Normative Commitment Research Articles

Effect of normative commitment on organization performance at SBC tanzania limited (PEPSI) DAR es salaam

Effect of normative commitment on organization performance at SBC tanzania limited (PEPSI) DAR es salaam

“This is not the 90s”: Myanmar and Change in ASEAN’s Normative Order

In this article, we examine the contours of the Association of Southeast Asian Nations’ (ASEAN) response to the latest regional challenge from Myanmar, the 2021 coup. Scholars and practitioners alike often portray ASEAN as a relatively cohesive community of states united in adherence to a long-held and comparatively stable set of norms within the so-called “ASEAN way.” Core among these norms has been domestic non-interference. However, we argue that rather than being determined by a coherent set of agreed norms, ASEAN’s response to this crisis has been shaped by intra-regional contestation and division around how ASEAN ought to enact its particular “way” of regional governance. More narrowly, we show that the ASEAN response has been shaped by contestation over competing normative impulses in the organization—centrality and non-interference—which have developed in increasing tension since the humanitarian disaster after Cyclone Nargis in 2008 and the Rohingya crisis after 2016. We show that in response to these crises, officials from the organization and its member states advanced divergent accounts of what ASEAN ought to do and why, given competing normative commitments to centrality and non-interference. By showing how ASEAN’s response to the 2021 coup is the result of internal contestation within the organization, we support accounts of regional governance in Southeast Asia that stress less the fixity of ASEAN norms than their contestation in practice. To make our argument we analyze more than 250 documents and draw on interviews with regional officials.

Employees’ Intrinsic Job Satisfaction and Organizational Commitment in Pokhara Metropolitan City

Intrinsic factors are core inspirable elements to personnel for work harder. While intrinsic factors exist in the workplace employees feel better job satisfaction and motivation. Therefore, the aims of this study are to observe the influence of JS on organizational commitment among commercial banking personnel in Pokhara. The respondents of the study were non-managerial commercial banking staff. Data were collected from 209 (102 males, and 107 females) sample respondents using convenience sampling through self-structured questionnaires. Intrinsic dimensions of JS were employed in this study. Likewise, affective, continuance, and normative commitment were implied dimensions of the study. Different statistical tools namely; average mean, SD, independent sample t-test, one-way ANOVA correlation, and multiple regression were employed. The study found responsibility, as denoted by the intrinsic dimension, was the most powerful predictor of JS and affective commitment was the major factor of OC. However, the result indicated that the normative commitment was least observed. The correlation between predictor variables dimensions of JS, and OC were found to be positive, and significant. The outcomes of the regression showed that the two factors explained. The findings indicated that intrinsic JS leads to the OC of non-managerial banking employees in Pokhara Metropolis.

Impact of Quality of Work Life on Employees' Commitment to Private Commercial Banks of Hetauda

The quality of work life (QWL) and employee commitment have been a subject of interest among managers and academicians for a long period to enhance organizational performance. Quality of work life is the quality of the relationship between employees and the total work environment, concern for the impact of work on individuals as well as on organisation effectiveness, and the idea of participation in organisational problem-solving and decision-making in concurrence with the ascertained importance of an employee’s role in the service exchange process. This present study attempts to test the relationship between the quality of work life and employee commitment in the commercial bank of Hetauda. The research is a cross-sectional field survey and correlational study. Among a total of 240 employees currently working in Hetauda, 150 employees were selected as the sample of the study in 2023. In order to fulfil the research objectives, the primary data were collected using structured questionnaires. Purposive sampling was used to collect data. Data were analyzed using both descriptive and inferential statistics tools as per the requirement to study the responses and findings were derived. The result of the study indicated that there was a positive correlation between the quality of work life (supervisor support, working conditions, professional development, adequate remuneration and work-life balance) and employee commitment (affective commitment, normative commitment and continuance commitment). The study concluded that there were theoretical and practical implications. Regression analysis showed that there was a significant impact of quality work life on employees (affective commitment, normative commitment and continuance commitments).

The Role of Perceived Organizational Politics in Organizational Commitment and Turnover Intentions among Private Sector Teachers

The aim of the current study was to investigate the role of perceived organizational politics in organizational commitment and turnover intentions. The data (N = 120) was collected through purposive convenient sampling technique from private college teachers of Sargodha city, sample also equally comprised male teacher (n = 75) and female teacher (n = 75). Perception of Organizational Politics Scale (Kacmar & Carlson, 1997), Organizational Commitment Questionnaire (Mowday et al., 1979), and Turnover Intentions Scale (Mobley, 1977) were used to measure the constructs of present study. Correlational analysis showed that perceived organizational politics was negatively correlated with organizational commitment and its constructs (i.e. affective, continuance, and normative commitment). Correlation analysis also showed that perceived organizational politics positively correlated with turnover intentions. Simple linear regression analysis showed that perceived organizational politics was negative predictor of organizational commitment and its constructs. Simple linear regression showed that perceived organizational politics was positive predictor of turnover intentions. Simple linear regression also showed that organizational commitment was negative predictor of turnover intentions. Independent t-test demonstrated that females were significantly higher on perceived organizational politics and turnover intentions, results also showed that males scored higher on organizational commitment as compared to female teachers. Moderation analysis showed that there was significant effect of perceived organizational politics as a moderator in relationship between organizational commitment and turnover intentions. Limitations of the current study and suggestion for the future research have been discussed.

Comparative Study of the Impact of Authentic Leadership on Organizational Commitment of Public and Private Secondary School Teachers

This comparative study was conducted to investigate the influence of authentic leadership on the organizational commitment of secondary school teachers. The study focuses on both public and private secondary schools, recognizing the distinct contextual factors that may shape the relationship between authentic leadership and organizational commitment in these two sectors. This study aimed to bridge the gap by exploring the potential impact of authentic leadership behaviors exhibited by school principals on the organizational commitment of teachers, while considering potential variations between the public and private school contexts. A mixed method was employed. Data collection involved surveys, interviews, and document analysis. The findings suggest that authentic leadership plays a crucial role in influencing teachers' affective and normative commitment levels in both public and private secondary schools in the KP region. The implications of these findings are significant for educational policymakers, school administrators, and leadership development programs. Strengthening authentic leadership behaviors among school principals could foster higher levels of organizational commitment among teachers, contributing to improved educational outcomes and teacher well-being. The study underscores the need for tailored approaches in enhancing authentic leadership practices based on the specific sector; thereby promoting a more committed and engaged teaching workforce in Khyber Pakhtunkhwa. Further research avenues and recommendations are discussed in light of the study's outcomes.

Impact of Extrinsic Job Satisfaction Factors on Organizational Commitment of Banking Sector at Pokhara Metropolis

The paper aims at examining the influence of extrinsic JS factors on organizational commitment of employees in banking sector of Pokhara Metropolis. Non-managerial employees of government, joint- and non-joint venture commercial banks comprising 102 males and 107 females were approached for opinion survey. A questionnaire consisting of five-point Likert scales along with demographic questions were disseminated to collect the data. Using descriptive and analytical method, the results were obtained. The results revealed that a high level of extrinsic job satisfaction appeared when employees have friendly relation with supervisors, while they were least satisfied with pay. It implies that banking employees get satisfied if their supervisor treats them as friends. The study also found those employees’ emotional feelings like loyalty, and having an affiliation with their organization was enthusiastic. Similarly, they believe better to stay in the current organization as the organization has providing something for them, because leaving current organization will need extra costs for them. Thus, there was a higher position of affective commitment and moderate level of continuance and normative commitment of employees. Finally, it was found that extrinsic job satisfaction dimensions have constructive significant impact of employees’ commitment at work place, indicating a high level of extrinsic factors play a pivotal role to satisfy the banking employee and thereby their organizational commitment. The study contributes to analyze extrinsic job satisfaction factors in banking sectors and which factor play significant role to create their commitment of employees in workplace.

Organizational Commitment: a Review of Conceptual Framework of Three-component Model

In today’s global market place, organizations must utilize their human resources effectively. In a world where competition is fierce, companies are about to realize that their workforce provides a competitive edge and that employee effectiveness is one of the key factors affecting the organization's success. Thus, it is imperative for organizations to ascertain the variables that impact the efficiency and output of their workforce. One of the many variables that can affect their efficacy is organizational commitment. The most devoted, enthusiastic, and faithful employees are the ones who are least inclined to think of leaving their positions. In this context, the concept of organizational commitment becomes a topic of utmost significance. Hence, in this paper, an attempt has been made to understand the conceptual framework of Organizational Commitment as a three-component model. Initially, Organizational Commitment was viewed as a two-component model i.e Affective and Continuance Commitment, later, another component “Normative Commitment” was added after due research.

The Welfare State: The Challenges of Sustainability

It is nothing new that ‘the welfare state’ faces serious challenges. Ever since the 1970s, Western welfare states have by many researchers been regarded as being in crisis, but despite many policy adjustments and important variations among Western welfare states, the overall scope of the welfare state, as measured by social expenditure per capita, has by and large increased. At the same time, we can observe a globalization of social policy and the emergence of a more active social role of the state in many parts of the world during recent decades. But new challenges due to a variety of new security issues and new dimensions of uncertainty have appeared, not least following the unanticipated Russian large-scale invasion of and war on Ukraine and concomitant international political developments. Political unease about the future of the welfare state and scope of social policies in different parts of the world has escalated. Welfare political priorities must compete with increased priorities for defense, cyber security, and issues related to energy, climate, food, and the environment. Motivations for state responsibility for citizen welfare and well-being – as well as for the type and scope of responsibility - vary. The fate of the welfare state and social policies is clearly a question of political and normative commitment to what kind of socially active state is desired. The paper addresses the following topics: Why should a state be socially active? What were historical reasons for developing welfare states? What are current motivations for developing and maintaining welfare states? What are the economic, political, and moral dimensions of welfare state sustainability? In addition to possible national political responses to social challenges, it is argued that in a globalized world reinforced international cooperation, coordination and regulation may be necessary to achieve sustainability of (national) welfare states.

Job Satisfaction and Commitment in Ghana: Perspectives from College Tutors

Recruiting and persuading teachers to stay in their jobs is a key educational challenge in Ghana. Growing demands and expectations on teachers have resulted in higher turnover. Based on this context, the major goal of this study was to assess if job satisfaction predicts the organisational commitment of college of education tutors. To accomplish this goal, this study set out to investigate and produce a hypothesis that explains and specifies the variables of job satisfaction and organisational commitment and the links between these variables. A quantitative cross-sectional survey was utilised to determine if job satisfaction predicts organisational commitment in colleges of education. The study’s target demographic was tutors at Ghana’s public colleges of education, with a sample size of 319. Questionnaires were used to gather data. The hypothesis was tested using multivariate multiple regression, structural equation modelling, and process analysis. According to the findings of the hypothesis, communication, a sub-dimension of job satisfaction, predicted affective commitment. Once again, co-workers and communication predicted normative commitment. Job satisfaction predicted organisational commitment. Focusing on building good job satisfaction among tutors in Ghana will assist in development of varied degrees of commitment. It is thus concluded that those who are satisfied in their jobs exhibit positive traits like greater performance, improved workflow and increased productivity. The study’s findings indicate that job satisfaction was a predictor of organisational commitment among tutors in Ghana. It is therefore recommended that principals and the Ghana Tertiary Education Commission look at ways such as recognition and reward, work-life balance as well as compensation and benefits, co-workers and team dynamics to improve tutor job satisfaction.

Impact of Firm Ownership Type on Organizational Commitment and Citizenship Behaviour

In today’s globalized scenario, where advancements in technologies have facilitated people to connect, communicate and collaborate, and where organizations are striving to create an ecosystem that develops sustainable competitive advantage, people issues become a key factor. Organizations, therefore, require an understanding of the business scenario, organizational context and employee characteristics that influence employee behaviour and their workplace relationships as well as their intentions to stay. Though all organizations expect their employees to act with a sense of trust and commitment, the business context of family- and non-family firms are unique and different. While family firms are characterized by the family’s value system and emotions in building strong employee engagement, non-family firms are transactional and driven by outcomes. The study explores differences in organizational commitment and organizational citizenship behaviour between family- and non-family firms, and it draws on the tenets from the Social Exchange theory. The data has been collected from 634 dyadic responses captured at two levels—employees’ self-reported commitment levels and their citizenship behaviour rated by their managers. Our results show that, in the Indian context, the employees of family firms demonstrate a higher affective, continuance and normative commitment as compared to those of non-family firms. However, the two groups did not differ significantly in their organization citizenship behaviour. It was also found that the relationship between organizational commitment and citizenship behaviour was stronger in employees of family firms than in employees of non-family firms.

Is the Party Really Over? Parties, Partisanship and the Politics of Crime

Abstract Political parties occupy a contradictory position in the criminological literature: at once active participants in the political contestation of crime but virtually absent from contemporary debates concerning the relationship between crime and democratic theory. In this paper, I present a ‘rational reconstruction’ of party and partisanship as distinctive modes of political association that are vital to liberal democratic systems that take seriously (1) the value of political pluralism and (2) the limits of public reason to yield definitive answers to the crime question. Currently, political parties are failing to perform these mediating roles satisfactorily and I conclude that a stronger normative commitment to an ‘ethic of partisanship’ can help to revitalize our representative democracies and foster a better politics of crime.

Emergence and collapse of reciprocity in semiautomatic driving coordination experiments with humans

Forms of both simple and complex machine intelligence are increasingly acting within human groups in order to affect collective outcomes. Considering the nature of collective action problems, however, such involvement could paradoxically and unintentionally suppress existing beneficial social norms in humans, such as those involving cooperation. Here, we test theoretical predictions about such an effect using a unique cyber-physical lab experiment where online participants (N = 300 in 150 dyads) drive robotic vehicles remotely in a coordination game. We show that autobraking assistance increases human altruism, such as giving way to others, and that communication helps people to make mutual concessions. On the other hand, autosteering assistance completely inhibits the emergence of reciprocity between people in favor of self-interest maximization. The negative social repercussions persist even after the assistance system is deactivated. Furthermore, adding communication capabilities does not relieve this inhibition of reciprocity because people rarely communicate in the presence of autosteering assistance. Our findings suggest that active safety assistance (a form of simple AI support) can alter the dynamics of social coordination between people, including by affecting the trade-off between individual safety and social reciprocity. The difference between autobraking and autosteering assistance appears to relate to whether the assistive technology supports or replaces human agency in social coordination dilemmas. Humans have developed norms of reciprocity to address collective challenges, but such tacit understandings could break down in situations where machine intelligence is involved in human decision-making without having any normative commitments.

Aligning the BRI With Sustainable Development: A Regulatory Framework and Its Implementation

China’s overseas investment through the Belt and Road Initiative (BRI) has not only encountered challenges relating to environment, human rights, digital governance and security, but is also mired in political and economic critiques. Mobilizing BRI investment can promote equitable economic and social growth, but only if it contributes to sustainable development of countries along the BRI (BRI countries). In recent years a regulatory framework for China’s sustainable overseas investment is emerging to align the BRI with sustainable development, which can be attributed with characteristics that essentially combine three tiers and four elements in nature. The three tiers inherently consist of the network of investment treaties, domestic regulation and soft law, while the four elements include rules with restrictive effects that imposes restrictions regarding environment, climate change and human rights on overseas investment, and rules with stimulative effects that encourage investors to adopt instruments like green finance and digitalization. In terms of the implementation of the framework, China has made significant strides in building its domestic capacity for the implementation through legal cooperation and judicial support, and further works with BRI countries to potentially direct the implementation towards a shared normative commitment based on the United Nations (UN) 2030 Agenda. BRI, sustainable development, regulatory framework, environmental protection, human rights, green finance, DSR, implementation, legal cooperation, judicial support

The effect of interpersonal, problem solving and technical training skills on performance of Ethiopia textile industry: Continuance, normative and affective commitment as mediators

The effect of interpersonal, problem solving and technical training skills on performance of Ethiopia textile industry: Continuance, normative and affective commitment as mediators

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.

Academic staff commitment in the face of a role (im)balance between work and personal life: can job satisfaction help?

PurposeKeeping happy and committed workers is an imperative goal for organisations in any field, including higher education. Institutions must, however, have a thorough understanding of the elements that influence various organisational commitment levels before they can develop human resource management guidelines and procedures that work. Hence, by using social exchange theory, this study aimed to investigate the connection between work–life balance (WLB), job satisfaction and organisational commitment among a sample of Zimbabwean higher education institutions. These factors have received relatively minimal attention in academic institutions, particularly in developing nations.Design/methodology/approachA cross-sectional survey was conducted, using convenience sampling, to examine 224 members of the teaching staff from two universities in western Zimbabwe. The collected data were analysed using partial least squares structural equation modelling.FindingsThe results revealed that WLB significantly predicted job satisfaction. Furthermore, the relationship between WLB and affective and normative commitment was found to be indirect and mediated by job satisfaction.Research limitations/implicationsThe results of this study suggest that WLB and job satisfaction are crucial factors for higher education institutions that aim to secure their talented faculty's affective and normative commitment. Therefore, universities should implement firm policies and practices that encourage academic staff to maintain a healthy WLB and enhance job satisfaction.Originality/valueThe study's main contribution is the development of a conceptual model that contributes to the ongoing scholarly discourse on how to enhance organisational commitment among academic staff in under-resourced higher education institutions, as well as the concomitant implications for human resource policies within these institutions.

Telecommuting and Normative Commitment of Employees in a Technology Firm: After Effects of Covid-19 Pandemic

The recent trend in the world of work has made it expedient for organizations to adopt various flexible work practices such as telecommuting and this is affecting the normative commitment of employees. The study examined telecommuting and the normative commitment of employees in a technology firm. The study adopted the descriptive survey research design. The population of the study is (160) one hundred and sixty and using the Krecjie and Morgan sample size determination formula the sample size of (113) one hundred and thirteen was arrived at. One hundred and thirteen copies of the questionnaire were distributed, purposive sampling techniques were used and three hypotheses were tested using person-product moment correlation and multiple regression using S.P.S.S 27.0 version. The findings revealed that there is a 39.1% weak relationship between remote work and normative commitment and a 97.8% strong relationship between telework and normative commitment. The study further revealed that remote work and telework account for 95.6% of normative commitment. The study concluded that telework is the most significant variable driving normative commitment. However the study recommended among others that management should make it expedient for their telecommuter employees to report to their agency worksite frequently to prevent physical and psychological isolation and there should be constant engagement between the telecommuter employees by putting in place effective online tracking mechanisms to monitor them, also management should give them a sense of belonging, this will help discourage moonlighting.

The Influence of Human Resource Management on Organizational Commitment of Thai Private University Personnel

The purposes of this research were: (1) to study perceptions of employees towards human resource management of Thai Private Universities; (2) to study organizational commitment of Thai Private University personnel; (3) to study a relationship between human resource management and organizational commitment of Thai Private University Personnel; and (4) to analyze human resource management influencing organizational commitment of Thai Private University personnel. The samples used in this study were 350 employees who work in Thai Private Universities in Bangkok and suburban areas. The instrument used to collect data was a research questionnaire. Statistics used in this research consisted of Percentage, Mean, Standard Deviation, Pearson Correlation and Multiple Regression Analysis. The research results showed that: The perceptions of employees towards human resource management of Thai Private Universities, in total, were at a high level. In particular, training and development had the highest mean value, followed by employee retention, employee recruitment and selection, and benefits and compensation. The organizational commitment of Thai Private University Personnel, in total, was at a high level. In particular, affective commitment had the highest mean value, followed by normative commitment, and continuance commitment. The correlation coefficient between human resource management and organizational commitment of Thai Private University Personnel was at the statistical significance at the 0.01 level with correlation value between .127 to .598, which the highest correlation was a relationship between employee retention and organizational commitment. In addition, employee retention had the highest influence on organizational commitment of Thai Private University Personnel, followed by benefits and compensation, training and development and recruitment and selection respectively.