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Even though, the human resource management literature has highlighted the importance of having employees that are committed to the organization, research on strategic human capital has yet to fully consider how commitment is related to human capital resources. In order to overcome the dominant individual‐level conceptualization of commitment and to detail how commitment affects human capital resources, we develop the unit‐level concept of commitment capital, which we divide into three levels: affiliative commitment capital, affinitive commitment capital, and absolute commitment capital. These conceptualizations are based on a 10‐year case study and incorporate commitment into a strategic human capital framework, thus bridging the current gap between organizational commitment and human capital resources. [ABSTRACT FROM AUTHOR]

Organizations often involve collaboration such that when they function well, their members engage in purposive coordination and cooperation with others. Previous research has focused on the role of shared, organizational-level goals and supportive governance mechanisms in promoting collaboration. But this research has not adequately addressed the question of the role of moral legitimacy in sustaining commitment to organizational goals and in facilitating good governance. In this article, we identify novel ethical microfoundations of collaborative organizations, explaining the role of organizational ethics in supporting organization-level goals and good governance. We draw upon virtue ethics, adopting a practice perspective on joint production to explain how standards of professional excellence and the virtues function so as to sustain commitment to organizational goals within collaborative organizations. We also draw upon goal-framing theory to articulate the reciprocal and mutually supportive relationship between governance and virtue, where governance requires virtue to function well, and virtue is sustained by governance mechanisms. [ABSTRACT FROM AUTHOR]

When does pay dispersion elicit positive or negative employee attitudes? A review of the pay dispersion literature indicates a controversy around this vital question and suggests that numerous contingency factors moderate the effects of pay dispersion. In an empirical study of four Finnish companies consisting of 141 work units, we examine contingencies in attitudinal reactions to job‐based pay dispersion among blue‐collar workers. Based on archival pay data matched with employee survey responses (n = 536), we find that perceptions of pay basis legitimacy, task interdependence, and an individual's pay standing within the work unit explain the strength and direction of the relation between job‐based pay dispersion and employee attitudes (i.e., work engagement and organizational commitment). Our findings have implications for the design of pay systems and contribute to a better appreciation of the complexities underlying employee attitudinal responses to pay dispersion. [ABSTRACT FROM AUTHOR]

This study examines the role of Employee empowerment as a driver of management innovation and the mediating role of two employee behavioural factors, Organizational identification and Employee organizational commitment, on the association between Employee empowerment and management innovation. Data were collected from 156 middle-level managers in Australian organizations using mail and online survey questionnaires and analysed using structural equation modelling. The results show a direct positive association between Employee empowerment with both dimensions of management innovation (practices and techniques). Further, Organizational identification was found to mediate the association between Employee empowerment and management innovation techniques and Employee organizational commitment was found to exhibit a direct association with management innovation. The findings provide organizations with an insight into the critical role of Employee empowerment, Organizational identification and Employee organizational commitment in influencing the extent of use of management innovation. [ABSTRACT FROM AUTHOR]

For any business to effectively serve and satisfy both its customers and employees, it is crucial to ensure high employee productivity. This involves maximizing the potential of the workforce, securing long-term productivity improvements, and nurturing a culture of continuous enhancement to achieve organizational excellence. This study aims to create a structural model that examines the impact of employee commitment, job satisfaction, teamwork, and training on productivity. After conducting scientific validation and reliability tests, questionnaires were utilized as the primary data collection method. The research, which employed a descriptive-correlational and causal-comparative design, gathered data from 518 staff and faculty members at a Higher Education Institution. The findings revealed a positive correlation between employee productivity and other variables, showing that higher productivity levels are linked to greater commitment, job satisfaction, effective teamwork, and the benefits of training initiatives. However, the productivity of Higher Education employees is particularly influenced by teamwork and training. This suggests that when there is collaboration between employees and management, and employees receive relevant training, productivity significantly increases. Ultimately, the fifth structural model best explains the relationship between teamwork, training, and employee productivity. [ABSTRACT FROM AUTHOR]

This study aims to explain the variability in organizational commitment by examining a range of individual and organizational factors. The predictors include personality traits from the HEXACO model, organizational orientations, subjective wellbeing, perceived employment uncertainty, duration of employment, and income satisfaction. The sample consisted of 1,127 employees, with 49.4% from the private sector and 50.6% from the public/state-owned sector. Multiple regression analysis revealed that the models were statistically significant for both sectors. Public sector employees demonstrated higher levels of continuance commitment, likely due to job security, while private sector employees exhibited higher levels of affective and normative commitment. The model accounted for 51.8% of the variance in organizational commitment for public sector employees and 39.2% for private sector employees. These findings underscore the distinct commitment patterns between sectors and emphasize the role of both dispositional and contextual factors in shaping organizational commitment. [ABSTRACT FROM AUTHOR]

Introduction: Organizational commitment (OC) significantly impacts the quality of care provided by healthcare staff. It reflects employees’ connection to and engagement with their organization, affecting job satisfaction, employee turnover, and the overall success of the healthcare organization. This research seeks to assess OC levels and identify its influencing factors among health sector staff in Shiraz, southwestern Iran. Methods: In this cross-sectional study, the staff of the health sector including physicians/family physician (FP), midwives, healthcare workers, psychologists, dentists, and nutritionists were selected through a multi-stage sampling; they filled out an online 36-item questionnaire (12 demographic items and 24-item Allen and Mayer OC questionnaire). The data were analyzed using SPSS software (version 25). Descriptive statistics of OC scores were provided. Also, independent samples t-test and analysis of variance were used as statistical tests, and P-value < 0.05 was considered the significant level. Results: Overall, 289 staff with a mean age of 32 ± 7.6 years participated in this study. The OC total mean score was higher in the public sector compared with the private sector and higher in the non-FP team compared with the FP team. The mean score of all types of OC among all job positions was low. Moreover, education level, workplace, job experience in current job, engagement in other jobs for making money, and FP staff showed a significant association with the total mean score of OC. Conclusion: According to the results, OC among health sector staff is low. Therefore, policymakers in the health sector are strongly recommended to implement immediate measures to enhance this critical factor among their workforce. [ABSTRACT FROM AUTHOR]

In the face of global competition, it is imperative to conduct research on organizational identification in order to maximize employee commitment and organizational loyalty. Understanding how employees identify with their organizations can lead to improved productivity and retention rates. Organizational identification (OI) refers to an individual's cognitive and affective connection to an organization. It exerts a significant impact on employee attitudes, behaviors, and job performance. It indicates an employee's emotional bond, connectivity, and recognition with their company. This study aims to examine the impact of OI using bibliometric analysis and a literature review. Despite the topic's wide use and coverage, the literature lacks quantitative data for bibliographic element analysis, making this study unique. This research fills that knowledge gap. We selected 227 research publications from the ABDC's 2022 Quality Journals list, with A*, A, and B category journals for 2013 and 2022. The research methodologies employed encompassed trend analysis, scientific mapping, bibliographic coupling, co-occurrence analysis, and so on. Also, this study provides in-depth thematic analysis, content analysis, and a theoretical framework that contributes to the originality of the research. Our research findings offer bibliographic insights that enhance the study of literature. The study found that top journals are more interested in this topic. "Journal of Business Ethics" is very productive, whereas "Academy of Management Journal" holds the most influence. The study also highlights research gaps through quantitative and qualitative research. The study concluded by proposing further investigation and examining the consequences of its findings. [ABSTRACT FROM AUTHOR]

Background: Emotion control, adherence to ethics, and organizational commitment are among the widely addressed topics in response to turbulent and complex organizational environments. The aim of this study was to investigate emotional and moral intelligence and their effect on organizational commitment among nurses working in public hospitals. Methods: This descriptive-analytical cross-sectional study was conducted on 385 nurses. The data collection tools were standard questionnaires on emotional intelligence, moral intelligence, and organizational commitment. The data were analyzed using t-test, ANOVA, Pearson correlation coefficient, and multiple linear regression with SPSS23 software. Results: The mean scores indicated moderate levels of emotional and moral intelligence and a low levels of organizational commitment among nurses. There was a significant positive correlation between emotional intelligence and moral intelligence with organizational commitment. Based on the results of multiple linear regression, components of emotional intelligence and moral intelligence, including responsibility, compassion, self-awareness, forgiveness, integrity, relationship management, self-management, and social awareness were identified as predictors of organizational commitment. Conclusion: Emotional intelligence and moral intelligence were estimated to be at moderate levels, and organizational commitment among the nurses was at a low level. Improving emotional and moral intelligence may enhance nurses' organizational commitment. Therefore, it is recommended that hospital managers provide training courses and workshops to improve nurses' emotional and moral intelligence, which can, in turn, promote their organizational commitment. [ABSTRACT FROM AUTHOR]

Background: In past decades, the Chinese government has enacted a series of ecological policies to encourage organizations, the pivotal institutional agents implementing national policies, and employees, the crucial micro-actors engaging in ecological construction, to bring about employee pro-environmental behavior (EPEB) which is the foundation to realize nation's ecological strategies. Yet, the effectiveness of a widely adopted organizational-level green management practice "organizational green compensation" (OGC) and a typical individual-level green personality trait "employee green conscientiousness" (EGC) have been explored alone, ignoring the prevalence of various OGC-EGC combinations and failing to clarify the potential influences of OGC-EGC (in)congruence on EPEB. Our research endeavors to address this limitation by resolving the following two problems: What are the (in)congruence effects of OGC and EGC on EPEB in the Chinese context? And what is the underlying mechanism? Methods: Study 1 surveyed EGC, OGC, and EPEB among 778 subordinate-supervisor dyads and sought to test two single effects and three sets of comparisons between and within the congruence and incongruence effects using the methodology of polynomial regression and response surface analysis. Study 2 measured EGC, OGC, employee environmental commitment (EEC), and EPEB among 713 subordinate-supervisor dyads and attempted to verify the mediating role of EEC employing the block variable approach. Results: Study 1 found that OGC and EGC independently, positively promote EPEB (ß = 0.39, p < 0.001; ß = 0.24, p < 0.001), the OGC-EGC congruence relates to higher EPEB compared to the OGC-EGC incongruence (p11 = 3.77, 95% CI = [0.71, 23.04]; p10 = − 0.65, 95% CI = [− 25.80, 0.42]; [α3 −α4 +α5] = − 0.24, 95% CI = [− 0.41, − 0.07]), the EPEB level is higher when the OGC-EGC congruence is at a high rather than low level ([α1 +α2] = 0.51, 95% CI = [0.39, 0.62]), and the EPEB level under the high-low combination is lower than that under the low-high combination ([α1-α2] = − 0.20, 95% CI = [− 0.38, − 0.02]). Study 2 further confirmed that EEC plays a mediating role during the OGC-EGC-EPEB relationships (the indirect effect = 0.14, 95% CI = [0.08, 0.20]). Conclusion: This research substantiates the value of OGC-EGC (in)congruence to fully understand EPEB variations such that, EPEB will be boosted (hampered) when OGC is (in)congruent with EGC; a higher congruence between OGC and EGC leads to higher EPEB, the high-low combination of OGC and EGC results in lower EPEB compared to the low-high combination, and EEC plays a mediating role in the above relationships, offering the Chinese evidence and providing theoretical and practical implications for the optimization of the OGC-EGC combinations to strengthen EPEB. [ABSTRACT FROM AUTHOR]

The study's main purpose was to examine the school principals' leadership styles, teachers' commitment and performance among secondary schools in the Division of Zambales. There were a total of 470 secondary teachers who served as respondents in this study who have taught during the school year 2021-2022. The Descriptive research design was used to assess the perception of the teachers to assess the leadership styles utilized by the school principals and its relationship on teachers' organizational commitment. The data were gathered from the respondents through a modified-adopted survey questionnaire. The descriptive (frequency, percentage and mean) and inferential statistics (Pearson r and ANOVA) were utilized for the analysis and interpretation of data. The major results showed that the teacher-respondents perceived that the school principal's leadership style as Kayod, leadership style by Libro, leadership style by Ugnayan, and leadership style by Oido are highly practiced while leadership style by Lusot is practiced. The teacher-respondents perceived as Beyond Expected Standard with regard to teachers' organizational commitment in terms of affective commitment while perceived as Approached Expected Standard in terms of continuance commitment and normative commitment. The teacher-respondents are assessed Outstanding on their work performance. There is a highly significant difference on the perceived level of agreement of teacher-respondents' work performance and the school's principal leadership style. There is a highly significant difference on the perceived level of agreement of teacher-respondents' work performance and their organizational commitment. There is a highly significant relationship on the perceived level of agreement of teacher-respondents toward the school's principal leadership styles and teachers' organizational commitment. Filipino leadership style by Kayod increased teachers' work performance in terms of quality and time, technical skills and knowledge, originality, creativity, and initiative in the Division of Zambales. The performance of secondary school teachers denotes a high level of achievement and commitment. In the light of the findings, it is recommended that the School heads may adopt leadership style by Kayod, Leadership style by Libro, Leadership style by Ugnayan, and Leadership style by Oido because the combinations of these Filipino leadership styles enables leaders to engage everyone within the organization. Affective commitment can be used by school leaders to represent organizational commitment among teachers. Teachers perform better when they feel that their school head cares about them, they feel respected, act as ambassadors for their organization, and are generally valuable assets. To increase school and teacher performance, school heads can apply Kayod, Libro, Ugnayan, and Oido leadership style to the team by adopting a range of methods and strategies. The school head may regard and pay proper attention to teachers' views and opinions in order to meet the needs of the entire institution in terms of teaching loads, teaching materials, and other supplies for the instructors to function efficiently. To boost teachers' dedication to their work, school administrators may use the combination of Kayod, Libro, Ugnayan, and Oido leadership approaches. To raise student achievement, the school principal may employ suitable measures such as prizes and recognition for teachers who are dedicated to their work. A training program to improve organizational change management capacity could be planned by school heads and DepEd officials. The school head may consider to increased teacher participation in policy-making, meeting schedules, discussion of ideas and opinions for the school's progress, and increased student achievement are some of the ways school heads can create a conducive environment that will help improve teachers' performance and satisfaction in the field of teaching. [ABSTRACT FROM AUTHOR]

Leader–member exchange (LMX) is the foremost relational approach to leadership. Building upon the LMX theory, this study aimed to examine the associations between three types of relationship appraisals in the workplace: leader–member (leader LMX), member–leader (member LMX), and member–member relationships (collegial climate), and their impact on employee work attitudes (i.e., employee job satisfaction and commitment). Questionnaire data were obtained from a sample of retail managers (n = 113) and retail workers (n = 555) in the Swedish retail sector. Mediation analyses confirmed the novel hypotheses that member LMX and collegial climate fully mediate the association between leader LMX and employee job satisfaction. However, in predicting employee commitment, the only significant mediator was member LMX. This study not only contributes to the existing LMX theory and research but also adds to the expanding body of knowledge in the field of positive organizational scholarship exploring the significance of positive workplace relationships in shaping employee attitudes. [ABSTRACT FROM AUTHOR]

Prison leavers encounter significant barriers to successfully re-integrating into the community, which can lead to re-offending. Complex interventions which are multi-faceted and involve successful partnerships are needed to meet the distinct health and social needs of this population group. For this study, we conducted a process evaluation of a pilot project, which aimed to offer holistic support to prison leavers through a combination of peer mentoring, sport and physical activity, and signposting, delivered in a community setting. Semi-structured interviews and focus groups were conducted with individuals (n = 14) involved in the delivery and the management of the project to understand how it had been implemented and what factors had influenced the delivery and partnerships involved. Factors that influenced project delivery included safeguarding and risk assessment concerns, lived experience of peer mentors, accessibility of the intervention, and the role of sport and physical activity as a vehicle for community re-integration. Partnership working was influenced by effective information sharing, organizational commitment, building relationships and professional networks, and regular communication between organizations. An intervention involving peer mentoring, sport and physical activity, and signposting, supported by close partnership working, was viewed as a promising approach to support the community re-integration of prison leavers. [ABSTRACT FROM AUTHOR]

The current work examined whether being forgotten or remembered by a boss or a coworker affects employee's interpersonal closeness to that person and, in turn, affective organizational commitment (AOC). A first correlational study examined these possibilities in an employed student (1a) and general employed (1b) samples. Perceived memory by both bosses and coworkers was a significant predictor of closeness to the boss or coworker and, in turn, of AOC. The indirect effect of perceived memory on AOC was stronger for boss memory than coworker memory, but only when memory ratings were supported by specific examples of memory. Study 2 provided additional support for the direction of effects posited in Study 1 using vignettes depicting memory and forgetting in the workplace. Overall, these findings suggest that perceptions of boss and coworker memory have an effect on employee's AOC through interpersonal closeness, and that this indirect effect is stronger for boss memory. [ABSTRACT FROM AUTHOR]

Workplace sexual harassment, particularly in hospitality, is a significant issue with many implications. For decades, assessing its scope and impact has drawn the attention of scholars, but some gaps still exist. Based on Rational Choice Theory, this paper explored employee conformance behavior to sexual harassment in relation to organization strategic commitment and employee wellbeing in the global south context. A total of 712 completed questionnaires were collected from Nigeria and Ghana. WarpPLS version 8.0 partial least squares structural equation structural modeling was employed to assess the research model. Results revealed that hotel workers' behaviors toward awareness and management of sexual harassment are nonlinear and complex. Conformance behavior, despite conceived by employees as an economic coping strategy, proved to be a temporary measure and is disadvantageous to wellbeing. An important managerial implication of this study is the need for education about what sexual harassment is and how it impacts employees' wellbeing. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to investigate the effects of sponsorship on organizational identification among employees of companies that sponsor individual athletes from the perspective of internal marketing. Design/methodology/approach: An online survey was conducted in July 2021 targeting employees of Company A. Specifically, employees were invited to participate via email notifications sent through the company's intranet. To clarify the impact of company sponsorships for individual athletes on employee organizational identification, this study focused on the relationship between Company A and an athlete they support. Psychometric scales were used to measure the factors of the hypothetical model, such as sponsor fit and attitudes toward sponsorship. The analysis was conducted using IBM SPSS 28.0 and AMOS 25 Graphics, and the hypotheses were tested using structural equation modeling. Findings: We collected a total of 365 survey responses in two weeks. All the hypotheses in this study were supported, indicating that athlete identification and brand knowledge had a significant positive effect on perceived sponsor fit. In addition, attitudes toward the employer significantly have positive relationships with brand commitment and organizational identification. This study showed that perceived sponsor fit plays an important role in employee perceptions of sponsorship. Athlete endorsement is effective from an internal marketing perspective. Research limitations/implications: The limitation of this study is the selection of the research subject. Conducting the same survey targeting individual athletes with different characteristics may lead to discoveries about the impact of corporate sponsorship on employee organizational identification. Practical implications: The practical implication of this study is that business executives should also use sponsorship for individual athletes as a means to unify and motivate their employees. In selecting athletes for sponsorship, it is necessary to select individuals who fit the company image. In this process, listening to employees' opinions may help select the most suitable athlete who matches the company's image. Originality/value: Many studies conducted on sports sponsorship have focused on the impact on potential customers, from external marketing. Even in studies examining the effects of sports sponsorship on employees, the sponsored subjects are typically teams or events. Therefore, the originality of this study lies in examining the impact of athlete endorsement on the company's employees from the perspective of internal marketing. [ABSTRACT FROM AUTHOR]

There has been great interest evolving around leadership ever since so, scholars have been challenged by various variables that have been considered relevant for discovering some of the complexities related to leaders. The output orientation of organizational commitment and employee engagement naturally seeks a relationship with leadership. Hence discovering the relationships among leadership and organizational commitment considering the context of Kosovo is one of the main aims of this paper. The presented work reflects three leadership styles that will be considered: laissez-faire, transactional, and transformational, and three dimensions of organizational commitment: affective, normative, and continuance. The main aim is oriented towards understanding relationships and what they will bring to the organizational context. At this stage, the paper utilizes Pearson’s Correlation, whereas collected data was gathered through questionnaires distributed to employees and managers in the private sector in Kosovo. A total of 202 samples were collected using random sampling from diverse industries including retail, manufacturing, service, construction, and wholesale. The results of this paper provide some insights and, in this respect, confirm that leadership styles have a moderate positive correlation with organizational commitment. That implies that organizational commitment will eventually determine leadership in organizations and in this line bring forward new possible discussions in the respective field. [ABSTRACT FROM AUTHOR]

After the COVID-19 pandemic, educational organizations' learning process experienced significant changes, especially related to innovative work behavior. It is undeniable that building innovative work behavior requires strong self-efficacy and organizational commitment and is supported by conducive workplace happiness. This research aims to analyze models for improving the innovative work behavior of private teachers after the COVID-19 pandemic based on self-efficacy, organizational commitment, and workplace happiness. The research model is oriented towards a quantitative causality approach. Data was collected online using a Google form, and a sample of 100 teachers was obtained. Using a purposive sampling formula, the foundation for sample determination is geared toward a non-probability sampling strategy. Instrument tests, normality tests, regression tests, correlation tests, hypothesis tests, and coefficient of determination were all utilized in data analysis. The results of the study demonstrate that innovative work behavior is highly influenced by workplace happiness, organizational commitment, and self-efficacy. According to the study's conclusions, encouraging creative work behavior requires teachers to have the confidence to do so. Furthermore, the psychological state of educators has a significant impact on their ability to generate novel and creative ideas. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic has placed significant stress on public services, including front-line personnel in a variety of core government positions like policing. Past research in law enforcement has long described challenges related to these ideas of uncertainty, stress, and situational difficulties, and the effects of those on individual and group behavior and work practices. This exploratory research focuses on the retention of these key personnel in the midst of a pandemic. Survey data were collected in 2020 and 2021 from law enforcement personnel at all departmental ranks. Results indicate that there is wide variation in feelings of preparedness and efficacy of response, and that those with stronger perceptions of organizational capacity to respond to the pandemic, increased job satisfaction, and higher organizational commitment were more likely to express an intent to remain in those positions on a short- and long-term basis. [ABSTRACT FROM AUTHOR]

In reality, not all enterprises pursue the same or similar corporate social responsibility practices. The effects produced by enterprises fulfilling the identical corporate social responsibility are not always the same. Based on the social identity theory and social exchange theory, this paper discusses the impact of corporate social responsibility on employee behaviour, so as to clarify the deep‐rooted motivations and effects of enterprises' choice of different social responsibility strategies under Chinese unique institutional contexts. By adopting a quantitative approach, this paper finds that corporate social responsibility positively predicts employee behaviour, and that different types of corporate social responsibility have different effects. In addition, this paper finds that employee organisational commitment mediates the relationship between corporate social responsibility and employee behaviour. Consistent corporate social responsibility mainly affects employees' in‐role behaviour primarily through normative commitment, and differentiated corporate social responsibility mainly affects employees' extra‐role behaviour through affective commitment. The theoretical and practical implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

This study investigates the relationship between psychological ownership and organizational commitment of millennial employees working from home during the COVID-19 pandemic. The study also examines the mediating role of job satisfaction in the effect of psychological ownership on organizational commitment. Using a data set of 255 Vietnamese millennial employees, the partial least squares-structural equation model results indicated that millennial employees had a positive perception of psychological ownership and organizational commitment during this crisis. The impact of psychological ownership on organizational commitment through the mediating role of job satisfaction is demonstrated. This study serves as a scientific reference for operational and managerial decisions in organizations with millennial employees. [ABSTRACT FROM AUTHOR]

Some of the important and effective issues of HRM and senior managers of knowledge-based organizations are maintaining and improving the commitment level of employees who are the most valuable resources of these organizations. So, this study was conducted to determine and rank organizational commitment factors in knowledge-based organizations using the multi-objective gray wolf optimizer (MOGWO). The study was conducted using a mixed method (qualitative and quantitative) and is applied in terms of objectives and descriptive. The statistical population was selected using exploratory factor analysis (EFA) and included 200 senior managers of knowledge-based companies in Tehran and Alborz provinces, and the sample size was calculated as 132 using Cochran’s formula. The best employee commitment (optimal) factors, which were 42 factors, were determined using the MOGWO. Finally, the SWARA method was used to weigh and rank the principal and sub-components from the opinions of 16 experts who were selected by purposive sampling, and it was found that corporate culture is the most important aspect of optimizing employee commitment in knowledge-based organizations. In today’s changing and highly competitive environment, organizations must focus more on employee commitment to survive. Besides, knowledge-based organizations should use process re-engineering in human resource processes and working conditions to improve employee commitment levels. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to determine the current turnover intention among workers at Centers for Disease Control and Prevention (CDCs) in Northeast China and to investigate the factors contributing to this phenomenon. Materials and methods: The cross-sectional study was conducted in May 2023 across four northeastern provinces of China. The study included a total of 11,912 valid participants who were CDC workers selected using a stratified cluster sampling method. The study assessed demographics, turnover intention, work resources, work perceptions, and psychological support through online questionnaires. The binary logistic regression analysis identified the factors associated with turnover intention for CDC workers, while the Interpretative Structural Modelling (ISM) revealed the hierarchical relationship between the influencing factors. Results: The study found that 28.8% of the respondents reported high turnover intention. The binary logistic regression suggested that the risk factors of turnover intention among employees included gender, age, education, and several work-related, organizational, and psychological factors. The work-related factors were daily working hours, job burnout, and role overload. The organizational factor was unit support for training, unit's infrastructure conditions, leadership style, remuneration package and performance appraisal and promotion system. The psychological support factors were family support, professional identity, and organizational commitment. The ISM analysis results showed that the primary factors influencing CDC workers' intention to leave were internally connected and grouped into four categories according to their level of impact: surface, transition, deep, and essential factors. Notably, the essential factors were professional identity and organizational commitment. Conclusion: Nearly one-third of the respondents expressed a strong desire to resign from their employment. Turnover intention among CDC workers was subject to diverse influences. Early identification, detection, and targeted multidisciplinary interventions should be introduced to address the array of factors that affect staff, with particular emphasis on boosting the professional identity and organizational commitment of CDC workers. [ABSTRACT FROM AUTHOR]

Over the past decade, internal crisis communication (ICC) has experienced significant advancements and transformations due to various factors, including technological developments, changing communication landscapes, and the increasing need for effective crisis management within organizations. Crises have impacted organizations differently worldwide, placing management under tremendous pressure to communicate their decisions to employees and provide encouraging messages amidst the uncertainty. Based on prior theoretical and empirical research, this paper explores the cause-and-effect relationships between the antecedents of internal crisis communication and their consequences from a managerial perspective in the workplace. This research proposes a new conceptual framework that integrates multiple key factors in internal crisis communication, offering a comprehensive approach to studying the interplay between antecedents and consequences. The framework specifically examines how three antecedents--safety culture, work engagement, and leadership effectiveness--influence and interact with two consequences: perceived organizational performance and employee commitment. By synthesizing these diverse elements into a cohesive model, this framework contributes to the literature on internal crisis communication in several ways. First, it enables the examination of both direct and indirect relationships between antecedents and consequences, potentially revealing new insights into the complexities of crisis communication dynamics. Second, it provides a structured approach for future empirical studies to test and validate these relationships in various organizational contexts. Lastly, it offers a research agenda to advance the study of internal crisis communication, aiding both academics and practicing managers in developing strategies to mitigate uncertainty during crises. [ABSTRACT FROM AUTHOR]

The purpose of this study was to determine the level of teacher's resilience towards job satisfaction and organizational commitment in Maitum East District, Division of Sarangani for the school year 2022-2023. This study employed quantitative research approach utilizing descriptive correlational survey design. The respondents of this study were 81 public school teachers from 7 different school in Maitum East District namely: Kiayap Elementary School, Kipalkuda Elementary School, Linao Elementary School, Malalag Central Element ary School SPED Center, Pangi Elementary School, Sison Elementary School and Virginia Taṅedo Garcia Elementary School. Slovin's formula was utilized to get the desired sample of the population. Based on the results of the study, the level of teacher's resilience was high in terms of personal competence, skills and peer support, family cohesion, and spiritual influences was high. The level of job satisfaction was high in terms of security, work environment, job responsibilities, and community attachment/linkages. The level of organizational commitment was high in terms of affective, continuous, and normative commitment. Furthermore, there was a significant relationship between teachers' resilience and job satisfaction, teachers' resilience and organizational commitment, and job satisfaction and organizational commitment. [ABSTRACT FROM AUTHOR]

ObjectivesMethodsResultsConclusionAberrant driving behaviours among bus drivers cause serious concerns to safety on the road. The present study aimed to measure the effects of driver characteristics on aberrant and positive driving behaviours among bus drivers and to group drivers accordingly. The study was carried out among bus drivers of the government-owned road transport corporation in Kerala, India.A total of 1120 drivers took part in the survey, out of which 617 drivers returned the forms with all questions answered (response rate = 55.1%). SPSS version 27.0 was used for analysis.Structural equation modelling proved the predictive nature of driver characteristics on driving behaviours. K-means cluster analysis revealed clusters such as violating and angry drivers (cluster 1), knowledgeable drivers with positive driving behaviours (cluster 2), healthy and stress-free drivers (cluster 3), erroneous and stressed drivers (cluster 4) and calm drivers with positive driving behaviours (cluster 5).Positive relationships of anger and stress on aberrant driving behaviours and higher number of drivers in clusters 1 and 4 reveal concerns of safety. The study points towards the necessity of organizational commitment for improving driver characteristics for better driver behaviours and safer roads. [ABSTRACT FROM AUTHOR]

The commitment of an organization shows a worker's psychological connection, loyalty, and devotion to their employer. It is the degree to which staff members identify with the organization's objectives, values, and mission and are willing to work diligently for its success. This quantitative research utilized the descriptive, correlational design in assessing the relationship between profile and organizational commitment among nurses in healthcare institutions in the Province of Cotabato. The findings of the study revealed that the majority of the respondents were young adults or belonging to 19 to 35 years old and the majority of them were females and college degree holders. Furthermore, most of the respondents have served their organization for 3 to 6 years already and the majority of the respondents are connected to a private hospital. Continuance commitment was rated as neither low nor high while affective commitment and normative commitment were rated as high. Overall, the organizational commitment of the respondents was high. Age, sex, educational attainment, years of service, and type of hospital did not have a significant relationship with continuance commitment. Age, sex, educational attainment, years of service, and type of hospital did not have a significant relationship with affective commitment. There was a significant relationship between years of experience and normative commitment while age, sex, educational attainment, and the type of hospital showed no significant relationship with normative commitment. Significant relationships were seen between years of experience and overall organizational commitment as well as type of hospital and overall organizational commitment. Meanwhile age, sex, and educational attainment did not have a significant relationship with overall organizational commitment. In conclusion, years of experience and the type of hospital influence organizational commitment. Longer years of experience translate to higher organizational commitment. Private hospitals have been seen to have increased organizational commitment. As an output of the study, an organizational commitment enhancement plan was created. [ABSTRACT FROM AUTHOR]

The 21st century has spotlighted environmental sustainability in global discourse, urging businesses to act responsibly amidst climate change and resource depletion. This study explores the role of green human resource management (GHRM) in fostering the New Ecological Paradigm (NEP) among employees, enhancing organizational commitment (OC), and promoting organizational citizenship behavior towards the environment (OCBE) within the hospitality industry. Findings demonstrate that GHRM practices, including green recruitment, training, and performance management, significantly improve environmental performance and employee engagement in sustainability initiatives. Data were collected from 382 employees working in 5-star hotels in South Korea, utilizing a structured online survey to gather insights into GHRM's influence on NEP, OC, and OCBE. The analysis was conducted using covariance-based structural equation modeling (CB-SEM) to rigorously test the hypothesized relationships among these constructs. However, integrating GHRM with NEP presents challenges, such as aligning organizational culture with eco-centric values and overcoming resistance to change. Motivated by the urgent need for sustainability, this research underscores the necessity for integrated HRM approaches to achieve sustainability. A key motivation behind this integration is to establish a workforce that not only understands but actively champions environmental stewardship, thereby strengthening the organization's reputation and competitive advantage. Additionally, challenges such as balancing short-term operational costs with long-term environmental goals persist, requiring strategic commitment and effective resource allocation. Recommendations include embedding sustainability in HR policies, providing comprehensive environmental training, incentivizing green initiatives, establishing robust monitoring systems, and fostering cross-departmental collaboration to reduce the ecological footprint. This study contributes to the growing body of literature on sustainable business practices and highlights the strategic importance of eco-leadership. [ABSTRACT FROM AUTHOR]

Safety culture is a key feature between employees' job performance and organizational commitment. Hotel businesses are an important component of the service sector, and a customer-oriented approach in these businesses increases organizational performance. Therefore, the increased organizational commitment of employees plays an important role in the implementation of a customer-oriented approach. In this study, hotel safety culture, which is one of the important factors for business performance sustainability, is examined. In addition, the effect of hotel safety culture on job satisfaction, organizational commitment and customer-oriented behavior is examined. In this context, the research data were collected from the employees of 5-star hotels operating in Antalya and Doha through a questionnaire. The data were analyzed using PLS-SEM 4.0. As a result of the research, some significant effects were found between the variables in the hypothetical research model. Based on the results obtained, theoretically, in support of the studies in the literature, a positive relationship was found between perceived safety culture and employees' job performance. Accordingly, as practical suggestions, it is recommended that hotel managers take measures to increase the safety culture (staff training, increasing physical measures, making warning signs visible, etc.). [ABSTRACT FROM AUTHOR]

Accurately understanding the critical elements influencing college students' professional commitment is both an urgent practical requirement and a critical theoretical proposition in today's intensely competitive job market. In order to provide new light on career development in the context of higher education, this study intends to investigate the complex interactions among college students between perceived organizational justice, academic stress, and professional commitment. Using descriptive statistics, correlation analysis, regression analysis, and structural equation modeling, we carried out a thorough investigation of H University's full-time undergraduate students in Central China in order to thoroughly examine our hypothesis. The results show that students' professional commitment is much lower when they view organizational justice to be lacking, and that there is a partial mediating role for academic stress in this relationship. Interestingly, organizational justice has a positive correlation with professional commitment and a negative correlation with academic stress. These findings provide educators and policymakers with insightful information, indicating that, in an increasingly competitive labor market, professional commitment is largely dependent on students' ability to manage their academic stress and develop a sense of organizational justice. This study adds a new understanding of career development in higher education settings by merging professional commitment research with organizational justice theory. It also has significant implications for educational practices and career support measures. [ABSTRACT FROM AUTHOR]

This study aims to look at how organizational commitment in private tertiary institutions in Central Kalimantan affects lecturer performance in relation to servant leadership. Based on the empirical phenomena, many professor careers were found to be static at particular levels; the Tri Dharma's subpar performance served as an indicator of this. An explanatory quantitative method for causality is used in this work to describe the link between exogenous and endogenous factors. In Central Kalimantan, 232 qualified lecturers served as the research population. The direct and indirect impacts of the factors under study were examined utilizing the SEM Amos analytic approach. The study's findings suggest that professor performance is not directly impacted by servant leadership. These findings suggest that the impact of servant leadership on lecturer performance might be totally mediated by organizational commitment. [ABSTRACT FROM AUTHOR]

This study examines how to build individual employee commitment to organizations through organizational culture and transformative leadership. The purpose of the research is to conduct an in-depth study of organizations in the public sector, to further demonstrate how corporate culture and leadership styles affect organizational commitment. Quantitative methods were used to demonstrate how exogenous factors affect endogenous variables in the population and sample in government organizations. The SEM Amos analysis technique was used to analyse data from the sample of 184 central government employees and test the effect of external factors on internal factors. Findings show that transformative leadership and organizational culture both partially and simultaneously impact the increase in individual commitment to the organization. This means that when organizational culture is built by implementing a transformational leadership model, it has the potential to strengthen workers' loyalty to the company. [ABSTRACT FROM AUTHOR]

This research aims to examine the factors that influence procrastination among education staff at a university. The research used mono methods: quantitative method, survey strategy, and cross-sectional research design. The data were collected by questionnaires distributed offline and online via Google Forms to 145 education staff at a state university in Yogyakarta. The data were analyzed using the Structural Equation Modeling equation based on Partial Least Square (SEM PLS). The research found that achievement motivation and organizational commitment influence procrastination directly and through the mediation of fulfilling the psychological contract. Meanwhile, job satisfaction does not significantly affect procrastination, nor does it mediate the influence of achievement motivation and organizational commitment on procrastination. The research results were then discussed according to the characteristics of organizations in the public sector in higher education. [ABSTRACT FROM AUTHOR]

The quality of education is strongly influenced by the quality of teachers as educators. One of the desired qualities is performance, which shows the ability of teachers to achieve optimal results in the organization. The purpose of this study is to examine the effect of supervision on organizational commitment, work culture on organizational commitment, supervision on teacher performance, work culture on teacher performance, and organizational commitment on teacher performance at XYZ Bintaro High School. This study uses a quantitative approach with the PLS-SEM method to analyze the effect of the path coefficient on the variables studied. The research respondents consisted of 41 teachers at XYZ Bintaro High School who filled out a survey via Google Forms with a census approach. The data collected were then analyzed using the SEM (Structural Equation Modeling) model through the PLS 4.0 application. The results of this study indicate that supervision has a positive effect on organizational commitment, work culture has a positive effect on organizational commitment, supervision has a positive effect on teacher performance, work culture has an effect on teacher performance, and organizational commitment has a negative effect on teacher performance. [ABSTRACT FROM AUTHOR]

The enhanced recovery after surgery (ERAS) pathway is a perioperative care pathway intended to facilitate early recovery and minimize hospital stays among patients undergoing major surgery. Critical factors for successful ERAS implementation, which may vary depending on care processes, include a multidisciplinary team, organizational commitment to change, and a real-time system for compliance and outcome audits. As most clinicians and health organizations can attest, incorporating and implementing new evidence-based practice changes almost always involves overcoming systemic challenges and obstacles. The same holds true for ERAS programs. The main barriers to ERAS protocol implementation have been resistance to change, lack of time and resources, and inadequate communication and coordination among departments. According to evidence-based ERAS guidelines, the best way to efficiently implement all recommendations into practice is to discover. Implementation science aims to identify and address care gaps, support change in practice, and enhance healthcare quality. Implementation research should also build a robust and generalizable evidence base to inform implementation practice. Most implementation investigations focus on one of two approaches to achieving change. Implementation can progress through top-down or bottom-up processes depending on factors such as national policies, organizational properties, or the implementation culture of society, especially for health issues. Although the ERAS guidelines are based on evidence-based knowledge, only a limited number of health centers around the world have officially been able to implement them. The purpose of this review is to analyze the implementation of the ERAS pathways in theory and practice in Turkey, considering the absence of an ERAS-qualified center in Turkey. [ABSTRACT FROM AUTHOR]

Committed and satisfied teachers have been increasingly recognized as valuable assets in enhancing the effectiveness of schools and adapting to evolving education reforms. This study investigates how and under what conditions principals' authentic leadership contributes to teachers' organizational commitment. Valid data collected from 476 teachers in seven primary schools in mainland China were analyzed using structural equation modeling (SEM), regression analysis and bootstrapping tests. The results yielded a partial mediation model, finding a significant direct effect of principals' authentic leadership on teachers' organizational commitment and an indirect effect through the mediating role of teachers' well-being. Moreover, teachers' social–emotional competence positively moderated the relationship between principals' authentic leadership and teachers' organizational commitment. This study underscores the theoretical importance of teachers' affective pathways and the boundary condition linking principals' authentic leadership to teachers' organizational commitment, while it also offers practical recommendations for school leaders. [ABSTRACT FROM AUTHOR]

Understanding what drives public service motivation and its impacts is crucial for improving public sector performance. This meta-analysis synthesized the antecedents and outcomes of public service motivation based on the job demands–resources (JD-R) model. Incorporating 177 studies and 179 independent samples, with a total of 319 effect sizes, the results indicated the following: (1) Job resources and personal resources were positively related to public service motivation, while hindrance demands were negatively related to it. (2) Public service motivation had a positive relationship with overall job attitudes, job satisfaction, organizational commitment, and work engagement. It also had a positive relationship with overall job performance, in-role performance, and extra-role performance. (3) In terms of the antecedents, individualism/collectivism moderated the relationship between job resources and public service motivation, as well as the relationship between hindrance demands and public service motivation. As for the outcomes, individualism/collectivism moderated the relationship between public service motivation and both job attitudes and job performance. This study contributes to a comprehensive understanding of the antecedents and outcomes of public service motivation, offering valuable insights for future research and serving as a reference for theory development and practical application. [ABSTRACT FROM AUTHOR]

Disability employment has an impact on the emotions and work perception of hotel employees. This study examined their perceptions and understanding toward disability employment by comparing the varied perceptions on different work levels. It further analyzed employee perception of disability employment on organizational commitment and job satisfaction and the mediating role of emotions. A field study was conducted with 142 participants who worked in international hotels in Hong Kong. The results revealed that employee perception toward disability employment partially differs among various hotel work-level positions, and is partially related to their organizational commitment and overall job satisfaction through four specific emotions. [ABSTRACT FROM AUTHOR]

This study was designed to document the development of nurses' affective commitment to their occupation and organization during the first five years of their career, as well as the connections between these two types of commitment trajectories. We also considered the associations between these early trajectories, nurses' levels of psychological need satisfaction, and the quality of their early socialization. We finally investigated the implications of these trajectories for nurses' work satisfaction, psychological distress, somatization, and patient care quality. Relying on a sample of 659 newly registered nurses (Mage = 26.8; 88% females) measured four times over a two-year period, we relied on growth mixture analyses to assess the shape of their commitment trajectories defined as a function of tenure. These analyses revealed four profiles, similar across targets of commitment: High, Moderate, Low and Increasing, and Average/Low and Decreasing. For both targets, higher levels of commitment were anchored in more stable trajectories, and with better functioning across outcomes. Need fulfilment and socialization experiences helped drive more desirable trajectories and provided short-term boosts in commitment. Overall, we found more similarities than differences between both forms of commitment, and noted that nurturing one type of commitment seemed to help develop the other. [ABSTRACT FROM AUTHOR]

This study examines hospitality employees' perceptions of Human Resources (HR) policies and practices and their impact on organizational commitment before and during a crisis. Specifically, it explores the influence of gender bias on organizational commitment. Focusing on the role of HR practices in fostering commitment, the study analyses changes in commitment during the pre- and post-crisis periods. An online survey was conducted among employees in the hotel industry in Spain, resulting in 467 complete responses. Factor analysis and confirmatory factor analysis validated the measurement model. The findings support the hypothesis that organizations with pre-existing HR practices promoting employee well-being experienced higher levels of organizational commitment during the crisis. Additionally, organizations implementing policies to address gender bias achieved higher levels of organizational commitment. The study presents a typology, categorizing HR practices as crisis-appropriate or non-crisisappropriate and commitment or non-commitment practices. This study provides insights into understanding and measuring organizational commitment through HR practices and emphasizes the significance of addressing gender bias in fostering commitment. Practical implications for the hospitality industry include prioritizing employee well-being, creating an inclusive work environment, ensuring flexibility and effective communication, and proactively investing in crisis-appropriate HR practices. [ABSTRACT FROM AUTHOR]