[雙語翻譯]外文翻譯--羅馬尼亞公共組織的職業(yè)壓力和組織承諾（英文）

1、Procedia - Social and Behavioral Sciences 33 (2012) 1077 – 1081Available online at www.sciencedirect.com1877-0428 © 2012 Published by Elsevier B.V. Selection and/or peer-review under responsibility of PSIWORLD2011do

2、i:10.1016/j.sbspro.2012.01.288PSIWORLD 2011 Occupational stress and organizational commitment in Romanian public organizations Cristiana Catalina Ciceia,b,*aFaculty of Communication and Public Relations, National School

3、 of Political Studies and Public Administration, 6-8 Povernei St., Bucharest 010643, Romania bFaculty of Psychology and Educational Sciences, University of Bucharest, 90 Panduri Ave., Bucharest 050663, Romania Abstract

4、 Studies indicate that high level of stress can lead to low organizational commitment, which can contribute to voluntarily employee turnover and may lead to low overall firm’s performance. Occupational Stress Scale (Hou

5、se, McMichael, Wells, Kaplan 1. Introduction It can be clearly noticed that occupational stress exists in all professions, and as Fletcher (cited by Fairbrother fax: +4-021-311-7148 . E-mail address: catalina.cicei

6、@comunicare.ro . © 2012 Published by Elsevier B.V. Selection and/or peer-review under responsibility of PSIWORLD2011Open access under CC BY-NC-ND license.Open access under CC BY-NC-ND license.1079 Cristiana Catalina

7、 Cicei / Procedia - Social and Behavioral Sciences 33 (2012) 1077 – 1081C. C. Cicei / Procedia - Social and Behavioral Sciences 00 (2011) 000–000 3. Methodology 3.1. Participants The research was conducted on 102 employ

8、ees from five public organizations from Romania (local administrations from five cities in Romania) with ages raging from 26 to 58 years (m=36.1, S.D=4.3). 64% of the investigated employees were females and 36% males.

9、The requirements for the participants’ selection were a minimum of one year of professional experience and a minimum of a one year stage in the current organization. The participants had a mean of six years experience

10、in their field of working and of approximately two years in the current organizations. No managerial positions were taken into account for the current research. 3.2. Instruments The Occupational Stress Scale (OSS), dev

11、eloped by House, McMichael, Wells, Kaplan, and Landerman (1979), measures the frequency with which employees are bothered by stressful occurrences. The measure contains five subscales that assess the extent of occupati

12、onal stress due to job responsibilities, quality concerns, role conflict, job vs. non-job conflict and workload (Fields, 2002). Obtained coefficient alpha values are of .71 for responsibility pressures, .75 for job vs.

13、 non job conflict, .78 for quality concerns, .69 for role conflict and .81 for workload stress. The Affective, Normative and Continuance Commitment Scales, developed by Meyer and Allen (1990/1993), measure the three

14、types of organizational commitment, the original eight-item per scale versions being shortened to six items for each type of commitment. Coefficient alpha values were of .78 for affective commitment, .70 for continuanc

15、e commitment and .83 for normative commitment. 4. Results After the data have been collected, their analysis was performed using the Statistical Package for the Social Sciences, SPSS 16.0, first being calculated the des

16、criptive statistics for the two variables (Table 1). As we can observe, low scores were obtained for affective (m=16.5, S.D=2.7) and continuance commitment (m=18.3, S.D=1.9) and medium scores for normative commitment (

17、m=24.9, S.D=3.1). Regarding occupational stress, high scores were obtained on subscales like responsibility pressure (m=8.2, S.D= 2.1) and workload (m=9.0, S.D=1.4), and medium scores on subscales like quality concerns

18、 (m=5.4, S.D=1.7), role conflict (m=6.9, S.D=1.5) and job vs. non job conflict, the last subscale obtaining the lowest scores (m=4.9, S.D=2.4). Table 1. Descriptive statistics for occupational stress and organizationa