Patronage Cannot be Eliminated. Draft PREM
Note, The World Bank.
Patalano, C (2008). A study of the relationship between
generational group identification and organizational
commitment: Generation X vs. Generation Y. Nova
Southeastern University, ProQuest Dissertations
Publishing, 2008. 3301306.
Popa, M. (2010). Statistici multivariate aplicate în
psihologie [Multivariate Statistics Applied in
PsychologyMultivariate Statistics Applied in
Psychology]. Iasi, Polirom, 207-264.
Schaufeli, W.B. & Enzmann, D. (1998). The Burnout
Companion to Study and Research: A Critical
Analysis. Taylor & Francis, London.
Schaufeli, W.B. & Salanova, M. (2014). Burnout,
boredom and engagement at the workplace. In
Peeters, M., de Jonge J., & Taris, T. (eds.), People at
work: An Introduction to Contemporary Work
Psychology. Chichester, Wiley-Blackwell, 293 – 320.
Schuler, H., Thornton, G.C., Frintrup, A., Mueller-
Hanson, R. (2004). Achievement Motivation
Inventory. Manual. Oxford: Hogrefe & Huber
Publisher.
Suman, S., & Srivastava, A. K. (2012). Antecedents of
Organisational Commitment across Hierarchical
Levels. Psychology and Developing Societies, 24(1),
–83. DOI: 10.1177/097133361102400103.
Țânculescu, L. (2015) Impactul factorilor de
personalitate înțeleși în cheia teoriei celor cinci mari
factori de personalitate asupra angajamentului
organizațional. PhD Thesis (unpublished). UBB,
Cluj-Napoca.
Weisberg, J.& Kirschenbaum, A. (1991). Employee
Turnover Intentions: Implications from a National
Sample. International Journal of Human Resource
Management, 2(3), 359–375.
Yousef, D. A. (2016). Organizational Commitment, Job
Satisfaction and Attitudes toward Organizational
Change: A Study in the Local Government.
International Journal of Public Administration,
(1), 77-88 DOI: 10.1080/01900692.2015.1072217
***OECD.(1997) Trends in public sector pay in OECD
countries. Paris: OECD-Publishing
***OECD (2005) Performance-related pay policies for
government employees, Paris: OECD-Publishing
Downloads
Published
How to Cite
Issue
Section
License
Authors who publish with this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal,it also allows for use of the work for non-commercial purposes and if others remix, transform or build upon the works found in this journal they must distribute the contributions under the same licence as the original.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See: The Effect of Open Access).
