Pre-Merger Identification: Ties with the Past Bind us to the Future?

The aim of the present study was to determine the power of the affective, normative, and continuance commitment of teachers in prediction of teacher effectiveness. Having adopted the relational screening model, the study utilized data collected by the “Organisational Commitment Scale” and the “Teacher Performance Assessment Scale ” as administered to a total of 311 teachers in 5 neighbourhoods within Ankara province. Relations between the variables were calculated by parametric tests of t -test, one-way analysis of variance (ANOVA), correlation, and multiple regression analysis. According to the t -test results, unlike the affective commitment, which indicated significant difference by sex, the teachers’ continuance and normative commitment, total commitment, and levels of effectiveness did not indicate significant difference by sex. The one-way analysis of variance (ANOVA) results suggested that the teachers’ organisational commitment levels did not indicate significant difference by seniority in continuance commitment and effectiveness domains while there were significant differences in affective commitment, normative commitment, and total commitment domains. Results of the correlation analysis suggested positive and significant relationships between the teachers’ affective, normative, and continuance commitment and teacher effectiveness. According to the multiple regression analysis, the teachers’ affective and normative commitment was a significant precursor of teacher effectiveness unlike the continuance commitment. The affective and normative commitment of teachers was the determinants of their level of effectiveness. Recommendations as regards improving the level of effectiveness presented in the end of the study. Article visualizations:

This study examined the effect of affective, continuance, and normative commitments on the turnover intentions of nurses at Makassar private hospitals and the dominant aspect of these commitments. The cross sectional study that involved 140 data was done with generic nurses, using stratified random sampling. Data were collected by using questionnaires and analyzed with multiple regression analysis. The result showed that affective, continuance and normative commitments have a simultaneously negative significant effect on turnover intentions of the nurses at private hospitals in Makassar, Indonesia. Another outcome discovered was that affective commitment had dominant effect on the nurses’ turnover intentions. However, continuance commitment had no significant effect on turnover intentions of the nurses at private hospitals in Makassar, a city in Indonesia. Key words: Affective commitment, continuance commitment, normative commitment, turnover intention.

Organizational commitment scholars generally agree that there are three components of organizational commitment: affective commitment (emotional attachment to one’s organization), normative commitment (sense of loyalty or obligation to remain in an organization), and continuance commitment (awareness of the cost of leaving an organization or perceived lack of alternatives). Notably, these components of commitment are not mutually exclusive, and various combinations of organizational commitment components have been uncovered in the form of latent profiles. Although the nomological network of the individual organizational commitment components has been studied extensively, less is known about the nomological network of organizational commitment profiles. In two samples, we show the cross-sample consistency of organizational commitment profiles and examined how employees’ organizational commitment profiles impact their job stress, workplace anxiety, and work interference with family. Conducting an exploratory latent profile analysis using Sample 1 (N = 512), this study detected four previously reported profiles, three of which were replicated in a confirmatory latent profile analysis using Sample 2 (N = 342). In testing the hypotheses, we found that, in general, profiles high in affective commitment are associated with the lowest levels of harmful outcomes when compared to profiles high in continuance and normative commitment but low in affective commitment and profiles with low affective, normative, and continuance commitment. The implications of these results on theory, practice, and future directions are also addressed.

<p>This research aims to analyze the influence of affective commitment, continuance commitment, and normative commitment on employee turnover intentions in the Engineering Division of PT.X. Data was collected through a questionnaire distributed to employees of the Engineering Division of PT.X. Sampling was carried out using the purposive sampling method. The data analysis method used is multiple linear regression.<br />The research results show that affective commitment significantly negatively influences employee turnover intentions, indicating that the higher the level of affective commitment, the lower the employee turnover intentions. Apart from that, continuance commitment also has a significant negative influence on employee turnover intentions, indicating that the higher the level of continuance commitment, the lower the employee turnover intentions. However, normative commitment has not been proven to significantly influence employee turnover intentions. These findings highlight the importance of human resource management in strengthening employee commitment to the organization, especially through fostering affective and continuance commitment. The practical implication of this research is the need for a management strategy that focuses on increasing affective and continuance commitment to reduce employee turnover intentions, especially in the Engineering Division of PT.X.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0741/a.php" alt="Hit counter" /></p>

Purpose The purpose of this paper is to focus on physicians in the four public hospitals located in the October province (Egypt) in an attempt to explore the effect of responsible leadership on physicians’ affective, continuance and normative commitment with and without mediating the role of organizational inclusion. Design/methodology/approach A total of 360 physicians were contacted and all of them received a set of questionnaires. After two follow-ups, a total of 240 responses were collected with a response rate of 66.67 percent. The authors used the χ2 test to determine the association between responsible leadership and organizational inclusion. Multiple regressions were employed to show how much variation in affective, continuance and normative commitment can be explained by responsible leadership and organizational inclusion. Findings The findings highlight a positive association between responsible leadership and organizational inclusion. Moreover, another positive association is also explored between organizational inclusion and affective, continuance and normative commitment. Furthermore, the statistical analysis proved that having an atmosphere of respect, equality and sameness in the workplace fosters the effect of responsible leaders on physicians’ affective, normative and continuance commitment. Originality/value This paper contributes by filling a gap in HR management, cultural diversity and organization literature, in which empirical studies on the relationship between responsible leadership, organizational inclusion and organizational commitment have been limited until now.

Purpose Purpose – This paper focuses on the oldest and largest public hospital in Egypt in an attempt to explore the effect of responsible leadership on physicians’ affective, continuance and normative commitment and the mediating the role of a climate for diversity and inclusion. Design/methodology/approach Design/ methodology/ approach – A total of 150 physicians were contacted and all of them received a set of questionnaires. After two follow ups, a total of 140 responses were collected with a response rate of 93.33 percent. The author used the chi-square test to determine the association between Responsible Leadership and Inclusive Diversity Climate. Multiple regressions were employed to show how much variation in affective, continuance and normative commitment can be explained by Responsible Leadership and a Climate of Diversity and Inclusion. Findings Findings – The findings highlighted a positive association between responsible leadership and an inclusive diversity climate. Moreover, another positive association is also explored between an inclusive diversity climate and affective, continuance and normative commitment. Furthermore, the statistical analysis proved that having an atmosphere of justice, solidarity and tolerance in the workplace fosters the effect of responsible leaders on physicians’ affective, normative and continuance commitment. Originality/value Originality/ value – This paper contributes by filling a gap in management and organization literature, in which empirical studies on the relationship between responsible leadership and organizational commitment have been limited until now.

Prieštaringi tyrimų rezultatai nepateikia aiškaus atsakymo, kaip įsipareigojimas organizacijai veikia darbuotojo psichologinę savijautą darbe. Todėl tyrimu siekiama nustatyti darbuotojų įsipareigojimo organizacijai reikšmę jų profesiniam perdegimui. 879 darbuotojai, dirbantys skirtingose įvairaus dydžio ir paskirties organizacijose, užpildė klausimyną, sudarytą iš koreguotosios Įsipareigojimo organizacijai klausimyno versijos (Meyer, Allen, & Smith, 1993 ) ir Maslach profesinio perdegimo klausimyno bendrosios skalės lietuviškosios versijos (MBI–GS, Schaufeli, Leiter, Maslach, & Jackson, 1996). Siekiant prognozuoti darbuotojų nuasmeninimo, emocinio išsekimo ir darbo efektyvumo ypatumus, naudoti tiesinės daugialypės regresinės analizės modeliai. Nustatyta, kad stipresnis emocinis ir normatyvinis įsipareigojimas organizacijai yra reikšmingi kriterijai prognozuojant mažesnį darbuotojų emocinį išsekimą ir polinkį į nuasmeninimą. Tačiau tvirtesnis tęstinis įsipareigojimas gali sustiprinti darbuotojų polinkį į nuasmeninimą. Be to, tyrimo rezultatai atskleidė, kad darbuotojo darbo efektyvumui reikšmės turi tik emocinis įsipareigojimo komponentas – stipriau emociškai įsipareigoję organizacijai darbuotojai darbe jaučiasi efektyviau dirbą.

Guided by social-exchange-theory, present study examined transformational leadership (TL) as an antecedent for organisational commitment (OC) and its subsequent influence on job performance (JP). Through using a structured self-administered questionnaire, data were collected surveying (439) non-executive employees operating in (15) banks listed in Amman-Stock-Exchange through non-probability purposive sampling. Structural-equation-modelling using SMART-PLS was utilised and the result reported that TL components achieved 44%, 42.5% and 35.4% of the variance in affective, continuous and normative commitment respectively. Idealised influence did not have any significant effect on any level of OC, whereas intellectual stimulation influenced the three levels of OC. Individualised consideration influenced only affective and continuous commitment, and inspirational motivation influenced only normative and continuous commitment. Moreover, only affective commitment was significant in influencing JP and accounted for 82% of the variance. Following the results, discussion and implication were provided. Also, directions and suggestions for future researches were presented.

The validity of the three-component model of organizational commitment in a Chinese context

PurposeThe purpose of this paper is to examine the relationship between perceived organizational support (POS), organizational commitment and job satisfaction among special education teachers in Pakistan. The data were collected from 85 special education teachers from different special education centers in Punjab, Pakistan. POS was measured using a survey of POS developed by Eisenberger et al. (1986). Affective continuance and normative commitment are measured by affective continuance and normative commitment scales developed by Meyer and Allen’s (1984) and Allen and Meyer (1990), respectively. Results of the current study show that POS and job satisfaction are positively correlated with affective and normative commitment. POS and job satisfaction are not associated with continuance organizational commitment. This suggests that a teacher’s commitment can be improved by increasing organizational support, underprivileged working environment and job satisfaction. Limitations and implication of the study are discussed.Design/methodology/approachIn the current study, cross-sectional research design and non-probability purposive sampling technique were used. A sample of 85 special education teachers was collected from different special education institutes of Punjab and federal, Pakistan. Inclusion criteria were teacher with specialization in all disabilities (mentally challenged, deaf, blind, physical handicapped and slow learners), informed consent and age range 20‒55 years, at least 6-month teaching experience in special education. Exclusion criteria were teaching experience less than 6 months and age less than 20 or more than 55 years. The demographic characteristics of teachers are presented in Table II.FindingsFindings of the present study suggest a positive association between POS, affective commitment, normative commitment and job satisfaction, whereas there is no association between POS and continuance commitment as well as between job satisfaction and continuance commitment among special education teachers in Pakistan. Organization should consider the exclusive support of the special education teachers.Research limitations/implicationsThe current study also has some limitation. The sample size is very small. In the current study, data are collected from 85 special education teachers from federal and few cities of Punjab, Pakistan. Hence, data are not true representative. Data for current study are collected through self-reported scales and only collected from academic staff.Practical implicationsIn the current study, special education teachers have identified factors that promote organizational support, commitment and job satisfaction, such as reasonable workloads, sound working environment, unbiased and fair working conditions, and administrative support. It has been found that decreased level of POS, commitment and job satisfaction damage the organization, special educators and special students. Therefore, special education department should develop and implement policies that strengthen these dimensions. A broad recommendation can be made on the basis of these findings: affective and normative commitment increases when individuals have satisfying experience with organization. Thus, this may be improved by providing special educators with the opportunity to work in a better work environment, with proper work load, as it would increase emotional and normative attachment of the individuals with their institutes. The current study would be helpful for policy makers in the field of education and administration in order to work on these dimensions to increase the teacher’s job satisfaction and organizational commitment. It would also create awareness among the general public about the potential problems of special education teachers in Pakistan affecting the quality of life of children with special needs. Results suggest that by providing organizational support, appropriate work load and unbiased attitude, a teacher’s commitment can be improved.Social implicationsThe current research helps academics and administration to improve social functioning of special education teachers by improving their job satisfaction and organizational support.Originality/valueThe prevalence rate of children with disabilities is increasing rapidly in Pakistan. Since stigma is associated with individuals with disabilities, parents hide disabilities of their children so that other relatives may not face any problems, such as being doubted of carrying defective genes. Families have to cope with financial crises due to lack of institutional support, extra expense to deal with disabled person and loss of work. In such circumstances, special education institutions are only hopes for such people to assist them in dealing with their disabled children. However, the strength of teachers in these institutions is not enough to fulfill needs of such children. A number of researches have examined the role of organizational support, job satisfaction and organizational commitment of teachers in western countries (Makanjee et al., 2006; Alijanpou et al., 2013; Batool and Ullah, 2013). However, to the best of the authors’ knowledge, no study has yet investigated this serious issue in Pakistan. This study provides valuable information on organizational support, commitment and job satisfaction among special educators, and recommendation on how organizational commitment can be improved.

The purpose of this research is to examine the impact of organizational commitment on job satisfaction among the employees in the food manufacturing industry in Nigeria. This study examines the effect of the three factors of affective organizational commitment, continuance, and normative commitment on job satisfaction. It further discusses the relationship of affective, continuance and normative commitment towards job satisfaction. A sample of 220 respondents from the food industries in Nigeria was examined using the Statistical Package for Social Sciences. This study used descriptive statistics and multiple regressions to analyze the effects among variables. The researcher discovered that there is a significant positive relationship between affective commitment, continuance commitment and normative commitment and job satisfaction. This research contributes to the literature of job satisfaction and organizational commitment, comprehensively in the dimension of commitment which are affective commitment, continuance commitment and normative commitment of the respondent in the food manufacturing industry. Therefore, the research is valuable for the education sector, educators, food industry management and future researchers.

In the light of previous findings the present study is proposed to measure the impact and influence of each factor (work setting, job security, compensation fulfilment and Participation in decision making) on Affective, Continuance and Normative commitment among Saudi employees working in banking sector. A random sample of 180 development bank employees in Jeddah was selected and disseminated a survey questionnaire. Linear Multiple Regression was applied to confirm whether the independent variables have strong and significant relationship with the dependent variables. The analysis showed positive correlations between the dependent and independent variables. The findings of the current study indicated that job security has strong and significant relationship affecting continuance commitment and that work setting has a strong and significant relationship on normative commitment at the individual level. Compensation fulfilment has a significant but low impact on affective and have inverse relationship with continuance commitment and does not totally influence towards normative commitment. Participation commitment is the only variable which does not influence affective, continuance and normative commitment altogether. Furthermore, the study tries to find out the significant and positive impact of demographic variables i.e. Gender, Age, Marital and Nationality on work setting, job security, compensation fulfillment and participation in decision making. Multivariate analysis of variance (MANOVA) result indicates that gender has a significant effect on work setting, job security, compensation and participation in decision making. Whereas, the test confirmed that nationality has a significant effect on work setting, compensation and participation in decision making and does not have any significant effect on job security. Age and Marital status does not have any significant effect on work setting, job security, compensation fulfilment and participation in decision making.

Sakila, Kevin Luhika. 2018. The Influence of Job Satisfaction, Affective Commitment, Continuance Commitment, and Normative Commitment to Employee Intention Turnover Grand Palace Hotel Malang. Sarjana's Thesis, Department of Management, Faculty of Economics, Universits Negeri Malang. Advisor: Lohana Juariyah, S.E., M.Si KEY WORDS: Job Satisfaction, Affective Commitment, Continuance Commitment, Normative Commitment, Employee Turnover Intention The hospitality industry is one of the industries that often experience employee turnover problems. Basically, to know the factors causing someone out of the company is very difficult. Before the employee decides to leave the organization, it first appears the intention of the employee to leave the organization (turnover intention). Job satisfaction, affective commitment, continuance commitment, and normative commitment are the four factors that influence employee turnover intention. This study aims to (1) to describe descriptive job satisfaction, affective commitment, continuance commitment, normative commitment and turnover intention of Grand Palace Hotel employees (2) to find out whether job satisfaction, affective commitment, continuance commitment and normative commitment have negative and significant influence against employee turnover intention Grand Palace Hotel.This type of research uses a quantitative approach with multiple linear regression analysis. The population in this study are all employees of Grand Palace Hotel with contract status of 45 respondents. Sampling technique using total sampling technique. Methods of data collection using open and closed questionnaires.From the data analysis, the results obtained that, employee job satisfaction in the high category or satisfied; affective commitment of employees into high or good category; continuance commitment of employee into category enough or good enough; employee normative commitment is high or good category; and employee turnover intention included in the category enough. The result of analysis using SPSS shows that: (1) Job satisfaction has negative and significant effect to employee intention turnover, meaning H1 is accepted; (2) Affective commitment has a negative but insignificant effect on employee turnover intention, meaning H2 is rejected; (3) Continuance commitment has a negative and significant effect on employee intention turnover, meaning that H3 is accepted; (4) Normative commitment negatively and significantly affect employee intention turnover, meaning H4 accepted.The suggestion given by the researcher to the Grand Palace Hotel is as follows: (1) pay attention to employee's job satisfaction level, especially on the attitude that is not satisfied with salary, promotion, and coworkers relationship (2) emotional employees by providing motivation, understanding of the hotel's mission vision, ownership and sense of love towards the organization, increasing employees' self-confidence that they are right to lose if leaving the hotel because other organizations are no better, maintaining an already high normative commitment employee response to items that indicate a lack of sense of debt to the organization (3) and then for employee intent turnover, it is necessary to consider the direction and provision of self-confidence in employees is a business that can dampen the intentions of employees to find another job. In subsequent research to retest or re-examine whether it is true that affective commitment has an insignificant negative effect on the turnover intention of other hotel employees.

Organizations of different types (large or small, for profit or not) associate in order to gain benefits from working together such as advocacy in the local business community, business expertise, access to markets, and more efficient operations through better communication and collaboration that drive the effectiveness of their leadership and innovation. The purpose of this study is to contribute to a better understanding of the factors that drive member organizations’ commitment to membership in a local Chamber of Commerce. The research hypotheses look at how membership commitment is impacted by the chamber’s role in the community, member satisfaction, member organization size, membership length of time, and member participation. Membership commitment, defined as the members’ attachment to the association, includes three types: normative commitment, continuance commitment, and affective commitment. The advanced hypotheses are: H1: Expectancies for the Chamber of Commerce’s role in the business community has a positive effect on commitment to Chamber of Commerce membership H2: Satisfaction with the Chamber of Commerce’s performance of its core services has a positive effect on commitment to Chamber of Commerce membership H3: Extent of participation in Chamber of Commerce activities has a positive effect on commitment to Chamber of Commerce membership H4: Length of organization’s membership time in the Chamber of Commerce has a positive effect on commitment to Chamber of Commerce membership H5: Organizational size has a positive effect on commitment to Chamber of Commerce membership To test the advanced hypotheses the authors conducted a survey of 286 Chamber of Commerce members organizations located in a city of about 100,000 population in the Rocky Mountain Northwest in the U.S. The three dimensions of commitment were measured with 7-point scales reported in previous studies. Members’ expectancies for the chamber of commerce’s role and their satisfaction with the chamber’s performance of its core functions (advocacy, expertise, collaboration, leadership, connection, and innovation) were similarly measured on 7-point agreement or satisfaction scales. In addition, the data analysis included three categorical variables: level of participation or interaction with the chamber (high/medium/low), organizational size (small is less than 20 employees vs. large), and length of membership time in the chamber (short is less than 5 years vs. long). Data analysis was conducted in SPSS. The Multivariate General Linear Model included the three commitment dimensions as dependent variables; participation hours, membership time and organization size as fixed factors; and chamber expectancies and satisfaction as covariates. The results indicate that, as hypothesized, chamber role expectancies, satisfaction with chamber performance of core service, and participation hours have significant effects on commitment. However, the effects of membership time and organization size are reflected only in their interactions with each other. Small organizations (20 employees and less) display increasing continuance and affective commitment as they engage in a higher level of participation and have longer membership time with the chamber. However, for larger organizations both forms of commitment display interesting patterns. While the effect of participation hours on commitment seems to be as predicted for those organizations that have longer membership time (over 5 years), for newer members (less than 5 years) commitment is relatively higher for organizations that invest either few hours or many hours in the chamber interaction (low or high participation hours). The results indicate the importance of understanding the factors that drive commitment and the necessity to better segment the membership base and understand the ways in which associations need to engage with their different types of member organizations.

A positive relationship between employee engagement and affective commitment is already documented in the literature. However, we do not adequately know how engagement is associated with continuance and normative commitment. Using survey methodology we find that while engagement has a non-significant positive association with continuance commitment; it has a positive association with normative commitment. No negative association was found between engagement and continuance commitment. These results advance prior findings about the effect of employee engagement on different types of commitment and provide understandings in setting effective performance standards in the organisation.