Level Of Commitment Research Articles

“Autarchic, Missing-in-action, or Participative?”: Viewed through the Lens of Competitive Dance Team Members’ Organizational Commitment Vis-à-vis Choreographer’s Management Approaches and Years of Service

ABSTRACT There is a dearth of investigations specifically focused on the domain of dance that focuses on a choreographer’s management approach and its influence on commitment of students from competitive dance teams in the higher education context. Furthermore, the direct influence of choreographers’ duration of service and level of commitment of student-dancers remains unexplored in the existing literature. The present study determined how choreographers’ managerial approaches and years of service influence student-dancers’ commitment levels in Philippine higher education institutions. The survey was administered to a purposively selected sample of choreographers and student-dancers. The study found no relationship between choreographers’ managerial approach, years of service, and student-dancers’ commitment. To confirm or disprove this research, a similar study is recommended.

Mastering trust and commitment in the virtual age

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This study investigated virtual team members’ perception of trust and commitment when using computer-mediated communication across different industries. The results showed that communication method significantly impacted trust and commitment levels, while industry type alone did not produce significant differences. Visual communication methods consistently demonstrated higher trust scores across all industries compared to non-visual methods. Key managerial insights emanating from the findings emphasize the importance of strategic tool selection and the universal benefits of visual communication tools in building trust across virtual teams, regardless of industry context. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The Effect of Normative Commitment on Intention to Stay at Work: An Application in the Aviation Sector

Normative commitment is defined as the extent to which an individual adheres to norms at work. The intention to stay at work indicates how long the individual plans to stay in their current job. A high level of normative commitment indicates that the individual adheres strongly to organizational and social norms, which may positively affect the intention to stay at work. The extant literature indicates that normative commitment, which arises from a sense of moral duty or perceived obligation to the organization, can significantly influence an individual's decision to continue employment with the organization. The objective of this study is to investigate the impact of normative commitment on work retention intentions.A total of 567 individuals employed in the aviation sector at IGA (Istanbul Ground Airport) were surveyed. The correlation analysis revealed a highly significant positive relationship between normative commitment and intention to stay at work, with r = 0.718 (p < 0.05 significance level). The regression analysis demonstrated that normative commitment exerts an effect on intention to stay at work (β = 0.753; p < 0.05). The results of the t-test and ANOVA on normative commitment and intention to stay at work revealed significant differences between gender, status, age, education, and working hours at the p < 0.05 significance level.

POSSIBILITIES AND PROSPECTS OF USING AR AND VR IN THE MARKETING ACTIVITIES OF BUSINESS STRUCTURES

The relevance of the work is due to the fact that in the conditions of digitization of the economy with the help of AR and VR, businesses can create unique offers for each client, increasing the level of satisfaction and loyalty. The use of AR and VR allows not only to increase customer engagement, but also to create a unique user experience that strengthens the brand and increases sales. The purpose of the article is to research the possibilities and prospects of using augmented reality (AR) and virtual reality (VR) technologies in marketing strategies of modern business. The scientific study includes practical examples of the use of AR and VR in real marketing campaigns. The article presents the distinctive characteristics of virtual reality and augmented reality technologies. The article indicates the potential development trends of AR and VR in the field of marketing and their impact on business competitiveness in the digital economy. The challenges that companies face during the implementation of these technologies are identified, namely: technical challenges (High requirements for technical support, Complexity of content development, Difficult integration with other technologies), economic challenges (High cost of implementation, Limited number of users, High costs of maintenance and updating) and social challenges (Barriers in technology adoption, Privacy and data security, Social inequality). Recommendations for overcoming them have been developed. It is noted that in order to overcome these obstacles, it is necessary to improve technical solutions, reduce costs and work on improving the user experience. At the same time, it is important to take into account the confidentiality and availability of technologies for different categories of the population. AR and VR have been found to be successfully used in various fields to enhance user engagement and create new opportunities for brands. The results of the study can help business structures to better navigate the possibilities of AR and VR, facilitating adaptation to new market realities. Prospects for further research include the development of a method for assessing the effectiveness of AR/VR campaigns.

Human Resource Management Affecting Organizational Engagement: A Case Study of The Nakhon Si Thammarat Provincial Administrative Organization

Background and Aim: Nowadays, the world has changed. Management within public and private organizations There is a need for adaptation, especially in ​​human resource management. Nakhon Si Thammarat Provincial Administrative Organization It is an agency whose duty is to provide public services. Human resource management has been given importance in line with goals and missions by giving importance to building morale. And develop personnel potential. There is a salary adjustment. Organize employee training to enhance personnel knowledge. If a person is attached to the organization, it will lead to loyalty. And intend to work efficiently. Research on “Human resource management that affects organizational commitment: A case study of Nakhon Si Thammarat Provincial Administrative Organization” has the following objectives; 1) Study the level of human resource management. And the level of commitment to the organization of Nakhon Si Thammarat Provincial Administrative Organization personnel, 2) Study the relationship between human resource management and organizational commitment of Nakhon Si Thammarat Provincial Administrative Organization personnel. Materials and Methods: It is quantitative research. The population used in this research is personnel working in the Nakhon Si Thammarat Provincial Administrative Organization. The sample group used in this research is personnel working in the Nakhon Si Thammarat Provincial Administrative Organization, which is 200 people, by convenience sampling. The instrument used to collect data was a questionnaire. Statistics used in data analysis include frequency, percentage, and arithmetic mean. Standard deviation and correlation coefficient Results: The results of the study found that 1) Human resource management level and the level of organizational engagement, it was found that the overall human resource management of the Nakhon Si Thammarat Provincial Administrative Organization was at the highest level. When considering each aspect, it was found that every aspect has the highest human resource management level. The aspect with the highest human resource management score was personnel, followed by Relationships with businesses and organizations and welfare. 2) The relationship between human resource management and overall organizational engagement is at the highest level. When considering each aspect, it was found that every aspect had the highest level of commitment to the organization. The aspects with the highest commitment to the organization are Satisfaction in the workplace and effective communication, Followed by Fair compensation, Effective leadership style, and job security. Overall, human resource management of the Nakhon Si Thammarat Provincial Administrative Organization is significantly related to the organizational commitment of Nakhon Si Thammarat Provincial Administrative Organization personnel at the 0.01 level, with a high level of relationship Conclusion: Overall, the Nakhon Si Thammarat Provincial Administrative Organization has the highest human resource management level. Arrange the scores for each aspect from highest to lowest: 1) personal aspect, 2) relationship with businesses and organizations, and 3) welfare aspect. Organizational engagement of Nakhon Si Thammarat Provincial Administrative Organization personnel as a whole It has a relationship with human resource management in both general and in each of the three areas The relationship is at a high level and is going in the same direction.

The effects of compensation, organizational commitment, and job satisfaction on work productivity: Evidence from readymade garments industry in an emerging economy

Despite noticeable research interest, the labor-intensive Readymade Garments (RMG) industry has rarely been studied from the perspective of workers’ productivity. Additionally, previous studies already generalized that rewards and organizational commitment lead to employee productivity. However, extant research focused on the RMG industry of Bangladesh, which consists of a different socio-cultural, economic, and political environment, as well as profusion dependency on unskilled labor with an abundance supply of it, hardly considered job satisfaction as a factor that may affect the dynamics of compensations or rewards, commitment, and employee productivity. To address this research gap, this study analyzes the spillover effect of compensation, organizational commitment, and job satisfaction on work productivity in Bangladesh’s readymade garments (RMG) industry. Besides, it delves into the analysis of job satisfaction as a mediator among these relationships. We examined the proposed model by analysing cross-sectional survey data from 475 respondents using the partial least squares-structural equation model in Smart PLS 4.0. The findings show that higher compensation and organizational commitment levels lead to higher levels of job satisfaction, leading to greater productivity. This research also discovered that job satisfaction is a mediator between compensation and productivity and commitment and productivity, respectively. Results further show that increased organizational commitment and competitive wages are the two keyways to boost job satisfaction and productivity in the RMG industry. Relying on the findings, this study outlines pathways for organizational policymakers to improve employee productivity in the labor-intensive industry in developing countries.

The impact of emotional and moral intelligence on nurses’ organizational commitment

BackgroundEmotion control, adherence to ethics, and organizational commitment are among the widely addressed topics in response to turbulent and complex organizational environments. The aim of this study was to investigate emotional and moral intelligence and their effect on organizational commitment among nurses working in public hospitals.MethodsThis descriptive-analytical cross-sectional study was conducted on 385 nurses. The data collection tools were standard questionnaires on emotional intelligence, moral intelligence, and organizational commitment. The data were analyzed using t-test, ANOVA, Pearson correlation coefficient, and multiple linear regression with SPSS23 software.ResultsThe mean scores indicated moderate levels of emotional and moral intelligence and a low levels of organizational commitment among nurses. There was a significant positive correlation between emotional intelligence and moral intelligence with organizational commitment. Based on the results of multiple linear regression, components of emotional intelligence and moral intelligence, including responsibility, compassion, self-awareness, forgiveness, integrity, relationship management, self-management, and social awareness were identified as predictors of organizational commitment.ConclusionEmotional intelligence and moral intelligence were estimated to be at moderate levels, and organizational commitment among the nurses was at a low level. Improving emotional and moral intelligence may enhance nurses’ organizational commitment. Therefore, it is recommended that hospital managers provide training courses and workshops to improve nurses’ emotional and moral intelligence, which can, in turn, promote their organizational commitment.

Commitment and compromise in Danish cyber and tech diplomacy

Abstract This article explores the emergence of norm promotion strategies through an in-depth, partly autobiographical case-study spanning almost a decade of Danish cyber and tech diplomacy. The article engages the norms literature in International Relations and highlights the significance of the frequently overlooked internal negotiations that take place within the bureaucratic structures of norm entrepreneurs. Despite Denmark's favourable position and aspiration to become a norm entrepreneur in cyberspace, internal dynamics characterized by varying levels of commitment and compromise in negotiations over cyber norm promotion strategies resulted in both failed norm promotion attempts and fundamental alterations to a previously successful initiative. The article advocates for increasing analytical attention to the internal dynamics of norm entrepreneurs, positing that such examination not only offers a more nuanced perspective on the initial stages of a norm's life-cycle, but also furnishes an additional indication of a norm's robustness. Methodologically tracing the practices of civil servants as they negotiate their continuing commitment to norm-entrepreneurial strategies, particularly in response to domestic political changes or external events, provides norms scholars with valuable insight into the potential weakening or strengthening of a norm.

Factors Affecting Employees Motivation: An Exploratory study of employees at The General Administration of Education in Jeddah

This research aims to systematically explore the intrinsic and extrinsic factors influencing employee motivation in the General Administration of Education in Jeddah. Through qualitative methods, the study seeks to identify and understand the impact of career development, leadership styles, organizational culture, work-life balance policies, and external economic factors on motivation(Al Doghan & Albar, 2015).Furthermore, the research aims to investigate and identify the key factors, both intrinsic and extrinsic, that significantly influence employee motivation within the General Administration of Education in Jeddah ,proposing strategies for improvement in educational administration. The significance lies in bridging the gap between academic knowledge and practical applications, ultimately enhancing the quality of education and administrative efficiency in the region. The study employs an exploratory study with a mono-method design utilizing semi-structured interviews for data collection. Thematic analysis is employed to extract insights from the gathered qualitative data(Delve,Ho,2023).The research sample comprises 15 employees from the general administration of education in Jeddah, including administrative assistants to department heads. The participants consist of 8 males and 7 females, with varying ages ranging from 30 to 55 years old. Years of experience range from 7 to 33 years, with a mix of job titles including administrative roles and managerial positions.The study concluded that job satisfaction and opportunities for personal growth play a crucial role in enhancing employee motivation and productivity. It also showed that a positive work culture and transformational leadership contribute to increasing motivation levels. Additionally, the research emphasized the importance of achieving a balance between work and personal life, and the need to understand and address economic factors to maintain high levels of motivation and commitment.

First Union Formation in Italy: The Role of Micro- and Macro-Level Economic Conditions

In this paper, we use data from the ‘Families and Social Subjects’ survey conducted by the Italian National Institute of Statistics in 2016 to study the impact of micro- and macro-level economic conditions on first co-residential union formation. We aim to determine if and to what extent the probability of forming the first union is explained by individual labour market positions (e.g. having non-standard employment or not having work), and additionally explore if adverse macroeconomic conditions also play a role. We differentiate by union type—marriage and cohabitation—known to be characterised by different levels of union commitment. We also address potential gender differences by conducting separate analyses on men and women. Our results suggest that while micro- and macro-level economic factors matter in the union formation process, their effect varies by gender and union type. Individual economic vulnerability has a greater impact on marriage than on cohabitation for both men and women. Instead, contextual economic uncertainty plays a relevant role, especially in the transition to cohabitation, regardless of gender, and, to a lesser extent, in the transition to marriage, but only for women.

Trust and Organizational Commitment in a Postpandemic Environment.

This study aimed to evaluate nurses' trust in their leader and organizational commitment, examining the relationship between these factors postpandemic and investigating if age, tenure, and specialty area predicted trust and commitment. The nursing shortage was intensified by COVID-19. Nonnursing studies have explored the relationship of employee trust with organizational commitment, illustrating sparsity in nursing literature. This study used a cross-sectional, descriptive, correlational design. An electronic survey was sent to more than 1000 nurses, with a final sample size of 135 over 6 weeks. Results demonstrated high levels of both trust and commitment. The correlation coefficients of all study variables were significant (P < 0.001). Organizational tenure predicted employee trust. Developing leadership skills in building trust with the nursing team contributes to increased organizational commitment. Interventions such as leader development in establishing trust and building relationships with their team members may improve nurse retention and organizational commitment.

Increasing Employee Commitment: 25 Strategies

Employee commitment is pivotal to the success of healthcare organizations, influencing trust, loyalty, and productivity. High levels of commitment among employees foster a positive work environment where individuals willingly contribute their time, energy, and talents. Conversely, low commitment leads to cynicism and disengagement. Commitment comprises behavioral, emotional, and rational components and is often driven by reciprocal investments between employees and employers. To assess and enhance employee commitment, healthcare leaders can use a variety of strategies, including clear communication, values-based hiring, career planning, and leadership practices that emphasize care, ownership, security, and accountability. Ultimately, committed leadership is essential for fostering a culture of commitment within the organization.

Pengaruh budaya organisasi dan komitmen organisasi terhadap kinerja karyawan

Healthcare services in hospitals are a significant concern in Indonesia, where the quality of employee performance is often considered suboptimal. This may be influenced by cultural factors and levels of employee commitment. This study aims to examine the impact of organizational culture and organizational commitment on employee performance in hospitals, both individually and collectively. The research adopts a quantitative correlational approach. Research subjects were selected using purposive sampling techniques, with data obtained from 167 hospital employees in Lamongan. The study utilized scales measuring employee performance, organizational culture, and organizational commitment. Data analysis was conducted using multiple linear regression. The results indicate that organizational culture and organizational commitment together have a significant effect on employee performance, with an F value of 15.864 and a p-value less than 0.000, contributing an effective contribution of 16.2%. However, the partial effect analysis reveals that while organizational culture influences employee performance, organizational commitment does not significantly affect employee performance.

Attitudinal Beliefs About Suicidal Behavior and Attitudes Towards Suicide Attempts in Colombian Healthcare Professionals.

Background: Suicide remains a major global public health concern, ranking among the leading causes of death worldwide. Healthcare professionals play a crucial role in preventing suicide, yet their attitudes and beliefs about suicidal behavior can significantly impact the quality of care provided to individuals at risk. Objective: This study aimed to analyze the attitudinal beliefs of Colombian healthcare professionals regarding suicidal behavior and their attitudes toward suicide attempts. Methods: A cross-sectional study was conducted with 354 healthcare professionals, including interns, from fields such as medicine, nursing, and nursing assistance. Participants completed the Attitudinal Beliefs Questionnaire about Suicidal Behavior (CCCS-18) and the Attitudes Towards Suicide Attempt Scale (ASETSA). Descriptive and inferential statistical analyses were performed to examine the relationship between professional experience and attitudes toward suicidal behavior. Results: The findings revealed that many participants exhibit attitudes that legitimize suicide in cases of extreme suffering, such as in terminal illness. However, there were significant gaps in comprehensive approaches to suicide prevention, with varying levels of commitment to individual and institutional support. Clinical experience was identified as a key factor in shaping these attitudes, with more experienced professionals showing a nuanced understanding of suicide triggers and prevention. Conclusions: The results underscore the importance of ongoing training programs that not only improve technical knowledge but also address misconceptions and stigmas related to suicide. These findings have direct implications for developing targeted interventions and educational programs within the Colombian healthcare context to ensure more compassionate and effective care for individuals at risk of suicide.

Text Analysis of the System of Changing Majors in Chinese Universities

The major, as the most basic unit for cultivating talents, has always been a subject of public concern. The choice of major affects the effectiveness of talent cultivation, and the correct choice of major is one of the key factors affecting the level of study commitment and state, as well as the student's college experience and the quality of undergraduate education. It is crucial to pay close attention to the adjustment and conversion of majors for students who are dissatisfied with their majors after entering a university. This paper lists the theoretical basis for major transfer, describes the development of relevant major regulations in China, and analyzes the implementation regulations of five randomly selected universities, it raises issues and provides relevant suggestions.

The Relationship Between Organizational Commitment, Professional Development, and Job Performance of Educators in Public Universities

This study investigates the relationship between organizational commitment, professional development, and job performance among educators in public universities. Using a sample of 250 educators from public universities in West Java, Indonesia, the study employed a quantitative approach, incorporating Pearson correlation and multiple regression analyses to examine the influence of organizational commitment and professional development on job performance. The findings revealed that both organizational commitment and professional development have significant positive effects on job performance. Furthermore, an interaction effect was observed, suggesting that educators who exhibit high levels of organizational commitment and actively participate in professional development activities perform better than those with only one of these factors. These results emphasize the importance of fostering both commitment and professional growth in improving educator performance. The study contributes to the literature on educator effectiveness and offers practical recommendations for enhancing job performance in higher education institutions.

Saudi Postgraduate Students` Ethical Commitment between Awareness and Application of Artificial Intelligence in Scientific Writing

This research explores the extent of ethical awareness among postgraduate students and their commitment to ethical standards when using artificial intelligence (AI) techniques in scientific writing (SW). It identifies gaps between what students know about ethics and how they apply this knowledge in their SW, specifically in content generation, analysis, and data handling. The study also evaluates the implications of postgraduate students’ increasing use of AI for academic integrity and the verification of sources, focusing on developing effective strategies and measures to ensure ethical compliance. The study participants comprised 68 male and female students from the College of Education at King Faisal University, Saudi Arabia. A descriptive survey research design was used: researchers developed a questionnaire to determine postgraduate students’ level of moral commitment between awareness and the application of AI in their dissertations, theses, and research projects. Results indicated that this commitment is moderate. There were no statistically significant differences between the participants` scores due to age, gender, seniority at university, study type, study state, or subject specialization. The study recommends establishing and implementing intensive awareness training programmes for postgraduate students focused on the importance of ethics in using AI in accordance with academic integrity standards. The study also suggests that institutions review and update academic policies to ensure clear ethical principles regarding the use of AI in SW are included.

Stress timing, trauma exposure, and family resilience differentially affect internalizing and externalizing symptoms at 3, 5, and 7 years of age

Mental health disorders are associated with decreased quality of life, economic productivity loss, and increased mortality. The association between stressful experiences and psychopathology is well documented. However, studies are needed to understand the impact of timing of stressful events, types of traumatic experiences, and of family resilience on internalizing and externalizing symptoms in early childhood. The present study used a longitudinal design towards this end. Parents (N = 456) completed study measures at infancy, 2 years, 3 years, 5 years, and 7 years. At 3 years, greater stressful events during the prenatal period, 1-2 years, and 2-3 years (B = 0.833–0.369, p = 0.028–0.046) predicted internalizing symptoms for female participants only. For externalizing symptoms at 3 years, every time point assessed was significantly associated with more symptoms across both sexes (B = 1.071–0.414, p < 0.001). At 5 years, both internalizing and externalizing symptoms were associated with a greater number of stressful events at every time point and across sexes (B = 1.372–0.465, p < 0.001–0.002). There was evidence for timing effects, including cumulative effects, sensitive periods, and recency effects. Exposure to interpersonal trauma associated with greater internalizing symptoms (B = 2.120, p = 0.002), whereas both interpersonal (B = 1.879, p = 0.005) and non-interpersonal (B = 1.223, p = 0.032) traumatic experiences were associated with greater externalizing symptoms. Aspects of family resilience including higher levels of family commitment, ability to face challenges, and sense of control reduced risk for internalizing symptoms (B = –0.496, p = 0.004) while only greater sense of control (B = –0.838, p = 0.040) reduced risk for externalizing symptoms at age 7 years, including in the context of trauma.

Do commitment and asset specificity serve as the double-edged sword to assist co-production in enhancing value co-creation? A dyadic approach in Taiwan

PurposeValue, also known as co-creation, is recognized as the outcome of collaborative efforts between both parties. However, knowledge is currently limited regarding the motivations and mechanisms driving customers to engage in co-production and value co-creation. Therefore, the current study aims to investigate co-production in enhancing value co-creation. Previous research has predominantly explored the linear effects of commitment and asset specificity on co-production. To expand on this foundation, our study goes a step further by including the potential quadratic effects of commitment and asset specificity on co-production. Although moderate levels of commitment and asset specificity may enhance co-production, higher levels are implied to possibly impede it. Considering that co-production requires collaboration between customers and service employees, this study includes the characteristics of service employees, such as self-monitoring and self-efficacy, identifying their moderating roles in aiding active co-production and ultimately enhancing the value co-creation.Design/methodology/approachWe employed linear, nonlinear and hierarchical moderated regression analysis to test our hypotheses.FindingsOur findings provide evidence for the positive linear effects and negative quadratic effects between commitment, asset specificity and co-production. The inverted-U relationships suggest an existing optimal commitment and asset specificity that maximize co-production. Results also suggest that co-production influences value co-creation and self-efficacy and self-monitoring positively moderates the relationship between co-production and value co-creation.Originality/valueBy applying the core provisions of S-D logic, this study contributes to marketing literature by analyzing the dyadic process of co-production. Dyadic data collection from both customers and service employees provides a comprehensive understanding of the co-production process, allowing academics to recognize service employees’ self-efficacy and self-monitoring that contribute to effective co-production and value co-creation in service processes.

Climate change among health students in France: a multicenter, cross-sectional study

Abstract Introduction Climate change (CC) has been identified as the greatest global health threat of our time. To foster the resilience of our health system and promote sustainable health, it is essential to rely on aware and trained actors. We evaluated the level of awareness, perception, and commitment of health students in France about CC and sustainable development (SD) issues. We also assessed their expectations in terms of initial training on these subjects. Methods We conducted an observational, cross-sectional, multicentre study targeting students enrolled in Medicine, Pharmacy, Odontology, Maieutics, Nursing, Physiotherapy, and Medical Electroradiology in the southwest region of France. The questionnaire used was designed to identify the Knowledge, Behaviors, Practices, and expectations on SD and CC during their studies. It was distributed in a format to be completed online in April 2022. Results A total of 529/7000 (7.5%) health students participated in our survey. Our results show that students have little perception of the impact of the health system on CC. However, they are already committed to reducing energy (97%) and water consumption (94.5%) and sorting their waste (87.8%) in their daily lives. Among students, 73.6% envision themselves as future actors in sustainable healthcare. Although they expect a strong commitment from their training institution, 92% of them think that students are the most active on these issues. Regarding their training, 83% of them think that it should integrate CC and SD issues, while 58.7% say that they have never dealt with this topic at this stage of their studies. Conclusions In France, the initial training of future health professionals must be rapidly adapted and must enable them to acquire the knowledge and skills necessary to understand the health impacts of CC on the one hand and to reduce the impact of the health sector on the climate on the other to build climate resilient and environmentally sustainable health systems. Key messages • French health students appear to be committed to the fight against climate change. • Initial training of future health professionals needs to be adapted to give them the knowledge and skills to understand the challenges of climate change with health and the health system.