Affective Organizational Commitment Research Articles

Bringing Self-Determination Theory to the Forefront: Examining How Human Resource Practices Motivate Employees of All Ages to Succeed

AbstractSelf-determination theory (SDT) is widely used in human resource (HR) practice studies to explain how HR practices impact work outcomes. However, there is little empirical evidence establishing the complete SDT mediational process in the HR domain, which entails basic psychological needs and motivation acting as mediators of relations between HR practices and work outcomes. The present study addresses this issue with a mixed methods approach. Using an item classification task with subject matter experts (N = 48), HR practices were classified as autonomy-, competence-, and relatedness-supportive. Based on this scheme, we tested an SDT-based conceptual model in a three-wave sample of working adults (N = 818). Results from Multilevel Structural Equation Modeling (MSEM) support the hypothesized model: basic psychological need satisfaction and autonomous motivation mediate the relationship between HR practice perceptions and work outcomes (performance, thriving, affective organizational commitment, and turnover intentions). Autonomy-supportive practices had a positive effect on autonomy need satisfaction, while competence-supportive practices had positive associations with all three basic psychological needs. Counterintuitively, relatedness-supportive practices had negative effects on autonomy and competence need satisfaction, and the relationship between relatedness-supportive practices and autonomy need satisfaction was moderated by chronological age. We discuss our findings in the context of prominent HR studies that utilize SDT and offer a supplemental age-inclusive HR practice scheme for HR managers interested in understanding the benefits of supporting basic psychological needs from both a motivation and workforce retention standpoint.

The role of organizational culture in the relationship between affective organizational commitment and unethical pro-organizational behavior

The role of organizational culture in the relationship between affective organizational commitment and unethical pro-organizational behavior

Assessing age discrimination in workplaces: psychometric exploration of the Workplace Age Discrimination Scale (WADS-G).

In contemporary workplaces characterized by diverse age groups working collaboratively, the assessment of age discrimination as an interpersonal phenomenon has gained heightened significance. This study focuses on adapting and scrutinizing the psychometric properties of the German iteration of the Workplace Age Discrimination Scale (WADS-G). Comprehensive Confirmatory Factor Analysis (CFA) results affirm a robust fit for the unidimensional model. Convergent validity is established through correlations between WADS-G scores and related instruments, while discriminant validity is evidenced by its lack of association with extraversion. Noteworthy findings include a positive correlation with turnover intention and negative correlations with job satisfaction, occupational self-efficacy, and organizational affective commitment. Despite its merits, the predictive efficacy of the WADS-G is notably inferior when juxtaposed with the Workplace Incivility Scale. Its explanatory power for turnover intention is constrained when accounting for variables such as job satisfaction, work environment, neuroticism, and core self-evaluation. Although measurement invariance testing across gender groups reveals scalar to strict measurement invariance, the examination across age groups indicates metric invariance. However, Confirmatory Factor Analyses for the 18-30 and 50+ age groups, central to the research emphasis, reveal suboptimal model fit. These outcomes prompt a nuanced discussion on whether the WADS-G aptly captures age-discriminatory experiences across diverse age and gender cohorts among employees.

Whistleblowing in the travel industry: A research in the context of idealism and affective commitment

Whistleblowing is a topic that rarely garners attention in tourism, particularly within the travel industry. This research, delves into external whistleblowing in relation to idealism and affective organizational commitment. The study aims to examine how affective commitment and idealism influence the attitudes of travel agency employees towards external whistleblowing. Employing a quantitative approach, the study investigated these variables using data from 433 travel agency employees in Turkey. The findings indicate that these employees hold unfavourable opinions regarding external whistleblowing. Affective commitment and idealism are demonstrated to significantly impact attitudes towards external whistleblowing. Moreover, the data suggests that idealism does not moderate the correlation between affective commitment and external whistleblowing. This research represents one of the initial inquiries into whistleblowing within the travel industry. Typically, the effectiveness of organisational behaviours, such as affective commitment and external whistleblowing, may depend on the structural aspects of entrepreneurship, as well as the costs and benefits of such actions, rather than solely on the ethical orientation of individuals. The perception and reporting of unethical practices are heavily influenced by community culture, and Turkish culture, in particular, tends to foster a negative mindset towards reporting unethical behaviour externally.

Can the Monetary Sentimental Value Resolve the Damage of Monetary Rewards to Work Engagement and Affective Organizational Commitment?

Purpose: Monetary rewards have always been an effective incentive method for enterprises. However, with the advent of the post-pandemic era, working from home and online meetings have become the norm. Under epidemic prevention and control measures, employees are inevitably experiencing negative emotions and even psychological problems, which pose a challenge to the incentive effect of traditional monetary rewards. This article proposes the concept of monetary emotional value based on research related to emotional value and cognitive evaluation theory, and explores its improvement effect on the effectiveness of monetary rewards. Participants and Methods: A questionnaire survey was conducted on 538 employees from six state-owned enterprises in China, including Shanghai, Anhui, and Wuhan. In order to reduce the effects of common method biases and causal lag effect, this study is divided into three stages for data collection, with a time interval of half a month. The hypothesis test was carried out by hierarchical regression analysis, bootstrap and Johnson-Neyman method. Results: The results show that when the monetary sentimental value was high, the interaction between monetary rewards and monetary sentimental value had a strengthening effect on affective organizational commitment and work engagement; When the monetary sentimental value is low, the interaction between monetary rewards and monetary sentimental value has a weakening effect on affective organizational commitment and work engagement. This result confirms the role of monetary sentimental value, which can alleviate the negative impact of monetary rewards on affective organizational commitment and work engagement. Conclusion: This paper proposes the concept of monetary sentimental value, in response to Fletcher’s call to explore the carrier of sentimental value as the main research direction in the future, and expands the research content and application scope of sentimental value. Then, this paper reveals the guiding role of monetary sentimental value in the effectiveness of monetary rewards, which not only responds to Mickel’s viewpoint of neutrality in monetary rewards, but also enriches the connotation of the overall value of money. In addition, by verifying the positive role of monetary sentimental value in the process of influencing employees with monetary rewards, the understanding of the boundary conditions for the effectiveness of monetary rewards has been strengthened, providing some reference for organizations to implement monetary rewards more effectively.

The predictive ability of government secondary school principals’ talent management practice with emotional organizational commitment from the point of view of teachers in Kuwait

The present study aimed to investigate the predictive ability of the talent management practices of school principals to the affective organizational commitment of teachers in the State of Kuwait. To achieve this goal, correlation approach was used. The Talent Management Scale and the Affective Organizational Commitment Scale were applied to a random sample of 202 male and female teachers from Kuwait City schools. The results of stepwise regression analysis revealed that development and reward management practices were statistically significant predictors of affective organizational commitment predictive ability to emotional commitment, while identifying critical positions and competence training did not predict affective organizational commitment. The study recommends conducting more studies to investigate the predictive role of identifying critical positions and competence training practices in affective commitment.

Validation of the Italian version of the Dark Tetrad at Work scale.

This study presents and validates the Italian adaptation of the Dark Tetrad at Work (DTW) scale, an instrument for assessing four socially aversive personality traits (narcissism, Machiavellianism, psychopathy and sadism) in the context of the workplace. A total of 300 Italian-speaking participants (50% female, M age = 32 years ± 9.2) and 253 English-speaking participants (38% female, M age = 39 years ± 12.1) were recruited via an online survey platform. The Italian-speaking sample was used to test the factorial structure, reliability and criterion-related validity of the Italian version of the DTW, whereas the English-speaking sample was used to test cross-language measurement invariance. Results from confirmatory factor analysis showed that the original four-factor model provided the best fit to the data. The Italian DTW scale demonstrated acceptable internal consistency, with reliability coefficients of ω = .77 for narcissism, ω = .80 for Machiavellianism, and ω = .81 for both psychopathy and sadism. Concurrent associations between the DTW scales and negative and positive workplace outcomes supported the criterion validity of the scale. Machiavellianism, psychopathy, and sadism positively correlated with counterproductive work behaviors and workplace bullying, and negatively with organizational citizenship behaviors and affective organizational commitment. In contrast, narcissism exhibited a unique pattern: It correlated positively with positive workplace behaviors and negatively with counterproductive behaviors toward the organization, but it was also found to be a significant predictor of workplace bullying. This finding may reflect multidimensional nature of narcissism, but a note of caution is warranted in interpreting this result, as all measurements relied on self-report instruments, introducing the possibility of socially desirable associations influencing the outcomes. Finally, the comparison with the English sample established configural, full metric and partial scale invariance, allowing for valid cross-language comparisons between Italian and English-speaking populations in the future. Preliminary Italian normative data were provided to offer a benchmark for the interpretation of DTW values. This study provides a reliable and valid instrument tailored to the Italian workforce, enhancing our understanding of dark personality traits within organizational contexts and providing organizations with an effective means to address and manage dark personality traits for a healthier workplace culture.

The impact of nepotism on employee organisational attitudes in accommodation enterprises Yunus Topsakal, Abdurrahman Dinç, Ezgi Özcan

This study investigates the impact of nepotism in the hotel industry on affective organisational commitment, identity, cynicism, and trust. These key factors, which are the focus of the study, will be analysed in detail to provide a sector-specific perspective. The research will mainly focus on understanding the sector-specific dynamics of each effect by concentrating on the employees' perceptions of these factors. The results of a survey conducted on 397 employees employed in 5-star hotels in Northern Cyprus found that nepotism exerts an adverse influence on employees' levels of affective organisational commitment, organisational identification, cognitive cynicism, behavioural cynicism, affective cynicism, trust in supervisors, and trust in co-workers. These implications underscore the importance for business managers to address issues related to the perception of nepotism, as doing so can significantly enhance the overall performance of their organisations. This study contributes to the existing literature by filling a knowledge gap and offering valuable insights for academics, researchers, and other stakeholders.

Unlocking the relationships between developmental human resource practices, psychological collectivism and knowledge hiding: the moderating role of affective organizational commitment

PurposeThis study aims to draw on social exchange theory and reciprocity norm to examine the direct effects and mechanisms through which developmental human resources (HR) practices influence employee knowledge hiding behaviors. Additionally, the authors investigate the mediating role of psychological collectivism and the moderating role of affective organizational commitment.Design/methodology/approachTo test the research model, the authors employed a three-stage time-lagged study design and surveyed a sample of 302 employees in China. The authors utilized confirmatory factor analysis, hierarchical regression analysis and the bootstrapping method using statistical product and service solutions (SPSS) and analysis of moment structures (AMOS) to test the hypotheses.FindingsThe findings indicate the following: (1) Developmental HR practices are negatively associated with playing dumb and evasive hiding, but positively linked with rationalized hiding; (2) Psychological collectivism serves as a mediating factor in the relationship between developmental HR practices and knowledge hiding; (3) Affective organizational commitment not only moderates the relationship between developmental HR practices and psychological collectivism, but also reinforces the indirect impact of developmental HR practices on knowledge hiding.Originality/valueThis study offers a fresh perspective on previous research regarding the impact of developmental HR practices on employee behavior. Furthermore, it provides practical recommendations for organizations to enhance knowledge management by fostering stronger emotional connections between employees and the organization.

Investigating the impact of temporary nurses on permanent nurses' commitment via perceptions of illegitimate tasks: Across-sectional study.

To explore illegitimate tasks as a potential mechanism that links permanent nurses' perceived exposure to temporary nurses to lower levels of affective organizational commitment. A time-lagged cross-sectional survey study. Survey data from N = 239 permanent nurses in the German-speaking part of Switzerland were analysed via Structural Equation Models. The study revealed a negative relationship between permanent nurses' perceived exposure to temporary nurses and their level of organizational commitment that was mediated by perceptions of unreasonable and unnecessary tasks. Healthcare institutions increasingly depend on temporary nurses to fill staffing vacancies. Our data suggest that the deployment of temporary nurses may have adverse effects on permanent nurses' affective organizational commitment via perceptions of illegitimate tasks. Our quantitative survey study provides a novel, theory-driven understanding of how perceived exposure to temporary nurses may impact work-related attitudes of permanent nurses. Our findings suggest that the clinical community should limit permanent nurses' exposure to temporary nursing staff to protect their commitment. If this is not possible, we encourage strategies to counteract associated feelings of illegitimacy, for example, by showing appreciation for permanent nurses' willingness to take over responsibility for temporary nurses. The study adheres to the STROBE reporting guidelines for cross-sectional studies. No patient or public contribution.

How Does Psychosocial Safety Climate Address Hotel employees’ Job Embeddedness and Organizational Commitment During Crisis?

ABSTRACT The pandemic crisis has prompted hotel employees to look for more stable jobs, resulting in a labor shortage that may impede the recovery of the hotel industry. Drawing upon the job demands-resources model, the current research intends to investigate how COVID-19-induced job risk and job stress influence employees’ affective organizational commitment under the mediating role of job embeddedness and the moderating role of psychosocial safety climate. Analytical results from the data obtained from 583 hotel employees reveal that job embeddedness significantly mediates the effects of both job risk and job stress on affective organizational commitment. Additionally, the moderating impact of psychosocial safety climate from perceived job risk is statistically significant, showing that employees with a low degree of psychosocial safety climate are more inclined to reduce their job embeddedness, whereas no difference was found in the effect from job stress.

The moderating effect of leader-member exchange on the relationship between technostress and organizational commitment

Purpose Based on the conservation of resource theory, this study aims to develop and test the relationship between workplace technostress and affective organizational commitment. It assumes that the direct relationship between workplace technostress and affective organizational commitment is moderated by perceived organizational support. Design/methodology/approach For this, this study used a survey method and multiple regression analyses with multisource data from 257 Korean employees. Findings The results suggest the following. First, workplace technostress was negatively associated with affective organizational commitment fully. Second, there was a stronger negative relationship between workplace technostress and affective organizational commitment for employees with low as opposed to those with high levels of leader–member exchange. Practical implications This study provides practical implications that are directly related to the performance management of employees under technostress. Originality/value To the best of the authors’ knowledge, this study is the first one to examine the moderating effect of leader–member exchange on the relationship between technostress and affective organizational commitment.

Influência do sistema de mensuração do desempenho na satisfação no trabalho e no comprometimento organizacional

Abstract Purpose: This study analyzes the influence of diagnostic and interactive use of the performance measurement system (PMS) on job satisfaction and affective organizational commitment. Originality/value: The study provides empirical evidence that contributes to highlighting the contrasting findings in the literature on how the use of PMS influences job satisfaction and the affective organizational commitment of individuals. Design/methodology/approach: A survey was carried out with middlelevel managers of companies featured in the Best Companies to Work For ranking by the Você S/A magazine, where a sample of 167 valid responses was obtained. We applied the structural equation modeling to test the hypotheses. Findings: The results show a direct relationship between the interactive use of PMS and job satisfaction. They also indicate a direct connection between job satisfaction and affective organizational commitment. Furthermore, they show that diagnostic use directly impacts affective organizational commitment, while interactive use indirectly impacts affective organizational commitment by mediating job satisfaction. These results contribute to the literature by revealing that PMS’s diagnostic and interactive uses result in different psychological consequences, such as job satisfaction and affective organizational commitment. They also contribute by reinforcing the previous literature regarding the complementarity and interdependence of the dual role of the PMS in the organizational context since the interactive use provides a flexible basis for the performance of activities, and the diagnostic use requires alignment of individual behaviors with organizational standards.

CULTIVATING ORGANIZATIONAL COMMITMENT: THE IMPACT OF EMOTIONAL LABOR AND THE MEDIATING ROLE OF EMOTIONAL EXHAUSTION

Abstract -  The study aims to understand better the connections between emotional labor and emotional exhaustion and the relationship between affective organizational commitment and emotional exhaustion. Also, this study examines the mediating role of emotional exhaustion between emotional labor and affective organizational commitment. Researching how emotional laborers deal with their day-to-day difficulties in managing their emotions and understanding strategies and factors impacting their stress levels will help organizations create policies and practices that support employees in managing their emotions and well-being. This study examines the mediating effect of emotional exhaustion on emotional labor and affective organization commitment. The respondents are heterogeneous and come from a range of industries. The design of this investigation was based on a quantitative methodology. Structural Equation Modelling-Partial Least Squares (SEM-PLS) examined the causal link among variables. The data was collected through Google Forms, and 136 responses were collected. This study revealed that emotional labor positively affects emotional exhaustion, showing that employees who use a surface-acting strategy typically experience higher levels of emotional exhaustion. The relationship between emotional exhaustion and organizational commitment is mediated by emotional exhaustion. Emotional exhaustion negatively affects affective organizational commitment. The researcher learned that surface acting in emotional labor significantly contributes to emotional exhaustion. It is also important for leaders to understand the factors leading to emotional exhaustion and how leaders can mitigate the risk of employees getting emotionally exhausted.
 Keywords: Affective Organizational Commitment; Emotional Exhaustion; Emotional Labor; Organizational; Commitment

Examining the impact of servant leadership on turnover intention via organizational affective commitment as mediation: Empirical study

This study's objective is to examine the influence of servant leadership on turnover intention and the impact of organizational affective commitment as a mediator between these two relationship constructs. This investigation employs a quantitative methodology by surveying restaurant employees in Surabaya using questionnaires. Utilizing Structural Equation Modeling Partial Least Square (SEM PLS), the collected survey data were analyzed. 78 restaurant employees participated in this investigation as respondents. According to the findings of this study, servant leadership and affective organizational commitment have a significant negative effect on turnover intention. In addition, affective organizational commitment can substantially and negatively moderate the relationship between servant leadership and turnover intention. In this research, both theoretical and practical implications are discussed.

Strategic human resource management practitioners' emotional intelligence and affective organizational commitment in higher education institutions in Georgia during post-COVID-19.

The COVID-19 pandemic has significantly affected the global workforce, presenting unprecedented challenges to managers and practitioners of strategic human resource management. Pandemic-influenced changes in the employment relationship highlighting the need for adaptation in order to facilitate a return to pre-pandemic conditions. Crises such as this can have a detrimental effect on employees' psychological contract, which in turn can hinder the organization's ability to thrive in the post-COVID-19 era and impede the development of high commitment levels in the aftermath of the crisis. Emotional intelligence plays an increasingly vital role in effectively navigating the crisis and providing support to employees, while also facilitating the reconstruction of the psychological contract. Therefore, this study aims to explain the role of emotional intelligence of strategic human resource management practitioners on affective organizational commitment and the possible mediating effect of the psychological contract in that relationship. A quantitative study took place in February 2023 among 286 HR directors, HR managers, and HR officers in higher education institutions in Georgia. Partial Least Squares for Structural Equation Modelling was applied for data analysis. The results revealed that the emotional intelligence of strategic human resource management practitioners has a positive impact on the psychological contract and the affective organizational commitment. This study supports the idea that emotional intelligence can transform strategic human resource management practitioners into individuals who engage in people-orientated activities. These activities aim to effectively acquire, utilize, and retain employees within an organization. The study also suggests that emotional intelligence can provide solutions to maintain high employee commitment during times of crisis and in the aftermath of unprecedented situations.

How Does Servant Leadership Affect Turnover Intention a Company?

The food and beverage industry continues to experience positive and substantial development from year to year. Nonetheless, attrition rates range between 60% and 300%. This study investigates the relationship between servant leadership, affective organizational commitment, and turnover intention. In addition, this study seeks to examine the role of affective organizational commitment as a mediator between servant leadership and turnover intention. This study's sample consisted of 78 restaurant employees. The technique used for data analysis was Structural Equation Modeling Partial Least Square (SEM PLS). According to the findings of the study, servant leadership and affective organizational commitment had a significant negative impact on turnover intention. Lastly, affective organizational commitment can substantially and negatively moderate the effect of servant leadership on turnover intention.

Work Social Support and PTSD in Police Officers: The Mediating Role of Organizational Commitment

The military police officers of Rio de Janeiro are often exposed to critical incidents in routine work that may have a potentially traumatic effect on their mental health, such as post-traumatic stress disorder (PTSD). This study aims to explore the protective role of work social support (i.e., emotional, instrumental, and informational) and affective organizational commitment (and its mediation effect) in facing PTSD, considering these variables as essential resources in the work context according to the conservation of resources theory (COR) approach. This is a cross-sectional study, with a sample of 329 military police officers from Rio de Janeiro, Brazil, who were administered a questionnaire of sociodemographic variables, the Critical Incident History Questionnaire (CIHQ), the Post-Traumatic Stress Disorder Checklist 5 (PCL-5), the Perceived Social Support at Work Scale (EPSST), and the Affective Organizational Commitment Scale. It was found that only emotional support showed a significant association with affective commitment and PTSD symptoms. Affective organizational commitment, in turn, partially mediated the relationship between emotional support and PTSD. These findings shed light on the importance of organizations, such as the military police, in promoting the development of psychological resources like emotional support and affective commitment to mitigate PTSD and promote a sustainable work environment.

(Not) seeing eye to eye on developmental HRM practices: perceptual (in)congruence and employee outcomes

This paper focuses on perceptions of Developmental HRM Practices (DHRMP) and their relationship with employee outcomes. We extend the currently existing and predominant social exchange perspective with insights from uncertainty (reduction) theory, to examine vertical (between employee and supervisor) and horizontal (between employee and co-workers reporting to the same supervisor) (in)congruences in DHRMP perceptions, and their relationships with employees’ affective organizational commitment (AOC), turnover intention and proactive behavior. Data from 369 employees in 46 teams, and multi-level polynomial regressions show that for vertical (in)congruence, AOC and turnover intention are most favorable when both the employee’s and supervisor’s perceptions are congruent and positive. This nuances previous research rooted in social exchange theory as it implies that positive employee perceptions of DHRMP, in isolation, are insufficient to maximize both outcomes. In contrast, we find the highest proactive behavior for employees perceiving positive DHRMP, irrespective of their supervisor’s perceptions. Finally, for horizontal (in)congruence, AOC and proactive behavior are highest when the employee’s perceptions are more positive than their co-workers’, and suboptimal when both parties have similarly positive perceptions. This suggests that incongruence in DHRMP perceptions is not necessarily counterproductive.

Workplace guanxi and knowledge sharing of academics

ABSTRACT This research intends to examine whether and how university academics’ workplace guanxi has impact on their display of knowledge sharing. Cross-sectional data were collected from 485 academics in seven universities across Guangdong Province, China. A multi-mediation path model from workplace guanxi to knowledge sharing via leader-member exchange, team-member exchange, job satisfaction and affective organisational commitment was analysed using structural equation modelling. The results of this research support the positive relationship between workplace guanxi and knowledge sharing, but only at the co-worker level. Two paths of indirect effect were identified between co-worker guanxi and knowledge sharing. One path is of the full mediation of team-member exchange alone. The other path is of the full mediation of team-member exchange and job satisfaction, consecutively. This research extends the knowledge of workplace guanxi and knowledge sharing via providing an insight on the relational mechanism between them, while targeting the academics of higher education.