Variance In Affective Commitment Research Articles

Relationship between Psychological Contract Breach and Affective Commitment among Public University Academicians in Tanzania: The Mediating Role of Job Satisfaction

This study examined the effect of two job attitudes – perceived psychological contract breach and job satisfaction on affective commitment as well as whether job satisfaction mediates the relationship between psychological contract breach and affective commitment. A cross-sectional explanatory research design was used involving a sample of 223 academicians drawn from five public universities in Tanzania. Multiple regression analysis techniques were used to examine the effect of psychological contract breach and job satisfaction on academicians’ affective commitment to their respective universities. The mediation role of job satisfaction was tested using Andrew Hayes’ Process Macro 4.0. The results show that the two predictors explained about 62 percent of the variance in affective commitment where psychological contract breach and jobs satisfaction have, respectively, statistically significant negative and positive effects. Job satisfaction, in addition to being the most influential predictor, mediates significantly, but partially, the relationship between psychological contract breach and affective commitment. The study concludes that while psychological contract breach negatively affects the academicians’ affective commitment, part of this effect is indirect through job satisfaction. It, therefore, recommends that honoring psychological contracts is important for cultivating affection and identification of academicians with their universities, and that these outcomes would be enhanced if job satisfaction-enhancing measures are also stepped up.

Understanding intention to quit amongst artisans and engineers: The facilitating role of commitment

Orientation: Given the critical shortage of skilled artisans and engineers in the job market, retention of this key talent is of paramount importance.Research purpose: The aim of this study was to identify the determinants of affective commitment and investigate the impact thereof on intention to quit (ITQ) amongst artisans and engineers.Motivation for the study: For human resource management interventions to be effective in retaining artisans and engineers, the constructs underlying commitment and stay intentions need to be understood. Whereas previous studies have mostly focussed on bivariate relationships, the current study was motivated by the need to develop and test an integrative explanatory model.Research approach/design and method: A non-probability convenience sample of 154 artisans and 84 engineers employed in a manufacturing engineering company participated in this study. A cross-sectional design was employed, with structural equation modelling as analysis technique.Main findings: The data supported the central role of affective commitment in reducing ITQ amongst artisans and engineers. Job fit, psychological meaningfulness, perceived organisational support and satisfaction with pay all explained significant variance in affective commitment, whilst affective commitment demonstrated a strong negative relationship with ITQ. It was found that although perceived organisational justice does not necessarily create affective commitment, people are more likely to quit when they experience injustice.Practical/managerial implications: For organisations to retain artisans and engineers, they have to foster both affective commitment and organisational justice. Affective commitment can be facilitated by interventions focusing on job fit, meaningful work, organisational support and satisfaction with pay.Contribution/value-add: This study provides practical insights into the antecedents of ITQ amongst artisans and engineers, informing human resource management interventions aimed at better retention.

Moderating Role of Emotional Labour in Job Characteristics and Organizational Commitment Relations

This cross-sectional study investigated the moderating role of emotional labour in job characteristics and organizational commitment relations among secondary school teachers in Enugu urban area of Enugu State, Nigeria. One hundred and eighty (180) teachers, comprising 62 men and 118 women between the ages of 22 to 61 years were sampled using multi-stage sampling techniques. The 18-item Organizational Commitment Scale, 21-item Job Characteristics Scale and 10-item Emotional Labour Scale were the measures for data collection. Results of moderated regression analysis revealed that the various dimensions of job characteristics and emotional labour did not equally predict organizational commitment. And the two components of emotional labour did not equally moderate. Job characteristics and emotional labour accounted for 9.6% of the variance in affective commitment of the teachers, 10.6 % of variance in continuance commitment and 18.6% in normative commitment. Specifically, feedback from agents’ dimension of job characteristics independently predicted normative commitment while the other dimensions did not predict any dimension of organizational commitment. Surface acting negatively predicted affective commitment while deep acting positively predicted continuance commitment. Deep acting strengthened the relationship between feedback from agents and affective commitment while surface acting weakened the relationship between feedback from agents and continuance commitment. Surface acing strengthened the relationship between feedback from job and continuance commitment. Surface acting also strengthened the relationship between dealing with others and normative commitment. This study has recommended that policy makers in teaching/education should consider job characteristics and emotional labour in order to enhance organizational commitment.

Perceptions of sacrifice, workplace friendship and career concerns as explanatory mechanisms of employees’ organisational commitment

Orientation: Employees’ psychological attachment to their organisation remains an important topic of inquiry for organisations concerned about improving their talent management practices for the purpose of retaining valuable human capital.Research purpose: The aim of the study was to explore the constructs of job-embedded sacrifice, workplace friendship and career concerns as potential underlying explanatory mechanisms of employees’ affective, continuance and normative commitment towards the organisation. Organisational attachment theory was utilised as theoretical framework to study the relations among the variables.Motivation for the study: The notion of job-embedded sacrifice, workplace friendship, career concerns as explanatory mechanisms of employees’ affective, continuance and normative commitment in the South African higher education context is under-researched, and especially from the perspective of organisational attachment theory.Research approach/design and method: A non-probability convenience sample (N = 200) of academic and administrative staff members employed in a South African higher educational institution participated in the study. A cross-sectional, quantitative research design approach was followed. Multiple regression analysis was performed.Main findings: Person–job sacrifice positively predicted affective, continuance and normative commitment. Perceptions of friendship opportunity accounted for the variance in affective commitment. High levels of work–life adjustment career concerns accounted for higher levels of affective and normative commitment.Practical/managerial implications: Addressing the underlying psychological needs espoused by employees’ perceptions of person–job sacrifice, friendship opportunity and work–life adjustment concerns are important to consider in human resource talent management practices. The constructs speak to employees’ sense of employment security which influences their organisational commitment.Contribution/value-add: The study extends organisational attachment theory by offering insight into the role of person–job sacrifice, friendship opportunity in the workplace and work–life adjustment concerns in explaining employees’ organisational commitment. The new insights inform human resource retention practices for academic and administrative staff members in the higher education environment.

Knowledge, principal support, self-efficacy, and beliefs predict commitment to trauma-informed care.

Organizations are identifying trauma-informed care (TIC) as a priority yet implementation is slow. Research suggests commitment to a change effort is an important predictor for change behavior; however, there is little theoretical or empirical evidence exploring commitment to TIC. This study examines the variables that predict affective commitment to TIC including foundational knowledge, principal support, self-efficacy, and beliefs about trauma. Does foundational knowledge independently predict affective commitment to TIC or is this relationship mediated by other variables? Data were collected from 118 participants working in human services, using cross-sectional survey design. Participants completed self-report measures of affective commitment to TIC, foundational knowledge, principal support, self-efficacy, and beliefs about trauma. It was hypothesized that the relationship between foundational knowledge and affective commitment to TIC would be mediated through self-efficacy and beliefs about trauma, but not through principal support. Structural equation modeling was used to test the direct and indirect effects. The findings support a partially mediated model with a direct effect between foundational knowledge and affective commitment to TIC (explaining 5% of the variance in affective commitment) and indirect effects between foundational knowledge and affective commitment through principal support, TIC self-efficacy, and beliefs about trauma. Altogether, the model explained 65% of the variance in affective commitment to TIC. This study contributes to both the organizational change literature and the growing TIC literature. As individuals and organizations work to implement TIC, these findings provide theoretical and practical implications for the field, addressing an important gap in research. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Personality, self-efficacy and job resources and their associations with employee engagement, affective commitment and turnover intentions

In this paper, we examine the extent to which personality characteristics influence employees’ psychological connection to their work beyond that predicted by job context factors. More specifically, using Job Demands-Resources theory, we examined the influence of HEXACO personality facets, self-efficacy, and job resources on engagement, affective commitment and turnover intention. We used structural equation modelling on data collected from 623 participants working in a variety of organizational settings to test a proposed and a re-specified model. The results showed that both job resources and individual differences factors had direct and indirect effects on engagement, affective commitment and turnover intention. The personality facet liveliness was positively associated with engagement; sentimentality was positively associated with affective commitment; and social boldness, diligence and sentimentality were positively associated with self-efficacy. The model explained 69% of the variance in engagement, 60% of the variance in affective commitment and 33% of the variance in turnover intention. Despite the stronger influence of job resources, the results suggest that both individual factors and job context factors influence employees’ psychological attachment to their work. Practical implications in terms of selection, engagement and organizational development interventions, and further research opportunities are identified.

The Binding and Blinding Influence of Project Commitment

Proper management of information technology (IT) projects remains important within organizations; they require tremendous investment and consume valuable resources. To enhance one's understanding of IT projects and the continued issue of project failure, this study develops a model of the psychological influences of IT project commitment for individuals working on IT projects and its influence on intentions to continue an IT project (ICITP). Survey responses from 232 individuals across several organizations were obtained, and structural equation modeling was used to analyze the data. Three forms of project commitment (affective, continuance, and normative), subjective norm, and perceived behavioral control – internal were significant predictors of ICITP, explaining 64% of the variance. Additionally, continuance commitment and perceived behavioral control – internal were found to explain 46% of the variance in affective commitment. Implications and directions for future research are provided.

The negative impact of organizational cynicism on physicians and nurses.

Despite the potentially severe consequences that might result, there is a paucity of research on organizational cynicism within US health care providers. In response, this study investigated the effect of cynicism on organizational commitment, job satisfaction, and interest in leaving the hospital for another job in a sample of 205 physicians and 842 nurses. Three types of cynicism were investigated: trait (dispositional), global (directed toward the hospital), and local (directed toward a specific unit or department). Findings indicate that all 3 types of cynicism were negatively related to affective organizational commitment and job satisfaction, but positively related to interest in leaving. In both nurse and physician samples, cynicism explained about half of the variance in job satisfaction and affective commitment, which is the type of commitment managers are most eager to promote. Cynicism accounted for about a quarter and a third of the variance in interest in leaving the hospital for nurses and physicians, respectively. Trait, global, and local cynicism each accounted for unique variance in affective commitment, job satisfaction, and interest in leaving, with global cynicism exerting the largest influence on each outcome. The implications for managers are that activities aimed at decreasing organizational cynicism are likely to increase affective organizational commitment, job satisfaction, and organizational tenure.

Perceived Support and Work Attitudes among Korean Fitness Club Employees

The purpose of the study was to investigate the relationship between perceived support and affective commitment and the impact of affective commitment on work effort and intention to leave the organization among Korean fitness club employees. In addition, the moderating role of collectivism on the relationship between affective commitment and work outcomes was also examined. The data provided by 330 Korean fitness club employees were analyzed using structural equation modeling and regression analyses. The results of confirmatory factor analysis and structural equation modeling showed that the proposed model fit reasonably well. Perceived Support explained 76% of variance in Affective Commitment and along with Affective Commitment, explained 42.6% of variance in Work Effort. In addition, Affective Commitment by itself explained 62.9% of variance in Intention to Leave. Finally, regression analyses showed that collectivism moderated the relationship between affective commitment and work effort. Practical and theoretical significance of these results are discussed.

Effects of workplace incivility and empowerment on newly-graduated nurses’ organizational commitment

The purpose of the present study was to test an expanded model of Kanter's theory by examining the influence of structural empowerment, psychological empowerment and workplace incivility on the organizational commitment of newly-graduated nurses. The first years of practise represent an important confidence-building phase for newly-graduated nurses, yet many new nurses are exposed to disempowering experiences and incivility in the workplace. A predictive non-experimental design was used to examine the impact of structural empowerment, psychological empowerment and workplace incivility on the affective commitment of newly-graduated nurses (n=117) working in acute care hospitals. Controlling for age, 23.1% of the variance in affective commitment was explained by structural empowerment, psychological empowerment and workplace incivility [R²=0.231, F(5,107) =6.43, P=0.000]. Access to opportunity was the most empowering factor, with access to support and formal power perceived as least empowering. Perceived co-worker incivility was greater than perceived supervisor incivility. Results offer significant support for the use of Kanter's theory in the newly-graduated nurse population. Without specific strategies in place to combat incivility and disempowerment in the workplace, attempts to prevent further organizational attrition of new members may be futile.

Can you get a better deal elsewhere? The effects of psychological contract replicability on organizational commitment over time

Previous research on psychological contracts has focused on whether or not employees feel their employers have fulfilled the promises made to them. Instead, here we examine how perceptions of the external labor market, particularly about whether present psychological contracts could be replicated elsewhere, influence employees’ attachment to their current employers. In a longitudinal study of a diverse employee sample, we found perceptions that psychological contracts could not be replicated elsewhere accounted for a substantial amount of the variance in affective commitment (.38) and normative commitment (.29) and a smaller, but significant, amount of the variance in continuance commitment (.04). We also found significant moderating effects of age, work experience, and career stage on these relationships. The article concludes with implications for psychological contract theory, organizational commitment theory, and management practice.

Perceptions of Empowerment and Respect: Effect on Nurses’ Organizational Commitment in Nursing Homes

This study tested Kanter's theory of structural empowerment in a sample of nurses employed in nursing homes throughout Ontario by examining relationships between nurses' perceptions of structural and psychological empowerment, respect, and organizational commitment. A random sample of 79 RNs (response rate 64%) and 75 RPNs (response rate 60%) were used. Both groups reported moderate levels of empowerment, respect, and commitment. RNs perceived higher levels of empowerment and respect than RPNs. Access to opportunity was the most empowering factor for nurses in this study, and access to resources the least empowering. Structural empowerment, psychological empowerment, and respect explained 48% of the variance in affective commitment for RNs and 40% for RPNs. Results of this study provide support for the use of Kanter's theory in LTC nurse populations.

A Study of the Relationship Between Organizational Commitment and Human Values in Four Countries

Cross-cultural comparisons of the relationship between human values and both continuance commitment (CC) and affective commitment (AC) are presented using data collected from 1259 nurses from Hungary, Italy, the UK, and USA. That correlations between Schwartz’s (1992) values and both AC and CC will differ between communal and contractual cultures was partially supported. Moreover, certain values correlate more often with AC or CC depending on the culture one is in. Openness to change values accounted for significant variance in AC in Hungary, Italy and the USA. Pan-culturally, openness to change values partially mediated the effects of countries on AC. It is concluded that values likely influence one’s organizational commitment and that the values people endorse might be influenced by national culture.