Showing papers on "Organizational commitment published in 2020"
29 Dec 2020
TL;DR: In this article, the authors present a review of the organization behavior in terms of the following: 1. Organization Behavior 2. Management & Managers 3. Managing Diversity 4. Perception, Decision Making, and Creativity 5. Work Motivation and Performance 6. Satisfaction and Stress 7. Efficiency, Motivation, and Quality in Work Design 8. Interdependence and Role Relationships 9. Group Dynamics and Team Effectiveness 10. Leadership of Groups and Organizations Part 4: Macro Organizational Behavior 11. Structuring the Organization 13. Technology, Environment, & Organization Design 14
Abstract: Part 1: Introduction 1. Organization Behavior 2. Management & Managers Part 2: Micro Organizational Behavior 3. Managing Diversity 4. Perception, Decision Making, and Creativity 5. Work Motivation and Performance 6. Satisfaction and Stress Part 3: Meso Organizational Behavior 7. Efficiency, Motivation, and Quality in Work Design 8. Interdependence and Role Relationships 9. Group Dynamics and Team Effectiveness 10. Leadership of Groups and Organizations Part 4: Macro Organizational Behavior 11. Power, Politics, & Conflict 12. Structuring the Organization 13. Technology, Environment, & Organization Design 14. Culture, Change, & Organization Development Part 5: Conclusion 15. International Organizational Behavior 16. Critical Evidence Based Management: Critical Thinking and Continuous Learning
198 citations
TL;DR: This study is one of the first empirical studies on e-commerce live streaming and extends the marketing literature by integrating different relational bonds as antecedents of consumer engagement from the relational perspective, and enriches the affective commitment literature by distinguishing commitment to the online marketplace fromcommitment to the broadcaster.
Abstract: Enhancing consumer engagement in e-commerce live streaming is critical for e-commerce operators to build relationships and create consumer loyalty. Using the stimulus–organism–response model and theories from relationship marketing, the authors develop and test an integrative conceptual framework that combines various relational bonds, affective commitment, and consumer engagement.,Using 327 valid responses from consumers of Taobao Live, the authors employed the software Mplus7.0 to evaluate the measurement model and the structural model.,The results empirically demonstrate that social and structural bonds positively affect consumer engagement directly and indirectly via affective commitment, while financial bonds have only an indirect effect via affective commitment on consumer engagement.,The findings provide useful insights for e-commerce operators, who should invest in establishing relational bonds and stimulating affective commitment to improve consumer engagement.,This study adds to e-commerce research by being one of the first empirical studies on e-commerce live streaming, extends the marketing literature by integrating different relational bonds as antecedents of consumer engagement from the relational perspective, and enriches the affective commitment literature by distinguishing commitment to the online marketplace from commitment to the broadcaster.
166 citations
TL;DR: This article investigated the effect of ethical leadership on employee attitudes (affective commitment and job satisfaction) and examined the role of psychological empowerment as a potential mediator of these relationships and found a positive relationship between ethical leadership and both employee attitudes and further revealed that psychological empowerment fully mediates the relationship between emotional commitment and affective commitment.
Abstract: This study aims to investigate the effect of ethical leadership on employee attitudes (affective commitment and job satisfaction) and to examine the role of psychological empowerment as a potential mediator of these relationships. In total, 467 employees in Chinese public sector completed surveys across three separate waves. Confirmatory factor analysis and structural equation modeling were used to test hypotheses. The paper found a positive relationship between ethical leadership and both employee attitudes and further reveals that psychological empowerment fully mediates the relationship between ethical leadership and affective commitment while partially mediates the relationship between ethical leadership and job satisfaction. Testing of above relationships via a mediated approach is novel and contributes to the research on ethical leadership.
124 citations
TL;DR: In this paper, the authors developed a research model that elaborates the mechanism through which responsible leadership influences employee's proenvironmental behavior, and differentiated these two mechanisms by proposing employee's internal environmental locus of control as a moderator.
Abstract: This study develops a research model that elaborates the mechanism through which responsible leadership influences employee's proenvironmental behavior. Little is known, however, about the mechanisms through which this type of leadership affects proenvironmental behavior, and the conditions under which any such effects are enhanced or attenuated. The present research sought to fill this gap by examining a dual process model in which organizational commitment and green shared vision served as two explanatory mechanisms in the impact of responsible leadership on employee's proenvironmental behavior. Furthermore, we differentiated these two mechanisms by proposing employee's internal environmental locus of control as a moderator. Based on multilevel data collected from 329 employees and 88 supervisors in Pakistan, green shared vision mediated the effect of responsible leadership on proenvironmental behavior, and this indirect effect was stronger for employees with high internal environmental locus of control. However, the indirect relation between responsible leadership and proenvironmental behavior via organizational commitment did not occur. Results also supported that internal environmental locus of control moderated the indirect effect of responsible leadership on employee's proenvironmental behavior through organizational commitment, such that the indirect effect was significantly positive when internal environmental locus of control was high but nonsignificant when internal environmental locus of control was low. These findings provided valuable contribution to responsible leadership and employee's proenvironmental behavior, by exploring the relationships between them. Practical implications and directions for future research are also discussed.
99 citations
TL;DR: The authors examined the extent to which personality characteristics influence employees' psychological connection to their work beyond that predicted by job context factors and found that personality characteristics influenced employees' emotional connection with their work.
Abstract: In this paper, we examine the extent to which personality characteristics influence employees’ psychological connection to their work beyond that predicted by job context factors. More specifically...
90 citations
TL;DR: In this paper, the authors proposed an approach to improve the job satisfaction and organizational commitment of corrections staff in the US Department of Correction. But, their focus was on the care and custody of inmates.
Abstract: Correctional staff are expensive, and they perform the most critical and central duty within the facility: the care and custody of inmates. Improving the job satisfaction and organizational commitm...
85 citations
TL;DR: In this article, the role of high performance work systems (HPWS) in enhancing the affective commitment of hospitality employees is examined, and the authors suggest the implications for managing psychosocial work hazards in hospitality organizations.
73 citations
TL;DR: In this article, the authors developed a model that examines the relationship between CX, commitment, and loyalty, while using customer age as a moderator in the proposed associations, revealing a positive effect of CX on customers' affective/calculative commitment and customer commitment on brand loyalty.
73 citations
TL;DR: The authors tested a mediation model in which empowering leadership was negatively related to three withdrawal behaviors: lateness, absenteeism, and turnover intention, with affective organizational behavior, and found that empowerment was negatively associated with these withdrawal behaviors.
Abstract: This study tested a mediation model in which empowering leadership was negatively related to three withdrawal behaviors: lateness, absenteeism, and turnover intention, with affective organizational...
71 citations
TL;DR: In this article, a more comprehensive understanding of how authentic leadership can affect employees' individual creativity through affective commitment's mediating role was provided, and the results showed that authentic leadership has a positive impact on affective commitments and creativity.
Abstract: This study sought to provide a more comprehensive understanding of how authentic leadership can affect employees’ individual creativity through affective commitment’s mediating role. The sample included 177 leader-follower dyads from 26 private, small and medium-sized enterprises. Followers reported their levels of affective commitment and perceptions of authentic leadership, and leaders assessed each follower’s level of creativity. The results show that authentic leadership has a positive impact on affective commitment and creativity. Moreover, affective commitment fully mediates the relationship between perceived authentic leadership and individual creativity. Organizations can thus increase employees’ affective commitment and creativity by encouraging their managers to adopt more authentic leadership styles. Additional studies with larger samples are needed to determine more clearly not only authentic leadership’s influence on individual creativity but also other psychosocial and personal variables’ effects on that relationship.
70 citations
TL;DR: In this article, the intricate associations among emotional rewards (compliment, opportunity, empowerment, and recognition), material rewards (promotion, certificate, incentive, etc.) and material rewards are identified.
Abstract: This study was designed to identify the intricate associations among emotional rewards (compliment, opportunity, empowerment, and recognition), material rewards (promotion, certificate, incentive, ...
TL;DR: In this article, the effects of employees' corporate social responsibility perception on their affective commitment, job satisfaction, considering both intrinsic and extrinsic, and organizational citizenship behavior were examined.
Abstract: When employees do work by “going beyond” or by “giving their all.” They look at their job as more than just a paycheck and eager to do all they can to make their work environment more effective, though such actions are not associated with their job descriptions. Such behaviors are sometimes because of the personality of an individual, but sometimes organizations boost such behaviors by providing a peaceful environment. Thus, this research is conducted to examine the effects of employees' corporate social responsibility perception on their affective commitment, job satisfaction, considering both intrinsic and extrinsic, and organizational citizenship behavior. The survey was conducted to test the variables from employees' perspectives in the organizations of Pakistan. The findings reveal that employees' CSR perception has a positive and significant association with organizational citizenship behavior. Moreover, employees' CSR perception depicts similar results, that is, positive and significant with affective commitment and intrinsic job satisfaction, but there is a negative association with extrinsic job satisfaction. Furthermore, findings reveal that affective commitment and intrinsic job satisfaction portray a positive and significant association with organizational citizenship behavior. In contrast, extrinsic job satisfaction has a negative relationship with organizational citizenship behavior. Lastly, mediation analyses depict that all variables, that is, affective commitment, intrinsic, and extrinsic job satisfaction partially mediates the association between employees' CSR perception and organizational citizenship behavior.
06 Jan 2020
TL;DR: In this article, the authors examined the impact of perceived corporate social responsibility (CSR) on employee levels of commitment and citizenship behaviour by investigating a trust-based mediational process in the context of academia.
Abstract: The purpose of this paper is to advance knowledge on the implications of perceived corporate social responsibility (CSR) on employee levels of commitment and citizenship behaviour (OCB) by investigating a trust-based mediational process in the context of academia.,The research data are collected from a sample of 736 academics through a questionnaire based survey administered in different Pakistani universities. The nature of trust-based mechanism underlying the relationships between CSR, affective commitment and OCB is determined through structural equation modelling of the research data.,The findings suggest that the perceived CSR is an important predictor of academics’ attitudes and behaviour in universities. Whilst the findings implicate the mediating role of trust in the process by which perceived CSR influences academics’ commitment, trust does not appear to mediate the perceived CSR’s relationship with OCB.,This study utilises single-sourced and cross-sectional data, which may have resulted in common method bias.,By furnishing evidence of the beneficial effects of perceived CSR on academics’ levels of trust, commitment and citizenship behaviour, this study provides a business case for universities’ involvement in CSR. The findings are particularly useful to academic administrators and managers who are interested in nurturing positive attitudes and behaviours amongst academic staff.,There is a paucity of research on CSR in the academic work settings of developing countries. This is the first study to examine the trust-based microfoundation of CSR in the context of academia in Pakistan.
Journal Article•
TL;DR: In this article, the intention of turnover of lecturer's with the dimensions of work-life balance, job satisfaction, work engagement, and organizational commitment was investigated. And the results of the study indicate that work life balance has a direct effect on job satisfaction and job satisfaction through work engagement has an effect on organizational commitment.
Abstract: — Inventory management is vital in supply chain performance of a firm. The inventory turnover ratio measures the number of times a company sells its inventory during the year. This study aims to determine the factors that direct ly a ffect the intention of turnover of lecturer’s with the dimensions of work-life balance, job satisfaction, work engagement, and organizational commitment. The research design is used a quantitative approach, survey method, stratified random sampling, with path analysis model. The results of the study indicate that work-life balance has a direct effect on job satisfaction, job satisfaction has a direct effect on work engagement, and job satisfaction through work engagement has an effect on organizational commitment. Job satisfaction through organizational commitment has an effect on turnover intention. This study is in accordance with the results of previous studies but with different indicators. Lecturers as a social human with co l lectivism culture as Indonesia needs policies in managing them without ignoring what they need in work, family, and person a l in a global era, AEC, ICT, regulation changes, and competitiveness.
TL;DR: In this paper, the authors present a survey of the state of the art in the field of bioinformatics and biomedicine, focusing on the effects of artificial intelligence.
Abstract: Article history: Received: May 29, 2020 Received in revised format: May 3
TL;DR: In this article, a study aimed to determine the relationship between self-efficacy and job satisfaction, organizational commitment, motivation and job involvement, and found that the more teachers' selfefficacy beliefs increased, the more their job satisfaction and organizational commitment increased.
Abstract: Purpose: Self-efficacy belief procures teachers to root for each other’s development in some issues such as ameliorating new methods to conduct much more effective teaching. A school with a high level of self-efficacy teachers makes a great contribution in order to corroborate self-efficacy perceptions of students. When examining it on a model with many attitudinal variables, self-efficacy belief, an important concept in terms of education quality, has been deemed significant so as to propound the effects of self-efficacy more clearly. This study aimed to determine the relationship between self-efficacy and job satisfaction, organizational commitment, motivation and job involvement. Research Method: 321 teachers from 33 schools that were selected randomly with the cluster sampling method from the middle schools in the province of Hatay city center in the 2017-2018 academic year have composed the sampling of this study. Findings: The more teachers’ self-efficacy beliefs increased, the more their job satisfaction, organizational commitment, motivation and job involvement increased. Both job satisfaction and organizational commitment partially mediated the relationship between teachers’ sense of self-efficacy and motivation. Self-efficacy beliefs positively affected teachers’ job involvement through the full mediation effect of job satisfaction and motivation. Organizational commitment and motivation fully mediated the relationship between teachers’ self-efficacy and job involvement. Implications for Research and Practice: It is crucial for school administrators to contribute to amend and strengthen self-efficacy perceptions of teachers if they hope teachers to take positive attitudes towards their work much more frequently and to take the edge off negative attitudes.
TL;DR: The possible role of job satisfaction (JS) on organizational commitment has been a very important and hotly debated topic among experts as mentioned in this paper, however, existing studies have yielded mixed results on the relationship between job satisfaction and organizational commitment.
Abstract: The possible role of job satisfaction (JS) on organizational commitment (OC) has been a very important and hotly debated topic among experts However, existing studies have yielded mixed results po
TL;DR: In this article, the authors examined the relationship between leadership styles and organizational commitment among academic staff in Ugandan public universities, mediated by job satisfaction, and found that job satisfaction partially mediates the relationship of leadership styles with organizational commitment.
Abstract: The purpose of this paper is to examine the relationship between leadership styles and Organizational commitment among academic staff in Ugandan Public Universities, mediated by Job Satisfaction.,The study was cross-sectional, quantitative, and used correlation and regression to test the hypothesis. A sample of 353 academic staff was drawn from five public universities in Uganda, of which a response rate of 66 percent was obtained.,Organizational commitment among academic staff in public universities in Uganda depends on the age of the academic staff, length of service, position level, leadership styles employed, and job satisfaction. Findings further show that job satisfaction partially mediates the relationship between leadership styles and organizational commitment.,Only a single research methodological approach was employed; thus, future research through interviews could be undertaken to triangulate.,In order to boost the organizational commitment among academic staff in Ugandan Public Universities, managers should always endeavor to employ a blend of leadership styles that leads to job satisfaction and can add value to the employee-employer relationship.,This study contributes to the body of knowledge by finding further support on the relationship between leadership styles and organizational commitment among academic staff in Ugandan public universities. It further demonstrates that job satisfaction partially transmits the effect of leadership styles on organizational commitment in public universities in Uganda.
TL;DR: The critical roles of SSG and organizational commitment in motivating employees’ compliance behavior are confirmed and self-efficacy exerts a stronger effect on ISP compliance for low-commitment employees than it does for high-commitments.
TL;DR: In this article, the authors proposed that due to age-related shifts in motives and goals, younger versus older employees' job satisfaction will depend differently on monetary rewards (outcome side of equity theory), task contributions (input side of ETP), as well as on imbalances (inequity) in the relationship between monetary rewards and task contributions.
Abstract: In light of increasingly age‐diverse workforces, organizations face the challenge of fostering job satisfaction among both younger and older employees. Combining equity theory with an aging perspective, we propose that due to age‐related shifts in motives and goals, younger versus older employees’ job satisfaction will depend differently on monetary rewards (outcome side of equity theory), task contributions (input side of equity theory), as well as on imbalances (inequity) in the relationship between monetary rewards and task contributions. In a multisource study with 166 managers, we found that while younger employees were satisfied primarily by monetary rewards, older employees were satisfied primarily by their task contributions. Most importantly, a three‐way interaction indicated that younger versus older employees react differently to two types of inequity: Being proportionally over‐rewarded (i.e., receiving high monetary rewards for low task contributions) reduced older (but not of younger) employees’ job satisfaction. By contrast, under‐reward inequity (i.e., receiving low monetary rewards for high task contributions) decreased younger (but not of older) employees’ job satisfaction. These age‐dependent effects of job features on job satisfaction reveal important theoretical as well as practical implications.
TL;DR: This paper examined the effects of organisational embeddedness and its dimensions of fit, links and sacrifice on affective commitment, and mediating effects of job satisfaction and work engagement on the relationships.
TL;DR: In this paper, a cross-sectional survey was distributed among workers in public child welfare agencies in a Midwestern state in the United States (N = 214) and a path model was developed to test the direct and indirect effects of transformational leadership on the turnover intentions of child welfare workers using STATA.
TL;DR: In this article, the authors argue that closed civil service systems produce higher commitment in senior public officials than open systems do, and they find closed systems are associated with continuance and normative commitment.
Abstract: Do civil servants in some countries have higher organizational commitment? Is there any substantial cross-national variation in the form and degree of commitment? Good governance studies show a positive link between Weberian bureaucracy and favourable macro-level outcomes. However, previous comparative research is silent regarding cross-national differences of individual bureaucrats’ attitudes and their relationship with national bureaucratic structures. Employing social exchange theory, we argue that closed civil service systems produce higher commitment in senior public officials than open systems do. Using two large data sets in 20 European countries, we find closed systems are associated with continuance and normative commitment.
Book•
30 Nov 2020
TL;DR: Work and Organizational Behaviour: The Social Nature of Work and Organizations as mentioned in this paper The social nature of work has been studied extensively in the past few decades, including the work and organization of women in the workplace.
Abstract: PART I: WORK AND ORGANIZATIONAL BEHAVIOUR Capitalism and Organizational Behaviour The Social Nature of Work Studying Work and Organizations PART II: INDIVIDUALS AND WORK Personality and Identity Perception and Emotion Learning and Innovation Motivation at Work Gender, Race, Disability and Class PART III: GROUPS AND SOCIAL INTERACTION Groups and Teams PART IV: ORGANIZATIONAL CHANGE, PROCESSES AND PERFORMANCE Organizational Design Technology in Work Organizations Organizational Culture Leadership and Change Communications Decision Making and Ethics Power, Politics and Conflict Human Resource Management
TL;DR: In this article, the authors focused on the study of the impact of the HRIS' use in human resources department (HR) on individual innovation capability and found that employees' affective commitment moderates the relationship between HRIS usage and individual innovation capabilities.
TL;DR: In this article, the authors examined the effects of met expectations, trust, job satisfaction, organizational commitment, and ava... using data from 249 faculty members working at 26 different universities in the UAE.
Abstract: Using data from 249 faculty members working at 26 different universities in the UAE, this paper examines the effects of met expectations, trust, job satisfaction, organizational commitment, and ava...
TL;DR: In this article, the authors examined sense of community, sense of responsibility, organizational commitment and identification, and PSM in predicting measures of employee engagement and engagement. But, they did not consider the role of organizational commitment.
Abstract: The present study has two aims. First, we examine sense of community, sense of community responsibility, organizational commitment and identification, and PSM in predicting measures of employee eng...
TL;DR: In this article, the effect of perceived organizational support (POS) on employee performance and affective commitment was investigated. And the authors concluded that POS had a significant effect on affectivecommitment and employee performance as well as transformational leadership on employee commitment and performance.
Abstract: Recognizing the vital role of employees in achieving optimal performance and sustainable competitive advantage as expected, organizations need to facilitate high support for employees, implement appropriate leadership styles, and increase affective commitment within the organization. Therefore, the objective of this study is to analyze and explore: (1) the effect of perceived organizational support (POS) on employee performance and affective commitment; (2) the effect of transformational leadership on employee performance and affective commitment; and (3) the effect of affective commitment on employee performance. The covered population in this study were all employees (including managers, supervisors, and functional staff) who worked in the stone milling companies in Central Java, Indonesia. Data obtained in this study were processed statistically employing structural equation modeling (SEM) with the SmartPLS 3 software package. Based on the data analysis results on 103 respondents, this study concluded that POS had a significant effect on affective commitment and employee performance as well as transformational leadership on affective commitment and employee performance. Furthermore, affective commitment also had a significant effect on employee performance. Thus, the results of this study, theoretically and practically, can be used by all parties concerned to improve employee performance and maintain a sustainable competitive advantage.
TL;DR: In this article, the authors investigated how telecommuters' organizational commitment may be linked to psychological and physical isolation, and they found that telecommuter's affective commitment is negatively associated with psychological isolation, whereas their continuance commitment is positively correlated with physical isolation.
Abstract: In light of the increasing popularity of telecommuting, this study investigates how telecommuters' organizational commitment may be linked to psychological and physical isolation. Psychological isolation refers to feelings of emotional unfulfillment when one lacks meaningful connections, support, and interactions with others, while physical isolation refers to physical separation from others.,An online survey was used to collect data from 446 employees who telecommute one or more days per week.,The results of this study indicate that telecommuters' affective commitment is negatively associated with psychological isolation, whereas their continuance commitment is positively correlated with both psychological and physical isolation. These findings imply that telecommuters may remain with their employers due to perceived benefits, a desire to conserve resources such as time and emotional energy, or weakened marketability, rather than emotional connections to their colleagues or organizations.,Organizations wishing to retain and maximize the contributions of telecommuters should pursue measures that address collocated employees' negative assumptions toward telecommuters, preserve the benefits of remote work, and cultivate telecommuters' emotional connections (affective commitment) and felt obligation (normative commitment) to their organizations.,Through the creative integration of the need-to-belong and relational cohesion theories, this study contributes to the telecommuting and organizational commitment literature by investigating the dynamics between both psychological and physical isolation and telecommuters' organizational commitment.
TL;DR: In this paper, the authors examined how and under what condition transformational leadership translates and found that it has a great impact on employees' psychological attachment to their organizations and their attachment to the organization.
Abstract: Transformational leadership has a great impact on employees’ psychological attachment to their organizations This study examines how and under what condition transformational leadership translates