A CAUSAL MODEL OF ORGANIZATIONAL COMMITMENT (JOB SATISFACTION, NURSING PERSONNEL, MILITARY HOSPITAL).
Contributors: University of Iowa.
Published: 1985
Number of pages: 235
Subjects: Health Sciences, Health Care Management.
Description: This research is concerned with estimation of a causal model of organizational commitment. Commitment, the degree of an individual's identification with and involvement in a particular organization, has a role in affecting turnover, absenteeism, and tardiness, which is considered to be of great importance to management decision makers. This is especially true for hospitals which are under unprecedented pressure to meet escalating costs and consumer demand with reduced resources.

In estimating this model of commitment, a series of constructs were examined which positively or negatively affected commitment of different degrees. These constructs, or determinants, were job satisfaction, job opportunity, professionalism, general training, kinship responsibility, integration, volition, irrevocability, sacrifice, routinization, job and work unit centralization, downward, upward, and horizontal communication, pay, distributive justice, and promotional opportunity.

A large, military, teaching hospital, located in a major metropolitan area was the research site. All members of the nursing staff were surveyed to determine their attitudes and beliefs concerning commitment and its determinants. Of the 790 persons who made up the nursing staff, 578 returned survey questionnaires for a response rate of 73.2 percent. The study sample consisted of 255 men and 323 women, or 44 percent men and 56 percent women; there were 185 civilans and 393 military, or 32 percent and 68 percent respectively.

Multiple regression and path analytic techniques were used to estimate and evaluate the causal model. The results indicate that the 43 percent of explained variance achieved in this study is moderate to high compared to similar studies. Testing for interaction effects suggest that there is no meaningful difference in the explained variance of commitment between men and women, and between civilians and the military.

Based on the results obtained, a series of management and future research implications are discussed.
Notes: Source: Dissertation Abstracts International, Volume: 46-06, Section: B, page: 1862.

Thesis (PH.D.)--THE UNIVERSITY OF IOWA, 1985.

School code: 0096.