Employee Affective Commitment Research Articles

Performance appraisal justice and affective commitment: examining the moderating role of age and gender

PurposePerformance appraisal (PA) is one of the most indispensable human resource management practices as many critical decisions regarding employees’ performance are heavily based on the PA results as they are responsible for various attitude-related outcomes. This study aims to investigate the relationship between PA justice and affective commitment (AC) of employees in the Indian banking sector, and to examine the moderating effects of age and gender on this relationship.Design/methodology/approachA total of 298 employees from the banking sector were randomly selected to examine the relationship between PA justice and AC along with the moderating role of age and gender on this relationship through structural equation modelling using AMOS 21.FindingsThe findings of the study supported hypothesized relationships as PA justice significantly predicted the AC of bank employees in India. The moderating effects of age and gender on the relationship of PA justice and AC are found to be high for older employees and female employees, respectively.Research limitations/implicationsAs the present study was cross-sectional, so any inferences regarding causality are limited. Theoretical and managerial implications have been discussed in the context of banking sector.Originality/valueThe paper contributes new insights to the existing literature by examining the moderating effects of age and gender on the relationship of PA justice and AC in the context of Indian banking sector.

STUDI KEPEMIMPINAN TRANSFORMASIONAL, BUDAYA ORGANISASI DAN DAMPAKNYA TERHADAP KOMITMEN AFEKTIF Studi pada Pegawai Dikantor Dinas Pariwisata Dan Budaya Kota Yogyakarta

This study aims to determine and analyze the influence of transformational leadership and organizational culture and its impact on affective commitment to employees of the Yogyakarta City Culture and Tourism Office. The results of this study are expected to be used as a material or frame of reference for employees of the Yogyakarta City Tourism and Culture Office in increasing affective commitment to the installation. The research method used in this research is a questionnaire, which is a data collection technique by means of a series of questionnaires that have been compiled for respondents to be answered and assessed, the sampling technique uses probability sampling, which is a technique that provides equal opportunities or opportunities for each element or member of the population. to be selected to be the sample. Data collection will be carried out in 2021. The data analysis technique uses Path Analysis. The results of the descriptive analysis show that in general transformational leadership and organizational culture and affective commitment in the tourism and culture office of Yogyakarta are in good categories. The results of the verification analysis show that transformational leadership and organizational culture have a positive and significant effect on the affective commitment of employees in the tourism and culture office of the city of Yogyakarta.
 
 Keywords: Transformational Leadership; Organizational Culture; Affective Commitment.

English

Business development with a background of syariah is growing and mushrooming along with the growing Muslim population. Apart from banking, education, insurance, and others, the concept of Syariah was also born in the world of hospitality. The presence of halal tourism in Syariah hotels must show its distinctive (unique) character, which distinguishes it from conventional hotels. This uniqueness by itself can be observed by how the management system and its various attractions illustrate the nuances of religiosity so that employees with high spirituality will show higher job satisfaction and performance. This study aims to determine (1) the effect of Islamic attributes on affective commitment, (2) the effect of Islamic attributes on job satisfaction, (3) the effect of job satisfaction on affective commitment, and (4) the effect of Islamic attributes on employee affective commitment mediated by job satisfaction. This research was conducted on all employees of Syariah Hotels in Lampung Province. The sampling technique used was stratified random sampling with a sample of 122 employees. The analytical tool used is path Analysis with SPSS version 25.0 program. The results showed that (1) Islamic attributes has a positive and significant effect on affective commitment, (2) Islamic attributes has a positive and significant effect on job satisfaction, (3) job satisfaction has a positif and significant effect on affective commitment, and (4) job satisfaction has no significant effect in mediating Islamic attributes on employee affective commitment.

The antecedents of employees' voluntary proenvironmental behavior at work in developing countries: The role of employee affective commitment and organizational support

AbstractEmployees can contribute to organizational greening by engaging in green behaviors voluntarily. This work examines the role of four antecedents from an organizational context in the promotion of employees' voluntary pro‐environmental behavior at work: job satisfaction, perceived organizational support, employee affective commitment (EAC), and perceived organizational environmental support (POES), which are directly and indirectly related to voluntary pro‐environmental behavior at work. We also test the moderating effect of POES. We empirically test the proposed hypotheses using SEM with a sample of 331 banking employees from two countries, Ecuador and Kazakhstan. Results demonstrate statistically significant relationships between the proposed antecedents of voluntary pro‐environmental behavior at work, showing the mediating role of EAC, as well as the moderating role of POES.

Impact of Organizational Communication on Organizational Citizenship Behavior and Job Satisfaction: Research Findings

Communication play a vital role at all levels of organization. It affects employee commitment level, Citizenship behavior and job satisfaction levels of employees. The purpose of this study is to understand and assess how organizational communication effects organizational citizenship behavior and Job satisfaction levels. Data was collected from 85 software employees working at different levels by using close ended questionnaire. It was concluded that organizational communication has direct and positive relationship with employee Job satisfaction among software employees. The analysis further proven that organizational citizenship behavior as a mediator further weakens the relationship between organizational communication and job satisfaction. Although much previous research is existed in association of organizational communication, Organizational citizenship behavior and job satisfaction, but this is of first known attempt to assess mediating effect of OCB in relation with other variables.

Good Working Environment and Work Performance Across Higher Institutions in Buea

The objective of this study was to examine how good working environment on work performance of teachers across private higher institutions in Buea. The sample size included a total of one hundred and seven (107) teachers drawn from one hundred and eighty seven (187) teaching staff of the selected institutions. Nine (9) schools were first selected purposely base on their staff strength. Then four schools were further selected using the simple probability random sampling technique. Respondents were then selected proportionately to the size of the various teaching staff. Data was analysed using both descriptive and inferential statistics. The researcher used a multiple regression model that predicted effects of work environment on employee commitment in the Buea municipality. Findings from the study showed that employer/employee relations, working condition and reward and compensation were positive and significantly affect the commitment of teachers in private higher institutions of learning in Buea. It was therefore concluded that work environment positively affects employee commitment in private higher institutions in Buea.

Do Career Self-Management Behaviors Predict the Employee Commitment? A Study of Business Process Outsourcing (BPO) Firms in Sri Lanka

In the contemporary organizational environment where there is no guarantee for long term employment, the employees are responsible for managing their own careers by the involvement of a range of career self-management behaviors. In such an environment, whether the employees are committed to their organizations is questionable. Therefore, the purpose of this study was to investigate whether there is an effect of employee career self-management behaviors on their commitment. An online survey was distributed among a random sample of 200 managerial level employees of 20 BPO firms. With a response rate of 47%, 94 managerial level employees reported the effects of career selfmanagement behaviors such as networking behavior, visibility behavior, and mobility behavior on employee commitment. Based on multiple hierarchical regression analysis, it was found that the networking and visibility behaviors promote employee affective commitment and normative commitment whereas the externally oriented mobility behavior results in lowering the employee affective attachment and normative commitment. These findings provide implications to the theory of proactive behavior and the social cognitive career theory. In terms of managerial implications, the firms should create an organizational culture that is conducive for employees to involve with career selfmanagement behaviors aimed at furthering careers within the organization. The limitations and the implications of the study for future research are also discussed.

Understanding mindfulness outcomes: a moderated mediation analysis of high-performance work systems

The purpose of the study was to explain the possible outcomes of mindfulness. The research studied the relationship between mindfulness and employee voice behaviour, affective commitment, job satisfaction, and burnout. The research added one contextual variable, high-performance work system, as a moderator. The sample of the study was faculty members of higher education (management) schools. The sample size was 1092 faculty members. Moderated mediation analysis was used to analyse the data and understand the positive as well as the negative relationship of high-performance work system. Findings indicated the significant positive relationship of mindfulness with employee voice behaviour, affective commitment, and job satisfaction. The research found a negative relationship between mindfulness and burnout. The moderated mediation analysis revealed the significant interaction effect of high-performance work system and mindfulness on consequence variables. To conclude the author found that the mindfulness practice is important for faculty members of higher education. Further the research concluded that mindfulness may enhance employee voice behaviour, which in turn increases satisfaction and commitment and reduces burnout. Such relationship is possible under high performance work system context.

Employer brand and affective commitment of employees

The existing situation on labor market has been characterized by a shortage of highly qualified efficient personnel for many years. Company staff is a unique competitive resource and source of profit in any organization. A strong employer brand is a basic foundation for the strategic success of an organization, as it forms the positive attitude of employees and ensures their affective engagement. More and more Russian and international organizations have to resort to new tools to attract, retain, manage staff loyalty and involvement, and establish their image in the job market. Traditional management methods are no longer effective enough in solving such problems. The study reveals the essence of the employer's internal brand and its constituent part - the affective commitment of employees. It specifies the tools to ensure the development of affective commitment of staff.

Reframing Employee Well-Being and Organizational Commitment

We developed and tested a model examining the influence of employee well-being on reported levels of affective organizational commitment. Utilizing the PERMA profiler to measure positive emotion, negative emotion, and physical health, we proposed that positive emotion and physical health increase affective commitment levels. Subsequently, we assess whether negative emotion and ill-physical health decrease reported affective commitment. We tested our model utilizing 190 respondents taken from an anonymous survey. Findings support our hypotheses as high levels of positive emotion and physical health positively impact affective commitment. Negative emotion and physical ill-health, on the other hand, decrease employee affective commitment.

Strategic Talent Management: The Impact of Employer Branding on the Affective Commitment of Employees

In a globalization context, underlined by the speed of technological transformation and increasingly competitive markets, the perspective of human capital, as an asset of strategic importance, stands out in differentiating human resource practices. Under this reality, the employer branding (EB) concept gains more and more importance as a strategic tool to attract, retain, and involve human capital, given that this has become a source of competitive advantage to companies. Within this context, this study aimed to evaluate the relationship between employer branding strategies implemented by organizations, as well as their impact on the employee’s affective commitment, evident in certain organizational cultures, which are sustained over time. The methodological framework applied to this study is quantitative, and the data collection was carried out with the application of an employer branding and an affective commitment questionnaire. To achieve a good representation of the active population, the sample of the quantitative study was composed of 172 individuals, working in the public and private sectors in Portugal, exercising different positions in the different sectors of activity. Results obtained with these techniques indicate a high level of affective organizational commitment (AOC) of employees in the organizations surveyed, suggesting that affective commitment develops when the individual becomes involved and identifies with the organization.

Social exchange influences on ethical leadership and employee commitment in a developing country setting

This study examined the extent to which social exchange moderates the relationship between ethical leadership and perceptions of organisational commitment. Participants were 355 employees (women = 39%) from a Public Works Department in the Democratic Republic of Congo (DRC). The employees completed the Social Exchange Theory Scale, the Ethical Leadership Scale, and the Organisational Commitment Scale. Hierarchical regression analysis indicated social exchange aspects of mutual trust to moderate the relationship between ethical leadership and employee affective, continuance, and normative commitment. Increasing employees’ perceptions of leaders’ fairness, integrity, and altruism, would enhance employee commitment. The findings indicate that social exchange perceptions are important for employees’ sense of organisational belonging, and likely with ethical leadership.

Creating Mutual Gains to Leverage a Racially Diverse Workforce: The Effects of Firm-Level Racial Diversity on Financial and Workforce Outcomes Under the Use of Broad-Based Stock Options

Despite substantial scholarly attention to workforce demographic diversity, existing research is limited in understanding whether or in what contexts firm-level racial diversity relates to performance and workforce outcomes of the firm. Drawing on social interdependence theory along with insights from social exchange and psychological ownership theories, we propose that the use of broad-based stock options granted to at least half the workforce creates the conditions supporting a positive relationship between workforce racial diversity and firm outcomes. We examine this proposition by analyzing panel data from 155 companies that applied for the “100 Best Companies to Work For” competition with responses from 109,314 employees over the five-year period from 2006 to 2010 (354 company-year observations). Findings revealed that racial diversity was positively related to subsequent firm financial performance and individual affective commitment and was not significantly associated with subsequent voluntary turnover rates, when accompanied by a firm’s adoption of broad-based stock options. However, under the nonuse of broad-based stock options, racial diversity was significantly related to higher voluntary turnover rates and lower employee affective commitment, with no financial performance gains. By documenting the beneficial effects of financial incentives in diverse workplaces, this paper extends theory asserting the value of incentives for performance.

LMX and Affective Commitment to Change: Moderating Role of Psychological Empowerment

Change is an inevitable reality for any organization to thrive in order to successfully adapt to the changes, employees should be willing to cooperate during the change process. The objectives of this study are to investigate the relationship between Leader-Member Exchange (LMX) and employee Affective Commitment to Change (ACC), and how Psychological Empowerment (PE) moderates the aforesaid relationship. To measure this objective data was collected from 132 employees working in various organizations. The results indicate that LMX and PE have significant positive impacts on ACC. Furthermore, PE acting as moderator strengthens the direct influences of LMX on ACC. Based on the findings, theoretical and practical implications, and future research have been discussed.

Could CSR Practices Increase Employee Affective Commitment via Moral Attentiveness?

The impact of corporate social responsibility (CSR) activities on companies’ macroeconomic indicators (financial performance, sustainability) has been the subject of many studies. However, more recently, the effect of CSR activities on individual variables (microeconomic indicators) has begun to attract attention. Although CSR itself is founded on the moral roots of the society in which it operates, it seems that the effect of individuals’ moral attentiveness has been neglected. The CSR effect, which is the focus of this study, is examined using three dimensions to understand how CSR can directly and indirectly affect the organizational commitment of employees. A theoretical model is developed in this paper, the focus of which is on the ethical framework of CSR and the proposition that it may have an effect on employees. The sample comprises individuals working in two of the country’s most important private production facilities in the western capital of Turkey. An online questionnaire form was prepared and shared. The online form was active between 2 March 2020 and 11 May 2020. Out of 472 forms, 465 were usable and, therefore, used in the analyses. We found proof for most of our assertions. Implications and future research suggestions are discussed.

Corporate social responsibility, organizational trust and commitment: a moderated mediation model

PurposeDrawing from the deontic justice theory and the social exchange theory, the purpose of this study attempts to identify the relationship between perceived corporate social responsibility (CSR) and employees' affective commitment, mediated through organizational trust. Furthermore, the authors seek to understand how the attitude of employees toward the importance of CSR, moderates the aforementioned relationship.Design/methodology/approachThe respondents for this descriptive study were drawn from a sample of 500 employees working in manufacturing companies in India. Self-reporting questionnaires were administered among the respondents, who were selected through the judgment sampling method. Measurement model analysis was done using IBM AMOS 21.0 and path analytic procedures using PROCESS 3.0 macro was used to test the proposed hypotheses.FindingsResults revealed that there is a significant indirect effect of all three dimensions of CSR on affective commitment, through organizational trust. The conditional indirect effects varied significantly, and it was identified that both employee-CSR and customer-CSR had a significant indirect effect on employee affective commitment. However, social/nonsocial CSR did not have a conditional indirect effect on affective commitment, through attitude toward the importance of CSR and organizational trust.Research limitations/implicationsThe cross-sectional nature of the study does not allow inference of causality and pose limitations for generalization of results. Though the limitation of common method bias is inherent in studies with self-reporting measures, the authors adopted several procedural remedies to minimize its effect. The study results, particularly the role of attitude toward the importance of CSR need to be tested among employees in different industry sectors. Future studies should examine the same theoretical model in different nations, where CSR activities are not mandated by law.Originality/valueThis study is pioneering in conceptualizing and empirically testing a theoretical model that examined the combined influence of perceived CSR, employees' attitude toward the importance of CSR and organizational trust on their affective commitment toward the organization. This study extends the literature by examining the indirect/mechanisms linking CSR and employees' affective commitment. Exploring more on the employee individual differences and its influence on organizational outcomes will definitely improve individual and organizational functioning.

Examining How Ambidextrous Leadership Relates to Affective Commitment and Workplace Deviance Behavior of Employees: The Moderating Role of Supervisor-Subordinate Exchange Guanxi.

How to regulate employee conduct and engage them in high performance works actively and continuously has always been the important topic for organizations. Based on affective events theory and social exchange theory, a moderated mediating model was constructed with the affective commitment as mediator and the supervisor–subordinate exchange guanxi as moderator. Regression analyses and conditional indirect effects were tested by SPSS and PROCESS with 374 matched supervisor–subordinate pairs. The paper explores the moderated mechanism of supervisor-subordinate guanxi to the chain of “ambidextrous leadership–employee’s affective commitment–workplace deviance behavior.” The results showed that the affective commitment mediated the effect between ambidextrous leadership and employees’ workplace deviance behavior, and supervisor–subordinate exchange guanxi moderated the relationship between ambidextrous leadership and employees’ workplace deviance behavior but also moderated the mediating effect of affective commitment. The results have significances to improve human resource management practices and reduce the workplace deviance behavior of employees.

Servant leadership and affective commitment: the role of psychological ownership and person–organization fit

PurposeBuilding on social exchange theory, this study aims to propose a research model to examine the relationship between servant leadership (SL) and employee affective commitment (AC) where psychological ownership (PO) and person–organization fit are theorized to play a mediating role.Design/methodology/approachThe study used quantitative research methods with a deductive approach to examine the proposed relationships and the underlying mechanisms. Data were collected from 346 employees working at higher education sector in Palestine. Data were analyzed using structural equation modeling.FindingsThe results reveal a significant mediating role of PO and person – organization (P-O) fit in explaining the relationship between SL and employee AC. Results indicate that the service orientation and humble attitude of servant leaders toward employees help employees develop a sense of ownership, leading to a better fit with organizational values and thus to a more committed workforce.Practical implicationsThe results of this study may be useful for managers working in higher education in a non-Western context who are considering using SL behaviors to improve outcomes.Originality/valueThe study advances SL research currently in its early stages (Zhanget al., 2019). Moreover, it increases understanding of the mediating roles played by PO and P-O fit.

A multilevel analysis of work–life balance practices

The current study uses a multilevel analysis to examine how work–life balance (WLB) practices applied at the organizational level associate with WLB practices and performance appraisal at the individual level that affects employee commitment, underpinned by the theory of supportiveness and the relational perspective. Respondents were 319 employees and 74 managers from small and medium‐sized enterprises (SMEs) of various industries in Malaysia. Results indicate that the consistency of employee perception of WLB practices and performance appraisal at individual level influence employee commitment, whereas WLB practices at the organization level have a negative influence on employee commitment. The study also found differences in perception of WLB practices between managers and employees but a high level of WLB practices agreement. The current study provides a plausible explanation that the WLB practices undertaken by the organization may not be accessible or perceived by employees, thus affecting their commitment.

ANALISIS PERUBAHAN BUDAYA DAN LINGKUNGAN KERJA TERHADAP KOMITMEN DAN KINERJA KARYAWAN PT. BANK PEMBANGUNAN DAERAH JAWA TIMUR Tbk DI SURABAYA

Business competition is increasingly fierce sticking out as a result of technological developments and globalization that requires all companies competing to create competitive advantage. This is done by the company in order to ensure the company's survival. It will be very difficult to continue to survive in business competition if the company is unable to adapt quickly. Every business entity is required to always make a transformation in facing various dynamics and business challenges. This study aims to prove and analyze the effect of variable cultural change on employee commitment, cultural change on employee performance, work environment on employee commitment, work environment on employee performance, and employee commitment to employee performance. The sample used was 225 respondents who were employees of PT. Bank Pembangunan Daerah Jawa Timur Tbk. Data analysis using SEM AMOS version 24. Based on the analysis results it was concluded that culture change (X1) influences employee commitment (Z), culture change (X1) affects employee performance (Y), work environment (X2) affects employee commitment (Z), work environment (X2) affect employee performance (Y), and employee commitment (Z) affect employee performance (Y).