Measurement and evaluation of organizational commitment: Relationship with socio-labor variables in mexican employees
Abstract
Problem: There is few evidence of organizational commitment parameters for Mexican population using valid and reliable instruments that allow professionals and organizations to carry out evaluations and diagnoses related to socio-labor variables of employees. Objective: To test a measurement model of organizational commitment to estimate evaluation parameters and its relationship with socio-labor variables in Mexican employees. Method: A cross-sectional, descriptive and correlational study was conducted in a sample of 724 mexican employees. Results: 1) evidence was found of validity and reliability of the measurement model of a short version of three factors of organizational commitment was found: affective (4 items), normative (3 items) and continuity (3 items); 2) six levels are proposed to evaluate organizational commitment; 3) significant differences were found between women (2.2134) and men (2.3895) (t=-2.628, p>0.01), as well as between private initiative (2.193) and government (2.4991) employees (t=-4.594, p>0.001) ; 4) significant correlations were found between seniority and organizational commitment (r=0.285, p>0.01). Discussion: Organizations should adopt differentiated policies between women and men to improve commitment, such as job enrichment. The higher level of organizational commitment in government may be explained by their labor characteristics, such as relatively greater job stability. Conclusions: From the perspective of social exchange theory applied to organizations, variables such as trust-building and the norm of reciprocity, which develop with seniority, may underlie organizational commitment. Contribution/originality: Having parameters to identify levels of organizational commitment will help organizations design differentiated interventions.
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Authors
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Dr. Emmanuel Martínez-Mejía
Unversidad Nacional Autonoma de México
Dr. Emmanuel Martínez-Mejía
Emmanuel Martínez-Mejía holds a bachelor's degree in psychology from the National Autonomous University of Mexico and a PhD in social and organizational psychology from the Autonomous University of Madrid. He has been a professor at the UNAM (National Autonomous University of Mexico) since 2010 and a full-time professor at the Faculty of Psychology since 2018, where he directs the Innovation Laboratory in Work and Organizational Psychology. He is a member of the National System of Researchers of CONAHCyT (National Council of Women Researchers) and a tutor for the master's and doctoral programs in psychology at UNAM. His main lines of research are social exchange
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Erika-Mariana Ascencio
Unversidad Nacional Autonoma de México
Erika-Mariana Ascencio
Erika-Mariana Ascencio es licenciada en Pedagogía por la Universidad Nacional Autónoma de México, actualmente es estudiante de maestría del programa de estudios políticos y sociales de la UNAM. Desde 2001 ha trabajado en áreas de cambio y desarrollo organizacional para la implementación de procesos y procedimientos con énfasis en aprendizaje, comunicación y evaluación conductual. Ha sido consultora de mejora del desempeño e implementación de mejores prácticas tanto en iniciativa privada en los giros de capital humano, carga aérea, farmacéutica, producción de alimentos y bebidas; así como en la administración pública federal y local en los giros de banca, vivienda, cultura, producción biológica, protección ambiental, organismos fiscalizadores, administración y finanzas.
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