Journal of Organization and Human Behaviour

Open Access Open Access  Restricted Access Subscription Access
Open Access Open Access Open Access  Restricted Access Restricted Access Subscription Access

Effects of Interpersonal Problems at Work on Organizational Commitment


Affiliations
1 Faculty of Business Administration, Eastern University, Bangladesh
     

   Subscribe/Renew Journal


Organizational commitment has been one of the most effective implements used for increasing employee performance by enhancing employee participation. On the other hand interpersonal problems at workplace make job conflict, increase job stress which is threatening to create positive job attitudes. This study highlights the effect of interpersonal problems at workplace on three types of commitments i.e. affective commitment, continuance commitment and normative commitment. The objective of this study was to investigate the relationship between interpersonal problems and organizational commitment, to explore how interpersonal problems affect different types of organizational commitment. The measuring instruments used in this study were: Inventory of Interpersonal Problems (IIP-64) (Alden, Wiggins, Pincus and Horowitz, 2000) for measuring different types of interpersonal problems and Organizational Commitment Questionnaire, (Allen and Meyer, 1991) for measuring organizational commitment. According to the objective of the present study the obtain data were analyzed using Pearson product moment correlation and regression analysis. The results revealed that interpersonal problem is significantly negatively correlated with organizational commitment.

Keywords

Job Involvement, Employee Commitment, Employees Participation, Affective Commitment, Normative Commitment, Continuance Commitment
Subscription Login to verify subscription
User
Notifications
Font Size

  • Adeyemo, D. A., & Aremu, A.O. (1999). Career commitment among secondary school teachers in Oyo state, Nigeria. The role of biographical mediators. Nigerian Journal of Applied Psychology, 5 (2), 184-194.

  • Alden, L. E., Wiggins, J. S., & Pincus, A. L. (1990). Construction of circumplex scales for the Inventory of Interpersonal Problems. Journal of Personality Assessment, 55 (3&4). 521-536.

  • Berscneid, E., & Reis, H. T. (1998). Attraction and close relationships. In D. T. Gilbert,S. T. Fiske, & G, Lindzey (Eds.). The handbook of social psychology, 2, 193-281. (4th ed.). New York: Oxford University Press.

  • Bret, J. F., Corn, W. L., & Slocum, J. W. Jr. (1995). Economic dependency of work: A mediator of the relationship between organizational commitment and Performance. Academy of Management Journal, 38, 261-271.

  • Cooper-Hakim, A., & Viswesvaran, C. (2005). The construct of work commitment: testing an integrative framework. Psychological Bulletin, 131(2), 241-259.

  • Davy, J., Kinicki, A., & Scheck, C. (1991). Developing and testing a model of survivor responses to layoffs. Journal of Vocational Behavior, 38, 302-317.

  • Dornstein, M., & Matalon, Y. (1998). A comparative analysis of predictors of organizational commitment. A study of voluntary army personnel in Isreal. Journal of Vocational Behaviour, 34(2), 192-203.

  • Gilberg, K. R. (1993). Open communications provide key to good employee relations. Supervision, 54(4). [EBSCOhost). University of Phoenix Online Collection. Retrieved from: http://ehost.epnet.com

  • Horowitz, L. M., Rosenberg, S. E., & Bartholomew, K. (1993). Interpersonal problems, attachment styles, and outcome in brief dynamic psychotherapy. Journal of Consulting and clinical Psychology, 61, 549-560.

  • Horowitz, L.M., Krasnoperova, E.N., Tater, D.G., Hansen, M.B., Person, E.A., Galvin, K.L., & Nelson, K.L. (2000). The way to console may depend on the goal: Experimental studies of social support. Journal of Experimental Social Psychology, 37, 49-61.

  • Kiesler, D. J. (1983). The 1982 interpersonal circle: A taxonomy for complementarity in human transactions. Psychological Review, 90, 185-214.

  • Klein, H. J., Becker, T. E., & Meyer, J. P. (2009). Commitment in organizations: accumulated wisdom and new directions. New York: Routledge/ Psychology Press.

  • Knotts, T. (1996). Workplace stress doesn’t have to kill you. Business Journal Serving Fresno & the Central San Joaquin Valley, 322013. [EBSCOhost]. University of Phoenix Online Collection. Retrieved form: http://ehost.epnet.com

  • Maslack, C. (1997). The Truth About Burnout: How Organizations Cause Personal Stress and What to do About It. San Francisco: Jossey-Bass.

  • Mathieu, J. E., & Zajac, D. (1990). A review and meta-analysis of the antecedents, correlates, and consequences www.ccsenet.org/ijbm. International Journal of Business and Management, 6(4), 2011 260 ISSN 1833-3850 E-ISSN 1833-8119 of organizational commitment. Psychological Bulletin, 108, 171-194.

  • Mathieu, J., & Zajac, D. (1990). A review and meta analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171-194.

  • Meyer, J. P., & Allen, N. J. (1991). A three component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89

  • Meyer, J. P., Allen, N. J., & Gellatly, I. R. (1990). Affective and continuance commitment to the organization: Evaluation of measures and analysis of concurrent and time-lagged relations. Journal of Applied Psychology, 75, 710-720.

  • Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52.

  • Northcraft, T., & Neale, H. (1996). Organisation Behaviour. London: Prentice-Hall.

  • Pierce, T., & Lydon, J. (1998). Priming relational schemas: Effects of contextually activated and chronically accessible interpersonal expectations on responses to a stressful event. Journal of Personality and Social Psychology, 75, 1441-1448.

  • Randolfi, E. (1996). Stress Management Evaluation. Retrieved from: http://imt.net/~randolfi/StressMgtEval. html


Abstract Views: 437

PDF Views: 0




  • Effects of Interpersonal Problems at Work on Organizational Commitment

Abstract Views: 437  |  PDF Views: 0

Authors

Mozumdar Arifa Ahmed
Faculty of Business Administration, Eastern University, Bangladesh

Abstract


Organizational commitment has been one of the most effective implements used for increasing employee performance by enhancing employee participation. On the other hand interpersonal problems at workplace make job conflict, increase job stress which is threatening to create positive job attitudes. This study highlights the effect of interpersonal problems at workplace on three types of commitments i.e. affective commitment, continuance commitment and normative commitment. The objective of this study was to investigate the relationship between interpersonal problems and organizational commitment, to explore how interpersonal problems affect different types of organizational commitment. The measuring instruments used in this study were: Inventory of Interpersonal Problems (IIP-64) (Alden, Wiggins, Pincus and Horowitz, 2000) for measuring different types of interpersonal problems and Organizational Commitment Questionnaire, (Allen and Meyer, 1991) for measuring organizational commitment. According to the objective of the present study the obtain data were analyzed using Pearson product moment correlation and regression analysis. The results revealed that interpersonal problem is significantly negatively correlated with organizational commitment.

Keywords


Job Involvement, Employee Commitment, Employees Participation, Affective Commitment, Normative Commitment, Continuance Commitment

References