Micron trust is like strawberry pie
Purpose – The paper aims to investigate the relationship between employees’ trust toward a company and their commitment to it. It questions if certain levels of trust presented in each department at Micron Technology, Italy, are interrelated with the levels of commitment. Design/methodology/approach – It reveals that a survey at Micron Technology Italy was conducted. Of the 1,580 employees who received the questionnaire, 892 responses were collected, resulting in a 56.46 per cent response rate. Findings – It shows that for departments where trust values are below 6.8, the commitment level follows the trust value: there is a positive relation between these two factors. However, departments where employee trust reaches values higher than 6.8 are not reciprocated by a proportional commitment level that tends to reach a’satisfaction point’. Practical implications – Advances the view that, since commitment does not seem to continuously increase, after a certain point, it is not cost-effective for a company to ...
Strategies Small Business Leaders Use to Increase Employee Engagement
Strategies Small Business Leaders Use to Increase Employee Engagement
Effect of Supervisor-Subordinate Communication and Leadership Style on Organizational Commitment of Nurses in Health Care Setting
This study focuses on the role of supervisor-subordinate communication and leadership style on organisational commitment of nursing staff in the selected hospital. Meyer and Allen’s instrument for multidimensional organizational commitment was utilized in this research. Leader Behavior Description Questionnaire was adapted from Stogdill’s” (LBDQ-XII) form 12 and the items related to supervisor- subordinate communication were derived from two different researches by Heald, Girton and Kazanskya. The structured questionnaire was completed by 134 nursing staff of a major complex hospital in Tehran, Iran. In the demographic data, the majority of the respondent were 20 -30 years old female, had more than 10 years tenure and a Bachelor Degree. Overall, T-test analysis showed significant differences in type I and type II leader’s consideration regarding level of affective and continuance commitment. Regression analysis indicated a significant contribution of communication exchange in affective commitment through type I and type II leader’s consideration, whereas mutual communication showed a significant contribution in affective commitment only in type II consideration. There was no contribution of supervisor-subordinate communication in continuance commitment according to the two types of leader’s consideration. In conclusion, the level of affective commitment is different among nursing staff and depends on quality of the leader and member communication and leaders’ consideration. Especially in higher level of leader consideration and mutual communication, dependency of the nursing staff will increase. However, the continuance commitment depends on other factors which were not considered in current study.