The model illustrates how individual, team, leader, and organizational factors shape employee attitudes, and how those attitudes impact performance and commitment.
Author : Jason A. We chose to feature this particular television program because it highlights, among other things, the importance of running any business with a thorough understanding of observational behaviour theories. Kim's Convenience emphasizes the significance of establishing and nurturing effective relationships in the workplace, and encapsulates - with humour and sensitivity - the challenges and the benefits of studying organizational behaviour.
Meeting you and your students where you are. This model reminds students where they are, where they've been, and where they're going. They include two unique chapters on job performance and organizational commitment. Those topics are critical to managers and students alike, and represent critical outcomes in OB. Each successive chapter then links back to those outcomes, illustrating why OB matters in today's organizations.
Being a good performer and working for an employer that inspires commitment are critical concerns for employees and managers alike. Colquitt Essentials takes a unique approach by devoting Chapter 2 to job performance and organizational commitment. Once these two key outcomes have been spotlighted, all of the remaining chapters are linked back to them, illustrating the importance of the chapter topics to performance and commitment.
An Integrative Model of OB. The table of contents is organized around an integrative model, described in Chapter 1, that provides a roadmap for the course, showing students how all of the chapters fit together. Unlike many OB texts with many editions behind them, Colquitt Essentials avoids being "grab-baggish" in nature with what seem to be randomly placed topics.
The positioning of every topic makes sense, and it's easy for students to understand how the topics they are studying fit into the bigger picture. Contemporary Content. When creating the book, the author team asked themselves what OB texts would look like if all of them were first written in Many OB texts include outdated and disproven models, just to maintain continuity with earlier editions. Such content frustrates students, who don't understand why they should learn theories that are not valid.
Colquitt Essentials omits such theories, devoting more space to contemporary topics that are useful for employees and managers. Features that Students Want to Read. Many of these features have been praised by students for their ability to demonstrate OB content in a fun and appealing manner.
View, sign, comment on, and share PDFs for free. A version of Reader is not available for this configuration. Optional offer:. However, when three and more groups are compared anova and Tukey Test as a Post Hoc test has been used. The regression analysis is made to test the hypothesis effectively. Several reliability tests are made to check the reliability of the model. Some of these tests are given below. The type of regression is mul- tiple linear regression which is adequate to show the relationship between organizational commitment and variables that represent work-life balance.
The model is formulated as below. The relationships between the variables are tested with Pearson correlation analysis. The direction of the relationship is available with the sign of the coefficient. As a conclusion of the analysis, all relationships are very weak.
This is required for a reliable research. The results are given in table 3. Methodology for the Differentiation Analysis To determine the methodology suitable for the differentiation anal- ysis, normality test is applied. The results are provided in table 4. According to this information from literature, the data is normally distributed for all of the sub scales.
The data is within the range suggested by both of the works from the literature. Because of this, the data is eligible for parametric tests. For the differentiation analysis t-test and anova are used. Work life balance explains Therefore, an evalu- ation of the results indicate that the main hypothesis h1 is accepted. The independent variables can also be evaluated individually.
Table 6 shows that work life balance differentiates based on number of children. In work life growth, the average of accountants with 2 children is significantly higher than accountants with no children. The differentiation analysis of work life balance based on income is presented table 7. In all of the subfactors the level of income group — tl is significantly higher than one or more other groups.
The differentiation analysis of work life balance based on num- ber of clients is given in table 8. The results also reveal that num- ber of clients group 29 or less has higher mean than most of the other number of clients groups.
Table 9 shows the details of the findings in the differentiation of work-life balance based on taking mental therapy. Finally the differentiation of work life balance based on occupa- tional experiences is explained in table Accordingly the effect of personal life to work and work life growth differentiate based on oc- cupational experience. Accordingly within the subfactors that differentiate the occupational experience group, 25 years and more has statistically higher mean than two other occupational experience groups.
The personal characteristics that are used in this research are number of children, level of income, number of clients, taking mental therapy and occupational experience. The findings reveal that respon- dents with no children and two children have statistically higher av- erage than two other number of children groups.
In table 12, the differentiation of organizational commitment based on income is given. According to the results, — tl income group statistically differentiates from — tl and tl and more income groups. The differentiation of organizational commitment based on num- ber of clients is given in table The results show that 30—35, 46—55 and 56 and more number of clients groups statistically differentiates from two other number of clients groups. Table 14 shows the differentiation of organizational commitment table 14 The Differentiation of Organizational Commitment Based on Taking Mental Therapy Taking mental therapy 1 2 3 4 5 Yes 51 2.
The results show no differentiation between those taking mental therapy or not. Finally the differentiation of organizational commitment based on occupational experience is tabulated in table According to the results, there is no statistically significant differentiation of organi- zational commitment based on occupational experience. Discussion A survey is conducted in this paper to test the main hypothesis that there is a relationship between organizational commitment and work life balance.
The differentiation analysis of organizational commit- ment and work life balance based on personal characteristics are also analysed with this survey.
According to the regression analysis with the main hypothesis, organizational commitment can be explained with some individual properties of work life balance. The results show a statistically sig- nificant regression, with two of the four independent variables being significant.
Overall, the main hypothesis of the research that there is a relationship between organizational commitment and work life balance is accepted. The independent variables can also be analysed separately in the regression. This means these variables are not explana- tory for organizational commitment. The differentiation analysis of work life balance is also given for each individual personal characteristic that are ex- plained in the research.
These characteristics are number of chil- dren, level of income, number of clients, taking mental therapy, and occupational experience. According to the first differentiation analysis, work life balance differentiates based on number of children. This is statistically sig- nificant only in work-life growth subfactor. The people with two chil- dren differentiate from the people with no children.
This is to say that the people with two children have more work-life growth prob- lem than the people with no children. The differentiation analysis of work life balance is also available based on level of income. The results show that work life balance differentiates based on level of income for all of the four subfactors in the regression.
One selected finding in these regressions is that the — tl income group differentiates for all the subfactors with its mean being statistically higher. This shows that the most problematic level of income group that faces work life balance issues is the — tl. Another differentiation analysis of work life balance is based on number of clients.
In the re- gression with the effect of work to personal life, 29 or less number of clients group has significantly higher mean than three other number of clients groups. This means that accountants with 29 or less clients have most the effect of work to personal life problem. There is also an analysis for the differentiation of work life bal- ance based on taking mental therapy.
However the results show no meaningful differentiation between people taking mental therapy and those not taking it. The result is the same for all of the four subfactors analysed in the research for work life balance. The final differentiation analysis of the work life balance is oc- cupational experience.
According to the analysis the two subfactors that differentiate based on occupational experience are the effect of personal life to work and work life growth. There are also differentiation analyses of organizational commit- ment based on personal characteristics in the research. These char- acteristics include number of children, level of income, number of clients, taking mental therapy and occupational experience.
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