@ARTICLE{33704756_174104774_2015, 
	author = {Sergey Lipatov and Khristina Sinchuk}, 
	keywords = {, oganizational commitment, social involvement in the organization, group cohesion, trust in organization, perceived external prestige of the organization, perceived organizational supportorganizational justice},
	title = {Social-psychological factors of commitment of employees of the organization},
	journal = {Organizational Psychology},
	year = {2015},
	volume = {5},
	number = {4},
	pages = {6-28},
	url = {https://orgpsyjournal.hse.ru/en/2015-5-4/174104774.html},
	publisher = {},
	abstract = {Purpose. This study investigated the relationship between the socio-psychological factors and the three forms of organizational commitment (Meyer and Allen’s model) among Russian business organizations’ employees. Methodology. Socio-psychological factors were used as independent variablesin the study while organizational commitment forms were used as the dependent variables. Data was gathered from a random sample of 90 employees (managers and specialists) of the various companies. A questionnaire consisting of two-parts was used for data collection. To gather biographical and occupational data first part was used. Second part of questionnaire included eight techniques: Social Support scale of «Work Design Questionnaire», «Group Cohesiveness Scale», «Trust in Organization Scale», «Survey of Perceived Organizational Support», «Distributive, Procedural, and Interactive Justice Scale», questionnaire for identify the perceived prestige of the organization. To measure organizational commitment, Meyer and Allen’s (1993) 18-item 7-point scale was used. Data analysis was done by means of various statistical techniques, including the Pearson Correlation Technique and Multiple Regression Analysis. The results indicated that there is positive correlation between affective and normative organizational commitment and social involvement in the organization, the level of group cohesion, and trust in the organization, the degree of positive perception of the external prestige of the organization, perceived organizational support, and organizational justice. Implications for practice. The paper therefore recommends that managers must to facilitate socio-psychological factors in their companies, but especially group cohesion and perceived prestige of the organization.},
	annote = {Purpose. This study investigated the relationship between the socio-psychological factors and the three forms of organizational commitment (Meyer and Allen’s model) among Russian business organizations’ employees. Methodology. Socio-psychological factors were used as independent variablesin the study while organizational commitment forms were used as the dependent variables. Data was gathered from a random sample of 90 employees (managers and specialists) of the various companies. A questionnaire consisting of two-parts was used for data collection. To gather biographical and occupational data first part was used. Second part of questionnaire included eight techniques: Social Support scale of «Work Design Questionnaire», «Group Cohesiveness Scale», «Trust in Organization Scale», «Survey of Perceived Organizational Support», «Distributive, Procedural, and Interactive Justice Scale», questionnaire for identify the perceived prestige of the organization. To measure organizational commitment, Meyer and Allen’s (1993) 18-item 7-point scale was used. Data analysis was done by means of various statistical techniques, including the Pearson Correlation Technique and Multiple Regression Analysis. The results indicated that there is positive correlation between affective and normative organizational commitment and social involvement in the organization, the level of group cohesion, and trust in the organization, the degree of positive perception of the external prestige of the organization, perceived organizational support, and organizational justice. Implications for practice. The paper therefore recommends that managers must to facilitate socio-psychological factors in their companies, but especially group cohesion and perceived prestige of the organization.}
}