Affective Commitment Relationship Research Articles

High-performance work systems and employee attitudes: evidence from Indian healthcare industry

PurposeBy following the “employee-centric” approach, this study aims at identifying the impact of high-performance work systems (HPWS) on specific employee attitudinal outcomes such as work engagement, job satisfaction and affective commitment in the Indian healthcare industry.Design/methodology/approachThe target population for this study includes the nurses working in large private multi-specialty tertiary care hospitals in India. Partial Least Squares Structural Equation Modelling (PLS-SEM) techniques are used on a sample of 152 nurses working in two large specialty hospitals.FindingsIn the Indian healthcare industry context, the nurse's perception of HPWS has shown a significant positive effect on their attitudinal variables such as work engagement, job satisfaction and affective commitment. When checked for mediation of work engagement and job satisfaction variables in HPWS – affective commitment relationship, nurse's job satisfaction partially mediated the relationship, but nurse's work engagement has shown no mediation effect.Originality/valueThis is one of the pioneering studies conducted in the Indian healthcare industry context, especially on the nurse's sample in identifying the impact of high-performance work systems on their attitudinal outcomes. Underscoring the paucity of HPWS research in the Indian healthcare industry, this study's findings will be an addition to the HPWS literature and also to the nursing research in the Indian healthcare settings.

A Moderated Moderation Effects of Employer Branding and Religiosity on the Relationship of Affective Commitment and Quit Intention

A Moderated Moderation Effects of Employer Branding and Religiosity on the Relationship of Affective Commitment and Quit Intention

Making Generation Y employees want to stick to their jobs: the roles of individualized consideration transformational leadership, occupational self-efficacy, and personal growth initiative

PurposeBased on the self-determination and affective events theories, the current research examined the mediating role of occupational self-efficacy (OSE) between individualized consideration transformational leadership (ICTL) and affective commitment relationship. Furthermore, this study tests the moderating role of personal growth initiative on the relationship between ICTL and OSE.Design/methodology/approachTo examine the relationship, the authors carried out a time-lagged study spanning over four months for analyzing the indirect effect of ICTL on affective commitment via OSE among 382 Generation Y employees working in Indian IT (information technology) organizations. Results were analyzed using Process macro.FindingsThe study results revealed that OSE significantly mediated the relationship between ICTL and affective commitment. It was also established that the positive relationship between ICTL and OSE was stronger among employees who perceived higher levels of personal growth initiative.Practical implicationsThe findings carry substantial implications for researchers and organizational practitioners. Indeed, the results indicate that human resource management practitioners are required to nurture an ICTL approach for boosting employees' affective commitment levels.Originality/valueThe study proposed a model focusing on the role of ICTL in enhancing employees' OSE and affective commitment. Also, the study contributes to existent research by demonstrating the role of personal growth initiative in understanding the relationship between ICTL and OSE. Moreover, this study provides theoretical and practical implications.

Leader Motivating Language as predictor of Innovative Work Behavior in Higher Education sector of Pakistan

Innovative Behavior is considered vital for betterment of higher educational institutions because academics’ work nowadays is to go beyond teaching as the 21st century demands new and creative work practices by the teachers. They have to think ‘out-of-the-box’ by applying Innovating behavior at work. Head/ leader’s role in this process is critical, who can use motivating language to create affective commitment in them and providing them a suitable organizational climate in the form of work environment that fosters new and innovative practices by employees through enhancing their innovative abilities. Our study focuses on the role of leader motivating language and organizational climate for innovation to promote innovative work behavior among the university teachers. This study hypothesized: (a) positive relationship of leader motivating language with affective commitment and innovative work behavior, (b) mediation of affective commitment in relationship of motivating language and innovative work behavior and (c) moderation of organizational climate for innovation in relationship of affective commitment and innovative work behavior. To test these hypothesis, SPSS and AMOS was employed to analyze the survey data collected from 367 academics from Pakistani research-based universities and results showed that Motivating language significantly impacts the innovative work behavior directly and indirectly through mediation of Affective commitment of employees. Moreover, organizational climate for innovation significantly moderated this relationship. Theoretically, this study extends Motivating language theory by providing a mediator and moderator in the relationship between motivating language and innovative work behavior. The findings of this study can provide University Heads/ leaders with key implications for effective management of their communication and motivating language as catalysts to promote affective commitment and innovative work behavior among the university teachers and academics.

Membangun Hubungan Berkelanjutan Sektor UMKM dan Perbankan

SMEs hope that their relationship with banks will provide them with ease in accessing capital and financing accordingly, with reasonable costs and conditions, where they expect a mutually beneficial and sustainable relationship in the future. The loyalty of SMEs in using banking services, the length of their relationship and reciprocal relationship shows that SMEs benefit from this relationship. One key element in their relationship is mutual trust. The results of the research show that trust affects effective commitment (affective commitment). Social bonding to affective commitment has a positive and significant effect on affective commitment. Affective commitment has a positive impact on behavioral intention. Attractive alternatives in their role of affective commitment and behavioral intention show that the variable attractive of alternative can strengthen the relationship of affective commitment and behavioral intention.

Role Stress and Affective Commitment: Mediator Analysis of Employee Satisfaction

With an emerging competition and advance job requirements, the need to understand the role stress (RS) is becoming apparent. Literature indicates that RS negatively relates to employee attitudes, actions, and satisfaction and emotional commitment. However, it would be very interesting to understand the essential apparatus of role stress (RS)–affective commitment (AC) relationship. For this, the present research also studies the mediating role of employee satisfaction (ES). By using convenience sampling, the present research included 349 employees who work in the service sector of Punjab and Chandigarh. The results were analysed with the help of hierarchical multiple regression and bootstrapping in SPSS to study the intervening effect. The present study shows an empirical confirmation that there is a negative relationship between RS, AC and ES. Findings have also suggested the mediating influence of employee satisfaction in the relationship between RS and AC.

Job insecurity and organizational citizenship behavior: The role of affective commitment

Previous research showed inconsistent findings in the relationship between job insecurity and OCB, indicating an underlying mechanism to occur between the variables. This study aimed to examine affective commitment as a mediator in the relationship between job insecurity and organizational citizenship behavior (OCB). Drawing on organizational identification theory, we took on the perspective of organizational concern motive and suggested affective commitment to mediate the job insecurity and OCB relationship. The study employs a correlational design with an accidental sampling technique. Participants of the study were employees of private and state-owned companies in Indonesia ( N = 217). Data were analyzed on Hayes’s PROCESS macro on SPSS statistic software. Results show a significantly negative relationship between job insecurity and OCB, significantly negative relationship between job insecurity and affective commitment relationship, and a significantly positive relationship between affective commitment and OCB. Furthermore, affective commitment is found to mediate the relationship between job insecurity and OCB, confirming the organizational concern motive of OCB as a consequence of job insecurity. The study implies that organizations should eliminate job insecurity if possible, or design interventions to develop employee’s oneness with the organization.

How Different Components of Socially Responsible HRM Influences Affective Commitment

The purpose of this paper is to investigate the process through which socially responsible human resource management (SRHRM) affects employees’ affective commitment. Drawing on Social Exchange theory and Social Identity theory, we argue that the link between SRHRM and affective commitment (AC) can be direct and indirect through the mediation of organizational trust (OT) and organizational pride (OP). Using data collected from the banking sector in Pakistan, we tested the mediating role of OT and OP between AC and three components of SRHRM: legal compliance HRM (LCHRM), employee-oriented HRM (EOHRM) and general CSR facilitation HRM (GFHRM). We found that EOHRM significantly influences affective commitment directly and through organizational trust. On the other hand, the effect of GFHRM on affective commitment is only through organizational trust. LCHRM, however, has no significant effect on affective commitment either directly or indirectly. Organizational pride was found to mediate GFHRM and affective commitment relationship. Our findings shed light on the social and psychological process of SRHRM influencing employee’s affective commitment and provide insights for practitioners in selecting suitable HR policies to achieve CSR goals while enhancing employee’s organizational commitment.

Mediator Analysis of Perceived Organizational Support: Role of Spiritual Leadership on Affective Commitment

This study aims to investigate the influence of spiritual leadership and perceived organizational support on affective commitment. In addition, the moderating role of perceived organizational support in the relationship of spiritual leadership and affective commitment will be tested. This research was conducted with survey research design, and the type of data was cross-sectional. Surveys conducted based on web based surveys. Research focuses on organizational members or employees in the Bandar Lampung region. Data is collected by self-administered survey with sampling in the form of non-probability sampling, namely by purposive sampling. Processing data and testing hypotheses is done using moderated regression analysis. The number of respondents in this study amounted to 130 respondents. Spiritual leadership is measured by SLT survey questions developed by Fry et al (2005), with 17 items of questions. Affective commitment was measured by 6 items of measurement scale developed by Meyer, Allen and Smith (1993). Whereas, perceived organizational support was measured by the short version of (Eisenberger et al., 1986), consisting of 8 statements.The results of the investigation show that spiritual leadership and perceived organizational support influence affective commitment. In particular, the moderating effect of perceived organizational support can strengthen the relationship of spiritual leadership and affective commitment.

Role of Family Motivation, Workplace Civility and Self-Efficacy in Developing Affective Commitment and Organizational Citizenship Behavior.

The mechanism connecting the antecedents to positive attitudes like affective commitment (AC) and positive behaviors like organizational citizenship behavior (OCB) is an under-researched area in the field of positive organizational scholarship. Drawing on Social Exchange Theory (SET), this study empirically validates family motivation and civility as antecedents of affective commitment and organizational citizenship behavior through the mediating mechanism of self-efficacy. The process by Hayes (2013) was used to analyze time-lagged and multi-source data collected from 335 employees of educational and telecom sector. Results indicate that the relationship of affective commitment with family motivation and civility is partially mediated whereas the relationship of organizational citizenship behavior with family motivation and civility is fully mediated by self-efficacy. This study adds to the literature of family-work enrichment accounts by validating family motivation as a novel antecedent for positive behavioral outcomes. The implications of the study are discussed.

대학의 서비스 품질, 대학 이미지 및 정서적 몰입의 관계에 관한 연구

대학의 서비스 품질, 대학 이미지 및 정서적 몰입의 관계에 관한 연구

Human resources management practice, job satisfaction and affective organisational commitment relationships: The effects of ethnic similarity and difference

Orientation: The study explored how ethnicity affects the expected relationships among human resources management practice (HRMP), job satisfaction and affective organisational commitment.Research purpose: To establish how ethnicity affects the interpretation of organisationally provided HRMP, and how this interpretation affects the relationships among the study variables.Motivation for the study: Interest has moved from HRMP outcomes to how employees attribute meaning to existing HRMP. Hence, there is a need to study the variables that affect the attribution process and their effects on the effectiveness of HRMP.Research approach/design and method: The study was quantitative and utilised cross-sectional research design. Participants consisted of 450 employees from eight organisations in Nigeria.Main findings: Results indicated that HRMP is positively related to job satisfaction and organisational commitment, and ethnicity is negatively related to job satisfaction and organisational commitment. Ethnicity moderated the relationships among HRMP, job satisfaction and organisational commitment.Practical/managerial implications: Ethnicity affected the relationships among HRMP, job satisfaction and affective organisational commitment; hence, organisations may not be deriving the full anticipated benefits of HRMP. It was suggested that organisations should train managers to adopt positive behaviours that would enhance the management of ethnic diversity and reduce the negative effects of ethnicity.Contribution/value-add: Ethnic similarity has cultural significance in Nigeria and is known to affect managers’ and employees’ behaviour and the sharing of organisational benefits in the workplace. However, studies involving its role in HRMP attribution process are lacking. Hence, this study makes a valuable contribution to how ethnicity affects attribution in HRMP studies.

Psychological contract, job satisfaction, commitment, and turnover intention: Exploring the moderating role of psychological contract breach in National Collegiate Athletic Association coaches

This study examined the relationship between psychological contract and three work attitudes, job satisfaction, affective commitment, and turnover intention in a sample of National Collegiate Athletic Association coaches. This study also explored the moderating role of the psychological contract by examining coaches' perceptions of the intentional and unintentional breach. A total of 383 coaches responded to the survey that included items in the transactional and relational psychological contract, job satisfaction, affective commitment, and turnover intention. In addition, the sample was split into two groups, intentional breach and unintentional breach based on their responses to a single question regarding the perceived breach status. Results revealed that the transactional contract had a positive influence on job satisfaction and a negative influence on affective commitment. On the other hand, the relational contract had positive influences on both job satisfaction and affective commitment. Job satisfaction had a positive influence on affective commitment, which negatively led to turnover intention, while affective commitment had no significant influence on turnover intention. A multi-group analysis was conducted to test whether the psychological contract breach moderated the paths in the hypothesized model. The paths from transactional contract to satisfaction and commitment as well as from satisfaction to turnover intention were moderated by the psychological contract breach. The transactional contract–job satisfaction relationship was meaningful for the unintentional breach group, while the transactional contract–affective commitment relationship was stronger with the intentional breach group. The job satisfaction–turnover intention relationship was stronger with the intentional breach group than with the unintentional breach group.

Implicit change leadership, change management, and affective commitment to change

PurposeThe purpose of this paper is to examine differences in implicit change leadership schemas and their relationship with change management (CM) of employees of academic institutions and business enterprises.Design/methodology/approachThis study used a quantitative approach through surveys with 645 employees in academic institutions and business enterprises. Path analysis and regression were conducted to determine the relationships between the constructs.FindingsResults show that CM mediates the relationship of change leadership schemas and affective commitment to change in both business enterprises and academic institutions. However, differences were found in the change leadership schemas that predict perceived effectiveness of CM. Execution competencies predicted effectiveness of CM in business enterprises whereas strategic and social competencies predicted perceived effectiveness of CM in academic institutions.Research limitations/implicationsThe limitations of the study were the use of self-report data and its cross-sectional design. Future research may use longitudinal designs and multiple sources of data to explore the relationship of change leadership schemas and perceived effectiveness of CM. Moreover, leadership schemas may be examined in other types of organizations such as non-profits, government agencies and social enterprises.Practical implicationsResults suggest that change leadership schemas are context-dependent. Thus, it is important to consider organizational culture and follower schemas when choosing change leaders and executing change. Moreover, differences in the saliences of change leader schemas by type of organization suggest the need to adopt contextually nuanced approaches to the selection and development of change leaders.Originality/valueThis paper contributes to organizational change literature by providing evidence of differences in change leadership schemas among academic institutions and business enterprises.

Psychological meaningfulness and availability mediate the high potential program–affective commitment relationship

The content and process of administering high potential (HiPo) programs have been found to contribute to employees' attitudes toward the organizations that employ them. Drawing on social exchange theory, we examined the influence of consensus on the use of HiPo programs on employees' affective commitment through the mediators of psychological meaningfulness and psychological availability. Using a 2-wave survey, we collected data from 186 full-time employees of Chinese enterprises. We found that both psychological meaningfulness and psychological availability partially mediated the relationship between consensus on the use of HiPo programs and followers' affective commitment. These findings highlight the importance of managers reaching an agreement about how to use HiPo programs to promote employees' emotional bond to their organization through the key psychological conditions of meaningfulness and availability.

Study of the Relationship of Workplace Person-environment Fit, Country Identification and Affective Commitment -Evidence of Chinese Immigrant Wives in Taiwan

Because of rapid global development, firms generally use a multiple-faceted strategy in the application of human resources. Immigrant wives have been a source of complementary manpower. Compared with the common problems of culture and life, adjustment to these jobs may be more difficult for them. Most immigrant wives in Taiwan are originally from China and experience the additional challenge of national identification. All of these difficulties in workplace decrease their commitment to firms, affect their job performance, reduce their willingness to contribute their capabilities, and eventually increase social costs. To manage the critical HRM issue, this study initially explored P-E fit and affective commitment by conducting empirical research on 300 Chinese immigrant wives in Taiwan. The findings reveal that their PE-Fit positively affects their affective commitment to firms; similarly, their national identification to Taiwan strengthens the stated results. However, the different dimensions of P-E fit had different influence effects. The implications of this study will benefit future research on immigrant employees and HRM practices.

Interactive Effects of Social Support and Incivility on Affective Commitment in Banking Sector of Pakistan

Several researchers contended that mistreatment has a tendency to induce stress among individuals, which fosters responses that are often incompatible with work outcomes. Therefore, there is a need to adopt a more focused-approach on the systematic investigation of how mistreatment causes stress while social support playing a moderating role among the said relationship, especially in Pakistani working environment. Hence, the current research investigates the impact of mistreatment (through incivility) on affective commitment in the presence of social support as moderating variable. The data is collected from 529 employees working in Pakistani banking industry. The results indicate that social support and incivility has an impact on affective commitment while social support also act as moderator in incivility and affective commitment relationship. The present study applies occupational research framework, affective event theory and social exchange theory at mistreatment in the Pakistani context. This framework is rarely adapted in this situation so it would contribute to the literature.

Volunteerism, affective commitment and citizenship behavior

Purpose– The purpose of this paper is to investigate the relationship of altruistic and egoistic motives with person- and organization-oriented citizenship behaviors as mediated by affective commitment. The author hypothesized that altruistic motives are positively associated with person-oriented citizenship behavior and affective commitment while egoistic motives are positively associated with organization-oriented citizenship behavior and negatively associated with affective commitment.Design/methodology/approach– The data were collected from 248 middle and senior managers from 20 different locations of a power generation organization in India. Self- and other reported method were used to collect the data by administering the questionnaires.Findings– Results of structural equation analysis have supported, with some exception, the hypotheses. Affective commitment has mediated the relationship between motives and both forms of citizenship behavior. However, altruistic motives had shown a negative relationship with affective commitment and had a positive relationship with person-oriented citizenship behavior. Meanwhile, egoistic motives had a positive relationship with affective commitment and organization-oriented citizenship behavior.Practical implications– Results suggest that organizational citizenship behaviors (OCBs)per seis not important rather motives play an important role during the performance appraisal process. Further there is a differential impact of altruistic and egoistic motives on employees’ attitude and behavior, and both can coexist in this process.Originality/value– This is the first study on the relationship of motives, affective commitment and OCBs in India.

The Influence of Individual and Organizational Variables on Organizational Commitment Among Nurses

Demands on nurses in China are increasing following the introduction of China's 'New Healthcare Reform Program', leading to more stressful working conditions and increased burnout and turnover. Employing a social exchange framework, this study investigates emotional exhaustion and positive organizational support (POS) as individual level psychological mechanisms though which organizational level flexible work practices and staffing adequacy influence employee affective organizational commitment among 393 nurses from two hospitals in Zhejiang Province, China. We tested full and partial mediation models. POS partially mediated the relationship between employee perceptions of staffing adequacy and affective organizational commitment. POS also fully mediated the relationship between employee perceptions of flexible work schedules and affective organizational commitment; however emotional exhaustion did not mediate the flexibility of work schedules -- affective commitment relationship or the flexibility of work schedules -- affective commitment relationship. Our results highlight links between organization practice and employee outcomes, informing future practice.

Considering the Relationship between Transformational Leadership and Organizational Commitment with Citizenship Behavior : Case Study : Staff of Branches of Maskan Bank in Guilan Province - Iran

Organizational citizenship behaviors are counted as working behavior of staff of an organization such as helping each other, being conventional a lot and working on holidays, acting in job affairs higher than introduced standards by the organization and tolerating deficiencies in an organization at work or job and being actively involved in nonoccupational and non-duty activities in the organization and are counted as effective factors on success of the organization. Many factors affect presenting organizational citizenship behavior of staff that in this research the relationship between transformational leadership, affective commitment and constant commitment is considered. Therefore the main goal of current research is considering the relationship between transformational leadership and organizational commitment with citizenship behavior of staff of branches of Maskan bank in Guilan province. This research regarding goal is applied one and its research method is descriptive and correlation type. Statistical society of research is all staff of Maskan bank throughout Guilan province that their number is 500 people in the province. Regarding research limited society, sample volume has been chosen as 217 staff of the bank. Sampling method is cluster-random rumpling type. Tools of data collection in this research are standard questionnaire. For data analysis Spss software version 19 was used. The finding has been analyzed through questionnaire by using Kolmogorov-smirnov test, pearson correlation coefficient, multiple linear regression. Result of testing research denotes positive and meaningful relationship of transformational leadership, affective commitment and constant commitment on citizenship behavior of the organization of staff of Maskan bank in Guilan province.