共查询到20条相似文献，搜索用时 125 毫秒
1.
Ferudun Sezgin 《Educational Research and Evaluation》2013,19(2):185-201
The purpose of this study was to examine the relationships between teachers' perceptions of organizational commitment and school health in Turkish primary schools. The Organizational Commitment Scale and the Organizational Health Inventory were used to gather data from 323 randomly selected teachers employed in 20 primary schools in Ankara. Results indicated that teacher compliance commitment was negatively related to both identification and internalization. Three dimensions of school health, institutional integrity, principal professional leadership, and morale, negatively predicted teacher commitment based on compliance. However, teacher internalization commitment was positively predicted by these 3 health dimensions. Professional leadership was the only school health dimension that was significant in predicting identification commitment. Two other dimensions of school health, academic emphasis and resource support, were not significant predictors of the commitment factors. Results of the study are discussed in relation to developing the organizational health of schools and improving the organizational commitment of teachers. 相似文献
2.
Predicting conflict management based on organizational commitment and selected demographic variables
Refik Balay 《Asia Pacific Education Review》2007,8(2):321-336
The purpose of this study is to investigate the relationship between different levels of organizational commitment (compliance,
identification, internalization) of teachers and their different conflict management strategies (compromising, problem solving,
forcing, yielding, avoiding). Based on a questionnaire survey of 418 teachers, this study indicated that male teachers are
more likely to experience commitment based on compliance, and are more likely to avoid conflicts than female teachers. As
teachers get older they are more likely to experience commitment based on internalization and on identification, and they
are more likely to use problem solving conflict management strategies than those who are younger. The results also revealed
that both identification and internalization are significant determinants of the use of compromising and problem-solving conflict
management strategies. Commitment based on compliance is the only significant predictor of forcing behavior. Commitment based
both on identification and compliance are found to be the important determinants of avoiding behavior. Of these two, identification
was found to be the most significant predictor of avoiding conflict behavior. Conflict resolution through yielding was not
predicted by any level of organizational commitment. 相似文献
3.
Yin Cheong Cheng 《School Effectiveness & School Improvement》2013,24(2):85-110
This study intends to investigate how school organizational culture is related to important organizational characteristics and observe how the profiles of strong culture‐effective schools are different from those of weak culture‐ineffective schools in terms of organizational variables (such as principal's leadership, organizational structure, and teachers’ social interactions), teachers’ job attitudes, and school effectiveness criteria. It is a cross‐sectional survey research involving 54 randomly sampled Hong Kong secondary schools and 588 teachers. The unit of analysis is the school. Organizational ideology index was found to be substantially correlated with schools’ perceived organizational effectiveness. Among the 10 measures of these organizational variables, teachers’ esprit and principal's charismatic leadership can contribute substantially to the prediction of school's strength of organizational culture. The organizational profile of perceived strong culture‐effective schools is contrastingly different from that of perceived weak culture‐ineffective schools. The findings suggest that difference in organizational culture can be reflected at least in three overt levels: 1. organizational level in terms of principal's leadership behaviors, organizational formalization and participation, and teachers’ social norms; 2. teachers’ attitudinal level in terms of organizational commitment, social job satisfaction, intrinsic job satisfaction, and influence job satisfaction; and 3. school effectiveness level in terms of perceived overall organizational effectiveness and academic achievements in public examinations. The findings reinforce the importance of organizational culture to the ongoing effort and discussion of school improvement and school effectiveness. 相似文献
4.
Ali Balc? Murat ?zdemir ?i?dem Apayd?n Fatmanur ?zen 《Asia Pacific Education Review》2012,13(1):137-146
The aim of this study is to analyse organizational corruption and to determine its level of relation to attitude towards work,
work ethics and organizational culture. The data in study have been collected from 441 public high school teachers employed
in the central districts of Ankara in the school year of 2008–2009. Data have been collected through ‘Scale for Organizational
Corruption’, ‘Scale for Attitude towards Work’, ‘Scale for Work Ethics’ and ‘Scale for Organizational Culture’, all of which
were developed by the researchers in this study. Correlation and regression analysis techniques have been used in analysing
the data. It is concluded from the study that there is a significant, though at an average level, relation between organizational
corruption, organizational culture and work ethics and that there is a negative significant relation, though at a low level,
between organizational corruption and attitude towards work. It is also concluded that the variables for attitude towards
work, work ethics and organizational culture explain 38% of the variation in organizational corruption. 相似文献
5.
6.
为探讨中小学教师工作价值观与组织公民行为的关系,采用教师工作价值观问卷和组织公民行为问卷,对645名中小学教师进行了测量。结果发现,教师工作价值观与组织公民行为之间存在显著的正相关,工作价值观能够透过第一典型因素解释其组织公民行为,人际关系和利他奉献取向对组织公民行为有显著预测效果,组织管理取向对意见表达行为具有显著的负向预测力。 相似文献
7.
Anita S. McGinty Laura Justice Sara E. Rimm-Kaufman 《Early education and development》2013,24(2):361-384
Research Findings: Challenging the development of high-quality preschool education is the instability of the preschool teacher workforce, blamed in part on workplace conditions including isolationism, perceived lack of career reward, and lack of preparation. Little attention has been given to whether a preschool's organizational climate can mitigate these challenges, despite demonstrated workplace climate effects on teachers' attitudes, commitment, and practices in kindergarten–Grade 12 teachers. This study investigated preschool teachers' perceptions of a positive workplace climate (i.e., sense of school community); predictors of these perceptions (teacher qualifications and organizational features); and relationships among teachers' sense of community, classroom teaching quality, and attitudes toward teaching in a sample of 68 preschool teachers serving at-risk 4-year-olds. Overall, teachers provided high ratings for their sense of school community, although moderate interprogram variability and moderately large to large intraprogram variability existed. Teacher qualifications and preschool affiliation did not predict teachers' sense of community, but preschool size predicted perceptions of collegial support. Perception of collegial support and program influence was significantly related to positive attitudes toward teaching; only perceptions of program influence were related to classroom quality. Practice or Policy: We discuss the potentially important role of work environment in bolstering the quality and stability of the preschool teacher workforce. 相似文献
8.
Teacher perceptions of school culture and their organizational commitment and well-being in a Chinese school 总被引：1，自引：0，他引：1
This study aims to analyze and validate the dimensions and specific features of a school culture in a Chinese context. A sample
of 181 teachers from a Chinese primary and secondary school in Beijing participated in a survey that measures school organizational
cultural characteristics and teacher organizational commitment and well-being as outcomes of school culture. Specific cultural
characteristics of this school and their impact on teacher organizational commitment and well-being were identified. The findings
provide important information for understanding a school culture in the Chinese context. It enriches the theory related to
school culture and the research findings that have been identified in the Western settings. 相似文献
9.
AbstractWe examined the role of gender in teachers’ perceived autonomy support (PAS), relatedness with students, workplace buoyancy, and organizational commitment. With 276 Australian secondary school teachers, structural equation modelling showed predominant similarities across gender in associations between PAS, relatedness, buoyancy, and commitment. For example, for both female and male teachers, PAS predicted greater relatedness with students and both factors were positively associated with organizational commitment. However, there were some noteworthy differences across teacher gender. For example, relatedness with students was positively associated with buoyancy for male teachers only. In addition, findings showed that male teachers reported higher levels of workplace buoyancy. 相似文献
10.
The present study examines teachers’ perceptions of organizational changes in their elementary schools. These changes occurred
following the implementation of a long-term comprehensive school improvement project (CSIP). One hundred and seventy one teachers
who taught in six elementary schools located in two different school districts in Israel responded to a questionnaire both
before and after a period of 3 years during which they participated in a CSIP. The teachers, assisted by six professional
consultants, one in each school, studied cooperative learning as well as new forms of collaborative staff work. The study
addressed two primary research questions: What changes in teachers’ perceptions of their schools’ organizational culture emerged
from teachers’ participation in the project? How were the professional relationships between the schools’ supervisors and
the teachers in the two districts reflected in the teachers’ perception of school organizational changes? Results indicated
that teachers in three schools from one district recorded a significant improvement in their perceptions of their schools’
organizational culture at the end of the project, whereas the teachers from the other district indicated either no change,
or a significant decline in their evaluation of their schools’ organizational culture. A cross-validation of the teachers’
data was performed through a content analysis of 500 reports written over the course of 2 years, submitted by six external
consultants. The analysis yielded four categories: general difficulties to work with the school’s staff, problems implementing
the project, teacher resistance, and cancellations of planned meetings. The analysis provided valuable information as to why
the teachers from the two districts differed in their reactions to the project. 相似文献
11.
ObjectiveThe study: (1) provides the first assessment of the a priori measurement model and psychometric properties of the Organizational Social Context (OSC) measurement system in a US nationwide probability sample of child welfare systems; (2) illustrates the use of the OSC in constructing norm-based organizational culture and climate profiles for child welfare systems; and (3) estimates the association of child welfare system-level organizational culture and climate profiles with individual caseworker-level job satisfaction and organizational commitment.MethodsThe study applies confirmatory factor analysis (CFA) and hierarchical linear models (HLM) analysis to a US nationwide sample of 1,740 caseworkers from 81 child welfare systems participating in the second National Survey of Child and Adolescent Wellbeing (NSCAW II). The participating child welfare systems were selected using a national probability procedure reflecting the number of children served by child welfare systems nationwide.ResultsThe a priori OSC measurement model is confirmed in this nationwide sample of child welfare systems. In addition, caseworker responses to the OSC scales generate acceptable to high scale reliabilities, moderate to high within-system agreement, and significant between-system differences. Caseworkers in the child welfare systems with the best organizational culture and climate profiles report higher levels of job satisfaction and organizational commitment. Organizational climates characterized by high engagement and functionality, and organizational cultures characterized by low rigidity are associated with the most positive work attitudes.ConclusionsThe OSC is the first valid and reliable measure of organizational culture and climate with US national norms for child welfare systems. The OSC provides a useful measure of Organizational Social Context for child welfare service improvement and implementation research efforts which include a focus on child welfare system culture and climate. 相似文献
12.
13.
Tove Bøe 《Tertiary Education and Management》2013,19(4):362-376
AbstractThe aim of this paper is to analyze the impact of trust perceptions on teachers’ intention to continue using e-learning technology in higher education. Drawing on the model of organizational trust and the information systems continuance model, a new research model is developed and tested using data from a university college based on a survey of 401 university teachers. We find that teachers’ perceptions of system-based trust and trust in management exerted strong direct effects on intention to continue using an e-learning system. Additionally, system-based trust affects perceived usefulness, and thus fully mediates the influence of perceived usefulness on teachers’ intentions to use e-learning technology. Our findings clarify the relationship between trust and teachers continued use of e-learning technology and have implications, theoretical as well as practical, for trust-building structures that could improve the implementation of e-learning technologies in higher educational settings. 相似文献
14.
Terhi Linnansaari-Rajalin Mika Kivimäki Jenni Ervasti Jaana Pentti Jussi Vahtera 《Teachers and Teaching》2013,19(2):131-149
The extent to which school neighbourhood affects teachers’ work commitment is poorly known. In the current study, we investigated whether school neighbourhood socio-economic characteristics predicted teachers’ organizational and professional commitment. Primary school teachers (n?=?1042) responded to surveys in 2000–2001 (baseline) and 2004 (follow-up). Their responses were linked to records of the school neighbourhood income and unemployment levels obtained from nationwide registers. Teachers working in areas with a high income level and low unemployment rate had longer job tenure and higher probability of organizational (school) commitment at follow-up compared to teachers working in areas with a low income level or high unemployment rate. Less consistent associations were found for professional commitment. These findings suggest that school neighbourhood characteristics may affect teachers’ work commitment, especially their organizational commitment. Further research is needed to determine whether this increases inequalities in children’s learning opportunities. 相似文献
15.
Joanna O. Masingila Samson M. Muthwii Patrick M. Kimani 《International Journal of Science and Mathematics Education》2011,9(1):89-108
This study examined standard 6 and 8 (Standards 6 and 8 are the sixth and eighth years, respectively, of primary level schooling
in Kenya.) students’ perceptions of how they use mathematics and science outside the classroom in an attempt to learn more
about students’ everyday mathematics and science practice. The knowledge of students’ everyday mathematics and science practice
may assist teachers in helping students be more powerful mathematically and scientifically both in doing mathematics and science
in school and out of school. Thirty-six students at an urban school and a rural school in Kenya were interviewed before and
after keeping a log for a week where they recorded their everyday mathematics and science usage. Through the interviews and
log sheets, we found that the mathematics that these students perceived they used outside the classroom could be classified
as 1 of the 6 activities that Bishop (Educ Stud Math 19:179–191, 1988) has called the 6 fundamental mathematical activities and was also connected to their perception of whether they learned
mathematics outside school. Five categories of students’ perceptions of their out-of-school science usage emerged from the
data, and we found that 4 of our codes coincided with 2 activities identified by Lederman & Lederman (Sci Child 43(2):53,
2005) as part of the nature of science and 2 of Bishop’s categories. We found that the science these students perceived that they
used was connected to their views of what science is. 相似文献
16.
Yongzhan Li 《Educational Assessment, Evaluation and Accountability》2014,26(2):135-152
In view of the benefit of improving employees’ organization commitment, it is important to study the major influencing factors of organization commitment. According to previous literature, organizational justice and job burnout have been considered two major influencing variables of affective commitment; however, little empirical research can be found to examine the relationship between job burnout, organizational justice, and affective commitment simultaneously among university teachers in China. Thus, the main purpose of the current study was to examine the above relationship in a cross-sectional design. The participants were 435 teachers from five universities in China. A series of structural equation modeling analyses were conducted by using Amos 19.0. The results showed that organizational justice was a strong predictor of affective commitment. Specifically, interactional justice predicted affective commitment the most strongly, whereas distributive justice, unexpectedly, had no significant influence on affective commitment. Furthermore, both emotional exhaustion and personal accomplishment were important partial mediators of the relationship between interactional justice and affective commitment. 相似文献
17.
《Teaching and Teacher Education》2004,20(3):277-289
The present study focuses on the relationship between teacher empowerment and teachers’ organizational commitment, professional commitment (PC) and organizational citizenship behavior (OCB). It examines which subscales of teacher empowerment can best predict these outcomes. The data were collected through a questionnaire returned by a sample of 983 teachers in Israeli middle and high schools. Pearson correlations and multiple regression analyses indicated that teachers’ perceptions of their level of empowerment are significantly related to their feelings of commitment to the organization and to the profession, and to their OCBs. Among the six subscales of empowerment, professional growth, status and self-efficacy were significant predictors of organizational and PC, while decision-making, self-efficacy, and status were significant predictors of OCB. Practical implications of the study are discussed in relation to teachers, principals and policy-makers. 相似文献
18.
胥兴春 《陕西师范大学继续教育学报》2011,(3)
为探讨中小学教师工作价值观与组织公民行为的关系,采用教师工作价值观问卷和组织公民行为问卷,对645名中小学教师进行了测量。结果发现,教师工作价值观与组织公民行为之间存在显著的正相关,工作价值观能够透过第一典型因素解释其组织公民行为,人际关系和利他奉献取向对组织公民行为有显著预测效果,组织管理取向对意见表达行为具有显著的负向预测力。 相似文献
19.
Mark Hewlett 《School Leadership & Management》2013,33(2):119-120
Collaborative school cultures are perceived more and more as being essential for better schools. Therefore, one of the important roles of a principal should be that of culture builder. Results from this secondary analysis suggest that principals could foster collaborative cultures by applying certain strategies. However, this study also indicates that the way principals should use the strategies depends on the level of teachers’ motivation and commitment. The strategies which appear to be important and the attention to be given to teachers’ needs, motivation and commitment seem to agree with the components associated with transformational leadership. 相似文献
20.
Organizational behavior studies suggest that employee retention is dependent upon levels of organizational commitment. This study focused on the potential influence that human resources management (HRM) strategies have on organizational commitment levels among staff employees. The study collected data on human resources practices at thirty-four public institutions of higher education. In addition, staff employees from six of these institutions completed a survey measuring affective, continuance, and normative organizational commitment levels. Statistical analysis procedures found significant relationships between the HRM strategies and two of the commitment constructs, indicating that certain HRM strategies can affect organizational commitment and potentially influence turnover. 相似文献