Motivational orientation and commitment of working parents.
Item
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Title
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Motivational orientation and commitment of working parents.
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Identifier
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AAI3047193
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identifier
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3047193
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Creator
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Almonte, Margarita.
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Contributor
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Adviser: Walter Reichman
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Date
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2002
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Language
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English
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Publisher
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City University of New York.
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Subject
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Psychology, Industrial | Sociology, Individual and Family Studies
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Abstract
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The primary purpose of this study was to examine the impact of marital status, work motivation, and other person characteristics on the organizational commitment of working parents. Ultimately, the study explored the indirect effect of these person variables on intent to leave the organization. Intrinsic and extrinsic components of work motivation as well as affective and continuance components of organizational commitment were examined using a sample of working parents. Continuance commitment was treated as two separate constructs (commitment due to perceived lack of alternatives and commitment due to personal sacrifice). Data were obtained via questionnaire from 391 working parents. Of these, 99 were single and 292 were married. Organizational commitment was found to partially mediate the effect of sex, education, age, number of children, primary wage earner, occupation level, income, perceived financial need, and motivation on intention to leave. No difference was found regarding type of motivation exhibited by parents based on marital status. However, primary wage earners are more extrinsically motivated than secondary wage earners. As expected, extrinsic motivation does not affect affective commitment and intrinsic motivation does not affect commitment due to perceived lack of alternatives or commitment due to personal sacrifice. Also, occupation level and education level affect components of commitment. Finally, the tenability of a model examining the effects of person variables, work motivation, and organizational commitment on the intent to leave of working married parents was tested utilizing path analytic technique (Arbuckle & Wothke, 1995). Age and perceived financial need are the best predictors of intention to leave an organization. The results and implications for organizations as they relate to recruitment and retention of employees who are parents are discussed.
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Type
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dissertation
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Source
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PQT Legacy CUNY.xlsx
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degree
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Ph.D.
