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This study examines the factors affecting reward system and employee commitment of Nigeria Police Force. These factors include evolving workplace cultures, employer management styles, the impact of jobs, employee personal traits, organizational structure, working conditions, interdepartmental relations, workplace diversity, and improved job prospects. This study concluded that evaluating commitment is a contemporary and significant problem for government institutions, including police departments. Despite their critical role in upholding law and order, police officers frequently work in stressful and frustrating environments. As a result, the study recommended that the Nigeria Police Force should make a concerted effort to revisit, assess, and reevaluate the police personnel financial reward programs. The majority of reward programs and packages are antiquated and out of tune with Nigeria's present economic conditions, which are marked by price increases, inflation, and rising interest rates. This is due to the possibility that using the current compensation systems indefinitely could demoralize staff members and cause them to become less devoted to providing the institutions with high-quality services. [ABSTRACT FROM AUTHOR]

This study aims to explore the role of competence and commitment in contemporary human resource (HR) management and how they affect organizational performance. In the context of a dynamic and increasingly complex business environment, HR competencies and employee commitment levels are key factors in achieving competitive advantage. This study uses a quantitative approach by distributing questionnaires to HR professionals in various industries to collect data on competency development, HR policy implementation, and employee commitment levels. The results of the study show that there is a significant relationship between good HR competence and high employee commitment to increasing productivity and organizational effectiveness. This research suggests that companies should focus more on developing employee competencies and strategies to increase commitment to face modern managerial challenges. These findings are expected to provide insight for HR practitioners in designing more effective policies and practices to support organizational growth and success [ABSTRACT FROM AUTHOR]

The aim of this research is to examine how leadership style affects worker commitment and satisfaction in the workplace. The study was carried out by literature reviews and surveys with questionnaires. Regression tests are then used to assess the acquired data with the aid of the SPSS software. The study's findings indicate that, at least in part, a leader's style significantly improves employee work satisfaction. Leaders that successfully apply the appropriate leadership style are able to inspire and encourage their workforce. Furthermore, the study demonstrates that workers who believe they are being led by capable executives typically exhibit greater levels of loyalty to the organization. [ABSTRACT FROM AUTHOR]

The study investigated "perception of decent work (DW) and Employee Commitment: the mediating role of Job Satisfaction; to determine the extent to which employees" perception of DW influences their commitment to work. Specifically, the study sought to find out how job satisfaction mediates the relationship between the perception of DWand employee commitment. A cross-sectional survey research design of employees of tertiary institutions (Universities), as well as corporate organizations (multinational companies), in Nigeria was employed. A structured questionnaire elicited the required data from the randomly sampled respondents. Confirmatory factor analysis served to validate the instrument while Cronbach's alpha served as the reliability test. The data were analyzed using structural equation modelling. The results indicate that social marginalization and work volition are significant predictors of DW, job satisfaction mediates the relationship between DW and employee commitment with partial mediation on the informalization of organizations and full mediation on the rest variables. Work volition and career adaptation have positive influences on employee commitment while informalization of organization and social marginalization have negative influences. [ABSTRACT FROM AUTHOR]

Purpose: The objective of the article is to verify the influence of antecedents such as culture and commitment on restaurant organisational performance and assess how they can impact managerial practices. This would explain the relationship between the exogenous variables of the model, thus providing managers with a parameter for managing the dimensions of culture, commitment, and performance. Design/methodology/approach: Data were analysed using structural equation analysis (PLS-PM) and collected through a questionnaire with 45 assertions over a period of 2 months, obtaining 116 valid answers. Findings: Four hypotheses were supported: H1—Innovative culture positively influences the affective commitment of restaurant employees (Γ=0.466); H8—Supportive culture influences normative commitment (Γ=0.270); H9—Supportive culture influences continuance commitment (Γ=0.293); and H10—Affective commitment positively influences bar and restaurant performance (Γ=0.293). Managerial contributions: The model developed for this study can be used by restaurant managers to manage their employees and improve their organisational performance. Practical implications: This model’s practical implications were that it could be used to guide restaurant decisions toward performance improvement. Originality/value: The study fills a gap by proposing a managerial model that considers aspects of people management, such as culture and staff engagement, to improve the organisational performance of bars and restaurants. [ABSTRACT FROM AUTHOR]

This study aims to analyze the influence of leadership style and work motivation on employee commitment at PT. Pintar Pemenang Asia. Leadership style and work motivation have been identified as important factors in influencing the level of employee commitment to the organization. In the context of companies engaged in technology and service education, understanding these factors can provide valuable insights for management to improve employee performance and retention. This study adopted a quantitative approach by using questionnaires as a data collection instrument. The research sample consisted of employees in various departments at PT. Smart Asian Winners. Leadership style is measured by identifying directive, participatory, supportive leadership styles. While work motivation is measured through factors including achievement, recognition, responsibility, opportunities for growth, and the job itself. The results of the regression analysis showed a positive and significant influence of leadership style and work motivation on employee commitment. This research contributes to the understanding of the factors that influence employee commitment in education, technology and service companies. The managerial implication of these findings is the importance of developing leadership styles that support sustainable work growth and motivation to create an environment that contributes to higher levels of commitment. The study also provides a basis for further research in similar industry contexts. [ABSTRACT FROM AUTHOR]

The main purpose of this study is to examine whether employees who resort to political tactics in organizations are able to create a better perception of performance and commitment in the eyes of their supervisors or leaders and to what extent the supervisors’ self-efficacy affects this relationship. To this end, research data were collected through an online survey from a total of 221 participants. During data collection, managers were asked to evaluate their subordinates’ behaviors (in terms of political tactics), performance, and commitment, as well as their own levels of self-efficacy. As a result, it was found that the performance of subordinates attempting to ingratiate themselves with their superiors was not positively evaluated by their supervisors. Furthermore, supervisors with high self-efficacy tended to evaluate these types of subordinates even more negatively. In other words, the differential impact of employees’ political tactics on supervisors’ evaluations and the variations in supervisors’ perceptions of these tactics based on their levels of self-efficacy are seen as valuable contributions to the literature on political tactics. [ABSTRACT FROM AUTHOR]

Corporate social responsibility (CSR) and its relationship with corporate competitive advantage (CCA) have gained a tremendous interest among the researchers and practitioners over decades, as evident by the increasing surge of studies in this domain. This study examines how five types (legal, economic, philanthropic, ethical, and environmental) of CSR affect CCA in a developing country through the mediating roles of employee commitment and corporate reputation. Data was collected by survey questionnaires from a sample of 869 participants working at service, real estate, and manufacturing firms in Ho Chi Minh City and Binh Duong Province, Vietnam. SmartPLS 3.0 software and the partial least squares structural equation modeling method (PLS-SEM) were applied to evaluate the research model and test the hypotheses. The findings revealed that different dimensions of CSR have positive significant effects on employee commitment, corporate reputation and competitive advantage. Besides, employee commitment and corporate reputation were found to meditate the relationship between different types of CSR and CCA. These outcomes contributed to the extension of theory in the fields of CSR and offered some suggestions for managers in implementing CSR initiatives to gain and sustain CCA. Plain Language Summary: This study examines how five types (legal, economic, philanthropic, ethical, and environmental) of CSR affect CCA in a developing country through the mediating roles of employee commitment and corporate reputation. Data was collected by survey questionnaires from a sample of 869 participants working at service, real estate, and manufacturing firms in Ho Chi Minh City and Binh Duong Province, Vietnam. The findings revealed that different dimensions of CSR have positive significant effects on employee commitment, corporate reputation and competitive advantage. Besides, employee commitment and corporate reputation were found to meditate the relationship between different types of CSR and CCA. [ABSTRACT FROM AUTHOR]

This research article aims to "To study the impact of work life balance attributes on employee commitment in education sector". The paper applies data reduction using Exploratory Factor Analysis (EFA) on a sample of 480 respondents drawn from educational institutions in the Bengaluru and condenses a set of 16 work life balance statement converted into a five attributes. The present study proposes a model of the impact of work life balance attributes on employee commitment in education sector. The study found that working environment, decision making power, personal role, work support and conflict with colleagues are impacting significantly the employee commitment in education sector. Therefore, educational institutions HR managers should focus on the above factors to enrich employee commitment. The study investigated the impact of work life balance attributes on employee commitment in education sector. Multiple linear regression analysis highlights that working environment, decision making power, personal role, work support and conflict with colleagues have significant impact on employee commitment in education sector. [ABSTRACT FROM AUTHOR]

This study investigates the conceptualization of employee commitment and turnover intention in the Nigerian public sector using a qualitative approach. Findings suggest that (i) employees expressed a lack of sense of ownership and attached meaning to commitment based on (self-help) benefit gained from their organization, and (ii) the lack of scrutiny and accountability in the public sector resulted in low employee turnover intention. The study is novel for developing a framework underscoring how context may affect the conceptualisation of employee commitment and turnover intention. [ABSTRACT FROM AUTHOR]

Purpose: Public service organizations may improve the quality of services they offer citizens by instilling proactive behavior in their employees. This study aimed to provide insights on how high-involvement work practices may indirectly facilitate proactive behavior in frontline government employees via employee commitment. Methods: A time-lagged approach was used to collect data from 542 frontline employees in three waves at 3-week intervals. We tested the hypothesized moderated mediation model using a PROCESS macro bootstrap approach. Results: A moderated-meditation model was applied in which public service motivation was theorized to increase the mediating effect of employee commitment on the relationship between high-involvement work practices and employee proactive behavior. As predicted, the findings show that supervisor' deviant behavior attenuated the mediating effect of employee commitment on the relationship between high-involvement work practices and employee proactive behavior. Conclusion: The findings of this research contribute to the emerging literature on public management and have implications for public sector organizations seeking to improve the quality of services they offer citizens. [ABSTRACT FROM AUTHOR]

COVID-19 pandemic has created unprecedented health and economic crises across the world. Millions of businesses have been obliged to shut down, and millions of jobs have been lost. These effects have created a very severe economic-related stress level, which can have consequences on psychological well-being (PWB) and economic commitment (EC). This study examined the relationships between objective and subjective indicators of income-related stress and employment-related stress and PWB and EC. The 697 participants were contacted during the peak of the COVID-19 pandemic. The sample includes private-sector employees, civil service employees, self-employed, furloughed employees, and unemployed. Results show that the economic stress produced by COVID-19, as estimated by a compound of objective and subjective income-and employment-related stress, produced a negative effect on PWB (r =.21, p <.001) and EC (r =.29, p <.001). Multiple regression showed that subjective income-related stress was the main predictor of PWB, positive affect, and negative affect and that economic deprivation and objective employment-related stress were the predictors of EC and its three components, affective, normative, and continuity. Finally, the contribution and some practical implications of the findings are discussed. [ABSTRACT FROM AUTHOR]

This study examines (i) how tourism employees perceive their firm's community engagement, (ii) the factors that affect employee attachment, and (iii) how employees' perception of their firm's community engagement affects employee attachment. Using the survey data collected from 119 tourism firms in the Ha Long Bay area, Vietnam, a developing country, the study finds that CSR practices (ethical leadership, labor relations, environmental protection and consumer rights protection) affect employees' perception of their firm's community engagement. Furthermore, employee-perceived community engagement appears to enhance the employees' bond with their firm. The firm's community engagement mediates the relationships between CSR and employees' commitment toward the firm. The theoretical and managerial implications for the study are discussed. [ABSTRACT FROM AUTHOR]

The changing world of work absorbing Generation Z has to cope with the concept of employee commitment in a new way. Rapid staff turnover many organizations experience establishes a need for alternative leadership and management thinking, understanding that the era in which employees seek stability and long-term roles is over. This article presents the association between Generation Z characteristics, intergenerational management and leadership and Generation Z employee commitment. The article presents the view that this commitment is not necessarily measured in terms of time employees remain in organizations but, rather, to outcomes and connection to the success and progress of their roles. The article presents an approach for strengthening Generation Z employees' commitment through an understanding of their characteristics and expectations from organizations, improving management and leadership skills among managers from generations X and Y, adapting employee induction processes to Generation Z characteristics and the work environment to new employee needs. [ABSTRACT FROM AUTHOR]

Orientation: Organisations are facing several challenges pertaining to effective leadership, fairness and loyalty of employees. The moderating influence of transformational leadership (TL) on the relationship between justice and employee commitment is still largely unknown and needs to be explored further, especially within the customer service industry. Research purpose: The aim of this study was to determine the relationship between organisational justice and employee commitment and to examine the moderating effect of TL on the relationship between organisational justice and employee commitment in a customer service organisation. Motivation for the study: The research setting of this study is a customer service organisation. This organisation calls for a role model leadership approach, such as TL, to create a just, fair workplace and ultimately increase the level of employee commitment. Research approach/design and method: A quantitative cross-sectional survey design was used to collect the data from a sample of 111 permanently employed staff in a South African customer service organisation. Main findings: The findings indicate that TL had a significant positive relationship with organisational justice and employee commitment. Furthermore, the results indicate that TL moderated the relationship between organisational justice and employee commitment. Practical/managerial implications: The findings showed that TL could be vital as an effective leadership approach that can enhance justice perceptions and psychological attachment in the workplace. Contribution/value-add: This study contributes to the theoretical debate on TL, workplace fairness and psychological attachment by providing empirical support on the effect of TL on the relationship between justice and commitment perceptions. [ABSTRACT FROM AUTHOR]

This paper uses a survey design based on cross‐sectional data from 186 academic staff of four public universities representing four generations of universities in Ethiopia. The study finds that ethical leadership has a positive and significant effect on employee commitment and such relationship is mediated by perceived good governance practices in the public universities. However, there is no moderated mediation effect of university type (generation) affecting the relationship of good governance and employee commitment. The study is quite novel in bringing good governance as a mediator into the relationship between ethical leadership and employee commitment in higher education institutions particularly in the public university context. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to figure out the marginal contributions of human resources management practices in accomplishing sustainable development. Theoretical Framework: This paper studied the strategies pertaining to the sustainable model practiced by the Indian telecom industry through HR practices and procedures such as employee commitment, training and development, and job satisfaction. For this study, a considerable review of the literature available is done to find the advances in sustainable development. Design/methodology/Approach: In this study, data was collected by administering questionnaires to the respondents by following the stratified random sampling method, the data collected were systematically studied by adopting appropriate statistical tools Findings: In this study, subsequent analysis on the basis of primary and secondary data in relation to the several HR practices it is found that the foremost HR practices that contribute to sustainable development are Job satisfaction, Employee Commitment, and Training and development. Research, Practical & Social Implications: HR is responsible to develop a sustainable culture where the employees possess a sense of gratefulness and reverence towards the organisation and contribute significantly to the processes aiming at the overall sustainability of the organisation. Originality/Value: This study particularly aims to find the significant contribution of HR practices to achieving sustainable development. [ABSTRACT FROM AUTHOR]

Psychological contract plays an important role in the human resource management of the organization. Development and technology can bring bright future to the organization but at the same time can disturb employee and employer relationship due to the wide use of technology replacing human labour which automatically reducing employee contribution in the work process. Therefore the purpose of this research is to measure the level of psychological contract, to determine there any relationship between psychological contract on deviant behaviour, employee engagement and employee commitment, and to examine the impact of psychological contract toward deviant behaviour, employee engagement and employee commitment among employee at MBXX. Quantitative research approach along cross-sectional research design has been used to collect 205 data from MBXX in target population through a self-administered questionnaire. The results of the current study provide empirical evidence on key issues related to psychological contract of employees at MBXX. Finding have shown, the deviant behaviour, employee engagement and employee commitment were in a high, moderate, and low level and there is positive relationship between the performance psychological contract, employee engagement (r=0.331), and employee commitment (r=0.411), while deviant behaviour is not significant (r=-0.178). This study also proved that psychological contract has significant effect towards deviant behaviour (r2=0.025), employee engagement (r2=0.000), and employee commitment (r2=0.00). Conclusion, this research gives clear direction to organization the existing psychological contract employee for improvement of the deviant behaviour, employee engagement, and employee commitment at government sector or other private sectors. [ABSTRACT FROM AUTHOR]

The purpose of this study was to empirically analyze the interrelationships among organizational communication, leadership, and employee commitment, in terms of organizational change. A structural model was developed to delineate the interactions between the constructs, and to explore the mediating effects of leadership and employees’ commitment on the relationship between communication and organizational change. A quantitative online survey was conducted, based on a sample of 335 employees from the hospitality sector. Findings indicated that organizational communication positively and significantly affected leadership and employee commitment and was positively related to organizational change. Furthermore, this study argues that communication, leadership, and employee commitment are key variables in the success of organizational change. The findings can provide academics and managers with a valuable and muchneeded approach to managing change, by identifying the predictors of organizational change, and by exploring how individual antecedents affect the success of organizational change. [ABSTRACT FROM AUTHOR]

Team‐based work (TBW) plays a crucial role in the success and quality of public services. In the context of the Spanish public sector, our study evaluates if a low level of hierarchical distance (HD) in public organizations condition the public employees' commitment (EC) as well as TBW, assessed in terms of participation and consensus among team members. Simultaneously, we evaluated to what extent EC help to enhance TBW. Employing a sample of 213 government organizations from the south of Spain through a model of structural equations, we were able to answer the above questions. Our results revealed that team‐based work functions more successfully within public organizations where there exists little verticality in their structures, norms, values and rules – in simplest terms, where there is minimal organizational HD. Such results also suggest that although regulations exist in the Spanish public sector, should public organizations attempt to be less vertical and more horizontal, they would perhaps have public servants that were more committed to their organizations. As a result, servants view the organization as their own and remain loyal. Finally, from an academic perspective, this study could be one of few to research and evaluate the hierarchical role and employees' commitment to the functioning of public employees based on participation and consensus in their work teams. [ABSTRACT FROM AUTHOR]

Employees' psychological ownership has been proposed as a key characteristic that motivates them to make a strong commitment to their organizations. However, research on the antecedents and outcomes of employees' psychological ownership in the convenience store sector is a topic that has been under-explored. Thus, the primary objective of this research was to investigate the effects of psychological ownership on the organizational commitment and organizational identification of employees who work at convenience stores located in Bangkok. Moreover, the influence of supervisor support and organizational trust was assessed on employees' psychological ownership. Survey data were collected randomly from 347 employees who worked at convenience stores located in seven districts in Bangkok. Partial least square structural equation modeling was used to analyze the data. The results obtained offered significant support for the proposition that psychological ownership exerts positive effects on employees' organizational commitment and identification. Moreover, the analysis showed that supervisor support and organizational trust affected employees' psychological ownership positively and significantly. [ABSTRACT FROM AUTHOR]

In order to understand the challenges faced by higher education institute (HEI's) in Pakistan, the HEI's attempts to determine factors that impact on the commitment of employees. The objectives of this research, based on the Social Exchange Theory (SET), is to enrich this understanding by analyzing the buffering effect of peer support in the link between training and development (T&D), Working Climate (WC), and employee commitment (EC) in Pakistan's public sector higher education institutions. Using a proportionate-stratified random sampling process, a quantitative approach was advocated, with a survey as the strategy of inquiry from 385 respondents. The study shows that T&D and WC have a substantial association with EC in government sector universities, both theoretically and empirically. Furthermore, the findings support the hypothesis that peer support buffers the link between T&D, WC, and EC. The introduction of peer support as a moderator between the T&D, WC, and employee commitment relationships is the key contribution. The research also helps to better understand the dynamics of work engagement in higher education institutions, with a focus on the buffering function of peer support (PS) in the Pakistani setting. [ABSTRACT FROM AUTHOR]

The goal of the study is to survey the satisfaction of employees at public pharmacies in Hungary. This questionnaire was completed by 221 pharmacist workers. The authors were hoping to better understand the levels of satisfaction and commitment among employees in pharmacies and which factors are the most influential. The results show that employee satisfaction is far above average. The employees are the most satisfied with the working atmosphere and with the relationship between colleagues. Their satisfaction is mostly influenced by the personality of their boss, the salary system, and the work’s organization. They rated their commitment to their workplace as moderate. The professional commitment is the most decisive. Of the eight engagement profiles found in the literature, the dominant, affective, and the dominantly affective-normative profiles are missing. Since the survey conducted in this study cannot be extended to the general population, further quantitative research is necessary to provide more substantiated evidence for the results. [ABSTRACT FROM AUTHOR]

This study examined the extent to which social exchange moderates the relationship between ethical leadership and perceptions of organisational commitment. Participants were 355 employees (women = 39%) from a Public Works Department in the Democratic Republic of Congo (DRC). The employees completed the Social Exchange Theory Scale, the Ethical Leadership Scale, and the Organisational Commitment Scale. Hierarchical regression analysis indicated social exchange aspects of mutual trust to moderate the relationship between ethical leadership and employee affective, continuance, and normative commitment. Increasing employees' perceptions of leaders' fairness, integrity, and altruism, would enhance employee commitment. The findings indicate that social exchange perceptions are important for employees' sense of organisational belonging, and likely with ethical leadership. [ABSTRACT FROM AUTHOR]

Employees' and organizational performance and organizational culture are highly correlated. Employees working in a conducive environment have a positive attitude towards the job and a sustainable relationship with the organization. We have collected responses from selected hospitals of Karachi. The measurement of variables was adapted from established scales used in the literature. We have also developed a framework that investigates six direct and four indirect hypotheses. Of the six direct hypotheses, three hypotheses were accepted, and the others were rejected. However, all four indirect hypotheses were accepted. The results suggest that nurses employed in hospitals are satisfied with the hospital environment due to which they have high commitment and satisfaction. The study found that despite these factors, nurses do not want to maintain a sustainable relationship with the hospital. Perhaps, other factors might have contributed to their turnover intentions, such as the leadership style of senior management. The finding is inconsistent with earlier studies, which suggest that organizational culture, employee commitment, and job satisfaction are inversely associated. The results imply that organizational performance and cultural aspects are highly related. Therefore, organizations must address these aspects to improve employee attitude and behavior. [ABSTRACT FROM AUTHOR]

The first objective of the literature is to influence of organizational culture, employee commitment and organization citizen behaviour (OCB) on the human resources management (HRM) practices in the Thailand pharmacies. The second aim is to check the mediating role of perceived organization support (POS) among the link of organizational culture, employee commitment and OCB on the HRM. The data were gather form the HR staff of the Thailand pharmacies that are work at least five year in the organization and PLS-SEM was utilize for the analysis. The results indicated that the organizational culture, employee commitment and OCB has positive association with HRM. The outcome also indicated that POB positively mediates among the link of organizational culture, employee commitment, OCB and HRM. These findings suggested to the rules and regulation making authorities that they develop the regulation for the organizational culture, employee commitment and OCB that enhance performance of HRM practices that ultimately enhance the firm performance. [ABSTRACT FROM AUTHOR]

This study examined the extent to which job satisfaction moderates the relationship between work engagement and perceptions of organisational commitment. The study sample comprised of 839 employees (women = 38%) from a railway organisation in the Democratic Republic of Congo (DRC). The employees completed the Job Satisfaction Questionnaire, the Utrecht Work Engagement Scale, and the Organisational Commitment Scale. Data were analysed by using hierarchical moderator regression analysis to predict employee commitment towards work engagement together with job satisfaction by employee demographics. The findings indicate that the job satisfaction dimensions (Pay, Promotion, Supervisor, Co-workers, and Work-itself) moderated the relationship between work engagement and organisational commitment. Male employees and senior level employees reported higher work engagement and organisational commitment. Job satisfaction and a positive work environment would enhance employees' levels of energy, dedication, loyalty, and psychological attachment to the organisation. [ABSTRACT FROM AUTHOR]

Employee burnout has been commonly acknowledged to influence job performance. Drawing on the conservation of resources and expectancy of motivation theories, the current study reinterprets this relationship and proposes that employee job performance is a precursor of burnout. The employee commitment concept is incorporated into the job performance – burnout relationship. The present study opted for sampling frontline employees working in the hospitality sector in the U.S.A. Customer-contact employees from several hotel resorts were approached to participate in the study, with permission from hotel management and assistance from respective human resource managers. Results support the study hypotheses and confirm that job performance is related to burnout, and employee commitment significantly mediates the performance burnout relationship. This is the first study that challenges the performance – burnout relationship and introduces employee commitment in this analysis. [ABSTRACT FROM AUTHOR]

Empirical research increasingly challenges the suggested central role of value congruence for commitment. The present study aimed to provide detailed insights into whether and how value levels and value congruence influence commitment. Specifically, this study investigated the effects of value levels and value congruence on commitment, while differentiating between seven value dimensions and between perceived values from and commitment to the organization, supervisor, and team as separate targets. This differentiated approach provides more extensive insights into relationships between values and commitment by demonstrating consistencies and differences across targets and value dimensions. Data from a cross-organizational sample of 1000 employees were analyzed using polynomial regressions with response surface analyses. Results showed that perceived target values most consistently demonstrated strong effects on commitment to that target. Their effects were mostly independent of employee values. Value congruence only contributed to commitment for values concerning performance expectations toward employees. Across targets, people-centered values were most strongly linked to commitment. Accordingly, perceived values of commitment targets, and especially people-centered values, seem to play the key role in value-commitment associations, whereas value congruence has limited practical relevance for commitment. Therefore, practitioners should foster strongly perceived positive values, especially people-centered values, from key commitment targets within organizations, rather than aim for value congruence. This study advances the debate on value congruence's role for commitment by showing that congruence effects are restricted to certain values, whereas perceived target values are consistently linked to commitment, hence recommending a shift of focus in value-commitment research. [ABSTRACT FROM AUTHOR]

The importance of the role of human resources or employees in achieving organizational goals is explained through efforts to improve employee capacity and performance. Employee performance is measured through the achievement of assigned tasks and responsibilities, and to achieve organizational goals, there needs to be organizational supervision and commitment. The purpose of this study is to determine and analyze the effect of leadership supervision on employee performance at the Constitutional Trial and Corrections Bureau at the General Secretariat of the People's Consultative Assembly of the Republic of Indonesia. The results showed that leadership supervision of employee performance at the Constitutional Court and Corrections Bureau, General Secretariat of the People's Consultative Assembly of the Republic of Indonesia, was found to have a significant influence, as indicated by a high correlation level of 0.674. Likewise, employee commitment to the performance of their duties in the same Bureau shows a strong impact on performance, with a correlation coefficient of 0.698. Furthermore, when leadership supervision and employee commitment are considered together, both are proven to have a strong influence on employee performance at the Constitutional Court and Corrections Bureau, General Secretariat of the People's Consultative Assembly of the Republic of Indonesia, with a correlation coefficient reaching 0.746. [ABSTRACT FROM AUTHOR]

The purpose of this article is to demonstrate the impact of the shortage of labor on individuals' workplace attitudes, strangely their commitment. It is beneficial for organizations to develop their management strategies in view of employees' loyalty attitudes. As a conceptual paper, the article contains a theoretical deduction. The characteristics of the labor market (macro level), the organizational needs and responses (meso level), and the set of the employees' commitment (micro level) are linked to a theoretical process. According to our results, the average levels of the different dimensions of employee commitment will be changed in the future. The levels of continuance commitment and professional commitment will be higher, while the levels of deliberate commitment and affective commitment will be lower in the employee commitment profiles. By increasing continuance commitment and professional commitment, the toolkit of the HR strategy needs to be transformed to make it more relevant external motivation tools and training-development solutions. Meanwhile, it is important to note that the interactions among the employees will be less frequent and they will have less affection for their workplace. Labor shortage transforms individuals' workplace attitudes. Understanding of employees' decisions to maintain their organizational membership is supported by the relationships found in this research. [ABSTRACT FROM AUTHOR]

The study investigated the influence of leadership style, organizational justice, and human capital development on employee commitment in university libraries in South-West, Nigeria.The study adopted survey research design. The population of the study consisted of 684 librarians from 43 universities in the six states of South-West, Nigeria. Total enumeration was used to cover all the professional and para-professional library personnel. A validated questionnaire was used for data collection. A return rate of 72% was achieved. Data were analyzed using descriptive and inferential (linear and multiple regression) statistics. The study revealed that leadership style, organizational justice and human capital development jointly had a significant influence on employee commitment in the university libraries (F(3,488) = 82.89, Adj R²= .333, p<0.05). The result further revealed that unclear organizational policies (42%), lack of supervisor support (41%), denial of promotion and entitlements (39%) and lack of career opportunities (34%) were some of the challenges affecting librarians' commitment in university libraries. The study concluded that the level of employee commitment in university libraries was fairly high. The study therefore recommended that university library management should deploy means to further increase employee commitment by providing good conditions of service such as regular promotion, salary increment and provision of career opportunities. [ABSTRACT FROM AUTHOR]

This study investigated the relationship between employees' perceptions of their organisation's corporate ethical values and justice and their level of commitment The study participants were 201 employees of a manufacturing company in the Democratic Republic of Congo (female = 32%%, general employees = 68%, mean years of service = 13 years; SD = 0 85 years) They completed measures on corporate ethical values, organisational justice, and organisational commitment Findings following hierarchical regression indicated that employees' perceptions of corporate ethical values and organisational justice significantly influence their affective and continuance organisational commitment A work environment where a code of conduct is upheld and employees are treated fairly would encourage employees to extend their membership of the employing organisation. [ABSTRACT FROM AUTHOR]

In dealing with information is the crucial task in organization which can lead to the information leaking or wrong information. The process in sharing the knowledge during the transformation of work management also important because the change management are build a new and more effective work performance. Hence, change management is important for all organization. In the literature review study, the author highlighted the change management in organization which change leadership, the communication, and employee engagement and employee commitment. The literature review is significant to individual, organization, policy makers and knowledge workers. [ABSTRACT FROM AUTHOR]

This study examined the extent to which an ethical climate moderates the relationship between job satisfaction and perceptions of organisational commitment. The study sample consisted of 839 employees of a railway organisation in the Democratic Republic of Congo (DRC) (women = 32%). Perceptions of the organisation’s ethical climate were measured using the Ethical Climate Questionnaire (Victor & Cullen, 1998), job satisfaction was measured using the Job Satisfaction Questionnaire (Lock, 1976), and organisational commitment was measured using the Organisational Commitment Scale (Meyer & Allen, 1997). Data were analysed by applying hierarchical moderator regression analysis to predict employee commitment from job satisfaction, in interaction with the ethical climate. The findings indicated that the ethical climate dimensions of caring, law and code, rule, independence, and instrumental predicted 72% of the variance in job satisfaction and 73% of the variance in employee commitment. Positive perceptions of an ethical work atmosphere and clear code of conduct would enhance employees’ levels of dedication, loyalty, and commitment to the organisation. [ABSTRACT FROM AUTHOR]

Higher education is a labor intensive activity and strong organizational performance depends upon employee commitment. This study analyses antecedents and consequences of employee commitment in universities that are involved in transnational higher education, with a focus on identifying differences between the employees at home and foreign branch campuses. The data for the study were obtained using a questionnaire that was completed by both teaching and non-teaching staff at three institutions in the United Kingdom, three institutions in Malaysia, and two institutions in the United Arab Emirates. A conceptual model was proposed and tested using structural equation modeling. The results indicate that employees at international branch campuses are not as motivated and committed to their organizations as their counterparts at home campuses. The findings suggest that institutions need to employ different and customized human resource strategies at home and foreign campuses, specifically with the aim of improving employee commitment and performance at the foreign campuses. [ABSTRACT FROM AUTHOR]

The current study was undertaken for the purpose of exploring the impact of employee commitment on organizational development. The population of this research study was comprised of middle level managers of all telecommunication companies of Khyber Pakhtunkhwa province of Pakistan. Primary data was collected from 370 managers. Simple random sampling method was used for the selection of respondents. Questionnaire was administered to collect Primary data. Organizational development and employee commitment were taken as dependent ad independent variables respectively. Analysis of data was carried out by applying SPSS 20. Correlation and regression analysis tests were carried out to establish link between employee commitment and organizational development, and also to find out the predictor of organizational development. The study revealed a high degree of correlation between employee commitment and its factors and organizational development. Regression analysis confirmed that employee commitment is predictor of organizational development. This study has great value for the managers and academicians as it will help them in designing an integrated and comprehensive system for creating commitment among the employees for improving performance of organization. [ABSTRACT FROM AUTHOR]

• The study presents the relationships between the key dimensions of safety culture. • Partial least squares structural equation modeling was used in the analysis. • Supervisors and training mediate the impact of management on employee commitment. • Employee commitment has the biggest impact on safety culture satisfaction. • Communication directly supports employee commitment. Safety culture is a major factor of safety performance. However, a limited number of studies have been carried out on the formation of safety culture in an organization or on the relationship between the maturity of safety culture and employee satisfaction. This study analyzes the path toward the satisfaction of all employee groups through the maturation of various dimensions of safety culture within an organization. Furthermore, it compares the path between environments with high and low communication. The empirical data was gathered using a survey of employees from two Finnish industrial organizations, at all organizational levels, that received 289 responses. Partial least squares structural equation modeling (PLS-SEM) and group comparisons were utilized to analyze the data obtained. It was found that employees' overall satisfaction with safety culture is mainly affected by employee commitment. Employee commitment, in turn, is heavily dependent on top management commitment, which is mediated by supervisor commitment and safety training. By understanding how safety culture is developed in an organization, more effective paths can be identified to improve safety culture further using the results of a maturity analysis. The relationships identified suggest that individual safety culture dimensions should not be developed separately, as they are all related to each other. Finally, it is found that mature communication may specifically support the commitment of employees even without the commitment of supervisors. [ABSTRACT FROM AUTHOR]

The Work Ethic originated during the Reformation Period as a way to reach heaven and improve one’s life on earth. During the Industrial Revolution, it became the driving force behind the striving for ever-greater profits. Hard work led to the improvement of one’s situation. Gradually, however, employees began demanding the opportunity for more than financial improvement. They wanted to participate more in workplace decisions. As a result, The Work Ethic no longer suffices. It should be replaced by the Development Ethic, first proposed by the Ancient Greeks who said that the primary purpose of life should be to develop and enjoy one’s positive potential to the fullest possible extent, and then to use that potential to help improve society. [ABSTRACT FROM AUTHOR]

Previous research, building on Hodson’s concept of management citizenship behavior (MCB), has shown that managers’ operational and relational competence are positively related to important employee outcomes. In this article, we suggest and show how such behaviors vary by the race-specific character of manager–subordinate dyads. Drawing on organizational demography literature (that emphasizes ascriptive differences between superiors and subordinates) and literatures on racial stereotyping (that suggest ways in which minority supervisors are viewed as less competent than White supervisors), we test hypotheses that minority and White employees have different responses to minority and White managers’ MCBs. Analyses of the 2002 National Survey of the Changing Workforce reveal that in cross-race dyads managers’ relational competence significantly increases subordinates’ commitment and job satisfaction. Managers’ technical competence, in contrast, increases subordinates’ commitment, satisfaction, and (to a lesser extent) mental health, but only in same-race dyads. Our findings suggest that managers who competently organize the workplace and show respect for workers’ rights can potentially transcend racial differences in the workplace. In the process, worker well-being and employee commitment can be enhanced. [ABSTRACT FROM PUBLISHER]

This study aims to find relationship of leadership style of Chief Librarians, with organizational culture and employee commitment in university libraries in Pakistan. Data for the research were collected through a survey of public and private sector universities in Punjab (province) and federal capital of Pakistan. The university libraries having more than three library professionals were included in selected sample. The perception of Chief Librarians' leadership style was taken from their subordinate professionals and its relationship was found with the culture of organization and job commitment. 115 respondents' data, collected through structured questionnaire, based on t-test, Chi-square and ANOVA tests to find the relationship among relevant variables has been presented in this paper. No significant relationship was found between leadership style and organizational culture in public sector universities, while private sector university libraries exhibit that there is significant relationship between leadership style and organizational cultures in private sector universities. There is no relationship between leadership style and employee commitment in public and private sector university libraries. A significant relationship between organizational culture and employee commitment in was found in both private and public sector universities. [ABSTRACT FROM AUTHOR]

This study aims to find relationship of leadership style of Chief Librarians, with organizational culture and employee commitment in university libraries in Pakistan. Data for the research were collected through a survey of public and private sector universities in Punjab (province) and federal capital of Pakistan. The university libraries having more than three library professionals were included in selected sample. The perception of Chief Librarians' leadership style was taken from their subordinate professionals and its relationship was found with the culture of organization and job commitment. 115 respondents' data, collected through structured questionnaire, based on t-test, Chi-square and ANOVA tests to find the relationship among relevant variables has been presented in this paper. No significant relationship was found between leadership style and organizational culture in public sector universities, while private sector university libraries exhibit that there is significant relationship between leadership style and organizational cultures in private sector universities. There is no relationship between leadership style and employee commitment in public and private sector university libraries. A significant relationship between organizational culture and employee commitment in was found in both private and public sector universities. [ABSTRACT FROM AUTHOR]