Mediation Effect Of Affective Commitment Research Articles

Responses to COVID-19, small and medium enterprises’ corporate social responsibility and psychological capital of employees: From the mediating perspective of affective commitment

The influence of corporate social responsibility (CSR) on employees' positive psychological capital in stressful situations remains unexplored in the literature for small and medium enterprises (SMEs). This study aims to examine how CSR could assist employees in developing psychological capital during the COVID-19 pandemic. In order to understand the aforesaid relationship, an attempt is made to study the mediation effect of affective commitment. Structural equation modelling (AMOS 21.0) was used for data analysis and hypothesis testing on a sample of 545 employees from 356 Malaysian SMEs. The results of this study showed that SMEs' CSR policies helped to improve the positive psychological capital of their employees during the COVID-19 pandemic. Also, affective commitment complementary mediates the relationship between CSR and psychological capital. During the COVID-19 pandemic, SMEs should come up with a consistent way to implement CSR policies and procedures to improve employees' psychological capital and increase their affective commitment toward the enterprise. There are two main contributions to the literature from this study, in addition to enriching previous empirical research on CSR. As a first contribution to the CSR literature, it examines how CSR impacts employees' psychological capital during a pandemic. COVID-19 is one of the recent pandemics that offers an opportunity to examine its effects on employee psychological state. Secondly, the results of the study add to the growing body of empirical research that supports affective commitment's significant relationship with CSR and enhances employees' psychological capital during a pandemic in a developing market.

THE MEDIATING EFFECT OF AFFECTIVE COMMITMENT ON THE RELATIONSHIP BETWEEN FACULTY SPIRITUALITY AND SCHOOL CLIMATE

<p>The purpose of this study was to determine the mediating effect of affective commitment on the relationship between faculty spirituality and school climate. Utilizing quantitative, non-experimental design via correlational technique, data were obtained from 300 elementary public-school teachers who belong to the 3 districts, Magsaysay, Bansalan and Matan-ao under the Division of Davao Del Sur in the province of Davao Del Sur. The researcher utilized a stratified random sampling technique and an online survey mode of data collection. The researcher also utilized the statistical tools mean, Pearson r and Path Analysis. From the results of the study, it was found that there is a very high level of mean scores for all variables of affective commitment, faculty spirituality and school climate. Also, results revealed that there are significant relationships between faculty spirituality and school climate, between faculty spirituality and affective commitment and between affective commitment and school climate. Further, it was revealed that there was a full mediation effect of affective commitment on the relationship between faculty spirituality and school climate. This implies that faculty spirituality conveys the affective commitment of teachers.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0546/a.php" alt="Hit counter" /></p>

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 development of k-worker's task performance: an empirical research based on the Chinese context

PurposeThis study examines the effect of knowledge workers' (k-workers') leader-member exchange (LMX) on task performance and the mediation effect of affective commitment and organizational citizenship behavior (OCB) in China.Design/methodology/approachIn this study, 384 qualified questionnaires will be collected from k-workers in China by using a self-administered survey, and the partial least square structural equation modeling (PLS-SEM) technique was employed for data analysis.FindingsThis finding showed that LMX has positive relationship on affective commitment, organizational citizenship behavior and task performance. The result also confirmed the mediation effect of organizational citizenship behavior on the relationship between LMX and task performance.Originality/valueThis research provide some implement to manage, motivate and inspire the k-workers and finally promote the organizational performance.

Psychological Safety and Employee Voice in IT Sector: Parallel Mediation Effect of Affective Commitment and Intrinsic Motivation

The study is an attempt to explain the relationship ofpsychological safety on employee voice behaviour byexamining the mediating role of affective commitmentand intrinsic motivation. A questionnaire was distributedamongst 161 IT professionals through conveniencesampling. Mediation Analysis was used to find the effectof the mediators in influencing the relationship betweenpsychological safety and prosocial voice. The resultsuggested psychological safety is parallelly mediated byboth affective commitment and intrinsic motivation,leading to employee prosocial voice. Intrinsic motivationwas found to have a greater mediating effect thanaffective commitment.

The Impact of Rewards & Supervisor Support on Turnover Intentions with the Mediating Effect of Affective Commitment among University Lecturers in Public and Private Universities of Islamabad, Pakistan

The purpose of this study has focused on what kind of impact rewards and supervisor support has on turnover intentions that had been developed by university lecturers and how affective commitment plays a mediating role in the reduction of turnover intentions by university lecturers in universities of Islamabad. The quantitative technique was used to collect data from a sample of 278 university lecturers of both public and private universities in Islamabad through close-ended questionnaires. Stratified simple random sampling technique was implemented in this study. The data was analyzed through correlation and regression analysis while using SPSS. For mediation, the Preacher and Hayes Test has been used to check the mediation effect of affective commitment between independent and dependent variables used in this study. Findings show that rewards and supervisor support played a pivotal role in the reduction of turnover intentions among lecturers and developed a stronger level of affective commitment for their respective universities.

The role of affective commitment on the relationship between human resource management practices and informal workplace learning

PurposeThe purpose of this paper is to explain the mediation effect of affective commitment on the relationship between human resource management practices and informal workplace learning.Design/methodology/approachThis paper develops a conceptual framework along with propositions by integrating comprehensive literatures, in the field of human resource management, affective commitment and informal workplace learning. Through the review of detail literature and based on the situated learning theory (Lave and Wenger, 1991) and organizational support theory (Eisenberger et al., 1986; Rhoades and Eisenberger, 2002; – and Eisenberger, 2006), it is proposed that eight human resource practices could affect informal workplace learning. Moreover, it is also argued that affective commitment could mediate the relationship between HRM practices and informal workplace learning.FindingsThis paper provides a conceptual framework on human resource management practices and informal workplace learning which is mediated by affective commitment.Originality/valueNone of the models presented in the literature details the mediation of affective commitment on the relationship between human resource management practices and informal workplace learning which is mediated by affective commitment as indeed the most recent research on the subject envisages.

How transformational leadership predicts employees’ affective commitment and performance

Purpose The purpose of this paper is to examine the impact of transformational leadership (TL) on employees’ individual performance (IP) through the mediating role of affective commitment (AC). More specifically, it aims to understand how TL relates to employees’ AC, TL relates to employees’ IP, employees’ AC relates to IP and employees’ AC mediates the relationship between TL and employees’ IP. Design/methodology/approach A total of 476 Turkish healthcare professionals participated in this study. The mediation effect of AC in the relationship between TL and employees’ IP was tested by structural equation modeling. Findings The results indicate that AC mediates the relationship between TL and employees’ IP. In others words, transformational leaders promote employees’ AC which, in turn, increases their IP. Practical implications This study suggests that organizations should select, develop and invest in leaders who adopt a TL style because they build a climate of admiration, loyalty, respect, participation and involvement for employees which will in turn enhance their commitment and performance. Originality/value This study responds to calls for research studies to explore the mediating mechanism in the TL process (Judge et al., 2006), as the mediation effects explain the conditions in which TL is related to the favorable outcomes.

The Impact of Organizational Support Perceived by Civil Servants on Organizational Citizenship Behavior: Focusing on Mediation Effect of Affective Commitment

The Impact of Organizational Support Perceived by Civil Servants on Organizational Citizenship Behavior: Focusing on Mediation Effect of Affective Commitment

The relation between employees’ self-directedness and work-related learning intention

The current study aimed to examine the relationship of antecedent variables of employees’ work-related learning intention. More specially, this study investigated the moderated mediating effect of perceived organizational support through affective commitment on the relation between self-directedness and work-related learning intention. To perform this study, online survey was conducted by Korean employees who were working in private enterprises. Total 311 data(men=148, women=163) were analyzed using SPSS 21.0 and SPSS Macro. A moderated mediation is an integrated model that combines mediation and moderation effect therefore we sequentially tested the effects of mediation, moderation and moderated mediation. The results of this study were as following. First, the mediation effect of affective commitment on the relation of self-directedness and work-related learning intention was verified. Second, perceived organizational support moderated the relation between self-directedness and affective commitment. Lastly, the moderated mediation effect of perceived organizational support on the relation between self-directedness and work-related learning intention through affective commitment was identified to be statistically significant at higher perceived organizational support group by using SPSS Macro. This study further expanded the understanding of the antecedent variables and its relationship on employees’ work-related learning intentions. Implications and limitations of this study as well as the suggestions for the future study were discussed.

The Relation between Employees’ Self-Directedness and Work-related Learning Intention: Moderated Mediation Effect of Affective Commitment and Perceived Organizational Support

The current study aimed to examine the relationship of antecedent variables of employees’ work-related learning intention. More specially, this study investigated the moderated mediating effect of perceived organizational support through affective commitment on the relation between self-directedness and work-related learning intention. To perform this study, online survey was conducted by Korean employees who were working in private enterprises. Total 311 data(men=148, women=163) were analyzed using SPSS 21.0 and SPSS Macro. A moderated mediation is an integrated model that combines mediation and moderation effect therefore we sequentially tested the effects of mediation, moderation and moderated mediation. The results of this study were as following. First, the mediation effect of affective commitment on the relation of self-directedness and work-related learning intention was verified. Second, perceived organizational support moderated the relation between self-directedness and affective commitment. Lastly, the moderated mediation effect of perceived organizational support on the relation between self-directedness and work-related learning intention through affective commitment was identified to be statistically significant at higher perceived organizational support group by using SPSS Macro. This study further expanded the understanding of the antecedent variables and its relationship on employees’ work-related learning intentions. Implications and limitations of this study as well as the suggestions for the future study were discussed.

LINKING PSYCHOLOGICAL CONTRACT BREACH, INNOVATIVE WORK BEHAVIOUR AND COLLECTIVISM: A MODERATED MEDIATION MODEL

The present study examines the factors that mediate and moderate the relationship of psychological contract breach (PCB) with innovative work behaviour. Specifically, affective commitment is posited to mediate and collectivism to moderate the above relationship. Data were collected from 707 managers across 12 organisations in India. Hierarchical multiple regression was used for statistical analysis of the moderated-mediation model. Affective commitment was found to mediate the negative relationship between PCB and innovative work behaviour and collectivism moderated the influence of PCB on affective commitment. Results from the moderated mediation analysis revealed that the mediation of affective commitment was moderated by collectivism such that at the lower level of collectivism, the mediation effect of affective commitment became stronger.

The Effect of CEO Korean Leadership on Firm Performance: Testing the Mediation Effect of Affective Commitment

본 연구는 인력규모 100인 이하의 116개 중소기업 CEO의 한국형 리더십이 조직성과에 미치는 영향과 구성원 조직몰입의 매개효과를 조직수준에서 검증한 연구이다. 조직 위계 수준 정도, 시스템의 강도 등 조직성과에 미치는 다양한 영향요인을 고려할 때 대기업보다는 중소기업에서 CEO 리더십의 조직성과에 미치는 영향이 더 크게 나타날 수 있다는 전제 하에, 한국형 리더십의 8요인 중에서 CEO에게 적용되지 않는 상향적응과 수평조화를 제외한 6요인(자기긍정, 성취열정, 솔선수범, 하향온정, 미래비전, 환경변화), 조직몰입, 그리고 조직성과의 관계를 가설로 설정한 후, 다원천(multi-source) 설문결과를 활용하여 검증하였다. 한국형 리더십과 조직몰입은 조직별로 구성원 3인의 응답을 평균하여 내적 일관성을 검증한 후 사용하였으며 조직성과는 CEO의 응답을 활용함으로써 동일방법편의를 극복하려고 노력하였다. 통제변수로는 CEO재임기간, CEO의 기업소유 여부, 회사 인력규모 그리고 산업군 등 네 가지변수를 사용하였다. 위계적 회귀분석을 실시한 결과, 한국형 리더십은 CEO가 측정한 주관적 조직성과에 유의한 영향을 미치는 것으로 나타났다. 아울러, 한국형 리더십과 조직성과의 관계에 있어 정서적 몰입의 매개역할을 Baron and Kenny(1987)의 방식으로 확인한 결과 정서적 몰입이 한국형 리더십과 조직성과 간의 관계를 완전매개하는 것으로 나타났으며, SPSS macro를 이용한 간접효과 검증결과 또한 유의한 것으로 확인되었다. 본 연구는 한국형 리더십을 조직수준에서 검증하여 유의적인 결과를 얻었으며, 그 과정에서 조직에 대한 구성원들의 정서적 몰입이 중요한 역할을 한다는 사실을 밝혔다는 함의를 갖는다. 하지만 객관적 조직성과가 가용하지 않아 주관적 성과변수를 사용할 수밖에 없었다는 한계를 갖는다. 연구의 말미에 연구의 이론적, 실무적 함의와 다른 한계점들을 논의하였으며 향후 연구방향도 제시하였다.The current paper is to test the effect of CEO Korean Leadership on firm performance and the mediating effect of affective commitment between them at the organizational level with 116 CEOs of small-sized firms that have less than 100 employees. The reason why we took CEOs of small-sized firms is based on the belief that the CEO’s impact on firm performance is more direct with small-sized firms than with large firms. Out of eight dimensions of Korean Leadership, we had to eliminate Upward Adaptation and Horizontal Harmony due to their inadequacy to CEO positions, leaving six factors as in Self-Positivity, Passion for Achievement, Leading by Example, Downward Benevolence, Future Vision, and Adaptation for Change. After having established hypotheses by theoretically associating the six Korean Leadership factors with firm performance along with the mediating variable, we collected data using multiple data sources. Specifically, we asked three employees of each company to answer questions for Korean Leadership and affective commitment, while having CEOs to respond to questions of firm performances. This way we partially were able to avoid the common method variance. In addition, we used CEO tenure, CEO’s company ownership, employee size, and industry as control variables. Results of hierarchical regressions showed that Korean Leadership significantly affects firm performance and that affective commitment fully mediates the relations between Korean Leadership and firm performance when tested with both Barron & Kenny’s(1987) method and SPSS macro. Implications of the present study include that it used the organizational level in testing relations between the Korean Leadership and performances and that the mediating role of affective commitment has been confirmed in the process of Korean Leadership enhancing firm performance. Other implications of the study also have been discussed along with study limitations and future research directions.

공기업의 GWP 조직문화가 직무 스트레스와 직무 열의에 미치는 영향: 정서적 몰입의 매개효과

공기업의 GWP 조직문화가 직무 스트레스와 직무 열의에 미치는 영향: 정서적 몰입의 매개효과

The impact of virtuous behavior in organization on the employee's attitude : Focusing on the Mediation Effect of Affective Commitment and Collective Self Esteem

The impact of virtuous behavior in organization on the employee's attitude : Focusing on the Mediation Effect of Affective Commitment and Collective Self Esteem

JOB SATISFACTIONAND AFFECTIVE COMMITMENTAS PREDICTORS OF IN-ROLE BEHAVIOUR: A STUDY WITHIN THE MALAYSIAN HOTELINDUSTRY

The purpose of this paper is to contribute to the knowledge of how job satisfaction (extrinsic and intrinsic satisfaction) and affective commitment influence in-role behaviour of nonsupervisory workers employed within the Malaysian hotel industry. The mediating role of affective commitment on the relationship between job satisfaction and in-role behaviour was also investigated. Regression analyses on the 188 responses collected demonstrated that both intrinsic and extrinsic job satisfaction had positive relationships with affective commitment. Specifically, intrinsic satisfaction was found to be more influential in explaining the variation in affective commitment. Additionally, affective commitment was found to have a significant and positive impact on in-role behaviour. The findings indicate that the two dimensions of job satisfaction were not significant predictors of in-role behaviour, thereby suggesting that the condition for the mediation effect of affective commitment was not supported. Implications of the findings to theory and practice are discussed. The paper concludes by identifying some possible limitations and offering suggestions regarding further investigations on in-role behaviour.