Search

The paper deals with the relationship between specific sources of occupational stress, work locus of control, attitudes towards work, and well-being of university teachers. Work locus of control is defined as a situational variable which includes the perception of the level of control and free decision-making in the working context (Williams & Cooper, 1998), and its mediating role in relation to the sources and consequence of occupational stress is assumed. Research was carried out using an on-line questionnaire on a sample of teaching staff employed at four of the largest universities in Croatia (N = 1170). The presences of particular sources of stress at work were measured by the Questionnaire of Exposure to Occupational Stress for University Teaching Staff (ISR-SN). Job and organization satisfaction, perceived psychological and physical well-being and work locus of control were measured by the Croatian version of Pressure Management Indicator. Results of path analyses confirmed the assumption of partial mediation effects of the work locus of control on the relationship between the sources and consequences of occupational stress in university teaching staff.

The study deals with evaluation of Meyer and Allen's three-component conceptualization of organizational commitment in Croatian society. The dimensionality of Meyer et al's (1993) scales, and their relationships with turnover intentions were examined. Participants were 766 professionals from 21 industrial organizations. Self-report questionnaire measures of job involvement, job satisfaction, and demographic data were also collected. Objective profit data were used as a measure of organizational efficiency. A significant contribution of organizational commitment in predicting turnover intention was found. However, the results speak in behalf of two- rather then three-dimensional definition of this construct. Employees from organizations which were identified as relatively successful according to objective profit data were higher committed to the organizations, had higher job satisfaction and lower turnover intentions in comparison to the employees from unsuccessful organizations.