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In the pursuit of advancing corporate social responsibility and various dimensions of intrapreneurship, this study investigates strategies to nurture employees' creativity and dedication in the workplace, encompassing innovation, proactivity, and risk-taking behaviors. Employing artificial neural networks (ANN) and structural equation modeling, we analyze survey data collected from workers in Tunisian public sector enterprises. In total, we sampled 500 employees, collecting 300 responses for the empirical study. Additionally, sensitivity analysis reveals noteworthy distinctions: single men and women hold a higher regard for CSR compared to their married counterparts, reinforcing the importance of considering marital status in CSR initiatives. The primary objective of this study is to establish a comprehensive research model elucidating how CSR-supportive measures influence employee outcomes, encompassing organizational commitment, individual work commitment, and creative contributions. This research endeavors to offer valuable insights to public enterprise managers, facilitating a precise understanding of strategies to enhance employee commitment at both the organizational and individual levels. Experts concur that when public enterprise employees perceive their management implementing creative and CSR-supporting initiatives, their commitment to the organization intensifies. In addition to enriching existing resource-based and commitment theories, this study provides practical guidance for human resource management in the context of public sector enterprises. [ABSTRACT FROM AUTHOR]

Purpose: Drawing on the leader–member exchange (LMX) theory, we examine the role of empowering leadership in employee organizational commitment and the organizational citizenship behavior. Furthermore, we examine if these relationships are explained by factors such as follower trust in the leader and leader authenticity. Design/methodology/approach: We draw on survey data from 153 individuals serving the hospitality industry sector. The data are analyzed using structural equation modeling. Findings: Results show that trust in a leader positively mediates the relationship between empowering leadership and organizational citizenship behavior as well as organizational commitment. We also find a direct association between empowering leadership and the two organizational outcomes. However, we do not find evidence of the moderating role of leader authenticity in empowering leadership and trust in leader–leader relationship. Originality/value: This paper brings to light the significance of empowering leadership, especially for hospitality workers who often operate in stressful and deeply hierarchical organizational environments. Our study findings provide a pathway for how supervisors should follow an empowering form of leadership annculcate trust in employees for better organizational outcomes. The findings indicate significant theoretical and practical implications and offer recommendations for future research. [ABSTRACT FROM AUTHOR]

The research's main objective is to examine the mediating role of Employee Commitment (EC) in the relationship between Flexible Work Arrangements (FWAs) and employee behavior (Innovative Work Behavior (IWB) and Employee Performance (EP)) among employees in the Republic of Serbia. The research consists of a theoretical part (review of the literature on previous theoretical and empirical findings) and an empirical part (Partial least squares structural equation modeling (PLS-SEM) analysis conducted on a sample of 582 employees in Serbia). The main findings have determined that there is full mediation, as the indirect effect of FWAs on Innovative Work Behavior through employee commitment is significant, and partial mediation, as the indirect effect of FWAs on Employee Performance through Employee commitment. The flexibility provided by FWAs not only increases employee satisfaction and loyalty but also motivates them to reciprocate through improved behavior and employee performance. In this way, employee commitment becomes a key factor that links organizational flexibility policies with positive outcomes in employee behavior. Flexible work arrangements are key to HR sustainability by enabling a better work-life balance, reducing stress, increasing employee commitment, and fostering long-term innovation and productivity. The mediating role of employee commitment in the relationship between flexible work arrangements and employee behaviors, such as innovative work behavior and employee performance, is particularly important. A high level of commitment, which stems from flexible work conditions, significantly contributes to innovative practices and improved performance, further strengthening the sustainability of organizations. [ABSTRACT FROM AUTHOR]

Purpose: Drawing on social exchange and social identity theories, this study examines the mediating role of organizational identification on the relationship between high-performance human resource practices (HPHRPs) and employee commitment. The study further examines the moderating role of organizational culture in this mediated relationship. Method: A cross-sectional survey was conducted with 340 employees from state-owned enterprises in China, and SPSS was used to test the hypothesized relationships. Findings: The results indicate that organizational identification acts as a mediator of the relationship between HPHRPs and employee commitment. Additionally, organizational culture moderates the strength of this mediated relationship, affecting the degree to which HPHRPs foster commitment. Originality: This study contributes to the literature by integrating social exchange and social identity theories to explain the psychological mechanisms underlying the employee-organization relationship. It also extends the understanding of how organizational identification mediates the link between HPHRPs and commitment, and how organizational culture moderates these effects, providing a more comprehensive understanding of these interrelated dynamics in organizational settings. [ABSTRACT FROM AUTHOR]

This study determines how employee commitment influenced the relationship between quality of work life and employee performance. A non-experimental quantitative research design with a descriptive correlational and regression approach was employed on 900 employees from a sample of companies drawn from various industries. Digital survey questionnaires were utilized because of their accessibility, cost-effectiveness, and efficiency in reaching broad and diverse participants. In addition, a logistic hierarchical regression was performed to determine the moderating effect of employee commitment. The findings indicated a significant association between the quality of work life and employee performance. After being moderated by hierarchical logistic regression, employee commitment did not show any conclusive evidence of an interaction effect between the effectiveness of the quality of work life and employee performance. Although employee commitment showed a significant positive association with the performance of the employees, the degree of employee commitment did not show any evidence of an interaction effect. The findings suggest that the quality of work life is an indispensable determinant of employee performance, regardless of employee commitment. Hence, an organization should implement policies focused more on quality of work life to improve employee performance. [ABSTRACT FROM AUTHOR]

Effective leadership sits at the heart of organisational success, especially during periods of change. In the dynamic and highly competitive environment of commercial banks in Sierra Leone, the impact of leadership styles on employee performance is a critical area of investigation. The purpose of this paper is to assess the differential effects of transformational and transactional leadership styles on employee performance during change initiatives within commercial banks in Sierra Leone. The research study utilised a cross-sectional survey design, and data was collected from 903 participants employed in the banking industry. The study used the structural equation model as an investigative instrument to examine the hypotheses. The findings reveal that transformational and transactional leadership styles demonstrate a strong bearing on employee performance, with the latter having a bigger influence. Organisational citizenship behaviour has a mediating effect between leadership styles and employee performance. In contrast, employee commitment does not act as a mediator between transformational leadership and employee performance but does act as a mediator between transactional leadership and employee performance. Commercial banks need to devise training programs that will advance both leadership styles to arouse, energise, or inspire followers to display favourable behaviour and commitment to attain organisational goals. The paper makes an insightful contribution to the existing leadership literature by ascertaining the significance of leadership styles on performance and the role of commitment and organisational citizenship behaviour as mediators of the nexus between leadership styles and performance in the Sierra Leone banking industry. [ABSTRACT FROM AUTHOR]

Balancing working life and personal life is quite challenging, especially for women who must play diverse roles at a time. Family obligations and the nature of work also influence the intensity of work-life conflict. A well-articulated human resource policy may not wipe out the role conflict but can minimize it prudently. This study is designed to examine whether the existing WLB policies of private commercial banks in Bangladesh are designated enough to influence the female bankers’ level of commitment and their attitude toward job market. Based on the social exchange theory, this study assesses the experience of 450 mid-career bankers deploying the PLS-SEM approach. The results infer that mid-level female bankers show a satisfactory level of commitment to their employment and a positive attitude toward the labor market despite the challenging job requirements. Additionally, their affection toward the banking career brings significantly positive results in influencing their commitment and labor market perception. The study also explored moderating impact and observed that the career commitment substantially moderates the WLB and employee commitment relationship. As women have strong ties to family responsibilities in the cultural context of Bangladesh, understanding the perceived consequences of WLB is essential to formulating effective policies. Besides enriching theoretical understanding, the findings will help the managers and policymakers to understand the value of offering effective policies for female bankers to balance their work and life.

This paper explores the relationship between talent management and dimensions of employee commitment at Nelspruit Banks, a major player in Mpumalanga Province. The paper uses a self-administered Likert-scale questionnaire to collect employee responses on talent management and its impact on normative, affective, and continuance commitment levels. The questionnaire was analysed using IBM SPSS version 28, 63 questionnaires were used for data analysis. This study employed both descriptive statistics (means, frequencies, and pie charts) and inferential statistics (Pearson product moment) to investigate the relationship between talent management and employee commitment. The main findings of the study indicated that talent management positively correlates with two employee commitment components. Notably, talent management positively correlated with continuance and normative commitment. These findings underscore the importance of talent management practices in fostering employee loyalty and retention. It is recommended that Banks consider implementing targeted strategies to foster a positive work environment, recognize and reward employee contributions, and provide opportunities for career development and growth. By focusing on these areas, the banks can strengthen employee commitment and improve overall organizational performance. [ABSTRACT FROM AUTHOR]

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

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

The purpose of this study was to investigate the relationship between job promotion and employee commitment at a Ghanaian University Library. Employing a cross-sectional survey design, primary data was collected through self-administered questionnaires from a sample of 187 Junior and Senior staff within the library. The Census method was used to include all 187 staff for the study. The reliability of the questionnaire was established through Cronbach Alpha coefficient analysis, confirming internal consistency with all items scoring above 0.70. Hypotheses were tested using Spearman's Rank Order Correlation Coefficient. The study findings revealed a statistically significant positive relationship between job promotion and employee commitment among library staff. The study concludes by recommending that university libraries in Ghana prioritize job promotion as a means to foster employees' affective commitment, thereby enhancing organizational effectiveness and employee satisfaction. These insights contribute to a deeper understanding of the dynamics between promotion and commitment within the library community, offering practical implications for organizational management and policy formulation. [ABSTRACT FROM AUTHOR]

Purpose: This study critically examines the implications of leadership styles on employee commitment in higher education institutions in South Africa, addressing the challenges posed by rapid transformation in the sector. Methodology: A systematic literature review approach was adopted, synthesizing existing research findings from credible academic databases. Results: The study established that transformational leadership, focusing on vision-setting and employee empowerment, fosters trust and commitment. Conversely, transactional leadership, relying on contingent rewards, may inhibit creativity and long-term engagement. Theoretical contribution: This review contributes to the understanding of leadership dynamics in higher education, particularly in the South African context, by highlighting the relationship between leadership styles and employee commitment. Practical implications: The findings underscore the need for effective leadership development programs and organizational policies that cultivate staff commitment, potentially improving the performance of South African higher education institutions. Sustainable Development Goals (SDGs): SDG 4: Quality Education; SDG 8: Decent Work and Economic Growth; SDG 10: Reduced Inequalities; SDG 16: Peace, Justice and Strong Institutions

Study design/methodology/approach: Employing a quantitative design, specifically a descriptive correlational design, while utilising a purposive sampling technique to collect the data from 171 respondents through a structured self-made questionnaire and applying the following statistical tools like mean, Pearson correlation, and regression analysis to uncover the relationship between service crew commitment and inventory management efficiency in quick service restaurant. Findings: It reveals a strong or positive correlation between service crew commitment and inventory management efficiency in quick-service restaurants. The key factors affecting service crew commitment are training programs, recognition and feedback mechanisms, standardised procedures, resource availability, and organisational culture. The regression analysis emphasises that both service crew commitment and the contributing factors significantly enhance the efficiency of inventory management. Originality/value: The uniqueness of this study is its investigation into the relationship of service crew commitment to the efficiency of inventory management in QSRs within a specific area covered by Quezon City, Philippines. This focus was not previously covered in the body of existing research. It pinpoints the factors that significantly affect crew commitment and inventory efficiency, including training, recognition, standardised procedures, availability of resources, and organisational culture. The quantitative descriptive-correlation approach presents useful data with which to act by showing a strong relationship between these variables. The authors have provided managers with practical ways to improve service crew engagement and optimise inventory processes to reduce costs and improve operational efficiency, especially in the Philippine QSR industry setting.

Background Globalization has expanded the scope of business with many companies relying on the contribution of expatriates to fill skills gap in foreign business operations, transferring management knowledge, launching new operations, and coordinating activities on a global scale. Expatriates, however, face challenges that stem from cultural differences. Their commitment levels depend on how well and how quickly they adjust to the unfamiliar culture(s) of the host country. Methods This study sought to investigate the implications of work factors on commitment of expatriates working in selected mission hospitals in Kenya. It was anchored on the provisions of the Three-Component Commitment and International Adjustment theories and a randomly selected sample of 112 respondents from a target population of 156 medical expatriates. Results and conclusions The results depicted that work-related factors significantly affected employee commitment (β= -1.033, p=0.000). To conclude, we argue that employee commitment amongst expatriates can be enhanced through work factors’ cross-cultural adjustment. We further recommend setting up of cross-cultural adjustment policies for expatriate workers within the workplace, particularly in mission hospitals.

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

Purpose: This study critically examines the implications of leadership styles on employee commitment in higher education institutions in South Africa, addressing the challenges posed by rapid transformation in the sector. Methodology: A systematic literature review approach was adopted, synthesizing existing research findings from credible academic databases. Results: The study established that transformational leadership, focusing on vision-setting and employee empowerment, fosters trust and commitment. Conversely, transactional leadership, relying on contingent rewards, may inhibit creativity and longterm engagement. Theoretical contribution: This review contributes to the understanding of leadership dynamics in higher education, particularly in the South African context, by highlighting the relationship between leadership styles and employee commitment. Practical implications: The findings underscore the need for effective leadership development programs and organizational policies that cultivate staff commitment, potentially improving the performance of South African higher education institutions. [ABSTRACT FROM AUTHOR]

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This study investigates the interplay between Occupational Health and Safety (OHS) practices, employee commitment, and employee performance at manufacturing companies. A quantitative approach using correlation and regression analyses assessed relationships between variables. Data were collected from 115 employees across three manufacturing companies in Ghana's Awutu Senya District. OHS practices positively influence both employee commitment and performance, with commitment partially mediating this relationship. This suggests that a safety-focused environment leads to a more committed and high-performing workforce. These findings hold significant practical implications for manufacturing companies. By prioritizing comprehensive OHS initiatives, organizations can cultivate a safer and more supportive work environment, which leads to a more engaged and productive workforce. This study examines the under-explored mediating role of employee commitment in the OHS-performance relationship within the manufacturing industry in Ghana. By doing so, it extends knowledge and offers insights for optimizing workplace safety, employee well-being, and organizational success. [ABSTRACT FROM AUTHOR]

Workforce diversity in public sector organizations in sub-Saharan Africa is supported by legal statutes and mandates as opposed to organizational policy initiatives. HR audits indicate a skewed distribution of specific ethnic groups and an aged workforce with redundant skills due to recruitment practices. Due to the dearth of studies on workforce diversity in sub-national governments in Sub-Saharan Africa, the study examined the role of recruitment practices in enabling workforce diversity in the County Government of Trans- Nzoia. The study was guided by the social identity theory and adopted a descriptive design that was cross-sectional in the time dimension. The study censused senior employees of the County Government and employed a questionnaire as the main research instrument The study carried out data analysis through descriptive analysis and used regression analysis using Statistical Package for Social Sciences (SPSS) software version 20.0 and the output presented in the form of graphs, Charts, and tables. The descriptive statistics indicated the county government values employee qualifications and uses both internal and external job advertisements, with a skewed but consistent selection process. Use of interviews with little application of the psychometric test of candidates as a screening criteria. Workforce diversity significantly correlated with the recruitment practices; with job advertisements (r = 0.781, p< 0.05), and screening process (r = 0.679, p< 0.05), The study concluded that the recruitment practices have a positive effect on workforce diversity. Based on the findings, the study recommends that the county government support competitive recruitment procedures to improve workforce diversity. The study implications are that sector organizations can promote workforce diversity through efficient practices. The study calls for the HR professional to critically examine the different aspects of HRM in public sector organizations. The study findings are beneficial to sub-national governments, policymakers/legislators, and other scholars in Kenya. [ABSTRACT FROM AUTHOR]

Compassionate leadership with a development focus has become a focal point in contemporary organizational discussions. Industries are keen to explore its alignment with core values, integrating it into their culture and operational ethos. Compassion, often described as empathy in action, involves understanding others' perspectives and collaboratively solving challenges. Our research delves into the nuanced impact of compassionate leadership with a development focus on enhancing employee Commitment. [ABSTRACT FROM AUTHOR]

The study investigates an association between citizenship fatigue, psychological ownership, and employee commitment among artisans of family construction firms. A purposive and convenience sampling techniques were used to select 121 family-owned construction companies and 295 respondents, respectively, in Ghana. Data was collected using either self-reported or interviewer-administered questionnaires and analyzed using a partial least squares structural equation model. Citizenship fatigue negatively influences employees' commitment. Additionally, employee commitment was positively predicted by psychological ownership. Finally, psychological ownership moderates the link between citizenship fatigue and employee commitment. The effects of moderation of psychological ownership on employee commitment were found to be higher for lower citizenship fatigue and lower in the face of higher citizenship fatigue. This study represents a pioneering investigation into the role of psychological ownership as a boundary condition in the relationship between citizenship fatigue and employee commitment among artisans employed by family-owned construction firms. The findings suggest employees act as stewards when they possess a sense of ownership feeling towards the firm. Consequently, management of family construction firms must work to enhance employees' ownership feelings to mitigate the effect of the phenomenon of citizenship fatigue on their levels of commitment in the work environment. [ABSTRACT FROM AUTHOR]

Introduction: Work is very important to man and work experiences have implications on other aspects of human life. The major essence of work is to obtain resources to optimize other domains of life. This demands the need to strike a balance. Flowing from the positive and negative effect of the Spill over theory, the study investigated the influence of work-life balance (WLB) on employee job commitment using JS as the mediating variable. Methods: A cross-sectional survey design elicited the desired data from 344 employees in 4 Universities and 4 multinational companies. Path diagram analysis served as the data analysis technique. Results/discussion: The results show that all the family and religious lives have statistically significant negative influences on employee commitment (EMPC) while leisure and health have statistically significant positive influences on EMPC. The study thus, makes theoretical contributions. [ABSTRACT FROM AUTHOR]

Talent management practices are becoming crucial in educational institutions. These practices seek to discover and develop the talents and abilities of educators, staff members and students, ensuring that the institution can deliver quality education while remaining competitive. The study attempts to identify important topics, trends, and notable publications in this field. The analysis covers numerous sources during a predetermined period (2018-2022), including books, conference proceedings, and scholarly journals. The Bibliometric analyses were conducted using data from the Scopus database (Total Scopus Data=55), VOSViewer, the Bibliometrics library, and the Biblioshiny platform of the RStudio® software. The results show that several themes like significant authors, publications, references, institutions, and nations' information have emerged as essential elements of talent management in educational settings. We also analyse the geographic distribution, regional differences and possible research areas for cross-cultural comparisons. This study analyses the literature on these themes and contributes to our understanding of how to handle talent management in educational institutions. [ABSTRACT FROM AUTHOR]

PurposeDrawing on social exchange and social identity theories, this study examines the mediating role of organizational identification on the relationship between high-performance human resource practices (HPHRPs) and employee commitment. The study further examines the moderating role of organizational culture in this mediated relationship.MethodA cross-sectional survey was conducted with 340 employees from state-owned enterprises in China, and SPSS was used to test the hypothesized relationships.FindingsThe results indicate that organizational identification acts as a mediator of the relationship between HPHRPs and employee commitment. Additionally, organizational culture moderates the strength of this mediated relationship, affecting the degree to which HPHRPs foster commitment.OriginalityThis study contributes to the literature by integrating social exchange and social identity theories to explain the psychological mechanisms underlying the employee-organization relationship. It also extends the understanding of how organizational identification mediates the link between HPHRPs and commitment, and how organizational culture moderates these effects, providing a more comprehensive understanding of these interrelated dynamics in organizational settings.

Aim: The primary objective of this article is to thoroughly explore the issue of employee commitment within the context of the manager-employee relationship and proposing a model of the process of preparing manager to build superior-subordinate relation and form employee commitment in the organisation’s foreign branch. Methodology: The qualitative method of research was implemented in the form of individual in-depth interviews (IDIs) conducted with top managers of internationally operating organisations. Results: Manager-employee relationships evolve. To make the process more satisfactory for both sides, the Leader-Member Exchange (LMX) theory and Positive Organizational Scholarship (POS) concept should be integrated in it. Both concepts are inherently linked to employee management in the international environment. Furthermore, LMX is evolving towards relational leader-member exchange (RLMX). The process of adaptation to a new work environment is connected not only with the cultural, but also personal characteristics of managers and their experience in operating in international organizations. Cultural differences can significantly affect supervisor-superior relation and employee commitment. Nevertheless, it also seems that universal virtues such as respect and trust, shape the dynamism of the process, which consists of stages described in the conceptual model. Implications and recommendations: To reduce or actually minimise the impact of cultural factors on relations between managers and employees, it is necessary to find the appropriate style of leadership and adjust it to each individual. What makes the process successful is the recognition of local employees’ needs as well as the implementation of positive motivation methods. Originality/value: The article aims to contribute to the discourse on LMX and POS in the context of leadership style in international work environment (IWE). Both approaches should be studied in parallel to identify the key determinants of a manager’s success, reaching beyond the cross-cultural dimension. Contrary to the models presented in the literature, the proposed model is based on managers’ perception of the process of adaptation to the host country’s culture.

Academic employees face declining working conditions that may reduce the level of commitment to resource-constrained public higher education institutions. The purpose of the study is to examine whether strong social interactions at work affect academic employee commitment amid a poor state of physical working conditions in under-resourced public higher education institutions. A cross-sectional survey obtained data from 63 academic employees across six faculties at a large, under-resourced public higher education institution located in the province of KwaZulu-Natal, South Africa. Academic employees taught many under-prepared students, primarily from previously disadvantaged backgrounds, using limited physical resources. The linear regression (r = –.0.52, CR = 3.21, p = < .001) results showed that stable social interactions were associated with high employee commitment in resource-constrained institutions. Academic employees remain highly committed to the institution despite the poor physical working conditions. The study extends the affective perspective by showing that employees build regular social interactions to remain highly committed and overlook limited access to physical workplace resources. Leaders ought to create regular social interaction opportunities between employees to foster high employee commitment amid inadequate physical working conditions.

The concept of good government (good government governance) is one of the elements that must be intertwined with thE-Government and the private sector. The aim of this research is to determine the influence of E-Government and Employee Commitment on improving employee performance through Digital Competence at the Greater Surabaya General Election Supervisory Agency. This study uses a quantitative approach. The data collection technique used in this research is Google Form. Data analysis was carried out through direct and indirect influence tests. This test was carried out using the SmartPLS statistical program and looked at the total direct effect and indirect effect calculations. The results of this research are that employee commitment has a positive and significant direct influence on employee performance, employee commitment has a positive and significant direct influence on digital competence, digital competency has a positive and significant direct influence on employee performance, E-Government has an influence positive and significant direct influence on employee performance, while the indirect influence is that employee commitment has a positive and significant direct influence on employee performance through digital competency as mediation, and digital competency functions as partial mediation, and for E-Government it has a positive direct influence and significant to employee performance through digital competence as mediation, where competence functions as partial mediation. This means that the better the implementation of E-Government and Employee Commitment, the greater the increase in Digital Competence so that it can improve employee performance at the Greater Surabaya General Election Supervisory Agency.

This study investigates the impact of leadership vision (LV) on the employee commitment (EC) and organizational excellence (OE). Basic objectives of the study were to comprehend the Dimensions and components of effective leadership vision, to find out the association between leadership vision and employee commitment, and to assess the impact of leadership vision clarity and consistency on employee commitment. Five public sector universities and 380 male and female lecturers have been chosen. Information was gathered through questionnaires using cluster sampling techniques. Only 340 questionnaires were received and using different statistical methods, including mean, percentage, Pearson's correlation, and Regression. Tested the above construct were found that there is strong positive impact of Leadership vision on employee commitment. Moreover, the strategic alignment of vision with the university's values and objectives ensures coherence and unity of purpose, enabling effective decisionmaking and resource allocation. As a result, employees are more engaged, proactive, and invested in their work, leading to improved performance, innovation, and overall organizational excellence and effectiveness. [ABSTRACT FROM AUTHOR]

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

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

Employee commitment is one of the common thematic areas for TQM in the service sector. It is crucial in fostering a sense of purpose, dedication, and alignment with the organization's mission and values. Since organization performance is linked to product quality and depends on its employees' dedication, organizations seeking competitive advantages through TQM must critically examine the levels of employee commitment. The universities in sub-Sahara Africa face elevated environmental dynamism in providing quality education. Due to conceptual gaps in the studies on employee commitment to university education in Kenya, the study evaluated the influence of employee commitment on the performance goals of private universities in Kenya. The study targeted seventeen (17) privately chartered universities founded by religious-based institutions in Kenya and utilized descriptive research design. The study censused 17 heads of administrative sections, functional departments and academic sections and used questionnaires as the primary data collection tool. Cronbach's Alpha reliability testing indicated that the instrument achieved scale reliability. The study used both descriptive and inferential analysis, and the results indicated that performance goals positively correlated with employee commitment (r = 0.670, p < 0.05) and explained 45.82 % variance in performance goals with an effect size; β1 = 0.67697 (t = 12.97, p< 0.05). The findings showed that employee commitment significantly influences the performance goals of these universities. The study recommends that these universities should seek to train, develop and align their human capital towards higher quality objectives from individual, departmental and organizational levels. This study is significant to the stakeholders in privately -- chartered universities in Kenya and related contexts, as it will offer more enriching information on employee commitment to quality. [ABSTRACT FROM AUTHOR]