Continuance Commitment Research Articles

보육교사의 긍정심리자본, 조직몰입, 조직건강성이 영유아권리존중 보육실행에 미치는 영향

Objectives This study examines the relationship between childcare teachers' positive psychological capital, or-ganizational commitment, organizational health, and childcare practices respecting the rights of infants and young children, and examines the influence that childcare teachers' positive psychological capital, organizational com-mitment, and organizational health have on childcare practices respecting the rights of infants and young children. analyzed.
 Methods A survey was conducted on 320 childcare teachers working at daycare centers in Seoul from November 1 to November 30, 2022, via mobile link and mail. The collected data were subjected to frequency analysis, de-scriptive statistics, reliability test, correlation analysis, and multiple regression analysis using SPSS 21.0 program.
 Results First, there was a significant positive correlation between childcare teachers' positive psychological capi-tal, organizational commitment, organizational health, and childcare practices that respect infants' rights. Second, when looking at the influence of positive psychological capital, organizational commitment, and organizational health of childcare teachers on childcare practices that respect infant rights, self-efficacy, optimism, resilience, continuous commitment among organizational commitments, normative commitment, organizational climate among organizational health, director leadership, and teacher's ability significantly affect daily work and respect, and optimism among positive psychological capital for children's best interests.
 Conclusions Childcare teachers' positive psychological capital, organizational commitment, and organizational health affect the implementation of childcare that respects the rights of infants and young children. Support and efforts are needed to cultivate childcare teachers' positive psychological capital, prepare measures to increase or-ganizational commitment, and strengthen organizational health. suggests.

The effect of trust and social pressure on member commitment in agricultural cooperatives – Evidence from China

AbstractMember commitment has an impact on the viability and success of cooperatives. While there are studies on member engagement in European and American cooperatives, empirical research on member commitment in Chinese agricultural cooperatives is rare. Using a sample of 391 farmer cooperative members in China, this study investigates the factors associated with member commitment, particularly whether trust in the cooperative leadership and social pressure at village level affect member commitment. In addition, the study explores the pathway how trust and social pressure affect member commitment by employing structural equation modelling. Our results show that both trust and social pressure are positively associated with the three components of member commitment – affective commitment, continuance commitment and normative commitment – in a direct way. Furthermore, trust in the leadership impacts affective commitment indirectly via the mediation of member participation. These findings can be used by cooperative leaders, policy makers and rural administrators to strengthen member commitment and thereby the economic viability of agricultural cooperatives and the communities in which they are embedded.

Manpower Development and Employee Commitment in Selected Local Government Areas in Delta State

Nigerian local governments have been investing in employee training and manpower development over the years to improve the institutions' overall performance and level of dedication. This is because it is acknowledged that training and workforce development play a critical role in achieving organizational goals and objectives. Thus, in a few Delta State local government units, this study looked at the relationship between employee commitment and manpower development. Using a self-administered questionnaire, 390 employees provided data, and the Taro Yamane method was used to calculate the sample size. With the help of the Statistical Package of Social Science (SPSS) version 23.0, the collected data was analyzed using percentages and frequency, Pearson's correlation coefficient, and linear and multiple regression. The results showed that employee commitment (affective commitment, continuance commitment, and normative commitment) was highly influenced by manpower development. The study came to the conclusion that employee commitment and manpower development increase organizational effectiveness. Therefore, in order to effectively improve employee performance and organizational effectiveness, policies that enhance workplace commitments and duties must be promoted. Therefore, among other recommendations made by the study, the management of Delta State's Local Government Councils should set up programmes for staff members' professional and personal growth. This means making long-term plans for career development initiatives. Employee commitment (affective, continuance, and normative commitments) will be greatly increased as a result, and employees will be able to meet their goals.

The Mediating Role of Self-Esteem in the Relationship Between Perceived Ethnic Discrimination and Continuance Commitment of Migrant Workers.

This study aims to examine the relationship between perceived ethnic discrimination by migrant workers (applicants for international protection) and continuance commitment, and to analyze whether this relationship is mediated by self-esteem. In addition, it aims to contribute to the literature on the organizational outcomes of perceived ethnic discrimination. This research was conducted through a questionnaire survey of 411 migrants who applied for international protection in Turkey. As a result of the study, perceived ethnic discrimination was found to be a predictor of continuance commitment and self-esteem. In addition, it was observed that self-esteem has a mediating role in the relationship between perceived ethnic discrimination and continuance commitment. The results offer important implications for organizations and organization managers on how migrant workers should be managed and which issues require specific attention. The application of the study on migrant workers and the examination of these variables provide important contributions and practical implications to the literature. In addition, this is a rare study that examines the mediator model with the variables specified in the model using social identity theory, which has not yet been widely covered in existing literature.

PLS-SEM assessment of the impact of job satisfaction on the organisational commitment of women quantity surveyors

This study investigates the impact of job satisfaction on the organizational commitment of women quantity surveyors (WQS) in the South African construction industry. This investigation was done to promote female participation within the construction industry by establishing significant job satisfaction factors that organizations can improve upon. A post-positivism philosophical approach, using a questionnaire survey, was employed to obtain quantitative data from registered WQS. The data obtained were analyzed using frequencies, percentages, mean item scores, Kruskal–Wallis H-test, and partial least square structural equation modelling (PLS-SEM). Using the organization commitment scale developed in past studies, it was found that WQS in the study area exhibited more continuance commitment. Also, their job satisfaction level is below average. PLS-SEM revealed that the continuance commitment exhibited is negatively influenced by the job satisfaction variables. The findings of this study provide valuable benefits to employers of construction organizations as the creation and enhancement of supportive work practises, structures, and cultures can help to attract and retain female quantity surveyors in the construction sector.

Advancing sustainable entrepreneurial universities: sustainability transformations of university business incubators in Germany

Given the profound environmental and societal challenges, many higher education institutions (HEI) have adopted sustainability as a central mission to induce desirable societal impacts. While previous research investigated the transformation processes of HEIs toward sustainability, few studies took an explicit entrepreneurial perspective and questioned its implications for the Entrepreneurial University (EU) model. To address this gap, our study explores the emergence and pursuit of a Sustainable Entrepreneurial University (SEU). We specifically focus on the role of sustainable university business incubators (UBIs) as primary institutions of entrepreneurship within the SEU model. Using a multiple-case study of four German UBIs, we illustrate how they embarked on their sustainability journey, developed internal capacities to support sustainable entrepreneurship, and overcame various barriers during their transformation trajectories. Our analysis identifies six distinct sustainability transformation stages and proposes a stylized model to explain the emergence of sustainability in UBIs. Based on these findings, our study discusses several theoretical implications for the SEU. We illustrate that SEU sustainability impacts evolve over time and that continuous leadership commitment is a mediating factor. Moreover, our results suggest that SEUs strategically engage in external partnerships with alternating functions. Given the urgency to promote sustainable entrepreneurship in HEIs, the study concludes with several practical recommendations for practitioners and policymakers. Moreover, it offers suggestions for future research to explore the potential of SEUs and their contribution to addressing pressing societal and ecological challenges.

Organizational commitment, religiosity, and auditors’ responsibility for fraud detection

The government auditor plays a crucial role in the oversight and prevention of fraudulent activities inside the government. The examination of elements that influence the auditor's responsibilities in identifying fraud holds significant importance. This is also supported by previous literature, which states that there is quite a lot of understanding related to fraud behavior that has not been explored in the fields of accounting and auditing. This study aims to examine the influence of affective commitment, continuance commitment, normative commitment, and religiosity on the fraud detection responsibility of the auditor. The present study employed a quantitative methodology utilizing a survey-based research design. The participants in this research comprised a sample of 101 government auditors employed at the Audit Board of the Republic of Indonesia. The hypothesis was tested using Structural Equation Modeling-Partial Least Squares (SEM-PLS). The results showed that affective commitment, continuance commitment, normative commitment, and religiosity have a positive influence on the auditor’s responsibility in detecting fraud. This study also confirms the Theory of Planned Behavior (TPB). This research contributes to the development of literature related to behavioral accounting, especially regarding fraud detection responsibility. The implication of this research is that it is important for the audit board, especially human resource management, to consider providing activities that can increase the organizational commitment and religiosity of auditors, which can then be used as motivation for auditors to increase their responsibility in detecting fraud.

The Interplay of Extrinsic and Intrinsic Motivational Factors on Teachers’ Continuance and Affective Commitment

This study aimed to evaluate the motivational levels of junior high school teachers in Dumaguete City, focusing on extrinsic and intrinsic motivation and their affective and continuance commitment. A descriptive correlational survey was employed, and statistical analysis was performed using weighted mean, frequency distribution, percentage, Pearson r, and Kruskal–Wallis test. The findings indicate that teachers' extrinsic and intrinsic motivational levels are high. Additionally, their commitment to their job is also high in terms of affective and continuance commitment. The study found a strong significant relationship between motivational levels and affective commitment, while the relationship with continuance commitment was weak but still significant.

Deep Structure Usage of Electronic Patient Records: Enhancing the Influence of Nurses’ Professional Commitment to Decrease Turnover Intention

Background: Organizational turnover exacerbates the shortage of nurses in the global workforce. However, no study has yet explored how deep structure usage—nurses’ integration of electronic patient records into nursing practice delivery—reduces their turnover intention and moderates the impact of affective, continuance, and normative professional commitment on their turnover intention.Aims: To ascertain (1) the linkage between the deep structure usage of electronic patient records and nurses’ organizational turnover intention and (2) the moderating role of deep structure usage on the associations between elements of commitment (affective, continuance, and normative) and turnover intention.Methods: Using a cross‐sectional survey and proportionate random sampling by ward unit, we collected data from 417 full‐time nurses via a self‐administered questionnaire. We performed hierarchical regression analyses to test the study hypotheses.Results: Deep structure usage was not directly related to organizational turnover intention (β = −0.07, p = 0.06). However, the results suggested that deep structure usage may enhance the effect of high affective commitment on nurses’ organizational turnover intention (β = −0.09, p = 0.04), while potentially mitigating the effect of low continuance commitment on organizational turnover intention (β = 0.10, p = 0.01).Conclusions: Deep structure usage of electronic patient records helps to ease nurses’ workload and facilitates their retention, which is particularly due to their affective commitment (attachment) but not their continuance commitment (switching costs).Implications for Nursing Management: Nursing management may advise hospital management that medical records systems need to be improved and fully embedded for nursing care delivery, as a more in‐depth use of these systems can help to retain nurses.

Kako interna društvena odgovornost utiče na posvećenost zaposlenih? Istraživanje u uslužnom sektoru u Srbiji

Purpose: Despite the increasing importance of internal social responsibility (ISR), there has been limited research on employees" perceptions regarding social responsibility (SR) and its influence on employees" behavior within service companies. Employees play a crucial role in service delivery in these companies. The present study specifically concentrates on the effects of ISR on organizational commitment with a special emphasis on service companies. The primary goal of this study is to investigate the impact of ISR on organizational commitment components, i.e. affective, continuance and normative commitment in service companies. Methodology: Data were collected using an adapted questionnaire. Descriptive, correlation and regression analysis were applied to examine the hypotheses. Findings: The findings indicate a meaningful positive influence of ISR on affective, continuance and normative commitment among employees. Implications: This emphasizes the importance of integrating ISR into companies" business strategies, especially those oriented towards employees. Recognizing and prioritizing ISR can enhance employees" commitment, motivation and retention, ultimately contributing to organizational success.

Organizational Climate as Predictor of Job Commitment Among Nurses in Government Hospitals in Davao de Oro

The study used a descriptive-predictive research design to determine whether organizational climate can predict job commitment among staff nurses in government hospitals in Davao de Oro. One hundred staff nurses were chosen through quota sampling for the study. The study utilized adapted questionnaires to measure organizational climate and job commitment. The questionnaires were validated (CVI = 1.00) and tested for reliability, yielding Cronbach alpha results of 0.099 for organizational climate and 0.097 for job commitment. Findings revealed that most respondents were middle-aged female nurses working in hospital settings, earning within the mid to senior salary grade range. The study revealed a high level of organizational climate, particularly in the role clarity aspect, though improvements are needed in the reward system domain. Additionally, job commitment among staff nurses was found to be high, especially in continuance commitment, but lower in affective commitment A significant positive relationship between organizational climate and job commitment was identified, suggesting that enhancing organizational climate can improve job commitment among staff nurses. Nonparametric regression indicated that organizational climate predicts job commitment, although a small portion of variation remains unexplained, implying potential influences from other factors.

Employee Welfare and Job Commitment among Non-Academic Senior Staff of Tertiary Institutions in Bayelsa State, Nigeria

Job commitment is the degree to which an employee identifies with the organization and wants to continue actively participating in it. Commitment is one of the important consequences of employee welfare maintenance. The study investigated employee welfare and job commitment in tertiary institutions in Bayelsa State, Nigeria. The study was guided by 3 research questions with their corresponding null hypotheses. The methodology of the study is correlational research design. The population for the study was 1,730 senior non-academic staff of tertiary institutions in Bayelsa State. A total of 325 respondents were selected from senior non-academic staff of tertiary institutions in Bayelsa State. Data was collected through a means of researcher-designed questionnaire. The instrument also went through reliability testing which showed that the instrument was reliable enough for the study. Kendall’s tau-b Correlation Coefficient was used to analyze the data that was generated. Welfare was found to have a strong relationship with the dependent variables namely job commitment. The analysis shows that welfare is positively and significantly related to affective, normative, and continuance commitment among senior non-academic staff of tertiary institutions in Bayelsa State. It was concluded that good and positive employee welfare of an institution is an outcome of many things: such as appropriate employee welfare packages, employees’ satisfaction, long-term strategic moves of institutions, effective policies, and so on. Based on the findings it was recommended among others that there should be some empirical measures on how to promote employee welfare internally and externally; maybe through workers’ welfare packages and sponsorship.

Influence of Organizational Commitment and Job Satisfaction on Employees’ Intention to Provide eWOM: The Moderating Role of Perceived Company Reputation

Staff word-of-mouth is a largely overlooked way to increase organizational attractiveness and recruit valuable human resource through employee referrals. The purpose of this research is to assess the influence of job satisfaction and organizational commitment on the employees’ willingness to convey positive information about their company on social networks. Our findings show that job satisfaction and affective commitment directly affect electronic word-of-mouth propensity, while the influence of continuance and normative commitment is strongly moderated by the perceived company reputation. These results indicate that companies can use satisfaction and affective commitment, as well as reputation, as leverages for driving employees to generate positive staff word-of-mouth in the online environment.

FEAR OF COVID-19, POST-TRAUMATIC GROWTH AND ACADEMIC MOTIVATIONS OF STUDENTS CLINICAL PRACTICING DURING THE PANDEMIC: CROSS-SECTIONAL STUDY

Aim: This cross-sectional, prospective study examines the effects of clinical practice during the pandemic on university students’ fear related COVID-19, post-traumatic growth and academic motivation. Methods: A total of 110 students (third year 62, fourth year 48) from a state university were included. In the study, the sample size was not calculated and it was aimed to reach all students. Data were collected through online surveys using the Fear of COVID-19 Scale (FCV-19S), Academic Motivation Scale (AMS) and Post Traumatic Growth Inventory (PTGI). Descriptive statistics, t-test, Wilcoxon signed rank test and pearson/spearman correlation tests were used for analyses. Results: A notable change was observed in the FCV-19 scores assessments of the students when comparing pre-clinical and post-clinical training (p<0.05). However, no marked change was noted in the PTGI assessments in the corresponding timeframe (p>0.05). A significant positive correlation existed between FCV-19S and PTGI scores before clinical practice (p<0.05), yet no such relationship was found with PTGI and AMS sub-dimensions. Midwifery students commenced their clinical practice amidst the pandemic with elevated levels of COVID-19 fear but concluded the experience with a significant reduction in fear and positive psychological changes. Conclusion: These findings underscore the students’ patience and adaptability in facing pandemic-induced stress. Moreover, the stability in academic motivation levels reflects their continued commitment to their educational processes and determination to provide healthcare during the pandemic. This study highlights the critical importance of educational and psychological support systems in the face of global health crises.

Drivers and Moderators of Direct Selling Business Outcomes: Why I Participate Affects How I Perform

Firms using a direct selling (DS) distribution channel delegate selling and sales management responsibilities to an independent-contractor distributor force. The DS firm’s inability to directly control distributors’ efforts, and the fact that most active distributors choose to work part-time rather than full-time at their DS business, makes an examination of the drivers of DS performance outcomes important for academic study and empirical insight. Drawing on the sales performance, organizational commitment, and direct selling literatures, we investigate the effects of continuance commitment factors on distributors’ two most salient performance outcomes (income from direct selling and size of downline) with a dataset from 16,388 DS distributors across 68 companies. We further consider two reasons for being a DS distributor as moderators of the drivers of our performance outcomes: ‘direct selling as a career and products at a discount’. The associations of our continuance commitment factors with performance outcomes are reinforced with the identification of a career reason, and with the non-identification of a discount buying reason, for being a distributor. Our moderator ‘direct selling as a career’ is the strongest, but both moderators are significant. The model’s strong explanatory results and significant moderating effects show that DS distributors are segmented by their underlying reasons for participation in the DS business opportunity.

The Challenges of Implementing Good Health and Well-Being During a Pandemic: A Case Study of the Behavior of Using Telemedicine Services in the Younger Generation.

Objectives: Telemedicine has emerged as a crucial tool in addressing public health requirements, particularly during a pandemic. This aligns with the third Sustainable Development Goals (SDGs) objective of ensuring healthy lives and promoting well-being for all ages. The current generation demonstrates a greater proficiency in modern technology, prompting researchers to investigate their views and behavior trends in telemedicine. Methods: This research is aimed at examining the telemedicine adoption patterns of Generation Y and Generation Z by dividing them into two groups. Study Group 1 is comprised of those who have known modern technology but have yet to gain experience in using telemedicine. Meanwhile, Study Group 2 is comprised of those who had used telemedicine services. Utilizing structural equation model (SEM) analysis, this research investigates the magnitude of influence exerted by various determinants on an individual's tendency to utilize telemedicine. Results: Findings from both study groups indicate that younger generations have positive attitudes towards telemedicine, significantly influencing their willingness to use telemedicine. Furthermore, the level of readiness for change emerges as a crucial factor in determining the degree of affective commitment to change, continuance commitment to change, and normative commitment to change. In addition, the participants' affective experience state significantly influences all three dimensions of commitment to change. Conclusion: The results suggest the importance of fostering a positive and pragmatic understanding of telemedicine among young people. This can be achieved by encouraging the use of telemedicine services and fully adopting the shift to telemedicine. Therefore, it is crucial to prioritize the development of a positive view towards telemedicine, provide excellent service experiences, and promote social flexibility to attract a large user base, especially among the younger population.

Comprehensive Overview of Denture Stomatitis from Etiology to Prevention

Denture stomatitis (DS) is an oral mucosal inflammation prevalent among denture wearers, characterized by diffuse or localized erythematous inflammation. Its occurrence, affecting 20%–80% of denture users globally, is nearly equal across genders, with a slight female predominance. The condition's etiology is multifaceted, involving poor oral and denture hygiene, continuous denture wear (especially overnight), and ill-fitting dentures leading to trauma. Candida albicans, along with other microbial agents, play a significant role in DS pathogenesis, facilitated by an environment conducive to fungal growth. Treatment and prevention strategies focus on patient education, behavior modification, and routine dental care. These include daily mechanical cleaning and appropriate disinfection of dentures, periodic professional maintenance, and avoiding constant denture wear. The review emphasizes the importance of distinguishing cleaning from disinfection and sterilization, highlighting effective methods like immersion in sodium hypochlorite solutions and microwave irradiation. Despite the efficacy of antifungal treatments, their use is limited due to the potential for recurrence. The review underscores the necessity for continuous commitment to denture hygiene and the benefits of using high-quality prosthodontic materials for denture maintenance and replacement. A comprehensive approach to managing DS contributes to the long-term resolution of clinical signs and reduces health risks in vulnerable populations.

Safeguarding the Future: The Critical Role of Child Vaccination in Cultivating a Healthy Generation

Child vaccination stands as a pivotal element in public health, offering a robust defense against infectious diseases and contributing to broader societal well-being. This paper provides a comprehensive exploration of child vaccination, delving into its historical significance, scientific underpinnings, societal impact, educational dimensions, and global initiatives. In the Indian context, where healthcare challenges are diverse and densely populated, the importance of child vaccination is accentuated. The historical trajectory in India, from early efforts against smallpox to contemporary immunization programs, reveals significant strides and persistent challenges. Scientifically, vaccination relies on immunological principles, necessitating ongoing research, innovation, and rigorous scrutiny to ensure safety and efficacy. Societal benefits extend beyond individual protection, encompassing economic productivity, educational attainment, and global health security. Education and advocacy are crucial for the success of vaccination programs, addressing misinformation and fostering trust. Global initiatives led by organizations like WHO, UNICEF, and Gavi aim to ensure equitable vaccine access worldwide. Challenges persist, including vaccine hesitancy and ethical considerations around mandatory policies. The paper concludes by emphasizing the enduring importance of child vaccination as a beacon of hope, urging continued commitment, education, and collaboration to build a healthier and more resilient future for all

자원봉사센터 종사자의 LMX가 조직몰입을 매개로 조직시민행동에 미치는 영향 연구

Volunteer centers are non-profit organizations that pursue public interest and are an important foundation for the growth of civil society. Accordingly, the effect of LMX (leader-member exchange relationship) of volunteer center workers on organizational citizenship behavior by mediating organizational commitment was studied through this study. With the implementation of the Framework Act on Volunteer Activities in 2005, the establishment of an institutional system of volunteering has a significant meaning that the volunteer center has grown into a non-profit organization with an intermediate organizational character. Therefore, in order to study the impact of organizational citizenship behavior to improve the quality of volunteer center workers, a study was conducted on 519 paid employees who had worked at a volunteer center for at least 3 months. Descriptive statistical analysis, t-test, and structural equation model analysis were conducted as research methods. Several meaningful results were derived through the study, which are as follows. First, LMX had a positive (+) effect on emotional commitment and continuous commitment. However, LMX did not show an effect on organizational citizenship behavior. Second, emotional commitment and continuous commitment had a positive (+) effect on organizational citizenship behavior. Third, LMX influenced organizational citizenship behavior by mediating emotional commitment and continuous commitment. These research findings suggested the necessity of improving LMX and organizational culture to increase organizational commitment to improve organizational citizenship behavior of volunteer center workers.

Impact of Quality of Work Life on Employees' Commitment to Private Commercial Banks of Hetauda

The quality of work life (QWL) and employee commitment have been a subject of interest among managers and academicians for a long period to enhance organizational performance. Quality of work life is the quality of the relationship between employees and the total work environment, concern for the impact of work on individuals as well as on organisation effectiveness, and the idea of participation in organisational problem-solving and decision-making in concurrence with the ascertained importance of an employee’s role in the service exchange process. This present study attempts to test the relationship between the quality of work life and employee commitment in the commercial bank of Hetauda. The research is a cross-sectional field survey and correlational study. Among a total of 240 employees currently working in Hetauda, 150 employees were selected as the sample of the study in 2023. In order to fulfil the research objectives, the primary data were collected using structured questionnaires. Purposive sampling was used to collect data. Data were analyzed using both descriptive and inferential statistics tools as per the requirement to study the responses and findings were derived. The result of the study indicated that there was a positive correlation between the quality of work life (supervisor support, working conditions, professional development, adequate remuneration and work-life balance) and employee commitment (affective commitment, normative commitment and continuance commitment). The study concluded that there were theoretical and practical implications. Regression analysis showed that there was a significant impact of quality work life on employees (affective commitment, normative commitment and continuance commitments).