Affective Commitment

Recently introduced and conceptualized ethical leadership was examined in one sector of hospitality industry in this study. Scholars believe that by becoming role models in terms of conducting ethical codes of conducts in behaviors and decision making-process, leaders are able to enhance and influence different outcomes in their respective organization. To empirically examining the productive influence of this particular leadership, employee’s behavioral outcomes were investigated. Using 117 data revealed that when leaders are considered to be role models in their respective organizations, their followers tend to be satisfied and committed, in which would result in diminishing their intention to leave the organizations.

A field study of 209 leader–follower dyads from 12 different organizations was conducted to test the moderating effects of job enrichment and goal difficulty on the relationship between transformational leadership and three follower outcomes: performance, affective organizational ...

The present study examined the moderating influences of chronic prevention focus and affective organizational commitment on the relationship between perceived job insecurity and emotional exhaustion through a survey on a sample of 312 employees of a private health institution on the west coast of Turkey. We hypothesized that chronic prevention focus would strengthen, whereas affective organizational commitment would weaken the positive association between job insecurity and emotional exhaustion. We further predicted that affective organizational commitment would exert its buffering effect primarily among employees with a high chronic prevention focus, thus reducing the harmful effect of chronic prevention focus. We found that job insecurity was positively associated with emotional exhaustion only among employees with a high chronic prevention focus. There was no moderation effect by affective organizational commitment in the association between job insecurity and emotional exhaustion. On the other hand, a significant 3-way interaction effect showed that affective organizational commitment had differential influences on the job insecurity and emotional exhaustion link depending on chronic prevention focus. Consistent with our expectations, among employees with high chronic prevention focus, affective organizational commitment eliminated the positive association between job insecurity and emotional exhaustion. However, unexpectedly affective organizational commitment strengthened the positive association between job insecurity and emotional exhaustion among employees with low chronic prevention focus. The implications of the present findings are discussed.

Orientation: The mining industry is a notoriously difficult environment in which to achieve positive work outcomes, such as organisational commitment. Therefore it was decided to investigate the association between transformational leadership and organisational commitment at a coal mine in Phola in the Mpumalanga province, a geographical area largely neglected by scientific researchers. Research purpose: The aim of this study was to determine the relationship between the transformational and transactional leadership styles (as measured by the Multifactor Leadership Questionnaire 5X) and organisational commitment (as measured by the Organisational Commitment Questionnaire) in the coal mining industry at a specific site in Phola. Motivation for the study: A need was identified for research to be conducted in the coal mining industry in Mpumalanga on a leadership style that enhances organisational commitment. Committed employees represent valuable human capital that should be retained ...

Job involvement has been one of the most effective tools used for increasing employee productivity by enhancing employee participation and commitment. This study highlights the effect of job involvement on three types of commitments i.e. affective commitment, Continuance commitment and normative commitment. Data was collected from 211 employees of 11 different organizations and analysis revealed that job involvement has positive impact on three types of commitments.

This study investigates the role of various dimensions of organizational commitment and job satisfaction in predicting various attitudes toward organizational change in a non‐western work setting. The study uses a sample of 474 employees in 30 organizations in the United Arab Emirates. Path analysis results reveal that employees’ affective and behavioral tendency attitudes toward organizational change increase with the increase in affective commitment, and that continuance commitment (low perceived alternatives) directly and negatively influences cognitive attitudes toward change. Results further show that affective commitment mediates the influences of satisfaction with working conditions, pay, supervision and security on both affective and behavioral tendency attitudes toward change. Continuance commitment (low perceived alternatives) mediates the influences of satisfaction with pay on cognitive attitudes toward change. Satisfaction with various facets of the job directly and posi...

This research examines how the fit between employees moral development and the ethical work climate of their organization affects employee attitudes. Person–organization fit was assessed by matching individuals' level of cognitive moral development with the ethical climate of their organization. The influence of P–O fit on employee attitudes was assessed using a sample of 304 individuals from 73 organizations. In general, the findings support our predictions that fit between personal and organizational ethics is related to higher levels of commitment and job satisfaction and lower levels of turnover intent. Ethical P–O fit was related to higher levels of affective commitment across all three ethical climate types. Job satisfaction was only associated with ethical P–O fit for one of the three P–O fit variables and turnover intentions were significantly associated with two of the ethical P–O fit variables. The most consistent effect was found for the Conventional – Caring fit variable, which was significantly related to all three attitudes assessed. The weakest effect was found for the Preconventional – Instrumental fit variable, which was only predictive of affective commitment. The pattern of findings and implications for practice and future research are discussed.

... Since Freeman ' s work, scholars have drawn on stakeholder theory to explain, for exam-ple, variance in environmental commitment ( Henriques and Sadorsky, 1999 ), and the influence of CEOs ' perceptions of stake-holder attributes on stakeholder salience and firm ...

Instagram is emerging as the most influential social network; this phenomenon is especially apparent in the fashion industry. Fashion brands are launching creative campaigns on Instagram to engage their followers. The present study aims to increase the understanding of followers’ engagement by analyzing the consequences of brand publications on Instagram. Taking as a basis the S-O-R framework, brand publications (stimulus) may generate perceptions of creativity and positive emotions in their followers (organism) which, in turn, may influence their affective commitment and interaction intentions (response). Our results, based on data collected from 808 followers of an Instagram fashion brand account, analyzed using structural equation modeling, confirmed that perceived creativity is a crucial aspect of Instagram. In addition, positive emotions and affective commitment act as partial mediators in the relationship between perceived creativity and interaction intentions. These results have interesting implications for both the fashion industry and content generation on Instagram.

abstract  The majority of research on organizational commitment has focused on commitment in traditional, ongoing and open-ended relationships. The commitment of employees in non-standard work arrangements such as temporary employment has been subject to much less theoretical and empirical investigation. In this study, we examine the affective and continuance commitment of temporary workers towards their agency and its determinants. We distinguish two groups of determinants: the process by which the temporary worker chose a particular agency and the support provided by the agency. The findings can be summarized as follows: (1) affective commitment among temps is generally higher than their continuance commitment; (2) having more alternative agencies to choose from (i.e., volition) does not enhance the commitment of temporary workers; (3) a public choice for a particular agency raises both types of commitment, whereas the perceived agency dependence created by the choice increases continuance, but not affective commitment; and (4) both types of commitment are positively influenced by agency supportiveness, reflected in the way the agency deals with problems, the career support it provides, and the way it keeps in close contact with its temporary workers. Finally, the results suggest that factors raising affective commitment may ‘spill over’ to increase continuance commitment.

Summary The purpose of this study was to investigate employee attitudes and behaviors among knowledge workers under different forms of pay administration and pay levels. To examine these issues, I collected data from two business units in a large Norwegian multinational ...

This article examines the impact and interrelationship of corporate image, satisfaction, and commitment on customer loyalty in the travel industry. A corporate image–commitment–loyalty model was developed and tested. Partial least squares (PLS) was used to test the direct and indirect linkages between the four variables, and an alternative model was proposed. The tourism and travel industry is highly price sensitive

Customer-brand relationships do not just exist, they develop over time and through multiple service experiences, yet the literature typically discusses customer-brand relationships as being a largely static phenomenon. Very limited attention has been given over to the service evaluation processes of customers who are new to a service brand, as compared to customers who are experienced with the service brand. Research additionally continues to rely on the historically dominant customer satisfaction paradigm as the most effective method with which to evaluate service experiences at the expense of other relational mediators such as involvement, calculative commitment, affective commitment, and trust. This limits the extent to which a more complete and dynamic understanding of the nature of customer-brand relationships and the processes by which engagement with the brand and ultimately loyalty to the brand may be fostered for customers in different consumption stages. A phenomenological investigation into the process of customer engagement, as revealed through customers' restaurant dining experiences, is presented to examine these issues. The data for this study was provided by five focus groups and nine in-depth interviews. The results of the study indicate that the role of relational mediators differs across new and repeat purchase segments of customers. These findings have important implications for the management of customer-brand relationships amongst different customer segments and for the development of operational strategies to improve service provision within the restaurant industry.

Affective commitment remains an essential factor in key outcomes such as work performance and productivity, and has been shown to have the strongest positive relation with positive work behaviours when compared with normative commitment and continuance commitment. Using a sample of 164 academic employees at the University of Botswana, this study assessed the extent to which they had affective commitment to the organization. We also investigated factors that are associated with affective commitment and those that predict affective commitment of academic employees. The study found that only 34.1% of academic employees sampled had affective commitment. Logistic regression analyses identified three predictors of affective commitment among academic employees. They are satisfaction with management, contribution to policy making, and responding to emails. While some researchers have found that associations between affective commitment and demographic variables were generally low or weak, this study found no significant associations between demographic factors and affective commitment.

The purpose of this study was to see if there was an association between work-family conflict and organizational commitment in university teachers. It was a quantitative research study that used a correlational research methodology, which means that no variables were modified and were instead revealed as they were. Teachers at the University of Education Lahore were the study's subjects. Carlson's Work-Family Conflict Scale (WFCS) and Allen and Meyer's Employee Commitment Survey (ECS) were adapted with their consent. The census sampling method was used. The instrument was delivered among 336 teachers, and 216 questionnaires were returned, resulting in a 64 percent return rate. Descriptive and inferential statistics were used to analyze the data. Teachers were discovered to be dealing with work-family conflict while remaining dedicated to their organization. There was a negative association between the variables. The researcher suggests that this study be expanded using qualitative data.

Purpose The paper aims to analyze the relationships between ethical leadership (EL), job satisfaction (JS), affective commitment (AC) and turnover intention (TI) that might make accountants quit withdrawal and become productive and useful in private organizations operating in Istanbul. Design/methodology/approach Data were collected through an online survey using a simple random sampling methodology, obtained from 153 accountants working in companies in Istanbul. The methodology included descriptive statistics, factor analysis, structural equation modeling and mediation analysis. Findings Concerning direct relationships between EL, JS, AC and TI, EL has significant positive associations with JS and AC, whereas EL has a significant negative association with TI. JS has a significant positive association with AC, whereas JS has a significant negative association with TI. Also, AC has a weak significant negative association with TI. Given indirect relationships among EL, JS, AC and TI, ...

A service recovery performance model is proposed and tested with data from frontline bank employees in Turkey. The model is derived from Bagozzi's (1992) reformulation of attitude theory. The empirical results suggest that top management commitment to service quality, as manifested by frontline employees' appraisal of training, empowerment, and rewards, has a significant effect on their perceptions of service recovery performance. The influence of management commitment to service quality on service recovery performance is mediated by frontline employees' affective commitment to their organization and job satisfaction. Implications of the results and further research avenues are discussed.

Abstract 1. In research on trust in the organizational context, there is some agreement evolving that trust should be measured with respect to various foci. The Workplace Trust Survey (WTS) by Ferres (2002) provides reliable assessment of coworker, supervisor, and organizational trust. By means of a functionally equivalent translation, we developed a German version of the questionnaire (G-WTS) comprising 21 items. A total of 427 employees were surveyed with the G-WTS and questionnaires concerning several work-related ...