Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

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Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

This note can be used in conjunction with any class session where the learning objective is to understand how to manage conflict within organizations. It focuses on interpersonal-conflict styles, and offers prescriptions for what styles are appropriate for various conflict situations.

https://papers.ssrn.com/sol3/Delivery.cfm/UVA-OB-0743.pdf?abstractid=911079&rulid=9027902&mirid=1

Managing Conflict in Organizations

Dynamic Theory of Personality: Selected Papers. McGraw-Hill Publications in Psychology,

By definition, megaprojects consume numerous resources and impact numerous people, even across generations; it is therefore important that they bring considerable value to their initiators and othe...

Stakeholder Value Constructs in Megaprojects: A Long-Term Assessment Case Study:

Ethical leadership and environment specific discretionary behaviour: The mediating role of green human resource management and moderating role of individual green values

Purpose




The possible effect of conflicts as the consequence of differences between personal and organizational values (OV) on organizational commitment (OC) of internal construction stakeholders was an unclear issue in the areas of organizational behaviour in the construction industry, especially in Malaysia. Therefore, the purpose of this paper is to focus on this issue in the Malaysian construction industry.




Design/methodology/approach




This paper targeted professional project consultants, who are identified as architects, engineers, and quantity surveyors, as the internal construction stakeholders. The personal-OV and the level of OC of the stakeholders were evaluated through a questionnaire survey. To achieve the research objective, comparative and hierarchical regression analyses were performed.




Findings




The results generated by the analyses indicated a high level of value conflicts in the construction organizations which significantly and negatively affected commitment of the internal stakeholders.




Originality/value




Value conflicts in construction organizations are the agenda of this paper while not many empirical studies have been conducted on this issue in Malaysia. This paper through investigating the potential effect of value conflicts on the stakeholders’ commitment reveals the importance of interaction between personal and OV in construction organizations which contributes to the extant literature of organizational behaviour as to the construction literature.

Value conflicts and organizational commitment of internal construction stakeholders

This study investigated the relationship between “profession” and personal values to explain the potential conflicts between various groups of construction stakeholders. In this study, personal values of three professional groups of project consultants including architects, engineers, and quantity surveyors were assessed through questionnaire survey in the Malaysian construction industry. Using comparative analysis, the personal value priorities and conflicts between these professional groups of stakeholders were identified. The research findings indicated dissimilar patterns of personal values which explain potential conflicts between the stakeholders with different professions in the Malaysian construction industry. Therefore, this research confirmed the predictor role of “profession” variable in explaining personal values although this relationship was an ambiguous issue in the extant literature. This research, through identifying the value priorities of different groups of construction stakeholders, provides better understanding of their different needs, expectations, and preferences which would help project managers to have better perception of the potential conflicts between these groups of construction stakeholders.

/pdf/predictor-role-of-profession-in-explaining-personal-value-4y82oufto6.pdf

Predictor role of profession in explaining personal value priorities and conflicts between construction stakeholders

This paper looks at the issue of value congruence as being a key driver of fit among persons and the organizations they work for in the context of construction industry in Malaysia. In construction industry many parties have been identified as stakeholders and these abundant and diverse stakeholders do need to be managed based on this fact that, success in construction projects is significantly dependent on meeting the needs of project stakeholders. According to this issue in the construction industry, the importance of embracing Personal-Organizational fit (P-O fit) which mostly emphasizes on values and known as value congruence is revealed, due to its function for creating compatibility between individual values and organizational values. Recently, the concept of value congruence has attracted many scholars, especially in the field of Organizational Behaviour (OB). Although the literature of OB regarding value congruence indicates a disarray according to several theories and methodologies but affirms the positive outcomes of this construct on some individual variables related to work environment like; organizational commitment, job satisfaction and organizational identification.

https://hrmars.com/papers_submitted/1258/Review_and_Conceptualization_of_Value_Congruence_toward_Construction_Industry_in_Malaysia1.pdf

Elena Moezzi

Papers

Value conflicts and organizational commitment of internal construction stakeholders

Predictor role of profession in explaining personal value priorities and conflicts between construction stakeholders

Review and Conceptualization of Value Congruence toward Construction Industry in Malaysia