Continuance Commitment Research Articles

Impression Management and Employee Commitment in Akwa-Ibom Tertiary Institutions

General background: Employee commitment is crucial for organizational success, and impression management techniques may significantly influence this commitment. Specific background: Previous studies have examined the effects of impression management in organizational contexts, yet the specific dynamics in Nigerian tertiary institutions remain underexplored. Knowledge gap: The influence of exemplification, ingratiation, and self-promotion on different dimensions of employee commitment (affective, continuance, and normative) in Nigerian institutions has not been fully examined. Aims: This study aims to determine how these dimensions of impression management influence employee commitment and the moderating role of organizational culture. Results: Findings reveal a positive and significant relationship between impression management and employee commitment. Specifically, exemplification enhances affective commitment, ingratiation promotes continuance commitment, and self-promotion influences normative commitment. Organizational culture was found to strongly moderate these relationships. Novelty: This study provides new insights into the contextual effects of impression management on employee commitment in Nigerian tertiary institutions. Implications: The findings suggest that management should employ strategic impression management techniques to enhance employee commitment, fostering improved organizational performance and reduced turnover. Highlights: Impression management positively influences employee commitment in tertiary institutions. Exemplification enhances affective commitment, ingratiation promotes continuance commitment. Organizational culture strongly moderates the relationship between impression management and employee commitment. Keywords: Impression Management, Employment Commitment, Exemplification, Ingratiation, Self-Promotion

Exploring user adaptation behaviors toward mobile technology: a higher education perspective

PurposeGrounded in coping model of user adaptation (CMUA), this research aims to provide insights into understanding the social mechanism influencing faculty’s adoption and adaptation of mobile technology (MT). An extensive review of the literature highlights a significant gap in empirical research regarding the adoption of MT and faculty adaptation when viewed through the lens of group dynamics.Design/methodology/approachThis study is based on an exploratory study conducted at two engineering universities in France. A qualitative method enabled a comprehensive examination of faculty members using multiple field-based observations and semi-directive interviews at both University A and University B.FindingsWhile extant research tends to prioritize individual-level approaches, the integration of MT within higher education inherently involves social dynamics. Our results reveal that faculty’s perceived control and their initial perception over adoption of MT play an important role in shaping their adaptation behavior. The findings suggest that the adoption of MT among faculty members is influenced by various organizational factors. Specifically, the organizational logic of adoption affects their primary appraisal of MT, while group norms and social influence shape their adaptation acts. Furthermore, the organization’s continuous commitment to supporting faculty members also impacts their coping activities, ultimately influencing their overall adoption and utilization of MT.Originality/valueThis study builds upon the limited yet growing body of literature on a theme highly relevant for practitioners, scholars as well as MT users in a higher education environment. The paper extends the CMUA by exploring the relationship between MT adoption and continuous user adaptation at both group and organizational levels. Our proposed framework assists universities in articulating their MT adoption and implementation strategy in harmony with a clear vision of their users’ adaptation activities before, during and after the implementation.

The Principle of Righteousness and the Chosŏn–Ming and ROK–ROC Security Commitments*

This study addresses the question of why some decision‐makers and political elites in Chosŏn and the Republic of Korea (ROK) remained committed to the Ming Dynasty and the Republic of China (ROC) when the latter had declined in power. Based on the social psychological literature on righteousness, we explore this relationship through the lens of spontaneous and binding mechanisms. The former refers to voluntary help after reciprocity has been internalized as a duty, and the latter suggests that although individuals are reluctant to help, the fear of violating righteousness motivates continued commitment. Using the most‐different case design, this study finds supporting evidence from both the Chosŏn and the ROK periods. Specifically, Chosŏn loyalist officials insisted on aiding the weakened Ming and dethroned the rationalist King, Gwanghaegun. Moreover, those Korean elites who lived through the Korean Independence Movement and the Korean War emphasized diplomatic ties with the ROC even after the ROC lost its UN seat in 1971. By integrating social psychology and constructivism literature, the findings illuminate how the norms of righteousness shape decision‐makers' foreign policy and alliance commitment preferences.

Spiritual Experience as a Predictor of Organizational Commitment among Nurse Educators in Government Higher Education Institutions

Filipino spirituality is deeply rooted in their sense of meaning. In Filipino culture, spirituality transcends the religious aspect. This study aimed to determine if spiritual experience is related to and can predict organizational commitment among nursing educators. By examining how spiritual experience is related to organizational commitment, the research aimed to provide evidence of what can potentially predict loyalty to the workplace among nursing educators. The study utilized survey questionnaires to measure spiritual experience and organizational commitment. The questionnaires were administered online through Google Forms to 80 nurse educators currently teaching in government higher education institutions (HEIs) in the CALABARZON and NCR areas. Data analysis was conducted using JAMOVI. Participants have high (frequent) spiritual experience and average organizational commitment. Results revealed significant positive relationship between spiritual experience and affective commitment; spiritual experience and normative commitment; and spiritual experience and overall organizational commitment (total scale). Spiritual experience was also found to significantly predict affective commitment, normative commitment, and overall organizational commitment. Spiritual experience was not related to and did not predict continuance commitment. This study demonstrates that fostering and promoting the practice and expression of nurse educators' spirituality in the workplace may enhance organizational commitment. The findings of this study advocate for the integration of spirituality in the workplace, fostering an organizational culture centered on spirituality, wherein individuals discover meaning and purpose in their work.

Assessing the Impact of Women Discrimination in HRM Practices on Three-component Model (TCM) of Organizational Commitment: A Study on the Indian Banking Sector

Notably, social-psychological approaches such as relative deprivation theory (personal and collective) and social exchange theory posit that there exists a negative association between women discrimination in HRM practices and organizational commitment. It is pertinent to note that the study of organizational commitment is significant across behavioral and attitudinal perspectives as well as differing conceptualizations. Considering this, the present study aims to investigate the causal linkages between women discrimination in HRM practices and the three-component model (TCM) of organizational commitment in the Indian banking sector. To test the hypothesized relationships, partial least squares structural equation modeling (PLS-SEM) was used on a sample of 394 women employees from the following banks in Northern India—State Bank of India, Punjab National Bank, Housing and Development Finance Corporation Bank, and Jammu and Kashmir Bank. The results obtained revealed that women discrimination in HRM practices has a significant negative impact on all three components of the TCM approach of organizational commitment—affective commitment, continuance commitment, and normative commitment. Specifically, the negative effect was found more on affective commitment and normative commitment, unlike continuance commitment. Consequently, the current study has thrown light on theoretical and managerial implications along with directions for future research.

Reframing covenant for nursing: From individual commitments to covenant with society.

Today's constrained healthcare environment can make it very difficult for nurses to provide compassionate, competent, and ethical care, and yet their continued commitment to care is viewed as requisite. Nurses' commitment to care of patients, enmeshed with professional identity, may be understood as heroic. A few nursing scholars have advanced the concept of a nurse-patient covenant to explain or inspire nurses' commitment to care. Covenant describes an enduring relationship characterised by mutual promises and generous responsiveness. However, recent critique has revealed a general misunderstanding and misuse of the term covenant in much of the nursing literature whereby individual nurses are improperly and impossibly idealised as holding sole responsibility in the commitment to care. Such an interpretation obscures society's responsibilities in caring for both patients and nurses and contributes to the idealisation of nurses' commitment to extend themselves to fill in healthcare system gaps. Yet, the concept of a covenant relationship, when reframed as occurring between society and the profession of nursing, may lead us toward solutions to the very problems the originally misused concept sustained. Evidence within healthcare systems globally suggests that nurses' commitments are fragile or fragmented under duress due to increasing pressure, demands, and even risks. A reframing of covenant has the common good for society and nursing at its core and, we argue, may lead to a more sustainable nursing identity. We present the results of an exploratory project, undertaken to examine the utility and suitability of covenant as a relational framework for nursing. We explore a reframing of a covenant of care as a relationship between nursing and society, which may provide a fruitful path toward a sustainable, shared commitment for healthcare. This covenant of care re-centres shared work-a joint responsibility between society and nursing-as necessary for the common good.

When Saying "No" is the Right Choice: Tactfully Declining Managerial Promotions

This article discusses best practices for respectfully declining premature promotions into management roles as a consultant or academic, in order to avoid sabotaging one's career or damaging relationships. It emphasizes the importance of self-reflection to understand one's skills and interests before committing, and encourages politely but firmly communicating priorities and boundaries. Specific techniques are presented, such as expressing gratitude for the confidence in one's abilities while reinforcing current focus on individual work. Offering compromises like trial periods can demonstrate continued commitment while avoiding premature transitions. Validating others' perspectives and emphasizing shared goals helps smooth potential hurt feelings. The article notes the importance of providing thoughtful rationale, validating concerns, proposing alternatives, and focusing on mutual benefit over the long run. Earlier missteps are contrasted with refined approaches developed through situations navigated over time. The conclusion stresses how even difficult conversations can strengthen dynamics when both self-interests and the relationship are kept in mind, with a solution-oriented focus on constructive exchange and partnership beyond any individual opportunity. Overall, the article presents concrete methods for declining roles respectfully while preserving professional integrity and valuable working relationships.

Job Motivation and Organizational Commitment of NGO Employees: Inputs for an Improved Employee Retention

This study aimed to assess the intrinsic and extrinsic motivational factors affecting job satisfaction and organizational commitment among employees of Tinig ng Silangan Inc. A survey questionnaire served as the primary data collection instrument, with 33 employees selected as respondents through purposive sampling. The collected data were encoded and subjected to statistical analysis, utilizing mean calculations, T-tests, and ANOVA to evaluate significant differences in responses. Additionally, Pearson r was employed to examine the relationship between variables related to remote work and employee engagement. The findings indicate that respondents expressed general satisfaction with both intrinsic and extrinsic factors influencing their job motivation, along with a high level of organizational commitment. However, no significant relationships were found between intrinsic or extrinsic factors and affective or continuance commitment. Notably, normative commitment demonstrated a significant relationship with the intrinsic factor "achievement." Significant correlations were also observed between "recognition" and all dimensions of organizational commitment, as well as between "work itself" and "development potential." Affective commitment was significantly associated with the "responsibility" factor, while no significance was noted for continuance or normative commitment. Furthermore, a strong link emerged between "advancement" and affective commitment. Despite the generally positive assessment of motivational factors, respondents highlighted challenges, including insufficient funding, lack of job security, minimal financial support, and an unclear career progression due to the organization's non-governmental status. Overall, while respondents showed a commitment to the organization, priorities included improving financial stability, salary, and personnel standards.

Nurturing affective and continuance organizational commitment by developing cognitive and affective attitudes toward work

The study aimed to examine the effect of employees' attitudes toward their work on organizational commitment. To deepen the concept of the study, literatures were reviewed. The study used descriptive assessment and correlational research design. The population of the study was all the employees of the Divine Word College of Laoag. It used research questionnaires to gather the data and inferential statistics were used to analyze the data, thus, Weighted Mean and Pearson r correlation were used. The study found that the attitude of employees toward their work and their organizational commitment were high. The Pearson r correlation results suggest that overall, there is a significant correlation between attitude toward work and organizational commitment. However, taking it separately, only affective and continuance commitment is associated with cognitive and affective toward work but not with normative commitment.

Enhancing affective and continuance commitment to the organization through affective and cognitive attitude toward work

The study aimed to examine the influence of attitude toward work on the organizational commitment of employees. To deepen the concept of the study, literatures were reviewed. The study applied descriptive assessment and correlational research design. The population was all employees of the institution. Questionnaires were used to gather the data and inferential statistics were used to analyze the data. The study found that the attitudes of employees toward their work and organizational commitment were high. The analysis of variance suggests that overall, there is a significant correlation between attitude and organizational commitment. However, taking it singly, there is no correlation between attitude and normative organizational commitment. Thus, the study suggests that management needs to enhance employees' organizational commitment through improving affective and cognitive attitudes toward work.

The Impact of Resilience, Commitment, and Psychological Well-being on Sustainability with Performance as a Mediating Variable: An Organizational Study

In a dynamic and competitive era of globalization, organizational sustainability has become a primary focus for various organizations, including Micro, Small and Medium Enterprises (MSMEs). Organizational sustainability involves an organization's ability to continue operating and growing over the long term, despite facing various challenges and uncertainties. This study aims to examine the impact of organizational resilience, organizational commitment, and psychological well-being on organizational sustainability, as well as the role of organizational performance as a mediating variable in the context of MSMEs in Jakarta, Indonesia. The study employs a quantitative approach utilizing SEM-PLS methodology to explore the interrelationships among relevant variables. The research was conducted on 100 MSMEs in Jakarta, Indonesia, using an online questionnaire as the data collection tool. This research found that organizational resilience, reflected in adaptability, innovation, recovery, preparedness, and effective communication, has a positive and significant impact on the sustainability of MSMEs. Additionally, organizational commitment, measured through affective, continuance, and normative commitment, along with employees' psychological well-being characterized by autonomy, environmental mastery, personal growth, positive relationships, life purpose, and self-acceptance also significantly contributes to organizational sustainability.

Can relationship marketing of youth hostels nudge customer engagement?

Youth hostels are favoured accommodations among backpackers due to their affordable prices and distinctive features. In particular, they offer excellent opportunities for backpackers to actively participate in social interactions. Customer engagement is closely linked to the principles of relationship marketing and becomes crucial when examining how relationship marketing can be improved to predict their likelihood of revisiting. This study aims to investigate the relationship between satisfaction, trust, commitment and customer engagement. Specifically, it examines how both affective and continuance commitment influence customer engagement. The findings reveal that customer satisfaction has a significant positive impact on both trust and commitment. Interestingly, only affective commitment shows a significant positive influence on customer engagement, while there is no significant relationship between continuance commitment and customer engagement. Based on these results, recommendations are proposed to enhance affective commitment and promote continuance commitment in order to strengthen customer engagement in youth hostels.

Optimizing Government Workforce Performance: A Study of Employee Engagement, Organizational Commitment, and Knowledge Sharing

The organization must preserve balance by establishing mutually beneficial relationships with its employees, who are its most valuable assets. Several essential aspects are required to maintain this equilibrium, including organizational commitment, employee engagement, and information exchange. We use social exchange theory to investigate the effects of commitment, knowledge sharing, and employee engagement on civil servant performance outcomes (ASN). This study uses a cross-sectional design and includes 115 civil servants from Tasikmalaya. Data analysis utilizes Stata/MP 17.0 for descriptive, bivariable, and multivariable analyses. The research findings indicate a positive impact of employee engagement, affective and normative commitment, and knowledge sharing on ASN performance. However, the negative effect of tenure exceeding five years and continuance commitment on ASN performance is negative. These findings illustrate that while employees are generally expected to have high organizational commitment, continuous commitment to material benefits may be detrimental. The results serve as a basis for discussion among researchers to conduct further longitudinal studies for more accurate conclusions.

Employee disengagement: the catalytic role of leader-induced defensive cognitions and perceptual politics

PurposeThe study aims to attain insights into the role of destructive leadership and perceived organizational politics as catalysts for employee disengagement through the perspective of social identity theory. The research further considers employees’ defensive cognitions for a comprehensive understanding of these interrelated phenomena in the workplace.Design/methodology/approachIn order to ascertain the pertinence and contextual relevance of the proposed framework, literary review was complemented by a survey-based study encompassing 114 full-time employees purposively selected from the six systemically important banks of Pakistan.FindingsThe findings accentuate the significance of destructive leadership in inducing withdrawal behaviours among employees directly and indirectly through continuance commitment. The results also underline perceptions of politics as a significant work environment impediment amplifying employees’ propensity to undergo psychological withdrawal.Originality/valueThe study contributes to strategic human resource management literature by offering an identity-based explanation for employees’ disengagement, considering Pakistan’s power-distant and collectivist orientation. The research further introduces an empirical novelty by postulating a total effect moderation model.

Walking the Walk: How Genuine Organizational Transformation Can Enhance DEI Initiatives

This article discusses how genuine organizational transformation can enhance diversity, equity, and inclusion (DEI) initiatives to deliver meaningful results. The article suggest that standalone DEI programs are generally insufficient for driving sustainable cultural change. Instead, DEI needs to be embedded throughout an organization through systemic shifts in mindsets, processes, policies, and practices. The article outlines recommendations for advancing DEI through reimagining strategic vision and leadership behaviors, restructuring human resources systems and resource allocation, cultivating an inclusive culture, and demonstrating continued commitment through action, progress measurement, and issue response. Case examples from various industries are provided. The article argues that holistic organizational transformation integrating DEI into the fabric of the organization is key to authentically advancing diversity and inclusion.

Implementing an obstetric sepsis bundle in a large academic hospital system

For the purposes of this review, obstetric sepsis refers to sepsis (from all causes, including non-obstetric such as pneumonia) in pregnant or postpartum patients, which was previously described as maternal sepsis. Obstetric sepsis poses a significant threat to pregnant, birthing, and postpartum individuals, contributing prominently to maternal mortality and morbidity despite being largely preventable1. In response to identified gaps in sepsis management, particularly the lack of specific protocols tailored to obstetric populations, New York-Presbyterian undertook a system-wide initiative to implement a comprehensive sepsis bundle. This initiative included the development of new criteria for identifying sepsis in obstetric patients, the creation of electronic medical record (EMR) alerts aligned with obstetric-specific indicators, and the establishment of a structured sepsis management algorithm.The project involved collaboration across eight hospital campuses within the New York-Presbyterian system, aiming to standardize and improve the early recognition and treatment of sepsis in maternal care. Key components included rigorous data analysis to select appropriate sepsis criteria, simulation-based training to familiarize clinical teams with the new algorithm, and continuous refinement of alert systems to mitigate alarm fatigue and enhance responsiveness.Post-implementation evaluation revealed a significant reduction in preventable morbidity related to sepsis, accompanied by the identification of additional gaps in fever and chorioamnionitis management. These findings prompted the development of new clinical guidelines to further enhance patient safety. Challenges encountered included adapting sepsis criteria to balance sensitivity and specificity, as well as integrating trauma-informed care principles into clinical practice.This project underscores the effectiveness of tailored quality improvement efforts in maternal health, emphasizing the critical role of proactive interventions in enhancing patient outcomes and safety within obstetric settings. Ongoing efforts focus on monitoring process metrics through a dedicated sepsis dashboard and advancing education on trauma-informed care principles, highlighting the continued commitment to sustained improvement in maternal health outcomes.

THE ROLE OF QUALITY MANAGEMENT IN INCREASING ORGANIZATIONAL EFFECTIVENESS IN THE CONTEXT OF UNIVERSITIES

In the face of rapid change and increasing complexity in higher education, quality management (QM) is emerging as a useful tool for universities to adapt and optimize their processes. This paper emphasizes the importance of implementing effective QM systems in academic institutions, highlighting their significant impact on organizational effectiveness. The research aims to investigate how QM implementation can enhance efficiency within universities. It achieves this by analyzing current QM practices, identifying areas needing improvement, and proposing specific solutions. The study reveals a diverse range of QM approaches across institutions, reflecting their unique structures and processes. While many universities have initiated QM systems, the success and coverage of these initiatives vary. Key areas identified for potential improvement include decision-making transparency, interdepartmental communication, and the integration of student feedback. The research also highlights gaps, such as the lack of systematic QM implementation, unclear performance indicators, and difficulties adapting to rapid changes in higher education. The overarching message of this paper is that a well-implemented QM system can be a strategic asset for universities, supporting both academic and administrative processes. QM implementation has been shown to increase organizational efficiency, leading to improved academic processes, reduced administrative costs, and increased satisfaction among students and staff. The research findings underscore the need for continued investment and commitment to QM in higher education. By embracing QM principles and practices, universities can enhance their overall performance, adapt to evolving challenges, and provide a higher-quality educational experience. This research not only contributes to the existing knowledge base on QM in higher education but also provides practical recommendations for institutions seeking to improve their organizational effectiveness.

Exploring the Link Between Structural Empowerment, Workplace Bullying, and Continuance Commitment: The Role of Person-Related and Work-Related Bullying as Mediators and Serial Mediators

Employee empowerment as a management intervention promotes employee engagement: Psychological empowerment is found to influence employee engagement and organizational commitment, but the effect of structural empowerment (SE) is not explored much. SE increases employees’ self-esteem, which can encourage a dissatisfied employee to look for other better work options, thus influencing their continuance commitment (CC). Workplace bullying is associated with higher turnover intentions and reduced commitment. This study investigates the mediating effects of person-related bullying (PB) and work-related bullying (WB) on the relationship between SE and CC. The study findings highlight the partial mediation effect of PB and serial mediation of WB and PB on the relationship between SE and CC. This study establishes that in comparison to WB, PB causes more damage to employee relationships with the organization. Moreover, the serial mediation effect of WB and PB is also noticed on the relationship between SE and CC. Organizations should regularly measure their employees’ CC, as SE negatively affects CC. Organizations should take adequate measures to curb PB to preserve employee morale and confidence. This study uniquely reports a negative relationship between SE and CC.

Creating Social Value: Unveiling Stakeholder Commitments Dynamics in Malaysian Social Enterprise

Social enterprise represents a convergence of profit-driven organisational structures committed to fostering social impacts, such as expanding employment opportunities or supporting single parents in income generation. This study delves into the depth of stakeholder commitment towards social enterprise initiatives in Malaysia. Employing an interpretative case study methodology, the research utilises multifaceted approaches, including interviews, on-site visits, program observation, and financial statement analysis focusing on a social enterprise entity, Rose Sdn. Bhd. (RSB). The thematic analysis serves as the lens through which commitment dynamics within the social enterprises are explored, drawing upon the dimensions of affective, normative, and continuance commitment within the organisational commitment framework. The research highlights the profound commitment of RSB’s founder to its establishment, driven by personal experiences that instill a profound sense of purpose. The study underscores the pivotal role of the work environment and income opportunities in fostering continual commitment among employees. The conducive atmosphere within RSB fosters dedication and a sense of belonging among its workforce, enhancing the organisation's sustainability and social impact. By creating a genuine and supportive learning environment, trainers strengthen the bonds between individuals and the organisation, reinforcing their commitment to its objectives. The sincerity of trainers is pivotal in nurturing normative commitment among program participants. Additionally, this research emphasises the critical importance of stakeholder commitment in driving the success and sustainability of social enterprises. Close stakeholder engagement emerges as a core strategy for ensuring the sustainability and efficacy of social enterprise initiatives. By exploring commitment dynamics within social enterprise contexts, this study significantly enriches theoretical understanding in the field.

Voices from within: Employee Perspectives in the Leading Insurance Company in Cagayan de Oro City

Since human people are an organization's most treasured asset, it is pivotal to learn how they can contribute to the organization efficiently, effectively and productively. This has been a tremendous challenge on the HR manager to evaluate actions and procedures that will progress the organization's efficacy. The aim of this qualitative study is to offer a wide-ranging notion of how human resource managers can enhance procedures to advance organizational performance in the leading insurance firm in Cagayan de Oro City. The study used a qualitative research design, concentrated on the transcendental phenomenological design of Husserl. Transcendental phenomenology (TPh), is a philosophical method to qualitative research design that pursues to comprehend human experience, it was established with noteworthy input from Husserl (Moustakas, 1994). Transcendental phenomenology is grounded on the principle that all previous assumptions (epoche) must be set away in order to see incidences through clear manifestations. By having this, it permits the factual implication of the phenomena to appear naturally alongside and within their exceptionality (Moustakas, 1994). Fifteen (15) individual participants from the insurance industry were involved in the study. In addition, semi-structured interview was created and conducted for triangulation purposes. After collecting relevant data from participant answers, a Thematic Approach was utilized to commence data analysis using Husserl's Phenomenological research design. The results showed that the factors influence the adoption of Strategic Human Resource Management Practices were competitive pressure, leadership and management and financial capability of the organization. Moreover, the participants indicated that the type of commitment that they have in their organization were continuance commitment, affective commitment and normative commitment. Furthermore, the participants gave answer on the influence of effective Strategic Human Resource Management practices in their organization which were employee involvement, employee retention and better organizational performance.