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In recent years, Western and non-Western countries have experience increased reliance on probation services. However, prior research indicates that high job demands and ambiguous role responsibilities invoke feelings of stress and suggest the importance of understanding the relationship between stress and burnout and turnover. While past efforts largely focused on correctional officers (COs), less is known about how probation officers (POs) experience burnout and how organizational attributes may influence this relationship. Using survey data of federal POs (N = 80) across eight offices in a southern state, the current study examines the influence of individual characteristics and organizational attributes in predicting burnout and turnover intent. To answer our research questions, we perform a series of linear regression models. Findings suggest the importance of affective commitment for reducing POs' feelings of burnout and turnover intent. Implications of these findings and directions of future research are discussed. [ABSTRACT FROM AUTHOR]

How do leaders' responses to the digital era affect new generation employees' affective commitment? As digital leaders have led to new ways of distributing digital resources and building virtual relationships, employees are facing a shift in the way of interaction, which influences their affective response to organizations. This study aims to understand how digital leaders interact with new generation employees to influence changes in employees' affective commitment to organizations. We have developed a chain mediating model and tested it on data collected from 408 new generation employees working in China. Ultimately, we found that digital leadership is associated with more positive changes in new generation employees' affective commitment. Furthermore, both employee empowerment and employee voice behavior mediate the relationship between digital leadership and affective commitment, forming a chain mediation mechanism in this relationship. We conclude with a discussion of theoretical implications and practical applications. [ABSTRACT FROM AUTHOR]

Purpose: Organizational justice plays a crucial role in shaping employee work attitudes. This study examines how and when procedural, distributive, interpersonal, and informational justice affects employees' affective commitment and work engagement. The research is grounded in an extended job demands-resources model, incorporating the social identity theory. The integrated model hypothesizes that all four dimensions of organizational justice positively influence employees' commitment and engagement by fostering organizational identification. Furthermore, it is posited that this cognitive-affective process is particularly significant when employees face high job demands, as opposed to low job demands. Design/methodology/approach: A three-wave prospective study was conducted with a sample of 400 employees in the social and personal services industry in Hong Kong, China. Data were collected at baseline, three months, and one year. Findings: The findings support the hypothesized conditional indirect associations between organizational justice (procedural, distributive, and informational justice) and both measures of work attitudes. Practical implications: This study highlights the importance of fair, ethical, and just procedures, resource distribution, and communication in organizations, particularly in stressful industries. Employers and supervisors are encouraged to adopt employee-oriented management practices, foster positive leader-member exchange relationships, and acknowledge and reward valuable contributions. Originality/value: This study contributes to the existing literature on organizational justice by elucidating its underlying cognitive-affective mechanism and identifying the boundary conditions under which it operates. [ABSTRACT FROM AUTHOR]

ABSTRACT Aims Design Methods Results Conclusions Implications for the Profession No Patient or Public Contribution Impact To analyse how organisational politics can affect behavioural responses such as organisational deviance and organisational citizenship behaviour towards the organisation among nurses. It also investigates the mediating effect of affective commitment between organisational politics and behavioural responses, and assesses the moderating effect of nurses' professional self‐concept in the relationship between organisational politics and its outcomes.A cross‐sectional study was performed among 229 nurses.Data were collected between May and November 2019. The sample demonstrates its representativeness of the nursing population based on several demographic characteristics.The study reveals that organisational politics has a positive effect on organisational deviance and nurses' professional self‐concept has a positive moderating effect on this relationship. Affective commitment mediates the relationship between organisational politics and organisational citizenship behaviour towards the organisation.From a social exchange perspective, this research identifies the moderating role of nurses' professional self‐concept in the relationship between organisational politics and organisational deviance. Drawing on the conservation of resources theory, our study contributes to a better understanding of how the non‐significant relationship between organisational politics and organisational citizenship behaviour towards the organisation is mediated by affective commitment.Nursing managers should pay special attention to organisational political perceptions among nurses with elevated professional self‐concepts and address them through a collaborative organisational culture and clear norms to mitigate the adverse organisational consequences of organisational politics among nurses. In this sense, managers should actively listen and communicate effectively, as they represent the organisation's values.No patient or public contribution was involved in this study.The results of this study provided a better understanding of the organisational politics' effects among nurses on relational and behavioural responses and the moderating role of professional self‐concept in these relationships. [ABSTRACT FROM AUTHOR]

Introduction: Encouraging proactive behavior among employees is a crucial pathway for companies to adapt swiftly and gain a competitive edge. In contrast to other forms of organizational citizenship behavior that tend to preserve existing work practices within the organization, Challenge-Oriented Organizational Citizenship Behavior (COCB) aims to improve upon these by offering constructive suggestions and altering employees' work methods, policies, and procedures for the benefit of the organization. However, not all employees are willing to engage in COCB, even when the organization actively encourages participation. Departing from traditional perspectives on workplace environments and leadership, we propose that psychological empowerment at the individual level may be a precursor to employees' engagement in COCB. Methods: Based on social exchange theory, this study examines how employees' psychological empowerment affects their challengeoriented organizational citizenship behavior (COCB), including the mediating roles of perceived insider status and affective commitment, as well as the moderating role of Chinese traditionality. Data was collected from 223 employees of manufacturing, IT, finance and service enterprises in Southern China using a multi-source and multi-wave survey. Results: Results of the Structural Equation Modeling (SEM) show that psychological empowerment can positively affect COCB. Both perceived insider status and affective commitment act as mediators in the relationship between psychological empowerment and COCB. Moreover, Chinese traditionality has a moderating effect on the relationship between psychological empowerment and these mediators, and also the indirect effect of psychological empowerment on COCB. Specifically, the indirect effect was stronger when employees with lower levels of Chinese traditionality. Discussion: This study provides a theoretical foundation for the individual-level antecedents of COCB, elucidating how the social exchange process between employees and the organization is transformed into COCB through psychological empowerment. [ABSTRACT FROM AUTHOR]

The correlation between leadership skills and work commitment among public school elementary teachers is a point of inquiry that imposes implications for educational leadership and organizational effectiveness. Elementary teachers, who play a crucial role in shaping the learning experiences and outcomes of young students, have their work commitment directly impacting student achievement and overall school performance. This study aims to assess the levels of leadership skills and work commitment of public elementary school teachers in General Luna, Quezon as well as determine the relationship between the two variables as well as determine the relationship between the two variables. A non-experimental descriptive--correlational quantitative method will be employed in this study since it aims to assess the levels of leadership skills and work commitment of public school elementary teachers as well as determine the degrees of correlation between the two variables. The strength of descriptive research designs is vested upon its ability to describe a certain phenomenon as well as its unique features. Moreover, it provides vast options of data gathering that may be measured quantitatively or qualitatively and analyzed statistically (Nassaji, 2017). The findings underscored the respondent's proficiency in administrative, interpersonal, and conceptual domains, highlighting their pivotal role in shaping a supportive and effective educational environment. [ABSTRACT FROM AUTHOR]

ABSTRACT Aim Design Methods Results Conclusion Implications for the Profession Reporting Method Patient or Public Contribution To examine in hospitals whether head nurses’ humility impacts nurses’ affective commitment and explore the role of safety, trust and participative communication.A cross‐sectional survey design.In 2023, we assessed the perceptions of 536 nurses, nested in 103 wards of 12 hospitals. The data were analysed using multilevel structural equation modelling.In line with our conceptual model, head nurses’ humble leadership is positively associated with a psychological safety climate at the ward. Both humble leadership and a psychological safety climate are positively associated with nurses’ trust in the head nurse, which, in turn, is positively associated with nurses’ voice behaviour and their feeling of being heard (i.e., participative communication). Finally, nurses’ feelings of being heard is positively associated with nurses’ affective commitment, while—in contrast to our hypotheses—nurses’ voice behaviour is not.This study highlights the importance of a leadership approach that contrasts with traditional power‐oriented leadership styles. Head nurses in hospitals demonstrating humble leadership behaviours (e.g., appreciating others, acknowledging weaknesses), and fostering a psychologically safe environment, can build trust, encourage open communication and make nurses feel heard. This, in turn, can enhance nurses’ affective commitment to their hospital. Feeling genuinely heard when speaking up is significantly more impactful than merely voicing concerns.Nurses are confronted with increasing work pressure weighing in on their affective commitment. The findings indicate that when head nurses acknowledge their limitations, ask for feedback and empower nurses in their ward, it can help build nurses’ affective commitment through safety, trust and participative communication.This study adhered to the cross‐sectional Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines.No Patient or Public Contribution. [ABSTRACT FROM AUTHOR]

Compared to research about the effects of work‐related interpersonal experiences on employee behaviours at home, research on whether and how home‐related interpersonal experiences can affect employee behaviours at work has received less attention. This study aimed to contribute to this literature by examining whether interpersonal conflict at home can predict employee silence through exhaustion at work. The moderating effect of affective commitment on the relationship between interpersonal conflict at home and exhaustion was also explored. Using a two‐wave design with data from 246 full‐time employees, the current study found that interpersonal conflict at home positively predicted employee silence through exhaustion at work. Further, affective commitment exacerbated the relationship between interpersonal conflict at home and exhaustion at work. Our findings extend the understanding of mediating and moderating mechanisms for the effect of negative experiences at home on work behaviours. [ABSTRACT FROM AUTHOR]

Public service organizations, such as the police, place great value on employee commitment because the public interest is at stake. While previous literature establishes a negative association between affective commitment and emotional exhaustion, the underlying mechanism remains insufficiently explored. Drawing on the perspective of emotional labor, this paper investigates whether surface acting, which refers to the feigning of expected emotions, mediates the impact of affective commitment on emotional exhaustion among police personnel. Furthermore, the study aims to explore whether this mediating effect is influenced by gender. The dataset utilized in this research comprises responses obtained from a survey administered to 465 police officers employed by the Taipei City Police Department. Our findings reveal a significant suppression effect of surface acting in the affective commitment-emotional exhaustion relationship, suggesting that surface acting, as a result of low affective commitment, has a detrimental impact on emotional well-being. Interestingly, the effects of affective commitment and surface acting on emotional exhaustion are stronger in male police officers compared to their female counterparts. In summary, the results of this study contribute to the existing literature and have broader implications for high-stress work environments. The findings provide insights into how organizations can better support the well-being of their employees by promoting commitment and addressing surface acting. Moreover, the study underscores the importance of considering gender differences in understanding the impact of these variables on emotional exhaustion among police personnel. [ABSTRACT FROM AUTHOR]

Based on data from the Global University Entrepreneurial Students' Spirit Survey (GUESS) 2018 project, this study examined the relationship between parental support factors and next-generation members' succession intention and investigated the mediating effect of next-generation members' commitment to the family firm. The results of the structural equation modeling analysis showed a mediating effect of next-generation members' commitment to the family firm on the relationship between parental support and next-generation members' succession intention. Specifically, normative commitment negatively mediated the relationship of succession intentions with parental career-related modeling and verbal encouragement. We employed social exchange theory to examine why these relationships occur. The findings of this study extend our knowledge of the parental support factors that potentially increase next-generation members' commitment and succession intention. [ABSTRACT FROM AUTHOR]

Even as the great resignation unfolds, turnover among early-career employees is well documented in research. Compared to their mid- and late-career counterparts, early-career professionals are more likely to need support from supervisors and opportunities for intra-organisational growth. Similarly, early career professionals are more likely to prefer mobility and exploration of career opportunities. Therefore, mechanisms to enhance affective commitment of early-career professionals become salient. Accordingly, using a sample of 206 early-career construction professionals from India, this research examined the relationship between authentic leadership and affective commitment. Further, future prospects were tested as a mediating mechanism between these two variables. PLS-SEM was employed for analysis. Our hypotheses were supported. Specifically, it was found that authentic leadership has a positive influence on future prospects and affective commitment. Further, future prospects are positively associated with affective commitment. Finally, future prospects fully mediate the relationship between authentic leadership and affective commitment. Implications for research and practice are discussed, and limitations are acknowledged. [ABSTRACT FROM AUTHOR]

The link between affective organizational commitment and proactivity is not well understood and its underlying process and boundary conditions are under-investigated. To fill this gap, we conducted two studies to examine how and when affective organizational commitment contributes to proactive work behavior. Using multilevel, multisource survey data from 172 nurses in 25 teams, Study 1 found that at the individual level, affective organizational commitment had a positive relationship to proactive behavior that was fully mediated by autonomous motivation. Team-level communication climate was further found to moderate this relationship at both stages of the mediation. Specifically, affective organizational commitment was more strongly related to autonomous motivation and the latter was more strongly related to proactive behavior when team communication climate was higher in openness, satisfaction, and mutual understanding. Through a cross-lagged panel model, Study 2 (N = 918) instead found autonomous motivation to be indirectly related to enhanced proactive behavior through stronger affective commitment. However, affective commitment was a stronger driver of autonomous motivation than the reverse. We discuss the implications of these complex findings for commitment and proactivity research and for practice and suggest directions for future research. [ABSTRACT FROM AUTHOR]

This study proposes that police officers' supervisors might be unfairly treated by their subordinates. Supervisors would respond in a forgiving or revengeful manner to unfair treatment by a subordinate, and their responses might influence their subordinates' effectiveness. Thus, this study investigated the relationship between perceived unfair treatment by a subordinate (PUTS), supervisor forgiveness and revenge response, and subordinate effectiveness, and tested the moderating effect of supervisor affective organizational commitment. A group-based survey was conducted in a Taiwanese law enforcement organization, and 93 supervisors and 389 subordinates returned questionnaires. The multi-level analysis showed that (a) PUTS was negatively associated with supervisory forgiveness; (b) supervisory forgiveness was positively related to job performance, cooperative behavior, and proactive behavior; (c) supervisory forgiveness mediated the relationship between PUTS, job performance, and proactive behavior; and (d) supervisors with high affective organizational commitment were more likely to act revengefully toward PUTS than to those with low affective organizational commitment. The findings showed that PUTS is a meaningful construct and that supervisor forgiveness is critical to a positive social exchange between police officers and their supervisors. [ABSTRACT FROM AUTHOR]

Purpose – The current study investigated the effect of internal marketing practices, specifically the training and rewards system, on job satisfaction, affective commitment and employee turnover intention. Design/methodology/approach – Structural equation modeling analysis was conducted on a sample of 288 responses from employees working in different organizations and diverse industries in Morocco. Findings – The findings revealed that internal marketing positively affected employee job satisfaction and affective commitment and negatively affected employee turnover intention. Practical implications – The current investigation extends our understanding of the effects of internal marketing practices, especially training and rewards, on an emerging country context and contributes to the organizational behavior and management field. The results may be of interest to organizations and managers who should consider the importance of internal marketing in enhancing job satisfaction, affective commitment and decreasing employee turnover intention. Originality/value – The current study is the first of its kind to investigate the impact of internal marketing practices on job satisfaction, affective commitment and employee turnover intention in Morocco.

Abstract The purpose of the current research is to investigate the role of the perceived social responsibility of the company and the psychological mechanisms to achieve the employees' creative behavior in Electro Kavir Company of Yazd. The method of this study is applicable based on the purpose, and descriptive-survey in terms of data collection. The statistical population of this study included all employees of Electro Kavir Company in Yazd (380), among which 191 people were selected through simple random sampling as the sample size. The data collection tool in this research was standard questionnaires, the validity of which was confirmed using the opinions of a number of experts in this field, and Cronbach's alpha coefficient and composite reliability were used to determine the reliability of the measurement tool, and the analysis method used in this research was structural equation modeling technique. The findings showed that the perceived corporate social responsibility has a significant relationship with creative behavior of employees, emotional commitment, compassion at workplace and internal motivation of employees. Also, the variables of emotional commitment, compassion at workplace and internal motivation of employees have a significant relationship with creative behavior of employees. The mediating role of emotional commitment, compassion at workplace and internal motivation of employees in the relationship between perceived corporate social responsibility and creative behavior of employees was also confirmed. Therefore, according to the results of the research, it was found that by using the theory of social identity, the employees' understanding of the social responsibility of the Electro Kavir Company of Yazd increased the emotional commitment and compassionate actions of the company's employees, and this increased the effects of the internal motivation of the employees, and thus, the creative behavior of the company's employees increases. Extended Abstract Introduction Today, in the dynamic business world, companies must promote creativity and innovation in order to remain competitive and stable in their industries, therefore both companies and employees are inclined to innovation and the personnel who, in order to achieve their goals, are aligned with the strategic goals of the organization are the most valuable employees, and their creativity is the basis of a company's success or failure and is considered as the most essential asset of a company; it strengthens the company's growth and increases its success and chances of survival and plays an important role in the company's performance (Audretsch, B. D., & Belitski, 2023; Fu et al., 2022: 1). And because employees are the main pillar of any organization, being creative and innovative of the organization depends on their creativity (Wang et al., 2019). Wang & Miao, (2015) showed in their research that creativity and innovation in organizational teams leads various processes of the organization to become more optimal, and influences the environment of the organization to implement creativity and innovation. Since creativity is important for organizational innovation and increases competitiveness, many researches have investigated individual and structural factors that may stimulate creative ideas in the workplace (Ganjaei & Hazrati, 2017:3). Therefore, as mentioned, the key to the success of many industries, including industries active in the electronics sector, is to provide creative products and services according to the different needs of customers, and since the creativity of employees creates competitive advantages for organizations, Electro Desert Yazd Company should also try to investigate the factors that increase the creative behavior of employees. Among the various results of scientists' research, the impact of employees' understanding of their company's social responsibility on employees' creative behavior has recently been the focus of researchers (Hur et al., 2018: 630). Therefore, in this research, the relationship between employees' understanding of the company's social responsibility and creative behavior of employees, as well as the basic mediation mechanisms of the three variables of emotional commitment, compassion in the work environment, and intrinsic motivation, which has not been addressed in any research so far, has been investigated and it tries to help the Empirical development in the literature. Therefore, this research in Yazd Electro Desert Company, which needs the creative behavior of employees to achieve a competitive advantage; tries to investigate whether the employees' understanding of the social responsibility of Electro Desert Company has increased the emotional commitment of the employees, and whether this increase in commitment has caused a compassionate behavior among the employees, and whether this has led to an increase in the internal motivation of the employees who want to behave creatively without external expectations. Theoretical Framework Creative behavior of employees Creativity is the use of mental ability to create a purposeful change in the social or economic power of the organization (Saleh & Brem, 2023). According to Anderson et al., (2014), creativity and novelty are the results of new ideas and improved tasks in the form of products and work processes, and employees of an organization should behave creatively in performing their role and extra-role tasks. Corporate social responsibility Corporate social responsibility is a way of management that organizations should perform activities that have a positive effect on society. In fact, Stuart and Salmon's attitude was based on the fact that they wanted to eliminate the negative effects of the organization on society and tried to change the attitude and behavior of consumers (Stuart, 1998). Fleming also pointed out that social responsibility is the responsibility of companies that companies should not have a negative impact on the social life in which they work. These duties include not polluting the environment; non-discrimination in hiring people; not engaging in unethical activities; Production of qualitative products and positive participation in the lives of people in society (Fleming, 2012). Emotional commitment Emotional commitment refers to a person's emotional attachment to the organization and its goals. In other words, emotional commitment is conceptualized as employees' emotional feeling of belonging to the organization, identification with it, and involvement and participation in the organization. People with strong emotional commitment did not leave the organization; because they like to be a member of the organization (Ahangary et al., 2016; Dziuron & Halaszovich, 2023). Compassion in the workplace Compassion in the workplace refers to a collective aspect, where people notice suffering among one or more colleagues, empathize with them, understand the cause of suffering, and finally take collective action to reduce suffering (Chatterjee et al., 2021: 2). Compassion can be described as a person's willingness to devote time and effort to the well-being of others (Chen & Liu, 2023). Intrinsic motivation Doing an activity in itself is called intrinsic motivation rather than the desire for external reward (Feiz et al., 2020: 149). Intrinsic motivation is defined as an individual characteristic in which a person has an internal motivation to achieve something for their own internal satisfaction, not for external benefits (Chen & Liu, 2023). Research Methodology Considering that, the present research sought to investigate the role of the perceived social responsibility of the company and psychological mechanisms (emotional commitment, compassion in the work environment and internal motivation) to achieve the creative behavior of employees in Electro Desert Company in Yazd city, it is practical in terms of the objective, and, descriptive-survey type in terms of the method of data collection. The statistical population of this research includes all the employees of Electro Desert Company in Yazd city, numbering 380 people, from which a sample size of 191 people was determined by using Cochran's formula. Of course, in this research, the method of obtaining the number of sample sizes in SmartPLS3 software, which uses the partial least squares technique, was also investigated; its method is such that the number ten is multiplied by the number of indicators of the measurement model, which has the most indicators among the measurement models of the main research model (Davari & Rezazadeh, 2014: 75). It should be mentioned that in the present study, the highest indicator is related to the variable of emotional commitment, which has eight items and ten times it, the number becomes 80, so the sample size is sufficient for the research model. The tool for collecting information in this research was standard questionnaires; and the questionnaire of perceived social responsibility of the company from the study of Su & Swanson, (2019); Questionnaire of creative behavior of employees from the study of Hur et al., (2018); Emotional commitment questionnaire from the study of Meyer & Allen, (1997); Compassion in the workplace questionnaire from the study of Cameron et al., (2004); and internal motivation questionnaire from the study of Hur et al., (2018) were used, the content validity of which was checked and confirmed by management professors and experts. Both divergent and convergent validity index and factor loadings were also used to check the validity; and the reliability of the research instrument was calculated and confirmed by two methods, Cronbach's alpha coefficient and composite reliability. Research Findings The analysis method used in this research to test the research hypotheses was the structural equation modeling technique, and the research findings showed that all the values ​​obtained for the fit indices are acceptable. The findings regarding the hypothesis test showed that the perceived social responsibility of the company has a significant relationship with Creative behavior of employees, emotional commitment, compassion in the work environment, and internal motivation of employees. Also, the variables of emotional commitment, compassion in the work environment, and internal motivation of employees have a significant relationship with the creative behavior of employees, and finally the mediating role of emotional commitment, compassion in the work environment, and internal motivation of employees in the relationship between the perceived social responsibility of the company and the creative behavior of employees was confirmed.. Conclusion The present study was conducted with the aim of investigating the role of the perceived social responsibility of the company and psychological mechanisms (emotional commitment, compassion in the work environment, and intrinsic motivation) to achieve the creative behavior of employees in the Electro Desert Company of Yazd. This research tried to investigate, according to the theory of social identity and self-determination, how the macro concept of social responsibility of Electro Desert Company can directly and indirectly affect the micro concepts, such as compassion, commitment, motivation and creative behavior of employees. Therefore, according to the results of the research, it was found that by using the theory of social identity, the employees' understanding of the social responsibility of the Yazd Electro Desert Company increased the emotional commitment and compassionate actions of the company's employees, and considering that a company with social responsibility, pays attention not only to It internal stakeholders, but to external stakeholders such as customers, society and even its environment, and works for their interests; therefore, such a company that prefers the interests of the whole over personal interests, causes employees to be encouraged, do not consider only their personal benefit, and find their job attractive and meaningful to help the society; and this strengthens their internal motivation, and they don't need external rewards to be motivated; thus, the ethical participation and social responsibility of Yazd Electro Desert Company instills a sense of respect and trust among the employees, and by using the self-determination theory, it in turn has a positive effect on the internal motivation of the employees, and thus, the creative behavior of the employees of this company increases.

The aim of this research is to examine the detrimental impacts of toxic leadership behaviors displayed by managers on their subordinates. Specifically, the study investigates the effects of toxic leadership behaviors such as lack of appreciation, self-interest, selfishness, and negative spiritual state, as perceived by employees, on various organizational outcomes including affective commitment, job satisfaction, organizational identification, perceived job performance, and turnover intention. A total of 419 employees working in public or private institutions completed a questionnaire to collect the data. The study first assessed the reliability and validity of the measurement scales and then tested the proposed hypotheses utilizing path analysis within the framework of structural equation modeling. The results of the study indicate that lack of appreciation, self-interest, and selfishness have significant predictive effects on different employee attitudes and behaviors, whereas negative spiritual state does not significantly affect employee attitudes and behaviors. Consequently, the study demonstrates that toxic leadership negatively affects affective commitment, job satisfaction, organizational identification, perceived job performance, and increases the intention to leave. The findings provide important insights for scholars and practitioners alike, and can be used to develop strategies to mitigate the negative effects of toxic leadership on employees and organizations.

The performance of the public sector, especially its officers, is vital to a nation’s growth in light of the challenges clouding public service. Despite numerous efforts and initiatives, the level of efficiency of Malaysian public sector officers remains feeble, and public dissatisfaction has led to criticism of the administration. Therefore, addressing issues surrounding the performance of public sector officers is imperative to improve public perception. Guided by Drucker’s knowledge work productivity theory, this research aims to discover the relationship between knowledge work practices toward affective commitment (AC) and knowledge worker performance (KWP). This research adopted a cross-sectional design involving a survey of 395 administrative and diplomatic officers who were recruited via stratified random sampling. A variance-based structural equation modeling using Smart PLS 4.0 was conducted to analyze the data. Results show that job crafting (JC) and continuous learning (CL) improve KWP, job-related innovation (JRI) does not impact KWP, and AC exerts a mediating impact on the relationship between knowledge work practices and KWP. This study provides impetus to knowledge productivity and human behavior by integrating JC into Drucker’s theory. Doi: 10.28991/ESJ-2024-08-05-015 Full Text: PDF

Attention to employee welfare is a significant focus in human resource management. Companies that pay attention to employee welfare often see increased employee commitment. This study aims to analyze the direct and indirect effects of perceived organizational support on affective commitment in conventional travel agents in Bali, considering the mediating roles of job satisfaction and employee trust and the moderating role of gender. Data for this was collected through a questionnaire and a sample of 411 conventional travel agent employees in Bali. Sample selection was carried out using the purposive sampling method. The collected data will analyzed using SmartPLS 4. This study shows that perceived organizational support positively affects employees’ affective commitment at conventional travel agents in Bali. In addition, job satisfaction positively influenced employees’ affective commitment, but employee trust did not affect affective commitment. This finding also identified that job satisfaction partially mediates the relationship between perceived organizational support and affective commitment, while employee trust does not mediate the relationship. An interesting difference was seen between male and female employees. Perceived organizational support had a significant impact on female employees’ trust. This research implies that companies and management of conventional travel agencies should improve employee support, satisfaction, and well-being of male and female employees without discrimination.

This study aims to analyze the performance of university women in active entrepreneurship from the perspective of cognitive variables, such as vigor and affective commitment, and contextual variables, such as the social and uni-versity environments. The study follows a multilevel analysis with a three-way interaction model. The data analysis covers 6779 university students from 39 countries, included in the GUESSS Survey, 2018. The evidence indicates a positive influence of the interaction between vigor and affective commitment on the performance of companies created by female university entrepreneurs. It shows the dependence of this interaction on the social and university environment, mainly on the social environment. This empirical study focuses on university students with active startups and determines the main influences on their business performance. This study has important theoretical implications that enrich the understanding of the relationships between the studied variables and contribute to existing knowledge. It mainly highlights the relevance of vigor and affective commitment for business success. Furthermore, it suggests the need for a more elaborate theory on interactions in the business context.

This study examines how Green Human Resource Management practices improve employees' eco-friendly behavior and green performance, and the mediator effect of affective commitment in these relationships. Our sample included 449 employees, from different Portuguese tourism organizations. The results demonstrate that the implementation of Green Human Resource Management practices produces a positive effect on eco-friendly behavior, green performance, and affective commitment, with commitment mediating the mentioned relationship. Therefore, when organizations apply greener Human Resources Management, they might influence positively the attitudes and behaviors of their employees, improving their affective commitment and, consequently, their eco-friendly behaviors and green performance. This research is innovative as it integrates Green Human Resource Management, eco-friendly behavior, green performance, and affective commitment in a single research model, expanding the knowledge over these topics, and suggesting that organizations should establish Green Human Resource Management policies, especially those that strengthen employees' affective attachment and improve their eco-friendly behavior as well as the organization's green performance. [ABSTRACT FROM AUTHOR]

Since today’s market is highly competitive and constantly evolving, organisations are striving to achieve high levels of productivity and low levels of turnover. One of the key factors in achieving this goal is organisational commitment. Thus, the study advocates that the level of employee commitment and willingness to continue working with the organisation is reflected in their intention to stay. Based on the theory of reasoned action, this study aims to investigate how the dimensions of employee commitment influence their decision to stay with the organisation in the long term within a telecommunication company. The study adopted a postpositivist perspective, a descriptive approach, a quantitative research method and a structured questionnaire to collect numerical data. In addition, descriptive, factor, correlation and regression analyses were performed through SPSS version 26.0. The study population consisted of 470 employees working in different departments, ranging from entry-level positions to consulting engineers. A sample of 298 employees was selected through a simple random sampling to minimise bias. Regression results indicated a moderate positive relationship between organisational commitment and intention to stay. The study recommends organisations to prioritise strategies that promote and sustain organisational commitment for improved intention-to-stay outcomes. This can be achieved through various means such as providing opportunities for professional development, recognising and rewarding employee contributions, and promoting open communication. [ABSTRACT FROM AUTHOR]

Social entrepreneurs' behaviour and performance are critical for social enterprises' success, along with the actors' affective commitment, work engagement and personal values, as conceptualised by Schwartz's value theory. This study is set to explore the interrelationships among these variables collecting quantitative data from 226 Greek social entrepreneurs. Seven research hypotheses are tested offering evidence in support of the influence of affective commitment and work engagement on entrepreneurs' performance, while considering affective commitment as precursor of work engagement. Further, evidence is placed for the effect of the higher-order values of Self-Transcendence, Openness to Change, and Conservation on the above variable relationships. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to reveal the curvilinear relationships between perceived development human resource practices (DHRPs) and both affective commitment and work stress, and the moderating effects of age on the curvilinear relationships. Design/methodology/approach: Hypotheses were developed from an employee-oriented contingent view based on the person-job fit theory and lifespan development theories. Methods suggested by Haans et al. (2016) and Dawson (2014) to test curvilinear relationships and related moderations, and a two-wave survey data from 742 Chinese employees were used. Findings: The results showed that perceived DHRPs related to affective commitment in an inverted U shape and work stress in a U shape. However, age moderated the nature of the relationships such that both the curvilinear relationships only existed under low age while under high age perceived DHRPs related to affective commitment positively and work stress negatively. Originality/value: This study advances the prevailing linear (positive or negative) thinking on the DHRPs–outcomes relationships by showing that perceived DHRPs relate to both affective commitment and work stress nonlinearly. Moreover, different from existing findings that age moderates the strength of the linear DHRPs–outcomes relationships, the results indicate that age moderates the nature of the relationships between perceived DHRPs and affective commitment and work stress. This implies a refined age-differential approach to use DHRPs to sustain a committed and healthy workforce in the context of workforce aging. [ABSTRACT FROM AUTHOR]

This study examines the impact of "quiet quitting" during digital transformation on job satisfaction, affective commitment, and turnover intention. A time-lagged survey was conducted over six months with two waves of data collection from full-time employees in South Korea, resulting in 258 valid responses. Using the PROCESS macro for analysis, the findings reveal that quiet quitting significantly reduces job satisfaction and affective commitment, which, in turn, increases turnover intention. Furthermore, psychological safety serves as a critical moderator, buffering the negative effects of quiet quitting on these outcomes. The study confirms that the influence of quiet quitting on turnover intention operates through the mediating roles of job satisfaction and affective commitment, and organizations with higher psychological safety are better equipped to mitigate these adverse effects. Grounded in Withdrawal Progression Theory, this study empirically demonstrates the progression of quiet quitting into turnover intention and provides strategic insights for organizations to prevent employee turnover and maintain employee engagement during digital transformation. [ABSTRACT FROM AUTHOR]

Prosocial safety behavior (PSB) is a critical element of workforce participation in the promotion of safety in the workplace. This study aims to examine the influence of various antecedents on PSB. Based on an analysis of the existing literature on prosocial behaviors, we investigate whether emotional intelligence (EI) and perceived organizational support (POS) significantly influence PSB. Furthermore, we analyze the mediating role of employees' intrinsic motivation (IM) and affective commitment (AC) in these relationships. The research was conducted by administering an online questionnaire to a large sample of 488 workers employed in safety-critical industries based in the United States and the United Kingdom with the support of an online platform (N = 346; N = 142). Statistical analyses, conducted using a multi-group approach, revealed that EI had a direct effect on PSB in the two samples analyzed. In the US sample, we found that IM mediated the influence of EI and POS on PSB. In the UK sample, none of the mediation hypotheses were supported. The study provides insights into the individual and organizational factors that promote the development of a prosocial orientation in managing workplace safety issues, revealing the importance of recognizing the role of EI as a significant person-related antecedent supporting PSB. The statistical evidence from the study suggests that organizations that desire to facilitate the expression of PSB in their workforce may consider investing in training programs to enhance the EI of their employees and designing work conditions that facilitate high levels of intrinsic motivation. [ABSTRACT FROM AUTHOR]

This study investigates the growing issue of nomophobia, characterized by the anxiety of being without a mobile phone, in the workplace. Utilizing the broaden-and-build theory, this research examines the impact of supportive leadership, co-worker support, Human Resource Management (HRM) practices, and affective commitment on reducing nomophobia among employees. Data were collected from 393 employees across various educational organizations. Structural Equation Modeling (SEM) was employed to test the proposed hypotheses. The findings reveal that supportive leadership significantly reduces nomophobia by enhancing HRM practices and affective commitment. However, contrary to expectations, co-worker support was found to increase nomophobia, suggesting that informal communication and social interactions via mobile devices might exacerbate smartphone dependency. HRM practices emerged as a critical factor in mitigating nomophobia, more so than affective commitment. This study contributes to the literature by highlighting the complex dynamics of workplace relationships and offering practical insights for organizations aiming to reduce nomophobia and improve employee well-being. [ABSTRACT FROM AUTHOR]

The recent technological, economic and innovative developments have reshaped the long-established business models. Organizational change is now an important component of tactical plans for most businesses, leading to both new threats and potential prospects. The surge in the adoption of technologies marks a decisive shift towards digital transformation. This compels organizations to recalibrate their processes, objectives, and overarching missions to remain competitive. However, digital change often brings with it feelings of uncertainty, stress and concerns about job security. The study seeks to bridge the knowledge gap concerning the relationship between an employee's intrinsic motivation and affective commitment during such transformations. A theoretical model outlines predictors of employee intrinsic motivation, including perceived job characteristics and employee self-esteem. The paper reveals that job characteristics during digital transformation, along with employee self-esteem, positively influence intrinsic motivation, which in turn affects affective commitment. [ABSTRACT FROM AUTHOR]

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Extensive attention in organizational research has been dedicated to workplace bullying, primarily focusing on its frequency and impact on both the victim and the bully, emphasizing interpersonal dynamics. This study extends current research by shifting the focus to the organizational level, examining the relationship between organizational culture and affective commitment, mediated by workplace bullying. Utilizing data from two surveys (N = 650 in 2012 and N = 553 in 2017), the study reveals that dimensions of organizational culture, such as assertiveness, performance orientation, and ingroup collectivism significantly influence work-related workplace bullying. Performance orientation and assertiveness are positively associated with increased bullying, whereas ingroup collectivism serves as a deterrent. In turn, work-related bullying negatively impacts affective commitment, while a culture characterized by high ingroup collectivism not only links negatively with bullying but also links positively with affective commitment. This work is one of the first studies to investigate the interplay among several dimensions of organizational culture, workplace bullying, and affective commitment, underscoring the importance of supportive organizational cultures in fostering healthy work environments. [ABSTRACT FROM AUTHOR]

This study examines why employees in positive informal relationships may engage in unethical pro-organizational behavior (UPB). Drawing on social exchange theory and social cognitive theory, we examined the potential relational mechanisms of workplace friendships on UPB with a sample of 431 new-generation employees from different Chinese companies. The results of the empirical study indicated that workplace friendship and affective commitment were significantly positively related to UPB, as was the indirect effect of workplace friendship on UPB through affective commitment, and that a caring ethical climate (CEC) strengthened the positive relationships between workplace friendship and affective commitment and between affective commitment and UPB. Furthermore, male, married, and basic supervisor/ middle management employees were likelier to participate in UPB than female, unmarried, and general staff. These findings suggest that workplace friendships, affective commitment, and CEC may have a previously unexplored dark side. This study deepens the understanding of the environmental and personal factors that influence employee participation in UPB and contributes to the literature on the potential negative consequences of positive factors. We also discuss essential theoretical and practical implications and future research directions. [ABSTRACT FROM AUTHOR]