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Purpose: The aim of this study is to test and empirically prove the direct influence of the Work Environment and Digital Literacy on Employee Commitment. Theoretical framework: The government and society need to work together to advance tourist destinations with superior tourism products. At the very least, it is necessary to pay attention to three factors: the attractiveness of the destination, the equipment of the destination, and the convenience of the destination. Organizations must pay attention to organizational performance and make employees loyal to the organization. (Wijaya, 2015). Design/methodology/approach: The population consists of the State Civil Apparatus (ASN) of the West Sumatera Tourism Office. This research is a population census study with a total sample of 248 people. Partial Least Square (PLS) analysis method with SmartPLS Application. Findings: The results showed that the accepted hypothesis that the work environment and digital literacy had a direct impact on employee commitment and the influence of the work environment construct and digital literacy on organizational performance the hypothesis was accepted. Research, Practical & Social implications: The implicative suggestion from this study is that Leaders are considered necessary to provide a training or competency development owned by each employee. This can be done by bringing in or providing special training where each employee must be able to improve the competencies they have. Originality/value: The value of the study the complexity of tourism issues and the growing growth of new tourist destinations in West Sumatera poses a challenge to the official apparatus to be able to answer all of these situations so that they can answer people's expectations for West Sumatera tourism. In this research, several factors can influence organizational performance through employee commitment: work environment and digital literacy.

Purpose: Using crisis management as a mediator between leadership skills, knowledge management, and employee commitment, the study examines the role of crisis management in UAE public sector organizations. In order to motivate employees and keep them committed, supportive leadership skills and knowledge are required. However, crisis management if managed through proper knowledge and skilled leadership develops employee commitment which is highly needed in the times of crisis. Theoretical framework: Managing knowledge and leadership skills during crisis situations can only be achieved if employees are able to effectively manage them. Design/methodology/approach: Using SMART PLS3, a structural equation modeling approach has been used to analyze the collected data in order to meet the objectives of the study. Findings: Likewise, crisis management significantly moderates the relationship between leadership, knowledge management, and employee commitment. Leadership, knowledge management, and employee commitment are strongly related. Research, Practical & Social implications: Despite genuine efforts, this study constraint persists. First, the study's sole focus is on employee commitment during times of crisis, and knowledge management is a crucial component of this. Also examined were aspects of knowledge management that affect employee commitment in detail. Originality/value: In this study, crisis management as a mediator was added to the theory and the matrix based on the knowledge-based view of crisis response leadership.

Günümüz örgütlerinde, çalışanların kabiliyetleri liderler ekseninde şekillenmektedir. Çalışanları işleyişsel sürece dahil ederek, onlarla ortak bir vizyon gelişimini teşvik eden vizyoner liderler, bugünün örgütlerinin ihtiyaç duyduğu kolektif eylem anlayışını örgütte hâkim kılarlar. Bu sayede, kendisini örgütün bir parçası gibi hisseden çalışanlarda, örgüte yönelik bağlılık daha da pekişmiş olacaktır. Dinamik ve karmaşık bir örgüt yapısına sahip otel işletmelerinde ise vizyoner liderlere özellikle ihtiyaç duyulmaktadır. Otel çalışanlarına uygulanmış olan bu araştırmanın temel amacı, otel işletmelerinde vizyoner liderliğin, çalışanların örgütsel bağlılığı üzerindeki etkisini tespit etmektir. Bu amaçla, Elazığ ilinde bulunan 4 ve 5 yıldızlı otellerde çalışan 123 kişiye anket uygulanmıştır. Araştırma sonuçları, vizyoner liderlik ile örgütsel bağlılık arasında anlamlı ve pozitif yönde bir ilişki bulunduğunu ortaya koymuştur. Ayrıca araştırmada vizyoner liderliğin, otel çalışanlarının örgütsel bağlılık düzeylerini pozitif yönde ve anlamlı olarak etkilediği sonucuna ulaşılmıştır. Vizyoner liderliğin alt boyutlarının ise, örgütsel bağlılığın yalnızca duygusal bağlılık alt boyutu üzerinde anlamlı ve pozitif etkiye sahip olduğu bulgulanmıştır., In today's organizations, the abilities of the employees are shaped on the axis of the leaders. Visionary leaders, who involve employees in the operational process and encourage the development of a common vision with them, make the collective action notion necessary for today's organizations dominant within the organization. Thus, employees who feel themselves a part of the organization will have a stronger commitment to the organization. In addition, in hotels with a dynamic and complex organizational structure, visionary leaders are especially needed. The aim of this research is to determine the impact of visionary leadership on organizational commitment of hotel employees. For this purpose, a questionnaire was applied to 123 employees working in 4 and 5 star hotels in the province of Elazig. The results of the research showed that there is a significant and positive relationship between visionary leadership and organizational commitment. Another result of the research reveals that the visionary leadership affects hotel employees’ organizational commitment levels positively and significantly. It has been found that the sub-dimensions of visionary leadership have a significant and positive impact only on the sub-dimension of affective commitment of organizational commitment.

The study investigated the direct effect of compensation on employees’ loyalty in the hotel industry in Bida, Niger State, Nigeria. The descriptive survey research generated data from 100 service employees and their supervisors with the use of a well structured questionnaire containing 12 scale items, with four demographic items. The result of the inferential statistical analysis with the aid of SPSS showed that employee loyalty towards hotels is driven by compensation. Accordingly, employee compensation had a significant effect on employee commitment and employee engagement. Entrepreneurs and their managers operating/managing hotels in the hospitality industry are expected to determine and implement fair wages/salaries and incentives that are appropriate in the eyes of the employees.

This study investigated the relationship between job characteristics and employee commitment of manufacturing companies in Rivers State. It was hypothesized that job characteristics(skill variety and task significance) does not have significant relationship with employee commitment (affective- and continuance commitment). Data was collected through cross-sectional survey from 75employeesandanalysed to generate descriptive outputs, with the aid of the Statistical Package for Social Sciences (SPSS) version 25. Moreover, four hypotheses were tested using the Spearman’s Rank Order Correlation Coefficient. Results suggested that job characteristics (skill variety and task significance) are strongly amplify employee commitment (affective- and continuance commitment). It was recommended that manufacturing companies should ensure their employees have a number of complex skills in order to apply the skills as the jobs are multi tasked. Manufacturing companies should ensure every employee finishes his/her job at hand before attending to another since their jobs are an integral part of the organisation and always aim at getting the attention of co-workers.

The main objective of this study is to establish the relationship between the impact of job stress and employees commitment among the faculty members of UM Panabo College. The researchers used the descriptive correlation design in complete enumeration. The statistical tools used in the study were the Mean and Pearson-r. The independent variable of the study was a job stress, its indicators were workload stress, job security stress, and shift work stress. On the other hand, the dependent variable of this study was commitment, its indicators were affective commitment, continuance commitment, and normative commitment. The result of the computation using is 0.026 of P-value which is less than the alpha of 0.05. Thus, it was found out that there was a significant relationship between the impact of job stress and employees commitment among the faculty members. The findings of the study imply that job stress has an impact on employees commitment of UM Panabo College, {"references":["Alagala, M. B., Naakuu, K. J., & Vito, B. (2018). Talent Management as Predictor of Employee Commitment of Deposit Money Banks in Port Harcourt. Retrieved August 6, 2019, from iiardpub.org website: https://iiardpub.org/get/IJSSMR/VOL.%204%20NO.%205%202018/Talent%20Management.pdf","Bashir, U., & Ramay, M.I. (2010). Impact Of Stress On Employees Job","Performance A Study On Banking Sector Of Pakistan. Retrieved from http://www.ccsenet.org/journal/index.php/ijms/article/view/4604","Butt, Z. U. (2009). THE RELATIONSHIP BETWEEN OCCUPATIONAL STRESS AND ORGANIZATIONAL COMMITMENT IN NONGOVERNMENTAL ORGANIZATIONS OF PAKISTAN. Retrieved September 8, 2019, from http://prr.hec.gov.pk/jspui/bitstream/123456789/912/1/673S.pdf","Chavez, F. J. C. (2012).Organizational Commitment As Influenced by Leadership Behavior of Administrators, Job Satisfaction and Burnout of Teachers: A Structural Equation Modeling. Retrieved from https://www.researchgate.net/publication/290084196_Organizational_ _Commitment_As_Influenced_by_Leadership_Behavior_of_Administra tors_Job_Satisfaction_and_Burnout_of_Teachers_A_Structural_ Equation_Modeling","Dayton, D. (2019). The Importance of Obtaining Job Security. Retrieved July 27, 2019, from work.chron.com website: https://work.chron.com/importance-obtaining-job-security21845.html?fbclid=IwAR0fNWwRxLG4Mo8y0DVLKQz_j7yHSNOJJHv25mCRhQOrwQ7TmREr4xtMGHY","Ferri, P., Guadi, M., Marcheselli, L., Balduzzi, S., Magnani, D., & Di Lorenzo, R. (2016). The impact of shift work on the psychological and physical health of nurses in a general hospital: a comparison between rotating night shifts and day shifts. Risk Management and Healthcare Policy, Volume 9, 203–211"]}

Orientation: Ethically questionable practices have given rise to a tremendous interest in studying leaders’ ethical behaviours, which have become a subject of interest for scholars and practitioners alike, and how they could affect employee loyalty positively.Research purpose: The aim of this study was to explore the relationship between ethical leadership and organisational commitment in a South African steel industry.Motivation for the study: Previous research on the influence of ethical leadership on employee commitment suggests that ethical leaders are those who inspire, motivate and foster an ethical culture that enhances the psychological connection and well-being of workers.Research design, approach, and method: This research was quantitative and employed a cross-sectional approach. The measuring instruments were the Ethical Leaders Behaviour Questionnaire and the Organisational Commitment Scale. A convenience sample (N = 200) was drawn from among permanent employees at South African steel manufacturing company. Correlation and multiple regression analyses were conducted.Main findings: The results indicate that the participants’ perceptions of ethical leadership related positively to the level that ethical leadership predicted organisational commitment.Practical and managerial implications: The results of this study have interesting implications for management and human resource professionals, as they can use the information during leadership development training to promote and encourage ethical behaviour and psychological attachment among employees. The data might also be utilised to establish a culture of responsibility, which could increase employee dedication. Ethical leadership appeared as a crucial component of organisational commitment, which may result in reduced inclination to leave and absenteeism. The data might be used by management to enforce and encourage ethical behaviour, which could increase employee commitment.Contribution or value-addition: The findings of this research will add to the body of knowledge about the relationship between ethical leadership and organisational commitment in the context of South African steel industry, while emphasising the practical implications for line managers and behavioural practitioners.

The increasing use of contract labor has triggered job insecurity resulting in a decline in organizational commitment. It is a challenge for the management of human resources to keep the committed employees by providing good treatments, for example, by giving a sense of justice of the organization. The study aims to analyze whether organizational justice moderates the negative influence of job insecurity on organizational employee commitment. The study involves 30 students of regular2; the data are obtained by filling in a self-rating questionnaire. The data are analyzed by using hierarchical regression model by using SPSS. The results show that job insecurity affects negatively and significantly on organizational employee commitment, while organizational justice affects positively and significantly on organizational employee commitment. Organizational justice has not been proven to moderate the influence of job insecurity on organizational employee commitment. Keywords: moderation, negative influences, organisasional commitment, insecurity

Takeover speculation may hurt productivity because uncertainty and threat of job loss cause anxiety, distraction, and reduced collaboration and morale among employees. Using a large panel of OECD-headquartered firms, we show that firm productivity temporarily declines after announcements of speculative takeover rumors that do not materialize. This productivity dip is more pronounced for targets and for firms in countries with lower levels of employee rights and long-term orientation. Abnormal stock returns mirror these results. The evidence fosters our understanding of potential real effects of speculative news, which are common in financial markets, and the costs of the takeover threat. December 2021

This study set out to examine the influence of perceived organizational politics on employee’s commitment among selected civil servants in Lagos state. A cross sectional survey research design was used and Two hundred and eighty (280) participants were selected for the study through convenient sampling. Data were collected from the participant using a battery of psychological test consisting of Perceived Organizational Politics Scale and Employee Commitment Scale. Simple regression analysis and Independent T-test were used together to test the five hypothesis. The results revealed that (a) perceived organizational politics accounted for 6% variance in employee’s commitment (b) perceived organizational politics accounted for 23% variance in employee’s affective commitment (c) perceived organizational politics accounted for 0.4% variance in employee’s normative commitment (d) perceived organizational politics accounted for 1.3% variance in employee’s continuance commitment (e) there were no significant differences in employee commitment levels between male and female employees. Discussion and recommendation were made in line with the research findings.

PurposeThis paper aims to report the results of a comprehensive literature review concerned with exploring the distinctive roles of the underlying multidimensional psychological mechanisms through which organizational culture (OC) affects TQM.Design/methodology/approachA thorough review of the relevant existing studies focusing on the direct and indirect links between OC, employee readiness for change (ERFC), employee commitment to change (ECC) and TQM implementation was conducted. To identify studies to include in the review, electronic searches of prominent databases and journals were carried out for the period 1980 to 2020.FindingsThe thorough analysis of relevant studies indicates that various types of OC influence TQM through certain psychological mechanisms namely ERFC dimensions and employee affective commitment to change. As a consequence, the paper develops a set of propositions and a novel integrative conceptual framework to explain the mediating roles of ERFCs and EACC in the OC–TQM relationship and then concludes by suggesting future lines of research and highlighting practical managerial implications.Originality/valueDrawing on academic perspectives from multiple literature streams, this study offers a more advanced understanding of the relationship between OC and TQM implementation via exploring multiple mediating paths.

This study aims to examine and analyze the effect of Work Supervision, Employee Commitment and Communication on Employee Performance at PT. BPR Pijer Podi Kekelengan Medan Post Intersection. The sampling technique used is saturated sampling method and the analysis method used is multiple linear regression. From the research results, the multiple regression equation is as follows: PKK = 1.059+ 0.287PK + 0.309KK + 0.135K + ei. This means that the Employee Commitment (KK) variable has a greater influence on employee work performance, because the regression coefficient is greater, namely 0.309. The results of the t test show that the employee commitment variable has a positive and significant effect on employee work performance where the t value (4.233)> the t table value (1.682) and the significant value 0.000 the t table value (1.682) and the significant value 0.012 F table of 2.59). R Square is 0.761 or 76.1% means that variations in employee work performance can be explained by job supervision, employee commitment and communication by 76.1% and the remaining 23.9% can be explained by other variables not included in this study such as work environment, work motivation, morale and work discipline etc. From the research and discussion, it is better if PT. BPR Pijer Podi Kekelengan Simpang Pos Medan is increasingly improving employee work performance through employee commitment such as fostering a sense of employee psychological ties to the organization including work involvement, loyalty, and feelings of trust in the values and goals of the company and involving employees in decision making. And the establishment of a good communication process as well as providing encouragement and good and appropriate work supervision for employees so that they remain enthusiastic in carrying out their duties.

Purpose While the extant literature has mainly examined either organisational justice or performance appraisal on employee attitudes, studies assessing the effect of performance appraisal justice (PAJ) on employee work attitudes are very limited. Hence, this study aims to investigate the effects of PAJ on employee work attitudes (job satisfaction and employee commitment) using empirical insights from health-care workers in Ghana. Design/methodology/approach The study collected data from 302 workers in six selected health-care institutions and used multiple regression and bootstrapping mediation methods for the analyses. Findings This study found that interpersonal and procedural PAJ has significant positive effects on job satisfaction, but distributive PAJ showed an insignificant positive outcome. Then, while distributive and procedural PAJ has significant positive effects on employee commitment, interpersonal PAJ was insignificant. Moreover, job satisfaction significantly mediated the relationship between employee commitment and the three dimensions of PAJ. Practical implications This implies that PAJ can trigger positive employee work attitudes such as job satisfaction and commitment to facilitate the realisation of positive health-care outcomes if fairness and justice are effectively integrated into performance appraisal practices in health-care institutions. Originality/value The study contributes to extending organisation and human resource theories in the context of health-care services by applying the organisational justice theory to understand the job attitudes of workers in the health-care sector and institutions: a highly under-research context with respect to the topic.

Depuis l’origine, Amnesty International France (AIF) se présente comme un « mouvementbénévole et militant ». Au fil du temps, l’ONG connaît une évolution raisonnée qui a favorisé une audience et une influence plus forte. Aujourd’hui, cette notoriété s’accompagne d’une professionnalisation de ses structures, marquée notamment par un important recrutement de nouveaux membres comme de nouveaux salariés. Ces évolutions ne se font pas sans heurts. Ainsi,les bénévoles apparaissent en manque de reconnaissance et les militants se sentent parfois dépossédés de leurs prérogatives au profit de salariés perçus comme des « personnes de passage », moins imprégnés de l’histoire, des valeurs et de l’identité du mouvement, en un mot « moins militants ». Nous nous intéresserons donc à la façon dont les changements qui touchent AIF redistribuent les cartes de la participation de chacun au projet associatif en fonction de son statut (bénévole, militant, salarié). À l’heure où les frontières se troublent (travail bénévole, engagement salarié), comment l’ONG parvient-elle à organiser le travail de tous sans désespérer la participation bénévole et l’engagement militant ? De quelle façon parvient-elle, tout à la fois, à manager et à ménager les individus ?

Corporate social responsibility (CSR) plays an important role in promoting workplace ethics. However, most research has focused on CSRs’ performance or favourable performance-related behaviour outcomes. Little is known about how individual employees perceive CSR and how this affects their ethical behaviour. This research examines how employees' perceived corporate social responsibility (PCSR) facilitates their ethical behaviour. Specifically, we hypothesise that PCSR influences employee ethical behaviour by enhancing employees' organisational commitment. The relationship between employees' commitment and ethical behaviour is contingent on their co-workers' ethical behaviour. The hypothesised relationships were assessed using partial least squares structural equation modelling with a sample of 300 employees from ‘The Ghana Club 100’ firms. Our findings suggest that employee commitment serves as an effective mechanism through which employees' perception enhances their ethical behaviour. The findings also show that the weaker the co-workers' ethical behaviour, the stronger the relationship between employee commitment and ethical behaviour. Both theoretical and practical implications are discussed.

The increasing rate of tribalism, regional identities and discrimination among employers and employees in Nigerian organizations most especially public ministries has remained a recurring spike in Nigeria. The study selected ministry of agriculture, health and education in Edo State to examine the level of diversity practiced in terms of gender diversity of ministries in Edo state. The general objective of this study is to examine the relationship between diversity management and employee performance in Edo State ministries. The study specifically aims to identify the extent of relationship that exists between gender diversity and employee commitment of selected Ministries in Edo State. Descriptive research design was adopted in the study. The target population was 275 employees of ministries of agriculture, health and education in Edo State. A total of 275 copies of questionnaire were disseminated to the respondents of the study and only 262 were filled and returned which served as the sample size. The data were collated and analyzed using the Statistical Package for Social Sciences (SPSS). Percentages and frequency tables were used for the descriptive aspects. To test the hypothesis formulated, Spearman Rank Correlation Coefficient Analysis was adopted. The study revealed that diversity management such as gender diversity affects employee commitment. The study concludes that gender diversity is a critical workforce diversity management that determines employee commitment in an organization. The study recommends that there is need for creating awareness and conducting trainings bordering on management diversity since most of the staff did not think the organization has invested enough in sensitizing employee.

Purpose: This study aimed to explore the effect of training and goal setting on employee engagement and commitment in the banking sectors of Hyderabad, Pakistan. Approach/Methodology/Design: The collection of information was acquired using a closed-ended questionnaire with a Likert scale. The convenience sampling method was used, and 270 respondents participated in the survey. The data was analyzed by using Statistical Package for Social Sciences (SPSS). Findings: The findings revealed that training and goal setting can boost employees’ engagement and commitment in the banking sectors of Hyderabad, Pakistan. Practical Implications: The suggested model in the study can be executed in almost any organization to increase the overall engagement and commitment of employees. For the model to be implemented effectively, a decent time has to be devoted to the goal settings, as it is the most integral and critical phase towards this whole organizational system. Each factor in this theoretical framework must also give as much information as needed to collaborate on it to achieve the goal of organization. This model can be used, in specific, in the services industry, to achieve their ultimate strategic goals. Originality/value: This research provides empirical support for developing management programs that promote employee training and goal setting, leading to employee engagement and commitment. This study is important for academia, professionals, and scholars alike.

This paper aims to explore the effects of leadership style and trust in leadership on employees’ affective commitment under the epidemic situation.,A total of 580 valid questionnaires were collected online targeting the hospitality and tourism employees working from home during the particular period of the COVID-19 Coronavirus crisis. Structural equation modeling was used to analyze the data with AMOS software.,The findings indicated that perceived transformational leadership was a positive predictor of trust in leadership and affective commitment. In addition to the positive contribution to commitment, trust in leadership also mediated the relationship between transformational leadership and organizational commitment.,The current study contributes to the literature on leadership and organizational commitment. The results of this study may provide a valuable guide to organizations, leaders and young employees.,变革型领导对员工信任及员工情感承诺的影响研究,本文旨在研究在新冠疫情背景下, 变革型领导对员工信任度以及情感承诺的影响。,本文研究对象为旅游及酒店行业工作人员, 由于新冠疫情, 调查问卷通过线上的方式向居家办公的酒店工作人员进行发放, 调查结束共收集到580份有效问卷, 利用AMOS软件对收集到的数据进行结构方程分析。,本研究发现, 变革型领导对员工组织信任具有正向影响, 员工信任对员工的组织情感承诺具有正向影响, 变革型领导正向影响员工的组织情感承诺, 并且, 变革型领导通过增强员工信任度, 正向影响员工的组织情感承诺, 即员工信任在变革型领导和情感承诺中间起中介作用。,本研究为拓展企业管理领域研究做出了贡献, 本文研究结果验证了相关的领导理论及组织管理理论, 丰富了职业承诺领域的研究, 为组织、领导以及青年员工的职业发展提供了参考借鉴。,Investigacion sobre la influencia del liderazgo transformacional en la confianza y el compromiso emocional de los empleados,Este articulo tiene como objetivo estudiar la influencia del liderazgo transformacional en la confianza y el compromiso emocional de los empleados bajo el impacto del Covid-19.,El objeto de investigacion de este articulo es el personal del sector turistico y hotelero. Se recogieron un total de 580 cuestionarios validos y se analizaron los datos recopilados mediante ecuacion estructural utilizando el software AMOS.,Esta investigacion encontro que el liderazgo transformacional tiene una influencia positiva en la confianza de los empleados, la confianza de los empleados tiene una influencia positiva en el compromiso emocional de los empleados, el liderazgo transformacional afecta positivamente el compromiso emocional de los empleados y la confianza de los empleados juega un papel intermediario entre el liderazgo transformacional y el compromiso emocional.,Esta investigacion enriquece la investigacion sobre la teoria del liderazgo y el compromiso organizacional, y proporciona una referencia para el desarrollo profesional de organizaciones, lideres y empleados jovenes.

Health and safety practices bring about umpteen perks to every industry. Building construction industry garners the optimum advantageousness through health and safety practices in order to enhance the employee job performance towards the realizing of its objectives. This study aims to furnish the existing research gap by thoroughly scrutinizing the aforementioned impact in the context of Sri Lankan building construction industry with specifying the skilled labourers. Further, this study broadens the study area by examining the mediating effect of employee commitment to the relationship between health and safety practices and employee job performance. The study was conducted on a sample of 175 skilled labors, and selected by convenient sampling method. Data analysis was carried out with SPSS 23 version analytical software and descriptive, correlation and regression analysis were accompanied. Eventually, the findings reveal that the health and safety practices have a positive and significant impact over employee job performance and employee commitment. Further, it elaborated the positive and significant impact of employee job performance on employee commitment. Moreover, employee commitment contributed positive mediating effect to the relationship of health and safety practices and employee job performance. Hence, the study findings crucially elaborate the rationality of health and safety practices towards the sustainability development of building construction industry by improving job performance of employees with commitment.

Generating employees' altruistic behaviors toward green activities is important. We sought to understand what factors influence green organizational citizenship behavior of employees in the restaurant industry in Taiwan by examining the relationships among green human resource management practices, employee commitment toward the environment, and green organizational citizenship behaviors. We used convenience sampling to collect data from 512 frontline staff of restaurant chains in Taiwan. Structural equation modeling was conducted to test our hypotheses, and the results show that five green human resource management practices were positively related to employee commitment toward the environment, which, in turn, positively affected green organizational citizenship behavior. Managers of restaurants can adopt this understanding of the relationships of green human resource management practices with employees' commitment toward the environment and green citizenship behavior.

PurposeThe purpose of this paper is to model the nature of intra-group conflicts and to show how conflict process phases that are beneficial to the organization can be supported and how disadvantageous conflict process phases can be prevented or managed. Task (process) and relationship conflicts can appear alternately in the same conflict process, so the overperformance cannot be estimated by the number of intra-group conflicts alone. By exploring the intra-group conflict processes, the author can identify patterns of employee commitment that can increase, mitigate or prevent certain phases of conflict processes.Design/methodology/approachThe study presents three intra-group conflicts from the same multinational company using the narrative tool. Qualitative methods are particularly suitable for modeling feelings, thoughts, fears and workplace attitudes. The cases come from the immediate managers of the conflict-affected groups.FindingsThe process of intra-group conflicts can typically be divided into four phases: task (process) conflict; relationship conflict; task (process) conflict; end of conflict (end of teeming). Task conflict, which provides overperformance for the organization, is supported by the employees’ normative and professional commitment, while the prevention of relationship conflict, which is detrimental to performance, is supported by increasing the employees’ affective commitment. The relationship between affective commitment and relationship conflict is moderated by transformational leadership. Finally, the minimum of team performance is affected by both the degree of relationship conflict and the lack of affective commitment, while the maximum of team performance is positively affected by the degree of task (process) conflict and the employees’ normative and professional commitment.Research limitations/implicationsIn the future, the results should be confirmed by researches using quantitative methods.Practical implicationsThe results suggest to managers that enhancing employees’ affective commitment is primarily important for preventing the disadvantageous relationship conflicts, while enhancing their normative and professional commitment is important for fostering the performance-related task conflict. The results show that increasing commitment goes beyond the organizational value of employees’ loyalty alone, and also highlight the importance of training and development.Originality/valueIn the literature on intra-group conflicts, most studies treat task and relationship conflicts independently of each other in conflict processes. This paper shows that both conflicts can be part of the same process at the same time. In addition, little research had addressed how employee commitment reduces or increases the certain phase of a specific type of conflict process.

The objective of this research is to discover the influence of Corporate Social Responsibility (CSR) towards Competitive Advantage using the Employee Commitment and Customer Satisfaction variables on the manufacturing companies listed in Surabaya. The sample population is 206 manufacturing companies in Surabaya that have already done CSR from the East Java BPS data. The samples are manufacturing companies selected via non-probability and the respondents are the owners or staff with the competency to represent the companies who are willing to fill the online or offline questionnaires. The researcher gathers the primary data from the 67 companies that answered the questionnaires then processes it with the SPSS and PLS software. The research result confirms that employee commitment acts as an intervening variable that can strengthen the relationship between CSR and competitive advantage.

PurposeThe purpose of this study is to investigate the effects of leadership credibility on employees' behaviours and attitudes towards organisational change through the lens of employee commitment to change.Design/methodology/approachThe authors conducted a quantitative study in which 239 participants from diverse organisations participated.FindingsUsing structural equation modelling techniques, the results reveal that leadership credibility has a positive effect on both affective and normative commitment to change but a negative effect on continuance commitment to change. The authors also report that change success is positively impacted by affective commitment to change and negatively impacted by continuance commitment to change but is not significantly affected by normative commitment to change.Research limitations/implicationsThus, the authors contribute to closing a knowledge gap in change management theory while making practical recommendations for leading people during times of organisational transition.Originality/valueThis study sheds light on the role of leadership credibility and employee commitment during organisational change.

Employees who have a high commitment, have a desire to defend themselves as members of the organization. Therefore, to develop an organization, various aspects must be considered that can create work commitment. This study aims to examine: 1) the influence of leadership style on work commitment, 2) the influence of organizational culture on work commitment and 3) the effect of reward on work commitment. This research is a quantitative descriptive study using multiple regression analysis. The population in this study was all employees at KOPPAS "Citra Kartini" Senggreng Sumberpucung Malang Regency with a sample using saturated sampling technique, amounting to 39 employees. The results of data analysis in this study can be concluded: 1) leadership style has a significant positive effect on employee commitment, 2) organizational culture has a significant positive effect on employee commitment, 3) reward has a significant positive effect on employee commitment, and 4) reward is a variable which has a dominant effect on employee commitment

The purpose of this study was determine the effect of Organizational Culture, Transformational Leadership on the employee Commitment Organizational. The research method used in this study is a quantitative method through a survey with a population of 246 people with 114 samples. Human resource need to be managed properly so that the commitment of member organizations is high so that the level of human resource turnover will be low. Organizational commitment needs to be increased by providing support to members so that they have a perception that the organization has valued its contribution, leaders who are able to provide direction and motivation to members to do something better than they expected, and within the organization there must also be organizational cultures can be accepted by all members so that they can maintain members to remain highly committed to supporting the achievement of the goals of the organization.

Purpose Although an emerging field in work and family literature, organization cross domain intervention managing strategies (CDIMS) is an under-researched area. This study aims to investigate whether organization non-monetary CDIMS (control over work hours and supervisor support) have an impact on employee outcomes via the mediating effect work–family balance (WFB). Design/methodology/approach Data for the study have been gathered in two distinct surveys from 300 employees working at the managerial level in various manufacturing companies of Pakistan with a seven-week time interval to reduce common method variance. Data were collected during January and March 2020. Confirmatory factor analysis has been performed before testing the mediated model. Findings Organization non-monetary CDIMS i.e. control over work hours and supervisor support has been associated positively with WFB, which has further mediated the relationship between workplace non-monetary CDIMS and employee professional outcomes. Research limitations/implications Both supervisor support and control over work hours improve employee outcomes by experiencing the satisfaction with WFB. It has been recommended that organizations embed cross-domain interventions in their job design to benefit all employees impartially. Thus, all employees can enjoy better WFB and show positive work behaviors. Originality/value This study demonstrates the effectiveness of non-monetary organization CDIMS in enhancing the experience of employee’s WFB and improving their professional outcomes.

SUMMARY As an HR tool, performance management aims to increase employee commitment and motivation and seeks to ascertain that employees contribute to the strategic goals of the organization. In practice, however, these outcomes are not always achieved, and frustration is growing among managers and employees with the slow, cumbersome and subjective nature of these traditional performance management systems. In response, an increasing number of organizations are abandoning this traditional, mainstream approach to performance management and have begun to experiment with a more flexible, employee-driven approach instead, in which the needs of the employee take centre stage. The purpose of this study is to gain a better understanding of this alternative approach to performance management by exploring (1) what the defining features of this alternative approach to performance management are and (2) how organizations transition from one system to the other. As part of this transition, the focus of performance management shifts from past performance to future performance, while the responsibility for the performance management process shifts from the manager to the employee. Nonetheless, and through a process of experimentation, evaluation, and adjustment, organizations often end up with a hybrid system in which elements of traditional and employee-driven performance management are combined. The nature of this transition can be seen as evolutionary as opposed to revolutionary.

The present research paper analyzes the relationship between employee personality, their organizational commitment and their perception of their leaders' behavior and communication quality. Following this leading research scope, a literature review is conducted, describing different models of organizational commitment and its multi-factorial structure. Leadership is discussed within the framework of transformational and transactional leadership. In these regards, the influence of leadership on organizational commitment is discussed, leading to the description of the big five framework, as a relevant concept in research on personality. The empirical study followed a quantitative approach, using a sample of n = 300 business professionals measures of emotional and behavioral commitment, perceived leadership communication quality, perceived leadership style and employee personality were administered using an online survey. Analyses followed a correlational approach, aiming at explaining the relationships between the relevant variables. Using multiple, stepwise regression analyses, the study was able to show how both emotional and behavioral commitment are predicted by employee personality (conscientiousness for both measures, neuroticism additionally for emotional commitment), by perception of transformational leadership style and by perceived leadership quality. A total of around 30% of overall variance in both measures of organizational commitment could be explained using these predictors, the multiple regression analyses revealed. Thus, the importance of leadership and leadership communication on organizational commitment could be shown alongside the role that employee personality plays. The criterion validity of the measure for emotional and behavioral commitment could also be confirmed.

This paper studied the influence of strategic human resource management on human capital development through the mediation of employee commitment. A descriptive cross-sectional study design was used to collect data from 514 participants (medical staff) from five hospitals in northern Jordan. The hospitals involved were from different sectors, including governmental, private, and university hospitals. Several analysis methods were used in the study: Confirmatory Factor Analysis (CFA), discriminant validity, and composite reliability. Direct and indirect hypothesis testing was also utilized using Structural Equation Modeling (SEM). The study showed that the practice of strategic human resource management had a direct positive impact on employee commitment; the practice of strategic human resource management had a direct positive impact on human capital development; the impact of employee commitment on human capital development was positive and direct; employee commitment has a partial mediating effect between both of them. Accordingly, HR managers in hospitals should move from “softer” responsibilities and traditional HR activities to a more strategic level (i.e., developmental strategy), where HR strategies are aligned and reinforce the hospital’s vision and mission and link organizational strategy to HR strategies. Healthcare managers should invest more in human capital through formal education and training. AcknowledgmentsThe Deanship of Research at Jordan University of Science and Technology (JUST) in Jordan is acknowledged by authors for providing facilities through the research No. 488/2020 and research environment to accomplish the goals of this work. The authors thank Professor Fareed Nusair at the Department of Health Management & Policy, the Faculty of Medicine.

This study aims to establish an understanding of specific factors in HR practices in BCA upon employee commitment and the role of job satisfaction as a mediating role. The study analyzed four factors with a sample of 409 employees in Bank Central Asia, Tbk. The researchers used regression analysis to investigate the hypothesis. The findings revealed that job enrichment and job training in Bank Central Asia were positively related to job satisfaction and employee commitment. Salary and job stability were found to be insignificant factors in job satisfaction. Job satisfaction mediates the effect of salary, job enrichment, and job training but not job stability. We hope to provide insight into the role of HR best practices in Bank Central Asia, Tbk, as one of the top-performing banks in Indonesia.

This study examines the relationship between trust buildings, motivating employees, and employee commitment toward organizational change. A self-administrated questionnaire was used to gather data. The study provides a basic understanding of organizational change. Through systemic, theoretical, and conceptual understanding, the arguments of the study are built on the importance of communication in the organization and how in bringing organizational change. The current study proposed that trust-building, employee motivation, and employee commitment will be related to organizational change. A total of 292 copies of completed questionnaires were returned, representing 90.7% of the total questionnaire distribution to both managers and owners of manufacturing firms. Out of which, only 275 questionnaires were usable for the analysis after removing incomplete data and outliers. Partial Least Square-Structural Equation Modelling (PLS-SEM) was used to analyze as a popularly accepted model to justify the theory with the observation data. The study results revealed that trust-building, employee motivation and employee commitment have significant effects on organizational change. The current study also claims the importance of collaboration within employees of any organization at the level of transition. The current study will help professionals and academics and enhancing their leadership abilities, it will benefit and inspire trust members to show better outcomes. However, it is recommended that further research is needed in this direction to confirm the result of this study. Finally, this study concludes that trust-building, employee commitment and employee motivation play a significant role in organizational change.

This study examines the mediating role of psychological meaningfulness and safety between leadership styles and employee commitment to service quality (ECSQ) drawing on self-concept theory. A total...

The study was motivated by the problem of high employee turnover rate in the Nigerian banking industry. The study sought therefore, to assess the effect of organizational climate on employee commitment in the Nigerian Banking sector. The study was restricted to employees of Nigerian Banks in the Abuja regional offices. The study adopted the survey research design, primary data was used for the study and collected electronically through a structured questionnaire coded into Google forms. Regression technique was used to analyze the data collected. From a purposively selected sample of 384 respondents. The study found that organisational commitment has a positive and significant effect on employee commitment in the Nigerian banking sector and recommends that collaborative work climate, open communication channels across the firm, and employee engagement in decision making in order to boost commitment of the employees in the organization.

Motivation is the process of increasing employee commitment and it is considered one of the key fundamentals, which are essential for organizational success. In a globalized working environment, implementing an effective compensation system, job enrichment, and enlargement, and appropriate training are some of the critical challenges facing by organizations to keep motivated their employees. Thus, the present study aims to investigate possible influencing factors such as compensation, job enrichment and enlargement, training, and their effects on employee motivation in the telecommunication sector in Libya. The findings revealed that all investigative factors have significant relationships with employee motivation. This study suggests that telecommunication companies should formulate an appropriate compensation system comprising of monetary and non-monetary rewards, provide job training to enhance knowledge and skills, as well as offer job enrichment and enlargement opportunities for the employees to expand their motivation and therefore result in organizational success. The limitations of the study and future research recommendations are addressed at the end.

The formulation of the problem in this study are: How do supervision, employee commitment and work environment influence employee work productivity. This study aims to examine how the influence of supervision, employee commitment and work environment on employee work productivity. With total sampling technique, the sample in this study amounted to 35 people. Supervision variables partially have a positive effect on employee work productivity. Employee commitment variable partially has a positive effect on employee work productivity. Work environment variables partially have a positive effect on employee work productivity. Supervision variables, employee commitment and work environment simultaneously have a positive and significant effect on employee work productivity.

Penelitian ini dilakukan pada 26 OPD yang berada diwilayah Pemerintahan Kabupaten Gianyar dengan menggunakan teknik non probability sampling dan metode purposive sampling yang bertujuan untuk menguji pengaruh pemahaman akuntansi, ikomitmen karyawan, dan peran internaliaudit terhadapikualitasilaporan keuanganipemerintah daerah. Responden yangidigunakan dalamipenelitian ini sebanyak 95 orang yang terdiri dari staff atau pegawai bagian keuangan di setiap dinas, badan, dan inspektorat. Dataihasil jawabanikuesioner dari responden diuji denganianalisis regresi linier berganda, hasil penelitian menghasilkan bahwa variabel pemahaman akuntansi, komitmen karyawan, dan peran internal audit berpengaruh positif dan signifikan terhadap kualitas laporanikeuangan pemerintah daerah di OPD Kab. Gianyar.

Communication play a vital role at all levels of organization. It affects employee commitment level, Citizenship behavior and job satisfaction levels of employees. The purpose of this study is to understand and assess how organizational communication effects organizational citizenship behavior and Job satisfaction levels. Data was collected from 85 software employees working at different levels by using close ended questionnaire. It was concluded that organizational communication has direct and positive relationship with employee Job satisfaction among software employees. The analysis further proven that organizational citizenship behavior as a mediator further weakens the relationship between organizational communication and job satisfaction. Although much previous research is existed in association of organizational communication, Organizational citizenship behavior and job satisfaction, but this is of first known attempt to assess mediating effect of OCB in relation with other variables.

In the contemporary organizational environment where there is no guarantee for long term employment, the employees are responsible for managing their own careers by the involvement of a range of career self-management behaviors. In such an environment, whether the employees are committed to their organizations is questionable. Therefore, the purpose of this study was to investigate whether there is an effect of employee career self-management behaviors on their commitment. An online survey was distributed among a random sample of 200 managerial level employees of 20 BPO firms. With a response rate of 47%, 94 managerial level employees reported the effects of career selfmanagement behaviors such as networking behavior, visibility behavior, and mobility behavior on employee commitment. Based on multiple hierarchical regression analysis, it was found that the networking and visibility behaviors promote employee affective commitment and normative commitment whereas the externally oriented mobility behavior results in lowering the employee affective attachment and normative commitment. These findings provide implications to the theory of proactive behavior and the social cognitive career theory. In terms of managerial implications, the firms should create an organizational culture that is conducive for employees to involve with career selfmanagement behaviors aimed at furthering careers within the organization. The limitations and the implications of the study for future research are also discussed.

Small nonprofit organizations (SNPOs) are a large part of the growing nonprofit sector. These nonprofit organizations (NPOs) generally receive $100,000–$250,000 in annual revenue. These entities operate similarly to for-profit businesses, with a mission, values, and dependable employees. One factor that sets SNPOs apart from for-profit organizations is the ability that for-profit entities have to provide higher, more competitive wages and better benefit packages for employees. NPOs often lack this ability, which can result in staffing challenges and high turnover rates. This study explores the different ways these NPOs attract employees, the types of incentives or benefits offered, and what can help retain employees once they are hired. The concept of employee commitment is also explored in the context of SNPOs. This information can provide SNPOs with a better understanding of talent acquisition and retention strategies that can lead to improved operational and strategic planning.

The purpose of this study was to establish the effect of leadership style on employee commitment in the mining sector in Zimbabwe. The mining industry in Zimbabwe has been extensively affected by the loss of key personnel in key areas such as engineering, metallurgy and geology among others. The loss of such vital employees in the mining sector has had a negative impact on output and consequently loss of the much-needed revenue to the Zimbabwean economy. It is against this background that there was a need to establish the effect of leadership style on employee commitment in an endeavour to enhance job satisfaction. A quantitative approach was adopted in which convenience sampling was employed. The main findings were that charismatic and inspirational leadership style has moderate to strong positive relationship with subordinate affective commitment to the organisation. Inspirational motivation had a moderate positive correlation with affective commitment significant at (r = 0.46; p p -0.012; p Zimbabwe mining sector should strive to use inspirational approaches in leading and involve employees in decision-making so as to raise the standards of efficiency and effectiveness of an organization and increase follower commitment.

The aim of the current study is to examine the association between employee commitment and job satisfaction at selected private universities in Kurdistan region of Iraq. Organizational commitment predicts work variables, for example, turnover, hierarchical citizenship conduct, and employment execution. A percentage of the elements, for example, part stretch, strengthening, work shakiness and employability, and appropriation of authority have been appeared to be associated with a laborer's feeling of organizational commitment. This research was carried out at the three different private universities. A quantitative method was used to gather relevant information regarding the relationship between organizational commitment and job satisfaction. The results revealed that all three independent factors are correlated with job satisfaction. The result can be used as a guiding method for the university’s management to increase their employees’ commitment. Job satisfaction has a positive relation with employee commitment if employees are satisfied, they are organizationally committed we found that job satisfaction has a positive impact on employee commitment.

Satisfying common desires are basic determinants of the relationship among employees and employers. Literature show that the relationships among employers and employees are imperative so as to draw in, propel, and hold aggressive, dynamic and productive workforce in the present incredibly focused and tempestuous work environment. Associations through making a firm business relationship can hold lively talents; lessen expenses related with employee turnover and make employees proficient, profitable and committed to the in general organizational goals. In this Research Article, we analysed the relations between Employee Relational Psychological Contract, Employee Professional Commitment, and Employee Transactional Psychological Contract, Continuity Intention of Employee and University/Institute Commitment of Employee.

The purpose of this article is to present research on the importance of requisitely holistically selected organisational climate components and to determine their impact on work engagement of employees in 626 medium-sized organisations in Slovenia, the EU. The quantitative research is based on the implementation of an exploratory factor analysis, a simple linear regression analysis and the CFA 6-factor solution for validity purposes. Based on the research results, we confirmed the hypothesis that organisational climate components leadership, employee relations, employee commitment, employee satisfaction and employee motivation have a significant positive impact on work engagement of employees in medium-sized organisations. The results help users to better understand the importance of organisational climate in the Slovenian organisations. Successful organisations should realise the importance of organisational climate components, which enhance job performance and work engagement. Thus, they must fully master all of the employee-related processes of the organisation. The article is based on examination of the selected components of organisational climate with which organisations can impact work engagement of their employees. A new conceptual model was developed and confirmed.

Employees represent the essential assets of any organization. The best organizations oversee human capital in the most efficient and effective way (Nethmini & Ismail, 2019). Blau (2017) highlighted the relevance between human resources management (HRM) practices and the employees’ success at work through enhanced inspiration and commitment. Hence, employee commitment cannot be overlooked as the degree of employee commitment can decide employee performance (Ahmad, 2014). This paper aims to explore the significance of employee commitment as a mediator in the relationship between HRM practices and employee performance. The target population is employees in the construction industry in Jordan. The respondents were selected utilizing a simple random sampling method. The data was gathered through a self-administered questionnaire and analyzed utilizing structural equation modeling (SEM) in IBM SPSS AMOS 24.0. The researcher obtained an aggregate of 297 usable and completed questionnaires. The study found that: 1) HRM practices have significant effects on employee performance, 2) employee commitment has significant effects on employee performance, 3) HRM practices have significant effects on employee commitment, and more importantly, and 4) employee commitment partially mediates the relationship between HRM practices and employee performance. The implications of the study are also examined

This paper aim to assess the effect of financial and non-financial rewards on employees’ motivation along with mediating effect of employee’s commitment on relationship of financial and non-financial rewards with employees’ motivation in pharmaceutical industry of Indonesia. For achieving the purpose, structural equation modeling was performed on collected data from 235 employees through self-administered questionnaires from pharmaceutical industry in Indonesia. This research found significant and positive effect of non-financial payments with employee motivation in results of direct relationship, current study found positive but insignificant effect of financial rewards on motivation during direct relationship. This study also found significant results of effect of financial and non-financial rewards on employee commitment. Furthermore current study found positive significant results during mediation by employees’ commitment between financial rewards, non-financial rewards with motivation, and employee commitment proved as good mediator. Implication and recommendations were also discussed in current research

This study aim was to examine the moderating impact of Special Peer Support (SPS) on the relationship of Management Support (MS) and an important employee work attitude called Employee Commitment (EC) of individuals working in administrative positions at public sector universities of Khyber Pakhtunkhwa, Pakistan. A diverse sample of 175 employees was drawn from different universities. Data was collected through a survey technique and was analyzed by Structure Equation Model (SEM). Conclusively, this study has forwarded notable framework, outlining the potential role of management support towards employee work attitude, followed by the moderating effect of SPS to boost this relationship. In other words, this study confirmed the significant impact of MS on EC and also found a significant moderating impact of SPS on the MS and EC relationship.

The purpose of the research is to evaluate the effect of remuneration on employee commitment. It explores how remuneration of employees can affect the employee’s commitment. A self-administered questionnaire based upon previously validated instrument was completed by 165 customer contact employees. Pearson correlation and Simple Regression techniques were employed to ascertain the relationship between remuneration and commitment. Consistent with Gift Exchange Model of Adams and Jacobsen (1964),the statistical analysis confirms that remuneration has positive and significant effect on employee commitment. This study provides implications and future research directions.

Purpose Managerial coaching has been popularized as a way of motivating, developing and retaining employees in organizations. Yet, there has been a lack of empirical studies to examine the linkage between managerial coaching and its potential impact on employees. This study aims to investigate the interrelationships among managerial coaching, employees’ personal learning and organizational commitment. This study also attempts to revise an existing instrument for measuring coaching skills in organizations created by McLean et al. (2005) to assess managers’ coaching skills. Design/methodology/approach Data analyzes were based on 187 employees of a top global technology organization headquartered in the USA. The existing instrument for measuring coaching skills was revised and confirmed through a series of efforts including expert reviews, pilot tests and assessing its reliability and validity. Structural equation modeling was used to examine the relationships among managerial coaching skills and employees’ personal learning and organizational commitment. Findings This study identified five dimensions of managerial coaching skills and validated the revised instrument measuring coaching skills in organizations. It also demonstrated that managers’ utilization of managerial coaching skills had a direct effect on employees’ learning and organizational commitment and impacted employees’ organizational commitment through personal learning. Originality/value This study examined the interrelationships among managerial coaching and employees’ personal learning and organizational commitment in organizations. In doing so, this study unveiled the process of how managers’ coaching affects employees’ development and attitudes at work. This study also identified five coaching skills as a tool to assess the level of managerial coaching.

The current environment poses plenty of challenges for practitioners to calculate the interrelation of variables about organizational growth. Although, ample studies delineate the status of the relationship among variables related to employee and organization but studies bringing all the variables in single dice are at a nascent stage. Hence, this study has attempted to explicate the relationship among all variables necessary for organizational growth and proposed a conceptual framework for future researchers. Based on the propositions taken, this literature probe has found variables including employee satisfaction, employee commitment, employee performance, human capital, socially responsible HRM, and firm performance is linked with each other. In the last, this study also sheds a light on future research agenda, limitations, conclusions, and implications for practitioners and researchers.