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تعهد سازمانی
(2001, cited in Sonnentag, 2003) found that work engagement is indeed positively related to organisational commitment.
In comparison, Work Alienation correlated more strongly with measures of locus of control, work self‐ discipline and affective organisational commitment.
As such, it can be hypothesised that individuals with an external locus of control, low work self‐ discipline and low affective organisational commitment will find it harder to become engaged with their work.
However, when employees were sceptical of the organisation's commitment to CSR, only 37 per cent were engaged (Sirota Survey Intelligence of Purchase, 2007 cited in Smith, 2007).
The engagement indicator consists of twelve attitudinal statements that examine organisational citizenship, organisational commitment, the extent to which individuals identify with the values of the organisation, and their belief that the organisation enables the individual to perform well.
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