Role Of Commitment Research Articles

Motivation And Job Commitment's Role In Project Bonuses And Employee Performance

This article investigates the mechanism underlying the relationship between project bonuses and employee performance by mediating employee motivation and organisational commitment. It is based on two main theories: Maslow's needs theory, which explains motivation, and organisational commitment theory.

Kepuasan konsumen dalam Loyalitas Mahasiswa pengguna Maxim

Abstract Loyalty is the commitment of consumers to expressing feelings honestly toward services. One of the factors that influence consumer loyalty is customer satisfaction in using a service. Loyalty is influenced by satisfaction, where existing customer satisfaction will produce benefits for service in the form of loyalty so that good loyalty is formed. Thus satisfaction has a good effect or influence on loyalty. This study aims to determine whether consumer satisfaction plays a role in loyalty. The method used in this study is a quantitative method with an ex-post facto research design. The sample for this study was 65 respondents who were taken using the total sampling technique with the subject criteria using Maxim at the Department of Physical Education and UHO rek. The Instruments Scale of consumer satisfaction and consumer loyalty is used to collect research data. Data were analyzed by simple regression analysis. The results of this study indicate that consumer satisfaction plays a role in consumer loyalty with Maxim users with an effective contribution of 9.4 percent

Role commitment and coping strategies in female patients with depressive disorders at King Chulalongkorn Memorial Hospital

Role commitment and coping strategies in female patients with depressive disorders at King Chulalongkorn Memorial Hospital

Work Role Commitment and Interference of Work with Family Among Asian and White Americans: A Self-Verification Perspective

Based on a sample of 168 Asian Americans and 248 White Americans, we found that Asian Americans were more prone to experience interference of work with family life when they were highly committed to their work role compared to White Americans. This difference was more pronounced for Asian Americans with low self-esteem, whereas there were no differences between the ethnic groups for those with high self-esteem. In sum, we find that examining the level of commitment of Asian Americans to a work role is insufficient for understanding how their work interferes with family life. Our findings reflect that, for Asian Americans, their cultural values, traditions, and heritage also play a significant role, especially for those individuals with low self-esteem. The article also addresses practical implications and future directions for research.

The Human Cost of Attrition: A Qualitative Study of Preceptor Experiences in an Acute Care Setting

There is a knowledge gap concerning preceptor experiences, feelings, and attitudes following departure of recently trained staff. Employee resignations and insufficient academic admissions to backfill current vacancies reinforce the critical need to support preceptors responsible for staff on-boarding. This paper presents a study on a qualitative approach to explore preceptor feelings, attitudes, and experiences following voluntary departure of recently trained staff. Themes included preceptor role commitment, feelings of inadequacy and emotional distress, the need to find closure following staff departures, variances in intrinsic motivation, and perceptions of disengaged and unsupportive managers. The results of the study emphasize the importance of manager-preceptor communication, strengthening preceptor mentoring, and educating managers on the preceptor role.

Adjusting and re-adjusting: learnings from the experience of coworkers for the future of coworking and shared working spaces

PurposeThis paper aims to examine the learning gained from the evolving adjustment experiences of co-workers in moving to home-based working during the COVID-19 pandemic and the influence of these experiences on re-adjusting to return to co-working.Design/methodology/approachResults of a longitudinal qualitative study are reported where a group of co-workers were interviewed on three occasions between 2019 and 2022. Experiences are analysed alongside the adjustment to the remote work model using a boundary management lens.FindingsThe main adjustment experiences were in work location, temporal structures, professional and social interactions, and a new adjustment area was identified around family role commitment that emerged in the home-based setting. Boundary management practices were temporal, behavioural, spatial and object-related and evolved with the unfolding of adjustment experiences. A return to using co-working spaces was driven by the need for social interaction and spatial boundaries but affected by the requirement for increased privacy.Practical implicationsThis paper will help workplace managers to understand adjustment experiences and develop facilities that will support a positive shared working environment not fulfilled through home-based working.Originality/valueAlthough many workers abruptly transitioned to home-based working during the pandemic, this research considers those who would normally choose to work in a community-centred working environment rather than being home-based. As such, their experience of adjustment is of greater interest, particularly in terms of their expectations for shared working spaces.

P22 Exploration of specialist AMS nursing roles across the UK and Ireland

Abstract Background There is increasing interest in the work undertaken by nurses employed as antimicrobial stewardship (AMS) specialists across the UK and Ireland but scarce evidence describing their roles, characteristics and career trajectory is available. Objectives To investigate the characteristics of the current specialist AMS nursing workforce in the UK and Ireland to inform progression and support. Specifically, to (i) describe the background, roles and professional development opportunities of specialist AMS nurses; and (ii) identify barriers and enablers in delivering the specialist AMS nursing role. Methods An online survey was circulated among purposefully selected members of the AMS Nursing Group and Scottish Antimicrobial Nursing Group (SANG). Survey development was informed by the literature1 and included closed questions (n=23) alongside free text, with expert validation of content and access. Consent was assumed on survey completion, responses were anonymized. Results Twelve registered and one non-registered nurse completed the survey (100% completion rate), AfC band 5 to 8 or equivalent, from England (n=8), Scotland (n=3), Wales (n=1) and Ireland (n=1). All respondents were directly involved in clinical audit, education and quality improvement projects (n=13), alongside contributing to IV to oral switch initiatives (n=12), AMS ward rounds (n=9) and the clinical management of infection (n=7). Most respondents capture the impact of these interventions with process measures, clinical outcomes or feedback (n=11). Respondents work closely with microbiology/infectious diseases teams (n=13), infection prevention and control (n=12), ward teams (n=11) and pharmacy colleagues (n=9). Ambition to progress in current roles was noted, including development as clinical academic, nurse consultant/ANP or within regional or national teams (n=6). Opportunity to access further formal qualifications to support AMS roles including degree, masters or postgraduate modules can be limited (n=5). Free text responses revealed both barriers and facilitating factors to delivering the specialist AMS nursing role. Challenges included dual role commitments, being part of a pilot project and lack of understanding of the nursing role in AMS. Enablers included support from multi-professional colleagues and autonomous working. Conclusions AMS programmes are currently being supported by specialist AMS nurses. This survey revealed that there are commonalties and variations, as well as barriers and challenges to delivering the role. Interprofessional collaborative working and learning was evident, reflecting the multi-professional nature of AMS. These roles are therefore in a position to influence nursing clinical practice and behaviours2 in collaboration with other specialist teams.3 Opportunities exist to formalize the AMS nursing role and ensure inclusion as a core member of the AMS team within UK and Ireland. This should be part of an integral strategy to support the largest workforce within the NHS and requires recognition and commitment at team, trust and national level.

Coaching teamwork: Team sport athletes’ and coaches’ perceptions of how coaches facilitate teamwork

To date, research on teamwork in sport has largely focused on defining the construct and examining its relationships to emergent states and outcomes. By comparison, little is known about the antecedents (e.g., leadership) that promote teamwork behaviors in team sports. The purpose of this study was to explore what specifically sport coaches can do to develop teamwork within their teams. Using a critical realist approach, we conducted 15 semi-structured interviews with participants who competed in interdependent team sports (n = 8 athletes, n = 7 coaches). The data were thematically analyzed whereby three higher-order themes (comprising nine subthemes) were generated. The themes included (1) Crafting a teamwork recipe, (2) Come together, stay together, and (3) Maximizing teamwork in action. Specifically, coaches can facilitate teamwork by: (re)structuring selection practices, carefully considering team compositions, and encouraging role commitment (Theme 1); emphasizing coach-athlete relationships, promoting meaningful connections between teammates, and managing perceptions of favoritism (Theme 2); and crafting team-focused tactics, promoting athlete-led teamwork, and managing healthy internal competition (Theme 3). In summary, coaches appear to play an important role in facilitating teamwork. Specifically, coaches could consider looking beyond individual talent and skill during the team selection process, promoting strong bonds with their players and amongst teammates, and focusing on team-first training and execution tactics. Recommendations for future research and additional implications for those working in the applied field (e.g., coaches, sport psychologists) are also discussed. Lay summary: This study explored how team sport coaches might facilitate teamwork within their teams. Based on interviews with eight coaches and seven athletes, we identified how coaches utilize the following factors to promote teamwork: team selection, roles, coach-athlete relationships, athlete-to-athlete support, favoritism, tactical systems, athlete leadership, and internal competition.

Exploring burnout among preschool teachers in rural China: a job demands-resources model perspective.

Rural preschool teachers are increasingly experiencing job burnout, which could lead to their intention to leave and negatively impact education quality. This research explored the prevalence of job burnout among preschool teachers in rural China. It further investigated the potential influence of job-related characteristics on their levels of burnout. This study surveyed 10,581 preschool teachers across 34 counties in 18 provinces in China, utilizing multilevel structural equation models to analyze the situation and factors influencing job burnout. The findings indicate that the situation regarding job burnout among preschool teachers is not encouraging, particularly in the western areas and independent public kindergartens. Job resources were found to be associated with a reduction in burnout, while job demands had the opposite effect. The findings also revealed that job demands served as a mediating variable between job resources and job burnout. Moreover, the results also showed that reduced job burnout among preschool teachers was related to teacher cooperation, decision making, kindergarten resources and salary. On the other hand, role commitments, business issues, and classroom management were associated with increased burnout among preschool teachers. Furthermore, the impact of demands and resources on burnout was found to be intensified by kindergarten variables. To address the issue of burnout, it is essential to recognize the diversity and heterogeneity of kindergartens and take specific measures to reduce work demands while providing adequate and specific resources. Attention should be given to diversity and integration to ensure a positive work environment that can effectively prevent job burnout among preschool teachers.

The impacts of role commitment and pay-for-performance on proactive career behavior: an interactionist perspective

PurposeProactive career behavior (PCB) is an effective form of career self-management that has positive impacts on individual career development and career success, and therefore, the purpose of this paper is to explore the driving factors of PCB.Design/methodology/approachDrawing on the interactionist perspective and situational strength theory, this study examined the independent and joint effects of role commitment and pay-for-performance (PFP) on employees' PCB based on data collected from 298 Chinese private enterprise employees at two time points.FindingsThe authors found that occupational role commitment (ORC), parental role commitment (PRC) and PFP were positively related to PCB. Furthermore, PFP moderated the relationship between ORC/PRC and PCB, such that the two relationships were stronger when PFP was low.Originality/valueDrawing on the interactionist perspective, the authors contribute to the literature on PCB by revealing novel antecedents of PCB: ORC, PRC and PFP. The authors also contribute to the situational strength theory by examining how role commitment and PFP may interact to impact employees' PCB. Finally, the authors are among the first to consider the effects of role commitment on individual career behaviors, thus extending the nomological network of role commitment.

The Impacts of Role Commitment and Pay-for-Performance on Proactive Career Behavior

The Impacts of Role Commitment and Pay-for-Performance on Proactive Career Behavior

The Role of Commitment Organization as Mediation Influence Leadership Transformational and Work-Life Balance on the Performance of Sales General Employees of PT. Bank Mandiri (Persero) Tbk Cluster Situbondo

Employee is part in a company, besides it's also in the environment employee there is a leader or someone who can set and carry direction coordination of goals organization. This study aims to test and analyze role commitment organization as mediation influence leadership transformational and work life balance towards performance general sales employees of PT. Bank Mandiri (Persero) Tbk Situbondo Cluster. This research includes in approach quantitatively using questionnaire as tool data collection from respondent. Respondents in this study were 52 sales employees using sample saturated. Method analysis use Partial Least Square Equation Model (SEM-PLS) structure using smartPLS 3.0 software. Research results shows that leadership transformational own no influence significant to commitment organization and performance employees, while the work life balance has significant influence to commitment organization and performance employees, as well as commitment organization own significant influence to performance employee. Commitment organization No can role as mediation from leadership transformational to performance, however commitment organization can role as mediation Partial from work life balance to performance employee.

Student’s Co-Creation Behavior in a Business and Economic Bachelor’s Degree in Italy: Influence of Perceived Service Quality, Institutional Image, and Loyalty

Universities play a significant role in the economic development of society as they provide knowledge and skills that are essential for social sustainability. In recent years, universities shifted their focus towards student-centered education and need to reconsider their sustainable strategies to become more competitive by encouraging student co-creation behaviors. To create a unique experience, universities aim to involve students in creating and delivering their educational experiences. The purpose of this paper is to investigate how the perceived quality of educational service and the institutional image of a university influence students’ value co-creation behavior, and the role of loyalty in this process. The study is based on two complementary studies conducted in an Italian public university. The first study involved 720 undergraduate students with one business management bachelor’s degree who completed a questionnaire to collect primary data. The second study used six focus groups to identify which specific students’ experiences and university activities stimulated co-creation behaviors. The results show that student loyalty plays an important mediating role between university image, students’ quality perception, and co-creation behavior. Additionally, only three dimensions of quality, namely quality non-academy aspects, quality reputation, and quality access have an impact on students’ loyalty. Therefore, only two dimensions of brand image, university brand knowledge (UK), and university brand prestige (UPR) have a direct effect on value co-creation behavior. These findings have important implications for higher education institutions (HEIs) to develop managerial strategies that increase students’ co-creation behavior. The co-creation process should be considered as part of HEIs’ image-building and quality policy-enhancing strategy. Despite the value co-creation approach being overlooked in studies on HEIs governance, this study highlights its potential as a strategic approach for improving service quality and university image.

Does Role Commitment and Occupational Stress is Corelated? A Study from the Perspective of Secondary School Teachers

The present research was undertaken as part of completion of master’s degree in psychology and is based on a assumption that like any other occupation, teaching and teacher’s role are also impacted with occupational stress. The study aims at finding out the correlation between role commitment and occupational stress particularly among secondary school teachers of Delhi NCR. The research employs quantitative descriptive research design and uses standardised tools namely Occupational Stress Index (OSI) by Srivastava and Singh and Teacher’s Role Commitment Scale (TRCS) by Dr. Meena Buddhisagar Rathod and Madhulika Varma. The sample of 120 secondary school teachers was collected using random sampling technique. karl pearson test of correlation was applied for finding the correlation between role commitment and occupational stress among teachers. The results shows that there is no significant correlation between role commitment and occupational stress among secondary school teachers; the teacher’s commitment towards their role don’t get affected by occupational stress they corroborate.

Customer Experience in Social Commerce: Thematic and Intellectual Structure Mapping Using Bibliometric Analysis

The customer experience (CX) in Social Commerce (SC) as a research area gained momentum in two decades after scholars discovered its influential role in loyalty, repurchase intention, competitive advantage, and overall firm performance. Importantly CX, despite being a frequently studied topic, a thorough bibliometric study of the CX construct in the context of SC has never been studied; we look to cover this lacuna in literature. Specifically, this study aims to use bibliometric evaluation to gain a comprehensive interpretation of CX in the SC context. We collated one hundred sixteen articles from Scopus and Web of Science. Then, we combined bibliographic coupling and keyword analysis to map the scientific evolution of the CX construct in SC. We found five clusters using a bibliographic coupling, following a meticulous content analysis; they included: (1) CX and group buying, (2) CX and Swift guanxi, (3) CX and information support, (4) CX and emotional support, and (5) CX and Impulse buying. We believe that the findings would be helpful for decision-makers and policymakers who desire to improve their understanding of CX in SC, in addition to scholars working in the SC field.

Commitments and the sense of joint agency

The purpose of this article is to explore the role commitments may play in shaping our sense of joint agency. First, we propose that commitments may contribute to the generation of the sense of joint agency by stabilizing expectations and improving predictability. Second, we argue that commitments have a normative element that may bolster an agent's sense of control over the joint action and help counterbalance the potentially disruptive effects of asymmetries among agents. Finally, we discuss how commitments may contribute to make acting jointly emotionally rewarding, both by improving coordination and by inducing or reinforcing the circumstances under which shared emotions emerge among co‐agents.

The role of loyalty and satisfaction in forming word-of-mouth influence in a B2B environment: EvIdence from the knitting industry of Indonesia

This research aims to find how effective word of mouth in a B2B environment is based on loyalty and customer satisfaction. Word of mouth (WOM) influence among the knitting industry is very important, since it provides sustainability for the business itself. Using PLS (Partial Least Square) modeling, this study provides additional evidence indicating customer satisfaction has both direct and indirect effects on B2B partners’ positive WOM activities. The B2B samples were collected from knitting industries in Indonesia. The research finding indicates that a high level of customer satisfaction directly increases positive WOM activities; the mediation effect of customer loyalty between customer satisfaction and WOM activities also has a significant effect.

Work stress in nurses returning to tertiary a general hospitals in China after the delivery of their second child: a cross-sectional study

ObjectiveTo investigate the current situation of work stress in nurses returning to work in Chinese tertiary A general hospitals after giving birth to their second child and to analyze influencing factors.MethodsFrom January to April 2021, 448 nurses returning to work after the birth of their second child, working in 23 general hospitals in China, were investigated and completed the postpartum work stress scale and self-rating depression scale.ResultsThe total work stress score of returning nurses after giving birth to their second child was 90.40 ± 18.29, and the dimension with the highest score was the role commitment of the mother. Multiple linear regression analysis showed that family monthly income, turnover intention, time since returning to work, age of the first child, and depressive symptoms were the influencing factors on work stress.ConclusionIt is important to reduce the work stress of the nurses returning to work after the birth of their second child. Nursing managers should pay attention to this group of postpartum nurses and formulate targeted measures to alleviate their work stress.

The Joint Effect of Digital Transformation and Information Technology Infrastructure on Service Quality: The Role Commitment to Service Quality as Mediator and Environment as Moderator

The Joint Effect of Digital Transformation and Information Technology Infrastructure on Service Quality: The Role Commitment to Service Quality as Mediator and Environment as Moderator

The joint effect of digital transformation and information technology infrastructure on service quality: the role commitment to service quality as mediator and environment as moderator

The joint effect of digital transformation and information technology infrastructure on service quality: the role commitment to service quality as mediator and environment as moderator