This study examines the relationship between organizational commitment and citizenship behaviours, counterproductive work behaviours and turnover intentions. It also investigates the mediation effect of exhaustion on these relationships. Data were obtained from 87 workers of a health care Charity Trust based in the UK. Hierarchical regression analysis indicated that organizational commitment was related to counterproductive work behaviours and turnover intentions but not to citizenship behaviours. Moreover, exhaustion partially mediated the organizational commitment and turnover intentions relationship. However it is discussed that this mediation is not critical as the effects of exhaustion are overshadow by those of commitment.
Table of Contents
1. INTRODUCTION
2. LITERATURE REVIEW
2.1 Organisational Commitment
2.2 Emotional Exhaustion
2.3 Behaviour at work
3. HYPOTHESES
3.1 Organizational Commitment and Exhaustion
3.2 Organizational Commitment and OCB
3.3 Organizational Commitment and CWB
3.4 Organizational Commitment and Turnover Intentions
3.5 Exhaustion and Turnover intentions
3.6 Exhaustion and OCB and CWB
3.7 Exhaustion as a mediator
4. ORGANIZATIONAL CONTEXT
5. METHOD
5.1 Participants
5.2 Measures
5.2.1 Organizational Commitment
5.2.2 Exhaustion
5.2.3 Extra-role behaviours
5.2.4 Turnover intentions
5.3 Procedure
5.4 Ethical Considerations
6. ANALYTICAL TECHNIQUE
7. RESULTS
7.1 Descriptive statistics
7.2 Correlational analysis (hypotheses 1-7)
7.3 Mediation analyses
7.3.1 Organizational commitment and Exhaustion
7.3.2 Organizational commitment and OCB
7.3.3 Organizational commitment and CWB.
7.3.4 Organizational commitment and turnover intentions
7.3.5 Mediation analyses (hypothesis 8)
7.3.5.1 AC/NC and OCB mediated by exhaustion
7.3.5.2 AC/NC and CWB mediated by exhaustion
7.3.5.3 AC/NC and TI mediated by exhaustion
8. DISCUSSION
Research Objective and Key Themes
This research aims to investigate the relationships between organizational commitment, emotional exhaustion, extra-role work behaviours (OCB and CWB), and turnover intentions. The primary goal is to examine whether emotional exhaustion functions as a mediator in the relationship between different facets of organizational commitment (affective and normative) and these work outcomes.
- Three-component model of organizational commitment (affective, continuance, normative).
- Impact of emotional exhaustion on employee performance and turnover.
- Extra-role behaviours: Organizational Citizenship Behaviours (OCB) and Counterproductive Work Behaviours (CWB).
- Mediation analysis using the framework of Baron and Kenny.
- Conservation of Resources (COR) and Job Demands-Resources (JD-R) models of burnout.
Excerpt from the Book
Organisational Commitment
Commitment is a very difficult construct to define clearly, in part because it is a concept studied from different disciplines which have ascribed different meanings to the topic (Mowday, Steers, & Porter, 1979). Nonetheless, Meyer and Allen (1991, 1997; Meyer & Herscovitch, 2001) analyzed the similarities and differences of several definitions in order to propose the “core essence” of commitment: “Commitment is a force [mindset] that binds an individual to a course of action that is of relevance to a particular target” (Meyer & Herscovitch, 2001, p.301).
This definition acknowledges that a) an individual may become psychologically linked to different targets (e.g. organization, work groups, union), and even it has been found (Becker, 1992) that individuals may become committed at the same time to several foci within the main target; b) the particular bond that binds an individual to a particular target, influences the individual to act in accordance to that target’s benefit (Meyer, Becker, & Van Dick, in press), that is, commitment can be seen as an attitude that ties the individual to its target (Gautam, Van Dick, Wagner, 2004).
In addition, it is important to note that nowadays it is recognized that the nature of that mind-set can adopt different forms and can vary in degree (Meyer & Allen, 1997; Meyer & Herscovitch, 2001), although once it is established it is relatively constant and lasting (Gautam et al., 2004). Several multi-dimensional models of commitment have been proposed (e.g. Meyer & Allen, 1991; O’Reilly & Chatman, 1986; see Meyer & Allen, 1997 for a review). For the purposes of this study, the three-component model developed by Meyer and Allen (1991, 1997) will be used. This model has arguably been the most influential in recent years and has continuously received empirical support (see Meyer, Stanley, Herscovitch, & Topolnytsky, 2002, for a recent meta-analysis).
Summary of Chapters
INTRODUCTION: The chapter outlines the changing landscape of work and the critical need for understanding employee commitment and burnout in the context of modern organizational challenges.
LITERATURE REVIEW: This section reviews theoretical frameworks regarding organizational commitment, emotional exhaustion, and work behaviours, establishing the conceptual basis for the study.
HYPOTHESES: The author formulates eight specific hypotheses detailing the expected relationships between commitment, exhaustion, citizenship behaviours, and turnover.
ORGANIZATIONAL CONTEXT: This chapter describes the specific UK Charity Trust where the research was conducted, providing demographic and contextual data.
METHOD: The author details the sample of 87 workers, the standardized instruments used for measuring variables, and the ethical procedures followed.
ANALYTICAL TECHNIQUE: This section explains the statistical approach, specifically relying on Baron and Kenny’s (1986) steps for mediation analysis.
RESULTS: The author presents descriptive statistics, correlation analyses, and multiple regression models to test the proposed hypotheses.
DISCUSSION: This concluding chapter interprets the findings, discusses the limitations of the study, and provides practical implications for organizations.
Keywords
Organizational commitment, emotional exhaustion, burnout, extra-role behaviours, OCB, CWB, turnover intentions, mediation, social exchange theory, job demands-resources, psychological contract, support workers, affective commitment, normative commitment, continuance commitment.
Frequently Asked Questions
What is the primary focus of this study?
The study focuses on the mediating role of emotional exhaustion in the relationship between organizational commitment and various work outcomes, specifically citizenship behaviours, counterproductive behaviours, and turnover intentions.
What are the central thematic fields covered?
The research covers human resource management, occupational health psychology, and organizational behaviour, with specific attention to burnout and employee dedication.
What is the core research question?
The core question is whether emotional exhaustion acts as a critical mediator that explains how and why organizational commitment influences an employee's decision to leave or their engagement in extra-role behaviours.
Which scientific methods were employed?
The study used quantitative methods, including self-report questionnaires, correlational analysis, and hierarchical multiple regression analysis, alongside Baron and Kenny’s mediation framework.
What does the main body of the work address?
It addresses the theoretical underpinnings of commitment and burnout, the methodology of the survey in a UK healthcare charity, and a comprehensive analysis of the statistical results regarding these variables.
How would you characterize the keywords of the work?
The keywords reflect a focus on psychological states in the workplace (commitment, burnout) and their behavioural manifestations (OCB, CWB, turnover) within organizational settings.
How does exhaustion influence the relationship between commitment and turnover?
The findings indicate that exhaustion partially mediates this relationship; however, the author argues that the effect of exhaustion is largely overshadowed by the stronger influence of organizational commitment.
Why did the study fail to find a mediation effect for OCB and CWB?
The author suggests potential reasons include a lack of statistical power in the sample size and a possible "ceiling effect" in the responses, as well as the complexity of the JD-R model dynamics.
What role does the "Job Demands-Resources" model play in the discussion?
The JD-R model is used as a post-hoc theoretical framework to explain why organizational commitment did not always predict extra-role behaviours as expected, highlighting the balance between job demands and available resources.
- Citation du texte
- Marcos Alonso Rodriguez (Auteur), 2006, Emotional exhaustion as a mediator in the relationship between organisational commitment and extra-role work behaviours, Munich, GRIN Verlag, https://www.grin.com/document/275875
