Effects of staff commitment on job-related behaviour between supervisor and front-line staff in a hospital of Hong Kong : an exploratory study

Pao Yue-kong Library Electronic Theses Database

Effects of staff commitment on job-related behaviour between supervisor and front-line staff in a hospital of Hong Kong : an exploratory study

 

Author: Yip, Yuen-yee
Title: Effects of staff commitment on job-related behaviour between supervisor and front-line staff in a hospital of Hong Kong : an exploratory study
Degree: M.Sc.
Year: 1999
Subject: Hospitals -- China -- Hong Kong -- Staff -- Psychology -- Case studies
Organizational commitment -- China -- Hong Kong -- Case studies
Organizational behavior -- China -- Hong Kong -- Case studies
Hong Kong Polytechnic University -- Dissertations
Department: Multi-disciplinary Studies
Dept. of Management
Pages: viii, 113 leaves ; 30 cm
Language: English
InnoPac Record: http://library.polyu.edu.hk/record=b1463754
URI: http://theses.lib.polyu.edu.hk/handle/200/2980
Abstract: The relationship between organizational and occupational commitments as well as their inter-relationship with job-related behavious, including intention to quit, job performance and organizational citizenship behaviour were explored on a sample of 402 hospital staff of different disciplines. In essence, the moderating effect of the status of respondents (supervisor vs. front-line staff) on such relationships was also hypothesized to investigate in this research. Based on Meyer and Allen's three component commitment model and Bateman & Organ's organization citizenship behavior, job-related behaviours were conceptualised as the dependents of commitment. As predicted, hospital staff was found to be significantly and positively correlated in their occupational and organizational commitment and negatively correlated to intention to quit. Results revealed that hospital staff were found more committed to their occupation than their organization. But overall speaking, their intention to quit were not strong. It was also concluded that the affective occupational commitment was the significant predictor of intention to quit the occupation and all aspects of occupational commitment have influence on good job performance. However, the occupational commitment was not the good predictor for OCB. With regard to the three-component organizational commitment, it has strong influence on intention to quit the organization and as a weak predictor of job performance. Again, its impact on OCB was little. This study demonstrated that to some extend, status of respondents had its effect on intention to quit. As predicted, its moderating effects on the relationships between commitments and job performance and OCB were not obvious. Implications of the findings, limitations and direction for future research were discussed.

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