|WikiProject Psychology||(Rated C-class, Mid-importance)|
|Organizational commitment received a peer review by Wikipedia editors, which is now archived. It may contain ideas you can use to improve this article.|
Suggest deleting the "guidelines to enhance OC" due to lack of a reliable source.
We are a group of four university students who have been assigned to expand and improve upon this article. Below is an outline of what we are hoping to accomplish. Any outside suggestions would be welcomed.
When first looking at the Industrial and Organizational Psychology page on Wikipedia our topic was grouped together with job satisfaction. Our first initial thought was to go to the job satisfaction Wikipedia page and reroute visitors to our job commitment page. Although they are listed together we all agreed that both satisfaction and commitment are different things and need separate attention. Because of this, we had one of our team members (myself) look into finding some research to develop a section of our Wikipedia page that deals with the correlation between job commitment and job satisfaction.
At a first glance the Organizational Commitment Wikipedia web page only had two sections on it already. These included the Model of Commitment and Guidelines to Enhance Organizational Commitment. We decided to further develop these two sections of the web page and add a couple more. One member offered to look up research dealing with the Myer and Allan model of commitment to add to our page. Another member wanted to look up general info about job commitment to add somewhat of an introduction to our Wikipedia page. A final member wanted to look up information about job commitment to add a new section to the page. And I, as mentioned earlier, am looking up info about he correlation of job commitment and job satisfaction to add to the page.
As far as responsibilities go we are all responsible for the information we said we were going to take the time outside of class to look up. We also agreed to help look over any changes/additions made to the sections of our page. This can include spelling, grammar, and content checks. Our first changes to the page, I believe, will be in the organizational commitment and job commitment sections. Cmchildress (talk) 21:34, 23 February 2012 (UTC)
- There's a lot of emphasis on Myer & Allen. Do any other writers have interesting things to say about organizational commitment? Are there any related concepts you could link to? bobrayner (talk) 18:07, 26 February 2012 (UTC)
By the middle to end of March we will have accomplished a more developed introduction and definition of organizational/job commitment, an extensive outline of the model of commitment, created several new sections on our page, one of which will be the correlation between job satisfaction and organizational/job commitment, and create a fuller body section on the page dedicated to defining information specific to job commitment. Also, we would like to fix the current sources that we have and add many more that correspond with the research we will be using to develop our Wikipedia page. 184.108.40.206 21:13, 1 March 2012 (UTC) Cmchildress (talk) 21:09, 1 March 2012 (UTC) Mac ro370 (talk) 21:15, 1 March 2012 (UTC) Kmkbsu (talk) 21:19, 1 March 2012 (UTC)
- How's it going?
- I think the article has improved a lot, but it still puts quite a lot of emphasis on Meyer & Allen. Have you found any other sources which cover organisational commitment? (Don't be afraid of approaching it from a slightly different angle - use your imagination when looking for sources. They might even be in a different language or from a different era).
- Is there anything I can do to help? bobrayner (talk) 01:12, 18 April 2012 (UTC)
More peer review
- I think you've done a good job when looking for other sources. It helps broaden the article.
- However, the References section now looks a bit untidy. Will you tidy that up, or shall I? It looks like some of them could be replaced with inline cites (ie. Hulpia is mentioned in the body of the article, then there's a full citation added manually to the References section - try using an inline citation.
- It's great to see the article discuss different views on organisational commitment. However, I think it currently places a little too much emphasis on writers rather than ideas, which makes it look a bit more like an academic essay than an encyclopædia article. For instance, the lede lists "Meyers, Allen, Solinger, Olffen, Roe, Mowday, Porter, and Steers"; and there's a mention of "Becker's 1960 "side bet theory"" which whets the appetite but doesn't actually tell us what this variation on side bet theory is. Could we frame more of the article in terms of different theories/models of organisational commitment, rather than writers?
- I really like the fact that you've gone beyond covering what Meyer & Allen say, to explaining what other sources say on that model and why it could be flawed. This is good. (It's all too easy for people to focus on a particular model and then cherrypick bits of text which support what they've already written).
- It should be possible to lighten up some of the heavier text with some graphics which dissect the models/flowcharts for the benefit of readers. (For instance, there is a rather ugly diagram in Meyer & Allen which explains their model; maybe a diagram based on that?).
- Otherwise, layout is relatively good. The body of the article could benefit from a few more wikilinks. Doesn't need much copyediting.
- Try to think of changes that could help readers.
Suggest expanding the Guidelines to enhance organizational commitment Section. Currently, it is very short and brief. More details could be added to expand the section and explain each guideline in general. — Preceding unsigned comment added by Scheung2 (talk • contribs) 01:09, 27 September 2014 (UTC)
https://en.wikipedia.org/wiki/Template:WAP_assignment — Preceding unsigned comment added by Scheung2 (talk • contribs) 02:32, 2 October 2014 (UTC)