Emotional Commitment Research Articles

A Study of Emotional Commitment and Meaningfulness of Work among Teaching Faculties in India by Using Structural Equation Modeling.

A Study of Emotional Commitment and Meaningfulness of Work among Teaching Faculties in India by Using Structural Equation Modeling.

Acceptable Thresholds: Learning From Critical Disability Methodology to Inform Embodied, Qualitative Research

The writers of this article were brought together by questions of pain. Informed by our own experience with research on difficult and personally meaningful topics, this article explores the value and risks of emotional commitment in qualitative research methods and the corporeal consequences that can result from this commitment. We consider how stress informs an embodied practice of qualitative research, taking into account the thresholds and limits of the body and how these limits shape and transform data collection and analysis. While we endorse the importance of subjectivity in research, we investigate the tension between when physical effects of stress are necessary and needed and when they are harmful to the researcher. This exploration of embodiment has made us question practices of accessibility in the training and process of conducting difficult, personally demanding work. We turn to critical disability methodology to better understand the embodied consequences of research, arguing that researchers often experience continuous negotiation between their own physical well-being and their emotional and identity-based commitments. Tenets from critical disability methodology help resist the dehumanization and mechanization of qualitative researchers by focusing on, rather than ignoring, the body. We emphasize a need for more instructional practices that directly and routinely acknowledge the tension between embodiment and subjectivity in research and that embolden researchers to speak of them, to consider them in their research protocols, and ultimately to determine their own acceptable thresholds. Our goal is to enact more equitable and inclusive qualitative research practices that account for physical and emotional pain.

A study of emotional commitment and meaningfulness of work among teaching faculties in India by using structural equation modelling

A study of emotional commitment and meaningfulness of work among teaching faculties in India by using structural equation modelling

자원봉사센터 종사자의 LMX가 조직몰입을 매개로 조직시민행동에 미치는 영향 연구

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

CULTIVATING ORGANIZATIONAL COMMITMENT: THE IMPACT OF EMOTIONAL LABOR AND THE MEDIATING ROLE OF EMOTIONAL EXHAUSTION

Abstract - The study aims to understand better the connections between emotional labor and emotional exhaustion and the relationship between affective organizational commitment and emotional exhaustion. Also, this study examines the mediating role of emotional exhaustion between emotional labor and affective organizational commitment. Researching how emotional laborers deal with their day-to-day difficulties in managing their emotions and understanding strategies and factors impacting their stress levels will help organizations create policies and practices that support employees in managing their emotions and well-being. This study examines the mediating effect of emotional exhaustion on emotional labor and affective organization commitment. The respondents are heterogeneous and come from a range of industries. The design of this investigation was based on a quantitative methodology. Structural Equation Modelling-Partial Least Squares (SEM-PLS) examined the causal link among variables. The data was collected through Google Forms, and 136 responses were collected. This study revealed that emotional labor positively affects emotional exhaustion, showing that employees who use a surface-acting strategy typically experience higher levels of emotional exhaustion. The relationship between emotional exhaustion and organizational commitment is mediated by emotional exhaustion. Emotional exhaustion negatively affects affective organizational commitment. The researcher learned that surface acting in emotional labor significantly contributes to emotional exhaustion. It is also important for leaders to understand the factors leading to emotional exhaustion and how leaders can mitigate the risk of employees getting emotionally exhausted.
 Keywords: Affective Organizational Commitment; Emotional Exhaustion; Emotional Labor; Organizational; Commitment

Anger and Reconciliation

Emotions are a much-neglected aspect of contemporary peace ethics, which is surprising if only because the concept of positive peace encompasses a certain emotional commitment. Moreover, some emotions explicitly promote separation, conflict, and even violence. Anger is an ambivalent emotion that, on the one hand, evokes conflict but, on the other hand, expresses a sense of justice. Anger can be soothed by forgiveness, and forgiveness can lead to reconciliation. However, in individual ethics, the conceptual and factual connections are easier to explain than in political contexts, where collectives must be considered as actors. Martha Nussbaum recently subjected both anger and forgiveness to a well-founded critique. In contrast to this, however, a qualified defense will be made in the following.

Organizational climate and its effects on job satisfaction: A case study

Today, organizations are increasingly recognizing the importance of organizational climate in human resource management and business success. As work dynamics, employee expectations and the demands of an everchanging business environment evolve, it plays a crucial role in the success and sustainability of organizations. For this reason, organizational climate influences aspects such as emotional well-being, motivation and commitment, stress reduction, as well as effective communication and professional development. In view of this, the present research aims to evaluate the influence of organizational climate on the job satisfaction of the staff of a public sector General Hospital in Villahermosa, Tabasco, in order to generate a conceptual model based on the dimensions established by the analysis of the current context of the Hospital. The study has a quantitative approach of a transectional, explanatory type, carried out by collecting data through the application of a previously validated measurement instrument.

Strategic human resource management practitioners' emotional intelligence and affective organizational commitment in higher education institutions in Georgia during post-COVID-19.

The COVID-19 pandemic has significantly affected the global workforce, presenting unprecedented challenges to managers and practitioners of strategic human resource management. Pandemic-influenced changes in the employment relationship highlighting the need for adaptation in order to facilitate a return to pre-pandemic conditions. Crises such as this can have a detrimental effect on employees' psychological contract, which in turn can hinder the organization's ability to thrive in the post-COVID-19 era and impede the development of high commitment levels in the aftermath of the crisis. Emotional intelligence plays an increasingly vital role in effectively navigating the crisis and providing support to employees, while also facilitating the reconstruction of the psychological contract. Therefore, this study aims to explain the role of emotional intelligence of strategic human resource management practitioners on affective organizational commitment and the possible mediating effect of the psychological contract in that relationship. A quantitative study took place in February 2023 among 286 HR directors, HR managers, and HR officers in higher education institutions in Georgia. Partial Least Squares for Structural Equation Modelling was applied for data analysis. The results revealed that the emotional intelligence of strategic human resource management practitioners has a positive impact on the psychological contract and the affective organizational commitment. This study supports the idea that emotional intelligence can transform strategic human resource management practitioners into individuals who engage in people-orientated activities. These activities aim to effectively acquire, utilize, and retain employees within an organization. The study also suggests that emotional intelligence can provide solutions to maintain high employee commitment during times of crisis and in the aftermath of unprecedented situations.

EXPLORING THE RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT AND WORKPLACE DEVIANCE IN EDUCATIONAL INSTITUTIONS

Employee involvement and its effect on organizational behavior have recently become a popular topic of inquiry. Many researchers have investigated the potential for enhancing employee attitudes, proactive contributions, and organizational performance. Concurrently, there has been increasing concern regarding workplace deviance, which includes behaviors that violate established norms. The emotional commitment and enthusiasm that define employee engagement are linked to job characteristics and organizational justice. These aspects bolster engagement within academic establishments, leading to a rise in job fulfillment and productivity. Conversely, workplace deviance, which encompasses production and interpersonal deviant behaviors, poses a significant challenge for educational institutions. Previous studies have revealed a negative correlation between employee engagement and workplace deviance, highlighting the potential of engaged employees to promote ethical principles and reduce deviant behaviors. Promoting organizational justice and fairness can further contribute to this positive relationship. This paper proposes a theoretical framework that utilizes questionnaires to evaluate employee engagement, job characteristics, organizational justice, and workplace deviance. The study targets employees with diverse roles within higher educational institutions, employing convenience sampling to elucidate the relationships between these constructs. The outcomes of this research can guide higher educational institutions in optimizing strategies for fostering employee engagement, enhancing organizational justice, and mitigating workplace deviance. Tailored interventions that address specific job characteristics and fairness perceptions can be designed to create a more harmonious and productive work environment. Policymakers and administrators can also benefit from evidence-based policy development to promote engagement and address deviant behaviors within educational institutions. In conclusion, this conceptual paper emphasizes the importance of understanding the dynamics between employee engagement, job characteristics, organizational justice, and workplace deviance in higher educational institutions. It provides a foundation for further empirical research and offers practical insights to stakeholders in the field of education, contributing to a more conducive and prosperous educational environment.

International doctoral students’ perspectives on the qualities of supervisors: Expectations for intercultural supervision in Portuguese higher education

Considering internationalisation of doctoral education and the crucial role of supervisors in doctoral journeys, this paper explores the perspectives of international doctoral students regarding the qualities of a good supervisor. Semi-structured interviews were conducted with 11 students from Angola, Brazil, East Timor and Mozambique, attending a PhD Program in Education at a Portuguese university. Results from thematic analysis show that students value intrapersonal, interpersonal and communicative qualities associated specifically to pursuing a doctorate overseas. Within those, they underline: knowledge of their origin contexts (cultural characteristics, educational backgrounds and research traditions); acknowledgement of the influence of those contexts in learning and research approaches; and flexibility regarding students’ variety of Portuguese language. Directly related to this, qualities such as personal and emotional support, availability, commitment and empathy are highly appreciated. Findings highlight the importance of supervisor professional development for intercultural doctoral supervision.

Work Social Support and PTSD in Police Officers: The Mediating Role of Organizational Commitment

The military police officers of Rio de Janeiro are often exposed to critical incidents in routine work that may have a potentially traumatic effect on their mental health, such as post-traumatic stress disorder (PTSD). This study aims to explore the protective role of work social support (i.e., emotional, instrumental, and informational) and affective organizational commitment (and its mediation effect) in facing PTSD, considering these variables as essential resources in the work context according to the conservation of resources theory (COR) approach. This is a cross-sectional study, with a sample of 329 military police officers from Rio de Janeiro, Brazil, who were administered a questionnaire of sociodemographic variables, the Critical Incident History Questionnaire (CIHQ), the Post-Traumatic Stress Disorder Checklist 5 (PCL-5), the Perceived Social Support at Work Scale (EPSST), and the Affective Organizational Commitment Scale. It was found that only emotional support showed a significant association with affective commitment and PTSD symptoms. Affective organizational commitment, in turn, partially mediated the relationship between emotional support and PTSD. These findings shed light on the importance of organizations, such as the military police, in promoting the development of psychological resources like emotional support and affective commitment to mitigate PTSD and promote a sustainable work environment.

The impact of organizational commitment on knowledge management processes in project-based organizations with the mediating role of employee motivation

The purpose of this research is to investigate the effect of organizational commitment (with three dimensions of emotional commitment, continuous commitment, and normative commitment) on knowledge management processes (KMP) in project-based organizations, considering the mediating role of employee motivation. This research has an applied purpose and a descriptive and quantitative nature, which was conducted with a survey strategy. The statistical population is managers and experts of first-class construction companies in Tehran. Data collection was done through a standard questionnaire with 58 questions and hypotheses were tested with SmartPLS. The findings showed that emotional commitment and continuous commitment have a positive effect on employee motivation in project-oriented organizations, respectively, 0.56 and 0.2. Also, employee motivation has a positive effect of 0.51 on KMP in project-oriented organizations. Therefore, employee motivation plays a mediating role in influencing the dimensions of organizational commitment to KMP. But normative commitment does not have a positive effect on employee motivation in project-oriented organizations. On the other hand, employee motivation is influenced by their commitments to the organization and will have positive effects on intellectual capital management, KM and ultimately business performance. Among research backgrounds, the effect of organizational commitment dimensions on improving KMP with the mediating role of employee motivation in project-oriented organizations has not been investigated. It is expected that the results of this research can finally provide scientific and executive solutions to improve the performance of project-oriented organizations through the improvement of these components.

Is Turnover Intention of Waste Industry Employees Determined by Career Growth, Affective, Normative and Continuance?

However, in some businesses, job requirements are sometimes not in line with employees' aspirations for professional advancement, which often leads to a high incidence of employee turnover. The goal of this study is to determine how the likelihood of employee turnover is influenced by career development, emotional commitment, normative commitment, and continuation commitment.Purposive sampling was also utilised in this study to choose respondents. 158 employees, primarily on the island of Java, who work in the waste business industry were the subject of this study. The data is examined using the structural equation model (SEM) technique. According to the study's findings, career growth positively and significantly influences commitment, continuance commitment, and normative commitment. Additionally, career growth, affective commitment, normative commitment, and continuance commitment do not influence turnover intention. Last but not least, psychological capital does not moderate the relationship between affective commitment and turnover intention.

Working with pupils who use alcohol and drugs: emotional labour and crime prevention of Swedish high school staff members

ABSTRACT The last decades have exhibited changes in societal responses to criminal justice, such as informal social control exerted beyond the justice system. This study explores the emotional labour experienced by Swedish high school staff members regarding their efforts with pupils who use alcohol or drugs. Drawing on 36 interviews we demonstrate how their work surpasses the demands associated with a traditional school environment, becoming more like the work of police officers than that of educators or counsellors. This study provides in-depth knowledge of role conflict and role ambiguity due to a lack of clear guidelines regarding blurred aspects of crime prevention, caring, and control, in addition to a high workload and emotionally challenging situations. The findings suggest that there are various conflicting demands regarding the work tasks and emotional commitment of the high school staff members; on the one hand to provide emotional support and ensure a good educational environment for all pupils, and on the other hand to act as informal police officers or supervisors of pupils with these problems.

MEDIATING ROLE OF EMOTIONAL LOYALITY IN ONLINE DONATION

Donating behavior has experienced a shift from conventional to digital. To ensure the continuity of donations, companies are required to have a strategy to attract and retain donors. This study aims to analyze platform trust in online donation platforms and emotional loyalty as factors that influence the continuation of donating to online-based donations. Attachment theory is used as a basis in this research where this theory states that strong emotional attachment creates loyalty that can prevent discontinuity in the use of products or services. Then, quantitative measures were used by distributing questionnaires to the selected sample, and 166 responses were collected. The data were analyzed using SEM. The results show that platform trust has an effect on emotional loyalty and continued intention to donate and emotional loyalty has an effect on the continued intention to donate, as well as being a partial mediating variable.

What Role Do Urban Parks Play in Forming a Sense of Place? Lessons for Geodesign Using Social Media

The sense of place is a multidimensional construct that evokes an emotional commitment to a specific geographic setting. It can be a crucial aspect of cultural ecosystem services. While social media has gained popularity as a tool for assessing ecosystem services, its effectiveness in capturing a sense of place, its impact on cultural ecosystem services, and its role in the landscape design process remains less certain. This study investigates the role of urban parks in shaping the sense of place by analyzing user-generated content from a specific social media platform (Twitter). We gathered tweets from 30 diverse urban parks in Chicago, covering various park types, sizes, shapes, and management styles. Our analysis reveals multiple facets of the sense of place associated with urban parks. We suggest that a sense of place is not solely rooted in the attachment to physical surroundings but also in the personal experiences individuals encounter within these spaces. Residents residing near parks tend to develop a sense of ownership and responsibility, leading to stronger emotional bonds with their environment. Urban parks foster community engagement, enhance social cohesion, and offer opportunities for nature-based experiences. Furthermore, this study underscores the significance of diverse park features, accessibility, and size in bolstering place attachment. Our research demonstrates the potential for geoinformation analysis in the geodesign process as a cost-effective and scalable approach for understanding the person–place connection.

MODERASI NEGATIVE EMOTION PADA PENGARUH JOB INSECURITY TERHADAP EMPLOYEE ENGAGEMENT DI PT DELTA SATRIA DEWATA

Employee engagement is related to the company's overall performance and is defined as an employee's emotional commitment to their workplace. PT. Delta Satria Dewata still finds problems related to employee engagement. Another problem is job insecurity that occurs because of a third party or outsourcing that makes employees feel insecure, especially in employee contracts that cause negative emotions. This study aims to determine the effect of job insecurity on employee engagement and the role of negative emotion as a moderator variable. The population in this study were employees of PT. Delta Satria Dewata totals 120 people and the method of determining the sample used is saturated sampling. Data were collected using a questionnaire and measured using a Likert scale. The data analysis used in this study is MRA. The results of this study indicate that job insecurity has a negative and significant effect on employee engagement, while negative emotion strengthens the relationship between job insecurity and employee engagement. The results of this study are in line with the results of previous studies and theoretical studies of two factors related to employee engagement

The Influence of Emotional Intelligence, Job Satisfaction and Organizational Commitment on Organizational Citizenship Behavior and Employee Performance

This study aims to determine the effect of emotional intelligence, job satisfaction and organizational commitment on organizational citizenship behavior and employee performance. The number of samples used were Bank Syariah Indonesia employees in the Malang area, for the sampling technique using saturated sampling. Collecting data by distributing questionnaires, using the Structural Equation Modeling (SEM) data analysis method. The results showed: 1) Emotional intelligence has no significant effect on OCB; 2) Job satisfaction has a significant effect on OCB; 3) Organizational Commitment has no significant effect on OCB; 4) Emotional intelligence has no significant effect on employee performance; 5) Job satisfaction has a significant effect on employee performance; 6) Organizational Commitment has no significant effect on employee performance; 7) OCB has a significant effect on employee performance; 8) Emotional intelligence, job satisfaction and commitment have a significant effect on employee performance through OCB.

Parental Investment and Social Class: An Exploration of Socioeconomic Influences on Child Development

This paper delves into the intricate relationship between parental investment and social class, examining how socioeconomic disparities shape parenting practices and child development outcomes. Parental investment, encompassing time, resources, and emotional commitment, is foundational to human behavior and is influenced by the multifaceted framework of social class. Through a comprehensive examination, this study highlights the profound influences of social class on access to opportunities and resources, which in turn impact the choices parents make in nurturing their children. The paper also explores the intersectionality of gender roles and cultural norms with social class, adding another layer of complexity to the analysis. By synthesizing existing research and introducing new perspectives, this study aims to shed light on the mechanisms reinforcing or ameliorating inequality, offering profound implications for policy formulation and interventions. The ultimate goal is to understand the distribution of resources, opportunities, and aspirations across social classes and to suggest strategies to address intergenerational inequality, championing equitable opportunities for all children.

Study on the Relationship Between Professional Commitment and Learning Burnout of Undergraduates Majoring in Public Administration

In order to understand the relationship between professional commitment and learning burnout of undergraduates majoring in public utilities management, the students majoring in public utilities management in C University were coded, and 100 undergraduates with different gender, household registration and classes were randomly selected to distribute scales, and 97 valid scales were collected. Descriptive statistics, one-dimensional linear regression model and multiple linear regression model were used for empirical research. The results show that the emotional commitment factor in professional commitment has a significant impact on the degree of learning burnout. By studying the relationship between professional commitment and learning burnout of undergraduates majoring in public utilities management, this study aims to help students establish a correct professional concept, enhance their professional identity and reduce their learning burnout. And put forward some suggestions for the development of public utilities management specialty to cope with the development crisis of public utilities management specialty.