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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]

Purpose: This study aims to determine the influence of ethical leadership and organisational culture on employee commitment in a South African local government municipality in Gauteng Province. Design/methodology/approach: The authors adopted a cross-sectional quantitative research design. Primary data was gathered by administering a five-point Likert scale questionnaire to respondents online. Respondents were selected through the probability simple random sampling technique. Field data were analysed using the Statistical Packages for Social Sciences (SPSS version 27) aided by descriptive tools of standard deviation, mean and frequency while the exploratory factor analysis (EFA), confirmatory factor analysis (CFA), correlation analysis, and structural equation model (SEM) were used to make inferences from the data. The authors employed correlation to assess the relationship between ethical leadership, organisational culture, and employee commitment. Findings: The outcomes of the study indicated positive correlations between the variables. This implies that an increase in one variable means a similar increase in the other. However, it emerged that organizational culture influences employee commitment more than ethical leadership. Practical implications: Regarding the influence of ethical leadership, it is recommended that organisations such as the local municipalities need focus on human resource development programmes, institute mentorship, and training initiatives to assist managers. The municipalities must further reinforce empowerment traits, and establish staff development centres to enhance existing the performance of municipal leaders in management positions. Besides, it is recommended that the management of municipalities practice "the leading by example phenomenon" and "the role modeling culture" to improve employee performance and commitment. Originality/value: Though there has been several empirical studies on ethical leadership and organisational culture, the analytical framework adopted outlines practical approaches that municipal managers need to adopt to enhance ethical leadership and culture in organisations. [ABSTRACT FROM AUTHOR]

Service recovery performance (SRP) is very important for the takaful insurance industry for maintaining and attracting new clients, which in turn serves as a competitive advantage for the survival and continued future of the businesses. If the insurance sector could not maintain SRP, then the competitive advantage of the organizations could be decayed. Therefore, under the theoretical foundation of equity theory and resource-based theory, this research has investigated the link between human resources management practices (HRMP) (such as human capital, training, job description, teamwork, empowerment, and rewards) and SRP directly and indirectly through the employee commitment. By using a convenient sampling technique data was collected from the employees working in the Takaful industry in Pakistan to empirically test the proposed hypotheses and validate the findings. Using cross research design and quantitative research approach. The Structural Equation Modeling (SEM) had presented the positive relationship between HRM practices and SRP. On the other hand, employee commitment had also mediated this relationship. As employee commitment is significantly mediated among most of the HRMP, this aspect is therefore considered to be a big contribution of the study in the context of Pakistan. Based on these findings, the current study has several important implications the practitioners and readers. [ABSTRACT FROM AUTHOR]

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.

The quality of education offered by the tertiary institutions in Nigeria in recent times has critically degenerated. Unfortunately, this has led to the unprecedented rise in the poor quality of Nigerian graduates which contributes to the very alarming high rate of unemployment in the country. This article therefore examines the relationship between total quality management (TQM), employee commitment and competitive advantage among tertiary institutions in Lagos State with a particular focus on the University of Lagos, using a survey research design with a random selection of 350 respondents from a population of 2,047 staff strength across the 11 faculties in the university. The data used for this article were derived from a systematic review of the relevant literature and a structured questionnaire. The data obtained from the questionnaire was subjected to descriptive and inferential statistics. The result showed that the adoption of total quality management practices and employee commitment significantly affects competitive advantage. The findings suggest that proper adoption of TQM practices coupled with employee commitment will guarantee competitive advantage outcomes measured in terms of increase in revenue, customer satisfaction and employee satisfaction. TQM and employee commitment through its principles can successfully contribute to enhanced organizational performance and dynamic competitiveness.

In the present competitive, technology-driven environment, maintaining a talented workforce is the big challenge to the firms irrespective of their size and type. Through the proper scientific and systematic humanized job design by making an allowance for Quality of Work Life (QWL) interventions, it is possible to enhance the Employee Commitment (EC) under effective leadership in Small and Medium-sized Enterprises (SMEs). The extent of literature has explored the role of Quality of Work Life in increasing employee commitment, on the other hand, there is a lack of research to explore and describe the need for this relationship. This study examines the mediating effect of leadership style in the association between QWL and Employee Commitment. By collecting data through the structured questionnaires from 1092 of employees of mechanical manufacturing SMEs in Bangalore City, Karnataka, India. The data were analyzed using SPSS 20 by considering Baron and Kenny mediation analysis method and Sobel test. The results indicated that Leadership Styles act as a significant partial mediator between QWL and Employee Commitment relationship. Mediation study was also conducted for selected four dimensions of QWL, Employee Commitment and Leadership Style to strengthen the results. The research finding will help the policymakers to understand the importance leadership styles in SMEs to decide the policies on QWL and EC and also it will help in designing intervention program to improve EC and QWL in SMEs.

This paper aims to theoretically explain the relationships between Corporate Social Responsibility (CSR) and employee commitment using both Social Identity Theory (SIT) and Social Exchange Theory (SET) by developing a conceptual model which incorporates mediation effects of meaningful work and positive affect. Further, this paper highlights the importance of examining employees’ perception of CSR activities in the licensed commercial banking sector. A structured questionnaire that was developed based on a comprehensive review of literature and refined using both expert opinions and a pilot survey was used for data collection. Sample comprised of 410 respondents, and a convenience sampling strategy was used to secure these responses from 13 local licensed commercial banks in Sri Lanka. Structural equation modelling was utilized to test the proposed relationships. The findings indicate that there are significant (p

The purpose of this paper is to understand the strategic importance of motivation in the management process, being well known that the performances obtained at the level of the organization and its prestige depend strongly on the quality of human resources. Human resources have the central place within the organizations at present, starting from the theories that the personnel represented simple means to achieve the proposed goals; we get to learn that they are the organization itself. The employees can be motivated to increase their job performance and increase their level of satisfaction. Depending on the reason behind any action, the performance and satisfaction of employees can reach a high level or, conversely, a very low level. The reason is an internal cause that determines our conduct. Synthesizing a series of factors involved in the motivation of the individual, after completing the study we will be able to understanding better a person's options, eventually to understand the position he will adopt in different situations, or to exert an influence on it and even to better understand the levers through which different situations influence us, it is necessary to we know the mixing of the motives in an action and the relative force of the motives.

Employees are an important factor for increasing productivity to support the organization’s progress. Each organization has characteristics that distinguish one organization from another organization, and these characteristics are called organizational culture. An organization that has an influential culture will produce an excellent performance in the long run. In addition to culture, commitment from employees is one of the benchmarks for the success of an organization’s performance. This study aims to determine how Employee Performance, Employee Commitment, and Organizational Culture in the Bandung City Investment and One-Stop Integrated Services Office, as well as how Organizational Culture and Employee Commitments Influence Employee Performance in the Investment Office and One-Stop Integrated Services in Bandung City. This research uses quantitative methods with descriptive and varied approaches. This study uses a sample of the population of employees in the Office of Investment and Integrated Services One Door Bandung. The sample used was 116 respondents and data collection using direct survey methods and questionnaire instruments. The data obtained were analyzed using the Partial Least Square analysis technique. The results showed the relationship between organizational culture and significant effect on performance and the relationship of employee commitment and significant effect on employee performance

Service recovery performance (SRP) is very important for the takaful insurance industry for maintaining and attracting new clients, which in turn serves as a competitive advantage for the survival and continued future of the businesses. If the insurance sector could not maintain SRP, then the competitive advantage of the organizations could be decayed. Therefore, under the theoretical foundation of equity theory and resource-based theory, this research has investigated the link between human resources management practices (HRMP) (such as human capital, training, job description, teamwork, empowerment, and rewards) and SRP directly and indirectly through the employee commitment. By using a convenient sampling technique data was collected from the employees working in the Takaful industry in Pakistan to empirically test the proposed hypotheses and validate the findings. Using cross research design and quantitative research approach. The Structural Equation Modeling (SEM) had presented the positive relationship between HRM practices and SRP. On the other hand, employee commitment had also mediated this relationship. As employee commitment is significantly mediated among most of the HRMP, this aspect is therefore considered to be a big contribution of the study in the context of Pakistan. Based on these findings, the current study has several important implications the practitioners and readers.

Emotional intelligence (EQ) in healthcare leadership has been a subject of debate regarding its significance in enhancing job performance and patient-centred care. This systematic review investigates the impact of EQ on organisational performance metrics in healthcare leaders. Eleven studies meeting the inclusion criteria were identified through a comprehensive database search. The findings suggest that EQ positively influences job satisfaction, with emotionally intelligent leaders fostering a positive work environment and commitment among employees. Moreover, EQ correlates negatively with emotional exhaustion, indicating its potential in mitigating burnout rates among healthcare professionals. EQ fosters teamwork, organisational culture and enhances job performance, with higher EQ levels in leaders associated with increased team empowerment and proactivity. Despite the compelling evidence, limitations in the study methodologies and heterogeneity in the reported outcomes challenge the establishment of definitive conclusions. Nevertheless, the findings underscore the importance of EQ in healthcare leadership and its potential to improve organisational dynamics and employee wellbeing. This review highlights the need for further research on EQ's impact on patient satisfaction and calls for the development of EQ training programmes tailored for healthcare leaders.

Copyright of Selcuk University Social Sciences Institute Journal is the property of Selcuk University Social Sciences Institute Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Employee commitment refers to an employee's emotional attachment with an organization, while as self efficacy refers to belief in one's abilities for successful accomplishment of a given task. Employee commitment and Self efficacy have been significant employee job attitudes leading to positive job outcomes. Organizations tend to enhance favourable job attitudes and outcomes for the achievement of individual and organizational objectives and goals leading growth and development. The current study would be about impact of job attitudes like Eland SE of employees on employee service performance. The study being conducted across service sector of Jammu and Kashmir, India. [ABSTRACT FROM AUTHOR]

Copyright of Polish Journal of Management Studies is the property of Czestochowa University of Technology, Faculty of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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. [ABSTRACT FROM AUTHOR]

BACKGROUND: This study builds on the little guidance in the existing literature to analyze the relationship between employee-oriented CSR actions and employee retention in a business context, while using Freeman's stakeholders model as a theoretical research framework. This research also aims to shed light on significant behavioral factors facilitating the relationship between CSR endeavors and turnover rate. OBJECTIVE: This paper builds on the existing research gap in the literature and suggests that behavioral factors, including job satisfaction, organizational identification, and motivation facilitate the relationship between employee-oriented CSR actions and employee retention, which contributes to laying the foundations of a theoretical framework that has the potential to advance both research and practitioner debates and disentangle the complexity of such a relationship, while offering strategically-focused development venues in the CSR and HRM fields. METHODS: This research uses a single case study design to ensure an in-depth and detailed analysis of the phenomenon under scrutiny, while relying on a triangulation methodology for data collection, including a questionnaire used as exploratory approach, interviews to generate explanatory data, and archival data to bring confirmatory insights. Data analysis followed the procedures of a deductive approach. RESULTS: The research results show a positive relationship between employee-oriented CSR actions and employee retention, while demonstrating the facilitating role of job satisfaction, organizational identification, and motivation in moderating such a relationship. The findings also stress the importance of framing CSR interventions within the organization's strategy and goals, while ensuring employee participation in such decision making processes to maximize the effect of CSR interventions on employee commitment and reduce turnover. CONCLUSIONS: This research has the potential to better clarify the nature of the relationship involving CSR interventions, from an employee perspective, retention, and turnover, while laying the foundations of a theoretical framework linking such constructs and other behavioral factors that underpin and support such a relationship. Building on the study's findings and assumptions, future research is needed to gain a more comprehensive understanding of how HR-related CSR actions affect behavioral performance dimensions, resulting in employee commitment and retention. Future research should also consider multiple case study, multicultural, and ethnographic approaches for the sake of generalizability and theory building. [ABSTRACT FROM AUTHOR]

PURPOSE: Trust is vital to all positive relationships. This empirical study explores the effect of three facets of organisational trust (trust in supervisors, in co-workers and in the organisation) on employee commitment in Salalah Mills Co. in the food industry in the Sultanate of Oman. METHODOLOGY: Data were collected via an online survey sent to all employees working in Salalah Mills Co., Oman. The final sample consisting of 102 responses with a response rate of 54 percent were analysed using multiple regression analysis. RESULTS: The findings revealed that two facets of organisational trust (trust in co-workers and trust in supervisors) were found to have a significant positive effect on employee commitment, while trust in the organisation was found to have no significant effect. PRACTICAL IMPLICATIONS: Trust in supervisors and trust in co-workers directly affect employee commitment. Therefore, managers should consider promoting both of these forms of trust to enhance employee commitment. VALUE: Although previous studies have examined the link between organisational trust and employee commitment, a focus on Oman and the food sector has been particularly rare, so this study offers new insights. The findings will help decision-makers on design strategies and policies to improve employee commitment through trust. [ABSTRACT FROM AUTHOR]

Job safety was examined as a mediator of the relationship between management safety practices, safety programs, and employee commitment in Ghana's mining sector. A descriptive study approach was used, specifically a cross-sectional survey. The research discovered a clear link between management safety practices and employee commitment. It was shown that management safety measures had a strong positive association with job safety. Job safety also had a significant positive relationship with employee commitment. The connection between management safety and employee commitment was mediated by job safety. This study demonstrates how safety at the workplace boosts employees’ commitment in achieving organizational goals. The study advises organizations operating in high-risk environments to adopt industry-wide standard safety practices to ensure employees can develop the sense of attachment required for organizational growth. This can be achieved when management shows concern for employees’ safety. This is the first research to look into the link between management safety practices in the workplace and employee commitment.

The purpose of this study is to investigate the impact of workforce diversity management on employee job performance in the Chinese organizational context, considering the mediating effect of person-job match and employee commitment and the moderating effect of structural empowerment. Data were collected from 400 telecommunication sector employees in China. All hypotheses were tested through structural equation modeling (SEM). The findings of the study illustrated that workforce diversity management has a positive and significant impact on employee job performance. Furthermore, the results indicated that person-job match and employee commitment partially mediate the relationship between workforce diversity management and employee job performance. Moreover, structural empowerment directly affects employee job performance, whereas a moderating effect is also found in the relationship between workforce diversity management and employee job performance. Finally, implications and limitations are discussed.

Copyright of Human Resource Management / Zarzadzanie Zasobami Ludzkimi is the property of Institute of Labour & Social / Instytut Pracy i Spraw Socjalnych and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The purpose of this study is to investigate the impact of workforce diversity management on employee job performance in the Chinese organizational context, considering the mediating effect of person-job match and employee commitment and the moderating effect of structural empowerment. Data were collected from 400 telecommunication sector employees in China. All hypotheses were tested through structural equation modeling (SEM). The findings of the study illustrated that workforce diversity management has a positive and significant impact on employee job performance. Furthermore, the results indicated that person-job match and employee commitment partially mediate the relationship between workforce diversity management and employee job performance. Moreover, structural empowerment directly affects employee job performance, whereas a moderating effect is also found in the relationship between workforce diversity management and employee job performance. Finally, implications and limitations are discussed. [ABSTRACT FROM AUTHOR]

In this VUCA world, much can be achieved when one is open to learning. The purpose of this study is to ana-lyze the impact of organizational learning culture, employee commitment, and job satisfaction towards motivation to transfer learning. The data are collected by distributing 200 questionnaires for employees working in Jakarta area. The method used to do the analysis is by using a multilinear regression. Based on the result, organizational learning culture and job satisfaction had significant impacts to motivation to transfer learning. Meanwhile, employee commitment does not have significant effect on motivation to transfer learning, however, it has an impact on the gender, age, and length of work.

The significance of skilled employees to organization can be understood by looking at the fact that organizations are striving to recruit and retain the best talents. This study aims to identify the factors predicting employer branding, employee retention and commitment and establishing the relationship among them by proposing a conceptual framework and validating it through empirical analysis. For this purpose, a survey with prestructured questionnaire was conducted on a sample of 150 employees working in pharmaceutical industry, India. Exploratory factor analysis was conducted to validate the questionnaire items. "Multiple regression analysis was performed to determine the relationship of employer branding, employee retention and commitment". The findings show that "there is significant relationship between the factors of employer branding, employee retention and commitment."

This study aims to examine employee commitment to improving work performance with remuneration as a mediator variable. The research objects discussed are; 1) Employee commitment, 2) Work performance and 3) Remuneration. The target of the study was 164 Civil Servants at the University of Jambi. The results showed that employee commitment has a greater influence on work performance if mediated by remuneration rather than the direct influence of employee commitment on work performance. This can be interpreted that remuneration which is a performance allowance to employees has a large role as a mediator on employee commitment which shows employee involvement to reach the goal so that it can improve work output which is the achievement of work performance.

Employee commitment, sometimes called work involvement/ belongingness/ engagement, materializes when people have interest in their job, enjoy doing it and try harder to accomplish it. This study aims to investigate the effective factors which can enhance the commitment of employees at individual, group and organizational levels. It also intends to identify and reach a model for the relations among variables. Using structural equations model, data were collected from 65 Iranian state organizations. Findings show that at an organizational level such factors as organizational structure, organizational support,organizational culture, compensation; at group level such factors as effective leadership, pleasant work environment, employee participation, organizational trust, constructive feedback, role transparency; and at individual level such factors as job security, work autonomy, internal motivation, organizational commitment, perceived organizational justice, religious commitment, and extraversion have an impact on employee commitment.

This paper empirically examines the influence of desk sharing on the various forms of employee commitment. Previous literature has examined the influence of innovative workspace on employee satisfaction as well as the possible the benefits and disadvantages of desk sharing, but not the influence desk sharing may have on employee commitment. Our study examines the level of commitment in organisations that apply desk sharing compared to those with traditional office settings, finding that desk sharing does not necessarily have a negative influence on commitment. Indeed, desk sharing employees show higher level of affective commitment when applied moderately. However, a radical application of desk sharing leads to lower commitment; thus, when applying desk sharing it is important to consider the specific conditions, organizational needs as well as managerial example. The findings point to a number of implications relating to the application of desk sharing and other flexible office settings.

The aims of this study are to determine how the effect of financial and non-financial compensation on employee commitment both partially and simultaneously. This research is a causality study with the quantitative data. Data is collected using a questionnaire which tested for its feasibility by validity and reliability testing. The population in this study are UMKM employees in Palembang with a sample size of 100 respondents. Data is analyzed using descriptive analysis and multiple linear regression analysis. This results of this study show that financial compensation has no effect on employee commitment while non-financial compensation has effect on employee commitment.

Authentic leadership is the highest and most powerful level of leadership. An authentic leader is expected to create an atmosphere of security, loyalty and trust among members of the organization. Only under these circumstances can an individual and group within the organization progress. An authentic leader places his interest in the last place, and their environment and employees are motivated in the right way that what they know and love, can do in the best possible way. The purpose of the paper is to analyze the characteristics of the authentic leaders and their impact on the commitment of employees. The aim of the paper is to quantify the influence of authentic leaders on the commitment of employees in travel agencies. The results show that leaders' self-awareness, internalized moral and transparency directly affect the commitment of employees to travel agencies.

The saturation of the telecommunications market has led to intense competition among firms in Nigeria. In light of Resource-Based Theory, mobile telecommunications firms can use their human resources, financial resources, flexible organizational structure, strong organisational policies and employee commitment to execute effective strategies and enhance strategic performance. This study used correlation analysis technique to examine the relationship between strategy implementation drivers and strategic performance. The authors used a census survey method to collect data from managers who are responsible for executing strategy and strategic decision making in four mobile telecommunication firms in Nigeria. All the five hypotheses were found to be statistically significant. Strategy implementation drivers of human resources, financial resources, organizational structure, organisational policy and employee commitment to strategy implementation were positively and significantly correlated with strategic performance. The authors concluded that mobile telecommunication firms must pay close attention to strategy implementation drivers to improve strategic performance.

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]

Copyright of Polish Journal of Management Studies is the property of Czestochowa University of Technology, Faculty of Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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]

There is a paucity of research on the effects corporate policies have on fostering innovative activities in firms, while research and development (R&D) investments offer a source of innovations in firms. Using governance data from Kinder, Lyndenberg, and Domini, Research and Analytics, Inc., R&D and financial data from Compustat, and market data from CRSP during the period from 1996 through 2011 this paper investigates whether Lesbian, Gay, Bisexual and Transgender (LGBT) ‐supportive corporate policies promote innovative activities in US firms. To the extent that LGBT–friendly policies allow inclusive working environments and therefore attract and retain talents, corporate can engage more in innovative activities. The findings show that firms with LGBT–supportive policies nurture employees' commitment to the firms and engage more in innovative activities. Heckman selection model, propensity score matching and difference‐in‐difference results all confirm the main findings from instrumental variable (IV) analyses. [ABSTRACT FROM AUTHOR]

This study examines the association between employees' personality, organizational commitment, and 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, transactional, and avoidant leadership. Leadership and personality variables alike are considered potential predictors of organizational commitment, as it is assessed within this study both from the perspective of emotional and behavioral aspects. The empirical research followed a quantitative, correlative approach, utilizing a sample of n = 300 German business professionals from various fields and applying measures of emotional and behavioral commitment, perceived leadership communication quality, perceived leadership style (transformational, transactional, or avoidant), and employee personality were administered using an online survey. The statistical analyses followed a correlational approach to explain the interplay between the aspects of leadership, personality, and organizational commitment. 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 the perception of a transformational leadership style, and by perceived leadership communication quality. Using these variables, a total of around 30% of the overall variance in both measures of organizational commitment could be explained. Thus, the critical function of leadership and leadership communication in organizational commitment may be demonstrated in conjunction with the role of employee personality. Additionally, the measure of emotional and behavioral commitment's criterion validity may be validated. [ABSTRACT FROM AUTHOR]

Copyright of Knowledge: International Journal is the property of Institute for Knowledge Management and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)