Organizational commitment and effectiveness as related to human relations orientation and social justice awareness

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Author: Delariarte, Gabriel C.

Accession Number: 1569D

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Copyright Year: 2008

Abstract:

This survey-correlational research ascertained the organizational commitment and organizational effectiveness as related to human relations orientation--psychodynamic orientation, humanistic orientation, cognitive-behavioral orientation and social justice awareness among employees of state universities and colleges (SUCs) in the province of Iloilo. Conducted in 2006, the study had for participants the 340 employees (faculty and administrative staff of state universities and colleges (SUCs) in the province of Iloilo. The proportional random sampling method was used in the selection of the participants of the study. Four (4) published data-gathering instruments were utilized--the Assessment of Human Relations Orientation (Rebore, 2003); the Assessment of Social Justice Awareness (Rebore, 2003), the Group Attitude Scale (in Belo, 1997) and the Effective Work Group Checklist (Dubrin, 1987). An information sheet was prepared to obtain data on the participants' school, campus affiliation, and work assignment. Statistical tools used were the means, standard deviations, the t-test for independent samples, the One-Way and the Two-Way Analysis of Variance, and the Pearson's r. The .05 alpha level was used as the criterion for the acceptance or rejection of the null hypotheses. Results revealed that the human relations orientation--psychodynamic , humanistic, and cognitive-behavioral orientation prevailing in SUCs was "high" as assessed among the employees. The employees had "high" social justice awareness; were "generally committed" ; and were "very productive/effective." The employees differed significantly in their human relations orientation along the aspect of psychodynamic orientation when grouped according to work assignment and school and along the aspects of humanistic orientation and cognitive-behavioral orientation when grouped according to work assignment; in their social justice awareness when grouped according to campus affiliation; in their organizational commitment when grouped according to campus affiliation; in their assessment of organizational effectiveness in SUCs when grouped according to work assignment and school. Positive and significant relationships were noted between human relations orientation along the aspect of psychodynamic orientation in SUCs and organizational commitment; between human relations along the aspect of humanistic orientation and organizational effectiveness; and between human relations orientation along the aspect of cognitive behavior orientation and organization effectiveness, and between social justice awareness and organizational effectiveness.


Keywords: organizational commitment and effectiveness

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