Relationship Commitment Research Articles

Organizational climate and its influence on employee’s commitment to companies – a case study in Portugal

Organizational climate affects employee commitment and thus influences turnover. Because the environment of organizations is adaptable to various factors, including the social context and its norms, we identified relationships of commitment and leadership with the organization. The objective of the study was to understand the organizational environment and its influence on employee satisfaction and to verify whether there is a positive correlation between commitment and turnover. A quantitative approach was used; a questionnaire was applied to 85 individuals, aged 16–90, with market experience in Portugal, of which 49.4% were male and 50.6% were female. The results did not corroborate the expected correlation. Commitment decreases with an increase in the intention to leave due to employee dissatisfaction and lack of motivation, which then leads to an increase in turnover. It is necessary to improve communication and leadership to improve the organizational climate and increase employee commitment, thus reducing turnover.

Cultural Dimensions and Its Influence on Employee Engagement Multinational Organizations (Credit Card Industry)

Cultural dimensions are critical factors in the engagement of employees in multinational organizations, which affect the dynamics of interactions in the workplace, motivation, and productivity. Credit Card Industry in India is growing at CAGR of 20% crossing 70 million cards in India. It is enabled by the emergence of technological innovations such as; instant onboarding and issuance, virtual cards, tokenization and personalized rewards offering to the customers. Additionally, post COVID-19, growth of e-commerce platforms helped accelerating the credit card spends and acquisitions. International issues like American Express, HSBC are targeting affluent customers more aggressively and driving the spend growth. Similarly National Cards like HDFC Card, Axis Card etc. already command a significant market share in this industry and keep on launching new cards periodically with lucrative offers and rewards, zero joining fees and 0% intro APR which entices customers to take multiple cards from different issuers. This paper explores how cultural factors such power distance, uncertainty avoidance, and long-term orientation affect the levels of employee engagement in various cultural settings. For the study Credit Companies are; American Express, HSBC and HDFC Card because employees are from diverse geographical locations and backgrounds. Total 180 employees have been selected on various designations as; technology Analyst, portfolio Risk Analyst, Product Manager and Data Science Analyst. The headquarters of these businesses are located in Mumbai, Delhi, and Bangalore. Their answers were requested using Google Forms using a self-made questionnaire. It investigates how employees view leadership, communication, acknowledgment, and organizational commitment in relation to these characteristics. Results Highlighted The necessity of engagement tactics that are culturally sensitive: A diversified strategy is required to accommodate each employee's specific needs in today's varied workforce.

Satisfaction and organizational commitment in job performance: A systematic review

Present a biometric analysis of satisfaction and commitment in relation to job performance. A hermeneutic methodology of the variables: satisfaction, commitment, and performance. Regarding the first variable, it focuses on the “attitude” of the collaborator towards their own work, “recognition,” and “ideal conditions” to develop their tasks; in reference to organizational commitment, it is conceptualized from “individual identification,” characterized by the implication in favor of the organization and belief in it, “involvement,” and “sense of belonging”; and the third variable, teaching performance, is related to “fulfillment” when assuming responsibility and developing it according to the proposed indicators. From the bibliographic review, it is determined that institutions carry out actions in favor of providing quality service, considering all the factors that may impact its development. For that reason, the senior management of organizations concentrates their efforts on meeting the needs of their staff and facing atypical situations that the environment presents, improving the attitude of collaborators, recognizing their tasks, and providing a safe environment, whether in person or remotely. This study is essential for organizations, as it identifies the relationship between satisfaction and work commitment, elements that directly impact employee performance. By understanding these dynamics, institutions can implement effective strategies that improve staff well-being, thus optimizing their productivity and retention. The value of this study lies in its contribution to understanding how satisfaction and organizational commitment influence job performance. It provides a theoretical and practical framework that allows organizations to identify areas for improvement in talent management.

Unpacking role of environmental awareness in the triad relationship of religious commitment, environmental values and intentions in Indian textile industry

PurposeThis study aims to examine the relationship between religious commitment (RC), environmental values (EVs), behaviour intentions and awareness. In this study, EV is studied as a mediator between the relationship of RC and environmental behavioural intentions. Finally, this study examines the conditional effect of environmental awareness on this mediation.Design/methodology/approachThis study was conducted in the textile industry in Punjab, India. The sample for this study was 259 managers of different textile firms. The data was collected on standardised scales. Partial least squares structural equation modelling was used to examine the direct and indirect effects in this study.FindingsIt was found that the indirect effect between RC and environmental behaviour intention was significant through EV. This study confirmed that the mediation between the variables was moderated by environmental awareness.Practical implicationsBased on the tested model, textile organisations can improve their corporate social responsibility practices. This study highlights the importance of encouraging environmental awareness among textile industry employees, especially those with religious convictions, to reduce environmental impacts. It suggests ecological training, education initiatives and implementing eco-friendly policies.Originality/valueThis study provides a model based on social and psychological factors. The findings of this study can be applied in the textile industry to augment environmentally friendly behaviour among managers. The perspective of moderated meditation among the relationships of variables carries a unique value in this study. Furthermore, this study combines social factors like religion with environmental psychology within business settings. In this way, study carries a unique value.

The impacts of structured and unstructured information sharing on supply chain performance: the roles of information system connectivity, relationship commitment, and demand uncertainty

ABSTRACT This research investigates the information sharing (IS) activities between firms and their customers and inquiries into their impacts on supply chain performance (SCP). Following the information processing theory, this study illuminates a less-explored yet crucial classification of IS activities, structured IS and unstructured IS, and investigates their impacts on SCP under different levels of demand uncertainty. We also probe into the influence of relationship commitment (a relational antecedent) and information system connectivity (an information system antecedent) on structured IS and unstructured IS. Using data of 410 Chinese manufacturers, our research finds that information system connectivity enables both structured and unstructured IS, whereas relationship commitment merely supports unstructured IS, which positively affects structured IS. Furthermore, structured IS improves SCP, while this impact can’t hold for unstructured IS. Finally, demand uncertainty negatively moderates the relationship between structured IS and SCP, while positively moderating the relationship between unstructured IS and SCP.

Consensus, Need Fulfillment, Commitment, and Satisfaction in Couple Relationships: Structural Equation Modeling

ABSTRACTThis study investigated a hypothesized model underlying the association between consensus on common topics in couple relationships and romantic relationship satisfaction, while investigating the roles of the need fulfillment of romantic partners and relationship commitment (i.e., dedication commitment) among a sample of 183 adults from the southeastern United States. Structural equation modeling (SEM) was conducted to test the theoretical model regarding how intimate partner/spouse consensus is associated with romantic relationship satisfaction. The results of SEM and path analyses revealed a good fit for the proposed structure, revealing that consensus on important issues in couple relationships was significantly linked with their engagement in fulfilling their partners' different needs. Engagement in helping fulfill romantic partners' needs and relationship commitment mediated the association between partner/spouse consensus and romantic relationship satisfaction. Implications for family life educators, dyadic couple researchers, and practitioners in marriage and family therapy are discussed.

The different faces of cohabiting unions in the new millennium

The rise of unmarried cohabitation in the late 20th century has increased the diversity of couples’ family situations and partnership trajectories, calling for a differentiated approach to this partnership form. This is one of the first studies to examine how the typology of cohabitation in a society has changed over time, using both subjective and objective criteria, and recognising the different role of cohabitation at different stages of family life, including situations characteristic of later life. Based on data from the first (2001) and fifth (2016/17) waves of the Hungarian Generations and Gender Survey, this analysis aims to establish an empirical typology of the cohabiting population. Family trajectories, relationship commitment and attitudes towards marriage were included as grouping criteria in the latent class analysis. Four types were identified: trial marriage, alternative to marriage, stepfamily and post-marital cohabitation. Contrary to the international literature, we did not find any groups who do not marry because of their anti-marriage attitudes or poor financial situation, or who see their cohabitation as an alternative to being single. The findings are discussed in the light of theories of the changing meaning of unmarried cohabitation.

Examining Nigeria’s Commitment to the International Criminal Court: A Response to Anya et al.

Abstract The International Criminal Court (ICC) plays a key role in ensuring accountability for crimes under international law. Supporting this critical mission of the Court is vital to its survival. Understanding this, Anya et al. in a recent paper examined the relationships existing between states and the ICC. They determine that states can have a relationship of either credible commitment to support the work of the Court or sham devotion. Three African states, including Nigeria, Kenya and Uganda, were studied and based on their analysis of selected data, the writers make predictions for each state’s future engagement with the Court. While the study is compelling, I argue that the predictions made in the end, particularly in relation to Nigeria, are based on flawed data. I attempt to contextualize some of their assertions, particularly regarding immunity, complementarity and jurisdiction. This article ultimately calls for a more nuanced approach to evaluating state behavior towards the ICC, emphasizing the importance of contextual factors beyond quantitative measurements.

The relationship of paternalistic leadership and organizational commitment

Paternalistic leadership is reported to have a favourable correlation with employee organisational commitment. This commitment is provided in exchange for the paternalistic leaders' care, attention, and protection of employees in both professional and personal contexts. Nonetheless, numerous further research have identified a negative tendency in this association. This research employed a Systematic Literature Review (SLR) utilising PRISMA as the principal procedure, identifying 16 articles published from 2014 to July 2024 that investigate the correlation between paternalistic leadership and organisational commitment. This relationship is delineated through two frameworks: firstly, paternalistic leadership induces varying degrees of employee organisational commitment; secondly, organisational commitment serves as a mediator between paternalistic leadership and other variables. From these two schemes, it is evident that (i) a positive correlation exists between benevolence and moral leadership and organisational commitment, albeit with variations in the types of commitment elicited by these leadership dimensions; (ii) authoritarian leadership elicits a negative reaction towards two forms of organisational commitment (affective and normative) among employees, while inducing a marginally positive response towards continuance commitment; and (iii) organisational commitment as a mediator exhibits a "inconclusive" effect.

Faculty Resilience and Performance: The Mediating Roles of Work Engagement and Affective Commitment

ABSTRACT Resilience as a personal and organizational resource helps employees cope with work stress and improve performance. Applying job demands – resources theory with a sample of 112 hospitality management faculty in India, this study explored the relationship between resilience and faculty performance and the effects of work engagement and affective commitment in the resilience-performance relationship. The results showed that resilience positively affects faculty performance and leads to stronger affective commitment and work engagement. Both work engagement and affective commitment demonstrated positive mediating effects on the resilience-performance relationship. Theoretical and practical implications are discussed for resilience development for faculty well-being and performance.

A IMPORTÂNCIA DOS MICROCOMPROMISSOS NA OTIMIZAÇÃO DO FUNIL DE VENDAS B2B

Leading the customer through the sales funnel is one of the main challenges for companies that seek to increase their revenues and grow in an increasingly competitive environment. Therefore, this project aimed to analyze the importance of micro-commitments in optimizing the sales funnel between sellers and customers of companies in the business-tobusiness market. This is a quantitative survey, using the 5-point LIKERT scale with the purpose of highlighting the importance of micro-commitment throughout the stages of the B2B sales process. Using “Google Forms™” as a tool in professionals in the B2B sales market. On the 117 questionnaires analyzed in this study, 51 (44%) were female and 66 (56%) were male. Among the evaluated items, we had more than 87,28% of salespeople who agreed with the importance of micro-commitment to close deals. About 12,72% of the total disagreed and were indifferent about three main points: the negative impact of asking the customer to commit to excessive responsibility at the beginning of the sale, the commitment's relationship with the sales cycle and the ease of buying, and the relationship between convincing the customer and the decision to change, providing a greater chance of being rejected in the sales process due to lack or low trust between customer and seller. The follow-up of micro-commitments by the sales team enabled a stronger and preferential relationship with the customer and greater chances of closing the sale.

Work Engagement and Organizational Commitment Relationship with Career Growth

Purpose – The study aims to explore the correlation between work engagement and organizational commitment from an organizational standpoint, and their influence on career advancement from the perspective of graduates Aims(s) – It will examine graduates' career growth (career goal progress, professional ability development, organizational return growth, career advancement growth), organizational commitment (affective Commitment, continuance Commitment, normative Commitment) and work engagement (vigor, dedication, absorption) . Question： Is there a significant relationship between the graduates' career growth and each of the following? a. Sustenance of their work engagement b. Manifestation of their organizational commitment Hypothesis ： Work engagement and organizational commitment positively correlate with graduates' career growth. Design/methodology/approach – This research adopts a quantitative approach with a correlational research design. The Utrecht Group's frame of reference has largely shaped the concept of work engagement. The majority of the articles examined used UWES as a tool, according to Zahari and Kaliannan's systematic review (2022). The most accepted tool to measure Organizational Commitment is that of Allen and Meyer (1990). and generalization of findings across various studies. Spearman-rank correlation was used to determine the significant relationship between graduates’ career growth and sustenance of their work engagement and manifestation of their organizational commitment. Findings – There is a significant relationship between the level of career growth and work engagement among the participants. Additionally, their level of career growth also shows a significant positive correlation with their commitment to the organization. Employees with more excellent career advancement opportunities tend to be more invested in their work and demonstrate a more substantial commitment to the organization. Limitations of the study – through consistent investment in the professional development of their employees, firms not only enhance job engagement but also foster a highly proficient and driven staff. Ultimately, this positive cycle of advancing in one's profession and being dedicated to the company helps achieve overall success and ensure its long-term existence. Originality/value – This research endeavor on graduates' work engagement, organizational commitment, and career growth proves to be highly beneficial for the government. holds significant importance as it aims to generate empirical evidence about workplace attitudes among business master's and doctorate students, as opposed to relying solely on theoretical speculation. Lastly, the industry/company/employer will also benefit from this study by having committed employees who can contribute much to the attainment of the organizations’ goals and objectives.

How Cyber Security Enhances Trust and Commitment to Customer Retention: The Mediating Role of Robotic Service Quality

Cyber security is supportive of robotic service provision, the objective of which is to help marketers achieve their aim of providing a high level of service. Marketers need to be aware of cyber security issues and adhere to established cyber security policies. We investigate trust and commitment in relation to customer retention while assessing the mediating role of robotic service quality (RSQ). We employ a survey-based study that utilises 231 valid responses from customers in São Paulo, Brazil. To analyse the data, we used partial least squares structural equation modelling (PLS-SEM). The results show that trust and commitment have a positive impact on customer retention. RSQ has a partial mediation effect on the relationship between the latent constructs of trust, commitment, and customer retention. Thus, it can be suggested that RSQ, which embeds trust and commitment, assists in building a loyal customer base. Marketers outside the Latin American region can benefit from the results of this study since it incorporates cyber security awareness and policy within marketing strategy implementation, ensuring that RSQ is aligned in terms of the digitalisation goals of the company.

Professional Commitment in Relation to Personnels Organizational Performance

The personnel’s professional commitment may affect their work reaction such as their aspirations, reasons, needs, perceptions, personality, ability to learn, creativity, as well as organizational characteristics, including work values and conduct, benefits, colleagues, leading style, company’s policy, promotion, and opportunities. The primary purpose of this study was to investigate the professional commitment in relation to the organizational performance of personnel. This was a descriptive-correlational research. This used a questionnaire to gather the necessary data. The respondents were the 168 personnel of Capiz State University, Main Campus. The results showed that the personnel had high level of professional commitment and a very satisfactory organizational performance. On the other hand, there was no significant difference in the level of professional commitment of the respondents when grouped according to sex, employment category, age, civil status, educational attainment, status of employment, and length of service. Moreover, there was no significant difference in the organizational performance of the respondents when grouped according to sex, age, civil status, educational attainment, status of employment, and length of service. However, there was a significant difference in the organizational performance of the respondents when grouped according to employment category. Finally, a significant relationship was found between the respondents’ professional commitment level and their organizational performance, which indicates that the organizational performance of the personnel was affected nor associated with their level of professional commitment.

The structural relationship of job stress, job satisfaction, organizational commitment, and turnover intention among youth sports education leaders in Korea.

This paper is a study aimed at providing insights for developing effective human resource management strategies suitable for Korean youth sports education facilities, by elucidating the multifaceted relationships among job stress, job satisfaction, organizational commitment, and turnover intention. Through the research, it was academically suggested that the relationships among job stress, job satisfaction, organizational commitment, and turnover intention of Korean youth sports education facility workers could be structurally and complementarily manifested. To fulfill this objective, data were gathered using snowball sampling from Sports leaders who have experience or are engaged in sports education facilities for youth in Korea as of 23 years. A total of 384 responses were analyzed using frequency, technical statistics, and confirmatory factor, reliability, correlation, and structural equation model analyses. Through these analyses, this study found that job Stress, job satisfaction, organizational commitment were significant as both direct and indirect influences on turnover Intention. Intervention strategies should focus on fostering the positive emotions that stem from Intermediation, mitigation, and improvement of job stress.

Exploring the Relational Commitments of Negotiating Narrative Accounts in Narrative Inquiry

The purpose of this article is to discuss and make clear the methodological commitments of co-composing and negotiating narrative accounts in narrative inquiry. The negotiation of interim texts is a widely used practice across a range of methodologies and paradigms (i.e., member checking, member validation, member reflections, and narrative accounting), yet there is little discussion on the varied philosophical underpinnings that shape the meaning and purpose of negotiating interim texts with participants. By drawing on the authors experiences of negotiating narrative accounts across projects this article will clarify the relational commitments that underpin this aspect of narrative inquiry as a move toward mutuality, co-composition, friendship, and ongoing attentiveness ordinary lived experience.

‘Roots’ tourists' personal heritage experience: An extended cognitive-affective-conative model

The analytical framework of the cognitive-affective-conative (CAC) model was utilized in this study to explore the cognitive and emotional responses of tourists to the historical places they visit. This approach considers how tourists perceive their ancestral place, how much they care about it, and how likely they are to return or recommend it to others. The relationships among perceived existential authenticity, place attachment, and loyalty were empirically tested. Specifically, this study focused on how the sacredness that such tourists feel affects their behavior according to the CAC model. Roots tourists who visited the memorial garden in Shanxi Province, called Dahuaishu, answered a set of structured questions. The results revealed that the existential authenticity perceived by roots tourists significantly influenced their place attachment and loyalty. Roots tourists' sense of sacredness moderated the perceived existential authenticity of their place attachment relationship such that there was a stronger relationship for roots tourists with a higher sense of sacredness. Roots tourists’ sense of sacredness moderated place attachment in their loyalty relationship, such that there was a stronger relationship for roots tourists with a higher sense of sacredness. This study provides planning suggestions for the Dahuaishu Ancestor Memorial Garden. It is important for the marketing and development of roots tourist destinations to promote tourism by paying attention to the individual feelings of tourists, understanding the process of attachment formation of roots tourists, and enhancing their loyalty.

Company commitments on nutrition and sustainability: A three-country comparison

Abstract Background The Business Impact Assessment (BIA) tools were developed by INFORMAS to document companies’ commitments on population nutrition (BIA-Obesity) and environmental sustainability (BIA-Sustainability). As part of the EU-funded Food Systems that Support Transitions to Healthy and Sustainable Diets (FEAST) project, we used the BIA-Obesity and BIA-Sustainability to map the public commitments of a range of national and international food companies active in Belgium, Ireland, and Portugal. Methods We selected companies (Belgium n = 37; Ireland n = 39; Portugal n = 36) across the packaged food, soft drinks, quick service restaurant, grocery retailers, infant formula, and catering industries. Selection was based primarily on the companies’ market shares in each country, but minor adaptations were made to enable comparison of findings between the countries. We searched each company’s website, annual reports, and other public sources, logging all commitments relevant to the domains of the BIAs. Domains and criteria were adapted to reflect the regulatory and legislative environment in each country. Results In all three countries, commitments on sustainability were significantly stronger than those on nutrition, though still falling short of best practice. Within sustainability, commitments found in Belgium and Portugal were significantly stronger than those found in Ireland. Nutrition-related commitments were more consistent across the three countries, with companies in Ireland and Portugal showing the highest-scoring commitments in relation to product formulation. Conclusions Companies across all industry sectors and countries fall short of best practices, with a stronger commitments to environmental sustainability than to tackling obesity and non-communicable diseases. These results underscore the critical necessity for more ambitious government regulations at both European and national levels. Key messages • Critical necessity for government regulations at both European and national levels to adress environmental and nutritional challenges. • Industry need stronger commitments to tackling obesity and non-communicable diseases.

The Principal's Leadership Endevaor Improves Teacher Performance With An Emphasis On Teacher Well-Being

A dedicated and hardworking teacher consistently achieves better results in overcoming challenges and achieving educational goals. It is also important to consider ways to improve the effectiveness of education as well as teacher well-being in schools and educational institutions. The purpose of this study was to understand the role of teacher well-being as a mediating factor between principal leadership, and teacher commitment in relation to teacher performance. The population of this study was teachers of SMP Karasidenan Banyumas and the sample was collected using axial sampling techniques and open questionnaires and the sample used was 240 respondents. The findings of the study indicate that there is an influence of principal leadership, teacher commitment, and teacher well-being that have a positive and significant effect on teacher performance. In addition, principal leadership has a positive and significant effect on teacher well-being , but is different from the results of teacher commitment which has a negative but significant effect on teacher well-being . This study also shows that teacher well-being can be a mediating factor in the influence of principal leadership but is not significant, while teacher commitment itself has a negative and insignificant effect.

Relationship Marketing and Customer Loyalty among Deposit-Taking SACCOS in Western Kenya

Deposit-taking Savings and Credit Cooperative Societies (SACCOS) in Kenya have faced significant challenges due to intense competition and declining customer numbers, which underscores the need for further investigation into relationship marketing strategies. A key research gap is the role of digital platforms in moderating the effectiveness of these strategies and their impact on customer loyalty. This study aimed to evaluate how digital platforms influence the relationship between relationship marketing (RM) and customer loyalty among SACCOs in Western Kenya. Using Relationship Commitment, Social Exchange, and Commitment Trust theories, the research focused on 23 SACCOs with 37,137 customers and surveyed 396 respondents, including prior pilot study. Descriptive and correlational research designs were used, with data collected via self-administered questionnaires and systematic sampling. Analysis with SPSS assessed validity and reliability, employing descriptive statistics and inferential methods such as Pearson’s Correlation, Simple Linear Regression, and Hierarchical Regression Analysis. Assumption tests confirmed that the research data met normality, linearity, homoscedasticity, and multicollinearity criteria, with a response rate of 87.63% and significant correlations (p<0.05) among variables. Digital Platforms were found to contribute significant moderating role on the link between Relationship Management and Customer Loyalty (p<0.05), emphasizing features like interactivity, personalization, and trustworthiness. The results suggest that in order to enhance customer experience, SACCOs should allocate resources towards the development of user-friendly digital platforms, utilize data analytics in targeted marketing efforts, so as to enhance engagement with the community via online channels. Moreover, it is crucial for SACCOs to prioritize personalized service, establish trust, and strive for continuous improvement, while taking into account regulatory revisions, in order to maximize the effectiveness of digital platforms within the financial sector.