Normative Commitment Research Articles

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.

DOES TALENT MANAGEMENT AFFECT ORGANIZATION PERFORMANCE IN ELECTRONICS MANUFACTURING BATAM?

The research focuses on the influence of talent management on organizational performance, mediated organizational commitment and moderation of transformational leadership. This study is a quantitative study that distributes questionnaires to employees of electronics manufacturing companies in Batam City of 352 respondents, analyzed using the SmartPLS method. The results of the research show that talent management has a significant influence on organizational performance through direct influence tests and its influence becomes insignificant and not mediated by organizational commitment. Organizational commitments, consisting of the dimensions of affective commitment, continuance commitment and normative commitment also have a significant impact on organizational performance, suggesting that employees who are committed to the organization tend to make a better contribution to the company's performance. Transformational leadership has a significant influence on organizational performance directly, when tested as a moderation variable its influence becomes insignificant. This research gives some recommendations; the importance of employee development through training and talent development to improve company performance.

LEADERSHIP TRAITS OF NURSE MANAGERS AND NURSE STAFF COMMITMENT IN THE PHILIPPINES HOSPITALS

Background: Effective nurse leadership significantly influences healthcare service quality. Nurse managers' leadership impacts staff nurse commitment, patient outcomes, and organizational success. Aims: To examine nurse manager leadership traits and their relationship with staff nurse commitment in a government hospital. Methods: Descriptive-inferential correlation research with stratified and randomized nurse managers (n = 21) and staff nurses (n = 117) as participants from five selected hospitals at Lanao del Norte. Adopted questionnaires on leadership traits and commitment were used and data were analyzed using frequency, percentage, mean, and standard deviation in SPSS v.25. Results: The result shows that nurse manager leadership qualities are usually valid for a leader who encourages others to do what is right, gives subordinates continuing education, and is an ethical and self-confident leader. Their staff nurses believed positive components of the leadership traits of nurse managers were sometimes true. Staff nurses were generally still deciding whether they were committed to their work effectively, continuously, or normatively. Nurse managers' leadership traits are significantly related to the staff nurses' affective, continuance, and normative commitment. Conclusion: Fostering positive leadership through education and supportive environments enhances staff nurse commitment and job satisfaction, reducing nurse turnover and improving nursing care quality. Keywords: commitment, leadership traits, leadership qualities, nurse manager, nurse staff

Situational Leadership Practices of Higher Education in China as Correlates to Organizational Commitment

This study delves into the relationship between situational leadership practices and the organizational commitment of faculty members within Chinese higher education institutions. Through a survey and in-depth interviews with 352 in-service teachers from three universities in Jiangxi Province, this research collected data on situational leadership practices and organizational commitment. The findings indicate that the seven dimensions of situational leadership practices—supportive behavior, leadership behavior, members' maturity level, teaching guidance behavior, academic exchange and collaboration, personal growth and self-management, and technology application—are significantly and positively correlated with the organizational commitment of faculty members. Specifically, supportive behavior and leadership behavior play a crucial role in enhancing the affective commitment, continuance commitment, and normative commitment of faculty members. Additionally, the study discovered significant differences in the situational leadership practices related to academic exchange and collaboration among teachers from different academic backgrounds. This research underscores the pivotal role of situational leadership in enhancing the organizational commitment of faculty members and the effectiveness of higher education institutions, and it offers targeted suggestions for improvement.

The Promises of Responsible Open Science: Is Institutionalization of Openness and Mutual Responsiveness Enough?

Von Schomberg offers a compelling examination of key open science principles and their potential role in fostering responsible research and innovation (RRI). Utilizing Merton's Ethos of Science framework, the paper constructs a series of arguments supporting a central thesis: “the transition towards open science is vital to facilitate RRI.” This transition necessitates significant institutional reforms within the scientific community and adjustments to incentive structures that promote the adoption of open and mutually responsive practices.The manuscript reframes the discourse surrounding responsibility and responsiveness in light of the evolving landscape of open science, shifting the focus from normative commitments to actionable frameworks in research and open science practices. Overall, the position paper strives to bridge the gap between idealised models of scientific communities based on RRI principles and the reality of actual scientific endeavour (Anderson et al., 2007; Politi, 2021, 2024).However, it is important to acknowledge certain omissions that could enrich the analysis. Firstly, a more comprehensive examination of the profound crisis facing science amidst the increasing marketisation and commodification of academia and research would provide valuable context beyond discussions of system failures related to productivity and reproducibility. Secondly, a more nuanced and critical approach to conceptualising open science would enrich the discussion, considering its multifaceted nature and potential pitfalls. Thirdly, the validity of the Mertonian framework and its selective analysis of values, particularly its exclusive focus on the norm of communism. Lastly, a deeper exploration of the challenges and promises inherent in the pursuit of responsible Open Science within ongoing institutional processes.

Exploring the relationship between institutional legitimacy and teachers’ innovative behavior: the serial mediating effects of psychological empowerment and normative commitment

Exploring the relationship between institutional legitimacy and teachers’ innovative behavior: the serial mediating effects of psychological empowerment and normative commitment

How Pentahelix Can Foster Institutional Capacity and Commitment (Study Case Coffee Business Development)

Sekolah Kopi Raisa, a hybrid organization that empowers and educates communities, has an institutional model that other similar organizations might use. Penta helix players affect organization creation and performance. With a penta-helix approach, this study builds a model of Sekolah Kopi Raisa's commitment and institutional capability in coffee company growth. This study employs descriptive qualitative methods. Penta-helix players must support research findings to increase organizational commitment and capability. Both components boost corporate productivity and impact society. Penta helix actors promote organizational commitment and capacity development models, including change goals, influence, normative commitment, emotional, and shared vision. Human resources, networks, and structural development are other entities.

Understanding the Normativity of Health Technology Assessment: Ontological, Moral, and Epistemological Commitments.

The inherent normativity of HTA can be conceptualized as a result of normative commitments, a concept that we further specify to encompass moral, epistemological and ontological commitments at play in the practice of HTA. Based on examples from literature, and an analysis of the example of assessing Non-Invasive Prenatal Testing (NIPT), we will show that inevitable normative decisions in conducting an assessment commits the HTA practitioner to moral (regarding what makes a health technology desirable), ontological (regarding which effects of health technology are conceivable), and epistemological (regarding how to obtain reliable information about health technology) norms. This highlights and supports the need for integrating normative analysis and stakeholder participation, providing guidance to HTA practitioners when making normative choices. This will foster a shared understanding between those who conduct, use, or are impacted by assessments regarding what are conceivable and desirable outcomes of using health technology, and how to collect reliable information to assess whether these outcomes are (going to be) realized. It also provides more insight into the implications of different normative choices.

The Role Of Organisational Commitment In Mediating Work-Life Balance On Employee Performance

The current study proposed to examine the mediating role of organisational commitment dimensions in the relationship between work-life balance and employee performance at BPR Denpasar City, with assets exceeding 100 billion. With a sample of 249 employees, the research reveals a notable gap in prior studies regarding utilising organisational commitment dimensions as mediators. Questionnaires were used to gather data, which SEM-PLS analysis techniques were then used to process. The findings show that Work-life balance has a positive and significant impact on employee performance, affective commitment, continuance commitment, and normative commitment. Affective, continuance and normative commitment significantly influence employee performance. Affective commitment, continuance commitment, and normative commitment mediate the results of work-life balance and employee performance.

Zur Ambivalenz von ‚Werten‘ in Diskussionen zur Klima- und Umweltethik

Abstract In environmental ethics, many approaches are searching for a justification of the protection of nature and biodiversity via an account of the intrinsic or inherent value of non-human nature, i. e. a justification that does not rely on the perspective of human beings. This leads to intricate problems regarding value theory. This paper proposes to avoid those problems by investigating explicitly anthropocentric pathways. It discusses what kinds of reasons for the protection of nature can be developed from the consistent practical self-understanding of agents. First, it is argued that the practical commitments of agents necessarily involve some normative commitments to the protection of the generic conditions of agency, which are particularly relevant for the ecological conditions that enable us to act and to realise goals. Second, it is discussed whether the presence of non-human nature is particularly relevant from the perspective of philosophical anthropology. Is it not important for human beings to experience non-human nature as an environment that is not fully planned and designed by human beings? The general aim is to show that it is worthwhile to search for justifications of the protection of nature and biodiversity from the practical self-understanding of human beings.

أثر التسويق الخفي بأبعاده على التزام العميل بالتطبيق على عملاء شركة المراعي بالسعودية: دراسة حالة

This study aims to identify the extent of the impact of stealth marketing in its dimensions (viral marketing, deceptive marketing, brand advocates, celebrity endorsements) through its modern techniques on the development of customer commitment in its dimensions (emotional, continuance, normative) with an application to Almarai customers in Saudi Arabia. The study followed a descriptive approach using the survey method. Among the most important results of the study was the acceptance of the first hypothesis, which states that there is a statistically significant effect at a significance level of (0.05) of stealth marketing in its dimensions on the emotional commitment of Almarai customers in Saudi Arabia. The second hypothesis was also accepted, stating that there is a statistically significant effect at a significance level of (0.05) of stealth marketing in its dimensions on the continuance commitment of Almarai customers in Saudi Arabia. Additionally, the third hypothesis was accepted, indicating a statistically significant effect at a significance level of (0.05) of stealth marketing in its dimensions on the normative commitment of Almarai customers in Saudi Arabia. The study recommended directing the marketing efforts of companies to benefit from the advantages of each technique of stealth marketing and to avoid the drawbacks of these techniques in a way that contributes to achieving the marketing goals of companies. It is also necessary to enhance the positive aspects that stealth marketing includes by avoiding deception and exaggeration in presenting the advertising message through companies using over-the-top marketing techniques. Furthermore, it is essential to consider the ethical aspects, customs, and traditions of our societies that may not align with some of these techniques, as well as to determine which are more effective in achieving marketing activity goals. The design of the advertising message and the selection of the appropriate technique for presenting it should consider the cultural levels of the targeted customers and the level of marketing awareness that the customer has reached. This can be achieved through proactive measures to determine this, in addition to identifying customer preferences and desires.

Crisis and Organizational Sustainability: Empirical Analysis of the Implication of Transformational Leadership on the Decision to Stay Mediated by the Commitment of the Democratic Party in Indonesia

The research focuses on the impact of transformational leadership on the decision to stay mediated by commitment after a court refusal regarding illegal extraordinary congress involving the outsiders of a political party in Indonesia (in this case, it is the Democratic Party currently led by Agus Harimurti Yudhoyono), where this phenomenon is classified as a crisis. Theories and the previous literature pointed out that transformational leadership would significantly affect an individual’s decision to stay with the institution through commitment. Therefore, this research empirically analyzes the hypotheses using quantitative methods on 349 respondents who are central (DPP) and local (DPD and DPC) active committees of the Democratic Party. Respondents are collected using cluster random sampling. Referring to theories and the previous literature, the latent variables of this research are constructed using dimensions. Transformational leadership (TL) has four dimensions which are charisma (idealized influence), inspirational motivation, intellectual stimulation, and individual considerations. Commitment has three dimensions which are affective, normative, and sustainable commitments. The decision to stay has two dimensions, which are intrinsic and extrinsic motivations. By using Structural Equation Modeling–Partial Least Square (SEM–PLS), the research revealed that the direct effect shows that transformational leadership and commitment significantly influence the decision to stay. On the other hand, the indirect effect indicates that commitment significantly mediates the relationship between transformational leadership and the decision to stay. The result indicates strong transformational leadership performed by Agus Harimurti Yudhoyono as the chief of the Democratic Party in Indonesia.

The Relationship among Emotional Stability Personality Traits, Self-efficacy and Organizational Commitments of Managers and Subordinates in Nepalese Saving and Credit Cooperatives

The Saving and Credit Cooperative is a member-owned financial institution. The primary goal is to mobilize funds to improve the members' and society's socioeconomic position to generate profit within the community and its members. We examined the relationship between emotional stability (neuroticism), affective commitment, normative commitment, and continuance commitment of managers of saving and credit cooperatives in Kathmandu District. Likewise, the study investigated managerial-level employees’ self-efficacy and affective commitment. The study found the differences in commitment levels of managerial-level ethnic groups of SACCOS. The study found differences in organizational commitment levels between managerial-level employees and subordinates of SACCOS. The study has used three standardized questionnaires: The mini-IPIP Scale, the General Perceived Self-efficacy Scale, and the Organizational Commitment Scale. A purposive sampling method was administered (N=826). The data was collected from 206 SACCOS in the Kathmandu District. The samples were 189 managers and 637 subordinates of SACCOS respectively. A descriptive analysis was performed as well as Spearman’s Rank Correlation Coefficient, the Mann-Whitney U Test, and the Kruskal-Wallis H test were used to carry out the statistical analysis of the data. Emotional stability personality trait was negatively correlated with affective commitment and however, continuance, & normative commitment were insignificant. The results showed the differences in organizational commitment between the managerial position and subordinates. The organizational commitment did not find differences in ethnic groups of SACCOS.

Work-life balance and employees’ commitment in plastics manufacturing firms in Anambra State, Nigeria

Purpose: This study aims to determine the correlation between work-life balance and employee commitment in plastic manufacturing firms in Anambra State, Nigeria. Research Methodology: A descriptive survey design was employed, the questionnaire was used to elucidate information from respondents while regression analysis was used to test the stated hypotheses and determine the relationships between the variables in the study. Results:–life balance-continuance commitment had a positive but minor impact on employees' commitment, normative commitment had a substantial negative influence on employees' commitment, and affective commitment had a strong positive relationship with employees' dedication. Limitations: This study was limited to plastic manufacturing firms in Anambra State, Nigeria. It is expected that the financial and health sectors, which are known to have stiff working conditions, should be researched to support or contradict this current finding. Contribution: This study is expected to serve as a working tool for SME operators, manufacturing firms, policymakers, and the government, as offering a healthy work-life balance can be a significant factor in attracting top talent.

Examining the influence of attitude toward work on the organizational commitment

The study sought to investigate how employees' attitudes toward their work influence their commitment to the organization. To provide a comprehensive understanding, the researchers reviewed relevant literature. Employing a descriptive assessment and correlational research design, the study focused on the institution's employees as its population. Data collection utilized validated research questionnaires tailored to the study's objectives. Results revealed a notable level of alignment between employees' attitudes toward work and their organizational commitment. Specifically, the correlation analysis highlighted significant associations between attitudes toward work and both affective and continuance commitment. However, no significant correlation was found between attitudes toward work and normative organizational commitment.

The drivers of sharing willingness regarding sustainable fashion brand image based on commitment theory

PurposeSustainability is considered a core trend in the development of the fashion industry. Clarifying the driving factors of consumers’ sharing willingness regarding sustainable image from the perspective of psychology can help fashion brands implement sustainable management and deepen industrial sustainable development.Design/methodology/approachBased on commitment theory, this paper proposes a conceptual model that includes three antecedents: perception of greenwashing, environmental, social and governance (ESG) and social media content quality. These affect consumers’ sharing willingness regarding sustainable image through affective commitment, continuance commitment and normative commitment. Furthermore, 310 participants reported their tendencies in a formal empirical study.FindingsThe results show that unlike green perception, which has a significant negative effect, consumers have a significant positive commitment to high perceived levels of ESG and social media content quality. Besides, all three dimensions under the commitment theory play a partial mediating role between consumer perception and sharing willingness.Originality/valueThis study not only extends the research on the commitment theory to the field of fashion marketing and management but also enriches the research context of brand image sharing willingness, which explains the differential effects of different consumer commitments on their information sharing willingness. Moreover, several management implications applicable to the fashion industry have also been proposed based on the conclusion.