Journal articles: 'Professional commitment'

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Mufitha, Mohamed Buhari, Su Teng Lee, and Chen Chen Yong. "Is Professional Commitment The Reason For Turnover Intentions of IT Professionals?" ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL 5, no. 1 (June 30, 2019): 124. http://dx.doi.org/10.24191/abrij.v5i1.9998.

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Compared to others, professionals share distinguish workplace characteristics: one such is the high commitment to the professions over to working organizations. Information Technology (IT) professionals demonstrate higher turnover rates compared to others: their commitments to the profession has been suspected as a source of turnover. Considering their job satisfactions the present study aimed to investigate the influence of professional commitment on IT professionals’ turnover intentions. Data were collected from a sample of software engineers from Sri Lank using a survey questionnaire. The results of the structural equation model analysis concluded that professional commitment weakens IT professionals’ turnover intentions, which is partially mediated by job satisfaction. Professional commitment stimulates IT professionals’ job satisfaction. The findings challenge the presumption that IT professionals leave their organizations due to high commitments to the profession. Few factors were identified as significant in their job satisfactions: supervision, co-workers and work design. Pay and promotions were the least influencing job satisfaction factors. Managers may employ few strategies in their retention strategies: facilitate professional advancement needs within organizations, closely monitor supervision activities occurs and provide challenging and meaningful jobs. The study contributes to the turnover literature through empirical evidence on the influence of professional commitment on knowledge workers’ turnover intentions.

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Vos, Theresa. "PROFESSIONAL COMMITMENT." Gastroenterology Nursing 32, no. 4 (July 2009): 240–41. http://dx.doi.org/10.1097/sga.0b013e3181b7f954.

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Gauthier, Peggy. "PROFESSIONAL COMMITMENT." Gastroenterology Nursing 34, no. 2 (2011): 88–90. http://dx.doi.org/10.1097/sga.0b013e318214034a.

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Caron, Marie-Andrée, and Anne Fortin. "Accountants' construction of CSR competencies and commitment." Sustainability Accounting, Management and Policy Journal 5, no. 2 (May 6, 2014): 172–96. http://dx.doi.org/10.1108/sampj-03-2013-0013.

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Purpose – The article's main purpose is to investigate the relationship between organizational and professional commitment and accountants' construction of corporate social responsibility (CSR) competencies. Design/methodology/approach – A survey of accounting professionals in Canada (chief financial officers/finance directors) was conducted to ask them about their organization's CSR position, their openness to CSR, involvement in related activities, the codified knowledge they use and their organizational and professional commitment. Findings – The results show the dominance of normative commitment to the profession or organization and its relationship with professional CSR training. Professional CSR training and organizational and other CSR training activities are also related to the professional's openness to CSR. Research limitations/implications – The study's main limitation is the small number of participants. Future research is needed to investigate the conditions under which normative commitment is developed. Practical implications – The results make a practical contribution by suggesting that organizations seeking to involve accounting professionals in CSR activities might want to consider encouraging them to get CSR training using professional resources because of its link to both forms of normative commitment. Further, the findings indicate that the profession could integrate CSR issues more extensively in its accreditation process to enhance its role as a resource provider in the construction of accountants' CSR competencies. Originality/value – To the authors' knowledge, the study is the first one to investigate the relationship between organizational and professional commitment and accountants' construction of CSR competencies.

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Singh, Ajay, and Bindu Gupta. "Job involvement, organizational commitment, professional commitment, and team commitment." Benchmarking: An International Journal 22, no. 6 (August 3, 2015): 1192–211. http://dx.doi.org/10.1108/bij-01-2014-0007.

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Purpose – The purpose of this paper is to examine the relationship among job involvement, organizational commitment, team commitment and professional commitment and to explore generational differences for these variables. Design/methodology/approach – It used structured questionnaire survey approach for which data were collected from 477 full-time employees of 13 organizations from diverse sectors in India. Respondents were categorized into four generational cohorts following the classification reported in Robbins et al. (2011). Findings – The findings of the study indicated that professional commitment is negatively related with job involvement, affective organizational commitment, normative organizational commitment, and team commitment. Job involvement, affective and normative organizational commitment, and team commitment were positively correlated. Differences were observed among Generation Y, Generation X, Liberals, and Socialist for job involvement, affective organizational commitment, normative organizational commitment, professional commitment, and team commitment. Generation Y, for example, was found high in professional commitment, while Socialist were found higher on affective organizational commitment compared to other generations. Practical implications – Findings suggests that there is a decrease in job involvement, affective organizational commitment, normative organizational commitment, and increase in professional commitment in young generations. Organizations need to take consideration this while designing the HR policies for employees’ engagement. Originality/value – The contribution of the study lies in examining the employees’ attitude to different dimensions of work life and differences among Indian generations.

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Li, Nan. "Relationship between Professional Commitment and Subjective Well-being of College Students." BCP Education & Psychology 3 (November 2, 2021): 1–12. http://dx.doi.org/10.54691/bcpep.v3i.2.

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In order to explore the specific influence mechanism of professional commitment on subjective Well-being, this paper makes a research questionnaire based on professional commitment scale, subjective Well-being scale, academic Self-efficacy scale and social support scale, and surveys 356 college students nationwide. The obtained data are analyzed empirically using SPSS22.0 and Amos22.0. The results show that: (1) Professional commitment and academic Self-efficacy can positively predict subjective Well-being; (2) Academic Self-efficacy has a partial mediating effect on the relationship between professional commitment and subjective Well-being; (3) The moderating effect of social support occurs in the direct path of professional commitment’s influence on subjective Well-being and the indirect path of professional commitment’s influence on academic Self-efficacy. By constructing a moderated mediation model, this study reveals the mechanism of professional commitment on subjective Well-being, and provides reference for analyzing, predicting, shaping and correcting college students’ cognition and behavior, as well as helping to solve their psychological problems.

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Bakotić, Danica. "ORGANIZATIONAL AND PROFESSIONAL COMMITMENT: EVIDENCE FROM CROATIA." Ekonomska misao i praksa 30, no. 2 (December 2021): 419–38. http://dx.doi.org/10.17818/emip/2021/2.5.

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The aim of this study was to explore organizational and professional commitment among Croatian employees, as well as to find out whether there were any differences in those commitments regarding employees’ demographic characteristics. The empirical research was conducted online in January 2021. The questionnaire was distributed online using convenience sampling method, which is a non-probability sampling method that involves participants from population who are available to participate in the study. The number of participants was 153. Research results indicated that respondents were slightly more professionally than organizationally committed. By observing each organizational and professional commitment dimension, research results showed that the level of professional affective commitment stood out, while the level of normative commitment, both organizational and professional, was the lowest. Additionally, research results showed that there were no statistically significant differences in the mean value of organizational commitment as well as of professional commitment regarding any of the respondents’ demographic characteristics (gender, age, tenure in the organization, education and marital status).

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Perez, Derrie Roark. "Professional Commitment and Leadership." Community & Junior College Libraries 12, no. 2 (September 27, 2004): 3–5. http://dx.doi.org/10.1300/j107v12n02_02.

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Cho, Vincent, and Xu Huang. "Professional commitment, organizational commitment, and the intention to leave for professional advancement." Information Technology & People 25, no. 1 (February 24, 2012): 31–54. http://dx.doi.org/10.1108/09593841211204335.

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Kalashnikov, A. I., and S. A. Minyurova. "Professional Commitment and Professional Marginalism in Teachers." Психологическая наука и образование 22, no. 5 (2017): 5–13. http://dx.doi.org/10.17759/pse.2017220501.

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The article reviews teachers' attitudes towards the teaching profession which can be expressed both in professional commitment and in professional marginalism. The dominance of professional marginalism could affect destructively the students as well as the teacher’s personality, hence the issues related to the content of personal position of a marginal and the rate of marginalism among teachers. It was suggested that marginalism could be revealed in the study of professional commitment. The study involved 81 teachers of Sverdlovsk secondary schools aged 21—60 years with work experience ranging from 1 month to 39 years. The Professional Commitment Questionnaire was used as the study technique. The results showed that negative emotional attitude towards the profession and reluctance to leave the profession were grouped as a separate factor. The dispersion factor was 12,5%. The factor loadings ranged from 0.42 to 0.84. The study proved that professional marginalism in teachers includes dissatisfaction with work, feelings of resentment against profession and an unwillingness to leave the profession.

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Brierley, John A. "The Measurement of Organizational Commitment and Professional Commitment." Journal of Social Psychology 136, no. 2 (April 1, 1996): 265–67. http://dx.doi.org/10.1080/00224545.1996.9714004.

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Durksen, Tracy L., and Robert M. Klassen. "Pre-service teachers’ weekly commitment and engagement during a final training placement: A longitudinal mixed methods study." Educational and Child Psychology 29, no. 4 (2012): 32–46. http://dx.doi.org/10.53841/bpsecp.2012.29.4.32.

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Training to become a teacher is a psychologically demanding experience, with fluctuations in professional commitment and engagement in a brief but intense time frame. This longitudinal mixed methods study examines patterns of commitment and engagement during a final teaching practicum, and offers ways that educational psychologists and other professionals can support the well-being of pre-service and beginning teachers during their professional training and beyond. We examined responses to measures of professional commitment and engagement administered weekly to 150 pre-service teachers (mean age of 25.7 years) during a nine-week final teaching practicum. Repeated measures ANOVA revealed significant, non-linear (U-shaped) patterns for commitment and engagement, with no significant influence from the contextual factors of age, gender, or teaching level. A multiple-case qualitative design with two contrasting cases highlighted the variability of pre-service teachers’ experiences in the practicum, and also underscored the critical influence of job resources (e.g. support from education professionals) and personal resources on professional commitment and engagement. Based on our findings of the changeable nature of commitment and engagement during the practicum, we provide guidance for ways in which educational psychologists and other education professionals can provide support to novice teachers.

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Buhari, Mufitha Mohamed, Chen Chen Yong, and Su Teng Lee. "I Am More Committed to My Profession Than to My Organization." International Journal of Human Capital and Information Technology Professionals 11, no. 3 (July 2020): 37–58. http://dx.doi.org/10.4018/ijhcitp.2020070103.

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Given its knowledge centred nature, retaining key talents is essential for any IT organization. Inability to do so reflects a failure in employee-organization relationship. Since IT professionals possess unique workplace behaviours, it is presumed that they leave organizations as more committed to the profession. Thus, the study aimed to investigate the influence of professional commitment and perceived organizational support on IT professionals' turnover intention. Data was analysed using a structural equation model. A sample of 96 software engineers revealed that professional commitment negatively influences turnover intention while its effect is partially mediated by job satisfaction. Surprisingly, unlike for other employees, for IT professionals, perceived organizational support had no influence on turnover intention: instead stimulated job satisfaction. Similarly, professional commitment stimulates job satisfaction. Job satisfaction negatively influenced the turnover intention. Gender showed no moderating effect on the relationship between job satisfaction and turnover intention while career stage moderated the relationship. The comparison between the findings of professional commitment and perceived organizational support directs IT firms to re-visit presumptions about IT professionals and to re-assess what is meant by organizational support to IT professionals. Since gender had no effect on the job satisfaction-turnover intention relationship, both male and female IT professionals must be acknowledged for their equal professionalism in the industry. IT companies must take initiatives to retain talented early career staged IT professional who have proven to easily leave their organizations compared to others. Such efforts can be integrated to professional commitment and job satisfaction.

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Jung, Jaehwan, Changi Nam, Euehun Lee, and Seongcheol Kim. "Professional autonomy, group cohesion, and job complexity affect researchers' organizational commitment." Social Behavior and Personality: an international journal 44, no. 8 (September 15, 2016): 1349–58. http://dx.doi.org/10.2224/sbp.2016.44.8.1349.

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We examined the effects of professional autonomy and group cohesion on the organizational commitment of research and development (R&D) professionals, taking into account the moderating role of job complexity in this relationship. Participants were 264 full-time researchers who each had over 5 years' tenure at an international information technology institute in South Korea, and who completed surveys assessing their professional autonomy, group cohesion, and job complexity. The results of structural equation modeling indicated that professional autonomy, group cohesion, and job complexity positively affected organizational commitment. Moreover, job complexity had a positive moderating effect on the relationship between professional autonomy and group cohesion in connection with organizational commitment. These findings clarify the psychological attitude of R&D professionals in relation to professional autonomy, group cohesion, and job complexity.

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Akoto, Edward Osei, and Claire Allison Stammerjohan. "Moderating effect of perceived inflation on dual commitment to organization and professional association." African Journal of Economic and Management Studies 6, no. 3 (September 7, 2015): 289–307. http://dx.doi.org/10.1108/ajems-02-2012-0005.

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Purpose – The purpose of this paper is to draw upon exchange theory to test the moderating effect of perceived inflation on dual commitment among a sample of health professionals in Ghana. The authors test this effect on the unilateral contributions of commitment to the organization and commitment to the professional association. Design/methodology/approach – Survey questionnaires were used to elicit responses from 141 health professionals in Ghana. Least square moderated regression analysis was employed to test the hypothesized relationships. Findings – The authors found that respondents do exhibit dual commitment to the organization and the professional association. The findings also supported the hypothesized moderating effect of perceived inflation on the contribution of the unilateral commitments to dual loyalty. Perceived inflation alters the contributions from the predictors, hence, reducing dual commitment. Research limitations/implications – The study sampled only public sector employees, but the authors do not consider this a fatal flaw since the public sector in Ghana employs a large percentage (51 percent) of the workforce. Future research should focus on the private sector to increase the generalizability of the perceived inflation construct. Practical implications – Perceived inflation can have adverse effects on workplace attitudes, including dual loyalty to the organization and to the union. But the finding also suggests that, in periods of inflationary pressures, high affective commitment can benefit the organization. The perceived reduction in the value of the economic exchange clearly has implications for compensation policy for the public sector in Ghana. Originality/value – Researchers have examined the perception of inflation on consumer behavior, but none has investigated the inflationary influence on workplace attitudes. This study extends the conceptualization of the index of perceived inflation and the psychology of inflation to the management literature. This study is the first to investigate the effect of perceived inflation on commitment.

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Shafer, William E., Richard S. Simmons, and Rita W. Y. Yip. "Social responsibility, professional commitment and tax fraud." Accounting, Auditing & Accountability Journal 29, no. 1 (January 18, 2016): 111–34. http://dx.doi.org/10.1108/aaaj-03-2014-1620.

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Purpose – The purpose of this paper is to document relationships between accountants’ socioeconomic beliefs and attitudes and their professional commitment and ethical decisions in a domain-specific context. Specifically, it investigates the relationships among Chinese tax accountants’ level of belief in the importance of corporate ethics and social responsibility, affective/normative professional commitment and ethical judgements/intentions in a case involving client pressure to commit tax fraud. Design/methodology/approach – The study employs a survey of tax practitioners employed by public accounting firms in China. The data are analyzed using linear regression and structural equation modelling. Findings – The stakeholder view, representing both normative and practical support for the importance of corporate ethics and social responsibility, was strongly and positively associated with professional commitment among tax practitioners. The stakeholder view also exhibited a strong negative association with intentions to engage in tax fraud. Tax accountants who possessed higher levels of professional commitment judged tax fraud as more unethical, and such ethical judgements were associated with a lower likelihood of intending to engage in fraud. Originality/value – The associations between: first, professional accountants’ beliefs in the importance of corporate ethics and social responsibility and their level of professional commitment; and second, professional commitment and tax professionals’ ethical judgements have received little attention in the prior literature. The findings of this study suggest that the integrity of public accounting services may be influenced by relatively broad socioeconomic attitudes, and that this effect may operate partially through commitment to professional values.

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Talley, Ronda C., and Shirley S. Travis. "A commitment to professional caregivers." Geriatric Nursing 25, no. 2 (March 2004): 113–14. http://dx.doi.org/10.1016/j.gerinurse.2004.01.009.

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LLapa-Rodríguez, Eliana Ofelia, Maria Auxiliadora Trevizan, and Gilberto Tadeu Shinyashiki. "Conceptual reflections about organizational and professional commitment in the health sector." Revista Latino-Americana de Enfermagem 16, no. 3 (June 2008): 484–88. http://dx.doi.org/10.1590/s0104-11692008000300024.

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In the daily exercise of their functions, health professionals face a duality of systems, that is, the professional system and the organizational system, each of which has its own distinct values, principles and expectations. The authors aim to present organizational and professional commitment concepts and their relations in the context of the health sector. They consider that organizational and professional commitment are not incompatible, but can be reconciled in the organizational dynamics, and alert about the development of affective commitment in workers, due to the positive consequences for the organization and the profession.

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Gibbons, Susanne W., and E. Ann Jeschke. "Nursing Ethics: A Lifelong Commitment." Annual Review of Nursing Research 34, no. 1 (January 2016): 1–14. http://dx.doi.org/10.1891/0739-6686.34.1.

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Over the past 30 years, the health-care context as well as the roles and responsibilities of nurses have drastically changed. Leaders in nursing around the world recognize that the health-care system is stressed and the well-being of the nursing workforce plagued by the pressures and challenges it faces in everyday practice. We do not intend to make a strong normative argument for why nursing ethics education should be done in a certain way, but instead show from where we have come and to where we can go, so that educators are positioned to address some of the current shortcomings in ethics education. Our goal is to provide an illustration of ethics education as an interwoven, ongoing, and essential aspect of nursing education and professional development. By developing professional identity as character, we hope that professional nurses are given the skills to stand in the face of adversity and to act in a way that upholds the core competencies of nursing. Ultimately, health-care organizations will thrive because of the support they provide nurses and other health-care professionals.

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Al-Hamdan, Zaid M., Heyam Dalky, and Jehan Al-Ramadneh. "Nurses' Professional Commitment and Its Effect on Patient Safety." Global Journal of Health Science 10, no. 1 (November 30, 2017): 111. http://dx.doi.org/10.5539/gjhs.v10n1p111.

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AIMS & OBJECTIVES: The project was designed to assess the level of professional commitment among Jordanian Registered Nurses and examine how professional commitment among nurses relates to patients' safety.BACKGROUND: Professional commitment has received a great deal of interest worldwide. Nurses constitute the largest group of healthcare professionals that spend a majority of their time at the bedside in direct patient care. Nurses have an important role in improving patient safety and providing quality of care.DESIGN: A descriptive, cross-sectional, correlational design was used to answer the research questions.METHODS: A convenience sampling of 180 nurses selected from three accredited hospitals (governmental, private and university-affiliated teaching hospitals) completed two questionnaires; Professional Commitment Questionnaire (PCQ) and a Patient Safety Scale. Descriptive statistics, correlation coefficient, independent sample t-test, and one-way ANOVA test were used in data analysis. RESULT: Nurses' professional commitment was significantly and positively correlated with patient safety. Registered nurses perceived that their level of commitment was medium (M=3.47; SD=1.58 of a 7 point scale), with the highest mean recorded for nurses working in governmental hospitals (M=3.88; SD=1.53). The level of perception of issues related to patient safety was slightly higher than the midpoint (M=5.94; SD=1.38 of a 9 point scale). Nurses' professional commitment was influenced by gender t (158 =-2.33; p =.02), nursing experience in current hospitals (r=- 0.193; p=0.01), current hospital sector (F=4.334, p=0.01), and monthly salary (F=12.327, p=0.000). Patient safety was influenced by nurses' educational level (F=3.306, p=0.03).CONCLUSION: This study provides a preliminary understanding of how professional commitment of registered nurses can enhance patient safety. Managerial support was deemed necessary to enhance nurses' professional commitment, which, in turn, improves healthcare outcomes.

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Khasanah, Uswatun, and Sihar Tambun. "Pengaruh Literasi Akuntansi dan Pemahaman Etika Profesi Akuntansi Terhadap Komitmen Tidak Korupsi dengan Pendidikan Keluarga Sebagai Pemoderasi." Jurnal Akuntansi Manajerial (Managerial Accounting Journal) 8, no. 1 (July 4, 2023): 1–15. http://dx.doi.org/10.52447/jam.v8i1.6928.

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This study aims to prove whether there is an effect of accounting literacy and understanding of professional accounting ethics on non-corruption commitments moderated by family education. The research method used is the survey method. The data collection techniques used questionnaires and distributed them to respondents using Google Forms. The research subjects are accounting graduates who work in the Special Capital Region (DKI) Jakarta. The results of the research are accounting literacy and professional ethics of accountants have a significant positive effect on non-corruption commitment, while family education does not affect non-corruption commitment. Furthermore, family education has not been able to moderate the effect of accounting literacy on non-corruption commitments and family education has not been able to moderate the effect of professional accounting ethics on non-corruption commitments.

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Nurwulan, Liza Laila, and Nadya Cipta Nissa Fasha. "PROFESSIONAL COMMITMENT AND AUDITOR EXPERIENCES ON AUDITORS’S BEHAVIOR IN AN AUDIT CONFLICT SITUATION AND IMPACT ON THE IMPLEMENTATION OF AUDITORS PROFESSION ETHICS." International Journal of Business Review (The Jobs Review) 1, no. 1 (June 30, 2018): 9. http://dx.doi.org/10.17509/tjr.v1i1.11875.

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This study attempts to assess the impact of professional commitment, experience of the audit, the auditors behavior conflict and ethicts audit profession senior auditors on the auditors and colleagues who worked on the public accountant in Bandung. The research population auditors who worked on the public accountant in Bandung, a total of 24 samples Obtained by purposive sampling method. The research using analysis lane. The results of the testing of hypotheses shows that the commitment of professional and experience the audit for the application of auditors of ethical behavior, professional and audit experience the audit for the application of auditors ethical behavior of professionals through auditors the audit of conflict Obtained by the determination of the 73, 8%. Testing professional commitment and auditing experience is a significant relation. To Significantly Affect not commit professional auditors to conduct the audit of conflict. Experience of audit there are significant impact on the behavior of auditors auditing conflict. For testing of professional commitment, there are significant impact on the audit professional ethics. Experience of audit there are significant impact on the audit professional ethics. Behavior auditors and the audit there are significant impact on the application of professional ethics of auditors.

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Wallace, Jean E. "Organizational and Professional Commitment in Professional and Nonprofessional Organizations." Administrative Science Quarterly 40, no. 2 (June 1995): 228. http://dx.doi.org/10.2307/2393637.

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Gendron, Yves, Roy Suddaby, and Sandy Q. Qu. "Professional-Organisational Commitment: A Study of Canadian Professional Accountants." Australian Accounting Review 19, no. 3 (September 2009): 231–48. http://dx.doi.org/10.1111/j.1835-2561.2009.00060.x.

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Fajar Satrya, Isfan, Herlina Helmy, and Salma Taqwa. "Pengaruh Komitmen Profesional Dan Sosialisasi Antisipatif Mahasiswa Akuntansi Terhadap Niat Whistleblowing Dengan Religiusitas Sebagai Variabel Moderasi." JURNAL EKSPLORASI AKUNTANSI 1, no. 4 (December 5, 2019): 1863–80. http://dx.doi.org/10.24036/jea.v1i4.181.

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The accounting profession has emphasized the need for professionals to develop attitudes early in their careers, even before they moved professions. This study discusses the professional commitment and anticipatory socialization of accounting students towards whistleblowing intentions. Religiosity as a moderating variable that moderates the relationship between professional commitment and anticipatory socialization of accounting students to whistleblowing intentions. The population in this study is accounting students in the city of Padang. The sample is based on the purposive stratified sampling method. The data used in this study are primary data. This study used a questionnaire instrument from 277 respondents. The method of analysis is done by using MRA (Moderated Regression Analysis). The results showed that professional commitment had a significant effect on whistleblowing, but anticipatory socialization had a significant negative effect on whistleblowing. Religiosity weakens the relationship between professional commitment to whistleblowing but supports the relationship between anticipatory socialization of whistleblowing.

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Hartanto, Ongky. "PENGARUH LOCUS OF CONTROL, TEKANAN ANGGARAN WAKTU KOMITMEN PROFESIONAL, TERHADAP PERILAKU DISFUNGSIONAL AUDITOR." EKUITAS (Jurnal Ekonomi dan Keuangan) 20, no. 4 (December 31, 2016): 473. http://dx.doi.org/10.24034/j25485024.y2016.v20.i4.1826.

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Dysfunctional audit behavior is any action taken in the implementation of the auditor's audit program that can reduce or degrade the quality of the audit directly or indirectly. Researchers wanted to determine the effect Effect of locus of control, time budget pressure, and professional commitment to the dysfunctional behavior of auditors. This research is a quantitative research. In this study, the population is one hundred twenty three Auditor of KAP in Surabaya. Auditor sample are ninety four, which will be drawn at random from a population. The sampling technique used in this research is proportional sampling. Professional Commitment, Locus of Control and time budget pressure influence Dysfunctional AuditorBehavior. Professional Commitment, Locus of Control and time budget pressure significantly influence Dysfunctional Behavior Auditor with significant value less than standard.KAP can conduct training arrangements Locus of Control, control time budget pressure, increased professional commitments in order to suppress the dysfunctional behavior of auditors.

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Hartanto, Ongky. "PENGARUH LOCUS OF CONTROL, TEKANAN ANGGARAN WAKTU KOMITMEN PROFESIONAL, TERHADAP PERILAKU DISFUNGSIONAL AUDITOR." EKUITAS (Jurnal Ekonomi dan Keuangan) 20, no. 4 (September 4, 2018): 473–90. http://dx.doi.org/10.24034/j25485024.y2016.v20.i4.59.

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Dysfunctional audit behavior is any action taken in the implementation of the auditor's audit program that can reduce or degrade the quality of the audit directly or indirectly. Researchers wanted to determine the effect Effect of locus of control, time budget pressure, and professional commitment to the dysfunctional behavior of auditors. This research is a quantitative research. In this study, the population is one hundred twenty three Auditor of KAP in Surabaya. Auditor sample are ninety four, which will be drawn at random from a population. The sampling technique used in this research is proportional sampling. Professional Commitment, Locus of Control and time budget pressure influence Dysfunctional AuditorBehavior. Professional Commitment, Locus of Control and time budget pressure significantly influence Dysfunctional Behavior Auditor with significant value less than standard.KAP can conduct training arrangements Locus of Control, control time budget pressure, increased professional commitments in order to suppress the dysfunctional behavior of auditors.

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Cihangiroglu, Necmettin, Abdulkadir Teke, Musa Ozata, and Ozay Celen. "Analysis of the Relationship Between Professional Commitment and Organizational Commitment." Gulhane Medical Journal 57, no. 4 (2015): 367. http://dx.doi.org/10.5455/gulhane.154242.

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Lestari, Gunarti Dwi, Umi Anugerah Izzati, Kartika Rinakit Adhe, and Dian Eka Indriani. "Professional commitment: Its effect on kindergarten teachers’ organizational citizenship behavior." Cypriot Journal of Educational Sciences 16, no. 4 (August 31, 2021): 2037–48. http://dx.doi.org/10.18844/cjes.v16i4.6072.

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Organizational Citizenship Behavior (OCB) is one of the keys to the success of an organization. This current research aims to evaluate the effect of Professional Commitment on Kindergarten teachers' OCB. This quantitative research applies a cross-sectional survey design with an explanatory research type, with 145 Kindergarten teachers as the research subjects. The results show that Professional Commitment significantly affects OCB by 70.6%. In addition, teachers with higher Professional Commitment possess higher OCB in carrying out their professional duties. The results also show that the dimensions of Affective Professional commitment, Normative Professional commitment, and Continuance Professional commitment significantly affect the OCB of Kindergarten teachers. Keywords: Professional Commitment, Organizational Citizenship Behavior, kindergarten teachers

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Ahmadi, Freyedon. "Relationship between Professional Ethics and Organizational Commitment." International Journal of Learning and Development 1, no. 1 (October 16, 2011): 178. http://dx.doi.org/10.5296/ijld.v1i1.1139.

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The purpose of this paper is to investigate relationship between professional ethics and organizational commitment in food industry in Kurdistan province. In this study researchers have used the Allen and Meyer’s model for identification of organizational commitment. For accessing the objective sample of 210 people of 15 food industry in Kurdistan province was selected. The results of this study have shown that, there is a significant relationship between professional ethics and organizational commitment and its dimensions. Keywords: Organizational commitment, affective commitment, continuance commitment, normative commitment, Professional ethics

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Loscher, Georg, Sascha Ruhle, and Stephan Kaiser. "Commitment Profiles of Accountants: A Person-Centered Study of the Commitment towards Profession and Organization." Behavioral Research in Accounting 32, no. 1 (July 1, 2019): 51–68. http://dx.doi.org/10.2308/bria-52476.

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ABSTRACT The purpose of this study is to investigate the commitment of public accountants toward their profession and organization, and to provide evidence for various commitment profiles. Specifically, we analyze the relationships between commitment profiles and differences seen in the work context, professional and commercial values, role conflict and ambiguity, and client commitment. The study is based on a survey of 435 German public accountants. It employs a person-centered approach to identify commitment profiles based on latent profile analysis. Using multidimensional scales of professional and organizational commitment, we identify differences in the manifestation of affective, normative, and continuance commitment. By introducing a person-centered approach in the study of accounting professionals, we found six latent profiles, including a fully committed profile that almost exclusively relates to partners in small- and medium-sized accounting firms. Our results show that studies of accountants' commitment benefit from using a person-centered, multidimensional approach. JEL Classifications: M100; M420.

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Korotina, Olga A. "PROFESSIONAL COMMITMENT AS A SOCIAL SETTING." Scientific Review. Series 2. Human sciences, no. 6 (2017): 132–37. http://dx.doi.org/10.26653/2076-4685-2017-6-14.

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&NA;. "Professional commitment to aged care intensifies." PACEsetterS 2, no. 2 (April 2005): 10–11. http://dx.doi.org/10.1097/01.jbi.0000393690.93619.50.

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Parasuraman, Saroj, and Sidney A. Nachman. "Correlates of Organizational and Professional Commitment." Group & Organization Studies 12, no. 3 (September 1987): 287–303. http://dx.doi.org/10.1177/105960118701200305.

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Osinsky, Pavel, and Charles W. Mueller. "Professional Commitment of Russian Provincial Specialists." Work and Occupations 31, no. 2 (May 2004): 193–224. http://dx.doi.org/10.1177/0730888404263899.

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Craven, Renatta. "A Student Perspective on Professional Commitment." Clinical Journal of Oncology Nursing 12, no. 6 (December 1, 2008): 855–56. http://dx.doi.org/10.1188/08.cjon.855-856.

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Paulsen, Jan Merok. "Conceptualizing Professional Commitment-Based School Strategy." Nordic Journal of Comparative and International Education (NJCIE) 2, no. 2-3 (October 25, 2018): 72–85. http://dx.doi.org/10.7577/njcie.2750.

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Core values inherent in the Finnish comprehensive education system can in many respects be interpreted to cluster and cohere around a Bildung discourse, which is paradoxically seen against the backdrop of the system’s stable high rank in PISA, the hallmark of an outcome discourse. Yet the point is that within the frames of a Bildung discourse, the themes in focus for curricula go beyond basic skills with a similarly strong focus on societal values and culture. At the process level, Finland is more deeply and strongly infused with a policy culture that is more compatible with the Bildung tradition than the Anglo-Saxon outcome discourse—with its core values of organizing and leading for relations and teaching. As noted by Finnish scholars, such cultural traits of the Finnish system are viable and can be interpreted as associated with institutional path dependency, anchored in longstanding agrarian and social-democratic values. The current paper interprets these cultural traits also as manifest at the local level around a school strategy model close to the one characterized as a professional commitment strategy in the early 1990s by the American scholars Susan Rosenholtz and Brian Rowan. The purpose of the paper, however, is to advance this theoretical understanding a step further towards a conceptual model of commitment-based school strategy. This paper is, thus, a pure conceptual piece. To elaborate the early insights from the 1990s further, a case drawn from Helsinki primary school is used as an empirical illustration.

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Arford, Patricia H., and Laurie Zone-Smith. "Organizational Commitment to Professional Practice Models." JONA: The Journal of Nursing Administration 35, no. 10 (October 2005): 467–72. http://dx.doi.org/10.1097/00005110-200510000-00008.

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PF, Aysha Afrin, and S. Malathi. "PROFESSIONAL COMMITMENT OF HIGH SCHOOL TEACHERS." SCHOLARLY RESEARCH JOURNAL FOR HUMANITY SCIENCE AND ENGLISH LANGUAGE 10, no. 53 (September 1, 2022): 13351–55. http://dx.doi.org/10.21922/srjhsel.v10i53.11634.

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Normative survey was adopted for the study with 200 Teachers in Chennai. The data were analyzed qualitatively and quantitatively to check the significant mean difference among the variables. The results revealed that there is no significant difference in professional commitment of Government and Private High School Teachers based on their Type of family, Marital status and Work experience. The High School Teachers are high in their Professional Commitment.

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DE JESUS, TANIA ALVES, JULIETA AZEVEDO, VERA PINTO, and JESSICA JOAO ALVES. "Ethics and Professional Commitment: The Perceptions of Professionals and Accounting Students." International Review of Management and Business Research 9, no. 1 (March 30, 2020): 49–57. http://dx.doi.org/10.30543/9-1(2020)-4.

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Wolde Anshebo, Melaku, Tesfaye Gobeana Tessema, and Yosef Haile Gebremariam. "Professional Commitment and Its Associated Factors among Institutional Delivery Services Providers in Public Health Facilities, In Shone District, Southern Ethiopia." Women Health Care and Issues 5, no. 1 (January 6, 2022): 01–08. http://dx.doi.org/10.31579/2642-9756/102.

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Background: There is paucity of information on level of commitment among health professionals attending delivery service in public health facilities of low-income countries including Ethiopia. Hence, the aim of this study is to assess the level and factors associated with professional commitment among institutional delivery services providers at public health facilities in Shone District, Southern Ethiopia. Methods: A facility-based cross-sectional study design was conducted at primary level public health facilities in Shone District. All health facilities (one primary hospital and 7 health centers) were included in the study. Five hundred three study participants who fulfilled inclusion criteria in proportion to obstetric care providers in each public health facilities were selected by applying simple random sampling method. Self-administered Likert scale type of questionnaire was used. Data were analyzed using SPSS version 20. Bivariate and multivariable logistic regression analyses were done to see the association between dependent and explanatory variables. Results: The magnitude of professional commitment for obstetric care providers working in public health facilities of Shone district was 69.4%. In this study, those who worked at hospital, those who had positive attitude toward organizational commitment, and those who had positive attitude toward personal characteristics were 2.4, 2.3 and 1.76 times more likely committed to profession compared with their counterparts respectively. Conclusion: The professional commitment among institutional delivery service provision was medium as compared to other study finding. All health professional should manage their own personal characteristics to behave in good way to be committed for their profession. Organizational commitment had great influence on professional commitment.

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R., Arthi, and Sumathi G.N. "Work-family conflict and professional commitment: proactive effect of transformational leadership." Problems and Perspectives in Management 18, no. 1 (February 12, 2020): 97–106. http://dx.doi.org/10.21511/ppm.18(1).2020.09.

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The study aims to empirically test the moderation effect of transformational leadership characteristic on the relationship between work-family conflict and professional commitment among school teachers. A cross-sectional study was conducted among 752 teachers currently working in private schools from selected districts in Tamil Nadu, India. Purposive sampling technique is used, and data were collected using a questionnaire. The moderating effect of transformational leadership behavior is examined using hierarchical regression analysis. Grounded with the conservation of resource theory (COR) and transformational leadership theory, the results supported the negative impact of work-family conflict on the professional commitment of teachers. Further, the moderation effect of transformational leadership found to reverse the negative relationship between work-family conflict and professional commitment. Thus, the transformational leadership behavior of leaders (head/principal) was found to foster the professional commitment of teachers. This study is focused only on the dimensions of transformational characteristics on the relationship between work-family conflict and professional commitment of teachers. Also, it would be constructive to examine other mediating or moderating impacts of variables such as peer support, job satisfaction, which can also have a significant impact. Further, the outcome variable related to the perspective of students can also be researched.

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Parnikh, Hamed, Camellia Torabizadeh, Majid Najafi Kalyani, and Mitra Soltanian. "A Study of the Relationship between Professional Communication and Professional Commitment in Operating Room Nurses." Nursing Research and Practice 2022 (July 5, 2022): 1–7. http://dx.doi.org/10.1155/2022/5871846.

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Background. Operating rooms are among the most complex clinical environments in hospitals where teamwork and professional communication play a very important part. Professional commitment is an influential factor in the personnel’s professional communication and can affect the outcomes of healthcare services. Objective. The present study aims to investigate the relationship between professional communication and professional commitment in the operating room nurses in teaching hospitals. Study Design. The present study used a descriptive-correlational design. Participants were selected via census sampling from hospitals in Shiraz over a period of three months. The participants were 350 operating room nurses who met the inclusion criteria. Data were collected using professional communication and a professional commitment questionnaire. The collected data were analyzed using the descriptive and inferential statistics in SPSS v v. 22. Findings. The operating room nurses’ mean scores for professional communication (136.81 ± 13.77) and professional commitment (71.42 ± 11.62) were found to be high. The results of the Pearson correlation coefficient test showed that there was a statistically significant linear relationship between professional communication and professional commitment ( p < 0.001 , r = 0.235). The results also showed that there was a significant relationship between professional commitment on the one hand and gender ( p = 0.042 ), marital status ( p = 0.047 ), and interest in work ( p = 0 / 000 ) on the other hand. There was also a significant relationship between professional communication and interest in work ( p = 0 / 000 ). Conclusion. Given the significance of professional communication and professional commitment in the operating rooms, it is recommended that healthcare administrators and policymakers take steps to improve these areas. It is suggested that measures should be taken to increase the personnel’s awareness of the principles of professional communication and the significance of professional commitment through regular workshops.

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Friel-Patti, Sandy. "Commitment to Theory." American Journal of Speech-Language Pathology 3, no. 2 (May 1994): 30–34. http://dx.doi.org/10.1044/1058-0360.0302.30.

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In summary, authors Rimland, Edelson, and Veale are to be commended for bringing the topic of auditory integration training forward for professional review and debate. AIT offers an excellent forum for consideration of the role of theory in intervention for clinicians engaged in treatment of persons with communication disorders. Each clinician must take a step back on occasion and face the question about treatment efficacy from an objective, data-driven perspective. Such public discussion of AIT as intervention inevitably leads to reexamination of what is meant by success/failure in treatment; indeed, what constitutes intervention itself. AIT is being held up to the scrutiny of both the clinical and research communities, and, if it is valid, it will withstand such inquiry and will even advance our understanding of some very perplexing disorders. In order for that to happen, responsible researchers and clinicians must be willing to shed biases, ask questions, conduct studies, and report them to their professional community of peer reviewers. The process is vital for every speech, language, and hearing professional and for the persons with communication disorders they serve.

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Sunardi, Oding. "THE EFFECT OF ORGANIZATIONAL CLIMATE, SELF-EFFICACY AND JOB SATISFACTION ON LECTURERSâ€™ PROFESSIONAL COMMITMENT AT PAKUAN UNIVERSITY." Journal of Education Research in Administration and Management (JERAM) 1, no. 2 (August 5, 2017): 21. http://dx.doi.org/10.29061/jeram.v1i2.40.

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ABSTRACT Professional commitment of Pakuan University lecturer plays a crucial role in achieving the student learning outcomes. Based on pre-research survey of Pakuan University Report on 2015 professional commitment among lecturer is still low and not satisfactory. The objective of this research is to investigate whether there exists any direct positive effect of organizational climate, self-efficacy and job satisfaction towards professional commitment at University of Pakuan. A total of 189 from 324 university lecturer were sampled to collect data which was then analyzed using path analysis quantitative method. The result shows that there exists a direct positive effect of organizational climate towards professional commitment, self-efficacy toward professional commitment, job satisfaction towards professional commitment, organizational climate job satisfaction, self-efficacy toward job satisfaction, and organizational climate towards self-efficacy. Keywords: organizational climate, self-efficacy, job satisfaction, professional commitment

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van Houten, Maarten Matheus. "Professional tacit knowledge sharing in practice. Agency, boundaries, and commitment." Journal of Workplace Learning 35, no. 9 (August 1, 2023): 197–217. http://dx.doi.org/10.1108/jwl-02-2023-0025.

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Purpose The purpose of this study is to gain insight into the dynamics and considerations of professionals regarding the sharing of tacit, personal knowledge in their practice. Design/methodology/approach Adopting a social-constructivist ontology, the qualitative design deploys semi-structured interviews and focus groups. Data were coded, and analysed through interrelating and reasoning. Findings Personal knowledge is difficult to share precisely, but can be shared to some extent using reflection and stories. Knowledge also provides a position and professional agency, emphasising boundaries and impacting the decisions on interaction and sharing. As such, professional commitment is vulnerable and contextual and, by extension, material becomes part of this interplay of professional practice and collaborative development. Research limitations/implications Findings imply that exchange and use of knowledge and material present in organisations are impacted by individual professionals’ autonomy and decisions, which consequently impact on employees’ practice. This calls for research that focuses on individual factors such as autonomy, professionalism and attitudes in addition to organisational and facilitative matters. Practical implications Stimulating professional commitment and interpersonal learning is a matter of valuing personal knowledge and practice to avoid protectionism, boundaries and segregated agency. Management and professionals should consider how and why individuals exchange their personal knowledge, paying attention to social structures and individuals’ voices and objectives in forming communities. Originality/value This study combines the concept of tacit knowledge with the younger field of practice theory. By connecting personal knowledge to practice, it extends agency to the material world and offers a more individual perspective to knowledge sharing in and between entities.

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Sutrianta, Putu Juna, Sang Ayu Putu Arie Indraswarawati, and Anak Agung Ketut Agus Suardika. "PENGARUH KEPUASAN PEMBAYARAN, KOMITMEN PROFESIONAL, DAN KOMITMEN ORGANISASI PADA PENGAMBILAN KEPUTUSAN ETIS KONSULTAN PAJAK DI PROVINSI BALI." Hita Akuntansi dan Keuangan 1, no. 2 (October 21, 2020): 513–43. http://dx.doi.org/10.32795/hak.v1i2.996.

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Professionals in accounting are professions full of ethical decisions, especially in the profession of Tax Consultants. This study aims to determine the effect of payment satisfaction, professional commitment, and organizational commitment on ethical decision making of Tax Consultants in Bali Province. The population in this study were all Tax Consultants in Bali1 Province, while 155 people were selected as research objects (samples). The sampling technique uses a purposive sampling method. Data were tested using validity test, reliability test, multicollinearity test, heteroscedasticity test, multiple regression analysis, hypothesis test and coefficient of determination. The results showed that the variables of payment satisfaction, professional commitment, and organizational commitment were both positive impact and significant influences on ethical decision making of the Tax Consultant in Bali Province.

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Tuan Mansor, Tuan Mastiniwati, Akmalia Mohamad Ariff, and Hafiza Aishah Hashim. "Whistleblowing by auditors: the role of professional commitment and independence commitment." Managerial Auditing Journal 35, no. 8 (July 23, 2020): 1033–55. http://dx.doi.org/10.1108/maj-11-2019-2484.

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Purpose Despite various regulatory frameworks to combat unethical conduct, fraud and corruption remain alarmingly high. While whistleblowing is an important mechanism to identify and prevent unethical conduct, there is a lack of empirical studies on this issue in the Malaysian context, especially whistleblowing within the audit firms. Therefore, the purpose of this paper is to examine the whistleblowing intention of external auditors in Malaysia and the factors influencing this intention. Design/methodology/approach Data were collected using a structured questionnaire that was sent by post to external auditors throughout Malaysia. Participants were selected using a convenience non-probability sampling technique. A total of 274 responses were analyzed. SmartPLS version 3.2.8 was used for the analysis. Findings Professional commitment and independence commitment had a positive influence on whistleblowing intention, supporting the argument that professional factors can increase the intention of the external auditors to whistleblow. Perceived behavioural control had a positive relationship with whistleblowing intention, while there is no evidence to indicate that attitude and subjective norms influence whistleblowing intention. Originality/value This study explored whistleblowing among external auditors in Malaysia by focussing on the professional factors of professional commitment and independence commitment, which were hypothesized to be key factors in intention to whistleblow. These factors were incorporated with a multi-component of attitude, subjective norms and perceived behavioural control, which were derived from the theory of planned behaviour. The findings have implications for the auditing profession because they provide a better understanding of the factors that influence the whistleblowing intention of external auditors.

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Bryant, Scott E., Dan Moshavi, and Thang V. Nguyen. "A field study on organizational commitment, professional commitment and peer mentoring." ACM SIGMIS Database: the DATABASE for Advances in Information Systems 38, no. 2 (May 28, 2007): 61–74. http://dx.doi.org/10.1145/1240616.1240622.

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Bieńkowska, Jolanta. "ORGANIZATIONAL AND PROFESSIONAL COMMITMENT: THE COMPARATIVE STUDY." Problems of Management in the 21st Century 4, no. 1 (July 15, 2012): 21–29. http://dx.doi.org/10.33225/pmc/12.04.21.

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The article aims to present issues connected with a commitment in relation to the current transformations of working conditions. Presently people work for many employers during their working lives; hence insecurity of employment became a determinant of the work situation. On the other hand, the employees are guided by the need for personal fulfillment and intellectual development in the professional field. This raises the question of whether organizational commitment, understood as a commitment to the workplace, is still a research problem, or whether another kind of commitment is developing- commitment to the occupation. This dilemma is the result of analysis of the behavior of employees. The observations indicate that some people do their work at a high level regardless of place of employment, identifying themselves with the profession performed. They are guided by the need for professionalism, not by the need for staying in the organization. The article aims to present two positions on commitment, by providing arguments in favor of importance of both aspects according to the different needs of employees. Moreover, this paper outlines the proposed directions of empirical research, undertaking of which would allow for broadening knowledge about changes in attitudes of people towards work. Key words: organizational behavior, organizational commitment, professional commitment.

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Journal articles on the topic 'Professional commitment'

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