Affective Organizational Commitment

Prior research on the effects of office redesign on work-related outcomes has been largely atheoretical and yielded mixed and conflicting findings. Expanding on individual reactions to office design changes as specified by social interference theory, we propose that office redesign affects organizational commitment and this relationship is mediated by employee perceptions of the broader work environment. This conceptual model is tested using 121 financial services employees who experience office redesign and 136 who do not. Results indicate that perceptions of innovation and collaboration mediate the effects of office redesign over and above negative personal reactions such that affective organizational commitment is enhanced among those experiencing reconfigured offices. Findings provide support for an expanded rendition of social interference theory that provides for favorable (as well as unfavorable) employee reactions to office redesign. Such a theoretical explanation is asserted to increase understanding of how the physical environment influences employee attitudes.

This article offers practical insights of the effects of job satisfaction and organizational commitment in the workplace, specifically in the context of the large banking industries in Indonesia. The data, gathered from 3047 banking employees across the country, was rigorously analysed using simple regression analysis. The findings revealed that job satisfaction was a predictor of organizational commitment, with a score of 0.205 or an influence of 20.5%, for emerging organizational commitment, are highly significant. The findings revealed that job satisfaction is a predictor of organizational commitment, with a score of 0.205 or an influence of 20.5%, to emerging organizational commitment. Moreover, the results also indicated that job satisfaction was a more effective predictor of continuance commitment than the other two dimensions of organizational commitment. This finding was further supported by the employees' motivation to join and stay in the organization. The practical implications of these findings are substantial as they can be harnessed to foster employee engagement, OCB, psychological well-being and and workplace well-being, thereby positively impacting the performance of both the employee and organization.

Employee wellbeing and mental health have emerged as critical components of organizational success in the 21st century. In Nigeria, where economic pressures, high unemployment rates, and socio-political instability contribute to elevated stress levels among workers, the role of supportive organizational practices in promoting mental health and wellbeing cannot be overstated. This paper examines the intersection of employee wellbeing and mental health with supportive organizational practices in Nigeria, exploring how these practices contribute to overall organizational effectiveness. By analyzing empirical evidence and theoretical frameworks, this study provides insights into the implementation of mental health initiatives in the workplace and the associated outcomes for employees and organizations. The findings suggest that organizations that invest in supportive practices, such as Employee Assistance Programs (EAPs), mental health awareness training, and flexible work arrangements, see improved employee engagement, reduced absenteeism, and higher productivity. The paper concludes with recommendations for Nigerian organizations to adopt and enhance these practices to foster a healthier and more productive workforce.

The primary objective of this chapter is to explore the role of mentoring in the talent retention of Millennial employees. Grounded on social exchange and social learning perspectives, this chapter develops a conceptual framework to reduce turnover intentions of Millennial employees. The conceptual framework suggests that workplace mentoring facilitates personal learning, contributing to affective commitment, which in turn, reduces turnover intentions of Millennila employees. The framework is significant for academics and practitioners. It provides useful insights to assist management in bolstering the retention of Millennial employees. This chapter contributes to the literature on mentoring, affective commitment, and turnover intentions. This is also one of the first study that addresses mentoring and talent retention from a generational perspective. Organizations therefore, should integrate mentoring into the talent management strategy to develop and retain Millennial employees. Limitations and future direction of research are outlined thereafter.

This study investigated the impact of transformational leadership on affective organizational commitment and job performance with the mediating role of employee engagement. This study gathered data from 845 hotel employees in China and the structural equation modeling technique was used to verify the results. The findings indicated that transformational leadership has a positive effect on affective organizational commitment and job performance. Meanwhile, results showed that employee engagement partially mediates in the relationship between transformational leadership, affective organizational commitment, and job performance. This study contributes to the research on transformational leadership in the Chinese hospitality sector and analyzes its effects on work performance metrics. Furthermore, theoretical and practical implications were also discussed in this article.

This research aims to underscore the critical significance of employing Structural Equation Modeling Partial Least Squares (SEM PLS) in investigating complex relationships within human resources. In the intricate landscape of workforce dynamics, where variables such as career development, work engagement, and turnover intention intertwine, SEM PLS emerges as an indispensable analytical tool. This study navigates through the intricate web of latent constructs by adopting SEM PLS, allowing for a more nuanced understanding of the underlying mechanisms. The relevance of SEM PLS lies in its unparalleled ability to model latent variables, offering a robust solution to the measurement of intangible constructs such as job satisfaction, work engagement, and turnover intention. Highlighted that SEM PLS not only accommodates the complexities of human resource phenomena but also offers flexibility in handling non-normal data distributions, a common characteristic of workforce datasets. Moreover, the utility of SEM PLS extends to its prowess in capturing interactions and mediating effects among variables. By employing SEM PLS, this research endeavors to unravel the simultaneous influences of career development and work engagement on job satisfaction, subsequently mediating their impact on turnover intention. Such a holistic approach enables a comprehensive exploration of intricate relationships often obscured by traditional analytical methods. The empirical application of SEM PLS in this study transcends statistical analysis; it represents a contextual approach aligned with the realities of human resource data. In an era where organizational decisions hinge upon a comprehensive understanding of the factors influencing employees, SEM PLS stands out as a strategic framework that resonates with the intricacies of human resource management. In conclusion, this research contributes not only to the empirical understanding of human resource dynamics but also serves as a testament to the practical applicability of SEM PLS in navigating the complexities of workforce relationships. As organizations increasingly seek evidence-based insights for informed decision-making, SEM PLS emerges as a vital ally, providing depth and clarity in unraveling the intricacies of human resource phenomena.

Development, and Human Resource Management, among others. She is particularly interested in conducting post-doctoral research in the field of social entrepreneurship. A total of 20 articles were published in various national and international journals. She was awarded a Gold Medal from the Tapashi Rabeya Hall and received a Scholarship from the Department of Management Studies, University of Rajshahi. She focuses on helping students become more creative, imaginative, autonomous, and critical thinkers. She has developed a motto for herself "Anything is achievable if you have the correct mindset and the determination to achieve it", and she is working to instill that motto in the minds of the students she teaches.

The main objective of this study is to investigate the relationship between hotel staffs' emotional intelligence and their organizational commitment in Bangladesh. This study also sought to identify the significance of emotional intelligence and organizational commitment on hotel staffs in Bangladesh. A review of literature was conducted to find out the relationship between emotional intelligence and organizational commitment. The literature review confirms the relationship. A survey was conducted to collect data. The sample size of 72 hotel staffs was drawn from different hotels (Dhaka and Coxsbazar) in Bangladesh. The result shows that emotional intelligence is positively correlated with continuance commitment and normative commitment. Normative commitment demonstrates the highest positive correlation with emotional intelligence and continuance commitment shows small positive correlation with emotional intelligence on hotel staffs in Bangladesh. This study also finds that there is no correlation between emotional intelligence and affective commitment. This study suggests that future research should concentrate on a bigger sample size and all types of hotels in Bangladesh. In addition, more decision making variables should also be considered in the study.

Objectives: Midwifery students face major challenges in adapting quickly and effectively to different clinical settings. Proactive behavior, triggered by various individual and/or contextual antecedents, could be a significant added value to cope with these challenges. Design: A cross-sectional pilot study was conducted to investigate prognostic factors in proactive behavior in a group of midwifery students. Settings: The setting was a Belgian University College for midwifery education. Participants: All second and third year midwifery students (n = 156). Methods: Students were questioned regarding several prognostic factors: four personal characteristics, seven individual antecedents and three contextual antecedents that might trigger proactive behavior. A proportional odds logistic regression analyses was used to describe the association between prognostic factors and the probability to observe proactive behavior within the group. The strength of the newly developed questionnaire was tested. Results: Of all tested prognostic factors, nationality, role breadth self-efficacy, referring to the self-confidence of a midwifery-student to perform tasks that exceed expectations, and control appraisal, describing the importance attached to one's perceived control, were significantly associated with proactive behavior. The overall strength of the questionnaire was ratified. Two of the original questions were deleted, two re-formulated and for one prognostic factor the answer-options were re-formulated. Conclusions: Findings from this pilot study show that midwifery students who have a high role breadth selfefficacy and low control appraisal are more likely to show proactive behavior. Additionally, Dutch students are more likely to show proactive behavior in relation to Belgian students. The questionnaire's feasibility was examined and adjustments were made for future research in a larger study to confirm these outcomes. This study can be a support in the individual guidance of midwifery students towards proactive behavior in midwifery.

Dans cet article, nous tentons de comprendre par quels mécanismes une réaction individuelle face au rebranding post fusion-acquisition, en particulier, la résistance à ce changement agit sur les intentions de quitter. Les résultats d’une étude empirique menée auprès de salariés d’un opérateur téléphonique ayant récemment connu un rebranding après une fusion-acquisition montrent une médiation séquentielle de l’engagement. Ainsi, le niveau de la résistance au rebranding post fusion-acquisition agit négativement sur l’engagement affectif envers le changement qui, lui, agit, favorablement sur l’engagement organisationnel affectif, ce dernier ayant lui-même un effet négatif sur les intentions de départ.

Recent research has shown that adult attachment theory may be usefully applied to the organizational domain. Our aim in this study was to analyze the influence of attachment styles (secure, avoidant, and anxious) on employees' perceptions, attitudes, and intentions. Participants were nurses, working in a hospital in Italy. Models were tested in which the outcome variables were: turnover intentions, organizational citizenship behaviors, and burnout perceptions (exhaustion and cynicism). The mediational effect of affective organizational commitment was also evaluated. Results showed that attachment security was associated with lower levels of intentions to quit and lower levels of job burnout through the mediation of affective commitment. The secure style was also directly linked to helping behaviors in favor of supervisors and colleagues. Reliable relationships were also found for the avoidant style, which was associated with exhaustion and cynicism. The novelty of findings and usefulness of studying attachment in organizations are discussed.

Since the economy has changed due to globalization, markets have become extremely competitive. The market system is shaping the expansion of business, the economy, and other areas. As a result, human resource management (HRM) plays a crucial function. The study's goal is to assess the effectiveness of human resource management (HRM) and how organizational disputes affect HRM's influence on organizational effectiveness in Bangladesh's banking industry. This paper used primary data from 400 employees in Bangladesh's banking industry through a questionnaire, of which 310 were returned for the purpose of testing study hypotheses. PLS-SEM has been used for data analysis and the result shows that the functional conflict has a favorable link to organizational success. Additionally, it has been discovered that HRM practices have a substantial impact on organizational effectiveness and can change dysfunctional conflict into functional conflict. The finding in this study reveals that there is a strong correlation between dysfunctional conflict and organizational success. This paper provides administrators in Bangladesh's banking sector with an essential framework for comprehending why HRM is important in banks and other enterprises and demonstrates a positive association between HRM performance and organizational success.

The study of prosocial organizational behaviors has been receiving increasing attention, due to their relevant contribution to sustainable organizational and personal development. This research proposes and tests a model that tackles the factors that drive two unrewarding extra-role behaviors of individual or organizational citizenship, altruism, and civic virtue, and assesses multiple mediation relationships. The sample data are derived from a questionnaire survey of 1350 Spanish workers and were analyzed using partial least squares structural equations modelling. Research findings reflect the mediating role of knowledge sharing behavior in the relationship between affective commitment and altruism. Moreover, a significant relationship was found between affective commitment and civic virtue, which is stronger under the mediating role of knowledge sharing behavior. Finally, affective commitment plays a mediating role in the relationship between perceived organizational support and knowledge sharing behavior. Implications for sustainable human resource management, practical interventions, and future research recommendations are provided.

The purpose of the study is to examine the mediating role of crisis management between  knowledge management and employee commitment. Committed employees are needed to keep  the workforce motivated and knowledge is required to keep them committed, however, crisis issues  develop loyalty among the employees, and this can only be achieved if the employees effectively  manage knowledge. For the purpose of achieving the objectives of the study, primary study has  been conducted. A sample of 384 employees was used to run structural equation modeling. The  findings revealed that knowledge management has a significant impact over employee  commitment, likewise, crisis management significantly mediates the positive relationship between  knowledge management and employee commitment. The study used the underpinning support of  knowledge-based view, and it is an attempt to enrich the theory by adding crisis management in  the theory as a mediator. 

Extant literature indicates the role played by transformational leadership in bringing about organizational change in general, and affective commitment to change in particular. However, it does not explain the process through which transformational leadership at the top management level influences individual attitudes across the levels of hierarchy. This paper identifies communication as a common and an integral component of charismatic leadership, inspirational motivation, intellectual stimulation and individualized consideration impacting employees. Drawing on the literature on transformational leadership and change, the paper proposes a theoretical understanding of how transformational leader communication facilitates employee affective commitment to change. Additionally, it explores the intervening role of organizational identification in the relationship. The paper contributes by demonstrating the salience of leadership communication in bringing about organizational change. Also, it elucidates the key characteristics of communication and organizational identification which are instrumental in promoting affective commitment towards change. Implications of theory and practice and future directions for research are discussed.

Cyberloafing is becoming a common problem in every organization that directly affects organizational productivity. In this study we are going to study the influence of abusive supervision on cyberloafing, further, we are studying the mediating effect of emotional exhaustion generated due to abusive supervision behaviour, motivating employees towards cyberloafing. The data were collected from 150 employees working in Saif Textile Mills Ltd & Kohat Textile Mills Ltd, Pakistan through questionnaires. The study sample was drawn using a convenience sampling technique. This study used SPSS 25 and process Hayes (2013) model 4 for data analysis and for model fitness we used CFA (AMOS 22). The data findings demonstrate that abusive supervision significantly and positively affects cyberloafing and also emotional exhaustion mediates this relation significantly. Therefore we conclude that abusive supervision is the main factor for employees to be exhausted and ultimately move towards cyberloafi...

The organizational commitment of employees plays a vital role in the success of any business. In the era of competition, companies are struggling to retain the employees committed to the organizations. There is a scarcity of research to investigate the factors that influence effective organizational commitment in a developing country. The researcher conducted a survey to collect data from employees working in the banking sector of Pakistan. The present study utilized the convenience sampling method to get responses. A total of 300 questionnaires were distributed, from which 215 responses were received, where 15 questionnaires were found partially filled, which were discarded for further analysis. The 200 questionnaires proceeded for statistical analysis using the partial least square structural equation modeling (PLS-SEM) technique. The software of SmartPLS ver 3.0 was used to analyze the significance of hypotheses. Current research revealed the significant relationship between trus...

The purpose of this research is to analyze empirically effect of organizational culture, job satisfaction, and servant leadership on service quality through the affective commitment of employee from freight forwarding companies in Jakarta. The research method used in this research is descriptive quantitative. Determination of the number of samples in this study using purposive sampling technique as many as 262 respondents as research objects who are employees of freight forwarding companies in the Jakarta. The data used are primary data collected by distributing online questionnaires through Google forms. The collected data were analyzed by SEM method using Smart PLS 3.0 and SPSS Ver 25 software. The results of the study show that the indirect effect of affective commitment provides full mediating between job satisfaction and service quality improvement; and partial mediating occurs on the effect on affective commitment between organizational culture and service quality, as well as servant leadership and service quality. There is a direct effect between organizational culture on service quality; servant leadership on service quality; organizational culture on affective commitment; job satisfaction on affective commitment; and servant leadership on affective commitment; as well as an affective commitment to service quality. There is no direct effect between job satisfaction on service quality. Managerial implications contribute to managers in freight forwarding service industry should pay attention to job satisfaction by opening opportunities for promotions, giving bonuses, and sufficient salaries to foster the emotional attachment of employees and improve service quality. Novelty from the results of this study is affective commitment acts as a mediating variable in building service quality and becomes a full mediating between job satisfaction and service quality.

The organizational commitment of employees plays a vital role in the success of any business. In the era of competition, companies are struggling to retain the employees committed to the organizations. There is a scarcity of research to investigate the factors that influence effective organizational commitment in a developing country. The researcher conducted a survey to collect data from employees working in the banking sector of Pakistan. The present study utilized the convenience sampling method to get responses. A total of 300 questionnaires were distributed, from which 215 responses were received, where 15 questionnaires were found partially filled, which were discarded for further analysis. The 200 questionnaires proceeded for statistical analysis using the partial least square structural equation modeling (PLS-SEM) technique. The software of SmartPLS ver 3.0 was used to analyze the significance of hypotheses. Current research revealed the significant relationship between trus...

In this study, we develop a conceptual model of the relationship between job insecurity and job performance, which is mediated by affective organizational commitment and moderated via perceived organizational support in a Chilean company that has undergone downsizing. In this cross-sectional study, we focused on 400 Chilean employees from the retail sector. Our findings indicate that job insecurity negatively influences job performance, which is a relationship that is partially mediated by effective organizational commitment. Moreover, a high level of perceived organizational support helped intensify the effects of the relationship between job insecurity and affective organizational commitment. To minimize the negative effects of job insecurity on the active employees of a downsizing strategy, an effective intervention is required by developing a more realistic communication in terms of a worker's expectations toward the organization.

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The study of prosocial organizational behaviors has been receiving increasing attention, due to their relevant contribution to sustainable organizational and personal development. This research proposes and tests a model that tackles the factors that drive two unrewarding extra-role behaviors of individual or organizational citizenship, altruism, and civic virtue, and assesses multiple mediation relationships. The sample data are derived from a questionnaire survey of 1350 Spanish workers and were analyzed using partial least squares structural equations modelling. Research findings reflect the mediating role of knowledge sharing behavior in the relationship between affective commitment and altruism. Moreover, a significant relationship was found between affective commitment and civic virtue, which is stronger under the mediating role of knowledge sharing behavior. Finally, affective commitment plays a mediating role in the relationship between perceived organizational support and k...

The purpose of this study is to examine the mediating effects of employee engagement in the relationship between job satisfaction and affective organizational engagement. The hotel industry of Bangladesh is selected as the context to investigate the relationship. Using G-Power software, a sample size of 107 respondents have been chosen, who had already passed two years of their tenure in the three-stars and above hotels in Dhaka, Chattogram, Sylhet, and Cox's Bazar regions of Bangladesh. Data are collected through a survey questionnaire using the convenience sampling technique. In the analysis, the partial least square-structural equation modelling (PLS-SEM) is used preceded by the test of reliability and validity of each indicator. In this regard, SPSS 23 and SmartPLS-3 applications have been used. The findings show that job satisfaction increases the affective organizational commitment of the employees. Besides, job satisfaction boosts employee engagement, and engagement further accelerates employees' affective commitment. Hence, employee engagement performs the mediating role between job satisfaction and affective organizational commitment. The findings of the study cannot be generalized across the country in a larger context due to the small sample size and specific to one single industry, which could be addressed in future studies. This study provides useful implications for hotel managers to boost the employees' affective commitment by accelerating job satisfaction and engagement in the organization. This study also contributes to the body of knowledge by revealing employee engagement as a mediator in the relationship between employee satisfaction and commitment.

Purpose-Abusive supervision has been a prevalent issue in the workplace. This study aims to explore the consequences of abusive supervision on employee affective organizational commitment and general health in the hospitality industry and further explores the boundary conditions of employee assistance programs (EAPs).

Knowledge management (KM) has been often claimed to be an essential ingredient in building competitive advantage. One of the biggest challenges for most knowledge organizations in these highly competitive times comes from changes in work behaviours of knowledge workers. Understanding knowledge workers and what makes them stay and continue to contribute to the organization is a formidable task for most managers.

Does entrepreneurship or employment allow for happier personnel in business organizations? Research conducted in South Africa indicates a statistically significant correlation - that earlier stages of an organizational life cycle are associated with happier personnel in the organization. Additionally, in respect of locus of control, scholars have largely concluded that internality is strongly associated with successful entrepreneurship and externality with lower levels of well-being. So, does this entail that traits borne by internals are the key to successful entrepreneurship and happiness at work? While scholars have largely agreed with the hypothesis, research conducted in South Africa revealed no relationship between earlier stages of an organizational life cycle and locus of control expectancy. Examining the nuances, small firms which incorporate innovative strategies in stable industries are ideally suited for internals when the following are present: (a) space for pro-activity, (b) opportunities to follow a high-risk strategy, and (3) when internals can have personal, direct control, whereas their external counterparts tend to prefer low-cost strategies in dynamic industries due to their ability to manoeuvre well in chance-dependent scenarios. Hence, rather than an overall preference of internality to entrepreneurship and happiness at work, research is now indicating that there is a best-fit of locus of control expectancy with the environment, strategy and industry.

Drawing on leadership theory and social exchange theory, the study investigated the role of Perceived Supervisor Support (PSS), Job Satisfaction (JS) and Affective Organizational Behavior (AOC) on Employee Turnover Intention (ETI) among teachers in Ras-Al-Khaimah educational sector, UAE. The current study adopted SEM to test the study's hypothesis. A sample of 494 employees in the UAE educational sector was selected randomly. In this representative sample, a survey was carried out to find out the extent of PSS, JS and AOC influence on ETI. All the study's hypothesis were supported. PSS is significantly predicting JS, JS is significantly predicting AOC and AOC is significantly predicting employee turnover intention. As well as JS and AOC are significantly predicting employee turnover intention. The proposed model explained 40.6% of the variance in employee turnover intention. Finally, theoretical and managerial implications were discussed.