Effect Of Affective Commitment Research Articles

Effect of Affective Commitment on Task Quality: Mediating Role of Employee Engagement

This study aims to examine the influence of Affective Compliance on Task Quality, with a specific focus on the potential mediating effect of Employee Engagement. Affective Compliance pertains to the degree of emotional connection that employees experience towards their employing organization. In contrast, Task Quality refers to the extent to which the output generated by employees aligns with predetermined criteria and anticipated outcomes. The research employs the Partial Least Squares (PLS) data analysis method, which facilitates the modeling of intricate relationships among the variables under investigation. The study's findings indicate that Affective Compliance exerts a positive and statistically significant impact on Task Quality. However, the discovery that Employee Engagement serves as a mediator in the association between Affective Compliance and Task Quality is of greater interest. Employee engagement is a concept that aids in elucidating the relationship between affective Compliance and task quality. The findings of this study carry significant implications for the fields of human resource management and organizational development. Enhancing employees' levels of affective Compliance can enhance the quality of their tasks by fostering increased employee engagement. Hence, organizations must prioritize strategies that enhance the emotional connection between employees and the company, thereby enhancing the work output's quality. This study offers a comprehensive analysis of the interconnectedness of these variables within the work setting, presenting the possibility of enhancing employee productivity and work quality.

The effect of affective commitment on unethical pro-organizational behavior the mediation of need for affiliation and the moderation of moral identity

The effect of affective commitment on unethical pro-organizational behavior the mediation of need for affiliation and the moderation of moral identity

PENGARUH KOMITMEN AFEKTIF TERHADAP LOYALITAS PEGAWAI PEMERINTAH NON PEGAWAI NEGERI (PPNPN) UNIT AVSEC (UPBU) BANDAR UDARA KELAS I DOMINE EDUARD OSOK SORONG PAPUA BARAT

The growth in the number of PPNPN at Domine Eduard Osok Airport is significantly higher than the number of civil servants. addition to balance effectiveness in the work environment of Class I Airport Domine Eduard Osok Sorong, West Papua. Affective commitment is a person's emotional attachment to work or organization. The existence of emotional attachment felt by Government Employees Non Civil Servants triggers the emergence of loyalty, where this loyalty has an impact on their desire to devote themselves to the agency. This study uses quantitative methods with a total of 30 respondents. The data collection technique uses a questionnaire which is distributed to the sample, namely Government Employees, Non-Civil Servants. In his confirmation, validity and reliability tests were carried out, simple linear regression tests, and the coefficient of determination using IBM SPSS Statistics 26. Based on the hypothesis regarding the effect of affective commitment on the loyalty of Government Employees Non Civil Servants, the calculated f value was 32,802 with a significance of 0,000 and from the results of the coefficient test determination to obtain a correlation value between variables of 0.734 and an r2 value of 0.539 or 53.9% and 46.1% which are influenced by other variables outside this study.

The Effect of Affective Commitment and Job Stress Through Lecturer Performance (Case Study of The University of Tangerang Raya)

The Effect of Affective Commitment and Job Stress Through Lecturer Performance (Case Study of The University of Tangerang Raya)

The Effect of Affective Commitment on the Trust of Knowledge Transfer for Family Businesses in Universitas Ciputra

This study aims to explore the effect of commitment on the trust of knowledge transfer.The study is conducted using quantitative method on 50 the next generation of family businesses inUniversitas Ciputra. The study result indicates that commitment and trust simultaneously but notpartially affect knowledge transfer. This study suggests the role of knowledge transfer may determinethe success of family business across generation.

Perceived Organizational Support and Creativity of Science-Technology Talents in the Digital Age: The Effects of Affective Commitment, Innovative Self-Efficacy and Digital Thinking.

BackgroundThe impact of perceived organizational support on the creativity of science-technology talents in the digital era is an important domain for fostering innovation power and the long-term competitive advantage of enterprises. The main purpose of this study is to reveal the “black box” mechanism of perceived organizational support on the creativity of science-technology talents in the digital environment, guide enterprises to attach importance to perceived organizational support and enhance the creativity of science-technology talents.MethodsBased on resource conservation theory and social exchange theory, this study took the science-technology talents of Chinese high-tech enterprises as the research object, combined 380 matching data of science-technology talents and supervisors, and used AMOS, MPLUS, and SPSS software to test all hypotheses.ResultsPerceived organizational support has a significant positive impact on the creativity of science-technology talents, affective commitment and innovative self-efficacy. Affective commitment and innovative self-efficacy have significant positive effects on the creativity of science-technology talents. Digital thinking positively moderates the relationship between perceived organizational support and affective commitment, innovative self-efficacy. Affective commitment and innovative self-efficacy play a moderated mediation role between perceived organizational support and the creativity of science-technology talents.ConclusionPerceived organizational support promotes the creativity of science-technology talents through affective commitment and innovative self-efficacy, which is moderated by digital thinking. These findings not only help deepen and expand the theoretical research on perceived organizational support and creativity, but also inspire managers to guide science-technology talents to work creatively from the aspects of affective commitment, innovative self-efficacy and digital thinking.

Perceived organizational support in reducing emotional exhaustion and increasing citizenship behaviors of faculties: the multiple mediating effects of affective commitment

ABSTRACT The performance of faculties has become vital in higher education institutions. The previous studies have recommended that perceptions of organizational support by faculty members, particularly during the COVID-19 pandemic are related to affective commitment and emotional exhaustion, which in turn enhances and reduces their organizational citizenship behaviors respectively. This study proposes that perceived organizational support has an influence upon organizational citizenship behaviors, through affective commitment and emotional exhaustion. It also proposes that affective commitment mediates the relationship between emotional exhaustion and organizational citizenship behaviors. Using the survey method, a total of 174 responses were collected from faculty members working in both public and private universities in six Middle Eastern countries. A Partial Least Square - based Structural Modeling approach was constructed with which to test the reliability and validity of both the measurement and the structural model. The findings of the study show that affective commitment mediates the relationships between perceived organizational support, altruism and compliance behaviors, whereas it mediates the relationships between emotional exhaustion and the three organizational citizenship behaviors. However, the study results did not support a mediating role of emotional exhaustion between perceived organizational support and organizational citizenship behaviors.

Perceived Organizational Support and Knowledge Sharing: A Moderated-Mediation Approach

This paper investigates the positive influence of perceived organizational support (POS) on employees’ knowledge sharing behavior through their affective commitment. Moreover, it examines the moderating effect of task interdependence, as a situational factor, on this mediating relationship. The results from a total of 222 supervisor-subordinate dyads showed that POS was positively related to affective commitment, leading to knowledge sharing behaviors. Besides, the mediation effect of affective commitment was stronger when task interdependence was low than when it was high. These results imply that employees receiving high organizational support would share their knowledge when they perceive knowledge sharing as a voluntary behavior. Theoretical and practical implications are discussed.

The effect of isolation on job crafting in telecommuting

The aims of this study was to identify what behavior of employees in order to overcome the isolation in the environment in which telecommuting was implemented. Specifically, this study was the networking behavior will appear as a positive coping method for the employees to overcome the isolation, and the mediating process that it will have a positive effect on job crafting through these behaviors is examined. Also want to identify the moderating effect according of affective commitment in this influence series of processes. For this purpose, an online survey was conducted on employees who are currently telecommuting from domestic companies and a total of 313 data were analyzed. The results of this study are as follows. First, professional isolation had a positive related on task networking behavior and social isolation had a positive related on friendship networking behavior. Second, the relationship between networking behavior and job crafting had all positively related. Third, the mediating effect of networking behavior was significant in the relationship between isolation and job crafting. Fourth, the moderating effect of affective commitment was significant only in the relationship between social isolation and friendship networking behavior. Fifth, the moderated mediating effect of affective commitment was significant only in the indirect effect of friendship networking behavior. Based on these findings, we expect to help to understand the emotions and behaviors of employees that may appear at the beginning of introduction of telecommuting in depth.

Pengaruh Memorable Tourist Experience (MTE) terhadap Affective Commitment dan Behaviors Storytelling

Affective Commitment is understood as the main key construct in relationship marketing research. Its explains how individual emotionally attached to their partner in consumption relationship. Affective Commitments can encourage tourists to tell others so that a strong relationship can be established between tourists and destinations. The aim of this study are to analyze and prove: (1) the effect of memorable tourist experience (MTE) on affective commitment, (2) the effect of affective commitment on storytelling behavior, (3) memorable tourist experience (MTE) on behavior storytelling. Research Location at Borobudur Temple. Tourists who have visited the Borobudur Temple as a research sample. The data collected was 130 questionnaires, processed using AMOS SEM. The conclusion from this study shows that (1) memorable tourist experience (MTE) significantly influences affective commitment, (2) affective commitment significantly influences storytelling behavior, (3) memorable tourist experience (MTE) significantly influences behavior storytelling. The implication of the research findings is that the manager must provide a memorable experience to tourists so that if the tourists feel pleasure, this will in turn lead to affective commitment and will tell others. Research limitations such as the closure of the Borobudur Temple caused by the Covid 19 pandemic, so the sample used is tourists who have visited the Borobudur Temple before the Covid 19. pandemic. Suggestions for further research, the researcher recommends using a sample of tourists who have visited the destination with the close distance between the visit to the destination and the time of data collection. Researchers can also add other variables to study the impact of Memorable Tourist Experience (MTE) on destinations and tourists.

The Mediating Effect of Affective Commitment on the Relationship between Human Resource Management Practices and Turnover Intentions of University Employees

In this study, we explored the mediating effect of affective commitment on the relationship between human resource management practices (HRMPs) and the turnover intentions of university employees in Uganda using the theoretical lens of social exchange theory. The study was instigated by reportedly persistent increase in the cases of employee attrition in higher education institutions in Uganda in spite of Government’s attempts to improve the working conditions of the university employees. Using the cross-sectional survey research design, data were collected with the use of an adapted self-administered questionnaire from a sample of 722 academic and non-academic employees of three public and three private universities in Uganda. The results of structural equation modelling (SEM) indicated that HRMPs were significant positive predictors of affective commitment (rewards: β =.225; p<.001), promotions: β =.228; p<.001; and job security: β = .141; p<.001). However, HRM practices were negative predictors of turnover intentions (rewards: β = -.228; p<.001; promotion, β = -.215; p<.001; job security, β = -.138; p<.001). Furthermore, affective commitment was indeed a significant mediator of the relationship between HRMPs and turnover intentions of university employees. These findings made us draw the conclusion that when university employees perceive the institution’s HRMPs to be favourable, they will not only become committed to the organisation but also desire to remain working longer for it. Therefore, we recommend that the university managers in Uganda and similar countries should formulate and practise human resource management styles that do not only spur employee commitment but also enhance staff retention.

The Effect of Perceived Organizational Support and Transformational Leadership on Affective Commitment and Employee Performance

Recognizing the vital role of employees in achieving optimal performance and sustainable competitive advantage as expected, organizations need to facilitate high support for employees, implement appropriate leadership styles, and increase affective commitment within the organization. Therefore, the objective of this study is to analyze and explore: (1) the effect of perceived organizational support (POS) on employee performance and affective commitment; (2) the effect of transformational leadership on employee performance and affective commitment; and (3) the effect of affective commitment on employee performance. The covered population in this study were all employees (including managers, supervisors, and functional staff) who worked in the stone milling companies in Central Java, Indonesia. Data obtained in this study were processed statistically employing structural equation modeling (SEM) with the SmartPLS 3 software package. Based on the data analysis results on 103 respondents, this study concluded that POS had a significant effect on affective commitment and employee performance as well as transformational leadership on affective commitment and employee performance. Furthermore, affective commitment also had a significant effect on employee performance. Thus, the results of this study, theoretically and practically, can be used by all parties concerned to improve employee performance and maintain a sustainable competitive advantage.

The Impact of Surface and Deep Acting on Employee Creativity

ABSTRACT Given the increased need for collaboration to achieve greater speed and flexibility in responding to organizations’ environmental demands, there is growing interest in understanding the implications of collaborative work for employee creativity. This study examines how emotion work (i.e., regulating emotions in a social context) that helps to meet the interpersonal demands of collaboration relates to employee creativity. Conservation of resources theory is used to hypothesize a moderated mediation model where two emotion work strategies – surface acting and deep acting – are indirectly related to creativity through the mediating effect of affective commitment, with psychological safety as a moderator of this indirect relationship. Survey data collected from 546 employees in 42 workgroups in a high-tech manufacturing company in China were analyzed using hierarchical linear modeling and bootstrapping procedures. Results showed that surface acting and deep acting are, respectively, negatively and positively related to creativity through the mediating effect of affective commitment. Also, psychological safety strengthened the positive relationship between affective commitment and creativity, resulting in a moderated mediation effect whereby psychological safety moderates the indirect effect of surface acting and deep acting on creativity through affective commitment. The implications of these findings for emotion work and creativity research are discussed.

공공봉사동기와 이직의도: 정서적 몰입과 직무만족의 매개효과를 중심으로

본 논문은 공조직에 특수한 동기로서 공공봉사동기가 어떤 경로를 거쳐 공무원의 이직 의도에 영향을 미치는가를 연구하는 데 목적이 있다. 중앙부처 공무원을 대상으로 공공봉사동기, 정서적 몰입, 직무만족이 공무원의 이직의도에 미치는 영향에 대하여 PLS 구조방정식(PLS-SEM)을 통해 검증하였다. 분석 결과 공공봉사동기가 이직의도에 미치는 직접적인 영향력은 미약한 수준에서 정(+)의 방향으로 나타났으며 이는 해당 관계에 대하여 기존 개인-조직 정합성에 기초한 접근이 제고되어야 함을 시사한다. 그러나 공공봉사동기가 정서적 몰입과 직무만족의 이중매개를 거칠 때 이직 의도에 부(-)의 영향력을 미치며, 경로의 효과도 가장 큰 것으로 나타났다.

The Effect of Affective Commitment and Continuance Commitment on Job Satisfaction and Turnover Intention of Dietitians in Contracted Foodservice Management Company

The Effect of Affective Commitment and Continuance Commitment on Job Satisfaction and Turnover Intention of Dietitians in Contracted Foodservice Management Company

Internal corporate social responsibility and organizational creativity: An empirical study of Vietnamese small and medium-sized enterprises

Purpose: The present study aims to investigate the relationship between internal corporate social responsibility (CSR), a type of CSR particularly for employees within organizations, and two types of innovation, that is, exploratory and exploitative innovation. The focus is on the mediating effects of affective commitment, knowledge sharing, and organizational creativity within the relationship.Design/methodology/approach: This study’s data were collected in Vietnam via questionnaire survey. Regarding survey administration, first, we chose the five biggest universities, which specialize in economics and business in Hanoi. Then, from those universities, we randomly selected graduate classes whose students are full-time employees in various companies around Hanoi. The questionnaire included multi-items designed to measure factors. Each item was measured by 5 point Likert scale: 1 (strongly disagree) to 5 (strongly agree). Among 750 distributed questionnaires, 252 were returned. After screening and deleting those questionnaires with missing information or those from large companies, 212 remained for further investigation, representing 28.3% of the valid response rate. There are 130 manufacturing companies and 82 non-manufacturing companies in this sample. For the statistical analysis of the data, we follow the three-step procedure of exploratory factor analysis (EFA), confirmatory factor analysis (CFA), and structural equation modeling.Findings: This study successfully tests the empirical relationship between internal CSR and innovation by introducing the mediating effects of knowledge sharing, affective commitment, and organizational creativity. In other words, the results support our hypotheses that predict positive mediating effects, except for the relationship between training and development as one aspect of internal CSR and affective commitment, although training and development have an indirect relationship with innovation through knowledge sharing and, in turn, organizational creativity.Originality/value: The study contributes to the literature on internal CSR, especially because it provides the new empirical evidence for the relationship between internal CSR and innovation, which has been vague in academic research up to now. In particular, by incorporating knowledge sharing, affective commitment, and organizational creativity, the relationship becomes clearer, more reliable, and comprehensive. We emphasize that the factors concerned are relevant to the case of small and medium-sized enterprises in developing countries, because they often face difficulties implementing external CSR due to resource constraints.

The Influence of Job Insecurity on Employees’ Voice Behavior: Focused on the Mediating Effect of Affective Commitment and the Moderating Effect of Perceived Employability

The Influence of Job Insecurity on Employees’ Voice Behavior: Focused on the Mediating Effect of Affective Commitment and the Moderating Effect of Perceived Employability

The Influence of Perceptions of Organizational Politics on Job Performance: Focused on the Mediating Effect of Affective Commitment and the Moderating Effect of Political Skill

The Influence of Perceptions of Organizational Politics on Job Performance: Focused on the Mediating Effect of Affective Commitment and the Moderating Effect of Political Skill

The Influence of Job Crafting on Creative Performance: Focused on the Mediating Effect of Psychological Empowerment and the Moderating Effect of Affective Commitment

The Influence of Job Crafting on Creative Performance: Focused on the Mediating Effect of Psychological Empowerment and the Moderating Effect of Affective Commitment

The Effect of Regulatory Focus on Job Scope: Effects of Affective Commitment and Continuance Commitment

The Effect of Regulatory Focus on Job Scope: Effects of Affective Commitment and Continuance Commitment