Todorović Dušan, Mitić Petar M, Stojiljković Nenad, Olanescu Mihai, Suciu Adrian, Popa Danut
Department of Psychology, Faculty of Philosophy, University of Niš, Niš, Serbia.
Faculty of Sport and Physical Education, University of Niš, Niš, Serbia.
Front Psychol. 2024 Nov 1;15:1442990. doi: 10.3389/fpsyg.2024.1442990. eCollection 2024.
This study aims to explain the variability in organizational commitment by examining a range of individual and organizational factors. The predictors include personality traits from the HEXACO model, organizational orientations, subjective wellbeing, perceived employment uncertainty, duration of employment, and income satisfaction. The sample consisted of 1,127 employees, with 49.4% from the private sector and 50.6% from the public/state-owned sector. Multiple regression analysis revealed that the models were statistically significant for both sectors. Public sector employees demonstrated higher levels of continuance commitment, likely due to job security, while private sector employees exhibited higher levels of affective and normative commitment. The model accounted for 51.8% of the variance in organizational commitment for public sector employees and 39.2% for private sector employees. These findings underscore the distinct commitment patterns between sectors and emphasize the role of both dispositional and contextual factors in shaping organizational commitment.
本研究旨在通过考察一系列个人和组织因素来解释组织承诺的变异性。预测因素包括HEXACO模型中的人格特质、组织取向、主观幸福感、感知到的就业不确定性、工作年限以及收入满意度。样本由1127名员工组成，其中49.4%来自私营部门，50.6%来自公共/国有部门。多元回归分析表明，这些模型对两个部门都具有统计学意义。公共部门员工表现出更高水平的持续承诺，这可能是由于工作保障，而私营部门员工则表现出更高水平的情感承诺和规范承诺。该模型解释了公共部门员工组织承诺方差的51.8%，以及私营部门员工的39.2%。这些发现强调了不同部门之间独特的承诺模式，并强调了性格因素和情境因素在塑造组织承诺方面的作用。
