MY NOTES
“The impact of Employee Trust On Employee Commitment and Learning Behavior”
ABSTRACT:
AIMS/OBJECTIVES:
The main purpose of our research is to measure employee trust through learning behavior and employee commitment with political skills as a moderator and voluntary learning behavior and affective organizational commitment as an outcome. Research questions:
Does employee trust increases organizational commitment?
How learning behavior s associated with employee trust and commitment?
LITERATURE REVIEW:
Organization commitment can be defined as “Multidimensional in nature, involving an employee’s loyalty to the organization, willingness to exert effort on behalf of the organization, degree of goal and value congruency with the organization, and desire to maintain membership” (p.95, Mowday, Steers & Porter, 1979).Organizational Commitment has the strong relation between employee and organization.(Buchanan, 1974). There are three types of organizational commitment. Affective commitment, continuance commitment, and normative commitment. (Meyer & Allen, 1991).In Affective commitment the main focus is on emotional attachment, identification, and involvement of the employee with his organizations goal.” (Mowday et al., 1979)Continuance commitment enhances the employee commitment with his organization and makes it difficult for the employee to leave the organization (Reichers, 1985).Normative commitment is “the generalize value of loyalty and duty”( Weiner, 1982).
METHAD OLOGY:
The methodology section typically might: refer to an accepted method or approach; highlight problems in developing a suitable approach (methodological issues); describe how information will be generated, analysed and reported. Surveys and sampling.
Measures:
Organization commitments were measured Meyer and Allen (1997) 21 item scale. The response were made on the seven point scale from 1=strongly disagree to 7= strongly Agree. A sample question is “I would be very
ABSTRACT:
AIMS/OBJECTIVES:
The main purpose of our research is to measure employee trust through learning behavior and employee commitment with political skills as a moderator and voluntary learning behavior and affective organizational commitment as an outcome. Research questions:
Does employee trust increases organizational commitment?
How learning behavior s associated with employee trust and commitment?
LITERATURE REVIEW:
Organization commitment can be defined as “Multidimensional in nature, involving an employee’s loyalty to the organization, willingness to exert effort on behalf of the organization, degree of goal and value congruency with the organization, and desire to maintain membership” (p.95, Mowday, Steers & Porter, 1979).Organizational Commitment has the strong relation between employee and organization.(Buchanan, 1974). There are three types of organizational commitment. Affective commitment, continuance commitment, and normative commitment. (Meyer & Allen, 1991).In Affective commitment the main focus is on emotional attachment, identification, and involvement of the employee with his organizations goal.” (Mowday et al., 1979)Continuance commitment enhances the employee commitment with his organization and makes it difficult for the employee to leave the organization (Reichers, 1985).Normative commitment is “the generalize value of loyalty and duty”( Weiner, 1982).
METHAD OLOGY:
The methodology section typically might: refer to an accepted method or approach; highlight problems in developing a suitable approach (methodological issues); describe how information will be generated, analysed and reported. Surveys and sampling.
Measures:
Organization commitments were measured Meyer and Allen (1997) 21 item scale. The response were made on the seven point scale from 1=strongly disagree to 7= strongly Agree. A sample question is “I would be very
References: