Dimensions Of Commitment Research Articles

Exploring patient loyalty in telemedicine through bibliometric analysis and future horizons

Purpose In an era of rapid telemedicine expansion, patient loyalty is paramount for effective health-care delivery. This study aims to understand loyalty behaviours in telemedicine to refine services. The primary objectives are to elucidate the current state of scholarly inquiry concerning loyalty within the telemedicine sphere and to address existing research deficiencies within this domain. This exploration seeks to provide valuable insights and contribute to the advancement of knowledge in this critical area of inquiry. Design/methodology/approach This study uses a bibliometric analysis to investigate patient loyalty in telemedicine. By reviewing existing literature and analysing bibliometric data, the research identifies key deficiencies and addresses pertinent research questions within the telemedicine loyalty domain. This methodological approach aims to offer a comprehensive understanding of the current state of research and highlight areas requiring further investigation. Findings This study reveals significant gaps in existing research on telemedicine loyalty, identifying a need for more focused studies on patient loyalty behaviours. Through a bibliometric analysis, the findings highlight critical areas for improvement and potential strategies for enhancing patient loyalty in telemedicine. These insights are crucial for refining telemedicine services and ensuring effective health-care delivery. Research limitations/implications The findings may not capture all dimensions of patient loyalty in telemedicine, requiring further empirical studies. Future research should expand on these limitations by incorporating diverse methodologies and broader data sets to validate and extend the study’s insights. Practical implications The insights from this study can help health-care providers refine their telemedicine services to enhance patient loyalty. By understanding loyalty behaviours, providers can develop targeted strategies to improve patient satisfaction and retention. These practical implications are essential for the continuous improvement of telemedicine services, ensuring they meet patient needs and expectations effectively. Social implications Enhancing patient loyalty in telemedicine leads to significant societal benefits, particularly by improving health-care access for underserved populations in rural or economically disadvantaged areas. Continuous and trusted care helps reduce health-care disparities and fosters health equity, positively impacting quality of life through timely medical consultations. In the context of medical tourism, telemedicine facilitates reliable remote consultations, boosting confidence in health-care systems abroad and benefiting local economies. In addition, tourists can access health-care services while travelling, enhancing their sense of safety and well-being. Overall, these advancements highlight telemedicine’s potential to create a more equitable and accessible health-care landscape. Originality/value This study fills a critical gap in telemedicine research by focusing on patient loyalty, an area often overlooked in existing literature. The bibliometric analysis offers a novel approach to understanding and addressing loyalty behaviours. The findings contribute valuable knowledge, advancing the discourse on telemedicine loyalty and providing a foundation for future research and service improvements.

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

SOCIO-DEMOGRAPHIC CHARACTERISTICS AS A FACTOR OF STUDENT LOYALTY: A MARKETING APPROACH

This paper focuses on student loyalty in higher education. In higher education, loyalty primarily means building a stronger connection with students, shaping a positive perception, and spreading positive publicity about the institution. Loyalty in higher education also involves retaining students until the completion of their studies and maintaining the relationship through enrollment in subsequent study cycles or alumni organizations. Building relationships with students and adopting a student-oriented approach will strengthen the bond with them and provide the foundation for building their loyalty. This paper analyzes the relationship between socio-demographic characteristics (gender and socio-economic status) and status characteristics of students (years of study, whether they pay for their studies or not, whether they are domestic or foreign students) with dimensions of student loyalty (satisfaction with the service, intention to stay at the institution, and attachment). The research has shown that gender and socio-economic status of students do not have a significant impact on any dimension of loyalty. On the other hand, the analysis results indicate that factors which are related to student status significantly influence all dimensions of student loyalty to the institution. The research results in this paper imply that marketing approaches in higher education can enhance relationships with students, their loyalty, and assist the management of these institutions in making decisions that will impact student retention at the educational institution.

Promoting Lifelong Physical Education Consciousness and Commitment in Sports Among Adolescents in a Selected YouthOrganization Beijing, China

Promoting lifelong physical education consciousness and commitment in sports among adolescents is imperative in cultivating healthy lifestyles and overall well-being. Adolescence is a critical period where habits and attitudes towards physical activity are formed, making it an opportune time to instill a lasting appreciation for sports and fitness. In the context of a selected youth organization in China, understanding the multifaceted nature of sports commitment becomes essential for designing effective interventions and programs tailored to the unique needs and preferences of adolescents. Research in the field of sports commitment offers valuable insights into the factors that influence individuals' sustained engagement in athletic activities. Studies conducted by van der Roest et al. (2017), Yıldırım (2020), and Merdan et al. (2021) have delved into various dimensions of sports commitment, ranging from organizational dynamics within sports clubs to individual psychosocial determinants such as motivation and coaching environment. By examining these factors within the specific context of a youth organization in China, we can gain a deeper understanding of the drivers and barriers to adolescents' participation in sports. This study seeks to contribute to the promotion of lifelong physical education consciousness and commitment among adolescents by elucidating the factors that shape their attitudes and behaviors towards physical activity. By identifying the key determinants of sports commitment within the context of the selected youth organization, interventions can be developed to foster a culture of active participation in sports and fitness activities. Such initiatives not only promote physical health but also contribute to the holistic development of adolescents, instilling values of teamwork, discipline, and resilience. Through collaborative efforts between educators, youth leaders, and community stakeholders, we can create supportive environments that encourage adolescents to embrace physical activity as an integral part of their lives. By promoting a positive and inclusive sports culture within the youth organization, we aim to empower adolescents to lead active and healthy lifestyles well into adulthood. Ultimately, our goal is to enhance the overall well-being and quality of life of adolescents in China by fostering a lifelong commitment to physical education and sports.

Sustainable Sip: Learning Concepts Of Business Sustainability Through A Hybrid Game

We present Sustainable Sip, a hybrid multiplayer round-based game designed to provide an experiential learning environment for university-level students at the University of Queensland, Australia. It aims to facilitate literacy around the fundamental concepts of business sustainability, specifically the tensions and interplay between economics and sustainability, and systems thinking. This paper represents stage 1 of this project (design, development, testing). Impact assessment will be covered by stage 2 (application), which is outside the scope of this paper. Each player manages a coffee shop in a competitive market, seeking to maximise their customer base, whilst minimising the production of waste (unsold coffee tokens). Each round, players must decide how much coffee (inventory) to buy from the wholesaler, and the price to sell coffee to customers. Players aim to balance the dimensions of economic performance, environmental sustainability, and customer loyalty; the player that best achieves this wins the ‘Sustainable Sipper’ award. ‘Customer loyalty’ is a central concept, calculated in the app for each player and is influenced by the shop’s coffee price, quantity of waste the shop produces, and a player’s ability to meet customer demand. The game design explicitly draws from system thinking, user-centred and hybrid design, and from self-determination theory (motivation). Sustainable Sip has undergone early testing with preliminary feedback highlighting that the gameplay is simple, intuitive and interactive, aspects that are attributable in part to the game design and the hybrid approach.

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.

The Role of Empathy and Relationship Quality in Building Customer Loyalty in Community Pharmacies: Evidence from Jordan

Aim: This study explores how pharmacist empathy influences customer loyalty through the mediating role of relationship quality in community pharmacies. Methodology: A cross-sectional study utilizing a web-based questionnaire and convenience sampling was conducted in Jordan. Data were analyzed using Structural Equation Modeling (SEM). Results: A total of 536 responses were gathered and analyzed from all Jordanian regions. The gender distribution was balanced, with 261 males (48.7%) and 275 females (51.3%). The age distribution was concentrated in the 35-44 age group (29.3%), followed by 25-34 (25.6%). The majority had a high level of education, with 323 (60.3%) holding a Bachelor's degree or higher academic qualification (19.0%). Most participants visited pharmacies at least once every six months (50.6%), primarily using independent community pharmacies (52.1%). The study findings highlight a significant positive impact of pharmacist empathy on the three key dimensions of pharmacist-patient relationship quality (trust, satisfaction, and commitment). Furthermore, a significant positive relationship was found between the relationship quality dimensions and both customer loyalty dimensions (attitudinal and behavioral loyalty). Conclusion: The study findings highlight the central role of pharmacist empathy in establishing a strong and enduring pharmacist-patient relationship quality, which in turn, enhance consumers loyalty, which is essential for thriving and surviving in today's competitive market.

Nothing personal, it's the organization! Links between organizational culture, workplace bullying, and affective commitment.

Extensive attention in organizational research has been dedicated to workplace bullying, primarily focusing on its frequency and impact on both the victim and the bully, emphasizing interpersonal dynamics. This study extends current research by shifting the focus to the organizational level, examining the relationship between organizational culture and affective commitment, mediated by workplace bullying. Utilizing data from two surveys (N = 650 in 2012 and N = 553 in 2017), the study reveals that dimensions of organizational culture, such as assertiveness, performance orientation, and ingroup collectivism significantly influence work-related workplace bullying. Performance orientation and assertiveness are positively associated with increased bullying, whereas ingroup collectivism serves as a deterrent. In turn, work-related bullying negatively impacts affective commitment, while a culture characterized by high ingroup collectivism not only links negatively with bullying but also links positively with affective commitment. This work is one of the first studies to investigate the interplay among several dimensions of organizational culture, workplace bullying, and affective commitment, underscoring the importance of supportive organizational cultures in fostering healthy work environments.

Investigating Organizational Commitment as a Turnover Intention Mitigation Tool

This article aims to explore whether the relationship between academic staff turnover intention and organizational commitment is influenced by organizational commitment dimensions. The study employed a cross-sectional research approach to analyze quantitative data at an individual level. Information on the research variables was gathered from 878 academic staff members at 8 Ugandan universities via a survey questionnaire. SPSS version 25 was employed in the analysis to evaluate the suggested model. The results of empirical research show that the intention to depart is significantly and negatively impacted by organizational commitment. It is notable that both the affective and normative commitment dimensions exhibit a significant decrease in turnover intention. The findings also support the idea that there is no statistical relationship between the intention to leave voluntarily and continuously. Previous research on the relationship between organizational commitment and turnover intention has concentrated on how organizational commitment affects turnover intention across various domains. The individual contribution of organizational commitment dimensions in predicting turnover intention in the education domain has been scarce. Our study aims to close the gap by illuminating the predictive role of affective, normative, and continuance commitment as a measure of staff retention in higher education institutions in emerging economy.

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.

Organizational Silence and Organizational Commitment: Empirical Evidence from the Greek Public Sector

Organizations perform better and have less employee turnover when the latter voice their suggestions and concerns. This study explores how organizational silence factors affect organizational commitment and job satisfaction. Given the limited related empirical evidence, this study investigated a randomly selected sample of 205 participants currently employed in a Greek public organization. To collect data, a structured questionnaire was used and multiple linear regression analysis was implemented to test hypotheses. Results showed the existence of the silence climate that leaded to employees’ silence behavior and negatively affected all dimensions of organizational commitment and job satisfaction. This study may help public entities’ management, especially in cases of countries with bureaucratic inefficiencies in the public administration, in order to successfully implement structural changes enhancing communication channels reducing thus silence and increase employee commitment and satisfaction.

Customer engagement, moral identity and oppositional brand loyalty in virtual communities

PurposeOppositional brand loyalty poses a challenge to the management of virtual communities. This study aims to categorize these loyalty behaviors into positive (willingness to pay a price premium and brand evangelism) and negative (schadenfreude and anti-brand actions) dimensions. It then explores how customer engagement and moral identity influence these dimensions in the context of brand competition.Design/methodology/approachStructural equation modeling was conducted to analyze the main and moderating effects, using survey data obtained from 498 valid responses out of a total of 636 responses from Xiaomi's virtual communities.FindingsThe results indicate that customer engagement significantly influences all four dimensions of oppositional brand loyalty. The relationship between customer engagement and brand evangelism is notably stronger among customers with a strong moral identity. Conversely, the effects of customer engagement on schadenfreude and anti-brand actions are attenuated for these customers.Originality/valueAnchored in theories of brand tribalism, social identity and brand polarization, this study bifurcates oppositional brand loyalty into directions of preference and antagonism, empirically showcasing moral identity's moderating effect. It contributes to the literature on antagonistic loyalty and moral identity, offering strategic insights for companies to navigate schadenfreude and anti-brand actions in online communities.

Impact of Leadership Communication on Employee Commitment: A Case Study of Kohat University of Science and Technology

This Study investigates the impact of leadership communication on employee commitment within the organization. The basic objective of this case study was (a) to grasp the impact of leadership communication and its long-term effects, (b) To identify the role of different communication channels,(c) To investigate the moderating effects of contextual factors (e.g., organizational culture, industry dynamics) and (d) To examine the relationship between various dimensions of leadership communication (e.g., clarity, transparency, empathy) and employee commitment. Being a case study of Kohat University of Science and Technology 300 employees have been chosen. Information was gathered through questionnaires using simple random sampling. Three hundred questionnaires were received. Different statistical methods were used, including mean, correlations, coefficients, and regression analysis. Tested the above construct and found that leadership communication has a positive impact on employee commitment. All other communication aspects, including face-to-face, email, and virtual communication, were also positively related to employee commitment.

The relationship between psychological capital and career commitment in teachers

When teachers have a high level of psychological capital, it can motivate them to be more proactive, exhibit higher confidence, and achieve better performance. This positive impact, in turn, can lead to strong commitment to their work, career, and the organization they belong to, resulting in the formation of high-quality teaching staff. This research aims to examine the relationship between psychological capital and career commitment among teachers. The participants in this study were 336 teachers. The research utilized a quantitative research model with a correlational method employing the simple linear regression assumption test. The instruments used in this study were the Psychological Capital Questionnaire (PCQ) and Career Commitment Measure (CCM). The results of this study indicate a correlation between two psychological capital dimensions (efficacy and optimism) and three dimensions of career commitment. There is also a relationship between the hope dimension and the identity dimension of career commitment, while the other two dimensions do not have a connection with career commitment dimensions. Additionally, the resilience dimension is also associated with career planning.

DOES TALENT MANAGEMENT AFFECT ORGANIZATION PERFORMANCE IN ELECTRONICS MANUFACTURING BATAM?

The research focuses on the influence of talent management on organizational performance, mediated organizational commitment and moderation of transformational leadership. This study is a quantitative study that distributes questionnaires to employees of electronics manufacturing companies in Batam City of 352 respondents, analyzed using the SmartPLS method. The results of the research show that talent management has a significant influence on organizational performance through direct influence tests and its influence becomes insignificant and not mediated by organizational commitment. Organizational commitments, consisting of the dimensions of affective commitment, continuance commitment and normative commitment also have a significant impact on organizational performance, suggesting that employees who are committed to the organization tend to make a better contribution to the company's performance. Transformational leadership has a significant influence on organizational performance directly, when tested as a moderation variable its influence becomes insignificant. This research gives some recommendations; the importance of employee development through training and talent development to improve company performance.

Employer Brand Attractiveness and Organizational Commitment: The Moderating Role of Organizational Support

The primary purpose of this article is to determine the relationship between employer brand attractiveness, which is considered to be critical in achieving sustainable human resource management and organizational commitment, and to reveal the moderating role of perceived organizational support in this relationship. The research was conducted on the employees of 5-star hotels in Manavgat, one of the most popular tourist destinations in Turkey. Data were collected between June and October 2023. The hypothetical model was developed based on the results obtained and was tested using the AMOS program (IBM SPSS AMOS 22). Accordingly, the Process macro (model 1) was found to be the most appropriate model for determining moderating effects. The results of this study revealed a positive relationship between the economic, social, development, and application dimensions of employer brand attractiveness and organizational commitment. On the other hand, it was concluded that interest value did not have a statistically significant effect on organizational commitment. Moreover, it was also determined in the results of this study that perceived organizational support has a moderating role in the relationship between employer brand attractiveness dimensions and organizational commitment. It is believed that the research findings concerning the relationships between the variables and the moderating effect of perceived organizational support will contribute to filling a gap in the relevant literature. In light of the findings, a number of theoretical and practical implications have been presented for tourism and hospitality organizations and academicians on sustainable human resource management.

Learning biodiversity care in everyday life: teacher education in contrasting biocultural contexts

Earth’s biodiversity decline poses critical biocultural challenges, including food sovereignty and climate change adaptation. Teacher education can play a pivotal role in addressing biodiversity care. This study explores how preservice teachers learn about biodiversity care in teacher education programs, focusing on local biocultural contexts to ensure inclusive and equitable quality education pertinent to local communities. Conducted across three diverse Education Faculties in Chile, qualitative methods such as questionnaires, syllabi analysis, and interviews were employed. Findings reveal that preservice teachers primarily acquire biodiversity knowledge through natural sciences courses, albeit with variations across Faculties. The study highlights the importance of situated perception in connecting biodiversity education to the everyday experiences of preservice teachers. It also underscores the ethical and political dimensions of biodiversity education, including participation, interdependence, social commitment, and integration into daily life. Recommendations include fostering collective responsibility, contextualizing teaching methods, incorporating hands-on projects, and modeling responsible biodiversity stewardship in teacher education.

Implementation of the Village Sustainable Development Goals Policy (Study in Sri Mulya Village, Sinar Peninjauan District, Oku Regency, South Sumatra Province

<p><span class="s37">The aim of this village sustainable development research is to describe the implementation of village sustainable development goals in Sri Mulya Village, Sinar Peninjauan District, OKU Regency, South Sumatra Province. Apart from that, this research also aims to identify factors that can support or hinder the implementation of village sustainable development goals in Sri Mulya Village, Sinar Peninjauan District, OKU Regency, South Sumatra Province. The theory in this research uses the theory put forward by Soren C. Winter (2006). According to Winter, the success of implementing a policy can be seen based on 3 variables, namely the behavior of inter-organizational relations with the dimensions of organizational commitment and inter-organizational coordination, the behavior of implementers (</span><span class="s37">lower level</span><span class="s37"> bureaucracy) with the discretionary dimensions and the behavior of the target group with the dimensions of positive and negative responses. The type of research used is qualitative descriptive research. The research results show that the implementation of village sustainable development goals in Sri Mulya Village as seen from the 3 variables of Soren C. Winter (2006) has not been implemented optimally with problems including: Commitment is only verbal because there is no concrete action which causes there is no sense of awareness to be involved, Coordination between organizations is limited to reporting without any feedback as an effort to provide guidance on the implementation of village sustainable development goals in Sri Mulya Village. The village government takes the decision as a form of discretion. The decision taken was to continue updating the data with existing human resources, because there were elements implementing data updates who should have been involved but did not help. The community gave a positive response in the form of cooperation during village data collection. The negative response is that there are still doubts from the community about the Village Sustainable Development Goals </span><span class="s37">program</span></p><p class="s34"><span class="s23">Keywords:</span></p><p class="s35"><span class="s29">Village Sustainable Development Goals, Implementation, Community Welfare</span></p><p><span class="s37"><br /></span></p>

The Role Of Organisational Commitment In Mediating Work-Life Balance On Employee Performance

The current study proposed to examine the mediating role of organisational commitment dimensions in the relationship between work-life balance and employee performance at BPR Denpasar City, with assets exceeding 100 billion. With a sample of 249 employees, the research reveals a notable gap in prior studies regarding utilising organisational commitment dimensions as mediators. Questionnaires were used to gather data, which SEM-PLS analysis techniques were then used to process. The findings show that Work-life balance has a positive and significant impact on employee performance, affective commitment, continuance commitment, and normative commitment. Affective, continuance and normative commitment significantly influence employee performance. Affective commitment, continuance commitment, and normative commitment mediate the results of work-life balance and employee performance.

Dynamics of leadership, interpersonal relations and commitment to change in the Tunisian healthcare context: toward effective transformation of healthcare institutions?

PurposeThis article aims to elucidate the effect of transformational leadership on commitment to change, assuming the existence of mediating variables (Leader–Member Exchange) influencing this relationship.Design/methodology/approachData was collected through a survey based on a sample of 240 observations (Tunisian context with respondents from the healthcare sector). These findings were processed using SPSS and AMOS 23 software, employing exploratory factor analysis and structural equation modeling.FindingsResearch results affirm that leader–member exchange plays a mediating role between leadership styles and commitment to change.Research limitations/implicationsMethodologically, the sample choice lacked diversity. Only hospitals were encompassed in this study. Hence, the generalizability of the results might be questioned. It is crucial to acknowledge that outcomes could vary based on culture and organizational type (Yu et al., 2002; Hechanova and Cementina-Olpoc, 2013). Moreover, our assessment of commitment to change relies on a unidimensional measurement scale focused on affective commitment. However, a multidimensional approach (Herscovitch and Meyer, 2002) could provide a more detailed understanding of the relationship between transformational leadership and different dimensions of commitment to change, including affective, normative and continuance commitment.Practical implicationsOn a practical level, the outcomes of this study hold significance for the healthcare domain, especially concerning change management and leadership within healthcare institutions. Grasping how transformational leadership can positively influence commitment to change through leader–member exchange offers healthcare managers concrete strategies to foster employee adherence to change initiatives. This understanding can be particularly crucial in a constantly evolving environment, where practices and protocols need adaptation to meet new requirements and medical advancements.Originality/valueThis research clarifies how transformational leadership influences commitment to change through leader–member exchange. Furthermore, this study guides organizations toward cultivating transformational leaders. The strength of transformational leadership lies in its ability to channel and transform energies to evoke enthusiastic motivation for achieving anticipated goals (Bass, 1985). However, it's pivotal to recognize that transitioning from a manager-directed approach to an empowerment approach presents inherent challenges (Manz et al., 1990). Investing in leadership development, as underscored by this study, can yield tangible enhancements in commitment to change.