Organizational Commitment, Human Resources, Continuance Commitment, Affective Commitment, Normative Commitment, Banking Sector

The concept of organizational commitment is defined as employees's strong belief in accepting organizational goals and values; a strong desire to spend high-level effort taking into account the benefit of the organization and to maintain membership in the organization. Although there are different classifications related to organizational commitment in the literature, affective commitment, continuance commitment and normative commitment sub-dimensions were emphasized. This study includes the implementation of an organizational commitment questionnaire developed by Allen and Meyer (1990) and adapted to Turkish by Wasti (2000) on a total of 53 employees in a participation bank operating in the East Black Sea Region. As a result of the study, no statistically significant relationship was found between the organizational commitment levels of the bank employees and the variables of age, marital status, gender, lenght of work, job title, income level. When the organizational score means of the employees were evaluated, it was seen that the average scores of affective commitment were higher than continuance and normative commitment

Nerve commitment in Hydra. II. Localization of commitment in S phase

The kinetics of nerve differentiation were investigated during head regeneration in Hydra. In particular the cell cycle parameters of stem cells undergoing nerve commitment were determined. Head regeneration induces extensive nerve commitment localized at the regenerating tip (G. Venugopal and C. David, 1981, Develop. Biol.83, 353–360). The appearance of committed nerve precursors is followed 12 hr later by the appearance of newly differentiated nerves. Under these conditions the time from the end of S phase to nerve differentiation is about 9 hr and the time from the beginning of S phase to nerve differentiation is about 18 hr. Thus nerve commitment occurs in mid- to late S phase of the stem cell precursor

Organisational commitment in Malaysian public sector

This paper describes a research project that aims to determine the level of civil servants’ organisational commitment and the factors associated with it. The instruments used to measure organisational commitment, empowerment, job characteristics, and organisational communication were adapted from Allen and Meyer (1990), Spreitzer (1995), Hackman and Oldham (1975), and Downs and Hazen (1977). The findings demonstrated that civil servants appeared to have a higher level of affective commitment with mean value of 3.88 compared to continuance 3.58 and normative commitment 2.92. The study also found that civil servants were psychologically empowered in the department with mean value of 3.71, had experienced a variable opportunity in job with mean 3.51 and were reported to be satisfied with the existing communication in the department with mean value of 3.68. Research findings also showed that there is a correlation between organisational commitment (affective, continuance, and normative commitment) with empowerment, job characteristics, and organisational communication variables. The stepwise regression exhibited that empowerment variable is the most dominant predictor of civil servants’ organisational commitment. Meanwhile, organisational communication variable appeared to be the most significant factor to influence civil servants’ affective commitment. Civil servants with continuance commitment were found to be best predicted by empowerment variable. Finally, civil servants with normative commitment tend to be mostly influenced by job characteristics variable

Bilateral Commitment

We consider non-cooperative environments in which two players have the power to commit but cannot sign binding agreements. We show that by committing to a set of actions rather than to a single action, players can implement a wide range of action profiles. We give a complete characterization of implementable profiles and provide a simple method to find them. Profiles implementable by bilateral commitments are shown to be generically inefficient. Surprisingly, allowing for gradualism (i.e., step by step commitment) does not change the set of implementable profiles.commitment, self-enforcing, treaties, inefficiency, agreements, Pareto-improvement

Time Inconsistency, Sophistication, and Commitment An Experimental Study

We experimentally study the relationship between time inconsistency, sophistication about time inconsistency, and self-commitment. Previous research has interpreted demand for commitment devices as evidence for the sophistication of a time-inconsistent decision-maker. In our laboratory experiment, we attempt to measure sophistication directly by way of a cognitive test. We then test the hypothesis that people who are both time-inconsistent and show high cognitive capacity take up commitment devices when offered in the strategic game between their current and their future self. For experimental laboratory commitment choices, we cannot detect a moderating effect of cognition on commitment demand of time-inconsistent subjects. However, we find that the existence of time-inconsistent preferences and sophistication (proxied by cognitive performance) can predict the demand for savings commitment in our hypothetical survey vignette question.Series: Department of Strategy and Innovation Working Paper Serie

Bilateral Commitment

We consider non-cooperative environments in which two players have the power to commit but cannot sign binding agreements. We show that by committing to a set of actions rather than to a single action, players can implement a wide range of action profiles. We give a complete characterization of implementable profiles and provide a simple method to find them. Profiles implementable by bilateral commitments are shown to be generically inefficient. Surprisingly, allowing for gradualism (i.e., step by step commitment) does not change the set of implementable profiles.Commitment; self-enforcing; generic inefficiency; agreements; Pareto-improvement

Clear Consensus, Ambiguous Commitment

Americans from every demographic, socioeconomic, racial, and ethnic category identify themselves as concerned about the environment, and most say that they have personally taken steps to reduce pollution or improve environmental quality in some way. One of the most salient cultural and social signatures of the contemporary era in the United States, and throughout much of the world, has been the diffusion of a desire to protect, preserve, and restore features of the natural environment to a greater degree than current practices and policies do. These environmental concerns are not only widely shared, they have been extended to become a wide policy agenda. No longer confined to preserving national parks or eliminating the most noxious forms of smog and the most obvious kinds of water pollution, the environmental agenda has expanded to embrace the preservation of open spaces, critical habitats, wetlands, tropical rain forests, and other natural areas; the reduction of all forms of harmful pollution and emissions; and the reformation of personal habits of consumption and corporate practices of production that underlie the supply and demand of products that directly or indirectly harm the environment. Environmental implications are everywhere and they have seeped into everyone\u27s consciousness