|Title:||The Czech adaptation of the Klein et al.’s unidimensional target-neutral scale of commitment|
Klein, Howard J.
|Citation:||E+M. Ekonomie a Management = Economics and Management. 2019, roč. 22, č. 4, s. 52-67.|
|Publisher:||Technická univerzita v Liberci|
|Keywords:||závazek;organizační závazek;přizpůsobení měřítka;psychometrická analýza|
|Keywords in different language:||commitment;organizational commitment;scale adaptation;psychometric analysis|
|Abstract in different language:||Organizational commitment, along with job satisfaction, is one of the two most often researched work attitudes (Riketta, 2008). It is the center of attention because it affects key variables in organizations such as the wellbeing of employees (e.g. Sui, 2002), absence due to illness (e.g. Meyer & Maltin, 2010), length of stay in an organization (e.g. Porter, Steers, Mowday, & Boulian, 1974), turnover intentions (e.g. Vandenberghe & Trembla, 2008), job satisfaction (Ulbegi & Yalcin, 2016) and job performance (Riketta, 2002). Despite being a key construct in management, we are not aware of any published studies on a validated scale of organizational commitment in Czech. Such a situation is a limitation for researchers intending to examine organizational commitment, or at least monitor its influence when examining other variables. There is also a lack of a reliable scale which could be used when surveying employee attitudes within an organization. In this study, we address this gap and adapt an internationally used organizational commitment scale into Czech. The adapted scale will allow professionals and researchers to measure organizational commitment in Czech organizations reliably and to compare the commitment of Czech employees with foreign samples.|
|Rights:||CC BY-NC 4.0|
|Appears in Collections:||Číslo 4 (2019)|
Číslo 4 (2019)
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