Affective Organizational Commitment Research Articles

CSR and affective organizational commitment: a moderated mediation model exploring the roles of prestige and psychosocial development

CSR and affective organizational commitment: a moderated mediation model exploring the roles of prestige and psychosocial development

Can We Mitigate Covid-19 Related Work Strain Among Civil Servants? Examining the Role of Organizational Commitment, Job Autonomy and Workplace Social Support

The extraordinary measures taken to constrain infections with the coronavirus may have altered the known psychological processes preventing stress and strain in the public workplace. We use survey data of a large public organization in Belgium to look at the capacity of affective organizational commitment, perceived job autonomy, and workplace social support to buffer the impact of Covid-19 measures on work strain. We find a negative effect of perceived job autonomy on stress resulting from Covid-19 measures. We find no support for the buffering effect of affective organizational commitment and workplace social support on employee strain induced by Covid-19 measures.

Do calling-oriented employees take charge in organizations? The role of supervisor close monitoring, intrinsic motivation, and organizational commitment

Despite a surge in the research on callings, the field of callings requires a better understanding of the workplace implications of callings for employee outcomes. In particular, one important question remains open as to whether calling-oriented employees are willing to engage in proactive, taking charge behaviors to initiate desirable changes in the workplace. Addressing this question is of great importance, as taking charge behaviors are essential to incorporate organizational effectiveness into the current rapidly changing business environment. To explore this question, we draw on a novel theoretical lens of the proactive motivation framework to explicate the functioning of employee calling in that space. Specifically, we propose callings as a distal antecedent of taking charge, while theorizing intrinsic motivation and affective organizational commitment as two distinct motivation bases that link callings to taking charge. Further, we examine supervisor close monitoring as a crucial contingency of these relationships. Our analyses of time-lagged survey data from 188 supervisor-employee dyads revealed that intrinsic motivation and affective commitment connect the relationship between callings and taking charge with a comparable magnitude. Interestingly, our analysis demonstrated that close monitoring weakens the calling-intrinsic motivation relationship but not the calling-affective commitment relationship. Our study deepens the current understanding of the workplace implications of callings by suggesting that calling-oriented employees can serve as proactive change agents in the workplace and by suggesting that, despite being self-directed, their motivation and behaviors are still vulnerable to adverse supervisory influence.

Professional isolation and pandemic teleworkers’ satisfaction and commitment: The role of perceived organizational and supervisor support

BackgroundThe COVID-19 pandemic has abruptly and profoundly changed the way people interact with their organization, their colleagues and their supervisor. ObjectiveThis study assesses the effects of telework-induced professional isolation due to the pandemic. Drawing on organizational support theory, this study examines the relationship between professional isolation and satisfaction with the telework experience and affective organizational commitment during mandatory teleworking caused by the COVID-19 crisis. It does so by focusing on the moderating role of perceived organizational and supervisor support in these relations. MethodsData was collected via self-reported survey questionnaires from 728 pandemic teleworkers from various industry sectors in Quebec during the COVID-19 crisis. The study's hypotheses were tested using structural equation modeling (SEM), and moderation effects were probed with the Johnson-Neyman technique. ResultsThe results reveal that professional isolation negatively affects satisfaction with the telework experience, but does not affect affective organizational commitment. The relationship between satisfaction with telework and professional isolation was moderated by perceived organizational support, and the relationship between affective organizational commitment and professional isolation was moderated by perceived supervisor support. ConclusionThis study expands the organizational support theory by examining perceived organizational and supervisor support during a crisis as a counterbalance to a challenging social and organizational climate that has led to professional isolation. The implications of the findings as well as future directions for research on professional isolation and telework are discussed.

The effect of abusive supervision on turnover intentions: on-the-job embeddedness versus traditional attitudinal constructs

Abstract Our paper examines whether the impact of abusive supervision on on-the-job embeddedness (JEM) is stronger than on job satisfaction (JSAT), affective organizational commitment (AOC), and turnover intentions. We also examine whether the mediation impact of on-the-JEM in the linkage between abusive supervision and turnover intentions is stronger than the mediation impacts of JSAT and AOC. Data gathered from restaurant service workers in three waves in Ghana were used to test the abovementioned linkages via structural equation modeling. The findings illustrate that all hypotheses are supported. Specifically, the influence of abusive supervision on on-the-JEM is stronger than on traditional attitudinal variables. Additional findings demonstrate that the mediation effect of on-the-JEM in the relationship between abusive supervision and proclivity to quit is stronger than the mediation effects of JSAT and AOC. Implications for theory and managers are offered in our paper.

Pengaruh Transparent Communication dan Communicated Appreciation Terhadap Job Engagement yang Dimediasi oleh Affective Organizational Commitment pada Karyawan RSGM-P FKG Usakti

This study aims to analyze the effect of transparent communication and communicated appreciation on job engagement mediated by affective organizational commitment to the employees of RSGM-P FKG Usakti. This study uses a quantitative method that uses primary data sourced from questionnaires distributed via google forms to employees at RSGM-P FKG Usakti. The research sample was selected using the entire population of 210 employees, consisting of medical and non-medical personnel at RSGM-P FKG Usakti. Analysis of the data used for the hypothesis is Covariance-Based Structural Equation Modeling (CB-SEM), the software used is AMOS, and to test the hypothesis of the mediating variable using the Sobel Test. The results of this study indicate that there are several hypotheses that have a positive effect, including; transparent communication on job engagement; communicated appreciation on job engagement; transparent communication on affective organizational commitment; and communicated appreciation on affective organizational commitment. In addition, the results of this study also found information that there was no positive influence between affective organizational commitment on job engagement; transparent communication on job engagement through affective organizational commitment; and communicated appreciation on job engagement through affective organizational commitment. This research is expected to be a reference for further research on respondents in other health fields or outside the health sector, as well as further research on other factors outside of this research that may influence or mediate job engagement

Pengaruh Organizational Justice terhadap Knowledge Sharing dengan Perceived Organizational Support dan Affective Organizational Commitment sebagai Variabel Intervening di Rumah Sakit Tria Dipa

The purpose of the study was to analyze the effect of Perceived Organizational Support and Affective Organizational Justice as intervening variables on the relationship between Knowledge Sharing and Organizational Justice at Tria Dipa Hospital. The methodology of this research is through surveys to collect data to test the research hypotheses. The type of research used is quantitative with the PLS-Structural Equation Modeling (SEM) approach using SMART PLS software. The sample used in this study were 132 medical and non-medical employees at Tria Dipa Hospital using purposive sampling method. This study has seven hypotheses and all of them are supported which states that there is an influence of Perceived Organizational Support and Affective Organizational Justice as intervention variables on the relationship between Knowledge Sharing and Organizational Justice. The managerial implication of the research is for the organization in this case the hospital management, the results of this study can be used as initial data based on descriptive statistics from the Organizational Justice variable, the lowest mean value is obtained regarding the imbalance received by the efforts made by employees, for the organization in this case. hospital management, the results of this study can be used as initial data based on descriptive statistics from the Knowledge Sharing variable, the lowest mean value is obtained regarding using the knowledge given by colleagues, for organizations in this case hospital management, the results of this study can be used as preliminary data based on descriptive statistics from the Percieved Organizational Support variable, obtained the lowest average value regarding obtaining a salary that is in accordance with responsibilities, for organizations in this case hospital management, the results of this study can be used as a or initial based on descriptive statistics of the Affective Organizational Commitment variable, obtained the lowest average value regarding the difficulty of leaving the company.

Exploring the Mechanisms Linking Transformational Leadership, Perceived Organizational Support, Creativity, and Performance in Hospitality: The Mediating Role of Affective Organizational Commitment.

Integrating leadership and creativity theories, this study proposed and examined a model linking transformational leadership, perceived organizational support, affective organizational commitment, creativity, and performance. Structural equation modeling was thus performed using 362 employee–supervisor dyads from the international tourist hotels in Taiwan. The results indicated that both transformational leadership and perceived organizational support were significantly and positively related to employee affective organizational commitment, creativity, and performance, while affective organizational commitment had significantly positive influences on creativity and performance. Support was also found for the significant and positive mediating relationships between affective organizational commitment and the influences of both transformational leadership and perceived organizational support on creativity and performance. The theoretical and practical implications of these findings for hospitality are also discussed.

When does commitment backfire: Linking employee continuance commitment to silence behavior

IntroductionExtant studies on organizational commitment emphasize affective organizational commitment and consequently ignore the unique role of continuance organizational commitment. To determine whether high continuance commitment is beneficial, we employed conservation of resources theory to explore how continuance commitment leads to emotional exhaustion and silent behavior. ObjectiveThis study examines the mediating effect of emotional exhaustion on the relationship between continuance commitment and silence behavior, and the moderating role of age. MethodWe recruited 157 employees in China to complete a three-wave survey measuring continuance commitment, emotional exhaustion and silence behavior, respectively. ResultsOur results show that continuance commitment is positively related to emotional exhaustion and, in turn, triggers more silent behavior, especially for those old employees; the indirect effect is more significant. ConclusionAlthough employers intend to keep human resources, this study indicates that continuance commitment may bring negative consequences. Moreover, old age will magnify the effect of continuance commitment on emotional exhaustion and further strengthen silence behavior.

Organizational cultures that support community: Does the competing values framework help us understand experiences of community at work?

Recent evidence has shown that when employees experience perceptions of community at work (i.e., a sense of community and a sense of community responsibility), psychological well-being and behavioral engagement improve (e.g., greater job engagement, organizational citizenship, and leadership). Recent evidence also shows that experiences of community, as a motivational state, are better able to predict employee outcomes compared to a series of factors that have long been studied in the general management (i.e., affective organizational commitment, organizational identity) and in the public management literature (i.e., public service motivation). However, we know less about the conditions that lead to perceptions of community experiences at work. One recent qualitative investigation exposed a series of organizational conditions that appear to stimulate perceptions of community at work including C-Suite leadership support, organizational structure and context, characteristics of connection, managerial, job, and work unit characteristics, and responsibilities of human resource management professionals. The present study extends this study by empirically investigating organizational cultural conditions that are associated with perceptions of community at work. We test the ability of the Competing Values Framework, which includes constructs of Hierarchy, Market, Adhocracy, and Clan organizational cultures, and their ability to predict perceptions of the community. Findings showed that clan culture was most associated with perceptions of community in general and that clan culture within a department plays an important role in perceiving community at work. This study helps scholars understand cultural conditions that can lead to psychological experiences of community, it begins to frame cultural factors that scholars can empirically test in future studies, and it assists executives and managers in conceiving approaches to building cultures of community at work.

Challenging challenge and hindrance appraisals

ABSTRACT This study extends earlier works that focused on stressor appraisals (stressor as challenge and stressor as hindrance) as mediators of stressors and psychological strains. We also tested whether psychological strains would then affect organisational outcomes. Survey data were gathered from a general sample of 237 full-time employees at three time points. The first time was a screener survey to ensure the study represented full-time working adults. After the screening survey, data on both predictor and criteria were gathered two more times. Time 1 reflects data gathered on role stressors (overload and conflict), appraisals (challenge and hindrance), and psychological strains (anxiety and tedium). Time 2 also included a set of measures targeted toward organisational attitudes (affective organisational commitment, job satisfaction) and outcome (turnover intention). Drawing from the transactional model of stress, we tested a structural equations model to the data and found that stressor appraisals did not mediate the stressor-psychological strain outcome. However, consistent with prior research, psychological strains did mediate the relationship between stressors and organisational outcomes and across all models, psychological strains measured at T1 had the highest goodness of fit. These findings suggest that self-appraisal may not be sufficient to explain the causal mechanism linking stressors to outcomes.

The Nexus of Altruistic and Courteous Behaviors on Job Satisfaction and Affective Organizational Commitment among Pharmaceutical Executives

Prior research in several management disciplines has shown that Altruistic and Courtesy organizational citizenship behavior (OCB) positively enhances Affective organizational commitment (OC) and Job Satisfaction (JS) in employees. The study aims to test the assumption that Altruism and Courtesy OCB positively influence JS and Affective OC among pharmaceutical executives in Nigeria. A cross-sectional questionnaire-based survey with data randomly collected from selected respondents (N=401). The assumptive model was evaluated with structural equation modeling using advanced analysis of composites software (ADANCO). The structural model had an acceptable fit and internal reliability of constructs. Study findings revealed that altruism OCB was not a significant predictor of JS and Affective OC (p>0.05). Courtesy OCB was a significant predictor of JS and Affective OC (p<0.01). Courtesy OCB's influence on OC is partially mediated by JS. Pharmaceutical executives' level of emotional attachment and sense of connection towards their organization improves substantially in a friendly, supportive work environment. The empirical model supports intra-collegial collective performance and productivity instead of focusing on an individual's altruistic tendencies. The study reinforces the team-based sales approach as well as the need to reward altruistic behavior from employees and subordinates.

Organizational Learning, Its Antecedents and Consequences From the Perspective of Teachers From Public Higher Education Institutions

The general objective of this article is to measure and analyze the correlations that involve organizational learning, its antecedents, and consequences from the performance perspective, based on the perception of professors from public higher education institutions. In terms of objectives, the research method is classified as descriptive. As for the procedures, a survey was carried out, and the approach to the problem is quantitative. Data collection was carried out through a structured questionnaire. The research was based on the perception of 600 professors. The results highlight that the constructs of knowledge acquisition and transformation, organizational learning culture, and affective organizational commitment are significant and positive antecedents that influence learning at an organizational level. Additionally, the correlation between organizational learning and performance is significant and positive. We emphasize the elaboration of the proposed integrated model that considered the significant and positive correlations between organizational learning culture and team cohesion; team cohesion and affective organizational commitment; team cohesion and knowledge acquisition and transformation; and knowledge acquisition and transformation and organizational learning culture; organizational learning culture and affective organizational commitment; knowledge acquisition and transformation and affective organizational commitment. We concluded that the validation of the proposed integrated model is a contribution of research to science and social and administrative practice. However, the research substantiates aspects of the antecedents and consequences of organizational learning with contributions to managers and meets academic and social aspirations. Other variables could be tested, and other groups of respondents could be investigated.

Sexually objectifying work environments and affective commitment in a sample of Italian waitresses: The mediating role of anxiety and job satisfaction.

Background:Sexual objectification can assume various forms, from interpersonal to cultural and environmental ones. Previous research has highlighted how working in sexually objectifying environments (SOEs) can lead female workers to experience negative feelings (i.e. anxiety, job dissatisfaction). The study’s main aim was to investigate the relationships between sexually objectifying work environments, job satisfaction, anxiety, and affective commitment.Design and method:In this study, we investigated the role of working in sexually objectifying environments (i.e. bars and pubs) in triggering female workers’ (i.e. waitresses) feelings of anxiety and in decreasing their job satisfaction and their affective organizational commitment. Our hypothesis was tested through a mediation model with a sample of (N = 546) Italian restaurant/bar waitresses.Results:The results supported a model in which sexually objectifying environments had a direct effect on job satisfaction and both direct and indirect effects on anxiety. Further, sexually objectifying environments indirectly affected affective commitment through both anxiety and job satisfaction.Conclusion:Working in a perceived sexually objectified environment can raise waitresses’ feelings of anxiety and job satisfaction. These feelings, in turn, negatively affect workers’ affective commitment toward their workplace. The limitations and implications of this study were discussed. The main implication concerns the need to implement people’s awareness of the existence of SOEs and the harmful effects they may have on women.

Evaluating the impact of the live healthy, work healthy program on organizational outcomes: A randomized field experiment.

The prevalence of chronic health conditions is increasing, with over half the current workforce attempting to manage one or more chronic conditions. The Live Healthy, Work Healthy (LHWH) program is a version of the Chronic Disease Self-Management Program translated to the workplace, with the goal of improving and sustaining the health, well-being, and productivity of employees living with chronic health conditions. Using organizational support theory as a theoretical framework and a clustered randomized controlled trial design, this article demonstrates how the LHWH program positively impacts work-related quality of life, orientations toward the organization, and organizational cognitions and behaviors. Participants in the program experienced increases in perceived organizational support (POS), with a large intervention effect. Direct intervention effects were also found for burnout, work engagement, work ability, affective organizational commitment, and organizational citizenship behaviors. Within-person changes in POS during the intervention was a key mechanism through which participants of the program experienced changes in organizationally relevant outcomes. Finally, offering the program on work time strengthened these effects indirectly through greater changes in POS during the intervention period. This article provides evidence to researchers and organizational decision-makers that offering the LHWH program not only improves the health and well-being of employees but also improves important organizational outcomes. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Social Distancing Initiatives and Perceived Organizational Support: It’s the Intended Beneficiary That Counts

Leveraging data on organizational social distancing initiatives (SDIs) this paper examines the link between SDI implementation and perceived organizational support (POS). The paper discusses and tests the intended beneficiary heuristic to help explain why and when employment practices may induce POS. We suggest that SDIs, involving various ways to separate employees to keep them safe, have the important secondary benefit of increasing employees’ perception that the organization cares about their well-being and values their contributions. Using the intended beneficiary heuristic we argue that such favorable treatment as SDIs relates positively to POS most when employees attribute their implementation to the organization’s concern for the welfare of employees. Results of two studies, a cross-sectional study with 121 employees in the United States and a longitudinal study with 103 employees in South Korea, indicate that SDIs were positively associated with employees’ POS, which in turn improved their job satisfaction (Studies 1 and 2), affective organizational commitment, and organizational citizenship behavior (Study 2). The results also show that these relationships were stronger when employees perceived SDIs to be implemented to protect their welfare rather than as a means of protecting the organization.

Perceived benefits of training, individual readiness for change, and affective organizational commitment among employees of national jordanian banks

This study aimed to examine how employees’ perceived benefits of training impact their level of affective organizational commitment through investigating the mediating role of individual readiness for change in National Jordanian banks. The study sample included 451 employees from 16 banks in Jordan. Stratified random sampling was used for the selection of the study participants, and data were collected using a self-administered written questionnaire. Partial least squares structural equation modelling was conducted to analyze the collected data and test the study hypotheses, which were developed according to the social exchange theory and psychological contract theory. The analysis provided strong evidence for the contentions of the social exchange theory, whereby employees’ affective commitment to their banks was found to be positively influenced by their perceptions of the job-, career, and personal-related benefits of training. Moreover, individual readiness for change was shown to be positively influenced by employees’ perceived benefits of training, and employees’ affective organizational commitment was positively influenced by their readiness for change. Finally, individual readiness for change was found to act as a mediating variable between employees’ perceived benefits of training and their level of affective commitment to their banks. The current study provides bank management teams with a comprehensive understanding of employees’ affective organizational commitment as a potential outcome of training and provides evidence for the relationship between the two variables.

Understanding the effects of empowering leadership on positive and negative performance behaviors: A manufacturing sector study

AbstractFor several years, the North American manufacturing sector has been facing several labour issues that undermine productivity. To address these issues and remain competitive, manufacturing firms must implement measures to promote overall worker performance. This study presents an integrative to understand the differentiated impact of empowering leadership (EL) on four dimensions of performance (task, citizenship, innovation, deviance) through two mediators (psychological empowerment (PE) and affective organizational commitment). Structural equation modeling was used to analyze data from 250 employee–supervisor dyads in the manufacturing industry. On the one hand, our results reveal that EL exerts a positive influence on citizenship and innovative behavior through increased PE. On the other hand, it is negatively associated to deviance behaviors through heightened levels of affective organizational commitment. This study allows us to better understand how EL enhances multiple performance dimensions necessary to organizations' competitiveness in manufacturing and other sectors.

Comprendre les effets du leadership d’habilitation sur les comportements positifs et négatifs de performance: Étude dans le secteur manufacturier

AbstractFor several years, the North American manufacturing sector has been facing several labour issues that undermine productivity. To address these issues and remain competitive, manufacturing firms must implement measures to promote overall worker performance. This study presents an integrative to understand the differentiated impact of empowering leadership (EL) on four dimensions of performance (task, citizenship, innovation, deviance) through two mediators (psychological empowerment (PE) and affective organizational commitment). Structural equation modeling was used to analyze data from 250 employee‐supervisor dyads in the manufacturing industry. On the one hand, our results reveal that EL exerts a positive influence on citizenship and innovative behavior through increased PE. On the other hand, it is negatively associated to deviance behaviors through heightened levels of affective organizational commitment. This study allows us to better understand how EL enhances multiple performance dimensions necessary to organizations’ competitiveness in the manufacturing and other sector.

Perceived Organizational Support on Affective Organizational Commitment of Ministry of State Secretariat’s Civil Servants

Since President Soekarno's election in 1957, there has been discussion about relocating the capital city. Several factors contributed to the change in the capital city, and East Kalimantan was chosen as the new capital city because it met several criteria. The Ministry of State Secretariat is one of the Ministries that became a partner in relocating the Capital City. Socialization will occur regarding the scheme or design for the transfer of employees from the Ministry of State Secretariat. This study aimed to determine how Perceived Organizational Support (POS) affected Affective Organizational Commitment (AOC) in civil servants at the Ministry of State Secretariat. The research used quantitative approach and a cross-sectional study design. This study's sample size was 160 civil servants from the Ministry of State Secretariat. Simple linear regression analysis was used to analyze the data in this study. The results show that perceived organizational support positively and significantly affects affective organizational commitment. The regression analysis test yielded a regression coefficient value of 0.726. The R Square value of 0.465 indicates that the perceived organizational support variables can explain 46,5% of the affective organizational commitment variable, while other variables explain the rest. Human resource practitioners in the Ministry of State Secretariat should strengthen perceived organizational support and affective organizational commitment.