For the best exceptions of the correlations anywhere between OCB-Operating-system and you can attitudes out of workplace safety, OCB-Operating system and you can purpose to stay, and you may psychological empowerment and you can purpose to keep, all the correlations is actually extreme and confident (Table 3).
Low imply score imply favorable responses. We chosen this new bills and question forms created by the initial device article authors; thus, about three scales may include step 1 (firmly concur) so you’re able to seven (highly disagree), one from one to help you cuatro, and most from one so you can 5. Responses having identified organizational assistance-manager, organizational partnership, and you can job pleasure are often positive with mean scores appearing “agree” so you can questions to the attitudes from good assistance, feelings regarding affective partnership, and you may experienced really works pleasure. To possess performs engagement, the new imply answer is “always” so you can concerns into getting involved and you will absorbed within the functions. The new imply effect getting emotional empowerment can be positive where HSWs “agree” that what they do is important and you will essential and they try effective in its efforts. Mean answers to many other performs attitudes was smaller self-confident: responses to possess perceptions out-of workplace safety and you may QWL tend towards the simple (“none concur neither differ”). With regards to work outcomes, the latest suggest get to own OCB-Operating-system seems into neutral; the indicate response to own worry about-stated personal works efficiency can be positive (respondents “agree” which they give acceptable and you may quality regarding proper care so you can people/clients); additionally the suggest reaction to the newest intention to keep question implies that many pros don’t propose to stick to its newest boss outside of the second half a cÃ©libataires locaux year.
All of our roadway analytic design affords a good fit to your research , with ? dos (22) = , p = 0.0009, relative fit list = 0.990, Tucker-Lewis index/low normed complement index = 0.979, progressive fit directory = 0.990, and you may resources mean square fundamental error of approximation = 0.0512. Our very own model makes up about 17.6% of difference when you look at the individual really works efficiency, 21.2% of the difference inside OCB-Os, and you will a dozen.7% of one’s difference for the intention to stay.
Profile dos is actually a re-conceptualization of one’s new conceptual build (Fig. 1) complete with the key standardized coefficients from your street data. Standard coefficients enable reviews off relative pros inside the particular decide to try . Every connections we observe is actually self-confident.
OCB-Os are associated with QWL (0.153, p < 0.001) and strongly associated with psychological empowerment (0.415, p < 0.001). Intent to stay is significantly associated with three work attitudes: most strongly with job satisfaction (0.277, p < 0.001), followed by work engagement (0.114, p < 0.05), and affective organizational commitment (0.105, p < 0.001). Individual-level work performance is positively associated with two work attitudes, job satisfaction most strongly (0.283, p < 0.001) and organizational commitment (0.144, p < 0.001), and with one aspect of work environment, QWL (0.185, p < 0.001).
Really works attitudes
Work attitudes are inter-related. Affective organizational commitment is more strongly associated with job satisfaction (0.433, p < 0.001) than with two measures of work environment, QWL (0.168, p < 0.001) and perceived organizational support-supervisor (0.226, p < 0.001) and with self-reported individual work performance (0.144, p < 0.001). Job satisfaction is most strongly associated with one other work attitude, work engagement (0.356, p < 0.001), and associated also with two measures of work environment, QWL (0.289, p < 0.001) and perceptions of workplace safety (0.192, p < 0.001).
QWL is associated with the other two measures of work environment, perceived organizational support-supervisor (0.268, p < 0.001) and perceptions of workplace safety (0.259, p < 0.001). Job satisfaction (as above) and work engagement (0.368, p < 0.001) are associated with QWL with a relatively stronger association between work engagement and QWL.