IDENTIFICATION OF THE RETATIONSHEP BETWEEN ORGANIZATIONAL COMNITTEMENT AT PRE-ENTRY AND POST ENTRY AND ITS RELATION WITH PERFORMANCE (A CASE STUDY ON QAZVIN MEDCAL UNIVERSITY)

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JAVANMARD SEYYEDEH SAEYDEH

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Journal: JOURNAL OF DEVELOPMENT & EVOLUTION MANAGEMENT Year:2012 | Volume:4 | Issue:8 Page(s): 35-45

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Information Journal Paper

Title

IDENTIFICATION OF THE RETATIONSHEP BETWEEN ORGANIZATIONAL COMNITTEMENT AT PRE-ENTRY AND POST ENTRY AND ITS RELATION WITH PERFORMANCE (A CASE STUDY ON QAZVIN MEDCAL UNIVERSITY)

Author(s)

JAVANMARD SEYYEDEH SAEYDEH | Issue Writer Certificate

Keywords

EMPLOYEESQ2

PERFORMANCEQ2

DUALITYQ2

BOARD INDEPENDENCEQ2

INSTITUTIONAL OWNERSHIPQ2

PERSONAL OWNERSHIPQ2

Abstract

In this research the relationship between EMPLOYEES' commitments, at the time of entering (pre-entry) and after entering (post-entry) (one year after employing) and its relationship with their PERFORMANCE among EMPLOYEES of Qazvin University of Medicine has been studied. The study was performed upon organizational commitment model advanced by Cohen (2007). In the model, timing of commitment is essential. The first part of the model is the process of commitment at the time of entering which includes instrumental commitment propensity and normative commitment propensity. The other part is after entering (post-entry) process of commitment which consists of instrumental commitment and affective commitment. The results of the study point out that normative commitment propensity lead to a deeper post-entry commitment, which is affective commitment, but there is not any relation between instrumental commitment propensity and instrumental commitment. There is a strong relationship between variables of personal characteristics, characteristics of job choice and expectations about one's job and both at the time of entering and post-entry commitment (except relation between individual characteristics and normative commitment propensity, and between characteristics of job choice and instrumental commitment propensity). Priority of sub-indices of variables influence has been determined. The results signify a nonlinear relationship between commitment and PERFORMANCE and specify that the optimum value of commitment for the proper EMPLOYEES' PERFORMANCE is the medium level of commitment.

Cites

INVESTIGATING THE EFFECTS OF STAFF EMPOWERMENT ON ORGANIZATIONAL COMMITMENT

References

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APA: Copy

JAVANMARD, SEYYEDEH SAEYDEH. (2012). IDENTIFICATION OF THE RETATIONSHEP BETWEEN ORGANIZATIONAL COMNITTEMENT AT PRE-ENTRY AND POST ENTRY AND ITS RELATION WITH PERFORMANCE (A CASE STUDY ON QAZVIN MEDCAL UNIVERSITY). JOURNAL OF DEVELOPMENT & EVOLUTION MANAGEMENT, 4(8), 35-45. SID. https://sid.ir/paper/205770/en

Vancouver: Copy

JAVANMARD SEYYEDEH SAEYDEH. IDENTIFICATION OF THE RETATIONSHEP BETWEEN ORGANIZATIONAL COMNITTEMENT AT PRE-ENTRY AND POST ENTRY AND ITS RELATION WITH PERFORMANCE (A CASE STUDY ON QAZVIN MEDCAL UNIVERSITY). JOURNAL OF DEVELOPMENT & EVOLUTION MANAGEMENT[Internet]. 2012;4(8):35-45. Available from: https://sid.ir/paper/205770/en

IEEE: Copy

SEYYEDEH SAEYDEH JAVANMARD, “IDENTIFICATION OF THE RETATIONSHEP BETWEEN ORGANIZATIONAL COMNITTEMENT AT PRE-ENTRY AND POST ENTRY AND ITS RELATION WITH PERFORMANCE (A CASE STUDY ON QAZVIN MEDCAL UNIVERSITY),” JOURNAL OF DEVELOPMENT & EVOLUTION MANAGEMENT, vol. 4, no. 8, pp. 35–45, 2012, [Online]. Available: https://sid.ir/paper/205770/en

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