Normative Commitment Research Articles

Spiritual Experience as a Predictor of Organizational Commitment among Nurse Educators in Government Higher Education Institutions

Filipino spirituality is deeply rooted in their sense of meaning. In Filipino culture, spirituality transcends the religious aspect. This study aimed to determine if spiritual experience is related to and can predict organizational commitment among nursing educators. By examining how spiritual experience is related to organizational commitment, the research aimed to provide evidence of what can potentially predict loyalty to the workplace among nursing educators. The study utilized survey questionnaires to measure spiritual experience and organizational commitment. The questionnaires were administered online through Google Forms to 80 nurse educators currently teaching in government higher education institutions (HEIs) in the CALABARZON and NCR areas. Data analysis was conducted using JAMOVI. Participants have high (frequent) spiritual experience and average organizational commitment. Results revealed significant positive relationship between spiritual experience and affective commitment; spiritual experience and normative commitment; and spiritual experience and overall organizational commitment (total scale). Spiritual experience was also found to significantly predict affective commitment, normative commitment, and overall organizational commitment. Spiritual experience was not related to and did not predict continuance commitment. This study demonstrates that fostering and promoting the practice and expression of nurse educators' spirituality in the workplace may enhance organizational commitment. The findings of this study advocate for the integration of spirituality in the workplace, fostering an organizational culture centered on spirituality, wherein individuals discover meaning and purpose in their work.

Assessing the Impact of Women Discrimination in HRM Practices on Three-component Model (TCM) of Organizational Commitment: A Study on the Indian Banking Sector

Notably, social-psychological approaches such as relative deprivation theory (personal and collective) and social exchange theory posit that there exists a negative association between women discrimination in HRM practices and organizational commitment. It is pertinent to note that the study of organizational commitment is significant across behavioral and attitudinal perspectives as well as differing conceptualizations. Considering this, the present study aims to investigate the causal linkages between women discrimination in HRM practices and the three-component model (TCM) of organizational commitment in the Indian banking sector. To test the hypothesized relationships, partial least squares structural equation modeling (PLS-SEM) was used on a sample of 394 women employees from the following banks in Northern India—State Bank of India, Punjab National Bank, Housing and Development Finance Corporation Bank, and Jammu and Kashmir Bank. The results obtained revealed that women discrimination in HRM practices has a significant negative impact on all three components of the TCM approach of organizational commitment—affective commitment, continuance commitment, and normative commitment. Specifically, the negative effect was found more on affective commitment and normative commitment, unlike continuance commitment. Consequently, the current study has thrown light on theoretical and managerial implications along with directions for future research.

Membangun Komitmen Aktivitas Karyawan Kelurahan Tegal Sari Mandala III Medan di Era Digital melalui Desain Komunikasi Organisasi yang Efektif

Abstract This research aims to investigate the role of technology and digital communication in building commitment to employee activities in Tegal Sari Mandala III Medan Village in the digital era through effective organizational communication design. Employee activity commitment is a key factor that influences organizational performance and success. However, the digital era brings new challenges in building employee commitment through changes in communication and interaction patterns in the work environment. Using a mixed quantitative and qualitative approach, this research combines surveys, in-depth interviews, and participant observation to collect data. The research results show that the effective use of digital communication technology, such as email, instant messaging applications, and online collaboration platforms, has a significant positive relationship with the level of employee activity commitment. The more effective the use of digital communication technology, the higher the level of affective, sustainable and normative commitment that employees have. This research also identified challenges in implementing digital communication technology and effective communication design, such as varying levels of digital literacy among employees. To overcome these challenges, organizations need to provide training and mentoring to employees, as well as adopt an integrated communication approach. In general, this research confirms that efficient organizational communication design, supported by the appropriate use of digital communication technology, can be a key factor in strengthening employee engagement in the digital era. Organizations that are able to optimize the potential of technology and digital communications well will have a competitive advantage in building a team of human resources that is qualified and has a high level of commitment.

Job Motivation and Organizational Commitment of NGO Employees: Inputs for an Improved Employee Retention

This study aimed to assess the intrinsic and extrinsic motivational factors affecting job satisfaction and organizational commitment among employees of Tinig ng Silangan Inc. A survey questionnaire served as the primary data collection instrument, with 33 employees selected as respondents through purposive sampling. The collected data were encoded and subjected to statistical analysis, utilizing mean calculations, T-tests, and ANOVA to evaluate significant differences in responses. Additionally, Pearson r was employed to examine the relationship between variables related to remote work and employee engagement. The findings indicate that respondents expressed general satisfaction with both intrinsic and extrinsic factors influencing their job motivation, along with a high level of organizational commitment. However, no significant relationships were found between intrinsic or extrinsic factors and affective or continuance commitment. Notably, normative commitment demonstrated a significant relationship with the intrinsic factor "achievement." Significant correlations were also observed between "recognition" and all dimensions of organizational commitment, as well as between "work itself" and "development potential." Affective commitment was significantly associated with the "responsibility" factor, while no significance was noted for continuance or normative commitment. Furthermore, a strong link emerged between "advancement" and affective commitment. Despite the generally positive assessment of motivational factors, respondents highlighted challenges, including insufficient funding, lack of job security, minimal financial support, and an unclear career progression due to the organization's non-governmental status. Overall, while respondents showed a commitment to the organization, priorities included improving financial stability, salary, and personnel standards.

Enhancing affective and continuance commitment to the organization through affective and cognitive attitude toward work

The study aimed to examine the influence of attitude toward work on the organizational commitment of employees. To deepen the concept of the study, literatures were reviewed. The study applied descriptive assessment and correlational research design. The population was all employees of the institution. Questionnaires were used to gather the data and inferential statistics were used to analyze the data. The study found that the attitudes of employees toward their work and organizational commitment were high. The analysis of variance suggests that overall, there is a significant correlation between attitude and organizational commitment. However, taking it singly, there is no correlation between attitude and normative organizational commitment. Thus, the study suggests that management needs to enhance employees' organizational commitment through improving affective and cognitive attitudes toward work.

The Impact of Resilience, Commitment, and Psychological Well-being on Sustainability with Performance as a Mediating Variable: An Organizational Study

In a dynamic and competitive era of globalization, organizational sustainability has become a primary focus for various organizations, including Micro, Small and Medium Enterprises (MSMEs). Organizational sustainability involves an organization's ability to continue operating and growing over the long term, despite facing various challenges and uncertainties. This study aims to examine the impact of organizational resilience, organizational commitment, and psychological well-being on organizational sustainability, as well as the role of organizational performance as a mediating variable in the context of MSMEs in Jakarta, Indonesia. The study employs a quantitative approach utilizing SEM-PLS methodology to explore the interrelationships among relevant variables. The research was conducted on 100 MSMEs in Jakarta, Indonesia, using an online questionnaire as the data collection tool. This research found that organizational resilience, reflected in adaptability, innovation, recovery, preparedness, and effective communication, has a positive and significant impact on the sustainability of MSMEs. Additionally, organizational commitment, measured through affective, continuance, and normative commitment, along with employees' psychological well-being characterized by autonomy, environmental mastery, personal growth, positive relationships, life purpose, and self-acceptance also significantly contributes to organizational sustainability.

Indonesia’s ambivalence in the Russia-Ukraine war: Balancing equal sovereignty norms with a familial approach

ABSTRACT This article examines Indonesia’s position during the Russia-Ukraine war, highlighting the tension between its traditional foreign policy principles and pragmatic approach to international conflicts. Indonesia’s support for UN resolutions condemning Russia, compared with its avoidance of directly naming Russia as the aggressor, reveals an ambivalence rooted in the paradox of upholding equal sovereignty norms while promoting a ‘familial’ approach to conflict resolution. This paradox is evident in Indonesia’s simultaneous support for Ukraine’s territorial integrity while calling for peace negotiations, which equates the aggressor with the victim. The study explores the historical context of Indonesia’s foreign policy, emphasizing sovereign equality and non-alignment, and how these principles are challenged by the current geopolitical landscape. Through qualitative content analysis of official statements, public opinion and media narratives, the article argues that Indonesia’s ambivalence in the Russia-Ukraine war reflects a tension between its normative commitments to sovereignty and pragmatic needs to peacefully end conflict.

Creating Social Value: Unveiling Stakeholder Commitments Dynamics in Malaysian Social Enterprise

Social enterprise represents a convergence of profit-driven organisational structures committed to fostering social impacts, such as expanding employment opportunities or supporting single parents in income generation. This study delves into the depth of stakeholder commitment towards social enterprise initiatives in Malaysia. Employing an interpretative case study methodology, the research utilises multifaceted approaches, including interviews, on-site visits, program observation, and financial statement analysis focusing on a social enterprise entity, Rose Sdn. Bhd. (RSB). The thematic analysis serves as the lens through which commitment dynamics within the social enterprises are explored, drawing upon the dimensions of affective, normative, and continuance commitment within the organisational commitment framework. The research highlights the profound commitment of RSB’s founder to its establishment, driven by personal experiences that instill a profound sense of purpose. The study underscores the pivotal role of the work environment and income opportunities in fostering continual commitment among employees. The conducive atmosphere within RSB fosters dedication and a sense of belonging among its workforce, enhancing the organisation's sustainability and social impact. By creating a genuine and supportive learning environment, trainers strengthen the bonds between individuals and the organisation, reinforcing their commitment to its objectives. The sincerity of trainers is pivotal in nurturing normative commitment among program participants. Additionally, this research emphasises the critical importance of stakeholder commitment in driving the success and sustainability of social enterprises. Close stakeholder engagement emerges as a core strategy for ensuring the sustainability and efficacy of social enterprise initiatives. By exploring commitment dynamics within social enterprise contexts, this study significantly enriches theoretical understanding in the field.

Voices from within: Employee Perspectives in the Leading Insurance Company in Cagayan de Oro City

Since human people are an organization's most treasured asset, it is pivotal to learn how they can contribute to the organization efficiently, effectively and productively. This has been a tremendous challenge on the HR manager to evaluate actions and procedures that will progress the organization's efficacy. The aim of this qualitative study is to offer a wide-ranging notion of how human resource managers can enhance procedures to advance organizational performance in the leading insurance firm in Cagayan de Oro City. The study used a qualitative research design, concentrated on the transcendental phenomenological design of Husserl. Transcendental phenomenology (TPh), is a philosophical method to qualitative research design that pursues to comprehend human experience, it was established with noteworthy input from Husserl (Moustakas, 1994). Transcendental phenomenology is grounded on the principle that all previous assumptions (epoche) must be set away in order to see incidences through clear manifestations. By having this, it permits the factual implication of the phenomena to appear naturally alongside and within their exceptionality (Moustakas, 1994). Fifteen (15) individual participants from the insurance industry were involved in the study. In addition, semi-structured interview was created and conducted for triangulation purposes. After collecting relevant data from participant answers, a Thematic Approach was utilized to commence data analysis using Husserl's Phenomenological research design. The results showed that the factors influence the adoption of Strategic Human Resource Management Practices were competitive pressure, leadership and management and financial capability of the organization. Moreover, the participants indicated that the type of commitment that they have in their organization were continuance commitment, affective commitment and normative commitment. Furthermore, the participants gave answer on the influence of effective Strategic Human Resource Management practices in their organization which were employee involvement, employee retention and better organizational performance.

The perfect technological storm: artificial intelligence and moral complacency

Artificially intelligent machines are different in kind from all previous machines and tools. While many are used for relatively benign purposes, the types of artificially intelligent machines that we should care about, the ones that are worth focusing on, are the machines that purport to replace humans entirely and thereby engage in what Brain Cantwell Smith calls “judgment.” As impressive as artificially intelligent machines are, their abilities are still derived from humans and as such lack the sort of normative commitments that humans have. So while artificially intelligent machines possess a great capacity for “reckoning,” to use Smith’s terminology, i.e., a calculative prowess of extraordinary utility and importance, they still lack the kind of considered human judgment that accompanies the ethical commitment and responsible action we humans must ultimately aspire toward. But there is a perfect technological storm brewing. Artificially intelligent machines are analogous to a perfect storm in that such machines involve the convergence of a number of factors that threaten our ability to behave ethically and maintain meaningful human control over the outcomes of processes involving artificial intelligence. I argue that the storm in the context of artificially intelligent machines makes us vulnerable to moral complacency. That is, this perfect technological storm is capable of lulling people into a state in which they abdicate responsibility for decision-making and behaviour precipitated by the use of artificially intelligent machines, a state that I am calling “moral complacency.” I focus on three salient problems that converge to make us especially vulnerable to becoming morally complacent and losing meaningful human control. The first problem is that of transparency/opacity. The second problem is that of overtrust in machines, often referred to as the automation bias. The third problem is that of ascribing responsibility. I examine each of these problems and how together they threaten to render us morally complacent.

ORGANIZATIONAL COMMITMENT OF JOB ORDER EMPLOYEES IN PHILHEALTH-CAR: INPUT TO STRATEGIC MANAGEMENT

Organizational commitment among Job Orders significantly influences workforce stability and performance in an institution like PhilHealth-CAR. This study investigates the levels of affective, continuance, and normative commitments among JOCs through a quantitative approach. The findings revealed the existence of moderate affective commitment, which is driven by a sense of belonging and a good culture at the workplace. Perceived costs drove the continuance commitment due to leaving, and normative commitment reflected ethical obligations and loyalty. These vary from improving the culture in an organization to having a stronger affective commitment to aligning leadership with the employees' values to enhance normative commitment.

Commitment in Collaborative Policy Innovation: Socio-Economic Development of Coastal Area Coastal Border Area in Nunukan District North Kalimantan Province

Commitment is an attitude that reflects the extent to which an individual knows and is attached to his organization. This research aims to analyze the commitment of each stakeholder in an effort to reduce the use of plastic bottle waste in coastal areas which is used as a float for seaweed. This research uses descriptive qualitative research methods. The results of the research explain that the Nunukan district government is always trying to provide outreach to the community regarding the use of plastic bottle waste which has an impact on the environment. In this case on Affective Commitment It was explained that the Nunukan district government always innovates and supports the community and the private sector in developing innovations related to environmentally friendly or HDPE buoys. The government is currently committed to distributing 400,000 buoys to seaweed farmers by 2024, this will of course also have an impact on the situation. social and economic aspects of coastal communities. Furthermore Continuances Commitment It was explained that not only related to reducing the rate of plastic waste, the government and other stakeholders such as the Nunukan district CSR forum also always make efforts to provide assistance to the community through assistance with drilling wells and assistance related to the use of plastic bottles to be used as environmentally friendly floats. Then Normative Commitment shows that the government is working together with stakeholders in developing environmentally friendly buoy innovations to reduce the rate of use of used plastic bottles.

Impact of Psychological Capital on Organizational Commitment and Turnover Intention: Evidence from Korean Flight Attendants.

We analyzed the effects of psychological capital on organizational commitment and turnover intention among flight attendants at a Korean airline and the mediating effect of organizational commitment. Data were collected through a 2022 survey of Korean flight attendants, yielding 297 responses. Model reliability and validity were assessed to confirm hypotheses. Hope had a significant negative effect on turnover intention P<0.05), whereas optimism and resilience did not have significant effects on turnover intention. Additionally, hope had a significant positive effect on normative and continuance commitment, unlike optimism and resilience, which did not have significant effects on normative commitment or continuance commitment. Both normative commitment and continuance commitment negatively influenced turnover intention. Organizational commitment mediated the relationship between psychological capital and turnover intention, reinforcing the positive impact of psychological capital on reducing turnover intention. This study underscores the significance of psychological capital in shaping organizational commitment and reducing turnover intention among Korean flight attendants. Strengthening psychological capital and fostering organizational commitment can bolster airline stability, competitiveness, and service quality.

Socialism and non-domination: a relational egalitarian approach

ABSTRACT In recent literature on the philosophical foundations of socialism a growing number of theorists have endorsed the claim that freedom as non-domination is a fundamental normative commitment undergirding socialist politics. On this sort of view, a broad range of traditional socialist claims can be explained and justified by reference to freedom as non-domination. In this paper, I argue that even if these theorists are right that opposition to domination is a core socialist normative commitment, it is not clear that that opposition is best understood in terms of a commitment to a particular conception of freedom. Instead, socialist opposition to domination can be more fruitfully understood as flowing from a commitment to a relational conception of equality, according to which relationships with a substantially egalitarian character have a special value. I argue, first, that a relational egalitarian construal of socialist opposition to domination can retain all of the benefits of the freedom as non-domination construal, and, secondly, that a relational egalitarian account will have benefits that a freedom as non-domination approach will lack. I conclude that there are still significant benefits to retaining a place for equality in our considered account of the normative foundations of socialism.

A tie strength framework for improving the poor asnaf students’ normative commitment and behaviour

Purpose This study aims to examine the relationship between tie strength and poor asnaf student’s normative commitment and its impact on behaviour. Design/methodology/approach A sample of 129 poor asnaf students participated in this study. SMART-PLS 3.2.8 was used to analyse the data. Findings The findings show that the tie strength dimension (trust, emotional intensity, mutual confiding and relational exchange) positively relates to poor asnaf student’s normative commitment. Also, the result shows that poor asnaf students’ normative commitment is positively related to recipient behaviour. Research limitations/implications This study focuses on poor asnaf students receiving zakat financial education aid. Practical implications The findings provide valuable information on the factors that encourage poor asnaf students’ normative commitment. Related parties, such as the zakat institution, could use these findings to plan further action to enhance the poor asnaf student’s normative commitment and behaviour. Originality/value The study showed that the social tie strength framework could be used to determine the variables affecting poor asnaf student’s normative commitment and behaviour.

Digital Health Empowerment, Autonomy, and the Capability Approach: Reply to de Proost and Grey

De Proost & Grey criticize Nickel et al.’s article “Justice and empowerment through digital health: ethical challenges and opportunities,” arguing that it should have embraced relational autonomy and capability approaches. We distinguish two variants of this critique, one saying that a view of digital health empowerment should welcome these approaches, and one saying that a view of digital health empowerment should essentially be defined in terms of these approaches. We are somewhat open to the first variant: relational autonomy and the capability approach are promising ways of spelling out the ethical values behind digital health empowerment, even if they are not completely unproblematic and uncontroversial. However, there are reasons to reject the second variant. A view that leaves the exact normative commitments of digital health empowerment open is persuasive to a wider audience, and more amenable to different constructs of autonomy, capability, and empowerment across disciplines.

ORGANIZATIONAL COMMITMENT OF EMPLOYEES: EMPIRICAL EVIDENCE FROM TELECOM SECTOR IN KERALA

In the modern world, businesses operate in a very competitive and constantly changing environment. Therefore, organisations need to have highly skilled and dedicated personnel. Therefore, any company must address the demands that foster employee dedication. Organisational commitment refers to the psychological attachment that employees form with their organisation. Given the paucity of research on the organisational commitment of employees in the telecom sector, the present study focused on filling that gap. The study aimed to explore the levels of organisational commitment of telecom sector employees in Kerala. It also aimed to investigate the association of age and work experience with organisational commitment in the telecom sector. The study was conducted based on primary data collected from the employees working in Jio and BSNL using the structured questionnaire. The study found that employees have moderate levels of affective commitment and lower levels of normative and continuance commitment. Employees’ overall organizational commitment is recorded at a moderate level. The study also noted significant differences in organisational commitment among employees in different age groups and employees with different years of work experience. Commitment increases as age increases and experience increases. The study has implications for recruiting employees and formulating practices for service excellence

Effects of job attitudes on withdrawal behaviors

The hotel industry, like other service sectors, faces significant challenge in managingwithdrawal behaviors, due to their substantial impact on performance andprofitability. This paper investigates the relationship between two job attitudes –organizational commitment and job involvement – and two withdrawal behaviors –absenteeism and intention to leave. The study utilized a random sample of 734 hotelemployees in Croatia. Logistic regression analysis was used to predict absenteeismand turnover intentions. Statistically significant negative relationships were foundbetween affective and normative commitment and absenteeism, as well as affective,normative and continuance commitment and turnover intentions. However, nosignificant effect was found between job involvement and absenteeism, although astrong and negative relationship exists between job involvement and turnoverintentions. Additionally, a positive relationship was identified between jobinvolvement and all components of organizational commitment. These findings canprovide a foundation for human resource management and decision-makingprocesses in the hotel industry, offering insights into employee attitudes, and can bea pushover in the creation of strategies to manage undesirable employee behaviors.

From home to boardroom: Marital status and its influence on ESG disclosure

AbstractThis research article investigates the relationship between the marital status of board members and organizations' environmental, social, and governance (ESG) disclosure, with Jordan as the study context. The investigation, grounded in established governance theories, primarily agency theory, stewardship theory, and social identity theory, adds a novel dimension to the discourse on corporate governance perspective. The study sample included 81 nonfinancial companies listed on the Amman stoke exchange from 2012 to 2021. The findings disclose a pronounced positive relationship between married board members and ESG disclosure separately and collectively, pointing to a normative commitment emanating from their personal lives that extends into their roles as corporate stewards, influencing corporate sustainability, and ethical governance. Conversely, the results did not indicate a relationship between single board members and ESG disclosure. The study underscores the importance of considering the personal attributes of board members in shaping corporate governance and ESG practices. Also, it encourages a broader perspective on how diverse personal backgrounds can enhance sustainability and ethical values within organizations by advocating for boards that reflect diverse marital statuses and a commitment to family values, benefitting not only shareholders but also society at large.

ORGANISATIONAL COMMITMENT AND ORGANISATIONAL CYNICISM AS FEEDBACK SIGNALS: FROM ZERO TO SUBSTANTIVE CSR

Corporate social responsibility (CSR) declared by organisations can be understood as a specific signal sent to stakeholders. However, social responsibility can vary from its complete absence to symbolic or substantive CSR. There is still a lack of knowledge on how employee feedback, manifesting itself by organisational commitment or organisational cynicism, varies depending on the nature of CSR and employee seniority. Therefore, this exploratory study examines how organisational cynicism and organisational commitment manifest themselves in organisations in different situations with regard to CSR. The study was conducted in Lithuania, surveying 981 employees from public and private sector enterprises. Organisations are divided into three groups showing the corresponding level of social responsibility: substantive, symbolic and not CSR. Organisational commitment was tested using two different instruments: Organisational Commitment Questionnaire (OCQ) by Mowday et al. (1979) and an instrument created by Allen and Meyer (1990). Organisational commitment (as in the cases of affective, continuance and normative commitment) was the strongest in the substantive CSR group; and the weakest, in the not CSR group. Employee cynicism showed the opposite result. The same consistency was observed separately in the public and private sectors, with stronger commitment and weaker cynicism found in the public sector. Organisational commitment and cynicism demonstrated by employees emerge as reactions to corporate social responsibility and as a kind of feedback signal sent to persons responsible for organisational management. The results are discussed considering the signalling theory, and their implications for practice are highlighted.