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Kobayashi, Karen M., Laura Funk, and Mushira Mohsin Khan. "Constructing a sense of commitment in ‘Living Apart Together’ (LAT) relationships: Interpretive agency and individualization." Current Sociology 65, no. 7 (July 4, 2016): 991–1009. http://dx.doi.org/10.1177/0011392116653237.
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LAT (Living Apart Together) relationships involve two people in a long-term intimate relationship who choose to live in separate households. Due to their tendency to lack structural commitments and rely on emotional bonds, LAT relationships can be viewed as a manifestation of individualization. Despite the increasing social acceptability of non-traditional partnerships, in many ways LAT relationships are still seen as deviant (and lacking commitment) by outsiders. This article draws on interpretive analyses of interviews with 28 LAT couples in two Canadian cities to explore how participants exercise agency and construct a sense of commitment in their relationships under these conditions (e.g. responding to generalized and particular others). In general, the LAT couples in this study described their commitments as strong, and as rooted in sexual fidelity, mutual exchanges of support, affection, with a long-term orientation, a willingness to work through difficulties and a shared history. Some ambivalence in discussing commitment can be explained with reference to participants’ strong desire to maintain independence within the relationship. This study represents one of the first in-depth examinations of LAT relationships undertaken in Canada.
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Hinchliff, Sharron, and Merryn Gott. "Intimacy, commitment, and adaptation: Sexual relationships within long-term marriages." Journal of Social and Personal Relationships 21, no. 5 (October 2004): 595–609. http://dx.doi.org/10.1177/0265407504045889.
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Collins, Tara J., and Tori L. Horn. "“I’ll call you…” Communication frequency as a regulator of satisfaction and commitment across committed and casual sexual relationship types." Journal of Social and Personal Relationships 36, no. 4 (February 8, 2018): 1123–45. http://dx.doi.org/10.1177/0265407518755554.
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Casual sexual relationships (CSRs) are common among young adults. Although it is a widely discussed topic in the popular media, little empirical work has examined the expectations related to communication within these relationships. Moreover, few studies have made comparative examinations across various relationship types. Through two studies, we first identified the differences in communication, satisfaction, and commitment across relationship types. Then we examined communication frequency as a regulator of satisfaction and commitment across relationship types. In Study 1, participants responded to a hypothetical relationship scenario depicting either a committed relationship (CR), friends with benefits (FWB), or a booty call/fuck buddy relationship (BC/FB); they indicated how committed and satisfied they would feel as well as how frequently they would communicate with the partner. Participants in Study 2 reported on these variables in their most recently terminated relationship. Overall, we found the highest frequencies of commitment and communication in CRs; BCs/FBs and other similar CSRs had the lowest. FWBs often fell between the other two categories. Satisfaction did not differ reliably across relationship types. A serial mediational analysis revealed that the more a relationship was considered to be a CR, the more partners communicated, which was associated with more satisfaction and, in turn, commitment. Our findings highlight the distinctions between expectations within FWB relationships, compared to other relationships types, suggesting that they fall somewhere between CRs and other CSRs on commitment and relational expectations. In addition, the results support the idea that individuals intentionally regulate their communication to maintain the expected level of commitment within a relationship.
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Cristiani, Michelle. "Adolescent females' strategic behavior within romantic relationships." Politics and the Life Sciences 22, no. 1 (March 2003): 36–42. http://dx.doi.org/10.1017/s0730938400006274.
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Three romantic strategies are inferred from an evolutionary life-history model of adolescence, in which girls must choose between beginning reproduction and acquiring skills. These strategies differ in the level of commitment sought and in the type of information gathered during relationships. I surveyed 158 heterosexual high school girls in New Mexico. The three strategies, as well as age, sexual maturity, parents' education, and father absence, were used as predictors of romantic relationship duration. Three significant results were obtained using the Cox Proportional Hazards Model. First, girls scoring high in the “committer” scale were less likely to have relationships end than were girls scoring higher on “information-gatherer” scales. Also, Anglo girls and Anglo-Hispanic multi-racial girls were more likely to have a relationship end than were Hispanic girls. Third, girls from a higher socioeconomic background were likely to have longer relationships. The implications of these results are discussed.
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Stanley, Scott M., Galena K. Rhoades, Shelby B. Scott, Gretchen Kelmer, Howard J. Markman, and Frank D. Fincham. "Asymmetrically committed relationships." Journal of Social and Personal Relationships 34, no. 8 (October 12, 2016): 1241–59. http://dx.doi.org/10.1177/0265407516672013.
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This study compared romantic relationships in which there was a substantial difference (>1 SD) in the commitment levels of the two partners to those with more equal levels. These asymmetrically committed relationships (ACRs) were studied in a national, longitudinal sample of unmarried, opposite-sex romantic relationships ( N = 315 couples); 64.8% ( n = 204) of relationships were categorized as non-ACRs, 22.8% were ACRs in which the male partner was less committed than the female partner ( n = 72), and 12.4% ( n = 39) were ACRs in which the female partner was less committed than the male partner. Those who were cohabiting or who had children together were more likely to be in ACRs than those without these characteristics. Compared to those not in ACRs, the less committed partners in ACRs (referred to as “weak links”) reported lower relationship adjustment, more conflict, and more aggression in their relationships; however, these differences were explained by their low levels of commitment. The more committed partners in ACRs (“strong links”) also reported lower relationship adjustment, more conflict, and more aggression than those not in ACRs, even when controlling for their levels of commitment (which were also higher, on average, than those not in ACRs); this finding is noteworthy given that high levels of commitment usually inhibit conflict and aggression. Relationships in which the female partner was the weak link were more likely to break up within 2 years (54%) than those with male weak links (29%) or non-ACRs (34%). However, asymmetrical commitment was not nearly as important a predictor of breakup as females’ levels of commitment. The findings advance the understanding of asymmetrical commitment in romantic relationships and highlight the value of studying both members of a couple in research on commitment.
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Agnew, Christopher R., Benjamin W. Hadden, and Kenneth Tan. "It’s About Time: Readiness, Commitment, and Stability in Close Relationships." Social Psychological and Personality Science 10, no. 8 (February 20, 2019): 1046–55. http://dx.doi.org/10.1177/1948550619829060.
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Timing matters in relationships. People vary in their sense of when they think the time is right to be involved in a committed relationship. We propose and examine the construct of commitment readiness and its role in predicting important relationship outcomes including commitment level, maintenance processes, and stability among involved intimates. Data from five independent samples obtained with various methods revealed, as hypothesized, that readiness (a) predicts commitment, maintenance processes, and actions toward ending a relationship; (b) serves to moderate commitment in predicting maintenance processes (self-disclosure, accommodation, sacrifice); and (c) serves to moderate commitment in predicting leave behavior, with those reporting both higher commitment and higher readiness being more likely to enact maintenance behaviors and least likely to enact leave behavior. We discuss the importance of considering one’s readiness for commitment within ongoing involvements.
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Salem, Suha Fouad. "Do Relationship Marketing Constructs Enhance Consumer Retention? An Empirical Study Within the Hotel Industry." SAGE Open 11, no. 2 (April 2021): 215824402110092. http://dx.doi.org/10.1177/21582440211009224.
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The increasing growth of new hotels in the Malaysian domestic market indicates that the hospitality and tourism industry is growing rapidly. As a result, there will be high competition as customers can easily switch from one hotel to the other. Therefore, to maintain competition in the market, it is crucial for hotels to recognize the importance of conflict handling, trust, and customer commitment in maintaining good relationships with their customers. Hence, the objective of this study is to study, relationship marketing constructs such as conflict handling, trust, and commitment are evaluated based on their direct and indirect relationships with customer retention. Overall, 188 questionnaires were collected from hotel guests in Malaysia to evaluate the structural relationships between these constructs and the performance of the measurement model using SmartPLS 3.2.3. Moreover, the importance-performance map analysis (IPMA) was used to identify measures that could be utilized to enhance management activities. The research outcomes of this study indicated that customer retention is directly influenced by conflict handling, whereas customer engagement is directly affected by trust, conflict handling, and commitment. However, conflict handling, commitment, and trust indirectly affected customer retention via customer engagement. The IPMA also revealed several aspects to help decision-makers and managers prioritize their actions efficiently. The results of this study revealed that customer engagement and conflict handling had the highest effect, whereas commitment and customer engagement had the highest performance on customer retention in the hotel industry. Therefore, to maintain customer loyalty, it is recommended that hotel managers prioritize their customers’ complaints and resolve them effectively.
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Gibson, John, and David Meacheam. "The individual and organizational commitments needed for a successful diabetes care community of practice." Health Services Management Research 22, no. 3 (August 2009): 122–28. http://dx.doi.org/10.1258/hsmr.2008.008018.
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Through a qualitative case study of a regional diabetes care programme in New South Wales, Australia, this article examines the phenomenon of communities of practice (CoPs) within organizations, with a specific focus on identifying the commitments required from both individuals and organizations in order to produce a successful CoP. The CoP literature suggests that ‘commitment’ is essential, yet the exact nature of this ‘commitment’ has not been identified. This study aims to discover what these commitments are. From the research data, key individual and organizational commitments are identified. The individual commitments needed are (in rank order of significance): a personal commitment to the aim of the CoP; a commitment to knowledge-sharing with others; a commitment to knowledge-seeking from others; effective management of personal relationships with others in the CoP; and understanding of the roles of other members. At the organizational level, the commitments needed are a good fit between the purposes of the CoP and the aims of the organizations employing the CoP members, a commitment to research regarding the CoP's activities, sufficient funding of the work of CoP members, continuing practical and political support to the CoP and facilitation of innovation within the CoP. Recommendations are made relating to the practical significance of the findings of the study. The implications of the findings are assessed relative to other health-service CoPs.
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Brown, Steven, Lisa Chen, and Edward O’Donnell. "Organizational opinion leader charisma, rolemodeling, and relationships." International Journal of Organizational Analysis 25, no. 1 (March 13, 2017): 80–102. http://dx.doi.org/10.1108/ijoa-10-2015-0924.
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Purpose This cross-disciplinary, empirical study aims to examine the phenomenon of organizational opinion leadership. Extant research concerning social capital and both referent and expert power suggests that informal opinion leaders within an organizational setting have the ability to influence their co-workers. This study focuses on the transformational leadership characteristics of idealized influence-attributed (charisma) and -behavior (role modeling). The social exchange aspects of the opinion leader–seeker relationship process are examined through an application of dyadic concepts found within leader–member exchange (LMX) theory. This study examines potential outcomes of opinion leader influence, specifically, opinion-seeker perceived organizational support (POS), affective commitment and normative commitment. Design/methodology/approach This study examines the dynamics of organizational opinion leader (OOL)–organizational opinion seeker (OOS) relationship to determine whether OOLs influence OOSs through role modeling and charisma, captured through the idealized influence aspect of transformational leadership. The OOL–OOS relationship is examined through the lens of LMX, commonly used to examine supervisor–subordinate exchange relationships. This study also examines whether OOLs’ idealized influence and OOL–OOS exchange relationships are related to OOSs’ perceived organizational support (POS) and both affective and normative commitment, and whether POS mediates their influence. Hypotheses are offered and survey data collected from a heterogeneous sample of 646 individuals is examined using structural equation modeling. Findings The results suggest that idealized influence consistently positively influences the outcomes. LMX-affect, -loyalty and -professional respect influence OOS perceptions of POS. Idealized influence and POS influence OOS affective and normative commitment. LMX-affect influences OOS affective and normative commitment, while LMX-loyalty influences normative commitment. LMX-professional respect slightly influenced OOS affective commitment negatively, suggesting that respect does not engender positive feelings and had no influence on normative commitment. Research limitations/implications This interdisciplinary study integrates concepts found within marketing, political science and organizational literature works to shed new light on the informal influence organizational members have on one another, which furthers our understanding of both shared leadership and opinion leadership. This research provides another frame for the concept of shared leadership, suggesting that OOL influence occurs horizontally and vertically within organizations. The overall findings suggest that both the characteristics of opinion leaders and the quality of OOL–OOS relationships matter. Practical implications This research highlights the importance of recognizing and enabling organizational members whose opinions are sought by their peers. Organizational opinion leadership exists within organization and influences organizational members’ attitudes and perceptions. Therefore, it is a necessity that organizations understand the phenomenon and guide it, much as organizational culture is guided, so that it produces positive organizational outcomes. Originality/value Very little research exists concerning organizational opinion leadership. This study breaks new ground by developing theory, applying accepted constructs to the phenomenon and empirically testing the impact of opinion leadership.
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Pinho, José Carlos. "Social capital and export performance within exporter-intermediary relationships." Management Research Review 39, no. 4 (April 18, 2016): 425–48. http://dx.doi.org/10.1108/mrr-08-2014-0189.
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Purpose This paper draw insights from social capital theory and examines the synergistic effect of several constructs on export performance within the context of exporter–intermediary relationships. Specifically, it assumes that social capital and the set of resources embedded therein strongly influence the extent to which both commitment and cooperation occur, and how these, in turn, impact on export performance. Design/methodology/approach Following a quantitative methodological approach, a survey is applied to a sample of small and medium-sized enterprise exporters, to empirically test the proposed conceptual model. Partial least squares structural equation modeling is used to test the empirical model. Findings The findings reveal that there is a positive and direct impact of social capital on export performance. Results also confirm that the presence of high social capital between exporters and intermediaries affects both high commitment and high cooperation. The study also confirms the mediation effect of cooperation in the relationship between social capital and export performance. Practical implications One possible shortfall of this research relates to the fact that this analysis only incorporates the view of one actor, the view of exporter firms. This limitation could open a rewarding direction for future research, which would be to analyze the view of both sides in a dyadic relationship. Originality/value This paper presents the original approach of looking at the relational antecedents of export performance.
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Stinglhamber, Florence, Kathleen Bentein, and Christian Vandenberghe. "Extension of the Three-Component Model of Commitment to Five Foci1." European Journal of Psychological Assessment 18, no. 2 (May 2002): 123–38. http://dx.doi.org/10.1027//1015-5759.18.2.123.
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Summary: We tested the generalizability of Meyer and Allen's (1991) three-component model of commitment to five foci, using a sample of university alumni (N = 478) and a sample of hospital nurses (N = 186). First, measures of affective, continuance, and normative commitment to the organization, the occupation, the supervisor, the work group, and customers were developed and tested using confirmatory factor analysis. Results provided strong support for the three-component model both within and across foci. They also showed that “high sacrifice” and “low alternatives” were distinguishable subcomponents within the continuance organizational commitment scale. Second, using hierarchical regression analysis, we show that commitments directed to foci other than the organization contribute unique variance in intent to quit the organization, above and beyond organizational commitment. Finally, logistic regression analysis used to examine the relationships between commitment components and actual turnover measured 18 months after among the alumni sample revealed that affective organizational commitment and high sacrifice were the single significant predictors of turnover.
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Hsiao, Aaron, Emily (Jintao) Ma, Kathleen Lloyd, and Sacha Reid. "Organizational Ethnic Diversity’s Influence on Hotel Employees’ Satisfaction, Commitment, and Turnover Intention: Gender’s Moderating Role." Journal of Hospitality & Tourism Research 44, no. 1 (November 1, 2019): 76–108. http://dx.doi.org/10.1177/1096348019883694.
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The aim of this study was to explore whether Taiwanese hospitality workers’ gender moderates the relationship between perceived ethnic diversity levels within their workplace and work-related outcomes at an individual employee level. Data were collected from 371 employees across 26 hotels in Taiwan. The results supported mediation effects of job satisfaction and affective commitment on the relationship between perceived ethnic diversity and employees’ turnover intention. Gender moderated the relationships between perceived diversity and job satisfaction, affective commitment and the relationships between job satisfaction and turnover intention. This study highlights the importance of ethnic diversity impacts on employee work outcomes within Asian hospitality organizations, specifically in Taiwan.
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Love, Heather A., David P. Nalbone, Lorna L. Hecker, Kathryn A. Sweeney, and Prerana Dharnidharka. "Suicidal Risk Following the Termination of Romantic Relationships." Crisis 39, no. 3 (May 2018): 166–74. http://dx.doi.org/10.1027/0227-5910/a000484.
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Abstract. Background: The termination of a romantic relationship is an established predictor of suicide attempt. Severing a relationship with a romantic figure can feel life-ending, based on attachment theory. Aims: The primary goal of this study was to determine if specific risk markers for suicide are related to an individual's commitment level to the romantic relationship prior to its dissolution. Method: The purpose of this study was to examine if commitment and investment are linked with suicidal risk in a sample of adults (n = 208) in the United States ages 18–64 who experienced the break-up of a significant romantic relationship within the past 3 months. Results: A structural equation model analysis revealed a significant association between commitment to the romantic relationship and suicidal risk when mediated by depression. This suggests that high commitment to the previous romantic relationship is indirectly associated with suicidal risk, indicating a need for increased attention to individuals who recently experienced a break-up. Limitations: This study is limited by its cross-sectional design and by retrospective accounts of the previous relationships. Conclusion: This study indicates that high commitment to a romantic relationship may serve as a risk factor of depression and therefore of suicide when the relationship is terminated.
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Ojeme, Mark, and Julie Robson. "Revisiting the mediating effect of normative commitment in B2B bank relationships in Nigeria." International Journal of Bank Marketing 38, no. 5 (May 11, 2020): 1159–75. http://dx.doi.org/10.1108/ijbm-02-2020-0068.
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PurposeThis study examines the mediating effect of normative commitment, that is, a customer's feeling of moral obligation to stay in a relationship based on the psychological feeling that it is the right thing to do. Previous studies have neglected normative commitment due to its complexity and poor fit with predominantly Western individualistic cultures.Design/methodology/approachAn empirical study was conducted in the collectivist culture of Nigeria, West Africa. The unit of analysis was the business-to-business (B2B) relationship between small to medium-sized enterprises (SMEs) and their bank.FindingsThis study arrived at two key findings. First, normative commitment is insignificant in acting as the mediator of a relationship in both overall satisfaction and social bonding on advocacy. Second, overall satisfaction and social bonding are positively significant in predicting normative commitment and advocacy.Research limitations/implicationsThis study focussed solely on an SME's perception of their relationship with their bank and does not consider the dyadic nature of such relationships, that is, the bank's perception of this relationship.Practical implicationsThis research demonstrates that the SME/bank relationship can be developed based on satisfaction and social bonding as background variables. Caution should be exercised for relationships developed on the basis of a moral obligatory commitment.Originality/valueRegardless of a collectivist cultural setting, normative commitment was found to be ineffective in enhancing relationships in a business-oriented setting in Nigeria, contrary to emerging propositions within the literature.
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Womack, Anna, Melanie E. Leuty, Emily Bullock-Yowell, and Jon T. Mandracchia. "Understanding Commitment." Journal of Career Development 45, no. 2 (November 6, 2016): 166–82. http://dx.doi.org/10.1177/0894845316676904.
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Various factors have shown to relate to different forms of career commitment (i.e., affective, continuance, and normative commitment). Commitment has been associated with intent to remain within a profession or organization, suggesting that commitment is an important component of career retention. Correspondingly, commitment to one’s academic major may also provide information about university retention. The current study examined fit (e.g., objective and subjective), attitudes (e.g., organizational commitment, satisfaction, involvement, and intention to quit), and demographic (e.g., semesters in major) factors that have been previously related to career commitment to investigate the construct of major commitment of undergraduate students ( N = 303). Using canonical correlation analysis, several significant relationships were found with approximately 69% and 67% of the shared variance between the three forms of major commitment and other variables for Black and White students, respectively, being explained.
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Douglas, Gillian. "Winner of the SLS Annual Conference Best Paper Prize 2015: Towards an understanding of the basis of obligation and commitment in family law." Legal Studies 36, no. 1 (March 2016): 1–19. http://dx.doi.org/10.1111/lest.12118.
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Much family law scholarship in recent years has been focused on the recognition of different types of family relationship. Often, the rationale for the grant of rights and duties to new forms of relationship is said to be because the parties have shown commitment, or the same degree of commitment, as those in formally recognised unions, such as marriage. But there has been relatively little consideration of why or how commitment can provide an adequate rationale for the imposition of legal consequences, in particular, legal obligations, especially when such commitment may be lacking on the part of one of the parties, or comes to an end. This paper explores the meanings of obligation and commitment within the family and questions whether commitment provides a necessary or sufficient justification for the imposition of legal obligations in family relationships.
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G.H.H.P, Prasadika, and H. M. Nishanthi. "Perceived Employee Voice and Organizational Commitment: A Case of Sri Lanka." Asian Journal of Empirical Research 8, no. 9 (November 19, 2018): 330–41. http://dx.doi.org/10.18488/journal.1007/2018.8.9/1007.9.330.341.
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Committed employees within the organization have become more valuable for the organizations which highly focus on to sustain and develop in this competitive business world. The main purpose of this research was to identify the impact of perceived employee voice on organizational commitment and identify the mediating effect of employee line manager relationship and employee trust of senior management on organizational commitment. To assess the aforesaid relationships, a standard pre-tested questionnaire was used to collect data. Correlation and simple regression analyses were used to analyze data. It was found that perceived employee voice has a significant impact on the organizational commitment. Further, employee line manager relationship and employee trust on senior management on organizational commitment partially mediated the relationship among perceived employee voice and organizational commitment and all the hypothesis were accepted. It was further suggested to strengthen the relationship between employees and management via allowing better voice to gain commitment to the organisation.
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Orellano, Anabel, and Emilio Chuvieco. "Examining the Relationships between Religious Affiliation, External and Internal Behavioural Factors, and Personal Carbon Footprint." Religions 13, no. 5 (May 5, 2022): 416. http://dx.doi.org/10.3390/rel13050416.
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Different studies have shown that daily consumption is responsible for a large portion of greenhouse gas emissions. Since consumption is closely linked to individuals’ preferences, motivations, and beliefs, the personal carbon footprint should be a good indicator of actual consumers’ commitments towards climate change mitigation. Previous research has shown the importance of considering individual-level religion as an antecedent of mitigation outcomes, although the evidence is inconclusive in this regard. This study examines the relationship between religious affiliation and personal carbon footprint, following socio-psychological models that consider behaviour to depend on external or situational factors, and internal or intrinsic ones. A questionnaire was carried out on a random sample of the Spanish population (N = 845) to determine the main drivers of carbon footprint for different religious groups. External factors (i.e., socioeconomic) and internal ones related to climate change knowledge, commitment, and intractability, on the one hand, and value orientation, nature-relatedness, and the main motivation to conserve nature on the other hand, were analysed. Intergroup differences in the personal carbon footprint were found, especially based on sex, age group, and type of work among external factors and value orientation, the main motivation for conserving nature and climate change perceived commitment within the internals. Intragroup differences for food carbon footprint were also observed, as follows: the main motivation to conserve nature and the level of commitment implied differences among Catholic believers, whereas value orientation and the level of commitment implied differences among non-believers. Our conclusions suggest, on the one hand, the importance of examining the religion-mitigation link in a socio-psychological framework and, on the other, the need for further study within groups to promote better behavioural responses to climate change.
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Feng, Cailing, Mulyadi Robin, Lisan Fan, and Xiaoyu Huang. "Commitment to change." Personnel Review 49, no. 5 (December 11, 2019): 1069–90. http://dx.doi.org/10.1108/pr-05-2018-0163.
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Purpose Commitment to change is vital for the success of any organizational change initiative. However, despite a sustained increase in research interest on employees’ commitment to change, there is still no consistency about the unidimensional or multi-dimensional construct of commitment to change, and previous research tends to ignore the impact vocational drivers may have on it. The paper aims to discuss these issues. Design/methodology/approach Drawing on prospect theory, the authors extended Herscovitch and Meyer’s (2002) commitment to change construct by developing and testing an additional dimension of commitment to change centered on employees’ vocational commitment across two studies, adopting a longitudinal design within a Chinese context. As organizational change often has implications that impacts individual decision making, vocational development and work adjustments and attitudes within the workplace, the authors presented the case for vocational commitment to change as an important extension to the commitment to change literature. The authors first provided evidence for the internal consistency, factor structure and the validity of the commitment to change in the Chinese context. Subsequently, the authors examined the changes of employees’ commitment to change across time, and demonstrated its predictive validity by exploring the relationship between commitment to change and change-related behaviors. Findings The current research represents improvements in commitment to change measurement, provides construct clarification in the Asia context, and sheds light on theoretical and empirical evidence for how to support change in the Chinese context. Limitations, implications and directions for future research are further discussed. Originality/value The current study responds to a call for research to further investigate the mechanisms of commitment to change within non-Western contexts, specifically within the Chinese context. Through a rigorous scale development process, the authors clarified Herscovitch and Meyer’s (2002) commitment to change model and present an augmented model with a fourth dimension –vocational commitment to change. Furthermore, through a longitudinal study, the current study also demonstrates that the cultivation of commitment to change has great importance to improving employees’ change-supportive behavior and reducing their resistance to change. This is consistent with cross-cultural research, which shows that Chinese individuals are more likely to possess inconsistent attitudes toward an object, including themselves, compared to Western individuals (Spencer-Rodgers et al., 2004). The study also explained the change of commitment to change over time, showing the significant relationships among the commitment to change and change-related behaviors.
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Chinomona, Elizabeth, and Manilall Dhurup. "The effects of organisational commitment and employee perceptions of equity on organisational citizenship behaviour in Zimbabwean SMEs." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 40, no. 2 (February 18, 2019): 77–98. http://dx.doi.org/10.25159/2520-3223/5853.
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Organisational commitment and organisational citizenship behaviour have been extensively researched from the perspective of antecedents and outcomes. Literature shows that employee perceptions of equity relationships in organsations have been less extensively chronicled in research, especially in respect of organisational commitment and organisational citizenship behaviour, within a Zimbabwean context. The objective of the study was to explore the relationship between organisational commitment, employee perceptions of equity and organisational citizenship behaviours among employees of small and medium enterprises in Zimbabwe. The research design is located within a quantitative research paradigm, undertaken through a cross-sectional, non-probabilty covenience sample (n=464). Descriptive statistics, correlations and hierarchical multiple regression analysis were used to evaluate the data. The results showed that perceptions of equity, organisational commitment and organisational citizenship behaviour are low among employees in the Zimbabwean small and medium enterprise sector. The correlation analysis exhibits strong positive linear relationship between the constructs. Further, the results of the multiple regression analysis show that employee perceptions of equity and organisational commitment are strong predictors of organisational citizenship behaviour. The findings of the study will benefit owners/managers of SMEs and government entities in improving their understanding of the issues of equity and organisational commitment effects on organisational citizenship behaviour within the Zimbabwean context.
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van Tonder, Estelle, Stephen Graham Saunders, Mwarumba Mwavita, and Sohee Kim. "Customer helping and advocacy behaviours within dyadic financial service relationships: a gift-giving perspective." International Journal of Bank Marketing 40, no. 2 (October 29, 2021): 221–41. http://dx.doi.org/10.1108/ijbm-04-2021-0134.
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PurposeThis study aims to examine customer helping and advocacy behaviours within dyadic financial service relationships involving customers and fellow customer helpers.Design/methodology/approachThe gift-giving literature was used to propose a customer-to-customer interaction model, which was tested and cross-validated among electronic banking customers in South Africa (n = 404) and Australia (n = 244). Self-administered questionnaires were distributed to respondents who are users of electronic banking services and who previously received help with the service from a fellow customer. Data analysis included multi-group structural equation modelling.FindingsThe findings support the view that selected source credibility dimensions may influence greater affective commitment towards fellow customer helpers at various levels. Subsequently, further altruistic gift-giving in the form of customer helping and advocacy behaviours may result from higher levels of affective commitment. Feeling secure in their relationships with fellow customer helpers, customer recipients of help are likely to further socialise other customers who may share a common interest in the service category (e.g. electronic banking), but do not necessarily support the financial service provider of the customer.Originality/valueThe findings extend the conceptual domain of affective commitment and shed light on the factors contributing to the development of strengthened bonds between customers and fellow customer helpers within dyadic financial service relationships. Additionally, greater financial service socialisation and use may be achieved when the helping and advocacy behaviours of customer helpers are not restricted to a specific service provider. Subsequently, the current investigation advances knowledge of the underlying processes involved in motivating these desired service outcomes and behaviours.
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Garn, Alex. "Perceived Teammate Acceptance and Sport Commitment in Adolescent Female Volleyball Players." Sport Psychologist 30, no. 1 (March 2016): 30–39. http://dx.doi.org/10.1123/tsp.2015-0004.
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Grounded in Scanlan’s sport commitment model (SCM), the purpose of this study was to explore the relationship between feelings of teammate acceptance and sport commitment in a sample of adolescent female volleyball players (N = 209). Despite theoretical justification for including social forms of influence such as social support and social acceptance as direct sources of sport commitment, empirical evidence has not been supportive of this association. Therefore, direct and indirect relationships between teammate acceptance and sport commitment within the SCM were tested. Findings supported the indirect relationship between teammate acceptance and sport commitment through sport enjoyment, personal investments, social constraints, and investment opportunities, accounting for 48% of the variance in sport commitment. It appears that teammate acceptance may be better situated as a distal source of sport commitment, but further research with more diverse samples is necessary. Sports psychologists who can collectively help athletes, coaches, and parents develop responsive interpersonal skills while reducing corporal punishment and aggression tactics can facilitate greater levels of social acceptance.
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Sheng, Chieh-Wen, Yi-Fang Tian, and Ming-Chia Chen. "Relationships Among Teamwork Behavior, Trust, Perceived Team Support, and Team Commitment." Social Behavior and Personality: an international journal 38, no. 10 (November 1, 2010): 1297–305. http://dx.doi.org/10.2224/sbp.2010.38.10.1297.
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Our aim in this study was to probe into the factors of team members' team commitment in order to determine if members' teamwork behaviors significantly influence their trust, and if the members' perception of team support influences their attitude or behavior within a team. A total of 548 questionnaires were distributed to teams participating in competitions, and 206 valid samples were collected (rate of return = 38%). The results of structural equation modeling showed that teamwork behaviors, trust, and perceived team support significantly influenced team commitment, teamwork behaviors significantly influenced trust among the members, and perceived team support significantly influenced teamwork behaviors, trust, and team commitment.
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Y. McCallum, Shelly, Monica L. Forret, and Hans-Georg Wolff. "Internal and external networking behavior." Career Development International 19, no. 5 (September 2, 2014): 595–614. http://dx.doi.org/10.1108/cdi-08-2013-0101.
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Purpose – The purpose of this paper is to examine the relationships of internal and external networking behaviors of managers and professionals with their affective, continuance, and normative commitment. Design/methodology/approach – Data were obtained from 335 managers and professionals of a health system who completed a survey on networking behavior and organizational commitment. Correlation analyses and multiple regressions were performed to test our hypotheses. Findings – The results showed that networking behavior focussed within an individual's organization was positively related with affective commitment and normative commitment. Networking with individuals outside of an individual's organization showed a significant negative relationship with normative commitment. Contrary to expectations, networking externally was not related to affective commitment, and neither internal nor external networking behaviors were related to continuance commitment. Research limitations/implications – Because data were collected at a single point in time, no statements can be made about causality. Future research is needed assessing both internal and external networking behavior and the three types of organizational commitment across time to help determine direction of causality or whether reciprocal relationships exist. Practical implications – Organizations that encourage internal networking behaviors may see individuals who are more connected with their colleagues and affectively committed to their organizations. However, encouraging external networking behavior may result in a drop in normative commitment as individuals might identify more with their profession than their employer. Originality/value – Although previous research has shown that networking behavior is related to job performance and career success measures, the research extends the literature by investigating whether networking is related to attitudinal variables such as organizational commitment. The paper explores whether differential relationships exist between internal and external networking behavior with three types of organizational commitment.
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Moorman, Christine, Gerald Zaltman, and Rohit Deshpande. "Relationships between Providers and Users of Market Research: The Dynamics of Trust within and between Organizations." Journal of Marketing Research 29, no. 3 (August 1992): 314–28. http://dx.doi.org/10.1177/002224379202900303.
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The authors investigate the role of trust between knowledge users and knowledge providers. The kind of knowledge of special concern is formal market research. Users include marketing and nonmarketing managers; providers include marketing researchers within a user's own firm and those external to the firm. A theory of the relationships centering on personal trust is developed to examine (1) how users’ trust in researchers influences various relationship processes and the use of market research and (2) how the relationships vary when examined across dyads. The relationships were tested in a sample of 779 users and providers of market research information. Results indicate that trust and perceived quality of interaction contribute most significantly to research utilization, with trust having indirect effects through other relationship processes, as opposed to important direct effects on research utilization. Deeper levels of exchange, including researcher involvement in the research process and user commitment to the research relationship, however, have little effect on research use. Finally, the relationships in the model show few differences depending on whether the producer and user share marketing or research orientations. Interorganizational dyads, however, generally exhibit stronger model relationships than intraorganizational dyads.
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Sloan, Melissa M. "Gender Differences in Commitment to State Employment: The Role of Coworker Relationships." Public Personnel Management 46, no. 2 (April 4, 2017): 170–87. http://dx.doi.org/10.1177/0091026017702612.
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Using survey data from a large sample of state employees, this research investigates gender differences in affective organizational commitment to state employment. Following relational cohesion theory, I hypothesize that perceived emotional support among workers within the workplace is positively associated with affective commitment to state employment. I also expect that women’s greater commitment to state employment compared with men is due to their higher levels of perceived coworker support. The results of the analyses largely support the hypotheses and suggest that public-sector managers would do well to encourage the development of supportive relationships among employees.
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Reizer, Abira, and Amir Hetsroni. "Media Exposure and Romantic Relationship Quality: A Slippery Slope?" Psychological Reports 114, no. 1 (February 2014): 231–49. http://dx.doi.org/10.2466/21.07.pr0.114k11w6.
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This study examines whether media consumption predicted relationship quality among 188 college students who were involved in romantic relationships. The respondents assessed their commitment to the relationship, their satisfaction from the relationship, and their tendency to engage in conflicts within the relationship. Media consumption was measured by assessing the time dedicated to television viewing in general, watching specific genres, Internet use, and news-paper reading. Hierarchical regression analyses indicated that total TV viewing time statistically predicted lower commitment to the relationship, while viewing of programming focusing on romantic relationships predicted lower satisfaction and stronger tendency to engage in conflicts. Consumption of media other than television and the control factors did not predict any indicator of relationship quality. The pattern of negative associations between TV viewing and relationship quality is discussed with reference to cultivation theory and mood management theory.
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Vem, Linus Jonathan, Yakubu Ali Mbasua, and Makrop Davireng. "Sanctification of work and turnover of teachers under insurgency." Journal of Educational Administration 58, no. 2 (November 25, 2019): 171–86. http://dx.doi.org/10.1108/jea-03-2019-0039.
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Purpose Sanctification of work research is still a growing area among management and educational guild of researchers. The purpose of this paper is to explore the intervening role of career satisfaction and affective commitment in the relationship between sanctification and turnover intentions among teachers in a Boko Haram infested region of Nigeria. Design/methodology/approach The authors adopted a cross-sectional survey design using 375 responses out of the 600 administered questionnaires to three states within the context of this study. The usable data were analyzed using SmartPLS version 3.2.7 to evaluate the hypothesized relationships. Findings The results reveal: negative but insignificant relationship between sanctification and turnover intention; career satisfaction and affective commitment mediate the relationship between sanctification of work and employee intention to leave. Originality/value The predictive role of sanctification was proven to be insignificant under unfriendly work environment, which is contrary to the literature on the role sanctification. The mediating role of career satisfaction and affective commitment between sanctification and turnover intention is relatively new. The two constructs constitute the mechanism through which the relationships are sustained; hence the hypotheses on the indirect relationships are established.
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Jackson, Reginald. "Solidarity’s Indiscipline." boundary 2 46, no. 3 (August 1, 2019): 65–88. http://dx.doi.org/10.1215/01903659-7614147.
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This essay charts Masao Miyoshi’s shifting relation to the university as he both imagined it and intervened within it. I examine an incident in which Miyoshi heeded a graduate student’s request for help in contesting unfair treatment. This incident represents a crucible that prefigured developments within Miyoshi’s critical consciousness, particularly regarding pursuits of justice within and beyond the university. I argue that Miyoshi’s pedagogical commitment to justice for students nourished his skepticism toward academic discipline—in theory and practice. This enduring commitment led him to foster relationships of solidarity with students and colleagues that celebrated a critical indiscipline exceeding academia’s established partitions. I take up the question of teaching to chart how it shapes notions of academic territory, valuation, exploitation, and resistance in Miyoshi’s scholarship. My hope is that this preliminary consideration of pedagogical legacy thickens our sense of his commitments to foreground resources for future work.
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Gopinath, C., and Thomas E. Becker. "Communication, Procedural Justice, and Employee Attitudes: Relationships Under Conditions of Divestiture." Journal of Management 26, no. 1 (February 2000): 63–83. http://dx.doi.org/10.1177/014920630002600107.
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This study examines the relationships among managerial communication, perceptions of the procedural justice of layoffs, and employee attitudes within the context of divestiture. As we expected, employee perceptions of procedural justice regarding the divestiture predicted, at one point in time, trust in new ownership and, two months later, post-divestiture commitment to the organization. Also as hypothesized, perceptions of the justice of the divestiture explained variance in trust and commitment above and beyond that explained by the perceived justice of the layoffs. Finally, as predicted, managerial communications that helped employees understand the events surrounding the divestiture increased perceptions of the procedural justice of the divestiture and layoffs, and had both indirect and direct effects on future commitment.
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Chao, Cheng-Min, and Bor-Wen Cheng. "FACTORS INFLUENCING THE FUTURE RELATIONSHIP OF HOSPITAL PROCUREMENT STAFF WITH MEDICAL DEVICE SUPPLIERS." Social Behavior and Personality: an international journal 40, no. 6 (July 1, 2012): 945–57. http://dx.doi.org/10.2224/sbp.2012.40.6.945.
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We explored whether or not trust and commitment play important roles in supply chain management and can affect future relationships between hospitals and suppliers. We conducted a survey of medical supplies procurement staff at local community hospitals, regional hospitals, and medical centers in Taiwan, using a self-report survey. Structural equation modeling revealed no significant effect of the supplier's reputation or relationship tenure on trust within, and commitment to, future dealings. However, both communication and perceived benefits had positive effects on trust. In addition, trust had a significantly positive effect on the future relationship, whereas the effect of commitment was nonsignificant. The results also confirmed that trust can play an important role as a mediating variable.
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Chai, Joe Choon Yean, Naresh K. Malhotra, and Satyabhusan Dash. "The impact of relational bonding on intention and loyalty." Journal of Hospitality and Tourism Technology 6, no. 3 (October 19, 2015): 203–27. http://dx.doi.org/10.1108/jhtt-08-2014-0035.
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Purpose – The purpose of this study is to investigate the impact of relational bonding on intention and loyalty and the mediating role of commitment foci in the service context. Design/methodology/approach – The study used a cross-sectional and quantitative mail survey approach. Bank customers in New Zealand were surveyed, and multiple analytical techniques were used to measure the relationships between consumer bonding, commitment foci and loyalty behavioral intentions and the mediating role of commitment foci in service relationships. Findings – The results confirm that commitment foci or targets of commitment are important mediators in the relationships between bonding and loyalty-related behavioral intentions. The findings provide new theoretical knowledge about the mediating effect of the commitment foci in service relationships and significantly enhance knowledge about consumers’ intention and loyalty. Practical implications – The research provides several noteworthy insights into the role of social and structural bonding in consumers’ commitment and loyalty in the service context, as well as provides an important implication for segmentation. Originality/value – The study contributes to the service research on consumers’ intention and loyalty behavior toward the commitment foci. Introducing the role of commitment foci as a mediating mechanism within the context of a service encounter is new in the services marketing literature. This study provides a better understanding of consumers’ perceptions of and behaviors toward the commitment foci, as well as their intention and loyalty.
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Evren, Emine, and A. Celil Cakici. "The relationships between institutionalization and dual commitment: A study on hotel kitchen employees." European Journal of Tourism Research 31 (February 9, 2022): 3110. http://dx.doi.org/10.54055/ejtr.v31i.2225.
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Long-termed continuance of employees in hotel enterprises, especially in kitchen department where standard production is of utmost importance, is critical for organizational success. At this point, how institutionalization, a phenomenon that is usually associated with standardization, effects the organizational commitment (OC) is an important question. Another important question is how commitment to an impressive supervisor such as the chef mediates the relationship between institutionalization and OC in institutionalized hotels where standards become important instead of personal approaches. In this context, the relationship between institutionalization, OC, and commitment to the supervisor (CS), which has not been studied before, has been examined within the framework of hotel businesses. The data were collected with an online survey. The sample consisted of the kitchen staff of a national hotel chain in Turkey. The findings demonstrated that the effects of institutionalization on OC and CS were significant. CS partially mediates the relationship between institutionalization and OC. When considered within the scope of the dimensions, the CS has a partial mediating effect on the relationship between cultural power and all three dimensions of OC (affective, continuance, normative). The effect of formalization and professionalization on affective and normative commitment is partially mediated by CS.
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Walden, Justin A., and Catherine Y. Kingsley Westerman. "Strengthening the Tie: Creating Exchange Relationships That Encourage Employee Advocacy as an Organizational Citizenship Behavior." Management Communication Quarterly 32, no. 4 (June 27, 2018): 593–611. http://dx.doi.org/10.1177/0893318918783612.
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This study investigates the communication elements within organizations that enhance social exchanges and influence an individual’s willingness to spread positive information about their employer. Findings from a survey of employees in a United States–based health care organization ( N = 223) indicate that organizational commitment mediates the relationship between employee-centered internal communication by organizations and employee advocacy. Employees with strong organizational commitment perceive that their organization values the exchange relationship, and employees, in turn, report they are likely to take extra steps to support their organization. To encourage organization-supportive employee advocacy behavior, organizations should engage in open and supportive communication with employees and cultivate lasting relationships with them.
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Li, Yi, Gang Li, and Taiwen Feng. "Effects of suppliers’ trust and commitment on customer involvement." Industrial Management & Data Systems 115, no. 6 (July 13, 2015): 1041–66. http://dx.doi.org/10.1108/imds-11-2014-0351.
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Purpose – The purpose of this paper is to investigate the relationships among suppliers’ trust and commitment, transaction-specific investment, switching cost, and customer involvement within the context of relational governance mechanism and the social exchange theory. Design/methodology/approach – The authors use survey data from 214 Chinese manufacturing firms and employ the structural equation model to verify the conceptual model. Findings – Relational governance benefits customer involvement. Transaction-specific investment mediates the relationship between trust and commitment of suppliers. Switching costs negatively moderate the relationship between suppliers’ trust and customer involvement, but positively moderate the relationship between suppliers’ commitment and customer involvement. Research limitations/implications – The authors focus on two key elements of relationship, namely, trust and commitment of suppliers, but neglect other relational factors, such as relational norms and interdependence. Originality/value – These findings broaden the understanding and present new directions for the implementation of customer involvement from the perspective of relational governance and social exchange theory.
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Muryati, Muryati, Ismuhadjar Ismuhadjar, and Hari Muharam. "RELATIONSHIP BETWEEN ORGANIZATIONAL CLIMATE AND PERSONALITY ON COMMITMENT TO ORGANIZATIONS AIA AGENTS, AGENCY VISION ONE GROUP JAKARTA." JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) 6, no. 1 (March 29, 2022): 126–31. http://dx.doi.org/10.33751/jhss.v6i1.5383.
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This study aims to find efforts to increase commitment to the organization through a study of the strength of the relationship between research variables, namely knowing, analyzing and revealing the relationship of organizational climate, personality relationship, and the two relationships together on commitment to the organization at AIA agents. Agency Vision One Group (VOG) in Jakarta. The method used in this research is a survey method with a correlational approach. This method is used to collect data from a number of agents within the company and at the same time, while the correlational approach is used to test statistically, research hypotheses, and describe analytically, systematically, factually and careful about the relationship between research variables. The variables studied in this study consisted of three, namely organizational climate, personality and commitment to the organization. Two independent variables are organizational climate and personality, while commitment to the organization is used as the dependent variable. The results showed that there is a positive relationship between Organizational Climate and Commitment to Organizations with a correlation coefficient ry.1 = 0.659 and a functional relationship equation = 6.260 + 0.971X1. Organizational Climate contributes 43.42% to Commitment to Organization. This means that the Organizational Climate contributes to the Commitment to the Organization. There is a positive relationship between Personality and Commitment to Organization with correlation coefficient ry.1 = 0.589 and functional relationship equation = 9.208 + 0.928X1. Personality contributes 34.69% to Commitment to the Organization. There is a positive relationship between Organizational Climate and Personality Together with Commitment to Organization with correlation coefficient R = 0.707 and functional relationship equation = 2.047 + 0.494X1 + 0.705X2. Organizational Climate and Personality together have a contribution of 24.10% to the Commitment to the Organization. This means that Organizational Climate and Personality together contribute to Commitment to the Organization. The more the Organizational Climate and Personality together it will increase the Commitment to the Organization
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Ruzungunde, Vongai Sarah, Chan Murugan, and Clifford K. Hlatywayo. "The Influence Of Job Stress On The Components Of Organisational Commitment Of Health Care Personnel In The Eastern Cape Province South Africa." International Business & Economics Research Journal (IBER) 15, no. 5 (September 1, 2016): 219–26. http://dx.doi.org/10.19030/iber.v15i5.9780.
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Health care personnel are often exposed to strenuous working conditions due to their nature of work. The study assessed whether job stress affects the organisational commitment of employees within the health institutions. A quantitative design was used; the sample consisted of 141 respondents from selected public health institutions within the Nkonkobe Municipality Region, Eastern Cape, South Africa. Cluster sampling was used to select the hospitals and then the simple random sampling was used to select the sample from the cluster. Pearson Correlation Analysis was used to solicit the sought relationships. Results of the study showed significant relationships between job stress and organisational commitment showing that job stress has an effect on the commitment of workers. These findings are helpful and useful to the health department in implementing policies and procedures that will reduce job stress in employees in order to ensure that high levels of commitment towards the organisation are maintained for optimal success.
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Weiss, Maureen R., Lissa A. Kimmel, and Alan L. Smith. "Determinants of Sport Commitment among Junior Tennis Players: Enjoyment as a Mediating Variable." Pediatric Exercise Science 13, no. 2 (May 2001): 131–44. http://dx.doi.org/10.1123/pes.13.2.131.
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This study examined determinants of junior tennis players’ motivation to continue involvement using the sport commitment model as the theoretical framework (20). Based on the sport enjoyment literature, a version of the original sport commitment model (i.e., all determinants directly predict commitment) and a revised model where enjoyment was a mediator of the relationships between determinants and level of commitment were tested. Tennis players (N = 198; ages 10–18 years) completed self-report questionnaires on the constructs of interest. Hypothesized relationships among variables were tested using structural equation modeling. Results provided support for both the original and mediational models, with enjoyment exerting the strongest effect on tennis commitment in both models. An alternative model was tested where both direct and indirect effects through enjoyment on commitment were specified. The alternative model was accepted as most theoretically appealing because determinants of commitment and sources and consequences of sport enjoyment were accounted for within the larger conceptual model.
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Putranta, Martinus Parnawa, and Russel Philip John Kingshott. "The Relationships Between Ethical Climates, Ethical Ideologies and Organisational Commitment Within Indonesian Higher Education Institutions." Journal of Academic Ethics 9, no. 1 (December 9, 2010): 43–60. http://dx.doi.org/10.1007/s10805-010-9122-z.
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Meško, Gorazd, Rok Hacin, Justice Tankebe, and Chuck Fields. "Self-Legitimacy, Organisational Commitment and Commitment to Fair Treatment of Prisoners: An Empirical Study of Prison Officers in Slovenia." European Journal of Crime, Criminal Law and Criminal Justice 25, no. 1 (January 12, 2017): 11–30. http://dx.doi.org/10.1163/15718174-25012104.
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Recent work on legitimacy within criminal justice systems have drawn attention to self-legitimacy; that is, criminal justice professionals’ own recognition of their entitlement to power. The evidence on this aspect of legitimacy remains sparse and mainly from police studies. We know almost nothing about the self-legitimacy of prison officers. This paper contributes to filling this gap, with an empirical focus on prison officers in Slovenia. Specifically, it explores the correlates of officer self-legitimacy and the implications of self-legitimacy for commitments to the rights of prisoners and to the organisation. Results from multiple regression analyses show that quality of interpersonal relationships among officers, perceived audience legitimacy (that is, officers’ sense of their moral standing among prisoners), and distributive justice predicted self-legitimacy. Self-legitimacy was associated with increased commitment to fair treatment of prisoners but it was irrelevant to organisational commitment. The implications of these findings are discussed.
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Casimir, Gian, Yong Ngee Keith Ng, Karen Yuan Wang, and Gavin Ooi. "The relationships amongst leader-member exchange, perceived organizational support, affective commitment, and in-role performance." Leadership & Organization Development Journal 35, no. 5 (July 1, 2014): 366–85. http://dx.doi.org/10.1108/lodj-04-2012-0054.
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Purpose – The purpose of this paper is to examine whether leader-member exchange (LMX) and perceived organizational support (POS) have interactive effects on affective commitment to the organization. The utility of Social Exchange Theory for explaining workplace attitudes and behaviors in non-Western settings has been questioned. Another objective is to test the hypotheses, which are based on Social Exchange Theory, within a Chinese context. Design/methodology/approach – Cross-sectional, self-report data on LMX, POS and affective commitment were obtained from 428 full-time employees in China. In-role performance ratings were provided by immediate supervisors. Findings – LMX and POS have synergistic effects on affective commitment. Affective commitment mediates both the relationship between LMX and in-role performance and the relationship between POS and in-role performance. Research limitations/implications – The limitations include using a cross-sectional, self-report design for LMX, POS and affective commitment, and only sampling employees in organizations in China. The findings support an explanation of workplace attitudes and behaviors in a non-Western setting based on social exchange. The effects of a proximate source of social exchange (i.e. LMX) on affective commitment depend on the level of a remote source of social exchange (i.e. POS), and vice versa. Practical implications – Organizations need to improve the quality of their leader-follower relationships and support their members. Organizations need to increase affective commitment because it appears to drive in-role performance. Originality/value – The authors show that LMX and POS from the same source (i.e. followers) may have interactive effects on affective organizational commitment as well as that social exchange may explain workplace attitudes and behaviors in China.
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López-Cabarcos, M. Ángeles, Ana Isabel Machado-Lopes-Sampaio-de Pinho, and Paula Vázquez-Rodríguez. "Organizational justice and personal initiative, mediating role of affective commitment." Journal of Service Theory and Practice 25, no. 6 (November 9, 2015): 854–76. http://dx.doi.org/10.1108/jstp-09-2014-0218.
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Purpose – The purpose of this paper is to analyze the mediating role of affective commitment (AC) in the relationship between organizational justice (OJ) and personal initiative (PI). Design/methodology/approach – Data were collected from 321 employees from hotels in northern Portugal. The study required that all hotels be at least four-star establishments operating for over a year. The data and hypotheses were analyzed by using structural equation modeling. Findings – Employee perceptions of justice in relation to rewards, procedures, or interpersonal relationships can only lead to displays of initiative behaviors if employees have developed AC toward their organization. Accordingly, employee perception of justice does not directly bring about initiative behavior; a feeling of AC toward the organization must be created beforehand. Practical implications – Knowing how to increase employee PI could be one of the keys to obtaining successful results within the hotel industry. This study provides evidence of an indirect relationship between OJ and PI via AC. Such knowledge may help to establish a plan of action aimed at improving perceptions of justice within the hotel industry in order to obtain committed and proactive employees. Originality/value – Very few studies carried out within the context of the hotel industry have considered the relationship between the three variables proposed in this research paper. Additionally, this study examines the mediating role of employee AC, which has not been previously confirmed.
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Dailey, René M., Lingzi Zhong, Rudy Pett, Darby Scott, and Colton Krawietz. "Investigating relationship dispositions as explanations for on-again/off-again relationships." Journal of Social and Personal Relationships 37, no. 1 (July 1, 2019): 201–11. http://dx.doi.org/10.1177/0265407519861156.
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The current study explored whether individuals with certain relationship dispositions were more likely to be involved in on-again/off-again (on-off) relationships. A sample of 211 currently dating participants in either on-off or non-cyclical relationships completed an online survey about relationship dispositions (e.g., attachment, implicit beliefs) and positive and negative aspects of relational quality (e.g., satisfaction, commitment, disillusionment). Participants in on-off relationships did not differ from those in non-cyclical relationships with regard to relationship dispositions. Relationship type, however, moderated certain associations between relationship dispositions and relationship qualities showing that the dispositions played a weaker role in relational quality for on-off partners (e.g., the association between growth belief and disillusionment was strong and negative for non-cyclical partners but nonsignificant for on-off partners). Although it was theoretically and practically important to investigate individual differences, interaction dynamics within dyads could be a more prominent factor in explaining on-off relationships.
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Chinomona, Elizabeth, and Teboho Mofokeng. "Impact of leadership on organizational citizenship behaviour, organizational commitment and job performance: An application of leader- member exchange theory." Corporate Ownership and Control 14, no. 3 (2017): 309–19. http://dx.doi.org/10.22495/cocv14i3c2art5.
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The purpose of the study was to investigate the influence of servant leadership on organizational citizenship behaviour, organizational commitment and job performance from a Leader- Member Exchange (LMX) perspective. It aims at contributing new knowledge to research constituting servant leadership within the workplace. The aim of the study was to examine in essence, the impact of servant leadership on organizational citizenship behaviour and organizational commitment and the consequential outcome on employee job performance. LMX theory is the theoretical framework that forms the basis on which the study is undertaken. The problem was investigated within the SME sector of Zimbabwe. The study was quantitative by nature and adopted positivism as the research paradigm. 189 Small and Medium Enterprises (SMEs) in Zimbabwe formed the unit of analysis. The empirical testing of the study’s six hypotheses revealed that the relationships are positive and significant. This implied that servant leadership, organizational citizenship behaviour and organizational commitment have a constructive effect on employee job performance and thus SMEs in general. The study extracts the fundamental impact that servant leadership has on employee behaviour and their performance within the workplace subsequently. While quality LMX relationships are exemplified by mutual trust, respect and commitment, this virtue was employed to assess if it impels a good relationship between servant leadership and employee behaviour and the resulting job performance of employees. The implication is that the general SME sector should encourage their senior employees to embrace a servant leadership style given that it has a positive effect on employee organizational behaviour, employee commitment and job performance subsequently. This is particular important for a country like Zimbabwe that is still developing and therefore relies much on the superior performance of SMEs for sustainability.
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González-Romá, Vicente, and Pascale M. Le Blanc. "The influence of leader-member exchange differentiation on work unit commitment: the mediating role of support climate." Psychologica 62, no. 1 (July 31, 2019): 99–118. http://dx.doi.org/10.14195/1647-8606_62-1_5.
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We investigated whether the influence of LMX differentiation (the extent to which the quality of the leader-member relationships within a work unit varies) on work unit commitment is mediated by support climate. We tested this mediated relationship in a sample composed of 30 health care units. The results obtained showed that LMX differentiation measured at Time 1 was negatively related to work unit support climate measured one year later (Time 2), which in turn was positively related to work unit commitment measured at Time 2. The negative indirect effect of LMX differentiation on work unit commitment through support climate was statistically significant. Our study contributes to having a better understanding of the role of LMX differentiation in work unit functioning.
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Petzer, Daniel J., and Estelle van Tonder. "Loyalty intentions and selected relationship quality constructs." International Journal of Quality & Reliability Management 36, no. 4 (April 1, 2019): 601–19. http://dx.doi.org/10.1108/ijqrm-06-2018-0146.
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PurposeThe purpose of this paper is to assess the mediating effect of customer engagement on the relationships between selected relationship quality and value antecedents (commitment, customer satisfaction, trust and customer value), and the consequence (loyalty intentions) within the short-term insurance industry.Design/methodology/approachA descriptive research design that is quantitative in nature was followed and 491 responses from insurance customers were analysed.FindingsShort-term insurers should facilitate customer engagement by implementing strategies that foster customer commitment, ensure customer satisfaction, build trust and create customer value. Facilitating customer engagement may lead to stronger loyalty intentions amongst customers towards the short-term insurer.Research limitations/implicationsThe investigation offers a greater understanding of the relevance and importance of the customer engagement theory and the impact it may have in strengthening the relationships between factors of the relationship marketing domain and customer loyalty.Practical implicationsFrom a managerial perspective, it is evident that short-term insurers should facilitate customer engagement carrying out strategies that foster customer commitment, ensure customer satisfaction, build trust and create customer value.Originality/valueBuilding on the work of earlier relationship and quality management scholars, the study provides new insight into the role and relevance of relationship quality and value factors and customer engagement, while simultaneously being assessed for their contribution to customer loyalty.
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SMART, CAROL. "Textures of Family Life: Further Thoughts on Change and Commitment." Journal of Social Policy 34, no. 4 (October 2005): 541–56. http://dx.doi.org/10.1017/s0047279405009141.
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This article attempts to account for the existence of parallel systems of values in families where grandparents condemn divorce, yet act to support their adult children when they face relationship breakdown. The article seeks to understand the context in which values are formed and how they can gradually become more complex and contradictory as social and personal contexts change. The article explores change across two generations of family relationships in order to add to the debate on whether commitments within families are in decline. It also addresses the question of how policies on families can be formulated given the complexity, and contradictory nature, of the values that family members hold.
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Bal, P. Matthijs, and Stephan A. Boehm. "How Do I-Deals Influence Client Satisfaction? The Role of Exhaustion, Collective Commitment, and Age Diversity." Journal of Management 45, no. 4 (May 26, 2017): 1461–87. http://dx.doi.org/10.1177/0149206317710722.
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This paper introduces a multilevel perspective on the relationships of idiosyncratic deals (i-deals) with organizational outcomes (i.e., client satisfaction) and investigates how and under which conditions these relationships manifest. On the basis of contagion theory, we proposed that the positive effects of i-deals will spill over within organizational units (indicated by reduced emotional exhaustion and enhanced collective commitment), which leads to increased customer satisfaction. Moreover, we postulated that the effects of i-deals would be more prominent in units with high age diversity, as i-deals are more important in units where people’s work-related needs are more heterogeneous due to the higher diversity in employee age. A study among 19,780 employees and 17,500 clients of a German public service organization showed support for the contagion model and that i-deals were negatively related to individual emotional exhaustion and subsequently positively related to collective commitment within units and client satisfaction measured 6 months later. Emotional exhaustion and collective commitment mediated the relationships between i-deals and client satisfaction. Finally, we found that the relationships between i-deals and emotional exhaustion / client satisfaction were more strongly negative in units with high age diversity, rather than in units with low age diversity, indicating the benefits of i-deals within units with high age diversity to reduce emotional exhaustion and enhance client satisfaction.
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Redondo, Yolanda Polo, and Jesus J. Cambra Fierro. "Looking For Good International Partnerships: Bodegas Pirineos Ltd., A Case Study Within The Spanish Context." Journal of Business Case Studies (JBCS) 2, no. 1 (January 1, 2006): 81–98. http://dx.doi.org/10.19030/jbcs.v2i1.4883.
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In an economic context increasingly more dynamic, complex, and globalized, those companies which are able to find first-rate business partnerships and to manage efficient relationships with them have a greater guarantee of success and profitability in their activity. Their products will get the desired standards of quality and firms will be able to distribute and to sell these products adequately. For local and national markets firms use to have enough knowledge, but their position will be more complicated if they decide to expand their business abroad. Capability and unawareness of the market structures, language are some of the most important limits for international expansion. In this context firms must dedicate resources to look for capable partnerships. Although trust or partnership image could be understood as key-factor for election, decisions involve greater risk and uncertainty. If selection is satisfactory firms will desire to build relationships with these partnerships and cooperation and commitment will arise. In other case, firms will look for other alternatives, when available. Furthermore, the smallest firms have fewer resources than bigger firms and, therefore, the management these situations could be more complicated: power-dependence relationships are unfavorable. Now wine is a fashionable product. Once local and national markets are mature, international markets are fundamental for the wineries expansion. But international distribution seems pretty complicated. While production must be near vineyards, consumption could be localized wherever consumers are. Firms do not have enough resources to distribute their production directly, and peculiarities of each country or region must to be considered: legal aspects, languageBig international wine distribution use to be controlled by few and powerful enterprises in each country, while small and specialized distributors have fewer scope. Therefore, dependence relationships for wineries could arise. This paper, by analyzing a specific Spanish case, Bodega Pirineos Ltd., identifies those factors that a Small and Medium Enterprise (SME) company assesses when choosing and deciding on building up a relationship with a specific international partnership that distributes its products. Sometimes distributors are understood as suppliers of services. Image, trust, communication, and cooperation are considered as prior elements, while commitment arises when relationships are satisfactory. When partnerships do not satisfy our firm, new alternatives are looked for. But if there is no more alternatives and Bodega Pirineos depends on this partnership it uses to maintain the relationship hopping new options arise. Some implications for other wineries or other SMEs firms could be derived from this paper.
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Kalubanga, Matthew, and Sheila Namagembe. "Trust, commitment, logistics outsourcing relationship quality, relationship satisfaction, strategy alignment and logistics performance – a case of selected manufacturing firms in Uganda." International Journal of Logistics Management 33, no. 1 (December 22, 2021): 102–40. http://dx.doi.org/10.1108/ijlm-05-2020-0215.
Full textAbstract:
PurposeThis study examines the relationships among trust, commitment, logistics outsourcing relationship quality (LORQ), relationship satisfaction, strategy alignment and logistics performance considering selected manufacturing firms in a developing country, Uganda.Design/methodology/approachDrawing on insights from the commitment-trust theory and strategy alignment literature, and using a cross-sectional survey design with a self-administered questionnaire, and applying the partial least squares structural equation modeling (PLS-SEM) approach to analyze quantifiable data obtained from managers of 103 manufacturing firms in Uganda outsourcing logistics operations, the study examined the logistics performance effects of trust, through commitment, LORQ and relationship satisfaction.FindingsThe study findings reveal that trust influences logistics performance, indirectly through its effects on commitment, LORQ and relationship satisfaction, sequentially, and that the positive effects of relationship satisfaction on logistics performance strengthen with improvements in LORQ. Strategy alignment exerted a strong positive influence on LORQ.Research limitations/implicationsThe study findings have important implications for theory development and literature. The study applies the commitment-trust view to both theoretically and empirically examine logistics outsourcing as a competitive strategy to enhance logistics performance, and thereby providing a theoretical base for future research. However, this research is confined to manufacturing firms in Uganda, and the results are not necessarily generalizable to other contexts.Practical implicationsThe study findings provide insights for logistics managers regarding the role of trust, commitment, LORQ, relationship satisfaction and strategy alignment in enabling successful logistics outsourcing relationships, and how drawing on these, managers can improve firm logistics performance.Originality/valueThis study contributes to logistics management literature by empirically examining the relationship of trust, commitment, LORQ, relationship satisfaction and strategy alignment with logistics performance, considering manufacturing firms in a developing country, where these aspects have not been largely explored before. It highlights the need to build trust, promote greater commitment of logistics user firms in logistics outsourcing relationships as well as aligning logistics outsourcing strategies to improve LORQ and enhance logistics performance. Additionally, the study provides for the first-time new evidence for the moderation effect of LORQ on the influence of relationship satisfaction on logistics performance. The study findings suggest advancing further scholarly discussions on logistics outsourcing as a critical strategy to enhance firm logistics performance within a developing country context. Due to limitations in logistics infrastructure, and existing low-level technologies, logistics in developing countries still revolves around conventional materials handling, packaging, inventory and transportation operations, and logistics outsourcing is new, thereby presenting an interesting research context for empirical investigations on logistics in general, and logistics outsourcing in particular.