Different Types Of Commitment Research Articles

The Intellectual Property of COVID-19

The response to COVID-19 is indissolubly tied to intellectual property. In an increasingly globalized world in which infectious disease pathogens travel faster and wider than before, the development of vaccines, treatments and other forms of medical technology has become an integral part of public health preparedness and response frameworks. The development of these technologies, and to a certain extent the allocation and distribution of resulting outputs, is informed by intellectual property regimes. These regimes influence the commitment of R&D resources, shape scientific collaborations and, in some cases, may condition the widespread availability of emerging technologies. As seen throughout this chapter, COVID-19 has exposed the shortcomings of ingrained reliance on intellectual property as a channel for the production and dissemination of medical technologies needed to address the problems posed by pandemics and epidemics. At the same time, COVID-19 has brought new life to countervailing efforts to explore legal and policy mechanisms to potentially offset some of the problems posed by the pervasiveness of, and shortcomings associated with, intellectual property dynamics. In tracing the dual ways in which intellectual property has affected preparedness for, and the response to, COVID-19, this chapter highlights three features of contemporary intellectual property regimes and examines their impact on innovation(s) needed to address public health crises. First, it explores the incentives function of patent law and policy, which places considerable emphasis on market-driven investment in R&D on medical technologies. In so doing, intellectual property becomes one of the driving forces of the commodification of goods—vaccines, drugs or ventilator parts, for example—which are best understood as public health goods. Second, the chapter illustrates how intellectual property has reinforced an ethos of siloed R&D, as illustrated by the COVID-19 vaccine race, which at the time of writing includes hundreds of separate vaccine development projects. These siloes further extend into the allocative domain: with the development of medical technologies now largely steeped in proprietary frameworks, several countries have resumed the practice of reserving significant amounts of emerging technologies for their domestic populations, thus curtailing the possibility of equitable transnational approaches to a global public health crisis. This approach is commonly known in the field of vaccines as “vaccine nationalism.” Nationalism skews the distribution of medical technologies developed during a pandemic, reducing opportunities for transnational coordination and potentially limiting access to these technologies by populations in economically disadvantaged parts of the world.The chapter ends nonetheless on a positive note, as COVID-19 has also made it abundantly clear that the legal infrastructure needed to address many of these problems is already in place. Early in the pandemic, several countries signaled that they would rely on intellectual property mechanisms to ensure broad and equitable access to medical technologies developed during (and possibly after) the pandemic, such as vaccines and treatments for COVID-19. These mechanisms embody different types of commitments to share intellectual property, data and knowledge. At the allocative level, a significant number of countries joined an ad hoc vaccine distribution facility (COVAX) coordinated by Geneva-based international organizations. These efforts, albeit nascent and, in many cases, likely transient nature, constitute meaningful steps towards a better innovation ecosystem for medical technologies needed to prevent and respond to future pandemic.

Attitudinal commitment in firms’ de-internationalization processes

Purpose This paper aims to examine the de-internationalization process to determine how different forms of attitudinal commitment influence the de-internationalization process. Design/methodology/approach Because of the exploratory nature of the study, a case study design is used. Two cases of Swedish companies, which de-internationalize from the French market, are studied. Findings Different commitment profiles influence the de-internationalization process. In particular, a general commitment profile, in which affective, normative, instrumental and continuance commitment play a role, influences the timing of de-internationalization, while the effort directed toward the execution of de-internationalization is mainly influenced by normative commitment and the extent of de-internationalization mainly by instrumental commitment. Research limitations/implications By offering three propositions regarding the four types of commitment and the effects of these commitment types on the process of de-internationalization, the authors contribute to the literature on de-internationalization and the commitment literature. Practical implications The findings suggest that there is a risk that managers continue to commit resources to a market for a longer period without clear benefits because of affective and continuance commitment. As local employees persist in committing to the local market because of continuance commitment, offering viable alternatives reduces commitment to the foreign operations. Originality/value Distinguishing between different types of commitment, the paper builds on a more fine-grained typology of commitment than previous internationalization literature. Thereby, the paper opens up for new insights in the de-internationalization process.

Patterns of Organisational Governance and Employee Well-Being in Britain

Organisations bring people together for a common purpose, but ownership of their key productive assets confers residual rights of control to determine that purpose. In publicly traded companies this prioritises shareholder returns which are always likely to trump employee motivational orientations and diminish their subjective well-being. However, the majority of workers in Britain are employed in organisations with different governance models in which residual control rights support other priorities. Co-ownership models are widespread, as are public purpose organisations, and those belonging to the public sector. This paper explores the impact of these various governance models on employee well-being, in terms of work satisfaction, commitment, influence and trust in management. It is argued that many employees seek jobs that provide scope for their intrinsic motivations, hedonic and pro-social, and may trade these against extrinsic rewards. However, because the right to manage gives employers control over the content of jobs after hiring, employees often require credible commitments that management will respect its side of the bargain. It is argued that different models provide scope to enter into different types of commitments, and that employees are more likely to find their desires for intrinsically interesting work satisfied in these types of organisations. Inability to make such commitments may constrain organisations to greater reliance on extrinsic motivators. Linked employer-employee data from the WERS surveys are used to test this argument. The conclusion draws out implications for the current debate on improving employee influence in organisational governance.

The dynamic role of rapport on satisfaction–commitment relationship

PurposeThis study aims to capture the mediation role of customer–frontline employee rapport on customer satisfaction and affective, calculative and normative commitment by using three alternative models. It also verifies the moderation effect of relationship age on the rapport-satisfaction link in each alternative model.Design/methodology/approachThe survey data collected from bank customers were analyzed using structural equation modeling (SEM) with the partial least square (PLS) method.FindingsResults confirmed rapport as a significant mediator between satisfaction and each of the three types of commitment. Relationship age significantly moderates the links between rapport to affective and normative commitment but not to calculative commitment.Research limitations/implicationsAdditional findings from “importance–performance analysis” suggest that satisfaction is more import to customers than rapport for developing commitment, so further investigations can reveal the underlying reasons. Also, complementary mediation shows one or more missing mediators, which calls for future research.Practical implicationsManagers need to use rapport strategically with customers in different relationship ages to build different types of commitment. Specific tactics to build rapport and possible long run implications for developing affective, calculative and normative commitment have been discussed in the “note to practitioner” section.Originality/valueUsing “broaden-and-build” theory, the study extends the literature by confirming the mediation influence of rapport on satisfaction and three types of commitment relationships.

Work–family culture and organizational commitment

PurposeTo understand whether the three dimensions of work–family culture, namely managerial support, negative consequences and organizational time demands relate in different ways with different types of commitment; affective, continuance and normative. The relationships were examined in a three-country cross-national context.Design/methodology/approachQuestionnaire survey was conducted in India, Peru and Spain among executives and managers drawn from both the manufacturing and the services sectors.FindingsThe three countries were both similar and different with Peru and Spain more similar to each other than with India. Managerial support dimension of work–family culture predicted affective commitment across all the three countries. Differences were found with respect to predictors of normative commitment. Managerial support predicted normative commitment for Spain. Lower negative career consequences resulted in decreased normative commitment among the managers in Peru and Spain.Research limitations/implicationsThe study has limitations of generalizability and common method variance.Practical implicationsHuman resource managers will find the study useful to determine which dimensions of work–family culture would predict the outcomes desired. The study has implications for the design of human resource practices in the industry.Originality/valueThe study is the first that addresses the three dimensions of work–family culture and organizational commitment in a cross-national context. The study suggests that the way in which work–family culture is conceptualized and experienced by employees may vary even among countries classified as “collectivist.”

Editorial

Scientific research is progressing rapidly in a dramatic pace. Research productivity in terms of publications, product development, and citations have become key performance indicators in the assessment of higher education institutions (HEIs) and individual researchers. Most HEIs have adopted rigorous recruitment processes to hire research-oriented faculty and implemented various programs to train, support, recognize, and retain productive researchers. The academic community has realized that it cannot survive without research and publishing excellence. They are experiencing institutional pressure to produce an annual minimum number of publications as mandatory requirement to secure their job, as well as to satisfy the essential promotion criterion for number publications in prescribed journals. On the other hand, a huge number of candidates are getting enrolled for master, doctoral, and postdoctoral programs in various universities around the globe. Most of these candidates have different types of commitments and constrains to finish their programs within a preset timeframe. When publication in prescribed journals becomes mandatory for submission of thesis/dissertation, the candidates undergo severe stress due to the desperate delay in getting their works published. Moreover, as the scientific innovations are progressing rapidly and competitively, any delay in publishing can make novel findings outdated, which obviously creates a serious damage to the researcher's career. At this juncture, there is a growing concern among the researchers regarding timely publication of their research findings. This situation has been exploited by many commercial open access publishers by offering fast-track review process. However, their high processing charge is unaffordable for many authors, International Journal of Advanced Thermofluid Research. 2018. 4(1):1-2. Timely completion of review process – journals' basic responsibility Abdul Mujeebu 2 who do not have a funding source. With the aggressive penetration of these publishers in the market, most leading free-of-charge publishers are struggling to survive. To tackle this, they have come up with hybrid publishing mode, where authors can choose either open access (payable) or subscription (free) mode. Unfortunately, the article processing and peer-review in the second option have nowadays become unacceptably slow. It is often experienced that submissions remain unattended for many weeks waiting for administrative process, and status shows 'with editor' for over a month and 'under review' for even up to one year. I have recently withdrawn more than three submissions when they were kept 'with editor' for over two months without sending for peer review. It becomes more tragic when these journals do desk-rejection after keeping submissions for months simply by citing the reason that the paper is 'out of scope'. A simple question arises: do they need more than two months to check the scope of submission? Another level of negligence from the journals (mainly editors) has been noticed by holding submissions under the status "required reviews completed" or "decision in process" for unreasonably long period. It becomes more hurting to the authors when editors express "disapproval" when they receive polite reminders. Having said this, one cannot ignore the performance of many journals that are really responsible in their dealings. The editors have a great role to play here to keep the editorial team dynamic, proactive, and author friendly. Let us hope that the editors and publishers give due attention to this issue by adopting a strategic policy to complete the review process within a reasonable predeclared time. Dr. M. Abdul Mujeebu Editor-in-Chief, IJATR

Relationship commitment and value creation in sponsorship relationships

ABSTRACTPurpose: The sponsorship industry has evolved considerably in recent years due to the strategic business opportunities that it provides. Despite increased interest in sponsorship, analysis of the relationship between relationship commitment and value creation and of relationship commitment as comprising multiple types or components in the context of sponsorship relationships is lacking. To address these gaps, this paper analyzes relationship commitment (in terms of affective commitment and value-based commitment) as a significant mediating variable, and value creation in the context of sponsorship relationships.Methodology/approach: A questionnaire was sent to Swedish Hockey League sponsors to collect data and to verify the study’s conceptual model and relationships. The response rate for the survey was 19.8%, that is, 122 completed questionnaires out of 616 sent. The respondents represented the most common industries in Sweden, but most of them belonged to the construction, repair, and electronics industries (18.0%), manufacturing and production industry (13.1%), and commerce industry (11.5%). Most sponsoring companies (30.3%) were categorized as medium-sized (50–249 employees). Most respondents (38.5%) had invested EUR 4300–15,000, whereas 11.5% had invested less than EUR 4300. Moreover, we found that most sponsors had been in their sponsorship relationships for more than 10 years (32.8%). Structural equation modeling (SEM) was used for the data analysis.Findings: This study demonstrates that relationship commitment is an important driver of value creation in sponsorship relationships. Furthermore, the various forms of affective commitment and value-based commitment should not be considered merely components or forms but distinct types. Certainly, there is interaction between the two types, but sequentially in such a way that affective commitment is a prerequisite for value-based commitment. This means that a sponsor must have an emotional relationship with the sponsee in order to understand, perceive, and calculate the sponsorship relationship’s future business value in terms of profits and other benefits. This study also finds that value-based commitment is the most significant type of commitment in sponsorship relationships.Research implications: The study demonstrates that shared values, trust, and affective commitment are fundamental conditions for value-based commitment. If the parties agree on how they should behave in the relationship, the rules and objectives that apply lead to the emergence of mutual trust, which in turn makes the parties want to continue the relationship for emotional reasons. But this is not enough for value creation; they must also see that there are future business benefits from the relationship. Therefore, the parties more or less explicitly make calculations. If the calculations indicate that the long-term benefits of the relationship outweigh the short-term sacrifices, they are prepared to invest in the relationship, and this may lead to value creation. In other words, there is both interplay and tension between shared values, trust, and affective commitment, on one hand, and value-based commitment, on the other. Another theoretical contribution is that previous research has considered the links between relationship commitment and value but has ignored the different types of commitment that play key roles in the value-creation process; this study has addressed that oversight. The study demonstrates that affective commitment and value-based commitment have different roles and meanings. Affective commitment indirectly affects value creation, while value-based commitment directly affects value creation. Affective commitment has the role of partial mediator, while value-based commitment has the role of full mediator. Furthermore, they differ in their basic characteristics: affective commitment is an emotional aspect, while value-based commitment is a calculative aspect.Originality/value/contribution: Previous studies have not analyzed the relationship between relationship commitment and value creation. However, this study demonstrates that relationship commitment is an important driver of value creation in sponsorship relationships. Furthermore, most previous research argues that relationship commitment consists of various components or forms that interact in parallel with each other. However, this study demonstrates that the various forms of affective commitment and value-based commitment should not be considered merely components or forms but distinct types. Certainly, there is interaction between the two types, but sequentially in such a way that affective commitment is a prerequisite for value-based commitment. Furthermore, previous studies have consistently noted that affective commitment is the most important component, form, or type of relationship commitment. However, this study finds that value-based commitment is the most significant type of commitment in sponsorship relationships.

Will Africa Be Able to Keep Its Promises to Reduce Greenhouse Gases? A Review of African Countries’ Commitments at COP 21

This study describes the different types of commitments made by Africans in their National Determined Contributions (NDCs) and tries to explain whether or not it will be possible for them to fulfill their commitments. For this purpose, we operate all African NDCs formally presented at COP 21 in Paris in 2015 in which the greenhouse gas (GHG) reduction commitments are presented. The analysis reveals three types of commitments—namely, conditional commitments, not conditional on international aid, and both at the same time. Countries with conditional commitments subject to external financing are likely to fulfill their commitments that are stronger. Only countries with unconditioned commitments are more realistic not relying on external assistance that is becoming more and more hypothetical. Beyond the types of commitments, other types of obstacles such as the blurred legal form of the Paris Agreement and the preference for Adaptation could make it difficult to fulfill the commitments of African countries.

Components of Commitment to the Teaching Profession

Commitment to the profession is a very significant to carry the organizations from current levels to the higher ones. In terms of education, it can be said that the educators to be considered as committed are the ones who have commitment to their educational institutions, teaching activities, teaching profession and workgroup colleagues. This paper tries to shed a light upon the different types of commitment and their contributions to the education.

Impact of Demographics on Multiple Commitments : Empirical Evidence from Indian Public Sector Undertakings

Purpose : The purpose of this study was to determine the demographics that impact multiple commitments in Indian businesses. Design/Methodology/Approach : This research was conducted with the responses of 712 managerial employees working in Indian public sector undertakings. Findings : The results indicated that affective commitment is positively impacted by education. Continuance commitment is positively impacted by age, education, and tenure. Normative commitment is positively impacted by education and tenure. Group commitment is positively related to tenure. Job involvement is positively impacted by age and tenure. Implications : These findings are important for managers so that they can help build and improve different types of commitment of employees in organizations. Originality : This study is unique because it is the first of its kind in India to have investigated demographics for multiple commitments.

Forging relationships to coproduce: A Consumer Commitment Model in an extended service encounter

Consumer commitment is essential to ensure the service success in extended and complex services, wherein the service drop-out rates are often appalling. To build a more robust consumer commitment theory and provide solutions for the critical issue of high service drop-out rates in complex and extended services, this study develops a model of consumer commitment and tests it using survey data from consumer clients in a national debt management program in the U.S. The results reveal that calculative commitment only leads to consumers’ intention to remain, whereas affective commitment leads to a broader range of coproduction behaviors (i.e., individual initiative and civic virtue). Moreover, besides consumers’ relationship investment, perceived organizational support enhances both types of consumer commitment. It also increases consumer compliance. This study contributes to the consumer commitment theory by examining additional drivers and behavioral outcomes of commitment and by revealing the differential effects of different types of commitment on behavioral outcomes.

Uncommon ground

AbstractThe purpose of this paper is to show how microargumentation mechanisms of presumptive reasoning and reasoning from best explanation can be used to explain some cases of presupposition suspension. It will be shown how the relationship between presupposition triggers and pragmatic presuppositions can be analyzed in terms of presumptive and nonpresumptive polyphonic articulation of an utterance, resulting in different types of commitments for the interlocutors. This approach is grounded on the two interconnected notions of presumptions and commitments. In some complex cases of presupposition suspension, the speaker presumes the hearer’s acceptance of, and commitment to, propositions that do not belong to the common ground or that have been explicitly rejected as being commonly shared. This phenomenon triggers a complex type of reasoning that can be represented as kind of abduction, grounded on hierarchies of presumptions and aimed at providing an interpretation that solves this conflict of presumptions. Several cases of presupposition suspension will be shown to result from nonpresumptive polyphonic articulations, in which different voices responsible for distinct commitments are distinguished. By indirectly reporting an element of discourse, the speaker can refuse to take responsibility for the presupposed proposition, and correct the commitments that may result for him or her. This polyphonic treatment of utterances can explain how and why a presupposition is suspended, and can be used to identify the conflicting presumptions that can be further solved through reasoning from best explanation. This reasoning can result in a different reconstruction of the developed logical form or the illocutionary force of an utterance.

The nature and role of different types of commitment in inter-firm relationship cooperation

Purpose – This paper aims to consider the nature and role of commitment in delivering value in customer–supplier relationships by developing and testing a model of relationship cooperativeness. Design/methodology/approach – Data were collected using an extended version of the Industrial Marketing and Purchasing (IMP2) Group’s instrument. Pre-qualified managers largely self-completed the survey. Model associations were tested via regression and causal path analysis. Findings – Various aspects of commitment play differing roles in relationship development. The role of commitment was less than expected; the exception is value-based commitment which is strongly associated with value creation, conflict management, trust and cooperation. Research limitations/implications – Findings provide explanations for some inconsistencies in previous findings including reported relationships between trust, cooperation and commitment. The composition of the commitment construct(s) strongly influences relationship processes. Practical implications – There are various kinds of commitment to build and multiple pathways to levering this into more effective relationships. In addition, an important part of these findings is strong indications that illustrate what the nature of ineffective commitment-building paths is likely to be. This is extremely important for managers in guiding deployment of relationship management resources and developing relationship management practice. Social implications – The regulation of close business-to-business relationships remains an important issue, and the ways in which commitment can be appropriately extended are an important part of this. Originality/value – This work focuses on the components of commitment in ways that previous work has not. The centrality of commitment in relationship value creation – beyond increased sales and revenue and predictability – is highlighted, and there is considerable extension to the understanding of the nature of this process.

The pathways that make me committed: a Dual-Process Model triggered by Newcomer Adjustment

The current paper proposes a dual-process model to explain how organizational socialization leads to newcomer commitment. We argue that cognitive and emotional pathways describe distinct psychological processes of socialization, leading to different types of commitment. Specifically, we argue that newcomer adjustment triggers an emotional path, leading to job satisfaction and affective commitment, and a cognitive path, leading to psychological contract fulfillment and normative commitment. Using a longitudinal data of 728 newcomers working for Brazilian Internal Revenue Service, we propose and test this model. Our findings strongly support the hypothesis that emotional and cognitive pathways operate independent channels to mediate the impact of newcomer adjustment on organizational commitment. Moreover, we observe that job satisfaction is a significant predictor of affective component of commitment and psychological fulfillment contract have a stronger impact on normative component of commitment. Based on...

Investigation of the Influence of Trust on Participative Performance of Employees (Mediating Role of Commitment) in Social Security Organization Departments in Guilan Province

The present research aims to investigate the influence of trust on participative performance of employees by considering mediating role of commitment (case study: organization of social security). Statistical population of the research included all employees of social security organizations in Guilan Province in 2012. Cluster random sampling method was used for selecting 301 people out of 599 employees and finally, 300 questionnaires were analyzed. Questionnaire was used for data collection and its Cronbach’s alpha was equal to 0.845. LISREL software was used for data analysis. Results of the hypotheses test showed that personal trust has a positive impact on team trust and increases it. Further, team trust had positive influence on commitment and improves employees’ commitment. However, personal trust did not have any influence on commitment. Personal trust also had positive and direct impact on participation and improves participation in employees’ performance. Results of the fifth and sixth hypotheses of the research showed that different types of commitment and team trust had direct and positive influence on participative performance and improve employees’ participative performance in social security organization in Guilan Province. DOI: 10.5901/mjss.2014.v5n23p2777

The female perspective on family business successor commitment

PurposeAmidst the perpetual evasiveness of a general succession model, successor commitment has been identified as an important factor. The purpose of this paper is to examine to what extent female successor commitment displays particular characteristics and which insights this sheds on successor commitment theory.Design/methodology/approachBased on a review of the relevant literature, propositions concerning female successor commitment are developed. Qualitative case study data are used to explore the applicability of the multidimensional successor commitment model.FindingsNormative commitment was only observed in female successors at a time of crisis or when no other successor was available. It was found to be a dynamic concept and the data indicated a general shift towards affective commitment. A combination of calculative and affective commitment was found when the female successor chose a career in the family business, to be able to combine career and child care responsibilities, indicating the need to include personal cost in the antecedents for calculative successor commitment.Research limitations/implicationsThe findings suggest amendments to consider for the successor commitment model and the calculative commitment type in particular. The most important implication for future research is the development of assessment tools to be able to measure and quantify different types of commitment and their relative strength, in order to be able to make inferences about co‐occurrence and change.Originality/valueThe paper takes a female perspective to explore the successor commitment issue and thereby allows identifying issues hitherto invisible to the successor commitment discussion.

Quantitative analysis of impacts of employee engagement on continuance and normative commitment

A positive relationship between employee engagement and affective commitment is already documented in the literature. However, we do not adequately know how engagement is associated with continuance and normative commitment. Using survey methodology we find that while engagement has a non-significant positive association with continuance commitment; it has a positive association with normative commitment. No negative association was found between engagement and continuance commitment. These results advance prior findings about the effect of employee engagement on different types of commitment and provide understandings in setting effective performance standards in the organisation.

Marching to Different Tunes: Commitment and Culture as Mobilizing Mechanisms of Trade Unions and Community Organizations

AbstractThis study examines mobilizing mechanisms using a British community organization and a British trade union as exemplars. Although there has been substantial work on union revitalization on the one hand, and the emergence of alternative, community organizations on the other, no study has compared the challenges these organizations face in encouraging member mobilization. The findings illustrate how the trade union engages in a service‐driven culture, cultivating instrumental commitment between the members and the union. The community organization, in contrast, engages in a relational culture and exemplifies a form of social commitment between the members and the group. As a result, different types of commitment and organizational cultures help explain why sustained member mobilization within a trade union is harder to achieve than within a community organization.

Conceptualising commitment: a thematic analysis of fans of Welsh rugby

Sports fans derive much of their self-concept from their group membership and committing to a specific team is an essential component of fandom. Few studies, however, examine how sports fans commit to their team, or what commitment means for them. An exploratory qualitative study was, therefore, conducted to investigate sports fans’ understanding of commitment. Using focus groups, Welsh rugby fans from three regions in Wales discussed their commitment to their favourite team. Thematic analysis was used to interpret Welsh rugby fans’ dominant thoughts about their commitment where four themes were identified in the data: affective loyalty, involvement, distinctiveness and individualism. In general, sports fans distinguished between different types of commitment and used commitment as a means for evaluating in- and out-group fan behaviour, as well as for personal image management. Future research could build on the present study by using these themes to develop a measurement scale for assessing fans’ commitment to their team.

Ending-competence in business closure

Business closure and ending-competence are highly relevant concepts in a globalizing world economy where structural change is common. However, ending-competence in business closure situations is a rarely studied phenomenon, and prior theoretical development is modest. In this paper a conceptual model of ending-competence in business closure is developed. A case study examination of a business closure, involving a car manufacturing plant owned by Mitsubishi Motors Australia Ltd., allows further development of the model. The model consists of four elements: (1) earlier experiences of ending; (2) an understanding of different types of commitment; (3) the interdependence between parties; and (4) coordinating and timing the ending. The model illustrates the different roles played by upper and operational management during a closure process. An understanding of ending-competence is important to managers of large firms and to educators of future managers.